Last updated 23rd January 2026

Safer Recruitment and People Management

'We will carefully select, support and train all those with any responsibility within the Church , in line with Safer Recruitment Principles, including the use of criminal records disclosures and barring schemes'

Church of England Joint Policy Statement on Safer Recruitment

This guidance should be read in conjunction with the Diocesan safeguarding policies and associated guidance contained within the Diocese of Blackburn Safeguarding Policy and the full national guidelines are available for further information –Practice Guidance: Safer Recruitment and People Management 2021

To access the Safer Recruitment and People Management training, click here. 

Parish Safeguarding Hubs

The easiest way to track safer recruitment and be supported when creating and assigning church roles, is using your Safeguarding Hubs. The Hubs have built in tracking of all 16 safer recruitment steps, and identify which ones have been; completed, awaiting review, or not required.

The system can notify you when: references are outstanding, DBS checks need renewing, training is due, probation reviews are upcoming. A new feature allows you to complete DBS checks through the Hub, logging the detials for you. 

Ther can be multiple authorised parish officers (Incumbent, Parish Safeguarding Officer, Churchwardens, etc.) they can all view progress, upload documents, share responsibilities, maintain consistent safeguarding practice. Everything is stored securely and centrally. There is a clear audit trail of when/who completes each task.

Meaning you stay compliant without having to remember every detail manually.

If you require any support with your Parish Hubs, please email safeguarding.training@blackburn.anglican.org

16 Steps of Safer Recruitment

The Church of England’s Safer Recruitment and People Management Guidance establishes a 16‑step recruitment cycle that applies to all roles—paid or voluntary. These steps are designed to ensure that all recruitment is safe, consistent, and proportionate.

Importantly:Every step must be considered, even if-after analysis-it is determined that the step is not required for a particular role. Nothing is omitted automatically; it must first be assessed. See the steps below;

1. Responsibilities

Identify the Responsible Person who oversees the process, ensures safeguarding compliance, and documents decisions.

2. Role Description & Person Specification

Define the role clearly: duties, required skills, safeguarding responsibilities, and whether it involves regulated activity or requires a DBS check.

3. Advertising the Role

Promote the role appropriately, ensuring the safeguarding commitment is visible and transparent.
Not all roles require public advertising, but this must be considered and recorded.

4. Application Process

Collect structured application information using an application form to ensure consistency and transparency.

5. Confidential Declaration

Applicants disclose criminal or relevant safeguarding information.
This is required for all roles involving children, young people, or vulnerable adults.

6. Shortlisting

Applications are reviewed against the person specification to decide who will progress to interview or next steps.

7. Interviews & Assessment

Interviews explore suitability, values, safeguarding understanding, and ability to carry out the role safely.

8. Pre‑Appointment Checks

Verification of identity, references, right to work, qualifications, and any role‑specific requirements.

9. Disclosure & Barring Service (DBS) Check

Conduct the correct level of DBS check if the role requires it.
The recruiter must first analyse whether a DBS is applicable.

For further guidance on DBS, see our support page here.

10. Criminal Records Review

Any disclosures (from DBS or the confidential declaration) must be risk‑assessed in line with safeguarding policy before proceeding.

11. Appointment

Once all checks are completed satisfactorily, the role is formally offered and accepted.
This includes issuing an appointment letter or agreement.

12. Induction

Introduce the new worker/volunteer to:

• safeguarding policies
• role expectations
• reporting procedures
• church culture and standards

13. Probation / Settling‑In Period

Monitor performance and safeguarding awareness during initial months to confirm suitability for the role.

14. Ongoing Support, Accountability, Oversight & Supervision

Provide regular supervision, safeguarding check‑ins, and accountability.
Ensures continued safe practice.

15. Learning & Development

Ensure ongoing safeguarding training, role‑specific development, and refreshers are completed.

16. Record Keeping

Securely store all recruitment, safeguarding, and training documentation.
This ensures transparency, accountability, and compliance.