Good recruitment and selection procedures help identifying those suitable for the post.  In recognition of this and in order to adhere to legislative requirements, in both jurisdictions, the Archdiocese has introduced the recruitment procedures outlined below.  All church personnel should undergo the required recruitment procedure for the jurisdiction in which they live and, if different, the jurisdiction in which they are working.

A list of parish and diocesan roles that must undergo the recruitment procedures has been compiled by the diocese and a role description supplied for these.  Parish and diocesan groups can adapt these roles to fit their needs.  Anyone unsure as to whether a person should undergo the recruitment procedure should contact the Diocesan Safeguarding Office.

All church personnel (i.e. clergy, lay employees and volunteers) working with children, young people, vulnerable adults in parish and diocesan groups must undergo the Recruitment and Selection Procedure below before taking up post.

  • 1) Receive a Role Description.
  • 2) Complete an Application Form (where necessary confirmation of qualifications should be sought).
  • 3) Supply two written references.
  • 4) Complete a Declaration Form (this is a separate form for those resident in Northern Ireland and is included in the Garda Vetting Form for those resident in the Republic of Ireland).
  • 5) Produce evidence to verify identification as outlined in the diocesan application pack.
  • 6) Complete an Access NI/Garda Vetting Form.
  • 7) Sign a staff/volunteer agreement to undergo training and adhere to the Diocesan Code of Conduct.

It is also recommended that all staff and volunteers undergo an interview and complete a six month probationary period.  The details of the interview should reflect the level of responsibility required.  Groups should assign two people to meet with new applicants to explore information included in their application.  Resource 5 of the National Board for Safeguarding Children’s Standards and Guidance Document gives examples of child protection questions that could be included in a formal or informal interview.

In order to facilitate the Recruitment and Selection Procedures all parish/diocesan groups will need to have the following in place;

  • a good collaborative relationship with the priests of the parish and the Safeguarding Representative(s);
  • at least one Safeguarding Representative trained by the Diocesan Training Team to carry out the recruitment role;
  • a safe processing and storage system within parish/diocesan premises.

The Diocese will support the area of Recruitment and Selection by:

  • providing the necessary training for Safeguarding Representatives and all clergy;
  • ensuring regular updated information is given to all those involved in the Recruitment and Selection Procedure;
  • offering ongoing advice to Safeguarding Representatives;
  • having in place a group to assess the suitability of applicants who have a query in relation to their references or Access NI/Garda Vetting Form.

While two references are required these can be from the Cardinal and Auxiliary Bishop in the case of Diocesan clergy.  In the case of all visiting and relief clergy, their Diocesan Bishop or Provincial of their Order is required to supply written confirmation of their suitability for ministry with young people and vulnerable adults in the Archdiocese.

Copies of the Standards and Guidance Document are available on