Diff for "SafetyLeaderRecruitment"

Recruitment, Induction & Training Policy

Pre-Recruitment

A leadership position in Glen Waverley Uniting Church is understood to be that of a servant. It is defined by the need for the person in that position to be someone who wants to and is able to envision, enthuse, equip and enable others to know God’s will, mind, character and heart in the context of their life and the life of the church.

Identify the role and length of time the role is to be filled

Leaders should be appointed to clearly defined roles, and where possible clearly defined start and end dates. If a volunteer is being recommended for a new role complete the “Duty Statement – Volunteer form”.

• Ad hoc helpers: (helpers on a roster) help once a month or less; not a part of the regular ministry team; must not be given responsibility for or left alone with a group of children.
• Team members: appointed by Church Council to be in a ministry team; must be 18 years of age or older if caring for minors; accountable to the team leader.
• Junior team members: (under 18) take on valuable roles under adult supervision; accountable to their team leader; and cannot be included in supervision numbers in accordance with Supervision Policy.
• Team leaders: have responsibility for a ministry team for a particular program or event, team leaders are accountable to Church Council.

Recruitment

• Nomination in the case of Church Council or Eldership, or recommendation for a defined role in a ministry team.
• Safe ministry checks are to be completed prior to commencement in any leadership position :-
  • Screening Questionnaire for volunteers including a minimum of 2 referee checks.
  • Working With Children Check – programs for young people under 18 years.
• Interview, usually held with 2 elders, to allow for full understanding of leadership position and determine suitability of candidate, in the case of Church Council and Eldership the qualities are outlined in the appropriate policy. The interview needs to include information relating to:-
  • The reasons the candidate desires to be involved with the particular defined ministry.
  • Positive and negative experiences of previous ministry positions held.
  • Why they believe they are a positive role model.
• The Leadership Code of Conduct is to be read and discussed. Candidates will sign the Leadership Code of Conduct during the Induction stage if they are deemed suitable for leadership.
• The candidate is placed on the ballot, in the case of Church Council or Eldership, or their name is put forward to Church Council for endorsement to a ministry team or role.

Induction

All leaders are required to receive in-house Safe Church induction, including signing of the Leadership Code of Conduct and have a thorough understanding of policies and procedures of Glen Waverley Uniting Church prior to commencing in a leadership position.

Training

• Safe Church training is mandatory for all leaders appointed to the Safe Church sub-committee and any leader appointed to a position which has a program for young people under 18 years. Safe Church training is required to be held in the first year of the Safe Church program, or first year of leadership, and review training is to be held every 3 years. It is strongly recommended that all leaders on Church Council or Eldership undertake this important training.
• First Aid and Food Handling training is required by all ministry teams in accordance with First Aid and Food Safety policies.
• Leaders are encouraged by Glen Waverley Uniting Church Council to take advantage of learning and development opportunities relevant to their ministry area. Developing leaders is a way of ensuring healthy teams and can include things like regular team meetings, praying together, eating together and planning together.
• Leaders are also encouraged to self-assess their own behavior and ministry strengths and weaknesses. Ministry teams are stronger when team members support each other.