Non-Denominational Church Uses to Ensure a Safe Children’s Ministry | Case Study

By Michael Klazema on 4/26/2018

Non-denominational churches are often committed to providing safe and welcoming environments for families. These organizations work to build communities with citizens of all ages, from young children just learning about their religious faith to adults raising their kids in the church. To cultivate this kind of atmosphere, churches rely on the contributions of both employees and volunteers. Vetting these individuals thoroughly is of paramount importance to ensure the safe environment everyone expects at a church.

Pathways Church is a non-denominational church in Appleton, Wisconsin that preaches a message of community and closeness with Jesus and God. In addition to weekend services that feature sermons, contemporary music, and multimedia elements, the church offers regular programs for kids and teenagers. Parents are encouraged to enroll their preschool and elementary-aged children in age-appropriate Biblical learning experiences. The church also offers programs for middle school and high school-aged students, including mid-week gatherings, ministry groups, and mission trips.

With such a strong focus on families and students, Pathways Church is committed to ensuring that its employees and volunteers are safe and respectable mentors for the church community. According to Administrative Assistant Allison Oravec, the church is “very cautious” in choosing its new hires and volunteers—especially the volunteers in the kids' ministry programs. Adults volunteering in these programs often work with kids and teenagers in one-on-one or unsupervised settings. As such, the church needs a way to ensure each volunteer is trustworthy and safe to bring on board.

For the past two and a half years, Pathways Church has been using to verify the trustworthiness of its employees and volunteers. The church never leaves kids or teenagers unsupervised with an adult unless that adult has gone through a background check. Through a mix of statewide criminal searches, multi-jurisdictional background checks, and alias searches, the church can get a better sense of who its members are and whether they should be granted positions of authority and responsibility.

The partnership between Pathways Church and is yielding positive results. Allison says the church has rejected prospective volunteers because of red flags discovered through our background check reports. She also says delivers background check reports with fast turnaround times—a must in the church’s busy setting.

A church should be a place where parents can take the whole family and know that everyone will be safe and carefully monitored. The idea of churches as sanctuaries dates back hundreds of years and the reputation continues to this day. With thorough background searches and timely candidate reports, is doing its part to make sure Pathways Church is a protective and supportive sanctuary.

Tag Cloud
Recent Posts

Latest News

  • August 10 Moore Advanced teamed up with to secure the best possible hires. Read more about how this process has assisted them.
  • August 10 An adjudication withheld is a court agreement that doesn’t qualify as a conviction but can make matters confusing for individuals applying for jobs. Should you disclose a withheld adjudication to a prospective employer?
  • August 09 With adults now legally using recreational marijuana in numerous states, and with additional legalization efforts in the wings, expungement of old and minor drug-related convictions is more important than ever.
  • August 07 A West Virginia TV station is pushing the state’s Child Protective Services and Department of Health and Human Services to answer questions about background check policies. A CPS employee was recently charged with contributing to the delinquency of a minor, domestic assault, and threatening a police officer.
  • August 02 Woes continue for ridesharing companies struggling to keep riders safe after a man, illegally in the United States, was arrested and accused of several rapes dating back years.
  • July 31 South Carolina legislators recently passed a new law that will change the language of the state’s expungement policy. The new law will make expungement possible for repeat offenders. The previous law only allowed first offenses to be scrubbed from the public record.
  • July 26

    Hawaii employers have been banned from asking job applicants about their salary history. The new act’s effective date is January 1, 2019, and covers all employers that have at least one employee in that state.

  • July 26

    The expansion of the The North Carolina Certificate of Relief  Law, offers relief to jobseekers. An employer may take into consideration a certificate of relief despite the applicant’s criminal past; however, the certificate is not an expungement or pardon.

  • July 26

    With growing concerns about liability, businesses are transitioning away from one-time background checks in favor of continuous checks. The results are impacting both employers and employees.

  • July 25 Uber is officially launching a new ongoing criminal monitoring policy for drivers. The company started rolling out the new system in early July and will expand it in the months to come.