Create Policies
The church has the opportunity to declare and affirm its core values and convictions in relation to the care of the people in the church and those who participate in its mission.
Developing and relying on written policies is one step toward creating safe churches. However, there is no single "right" way to create a policy and there is no one easy guide to follow.
If you are in the process of creating a new sexual misconduct policy or if you are updating your current policy, this information will be helpful to you.
Affirmative Reasons for a Session to Adopt a Sexual Misconduct Policy
From presentations by James S. Evinger and Mel Olver: “Planning and Implementing a Church Policy on Sexual Misconduct: Prevention and Intervention,” a workshop sponsored by Committee on Ministry, Presbytery of Genesee Valley in Rochester, N.Y., on October 1, 2005.
Evinger is a member of the presbytery; Olver is the presbytery’s attorney.
Adopting a sexual misconduct policy sets a moral example and functions as a witness of faith.
People expect the church of Jesus Christ to be qualitatively different from society. It is God who inspires and guides us to live as disciples in faith. When a session adopts a sexual misconduct policy, it encourages individuals and groups to aspire to a higher calling.
It sends a message to parents of children and youth: “We care that our church is a safe place.”
Given heightened awareness and sensitivity in our communities about the sexual abuse of children, a church that adopts and implements a misconduct policy is one to which parents will be more inclined to entrust their children for Sunday school, youth groups, children’s choirs, daycare or mission trips.
A policy is wise stewardship — it protects the church concerning legal and insurance liabilities.
Adopting and implementing a misconduct policy demonstrates that a church is taking concrete steps to practice risk management and reduce liability. Constructive measures like background checks and mandatory training help protect a church’s exposure. It is always more cost-effective to practice prevention.
It creates a tool to be used by one who has been victimized.
An effective sexual misconduct policy serves the needs of one who has been harmed. A reporting procedure, both symbolically and practically, helps a victim/survivor. It supports telling the truth, holding the perpetrator accountable and seeking redress. Our faith and the scriptures lead us to act out of compassion and pursue justice, especially for those who are vulnerable. A policy also protects the rights of one falsely accused.
A policy helps a church when previously unknown incidents unexpectedly surface.
If reports or allegations of past misconduct should emerge, a standing policy becomes a helpful reference point and guide for helping a session to respond.
It communicates the character of the church and works to attract or retain a quality pastor.
Having a policy in place communicates that the session values clergy who are competent, mature, responsible and accountable. Such clergy support policies that serve everyone’s spiritual and practical interests and value churches that are intentional about the quality of the life of the congregation and ministry.
A misconduct policy is an opportunity to affirm the faith, values and convictions of the church.
Not to act in the face of a stark but unpleasant reality is to act — it is to acquiesce. And not to decide is to decide — it perpetuates the way things are. A policy is an affirmative statement of what the church is called to do and be. It is an expression of identity. It declares who we are and what we believe and why we believe it. A policy is a way to take a stand and to affirm how the Spirit is leading us.
It lessens the likelihood of sexual misconduct occurring.
A policy helps decrease the possibility of future sexual misconduct. The fact of a policy’s existence helps, but what is more significant is the education that derives from writing and implementing it that builds awareness. And awareness is one effective means of prevention. The act of adopting a policy, if treated as a teachable moment, is an opportunity to change the culture of a congregation for the better.
A policy can engage and educate a congregation about difficult issues we prefer to avoid.
The act of formulating and adopting a sexual misconduct policy is a wonderful opportunity for a church to explore the complex interaction of power, trust, vulnerability, sexuality, gender, relationships, boundaries and the types of harm resulting from sexual misconduct. It is a chance to think through questions of accountability and standards. A policy makes it safe to talk about important and sensitive topics.
A policy acknowledges a sad reality that has occurred in the past and continues in the present.
The church has long ignored, minimized or rationalized acts of sexual misconduct against members, children and staff. A session policy overtly recognizes a problem that affects people’s lives and faith. A policy signals that leadership is prepared to face the reality and its consequences for God’s people.
A policy is a very useful tool to the leadership if a sexual boundary violation is discovered.
It cannot be overstated how difficult and painful it is for the leadership of a church to cope with the stresses of discovering that a sexual boundary violation has occurred within the mission and ministry of the congregation. A policy that is current, comprehensive and being followed is a reference point for making decisions in the midst of conflicting needs and demands. A policy will guide and support the leadership to act in ways that are consistent with our faith. Conversely, having to act and decide without a policy, or one that is outdated, only intensifies the stressors of the moment.
Three Phases to be Addressed in a Session Policy on Sexual Misconduct
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Questions to consider:
- What are our goals and purposes in each phase?
- To whom does this phase apply/not apply?
- What types of situations are we trying to address? Are there ones we do not address?
- What are our rationales, and do they reflect our convictions?
- How will people in certain roles react to our policy and procedures document: a volunteer? member of a youth group? paid staff? a victim? parent? a person who is accused? church's lawyer? church's insurance carrier? elder/trustee? liaison to the church from presbytery's Committee on Ministry and from the Trustees? an expert in child sexual abuse?
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Comments
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talking to an attorney or Licensed Clinical Social Worker is a great way get the reporting guidelines. Just don't forget the Penn State scandal with Sandusky...
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We have put together a Sexual Misconduct Policy for our Children's Ministries that we are prepared to now train our teachers with, but I had a couple of questions. In the Book of Order it addresses how to report an sexual misconduct regarding a pastor, but what about a Sunday School Teacher? And, what if the teacher suspects or hears of abuse at home? Where can I find the guidelines for reporting? Or, do we establish our own system, they report to our designated Pastor/Elder and they take necessary steps. In that regard, to whom do we report what we hear from a Sunday School teacher? Also, we are adopting the Two Adult Rule, but I can't find where that is actually mandated, if it is. Any place you can guide me is much appreciated. Thanks, Bill