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POLICIES AND PROCEDURES MANUAL

Trinity Lutheran Church

6215 196th Street SW Lynnwood WA 98036

425/778-2159

TRINITY LUTHERAN CHURCH 6215 196th Street SW

Lynnwood, Washington 98036

POLICIES AND PROCEDURES MANUAL

TABLE OF CONTENTS Title Page Preface

Introduction Procedures Review Committee (PRC) Administrative Council (Ad. Council) Ministry Board Chairs Distribution Revision Record Church Staff Personnel Policies Objectives (R-1-1-01) Staff Positions (R-1-1-01) Hours of Work (R-1-1-01) Pay Schedule (R-1-1-01) Benefits (R-1-1-01) Holidays, Vacations, and Absences (R-1-1-01) Sabbaticals (R-9/97) General Staff Policies (R-9/97) Pastoral Staff Relationships and Policies (R-9/97) Termination (R-9/97) Synod Congregation Compensation Guidelines (Year 2001)

Staff Positions / Descriptions Lead Pastor (R-1-1-01) Associate Pastor(s) (R-1-1-01) Minister of Parish Life (N-1-1-01) Minister of Music (R-1-1-01) Organist (R-9/97) Minister of Youth and Family (N-1-1-01)

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Administrator (R-1-1-01) Secretaries (R-1-1-01) Bookkeeper (N-1-1-01) Custodian(s) (R-9/97) Adjunct Staff Personnel Policies Preschool (Preschool Employee Handbook) Child Development Center (R-1-1-01) Staff Positions / Descriptions Preschool Director (N-1-1-01) Preschool Lead Teacher (N-1-1-01) Preschool Co-Teachers (N-1-1-01) Preschool Office Assistant (N-1-1-01) Preschool Summer Assistant (N-1-1-01) Child Development Center Director (N-1-1-01) Child Development Center Lead Teacher (N-1-1-01) Child Development Center Teacher Assistant (N-1-1-01) Child Development Center Cook (N-1-1-01) Child Development Center Teacher Assistant/Cook

(N-1-1-01) Administrative Council (R-1-1-01) Administrative Council Appointee(s) Financial Recorder (R-1-1-01) Institutional Representative(s) (R-9/97) Membership Secretaries (R-1-1-01) Offering Handlers (R-1-1-01) Administrative Council Board Financial Management Board (N-1-1-01) Administrative Council Policies Board Budgets and Capital Expenditures (R-1-1-01) Church Van – Use of (R-1-1-01) Contingency Reserve Fund (R-1-1-01) Fund Raising Activities (R-1-1-01) Trinity Fund Raising Request Form (R-1-1-01) Administrative Council Standing Committees (per Constitution) Audit Committee (R-1-1-01) Mutual Support Committee (Suspended August 2000)


Nominating Committee (R-9/97) Administrative Council Support Committees Memorial Committee (R-1-1-01) Personnel Review Committee (R-9/97) Salary Review Committee (R-1-1-01) Vision Committee (R-9/97) Ministry Boards (R-1-1-01) Congregational Life Board (R-1-1-01) Subcommittees: Recognition Committee (R-4-21-99) Education Board (R-1-1-01) Subcommittees: Adult Education Committee (N-1-1-01) Child Development Center Advisory Committee(N-1-1-01) Preschool Advisory Committee (N-1-1-01) Evangelism Board (R-9/97) Facilities Board (R-1-1-01) Social Concerns Board (R-1-1-01) Stewardship Board (N-1-1-01) Worship Board (R-1-1-01) Youth and Family Board (R-1-1-01) Ministry Coordinating Team (N-1-1-01) Auxiliaries Trinity Lutheran Church Women (R-1-1-01) Pastoral Policies Baptisms Confirmation Funerals / Memorials Weddings


PREFACE

Trinity’s “Policies & Procedures Manual” already existed at the time Trinity revised it’s constitution to reflect the merger into the ELCA. When the constitution review committee reviewed chapter 18 of the constitution, “Continuing Resolutions”, it was determined that our “Policies and Procedures Manual” functioned as continuing resolutions. It was then decided not to break up the “Policies and Procedures Manual” and insert the pieces into the appropriate areas within the body of the constitution. Instead, Chapter 18 of the Constitution was written so that Trinity’s “Policies & Procedures” function the same as continuing resolutions except that they are contained in the Policies & Procedures Manual rather than in the body of the constitution document. There is no codification requirement however, since they are not in the body of the constitution document. Therefore, it can be said that the “Policies & Procedures Manual” is an extension of our constitution document. Chapter 18 of Trinity’s Constitution is reprinted below. Chapter 18.

CONTINUING RESOLUTIONS & POLICIES & PROCEDURES MANUAL *C18.01. The Administrative Council may enact continuing resolutions and

additions, deletions or changes to the policies & procedures manual which describe the function of the various committees or organizations of this congregation and other structures, duties and policies of this congregation.

*C18.02. Continuing resolutions and the Policies & Procedures Manual shall be enacted or amended by a two-thirds vote of all voting members of the Administrative Council.

RESPONSIBILITY: The constitution clearly implies that the Administrative Council is responsible for the Policies and Procedures Manual. (Reference Chapter C12.04.02, C12.04.07, C12.04.09, C13.06, C18.01, and C18.02) The Administrator is responsible for keeping the Policies and Procedures Manual current on computer file as directed by the Administrative Council. (Reference Position Description II.B.b.) Prepared by Cliff Bronson and Phil Douglas

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INTRODUCTION In August 1999, at a regular scheduled meeting of the Management Board, Ken Schwartz (Chair), expressed concern that what the Management Board was doing didn’t have too much in common with the Management Board duties and responsibilities expressed in the R-9/97 Procedures Manual. Phil Douglas (a member of the Management Board) volunteered to chair a committee to review the current Procedure Manual (R-9/97) on behalf of the Administrative Council. The Administrative Council, at its regular scheduled meeting August 18, 1999, empowered the Management Board to appoint a Procedures Review Committee. Phil picked a committee composed of three lay members of the congregation that have been or are currently members of the Administrative Council, and three lay staff members of the congregation that are expected to ensure that the procedures in force are followed. The first meeting of the Procedure Review Committee was held January 6, 2000. Phil advised the committee of his understanding of the expectations of the Administrative Council. 1. The committee will review, revise, reorganize, rewrite and recommend procedures

that support the Administrative Council responsibilities as defined by the Trinity Lutheran Church Constitution approved January 8, 1995.

2. The committee will submit their efforts, as well as those approved by other

Committees and Boards, to the Administrative Council for approval. 3. The Procedures Review Committee will not prepare new procedures that are the

responsibility of a Committee, Board or the Administrative Council. 4. The completion schedule for procedure review is November 1, 2000 or prior, and

effective dates for revisions and new procedures is January 1, 2001, subject to Administrative Council approval.

After the Procedures Review Committee meeting, January 6, 2000, Phil met with all committees, boards and the Administrative Council, and distributed Trinity Lutheran Church procedures dated R-9/97 for review, per the goals established by the Administrative Council. The success of the procedures review could not have been accomplished without the assistance of the Committees, Boards, and Administrative Council. On behalf of Trinity Lutheran Church Congregation and the Procedures Review Committee I wish to thank you all for your dedicated support. Yours in Christ, Phil Douglas

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PROCEDURE REVIEW COMMITTEE (PRC) Appointed by the Management Board, November 9, 1999 Laity Lay Staff Gundy (L. O.) Gunderson Cliff Bronson Council President 1996 – 1997 Minister of Parish Life Jane Hansen Fred Chrysler Council President 1998 – 1999 Administrator Ken Schwartz Lisa Hunnewell Council Treasurer 1999 – 2000 Minister of Youth & Family Phil Douglas – Chairperson Council Treasurer 1997 – 1998 Administrative Council July 1, 1999 – June 30, 2000 President Bill Franz President-Elect John Hammar Vice-President Fred Dann Trainee Ivo Schilbach Secretary Pat Derksema Trainee Sherrie Burdick Treasurer Ken Schwartz Trainee Brett Joseph Lead Pastor Mark H. Reitan Ministry Board Chairs July 1, 1999 – June 30, 2000 Congregational Life Lori Bondeson Trainee Karen Holland Jean Miller Education Roger Twito Trainee David Horton Evangelism Bob Heller Trainee Lenore Peterson Facilities Jim Anderson Trainee Jeffrey Ullerich Management Ken Schwartz Trainee Brett Joseph Social Concerns Lynn Hinnenkamp Trainee Michelle Reitan Worship Randy Pirwitz Trainee Jack & Sal Henninger Youth & Family Judy Alberts Trainee Dave & Lenea Dyer Rochelle Kelley

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DISTRIBUTION

Copies 1. Master 1 2. Leadership Staff 9 3. Administrative Council 8

(copies stay with position) 4. Ministry Boards 8

(copies stay with position) 5. Room 109 1 6. Office 1 7. Extra 2

REVISION RECORD

To Be Determined

Note: Synod Guidelines will change at least once a year.

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CHURCH STAFF PERSONNEL POLICIES

Personnel policies provide a basis to assure fair and equitable working conditions for all staff, to protect both employees and the congregation from abuse, to maintain good order, to support understanding, and to give structure and definition to common responsibilities and privileges of Trinity’s Staff.

I. OBJECTIVES

A. To engage the highest quality staff possible for the support and direction of the ministry of the congregation.

B. To engage active members of Christian congregations who are members of Lutheran churches, or well-acquainted with the teachings and practices of the Lutheran Church.

C. To pay salaries and provide benefits commensurate with training, experience, duties, length of service, quality of work, and Northwest Washington Synod guidelines and Congregational approval. To pay adjunct staff salaries and provide benefits as determined by the Preschool Advisory Committee and Child Development Center Advisory Committee, respectively.

D. To encourage, promote, and provide opportunity for personal and professional growth.

E. To provide clear personnel policies and position descriptions.

F. To provide healthful, safe, and pleasant working conditions.

G. To provide clear and consistent supervision for all employees.

II. STAFF POSITIONS

1. The staff of Trinity Lutheran Church may include the following: 2. Lead Pastor 3. Associate Pastor(s)* 4. Minister of Parish Life* 5. Minister of Music* 6. Organist** 7. Minister of Youth and Family* 8. Administrator* 9. Secretaries** 10. Bookkeeper** 11. Custodians**

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___________________________________________________________________ B. Adjunct staff of Trinity Lutheran Church may include the following:

1. Preschool Director* 2. Preschool Lead Teacher** 3. Preschool Co-Teachers** 4. Preschool Office Assistant** 5. Child Development Center Director* 6. Child Development Center Lead Teacher(s)** 7. Child Development Center Teaching Assistants** 8. Child Development Center Cook** 9. Child Development Center Teaching Assistant / Cook**

* Leadership Staff ** Support Staff

C. The following agreements shall govern staff relationships to the congregation:

1. A written position description shall be provided for each staff position. 2. The pastors and commissioned lay staff shall serve under Letters of Call

extended through the Northwest Washington Synod. 3. All other lay staff shall be engaged by Letter of Call extended by Trinity

Lutheran Church.

III. HOURS OF WORK

A. Leadership Staff 1. Our Leadership Staff consists of people working full-time and part-time.

Part-time may consist of half-time to three-quarter time, and in some cases, the amount of time may be defined in a Letter of Call.

Translated into hours, this becomes: A full-time person may work 40 to 60 hours per week. A part-time person working half-time may work 20 to 30 hours per week. A part-time person working three-quarter time may work 30 to 40 hours per week.

2. Leadership staff receives and takes a minimum of one day per week as time off, and is encouraged to take a second day off when schedule permits. Meetings and events should not be scheduled on the day off.

3. The pastoral staff will arrange for someone to be on call for emergencies at all times.

B. Support Staff

1. The hours of work expected shall be a part of the Letter of Call by which the person is engaged. The schedule shall be as agreed upon by the employee and his/her supervisor.

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___________________________________________________________ 2. As specific duties require it, and by agreement between the employee and

her/his supervisor, this schedule may be altered on occasion. 3. Full-time custodial staff may arrange a different schedule in order to best

carry out custodial duties, but shall have a minimum of one full day off with no church duties.

4. Office staff shall arrange schedules so the church office is staffed between the hours of 9:00 AM and 5:00 PM Monday through Thursday, and 9:00 AM and 3:30 PM on Friday. A variation on office hours may be made, depending on special circumstances, and in that case, a phone message recording could relay that information.

IV. PAY SCHEDULE

A. For all staff, the payroll period is a two-week period running Sunday through

Saturday.

B. The staff shall be paid every two weeks, no later than Thursday for the pay period ending the previous Saturday.

C. All salaries shall be reviewed annually as part of the budget process of the

congregation.

V. BENEFITS

A. Pension and Medical 1. Trinity shall participate in the Pension and Major Medical Plan of the

Evangelical Lutheran Church in America. a. Pension will be provided at the rate of 12% of salary.

1) Pension funds may be directed to the ELCA Pension Program 2) Pension may be taken in cash in lieu of the ELCA Pension Program

or other program. That income will be treated as additional salary and taxed accordingly. Expense to Trinity will not exceed the 12% of salary total, including taxes.

b. Medical coverage will be based on each family unit, in accordance with the ELCA guidelines. 1) Medical coverage will be provided by the ELCA Major Medical Plan.

Employees may elect to choose other coverage with premium not to exceed ELCA guidelines.

2) Medical coverage may be taken in cash in lieu of the ELCA Major Medical Plan. That income will be treated as additional salary and taxed accordingly. Expense to Trinity will not exceed what would have been paid to the ELCA Major Medical Plan.

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___________________________________________________________ B. Mileage Reimbursement

1. It is expected that the church staff will make frequent use of their personal vehicles in conducting church business or activities. This policy sets forth guidelines for reimbursement of expenses for such use. a. Use of personal vehicles by staff for church-related business or

activities will be reimbursed at the IRS-approved allowance, except for those staff who receive an auto allowance.

b. Reimbursement will be based on actual miles driven. Requests for reimbursement must include a brief record of each trip taken, including date, origin and destination, and mileage (beginning, ending, and total mileage).

c. Requests for reimbursement must be approved by the staff member’s immediate supervisor or the President of the congregation, as appropriate.

C. Auto Allowance 1. The auto allowance received by staff will be set by the Administrative

Council, and will not necessarily correspond to the IRS-approved allowance. It is the responsibility of the staff person to make any claims with the IRS for tax exemption or deduction.

VI. HOLIDAYS, VACATIONS, AND AUTHORIZED ABSENCES

A. Holidays 1. The following are observed as paid holidays for full-time Trinity staff:

a. 1 day – New Year’s Day b. 1 day – Martin Luther King Day c. 1 day – Presidents’ Day d. 1 day – Memorial Day e. 1 day – Independence Day f. 1 day – Labor Day g. 1 day – Thanksgiving Day h. 1 day – Friday after Thanksgiving Day i. ½ day – Christmas Eve j. 1 day – Christmas k. 1 day – Day after Christmas l. ½ day – New Year’s Eve

2. It is intended that staff do not work on the holidays noted above, however, it is understood that this is not always possible. As a result, staff will keep track of the holidays worked, and take a compensatory day before or after the actual holiday. When a holiday falls on a Saturday or Sunday, the holiday will be taken on the Friday before or Monday following,

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___________________________________________________________ respectively. When the observed holiday is on the full-time employee’s day off, the employee will take commensurate time off on another day.

3. When Christmas falls on a Saturday, the Christmas Eve half-day will be observed on Friday, and the Christmas Day full-day will be observed the following Monday.

4. The day after Christmas will be a holiday when Christmas falls on Sunday through Thursday.

5. All part-time employees will be paid only for the holidays that fall on the days that they normally work. For these holidays, part-time employees will be paid for the number of hours they would normally work on that day.

6. A holiday that falls within a staff member’s vacation time shall be observed and not counted as vacation time.

B. Vacations

1. Paid vacations shall be granted to all full-time staff members, calculated from the beginning of full-time service to the ELCA.

Length of continuous service Vacation allowance

After three months 1 day** After six months 4 days Seven months 5 days Eight months 7 days Nine months 8 days Ten months 9 days Eleven months 10 days Twelve months 10 days One – four years 10 days (+ 2 Sundays for Leadership Staff) Five – nine years 15 days (+ 3 Sundays for Leadership Staff) Ten – fourteen years 20 days (+ 4 Sundays for Leadership Staff) Fifteen – nineteen years 25 days (+ 5 Sundays for Leadership Staff) Twenty years and over 30 days (+ 6 Sundays for Leadership Staff) **A day of vacation is interpreted to mean a working day.

Part-time employees’ vacation is based on the full-time staff schedule and then calculated as follows:

Half-time person divides by .5 Three-quarter person divides by .75

2. Vacations may be taken at any time mutually acceptable to the staff member and her/his supervisor.

3. Vacation time may not be cumulative beyond a 24 month period. 4. In the event of a vacation beginning near the end of a pay period, salary

may be paid at the beginning of the vacation period upon the approval of the President of the congregation.

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5. Earned and unused vacation time (within the above limitations) shall be paid on termination of services, provided the termination is not for injurious behavior.

C. Paid Absences

1. Any absence, emergency or planned, shall be reported to and approved or disapproved by the person’s supervisor as soon as possible. At that time, the absence will be charged accordingly.

2. Absence due to the death of a member of immediate family or household Immediate family is considered spouse, children, or parents. The employee may be paid for the absence from work for a period not to exceed one calendar week. Any additional paid absence must be approved by the Administrative Council.

3. Absence due to the death of relative other than immediate family The employee may be paid for the absence from work for a period of up to three work days. Any additional paid absence must be approved by the Administrative Council.

4. Absence due to legal responsibility Civic responsibilities such as jury duty, witness, and short-term military duty will be granted with pay for the period of time specifically fulfilling those responsibilities. If an employee’s obligation does not require the full work day, then the employee is expected to report to the church for the remainder of the day. Pay or compensation received for civic duties will be retained by that employee in addition to his or her regular church pay. Personnel who are called to military duty in excess of two weeks will be retained in an employment status, however, base salary will be suspended until the individual returns.

5. Absence due to personal illness a. Sick leave with full pay shall be granted staff members at the rate of

one working day for each month of service, on a cumulative basis. b. Regular part-time employees shall be granted sick leave on a basis

proportional to their scheduled work week. c. Sick leave may be taken only for actual illness. d. At the time of termination, there shall be no claim for pay in lieu of

unused sick leave. 6. Absence due to family medical leave

All employees may be eligible for 12 work weeks of family and medical leave every twelve months if they have worked for Trinity Lutheran Church

for at least one full year, or at the discretion of the Administrative Council. Family medical leave may be requested for: a. Care of newborn child or adoption/foster care

12 Weeks may be used as follows: Six weeks paid leave

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___________________________________________________________ Six weeks remaining employee may use vacation, sick leave and unpaid leave

b. Care for immediate family member who has a serious health condition 12 Weeks may be used as follows: Employee may use vacation, sick leave and unpaid leave

c. Recuperate from their own serious health condition 12 Weeks may be used as follows: Employee may use vacation, sick leave and unpaid leave

D. Unpaid Absences

Unpaid leaves of absence shall be granted at the discretion of the person’s supervisor on the following bases: a. A written request for leave of absence must be submitted in advance,

giving justification for the leave b. Such leave shall not normally be granted for longer than 30 calendar days c. No pay will be granted for holidays occurring within an unpaid leave

d. Exceptions to these guidelines may be granted only by the Administrative Council

VII. SABBATICALS The concept of wholeness and wellness in ministry is an important principle in the life of Trinity Lutheran Church. Healthy congregations, healthy pastors and associates in ministry are key to effective ministry. Extended study leaves for rostered persons are an expression of mutuality and care for one another. An extended study leave provides an opportunity for a staff person to reflect on the call to ministry and her/his relationship with God and God’s people. They study leave is expected to be beneficial to the congregation/institution, to the wider church, and to the staff person. An extended study leave provides not only rest from labor, but also opportunities for more in-depth learning and renewal. An extended study leave should be holistic, in that in includes time for prayer, reflection, rest, and care of the body, as well as developing gifts for ministry. An extended study leave is part of an overall continuing education plan. The center piece of the continuing education process is the Continuing Education Covenant, a tool by which the rostered persons and the key leaders of Trinity can assess and plan ministry together. The Continuing Education Covenant was developed as part of the Growth in Excellence in Ministry (GEM) program of the ELCA Division for Ministry, a program designed to encourage rostered persons to participate regularly in continuing education. The Covenant is developed through conversation with The Administrative Council of Trinity. The conversation is intended to identify ministry highlights, to give thanks for ministry accomplished, to determine the ministry priority that is most affected by the staff person’s special leadership, to explore how the staff person can become an

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___________________________________________________________ even more effective leader through continuing education, and to develop a continuing education plan.

A. Guidelines 1. An extended study leave of three months may be granted to clergy and

program staff ordinarily after serving at Trinity for six years. In some cases, in consideration of prior and current service in ministry, it may be desirable to offer an extended study leave after less than six years of service.

2. Trinity will provide full pay and benefits during the extended study leave. 3. Expenses incurred during the study leave will be borne by the rostered

person (ie. tuition, books, supplies, travel, living expenses, etc.). These expenses may be covered by continuing education funds.

4. The staff person is normally expected to serve the congregation/institution for at least one year following completion of the study leave. (In some cases, it my be counter-productive for the staff person and/or Trinity to require further service upon completion of the study leave.)

5. The staff person will submit a report to Trinity within a mutually agreed upon period of time following completion of the study. leave.

6. It is understood that the extended study leave and the terms of it are a mutually negotiated agreement (covenant) between the staff person and Trinity Administrative Council. The Continuing Education Covenant will be completed and filed with the Synod Office, ordinarily at least three months in advance of the study leave.

VIII. GENERAL STAFF POLICIES

A. Staff Relations

1. The full-time program leadership staff shall normally meet weekly to discuss and plan the directions for ministry, coordinate programs and ministries, and develop a team approach to the ministry of Trinity. Part-time program staff is invited to participate as able.

2. All full-time staff and part-time program leadership staff shall normally meet weekly for devotions, renewal, briefing of programs and calendar, scheduling, planning, and team building.

3. Within two weeks of employment of an individual, the immediate supervisor shall see that the new employee is given a full orientation of work expectations, the Policies and Procedures Manual as it pertains to her/him, instructions regarding safety and emergencies, and other matters pertaining to working at Trinity, including the building of staff rapport.

4. All members of the staff shall function in ways to help and support the rest of the staff in their ministry and work, to build good communications and working relationships, and to uphold one another before persons not part of the staff.

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5. Grievances should be dealt with in a timely manner in the following order of action:

a. Talk with the person involved b. If resolution is not achieved, speak to the immediate supervisor of the

person c. If resolution is still not achieved, consult the Mutual Support

Committee, when in existence d. If resolution is still not achieved, speak to the Lead Pastor e. If resolution is still not achieved, bring it to the Administrative Council

B. Staff Decorum

7. All records of the congregation, including mailing lists and membership directory, belong to the congregation and are not public records. None are to be released for profit ventures, nor are they to be released for non-profit ventures without the specific approval of the Administrative Council.

8. Matters confidential to the staff must be respected as such. 9. Staff members are expected to handle public contact in a manner which

will further the Gospel and reflect well on the congregation. 10. Personal telephone calls and visits during working hours are to be kept to

a minimum. 11. All persons are to be treated cordially and with respect due a child of God. 12. Staff dress is to be reasonable, clean, and appropriate for the work

performed.

C. Staff Procedures 1. Staff offices are to be kept locked outside of work hours. 2. The general church office, a public access area, is to be maintained in a

neat manner. 3. Offices to be used for other meetings or classes must be left with all

sensitive materials securely put away. 4. Staff members should make their schedules known to the Secretary,

including time of departure and anticipated return, for the sake of good communication and public presentation.

5. Volunteers from within the congregation should be sought and employed

as practicable. 6. Verbal announcements for worship services are to be kept to a minimum

and deadlines for bulletin and newsletter are to be respected. 7. No property of the congregation is to be loaned or removed from the

premises without the approval of the Administrator or Lead Pastor; and record of any removal or loan must be left with the Administrator, stating expected date and time of return.

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___________________________________________________________ D. Performance Reviews

1. Informal performance reviews shall be conducted with all staff members several times each year by the person’s supervisor and/or the Lead Pastor to ensure good communication of expectations, performance, and job satisfaction, and to deal with changes in the conditions of employment and service.

2. An annual performance review shall be conducted with all staff members of Trinity by the supervisor, with written reports of the review submitted to the staff member, her/his supervisor, and the Lead Pastor. The purpose of the annual review is to look at the ministry of Trinity, to identify strengths and areas which need improvement, and to recommend and plan means of strengthening the work of the staff.

IX. PASTORAL STAFF RELATIONSHIPS AND POLICIES

A. Titles and Assignments

1. Pastoral titles refer to function, not rank. 2. The pastoral ministry of the congregation is the shared responsibility of the

called pastors. 3. Although administrative and supervisory responsibilities are assigned to

the Lead Pastor, all other assignments shall be decided by mutual agreement of the called pastors, and supervision of particular persons may be assigned to another pastor, as advisable.

B. Pastoral Acts

1. Preaching shall be scheduled by mutual agreement. 2. Baptisms shall be a function of the presiding pastor. 3. Couples may request a particular pastor, but efforts will be made to assign

approximately equal duty and requests will not be encouraged. 4. Funerals may be assigned by request, but shall normally be assigned by

mutual agreement according to schedule and prior pastoral work with the family.

5. Persons shall not normally begin counseling with one pastor and then

switch to the other. In no cases shall a person who has changed counselors within the staff of Trinity change within the staff a second time.

C. Fees and Gifts for Pastoral Services

1. No fees are to be accepted for presiding at sacraments or other rites and ceremonies which are a part of normal worship event.

2. No fees are required of members for officiating at weddings or funerals.

X. TERMINATION

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A. Called Ordained Pastors Termination of called ordained staff shall be governed by the Constitution and Bylaws of the congregation, and the policy of the Evangelical Lutheran Church in America.

B. Lay Staff and Ordained Persons

1. When termination of employment is desired on the part of the employee, a minimum of two weeks advance notice (four weeks for program staff) is requested. Resignation shall be in writing and delivered to the President of the congregation and the Lead Pastor.

2. If termination of service is initiated by the congregation, notice of release shall be given in writing. Two weeks advance notice (four weeks for program staff) shall be given. This action may be taken only by the Administrative Council. The reason(s) for release shall be made public.

3. Immediate termination of services may be executed for cause and for the welfare of the congregation. In such instances, both services and salary shall cease immediately, and unused vacation leave shall be lost. This action may be taken only by the Administrative Council, and only for conduct or behavior which is clearly and strongly injurious to the congregation, its staff, its visitors, its ministry, or its property. Such dismissal shall not be carried out without being clearly and openly discussed with the person being dismissed.

Effective 1-1-2001 Reviewed and revised (R-9/97 Personnel Policies I., II., III., IV., V., and VI.) by Cliff Bronson, Fred Chrysler, and Lisa Hunnewell. Reviewed and recommended by the Procedures Review Committee August 24, 2000 Approved by the Administrative Council December 19, 2000 Reviewed and reformatted (R-9/97 Personnel Policies VII., VIII., IX., and X.) by Lisa Hunnewell. No action taken by Procedures Review Committee

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CHURCH STAFF POSITION DESCRIPTION

LEAD PASTOR

The office of pastor in a Lutheran congregation is primarily one of Word and Sacrament, preaching and teaching the Word of God in its purity, and administering the Sacraments in accordance with the Gospel. Out of this, all other duties of the pastor are derived. In a large congregation, several pastors may be needed to share pastoral responsibilities. Although one pastor may be called to give overall supervision to the ministry of the congregation, this does not assume rank or station, but function; full authority and responsibility belongs to the Office of Word and Sacrament. I. RELATIONSHIPS

The Lead Pastor is responsible to Jesus Christ and his church through the Bishop of the Northwest Washington Synod of Evangelical Lutheran Church in America and through the congregation and its leadership. The Lead Pastor is supervisor of the leadership staff of the congregation (other pastors, Minister of Parish Life, Minister of Youth and Family, Minister of Music, Administrator).

II. RESPONSIBILITIES

A. General 1. Share the preaching and worship-leading functions with the other pastor(s)

and lay leaders 2. Share the administration of Sacraments and performance of Rites and

other occasional services with the other pastor(s) as agreed 3. Be a primary teacher in the education programs of the congregation 4. Provide appropriate pastoral care as needed 5. Serve as advisor to the Administrative Council and Ministries Coordinating

Team 6. Coordinate all advisory and support staff presence to all boards,

committees, and areas of ministry 7. Encourage lay leadership in all areas of congregational life 8. Encourage excellence in all areas of ministry by helping every person

exercise their own Spiritual Gifts to the best of their ability 9. Attend ELCA Synod and Cluster Assemblies as a delegate when elected

(may designate other staff representatives) 10. Participate in ministerial associations, pastoral conferences, and

associations of churches as appropriate, and serve on task forces, boards, and other assignments outside the congregation as requested, exercising caution that it does not jeopardize pastoral responsibilities

11. Participate regularly in continuing education through personal study and formal courses

B. Specific

1. Prayer and Devotional Time

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LEAD PASTOR

All ministry relies on the guiding of prayer and the reading of God’s Word. 2. Preaching, Teaching and Pastoral Care

Quality Biblical preaching and teaching requires in-depth preparation. Pastoral care requires availability, as well as initiative-taking on the part of the pastoral staff. A priority of time and energy is to be given to these areas of pastoral ministry. The lead pastor will set the preaching schedule.

3. Administration a. Be responsible for the development of the ministry team of Trinity

Lutheran Church b. Supervise all Leadership Staff c. Approve the calling and/or hiring of all staff within the congregation, in

cooperation with the Administrative Council d. Arrange for and conduct weekly meetings for staff for coordination of

ministry, and for team and personal development e. Schedule an annual all staff team building retreat f. Approve vacation schedules and leaves for all staff (Office

Administrator will keep appropriate records) 4. Worship

a. Be advisor to the Worship Board with the Minister of Music b. Participate in worship planning with the other pastor(s), the Minister of

Music, and other lay worship teams c. Provide for training of worship leaders with the other pastor(s)

5. Trinity’s Mission, Vision, Values, and Disciplines Along with staff and congregational leaders, see Christ’s vision for Trinity and communicate it to the congregation. Continue to model, teach, and call on the congregation to embrace our values and disciplines in order to see the vision for Trinity and do Christ’s mission in this place.

Effective 1-1-2001 Delegated by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Lead Pastor) by Pastor Mark H. Reitan. Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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ASSOCIATE PASTOR

The office of pastor in a Lutheran congregation is primarily one of Word and Sacrament, preaching and teaching the word of God in its purity, and administering the Sacraments in accordance with the Gospel. Out of this, all other duties of the pastor are derived. In a large congregation, several pastors may be needed to share pastoral responsibilities. Although one pastor may be called to give overall supervision to the ministry of the congregation, this does not assume rank or station, but function; full authority and responsibility belongs to the Office of Word and Sacrament.

I. RELATIONSHIPS

The Associate Pastor is responsible to Jesus Christ and his Church through the Bishop of the Northwest Washington Synod of Evangelical Lutheran Church in America and through the congregation and its leadership.


A. General 1. Share the preaching and worship-leading functions with the other pastor(s)

and lay leaders 2. Share the administration of Sacraments and performance of Rites and

other occasional services with the other pastor(s) as agreed 3. Be a teacher in the education programs of the congregation 4. Provide appropriate pastoral care as needed 5. Share in routine visits to members or friends at home, in hospitals or

institutions, and in visits for specific purposes as arranged by the pastoral staff

6. Serve as advisor to the boards and committees not otherwise assigned to other staff

7. Encourage lay leadership in all areas of congregational life 8. Encourage excellence in all areas of ministry by helping every person

exercise their own spiritual gifts to the best of their ability 9. Attend ELCA Synod and Cluster Assemblies as a delegate when elected

(may designate other staff representatives) 10. Participate in ministerial associations, pastoral conferences, and

associations of churches as appropriate, and serve on task forces, boards, and other assignments outside the congregation as requested, exercising caution that it does not jeopardize pastoral responsibilities

11. Develop and carry out ways to tell the Gospel to those outside the congregation

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ASSOCIATE PASTOR

12. Participate regularly in continuing education through personal study and formal courses

13. Implement and direct specific outreach programs specified in Letters of Call

B. Specific

1. Education a. Participate in the teaching program of the congregation b. Be responsible for publicizing educational opportunities

2. Evangelism a. Arrange visitation assignments with the pastoral staff b. Be available for emergency calls c. Be part of the GIFT Leadership Team

3. Fellowship a. Participate in and assist with fellowship events as requested and

feasible b. Be advisor to the Trinity Lutheran Church Women

4. Social Concerns a. Be advisor to the Social Concerns Board, including the Good

Samaritan Fund and Stephen Ministry Program b. Serve as representative and advocate between Trinity and social

action groups as appropriate 5. Worship

a. Participate in worship planning with the Lead Pastor and the Minister of Music

b. With the Lead Pastor, provide for training of worship personnel 6. Records

a. Be responsible for the recording . . . (see Letter of Call)

Effective 1-1-2001 Delegated by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Associate Pastor) by Diane K. Hastings. Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

10/10/12

CHURCH STAFF MINISTER OF PARISH LIFE

I. RESPONSIBILITIES

The basic areas of leadership responsibility for the Minister of Parish Life include but are not limited to:

B. Small Group Ministry (ChristCare)

C. Christian Education Ministry (Sunday School, Adult Education, Confirmation, High School Sunday Class, Trinity Preschool and Child Development Center)

C. Lay Ministry (Spiritual Gifts)

II. EMPHASIS WOULD BE GIVEN IN THESE AREAS OF PARISH LIFE

A. Small Groups (ChristCare) ChristCare small group ministry is a Biblical way for Trinity to serve members' needs, equip them for a life of discipleship and reach out to others with Jesus' love. We believe that in ChristCare small groups, we experience faith sharing, support and growth.

B. Christian Education Studying and sharing God's Word is the best way to be equipped for ministry. Trinity provides opportunity for quality Christian Education for people of all ages.

C. Lay Ministry

Trinity seeks to encourage lay leadership in all areas of our life together. This will be accomplished through practices that encourage lay initiative, responsibility, and authority in the various ministries of the congregation. We believe that ministry happens when people discover their Spiritual Gifts and they are empowered to use them. Each person is gifted and is called to use their gifts on behalf of the Body of Christ.

III. IN EACH OF THESE AREAS THERE ARE SPECIFIC ACTIVITIES AND RESPONSIBILITIES THAT FURTHER DEFINE THE POSITION OF MINISTER OF PARISH LIFE

A. Small Groups (ChristCare) 1. Recruiting and training of ChristCare leaders 2. Leading of the Support, Encouragement, Accountability, [SEA] groups -

(gathering of ChristCare Leaders ) 3. Recruiting of the membership to join ChristCare with the goal of everyone

in ChristCare

4. Explore ChristCare in Confirmation Ministry and Youth and Family Ministry and New Member Orientation

5. Continue to expand the leadership team of ChristCare Ministry

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CHURCH STAFF MINISTER OF PARISH LIFE

B. Christian Education

1. Work with Education Board and the Adult Ed Committee, the Preschool Board and the Child Development Center Board to provide leadership for all areas of Christian Education

2. Staffing, training and support of the teaching staff, and curriculum evaluation

3. Coordinate the ministry of the Trinity Preschool and the Child Development Center with the overall Christian Education Program

C. Lay Ministries

1. Working with the congregation to involve each person in the mission/ministry of Trinity as well as challenging the congregation to be involved in mission/outreach projects outside of Trinity

2. Encourage each person to discover, develop and deploy their spiritual gifts

3. Working with each area of ministry to staff boards, committees and service areas

Effective 1-1-2001 NEW Written by Pastor Mark H. Reitan, May 1998 Approved by Administrative Council December 19, 2000

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CHURCH STAFF POSITION DESCRIPTIONS

MINISTER OF MUSIC

The Minister of Music serves the congregation under a Letter of Call to develop, direct, and coordinate a comprehensive music ministry in the congregation. This ministry, as with all ministry of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office. I. RELATIONSHIPS

The Minister of Music is responsible to Jesus Christ and his Church through the pastors, the Worship Board, and through the congregation and its leadership. S/he is under the direct supervision of the Lead Pastor, and is the direct supervisor of all other music staff.


A. General

1. Participate fully in weekly staff meetings 2. Perform other duties as assigned by the Lead Pastor 3. Participate regularly in continuing education to sharpen and expand skills through personal study and formal courses 4. Exhibit ability to work in a collegial style with other music staff 5. Cooperate with and work under supervision of Lead Pastor 6. Provide inspirational leadership to the music program at Trinity and be

sensitive to diversity of music needs/desires 7. Be accountable to the Worship Board for budget expenditures and worship

planning 8. May participate in church music associations as appropriate and as does not

jeopardize parish priorities 9. May serve on task forces, boards, and other assignments outside the

congregation as requested, so long as the overall time involved does not exceed 5% of staff time annually

B. Specific 1. Administration

a. Be responsible for the development, direction, and coordination of the music ministry of Trinity Lutheran Church (ie. Worship Choir, Handbell Choir, Instrumental and Vocal Ensemble, Youth and Children's Choirs)

b. Supervise all other music staff and volunteers c. Approve the calling and/or hiring of all other music staff within the

congregation, in cooperation with the Lead Pastor, Worship Board and the Executive Board

d. Arrange for and conduct regular meetings of the music staff, at least bi-monthly

e. Approve music staff vacation schedules and leaves

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MINISTER OF MUSIC

f. Supervise the functioning of all guest and substitute musicians g. Be responsible for development and maintenance of Trinity's music

library h. Be responsible for the securing, use, and maintenance of Trinity's

musical instruments and accessories, in consultation with the Worship Board

i. Regularly report to and consult with the Lead Pastor concerning all aspects of the music ministry

j. Provide information as needed for budget development and parish planning

2. Education

a. Be a primary instructor in music education b. Provide training for musicians and music leaders c. Provide advice/materials for Sunday school openings d. Develop and carry out programs for development of musical abilities

and expression among members e. Provide direction for musical aspects of special programs (ie. Vacation

Bible School, Christmas pageant) 3. Facilities

a. Approve use of musical instruments of the congregation by persons other than staff

b. Provide the Facilities Board with regular up-dates on the condition and needs of facilities for the music ministry

c. Maintain a calendar for lesson and practice use of rooms and instruments, and keep a copy posted in the church office

4. Worship a. Meet on a regular basis with the Worship Board b. Assist the pastors in planning worship and provide details of organ and

special music to be used for the season being planned, which will support the theme(s) to be emphasized

c. Develop and provide direction for choirs: 1. Provide for choir and/or special music for every Sunday and festival

service 2. Provide choir experiences for children, youth, and adults 3. Assist and support the development of vocal and instrumental

groups 4. Develop choir leadership for liturgical responses of the

congregation 5. Plan special musical events in consultation with the Lead Pastor

and the Worship Board

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MINISTER OF MUSIC

6. Provide for fellowship development among choir members

d. Assist in development of music for funerals and provide musicians as needed

5. Weddings a. Assist couples in selecting music appropriate for worship

Effective 1-1-2001 Delegated by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Minister for Music) by Deborah Brown. Reviewed and recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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ORGANIST

The church organist serves the congregation under an employment agreement, by providing musical leadership in the singing of hymns and liturgy, in the accompaniment of choirs, soloists, and ensembles, and in all other organ music for worship and other musical events. This ministry, as with all ministry of the church, is derived from the Office of Word and Sacrament, and is guided in all things by that Office.

I. RELATIONSHIPS

A. The church organist is responsible to Jesus Christ and the church through the

congregation and its leadership and the pastors who are bishop in this place. The organist is under the direct supervision of the minister of music.

B. The organist of this congregation shall be the primary organist for all worship

services, and shall have first privilege for weddings, funerals, and private instruction.

C. An assistant or substitute organist must be qualified and approved by the

minister of music. The substitute organist is also under the direct supervision of the minister of music.


A. General

1. Participate fully in regular music staff meetings. 2. Maintain high standards of performance through regular practice. 3. Maintain high standards of repertoire through careful selection of organ

music that is effective and appropriate for worship. 4. Continually add new playing material, especially improvisational

accompaniments for hymn singing. 5. Participate regularly in workshops and continuing education to improve

skills, methods, and insights. 6. Work cooperatively and flexibly with the minister of music in scheduling

time off and arranging for substitutes, and in planning rehearsals with choirs, soloists, and ensembles.

7. Consistently demonstrate promptness, responsiveness, resourcefulness, and a positive attitude about the church, the staff, the music program, and the position.

8. Develop and maintain an attitude of ministry to the glory of God and for the edification of the body of Christ, i.e. the members of this congregation.

B. Specific

1. Provide accompaniment for hymns and liturgy that encourages good singing and expresses the tone of the season or festival day.

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ORGANIST

2. Provide suitable organ music for preludes, postludes, offertories, and communion for all services, as required.

3. Provide accompaniments and other music as required for occasional services, and for weddings and funerals by special arrangement with the families.

4. Provide accompaniment for the rehearsals and performances of the choirs, soloists, and ensembles as agreed upon with the minister of music.

5. Perform concerts and recitals, as agreed upon by the music staff, and in consultation with the worship board.

6. Play for all Sunday morning worship services. 7. Play for all special midweek services which are normally held at the

following times: a. Thanksgiving Day b. Christmas Eve c. Christmas Day d. Ash Wednesday e. Lenten Services on Wednesdays f. Maundy Thursday g. Good Friday h. Summer Evening Worship i. Other special services, by prior arrangement.

8. Arrange for assistant or substitute organists in consultation with the minister of music.

9. Provide bulletin information to the office staff. 10. Provide a tape recording of wedding music selections.

III. PRIVILEGES

A. The organist shall be allowed an annual amount of $100 for workshops and

other continuing education opportunities, chosen in consultation with the minister of music. The organist shall also receive $25 for organ guild membership dues.

B. The organist may give private instruction in the church, and grant student

practice time on the organ or piano, providing all lesson and practice times do not conflict or interfere with the scheduled activities of the congregation.

C. The organist may participate in organ guild, associations, and performance

organizations, providing these activities do not conflict or interfere with the responsibilities of the position.

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ORGANIST

D. The organist may perform in the community and in other churches, providing these activities do not conflict or interfere with the responsibilities of the position.

E. The organist may participate fully in church staff, music staff, and worship

board meetings. F. The organist shall participate fully in a mid-year performance review, and in

an annual contract review. G. The organist may participate fully in discussion about the position with the

pastor, minister of music, worship board or mutual support group. H. The organist shall be allowed an annual allowance of $100 for the purchase

of organ music, in consultation with the minister of music. Effective 9/97 Submitted R-9/97 to Administrative Council 2-15-2000 for review Approved by the Administrative Council December 19, 2000

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CHURCH STAFF MINISTER OF YOUTH AND FAMILY

I. RESPONSIBILITIES Provide leadership for Youth and Family Ministry at Trinity Lutheran Church with the Youth and Family Board. The focus of the ministry is to be centered in these areas: Young Adults, Senior High Youth, Middle School Youth, Primary School Youth and the families of youth. II. EMPHASIS IS TO BE GIVEN IN THESE AREAS OF MINISTRY

A. Worship Youth gather in thanks and praise with the whole believing community around the Word and Sacraments.

B. Nurturing (belonging/fellowship)

Youth join with other Christians in peer groups for fellowship, fun, and mutual support. They grow in their personal relationships in the context of a Christ centered community.

C. Learning

Youth participate in Bible study and sharing both in their Sunday School experience as well as a regular part of their youth gathering.

D. Outreach (witnessing)

Youth tell the Good News of Jesus Christ in words and actions. Youth are encouraged to affirm and share their faith with others and reach out to include others in their fellowship.

E. Serving Youth minister to the needs of others by visiting the sick, befriending those who are alone, and attending to the needs of their neighbors.

F. Stewardship

Youth are caretakers of God's world with the responsibility to give time, ability and money (personal resources) for the Lord's work in the world.

G. Leadership

Youth develop their God-given abilities in order to provide leadership for ministry in the church and community.

III. YOUTH AND FAMILY MINISTRY AT TRINITY LUTHERAN CHURCH IS...

A. Youth and adults working together so that youth and families grow in Christ centered living

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CHURCH STAFF MINISTER OF YOUTH AND FAMILY

B. Integrated with and not separated from the mainstream of the congregations life and mission

C. Centered in Holy Baptism, the proclamation and study of God's Word, and participation in Holy Communion

D. Person oriented and family conscious E. Looks beyond the youth group to the youth and families of the entire

congregation and local community and world F. Puts emphasis on witness and service as well as nurture and community

Effective 1-1-2001 NEW WRITTEN BY PASTOR MARK H. REITAN, MAY 1998 Approved by Administrative Council December 19, 2000

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ADMINISTRATOR The Administrator serves the congregation under a Letter of Call to administer and direct the functioning of the Church office; to provide control, continuity, and coordination for the financial systems of the congregation; to maintain the records of the congregation; and to maintain good business procedures in Trinity's affairs. This ministry, as with all ministries of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office. I. RELATIONSHIPS The Administrator is responsible to Jesus Christ and his Church through the pastors, who are Bishop in this place, and through the congregation and its leadership. S/he is under the direct supervision of the pastors and is the direct supervisor of church office and facility staff. II. RESPONSIBILITIES

A. General 1. Participate fully in weekly staff meetings 2. Participate in lay staff associations as appropriate

3.May serve on task forces, boards, and other assignments outside the congregation as requested, so long as the overall time involved does not exceed 5% of staff time annually 4. Serve as advisor to Financial Management and Facilities Boards and attend Executive Committee and Mission Council meetings 5. Perform other duties as assigned by the pastors and the Executive Committee 6. Participate regularly in continuing education maintain and expand skills through personal study and formal courses

B. Specific 7. General Administration

a. Serve as a resource person, providing technical support and information to the Financial Management Board as required

b. Be responsible for keeping the Policies and Procedures Manual current as directed by the Executive Committee

c. Maintain the permanent records of the congregation and prepare the annual Parochial Report for submission to the synod office

d. Supervise the work of the office staff, church office volunteers, and facility staff

e. Be responsible for training, supervising and evaluating facility and office personnel; if appropriate, recommend termination of an employee to the Executive Committee

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ADMINISTRATOR

3. Facilities a. Communicate as needed with the Executive Committee and the

Facilities Board concerning custodial and maintenance needs of the church facilities, grounds, and equipment

b. Develop and maintain a list of duties and procedures for the facilities staff

c. Develop and approve all rental contracts d. Develop, maintain, and execute methods for scheduling, and use of

buildings, rooms and equipment, and collection and recording of user fees

4. Financial Management

a. Oversee purchasing b. Maintain a file of purchase transactions and prices, researching prices

and quality of items needed for use when purchases are to be made c. Develop and execute methods (with church treasurer and Financial

Management Board) to maintain controls on cash flow and spending guidelines and priorities

d. Provide assistance, advice, and direction for the treasurer, financial recorder, offering handlers, and others who handle funds for Trinity

e. Oversee the receipt and deposit of all offerings, gifts, earnings, etc. for the congregation

f. Supervise the financial recording and reporting systems, methods, and forms for the congregation and its parts

g. Recruit members for an Auditing Committee annually, and assist them in an audit

h. Supervise the publication of the Annual Report of the congregation i. Review checks for the treasurer's signature after justifying invoices, and

distribute checks in accordance with agreed practices in coordination with bookkeeper

j. Work with the Financial Management Board in monitoring the church budget and budget preparation

k. Recruit members for the Endowment Committee and oversee their functioning

l. Encourage stewardship growth by working with the pastors to inspire and challenge generous financial giving

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SECRETARIES ______________________________________________________________________ The Secretarial Staff serves the congregation under a Letter of Call to provide needed secretarial support for the staff and boards, serve as receptionist for the church office and staff, and maintain files for the staff and boards. This ministry, as with all ministry of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office.

I. RELATIONSHIPS

The Secretarial Staff is responsible to Jesus Christ and his church through the pastors, and through the congregation and its leadership. They are under the direct supervision of the Administrator.


A. General

1. Participate fully in weekly staff meetings 2. Participate in Lay Staff Associations (Staff Workers Luncheons) as

appropriate and as does not jeopardize parish priorities 3. Participate regularly in continuing education to sharpen and expand skills

through personal study and formal courses 4. Acquire and maintain full familiarity with all of Trinity's office machines 5. Type correspondence and project papers for leadership staff, and

congregation, keeping copies as requested 6. Run copies of materials for leadership staff 7. Be prepared to cover other Secretary’s responsibilities during times of

absence 8. Protect the time off of staff members from intrusions which are not

emergencies. 9. Perform other duties as assigned by the Administrator 10. Provide support for pastors and leadership staff

B. Specific Ministry

1. Receive members and visitors in a friendly and welcoming manner, providing assistance as possible

2. Answer telephone calls to the church, handling all matters which do not need decisions of other staff, and referring other calls to the proper person, taking care not to interrupt counseling and staff meetings except in true emergencies

3. Receive persons seeking aid, referring them to Helpline for assistance when we have not had a referral, and connecting those referred with the proper staff

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SECRETARIES ______________________________________________________________________

4. Develop working files helpful to maintaining records of staff projects and correspondence and maintain them in "current" status

5. Maintain pastors' appointment calendars as requested 6. Prepare bulletins as needed, such as funeral, special services and

Sunday service as needed 7. Copy & distribute minutes of Administrative Council, Ministries Council,

Boards meetings, and of other meetings as directed 8. Maintain the congregation's bulk mailing account and general postage

needs 9. Open incoming mail and sorts into convenient categories for staff review 10. Maintain church office machines, notifying the service agency of needed

servicing 11. Maintain an inventory of office supplies and order as needed 12. Keep the church office orderly and free of clutter, maintaining an inviting

atmosphere for members and visitors 13. Receive delivery of packages and distribute or store them as appropriate 14. Prepare weekly bulletins 15. Prepare bi-monthly newsletters 16. Prepare monthly calendar 17. Maintain bulletin boards 18. Prepare the Annual Report 19. Keep current Shepherd Staff Membership Database 20. Monthly, provide Lead Pastor with significant events reports; updated

directories to staff, as requested 21. Prepare packets for new members, ‘Get Acquainted’ sessions, etc. 22. Arrange for delivery of altar flowers 23. Prepare offerings for counters each Monday

III. KNOWLEDGE, ABILITIES AND SKILLS

1. Knowledge of general office practices and procedures 2. Ability to operate computers & electric typewriters at an acceptable

level of proficiency 3. Exhibit ability to work in a collegial style with other members of the

office staff and ministry team 4. Ability to complete work assigned in a professional and timely

manner 5. Observe the principles of confidentiality, courtesy, and cooperation

when working with members, non-members, and staff

Effective 1-1-2001 Delegated by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Secretarial Staff) by Debra Jeske and Carol Wahlstrom. Reviewed and recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

10/10/12


BOOKKEEPER

The Bookkeeper serves the congregation under a Letter of Call or an Employment Agreement, to provide control, continuity, and coordination for the financial systems of the congregation, to maintain the records of the congregation, and to maintain good business procedures in Trinity’s affairs. This ministry, as with all ministry of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office.

I. RELATIONSHIPS

The Bookkeeper is responsible to Jesus Christ and his church through the pastors, and through the congregation and its leadership. They are under the direct supervision of the Administrator.


A. General 1. Participate fully in weekly staff meeting 2. Perform other duties as assigned by the Administrator and the

Administrative Council 3. Participate regularly in continuing education to sharpen and expand skills

through personal study and formal courses

B. Specific Ministry 1. Serve as a resource person, providing technical support and information

to the Management Board, as required 2. Maintain the permanent financial records of the congregation 3. Maintain a file of purchase transactions and prices 4. Provide assistance, advice, and direction for the Treasurer, Financial

Recorder, Offering Tellers, and others who handle funds for Trinity 5. Oversee the receipt and deposit of all offerings, gifts, earnings, etc. for the

congregation 6. Assist the Auditing Committee in their annual audit 7. Prepare checks for the Treasurer’s signature after justifying invoices, and

distribute checks in accordance with agreed practices 8. Monitor the Preschool and Child Development funds, prepare and

distribute checks as instructed in coordination with the Administrator 9. Work with the Administrator in monitoring budget and budget preparation

Effective 1-1-2001 NEW Prepared by Fred Chrysler October 18, 2000 Approved by the Administrative Council December 19, 2000

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CUSTODIAN

The church custodian serves the congregation under an employment agreement to provide regular custodial care and light maintenance of the church grounds, facilities, and equipment and to assist the congregation and staff with equipment for worship and programs. This ministry, as with all ministry of the church, is derived from the Office of Word and Sacrament and is guided in all things by that Office.

I. RELATIONSHIPS

The church custodian is responsible to Jesus Christ and his Church through the pastors who are bishops in this place, and through the congregation and its leadership. S/he is under the direct supervision of the administrator.


A. General

1. Participate fully in weekly staff meetings 2. Consult regularly with the administrator concerning special needs and

assignments for the week, and regularly check the scheduling and planning calendars for upcoming events

3. Follow agreed-upon procedures in the execution of duties 4. Perform other duties as assigned by the administrator. 5. Use good judgment in doing hazardous tasks, seeking assistance, as

needed 6. Acquire and maintain full familiarity with all of Trinity's custodial and

maintenance equipment, taking care of repair in consultation with the administrator as the need arises in order to make the most proficient and efficient use of available time and resources

7. Maintain a cooperative and friendly attitude toward members and visitors 8. Patrol the buildings and maintain proper functioning of security and safety

systems (follow procedure outlined by supervisor) 9. Open and lock doors to buildings and rooms according to usage patterns. 10. Keep the church buildings, grounds, and equipment clean, orderly, and in

good repair for safe and efficient operation 11. Develop and maintain a complete inventory of supplies and equipment,

updating it quarterly, and keeping a current copy on file in the church office

B. Specific Ministry

1. Interior Custodial Care a. Clean the floors, windows, walls, furniture, fixtures, and equipment

according to the routine schedule established in consultation with the administrator

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CUSTODIAN

b. Maintain and monitor the heating and ventilation systems for proper functioning and settings for comfort and efficient operation

c. Arrange furniture and equipment for classes, worship, meetings, and other events as directed

d. Prepare the physical worship setting as directed e. Provide special cleaning service for weddings and other extra events,

beyond normal work schedules and remunerated beyond normal pay f. Provide custodial service for outside groups renting facility as arranged

2. Exterior Custodial Care and Maintenance a. Mow the lawns on the church property, trim growth, and water as

necessary to maintain healthy appearance as appropriate b. Maintain walks and steps in clean, safe condition and keep parking lots

free of debris c. Remove snow and ice from walks and steps as needed d. Keep all gutters and drains open and in good repair e. Wash outside view windows regularly, and all other windows at least

annually f. Replace burned-out exterior lamps and maintain the timers so as to

provide needed lighting without waste g. Do light gardening as directed h. Develop lists and schedules for needed exterior work and post them as

directed to encourage volunteer help 3. Building and Equipment Maintenance

a. Replace light bulbs as needed b. Make minor repairs as needed, noting major repair needs and

informing the associate in ministry c. Maintain an orderly storage of supplies and equipment

Effective 9/97 Submitted to Administrative Council 2-15-2000 for review – no response to Procedures Review Committee Approved by the Administrative Council December 19, 2000

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ADJUNCT STAFF PERSONNEL POLICIES

CHILD DEVELOPMENT CENTER

I. PURPOSE

The following CHILD DEVELOPMENT PERSONNEL POLICIES provide a basis to assure fair and equitable working conditions for all staff, to protect both employees and the congregation from abuse, to maintain good order, to support understanding, and to give structure and definition to common responsibilities and privileges of Trinity’s staff.

II. GENERAL

A. This program is an extension of the Christian ministry of Trinity Lutheran Church and is provided without regard to race, sex, national origin, or disabling condition, unless determined by law.

B. Our objective is to make each day at our center one filled with Christian love,

patience, security and learning for each child entrusted to us. It is our goal to assure developmentally appropriate activities and experiences through structured and creative activities during each day.

III. ORGANIZATION AND ADMINISTRATION

A. Trinity Child Development (TCD Center) is a non-profit ministry under license granted by the Department of Social and Health Services of the State of Washington upon meeting the Minimum Licensing Requirements for Child Care Centers.

B. TCD Center is governed by Trinity Lutheran Church, with specific advisory

and monitoring duties delegated by the Administrative Council. C. The TCD Center is under the direction of the Director, who is responsible to

the Child Development Ministry Board, the Administrative Council and Minister of Parish Life. Daily programs and staff are under the supervision of the Director.

D. The Director will meet with the Child Development Ministry Board as required

but at least bimonthly. The daily program and curriculum will be reviewed quarterly.

IV. PERSONNEL OBJECTIVES

A. To engage the highest quality staff possible for the support and direction of the ministry of the congregation

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B. To engage only active members of Christian congregations who will acquaint themselves with the teachings and practices provided by the Lutheran Church

C. To pay salaries and provide benefits commensurate with training, experience,

duties, length of service, and quality of work. D. To encourage, promote, and provide opportunity for personal and

professional growth E. To provide clear personnel policies and position descriptions F. To provide healthy, safe, and pleasant working conditions G. To provide clear and consistent supervision for all employees

V. STAFF POSITIONS

A. The staff of Trinity Lutheran Child Development Center is designated as

follows: 1. Director 2. Lead Teachers 3. Teaching Assistants 4. Teaching Assistant / Cook

B. The following agreements shall govern staff relationships to the congregation:

1. A written Position Description shall be provided for each staff position 2. Commissioned Lay Staff shall be engaged by Letters of Call issued by

Trinity Lutheran Church

VI. EMPLOYMENT

A. Selection of employees: 1. The Director and the Minister of Parish Life are responsible for the

appointment of all positions at Trinity Lutheran Child Development Center. 2. Basic employment qualifications:

a) complete employment application b) Washington State approved criminal history and background check c) current tuberculin skin test d) 2 years ECE experience or 15+ credits in early childhood education for head teacher

e) current first aid and CPR training f) documentation of HIV/AIDS training

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(Note) Items a-d must be completed upon employment. Items e & f must be completed within 30 days of employment.

B. Tenure of employment. Continued employment is dependent upon an

employee maintaining satisfactory work performance in accordance with the center guidelines and the continuance of the centers program.

C. Termination of employment

1. By Resignation a) Voluntary termination on the part of the employee requires a two-week

notice in writing to the Director. b) The last day of compensation will be considered the date of

termination. 2. By Discharge

a) Initiated by the employer for cause b) Terminations will be approved by the Director and Minister of Parish

Life.

D. Employee Records: 1. A personnel folder containing the employment application, all payroll

changes, employee evaluations and any related correspondence or memorandum is to be in the Director’s office for each employee, maintained in a secure location, and kept confidential.

2. Any change in status is to be reported promptly to the Director, such as change in address, telephone number, withholding exemptions, emergency contact, etc.

E. Employee Evaluations:

1. A formal evaluation will be completed on each staff member following their anniversary date.

2. Additional formal evaluations are held as necessary. 3. The evaluation will be based on their job description. 4. The Minister of Parish Life will evaluate the Director and the Director will

evaluate all other employees. VII. PAYROLL & BENEFITS

A. Payroll Salaries are based on the position held. Salaries will be reviewed annually to ensure that the compensation will remain current and competitive.

B. Pay Period

1. All employees are paid every other week.

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2. If an employee is on vacation or has terminated employment, pay checks will be mailed unless other arrangements have been made.

C. Overtime Pay

1. Overtime pay applies to all non-salaried employees for work in excess of 40 hours in one week and shall be paid at 1.5 times the regular hourly wage rate.

2. No employee is to work in excess of 40 hours per week unless authorized to do so by the Director or designee.

D. Taxes The employer is required by law to withhold Federal Income and Social Security Taxes, which are deposited to the credit of the employee account.

VIII. HOLIDAYS, VACATIONS, AND LEAVES

A. Holidays

1. Trinity Lutheran Child Development Center observes the following holidays: a) New Year’s Day b) Martin L. King Jr. Day c) Presidents Day d) Memorial Day e) Independence Day f) Labor Day g) Thanksgiving Thursday and Friday h) Christmas and the day after

2. Employees with regularly scheduled work days shall be paid only for

holidays which fall on these regular days and only for the normal hours worked that day.

3. A holiday within an employee’s vacation time shall be observed and not

counted as vacation time.

B. Vacations 1. Vacation benefits will accrue through the first year, but may not be used

until the completion of the first full year of employment. 2. Employees who do not continue employment for one full year

consecutively do not receive compensation for accrued vacation benefits. 3. Employees will be given one week vacation for the first year of

employment. 4. Vacation may not be exchanged for cash.

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5. One year’s vacation may be accrued. 6. Vacation benefits increase on the following scale: 1 year 1 week 2 - 5 years 2 weeks per year 6 + 3 weeks per year 7. Vacations need not be taken in one continuous period. 8. Vacation time is determined by anniversary date. 9. If a paid holiday falls during the vacation period, the vacation period shall

be extended one working day. 10. First come first served with no more than one employee at a time on

vacation. 11. At least one month notice in writing is required to schedule vacation time.

C. Personal Leave

1. Employees shall receive one hour of personal leave for every 32 hours worked.

2. Employees absent for personal leave are expected to notify the Director.

D. Other Leave 1. Requests for leave without pay must be submitted to the Director in writing

and will be treated on an individual basis. 2. Maternity/Paternity leave may be taken after the birth of a child or adoption

of a child to allow time for the mother to recover and parent/child bonding to occur. Twelve weeks leave without pay will be permitted. If more time is required, it will be evaluated on a case by case basis.

IX. EDUCATION

A. Regardless of their previous education and experience, Lead Teachers will be

expected to continue the study of and training in Early Childhood Education practices.

B Study and training for Lead Teaching staff must total 10 hours per year. C. The in-service hours may take place either on the employee’s own time

outside of regular working hours, or during the work day as approved by the Director.

C. Lead Teaching staff will be reimbursed by TCD Center for registration fees

and/or tuition, for the first 10 hours, upon successful completion of the course if the course was pre-approved by the director.

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X. GENERAL STAFF POLICIES

A. Eating

All staff are welcome and encouraged to eat with the children, what the children are eating, when the children are eating. If you wish to eat something other than what the children are eating, this may be done on your scheduled break time. If you wish to drink something (non-alcoholic) while on the clock, please pour it into a non-see-through cup. All hot beverages must be in a sealed cup to prevent spillage and injury to any child.

B. Smoking

Smoking is prohibited anywhere on TCD Center property. Employees who smoke must do so on their own time and off the center and church property. Please...We ask that you not be in view of any child affiliated with the center if you choose to smoke on your break, as it is not consistent with the example we are trying to convey.

C. Meetings

Four quarterly staff training meetings per year are mandatory by state law. These meetings will be held 1 - 1 1/2 hours in length after the center is closed. Employees will be paid to attend. Failure to attend a mandatory training session may result in termination of employment.

I have read and understand the above personnel policies for Trinity Lutheran Child Development Center. Employee’s Signature Date Effective 1-1-2001 Reviewed and revised R-9/97 (Personnel Policies Child Development) by Child Development Advisory Committee, Beverly Heller, Co-Chair, and Cliff Bronson, Supervisor. Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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ADJUNCT STAFF POSITION DESCRIPTION PRESCHOOL DIRECTOR The Preschool Director serves the congregation under a Letter of Call or an Employment Agreement to direct, develop, and coordinate the best possible Christian Preschool experience for children ages three to five. This ministry, as with all ministries of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office. I. RELATIONSHIPS The Preschool Director supervises the Preschool staff and is under the direct supervision of the Minister of Parish Life. II. PURPOSE To Provide leadership and overall management through administering the school in accordance with the church and school’s stated purpose. III. QUALIFICATIONS

A. Be an active member of a Christian congregation, attested to be a person of faith with a desire to share the Gospel and serve God’s children.

B. Possess a minimum of an Early Childhood Certificate or equivalent training. C. Possess prior experience working in Early Childhood service. (A minimum of

two years.) D. Possess practical experience in bookkeeping, accounting, and secretarial

skills. E. Provide evidence of the following:

1. Basic knowledge of approved First Aid. 2. Current certificate for CPR for children. 3. Certificate of Blood Borne Pathogens.

F. Maintain membership in the Evangelical Lutheran Education Association (ELEA).

G. Participate in continuing education. H. Be willing to take advantage of opportunities to improve skills. I. Provide four letters of recommendations:

1. Pastor 2. Employer 3. Employer / Teacher 4. Personal

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ADJUNCT STAFF POSITION DESCRIPTION PRESCHOOL DIRECTOR IV. RESPONSIBILITIES

A. Board Relations 1. Keeps board informed on issues that affect programs. 2. Works with all board committees. 3. Provides orientation to new board members. 4. Attends regular board and committee meetings. 5. Acts as agent of the board as designated. 6. Informs the Preschool Administrative Committee and Education Board of

curriculum by September each year. 7. Prepare an Annual Report to the congregation.

B. Financial Management

1. Provides overall control and direction for all funding. 2. Maintains relationships with funding sources. 3. Prepares annual budget with treasurer and one other board member of

the Preschool Administrative Committee. 4. Ensures adequate system of control and financial accounting. 5. Develops and recommends programs that will ensure school’s financial

future. 6. Provides leadership for all approved efforts related to school funding.

C. Community Relations

1. Maintain professional attitudes and loyalty to the school at all times. 2. Interprets the school’s function to all aspects of the congregation and

community. 3. Maintains appropriate relations with national, state and local groups. 4. Provides information for school and congregation newsletters.

D. Administration

1. Provides control and direction for personnel functions. 2. Provides staff training to increase staff skills and knowledge.

3. Provides overall control, direction and evaluation of physical assets of the school.

4. Plans, organizes, controls and evaluates administrative function of the school.

5. Evaluates personnel. 6. Provides supervision.

7. Negotiates and executes contracts/leases/agreements for the school as agent of the board.

8. Hires preschool staff with Minister of Parish Life or Lead Pastor. 9. Research, plan, and implement opportunities for the professional growth of

the preschool staff.

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ADJUNCT STAFF POSITION DESCRIPTION PRESCHOOL DIRECTOR

E. Program 1. Develops services that meet congregation and community needs. 2. Implements services. 3. Evaluates services provided in relation to goals and objectives. 4. Insure communication of the gospel, teaching Lutheran theology. 5. Coordinate appropriate programs for parents and students which will

strengthen the families and the child’s development. 6. Identify special needs of children and consult and coordinate with

appropriate agencies to provide proper assistance. 7. Treat all children and parents with dignity and respect, guarding each

child’s right to privacy of person.

F. Duties as Part of the Staff 1. As a member of the Trinity Lutheran Church staff, the Preschool Director

shall participate in the weekly staff meetings as a contributing member whenever possible. During that meeting, opportunity is provided to discuss and report questions, schedules, workloads for which assistance is needed, etc.

2. Participation in any staff retreats is expected when not in conflict with Preschool duties.

3. Free and open access to his/her Supervisor shall always be maintained for private conference, counsel, or direction.

Effective 1-1-2001 NEW replaces R-9/97. (Preschool Director) prepared by Preschool Advisory Committee, GayLynne Ullerich, Chair, and Cliff Bronson, Supervisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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ADJUNCT STAFF POSITION DESCRIPTION

TRINITY LUTHERAN PRESCHOOL LEAD TEACHER

The Preschool Lead Teacher serves the congregation under an Employment Agreement to develop the best possible Christian Preschool experience for children ages 3-5. I. RELATIONSHIPS The Preschool Lead Teacher is under the direct supervision of the Preschool Director. II. QUALIFICATIONS The following qualifications are minimum:

A. Be at least 18 years of age B. Be an active member of a Christian congregation, attested to be person of

faith with a desire to share the Gospel and serve God’s children

B. Possess a minimum of a two year Early Childhood Degree

C. Possess current basic first aid certificate

D. Possess CPR training for children certificate

E. Have not committed or been convicted of child abuse or any crime involving physical or emotional harm to another person

III. RESPONSIBILITIES

A. In the absence of Director, assume director responsibilities

B. Responsible for weekly curriculum meetings with co-teachers

C. Program/Classroom

1. Maintain a supportive and loving atmosphere in the Preschool, seeking ways to teach Christian faith through action and attitude, and devoting a portion of each class to the direct communication of the Gospel in ways appropriate to the understanding of the children and consistent with Lutheran theology

2. Assist in the planning of curriculum with other co-teachers under the supervision of the director

3. Implement appropriate programs for parents and children that strengthen families and children’s development

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TRINITY LUTHERAN PRESCHOOL LEAD TEACHER

4. Share equal responsibilities with co-teacher for maintaining classroom, teaching and providing a variety of educational experiences

5. Identify special needs of children and inform the Director of those needs, consult with parents, and provide appropriate referrals for assistance

6. Responsible for continued assessment of children’s individual progress in order to adequately inform parents through conferences and evaluations

D. Relationships

1. Maintain open communication with families, co-teachers, office assistant and director

2. Treat all children and families with dignity, respecting individual differences

E. Professionalism

1. Maintain professional attitudes and loyalty to the school at all times 2. Know and comply with all Preschool policies and procedures 3. Attend Preschool staff meetings, Preschool special events, recommended

training programs and the annual ELEA early childhood conference in Network 1

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TRINITY LUTHERAN PRESCHOOL COTEACHER

The Preschool Co-Teacher serves the congregation under an Employment Agreement to develop the best possible Christian Preschool experience for children ages 3-5. I. RELATIONSHIPS The Preschool Co-Teacher is under the direct supervision of the Preschool Director. II. QUALIFICATIONS The following qualifications are minimum:

A. Be at least 18 years of age

B. Be an active member of a Christian congregation, attested to be person of faith with a desire to share the Gospel and serve God’s children

D. Possess a minimum of a two year Early Childhood Degree E. Possess current basic first aid certificate F. Possess CPR training for children certificate G. Have not committed or been convicted of child abuse or any crime involving

physical or emotional harm to another person. III. RESPONSIBILITIES A. Program/Classroom

1. Maintain a supportive and loving atmosphere in the Preschool, seeking ways to teach Christian faith through action and attitude, and devoting a portion of each class to the direct communication of the Gospel in ways appropriate to the understanding of the children and consistent with Lutheran theology

2. Assist in the planning of curriculum with other co-teachers under the supervision of the director

3. Implement appropriate programs for parents and children that strengthen families and children’s development

4. Share equal responsibilities with co-teacher for maintaining classroom, teaching and providing a variety of educational experiences

5. Identify special needs of children and inform the Director of those needs, consult with parents, and provide appropriate referrals for assistance 6. Responsible for continued assessment of children’s individual progress in order to adequately inform parents through conferences and evaluations

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TRINITY LUTHERAN PRESCHOOL COTEACHER

B. Relationships 1. Maintain open communication with families, co-teachers, office assistant

and director 2. Treat all children and families with dignity, respecting individual

differences

C. Professionalism 1. Maintain professional attitudes and loyalty to the school at all times 2. Know and comply with all Preschool policies and procedures 3. Attend Preschool staff meetings, Preschool special events,

recommended training programs and the annual ELEA early childhood conference in Network 1

Effective 1-1-2001 NEW Prepared by Kris Finley, Director, and Cliff Bronson, Supervisor Approved by the Administrative Council December 19, 2000

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TRINITY LUTHERAN PRESCHOOL OFFICE ASSISTANT

The Preschool Office Assistant serves the congregation under an Employment Agreement to develop the best possible Christian Preschool experience for children ages 3-5. I. RELATIONSHIPS The Preschool Office Assistant is under the direct supervision of the Preschool Director. II. QUALIFICATIONS The following qualifications are minimum:

A. Be at least 18 years of age

B. Be an active member of a Christian congregation, attested to be a person of faith with a desire to share the Gospel and serve God’s children

C. Possess a minimum of a two year Early Childhood Degree

D. Possess current basic first aid certificate

E. Possess CPR training for children certificate

F. Have not committed or been convicted of child abuse or any crime involving

physical or emotional harm to another person III. RESPONSIBILITIES

A. Preschool Office Assistance 1. Answering phones 2. Giving tours 3. Ordering supplies 4. Writing snack lists 5. Filing 6. Placing book order 7. Organizing incentive campaigns 8. Copying needed forms, chapel pages and registration materials 9. Updating student files

10. Organizing student files 11. Other administrative tasks as needed

B. Classroom Assistance

1. Storage Curriculum preparation 2. Substitute in the classrooms as needed

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TRINITY LUTHERAN PRESCHOOL OFFICE ASSISTANT

3. Organize: The Preschool library Border boxes Monthly theme boxes Storage room

C. Relationships

1. Treat all children and families with dignity, respecting individual differences

2. Maintain open communication with all families, co-teachers and director

D. Professionalism 1. Maintain professional attitudes and loyalty to the school at all times 2. Attend staff meetings as schedule allows, attend preschool special events,

recommended training programs and the annual ELEA early childhood conference in Network 1

3. Know and comply with all Preschool policies and procedures Effective 1-1-2001 NEW prepared by Kris Finley, Director, and Cliff Bronson, Supervisor Approved by the Administrative Council December 19, 2000

10/10/12


TRINITY LUTHERAN PRESCHOOL SUMMER ASSISTANT

The Preschool Summer Assistant serves the congregation under an Employment Agreement to develop the best possible Christian Preschool experience for children ages 3-5. I. RELATIONSHIPS The Preschool Summer Assistant is under the direct supervision of the Preschool Director.

II. QUALIFICATIONS The following qualifications are minimum:

A. Be at least 18 years of age. B. Be an active member of a Christian Congregation. C. Have not been committed or been convicted of child abuse or any crime

involving physical or emotional harm to another person. D. Demonstrate the ability to have positive relationships with young children. E. Possess current first aid certificate F. Possess CPR training for children certificate


A. Assist in preparing the classroom setting; interest centers, needed materials

and supplies before the opening of class each day. B. Assist in implementing the daily program under the direction of the teacher. C. Assist in clean up following the class. D. Accompany the class on all field trip and outdoor play. E. Supervise the class when the teacher is out of the classroom. F. Treat all children and families with dignity, respecting individual differences.

Effective 1-1-2001 NEW Prepared by Kris Finley, Director and Cliff Bronson, Supervisor Approved by the Administrative Council December 19, 2000

10/10/12

ADJUNCT STAFF POSITION DESCRIPTION CHILD DEVELOPMENT CENTER DIRECTOR

The Child Development Center Director serves the congregation under a Letter of Call or an Employment Agreement to direct, develop, and coordinate the best possible Christian Child Development Center experience for children ages infant through 10 years of age. This ministry, as with all ministries of the Church, is derived from the Office of Word and Sacrament and is guided in all things by that Office. I. RELATIONSHIPS The Child Development Center Director supervises the Child Development Center staff and is under the direct supervision of the Minister of Parish Life.

II. PURPOSE To provide leadership and overall management through administering the school in accordance with the church and school’s stated purpose, goals and objectives.

III. QUALIFICATIONS

A. Be an active member of a Christian congregation, attested to be a person of faith with a desire to share the Gospel and serve God’s children.

B. Possess an Early Childhood Degree, or a minimum of (45) college credit

quarter hours or more, Early Childhood Certificate or possess an equivalent educational background.

C. Possess prior experience working in Early Childhood service. (A minimum of

two years.)

D. Possess practical experience in bookkeeping, accounting, organizational and secretarial skills.

E. Be twenty-one (21) years of age.

F. Be creative, enthusiastic, sympathetic and consistent in dealing with children,

parents, peers and staff.

G. Provide evidence of the following: 1. Basic knowledge of approved First Aid. 2. Current certificate for CPR for children. 3. Certificate of Blood Borne Pathogens. 4. Current Food Handlers Permit.

H. Not have been committed or been convicted of child abuse or any crime involving physical harm to another person.

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I. Possess a valid WA State Drivers License and be willing to acquire a

commercial license if need arises, to drive the church bus/van.

J. Maintain membership in the Evangelical Lutheran Education Association (ELEA).

K. Participate in continuing education.

L. Possess knowledge of a wide range of instructional materials, including the

use of new media as it becomes available.

M. Be willing to take advantage of opportunities to improve skills.

N. Provide four letters of recommendation: 1. Pastor 2. Employer 3. Employer/teacher 4. Personal

O. Possess knowledge of the WA Administrative Code for CDC. (WAAC)

IV. RESPONSIBILITIES

A. Board Relations 1. Keeps board informed on issues that affect programs. 2. Works with all board committees. 3. Advisor to new board members. 4. Attends regular board and committee meetings. 5. Acts as agent of the board as designated. 6. Provides annual curriculum overview to Education Board/Advisory

Council.

B. Financial Management 1. Provides overall control and direction for all funding.

2. Maintains relationships with funding sources. 3. Prepares annual budget for approval by the Board/Advisory Committee. 4. Ensures adequate system of control and financial accounting in

conjunction with church accountant. 5. Develops and recommends programs that will ensure school’s financial

future. 6. Provides leadership for all approved efforts related to school funding. 7. Provide and maintain statistical financial records.

C. Public Relations/Community Relations

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1. Interprets the school’s function to all aspects of the congregation and

community. 2. Maintains appropriate relations with national, state and local groups

aligned with the mission of the church. 3 Provides information for school and congregation newsletters.

D. Administration 1. Provides control and direction for personnel functions. 2. Provides staff training to increase staff skills and knowledge. 3. Provides overall control, maintenance, appearance of the assets of the

school. 4. Plans, organizes, controls and evaluates administrative function of the

school. 5. Evaluates and supervises personnel in accordance with the church

personnel polices. 6. Negotiates and executes contracts/leases/agreements for the school as

an agent of the board. 7. Interviews and hires staff in coordination with the Minister of Parish Life

and/or Lead Pastor. 8. Provides regular mandatory staff meetings including: program, safety,

training, administration, new business, etc. 9. Provides annual report to congregation.

E. Program

1. Develops programs that meet congregation and community needs. 2. Implements programs. 3. Evaluates programs provided in relation to goals and objectives of the

CDC. 4. Ensure communication of the gospel, teaching Lutheran theology. 5. Coordinate appropriate programs for parents and students which will

strengthen the families and the child’s development. 6. Identify special needs of children and consult and coordinate with

appropriate agencies to provide proper assistance. 7. Treat all children and parents with dignity and respect, guarding each

child’s right to privacy of person.

F. Volunteer Management 1. Assists in development of a volunteer program that expands school’s

capacity to provide services in alignment with the church’s Mission and Value Statements, the ELCA and in compliance with state licensing requirements.

2. Provides leadership training to volunteers. 3. Evaluates effectiveness of volunteer program.

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G. State License

1. Maintain minimum state licensing requirements. 2. Understand and implement the WA Administrative Code for CDC.

(WAAC) 3. Maintain children’s registration, health, and immunization records. 4. Maintain staff records. 5. Maintain relationships with state licensors, social workers, and child

protective services (CPS) agencies.

H. Church Relations 1. Attend TLC staff meetings. 2. Maintain positive and informative relationships with the congregation. 3. Maintain communication with parents regarding parish life.

Effective 1-1-2001 NEW replaces R-9/97 (Child Development Director) by Child Development Advisory Committee, Beverly Heller, Vice-Chair, and Cliff Bronson, Supervisor. Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

10/10/12


CHILD DEVELOPMENT CENTER LEAD TEACHER

I. JOB DESCRIPTION

A. Plan classroom curriculum to include Christian education, cognitive development, social development, positive self-concept and family relations. Submit lesson plan to director weekly.

B. Implement curriculum in the classroom. C. Observe and record children’s development in the classroom. D. Assume leadership responsibilities in the absence of the director. E. Follow classroom procedure for diapering frequency and changing wet and

soiled diapers. F. Clean as necessary to provide a healthy classroom environment. G. Help with food preparation, assisting and monitoring children’s meals and

recording intake in toddler and infant classrooms. H. Supervise assistant teachers in assigned room I. Supervise and guide children in a developmentally appropriate manner. J. Explain program to interested parents. K. Attend all mandatory staff meetings and training meetings. L. Plan, implement, and attend parent functions at least annually.

II. JOB QUALIFICATIONS

A. Shall be a Christian and exemplify a high level of Christian behavior and

attitude and agree with the doctrinal statement without reservation. B. Shall be at least 18 years of age. C. Shall have a high school diploma. D. Shall have 15+ credits in Early Childhood Education, or have two years

experience in Early Childhood Education, and be certified for STARS of Washington State.

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E. Shall have an active affiliation with a Christian church. F. Shall have the ability to plan and implement a developmentally appropriate

curriculum. G. Shall be well organized. H. Shall be fair and consistent in dealing with children, parents, and other staff. I. Shall be committed to the best possible learning program for young children. J. Shall demonstrate the understanding, ability, personality, emotional stability,

and physical health suited to meet the cultural, emotional, mental, physical, and social needs of the children in care.

K. Not have committed or been convicted of child abuse or any crime involving

physical harm to another person. L. Shall be willing to take courses in Early Childhood Education.

Effective 1-1-2001 NEW Replaces R-9/97 (Child Development Lead Teacher), prepared by Nanette Erban, Director, and Cliff Bronson, Supervisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

10/10/12



III. JOB DESCRIPTION

A. Plan classroom curriculum to include Christian education, cognitive development, social development, positive self-concept and family relations. Submit lesson plan to director weekly.

B. Implement curriculum in the classroom.

C. Observe and record children’s development in the classroom.

D. Assume leadership responsibilities in the absence of the director.

E. Follow classroom procedure for diapering frequency and changing wet

and soiled diapers.

F. Clean as necessary to provide a healthy classroom environment.

G. Help with food preparation, assisting and monitoring children’s meals and recording intake in toddler and infant classrooms.

H. Supervise assistant teachers in assigned room

I. Supervise and guide children in a developmentally appropriate manner.

J. Explain program to interested parents.

K. Attend all mandatory staff meetings and training meetings.

L. Plan, implement, and attend parent functions at least annually.

IV. JOB QUALIFICATIONS


attitude and agree with the doctrinal statement without reservation. B. Shall be at least 18 years of age. C. Shall have a high school diploma. D. Shall have 15+ credits in Early Childhood Education, or have two years

experience in Early Childhood Education, and be certified for STARS of Washington State.

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E. Shall have an active affiliation with a Christian church.

F. Shall have the ability to plan and implement a developmentally appropriate curriculum.

G. Shall be well organized. H. Shall be fair and consistent in dealing with children, parents, and other staff. I. Shall be committed to the best possible learning program for young children. J. Shall demonstrate the understanding, ability, personality, emotional stability,

and physical health suited to meet the cultural, emotional, mental, physical, and social needs of the children in care.

K. Not have committed or been convicted of child abuse or any crime involving

physical harm to another person. L. Shall be willing to take courses in Early Childhood Education.

Effective 1-1-2001 NEW Replaces R-9/97 (Child Development Lead Teacher), prepared by Nanette Erban, Director, and Cliff Bronson, Supervisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

10/10/12


CHILD DEVELOPMENT CENTER COOK

I. JOB DESCRIPTION

A. Prepare menu items as listed on a daily basis, in accordance with safe food handling procedures as stated by the Washington State Department of Health

B. Clean kitchen, refrigerators, stove, tables, and floors in accordance with safe food handling procedures as stated by the Washington State Department of Health

C. Wash laundry on a continual basis D. Implement curriculum in the classroom as planned by lead teaching staff E. Supervise and guide children in a developmentally appropriate manner F. Attend all mandatory staff meetings and training meetings G. Implement and attend parent functions at least annually



attitude and agree with the doctrinal statement without reservation B. Shall be at least 16 years of age C. Shall have a high school diploma or currently enrolled and working toward

a diploma or GED D. Shall have a valid Washington state food handler’s permit E. Shall have an active affiliation with a Christian church F. Shall have the ability to implement a developmentally appropriate

curriculum G. Shall be well organized H. Shall be fair and consistent in dealing with children, parents, and other

staff I. Shall be committed to the best possible learning program for young

children J. Not have committed or been convicted of child abuse or any crime

involving physical harm to another person K. Shall be willing to take courses in early childhood education

Effective 1-1-2001 NEW position prepared by Nanette Erban, Director, and Cliff Bronson, Supervisor Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

10/10/12


CHILD DEVELOPMENT CENTER TEACHER ASSISTANT/COOK

I. JOB DESCRIPTION

A. Implement curriculum in the classroom as planned by lead teaching staff B. Observe and record children’s development in the classroom C. Follow classroom procedure for diapering frequency and changing wet and soiled

diapers D. Clean as necessary to provide a healthy classroom environment E. Help with food preparation, assisting and monitoring children’s meals and

recording intake in toddler and infant classrooms. F. Prepare menu items as listed on a daily basis, in accordance with safe food

handling procedures as stated by the Washington State Department of Health G. Clean kitchen, refrigerators, stove, tables, and floors in accordance with safe

food handling procedures as stated by the Washington State Department of Health

H. Wash laundry on a continual basis I. Supervise and guide children in a developmentally appropriate manner J. Attend all mandatory staff meetings and training meetings K. Implement and attend parent functions at least annually


A. Shall be a Christian and exemplify a high level of Christian behavior and attitude

and agree with the doctrinal statement without reservation B. Shall be at least 16 years of age C. Shall have a high school diploma or currently enrolled and working toward a

diploma or GED D. Shall have an active affiliation with a Christian church E. Shall have the ability to implement a developmentally appropriate curriculum F. Shall be well organized G. Shall be fair and consistent in dealing with children, parents, and other staff H. Shall be committed to the best possible learning program for young children I. Shall demonstrate the understanding, ability, personality, emotional stability, and

physical health suited to meet the cultural, emotional, mental, physical, and social needs of the children in care

J. Not have committed or been convicted of child abuse or any crime involving physical harm to another person

K. Shall be willing to take courses in early childhood education Effective 1-1-2001 NEW Replaces R-9/97 Child Development Teacher Assistant, prepared by Nanette Erban, Director, and Cliff Bronson, Supervisor Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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THE ADMINISTRATIVE COUNCIL The official governing body of Trinity Lutheran Congregation between meetings of the congregation shall be the Administrative Council. The authority and responsibilities of the council are described in the Constitution and Bylaws of the congregation. The following section provides a summary overview and delineation of responsibilities of the council and its officers.

I. STRUCTURE

A. Membership

The Administrative Council shall consist of the officers of the congregation, who shall be the officers of the council; the called pastors of the congregation; and the administrator, who is a non-voting member, unless selected by pastoral staff (Ref. C12.01 & C12.01.01). Note: Per the constitution, the Administrator is not a member of the Administrative Council. However, the Procedures Review Committee recommends that the Administrator be a designated member of the Administrative Council. If other staff members deem it appropriate to attend a council meeting, they have voice, but no vote.

B. Duties

The Administrative Council shall establish and oversee eight (8) Ministry Boards, through which it shall plan, support, and develop the life and ministry of the congregation. The eight Boards shall be: Congregational Life, Education, Evangelism, Facilities, Social Concerns, Stewardship, Worship, and Youth and Family. The Administrative Council shall give direction to the Ministry Coordinating Team; direct committees not responsible to a particular board; establish the salaries and benefits of the pastors and employees of the congregation; discipline elected and appointed leaders; and determine the support of agencies and organizations through the congregation's benevolence budget.

C. Meetings

The Administrative Council shall hold regular meetings monthly. Each meeting shall include: 1. Devotions/study 2. Minutes of previous meeting(s) 3. Treasurer's Report 4. Financial Reports 5. Board Minutes 6. Staff Reports 7. Vision Planning 8. New Business

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THE ADMINISTRATIVE COUNCIL

The council shall set a regular schedule for meetings. The meeting schedule shall be public information, and no meeting shall be held without notifying the pastors. Members of the congregation not serving as members of the council shall be welcome at all meetings, except those meetings or portions closed to preserve confidentiality, but shall not vote, nor shall they have the privilege of voice unless granted by vote of the Council for specific duration and purpose. Each council member is expected to attend all congregation and council meetings.

II. OFFICERS

The officers of the congregation shall serve in the same positions as the officers of the Administrative Council. Those officers shall be:

A. President

The President shall: 1. Preside at all meetings of the congregation, the Ministry Coordinating

Team, and the Administrative Council 2. Serve as chief corporate officer of the congregation 3. Oversee the life of the congregation, assuring its functioning within the

bounds of its Constitution, Bylaws, and Standing Rules 4. Assign Administrative Council representatives to all boards 5. Encourage and develop open communication with the staff, the

Congregation, the Sno-King Cluster, the Northwest Washington Synod and the Evangelical Lutheran Church in America

6. Officially represent the congregation 7. Consult with staff concerning the direction and ministry of the

congregation 8. Develop and publish agendas for congregational, Ministry Coordinating

Team, and Administrative Council meetings 9. Serve, ex officio, as a member of all boards, committees, and

organizations of the congregation, with special attention to the Call Committees

10. Sign all official documents as a corporate officer of the congregation

B. Vice President The Vice Presidents shall be designated as Vice President and Vice President in Training, as a means of distinguishing and to set the order of precedence for functioning in the place of the President. The Vice Presidents shall: 1. Preside in the absence of the President 2. Assist the President in carrying out her/his duties

3. Communicate regularly with the staff, the Council, and the congregation 4. Carry out responsibilities as assigned by the President 5. Serve as members of the Administrative Council

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THE ADMINISTRATIVE COUNCIL

6. Be an Administrative Council representative to the specific board as assigned by the President

7. Coordinate the quarterly Ministry Coordinating Team retreat(s), working in cooperation with the pastors

C. Secretary The Secretary shall: 1. Record minutes of all meetings of the congregation, the Ministry

Coordinating Team, and the Administrative Council in legible form; these shall be the property of the congregation

2. Copy, distribute, and post one copy of the minutes at the church office 3. Certify confirmed membership of the congregation before meetings, and

attendance at meetings, to verify the presence of a quorum 4. Serve as a member of the Administrative Council 5. Sign official documents as a corporate officer of the congregation 6. Carry out other duties as may be assigned by the president Note: Reviewed and revised by Pat Derksema, Secretary

D. Treasurer The Treasurer Shall: 1. Have knowledge of preparation and distribution of checks by the

Bookkeeper and Administrator 2. Sign checks prepared by the Bookkeeper for disbursement of funds 3. Submit reports to the Administrative Council and the congregation monthly 4. Submit the books of the congregation for audit as requested 5. Provide help and advice to treasurers of organizations and groups of the

congregation 6. Maintain the financial books and records of the congregation and report on

them in the manner and format agreed on by the Financial Management Board

Note: Reviewed and revised by Ken Schwartz, Treasurer

Effective 1-1-2001 Reviewed and revised R-9/97 (Administrative Council) by Phil Douglas, Procedures Review Committee chair, and Lisa Hunnewell, Staff Advisor Reviewed and recommended by the Procedures Review Committee August 24, 2000 Approved by the Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL APPOINTEE FINANCIAL RECORDER

PURPOSE The Financial Recorder is an appointed position of trust, responsible for the accurate recording of the financial contributions of the members and friends of Trinity Congregation, and the reporting of the same to the Administrative Council. SELECTION A. The Financial Recorder shall be an active Confirmed Member of the

congregation who is recognized as discreet in handling personal information and possesses the ability to keep and report accurate financial records.

B. The Financial Recorder must be a person who is willing and able to work with the

computer programs for recording and reporting the financial information of the Congregation.

C. During May of each year, a committee composed of the president, president-

elect and administrator shall present the name(s) of one or more qualified persons to the Administrative Council for appointment to serve as Financial Recorder for the coming Fiscal Year. There shall be no limit on the number of times in succession a person may be appointed.

DUTIES AND RESPONSIBILITIES

A. GENERAL 1. Become familiar with the programs for financial management and recording

and reporting of contributions, and make use of these in fulfilling the duties of the Office.

2. If newly appointed, work with the previous Financial Recorder during the month of June to become familiar with the system and the reporting methods in use.

3. If completing service, complete the records for the month of June, and work with the incoming Financial Recorder during June and July to ensure an orderly transfer of responsibilities.

4. Work closely with the administrator in fulfilling the duties of the Office. 5. Serve as an advisory member for the Financial Management Board, reporting to

them as requested.

B. WEEKLY 1. Pick up the marked offering envelopes and deposit record from the Church

Office after the Offering Counters have counted and deposited the Sunday offering and other income at the bank.

2. Verify that all money has been removed from the envelopes and that the individual amounts add up to the total deposit amount.

3. Total all receipts according to their respective categories.

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ADMINISTRATIVE COUNCIL APPOINTEE FINANCIAL RECORDER

4. Post the offering to the individual giving record reports. (Note: if more than

one envelope is received from the same person in a given week, they should be combined for a single total for the week received, ignoring the date marked on the envelope.)

5. Distribute names/addresses of Memorial Donors to the Administrator. 6. Post all totals to the proper Program categories. 7. Provide copies of the current Deposit Register to:

a. The Financial Management Board b. The Pastors c. The Administrator d. The President C. QUARTERLY

Total the contributions for the quarter on each individual contribution record form and prepare a copy of the statement for each contributing member or giving unit, showing offerings given and recorded to the end of that calendar quarter, and inviting inquiries for correction or reconciliation within a two-month period following their being made available.

D. ANNUALLY

1. In January, complete the individual yearly statements of contributions. In April, assemble the contribution records for the previous Calendar Year and deliver them to the Administrator for storage.

2. In December see that the offering envelope packets are distributed to church members.

Efffective 1-1-2001 Reviewed and revised R-9/97 (Financial Recorder) procedure by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor Reviewed and Recommended by Procedure Review Committee __April 27, 2000____ Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL APPOINTEE INSTITUTIONAL REPRESENTATIVES

I. PURPOSE The institutional representatives provide a link with agencies and organizations with which Trinity has either a support relationship or a proprietary relationship in order to foster understanding and to participate in the direction of the agency or organization. II. QUALIFICATION AND SELECTION

A. To be appointed as an institutional representative, a person must be: 1. An active confirmed member of Trinity 2. Available to attend the annual and/or special meeting(s) of the

agency or organization to which assigned 3. Interested in the ministry/service of the organization or agency to

which assigned 4. Knowledgeable of the structures, functions, and attitudes of the

congregation, of the agency or organization, and of the ELCA, or a willingness to develop sufficient knowledge to represent Trinity and the interests of the ministry/service involved

5. Active in adult Christian education

B. Institutional Representatives shall be appointed in the following manner: 1. One or two persons shall be appointed by the church council to

represent Trinity at least one month before the annual meeting of the organization/agency, to serve until the representative(s) are selected the following year

2. One person may be selected to represent Trinity at up to three annual meetings of organizations/agencies

3. An individual may be reappointed to represent Trinity without any definite limitation, provided that others with an interest in being representatives are given opportunity to serve in their areas of interest

4. A vacancy in mid year shall not normally be filled until the next regular selection time unless a special meeting is called

III. DUTIES AND RESPONSIBILITIES OF INSTITUTIONAL

REPRESENTATIVES The institutional representatives shall attend the meeting(s) of the agency or organization to which assigned at which Trinity has a vote or voice, shall speak and vote in a manner which expresses the ministry goals of Trinity in relationship

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ADMINISTRATIVE COUNCIL APPOINTEE INSTITUTIONAL REPRESENTATIVES

to the agency/organization, shall convey concerns or directions received by vote of the congregation or the church council, and shall vote in light of the discussion and evidence presented at the meeting. The content of the meetings shall be reported to the church council in person when possible, or in writing under unusual circumstances, but in either case, within 60 days of the meeting attended. IV. CORPORATIONS, AGENCIES, AND ORGANIZATIONS Trinity shall be represented at the meetings of the following:

1. Bethany Home, Everett 2. Foss Home, Seattle 3. Luther Child Center, Everett 4. Lutheran Bible Institute, Issaquah 5. Lutheran Compass Center, Seattle 6. Lutheran Outdoor Ministry Association, Issaquah 7. Lutheran Social Services, Seattle 8. Lutherwood Bible Camp, Bellingham

Effective 9/97 Submitted R-9/97 to Administrative Council 2-15-2000 for review – no response to Procedures Review Committee Approved by the Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL APPOINTEE MEMBERSHIP SECRETARIES

I. PURPOSE

A. To provide care and spiritual encouragement for church members. (Galatians 6:2)

B. To assist staff in discovering needs of members so that appropriate "Pastoral Care" can be provided by staff and/or Stephen Minister.

B. To aid in the assimilation of new members.

D. To help track church attendance and membership activity.

E. To offer an intentional and effective system of follow-up on prospective members.

F. To provide an accurate record of membership statistics.

II. SELECTION

A. The membership secretaries shall be active, confirmed members of the congregation who are recognized as discreet in handling personal information and possess the ability to keep accurate records.

B. Willing and able to work under the direction of the Pastor and in cooperation with

the Administrator.

C. Have a working knowledge of computer programs.

D. During May of each year, a committee composed of the president, president-elect and administrator shall present the name(s) of one or more qualified persons to the Administrative Council for appointment to serve as Membership Secretaries for the coming Fiscal Year. There shall be no limit on the number of times in succession a person may be appointed.

III. DUTIES AND RESPONSIBILITIES

A. Attendance Secretary 1. To record weekly worship attendance 2. To run off monthly/quarterly attendance reports and provide to the pastoral

staff.

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ADMINISTRATIVE COUNCIL APPOINTEE MEMBERSHIP SECRETARIES

B. Prospective Member Secretary

1. To compile list of Sunday visitors for pastors and Evangelism Board. 2. To keep a current file on visitors. 3. To send out a "welcome" letter and brochure to all first time visitors. 4. To keep a current list of prospective members. 5. To send letters to prospective members as directed by Pastor. 6. To assist in providing packet of new member materials.

Effective 1-1-2001 Reviewed and revised R-9/97 (Membership Secretary) procedure by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor Reviewed and Recommended by Procedure Review Committee _April 27, 2000___ Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL APPOINTEE OFFERING HANDLERS

I. PURPOSE The Offering Handlers (Offering Couriers and Offering Counters) are to provide competent and trustworthy service in transporting, counting, recording, and depositing the offerings and other income which become property of Trinity Lutheran Church. II. SELECTION

A. During May of each year, a committee composed of the president, president-elect and administrator shall present the name(s) of one or more qualified persons to the Administrative Council for appointment to serve as Offering Handlers for the coming Fiscal Year. There shall be no limit on the number of times in succession a person may be appointed.

. B. All personnel shall be active, confirmed members of Trinity whose honesty and integrity are unquestioned.

III. OFFERING COURIERS The Offering Couriers shall be responsible for:

A. Gathering the offerings received at any service immediately following the service;

B. Immediate assembling of gathered offerings into the bank deposit bag and securing the bag;

C. Securing the bag in the designated locked space in the event of an additional service following on the same day;

D. Personally depositing the bag(s) in the night depository of the bank immediately following the service(s), or of securing the bag as described above and making arrangements with staff for deposit the following day if immediate deposit is not possible.

IV. OFFERING COUNTERS The Offering Counters shall:

A. Obtain from the Church office on Monday morning any offerings or additional monies intended for deposit and the needed equipment for counting, and take these to the bank;

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ADMINISTRATIVE COUNCIL APPOINTEE OFFERING HANDLERS

B. Obtain from the bank officer the deposit bag previously left by the Offering

Courier; C. Count all offerings and additional monies;

C. Record the amounts and accounts as directed by the Administrator;

D. Verify amount in each envelope in red on the envelope;

E. Record all checks and special directions, recording check numbers of loose checks;

F. Verify the deposit amounts on the "Special Deposit" envelopes in red;

G. Enter the amounts of all portions of the deposit on the report form, verifying

the entries by a check by a second person; H. Sign and date the deposit report form, and initial and date the deposit adding

machine tape; I. Initial and date the verified Special Deposit envelopes; J. Stack and bind individual offering envelopes in numerical order, together with

the "Special Deposit" envelopes, the adding machine tapes, and the bank deposit slips;

K. Return reports and envelopes immediately to the Church Office, delivering

them to the Administrator. Effective 1-1-2001 Reviewed and revised R-9/97 (Offering Tellers) procedure by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor Reviewed and Recommended by Procedure Review Committee__April 27, 2000__ Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL POLICIES CHURCH VAN – USE OF

The passenger van belonging to Trinity Lutheran Church is for the use of the Congregation in carrying out its programs and ministry. On rare occasions, and in very unusual circumstances, use of the van by outside Christian groups will be considered. Any requests for such use must be approved by the Administrator. Any use of the van must be scheduled in advance through the staff, and entered on the van calendar. Use for activities of Trinity will always have priority.

A. The following policies shall govern the use of the van 1. Prior reservation of the van is strictly the responsibility of the group

desiring its use. 2. The designated driver shall complete all parts of the "Van Use Form" as

indicated before moving the van and immediately upon returning with the van. The form must be given to the Administrator by the start of the next business day.

3. A use fee of $.50/mile shall be charged. 4. The use fee must be paid by the group using the van when it is turned in

unless written approval has been obtained from the appropriate board chair in advance to charge the use fee to the board program budget.

5. The church's insurance covers liability for use by valid Trinity groups and auxiliaries.

6. The van interior must be cleaned and all debris and personal items removed upon return, and the exterior must be reasonably clean or the group will be charged a cleaning fee of $30.00 plus the cost of materials and services used to restore the van for use.

7. The van is to be returned fueled, and care must be taken to maintain fluids and pressures for safe operation. Money expended for fuel or other necessary expenses (except tolls) shall be deducted from the use fee in #3 above.

B. In addition to the above policies, the following shall apply for use of the van by

any group not officially a part of Trinity 1. Reservations shall be contingent upon request for use by a Trinity group

until the Monday immediately preceding the intended time of use. 2. The van will be available to outside groups for a maximum of three

consecutive days. 3. The driver must be a member of Trinity. 4. A use fee of $1.00/mile will be charged and must be paid within 48 hours

of van's return. 5. A deposit of $100.00 in cash must be submitted by the beginning of the

last business day preceding the intended use. 6. The outside group must submit proof of insurance against all liability to the

Administrator.

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ADMINISTRATIVE COUNCIL POLICIES CHURCH VAN – USE OF

7. Behavior which reflects well on the name of Trinity Lutheran Church must be maintained at all times by any group using the bus, even when they are away from the van.

8. The group using the van will assume all responsibility for any damage to the exterior or interior of the van and for any repairs required while using the van, and shall make full payment for any repairs resulting from their use within two weeks of receiving an itemized bill for repairs.

Effective 1-1-2001 Delegated by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Use of Church Bus) by Fred Chrysler. Reviewed and recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL POLICIES CONTINGENCY RESERVE FUND I. PURPOSE The Contingency Reserve Fund is to provide reserves for the cash-flow needs of the General Fund, to provide resources to meet unanticipated expenditures from the General Fund, and to provide means of operating and doing ministry during periods of low offering income. The fund is listed on the Balance Sheet account number 011-01-02-05. II. POLICIES

A. The Treasurer is authorized to borrow against the fund as required to make payment of any approved expenditures.

B. Withdrawals from the Fund for any but approved, budgeted expenditures are

subject to approval by the Administrative Council. C. Withdrawals from the Fund shall be repaid as possible until the fund returns to its

required level for the fiscal year in question. D. The Administrative Council shall strive to achieve a Fund balance not less than

$25,000 or greater than $70,000. E. Payments to the Fund shall normally be our last priority for expenditures. F. Withdrawals from the Fund shall be repaid before new programs or projects are

undertaken, unless specific exception is made by the Administrative Council. G. The Financial Management Board, the Treasurer, and Administrator shall

monitor cash flow and Fund balance and make sufficient reports to the Administrative Council and Staff to maintain adequate levels of cash reserves.

Effective 1-1-2001 Delegated to Management Board by Administrative Council (Pat Derksema) Reviewed and revised R-9/97 (Contingency Reserve Fund) by Management Board, Ken Schwartz, Chair and Fred Chrysler, Staff Advisor. Reviewed and Recommended by Procedures Review Committee_April 27, 2000_________ Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL POLICIES FUND RAISING ACTIVITIES I. PURPOSE Trinity Lutheran Church recognizes that occasionally the costs of many activities, events, facility improvements or other purposes are not included in the general fund budget of the church. Organizations within the church may have a need or desire to raise funds for such purposes and may wish to use church facilities for fund raising activities. Such fund raising activities are allowed as long as the policies listed below are followed. However, it should be recognized that fund raising is not a replacement for stewardship, and should not be used as a primary means of meeting the normal operating needs of the church.

II. POLICIES

A. All requests must be made by a recognized organization or Ministries Board.

Requests shall be made in writing to the Administrative Council at least four weeks prior to the planned event (use approved form).

B. Funds raised may be designed for a specific use, including capital

improvements, youth projects or benevolence. However, the use must be appropriate and acknowledged as a priority or need of the church. The appropriateness of the use of the funds will be evaluated by the Administrative Council.

C. Funds raised shall not normally be designated as "general giving". However,

the funds may be designated for an existing dedicated fund. D. Any fund raising activity using church facilities must emphasize fellowship for

the members of Trinity. E. Funds raised shall be used as appropriate to Trinity's ministry. Fund raising

by groups representing Trinity's ministry are acceptable, even though a relatively small number of members may personally participate. This may be particularly true for youth activities.

F. Advertising of fund raising events should be confined to the church or church

mailings. Advertising outside the church property is permitted but approval of Administrative Council is required.

G. Although no formal limit is imposed on the frequency of fund raising activities

by a particular organization, good judgment should always be used in this area.

H. Special offerings shall be approved by Administrative Council.

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ADMINISTRATIVE COUNCIL POLICIES FUND RAISING ACTIVITIES Effective 1-1-2001 Delegated to Management Board by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Fund Raising Activities)by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor. Reviewed and Recommended by Procedures Review Committee __April 27, 2000____ Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL STANDING COMMITTEE

MUTUAL SUPPORT COMMITTEE

I. PURPOSE

It is apparent in most congregations that staff have a need for some kind of a support system to enable them to handle the stress and conflicts of parish ministry. Likewise, members of a congregation have need of a process by which they can handle their concerns and unmet expectations. A mutual ministry support committee can assist by providing a vital communication link and promoting a climate of openness and trust in the parish. II. SELECTION Five or six members of the congregation (who are not members of the church council) are to be appointed by the council president for a term of two years. Appointees should be supportive persons and must be respecters of confidentiality. Nominations are to be received from staff and church council. A convener (chairperson) will be elected from within the committee. The lead pastor serves as an advisor to the committee. It is recommended that the committee meet a minimum of six times a year on a regular basis, and as otherwise convened by its chair. III. DUTIES AND RESPONSIBILITIES

A. General 1. To enhance communication among staff and between staff and

congregation through mutual counsel, support and feedback 2. To help clarify expectations and images that staff people and members

have of one another 3. To advocate staff support to congregational leadership 4. To serve as a "sounding board" for staff and congregational members 5. To provide conflict management resources; in particular to follow the

advice of Matthew 18: 15-18

B. Specific 1. Publicize the nature of the group and the names of its members on a

somewhat regular basis 2. Meet with staff and staff spouses at least once a year 3. Annually set an agenda for the year 4. Be available as individuals or as a group to meet with members of the

congregation and staff as requested, and be an advocate if necessary 5. Make recommendations to the administrative council

Effective 9/97 Submitted R-9/97, Mutual Support Group, to Administrative Council 2-15-2000 for review – no response to Procedures Review Committee.

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ADMINISTRATIVE COUNCIL STANDING COMMITTEES

AUDIT COMMITTEE

I. PURPOSE The Audit Committee provides a means to ensure proper accounting of all financial records within the congregation, including those of its special funds and auxiliaries. II. COMPOSITION

A. Membership on the Audit Committee is governed by the Constitution and

Bylaws, C13.02 and C13.02.01. B. The Administrative Council elects three confirmed members, none of whom

are currently holding an elective office. C. No member of the professional staff is eligible for election as a member of

this committee. D. The Audit Committee elects its own Chair from among its membership. E. Audit Committee members are elected in May. F. The term of office is two years, beginning on July 1, and ending on June 30. G. One member is elected in the odd years, and two members are elected in the

even years. H. No member of this Committee may be re-elected to the Committee within two

years of the last date of service on the Committee. III. RESPONSIBILITIES

A. Audit all financial records of the Congregation for the prior fiscal year. B. Submit a report of the audit to the Administrative Council within six months

following the fiscal year end.

C. Audit all financial records of all groups, activities, and auxiliaries which handle funds at the time other books are audited.

D. Provide ample notification of the audit to all Treasurers and Financial

Recorders within the congregation, including what is required of them to prepare for the audit.

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NOMINATING COMMITTEE

I. PURPOSE The nominating committee provides the opportunity to identify skills and interests of members, matching them with elective positions within the congregational structure so that we make the best use of the gifts God has given us for our mutual ministry. II. COMPOSITION AND APPOINTMENT A. Be composed of five confirmed members, none of whom are currently holding

an elective office in the congregation B. Be appointed by the church council at its January meeting for a term

continuing until the following June 30

C. Select one of its members to serve as chair

D. Include the assigned pastor, ex officio, as an advisory member III. RESPONSIBILITIES

A. The initial meeting of the nominating committee shall be convened and chaired by the president of the congregation, at which time a chair shall be elected by the committee.

B. The nominating committee shall provide a roster of at least one nominee for

each office to be filled by election by the congregation. 1. Request nominations/suggestions from the congregation at least two and

one-half months ahead of the election. 2. Close nominations from the congregation one and one-half months ahead

of the election. 3. Only active confirmed members in good standing are eligible for election. 4. No nomination shall be official without the agreement of the person

nominated to serve in the office if elected. 5. The Committee should nominate at least one person for each office in

addition to names submitted by members. 6. Care must be taken not to nominate for re-election a person who is not

eligible for an additional term. 7. The Committee shall publish the slate of nominees at least three weeks

prior to the meeting at which the election is to be held.

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NOMINATING COMMITTEE

C. Should an elective position be vacated during the nominating committee's term, and the church council consider it appropriate to fill such position, the nominating committee shall be directed to provide the church council with at least one nominee for each position for council appointment to complete the term of the vacated office.

Effective 9/97 Submitted R-9/97 to Administrative Council 2-15-2000 for review – no response to Procedures Review Committee Approved by the Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL SUPPORT COMMITTEES MEMORIAL COMMITTEE

I. PURPOSE AND MEMBERSHIP

A. The Memorial Committee functions to encourage memorial giving, to foster estate planning and the inclusion of the Church in wills, and to develop means and policies for the reception and use of memorials and bequests.

B. The pastoral staff and Administrator shall function as the Memorial Committee

for the congregation. II. ACKNOWLEDGEMENT AND ACCOUNTING OF GIFTS AND BEQUESTS

A. Written acknowledgement of memorial gifts shall be sent as directed. B. Designated gifts shall be accounted separately from any undesignated gifts. C. When memorial funds are used, the donors shall be notified of the use, only if

members of Trinity Lutheran Church. D. A permanent record of memorial gifts and their use shall be kept. E. No designated gifts shall be accepted except for approved memorial projects.


A. Develop, maintain, and publish a list of approved memorial projects. B. Act on requests for inclusion of items on the list of approved memorial

projects. C. Make the final decision on the specific purchase of all items, including specific

brand, size, color, and all other details of the purchase. D. Develop and carry out programs for strengthening awareness of the needs

and possibilities for wills among the members of the congregation. IV. POLICIES

A. Selection of items for inclusion on the list of approved memorial projects shall be primarily on the basis of their appropriateness and function for the ministry of the congregation.

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ADMINISTRATIVE COUNCIL SUPPORT COMMITTEES MEMORIAL COMMITTEE

B. No gifts shall be accepted with restrictions on their use other than to

designate the kind of object or project to which funds are to be directed. Donors may not restrict the place or function of the congregation's use of memorial objects.

C. No plaques, plates, or engravings shall be permitted on any memorial gifts or

for display in association with a memorial gift. D. No fixture or furnishing shall be considered permanent beyond the functional

use of the item for the ministry of the congregation, and the placement of an object or fixture shall give way to function.

E. No gifts or bequests shall be accepted which include restrictions on the

specific style, color, brand, etc. of any objects or furnishings to be purchased.

F. Purchase of items which require continuing purchase of supplies shall be

contingent upon on-going funding of those supplies or their inclusion in the regular office supplies of the congregation.

G. A designation of a gift of partial funding of an approved memorial project

shall be accepted provisionally, shall be honored for a period not to exceed four years, and shall revert to status as an undesignated gift if full funding of the project is not completed in that time.

H. No memorial items shall be purchased on a time contract so that the

congregation is financially obligated beyond the amount of the memorial gift. However, upon approval of the Committee and the Council, items purchased by the congregation on time contract may be included on the list of approved memorials, and partial payments accepted as memorial gifts or requests.

I. Gifts of real property shall not be accepted without the prior approval of the

Administrative Council. J. Gifts of other property or goods, as memorials or otherwise, shall not be

accepted without the prior approval of the Committee and the Administrative Council.

Effective 1-1-2001 Delegated to Management Board by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Memorial Committee) by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor. Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL SUPPORT COMMITTEES

PERSONNEL REVIEW COMMITTEE

I. PURPOSE The personnel review committee functions to provide regular periodic reviews of the performance of all staff members so that accomplishments may be recognized and deficiencies may be brought to the attention of the person in time to correct them. It also functions as a forum for negotiation of formal expectations and duties. The regular, on-going reviews of staff members are to function for the purpose of developing the ministry of the person and the congregation. They should be mutual searches for growth and not adversarial in nature, and should look for needed changes in direction in order to strengthen ministry. II. MEMBERSHIP The executive committee shall function as the personnel review committee. III. THE COMMITTEE'S RESPONSIBILITIES

A. Review the performance of staff members at intervals specified in the personnel policies

B. Include in-person input from the staff member and her/his supervisor in any

performance review

C. Provide a written report to the staff person, providing an opportunity to discuss the report with the committee, and then submit copies to the supervisor and the lead pastor

D. At the beginning of the period under review, provide the staff member with a

written set of expectations and areas of special concentration, with copies to the person's supervisor and the lead pastor

E. Base performance review on the document in "D." above, on the levels of

education and experience of the person, and on the whole ministry and life of the congregation, giving ample weight to factors beyond the control of the staff member

F. Include evaluation of supervisory performance for staff members who are

supervisors of others

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PERSONNEL REVIEW COMMITTEE

G. Make recommendations to the church council regarding bonuses above and beyond normal compensation, or other means of substance, to recognize exceptional performance

H. Make recommendations as appropriate for failure to perform in a manner

consistent with reasonable expectations I. Make recommendations for continuing education courses to help the staff

develop in areas needing improvement, or to further develop particular skills K. All final documents from the committee regarding any member of the staff

shall become a part of the permanent file for that person Effective 9/97 Submitted R-9/97 to Administrative Council 2-15-2000 for review – no response to Procedure Review Committee Approved by the Administrative Council December 19, 2000

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ADMINISTRATIVE COUNCIL SUPPORT COMMITTEES SALARY REVIEW COMMITTEE I. PURPOSE The Salary Review Committee functions to ensure fair and consistent salaries for most staff members of Trinity Lutheran Church. II. MEMBERSHIP The Administrative Council shall function as the Salary Review Committee. III. RESPONSIBILITIES

A. Acquaint themselves with the process recommended by the Northwest Washington Synod and its guidelines, and determine the process to be used and the relative weight of the guidelines prior to consideration of any salaries;

B. Submit salary recommendations to the Administrative Council for approval

and inclusion in the budget proposal; C. Review the qualifications of proposed or new staff members and submit a

salary proposal to the Administrative Council, for recommendation to the congregation if necessary.

D. Provide employees a copy of their salary adjustment form in July of each year.

Effective 1-1-2001 Delegated to Management Board by Administrative Council (Pat Derksema). Reviewed and revised R-9/97 (Salary Review Committee) by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor. Reviewed and Recommended by Procedures Review Committee___April 27, 2000_______ Approved by Administrative Council December 19, 2000

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VISION COMMITTEE

I. PURPOSE

The vision committee is established to provide a base and to be a stimulus for long-range planning for Trinity in order to develop our resources for the strongest ministry we can offer and keep our sights oriented to eventual effects of current actions. II. MEMBERSHIP AND TERM OF SERVICE The vision committee shall be composed of from five to seven members appointed as follows:

A. Only confirmed members of the congregation in good standing shall be eligible for appointment

B. Two - three members appointed by the full-time program staff C. Three - four members, including the chair, appointed by the president of the

congregation D. All appointments shall be approved by the ministries council before being

announced E. All appointments shall be for a period of one year, but care shall be taken to

maintain continuity of membership sufficient to prevent the loss of work already done

F. Members shall be eligible for appointment up to five times in succession G. The term of appointment runs from September 1 to August 31 H. The president of the congregation and the lead pastor, or their appointee,

shall be, ex officio members of the committee III. RELATIONSHIP The vision committee shall be responsible to and report to the ministries council through the president of the congregation. IV. RESPONSIBILITIES The primary activities of the vision committee shall be to dream, to study resources and needs, to research opportunities, to develop means for, encourage, and maintain

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VISION COMMITTEE

long-range planning by the congregation and its parts, and to report on these to the ministries council. The committee may also undertake studies for the ministries council, if they are of a long-range planning nature and not readily assignable to another body. In these instances, the committee is to maintain its primary orientation for planning and dreaming for the future. Besides its own dreaming and soliciting plans and dreams for the council and boards, the committee shall actively solicit ideas and dreams from the members of the congregation as stimulus for planning. Effective 9/97 Submitted R-9/97 to Administrative Council 2-15-2000 for review – no response to Procedures Review Committee Approved by the Administrative Council December 19, 2000

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MINISTRY BOARDS

There shall be eight (8) Ministry Boards: Congregational Life, Education, Evangelism, Facilities, Social Concerns, Stewardship, Worship and Youth & Family, through which Trinity Lutheran Church shall plan, support, and develop the life and ministry of the congregation.

I. STRUCTURE

A. Membership Each board shall be chaired by a person elected by the congregation to that position. Each board shall have a recorder. Board members shall be appointed by the chair of that board. Separate standing sub committees may be established in each board as may seem advisable to the board chair to provide direction in specific areas of concern of the board, and board members shall be assigned to attend to specific business items, but the board shall retain authority over each area assigned to it.

B. Board Chairs Each Board Chair shall:

1. Be responsible for fulfilling the duties of the board 2. Chair all meetings of the board and prepare an agenda for each meeting 3. Appoint members of the board 4. Submit a written statement of the board structure to the president of the

congregation if changes are being requested 5. Work with the board in establishing short- and long-term goals and

objectives (action plans) 6. Report actions, projections, and needs to the Administrative Council, and

the congregation as requested including a written report of each board meeting

7. Submit an annual report to the congregation at the time and in the form requested

8. Submit an annual budget request at the time and in the form requested 9. Oversee and approve expenditures of the board budget to accomplish

goals and stay within the budgeted amount for the board 10. Attend all meetings of the board 11. Regularly participate in worship and Communion 12. Participate in the congregation's program of Christian education 13. Participate in the quarterly Ministry Coordinating Team Retreat

C. Board Recorders

Each Board should have a Recorder, appointed by the chair. The Recorder shall: 1. Keep minutes of all board meetings

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MINISTRY BOARDS 2. Maintain a file of minutes 3. Distribute minutes to all board members, the president, pastors, and

appropriate staff 4. File the board reports with the church office 5. Secure a substitute when unable to attend a meeting

Effective 1-1-2001 Reviewed and revised R-9/97 (Administrative Council) by Phil Douglas, Procedures Review Committee chair, and Lisa Hunnewell, Staff Advisor Reviewed and recommended by Procedures Review Committee August 24, 2000 Approved by the Administrative Council December 19, 2000

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MINISTRY BOARDS CONGREGATIONAL LIFE BOARD

I. BOARD PURPOSE The purpose of the Congregational Life Board is to develop and encourage mutual cooperation, trust, and enjoyment among members and congregations through social interaction. II. BOARD RESPONSIBILITIES In order to support and fulfill its purposes, the Congregational Life Board shall give specific attention to the following areas:

A. Congregational Celebrations B. Auxiliaries:

1. Trinity Lutheran Church Women 2. Sunrisers

C. Coffee Fellowships D. Congregational Dinners E. Receptions

F. Small Groups; ChristCare Groups G. Retreats H. Recreation I. Activities with Other Congregations J. Spiritual Gifts Ministry K. Recognition

Effective 1-1-2001 Reviewed and revised R-9/97 (Congregational Life Board) by Congregational Life Board, Lori Bondeson, Chair and Cliff Bronson, Staff Advisor Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS EDUCATION BOARD

I. BOARD PURPOSE The Education Board provides opportunity and nurture for all people to grow in faith in Jesus Christ and serve in his name. II. BOARD RESPONSIBILITIES

A. The Board shall function and carry out the educational ministry of the Congregation.

B. In order to support and fulfill its purposes, the Education Board shall give

specific attention to the following areas: 1. Adult Education 2. Child Development Center 3. Confirmation 4. High School Sunday School 5. Home Cradle Roll 6. Library 7. Nursery Care 8. Preschool Education 9. Sunday School 10. Vacation Bible School

C. In overseeing the above areas (Except for the Child Development Center and

Preschool), the Education Board shall have responsibility and authority to oversee and approve selection of: 1. Teachers 2. Training of Education Personnel 3. Education Materials 4. All Courses and Programs 5. The Education Calendar 6. Assignment of Class Space

D. In addition to the above responsibilities and directions, the Education Board

shall: 1. Regularly review the effectiveness of the education programs and courses 2. Develop objectives for all areas of Christian education in the Congregation 3. Design a well-balanced program of educational offerings for all ages and

groups based on discovered needs 4. Use Lutheran materials where possible in all areas, recognizing the need

for adults to develop a sense of a broad base for understanding Christian faith

5. Recruit students for education offerings

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MINISTRY BOARDS EDUCATION BOARD

6. Notify students and prospective students of registration times, costs, and

class beginning times 7. Coordinate efforts of Trinity Preschool and Child Development Center with

educational activities of the Congregation 8. Be aware of education offerings outside the Congregation, and promote

participation by members when appropriate 9. Cooperate with neighboring congregations in education efforts 10. Plan and carry out special educational events throughout the year 11. Maintain accurate records of enrollment and attendance 12. Review yearly budgets and monthly spending of groups, which feed into

this board 13. Maintain Audio Video equipment to support educational ministries

Effective 1-1-2001 Reviewed and revised R-9/97 (Education Board) by Education Board, David Horton, Chair in Training, and Cliff Bronson, Staff Advisor. Revised and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS EDUCATION BOARD SUBCOMMITTEES

ADULT EDUCATION COMMITTEE

I. COMMITTEE PURPOSE The Adult Education Committee has general responsibility for coordinating the many facets and efforts in the education of adults at Trinity Lutheran Church. II. COMMITTEE MEMBERSHIP

A. The Adult Education Committee shall consist of active confirmed members of the congregation who exhibit regular attendance in worship.

B. The Adult Education Committee shall choose a coordinator every two years. The

coordinator shall chair regular meetings of the Adult Education Committee. The coordinator, or their appointee, will represent the committee at the Education Board meetings.

C. The Adult Education Coordinator will approve expenditures from the Adult Education

Committee budget. Specific duties of other members of the committee may be determined by the committee.

III. DUTIES AND RESPONSIBILITIES

A. Communicate the importance of adult education to the congregation. B. Be familiar with all aspects of and approaches to adult education offered

within the congregation. (This includes TLCW Circle Bible studies, ChristCare groups, Stephen Ministry, Wednesday AM/PM Bible study programs, etc.)

C. Annually determine and review goals for adult education at Trinity Lutheran

Church.

D. Determine congregational needs, and on the basis of those needs, design a well-balanced yearly program of educational offerings for adults.

E. Coordinate publicity and recruitment of participants for adult classes.

F. Be responsible for any money collected for classes or materials and deliver

the money to the church office for deposit in the congregation’s general fund.

G. Ascertain class needs for textbooks, materials, and supplies and be responsible for purchase of same.

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ADULT EDUCATION COMMITTEE

H. Select and clear for use desired classroom, room set-up and equipment.

I. Assist the Education Board in developing an annual budget by projecting

budget needs for the following year of adult education. Effective 1-1-2001 NEW replaces R-9/97 (Adult Education Coordinator). Prepared by Education Board, David Horton, Chair in training, and Cliff Bronson, Staff Advisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS EDUCATION BOARD SUBCOMMITTEES CHILD DEVELOPMENT CENTER ADVISORY COMMITTEE

I. RELATIONSHIP AND PURPOSE

The Child Development Center (CDC) Advisory Committee is an extension of the Education Board administratively, but also serves under the direction of the Church Council in maintaining the relationship of the CDC as a direct arm of the ministry of Trinity Lutheran Church. It is the purpose of the Committee to act as a liaison between the congregation and the CDC Staff, to take part in the setting of policies, procedures, curriculum, program, monitor finances, maintain and update medium to long range plans, and to promote the ministry of the CDC to the congregation and to the community. II. MEMBERSHIP A. The Committee shall consist of six to nine members appointed as directed by

the Education Board. CDC Director shall be an advisory member of the Committee.

B. Appointed members of the Committee shall normally serve a term of three

years, beginning July 1 and ending on June 30. Members shall be appointed in a manner that will provide for a consistent continuity of membership.

C. If a member fails to participate in the Committee meetings on a regular basis,

the Education Board shall provide a replacement to fill out the term vacated. III. MEETINGS

The Committee shall normally meet once a month or at a time determined by the Committee. The Committee can be convened at the request of the Chair, the Director, the Minister of Parish Life or the Pastor. All members shall be notified in advance of every meeting. IV. OFFICERS The officers of the Committee shall be elected from among its own membership in May, to terms of one year, by the members who are continuing. The term of office shall be from July 1 to June 30. A vacancy in an office shall be filled by the Committee. The officers of the Committee shall be:

A. CHAIR - shall preside over Committee meetings, establish the agenda in collaboration with the Director, direct the functioning of the Committee,

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engage the Director with a letter of call, write employment agreements for staff, serve on the Education Board; and will submit monthly minutes and financial reports to the Education Board. B. VICE CHAIR – performs the duties of the Chair as required and performs

other duties as assigned by the chair. In all matters the VC serves with the authority of the Chair.

C. SECRETARY - shall record and publish the minutes of all meetings, conduct

official correspondence, and maintain a permanent record of the activities and decisions of the Committee, which shall all be the property of Trinity Lutheran Church.

D. TREASURER - shall make monthly written reports of the financial condition

and transactions of the CDC to the Committee. E. ALL OTHER BOARD MEMBERS – Specific Duties include, but are not limited

to: 1. Attend board retreats, in-service workshops and other board

development activities. 2. Attend and participate in special events as needed. 3. Attend meetings and show commitment to board activities. 4. Be well-informed on issues and agenda items in advance of meetings. 5. Participate in school decision-making. 6. Listen respectfully to other points of view. 7. Represent the school to the public. 8. Educate yourself about the needs of the children and families you serve.

ADVISORY COMMITTEE AGREEMENT

A. As a member of the committee I will:

1. Respect the opinion of my fellow committee members, listen carefully and support the majority decisions of the committee.

2. Recognize that all authority is vested in the full board only when it meets in legal session.

3. Keep well informed of relevant issues that may come before the board. 4. Participate actively by attending monthly meetings. 5. Refer complaints to the appropriate authority.

B. As a member of the committee I will not:

1. Use my position as a committee member for my personal advantage or that of my friends or relatives.

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2. Discuss confidential proceedings of the committee outside of the committee.

3. Interfere with the duties of the Director or undermine his or her authority with staff members.

VI. BOARD GOVERNANACE POLICY

A. Responsibilities of the committee shall be clearly distinguished from the responsibilities of the Director. See “Who is Responsible” Chart attached Exhibit A of the CDC Advisory Committee.

B. The Committee’s main emphasis must be on medium to long-term issues.

Current and short-term issues must only be addressed if necessary.

C. The Committee must speak as one voice to the Minister of Parish Life, Staff, Administrator, Congregation, and Public. Individual committee members shall only have authority as explicitly delegated by the full board.

VII. CHILD DEVELOPMENT CENTER STAFF A. Trinity CDC shall have the following staff employed to carry out the ministry:

1. Director 2. Lead Teacher 3. Assistant Teacher 4. Assistant Teacher / Cook 5. Potential Future Staffing: Administrative Assistant or Assistant Director

B. The above positions may be filled by separate individuals or positions may

be combined. C. The CDC Staff shall be employed under the premises of “Hired at Will” and

shall function according to the Position Descriptions for each position in the Procedures Manual.

D. The CDC Staff shall be selected from applications submitted to the CDC

Director, and approved by the CDC Director, the Minister of Parish Life, or the Lead Pastor. The conditions of employment and service shall be as outlined in the CDC Employees Handbook.

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VIII. CHILD DEVELOPMENT CENTER OPERATIONS A. The CDC shall publish a Parents' Handbook which shall outline the program

and expectations of the CDC, which shall be given to the parent(s) of each child.

B. The CDC Committee shall approve the program curriculum topics of the CDC as

presented by the Director. C. The supervisory relationships of the CDC Staff shall be as outlined in the

Procedures Manual. IX. AFFILIATIONS The CDC shall seek and maintain membership in the Evangelical Lutheran Education Association and shall participate in its local and regional activities as desirable and practical. Trinity Lutheran Child Development Center may choose to affiliate with other education organizations as in alignment with Trinity Lutheran’s mission and values statement. Effective 1-1-2001 NEW Replaces R-9/97 (Child Development Advisory Committee) prepared by Child Development Center Advisory Committee, Rosemary Freed, Chair, and Cliff Bronson, Staff Advisor Revised and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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EXHIBIT A

CDCD ADVISORY COMMITTEE

“WHO IS RESPONSIBLE?”

AREA COMMITTEE DIRECTOR

Long-term goals (more than 1 year)

Approves or Disapproves Recommends and provides input

Short-term goals (less than 1 year)

Monitors Establishes and carries out

Day to day operations No Role Makes all management decisions.

Budget Approves Develops and recommends

Capital Purchase Approves Prepares request

Decision of building renovation expansion

Goes to Facilities Board Recommends (could also sign contracts if given authority).

Supply Purchases Establishes policy and budget for supplies

Purchases according to budget allowances. Approves and maintains an adequate audit trail with receipts.

Major Repairs Approves or Disapproves if out of CDC account.

Obtains estimates and prepares recommendation.

Minor Repairs Facilities Board Authorizes

Emergency repairs Facilities Board Authorizes

Cleaning and Maintenance

Facilities Board Schedules

Fees Adopts Policy Develops Fee Schedule

Billing, Credit and Collections

Adopts Policy Proposes policy and implements

Hiring of Staff Approves Approves all hiring

Staff Assignment Approves Scheduling and position

Termination of Staff No role Makes final termination decision

Staff Grievances Usually no role Grievances stop at the Director.

Personnel Policy Adopts Recommends and administers

Staff Salaries Approves salaries with recommendation from Director.

Allocates line item for salaries in budget.

Staff Evaluation No Role Evaluates Staff

Agreed to and Signed by Committee Member: Name: __________________________________________________ Date: __________________________________________________ (Copy of signed agreement to be kept by Chair of Committee)

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PRESCHOOL ADVISORY COMMITTEE

I. RELATIONSHIP AND PURPOSE

The Preschool Advisory Committee is an extension of the Education Board administratively, but also serves under the direction of the Church Council in maintaining the relationship of the Preschool as a direct arm of the ministry of Trinity Lutheran Church. It is the purpose of the Committee to act as a liaison between the congregation and the Preschool Staff, to take part in the setting of policies, procedures, curriculum, and program, and to promote the ministry of the Preschool to the congregation and to the community. II. MEMBERSHIP

A. The Committee shall consist of six to nine members appointed as directed by the Education Board. The Preschool Director shall be an advisory member of the Committee.

B. Appointed members of the Committee shall normally serve a term of three

years, beginning July 1 and ending on June 30. Members shall be appointed in a manner that will provide for a consistent continuity of membership.

C. If a member fails to participate in the Committee meetings on a regular basis,

the Education Board shall provide a replacement to fill out the term vacated. III. MEETINGS

The Committee shall normally meet on the third Tuesday of the month during the school year, with the exception of December and over the summer, at a time determined by the Committee. The Committee can be convened at the request of the Chair, the Director, or the Pastor. All members shall be notified in advance of every meeting. IV. OFFICERS The officers of the Committee shall be elected from among its own membership in May, to terms of one year, by the members who are continuing. The term of office shall be from July 1 to June 30. A vacancy in an office shall be filled by the Committee. The officers of the Committee shall be:

A. CHAIR - shall preside over Committee meetings, establish the agenda in collaboration with the Director, direct the functioning of the Committee, engage the Director with a letter of call, write employment agreements for staff, serve on the Education Board; and will submit monthly minutes and financial reports to the Education Board.

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B. SECRETARY - shall record and publish the minutes of all meetings, conduct

official correspondence, and maintain a permanent record of the activities and decisions of the Committee, which shall all be the property of Trinity Lutheran Church.

C. TREASURER - shall make monthly written reports of the financial condition

and transactions of the Preschool to the Committee. V. PRESCHOOL STAFF

A. Trinity Preschool shall have the following staff employed to carry out the ministry: 1. Director 2. Lead Teacher 3. Co-teachers 4. Office Assistant

B. The above positions may be filled by separate individuals or positions may be

combined. C. The Preschool Staff shall be engaged by Letter of Call or by Employment

Agreement as outlined in the Procedures Manual, and shall function according to the position descriptions for each position in the Procedures Manual.

D. The Preschool Staff shall be selected from applications submitted to the

Preschool Director, and approved by the Preschool Director and the Lead Pastor. The conditions of employment and service shall be as outlined in the Preschool Employees Handbook.

VI. PRESCHOOL OPERATIONS A. The Preschool shall publish a Parents' Handbook which shall outline the

program and expectations of the Preschool, which shall be given to the parent(s) of each child through an orientation.

C. The Preschool Committee shall approve the program curriculum topics of the

Preschool as presented by the Director.

C. The supervisory relationships of the Preschool Staff shall be as outlined in the Procedures Manual.

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VII. AFFILIATIONS The Preschool shall seek and maintain membership in the Evangelical Lutheran Education Association and shall participate in its local and regional activities as desirable and practical. Trinity Lutheran Preschool may choose to affiliate with other education organizations as appropriate and desired. Effective 1-1-2001 NEW Replaces R-9/97 (Preschool Advisory Committee), prepared by Preschool Advisory Committee, GayLynne Ullerich, Chair and Cliff Bronson, Staff Advisor. Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS EVANGELISM BOARD

I. BOARD PURPOSE

The purpose of the evangelism board is to develop and carry out a program of support and encouragement for members to develop their ministry of caring and proclamation of the Gospel to one another and to persons outside the community of faith.

II. BOARD RESPONSIBILITIES In order to support and fulfill its purposes, the evangelism board shall give specific attention to the following areas:

1. Auxiliaries 2. Home Bible Study 3. Parish Visitation 4. Transportation of Members 5. Mutual Support of Members 6. Ministry to Shut-ins 7. Outreach Ministry 8. College and Military Personnel Communication and Support 9. Integration of New Members 10. Communication 11. Publicity 12. Support Groups for Special Needs

Effective 9/97 Submitted R-9/97 to Evangelism Board. Bob Heller, Chair, requests that the procedure be reviewed sometime in year 2001, after an additional pastor has been called. Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS FACILITIES BOARD

I. PURPOSE The purpose of the Facilities Board is to provide for the routine maintenance and repair of all of the physical property of the congregation, and to provide for the development and remodeling of the facilities, so as to support the ministry of the congregation. II. RESPONSIBILITIES

In order to support and fulfill its purposes, the Facilities Board shall give specific attention to the following areas:

A. Church buildings B. Building improvements C. Grounds and landscaping D. Vehicles E. Maintenance supplies and equipment

F. Equipment inventory G. Long-range facility needs

Effective 1-1-2001 Reviewed and revised R-9/97 (Facilities Board) by the Facilities Board, Jeff Ullerich, Chair in Training, and Fred Chrysler, Staff Advisor. Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by the Administrative Council December 19, 2000

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MINISTRY BOARDS SOCIAL CONCERNS BOARD

I. BOARD PURPOSE In light of the Gospel of Jesus Christ, the board develops, encourages, and supports congregational awareness and involvement in issues of social concern on local, national, and international scales. II. BOARD RESPONSIBILITIES In order to support and fulfill its purposes, the Social Concerns Board shall give specific attention to the following areas:

A. World Hunger

B. Local Hunger

C. Housing and Shelter

D. Congregational Communication

E. Congregational Education

F. Lutheran Social Services

G. Ecumenical and Non-Denominational Social Service Agencies

H. Trinity Houses

I. Stephen Ministry Effective 1-1-2001 Reviewed and revised R-9/97 (Social Concerns Board) by Social Concerns Board, Lynn Hinnenkamp, Chair, and Pastor Diane Hastings, Staff Advisor. Reviewed and Recommended by Procedures Review Committee August 24, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS STEWARDSHIP BOARD

I. PURPOSE Grow Trinity’s understanding and practice of biblical stewardship.

A. God is the owner of all that exists, and we are called to be God’s caretakers/stewards. (I Corinthians 4:7; Psalm 100; Deuteronomy 8) (Article I of the Apostles’ Creed and Luther’s explanation – “I believe in God, the Father Almighty, creator and owner of heaven and earth.”)

B. God’s most precious gift to us is his word – Jesus Christ. Taking care of

God’s word is our top priority. (John 8:31; Colossians 3:16; James 1:22; II Timothy 4:2)

C. God’s generous giving to us (grace) is the foundation for our stewardship.

(Ephesians 2:8) II. OBJECTIVES

H. Encourage the teaching of biblical stewardship principles, through Bible study, lay witnessing, preaching, articles in congregation publication and mailings (work within Trinity Staff)

I. Encourage each person at Trinity to actively give of self by involvement in the

mission/ministry of Trinity (work with Board of Congregational Life) J. Encourage each person at Trinity to actively give of self by involvement in a

mission project outside of the life of Trinity (work with the Evangelism and Social Concerns Boards)

K. Encourage each person at Trinity to actively give of self by tithing and beyond

or to grow to a tithe (10% of income), and share examples of giving beyond the tithe – Luke 19 (Zacchaeus) and Luke 10:25-37 (The Good Samaritan)

L. Teach these principles of biblical stewardship:

1. First fruits giving (Deuteronomy 26:1-11; Exodus 23:19; Proverbs 3:9-10) 2. Tithing (Malachi 3:10; Leviticus 27:30) 3. Outgo determines income (Proverbs 11:24) (Also, II Corinthians 8 & 9, I Timothy 6:10; Luke 12, and Luke 18:18-30, are references that help to teach biblical stewardship)

M. Call God’s people to manage and share the resources God makes available

to us in a manner that reflects the attitude and teaching of Jesus (Matthew 6:25-34; Matthew 25:14-30)

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MINISTRY BOARDS STEWARDSHIP BOARD

N. Change the question most people ask when it comes to stewardship from,

“How much of what is mine will I give to God?” to “How much of that which is God’s will I keep for my own needs?” (I Timothy 6:6-10)

O. Work with the spiritual gifts team to encourage every person at Trinity to

identify their God-given gifts and use them for the building up of the body of Christ

P. Work with the Education Board to encourage every person at Trinity to read

and study scripture in order to be caretakers of God’s word Q. Provide ongoing leadership for Trinity’s financial support to include leading

the annual “estimate of giving” effort in April and May, and working with the Financial Management Board to communicate the financial needs for Trinity’s ministry

Effective 1-1-2001 NEW Written by Pastor Mark Reitan, recommended by Management Board, Ken Schwartz, Chair, and Fred Chrysler, Staff Advisor Reviewed and recommended by Procedures Review Committee August 24, 2000

Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS WORSHIP BOARD

I. BOARD PURPOSE The purpose of the Worship Board is to work with the Pastors and Minister of Music to develop and carry out worship with the Congregation and its parts, devotional life of members, music ministry, worship education, and celebrations with other congregations. II. BOARD RESPONSIBILITIES

A. Since the ministry of Word and Sacrament is the central ministry of the Church from which all other ministries are derived and in which they find their source and purpose, the corporate worship of the Congregation shall be the first priority of the Board.

B. Because of the nature of the pastoral Call, the Pastors shall retain final

authority for the form and content of worship. The Board shall function to support the worship ministry of the Pastors and to develop the worship ministry and life of the Congregation.

C. In order to support and fulfill its purposes, the Worship Board shall give

specific attention to the following areas: 1. Securing, Scheduling, and Training of Worship Support Personnel:

a. Altar Guild b. Ushers

2. Securing, Scheduling, and Training of Worship Leadership Personnel; a. Assisting Ministers and Cantors b. Choirs c. Dramatists d. Instrumentalists e. Lectors f. Organists g. Vocalists

3. Festival Decorations 4. Visual Communications 5. Development of Worship Space 6. Worship Forms 7. Worship and Devotional Materials 8. Worship Equipment 9. Vestments and Paraments 10. Worship with Other Congregations 11. Education of Worship Practices and Traditions 12. Publicity and Communication 13. Worship Schedules.

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MINISTRY BOARDS WORSHIP BOARD

D. In addition to the above responsibilities and directions, the Worship Board

shall: 1. Regularly review the effectiveness of the worship life of the Congregation 2. With the Pastors, develop objectives for all areas of Christian Worship in

the Congregation 3. Keep well informed regarding worship innovations and new forms

available from liturgical churches 4. Be aware of worship workshops available, and promote participation by

members when appropriate 5. Work with neighboring congregations to develop means for shared

experiences or exchanges 6. Be responsible for timely ordering and maintenance of materials and

supplies, keeping an accurate inventory of them 7. Plan and carry out special worship and/or music events throughout the

year Effective 1-1-2001 Reviewed and revised R-9/97 (Worship Board) by the Worship Board, Randy Pirwitz, Chair, and Deborah Brown, Staff Advisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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MINISTRY BOARDS YOUTH AND FAMILY BOARD I. BOARD PURPOSE The purpose of the Youth and Family Board is to oversee the development and, along with other volunteers, carry out ministry to and with children, youth, and young adults of the Congregation to meet their special needs for fellowship, Christian education, outreach, and personal growth. II. BOARD RESPONSIBILITIES In order to support and fulfill its purposes, the Youth and Family Board shall give specific attention to the following areas:

A. Fellowship B. Christian Education C. Publicity and Communication D. Stewardship E. Group Activities

1. Elementary School Children 2. Middle School Youth 3. High School Youth 4. Young Adults

F. Cluster, Synod, and National Lutheran Activities and Gatherings G. Outreach H. Personal Growth I. Worship

J. Service

Effective 1-1-2001 Reviewed and Revised R-9/97 (Youth Board) by Youth and Family Board, Judy Alberts, Chair, and Lisa Hunnewell, Staff Advisor. Recommended by Procedures Review Committee April 27, 2000 Approved by Administrative Council December 19, 2000


AUXILIARIES TRINITY LUTHERAN CHURCH WOMEN

I. MEMBERSHIP

A. Trinity Lutheran Church Women consists of the women who are Active Confirmed Members of Trinity Lutheran Church.

B. Women who are not Active Confirmed Members of Trinity Lutheran Church

may be active in the ministries, events, gatherings, and Circles of the TLCW, but may not vote or hold office.

C. Women who are not active in the TLCW and/or its Circles receive the special

concern of the TLCW for their spiritual well-being and care.

II. PURPOSE

A. The TLCW works toward developing the spiritual lives of the members of the TLCW, of Trinity Lutheran Church, of the ELCA, and of others who associate themselves with the TLCW, by mutual worship, study, support, and conversation.

B. Through education, challenge, and involvement in ministry, and by making

known opportunities for service and encouraging participation, the TLCW supports women of Trinity Lutheran Church in development of their response of Christian stewardship and advocacy for the poor and oppressed.

C. The TLCW informs the women of Trinity Lutheran Church concerning the

work and ministry of the women of the ELCA, the Northwest Washington Synod, the Sno-King Cluster, and Trinity Lutheran Church, and encourages their support of and involvement in those ministries and the life of the congregation as a witness to their participation in the Body of Christ.

D. The TLCW provides networks of support and growth for the women of Trinity

Lutheran Church, recognizing the varieties of need created by differences in circumstances, piety, and life experiences.

III. STRUCTURE AND MEETINGS

A. The TLCW is composed of the general meeting and the Circles, each of which meets roughly on a monthly basis, but may choose not to meet in specific months.

B. The TLCW elects officers for one-year terms, which begin in September, and

which may be renewed. The officers are nominated and approved by the Board and installed at the September General Meeting. The elected



officers are: President; Vice-President; Secretary; Treasurer; Growth; Action; and Community.

C. Each Circle also elects its officers annually for the same term. The offices are

the same as for the TLCW offices, but each Circle is free to combine duties and offices as it sees fit.

D. The TLCW officers and the Chair of each Circle together constitute the Board

of the TLCW, and the TLCW officers hold the same offices on the Board. E. The Board: 1. Meets monthly, normally on the first Tuesday

2. Welcomes one of the Pastors of the Congregation as a member, ex officio 3. Tends to the regular business of the TLCW, in order to relieve the General

Meetings from being bogged down in business 4. After study and consideration, makes recommendations to the General

Meeting concerning items of import on which the decision of the whole group is advisable or necessary

5. Sets the agenda for General Meetings, determines calendars and divides responsibilities

6. Seeks to interpret the mission of the TLCW and translate it into programs and activities for the General Meetings

7. Takes care of the administrative functions of the TLCW IV. RELATIONSHIPS A. As an Auxiliary of Trinity Lutheran Church, the TLCW functions with its own

constituting documents and policies, which may not be in conflict with the Constitution and Bylaws of Trinity Lutheran Church.

B. As a part of the larger WELCA, the TLCW works with the Cluster and Synod

WELCA bodies, and receives input and training from them and from the national WELCA.

V. FUNDS AND FUNDING A. The Circles and the TLCW receive funds from offerings for the work of the

Auxiliary, for support of the larger WELCA bodies and the ELCA, and for giving for special projects.

B. The TLCW controls its own funds, but distributes funds outside The ELCA

approved causes.



C. Fund-raising in limited ways may from time to time be a part of the activities

of the TLCW, but such activities must have prior approval by the Administrative Council.

Effective 7-1-2000. Reviewed and revised R-9/97 (Trinity Lutheran Church Women) by TLCW Board, Arlene Meissner, President, and Pastor Diane Hastings, Staff Advisor Reviewed and Recommended by Procedures Review Committee May 25, 2000 Approved by Administrative Council December 19, 2000

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