Preemployment screening is only one aspect of identifying unsuitable workers and protecting vulnerable populations. Some individuals, such as first-time offenders, may not have a history of abuse. Effective child abuse prevention should also include ongoing prevention practices and continued screening efforts after the worker is hired. Some posthiring practices to consider include the following:
- Best practices and management guides for each organization based on organizational needs or on policies developed for similar groups. These guides may take the form of written policies that include (1) a code of conduct for staff relating to their behavior with the vulnerable client population(s); (2) policies on reporting suspected abuse; (3) policies on investigating staff or applicants concerning abuse; and (4) policies on hiring staff previously accused of or found guilty of abuse.
Written organizational policies regarding abuse by staff. These policies would require employees and volunteers to attend an orientation and sign a statement that they have read and understood the agency's written policies regarding appropriate treatment of the vulnerable clients served (e.g., management of difficult behavior) and the State's reporting laws. A clear and concise policy that sets the parameters for provision of care should be included in the organizational guides. It should also inform employees and volunteers that the agency will cooperate with local officials (child protective services, adult protective services, and law enforcement) in investigation of cases.
Staff (or volunteer) training. Risk-reduction strategies engender con-fidence among individuals who use and depend on the services to children and vulnerable adults. These strategies include staff education and training. Ongoing personnel training topics might include the facility's crisis management techniques, identification and reporting of suspected abuse by employees and volunteers, effective communication techniques, and diversity issues. In addition, education and training on specific issues associated with working with a particular client population may be appropriate.
For those providing services to the elderly and individuals with disabilities, educational programs may encompass information on the nature of the illness or disability, so that the care provider is better able to respond to the individual's needs.
On-the-job supervision and monitoring. Ongoing staff supervision should be implemented to supplement preemployment background screening.
Procedures for periodic updating and review of workers. Abuse and other relevant information revealed through screening should be updated with periodic checks for new information. This information can be obtained through traditional registries (e.g., child abuse and neglect and criminal record registries) and, if available, alternative (occupation-specific) registries. In the future, this information may be available through flagging systems.
Efforts to increase parental, relative, and advocate involvement and communication. For example, some organizations may adopt an open-door policy for these individuals to make unannounced visits to the facility at any time.
| OJJDP Summary: Guidelines for the Screening of Persons Working with Children, the Elderly, and Individuals with Disabilities in Need of Support, April 1998 |