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National Education Campaign on Screening

Many volunteers today are involved in positions of trust with children and other vulnerable individuals. Organizations are becoming increasingly aware of their obligation to provide services that are well-managed and as free from risk as possible. Proper selection and screening of individuals are significant elements of this effort.

We have a valuable screening process.

Screening refers to the range of procedures and processes used by organizations to carefully scrutinize individuals who apply for paid and unpaid positions in order to choose the best candidates and to weed out - as far as possible - those who are incompetent or who have the potential to do harm.

Ten Steps to a Safer Community

  • Determining the Risk:
    Organizations can control the risk in their programs by taking steps to minimize, prevent or eliminate the risk altogether.
  • Position Design and Position Description:
    Careful position design and clear position description determine the position's level of risk while sending the message that your organization is serious about screening.
  • Recruitment:
    Recruitment materials should indicate that your organization screens applicants.
  • Application Form:
    An application form can request permission to do a police records check or any other screening measure, and can only ask for information related to the requirements of the position being filled.
  • Interview:
    Interviews help ensure that you hire people who meet your requirements and fit in with your organization.
  • Reference Checks:
    Don't assume that all applicants will only give you names of people who will speak well of them.
  • Police Records Check (PRCs):
    PRCs are one step in the 10-step screening process. PRCs signal - in a very public way - that the organization is concerned about the safety of its clients.
  • Orientation and Training:
    Orientation and training sessions offer an opportunity to observe volunteers in a social setting and to provide information on your policies and procedures.
  • Supervision and Evaluation:
    The greater the risk in a position, the more frequent and intense the supervision and evaluation process should be.
  • Participant or Client Follow-ups:
    Regular contact with clients and family members can be a deterrent to someone who might otherwise do harm.

Resources

  • The Screening Handbook This book provides assistance to organizations trying to sort out the legal, moral, and ethical questions related to screening. The handbook includes sample interview questions, application forms, policy statements, and 20 ways of screening staff.Explore les buts, le contexte juridique et social et l'élaboration de mesures pertinentes en matière de filtrage.
  • The Education Dossier The Dossier is a presentation folder of fact sheets in Q&A format which deal with a specific aspect of screening.
  • Duty of Care This 15 minute video provides an introduction to the need for screening staff and volunteers in the positions of trust with vulnerable individuals, and includes interviews with representatives of organizations which routinely screen staff.

For more information

Volunteer Canada : Ottawa, Ontario K1N 7B7
1-800-670-0401 ou 1-613-241-4371
Télécopieur : 1-613-241-6725
www.volunteercanada.ca

or reach
Annette Vautour, certified trainer
(506) 869-6825

vcbed@nbnet.nb.ca


The office

  • The Volunteer Centre of Southeastern New Brunswick
    22 Church Street, Suite T290 (Second Floor)
    Moncton, New Brunswick E1C 0P7
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  • (506) 869-6977
  • (506) 853-7856
  • mctnvol@nbnet.nb.ca

Business Hours

  • Monday - Friday 8:30am to 4:30pm