report of the new england conference - neumc.org€¦ · web viewequitable compensation...

New England Annual ConferenceUnited Methodist Church

Equitable Compensation [email protected]

Fall 2016 and Spring 2017Conference Year 2017

Grant Application Instruction Booklet

Contents:

1. Equitable Compensation Commission Mission2. Base Cash Salary and Maximum Award Size for 2017.3. Decision Process for Picking a Grant Application.4. Minimum, Special Minimum, Strategic, and Sustaining

Compensation Grant Eligibility and Requirements and Limits.5. Application Instructions.6. Application Process.

Important Reminder: This Application is due no later thanNovember 15, 2016

For all Grants to begin January 1, 2017

mailto:[email protected]

Equitable Compensation CommissionNew England Annual Conference

The United Methodist ChurchThe Mission of the Conference is to equip, connect, and support the local church. The

Commission on Equitable Compensation is a Conference resource committed to that mission. Further, The Commission exists to fulfill the requirements of Paragraph 625 of the 2012 Discipline. The members of the Commission recognize their judiciary and stewardship responsibilities in the operation of the Commission, and our deliberations and policy-setting actions are evaluated to make sure that we are acting fairly and in the best interest of the all parties involved in the Equitable Compensation process.

The Commission believes that Equitable Compensation is just one part of the total support congregations need in their quest to fulfill their vision and mission and will work with other Conference resources such as the District Superintendent, the District Finance Team, the Office of Congregational Development, the Conference Resourcing Team, the Conference Consultant Network, the United Methodist Foundation of New England, and others to meet its responsibilities. All Conference and ancillary resources, not just money, should be utilized to assist the local church. This is why the Commission has made it a requirement that congregations seeking support should also seek support from these other resources.

TABLE 1 Base Cash Salary for 2017:The New England Annual Conference set the following minimum Base Cash Salaries, based on the recommendation of the CEC. Our goal is to have the Base Cash Salary for clergy to be equal to a range of 50% to 60% of the average of the top 25 Base Cash Salaries paid by local churches in the Annual Conference.

EQUITABLE COMPENSATION PROPOSED MINIMUM SALARY SCHEDULE FOR 2017

Salary increases are $400 above 2016, based upon a 2016 CPI of .7%2016 Salary 2017 Salary

FE/PE/FD/PD/AM 40,000 40,400

3-5 Years 40,600 41,000 Additional $6006-10 Years 41,200 41,600 Additional $1,200

11-15 Years 41,500 41,900 Additional $1,500Over 15 Years 42,000 42,400 Additional $2,000

LP M.Div / Adv COS 38,200 38,600

3-5 Years 38,800 39,200 Additional $6006-10 Years 36,786 39,800 Additional $1,200


LP COS or Equiv. 37,200 37,6003-5 Years 37,800 38,200 Additional $600

6-10 Years 38,400 38,800 Additional $1,20011-15 Years 38,700 39,100 Additional $1,500

Over 15 Years 39,200 39,600 Additional $2,000

LOCAL PASTOR 36,200 36,6003-5 Years 36,800 37,200 Additional $600

6-10 Years 37,400 37,800 Additional $1,200

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TABLE 2 Maximum Award Size for 2017:

The following grant amounts are set by the 2016 Annual Conference and based on Minimum Base Compensation:Minimum compensation grant Up to 25%Strategic compensation grant Up to 40%Sustaining compensation grant

Up to 65%

*Less than full time will be prorated. ½ year grants will be at 50%.

To be eligible for an Equitable Compensation grant, a charge must:a. Pay Mission Shares in full or must demonstrate commitment to pay each year in full.

If Mission Shares are not paid in full, succeeding applications may be denied. Churches and pastors should note the relationship between payment of Mission Shares and payment of the pastor’s salary. (See Para 622 of the 2012 Book of Discipline. Churches are expected to pay minimum salary and at the same time pay Mission Shares).

b. Increase on an annual basis the amount of local support for the pastor’s cash salary

c. Conduct a stewardship campaign for financial support consisting of dated parameters and specific financial objectives directed to all members and constituency of a given church. Annual, reconcilable, and reportable results are to be indicated in the Lay Leadership section of the application.

d. Employ no additional ordained or licensed personnel for pastoral services.

e. Submit a Grant Application request by e-mail to your District Superintendent and the Commission on Equitable Compensation ([email protected]) no later than November 15 of the year preceding the grant.

f. EACH APPLICANT CONGREGATION MUST SUBMIT A COPY OF THE LAST EXTERNALLY AUDITED FINANCIAL STATEMENT ON THE FUND BALANCE REPORT FORM. An external audit must be performed every 2 years. This is to be inserted into Section 7a in the application form or sent as an attachment. For this purpose an external audit is defined as being performed by a person that is not a member of your church. One way to meet this requirement is to exchange auditors with another church.

g. If support is being sought for a multiple point charge only one application is needed. However, financial reports for each church in the charge must be included.

h. After deciding which grant type is appropriate for your church submit the initial application. The full form will then be provided by an assigned monitor from the Commission on Equitable Compensation. They are to be electronically completed and signed by the Pastor and either the Lay Leader or Ad Council Chairperson.

i. Complete the questions found in Parts 1-10 of the Grant Application Form.

COMPENSATION PACKAGE SPECIAL ARRANGEMENTS with MOU

In some instances and for very particular reasons, pastors and congregations make arrangements for compensation and benefits that are outside of the requirements outlined in this

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resolution. The Commission appreciates that such arrangements are warranted on occasion, and are in the best interest of the parties involved “provided that no member in good standing who is appointed to a pastoral charge is denied the minimum base compensation (2012 Discipline ¶ 625.9).” To maintain the integrity of the compensation and benefits system, the Commission recommends:

The specifics of such arrangements, including explaining how the arrangement provides for at least minimum base compensation as approved by the Annual Conference be spelled out in a Memorandum of Understanding that limits the conditions to one year. This may be as an addendum to the salary forms signed at Charge Conference, or as a separate letter included in the pastor’s and SPRC’s files.

The MOU shall be signed by the Pastor, the District Superintendent, and the SPRC Chair.

The MOU shall be reviewed and renewed annually. It is provided in the MOU that such arrangements have no impact on compensation and

benefits packages to be negotiated for future appointments. In the case where a salary package includes special arrangements regarding salary or

reimbursable funds, review of a clearly defined MOU will be required for consideration for any Equitable Compensation funds.

How to decide whether to apply for a Minimum, Special Minimum, Strategic, or Sustaining cash salary grant:

A church cannot apply for funding from more than one category of Equitable Compensation grant. These grants cannot be used to fund new staff positions, programs, or church improvements, either directly or indirectly. Please read the following descriptions of the three grant types for the New England Annual Conference, and determine if a Minimum, Special Minimum, Strategic, or Missional Grant type is appropriate for your situation. A new grant request must be submitted for each year.

Compensation Grants provide support for the pastoral appointment; they fulfill the requirements of ¶ 625 of the 2012 Discipline. Except for Sustaining Ministry Grants, the goal should be to bring this funding to zero by having each church become self-sufficient over time. While our United Methodist connectionalism requires this support, which is embodied in our Conference’s Mission statement, the Commission strives to have each charge independently support its pastor.

Based on the recommended minimum amount by Conference action, the maximum grant percentages listed within the Grant description would be permitted in accordance with ¶ 625.9 of the 2012 Discipline. Please note, grants will be determined based on eligibility and need as determined by the Commission on Equitable Compensation after consultation with the Pastor, the Charge and the Superintendent. Half-year grants beginning July 1 shall be counted as Year 0 for determining continued eligibility and will be eligible for up to 50% of the following schedules:

Definition of a Minimum cash salary grant:Minimum Cash Salary Grants are awarded for no more than four years, with the amount

of the grant size decreasing with each successive year. The condition of the grant is that congregations will engage in a strategic plan to increase revenues and/or decrease expenses to balance their budgets and eliminate the need for this grant. Congregations are also expected to increase their participation in the Mission Share activity of the Annual Conference, with a goal of 100% participation.

Each pastor appointed full time to a pastoral charge must receive base cash compensation equal to the Minimum base cash salary schedule that is voted on by the Annual Conference. Each Conference member or Local Pastor who is appointed less than full time to a pastoral charge is eligible to receive cash compensation at least in proportion to that schedule (2012 Discipline, ¶ 342). The Minimum compensation amount and guidelines shall be

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recommended by the Annual Conference Commission on Equitable Compensation and set by the Annual Conference. Clergy appointed to a local charge whose cash salary falls below the Minimum levels established by the conference may apply for a grant from the Annual Conference Fund for Equitable Compensation.

A Minimum cash salary grant provides temporary support for the pastoral appointment; it fulfills the requirements of ¶ 625 of the 2012 Discipline. This grant also recognizes that the goal should be to bring this funding to zero by having each church become self-sufficient over time. While our United Methodist connectionalism requires this support, which is embodied in our Conference’s Mission statement, the Commission strives to have each charge independently support its pastor. Churches wishing to apply for a Minimum Salary grant must pay exactly Conference set minimum salary plus any years of appointment addition.

Minimum Compensation Grant Eligibility and Requirements:

1. Minimum cash salary grants will be awarded on a four-year decreasing basis. Beginning at 25% of Base Compensation, declining 5% per year over a 4 year term. Minimum Compensation Grants are designed to be used for minor disruptions in Church life or when transitioning LP to Elder appointments (e.g., at Commissioning) or 1/4 time appointment increases.

Churches should not anticipate assistance from the Commission for more than four years for a Minimum Compensation Grant.

2. Churches wishing to apply for Minimum Compensation Grants must pay their pastors exactly the Minimum Compensation as determined by the Annual Conference

Special Minimum Compensation Grant Eligibility and Requirements:

1. Special Minimum cash salary grants will be awarded on a four-year decreasing basis. Beginning at 25% of Base Compensation, declining 5% per year over a 4 year term. Special Minimum Compensation Grants are designed to be used to support pastoral compensation for those affected by the redesign of the Minimum Compensation Schedule.

Churches should not anticipate assistance from the Commission for more than four years for a Minimum Compensation Grant.

2. Churches wishing to apply for Minimum Compensation Grants must pay their pastors exactly the Minimum Compensation as determined by the Annual Conference

Definition of a Strategic cash salary grant:A Strategic cash salary grant provides temporary support for the pastoral appointment.

Strategic cash salary grants are awarded to enable Strategic ministry where the skills of the pastor and/or the demands of the situation indicate particular need.

Beginning at 40% of Base Compensation, and declining 5% over a 5 year term, Strategic Cash Salary Grants are designed to be used for major disruptions in Church life or when transitioning appointment increases over 1/4 or from 1/2 to 3/4. In consultation with the Cabinet, may be used for Strategic Appointment initiatives and salaries above Minimum Base. In most cases, the Commission will expect the development and implementation of a Strategic parish plan, particularly focusing on financial stability by the end of the grant period. This grant focuses on the opportunity for growth and renewal in an existing charge or congregation. If the Strategic plan identifies new staff, programs, or building improvements, funding should be sought from other Conference resources for those items.

Sustaining Cash Salary Grants:

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Sustaining cash salary grants are subject to the following considerations are primarily reserved for Mission Churches. In some particular circumstances, ongoing support for pastoral appointments may be necessary outside the usual scope of the Commission’s grant assessment program. In these special cases, District Superintendents, in cooperation with the Commission may seek to make funding available to sustain ministry in a particular missional setting. If your Superintendent initiates a conversation with you about Sustaining Grant status, you will receive specific instructions on how to proceed at that time.

Decision Time:After reading the foregoing discussion about the grant types, determine whether a

Minimum, Strategic, or Sustaining grant type is appropriate. If nothing fits your needs, and your church/charge cannot pay its pastor, an Emergency Compensation Grant may be in order. Any pastor whose charge is unable to meet its compensation obligation has a right to an Emergency Minimum Salary Grant based on the Arrearage Policy of the Annual Conference and ¶ 625.9 of the 2012 Discipline. In these cases, the Pastor should immediately contact her/his District Superintendent, who shall immediately contact the Commission on Equitable Compensation. Working with both the local Church and the Commission, the Superintendent will work to assure the Pastor is paid for the remainder of the appointive year. If the Cabinet determines a need for the appointment to continue beyond the appointive year, the District Superintendent shall instruct the Church/Charge to apply for one of the regular categories of supplemental grants, in consultation with the Commission on Equitable Compensation.

Instructions and Application Forms:There is 1 Grant Application Instruction Booklet (which you are now reading), with an initial (i.e., first year, PRELIMINARY) application embedded in it. The Instruction booklet is organized to allow the charge and pastor to determine the appropriate grant type for their particular situation. The Applicants may only apply for one category of grant. All grant forms require a computer with Microsoft Word and Excel installed, at a minimum of Office 2000. If using a newer version of Office, please save all forms in the ‘Legacy’ .doc format, NOT .DOCX FORMAT for ease and uniformity of assessment.

PLEASE NOTE: Upon receiving the completed Initial Grant, the chairperson of the Commission on Equitable Compensation will assign a Grant Monitor who will send you a FULL LENGTH GRANT APPLICATION and will assist you in completing that form if you have questions. COMPLETION OF AN INITIAL GRANT WILL NOT QUALIFY AS COMPLETION OF A FULL-YEAR GRANT APPLICATION.

Churches with no computer or internet access: The Commission recognizes that there may be some churches in the conference without access to computers. In such instances, contact your District Office or the Commission chairperson for further instructions. Please note that the responsibility for completing the application and submitting it on time remains with the applicant congregation and that these applications are still due to the Commission chairperson and the District Superintendent NO LATER THAN NOVEMBER 15.

Once the charge decides on the grant type for which it will make application, it should:

Fill in the form electronically, and e-mail the form to the Commission Chairperson ([email protected]) and to the District Superintendent NO LATER THAN NOVEMBER 15. Use a subject line as follows: Name of Church, City, State, Initial Grant Application. (Example: Wesley UMC Concord NH Initial 2017)

Once you have submitted an initial grant application, a monitor will be assigned to you who will send you a full grant form to complete. These template forms allow direct entry of typewritten information, as well as a “cut and paste” option in locations where essay or tabular information is needed (such as Part 7a Audit Information, Parts 9 and 10). The basic rules for grants changed substantially for 2015. Also, since 2012 the application process has changed for both initial

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(first year) and renewal grants. For both First Year and Renewal Grants the full grant forms will be distributed to the applicant congregations by their assigned Commission on Equitable Compensation Grant Monitor. In the case of First Year Grants you will receive these forms after submitting your initial application and will be due to the Chairperson, your Monitor and your District Superintendent No Later Than December 5. In the case of Renewal Grants these forms will be emailed to you by your monitor and will be due to the Chairperson, your Monitor and your District Superintendent No Later Than November 20.

All sections must be completed for the application to be considered by the Commission . The file is set up as a form - therefore, you will need to use the tab key or your mouse to move from one entry location to another within the form. Some sections have the option of “Cut and Paste” information into the application from other applications; some sections have pull-down menus for automatically filling in the required information.

Note: When saving the file, rename the file as follows: Church Name, City State, Initial, Minimum, Strategic, or Sustaining 2017 Grant.

If applicants experience difficulty with this process or need examples of financial reporting, please call either a member of the commission or refer to the denomination’s GCFA website for examples of Financial Statements and Budget Plans.

Filling in the forms:The Pastor and Church complete the application by filling in the indicated blocks in the file. The file is in template format, so only data entry may be made – the format of the application cannot be changed.

These template forms allow direct entry of typewritten information into the MSWord file. The file is set up as a form - therefore, you will need to use the tab key or your mouse to move from one entry location to another within the form. Parts 7a, 9, and 10 have the option of “Cut and Paste” information into the application from. Part 8 has pull-down menus for automatically filling in the required information.

Part 7 is an Excel embedded form which only allows information to be inserted into the shaded areas. Please be sure to completely fill in the income and expense for the previous year, current year to date and next year’s budget. The following Expense and Income information for each church must be included in Part 7 of the application for:

a. Previous Year-end report b. Current year-to-date status c. Next year Income and Expense Budget projections

Indicate how “investment income” is used in the ministry of the church in Part 7 of the Financial Statements) of the application. If earnings are being accumulated, what are their designated purposes as a ministry of the church?

Please note that while Travel, Continuing Education, Professional Expenses may be individually adjusted up or down the total of the 3 must be at least the total listed in the grant application form after it is completed.

If you can’t find a line to enter specific information, then total up all the amounts for unlisted categories and enter it in “other”. If “other” is greater than 10% on the total income and or expense, please send an explanation under separate cover for the major items included in “other”. Failure to include all information will cause delays and may result in a smaller award.

Part 7a EACH APPLICANT CONGREGATION MUST SUBMIT A COPY OF THE LAST EXTERNALLY AUDITED FINANCIAL STATEMENT ON THE GCFA FUND BALANCE REPORT FORM. An external audit must be performed every 2 years. This is to be inserted into Section 7a in the application form or sent as an attachment. For this purpose an external audit is defined as being performed by a person that is not a member of your church. One way to

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meet this requirement is to exchange auditors with another church. The auditor does not need to be a CPA.

If applicants experience difficulty with this process or need examples of, please call either a member of the commission or refer to the denomination’s GCFA website for examples of Financial Statements and Budget Plans. Part 8 is another Excel embedded form. Enter the total number of years under appointment in line 5, Lines 2, 3, 4, 6, 7 are “pull down menus”. Missional has an additional “New Church Start” pull down menu. These pull down menus are explained in the forms. All other figures are automatically calculated based on the information that is entered in the pull down menus. Caution! Part 8 is setup to calculate the minimum salary, award etc correctly only after all the information is entered.

The Pastor sends one copy of the Application to:1. The Commission on Equitable Compensation, by email

([email protected]) no later than Nov. 20 (for renewal grants) or December 5 (for new grants).

2. The Commission on Equitable Compensation, David Nicol by e-mail ([email protected]) no later than Nov. 20 (for renewal grants) or December 5 (for new grants).

3. Your Equitable Compensation Grant Monitor, no later than Nov. 20 (for renewal grants) or December 5 (for new grants).

4. The Office of the District Superintendent by e-mail no later than Nov. 20 (for renewal grants) or December 5 (for new grants).

5. Note: Be sure to keep a copy for the church and your use.

Application Requirements:

Application Packet Instruction for the Pastor

The Application is to include the following:

1. Be sure the Pastor and Lay Leadership fill out the form. Your District Superintendent and the Chair of the Commission on Equitable Compensation must receive this document by November 1. The pastor and the church should keep copies of the entire application packet.a. “Church’s History of Receiving Financial Support”

1) “Grants other than Equitable Compensation” includes any other financial support from the New England Conference, the Board of Global Ministries, or any other grant source (secular or otherwise).2) Prior years’ grants from Equitable Compensation Commission or other entities are to be noted, including the amount of grants awarded.

b. “Pastor Information” - “Years of service” means the total years under Episcopal appointment, prorated for part-time service, through Jan 1 of the grant year—this number should match the most recent years of service in the current journal plus the current appointment year.

4. If support is being sought for a multiple-point charge, only one application is needed. However, the financial report(s) are required for each church in the charge.

Application Notes:

1. Vouchered travel expenses, continuing education, parsonage, and other ministerial expenses through an Accountable Reimbursement Plan should be paid by the church in

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addition to Base Cash Salary. List that information in Part 7 of the application where indicated.

2. Less than full-time pastors are entitled to a prorated portion of the minimum salary, as found in the calculator on page 2 of this booklet.

3. Questions concerning this form or the process may be addressed to the Commission Chairperson or your assigned monitor.

4. Full-calendar-year applications (January - December) are due no later than November 1, with notification back to the applicant during January if the application is complete. Once the application is approved, check distribution begins in January. For applications approved in December, checks will start in January of the year of the grant and will be issued on a monthly basis thereafter. It is critical that churches gather and submit the requested information in the specified format by the required date. The Commission and the Cabinet review cycle is at fixed times in December and June.

5. Mid-year applications (July – December) due date is before Annual Conference, with notification thereafter. Checks will start in July and will be issued monthly.

Application process:Since the Equitable Compensation Commission application is now available as a fill-able Microsoft Word .doc document, the application process is to be completed electronically. The process flow of the application includes the following step:

The Pastor sends one copy of the Initial Grant Application to:a. The Equitable Commission Chairperson, David Nicol by e-mail

([email protected]) no later than the due dateb. The Commission on Equitable Compensation Chairperson, David Nicol, by e-

mail ([email protected]) no later than the due datec. The Office of the District Superintendent by e-mail no later than the due date.d. Note: Be sure to keep a copy for the church and your use.

4. A church or a charge cannot apply for funding from more than one category—however, the initial application form is designed to help you ascertain whether you have selected

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ApplicantCongregation

Equitable Compensation Chairperson

[email protected]

District Superintendent

Cabinet Representative

Cabinet Recommendation



the correct category of grant, and to provide you the assistance of a monitor to correctly complete your full grant form.

For the District Superintendent:1. The District Superintendent reviews the Application Packet as submitted by the pastor for

determination of completeness.

2. The District Superintendent answers the questions in Part 11 (District Superintendent Reflections).

3. The District Superintendent sends the file to the Equitable Compensation Commission Cabinet Representative by December 10 of the year preceding the grant year.

4. The District Superintendent sends a Summary of District Grant Requests including church number, church name, pastor’s name, type and amount of the request to the Commission Chairperson via the Cabinet Representative to the Commission.

5. The District Superintendent brings the application to the Cabinet for review and consideration.

For the Cabinet and Cabinet Representative to the Commission:1. The Cabinet reviews the application.

2. The Cabinet discerns how this congregation and pastor support the vision and mission of the New England Annual Conference, and how the Annual Conference can best “equip, support, and connect” with this congregation.

3. Based on the application process, the Cabinet Representative reviews all of the requested information and comments and forwards their recommendations to the Equitable Compensation Commission Chairperson ([email protected]) no later than the December meeting of the Commission.

Contact information for the Chairperson of the Commission

Mailing Address Equitable Compensation Commission, NEACc/o Rev. David NicolHampden Highlands United Methodist Church44 Kennebec RoadHampden, ME 04444

Telephone 207-200-5581

E-mail [email protected]

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NEW ENGLAND ANNUAL CONFERENCEOF THE UNITED METHODIST CHURCH

INITIAL APPLICATION FOR EQUITABLE COMPENSATION GRANTINSTRUCTIONS: First, save this file to your desktop before attempting to complete it. Save as (Name of church application).Please READ THROUGH THIS FORM FIRST, then answer ALL Questions. Any forms containing blanks will be returned to you. Note that this is an initial application. You will be required to complete more detailed information later. This application helps us determine if you are applying for the right type of grant to fit your needs. Enter responses in the space following the questions.

1. TYPE OF GRANT: Proposed Grant CategoryPlease enter above the type of grant you are thinking of applying for. The information you provide will help us help you determine if this is the right type of grant for you. Please consult the grant application instruction booklet before choosing a grant type. That information is available at the Conference web site under Form Finder ECC grant instruction booklet.

2. NAME OF CHURCH(ES): 3. DISTRICT: Select Your District4. ADDRESS OF CHURCH(ES): 5. TELEPHONE NUMBER: 6. E-MAIL: 7. NAME OF PASTOR: 8. STATUS: Select Your Clergy Status9. TELEPHONE NUMBER: 10. E-MAIL: 11. PASTOR’S YEARS UNDER EPISCOPAL APPOINTMENT: 12. PASTOR’S MINIMUM SALARY:

Please consult with the pastor to find out the correct number of FT equivalent years that the pastor has been under Episcopal appointment

13. PASTOR’S CONTRACTED SALARY AS DETERMINED AT THE RELEVANT CHURCH/CHARGE CONFERENCE OR AT APPOINTMENT:

This salary may be higher than the Minimum if you are applying for a Strategic or Sustaining Grant. For Minimum Salary Grants, the amount will be the same as above.

14. CHURCH REVENUE/INCOME BUDGET : CHURCH 1 (2014): 2015: 2016: 2017: CHURCH 2 (2014): 2015: 2016: 2017: CHURCH 3 (2014): 2015: 2016: 2017:

15. CHURCH EXPENSE BUDGET :CHURCH 1 (2014): 2015: 2016: 2017: CHURCH 2 (2014): 2015: 2016: 2017: CHURCH 3 (2014): 2015: 2016: 2017:

Year means calendar year. If you are applying for a 2013 grant in the Fall of 2012, you are in-putting the numbers for 2011 (previous year) 2012(current year) and 2013 (next year, which will be a projection).

16.TOTAL MISSION SHARES PAID: YTD or Year End Projected or YTDCHURCH 1 2014: 2015: 2016: 2017: CHURCH 2 2014: 2015: 2016: 2017: CHURCH 3 2014: 2015: 2016: 2017:

17. ENTER THE YEAR OF YOUR LAST EXTERNAL AUDIT (Done by someone who is not a member of the congregation)

CHURCH 1: CHURCH 2: CHURCH 3:

18. PRIMARY REASONS WHY THIS GRANT IS NEEDED. (Please state clearly and succinctly. You will have an opportunity to go into detail later.)

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1.

2.

3.

19. WHAT IS THE PROJECTED LENGTH OF TIME THAT THIS GRANT IS NEEDED? 20. IS THE CHURCH CURRENTLY IN RELATIONSHIP WITH A COACH OR CONSULTANT? Select One21. DOES THE CHURCH HAVE A STRATEGIC PLAN? Select One22. ESTIMATE OF THE DOLLAR AMOUNT OF GRANT ASSISTANCE NEEDED IN YEAR ONE: 23. HAVE YOU BEEN IN CONSULTATION WITH YOUR D.S. ON THIS APPLICATION? Select One24. CONGREGATIONAL REPRESENTATIVE COMPLETING THIS APPLICATION: NAME: TELEPHONE: E-MAIL:

25. DATE APPLICATION SENT:

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