POLICIES

EMPLOYMENT

As part of the hiring process, RIS requires police clearances at the highest level from an applicant’s home country and the country of their most recent employment. However, keep in mind that a child sexual abuse offender could be anyone. Experts agree that it is difficult or nearly impossible to identify a child sex offender in the hiring process. There are no conclusive sex offender profiles and no distinguishing characteristics.

Even though it is a complex area, it is important to be vigilant for signs. Hiring committees should consider an applicant’s attitudes to children, not just try to detect whether the person might be an offender or not. An open question to ask all potential employees is: “How does having a Child Protection Policy in place in schools help to keep children safe from emotional, physical, and sexual abuse?” Listen for a detailed answer that demonstrates a solid understanding of and commitment to child protection and the role that a school plays. Listen carefully for worrying attitudes towards children that may emerge from this question. If concerned, ask further questions that seem appropriate to follow up on the candidate’s initial responses.

For Classified Staff, Janitors, Maintenance workers, Gardeners, and other general RIS staff, review Articles 25/26 of the Thai Child Protection Act 2003. Ask, in culturally and educationally appropriate language, about the employees’ attitudes to these articles. If necessary, ask follow-up questions if they are suggested by the person’s initial response.

ALL CANDIDATES FOR EMPLOYMENT FOR ALL POSITIONS AT RIS MUST HAVE A SUBSTANTIAL AND SATISFACTORY CONVERSATION THAT ADDRESSES CHILD PROTECTION MATTERS. A record of responses is kept in each RIS employee’s HR file.