CONSTITUTION OF DENVER UNITED CHURCH

Transcription

1 CONSTITUTION OF DENVER UNITED CHURCH CONSTITUTION OF DENVER UNITED CHURCH Denver United Church shall be an independently-governed interdenominational Christian church in or around Denver, Colorado. By the grace of God, we shall be a church family that establishes Jesus kingdom in the city of Denver by: (1.) Being one in spirit and purpose, united across the spectra of age, ethnicity, socioeconomic status, doctrine and church tradition (John 17: 20-23); (2.) Prioritizing, promoting and cultivating the inner life of prayer and consecration in each member s personal relationship with Jesus (Matthew 6:33, Jeremiah 29:13); (3.) Elevating the Word of God through personal and group Bible study and exegetical preaching (2 Timothy 3:16-17, Hebrews 4:12, Deuteronomy 8:3); (4.) Pursuing and celebrating excellence in every sphere of influence (Daniel 1, Colossians 3:17); (5.) Defending, caring for and advocating for the most marginalized in our local and global society (Isaiah 1:17, James 1:27, Psalm 68:5); (6.) Proclaiming the Gospel in the city of Denver through personal relationships and practical expressions of Jesus love (Matthew 25:31-40, Matthew 28:18-20); (7.) Participating in strategic global missions among the world s least reached and most deprived peoples through prayer, missionary partnership, short-term missions, and development of career missionaries (Matthew 28:18-20, Acts 1:8). 1. Philosophy of Governance Sound government enables vibrant, effective local church ministry. This document establishes a detailed set of precepts that shall collectively dictate the mode and methods of governance for Denver United Church. The Bible teaches that elders... direct the affairs of the church... (1 Timothy 5:17). Under the umbrella of that guidance, Scripture associates a variety of ministerial, administrative and oversight functions with the office of elder. Consequently, Denver United Church shall be governed collectively by a spiritual leadership body subdivided into three branches. The branches of eldership shall loosely correspond to three primary areas of authority: day-to-day operations, fiduciary responsibility, and external oversight. These sectors of organizational leadership are intentionally distributed in order to create effective checks and balances of authority and should remain separated for optimal corporate health and efficiency. Page 1 of 11

2 CONSTITUTION OF DENVER UNITED CHURCH The administration and direction of routine operations is the responsibility of the staff segment of the eldership under the direction of the Senior Pastor. For a local church to be effective, it must be able to make operational decisions quickly and nimbly; consequently, every effort should be made to preserve the autonomy and freedom of the Senior Pastor and his staff to lead without the encumbrances of excessive deliberation and organizational bureaucracy. The office of Senior Pastor is endowed with sufficient authority to provide for clear direction and lean, efficient decision-making. Decisions involving significant commitments and course changes benefit from the collective wisdom of a representative body. Decisions of such gravity are typically less frequent and time-sensitive, and therefore are conducive to a deliberative process. In this responsibility, the Staff Elders are joined by a congregational component of eldership. Together, it is the charge of these Voting Elders to vet significant issues and make high-quality corporate decisions. In this way, the congregational segment of the eldership provides an important leadership contribution as well as a balance of power. No organizational authority should be absolute; each branch of eldership is accountable to another, with a goal of healthy interdependence across the church leadership. Of particular importance in church polity is the assignment of oversight for the Senior Pastor. It is vital for the church s health and effectiveness that the Senior Pastor be both submitted to meaningful authority and free from the possibility of micromanagement from within the organization he is tasked to lead. Without the one, the opportunity is too great for one person to misguide the organization; without the other, the potential exists for the central leader to be compelled to compromise the integrity of Scripture. Therefore, a third, external branch of eldership shall provide direct personal oversight to the Senior Pastor. These Overseeing Elders should be separated from the daily life of the church and should reflect the highest standards of Christian leadership. The interrelation of the three branches of eldership is imperative for healthy organizational leadership. A detailed description of the roles and responsibilities for each expression of eldership follows. 2. Branches of Eldership 2.1. Staff Elders DESCRIPTION: The Staff Elders are comprised of the Senior Pastor, Executive Pastor, and any other staff that are approved as Elders. The Staff Elders direct the day-to-day operations of the church. The number of Staff Elders shall be less than or equal to the number of Congregational Elders. Staff Elders have an indefinite term of service. QUALIFICATIONS: Staff Elders must meet the biblical qualifications for eldership (1 Timothy 3 and Titus 1) and must be ordained by Denver United Church. A more detailed description of the Senior Pastor and Executive Pastor offices is provided in Section 3: Special Roles. The Staff Elders may be men or women; a majority should be men. A more detailed description of the church s understanding of gender roles is provided in Section 4.4. RESPONSIBILITIES: Staff Elders report to the Senior Pastor. Their responsibilities are to: (1.) Assist the Senior Pastor in managing staff, overseeing ministry, and preparing the Church s Page 2 of 11

3 annual budget; (2.) Complement the Overseeing Elders by providing onsite accountability for the Senior Pastor; and (3.) Make corporate decisions by attending, deliberating and voting in Elders meetings. SELECTION AND REMOVAL: The Senior Pastor may nominate a staff member for Eldership at an Elders meeting; the nomination may be approved by a majority vote of the Voting Elders. In order to be dismissed from the church staff, a Staff Elder must first be removed from Eldership by the Elders. The Senior Pastor may recommend the removal of a Staff Elder, and the removal may be approved by a majority vote of the Voting Elders Congregational Elders DESCRIPTION: The Congregational Elders are comprised of at least two non-staff congregants of Denver United Church. The number of Congregational Elders must be greater than or equal to the number of Staff Elders. Congregational Elders will serve a two-year term, and may serve an unlimited number of terms. QUALIFICATIONS: Congregational Elders must be wise, mature disciples of Christ who meet the biblical qualifications for eldership (1 Timothy 3 and Titus 1). They must also be members of Denver United Church in good standing. The Congregational Elders may be men or women; a majority should be men. A more detailed description of the church s understanding of gender roles is provided in Section 4.4. RESPONSIBILITIES: The Congregational Elders are responsible to: (1.) Exemplify servant leadership by participating in the ministries of the church; (2.) Promote the health and spiritual vibrance of the Denver United Church family; (3.) Represent Denver United Church in the community; (4.) License and ordain Denver United Church pastors (see Section 5.3); (5.) Conduct dispute resolution among Denver United Church members (see Section 5.4); and (6.) Make corporate decisions by attending, deliberating and voting in Elders meetings. A more detailed description of the corporate decision-making process is provided in Section 3.5. SELECTION AND REMOVAL: The initial Congregational Elders are chosen by the Senior Pastor. Thereafter, the Senior Pastor may nominate a candidate for eldership, and nomination may be approved by a majority vote of the Voting Elders. At the end of a Congregational Elder s term of office, he or she may choose whether to serve another term at the Senior Pastor s invitation no vote is necessary to renew a term. If the Senior Pastor elects not to invite a Congregational Elder to return at the end of a term, the Elder s service in that role will be considered complete. The Senior Pastor may also recommend the removal of a Congregational Elder mid-term, and that Elder may be removed by a two-thirds majority vote of the Voting Elders Overseeing Elders CONSTITUTION OF DENVER UNITED CHURCH DESCRIPTION: The Overseeing Elders are comprised of three to five outside ministry leaders. The Overseeing Elders are non-voting Elders, but are welcome at all elder functions. The Overseeing Elders will serve a four-year term, and the terms should be staggered to avoid gaps in continuity. Overseeing Elders may serve an unlimited number of terms. Page 3 of 11

4 CONSTITUTION OF DENVER UNITED CHURCH QUALIFICATIONS: An Overseeing Elder must meet the biblical qualifications for Eldership (Timothy 3 and Titus 1), and they must have significant ministry and organizational leadership experience. At least one Overseeing Elder must be a current Senior Pastor of an established church. Overseeing Elders must be men. A more detailed description of the church s understanding of gender roles is provided in Section 4.4. RESPONSIBILITIES: The responsibilities of the Overseeing Elders are to: (1.) Provide mentorship and accountability to the Senior Pastor through regular relational contact, which should be initiated and welcomed by the Senior Pastor; (2.) Provide guidance, teaching and encouragement to the Elders and the church family; (3.) Provide organizational oversight for the Senior Pastor, to include an annual performance review; (4.) Correct or remove the Senior Pastor as necessary; (5.) Provide advice and consent in the selection of a new Senior Pastor; and (6.) Set the compensation package of the Senior Pastor. A more detailed description of the selection, removal and compensation of the Senior Pastor is provided in Section 3.1. The Overseeing Elders should meet at least once per calendar year, although they may meet more frequently if needed. SELECTION AND REMOVAL: The initial Overseeing Elders are chosen by the Senior Pastor. Thereafter, the Senior Pastor will nominate new Overseeing Elders and the nominee may be approved by a majority vote of the Voting Elders. The Senior Pastor may nominate a new Overseeing Elder at any time, and he must do so immediately if there are fewer than three. At the end of an Overseeing Elder s term, the Senior Pastor may recommend that his term be renewed. The recommendation may be approved by a majority vote of the Voting Elders. Alternatively, the Overseeing Elder or the Senior Pastor may decide that the Overseeing Elder s service has concluded at the end of the Overseeing Elder s term. No vote is necessary to confirm this decision. If the Senior Pastor or any Voting Elder wishes to remove an Overseeing Elder from that role during the Overseeing Elder s term, he or she may recommend removal, and the removal may be approved by a two-thirds majority vote of the Voting Elders. 3. Definitions of Special Roles 3.1. Senior Pastor DESCRIPTION: The Senior Pastor is the primary vision architect and operational leader of the church. He functions as President of the corporation and is accountable to the Overseeing Elders. QUALIFICATIONS: The Senior Pastor must be a man and must have significant ministry and organizational leadership experience. The Senior Pastor should have a history of demonstrated compassion, wisdom and spiritual maturity; gifts of teaching and leadership; and a deep understanding of the Word of God. RESPONSIBILITIES: The Senior Pastor is responsible to: (1.) Cultivate and communicate the church s vision and organizational culture; (2.) Conduct weekly worship services, preaching in Page 4 of 11

5 CONSTITUTION OF DENVER UNITED CHURCH the majority of the primary services; (3.) Direct the ministries of the church; (4.) Hire, fire and manage the church staff, including setting staff salaries; (5.) Prepare and execute the church s annual budget; (6.) Spend or allocate extra-budgetary revenues within established limits (spending limits are provided in Section 3.5); (7.) Function as chairman of the Eldership, providing leadership for Elders meetings and administrative coordination among the branches of Eldership (excluding specific Overseeing Elder responsibilities as defined in Section 2.3); (8.) Select and remove members of all branches of Eldership as specified in Section 2 and individuals in specific roles as specified in Section 3; (9.) Initiate regular relational contact with the Overseeing Elders. SELECTION: The Senior Pastor should establish a succession plan in consultation with the Elders far in advance of his leaving. The plan shall include one Senior Pastor candidate, a detailed timeline for transition, and a date to vote on the approval of the candidate. The Overseeing Elders shall provide advice and consent to the succession plan. At the date specified in the plan, the Voting Elders will vote whether to approve the new Senior Pastor; a majority vote is required for approval. If the Senior Pastor dies, becomes incapacitated, or is determined by the Overseeing Elders to be unfit to continue in his role, the Executive pastor becomes the Interim Senior Pastor as soon as the vacancy occurs. If the Executive pastor is unfit to assume that role or if the Executive Pastor role is vacant, the Elders must name an Interim Senior Pastor immediately (more details are available in Section 3.3). The Voting Elders should then establish a procedure to search for and select a new Senior Pastor with the advice and consent of the Overseeing Elders. The selection must be approved by a two-thirds majority of the Voting Elders. The Overseeing Elders may veto the Senior Pastor Select only by a unanimous vote of the Overseeing Elders. If the Overseeing Elders exercise this veto authority, the Voting Elders must make another selection. The new Senior Pastor should be promptly installed by the Overseeing Elders in a weekend worship service. DISCIPLINE AND REMOVAL: The Senior Pastor may be disciplined or removed from his role by the Overseeing Elders. The Overseeing Elders may initiate an investigation, and may then prescribe corrective action, either when notified of allegations of misconduct by the Ombudsperson (a detailed description of the role of Ombudsperson may be found in Section 3.4) or of their own volition after discoveries made during an annual review or through their regular involvement in the church. Accusations against the Senior Pastor may only be brought to the Ombudsperson: (1.) by an Elder; (2.) if there is evidence of wrongdoing; and (3.) if there are at least two witnesses. The Ombudsperson may notify the Overseeing Elders, who may initiate an investigation only for potential violations of the following: (1.) Financial impropriety; (2.) Sexual immorality; (3.) Heresy; (4.) Spiritual, Physical, Sexual, or Verbal Abusiveness; (5.) Criminal activity; (6.) Other patterns of habitual immorality; or (7.) Continual underperformance. The Overseeing Elders should promptly investigate and choose a course of action by majority vote. They may: (1.) discipline the Senior Pastor and eventually restore him to his role; (2.) remove him from his role permanently; or (3.) acquit him of any wrongdoing. Page 5 of 11

6 COMPENSATION: The Overseeing Elders will set the salary, housing allowance, and benefits for the Senior Pastor Executive Pastor The Executive Pastor may fulfill a variety of administrative and pastoral roles, but should be identified for the purpose of continuity in leadership transition. He reports to the Senior Pastor and must be a Staff Elder. The Executive Pastor functions as Vice President of the corporation and as such, serves as vice chairman of the Eldership. The Executive Pastor is appointed and removed by the Senior Pastor with no vote required. The Executive Pastor fulfills the responsibilities of Interim Senior Pastor in the event of a Senior Pastor vacancy or sabbatical. Because of the succession requirements of this role, the Executive Pastor must be a man Interim Senior Pastor The Interim Senior Pastor temporarily discharges the duties of the Senior Pastor should the office become vacant. The Executive Pastor assumes the role of Interim Senior Pastor automatically when there is a vacancy. If there is no Executive Pastor, the Voting Elders will promptly appoint an Interim Senior Pastor by majority vote. Every effort should be made to choose an Interim Senior Pastor from within the staff. The Interim Senior Pastor must be a man, and is eligible to become the new Senior Pastor. He is accountable to the Overseeing Elders. The Interim Senior Pastor will have the responsibilities and authority of the Senior Pastor with the following exceptions: (1.) He may be the primary preacher, but he is not required to be; (2.) He cannot hire or fire church staff or change staff salaries without the consent of the Ombudsperson; (3.) If the Interim Senior Pastor is not a sitting Elder at the time of his appointment, he becomes a non-voting Elder and the Secretary/Treasurer becomes chairman of the Elders (for details on Corporate Officers, see Section 3.6); (4.) He cannot remove an Elder at the end of a term without a vote Ombudsperson CONSTITUTION OF DENVER UNITED CHURCH The Ombudsperson is an Elder with two important additional responsibilities: (1.) He or she serves as the singular initial communication link to the Overseeing Elders upon an accusation against the Senior Pastor (see Section 3.1); and (2.) He or she assists the Interim Senior Pastor in certain decision making (see Section 3.3). The Ombudsperson must be a Congregational Elder with exceptional judgment, discretion and diplomacy. As important as the decisions the Ombudsperson must make is the climate he or she sets for the inherently sensitive time surrounding those decisions. Therefore, the Ombudsperson must personify the church s values and recognize the influence of this special role in preserving them. Extra care should be taken in the appointment of the Ombudsperson because of the gravity of this role in the health of the church. Page 6 of 11

7 The Senior Pastor will nominate a member of the Congregational Elders to serve as the Ombudsperson, and the nominee may be approved by a majority vote of the Voting Elders. The Ombudsperson remains in that role for the duration of his or her eldership, and can only be removed from Eldership with a two-thirds majority vote Voting Elders The Voting Elders are comprised of the Staff and Congregational Elders and function as the board of directors for the corporation. A Voting Elder receives one vote in each corporate decision brought to the Elders. The chairman of the Elders will preside over the agenda, deliberations, and voting procedure. The Secretary/Treasurer will prepare the minutes of Elders meetings and maintain corporate records (for details on Corporate Officers, see Section 3.6). Two-thirds of the total number of Voting Elders shall constitute a quorum. Unless otherwise specified, decisions shall be made with a simple majority vote. The Voting Elders should meet at least once per calendar quarter, and may meet more frequently if necessary. Meetings will be held at the church s main offices unless the Elders are notified of the change sufficiently in advance. The Voting Elders may also elect to use virtual or electronic forms of meeting and or voting. The Voting Elders are responsible to: (1.) Approve the selection and removal of members of all branches of Eldership and special roles; (2.) Approve and oversee the execution of the church s annual budget; (3.) Approve any extra-budgetary purchase of an amount greater than one percent of the church s annual budget or $50,000, whichever is less; (4.) Approve any contracts or leases in excess of $1,000 per month or one percent of the church s monthly budget, whichever is greater; (5.) Approve any real property transactions; (6.) Appoint an Interim Senior Pastor if necessary; (7.) Select a new Senior Pastor if necessary; and (8.) Modify this constitution if necessary (see Section 6 for details) Corporate Officers CONSTITUTION OF DENVER UNITED CHURCH The church is both a spiritual family and a corporate organization. As such, the church shall be subject to applicable State and Federal regulations. State law requires a minimum of two officers of the corporation: The Senior Pastor will serve as President and the Executive Pastor will serve as Vice President. Their responsibilities and powers will be the same as those of the corresponding pastoral roles. Additionally, the Senior Pastor will choose a Secretary/Treasurer, who must be a Staff or Congregational Elder. The Secretary/Treasurer facilitates the Elders corporate financial oversight, maintains corporate records, and serves as chairman of the Eldership should the President and Vice President be unable to do so. 4. Beliefs Denver United Church is an interdenominational family of Jesus Christ s followers. As such, we respect every established theological stream within the span of orthodoxy reflected in the evangelical tradition. Denver United Church purposes to focus on the absolute, non-negotiable truths of Scripture. These truths are ably expressed in two succinct confessions. For centuries, the Apostles Creed Page 7 of 11

8 has united God s people around a clear, biblical declaration of Christian belief. Additionally, the Statement of Faith of the National Association of Evangelicals (NAE) has emerged from the leadership of Billy Graham, Carl Henry, and other fathers of modern evangelicalism as the central code of evangelical doctrine. These two confessions comprise our statement of beliefs Apostlesʼ Creed I believe in God, the Father almighty, creator of heaven and earth. I believe in Jesus Christ, his only Son, our Lord, who was conceived by the Holy Spirit, born of the Virgin Mary, suffered under Pontius Pilate, was crucified, died, and was buried. On the third day he rose again; he ascended into heaven, he is seated at the right hand of the Father, and he will come to judge the living and the dead. I believe in the Holy Spirit, the holy catholic Church, the communion of saints, the forgiveness of sins, the resurrection of the body, and the life everlasting. Amen NAE Statement of Faith We believe the Bible to be the inspired, the only infallible, authoritative Word of God. We believe that there is one God, eternally existent in three persons: Father, Son and Holy Spirit. We believe in the deity of our Lord Jesus Christ, in His virgin birth, in His sinless life, in His miracles, in His vicarious and atoning death through His shed blood, in His bodily resurrection, in His ascension to the right hand of the Father, and in His personal return in power and glory. We believe that for the salvation of lost and sinful people, regeneration by the Holy Spirit is absolutely essential. We believe in the present ministry of the Holy Spirit by whose indwelling the Christian is enabled to live a godly life. We believe in the resurrection of both the saved and the lost; they that are saved unto the resurrection of life and they that are lost unto the resurrection of damnation. We believe in the spiritual unity of believers in our Lord Jesus Christ The Holy Spirit CONSTITUTION OF DENVER UNITED CHURCH Among the interpretive issues of Scripture, few have greater implications for the church than the work of the Holy Spirit. Recognizing the Holy Spirit to be the primary agent for God s regeneration and preparation of Jesus followers, and believing the scriptural gifts and Page 8 of 11

9 ministries of the Holy Spirit to be current, relevant and accessible, we endeavor to respond to the Holy Spirit s initiative and express his empowerment in our lives and ministries Gender Roles CONSTITUTION OF DENVER UNITED CHURCH Believing that both man and woman were created in the image of God and are equally valuable to him; and that the roles of men and women are somewhat differentiated, with men having a greater responsibility and authority to lead; Denver United Church seeks the best leadership arrangement within the bounds of the principles of Scripture for accomplishing God s design for his church. We recognize that Scripture prescribes male headship. Consequently, the leadership roles in the church which entail the most unequivocal and autonomous authority will be filled by men. At the same time, we do not believe Scripture forbids women s leading in the church; therefore subordinate and collegial leadership roles may be held by women. We desire to release and empower women in every way possible within the limits of our understanding of Scripture. While we affirm the principle of male leadership, we do not feel bound to its traditional applications. Among the more controversial leadership roles for women in church is that of Elder. For a woman, the Elder role is defined so that it is not one of ruling, but rather one of influence as a part of a team. Women do not comprise the majority of the Eldership, nor do they rule over men with respect to dispute resolution or church discipline. We believe allowing women to have such a position of influence is fully in keeping with their created role as helper to the man, their community, and their church. Insofar as Scripture likens kingdom leadership to the family, we believe the input of women at a core decision-making level is beneficial. Just as it is difficult to imagine a healthy, happy home in which husband and wife do not confer and collaborate on significant decisions, so also the church stands to benefit from the deliberative process of a leadership team of mothers as well as fathers voices. For a more comprehensive explanation of Denver United Church s position on women in ministry, see the position paper entitled Why do we have women Elders? 5. Ministry Practices 5.1. Church Membership Until such time as the Eldership elects for a more formal definition, membership in Denver United Church shall consist of an attendee s commitment to give financially to the church, serve in the ministries of the church, connect proactively in relationships within the church, and grow in a personal relationship with Jesus Christ. It is expected that members participate financially in the work of the church. Additionally, members embrace the vision of the church by actively participating in ministries of the church and demonstrating a pattern of concerted Christian maturation. Page 9 of 11

10 CONSTITUTION OF DENVER UNITED CHURCH 5.2. Church Discipline Denver United Church welcomes and embraces people at every stage of the discipleship journey. Should an attendee s pattern of behavior demonstrate a refusal to incline toward Scripture s teachings and an intention to hinder others from doing so, the Elders should implement a biblical process of church discipline. If the Senior Pastor determines such action to be necessary, either he or an Elder of his designation should: (1.) Confront the person (Matthew 18:15-16); (2.) Offer spiritual restoration (Galatians 6:1); and (3.) Remove the person from participation in the ministries of Denver United Church, should repentance not ensue (Matthew 18:17, 1 Corinthians 5:12-13, Titus 3:10). The process of church discipline should be implemented with humility and discretion, in a spirit of grace and truth, and with deference to God s healing power Licensing and Ordination The church will recognize the ministry calling of a Denver United Church pastor with a ministerial license. For a licensed pastor to become a Staff Elder, he must be ordained. The Voting Elders will determine the requirements and procedure to license and ordain Denver United Church pastors Dispute Resolution According to 1 Corinthians 6:1-9, the Voting Elders should provide a process for systematic conflict mediation among members of Denver United Church Policies and Procedures The church s ministry, business, and management operations should be prescribed in a Policy Manual to be written and maintained by the church staff. 6. Modification of Constitution or Bylaws This church constitution and the church Bylaws may be modified by the Voting Elders by twothirds majority vote. Page 10 of 11

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