Whenever a school has a chaplaincy need, the headteacher is asked initially to contact Mgr. Vladimir Felzmann, the Director of School Chaplains who, in the light of the facts presented to him, will discern and advise how best the school's specific needs can be addressed.

Even though each school is unique and the chaplain's/chaplaincy team's strengths will vary, the core role of a chaplain is as follows:

a. To support the school in emphasising its spirituality and Catholicity as set out in the school's mission statement.

b. To support and encourage the school's pastoral care for the whole school, pupils, staff and parents.

c. To promote, plan and organise the celebration of liturgies and co-operate with others in developing the school as a Christian community.

d. To assist in developing an awareness amongst potential school leavers about the provisions of chaplaincy at institutions of higher and further education.

In the first instance the Director of School Chaplains will encourage a school to identify possible candidates for interview. If this proves difficult the Director and the school are asked to do their best to explore other possibilities to meet the need for chaplaincy.

5. APPOINTMENT OF CHAPLAINS BY SCHOOLS

In order to recognise the responsibilities of the governing body in law the

process of appointment shall be:

a. (i) For all clergy: There shall be a contract for services in which the

chaplain is accountable to the governing body through the headteacher,

though not as an employee of the governing body. This contract must be

agreed by the bishop and should be subject to a probationary year and

also the need to meet normal requirements including satisfactory

references, medical checks and statutory clearance by the police.

(ii) For diocesan clergy: The appointment is to be made by the diocesan

bishop (ordinary), subject to the agreement of the governing body after

interview.

(iii) Other categories of chaplain are to be appointed by the governing body, but must be approved by the area bishop/episcopal vicar.

The process of selection should involve formal interview under

arrangements determined by the governing body. For the purposes of

appointment the procedure shall be the same as for those for other

senior appointments in Catholic schools, adopted by the governing body.

Chaplains appointed in this category may be appointed as employees of

the governing body under a contract of employment. Similar checks to

a (i) above must be carried out.

b. All newly appointed chaplains should undergo a period of induction conducted

by an experienced chaplain or the Diocesan Director of School Chaplains.

c. For those chaplains not employed by the governing body, governors will need to ensure that appropriate insurance cover is taken out.

School chaplains have a unique relationship of trust with pupils and staff. Excluding

knowledge received by priests under the seal of confession, chaplains, in

common with all others employed at a school, are bound by law regarding

certain categories of information. However, schools will be aware of the

professional code of ethics that, in certain circumstances, constrains personnel

from medical or social services from divulging to others information gained in

the course of discussion with pupils. It is right that similar constraints should also apply to school chaplains.

Some sensitive issues relating to the welfare of pupils will fall within child protection procedures.

The degree of confidentiality in child protection work is governed by the need

to protect the pupil. If a pupil confides in a member of staff, including a school

chaplain, it is important to explain to the pupil that he/she has a responsibility

to refer cases of alleged abuse to the appropriate agencies on a need to know

basis.

Pupils may share other sensitive information in confidence with a school chaplain and in these circumstances, it is a matter of judgement for the chaplain as to whether or not it is in the best interests of the pupil to share this information with senior staff of the school or with others. It is therefore very important to advise chaplains not to promise total confidentiality to pupils when potentially sensitive matters are to be discussed. The over-riding principle in all these matters is the duty of care owed to the pupil by the school. The age of the pupil will almost certainly be a factor to be considered when deciding to inform other parties. However, parents and others have subordinate rights to be informed of matters affecting pupils. When faced with such difficulties, a chaplain should have access to advice on how to proceed either from within the school or from the Director of Chaplains.

As part of the conditions of appointment a chaplain must agree to undertake to attend a minimum of one course a year as part of his/her inservice training.

In monitoring the performance of chaplains, the headteacher may call upon the Diocesan Director of School Chaplains to assist in the evaluation of performance and to give further advice on how chaplains can be supported:

Remuneration shall be determined by the governing body in accordance with the terms of the contract. In the case of regular and secular clergy the governing body is advised to contact the diocesan Financial Secretary as there could be income tax implications arising for the priest directly from his employment.

December, 1999