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The following policy provides guidelines for safe travel during ministry use.

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The travel guidelines cover expectations and instruction for the driver and the vehicle, caravanning, and breakdown situations.

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The surveillance camera policy covers requirements for usage that comply with law.

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The following document is to be completed by all applicants for any volunteer position involving the supervision or custody of minors.

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The Safety Monitor policy and guidelines cover the duties and expectations of safety monitoring.  

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This policy is intended to serve as a general framework to help create a safe and secure environment for Children and Youth Ministries.  These policies provide guidelines for the screening of staff and volunteers, for preventing harmful behavior, and for properly reporting and responding to such...

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The following report form is used to describe the details in which an incident occurred.

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The Medical Team mandate covers the responsibilities and requirements of the Medical Response Team in times of medical crisis in church ministry.  

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The following procedures cover Sudden, Minor, and Life Threatening Emergencies.  These procedures provide information of who, where, and when to contact during the aforementioned emergencies. 

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This policy clarifies the expectations of the organization as they relate to the use of computer and telephone systems. 

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The following form verifies that the intended driver is certified to use the Church Van or other Church provided vehicle for ministry use. 

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This policy accurately and efficiently communicates information regarding crisis situations.  These policies will direct better management when dealing with the crisis and church communication.

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The following form verifies the perspective volunteer or staff person is listed on the Children's Protective Services Central Registry System as a perpetrator of abuse / neglect. 

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The following pdf covers questions and situations regarding copyright information for: Music, Print, and Video. 

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This risk assessment checklist is used to determine whether to undertake a particular venture.  This is a process of determining when the likelihood of a negative event will occur.

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This guide provides general information on work practices, procedures and technology that can help protect your business and employees.  You should review your particular needs with your own legal counsel. You also may want to consult with a certified security consultant or security integrator...

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The following template is an outline of coverage available through Brotherhood Mutual, Church Mutual, and other organizations.

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The following guide provides houses of worship with information regarding emergency operations planning for threats and hazards they may face.  It discusses actions that may be taken before, during, and after an incident in order to reduce the impact on property and any loss of life and it...

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The following summary of coverage is an exhibit of Church Protector​ by Buiten & Associates.  The presented figures are a brief outline of the provided various insurance coverages.

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This insurance coverage sample provides the amounts of risk or liability covered for an individual or entity by way of insurance services.

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Does your job description pinpoint the critical elements of successful job performance? Does the wording clearly communicate the desired outcome of the work?

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Tips for creating well written job descriptions.

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A list of several active verbs to use in job descriptions.

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An outline form for creating an organized job description.

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The following link directs you to Buiten Insurance website.  This website provides you with Insurance products from Business Insurance to Individual Insurance.  Click the link to find out more information. 

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I thought I would share this up-date. The folks sharing kingdom space with us are growing rapidly. They started worshipping in our upper room auditorium. They rapidly out-grew that space and moved downstairs to our fellowship room. For a number of weeks now this group has seen 'standing room' crowds and asked to use the sanctuary. The photos from Sunday morning show an almost full house. We couldn't be happier for these dear brothers and sisters in Christ. Their youth group is thriving as is their couples club. God is obviously blessing this group and we rejoice accordingly. 

What does the statement mean: "What does Christ think of such an arrangement?"

Certainly the fact that there are two different congregations in the same geographic area must be challenged!

We were supposed to be 'one' to convince the World about the Way!

How many have we become?

 

 

My church doesn't list all the staff salaries including the pastor on the budget sheet but if someone wants a breakdown of the salaries, they are welcome to request more information from the leadership.  This gives leadership an opportunity to address and educate the inquiring person on the process of review prior to setting compensation and benefits.

It must be a "Central Valley thing." I understand that Visalia CRC has been doing the same thing? They even share the church copier....how stewardly is that?

Our church adopted this policy many years ago.  As one of the employees of the church, it was an extremely uncomfortable matter that everyone in the church knew what my salary was.  It came to a head at one congregational meeting when someone stood up and offered to do the job for a lower amount.  Now only Council members, the Personnel Committee, and the Salary committee, know what each person is paid.  I think most church employees are acutely aware that their salaries are paid for by member contributions, and therefore work very hard to earn both the dollar value and respect of those on whose behalf they carry out their particular roles of kingdom service.  As far as I can determine there is no added benefit to congregational members knowing the individual amounts of staff salaries.

Lambert, thank you for the details regarding your practice of sharing space with another Christian congregation.  I hope and pray the relationship continues to be blessed.  

What exactly are the 'biblical stewardship' and civil - legislative issues being alluded to in this post? If a local congregation of Jesus Christ decides it wants to share facilities with other brothers and sisters in Christ, is it not free to do so? By the way, how many local congregations in the CRC are bound by the Safe Church guidelines? What exactly is the legally binding relationship between local congregations and the CRCNA in Michigan?  

Our relationship with this group of folk is simply our strategy to advance the cause of Christ for the Spanish population in Kings County. Our insurance underwriter is fine with these arrangements. We have enjoyed 4 years of mutual joy and encouragement in advancing the cause of Christ here in Hanford and look forward many more years together as faithful stewards of the resources entrusted to our care. 

As I've indicated in previous posts, I can understand the desire to further Kingdom work.

What I don't understand is the avoidance to engage in the notion that these congregations operate within civil and legislation frameworks as two distinct corporate entities.

Framing the matter as purely a monetary / power imbalance ignores both the biblical stewardship relationship between the parties, as well as the civil / legal issues that arise when two parties jointly agree to share in the use of a facility. What Hanford CRC has offered the other church meeting in it's space may "feel good" but may also be problematic in the eyes of the civil authorities, as well as, other parties such as insurance companies, e.g. what binds the other church to abide by CRCNA Safe Church policy.

The article above does not provide a lot of detail on the Hanford CRC relationship, however, the Brian Tebben example is more helpful and moves in the right direction. Harry Boessenkool also alludes to the complexity of legal constraints that exist in Canada, and probably also the United States, on providing services and facilities on the same equity terms to both church members and non-church members. 

 

 

 

Not sure I was influenced by the philosopher Foucault. Maybe his writings have seeped into my psyche through someone else since I haven't read him.  I will have to check into that.

I do see a recurring thread, however, in some of the comments thus far: an assumption that a church charging another church or ministry rent for the use of space is normative and, hence, exceptions to that norm unusual.

If that be the case, I want to lift up the Hanford (CA) CRC as a model worthy of emulation. By treating the ministry of another congregation on their campus in the same fashion they treat ministries like GEMS, Cadets, and Coffee Break, they provide an admirable model for other congregations.  Wouldn't you agree?
 

There is a Foucaultian post-modern tendency to view relationships with suspicion when it comes to the matter of power. 

Though I can understand that "power" might be an issue, nonetheless a landlord / tenant relationship is usually premised on a contractual relationship with obligations and responsibilities similar to the concept of a covenantal relationship. Secondly, that contractual relationship is regulated by legislation and civil authorities where recourse for remedies can be pursued even though it may not always work effectively.

Moreover, quite apart from the state ensuring that the interests of the respective parties being protected there are also other matters which need to be addressed that are raised by Harry Bossenkool and Brian Tebben.

 

There is another facet of the landlord-tenant relationship and that is power.  Doesn't it seem that the one receiving money (landlord) is in a position of power over the one handing over money? And how do we harmonize that position of power with our unity in Christ? 

This is an interesting discussion. Let's assume the renter is a new emerging CRC or church plant (the initial article did not specify a CRC just a "Christian church" and that can be a pretty loose definition!) The rent could be put in a special fund to pay for a new facility at a new location once the emerging or church plant grows. If the church is not affiliated with the CRC a formal rental agreement would still be needed to cover off all the legal issues (and there are many nowadays). The rent fee can often be only a minor part of a lease agreement.

Many churches offer other services in their facilities. How do we define when rent should be charged? Are all funeral services to be free no matter who asks, or marriages if the couple is simply looking for a place with a nice organ or other unique feature? The legal issues regarding the latter are already pretty involved.

Maybe we need a discussion on how a church can protect itself from the use of their building by (unacceptable - however defined) third parties.

I think this article addresses something important but then mischarecterizes churches who 'rent" space to sister congregations. Should a church only be in a Landlord-tenant relationship with another church in which the only thing that happens between them is a writing and cashing of a rental check? No, that would not be a good situation and as Christians we are called to more than that. But does  that mean that the only other true "Christian" option is to let another congregation "share" the building without anything being given by them? Our church shares our building with an immigrant African congregation. We do not call it a rental situation. We know that our facilities are from God and we are happy to share them with another congregation. We do have a contract with them about usage and about rental fees. But we also worship together at times, have our councils meet together for times of prayer  ,and we hold Vacation bible school together. We see them as our brothers and sisters .And they are happy to contribute to keeping the buildings maintained and the utilities on. We share the buildings so we share some of the costs. I think situations like ours are a bit more complex and probably much more common that the article lets on. 

Though I can understand Hamstra and Sikkema's point about furthering the kingdom, I feel they have both missed the point on "stewardship" by focusing purely on the monetary aspect of the transaction. Both congregations in the relationship are involved in tilling the fields of the Lord and contributing to the upkeep of his flock. The landlord church may or may not need the rent, nontheless the hope would be that whatever is collected would go to furthering the Kingdom. Secondly, the tenant church may or may not be able to pay rent, nonetheless we are called to give of our gifts to further the the Kingdom. Should the landlord church decide to forgo the rent to further the Kingdom, that is also a gift.

Good points!

Driving past the Evangelical Free Church in Winnipeg today, I saw a sign reading "The keys to heaven are hanging on the cross" or words to that effect.  I liked it!

I find that signs that try to be funny rather than uplifting make me roll my eyes and not want to go to that church. Examples: "Our church is prayer conditioned." "What's missing in our chrch?"

Sherri,

Once again a very useful suggestion. We need to be careful to encourage pastors to do continuing education, while at the same time not be strapped financially to do so. The costs, as you indicate so gently, should not be part of the taxable compensation package. Accountability will encourage both pastor and those in the congregation responsible. Thanks for your good encouragement.

 

 “ WiFi Available—Feel free to enjoy wireless access while you are here.  Connect to the ----- network with the current password,-----.” 

During the Sermon? <G>

I am interested in a policy or guidelines that deal with the privacy issue of displaying pictures , videos on the church website

recently i posted a photo gallery from a special sunday on our website

but questions were raised about the privacy

Any suggestions??

posted in: Photos at Church

Thanks so much for your responses and sharing how this issue applies within the Canadian context.  The web link to CRA guidelines is most helpful.  It is nice to see there is some common logic shared by both Canada and USA tax authorities as it pertains to the criteria for classifying paid staff between employees and independent contractors.  The US Internal Revenue Service also offers the option to solicit a determination by filing form SS-8.  The US government web link to this form is http://www.irs.gov/pub/irs-pdf/fss8.pdf .  However, the USA Internal Revenue Service makes no promises for providing a timely determination.

The post has been edited to add US! Thanks for Canadian info.  If individuals would like to post blogs pertinent to Canada, let me know!

In Canadian tax law, the same issue exists, and in this case you cannot determine yourself whether you are classified as an employee or self-employed; it is determined by CRA, the Canada Revenue Agency, according to similar rules that the US IRS uses. The Canadian publicationon this is RC4110, available at http://www.cra-arc.gc.ca/E/pub/tg/rc4110/.

Thanks for this.

Jeff,

Good job!  I'm beginning to understand the church's challenge is more than spiritual.

Thanks, Jeff, for making us aware of the difference between employees and independent contracts and why it's important. This is good food for thought!

Hi, Kristin! This one for our church is a brief overview of the whole ministry, but includes a few tasks for the Head Usher (our Head Usher is the weekly point person, different from the person who organizes the overall ministry, if that makes a difference.)

https://docs.google.com/document/d/1lrUyCxXj4EdorNE7LsF8TM_We11Mo0Mui6zd...

Our sign has been without power for over a week, and I don't miss it at all. I don't miss the simplistic moralisms, the guilt trips, the superior sneering at those unchurched motorists who drive by every day. Not all of the sayings were of that nature, but far too many were. Our church sign is some kind of a witness, but too often it is negative and ineffective, perhaps even counter-productive in reaching out with anything approximating "good news." This post is a reminder that as pastor I have to take control of this and put it back into the hands of those who think about our outreach. It is also a reminder that such signs have to be part of a well-considered, intentional ministry to our community. Our sign was simply donated by a member, with no mandate or reflection upon how it would be used, and since it was donated, we presume we have to use it, right? I will be looking forward to the next installment, on carefully choosing captions. But our sign is technogically limited; it can only display one short line at a time, which means people driving by see one half of a message, and have to crane their necks to see the first or second part...not exactly a safe situation. I would prefer the time and date and "Welcome to our Worship" to what we have had. But I have not put it high on my priority list; this year I won't have that excuse any more. I think the first rule with these signs has to be "do no harm."

posted in: On Church Signs

Thanks for sharing. This is awesome info. Im a new, upcoming salesforce admin and I am trying to learn all I can. I want to build a "practice app" for a "pretend" church. I typed in "salesforce church" on Google and this page came up. Very good information. Thanks!!

Good stuff, Jim.  We use Dropbox.  At council meetings we project everything on the white wall.  At home, everything's just a few clicks away.

 

It has already been said that communication is imperative especially when the Council is segmented. I would like to share a simple "reporting" form that I have found effective and saves much time. Divide a sheet into three sections and use this one form for every group/committee/ministry team that reports to the Council. Question #1 is, "What are you doing (working on)? Question #2, "where are you going (planning for)? Question #3, "What do you need from us (how can we help you be more effective)? This report can be filled out as often as the Council meets (monthly or quarterly) and insures that each Council member is informed about all work being done in the church on a regular basis. It also means that the only reports which the Council needs to spend time on are the reports asking for Council action.
Blessings!

Glad you've joined and found it to be so helpful, Henry. Please help spread the word about The Network in your congregation. There's a lot of ministry know-how across the CRC and the more people we can get connecting with each other the better.

Mike,  Thank you for your comments.  They are helpful!  It is always interesting to have additional input from other interested parties, particularly when ideas are shared!  It can make for long meetings when done in a meeting format but, I just found this forum yesterday, and already I can truly say I love it! :)

Henry Dekker,

I am one of the pastors at a medium large congregation. I will add my two cents regarding practicalities to Henry DeMoor's comments (which are spot on).

Communication is very important. We currently use email to send the minutes of all committees, including the Pastoral Elders, Deacons, and an Executive Board, to all 'full' Council members. This is a gentle and regular reminder to all officebearers that they are accountable for all of the work of the congregation, not just their 'spiritual' work as you indicated concern about (though I would argue it's all spiritual...). Occasional reminders that any officebearer is welcome to attend an executive board meeting should a particular issue of concern be raised might be a good idea too.  

I would also add a concern about "lording it over" other officebearers. It is imperative that the Pastoral Elders, Deacons, and Executive be equal, parallel entities who are all accountable to the Full Council (the three together). If your executive "Council" has greater authority than the Pastoral Elders or Deacons (and especially the 'full' Council), that would be a significant issue of concern (and a violation of CO Art. 35 a).

This, however, doesn't need to require more, longer meetings. With good communication of all activities occurring in the congregation to all officebearers, each officebearer can digest these activities on their own time. When there are 'full' Council meetings (3 or 4 a year), it is only a matter of approving previous minutes and discussing any matters arising from those minutes. A complete re-hashing/re-decisioning process shouldn't be necessary except in only the rarest of situations. Hopefully this will help the officebearers focus on their particular duties while still being fully invested in the whole ministry of the congregation of which they govern on the Lord's behalf.

I hope this helps!

Henry De Moor;  Thank you so much for your very quick response!  Your comments are helpful in that you describe in detail the exact structure that we had more than 5 years ago (when I last served on our Church Council)!

However, I gather from your response that you are in essence telling us that our current structure appears not to conform completely to Article 35 of the Church Order.  I think we will need to review our situation again... but we are open to additional suggestions as, (unless we are unique in this regard) this must be an issue being faced by other large churches as well.

While your point about disenfranchised Elders and Deacons is a very valid one, there is also the other side of the coin where you can have Elders and/or Deacons who feel that attending additional meetings to deal with issues that are not of a 'spiritual' nature is not something that they can get very excited about and some may have no problem expressing their views in that regard!

Having said that, I do find a little nugget in your comment about communication... and specifically the available technology such as e-mail.  There may be a way to involve the 'Pastoral' members of Council (notice that I didn't draw a line through that one!) so that having (and attending) additional meetings can be minimized to deal only with those issues raised by 'Pastoral' Elders and Deacons as requiring additional discussion, or those issues that require the subsequent approval of the congregation as a whole.

Again... thank you for your insight!

Blessings,

H. Dekker

 

  

Henry,

Most large congregations that have a council as large as yours handle this matter by recognizing, first off, that all the ordained (ministers, elders, deacons) form the council of the church.  This is a creedal basis found in Article 30 of the Belgic Confession.  Next, if this council is too large and has long meetings, they often split up the elders by having administrative elders and pastoral elders, and the deacons by having administrative deacons and "pastoral" deacons who attend specifically to diaconal issues.  The administrative elders and deacons then gather to form an "Executive of Council," the pastoral elders meet as a consistory (Art. 35) and the "pastoral" deacons meet as a diaconate (Art. 35).  The Executive of Council meets monthly and takes care of routine responsibilities.  The full council meets only two or three or four times a year.  This is time for mutual censure. the broad vision of the congregation's ministry, the final adoption of the church budget that reflects that broad vision, and other matters of major concern like calling a minister, choosing new officebearers, etc.  The full council then often receives reports of the consistory and the diaconate.  This works well because the pastoral elders and "pastoral" deacons do not feel disenfranchised (they're in on full council meetings too and get to vote on major matters) and the administrative elders and deacons that form the Executive of Council have smaller meetings on a monthly basis.

I do not find this in conflict with Article 35 and Article 36 of the Church Order.  I am afraid that in the structure you mention there is an issue of disenfranchisement since pastoral elders and deacons don't vote on the annual budget etc.  I also think it is better to speak of Council and an Executive of Council rather than council with a line through it and council without a line through it. 

As for times of meeting, Article 36 says monthly but we have always interpreted that to mean that all these meetings should be held often enough to meet all the needs of the congregation and its governance.  There is some flexibility, but as long as an Executive, a consistory, and a diaconate meet monthly, it's fine if full council meets only three or four times a year.

The key, actually, to avoiding problems here is that there must be good communication all around.  And our current technological advances (group e-mails, etc) make that more possible than ever before.

I would make sure, again, that we follow the creedal impulse: all the ordained are the council.  It may then increase its efficiency through a structure such as I suggest above, and in practice your structure doesn't seem that far removed from what I propose.

Hope this is somewhat helpful.

The problem with this question is that it leads us in the wrong direction. It is easy to look at a church budget and find that 50, 60, or 75% or more of the budget is used to support staff and the remaining balance is "ministry". We need to see that a church's commitment to staff is often its commitment to ministry. Instead of looking, for example, at a full-time youth pastor and classifying him or her as "staff", designate that salary under "youth ministry" in the budget. It says that we care so much about our youth and the youth of the community that we've designated $x to it. In our church we have a full-time commissioned pastor whose roles involve in engaging the community, working with community youth, and being a chaplain to three local police agencies. It would be a disservice to her and her work simple to call the cost of having her as "staff expense". I consider 100% of her effort as missional, evangelism or outreach (you chose the right word). My role in the church is divided in a similar way. I can spent, for example, 30% of my time preparing for worship. That is not a staff cost; it is our commitment to worship. My time meeting with members in the hospital is our commitment to congregational care. And on you can go. Our budget simply tells us where our priorities are. We need to stop looking at the cost of the person and begin to see what he or she is doing. 

Based on casual surveys done by church administrators from various denominations, the personnel budget (salaries and benefits) is usually around 50% or slightly more of the total budget. The percentage can vary depending on whether the church is paying off debt or includes missionary support in their budget.  Church staff help accomplish ministries so sometimes it is helpful to see a draft of a budget where staff members' salaries and benefits are assigned to the different ministry areas.  Church staff are organizing, planning, leading, recruiting others, and doing ministry. 

Here's an interesting approach. An increasing number of Christian organizations are asking their staff to raise their own support. World Missions is almost there; it's at around 90 per cent, I believe. It's a way to determine whether one is indeed called to that ministry.

What if we used that same model at the congregational level. Want to serve on a church staff? Ask family and friends to support you financially and with prayer. Imagine establishing church budgets where almost all of the funds go to program or outreach ... apart from the physical operation of the church building!

Salaries take an incredible chunk out of a church's budget. Ministers in the Christian Reformed Church are envied by those in other denominations because they known for being among the top wage earners. The Presbyterian notion of a 'stipend' -- a living wage -- for pastors is something to be considered.

So, if you feel called to the ministry -- whether as an overseas missionary or as a local pastor -- have that sense of calling affirmed by asking members of the congregation -- face to face -- to support your salary through a regular donation ... apart from the church budget. It's bound to be a humbliny and revealing experience.

Thank you for sharing this beautiful picture of service and community within your church family.

posted in: No Janitor

To boost congregational meeting attendance, a few years ago we introduced a 'newspaper' theme where we asked each area of ministry to give us a:

- Headline (from the prior year)
- Forecast (for the next year, also written in a headline format)
- Help Wanted (volunteers or other support needed)

As we walk through each ministry/budget area, we show the Headline, Forecast, and Help Wanted on the screen. Because they're in headline format, it goes quickly. Some of them get really creative, or funny, or poignant. And all give a fun glimpse into what God's been doing among us. I'm not sure it's translated into higher attendance (yet) but it sure makes the meeting more interesting.

Hi Scott...

There is a caveat in Church Order, Article 37 which I had highlighted, i.e. "except in those matters stipulated otherwise in the articles of incorporation or by law." 

Congregational meetings that are called under Articles of Incorporation, in particular those dealing with financial matters fall under the caveat above and therefore authority rests with the quorum of the congregation at the meeting and not council.

 

Thanks Lubbert, for the quote of the new proposed Model Articles of Incorporation. 

In my previous church we did not have anything about a quorum in the articles of incorporation. Thus, because the CRC Church Order (also quoted by Lubbert) gives final authority to the council in all manners, a congregational meeting is technically advisory and a quorum is not needed. In my former church, and perhaps my present one as well, I have a hard time imagining anything motivating 50% of the confessing members to attend a congregational meeting. I think that's a sad commentary both on member commitment and on the fact that our congregational meetings are too frequently handled as business transactions rather than opportunities to reflect together on what God is calling our congregations to do for HIm. 

As I understand the situation, CRC congregational decisions are made by the consistory and congregational meetings are only advisory. That's how First Everett CRC (WA) functions.

Not certain that the comparison with school principals is strictly speaking a good example when looking at ministers versus the  administrative ED position. Many Christian school systems also have ED's that are being compensated for responsibilities greater than those of the school principal. 

If the argument is that pastors recruited for HQ administrative positions ought to be compensated based on what is being paid to those ministering in churches, it still begs the question of scope of responsibility and span of control. Secondly, pastoring a church is really not the same thing as being a school principal or school ED, let alone running the corporate entity that the CRCNA HQ in GR and Burlington has become.

The two things to take into consideration are Church Order, Article 37 and the church's articles of incorporation, i.e. the Constitution & Bylaws. In particular, Article 37 states "Although full consideration shall be given to the judgment expressed by the congregation, the authority for making and carrying out final decisions remains with the council as the governing body of the church, except in those matters stipulated otherwise in the articles of incorporation or by law." 

As an incorporated entity, the church's bylaws will usually specifiy what constitutes a quorum required to constitute a congregational meeting.  Best to check there first.

The new proposed Model Articles of Incorporation and By-Laws (Canada) released by the CRCNA states "Quorum at All Member Meetings. At each meeting of the Members a quorum shall be 50 percent of the Professing Members present in person or by such electronic means as is approved by the Council as deemed necessary to permit them to participate in the meeting. If a quorum is not present, the meeting shall be adjourned to a date and time set by the Chair."

The bar in your bylaws regarding a quorum may be set lower, or perhaps higher. In the case of the church I attend, the bylaws state "The professing members attending a general meeting, including the annual general meeting, shall constitute a quorum."

Thanks John and Sheri. There is a major opportunity in the ministers pension plan that needs to be attention but it will not come cheap. How would you like to join a pension scheme (let's use the CSI scheme) where your salary has deducted from it the annual value of mortgage and taxes payments?  In Canada some 80% of Pastors own their own home. The Clergy Allowance (which is strictly a tax ruling in Canada) is exactly 33.3% of  gross salary if you own a home. How does your salary survey work in that regard?  Do churches report gross salaries? Does the survey include questions on ownership? Our Pastor has all kinds of allowances (which are really part of his pay package) so if he does not claim the full amount of the allowance(s) we make a one time payment at the end of the year and that gets added to his salary. If you were to survey me and and ask about his salary I would give you the amount of his base salary because that is all I would know.   Let's say the Canadian Director of Ministries makes $125,000 and if he is an ordained Pastor, 1/3 ($41,625) of that is his Clergy Allowance if he owns his own home. But if he did not own his own home his Clergy Allowancw would be the rental value of a home in his market area which might be only $25,000 . That means his reported salary in one case would be 125,000 less 41,625 and in the other 125,000 less 25,000. How would a survey ever capture that? 

 

My simple solution is for the CRCNA, in Canada at least, to copy the CSI (Canada) pension plan and get out of the Housing Allowance calculation. As a general rule of thumb for me, Pastors' jobs have the equivalent  value of a High School principal of a school with about 300 students.

I suspect the higher priced senior positions in the CRCNA have a positive impact  (negative on cost) on average salaries. If the criteria for those jobs are "ordination" maybe we should "second" Pastors to those jobs for, say, 5 years and keep them at the same salary they were making in their congregations. The impacts would then be reversed! It does not make much sense to have a Parish Pastor double or triple his/her salary to move from Parish Pastor to HO at a position level 17+. How much money does the Pope make? His housing allowance has to be awesome, although I understand Francis has opted for a "humble" apartment.

Hi Ellen-

I'd be more than happy to take a look at your bulletin.  You can email it to me: jclark [at] crcna [dot] org.  

Jerod

Can I submit my bulletin for editing comments?  That would be a great resource to us as Secretaries!

I am always looking for a way to change up the bulletin so as to comminucate interest in ministries and list areas of where and how people can plug in. I'm the secretary at ACRC and see that times are changing. I look for new ways to be "user friendly". We try to keep in mind of how  a visitor might view the bulletin in that the info is for ALL.  We want to be about The Great Commission.  I use Cadet, GEMS, and JOY Club logo's when space permits. VBS logo's are always eye-catching. Graphics are great - when space permits. I've contacted sister churches and friends and asked them to send their bulletins on to me. It's exciting to see what other churches offer, how their bulletin is laid out, what ministries they have, how they promote their causes with what kind of fundraiser. I appreciate your tips; I try to highlight dates & times. I try to limit words. I put blurbs in date order. I try to keep font a readable size - not small and cramped. We're discussing a LARGE PRINT bulletin for Disability Awareness. Front screen announcements seem "busy" and "loud" to me. We have so many distractions nowadays, I think when you seat yourself, it's a time to gather yourself, calm yourself and prepare yourself for worship.  Lastly, I want to thank our congregation and all others in your church for the grace they have for the secretary when they find a typo! Even though I proofed it - along with another..the moment I sit in the pew, I open the bulletin and a typo is glaring at me!  I do not get offended if someone brings the type to my attention. Thanks to my Lord, Romans 3:23, He knows I'm human. Instead, I mark the change, drop my bulletin on my desk for reference and give the person "a Smartie candy". :) If I already caught the typo? No candy. But a good laugh is had by all. Hey, all, send me a copy of your church bulletin! I'd love to read it!  ACRC, 530 North Dale Ave, Anaheim, CA 92801

 

Meredith, I understand your point.  We just have a difference in opinion about what constitutes accusatory language.  

Thanks for sharing your concerns. I hear what you're saying. Hopefully we can move on and focus on tips for making bulletins the best they can be.  

 

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