Employment and Remuneration Policy

Policies and Procedures Overview

Vision

Christ Church Cambridge is a church with important responsibilities towards our local community, staff, volunteers and church members. We recognise the importance of raising transparency and accountability in all aspects of our work. For this reason, we are detailing our approach to employment and remuneration. 

 

We are driven by our mission to proclaim the Christian message of grace found in our saviour Jesus Christ. We believe this message of grace is relevant to every one of us and that it applies to every part of our lives. Together, we try to work out what it means to be a community shaped by grace and how this message of grace should transform our friendships, families, workplaces and city.

 

From the perspective of employment and remuneration, there are two different needs that require careful balancing to successfully facilitate this mission: the need to ensure effective stewardship of resources and value for money in everything we do, including how we pay our staff; and the need to attract and retain people with the right leadership, experience, character and gifts required to meet our mission.

 

How employment and remuneration is governed at Christ Church

The Parochial Church Council is ultimately responsible for the employment of staff at Christ Church. They are responsible for ensuring employment legislation is followed and relevant policies are in place and adhered to. They also take responsibility for deciding on the posts and number of staff employed, the number of volunteers (Ministry Trainees) we have, and the staff pay scales, accommodation allowances and employee benefits. 

 

To govern effectively, the PCC delegates the discussion and ‘working out’ of the detail of these policies to the Employment and Remuneration sub-committee, which includes x PCC members. Terms of Reference for this group are available and minutes of meetings are circulated to the Finance and Standing committee (providing oversight on behalf of the PCC). Recommendations, queries, proposals for changes to policies and other relevant matters are brought to the attention of the PCC either directly by the ERS Committee or via the Finance and Standing Committee.  

 

Values and principles on which we employ people

We hold clear convictions based on the truths revealed by God in the Bible. Three basic characteristics describe us:

  1. We are a Christian Church. We believe in one God who has revealed himself supremely through his Son, Jesus Christ. Knowing God the Father means believing in Jesus his son and trusting his death on the cross for our sins. The great work of God the Holy Spirit is to bring people to faith in Jesus Christ.
  2. We are an Evangelical Church. We believe that the Bible is God's authoritative word and is therefore the definitive guide for us in all matters of faith and conduct. We believe that the study and exposition of the God's word will be the means by which God will transform the lives of individuals and the church body as a whole. We seek to apply the Word of God to every aspect of our lives, both private and public, individual and community, in order that we may live out and demonstrate the truth of the Gospel.
  3. We are an Anglican Church. We stand in the tradition of the Anglican Reformers of the 16th century, holding with them to the great truths that were rediscovered at the time of the Reformation, including the sovereignty of God in salvation, justification by faith alone and salvation in Christ alone. However, we have church members from many different denominational backgrounds and we unite under Christ, not under one particular denominational banner.

 

The above characteristics influence, within the bounds of employment legislation, who we employ. It is the view of the PCC that those engaged in Bible teaching and pastoral ministry should be professing Christians who show evidence of their faith in the way they live out their lives, who recognise the calling for all believers to engage in evangelism and who are in sympathy with the Anglican doctrines (namely those described in the 39 Articles). 

 

Additionally, Christ Church welcomes people into the church family who hold both complementarian and egalitarian views of ministry roles for men and women. Although this is a ‘secondary issue’ not a Gospel issue – and faithful Bible-believing Christians come to different views on it – the nature of the issue as it relates to leadership structures requires that a local church has some kind of position on it. After prayerful study, our current leadership team are complementarian in our theology and therefore we would only employ someone in a pastoral role if they shared this complementarian view. The PCC and leadership team are committed to ensuring that women are fully involved in the life and ministry of the church in every appropriate way.

 

Values and principles underlying our remuneration policy

In keeping with Biblical principles, ministry staff are paid a ‘stipend’ not a wage. The parish and/or church ‘ordains’ them (set apart) and frees them from working in regular employment so they can serve the congregation and the proclaim Christ full time. This is clear from the teaching of both Jesus and Paul (1 Cor 9:1-19, Luke 10:7, 1 Tim 5). 

 

Those who enter full time Christian ministry are warned about the ‘love of money’ and the importance of not being lovers of money, nor greedy for gain (1 Tim 3, Titus 1, 1 Tim 6). Staff are expected to set an example of wise stewardship and trustworthiness in managing their wealth and their households. 

 

Some staff will have higher costs than others (e.g., dependent children, dependent wife etc.) and as such their ‘needs’ may mean they are paid more than some other staff members. While equity is the goal, it does not mean ‘sameness’ in every aspect. Staff ought to be provided for such that they are ‘neither in poverty nor in riches’ and be freed from concerns about their financial wellbeing so they can concentrate on ministry. 

 

On the other hand there ought to be no perception of the staff living in great comfort while others in the congregation struggle to make ends meet. Both staff and congregation members need to be aware of the different nature of full time Christian ministry from secular work and the extra demands placed on staff. For example staff are often expected to use their homes in their ministry (as an office, meeting room and entertainment facility) in a way that few other employers demand. 

 

Written policies and procedures

Further information on Christ Church’s employment and remuneration policies can be found on our intranet. This covers the following topics:

    • Accommodation Allowance
    • Advertising and Recruitment
    • Annual Leave
    • Disciplinary Action
    • Flexible Working
    • Maternity Leave
    • Ministry Trainees – Volunteer Agreements
    • Parental Leave
    • Paternity Leave
    • Pensions
    • Probation
    • Remuneration
    • Retirement
    • Salary Sacrifice Scheme
    • Sick Leave
    • Special Leave
    • Staff Review and Development
    • Termination

 

 

 

Employment and Remuneration Committee

February 2017