Did you know over 90% of ministries skip annual background checks?

Ministries are taking a serious risk not rescreening volunteers and employees on an annual basis — but it doesn’t have to be that way. Today, more than ever, churches can protect their people and their reputation.

It takes one glance at the news to find stories of bad actors compromising the church. This damages the church’s reputation and adversely impacts their mission.

Don’t put your congregants and reputation at risk. Make sure you have a regular and thorough screening process coupled with strong procedures to protect your members and staff.

One of the best solutions is to educate yourself on the different types of background checks because they’re not all the same.

"Church leaders and congregants may be operating with a false sense of security with the perception all background checks are equal in their depth.”

Josh Weis, Executive Vice President of Ministry Brands

Here are a few tips:

  • Choose background checks that conduct in-depth alias name searches specifically tied to SSN
  • Select background checks that conduct additional county or statewide court searches
  • Rescreen all volunteers and staff annually
  • Leverage an integrated system to ensure records and compliance are up-to-date

Discover how to protect your church by grabbing the step-by-step guide from Protect My Ministry: Background Check Blueprint

U.S. Screening Trends

Background checks on church employees and volunteers have increased by 12% year-over-year.

Not all background checks are created equal, while PMM educates and emphasizes proper ordering, 40% or 4 out of every 10 churches are knowingly ordering a lesser search than they should. This could potentially result in allowing a bad actor into the church.

Less than 10% of churches are actively rescreening their volunteers and staff annually.

Background Checks Are the First Step of Many:

Define protocols and processes designed to indicate which background check is right for each applicant based on information, behavior or role at the church.

Rescreen all volunteers and staff at a minimum of once per year; leverage an integrated system to ensure records and compliance are up-to-date.

If the applicant is coming from another state, conduct a background check that queries the previous address.

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