DIOCESE OF NORWICH

COMPREHENSIVE SCREENING POLICY

Promulgated February 25, 2004 – Ash Wednesday

Effective April 1, 2004

I. Introduction

II. The Office for Safe Environments

III. The Comprehensive Screening Process

Components

General Overview of Screening Process

“Regular Contact with Minors Under Age Eighteen”

Forms

Fees

Priority in Screening

Choice Point Results

Rechecks

Records

Conflicts

Criteria for Eligibility – Employees and/or Volunteers

DMV Checks

IV. Classification of Employees and Volunteers

Existing Employees and Volunteers

New Lay Employees

New Lay Volunteers

New Clergy & Seminarians

Members of Institutes of Consecrated Life and Societies of Apostolic Life

V. Review and Revisions

Appendices

Appendix A - Information Report

Appendix B - Employment Application

Appendix C - Volunteer Application

Appendix D - DCF Release Form

Appendix E - Statement of Suitability from Ordinary

Appendix F - Statement of Suitability from Clerical Major Superior

Appendix G - Statement of Suitability from Non-Clerical Major Superior

Appendix H - DMV Records Request Form

I. Introduction

Article thirteen of the Charter for the Protection of Children and Young People, passed by the United States Conference of Catholic Bishops, provides for the evaluation of the backgrounds of all diocesan personnel who have regular contact with minors.

This present policy is a result of reflection and analysis of issues and experiences that have been raised by various personnel in regard to screening procedures and background checks. In addition, several documents have been consulted, especially the 1983 Code of Canon Law, Connecticut General Statutes, and Guidelines for the Screening of Persons Working with Children, The Elderly, and Individuals with Disabilities in Need of Support, which was published by the Office of Juvenile Justice and Delinquency Prevention which is located with the Office of Justice Programs of the U. S. Department of Justice. This present policy also reflects the provisions of the Charter for the Protection of Children and Young People.

The Diocese of Norwich is committed to the safety of children, young people, and adults. One way to ensure the safety of children is to restrict access to them to only those persons we know to be trustworthy and reliable. To do this, the Diocese is committed to the Implementation of a plan for the comprehensive screening of all Church-related employees and volunteers. This plan will be implemented according to a timeline and in stages. The plan includes the following provisions:

· Information/Employment and/or Volunteer Application forms;

· A personal interview of Applicants by appropriate supervisory personnel;

· Telephone contact with all references;

· Observations of the person’s conduct and behavior by supervisors;

· For volunteers and existing employees, criminal background checks, including Connecticut State criminal record checks, Sex Offender Registry checks, and Connecticut Department of Children and Families (DCF) record check. For all new employees, Connecticut State criminal record checks, national record checks, Sex Offender Registry checks, Social Security verification and Connecticut Department of Children and Families (DCF) record check. Additionally, motor vehicle records checks will be required for those employees or volunteers transporting minors or driving diocesan or parish fleet motor vehicles.

This plan for comprehensive screening of employees and volunteers will apply to each Catholic parish, ministry, agency, or institution listed under the auspices of the Diocese of Norwich in the Connecticut Catholic Directory or Kenedy Directory.

II.

Office for Safe Environments

In response to the Charter for the Protection of Children and Young People, Bishop Michael R. Cote established the Office for Safe Environments. The responsibility of this Office is to assist in implementing the provisions of the Charter.

The Office for Safe Environments is staffed by the Bishop’s Delegate for Safe Environments and the Safe Environments Administrator. In addition the Diocesan VIRTUS Coordinator, who coordinates and oversees the implementation of the awareness and education program Protecting God’s Children, works and ministers in conjunction with this Office. At certain times, and for certain aspects of safe environment programs and policies, other diocesan personnel may be called upon to assist the Office for Safe Environments. Such positions may include canonists from the Tribunal, personnel from the Office of Internal Affairs, the Assistance Coordinator, and members of various review boards.

The primary responsibility of the Safe Environments Administrator is the coordination of criminal background checks and the communication and safeguarding of the results of these checks. The Safe Environments Administrator also coordinates the comprehensive screening policy with the parishes, school, and institutions of the Diocese of Norwich as well as with the Diocese itself. The Safe Environments Administrator also assists in the revision and implementation of the Pastoral Code of Conduct, in the development and implementation of programs associated with awareness and education regarding the issue of child sexual abuse and its prevention, as well as other safe environments issues, and in responding to issues and questions raised in the practical applications of safe environments policies, processes, and measures.

Due to the nature, dynamics, and responsibilities associated with this position, the Safe Environments Administrator must be able to work well with people, listening to their concerns and questions and working with them to find solutions to problems and issues that arise; must have a sense of Church that is in keeping with Catholic teaching; must have sound organizational skills; and must have a strong sense of confidentiality.

The Bishop’s Delegate is a person designated by the Bishop to oversee and coordinate the various components of safe environments programs and policies in the areas of awareness and education, the Pastoral Code of Conduct, comprehensive screening, the Sexual Misconduct Policy, and practical matters and other concerns arising from the implementation of these programs, policies, and measures. The Bishop’s Delegate also oversees the implementation of the provisions of the Charter for the Protection of Children and Young People in a manner that is faithful to civil law, canon law, the Charter, the “Essential Norms,” and sound pastoral practice.

Due to the nature, dynamics, and responsibilities of this position, the person filling this position must be concerned for the safety of children, teenagers, and adults; have compassion and empathy for victims and survivors of abuse; be committed to justice and fairness; and have the ability and capacity to gather information from multiple sources and synthesize it in a cohesive unit whose processes and components function harmoniously. The Bishop’s Delegate must have the essential qualities needed for this position which include: an openness to people, experiences, information, and ideas; a willingness when necessary to revise policies, programs, and procedures; and the ability to take firm stands in a pastoral manner.

III.

The Comprehensive Screening Process

Components

The comprehensive screening process consists of five components:

· A written information sheet or application form;

· Reference checks;

· A personal interview;

· Observations of the person’s conduct and behavior;

· Criminal background check, consisting of:

o Connecticut State Police Bureau of Identification (SPBI) criminal convictions record check;

o Connecticut Department of Children and Families (DCF) Registry check;

o Sex Offender Registry check;

o Connecticut Department of Motor Vehicle (DMV) check if the employee or volunteer is using his/her own vehicle for transporting minors under age eighteen as part of church or school related activities.

General Overview of Screening Process

All existing employees, contractors, and volunteers who have regular contact with minors under age eighteen (see definition below) must complete and sign an information sheet (see Appendix A) and an “Authorization for Release of Information” form (see Appendix D). These forms are to be forwarded to the Office for Safe Environments where the information will be verified and a criminal background check will be coordinated with the proper civil authorities. Results of these checks will be communicated to the pastor or administrator of the submitting parish, school, or institution. Due to the fact that many present employees, contractors, and volunteers have many years of faithful and outstanding service, reference checks and interviews are not necessary.

All new employees, contractors, and volunteers must complete and sign the appropriate application form. Reference checks, interviews, and observations of the person’s conduct or behavior are to be done on the parish, school or institutional level. Completed and signed application forms and completed and signed “Authorization for Release of Information” forms are to be forwarded to the Office for Safe Environments where the information will be verified and a criminal background check will be coordinated with the proper civil authorities. Results of these checks will be communicated to the pastor or administrator of the submitting parish, school, or institution.

All employees, contractors, and volunteers having regular contact with minors under age eighteen must follow the appropriate screening process described under the classification of employees, contractors, and volunteers.

“Regular Contact with Minors Under Age Eighteen”

“Regular contact with minors under age eighteen” means interaction with minors that is on a recurring, frequent, scheduled, or ongoing basis; is for an extended period of time, such as a weekend; or is for an overnight youth activity.

Forms

Appropriate forms may be obtained from the parish, school, or institution of which one is a member or is applying to for employment or volunteer service. Forms can also be obtained from the Office for Safe Environments.

Fees

A fee will be charged for each background check done. The fee is charged to the submitting parish, school, or institution, and will vary according to the fee charged by the Connecticut State Police for criminal background checks. As a general rule, the fee charged by the Office for Safe Environments will be five dollars over the fee charged by the State Police. Payment is due when the application and authorization is submitted.

Priority in Screening

Owing to the anticipated large volume of background checks to be done, those for new employees and volunteers will be processed and completed first. Existing employees and volunteers about whom questions are forwarded to the Office for Safe Environments will also receive priority in processing. Checks of employees and volunteers with lengthy periods of faithful and outstanding employment or service without incident will be processed after the background checks of the previous two groups.

Choice Point Results

Employees and volunteers who were screened using Choice Point will have those results verified by the Office for Safe Environments.

Rechecks

Administrators of Catholic parishes, agencies, and institutions will be expected to keep the Office for Safe Environments informed regarding the status of its volunteers and employees. All employees and volunteers will be retained in either “Active” or “Inactive” files. “Active” employees or volunteers will have the contents of either their Information Reports or Employment/Volunteer Applications reviewed every three years. Criminal background checks will be coordinated and conducted every three years for “active” employees and volunteers.

Administrators will be contacted by the Office for Safe Environments for an update on the person’s performance and any observations that the administrator wishes to offer.

A SPBI Criminals Convictions Record check and Sex Offender Registry check will be run by the Office for Safe Environments. A recommendation regarding the retention of the volunteer or employee will be made to the appropriate administrator by the Office for Safe Environments.

Records

Any information gathered for comprehensive screening purposes will be kept in a strictly confidential manner and used solely for the purpose of determining suitability for employment or volunteering in offices, ministries, parishes, schools, institutions or agencies operating under the auspices of the Diocese of Norwich. Confidential information will be maintained in a secure environment guaranteed to assure maximum privacy for applicants. Under no circumstances are any materials or information to be transferred, shared or given to any outside institutions, agencies, or persons without the explicit written permission or authorization of the applicant directly concerned or if subpoenaed by a court of law. This information will be used only for the purpose of determining eligibility or ineligibility for employment or volunteering.

Due in part to the fact that the civil and criminal statutes of limitations for child sexual abuse is thirty years after the victim turns age eighteen, records will be kept indefinitely so as to allow any employee or volunteer to prove that he/she was properly screened and has the requisite training and commitment.

Employees and volunteers of the Diocese of Norwich or its parishes, schools, or other institutions, have a right to view the contents of his/her screening file and may make an appointment with the Office for Safe Environments to do so. Each Employee and volunteer will need to furnish a photo ID to access his/her file.

Conflicts

In the event that Catholic parishes, agencies, ministries, or institutions have existing Employment/Volunteer Applications that equal or exceed the contents set forth in the forms provided in Appendices A, B, and C, they are free to continue using those forms. However, they must provide a copy of the same (and/or any revisions or updates to the same) to the Office for Safe Environments, which will acknowledge receipt of them in writing.

In the event that Catholic parishes, agencies or institutions have an existing process for screening employees or volunteers which equals or exceeds the process set forth herein, they may continue to use that process. However, the Office for Safe Environments must be provided with a description of the process, along with all the necessary documentation for each applicant, whether for employment or for volunteer services.

Criteria for Eligibility

Employees and/or Volunteers

When criminal convictions are found when screening backgrounds, certain types of convictions will render applicants ineligible for employment or volunteer services in Catholic parishes, schools, or institutions within the Diocese of Norwich. Examples of those convictions include but are not limited to the following:

· child abuse/molestation;

· risk of injury to a minor; use of a minor to distribute illegal drugs, alcohol, or a controlled substance;

· illegal sexual contact with a child under sixteen;

· buying or selling a child under the age of sixteen;

· enticing a minor;

· obscenity as to a minor;

· employing a minor in obscene employment;

· promoting a minor in an obscene performance;

· importing or possessing child pornography;

· illegal dissemination of indecent comics;

· weapons possession related charges;

· murder, manslaughter, negligent homicide, or related charges;

· assault or related charges;

· rape, sexual assault, or related charges;

· prostitution/soliciting;

· kidnapping;

· voyeurism;

· indecent exposure;

· stalking;

· arson or related charges;

· burglary or related charges;

· armed robbery, robbery, or related charges;

· possession of drugs or a controlled substance with an intent to distribute

There are other types of convictions which will render the applicant a risk and where volunteer services or employment will be questionable or advisory. Those convictions include but are not limited to:

· child neglect or abandonment;

· failure to supervise a child;

· providing alcohol, drugs, or a controlled substance to a minor;

· computer crimes;

· criminal mischief;

· larceny;

· breach of peace;

· disorderly conduct;

· harassment;

· bigamy;

· obscenity;

· threatening;

· criminal misrepresentation;

· possession or use of drugs or a controlled substance without an intent to distribute;

· embezzlement;

· fraud;

· credit card crimes;

· bad checks;

· driving while impaired or under the influence;

· criminal trespass;

· cruelty to animals

In the case of questionable or advisory convictions, the applicant will be given an opportunity to be heard and have convictions reviewed by the Office for Safe Environments. Consideration will be given to the following factors: frequency and severity of violations; applicant’s age at the time the violations occurred; amount of time elapsed since the most recent conviction; rehabilitation programs undertaken by the applicant; the nature of the work to be undertaken by the applicant; the level of supervision which can or will be provided by the parish, institutions, or program retaining the volunteer or employee.

DMV Checks

Within one month after the effective date of this policy, any persons driving motor vehicles for the purpose of transporting minors under age eighteen on behalf of the Diocese of Norwich, or any parish, ministry, institution, or agency listed in the Catholic Directory, will be required to submit to a State of Connecticut Department of Motor Vehicles record check.

The DMV Release Form will be supplied either through the Office for Safe Environments or obtained directly from the Department of Motor Vehicles. The record check information will be returned directly to the Office for Safe Environments. The Office for Safe Environments will inform the appropriate administrator of the results of the record check.

IV.

Classification of Employees and Volunteers

Existing Employees and Volunteers

The first step in the implementation of the comprehensive screening plan will require that each Catholic parish, ministry, agency, or institution listed under the auspices of the Diocese of Norwich in the Connecticut Catholic Directory or Kenedy Directory, submit the names of all existing employees, volunteers, or contractors, over the age of eighteen, holding a position which involves regular contact with minors, to the Office for Safe Environments within one month after the effective date of this policy.

The listing should be sent on the Information Report form described in Appendix A and should include all clergy, religious, lay people, contractors and volunteers having regular contact with children. The same existing employees and volunteers should also be asked to voluntarily complete and sign a DCF Release Form (Appendix D).

Existing volunteer’s and employee’s information will be verified and entered into the Safe Environments database. Existing employees and volunteers who have recently been screened through Choice Point or another agency or employer will have that screening process verified. A State Police Bureau of Identification (SPBI) criminal convictions record check, DCF, and Sex Offender Registry check will be conducted promptly on remaining existing employees.

Existing employees who do not meet newly established eligibility requirements may not necessarily be terminated. However, their contact with minors will be reviewed and modified to assure that they cannot gain access to minors in the future through the position provided by their employment.

Existing volunteers who do not meet newly established eligibility requirements will be asked to relinquish their volunteer positions.

New Lay Employees

Within one month after the effective date of this policy, all new applicants for employment in Catholic parishes, ministries, agencies, or institutions listed under the auspices of the Diocese of Norwich in the Connecticut Catholic Directory or Kenedy Directory, whether or not that employment will bring them into regular contact with children or youth, will complete the Application for Employment described in Appendix B.

When the Employment Application has been completed, applicants will be interviewed by the appropriate administrator or supervisor. After that interview, references noted in the Application will be contacted by telephone, preferably by the hiring party. The Applicant will be asked to obtain fingerprint cards for a State and National criminal records check and to complete and sign a release for the DCF records check (See Appendix D).

The administrator in charge of the parish, school institution or agency will forward a copy of the Employment Application, interview notes, and confirmation of reference contacts, along with the originals of the fingerprint cards and DCF Release, to the Office for Safe Environments.

If the Application form is inaccurate or incomplete it will be returned to the administrator who forwarded it. A copy of the incomplete or inaccurate Application will be retained in a “Pending” file.

The Office for Safe Environments will submit the fingerprint cards to the Connecticut State Police Bureau of Identification, as well as the Release form to DCF, for a record check. The Office for Safe Environments will perform a Sex Offender Registry check and Social Security verification.

The Office for Safe Environments will enter the data from the Employment Application into the confidential diocesan database. When the record checks have been completed, the results will be entered into the diocesan database. The Application, as well as the reports generated, will be stored in the Applicant’s confidential file.

When the reports have been collected, the administrator of the hiring parish, school, agency or institution will be notified of the results. This administrator will be responsible for communicating these results to the person the report is about. In the event of any negative or questionable results the information will be reviewed together by: (1) the administrator of the parish/institution/agency; (2) diocesan legal counsel; and (3) a representative of the Office for Safe Environments. After a decision is made, their finding may be appealed to an Appeals Committee appointed by the Bishop.

New Lay Volunteers

Within one month after the effective date of this policy, all new applicants to volunteer in Catholic parishes, ministries, agencies, or institutions listed under the auspices of the Diocese of Norwich in the Connecticut Catholic Directory or Kenedy Directory - whether or not such volunteering will bring the applicant into contact with children or young people - will complete the Volunteer Application described in Appendix C.

When the Volunteer Application has been completed, applicants will be interviewed by the appropriate administrator or supervisor. After that interview, references noted in the Application will be contacted by telephone by the party retaining the volunteer. The volunteer will be asked to complete and sign a release for a DCF record check (See Appendix D).

The administrator in charge of the parish, school, institution, or agency will forward a copy of the Volunteer Application, interview notes, and confirmation of reference contacts, along with the DCF Release, to the Office for Safe Environments.

The Office for Safe Environments will submit the Volunteer’s name and date of birth to the Connecticut State Police Bureau of Identification for a criminal convictions record check. The DCF Release will be submitted to DCF for a record check as well. The Office for Safe Environments will perform a Sex Offender Registry check.

The Office for Safe Environments will enter the data from the Volunteer Application into the confidential diocesan database. When the record checks have been completed the results will be entered into the diocesan database. The Application, as well as the reports generated, will be stored in the Applicant’s confidential file.

When the reports have been collected, the administrator or supervisor for the volunteer will be notified of the results. This administrator or supervisor will be responsible for communicating the results of the report to the person the report is about.

In the event of any negative or questionable results the information will be reviewed together by: (1) the administrator of the parish/institution/agency; (2) diocesan legal counsel; and (3) a representative of the Office for Safe Environments. After a decision is made, their finding may be appealed to an Appeals Committee appointed by the Bishop.

New Clergy & Seminarians

I. Extern Cleric in the Diocese for Temporary Ministry.

Any extern cleric (priest or deacon) entering the Diocese of Norwich for temporary ministry, such as for a wedding, funeral, supervised weekend coverage, or supervised retreat, is required to submit the following documents to the Office of the Vicar for Clergy prior to engaging in ministry or to the grant of any faculties:

· An application which includes all of the information set forth in the Employment Application;

· A personal interview;

· References;

· Fingerprint cards for state and national convictions records check;

· Release for DCF record check;

· Social Security verification.

When the Vocation Director and Seminary Committee are satisfied with the application and references, they will transmit a copy of the application and interview results along with the original fingerprint cards to the Office for Safe Environments. The Office for Safe Environments will submit the cards to the State Police with a request for a conviction check. They will conduct a Sex Offender Registry check, request the necessary records check from DCF, and verify the Social Security number.

VI. Seminarian Who is NOT a Resident of the United States.

An applicant for seminary training for the Diocese of Norwich, who is NOT a U.S. resident, will be expected to fulfill all of the requirements set forth by the Diocese, as well as to provide the following:

· A completed Diocesan Employment application;

· A curriculum vitae;

· Three (3) passport size photographs;

· Application which includes all of the information required in the Employment Application form for the Diocese;

· A personal interview;

· At least three references;

· A copy of passport or official travel document valid for at least four years;

· Proof of validly granted R-1 Status;

· A notarized good conduct certificate, or police record, covering the past five years, from most recent place(s) of residence;

· A notarized statement of suitability from the pastor of each parish in which he has lived for the past five years;

· A written commitment to abide by the policies of the Diocese of Norwich while studying for the Diocese and to depart at such time as he may be requested to do so by the Bishop of Norwich or Vicar for Clergy;

· A valid Social Security number;

· A written, notarized promise to meet with the Director of Vocations or his designee within ten (10) days of arriving in the Diocese of Norwich.

When the Vocation Directory and Seminary Committee are satisfied with the application and references, they will transmit a copy of the application and interview results to the Office for Safe Environments. The Office for Safe Environments will verify the Social Security number and immigration status of the applicant.

Members of Institutes of Consecrated Life

and Societies of Apostolic Life

I. Member Who is a Resident of the United States.

Within one month after the effective date of this policy, any non-clerical member of an institute of consecrated life or society of apostolic life who is a resident of the United States and is entering the Diocese of Norwich with the intention of working or volunteering in a Catholic parish, agency, institution, or ministry listed in the Connecticut Catholic Directory or Kenedy Directory will provide the following to the parish/agency/institution:

· A completed Employment Application;

· A personal interview;

· Two references in addition to a suitability statement from his/her major superior;

· Fingerprint cards;

· A release for a DCF record check;

· A Sex Offender registry check;

· Social Security number verification.

When the administrator responsible for hiring is satisfied with the Application, interview and reference checks, the documentation, including original fingerprint cards, will be transmitted to the Office for Safe Environments. The Office for Safe Environments will forward the fingerprint cards to the State Police to obtain the necessary record checks. The release will be forwarded to DCF for their record check. A Sex Offender Registry check and Social Security verification will be conducted by the Office for Safe Environments.

Clerical Members of institutes of consecrated life and societies of apostolic life will follow the procedures set forth in the section for New Clergy in this document.

II. Member Who is a NOT Resident of the United States.

· A completed Employment Application;

· A curriculum vitae;

· Three (3) recent passport size photographs;

· A personal interview;

· Two references in addition to a suitability statement from his/her major superior;

· A copy of passport or official travel document valid for at least one year;

· Proof of validly granted R-1 status;

· A notarized good conduct certificate or police record from places of residence for past five years;

· A written commitment to abide by the policies of the Diocese of Norwich while ministering here and to depart at such time as he may be requested to do so by the Bishop of Norwich or his designee;

· A valid Social Security number;

· A written, notarized promise to meet with the Bishop or his designee within ten (10) days of arriving in the Diocese of Norwich.

When the administrator responsible for hiring is satisfied with the Application, has interviewed the applicant, and has completed reference checks, the documentation will be transmitted to the Office for Safe Environments. The Office for Safe Environments will obtain verification of the immigration status and Social Security number.

All data relative to members of institutes of consecrated life and societies of apostolic life will be retained in the confidential files of the Office for Safe Environments. The administrator responsible for the member will inform the Office if or when any member departs the Diocese so that the member can be placed in the “inactive” file.

Review and Revisions

At least once each year the Pastoral Code of Conduct, the Comprehensive Screening Policy, and the Sexual Misconduct Policy shall be reviewed and any needed revisions shall be made to make these documents more effective.

To fulfill this responsibility and accomplish this task, there shall be a Policy Review Board whose members are appointed by and serve at the discretion of the Bishop of Norwich. The primary responsibility of this Board is to assist the Bishop in reviewing and revising the Pastoral Code of Conduct, the Comprehensive Screening Policy, and the Sexual Misconduct Policy. Once the first members of the board have been appointed, the Bishop will, in the future and whenever possible, hear existing members of the Policy Review Board regarding future appointments.

1. Membership. The Policy Review Board shall consist of no fewer than five (5) and no more than nine (9) members. The membership shall reflect the diversity of the population within the territory of the Diocese of Norwich.

2. Term. The initial appointments to the Board shall be for staggered terms of one, two, and three years. Thereafter, appointments shall be for a term of three (3) years or until a successor is appointed.

3. Officers. The Bishop shall designate one member of the Board to serve as chairperson and another to serve as secretary, each for one year terms. The chairperson will ordinarily call and preside at meetings of the Board. The secretary will keep minutes of the meetings.

4. Relationship to Bishop. The Policy Review Board will serve the Bishop directly and shall be directly responsible to him.

5. Compensation. Members of the Board shall serve without compensation. They may, however, be reimbursed for necessary expenses at the discretion of the Bishop.

6. Quorum. Five (5) members of the Board shall constitute a quorum for business.

7. Meetings.

A. Generally. The Policy Review Board shall meet as often as necessary to perform its duties. At the minimum this Board will meet at least once a year.

B. Attendance. Attendance at the Board meetings shall be limited to the Bishop and members of the Board, unless the Bishop determines otherwise.

C. Nature of the meetings. The meetings of the Policy Review Board are intended to be sessions at which the members receive information, deliberate, and formulate code and policy recommendations for the Bishop of the diocese.

8. Duties. The Policy Review Board shall have the following duties:

· to evaluate the current Pastoral Code of Conduct, the Comprehensive Screening Policy, and the Sexual Misconduct Policy and offer the Bishop suggestions for improving these documents so as to make them more effective;

· to assist in the drafting process of revised codes and/or policies.

Appendices

Appendix A - Information Report

Appendix B - Employment Application

Appendix C - Volunteer Application

Appendix D - DCF Release Form

Appendix E - Statement of Suitability from Ordinary

Appendix F - Statement of Suitability from Clerical Major Superior

Appendix G - Statement of Suitability from Non-Clerical Major Superior

Appendix H - DMV Records Request Form

Please contact your parish, school or institution for copies of the above forms.

DIOCESE OF NORWICH

COMPREHENSIVE SCREENING POLICY

TABLE OF CONTENTS

I.

Introduction

Office for Safe Environments

Components

“Regular Contact with Minors Under Age Eighteen”

Forms

Fees

Priority in Screening