About SHR

- Abstract
- Two Very Different Screening  Problems
- Program Goals
- Primary Activities/Services
- Protective Factors & Pricing
- Operations & Funding
- Staffing
-  Vulnerable Populations
- Accomplishments



  


Program Goals

SHR's goals are solve both Problem One and Problem Two by screening out serial pedophiles who infiltrate youth and children's programs, and to protect the reputations of high-profile youth-serving organizations from being harmed by revenge from victims of past abuse. SHR's method is to help client organizations implement The New Precautions which screen the duties, not the workers, and which develop the trademarked Appearances of Potential for Complaint. Goals are achieved by:
  
1 Helping organizations who operate youth and children programs to pursue accreditation via quality implementation of The New Precautions.
      
2 Helping program leaders avoid risks from locally storing sensitive background information about workers including volunteers.*
      
3 Helping program leaders discern and cope wisely with risks of delayed complaints that might arrive today from now-grown victims in a worker's distant past.
 
4 Providing means to announce and implement benign and inoffensive policies of job rotation and apprenticeship, and by helping develop bona fide volunteer roles that contain "no foreseeable opportunity for unaccompanied contact with enrolled children."
 
5 Helping parents identify programs that use The New Precautions to reduce both Problem One and Problem Two risk exposure. SHR's  Seal of Safer Selection Practice is proudly displayed where earned. Parents can call 88-88-BE-SURE (888-823-7873) to see if the programs in which their children are enrolled, are pursuing accreditation.
 
6 Helping program leaderships appraise and implement appropriate child protection policies and procedures to supplement insurance-required ones. 
 

*The worker application along with the sources inquired-of, are stored by SHR in case it ever becomes necessary to reconstruct a person's confidential dossier again. Thus SHR stores only worker-permitted information, not the actual dossier itself. (SHR retains a worker- authorized memo of whether a confidential interview was requested, conducted, any decisions made, but not the discussion content.)