Screening and Interview Protocol
There are many proactive steps camps can integrate into their on-boarding to actively protect children from child sexual abuse. Establishing a robust screening process for staff is the foundation for creating a culture of safety and transparency regarding the issue of sexual abuse prevention.
Fingerprint Background Checks are used by organizations involving the care of minors. This screening is just that, a screening. Most sexual abuse offenders have never been caught so therefore will not have a record. This is a step in the process of vetting employees.
This website https://www.nsopw.gov is provided by the U.S. Department of Justice. It provides the public with access to sex offender data nationwide.
A “voluntary disclosure statement” is a statement signed by the staff member attesting, at minimum, to the non-conviction of violent crimes and crimes against children. It may also include information about other criminal behavior, previous addresses, and other data relevant to the camp and position. It should be reviewed by your legal counsel. https://www.acacamps.org/resource-library/campline/voluntary-disclosure-statements-emerging-issues-laws
As part of screening, this is one of the areas that is often taken at face value. It is recommended that a particular administrator be assigned the task of verifying previous work and volunteer experience.
In many ways, this is probably considered one of the best ways to screen a potential employee, yet often those calls to references are not made. Often the references are done via online forms. These online forms are a great start – but calling references and past employers is highly recommended for the best screening. Make these calls and ask the tough questions.
Sample questions:
Please help me protect my campers and staff. I need to know if you have seen any indication of inappropriate behavior with youth or with coworkers in this individual. All I need is a yes or no answer.
Would you hire this person again today if you could?
Is there any reason this person should not work with youth?
Why would this person be a good candidate for working with youth?
How does the applicant interact with youth?
How would you describe the personal characteristics of the applicant?
We highly recommend that during this interview you include two or three questions regarding sexual abuse. At this point in the hiring process – setting the tone of zero-tolerance for any type of abuse, specifically noting sexual abuse, will often help a potential staff member screen themselves out. They are looking for a camp that does not have a rigorous Child Protection Policy. Here are sample questions you can easily add to your personal interviews or written applications.
What age/gender of youth do you want to work with? How would you feel about working with a different age/gender?
What are some of the reasons campers enjoy spending time with you?
What is the best gift you have given to a child/teen you have worked with? Follow with: Tell us about your relationship?
Is there anyone who might suggest that you should not work with youth? Why or why not?
Our camp has a zero tolerance for child sexual abuse. Can you explain what that means and how you feel about this?
What would you do in a particular situation?
Set up scenarios that involve concerns that apply to your camp setting. Boundary issues, child on child concerns, privacy in cabins, substance abuse etc. You can use scenario examples from the CampSafe training (Found in the Director’s Notes of CampSafe Training pdf)
Sample question: You witness another staff member taking a photo of a camper while they were changing clothes. What would you do?
ALL staff and volunteers should be included in this hiring protocol. This should be annual, even for returning staff.