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Vol. 1, 2018
Four Boys & Girls Clubs of America received Markel’s Safety 1st designation this year.
Each year, Markel’s Safety 1st program recognizes policyholders who have shown an exceptional commitment to the safety of their employees and customers. Many of our clubs have received the designation for multiple, consecutive years, and we offer them special congratulations!
View the 2017 winners.
Many accidents/claims filed against a club can be prevented. Utilizing historical data is an analytical way an organization can develop strategies to help achieve an accident free goal. Based on 2017 Boys & Girls Clubs Markel claims history, some of the more frequent claims reported last year involved:
Markel’s risk management library offers numerous resources to support your efforts to address these claims and can help you keep your club clientele safe.
Once you have an opportunity to align your resources, you can start to develop corrective actions to help create a safe club environment.
Implementing corrective action plans
Equipped with the above information, you can now move forward with corrective action plans. Accident Investigation Techniques – Second Edition, offers the following steps that may help support your mission.
To be effective in preventing future accidents, corrective actions should be implemented using a three step process:
Preventing accidents further outlines more specific actions to help guide each step.
Tips for developing corrective actions:
Tips for tracking corrective actions:
A thorough, consistent screening process ensures all individuals joining your organization in either an employee or volunteer capacity are screened before getting started. Your screening process should include several elements, such as applications, interviews, reference checks, and criminal background checks.
Based on our experience, we recommend the following best practices within screening and selection procedures:
All applicants should be required to complete an employment or volunteer application before being considered for the position. The application should be carefully reviewed for incomplete information or information that is inconsistent with what is known about the applicant. If the application is not fully complete, the organization may screen out the applicant, ask the applicant to complete the application, or obtain the missing information during an interview. Your organization should not move forward with an applicant until the application is 100% complete.
Interviews should be conducted with all potential employees and volunteers. Conducting formal interviews with applicants who are under the age of 18, where traditional criminal background screening yields limited results, can be a particularly useful tool. The purpose of an interview is to utilize behavioral based questions to solicit examples of the applicant’s previous actions to ensure the applicant possesses the skills needed to fill the role and to see if the applicant demonstrates characteristics of someone who should be working with youth or vulnerable populations. When possible, Praesidium recommends including at least two members of your organization in the interviewing process.
Conduct a minimum of three references before offering a position to an applicant. Two professional references and one personal reference will help you obtain information from a variety of viewpoints. References are to be conducted over the telephone unless otherwise specified by state licensing or accreditation entities. Organizations should follow consistent reference questions, write detailed notes with responses, and ensure that those notes are shared with the hiring committee so that potential red flags do not go unnoticed. Reference checks are vital to screening minors that are applying for a role within your organization. You might need to modify questions to include coaches, teachers, and clergy rather than supervisors and co-workers, but the added effort will yield a more complete picture of your applicant.
In determining the types of checks to utilize, organizations should follow all state, federal, and licensing regulations and consider an individual’s level of access. Level of access may be influenced by:
At a minimum, all applicants should undergo a criminal check and a national sex offender check. Based on the factors above, the following may be needed: deeper criminal checks, specialty searches like credit checks or driving record checks, or broader searches like education verification, professional license verification, or even drug screening.
By completing all of these steps and looking at the results of the background check, in concert with issues raised in other parts of the screening and selection process, you will be able to make a decision based on the totality of the applicant. A consistent and transparent screening and selection process will also encourage potentially problematic individuals to self-select out of your organization.
Do you want to be sure you’re meeting best practices in your screening process?
Our Praesidium experts recommend starting the new year by rescreening your current employees in order to continue your ongoing commitment to creating a culture of safety. For more information contact us at 800-743-6354.
After two decades of research and experience with more than 4,000 youth and vulnerable adult serving organizations, Praesidium knows who's at risk, what types of programs are the most dangerous, and where and under what circumstances incidents and false allegations are most likely to occur.
Armed with this knowledge, Praesidium has built a comprehensive range of products and services to help your organization.
*This Safety Bulletin is a reprint with permission from Praesidium, Inc.
Markel partners offer these value added services which are discounted to our customers
Free safety training webinar for 2018 - Register now
Note: while these webinars are targeted primarily for our summer camp programs, they are very applicable to all child development professionals and we invute you and your BGCA staff to participate as out guest.
Dr. Chris Thurber - Tuesday, February 27
Engaging millennials: 10 essential strategies for camp directors.
Deborah Gilboa - Tuesday, April 24
Managing anxiety in campers, staff, and parents.
For more information and to register, click here.
The information provided in this article is intended for general informational purposes only and should not be considered as all encompassing, or suitable for all situations, conditions, and environments. Please contact us or your attorney if you have any questions.