church Ministries ————————————————————— The Christian and Missionary Alliance
Policy and Procedure manual for Districts and Churches
Revised May 2012
CHURCH MINISTRIES
POLICY AND PROCEDURE MANUAL FOR DISTRICTS AND CHURCHES
DISTRICTS CHURCHES WORKERS STATEMENTS Revised May 2012
INTRODUCTION The Policy and Procedure Manual for Districts and Churches is divided into five sections: A — DISTRICTS B — CHURCHES C — AUXILIARIES D — OFFICIAL WORKERS E — OFFICIAL STATEMENTS In the Districts, Churches, Auxiliaries, and Official Workers sections, there are three types of documents: 1. Policies. A policy is a binding regulation that determines how we function. Policies are established, revised, and/or deleted by the Board of Directors. 2. Procedures. A procedure is an established method for decision-making that will allow for consistency in operations. Procedures are established, revised, and/or deleted by the Board of Directors or the President’s Cabinet. 3. Guidelines. A guideline is a recommended course of action. Guidelines are established, revised, and/or deleted by the Board of Directors, President’s Cabinet, or Church Ministries. At the end of the Districts section, you will find Job Descriptions. A job description is an overview of an assigned ministry. Job descriptions are established, revised, and/or deleted by Church Ministries in consultation with the Office of Human Resources. At the end of the Official Workers section you will find Definitions and Codes. In the Official Statements section are statements of official positions on specific subjects. Statements are established by the Board of Directors and/or General Council. The most current version of statements are found in the Manual of The Christian and Missionary Alliance where they are maintained (with the exception of Secret Societies/Freemasonry).
Introduction
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TABLE OF CONTENTS DISTRICTS (A) Policy on District Superintendent Transition................................................................................A1 Implementation Policies for Sensitive Issues Consultative Group ...............................................A2 Appeal Policy for Credentialing Divorced and Remarried Persons .............................................A3 Reference Form – Pre-Conversion Divorce Reference Form – Biblical Grounds Procedure for Division of a District..............................................................................................A4 Procedure on Pastoral Transition ..................................................................................................A5 Alliance Church Governance Authority Pastoral Expectations Profile Alliance Pastoral Candidate Expectations Profile Alliance Pastoral Ministry Description Procedure Procedure for Exercising Associate District Membership Options for Local Churches ..............A6 Policy Regarding Recognized Church Networks in Church Ministries .......................................A7 Procedure Regarding Termination Pay.........................................................................................A8 Disaster Response Procedure........................................................................................................A9 Procedure Governing the Provident Fund...................................................................................A10 Provident Fund Grant Request Form Endorsing Procedures for Chaplains in Veterans Administration, Civil Air Patrol, National Guard, and Reserves ...................................................................................................................A11 Procedures for Christian Worker Certificates.............................................................................A12 Procedure for Missions Conferences ..........................................................................................A13 Tour Personnel District Tours District Superintendents Interdistrict Tours Church Procedures Guidelines Relating to Prayer Journeys......................................................................................A14 Relocation Guidelines.................................................................................................................A15 Guidelines for Roles of the DEXCOM within MCM Unconstituted, Developing, and Constituted Districts....................................................................................................................A16 Guidelines for Alliance Urban Ministries...................................................................................A17 Guidelines for Major Subsidy Standards ....................................................................................A18 Philosophy and Guidelines for Funding a Church Youth Program ............................................A19 Philosophy and Guidelines for Disciplemaking Ministries ........................................................A20 Guidelines for District Disciplemaking Ministries Committees.................................................A21
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Guidelines for Bible-Teaching Ministry Programs.....................................................................A22 Guidelines for District Office Management—District Superintendent ......................................A23 Guidelines for District Office Management—Office Function ..................................................A24 Guidelines for Creation & Maintenance of Official Worker Personnel Records .......................A25 Guidelines for District Superintendent Performance Appraisal .................................................A26 Guidelines for District Search Committee..................................................................................A27 Agenda (First through Fourth Meetings) Desired qualifications Position Description Letters Questionnaire District Office Administrative Assistance Required Overview of District Office Management Relocation Guidelines—District Superintendent Sample Documents for Uniform Policy on Discipline, Restoration, and Appeal ......................A28 District Salaried Administrative Staff Position Descriptions (Job Descriptions).......................A29
CHURCHES (B) Policy for What Constitutes a Church ..........................................................................................B1 Church Plants in Progress (Definitions) .......................................................................................B2 Church Plant Developmental Stages.............................................................................................B3 Guidelines for the Governance of a Developing Church Procedure for a Developing Church .............................................................................................B4 Instructional Statement for Parallel Church Model Instructional Statement for Second-Site Congregations “Satellite Churches” Agenda for Organizing an Accredited Alliance Church (Resolutions) Guidelines for Articles of Incorporation for Accredited Churches ..............................................B5 Procedure for Reclassifying Accredited Churches to Developing Church Status........................B6 Procedure for Church Closure ......................................................................................................B7 Church Closure Report Form Procedure Regarding Local Church Affiliation with the C&MA.................................................B8 Church Affiliation Covenant Guidelines for the Transfer of Churches.......................................................................................B9 Guidelines for Developing Working Relationships Between Geographic and Intercultural Districts and Churches ...........................................................................................B10 Guidelines for Civil, Pastoral, and Ecclesiastical Responsibility in Performing a Christian Wedding Ceremony ....................................................................................................................B11 Request for Marriage Ceremony
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Statement of Marriage Commitment Application for Remarriage Guidelines for C&MA Christian Day Schools and Directives for Action..................................B12 Sample Bylaws for Local C&MA Church..................................................................................B13
AUXILIARIES (C) Alliance Women Ministries National Policy ................................................................................C1 Alliance Women Ministries District Policy..................................................................................C2 Alliance Women Ministries Local Policy.....................................................................................C3 C&MA Men’s Ministry National Policy ......................................................................................C4 C&MA Men’s Ministry District Policy ........................................................................................C5 C&MA Men’s Ministry Local Policy ...........................................................................................C6
OFFICIAL WORKERS (D) Accreditation Interview Guidelines ..............................................................................................D1 Accreditation Interview Notes Abstinence From Addictive Practices By Official Workers of The Christian and Missionary Alliance .........................................................................................................................................D2 Procedure for International Transfer of Pastors............................................................................D3 Application for a Person Transferring From Another Denomination...........................................D4 Alliance Polity Course Guidelines and Information.....................................................................D5 Guidelines for the Ordination/Consecration Mentor ....................................................................D6 Ordination/Consecration Reading List and Required Projects Questions for Ordination/Consecration Ordination/Consecration Evaluation Form for Examination Sample Vows of Ordination Requirements for the Church Ministry Worker License...............................................................D7 Ministry Competency Profile Guidelines .....................................................................................D8 Guidelines for Continuing Education ...........................................................................................D9 Continuing Education Units Report Form Ministry Development Profile Guidelines for Candidating .........................................................................................................D10 Guidelines for Relicensing of Official Workers .........................................................................D11 Definition of Ministerial Categories ...........................................................................................D12
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OFFICIAL STATEMENTS (E) Statement on Abortion .................................................................................................................. E1 Statement on the Definition of Constituted Authority.................................................................. E2 Statement on Homosexuality ........................................................................................................ E3 Statement on Women in Ministry................................................................................................. E4 Statement on Sanctification .......................................................................................................... E5 Statement on Secret Societies/Freemasonry ................................................................................. E6 Alliance Jewish Ministries Manual............................................................................................... E6
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POLICY ON DISTRICT SUPERINTENDENT TRANSITION (BOD 5/94) Church Ministries Policy and Procedure Manual for Districts and Churches, DISTRICTS, Guidelines for District Office Management, Work Evaluation (A23-2), states: Each superintendent is asked to meet with his District Executive Committee in an annual review of work, progress, and productivity. This review should contribute to a better work relationship. It will help to evaluate past work and to set goals for the coming year. A copy of this annual review shall be forwarded to the vice president for Church Ministries. This policy shall be fully implemented. A superintendent can be advised, counseled, or directed by his District Executive Committee to fulfill or correct any area of neglect in his ministry responsibilities. Most differences regarding the superintendent’s work and the progress of the district can be resolved by this review process. If disagreement continues, however, regarding the superintendent’s performance, the District Executive Committee, by a two-thirds vote of its membership, shall request the vice president for Church Ministries to meet with all parties to seek resolution and reconciliation. Seven days prior to this meeting, the District Executive Committee shall deliver to the vice president and superintendent a written performance evaluation approved by a two-thirds majority of its membership. If the vice president for Church Ministries upholds the written performance evaluation and is unable to resolve the difficulty, he may require the superintendent’s resignation with a severance pay of up to three month’s base salary. The superintendent may appeal the decision of the vice president for Church Ministries to the Executive Committee of the Board of Directors which shall have final authority in the matter.
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IMPLEMENTATION POLICIES FOR SENSITIVE ISSUES CONSULTATIVE GROUP (BOD 4/99, rev. 9/99, CMLT, rev.10/03) PART I: THE CHRISTIAN AND MISSIONARY ALLIANCE SENSITIVE ISSUES CONSULTATIVE GROUP The Christian and Missionary Alliance, as a body of believers, recognizes that those who are members of the Church of Jesus Christ must strive to live according to the teachings of the Bible, the Word of God, which establish moral standards for life and conduct. The instructions and standards of both the Old and New Testaments characterize sexual immorality as sin and not to be tolerated within the body of believers. Furthermore, we are instructed to care for the needs of those who are weak, vulnerable, or unable to care for themselves; to provide care and healing to victims of neglect and abuse; and to strive to bring offending persons to repentance and restoration. To support an orderly response to reported incidents of physical, sexual, and psychological abuse in a manner which consistently seeks to promote healing and restoration for both victims and perpetrators of abuse, a Sensitive Issues Consultative Group ("Group") has been established by the Board of Directors as described herein. The Group shall in no way replace the appropriate avenues of formal discipline, but shall be available upon request to consult with and advise administrative areas, pastors, congregations, and/or local and district/field disciplinary committees in situations involving possible abuse or harassment as described below. No member of the Group shall receive compensation for services provided as part of the Group; however, such members shall be entitled to reimbursement of expenses incurred in connection with the provision of such services. The administrative area, pastor, congregation, and/or local and district/field disciplinary committee requesting the services of the Group shall be responsible for such expenses. The Group may receive both initial and periodic training in the area of child and vulnerable adult abuse as well as various forms and types of harassment. Appointment: The Group shall be selected from respected members of the denomination who are experienced with issues of abuse of children and vulnerable adults, and with sexual and other forms of misconduct (including harassment). The members of the Group shall be appointed biennially by the Board of Directors upon recommendation of the president. 1. The president shall recommend no more than seven members to the Board of Directors during the February meeting of the Board for biennial appointment to the Sensitive Issues Consultative Group. 2. The president shall appoint one of the persons appointed by the Board of Directors to the Sensitive Issues Consultative Group to serve as chairperson of the Group.
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Responsibilities: The Group is responsible to do the following: 1. Develop guidelines for the psychological and spiritual care of victims of abuse with the object of promoting healing and restoration. 2. Develop and maintain a current list of qualified professional evaluators for possible use in cases of abuse and harassment, as well as a bibliography of written resources for those who may inquire. 3. Upon the request of one vested with the authority to appoint a Committee on Investigation pursuant to the Manual of the C&MA, the Group may: (a) consult with and advise pastors, congregations, and district/field/church leaders when psychological and spiritual care of victims of abuse is indicated; (b) assist with ongoing psychological and spiritual care of victims of abuse, with healing in a congregation, and with monitoring, oversight, restoration, and/or any return to ministry of offenders following imposition of discipline in cases of abuse and harassment; and/or (c) monitor therapy of victims in relation to spiritual care guidelines on any case in which it has been involved. 4. The chairperson of the Group shall submit regular reports to the Board of Directors through the corporate secretary. The reports shall describe generally the activities of the Group, including a summary of expenses incurred, but shall not include any specific information on particular matters addressed by the Group pursuant to number 3 above. The chairperson of the Group may also report at any time directly to the president on any matter the Group determines appropriate. 5. The Office of the Corporate Secretary shall be the repository of all records and files of the Group. They shall be maintained in a secure manner and made available on a strict need-toknow basis. Operational Guidelines: The Board of Directors shall establish rules of procedure governing the activities of the Sensitive Issues Consultative Group. To the extent applicable and not otherwise specified, the rules of procedure governing activities of the Board of Directors shall apply to the Group. It was recommended that the Sensitive Issues Consultative Group continue the work initiated by the Independent Commission of Inquiry to bring psychological and spiritual healing to victims of abuse at Mamou through the Therapy and Spiritual Care Guidelines. PART II: CHURCH MINISTRIES IMPLEMENTATION POLICIES 1. District superintendents are expected to become familiar with and comply with the above policy. 2. District superintendents will make this policy known to respective churches. 3. District superintendents will oversee adherence to these policies any time a Committee on Investigation is appointed by either the district or a district church. For a current list of members of the Group, contact the Corporate Secretary’s Office.
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APPEAL POLICY FOR CREDENTIALING DIVORCED AND REMARRIED PERSONS (BOD 9/99, CMLT, rev. 10/03, 2/08, 2/10) The following explanation of policy is intended for the use of the district superintendent. A separate page of instructions are available for distribution to the applicant. All of the necessary forms can be accessed at http://called2serve.org/forms.
Preamble “In keeping with our high view of the sanctity of marriage and the family, The Christian and Missionary Alliance expresses its opposition to divorce on any grounds other than scriptural grounds (Malachi 2:16, Matthew 19:9, 1 Corinthians 7:15). Furthermore, The Christian and Missionary Alliance recognizes that a believer’s lack of success in remaining the “husband of one wife” (1 Timothy 3:2) or wife of one husband jeopardizes both his/her Christian witness and his/her ability to exercise church leadership with integrity. As a rule, divorced persons who are remarried and persons married to divorced persons shall not be elected or appointed to national office or be given the C&MA official worker credentials or Christian worker certificates. Exceptions may be made only upon appeal and where the divorce and remarriage were on scriptural grounds (Matthew 19:9, 1 Corinthians 7:15) or occurred prior to conversion” (General Bylaws, Article XII, Section 12.2, “Divorce” The C&MA Manual – Revised Council 2002).
Grounds for Appeal As evident in the General Bylaws of The Christian and Missionary Alliance, divorced and remarried persons or those who are married to divorced persons are not normally considered to be qualified for licensed ministry. However, the General Bylaws do allow for certain exceptions to this common policy. When it appears that the divorce and remarriage have been on “scriptural grounds,” including circumstances when the divorce “occurred prior to conversion,” applicants may be considered for licensing. While the intent of the latter provision is relatively self-evident, the General Bylaws do not explicitly state what General Council understood scriptural grounds for remarriage to be, aside from the parenthetical reference to Jesus’ teaching in Mathew 19 and that of Paul in 1 Corinthians 7:15. These references acknowledge two different grounds for divorce. They each appear to permit remarriage of the offended party (see also the Statement on Marriage—Divorce—Remarriage in the Manual of the C&MA). All appeals for an exception of our general policy forbidding the licensing of divorced and remarried persons or persons married to divorced individuals are to be judged against the criteria adopted by General Council and believed to reflect biblical teaching. The only judgment rendered by Church Ministries concerns whether or not the grounds for an appeal are compatible with these standards. The grounds upon which judgment is made are: a. Divorce and remarriage is permissible when one’s spouse (not oneself) has been guilty of adultery and restoration of the broken marriage vows has become impossible (Matthew 19:9).
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b. Divorce and remarriage is permissible when one’s spouse (not oneself) abandons the marriage (1 Corinthians 7:15). Strict interpretations of this passage suggest that the cause of abandonment is one’s faith in Christ, but abandonment for other reasons has traditionally been recognized as well. c. Divorce and remarriage is permissible if the parties made no profession of faith prior to or at the time of the divorce.
Process Uniform Policy on Licensing and Certification, IV, D, Divorce and Remarriage. Applicants who have been divorced and remarried may be eligible for licensure. Following a preliminary interview with the district superintendent, and upon his recommendation, an applicant may initiate the required appeal process to determine eligibility for license (Manual of The Christian and Missionary Alliance, p. E3-8). In the interests of uniformity in practice among districts, the following procedures for processing an appeal to permit licensing a divorced and remarried person or for a person who is married to a spouse who has been divorced and remarried are established. STEP ONE Applicants can access the necessary forms online at http://called2serve.org/forms. You may print them and give them to the applicant or simply ask them to download and print the forms directly. (In the future we hope to make it possible for all forms to be completed online.) All applicants for ministry for whom an appeal for an exception to the licensing policy regarding divorced and remarried persons may be required shall first complete the— 1. Application for Alliance Ministry Additional instructions: the following sections/documents may be submitted to the district later. a. Section I. Character References b. Section K. Agreement for Ministry c. Doctrinal Questionnaire d. Biographical Inventory e. Transcripts 2. Release of Records and Mediation Agreement If the spouse is the divorced party, he/she should complete the Release of Records and Mediation Agreement also. 3. Divorce Appeal Personal Information Form Applicant and spouse (if he/she has been divorced) should each fill out this form. Whenever it is possible, the name, address, and telephone number of the applicant’s
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former spouse and or the spouse’s former spouse should be provided. If it becomes necessary to contact the former spouse in order to verify circumstances relating to the divorce, we will contact the applicant first to secure permission. Under normal circumstances we do not contact the former spouse. STEP TWO After receiving the completed Application for Ministry, Release of Records and Mediation Agreement, and Divorce Appeal Personal Information Form, the district superintendent and at least one additional representative of the district’s LO&CC shall meet with the applicant to determine general suitability for licensed ministry and to discuss the policy concerning licensing divorced and remarried persons. An initial determination shall be made concerning the applicant’s circumstances. If, in the opinion of the superintendent and the representative of the LO&CC, these circumstances meet the criteria for an exception established by General Council, the district superintendent shall ask the applicant and/or his spouse to submit the following items for the Divorce Appeal (along with a copy of the Application for Alliance Ministry and the Release of Records and Mediation Agreements). 1. Statement of Personal Faith in Christ
A one-page typewritten testimony of his/her spiritual experience, clearly identifying the time of conversion relative to the time of divorce, as well as an assessment expressing personal growth in God’s grace through the circumstances of the divorce and remarriage. If the spouse has been divorced, he/she should submit this statement also. 2. Statement of Biblical Understanding
A one-page typewritten statement which reflects his/her understanding of the biblical basis for divorce and remarriage and an evaluation of the basis upon which the applicant’s request for an exception to policy is justified. If the spouse has been divorced, he/she should submit this statement also. 3. Copy of the Original Divorce Decree(s) 4. Copy of the Current Marriage Certificate 5. References - see Divorce Appeal Reference Form
(Note: The applicant is expected to provide each reference with a stamped envelope preaddressed to the respective district superintendent.) If the spouse has been divorced, he/she should submit the following references also. Pastoral Reference Elder’s Reference Friend’s Reference STEP THREE After reviewing the completed divorce appeal package, the district superintendent will forward all completed documents along with a letter of general recommendation and a statement of the
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grounds upon which the appeal is being forwarded. Any apparent discrepancies should be noted and explained. A checklist of the necessary documents for district office use is found at the end of this policy statement. STEP FOUR After reviewing the information contained in the appeal, the vice president for Church Ministries and the review committee appointed by him will determine whether the request for an exception to policy is justified or not, based upon the criteria adopted by General Council. The decision will be: 1. YOU MAY PROCEED OR 2. YOU MAY NOT PROCEED STEP FIVE YOU MAY PROCEED The district superintendent may continue to process the applicant by securing a finished doctrinal questionnaire, copies of relevant transcripts, etc. and scheduling a full licensing interview with the district’s LO&CC. The applicant’s spouse shall also be interviewed and shall be expected to affirm the C&MA position on divorce and remarriage. a. The district Licensing, Ordination and Consecration Council retains the right at all times to issue licenses for ministry at their own discretion. There are a broad range of issues which must be considered, in addition to the applicant’s marital status. However, the quality of an individual’s family relationships clearly impinge upon one’s ability to serve in pastoral leadership, as Holy Scripture unequivocally states. If the LO&CC entertains doubts about those relationships, it should not issue a license for ministry in the C&MA even if the circumstances surrounding a divorce and remarriage have been judged to meet the criteria established by General Council. b. All files relating to an appeal will be sent back to the district office from which the appeal originated. The divorce appeal should be added to the applicant’s personnel file to become a part of his/her permanent record. c. If the applicant is subsequently approved for licensing under these conditions, the candidate should be informed that the district superintendent is required to disclose the applicant’s marital status to any church governance authority (and, if applicable, the local church search committee) considering him/her as a candidate for ministry. YOU MAY NOT PROCEED The district superintendent should inform the applicant that the divorce appeal was denied. There is no need for the applicant to continue with other aspects of the licensing process. If an appeal has been denied, the LO&CC need take no further action. The district
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superintendent should communicate the decision to the applicant. The decision of Church Ministries is final. All files relating to an appeal will be sent back to the district office from which the appeal originated. If a personnel file is retained in the district office, the divorce appeal should be added to the applicant’s personnel file to become a part of the permanent record.
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Instructions for Applicant(s) Submitting a Divorce Appeal Exception Applicants for ministry in The Christian and Missionary Alliance who have been divorced and remarried or who married a divorced person may be accredited for ministry in the C&MA if the divorce was granted on the basis of scriptural grounds as determined by Gen eral Council. However, an appeal to general policy is necessary. Please note that a separate Divorce Appeal is required for each divorced person in the present marriage relationship, even if only one is making application for ministry. When ALL documents have been prepared, return the completed packet of information to the district superintendent with whom you are working. A full statement of the position of the C&MA on marriage and divorce can be found on the C&MA Web site: www.cmalliance.org. The following URL will take you directly to the statement found in the Manual of the C&MA: https://my.cmalliance.org/resources/publications/manual-cma-2011.pdf.
What Information Do I Need to Provide? You can begin the appeal process by scheduling a preliminary interview with the district superintendent. After receiving preliminary approval from the district superintendent, prepare the following documents and return them to the district office. All of the documents are required for an appeal to be considered. All forms are available online at: http://called2serve.org/forms. 1. Application for Alliance Ministry If you are the divorced party and you are seeking placement in ministry, please photocopy your completed Application for Alliance Ministry. Include the photocopy in your appeal package. It is not necessary at this time to include the Transcript Request Form, Doctrinal Questionnaire, or Biographical Inventory. These forms and the General References may be submitted later to the district. 2. Release of Records and Mediation Agreement Please complete this form. If your spouse is the divorced party, please have your spouse complete the Release of Records and Mediation Agreement, too. 3. Divorce Appeal Personal Information Form Applicant and spouse (if he/she has been divorced) should each fill out this form. Whenever it is possible, the name, address, and telephone number of the applicant’s former spouse and/or the spouse’s former spouse should be provided. If it becomes necessary to contact your former spouse in order to verify circumstances relating to the divorce, we will first contact you to secure permission. Under normal circumstances we will not contact your former spouse. 4. Statement of Personal Faith in Christ Prepare a one-page typewritten testimony of your spiritual experience. Please clearly identify the time of your conversion relative to the time of the divorce and your remarriage. Your testimony should include an assessment of personal growth in God’s grace through the circumstances of the divorce and remarriage. Indicate how your experience has impacted your present martial relationship and your understanding of your relationship with Christ. If your spouse has been divorced, he/she should submit a Statement of Personal Faith in Christ also. 5. Statement of Biblical Understanding Prepare a one-page typewritten statement which reflects your understanding of biblical teaching regarding divorce and remarriage as well as your understanding of biblical standards for leadership. Include a statement of the basis upon which you are making a request for an exception to C&MA policy. If your spouse has been divorced, he/she should submit a Statement of Biblical Understanding also.
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6. Copy of the Original Divorce Decree(s) 7. Copy of the Current Marriage Certificate 8. References – see Divorce Appeal Reference Form Three references must accompany your appeal documents. (The references are not identical to the ones required on the Application for Alliance Ministry.) The reference forms may be downloaded from our Web site. Please provide a stamped envelope addressed to the respective district office along with each reference form. Ask the person completing the reference form to mail it directly to the district office. A reference from each of the following is required.
□ Your pastor □ An elder or an authorized representative of your church’s governance authority. □ A friend who has known you since the time of your divorce and remarriage. (If your spouse has been divorced, he/she will need to submit the above references also.)
What’s Next? The district superintendent will forward your completed documents along with a letter offering his recommendation to the vice president for Church Ministries where your appeal will be prayerfully considered. An Appeals Committee will evaluate your request for an exception to policy based upon the scriptural grounds for divorce and remarriage affirmed by General Council. That is the only judgment rendered by this committee. The Appeals Committee meets monthly. If the Committee believes that your appeal is based upon grounds recognized by Council action, it will be approved. The district superintendent will be informed of the decision and you are free to continue with the remaining steps to be accredited for mi nistry with the C&MA. It is important for you to understand that an approval of the divorce appeal does NOT guarantee that you will be accredited. The district’s LO&CC will take many other factors into consideration when making their decision to accredit a candidate for minis try. If the Committee believes that your appeal does not conform to the grounds recognized by General Council, it will not be approved. The district superintendent will be informed that it is not possible to proceed with the remaining steps for accredited ministry. The decision of the Appeals Committee is final and in keeping with the policies of the C&MA, it may not be reconsidered.
Scriptural Grounds The General Council of The Christian and Missionary Alliance has established the following three criteria upon which an appeal for an exception to our licensing policy may be granted.
Divorce and remarriage is permissible when one’s spouse (not oneself) has been guilty of adultery and restoration of the broken marriage vows has become impossible (Matthew 19:9).
Divorce and remarriage is permissible when one’s spouse (not oneself) abandons the marriage (1 Corinthians 7:15).
Divorce and remarriage is permissible if the parties made no profession of faith prior to or at the time of the divorce (2 Corinthians 5:17).
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Divorce Appeal Personal Information Form □ Applicant
1.
□ Spouse
Last Name
□ Male
□ Female
First
Middle
(Name used if different) 2. 3. 4. 5. 6. 7.
Address
Telephone Number
E-mail address Date of birth Full name of spouse
Date Married
Full name of previous spouse
Date Married
Date Divorced
Present address of former spouse (if known) (Mark correct field with an x).
8.
Do you have children from the previous marriage?
9.
If yes, please provide the names and ages of your children. Name
□ Yes
□ No
Age
10. If you have children from your former marriage, who has custody of the children? (Mark correct field with an x). □ I have custody □ My former spouse has custody □ We have joint custody 11. When did you first profess faith in Christ?
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Divorce Appeal Reference Name of Reference Telephone Number
Date E-mail address has applied for licensed ministry in the C&MA.
Name of Applicant
As a part of that process, he/she has made appeal for an exception to our general licensing policies, which do not allow persons who have been divorced and remarried or who are married to someone who has been divorced to be licensed for vocational ministry. The appeal will be considered on the basis of scriptural grounds as determined by General Council. Your reference will be used by an Appeals Committee to determine if such an exception to policy should be made on the basis of that criterion. Strict confidence is assured.
1.
2. 3.
In what capacity have you known the applicant? (Mark correct field with an x). □ Pastor □ Elder or member of church governance authority □ Friend
□ Family Member
How long have you known the applicant? Did you know the applicant prior to his/her divorce or remarriage?
(Mark correct field with an x).
□ Yes
□ No
If yes, for how long? (Mark correct field
4.
To the best of your knowledge, was he/she a professing Christian at the time of the divorce/remarriage? with an x). □ Yes □ No
5.
To the best of your knowledge, was the divorce granted on scriptural grounds as defined by the General Council of the C&MA? (See next page for a Statement of the Grounds for an Appeal.) (Mark correct field with an x). □ Yes □ No
6.
How would you characterize the applicant’s present relationship with his/her former spouse?
7.
Does the applicant demonstrate appropriate care and responsibility to his/her former spouse and/or any children by the former marriage?
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8.
How would you describe the attitude of the applicant’s present spouse toward the former marriage and/or children of the former marriage?
9.
is the applicant’s present spouse supportive of his/her desire to enter vocational ministry? □ Yes □ No □ Unknown
(Mark correct field with an x).
10. In light of scriptural grounds as understood by the C&MA General Council, and what you know about the applicant’s past and present marriage history, would you recommend this person for licensed ministry in The Christian and Missionary Alliance? (Mark correct field with an x). □ Yes □ No Why or why not?
Signature
Date
Scriptural Grounds The General Council of the Christian and Missionary Alliance has established the following three criteria upon which an appeal for an exception to our licensing policy may be granted.
Divorce and remarriage is permissible when one’s spouse (not oneself) has been guilty of adultery and restoration of the broken marriage vows has become impossible (Matthew 19:9).
Divorce and remarriage is permissible when one’s spouse (not oneself) abandons the marriage (1 Corinthians 7:15).
Divorce and remarriage is permissible if the parties made no profession of faith prior to or at the time of the divorce (2 Corinthians 5:17).
A more complete Statement on Marriage—Divorce—Remarriage can be found in the Manual of The Christian and Missionary Alliance. To access the statement directly just type the following URL in your browser and hit “enter.” https://my.cmalliance.org/resources/publications/manual/2011/h02.pdf
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C&MA Divorce and Remarriage Appeal Checklist for Districts NAME OF APPLICANT(S): DATE FILE STARTED: [Forms may be located at http://called2serve.org/forms or in the Policy & Procedure Manual for Districts and Churches.]
Copy of Application for Alliance Ministry. (General References, Doctrinal Questionnaire, Biographical Inventory, Transcript Request, and Agreement for Ministry may be submitted later to the district.)
Release of Records and Mediation Agreement. ( From spouse who has been divorced.)
Divorce Appeal Personal Information Form. ( From spouse who has been divorced.)
Statement of Personal Faith in Christ. A one-page typewritten testimony of the applicant’s experience, which clearly identifies the time of conversion relative to the time of divorce. The statement should include an assessment of personal growth in God’s grace through the circumstances of the divorce and remarriage. ( Statement from spouse who has divorced.)
Statement of Biblical Understanding. A one-page typewritten statement which reflects the applicant’s understanding of biblical teaching regarding divorce and remarriage as well as understanding of biblical standards for leadership. Included should be a statement of the basis upon which the applicant is making a request for an exception to C&MA policy. ( Statement from spouse who has been divorced.)
Copy of the original divorce decree(s).
Copy of the current marriage certificate.
Reference from the applicant’s current pastor. ( Reference for spouse who has been divorced.)
Reference from an elder or an authorized representative of the applicant’s church governance authority. ( Reference for spouse who has been divorced.)
Reference from a friend who has known applicant since the time of his/her divorce and remarriage. ( Reference for spouse who has been divorced.)
District superintendent reviews materials and adds a letter of general recommendation and a statement of the grounds upon which the appeal is being forwarded. Appeal package is sent to the vice president for Church Ministries. Any discrepancies should be noted and explained.
The vice president for Church Ministries/review committee consider appeal and return documents to district superintendent. If the appeal is denied, the LO&CC need take no further action.
If the appeal is approved to proceed, the district superintendent may continue to process the applicant by securing a finished doctrinal questionnaire, copies of relevant transcripts, and general references, etc.
A full licensing interview with the district’s LO&CC is scheduled.
Applicant’s spouse shall be interviewed and shall be expected to affirm the C&MA position on divorce and remarriage.
If applicant is approved by LO&CC, district superintendent will disclose the applicant’s marital status to any church governance authority (and, if applicable, the local church search committee) considering him/her as a candidate for ministry.
Appeal Policy for Credentialing
A3-11
2012 Edition
2012 Edition
A3-12
Appeal Policy for Credentialing
PROCEDURE FOR DIVISION OF A DISTRICT (P.C. 6/86, CMLT, rev. 10/03)* 1. Consideration for division will be given to a district having seventy-five or more accredited churches. 2. The District Executive Committee shall recommend to Church Ministries, with supporting data, a plan for district division which shall include an equitable division of district assets (including capital accounts, loan funds, campgrounds, and other properties) in proportion to the number of churches in the proposed district. 3. Upon approval of Church Ministries, a recommendation for district division shall be submitted to District Conference for adoption. 4. Upon approval of the District Conference, a recommendation will be forwarded to the Board of Directors. If approved, the Board of Directors will define the new district boundaries. 5. The District Executive Committee in consultation with the vice president for Church Ministries shall present to the Nominating Committee of District Conference a nominee for associate superintendent. Should the nomination be unacceptable to the Nominating Committee, it should be referred back to the District Executive Committee and they shall submit the name of another person for nomination. The vote of District Conference shall be by ballot and shall be affirmative or negative with respect to the name presented. The associate superintendent shall be elected by District Conference for a three-year term. 6. The associate superintendent shall be amenable to the District Executive Committee and work under the supervision of the district superintendent. 7. The associate superintendent’s salary shall be at the same level as that of an assistant district superintendent, as established annually by the vice president for Church Ministries. 8. Housing and administrative costs for the transition in setting up a new district shall be the responsibility of the district. 9. A new district shall become autonomous after a three-year transition period as follows: YEAR 1 The associate superintendent shall have administrative responsibility over the specific geographic area to which he is assigned, including pastoral placement, church planting, and missionary tours. The district treasurer shall establish separate funds for receipts and administrative expenditures of district operating budget, church planting, and missionary tours. YEAR 2 An Administrative Committee shall be formed composed of the superintendent, associate superintendent, three persons from the established district, three persons from the proposed district appointed by the District Executive Committee, and the vice president for Church
Procedure—Division of District
A4-1
2012 Edition
Ministries, or his appointed representative, who shall serve as chairman. YEAR 3 The Administrative Committee shall prepare for the first District Conference as follows: 1. Determine the location of conference. 2. Appoint a Committee on Nominations that shall function prior to the first conference, a Committee on Credentials, and a Committee on Finance. 3. Prepare resolutions for District Conference as follows: a. The adoption of the District Constitution. b. A recommendation to incorporate as a nonprofit religious organization. c. The location of district headquarters. d. The authorization to purchase a parsonage and to finance the same. e. The appointment of a committee to draft bylaws for presentation to the next District Conference. f. The appointment of a Budget Committee to present to District Conference the budget for the first year of operation. 4. In the event a new district has not developed by the end of the three-year period, it is understood that this program is terminated. *Also see Section E-1, Church Ministries, Manual of The Christian and Missionary Alliance.
2012 Edition
A4-2
Procedure—Division of District
PROCEDURE ON PASTORAL TRANSITION (BOD 5/94, rev. 10/96) Preamble The Scriptures describe the relationship of a pastor to a congregation in the metaphor of a shepherd and his sheep (Acts 20:28). Normally, a pastor and his congregants will establish a bond of reciprocal affection. Occasionally, however, a conflict may arise in the relationship due to differences of conviction, practice, or direction. If the conflict persists, the church leadership may request a pastoral change. Scripture counsels us to handle conflict by a process described in Matthew 5:23, 18:15-20; and Galatians 6:1-4. We are urged to practice self-examination and loving evaluation (1 Cor. 10:1217), and to adopt attitudes of impartiality and fairness (Phil. 2:1-5). The principles of loving the brethren, understanding an adversary, heeding the counsel of mature Christian leaders, and coming under the authority of those over us in the Lord are indispensable in all church matters, but especially in handling a pastoral change. These guidelines provide for an objective hearing of matters that could result in a pastor’s dismissal. Because of his position, the pastor needs both an appropriate means of responding to the allegations(s) leveled against him and protection from sudden dismissal. Scripture, directly and indirectly, supports such procedures (Matthew 18:15-20; 1 Tim. 5:19). All sides in a dispute should seek “the wisdom that comes from above” and apply it with Christian grace. The following statements give guidance to the local church and district leadership for graciously terminating a relationship with a pastor. Preventative Steps Preventing future conflicts can be aided by beginning the pastor/governance authority relationship on a sound basis. Therefore, the governance authority and a pastoral candidate must reach a mutual agreement as to their working relationship. 1. Standard forms are provided by Church Ministries to each district office for developing a mutual agreement between the governance authority and pastoral candidates during the search process. 2. One form is entitled “Alliance Church Governance Authority Pastoral Expectations Profile.” The governance authority uses this form to write out its assumptions and expectations concerning the next pastor of the church. It can be used to evaluate the compatibility of vision, purpose, and priorities between the church leadership and pastoral candidates. 3. The second form, “Alliance Pastoral Candidate Expectations Profile,” is used by the candidate to express his philosophy of church ministry, his leadership style, his expectations of lay leadership, and to assess his personal ministry strengths and gifts. For the superintendent and church governance authority, the purpose is to find out the degree to which the candidate and church are likely to be compatible.
Procedure—Pastoral Transition
A5-1
2012 Edition
4. The forms are reviewed by the district superintendent as part of his candidate-screening process. 5. The contents of the two forms are to be discussed by the governance authority and the candidate in an effort to determine whether there is compatibility of vision, purpose, style, and priorities. 6. The third form, “Alliance Pastoral Ministry Description Procedures,” is a ministry description which is used when the governance authority and the candidate reach mutual agreement. It states their shared vision and the pastor’s ministry priorities. It also defines the starting salary, housing, and insurance provisions, benefits, personal days, vacation, and time allotted for other commitments such as General Council, District Conference, district camps, speaking engagements, study leave, and district or denominational responsibilities. 7. Before any candidate may be called, the ministry description must be approved by the candidate, the governance authority, and the district superintendent. When a pastor is called and appointed, a copy of the ministry description is kept on file at the district office. Regular review of the pastor/governance authority relationship is essential thereafter. 8. The district superintendent shall instruct pastors regarding the proper resignation procedures. Pastoral Transition Steps Many conflicts can be resolved through personal adherence to and application of New Testament principles. It is appropriate for lay leaders to show an attitude of submission to and respect for the authority of the pastor as God’s anointed servant. However, it is also proper for lay leaders to graciously and lovingly review a pastor’s ministry. If after such a process, unresolvable issues persist, the following procedure should be implemented: 1. The governance authority may not take any action to terminate a pastor before consulting with the district superintendent regarding the problem and receiving his counsel and direction. 2. If this first step of intervention does not resolve the issue, the district superintendent shall request that a written statement of grievances be submitted to the pastor and district superintendent. The pastor shall be given opportunity to give a written response. 3. Upon receipt of the written statement, the district superintendent shall call the pastor, the elders, and the governance authority to meet with him. They shall discuss the statement of grievances and the pastor’s response. All parties shall seek to understand the substance of the difficulty and resolve it. They shall purpose to develop a specific strategy to resolve the situation over a period of time not to exceed three months. During this time, the superintendent or his appointed representative shall meet each month with the governance authority, the elders, and the pastor for prayer, review, evaluation, and reconciliation. 4. If reconciliation cannot be reached in this three-month period, the district superintendent may suggest that the pastor exercise his option to resign. If the pastor does not do so, the governance authority in consultation with the district superintendent may at this time request the resignation of the pastor. 2012 Edition
A5-2
Procedure—Pastoral Transition
5. In either case, if the pastor’s ministry is terminated, the governance authority shall set a time for the completion of the pastor’s ministry, in consideration of all the circumstances and with the consent of the district superintendent. The arrangement shall include the following items in the minutes of a duly-called meeting of the governance authority: a. The final date of the pastor’s relationship with the church. b. The length of time for salary and benefits to continue. c. The date on which the parsonage (if provided) is to be vacated. d. Arrangements for a farewell, to be determined by the governance authority. e. The satisfaction of all financial or other obligations between the pastor and the church. 6. The superintendent shall give a copy of these minutes to the pastor and place a copy in the district’s files. 7. The governance authority and the district superintendent shall determine the extent to which and the manner in which the congregation shall be informed of this action. Note: This procedure can be applied flexibly according to the discretion of the superintendent.
Procedure—Pastoral Transition
A5-3
2012 Edition
ALLIANCE CHURCH GOVERNANCE AUTHORITY PASTORAL EXPECTATIONS PROFILE Instructions: The governance authority uses this form to write out its assumptions and expectations concerning the next pastor of the church. It is discussed first with the district superintendent and then with all pastoral candidates. The purposes are: 1. To help the church leadership identify and evaluate their assumptions and expectations concerning their next pastor in conjunction with the district superintendent. 2. To evaluate compatibility of vision, purpose, and priorities between the church leadership and pastoral candidates. 3. To lay the basis for a ministry description mutually agreeable to the church leadership, the district superintendent, and the new pastor. Church___________________________________________
Date____________________
I. MINISTRY PRIORITIES It is vital for church leadership to identify and agree upon the order of ministry priorities it desires in a new pastor. These will define the use of his time and energy. From the following list of pastoral ministries state the top seven in the order of importance to your governance authority. (If your board suggests consideration of other priorities, add them to the right column before listing the top seven.) 1. _________________________
Adding pastoral staff
2. _________________________
Administration
3. _________________________
Building Program
4. _________________________
Counseling
5. _________________________
Discipleship
6. _________________________
Evangelism
7. _________________________
Missions Promotion Prayer Preaching Teaching Visitation
2012 Edition
A5-4
Procedure—Pastoral Transition
II.
RELATIONSHIP TO THE GOVERNANCE AUTHORITY
To establish a strong bond, both pastor and governance authority must understand their respective roles. This relationship is outlined in the “Constitution for Alliance Churches” in the Manual of The Christian and Missionary Alliance: The senior pastor shall have oversight of this church. He shall be chairman of the governance authority except as he may choose to proceed according to the provisions in Article VI. He shall preside at all regular or special meetings of the church membership. He is a member ex officio of all church committees and organizations. When the membership has no pastor, the chairman or vice chairman of the governance authority shall have oversight of the church in conjunction with the district superintendent. The senior pastor shall be the president of this church where such office is required by law.—Article IX, Section 1, Senior Pastor (A5) It further states: The governance authority shall conduct the affairs of the church between annual meetings and is amenable to the congregation and the district superintendent as constitutionally defined . . . An elder shall be elected to serve as vice chairman. The governance authority shall hold monthly meetings for prayer and business, and shall report to the church monthly, or as the church may decide.—Article V, VII. Discuss and then write out how you expect to fulfill this leadership role.
Explain how you will resolve differences in leadership direction with your pastor.
Procedure—Pastoral Transition
A5-5
2012 Edition
ALLIANCE PASTORAL CANDIDATE EXPECTATIONS PROFILE Instructions: The right fit between pastor and church is essential to an effective and fruitful church ministry. For the pastoral candidate, the purpose of this profile is to describe himself and the emphases of his ministry. For the superintendent and church governance authority, the purpose is to find out the degree to which the candidate and church are likely to be compatible. Please answer the following questions candidly. This profile will be an important component in the candidating process. Candidate_________________________________________
Date_____________________
I. DESCRIPTION OF MINISTRY What are the major priorities of your pastoral ministry?
What should be the major priorities of an Alliance church that you pastor?
How would you go about establishing these priorities?
2012 Edition
A5-6
Procedure—Pastoral Transition
II.
PERSONAL ASSESSMENT
Describe your personal talents, strengths, and character strengths:
Describe your ministry strengths:
What do you consider to be your weakness(es)? How do you deal with it (them) in ministry?
III. MINISTRY STYLE How do you structure your time to balance ministry, home, and personal life?
Do you have any strong preferences in worship style or music style?
Procedure—Pastoral Transition
A5-7
2012 Edition
Describe your leadership style:
How do you handle opposition and/or criticism?
Describe your preaching style:
Are there other characteristics about you, your ministry, or your family that you want the governance authority to know? If so, please explain:
2012 Edition
A5-8
Procedure—Pastoral Transition
ALLIANCE PASTORAL MINISTRY DESCRIPTION PROCEDURE Purpose: This document expresses the agreement of three parties (governance authority, pastor, and district superintendent) concerning the ministry of the pastor. It establishes the basis of the working relationship that will develop between the pastor and the church leadership. Therefore, signatures at the bottom indicate that all parties are satisfied with the details and have consented to them. If in the future the parties disagree concerning the pastor’s ministry, this description will be used as the basis for evaluation and adjustment of his ministry. Church_______________________________________________________________________ Pastor________________________________________________________________________ Superintendent_________________________________________________________________ I. VISION AND PRIORITIES The shared vision of the pastor and the governance authority for this church is . . .
The highest priorities of the ministry of this church are . . .
In order, the top seven priorities of the pastor’s ministry are . . . 1. ______________________________________________________________________ 2. ______________________________________________________________________ 3. ______________________________________________________________________ 4. ______________________________________________________________________ 5. ______________________________________________________________________ 6. ______________________________________________________________________ 7. ______________________________________________________________________
Procedure—Pastoral Transition
A5-9
2012 Edition
Other expectations that we share concerning our relationship are . . .
II. PASTORAL CARE ARRANGEMENTS Salary
____________________
Other Remuneration
____________________ ____________________ ____________________ ____________________ ____________________ TOTAL
____________________
Vacation days
____________________
Other personal days, holidays
____________________
Camp Days, speaking engagements, etc. ____________________ District Conference/Council committees ____________________ Pastor’s retreat, Continuing Education
____________________
Other arrangements . . .
Signatures: __________________________________ ___________________________________ __________________________________ ___________________________________ __________________________________ ___________________________________ __________________________________ ___________________________________
2012 Edition
A5-10
Procedure—Pastoral Transition
PROCEDURE FOR EXERCISING ASSOCIATE DISTRICT MEMBERSHIP OPTIONS FOR LOCAL CHURCHES (P.C. 10/92) 1. Local churches have the option of requesting associate membership in the district where they are located or the district with which many of their members have a cultural affinity for the purposes of: a. Multicultural fellowship of believers b. Mutual fellowship and encouragement of pastors c. Coordination of ministries in the local community 2. The administrative responsibility and general oversight of the ministry as well as the licensing of pastoral staff is the responsibility of the district where the church is a full member. 3. Churches holding associate membership in a district have the privilege of sending delegates to participate in the annual District Conference, including the right of discussion and debate, but delegates may vote only in the district of their full membership. 4. Requests for associate membership shall be addressed in writing to the superintendent of the district with which a church wishes to become an associate member, with copies to the superintendent of their own district and to Church Ministries. The district office shall send a copy of its acceptance to Church Ministries and a copy to the other district.
Procedure—Exercising Assoc. District Membership
A6-1
2012 Edition
2012 Edition
A6-2
POLICY REGARDING RECOGNIZED CHURCH NETWORKS IN CHURCH MINISTRIES (CMLT/DLF 11/10; PC 1/11) Church Networks may be defined as voluntary groups of C&MA churches that communicate and work together across district boundaries for advancement of a common purpose such as church planting, children’s ministries, Christian camping, deeper life teaching, prayer, etc. Although the two may have somewhat similar goals, a Recognized Church Network is distinguished from an Association of Churches by its informal rather than formal structure. All member congregations shall relate administratively to the district in which the local church is located. Recognition: Church Networks may be recognized by petitioning the vice president for Church Ministries. Recognition shall be granted on the basis of the following criterion: 1. A clearly defined purpose consistent with the C&MA mission and vision. 2. Commitment by Network participants to participate in and cooperate with district entities to further the purposes of the Network. 3. Ability to provide financing as needed to support activities of the Network. 4. Willingness to comply with standard reporting requirements for all financial transactions and ministry activities. Membership: Churches may become members in a Network by indicating their desire to do so to the Network leadership and the district superintendent, and by maintaining active participation in and support for Network activities and ministries. Leadership: Leadership for the Church Network shall be selected as agreed upon by Network participants and approved by the vice president for Church Ministries. Meetings: Network leadership shall be free to arrange such meetings of its participants as deemed necessary or productive to further the ministry purposes of the Network. The vice president for Church Ministries shall be properly notified of all meetings which shall be open both to the superintendent (or his representative) of the districts represented in the Network and to the vice president for Church Ministries (or his representative).
Policy—Recognized Church Networks
A7-1
2012 Edition
2012 Edition
A7-2
PROCEDURE REGARDING TERMINATION PAY For administrative personnel elected by Council, Board of Directors, or President’s Cabinet, including district superintendents and assistant district superintendents (P.C. 1979, rev. 1990, 2000) 1. If a district superintendent resigns to take another position, he shall receive no terminal pay. Vacation time earned within the calendar year will be prorated. (P.C. 1977, p. 55; 1979, p. 4) 2. When a person is without employment due to: (1) not being reelected, or (2) termination of limited tenure, or (3) the vice president's decision not to retain him on the administrative staff, or (4) for health reasons, he shall receive not more than three months' terminal pay. (P.C. 1985, p. 1; BOD 1988, p. 722) If a district superintendent is not reelected at District Conference, it is understood that the months of October, November, and December shall be used to actively seek placement. It is expected that a new assignment will begin on January 1. In the event the superintendent is not placed by January 1 and he is without other employment, he shall receive terminal pay up to three months, however, it will cease immediately upon his being employed. He shall be responsible, however, for his own health plan benefits and housing. (P.C. 1990, p. 221) 3. If a district superintendent retires immediately after termination, he shall receive one month's salary for every three years served, up to a maximum of three months' salary as terminal pay. However, it will cease immediately upon his being employed. The minimum shall be based on three years and all time served above that shall be prorated by the above schedule. Housing, vacation, health plan benefits, and other benefits are not included in terminal pay. (P.C. 1990, p. 221) 4. This same provision shall apply to the benefit of a widow of a district superintendent who dies in office.
Procedure—Termination Pay
A8-1
2012 Edition
2012 Edition
A8-2
DISASTER RESPONSE PROCEDURE The Christian and Missionary Alliance (P.C. 9/99, CMLT, rev. 10/03) Forward: A Christian response to people caught in the devastation of a disaster is biblical. It also fits within the C&MA Mission Statement at several points:
It “exalts” the Savior by demonstrating a changed life; the Sanctifier by revealing practical compassion and sacrificial service; the Healer by applying a balm in physical suffering; and the Coming King by contributing to completing the Great Commission by opening hard-to-enter communities.
It provides an opportunity to share the source of the hope within us while helping hurting people.
It calls Alliance people to demonstrate their faith and develop compassion in practical inservice discipleship.
Other reasons for helping in disasters include:
It is always right to help people in need in the name of Jesus.
Believers need a vehicle through which they can help.
Helping in a disaster situation frequently leads to church-planting opportunities.
The presence of the C&MA in disaster situations builds confidence and credibility among its constituency and peers.
I. PROLOGUE The Christian and Missionary Alliance will denominationally respond to national and international disasters as a part of its ministry and within the scope of its Mission Statement. The C&MA recognizes the needs of such affected peoples, the responsibility of Alliance believers to open their hearts in compassion, and the opportunities presented for evangelism and church planting. II. DEFINITIONS A. Disaster: Disaster is defined as both natural and man-made traumas that exceed the response capability of the local community. These disasters would either include major loss of life and personal/public property damage affecting the C&MA family or people and locations deemed to have strategic importance for C&MA ministry purposes. B. Disaster Response Team (DRT): A Disaster Response Team is defined as a team of select National Office people and/or appointed individuals who may be deployed to the scene of a disaster to assess the needs, gather data to formulate a Disaster Response Plan, and provide immediate relief to preserve life. This Team shall consist of a project manager, a regional or district representative, a local pastor or missionary (when available), and appropriate communication personnel.
Procedure—Disaster Response
A9-1
2012 Edition
C. Disaster Response Plan (DRP): A Disaster Response Plan is defined as an action plan that will provide all of the response efforts necessary to a specific disaster. D. Partnerships: Partnerships are defined as supporting ministries/agencies that may be engaged to assist in the outlined Disaster Response Plan. The partnerships include, but are not limited to:
Alliance Women Ministries
C&MA Men’s Ministry
World Relief
World Vision
Other appropriate agencies
III. CRITERIA FOR A DISASTER RESPONSE TEAM INTERVENTION A. Church Ministries will respond and provide intervention based on one or more of the following criteria in keeping with general guidelines: 1. More than one district is affected. 2. Over ten churches in a given district are destroyed or significantly damaged. 3. Both International Ministries’ and Church Ministries’ defined areas are affected. 4. Local governmental authorities have requested assistance. 5. Partner organizations (e.g., World Relief, World Concern, World Vision, etc.) have requested assistance in distribution of relief. 6. The president of the C&MA directs immediate intervention. B. International Ministries will respond and provide intervention based on the following criteria in keeping with general guidelines: 1. One or both of the following criteria need to be met before CAMA Services initiates a disaster response effort: a. The disaster has caused major loss of life and/or property (250 plus deaths/$500,000 worth of property damage) to Alliance constituents and the communities they serve on designated C&MA mission fields. b. The disaster has caused major loss of life and/or property damage (500 plus deaths/$1,000,000 worth of property damage) in an area deemed strategic to the advance of The Alliance missionary effort. 2. In either of the above cases, the size of the CAMA Services’ response will be determined by the degree to which other evangelical agencies are involved in the effort. 3. The availability of a reliable distribution infrastructure and the ability to monitor the expenditure of funds will further determine the scope and nature of CAMA’s response. In some instances, we may choose to work through another evangelical agency which has the ability to address the above two concerns.
2012 Edition
A9-2
Procedure—Disaster Response
IV. GENERAL RESPONSIBILITIES A. International Ministries: Response to disasters in areas of the world under the defined ministry of International Ministries will be determined by the vice president for International Ministries in conjunction with the president. Further, the vice president for International Ministries will appoint a project manager and regional representative for each Disaster Response Team and approve the Disaster Response Plan. To assure continuity of operations, consideration should be given to using the same project manager to lead each Disaster Response Team. B. Church Ministries: Response to disasters in any area of the United States, Puerto Rico, and the Bahamas under the defined ministry responsibility of Church Ministries will be determined by the vice president for Church Ministries in conjunction with the president. The vice president for Church Ministries will appoint a project manager and regional representative for each Disaster Response Team and approve the Disaster Response Plan. To assure continuity of operations, consideration should be given to using the same project manager to lead each Disaster Response Team. C. Development: The vice president for Development will appoint appropriate communications person(s) to serve with each Disaster Response Team. Further, the vice president for Development will assume responsibility for approving and implementing funding and communication strategies. D. Operations/Finance: The vice president for Operations/Finance will establish a separate Disaster Relief Fund. Further, the vice president for Operations/Finance will monitor subsequent disbursements according to the Disaster Response Plans, and will assure the standards of FSAB 116/117 are met and that appropriate statements are included in all letters and/or other media soliciting funds for disaster relief. E. Disaster Response Team: The Disaster Response Team will consist of the following personnel who are appointed by their respective vice presidents: project manager, regional representative, local pastor or missionary, and appropriate communication persons. F. Project Manager: The project manager will lead the Disaster Response Team, provide oversight to the regional representative, visit with local and national government personnel, coordinate with other relief organizations, and facilitate the preparation of a Disaster Response Plan. Also, the project manager will recommend when and where funds will be released subject to prior approval of the respective vice president. V. DISASTER RESPONSE TEAM When deemed appropriate by the respective vice president, a Disaster Response Team may be formed and deployed to the affected area(s). The Disaster Response Team, under the leadership of the project manager, will ascertain the facts for formulating a Disaster Response Plan. If the nature of the disaster dictates immediate financial assistance, the project manager is authorized to commit up to $50,000 as directed by the president for immediate, on-site disbursement through the respective regional representative. In the event of multiple disasters, the president will work directly with the project manager of each Disaster Response Team to determine budgetary
Procedure—Disaster Response
A9-3
2012 Edition
considerations. The basis for an immediate disbursement should be in keeping with lifesaving/sustaining assistance. A. The Disaster Response Team shall meet at the call of the respective vice president or the project manager to consider a response opportunity. B. Following the decision to respond, the Disaster Response Team will be authorized to deploy an on-site assessment team. C. The project manager shall provide a written report to the respective vice president within 48 hours after each Disaster Response Team intervention and/or meeting. D. The project manager shall oversee the development of the Disaster Response Plan, including a budget and the specific role of each member. VI. DISASTER RESPONSE PLAN A. The project manager will oversee the design of all Disaster Response Plans. The final plan will be submitted to the respective vice president for approval. B. The Disaster Response Plan design shall be in conformity with the Mission Statement of The Christian and Missionary Alliance and insofar as possible reflect the ministry priorities of the mission field or district in which the disaster is located. C. It is assumed that short-term evangelism and other spiritual ministry opportunities are usually present in any disaster situation. Each Disaster Response Plan shall contain suggested methods and/or strategies to take advantage of these opportunities. D. Disaster Response Plans will include a strategy for fundraising and media communication and will be submitted to the vice president for Development or his designee for approval and implementation. E. The Disaster Response Plan will also take into account the human and material resources available through Alliance supporting organizations such as the Alliance Women Ministries, C&MA Men’s Ministry, and fraternal groups. F. The Disaster Response Plan shall focus on the short-term compassionate relief of the affected people. Long-range development, evangelism, and church planting are not a primary part of a Disaster Response Plan. VII. DISASTER RESPONSE PLAN IMPLEMENTATION A. After the immediate relief grants and assessment, the project manager will present a recommended Disaster Response Plan to the respective vice president for review and confirmation. B. The respective vice president shall oversee the implementation of all Disaster Response Plans through the project manager.
2012 Edition
A9-4
Procedure—Disaster Response
VIII. ACCOUNTING A. A Disaster Relief Fund in the amount of at least $100,000 will be maintained. B. Advance grants from the Disaster Relief Fund shall be made a part of the proposed project budget to ensure repayment. C. All administrative costs incurred from the Disaster Response Team or by the administration of the Disaster Response Plan may be paid from the individual project contributions. D. The use of residual designated contributions to each specific disaster may be redirected to other relief efforts. To assure compliance with FASB 116/117, the vice president for Operations/Finance will recommend a specific compliance statement for inclusion in each fund-raising appeal. E. Each disaster will be accounted for as a separate project and the account will remain open for six months after the close of the project. F. Contributions designated for any disaster will retain that designation for three months following the close of the project. Unused funds from any disaster appeal shall be placed in the Disaster Relief Fund as undesignated capital.
Procedure—Disaster Response
A9-5
2012 Edition
2012 Edition
A9-6
Procedure—Disaster Response
PROCEDURE GOVERNING THE PROVIDENT FUND (P.C. 6/99) Inasmuch as you have done it unto one of the least of these my brethren, you have done it unto me (Matt. 25:40). 1. The Provident Fund has been established to assist official workers in times of extraordinary adversity such as fire loss, bereavement, desertion, and major illness. 2. The Provident Fund is not intended to provide assistance to official workers with retirement benefits. 3. All applications shall be processed on the proper form through the district superintendent/ district director and be submitted to the vice president for Church Ministries. 4. The Church Ministries Leadership Team shall consider each application and shall be authorized to disburse funds according to the priority of need. 5. When a grant is approved, a check shall be requisitioned by the vice president for Church Ministries and sent to the district superintendent/district director to present to the recipient on behalf of The Christian and Missionary Alliance, noting that the funds come from the offering received at General Council during the communion/healing service. 6. The vice president for Operations/Finance shall report to the President’s Cabinet quarterly and to the Board of Directors annually regarding the Provident Fund.
Procedure Governing the Provident Fund
A10-1
2012 Edition
PROVIDENT FUND GRANT REQUEST FORM Request for a grant from the Provident Fund must be processed on this form and sent directly to the vice president for Church Ministries. ****************************************************************************** 1. A Provident Fund grant is requested for (name)
2. Nature of the emergency:
3. Estimated cost of emergency: $_____________ 4. Present assignment of official worker: Date official worker began ministry in the C&MA: 5. Please list family members: 6. What assistance has the local church given to the applicant? 7. What assistance has the district given to the applicant? 8. Are you aware of any additional financial assistance? ___ Yes. Source of assistance: ___ No. 9. What amount is recommended to meet the immediate emergency? $ 10. Does the emergency demand one grant or monthly payments? 11. Please note any additional information that would be helpful to the committee in making its decision.
(Date)
(District Superintendent/District Director)
4/87
2012 Edition
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Procedure Governing the Provident Fund
ENDORSING PROCEDURES FOR CHAPLAINS IN VETERANS ADMINISTRATION, CIVIL AIR PATROL, NATIONAL GUARD, AND RESERVES (CMLT, rev. 10/03) Scope: This procedure applies to all Alliance district superintendents and district official workers desiring to serve in one of these categories. Background: Chaplains in the Veterans Administration, Civil Air Patrol, National Guard, and Reserves are all serving in part-time federal roles. A district superintendent licenses them to their primary ministry. To serve in one of these categories, they must be endorsed in the same manner as an active duty military chaplain. Under Department of Defense regulations, this authority is granted to a single endorser for all denominations. Since they are first licensed by a district superintendent and since Church Ministries (CM) has separated the non-federal chaplain ministries from the federal chaplain ministries, these special procedures are designed to facilitate ministry by Alliance personnel in these categories. Procedures: 1. Alliance official workers who are currently licensed by a district superintendent to a district ministry and who desire to serve in one of the above categories must first discuss the opportunities with their district superintendent. 2. District superintendents will evaluate the chaplain ministry opportunity in the light of the worker’s current local church ministry. If the two assignments appear to be compatible, the district superintendent will contact the CM executive director for Alliance Chaplain Ministries (Federal Endorser) and request that an appropriate endorsement be processed. 3. The CM executive director for Alliance Chaplain Ministries will review the federal criteria for these positions with the district superintendent. If the worker meets the necessary criteria, and upon the recommendation of the district superintendent, the endorser will prepare the necessary endorsement on DD Form 2088 and mail it to the appropriate federal office. 4. The district superintendent will continue to monitor the district ministry of this person, requiring an annual report of their federal ministry activities as part of the license-renewal process. 5. If the CM executive director for Alliance Chaplain Ministries receives information from the district superintendent or the respective federal agency that indicates unsatisfactory ministry performance, the executive director will revoke the endorsement. A copy of the revocation will be provided to the district superintendent. 6. These procedures will also be followed when a federal endorsement requires periodic updating. 7. All records created for personnel in this category will be maintained in the official personnel records in the respective district office. Copies of records and reports pertaining to military duties, ministry, and training should be kept at the office of the executive director for Alliance Chaplain Ministries.
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8. When National Guard and/or Reserve Chaplains are activated for federal service for a period longer than 45 consecutive days, they should report directly to the CM executive director for Alliance Chaplain Ministries. The executive director will keep in close contact with the district superintendent and monitor the extended federal activation. A final report for extended activation should be sent directly to the executive director for Alliance Chaplain Ministries following the service or deployment. A copy of this report should be sent to the district superintendent.
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Endorsing Procedures for Chaplains
PROCEDURES FOR CHRISTIAN WORKER CERTIFICATES (BOD 10/03) Districts or local churches may issue the Christian worker certificate to qualified persons in accordance with the procedures established by Church Ministries and approved by the Board of Directors of The Christian and Missionary Alliance. 1. A Christian worker certificate may be given to those appointed to specific, long-term ministries which are an extension of a local church and which, although not qualifying them for an official worker license, merit recognition (jail or prison, hospital, nursing home, city mission, etc.). 2. The certificate issued by the superintendent shall have the approval of the district LO&CC, on the recommendation of the pastor and governance authority. When the ministry does not come under the direct supervision of the local church, the District Executive Committee may make the recommendation. 3. The person who holds a Christian worker certificate shall provide a written report annually to the local church pastor and governance authority and to the LO&CC through the district superintendent. 4. The Christian worker certificate shall be renewed annually based upon recommendation of the pastor, governance authority, and the district superintendent.
Procedure—Christian Worker Certificates
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PROCEDURE FOR MISSIONS CONFERENCES TOUR PERSONNEL (CMLT, rev. 10/03) MISSIONS CONFERENCE: The Christian and Missionary Alliance sponsors a missions conference annually in each of its churches. You will be assigned to two missions conference tours, fall and spring, which can run from six to nine weeks in length. Summer conference ministry requests come directly to you from the districts. CERTIFICATION PROCESS: Your name is certified for missions conference tour ministry by International Ministries (IM), and then sent to the Office of Missions Mobilization (OMM), Church Ministries (CM). OMM is responsible for tour assignments. These are usually determined a year in advance in order for the districts and churches to be able to prepare well. Thus, they are not easily adjusted. MISSIONS CONFERENCE TOUR ASSIGNMENTS: OMM assigns personnel for these tours to the various districts. When making these assignments, if possible, we assign husbands and wives to the same district. However, there are many variables taken into consideration when the assignments are made, such as home assignment residence location and proximity to home district, return dates to field, additional requests for ministry besides tour, the avoidance of same-field representation in previous years, and verification of previous tour assignments. The district superintendent approves the assignment. You are then informed of your tour assignment. The district superintendent, working with the local pastors, establishes the tour schedule, dates, and travel plans, which represents your specific tour assignment within that district. While on assignment to that particular district tour, you are under the authority of the district superintendent. PROMOTIONAL MATERIAL: Fill out the biographical sketch form and tour questionnaire, and provide a current 3x5 or 4x6 portrait photo (formal or informal, black and white or color, but appropriate for church use) to OMM. This information and the invoice for the photo should be mailed to OMM, PO Box 35000, Colorado Springs, CO 80935-3500. TOUR EXPENSES: Soon after you are assigned a tour, you will hear from the district superintendent. If you do not hear from him within a month of assignment, call him. He will provide instructions for the tour. In addition to your normal monthly home assignment allowance, you will receive a per diem of $5 while on tour. Incidental expenses, such as reasonable laundry and/or dry cleaning, are to be submitted to the district superintendent for reimbursement. Check with the district office before your tour begins regarding reimbursable expenses. The $5 per diem will be added to the expense check at the conclusion of the tour. The superintendent will provide suitable forms for use in
Procedure—Missions Mobilization Events
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requisitioning expense money. TRAVEL ALLOWANCE: The district involved is responsible for the travel expense of the missionaries to and from the tours to which they have been assigned.
Air travel allowance shall be based on the economy-class fare.
Car: To avoid any misunderstandings in the use of your own car on tour, secure written approval from the district superintendent and request that the district’s car policy be sent to you. The districts are responsible only for tour-related expenses. You will be reimbursed from home to the first point on tour, and from the last point on tour to your home assignment residence. The local churches on the tour will be responsible only for conference-related expenses. All other expenses incurred relating to repairs, maintenance, and personal mileage from side trips within the district will be your personal responsibility. The mileage, meals, and lodging getting to the first tour church and returning home from the last church may not exceed the cost of the economy air fare.
HUSBAND AND WIFE ON TOUR: The following policy regarding a husband and wife on tour has been in effect since June 30, 1982. A husband and wife who are certified for tour ministries will be assigned to the same tour when possible, with the following provisions:
Adequate personnel is available to meet all tour obligations.
Approval is given by the district superintendent.
Husband and wife agree to the team arrangement, with each being prepared for ministry. Note: If tour personnel requirements are such that all certified personnel are needed, or a district requests two or more fields be represented, husbands and wives will be assigned separate tours. Every effort will be made to assign them to the same district or two districts with the same approximate dates and in tour proximity.
RELEASE FROM TOUR DUTY: In the case of an emergency, a request for release from tour must be made to the district superintendent in cooperation with the pastors on the tour schedule. An “emergency” is defined as death in the immediate family, or serious illness in the immediate family that requires the missionary to leave the tour, personal sickness, a family calamity, or a specific request from the National Office. A local church pastor does not have the right to excuse a missionary from tour ministries. In the event that you are permitted to leave tour, even for one day, this must be approved by the director for Missions Mobilization. Note: Interdistrict Tour personnel shall also be governed by these procedures, except that the missionary will deal directly with the Office of Missions Mobilization.
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Procedure—Missions Mobilization Events
PROCEDURE FOR ANNUAL CHURCH MISSIONS MOBILIZATION EVENTS (CMLT, rev. 10/03, 8/11) PREAMBLE The Uniform Constitution for Accredited Churches of The Christian and Missionary Alliance requires every local congregation to conduct an annual event for missions mobilization designed to maintain and/or increase the church’s participation in the worldwide mission of the C&MA and to support the Great Commission Fund. This requirement has customarily been fulfilled by means of an annual missions conference. The Office of Missions Mobilization (OMM) assists districts, churches, pastors, and local missions mobilizers to fulfill the requirement by coordinating selected events, scheduling tours, and resourcing international workers assigned to speak in local churches. DISTRICT ROLE Districts bear a primary responsibility for missions mobilization in the churches of the district. District staff and district missions mobilizers are strategic partners in coaching local church leadership to develop Great Commission-minded congregations by building Great Commission values into the DNA of each church’s ministry strategy and priorities. Districts are therefore encouraged to serve, equip, and challenge each local church to make missions a year-round focus, culminating with special emphasis during the annual congregational mobilization event. District leaders are expected to maintain records relating to missions engagement throughout the district, to assist in scheduling mobilization events in each congregation, and to encourage missions partnerships. PREPARATION FOR TOUR The Office of Missions Mobilization in cooperation with International Ministries (IM) will provide a Home Assignment Ministry Seminar (HAMS) for all international workers upon their return to the United States for home assignment. HAMS is intended for spiritual refreshment as well as preparation for international workers assigned to tour ministries. All workers are expected to arrange their return from overseas assignments to participate in this seminar and debriefing experience. TOUR ASSIGNMENTS The Office of Missions Mobilization is responsible for making tour assignments. International Ministries shall provide a list of the names of those workers who have been approved for tour ministry to OMM. CAMA Services and marketplace ministries also shall be assigned to tour when possible. When a worker has a change in status which affects his/her availability for tour, he/she shall alert IM and OMM as soon as possible.
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International workers may be assigned to any of the following types of tour: 1. District Tours International workers are assigned by OMM to a district and the district leadership arranges the tour dates and itineraries of the international workers in consultation with the participating churches. 2. Interdistrict (ID) Tours Churches that have demonstrated a consistent level of strong financial support and high engagement with Alliance ministries overseas are granted priority when international workers and other speakers are assigned. In consultation with district leadership and these congregations, a special Interdistrict Tour itinerary is arranged by OMM. 3. Antioch Alliance Tours and Tours of Choice International workers are assigned to tour and/or speak at mobilization events within the same district where they are living during home assignment. The district office, churches, and international workers cooperate to arrange the tour schedule. 4. Freedom Tours Churches may request permission from the district superintendent to be removed from the District Tour or the Interdistrict Tour and instead be granted freedom to arrange their annual mobilization event for Alliance ministries independently. The event schedule and speaker(s) are arranged directly by the church. 5. Partnership Tour OMM consults with churches and international workers in an active overseas ministry partnership to schedule a custom tour to deepen the relationship with the international worker and region. Every effort will be made to assign workers to one tour in their home district or where they are residing on home assignment. However, that cannot be guaranteed. Both the availability of workers on home assignment and the growing number of Alliance congregations in the U.S. impact the ability of OMM to assign workers to tour ministries within their home district and/or the district in which they reside while on home assignment. Reasonable efforts will be made to assign spouses to the same district tour. SCHEDULING When the itinerary has been determined, the district is then responsible to enter the information in the Constituent Management System (CMS) through the Alliance MyCMA Web site in a timely manner. Schedules for workers in Creative Access Countries (CAC) should be sent to OMM to be recorded in the CMS. This information cannot be entered by the district.
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Procedure—Missions Mobilization Events
The schedules entered in the CMS for all missions mobilization tours (including Freedom Tour), the names of the international workers who have been assigned to tours within the district, and the type of tour they are given provides information used to coordinate mobilization events in the U.S. church nationally. AVAILABILITY FOR TOUR International workers are expected to be available for two missions mobilization tours during their home assignment: one in the fall and one in the winter/spring season. Workers on a sixmonth Home Assignment will be assigned to one seasonal tour. District Tours and Interdistrict Tours extend up to nine weeks in the fall and ten weeks during winter/spring. Workers who have been assigned to either a District Tour or an Interdistrict Tour should plan for extended times away from home. A one-week break to return home, for which travel costs are paid by the district for District Tour and by OMM for Interdistrict Tour, is incorporated into the schedule for tours longer than six weeks. Workers assigned to an Antioch Alliance Tour must reside in the district where they will be touring. They are expected to be available for regular weekend ministry with a minimum of 28 weekend engagements during the year (10 weekends if it is in the fall only or 18 if it is in winter/spring only). Partnership Tours are custom designed in consultation with OMM. Summer conference ministry requests and individually arranged speaking engagements do not fulfill ministry requirements for home assignment unless they have been approved in advance by OMM. International workers may not accept independent speaking engagements during the tour season without the approval of OMM. EMERGENCY RELEASE Workers may be released from tour responsibilities in the case of certain emergencies. An “emergency” is defined as death in the immediate family, a serious illness in the immediate family that requires the international worker’s presence, personal sickness, a family calamity, or a specific request from the National Office. Guidelines for release will be provided by OMM. TRAVEL ARRANGEMENTS, EXPENSES, AND REIMBURSEMENTS OMM will provide districts, local churches, pastors, and international workers with current information, including reimbursement procedures and schedules, suggestions concerning travel, hosting workers, and other logistical information at the beginning of each mobilization event tour.
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Procedure—Missions Mobilization Events
GUIDELINES RELATING TO PRAYER JOURNEYS (CM 6/99) A Prayer Journey is essentially an on-site prayer meeting involving the elements of rejoicing, repenting, receiving, resisting, releasing, and recommitting. The Prayer Journey team is composed of experienced or in-training intercessors whose prayers focus on an underevangelized or greatly needy people group. They pray for and with pastors, evangelists, and workers, who are ministering among the people group. They also pray for and with representatives of the target people group whenever possible. Prayer Journey’s ministries have experienced their share of excess and error. Jonathan Edwards pointed out three centuries ago in On Religious Affections that such excess is more evidence that God is at work than a discredit. These guidelines and cautions are for all intercessors, on or offsite, who sincerely wish to see the underevangelized and unreached in America come to a saving knowledge of Jesus Christ. A Prayer Journey is essentially spiritual warfare, and the battlefield is in “the heavenlies.” This is a spiritual battle, not a physical one (Ephesians 6:12). Therefore, there must be no desecration of the physical property, culture, or even religious sites of the underevangelized and unreached people group for which we are interceding. The Prayer Journey team’s role is to seize “spiritual spoil” from the enemy. Just as Christ disarmed the rulers and authorities . . . He made a public display of them (Colossians 2:15), so we are to pray the application of Christ's redemption on behalf of the unreached people we are targeting. If the people group in question is led to dismantle or crush into fine powder their own pagan deities and icons, that is their right and their choice to make, not the prayer team’s. Paul did not destroy any of the occult, demonic articles found in Ephesus; this was done by the Ephesian converts (Acts 19:18-19; 24-27). This also is the pattern found in the Old Testament where God commanded His people to destroy the high places they had erected. This was their right because they were responsible for them. When God commanded Israel to destroy the idols and high places of the land of Canaan, that order was given because God had literally given them the physical land to possess. A prayer journey does not have that same prerogative of possession. The team is journeying primarily to pray down blessing on people who desperately need salvation in Christ. It is not a hunt to uncover demons. However, as the Holy Spirit reveals resistance to the authority of Christ, it is the Christian’s responsibility to exercise God’s power through the authority given by Christ to confront and tear down such strongholds and take every thought captive to the obedience of Christ. Prayer Journeys are a powerful way to supplement ongoing ministry in an area or even pave the way for future ministry. They are no substitute for ongoing evangelism and social ministry. They often break down barriers that inhibit evangelism and mercy ministry. Then, the blessing of the gospel can flow and reach those whose eternal lives depend on it. Prayer Journeys are one of the weapons found in the intercessor’s arsenal. They should not be seen as the latest fad or sure-cure for the reaching of lost people. Quite obviously, not every Christian will feel called to invest the time, energy, and money to participate in such a
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prayer ministry. Many experienced and gifted intercessors will continue to pray in their own prayer closets or prayer groups at church with great effect and fruitfulness in the reaching of unreached people. Those who decide to engage in a Prayer Journey should go through the process of proper spiritual preparation before the journey begins. Time should be spent in personal repentance, cleansing, and humility before the Lord. Spiritual pride and Prayer Journeys do not work successfully together. As Dr. A. W. Tozer said, “The popular notion that the first obligation of the church is to spread the gospel to the uttermost parts of the world is false. Our first obligation is to be spiritually worthy to spread it. Our Lord said, ‘Go ye,’ but He also said, ‘Tarry ye,’ and the tarrying had to come before the going. Had the disciples gone forth as missionaries before the day of Pentecost, it would have been an overwhelming spiritual disaster, for they would have done no more than made converts after their own likeness, and this would have altered for the worse the whole history of the western world and had consequences throughout the ages to come.” The prayer journeyer must search his or her heart to be sure there is no sense of conquest or triumphalism. We must clothe ourselves with humility and go as servants of Christ, servants of the missionaries and the national church, and servants of the people for whom we intercede. Any arrogance, pride, or superiority must be gone in order for the Spirit of Christ to be praying through us. Speaking evil of dignitaries or scoffing at the powers of evil angels (2 Peter 2:10; Jude 8) should have no place. The members of a Prayer Journey team are required to recruit their own intercessors who stay at home but who promise to pray daily. It would be foolish to launch out on a prayer expedition without sufficient accompanying intercession. As one goes to pray a blessing, one should be a blessing. The countenance, attitude, and demeanor of those on a Prayer Journey should always adorn the gospel of the Lord Jesus Christ. Along with the spirit of prayer also comes the spirit of grace. And I will pour [out] . . . the Spirit of grace and of supplication (Zechariah 12:10). The Intercession Working Group of the Lausanne Covenant issued a statement in 1993 that expresses some legitimate cautions. The Group affirmed Statement 12, “Spiritual Conflict” of the Lausanne Covenant which reads in part: “We believe that we are engaged in constant spiritual warfare with the principalities and powers of evil who are seeking to overthrow the church and frustrate its task of evangelization.” To bring people from the kingdom of darkness into the kingdom of light inevitably involves spiritual warfare. These are some of the concerns expressed by the Intercession Working Group: Reverting to Pagan Worldviews: There is a danger that we revert to think and operate on pagan worldviews or on an undiscerning application of Old Testament analogies that were, in fact, superceded in Jesus Christ. The antidote to this is the rigorous study of the whole of Scripture, always interpreting the Old Testament in light of the New. A Preoccupation with the Demonic: This can lead to avoiding personal responsibility for our actions. This is countered by equal emphasis on ‘the world’ and ‘the flesh’ and the strong ethical teachings of the Bible.
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A Preoccupation with the Powers of Darkness: This can exalt Satan and diminish Jesus in the focus of his people. This is cured by encouraging a Christ-centered and not an experience-centered spirituality or methodology. The Tendency to Shift the Emphasis to ‘Power’ and away from ‘Truth:’ This tendency forgets that error, ignorance, and deception can only be countered by biblical truth clearly and consistently taught. This is equally, if not more important, than tackling bondage and possession by “power encounters.’’ It is also the truth that sets us free; so, the Word and the Spirit need to be kept in balance. Emphasis on Technique and Methodology: We observed the tendency to emphasize technique and methodology in the practice of spiritual warfare and fear that when this is dominant, it can become a substitute for the pursuit of holiness and even of evangelism itself. To combat this, there is no substitute for a continuous, strong, balanced and Spirit-guided teaching ministry in each church.
Guidelines—Prayer Journeys
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Guidelines—Prayer Journeys
RELOCATION GUIDELINES—DISTRICT SUPERINTENDENT (P.C. 4/88, rev. 2/94, 11/94, 8/02, 5/08, CMLT 11/04) 1. Moving costs shall be the responsibility of the district. This can be handled through direct reimbursement to the superintendent. 2. The newly elected superintendent may confer with the director for Human Resources at the National Office for suggestions for moving companies. 3. The new superintendent will receive orientation and training for his position as arranged and paid for by Church Ministries.
DS Relocation Guidelines
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GUIDELINES FOR ROLES OF THE DEXCOM WITHIN MULTICULTURAL MINISTRIES UNCONSTITUTED, DEVELOPING, AND CONSTITUTED DISTRICTS (CMLT 6/99) The Manual of The Christian and Missionary Alliance (2011 Edition) stipulates the role of the DEXCOM as follows: A. Constituted District Section 2. District Executive Committee (A4-3-4). The District Executive Committee shall be the Board of Directors of the corporation. This Committee shall consist of the officers of the district and such other members as shall be elected by the District Conference. As much as possible they shall represent the various sections of this district. This Committee shall consist of not less than nine members. The administrative work of this district shall be committed to the District Executive Committee of which the district superintendent shall be the chairperson. It may appoint a subcommittee to act with the district superintendent between meetings of the District Executive Committee and report to the District Executive Committee. The District Executive Committee may request an audited report at any regular meeting. It shall be the responsibility of the District Executive Committee to appoint annually an independent Certified Public Accountant who shall perform an examination of the district’s financial statements. Furthermore, the District Executive Committee shall appoint annually an Audit Review Committee that shall meet with the auditor to review the audit and management letter and shall submit a report of its review to the District Executive Committee. These reports and the annual audit or review by the auditor shall be submitted to the Board of Directors through the National Office. B. Developing District Section 2. District Executive Committee (E12-3). The District Executive Committee shall be the Board of Directors of the corporation. This committee shall consist of the officers of the district and such other members as shall be elected by the District Conference. As much as possible they shall represent the various sections of this district. This Committee shall consist of not less than five members. The administrative work of this district shall be committed to the District Executive Committee of which the district superintendent shall be the chairperson. It may appoint a subcommittee to act with the district superintendent between meetings of the District Executive Committee and report to the District Guidelines—Roles of DEXCOM, Intercultural
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Executive Committee. The District Executive Committee may request an audited report at any regular meeting. It shall be the responsibility of the District Executive Committee to appoint annually an independent Certified Public Accountant who shall perform an examination of the district’s financial statements. Furthermore, the District Executive Committee shall appoint annually an Audit Review Committee that shall meet with the auditor to review the audit and management letter and to submit a report of its review to the District Executive Committee. These reports and audit should be submitted to the Board of Directors through the National Office. C. Unconstituted District Section 2. District Advisory Committee (E13-2). The District Advisory Committee shall consist of five members: the district director if appointed, secretary, treasurer, and two other members. They shall be appointed by the assistant vice president for Multicultural Ministries for a term of one year. The district director, if appointed, shall be the chairperson. The Committee shall hold quarterly meetings for prayer and business and shall report to the District Conference and assistant vice president for Multicultural Ministries quarterly in writing. All boards and committees of the district are amenable to the District Advisory Committee. The District Advisory Committee shall function as the License, Ordination, and Consecration Council. The assistant vice president for Multicultural Ministries shall have the authority to remove and/or replace any member of the District Advisory Committee at any time in keeping with the best interest of The Christian and Missionary Alliance. According to the role of the District Executive/Advisory Committee described above and elsewhere in the Manual of the C&MA, the role of the DEXCOM/Advisory Committee can be summarized as follows: 1. They are responsible for all financial matters of the district (appointment of Certified Public Accountant, appointment of Audit Review Committee). 2. They are members of the Board of Directors. 3. They are responsible for all administrative work of the district which may include, but is not limited to, the following functions:
They are responsible for keeping all permanent records of the district.
They are responsible to approve Alliance Development Fund loan applications.
They are responsible for the approval of renewing of licensing of workers.
They are responsible to support the superintendent in vision casting, strategy development, and implementation of national programs.
They are responsible to establish district budgets.
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Guidelines—Roles of DEXCOM, Intercultural
They are responsible to oversee the district’s insurance program (health, director and officers’ insurance, and property insurance).
They are responsible to approve the hiring of new district staff.
4. They may appoint the License, Ordination, and Consecration Council. 5. They may serve as the License, Ordination, and Consecration Council. 6. They may appoint the Disciplemaking Ministries Committee. 7. They may appoint the Missions Committee. 8. They may acquire and dispose of property. Remarks: The authority of the DEXCOM exists only during properly-called business sessions. Between business sessions, the superintendent has authority to direct the business of the district. The corporate officers serve according to the Manual of the C&MA, district bylaws, and regulations of their state.
SUMMARY OF ROLES OF THE DEXCOM/ DISTRICT ADVISORY COMMITTEE OF ICM DISTRICTS Roles 1 2 3 4 5 6 7 X X X X X X X Constituted District X X X X X X X Developing District X X Unconstituted ICM ICM ICM District
Guidelines—Roles of DEXCOM, Intercultural
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Guidelines—Roles of DEXCOM, Intercultural
GUIDELINES FOR ALLIANCE URBAN MINISTRIES (CM 9/81, rev. 10/98, CMLT, rev. 10/03) ALLIANCE DEFINITION OF URBAN A ministry shall be defined as "urban" when it is located in a non-suburban center city, as contained within the political boundaries of that city, of approximately 250,000 or more residents who are characterized by economic, racial, and cultural diversity. PURPOSE The Christian and Missionary Alliance is committed to the continuation and completion of the mission of Jesus Christ which was identified by Him as: The Son of man has come to seek and to save that which was lost (Luke 19:10). The Great Commission delegates this task to the Church and commands that we go disciple the nations, baptizing them in the name of the triune God, and teaching them to be obedient to Jesus Christ. Paul, in a context emphasizing goals (2 Cor. 5:9-21, NIV), further defines our ministry as a ministry of reconciliation: All this is from God, who reconciled us to Himself through Christ and gave us the ministry of reconciliation: That God was reconciling the world to Himself in Christ . . . And He has committed to us the message of reconciliation. Hence, it is the purpose of Alliance urban ministries to enter into those ministries to people in the urban environment which shall result in the bringing together of God and man by the redeeming work of Jesus Christ. Secondly, The Alliance is committed to the planting of indigenous churches and shall enter into ministries which shall result in the maturation of believers through fellowship, discipleship training, and incorporation into the church. Thirdly, The Alliance is committed to ministries of healing and shall engage in those ministries which shall heal broken lives and restore broken relationships. We shall seek to minister to hurting people out of love and compassion, to care for the thirsty, the naked, the sick, and the imprisoned as we would minister unto Jesus; and to assist helpless people typified by James' instruction to look after orphans and widows in their distress while keeping ourselves from being polluted by the world.
Guidelines—Alliance Urban Ministries
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GUIDELINES FOR MAJOR SUBSIDY STANDARDS (CMLT, rev. 10/03) As resources permit, a limited number of subsidy requests may be received from the districts to fund major church-planting projects. The following process has been initiated for reviewing major grant applications to Church Ministries. Decision-making process: Church Multiplication Ministries Office (CMM) CMLT Approval. These “Major Subsidy Requests” will be reviewed according to the following guidelines:
REVIEW CRITERIA 1. Multiplication Potential (Does project have good potential for multiple births within ten years?) 2. District Financial Investment (Is district committing substantial resources [50 percent plus] to the project?) 3. Cooperative level of area C&MA churches (Are area C&MA churches, including ICM, informed, recruited, and committed to assisting in the project?) 4. District track record (Does the district evidence a general aggressive commitment to church planting?) 5. Need for National Office investment (Is this a project the district could fund internally?) 6. Is the area/people-group to which the project is directed under-evangelized? (What other evangelical groups are also ministering to this area/group? What is the size of the targeted unchurched population?) 7. Does the project have the potential to disciple nationals from abroad who are in the U.S. short term that will strengthen the church upon their return? (What is possible international impact?) 8. Does the project address a major urban center in the proposing district? 9. Has the district been an active participant in CM church-planting training opportunities and embraced attendant core values?
Guidelines—Major Subsidy Standards
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PHILOSOPHY AND GUIDELINES FOR FUNDING A CHURCH YOUTH PROGRAM (DMO 6/81, rev. 10/98) Training quality leadership and conducting a quality youth program is only possible with adequate funding. Thus, a suggested guideline for funding a youth program needs to be available to Alliance churches. There are many ways to fund a church youth program. Each funding plan has its strengths and weaknesses. The most common strategies for funding a youth program are: Tithes and Offerings of Young People: The strengths of this strategy are that it: (1) teaches young people good stewardship habits, (2) helps young people appreciate the ministries they fund, and (3) trains a young person in the handling of church moneys. The weaknesses of this strategy are that: (1) not all teens tithe, (2) not all teens work, (3) teens are not learning to give to the general operation of the church, and (4) it discourages teens from making missionary pledges. Youth Pay as They Go: This plan says that every time a party is scheduled, a fee is attached to the event. Every time refreshments are served, the young people are asked to contribute a small amount. Every time a Bible study is conducted which requires a pupil's book, the teens are asked to purchase their own copy of the book. This plan by itself has strengths: (1) it helps teens equally share the cost of each ministry, and (2) it is a practical way to fund social events. The weaknesses of this plan are: (1) it does not cover expenses in training a sponsor, or renting a video, (2) it may discourage young people from bringing their unsaved friends to church events, (3) it assumes that all young people have equal access to money, (4) it fails to recognize that the parents give their tithes and offerings to the church, and (5) it assumes if you plan for twenty youth to come, then all will come. Who pays for those who did not come? General Fund of the Church: Under this plan the church sets aside a certain percentage of its general-fund income to support the youth program of the church. The strengths of this plan are: (1) it encourages long-range planning, (2) quality of ministry is not dependent on group size, (3) it recognizes the youth program as a legitimate ministry of the church in need of funding, (4) the tithes and offerings of parents are used to minister to their entire family, and (5) it encourages young people to give to the church.
Guidelines—Funding Church Youth
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The weaknesses of this plan in isolation are: (1) church members may consider the spending of church moneys on some youth materials and/or activities objectionable, and (2) it may be too costly for a church to fund all youth activities, e.g., social events. Special Church Offerings: This funding approach is usually taken when the youth lead a church service. At the close of this service an offering is taken on behalf of the youth group, or people pledge to support the cost of financing a quality ministry to one or more young people for the year. The strengths of this approach are: (1) it provides greater visibility for the young people, and (2) people are encouraged to give to a specific need. The weaknesses are: (1) the amount of offering is often dependent upon the quality of the service the youth conduct, rather than need, and (2) if one church agency is funded this way, it is only natural to extend it to the Sunday school, Alliance Women Ministries, Boys' Brigade, children's church, etc. Where does it all end? Fundraising Projects: These projects can take the form of car washes, baby-sitting services, slave days, etc. The strengths of this funding plan are: (1) it generates work for young people, (2) it can combine ministry with service, (3) people outside the church can give as well as those within, (4) it builds a team spirit, and (5) youth appreciate things they work for more than free handouts. The weaknesses are: (1) it can be a substitute for tithing and giving. and (2) it is an indirect means of asking for contributions. Since there are problems involved in every approach to funding the local youth program, the answer comes from a combination of the approaches. Thus, our philosophy of funding a youth program is eclectic. The composition of these funding elements must be determined by each individual church with these officially sanctioned guidelines: 1. Youth ministries are a legitimate responsibility of the church and merit being partially subsidized through the general fund of the church. The training of sponsors, transportation cost, and promotional expenses should be funded through the church budget. A detailed budget proposal should be submitted to the governance authority. The governance authority should not grant a lump sum of money to the youth program without knowing how it will be spent. 2. Video resources, camp subsidies, discipleship materials, and outreach events can be funded through Alliance Youth offerings and special church offerings or scholarships. Young people should be taught and encouraged to make a personal missionary pledge each year and contribute to the general fund of the church. It is appropriate to receive an offering at some youth meetings. This emphasis on regular giving is consistent with teaching good stewardship habits.
2012 Edition
A19-2
Guidelines—Funding Church Youth
3. The church is encouraged to allow the youth to conduct periodic church services. These services allow the youth to share their lives, vision, and projects with the adult congregation. The offerings from these services may be given to the youth group. These moneys would give the youth group a treasury which could be administered by The Alliance Youth treasurer and maintained by The Alliance Youth executive committee. This is one aspect of leadership training. 4. Social events should be funded by the youth on a cost basis. The majority of these expenses should not be borne by the youth offerings or the general funds of the church. However, a fund should be established to help teens who want to bring unsaved friends so that visitors do not have to always pay their own way. Young people need to be encouraged to bring guests to youth events and guests should not be expected to pay. This "guest fund" should be administered by the youth group. Its sources of funding are to be determined by the local church. 5. Fundraising projects may be a necessary part of funding certain aspects of a youth program. Summer camps, retreats, missionary trips, and service projects can be high-cost items that are beyond the means of some young people. Parents of some young people either cannot or will not help their teens with these high-ticket items. Junior high students rarely have jobs and many high school young people do not have regular part-time jobs. Some young people must pay for their clothing out of the money they earn. Young people and adults face very different circumstances in funding special projects and events. Their situations cannot be equated. Thus, there may be room for legitimate fundraising projects where the church is unable to subsidize these higher-cost functions. However, the following criteria should be used in determining the legitimacy of any youth fundraising project:
The church's general fund will not finance the endeavor.
The funds raised are designated for a definite project that will reach the lost for Christ or build teens up in Christ, not for the general operating expenses of the youth group.
All fundraising endeavors must be approved by the governance authority.
If the local church is willing to fund these special projects through its general fund or special offerings, fundraising projects may not be necessary. The governance authority of the local church is to establish a policy for funding its youth program and the Alliance Youth is to abide by those policies. This philosophy of funding is based upon the assumptions that: (1) the governance authority can best assess the needs of its church youth program, (2) young people cannot finance a quality youth program without subsidy help, (3) the financial needs of teens and adults vary significantly, (4) youth sponsors should not have to personally subsidize the youth program, and (5) a youth program can operate better from a yearly detailed budget.
Guidelines—Funding Church Youth
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2012 Edition
2012 Edition
A19-4
Guidelines—Funding Church Youth
PHILOSOPHY AND GUIDELINES FOR DISCIPLEMAKING MINISTRIES (CMLT 12/00) A Distinctive Definition Disciplemaking ministry is a process by which the Holy Spirit works through the inspired Scriptures, related materials, and Spirit-empowered believers to lead individuals to Christ, build them up in Christ, and equip them for effective lifelong ministry for Christ. Ephesians 4:12-13, Colossians 1:28 A Cooperative Venture Disciplemaking ministry is focused on people, not merely programs. Effective disciplemaking ministry is purposely and intentionally designed to make healthy disciples at every age level by teaching children, youth, and adults to obey everything God has commanded. This disciplemaking process is fostered through the cooperative efforts of the individual, the family unit, and local church ministry. When the church partners with individuals and families, the disciplemaking ministry is maximized. Matthew 28:19, 20 A Compelling Purpose The purpose of disciplemaking ministry is to make healthy disciples of individuals at every age level—disciples capable of reproducing themselves and whose lives reflect balance in winning the lost, building believers, equipping workers, multiplying leaders, and sending called-ones. 2 Timothy 2:2 A Dynamic Process Disciplemaking ministry is a dynamic process that includes five specific elements: 1. The Holy Spirit We cannot grow as Christians on our own. The Scriptures teach that we need the Holy Spirit who will guide [us] into all truth, teach [us] all things, and empower [us] for effective witness. In Ephesians 5:18 there is a clear command that every believer needs to be filled (controlled and empowered) by the Holy Spirit. John 16:13, 14:26; Acts 1:8
Guidelines—Disciplemaking Ministries
A20-1
2012 Edition
2. Inspired Word of God All Christians need to know and apply Bible truths and Christian doctrine. Stories alone are not sufficient, and doctrine is often not understood without explanatory teaching. To increase Bible knowledge and life-application in the lives of believers, the church must be specific and purposeful in its learning objectives. Leaders must ensure that individuals at every age level are receiving a balanced spiritual diet. To improve life-application, leaders and teachers must employ various means of instruction, facilitate discussion and dialog, plan appropriate learning activities, and develop evaluation and accountability systems. 2 Timothy 2:15, 3:16 3. Curriculum Curriculum includes the resources and experiences used in nurturing individuals to maturity in Christ. Curriculum must be biblically based, purposefully selected, and systematically taught to address the spiritual growth issues of individuals at every age level. Philippians 4:9; Colossians 3:16; 2 Timothy 2:2; Hebrews 13:7 4. Spirit-Empowered Believers While it is the responsibility of all believers to share their faith with others, God also specifically calls, equips, and empowers leaders, teachers, and workers to carry out the disciplemaking ministries of the church. The recruitment, screening, gift identification, and training of leaders, teachers, and workers for effective ministry are ongoing processes worthy of priority consideration. Romans 12:6-8; Ephesians 4:11-16, 5:18-20 5. The Learner An individual becomes a healthy, reproducing disciple by studying God’s Word and applying its truth to his or her life. The learner most readily will become a healthy disciple as the church encourages and assists the individual learner and family unit in the disciplemaking process. Romans 10:14, 17; 2 Timothy 2:15
2012 Edition
A20-2
Guidelines—Disciplemaking Ministries
GUIDELINES FOR DISTRICT DISCIPLEMAKING MINISTRIES COMMITTEES (CMLT 12/00) Objectives
To communicate the biblical mandate and passion for children, youth, and adult disciplemaking ministries to local church leaders.
To encourage, train, and resource local church leaders, teachers, and workers.
To provide coaching and networking opportunities for licensed disciplemaking ministries workers in the district.
To assist the district director for Disciplemaking Ministries in carrying out the mission and vision entrusted to him/her by the district superintendent, District Executive Committee, and District Conference.
To model the strategies of winning the lost, building believers, equipping workers, multiplying leaders, and sending called-ones.
Government The District Disciplemaking Ministries Committee shall be composed of the district superintendent (ex officio), the District Disciplemaking Ministries director, children’s coordinator, youth coordinator, adult coordinator, and others appointed by the District Executive Committee. The District Disciplemaking Ministries Committee should meet at least twice annually to conduct the disciplemaking ministries business of the district. Responsibilities of Committee Members Superintendent: Ex officio District Disciplemaking Ministries Director: Chairs all committee meetings, oversees the administration of district disciplemaking ministries, and the encouraging, training, and resourcing of lay and licensed disciplemaking leaders, teachers, and workers within the district. The director is the ex officio member of age-level commissions. Children’s Coordinator: Serves as point person for children’s ministry within the district. Youth Coordinator: Serves as point person for youth ministry within the district. Adult Coordinator: Serves as point person for adult ministry within the district.
Guidelines—District Disciplemaking Committees
A21-1
2012 Edition
Elections Eligibility: Licensed workers or lay people are eligible to serve in any capacity on the District Disciplemaking Ministries Committee. District Disciplemaking Ministries Director: The director shall be appointed by the DEXCOM or elected at District Conference per district bylaws. (It is recommended that the District Disciplemaking Ministries director serve as an ex officio member of DEXCOM.) Committee Members: Members of the District Disciplemaking Ministries Committee shall be appointed by DEXCOM or elected by the District Conference. Relationship District: The District Disciplemaking Ministries Committee shall work in cooperation with the district superintendent. The District Disciplemaking Ministries director shall regularly report to the district superintendent about relevant matters. Nationally: The district Disciplemaking Ministries director and committee shall work in cooperation with the national Disciplemaking Ministries Office (DMO). The district Disciplemaking Ministries director shall participate in national Disciplemaking Ministries conferences. Bylaws District bylaws and/or policy statements shall be adopted to govern the District Disciplemaking Ministries Committee.
2012 Edition
A21-2
Guidelines—District Disciplemaking Committees
GUIDELINES FOR BIBLE-TEACHING MINISTRY PROGRAMS (CMLT 12/00, rev. 10/03)) (Traditionally called Sunday school) Preamble Age-graded, Bible-teaching ministry programs have a prestigious history in evangelical churches including The Christian and Missionary Alliance. Although the structure and the name often vary, the Bible-teaching time continues to be an essential and vital disciplemaking ministry in the life of the local church. Alliance churches serve widely diverse communities and people groups. They vary in ways that significantly impact the organization and ministry structure of their age-graded, Bible-teaching ministry programs. However, there are several principles foundational to a strong and healthy ministry. These guidelines are designed to provide direction for those needing a starting point yet remain flexible enough to allow for the unique needs of each individual local church. Purpose The Bible-teaching ministry programs of the church exist to fulfill Jesus’ command to make healthy disciples of people at every age level by teaching them to obey everything He commanded. Since the ministry of teaching is a continuous one, and the study and application of Scripture is essential throughout life, it is imperative that the church provides an effective Bibleteaching ministry for children, youth, and adults. Purposeful Bible-teaching ministry programs are designed to make healthy disciples of children, youth, and adults through comprehensive Bible instruction and life application. Healthy disciples are individuals capable of reproducing themselves as followers of Jesus (2 Timothy 2:2) and reflecting balance in winning the lost, building believers, equipping workers, multiplying leaders, and sending called-ones. Organization It is highly recommended that a class structure be established to most effectively disciple individuals at every age level. The organizational needs of age-graded, Bible-teaching ministry programs are influenced by such factors as the number of participants at a given age level, available facilities, and the relationship to other church ministry programs. While there is no universal structure appropriate for every church, there are three basic principles that play an important role in establishing an effective age-graded ministry program. Accountability Age-graded, Bible-teaching ministry programs are ultimately the responsibility of the church governance authority. The governance authority may give oversight of the Bible teaching ministry programs to the Disciplemaking Ministries Council or a designated person.
Guidelines—Bible-Teaching Programs
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2012 Edition
Authority Leaders, teachers, and workers may be elected or appointed as specified in church bylaws or by the governance authority. Leaders, teachers, and workers should give clear testimony of salvation, demonstrate a growing faith and spirit-filled life, agree with the Statement of Faith of The Christian and Missionary Alliance, and be committed to the mission of the local church and the objectives of their Bible-teaching ministry program. The Disciplemaking Ministries Council or other appointed leadership team is responsible for such things as vision casting, planning, organizing, recruiting, spiritual nurturing, screening and training leaders, teachers, and workers, purposeful curriculum selection, record keeping, and regular evaluation of ministry programs. Adaptability Factors such as the number of participants, available resources, age groupings, and facilities will influence organizational form. Leaders are responsible for developing a ministry program structure that will best serve the needs of their people. Leaders must be flexible to accommodate changing needs. A Disciplemaking Ministries Council may be appointed as specified in the church bylaws. The committee shall oversee the disciplemaking ministries for children, youth, and adults. Where there is no appointed Disciplemaking Ministries Council, the governance authority shall assume the responsibilities of the committee.
2012 Edition
A22-2
Guidelines—Bible-Teaching Programs
GUIDELINES FOR DISTRICT OFFICE MANAGEMENT DISTRICT SUPERINTENDENT (CMLT, rev. 10/03) EMPLOYMENT All superintendents are official workers of The Christian and Missionary Alliance and so have given confession of faith in Jesus Christ and shown evidence of regeneration as well as expressing full sympathy with the C&MA's principles and objectives. They have submitted to doctrinal standards as contained in The Alliance Statement of Faith. “The district superintendent shall be the recognized head of the district organization and member ex officio of all district committees and shall exercise oversight of the entire work of the district” (Manual of The Christian and Missionary Alliance, A4–4). While elected by the districts, superintendents are salaried by The Christian and Missionary Alliance under the budget of Church Ministries (CM). It is therefore anticipated that certain requirements will contribute to a sense of unity and uniformity of practice and policy as it relates to the employment relationships of the superintendents. LICENSE The official worker's license of a district superintendent is signed and issued by the vice president for Church Ministries. In the event of the necessity of administering disciplinary procedures involving a district superintendent, the Uniform Policy on Discipline, Restoration, and Appeal will establish pertinent administrative processes. SALARY Salary is transmitted to the superintendent’s bank account via electronic direct deposit on the last business day of the month. At that time, a payroll voucher is mailed. PAYROLL DEDUCTIONS A district superintendent is “employed” for federal income tax purposes and “self-employed” for social security purposes, and may have certain deductions withheld to cover self-employment tax for Social Security and payments for the Internal Revenue Service. For further information, contact the Human Resources Office. There is a 403(b) Retirement Plan available for National Office employees which serves to reduce the tax effect of current earnings. The Employee Benefits Office, Operations/Finance, can provide information and an application form.
Guidelines—District Office Mgmt., DS
A23-1
2012 Edition
HEALTH INSURANCE The Christian and Missionary Alliance provides a health benefit plan for all eligible National Office employees. The C&MA pays the cost of this benefit; however, application must be made in order to be covered. Applications are available from the Employee Benefits Office, Operations/Finance. LIFE INSURANCE The Christian and Missionary Alliance pays for a life insurance policy for district superintendents. The superintendent must make application. Applications are available from the Employee Benefits Office, Operations/Finance. WORKER'S COMPENSATION All district superintendents and the assistant superintendents are covered by Worker's Compensation through the National Office. In the event of work-related injury, the matter should be reported immediately to the Employee Benefits Office, Operations/Finance. WORK EVALUATION Each superintendent is asked to meet with his District Executive Committee in an annual review of work, progress, and productivity. This review should contribute to a better work relationship. It will help to evaluate past work and to set goals for the coming year. A copy of all such reviews will be forwarded to the vice president for Church Ministries. PROFESSIONAL GROWTH AND CONTINUING EDUCATION Each superintendent is encouraged to plan and seek further advancement in the professional areas of theology, training, and management. Nearby schools, as well as the educational programs of professional associations, can offer a great variety of courses. Consideration for financial aid in this should be made within the budget planning of the district. PERSONAL Church Ministries should be notified of any change of address or telephone number of home and office. A current name, address, and telephone number of the person who should be notified in case of serious illness or emergency should be given to the vice president and updated as needed. VACATIONS Vacation regulations are as follows: Vacations for district superintendents shall be 20 working days per year. Dates should be negotiated with the District Executive Committee. Any lengthy vacation absence from the office should be reported to the CM vice president and arrangements made for administrative coverage.
2012 Edition
A23-2
Guidelines—District Office Mgmt., DS
Vacations are not cumulative, but must be taken within the calendar year. Where a regular holiday occurs during the vacation work week, an extra day of vacation is granted in lieu of the holiday. If a superintendent resigns or otherwise leaves office during his term, vacation time earned during that calendar year will be paid on a prorated basis. SICK LEAVE District superintendents and assistant superintendents are eligible for up to four months of sick leave with full allowance in any twelve-month period. If necessary, consideration may be extended to an additional two months at two-thirds allowance. Sick leave is defined as a leave due to a person being unable to carry out his duties due to illness. MEDICAL EXAMS It is suggested that the District Executive Committee consider the need for a biennial physical exam for the district superintendent. The expenses for this, including all lab and x-ray fees, should be covered by the district. TRAVEL EXPENSE GUIDELINES To be determined by district.
Guidelines—District Office Mgmt., DS
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2012 Edition
2012 Edition
A23-4
Guidelines—District Office Mgmt., DS
GUIDELINES FOR DISTRICT OFFICE MANAGEMENT OFFICE FUNCTION (CMLT, rev. 10/03, 3/10)
In developing district office operations, the following guidelines are offered for consideration. They are based on practices at the National Office. WORKING HOURS The working week consists of 40 hours. When need arises, it will be necessary for members of the administrative staff to work more than this. Clerical staff may work and be paid overtime with prior approval of their immediate supervisor. Time and one-half pay applies to hours worked over 40 in a week. EMPLOYMENT OF RELATIVES It is recommended that offices not hire relatives of executives and employees except in circumstances where: Neither employee will supervise, appoint, remove, or discipline the other. Neither party will evaluate the work of the other. The working relationship will not create a conflict of interest or the appearance of favoritism in the opinion of management. DRESS All clothing should be in keeping with Christian modesty. HOLIDAYS Ten paid holidays shall be granted each year. These days normally shall be: New Year’s Day Labor Day Presidents Day* Thanksgiving (2 days) Good Friday Christmas Eve Day Memorial Day Christmas Day Independence Day *(or Martin Luther King Day) If any of the above holidays fall on a weekend, a working day in proximity to it shall be observed as a holiday.
Guidelines—District Office Mgmt., Office Function
A24-1
2012 Edition
OFFICIAL DIRECTORY AND PRAYER CONNECTION A district superintendent/director may give the Official Directory to such persons or groups within The Christian and Missionary Alliance as he may feel would use them properly. Conditions upon which they may be given to anyone outside the C&MA are as follows: 1. Determine the purpose for which they will be used. 2. Set forth in writing the following statements to the person to whom the Official Directory are being sent: a. The Official Directory are not to be released for any purpose whatsoever to anyone other than the one to whom they are sent. b. No direct solicitation of funds from any person listed in the Official Directory is allowed. c. Neither the Official Directory nor the names listed are to be sold, loaned, exchanged, or otherwise given to any other person or agency for any purpose whatsoever. d. Names are not to be merged or integrated into any other list for any purpose whatsoever. FILES DISTRICTS: Documents to be kept in a district file at the district office include:
EIN Number (employer identification number) Articles of Incorporation and amendments 501(c)(3) group exemption letters District minutes Financial information; for example, treasurer’s report, financial statements Legal documents *For additional information—see guidelines for retention of records under Preserving Records below.
Additional items for an ICM district file— Copy of bylaws in native language Copy of bylaws in English
ASSOCIATIONS: Documents to be kept in possession by the current president/executive director of the association include:
EIN Number (employer identification number) 501(c)(3) group exemption letters from C&MA Articles of Incorporation and amendments Name change documentation (if applicable)
2012 Edition
A24-2 Guidelines—District Office Mgmt., Office Function
List of churches in the association Association minutes Copy of bylaws in native language Copy of bylaws in English Financial information (for example, treasurer’s report, financial statements) Other legal documents *For additional information—see guidelines for retention of records under Preserving Records below.
DISTRICT FILES FOR CHURCHES: Documents to be kept at each district in each church file include:
Employer Identification Number Verification Articles of Incorporation Any amendments made to Articles of Incorporation Name change documentation for church (if applicable) Exemption from State Sales Tax Verification Federal Tax-exempt Status 501(c)(3) Approval from IRS or C&MA Group Exemption Letters Organizing Document for An Accredited Alliance Church (P&P, Section B) This also should include list of charter members. Current copy of the church’s bylaws Church Affiliation Covenant (if applicable—P&P, Section B) Loan/lien papers DEXCOM resolutions or actions relating to the church Proof of insurance on church property Church Profile (most recent) Pastoral resignation Letter of hire for pastor Advisory Committee minutes (when a church is in re-development) **A district may want to keep a copy of the most recent annual report of each church in the church’s file.
PRESERVING RECORDS General correspondence Normally kept three years. Financial forms and records Should be kept for seven years. Permanent records Includes employee-related, legal, and tax records.
Guidelines—District Office Mgmt., Office Function
A24-3
2012 Edition
Other guidelines for retention of records: CATEGORY ACCOUNTING Accounts Payable (AP) Accounts Receivable (AP) Annual Reports Appraisals (AS) Audited Financial Statements Auditor Management Letters Bank Reconciliations, Memos Bank Statements Bonds Broker's Statements Budgets Buildings Cash Disbursements Journal Cash Journal Cash Receipts Journal Chart of Accounts Checks (cancelled) Check Register Check Cleared Listing Check Stubs Church Members (record of giving) Debit/Credit Memos Deposit Slips (duplicate) Depreciation Schedules Disbursements Donor Contributions (records of) Equipment Expense Reports Fellowship Fund Contribution Church Individual (AD) Fidelity Bonds (AE) Financial Statements (reports) Audited Statements Monthly or Quarterly Trial Balances Interim Annual Fixed Assets (AS) Blueprints Contracts
2012 Edition
LENGTH of RETENTION 7 years 7 years Copies/Historical 3 years Permanent 5 years 3 years 7 years See "Securities" 3 years 3 years See "Fixed Assets" See "Check Register" 7 years 7 years Permanent 7 years 7 years 7 years 7 years 7 years 3 years 1 year See "Fixed Assets" See "Check Register" 7 years 5 years 7 years 7 years 7 years 3 years Permanent (1 copy) Permanent (1 copy) 3 years 1 year Permanent Permanent " "
A24-4 Guidelines—District Office Mgmt., Office Function
Deeds Depreciation Schedules Land Surveys Ledgers Title Policies Forecasts (financial) Freight Bills (AP) General Ledgers Information Returns W-2s, 1099s, etc. Internal Audit Reports Inventory Records Goods for Resale Materials & Supplies Property Investments Invoices (AP) Journal Entries Journals (books of original entry) Cash Disbursements Cash Receipts General Payroll Purchases Sales Ledgers & Ledger Cards Letters of Credit (AE) Mileage Reports Monthly Financial Reports & Statements Notes Receivable (AP) Numbered Receipts (donor records) Orders for Merchandise (tapes, records, books, etc.) Paid Bills Payroll Checks Payroll Earnings, Records & Returns Payroll Time Cards Petty Cash Vouchers Price Lists Promissory Notes (AP) Property Records Purchase Orders Purchase Requisitions Receipts (donor) Registers Royalty Payments
Guidelines—District Office Mgmt., Office Function
A24-5
" " " " " 5 years 3 years Permanent 7 years 7 years 5 years 3 years 5 years See "Securities" 3 years 3 years 7 years 7 years Permanent 7 years 7 years 7 years Permanent 3 years See "Expense Reports" 3 years 7 years 7 years 3 years 3 years 7 years 7 years 7 years 3 years 7 years Permanent (1 copy) See "Fixed Assets" 3 years 3 years 7 years See "Journals" 10 years
2012 Edition
Sales Contracts General Property Sales Invoices Securities Bonds (AP) Interest Coupons (AP) Stock Certificates Shipping & Receiving Reports Statements (vendors) Stocks Subsidiary Ledgers Tax & Information Returns State & Federal Time Cards (payroll) Travel Expense Vouchers Trial Balances Annual Monthly Trip Reports Trust Accounting Annuity Contracts Deceased Annuitant Notice Trust Agreements Trust Earnings Records (AE) Voucher Copies Withholding Tax Records Working Papers Accounting Budgets Cash Flow Financial Reports Monthly Annual
3 years Permanent 7 years 10 years 3 years Surrendered when sold 3 years 1 year See "Securities" Permanent Permanent 3 years 3 years Permanent 1 year 3 years Permanent 10 years Permanent 7 years 3 years 7 years 3 years 3 years 3 years 3 years 5 years
GENERAL CORPORATE - LEGAL Accident Reports (AE) Agreements Appraisals (AS) Articles of Incorporation Bonds (AE) Building Permits (AS) Bylaws Clippings (newspaper, magazine, etc.) Contracts & Agreements (AE)
2012 Edition
7 years See "Contracts" Permanent Permanent 10 years 3 years Permanent Copies/Historical 7 years
A24-6 Guidelines—District Office Mgmt., Office Function
Contracts & Agreements Copyrights, Trademark Registration, Patents Grievances (AP) Customs Deeds & Easements Dun & Bradstreet Reports Easements Engineering Reports Estates (settlement of) Handbooks (employee) House Organs Incorporation Records Inspection Reports (fire & insurance) Insurance Matters Policies (AE) Accident Reports Fire Inspection Reports Claims (after settlement) IRS Examinations, Rulings, Comments Leases (AE) Equipment or Autos Property Legal Opinions Licenses Federal, State, Local (AE) Litigation Maps (engineering & property) (AS) Meetings & Conference Reports Minutes (Board & Executive Comm.) Mortgage Notes (AP) Organizational Charts Patents Pension & Retirement Plans Policies & Procedures Powers of Attorney Promissory Notes (AE) Property & Real Estate Records Deeds, Titles, etc. (AS) Service Contracts (AE) Tax-exemption Letter Zoning Variances or Rulings (AS) CORRESPONDENCE C.E. Published Material
Guidelines—District Office Mgmt., Office Function
Permanent Permanent 7 years 3 years Permanent 5 years Permanent Permanent 7 years Permanent Copies/Historical Permanent Until superseded Permanent 7 years 7 years 7 years Permanent 3 years Permanent Permanent 1 year Permanent 3 years Permanent Permanent 7 years Update continually Permanent Permanent Permanent Permanent 7 years Permanent 3 years Permanent 3 years
5 years A24-7
2012 Edition
District Conference Reports Donor General Deferred Giving & Contractual Annuities (AD) Contracts (AD) Trust (AD) Wills (AD) Field Office Correspondence Financial General Interoffice General Reports Legal & Tax Matters LIFE Conference Record Book General Records Mailing Lists Memos Ministry (articles, prayer letters, reports) Missionary Accounts (expense) Candidate Status Commissioning or Ordination Deputation Donations Education Field Minutes & Reports General Medical Records Tax Records Travel Payroll Pictures & Slides (ICM) Telegrams, Mailgrams PERSONNEL Applications Hired (AT) Rejected Attendance Records Candidate Files Disability & Sick Benefits Records Employee Benefit Programs
2012 Edition
Permanent 3 years 7 years " " " See "Missionary" 7 years 3 years 3 years 3 years Permanent Until next LIFE Conf " Update continually 3 years Permanent 3 years Permanent Permanent 5 years 7 years Permanent Permanent 5 years Permanent Permanent 5 years 7 years Permanent 3 years
4 years 4 years 4 years 7 years Permanent 7 years Permanent A24-8 Guidelines—District Office Mgmt., Office Function
Employee Contracts (AT) Fellowship Fund Insurance (employee) Job Descriptions Payroll Checks Payroll Earnings Records & Tax Returns Pension Plans Personnel Files (AT) Personnel Files Retirement & Pension Records Social Security Tax Records (employee) Time Cards (time sheets) Withholding Tax Records (W-2) (AT) Wage Rate Changes (AT) Workers Compensation PUBLIC RELATIONS PUBLICATIONS Alliance Hour Brochures Church Bulletins Magazines (Alliance Life - bound & unbound) Media Releases: Missionary/Headquarters (N.O.) Staff & Officers General Council Events & Other Situations Newsletters Photographs (Alliance Life) Photographs Staff & Officers Printed Copies Publication Project Files
7 years See "Accounting" 7 years Permanent 7 years 7 years Permanent 7 years Permanent Permanent 7 years 7 years 3 years 7 years 7 years Permanent
Copies/Historical " " "
Current on file 7 years 7 years to Permanent Copies/Historical Copies/Historical Permanent 3 copies/historical 3 years
AD – After Death of Donor or Participant AE – After Expiration of Terms AP – After Payment or Settlement AS – After Sale or Disposal of Asset AT – After Termination of Employee
Guidelines—District Office Mgmt., Office Function
A24-9
2012 Edition
2012 Edition
A24-10 Guidelines—District Office Mgmt., Office Function
GUIDELINES FOR CREATION AND MAINTENANCE OF OFFICIAL WORKER PERSONNEL RECORDS (CMLT, rev. 10/03) Purpose: These guidelines establish standard criteria for the creation and maintenance of official worker personnel records. Scope: These guidelines apply to Church Ministries and to all districts. International Ministries has also agreed to follow the guidelines outlined in Part V. General: When a person first becomes licensed as an official worker under the auspices of any district of Church Ministries, an official worker personnel record will be created in accordance with these guidelines. PART I – CREATION 1. The district granting initial official worker credentials will be responsible for the creation of an official worker personnel record. A durable file folder with metal fasteners should be selected for this purpose. We recommend the Smead Kraft 086486 14837 Letter Size, 3rd Cut, 2 fastener which should be readily available from local office supply centers. 2. The record will contain two sections as follows: a. Permanent: Permanent records will be maintained on the right side of the folder using built in metal fasteners. Examples of permanent documents are:
Application for Service
Doctrinal Questionnaire
Initial Reference Letters
Education Documents (as applicable) to include undergraduate school transcripts, graduate school transcripts, graduate certificates from Church Leadership Academy (Ministerial Studies Program or Basic Training)
Approved candidate profile (director for Candidate Development interview) or approved candidate decision (LO&CC interview—copy of applicable page from minutes)
Certificate of Examination for Ordination or Consecration
Certificate of Ordination or Consecration
IDAK documents (if available)
Immigration work visa (if applicable)
Record of Continuing Education
Certificates of Training/Completion (as applicable)
Signed Copy—Release of Records and Mediation Agreement
Guidelines—OW Personnel Records
A25-1
2012 Edition
Copy of IRS form 4361 (if applicable)
Copy of "Opting out of Social Security” disclaimer (if applicable)
Notation of Disciplinary Action (cross reference to Confidential File)
Notation of INS Form 9 (cross reference to INS File)
Annual recertification of agreement of Alliance polity
b. Temporary: Temporary records will be filed on the left side of the folder in chronological order. Examples of temporary documents are:
General correspondence of personal nature
Copy of most current database printout
Copy of most current resume
Copy of most current reference letters
Most current annual performance review by governance authority
Other documents as deemed appropriate by the district superintendent
3. In the event an official worker is transferred into a district without an official worker personnel record, the gaining district will be responsible to create an official worker personnel record following the above instructions. PART II – MAINTENANCE 1. Each district superintendent (DS) is designated as the primary custodian for the official worker personnel record for personnel who are assigned to or reside in their respective districts. Custodial responsibility applies to official workers whose status is active, on leave of absence, disabled, and those under suspension of two years or less. Further, he will assure the security of these records and that they are maintained in a secure storage container. 2. Additional documents shall be added to the official worker personnel record as outlined above. Further, entries in the record of continuing education will be made on a timely basis. PART III – RELEASE OF INFORMATION Information contained in the official worker personnel record may be released as authorized by the district superintendent. All requests will be in written form. PART IV – CONFIDENTIAL FILES 1. Each district will obtain a secure file repository in which confidential documents will be maintained.
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2. Examples of confidential documents are:
Charges against official workers and/or district office personnel
Letters appointing committees on investigation and reports thereof
Letters appointing committees on discipline and reports thereof
Further disciplinary actions such as expulsion or revocation of ordination
Letters of restoration
Letters from Church Ministries regarding discipline matters from other districts
Other documents deemed appropriate by the DS
3. Information maintained in the confidential files may be released on order of the district superintendent on a strict need-to-know basis. The National Office will be informed immediately of all disciplinary matters as outlined in the Manual of The Christian and Missionary Alliance. 4. Disposition: Confidential files will be disposed of as follows: a. Records surrounding the disciplinary process: (1) If an investigative committee report fails to substantiate specific charge(s), the report will be maintained in the official worker personnel record for a period of one year or until such time as the worker transfers from the district or whichever comes first. At this time, it may be destroyed at the discretion of the DS. (2) If the investigative committee report substantiates charge(s), the report and all future recordings of the disciplinary process will be maintained in this record for a period of ten years following the last action. At this time, it may be destroyed at the discretion of the DS. b. All other confidential records may be removed and destroyed by the district superintendent at his discretion when the purpose of the document has been satisfied. PART V – FORWARDING AND/OR DESTRUCTION OF RECORDS 1. The official worker personnel record is a life-long ministry record. It is to be forwarded via certified mail immediately upon transfer of the official worker to a new assignment as follows: a. If the worker is transferred to another district, the record is to be forwarded to the receiving district superintendent. b. If the worker has been assigned to the National Office, the file shall be forwarded to the vice president for Church Ministries. c. If the worker has been appointed as a missionary by the Board of Directors, the file shall be forwarded to the vice president for International Ministries. d. If the worker previously has served as a missionary in International Ministries, the file will be forwarded to the receiving district superintendent.
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2. Before forwarding, the current district superintendent or vice president for Church Ministries should make one final screening of the temporary portion of the record and remove those documents that have served their purpose. 3. Records of official workers who have resigned credentials in good standing, or have retired, shall be maintained in inactive status within the respective district until notified that the person is deceased. At that time, the record shall be forwarded to the vice president for Church Ministries. 4. Records of official workers who have had their credentials suspended and/or revoked, and are continuing in the discipline and restoration process, shall be maintained within the respective district. 5. The records of official workers who have not completed the discipline and restoration process or who have resigned from The Christian and Missionary Alliance prior to or during the discipline and restoration process shall be forwarded to the vice president for Church Ministries. The district superintendent shall send an accompanying letter that describes the unresolved issues and that letter will be placed in the worker’s official file. 6. The records of official workers who have been expelled from The Christian and Missionary Alliance according to the Uniform Policy on Discipline and Restoration shall be immediately forwarded to the vice president for Church Ministries. Note: Nothing herein is intended to supersede respective state laws. In the event of conflict, the state law will take precedence.
2012 Edition
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Guidelines—OW Personnel Records
THE CHRISTIAN AND MISSIONARY ALLIANCE DISTRICT SUPERINTENDENT PERFORMANCE APPRAISAL Name
District
Date of Review ____________
(To be completed by each member of DEXCOM and submitted to the District Secretary. The District Secretary will consolidate into a single appraisal and present it as “one voice” to the District Superintendent. After the appraisal is completed, a copy will be forwarded to the vice president, Church Ministries. Entire process is to be completed by November 30 of each year.)
I. PERSONAL CHARACTERISTICS 1.
Modeling Christ—Demonstrates a Christ-like attitude and approach to responsibilities and relationships. 5 4 3 2 1 Always Rarely COMMENTS:
2.
Attitude/Servanthood—Demonstrates outstanding attitude and servant’s heart. 5 4 3 2 Always
1 Rarely
COMMENTS:
3.
Integrity—Can be trusted to maintain confidentiality, keep his word and be responsible to deal honestly and fairly with others. 5 4 3 2 1 Always Trustworthy Poor COMMENTS:
4.
Loyalty—Supportive of the goals and objectives of the denomination and district, and expresses that support both orally and by attitude. 5 4 3 2 1 Always expresses support Negative attitude COMMENTS:
5.
Flexibility—Able to alter activities to meet the demands of new situations and to respond positively to direction or counsel from CM vice president, District Conference mandates, and advise of DEXCOM. 5 4 3 2 1 Excellent response to needed changes Inflexible COMMENTS:
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6.
Creativity—Demonstrates originality, imagination, and the capacity to envision new and innovative approaches. 5 4 3 2 1 Extremely creative Rarely makes suggestions COMMENTS:
7.
Emotional Stability—Able to withstand pressure and remain calm in conflict management and other difficult situations. 5 4 3 2 1 Steady Erratic COMMENTS:
8.
Interpersonal Skills—Demonstrates ability to communicate and work effectively with National and District Leadership, staff, church boards and pastors. 5 4 3 2 1 Excellent Poor
COMMENTS:
II. MINISTRY RESPONSIBILITIES 1.
Knowledge of Superintendency—Attains the knowledge and skills essential to fulfill this ministry. 5 4 3 2 1 Exceptional mastery Unsatisfactory of this ministry COMMENTS:
2.
Communication (Oral/Written)—Demonstrates ability to express clearly and persuasively the goals and purposes of Church Ministries and the district. Oral skills: 5 4 3 2 1 Unusually Poor articulate Written skills: 5 Unusually articulate
4
3
2
1 Poor
COMMENTS:
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DS Performance Appraisal
3.
Attention to Detail—Follows through on procedures and pays attention to details. 5 4 3 2 Extremely conscientious
1 Consistently careless
COMMENTS:
4.
Productivity—Ministers efficiently and produces significant results. 5 4 3 High level of accomplishment
2
1 Accomplishes little
COMMENTS:
5.
Quality of Ministry—Demonstrates concern for efficiency, organization, and standards of care. 5 4 3 2 Excellent
1 Careless
COMMENTS:
6.
Cost Consciousness—Achieves quality results while controlling costs by economical use of manpower and materials. 5 4 3 2 1 Excellent Unable to manage budget manager COMMENTS:
7.
Time Management—Exhibits efficient use of time. 5 4 3 Very conscientious
2
1 Careless
COMMENTS:
III. LEADERSHIP 1.
Vision—Exhibits understanding of denominational philosophy and goals and the relationship of district goals or projects to the “big picture.” 5 4 3 2 1 Excellent grasp of the Poor (little) understanding “big picture” COMMENTS:
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2.
Supervisory Skills—Able to develop, train, oversee, and achieve results through leadership style, and in guiding pastors and district office staff so they work together toward a common objective. Implements pastoral care objectives. 5 4 3 2 1 Excellent in training and Unable to work with working with pastors and staff pastors and staff COMMENTS:
3.
Judgment—Makes timely decisions by sound reasoning and reaching logical conclusions. 5 4 3 2 Excellent
1 Poor
COMMENTS:
4.
Initiative—Initiates and maintains the energy and focus needed to reach a goal or accomplish a task or project. 5 4 3 2 1 Always Rarely COMMENTS:
5.
Team Building—Identifies natural talents and spiritual gifts in others and releases them for ministry. 5 4 3 2 1 Always Rarely COMMENTS:
TOTAL POINTS _______________ EXCEEDS EXPECTATION (80-100 points) ____ MEETS EXPECTATIONS (60-79 points) ____ BELOW EXPECTATIONS (59 points and below) ____ OVERALL ASSESSMENT _________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________
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DS Performance Appraisal
IV. NARRATIVE REPORT — Additional information such as review of previous year's objectives and accomplishments (and the following year's goals and objectives). List special areas of strength you have observed.
V.
RECOMMENDED IMPROVEMENT AREAS — In a constructive manner, identify areas of weakness to be improved, as well as a suggested course of action to accomplish these.
_____________________________________________ District Secretary’s Signature
DS Performance Appraisal
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2012 Edition
2012 Edition
A26-6
DS Performance Appraisal
GUIDELINES FOR DISTRICT SEARCH COMMITTEE For the Office of District Superintendent (Updated 4/09) The district superintendent shall be elected by the District Conference. His term of office shall be four years, beginning August 1 following his election. He is eligible for three consecutive terms. He is eligible again after the lapse of one term. Therefore, these standardized guidelines are provided to facilitate proper and orderly selection of a person to be nominated to fulfill the ministry role of district superintendent. Scope: These guidelines apply to all geographic and intercultural, constituted and developing districts. Procedures. The following guidelines should be implemented within ninety days of the incumbent district superintendent’s entry into the final year of his current term: 1. Selection of a Search Committee: The District Conference shall elect or the District Executive Committee shall appoint a Search Committee of no less than five persons representative of the entire district. Where permitted by district bylaws, these may be the same persons who were elected to the Conference Committee on Nominations. The letter of appointment will specify a chairman, vice chairman, and secretary. Expenses of this Committee are a district responsibility and budgetary guidelines should be established by DEXCOM at this time. A copy of the letter of appointment will also be provided to the vice president for Church Ministries. 2. CM Liaison: The vice president for CM or his designee will serve as liaison to the Search Committee. The CM liaison will visit with the Search Committee at its first meeting and review Committee duties and responsibilities as well as other CM-related matters. The CM liaison will not normally attend future meetings, but will be available via telephone as a consultant and will be the primary contact between the chairman of the Search Committee and the vice president at each step of the process. The CM liaison will present the name of one or more highly qualified and viable candidate(s) to the Search Committee from the vice president for consideration in the process. The name(s) are to be considered as equal to other names that the Committee will obtains and considers. 3. First Meeting: The chairman shall organize, announce, and conduct the first meeting to the Committee members and the CM liaison. Note: Should an incumbent district superintendent be in his first or second term, the Search Committee should first inquire whether the incumbent is interested in an additional term. If the response is affirmative, the Committee will (1) consult with the CM vice president and (2) the District Executive Committee in an executive session seeking an overall performance evaluation. Following these points of contact, the Search Committee may, at its sole discretion, elect to recommend the incumbent to the District Conference Committee on Nominations as specified below and no further actions need be taken other than informing the CM liaison. This same process shall be followed in cases where the district superintendent has successfully challenged tenure in his third term.
Guidelines—District Search Committee, DS
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2012 Edition
4. Second Meeting: The chairman shall announce a second meeting to the Committee members as soon as all letters of suggested nominees have been returned or the date for submission has passed. The CM liaison shall review with the Committee the names to be placed on the long list. 5. Third Meeting: The chairman shall announce a third meeting to the Committee members as soon as all letters of inquiry and questionnaires have been returned from those on the long list or the date for submission has past. The Search Committee will review the returned materials and in consultation with the CM liaison, reduce the long list of potential nominees to a short list of at least one but no more than three potential nominee(s). Dates for in-person interviews will be set and the potential nominee(s) will be invited to meet with the Search Committee. 6. Fourth Meeting: The chairman shall announce a fourth meeting to the Committee members as soon as proper arrangements for in-person interviews have been established with the candidate(s) on the short list. The district is financially responsible for the expenses associated with the in-person interviews. It is recommended that the candidate’s wife be invited to attend. One full day will be allotted for each candidate and should include provisions for a tour of the district office, district parsonage (if applicable) and a general tour of the city. Following the interview(s), the CM liaison will be informed of the final name that has been selected for presentation to the Conference Committee on Nominations. 7. Fifth Meeting: The fifth and final meeting will occur at District Conference. As soon as District Conference is opened and at the first opportunity and if the Nominating Committee is a different committee, the chairman of the Search Committee will join the Conference Committee on Nominations as an ex-officio member without vote for all Committee deliberations regarding the nominee for district superintendent. At that time, he will present the final recommendation complete with resume and appropriate written comments that led to their selection. The presentation will include a recommendation that should the name be acceptable to the Committee, the resume and questionnaire should be reproduced and circulated among the voting delegates after the name has officially been placed in nomination. After presentation and following a period of interaction, the chairman and the Search Committee will have completed their assignment. The Conference Committee on Nominations will then continue with and complete their work as outlined in the district constitution as supplemented by district bylaws. 8. Reporting: The chairman of the Search Committee will present a written report of its progress to the District Executive Committee at regularly scheduled meetings and to the standing sub-committee between meetings as may be prudent. All such reports are to be treated as confidential. 9. Other Helps: Numerous sample letters and documents are attached to these guidelines to assist the Search Committee in its work. They may be easily located through the following index and except for the position description, overview of district office management, and guidelines for relocation, may be modified to suit district needs.
2012 Edition
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Guidelines—District Search Committee, DS
INDEX GUIDELINES FOR DISTRICT SEARCH COMMITTEE
PAGE
SUBJECT
A26-4 A26-5 A26-6 A26-7 A26-9 A26-11 A26-13
Agenda, First Meeting Agenda, Second Meeting Agenda, Third Meeting Agenda, Fourth Meeting Desired Qualifications—District Superintendent Position Description—District Superintendent Letter to District Official Workers—Seeking Recommendations Letter Seeking Interest Level of Potential Nominees District Superintendent Questionnaire District Office Administrative Assistance Required Letter to Non-selects Overview of District Office Management Relocation Guidelines—District Superintendent
A26-14 A26-15 A26-17 A26-18 A26-19 A26-22
Guidelines—District Search Committee, DS
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2012 Edition
SUGGESTED AGENDA FOR FIRST MEETING (Time goal for meeting: three hours) 1. Welcome and opening by chairman. 2. Devotions and prayer by chairman. 3. Review of Search Committee guidelines by CM liaison. 4. Review of pertinent portions of district constitution by CM liaison. 5. Review of pertinent district bylaws by chairman. 6. Review of budgetary guidelines by chairman. 7. Review of timelines by chairman. 8. Review of district superintendent official position description by CM liaison. 9. Review and adjust district superintendent qualification profile to suit district desires by Committee. 10. Review and adjust sample letter to district official workers. Set a date for mailing and a “not later” date for return. Committee action. 11. Review and adjust sample letter seeking interest level from potential nominees. Committee action. 12. Appoint a Committee member to secure three copies of the last district conference report and to develop a statistical overview of the district 13. Review and adjust sample instructions to district office administration outlining potential areas of administrative support that is anticipated. Committee action. 14. Review of current district office management procedures by CM liaison. 15. Review of current guidelines for relocation by CM liaison. 16. Review of current district superintendent compensation provided by the National Office by CM liaison. 17. Review and discussion of additional compensation/benefits provided by district by chairman. 18. Review of relationship between a district superintendent, District Executive Committee, and vice president for CM by CM liaison. 19. Adjournment.
2012 Edition
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Guidelines—District Search Committee, DS
SUGGESTED AGENDA FOR SECOND MEETING (Time goal for meeting: one hour) 1. Opening by chairman. 2. Devotions and prayer. 3. Review/screen nomination letters with CM liaison received from district official workers and develop a long list of potential nominees from the suggestions. Make any final adjustments to the letter and questionnaire that is to be sent to potential nominees on the long list. 4. Set date for secretary to mail the letters seeking interest level of the potential nominees with questionnaire. Note: Be sure to include the CM suggested name(s) in this mailing. Establish a suspense date for return. 5. Adjournment. Note: This meeting may be conducted by telephone conference call.
Guidelines—District Search Committee, DS
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2012 Edition
SUGGESTED AGENDA FOR THIRD MEETING (Time goal for meeting: two–three hours) 1. Opening by chairman. 2. Devotions and prayer. 3. Review and discuss the returned correspondence from the long list 4. Following prayerful discussion and consultation with the CM liaison, reduce the names to a short list of at least one, but no more than three candidates. Use telephone to gather additional data or to clarify as necessary. 5. Finalize letters to those who were not selected for the short list. Send copy to CM liaison. 6. Set dates for fourth meeting and the in-person interviews. 7. Appoint secretary of the Committee to make necessary arrangements with the candidates for travel and accommodations, etc. 8. Adjournment. Note: This meeting may be conducted by telephone conference call.
2012 Edition
A27-6
Guidelines—District Search Committee, DS
SUGGESTED AGENDA FOR FOURTH MEETING (Time goal for meeting: one day per candidate) Part I—The Interview 1. Opening and welcome by chairman. 2. Devotions and prayer by candidate 3. In-person interview: (This interview should be as interactive as possible—follow up questions are in order) a. Personal reflection and interaction. b. Review the official CM position description and any district-added tasks together. c. Review desired qualifications together. d. Review questionnaire—interacting, clarifying and/or affirming. e. Review and discuss the mission of the C&MA, the vision of the president and the following six key result areas: Revitalize local churches. Identify workers for the harvest. Prepare people for ministry. Develop a strong support base. Establish a church multiplication movement. Establish many church multiplication movements overseas f. Discuss the Great Commission Fund and responsibilities a superintendent has and discuss the mission and vision of the district as follows: Discuss the relationship between a district superintendent and theCM vice president and his staff—ascertain his interaction and experiences in the past. Discuss the ministry of Church Planting and responsibilities a superintendent has in support of it. Discuss the ministry of Church Revitalization and responsibilities a superintendent has in support of it. g. Ascertain the level of support from the candidate’s spouse and family. h. Solicit questions from the candidate about the district, churches, and leadership. i. Review the salary and benefits (both from CM and the district). 4. Closing remarks and prayer by chairman.
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2012 Edition
Part II—Tours Following the interview, a member of the Search Committee should provide an opportunity for the candidate to tour the district office, district parsonage (if applicable) and a general tour of the city. Part III—Final Selection (To be completed following final interview) The final agenda item for this meeting is the final selection of one person for presentation to the District Conference Committee on Nominations. Following the prayerful selection, the chairman will personally telephone the one selected, the ones not selected, the CM liaison, and the chairman for the District Executive Committee.
2012 Edition
A27-8
Guidelines—District Search Committee, DS
DESIRED QUALIFICATIONS—DISTRICT SUPERINTENDENT ___________________ District of The Christian and Missionary Alliance
Solid Character Must be a man above reproach in all respects—including both public and private life. Must meet the standards as outlined in 1 Timothy and Titus and have a family that is in order.
Committed to Mission and Vision of The Christian and Missionary Alliance Is strongly supportive of the mission of The Christian and Missionary Alliance and the vision God has given through our president to fulfill the Great Commission. On a consistent basis, demonstrates support through public and private ministry opportunities throughout the district.
District (or National) Leadership Experience Has served as a district superintendent, district director for Church Planting, district director for Disciplemaking Ministries, regional director, field director, Church Ministries’ vice president or assistant vice president, or national director of a ministry area. Member of Board of Directors or any other committee associated with the above-stated positions.
Strong Church Experience Prior local church ministry that has evidenced strong pastoral leadership supported by the church having clear signs of vitality, solid leadership development, people being called into God’s service, effective discipleship ministries, strong community outreach, conversion growth, baptisms, and experience in planting a daughter church. Should also have experience in working with multiple staff and have some district level experience by service on a district elected/appointed committee.
Leadership Development Has had experience in the identification and encouragement of laity to serve in leadership roles. Developed necessary materials for leadership training to bring these persons to maturity in leadership ministries. Has been an encouragement to young people considering missionary service. Service on a district License, Ordination, and Consecration Council is a plus.
Innovator in District/Local Church Ministries Has led both district-level ministries and local church initiatives through new and creative approaches to ministry that have proven effectiveness. Expresses a willingness to share these innovations with others and assist in development of training materials.
Guidelines—District Search Committee, DS
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2012 Edition
Commitment to Plant and Grow Healthy Great Commission Churches Has led or been a part of a church-planting team in a nearby community or has attended Growing a Healthy Church Seminars I, II, and III, and has implemented the lessons learned in a district or local church. Is aware of and participating in Eternal CPR.
A Good Communicator Able to address a wide variety of audiences from young to old, pastors and laity, saved and unsaved, in large meetings and small groups. Comfortable in one-on-one sharing is also a must. Should be able to express himself in written media as well as in public speaking.
Able to Understand and Advance Ethnic/Urban Ministries Understands and is able to articulate the needs of ethnic/urban America, is experienced in cross-cultural ministry, and is willing to superintend ministry in inner cities as well as other specialized settings. Will cooperate with any ethnic leadership living in or overseeing ministry in the district.
Ability to Balance Family Priorities while Fulfilling Travel Commitments Family understands and is willing to accept the position requirements of frequent travel both within and without the district. Although not a firm requirement, it is desirable that the wife of the superintendent be able to accompany her husband when traveling in district ministry and be able to interact with pastors’ wives.
Peacemaking/Negotiating Skills Able to articulate and lead in basic peacemaking principles as outlined in Scripture. Experienced in negotiating settlements of differences among various levels of leadership and/or congregational membership.
Administrative Skill/Vision-Casting Ability Has adequate administrative skills and is experienced in leading others to understand and accept ownership of vision. Able to cast vision to the district family.
2012 Edition
A27-10
Guidelines—District Search Committee, DS
THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: DISTRICT SUPERINTENDENT SUMMARY Exercise discretion and responsible judgment as a district superintendent for Church Ministries of The Christian and Missionary Alliance and be responsible for general oversight of entire district work including spiritual life and general administrative activities. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
The individual holding the above position must be a member of a Christian and Missionary Alliance church and refrain from behavior which detracts from the Christian testimony of The Christian and Missionary Alliance. ESSENTIAL FUNCTIONS Elected as a district superintendent over a specific geographical area in Church Ministries of The Christian and Missionary Alliance, and under general direction of vice president for Church Ministries, be responsible for spiritual and administrative leadership, communication with ethnic work, and proper operation of denominational programs including evangelism, church planting, church revitalization, disciplemaking ministries, international missions, promotion and administration of missionary programs, and women's and men's groups. Serve as recognized head of the district organization and member ex officio of all district committees and departments. Assure compliance with The Christian and Missionary Alliance General Bylaws, and district and local church constitutions as well as state and local laws, outlined in the Manual of The Christian and Missionary Alliance. Serve as district pastor and provide leadership in spiritual life and ministry of the district. Act as liaison between the District Office and the National Office of The Christian and Missionary Alliance. Responsible for operation of the district and preside over the District Executive Committee. Coordinate district development through such activities as committee appointments, church planting fund-raising, processing requests for Alliance Development Fund loans and church planting grants, and officially organizing churches. Arrange to have all legal documents properly executed in accordance with appropriate law and the district constitution. Assure that worker
Guidelines—District Search Committee, DS
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2012 Edition
license, ordination and consecration, and discipline procedures are properly administered. Responsible for general supervision of district church operations including processing pastoral changes, appointing new pastors, and conferring with local congregations regarding local matters or any denominational program. Conduct all official correspondence with pastors and churches. Direct annual District Conference. Assure that all arrangements are properly planned and preside and give general direction to spiritual ministry of District Conference. Assure compliance with all policies and procedures, that are reviewed from time to time by the vice president for Church Ministries. Fulfill such other ministry functions and requirements as may be requested by the C&MA.
2012 Edition
A27-12
Guidelines—District Search Committee, DS
DISTRICT LETTERHEAD
(Date)
Name Address Dear ___________ Pursuant to the guidelines established by Church Ministries, the District Executive Committee has appointed a Search Committee to conduct an exhaustive search for a viable candidate to serve as our next district superintendent. The name of this candidate will remain confidential and will be presented to the Conference Committee on Nominations at our next District Conference. The Search Committee has identified twelve essential qualifications that are important in selecting our next district superintendent. They are enclosed with this letter. We would like your help in this process. If you or any member of your church has a name that fits these qualifications, please submit it to the Committee for consideration. Your recommendations should be sent to the district office to the attention of “Search Committee” or you may directly contact any one of the members of the Search Committee via e-mail, phone, or letter, no later than (date). Thank you for your help in this matter. Please keep the Committee in your prayers as we seek the Lord’s will in this assigned task. In Christ,
Chairman, Search Committee Enclosures List of Qualifications List of Committee Members
Guidelines—District Search Committee, DS
A27-13
2012 Edition
DISTRICT LETTERHEAD
(Date)
Name Address Dear Your name has been suggested to the Search Committee for consideration for the position of district superintendent of the __________District. If you are interested in being considered as a nominee please complete the enclosed questionnaire and return it to the Search Committee, (address) by (date). Following receipt of this information from you and several others, the Committee will develop a short list for an in-person interview. You will be notified by return mail whether you have been selected or not for the next step. Thank you for taking the time to respond. We will be praying for you as you seek God’s direction. Please feel free to call me if you have any questions. In Christ,
Chairman, District Superintendent Search Committee Phone Number Enclosures Questionnaire Desired Qualifications
2012 Edition
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Guidelines—District Search Committee, DS
DISTRICT SUPERINTENDENT QUESTIONNAIRE 1. Name 2. Address 3. Date and Place of Birth 4. Marital Status and Family 5. Health—include date of last physical 6. Church Membership 7. Present Position 8. Education 9. Date and place of ordination 10. Ministries—Please provide a three-to-five sentence evaluation of your ministry for each position held. Describe any significant events which shaped that ministry. 11. Other achievements 12. Committees or Boards on which you have served. 13. State briefly your spiritual journey (conversion, crisis experience, and continuing walk with God). 14. As district superintendent what would be your vision for the future of the C&MA in the _______________District. 15. Articulate your philosophy of leadership and administrative style. 16. What do you consider your strengths in ministry? 17. What would be your priorities for the worldwide work of the C&MA? 18. Outline your philosophy of church planting. 19. Give a brief outline of any experience you have had in an urban setting. 20. If you had the time, money, staff, and God gave you the “green light” and you knew you could not fail, what would you do as district superintendent? 21. What priorities would you have and what changes would you make in the ______________ District? 22. What would you describe your three guiding principles in life to be? 23. What five milestones have most shaped your life and ministry to this point? 24. Describe your personal time alone with God. Your family time with God? 25. What top three items have you been praying most about in the past 30 days? 26. At this point in life how would you describe your relationship with God? What is the most meaningful spiritual highlight you have experienced this past year?
Guidelines—District Search Committee, DS
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2012 Edition
27. What causes you eighty percent of your frustration, tension, and pressure? Why? 28. What causes you eighty percent of your pleasure, joy, fun? Why? 29. Describe your relationship to your wife and family. 30. Are there any skeletons in your closet about which you would like us to hear your side of the story before we hear it from someone else? 31. Why are you open to serving in this position? What is the motive deep in your heart? 32. What do you understand a leader to be and how do you see yourself fitting that description and role? 33. What references should we consider knowing more about you and your ministry? Please provide at least three names with addresses and phone numbers for each.
2012 Edition
A27-16
Guidelines—District Search Committee, DS
DISTRICT OFFICE ASSISTANCE The District Executive Committee has appointed a Search Committee to begin the process of identifying candidates for the position of district Superintendent. The Search Committee will require the following items of assistance from the district office staff: 1. From a final draft, produce and mail letters to the district official workers over my name as chairman of the Search Committee. 2. Receive and produce seven copies of all letters returned from district official workers who are recommending a person for consideration and distribute to all Committee members. 3. From a final draft, produce and mail letters of inquiry and questionnaires to a long list of candidates over my name as chairman of the Search Committee. I will provide the names and addresses. 4. Receive and prepare seven copies of all résumés and questionnaires returned from the long list of potential candidates and distribute directly to all Committee members. 5. Prepare conference room or other suitable meeting room for Search Committee meetings. Make provisions for appropriate morning and afternoon beverage breaks. Arrange for meal reservations upon request. 6. Forward receipts for any expenses to the District Treasurer or office bookkeeper for payment. 7. Assist the Secretary of the Search Committee in securing travel and lodging accommodations as may be requested. 8. Arrange for a tour of the district office and district parsonage (if applicable) for the three finalists on the date arranged. 9. Provide other administrative support that may be required.
Guidelines—District Search Committee, DS
A27-17
2012 Edition
DISTRICT LETTERHEAD
(Date)
Name of Non Select Address Dear Thank you so much for your interest in serving our district in the capacity of district superintendent. I know that your time is valuable and the Search Committee is very appreciative of the information you prepared for us. Pursuant to the guidelines recommended by Church Ministries and adopted by our Committee, we are only permitted to select the top three candidates for the next step in the process. I am sorry to inform you that following a prayerful and intense review of all of the inquiries and questionnaires, our Committee has decided that you have not been selected to continue in our search process. It is our prayer that you will continue to serve the Lord in the ministry to which He has called you. Cordially,
Name, Chairman, ____________ District Search Committee
2012 Edition
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Guidelines—District Search Committee, DS
GUIDELINES FOR DISTRICT OFFICE MANAGEMENT DISTRICT SUPERINTENDENT (CMLT, rev. 10/03) EMPLOYMENT All superintendents are official workers of The Christian and Missionary Alliance and so have given confession of faith in Jesus Christ and shown evidence of regeneration as well as expressing full sympathy with the C&MA's principles and objectives. They have submitted to doctrinal standards as contained in The Alliance Statement of Faith. “The district superintendent shall be the recognized head of the district organization and member ex officio of all district committees and shall exercise oversight of the entire work of the district” (Manual of The Christian and Missionary Alliance, A4–4). While elected by the districts, superintendents are salaried by The Christian and Missionary Alliance under the budget of the Church Ministries (CM). It is therefore anticipated that certain requirements will contribute to a sense of unity and uniformity of practice and policy as it relates to the employment relationships of the superintendents. LICENSE The official worker's license of a district superintendent is signed and issued by the vice president for Church Ministries. In the event of the necessity of administering disciplinary procedures involving a district superintendent, the Uniform Policy on Discipline, Restoration, and Appeal will establish pertinent administrative processes. SALARY Salary is transmitted to the superintendent’s bank account via electronic direct deposit on the last business day of the month. At that time, a payroll voucher is mailed. PAYROLL DEDUCTIONS A district superintendent is “employed” for federal income tax purposes and “self-employed” for social security purposes, and may have certain deductions withheld to cover self-employment tax for Social Security and payments for the Internal Revenue Service. For further information, contact the Human Resources Office. There is a 403(b) Retirement Plan available for National Office employees which serves to reduce the tax effect of current earnings. The Employee Benefits Office, Operations/Finance, can provide information and an application form.
Guidelines—District Search Committee, DS
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2012 Edition
HEALTH INSURANCE The Christian and Missionary Alliance provides a health benefit plan for all eligible National Office employees. The C&MA pays the cost of this benefit; however, application must be made in order to be covered. Applications are available from the Employee Benefits Office, Operations/Finance. LIFE INSURANCE The Christian and Missionary Alliance pays for a life insurance policy for district superintendents. The superintendent must make application. Applications are available from the Employee Benefits Office, Operations/Finance. WORKER'S COMPENSATION All district superintendents and the assistant superintendents are covered by Worker's Compensation through the National Office. In the event of work-related injury, the matter should be reported immediately to the Employee Benefits Office, Operations/Finance. WORK EVALUATION Each superintendent is asked to meet with his District Executive Committee in an annual review of work, progress, and productivity. This review should contribute to a better work relationship. It will help to evaluate past work and to set goals for the coming year. A copy of all such reviews will be forwarded to the vice president for Church Ministries. PROFESSIONAL GROWTH AND CONTINUING EDUCATION Each superintendent is encouraged to plan and seek further advancement in the professional areas of theology, training, and management. Nearby schools, as well as the educational programs of professional associations, can offer a great variety of courses. Consideration for financial aid in this should be made within the budget planning of the district. PERSONAL Church Ministries should be notified of any change of address or telephone number of home and office. A current name, address, and telephone number of the person who should be notified in case of serious illness or emergency should be given to the vice president and updated as needed. VACATIONS Vacation regulations are as follows: Vacations for district superintendents shall be twenty working days per year. Dates should be negotiated with the District Executive Committee. Any lengthy vacation absence from the office should be reported to the CM vice president and arrangements made for administrative coverage.
2012 Edition
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Guidelines—District Search Committee, DS
Vacations are not cumulative, but must be taken within the calendar year. Where a regular holiday occurs during the vacation work week, an extra day of vacation is granted in lieu of the holiday. If a superintendent resigns or otherwise leaves office during his term, vacation time earned during that calendar year will be paid on a prorated basis. SICK LEAVE District superintendents and assistant superintendents are eligible for up to four months of sick leave with full allowance in any twelve-month period. If necessary, consideration may be extended to an additional two months at two-thirds allowance. Sick leave is defined as a leave due to a person being unable to carry out his duties due to illness. MEDICAL EXAMS It is suggested that the District Executive Committee consider the need for a biennial physical exam for the district superintendent. The expenses for this, including all lab and x-ray fees, should be covered by the district. TRAVEL EXPENSE GUIDELINES To be determined by district.
Guidelines—District Search Committee, DS
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2012 Edition
RELOCATION GUIDELINES—DISTRICT SUPERINTENDENT (P.C. 4/88, rev. 2/94, 11/94, 8/02, 5/08, CMLT 11/04) 1. Moving costs shall be the responsibility of the district. This can be handled through direct reimbursement to the superintendent. 2. The newly elected superintendent may confer with the director for Human Resources at the National Office for suggestions for moving companies. 3. The new superintendent will receive orientation and training for his position as arranged and paid for by Church Ministries.
2012 Edition
A27-22
Guidelines—District Search Committee, DS
UNIFORM POLICY ON DISCIPLINE, RESTORATION, AND APPEAL Sample Documents (CMLT 12/00) The following documents are provided as samples to facilitate disciplinary action as outlined in the Manual of The Christian and Missionary Alliance. For the purpose of these samples, we have built the following scenario: Scenario: Mr. Sam Smith and Mr. Fred Stone of First Alliance Church have provided a written charge of moral failure involving sexual misconduct, allegedly committed by Mr. Bill Round, to the chairman of the elders, Pastor C. David Justice. The church will investigate, appoint a Committee on Discipline, and determine a guilty verdict. It also assumes that the subject has initially denied the charges to the governance authority during the preliminary inquiry. List of Documents: 1. Letter acknowledging the written charges and arranging for an initial interview with complainants. 2. Letter informing the subject of the written charges and arranging for an initial interview. 3. Letter appointing the Committee on Investigation. 4. Letter informing the subject that a Committee on Investigation has been appointed. 5. Letter informing the complainants that a Committee on Investigation has been appointed. 6. Format for the preparation and submission of the Committee on Investigation Report. 7. Letter appointing a Committee on Discipline. 8. Letter informing the subject of the time and place of the discipline hearing and his right to a preliminary hearing. 9. Letter informing the complainants and other witnesses of the time and date of the hearing. 10. Format for the preparation and submission of the Committee on Discipline report. 11. Letter for informing the subject of the findings of the Committee on Discipline. 12. Letter for informing the complainants of the findings of the Committee on Discipline. 13. Statement to be read to a closed congregational meeting. 14. Letter informing the vice president for Church Ministries of the findings of the Committee on Discipline. 15. Letter informing the president and district superintendents/directors of the Committee on Discipline. Governance authorities can easily adapt these documents to respective situations. This list is not exhaustive; however it is sufficient in scope to assist in crafting other related documents. All documents should be stamped “Confidential.”
Policy—Discipline, Sample Documents
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2012 Edition
LETTER 1: (ON OFFICIAL LETTERHEAD)
Date
Mr. Sam Smith Address Mr. Fred Stone Address Dear Mr. Smith and Mr. Stone: I have received your letter of August 1, 2009, by which you have officially charged Mr. Bill Round with moral failure involving sexual misconduct. I will be pursuing this matter pursuant to the Uniform Policy on Discipline, Restoration and Appeal as found in the current edition of the Manual of The Christian and Missionary Alliance. A copy of this policy is attached for your information and I would encourage you to read it carefully. In keeping with this policy, I am initiating a preliminary inquiry. Therefore, I am asking you to meet with me in my office at 3 p.m. on August 5, 2009, so that I may ask questions of clarification and secure any further facts surrounding this matter. Please confirm this appointment with my secretary by calling (719) 987-6543 as soon as possible. A copy of your written charge has also been forwarded to Mr. Round. Sincerely, Rev. C. David Justice Chairman, Board of Elders CDJ/mw Enc: Copy of Policy
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Policy—Discipline, Sample Documents
LETTER 2: (ON OFFICIAL LETTERHEAD)
Date
Mr. Bill Round Address Dear Mr. Round: I have recently received a written charge of moral failure involving sexual misconduct allegedly committed by you in violation of the principles of Scripture and the Uniform Policy on Discipline, Restoration and Appeal as found in the current edition of the Manual of The Christian and Missionary Alliance. I will be pursuing this matter pursuant to this policy, a copy of which is attached for your information. I would encourage you to read it carefully. A copy of the written charge is also attached. In keeping with this policy, I have initiated a preliminary inquiry. Therefore, I am asking you to meet with me in my office at 3 p.m. on August 6, 2009, so that I may ask questions of clarification and secure any facts surrounding this matter. You also have the right to bring a written response to these charges with you. Please confirm this appointment with my secretary by calling (719) 987-6543 as soon as possible. Sincerely, Rev. C. David Justice Chairman, Board of Elders CDJ/mw Enc: Copy of Policy, Copy of Written Charges
Policy—Discipline, Sample Documents
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2012 Edition
LETTER 3: (ON OFFICIAL LETTERHEAD)
Date Mr. Clyde Comment, Chairman Address Mr. Alan Adak, Secretary Address Gentlemen: Pursuant to Article IV—Procedures for Disciplinary Proceedings, paragraph 2, Formal Investigation, you are appointed to serve as a Committee on Discipline to investigate the written charge of moral failure involving sexual misconduct allegedly committed by Mr. Bill Round, submitted by Mr. Sam Smith and Mr. Fred Stone, all of whom are members of our church. You are to proceed with your investigation according to Article IV, paragraph 2a through 2e and provide me with a confidential summary report of your investigation, evidence, whether or not the charge is substantiated, and recommendations. Your investigative report and all supporting evidence should be reported to me not later than thirty (30) days from today’s date. I have also enclosed a copy of the Uniform Policy on Discipline, Restoration and Appeal as found in the current edition of the Manual of The Christian and Missionary Alliance, a copy of the written charges, and a copy of the written response. Thank you for serving. The church will reimburse any expenses you may incur in the course of this investigation. Therefore, please save all receipts for submission to me with your final report. All draft materials are to be destroyed by shredding. Sincerely, Rev. C. David Justice Chairman, Board of Elders CDJ/mw Enc: Copy of Policy, Copy of Written Charges, Copy of Written Response
2012 Edition
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Policy—Discipline, Sample Documents
LETTER 4: (ON OFFICIAL LETTERHEAD)
Date
Mr. Bill Round Address Dear Mr. Round: This is to advise you that I have appointed the following personnel to serve as a Committee on Investigation regarding the written charges of moral failure involving sexual misconduct allegedly committed by you. Mr. Clyde Comment, chairman Mr. Alan Adak, secretary This Committee will contact you in the immediate future to arrange a time and place for an interview. I would encourage your full cooperation with this Committee. I have already provided you with a copy of the written charges. Cordially, C. David Justice Chairman, Board of Elders CDJ/mw
Policy—Discipline, Sample Documents
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2012 Edition
LETTER 5: (ON OFFICIAL LETTERHEAD)
Date Mr. Sam Smith Address Mr. Fred Stone Address Dear Mr. Smith and Mr. Stone: This is to advise you that I have appointed the following personnel to serve as a Committee on Investigation regarding the written charges of moral failure involving sexual misconduct provided by you. Mr. Clyde Comment, chairman Mr. Alan Adak, secretary In the immediate future, you will be contacted by this Committee to arrange a time and place for an interview. I would encourage your full cooperation with this Committee. I have already provided the Committee with a copy of your written charges. Cordially, C. David Justice Chairman, Board of Elders CDJ/mw
2012 Edition
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Policy—Discipline, Sample Documents
DOCUMENT 6: FORMAT FOR SUBMISSION OF REPORT OF INVESTIGATION Confidential Report of Investigation Authority and Date of Investigation: This investigation was initiated at the direction of Rev. C. David Justice, Chairman for the Board of Elders, pursuant to the Uniform Policy on Discipline, Restoration and Appeal as found in the current edition of the Manual of The Christian and Missionary Alliance and was conducted during the period August 10 to September 2, 2009. A copy of the letter of appointment is enclosed as attachment 1. Investigators: Mr. Clyde Comment and Mr. Alan Adak. Charge: Moral failure involving sexual misconduct. Complainants: Mr. Sam Smith and Mr. Fred Stone. Subject: Mr. Bill Round. Summary of Investigation: Interview with Complainants: On August 10, 2009, the Committee interviewed the complainants at the church office. The complainants essentially reiterated their written report. Further, it was learned that the other party was Mrs. Paula Crenshaw and the alleged incidents of moral failure involving sexual misconduct occurred over a six-month period covering September 2008 through March 2009. The incidents are alleged to have occurred at the Cozy Motel in Another City, Colorado. Nothing else of substantive value was obtained. A copy of this interview is enclosed as attachment 2. Interview with Subject: On August 12, 2009, the committee interviewed the subject at the church office. The subject was advised of the charges against him and we confirmed that the Chairman of the Elders, Rev. C. David Justice, had previously provided him a copy of the written charges. The subject initially denied the charges. However, after several more questions, began to rationalize his actions citing personal problems with his current marriage, and subsequently acknowledged that the charges were essentially true. He also confirmed that Mrs. Paula Crenshaw was the other party involved. It was noted that Mrs. Crenshaw is not a member of this or any other Alliance church. A copy of this interview is enclosed as attachment 3. Interview with Mrs. Paula Crenshaw: On August 14, 2009, Mrs. Paula Crenshaw was interviewed at her home in the presence of her husband, Mr. Robert Crenshaw. Mrs. Crenshaw admitted that she had, in fact been seeing Mr. Round over the past six months and that they had had a sexual affair. She further related that she began to have feelings of guilt and had called it off on or about April 15, 2009. She also stated that she had already confessed this to her husband and that they were seeking marriage counseling with a professional counselor. Mrs. Crenshaw has agreed to testify at any hearing involving Mr. Round if requested to do so as long as her husband could accompany her. Mr. Crenshaw did not add anything substantive to the investigation. He did, however, Policy—Discipline, Sample Documents
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express his support of his wife. A copy of this interview is enclosed as attachment 4. Review of Registration Records, Cozy Motel: On August 16, 2009, Mr. Mike Mondell, owner and manager of the Cozy Motel in Another City, Colorado, was interviewed. After advising Mr. Mondell of the nature of the investigation, he made his registration records available for review. This review revealed that Mr. Round had in fact registered at the Cozy Motel approximately twelve times between the dates of September 2006 and March 2009. The registration record also reflected “two” in the room. It did not contain the other name or anything further of value to this investigation. Copies of the respective pages are enclosed as attachment 5. Substantiation of Charges: It is the findings of this Committee that this investigation and evidence gathered fully substantiates the charge of moral failure involving sexual misconduct committed by Mr. Bill Round. Recommendations: In keeping with the Uniform Policy on Discipline, Restoration, and Appeal, we recommend that a Committee on Discipline be appointed and that a hearing be conducted. Respectfully Submitted, Mr. Sam Smith Any Street Any City, CO
Mr. Fred Stone Any Street Any City, CO
Enc: Transcripts, statements, and other evidence
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Policy—Discipline, Sample Documents
LETTER 7 (ON OFFICIAL LETTERHEAD)
Date Mr. Brent Harr Mr. Juan Rodriguez Mr. Donald Duncan Mr. Sam Nguyen Mr. Clyde Comment Gentlemen: Pursuant to Article IV—Procedures for Disciplinary Proceedings, paragraph D—Intermediate Action, subparagraph 2, Uniform Policy on Discipline, Appeal, and Restoration, the Manual of The Christian and Missionary Alliance, you are appointed to serve as a Committee on Discipline to hear the findings of the Committee on Investigation surrounding the written charge of moral failure involving sexual misconduct allegedly committed by Mr. Bill Round, a member of our church. I will serve as moderator and I am further appointing Mr. Harr as the vice moderator and Mr. Rodriguez as secretary. Mr. Comment, the chairman of the Committee on Investigation, will serve as prosecutor. I will schedule the disciplinary hearing at a date and time mutually agreeable to the defendant and others who will be participating in the hearing. I trust that this will be accomplished within thirty (30) days of today’s date. I am enclosing a copy of the policy, the initial written charges and the report of investigation. Please read them thoroughly and as soon as possible. Thank you for serving. The church will reimburse any expenses you may incur in the course of this appointment. Therefore, please save all receipts for submission to me at the conclusion of this hearing. This report and any notes you make during this process must also be returned to me at the conclusion of the hearing. Sincerely, C. David Justice Chairman, Board of Elders CDJ/mw
Policy—Discipline, Sample Documents
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2012 Edition
LETTER 8 (ON OFFICIAL LETTERHEAD) Send via certified mail, return receipt requested
Date
Mr. Bill Round Address Dear Mr. Round: This is to inform you that a Committee on Discipline has been appointed to hear the written charge of moral failure involving sexual misconduct allegedly committed by you. The composition of the committee is as follows: Mr. C. David Justice, Chairman Mr. Brent Harr Mr. Juan Rodriguez Mr. Donald Duncan Mr. Sam Nguyen Mr. Clyde Comment I have scheduled the hearing for Monday, September 18, 2009, and it will be held at the First Alliance Church. The hearing will also follow the outline as found in the policy document previously provided to you. You are encouraged to read this document once again. You are also reminded that you are entitled to have your spouse and/or another advocate accompany you to this hearing. You are also advised of your right to a pre-hearing conference if so desired. If you choose to exercise this right, the preliminary hearing will be held on September 12, 2009, at the First Alliance Church. This conference will be limited to those matters outlined in the policy. Should you choose to exercise your right, I must be informed no later than three business days from today’s date. Failure to do so will result in your waiving of this right. Cordially, C. David Justice Moderator, Committee on Discipline CDJ/mw
2012 Edition
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Policy—Discipline, Sample Documents
LETTER 9 (ON OFFICIAL LETTERHEAD) Individually addressed to all that are to appear before the Committee on Discipline
Date
Name Address Dear This is to inform you that a Committee on Discipline has been appointed to hear the written charges of moral failure involving sexual misconduct allegedly committed by Mr. Bill Round. This hearing will be conducted on September 18, 2009, at the First Alliance Church. Since you have been identified as a witness, please plan to arrive no later than 10 a.m. Thank you for taking the time from your schedule to assist us in this very important matter. Cordially, C. David Justice Moderator, Committee on Discipline CDJ:mw
Policy—Discipline, Sample Documents
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2012 Edition
DOCUMENT 10: FORMAT FOR DISCIPLINARY HEARING Report of Disciplinary Hearing Authority and Date of Hearing: This hearing was conducted at the direction of Rev. C. David Justice, chairman for the Board of Elders pursuant to the Uniform Policy on Discipline, Restoration, and Appeal as found in the current edition of the Manual of The Christian and Missionary Alliance and was conducted September 18, 2009. A copy of the letter of appointment is enclosed as attachment 1. Composition of Committee: Mr. C. David Justice, chairman, Mr. Brent Harr, Mr. Juan Rodriguez, Mr. Donald Duncan, Mr. Sam Nguyen, and Mr. Clyde Comment. Charge: Moral failure involving sexual misconduct. Complainants: Mr. Sam Smith and Mr. Fred Stone. Defendant: Mr. Bill Round. Proceedings: Call to Order: The Disciplinary Hearing was called to order by Mr. C. David Justice, moderator. All Committee personnel were present. Mr. Justice reminded the committee members of the biblical basis for discipline as noted in Article I of the policy and briefly commented on each one. A season of prayer followed. Review of Process: The moderator reviewed the hearing process as outlined in the policy and admonished committee members on their responsibilities. He further advised Mr. Comment that, as prosecutor, he would be excused prior to deliberations. Reading of the Charge: The moderator invited Mr. Round to the hearing. After extending appropriate courtesies, advising Mr. Round of the nature of the hearing, the process that would be followed, and prayer, the charge was read by the prosecutor as follows: That Mr. Bill Round had engaged in moral failure involving sexual misconduct with a Mrs. Paula Crenshaw at various times between September 2006 and April 2009 in violation of Scripture and the Uniform Policy on Discipline, Restoration, and Appeal. Defendant’s Response: Not Guilty. Presentation of the Prosecutor’s Evidence: At this time, the prosecutor presented the following evidence: Testimony of Mr. Sam Smith: Mr. Smith appeared to the Committee at this time. Mr. 2012 Edition
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Policy—Discipline, Sample Documents
Smith essentially reiterated his written statement that he had observed Mr. Round and Mrs. Crenshaw entering the Cozy Motel in Another City, Colorado, while attending a conference in that city. He further advised that Mr. Stone was with him at the time. Mr. Smith also testified that he had known Mr. Round for about four years in a casual manner and that the majority of contact with Mr. Round had been at the church. He also demonstrated that he knew the identity of Mr. Round by sight. Mr. Smith was excused, subject to recall. Testimony of Mr. Fred Stone: Mr. Stone appeared to the Committee at this time. Mr. Stone related essentially the same testimony as Mr. Smith. However, he further advised that he has known Mr. Round for about six years as a neighbor as well as a church member. He cited several incidents of conflict between Mrs. Crenshaw and her husband, Robert, in their marriage and was aware that Mrs. Crenshaw would absent herself from their home for extended periods of time. However, he did not suspect she would involve herself in a sexual relationship with another. Review of registration records: The prosecutor presented copies of several pages of the Cozy Motel registration records attesting to the fact that Mr. Round had registered there on several occasions. In each case, he had registered under his own name and indicated that “two” persons would occupy the room. Testimony of Mrs. Paula Crenshaw: Mrs. Crenshaw appeared to the Committee at this time accompanied by her husband. Mrs. Crenshaw first apologized for her part in the relationship she had with Mr. Round. She advised the Committee that she had confessed “everything” to her husband, Robert, who had accompanied her to the hearing. Upon questioning, she testified that she and Mr. Round had in fact, had an ongoing sexual relationship for about six months between September 2008 and mid-April 2009. She further related that her marriage had been in trouble and she was lonely and despondent. She had known Mr. Round since high school where they had been close friends. Initially, she sought him out only for support and comfort and had no intentions of seeing the relationship develop beyond that. However, it did develop into several incidents of sexual contact. She also related that she and her husband are working on their marriage relationship with a professional counselor. Presentation of Defense: At this time, the defendant was offered the opportunity to provide his defense of the charges. However, in light of the previous testimonies, the defendant declined to present any witnesses or evidence in his favor. Statement by the Prosecutor: The prosecutor stated that he had nothing further to present. He did read from the appropriate section of the policy as well as Scripture noting that misconduct of this nature clearly violates both references and is not in keeping with good discipline and order personally or in the church. Defendant Summation: The defendant acknowledged that he had made a terrible mistake and allowed the emotions of the moment to overtake him. He stated that his wife was now aware of the situation and although their relationship is seriously strained, she is counseling with a close
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2012 Edition
female friend and he is hopeful that she will eventually forgive him. He is also hopeful that their marriage can be saved. He apologized for not readily admitting his guilt, but was hopeful that there was another solution. Prosecutor Summation: The prosecutor reiterated the above testimonies citing the clear and compelling evidence that the charge of moral failure involving sexual misconduct were indeed true and urged the Committee to find the defendant guilty as charged. Deliberation of the Committee: The moderator excused Mr. Comment, Prosecutor, as previously stated and called the Committee into executive session for deliberation. Following a time of permitting each member of the Committee to express himself, and for prayer, the moderator again read the charge followed by a call for a vote. Voting guilty: Five. Voting not guilty: None. The Committee subsequently moved into the penalty phase. After considerable debate, review of the policy and prayer, the committee decided by unanimous consent that the defendant, Mr. Bill Round, would be subject to revocation as outlined in the policy for a period of not less than two years. The Committee further opined that restoration was most certainly in order and requested the moderator to meet with Mr. Round following the hearing and advise him of the process. The executive session was subsequently concluded. Judgment of the Committee: The moderator reconvened the hearing and invited the defendant, the prosecutor, the complainants and other interested personnel to join the hearing. Once all were seated, the moderator reiterated the purposes of church discipline as outlined in the preamble to the policy and cited several Scriptures which outline the biblical basis for discipline. The defendant was then asked to stand before the Committee as their verdict of “guilty as charged” was announced. The moderator further stated that the defendant would be provided a written copy of the verdict within three working days and that the Committee had also recommended that a plan of restoration was in order. Mr. Donald Duncan, a senior elder of the First Alliance Church was appointed to be advisor for Mr. Round during the period of revocation. Lastly, Mr. Round was advised of his right of appeal and the process was highlighted from the policy. Adjournment: The hearing was adjourned at 4:30 p.m. with the thanks of the moderator to all that participated in this most difficult task and in a season of prayer. Respectfully Submitted, Mr. Juan Rodriguez Secretary, Committee on Discipline cc: Defendant, Complainants
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Policy—Discipline, Sample Documents
LETTER 11 (ON OFFICIAL LETTERHEAD)
Date Mr. Bill Round Address Dear Mr. Round, The Committee on Discipline appointed pursuant to the Uniform Policy on Discipline, Restoration, and Appeal heard your case on September 18, 2009. It is my responsibility to confirm to you that the Committee by unanimous ballot found that you were guilty of the written charge of moral failure involving sexual misconduct. The Committee on Discipline has further determined that the penalty to be imposed is that of revocation of your church membership and ministries for a period of not less than two years. During this period, you are to discontinue all public ministries in this church. The Committee on Discipline has further determined that restoration to full membership is possible and has therefore appointed Mr. Donald Duncan to be your advisor during this period. You are advised that a plan for restoration must be prepared by you within thirty (30) days of today’s date and submitted to me for approval. The requirements for this plan are outlined in the policy previously provided to you. You are further advised to acknowledge receipt of this letter by your signature on the bottom of the letter and return to me within five (5) business days. You are also advised of the right of appeal. The exact process to be followed is outlined in the policy. We sincerely regret that this action was necessary. It is, however, our deepest desire that you now confess this sin before God, receive his forgiveness, and become completely restored to your family and this fellowship. May God grant you his grace as you complete the process. With deep regret, (Enter signature block of the five committee members) Receipt acknowledged and contents understood this _____ day of September, 2009.
Return to Mr. Bill Round (Address)
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2012 Edition
LETTER 12 (OFFICIAL LETTERHEAD)
Date
Mr. Sam Smith Address
Mr. Fred Stone Address
Dear Mr. Smith and Mr. Stone: This is to inform you that the Uniform Policy on Discipline, Restoration, and Appeal as found in the current edition of the Manual of the Christian and Missionary Alliance has been followed in the matter of the written charge submitted by you against Mr. Bill Round. On September 18, 2009, a Committee on Discipline conducted a hearing. Following the presentation of the case, the Committee found Mr. Round to be guilty as charged. Please accept our deepest thanks for bringing this to our attention and join us in prayer as we believe Mr. Round will repent of his sin and be restored to our fellowship. Cordially, C. David Justice Chairman, Board of Elders CDJ/mw
2012 Edition
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Policy—Discipline, Sample Documents
DOCUMENT 13 – A STATEMENT TO BE READ TO A CLOSED MEETING OF THE CONGREGATIONAL ACTIVE MEMBERSHIP ONLY Statement Special Congregational Meeting October 1, 2009 It is with a deep sense of regret that I, as Chairman of the Board of Elders, First Alliance Church, inform you, as active members of this church, of a matter of church discipline. Pursuant to the Uniform Policy on Discipline, Restoration, and Appeal, a written charge of moral failure resulting in sexual misconduct has been received against a member of our church, Mr. Bill Round. Following the appropriate procedures as outlined in the policy, Mr. Round has been found guilty of the charge and has been ordered to undergo a period of revocation for not less than two years. During this period of time, Mr. Round will not be permitted to hold an office or have a public ministry in this church. I am pleased to inform you that the Committee on Discipline has recommended that Mr. Round develop and complete a plan for restoration during this period. Mr. Donald Duncan has also been appointed as his advisor. Please join with me and the other elders of this church in praying for the full restoration of Mr. Round. C. David Justice Chairman, Board of Elders
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2012 Edition
LETTER 14 (ON OFFICIAL LETTERHEAD) To be used when the defendant was an official worker and the process was carried out on the district level
Date
Rev. William C. Pell, DMin Vice President, Church Ministries PO Box 35000 Colorado Springs, CO 80935 Dear Rev. Pell: Pursuant to the Uniform Policy on Discipline, Restoration, and Appeal, a written charge of moral failure resulting in sexual misconduct had been received against an official worker of this district, Mr. Bill Round. Following the appropriate procedures as outlined in the policy, Mr. Round has been found guilty of the charge and has been ordered to undergo a period of revocation for not less than two years, effective September 18, 2009. During this period of time, Mr. Round’s privileges and responsibilities as a licensed official worker have been discontinued. Furthermore, his official worker license has been surrendered to me. Sincerely, Rev. Titus T. Thumb District Superintendent TT/ch
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Policy—Discipline, Sample Documents
LETTER 15 (ON OFFICIAL LETTERHEAD)
Date
Dr. Gary M. Benedict President The Christian and Missionary Alliance P O Box 35000 Colorado Springs, CO 80935 Dear Dr. Benedict: Pursuant to the Uniform Policy on Discipline, Restoration, and Appeal, a written charge of moral failure resulting in sexual misconduct had been received against an official worker of this district, Mr. Bill Round. Following the appropriate procedures as outlined in the policy, Mr. Round has been found guilty of the charge and has been ordered to undergo a period of revocation for not less than two years, effective September 18, 2009. During this period of time, Mr. Round’s privileges and responsibilities as a licensed official worker have been discontinued. Respectfully, Rev. John F. Soper Vice President for Church Ministries jfs/kv cc: C&MA vice presidents, district superintendents/district directors, CM directors
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DISTRICT SALARIED ADMINISTRATIVE STAFF POSITION DESCRIPTIONS:
DISTRICT SUPERINTENDENT ASSISTANT DISTRICT SUPERINTENDENT DISTRICT SUPERINTENDENT/MULTICULTURAL MINISTRIES CONSTITUTED DISTRICT DISTRICT SUPERINTENDENT/MULTICULTURAL MINISTRIES DEVELOPING DISTRICT DISTRICT DIRECTOR/MULTICULTURAL MINISTRIES UNCONSTITUTED DISTRICT MISSIONARY CONSULTANT/MULTICULTURAL MINISTRIES DISTRICT CHURCH PLANTING DIRECTOR – ESSENTIAL FUNCTIONS
District Salaried Job Descriptions
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2012 Edition
THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: DISTRICT SUPERINTENDENT SUMMARY Exercise discretion and responsible judgment as a district superintendent for Church Ministries of The Christian and Missionary Alliance and be responsible for general oversight of entire district work including spiritual life and general administrative activities. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
The individual holding the above position must be a member of a Christian and Missionary Alliance church and refrain from behavior which detracts from the Christian testimony of The Christian and Missionary Alliance. ESSENTIAL FUNCTIONS Elected as a district superintendent over a specific geographical area in the administrative area of Church Ministries of The Christian and Missionary Alliance, and under general direction of vice president for Church Ministries, be responsible for spiritual and administrative leadership, communication with ethnic work, and proper operation of denominational programs including evangelism, church planting, church revitalization, disciplemaking ministries, international missions, promotion and administration of missionary programs, and women's and men's groups. Serve as recognized head of the district organization and member ex officio of all district committees and departments. Assure compliance with The Christian and Missionary Alliance General Bylaws, and district and local church constitutions as well as state and local laws, outlined in the Manual of The Christian and Missionary Alliance. Serve as district pastor and provide leadership in spiritual life and ministry of the district. Act as liaison between the District Office and the National Office of The Christian and Missionary Alliance. Responsible for operation of the district and preside over the District Executive Committee. Coordinate district development through such activities as committee appointments, church planting fund-raising, processing requests for Alliance Development Fund loans and church planting grants, and officially organizing churches. Arrange to have all legal documents properly executed in accordance with appropriate law and the district constitution. Assure that worker
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license, ordination and consecration, and discipline procedures are properly administered. Responsible for general supervision of district church operations including processing pastoral changes, appointing new pastors, and conferring with local congregations regarding local matters or any denominational program. Conduct all official correspondence with pastors and churches. Direct annual District Conference. Assure that all arrangements are properly planned and preside and give general direction to spiritual ministry of District Conference. Assure compliance with all policies and procedures that are reviewed from time to time by the vice president for Church Ministries. Fulfill such other ministry functions and requirements as may be requested by the C&MA.
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THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: ASSISTANT DISTRICT SUPERINTENDENT SUMMARY Exercise discretion and responsible judgment as an assistant district superintendent for Church Ministries of The Christian and Missionary Alliance, and under general direction of the district superintendent, be responsible for specific spiritual and administrative ministries within the district. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
The individual holding the above position must be a member of a Christian and Missionary Alliance church and refrain from behavior which detracts from the Christian testimony of The Christian and Missionary Alliance. ESSENTIAL FUNCTIONS Elected as an assistant district superintendent over a specific geographical area in Church Ministries of The Christian and Missionary Alliance, and responsible, under the general supervision of the district superintendent, for assigned spiritual and administrative work as defined by the district superintendent. Serve as recognized assistant in the district organization and member ex officio of all district committees. Serve as assistant district pastor and provide leadership in specific spiritual life and ministry of the district. When requested, act as liaison between District Office and National Office of The Christian and Missionary Alliance. Conduct visits to district churches under direction of the district superintendent and report results of visits directly to the district superintendent. Act for the district superintendent while absent in accordance with established guidelines. In conjunction with the district superintendent, assist in direction of annual District Conference, missionary conferences, summer Bible conferences, evangelism programs, and other such district-wide ministries.
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Fulfill such other ministry functions and requirements as may be requested by the superintendent. 10/23/98
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THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: DISTRICT SUPERINTENDENT/MULTICULTURAL MINISTRIES CONSTITUTED DISTRICT SUMMARY Exercise discretion and responsible judgment as a superintendent of a specific ethnic district of Multicultural Ministries for Church Ministries of The Christian and Missionary Alliance, and be responsible for assigned functions and report to the vice president through the assistant vice president for Multicultural Ministries. Responsible for general oversight of the entire work of the district, including spiritual life and general administrative activities. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
The individual holding the above position must be a member of a Christian and Missionary Alliance church and refrain from behavior which detracts from the Christian testimony of The Christian and Missionary Alliance. ESSENTIAL FUNCTIONS Supervise a specific cultural, ethnic, or linguistic group within Church Ministries of The Christian and Missionary Alliance and be responsible to the assistant vice president for Multicultural Ministries for the spiritual and administrative leadership, communication with geographical districts, and proper operation of denominational programs: evangelism, ethnic district development, church planting, church revitalization, disciplemaking ministries, and women's and men's groups. Elected by District Conference. Serve as the recognized head of that district organization and member ex officio of all district committees. Assure compliance with The Christian and Missionary Alliance General Bylaws, and district and local church constitutions as well as state and local laws, outlined in the Manual of The Christian and Missionary Alliance. Serve as the district pastor. Act as liaison between the District Office and the National Office of The Christian and Missionary Alliance. Be responsible for operation of the district and preside over the District Executive Committee. Coordinate district development through such activities as committee appointments, church
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planting fund-raising, processing requests for Alliance Development Fund loans and church planting grants, and officially organizing churches. Assure that worker license, ordination and consecration, and discipline procedures are properly administered. Arrange to have all legal documents properly executed in accordance with appropriate law and the district constitution. Be responsible for general supervision of local church operations, including processing pastoral changes, appointing new pastors, and conferring with congregations regarding local matters or any denominational program. Conduct all official correspondence with pastors and churches. In cooperation with the assistant vice president for Multicultural Ministries, supervise missionaries assigned to the district. Direct annual District Conference. Assure that all arrangements are properly planned and preside and give general direction to the spiritual ministry of the District Conference. Assure compliance with all policies and procedures that are reviewed from time to time by the vice president for Church Ministries. Fulfill such other ministry functions and requirements as may be requested by the C&MA. 10/23/98
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THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: DISTRICT SUPERINTENDENT/MULTICULTURAL MINISTRIES DEVELOPING DISTRICT SUMMARY Exercise discretion and responsible judgment as a superintendent of a specific ethnic developing district of Multicultural Ministries for Church Ministries of The Christian and Missionary Alliance, be responsible for assigned functions, and report to the vice president through the assistant vice president for Multicultural Ministries. Responsible for general oversight of the entire work of the district, including spiritual life and general administrative activities. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
The individual holding the above position must be a member of a Christian and Missionary Alliance church and refrain from behavior which detracts from the Christian testimony of The Christian and Missionary Alliance. ESSENTIAL FUNCTIONS: Supervise a specific culture, ethnic, or linguistic group within Church Ministries of The Christian and Missionary Alliance and be responsible to the assistant vice president for Multicultural Ministries for the spiritual and administrative leadership, communication with geographical districts and proper operation of denominational programs: evangelism, ethnic district development, church planting, church health, Christian education, and women's and men's groups. Elected by District Conference. Serve as the recognized head of that district organization and member ex officio of all district committees. Assure compliance with The Christian and Missionary Alliance General Bylaws, and district and local church constitutions as well as state and local laws, outlined in the Manual of The Christian and Missionary Alliance. Serve as the district pastor. Act as liaison between the District Office and the National Office of The Christian and Missionary Alliance. Be responsible for operation of the district and preside over the District Executive Committee. Coordinate district development through such activities as committee appointments, church
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planting fund-raising, processing requests for Alliance Development Fund loans and church planting grants, and officially organizing churches. Assure that worker license, ordination and consecration, and discipline procedures are properly administered. Arrange to have all legal documents properly executed in accordance with appropriate law and the district constitution. Be responsible for general supervision of local church operations including processing pastoral changes, appointing new pastors, and conferring with congregations regarding local matters or any denominational program. Conduct all official correspondence with pastors and churches. In cooperation with the assistant vice president for Multicultural Ministries, supervise missionaries assigned to the district. Direct annual District Conference. Assure that all arrangements are properly planned and preside and give general direction to spiritual ministry of District Conference. Assure compliance with all policies and procedures that are reviewed from time to time by the vice president for Church Ministries. Fulfill such other ministry functions and requirements as may be requested by the C&MA.
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THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: DISTRICT DIRECTOR/MULTICULTURAL MINISTRIES UNCONSTITUTED DISTRICT SUMMARY Exercise discretion and responsible judgment as a director of a specific ethnic/cultural group of Multicultural Ministries for Church Ministries of The Christian and Missionary Alliance, be responsible for assigned functions, and report to the assistant vice president for Multicultural Ministries. Be responsible for general oversight in the entire work of the district, including spiritual life, and general administrative activities. The mission of the C&MA is to know Jesus Christ; exalt Him as Savior, Sanctifier, Healer, and Coming King; and complete His Great Commission:
Evangelizing and discipling persons throughout the United States; and
Incorporating them into Christ-centered, community-focused congregations,
Mobilizing them for active involvement in a missionary effort designed to plant Great Commission churches among both unreached and responsive peoples worldwide.
ESSENTIAL FUNCTIONS Supervise the development of ministries with a specific culture, ethnic, or linguistic group within Church Ministries of The Christian and Missionary Alliance and be responsible to the assistant vice president for Multicultural Ministries for the spiritual and administrative leadership, communication with geographical districts, and proper operation of denominational programs: evangelism, ethnic district development, church planting, church revitalization, Christian education, and women's and men's groups. Serve as the recognized head of the district organization and member ex officio of all district committees. Assure compliance with The Christian and Missionary Alliance General Bylaws, and district and local church constitutions, as well as state and local laws, outlined in the Manual of The Christian and Missionary Alliance. Serve as the district pastor, act as liaison between the District Office and the National Office of The Christian and Missionary Alliance. Be responsible for the operation of the unconstituted/developing district as chair of the District Advisory Committee according to existing regulations. Coordinate district development through such activities as committee appointments, extension fundraising, processing requests for loans and grants, and officially organizing churches. Assure that worker license, ordination and consecration, and discipline procedures are properly administered. Be responsible for the general supervision of local church operations, including processing pastoral changes, appointing new pastors, and conferring with congregations regarding local 2012 Edition
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matters or any denominational program. Conduct all official correspondence with pastors and churches. Develop and implement all phases of evangelism and provide general oversight to the Christian education programs within the district. Promote and coordinate missionary conferences and missions education in local churches and organize, plan, and give general direction to Bible conference and camp programs. Guide the work of men's, women's, and youth groups. Direct annual District Conference. Assure that all arrangements are properly planned and preside and give general direction to the spiritual ministry of District Conference. Assure compliance with all policies and procedures that are reviewed from time to time by the vice president for Church Ministries. Fulfill such other ministry functions and requirements as may be requested by the C&MA. 10/23/98
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THE CHRISTIAN AND MISSIONARY ALLIANCE Salaried Administrative Staff Position Description TITLE: MISSIONARY CONSULTANT/MULTICULTURAL MINISTRIES
SUMMARY A specialist/consultant for specific ministries with a particular language/cultural group in the United States or a particular region of the country. Be responsible for assigned functions and report to the assistant vice president for Multicultural Ministries and the superintendent/director of the groups concerned. ESSENTIAL FUNCTIONS To serve the evangelism, church planting, and leadership training objectives of the district to which he/she is assigned in consultation with the leaders of the district and the assistant vice president for Multicultural Ministries. Shall give assistance to the assistant vice president for Multicultural Ministries and the superintendent/director for the district as requested in surveying needs and opportunities, and discovering and evaluating interested groups and potential workers. Shall assist the district in the development of plans and strategies for evangelism, church planting, training, and other ministries as requested by the superintendent/director. Through preaching, teaching, and counseling shall contribute to the Biblical and spiritual development of the leaders, pastors, and constituency of the churches. Shall establish and maintain a relationship of fellowship and communication with the superintendents and pastors of the geographical districts which overlap with the Multicultural Ministries to which he/she is assigned. Shall minister on missionary tours in support of the Great Commission Fund and the worldwide ministries of The Christian and Missionary Alliance as assigned by the assistant vice president for Multicultural Ministries.
Note: This position description is designed as a sample. A specific position description will be developed for each position that is created.
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District Church Planting Director of the C&MA: Essential Functions
Be familiar with the philosophy, procedures and process endorsed by the C&MA for new church development.
Cooperate with and mutually support church-planting efforts in neighboring or overlapping districts.
Cast vision for a movement of healthy ministry multiplication within your district.
Work with existing churches to discover opportunities for new projects, and work with the local church(es) to mobilize resources.
Oversee the development of systems to address the 10 Key Result Areas for the district’s multiplication movement: 1. Prayer Mobilization 2. Vision Clarification and Communication 3. Parent Church Mobilization 4. Leader Recruitment and Development 5. Planter Assessment 6. Planter Training 7. Planter Coaching 8. Worker Care and Development 9. Funding Recruitment 10. Strategic Review
Recruit, train, and oversee a team to administer the district’s KRA systems.
Oversee the district Plants in Progress database and keep current.
Develop a budget reflecting the district’s church-planting goals.
Oversee the mobilization of adequate resources to fund the vision of church planting inside your district.
Collaborate with the CM-CMMO in accessing national grants.
Attend annual national equipping conference sponsored by CM-CMMO.
Collaborate with CM-CMMO in telling the story of successful plants, healthy ministry multiplication, and revitalization of existing ministry stories in your district to a wider C&MA constituency.
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POLICY FOR WHAT CONSTITUTES A CHURCH (BOD 12/89; rev. 10/03)
DEVELOPING ALLIANCE CHURCH A "developing Alliance church" shall consist of a body of at least 20 adult believers that has adopted and adheres to the Guidelines for Developing Churches, and which meets regularly at an established time and place under the direction of a leader appointed by the district for the purpose of worship, evangelism, edification, and fellowship with the objective of becoming a fully accredited church of The Christian and Missionary Alliance. Each new church shall be reported as a “developing Alliance church.” A formerly accredited church may be placed in the developing church category by proper action of the District Executive Committee if for one or more reasons it falls below the minimal standards of an accredited church as stated in Section 3.1, Accredited Churches, in the Bylaws of The Christian and Missionary Alliance, or if a reversionary event has occurred as outlined in paragraph 1, Property Reversion Events, Article XVI, in the Uniform Constitution for Accredited Churches. ACCREDITED ALLIANCE CHURCH A developing Alliance church with at least 20 adults who have completed a membership class, confessed Jesus Christ as Savior and Lord, and signed the C&MA application for membership, may petition the district superintendent to become an accredited church. The pastor and district church planting director shall constitute the committee on membership in preparation for official accreditation.
Policy—What Constitutes a Church
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CHURCH PLANTS IN PROGRESS DEFINITIONS (CMLT 10/03)
A Church Planting Project is in the Planning Stage when:
A community is targeted
Appropriate demographics have been studied
A group and/or leader is on site
A Church Planting Project is in the Prenatal Stage when:
A church planter is selected, assessed, and trained at Church Planter’s BootCamp and Growing a Healthy Church 1 (GHC), contracted with the district, and placed on site.
A prospectus [1-2 pages] is completed for the church plant including a two-year ministry budget plan, philosophy of ministry, timeline, etc.
A launch team is being trained under the direction of the church planter.
A Church Planting Project is in the Presentation Stage when:
The church is launched and holding regular public services.
A minimum of 20 committed adults attend.
The church is reported to the Data Management Office by the district as a "Developing Church" and it appears on the Church Ministries’ Church Status Report.
A Church is in the Parenting Stage when:
The church is experiencing balanced health according to the GHC paradigm.
The church is in consultation with its district office and planning to give birth within two years.
The church is preparing to give birth to a daughter congregation according to the general guidelines provided by the Church Multiplication Ministries Office.
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CHURCH PLANT DEVELOPMENTAL STAGES (CMLT 10/03; BOD 2/09) I. Planning Stage
Much prayer by parent church/district office
Parent church/district targets project site/people group
Preliminary interview with candidate(s)
Formal assessment of planter/couple
Assignment to project
Coach assigned
Preliminary Prospectus/Budget
(now eligible for prenatal subsidy)
II. Prenatal Stage
Tool Kit self-study
BootCamp Training (CMTC partnership)
Refined Planting Prospectus
Incubation Period (three-to-nine months)
(NCI-New Church Incubator Participation for Planter & Launch Team) A. Gathering B. Systems/ministries development C. Pre-launch preparation
III. Presentation Stage
Public Launch
Healthy Balanced Growth
Winning, Building, Equipping, Multiplying
Developing church status
Accredited church status
IV. Parenting Stage 3–5 years
Parent Church Network (PCN) Participation
Multiplication [Sending]
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GUIDELINES FOR THE GOVERNANCE OF A DEVELOPING CHURCH (P.C. 10/81, CM rev. 1/87, 6/89, 8/92, 10/98, 10/03)
A church-planting project that achieves developing church status shall be governed by the following document: 1. Name This church shall be known as the _____________________________________Church of The Christian and Missionary Alliance. 2. Participation Qualifications for individual participation in the church shall consist of the following:
Confession of faith in Jesus Christ and evidence of regeneration.
Belief in God the Father, Son, and Holy Spirit; in the verbal inspiration of the Holy Scriptures as originally given; in the vicarious atonement of the Lord Jesus Christ; in the eternal salvation of all who believe in Him and the eternal punishment of all who reject Him.
Acceptance of the C&MA Statement of Faith and the doctrines of the Lord Jesus Christ as Savior, Sanctifier, Healer, and Coming King as defined in relevant C&MA materials.
Full sympathy with the principles and objectives of The Christian and Missionary Alliance, and cooperation by systematic support of its local, district, national, and worldwide work.
A personal commitment to this fellowship which shall be demonstrated by such outward signs as regular attendance at its functions, regular giving of tithes and offerings in support of the local program as well as C&MA Missions, availability for local ministry assignments, and maintaining unity through the practice of speaking well of the church and its leaders as well as that of setting differences quickly in the spirit of Matthew 5:2324 and 6:14-15.
3. Ordinances
Baptism by immersion based upon personal profession of saving faith in Jesus Christ is recognized as a scriptural ordinance.
The Lord’s Supper shall be administered regularly.
4. Advisory Committee
An Advisory Committee, annually appointed by the district superintendent, shall consist of the pastor, secretary, treasurer, assistant treasurer, and elders as qualified. They shall be amenable to the district superintendent. They shall hold monthly meetings for prayer and business, and shall report to the district superintendent monthly, or as he may otherwise direct.
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Where there is a mother church or a cluster of sponsoring churches, the district superintendent may choose to form the Advisory Committee in conjunction with the sponsoring church or churches. District policy shall determine such arrangements.
The Advisory Committee shall determine where funds of the church shall be kept. They shall provide for proper archiving of all church records: legal, financial, minutes, and annual reports.
This Committee’s decisions shall be advisory to the pastor and district superintendent.
5. Pastor
The pastor of the church shall be appointed by the district superintendent in consultation with the Advisory Committee.
He shall be under the supervision of the district superintendent.
The pastor may resign from the church by giving due written notice of his intentions to the district superintendent. The district superintendent in consultation with the District Executive Committee may ask for the resignation of the pastor.
In consultation with the Advisory Committee, the district superintendent shall determine the pastor's support within the context of the church’s annual budget.
6. Elders
Provided there are men meeting the biblical requirements for eldership, a committee of no less than two elders shall be appointed by the district superintendent upon the recommendation of the pastor.
The elders shall assist the pastor in leadership and oversight of the spiritual ministries of the church.
They shall, with the pastor and the district superintendent, constitute the Committee on Discipline, in accordance with the Uniform Policy on Discipline, Restoration, and Appeal of The Christian and Missionary Alliance (see Manual), and, in preparation for official organization, the Committee on Membership.
They shall be a Committee on Membership in preparation for official accreditation and official membership.
Prospective members shall agree to abide by the Uniform Policy on Discipline, Restoration, and Appeal of The Christian and Missionary Alliance (see Manual).
7. Officers The officers shall consist of the following who, with the exception of the pastor, shall be appointed annually by the district superintendent.
Pastor
Secretary
Treasurer
Assistant Treasurer
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All officers shall meet biblical standards of leadership as determined by the district superintendent. 8. Duties of Officers
Pastor The pastor shall have general oversight of the work of the church in conjunction with the district superintendent. He shall be chairman of an annual congregational informational meeting, the Advisory Committee, and a member ex-officio of all committees. When the church has no pastor, the district superintendent shall have the oversight of the work, and shall appoint an interim chairman of the Advisory Committee who shall preside at the business meetings.
Secretary The secretary shall keep the minutes of the Advisory Committee meetings and the provisional membership roll. Copies shall be given to the pastor and district superintendent.
Treasurer The treasurer shall be responsible for safeguarding church assets and analyzing church programs that have financial ramifications. The treasurer shall receive for deposit all counted moneys of the church and shall pay all bills on order of the Advisory Committee. The treasurer shall keep proper records of all transactions and maintain a record of receipts. He shall prepare a monthly and annual report showing all income, expenditures, and account balances and distribute this report to the Advisory Committee and the district superintendent. The treasurer shall forward missionary, Fellowship Fund, and district moneys to the treasurers of the C&MA at the National Office and District Office on or before the 10th of the following month.
Assistant Treasurer An assistant treasurer shall be appointed who shall count all moneys of the church together with the treasurer. The assistant treasurer shall keep a separate record of all income and shall prepare and present individual receipts to donors. The assistant treasurer shall lead in the preparation of an annual church budget projecting both income and expenses. He shall be assisted by the treasurer and pastor.
9. Membership Membership shall be formed in preparation for accreditation. This membership shall be nonvoting membership in a developing organization.
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10. Records The official records of all offices of the church and all its departments are the property of the district. All financial records shall be audited annually or at any time on order of the district superintendent. In the event of the death or resignation of the incumbent, or upon the appointment of a successor, the records shall be passed on to the newly-appointed officer. All records other than current shall be kept in a safe repository selected by the Advisory Committee. 11. Property This church is connected with and subordinate to The Christian and Missionary Alliance, the parent religious denomination. Title to property, appurtenances, and effects shall be held by the corporation of the_____________District within which jurisdiction this church is located, or with which it is affiliated by law. 12. Government The Advisory Committee shall with the pastor conduct the affairs of the church and is amenable to the district superintendent. There shall be a general congregational informational meeting held annually, at which time reports of all departments shall be presented, including audited reports of the treasurer. Notice of appointed officers and members of the Advisory Committee shall be given at this meeting. All actions recommended shall be subject to approval by the district superintendent. 13. Missions A Missions Conference shall be held annually for the promotion and support of the worldwide work of The Christian and Missionary Alliance. The church shall from inception give to the Great Commission Fund through the prepared Faith Promise Card supplied by the National Office. These gifts shall each month be forwarded to the Treasurer of The Christian and Missionary Alliance at the National Office. 14. Committees and Organizations Committees and organizations, as described in Article X of the Uniform Constitution for Accredited Churches of The Christian and Missionary Alliance, may be established as the need arises. 15. District Support This church shall from inception give to the _____________District budget in accordance with the established formula as established in the district bylaws beginning with one percent and increasing 1 percent each following calendar year up to the full percentage. 16. Official Accreditation A developing church which meets the standards of accreditation as defined in the General Bylaws in the Manual of The Christian and Missionary Alliance, Article III, Section 3.1 may petition the district superintendent to become an accredited church. The pastor and district
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superintendent (or his appointees) shall constitute the Committee on Charter Membership in preparation for official accreditation. Readiness for accreditation shall be determined by the District Executive Committee through the district superintendent in accordance with the criteria defined in the Manual of The Christian and Missionary Alliance, the Uniform Constitution for Accredited Churches, district bylaws, and District Executive Committee policy.
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PROCEDURE FOR A DEVELOPING CHURCH WHEN SHOULD A DISTRICT REPORT A NEW CHURCH? (CM rev. 1/99, 10/03)
In the establishment of a new church, there is a clear sequence of development. The new work should be officially reported and entered into the Official Directory when it qualifies at step number three, as outlined below. I. Planning Stage A new church planting project may be initiated by a district office or a local church in consultation with its District Office. The District Office will set appropriate policies guiding the establishment of church planting projects within its district, in consultation with Church Ministries. Small groups for Bible study and evangelism may be established with the intent of testing the “soil readiness” for proceeding to the next stage. The district (or parent church) will typically organize the initial meeting and recruit and train the leader of this group. II. Prenatal Stage of Development When the church planting project has developed to the point that a planting pastor has been assessed, trained at Boot Camp, and assigned, it enters the stage of development referred to as “prenatal.” The district may then apply for the prenatal development startup grant from Church Ministries. The district will utilize the New Church Start Grant form, which includes a completed description of the planter’s training and a church-plant prospectus. The church launch team will then develop critical ministry tracks in preparation for a launch date for regular public services to begin. III.Presentation Stage: Formation of the Developing Church A church group is considered a Developing Church when, under the supervision of the district, it has formed an Advisory Committee, has adopted the C&MA Guidelines for a Developing Church, is meeting for weekly worship services, and has a minimum of twenty adult believers. At this time, the Developing Church shall be officially reported as a new church to the Data Management Office at the National Office by the district superintendent on the official Church Change Form and the Personnel Form. IV. Accrediting the Alliance Church The developing church will be eligible for official accreditation by the district when it fulfills the stipulations set forth in the Manual of The Christian and Missionary Alliance and any other requirements set forth in the bylaws of the accrediting districts. The resolutions which appear on pages B4-5–7 (herein) shall be adopted at the organizational meeting.
Procedure—Developing Church
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INSTRUCTIONAL STATEMENT FOR PARALLEL CHURCH MODEL (CMLT 3/04) The parallel church model can be a separate church in its own right even if the mother and daughter congregations still meet in the same building. This type of church relates to ethnic churches that daughter an English-speaking congregation for ministry to the Second and Third Generations among ethnic minorities. The qualifications for a parallel church-model are: 1. Separate English worship service from the first-generation congregation. 2. Pastor or associate pastor must be a second-generation (1.5 or 2.0) pastor. 3. Separate governance authority or board. 4. Separate budget 5. The mother/daughter relationship still exists because the two boards need to meet periodically to discuss different issues as they arise. A church meeting the above qualifications which has not already been reported should be reported on a Church Change Form to the Data Management Office as a new developing church even though the daughter congregation might have been in existence for many years. Benefits of recognition: 1. The IRS will recognize it as a new church with a separate identification number. 2. After it is accredited, the church will be invited to be part of the C&MA’s group exemption with its own identification number, thus allowing its contributions to the GCF to be tracked separately from the first-generation congregation. 3. The church will reap the benefits of directly receiving materials mailed from the National Office just as all other churches do. This will assure communication of C&MA values, resourcing, and initiatives that may benefit the parallel congregation. 4. The new church will be able to have its own outreach program and can attract newcomers from their own generation and race or other races. 5. The parallel church-model could eventually become a multiethnic congregation based upon the growth of a diverse congregation.
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Procedure—Developing Church
INSTRUCTIONAL STATEMENT FOR SECOND-SITE CONGREGATIONS “SATELLITE CHURCHES” (CMLT 10/04) Preamble The Christian and Missionary Alliance is committed to reaching out to those who are not currently followers of Jesus and inviting them into Christian community. Our conviction is that nurturing a movement of congregational multiplication in the United States is our best strategy for winning and discipling as many as possible. We recognize that there are many models for initiating new Christian communities and we believe it is healthy to encourage the creativity and experimentation of existing local churches, while not abandoning the core values that we believe to be essential to the church multiplication movement that God has called the C&MA to join. One such model that has emerged in recent years is the Second-Campus/Site or Satellite model. In this model a congregation is initiated in a separate site from the parent church, but remains linked to the parent church in governance, pastoral team, and identification. Church Ministries (CM) views this as a probable transitional model. As the second-site congregation matures and desires its own structures, budget, and chosen leadership, it may seek to become an independently-functioning church within the district and the C&MA fellowship. Guidelines for the Development and Reporting of Second-Site Congregations 1. CM’s Policy and Procedure Manual for Districts and Churches provides guidelines for reporting a new church start to the denomination in its “Procedure for a Developing Church: When Should a District Report a New Church?” (CM rev. 1/99, 10/03). The policy states: Formation of the Developing Church A church group is considered a Developing Church when, under the supervision of the district, it has formed an Advisory Committee, has adopted the C&MA Guidelines for the Governance of a Developing Church, is meeting for weekly worship services, and has a minimum of twenty adult believers. At this time, the Developing Church shall be officially reported as a new church to the Data Management Office at the National Office by the district superintendent on the official Church Change Form and the Personnel Form. 2. Second-site congregations that meet the above criteria in spirit (though governance is linked to the mother church) are eligible to be reported as “new developing churches.” 3. The leadership of the local church and the district leadership may mutually agree to report a new developing church if the following minimum requirements are met:
The second-site congregation has a pastoral staff member (not necessarily the preaching pastor) whose primary ministry task is to work with the second-site congregation and its surrounding community in order to maximize Great Commission potential.
Procedure—Developing Church
B4-3
2012 Edition
The second-site congregation has its own advisory committee in place that will report to the parent-church governance authority. This important step will reinforce the core value of leadership multiplication.
In an effort to allow for flexibility for the parent church, it is understood that there is no requirement for this second-site congregation to eventually become an accredited congregation. The parent church may wish to maintain a creative relationship with the second-site congregation for an indefinite period of time, until such time that the local church and district leadership may determine that a change of status is advisable.
The second-site congregation will be listed in the Official Directory as “a ministry of the parent church,” in order that it may be recognized and join fully with other C&MA congregations in Great Commission fulfillment.
4. When the leadership of the local church and the district leadership have mutually agreed to report a Second-Site Congregation (“Satellite Church”) as a developing church and it is assigned its own church code by the Data Management Office, the following are guidelines for sending money from the Satellite Church to the National Office for the Great Commission Fund, various missionary and other designated specials, and CAMA Services:
If a separate checking account has been opened for the Satellite Church, it may send its own check each month, and it will receive a receipt for these contributions.
If a separate checking account has not been opened, it is recommended that the parent church send separate checks for its contributions and for those of the Satellite Church. This will provide a better audit trail in the local church’s books than if one check is sent. Whether one check or two are sent, separate receipts will be issued by the National Office and sent to the parent church.
2012 Edition
B4-4
Procedure—Developing Church
AGENDA FOR ORGANIZING AN ACCREDITED ALLIANCE CHURCH RESOLUTIONS (CMLT 2002, rev. 10/02, editorially 11/09) 1. Appointment of a Secretary Pro Tem. BE IT RESOLVED that ___________________________________________be elected Secretary Pro Tem for this meeting. 2. Resolution to organize as an accredited Christian and Missionary Alliance church. BE IT RESOLVED that we, the following named persons, ___________________________, ________________________ , ________________________ , ________________________ having affixed our signatures to the Application for Church Membership and having been duly approved for membership in The Christian and Missionary Alliance, a religious denomination incorporated as a non-profit corporation under the laws of the State of Colorado and of which ____________________ ________________ District, incorporated under the laws of the state of _______________________, is an integral part, do now organize ourselves as an accredited local church of said Christian and Missionary Alliance. 3. Resolution adopting an official name. BE IT RESOLVED that this organization be known as _________________________________________________________ of The Christian and Missionary Alliance, _________________________________________________________ (City & State)
4. Resolution adopting charter membership list. BE IT RESOLVED that the persons named in the Resolution #2 above shall constitute the charter Membership of __________________________________________________ of The Christian and Missionary Alliance, _______________________________________________. (City and State)
5. Resolution determining closing date for charter membership. BE IT RESOLVED that all persons completing the Church Membership Application Form and having been duly approved for membership in The Christian and Missionary Alliance and being approved on or before ____________________________(date) shall be included on the charter membership list of the church. 6. Resolution for the adoption of The Christian and Missionary Alliance Constitution. BE IT RESOLVED that we adopt verbatim, and agree to abide by, the Uniform Constitution for Accredited Churches as approved by the General Council and found in the Manual of The Christian and Missionary Alliance.
Procedure—Developing Church
B4-5
2012 Edition
7. Resolution determining the date of the annual congregational meeting. BE IT RESOLVED that the annual meeting of the _________________________________ (name of organization)
shall be held ____________________________________________________________(date decided upon, which should take the following form: e.g.: “The first Tuesday after a Monday in the month of December.”) 8. Resolution authorizing the chairman to appoint temporary officers and acting committees until the annual business meeting or a special congregational meeting is held. BE IT RESOLVED that the chairman of the meeting be and is hereby authorized to appoint temporary officers and a temporary governance authority. The said appointees shall serve until the congregation shall elect such officers and committee members at a congregational meeting. 9. Resolution to authorize the inserting of the usual property reversion clause in all property deeds and church Charters (Articles of Incorporation/Articles of Association). BE IT RESOLVED that the church governance authority be authorized to take any and all legal steps which are necessary for the insertion in all church property deeds and in the church Charter (Articles of Incorporation/Articles of Association), the following property reversion clause of The Christian and Missionary Alliance: Accredited Churches: This church is connected with and subordinate to its parent religious organization, The Christian and Missionary Alliance, a Colorado nonprofit corporation. Recognizing the purpose of the members of this congregation to support both the doctrines and the mission of The Christian and Missionary Alliance through the contribution of their tithes, offerings, and special gifts, and to ensure that the future use of such assets and real property as this church may from time to time acquire shall not be diverted from this purpose, this church adopts the following property reversion clause. A. Property Reversion Events. Any of the following shall constitute a “property reversion event:”
The termination of this church’s existence for any reason.
The failure for any reason of this church to be subject to or abide by any of the purposes, usages, doctrines, or teachings of The Christian and Missionary Alliance.
The decision or action of this church to disaffiliate or otherwise separate itself from The Christian and Missionary Alliance without the prior written approval of such decision or action by the District Executive Committee (or its equivalent) of the district in which this church is located.
The failure, for any reason, of this church to qualify as an “accredited church” of The Christian and Missionary Alliance (as such term is defined in the Bylaws of The Christian and Missionary Alliance).
B. Determination of Property Reversion Event. The determination of whether a property reversion event has occurred shall be considered and decided by the District Executive Committee (or its equivalent) of the district of The Christian and
2012 Edition
B4-6
Procedure—Developing Church
Missionary Alliance in which this church is located in accordance with procedures established from time to time by the Board of Directors of The Christian and Missionary Alliance. The decision of such District Executive Committee (or its equivalent) shall be final and binding on The Christian and Missionary Alliance, the district of The Christian and Missionary Alliance in which this church is located, and this church, and may not be challenged by any party. Should any party choose to challenge a decision based on fraud, collusion, or arbitrariness, such appeal shall only be made to the Board of Directors of The Christian and Missionary Alliance. In order to expedite review of such appeals, the Board of Directors may establish a Board of Directors committee of not less than five Board members for the purpose of handling such appeals. The decision of the Board of Directors or its committee shall be final and binding on all parties. C. Consequences of Property Reversion Event. Upon the occurrence of a property reversion event as determined in accordance with b. above, legal title to all real and personal property (tangible and intangible), appurtenances, fixtures, and effects of whatever type then owned, held, or used by this church, without regard to how or from whom acquired, shall, upon the demand of the district of The Christian and Missionary Alliance in which this church is located, revert to and become the property of such district of The Christian and Missionary Alliance. During the period of time between the occurrence of the property reversion event and the complete and final transfer of legal title to the district of The Christian and Missionary Alliance in which this church is located, this church shall hold such property in trust for such district to be used exclusively to further the purposes, usages, doctrines, and teachings of The Christian and Missionary Alliance. D. Waiver of Certain Property Reversion Events. In the event of a property reversion event attributable to differences in doctrine between this church and The Christian and Missionary Alliance, the property reversion processes set forth above may be waived upon the approval of all of the following:
At least two-thirds of the active, attending members of this church.
The District Executive Committee (or its equivalent) of the district of The Christian and Missionary Alliance in which this church is located.
Church Ministries of The Christian and Missionary Alliance.
E. Exclusion of Certain Property. Paragraph C above shall not apply to any real or personal property which (i) this church owned prior to its becoming an accredited church, and (ii) is expressly identified as property not subject to paragraph C above in a written agreement entered into in connection with such accreditation between this church and the district of The Christian and Missionary Alliance in which this church was located upon its accreditation. The exclusion of property pursuant to this paragraph E, and the agreement described in the preceding sentence, shall (1) terminate ten (10) years after this church’s accreditation, and (2) not apply to any church that was in developing status prior to its accreditation. 10. Resolution to authorize the incorporation (or association) of the church according to the laws of the State.
Procedure—Developing Church
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2012 Edition
BE IT RESOLVED that the church governance authority be authorized to file Articles of Incorporation (or Association) with the Secretary of State of the state of ________________. 11. Resolution authorizing filing of copies of all official documents and minutes related thereto to the District Office. BE IT RESOLVED that true copies of all official documents such as deeds, charter, mortgages, and all official minutes related to these items, as well as minutes of this current organizational meeting, be prepared and sent to the district office for filing. 12. Resolution to either: A. adopt proposed bylaws, or B. appoint a bylaw committee. 13. Adjournment.
2012 Edition
B4-8
Procedure—Developing Church
ARTICLES OF INCORPORATION FOR ACCREDITED CHURCHES PROVISIONS FOR IMPLEMENTING THE UNIFORM CONSTITUTION FOR ACCREDITED CHURCHES INCLUDING EXEMPT ENTITY LANGUAGE
Name of Corporation The name of the Corporation shall be ________________________________ of The Christian and Missionary Alliance. Purposes The Corporation is a nonprofit corporation organized and operated exclusively for religious purposes and is not formed for pecuniary profit or financial gain. The purpose of the Corporation is to act and operate as an accredited church of The Christian and Missionary Alliance, a Colorado nonprofit corporation, and shall accordingly act only under the ecclesiastical authority and subject to the usages, doctrines and teachings of The Christian and Missionary Alliance, promulgating such doctrines and teachings, preaching the Gospel to every creature, edifying the Christians through the education of God’s word, promoting spiritual fellowship among God’s people on the basis of the biblical faith, and promoting religious activities and to further other religious, educational, and charitable work to that end. Restrictions on Powers No part of the assets, income, profits, or net earnings of the Corporation shall inure to the benefit of or be distributable to any of its members, directors, trustees, or officers, or any other private person, except that the Corporation shall be authorized to pay reasonable compensation for services rendered and to make payments and distributions in furtherance of its exempt purposes. No substantial part of the activities of the Corporation shall be the carrying on of propaganda or otherwise attempting to influence legislation, and, if required by law, the Corporation shall not participate in, or intervene in (including the publishing or distribution of statements), any political campaign on behalf of any candidate for public office. Bylaws The Corporation shall conduct its business in accordance with (i) the Uniform Constitution for Accredited Churches (Constitution) as set forth in the Manual of The Christian and Missionary Alliance as it may be amended by the General Council from time to time; and (ii) any supplementary bylaws that may be adopted by the Corporation pursuant to the Constitution. The Constitution and any such supplementary bylaws collectively shall constitute the bylaws of the Corporation, and shall be collectively referred to herein as the “Bylaws.”
Guidelines—Articles of Incorporation
B5-1
2012 Edition
Members The Corporation shall have Members as established in its Bylaws. The categories of membership, qualifications for membership and the manner of admission shall be as set forth in and regulated by the Bylaws of the Corporation. Board of Directors The management of the affairs of the Corporation shall be vested in a Board of Directors which shall be equivalent to the “governance authority” described in the Constitution. The Board of Directors shall be elected by a majority vote of the Members of the Corporation as provided for in the Bylaws. Dissolution Upon the dissolution of the Corporation, or upon the Corporation’s termination as an accredited church of The Christian and Missionary Alliance, all of the Corporation’s assets remaining after payment of or provision for all of its liabilities shall be distributed to and become the property of the incorporated or supervising body of The Christian and Missionary Alliance within whose ecclesiastical jurisdiction said Corporation is located provided that at such time the incorporated or supervising body to receive any assets of the Corporation is itself an exempt organization described in section 501(c)(3) of the Internal Revenue Code, as amended or supplemented. If the incorporated or supervising body is not, at the time of dissolution, an exempt organization described in Section 501(c)(3) of the Internal Revenue Code, or is no longer in existence, all of the Corporation's assets remaining after payment of or provision for all of its liabilities shall be paid or transferred to one or more exempt religious organizations that are described in Section 501(c)(3) of the Internal Revenue Code. In such case, the organizations to receive such property shall be designated by the board of directors of The Christian and Missionary Alliance or its successor. Amendments The Articles of Incorporation may be amended only by the Members of the Corporation. Any amendments to the Bylaws Article must be approved by either The Christian and Missionary Alliance or the incorporated or supervising body of The Christian and Missionary Alliance within whose ecclesiastical jurisdiction said Corporation is located.
2012 Edition
B5-2
Guideline—Articles of Incorporation
PROCEDURE FOR RECLASSIFYING ACCREDITED CHURCHES TO DEVELOPING CHURCH STATUS (PC 10/81, CM 1/87, 6/89, 8/92, 10/98, CMLT 10/03, BOD 2/09) The Christian and Missionary Alliance is committed to planting, developing, and sustaining healthy Great Commission, Great Commandment churches. Reclassification of an accredited congregation to developing church status is sometimes necessary to provide the guidance and assistance necessary for a struggling church to return from a period of decline to vibrant congregational health and ministry. This procedure outlines the conditions under which an orderly transition is made from accredited to developing church status in order to pursue the overall spiritual and organizational health of the church. A transition from accredited status to developing church status may be made at the request of the local church governance authority, OR it may be made at the direction of the District Executive Committee when any two of the following conditions are present: 1. There have been three or more years of declining attendance with average attendance of less than 20 adults who are regularly involved in the life and ministry of the church. 2. There are persistent financial problems (e.g., inadequate pastoral support, bills in arrears on a regular basis, declining giving to church budget and Great Commission Fund, etc.) 3. The congregation is no longer able to meet constitutional standards for governance (e.g., less than five qualified persons willing to serve on the governance authority, ongoing conflict in leadership, etc). 4. The congregation is no longer able to meet the requirements for accreditation as they appear in the Manual of The Christian and Missionary Alliance. 5. The recurrence of a reversionary event as spelled out in the Uniform Constitution for Accredited Churches, Article XVI, Reversion of Property, in the Manual of The Christian and Missionary Alliance. 6. There are internal problems or conflicts which require the intervention of an outside party in order to be resolved. In accordance with the “Policy for what Constitutes a Church,” B1-1, there are two ways for a formerly accredited church to revert to a developing church: 1. The local congregation, through their governance authority, in consultation with the district superintendent, may evaluate its inability to grow and sustain conversion growth; resolve internal conflict; operate successfully under the Uniform Constitution for Accredited Churches; or otherwise become a healthy Great Commission church. It shall appeal through the district superintendent to the District Executive Committee requesting to be placed in the Developing Church status. The church governance authority shall name the district superintendent as the sole corporate member and the District Executive Committee shall elect the district superintendent as the sole director of the corporation as required by state law. 2. The district superintendent, in consultation with the church governance authority, may investigate the church in which there is sustained decline, lack of conversion growth, conflict, or inability to otherwise operate successfully under the Uniform Constitution for
Procedure—Reclassifying to Developing
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2012 Edition
Accredited Churches and make the assessment that the church should be placed in the Developing Church status. He shall present his findings to the District Executive Committee and request the determination of that status be approved. This ruling of the District Executive Committee shall be binding on the local church. The District Executive Committee shall direct the church to appoint the district superintendent as sole director of the corporation by state law. RECLASSIFICATION TO DEVELOPING CHURCH STATUS: When a church is officially reclassified into Developing Church status, the following will happen: 1. The constitution and bylaws of the local church will be suspended and it will be governed under the Guidelines for the Governance of a Developing Church. 2. Membership in the local church shall be advisory. Individuals holding membership in the local church shall be notified of this change. Membership shall be defined by the Guidelines for the Governance of a Developing Church, (B3-4, #9), and will function in an advisory capacity until the church is returned to Accredited Status as defined in the Manual of The Christian and Missionary Alliance. Note: These guidelines need to be adopted by the DEXCOM as official policy of the district.
2012 Edition
B6-2
Procedure—Reclassifying to Developing
PROCEDURE FOR CHURCH CLOSURE (See Church Closure Form on next page) (CMLT, rev. 10/03) Should closure become a consideration, the following procedures shall guide that decision: The District Executive Committee may close a church if any of the following conditions persist. This decision is at the discretion of the District Executive Committee in consultation with the district superintendent and is binding:
The church has been reclassified as a developing church for nine to twelve months with no significant change as determined by the District Executive Committee.
Revitalization strategies have failed to produce significant development.
It has been determined that a further expenditure of funds is not wise.
Attendance and support for the church continues in decline over a sustained period of time.
An atmosphere of ongoing conflict is continuing.
No significant new ministry is taking place.
There is a lack of qualified leadership.
Note: These procedures need to be adopted by the DEXCOM as official policy of the district.
Procedure—Church Closure
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2012 Edition
Church Code:
CHURCH CLOSURE REPORT FORM (CMMO, rev. 4/03)
1.
District
Superintendent
Church
City/State
Date church started: Date church accredited: Date church closed:
Name of pastor/church planter
2.
Description of Community (please check one): Town & Country (rural or small town) Suburban (adjacent to city of 100,000+) Urban (within city limits of 100,000+)
3.
Statistical data over the last five years Year Worship Attendance
4.
Why is the church being closed? (Put a #1 beside the primary reason – check more if applicable) Internal problems (split, discouragement, dissension) Poor pastoral leadership Mismatch of pastor and church Core group disintegration Poor “birth” circumstances”
5.
Old age (long existence, no new life) Location problems Weak evangelistic outreach Dying community Neighborhood ethnic change Other:
Will this church be replanted? *Replant—A replant strategy calls for closure of a church, a new replant pastor (assessed and trained), investment of closed church’s resources in a new plant nearby.
How will any residual assets be used? 6.
Any insights gained from working through the death of this ministry?
National Office Use: CM - VP CM - CMM Data Management
2012 Edition
B7-2
Procedure—Church Closure
BECOMING A PART OF THE CHRISTIAN AND MISSIONARY ALLIANCE Church Affiliation (DLF, rev. 11/09)
T
he Christian and Missionary Alliance is a movement of churches dedicated to completing the Great Commission and obeying the Great Commandment. Since the earliest days of The Alliance, we have welcomed congregations of similar mind and doctrinal commitments as affiliated congregations without requiring them to adopt our “Uniform Constitution for Accredited Churches.” If you and your congregation want to become a part of what has been said to be one of the very best missionary and church planting denominations in the world, then you may want to consider affiliating with the C&MA! There are two sorts of congregations in The Christian and Missionary Alliance. Both sorts participate fully in our fellowship and mission. Accredited churches have ratified the Uniform Constitution for Churches which is adopted by our General Council. This uniform constitution provides a similar structure for local church government. But, the C&MA also has affiliated churches. What Affiliation Means
Affiliation means that your congregation becomes a part of the Alliance family with relationships to other likeminded churches around the entire world. Affiliation means that your pastor(s) are licensed by The Christian and Missionary Alliance. That gives them an opportunity to participate in broader fellowship with pastors who are equally committed to relevant ministry and the integrity of God’s Word. It also provides a means of godly oversight and accountability for your congregation’s ministry staff. Affiliation means that your pastoral staff is able to participate in a variety of training opportunities intended to enhance ministry and develop spiritual life. Affiliation means that the members of your congregation also have an opportunity to belong to a larger fellowship of believers and to connect with ministry opportunities as well as programs for men, women, youth, and children beyond the confines of just one local church. Affiliation means that you have the resources of the C&MA district superintendent during times of pastoral transition. Affiliation means that you endorse the doctrinal statement of The Christian and Missionary Alliance and that you will promote Great Commission Ministries of the C&MA as a primary vehicle through which your congregation strives to fulfill the Great Commission. Affiliation means that your congregation has a right to participate in a district conference and in General Council of the C&MA and to have influence in the worldwide ministry of the Alliance.
Affiliation Does Not Mean … Affiliation does not mean that your congregation must adopt the Uniform Constitution for Accredited Churches of The Christian and Missionary Alliance.
Procedure—Local Church Affiliation
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2012 Edition
Affiliation does not mean that your local church ceases to be a self-governing congregation or that you need to change your current governmental structure. Affiliation does not mean that your church must change its name. Affiliation does not mean that you must change any ministries in which you are now engaged or that anyone outside of your local church can decide what you must do.
How Do We Become Affiliated?
I
t is not difficult to become an affiliated church. There are just a few simple steps.
1. Contact the C&MA District Office nearest you Let the district superintendent know that you are interested in becoming an affiliated church of The Christian and Missionary Alliance. The district superintendent (or his authorized representative) will meet with your congregational leadership to talk about your interest in affiliation and to answer your questions. 2. Secure Congregational Approval Your congregation determines to affiliate with the C&MA using your established decision-making procedures and takes action to adopt the C&MA Statement of Faith as its own. 3. License Pastoral Leadership Pastoral leaders in the C&MA are license approved for ministry by a group of their peers (The License, Ordination and Consecration Council). If your pastor(s) is not currently licensed by the C&MA, it will be necessary to complete an Application for Ministry and to be interviewed for licensing as an Alliance official worker. If your congregation does not currently have pastoral leadership, the district superintendent will help you with the pastoral search process once the affiliation has been completed. 4. Sign the Covenant of Affiliation The district superintendent and your church’s authorized leaders sign the Church Affiliation Covenant.
T
he Church Affiliation Covenant commits your congregation to a three year relationship after which time the church will be asked to consider adopting the Uniform Constitution for Accredited Churches. However, it is not necessary for you to do so. Your church can maintain its status as an affiliated congregation indefinitely. If you would like to consider becoming a part of a group of people committed to Living the Call Together, you may contact your nearest District Office of The Christian and Missionary Alliance with the following:
2012 Edition
B8-2
Procedure—Local Church Affiliation
CHURCH AFFILIATION COVENANT With the ____________________ District of The Christian and Missionary Alliance We, the members of the (Church name) of (Address) do wholeheartedly covenant with the ________________________ District of The Christian and Missionary Alliance to the following: By God’s help, we will work together as followers of our Lord Jesus Christ, to proclaim Christ as Savior, Sanctifier, Healer, and Coming King; and to complete the Great Commission by making healthy disciples in our own community, in our State, our nation, and throughout the world. In pursuit of these purposes, we solemnly agree to the following:
To work together with the churches of this District to proclaim the Gospel, to make disciples of lost men and women, and to incorporate them into a spiritually healthy community of faith. To cooperate with the churches of this District to proclaim the Gospel in areas of the world where Christ is not yet known through systematic support of the Great Commission Fund of The Christian and Missionary Alliance, by sending men and women who are called by God into vocational Christian ministry, and by providing opportunities for personal involvement and service. To provide for and encourage our pastor(s) to participate in opportunities for advanced ministry training, fellowship with other Alliance workers, and cooperative ministries with other Alliance churches in this District. This includes attendance at the annual District Conference and other district events intended to provide for the spiritual welfare of our pastoral staff and his/her family. To participate in funding the various ministries of this District by financially supporting district administration and church planting ministries as determined by District Conference. To call as senior pastor only such individuals as may qualify and be licensed as official workers in good standing with this District and to encourage other members of the pastoral staff to seek licensing in the same manner. In consideration of this Covenant, we understand that:
Our status as an independent church will be retained and that our right to govern ourselves in conformity with Scripture and as we deem best is recognized by The Christian and Missionary Alliance.
Procedure—Local Church Affiliation
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2012 Edition
The full services and resources of this District, including counseling and consulting services, mediation, assessment, and coaching are available to the pastors and leadership of the church. The church shall have the right to send one accredited delegate (voting) to the annual district conference of this District and to participate in other district ministries. That the church will be eligible to participate in the Alliance Benefits Plan (group health insurance) in a manner consistent with Plan policies. That, after three (3) years of affiliation with this District, the church agrees to give formal consideration to adopting the Uniform Constitution of The Christian and Missionary Alliance and becoming a fully accredited member congregation of the C&MA. However, a negative decision regarding full accreditation shall not nullify this Covenant of Affiliation. That the specific terms of this Covenant may be negotiated by the church and the District upon mutual agreement and ratification of those changes by the church in a manner consistent with the congregation’s bylaws and by the District Executive Committee of this District. That this Covenant is valid unless revoked by a two-thirds (2/3rds) majority vote of the members present and voting at a duly called meeting of the membership of this church, or by action of the District Executive Committee of this District.
Signed:
Date: (Chairman, Governing Board)
Signed:
Date: (Church Secretary)
Signed:
Date: (District Superintendent)
Please attach a copy of the minutes of the meeting of your congregation/governing body at which this Covenant of Affiliation was adopted.
2012 Edition
B8-4
Procedure—Local Church Affiliation
GUIDELINES FOR THE TRANSFER OF CHURCHES (CM 1/84, CMLT, rev. 10/03) The following procedure shall govern church transfers between geographic districts and between Multicultural Ministries districts and geographic districts, as when exceptions are made to district boundary-line regulations. It is to be noted that when the governance authority of a local church and the District Executive Committee adopt a resolution which addresses the matter of transfer, such a resolution shall accurately reflect the Committee's perspective and desires regarding the proposed transfer, but shall not be regarded as an action which resolves the matter. The Board of Directors has delegated the authority to finally determine the issue to Church Ministries. It should be understood that the leaders of the two affected jurisdictions are encouraged to fully confer with one another throughout the process and to send copies of all correspondence relating to the transfer to each other and to Church Ministries. 1. The governance authority of the church being considered for transfer from one jurisdiction to another must first meet with the superintendent/director of the district to which the church currently belongs to clarify understanding and intent. After consultation with the governance authority, if the transfer proposal is to proceed further, the district superintendent/director will then notify Church Ministries and the superintendent of the district to which it is proposed the church transfer. 2. Upon such notification the district superintendent/director, or someone appointed by him from his administration or District Executive Committee, will arrange a meeting with the governance authority so that a full explanation can be made concerning the responsibilities and privileges of district membership and to give opportunity for questions and answers. 3. At a subsequent meeting, the governance authority will formulate its recommendation regarding transfer and forward it in writing to the superintendent/director of the district to which the church currently belongs, with a copy going to Church Ministries. The District Executive Committee will express its response to the governance authority’s recommendation (agreement or otherwise, reservations, reluctance, etc.) and forward a copy of its resolution to Church Ministries along with any appropriate commentary. 4. Church Ministries will then submit the matter to the District Executive Committee to which the church transfer is proposed in order to ascertain the committee's response to the proposal. 5. Church Ministries will make the final adjudication on the transfer proposal and communicate the same to the administrative leadership of the two jurisdictions involved. 6. If approval is granted, the effective date of transfer shall be January of the next calendar year or at the discretion of Church Ministries.
Guidelines—Transfer of Churches
B9-1
2012 Edition
2012 Edition
B9-2
GUIDELINES FOR DEVELOPING WORKING RELATIONSHIPS BETWEEN GEOGRAPHIC AND INTERCULTURAL DISTRICTS AND CHURCHES (CMLT 9/99) A. National Level 1. Sharing of vision, developed as partners between the Multicultural Ministries (MCM) districts and the geographic districts, at the Fall District Leadership Conference. 2. Inviting key geographic superintendents as observers to attend the MCM consultations at the Fall District Leadership Conference for the purpose of understanding problems and opportunities commonly faced by MCM superintendents and directors. Three or four geographic superintendents at a time would be invited on a rotational basis. B. District Level 1. Cooperation in cross-cultural church planting.
Development of common strategies between geographic districts and MCM districts as to location and common resources such as funding, promotion, and core group building.
Development of a common recruitment pool of prospective candidates for crosscultural church planting.
2. Cooperation in leadership training.
Joint leadership training provided by National Office and geographic districts.
Communicate training opportunities in advance.
3. Regional superintendent’s Ministerium Meeting.
Superintendents meet three to four times a year for fellowship and for sharing about ministries and churches in their district.
Encourage MCM churches to join geographic districts as “associate members” for fellowship and for an improved working relationship.
Guidelines—Geographic and Intercultural
B10-1
2012 Edition
2012 Edition
B10-2
GUIDELINES FOR CIVIL, PASTORAL, AND ECCLESIASTICAL RESPONSIBILITY IN PERFORMING A CHRISTIAN WEDDING CEREMONY (BOD 2/12) PREAMBLE: The C&MA Statement on Human Sexuality affirms the traditional Christian and biblical understanding of marriage as a monogamous, covenantal relationship between a man and a woman in which sexual relationships are recognized as both morally pure and good. It also insists upon Scriptural prohibitions of homosexual relationships, recognizing them to be a misrepresentation of God’s creative intent for human beings who are made in His image. Homosexual conduct is incompatible with biblically faithful Christian teaching. Because of these commitments to God’s Holy Word, the Statement on Marriage, Divorce, and Remarriage states: “In no case ought any person to enter into any so-called ‘marriage’ with a person of the same sex.” The Christian and Missionary Alliance encourages its churches and members to treat persons who engage in homosexual conduct and/or relationships with compassion and to extend the gospel of repentance, forgiveness, and transformation through Jesus Christ to such persons without reservation. Civil Responsibility 1. Laws governing civil authorization to perform marriage ceremonies vary from state to state. Every pastor should make certain that he is in compliance with civil requirements authorizing the performance of a wedding ceremony. Such authorization generally requires the pastor to establish that he is licensed by a religious institution. Usually an ordination certificate or the listing of the pastor's name in the Official Directory of The Christian and Missionary Alliance is sufficient. 1. It is the responsibility of the couple declaring their intention to marry to secure a valid marriage license from the appropriate civil authority. 2. A Certificate of Marriage should be secured, completed by the pastor and the required persons, and then given to the couple. 3. The marriage license must be completed by the pastor and returned to the proper civil office within the time limit specified by the state. Pastoral Responsibility 1. The pastor is urged to conduct an initial interview with the couple to ascertain the spiritual life of both bride and groom in keeping with 2 Cor. 6:14, and the appropriateness of participation of the pastor and the church in the proposed wedding ceremony. 2. It is the responsibility of the pastor to insure that premarital counseling sessions are conducted to assist the couple in spiritual, intellectual, psychological, economic, and social adjustments.
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3. The pastor shall give guidance to the couple concerning the marriage ceremony as to its meaning and significance as a Christian service and to the proper procedural form of the ceremony. 4. The pastor shall seek opportunity to offer prayer and counsel to the parents as to their acceptance of in-laws and as to their new role in relationship to the bride and groom. 5. The pastor shall not perform a wedding ceremony in conflict with the Instructional Statement on Marriage–Divorce–Remarriage (see C&MA Manual). 6. The pastor is encouraged to contact Church Ministries for resource materials and suggested forms to assist him in carrying out these pastoral responsibilities. Ecclesiastical Responsibility 1. The local church through its appropriate authorities shall provide regulations governing the use of the church facilities for wedding ceremonies and for receptions. 2. Elders are urged to consider carefully the Instructional Statement on Marriage–Divorce– Remarriage of The Christian and Missionary Alliance and to adopt a local church policy consistent with the statement. Such a policy should include matters relating to marriage, divorce, remarriage, ministry, and discipline of those who violate the scriptural teaching. A church may adopt a more restrictive policy than that which is found in the instructional statement. A copy of such policy shall be filed in each District Office. 3. The remarriage of divorced persons may be considered by a licensed pastor in consultation with the elders, provided the divorce was based on scriptural grounds. 4. The pastor shall make use of proper forms to guide the process of considering remarriage after divorce:
2012 Edition
Form #1 to help identify divorced individuals.
Form #3 as a formal application for remarriage.
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Guidelines—Christian Wedding
REQUEST FOR MARRIAGE CEREMONY TO BE ANSWERED BY GROOM: Full Name ____________________________________________________________________ Address _____________________________________________________________________ Phone #s _____________________________________________________________________ Age _______ Occupation ______________________________________________________ Have you been divorced? _______________ Widowed? ______________________________ Where do you have your church membership? ________________________________________ How long have you known the bride? ______________________________________________ Do you have a personal relationship with Jesus Christ? Please describe:
TO BE ANSWERED BY BRIDE: Full Name ___________________________________________________________________ Address ____________________________________________________________________ Phone #s _____________________________________________________________________ Age _______ Occupation ______________________________________________________ Have you been divorced? _________________ Widowed? ____________________________ Where do you have your church membership? _______________________________________ How long have you known the groom? _____________________________________________ Do you have a personal relationship with Jesus Christ? Please describe:
Form 1
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STATEMENT OF MARRIAGE COMMITMENT TO BE COMPLETED BY BRIDE AND GROOM: ___________________________________ and ______________________________________ (Bride)
(Groom)
purpose to have a Christian wedding ceremony on ____________________________________ (date)
at ___________________ and request the use of the church facilities for our wedding service. (time)
We solemnly declare that we hold marriage to be a lifelong commitment of husband and wife as clearly taught in God's Word. We further dedicate ourselves to marriage for the purposes of: spiritual, physical, emotional, and social enrichment; companionship, and mutual encouragement bringing glory to God through joint service; the procreation and nurture of children (as God allows); and for the safeguarding and benefit of society. We do hereby commit and pledge ourselves to establish and maintain this relationship by the grace of God as long as we both shall live. Bride's Signature Groom's Signature
(date) _________________ (date) _________________
Form 2
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Guidelines—Christian Wedding
APPLICATION FOR REMARRIAGE Name ________________________________________________________________________ Address ______________________________________________________________________ How long were you married? __________________ Date of divorce: ____________________ List children by previous marriage: Name _________________________________________ Age ________ Name _________________________________________ Age ________ Name _________________________________________ Age ________ Name _________________________________________ Age ________ What impact will the proposed marriage have on your children from the former marriage? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ What is the basis for your remarriage as it relates to your commitment to Christ? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ How do you scripturally justify your remarriage? _____________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________
It is understood that several marital counseling sessions shall be held prior to any remarriage. At some point in the early counseling sessions a decision will be made as to the pastor's availability to perform the marriage ceremony. (Please attach copy of dissolution or annulment papers as prepared by a civil court.)
Form 3
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Guidelines—Christian Wedding
GUIDELINES FOR C&MA CHRISTIAN DAY SCHOOLS AND DIRECTIVES FOR ACTION (BOD 1984) In recent decades the emergence of secular humanism in the public schools of the United States has resulted in Christian parents establishing thousands of Christian day schools in an effort to provide their children with an education built upon a biblical world view. Some of these Christian day schools are independent educational institutions while others have been established as educational ministries of local churches. The extent of this educational phenomenon and its impact on the church in The Christian and Missionary Alliance suggest the desirability of the establishment of a statement of policy and practice for Alliance Christian day schools in the United States. While The Alliance understands and affirms the spiritual and educational implications of the Christian day school movement, several important concerns have emerged relative to the establishing of schools as educational ministries of local Alliance churches. It has been noted that the establishment of a church Christian day school has led in some circumstances to the erosion of the supreme purpose and mission of the church; that is, the fulfillment of the Great Commission. In some cases, the establishment of a church Christian day school has precipitated severe financial stress and in other cases has inappropriately diverted the attention of the pastor to the detriment of other pastoral ministries. In still other cases, the lack of adequate funding, facilities, and educationally trained personnel coupled with questionable educational methodologies has raised a serious concern regarding the educational quality of these schools, producing a debilitating effect on the reputation and ministry of the local church and of the Christian day school movement in general. In view of these concerns, it is prudent for The Christian and Missionary Alliance to offer its workers and churches the following counsel and guidance relative to the establishment of Christian day schools: 1. That a set of guidelines be prepared for churches anticipating establishing a Christian day school which encourages the church to carefully consider the implications and potential problems associated with church-related schools, and which encourages consideration of alternative courses of action before the decision to establish a church-related Christian day school is made. 2. That district superintendents and intercultural directors be informed of the issues of concern and related denominational statements and documents regarding Christian day schools in order that adequate counsel may be given when inquiries come to their respective offices. 3. That pastors be made aware, through the guidelines and the counsel of district superintendents and intercultural directors, of the issues of concern relative to the establishment of church-sponsored Christian day schools. 4. That Church Ministries, districts, and local churches take immediate steps to assure that Christian day schools in any way legally connected with Alliance churches carry adequate liability insurance which includes protection for the local church, the district, and the denomination.
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5. That the guidelines include a section which addresses educational quality in Alliance Christian day schools, stressing the need for academic excellence in educational facilities, personnel, and teaching methodologies. Where there is no biblical cause for disagreement with the state in which a Christian day school is located, these guidelines should urge that the local Alliance Christian day school make every effort to comply with state laws and requirements governing educational standards, and, if possible, that academic personnel be properly certified by the appropriate state educational office.
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Guidelines—Christian Day School
SAMPLE BYLAWS FOR LOCAL C&MA CHURCH (BOD 8/01, last edited 1/12) The following pages contain sample bylaws for a local C&MA Church. The bylaws are interspersed with the basic Constitution for ease in understanding and application. Although very basic, they could almost be used “as is” in a number of Alliance churches. At the same time, they are samples and can be easily restructured to fit any size and configuration of a church. These sample bylaws are based on the most recent revision (2011) of the Uniform Constitution for Accredited Churches. They reflect General Council actions of 1999, which adopted the definition of elder authority. They also contain the actions of General Council of 2000, which adopted the definition of elder authority for inclusion in the basic Constitution as well as the change in the structuring of the local governance authority finalized at General Council, 2001. To implement Article VI which structures the local church governance authority, three different governmental models are provided: A single board system with all elders A single board system with a majority of elders A two-board system with one being the board of elders and the other being an administrative board such as a board of ministries. This sample considers the governance authority’s membership to be a total of five; however, it can be applied to any number desired by the local church. Once the local church decides on a name for its governance authority, that name should be inserted in the bylaws where appropriate. For the purpose of this sample, the term “governance authority” is used and is in bold print for easy identification. Article VI, Local Church Governance Authority, states that “Each local church shall structure its governance authority in accordance with the governing documents of The Christian and Missionary Alliance, the responsibilities of elders as defined in Article X, Section 1, the bylaws of the district, and the laws of the state in which the church is located. The members of the governance authority shall satisfy the scriptural standards for church leadership and shall be members of this church.” Church Ministries has identified the following portions of our governing documents that must be addressed to be “consistent with” this provision. Each of them has been covered in this sample document. The bylaws of the congregation must, 1. Determine the composition of its governance authority (Article VI, Uniform Constitution for Accredited Churches of the C&MA). 2. Specify the manner by which the church shall appoint and certify lay delegates to General Council (Article VI, Section 6.2, paragraph A, General Bylaws of the C&MA).
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3. Specify the manner by which the church shall appoint and certify lay delegates to District Conference (Article II, Section 1, paragraph A, Uniform Constitution for Districts of the C&MA). 4. Specify the date and time of the annual meeting of the members of the church and specify how special meetings are to be called (Article V, Uniform Constitution for Accredited Churches of the C&MA). 5. Specify the frequency of governance authority meetings (Article VI, Uniform Constitution for Accredited Churches of the C&MA). 6. Determine what additional meetings, if any, will be attended by the elected secretary (Article IX, Section 2, Uniform Constitution for Accredited Churches of the C&MA). 7. Determine whether deacons are to be elected or appointed, and specify their duties (Article X, Section 2, Uniform Constitution for Accredited Churches of the C&MA). 8. Determine whether deaconesses are to be elected or appointed, and specify their duties (Article X, Section 3, Uniform Constitution for Accredited Churches of the C&MA). 9. Determine whether trustees are to be elected or appointed, and specify their duties (Article X, Section 4, Uniform Constitution for Accredited Churches of the C&MA). 10. Specify how Alliance Women Ministries and C&MA Men’s Ministry will be established (Article X, Section 5 and 6, Uniform Constitution for Accredited Churches of the C&MA). The sample bylaws also include other areas that most local churches will want to consider. As a rule of thumb, bylaws should be hard to make and hard to break. Churches should use “policies” that can be enacted by the governance authority to cover a wide variety of matters that may need to be changed from time to time such as staff employee policies, use of building policies, weddings, etc. Lastly, all local churches are encouraged to seek additional guidance from their respective district superintendent when developing and/or amending local bylaws.
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Sample Alliance Church (Sample local church bylaws interspersed with Constitution)
PREAMBLE The New Testament teaches that the local church is the visible organized expression of the Body of Christ. The people of God are to live and serve in obedience to the Word of God and under the Lordship of Jesus Christ. The Christian and Missionary Alliance operates on the presupposition that the congregation finds broader meaning and outreach in fulfilling its biblical responsibilities within the life and witness of the denomination. This Constitution has three objectives: 1. Set out in general an outline of organization and administration for this church. 2. Define the relationship of this church to the district of which it is an integral part. 3. Relate this church to the denominational framework through which the worldwide work of The Christian and Missionary Alliance is carried out. The Uniform Constitution for Accredited Churches has been framed and adopted by the General Council, the denomination's highest governing body. The accredited churches of The Christian and Missionary Alliance have participated in this process through their authorized delegates. This church can, in accordance with this Constitution and in a manner that is consistent with the bylaws of The Christian and Missionary Alliance, formulate its bylaws so as to carry out its ministry appropriately and efficiently. This church is an integral part of the district, national, and worldwide fellowship of The Christian and Missionary Alliance, and is united in governance, fellowship, and service in order to promote unity of faith in the fullness of Jesus Christ as Savior, Sanctifier, Healer, Coming King, and to facilitate the spread of the gospel at home and abroad under the guidance of the Holy Spirit. Editorial Note: The remainder of this document contains both the UNIFORM CONSTITUTION FOR ACCREDITED CHURCHES OF THE CHRISTIAN AND MISSIONARY ALLIANCE, copied verbatim from the Manual of The Christian and Missionary Alliance, 2011 Edition (including General Council Changes through 2011) and the BYLAWS OF THE SAMPLE ALLIANCE CHURCH. For convenience, we have interspersed the bylaws in each Article of the Constitution where appropriate. You will first read the Constitution Article in regular print. The Bylaw Article will appear in italic print.
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ARTICLE I – NAME The official name under which this church is incorporated or organized is Sample Alliance Church of The Christian and Missionary Alliance. NO BYLAW
ARTICLE II – RELATIONSHIP This church is connected with and subordinate to its parent religious organization, The Christian and Missionary Alliance, a Colorado nonprofit corporation. In consideration of the mutual benefits generated and derived from this relationship, and understanding that The Christian and Missionary Alliance is relying hereon in agreeing to initiate or continue such relationship, this church agrees to be subject to and abide by the terms and conditions of Article XVI hereof relating to the reversion of property of accredited churches. BYLAW ARTICLE II – RELATIONSHIPS A. LAY DELEGATE(S) TO GENERAL COUNCIL. Pursuant to Article VI, Section 6.2, paragraph A, Bylaws of The Christian and Missionary Alliance, lay delegates to General Council shall be appointed for each General Council by the governance authority. The delegate(s) shall be certified by the senior pastor and reported to the proper authority upon request. B. LAY DELEGATE(S) TO DISTRICT CONFERENCE. Pursuant to Article II, Section 1, paragraph A, Uniform Constitution for Districts of The Christian and Missionary Alliance, lay delegates to District Conference shall be appointed for each District Conference by the governance authority. The delegate(s) shall be certified by the senior pastor and reported to the proper authority upon request.
ARTICLE III – MEMBERSHIP Section 1. Qualifications. 1. Confession of faith in Jesus Christ and evidence of regeneration. 2. Belief in God the Father, Son, and Holy Spirit; in the verbal inspiration of the Holy Scriptures as originally given; in the vicarious atonement of the Lord Jesus Christ; in the eternal salvation of all who believe in Him and eternal punishment of all who reject Him. 3. Acceptance of the doctrines of the Lord Jesus Christ as Savior, Sanctifier, Healer, and Coming King. 4. Full sympathy with the mission and core values of The Christian and Missionary Alliance and cooperation by systematic support of its work. 5. Such other qualifications for membership as may be stated in the bylaws.
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Section 2. Removal. Persons may be removed from membership under one or more of the following circumstances: 1. Submission of a written letter of resignation to the elders of the church. 2. Failure to meet the qualifications of membership as stated above. 3. Disciplinary action taken under the Uniform Policy for Discipline, Restoration, and Appeal of The Christian and Missionary Alliance. An appeal of decisions made to remove a person from membership for reasons of qualification or a disciplinary action may be submitted to the district superintendent within 30 days of the action. BYLAW ARTICLE III – MEMBERSHIP A. APPLICATION FOR MEMBERSHIP. 1. Applicants shall fill out the C&MA membership application form and then meet with the senior pastor and the other elders to give their personal testimony of conversion and commitment to this church. The senior pastor and the other elders shall then act upon the applications. They shall also act upon requests for membership transfers from other Alliance churches. 2. Children may be accepted into membership of the church upon approval by the senior pastor and the other elders with the consent of their parents or guardian, provided they meet all qualifications stated herein. 3. All applicants will be provided with a copy of, and be required to read and consent to this Constitution, and these bylaws. Further, they must affirm their willingness to subscribe to the UNIFORM POLICY ON DISCIPLINE, RESTORATION, AND APPEAL, as found in the current edition of The Manual of The Christian and Missionary Alliance. Such consent and affirmation exists when applicants place their signature on the application for membership. B. TYPES OF MEMBERSHIP. 1. Active Membership. Active members shall consist of those members who adhere to the conditions stated in the Constitution and Bylaws, and are regularly attending this church. 2. Inactive Membership.
Those who have permanently moved from the community, but have not transferred their membership to another church shall be placed on the inactive membership list. A letter shall be sent informing them of this action. Those, who for any cause, except physical disability or who are temporarily absent from the community, have absented themselves from the regular services of this church for one year or more, shall be placed on the inactive membership list. A letter shall be sent informing them of this action.
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An inactive member may be placed on the active membership list again by request to and approval of the senior pastor and the other elders. Inactive members shall not be eligible to vote on any question.
C. MEMBERSHIP LIST. The membership list shall be examined each year by the senior pastor and the other elders one month prior to the annual congregational meeting so that the church will have an updated membership list. After efforts have been made to contact inactive members as to their relationship to the church, the senior pastor and the other elders shall have the power to remove inactive members from the rolls who have exceeded the oneyear mark or to extend the inactive status for another year. A letter shall be sent to the member concerned informing him/her of this action. D. TRANSFER OF MEMBERSHIP. Upon request, members in good standing may be granted a letter of transfer to other evangelical bodies upon approval of the senior pastor and the other elders.
ARTICLE IV – ORDINANCES Baptism and the Lord's Supper are recognized as the two ordinances of the church. Believer’s baptism by immersion is taught and practiced as the scriptural mode. The pastor or other elders shall oversee baptism. They shall provide the instruction about baptism and shall administer baptisms themselves or choose other spiritually respected people to do these ministries. The Lord’s Supper is administered regularly. The pastor or other elders shall oversee Communion. They shall provide the instruction about Communion and shall administer the Communion themselves or choose other spiritually respected people to do these ministries. NO BYLAW
ARTICLE V – GOVERNMENT There shall be an annual meeting of the members of this church to be held at a time specified in the bylaws at which time the members shall receive reports of ministries including audited reports of the treasurers, and shall elect church officers, elders, and other members of the governance authority. Additional ministry positions shall be filled as specified in the local church bylaws. The governance authority, as specified in the local church bylaws, shall conduct the affairs of the church between annual meetings and shall be amenable to the membership and the district superintendent as constitutionally defined. Other meetings of the members may be called by proper notice to the membership as specified in the bylaws. On general church matters in which no legal questions are involved, it is understood that all members in good and regular standing who have reached the age of sixteen (16) years are entitled to vote, but in matters
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involving titles of property or legal procedure, the laws of the state determine the age at which members are eligible to vote. BYLAW ARTICLE V – GOVERNMENT A. ANNUAL CONGREGATIONAL MEETING. 1. The annual congregational meeting shall be held on the third Sunday of (month) of each year. The governance authority shall determine the actual time and location. The governance authority also shall have the authority to change this in a given year when necessary. 2. Annual reports are to be submitted by the pastor(s), elders, governance authority, secretary, treasurer, audit committee chairman, and others deemed necessary by the governance authority. The governance authority shall also determine the method of reporting. 3. Those to be elected at the Annual Meeting shall be the elders and governance authority (see Article XIV). All other ministry positions shall be determined and appointed by the governance authority at their first meeting following the annual congregational meeting. This authorization does not apply to other positions that may become necessary and require election by constitutional authority. B. SPECIAL CONGREGATIONAL MEETINGS. When determined appropriate by the governance authority, special congregational meetings may be called. Notice of it shall be placed in the bulletin for two consecutive weeks prior to the date of the meeting. C. AUTHORITY. Roberts Rules of Order shall govern all matters of church business. D. QUORUM. A quorum of any properly-called congregational business meeting shall consist of those members who are present.
ARTICLE VI – GOVERNANCE AUTHORITY Section 1. General. Each local church shall structure its governance authority in accordance with the governing documents of The Christian and Missionary Alliance, the responsibilities of elders as defined in Article X, Section 1, the bylaws of the district, and the laws of the state in which the church is located. The members of the governance authority shall satisfy the scriptural standards for church leadership and shall be members of this church. The senior pastor shall be chairman or, at his request, the governance authority shall elect an elder as chairman. An elder shall also be elected as vice chairman. Meetings shall be held for prayer and business, and abbreviated minutes shall be reported to the church as the church may decide. Special meetings may be called by the chairman or by written request of one-half of the governance authority membership. All officers, committees, and organizations, except the Nominating Committee, are amenable to the collective oversight of the elders. Section 2. Removal. In consultation with the district superintendent and the senior pastor, any officer or auxiliary official, except licensed pastoral staff, of this church, whether elected at the Sample Bylaws
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church annual meeting or appointed by the governance authority, or any individual member of the governance authority, may be removed by a two-thirds majority vote of the governance authority and the approval of the district superintendent if, in the judgment of the governance authority, the best interests of this church will be served thereby. BYLAW ARTICLE VI – CHURCH GOVERNANCE AUTHORITY A. FREQUENCY OF MEETINGS. Meetings of the governance authority shall be held monthly. B. NAME AND COMPOSITION OF GOVERNANCE AUTHORITY. *Note: It is suggested that each local church consider choosing one of the following samples.
Sample 1: Single Board System with all Elders A. NAME. The governance authority of the Sample Alliance Church shall be known as the Board of Elders. B. NUMBER. The number serving as the Board of Elders shall be five, including the senior pastor. C. COMPOSITION. The Board of Elders shall consist of the senior pastor and the following: Secretary, Treasurer, Assistant Treasurer, and one member at large. All positions are to be filled by elders. D. QUALIFICATIONS. The qualifications for elders are set out in 1 Timothy 3:1-13 and Titus 1:6-9. Further, each must be an active member of this church. E. DUTIES. The duties of leaders are set forth in the Constitution, these bylaws, and position descriptions adopted by the Board of Elders. F. QUORUM. A quorum for the legal conduct of business shall be two-thirds of the board membership. Sample 2: Single Board System with a Majority of Elders A. NAME. The governance authority of the Sample Alliance Church shall be known as the Governing Board. B. NUMBER. The number serving as the Governing Board shall be five, including the senior pastor. C. COMPOSITION. The Governing Board shall consist of the senior pastor and the following: Secretary, Treasurer, Assistant Treasurer, and one member at large. At least two of the four above positions are to be filled by an elder. D. QUALIFICATIONS. The qualifications for elders are set out in 1 Timothy 3:1-13 and Titus 1:6-9. Other members of the governance authority are expected to maintain a lifestyle in keeping with the spirit and intent of these same references. Further, each must be an active member of this church.
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E. DUTIES. The duties of leaders are set forth in the Constitution, these bylaws, and position descriptions adopted by the Governing Board. F. QUORUM. A quorum for the legal conduct of business shall be two-thirds of the board membership. Sample 3: Two-Board System (Board of Elders and Board of Ministries) A. NAME. The governance authority of the Sample Alliance Church shall be known as the Board of Elders. Their work shall be supplemented by a Board of Ministries. The Board of Elders shall determine the responsibilities to be delegated, necessary level(s) of authority, and matters of accountability. B. NUMBER. 1. Board of Elders. The number serving as the Board of Elders shall be three including the senior pastor. 2. Board of Ministries. The number serving as the Board of Ministries shall be five. C. COMPOSITION. 1. Board of Elders. The Board of Elders shall consist of the senior pastor and two elders. The senior pastor shall be the chairman. 2. Board of Ministries. The Board of Ministries shall consist of the secretary, treasurer, assistant treasurer, and two members at large. The Board of Elders shall appoint the chairperson from those elected. D. QUALIFICATIONS. The qualifications for elders are set out in 1 Timothy 3:1-13 and Titus 1:6-9. Members of the Board of Ministries are expected to maintain a lifestyle in keeping with the spirit and intent of these same references. Further, each must be an active member of this church. E. QUORUM. A quorum for the legal conduct of business by both Boards shall be two-thirds of the respective board members.
ARTICLE VII – OFFICERS The officers shall be members of this church and shall satisfy the scriptural standards for church leadership. They shall consist of the following who, with the exception of the senior pastor, shall be elected at the annual meeting of the church: senior pastor, secretary, treasurer, assistant treasurer, and such other officers as may be designated in the church bylaws or in the state law. NO BYLAW
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ARTICLE VIII – PASTORAL STAFF The governance authority shall not give consideration to any candidate for the pastoral staff without the approval of the district superintendent. Pastoral staff members shall be called by the governance authority and appointed by the district superintendent. The district superintendent shall suggest to the governance authority the names of such workers as in his judgment have proper qualifications for pastoral staff. Upon appointment by the district superintendent, a pastoral staff member and spouse become members of this church. Pastoral staff include all those whose position calls for licensing as an "official worker," as defined in the General Regulations in the Manual of The Christian and Missionary Alliance. Any member of the pastoral staff may resign from this church by giving due notice of this intention to the district superintendent and the governance authority. The governance authority may, in conjunction with the district superintendent, ask for the resignation of any member of the pastoral staff. Before such action is taken, the governance authority and that member shall follow the guidelines as prescribed by the district superintendent. The district superintendent, with the approval of the District Executive Committee, shall have the authority to remove or transfer a member of the pastoral staff when the governance authority is in disagreement or whenever circumstances make such removal or transfer advisable. BYLAW ARTICLE VIII – PASTORAL STAFF A. STAFF SALARIES AND BENEFITS. 1. Staff salaries and benefits shall be presented to the congregation for approval at the annual congregational meeting through the report of the treasurer. The governance authority may consult with the District Superintendent as may be deemed necessary in making the appropriate recommendations. 2. Vacations, pulpit supply, etc. of the pastor(s) shall be determined by the governance authority.
ARTICLE IX – DUTIES OF CHURCH OFFICERS Section 1. Senior Pastor. The senior pastor shall have oversight of this church. He shall be chairman of the governance authority except as he may choose to proceed according to the provisions in Article VI. He shall preside at all regular or special meetings of the church membership. He is a member ex officio of all church committees and organizations. When the membership has no pastor, the chairman or vice chairman of the governance authority shall have oversight of the church in conjunction with the district superintendent. The senior pastor shall be the president of this church where such office is required by law. Section 2. Secretary. The secretary shall keep the minutes of membership meetings and conduct the correspondence of this church as directed by the governance authority. The secretary shall attend and keep minutes of other meetings as specified in the local church bylaws.
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Section 3. Treasurer. The treasurer shall receive all monies of this church and shall be responsible for the payment of all bills on the order of the governance authority as specified in the local church bylaws, keeping proper book records of all transactions, and filing canceled vouchers and receipts for payments made. The governance authority shall determine where funds of this church shall be kept. No offerings shall be solicited from the membership except upon approval of the governance authority. Section 4. Missionary Treasurer. When required by local church bylaws, the missionary treasurer shall account for all missionary monies and oversee the forwarding of the same to the treasurer of The Christian and Missionary Alliance on or before the tenth of the following month. Section 5. Assistant Treasurer. The assistant treasurer shall, with another person or persons appointed by the governance authority, be responsible to count all monies and keep a separate record of all receipts. The assistant treasurer may be empowered to issue receipts to the donors. BYLAW ARTICLE IX - DUTIES OF CHURCH OFFICERS A. SECRETARY. The elected secretary shall attend and keep the minutes of all congregational meetings and governance authority meetings. B. POSITION DESCRIPTIONS: The governance authority shall issue individual position descriptions regarding the above positions. Such position descriptions shall define responsibilities, delegate authority and specify accountability and are considered directive in nature.
ARTICLE X – COMMITTEES AND ORGANIZATIONS Section 1. Elders. The call of Christ the Chief Shepherd to men to serve as elders is both discerned and confirmed by the church membership. Elders shall therefore be male members of this church and shall be elected as specified in the church bylaws. The pastor and the other elders are the highest level of servant leadership in the church. As undershepherds, elders shall serve with the senior pastor to oversee both the temporal and spiritual affairs of the local church in order to accomplish Christ’s mission. They shall constitute the Committee on Membership. They shall be the Committee on Discipline in accordance with the Uniform Policy on Discipline, Restoration, and Appeal of The Christian and Missionary Alliance. All officers, committees, and organizations except the Nominating Committee are amenable to the collective oversight of the elders through the governance authority. Section 2. Deacons. The deacons shall be members of this church and shall be appointed or elected as specified in the local church bylaws. The deacons shall have charge of those ministries and charities of the church as specified in the bylaws, receive offerings for such purposes and dispense the same, and make monthly reports as directed. Where there are no deacons, the governance authority shall assume responsibility for their ministries until such are elected or appointed.
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Section 3. Deaconesses. Deaconesses shall be members of this church and shall be appointed or elected as specified in the bylaws. The deaconesses shall have charge of those ministries as specified in the bylaws. Where there are no deaconesses, the governance authority shall assume responsibility for their ministries until such are elected or appointed. Section 4. Trustees. The trustees shall be members of this church and may be appointed or elected as specified in the local church bylaws. Trustees shall have charge of those ministries and duties as specified in the bylaws, or the laws of the state in which the church is located. Where there are no trustees, the governance authority shall assume responsibility for those ministries and duties until such are elected or appointed. Section 5. Alliance Women Ministries. Local church Alliance Women Ministries may be established. They shall be organized according to the Alliance Women Ministries policies as contained in the C&MA Policy and Procedure Manual for Districts and Churches. Section 6. C&MA Men’s Ministry. A C&MA Men’s Ministry may be established in the local church. It shall be organized according to the C&MA Men’s Ministry policies as contained in the C&MA Policy and Procedure Manual for Districts and Churches. BYLAW ARTICLE X – COMMITTEES AND ORGANIZATIONS A. DEACONS: The sample Alliance church shall have three deacons appointed by the governance authority. B. DEACONESSES: The sample Alliance church shall have three deaconesses appointed by the governance authority. C. TRUSTEES: The sample Alliance church shall have three trustees appointed by the governance authority. D. ALLIANCE WOMEN MINISTRIES: The governance authority shall establish Alliance Women Ministries. E. C&MA MEN’S MINISTRY: The governance authority shall establish a C&MA Men’s Ministry. F. POSITION DESCRIPTIONS: The governance authority shall issue individual position descriptions for these and any other appointed or elected position in the church. Such position descriptions shall define responsibilities, delegate authority and specify accountability and are considered directive in nature.
ARTICLE XI – MISSIONS MOBILIZATION The church shall participate in the worldwide missions and church planting ministries of The Christian and Missionary Alliance, and the support of the Great Commission Fund. The Governance Authority shall specify the means by which it purposes to mobilize members’ involvement, including prayer, recruitment of men and women for vocational ministry both at
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home and abroad. A Missions Conference or congregation-wide event for missions mobilization shall be held each year. The local church bylaws must establish the means by which this congregation shall promote C&MA missions throughout the congregation. SAMPLE BYLAW Sample 1: A missions point person (the exact title may be designated by the church), whether paid or volunteer, shall be appointed by the governance authority of the church. He/she shall be empowered to structure and lead a missions team consisting of at least three persons, as may best fit the local church context. The missions team shall work with the pastor and elders to implement a strategy for Great Commission Ministries and missional living, for every member throughout the whole year and promote giving to the Great Commission Fund. The missions team shall be amenable to the governance authority. Sample 2: The pastor shall appoint a missions team/committee (name to be designated by the church), including leaders from different age groups, sub-congregations and ministries of the church to lead the church's emphasis in missions. The missions team shall work with the pastor and elders to implement a strategy for Great Commission Ministries and missional living, and promote giving to the Great Commission Fund throughout the whole year. The missions team shall be amenable to the governance authority through the pastor. Sample 3: The pastor shall appoint a missions point person (title to be designated by the church), whether paid or volunteer, to be confirmed by the governance authority of the church and empowered to structure and lead a mobilization team (of at least three persons) that best fits the local church context. The missions team works with the pastor and elders to implement a strategy for Great Commission Ministries and missional living and giving for every member throughout the whole year. The missions team shall be amenable to the governance authority through the pastor.
ARTICLE XII DISCIPLEMAKING MINISTRIES A major ministry of this church shall be making disciples of Jesus Christ. The disciplemaking process includes evangelism, building up believers, equipping workers, and multiplying leaders, among adults, youth, and children. The Governance Authority shall specify how disciplemaking is to be pursued. The purpose of disciplemaking ministries is to bring people to a saving knowledge of Christ, teach biblical principles emphasizing missions and the centrality of Christ as Savior, Sanctifier, Healer, and Coming King, and equip people for evangelism and Christian service. SAMPLE BYLAW Sample 1: A committee (or team) of at least three persons, including leaders from Children's, Youth, and Adult ministries, shall be appointed (or elected) to assist the pastor (or pastoral staff) Sample Bylaws
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to oversee the disciplemaking (or educational) ministries of _______________ church. The team will have a designated chairperson. Sample 2: A Director of Disciplemaking Ministries may be appointed to oversee the disciplemaking ministries of the church. He/she may serve as a member of the pastoral staff and be amenable directly to the senior pastor. An advisory team will be elected (or appointed) to assist the director in giving leadership to the congregation’s disciplemaking ministries to children, youth and adults. Sample 3: The disciplemaking ministries of this church are led by a Children's Pastor/Coordinator, Youth Pastor/Coordinator, and an Adult Ministries Pastor/Coordinator, each of whom oversee the disciplemaking ministries of their assigned age levels. They coordinate with each other as needed or directed, and are amenable to the pastor (or other designated member of the pastoral staff) and the church governance authority.
ARTICLE XIII – PROPERTY AND RECORDS Section 1. Property. This church may acquire, own, dispose of, improve, encumber, and convey property, real and personal, for church purposes, in conformity with the laws of the state where the property is situated. Real property may be purchased, sold, conveyed, exchanged, mortgaged, or encumbered only by order of the membership through the governance authority in consultation with the district superintendent. In states where trustees are required, the order of the membership shall proceed through them. Section 2. Records. The official records of all officers of the church and all its departments are the property of the church. In the event of the death or resignation of the incumbent or upon the election of his successor, the current records of the office shall be passed on to the newly elected officer. All records other than current shall be kept in a secure repository selected by the governance authority. Section 3. Audit. All financial records shall be examined annually or at more frequent intervals on order of the governance authority. At least three persons, none of whom is a financial officer or church staff member, shall be appointed by the governance authority to conduct the examination. They shall follow procedures set forth in the current edition of the Manual for Alliance Church Treasurers (and Pastors). The governance authority shall authorize actions to conform with additional audit standards that may be required by the jurisdiction in which the church is located. NO BYLAW
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ARTICLE XIV – NOMINATING COMMITTEE A Nominating Committee shall consist of the senior pastor, two members from the church membership selected by, but not necessarily from the governance authority, and two elected from the church membership in a manner stipulated by the local church bylaws, at least one month prior to the annual meeting. BYLAW ARTICLE XIV – NOMINATING COMMITTEE The Nominating Committee shall prepare a written report of its work, and publish it at least seven days prior to the annual meeting.
ARTICLE XV – ELECTIONS In consideration of elections, the Nominating Committee shall present at least one name for each office to be filled. Other nominations may be made by the membership as stipulated in the church bylaws. The officers shall be elected by ballot at the annual meeting. Where only one name is presented, the ballot may be waived by unanimous vote. BYLAW ARTICLE XV – ELECTIONS A. THOSE TO BE ELECTED: Those to be elected at the annual congregational meeting shall be the (Sample 1: the elders) (Sample 2: the elders, officers, and one member at large) (Sample 3: The Board of Elders, Governing Board–including the officers and two members at large) Note: Churches may want to include others such as the directors for Alliance Women Ministries and C&MA Men’s Ministry. B. NOMINATIONS FROM THE MEMBERSHIP: Any active member of the membership may nominate any person for an elected position according to the following: 1. The member wishing to place someone in nomination must contact and obtain permission from the person to be nominated and receive assurance that the person will allow his/her name to be considered. 2. The member wishing to place the name in nomination will then submit the name to the Nominating Committee, in writing, within 7 days following the annual election of the Nominating Committee (See Article XIII above). 3. The Nominating Committee will satisfy itself that the person to be nominated meets the criteria of the Constitution and bylaws for holding elected office. 4. The Nominating Committee may consider the person to be nominated as their nominee if so desired. The Nominating Committee may also elect NOT to consider the person as their nominee. 5. Once the Nominating Committee has completed its work and rendered its report, an OFFICIAL BALLOT will be prepared for use at the annual meeting. The Official Ballot
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will contain the names as presented for each position by the Nominating Committee. Further, those names presented by the membership that meets the required criteria will also be placed on the Official Ballot. However, they will be identified by an asterisk (*), and an appropriate footnote explanation that they were nominated by the membership. 6. There will be no nominations received from the floor during the election process. C. PLURALITY: Where required, the election shall be based on the rule of plurality. D. TERM OF OFFICE. 1. Elected members of the governance authority shall serve for a period of two years and shall commence office immediately following the election process. They may not serve more than two 2-year terms in succession. The election shall be arranged so that approximately one half of the governance authority is elected annually. 2. The governance authority shall have the authority to appoint qualified persons to fulfill unexpired terms of those elected persons as necessary.
ARTICLE XVI – REVERSION OF PROPERTY Recognizing the purpose of the members of this congregation to support both the doctrines and the mission of The Christian and Missionary Alliance through the contributions of their tithes, offerings, and special gifts, and to ensure that the future use of such assets and real property as this church may from time to time acquire shall not be diverted from this purpose, this church adopts the following property reversion clause. 1. Property Reversion Events. Any of the following shall constitute a "property reversion event:” (a) the decision or action of this church to disaffiliate or otherwise separate itself from The Christian and Missionary Alliance without the prior written approval of such decision or action by the District Executive Committee (or its equivalent) of the district in which this church is located, (b) the failure for any reason of this church to be subject to or abide by any of the purposes, usages, doctrines, or teachings of The Christian and Missionary Alliance, (c) the failure for any reason of this church to qualify as an "accredited church" of The Christian and Missionary Alliance (as such term is defined in the bylaws of The Christian and Missionary Alliance), or (d) the termination of this church's existence for any reason. 2. Determination of a Property Reversion Event. The determination of whether a property reversion event has occurred shall be considered and decided by the District Executive Committee (or its equivalent) of the district of The Christian and Missionary Alliance in which this church is located in accordance with procedures established from time to time by the Board of Directors of The Christian and Missionary Alliance. The decision of such District Executive Committee (or its equivalent) shall be final and binding on The Christian and Missionary Alliance, the district of The Christian and Missionary Alliance in which this church is located, and may not be challenged by any party in the absence of fraud, collusion, or arbitrariness. Should any party choose to challenge a decision based on fraud, collusion, or arbitrariness, such appeal shall only be made to the Board of Directors of The Christian and Missionary Alliance. In order to expedite review of such appeals, the Board of Directors may establish a Board of Directors committee of not less than five Board members for the purpose Sample Bylaws
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of handling such appeals. The decision of the Board of Directors or its committee shall be final and binding on all parties. 3. Consequences of a Property Reversion Event. Upon the occurrence of a property reversion event as determined in accordance with paragraph 2 above, legal title to all real and personal property (tangible and intangible), appurtenances, fixtures, and effects of whatever type then owned, held, or used by this church, without regard to how or from whom acquired, shall, upon the demand of the district of The Christian and Missionary Alliance in which this church is located, revert to and become the property of such district of The Christian and Missionary Alliance. During the period of time between the occurrence of the property reversion event and the complete and final transfer of legal title to the district of The Christian and Missionary Alliance in which this church is located, this church shall hold such property in trust for such district to be used exclusively to further the purposes, usages, doctrines, and teachings of The Christian and Missionary Alliance. 4. Waiver of Certain Property Reversion Events. In the event of a property reversion event attributable to differences in doctrine between this church and The Christian and Missionary Alliance, the property reversion process set forth above may be waived upon the approval of (a) at least two thirds of the active, attending members of this church, (b) the District Executive Committee (or its equivalent) of the district of The Christian and Missionary Alliance in which this church is located, and (c) Church Ministries of The Christian and Missionary Alliance. 5. Exclusion of Certain Property. Paragraph 3 above shall not apply to any real or personal property which (i) this church owned prior to its becoming an accredited church, and (ii) is expressly identified as property not subject to paragraph 3 above in a written agreement entered into in connection with such accreditation between this church and the district of The Christian and Missionary Alliance in which this church was located upon its accreditation. The exclusion of property pursuant to this paragraph 5, and the agreement described in the preceding sentence, shall (1) terminate ten (10) years after this church’s accreditation, and (2) not apply to any church that was in developing status prior to its accreditation. NO BYLAW
ARTICLE XVII – BYLAWS Church bylaws not in conflict with this Constitution, the provisions of the Bylaws of The Christian and Missionary Alliance, the bylaws of the district within which the church is located, or the laws of the state are required and will be adopted by a duly called meeting of the church. As a minimum, the church bylaws will include provisions for the composition and name of its governance authority that is in keeping with Article VI above. A copy of such bylaws shall be filed with the district superintendent. NO BYLAW
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ARTICLE XVIII – AMENDMENTS This Constitution may be amended only by the General Council of The Christian and Missionary Alliance, in accordance with the provisions of Section 10.2 of the Amended and Restated Constitution and Bylaws of The Christian and Missionary Alliance as applied to the Uniform Constitution for Accredited Churches. BYLAW ARTICLE XIII – AMENDMENTS BYLAW AMENDMENTS. These bylaws may be amended by a two-thirds majority of the votes cast at any official congregational meeting of the membership.
ARTICLE XIX – CONFORMANCE WITH APPLICABLE LAW In cases where any provision of this Constitution may not conform to state laws, the district concerned shall be authorized to make such adjustments as necessary in counsel with the vice president for Church Ministries of The Christian and Missionary Alliance so as to conform to such laws. NO BYLAW
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ALLIANCE WOMEN MINISTRIES NATIONAL POLICY (BOD 6/12) I. NAME This auxiliary ministry shall be known as Alliance Women Ministries of The Christian and Missionary Alliance. II. PURPOSE As an auxiliary ministry of The Christian and Missionary Alliance, Alliance Women Ministries exists to be a movement of Great Commission Christian women who are glorifying God by building Christ’s Church worldwide.
III.OBJECTIVES The objectives of Alliance Women Ministries shall be: 1. Fellowship—To encourage a sense of community among women through the building of healthy relationships/friendships by the transforming power of Christ. 2. Discipleship—To encourage the study of God’s Word and to inspire women to follow Christ through the empowerment of the Holy Spirit. 3. Outreach—To equip women to share God’s love and the message of the Gospel with family, friends and neighbors. 4. Missions—To involve women in the world-wide ministries of the C&MA through intercession, short term missions, the support of overseas workers and their families, and an annual project that services specified needs in various countries. 5. Prayer—To encourage corporate and individual worship and intercession for local, national, and worldwide ministries. IV. RELATIONSHIP Alliance Women Ministries is an auxiliary ministry of The Christian and Missionary Alliance and is amenable to the vice president for Church Ministries. It is the parent ministry of the District, Area (where applicable), and Local organizations of Alliance Women Ministries. It shall include those who are participants in Alliance Women Ministries of The Christian and Missionary Alliance. V. STRUCTURE Section 1. Teams/Committees. a. AWM National Executive Team. An AWM National Executive Team provides direction for Alliance Women Ministries. It shall be comprised of the following officers:
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the National Director, Assistant National Director, Secretary, Treasurer, three Membersat-Large, and such others deemed necessary by the AWM National Leadership Team. The wife of the president of the C&MA shall be an ex-officio member of the AWM National Executive Team. b. AWM National District Directors Team. The AWM National District Directors Team shall be comprised of the District Directors or representatives of Alliance Women Ministries as appointed by the district superintendent. It shall serve in an advisory capacity for the AWM National Executive Team. c. AWM National Leadership Team. The AWM National Leadership team shall be comprised of the District Directors Team and the AWM National Executive Team. The vice president for Church Ministries or his designee shall be a member ex officio of the AWM National Leadership Team. d. Nominating Committee. The Nominating Committee shall be selected by the AWM National Leadership Team at least three months prior to General Council or the annual Training Meetings. Names shall be submitted to the vice president for Church Ministries for approval. The vice president for Church Ministries shall appoint alternates to fill any vacancies occurring on this Committee. The vice president for Church Ministries, or his designee, shall be an ex officio member of this Committee. The Nominating Committee shall place one name in nomination for each office to be filled. The structure of the Committee shall be as follows:
Chairperson: This shall be a person from the AWM National Executive Team on a rotating basis based on tenure on the AWM National Executive Team.
Two members from AWM National District Directors Team selected on a rotating basis based on tenure as a District Director. District Directors chosen may not be currently serving on the AWM National Executive Team and shall have served a minimum of two years as a District Director.
Two members chosen from AWM laypersons, such as a district superintendent’s wife, a member of a District Executive Team, or a general layperson. A district superintendent’s wife may not be a District Director or currently serving on the AWM National Executive Team. Laypersons may not be in the same district as any other member serving on the Nominating Committee. Laypersons chosen must be available to attend spring Training Meeting.
Section 2. Elections. The election of members for the AWM National Executive Team shall be conducted at the Annual Meeting of the AWM National Leadership Team as set forth in Alliance Women Ministries Election Procedures located in the AWM Operations Manual. Elections shall be the stated order of business on the final full day of the Annual Meeting. All officers shall be persons of good Christian character and members in good standing of a Christian and Missionary Alliance church. Nominations from the floor may be made following the second reading of the Report.
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Section 3. Officers. a. Director. The director shall be responsible for carrying out the objectives of the organization. She shall preside at all meetings of National Alliance Women Ministries. The term of office shall be four years. The director is eligible for not more than two consecutive terms in this office. b. Assistant Director. The assistant director shall preside at all meetings in the absence of the director and shall fulfill specific responsibilities as delegated by the director. In the event of the resignation or death of the director, the assistant director shall fill the vacancy until the regular election of the director. The term of office shall be four years. The assistant director is eligible for not more than two consecutive terms in this office. The assistant director shall be elected the year following the election of the director. c. Secretary. The secretary shall keep the minutes of all meetings of National Alliance Women Ministries, the AWM National Leadership Team, and AWM National Executive Team and shall conduct the correspondence as directed by the AWM National Executive Team. The term of office shall be four years. The secretary is eligible for not more than two consecutive terms in this office. The secretary shall be elected two years following the election of the director. d. Treasurer. The treasurer shall keep a complete and accurate record of all receipts and disbursements and shall disburse funds as authorized by the AWM National Executive Team. The term of office shall be four years. The treasurer is eligible for not more than two consecutive terms in this office. The treasurer shall be elected three years following the election of the director. e. Members-at-Large. The members-at-large shall be responsible to perform such duties as designated by the director or by the AWM National Executive Team. The term of office shall be two years. The members-at-large are eligible for not more than three consecutive terms in this office. There shall be three members-at-large, and such others as deemed necessary. Section 4. Records of Officers. The official records of all officers and departments of National Alliance Women Ministries are the property of National Alliance Women Ministries. All financial records shall be audited annually or at any time on order of the vice president for Church Ministries. In the event of the death or resignation of the incumbent, or upon the election of her successor, the current records necessary for fulfilling the obligations of the office shall be passed on to the newly elected officer. VI. MEETINGS
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Section 1. Meetings of the AWM National Executive Team. The director, with consultation of the vice president for Church Ministries, shall call a meeting of the AWM National Executive Team as needed. Section 2. Meetings of National Alliance Women Ministries. The National Alliance Women Ministries Leadership Team shall meet in conjunction with General Council of the Christian and Missionary Alliance or on alternate years at an annual Training Meeting to accomplish its objectives. This meeting shall be the responsibility of the AWM National Executive Team. VII. FINANCE Section 1. Reimbursement of Expenses. The work of the AWM National Executive Team and AWM National Leadership Team shall be considered a service to Christ and the Church. Expenses related to this ministry shall be reimbursed. Section 2. National Ministry Fund. The Alliance Women’s Ministries of each local church shall be requested to make an annual contribution to the ministry fund of National Alliance Women Ministries. Such expenses are subject to the approval of the vice president for Church Ministries. Section 3. Projects. All appeals for funds shall be approved by the vice president for Church Ministries. VIII. AMENDMENTS These policies may be amended by the vice president for Church Ministries with the approval of the Board of Directors of the Christian and Missionary Alliance. IX. OPERATING PROCEDURES Operating procedures not in conflict with these policies may be adopted at any regular meeting of the AWM National Leadership Team by a two-thirds vote of the members present. Proposed operating procedures shall be submitted to the vice president for Church Ministries or his designee for approval.
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ALLIANCE WOMEN MINISTRIES DISTRICT POLICY (BOD 10/07) I. NAME This auxiliary ministry of the ____________________________District shall be known as Alliance Women Ministries of The Christian and Missionary Alliance. II. PURPOSE As an auxiliary ministry of the ______________________ District of the Christian and Missionary Alliance, Alliance Women Ministries exists to be a movement of Great Commission Christian Women who are glorifying God by building Christ’s Church worldwide. III.OBJECTIVES The objectives of Alliance Women Ministries shall be: 1. Fellowship—To encourage a sense of community among women through the building of healthy relationships/friendships by the transforming power of Christ. 2. Discipleship—To encourage the study of God’s Word and to inspire women to follow Christ through the empowerment of the Holy Spirit. 3. Outreach—To equip women to share God’s love and the message of the Gospel with family, friends and neighbors. 4. Missions—To involve women in the world-wide ministries of the C&MA through intercession, short term missions, the support of overseas workers and their families, and an annual project that services specified needs in various countries. 5. Prayer—To encourage corporate and individual worship and intercession for local, national, and worldwide ministries. IV. RELATIONSHIP The District Alliance Women Ministries is an auxiliary ministry of the district and is amenable to the District Superintendent. It is part of the National Alliance Women Ministries and is related to the Area (where applicable), and Local organizations. It shall include those who are participants in Alliance Women Ministries in the district churches of the Christian and Missionary Alliance. V. STRUCTURE Section 1. Teams/Committees. a. District Leadership Team. A Leadership team shall meet for the purpose of considering items of business and programs pertinent to the development of District Alliance Women
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Ministries. This team shall be elected as per Article V, Section 2b or appointed by the District Superintendent and DEXCOM as per Article V, Section 2c. b. Ex-Officio. The District Superintendent, the wife of the District Superintendent and if applicable, the wives of other district officers recommended by the District Superintendent, as well as any current member of the AWM National Executive Team residing in the district, shall be ex-officio members of the District Leadership Team. The District Director shall serve as a member of all standing and special committees. c. Nominating Committee. The Nominating Committee shall be appointed by the District Leadership Team. It shall be comprised of a minimum of three members—one member from the District Leadership Team and two or more members from the District membership-at-large. The Nominating Committee shall place one name in nomination for each office to be filled except the office of director. In those districts in which the Director is chosen by election, the Nominating Committee may recommend a candidate for Director to the Committee on Nominations at District Conference. Section 2. Elections/Appointments. a. District Leadership Team. The District Leadership team shall be elected or appointed as specified in the operating procedures of the district. b. Elections. If the district chooses to elect officers, the election process shall be as follows: (1) District Director: The District Leadership Team shall place a name in nomination for the position of District Director to the District Nominating Committee. The election will then follow the election procedures set by each district. (2) District Executive Team: The election of the District Executive Team shall be conducted at the Annual Meeting of District Alliance Women Ministries. Members of the Leadership Team shall be persons of good Christian character and members in good standing of a Christian and Missionary Alliance church. After nominations are presented by the Nominating Committee, further nominations may be made from the floor assuming prior permission has been granted by each individual nominated. Election shall be by ballot except in cases where only one nomination is presented. c. Appointments. If the district chooses to appoint officers, the appointments shall be as follows: 1. The Alliance Women Ministries Director shall be appointed by the District Superintendent and approved by the District Executive Committee. The Director shall be a person of good Christian character and a member in good standing of a Christian and Missionary Alliance church. 2. All other positions may be appointed by the Alliance Women Ministries District Director with the approval of the District Superintendent and her present leadership
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team. The officers shall be persons of good Christian character and members in good standing of a Christian and Missionary Alliance church. Section 3. Officers. a. Director. The director shall be responsible for carrying out the objectives of the organization and shall be amenable to the District Superintendent. She shall preside at all meetings of District Alliance Women Ministries. The elected or appointed term of office shall be two years. The director is eligible for not more than three consecutive terms in this office. b. Assistant Director (if applicable). The assistant director shall preside at all meetings in the absence of the director and shall fulfill specific responsibilities as delegated by the director. In the event of the resignation or death of the director, the assistant director shall fill the vacancy until the regular election or appointment of the director. The elected or appointed term of office shall be two years. The assistant director is eligible for not more than three consecutive terms in this office. The assistant director shall be elected the year following the election of the director. c. Secretary. The secretary shall keep the minutes of all business meetings of District Alliance Women Ministries, the District Leadership Team, and District Executive Team and shall conduct the correspondence as directed by the District Executive Team. If elected or appointed, the term of office shall be one or two years, as designated in the District Alliance Women operating procedures. The secretary is eligible for not more than six consecutive years in this office. d. Treasurer. The treasurer shall keep a complete and accurate record of all receipts and disbursements and shall disburse funds as authorized by the District Executive Team. If elected or appointed, the term of office shall be one or two years according to the District operating procedures. The treasurer is eligible for not more than six consecutive years in this office. Section 4. Records of Officers. The official records of all officers and departments of District Alliance Women Ministries are the property of District Alliance Women Ministries. All financial records shall be audited annually or at any time on order of the district superintendent and/or the District Executive Committee. In the event of the death or resignation of the incumbent, or upon the election of her successor, the current records necessary for fulfilling the obligations of the office shall be passed on to the newly elected officer. VI. MEETINGS Section 1. Meetings of District Alliance Women Ministries. Events may be held by District Alliance Women Ministries to accomplish its objectives. Such meetings shall be the responsibility of the District Leadership Team, and the program shall be approved by the District Superintendent. Any business pertinent to the organization may be conducted on these occasions. AWM District Policy
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Section 2. Annual Meeting. The Annual Meeting of District Alliance Women shall convene at a district event or District Conference to consider essential matters of business. Section 3. Meetings of the District Leadership Team or District Executive Team. The District Leadership Team or District Executive Team shall meet as needed at the request of the director or the District Superintendent. VII. FINANCE Section 1. Reimbursement of Expenses. The work of the District Leadership Team shall be considered a service to Christ and the Church. Expenses related to this ministry shall be reimbursed. Section 2. Ministry Fund. The funding of the District Alliance Women Ministries ministry fund shall be determined by the District Leadership Team, with the approval of the District Superintendent, and shall be designated in the District Alliance Women Ministries operating procedures Section 3. Projects. District Alliance Women Ministries are expected to support the projects established by the National Alliance Women Ministries. All other district-wide appeals for funds shall be approved by the District Superintendent. VIII. AMENDMENTS These policies may be amended by the vice president for Church Ministries with the approval of the Board of Directors of The Christian and Missionary Alliance. IX. OPERATING PROCEDURES Operating procedures not in conflict with these policies may be adopted at any regular meeting of District Alliance Women Ministries by a two-thirds vote of the members present. Proposed operating procedures shall be submitted to the Executive Committee of the district for approval. X. AREA ALLIANCE WOMEN MINISTRIES Any district using the Area structure shall use the District policies with the following adaptation: a. The Area Alliance Women Ministries shall have an Area Leadership Team or representative as determined in Article V, Section 2, or as appointed by the District Leadership Team. This Team shall meet for the purpose of considering items of business and programs pertinent to the development of the ministries of Area Alliance Women Ministries.
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ALLIANCE WOMEN MINISTRIES LOCAL POLICY (BOD 10/07) I. NAME This auxiliary ministry of the ______________________________church shall be known as Alliance Women Ministries of The Christian and Missionary Alliance. II. PURPOSE As an auxiliary ministry of The Christian and Missionary Alliance, Alliance Women Ministries exists to be a movement of Great Commission Christian Women who are glorifying God by building Christ’s Church worldwide.
III.OBJECTIVES The objectives of Alliance Women Ministries shall be: 1. Fellowship—To encourage a sense of community among women through the building of healthy relationships/friendships by the transforming power of Christ. 2. Discipleship—To encourage the study of God’s Word and to inspire women to follow Christ through the empowerment of the Holy Spirit. 3. Outreach—To equip women to share God’s love and the message of the Gospel with family, friends and neighbors. 4. Missions—To involve women in the world-wide ministries of the C&MA through intercession, short term missions, the support of overseas workers and their families, and an annual project that services specified needs in various countries. 5. Prayer—To encourage corporate and individual worship and intercession for local, national, and worldwide ministries. IV. RELATIONSHIP Alliance Women Ministries is part of the National, District, and Area (where applicable) Alliance Women Ministries and shall include those who are participants in Alliance Women Ministries in the local churches of the Christian and Missionary Alliance. It is an auxiliary ministry of the local church and is amenable to the pastor and governance authority of the church. V. STRUCTURE Section 1. Leadership Teams/Coordinators. a. Leadership Team. This ministry shall have a Director (elected, appointed, or hired in accordance with the local church constitution and operating procedures) and a support
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team to fulfill the objectives of Alliance Women Ministries. The Director shall serve as ex-officio of all standing and special committees. b. Ministry Coordinators. Each Local Alliance Women may have coordinators to oversee various ministries that clearly fulfill the objectives of Alliance Women Ministries. c. Term of Office. With the exception of a hired director, the terms of office shall be no more than six consecutive years total for director and any leadership team member. Section 2. Relationship to National/District Alliance Women Ministries. a. Opportunities to participate in Alliance Women Ministries (AWM) projects and ministries shall be provided by the AWM National and District Leadership Teams. b. Each local church auxiliary ministry shall submit an annual report of its ministries and activities to the Alliance Women Ministries District Director. Section 3. Records. a. The official records of all Team Members are the property of local Alliance Women Ministries. All financial records shall be audited annually or at a time designated by the pastor and/or the governance authority of the church. b. In the event of the death or resignation of the incumbent, or upon the election/appointment of her successor, the current records necessary for fulfilling the obligations of the team member’s position shall be passed on to the newly elected/appointed team member. VI. MEETINGS Section 1. Meetings of Alliance Women Ministries. Alliance Women Ministries is encouraged to meet regularly to accomplish its objectives. Such meetings shall be the responsibility of the Director and her leadership team with the approval of the pastor. Any business pertinent to the organization may be conducted on these occasions. Section 2. Meetings of the Local Leadership Team. The Local leadership team shall meet as needed at the request of the director or the pastor. VII. FINANCE Section 1. Team Members. The ministry of the local leadership team shall be considered a service to Christ and the Church and shall be without financial remuneration beyond expenses incurred. The exception to this model would be if the director is a paid staff member of the church.
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Section 2. Ministry Fund. The funding of the local Alliance Women Ministries ministry fund shall be determined by the local leadership team with the approval of the governance authority of the church, and shall be designated in the local Alliance Women Ministries operating procedures. Section 3. National Expense Fund. Each local Alliance Women Ministries shall be requested to make an annual monetary contribution to the National Alliance Women Operating Expense Fund to provide for the ministry functions of the AWM National Executive Team. Section 4. District Expenses. Each local Alliance Women Ministries shall be requested to make monetary contributions to the expense fund of the AWM District Leadership/Executive Team, to the funds used for district overseas workers, and to any other approved district projects. Section 5. Projects. Local Alliance Women Ministries are requested to support the projects established by the National Alliance Women Ministries. Other church-wide appeals for funds shall be approved by the governance authority of the church. VIII. AMENDMENTS These policies may be amended by the vice president for Church Ministries with the approval of the Board of Directors of The Christian and Missionary Alliance. IX. OPERATING PROCEDURES Operating Procedures not in conflict with these policies may be adopted at a meeting of local Alliance Women Ministries by a two-thirds vote of the members present. Proposed operating procedures shall be submitted to the governance authority of the church for approval before being adopted.
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C&MA MEN’S MINISTRY NATIONAL POLICY (BOD 10/09)
B
eing convinced that we are living in the last days and that completing the Great Commission will hasten the return of our Lord, the men of The Alliance join together in order to be more effective in discipling men and serving the worldwide needs of The Christian and Missionary Alliance. I. NAME This movement shall be known as C&MA Men’s Ministry. II. VISION C&MA Men’s Ministry will be a movement of Great Commission men who glorify God by advancing Christ’s kingdom in their families, churches, work, communities and the mission field. III.MISSION Our mission is to strengthen our local churches by making disciples who: 1. Walk with God humbly. 2. Shepherd their families responsibly. 3. Relate to one another honestly. 4. Share Christ passionately. 5. Support Mission-field needs willingly IV. CONSTITUENCY The constituency includes all men participating in local C&MA churches. V. ORGANIZATION Section 1. National Leadership Team. There shall be a National Leadership Team as defined below. The National Leadership Team shall be led by the national director who shall be appointed by the vice president for Church Ministries. Other members of the leadership team shall be nominated by the national director and appointed by the vice president for Church Ministries. A majority of the National Leadership Team shall be district coordinators. The term of their appointment shall be four years. Appointees may not hold the same office for more than three consecutive terms, not including a partial term. A partial term is defined as half a term or less in office. The purpose of the National Leadership Team shall be to define the vision and
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direction of the ministry and assist district coordinators in establishing and sustaining a vital men’s ministry in their churches. Section 2. National Leadership Forum. There shall be a National Leadership Forum consisting of the national director, national leadership team, and district coordinators or their designated representatives. The purpose of the National Leadership Forum shall be to facilitate leadership training, disciplemaking and evangelism among the men of their districts. VI. MEETINGS The National Leadership Team shall meet as indicated in the bylaws. The National Leadership Forum shall meet annually for the purpose of encouragement, equipping, consultation and networking. VII. NATIONAL LEADERSHIP TEAM The National Leadership Team of C&MA Men’s Ministry shall consist of the following: national director, assistant director, secretary, treasurer, such other coordinators as may be deemed necessary, and the vice president for Church Ministries, or his designated representative, who by virtue of his office shall be a member ex officio. Section 1. National Director. The national director shall preside at all meetings. The national director shall be appointed by the vice president for Church Ministries. The director shall be eligible to serve a maximum of three consecutive four-year terms, not including a partial term. 1. Commencement of Term. The term of office of the national director shall commence on April 1. 2. Search Committee. The National Leadership Team shall appoint two members from among its members to serve on the National Director Search Committee, one of which shall be appointed to chair the committee. The National Leadership Forum shall select two men from among its members. These appointments shall be made at least one year before the expiration of the term of the national director. 3. Identifying Candidates for National Director. The Search Committee shall solicit nominations for national director from the vice president for Church Ministries and district coordinators. The Search Committee shall evaluate the nominations and submit their recommendation(s) to the National Leadership Forum at its annual meeting. The forum shall select a candidate or candidates for consideration by the vice president for Church Ministries. Section 2. Assistant Director. The assistant director shall act in the absence of the national director. Section 3. Secretary. The secretary shall keep all records of all meetings.
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Section 4. Treasurer. The treasurer shall keep a complete and accurate record of all receipts and disbursements and disburse funds as authorized by the National Leadership Team. The financial records shall be audited annually or on order of Church Ministries. Section 5. Records. The official records of all national coordinators of C&MA Men’s Ministry or any of its auxiliary operations are the property of C&MA Men’s Ministry. In the event of the death or resignation of an incumbent, or upon the appointment of his successor, records of the office shall be passed on to the newly appointed national coordinator. All records shall be kept in a safe repository selected by the National Leadership Team of the C&MA Men’s Ministry. Section 6. Membership. The members of the National Leadership Team of C&MA Men’s Ministry shall be members in good standing of a Christian and Missionary Alliance church. VIII. FINANCE The finances for C&MA Men’s Ministry shall be secured by methods consistent with the financial policies observed by The Christian and Missionary Alliance. All appeals for funds shall be approved by Church Ministries. IX. RELATIONSHIP C&MA Men’s Ministry is an auxiliary of The Christian and Missionary Alliance and is amenable to Church Ministries of The Christian and Missionary Alliance. It is related to and a part of the C&MA Men’s Ministry organization in the districts and local churches. In the event of the dissolution of C&MA Men’s Ministry, all of its assets shall revert to The Christian and Missionary Alliance. X. AMENDMENTS These policies may be amended as needed on the recommendation of two-thirds of the National Leadership Team and the approval of the vice president for Church Ministries and the Board of Directors of The Christian and Missionary Alliance by a two-thirds vote of the members present. XI. BYLAWS Bylaws not in conflict with these policies may be adopted at any regular business meeting of the National Leadership Team by a two-thirds vote of the members present.
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C&MA MEN’S MINISTRY DISTRICT POLICY (BOD 10/09)
B
eing convinced that we are living in the last days and that completing the Great Commission will hasten the return of our Lord, the men of The Alliance join together in order to be more effective in discipling men and serving the worldwide needs of The Christian and Missionary Alliance. I. NAME The name of this movement shall be the C&MA Men’s Ministry of the ____________________ (name of district). II. VISION C&MA Men’s Ministry will be a movement of Great Commission men who glorify God by advancing Christ’s kingdom in their families, churches, work, communities and the mission field. III.MISSION Our mission is to strengthen our local churches by making disciples who: 1. Walk with God humbly. 2. Shepherd their families responsibly. 3. Relate to one another honestly. 4. Share Christ passionately. 5. Support Mission-field needs willingly IV. CONSTITUENCY The constituency includes all men participating in local C&MA churches. V. MEETINGS There shall be an annual meeting held as indicated in the bylaws. VI. DISTRICT LEADERSHIP TEAM There shall be a Leadership Team of the C&MA Men’s Ministry. It shall consist of the district C&MA Men’s Ministry coordinator and others as may be deemed necessary, e.g., assistant coordinator, secretary, treasurer. The district superintendent, or other designated member of the
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district staff, by virtue of his office, is a member ex officio. The Leadership Team shall constitute the steering committee of the district C&MA Men’s Ministry. Section 1. Appointment of the District Leadership Team. The district coordinator shall be appointed by the district superintendent with the approval of the District Executive Committee. He shall be a member in good standing of a local Christian and Missionary Alliance church. All others shall be nominated by the district coordinator and appointed by the district superintendent. The term of appointments of members of the Leadership Team shall be as indicated in the bylaws. Section 2. District Leadership Team. The District Leadership Team of the C&MA Men’s Ministry shall be composed of district men who support men’s ministry. A majority of the members of the District Leadership Team shall be local church men’s ministry coordinators. The district superintendent, or his representative, by virtue of his office, shall be a member ex officio. The District Leadership Team shall be responsible for encouraging men’s discipling ministries within district churches, and promoting local, district, national, and overseas service opportunities of The Christian and Missionary Alliance. Section 3. Duties of the District Leadership Team. a. District Coordinator. The district coordinator shall preside at all meetings of the District Leadership Team of the C&MA Men’s Ministry and shall be a member of the National Leadership Forum of the C&MA Men’s Ministry of The Christian and Missionary Alliance. b. Assistant Coordinator. The assistant coordinator shall act in the absence of the district coordinator. c. Secretary. The secretary shall keep all records of all meetings. d. Treasurer. The treasurer shall keep a complete record of all receipts and disbursements and disburse funds as authorized by the District Leadership Team of the C&MA Men’s Ministry. All financial records shall be audited annually or on order of the District Leadership Team of the C&MA Men’s Ministry or the District Executive Committee. Section 4. Records. All records of secretary, treasurer, and others shall be the property of the district organization of the C&MA Men’s Ministry. In the event of the death or resignation of an incumbent, or upon the appointment of his successor, records of the office shall be passed on to the newly appointed individual. VII. FINANCE The finances for C&MA Men’s Ministry shall be secured by methods consistent with the financial policies observed by The Christian and Missionary Alliance. Such methods and means shall be approved by the District Executive Committee of the ________________ District.
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VIII. RELATIONSHIP The C&MA Men’s Ministry of the district is an auxiliary organization of the _______________ District of The Christian and Missionary Alliance. It is amenable to the District Executive Committee. It is related to and connected with the C&MA Men’s Ministry of The Christian and Missionary Alliance. In the event of the dissolution of the C&MA Men’s Ministry of the district, all of its assets shall revert to and become the property of the ___________________ District. IX. AMENDMENTS These policies may be amended as needed on the recommendation of two-thirds of the National Leadership Team and the approval of the vice president for Church Ministries and the Board of Directors of The Christian and Missionary Alliance by a two-thirds vote of the members present. X. BYLAWS Bylaws not in conflict with these policies may be adopted at any regular business meeting of the C&MA Men’s Ministry of the district by a two-thirds vote of the members present.
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C&MA MEN’S MINISTRY LOCAL POLICY (BOD 10/09)
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eing convinced that we are living in the last days and that completing the Great Commission will hasten the return of our Lord, the men of The Alliance join together in order to be more effective in discipling men and serving the worldwide needs of The Christian and Missionary Alliance. I. NAME Local C&MA Men’s Ministry may adopt a name of their choice. II. VISION C&MA Men’s Ministry will be a movement of Great Commission men who glorify God by advancing Christ’s kingdom in their families, churches, work, communities and the mission field. III. MISSION Our mission is to strengthen our local churches by making disciples who: 1. Walk with God humbly. 2. Shepherd their families responsibly. 3. Relate to one another honestly. 4. Share Christ passionately. 5. Support Mission-field needs willingly IV. CONSTITUENCY The constituency includes all men who are members or adherents of any Christian and Missionary Alliance church or affiliated church. . V. LEADERSHIP TEAM There shall be a Leadership Team of the C&MA Men’s Ministry. It shall consist of the local men’s ministry coordinator (hereafter referred to as the local coordinator) and others as may be deemed necessary, e.g., assistant coordinator, secretary, treasurer. The senior pastor, or other designated member of the pastoral staff, by virtue of his office, is a member ex officio. The Leadership Team shall constitute the steering committee of the local C&MA Men’s Ministry.
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Section 1. Qualifications of the Leadership Team. The members of the Leadership Team shall be persons of good Christian character and testimony. The coordinator shall be a member of the local Christian and Missionary Alliance church. Section 2. Appointment of the Leadership Team. a. The local coordinator shall be nominated by the pastor of the church and approved by the governance authority. b. The local coordinator shall nominate a team of men to assist him in leading the men’s ministry of the church to the governance authority for approval. Section 3. Duties of the Leadership Team. a. Local Coordinator. The local coordinator shall preside at all meetings of the C&MA Men’s Ministry. b. Assistant Coordinator. The assistant coordinator shall act in the absence of the coordinator. c. Secretary. The secretary shall keep records of all meetings, conduct the official correspondence, and such other duties as may be authorized by the Leadership Team. d. Treasurer. The treasurer shall keep a complete and accurate record of all receipts and disbursements and disburse funds as authorized by the Leadership Team of the C&MA Men’s Ministry. All financial records shall be audited annually or on order of the governance authority of the church. Section 4. Records. The official records of all members of the core group and elements of the C&MA Men’s Ministry are the property of the C&MA Men’s Ministry. In the event of the death or resignation of the incumbent, or upon the appointment of his successor, the records of the office shall be passed on to the newly appointed individual. All records other than current shall be kept in a safe repository selected by the governance authority of the church. VI. FINANCE Financial policies and appeals shall meet with the approval of the governance authority of the local church. They shall be consistent with the methods of financing that are being used by The Christian and Missionary Alliance. VII. MEETINGS There shall be an annual meeting held as indicated in the bylaws. VIII. RELATIONSHIP The C&MA Men’s Ministry is an auxiliary of the local church and is amenable to the governance authority of the church. It is related to and connected with the C&MA Men’s Ministry of The Christian and Missionary Alliance.
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IX. AMENDMENTS These policies may be amended as needed on the recommendation of two-thirds of the National Leadership Team and the approval of the vice president for Church Ministries and the Board of Directors of The Christian and Missionary Alliance by a two-thirds vote of the members present. X. BYLAWS Bylaws not in conflict with these policies may be adopted at any regular business meeting of the C&MA Men’s Ministry of the church by two-thirds vote of the constituency present.
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ACCREDITATION INTERVIEW GUIDELINES Version 2.1
The objective of the process is a thorough inquiry into the applicant’s readiness for ministry, using a natural flow of conversation, and creating a sense of partnership with the applicant as the assessment is made. These sample questions are to serve as a guide in the accreditation interview process. These are only representative of the types of questions that can be asked. It is not inferred that all of these questions should be asked. Use select ones to discern a person’s readiness for ministry. Questions are asked to discover both what they know and how they respond. It assumes a complete review of the applicant’s file. Any problem in doctrine, polity, interpersonal relationships, and lifestyle should be discussed. A direct dependency on the discerning work of the Holy Spirit is essential in this process. I. SPIRITUAL FORMATION (Matthew 22:36–39; Matthew 28:18–20) A. Overview of Autobiography 1. Please tell us the high points of your story in five minutes. 2. What are the most important things that have shaped your life? 3. What are the five most enjoyable experiences of your life and why? B. Devotional Patterns 1. What are the most current events in your spiritual life? 2. What pressures has God allowed into your life and how do you see God’s purpose in these pressures? 3. What works best for you in your personal devotions? How frequently? What passages? How long? Do you memorize scripture? Do you journal? 4. Have you spent any time in fasting and praying recently? 5. Describe your prayer life on any given day. Do you have a prayer partner? 6. What scriptures has God used in shaping your life? 7. Has there been a time in your life when your passion for God was stronger than it is now? C. Evangelism Initiative 1. Do you make a practice of developing friendships with non-Christians? Give some examples. 2. How do you best witness? When did you last witness to someone? 3. Have you led anyone to Christ recently? D. Disciplemaking Initiative 1. Has someone ever actively discipled you? 2. Are you currently discipling anyone? 3. How would you lead a person from a new faith to maturity? II.
MOTIVATION FOR MINISTRY (Romans 12:4–8) 1. 2. 3. 4. 5. 6.
How would you describe the call of God on your life? How do you know that you belong in ministry? Have leaders in your church encouraged you to consider ministry? Through what steps would you take a teenager who is struggling with God’s call on his/her life? Is your family in support of this direction in your life? What is the one thing that will keep you in the ministry when everything is falling apart around you and there is little or no fruit for your labor? 7. How has your training prepared you for effective ministry? 8. Why choose a ministry in The Christian and Missionary Alliance? Guidelines—Accreditation Interview
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III.
MINISTRY COMPETENCY (Hebrews 13:20–21) 1. 2. 3. 4. 5. 6.
What activity in the church gives you great joy (preaching, teaching, leading, helping, etc.)? What is your motivation for service in the church? How has your education and training prepared you for ministry? What is most difficult for you to do in the church? Why? What talents have others observed in your life? What do you do well? Have you ever worked with a leader whom you did not respect? How did you deal with that relationship? 7. What qualities in your life allow people to follow you? 8. How would you initiate a high-priority activity? IV.
PERSONALITY (Psalms 139:13–16) 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
V.
What expectations do you have when you’ve done something well? How do you handle praise? How would you define “success”? What role does criticism play in your personal growth? What long-term goals have you turned into actual projects? Describe how you manage your time. Could you give us a biblical definition of discipline? On what do you base your expectations of favorable outcomes in relationships and life? When do unmet expectations create disillusionment in what you’re doing or a feeling of helplessness/lack of hope? How do you counteract feelings of discouragement or sadness? What are the biblical foundations of integrity? Would people say that you have a good sense of humor? Are you a person who is excited about change or hesitant about change? How have you handled hard times in your life in the past?
RELATIONAL SKILLS (John 13:34–35) 1. How do you contribute to the growth of those with whom you have a significant relationship? 2. What character traits in you potentially create barriers between you and others? 3. When do you feel it is appropriate to confront others? What are the guidelines for such a confrontation? 4. What is negotiable and what is non-negotiable in your relationship with others? 5. Which aspects of your life do you freely share with others? 6. Would you define the majority of your relationships as superficial or deep? 7. How do you serve others? 8. Which attitudes, character traits, or behavioral habits does God want to change in your life? 9. Describe the ministry leader that you would choose to copy in your own life.
VI.
LIFESTYLE AFFIRMATION (1 Timothy 3:1–7, 14–15; 1 Corinthians 8:9) 1. What is your position on abstaining from alcohol? Why? 2. Will you agree to abstain from the use of alcohol, tobacco, and illegal drugs as on official worker of the C&MA? 3. What is your understanding of the C&MA position on divorce? Do you agree? 4. Has there ever been any abuse in your life that might affect the way you serve? 5. What are the main values that define your life and how well have you adhered to those values in daily living? 6. If the youth in your church were caught up in questionable media or music, what would you do? 7. If married, how would you rate your marriage on a scale of 1–10? When has your marriage been stronger and why?
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8. Are you a home school advocate? How would you respond to those who hold a strong position on educating their children in a certain manner? 9. In the last six months, have you had regular and intentional exposure to pornography in any form? 10. How do you manage your money? Do you pay bills on time? Do you tithe? 11. Do you contribute toward Great Commission completion through the GCF? 12. Have you ever been or are you currently involved in any secret society like the Masons or other such groups? VII. SCRIPTURE/THEOLOGICAL KNOWLEDGE AND USE (1 Timothy 2:15–17) 1. 2. 3. 4. 5. 6. 7. 8.
9.
10. 11. 12.
13. 14. 15. 16. 17.
18. 19. 20. 21.
In what sense is God infinitely perfect? Explain your understanding of “one God” and “existing eternally in three persons.” What do you understand by “true God and true man” as applied to Jesus? Outline briefly your concept of Christ’s atonement for sin indicating your understanding of His “substitutional sacrifice.” What is the significance of the Resurrection of Jesus Christ? What is your understanding of the Holy Spirit as a “divine person?” Describe the ministry of the Holy Spirit to the believer and to the unbeliever. What do you understand the following to mean in reference to the authority of Scripture as expressed in The C&MA Statement of Faith? 1) “inerrant” 2) “verbally inspired” 3) “only rule” 4) “faith and practice” What do you understand the following to mean regarding mankind? 1) “created” 2) “born with a sinful nature” 3) “separated from the life of God” 4) “existence forever in conscious torment” 5) “everlasting joy and bliss” Is there salvation without personal faith in Jesus Christ? What of those who have not heard the gospel? What do you understand by the following terms? 1) “salvation” 2) “repentance” 3) “believe” 4) “regeneration” 5) “justification” In what sense is salvation provided “for all men?” Explain the divine aspects and human aspects in salvation. Summarize your understanding of sanctification in the life of the believer. What passages support The C&MA position on Sanctification (positional, experiential, crisis, progressive, total)? What do you understand by 1) “filled with the Holy Spirit” 2) “sanctified wholly” 3) “separated from sin” 4) “fully dedicated” How may sanctification be designated a crisis? How may sanctification be designated “progressive?” What, in your opinion, are evidences of a sanctified life? What is the scriptural basis for the position that physical healing is provided in the redemptive work of Christ?
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22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32.
Do you believe divine healing is the privilege of the believer today? Have you known anyone who has been miraculously healed? Explain. In your opinion, how does divine healing fit into the modern scene of medical science? What is the relationship of each local church to the total Body of Christ, the universal Church? Why are corporate worship, prayer, and fellowship essential for the local church? What is the role of the Church in the proclamation of the gospel and edification of the believer? Why is it important to establish local churches? What do you believe is the scriptural mode of baptism? Why? What is the purpose and meaning of the Lord’s Supper? What does the term “bodily resurrection” mean? In connection with the return of Christ, define the following terms: 1) premillennial 2) amillennial 3) postmillennial 33. Which position do you accept and why? 34. How do you define “imminent?” In what sense is the Second Coming of Christ “imminent?” 35. Questions on issues from the person’s Doctrinal Questionnaire needing clarification by the applicant in the interview. VIII. C&MA DISTINCTIVES (2 Timothy 1:13–14) 1. What is your opinion of the necessity of the local church’s missionary outreach with regard to the nature of the Church and the condition and fate of sinful persons? 2. As a worker how will you promote and support The Christian and Missionary Alliance program of world missions? 3. How would you promote and support a vigorous program of local church evangelism and discipleship? 4. What is your understanding of the term “the Fourfold Gospel” as used by The Christian and Missionary Alliance? 5. Are you in disagreement with any of the programs and policies as set forth in the Manual of The Christian and Missionary Alliance? If so, please explain. 6. Describe your understanding of constituted authority vested in the General Council, Board of Directors, District Conference, Field Forum, and any elected or appointed official under whom you may serve. 7. Are you willing to follow and adhere to democratic processes at District Conferences, Field Forums, or General Council in seeking any change in the program and policies of The Christian and Missionary Alliance? 8. How would you describe the crisis aspect of sanctification in your life (i.e. vocational, volitional, developmental, and emotional)? 9. Will you regularly support The C&MA by giving to the Great Commission Fund and by encouraging church members to do so? 10. If accredited and placed, will you work aggressively to complete work towards ordination (or consecration, if a female)? 11. Describe your view of The Alliance’s future as a denomination. IX.
LEADERSHIP ATTRIBUTES (Romans 12:6-8; 1 Timothy 3:1–7) 1. 2. 3. 4. 5. 6. 7.
What leadership roles have you fulfilled? Did anyone follow you? Have you ever been elected or selected for leadership? Are you a leader or a supporter of a leader? Are you one who is normally behind the scenes or out in front? Have you ever stood up for a controversial cause? Do you have experiences where you have started something and brought it to fruition? Do you tend to do something yourself and make sure it is done correctly or do you take the risk
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of enlisting others to do what you might be able to do better? 8. What does leadership look like to you? Give some examples. 9. If you had the choice between starting something or developing it, which would you prefer? 10.How do you handle criticism of others directed at you and your work? 11.How do you deal with someone in authority over you whom you do not respect? 12.What is accountability? Is it important to you? Why? X.
SELF-MANAGEMENT (OBSERVATIONS BY INTERVIEWER) (Titus 3:8; Romans 12:17) 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
How well has the person prepared? Was there evidence of nervousness? Was the person articulate and clear in communication? Did the person evidence a sense of humor? How have the person present himself/herself in the interview? How did the person dress? Present themselves? What level of respect did the person afford the interviewers? Was the person on time? Did he/she prepare paperwork in a timely manner? Was there a perceived sincerity in the presentation of the individual? What attitudes did the person demonstrate in the meeting?
CONCLUSION The applicant should be asked: “Do you feel like we have gotten to know you? Is there any reflection you would like to make on the process or the questions or even on anything you might have said earlier?” We want to make the applicant feel that he/she has been represented adequately. The applicant is then asked to leave the room so that the committee can talk about the interview findings. When consensus of the interview team is reached, the applicant is invited back to the room and the response is communicated. This response should always begin with positive reflections. Difficulties should be addressed graciously but forthrightly. If the findings are unfavorable and the applicant is not ready for ministry, he/she should be told what the weaknesses are and given projects that may be done to help him/her. These projects should be sent back to the accrediting office (district or regional). A review interview time may be established at the close of the interview. Accurate encouragement and not false hope should be offered. Please document the outcomes of the interview and assure that the findings are communicated to the person in writing and in a timely manner.
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FOLLOW-UP It is important that creative projects are given to deal with areas of unacceptable or weak response. Some projects that have been commonly assigned are as follows: For devotional life weakness: 1. Begin a devotional journal, a page a day, writing down the Scripture passage read, what you see as God’s message for the day, and the things that you need to pray about. 2. Set a time with a prayer partner (or spouse) to weekly share with one another the things that you have been learning in your devotions. For scriptural weakness: 1. Develop a personal catechism stating the major themes that you believe are important in explaining what you believe (this should begin with C&MA doctrine, at least), including Scriptures that are personally useful to you. 2. Begin a program of memorizing significant passages. For theological weakness: 1. Do a paper on Sanctification having studied Romans 6, 7, 8, and 12. Explain the Positional and Practical aspects and what the phrase “crisis subsequent to salvation” means to you personally. Other particular doctrines may be assigned with particular passages. 2. The interviewers may identify a book which would be helpful. Read and provide a written report on the impact of the book on your life and how it has shaped your understanding. For ministry and skills weakness: 1. Go to your pastor and ask to be considered to help in whatever areas you are lacking experience. 2. Take additional coursework or seminars in given areas of inexperience; e.g., homiletics, administration, evangelism, etc. Report in written form the personal results of the course or seminar. The point of projects is to provide opportunities and occasions for discovery and development. It is inappropriate to send inept and inexperienced novices into ministry even if they evidence some sense of call on their lives.
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ACCREDITATION INTERVIEW NOTES Last Name
IM
First
M.I.
R
Location
CM
FOCUS
Date
Time
Interviewer
(5) Strong (4) Good (3) Acceptable (2) Weak (1) Poor
PREPARATION
OBSERVATION
RATING
I. SPIRITUAL FORMATION Overview of Autobiography (5 min.) Devotional Patterns Evangelism Initiative Disciplemaking Initiative II. MOTIVATION FOR MINISTRY Call Affirmation Vision and Future Aspirations III. MINISTRY COMPETENCY Abilities, Gifts, and Talents Education/Training Experience IV. PERSONALITY Self-Esteem Self-Discipline Optimism/Depression Integrity V. RELATIONAL SKILLS Response to Authority Contributions to Others Flexibility and Tolerance Conflict Management VI. LIFESTYLE AFFIRMATION Abstinence from Control Substances Abusive Experiences that Shaped Life Value and Convictions Marriage Stability/Singleness Sexual Propriety & Purity Financial Stewardship VII. SCRIPTURE KNOWLEDGE & USE God Scriptural Authority Salvation/Lostness of Humankind Sanctification Healing The Church Second Coming VIII. C&MA DISTINCTIVES Personal Experience Fourfold Gospel Missions Polity/Constituted Authority IX. LEADERSHIP ATTRIBUTES Experience/Skills Interest/Passion X. SELF-MANAGEMENT Communication Skills Appearance Time Management Guidelines—Accreditation Interview
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INTERVIEW SUMMARY SHEET Last Name
First
M.I.
SCORE:
STRENGTHS: Spiritual Formation Motive/Call Ministry Skills/ Experience Personality/ Relational Lifestyle Bible/Theology/ Distinctives WEAKNESSES: Spiritual Formation Motive/Call Ministry Skills/ Experience Personality/ Relational Lifestyle Bible/Theology/ Distinctives TALENTS, GIFTS, AND ABILITIES MINISTRY SKILLS AND EXPERIENCE MINISTRY ROLE PREFERENCES
Preaching Teaching Evangelism Discipleship Counseling Administration Small Groups Leadership Worship/Music Service/Helps Children's Ministry Youth Ministry Worker mobilization Drama and the Arts Prayer Ministry Short-Term Missions Pastor Assoc. Pastor Asst./Youth Pastor Disciplemaking Dir. Evangelist Military Chaplain Institutional Chaplain National Office Staff Church Planter College Personnel Woman in Ministry Career Missionary MA CAMA IFAP
SEQUENCE & TIMING ISSUES
RECOMMENDATION : Accredited Continuing Accreditation Process Redirected REASONS:
IM Career Missionary Missionary Associate Teacher Dorm Parent Medical Guest Home Sec’y/Bkeeper/Bus.Mgr ESL CAMA Other __________ IFAP
CM Pastor Associate Pastor Assistant Pastor/Youth Church Planter Woman in Ministry Discipleship Ministry ICM Other __________
OTHER COMMITTEE MEMBERS:_____________________________________ Signature:____________________________ FOLLOW-UP: Ready for Placement Hold for CDO Further Training
Transfer file to __________ Review Interview Needed Material Needed
Projects (1) ___________________ (2) ___________________
OFFICE RESPONSE: 2012 Edition
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Guidelines—Accreditation Interview
ABSTINENCE FROM ADDICTIVE PRACTICES BY OFFICIAL WORKERS OF THE CHRISTIAN AND MISSIONARY ALLIANCE (BOD 10/03, 2/09, 3/10) Based on Scripture and decades of ministry experience, the C&MA has identified a series of important qualifications for its licensed ministers. The entire list is found in the Uniform Policy on Licensing and Certification (E3, Manual, refer to descriptions under II). Most of them describe the quality of one’s relationship with Christ, personal character, call to and passion for ministry, and agreement with the mission and vision of the C&MA. These are foundational to personal fruitfulness in C&MA ministry. The following statement has been adopted by the Board of Directors with specific reference to abstinence from addictive practices. The Christian and Missionary Alliance affirms the scriptural warnings regarding the misuse of alcohol, and the importance of living above reproach at all times. We also affirm that in a society plagued by substance abuse and addictive behaviors, the highest standard of conduct includes abstaining from the use of alcohol and other addictive practices. In all decisions, one needs to be sensitive not to cause anyone to stumble. Additionally, 1 Corinthians 10:31 needs to be upheld: So whether you eat or drink or whatever you do, do it all for the glory of God.
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PROCEDURE FOR INTERNATIONAL TRANSFER OF PASTORS (P.C. 8/00) The Christian and Missionary Alliance in the United States will grant an official worker's license without reexamination or reordination to individuals who immigrate to the United States to accept a call or to be appointed to a ministry when: 1. The national church is a member of the Alliance World Fellowship and subscribes to the same statement of faith as the C&MA in the United States. 2. The national church committee gives an official recommendation and issues a listing of churches served by the individual. 3. The last congregation pastored provides a recommendation by its governance authority. Procedures for placement are handled through the appropriate district or Multicultural Ministries Office and the appropriate national church office.
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APPLICATION FOR A PERSON TRANSFERRING FROM ANOTHER DENOMINATION TO THE CHRISTIAN AND MISSIONARY ALLIANCE Name _______________________________________
Age ________
Spouse's Name _______________________________
Age ________
Address _________________________________ _________________________________
Telephone No. _______________
List the previous denominations in which you have served: Denomination (Include address)
Years
Supervisor
State the purpose for leaving your present denomination:
State briefly your purpose for making application to The Christian and Missionary Alliance:
What religious body ordained you?
Date __________________ Place (Attach a copy of your ordination certificate) Do you understand that should your ordination be sustained in The Christian and Missionary Alliance it will be necessary to complete the required reading list of books as prescribed by the C&MA Manual? ____________
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List the schools you have attended: School
Years
Supervisor
(Attach a copy of transcript of credits from your last school record) Have you taken an Alliance polity course? __________ Note: It is understood that such a course as provided by your district superintendent must be completed prior to the privilege of candidating. Have you read the official Manual of The Christian and Missionary Alliance? _______________ Do you understand the philosophy of church government as described therein? ______________ Are you willing to support the policies and procedures of The Christian and Missionary Alliance? _____________ List names and addresses of persons we may contact for reference: Last supervisor: Address: Elder/last church: Address: An Alliance friend: Address: Other/your choice: Address:
_______________________________________ (Signature)
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ALLIANCE POLITY COURSE GUIDELINES AND INFORMATION (CM 4/93, CMLT, rev. 10/03, 3/10) New Workers The Uniform Policy on Licensing and Certification, Alliance Polity, states as a requirement: All candidates for licensed ministry must provide evidence that they have successfully completed a course in Alliance polity and distinctives as approved by Church Ministries. Denominational Transfers The Uniform Policies on Ordination and Consecration set up requirements for ordained ministers and consecrated women of other recognized denominations who are joining The Alliance. One of these requirements is: Approved applicants will complete an Alliance distinctives and polity course as provided by CM. This means workers from other denominations who wish to seek placement with the C&MA must complete the course before approval as an accredited candidate. Materials Needed The following materials are necessary for a worker to complete this course and are available for purchase from the Service Center, (877) 284-3262 or
[email protected]: 1. Study guide and other documents on CD-ROM. 2. Textbook, A Movement for God 3. Doctrinal book, The Fourfold Gospel, by A. B. Simpson The worker will also need the current edition of the Manual of The Christian and Missionary Alliance which can be accessed on The Christian and Missionary Alliance Web site: www.cmalliance.org. Design and Format The Alliance Polity Course consists of ten lessons covering Alliance history, its Mission and Vision Statements, its philosophy of ministry and missionary emphasis, its Statement of Faith and doctrinal distinctives, and its principles of government. Oversight The course is to be completed under the guidance of the district superintendent. He will appoint a mentor or have one appointed by the district License, Ordination, and Consecration Council to supervise the new or potential worker. As the mentor meets with the new or potential worker, the mentor answers questions raised by the materials, receives and evaluates reports and special
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projects completed by the worker, and provides additional insights into The Alliance. The mentor and student should follow the directions for the Alliance Polity Course in the study guide on the CD. Ordering Materials Once a potential worker is advised by the superintendent or District License, Ordination, and Consecration Council of his/her need to enroll in the course, the materials may be ordered from the Service Center by calling the toll free number, (877) 284-3262) or servecenter@ cmalliance.org and asking for the Alliance Polity Course. Upon arrival, the worker begins by following the directions in the study guide. Projects and Assignments The course does not require a test, but there are written assignments in each of the ten lessons. These should be graded by the mentor and the results forwarded to the district License, Ordination, and Consecration Council. Completed assignments and papers may be retained by the district or returned to the worker.
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GUIDELINES FOR THE ORDINATION/CONSECRATION MENTOR (CM 1/88, CMLT, rev. 10/03)) Every candidate for ordination/consecration shall receive adequate counsel and encouragement as he/she works toward ordination/consecration. With this in mind, the following procedures are outlined: A. The District License, Ordination and Consecration Council (LO&CC) shall assign one of its members to be mentor to each candidate. In the event there are more candidates than LO&CC members available, one of the mature ministers of the district who is not on the License, Ordination, and Consecration Council may be assigned as a mentor. B. During the period of preparation, the mentor's supervision should include the following: 1. Meet regularly with the candidate (at least nine times each year). At least three meetings should include the candidate’s spouse. 2. The mentor shall meet in the home of the candidate at least once each year. 3. Invite the candidate to visit the mentor in the field of service to observe leadership/ministerial skills and methodology. 4. Monitor the candidate’s progress in the reading of the books for ordination/consecration encourage the candidate to follow a disciplined schedule of reading. 5. Read and review with the candidate his/her position papers. 6. Each year review at least one audio or video tape of full-length ministry presentation which was presented by the candidate at any regular church service. 7. Monitor the candidate’s progress in the requirement to read through the Bible in a translation other than the one he commonly uses. 8. Discuss practical areas with the candidate. Examples of such areas may include: a. Prayer and devotional life b. Husband-wife relationship. c. Personal finances d. Purity of life e. Ministry preparation f. Evangelism (personal soul-winning and other methods of evangelism) g. Visitation h. Congregation relationships i. Handling of church conflicts j. Church governing-board relationships k. Performing marriages
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l. Conducting a communion service m. Leading a baptismal service n. Conducting a funeral o. Conducting a baby dedication p. Disciplined management of time q. Promotion of Alliance missions r. Conducting a missionary conference in the church s. Ethics in relationship with other ministers, other churches, the district office, and the opposite sex. 9. The mentor shall submit a report through the district superintendent of the candidate’s progress to the Licensing, Ordination and Consecration Council every six months. A report form will be provided by the LO&CC. 10. The mentor should give special attention to preparing the candidate for his/her ordination/consecration and examination. 11. The mentor shall establish a relationship with the candidate with the intent of being a friend, confidant, and prayer partner.
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ORDINATION/CONSECRATION READING LIST AND REQUIRED PROJECTS (BOD 8/00, 3/03, 10/04, 2/09, 2/11) REQUIREMENTS FOR ORDINATION/CONSECRATION I. Required Reading: A. The candidate shall read through the entire Bible twice, using two different translations where available. B. A reading course shall be part of the preparation of the candidate for ordination/consecration. The candidate shall read all of the books on the official reading list for ordination/consecration which is prepared by Church Ministries, approved by the District Leadership Forum, and ratified by the Board of Directors of The Christian and Missionary Alliance. This reading list shall be reviewed annually. The first tier deals with Alliance distinctives and is meant to reinforce the candidate in the areas of personal values, theology, and vision. These books have been approved by the District Leadership Forum and ratified by the Board of Directors to better acquaint the candidate with The Christian and Missionary Alliance and may not be substituted.
The Fourfold Gospel—A. B. Simpson
Wholly Sanctified—A. B. Simpson
Children’s Bread—Keith Bailey or The Gospel of Healing—A. B. Simpson
A Basic Guide to Eschatology—Millard Erickson
The Pursuit of God—A. W. Tozer
All for Jesus—Robert L. Niklaus, John S. Sawin, and Samuel J. Stoesz
“Statement on Sanctification”—Manual of The Christian and Missionary Alliance, H8
The Heart of the Gospel: A.B. Simpson, the Fourfold Gospel, and Late NineteenthCentury Evangelical Theology—Bernie A. Van De Walle
Other suggested books for consideration when deemed appropriate by the LO&CC: The second tier covers significant topics relating to the church and world missions. This is an open list that a district License, Ordination and Consecration Council (LO&CC) can adjust or tailor to the needs of a worker moving through the process. The number of books to be read from this list will be decided by the district LO&CC.
Power Through Prayer—E. M. Bounds
Touch The World Through Prayer—Duewel
Spiritual Leadership—Sanders
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A Concise History of the Christian World Mission—J. Herbert Kane
A Biblical Theology of Missions—George W. Peters
The Church is Bigger Than You Think—Patrick Johnstone
Growing a Healthy Church—Dann Spader
Wingspread—A. W. Tozer
Crisis of the Deeper Life—George Pardington
Sanctification: An Alliance Distinctive—Samuel J. Stoesz
II. Verification of Education: A transcript of the candidate’s academic credits shall be forwarded to the district superintendent. III.Required Position Papers: Position papers shall be written by the candidate on the following subjects: Candidates shall submit six position papers as listed below, including but not limited to the items listed under each theme. Each paper shall be an original, comprehensive treatment of the subject that includes the items listed under each theme, and should be no less than eight pages in length. The paper is to be a statement of the candidate’s personal theological position. a. Christ Our Savior
The nature of man and his final destiny
The plan and purpose of the atonement
The means and results of justification
My personal experience of Christ as Savior
b. Christ our Sanctifier
The crisis and progression of sanctification
Identification of the believer with Christ's death, resurrection, and ascension
The ministry of the Holy Spirit in sanctification
My personal experience of Christ as Sanctifier
c. Christ our Healer
The relationship of divine healing and the atonement
The significance of prayer and anointing by the elders
The ministry of healing in the local church
My personal experience of Christ as our Healer
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d. Christ our Coming King
Defend the pre-millennial coming of Christ
Trace the events surrounding the rapture of the Church
Relationship between the imminence of Christ's coming and world missions
My personal understanding of Christ our coming King
e. Christ’s Body: the Church
Mission and Purpose
Relationship to Jesus Christ
Leadership and authority in the Body
Relationship to The Christian and Missionary Alliance
Relationship between the members
f. Completing Christ’s Mission
The lostness of mankind
The Great Commission passages: Matthew 28:18-20 and Acts 1:8
Interaction with the “Growing a Healthy Church” philosophy
Demonstrate a strategy that implements this philosophy in one’s personal life
The local church commitment to world missions
The leader’s role in mobilizing the local church in Great Commission Completion (evangelism, church multiplication, world missions)
IV. Missions Awareness: Candidates may fulfill the Missions Awareness requirement in one of three ways: 1. Provide a certified transcript from an approved Christian and Missionary Alliance educational institution indicating that they have completed at least one introductory college-level course on world missions. 2. Audit (as a minimum requirement) an approved “Perspectives on the World Christian Movement” class OR complete the online Perspectives program. 3. Read the “Certificate Level” reading requirements in the textbook “Perspectives on the World Christian Movement” and complete the appropriate interactive worksheets. V. Evangelism/Church Health Training: 1. The candidate shall provide evidence of having completed training in personal evangelism or be required to attend an evangelism training seminar approved by the district superintendent and the LO&CC. 2. The candidate shall successfully complete one of the following:
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a. Participation in a Live 2:6 group for a complete cycle of training, b. Attendance and participation in the two Eternal CPR seminars (The Everyday Commission and The Everyday Commandment), or c. Completion of the six Growing a Healthy Church online training modules. VI. Preaching/Teaching: During each year of preparation for ordination the candidate shall present to his mentor at least one audio or videotape of a full-length sermon, preached at a regular church service, for the mentor’s review of both content and delivery of biblical material. The candidate for consecration shall similarly present to her mentor at least one full-length audio or videotape of her teaching at the church for the mentor’s review of both content and delivery of biblical material. VII. Oral Examination: The candidate shall satisfactorily complete an oral examination by the District Licensing, Ordination and Consecration Council. VIII. Denominational Orientation: Candidates shall be required to attend a New Official Workers Forum as a requirement for ordination/consecration or for the sustaining of the candidate’s ordination/consecration if with another denomination. IX. Additional Recommended Projects: The following projects may be required at the discretion of the Licensing, Ordination and Consecration Council. 1. Lifelong Learning Develop a five-year learning plan to serve as a basis for lifelong learning. Identify the areas and delivery systems in which the learning will take place. Review the plan with your mentor. Listed below are some suggested topics for lifelong learners:
Devotional/Spiritual Disciplines
Lifelong Learning Models
Preaching
Leadership: Masterplanning, Vision Casting
Interpersonal Relationship Skills
Creating Effective Change
Pastoral Care/Shepherding
Evangelism
Missions
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Church Planting
Growing Healthy Churches
Stewardship
2. Self-Understanding Present a written analysis of your self-understanding using assessment tools such as GHC IV, IDAK, DISC, Ministry Competency Profile Guidelines, or a Gifts inventory. Identify strengths, non-strengths, spiritual gifts, natural leadership style, work preferences, and related issues. Outline a strategy to bring strength and adequacy to your person and ministry. Present your finding to an approved counselor (or superintendent) and report results to your mentor.
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QUESTIONS FOR ORDINATION/CONSECRATION PERSONAL HISTORY 1. State your family background, your father’s and mother’s vocation and relationship with you. 2. Share your experience of conversion, baptism, and any subsequent significant spiritual experience. 3. What is your personal pattern of devotional prayer and Bible study? 4. What is your family devotional pattern related to your wife and family? 5. Relate your experience in determining “God’s call” to the ministry. 6. What evidence have you seen of God’s blessing on your ministry? 7. What particular strengths/weaknesses have emerged in your first years of ministry? 8. Do you, as a general rule, find it easy to get along with other people? How do you evaluate yourself in relationships with other people? 9. What is your attitude about stewardship and the personal use of money? 10. How do you define success in ministry? THE HOLY SCRIPTURES 11. Define and distinguish between revelation, inspiration, and illumination. 12. Explain the relationship between the Word of God and Scripture. 13. What is your opinion of extra-biblical revelation? 14. How do revelation and divine guidance relate? 15. hat is your position and understanding of scriptural inerrancy? 16. What does the concept “canon” mean? 17. What is your understanding of the criteria used for determining which books were included/excluded in the canon? 18. How would you respond to the charge that the doctrine of the inspiration of Scripture is irrelevant since “all we possess are very faulty copies and translations of the original documents of biblical authors?” 19. How necessary is Scripture to correct church practice and doctrine? 20. Explain how Scripture is relevant to the average person in your church.
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THE TRINITY 21. List several biblical passages, which give basis for the doctrine of the Trinity and indicate why you feel they are significant. 22. Why do we confess “there is one God?” 23. Why do we confess that God exists “in three persons: Father, Son and Holy Spirit?” 24. List three attributes of God and show from Scripture how they are evident in each person of the Trinity. 25. Are there any particular attributes truly unique to each person? 26. How do the three persons relate to creation? revelation? salvation? the Church? 27. What contemporary theological positions raise serious questions for the traditional doctrine of the Trinity? 28. What contemporary cultic groups evidence deviation from the traditional doctrine of the Trinity? PERSON OF GOD 29. Give a biblical definition of “God.” (John 4:24; Hebrews 12:29; I John 1:5; 1 John 4:8). 30. What is the basis for the Christian belief that God is a person? 31. Name some of the attributes of God. 32. Give a few scriptural incidents that reveal these attributes. 33. Explain the meaning of “holy” in reference to God and tell why it underlies all else in the character of God. 34. Explain the terms theism, deism, atheism, humanism. 35. What are some of the evidences and arguments for the existence of God? 36. How does God maintain a personal relationship with His creatures? 37. What is your belief concerning God, creationism and evolution? PERSON OF CHRIST 38. State some of the names referring to Christ (Messiah, Lord, Jesus, etc.) and explain their meanings. 39. Why do you believe Christ is Lord? 40. What is meant by the preexistence of Christ? Is He eternal? Does He have beginning or end? 41. What are the fundamental characteristics of His person? Ordination/Consecration
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42. Explain how the historic Christ was conscious of His divinity. 43. How is the person of Christ dealt with in the Old Testament? 44. How may it be proved that Christ was really a man? 45. How do you account for the fact that Christ had both a divine nature and human nature? 46. Why are both natures essential to the person of Christ? 47. How do you know that Christ is alive today? THE PERSON OF THE HOLY SPIRIT 48. How does our Lord’s teaching concerning the Holy Spirit indicate that He is a person? 49. What qualities and ministries, possible only for a person, are attributed to Him? 50. How is the personality of the Holy Spirit expressed by His activity in the early Church? In the Old Testament? 51. Why is belief in the personality of the Holy Spirit essential to orthodoxy? 52. What are the gifts of the Holy Spirit? 53. How are these gifts given to the Church? 54. Differentiate between the fruit and the gifts of the Spirit. 55. In what measure are the gifts that were exercised by the Apostles manifest today? 56. What is the relationship between the baptism with the Holy Spirit and the filling with the Holy Spirit? Give biblical support to your answer. 57. What are the lessons to be learned and the errors to be shunned by the evangelical church in light of the charismatic movement and its emphasis on the baptism and gifts of the Spirit? THE ATONEMENT 58. Give a definition of atonement. 59. Where did the plan of the atonement originate? 60. What attributes of God moved Him to provide for the atonement? Explain from Scripture. 61. What aspects of man’s condition made the atonement necessary? Explain. 62. How could God justly put man’s sin upon an innocent victim? 63. What qualified Christ for being such an offering? 64. Could anyone other than Christ have made an acceptable offering? 65. What assurance do we have that the offering was acceptable to God? 66. Is there any limitation concerning who may benefit from the atonement of Christ?
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67. Can the atonement in any way be effective in human lives where the gospel is unknown? JUSTIFICATION 68. Give a definition of justification. 69. What is the basis on which God justifies the sinner? 70. Identify and discuss the primary Scripture passages, which teach the concept of justification. 71. What is the nature of the change brought about by justification? 72. Describe the relationship between justification and regeneration. REGENERATION 73. Give a definition of regeneration. 74. Identify and discuss some Scripture passages, which teach about regeneration. 75. Who performs the work of regeneration? 76. What attitudes must be present in the individual before regeneration can take place? 77. What is the nature of the change brought about by regeneration? 78. What is the continuing purpose of regeneration in one’s personal life? SANCTIFICATION 79. Give a definition of the term sanctification. 80. What has sanctification meant in your personal life? 81. What is the relationship between justification and sanctification? 82. What significance does sanctification have to your lifestyle? 83. Why must holiness be a characteristic of God’s people? 84. What is meant by positional sanctification? 85. What is meant by experiential sanctification? 86. Explain why there is a crisis connected with experiential sanctification. 87. In what way is progression connected with experiential sanctification? 88. In what way is the believer “dead to sin and alive to God?” 89. What steps would you develop through discipleship to lead your people into sanctification? 90. What relationship does sanctification have to Christian service? 91. What is meant by the phrase “the indwelling Christ?” 92. What are scriptural evidences of a sanctified life? Ordination/Consecration
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93. How does sanctification relate to the Lordship of Christ? HEALING 94. Explain the phrase “healing in the atonement.” 95. What do you believe concerning the healing ministry of the church for this day? 96. What procedure should be followed to minister to the sick who request prayer for healing? 97. Is the “gift of healing” manifest In the church today? 98. In the church body, who is scripturally obligated to take the initiative in the ministry of anointing and praying for the sick? 99. In the anointing and prayer ministry for the sick by the elders, what does “the prayer of faith” mean? 100. What is your theology of suffering? 101. How would you counsel a believer who has followed the instructions of James 5 and is still seeking a miraculous healing? 102. How does the obedience of the believer relate to the ministry of healing? 103. How is the problem of sin related to the problem of sickness? 104. What is the difference between miraculous healing and divine life for the believer? 105. What is your understanding of the difference between faith healing and divine healing? THE RETURN OF THE LORD 106. What biblical passages have been major factors in developing your convictions concerning the second coming of Christ and related events? 107. On what basis do you believe that the Lord Jesus Christ will personally and physically return to earth? 108. How will the second coming of Christ differ from His first coming? 109. What are the differences between the doctrines of premillennialism, post-millennialism, and amillennialism? 110. Do you hold a premillennial view? Why? 111. When do you believe I Thessalonians 4:16 will occur? What is the ministry of the church before and after the described event? Substantiate your particular view with additional Scripture. 112. What scriptural terminology is used to describe the Great Tribulation? 113. Define and give scriptural evidences of the imminence of Christ’s return. 114. In what ways will Christ be manifest as judge to the believer and to the unbeliever? 2012 Edition
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115. What is the relationship between Israel and the Church? 116. What will be the status of Israel in the kingdom that Christ will set up? 117. What events will occur during the millennium and after the millennium? THE RESURRECTION 118. What does the term resurrection mean? 119. Is it possible for a resurrection to occur without a physical body? 120. What is the basis for your belief in the resurrection of Jesus Christ? 121. How important is the doctrine of the resurrection to the Christian faith? 122. What is the relationship between the resurrection of Jesus Christ and future resurrection? 123. What does the Apostle Paul have to say about resurrection in I Corinthians 15? 124. What happens to the believer when he is resurrected? to the unbeliever? 125. What does the Bible mean by the “first resurrection?” 126. What is the biblical doctrine of heaven? THE LOSTNESS OF MAN 127. What does the Bible teach concerning the lostness of man and the inevitable result of lostness? 128. What is the future destiny of those who die without ever hearing the gospel? 129. What does the Bible teach about hell? Is it literal? 130. What does eternal punishment involve? 131. Is there any possibility of salvation after death? DOCTRINAL STATEMENT OF THE CHRISTIAN AND MISSIONARY ALLIANCE 132. Have you read and are you in full support of the Statement of Faith as found in the current Manual of the Christian and Missionary Alliance? 133. How do you purpose to evangelize the lost at home and abroad? 134. In what way will you teach and preach the doctrine of eschatology? 135. How will you deal with controversial theological issues within the evangelical community in your church?
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THE DOCTRINE OF THE CHURCH 136. What Is the Church? 137. What is the purpose and function of the local church assembly? 138. What is the scriptural mission of the church? Relate your answer to our understanding of the Great Commission. 139. What does it mean to “make followers of Christ” and what is the process to accomplish that purpose? 140. What are you doing in your church to “win” lost people to Christ? 141. What are you doing in your church to “build” believers up in their faith? 142. What are you doing in the church to “equip” people in your church to care for and share their faith with their peers? 143. What are you doing in your church to “multiply” and train leaders to oversee the disciplemaking mission of the church and its ministries? 144. What are you doing to “send” called ones to plant churches in a neighboring community or city and internationally? 145. What is your understanding of the church as an organism, and as an organization? 146. What is the biblical basis for a reproducing church? 147. Why is it necessary for the church to grow? 148. What is the future of the church? 149. What is the procedure for church discipline? 150. What is the function of the pastor in church leadership? 151. What are the qualifications and functions of elders? 152. State several requirements for church leadership from Scripture. ALLIANCE MISSION AND VISION 153. What is the mission of The Christian and Missionary Alliance? 154. How do you reflect this mission in the life of your congregation? 155. What is the vision of the President of The Christian and Missionary Alliance? 156. How are you as a congregation or leader incorporated the ‘themes” of this vision into what you are trying to accomplish?
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ALLIANCE CHURCH GOVERNMENT 157. What is the form of local church government in The Christian and Missionary Alliance? 158. In what way is the local church related to General Council and District Conference? 159. What is the role and function of the district superintendent as it relates to you and your church? ALLIANCE INTERNATIONAL MINISTRIES 160. What is the overall objective of Alliance international church planting and missionary work? 161. In what way is the task of Alliance missions also your personal responsibility? 162. How have you included the missionary emphasis in your regular preaching and church programming? 163. In what sense does the Christian calling involve a missionary obligation for every believer and every church? 164. In what ways do you encourage the sending out of “called ones” to participate either short term or long term in missions? 165. What is the importance of’ an annual missionary conference to your local church and to The Christian and Missionary Alliance? 166. In what other ways do you promote missions to your congregation? 167. Why do we use the Faith Promise concept for giving to the Great Commission Fund? 168. What is the primary role of Alliance missionaries overseas? 169. How do you plan to instill in your congregation the necessity of missionary intercession? ALLIANCE CHURCH MINISTRIES 170. What resources have you used from Church Ministries that have been helpful to you? 171. Can you articulate the philosophy of ministry embraced by Church Ministries and The Christian and Missionary Alliance? 172. What impact is the national and district church planting emphasis having on you and your congregation? 173. How will you lead your church to reproduce itself by planting a daughter congregation? 174. What is your specific understanding of the district’s church planting process? 175. What specific actions will you take to impact your Jerusalem, Judea, Samaria, and earth’s unreached people groups? 176. Are you willing to release workers as the Lord would call them to be part of a new church plant? Ordination/Consecration
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CONSTITUTED AUTHORITY IN THE C&MA 177. Define “constituted authority” as understood in The Alliance. Give a biblical basis for constituted authority. 178. What is your relationship with your district superintendent? 179. Are you willing to serve under the leadership of a district superintendent? 180. What difference is there in being led by the Spirit and being subject to recognized authority in the church? 181. In New Testament terminology, what is your attitude towards those over you in the Lord? 182. Do you regard the legislation of General Council and District Conference as binding upon you, even though your opinions and desires may be otherwise? 183. Why is it important for the pastor to attend General Council and District Conference? 184. What would your attitude and anticipated action be if your superintendent suggested that you make a change in your place of ministry? 185. If the majority of your governing board desired your resignation and you felt otherwise, what would you do? 186. What is the proper procedure for submitting a pastoral resignation? 187. What procedure should be followed in seeking opportunity to candidate in another church? 188. If you should become personally involved in doctrines contrary to Alliance teaching, what would be your procedure? 189. Is your desire to be identified with the work of The Christian and Missionary Alliance a settled, God-given conviction? PASTORAL ETHICS AND PERSONAL RELATIONSHIPS 190. In what sense is the pastor called to be a shepherd? 191. What is servant leadership as described in Scripture? 192. What is the relationship between the pastor and the governing board? 193. How would you begin to deal with a conflict between you and a board member? 194. Describe the procedure you would follow if you had a conflict with a church member. 195. What is your procedure in counseling with persons of the opposite sex? 196. How do you manage your work commitments? 197. What is your attitude toward financial indebtedness? 198. What is your feeling about developing personal friendships in ministry?
2012 Edition
D6-16
Ordination/Consecration
199. What is your attitude about your personal convictions that may conflict with those of the church you serve? 200. What does the Scripture mean when it says to “avoid all appearance of evil?” 201. When you leave a particular church would you continue contact and relationships with people in the church for the purpose of giving advice and/or counsel? 202. Have you and are you still maintaining a personal accountability relationship? Who is that person(s)? What is that relationship like?
Ordination/Consecration
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2012 Edition
EVALUATION FORM FOR ORDINATION/CONSECRATION EXAMINATION Name Children
Spouse
College
Seminary
Other Mentor Service:
Years:
Please mark on a scale of 1-10 (5 being average): Call to Ministry Biblical Knowledge Theological Knowledge Alliance Doctrine Evangelism & Missions Constituted Authority Comments:
____ I RECOMMEND FOR ORDINATION/CONSECRATION ____ I RECOMMEND ORDINATION/CONSECRATION WITH CONDITIONS ____ I DO NOT RECOMMEND ORDINATION/CONSECRATION AT THIS TIME _________________________________________
_________________________
(Signature)
(Date)
2012 Edition
D6-18
Ordination/Consecration
SAMPLE VOWS OF ORDINATION (District samples 10/03) Sample 1: Moderator: Are you persuaded that you are truly called to God’s ministry according to the will of our Lord Jesus Christ? Candidate: I am. Moderator: Do you accept the doctrine, government, and fellowship of The Christian and Missionary Alliance and purpose to faithfully minister toward the wide diffusion of the gospel in its fullness, the promotion of a deeper and higher Christian life, and the work of evangelism, especially among the unreached peoples at home and abroad and therein hasten the coming of our Lord and Savior Jesus Christ? Candidate: I do. Moderator: Are you persuaded that the Holy Scriptures contain sufficiently all truth required for mankind’s salvation through faith in Jesus Christ? Are you determined out of the same Holy Scriptures so to instruct the people committed to your charge that they may enter into eternal life. Candidate: I am. Moderator: Do you purpose to be faithful and diligent in the exercise of your personal and private devotions; to keep yourself unspotted from the world; to live a life of purity of heart, and of daily prayer; that you may minister to others of that which first of all you yourself shall have received through the fellowship with the Spirit of God? Candidate: I do. Ordaining Council: We, then, representing the ________ District fellowship of The Christian and Missionary Alliance, and in testimony of this high purpose, do now solemnly ordain you and set you apart for the work of the Christian ministry, pledging you our love, our prayers, and our steadfast cooperation, that we may work together in all the ways of the Lord made known, or to be made known, unto us. Sample 2: Moderator: Are you fully persuaded that God, by the ministry of the Holy Spirit, has not only saved you and redeemed you, but also called you, equipped you, and anointed you for the work of full-time ministry in the church? Candidate: I am. Moderator: Have you come to the point where you are willing to deny self and make significant lifestyle changes in order to more fully obey the will of God for your life wherever He may take you? Candidate: I have.
Ordination/Consecration
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Moderator: Are you willing to deny the lusts of the flesh and live wholeheartedly for Jesus Christ, in order to model a lifestyle of holiness and righteousness in the midst of a godless and perverse generation? Candidate: I am. Moderator: Are you committed to knowing and exalting Jesus Christ and to furthering the understanding of Christ our Savior, Sanctifier, Healer, and Coming King? Candidate: I am. Moderator: Are you committed to the proclamation of the gospel of Jesus Christ and to the winning of the lost, the building of the believer, the equipping of the saints, the multiplication of workers, and the sending out of the called ones? Candidate: I am. Moderator: Will you do everything in your strength and power to work toward the fulfillment of the Great Commission and the taking of the gospel to the ends of the earth so that the King can return? Candidate: I will. Moderator to Ordaining Council: Do you now recognize in this man both the calling and the gifts necessary for serving in full-time vocational ministry? Ordaining Council: We do. Moderator: Will you continue to support and encourage, affirm and pray for this man and hold him accountable to the vows of ministry which he has declared this day? Ordaining Council: We will. Sample 3 (includes congregation) Moderator: The harvest is plentiful, but the workers are few. Congregation: Therefore let us beseech the Lord of the harvest, to send out workers into His harvest. Moderator: Then I heard the voice of the Lord saying, “Whom shall I send, and who will go for us?” Candidate: I have heard the call of Christ, and in the words of Isaiah, I respond, “Here am I. Send me.” Moderator: Have you prayerfully considered the responsibility of living and preaching the gospel, and have you weighed the work involved and the sacrifices you may be called upon to make? Candidate: I have. Moderator: Do you believe that Jesus is the Christ, the Son of the living God, and that the holy scriptures are the Word of God to make us wise unto salvation through faith in Him?
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Ordination/Consecration
Candidate: I do, with all my heart. Moderator: Are you motivated, not out of a desire for position or earthly gain, but by the love of God and of your fellow men, and the wish to glorify Him and save them? Candidate: I am. Moderator: Will you strive to build the church of Jesus Christ, to stress the fullness of Christ in personal experience, and to preach the gospel to the ends of the earth? Candidate: I will, as God gives me strength. Moderator: Will you endeavor to live a life of love within your family and in the community, and so draw others to Christ through your example as well as by your word? Candidate: I will make it the purpose of my life to live for Jesus Christ, and I ask your prayers, and the prayers of the church, to help me in this ministry. Moderator to Congregation: Do you, as a gathering of The Christian and Missionary Alliance, receive the words of witness from this man who would be a minister of the gospel in The Christian and Missionary Alliance? Congregation: We do. Moderator to Ordaining Council: Do you acknowledge this man to be a worthy messenger and workman of the Lord Jesus Christ? Ordaining Council: We do. Moderator to Candidate: You have declared your purpose to give your life in the service of Jesus Christ. You have received the witness of those over you in the Lord, and the blessing of these members of the Church of Jesus Christ. With prayer and great joy we gather in this service to set you apart for His ministry.
Ordination/Consecration
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Ordination/Consecration
CHURCH MINISTRY WORKER LICENSE (BOD 2/11) Requirements for Licensing as a Church Ministry Worker 1. Ministry Experience Candidates for the Church Ministry Worker License must complete a minimum of one year of ministry as a licensed Provisional Official Worker. 2. Required Reading a. The candidate shall read through the entire Bible twice, using two different translations where available. b. The candidate shall read each of the books on the official reading list for the Church Ministry Worker. The list is prepared by Church Ministries, approved by the District Leadership Forum and ratified by the Board of Directors of the Christian and Missionary Alliance. The list shall be reviewed annually. All for Jesus— Robert Niklaus, John S. Sawin, and Samuel Stoesz. The Fourfold Gospel— A.B. Simpson The Pursuit of God— A.W. Tozer The Heart of the Gospel: A. B. Simpson, the Fourfold Gospel, and Late Nineteenth-Century Evangelical Theology—Bernie A. Van De Walle Children’s Bread— Keith Bailey or The Gospel of Healing— A.B. Simpson 3. Missions Awareness Candidates may fulfill the Missions Awareness requirement in one of three ways: 1. Provide a certified transcript from an approved C&MA educational institution indicating that they have completed at least one introductory college-level course on world missions. 2. Audit (as a minimum requirement) an approved “Perspectives on the World Christian Movement” class OR complete the online Perspectives program. 3. Read the “Certificate level” reading requirements in the textbook “Perspectives on the World Christian Movement” and complete the appropriate interactive worksheets. 4. Evangelism/Discipleship Training 1. The candidate shall provide evidence of having completed training in personal evangelism or attend an evangelism training seminar approved by the district LO&CC. 2. The candidate shall complete “Growing a Healthy Church” training either by attending a training event or by completing an online class available at http://www.growingahealthychurch.com/node
Church Ministry Worker License
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5. Denominational Orientation Candidates shall be required to attend a New Official Workers Forum prior to licensing as a Church Ministry worker. 6. Personal Growth Plan Candidates for the Church Ministry Worker license shall submit a written personal growth plan (5 pages) to the district superintendent and LO&CC which includes the following: Brief rationale for ministry as a licensed Church Ministry Worker Five key areas of life you plan to develop Key competencies you need to develop/acquire to growth in each area Resources needed to be able to develop these areas/competencies Potential mentors/coaches who can assist 7. Oral Examination The candidate shall satisfactorily complete an oral examination by the district License, Ordination, and Consecration Council.
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Church Ministry Worker License
MINISTRY COMPETENCY PROFILE GUIDELINES Becoming/Developing Spirit-Empowered, Disciplemaking Church Leaders
KEY RESULT AREA #1: GREAT COMMANDMENT LIVING Love the Lord your God with all your heart and with all your soul and with all your mind and with all your strength. The second is this: ‘Love your neighbor as yourself.’ There is no commandment greater than these (Mark 12:30–31 NIV).
PASSION FOR GOD (CHARACTER) Heart that pursues Is evidencing an intimate walk with God God in worship Shows an appreciation for different expressions of and prayer spirituality/spiritual disciplines God calls Practices God’s presence through meditation, disciple-making prayer, etc. leaders to be led more by Soul that is filled, Is experiencing Christ as Savior, Sanctifier, led, and Healer, and is expecting Him as coming King Jesus, empowered by Is being empowered for life and ministry by the knowing Him and God’s Spirit Holy Spirit exalting Him. Mind that is being Is expressing the mind of Christ in thought, trans-formed by response, and action God’s Word Has a biblical worldview Is integrating the Word of God into everyday life Body that is Is pursuing and practicing personal holiness and dedicated to God physical purity in purity
Ministry Competency
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PASSION FOR PEOPLE (COMMUNITY) Vital relationships with: Self and God Is able to separate personhood from ministry performance Is integrating a Christ-centered personal identity into life and ministry God calls Practices consistent application of biblical “one anothers” disciple-making in his/her life leaders to lead Has a sense of humor and perspective; doesn’t take life or more like Jesus, self too seriously modeling and Can identify his/her talent/gift mix that is unique to enabling His him/her that is not just test-based, but experience-rooted people to be a Appreciates and affirms the talents and gifts of others community Understands that Christianity is lived out in community demonstrating and is learning it is safe to trust other people Christ-like love. Is a life-long learner, open to listen and receive from others Those who Intercedes for lost people have yet to Reflects biblically and relationally on outreach meet Christ Is a friend of sinners; demonstrates an active love for his/her neighbors Has a passion for winning lost people Is a capable personal witness Can relate the scriptures to his/her target audience in relevant ways Is accepting of, but not approving of, diverse points of view and beliefs Family Leads and shepherds his/her family with Christ-like love and leadership Is a disciple-maker in his/her home as a priority of life and ministry Models Christlikeness in marriage or in singleness Has a network of friends who ask the tough questions and keep him/her accountable and growing Believers Enjoys and relates effectively to people of all ages Intercedes for and prays for others consistently Is appreciative and accepting of diverse views, forms, and styles
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Ministry Competency
KEY RESULT AREA #2: GREAT COMMISSION LEADERSHIP Therefore go and make disciples of all nations, baptizing them in the Name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you. And surely, I am with you always, to the very end of the age (Matthew 28:19–20 NIV).
Life Focus
God calls disciplemaking leaders to lead more to Jesus, empowering followers to serve His mission purposes in our generation.
Local Church Disciplemaker
National and International Church Planting Transformational Leadership
Ministry Management
Ministry Competency
COMPETENCIES Gives evidence of being called by God, and this call is being confirmed by the church Has developed a personal values/mission statement Sets and revises personal goals according to a adopted plan Uses his/her resources to advance God’s purposes Effectively installs a system of church-ministry priorities that produces people who can make disciples—who can make disciples Models, trains and mobilizes people for outreach Preaches evangelistically Uses creative/contextualized approaches to outreach Grows ministry by multiplication, not just addition Aware of and communicates what God is doing worldwide Has a heart for church planting among underevangelized and unreached people groups Mobilizes people and resources for involvement in national and international church planting
Can articulate and demonstrate a Christ- centered, disciplemaking philosophy of ministry Understands the biblical perspectives on God’s people and empowers people for ministry Is assisting a congregation in fulfilling the Great Commission in an area or language group Can develop, communicate, and implement shared vision Is committed to taking risks, facing hardship, handling loneliness to multiply ministers and ministries Is able to lead change ethically, responsibly, and graciously Is establishing priorities for self and ministry Is learning to strategize, plan, organize, budget, control, and evaluate Is effectively using new technology in ministry Models and instructs in stewardship principles Is exercising church discipline as a normal part of church life D8-3
2012 Edition
Team Building
Cultural Awareness
Social Compassion
Communicator of Truth for Life
Kingdom Perspective
2012 Edition
COMPETENCIES, cont. Demonstrates effective strategies for decisionmaking/problem-solving and trouble-shooting Is proactive in handling conflict constructively that leads toward reconciliation Knows how to staff, build empowered ministry teams, and sustain positive working relationships Is aware of the trends in culture and the world Is aware of tensions between the gospel and culture; knows the difference between form and function Can study the community and then shape the church or ministry to fit the target audience Understands and appreciates people of other cultures Is committed to developing racial partnerships in his/her own life and in ministry programs Leads people to compassion ministries Personally ministers to those in need Is able to assess areas of brokenness Has the ability to provide basic counsel to help families/individuals to move from brokenness to wholeness Preaches and teaches the whole truth of God’s Word for life change under the power of the Holy Spirit Communicates adequately in writing/oral conversations Has the necessary skills and knowledge to answer the question, “What does the Bible say about . . . ?” Speaks the truth in love in all relationships and contexts Is an effective worker first, and out of that is emerging as an effective leader Uses gifts, talents, and motives for the advancement of the kingdom Partners with other evangelical ministries Enjoys worshipping and serving God with His people—all of His people
D8-4
Ministry Competency
GUIDELINES FOR CONTINUING EDUCATION (CMLT, rev. 10/03) . . . that Church Ministries establish mandatory denominational in-service training requirements for ordained/consecrated workers which shall be implemented through each district. — 1993 Anaheim General Council
Mandatory—Church Ministries has not made Continuing Education participation a requirement for licensing, but has encouraged the districts to place in the permanent file of each ordained/consecrated official worker a record of participation. It is assumed that those placing pastors will take participation in Continuing Education into serious consideration when allowing a pastor to candidate in a church. Each ordained/consecrated official worker is required to attend and report to the District Office his participation in Continuing Education. Continuing Education is defined as “those activities that provide continued growth of skills in the performance of professional ministerial functions or those activities that teach new skills for ministry.” Accepted delivery systems include less formal, more personalized approaches to learning as well as structured events. The preferred vehicle is small accountability groups as in a district Continuing Education program. Formal masters and doctoral program hours shall qualify. Requirements shall be 24 contact hours per year. Each district will determine the number of hours of credit to be given for a particular activity. Events sponsored by Church Ministries will have credit hours attached. Implementation shall be through the local district. We should expect compliance from all official workers. The permanent record of each official worker shall have a Continuing Education report. Governing boards should be notified of the expectation and encouraged to fund this requirement. It is the district’s responsibility to record and monitor.
IMPORTANT QUESTIONS 1. Who is responsible for record keeping? Record keeping shall be the responsibility of each district. Forms for such record keeping are available for your use from Church Ministries and are included following these guidelines. 2. Who determines the number of hours of credit for a particular activity? Each district through the person responsible for Continuing Education should determine the specific credit given. Any event that has a regular schedule such as a class will be credited for actual class/seminar hours. Less formal events will have to be decided by the district. Nationally-sponsored events will have credit hours attached.
Continuing Education
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3. Should the district prescribe a curriculum or emphasize particular areas for Continuing Education requirements? If so, what are the key categories in which official workers need constant updating? Annual training should be given in one of the C&MA core values and in one of the crucial skills needed for pastoral effectiveness. 4. Should Continuing Education courses tie directly to the ministry assignment? Church planting? Youth, etc? Workshops, seminars, and courses of study will probably be chosen to enhance the ministry area of the worker involved. However, courses of study should not be limited to the particular assignment in ministry. 5. How does Continuing Education relate to those going through the process of ordination/consecration and the mentoring program? For the first two years of licensed ministry, the ordination/consecration or mentoring process shall be considered as fulfilling all of the Continuing Education requirements as long as the candidate stays on schedule. 6. How does Continuing Education relate to “Growing a Healthy Church” training?
GHC I—7 hours of credit
GHC II—2 hours of credit (most of this workshop is not related to personal and professional development of the pastor
GHC III—16 hours of credit
Everyday Great Commission—4 hours of credit
Everyday Commandment—4 hours of credit
7. How does Continuing Education relate to a church or pastor taking his congregation through the Vision Building Weekend? This shall not be granted credit. This does not relate directly to the personal and professional development of the official worker, but to the entire church. 8. How does Continuing Education relate to cluster groups of official workers designed for learning, application, and accountability? Each district will need to determine the value related to “providing continued growth of skills in the performance of professional ministerial functions or those activities that teach new skills.” That is not to downplay the importance of relational groups, but to qualify these activities in relationship to our agreed upon definition of Continuing Education. 9. How does Continuing Education relate to Prayer Summits? Full attendance and participation shall receive 10 hours of credit. This shall be granted one time only when a reflection paper is written applying what was learned at the prayer ministry summit in the local church. 10. How does Continuing Education relate to Promise Keepers Conferences?
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Continuing Education
Pastors' Conferences—shall receive 5 hours of credit.
Equipping Conferences for lay leaders—no credit. While we encourage leaders to take men to Promise Keepers meetings and equipping conferences, we believe that this does not meet the conditions and criteria for Continuing Education units. It does not directly benefit the official workers’ personal and professional development since the event targets lay leaders.
11. How does Continuing Education relate to service on district committees? These are a part of our service in and to districts, but not directly related to the Continuing Education of official workers. 12. How does Continuing Education relate to Church Leadership Academy courses? Does this fulfill the requirements? Yes! Hours of credit will be attached to each course as it applies to Continuing Education. 13. How does Continuing Education relate to district service requirements? For example, one district requires one week per year to work in the district camp. This relates to service by official workers not the education and edification of workers. 14. How does Continuing Education relate to Military and Institutional Chaplaincy educational requirements to maintain their status? This counts if the number of hours required to maintain or upgrade credentials meets the 24 contact-hour standard. 15. How does Continuing Education relate to Church Planting Institutes, BootCamp, Coaching, etc?
Church Planting Institute—16 hours
Church Planters Boot Camp—24 hours
Incubator—24 hours
Parent Church Network—18 hours
16. How does Continuing Education relate to Great Commission Coaching Network? Any person active in the Great Commission Coaching Network shall receive his full 24 contact-hour credit. 17. How does Continuing Education relate to other pre-approved seminars? Districts may pre-approve any seminars that they believe will be beneficial and meet the definition of Continuing Education. Credit hours shall be set by districts. 18. How does a contact hour relate to academic credit at our Alliance schools/other Schools? Official workers who enroll in accredited or approved courses of study may receive credit for their work. These courses should be pre-approved for credit. As a general rule, one two or three-hour course of study with its in-class and out-of-class requirements normally
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exceeds the 24 hours per year. Therefore, one two- or three-hour course completed may be considered the equivalent of fulfilling one full year of Continuing Education standard. 19. How do the following fit into Continuing Education?
Independent self study? (This option is primarily designed for those who by location find it difficult to access other opportunities.) Not more than ten hours a year may be accumulated in this type of study. To receive credit, the self-study course must be outlined as to its objectives and hours required. The outline should be submitted to the district for approval before it is begun. A written and no less than two-page reflection paper stating what was learned shall be required. If approved by the district, and completed by the student, the course shall receive credit.
Correspondence or video courses? Same as independent study. Hours set by the district. Prior approval is necessary.
IDAK? Attendance at a Pastors’ Leadership Development Seminar or training in the assessment process shall receive ten hours of credit.
IDAK Church Planters Assessment Centers? Participation in an assessment center shall be awarded ten hours of credit.
Short-term Missions Trips? Once every four years, a participant in a short-term missions trip may be awarded up to twelve hours of credit, subject to the district superintendent’s approval and determination of the number of credits.
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Continuing Education
CONTINUING EDUCATION UNITS REPORT FORM Name Date of Seminar
No. of Hours
Name of Presenters Comments
(Return this form to the District Office after the seminar)
CONTINUING EDUCATION UNITS REPORT FORM Name Date of Seminar
No. of Hours
Name of Presenters Comments
(Return this form to the District Office after the seminar)
Continuing Education
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Continuing Education
Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval:
Name Church
Year 1 Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval:
District
Year 2 Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval: Course: Category: CEU’s: D.S. Approval:
Home Phone Church Phone
M I N I S T R Y D E V E L OPM E N T PR OFI L E
Year 3
GUIDELINES FOR CANDIDATING (CM 9/98, CMLT, rev. 10/03) I thank Christ Jesus our Lord who has given me strength, that He considered me faithful, appointing me to His service. 1 Timothy 1:12 A WORD OF ENCOURAGEMENT Candidating...sounds a bit awesome, yet exciting. “From the stories I've heard anything can happen!” “The problem is that I want a place of ministry, yet not just any place.” “Do I have to go if I'm called?” “Do I dare ask about salary?” These comments and questions are just a few of the many issues you as a candidate will be facing. Be encouraged that many thousands have gone before you and survived. These guidelines have been prepared to assist you in these transitional days of your life. Be aware that we in Church Ministries and many others here at the National Office of The Christian and Missionary Alliance pray regularly for you as a candidate for ministry. Remember that while there are procedures to follow and right and wrong ways to do things, ultimately it is God Himself who appoints us to His ministry. Your candidating is a very serious matter and should be preceded by much prayer. Our prayer for you is that churches will take note that “these men (and women) have been with Jesus.” CANDIDATING PROCEDURES The Process of Candidating 1. Upon accreditation, the Candidate Development Office will develop and send your ministry profile to the districts. It is sent to all district superintendents (or the ones you select) to let them know you are accredited and available for placement in their districts upon completion of any district requirements. 2. As an accredited candidate you must contact the district superintendents to let them know of your interest for ministry in their districts. a. Include a cover letter to explain your situation, time line, availability, and to request any further licensing criteria the district may have. b. Enclose a resumé—brief, professionally done, informative—with your name, address, current phone number, family data, job history, education, experience in ministry, and your vision for future ministry. c. Present a statement of ministry. This should be a one-page, three-paragraph, selective description of past, present, and future ministry.
Describe your ministry activities prior to college/seminary.
Describe your ministry activities while in college/seminary.
Describe the ministry activities you most look forward to in the future.
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d. After the initial contact has been made and your resume is in their hands, a phone call reminds them of your availability. Don’t be a pest, but be persistent. e. Seek ways to visit in person with the district superintendent.
Attend nearby district conferences.
Attend General Council (especially the candidate reception).
Plan to stop for a visit at the district office while on vacation with your family or make a special trip.
Find out when the district superintendent will be in your area and set up an appointment.
Preparing to Candidate 1. Always work through the district superintendent.
He knows the churches and church leaders in his district
He will get to know you and where you might best fit.
He will be able to coach you through the candidating process.
In the C&MA, the church governance authority calls and the district superintendent appoints the pastor.
2. The district superintendent may present you with a candidating opportunity. 3. Carefully, prayerfully, and wisely consider every invitation. Feel free to ask questions of the district superintendent who will be your greatest source of information and assistance. Get the information you need, evaluate the situation, pray about it, and decide as soon as possible. 4. After candidating and when a call is extended, take time to come to a clear sense of conviction to accept or decline. Unless there are extenuating circumstances, you should respond within a seven-day period. 5. Inform the district superintendent (not the church) of your decision as soon as possible. 6. Should you be contacted directly by a church, you should ask the church to contact the appropriate district superintendent to arrange candidating opportunities. 7. Be sure to define any specific parameters or conditions to the district superintendent well ahead of time such as salary minimum, medical requirements, etc. The Candidating Event 1. Sensitivity to the will of God in your life and the life of the congregation is paramount! 2. Details of scheduling, travel arrangements, and logistics for your stay will be made with the district superintendent or a governance authority representative from the church. This is best done at least two weeks prior to the candidating event. 3. Prepare
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Candidating
Spiritual readiness—have a consistent, relational quiet time with the Lord.
Skill sharpening—prepare your message, prepare your questions, and fine-tune your people skills.
Knowledge base—know as much as you can about the area, the city, and the church: its origins, its leadership, its history, its vision, and its attitude.
4. Interview time! They want to get to know you. You have been accredited and approved for candidating by the National Office and/or your district. Now the church simply wants to understand for themselves who you are and how you will fit into the ministry God has built in their community. Be real! Be prepared to talk about:
Your conversion
Your call to ministry
The affirmations of your call
Your relationship with the Holy Spirit
Your relationship with your spouse (if applicable)
Your priorities in ministry
Your expectations in ministry activities
Think through what their questions might be. Think through what your questions might be:
Do they consider their church a healthy, growing church?
How many people have come to Christ in the last year?
What is their commitment to world missions?
How many young people have gone into ministry from this church?
What do they want to accomplish in the next 10 years?
What information do you need to help in your decision? When appropriate, these questions may be asked of the district superintendent or the church governance authority.
What is the financial commitment for outreach?
What is the provision for the pastor and family—moving, housing, utilities, insurance, ministry transportation, etc.
Ask for annual reports including the pastor’s report for the last three years.
Ask for church attendance figures for the last three years.
Final tips!
If married, bring your spouse. Do not bring your children without an invitation.
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Arrive early to drive around the neighborhood.
Relax and enjoy yourself!
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Candidating
GUIDELINES FOR RELICENSING OF OFFICIAL WORKERS (Vice President’s Cabinet 8/97, CMLT, rev. 10/03) All Official Workers whose status has been reported to the National Office Data Management Office as “No Credentials” and who desire re-entry into The Christian and Missionary Alliance after any lapse of time will be required to: 1. Initiate and sign a new Application for Service and Doctrinal Questionnaire for submission to the district superintendent. At the discretion of the district superintendent, the person may be permitted to review and update his current documents provided all changes are initialed and a current signature is affixed. 2. Submit to a re-interview by the district License, Ordination, and Consecration Council (LO&CC). 3. Provide current references to include a current pastor, elder, or board member. Upon completion of the above and approval of the License, Ordination, and Consecration Council, the district superintendent shall consider the person as an “approved candidate” and may issue the appropriate credentials upon placement. The district superintendent will report the worker to the Data Management Office as a “transfer from no credentials” to the appropriate category.
Relicensing
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DEFINITION OF MINISTERIAL CATEGORIES (CMLT, rev. 10/03) SENIOR PASTOR—An official worker licensed by the district and officially recognized as the one having general oversight of a C&MA church or, in some cases, a non-C&MA church within that district. ASSOCIATE PASTOR—An official worker licensed by the district and officially recognized as an associate leader of a C&MA church within the district. ASSISTANT PASTOR—An official worker licensed by the district and officially recognized as spiritual leader of a C&MA church within the district. Must be designated as to job responsibility. (See Definition of an Official Worker, Section B1, Item 4, in the Manual.) DIRECTOR OR MINISTER OF—An official worker licensed by the district and officially recognized as an assistant spiritual leader of a C&MA church within the district. Must be designated as to job responsibility. (See Definition of an Official Worker, Section B1, Item 4, in the Manual.) LAY PASTOR—A lay person who has full-time secular employment or who is retired, having no intention of entering full-time Christian ministry, but who is appointed to pastor an Alliance church. This license is issued at the discretion of the district. DIRECTOR FOR DISCIPLEMAKING MINISTRIES—A person qualified by formal training and officially recognized and licensed by the district to be in charge of Disciplemaking Ministries in a local C&MA church. EVANGELIST—An official worker holding membership in a C&MA church and living in the district, licensed by the district superintendent upon recommendation of the License, Ordination, and Consecration Council. MILITARY CHAPLAIN—A C&MA chaplain serving in the armed forces and licensed by the Alliance Chaplain Ministries Executive Director, including those serving in non-U.S. appointments. INSTITUTIONAL CHAPLAIN—A worker serving as a chaplain in an institution and licensed by the district. NATIONAL OFFICE PERSONNEL—Persons holding licenses issued by the president of The Christian and Missionary Alliance who work full-time at or for the National Office. In most cases they are ordained. CHURCH PLANTER—An official worker or Christian worker licensed by the district and officially recognized as the one having general oversight in the developing of a new C&MA church.
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BIBLE COLLEGE PERSONNEL—Faculty and staff in the C&MA colleges who are active C&MA church members and recognized as devoting the major portion of their time to preparing students for church and/or missions ministries. MULTICULTURAL MINISTRIES MISSIONARY—Persons appointed under Multicultural Ministries serve as evangelists and teachers among the churches, but do not serve as pastors of intercultural churches. OTHER—Includes those who are in special ministries such as those working for a Bible society, etc., as well as missionary interns. SEMINARY PERSONNEL—Faculty and staff in C&MA seminaries who are active C&MA members and recognized as devoting the major portion of their time to teaching or shepherding students. UNASSIGNED—Official workers who are not assigned to a church. VOCATIONAL CERTIFICATE—Unordained personnel who are members of a local Alliance church and serving full time in nonclergy positions (i.e. director/administrator, music director, professional counselor, headmaster of a day school, and nursery school administrator/teacher) at the C&MA National Office, district offices, officially recognized supporting organizations, camping/conference centers, and local churches may be issued a vocational certificate. Personnel receiving this certificate will meet as many of the general requirements for licensing as possible. They do not automatically qualify for credentials to General Council and District Conference. RETIRED INTERIM PASTOR—Official workers who have retired but are currently serving as pastors of The Christian and Missionary Alliance churches (or non-C&MA churches) within the district. DISTRICT SUPERINTENDENT—An official worker of the C&MA recognized as overseer of the district, elected by District Conference. INTERCULTURAL DISTRICT SUPERINTENDENT—An official worker of the C&MA recognized as overseer of a constituted Intercultural district (at least 40 accredited churches and at least 2,500 members) or an official worker of the C&MA recognized as overseer of a developing Intercultural district (at least 11 accredited churches), elected by District Conference. INTERCULTURAL DISTRICT DIRECTOR—An official worker of the C&MA of an unconstituted Intercultural district (less than 11 accredited churches), appointed by the director for Multicultural Ministries. MULTICULTURAL MINISTRIES ADMINISTRATIVE ASSISTANT—A person doing administrative work for an unconstituted intercultural district.
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BOARD OF DIRECTORS—Members of the executive body of the C&MA. ALLIANCE WOMEN MINISTRIES DIRECTOR—Includes district and national Alliance Women Ministries directors. C&MA MEN'S MINISTRY NATIONAL DIRECTOR—Includes district and national C&MA Men's Ministry coordinators. YOUTH PASTOR—An official worker licensed by the district and officially recognized as an assistant spiritual leader of a C&MA church within the district. Must be designated as the job responsibility.
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STATEMENT ON ABORTION (General Council 1981)
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he church, as well as the general public, is confronted with the moral issue of abortion. Because of the importance of this issue to society, the General Council of The Christian and Missionary Alliance has chosen to make a statement concerning its position on the subject of abortion. The moral issue of induced abortion ultimately involves a decision concerning those circumstances under which a human being may be permitted to take the life of another. We believe that life begins at conception and that this life is to be considered human at that time. The Christian and Missionary Alliance believes that abortion on demand is morally wrong. We cannot allow the current social climate of moral relativism and sexual permissiveness to dictate our responses to moral and social dilemmas. The Word of God teaches that each individual is known by God from before the foundation of the world (e.g., Jeremiah 1:4–5, Psalm 139:13–17). Our omnipotent, omniscient, omnipresent God has pronounced His blessing upon the life of a child according to Psalm 127:3–5. Since all life exists for God's purposes and all human lives are equally sacred, it is our belief that the life of the unborn person is blessed of God and must be preserved and nurtured. The Christian and Missionary Alliance, therefore, are opposed to induced abortion.*
* Only in the rarest instances, when it is impossible to save the life of both the mother and the unborn child alive, should the question of an induced abortion be considered.
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STATEMENT ON THE DEFINITION OF CONSTITUTED AUTHORITY (BOD 5/99; 3/04)
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he term “constituted authority” is a biblical concept (Romans 13:1) applied to organizational principles within The Christian and Missionary Alliance. While the term itself cannot be found in Holy Scripture, the principles by which Alliance churches govern themselves and their relationships to one another are rooted in God’s Word. These principles include, but are not limited to, such biblical ideas as servanthood (Matthew 23:11), submission to one another (Ephesians 5:21), and respect for and obedience to those who are over us in the Lord (1 Thessalonians 5:12, Hebrews 13:17). The various constitutions, regulations, policies, procedures, and guidelines of The Christian and Missionary Alliance incorporate the biblical principle of constituted authority. They regulate relationships between churches as well as the relationships between denominational officers, district superintendents, and other licensed personnel in order to achieve The Christian and Missionary Alliance’s common goals and objectives in ministry. Therefore, those who serve Christ in The Christian and Missionary Alliance agree to do so in submission to these authorities and documents.
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STATEMENT ON HUMAN SEXUALITY (BOD 1985, rev. 3/04, 2/12)
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he basis for this official statement of The Christian and Missionary Alliance is found in Article I of its Statement of Faith: “The Old and New Testaments, inerrant as originally given, were verbally inspired by God and are a complete revelation of His will for the salvation of men. They constitute the divine and only rule of Christian faith and practice.”
Christian understanding of human identity is grounded in the Word of God. The significance of human sexuality is particularly evident in the account of creation. Human beings, fashioned by God in His own image, are created male and female (Genesis 1:27). This complimentary nature of human sexuality is affirmed again in the second chapter of Genesis. Woman is fashioned out of man (Genesis 3: 18-24). Thus, from the beginning human sexual identity is reciprocal. That is, one’s own human nature is properly understood in complimentary relationship to another who is alike in nature, but opposite sexually. Like the rest of God’s creation, the sexual differences between man and woman are pronounced “very good” (Genesis 1:31). We therefore affirm human sexuality to be a gift of God. By God’s grace, human sexuality both enriches and fulfills our personhood. Sexuality is an essential attribute of human nature. It is an obviously significant influence in human life, but our Creator did not intend it to be the defining characteristic of humanness. As a result of humankind’s fall from innocence (Genesis 3), the complimentary nature of human sexuality, like all other human relationships has been distorted. Adam and Eve’s disobedience did not only lead to death and separation from God, it also alienated human beings from one another. This alienation distorts sexual relationships between men and women. Holy Scripture indicates that human beings are created in the image of God. The essential characteristics of humanness are therefore found in those attributes endowed by God at creation and given by God’s grace as a result of knowing Christ. Paul, the apostle, urged followers of Christ to understand that “there is neither male nor female, for you are all one in Christ Jesus” (Gal. 3:28). The apostle’s words are intended to place human sexuality in a redemptive context. It is of secondary importance to an individual’s relationship to God. That relationship is equally accessible to both sexes through one’s faith in the redemptive work of Jesus Christ. This understanding of human sexuality is reflected in the teaching of Jesus Himself. Our Lord Jesus addressed matters of human sexuality and marriage on several occasions. Jesus clearly taught that love rather than sex is the primary bond in all Christian relationships. Jesus said the two greatest commandments are to love God and to love one’s neighbor (Mark 12:28–30). Sexual practices that have been divorced from loving, covenantal relationships between men and women pervert God’s intentions and result in sinful, exploitive, and promiscuous behavior that ruptures relationships between men and women, and erodes the relationship between human beings and their Creator. Humanity’s failure to ground sexual identity in God’s creative intent and holy character violates Biblical standards of sexual purity.
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In Matthew 15:19, Jesus teaches that immoral behavior starts first in the heart and mind. Selfindulgent thoughts of sexual fulfillment outside of God’s creative intent constitute inward sins of lust. No sexual act can be proper if it is driven by desires that are contrary to the best interest of another human being or if it treats persons as impersonal objects intended only for personal gratification. Passion aroused by producing or viewing images of a sexual nature is morally unacceptable. We reject the idea that pedophilia, voyeurism, prostitution, or pornography is ever morally justified. We reject all attempts at constructing one’s own sexual identity by medically altering the human body, cross dressing, or similarly practicing behaviors characteristic of the opposite sex as morally objectionable and sinful (Deuteronomy 22:5). Holy Scripture bears witness to God’s will regarding human sexuality. Sexual desire is rightfully fulfilled only within the lifelong union of a man and a woman in (holy) matrimony. Unmarried singles who abstain from sex can be whole, mature persons, as pleasing to God as persons who are faithful in marriage. Sexual celibacy is a worthy state for mature men and women (Matthew 19:12; 1 Corinthians 7:1, 8). Heterosexual marriage is rooted in the order of creation. It is not just a matter of tradition. Marriage is intended to be an enduring covenantal relationship which reflects Christ’s own unconditional commitment to the Church (Ephesians 5:25–27). God established marriage as a union of one man and one woman within which it is good, right, and proper to engage in sexual relations. Matrimonial customs may differ from one culture to another but the fundamental divine intent for marriage may not be changed on the basis of mere preference, custom, or culture. The dictates of culture, tradition, or personal preference must be brought into submission to the Word of God. Marriage cannot be redefined at the caprice of public opinion and must not be allowed to shift with the changing tide of cultural mores or social practice. All sexual relationships outside of marriage are condemned by Holy Scripture. They are therefore never appropriate. This includes all forms of intimate sexual stimulation that excite passion and sexual activity between unmarried individuals (Matthew 5:27–29; Galatians 5:19). Such behavior offends God and often causes physical and emotional pain as well as loss in this life. God’s blessing rests on sexual intimacy only when it occurs within the boundaries of marriage. Thus, we do not believe that the church should welcome into its membership any person who willfully refuses to turn away from the sin of living in a sexual relationship outside of marriage (1 Corinthians 5:1–13). In the New Testament, Jesus confirms the heterosexual creation of human beings: God made them male and female (Matthew 19:4). Throughout Scripture heterosexual families consisting of a father, mother, and their children (unless they are unable to bear children) are the norm of society. The New Testament reinforces the teaching of heterosexual love and sexual relations within marriage (Ephesians 5:22–33; Hebrews 13:4; 1 Corinthians 7:1–5). Alongside this clear biblical teaching on God’s design for heterosexual marriage are found specific instructions that prohibit homosexual conduct, for example: Do not lie with a man as one lies with a woman; that is detestable (Leviticus 18:22, 20:13). Homosexual conduct is declared to be detestable because it is out of harmony with the purpose for which God created human beings.
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The New Testament states: They exchanged the truth of God for a lie, and worshipped and served created things rather than the Creator—who is forever praised. Amen. Because of this, God gave them over to shameful lusts. Even their women exchanged natural relations for unnatural ones. In the same way the men also abandoned natural relations with women and were inflamed with lust for one another. Men committed indecent acts with other men, and received in themselves the due penalty for their perversion (Romans 1:25–27). Worshipping the creation more than the Creator not only alienated human beings from God but also distorted their heterosexual identity as created by God. Homosexual conduct gives evidence of the universal human rejection of God’s supreme glory and, like all forms of sexual behavior that violate God’s original design, it is sin. The New Testament further states: Do you not know that the wicked will not inherit the kingdom of God? Do not be deceived: Neither the sexually immoral nor idolaters nor adulterers nor male prostitutes nor homosexual offenders nor thieves nor the greedy nor drunkards nor slanderers nor swindlers will inherit the kingdom of God (1 Corinthians 6:9–10). The same passage of Scripture strongly affirms the liberating power of the Christian gospel. Sinful men and women may be freed from all former sinful patterns of life, including sexual sin, whether heterosexual or homosexual: And that is what some of you were. But you were washed, you were sanctified, you were justified in the name of the Lord Jesus Christ and by the Spirit of our God (1 Corinthians 6:11). Like all other sins, the corruption of sexual sin can be fully forgiven through repentance and faith in Christ’s atoning work even though physical and psychological scars caused by sexual sin cannot always be erased in this life. We grieve with those who suffer hardships caused by sexual immorality, even if it is caused by their sinful acts. We strive to give aid in ways that do not deny personal responsibility for sexual behavior. We believe Christ set an example of loving ministry to those who suffer from the results of their own acts of sin in the example of the woman caught in adultery, “…Then neither do I condemn you,” Jesus declared. “Go now and leave your life of sin” (John 8:3–11).
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STATEMENT ON WOMEN IN MINISTRY (BOD 1981)
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hroughout the history of the C&MA various types of ministry have been open to the appointment of women. The following statement is presented to inform women who are in our colleges and seminaries, or are considering training, of the types of opportunity for service available to them within The Alliance. Within the United States the positions where women may serve include: Deaconess Minister of Christian Education Evangelist Youth Director Director of Music Church Secretary Business Administrator Multicultural Ministries Missionary Institutional Chaplain College and Seminary faculties Director or Teacher in a Christian School Such positions will vary with the position description as negotiated at the time of appointment. A particular ministry description, for example, may include some of the following types of ministries and the degree of involvement expected: preaching, visitation of church families, newcontact visitation, evangelistic visitation, counseling, women's work of various kinds, children's work, Bible classes, ministry to shut-ins, youth work, Christian education, prayer meetings, teacher training, and discipleship programs. Certain positions require professional preparation other than for the gospel ministry, and at the time of appointment specific duties for these should be determined in the position description. Women missionaries serving under International Ministries are given specific field assignments. They are expected to learn the language and engage in active ministry in keeping with the principal objectives of winning adults to Christ and establishing churches wherever converts are won. The actual type of ministry for women may vary from country to country, depending on such factors as local culture, national church recommendations, opportunities, and qualifications. The following categories of ministry are examples of the many opportunities available to women missionaries serving overseas: *General evangelism Assist national workers to open or develop new churches *Disciple new converts *Teach Bible classes for all age groups
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*Train laypeople in evangelism *Teach and supervise Theological Education by Extension programs *Teach in a Bible school or seminary *Train workers in child evangelism Clinic or hospital work Train national nurses Secretarial and bookkeeping work General literature ministry Translation of the Scriptures and other gospel literature Literacy work Teach in a missionary children's school Serve as dorm parent in an MK school Teach English as a second language in conjunction with an evangelistic program Operate a guest home or business agency * Indicates that these categories of ministry are also types of ministries engaged in by women missionaries under Multicultural Ministries.
Note (CMLT, 10/03): Below is the official statement on Women in Ministry reprinted from the Manual of The Christian and Missionary Alliance, H1, Statement on Church Government, 4. Form of Government, d. Local Church, (5): Women. Women may fulfill any function in the local church which the senior pastor and elders may choose to delegate to them consistent with the Uniform Constitution for Accredited Churches and may properly engage in any kind of ministry except that which involves elder authority.
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STATEMENT ON SANCTIFICATION (General Council, 1996; BOD 5/04)
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he following Statement on Sanctification was adopted by the 1996 General Council (Indianapolis, Indiana).
The Meaning of Sanctification The basic idea underlying biblical sanctification is separation, and this separation is first and foremost to the Lord. While the separation is from sin, impurity and all that is unholy, primarily it is a separation to the person, life and characteristics of God in Christ. Dr. A. B. Simpson stated that being sanctified means possessing the thoughts of Christ, the desires of Christ, the will of Christ, the faith of Christ, the purity of Christ, the love of Christ, the unselfishness of Christ, the single aim of Christ, the humility of Christ, the submission of Christ, the meekness of Christ, the zeal of Christ and the works of Christ manifest in our mortal flesh so that we shall say, “I live, yet not I, but Christ liveth in me.” 1 Christ and Sanctification The New Testament declares Jesus Christ to be the believer’s sanctifier. This teaching derives from four interconnected events: Christ’s life, death, resurrection, and ascension. The Son of God condescended to take on human nature so that “both the one who makes men holy and those who are made holy are of the same family” (Hebrews 2:11). As a human person subject to temptation and sin, Jesus became the first person to live a totally holy life (2 Corinthians 5:21). Then, His perfect life was offered up to God in death as a perfect sacrifice (Hebrews 2:17, 18; 9:13, 14, 28). Christ not only died, He rose again to restore humanity to fullness of life (John 10:10). Finally, He ascended to the Father where He is “Head over everything for the Church, which is his body, the fullness of Him who fills everything in every way” (Ephesians 1:22–23). Out of His finished work, Christ has made His gracious Holy Spirit available to us, and the Holy Spirit applies the work of Christ to our lives. Christ Himself, then, is our Sanctifier and our sanctification (1 Corinthians 1:30). Genuine Conversion The foundation for sanctification is the union with Christ into which the believer enters at conversion. At conversion the repentant sinner is justified (Romans 5:1), and fully pardoned for his sins (Ephesians 1:7). He is sealed by the Holy Spirit (Ephesians 1:13–14), is adopted into God’s family (Ephesians 1:5) and is brought under God’s favor (Romans 5:2). He also is regenerated,
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born from above, made alive with new spiritual life (1 Peter 1:3, 23). He is made a partaker of the divine nature (2 Peter 1:4) and becomes an heir of eternal life (1 Peter 1:3–4). Having been united with Christ, the believer is raised up with Christ (Ephesians 2:4-6, Colossians 3:1) and is a new creation (2 Corinthians 5:17). He participates in Christ’s death and resurrection by which he is enabled to live in newness of life (Romans 6:4). He is positionally sanctified. Paul refers to the Christians at Corinth as “those sanctified in Christ Jesus” (1 Corinthians 1:2). The Greek verb is in the perfect tense, indicating a completed past action with continuing results. This means that the Corinthian believers were sanctified through their union with Christ and that this sanctification continued to be their status before God. In First Corinthians 6:11, sanctification is again coordinated with justification as a definitive act of God. “But you were washed, you were sanctified, you were justified in the name of the Lord Jesus Christ and by the Spirit of our God.” Just as believers were justified once-for-all in Christ, so also believers have been sanctified once-for-all in Christ. This teaching is confirmed both in Acts 20:32 and 26:18, where the texts speak of believers as “those who are sanctified.” The ground for all Christian experience, then, is that significant transformation of an individual that occurs the moment he is united with Christ. Beyond Conversion The Call to Holiness While the believer is sanctified positionally through his union with Christ, Scripture also calls the Christian to holiness and fruitfulness in daily practice through his union with Christ. Peter admonished believers, “Be holy because I am holy” (1 Peter 1:16). The author of the Epistle to the Hebrews urges. “Let us leave the elementary teachings about Christ and let us go on to maturity” (6:1). And Matthew, reflecting on the conditions for participating in the Kingdom of God, wrote, “Be perfect as your heavenly Father is perfect” (Matthew 5:48). Romans 8:4 tells us that we have been delivered from condemnation so that the righteous requirements of the law actually might be fulfilled in us. Because by His death and resurrection Christ has broken sin’s dominion over us and because in Christ we have life, we are urged to live and walk in the victory which is every believer’s birthright in Him. The Conflict in the Believer However, the Christian’s desire to know, love, and please God does not always result in consistently holy and devout living. The movement from the believer’s privileges in Christ to the actual experience of Christ’s power over sin and selfishness is not automatic. While the believer is genuinely new in Christ, he is not yet totally new in daily practice. Galatians 5:16–17 describes a conflict in the believer between the “flesh” and the “Spirit”:
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So I say, live by the Spirit, and you will not gratify the desires of the sinful nature. For the sinful nature desires what is contrary to the Spirit, and the Spirit what is contrary to the sinful nature. They are in conflict with each other, so that you do not do what you want. Romans 8:5–8 discusses this same conflict within the believer: Those who are living according to the sinful nature have their minds set on what that nature desires; but those who live in accordance with the Spirit have their minds set on what the Spirit desires. The mind of the sinful man is death, but the mind controlled by the Spirit is life and peace, because the sinful mind is hostile to God. It does not submit to God’s law, nor can it do so. Those controlled by the sinful nature cannot please God. Thus, the Christian who is controlled by the flesh will continue to respond to the enticements of sin. Paul admits this possibility even when imploring believers in Romans 6:12, “Therefore do not let sin reign in your mortal body so that you obey its evil desires.” Additionally, the believer is unable in his own strength to overcome sin, to act righteously in every circumstance, and to serve God effectively. Romans 7:14–21 depicts the ineffectual struggles of an individual who seeks to measure up to the righteous demands of the law of God by his own ability and determination. Though he may affirm the validity of God’s laws and want to meet their demands, he finds himself unable to do so. The Control of the Spirit The solution to both the unholy inclinations of the flesh and the problem of human weakness is to be found in Christ. Through the Savior’s victory over sin at Calvary, we can overcome the flesh. Christ’s Resurrection gives us power to live as we ought for God. Christ’s life and power sanctifies the believer, and life and power that is made operative in us by the Holy Spirit. Holy living, then, results from the control and the enabling of the Holy Spirit. Romans 8:12 says, “Therefore, brothers, we have an obligation—but it is not to the sinful nature, to live according to it.” Instead we are to live according to the direction and enabling of the Holy Spirit. The Decisive Aspect Every Christian, then, must consciously and deliberately yield his life to the Holy Spirit. The word “crisis” in Article 7 of the Alliance “Statement of Faith” is a term that is capable of many interpretations. However, in this context it should be understood as a decisive surrender of one’s self to God (Romans 6:13).2 This turning point in our Christian walk may come about as the result of our concern over some glaring failure. It may be precipitated by a struggle over a particular issue. But as completely as we know how, we will give ourselves to the Lord. Dr. Simpson said,
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Through His gracious influence, we present our bodies a living sacrifice, yield ourselves unto God in unreserved consecration, hand over to Him the old life of self and sin to be slain and buried forever, and offer ourselves to His absolute ownership, possession, and disposition, unconditionally and irrevocably. The more definite and thorough this act of surrender, then the more complete and permanent will be the result.3 Dr. Simpson taught that our yielding to Him will only ever “be an imperfect consecration, and will need His merits to make it acceptable. But He will accept a sincere and single desire, and will add His own perfect consecration to our imperfect act, thus making it acceptable to the Father through His grace.”4 Still, it is this yieldedness to the Holy Spirit that allows the life of Christ to operate in us for daily holy living. A. W. Tozer expressed this idea with an image: He [the Holy Spirit] wants to be Lord of your life, and He wants to possess you so that you are no longer in command of the little vessel in which you sail. You may be a passenger on board, or one of the crew, but you definitely are not in charge. Someone else is in command of the vessel.5 Both of these quotations suggest that the issue in sanctification is who controls the believer’s life, and both Simpson and Tozer call for the kind of radical dedication of oneself to the Lord described by Romans 12:1: “Therefore, I urge you, brothers, in view of God’s mercy, to offer your bodies as living sacrifices, holy and pleasing to God—which is your spiritual worship.” This verse calls for a decisive act. The same is true in Romans 6:13, “Offer yourselves to God, as those who have been brought from death to life.” When Paul writes in Romans 6:2, “We died to sin,” he is expressing in unambiguous language the truth that the person who is in Christ has made a definitive breach with the realm in which sin reigns. Furthermore, Paul underscores this once-for-all break with sin by telling us that if we are in Christ, our “old self” has been crucified with him (Romans 6:6). The verb “crucified” is in the aorist tense, indicating a once-for-all, definitive act. Indeed, the main thrust of the entire chapter is to declare that the believer has been transferred through union with Christ to a new and powerful master, who reigns victoriously over sin. The justified believer not only has died to sin, he also has been decisively and definitely “raised with Christ.” Using the aorist tense, Paul asserts that “God . . . made us alive with Christ even when we were dead in transgressions and . . . raised us up with Christ” (Ephesians 2:4–6). Sanctification means not only a decisive break with the enslaving power of sin but also a union with Christ in His resurrection. However, the believer must appropriate this blessing by reckoning himself to be “dead to sin and alive to God” (Romans 6:11). The word “reckon” is an accounting word. It means that the money is in the bank and we are free to use it. The believer must recognize the freedom that has been achieved for him by Christ and appropriate it.
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Believers then must rest in the wisdom, grace, and strength of God’s Spirit. We cannot be the holy, devout people we ought to be in our own strength. We cannot, in ourselves, overcome the pull and power of sin. Sanctified living results from confessing our inability, reckoning ourselves as dead indeed unto sin, and by resting in the ability of the Holy Spirit to make Christ’s resurrection life and power effectual in our character and conduct. Romans 8:4 indicates that in order to “live according to the Spirit” (NIV) we must submit ourselves to Him and depend completely upon Him. While the Scriptures do not say that a decisive surrender to the Lord and a conscious appropriation of the victory over sin that is ours in Christ must occur subsequent to conversion, this in fact is almost always the case. Today most people initially trust in Christ with very little theological understanding. Moreover, initial salvation frequently is offered by appeals to personal needs. Consequently almost no one is prepared at conversion to yield himself to the Spirit in surrender and faith. Furthermore, by natural disposition, we want to be our own bosses, to live our lives as we choose. Our pride makes us want to believe we can live as we should through our own strength and wisdom. But we cannot. Therefore, Christians must decisively yield their lives, make a radical commitment of their persons to the Spirit. Romans 6:13 calls for such a commitment by saying, “Offer yourselves to God, as those who have been brought from death to life; and offer the parts of your body to him as instruments of righteousness.” The Holy Spirit fills those who make such a commitment. To be filled with the Spirit is to allow the indwelling Spirit of God to assume control over all areas of our lives; and, as the Spirit fills us, Christ dwells in our hearts by faith (Ephesians 3:16–17). The verb “to fill” with reference to the Holy Spirit, occurs only in the writings of Luke and Paul. In this literature, observes Michael Green, two uses of the verb emerge. The first use denotes a temporary, often sudden, inspiration or enablement of the Holy Spirit to complete a special task. This usage derives from the Old Testament understanding of the role of the Spirit. The Holy Spirit came upon special persons, such as kings, judges, and most particularly, prophets, to enable them to fulfill God’s appointed task. But the predominant use referred to an empowerment for divine proclamation by the prophets. And it is precisely this understanding that dominates in the writings of Acts where the six occurrences of the verb “to fill” are associated with the Holy Spirit (Acts 2:4; 4:8; 4:31; 9:17; 13:9; 13:52). Luke applies the verb to the work of the Holy Spirit as an empowerment for gospel proclamation. In each of Luke’s accounts, the filling of the Holy Spirit results in powerful proclamation. This conforms to Luke’s paradigm text with reference to the Holy Spirit, “But you shall receive power when the Holy Spirit has come upon you; and you shall be my witnesses” (Acts 1:8). As the Spirit was the source of prophetic inspiration in the Old Testament, Luke sees the coming of
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the Holy Spirit as the source for powerful witness. When the prophetic Word was proclaimed, the Spirit was present. When the Spirit was absent, the Word was silent. Luke, then, envisions the Holy Spirit as the source of enablement for powerful witness. Examples of this usage occur not only in the Acts texts but also in Luke 1:41 (the case of Elizabeth) and Luke 1:67 (the case of Zacharias). In both instances the consequence of the filling of the Holy Spirit is prophetic proclamation. But the research of Robert P. Menzies has shown that neither Luke nor the primitive church attributes soteriological significance to the pneumatic gift in a manner analogous to Paul. Paul views the work of the Spirit as extending beyond the proclamation of the Word by attributing to the Spirit soteriological functions. Here the second and more pertinent usage of the verb “to fill” emerges, namely, to denote a dominating or defining characteristic of a person. For example, in Acts 13:10, Elymas is described as a man “full of all kinds of deceit and trickery.” “Full” here does not denote the quantitative idea of “how much;” such as, the cup is “full” or “half-full” of water. Rather “full” implies a qualitative meaning. In other words, “full” simply means that Elymas’ life is dominated by deceit and selfish cunning. The same usage occurs in Luke 5:12 where Jesus encounters a man “full of leprosy.” The adjective “full” connotates a qualitative meaning rather than a quantitative one. The qualitative rather than the quantitative meaning of “full” applies when a doctor informs a patient that she is full of cancer. He means that the life of the person and that person’s future will be controlled by the disease. So when Luke describes Stephen as “a man full of wisdom and the Holy Spirit” he means that Stephen is a person whose life is defined and controlled by wisdom and by the Holy Spirit. This second meaning of the word appears to be a more logical choice for interpreting the “filling of the Holy Spirit;” namely, that it denotes a person who is dominated or controlled by the Spirit. Paul’s admonition in Ephesians 5:18, therefore, comes, first of all, in the form of a command. Paul admonishes every believer to be “controlled” by the Spirit. Secondly, the admonition takes the grammatical form of a present, passive, indicative, meaning that this act of being controlled by the indwelling Spirit is a continuous and/or repeated experience in the life of the believer. Thirdly, the context of the admonition is important. Because the days are evil, that is, under the influence of the spiritual forces of wickedness, believers should understand the purpose and will of the Lord, conduct their lives wisely, and be filled (controlled) with God’s Spirit. So exceptionally great is the summons to life-bearing witness that no believer should begin to fulfill this responsibility without the enablement of the Holy Spirit. To grasp meaningfully the New Testament teaching on the “filling of the Holy Spirit,” consider the following theological synthesis: (1)
The filling of the Holy Spirit means the “controlling” or “governing” of the believer by the Spirit. This conclusion is deduced from the meaning of the verb, the grammatical structures and logic of the Pauline admonitions.
(2)
The filling of the Holy Spirit is based upon and/or grounded in the indwelling of the Holy Spirit. This assertion is based upon the meaning of the verb, “to fill,” as control and as denoting a qualitative rather than a quantitative meaning. Such an understanding makes
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logical sense of the Pauline admonitions, assuming that the Holy Spirit already indwells the believer but needs to assume lordship. To interpret the filling of the Holy Spirit by means of a quantitative approach overlooks the Holy Spirit as a person. The personhood of the holy Spirit is not divisible. To have the Holy Spirit indwelling in regeneration and yet at the same time not to have the Spirit seems theologically and logically contradictory. (3)
The filling of the Holy Spirit is based upon a definite decision of the believer to give control of his life to the Spirit. This assertion finds confirmation in the use of the imperative mood. While the Holy Spirit indwells the believer at conversion, uniting the believer with Christ, this does not mean that the Holy Spirit is in control of all the areas of the believer’s life. Such control requires a constant yielding and surrendering of our thoughts, attitudes, and actions to the Holy Spirit.
(4)
The filling of the Holy Spirit is directly and specifically related to empowering the believer for effective witness both by word and by life.
Dr. Keith M. Bailey says, All of us who are Christians are born of the Spirit and we have the Spirit. He is the Giver and the Sustainer of the spiritual life that we have. But there is a world of difference between having the Spirit in his regenerative power and being filled with the Spirit, knowing the enduement of His power. The baptism of the Holy Spirit and fire purifies the life and brings the glorious power of the risen, living Christ into our own personal experience.6 Some use the language of Pentecost to describe this entrance into the Spirit-filled life. Others prefer Pauline terms. These various formulations of truth and outlines containing “steps” may help guide an honest seeker. However, the critical issue is the reality of the person’s surrender to the Lord. Our commitment to the Lord is not complete until we recognize His right to exercise continuous authority over all phases of our lives. By whatever means and with whatever terms may be used, the important thing is that believers be led to: (1) (2) (3) (4) (5) (6)
an understanding of the Christian’s position in Christ, a comprehension of the holiness and usefulness God promises and provides for His children, an awareness of the futility and fruitlessness of living according to self-effort, a spirit of humility and repentance, a decisive yielding to the Lordship of Jesus Christ, and a conscious asking for the filling of the Holy Spirit.
The Progressive Aspect While Romans 12:1–2 urges a definite presentation of ourselves to the Lord, these verses also describe the need for a continuous transformation of our lives. Submission to the Lordship of
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Christ must impact the way we make choices, react to those around us and act toward the Lord day by day. Consequently, this surrender necessarily will be confirmed again and again. Ephesians 5:18 speaks of being filled (controlled) continuously with the Holy Spirit. As we walk according to the Spirit, He will expose areas of our lives that need to be cleansed. He will lead us to make changes in our priorities and relationships. He will purify our motives and will deal with our tendencies to rebellious pride. He will seek to exercise authority over our possessions and ambitions. He will reveal hurts that can be healed, problems that can be solved, and habits that can be broken. He will lead us to new ministries and greater sacrifices. He will make us active participants in the life and ministry of the church and will gift us for our contributions to the body. He will call us to closer communion with the Lord. The Spirit will encourage us to depend continuously upon Christ. Paul wrote, “The life I live in the body, I live by faith in the Son of God” (Galatians 2:20). The admonition of Romans 8:5 to “live in accordance with the Spirit” (“walk in the Spirit” KJV) suggests not only a continuous obedience to the Lord but a deliberate dependence upon His enabling. Second Corinthians 3:18 speaks of believers being transformed into Christ’s likeness with everincreasing glory. First Peter 2:2 urges us to desire pure spiritual milk so that by it we may grow up in salvation; and Second Peter 1:5–8 sets out a pattern of development in which goodness is added to faith, knowledge to goodness, self-control to knowledge, perseverance to self-control, godliness to perseverance, brotherly kindness to godliness, and love to brotherly kindness. We are called by Scripture to ever-increasing intimacy with Jesus. Because spiritual growth is produced in the believer by the Holy Spirit, the believer needs to cooperate with Him through such spiritual disciplines as Bible study, prayer, meditation, Christian fellowship, and worship. A growing child sometimes is frustrated by his inabilities and failures. But the fact that he cannot run as fast as someone else or that he falls and skins his knew does not mean that he does not have life in him or that he is sick. He just needs to keep on eating good food, keep getting proper rest and exercise, and keep growing. The same is true of our spiritual lives. The path toward spiritual maturity does not totally exclude failure, sin, disappointments, and trouble. But the life of Christ continues to function within us. We learn through our failures and sins to rest more fully in our spiritual resources in Christ and to say “no” to selfish, sinful temptations and to say “yes” to the Spirit who empowers us to walk in righteousness, holiness, and love. Summary We are called to be like Jesus (Romans 8:29, 1 John 3:3). Rather than commanding us to imitate Him, the New Testament reveals a truth more profound and dynamic. The New Testament teaches that the life of Christ can be lived in and through us (Galatians 2:20). Jesus, Himself indwells us by His Holy Spirit and lives out His life in and through us. Christ is the lifetransforming power of sanctification. In the words of Dr. Simpson, He [Christ] actually comes
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into our being and becomes the source and strength of our very life, reliving His own life in us. 7 He further said, This is the end to which the Spirit is always working, not to develop in us a character, a set of human virtues and high qualities that we call our own, but to form Christ in us and teach us to live in constant dependence upon Him. 8 While the doctrine of sanctification is by definition concerned with the life of Christ being formed in us, the same Spirit who gives victory over sin also empowers for service. The seeking Christian should anticipate that the Spirit-filled life will produce both fruit and gifts. They are intended to flourish together.
***** 1
A. B. Simpson, Walking in the Spirit. New York: The Alliance Press (n.d.), 110.
2
Dr. Keith M. Bailey has said, It is the Holy Spirit who is the agent of experiential sanctification. Since holiness is the will of God for all believers, the Holy Spirit places a hunger for holy living in each heart. He makes plain the provision of Christ for their sanctification. The crisis of sanctification occurs when believers become aware of their need for Christ’s provision and appropriate it by faith in His work. Normally, this takes place some time after conversion. Unfaithfulness, carnality, and powerlessness are some of the signs which indicate that one’s personality has not yet been brought under the full authority of the Holy Spirit. When the believer deals with the conditions of his heart and trusts fully in Christ’s work to make him holy, he may experience the sanctifying work of the Holy Spirit within. (Bringing Back the King, Nyack, NY: Alliance Centers for Theological Study, 1985, 68-69.)
3
Walking in the Spirit. Harrisburg, PA, Christian Publications, Inc. (n.d.), 53-54.
4
Ibid.
5
Ten Messages on the Holy Spirit, 68.
6
See Christian Publications, Inc. booklet, “The Indwelling of Christ.”
7
The Epistles to the Philippians and to Colossians, Harrisburg, PA, Christian Publications, Inc. (n.d.), 89.
8
The Epistles to the Galatians and the Ephesians, Harrisburg, PA, Christian Publications, Inc. (n.d.), 25.
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STATEMENT ON SECRET SOCIETIES/FREEMASONRY (BOD 2/09, 2/10) In 2008, the Board of Directors assigned a committee who was tasked with providing a statement on how to lead church members out of secret societies and provide teaching on the dangers of secret societies. The committee’s report, which follows, was adopted in February 2009. An important contributing document to the discussion was the “Committee on Freemasonry Report,” which was adopted by the Board of Directors (BOD) March 1, 2007, and follows this report below. After several pages of insightful review and analysis, the report concludes as follows: The Committee’s opinion is that Masons need to be told that they cannot be at once members of the Lodge (which ignores Christ) and members of the Church (which confesses Him as Lord). At the same time, our responsibility is to do everything we can to win Masons to an undivided commitment to Jesus Christ, the Lord of the Church. Having considered the report, the BOD resolved that any official statement on this matter should be inclusive of all “secret societies” and not limited only to Masonry. The BOD adopted the position “that it is biblically inconsistent for any member of the C&MA to maintain an active membership in any secret society that is deistical, antagonistic to Christianity, and tends to loosen moral ties.” Furthermore, the BOD recommended the development of a pastoral statement that provides counsel as to: 1. The most appropriate ways to walk local church members out of membership in secret societies as called for by General Council 2007, and 2. The best way to inform local church members about secret societies in the area so that they are not taken in as members of these societies. It was the desire of the Board that any such statement be brief and convey sensitivity and a caring attitude in addressing these issues. We want to encourage pastors to shepherd these members and lead them into the deeper walk of a Spirit-filled life. We encourage pastors to exhibit grace and truth and to disciple these members. We suggest that the church provide teaching on the dangers of secret societies. To this end, the following Pastoral Statement is provided: PASTORAL STATEMENT It is the position of the C&MA that membership in a “secret society” is not compatible with confession of faith in the Lord Jesus Christ. First, the very nature of such membership (i.e. the secrecy of the allegiance) conflicts with the practice of the Lord Himself, who did all things openly and in the full view of others. Second, our entire devotion must be to Christ Jesus and to Him alone, so much so that we are called “slaves” of Christ. Third, such societies invariably require loyalties to earthly entities that rival our loyalty to the Lord above. In many instances, of course, membership in such societies is a matter of ignorance or innocence rather than overt disobedience to God’s Word or rebellion against divine authority.
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Indeed, members often cite the good works of such groups as a reason for belonging, and fail to discern the elements of membership that are inconsistent with Christian faith and practice. For this reason, sensitivity must be shown when leading local church members out of such allegiances. It is recommended that the church acquire a few resources (books or other materials) that can be provided to individuals who are members of secret societies. When it is known that a local fellowship has a mature believer who once belonged to a secret society, that person might be made available to speak of his or her exodus from that group. Where a member of the local church is not inclined to forsake membership in a secret society, it is recommended that the church membership be preserved but that the person be informed that they will not be considered for elected or appointed office in the church unless or until they leave the secret society. This must be conveyed in gentleness and love. Such a person should be challenged to consider how much greater their service to the Lord would be if they would make devotion to Him their chief and sole priority. Secret societies constitute an open menace to the health and advance of the local church when loyalties to each clash, or when members of the secret society seek to insinuate that society’s governance style or philosophies into church life. This is a greater danger in some regions than in others. In those communities where the influence of a secret society is stronger, the local church might find it necessary to take a more aggressive approach in teaching on these matters, exposing the non-scriptural and sometimes occultic roots of that society’s practices and warning believers to have nothing to do with such organizations. Even in such instances, it is necessary to exhibit Christian charity and to exercise patience with those who do not immediately perceive the danger. Without question, this is an area in which it is challenging to do anything, and dangerous to do nothing. Pastors and church leaders are advised to be sensitive and caring in their treatment of those who are involved in secret societies, but not to be deterred from teaching and modeling the evidences of a deeper life relationship with Christ Jesus which will of itself stand in contrast to the errant teachings and practices of the secret society. In all things, grace and truth must be championed and must operate as guiding principles in the exercise of appropriate church leadership. ADDENDUM The Board offers the following addendum to the Pastoral Statement. These are some suggested questions to be considered in counseling individuals involved in secret societies. This list of questions is not to be considered exhaustive in nature. Does loyalty to the secret society in any way take precedence over the bond of fellowship in the Body of Christ? Have you thoroughly investigated the teachings and practices of the secret society? Are they in any way inconsistent with biblical doctrine?
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Is the teaching of the secret society consistent with the biblical view of the one true God? (Isaiah 45:22) Is the teaching consistent with the orthodox doctrine of the Trinity? Does the society teach that the Holy Spirit is actually a person or is He presented as some kind of impersonal force? Does the society teach that Jesus Christ is the incarnation of God in the flesh? (1 John 4:2–3) Does the society teach that Jesus Christ is Lord, to the glory of God the Father? (Philippians 2:11) Does the society teach that Jesus Christ alone is the light of the world? (John 7:14) Does the society teach that all the treasures of wisdom and knowledge are found in Jesus Christ? (Colossians 2:3) Does the society teach that salvation can be found in anyone other than Christ? (Acts 4:12) Does the society teach the lostness and depravity of man, or that human beings are innately good? (Romans 3:9–10) Does the society teach the necessity of the New Birth? (John 3:3) Is the teaching of this society a different gospel than the one revealed in Scripture? (Galatians 1:8–9) FREEMASONRY REPORT As noted above, the following report was adopted by the Board on March 1, 2007. Freemasonry goes by many names (Masonry [the name that will be used often in this overview], the Scottish Rite, Blue Lodge, Eastern Star [for women], and Shriners). Many people, even those who belong to the organization, incorrectly believe that freemasonry is merely a fraternal order, like the Rotary, Elks Club, or Lions Club. It is not. Masons deny that what they belong to is a religion. It is. Christian leaders who have spoken against Masonry include Dwight L. Moody, Charles Finney, Jonathan Blanchard, Charles Blanchard, John Ankerberg, and Walter Martin. Among the Christian denominations that have statements opposing and/or condemning Masonry are: Assemblies of God Grace Brethren Evangelical Mennonite Christian Reformed Church Evangelical Lutheran
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Church of the Nazarene Wesleyan Methodist Orthodox Presbyterian Reformed Presbyterian Missouri Synod Lutheran
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Wisconsin Evangelical Lutheran Synod Methodist Church of England Baptist Union of Scotland General Association of Regular Baptist Independent Fundamentalist Churches of America
Presbyterian Church in America Church of Scotland Roman Catholic Church Russian Orthodox Church
In 1992 James Holly, a Southern Baptist medical doctor, requested that the Southern Baptist Convention (SBC) conduct a study of Freemasonry. It was agreed, and Dr. Holly wrote a 70+ page article that summarized his investigation: “Freemasonry Watch: The Southern Baptist Convention and Freemasonry.” Setting aside the study that was done, the SBC published its report on Freemasonry in 1993, noting SBC leaders who were also Masons, points of agreement between Freemasonry and Christianity, and areas of disagreement between the two. At that Convention the following recommendation was approved: “In light of the fact that many tenets and teachings of Freemasonry are not compatible with Christianity and Southern Baptist doctrine, while others are compatible with Christianity and Southern Baptist doctrine, we therefore recommend that consistent with our denomination’s deep convictions regarding the priesthood of the believer and the autonomy of the local church, membership in a Masonic Order be a matter of personal conscience. Therefore, we exhort Southern Baptists to prayerfully and carefully evaluate Freemasonry in the light of the Lordship of Christ, the teachings of the Scripture, and the findings of this report, as led by the Holy Spirit of God.” The Masons responded by publishing the following: “Because of your support, the vote of the Southern Baptist Convention is a historic and positive turning point for Freemasonry. Basically, it is a vitalization of our Fraternity by America’s largest Protestant denomination after nearly a year of thorough, scholarly study. At the same time, it is a call to renewed effort on the part of all Freemasons today to reenergize our Fraternity and move forward to fulfilling its mission as the world’s foremost proponent of Brotherhood of Man under the Fatherhood of God” (The Scottish Rite Journal, Aug. 1993). How should you and I respond to these seemingly contradictory views? The beliefs and practices of the Masons are difficult to evaluate. Numerous books and articles have been written on the subject. In addition to the study done by James Holly, an article published in The Master’s Seminary Journal (5/2, Fall 1994) by Eddy D. Field II and Eddy D. Field III, and “The Masonic Lodge and the Christian Conscience,” an article written by John Weldon and published by Christian Research Institute (founded by Walter Martin), is a book jointly authored by John Ankerberg and John Weldon, The Secret Teachings of the Masonic Lodge (1990 copyright). Using those resources plus Is It True What They Say About Freemasonry?, written by Arturo de Hoyos and S. Brent Morris defending the Masons, we would like to present the results of our study. The work done and assistance given by David Janssen, pastor of the Alliance Church in State College Pennsylvania, contributed to our conclusions. A summary statement of his findings is made by John Weldon in the article mentioned above:
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“The Masonic Lodge in America is a highly influential organization claiming some four million members. Masonic leaders argue the lodge is not a religion but merely a fraternal body that seeks to better society and also assist the Christian church. It does this, they claim, by helping Christians become better members of their own faith. “The truth is that Masonry is a distinct religion that espouses teachings incompatible with Christian faith in the areas of God, salvation, and other important doctrines. It is therefore inconsistent for any Christian to swear the oaths of Masonry to uphold and support the Lodge when Masonry’s own ritual, doctrines, and impact in history have denied and opposed biblical teaching. “This is so despite the 1993 recommendation of the Southern Baptists at their annual convention that membership in the Lodge can be left to the Christian’s individual conscience.” What theological positions are held by Freemasonry? All who join the Masons affirm their belief in a deity, but upon investigation it is discovered that a Mason can believe in any deity, whether it be the God of the Bible, Buddha, Allah, or any other god. This means that the Lodge includes Christians, Muslims, Hindus, and followers of other religions. There are thirty-three degrees to Freemasonry. A majority of those who join never proceed beyond the third degree. When a person applies for membership in the Masons he becomes an “initiate.” He then must participate in three secret initiation ceremonies, called “degrees.” After completing the First Degree the candidate becomes an “Entered Apprentice Mason.” After completion of the Second Degree, he is a “Fellow Craft Mason.” With completion of the third degree, he is a “Master Mason.” This makes him a full member worldwide. The First Degree includes the prospective member receiving “The Lambskin Apron,” the most important emblem in Freemasonry. Concerning the apron, The Monitor and Officer’s Manual (the official textbook of the Lodge) says (p. 5): “The lamb in all ages has been deemed an emblem of innocence. He, therefore, who wears the lambskin as the badge of a Mason, is continually reminded of that purity of life and conduct so essentially necessary to his gaining admission into the Celestial Lodge above, where the Supreme Architect of the Universe presides.” Note from that description, as Weldon points out, that the “Celestial Lodge above” refers to heaven, and “the Supreme Architect of the Universe” is one of the names Masonry has for its god. The statement speaks of “gaining” admission into the Celestial Lodge. By the use of the word “gaining,” the Lodge teaches that one earns or merits entrance into heaven on his own. That is, it is a matter of human effort. The statement also says that a person gains entrance into heaven by “purity of life and conduct,” teaching the achievement of salvation on the basis of human good works.
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Scripture contradicts that teaching. In 1 Peter 1:18-19, we read, It is not with perishable things such as silver or gold that you were redeemed from the empty way of life handed down to you from your forefathers, but with the precious blood of Christ, a lamb without blemish or defect. In Ephesians 2:8-9 we’re told, It is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not of works, so that no one can boast. In Masonic lore the chief character is “the Grand Master Hiram Abiff.” According to The Monitor (pp. 35-36), from the Third Degree one finds: “Hence, my brother, how important it is that we should endeavor to imitate Grand Master Hiram Abiff in his truly exalted and exemplary character, in his unfeigned piety to God, and in his inflexible fidelity to his trust, that we may be prepared to welcome death, not as a grim tyrant, but as a kind of messenger sent to translate us from this imperfect to that all perfect, glorious, and celestial Lodge above, where the Supreme Grand Master of the Universe forever presides.” Again, as in the previous quotation, the teaching seems to be that one attains entrance into heaven by living a virtuous life. On the other hand, the apostle Paul wrote that God has saved us and called us to a holy life – not because of anything we have done but because of his own purpose and grace. This grace was given us in Christ Jesus before the beginning of time, but it has now been revealed through the appearing of our Savior, Christ Jesus, who has destroyed death and has brought life and immortality to light through the gospel (2 Timothy 1:9-10). When writing to the Christians in Galatia Paul made it clear that even if we or an angel from heaven should preach a gospel other than the one we preached to you, let him be eternally condemned (Galatians 1:8). It appears to us that the Masons are preaching another gospel with regard to salvation! It also needs to be pointed out that oaths are taken by the Masons. In the First, Second, and Third Degrees, a Mason swears oaths to God, under penalty of death, to fulfill certain obligations. He swears to this oath on a book considered by his Grand Lodge to be sacred. The book varies depending on the dominant religion of the area. It may be the Bible, the Koran, or the Bhagavad Gita, depending on where it occurs. Also, candidates take their oaths at the altar of the Masonic god, the same altar at which they all kneel, regardless of their religious persuasions. At the end of each oath (according to The Monitor, pp. 23, 83, 138), the Worshipful master (the local Lodge head) informs the Mason that he is bound to all Masons. After the First Degree, the worshipful Master says, “Brother Senior Warden, release the candidate from the cable-tow, his being now bound to us by a stronger tie.” After the Second Degree, the Worshipful Master says, “Brother Senior Warden, release the candidate from the cable-tow, it being twice around his naked right arm, is to signify to him that he is now bound to the fraternity by a twofold tie.” After the Third Degree, the Worshipful Master says, “Brother Senior Warden, release the candidate from the cable-tow, it being thrice around his naked body, is to signify to him that he is now bound to the fraternity by a threefold tie.” These three statements illustrate the serious bond between Masons. Thus, by solemn oath the mason binds himself as a brother to every other mason, regardless of his god or religion.
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Beyond that, in the Second Degree, the candidate bows in reverence to the god of Freemasonry, called “G.A.O.T.U.” (Great Architect of the Universe). He does this after the Worshipful Master utters the following call: “I will again call your attention to the letter G for a more important purpose [at that point the Worshipful Master raps a gavel three times; the raps instruct all present to rise]. It is the initial of the name of the Supreme Being, before whom all Masons, from the youngest Entered Apprentice in the northeast corner of the Lodge to the Worshipful Master in the east, should with reverence bow [all bow as the gavel is rapped a fourth time]. After this, all present bow toward the letter “G” suspended above the Worshipful Master in the East. Masons thereby pay homage to the false god of the Masonic Lodge. For a Christian to conceive that he is bowing to the true God does not mitigate this act of homage to a false god, because he is bowing to god as defined by the Lodge. In 2 Corinthians 6:14-18 Paul discussed the relationship of believers to unbelievers. In verses 1416a of that passage it says, Do not be yoked together with unbelievers. For what do righteousness and wickedness have in common? Or what fellowship can light have with darkness? What harmony is there between Christ and Belial? What does a believer have in common with an unbeliever? What agreement is there between the temple of God and idols? Second Corinthians 6:14 prohibits believers from joining in any activity that forms a covenantlike bond with pagans and their idols. Paul’s counsel in such a situation was to abandon the relationship. A believer must not join himself to any unbeliever so as to associate himself with the unbeliever’s idolatry. In The Masonic Lodge and the Christian Conscience (p. 39), John Weldon wrote: “The Lodge teaches clearly that one may earn admittance into heaven on the basis of works, regardless of religion. This is a false gospel, which places those who advocate such a doctrine under Paul’s imprecation. If this is not enough to convince a Christian not to involve himself in Masonry, it should be enough that a Christian Mason binds himself by oath to all other Masons in a way that associates him with their idolatry. In 2 Corinthians 6:14 Paul forbids such a relationship. The activity of a Christian Mason is even more unbiblical, though, when he kneels at the altar of the false god of the Lodge and pays homage to its deity. These facts demonstrate that Christian participation in the Lodge is more than a matter of individual Christian conscience. It is imperative that Christians not participate in this organization.” After a lengthy study on Freemasonry, the Christian Reformed Church concluded: “There is an irreconcilable conflict between the teachings and practices of the lodge and those of biblical Christianity and therefore simultaneous membership in the lodge and in the Church of Jesus Christ is incompatible with and contrary to Scripture.”
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Paul Bretscher summarized an appropriate response to Christian Masons: “[The church can] make painstaking efforts when dealing with lodge members to have them realize the incompatibility of membership in a society which ignores or even denies Jesus Christ and in a society which confesses and worships Him as the Savior of lost mankind and as the King of kings and Lord of lords” (The Masonic Apostasy from Christ, Concordia Theological Monthly 26 [February 1955], p. 97). John Weldon said, “Masonry … claims to be a friend of Christianity, and yet it contains doctrines that are contrary to biblical teaching. As unpleasant as it may be, it is the obligation of the discerning Christian to point this out, both for the sake of the hundreds of thousands of Christian Masons and for those who might yet become Masons” (The Masonic Lodge and the Christian Conscience, p. 1). What does all this mean for The Christian and Missionary Alliance? The Committee’s opinion is that Masons need to be told that they cannot be at once members of the Lodge (which ignores Christ) and members of the church (which confesses him as Lord). At the same time, our responsibility is to do everything we can to win Masons to an undivided commitment to Jesus Christ, the Lord of the Church.
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TABLE OF CONTENTS Page PREFACE
1
ALLIANCE HISTORICAL PRIORITY OF REACHING JEWISH PEOPLE 3 ALLIANCE JEWISH MINISTRIES MISSION AND VISION STATEMENTS • Mission Statement 4 • Vision Statement 4 ALLIANCE JEWISH MINISTRIES STATEMENT OF FAITH
5
WHAT IS ALLIANCE JEWISH MINISTRIES? • Alliance Jewish Ministries Is • Alliance Jewish Ministries Is Not
7 7
DOCTRINAL POSITIONS FOR ALLIANCE JEWISH MINISTRIES • Summary of Position Paper: The Law of Moses
8 9
APPENDIX: BACKGROUND STUDY FROM THE JEWISH MINISTRY ADVISORY COMMITTEE USED TO DEVELOP THE POLICY RECOMMENDATIONS • The Law of Moses Overview of the Position Paper The Nature of the Law of Moses The Purposes of the Law of Moses The Role of the Law of Moses in the Lives of Gentile Believers in Yeshua The Epistle of Paul to the Galatians The Role of the Law of Moses in the Lives of Jewish Believers in Yeshua The Epistle to the Hebrews Yeshua, a High Priest Forever According to the Order of Melchizedek The New Covenant Shabbat (The Sabbath) Colossians 2:16–17 Romans 14:4–6 Galatians 4:10 Does Keeping the Law of Moses Sanctify the Believer? The Liberty of Jewish and Gentile Believers in Yeshua
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PREFACE The Alliance Jewish Ministries Advisory Committee was appointed in 2001 to fulfill the mission and vision of the Office of Intercultural Ministries of The Christian and Missionary Alliance, which is to assist districts to plant and grow healthy Great Commission churches among all people groups. The central objective of the committee is to assist districts to plant and grow healthy Great Commission churches among the Jewish people in the United States. The tasks of the Committee are the following: 1. Assist National Church Ministries (NCM) to redefine the mission and vision of Alliance Jewish Ministries (AJM). 2. Assist NCM to redefine what the Alliance Messianic Jewish congregation will look like to reach out to the Jewish community. 3. Assist NCM to develop Alliance guidelines on certain theological issues, such as: 3.1 Alliance position on Torah Observance. 3.2 Alliance position on Sabbath Observance. 3.3 Alliance position on Moses’ Law Observance, particularly the ceremonial aspects as addressed by New Testament writers. 3.4 Alliance position on the relationship between Gentiles and Messianic Jews in regards to teachings in the New Testament. 4. Assist districts to recruit and to train leaders for Jewish ministries. 5. Assist districts to plant Messianic Jewish congregations. 6. Assist districts to solve cultural problems in Messianic congregations. 7. Assist NCM to develop a handbook for congregation leaders, for training new workers, and producing Alliance Jewish Ministries brochures. The following persons have been appointed as members of the AJM Advisory Committee: 1. Rev. Joseph S. Kong, director for Intercultural Ministries. 2. Rev. H. Bradford Stephenson, assistant to the District Superintendent for the Ohio Valley District. 3. Rev. Abraham Sandler, missionary consultant for AJM.
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4. Mr. Jonathan Sacks, pastor of the Beth Sar Shalom Messianic Jewish congregation, Bowling Green, Kentucky. The Committee met six times between 2001 and 2004 (Cincinnati, Ohio; Nashville, Tennessee; Bowling Green, Kentucky; Phoenix, Arizona; Cincinnati, Ohio; and Newark, New Jersey). The following papers are the result of the work of the Committee. Hundreds of hours have been involved in the writing of the theological positions contained herein for the benefit of future Alliance Jewish Ministries. I am very indebted to these dedicated men who went beyond the call of duty to serve effectively on the AJM Advisory Committee. Our AJM Advisory Committee thanks Dr. David Denyer and Rev. Jhan Moskowitz for their willingness to review our work for accuracy and for their invaluable input to the Committee’s work. The Committee also thanks Mrs. Wanda Newby and Mrs. Janice Rants for spending countless hours in editing these materials for grammar, consistency, and clarity. Rev. Joseph S. Kong Director, Intercultural Ministries The Christian and Missionary Alliance, USA
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ALLIANCE HISTORICAL PRIORITY OF REACHING JEWISH PEOPLE The founder of The Christian and Missionary Alliance, Dr. A. B. Simpson, had a vision for reaching Jewish people with the gospel. At the meeting for the ratification of the Union of The Christian and Missionary Alliance in April 1897, Dr. Simpson placed the following words in the program at the beginning of his call for worldwide missions: “Our work for Israel and the heathen world—the Jew first.” Dr. A. W. Tozer, a well-known C&MA pastor, author and speaker, has written the following regarding Jewish evangelism: “Every time a Christian picks up his Bible he is reminded of his debt to the Jew. It is an astonishing thing that multitudes of Bible students and lovers of the truth should calmly overlook their obligation to Israel.”
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ALLIANCE JEWISH MINISTRIES MISSION AND VISION STATEMENTS MISSION STATEMENT AJM exists to bring the good news of Messiah Yeshua to Jewish people in the United States of America and worldwide and to make disciples of Messianic Jews. A Messianic Jew is one who is Jewish and has come to believe in Yeshua/Jesus as his/her Messiah and Savior and is part of the Body of Messiah/Christ. VISION STATEMENT In complete dependence on God and the empowering of the Holy Spirit: 1. AJM will assist districts, churches and individuals to effectively evangelize and disciple Jewish people into Messiah Yeshua. 2. AJM will assist districts to recruit and train workers to evangelize and disciple Jewish people and to plant Messianic Jewish congregations. 3. AJM will prioritize our time, efforts, and resources to reach Jewish people with the gospel. 4. AJM will network with our Messianic Jewish congregations to assist them to become healthy, reproducing congregations. 5. AJM will seek ways to raise prayer and financial support to assist Alliance Jewish Ministries in fulfilling its mission and vision. 6. AJM will work with Christian and Missionary Alliance International Ministries to encourage and assist them to evangelize and plant Messianic Jewish congregations among the unreached Jewish people currently within our reach and ultimately worldwide. 7. AJM will work with Nyack College/ATS to develop a viable Jewish-studies program with opportunities for internship.
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ALLIANCE JEWISH MINISTRIES STATEMENT OF FAITH 1. There is one God, as declared in the Shema (Deuteronomy 6:4), who is infinitely perfect, existing eternally in a unity as the personages: Father, Son, and Holy Spirit. 2. Yeshua HaMashiach (Jesus the Messiah) is True God and True Man. He was conceived by the Ruach HaKodesh (Holy Spirit) and born of the virgin Mary. He died upon the cross, the Just for the unjust, as a substitutionary sacrifice, and all who believe in Him are justified on the grounds of His shed blood. He arose from the dead according to the Scriptures. He is now at the right hand of the Majesty on high as our great Kohen HaGadol (High Priest). He will come again to establish His Kingdom of righteousness and peace and will reign from Jerusalem over all the earth. 3. The Ruach HaKodesh (Holy Spirit) is a divine person, sent to indwell, guide, teach, and empower the believer and to convince the world of sin, of righteousness, and of judgment. 4. The Tanakh and the B’rit Chadasha (Old and New Testaments) are inerrant as originally given, were verbally inspired by God, and are a complete revelation of His will for the salvation of men, for Jew and Gentile alike. They constitute the divine and only rule of Messianic faith and practice. 5. Man was originally created in the image and likeness of God. He fell through disobedience, incurring thereby both physical and spiritual death. All men are born with a sinful nature, are separated from the life of God, and can be redeemed only through the atoning work of the Adonai Yeshua HaMashiach (Lord Jesus the Messiah). The prospect of the impenitent and unbelieving person is existence forever in conscious torment and that of the believer in Messiah is everlasting joy and bliss. 6. Salvation has been provided for through Yeshua HaMashiach for all men, Jew and Gentile alike. Those who repent and believe in Him are born again of the Ruach HaKodesh, receive the gift of eternal life, and become the children of God. 7. It is the will of God that each believer should be filled with the Ruach HaKodesh and be sanctified wholly, being separated from sin and the world and fully dedicated to the will of God, thereby receiving power for holy living and effective service. This is both a crisis and a progressive experience working in the life of the believer subsequent to salvation. 8. Provision is made in the redemptive work of the Adonai Yeshua HaMashiach for the healing of the mortal body. Prayer for the sick and anointing with oil are taught in the Scriptures and are privileges for the believers in this present age. 9. The Body of believers consists of all those who believe in the Adonai Yeshua HaMashiach, are redeemed through His blood, and are born again of the Ruach HaKodesh. Messiah is the Head of the Body, the believers, which has been
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commissioned by Him to go into all the world as a witness, preaching the gospel to all nations. 10. The local congregation is a Body of believers in Messiah who are joined together for the worship of God, edification through the Word of God, prayer, fellowship, the proclamation of the gospel, and observance of the ordinances of Mikvah (baptism) and the Lord’s Supper as in the context of the Passover. 11. There shall be a bodily resurrection of the just and of the unjust, for the former, a resurrection unto life; for the latter, a resurrection unto judgment. 12. The Second Coming of the Adonai Yeshua HaMashiach is imminent and will be personal, visible, and premillennial. This is the believer’s hope and is a vital truth that is an incentive to holy living and faithful service.
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WHAT IS ALLIANCE JEWISH MINISTRIES? Alliance Jewish Ministries is: 1. The voice of The Christian and Missionary Alliance for Jewish Ministries. 2. The catalyst to promote and encourage Jewish evangelism and discipleship by The Christian and Missionary Alliance in the United States of America and abroad. 3. The arm of The Christian and Missionary Alliance to assist in Jewish evangelism and discipleship and to assist in the planting of Messianic Jewish congregations both in the United States of America and abroad. 4. The promoter of fellowship and cooperation among Messianic Jewish congregations in The Christian and Missionary Alliance. 5. A vehicle through which new workers are recruited to be trained for Jewish ministries within The Christian and Missionary Alliance. 6. The vehicle through which Jewish evangelism training can be given to local congregations. 7. The primary vehicle of The Christian and Missionary Alliance to raise prayer and other support for Jewish Ministries within the denomination. Alliance Jewish Ministries is not: 1. An independent entity. 2. A district. 3. An administrative or legislative entity.
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DOCTRINAL POSITIONS FOR ALLIANCE JEWISH MINISTRIES 1. Neither Jewish nor Gentile believers in Yeshua (Jesus) are under the authority of the Law of Moses but are under the authority of the New Covenant. (Jeremiah 31:31–34; Acts 15:1–29; 21:25; Romans 7:1–6; 1 Corinthians 9:20–21; 2 Corinthians 3:1–14; Ephesians 2:13–16; Philippians 3:1–11; Hebrews 5:1–11; 6:20–7:28; 8:7–13; James 2:10–12). 2. Observing ceremonial aspects of the Law of Moses, including the Sabbath, does not either justify or sanctify a believer. (Galatians 1:6; 3:1–5; 11–14; 4:8–11; 5:2–4) 3. A Jewish or Gentile believer is both free to observe or not to observe ceremonial aspects of the Law of Moses to the extent of his/her convictions. (Romans 14:5–8) 4. A believer should not impose his/her convictions regarding his/her level of observance on other believers. (Romans 14:3–5, 13, 22) 5. A believer should exercise his/her freedom regarding observance of aspects of the Law of Moses in a manner that is consistent with Scripture, conducive to reaching unbelievers, and building up the faith of other believers. (Romans 14:13–21; 1 Corinthians 8:4–13; 9:19–23) 6. Jewish and Gentile believers are coequal members of the Body of Messiah/Christ. Jews should not seek to become Gentiles, and Gentiles should not seek to become Jews. (Acts 15:6–9; Romans 11:11–13; 1 Corinthians 7:17–20; Galatians 3:26–28; Ephesians 2:11– 22)
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SUMMARY OF POSITION PAPER: THE LAW OF MOSES (The position paper is included as an attachment to this document and forms the background for the previous six points.)
The Law of Moses is a conditional covenant God made with Israel at Mount Sinai. If the people of Israel obeyed the commandments of the covenant, they would receive blessings from God. If they disobeyed, they would receive curses. The paper addresses three primary issues. The first is whether Jewish or Gentile believers in the Messiah are obligated to keep the ceremonial requirements of the Law of Moses, including the rules pertaining to the Sabbath. The paper concludes that neither Jewish nor Gentile believers are under the authority of the Law of Moses but are under the authority of the New Covenant. The second issue is whether keeping the ceremonial requirements of the Law of Moses sanctifies the believer. The paper concludes that keeping the ceremonial requirements of the Law of Moses does not sanctify a believer. Reliance on the Law of Moses for sanctification has disastrous ramifications for the believer, as it destroys his or her relationship with God. The third issue is the practical implications of the liberty of the believer with respect to the Law of Moses. The paper concludes that the believer has liberty to keep or not to keep aspects of the Law of Moses that do not conflict with the New Covenant (New Testament). This liberty should be used to help bring others to faith in Messiah and not to create additional obstacles to the believer coming to faith. In addition, the believer’s liberty should also be used to build up and not to hinder the faith of other believers.
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APPENDIX: BACKGROUND STUDY FROM THE JEWISH MINISTRY ADVISORY COMMITTEE USED TO DEVELOP THE POLICY RECOMMENDATIONS DOCTRINAL ISSUES PERTINENT TO MESSIANIC JEWISH MINISTRY The Law of Moses
Overview of the Position Paper This paper will first address the nature and purposes of the Law of Moses. It will then address whether Gentile believers are obligated to keep the Law of Moses, including the laws regarding Shabbat (the Sabbath), and whether Jewish believers are obligated to keep the Law of Moses, including the laws regarding Shabbat. The paper will then discuss additional aspects of Shabbat. Next, the paper will address whether keeping the Law of Moses sanctifies the believer. The paper will conclude with a brief discussion of the believer’s liberty with respect to the Law of Moses. The Nature of the Law of Moses A covenant is an agreement or a contract. As such, it can be either conditional (e.g., “If you pay me $20, I’ll mow your yard.”) or unconditional (e.g., “I will support my child regardless of what he does.”). In addition, a covenant can be either permanent (e.g., God promised never again to destroy the world by flood.) or temporary (e.g., “I agree to rent this building for one year.”). Finally, a covenant can be either operative (e.g., “Because I live in a condominium, I agree to live by the condominium association’s covenants.”) or inoperative (e.g., “Because I have moved out of the condominium complex, the condominium covenants no longer apply to me.”). The Mosaic Covenant, also known as the Law of Moses, is found in Exodus 20:1– Deuteronomy 28:68. It is a covenant between God and Israel.1 The Mosaic Covenant includes 613 specific commandments. Of the 613 commandments, 365 are stated in the negative (i.e., things Israel was commanded not to do). The remaining 248 commandments are stated in the positive (i.e., things Jewish people were commanded to do). The Mosaic Covenant was conditional. If the people of Israel obeyed the commandments of the covenant, they would receive blessings from God. If they disobeyed, they would receive curses.2 A key element of the Law of Moses was the sacrificial system. Animals were sacrificed to make atonement for the souls of the children of Israel.3
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Exodus 20:2; Deuteronomy 4:8; Psalm 147:19–20; Malachi 4:4. Exodus 15:26; 19:3–8; Leviticus 26 (entire chapter); Deuteronomy 28 (entire chapter). Leviticus 17:11.
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The Purposes of the Law of Moses The Law of Moses serves a number of purposes with respect to one’s relationship to God, with respect to the nation of Israel, and with respect to sin. With respect to one’s relationship to God, it reveals God’s holiness and the standards of holiness He requires.4 It demonstrated to the Israelites that their own efforts could not justify them.5 It continues to drive individuals to faith because it shows that one cannot please God by his own efforts.6 The Law of Moses also provided occasions for individual and corporate worship. Because Yeshua came to fulfill the law,7 the law also can help believers better know and understand Yeshua by indicating what He accomplished and will accomplish for us and in us. He is pictured in the Shabbat, the other Feasts, and in the sacrifices. With respect to the nation of Israel, the Law of Moses kept Israel distinct from the other nations.8 This appears to be part of the reason for many of the laws that were distinct to Israel, such as the laws involving food, clothing, and grooming. The law formed a “middle wall of partition” that separated Jews from Gentiles.9 The Law of Moses contained rules of conduct for Israel.10 These rules were not given to save the nation of Israel or anyone else, as salvation has always been by faith apart from any of the deeds of the law. 11 With respect to sin, through the Law of Moses came the knowledge of sin.12 The knowledge of sin that came through the law resulted in people committing more sin than they would have committed before they had that knowledge.13 The Role of the Law of Moses in the Lives of Gentile Believers in Yeshua The primary text that addresses the role of the Law of Moses in the lives of Gentile believers is the Epistle to the Galatians.14 The Epistle of Paul to the Galatians Galatians was written to Gentile believers in Yeshua. While it clearly states that one is not saved by any works of the Law of Moses,15 it also deals with the role of the Law of Moses in the life of believers after having been saved by faith in Yeshua. For example, in Galatians 3:3 Paul says the Galatians were foolish to think that they, after being saved, could become
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Leviticus 19:1, 2, 37; 1 Peter 1:15–16; Romans 7:12. Romans 7:1–25. 6 Romans 8:1–4; Galatians 3:24–25. 7 Matthew 5:17. 8 Leviticus 11:44–45; Deuteronomy 7:6; 14:1–2. 9 Ephesians 2:13–15. 10 Leviticus 18:26–30; 20:7–8; 23–26. 11 Romans 3:20, 28; Galatians 2:16; 3:11–21. 12 Romans 3:19; 7:7–8; Galatians 3:19. 13 Romans 4:15; Romans 5:20; 1 Corinthians 15:56. 14 In addition, this subject is addressed in passages found in Acts, Romans, 2 Corinthians, and Ephesians. 15 Galatians 2:16; 3:2, 3, 12. 5
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perfected or improved, sanctified or completed by keeping the Law of Moses.16 On the contrary, Paul tells them that Messiah was not being formed in them while they were seeking to keep the Law of Moses.17 In this letter, Paul clearly states that Gentile believers are not under the jurisdiction of the Law of Moses. For example, Galatians 3:23–26 states that men were kept in custody under the Law of Moses just as a child was under the custody of a child conductor until reaching maturity. Now that faith has come, one is not under the child conductor’s jurisdiction. This passage specifically states that the jurisdiction of the Law of Moses was never intended to be permanent. It was to operate only until the faith that one now has in Yeshua came. Verse 19 makes the same point. Similarly, in Galatians 4:1–9, Paul states that the authority of the law over a person is like that of guardians and stewards over minors. A child is under the authority of guardians and stewards until the date of his or her freedom, which is set by his or her father. Once an heir is no longer a minor, he is set free. Similarly, those who know Yeshua are no longer under the jurisdiction of the law. Verse 10 then mentions aspects of the Law of Moses the Galatians believed they were obligated to observe. Paul downplays these both as a means to salvation and as a rule of life for believers. The aspects mentioned are “days, and months, and seasons, and years.” The “days” include Shabbat. The “months” appear to be the New Moon Festivals. The “seasons” appear to be the appointed seasons of Leviticus 23. The “years” appear to be the Sabbatical Year and the Year of Jubilee. The implication of this passage is obvious—these ceremonial aspects of the Law of Moses are not obligatory for Gentile believers. Galatians 5 reiterates these points. Galatians 5:1 calls the law “a yoke of slavery” to which we are never again to be subject.18 In verses 2–6, Paul tells the Galatians that if Gentiles are circumcised, the Messiah is of no benefit to them. In addition, if they take the position that this aspect of the Law of Moses must be kept, they are obligated to keep the entire Law of Moses. Paul says neither circumcision nor uncircumcision mean anything in Messiah Yeshua. In verses 7–8, Paul tells the Galatians that going back under the authority of the law hinders one from obeying the truth and that the notion that one should be under the law’s jurisdiction in one’s daily life does not come from God. In verse 12, Paul says he wishes those who were encouraging the Galatians to observe the Law of Moses, particularly the ceremonial aspects of it,19 would mutilate themselves. This is as strong a condemnation of these instructors as seems possible. Finally, in Galatians 5:14, Paul states that the entire Law of Moses is fulfilled by loving one’s neighbor as one’s self. The message of the Epistle to the Galatians is clear: Gentile believers are not under the jurisdiction of the Law of Moses.20 16
See also Colossians 2:6. Here Paul tells the Colossians that they are to walk in Messiah in the same manner they received Him. This was clearly by faith apart from any works of the Law of Moses. 17 Galatians 4:9–11, 19. 18 See Galatians 4:1–9 for similar terminology referring to the Law of Moses. 19 See Galatians 4:10–11. 20 Other Scriptures support the conclusion that Gentile believers are not subject to the jurisdiction of the Law of Moses, including Acts 15:1–29; 21:25; Romans 7:1–6; 2 Corinthians 3:1–14; and Ephesians 2:13–16.
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The Role of the Law of Moses in the Lives of Jewish Believers in Yeshua The primary text that addresses this issue is the Epistle to the Hebrews.21 The Epistle to the Hebrews The Epistle to the Hebrews, as its name suggests, was written to Messianic Jews. It deals at length with the issue of the role of the Law of Moses in the lives of Jewish believers. A good portion of the Epistle to the Hebrews deals with the heart and soul of the law—the Levitical Priesthood and the sacrificial system. It refers to Leviticus 17:11 regarding the need for blood sacrifices. The sacrifices and priesthood were central to the Law of Moses. Without the sacrifices and priesthood, the Law of Moses would not have existed. Without the priests and sacrifices, many of the 613 commandments (mitzvot) under the Law of Moses go away. So in discussing the priesthood and the sacrifices, the writer of Hebrews cuts to the chase—he addresses the heart of the system itself. Yeshua, A High Priest Forever According to the Order of Melchizedek This issue is discussed at length in Hebrews 5:1–11 and in Hebrews 6:20–7:28. Hebrews 5:6, 10; 6:20; and 7:11, 15, 17, 21 specifically state that Yeshua is a priest forever after the Order of Melchizedek. In this discussion, the writer refers to Psalm 110:4. Even though David wrote when the Levitical Priesthood was in existence, God promised there would be another kind of priest. This new priest would be forever—unlike the Levitical Priesthood. Hebrews 6:20 states that Yeshua has become a high priest forever after the Order of Melchizedek.22 Hebrews 7:1–10 continues by stating that Melchizedek was greater than Abraham or the Levites. Hebrews 7:11 makes the following argument: If the Levitical Priesthood made us perfect, there would have been no need for another priest after the Order of Melchizedek. If the Levitical Priesthood brought perfection, the Messiah would have been a priest according to the Order of Aaron. The Levitical Priesthood did not bring perfection or completion. Therefore, a different kind of priest was needed. Hebrews 7:12 states that, indeed, the priesthood was changed, and in changing the priesthood from the Levites to Yeshua, it was necessary to change the law. The Levitical Priesthood is needed to fulfill the commandments contained in the Law of Moses. If the Levitical Priesthood no longer applies, the law must have changed.
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In addition, this subject is addressed in passages in Jeremiah, Hosea, Acts, Romans, 1 Corinthians, Galatians, and James. 22 Genesis 14:17–20; Psalm 110:4.
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Hebrews 7:13–14 again tells us that the Levitical Priesthood and the Law of Moses changed.23 Here the writer states that, under the Law of Moses, all the priests had to be from the tribe of Levi.24 Yet, Yeshua is from the tribe of Judah. From this it appears that if the Law of Moses were operative, Yeshua could not be the High Priest. Because Yeshua is High Priest, the Law of Moses must have been changed. The Levitical Priesthood was superceded by Yeshua, a priest after an entirely different order. Verses 15–22 makes this even more clear. In verses 15–16, it states that Yeshua is a priest after the Order of Melchizedek, not on the basis of the law or its physical requirements. If the Law of Moses was in operation as a rule of life for Jewish believers, this statement simply could not have been made. In other words, if the Law of Moses were still operative for believers, Yeshua could not be one’s High Priest. (Under the Law of Moses, the legitimacy of all priests was based entirely on the Law of Moses and its physical requirements.) Verses 18–19 plainly state that the law was set aside because it could not perfect man. Instead, a better hope has been given through Yeshua’s priesthood. Hebrews 7:15–22 states that the promise of Yeshua’s priesthood was made by an oath that God swore would exist forever. The Levitical priests did not become priests on the basis of any such oath from God. God never swore that the Levitical Priesthood would last forever. The implication is clear. The Law of Moses has been superceded in the lives of Jewish believers by the New Covenant.25 The New Covenant Hebrews 7:22 states that Jewish believers now have a better covenant than the covenant made at Mount Sinai. Hebrews 8:6 says that this is a better covenant that has been established upon the basis of better promises. Hebrews 8:8 quotes Jeremiah 31:31 in that this better covenant is called a “new covenant.” While some assert that this covenant is not really a “new” covenant but is a “renewed” Mosaic covenant,26 this notion is clearly false for the following reasons: 1. The Hebrew word used in Jeremiah 31:31 is “new” (chadasha),27 not “renewed” (mechudeshet).28 Dr. David Denyer, a retired professor of the Old Testament at the Alliance Theological Seminary, did a study on the word “chadasha” or “hadashah,” used in Jeremiah 31:31. The following is Dr. Denyer’s conclusion:
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See also Jeremiah 31:31–32. Exodus 28:1, 3–4; 41; 30:30; 31:10; 40:12–15; Leviticus 21:1; Numbers 3:5–10; 25:11–13. 25 Other Scriptures that support the conclusion that Jewish believers are not subject to the jurisdiction to the Law of Moses are Mark 7:19; John 4:19–24; Acts 20:1–6; Romans 7:1–6; 17; 1 Corinthians 9:20, 21; Philippians 3:1–11; James 2:10–12. See also the discussion concerning the nature of the New Covenant herein. 26 This interpretation is used to support the position that believers are obligated to keep the ceremonial requirement of the Law of Moses. 27 “Chadasha” is sometimes transliterated as “chadashah” or “hadashah.” 28 Elie Nessim, The Messianic Times, May, 2003, page 10.7. 24
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The focus was on comments on Jeremiah 31:31, especially what was said about the “new covenant.” The Hebrew word is hadashah, which means “new.” The question is “Does it also mean ‘renew’?” As a result of looking at three Hebrew lexicons (Brown, Driver and Briggs; The Theological Dictionary of the Old Testament; and Dictionnaire d’Hebrueu et d’Arameen Bibliques), none of them suggests anything but “new.” On the other hand, the last of those lexicons mentioned does say that if the word is used as a verb—and specifically as a piel perfect—it does mean “renew.” This is illustrated in three places: 1 Samuel 11:14; Psalm 51:10 (Hebrews 51:12); and Isaiah 61:l. In the Jeremiah 31:31 passage the Hebrew word is an adjective, not a verb. Therefore, it means “NEW” covenant. In the Theological Wordbook of the Old Testament, “renew” is cited but not in connection with Jeremiah 31:31. The same is true in the New International Dictionary of Old Testament Theology and Exegesis (Volume 2, pp. 30–35). I also checked several commentaries on Jeremiah. NONE OF THEM (that are evangelical and scholarly) GIVES THE IDEA OF “RENEW.” —Dr. David Denyer, March 14, 2001. 2. The Greek word used in Hebrews 8:8 is “new” (kainos), meaning qualitatively new, or of a different nature. This word is used to describe the new commandment Yeshua gave to His disciples,29 the new creations that believers have become in Messiah,30 the one new man Jews and Gentiles have become through faith in Yeshua,31 the new heaven and new earth,32 the New Jerusalem,33 and the new tomb Joseph of Arimathea hewed out of a rock.34 In all these uses, the New Testament is consistent. Kainos uniformly means qualitatively new—not renewed. This word is repeatedly used to describe the covenant Yeshua established for believers in Him.35 Therefore, the New Covenant is qualitatively new. 3. The New Covenant is consistently distinguished from the Mosaic Covenant. For example, both Jeremiah 31:32 and Hebrews 8:9 say that the New Covenant would not be like the covenant God made with Israel when He took them out of Egypt (i.e., the Mosaic Covenant made at Mount Sinai). Therefore, the Mosaic Covenant cannot be a renewed Mosaic Covenant. Numerous other passages distinguish these two covenants.36 Thus, they are completely different covenants. This makes the New Covenant qualitatively new. It is not a renewed Mosaic covenant.
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John 13:34. 2 Corinthians 5:17; Galatians 6:15. 31 Ephesians 2:15. 32 2 Peter 3:13; Revelation 21:1. 33 Revelation 3:12; 21:2. 34 Matthew 27:60. Obviously, this was a brand new tomb—not a “renewed” older tomb. 35 See Luke 22:20; 1 Corinthians11:25; 2 Corinthians 3:6; Hebrews 8:8, 13; 9:15. 36 See, for example, Romans 7:1–6; 8:2–4; Galatians 4:24–26; 4:24–31; Hebrews 7:22; 8:6–7, 13; 9:15. 30
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Hebrews 8:7–13 makes some important statements concerning this New Covenant. Verse 7 begins by stating that if the Mosaic Covenant had been perfect and complete, a second covenant would not have been needed. Verse 8 first indicates that the New Covenant was needed, since the people did not keep the Mosaic Covenant. Verses 8–12 then directly quote Jeremiah 31:31–34. These passages indicate several things about the New Covenant: 1. The New Covenant was made with the House of Israel and House of Judah. It was made with the Jewish people, not Gentiles. 2. The New Covenant is not according to the covenant made with Jewish people at Mount Sinai under Moses. 3. The New Covenant is unilateral and unconditional. God alone made the New Covenant, and its fulfillment is not dependent upon anything the Jewish people would do. Under the New Covenant, God alone gives the Jewish people the hearts necessary to follow Him. The Mosaic Covenant was bilateral and conditional. It depended upon Israel keeping its promise to obey God.37 If they kept the commandments contained in that covenant, they would be blessed. If they did not, they would suffer the curses stated in the law. 38 4. Under the New Covenant, God puts His laws in the minds and writes them on the hearts of Jewish people. Under the Mosaic Covenant, God’s standards were written only on stone and parchment—not in the hearts of His people. Because the people could not meet God’s standards by their own efforts, God offers to make His standards a part of the person, by the Spirit He puts within him.39 5. Under the New Covenant, God’s presence would be available to all people, from the least to the greatest. Before the New Covenant was made, the Holy Spirit (Ruach HaKodesh) came only upon selected people for selected purposes. Now the least to the greatest can know God like never before. The Spirit does not only come upon him—He also abides in him; and 6. Under the New Covenant, God will not remember one’s sin anymore. All the guilt was done away with forever. Now once and for all, sins are done away with, and believers are clean before God, if His provision of Yeshua is accepted. Because one is clean before God, there is no longer a veil in the Tabernacle separating him from God. The veil has been torn apart forever. A believer can now come directly and boldly to the Throne of Grace without any shame whatsoever, and God will hear him.40
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Exodus 24:3–8. Exodus 15:26; 19:3–8; Leviticus 26 (entire chapter); Deuteronomy 28 (entire chapter). 39 The promise that God would one day give the Jewish people a different heart was also stated in other prophetic passages, such as in Jeremiah 32:38–40 and in Ezekiel 36:25–27. 40 See Hebrews 9:9; 10:19–22. 38
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The writer of Hebrews concluded this passage in Hebrews 8:13 by stating that when God, in Jeremiah 31:31, said He was making a New Covenant with the Jewish people, He made the first one old or obsolete and ready to disappear or vanish away. The Greek word translated “old” or “obsolete” (gerasko) means “senile.” The Greek word translated “vanish away” or “disappear” (aphanismos) comes from a word meaning “to render unapparent,” implying “as if it does not appear.” Again, the writer of Hebrews is telling Jewish believers in Yeshua that their lives are to be governed not by the Law of Moses but by the New Covenant, which was established upon better promises. In Chapters 9 and 10, more details are given concerning the New Covenant (B’rit Chadasha)—what it does that the Mosaic Covenant could not do. Hebrews 9:1–7 describes the Tabernacle—the central place of sacrifice and worship under the Mosaic Covenant. In it was the Holy Place, and a thick veil separated the Holy Place from the Most Holy Place,41 where God’s presence dwelled. Verse 7 says the only one who could enter the Most Holy Place—God’s presence—was the high priest. He could do it only once a year, which was on Yom Kippur (The Day of Atonement).42 Hebrews 9:10–12 states something very important. The sacrifices related to only ceremonial regulations of food and washings. We are told that these regulations were not intended to be imposed permanently. Instead, they were imposed only until the time of reformation. Verses 11–12 make it clear the perfect sacrifice has now come. Now that eternal redemption has come, the ceremonial regulations are no longer imposed on Jewish believers in the Messiah. Verse 26 makes it even clearer that the time of reformation has come when it states: “…now he has appeared once for all at the end of the ages to do away with sin by the sacrifice of himself.” The ordinances were to be in operation only until the reformation when the way to the Most Holy Place was manifest. Here it is told that by Messiah Yeshua’s death the way is now manifest. Again, it states that the ordinances of the Mosaic Covenant are no longer required of Jewish believers who now operate under a better covenant established upon better promises. Hebrews 10 continues to speak of the need for Yeshua to come to offer the ultimate sacrifice. The sacrifices of animals could never accomplish what God wanted to accomplish for man. Verse 9 states that God has taken away the first in order to establish the second. The sacrifices under the Mosaic Covenant have been removed or declared inoperative. Instead, God has established the sacrifice of Yeshua under the B’rit Chadasha.
41 42
Some refer to the Most Holy Place as “the Holy of Holies.” Leviticus 16:2–3, 12–17, 29–30.
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Shabbat (The Sabbath) The Law of Moses includes the Shabbat (or Sabbath).43 Therefore, the discussion herein of the Law of Moses has included the Shabbat. The Sabbath has been specifically mentioned with respect to our discussion of Galatians 4:1–9. Here, a few additional items concerning the Shabbat are addressed. It is sometimes argued that because God rested on the seventh day (Genesis 2:2–3), the Sabbath is not merely part of the Law of Moses but is also a creation ordinance. Therefore, it is argued that, because the Shabbat is a creation ordinance, it applies to all people, both Jews and Gentiles, for all time. However, this position is faulty for two reasons. First, creation ordinances are not necessarily obligatory for all people. For example, marriage is also a creation ordinance (Genesis 2:23–25). Yet marriage is not mandatory for believers, as celibacy is a coequal, or even a superior, option.44 Second and more importantly, the Shabbat is not a creation ordinance. The term “Shabbat” is not mentioned until Exodus 16:23. While Genesis 2:2–3 states that God rested on the seventh day from His work of Creation, it does not say that man either observed, or was required to observe, anything on that day. In fact, from Adam until Moses there is no mention of anything man is required to do with respect to the seventh day. It is not mentioned in the Edenic Covenant,45 the Adamic Covenant,46 the Noahic Covenant,47 nor is it mentioned in the Abrahamic Covenant. It is not mentioned in the ancient Book of Job, even though this book mentions creation and many other details of man’s obligations to God. There is also no record of its practice during the 2,500 years from Adam until Moses. The obligations of the Shabbat clearly began with Moses. The primary commandment for the Shabbat was to rest. Certain activities were prohibited on Shabbat. These include traveling, plowing or reaping, kindling fire, and gathering wood.48 The penalty for violating the Shabbat was death.49 Because kindling a fire and traveling is forbidden on Shabbat, if it was required of believers, one would not be able to travel to a Shabbat service beyond a short walk. However, believers in Yeshua are not subject to the jurisdiction of the Shabbat, any more than they are subject to other portions of the Law of Moses. The New Testament addresses this specifically in three passages: Colossians 2:16– 17, Romans 14:4–6, and Galatians 4:10.
43
See Exodus 20:8–11; 23:12; 31:12–17; 34:21; 35:1–3; Leviticus 19:3, 30; 23:3, 11, 15–16; Leviticus 24:5–9; 26:2; Numbers 15:32–36; 28:9–10; Deuteronomy 5:12–15. 44 Matthew 19:10–12; 1 Corinthians 7:1–7. 45 The Edenic Covenant is the covenant God made with Adam in the Garden of Eden. 46 The Adamic Covenant is the covenant God made with Adam after his expulsion from the Garden of Eden. 47 The Noahic Covenant is the covenant God made with Noah after the flood. 48 Exodus 16:29; 34:21; 35:3; Numbers 15:32. 49 Exodus 35:2; Numbers 15:32–36.
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Colossians 2:16–17 This passage immediately follows Paul’s statement that the ordinances that were against us have been blotted out by the death of the Messiah. He then says in Colossians 2:16–17: “Therefore do not let anyone judge you by what you eat or drink, or with regard to a religious festival, a New Moon celebration or a Sabbath day. These are a shadow of the things that were to come; the reality, however, is found in Christ.” The word “therefore” connects Colossians 2:16–17 with the preceding verses. This indicates that, because the ordinances that were against us have been blotted out by the death of the Messiah, a believer in Yeshua is not obligated to keep a number of requirements. All the requirements mentioned in Colossians 2:16–17 are ceremonial aspects of the Law of Moses. These include the dietary laws; feast days, such as the seasonal feasts of Leviticus 23; the New Moons; and Shabbat. These were only a shadow of the reality that is experienced in Messiah. Because they were only a shadow, and because the substance has come, the shadow is no longer obligatory. Hebrews 10:1 makes the same point with respect to the sacrificial system. While some have asserted that the Colossians were keeping the law and that Paul was saying that they should continue keeping the law, this view reads things into Scripture that simply are not there. The context of this passage is that of not having to keep ordinances that had been against man. The ordinances specifically mentioned are ceremonial aspects of the Law of Moses. These ordinances, and the entire Law of Moses, demonstrated that all were guilty before God. Romans 14:4–650 This passage also deals with the idea that one is not to judge another with respect to ceremonial practices. The specific area mentioned in this passage is in the area of “days.” While the term “days” is not limited to Shabbat, it certainly includes it. According to this passage, one believer is free to esteem one day, such as Shabbat, above another. Another believer is free to view each day alike. Both options are deemed to be equally valid, and one can be honoring the Lord under either option. This implies that believers who do not observe Shabbat are not to esteem those who do as legalists. Those who observe Shabbat are not to think less of those who do not. This passage makes it clear that it is no longer mandatory to keep Shabbat.
50
Romans 14 also seems to indicate that the dietary laws included in the Law of Moses are no longer obligatory. In verses 1–3, Paul tells believers not to judge each other based on whether one eats meat or is a vegetarian. In verse 14 he says that the Lord Yeshua, the Messiah Himself, has convinced Paul that nothing is unclean of itself. This is the same terminology used with respect to dietary laws.
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Galatians 4:10 This passage was considered in the above discussion of Paul’s Epistle to the Galatians. As noted herein, Verse 10 mentions aspects of the Law of Moses that the Galatians believed they were obligated to observe. Paul plays these down both as a means to salvation and as a rule of life for believers. The aspects mentioned include “days,” which include Shabbat. The implication of this passage is obvious—these ceremonial aspects of the Law of Moses, including Shabbat, are not obligatory for believers. It is, therefore, not surprising that, while most of the Ten Commandments are included in the New Covenant,51 the commandment to keep Shabbat is not restated in the New Testament. Does Keeping the Law of Moses Sanctify the Believer? It is sometimes asserted that, while one cannot obtain justification by keeping the Law of Moses, keeping its ceremonial requirements has a role in sanctifying the believer. Paul’s letter to the Galatians deals extensively with this issue. That letter was written to believers in Yeshua—those who were already saved through faith in Him.52 Throughout this letter, Paul warns these believers of the danger of believing that they will be sanctified through keeping ceremonial works of the Law of Moses. He tells them it is foolish to believe that keeping the works of the law can sanctify anyone.53 Once saved, the believer is to live by faith—not by works.54 Thus, the lifestyle of the believer is to be one characterized by a walk of faith, not by reliance on works for either justification or for sanctification. Paul warns the Galatian believers of the dangers of embracing the belief that they can be sanctified or perfected by keeping the Law of Moses. He states that for those who embrace this belief, Messiah is of no benefit to them, they are severed from Messiah, and they are fallen from grace.55 Scripture is clear. One is sanctified by the working of the Holy Spirit (Ruach HaKodesh)56 and not by keeping the ceremonial requirements contained in the Law of Moses. Reliance on keeping the Law of Moses for sanctification has disastrous consequences for the believer in that it severely damages his or her walk with God.
51
See, for example, Mark 10:19; Romans 13:9. Galatians 1:11; 3:2–5, 13–15, 26–27; 4:6–7, 12, 28–31; 5:1, 7, 11, 13; 6:1, 18. 53 Galatians 3:1–5. 54 Galatians 3:11–14. 55 Galatians 5:2–4. See also Galatians 1:6; 4:8–11. 56 Romans 8:2, 11–14; 2 Corinthians 3:18; Galatians 5:17, 22–25; Ephesians 4:30; 1 Thessalonians 4:3–8; 2 Thessalonians 2:13; 1 Peter 1:2. 52
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The Liberty of Jewish and Gentile Believers in Yeshua Both Jewish and Gentile believers in Yeshua are subject to the provisions of the New Covenant, which is based on better promises than the Law of Moses. This new law is called “the Law of Christ” or “Christ’s Law,”57 “the Law of the Spirit of life,”58 and “the law that gives freedom.”59 Pursuant to the principles enumerated in Romans 14, believers have complete liberty regarding practices of observance in their private lives, as long as these practices do not violate the B’rit Chadasha (New Covenant). Believers are to use that liberty in a manner that will build up other believers in Yeshua and best communicate the good news of eternal life in Yeshua to unbelievers.
57
Galatians 6:2; 1 Corinthians 9:21. Romans 8:2. 59 James 1:25; James 2:12. 58
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