Leadership Policy

"If anyone aspires to be an overseer, he desires a noble task.." (1 Timothy 3:1)

"...The Lord looks at the heart" (1 Samuel 16:7)

Purpose

This policy clarifies leadership at Renewal Church Ottawa (RCO) and the responsibilities of persons in the oversight of the church activities and ministries that constitute the life of the Church.

• It aims to ensure a clear and effective process on the delegation, change and removal of persons in the execution, administration and oversight of activities and ministries in order to faithfully equip the church as a community in Christ. It seeks the participation of each person in love and service to one another and creation.

• It also aims, as part of Renewal's public witness, to ensure the legal and reporting requirements are fulfilled in compliance with the incorporation of RCO and its registered charity status.

Guiding Principles

Affirmation of the priesthood of all believers and shared calling 

• The whole people of God, the church, is called to be saints (1 Peter 2:9), sharing in Christ's priesthood (Hebrews 3:1). The entire people of God finds a unity in Christ through the Spirit (1 Corinthians 12)

• Spiritual gifts are acts of grace (Romans 12:8)

• The living God speaks through the Spirit, through the Scriptures, through his Church. We listen through and by the living Jesus Christ 

• The entire people of God participate in Christ's ministry of reconciliation of all creation. There is no clergy and laity separation in their participation in Christ's redeeming work.

The biblical language for leadership as particular callings

• Leadership consists of a collection of particular persons that serve the church, to safeguard the life of the Church and to equip the Church. 

• Leadership as a whole is the group of people from within the community that exercise particular giftings to serve the community in clarifying, shaping and safeguarding God's revealed work and moral vision to uphold the unity of the people of God as persons after His own heart (1 Peter 2:9-10, Hebrews 12:1-2)

  • Ensure the needs of the community are met and guard against neglect of persons (Acts 6:1) and against affronts to the character of a Christo-centric community (e.g. false teachings)

  • Responsibility is shared among people in the community (Exodus 18:17)

  • Shape the church towards maturity (Ephesians 4:12-13)

  • Discipline and reconciliation

  • Stewardship of community resources

The public witness of those called into leadership 

• Selection of new members of the leadership is done 

  • Carefully and publically (1 Timothy 5:22) as witnessed by members of the community and affirmed by existing leaders (e.g. Acts 6:6) 

  • From those whose lives reflect the basic shape of Christian character (1 Timothy 4:15-16) in the pattern of Jesus (1 Corinthians 11:1) in action (at the service of others and primarily as a Christ-like example (1 Timothy 4:12m John 15:13), thought (practice of humility [Philippians 2:3-4]) and faith display of servant-leadership (John 13:14, Mark 9:35)

• Renewal Church Ottawa leadership consists of appointed and elected members who uphold the bylaws and policies of Renewal Church Ottawa (RCO), a legal entity incorporated under the Canada Not-for-profit Corporations Act.

"The Stewardship Collective" as the Structure of Renewal Church Leadership

Overview

• RCO is collectively governed by the Stewardship Collective, which is the leadership of Renewal Church Ottawa and the primary arena in which the stewardship of the community, of its resources, its ministries, and its common life happens. 

• The Stewardship Collective is composed of the Eldership and the Deaconship, which refer to the two particular callings that are necessary for the vitality of the God’s people in a particular place

  • The Eldership seeks to sustain the unity of the faith, and faithfully uphold the Faith revealed through the life, death and resurrection of Jesus Christ, through word, prayer, and teaching. Elders are the pastors of the community.

  • The Deaconship seeks to sustain the unity of the community in caring for the way in which the community lives life together.

• Stewardship Collective include Vocational or Bi-Vocational Elders and Deacons

  • Vocational: those within the Stewardship Collective remunerated by Renewal Church Ottawa (e.g. full time pastoral staff, part time administrative staff).  The voting powers of vocational elders and deacons are specified in the by-laws. 

  • Bi-Vocational: those within the Stewardship Collective not remunerated by Renewal Church Ottawa

• The Stewardship Collective as a whole are voting members of the Renewal Church corporation and have functional oversight of the directorate of the Renewal Church corporation (i.e. board of directors).

The Structure and Responsibility of the Eldership

• The Eldership is made up of both vocational elders (i.e. pastoral staff) and bi-vocational elders and share the same requirements discerned and affirmed by character and calling.

• The Eldership contributes to the health of the Church, as single pastorate:

  • serves collaboratively, plans and meets together to safeguard the Faith and Calling of Renewal Church Ottawa as a worshiping, missional community, and stewards the witness of Jesus Christ to the world.

  • Shares the gifts of Christ through word, prayer, and care

  • Leads in teaching, worship, stewardship, and community accompaniment

  • Seeks to uphold the unity with the deaconship

• The Eldership may designate and draw out clear responsibilities or titles among both vocational and bi-vocational elders. Titles, such as "Lead Pastor" may be used to help in the public witness of the community as it serves and upholds the unified calling of the collaborative eldership. Such titles may be used on-record for legal, administrative and external purposes. It however constitutes no office above the shared Eldership and confers no authority over other Elders.

The Structure and Responsibility of the Deaconship

• The Deaconship is made up of both vocational and bi-vocational deacons and reflects the needs of the church to maintain the unity of the community of faith.

• The Deaconship together:

  • Attend to the needs of the community so that no person is neglected (Acts 6:1), through service in the gathered life of the church (e.g. hospitality, support of worship, children's ministry, fellowship and through the coordination of ministry teams)

  • Oversee areas of responsibility and stewardship 

  • Expands to reflect the needs of the church and includes emerging committees, sub-leadership ministry teams, coordinating teams, etc. 

The Responsibility of Deacons and Elders serving on the Board of Directors

• The Board of Directors is how the Stewardship Collective discharges its public witness as a Canadian public charity

• The Board of Directors are composed of bi-vocational Elders, and selected members of the Deaconship and consists of not fewer than three and not more than fifteen Directors.

• The board of directors generally set direction, policies and enable and hold accountable for day-to-day operations of the corporation. Some corporate responsibilities also include:

  • upholding the constitution (Articles of Incorporation) and bylaws of the corporation*;

  • ensuring responsible implementation of the vision and objectives;

  • setting direction and policies (HR, finance, remuneration, etc.);

  • oversee the finances and stewardship of resources (delegate to treasurer);

  • approving and signing documents, including cheques;

  • keeping minutes of board meetings;

  • ensuring books and records are kept; copies of annual financial statements are made available;

  • organizing the annual membership meeting;

  • appointing a public accountant and setting their compensation.

• The frequency of board of directors meetings is dependent on corporate business (e.g. matters requiring board approval, reporting, etc.).  Board meetings are set by the board itself and called by the chair; however, corporate Directors should expect at least one board meeting per quarter.

Requirements for Members of the Stewardship Collective

Stewardship Collective members:

• Must meet the requirements for church and corporate membership (i.e. in faith and baptism)

• Must adhere to the calling of the community which outlines particular values and ethics of the Christian Life and Life of the Church

• Must agree with the way of ministry at Renewal Church as outlined in the Renewal Church handbook 

• Must have an active Plan to Protect certification and have a valid Vulnerable Sector Check

• Who seek to be corporate directors additionally meet the qualifications set by the Canada Not-for-profit Corporations Act and Renewal Church By-law

• Understands the role and declares that they are able to commit to the office of elder or deacon

New Elders and Deacons (vocational or bi-vocational) undergo a discernment process that seeks communal listening and affirmation of their calling based on the marks marked out in the Scripture (1 Timothy 3; Titus 1). The discernment process attends to character, maturity, and faithfulness. (i.e. Samuel 16:7).

Selection and Service of the Stewardship Collective

• The selection of Renewal Church Leadership reflects the careful and communal nature of discernment

• The selection process of potential members includes the following periods:

  • Nomination (i.e. search): individuals may submit names for consideration (themselves or others)

  • Postulancy: The period where an individual is formally nominated and begins a period of private discernment with the Eldership and a the broader Stewardship Collective 

  • Candidacy: The period where an individual’s candidacy is publicly affirmed by the Stewardship Collective and invites the community at-large to join with their discernment. Candidates serve within the Stewardship Collective during this time.

  • Commissioned and Active (i.e. Ordination): The individual is publicly affirmed and called to serve in active Renewal Church ministry

  • Commissioned and Inactive: The individual is no longer involved in active ministry and continue in the life of the church community 

Service for the Stewardship Collective should:

• Offer a period of rest every 5 years for vocational Elders (i.e. Sabbatical) and bi-vocational Elders.

• Offer a period of rest every 3 years for vocational (i.e. Sabbath) and bi-vocational Deacons.

Process for Nomination 

• Nomination for Bi-Vocational Elders or Deacons may occur at any time or during a dedicated search process based on need (e.g. church announcement)

• Nomination for Vocational Elders and Deacons is conducted by a search committee established by the Stewardship Collective which provides functional oversight of the hiring process.

• Nomination occurs when names are submitted to the Eldership (on behalf of themselves or of others)

  • Individuals may self-nominate, recognizing and expressing a sense of calling (c.f. 1 Timothy 3:1) 

  • Individuals may nominate others recognizing their calling through shared life in community or recognizing emerging responsibility. This may include individuals that are currently exercising responsibility and stewardship within the community.

• The Eldership discerns whether to approach the individual for a postulancy period taking into consideration (1) the calling and the needs of the church (e.g. would the need be better met by delegating the work differently, or by asking someone to carry less? Is the responsibility real and continuing) and (2) eligibility (e.g. qualifications for membership, season of life, maturity, gifting)

Process for Postulancy

• Eldership (or the search committee where relevant) approaches nominated individuals to discern candidacy within the Stewardship Collective. An individual may decline the invitation.

• An individual as part of the postulancy period:

  • Is invited to participate into the Stewardship Collective meetings 

  • Reflect on the calling and their gifting, and where married, seek the input of their spouse

  • May conclude the process at any time

The Eldership determines, with feedback from the existing deacons, whether to receive the postulant into candidacy, to defer, or to conclude the process. 

Process for Candidacy 

• Public announcement:

  • Candidacy is publicly affirmed by the Stewardship Collective and announced to the gathered community, which is invited to join the discernment. Members may speak in support or in concern, in confidence to the Elders

• Candidates serve within the Stewardship Collective and undergo a period of formation:

  • Active participation in the decisions of the Stewardship Collective

Supervised exercise of gifts discerned prayerfully and in conversation through character, maturity and faithfulness

• Elders: preaching, teaching, pastoral care, spiritual direction, or oversight of a ministry

• Deacons: ministry oversight, coordination

The candidate or the Eldership may pause, extend or withdraw at any point, without prejudice to membership or continued service

Candidacy concludes with a discernment conversation between the candidate and the Eldership, and a recommendation to the Eldership.

Process for Commissioning

• The Eldership resolves to affirm the candidate and records the resolution in its minutes.

  • Class A members are consulted and invited to comment; any vote of theirs is non-binding. The affirmation is then carried by Resolution of the Class B members 

  • The individual is commissioned publicly in Sunday worship, with prayer and the laying on of hands, and presented to the community in their office (1 Timothy 5:22).

  • The commissioning is recorded and the list of leaders updated. Membership transfers from Class A to Class B automatically on recognition 

• Vocational appointments. 

  • Where the person is being appointed to a paid post, the Eldership recommends the call and the Board approves terms and remuneration by Resolution; where remuneration would exceed the last approved budget by more than ten percent, Class A and Class B approval is required (By-law 6.7).

  • Engaging a Pastor requires approval of the full Corporation membership (8.3(g)). Pastoral staff are affirmed as members as part of hiring. The pastor is then installed and commissioned publicly.

Process for Concluding a Term and Inactivity 

• Elders and Deacons are subject to a review of calling and capacity regularly and a period of rest every five years for elders and every three years for deacons.

• Leave of absence may be requested from the Eldership, granted for a stated period, and does not require re-entry on return.

• Commissioned and Inactive. 

  • A commission is not revoked by the end of active service. A Deacon or Elder who steps down, whose season changes, or whose vocational appointment ends becomes Commissioned and Inactive: no longer in active ministry, but still commissioned and still belonging to the Collective's history and counsel.

  • The Eldership may seek the counsel of those who are inactive, and may invite them for the sake of the unity and continuity of the church.

  • Return to active service is by invitation of the Eldership and may not require repeating Postulancy and Candidacy.