1.1 Board FAQ
1.2 MDS Refresher (information about the scheme)
1.3 Planned timeline and projected resources for the implementation Example in the link and can be adjusted according to your organisation and the complexity involved.

There are some specific actions to consider for resourcing and decision making, such as:

drafting and authorising the wording for the various websites, including the functional as well as HR / P&C and Safeguarding, and the detail included may vary
choosing the functional websites and there to add in the MDS wording for maximum exposure and effect ie mitigating risks for the donors or partners etc
clarifying the rationale and the process in the HR / P&C documents. Policies and websites
drafting the wording changes for the recruitment documents ie job advertisement, job description, self-declaration , form for permission from the candidate and the contact details of the employers for 5 years, email for requesting the statement of conduct from the employers (maybe more details about MDS for those employers who are not members ? ), contract caveat for termination if statement of conduct is negative (and contradicts a positive self-declaration), include MDS in the induction template especially for ‘users’ like Board Members, Senior managers and recruitment managers, and the staff in the P&C/HR and Safeguarding teams, document for the data collection of requests to and from the organisation and the responses

The time needed for the following activities varies, but they are likely to be additions to existing processes that are done as needed .

each recruitment will need some additional time to process ie sending and receiving the self-declaration, sending the permission form to the candidate (with the interview invitation) , reference checking , induction and data collection

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