Selection and Screening of Church Workers
In the Diocese of Sydney, child protection background checking (screening) of all ordained clergy is undertaken by the Archbishop (through his Registry and the Professional Standards Unit). In some instances, organisations such as schools or hospitals may also screen members of the clergy.
All other churchworkers, paid and unpaid, in child related (ministry) positions must be screened by their “employer” which in most cases will be either the Rector/Senior Minister or the Church Wardens.
Information about selection and screening is contained in the working with children background check documents on the NSW Commissions for Children and Young people’s webiste Click here to go to their site.
Scroll down for additional prudent screening recommendations.
All of the other forms are at:
Working With Children Background Check - Forms
or to go to the forms directly for the working with children screening/background checking of workers for child related positions
For VOLUNTEERS:
VOLUNTEER Form
For PAID WORKERS and also VOLUNTEERS who are required to undertake intimate toilet duties:
PAID WORKERS Form
For new EMPLOYER forms:
Employer Forms
ALL appointments for CHURCH WORKERS (paid and volunteer) must have a 100 Point Identity Check completed. Copies of the identity documents used to reach or exceed 100 points must be kept on your files.
Please use the Children’s Commission form which can be found at:
WWCC 100 Point Identity Check
The Diocese’s explanatory information for a 100 Point Identity Check is located at:
100 Point Identity Check
In addition to these statutory screening requirements there are recommended guidelines for the engagement of volunteers and paid workers who are to be involved with children. These are contained in Safe Ministry Policy.
They include the following particular prudent actions for selecting and screening potential childrens workers:
In relation to every person appointed to a children’s ministry position, a parish should ensure that:
i. The applicant’s identity is known or confirmed;
ii. The role, task and expectations of the position are clearly stated;
iii. The applicant is asked to disclose any matters which may affect their suitability to work with children;
iv. Background reference checking is undertaken with at least one known person in the applicant’s immediate past who has some knowledge of working with children.
v. When background checking, the role that the applicant is being considered for should be described. The referee should be asked: “Is the person suitable to work with children? Is there anything we need to know?”
