4.2 ORGANIZATIONAL INTEGRITY
We have clarified our bylaws, policies, and procedures so that they best support the long-range mission and vision of the congregation. We have created fair and consistent practices in support of right relations among and between staff and congregation.
4.2.1 Policies and Practices.
22.214.171.124 Support the acceptance of a new congregational covenant of right relations.
126.96.36.199 Regularly review congregational documents to be sure they are aligned with the congregational
mission, vision and covenant.
188.8.131.52 Create clear internal UUCGN policies and organizational chart for who is responsible for what
communication, job, or activity and train committee heads and wider church on policy.
4.2.2 Professional Staff.
184.108.40.206 With the minister, ensure that staffing is adequate for all aspects of ministry.
220.127.116.11 Define staff roles and responsibilities and establish clear lines of management over office staff.
18.104.22.168 Create a Personnel Committee with responsibility to work with the Minister and staff to resolve
issues that may arise among the people paid by the Congregation.
4.2.3 Lay Leadership.
22.214.171.124 Institute a “Vice Chair, Chair, and Past Chair” structure of committee leadership for succession
planning purposes to facilitate transition phase for leaders in new positions.
126.96.36.199 Institute a plan of term limits for committee leadership to encourage diverse leadership on
an on-going basis and reduce volunteer burn-out.
188.8.131.52 Publish to the Congregation an annual update of a facilities asset audit.
184.108.40.206 Implement a process for monitoring and measuring the strategic plan. Publish to the Congregation
an annual update and status report of the strategic plan.
220.127.116.11 Support and monitor moving the vision forward.
18.104.22.168 Have board members communicate top goals to congregation on a regular basis and give status updates.