What to Ask Before You Hire
July 1, 1997
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. History
—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.)
References
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.
Tests
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 ...
Please complete one of the following:
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