Training
Training may take various forms including in-house or on-line training courses, off-site training, continuing education, on-the-job training and cross-training. BIC will provide opportunities for growth and development and you are expected to fully participate in professional development.
While your supervisor can provide the resources and opportunities for training, it is ultimately your responsibility to pursue your development. How to do this will be the result of discussions between you and your supervisor. Together, you can discuss how to best determine the most cost effective way to provide the necessary training and development.
You are allowed ten working days per year to participate in ministry opportunities outside the Be in Christ of Canada world. While you need to provide details and sufficient planning time, this is an opportunity for growth and development outside of Be in Christ’s ministry parameters.
Be in Christ also encourages staff to take one-half day every month or one day every other month for personal spiritual renewal. To do so, please advise your overseer prior to taking the half day or one day every other month.
Coaching and Discipline
Progressive coaching is about helping a staff member understand the expectations of the position or the organization and helping them to correct their behaviour when it strays from these expectations.
The root word of ‘discipline’ is ‘disciple’, which refers to being a student, in a place of learning. Progressive coaching or discipline is about teaching a staff member, and correcting behaviour through that process. Done well, progressive coaching allows a manager to share a concern with the staff member, discussion of the concern together, whereby the staff member is heard and learning that impacts corrective behaviour. In cases where a staff member is in need of coaching or does not follow BIC Canada’s policies or guidelines, they will be taken through steps to help to bring their behaviour in alignment with the expectations.
If progressive coaching is needed, your supervisor will promptly and positively identify the problem, or any infraction of a policy or an issue with conduct. The staff member will be informed of the problem and given an opportunity to discuss it with your supervisor. The dates and reasons for all discussions of this nature are to be documented in a note-to-file memo and placed in the staff member’s file for future reference, even in the case of a verbal warning.
Depending on the severity of the problem, reoccurrence of the misconduct and previous disciplinary record, the following forms of disciplinary action may be taken:
- Verbal warning (i.e., on first occurrence);
- Written warning (i.e., on subsequent occurrence in the case of a minor problem or on the initial occurrence of a serious problem);
- Second written warning (i.e., after repeated occurrences of a minor problem);
- Suspension with or without pay (i.e. after repeated occurrences of a serious problem);
- Dismissal (i.e., for severe offences only).
Each situation will be reviewed independently. It is understood that for serious breaches of policy or serious misconduct, immediate suspension and/or involuntary termination may be appropriate. That is, not all “steps” are mandatory.
Any decision to terminate a staff member must be made in consultation with the Executive Director or the Director of Ministry Development.