The following policy was agreed at the Parochial Church Council (PCC) meeting held on 2nd March 2026.
This policy will be reviewed every year.
In accordance with the Church of England Safeguarding Policy our church places a high priority on safeguarding the physical, emotional, mental and spiritual wellbeing of all our children, young people and vulnerable adults.
Our policies are taken from the Church of England Parish Safeguarding Handbook 2018. Our Church is committed to:
1. Promoting a safer environment and culture.
2. Understanding that safeguarding is everyone’s responsibility.
3. Safely recruiting and supporting all those with any responsibility related to children, young people and vulnerable adults within the church.
4. Responding promptly to every safeguarding concern or allegation.
5. Caring pastorally for victims/survivors of abuse and other affected persons.
6. Caring pastorally for those who are the subject of concerns or allegations of abuse and other affected persons.
7. Responding to those that may pose a present risk to others.
The Parish will:
● Create a safe and caring place for all, being vigilant in the prevention and detection of forms of abuse.
● Have a named Parish Safeguarding Officer (PSO) and team to work with the incumbent and the PCC to implement policy and procedures.
● Safely recruit, train and support all those with any responsibility for children, young people and adults, including the PCC members. Enabling them to have the confidence and skills to recognize and respond to abuse.
● Ensure that there is appropriate insurance cover for all activities undertaken in the name of the parish.
● Display in church premises, including the Laurence Hall and signpost from the home page of the parish website the details of who to contact if there are safeguarding concerns or support needs.
● Listen to and take seriously all those who disclose abuse.
● Take steps to protect children and adults when a safeguarding concern of any kind arises, following House of Bishops guidance, including notifying the Diocesan Safeguarding Team and statutory agencies immediately.
● Offer support to victims/survivors of abuse regardless of the type of abuse, when or where it occurred.
● Care for and monitor any member of the church community who may pose a risk to children and adults whilst maintaining appropriate confidentiality and the safety of all parties.
● Ensure that health and safety policy, procedures and risk assessments are in place and that these are reviewed annually.
● Ensure that all members of the church community who are using social media tools on behalf of the church will adhere to the guidance set out in The Church of England Parish safeguarding handbook Section 12.
● Inform the Diocesan Safeguarding Team if we use an alternative DBS Umbrella Body to APCS and if we receive any DBS Disclosures that are not clear.
● Review the implementation of the Safeguarding Policy, Procedures, and Practices at least annually. To implement changes if necessary.
Each person who works within this church community will agree to abide by this policy and the guidelines established by this church.
Policy for ex-offenders
The following policy was agreed at the Parochial Church Council (PCC) meeting held on 2nd March 2026.
This policy is applied to local churches in England and Wales with a view to support their local safer recruitment processes. The DBS code of practice, published under section 122 of the Police Act 1997, makes it a requirement that DBS applicants who have a criminal record are treated fairly and are not discriminated against because of a conviction or other information revealed in a DBS check. The code also obliges bodies that undertake checks to have a written policy on the recruitment of ex-offenders; a copy of which can be given to DBS applicants at the outset of the recruitment process.
St John the Baptist Church Moulsford complies fully with the DBS code of practice when accessing an applicant’s suitability for positions within the church which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order. We are committed to treating all applicants fairly and to not discriminate against any subject of a criminal record check based on convictions or other information revealed. St John the Baptist Church will only request that an individual disclose details of convictions or cautions that we are legally entitled to know about. Where the position advertised is included in the Rehabilitation of Offenders Act 1974 (Exemptions) Order, a DBS certificate at either a basic or enhanced level can legally be requested. Where a position falls within the legal definition of a “regulated” activity, a check against the Barred Lists for Children and Adults will also be undertaken. St John the Baptist will only ask potential candidates about convictions and cautions that are not protected in law. We actively promote equality of opportunity for all and encourage applications from a wide range of candidates, including those with criminal records and regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background. We select all candidates for interview based on their skills, qualifications and experience. St John the Baptist will only make an application for a criminal record check through the DBS service where the law indicates that this is proportionate and necessary to the position advertised, such as those roles which involve working with children and adults at risk in a regulated or unregulated activity. Where this is the case, application forms, job adverts and recruitment information will contain explicit reference to the fact that this position requires a criminal record check in the event that the applicant is offered the position. At interview or during an appropriate discussion, St John the Baptist will ensure that an open conversation takes places with the applicant regarding any offences or other information that may be relevant to the position. Failure of the applicant to share any information that is relevant to the position sought may result in the withdrawal of an offer of employment or voluntary position. St John the Baptist ensures that all those who are involved with the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. St John the Baptist will also ensure that they have received appropriate training and guidance in the relevant legislation and understand the importance of confidentiality throughout the recruitment process. St John the Baptist will discuss any matter revealed on a DBS certificate with the individual seeking the position before a decision is made whether to continue with the offer of employment. A risk assessment will be conducted with the applicant and only in cases where the disclosure impacts upon the applicant’s ability to safely hold the offer of employment will it be withdrawn. This is provided that the information revealed has been brought to St John the Baptist’s attention prior to disclosure being received. St John the Baptist makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice, and makes a copy available on request.
Church of England Statements and Resources
