Churches have a responsibility to provide a safe environment for the people they serve. That responsibility becomes especially important when employees and volunteers are working with children, youth, older adults, or other individuals who may be particularly vulnerable.
A background check is one part of a church’s overall risk-management process. It cannot guarantee that misconduct will never occur, but a consistent screening procedure can help a church identify potential concerns before placing someone in a position of trust.
The most important step is to have a written background-check policy and follow it consistently.
Who Should Have a Background Check?
Churches should establish clear screening requirements for anyone who will have regular access to children, youth, or other vulnerable individuals.
Depending on the church’s programs and policies, this may include:
- Employees
- Children’s ministry workers
- Youth ministry workers
- Sunday school teachers
- Nursery workers
- Volunteers who regularly work with children
- Staff members who supervise children’s or youth programs
- Other individuals whose responsibilities give them significant access to vulnerable people
The important thing is to establish the criteria before an individual is placed in the position, rather than deciding on a case-by-case basis.
A written policy can also help ensure that the same standards are applied consistently to employees and volunteers.
Have a Written Screening Procedure
A background check should be part of a larger screening process rather than an isolated step.
A church’s written procedure may address:
- When a background check is required
- Which positions require screening
- How often checks are repeated
- Who is responsible for reviewing results
- How applicants provide authorization
- How potentially concerning information is evaluated
- How screening records are stored
- Who is permitted to access those records
- What happens when information requires additional review
Having a written procedure also makes it easier for church leadership to apply the same process to everyone in a particular role.
Use a Reputable Background-Check Provider
Not all background checks are necessarily created equal.
Churches should consider using a reputable screening provider that obtains information from appropriate, credible sources and can provide a meaningful search rather than relying on a single database.
The goal isn’t simply to obtain a document that says a check was completed. The goal is to conduct a reasonable screening process using information that can help the church make informed decisions about placing someone in a position of trust.
Cost is understandably a consideration for churches, particularly those with a large volunteer base. However, background screening is one area where choosing a provider based solely on the lowest price may not provide the level of information or service the church actually needs.
What Should a Church Consider When Reviewing Results?
A background check may return information that requires additional consideration.
Churches should establish their screening criteria in advance and consider seeking appropriate legal or professional guidance when developing those standards.
Depending on the circumstances, a church may need to consider information such as:
- Criminal convictions
- Pending criminal charges
- Probation or other court supervision
- Relevant criminal history that was not disclosed during the application process
- Offenses involving violence
- Sexual offenses or misconduct
- Crimes involving children or vulnerable individuals
- Certain theft, fraud, or financial crimes
- Other offenses that may be relevant to the responsibilities of a particular position
The significance of a particular record can depend on the circumstances, the nature of the position, the age of the offense, applicable laws, and other factors.
For that reason, churches should be cautious about relying on a simple universal list of offenses without considering the applicable requirements and circumstances.
The purpose of screening is not to make assumptions about a person based on a single piece of information. It is to establish a consistent, responsible process for evaluating whether someone is appropriate for a position of trust.
Pay Attention to More Than the Background Check
A clean background check does not necessarily mean that a person is automatically appropriate for every position.
Churches can consider incorporating other screening measures into their process, such as:
- Employment or volunteer applications
- Personal and professional references
- Interviews
- Verification of relevant experience
- Written policies regarding interactions with children and youth
- Appropriate supervision requirements
- Training for employees and volunteers
- Clear procedures for reporting concerns
Background checks are an important tool, but they work best as part of a broader child-safety and risk-management program.
Protect the Confidentiality of Screening Information
Background-check reports can contain highly sensitive personal information.
Churches should establish procedures for protecting that information and limiting access to individuals who have a legitimate reason to review it.
Consider establishing written guidelines for:
- Who reviews background checks
- Where reports are stored
- Who can access them
- How information is communicated to church leadership
- How records are retained and securely disposed of
Church leaders should also be careful about discussing an individual’s background-check results with people who do not have a legitimate need to know.
Background Checks Are an Investment in Risk Management
Background checks take time and cost money. For a church with dozens or hundreds of volunteers, that expense can add up.
But screening is one of those areas where the inconvenience of doing due diligence should be weighed against the potential consequences of failing to have a reasonable process in place.
No background-check system can eliminate every risk. Someone may have no criminal history at all and still engage in inappropriate behavior.
What a consistent screening process can do is give the church another important layer of protection while demonstrating that leadership takes the safety of its congregation seriously.
Make Background Checks Part of a Bigger Safety Plan
A church’s risk-management program shouldn’t stop when a background check comes back clear.
Consider how background screening fits alongside:
- Child and youth protection policies
- Appropriate supervision and two-adult policies
- Volunteer training
- Facility security
- Reporting procedures
- Cybersecurity and protection of personal information
- Playground and recreational safety
- Abuse and molestation prevention
Taken together, these measures can help a church create a safer environment for its congregation and reduce the opportunities for preventable incidents.
This article is intended for general educational and risk-management purposes and is not legal advice. Churches should consider applicable federal, state, and local requirements when developing background-check and child-safety policies and may wish to consult qualified legal or safeguarding professionals regarding their specific circumstances.