Leadership Journal

As you create an application form for positions involving work with children, consider including some or all of the following questions. These were recommended by attorneys, insurance companies, pastors, and children's-ministry directors. Whatever form you develop, it is essential to have an attorney review it, since laws vary from state to state.

—Have you ever been charged with or convicted of any offense related to the abuse or sexual molestation of a minor? (Note: Some states do not allow questions about arrests, only convictions.)
—Have you been convicted of a traffic violation, other than parking tickets, in the last five years? (Relevant if the applicant will be driving children to events.)
—Were you a victim of abuse or molestation while a minor? If you prefer, you may refuse to answer this question, or you may discuss your answer in confidence with the senior minister rather than answering it on this form. Answering yes, or leaving the question unanswered, will not automatically disqualify an applicant. (Statistically there is a high correlation between having been abused and abusing, especially among men. Thus, some churches do not allow men who mark yes to work with minors; they may allow women, though with greater supervision.)

It is important to verify the following information in writing, talkin with a reference whenever possible:

—churches attended in the past five years
—activities involving children and youth
—former employers
—personal references.

In addition, you may want to ask for the applicant's consent to some or all of the following:

—driver's license or current photo identification (to confirm identity and citizenship)
—urine test (to check for current drug use)
—fingerprint screening (to check for sex and drug offenses).

In How to Protect Your Children's Ministry from Liability, attorneyJ. David Epstein recommends that churches have applicants also read and sign their agreement to the following:

—that information in the application is correct and complete
—that the church may check references and other sources that could help evaluate the application
—that references will not be held liable for information they provide
—that, if hired, the applicant will abide by all church policies
—that the position is 'at will' employment, and therefore, the church or applicant may end the employment at any time.