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No, please sign Lausanne Movement Covenant
No, please use Church/ Ministry vision, mission and values template.
No / Unsure – Strong, skilled boards with a diversity in age, gender and expertise don’t just come together. They are built with intentionality. Consider tweaking the Nabla Board Matrix to locate just the right people for your board. Adjust the categories to match your
No / Unsure – The key with a Board Interview and Selection Process is to avoid manipulation and to help your board locate committed, Christ like, and competent candidates.
No / Unsure – A Board Policies Manual outlines the essential Ministry statements, the duties of the board and committees, and the responsibilities of the CEO and senior staff.
No / Unsure
No / Unsure – Use the Board Meeting Agenda and any other supporting materials.
No / Unsure – The CEO and senior staff can use a series of one-page reports as: Quarterly Dashboard, Financial Snapshot, Partnership Calendar, and Website Analytics.
No / Unsure – It’s a great practice to use Board Meeting Evaluation, after online meetings, and an annual Board Self-Evaluation to know how to help your board members excel.
No / Unsure – Boards should have an annual commitment to sign a Conflicts of Interest Policy and Annual Disclosure each year.
No / Unsure – A Board Annual Commitment form ensures that your board members communicate their commitment to your Ministryal purpose, statement of faith, values, and code of conduct each year. The same form can be used for staff. Use this template for Volunteers to solidify the commitment of key non-paid stakeholders.
No / Unsure – you can follow the Staff Guide (Human Resource Policy). And make sure your Staff Guide complies with local laws, exhibits consistency with your values, and honors God.
No / Unsure – Follow the Hiring Process and Checking references is prudent due diligence prior to any hiring of staff. We suggest you get two Character References and two Employer References so that you can get and accurate picture of the character and competence of the candidates before offering them a position.
No / Unsure – If you do not have a Job Description for each staff member, consider adapting these samples to your situation. Notice that these samples outline the purpose of the role, the primary duties, and the qualifications. It’s also good to have a Senior Staff Job Description so senior staff know how their work relates to one another.
No / Unsure – We call this the faithful activities document or a Discerning Direction Document (3D). These are the things that each staff member will do in the coming year. This 3D document is a dynamic scope of work revisited quarterly. It includes regular personal and professional development items and not just the anticipated work, or any other used template
No / Unsure – To maximize the work of volunteers, consider having them sign an annual volunteer commitment in which both parties demonstrate their commitment to each other. Also, high functioning teams ask key volunteers to map out faithful activities in a Discerning Direction Document (3D) , or any other used template. so that staff can support them in this work,
No / Unsure – use the training and development Plan.
no, unsure so …develop template having each committee (Gender- Age – Ministry involvement)
No, please provide us with your annual plan to increase young adults participation.
No, Unsure we encourage your staff attend “Vision Synergy” training.
No, Not Sure
No / Unsure
No, please use the Theology of Fundraising template to develop yours.
no, please sign Stewardship and Partnership Philosophy.