Safeguarding

PCC Safeguarding Report up to September 2026 by Rachel Cartwright, Parish Safeguarding Officer

Date: 10.09.26

 

  • There have been no direct safeguarding concerns raised to the Parish Safeguarding Officer since the previous Safeguarding report was presented at the PCC meeting.
  • We are in a positive position with regard to the new safeguarding dash board which logs all our safeguarding activity however there is still a lot of outstanding training and DBS checks to be completed – creative ways to engage people in training are being explored.
  • I need a list of all activities we run for children and adults to update the dashboard and any risk assessments such as for Sunday club.
  • Sam Alder has switched to be the Lead Recruiter and Rachel Cartwright is now the Additional Recruiter as of August 2026.
  • Safe Spaces (church related abuse support) posters are due to be put up in the church building and hall.  Stickers for toilet doors are on order and will be displayed in the church toilet and in both male and female toilets in the church hall.
  • It was agreed on 18/06/26 that Chelmsford Diocese will now follow the lead of many other Diocese, and aim for best practice by making it policy that all required NST ‘core’ pathways (courses) will now be refreshed every 3 years. I have been asked to share this change in Diocesan policy with the PCC:

In accordance with the Church of England Safeguarding Policy the Parish will safely recruit, train and support all those with any responsibility for children, young people and adults to have the confidence and skills to recognise and respond to abuse.

The Church of England Model Parish Safeguarding Policy

In terms of safeguarding, with the incumbent the PCC will:

  • Promote a safer church for all in the church community, and ensure there is a plan in place to raise awareness of, promote training and ensure that safeguarding is taken seriously by all those in the church community;

Church of England Key Roles and Responsibilities of Church Office Holders and Bodies Practice Guidance

 

  • On 03.12.26 I will be attending Navigating the Web: Keeping Church Communities Safe Online training provided by the Diocese and anything useful I will ask Will to share via email in the Newsletter.
  • DBS has advised that there will be a change to the definition of regulated activity with children as of 1st September 2026. If a person teaches, trains, instructs, cares for or supervises children often enough, or overnight, they will be in regulated activity with children even if someone else supervises them. This means an organisation will be able to ask for an Enhanced DBS check in the child workforce with a Children’s Barred List check.

The work is done often enough, or overnight, if it occurs:

  • on more than 3 days in any 30-day period
  • once overnight, between 2am and 6am

This change will apply to Sunday club leaders and helpers if the work with children more than 3 Sundays a month-this will mean they will need an Enhanced DBS check with Children’s Barred List check.

 

Livestreaming services, recording videos or taking photographs

As more of us are now using digital and video communications in our ministry, it is important that we are aware of the safeguarding implications and always follow best practice.

 

There is due regard to be considered with those who will feature in any type of digital media, and any potential risk this could cause, to them, their family, and/or friends.  Be clear and transparent as to where the images will be shared and who potentially will be able to view them i.e. will they be on a website for anyone to view?

 

Have a conversation beforehand directly with those who will appear in any digital media (in cases of children, liaise with their parent/guardian), so they are aware of any potential risk, ensuring each person is additionally aware of the following:

 

  • Inform them how the digital media will be viewed, shared, and who could potentially have access to this, i.e just the congregation; those who access the church website; links in publications; anyone in the UK or abroad. 
  • Ask, those concerned, if appearing in digital media could cause them to have any safety concerns, for themselves or others, with regards to race, religion, gender, or anything else. 

 

If they confirm their consent, and they agree that as far as they are aware there are no potential risks, please ask them for signed consent in relation to the above.  (Please note that there is currently no Church of England form to gain this additional consent, therefore please note this on a consent form provided in the below links.)

 

Please see below links for more information regarding digital media, to ensure it is being used correctly and to access the forms to be signed to gain consent for both children and/or adults:

 

Safer_Environment_and_Activities_Oct19_0.pdf – Sections 5 & 6

 

Filming and photography | The Diocese of Chelmsford

 

 

 

 

 

 

The Parochial Church Council (PCC) of St John’s Loughton Policy on the Recruitment of Ex-offenders

• This is St John’s Loughton written policy on the recruitment of ex-offenders and will be made available to all applicants whose role requires a Disclosure & Barring Service (DBS) check, at the start of the recruitment process.

• We make every subject of a criminal record check submitted to DBS aware of the existence of the DBS Code of Practice and make a copy available on request.

• We are committed to the fair treatment of our current and potential employees, volunteers and office holders regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

• We are committed to equality of opportunity for all applicants and aim to select people for roles with us based on their skills, abilities, experience, knowledge and, where required, qualifications and training.

• The Rehabilitation of Offenders Act 1974 was introduced to ensure that ex-offenders who had not re-offended for a period of time since their last conviction are not discriminated against when applying for jobs. Unless a post is exempted from the 1974 Act, we are not allowed to discriminate on the grounds of spent convictions. We will only ask an individual to provide details of convictions and cautions that we are legally entitled to know about.

• As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020), and where appropriate the Police Act 1997 (Criminal Records) Regulations 2002 (as amended), using criminal record checks processed through the Disclosure and Barring Service (DBS), we will comply fully with the DBS code of practice, all relevant legislation and the House of Bishops’ Safer Recruitment & People Management Guidance together with all other relevant House of Bishops’ policy, and undertake to treat all applicants for positions fairly.

• For roles that are exempt from the provisions of Section 4(2) of the Rehabilitation of Offenders Act 1974 by virtue of being included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020), and where appropriate in the Police Act 1997 (Criminal Records) Regulations 2002 (as amended), we will ask applicants to disclose all criminal history, spent and unspent (other than protected cautions and convictions) and require them to apply for a standard or enhanced DBS check appropriate to the role.

• For roles covered by the Rehabilitation of Offenders Act 1974 we will not ask an applicant to disclose any criminal history that is spent. We will only ask an applicant about their unspent criminal history. 

• An application for a criminal record check will only be required where a role has been thoroughly assessed against the relevant DBS criteria and indicates that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for the relevant level of DBS certificate will be required.

• Where criminal history, or a potential risk of harm, is disclosed at any point in the recruitment and selection process, including a blemished DBS certificate, we will ensure that an open and measured discussion takes place about any offences or matters that might be relevant to the position. We will refer this information to the Diocesan Safeguarding Team who have been suitably trained to identify and assess the relevance and circumstances of offences. 

• We undertake not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.  Having a criminal record will not necessarily bar an individual from working with us. This will depend on the nature of the position and the circumstances and background of the offences.

• We undertake to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment or appointment to a voluntary position. 

• Failure to reveal information that is directly relevant to the position sought could lead to the withdrawal of an offer of employment or appointment to a voluntary position.  

• We will ensure that all those who are involved in the recruitment and selection process have received appropriate guidance and training in the relevant legislation relating to the recruitment of ex-offenders and eligibility of a role for a criminal record check. 

• This Policy will be reviewed in September 2029.

Approved    Rachel Cartwright PSO

Date   18th September 2026


Our Parish Safeguarding Officer is  Rachel Cartwright, who may be contacted at church or by phone 0208 532 0060 

 

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