Free · Certificate included
Creating Screening Policies
Turn ad-hoc background checks into a written policy your board, insurer, and lawyer can stand behind.
What you’ll learn
- Define who must be screened and tie screening levels to role risk
- Choose what to check and set a defensible re-screening cadence
- Apply screening consistently to avoid discrimination claims
- Document, store, and get board and insurer sign-off on your policy
Screen your volunteers for $5
VolunteerBadge runs FCRA-compliant background checks for just $5 — with identity verification built in. No monthly fees, no contracts.
Create a free account →Course outline
- 1
Why a written policy beats a gut feeling
Most nonprofits start screening volunteers the same way: someone runs a check when a new applicant "feels" like they need one.
5 min Quiz Interactive - 2
Who must be screened?
The first section of your policy defines scope: which volunteers and staff it covers.
5 min Quiz Interactive - 3
Screening levels by role and risk
Not every role needs the same depth of screening.
6 min Quiz Interactive - 4
What to check and how often to re-screen
With tiers defined, your policy specifies the contents of each tier’s check and a re-screening cadence.
5 min Quiz Interactive - 5
Consistency, non-discrimination, and disqualifiers
A policy that is applied unevenly is worse than no policy — it documents your inconsistency.
6 min Quiz Interactive - 6
Documentation, storage, and recordkeeping
A policy is only as good as the paper trail behind it.
4 min Quiz Interactive - 7
Getting board and insurer approval — and keeping it current
A screening policy is a governance document.
4 min Quiz Interactive
Sources & further reading
- Nonprofit Risk Management Center — Employee and Volunteer Screening: What You Need to Know
- Nonprofit Risk Management Center — Background Screening for Nonprofits: What to Consider
- National Council of Nonprofits — Volunteers — risk and protection guidance
- Brotherhood Mutual Insurance — Background Screening Checklist (safety library)
- U.S. Equal Employment Opportunity Commission — Consideration of Arrest and Conviction Records in Employment Decisions
VolunteerBadge Academy courses are provided free for general educational and informational purposes only. Every course is researched from reputable, authoritative sources (cited on the course), but VolunteerBadge and ScreenForge Labs, LLC make no representations or warranties of any kind — express or implied — as to the accuracy, completeness, currentness, reliability, or suitability of the content for any purpose. Content may contain errors or omissions and may become outdated, and laws, regulations, standards, and best practices vary by jurisdiction and change over time. This material is not legal, medical, mental-health, clinical, financial, safety-certification, or other professional advice, and completing a course or earning a certificate creates no professional relationship, license, accreditation, or endorsement and is not a substitute for training, certification, supervision, or policies required by law, your organization, your insurer, or a licensing body. Always follow your organization's own policies and applicable law, use your own judgment, and consult a qualified professional (such as an attorney, licensed clinician, or medical provider) about your specific situation. In an emergency, call 911 (or, for a mental-health crisis, 988). To the fullest extent permitted by law, VolunteerBadge and ScreenForge Labs, LLC disclaim all liability for any loss or harm arising from reliance on this content or participation in any course.