Responsibilities and Expectations for all Employees of Graceway
Ministry and Management Philosophy
Graceway is both a local church and a 501(c)(3) not for profit corporation. We do not consider these two designations to be in conflict. Our final authority is the Word of God. At the same time, we practice a management philosophy that would be consistent with any efficiently managed corporation. Personal responsibility, integrity in maintaining compliance with laws and regulations that govern our church, as well as direct management and supervision of employees, including the assessment of performance, is to be expected. All employees are subject to the policies as outlined in the employee manual and fraud policy document.
Interacting with people in a professional and respectful way is essential for all employees of Graceway. This requires every employee to excel in his or her communication skills. Regardless of the position held, all employees of Graceway are expected to equip and serve people.
Although different positions at Graceway require different work schedules, all employees are required to be flexible. The overwhelming majority of our ministries will take place on evenings and weekends. That is the nature of ministry. Throughout the year all employees may be asked to work nights and weekends at times to facilitate the needs of the ministry.
Flexibility also extends to direct reports and job responsibilities. As ministry needs change, employees’ responsibilities may change, including to whom they directly report.
Each employee that is a member of Graceway is asked to remain involved in ministry to keep a proper perspective on vocation/occupation. Since employees at Graceway almost always minister where they work, the line between ministry and employment will be blurred at times.
Each employee that is a member of Graceway is responsible to support the ministry of Graceway financially. The minimum standard for an employee is a tithe.
Employment at Graceway presents challenges that are unique to a church environment. Employees must be able to consistently demonstrate emotional stability and maturity