U.S. Missions Discipline Policy

U.S. Missions Discipline Policy Introduction U.S. Missions is committed to the success of its missionary field personnel and the effectiveness of the ministry community. This policy outlines two sides of this commitment. First, this policy gives the framework for how U.S. Missions demonstrates its commitment to nurture, develop, and protect the missionary and the ministry (Romans 16:17-20; 1 Corinthians 10:23-24, 31-33; 11:17-22; 13; Ephesians 4:1-6; 1 Thessalonians 5:12-15; 2 Timothy 2:22-26). Second, this policy outlines what will happen if the missionary makes choices that are injurious or destructive to themselves or to the cause of Christ (John 20:23; Acts 15:6, 28; Hebrews 13:17). Field Personnel Performance Management U.S. Missions believes the Lord calls men and women to vocational ministry. Those who are accepted into the ranks of U.S. Missions join a community of leaders whose mission is to reach America with the gospel through missionaries, chaplains, and project volunteers (U.S. Missions Missionary Manual, p. 7). The mission is achieved in proportion to the commitment and effectiveness of each member. When individuals bear fruit that glorifies the Lord (John 15:8), walk with the Lord in holiness (1 Peter 1:15-16), develop a reputation of good works (1 Peter 2:12), and by habit demonstrate a loving disposition toward fellow laborers (John 13:35), they show their commitment to each other and the U.S. Missions community. U.S. Missions as an organization has an important identity and role among the community. The General Council in 1936 established the organizational entity known today as U.S. Missions, tasked to reach America and raise up leaders to fulfill the mission (Bylaws, Article XIV, Section 1). Part of the commitment of U.S. Missions to its community members is to support and optimize the ministry potential of each person. This commitment echoes a consistent refrain in both the Old and New Testament: Grow in the grace and knowledge of our Lord, Jesus Christ (2 Peter 3:18); As iron sharpens iron, so one man sharpens another (Proverbs 27:17); Encourage one another on in good works (1 Thessalonians 5); Rebuke and teach with all effectiveness (Titus 2:15); Restore one another (Galatians 6:1); and others. An effective community is marked by love, encouragement, self-control, personal discipline, pruning, accountability, training, learning, and counseling; all of which are biblical concepts that engender 1 AGUSM Missionary Discipline Policy 4-16-13

fruitfulness and create safety (Galatians 5:22-23, 1 Corinthians 9:25-27, 1 Corinthians 9:25, 2 Timothy 3:16, Proverbs 27:17, Proverbs 27:6, Romans 12:2). The investment of time and money to place and keep a ministry on the field is significant. As a steward of God s resources, it is incumbent on the U.S. Missions community to nurture, protect, and accurately account for its members, finances, and ministry. Proverbs 27:23 admonishes managers to know the condition of your flocks give careful attention to your herds. (See also 1 Corinthians 6:12.) Most of the time, missionaries perform their responsibilities with excellence. But what if the missionary is not working out? This section provides some examples of ministry performance issues and examples of processes to handle them. Types of Ministry Performance Issues The U.S. Missions ranks are filled with people who love Christ and are committed to reaching America with the gospel (Acts 1:8; Mark 16:15). It is a joy to support and work with ministry professionals who are doing a great job. One of the most difficult parts of managing missionaries is not when they are doing a great job it is when they are not doing a great job. The following are some examples of performance issues that negatively impact an effective missionary community. 1. Constantly underinvesting time in ministry. While we know that flexible schedules can provide a ministry-life balance, managing this flexibility is key. Some missionaries take advantage and regularly perform non-ministry-related tasks instead of giving a full number of hours each week to ministry. 2. Too much time spent doing personal things with ministry equipment. U.S. Missions and supporting partners (BGMC, STL, etc.) have polices about using ministry equipment for nonministry related activity. Some personal use is fine, but it can become a problem if someone does not know where to draw the line. 3. Inability to handle proprietary information. Missionaries handle important donor and ministry information. The ability to keep this information private for the protection of others is important to the success and stewardship of the ministry. 4. Family issues. Child-care issues, divorce, or other family challenges can cause absenteeism (defined as a habitual pattern of not being at work), and also poor ministry work quality. 5. Alcohol and drug abuse. The US Department of Labor estimates that employees who abuse substances are 25 to 30 percent less productive and miss work three times more often than non-abusing employees (Dias, 218). Substance abuse refers not only to illegal drugs but to prescription drug abuse as well. Taking someone else s prescription, or taking prescription medicine for non-medical purposes, is serious. Substance abuse can cause obvious problems, such as tardiness, absenteeism, and nonperformance, but it can also result in accidents or other more serious issues. 2 AGUSM Missionary Discipline Policy 4-16-13

6. Nonperforming. Sometimes missionaries are just not performing in ministry at their peak. Some causes may include family or personal issues, but often it can mean motivational issues or lack of tools and/or ability to do their current assignment. 7. Conflicts with ministry leaders or others. While it is normal to have the occasional conflict in ministry, some individuals seem to have more than the average owing to personality issues. Of course, this affects an organization s productivity. 8. Theft. When we assume rights to something that is not ours, we are stealing. Taking money, materials, or time without due process is a moral and ethical issue. 9. Ethical breaches. Lying, withholding information, abusive behavior, misreporting time worked, misrepresenting ministry achievements or condition, slander, and sharing privileged information gained as member of the U.S. Missions community are representative examples of ethical violations. 10. Harassment. Engagement in sexual harassment, bullying, or other types of harassment would be considered an issue to be dealt with immediately and, depending on the severity, may result in immediate termination of missionary status. 11. Conduct unbecoming to a minister. Any behavior that directly or indirectly taints the reputation of the missionary and the ministry impacts ministry effectiveness. For example, speaking poorly of the organization on blogs or Facebook, even outside of direct ministry context, violates U.S. Missions policy. While certainly not exhaustive, this list provides some insight into the types of problems that may be experienced, some more serious than others. U.S Missions has a variety of options for responding to such problems, from casual instructional conversation to immediate dismissal. The goal that governs the choice of response is the health and protection of the missionary and ministry. What Influences Performance? Many things impact the quality, efficiency, and effectiveness of ministry. Some ministry performance problems can be related to something personal, such as health, but often there is a combination of internal and external factors. Internal factors may include the following: The missionary senses a change in God s specific will or direction The missionary is experiencing active spiritual or theological struggles Long-term ministry goals are not being met with the current assignment There is conflict with ministry partners or leaders The missionary s abilities are not in line with ministry goals or expectations The missionary views unfairness in the ministry organization or setting The missionary manages time poorly The missionary is dissatisfied with the assignment 3 AGUSM Missionary Discipline Policy 4-16-13

Some external factors may include the following: The missionary does not have the resources (money, equipment, staff) to perform the assignment The design of the ministry assignment is incorrect External motivation factors are absent There is a lack of leadership support The missionary s skills and assignment are mismatched All the internal reasons underscore the importance of consulting with the department director and district leadership before committing to an assignment. The external reasons may be something that can be easily addressed and fixed. Whether the reason is internal or external, U.S. Missions is committed to handling performance issues in a timely and biblical manner. Defining Discipline Discipline God s attempt to introduce course corrections in our lives is called discipline (Deuteronomy 8:5; Hebrews 12:1-10). Discipline is defined as the process that corrects undesirable behavior. Just as God shows His commitment to those He loves by intervening in their lives (Deuteronomy 8:5; Hebrews 12:1-10), U.S. Missions views discipline as a demonstration and proof of its love and commitment to its field personnel. Discipline, from the perspective of correcting undesirable behavior, is designed to help missionaries meet performance expectations, and not necessarily to be punitive (Galatians 6:1, 1 Peter 5:10, 2 Timothy 4:2, 1 Thessalonians 4:18, 5:11, 14; Titus 2:6, 15; Hebrews 3:13). U.S. Missions will use a wide range of interventions and techniques to help missionary field personnel maximize an individual s potential and fruitfulness for the Lord, maintain and protect their call and character, and preserve the ministry s integrity. This document outlines the procedures for interventions related to one s status with U.S. Missions. They all relate to the safety, productivity, and health of missionaries and U.S. Missions as a whole. In some cases, the nature of an issue or problem goes outside U.S. Missions influence to guide the intervention. When matters relate to a missionary s ministerial credentials, the credentialing district takes charge of the discipline process under the guidelines of the General Council Bylaws. If U.S. Missions obtains evidence that potentially affects a missionary s status as a credentialed minister of the Assemblies of God, the division must submit that information to the missionary s credentialing district for review and action pursuant to the General Council Bylaws. 4 AGUSM Missionary Discipline Policy 4-16-13

Role of Annual Performance Appraisal in Discipline Each year U.S. Missions conducts an annual performance appraisal of all field personnel (AGUSM Missionary Manual, 34). The regularity of the annual performance appraisal provides both missionary and director a clear and defined measure for what is working well and what may need attention. The annual performance appraisal, along with the general rules and policies, is the tool for measuring the missionary s overall performance. Most missionaries consistently score well, and their ministries continue to mature and develop over time. However, in the event a missionary does not meet expectations or breaks the rules or policies of U.S. Missions, the Performance Issue Model (Diaz), discussed in the next section, will be used to correct behavior. Performance Issue Model Because of the varieties of ministry performance issues, it is impossible to note how every conceivable problem will be handled in detail. However, for the sake of fairness and consistency, U.S. Missions has chosen to use a model to develop policies and interventions around performance. U.S. Missions views performance issues of its field personnel in one of five areas. First, the Single Incident is considered a misstep. Perhaps a missionary misspeaks and insults a colleague, or perhaps he or she was over budget or broke a scheduled service commitment. These kinds of incidents may be addressed through casual conversation initiated by the department director. U.S. Missions views missteps as a development opportunity for missionaries. Coaching and working with the missionary on the issue are used to nip the problem before it gets worse. Second, a Behavior Pattern is something on which the missionary has been corrected, but continues to exhibit the same behavior. This type of issue will be discussed with the missionary and plans taken, such as more training, to ensure it does not continue. Third, a Persistent Pattern is an undesirable behavior that has been repeatedly brought to the attention of the missionary, but continues despite U.S. Missions talking with him or her. Based on behavior of the missionary over time, if it becomes evident that self-correction does not resolve the problem. U.S. Missions will take these steps: Converse with the missionary as guided by Investigation of Performance Issues (see page 7) Let the missionary know that the problem is serious and further action will be taken if it continues Determine if the missionary has the skills or knowledge to perform the ministry up to U.S. Missions expectations Determine whether Disciplinary Intervention or initiating Missionary Separation is the next appropriate step 5 AGUSM Missionary Discipline Policy 4-16-13

Fourth, Disciplinary Intervention is a progressive discipline process marked by a series of steps taking corrective action on nonperformance issues. Investigation will follow the guidelines outlined in Investigation of Performance Issues (see page 7). If deemed appropriate by U.S. Missions, a missionary will be placed into Disciplinary Intervention. Progressive discipline will follow the steps outlined under Options for Handling Performance Issues (see page 8) with the hope that correction will take place before it becomes necessary to initiate Missionary Separation. Any of these activities will result in Disciplinary Intervention described in the section Options for Handling Performance Issues: A habit of running into debt that brings reproach upon the gospel Spreading gossip or slander or betraying confidence (Proverbs 11:13, 16:28, 20:19) Dissention that is combative, quarrelsome, contentious, subversive, malicious, or becomes personal (Romans 16:17; Titus 3:10-11) Teaching false doctrines (1 Timothy 1:3-4; Titus 1:13-14; Galatians 1:8-9) Conduct that is unbecoming to a missionary as a representative of Christ and the Assemblies of God, to include any behavior which, in U.S. Missions opinion, disturbs the order, dignity, business, or harmony, or impairs the good name and prosperity of the organization; or which U.S. Missions deems likely to endanger the welfare, interest, or character of the organization; or which violates policies or guidelines which may be made from time to time. (1 Timothy 5:19-21) Incompetence, ineptitude, chronic ineffectiveness, or gross wastefulness in ministry A failure to correctly represent the Pentecostal testimony of the Assemblies of God An argumentative or non-cooperative spirit (Hebrews 13:17) An assumption of dictatorial authority of the ministry Violations of ministerial courtesy Inattention to mission fund management and reporting. This includes, but is not limited to willful negligence in maintaining adequate records, and inappropriate use of funds. Neglect to comply with civil laws which do not violate scriptural principles and/or mandates A declared open change in doctrinal views or practices of the Assemblies of God, or deliberate variance from the values, purpose, or objectives of AGUSM Deliberate falsification of reports or official testimony An arbitrary rejection of the leaders or authority of AGUSM An arbitrary rejection of district counsel Non-compliance with AGUSM policies and procedures Fifth, the Mandated Issue is serious and must be addressed immediately. U.S. Missions hopes that its missionary personnel will not face a Mandated Issue during their tenure as a U.S. Missionary. However, if an issue does arise, unlike the previously discussed issues which are not urgent, Mandated Issues are priority items. Examples of Mandated Issues might include loss of credential, embezzlement, failure to pay civil penalties or taxes, engaging in sexual misconduct, breaking contracts or agreements, or defying 6 AGUSM Missionary Discipline Policy 4-16-13

court orders not in conflict with scripture. Usually, the Mandated Issue is one that goes beyond U.S. Missions and could be a law or General Council Bylaw. Mandated Issues addressed by the General Council are handled as outlined in the General Council bylaws. In addition, missionaries will be further accountable to AGUSM as outlined below. Any of these activities will result in immediate revoking of missionary status: Loss of ministerial credentials with the General Council of the Assemblies of God Moral failure involving sexual misconduct including adultery, fornication, pornography involving violation of civil laws, homosexuality, pedophilia, incest, sexual harassment or other conduct that may be determined to be sexually immoral or indecent (Romans 13:13; 1 Corinthians 5:1-11, 6:13, 18; Eph. 5:3; 1 Peter 4:15; 1 Thessalonians 4:3 ) Any moral or ethical failure other than sexual misconduct, including, but not limited to murder, slander, lying, battery; possession, use, or selling of illegal drugs; filthy language, chronic anger issues, or a pattern of gross mistreatment of others (Romans 13:9; Eph. 4:28, 31, 5:3; Colossians 3:8; Titus 2:10; Proverbs 6:16-19,17:7, 26:28) Blasphemy against God (Matthew 12:31; 1 Timothy 1:20) Embezzlement, misappropriation, abuse, fraud, theft, waste, or other deliberate misuse of ministry funds, or deliberate misrepresentation of funds on the ministry report. Investigation of Performance Issues When a missionary is having a performance issue, it is the responsibility of the department director (or designee) to investigate the situation. This process will be done discreetly, with the goal of verifying facts and relevant causes. Except for innocuous, single incident performance matters which may be handled informally with the missionary, documentation for performance issues will include the following: 1. Date of incident 2. Time of incident 3. Location (if applicable) of incident 4. A description of the performance issue 5. Notes on the discussion with the missionary on the performance issue 6. An improvement plan, if necessary 7. Next steps, should the missionary commit the same infraction 8. Signatures from both the department director and the missionary With this proper documentation, the missionary and department director will clearly know the next steps that will be taken should the performance gap reoccur in the future. Once the issue has been documented, the department director and missionary will meet to discuss the problem. This meeting is 7 AGUSM Missionary Discipline Policy 4-16-13

called an investigative interview and is used to make sure the missionary is fully aware of the performance issue. This also allows the missionary the opportunity to explain his or her side of the story. This meeting will be conducted in private, never in the presence of other missionaries. Options for Handling Performance Issues The last phase of dealing with continuing missionary performance problems, or problems of a particular nature or severity is Disciplinary Intervention, also called the progressive discipline process. It refers to a series of steps taking corrective action on nonperformance issues. The progressive discipline process is useful because a performance issue may be serious but not indicative of immediate dismissal, such as marital infidelity. The progressive discipline process is documented and applies to all missionaries committing the same offenses. The steps to progressive discipline are the following: First offense: Unofficial verbal warning. Counseling and restatement of expectations. Second offense: Official written warning, documented in missionary s file. Third offense: Second official warning. Improvement plan may be developed. Documented in missionary s file. Fourth offense: Possible probation or other punishment, documented in missionary s file. Fifth offense: Missionary separation. In the case of serious performance issues, leadership may place the missionary immediately on an improvement plan and/or probation. If probation is chosen, the department director will determine, in consult with the district and specified in writing, the nature and extent of ministry the missionary may participate in during this time. It is the prerogative of the USMEC to establish the period of probation, which shall not exceed one year. The department director in consultation with the executive director shall review the case at the end of the probation. If the missionary has not improved, AGUSM may extend the probationary period or initiate separation procedures. AGUSM will maintain a report in the affected missionary s personnel file of actions and decisions leading to probation and separation. At the discretion of USMEC, AGUSM may share this information with the missionary s home district. Only the USMEC may impose probationary status. Missionary Separation Missionary separation can occur in any of these scenarios: First, the missionary can simply resign and decide to leave U.S. Missions for any number of personal or ministry reasons. Second, the missionary may be terminated for one or more of the performance issues listed previously. A third possibility is absconding, when the missionary decides to leave U.S. Missions without resigning and following the 8 AGUSM Missionary Discipline Policy 4-16-13

normal process. For example, if a missionary simply suspends ministry or stops working without notifying the department director of his or her discontinuance, this would be considered absconding. If a missionary initiates separation, he or she must submit a letter of resignation to the appropriate department director. U.S. Missions may at its sole discretion, with consideration to circumstances surrounding the separation, grant up to three months personal allowance and benefits. A statement of official action by the USMEC will specify the terms of separation. AGUSM will furnish a full separation report to the USMEC and the separated missionary s work and home district. In cases involving the missionary s status as a credentialed minister, AGUSM will submit the information to the former missionary s credentialing district. Separations due to injurious or destructive choices are heartbreaking and difficult for all involved. The prayer of U.S. Missions is that of Jesus to a struggling disciple from his inner circle, that your faith not fail. And when you have turned back, strengthen your brothers (Luke 22:32). Sources Cited Content from Laura Portolese Dias, (Human Resource Management. Irvington, NY: Flat World Knowledge, Inc., 2011) is used with permission from author and publisher under the following terms: http://creativecommons.org/licenses/by-nc-sa/3.0/. 9 AGUSM Missionary Discipline Policy 4-16-13