The following is a policy approved by the Session of the Good Shepherd Presbyterian Church, Greater Atlanta Presbytery.Adopted 2004
Interpretation after approval of policy: Sunday School teachers are not included in the policy’s requirement for background checks as they work in teams and are in public areas that lack opportunity for misconduct.I. Introduction
A. Background
1. One of the symptoms of our fallen world is the abuse that is inflicted upon children. Within recent years it has been dramatically shown that this problem also occurs in churches. Unfortunately, the risk of abuse occurring in churches has increased as other institutions that are responsible for children have taken steps to protect the children. Potential abusers being denied access to children in other places, find opportunity and trusting environments in churches.
2. Like most measures this policy requires some extra work, requires some safety procedures, and requires good, moral people to answer some questions that one neither likes to ask nor to answer. These measures will cause a little more time to be taken in the hiring process. These measures may cause some people to hesitate or refuse to volunteer to work in youth or children's ministries. Certainly these measures will prevent an immediate acceptance of some types of volunteer service with children.
3. Only extremely strong justification can support such non-traditional, disruptive, and inconvenient measures. The risk to the well being of our children and our church is great. The one incident that we may help avoid could permanently scar a life and the reputation of our church if it occurred. How many people would be drawn to a church where children were abused? I think we must conclude that the measures of this policy are not only justified but indeed are what we want to do to help protect our children and our church.
B. Purposes of this policy.
1. Create policy to help reduce the risks of sexual abuse for the children and youth of our church.
2. Create policy to reduce the risk to church staff and volunteer workers from potential allegations of sexual abuse.
3. To provide guidance to school, children's ministries, and youth ministries regarding abuse and the proper response to it
4. Establish procedures for handling allegations of sexual abuse.
5. Establish procedures for responding to media inquires concerning allegations.
C. Basic information.
1. What is child sexual abuse? "Any sexual activity with a child - whether in the home by a caretaker, in a day care situation, a residential setting, or in any other setting, including on the street by a person unknown to the victim. The abuser may be an adult, an adolescent, or another child, provided the child is four years older than the victim" (National Resource Center on Child Sexual Abuse, 1992).
2. Child sexual abuse is criminal behavior that involves children in sexual behaviors for which they are not personally, socially, and developmentally ready. Child sexual abuse may be violent or non-violent.
3. Child sexual abuse includes behaviors that involve touching and non-touching behaviors. Types of abuse that involve touching might include fondling, oral, genital and anal penetration, intercourse, and forcible rape. Types of sexual abuse that do not involve touching include verbal comments, pornographic videos, obscene phone calls, exhibitionism, and allowing children to witness sexual activity.
4. Child sexual abuse occurs in all demographic, racial, ethnic, socioeconomic, and religious groups. Strangers account for less than 20 percent of the abusers. Most of the time, the abuser is someone known and trusted by the victim.
II. Worker selection
A. General.
1. One of the basic steps that we can take to help protect the children is to exercise caution in selecting persons who will be charged with caring for the children. To help in selection of workers the following procedures are established for staff and volunteers who will be working with children on a recurring basis. For this requirement, "recurring," means more frequently than once a quarter.
2. The Chair of the Personnel Committee will be responsible for administering the new employee screening process. Care will be taken to protect personal information. Results from screening processes will not be released unless directed by the Session and then only as directed.
3. Directors of Preschool, Children’s and Youth Ministries, and Music Ministries will initiate actions to have volunteers and paid staff approved to work with children. See paragraphs B and C below for required actions.
B. Paid workers.
1. Paid church and Pre-School employees, as a part of the employment process, undergo screening. This procedure consists of the following components: an Applicant's Statement/Release Form, reference checks, a personal interview, and Authorization for Release of Information for Criminal records screening.
2. Current employees hired within the last five years must undergo screening steps not accomplished during or subsequent to their hiring. This is accomplished within two months of the approval of this policy.
3. Results from the screening process that reveal past convictions, charges, or verifiable concerns related to child abuse are grounds for not hiring prospective employees. These applicants are notified of non-selection in accordance with routine hiring procedures.
4. Should results from screening of current employees reveal past convictions, charges or verifiable concerns related to child abuse, the Chairman of Personnel would address the employee’s situation individually.
5. An unsatisfactory screening report or refusal to abide by this policy will lead to the dismissal of the employee.
C. Volunteer workers.
1. Persons who have been involved with the church for six months or more are eligible for regular volunteer work in the Pre-School, children's, youth or music ministry. (
Interpretation: For volunteer work in the church, Personnel Committee has defined "involved with the church for six months are more" as having been to at least one worship service in the previous six months).2. All volunteers who will work on a recurring basis with youth and children as of September 1, 2004, will undergo screening with the exception of Sunday School teachers (who will work either in teams or in rooms in which there is a window on the door). The screening includes a request for references and a criminal records check.
3. All Applications For Volunteer Service will be returned to the Senior Pastor to maintain the confidentiality and submit for screening, receive and screen results.
4. Should results from screening reveal past convictions, charges, or verifiable concerns related to child abuse, the Pastor will communicate to the ministry leader only that the volunteer should be encouraged to find a place of service in a ministry other than youth or children's ministry. The Pastor will be available to privately discuss any unfavorable decision with the volunteer.
5. Volunteers and staff undergo a screening every five years to update records. This screening includes resubmitting application forms for Volunteer Service, which includes a request for references and a criminal records check.
6. The records of paid staff will be maintained in the personnel files. The records of volunteer workers will be kept by the respective Directors of Preschool, Children’s and Youth Ministries and Music Ministries. [This is to keep track of who has been screened and when.]
III. Supervision: Supervision of youth and children is the foundation of helping protect them, helping protect workers and meeting the responsibilities of the Church. To establish this supervision the following guide is provided.
A. Children’s and Youth Ministries
1. In the event that enough workers are not present to have two adults in each class/nursery, the supervisor must take steps to compensate. Some possible options include: open classroom doors, roving second worker who randomly moves from one class to another, having a worker available to go to any class where a worker has a situation where he might be alone with one child.
2. Overnight activities.
a. Adult chaperones and supervisors scheduled for participation in youth overnight activities are approved by the staff member in charge of the activity (in advance of the activity). Unapproved chaperones shall not be accepted.
b. Acceptable chaperones are those workers and parents who have been previously screened (meaning full background checks).
c. Responsible staff persons carefully plan activities for overnight activities so that youth are supervised and chaperones are not placed in a potentially compromising situation.
B. Identification of babies in nursery care.
1. The Director of Nursery develops and implements a positive identification program that clearly identifies each child and associates that child with the parent/guardian that left the child.
2. Each child is signed in and out by the parent or guardian on a permanent record that shows who dropped off the child and who picked up the child.
3. Children are released to the person who left the child or the person properly identified parent/guardian. If the child is to be picked up by anyone else, arrangements have to be made in advance with the nursery.
IV. Worker Training
A. The Directors of Pre-School, Children's, and Youth Ministries will develop and provide training instruments for all staff and volunteers who work with minors on a recurring basis. Some of the topics that should be covered in this material are:
1. What constitutes child abuse?
2. Recognizing signs and symptoms of child abuse.
3. The contents of this policy.
4. Their reporting requirements
5. The proper response to a report of abuse.
6. The importance of failing to investigating allegations.
7. The importance of not interrogating the child.
8. The importance of privacy.
9. Specifics of care and responsibilities for youth and children in the care of the Church.
B. A record of completion of training sessions is made and a copy given to the Church office for retention, which will include a signed statement that the staff or volunteer worker has received and read a copy of this Child Protection Policy and has completed the program of training described in IV A above. Inability or refusal to sign this statement will be grounds for dismissal for paid staff and volunteers.
C. Directors of Pre-School, Children's, and Youth Ministries will provide workers with a copy of this policy and other guidance they are expected to know.
D. The Session approves the training material and a copy is provided to the Church Office for retention. Training directed by this policy is to be initiated within two months of the approval of this policy.
E. Training and supporting materials are reviewed annually by Directors and supporting committees for adequacy.
F. Periodic training in child protection issues shall be an ongoing part of regular volunteer training and continuing education.
V. Reporting Procedures. Even though we are diligent in supervising the youth and children, it is possible that some incident could occur, that an allegation could be made that would involve a church staff member or volunteer, or a child's appearance or behavior would indicate abuse. It is critical that we be knowledgeable and prepared to respond properly in such events.
A. Workers, teachers, or others who work directly with youth or children may be told of an abusive act, and/or may have suspicions that abuse has occurred. The following actions shall be taken.
1. If told of abuse by children listen carefully, but do not interrogate the child.
2. Comfort the child and determine if immediate medical attention is required. If it is needed, take appropriate steps to get the child medical care.
3. Report to your responsible staff person within two hours what you have been told regarding the abuse.
4. You will be asked to complete an Incident Report Form (Appendix).
5. Should you observe physical or emotional indicators that a child has been abused report this to your supervising director. This is a very serious matter must be reported.
6. To protect the child or youth, the family and the suspected abuser, you must not tell anyone else about your report or observations. Gossip concerning suspected or actual abuse will be very hurtful to the families and individuals involved. Gossip about these matters is grounds for dismissal.
7. If you are requested to talk to investigators or authorities concerning your report inform your supervising director. Generally you will be told not to talk to anyone without the Church’s attorney being present. Refer anyone requesting information to the Senior Pastor.
8. Georgia law protects anyone making a report of child abuse in good faith from civil or criminal liability.
B. Directors receiving reports of abuse or suspected abuse will take the following actions:
1. Do not investigate the situation.
2. Assure the child has the immediate care and comfort required.
3. Have the reporting person complete the Incident Report Form (Appendix). Treat the completed form as confidential and deliver it to the supervisor as indicated below.
4. Remind the reporting person of their responsibilities for privacy and keeping you informed of any further developments or requests for information.
5. Notify the Senior Pastor of the situation and give him the complete report within two hours of receiving the report. In the absence of the Senior Pastor the report shall be made to the Associate Pastor. If none of the above is available try to reach them by phone. A report should not be held more than 24 hours without reporting to the Gwinnett County Family and Children Services Office.
C. The Senior Pastor will make a report on behalf of the Church to the Gwinnett County Family and Children Services within one workday of receiving the report or upon reopening of the Family and Children Services Office.
1. The Senior Pastor in consultation with the Session is responsible for taking appropriate actions should allegations of abuse be made against a Church staff member or worker.
2. Without comment as to the accuracy or truthfulness of any allegation and without intent to influence any future decisions, the accused staff member or worker will be removed from a position of working with children until full disposition of the matter is made.
3. All documents concerning an alleged case of child abuse will be secured to prevent disclosure.
D. The Senior Pastor is responsible for ministry actions. Therefore the pastor with an elder will be responsible for notification of the parents of an abused child if parents are not knowledgeable.
VI. Church Response to Allegations.
An appropriate and planned response to allegations is necessary to prevent additional pain and damage and to assure that we meet our responsibilities.
A. The Senior Pastor is the designated spokesperson for the Church to respond to all inquires concerning allegations of child abuse and related issues.
1. Staff members and volunteers will refer inquires to the Senior Pastor without further comment. This is necessary because multiple sources and input to the media will have the appearance of confusion and contradiction, giving a negative impression of the Church and our ability to conduct business professionally.
2. In the absence of the Senior Pastor, the Clerk of Session will serve as the spokesperson.
B. Initial Media Statement (See Appendix) is a position statement that will constitute the initial information the Senior Pastor will give to the media.
C. Should allegations be made against members of the church staff or volunteers, follow the above reporting procedures. Additionally, comply with the following guidelines.
1. Do not respond to questions from anyone without participation of the Pastor or the Church attorney.
2. Do not respond to any investigative questions from police or social service agencies without the church attorney present or approval of the Pastor.
3. Do not discuss allegations and related actions with anyone other than authorities under conditions indicated above without the Pastor, and/or the Church attorney present. This restriction is necessary because of criminal charges and litigation that can result from allegations.
4. Because conversations with friends, family, and neighbors will only feed rumors and bring discredit upon the church and possibly further injure those involve, maintain appropriate confidentiality.
D. An important component of the church's response to allegations of child abuse is ministry to the victim and his/her family. Further, without consideration of guilt, responsibility, or validity of the allegation there also may be a need for ministry to the alleged abuser.
1. The Pastor will be responsible for contacting those concerned for the purpose of ministry.
2. The Pastor will coordinate any additional ministry actions on behalf of the church.
3. Those involved in ministry will exercise great care to restrict actions to spiritual and physical healing ministries. There must not be conversations and/or actions that in any way accepts or directs to others responsibility, guilt, or negligence related to the allegations.
VII. Review of Responsibilities
A. All Pre-School, children’s and youth workers.
1. Comply with guidelines and instructions that describe how you are to perform your function.
2. Attend annual training.
3. Take seriously any accusation or comments suggesting abuse.
4. Report promptly to the designated supervisor.
5. Do not discuss alleged abuse except as permitted by this policy.
B. Pre-School, Children’s and Youth Directors.
1. Responsible for initiating the volunteer screening process.
2. Maintain listing of approved workers having completed the screening process.
3. Use only workers who have been though the approval process.
4. Develop instructions and guidance describing the workers duties. Develop procedures that implement church policy and promote child safety and security.
5. Train the workers on procedures, policy requirements, and indicators of child abuse.
6. Supervise worker closely during youth and children's programs.
7. Promptly forward all reports of alleged abuse as required to Child Protection Services and/or police department.
C. Chairman of the Personnel Committee
1. Develop and recommend Church policy addressing child abuse.
2. Responsible for administering the new employee screening process.
D. Pastors
1. Monitor the training of workers and the development of instructions for the workers.
2. Supervise directors.
3. The Senior Pastor is responsible for receiving, screening and maintaining the confidential reports of all results of volunteer screening.
4. Receive and administer reports of alleged abuse.
5. Serve as spokesperson for the Church for outside inquires.
6. Coordinate ministry to victim and victim's family.
7. Coordinate ministry to alleged perpetrator.Minister to the congregation.
Addendum (November 21, 2005): We are often asked what we do with the personal information we collect. It is kept in a securely locked area until the background check is completed. Once that is done, all materials are shredded, except for the youth worker's permission for us to do a background check. On that form, there is no personal information other than the youth worker's name. This form is all we maintain in our locked files.
