A Proposed Plan to Address Key Result Areas(KRAs)
The Elders, in consultation with our Transitional Coach, have discussed which KRAs should be addressed prior to the search proceeds, during the search process, and with a new Pastor or Staff Elder. The following is the proposed plan:
KRA #1: Ministry Philosophy of Leadership - Reflection and discernment about ECC’s long term pattern of “organic ministry” as the primary operating value.
- Define with greater clarity “what priesthood of all believers” means in the ECC context
- Understand that a commitment to the core value of “priesthood of all believers” requires a biblically mandated and agreed upon leadership model that balances direction with freedom
- Clarify what can function in an organic style and what must function from an organizational style/structure
KRA #2: Values Reflection about “Community” - Deeply reflect as a congregation:
Is God calling us to shift from a core value of “community/family” as our prime objective to a core value of “community/family” as a means to fulfill our agreed upon God-given mission and vision?
KRA #6: Pastoral/Staff Elder Leadership Role - Based on the results of KRA #1 - determine the appropriate leadership role - Staff Elder OR Pastor.
- Define with clarity each of these two roles(see appendix 1 for a proposal)
- Affirm that whichever role is chosen, it will require a leader with a proven track record and commitment to a highly collaborative leadership style
- Once established, document what the limits are to the pastor/staff elder’s leadership and authority
- Greater clarity if the term “first among equals” is used
During Search KRAs
KRA #4: Elder – Congregation Relationship - Clarify the Elder-Congregation relationship.
- A clearer understanding and definition of “congregational membership” (Gerry’s term for this presentation) currently described as “those who make a commitment to ECC”
- A clearer understanding of the responsibilities and privileges of “congregational members”
- Develop a “congregational membership” covenant and re-affirm it annually
- Clearly outline and communicate what items the Elders must bring to the “congregational membership” for
close consultation with the congregation
- Ensure that “communication to the congregation” is a standing item for each Elders meeting agenda
KRA #5: Governance - Review and revise the current governance directives as presented in the ECC Profile.
- Clarify the role of the Elders as a governing body
- Clarify the role of the individual Elder as a member of the governing body of Elders as well as shepherds that provides care for the congregation(can one person do both well?)
- Review all bylaws to ensure they comply with the new Societies Act of British Columbia (IN PROCESS!)
KRA #7: ECC as Employer - Develop clear documentation about what can and cannot be shared with the “congregational membership” about human resources matters.
- Based on the Employment Standards Act, the Privacy Act and other employment law
Define who the “employer” is in the ECC context
Ensure these policies are known and understood
- Ensure excellence in Human Resources practices for all employees
KRA #8: Orientation for Newcomers - Implement a systematic process for explaining ECC’s mission, vision, core values, and governance model for
newcomers and as a refresher for congregants.
- Develop a shorter summary of the Profile document for ease of use in the orientation process
Schedule two orientation events per year
- Appoint a team of people who are equipped and responsible to lead these events
Post Search KRAs - KRA #3Mission, Vision and Location
Clearly answer the question as to why ECC gathers, worships and maintains its identity and property in the Steveston area. Are there specific, unique good works that God has planned in advance and is calling ECC as an entity to do?
- based on the church’s location
- based on 70% of the congregation living in the Steveston area