GUIDELINES FOR SAFER RECRUITMENT PRACTICES OF FCP

STAFF AND VOLUNTEERS

Persons involved in Recruitment Process:

1. Involved in the recruitment process are the PC and Pastors.

a. Conduct an interview

b. Conduct reference check

c. Addressing difference checks

2. Considering the current recruitment process:

a. Policies that are already in place around recruitment are matured Christians,
living according to core values.

b. Local laws that must be consider as you evaluate your process is Municipal
Rate.

3. Have a thorough discussion before posting an announcement or advertisement

for a role so you have a good understanding of what you are looking for.

a. Knowledge or abilities need for this role is the ability to evaluate and train. And
must be rich of information in a particular role/guideline.

b. It is a volunteer position.

c. Person in this role to interact with children are professional and child friendly.
Must be a good role model to the children.

4. Ensure evaluation for each candidate

a. Background Check (must be a crime free living/clear record of crime and

honest).

b. Reference Check (Barangay Officials, Professionals/Licensed Professionals,

Noted and trustworthy people, to complete reference checks: verify the applicant’s
name, confirm how they know the applicant, ask if he/she fit to the vacant position, find
out the applicant’s weaknesses and strengths).

c. Behavior Based Interviewing (What qualities do you think are necessary to be

successful in this job? What do you know about this job? What interests you most
about this position and why? Do you like to work with children? What do you enjoy the
most? What do you like least about working with children? Can you tell me what you
would do if you noticed that a child is being bullied or isolated while they are at the
project? How do you handle behavioral challenges when working with children? Can
you tell me about a time you had to manage a difficult situation where a child (or
children) was exhibiting poor behavior? How did you respond?).

5. All information must be documented

The information to documents:

a. Employment contract letter signed by the legal representative.

b. Copy of the signed Code of Conduct in someone’s personnel file.

The necessary items to documents:

a. Assessment

b. Application Letter

c. Compilation of necessary documents

The agreed upon timeframe that must maintain records for documentation purposes
are:

a. Annual Renewal

Keeping personal files secure

a. By keeping the files in an exclusive cabinet for confidential records.