Policy and Procedure

Policy & Procedure Recommendations to Prevent Child Sexual Abuse

In addition to programs/curriculums that educate children and adults, an important piece of preventing CSA is developing policies and procedures that safeguard children from child sexual abuse. Data collected by the American Association of University Women Educational Foundation estimates that around 10% of students will report educator sexual abuse at some point during their school career. (Rock, 2019) Every child has the right to be safe. Schools, childcare providers, and youth-serving organizations all have been charged with the responsibility to care for children & youth in North Dakota.

A list of recommendations compiled from child sexual abuse prevention experts is included below. This list is not exhaustive and will be updated regularly.

1. Focus on child wellbeing and safety above all else.

Develop a statement that confirms your commitment to protecting children and youth from sexual abuse and remind employees, volunteers, and families often of the commitment.

Example statements:

“Our program is committed to protecting children and providing a safe environment for them to learn, grow, and thrive.”

“The safety, protection and well-being of our students is a top priority.”

2. Thoroughly vetting employees and volunteers.

a) This is an opportunity to ensure you are doing everything you can to put safe adults around children.

b) Below are common elements of a comprehensive screening and hiring process:

i. Written application and cover letter

ii. Face to face interview

iii. Internet search – Google, Facebook, Instagram, Twitter

iv. Observation of the applicant interacting with children (if possible)

v. Reference checks (request professional and personal references)

Questions to consider asking references:

1. How does the applicant interact with children and youth?

2. Why would this person be a good candidate for working with children?

3. Do you know of any reason this person shouldn’t work with children?

4. Does the applicant demonstrate appropriate boundaries with children? If not, please explain.

5. Would you, or the organization, rehire this individual? If not, why?

vi. Criminal history check (North Dakota & previous state(s) of residence)

vii. Sex offender registry check

viii. Child abuse registry check (CAN)

ix. Professional credentials

x. Driving record check (if the position includes the responsibility to transport children and youth)

3. Develop a code of conduct for employees and volunteers.

a) A code of conduct is a tool to establish the appropriate types of interactions that take place at a school,

childcare center, or youth-serving organization. This can include what is expected from anyone

(employees/volunteers) in a position of responsibility to care for or supervise children.

b) Once a code of conduct is in place, it’s important to provide training and by disseminating the information

widely, in a variety of ways. Employees and volunteers should receive in-person training and sign an

acknowledgment that they received the code of conduct, this should be done annually. Signed code of conduct

forms should be stored in personnel files. Similarly, it is suggested to integrate the reading and signing of the code

of conduct into the hiring process for new employees and volunteers throughout the year.

c) Items to consider including on a code of conduct:

i. Boundaries of physical, sexual, and verbal behavior

1. Encouraged vs. prohibited behaviors and interactions

2. Appropriate, inappropriate, harmful

ii. Bullying, harassment, and discrimination

iii. Employee-to-child ratios to remain in compliance with licensing standards

iv. Guidance about being alone with children/youth

v. Awareness of power differentials and abuse of power

vi. Technology use: communication with children using electronic devices and social media, photography of

children within the organization with personal devices Compliance with the policies and procedures of your

organization and North Dakota’s child abuse reporting laws

4. Implement child sexual abuse prevention education programs for employees and volunteers.

a) Training to develop knowledge around CSA may include material on:

i. What child sexual abuse is

ii. Child sexual abuse prevalence

iii. The short- and long-term impacts of child sexual abuse

iv. Identifying inappropriate behaviors (signs of grooming)

v. Identifying the signs of child sexual abuse, responding to disclosures, and how to report (see letter d below)

b) Incorporate training on this topic annually.

c) Ensure that new employees and volunteers are trained in a timely manner.

Mandated reporter training is an important piece of keeping children safe. See Appendix B to learn more about

mandated reporting in North Dakota.

5. Educating Students on CSA prevention strategies.

a) When selecting a curriculum to utilize with children, it’s important to consider if the curriculum is

developmentally appropriate. Consider the community and culture in which the curriculum is being taught. Is the

curriculum reflective of the multicultural and specific needs of the community?

Increase monitoring of adult-child and child-child interactions and ensure environments are safe. Child sexual

abuse often takes place during isolated 1:1 situations. It’s important to ensure that interactions with children can be

observed and interrupted.

a) Entry and release procedures (check-in/check-out)

b) Visitor entry policy and expectations.

c) Unused areas/rooms secured and locked.

d) All children and youth can be seen.

e) Safety rules and regulations posted and reviewed with children, parents, and employees.

f) “No closed-door” policy.

6. Increase monitoring of adult-child and child-child interactions and ensure environments are safe. Child sexual abuse often takes place during isolated 1:1 situations. It’s important to ensure that interactions with children can be observed and interrupted.
a) Entry and release procedures (check-in/check-out)
b) Visitor entry policy and expectations.
c) Unused areas/rooms secured and locked.
d) All children and youth can be seen.
e) Safety rules and regulations posted and reviewed with children, parents, and employees.
f) “No closed-door” policy.

Considerations for older children:

a) Specific rules about 1-on-1 meetings.

b) Procedures for bathroom use and changing and shower facilities (if applicable) – making sure children are

always within hearing of an employee.

c) Maintain active supervision always. Keep children within sight and hearing, arrange furniture and activity

areas so all areas are easily seen, and be aware of enclosed spaces.

d) Arranging classrooms/rooms of homes so all areas of the room can be seen by an employee– also

considering outdoor play areas.

The importance of creating policies and procedures that hold all employees & volunteers accountable for the prevention of child sexual abuse cannot be stressed enough. Leadership teams are key in leading policy change by implementing and enforcing policies / procedures