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  10. SECTION 6: Hiring & Employment Policies

SECTION 6: Hiring & Employment Policies

Employee Classifications

We define employee types for clarity on status and benefits. There are four types:

  1. Senior Pastor: Appointed in accordance with the Bye-laws.
  2. Pastoral Staff: Full-time or part-time.
  3. Support Staff: Full-time or part-time non-pastoral roles.
  4. Interns: Typically on a one-year educational contract.

As stated in the By-laws, the Senior Pastor may hire staff and terminate employment of any staff in accordance with the terms and conditions of employment and the By-laws. As the Senior Pastor, his call is confirmed to the church through the congregation, and those hired by him are to assist him in fulfilling this calling.

Job Descriptions

Each employee will have a written job description outlining their duties, responsibilities, and reporting structure. Employees can discuss their job description during performance reviews with the Senior Pastor and Executive Pastor.

Church Membership Requirement

All employees must fully support the church covenant and leadership, and be members of Solomon’s Porch. If not a member when hired, you must complete the membership process:

  • Joining a House Church (within 3 months).
  • Completing the Growing in Christ discipleship course (within 18 months).
  • Completing the Experiencing God discipleship course (within 18 months).
  • Attending Sunday services weekly.
  • Tithing.

Failure to pursue membership may result in disciplinary actions, including termination.

Probationary Period

  • All employees start with a three-month probation.
  • At the end of probation, the Executive Pastor evaluates performance for continued employment. Employees can choose to stay.
  • In the first month, employees can leave without notice. After that, a 7-day written notice is required. SP can also end probationary employment without notice.
  • Employees on probation receive the same benefits as regular employees.

Evaluation

Formal evaluations by the Senior Pastor and Executive Pastor occur at least annually and at the end of the probation period. These evaluations assess job descriptions, working conditions, past performance, and set goals for the next year.

Personnel Records

Employees must update HR on any personal information changes for verification.