o New Zealand o Spain o United Kingdom o United States of America

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2 GENERAL INFORMATION As you reach out to community groups, churches, prayer groups and shoebox donors, it s important that you have the most up-to-date information and resources. OCC is committed to equipping you with the information and materials you need to be successful in your role. In the back of this Ministry Handbook are pages for you to make notes or write questions you may have for your State/Regional Manager. OCC Quick Facts What: Operation Christmas Child (OCC) is a project of Samaritan s Purse, an international Christian relief organisation headed by Franklin Graham. Operation Christmas Child collects gift-filled shoeboxes and delivers them in the name of Jesus Christ to children living in desperate situations around the world. 11,213,010 + shoeboxes collected and distributed internationally in ,814 shoeboxes collected in Australia and New Zealand in 2015 Shoebox sending countries in 2015: o Australia o Canada o Finland o Germany o Japan o New Zealand o Spain o United Kingdom o United States of America Who: Some volunteers in Australia and New Zealand, including over 400 year-round Area Team volunteers, bringing the total to more than 500,000 volunteers worldwide, who help the shoeboxes on their way to children all over the world. Where: In 2015 OCC distributed nearly 11.2-million shoeboxes to children in over 108 countries including Kenya, India, the Philippines, Ecuador, Haiti and Ukraine. Australia and New Zealand s shoeboxes went to Vietnam, Thailand, Cambodia, Papua New Guinea, Samoa, Vanuatu and Fiji. Why: Every day children around the world suffer from war, poverty, disease and natural disaster. OCC makes it possible for millions of these children to experience God s love through gift-filled shoeboxes. These shoeboxes open doors for presenting the Good News of

3 Jesus Christ by working in and through local churches where possible, offering children s literature and through culturally appropriate evangelistic and follow-up programs. One of the things that makes OCC so special is its emphasis on kids helping kids. This project provides a simple, tangible way for children and teenagers to join adults in sharing the joy of giving to children around the world at Christmas. When: Samaritan s Purse adopted OCC in 1993 and has collected and distributed over 100- million shoebox gifts for needy children in more than 130 countries and territories. A British layman named Dave Cooke started the project in 1990 in Wales. OCC Fact Sheet Purpose: The world s largest Christmas project of its kind, OCC uses gift-filled shoeboxes to demonstrate God s love in a tangible way to needy children around the world. Process: Individuals, families, churches and other groups fill empty shoeboxes with gifts of toys, school supplies, hygiene items, clothing and notes of encouragement. During Collection Month in October (#OCCtober) each year, OCC collects the giftfilled shoeboxes at hundreds of drop-off points in Australia and New Zealand. Shoebox gifts are inspected and prepared for overseas shipment at major Processing Centers across Australia and New Zealand. Partnering churches and ministries will deliver the gifts to children in more than 100 countries on 6 continents. Donors can find out the country where their shoebox/es are delivered and receive distribution stories by using the Follow-Your-Box donation method found at operationchristmaschild.org.au Evangelism and Discipleship: The Greatest Gift is a child-appropriate Gospel literature booklet given alongside the shoebox gifts whenever culturally appropriate The Greatest Journey is a discipleship program of Operation Christmas Child, designed as a follow-up program to the shoebox gift. Boys and girls enroll (with parental consent) in a 12-lesson discipleship experience introducing them to salvation through faith in Christ and encouraging them to grow as faithful followers. The Greatest Journey materials are utilized by local churches to offer this discipleship opportunity freely to many of the children who have received shoebox

4 gifts. This connects children to local churches who can, through discipling relationships, teach and nurture the children in faith. Each lesson has a biblical theme and learning activities. This story-based curriculum is specifically written for children from a variety of cultural backgrounds and presented with illustrations in a format that transcends culture. The Greatest Journey is used by local churches to disciple children in clubs, meetings, classrooms and Sunday school settings. History OCC as a project of Samaritan s Purse began in the United States in 1993 with 28,000 shoebox gifts. Since then, OCC has collected and hand-delivered more than 113-million shoebox gifts to needy children in more than 130 countries and territories, including: Young refugees from the war in Syria living in Northern Iraq (2013) Young typhoon victims in the Philippines (2013) Young earthquake and cholera victims in Haiti (2010) Children in China who were victims of the 2008 earthquake ( ) Young children in the war-torn Republic of Georgia (2008) Hurting children stricken by poverty in war-ravaged Sudan (2007) Children in Iraq, Lebanon and other Middle Eastern countries (2006) Young survivors of the horrific tsunami in Southeast Asia (2005) School children attacked by terrorists in Beslan, Russia (2004) Ugandan children devastated by the HIV/AIDS pandemic (2002) Children in Honduras and Nicaragua left homeless by Hurricane Mitch (1998) War orphans in Kosovo (1999), Bosnia and Croatia ( ), and Rwanda (1994) Frequently Asked Questions Q: What is Samaritan s Purse? Samaritan s Purse is an international Christian relief and evangelism organisation headed by Franklin Graham, the eldest son of Dr. Billy Graham. The non-profit organisation specialises in meeting the critical needs of victims of war, poverty, disease, and natural disaster, in order to demonstrate God s love and earn a hearing for the Gospel. Samaritan s Purse headquarters is in Boone, North Carolina, with offices in Australia, Canada, Germany and the United Kingdom.

5 Q: What is Operation Christmas Child? OCC is an annual outreach of Samaritan s Purse and makes it possible for millions of children suffering from war, poverty, disease and natural disaster to experience God s love through gift-filled shoeboxes. Each year, simple gifts are packed into shoeboxes by people in Austria, Australia, Canada, Finland, Germany, Japan, Liechtenstein, New Zealand, Spain, the United Kingdom and the United States of America, then delivered to hurting children around the world. More than 113-million children in over 130 countries and territories have received shoebox gifts since One of the things that makes OCC so special is its emphasis on kids helping kids. This project provides a simple, tangible way for children and teenagers to join adults in introducing children to the eternal joy, hope, and life found in Jesus Christ. Q: How did the project get started? OCC began in Wales in 1990 to help suffering children in Romania s orphanages. Since Samaritan s Purse adopted the program in 1993, OCC has distributed over 113-million giftfilled shoeboxes, many of them to children who have never received a Christmas present. Q: How do the shoeboxes get to the children? Samaritan s Purse transports shoeboxes via truck, train, plane or sea freighter. Once they are in the receiving country, the shoeboxes are delivered to the children through local churches and Christian ministries. Shoebox gifts have been delivered in country by truck, donkey, dugout canoe, boat and even helicopter! Q: Who pays for the project? The gift-filled shoeboxes are donated, but Samaritan s Purse has to cover all costs related to facilitating the project and getting the shoeboxes into the hands of the children. Therefore, Samaritan s Purse requests a donation of $9 or more to accompany each shoebox. These contributions, along with special donations from churches, groups and individuals, offsets the OCC project expenses. Q: Who can be involved in OCC? Anyone can participate by filling a shoebox with a few toys, school supplies, hygiene items, clothing and other basic necessities and delivering it to a drop-off point or Collection/Processing Centre. Thousands of groups including churches, schools, youth groups, families, businesses and community groups participate in the project each year.

6 Q: What should people put in a shoebox? First, select an age category for a boy or a girl you would like to help: 2-4, 5-9 or years old. Then we suggest filling the box to the lid with items from the following categories: Something to love a stuffed toy, doll etc. Something to play with a ball, toy car, musical toy etc. Something to wear shirts, shorts, dresses, footwear etc. Something for school exercise books, pencils, stationery, pencil case etc. Something for hygiene toothbrush, soap, comb etc. Something special a note of encouragement, Christmas card etc. There are some items that are inappropriate due to customs or project guidelines, so please consult the website or OCC brochure for more information. Q: With all the other needs facing children, why are you sending toys and gifts? OCC is only part of ongoing international relief work by Samaritan s Purse. In 2013, SP was involved in dozens of other children s relief project around the world. Gift-filled shoeboxes are a very personal way to let children know they are cared about and that God loves them. What child doesn t feel special and loved when a gift is given? Many children who receive shoeboxes are also invited to participate in follow-up programs, and many further relief and development projects are established in communities after OCC has established a bridge of friendship. Q: How can people find out more and get involved? Visit for further information or to request resources. Q: Does Samaritan s Purse support any projects in Australia? SP has a number of ongoing projects in Australia. One of the largest is the Disaster Relief project, which offers assistance to families and communities suffering in the wake of major natural disasters such as cyclones, floods and bushfires. Coordinating with other relief agencies, we provide debris removal, temporary weatherproofing, clean up of flooded homes, reconstruction of residences, and other disaster aid/assistance. When disaster strikes and local resources cannot handle the situation, SP staff and volunteers typically travel to the affected area with our Disaster Relief Unit a custom-built trailer that is equipped with tools and supplies to support the relief efforts.

7 Commonly Used Terms Connect Conference: These conferences are held in April/May each year to provide connection, inspiration and training to our year-round Area Team volunteers. Area Team/Year-Round Volunteer: These selected and equipped volunteers serve on teams in year-round roles to promote and manage the OCC project within a designated geographical area. Launch Events: These events are held by Area Teams to encourage Project Leaders, shoebox donors and other ministry partners in the ministry of OCC. Launch Events generally happen during July-September. Project Leaders: This person leads the charge for OCC within their church, school, workplace or community group. Acronyms AC: Area Coordinator CCR: Church and Community Relations SYR: School and Youth Relations AT: Area Team OCC: Operation Christmas Child SP: Samaritan s Purse DOP: Drop-off Point TGJ: The Greatest Journey SM/RM: State/Regional Manager NSO: National Support Office IHQ: International Headquarters

8 LEADERSHIP Coordinators serve as shepherds and stewards of one of our ministry s most valuable resources: its volunteers. These leader volunteers have the calling and privilege to lead and shepherd other volunteers in their service and walk. Coordinators seek to grow their teams in order to multiply the impact of the ministry of OCC in reaching children around the world. OCC Leadership Leadership within OCC is built upon two goals: 1. Developing a team of year-round volunteers that serves well together, drawing its members closer to God while using the gifts He has given 2. To increase the creation of shoebox gifts that share the eternal hope of Jesus Christ to needy children around the world. These two goals are commonly referred to as our in-here and out-there goals. Welcome to High Impact! Information in this section is adapted from resources by Newell & Associates ( Al Newell). In addition to this section of the handbook, you will be given access to the High Impact Training Series (commonly referred to as the Blue Series ) either online or through the DVD/CD resource. There is also an Introduction to High Impact Area Teams webinar recording available to you as you become equipped for your ministry role with OCC. Through learning and understanding the High Impact Volunteer Ministry process and principles you ll discover how we together can partner to: Restore a Biblical model of volunteer ministry and experience powerful ministry effectiveness. The remainder of this section of the handbook will provide an introduction to many of the foundational principles and processes of High Impact, and what that looks like within OCC.

9 Volunteer Ministry Models As mentioned before, High Impact Volunteer Ministry is based on biblical principles and focuses on empowering each volunteer towards ministry effectiveness. Before we discuss the foundational principles of High Impact, let s see how High Impact compares to other models of volunteer ministry. The High Impact Model has many differences from most common approaches to volunteer ministry. As you read through these, consider if you have ever been a volunteer on a team with these characteristics or if you have led volunteers in one of these ways. Feel Good Volunteer Ministry Model Volunteers seen as the first customer, not God Whatever the volunteer wants to do is good with us Staff and resources can be drained because we re spread so thinly OUTCOME: ministry is not as effective because efforts are diluted in so many different directions Spectator Volunteer Ministry Model All serious ministry is done by staff or leaders There is no vision for volunteer ministry or expanding through ministry partners Passive Christianity is reinforced OUTCOME: volunteers are not really engaged in their service and are not invested Helper Volunteer Ministry Model Volunteers are treated as helpers We thank them for helping us with our ministry We use volunteers only when they re needed and then lose them because they aren t engaged

10 OUTCOME: retention is low because volunteers are only used periodically Assistant Volunteer Ministry Model There is some respect for volunteers, but still separation between staff and volunteers Application of strong volunteer management principles is inconsistent Organisation is not wholly committed to seeing volunteers as capable ministry partners OUTCOME: no leadership development and no multiplication takes place If you ve served as a volunteer under one of these models or if you ve led volunteers in these ways, you re not alone! The good news is that through High Impact we can learn to be better leaders for God s Kingdom. In OCC, through following and applying the High Impact model s principles and processes, we strive for effective, God-glorifying volunteer Area Teams. High Impact Volunteer Ministry Model All volunteers are capable ministry partners Focus is on selecting and discipling volunteers to reach towards Kingdom goals Many volunteers become leader volunteers OUTCOME: God is glorified through the service of volunteers and the volunteers are effective and developed 10

11 Nine High Impact Principles These core principles guide and shape our Area Teams, as we serve the Lord together in OCC. #1: A volunteer is a child of God. 1 Timothy 5:1-2 shows us that Christians are to be like family members to each other and, like in a family, everyone has a role to play. Everyone has unique God-given gifts and talents to contribute to the Kingdom of God. Regardless of whether or not this person is the right fit for OCC, we must treat them with respect. #2: Financial vs. Human stewardship Think about a time you have heard of when funds were misappropriated in a ministry or organisation. How did people respond? How do we respond to misappropriated people in a ministry? Do our reactions show that people have more value than money? Human stewardship is a central strategy to God s Kingdom. Part of that human stewardship means putting people into roles that best match their gifts and talents. This is part of being a good steward with what God has entrusted to us the volunteers serving with us in ministry. #3: Transformed value Think about your church s crèche ministry for a moment. What are the basic tasks volunteers do in the crèche? While these are the basic tasks done by crèche volunteers, what spiritual impact could they have in your church s ministry to the families who depend on the crèche? By asking those questions, you were able to communicate what the real value of the crèche is in your church. We call this transformed value lifting up the organisational and spiritual impact of a volunteer role, no matter what the basic task of the volunteer position is. Our relationship with our Heavenly Father transfuses value into volunteer tasks and means that there are no menial tasks in Kingdom work. Review Acts 6:1-7 What was the basic task that the disciples needed other people to do? According to verse 7, what was the impact of the seven who were chosen to wait tables? #4: Serving is a privilege Serving is an honour to be taken seriously. People that serve on an Area Team are not doing you a favour but rather, through service, they are expressing thanksgiving back to God. We are confident of the value and opportunity we are offering our volunteer prospects, and we 11

12 do not beg for volunteers. We invite people to prayerfully consider being a part of what God is doing through OCC. We hold up volunteer opportunities as a privilege to serve Jesus and children. #5: Sacred keys What would you think of a parent who gave their child the car keys without any training or instruction on how to drive? What words would you use to describe this parent? Take a moment to read 2 Timothy 2:2. God has given a set of sacred keys to OCC leaders. It is your responsibility to carefully entrust these sacred keys of ministry. We are not to carelessly toss these sacred keys to untrained, spiritually immature or unprepared people. We would not be doing them of God a favour. Serving is a privilege and all believers are children of God, but not all people will be entrusted with the keys of OCC ministry. #6: Volunteers are capable partners In Philemon 8-17, Paul asked Philemon to treat former slave Onesimus as a dear brother and as a partner. If you were Onesimus reading Paul s words about you, how would that have made you feel? Would that have motivated you to do anything you could for Paul and the Gospel? What connection do you see between this story and OCC volunteers? Area Team volunteers are more like shareholders in a company than employees; they have a huge part in the success of the ministry and we should treat them that way. What actions or language might demonstrate we don t value a volunteer as a real partner? #7: Multiplication Take a moment to read Exodus 18: Why do you think Moses was doing all the ministry by himself? Ask: According to Jethro, eventually what would be the consequences of Moses leadership style? Do you have a tendency toward being more of a doer or a multiplier? In what ways can you find yourself carrying the burden of ministry alone? Moses was a doer he directly ministered to the people all by himself out of a sense of calling and duty. Moses was an incredible servant of the Lord, but even so, Jethro pointed out a better way. Serving together is God s design. God desires for us to share the burden of ministry with others. Jesus was a multiplier as well. #8: Select fewer, more productive volunteers We take great care in selecting only those volunteers that are called to serve Jesus through OCC. A smaller team with the right people can accomplish more than a big team that does not have the right people serving in the right roles. Building a High Impact team is about 12

13 setting high, clear expectations and looking for qualified volunteers. Because expectations are clear, volunteers are more likely to enjoy their ministry experience and retention will be high. #9: Purposeful growth There are a ton of things you and your team could be doing with OCC in your communities. It can be difficult sometimes to discern where your team should be spending its time, energy and resources. When considering priorities for your team, ask yourself, Is this activity going to result in quality fruit for God s Kingdom? Activity is not always a sign of growth; it s the hard work you do building a team that will eventually produce the fruit you re hoping to see. 13

14 The High Impact Process The High Impact process we re about to examine is in place not only because it is Biblical, but also because we ve seen it produce great fruit and results to OCC. We also believe that the ministry of OCC is sacred. God has entrusted this ministry to us and we must ensure it continues to be entrusted to reliable people who will also be qualified to teach others as 2 Timothy 2:2 tells us. We seek to carefully select those whom God has called to use their gifts and talents for His Kingdom through OCC. The five-step High Impact process allows us to hear the heart of potential volunteers and share with them opportunities to serve the Lord through OCC. Let s take a quick look at a summary of the five steps in the High Impact process. We will cover each step in the process in more detail later. As you prayerfully seek to grow your team, you ll walk each potential team member through this process. Recruiting is communicating a truthful, compelling ministry message to discover prospects (potential volunteers). Recruiting is hard work and takes planning work with your SM/RM to develop a strategy to discover potential volunteers for your Area Team/Ministry Team 14

15 Your SM/RM will refer potential volunteers for your area from the website, Processing Centre and prayer network All potential volunteers who express an interest in serving deserve a timely and courteous response Selecting is discovering those God has called to our ministry who will make a great impact. All prospects interested in becoming a year-round Area Team volunteer will complete the selection process: 1. Initial screening 2. Application Kit 3. Interview and share Ministry Description/s 4. Reference Checks 5. Prayer and placement signed Volunteer Agreement Form Prayer is a critical component throughout the entire selection process Include your SM/RM as you walk through the selection process, especially as you make your first few volunteer selections When a volunteer has been selected to be part of your team, submit all the completed paperwork to the SM/RM Equipping is providing the resources and transferring the attitudes, competencies and knowledge necessary for a volunteer to be effective. As the leader of your team, it is your responsibility to ensure that volunteers on your team are equipped to succeed in the ministry area to which they have been selected and are serving Regular training is provided for all OCC volunteers and all volunteers are expected to participate in the training opportunities provided such as webinars, annual State/Regional Conferences etc. Equipping is not a one-off event. Volunteers must be kept current and re-equipped as necessary Leading is our commitment to serve, support, develop and disciple volunteers towards the two Kingdom goals (in-here and out-there). In order to guide each volunteer towards the Kingdom goals, we focus on reflection, connection, inspection and correction (affirmation and admonition) Stewardship requires that we only place individuals in positions where their talents will be maximised for the building of God s Kingdom Developing a ministry plan for your Area Team/Ministry Team provides a framework for your efforts throughout the year and a direction for your team 15

16 The best leaders find a balance between focusing on creating a strong team and focusing on generating more shoebox gifts (moving towards both Kingdom goals simultaneously) Developing (other) leader volunteers is continuing to pour into those effective, deeply committed, spiritual leaders that rise up within your team and may step into leadership to make exponential ministry growth possible. Lead in such a way that if God were to call you out of your current role, there would be a strong pool of prospects ready to consider your ministry position Keep your eyes and heart alert for leadership potential within your team members. Multiplying the leadership and growing the team is key to growing the number of shoeboxes (Gospel opportunities) in your area Your SM/RM will walk through these steps with you until you feel comfortable on your own and are there to support you at any time. Enlist your Area Team s Prayer Team in praying with you during this process. Make them aware of vacancies and specific areas they can be covering with prayer for you. Now that you have a brief introduction and overview of the High Impact process and its core principles, let s go into more detail about how each step in the process is outworked in OCC Area Teams. 16

17 Recruitment Strategies Recruitment Meeting Materials include a PowerPoint presentation that centers on the Journey of a Shoebox and explains the volunteer role in each step of the process There is heavy emphasis on ways to volunteer and next steps of involvement Enables you to share the vision of OCC with a large group in a festive environment Could boost shoebox numbers, not just team growth A lot of work goes into planning and setup and often there is not the opportunity to make a one-on-one connection with those in attendance Often requires more follow-up after the meeting Helpful when forming a new Area Team Helpful in introducing the project/volunteer opportunities to a new part of your region Helpful in communicating more project information to a large group of prospects whose commitment level you are unsure (ex. a list of names collected from Processing Season) Specialised Recruitment Meeting Similar to a Recruitment Meeting but pays specific attention to particular ministry area (e.g. Church and Community Relations, Network) Can use same materials but spend more time in a particular area Allows you to share vision with a larger group of people than one-on-one Allows your message to be specific to the calling of your audience You often have to wait until there is a large enough group interested in one ministry area to be able to host Helpful when you have established a goal to develop a specific ministry team (e.g. Church and Community Relations Team) Helpful when you have many prospects interested in the same ministry area One-on-One Recruiting An individual conversation with a prospect where you can share the vision of OCC, opportunities to serve and answer specific questions Allows for personal connection and enables you to get to know a prospect better in the given time You can take a more tailored, specific approach and answer their specific questions More people respond to one-on-one asks Time consuming Can be intimidating for the prospect 17

18 Helpful for following up contacts you met at the Processing Centre or during Collection Season Helpful for sharing with Project Leaders or others who have been involved with the project for some time and have a good understanding of the mission Bring-a-Friend Meeting Plan one of your regular Area Team meetings to be a meeting where each member invites a friend with whom they have shared details about the project and their role as a volunteer This is an opportunity for these prospects to get to know those who are serving on the team and learn more about the project Personal connection exists between the volunteer and his/her friend which likely will lead to greater response Provides an informal, non-intimidating setting Not as effective with a smaller or newly forming team Could be a distraction to regular team business Guest could begin to identify themselves as a member of your team without having been formally selected A well-developed team may find this to be a great way to add new volunteers with fresh ideas to their team Would be a way to take a one-on-one approach and reach many more people at once Church Bulletin Inserts / Advertisements A brief, well-written ad that explains and translates the cause of the Area Team or a specific position It should direct an interested prospect to contact a specific person directly rather than serve as an invitation to a meeting or event Also, a document (the Volunteer Opportunities brochure) could be provided to a church to insert in their weekly bulletin/newsletter Can reach out to prospects (in participating congregations) that are already familiar with the project and have some level of participation You may already have a relationship/contact person with the church This is an easy way to solicit participation from churches outside of your denomination Must communicate that you are looking for people interested in serving year-round with OCC, not only to donate shoeboxes Some churches may resist recruiting volunteers to ministries outside their church functions 18

19 Develop a campaign to place inserts/ads in all the participating churches within your Area Team Consider spreading this out over several weeks so that you can better manage the response from a couple of churches rather than all at once Could set-up some one-on-one meetings as follow-up to the response you receive Advertising Placing an ad that is written to promote volunteer opportunities in your area in a publication or on a radio station Likely, many free advertising opportunities exist in your area, so seek these out first Work closely with your SM/RM to determine if doing any paid volunteer advertising in your area is feasible Media provides a wide reach and can help us clearly communicate our message to prospects outside of our typical circle of influence. There could be significant cost associated with this, so we must be selective in using this method All ads must be produced and approved through your field office so the turnaround time must be factored into your planning Helpful to use local newspapers where you are developing your team Convention publications can also be helpful Mailing Use a letter including specific volunteer information (Volunteer Opportunities Brochure) to share opportunities with a group of prospects Provide more information directly to a group of prospects Is a time-effective way to follow-up with a large group of prospects Could be a large mailing for a potentially small return This is the most impersonal of all the methods Can be used as follow-up after a Recruitment Meeting Helpful when directed at Project Leaders or short-term volunteers in an area you are planning to develop Facebook Post information on your Area Team Facebook Group to share how people can get involved right where they live and share specific positions where they could serve Give clear and easy ways for them to get in touch with Area Team members Is quick and easy to use and is free Can easily tailor information 19

20 Reaches an audience that already has an interest in OCC Only reaches those who visit your Facebook Group Important information can get lost in a busy page Could be used to target a specific open position on the Area Team Blasts Sent to group lists accumulated at a community or church event, a drop-off point or a meeting, these blasts can include specific ways they can further their involvement Is a free way to follow up with a large group of people Can easily send the same crafted message to multiple prospects Could be overlooked in an inbox Important, and sometimes difficult, to capture accurate addresses Could be used to send an invitation or reminder about an upcoming recruitment meeting Highly impersonal (similar to mailing) 20

21 Volunteer Selection Process Selecting is discovering those God has called to our ministry who will make a great impact. Why have a selection process? It allows us to get to know the potential volunteer and their heart, to see if they are a good fit When we determine the best fit for a team, we are more effective in ministry When we bring someone onto a team, we are handing over sacred keys to the ministry of OCC It shows potential volunteers how important the role is and the value we place on them and their ministry It communicates the level of commitment we ask of our volunteers The entire selection process must be covered in prayer. Enlist the Prayer Team Members to pray for you and candidates as you walk through the process. Initial Encounter Application Interview and Ministry Description Reference Checks Prayer and Placement/Signed Volunteer Agreement Form Initial Encounter Can be through an expression of interest form, online enquiry, a brief conversation or from knowing a person previously Ask 2-3 key questions or ascertain the following briefly: o Experience with Christ o Experience with SP/OCC o Skills/gifts/talents/passions Share a truthful, compelling ministry message The initial encounter enables you to see if it s appropriate to move forward in the process and is your opportunity to share a compelling message of the OCC ministry If appropriate, off the prospect a volunteer application kit and share how they should return the completed application 21

22 Application Every volunteer prospect must complete an application The application is an opportunity to gain more insight on a potential volunteer and provides direction for conversations/interviews Once an application is received, it s important to follow-up quickly (within one week) to set up an interview time Interview and Ministry Description The interview allows you to gain insight into the applicant s relationship with Christ, passion for OCC, skills and talents that might be applicable and commitment level An interview generally lasts about an hour and can be conducted in person or over the phone Plan for the interview ahead of time. Know what questions you would like to ask and points from their application you d like to hear more about Open the interview with prayer for the conversation, for guidance and for God s direction in the process Some sample questions are included to help guide your conversation, but not all of them need to be answered in every interview. Be sure to customize your interview for the specific position you will discuss Sample questions are divided into each of the 7Cs. These are characteristics we consider when evaluating a good fit for potential volunteers What are the 7 Cs? Calling: What does the candidate do well and like to do? Are they fulfilling God s purpose for their life by partnering with us? Character: Is there consistent character development taking place in their life? Chemistry: Does this person add something to the team? Do they agree with the vision statement? Competency: Does this person have demonstrated experience in skills necessary to do the ministry effectively? Commitment: Has the applicant demonstrated previous volunteer commitment? Condition: Is the spiritual, emotional, mental and physical state of the applicant at a healthy point for them to serve? Consistency: Has the applicant shown consistency throughout the selection process, especially in areas that are important to your team? 22

23 Reference Checks It is vital to check references on each applicant References can provide insight on the applicant s character and background or provide more information in an area where you have had concerns You should check at least two references on an applicant Some sample questions are included to help guide your conversation Prayer and Placement Signed Volunteer Agreement Form After giving time to pray and consider the position, follow up with the applicant to discuss how they feel the Lord is continuing to lead them in regard to the Area Team position and how you see that things should proceed If a mutual fit is found, ask the new volunteer to submit a signed Volunteer Agreement Form and provide next steps for their initial training Pray with the new volunteer as they begin their new role Once a volunteer has joined the team: 1. Pray with them and give thanks to the Lord for them! 2. Share the good news with the rest of the team 3. Connect them to other team members 4. Submit paperwork to the SM/RM 5. Provide the next steps for equipping Saying No Sometimes there is not a mutual fit and it is necessary to say no to an applicant. Maybe there isn t a fit because: One or more of the 7 C s isn t strong in the way it should be The applicant cannot agree with the statement of faith or the ministry s vision/mission It s not an appropriate time in the applicant s life The volunteer is gifted or called to a more suitable ministry The reference checks cause concern or you discover inconsistencies It s important to say no as soon as you know the answer is no. The longer you wait, the more difficult it becomes to say no. It s possible to say no by saying yes : Encourage the applicant towards a different position Refer the applicant to another organisation Help the applicant discover it s to their favour and benefit that you say no 23

24 If appropriate, offer suggestions for development and encourage them to reapply at a later stage The SM/RM s are there to help you through this process. Talk to them to discuss any situations you have questions about. 24

25 Equipping Volunteers Equipping is about providing the necessary resources and communicating, developing or transferring the attitudes, competencies and knowledge needed for the volunteer to do the ministry effectively. If you were preparing to build a birdhouse, you d want to be sure you have your hammer, nails, wood and plan in place. It s always important to have the proper tools for the job at hand. Equipping our volunteers well provides them with the tools they will need to be successful in their service and encourages them in their ministry. New volunteers should be trained within two weeks of signing their Ministry Description Equipping is more than orientation or initial training; it is a part of our ongoing coaching of our volunteers All volunteers should be trained each year with updated information and initiatives Equipping is more than telling or giving information. A volunteer is not equipped until they are doing the ministry effectively. They must demonstrate an understanding of the content and demonstrate the right behaviours Because we understand that equipping is more than just telling or giving information, it is vital that we understand how to impart attitudes and competencies as well. To determine the training needs of a volunteer, you can use the RACK outline for each ministry position. This allows leaders to see the Resources, Attitudes, Competencies, and Knowledge they need to convey to their volunteers in order to be successful. As you spend time to begin transferring the RACK (remember, equipping is an ongoing process) you ll want to be sure: To ask questions to gauge comprehension and understanding Allow the volunteer to ask questions and take notes Move at a pace that s comfortable for you and the volunteer Apply the content to real world practical situations and applications We recommend that every new volunteer completes the following as their initial equipping: 1. A minute 1-on-1 session with their leader, going through the Ministry Description and Ministry Handbook 2. 2 introductory webinars one covering the basics of High Impact Area Teams and the second covering their specific Ministry Team 3. Receiving the various basic resources required to perform their ministry role 25

26 Leading Volunteers Leading is our commitment to serve, support, develop and disciple volunteers towards individual and team effectiveness. Be on guard for yourselves and for all the flock among whom the Holy Spirit has made you overseers to shepherd the church of God which He purchased with His own blood. I know that after my departure savage wolves will come in among you, not sparing the flock. Acts 20:28-29 (NIV) As an OCC volunteer leader, your responsibility to shepherd, direct and oversee your team toward effectiveness is a huge one! God has placed a high call on you! What does it mean to be effective? To be effective means to maintain a focus on both the in-here goals and outthere goals. In-Here Goals The in-here goals refer to The Great Commandment that volunteers would grow deeper with Jesus as they serve Him and that we will experience authentic Biblical community together. As a leader it s so important to create a team culture where all team members are encouraged to move forward in their own personal journey with Christ, and where the team functions in a way that is Biblical and God-glorifying. Out-There Goals The out-there goals refer to The Great Commission that volunteers would effectively reach the lost and make disciples of all nations. For OCC that means generating more shoeboxes that become Gospel opportunities towards children who may have never heard the Gospel before. It also means involving more churches and schools locally to participate in OCC as part of their outworking of The Great Commission. In Philippians 2:2 (NASB), Paul demonstrates both the in-here and out-there focus. He says, Make my joy complete by being of the same mind, maintaining the same love, united in spirit, intent on one purpose. Paul s joy will be complete if they remember an in-here focus of maintaining love and keeping unity, and an out-there focus of being intent on one purpose the advancement of the Gospel! This is exactly what we strive for at OCC. We encourage leaders to coach individuals and build a healthy, Biblical team culture that moves towards the out-there ministry goals purposefully. 26

27 Many leaders have a tendency to lean towards either the in-here or the out-there focus. What is your tendency? What will you have to do to ensure you balance the in-here and the out-there focuses? Effective Leadership Leading your team toward effectiveness can be summed up in four words: reflect, connect, inspect and correct. Reflect is all about a leader s relationship to God. Central to our leadership of others is letting God lead us. With many challenging responsibilities and spiritual warfare at a peak, this ministry may seem overwhelming. Leading others effectively in OCC requires a deep dependence on God. A leader must regularly seek and relate to God so that the leader can reflect the person of Christ to those they lead and access the power to carry out the ministry. 1 Thessalonians 5:24(NIV) says, The One who calls you is faithful, and He will do it. God has all that you need to carry out this ministry. Make sure to make time with Him a priority and take all the needs to Him. If you hope to have great love for your volunteers and see your team growing in love for each other, you must spend time with the source of Love. Connect is about loving our volunteers apart from their performance. Connecting with volunteers means showing authentic concern about their spiritual and personal welfare. Connecting means we seek to develop a strong relationship with each team member and a loving team atmosphere. Seek to listen and learn about your team members, their families and their concerns prior to talking about OCC or before checking or inspecting their work. Start each individual or team meeting by finding out how everyone is doing. Inspect and the word overseer in the New Testament originate from the same word. A leader cannot guide a person toward effectiveness unless they know what is going on in a volunteer s ministry. As an Operation Christmas Child leader, it is your responsibility and right to inspect. It is important to observe, listen and ask questions so that you can know how best to pray, support or guide your volunteers toward effectiveness. Inspection goes both ways. We must be transparent and encourage volunteers to ask questions of us and of OCC. Make sure you establish this responsibility early on in the relationship. If a team member is confident that you care for them, inspection and accountability will be welcomed. If you ve inspected well, then you will be able to offer effective feedback or correction. Correct means giving volunteers feedback. It is both affirming volunteers when you see correct behaviour and admonishing or re-directing volunteers back to the correct path w h e n they need to be gently guided back on course. If we have done a good job recruiting, selecting and training our volunteer team members, the majority of our feedback will be positive affirmation. Behaviour that is affirmed is repeated. Affirmation and encouragement reinforce correct behaviour and keep volunteers moving toward the in-here and out-there goals. At the same time, in Acts 20:31 (NIV), Paul demonstrates that admonition is a regular 27

28 part of good leadership, remember that for three years I never stopped warning each of you night and day with tears. As an OCC leader, you will need to admonish or gently guide volunteers when their attitude or behaviours show they are not aligned with biblical or OCC guidelines. Correction goes both ways as well. How a leader responds to criticism or feedback is crucial. Being secure enough in our relationship with Christ to receive affirmation and advice from our volunteers demonstrates true partnership. Ministry Planning As you lead your team, setting goals and planning for the year ahead is critical. This provides direction for where the team should concentrate efforts and gives guidance for decision making. When evaluating an event, effort or endeavour for your team, weigh that possibility against your Ministry Plan. Will it move your team closer to those specific goals or will it expend resources that could be used on more productive efforts? Your ministry plan should: Be founded and covered in prayer Include input from your team Reflect the priorities and vision of your team Balance in-here and out-there focus Contain clear goals Be clearly communicated to team members Each Area Team is responsible for setting their team goals which should be in alignment with the nationally set goals for the coming year. Ministry plans are created using the ministry plan template for Area Teams. 28

29 Developing Volunteer Leaders This is all about raising up the next wave and generation of leaders to honour their gifts and multiply the capacity of the ministry. In Exodus 18, we see that Moses father-in-law Jethro comes to visit and watches Moses preside over disputes among the people. After watching Moses sit from morning until evening hearing and resolving cases, Jethro has some words of wisdom for Moses. Exodus 18:17-18 tell us, Moses father-in-law replied, What you are doing is not good. You and these people who come to you will only wear yourselves out. The work is too heavy for you; you cannot handle it alone. He didn t say that Moses wasn t good at what he was doing, he said what he was doing wasn t good. There are many reasons the ministry of OCC has a focus towards multiplication: We can do more as a team than we ever could individually It s not good to wear ourselves out; the work is too heavy for us alone! It s Biblical Leaders are not called to only be doers; they are called to lead first and do when needed. What tasks would define leading? What tasks would define doing? Developing Potential Leaders As you serve with your team, you ll begin to see leadership potential in team members. How exciting to begin cultivating that potential to raise up those who can lead other volunteers! Just like Moses prepared Joshua to be the next leader of the Israelites and Paul prepared Timothy, you have the ability to pour into the next leaders the Lord might be calling from your team. Lead in such a way that if God called you out of your current role that OCC would have a few strong experienced prospects that could take your place. Deuteronomy 34 reports that Moses handed over the ministry to Joshua. Develop your team members in such a way that they keep growing in their love for the Lord and in their leadership skills. We hope you will serve for many, many years, but leading with this perspective, will strengthen the team and ensure longstanding effectiveness. Just as Jethro said to 29

30 Moses, it will be easier on you and they will bear the burden with you. 30

31 Here are some characteristics to look for in potential leaders: Reliance on the strength and wisdom of the Lord Builds up and encourages others Takes initiative Demonstrates faithfulness to small things Is organized Has demonstrated both an in-here and out-there focus Others look to them for guidance Excellent communication Here are some of the ways you can develop and cultivate leadership potential in others on your team: Invite them into greater responsibility Encourage them in opportunities they have to lead Discuss the potential within them and ask how you can support them Create leadership opportunities, such as leading a discussion in a team meeting Always remember that your SM/RM want to support you in developing other leaders. Talk with them about potential you see and how you d like to develop them towards fulfilling that leadership potential. 30

32 Area Team Diagram 4 Ministry Teams Model In regional areas where teams of this size may be unfeasible, the functions that come under each of the volunteer roles may be fulfilled by a single person. For example, the Prayer Team Member may also carry out the tasks of the Church and Community Relations Team. 31