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| Base Amount | Asking Amount | Incremental Amount |
Maximum Effective Rate |
| 0-50,000 | 16.00% | 16.00% | 16.00% |
| 50,000-100,000 | 8,000 + 18% of the amount over 50,000 | 18.00% | 17.00% |
| 100,000-150,000 | 17,000 + 20% of the amount over 100,000 | 20.00% | 18.00% |
| 150,000 and above | 27,000 + 22% of the amount over 150,000 | 22.00% | 22.00% |
Example: Suppose a congregation’s base income was $67,000. Then the asking for that congregation would be computed as follows: $67,000 falls into the $50,000-$100,000 base amount range in the first column of the table, so the asking amount is $8,000 plus 18% of the amount over $50,000 ($17,000), which is $3,060. The asking is $8,000 plus $3,060, or $11,060.
*Facing revision to comply with 2006 Convention Resolution 154-L:
FORMULA FOR FUNDING FOR CONGREGATIONAL ASKINGS
BE IT RESOLVED, that the annual Stewardship Share of each congregation in the Diocese of Iowa will be determined thus:
From the Total Operating Income of the previous fiscal year according to the annual parochial report, the Diocesan Minimum Clergy Compensation will be allowed as a deduction for congregations supporting a full time cleric. This deduction will be pro-rated for congregations that support a cleric less than full time.
The Stewardship Share shall then be 20% of the total Operating Income of the previous year, after the clergy deduction is taken.
No congregation will have an increase in their Stewardship Share of more than 10% from one fiscal year to the next.
From the Total Operating Income of the previous fiscal year according to the annual parochial report, the Diocesan Minimum Clergy Compensation will be allowed as a deduction for congregations supporting a full time cleric. This deduction will be pro-rated for congregations that support a cleric less than full time.
The Stewardship Share shall then be 20% of the total Operating Income of the previous year, after the clergy deduction is taken.
No congregation will have an increase in their Stewardship Share of more than 10% from one fiscal year to the next.
EVANGELISM POLICY
Everything which follows is premised on this definition:
“Evangelism is the presentation of Jesus Christ, in the power of the Holy Spirit, in such ways that persons may be led to believe in Him as Saviour and follow Him as Lord within the fellowship of His Church.” [Louisville, 1973]
Commission on Evangelism
In the response to the command of our Lord Jesus Christ, the Commission on Evangelism shall enable a continuous process of evangelism, renewal, and growth, in and through the Diocese of Iowa and its congregations.
To move toward full realization and implementation, the Commission shall work:
1. To facilitate discussion of the meaning of evangelism and its role within the Anglican tradition
2. To facilitate parish workshops, growth partner workshops, level-two evangelism workshops, etc.
3. To support and develop existing efforts or processes or program in evangelism renewal and growth
4. To teach nurturing skills
5. To inter-relate with other commissions within the Diocese
6. To create a communication network. To share learnings and experiences of congregations and individuals
7. To facilitate training experiences; for example, how to work at incorporation of members into a congregation, how to be evangelists in the best sense of that word
8. To facilitate a variety of events for spiritual renewal and evangelism
9. To provide varied opportunities for a witness to the power of Jesus Christ
10. To raise awareness, the need for and opportunities for evangelism
11. To challenge and exhort the members of the congregations and Diocesan institutions in their role as witnesses and evangelists
2. To facilitate parish workshops, growth partner workshops, level-two evangelism workshops, etc.
3. To support and develop existing efforts or processes or program in evangelism renewal and growth
4. To teach nurturing skills
5. To inter-relate with other commissions within the Diocese
6. To create a communication network. To share learnings and experiences of congregations and individuals
7. To facilitate training experiences; for example, how to work at incorporation of members into a congregation, how to be evangelists in the best sense of that word
8. To facilitate a variety of events for spiritual renewal and evangelism
9. To provide varied opportunities for a witness to the power of Jesus Christ
10. To raise awareness, the need for and opportunities for evangelism
11. To challenge and exhort the members of the congregations and Diocesan institutions in their role as witnesses and evangelists
Relating to Structure of such a Commission
It is clearly acknowledged that all authority we exercise is under Jesus Christ as Lord and the Bishop of the Diocese as His servant.
1. Twelve members with rotating terms of two years each, with possible one year consulting members as may be beneficial to the work of the Commission
2. To incorporate persons who may perhaps have been workshop leaders or who are growth partners, or recent converts to Christianity
3. Representatives from large and small congregations
4. Clergy and lay people from congregations where evangelism, renewal and growth are taking place
5. From various regions of the Diocese
6. Persons who are sensitive and open to various approaches to evangelism and renewal
2. To incorporate persons who may perhaps have been workshop leaders or who are growth partners, or recent converts to Christianity
3. Representatives from large and small congregations
4. Clergy and lay people from congregations where evangelism, renewal and growth are taking place
5. From various regions of the Diocese
6. Persons who are sensitive and open to various approaches to evangelism and renewal
COMMISSION ON ONE WORLD, ONE CHURCH
INTERNATIONAL DEVELOPMENT GRANT POLICY
November 2001
The Diocese of Iowa’s International Development Grants [also known as MDG grants] were established at the 148th Diocesan Convention in November 2000. This process was developed the following year and presented at the 149th Convention (Res. XXI). In keeping with Resolution A001 of the 73rd General Convention and the 1998 Lambeth Conference, the following ethical guidelines are to be used in selecting projects to receive these funds.
Criteria:
POLICY ON
DIOCESAN POLICY
Ethical Guidelines for International Economic Development:
1. Partnership. The economic relationship promotes mutuality of benefits.
2. Respect. Local peoples and realities are valued.
3. Empowerment. The economic relationship values mutuality of process.
4. Oneness with creation. The economic relationship displays sensitivity to, and responsibility for, the environment.
5. Distributive Justice. The economic impact of the relationship contributes to the well being of a significant number of people and does not promote inequities within the country.
6. People-centered development. If development assistance is offered, the beneficiaries set priorities and conditions. Maximum use is made of local resources. Applied technologies are appropriate for the setting.
2. Respect. Local peoples and realities are valued.
3. Empowerment. The economic relationship values mutuality of process.
4. Oneness with creation. The economic relationship displays sensitivity to, and responsibility for, the environment.
5. Distributive Justice. The economic impact of the relationship contributes to the well being of a significant number of people and does not promote inequities within the country.
6. People-centered development. If development assistance is offered, the beneficiaries set priorities and conditions. Maximum use is made of local resources. Applied technologies are appropriate for the setting.
Process for budgeting funds:
The One World One Church Commission will include in its annual budget proposal a line item for International Development estimating the 0.7% figure.
Process for granting funds:
The One World One Church Commission shall oversee the allocation of these funds with regular reports to the Board and an annual summary included in the report to the Diocesan Convention. Proposals for use of these funds may come from:
Process for granting funds:
The One World One Church Commission shall oversee the allocation of these funds with regular reports to the Board and an annual summary included in the report to the Diocesan Convention. Proposals for use of these funds may come from:
1. a diocesan board or commission, or
2. a local Vestry/Bishops Committee.
2. a local Vestry/Bishops Committee.
Criteria:
1. Proposals must be received by June 1.
2. Local proposals should include some local additional funding.
3. Priority will be given to projects with a tie with the proposer.
4. Proposals must demonstrate consistency with the ethical guidelines above.
2. Local proposals should include some local additional funding.
3. Priority will be given to projects with a tie with the proposer.
4. Proposals must demonstrate consistency with the ethical guidelines above.
Proposals should be addressed to the One World One Church Commission. If possible they should be submitted electronically to facilitate review. Otherwise, a copy should be sent to Convener, One World One Church, Diocese of Iowa, 225 37' Street, Des Moines, IA 50312.
Each proposal should outline the nature of the project including the partnering individual and/or organization in the developing country; some history of the involvement of that partner in development activities; comments addressing each of the six guidelines.
Proposals will be reviewed by the Commission at its June/July meeting.
Proposals will be reviewed by the Commission at its June/July meeting.
POLICY ON
IOWA CONNECTIONS
Revised January 8, 2010
Iowa Connections is the newspaper published by the Episcopal Diocese of Iowa, printed and distributed with Episcopal News Monthly, the national newspaper prepared by the Office of Communication at the Episcopal Church Center. Iowa Connections and Episcopal News Monthly complement each other by providing a unique perspective on the church across the Diocese of Iowa and throughout The Episcopal Church.
Iowa Connections with Episcopal News Monthly is to be used as a teaching and ministry resource by clergy and laity.
Iowa Connections is to be distributed to every family in each congregation in the Diocese and the subscription costs are to be included in the local church budget.
Additional costs are underwritten by the budget of the Diocese of Iowa and by Episcopal News Monthly.
Iowa Connections with Episcopal News Monthly is to be used as a teaching and ministry resource by clergy and laity.
Iowa Connections is to be distributed to every family in each congregation in the Diocese and the subscription costs are to be included in the local church budget.
Additional costs are underwritten by the budget of the Diocese of Iowa and by Episcopal News Monthly.
DIOCESAN POLICY
A MISSION DISTRICT
150th Annual Convention
November, 2002
I. Definition: A mission district is a network of congregations, defined by geography, affinity, or other organizing principle, who covenant together, and as a group covenant with the diocese to carry out Christ’s work in the world.
II. Purpose: The purpose of a mission district is to support ministries of existing congregations; to facilitate sharing of resources, spiritual and otherwise; to explore new ways of carrying out ministry; and to spread the Gospel.
III. Developing a Mission District
POLICY FOR
I. PURPOSE: Professional Development Leaves are for the purpose of encouraging professional growth and an increased competence of the clergy and lay professionals, which will contribute to the life and work of the Church in the Diocese of Iowa. Leaves may be granted for the regular study at any academic level in a college, university or seminary, for research in a specific area of the Church’s Life, or for other creative work which will benefit the Church in the Diocese of Iowa.
II. EXPECTATION AND ELIGIBILITY: It is the expectation of the Diocese that every full-time cleric (priest or deacon) and lay professional design at least one short-term leave no less than once every three years and one long-term leave between the fifth and tenth years of having served in the Diocese of Iowa.
Any canonically resident cleric or resident lay professional in the Diocese of Iowa who is actively exercising his/her ministry, whether in a parish, mission, diocesan institution or otherwise in the employ of the diocese, shall be eligible, except that before a leave may be granted the applicant must have completed a minimum of five years in his/her present position or cure.
While the expectations and conditions are applicable to all clerics and lay professionals in the Diocese, the specifics of this policy refer to those people who are requesting funding. The policy is not meant as a limitation to be placed on any parish who would choose to independently support their clerics or lay professionals in more generous compensation and benefits.
III. CONDITIONS: The applicant for leave must agree to return to his/her present position or cure for a period of at least one year following the completion of the leave. After completion of one long-term leave, the cleric shall not be eligible for another long-term leave until a period of at least five years shall have elapsed. At the end of all leaves, the cleric shall complete a form and send to the Bishop who will share with the Professional Development Leave Committee. This form, “Professional Development Leave Report,” obtainable from the Bishop’s office, will request a summary of activities and an analysis and evaluation of the leave as originally proposed.
It is expected that no more than four such leaves will be granted during any one year, dependent upon available funds. It is further expected that most leaves will extend for a period of one academic term, commencing either in September or January. However, for research or other creative work which does not necessarily conform to an academic calendar, other scheduling arrangements (ranging from one month to a maximum of six months) may be submitted to the Committee for consideration.
IV. COMPENSATION AND BENEFITS: Compensation during the leave period shall be one-twelfth of a cleric’s or lay professional’s current annual salary, payable monthly, for each month of leave granted, and shall be paid by the parish, mission, institution, or other agency which the cleric or lay professional serves. “Current annual salary” here shall mean cash salary plus all usual added benefits such as Pension Fund premiums and automobile allowances, and any special benefits such as housing allowances or health insurance premiums, which were paid regularly by the employer before the cleric became a candidate for a professional development leave.
Ordinarily, a cleric on leave will be expected to have no other sources of income which would interfere in any way with the successful completion of his/her proposed leave program.
V. SUPPLY OR REPLACEMENT: In the case of a leave granted to a priest in the parochial ministry, it shall be the duty and responsibility of the diocesan bishop or the bishop’s designee to consult with the successful applicant and his/her Vestry, or Bishop’s Committee to determine and arrange for adequate supply during the leave, for this purpose utilizing especially retired and non-parochial clergy as well as the trained layreaders of the diocese. “Adequate supply” shall here mean the kind of supply the parish or mission might arrange for itself during regular vacation periods or during interim periods when the cure is vacant, and shall normally include any provision for regular Sunday services and for emergency situations, e.g., funerals.
In the case of clerics in non-parochial ministries and lay professionals employed in parochial and non-parochial ministries, adequate supply will be arranged through the Bishop/Bishop’s designee and the leadership of the congregation or agency with whom the applicant shared in ministry.
VI. ADMINISTRATION: The Professional Development Leaves will be administered by a Committee to be appointed annually by the Bishop of Iowa in consultation with the Board of Directors of the Episcopal Corporation of the Diocese of Iowa, said Committee to be composed of five members, three of whom shall be lay persons and two of whom shall be clergy. One member of the Board of Directors of the Episcopal Corporation of the Diocese of Iowa shall be included among the five members of the Committee. The Bishop will appoint the Chair of this committee. Except in the first year, at least two members of the Committee must be persons who have served the previous year, and no member shall serve more than three consecutive years. For the term of their service on the Committee the lay professionals and clergy persons employed in the diocese shall be ineligible for leaves.
A cleric or lay professional desiring consideration for a leave will submit an application form describing his/her proposed program of study, research, or other creative work to the Committee. In the case of parochial clergy or lay professional, the application shall bear the endorsement of the Warden and Clerk, signifying that the matter has been presented and discussed at a meeting of the Vestry or Bishop’s Committee.
In the case of full-time non-parochial clergy or lay professional, the application shall bear the signatures of the corresponding officials of their institution or agency (e.g., applications from the cleric engaged in Campus Ministry would bear endorsement of Campus Ministry Committee; for Diocesan Consultants, that of the Board of Directors of the Episcopal Corporation, etc.).
VII. CRITERIA AND PROCEDURES:
VIII. IMPLEMENTATION: Financial support for this program may be divided into three categories:
POLICY STATEMENT FOR
REVOLVING FUND GUIDELINES
The Episcopal Corporation of the Diocese of Iowa, through its directors, is involved in partnership for mission. In recent history of the Diocese, the people, both clergy and lay, expressed clearly their belief in mission. The life blood of the body of Christ is our zeal for outreach. The people of the Diocese, in the early 1960’s, raised in excess of one million dollars through the Episcopal Expansion Fund Drive, and by Convention action earmarked $370,000 as a Revolving Fund for new mission work, and for expansion and renovation of existing facilities in growth situations. The Revolving Fund provides the opportunity for a wholesome response to opportunities God provides to us in His Holy wisdom.
The Directors of the Episcopal Corporation of the Diocese of Iowa not only shared greatly in the raising of the Episcopal Expansion Fund, but also shared the sense of mission expressed by the people in establishing the Revolving Fund. We have a role in enabling the mission of the Church in Iowa which we gladly accept and we have a commitment individually and collectively to that mission.
We also have a hope. The signs of renaissance of religion are tentative but numerous. We have a hope that will result in a new growth. The Revolving Fund exists to assist new growth.
The Revolving Fund does not have unlimited funds. That these limited funds may be used across as broad a front as possible in the mission of the Diocese of Iowa, we would ask that the following policies and procedures be followed:
II. Purpose: The purpose of a mission district is to support ministries of existing congregations; to facilitate sharing of resources, spiritual and otherwise; to explore new ways of carrying out ministry; and to spread the Gospel.
III. Developing a Mission District
A. The plan for the Mission District must contain, but is not limited to
1. A theology of mission, with special reference to the proposed District
2. A statement of mission and vision
3. A covenant stating expectations and responsibilities among the congregations in the proposed District and between those congregations and the Diocese (see Appendix A for definition of covenant)
4. Definition and responsibilities of a missioner for the District, if applicable
5. Lines and areas of mutual accountability
2. A statement of mission and vision
3. A covenant stating expectations and responsibilities among the congregations in the proposed District and between those congregations and the Diocese (see Appendix A for definition of covenant)
4. Definition and responsibilities of a missioner for the District, if applicable
5. Lines and areas of mutual accountability
B. Developing the plan
1. Representatives of the proposed District may apply to the Board of Directors of the Episcopal Corporation for funds and technical support in developing a plan for a Mission District. The Board of Directors may designate funds to be used for this purpose.
2. A Project Developer may be hired by the Diocese to organize the planning process.
3. A Council with representatives from the congregations and from the Diocese is formed to prepare the plan.
3. A Council with representatives from the congregations and from the Diocese is formed to prepare the plan.
a. This may or may not develop into a formal Council designated to implement and oversee the plan.
b. All congregations and clergy within the proposed District are considered active partners in all parts of the planning process.
b. All congregations and clergy within the proposed District are considered active partners in all parts of the planning process.
4. Covenanting
a. A proposed covenant will be developed on the basis of the gifts and needs of the participating congregations
b. Any proposed covenant must be distributed to participating congregations and the Board of Directors, or a group designated by the Board, for review and confirmation.
C. Celebrate the formation of a Mission District
Appendix A – Covenant
I. Definition of “covenant” for the purpose of developing a Mission District: A covenant is a commitment to engage in mutual mission and ministry expressed in a written agreement. It sets forth the responsibilities and gifts to be shared among congregations of the proposed Mission District and between these congregations and the Diocese.
II. A covenant may include:
II. A covenant may include:
A. Program and/or mission descriptions
B. Facilities usage/functions
C. Staff resources
D. Renewal date
E. Areas of mutual accountability and methods
F. Financial responsibilities of partners
B. Facilities usage/functions
C. Staff resources
D. Renewal date
E. Areas of mutual accountability and methods
F. Financial responsibilities of partners
POLICY FOR
PROFESSIONAL DEVELOPMENT LEAVES
November 6, 1993
I. PURPOSE: Professional Development Leaves are for the purpose of encouraging professional growth and an increased competence of the clergy and lay professionals, which will contribute to the life and work of the Church in the Diocese of Iowa. Leaves may be granted for the regular study at any academic level in a college, university or seminary, for research in a specific area of the Church’s Life, or for other creative work which will benefit the Church in the Diocese of Iowa.
II. EXPECTATION AND ELIGIBILITY: It is the expectation of the Diocese that every full-time cleric (priest or deacon) and lay professional design at least one short-term leave no less than once every three years and one long-term leave between the fifth and tenth years of having served in the Diocese of Iowa.
Any canonically resident cleric or resident lay professional in the Diocese of Iowa who is actively exercising his/her ministry, whether in a parish, mission, diocesan institution or otherwise in the employ of the diocese, shall be eligible, except that before a leave may be granted the applicant must have completed a minimum of five years in his/her present position or cure.
While the expectations and conditions are applicable to all clerics and lay professionals in the Diocese, the specifics of this policy refer to those people who are requesting funding. The policy is not meant as a limitation to be placed on any parish who would choose to independently support their clerics or lay professionals in more generous compensation and benefits.
III. CONDITIONS: The applicant for leave must agree to return to his/her present position or cure for a period of at least one year following the completion of the leave. After completion of one long-term leave, the cleric shall not be eligible for another long-term leave until a period of at least five years shall have elapsed. At the end of all leaves, the cleric shall complete a form and send to the Bishop who will share with the Professional Development Leave Committee. This form, “Professional Development Leave Report,” obtainable from the Bishop’s office, will request a summary of activities and an analysis and evaluation of the leave as originally proposed.
It is expected that no more than four such leaves will be granted during any one year, dependent upon available funds. It is further expected that most leaves will extend for a period of one academic term, commencing either in September or January. However, for research or other creative work which does not necessarily conform to an academic calendar, other scheduling arrangements (ranging from one month to a maximum of six months) may be submitted to the Committee for consideration.
IV. COMPENSATION AND BENEFITS: Compensation during the leave period shall be one-twelfth of a cleric’s or lay professional’s current annual salary, payable monthly, for each month of leave granted, and shall be paid by the parish, mission, institution, or other agency which the cleric or lay professional serves. “Current annual salary” here shall mean cash salary plus all usual added benefits such as Pension Fund premiums and automobile allowances, and any special benefits such as housing allowances or health insurance premiums, which were paid regularly by the employer before the cleric became a candidate for a professional development leave.
Ordinarily, a cleric on leave will be expected to have no other sources of income which would interfere in any way with the successful completion of his/her proposed leave program.
V. SUPPLY OR REPLACEMENT: In the case of a leave granted to a priest in the parochial ministry, it shall be the duty and responsibility of the diocesan bishop or the bishop’s designee to consult with the successful applicant and his/her Vestry, or Bishop’s Committee to determine and arrange for adequate supply during the leave, for this purpose utilizing especially retired and non-parochial clergy as well as the trained layreaders of the diocese. “Adequate supply” shall here mean the kind of supply the parish or mission might arrange for itself during regular vacation periods or during interim periods when the cure is vacant, and shall normally include any provision for regular Sunday services and for emergency situations, e.g., funerals.
In the case of clerics in non-parochial ministries and lay professionals employed in parochial and non-parochial ministries, adequate supply will be arranged through the Bishop/Bishop’s designee and the leadership of the congregation or agency with whom the applicant shared in ministry.
VI. ADMINISTRATION: The Professional Development Leaves will be administered by a Committee to be appointed annually by the Bishop of Iowa in consultation with the Board of Directors of the Episcopal Corporation of the Diocese of Iowa, said Committee to be composed of five members, three of whom shall be lay persons and two of whom shall be clergy. One member of the Board of Directors of the Episcopal Corporation of the Diocese of Iowa shall be included among the five members of the Committee. The Bishop will appoint the Chair of this committee. Except in the first year, at least two members of the Committee must be persons who have served the previous year, and no member shall serve more than three consecutive years. For the term of their service on the Committee the lay professionals and clergy persons employed in the diocese shall be ineligible for leaves.
A cleric or lay professional desiring consideration for a leave will submit an application form describing his/her proposed program of study, research, or other creative work to the Committee. In the case of parochial clergy or lay professional, the application shall bear the endorsement of the Warden and Clerk, signifying that the matter has been presented and discussed at a meeting of the Vestry or Bishop’s Committee.
In the case of full-time non-parochial clergy or lay professional, the application shall bear the signatures of the corresponding officials of their institution or agency (e.g., applications from the cleric engaged in Campus Ministry would bear endorsement of Campus Ministry Committee; for Diocesan Consultants, that of the Board of Directors of the Episcopal Corporation, etc.).
VII. CRITERIA AND PROCEDURES:
A. The criteria the committee will use in evaluating the request include these:
1. The personal growth occurring will enhance one’s ministry;
2. The request for leave is consistent with the needs and directions of the diocese and/or general church;
3. Grants are available regardless of applicant’s personal financial situation;
4. Length of time since last leave request was granted.
Also, preference may, but not necessarily, be given to cleric and lay professionals who are in full-time employment.
2. The request for leave is consistent with the needs and directions of the diocese and/or general church;
3. Grants are available regardless of applicant’s personal financial situation;
4. Length of time since last leave request was granted.
Also, preference may, but not necessarily, be given to cleric and lay professionals who are in full-time employment.
B. The following procedures will be followed by the applicant and the Committee:
1. Applicants will complete application forms and send them to the Bishop’s office, where copies will be distributed to the Professional Development Leave Committee. Applications for long-term leave should be received at least six months before desired leave.
2. Any member of the Committee may ask the chair to secure additional information relative to any applications, which information shall be distributed to all members of the Committee.
3. Committee members, acting independently, will place each application in one of three categories:
2. Any member of the Committee may ask the chair to secure additional information relative to any applications, which information shall be distributed to all members of the Committee.
3. Committee members, acting independently, will place each application in one of three categories:
a) those which seem to deserve support as soon as possible;
b) those which are worthy of support, but not quite as deserving of immediate attention;
c) those which seem not to merit support at this time.
b) those which are worthy of support, but not quite as deserving of immediate attention;
c) those which seem not to merit support at this time.
4. The Committee will then meet to classify application, giving first priority to those applications placed in Category “a” by all five Committee members, giving second priority to those placed in Category “a” by four members and in Category “b” by five members, etc. The Committee shall then list its choices according to these priorities, with further investigation and discussion, if necessary.
5. The consideration of application to this point shall be without regard to availability of supply or other possible problems raised by the applicant’s absence from his/her position or cure.
6. The Chair of the Committee shall report the choices to the Bishop and shall consult with the Bishop’s designee, to acquaint them with the situation and plans of each successful applicant. The Bishop, in turn, will consult with the applicant, his/her Vestry or Bishop’s Committee, etc., and with available clergy to arrange adequate supply.
In the event the applicant’s Vestry, Bishop’s Committee, etc., is reluctant to agree to the proposed leave, the Bishop may ask the Professional Development Leave Committee to meet with them to explain the program, the reasons for supporting this particular application, and to assure the group that they will be adequately provided for during the leave.
7. The Bishop shall have full discretion within the limits of funds available to modify or waive any of the above conditions.
8. A written rationale will be provided by the Bishop to those individuals whose requests have been denied. The request may be submitted the following year.
6. The Chair of the Committee shall report the choices to the Bishop and shall consult with the Bishop’s designee, to acquaint them with the situation and plans of each successful applicant. The Bishop, in turn, will consult with the applicant, his/her Vestry or Bishop’s Committee, etc., and with available clergy to arrange adequate supply.
In the event the applicant’s Vestry, Bishop’s Committee, etc., is reluctant to agree to the proposed leave, the Bishop may ask the Professional Development Leave Committee to meet with them to explain the program, the reasons for supporting this particular application, and to assure the group that they will be adequately provided for during the leave.
7. The Bishop shall have full discretion within the limits of funds available to modify or waive any of the above conditions.
8. A written rationale will be provided by the Bishop to those individuals whose requests have been denied. The request may be submitted the following year.
VIII. IMPLEMENTATION: Financial support for this program may be divided into three categories:
A. Provision for salary (and other benefits) during leaves;
B. Provision for the cost of supply or replacement during leaves;
C. Provisions for tuition and other educational expenses during leaves.
B. Provision for the cost of supply or replacement during leaves;
C. Provisions for tuition and other educational expenses during leaves.
Under the terms of the program, the cost of A would be borne by the congregation, institution, or employing organization. The cost of B would be provided by the Diocese. The cost of C would be shared by the cleric and the Diocese, with the expectation that funds in the form of grants, fellowships, and scholarships, would also be available from various and sundry sources.
SUGGESTED GUIDELINES FOR SHORT-TERM LEAVES
1. If a long-term Professional Development Leave has been completed within a past year, no short-term in-service may be granted. If an application is anticipated or has been made and is pending, no grant may be made for in-service leave until that Professional Development Leave application has been resolved.
2. As nearly as practicable, the in-service grant may be up to two-thirds of the expenses as listed by the application.
3. Priest applicants shall be responsible for arranging Sunday supply should the short-term program require absence from the parish over a weekend.
4. The Vestry/Bishop’s Committee shall be in full knowledge of the application and approval will normally be expected to accompany the application. Approval denotes willingness to pay for priest’s Sunday supply.
5. The length of a “short-term” or “in-service” leave may vary from a short seminar type meeting up to a limit of four full weeks.
6. Any such leave shall not be taken as part of the cleric’s or lay professional’s vacation time.
7. The Bishop shall have full discretion within the limits of funds available to modify or waive any of the above conditions.
8. Determination of grants shall be made by the Bishop based upon recommendations from the Professional Development Leave chair and at least two other members of this committee.
9. All clerics and lay professionals will receive these guidelines when entering the Diocese of Iowa. The Professional Development Leave Committee will give first priority to clerics and lay professionals who have not requested leaves and/or funds for the last three years before considering those who have had recent year requests.
2. As nearly as practicable, the in-service grant may be up to two-thirds of the expenses as listed by the application.
3. Priest applicants shall be responsible for arranging Sunday supply should the short-term program require absence from the parish over a weekend.
4. The Vestry/Bishop’s Committee shall be in full knowledge of the application and approval will normally be expected to accompany the application. Approval denotes willingness to pay for priest’s Sunday supply.
5. The length of a “short-term” or “in-service” leave may vary from a short seminar type meeting up to a limit of four full weeks.
6. Any such leave shall not be taken as part of the cleric’s or lay professional’s vacation time.
7. The Bishop shall have full discretion within the limits of funds available to modify or waive any of the above conditions.
8. Determination of grants shall be made by the Bishop based upon recommendations from the Professional Development Leave chair and at least two other members of this committee.
9. All clerics and lay professionals will receive these guidelines when entering the Diocese of Iowa. The Professional Development Leave Committee will give first priority to clerics and lay professionals who have not requested leaves and/or funds for the last three years before considering those who have had recent year requests.
POLICY STATEMENT FOR
RETIRED AND NEEDY CLERGY INSURANCE PROGRAM
1983
Ways and Means Committee
Clergy who have served in a full-time cure in the Diocese of Iowa for five years or more immediately prior to retirement and who retire from that service to a normal (after 65) retirement will have their premiums for Medical and Life Insurance paid up to the amount necessary for the single Medicare Rate.
If the cure has been part-time, then Medical and Life Insurance costs will be paid in proportion to the amount of time (40%, 50%, 75%) spent in ministry.
Special circumstances may be discussed privately with the Bishop.
If the cure has been part-time, then Medical and Life Insurance costs will be paid in proportion to the amount of time (40%, 50%, 75%) spent in ministry.
Special circumstances may be discussed privately with the Bishop.
REVOLVING FUND GUIDELINES
Episcopal Corporation of the Diocese of Iowa
(Revised March 19, 1993)
The Episcopal Corporation of the Diocese of Iowa, through its directors, is involved in partnership for mission. In recent history of the Diocese, the people, both clergy and lay, expressed clearly their belief in mission. The life blood of the body of Christ is our zeal for outreach. The people of the Diocese, in the early 1960’s, raised in excess of one million dollars through the Episcopal Expansion Fund Drive, and by Convention action earmarked $370,000 as a Revolving Fund for new mission work, and for expansion and renovation of existing facilities in growth situations. The Revolving Fund provides the opportunity for a wholesome response to opportunities God provides to us in His Holy wisdom.
The Directors of the Episcopal Corporation of the Diocese of Iowa not only shared greatly in the raising of the Episcopal Expansion Fund, but also shared the sense of mission expressed by the people in establishing the Revolving Fund. We have a role in enabling the mission of the Church in Iowa which we gladly accept and we have a commitment individually and collectively to that mission.
We also have a hope. The signs of renaissance of religion are tentative but numerous. We have a hope that will result in a new growth. The Revolving Fund exists to assist new growth.
The Revolving Fund does not have unlimited funds. That these limited funds may be used across as broad a front as possible in the mission of the Diocese of Iowa, we would ask that the following policies and procedures be followed:
1. Request and complete the appropriate one of the following Revolving Fund Loan Applications:
a. Purchasing Land Site, Purchasing Existing Building, and/or New Construction of New Land Site
b. Repairs and Maintenance of Existing Property
c. Remodeling, Improving or Adding to Existing Building
b. Repairs and Maintenance of Existing Property
c. Remodeling, Improving or Adding to Existing Building
These loan applications are available upon request from the Episcopal Diocese of Iowa, 225 Thirty-seventh Street, Des Moines, Iowa 50312.
2. In that there may well be several different commissions and committees which will be involved in the loan consideration process, e.g. Board of Directors, Mission Commission, Property Committee, etc. the church applying for a loan from the Revolving Fund should determine when these groups will next meet to allow for sufficient time for the church to assemble the requested information. In any case it is strongly urged that such completed loan applications be sent to the Diocesan office at least 90 days prior to the date when the loan will be needed to begin the project. The appropriate loan application should be completed in its entirety to provide the Board of Directors and other appropriate commissions and committees the complete details of the project for which the loan is being requested. Delays in considering loan applications can result if the forms are incomplete.
3. Loans are granted for a maximum period of ten years.
4. The rate of interest shall be 2% less than the posted New York prime rate fixed for the term of the loan on the date the loan is made.
5. Loans are to be repaid in equal monthly payments consisting of principal and interest according to a standard mortgage loan amortization schedule.
6. The maximum amount of the loan shall be $100,000.00.
7. If a loan is granted, that parish or mission will be required to meet its Diocesan responsibilities regularly -- i.e. Assessment, etc.
8. Loan advances shall be made at the request of the borrower. Borrower is required to obtain lien waivers from contractors, sub-contractors, national materialmen, and suppliers before or at the time that payment for the material or services is made to them. Borrower shall maintain lien waivers for inspection by the lender at lender’s request.
9. If a loan is granted, repayment of the loan shall begin the month after the maximum amount granted has been dispersed or upon the completion of the project, whichever comes first.
10. If the church borrowing the money is a mission and takes out a commercial loan, either separately or in addition to the loan from the Board of Directors of the Episcopal Corporation of the Diocese of Iowa, special action is required. The Board of Directors, as title holders of all mission property, must sign the papers for the commercial loan. However, a meeting of the congregation of that mission must authorize the Bishop’s Committee to arrange for this commercial loan, and also authorize the Bishop’s Committee to acknowledge to the Board of Directors in writing their (the mission’s) responsibility in making payments on this commercial loan. The Board of Directors asks that the Mission Commission supply it with a report about the health and growth potential of all Mission churches requesting commercial loans. This report will reflect the reporting done each year by all Mission churches in response to the Diocesan Mission Policy.
11. No parish or mission may dispose of or mortgage any real property without permission of the Bishop, acting with the advice and consent of the Standing Committee. Such permission should be requested at least one month before any contemplated sale or mortgage.
12. Churches with substantial endowment funds, defined as endowment resources with a current value greater than one-half the current operating budget of the church, are eligible for Revolving Fund loans at a rate of interest equal to the return on such invested monies in the endowment fund.
13. Diocesan policy requires all congregations involved in new construction to include handicapped accessibility in their plans. In addition, in consultation with the Commission on Church Architecture and the Allied Arts, feasibility studies of handicapped accessibility shall be a part of all loan applications and, to the extent possible, handicapped accessibility shall also be required as a consideration in major renovations.
3. Loans are granted for a maximum period of ten years.
4. The rate of interest shall be 2% less than the posted New York prime rate fixed for the term of the loan on the date the loan is made.
5. Loans are to be repaid in equal monthly payments consisting of principal and interest according to a standard mortgage loan amortization schedule.
6. The maximum amount of the loan shall be $100,000.00.
7. If a loan is granted, that parish or mission will be required to meet its Diocesan responsibilities regularly -- i.e. Assessment, etc.
8. Loan advances shall be made at the request of the borrower. Borrower is required to obtain lien waivers from contractors, sub-contractors, national materialmen, and suppliers before or at the time that payment for the material or services is made to them. Borrower shall maintain lien waivers for inspection by the lender at lender’s request.
9. If a loan is granted, repayment of the loan shall begin the month after the maximum amount granted has been dispersed or upon the completion of the project, whichever comes first.
10. If the church borrowing the money is a mission and takes out a commercial loan, either separately or in addition to the loan from the Board of Directors of the Episcopal Corporation of the Diocese of Iowa, special action is required. The Board of Directors, as title holders of all mission property, must sign the papers for the commercial loan. However, a meeting of the congregation of that mission must authorize the Bishop’s Committee to arrange for this commercial loan, and also authorize the Bishop’s Committee to acknowledge to the Board of Directors in writing their (the mission’s) responsibility in making payments on this commercial loan. The Board of Directors asks that the Mission Commission supply it with a report about the health and growth potential of all Mission churches requesting commercial loans. This report will reflect the reporting done each year by all Mission churches in response to the Diocesan Mission Policy.
11. No parish or mission may dispose of or mortgage any real property without permission of the Bishop, acting with the advice and consent of the Standing Committee. Such permission should be requested at least one month before any contemplated sale or mortgage.
12. Churches with substantial endowment funds, defined as endowment resources with a current value greater than one-half the current operating budget of the church, are eligible for Revolving Fund loans at a rate of interest equal to the return on such invested monies in the endowment fund.
13. Diocesan policy requires all congregations involved in new construction to include handicapped accessibility in their plans. In addition, in consultation with the Commission on Church Architecture and the Allied Arts, feasibility studies of handicapped accessibility shall be a part of all loan applications and, to the extent possible, handicapped accessibility shall also be required as a consideration in major renovations.
Policies and Procedures Concerning Sexual Boundaries
2005
I. INTRODUCTIONScripture teaches us that every human being is made in the image of God. Our Lord Jesus Christ urges us to receive and serve the least among us as we receive and serve him. Our churches are to be havens of safety for all. In Baptism, we promise to seek and serve Christ in all persons, love our neighbors as ourselves, strive for justice and peace, and respect the dignity of every human being. When a person is baptized, we in the congregation promise to help that child of God grow into the full stature of Christ.
The Church has always recognized that those who are set apart for ordained ministry bear a particular responsibility to pattern their lives according to Jesus’ example. Not only are bishops, priests, and deacons regarded by the faithful and the world as examples of what a Christian life should be but any moral offense by clerics is especially hurtful because it betrays that trust committed to them by the Church to nurture and care for every member.
In recent years it has become increasingly clear that some clergy, lay employees and church volunteers have engaged in inappropriate sexual behavior which has hurt the very persons entrusted to their care. Unfortunately, in the past, instances of such behavior were sometimes denied by church authorities or dealt with secretly. Clergy offenders were sent on to another congregation or diocese. Lay employees and church volunteers were permitted to stay in positions of trust or quietly moved on to other congregations while victims were neglected or even blamed and congregations ignored. Such responses, however, fail to implement the standards of justice and Christian love that God requires of the Church.
Since at least 1992, the Diocese of Iowa has worked to establish clear standards concerning Sexual Misconduct and, where allegations of Sexual Misconduct have been made, to establish procedures which afford a full and fair hearing to persons making complaints, alleged victims (if not the person making the complaint) and to alleged offenders. The primary intent of these Policies has been and continues to be the prevention of occurrences of Sexual Misconduct in the first place and the assurance that, where allegations of Sexual Misconduct are made, the response to any allegation or instance of Sexual Misconduct will be just and compassionate, and so may allow God’s grace to work redemptively and healing to occur for all involved.
Important Definitions
Sexual Misconduct includes sexual abuse, sexual harassment, and sexual exploitation. For the purposes of these Policies, the terms Sexual Abuse, Sexual harassment and Sexual exploitation shall have the following meanings:
• Sexual abuse perpetrated by an adult is any contact or activity of a sexual nature with a person who is a child, youth, or dependent adult. Examples include but are not limited to contact with any sexual body part (genitals, breasts, buttocks) or the clothing which covers them; deep (tongue) kissing, exhibitionism, voyeurism, vaginal, anal or oral penetration, display of pornographic materials, attempts to photograph or record for purposes of producing pornography, and/or invitations to a minor to engage in any of the above with any person. Sexual abuse includes any activity that is meant to arouse or gratify the sexual desires of a child, youth or adult.
• Sexual abuse perpetrated by another child or youth is any contact or activity of a sexual nature that occurs between a child or youth and another child or youth when there is no consent or consent is not possible, or when the child or youth has power over the other child or youth. Examples include but are not limited to contact with any sexual body part (genitals, breasts, buttocks) or the clothing which covers them; deep (tongue) kissing, exhibitionism, voyeurism, anal or oral penetration, display of pornographic materials, attempts to photograph or record for purposes of producing pornography, and/or invitations to a minor to engage in any of the above with any person. Sexual abuse includes any activity that is meant to arouse or gratify the sexual desires of any of the children or youth.
• Sexual harassment includes but is not limited to sexually-oriented humor or language; questions or comments about sexual behavior or preference unrelated to employment qualifications; undesired physical contact; inappropriate comments about clothing or physical appearance; or repeated requests for social engagements when such behaviors occur in a situation where there is an employment, mentor or colleague relationship between the persons involved.
• Sexual exploitation includes, but not limited to, the development of or the attempt to develop a sexual or romantic relationship between a cleric, employee or volunteer and a person with whom he/she has a Pastoral Relationship, whether or not there is apparent consent for the individual.
• Sexual abuse perpetrated by another child or youth is any contact or activity of a sexual nature that occurs between a child or youth and another child or youth when there is no consent or consent is not possible, or when the child or youth has power over the other child or youth. Examples include but are not limited to contact with any sexual body part (genitals, breasts, buttocks) or the clothing which covers them; deep (tongue) kissing, exhibitionism, voyeurism, anal or oral penetration, display of pornographic materials, attempts to photograph or record for purposes of producing pornography, and/or invitations to a minor to engage in any of the above with any person. Sexual abuse includes any activity that is meant to arouse or gratify the sexual desires of any of the children or youth.
• Sexual harassment includes but is not limited to sexually-oriented humor or language; questions or comments about sexual behavior or preference unrelated to employment qualifications; undesired physical contact; inappropriate comments about clothing or physical appearance; or repeated requests for social engagements when such behaviors occur in a situation where there is an employment, mentor or colleague relationship between the persons involved.
• Sexual exploitation includes, but not limited to, the development of or the attempt to develop a sexual or romantic relationship between a cleric, employee or volunteer and a person with whom he/she has a Pastoral Relationship, whether or not there is apparent consent for the individual.
Pastoral Relationship, as used in these Policies, refers to:
• a relationship between a cleric, employee or volunteer and any person to whom such cleric, employee or volunteer provides counseling, pastoral care, spiritual direction or spiritual guidance or from whom such cleric, employee or volunteer has received a confession or confidential or privileged information.
Children and Youth, as used in these Policies are defined as follows:
• A Child is defined as anyone under the age of 12 years
• A Youth is defined as anyone who is at least 12 years old, but not yet 18 years old.
• A Youth may also be an individual who is 18 years old or older, but still in high school.
• A Dependent Adult is defined as an individual 18 years of age or older who is incapable of adequate self-care due to physical or mental conditions and requires assistance from other people.
• A Youth is defined as anyone who is at least 12 years old, but not yet 18 years old.
• A Youth may also be an individual who is 18 years old or older, but still in high school.
• A Dependent Adult is defined as an individual 18 years of age or older who is incapable of adequate self-care due to physical or mental conditions and requires assistance from other people.
Church Personnel, as used in these Policies includes:
1. All clergy whether stipendiary, non-stipendiary, or otherwise who are engaged in ministry or service to the church.
2. All postulants, candidates or seminarians sponsored by or working in the Diocese.
3. All paid personnel whether employed in areas of ministry or other kinds of services by the Diocese, its congregations, camps or other organizations.
4. Those who contract their services to the Diocese, its congregations, camps or other organizations.
5. Volunteers including any person who performs a church related service. Volunteers include but are not limited to church school teachers, Vacation Bible School teachers, youth leaders, ushers, lay readers, lay eucharistic ministers and visitors, and members of advisory boards, vestries, bishop's committees, and boards of directors.
2. All postulants, candidates or seminarians sponsored by or working in the Diocese.
3. All paid personnel whether employed in areas of ministry or other kinds of services by the Diocese, its congregations, camps or other organizations.
4. Those who contract their services to the Diocese, its congregations, camps or other organizations.
5. Volunteers including any person who performs a church related service. Volunteers include but are not limited to church school teachers, Vacation Bible School teachers, youth leaders, ushers, lay readers, lay eucharistic ministers and visitors, and members of advisory boards, vestries, bishop's committees, and boards of directors.
Church Personnel who Regularly Work With or Around Children or Youth, as used in these Policies include:
1. All clergy whether stipendiary, non-stipendiary, or otherwise who are engaged in ministry or service to the church.
2. All postulants, candidates or seminarians sponsored by or working in the Diocese.
3. All paid or volunteer Church Personnel whose work regularly takes them throughout the facility or grounds at times when children and youth can reasonably be expected to be present.
4. All persons who supervise or assist with supervising children or youth (other than church school teachers) in ministries, programs or activities more often than occasionally.
5. All persons who provide transportation to children or youth without another unrelated adult in the vehicle.
6. Any paid personnel whose living quarters are on the grounds of the church, camp, or other related agency.
7. All vestry or other members of similar decision-making groups who have the authority to approve the creation of ministries, programs, or activities for children or youth.
Examples of Church Personnel who regularly work with or around children or youth include but are not limited to children’s or youth choir directors, organists who work with children or youth, lay youth directors, all who work or assist in the nursery other than occasionally, all who work in the nursery if they are the only person over 21 present at any time, all staff (whether volunteer or paid) at church camps, adults who participate in overnight activities with children or youth.2. All postulants, candidates or seminarians sponsored by or working in the Diocese.
3. All paid or volunteer Church Personnel whose work regularly takes them throughout the facility or grounds at times when children and youth can reasonably be expected to be present.
4. All persons who supervise or assist with supervising children or youth (other than church school teachers) in ministries, programs or activities more often than occasionally.
5. All persons who provide transportation to children or youth without another unrelated adult in the vehicle.
6. Any paid personnel whose living quarters are on the grounds of the church, camp, or other related agency.
7. All vestry or other members of similar decision-making groups who have the authority to approve the creation of ministries, programs, or activities for children or youth.
Church Personnel who Occasionally Work With or Around Children or Youth, as used in these Policies include:
1. Church school teachers.
2. All persons who supervise or assist with supervising children or youth in ministries, programs, or activities infrequently (no more than three times a year or for one program or activity during a year that lasts less than a month – for example, assisting with preparation for the Christmas pageant or Vacation Bible School.)
3. All persons who work or assist in the nursery four or fewer times a year, whether on an emergency basis or otherwise.
4. Adults who participate in overnight activities with children or youth once or twice a year.
2. All persons who supervise or assist with supervising children or youth in ministries, programs, or activities infrequently (no more than three times a year or for one program or activity during a year that lasts less than a month – for example, assisting with preparation for the Christmas pageant or Vacation Bible School.)
3. All persons who work or assist in the nursery four or fewer times a year, whether on an emergency basis or otherwise.
4. Adults who participate in overnight activities with children or youth once or twice a year.
II. POLICIES CONCERNING SEXUAL MISCONDUCT, PROTECTION OF CHILDREN, EXTENDED COUNSELING RELATIONSHIPS, SPIRITUAL DIRECTION AND CLERGY DATING
A. Sexual Abuse Prohibited. The Diocese of Iowa strictly prohibits all forms of Sexual Misconduct.
B. Protection of Children – Screening & Selection of Church Personnel Who Work With or Around Children or Youth. The Diocese of Iowa strictly prohibits interaction with children and/or youth by anyone known to have a civil or criminal record of child sexual abuse or who has admitted prior sexual abuse or anyone known to have a paraphiliac diagnosis (e.g., pedophilia, exhibitionism, voyeurism) as defined by the American Psychiatric Association.
In order to protect children and youth all church personnel who Regularly Work With or Around Children or Youth are to be screened and selected utilizing at least the following:
1. The person must have been a part of the congregation for at least six months.
2. A standard application completed by the applicant that includes an authorization for the release of information to conduct background checks. (Appendix A)
3. Criminal records check in any state where the applicant has resided during the past seven years. (Appendices B, C and K)
4. Sexual offender registry check in any state where the applicant has resided during the past seven years. (Appendices D, E and K)
5. Individual Interview with the applicant.
6. Reference checks of persons outside the congregation who know the applicant, preferably who know how the applicant works with children. (Appendix F)
7. Driving or Motor Vehicle records check if the person may be transporting children or youth. (Appendices G and H)
2. A standard application completed by the applicant that includes an authorization for the release of information to conduct background checks. (Appendix A)
3. Criminal records check in any state where the applicant has resided during the past seven years. (Appendices B, C and K)
4. Sexual offender registry check in any state where the applicant has resided during the past seven years. (Appendices D, E and K)
5. Individual Interview with the applicant.
6. Reference checks of persons outside the congregation who know the applicant, preferably who know how the applicant works with children. (Appendix F)
7. Driving or Motor Vehicle records check if the person may be transporting children or youth. (Appendices G and H)
In order to protect children and youth all church personnel who Occasionally Work With or Around Children or Youth are to be screened and selected utilizing at least the following:
1. The person must have been a part of the congregation for at least six months.
2. A standard application completed by the applicant that includes an authorization for the release of information to conduct background checks. (Appendix A)
3. Sexual offender registry check in any state where the applicant has resided during the past seven years. (Appendices D, E and K)
4. Individual Interview with the applicant.
5. At least one Reference checks of persons outside the congregation who know the applicant, preferably who know how the applicant works with children. (Appendix F)
6. Driving or Motor Vehicle records check if the person may be transporting children or youth. (Appendices G and H)
2. A standard application completed by the applicant that includes an authorization for the release of information to conduct background checks. (Appendix A)
3. Sexual offender registry check in any state where the applicant has resided during the past seven years. (Appendices D, E and K)
4. Individual Interview with the applicant.
5. At least one Reference checks of persons outside the congregation who know the applicant, preferably who know how the applicant works with children. (Appendix F)
6. Driving or Motor Vehicle records check if the person may be transporting children or youth. (Appendices G and H)
All information gathered about an applicant is to be carefully reviewed by the rector (or canonical equivalent), in consultation with others as necessary, to determine whether or not the applicant is appropriate to work with children or youth.
Church personnel who work with or around children or youth must have a personnel file. This file is to contain the person’s written application, documentation of references and background checks, including criminal record and sex offender registry, and documentation of participation in the required level of Safeguarding God’s Children (sexual abuse prevention training developed by the Church Pension Fund). Personnel files should be kept in the church in a locked cabinet so that there is reasonable assurance of privacy. Personnel files shall be available to the Bishop, if he so desires, at the time of the Bishop’s Visitation.
Criminal records checks and sexual offender registry checks are to be conducted every five years for church personnel who Regularly Work With or Around Children or Youth.
It is preferred that no person supervise an immediate family member when working with children or youth. (For purposes of these policies, immediate family member is defined as spouse, partner, child, parent, sister, brother, similar in-law relationship, step-child, step-parent, step-sibling, grandparent, or co-habitant.
Church personnel who transfer within the Diocese of Iowa and apply for or are asked to or who do undertake a position working with or around children or youth are required to undergo the same screening and selection process in their new setting. This requirement may be met through a transfer of a copy of their personnel file to the new setting along with an updating which is to include a new application, individual interview, and reference check within the setting in which the applicant has worked with or around children or youth since the last screening shown in the personnel file.
C. Prevention of Child Sexual Abuse – Mandatory Education & Training. In order to prevent child abuse and to make our church a safe haven for all, all church personnel who Regularly Work With or Around Children or Youth are required to participate in three hours of diocesan approved child abuse prevention education and training before they start their work with children or youth, or, if that is not possible, one hour of child abuse awareness training before they start work and the rest of the training within three months of starting. Church personnel who Occasionally Work With or Around Children or Youth are required to participate in one hour of diocesan approved child sexual abuse awareness education and training before they start their work with children or youth. Church personnel who are responsible for screening, selection, supervision, and training of others in child sexual abuse prevention are required to complete additional specialized education and training every two years.
D. Prevention of Child Sexual Abuse – Standards for Programs with Children or Youth. Children and youth are protected through the establishment of codes of conduct and structural guidelines for all programs and activities in which they are involved. These standards include descriptions of behaviors that are expected of those participating and such things as who approves new programs, how many adults need to be present and the like. Congregations (and other groups working with children and youth such as camps and conferences) in the Diocese of Iowa are required to abide by the Guidelines for Appropriate Affection found in Appendix I. In addition to establishing such standards, church leaders must make sure the standards established are followed. Programs and activities have to be monitored and supervised to do that.
E. Prevention of Child Sexual Abuse - Monitoring & Supervision of Programs. As stated above, programs and activities have to be monitored and supervised to insure that standards are followed. It is the responsibility of the rector (or canonical equivalent) and the vestry or bishop’s committee to make sure programs are adequately monitored and supervised based on at least the following:
Criminal records checks and sexual offender registry checks are to be conducted every five years for church personnel who Regularly Work With or Around Children or Youth.
It is preferred that no person supervise an immediate family member when working with children or youth. (For purposes of these policies, immediate family member is defined as spouse, partner, child, parent, sister, brother, similar in-law relationship, step-child, step-parent, step-sibling, grandparent, or co-habitant.
Church personnel who transfer within the Diocese of Iowa and apply for or are asked to or who do undertake a position working with or around children or youth are required to undergo the same screening and selection process in their new setting. This requirement may be met through a transfer of a copy of their personnel file to the new setting along with an updating which is to include a new application, individual interview, and reference check within the setting in which the applicant has worked with or around children or youth since the last screening shown in the personnel file.
C. Prevention of Child Sexual Abuse – Mandatory Education & Training. In order to prevent child abuse and to make our church a safe haven for all, all church personnel who Regularly Work With or Around Children or Youth are required to participate in three hours of diocesan approved child abuse prevention education and training before they start their work with children or youth, or, if that is not possible, one hour of child abuse awareness training before they start work and the rest of the training within three months of starting. Church personnel who Occasionally Work With or Around Children or Youth are required to participate in one hour of diocesan approved child sexual abuse awareness education and training before they start their work with children or youth. Church personnel who are responsible for screening, selection, supervision, and training of others in child sexual abuse prevention are required to complete additional specialized education and training every two years.
D. Prevention of Child Sexual Abuse – Standards for Programs with Children or Youth. Children and youth are protected through the establishment of codes of conduct and structural guidelines for all programs and activities in which they are involved. These standards include descriptions of behaviors that are expected of those participating and such things as who approves new programs, how many adults need to be present and the like. Congregations (and other groups working with children and youth such as camps and conferences) in the Diocese of Iowa are required to abide by the Guidelines for Appropriate Affection found in Appendix I. In addition to establishing such standards, church leaders must make sure the standards established are followed. Programs and activities have to be monitored and supervised to do that.
E. Prevention of Child Sexual Abuse - Monitoring & Supervision of Programs. As stated above, programs and activities have to be monitored and supervised to insure that standards are followed. It is the responsibility of the rector (or canonical equivalent) and the vestry or bishop’s committee to make sure programs are adequately monitored and supervised based on at least the following:
1. At least two Church Personnel must supervise activities. To the extent that it is possible in the local situation, these two personnel should be unrelated to one another. When both boys and girls are participating, male and female adults must be present. (It is acceptable for one adult to be with a group of children in a church school or vacation Bible school class as long as the door is open or has a window and there are other adults nearby.)
2. Every program must have established ratios (1:5) for adults and children or youth. Compliance with the established ratio is required at all times, including activities that occur off church premises.
3. Church personnel are prohibited from being alone with a child or youth or multiple children or youth where other adults cannot easily observe them.
4. An up to date list of approved congregation-sponsored programs for children and youth must be maintained in the church office or other place where church records are kept.
5. Church personnel are not permitted to develop activities for children or youth without approval from the rector (or canonical equivalent). Requests to develop new activities should be submitted in writing to the rector (or canonical equivalent) who will decide, consulting with others as needed, whether the plan includes adequate adult supervision.
2. Every program must have established ratios (1:5) for adults and children or youth. Compliance with the established ratio is required at all times, including activities that occur off church premises.
3. Church personnel are prohibited from being alone with a child or youth or multiple children or youth where other adults cannot easily observe them.
4. An up to date list of approved congregation-sponsored programs for children and youth must be maintained in the church office or other place where church records are kept.
5. Church personnel are not permitted to develop activities for children or youth without approval from the rector (or canonical equivalent). Requests to develop new activities should be submitted in writing to the rector (or canonical equivalent) who will decide, consulting with others as needed, whether the plan includes adequate adult supervision.
F. Prevention of Child Sexual Abuse – Responding to Problems. Congregations need to work together to keep children and youth safe. When Church Personnel observe inappropriate behaviors or behaviors that are inconsistent with established standards, they must immediately report their observations. Examples of inappropriate behavior or violations of established standards would be seeking private time with children or youth, taking children or youth on over-night trips without other adults, or selecting or using staff or volunteers without the required screening. Inappropriate behaviors or possible policy violations that relate to interactions with children or youth are to be reported in a timely manner to the immediate supervisor of that person. If the immediate supervisor is not the rector, the supervisor and the person observing the questionable behavior, are to report the concern to the rector in a timely manner. (If the person engaging in the questionable behavior is the rector, the report is to be made to a church warden who is then to submit a Notice of Concern to the Bishop (Appendix J) or discuss the matter with the bishop in a timely manner.) All reports of inappropriate behavior or violations of established standards are to be taken seriously.
G. Child Abuse Reporting – It is Diocesan policy that the clergy of the diocese will make immediate reports to the proper authorities when they have reason to believe that neglect or physical, emotional, or sexual abuse of a minor or a legally dependent adult has occurred. The above policy shall also apply to any employee or volunteer of the Diocese or parish while he or she is in the service of parish or Diocese.
All incidents of sexual abuse shall be reported to the Department of Human Services in conformity with applicable law. See Child Abuse – A Guide for Mandatory Reporters (Appendix N). Although clergy are not currently mandated as reporters under Iowa law, it is the policy of the Diocese that there is a moral and ethical obligation to report child abuse in a manner that does not violate the secrecy of sacramental confession.
In addition, it is the policy of the Diocese of Iowa that other Church Personnel report known or suspected abuse or neglect of children or youth to the Department of Human Services. Reports may be made confidentially or anonymously. In addition to reporting to the state authorities, Church Personnel are required to report any suspected or known abuse or children or youth that may have been perpetrated by Church Personnel directly to the rector (or canonical equivalent) so that immediate and proper steps may be taken to ensure the safely to alleged victims. Reports of suspected or known abuse by Church Personnel are also to be reported to the Diocese of Iowa in one of the following ways:
1. A telephone call, meeting or fax to the bishop.
2. Submit a Notice of Concern (Appendix J) to the bishop.
2. Submit a Notice of Concern (Appendix J) to the bishop.
The Diocese of Iowa (including its parishes, camps, conferences and other organizations) will cooperate with any investigation by state authorities to the fullest extent appropriate and inform authorities that a concurrent internal investigation will be directed by the diocese itself.
H. Sexual Harassment and Exploitation Prohibited - The Diocese of Iowa strictly prohibits Sexual Harassment and Sexual Exploitation.
I. Prevention of Sexual Harassment and Exploitation – In addition to the screening, selection and training required of those regularly working with or around children and youth, all clergy, lay spiritual directors and eucharistic visitors, postulants or seminarians sponsored by or working in the Diocese of Iowa and employees (excluding clerical and maintenance workers) are required to participate in training on issues of sexual harassment in employment, mentor and colleague relationships and sexual exploitation in pastoral relationships within six months of employment or becoming a postulant.
J. Pastoral Counseling and Spiritual Direction. The Diocese of Iowa requires that clergy and lay ministers doing pastoral counseling and/or spiritual direction shall be required to have ongoing professional supervision or to refer an individual to professional counseling after six sessions have been held. Fees or donations for pastoral care are prohibited; any person charging fees for counseling outside the scope of church employment must possess appropriate professional credentials and proof of separate professional liability insurance, including coverage for Sexual Misconduct, in force at all times. Persons practicing formal spiritual direction shall submit that ministry to peer or supervisory review with a spiritual advisor approved by the Bishop.
K. Clergy Dating - Single Clergy. In the past, the danger of sexual exploitation in romantic relationships between single clerics and other single persons with whom the cleric has a pastoral relationship has not always been recognized. There are a number of priests, for example, who are married to persons who were parishioners in a parish that they have served. Nevertheless, such relationships may be complex and subject to later interpretation. While they may appear consensual, these relationships may not truly be mutual because of the imbalance of power between the cleric and the parishioner. Similar relationships are recognized as inappropriate by members of other professions, such as doctors and therapists. Thus, in a single clergy parish, a parishioner dating a cleric loses his or her priest. If the relationship between the parishioner and the cleric ends, the parishioner may feel ill-treated. Regardless of the outcome of the relationship, the parish may be harmed by secrecy surrounding the relationship or by the sense of ownership and responsibility accompanying even a relationship that results in marriage.
Any cleric contemplating a relationship with a person with whom the cleric has a pastoral relationship is advised to seek discernment in the Christian community. This includes consultation with the Bishop or a person appointed by the Bishop and with representatives of the parish or other place of ministry. In addition, care must be taken in such a situation that pastoral care for the parishioner is available from another priest. Even with these precautions, there is the possibility for jealousy in the congregation, pressure to marry, and the risk of a painful termination of the relationship. If a complaint is made regarding such a relationship, this Diocese will investigate it according to these procedures.
While not an official part of diocesan policy, Karen Lebacqz’s suggestions for protection in courtship between pastor and parishioner are worth considering:
I. Prevention of Sexual Harassment and Exploitation – In addition to the screening, selection and training required of those regularly working with or around children and youth, all clergy, lay spiritual directors and eucharistic visitors, postulants or seminarians sponsored by or working in the Diocese of Iowa and employees (excluding clerical and maintenance workers) are required to participate in training on issues of sexual harassment in employment, mentor and colleague relationships and sexual exploitation in pastoral relationships within six months of employment or becoming a postulant.
J. Pastoral Counseling and Spiritual Direction. The Diocese of Iowa requires that clergy and lay ministers doing pastoral counseling and/or spiritual direction shall be required to have ongoing professional supervision or to refer an individual to professional counseling after six sessions have been held. Fees or donations for pastoral care are prohibited; any person charging fees for counseling outside the scope of church employment must possess appropriate professional credentials and proof of separate professional liability insurance, including coverage for Sexual Misconduct, in force at all times. Persons practicing formal spiritual direction shall submit that ministry to peer or supervisory review with a spiritual advisor approved by the Bishop.
K. Clergy Dating - Single Clergy. In the past, the danger of sexual exploitation in romantic relationships between single clerics and other single persons with whom the cleric has a pastoral relationship has not always been recognized. There are a number of priests, for example, who are married to persons who were parishioners in a parish that they have served. Nevertheless, such relationships may be complex and subject to later interpretation. While they may appear consensual, these relationships may not truly be mutual because of the imbalance of power between the cleric and the parishioner. Similar relationships are recognized as inappropriate by members of other professions, such as doctors and therapists. Thus, in a single clergy parish, a parishioner dating a cleric loses his or her priest. If the relationship between the parishioner and the cleric ends, the parishioner may feel ill-treated. Regardless of the outcome of the relationship, the parish may be harmed by secrecy surrounding the relationship or by the sense of ownership and responsibility accompanying even a relationship that results in marriage.
Any cleric contemplating a relationship with a person with whom the cleric has a pastoral relationship is advised to seek discernment in the Christian community. This includes consultation with the Bishop or a person appointed by the Bishop and with representatives of the parish or other place of ministry. In addition, care must be taken in such a situation that pastoral care for the parishioner is available from another priest. Even with these precautions, there is the possibility for jealousy in the congregation, pressure to marry, and the risk of a painful termination of the relationship. If a complaint is made regarding such a relationship, this Diocese will investigate it according to these procedures.
While not an official part of diocesan policy, Karen Lebacqz’s suggestions for protection in courtship between pastor and parishioner are worth considering:
• New Pastor for Parishioner: Avoid Dual Relationship
• Prior Disclosure to Parish Officials
• Honest Feedback by Colleagues to Cleric
• No Previous Exchange of Privileged Information
• Parishioner Must Have no History of Abuse
• Prior Disclosure to Parish Officials
• Honest Feedback by Colleagues to Cleric
• No Previous Exchange of Privileged Information
• Parishioner Must Have no History of Abuse
L. Annual Review of Policies by Congregations. It is expected that all congregations will abide by these Policies. The Vestry/Bishop’s Committee of each Congregation in this Diocese shall review these Policies yearly and document the review in the official minutes of the Vestry/Bishop’s Committee meeting. A copy of the minutes, along with a completed Compliance Checklist (Appendix M), shall be sent to the Diocesan Office on or before August 31st of each year. All clergy, all lay employees and all volunteers who regularly supervise youth activities, including unpaid Sunday School teachers, and vestry members shall be furnished with a copy of these Policies and shall complete and sign a certificate evidencing the receipt of these Policies. A sample form of receipt is provided as Appendix L. Each Congregation shall retain the receipts among its permanent records and copies are to be provided to the Diocese of Iowa with the annual Church Information forms.
III. DIOCESAN PROCEDURES FOR RESPONDING TO COMPLAINTS OF SEXUAL MISCONDUCT
A. When a complaint is received
1. All complaints involving Sexual Misconduct by any cleric, lay employee or volunteer affiliated with the Diocese of Iowa, any Congregation or other institution affiliated with the Diocese of Iowa immediately shall be reported to the Standing Committee.
2. If complaints of sexual misconduct are made concerning lay volunteers of the church, they may involve another adult or a child or dependent adult.
2. If complaints of sexual misconduct are made concerning lay volunteers of the church, they may involve another adult or a child or dependent adult.
a. For the purposes of this policy adult lay volunteers will be considered to be peers of other adults, and unless the action is illegal, any sexual activity will not be considered the responsibility of the church to monitor or rectify. Pastoral support will be offered to both parties in assessing and dealing with the personal dilemma posed.
If a complaint is made by one adult against another adult volunteer alleging criminal behavior against him/herself or another adult, it will be the responsibility of the complainant to make a criminal complaint to the secular authorities. The person making the complaint will at all times be treated with respect, and if the complaint results in a conviction, the perpetrator will be relieved of any leadership responsibilities.
If a complaint is made by one adult against another adult volunteer alleging criminal behavior against him/herself or another adult, it will be the responsibility of the complainant to make a criminal complaint to the secular authorities. The person making the complaint will at all times be treated with respect, and if the complaint results in a conviction, the perpetrator will be relieved of any leadership responsibilities.
b. If the complaint involves criminal activity perpetrated against a child or dependent adult, the legal authorities will be informed immediately. While the matter is investigated, the accused volunteer will withdraw without prejudice from all leadership positions. The parish clergy will not, while the complaint is under investigation, hear the formal sacramental confession of the either the accused or the complainant; but will make every effort to provide for ongoing pastoral care for both parties. Both the complainant and the accused will refrain from discussing the case with the congregation at large.
If the complaint is found to be true, the perpetrator will resign formally from any position of responsibility in the church and will be barred from further service for a period of time to be determined by the nature of the charges. Assuming that the misconduct is against a child, the perpetrator will be permanently prohibited from further ministries involving children or youth.
If the complaint is found to be true, the perpetrator will resign formally from any position of responsibility in the church and will be barred from further service for a period of time to be determined by the nature of the charges. Assuming that the misconduct is against a child, the perpetrator will be permanently prohibited from further ministries involving children or youth.
3. Complaints made against lay professional employees (e.g., paid youth directors, Directors of Christian Education, Music Directors) of the church will be handled carefully, in accordance with employment law as well as the church’s policies and procedures. A carefully written job description will include directions about expectations regarding dating relationships with members of the congregation. In the event of a complaint involving a child or dependent adult, once again the appropriate legal authorities will be notified, and the accused will be removed from any supervision of or work with children and youth. Where the lay employee directly supervises adult volunteers, the professional will be expected to refrain from exploitative relationships with those supervised, and to report to the priest in charge any dating relationship within the church.
Any party to a complaint may ask the Bishop and Standing Committee to be involved if they are not satisfied with the resolution offered on the local level.
Any party to a complaint may ask the Bishop and Standing Committee to be involved if they are not satisfied with the resolution offered on the local level.
4. If a complaint alleges sexual misconduct by the Bishop the procedure to be followed is that specified in Title IV, Canon 3, of the Constitution and Canons of the Episcopal Church (Revised 1994).
5. If a complaint alleges sexual misconduct by a Priest or Deacon, the following procedure shall be followed:
5. If a complaint alleges sexual misconduct by a Priest or Deacon, the following procedure shall be followed:
a. Upon receiving a complaint of Sexual Misconduct the Standing Committee will personally assure the person making the complaint of the Church’s concern regarding the complaint and that the complaint will be promptly and thoroughly investigated.
At the earliest opportunity, the Standing Committee will ask the person making the complaint to sign a written statement which includes the name, address, and telephone number of that person. The written statement shall also include the date, location, time and a description of the alleged misconduct as well as the name and title of the alleged offender and the name, addresses and telephone numbers of any witnesses if known. The Bishop shall appoint a person to assist the complainant in the formal preparation of charges to be submitted to the President of the Standing Committee.
b. The President of the Standing Committee, within five working days of receiving the written statement described in section 2 above, will assign the complaint to a Church Attorney for investigation. The Standing Committee will immediately notify the complainant, the alleged victim (if not the complainant) and the alleged offender, that the complaint has been assigned to a Church Attorney for investigation. Simultaneously, the President of the Standing Committee also will make available to the complainant, the alleged victim (if not the complainant) and to the alleged offender an Advocate, lay or ordained (supporter, communicator). This is not a legal counsel. The President of the Standing Committee will personally assure the complainant, the alleged victim (if not the complainant) and the alleged offender of the Church’s concern regarding the complaint and of the thorough investigation and response which the complaint will receive. The Bishop may temporarily inhibit the alleged offender, and shall prohibit further contact by the alleged offender with the complainant. Nor may the offender take the initiative to engage in his/her own advocacy efforts in the community until the Church Attorney has completed his/her investigation. The alleged offender is free to seek legal counsel at any point in the process.
The Bishop will not at any time following the making of the complaint hear the sacramental confession of any of these persons.
c. The Church Attorney will begin investigating the complaint no later than five working days following the receiving of the written complaint.
d. The Church Attorney will attempt to interview the complainant, the alleged victim (if other than the complainant), the alleged offender, and all other witnesses. Both the alleged victim and the alleged offender may be accompanied by a person of their choosing at the interview. The Church Attorney may, at his/her discretion, consult with parish wardens, Vestry members and staff members from present or previous contexts of ministry. The Church Attorney will at all times strive to ensure the privacy of the alleged victim and the complainant (if other than the alleged victim) from the general public.
e. Any party or witness to an alleged act of Sexual Misconduct may submit a statement in writing if desired.
f. The Church Attorney will make a preliminary written report to the Standing Committee within fifteen (15) working days. The final report of the Church Attorney shall be made within two months. This report shall include the original written statement of the complainant and all written statements submitted by other persons. The Church Attorney’s final report will include a recommendation that a Presentment issue or not issue.
g. All matters and information related to accusations or charges shall be confidential until such time as the Standing Committee issues a Presentment, or declines to issue a Presentment.
h. After receiving the Church Attorney’s recommendation, the Standing Committee may meet with the complainant, the alleged victim (if other than the complaining witness) and/or the alleged offender.
i. A Presentment may be brought by two thirds (2/3) of the Standing Committee, after receiving the recommendation by the Church Attorney. The Presentment shall be immediately transmitted to the trial court (Canon 35, Diocese of Iowa), the Bishop, the accused and each complainant. A copy shall be served upon the Bishop who shall file it with the Secretary of the Convention of the Diocese, the Respondent, the Church Attorney, each Complainant, and, unless waived in writing, the Victim. (IV.3.18)
The Standing Committee will arrange for an evaluation of the alleged offender within thirty days by a person professionally qualified and experienced in the evaluation of Sexual Misconduct. The Bishop will encourage the alleged offender to undergo the evaluation. Upon receipt of the appropriate releases, the results of the evaluation will be available to the Bishop and the Standing Committee, the Church Attorney, and the alleged offender. An evaluation may be waived at the Standing Committee’s discretion if the Church Attorney recommends that the evidence does not initially appear to warrant an evaluation. The Diocese will pay for the evaluation only if a release is signed by the alleged offender.
j. If, after receiving the recommendation of the Church Attorney, the Standing Committee votes not to issue a Presentment, a report of that decision shall be in writing and shall include an explanation. This report shall be placed in the cleric’s diocesan personnel file. The Bishop will meet with the complainant to discuss the determination and will also meet with the alleged offender to discuss steps necessary to make the determination known.
k. Nothing outlined above affects the right of the accused cleric to exercise his/her option under the Canons of the Episcopal Church (Title IV, Canon 2) to submit to the Bishop at any point in the proceedings, with a full confession and the acceptance of summary sentence.
At the earliest opportunity, the Standing Committee will ask the person making the complaint to sign a written statement which includes the name, address, and telephone number of that person. The written statement shall also include the date, location, time and a description of the alleged misconduct as well as the name and title of the alleged offender and the name, addresses and telephone numbers of any witnesses if known. The Bishop shall appoint a person to assist the complainant in the formal preparation of charges to be submitted to the President of the Standing Committee.
b. The President of the Standing Committee, within five working days of receiving the written statement described in section 2 above, will assign the complaint to a Church Attorney for investigation. The Standing Committee will immediately notify the complainant, the alleged victim (if not the complainant) and the alleged offender, that the complaint has been assigned to a Church Attorney for investigation. Simultaneously, the President of the Standing Committee also will make available to the complainant, the alleged victim (if not the complainant) and to the alleged offender an Advocate, lay or ordained (supporter, communicator). This is not a legal counsel. The President of the Standing Committee will personally assure the complainant, the alleged victim (if not the complainant) and the alleged offender of the Church’s concern regarding the complaint and of the thorough investigation and response which the complaint will receive. The Bishop may temporarily inhibit the alleged offender, and shall prohibit further contact by the alleged offender with the complainant. Nor may the offender take the initiative to engage in his/her own advocacy efforts in the community until the Church Attorney has completed his/her investigation. The alleged offender is free to seek legal counsel at any point in the process.
The Bishop will not at any time following the making of the complaint hear the sacramental confession of any of these persons.
c. The Church Attorney will begin investigating the complaint no later than five working days following the receiving of the written complaint.
d. The Church Attorney will attempt to interview the complainant, the alleged victim (if other than the complainant), the alleged offender, and all other witnesses. Both the alleged victim and the alleged offender may be accompanied by a person of their choosing at the interview. The Church Attorney may, at his/her discretion, consult with parish wardens, Vestry members and staff members from present or previous contexts of ministry. The Church Attorney will at all times strive to ensure the privacy of the alleged victim and the complainant (if other than the alleged victim) from the general public.
e. Any party or witness to an alleged act of Sexual Misconduct may submit a statement in writing if desired.
f. The Church Attorney will make a preliminary written report to the Standing Committee within fifteen (15) working days. The final report of the Church Attorney shall be made within two months. This report shall include the original written statement of the complainant and all written statements submitted by other persons. The Church Attorney’s final report will include a recommendation that a Presentment issue or not issue.
g. All matters and information related to accusations or charges shall be confidential until such time as the Standing Committee issues a Presentment, or declines to issue a Presentment.
h. After receiving the Church Attorney’s recommendation, the Standing Committee may meet with the complainant, the alleged victim (if other than the complaining witness) and/or the alleged offender.
i. A Presentment may be brought by two thirds (2/3) of the Standing Committee, after receiving the recommendation by the Church Attorney. The Presentment shall be immediately transmitted to the trial court (Canon 35, Diocese of Iowa), the Bishop, the accused and each complainant. A copy shall be served upon the Bishop who shall file it with the Secretary of the Convention of the Diocese, the Respondent, the Church Attorney, each Complainant, and, unless waived in writing, the Victim. (IV.3.18)
The Standing Committee will arrange for an evaluation of the alleged offender within thirty days by a person professionally qualified and experienced in the evaluation of Sexual Misconduct. The Bishop will encourage the alleged offender to undergo the evaluation. Upon receipt of the appropriate releases, the results of the evaluation will be available to the Bishop and the Standing Committee, the Church Attorney, and the alleged offender. An evaluation may be waived at the Standing Committee’s discretion if the Church Attorney recommends that the evidence does not initially appear to warrant an evaluation. The Diocese will pay for the evaluation only if a release is signed by the alleged offender.
j. If, after receiving the recommendation of the Church Attorney, the Standing Committee votes not to issue a Presentment, a report of that decision shall be in writing and shall include an explanation. This report shall be placed in the cleric’s diocesan personnel file. The Bishop will meet with the complainant to discuss the determination and will also meet with the alleged offender to discuss steps necessary to make the determination known.
k. Nothing outlined above affects the right of the accused cleric to exercise his/her option under the Canons of the Episcopal Church (Title IV, Canon 2) to submit to the Bishop at any point in the proceedings, with a full confession and the acceptance of summary sentence.
B. When a Presentment is Made
1. The Trial Court. Upon receipt of a Presentment issued by the Standing Committee, the Presiding Judge of the elected trial court (Canon 35, Diocese of Iowa) shall advise the members of the Court and shall establish a time sequence for the selection process whereby the accused may strike members from the whole of the elected body of the Court to determine those who shall sit in judgment. At trial, the Church Attorney shall serve as prosecutor, the accused may be represented by counsel of the accused’s choice, and the procedure for trial shall be dictated by the provisions of Title IV (IV.4.9 and IV.4.10). In the event the Court finds the accused guilty of the charges made in the Presentment, the findings of the Court, with a recommendation for sentence, shall be immediately transmitted to the Bishop for sentencing (Art. IX). Any finding of conviction or acquittal shall be promptly transmitted to the Bishop in whose diocese the trial was held, the Bishop of the diocese in which the accused is canonically resident, the Standing Committee of that diocese, the accused, and the complainant (IV.4.27).
2. A member of the Standing Committee will meet with the victim to express the Church’s deep regret and to discuss appropriate responses by the Church to assist in the victim’s healing. The victim may be accompanied by persons of the victim’s choosing. The Bishop will ordinarily offer therapeutic or other assistance to the victim.
3. Court of Review. Each province shall establish a Court of Review, to whom a convicted priest or deacon may appeal, appointed from a panel consisting of a Bishop, five priests, and five lay persons (IV.4.3).
In order for the offender to be eligible for continued service by the Diocese of Iowa, any Congregation or other affiliated institution of the Diocese of Iowa, the Bishop must receive an acceptable professional rehabilitation assessment by a credentialed professional approved by the Church Insurance Company.
In most cases, significant involvement in personal psychotherapy and employment outside the Church will be required before any re-deployment in the Church will be considered. Satisfactory public acknowledgment of the misconduct, including exoneration of and restitution to the victim, will be required in order for an offender to be eligible for continued service or re-deployment.
2. A member of the Standing Committee will meet with the victim to express the Church’s deep regret and to discuss appropriate responses by the Church to assist in the victim’s healing. The victim may be accompanied by persons of the victim’s choosing. The Bishop will ordinarily offer therapeutic or other assistance to the victim.
3. Court of Review. Each province shall establish a Court of Review, to whom a convicted priest or deacon may appeal, appointed from a panel consisting of a Bishop, five priests, and five lay persons (IV.4.3).
In order for the offender to be eligible for continued service by the Diocese of Iowa, any Congregation or other affiliated institution of the Diocese of Iowa, the Bishop must receive an acceptable professional rehabilitation assessment by a credentialed professional approved by the Church Insurance Company.
In most cases, significant involvement in personal psychotherapy and employment outside the Church will be required before any re-deployment in the Church will be considered. Satisfactory public acknowledgment of the misconduct, including exoneration of and restitution to the victim, will be required in order for an offender to be eligible for continued service or re-deployment.
C. Confidentiality
1. All records of Church Attorney investigations and determinations by the Standing Committee will be held in strict confidence and separate from ordinary personnel files except as specified above but these records will be made available by the Diocese if they are requested by subpoena from a civil or criminal court.
2. The Bishop, Standing Committee, Church Attorney, and all other representatives of the Diocese will make every effort to protect the privacy of victims of Sexual Misconduct.
2. The Bishop, Standing Committee, Church Attorney, and all other representatives of the Diocese will make every effort to protect the privacy of victims of Sexual Misconduct.
IV. DIOCESAN POLICY FOR RESPONDING IN THE CONGREGATION TO ALLEGATIONS AND INCIDENTS OF SEXUAL MISCONDUCT
These policies generally refer to the person with whom the cleric, lay employee or church volunteer was sexually involved as the victim of the misconduct. While it is true that such a person is a victim, there are also other victims whenever there is an instance of Sexual Misconduct. Those persons include the families of the persons involved, the clergy who have succeeded an offending cleric, and the congregation. The response of the congregation to the betrayal and violation of the trust relationship is akin to that in cases of physical or other psychic trauma as if the congregation has experienced the behavior firsthand. Despite growing awareness of the incidence of Sexual Misconduct and the Church’s attempt to respond in justice, compassion and Christian love, there is still little experience with models of effective response in congregations. The impact on the life of the congregation is enormous. Research evidence shows that many congregations which have experienced the misconduct of a pastor subsequently have higher levels of conflict and other problems.The following procedures are intended to facilitate the healing that will be needed in the congregation. They will be revised as new learning suggests improvements. They should be read in conjunction with the policies and procedures set out above for the diocesan response to complaints of Sexual Misconduct.
The principle guiding these procedures is that the healing of a congregation occurs best when people are informed of the facts of misconduct and are able to move forward as a community from the trauma. The Church is a place for telling the truth because, in our Lord’s words, “You will know the truth, and the truth will make you free.” (John 8:32)
A. When a Presentment is made
1. When a Presentment of Sexual Misconduct is made by the Standing Committee, the Standing Committee will inform the Vestry or Bishop’s Committee of the parish of the priest or deacon against whom the Presentment is made. The Bishop may provide such additional information as seems appropriate.
2. If the Presentment involves sexual abuse of a minor or, a dependent adult, the Standing Committee will inform the Vestry of the details of the complaint and of the notification which has been given to the relevant law enforcement authorities. The Standing Committee shall direct the Vestry to cooperate fully with the law enforcement authorities.
3. The Bishop or the Bishop’s representative shall with the Vestry make provisions for ongoing priestly ministry in the parish and to discuss plans for congregational healing as necessary.
2. If the Presentment involves sexual abuse of a minor or, a dependent adult, the Standing Committee will inform the Vestry of the details of the complaint and of the notification which has been given to the relevant law enforcement authorities. The Standing Committee shall direct the Vestry to cooperate fully with the law enforcement authorities.
3. The Bishop or the Bishop’s representative shall with the Vestry make provisions for ongoing priestly ministry in the parish and to discuss plans for congregational healing as necessary.
B. Congregational healing
1. The Bishop and the Vestry may invite other members of the congregation as appropriate to participate in the planning for congregational healing.
2. At the time deemed appropriate by the Bishop and Vestry, an open congregational meeting will normally be held if the misconduct occurred in the current congregation or if the misconduct is the subject of rumor or gossip in the congregation. The format of this meeting should follow the outline of a Trauma Debriefing Process, with minor modifications made as needed to fit the particular circumstances. Normally, the congregational meeting will be held in the nave of the church and the Bishop, or the Bishop’s representative, will be present at the meeting.
3. The Bishop, or the Bishop’s representative, will also encourage and assist the Vestry in planning regular follow-up sessions with the congregation in the first year after disclosure of the incident of misconduct.
4. If an interim priest is engaged, the Bishop, or the Bishop’s representative, will assist the Vestry in finding an interim priest trained in working with congregations who have experienced Sexual Misconduct. If an interim priest is engaged who does not have such training, the Bishop’s representative will assist the Vestry in making available this training. The Bishop’s representative will also offer the interim priest and the Vestry regular opportunities to debrief, report, and consult about the congregation with the Bishop or with designated representatives.
5. The Bishop’s representative will assist the Vestry in making available information about local mental health resources (including sliding-scale fee agencies) so that members of the congregation know how to obtain counseling services if necessary.
6. The Bishop and the Bishop’s representative will work with the parish in making every effort to protect the privacy of victims of Sexual Misconduct.
7. If the incident of Sexual Misconduct occurred at sometime in the past and not immediately before the complaint and determination were made, the Bishop will adapt these procedures as seems appropriate. The aim of Diocesan policy is to avoid the festering of secrecy and rumors regarding incidents of misconduct.
8. As soon as practicable following the resolution of the case, the Bishop and a member of the Standing Committee will meet with the Vestry and clergy of the parish. At this meeting a summary will be provided outlining the sequence of events; the response of the parish, Bishop and Standing Committee; the outcome and the assistance offered, and this summary will be recorded in Vestry minutes.
2. At the time deemed appropriate by the Bishop and Vestry, an open congregational meeting will normally be held if the misconduct occurred in the current congregation or if the misconduct is the subject of rumor or gossip in the congregation. The format of this meeting should follow the outline of a Trauma Debriefing Process, with minor modifications made as needed to fit the particular circumstances. Normally, the congregational meeting will be held in the nave of the church and the Bishop, or the Bishop’s representative, will be present at the meeting.
3. The Bishop, or the Bishop’s representative, will also encourage and assist the Vestry in planning regular follow-up sessions with the congregation in the first year after disclosure of the incident of misconduct.
4. If an interim priest is engaged, the Bishop, or the Bishop’s representative, will assist the Vestry in finding an interim priest trained in working with congregations who have experienced Sexual Misconduct. If an interim priest is engaged who does not have such training, the Bishop’s representative will assist the Vestry in making available this training. The Bishop’s representative will also offer the interim priest and the Vestry regular opportunities to debrief, report, and consult about the congregation with the Bishop or with designated representatives.
5. The Bishop’s representative will assist the Vestry in making available information about local mental health resources (including sliding-scale fee agencies) so that members of the congregation know how to obtain counseling services if necessary.
6. The Bishop and the Bishop’s representative will work with the parish in making every effort to protect the privacy of victims of Sexual Misconduct.
7. If the incident of Sexual Misconduct occurred at sometime in the past and not immediately before the complaint and determination were made, the Bishop will adapt these procedures as seems appropriate. The aim of Diocesan policy is to avoid the festering of secrecy and rumors regarding incidents of misconduct.
8. As soon as practicable following the resolution of the case, the Bishop and a member of the Standing Committee will meet with the Vestry and clergy of the parish. At this meeting a summary will be provided outlining the sequence of events; the response of the parish, Bishop and Standing Committee; the outcome and the assistance offered, and this summary will be recorded in Vestry minutes.
Approved by Board of Directors of the Episcopal Corporation of the Diocese of Iowa: January 21, 2005
List of Appendices
Appendix A. Standard Application (including release form)
Appendix B. How to Conduct a Criminal Background Check
Appendix C. Forms Needed to Conduct Criminal Background Check in the State of Iowa
Appendix D. How to check the Sexual Abuse Registry in the State of Iowa
Appendix E. Forms need to check Iowa Department of Public Safety Sex Offender Registry
Appendix F. How to Check References
Appendix G. How to Check Motor Vehicle Records in the State of Iowa
Appendix H. Form to use when checking Motor Vehicle Records (driving record) in the State of Iowa
Appendix I. Guidelines for Appropriate Affection
Appendix J. Confidential Notice of Concern
Appendix K. How to Check Other States Criminal Records and Sex Offender Registries
Appendix L. Sample Form of Receipt
Appendix M. Compliance checklist for congregations
Appendix N. Other Publications
Appendix B. How to Conduct a Criminal Background Check
Appendix C. Forms Needed to Conduct Criminal Background Check in the State of Iowa
Appendix D. How to check the Sexual Abuse Registry in the State of Iowa
Appendix E. Forms need to check Iowa Department of Public Safety Sex Offender Registry
Appendix F. How to Check References
Appendix G. How to Check Motor Vehicle Records in the State of Iowa
Appendix H. Form to use when checking Motor Vehicle Records (driving record) in the State of Iowa
Appendix I. Guidelines for Appropriate Affection
Appendix J. Confidential Notice of Concern
Appendix K. How to Check Other States Criminal Records and Sex Offender Registries
Appendix L. Sample Form of Receipt
Appendix M. Compliance checklist for congregations
Appendix N. Other Publications
GUIDELINES FOR
STEWARDSHIP
131st Annual Convention
November 1983
1. We reaffirm the tithe as the minimum standard of our own giving and of our witness in the world.
2. We urge that every unit of the Church should look beyond its own parochial needs and continue to hold up Mission as a priority of our giving and spending.
3. It should be recognized that outreach includes commitment of our time (our human resources) as well as the allocation of our monetary resources.
4. The Church should recognize that faithful stewardship requires not only sacrificial giving but care in allocating responsibly the resources entrusted to it.
5. The proportionate allocation of resources to international, diocesan, and parish levels should be determined by the most effective way in which the tasks of the Church including its outreach activities can be carried on and administered.
In adopting these guidelines, this convention expects that as they are followed at least fifty percent of the budgets at national, diocesan, parish, and mission levels will be spent for purposes and activities beyond ourselves.
POLICY ON
SURPLUS DIOCESAN BUDGETARY FUNDS
November 1979
Each year, if and when it shall appear to the Committee on Ways and Means that the budgetary items for the current fiscal year shall have been funded and that there shall appear to be an actual monetary surplus, the Committee shall notify the Board of Directors of the Episcopal Corporation of the amount of such anticipated surplus. The Board of Directors is authorized to take immediate, appropriate action; to develop additional programs for the extension of Christ’s Church; and/or to expend such funds for the Mission of the Church at home or abroad, in order to utilize such funds as responsible stewards of God’s gifts.
POLICY ON
WORKING CAPITAL SUPPLEMENT
As Revised by Diocesan Convention
November 1985
It shall be the policy of the Diocese of Iowa, that at the end of each year the Working Capital Supplement shall be adjusted to be equal to at least 20%, but not more than 25%, of the following year’s budget.
