Recruitment Policy

Salem Congregational Chapel, Martin Top


Safer Recruitment Policy 2021



This policy was agreed by the Trustees at their 17 March 2021 meeting, and was accepted by the Church Members at their 14 April 2021 meeting.

Safer Recruitment Leads at Martin Top are the Pastor and Chair of the Trustees. 

The policy is intended for use in tandem with the Church’s Safeguarding Policy, particularly when considering the selection and appointment of an individual for a role in the Church which may include direct involvement with children, young people and/or vulnerable adults.

An example, from the Safeguarding Policy, is the requirement that Leaders of Church Groups are required to notify the Deacons’ Meeting each time they wish to appoint an assistant leader, so that the Church can assure itself that the necessary recruitment steps are taken.

A copy of the policy will be maintained on the Church website. A hard copy may be requested via the Church Secretary.

Safer recruitment and levels of checking


Safer Recruitment processes are used when interviewing a person who is not known by the Church (ie has not been a regular attender in the last 12 months);

  • As an employee of the Church who may be involved, unsupervised, with vulnerable adults, young people, or children
  • As a leader of the Church who may be involved, unsupervised, with vulnerable adults, young people, or children


All Safer Recruitment documents with personal data are kept securely and destroyed safely after six months e.g. references, permission forms etc.


It is possible that a person may be registered on the DBS Update scheme, which allows DBSs to be used at a different organisation to that for which the DBS was gained. Otherwise, DBSs are NOT portable.


All Church leaders having direct contact with children and adults who are in vulnerable circumstances are asked to obtain a Disclosure and Barring Service check.


The list of checks (see below) has been adapted to take into account the introduction of vetting and barring schemes detailed in the Protection of Freedom Act 2012.


A Local Workers Form (LWF) is required to be completed by everyone being interviewed as described at the beginning of this section.


Enhanced DBS/PVG certificates are required for all relevant roles.


The DBS/PVG certificate is the property of the applicant; however they are required to show the Church’s appointed safeguarding officer/protection verifier their certificate on its receipt. Details that may affect the role to which they wish to be appointed are noted and acted upon. This may mean that they are unable to take up the role applied for. The date for renewal is noted for Church records. Copies should not be taken or kept by the Church.


The Pastor and Church Secretary both hold details of current DBS-checked persons.


Enhanced Check with Barred Lists

    • Any Minister, Pastor or Church Ministry leader
    • Any retired Minister or Pastor still engaged in Church work
    • Leaders/Supervisors of people regularly working with Children
    • People transporting children on behalf of the Church


Enhanced Check

    • Leaders/Supervisors of people working with Adults
    • People transporting adults on behalf of the Church
    • Visitors authorised by the Church who undertake assistance with shopping, bills etc. The Leaders of groups or activities which involve children or young people under 18 on a regular basis.


Standard Check

    • The Leaders of groups or activities which involve adults on the Church premises.



    • Applicants requiring self-disclosure only (completion of LWF (Local Workers form and references sought)
  • Helpers in any group who are supervised at all times.
  • Protection Verifiers.


DBS certificate issued by a third party

Regular visiting worship leaders from other churches undertaking no pastoral duties can be asked for evidence of a Disclosure certificate. The decision to make this request lies with the person(s) responsible for booking a visiting worship leader (usually the Church Secretary and Pastor).


Protection Verifier

The Church appoints Annette Dickinson as its Protection Verifier. Her email address is


In most circumstances checks are should be carried out using  the DDC (Due Diligence Checking) which is the Registered Body acting on behalf of the Congregational Federation for England and Wales.




Local Worker’s Form (CF15)


This Congregational Church greatly values the service of those called to work with young people or vulnerable adults.  As part of our overall Safeguarding policy, we need to place on record that appropriate information has been asked of anyone wishing to serve in this way.


Under the Rehabilitation of Offenders Act 1974 this includes the disclosure of any criminal convictions.  The Church seeks to treat all applicants fairly, so declaring a conviction will not necessarily preclude someone from being appointed to this work. 


Completed forms should be returned to the appointed Church officer, who undertakes to keep them securely.


This section to be completed by an appointed person on behalf of the Church before completion by the applicant.






Barred List Check and Enhanced   /   Enhanced only   /   None at this time












First Names:


Date of Birth:















1)    What experience and skills do you have for work with young people / vulnerable adults?



2)    Please give details of any relevant training or qualifications.



3)    Are you prepared to undertake appropriate training?                           YES / NO




Please give contact details of two people who can advise us of your suitability for this work.
























1)    Have you any criminal convictions, cautions or bind-overs*?              YES / NO



2)    Are you at present the subject of criminal investigations?                   YES / NO



3)    Is there any other information you should declare affecting your suitability for this work?




If the answer to any of these questions is ‘yes’, then please attach details to this form


* Please note that ‘spent’ convictions must still be declared. The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers , and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.



I declare that the information in this application is true and complete.  I agree to provide such further information as may be required for this post, such as proof of identity and an appropriate certificate from the Disclosure and Barring Service or Central Registered Body in Scotland. I understand that an interview and a probationary period may also be required






Thank you for your help.