MINISTRY PARTNERSHIP TEAM MANUAL
04-2016RIVERS OF LIFE PRESBYTERYA COVENANT ORDER OF EVANGELICAL PRESBYTERIANS MINISTRY PARTNERSHIP TEAM MANUAL Draft Document Received from the Presbytery of Florida.Table of Contents TOC \h \z \t "Heading 1,1,Heading 2,2,Heading 3,3" Overview PAGEREF _Toc433970869 \h 1Authorization PAGEREF _Toc433970870 \h 1Responsibilities PAGEREF _Toc433970871 \h 1Church liaisons PAGEREF _Toc433970872 \h 1Assimilating Congregations PAGEREF _Toc433970873 \h 1Introduction PAGEREF _Toc433970874 \h 2Theology questions PAGEREF _Toc433970875 \h 2Ministry questions PAGEREF _Toc433970876 \h 2Conclusion PAGEREF _Toc433970877 \h 3Interview guide: Pastors PAGEREF _Toc433970878 \h 3Interview guide: Retired ministers PAGEREF _Toc433970879 \h 3Compensation PAGEREF _Toc433970880 \h 3Minimum terms of call: Full-time service PAGEREF _Toc433970881 \h 3Sample contract call form PAGEREF _Toc433970882 \h 5Other types of calls PAGEREF _Toc433970883 \h 7Laboring outside the bounds PAGEREF _Toc433970884 \h 7Laboring within the bounds PAGEREF _Toc433970885 \h 7Lay pastors PAGEREF _Toc433970886 \h 7Moderators of vacant churches PAGEREF _Toc433970887 \h 8Annual Evaluation of Pastors’ Compensation PAGEREF _Toc433970888 \h 8Becoming a Chartered Congregation PAGEREF _Toc433970889 \h 8Small congregations PAGEREF _Toc433970890 \h 9Covenanted communities PAGEREF _Toc433970891 \h 10Ministries PAGEREF _Toc433970892 \h 10Approved ministries PAGEREF _Toc433970893 \h 10Validated ministries PAGEREF _Toc433970894 \h 10Dissolution of Pastoral Relationships PAGEREF _Toc433970895 \h 11Introduction PAGEREF _Toc433970896 \h 11Principles PAGEREF _Toc433970897 \h 11Voluntary dissolution PAGEREF _Toc433970898 \h 12Involuntary dissolution PAGEREF _Toc433970899 \h 12Mutual decision for dissolution PAGEREF _Toc433970900 \h 13Preparation for departure PAGEREF _Toc433970901 \h 13Pastor PAGEREF _Toc433970902 \h 13COM representatives PAGEREF _Toc433970903 \h 13Session PAGEREF _Toc433970904 \h 14Termination compensation PAGEREF _Toc433970905 \h 15Other arrangements PAGEREF _Toc433970906 \h 17Termination agreement PAGEREF _Toc433970907 \h 17Completing the dissolution PAGEREF _Toc433970908 \h 18Statement of ethics for departing pastors PAGEREF _Toc433970909 \h 19Transitional Pastors PAGEREF _Toc433970910 \h 19Calling a New Pastor PAGEREF _Toc433970911 \h 20Electing a pastor nominating committee (PNC) PAGEREF _Toc433970912 \h 20Church information form PAGEREF _Toc433970913 \h 20Pastor search process PAGEREF _Toc433970914 \h 20How to read and evaluate a PIF PAGEREF _Toc433970915 \h 21Interview and Selection Process PAGEREF _Toc433970916 \h 21Leave Policy PAGEREF _Toc433970917 \h 23Family and medical leave PAGEREF _Toc433970918 \h 23Disability PAGEREF _Toc433970919 \h 24Sabbatical PAGEREF _Toc433970920 \h 24Criminal Background Check Policy PAGEREF _Toc433970921 \h 25Policy on Sexual Misconduct for All Offices, EmployeeS PAGEREF _Toc433970922 \h 26Introduction PAGEREF _Toc433970923 \h 26Part I. Purpose, definition, and policy PAGEREF _Toc433970924 \h 26Part II. Responsibilities and roles of the presbytery PAGEREF _Toc433970925 \h 28PART III. Response to allegations of sexual misconduct by ministers PAGEREF _Toc433970926 \h 30Exhibit 1 PAGEREF _Toc433970927 \h 32Glossary PAGEREF _Toc433970928 \h 32Exhibit 2 PAGEREF _Toc433970929 \h 33Sample sexual misconduct prevention policy document PAGEREF _Toc433970930 \h 33Appendix A PAGEREF _Toc433970931 \h IReceipt of documents certification PAGEREF _Toc433970932 \h IAppendix B PAGEREF _Toc433970933 \h IISexual Misconduct Self-Certification PAGEREF _Toc433970934 \h IIAppendix C: Worship Services PAGEREF _Toc433970935 \h IIA service for commissioning lay pastors PAGEREF _Toc433970936 \h IIRecognition of honorable retirement PAGEREF _Toc433970937 \h IIIAppendix D: Annual Review of Pastors’ Compensation PAGEREF _Toc433970938 \h IVAppendix E: Sample Contract and Call Form PAGEREF _Toc433970939 \h VISample contract PAGEREF _Toc433970940 \h VISample terms of call PAGEREF _Toc433970941 \h VIIOverviewAuthorizationEach presbytery shall elect a Committee on Ministry (COM or “the committee”) which shall have broad responsibility for the pastoral relationships of the presbytery. The committee shall have at least eight members, all elected by the presbytery, with membership being made up of an equal number of elders and pastors. Ordinarily no more than two members may be from the same congregation. The COM shall be available to any session or pastor of the presbytery. The presbytery shall, by its own rule, delegate and determine the authority and functions of the COM. Included in this authority that may be delegated to the COM is the ability to approve ordination of candidates, transfer of pastors to and from its jurisdiction, and approve commissions for installation and ordination. (Summary from Polity, Section 3.0105)The name Committee on Ministry has been replaced by "Ministry Partnership Team" or "MPT."ResponsibilitiesVisit and consult with each minister of the presbytery and report to the COM.Make recommendations regarding calls for the services of its ministers.Visit and counsel with pastor nominating committees (PNCs).Guide PNCs in the processes required to call pastoral staff for both permanent and temporary positions.Ensure equal employment opportunities for ministers.Approve pastoral calls and conduct minister examinations, dissolve pastoral relationships, grant permission to labor within/outside the bounds of the presbytery, and dismiss ministers to other presbyteries.Approve candidate ordinations.Interview pastors and sessions of congregations applying for transfer to ECO, and notify the presbytery moderator of the committee’s recommendation.Promote peace and harmony within and among churches.Help pastors and sessions meet ECO polity accountability guidelines, such as missional affinity and pastoral covenant groups.Church liaisonsOngoing and frequent contact and counsel with each church in the presbytery is critical to COM’s function, and an essential part of our “connectedness” as a denomination. To maintain this connection, some MPT members will be appointed as liaisons to one or more churches in the presbytery. In this role, MPT members will:Connect at least annually with the pastors and sessions of their assigned churches.Support both session and pastor nominating committee (PNC) during times of transition in pastoral leadership.Assist churches as they evaluate the needs for new pastoral positions or new ministries.Facilitate communication to resolve conflict.Assimilating CongregationsOne of MPT’s responsibilities is to make sure that those congregations and pastors applying for transfer to ECO are a good fit for the mission and vision of ECO and the presbytery.The process for receiving a congregation is as follows:The moderator or stated clerk of presbytery sends the completed session/congregational application for membership to MPT. The MPT arranges an interview with the session or congregational leadership, which may occur either by conference call or in person. Pastors are interviewed by MPT separately. After the interview, MPT members who conducted the interview notify the MPT chair that the interview has been completed and provide a written report of the interview along with a recommendation regarding their acceptance. The MPT chair then conducts a vote of the presented congregation.Once the MPT has approved the congregation for acceptance the Moderator of presbytery is notified and sends a letter to the Session detailing COM’s recommendation. The national office and the Stated Clerk of the presbytery are copied on this notification. When the way be clear the church will be received after release from their presbytery of domicile or other ecclesiastical body.Church Interview Guide: IntroductionOpen with prayer.Introduce ECO representatives and interviewers.Have session members introduce themselves. Ask how long each elder has been with the congregation, specific areas of ministry, etc. Explain why we do these interviews; assure the session that they are designed to build a relationship between both parties.Theology questionsCan you provide an overview of the congregation’s history/journey? Why do you feel called to join ECO? Has each member of session read ECO’s essential tenets and polity documents? Do you all agree with the essential tenets and polity?Do you have any questions or concerns about either document?What is the understanding within your session (and the church at large) of the authority of scripture? What role does the Bible play in the life of your congregation? What is your understanding of the person and work of Jesus Christ? Is He the only way to salvation?In the essential tenets commentary on the Ten Commandments, there is a call to “honor the image of God in every human being from conception to natural death.” What is your church’s understanding of the sanctity of human life? The commentary on the Ten Commandments also includes a call to “maintain chastity in thought and deed, being faithful within the covenant of marriage between a man and a woman as established by God at the creation, or embracing a celibate life as established by Jesus in the new covenant.” What is your understanding of human sexuality and Christian marriage?Ministry questionsThe ECO polity manual says the church is to prepare “disciples to be the sent people of God in the world” (1.0101). Define the difference between the words “mission” and “missional.”Has the congregation ever planted a new church or worshipping community? Is it interested in doing so?Covenantal accountability is a key distinctive of ECO life for both individuals and congregations. Describe how a life of accountability either is or may be carried out in your congregation. What types of congregations do you see yourselves partnering with in a mission affinity group? What can the ECO do for you? What talents and abilities would you bring to the ECO?ConclusionCOM representatives list and explain the next steps in the process of seeking membership in the presbytery.Ask for final thoughts or any questions the church representatives may have.Conclude with asking each member of the session to affirm ECO’s essential tenets. Interview guide: PastorsThe COM will provide to Pastor Nominating Committees that are actively in the search process a guide for interviewing pastor candidates.Interview guide: Retired ministersThe retired pastor submits an ECO application to COM. The moderator, stated clerk, or COM chair will conduct a reference check with the pastor’s current presbytery/ecclesiastical body of authority and report results to the COM. The COM will interview the pastor and forward its recommendation to the presbytery.With COM and the presbytery’s approval, the pastor will be received and introduced to members of the pensation Minimum terms of call: Full-time serviceThe terms below are required minimums for all calls. COM will not approve calls that are below these minimums.Table SEQ Table \* ARABIC 1: Presbytery minimum terms of call for 2015LineItemAmountLine 1Annual cash salary (regular payroll, salary supplements) Minimum cash is $25,000 if manse is providedLine 2Housing allowance (utilities, mortgage payments, real estate taxes) Lines 1+2 must equal a minimum of $40,000$40,000Line 3Deferred income (IRS 403(b) retirement savings plan) No minimumLine 4Miscellaneous: Term life, accidental death, long- and short-term disability Minimum is term life - See current published rate at: Line 5Fair rental value of manse if manse is provided Must be at least 30% of lines 1–4 Line 6Total effective salary (lines 1–5) Line 7Retirement to be contributed to ECO-approved 403b (required)Minimum is 10% of line 6$4,000Line 8Continuing education [1] (study leave & book allowance) vouchered Minimum is $1,500$1,500Line 9Auto/ travel/professional /business expenses — vouchered at current IRS mileage reimbursement rate Minimum is $4,000$4,000Line 10Social Security (7.65 % of line 6) Minimum is $3,060$3,060Line 11Medical insurance [2] – employee only See current published rate at: $6,744Line 12Total minimum cost to church (lines 6, 7 – 11) $59,304Plus line 4 Line 13Study leave Two week minimum; includes 2 SundaysLine 14Vacation Four week minimum 31 days; includes 4 SundaysLine 15Sabbatical leave [3] (3 months after 7 years)[1]Two weeks per year cumulative for 3 years to maximum of 6 weeks (includes 2 Sundays)[2]The church will contribute at least 100% of the employee-only coverage for non-ordained staff, 100% of family coverage for ordained staff, and offer the dental plan on a contributory or voluntary basis. Most calls will include dependent coverage as part of our commitment to healthy families and call neutrality. [3] After serving 7 years in the full-time pastoral call, the congregation should provide a sabbatical leave to the pastor. The sabbatical period should ordinarily be 3 months.Sample contract call formAll financial agreements in addition to those listed below must be attached to this form and approved by the minister, congregation, and COM. See Table 1 for applicable minimums. Both forms are available for printing in Appendix E. [Church name]_______________________________________________________________________Located in [city, state]__________________________________ on [date of call] ______________Recommends that these terms be ? approved for ? changed for [Person]____________________________________________________, beginning [start date] _______________For the position of:? Pastor ? Co-pastor ? Associate pastor ? Transitional pastor ? Assistant pastor ? Commissioned lay pastor ? Other______________________________________________________________? Full time (50 hours/week) ? Part time: __________ % of full-time / ___________ hours/week. ? The church will pay all moving expenses? The church will pay [fixed amount] $_____________________________for moving expenses? The church will not pay moving expensesTable SEQ Table \* ARABIC 2: Terms of callLineItemAmountLine 1Annual cash salary (regular payroll, salary supplements) Line 2Housing allowance (utilities, mortgage payments, real estate taxes) Line 3Deferred income (IRS 403(b) retirement savings plan) Line 4Miscellaneous: Term life, accidental death, long- and short-term disability Line 5Fair rental value of manse (must be at least 30% of lines 1–4) Line 6Total effective salary (lines 1–5) Line 7Retirement to be contributed to ECO-approved 403b (required) Line 8Continuing education: study leave & book allowance (vouchered)Line 9Auto/professional /business expenses Vouchered IRS mileage reimbursement rate Line 10Social Security (7.65 % of line 6) Line 11Medical – employee only See current published rate at Line 12Total cost to church (lines 6, 7 – 11) Line 13Study leave 2 week minimum- includes 2 SundaysLine 14Vacation 4 week minimum 31 days - includes 4 SundaysLine 15Sabbatical leave: (3 months after 7 years)Print nameSignature (required of all named partiesCandidate PNC chair Clerk of session COM chairModeratorOther types of callsLaboring outside the boundsIf a pastor member of presbytery wishes to labor outside the bounds of the presbytery (other than individual events), he or she must submit a request to the COM chair before doing so and provide an annual validation of ministry to the COM.Laboring within the boundsIf a pastor of another denomination wishes to serve in a church or ministry of this presbytery he or she must do the following:Contact the stated clerk, and/or COM chair to indicate the nature of the call and its termsSubmit a letter of standing with their denomination Lay pastors Section 2.05 of the ECO polity delineates the roles and responsibilities of commissioned lay pastors (CLPs). These are women and men, who, already ordained as a deacons or elders, may serve in a pastoral role.GuidelinesIn addition to section 2.05, the following guidelines help CLPs carry out the mission and ministry of Jesus Christ under ECO’s auspices, subject to its polity:Lay pastors shall serve within the context of a pastor covenant group. One person, preferably ordained clergy, should serve as a mentor. The mentor should be approved by COM.Lay pastors and mentors should schedule meetings, preferably quarterly, and shall make such meetings a priority. These meetings may cover, but not be limited to the following:How are you as a CLP doing spiritually, emotionally, and physically?Do you take time for personal devotions?Do you find your participation in an accountability relationship beneficial?What books and/or other materials are you reading?How has your congregation grown through the efforts of your ministry?What have you learned by serving as a CLP?What challenges could our covenant relationship help solve?How are the finances of the church you serve?Using the ECO annual report as a guide; how is your church doing?As moderator of the session of the church you serve, how would you describe the health of governance and spiritual leadership?Have you found your role in administering the Lord’s Supper and performing the sacrament of baptism a special time in God’s presence?What continuing education would be helpful to you as a CLP?How has your congregation responded to your preaching?Does anyone within your session/congregation critique your sermons and provide feedback?What administrative issues do you find difficult to accomplish?How do you handle conflict within the congregation?Both the CLP and mentor should from time to time expand the scope of their meetings to ensure all areas of ministry are being evaluated.CLPs shall receive an annual performance evaluation by their session, a copy of which shall be reviewed with the mentor.The mentor shall make a brief report to COM annually, identifying strengths and weaknesses, and suggesting ways to improve performance. See Appendix C: Worship Services — A Service for commissioning lay pastors.Moderators of vacant churchesThese shall be appointed at each presbytery meeting, for service from meeting to meeting.Presbytery-appointed moderators of vacant churches (without transitional interim pastors) will be compensated by the church $50 plus mileage per monthly stated meeting with compensation for any additional meetings to be negotiated between the moderator and the session.Annual Evaluation of Pastors’ CompensationEvery year the session (utilizing its Personnel Committee, if applicable) should discuss whether it should make merit and/or cost-of-living increases to its staff and recommend such increases to the congregation for consideration at its Annual Meeting. Thoughts to consider about this matter are found in the Appendix D: Annual Review of Pastors’ Compensation.Each year the clerk of session should inform the chair of the COM of changes in the terms of call for all pastors and associate pastors.Becoming a Chartered CongregationPart of the DNA of being “Presbyterian” is a core belief that we are a confessional and covenantal church: We look to Scripture and the confessions as the authority of and foundation for our lives and the way we work together. These tell us that not only are we in covenant with God, but in covenant with one another — a “connectional church.” The Apostle Paul explains this using the analogy of the human body in I Corinthians 12:12.ECO polity states:The presbytery, as a covenant community, exercises apostolic authority by and for the nurture and benefit of its congregations, that the communities they serve may know the love and invitation of Christ. (3.0101)And further, in relevant part:The presbytery has the authority and pastoral responsibility to:a. Promote the health of the covenant community to the end that its congregations and members may bear fruit for the Kingdom of God.b. charter and receive new congregations into the presbytery. (3.103)Our polity defines a congregation, in part, in the following manner:The church is visible whenever two or more are gathered in Jesus’ name. The congregation is composed of members of the Body of Christ who have covenanted together to engage in the mission of God in their particular context, with Jesus Christ as Head. Each congregation should strive to be a tangible, if provisional, demonstration of the Kingdom of God. (1.0101)A “congregation,” as used in this Form of Government, refers to a formally organized community which is chartered and recognized by a presbytery as provided in this constitution, and which is governed by this constitution pursuant to a membership agreement entered into between such community and the presbytery. In becoming covenant partners (also called members) of the congregation, Christ-followers put themselves under the spiritual leadership of the session and higher councils. (1.0103)A congregation in the ECO can be organized only by the authority of a presbytery and shall function under the provisions of this constitution. When a group of Christ-followers discern that the Holy Spirit is leading them to become a congregation, they shall craft a covenant which reflects their desire to be bound to Christ and one another as a part of the body of Christ according to the Essential Tenets and government of the ECO. After receiving this covenant and its signatures, it shall be the sole discretion of the presbytery to declare them an organized congregation, after which the congregation and the presbytery shall enter into a membership agreement. After receiving the presbytery’s approval of these initial candidates, the congregation shall then proceed to elect its pastor(s), elders, and (if utilized) deacons. The presbytery shall prepare, examine, ordain, and install these newly elected individuals in this new congregation. (1.02)How do we balance “decency and order” with “entrepreneurial expression”? Our polity states, in relevant part:The church exists wherever two or more are gathered in the name of Jesus. Therefore, it is appropriate to celebrate sacraments in these smaller units. These smaller units include, but are not limited to: small groups, missional communities, retreats, leaders of satellite congregations, and house church gatherings. If an officer has been commissioned by the session to lead these groups in mission or ministry and has been appropriately trained, he or she shall be authorized to administer the sacraments in these communities. The pastor and the session shall oversee those who are commissioned to such service within a congregation. This commission shall be for a period of twelve months and may be renewed indefinitely. (2.0502)Small congregationsWhat about smaller units or satellite congregations or house churches that have not yet emerged out of an existing congregation? It seems wise to have smaller units connect themselves as a branch to an existing tree. In other words, it is our policy to have any smaller unit that desires to become a congregation come under the care of the session of an existing congregation. At such point as the leadership of the smaller unit and the session of the existing congregation determine together, under the leadership of the Holy Spirit, that the smaller unit is ready to become a congregation the smaller unit can apply to be chartered by the ECO and the presbytery will respond appropriately, following the guidelines in our polity.What if the smaller unit is not close to an ECO congregation? In such a case, ECO policy encourages the smaller unit to partner with a nearby Fellowship church. In either case, the presbytery’s COM will also assign a pastor from an ECO congregation to the smaller unit and the session of the partner congregation. The smaller unit will, in this way, have an ongoing personal connection to an ECO pastor and to its COM. Covenanted communitiesAs part of ECO’s ethos, our people participate in covenanted communities of faith. Our polity describes this covenant for both the congregation and its leaders. The COM will strive to ensure that each session is in a Missional Affinity Group (MAG) and each pastor is in a Pastor Covenant Group (Polity 2.0402). These groups should meet at least annually. Sessions should review “Narrative on the Health of Mission and Ministry” questions; pastors should meet in person and use the “pastoral rule” or another form of accountability practice. A brief summary of all such meetings should be reported to COM. Ministries Approved ministriesA pastor who is an active member of presbytery is engaged in an approved ministry when they are:In an approved ministry within a church congregationIn an approved ministry in other service to a churchIn a validated ministry beyond the jurisdiction of a churchHonorably retiredAn active presbytery member engaged in categories A or B have satisfied the criteria for an approved ministry. A retired pastor engaged in ministry beyond the jurisdiction of a church does not require validation of that ministry, but requires COM’s approval to participate in it.Validated ministriesValidated ministries (category C) shall meet all of the following criteria:The ministry shall be in demonstrable conformity with the mission of God’s people in the world as set forth in Scripture, the essential tenets, and the mission and vision of ECO.The ministry shall be one that serves others, aids others, and enables others’ ministries. The ministry shall give evidence of theologically informed fidelity to God’s Word. The ministry shall be accountable for its character and conduct to the presbytery and to its organizations, agencies, and institutions. This means the ministry is answerable to the presbytery for its conduct and character through at least annual review and communication with COM. While we acknowledge that the validated ministry is beyond the jurisdiction of the presbytery, we encourage member ministers to establish accountability standards for conduct and character with the employing agency if there are none in place.The ministry shall ordinarily include responsible participation in the deliberations and work of the presbytery and/or in the worship and service of one or more congregations. This means that members in validated ministries must: Participate in at least one presbytery meeting per year Participate in a peer review group Affiliate with an ECO or Fellowship church as an assistant pastor and/or by regular attendance Actively support and participate in the mission and ministry of that churchSubmit an annual report to the COM detailing: Current level of participation in the life of a congregation and the presbyteryAny and all changes in the description of the validated ministryHow the ministry has fulfilled the requirements of a validated ministryOther items as requestedA pastor who wishes to be engaged in a validated ministry must: Notify the COM chair of his/her intention to request approval of a validated ministry. Appear before the COM representatives for examination.Submit a complete description of the ministry including — but not limited to — compensation and a description of how the ministry meets validated ministry criteria defined above.Demonstrate the appropriateness of the ministry being performed by an ordained pastor.Submit a statement that explains his or her intent to participate in presbytery and documents affiliation with a local congregation.At its discretion COM may remove a ministry's validation if the pastor fails to submit an annual report as requested by COM. In these cases, the pastor will begin a probationary period for up to one year; during this time COM representatives shall encourage the pastor to seek ministry validation or seek to serve a congregation as an assistant pastor. After a year of inactivity in ministry the COM should ordinarily recommend that the pastor be removed as a member of presbytery by a vote of presbytery. The presbytery also reserves the right not to renew the validation of any pastor member or minister who is laboring within the bounds of the presbytery.Dissolution of Pastoral RelationshipsIntroductionOrdinarily (and ideally) a pastoral relationship between a pastor and congregation will be dissolved amicably and with celebration (as well as a measure of grief) as the pastor moves to a new call or to retirement. On occasion, however, the relationship is dissolved under less-than-ideal circumstances. When this happens, the presbytery has established a policy that will insure some degree of care for both pastor and congregation.PrinciplesPastoral calls are established and dissolved by the presbytery.Every call in the ECO is an agreement between the presbytery, the pastor, and the congregation. All three parties are involved in every decision regarding the establishment of and dissolution of a pastoral relationship. All official matters regarding separation/termination of a pastor shall be documented in writing and shared with all 3 parties.The committee shall be involved in the entire process of dissolving a pastoral relationship. When the congregation and the pastor agree upon terms of dissolution, COM is empowered to act with the power of the presbytery, and reports all such action to the presbytery. If the congregation and pastor cannot reach an agreement, the process for establishing terms of dissolution proceeds to the floor of the presbytery, as specified in ECO polity.All conditions for separation shall be compatible with ECO polity.The congregation and the presbytery must approve the dissolution of the call and any severance terms.Voluntary dissolutionVoluntary dissolution occurs when the pastor announces to the session, and then to the congregation, that he/she will request that the presbytery dissolve the relationship between them on a specific date. Ordinarily such a request would come because the pastor has received another call or intends to retire. When pastoral relationships are dissolved voluntarily, the following policies will be observed:The church will pay the effective salary and benefits through the date the dissolution becomes effective.The church will provide compensation for any unused vacation leave earned through the date of dissolution. The church will reimburse all professional expenses incurred prior to the dissolution of the pastoral relationship, in accordance with the pastor’s most recently approved terms of call.All financial compensation and reimbursements due to the pastor will be paid in full by the date of the dissolution of the relationship.Any termination package that exceeds compensation earned through the date the dissolution becomes effective must be approved by COM and by a vote of the congregation. In determining severance compensation, the church shall be guided by the ECO’s Dissolution of Pastoral Relationships policy.The pastor’s property will be removed from the church office and other church property (except for the manse) within 15 days of the dissolution date. The session must submit any request for extension of this time to COM.The departing pastor may use the manse for 30 days after the dissolution of the relationship.Involuntary dissolutionWhen the session feels that the peace and harmony of the church require that the congregation request that their relationship with a pastor or an associate pastor be dissolved, the session shall first consult with COM; the committee shall counsel with the pastor involved. While the session calls the meeting and makes a recommendation, the right to vote on this matter belongs to the congregation. The final authority on the matter, however, belongs to the presbytery; its decision is definitive.If a church is in conflict, and COM decides after a full investigation that dissolution would be in the best interest of either the congregation or the pastor (or both), the committee shall initiate the above process.In rare cases the COM may recommend to the presbytery that the relationship be dissolved even if neither the congregation nor the pastor request it. COM may authorize the session to call a congregational meeting to request that the presbytery dissolve the pastoral relationship. At the meeting, the session will present the reasons for requesting the dissolution, the proposed dissolution date, and the compensation terms required by the dissolution. Any portion of the meeting that concerns the dissolution shall be conducted by a moderator appointed by COM.Mutual decision for dissolutionIf, in the case of conflict within a church, the session and pastor mutually agree it is prudent that the congregation wishes to request that the presbytery dissolve their relationship with a pastor or associate pastor, they shall first consult with the COM. Following such consultation, COM may authorize the session to call a congregational meeting to request that presbytery to dissolve the pastoral relationship at a mutually agreed-upon termination date. The call to the meeting shall also include the date and compensation terms of the dissolution. A moderator appointed by the COM shall conduct the portion of the session meeting concerning the dissolution.Preparation for departureWhen a pastor determines that he or she will be leaving a call, processes are put in motion that the pastor, COM, and the session must follow. PastorWhen a pastor begins to plan a move that will dissolve his or her call (e.g.: circulating a pastor information form [PIF], planning retirement, preparing to resign, or transitioning into a co-pastor model), he or she should talk to the church’s COM liaison to share personal reflection and discuss the appropriate timeframe for sharing information. Pastors within a year of retirement are encouraged to involve representatives of the COM in their planning. Those who sense God’s call and wish to remain in service as pastors past age 70 shall consult with the COM.Ask the church liaison to invite COM representative(s) to the session meeting at which the resignation will be announced.Celebrate the ministry with the congregation.Decline to be involved in choosing a transitional (interim) pastor or forming a PNC.Adhere to the Statement of Ethics for Departing Pastors.If the pastor accepts a call in another presbytery, verify that the calling presbytery requests a transfer of membership from his or her current presbytery.Participate in an exit interview with the representativesAttend the session meeting during which the resignation will be announced to:Assure the session of COM availabilityConvey the importance of an orderly transition and the need for a congregational meeting to dissolve the callEncourage feedback from the eldersProvide the session with the Statement of Ethics for Departing Pastors.Give preliminary information about transitional (interim) pastoral staffing, the need for an transitional (interim) search committee (if appropriate), and options if a transitional (interim) is not in place when the pastor leavesExplain the pastoral search process, including the importance of an assessment to determine the church’s readiness to undertake a search, the need for permission to form a PNC, and the need for a search budget.Discuss options for completing the CIF (i.e., will the PNC do this, will the session and/or congregation have input, and if so, how?).Attend the congregational meeting at which the pastoral relationship is dissolved.Explain the importance of having the moderator or stated clerk declare the pulpit vacant and preaching the first Sunday after the pastor’s departure.Be in close touch with appropriate session members and provide concrete help in obtaining transitional (interim) pastoral staffing.Attend the PNC’s first meeting, as well as significant meetings thereafter — such as review of the first PIFs and development of interview questions. Review and discuss the CIF as it develops to assure its approval by COM. Stay in close contact with the PNC, offering information and training throughout the process as necessary.Interview all candidates chosen for face-to-face interviews.Ensure that all parties have appropriate documents when needed, such as terms of call, statements of faith, and autobiographical information.Schedule an exit interview with the departing pastor.SessionConsult with the church’s COM liaison regularly. Make plans to celebrate the ministry of the departing pastor.Call a congregational meeting to concur with the pastor’s request to dissolve the pastoral relationship and invite the COM liaison to attend this meeting.Consult with COM, the moderator, and/or stated clerk about candidates for transitional (interim) pastoral staff.Seek COM approval for transitional (interim) pastoral staff.When appropriate, request COM’s permission to form a PNC.Support the congregation and the PNC with prayer Provide adequate funding for transitional (interim) leadership and the PNC search municate regularly with the congregation about the search process and how the life of the church is being sustained.Approve the CIF once it’s complete, and submit it to COM for its approval.Abide by the Statement of Ethics for Departing Pastors.Termination compensationIn some cases it is appropriate to seek agreement on a time within which the departing pastor is expected to find a new call or other employment. If the pastor has a new call or employment within the agreed upon date, the relationship is dissolved and no additional severance compensation (beyond accrued vacation) is due. If the date arrives and the pastor has no new call or employment, it may be appropriate to reduce the amounts shown in the guidelines below in part, because churches are exempt from state unemployment programs.If, however, it is deemed wise to end the relationship sooner, severance compensation is in order.The adequacy and appropriateness of a termination agreement with a departing pastor will be determined by the session, subject to the approval of COM. The terms may vary, depending upon such factors as length of service, reasons for the dissolution, availability of funds, and the likelihood of other employment. Termination compensation is intended to forestall hardship while the departing pastor actively seeks another position. At the same time, it should not impose undue hardship on the church; the needs of both church and minister must be weighed in each case. Nothing in this section, however, should be construed as providing an entitlement to the pastor, nor should the record of comparable situations in the presbytery be regarded as precedent setting. Each situation is to be considered on its own.Issues to be considered in determining appropriate termination compensation might include items such as: How long might it take the departing pastor to secure another call? Are issues of cause involved? Are there relocation concerns to consider? Do health concerns limit the departing pastor’s ability to attain timely employment? Can the church pay severance and also provide for new pastoral leadership? Other pertinent issues may also be considered; this is not an exhaustive list.The presbytery, as a party to the original call, shares responsibility for seeing that the termination is both equitable and compassionate.The guidelines listed in REF _Ref396656060 \h Table 3 are suggested minimums, not fixed obligations or limits. They do not include accrued vacation, which should be added to any termination compensation.Table SEQ Table \* ARABIC 3: Suggested termination compensationLength of serviceSuggested compensationUp to 2 years3 months’ total compensation3–4 years4 months’ total compensationOver 4 years1 month’s compensation per year of service or part thereof, with a suggested maximum of 10 monthsAny length of serviceUnused study leave: No paid leave or cash compensation Unused vacation: Compensation is required for any accrued but unused vacationOther arrangements Working from these guidelines, a church and a pastor might also agree on other arrangements, such as:A longer period of compensation at a lower rateA lump-sum paymentExtended use of the manse in lieu of cashExtension of the compensation period if needed Immediate termination of all compensation (except accrued vacation) if the pastor begins a new ministry and/or comparable employment elsewhere. Termination agreement All termination agreements must be approved by the congregation and the presbytery, through COM. The agreement should include the church’s financial obligations to the departing pastor. Compensation may be continued for a specified period of time, or until the pastor finds employment, whichever comes first.Do not include an open-ended provision for compensation (“until [the pastor] receives a call”).For pastors who are retiring, the church should conclude its financial responsibilities by the dissolution date agreed upon by the congregation.If the pastor is living in church-owned housing, the agreement should specify when the manse is to be vacated and what costs are to be paid by the church and the pastor. Before signing the agreement, the church should arrange for a team or committee designated by the session to inspect the manse, with the pastor present. Common law landlord–tenant provisions should be considered in determining responsibility for any damage found. In case of a pastor’s death, surviving family members who resided in the manse will be given 90 days’ use of the manse. For cases that require a longer transitional time, the session must submit an arrangement for approval by COM.If a dispute arises, the COM may be able to help with mediation.The agreement should designate the specific date of dissolution, and the date when the pastor’s responsibilities to the congregation end. These dates will often be the same, unless there is accrued vacation involved. The agreement should state whether the pastor is or is not entitled to accrued vacation, and should spell out how such vacation, if any, is to be compensated.Accrued study leave is not payable to the pastor as severance.If the pastor has possession of any church-owned equipment, or if the pastor’s property of is in the church, these items should be returned prior to effective date of the agreement, or the agreement should specify what is to be done with them. If the pastor claims any outstanding reimbursements from the church (such as unpaid bills charged to the church), these should be settled or addressed in the pleting the dissolutionWhen a pastor vacates a position with a church or other approved ministry, COM shall:Schedule an exit interview with the pastor The interview should be part of a stated COM meeting, but may be conducted by a subcommittee at another time instead. It should offer appropriate elements of instruction, guidance, celebration, and pastoral care.Schedule a transitional meeting with the sessionThis meeting should be held at a stated or called meeting of the representatives shall attend, as well as the moderator or stated clerk.This meeting should offer appropriate elements of celebration and pastoral care as the church faces the conclusion of a pastor’s ministry.This meeting will cover the following, as appropriate for that particular situation:Options for pastoral leadershipThe process of electing a PNCThe process of searching for and calling a pastorStatement of ethics for departing pastorsWhen a senior or associate pastor departs from a ministry in a church, he or she will read the following statement from the pulpit and publish it for distribution to the active membership:When a pastor leaves a charge, there are bonds of affection between the pastor and members of the church which continue to be cherished. Relations of friendship continue, but the pastoral relationship does not. In order that the work of the church may prosper the presbytery directs that the church be reminded of these requirements. When any pastor resigns from a pastorate or retires from services, or becomes a pastor emeritus, the pastor should cease to perform such functions of a pastor as funerals, baptisms, and weddings, unless invited to officiate in such a capacity by the pastor or by the moderator of the session. Ordinarily the pastor will not participate in the life and worship of the church he or she is leaving?for one year. Therefore the pastor is encouraged to find another?worshipping community for spiritual?nourishment?during this period of time.?Individual members are asked not to place former pastors in the awkward position of asking their friend to perform the duties of a pastor. Pastors are directed to tactfully decline all such invitations that come from former parishioners rather than from other pastors or governing bodies.Transitional PastorsWhen a pastoral or co-pastoral position becomes vacant, the session of that church may seek the services of a transitional (interim) pastor or co-pastor to fill the responsibilities of that position while a search for a new pastor or co-pastor is being conducted. When an associate pastoral position becomes vacant, the session of that church may seek the services of a transitional (interim) associate pastor to fill the responsibilities of that position while a search for a new associate pastor is being conducted. Exemption from this process requires the approval of the committee on Ministry. Once the pastoral relationship has been terminated, or a date of certain departure has been set, the session should consult with COM regarding the process required to seek a transitional (interim) pastor and to receive a list of prospective transitional pastor(s). It is the session’s responsibility, with the approval of the committee on Ministry, to contract with a transitional (interim) pastor. The COM will ensure a minimum level of training. The departing pastor shall not be a part of this process. The transitional (interim) pastor shall not begin his or her service until the current pastor, co-pastor, or associate pastor has left the congregation. In the event the former pastor becomes the transitional pastor the COM will provide coaching to the pastor about the transitional process.There shall be a written contract for the services of a transitional (interim) pastor that will spell out the transitional pastor's responsibilities, set the time limits of the contract (not more than 1 year, but renewable if needed), make clear the compensation for the terms of the agreement, and define the termination details. Calling a New Pastor Electing a pastor nominating committee (PNC)A congregation begins the process of calling a new pastor by electing a PNC. No congregation may elect a PNC, however, until COM representatives meet with that church’s session to instruct them on the process of calling a pastor and approve the scheduled election. If the congregation hasn’t completed a mission study recently, the session should cultivate input from the congregation and insure its completion prior to the PNC’s election.Once COM representatives have met with the session, the congregation may form a nominating committee to assemble a slate of candidates. The PNC must be comprised of at least 5 members, and should represent the congregation. The PNC will be elected at a duly called congregational meeting with a quorum present. PNC candidates may also be nominated from the floor.Once the PNC has been elected and seated, its members must determine who will fill the following required positions:Chair SecretaryOther positions are optional, but recommended: Vice-chairCorresponding secretaryChurch information formAfter its organizational meeting, the PNC may prepare the church information form (CIF).Session must approve the CIF before it is presented to COM.The COM must approve the CIF before it can be circulated.Pastor search process COM liaisons will discuss the following with sessions and PNCs:Prayer is an important part of the processExtensive meeting time will be necessaryStrive for equal employment opportunityBudget for the PNC process and moving expenses if applicable to the call.Confidentiality Regular communication with the congregation and session regarding progress and process (but not names or assessments of candidates) is essential Where to find PIFs: ECO website, social media sites, ads in publications, self-referralsHow to read and evaluate a PIFRate from 1 (poor, unacceptable) to 5 (excellent, desirable) using the following criteria:Evidence of professional growthCultural and educational backgroundAdministrative abilityCommunity serviceJob performance in pastorates past and presentTheological viewpointIs it expressed with originality and clarity?Does it reasonably reflect my/our expectations?Pastoral interest, warmth, and concernPreaching style and skillInterest and involvement in Christian educationImagination and resourcefulnessProblem-solving abilityConflict-management abilityLeadership styleHow well does this candidate match our needs?Or, from your mission study, make a list of mandatory qualifications and desirable qualifications as a committee. Use this list to rate each candidate, as above.Interview and Selection ProcessOnce the PNC has identified a candidate, they shall follow this process to determine the candidate’s suitability for the position:Make initial contactAsk if the candidate is still interested in the positionDO NOT call references without permissionDO NOT visit the candidate’s congregation without permission Request sermon tapes and ask any supplemental questionsSchedule an interviewConduct a phone interviewConduct a face-to-face interview Table SEQ Table \* ARABIC 4: Interviewing suggestionsInterview SuggestionsDoDetermine in advance who will ask each question.Ask each candidate the same questions.Ask open-ended questions.Allow time for the candidate to ask questions, and note what they ask.AvoidQuestions with yes/no answers.Questions that can only be answered with inside information.Questions that require overly complex answers.Possible questionsTell us about your faith journey.What has been most satisfying in ministry thus far? Most frustrating?How do you train/equip lay persons to share in ministry?How do you work with staff?How do you help members become involved in the church?How do you help members grow spiritually?How do you prepare your sermons?Why do you want to relocate?Describe a conflict situation that you managed.How do you care for yourself? Do for fun? Nurture your spiritual life?What area of ministry are you most intentional about growing?Hear the candidate preach in a neutral pulpitConduct background, ecclesiastical, and character reference checksSynod staff shall conduct a criminal background check on all pastoral candidates. Presbytery staff shall conduct ecclesiastical reference checks on all pastoral candidates. The moderator or stated clerk will check with other presbytery executives and/or COM chairs before announcing a final candidate PNC will conduct character reference checks (see REF _Ref409470009 \h Table 5).Table SEQ Table \* ARABIC 5: Reference checksReference ChecksDoLet the candidate know you are checking references.Get the candidate’s permission before checking references that he or she has not supplied. If possible, have at least two people participate in the reference-check calls.Develop a list of questions for all references. Suggested questions for referencesHow do you know the candidate?What are the candidate’s ministerial strengths?What are the candidate’s weaknesses?If you were going to suggest the candidate’s next continuing education experience, what would it be?What questions would you suggest we ask the candidate?Is there anyone else you suggest we talk to regarding the candidate? If secondary references are offered, then the PNC must receive permission from the candidate to speak with representatives shall interview the final candidate to examine his or her knowledge of the Christian faith, theology, the Bible, sacraments, and church polity. The representatives will then make their recommendation to the approves both the candidate and the terms of call Session calls a congregational meeting to elect a pastorMust include terms of callCandidate is examined and received by the presbyteryLeave PolicyFamily and medical leaveTo provide pastoral care and support for pastors, congregations shall observe the following family and medical leave policy for staff serving in permanent pastoral relationships: installed pastor, associate pastor, and co-pastor, and pastor.The church will provide for a paid leave of up to 90 days If the pastor has a serious health concern that makes it impossible to perform the functions of the pastoral position.The church will provide a minimum of 6 weeks of paid maternity leave (8 weeks in the event of birth by caesarian section) and a minimum of 2 weeks of paternity leave, in addition to the pastor’s normal vacation. Additional unpaid leave can be negotiated with the church. Adopted 10-10-2015The church will provide an unpaid family and medical leave of up to 12 weeks every calendar year when a pastor or the pastor’s family experiences any of the following: Birth of a child Placement of a child under the age of 18 in the pastor’s home for adoption or foster careCaring for a spouse, son, daughter, or parent with a serious health concern such as an illness, injury, impairment, or physical or mental condition involving In-patient care in a hospital or hospiceResidential medical care facility Continuing treatment by a health care providerDuring family and medical leave, the congregation will continue to participate fully in ECO health and pension programs, and will continue to pay dues at the rate paid immediately prior to the leave.Family and Medical Leave will be in addition to any vacation or other leave provided by the pastor’s terms of call. The pastor may elect to use vacation or other paid leave, if he or she has sufficient time accrued, instead of unpaid family and medical leave.The congregation may agree to provide a paid leave in place of the unpaid leave.Disability In the event a pastor becomes disabled and unable to perform the terms of call, the employing presbytery or congregation shall continue to provide the current rate of effective salary for 90 days from the date of disability. A pastor who is living in a manse at the time of becoming disabled may continue to have full use of the manse for up to 90 days from the date of disability. SabbaticalDescriptionAfter serving 7 years as a pastor in one congregation (or as a member of that church’s professional staff) a pastor should be provided a sabbatical leave. The sabbatical period should ordinarily be for 3 months. Pastors who are granted such leave are expected to return to the church for at least one year after the sabbatical. CompensationThe pastor will receive full compensation and payment for vouchered expenses during the sabbatical leave. The pastor will receive his or her full vacation benefit for the year, in addition to the sabbatical.FundingThe session is encouraged to set aside funds in the operating budget to be set aside over a number of years to pay for additional staff support during the sabbatical. This does not preclude the session from securing sources of funding outside of the operating fund, if needed. The session may use continuing education funds due the pastor for educational expenses incurred during the sabbatical. The church may also provide additional funds for educational (as opposed to renewal) events in which the pastor participates during the sabbatical. PreparationA pastor shall request sabbatical leave from the session at least 6 months in advance. The pastor shall submit a detailed plan for study and renewal to the sabbatical team 3 months prior to the sabbatical; this plan must also be approved by the session and shared with the congregation.The session will arrange to supply the pulpit and provide for any emergencies that may require pastoral services, following the procedures that are normally followed when the minister is on vacation.AccommodationA pastor taking a sabbatical leave should schedule vacation and/or other continuing education a minimum of two months before or after the sabbatical, and accommodate church scheduling needs. AccountabilityUpon return, the pastor shall report to the congregation on his or her time away. Criminal Background Check PolicyThe presbytery will ensure that criminal background checks are conducted for:All ordained pastors and all commissioned lay pastors as a condition of membershipAll ordained pastors, lay pastors, and professional staff members seeking positions in the presbyteryExecutives of the corporation and other employees, as directed by the moderatorThe stated clerk, the moderator, and the chair of COM shall be solely authorized to view the background rmation gained from the background checks will be held in the strictest of confidence.The background check report shall be the sole property of the Synod and the Presbytery of Florida.Adverse information regarding sexual misconduct, sexual abuse, sexual harassment, or child sexual abuse will be discussed with the individual and appropriate action taken. Other adverse findings will be treated as pastoral issues.Local churches are responsible for background checks on all paid employees and volunteers who are subject to screening.Policy on Sexual Misconduct for All Offices, EmployeeSIntroductionAdopted January 2014The Florida presbytery (the “presbytery”), in an effort to further the peace, unity, and purity of the church and ensure ethical conduct through the prevention and remediation of sexual misconduct within the church, sets forth the following policy (the “policy”). The structures and procedures for responding to allegations of sexual misconduct are mandated by the ECO polity and Discipline (the “polity”), which is to be administrated by the committee on Ministry (the “COM”). This policy shall be published and distributed to the presbytery and its members and contained in the committee on Ministry Manual.Sexual Misconduct is contrary to Scripture and to the polity of this church, and as such constitutes an “offense” that subjects violators to disciplinary action pursuant to the polity Rules of Discipline (Polity Rules of Discipline 2.1). This policy shall govern all offices of ministry; deacon, elder, pastor, candidates for pastor and employees of the presbytery within the jurisdiction of the presbytery, unless a particular session, with the consent of the presbytery, adopts its own policy (Polity 3.0109). A suggested policy for individual congregations is attached as Exhibit 2. Part I. Purpose, definition, and policyA. THE PURPOSE OF THIS DOCUMENT: To define sexual misconduct by deacon, elder, pastors, pastoral candidates, and employees of the presbytery and to enumerate the procedures for reporting sexual misconduct to the presbytery. Any disciplinary action is pursuant to the polity Rules of Discipline. As used herein, the term “sexual misconduct” shall include sexual abuse, as defined in polity Rules of Discipline 5.9, as well as other activities described in this policy that are contrary to Scripture and the polity:B. DEFINITION OF SEXUAL MISCONDUCT: Sexual misconduct by those in the pastoral relationship and by elders, employees, and volunteers of the presbytery is an abuse of authority and power. It breaches Christian ethical principles by sexually misusing a trust relationship to gain advantage over another for personal gratification in an exploitative and unjust manner. “Sexual misconduct” is the comprehensive term used in this policy to include: sexual abuse of children or adults, rape or sexual assault, and sexual harassment categories of sexual misconduct are described below:Sexual abuse occurs whenever a person in a position of trust engages in a sexual act or sexual contact with another person to whom he or she owes a professional responsibility with or without consent. Such abuse shall include, but not be limited to, the following:Sexual acts or sexual contact with a minor or child (under age 18)Sexual acts or sexual contact involving inducement, threat, coercion, force, violence, or intimidation of another personSexual acts or contact between pastors and laity with whom they have a professional relationship. This includes consensual physical relationships. Sexual relationships — even when consensual — are not acceptable, regardless of whether pastoral care is involved, because the imbalance of power between the minister and the lay person undermines the validity of such consentSexual acts or sexual contact with another person who is alleged to lack the capacity to consent to, decline participation in, or communicate unwillingness to engage in that sexual act or sexual contactSexual acts or sexual contact arising from the administration to another person of a drug or intoxicant which substantially impairs the ability of that person to know, understand or control the nature of the conductCompelling another person to view child or adult pornographic media or websitesChild sexual abuse includes, but is not limited to, any contact or interaction between a child and an adult when the child is being used for the sexual stimulation of the adult person or of a third person. The behavior may or may not involve touching. Child sexual abuse is always considered forced whether or not consented to by the child. Child sexual abuse is a crime in all states and must be reported to civil authorities. Those in offices of pastor, elder and deacon are considered by the ECO to be mandatory reporters pursuant to ECO polity.Rape or sexual assault is a crime in every state and must be reported to civil authorities and to the stated clerk or moderator of the presbytery.Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature when any of the following occur:Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or their continued status in an institution in either a professional or volunteer capacity.Submission to or rejection of such conduct by an individual is the basis for employment decisions affecting that individual.Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or volunteer performance by creating an intimidating, hostile, or offensive working environment.Sexual harassment can consist of a single intense or severe act or multiple persistent or persuasive acts. Sexual harassment may include, but is not limited to:Sexually oriented jokes or humorSexually demeaning commentsVerbal suggestions of sexual involvement or sexual activityQuestions or comments about sexual behaviorUnwelcome or inappropriate physical contactGraphic or degrading comments about an individual's physical appearanceExpress or implied sexual advances or propositionsDisplay of sexually suggestive objects or picturesRepeated requests for social engagements after an individual refuses Lewd and lascivious behaviorC. POLICY ON SEXUAL MISCONDUCT: Sexual misconduct is never permissible. It is a violation of the principles set forth in Scripture, the polity, as well as of ministerial, pastoral, employment, and professional relationships. Sexual misconduct by anyone ordained to an office of ministry violates the ordination vows of ECO.Reporting sexual misconduct: The procedures for reporting sexual misconduct are covered in polity Rules of Discipline 5.1 through 5.3.During calendar year 2014, and every five (5) years thereafter, all persons ordained to offices of pastor, pastoral candidates, inquirers, employees, and volunteers of the presbytery shall attend a presbytery-authorized seminar on the issues of sexual misconduct. Completion of the required seminar shall be certified and forwarded to the COM. Failure to fulfill this requirement within one year of being received by the presbytery will result in the pastor member being placed on unpaid administrative leave and excluded from the exercise of ministry until such time as the seminar is attended. Such an administrative leave shall be automatic, requiring no further action by the presbytery. The presbytery will not accept for consideration the application of any pastor, candidate, prospective employee, or volunteer against whom there is a formal, written, unresolved, allegation of sexual misconduct (as defined by this policy) from another church or ecclesiastical body.Part II. Responsibilities and roles of the presbytery A. AVAILABILITY OF POLICIES AND PROCEDURESAll pastors (or members of presbytery), shall be given copies of the policy and be required to sign an acknowledgment of receipt for inclusion in the member’s personnel file.This policy shall be available to all church members and to the public.Presbytery employees and volunteers shall receive this policy document as a supplement to the employee handbook and be required to sign an acknowledgment of receipt for inclusion in the person’s personnel file.This policy will be sent annually to every clerk of session for distribution to the members of session. If a session has not adopted another policy, approved by the presbytery, the latest version of this policy distributed to the session shall be that body’s sexual misconduct policy (polity 3.0109)B. MANAGEMENT OF ALLEGATIONS OF SEXUAL MISCONDUCT BY PASTORSResource documents: The responsibilities, structures, and procedures for responding to allegations of sexual misconduct, such as the roles of COM and an investigating committee are mandated by the polity rules of discipline.Definition: As used herein, an allegation is a formal, written statement of an alleged offense received by a clerk of session or moderator/stated clerk of the presbytery against any person who is under the authority of this policy, that if proven true would likely result in disciplinary action (polity 5.1, 5.3).Record keeping: The presbytery maintains a personnel file for each of its members and employees. Every file will include the application for employment, any employment questionnaire, reference responses, and other documents related to this policy, including the member’s and employee’s signed acknowledgement of receipt of the sexual misconduct policy.C. PRE-EMPLOYMENT SCREENING FOR PROSPECTIVE INCOMING CLERGYPre-employment screening: All persons seeking employment in the presbytery, including calls to pastoral ministry, shall, as part of the pre-employment screening process, complete the attached sexual misconduct integrity form. Through the form, applicants will provide information to questions related to previous complaints of sexual misconduct, if any. Reference checks: The office of the presbytery moderator and/or stated clerk is responsible for making reference checks of the applicant’s presbytery of domicile or other authorized persons to ascertain whether those seeking employment in the presbytery have any history of written allegations of sexual misconduct. The moderator/stated clerk reports to the COM either that there was no reported sexual misconduct, or that the COM should inquire into written allegations of reported sexual misconduct. A written record of conversations and correspondence with references will be kept in the minister's employee's personnel file.The person designated by the presbytery to give a reference for one of its members, candidates, or employees is obligated to give truthful information regarding disciplinary action related to sexual misconduct that resulted in a final resolution adverse to the applicant. If information relating to sexual misconduct surfaces in the pre-employment screening or reference check, persons shall be given an opportunity to correct, supplement, or respond to information that was obtained or provided as a result of a reference check or inquiry. Applicants or persons shall be notified in writing by the presbytery and given notice of the relevant information, and be given a chance to provide a written response. Protection against wrongful accusation: If, during the course of a reference check, the presbytery receives a written accusation of sexual misconduct, as defined in this Policy, the presbytery has the obligation to request that the applicant resolve the accusation within a reasonable time period before the presbytery will further consider the application for a decision.Background checks: Pre-employment screening for prospective incoming clergy also includes a mandatory criminal history background check performed by Synod staff through a private investigative firm that will access the misdemeanor and felony conviction records of courts in the United States. The criminal background check is based on the last seven years residential history of the applicant. The moderator of the presbytery or stated clerk shall ensure the confidentiality and appropriate retention of criminal record background reports.A pastor who claims that the information in the report is inaccurate, false, or incomplete shall have the right to dispute it with the investigative firm.Credit check: The presbytery will follow all the steps set forth in the Fair Credit Reporting Act, codified at 15 U.S.C. § 1681, et seq.D. EDUCATION: The presbytery will offer, provide resources for and publicize educational materials and events to prevent sexual misconduct in the church. Presbytery staff, the sexual misconduct response coordination team (RCT) members, pastors, pastoral candidates, and all other persons under the authority of this policy, including local congregations, will be encouraged to use such educational resources. All persons specifically subject to the authority of this policy must fulfill the requirement for periodic certification stated in Part I, paragraph B.2, above. E. SEXUAL MISCONDUCT RESPONSE COORDINATING TEAM (RCT): The RCT shall be a standing or ad hoc task force that will be supervised by and shall report to COM. The RCT will consist of five persons: the moderator of presbytery, the stated clerk, and three persons appointed by the COM. The committee’s appointees may or may not be members of COM. At its discretion, the COM will either renew or replace its appointees annually. The RCT shall elect its chair annually.When a member of the COM, the moderator of the presbytery, or the stated clerk has received information concerning a written allegation of sexual misconduct, he or she shall inform the chair of the RCT. The RCT shall act as the “first responder” in the event of an allegation of sexual misconduct. The purpose of the RCT is to assure that an expeditious, professional, objective, effective, and caring response is made by the presbytery to charges of sexual misconduct. The RCT will not investigate an allegation or in any way usurp the roles of presbytery officials or committees (including investigating committees). The RCT will confine its activities to:Coordinating a process that addresses the specific needs of the alleged victims and their families, those accused and their families, an affected congregation, and the presbytery;Assigning advocates, if requested by the alleged victims, the accused, family members, or an involved congregation;Recommending and participating in seminar regarding sexual misconduct, its consequences, and its prevention, via the program that is described in Part I, paragraph B. 2, above.Members of the RCT and any individual participating in the work of the RCT shall sign a pledge of confidentiality, copies of which shall be furnished to the moderator of the RCT, the moderator of the presbytery, and the stated clerk.PART III. Response to allegations of sexual misconduct by ministersKnown or suspected sexual misconduct by anyone under the authority of this policy shall be reported to the presbytery moderator or stated clerk and to other authorities where required.Allegations of sexual abuse involving children, and allegations of rape, sexual assault or other misconduct that violates criminal law shall be reported to the presbytery stated clerk who shall report to civil or other appropriate authorities.When a clerk of session notifies the presbytery of an alleged incident of sexual misconduct by or with an employee, officer, or member of the congregation, the moderator of the RCT, the moderator of the COM or the stated clerk of the presbytery, any two of these four, shall contact the accuser/victim and discuss the following alternatives:The session: referring the matter to the church session and/or personnel committee for their consideration and actionThe committee: requesting an intervention by the Sexual Misconduct Response coordinating Team or other COM representatives with whichever parties they see fit to contactThe presbytery: proceeding directly to the judicial process as defined in the polity; rules of discipline 5.0Out of this conversation, each participant shall determine the appropriate level of intervention and offer that view to the others.If all parties (including the accuser and/or victim) believe alternative “a” should be the course of action, it shall be pursued.If any one or more of the parties believes alternative “b” should be pursued, then “b” shall be pursued unless any one party or more believes alternative “c” should be pursued, then alternative “c” will be pursued.Beginning with alternative “a” does not preclude shifting the approach to alternative “b” or “c” at a later time.Alternative “c” requires the participation of the accuser/victim.The accuser/victim can proceed to disciplinary process (alternative “c”) at any time he or she may choose, independent of any other party.Pastors are subject to inquiry and discipline under the polity rules of discipline. A final report, including any charges filed, and actions taken shall be made by the stated clerk to the presbytery. A copy of the report will be filed in the permanent personnel file of the accused. A written complaint to the stated clerk alleging sexual misconduct by a pastor member of the presbytery subjects that pastor to any policy on administrative leave in effect.A pastor may make a written confession of misconduct without a victim’s complaint to the moderator of the presbytery or the stated clerk. The moderator or stated clerk will proceed under the polity Rules of Discipline.The presbytery will respect the rights of all parties involved: accusers, victims, accused, and an involved congregation. These include:The right to be heard and taken seriously. From the moment the RCT receives a written report of sexual misconduct, all persons shall receive immediate attention and serious consideration from those representing the presbytery. When anyone accuses himself, a reasonable attempt will be made to identify and locate the alleged victim(s).The right to be informed about all procedures related to the accusation. One member of the RCT will be the presbytery contact for each party involved.The right to obtain legal counsel.The right to be provided an advocate trained by the RCT. While the investigating committee proceeds to deal with the accusation, the presbytery has the responsibility to provide each party involved moral support from an individual who is available to him or her or them.The right to be assured that justice will be pursued through the procedures set forth in ECO’s polity and Rules of Discipline. The right to participate in a process of healing and reconciliation related to the misconduct and its effects.The presbytery (through COM), shall recommend a plan of restoration for victims, which may include counseling, spiritual direction and/or reimbursement of related fees for the victim(s) of sexual misconduct for a reasonable period of time not to exceed one year beyond the confirmation of the plan. The plan may include financial resources from the following parties and/or their insurers: the presbytery, the victim(s), the perpetrator, the congregation or other entity which is a legitimate party to the effects of the misconduct. Exhibit 1GlossaryAccused The person against whom a claim of sexual misconduct is being made.Accuser/victim The person claiming knowledge of sexual misconduct by a person covered by this policy. The victim is the person alleged to have been subjected to sexual misconduct by a person covered under this policy. The accuser may or may not have been the victim of the alleged sexual misconduct.Advocate A person trained by the presbytery or its designee in the issues of sexual misconduct and to provide support, and emotional and physical presence, to the alleged victim(s) and their family, the accused, family members of the accused, or the congregation involved in a sexual misconduct case. The advocate also provides clarification of the investigative and judicial processes of the church and the judicial process of the church to the person(s) to whom he or she is assigned. The role of an advocate is to inform that party of his or her rights within the investigative and judicial processes. The advocate shall not give advice regarding civil remedies. When requested by the party for whom she or he is advocate, the advocate may accompany that person to meetings of presbytery entities when that party is testifying.Mandated reporter Described by the laws of Florida as a person who is required to report any and all suspected incidents of child abuse, including child sexual abuse, that come to his or her attention. State laws vary from defining "all persons having knowledge" as mandated reporters to specifying a very limited list of professions whose members are required to report child abuse. The policies of ECO designate all elders, deacons, and pastors as “mandated reporters” who are required to report all suspected incidents.Pastors of the Word and Sacrament, as defined in the polity.Pastors a pastor who has been received into the membership of ECO. This includes pastors whose credentials are held simultaneously by another denomination (such as “Formula of Agreement” denominations) who serve within the bounds of the presbytery.Exhibit 2Sample sexual misconduct prevention policy documentIntroduction: We believe that Scripture and our faith in Jesus Christ call us to standards of responsible conduct in all of life, including sexual behavior. Human sexuality is an integral part of who we are as persons. However, it can become the basis for oppression, where trust relationships are breached and persons are abused. The purposes of this policy are:To prevent and eliminate sexual abuse within [church name] (herein referred to as “church”)To safeguard the church’s members and staff from abuse through any form of sexual misconduct.To seek justice by assuring effectiveness of the church’s administrative, investigative, and judicial process in determining truth, protecting the innocent, and dealing appropriately with those who victimize others.To promote proper healing of all persons and congregations where sexual misconduct has occurred.Definition: Sexual abuse of another person is an offense involving sexual conduct in relation to: 1) Any person under the age of eighteen years or anyone over the age of eighteen years without mental capacity to consent, or 2) Any person when the conduct includes force, threat, coercion, intimidation, or misuse of office or position.Prevention:All pastors and employees of the church are required to sign a written acknowledgement (Attachment A) indicating that they have received a copy of this sexual misconduct prevention policy. Such acknowledgement will be kept in the person’s personnel file.All pastors and employees are required to complete an Employee Questionnaire (see Attachment B).All pastors and employees will submit to a criminal background check.The employing body is responsible for contacting character references for prospective pastors and employees.All volunteers in regular contact with children or youth are required to submit to background investigations. Refer to the Background Investigation Policy approved by the COM of the Florida Presbytery (see COM Manual for details).This policy will be distributed to all pastors and church employees. It shall also be made available to all persons who accuse others of misconduct as well as those accused of misconduct.Response to allegations of sexual misconduct: When a pastor, stated clerk, or member of the personnel committee has received information concerning an allegation of sexual misconduct by a pastor, employee, or volunteer, they shall inform the chair of the personnel committee, who will arrange for the personnel committee to meet. The personnel committee will assign committee members to do the following, making sure that two or more committee members are present when meeting or talking with the involved parties:Meet with the person making the report.Meet with the person making the allegation.Consider and respond appropriately to the needs of all parties: the accused, the family of the accused, the person bringing the allegation, the victim, the session, and the congregation.In the event a written allegation of sexual misconduct of a pastor, employee, or volunteer is filed with a pastor, stated clerk, or member of the personnel committee, that person shall inform the chair of the personnel committee, who will arrange for the personnel committee to meet. The committee shall consider the following issues:Therapeutic interventionAdministrative leave for the accusedPastoral support for all partiesThe establishment of clear boundaries and lines of communication during the investigative processThe tasks to be addressed by the personnel committee:Required reporting:To insurance carriersTo appropriate local, state, or federal authorities if the allegations involve the abuse of a minor child or other criminal behaviorContact with the accuser and/or alleged victims and family:Meeting their needs (i.e. counseling, advocacy)Interviews in relation to the investigationProviding status reports of the investigationContact with the accused and family:Meeting their needs (i.e. counseling, advocacy)Interviews in relation to the investigationProviding status reports of the investigationContact with the session and congregation (if a congregation is involved) based upon need-to-know decisions, in order to help the session and congregation survive.Disciplinary Process: All allegations of sexual misconduct will be investigated thoroughly and action will be taken as necessary to seek justice, which could include termination of the employee or pastor.Appendix AReceipt of documents certification I [print name] ___________________________________________ ascertain that I have received a copy of the[church] ___________________________________________________sexual misconduct prevention policy.I further understand that it is my duty to read and understand this document because it may influence both my behavior and the church’s processing of any complaints against me in the future.Signed: _________________________________________________________ Date:________________________________Appendix BSexual Misconduct Self-CertificationChoose and sign one of the two items below and the item at the bottom of the page.? I certify below that no civil, criminal complaint has ever been sustained, or is pending, against me for sexual misconduct; and that I have never resigned or been terminated from a position for reasons related to sexual misconduct.Signed: _____________________________________________________________________________________ Date:________________________________________________________________________________________— OR —? I am unable to make the above certification. I offer, instead, the following description of the complaint, termination, or the outcome of the situation with explanatory comments (attached).Signed: _______________________________________________________________________________________ Date:_________________________________________________________________________________________? I have read this certification and release form and fully understand that the information obtained may be used to deny my employment or any other type of position from the employing entity. I also agree that I will hold harmless [name of church] from any and all claims, liabilities, and causes of action for the legitimate release of any information related to sexual misconduct.Signed: _______________________________________________________________________________________ Date:_________________________________________________________________________________________Appendix C: Worship ServicesA service for commissioning lay pastorsOpening ResponsesFrom Romans 12:5–8 and Ephesians 4:1–6Moderator: We, who are many, are one body in Christ People: and individually we are members one of another.We have gifts that differ according to the grace given to us: prophecy, in proportion to faith; ministry, in ministering; the teacher, in teaching; the exhorter, in exhortation; the giver, in generosity; the leader, in diligence; the compassionate, in cheerfulness.Lead a life worthy of the calling to which you have been called, making every effort to maintain the unity of the Spirit in the bond of peace. There is one body and one Spirit, just as you were called to the one hope of your calling, one Lord, one faith, one baptism, one God and Father of all, who is above all and through all and in all.Responsive Prayer Almighty God, in every age you have chosen servants to speak your Word and lead your loyal people.We thank you for _________Name(s) _______, whom you have called to serve you as a commissioned lay pastor in and for __________ church or ministry_______.Give them gifts to do their particular work.Fill them with your Holy Spirit, so that they may have the same mind that was in Christ Jesus and be faithful disciples throughout their lives.God of grace, in baptism you have called us to a common ministry as ambassadors of Christ, trusting us with a message of reconciliation. Give us courage and discipline to follow where your servants rightly lead us, that together we may declare your wonderful deeds and show your love to the world; rough Jesus Christ the Lord of all. Amen.Declaration and GreetingModerator: ____Name(s)___ , you are now a lay pastor commissioned to lead worship and preach for _______church or ministry_______. On behalf of the Presbytery of Florida, I welcome you to this ministry.The grace of the Lord Jesus Christ be with you.Amen.Recognition of honorable retirementLeader: There are different gifts,People: But it is the same Spirit who gives them.There are different ways of serving God,But it is the same Lord who is served.God works through different people in different ways,But it is the same God whose purpose is achieved through them all.O God, creator of all things visible and invisible and Lord of history, you have called us to serve Jesus Christ through His church, and revealed to us this work for which we have been chosen.Thanks be to God.Holy Spirit, You have given us the scriptures to be a unique and authoritative witness to Jesus Christ, and we have accepted them to be God’s Word for us.Thanks be to God.Master and Teacher, You have enlisted us in your service and instructed us so that we might lead others, be a friend, love our neighbors, and work for reconciliation in the world.Thanks be to God.Eternal God, through the ages men and women have been called to witness to Your love and to give evidence of Your kindness to Your people. We honor your servant today. Your church has been enriched by his wisdom, energy, sensitivity, love of Your Word, and obedience to Your Spirit. For Your manifestation in his life and ministry, we give you thanks, O Lord.We are grateful that, in the years ahead, he may enjoy a new measure of Your peace. Bless him with good health. Teach him new uses of his time. Continue to use him for the constructive purposes of Your Kingdom. Surround him with the continued comradeship of friends and colleagues. As he has served You with joy and faithfulness, may he continue to know the happiness of Your presence; through Jesus Christ our Lord. Amen.In the name of Jesus Christ, the great Head of the church, we recognize the honorable retirement of ______________ in accordance with the polity of ECO and the action of this presbytery.We, the members of the Presbytery of Florida express our appreciation for your faithful service and acknowledge the privilege we enjoyed in serving with you.Beloved in Christ, inasmuch as God's goodness has brought you to years of Christian maturity in the gospel ministry, the presbytery of the East, in granting your request of retirement, desires to make public acknowledgment of your service to the Kingdom of God.Presentation of certificate of Retirement Benediction Appendix D: Annual Review of Pastors’ CompensationHow should we evaluate our pastor(s)? What model should we use? Businesses do it annually — or even more often. But is it appropriate for a church to evaluate its ministries and staff? The answer is yes — but only with the clear understanding that the church is not a business. In addition to salaries and benefits, businesses reward performance with bonuses, and stock options. Churches are nonprofits; these are not on the table. When pastors enter ministry they knowingly forgo the rewards of the business world, where the financial reward for risk pays off for both the company and the employee. Pastors make those decisions with the understanding that the churches that call them will pay them fairly; provide benefit packages covering medical, insurance and other needs; and provide funding for a pension to ensure that they would have a dignified retirement. Pastors can then give their full attention, energy, intelligence, imagination, and love to ministry.So evaluation must occur — but how? What should the criteria be? Members? Attendance? Money? None of these seem biblical. If a church were primarily interested in these things it could just become a social club and have more success.Perhaps the evaluation could be based on how happy the members are. This doesn’t seem quite right either, though. A church is designed to help its people grow in Christian maturity — growth that often happens during times of pain and unhappiness. If churches were most interested in keeping their people happy, it would be easier to let them remain as they are, without challenging them to grow. They might even praise people for being right where they are. Everyone likes to be praised.Perhaps evaluations could be based upon how much people are “growing.” But this seems tricky: How do we know someone is growing? What if the ministries are good, but the people are just hardhearted? Old Testament prophets experienced this situation. They proclaimed God’s word as He wanted them to, but the people often did not listen. Can we blame the ministries and pastors if the people do not respond?The answer seems to lie in a group of wise leaders who have been appointed by the church to serve on a personnel team. Their job is to discern, being guided by the Holy Spirit, to recommend guidelines on compensation. In the ECO, that group is the COM.Appendix E: Sample Contract and Call FormSample contractAll financial agreements in addition to those listed below must be attached to this form and approved by the minister, congregation, and COM. See REF _Ref396639957 \h Table 1 for applicable minimums.[Church name]________________________________________________________________________________Located in [city, state]__________________________________ on [date of call] ______________Recommends that these terms be ? approved for ? changed for [Person]_________________________________________________, beginning [start date] __________________For the position of:? Pastor ? Co-pastor ? Associate pastor ? Transitional pastor ? Assistant pastor ? Commissioned lay pastor? Other______________________________________________________________? Full time (50 hours/week) ? Part time: __________ % of full-time / ___________ hours/week. ? The church will pay all moving expenses? The church will pay [fixed amount] $_____________________________for moving expenses? The church will not pay moving expensesSample terms of callLineItemAmountLine 1Annual cash salary (regular payroll, salary supplements) Line 2Housing allowance (utilities, mortgage payments, real estate taxes) Line 3Deferred income (IRS 403(b) retirement savings plan) Line 4Miscellaneous: Term life, accidental death, long- and short-term disability Line 5Fair rental value of manse (must be at least 30% of lines 1–4) Line 6Total effective salary (lines 1–5) Line 7Retirement to be contributed to ECO-approved 403b (required) Line 8Continuing education: study leave & book allowance (vouchered)Line 9Auto/professional /business expenses Vouchered IRS mileage reimbursement rate Line 10Social Security (7.65 % of line 6) Line 11Medical – employee only See current published rate at Line 12Total cost to church (lines 6, 7 – 11) Line 13Study leave 2 week minimum- includes 2 SundaysLine 14Vacation 4 week minimum 31 days - includes 4 SundaysLine 15Sabbatical leave: (3 months after 7 years)Print nameSignature (required of all named partiesCandidate PNC chair Clerk of session COM chairModerator ................
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