GC Handbook

• Introduction
• Senior Pastor Message
• The Dream - Vision, Values & Mission
• How to Read This Handbook
• Church Administration
• Campus Administration
• ITAG Internal Travel
• Accommodation & Guest Guidelines
• Financial Management
• Compliance and Legal Issues
• Church Management System
• Employment Information
• Role Descriptions (employment)
• Media and Marketing
• Church Activities and Programs
• Church Activities and Programs
• Connect Groups
• Leadership and Team Development
• Leadership and Team Development
• Multi-Location Operations and Strategies
• Multi-Location Operations and Strategies
• Policies and Guidelines
• Policies, Procedures, Forms and Tools
• Allergy Management Policy
• Anti-Discrimination Policy
• Anti-Harassment Policy
• Annual Hazard Review Form (Fillable PDF)
• Church Property Hire Agreement
• Church Life Team Policy
• Code of Conduct - Paid Staff and Ministerial
• Code of Conduct - Volunteer Worker
• Conflict of Interest Policy
• Computer Usage Policy 2025
• Detailed Action Plan for High Risks
• Event Risk Assessment and Action Plan
• Emergency Response Plan
• Employee & Organisational Record Retention Policy
• Firefighting Equipment Guidelines
• First Aid Guidance
• Focused Risk Management Plan
• Hazard Identification List
• Hazardous Substances Inventory
• Health And Safety Rules
• Hierarchy of Controls
• Hot Work Permit
• Housekeeping Checklist (Fillable PDF)
• Incident and Feedback Report Form
• Induction Checklist for New Employees/Voluntary Workers
• Job Safety Analysis / Safe Work Procedure Development
• Liability Release Form - Youth Activities
• Non Disclosure Agreement Policy
• Performance Review Policy
• Privacy Policy
• Register of Contractors
• Risk Management Policy Statement
• Safe Work Procedure Template
• Social Media Policy
• Safety Data Sheets Guidance Document
• Volunteer Child/Youth Leaders Application & Registration Form
• Volunteer Driver Application Form
• Volunteer Worker's Application & Registration Form
• Work Health and Safety Action Plan / Audit Tool
• Youth Camp Mobile Phone Policy
• Community and Cultural Engagement
• Community and Cultural Engagement
• Risk Management Plan
• Introduction
• Core Risk Management Framework
• Risk Identification and Assessment
• Risk Controls and Mitigations
• Specialised Risk Areas
• Emergency and Incident Management
• Insurance and Risk Transfer
• Compliance and Continuous Improvement
• Resources and Appendices
• Workplace Health and Safety
• Workplace Health and Safety Policy
• WHS Safety Protocols and Procedures
• WHS Health Policies
• WHS Roles and Responsibilities
• WHS Training and Communication
• WHS Inspection and Audit Procedures
• Safe Work Procedures Register
• Guidance Schedule for WHS Tasks and Policy Adherence
• Safer Churches / Safer Places
• GC Child Protection Policy
• Safer Churches – Roles and Responsibilities
• Safer Churches – Protection Guidelines
• Safer Churches – Reporting and Response
• Safer Churches – Training and Education
• Sustainability and Environmental Stewardship
• Sustainability and Environmental Stewardship
• Church Expansion and Planting
• Church Expansion and Planting
• Design Brief for Physical Spaces
• Appendices
• Appendix A

Introduction

Senior Pastor Message

I would like to take this opportunity to thank you all for being a part of our journey as Generocity Church. Administration is one of those areas that at times can be frustrating and yet is so incredibly necessary. I am so thankful for the people on our team that God has gifted in the leadership area of administration, who continue to underpin everything we do. Without such incredible leaders surrounding us, we would not be able to be the church that God has entrusted into our care.

It is our heart to do all we do with a spirit of excellence, being above reproach in matters of governance, safety, honesty and integrity. Along with this, we want to ensure that we are stewarding well all that God has entrusted to us. In order to do this, we depend on each of you.

We do not expect that everyone would be gifted in administration, however God has surrounded us with incredible people who have strengths and Spiritual gifts in this area in order to help us to develop this and hold fast to a spirit of excellence in all we do. As such, we have created this handbook as a tool to help you lead within your local campus. We hope this will bring clarity around the administrative expectations at a local level as well as the knowledge and tools to complete these tasks.

Whilst a lot of the content in this handbook is practical, there is an incredible spiritual element to administration, revealing character and growing our faith. We must never leave God out of anything we do, even seemingly the most practical of things, God is so interested in our response and our total reliance on Him.

“So whether you eat or drink or whatever you do, do it all for the glory of God.” | 1 Corinthians 10:31 (NIV)

Senior Pastor Caleb Dwyer

The Dream - Vision, Values & Mission

GENEROCITY CHURCH: (The Dream)

Generocity Church has a range of diverse locations in regional, rural, and coastal Australia, and into the hills of Nepal. We live and lead with a commitment to become more like Jesus Christ, and a determination to grow in courageous influence for God's Kingdom.

Fostering an unquenchable desire to awaken our communities to the closeness of Jesus, we are passionate about seeing lives transformed through the power of the Holy Spirit, and by the truth, love and grace of God’s word. We hope every person can discover their identity in Jesus because we believe everyday people are called to have an eternal impact for an extraordinary God!

VISION: (What we aim to achieve)

We cultivate discipleship communities where lives are restored and transformed, as together we know, grow, live and share in the love of Jesus.

VALUES: (Who we will be while achieving our vision)

1. Personal Impact - 1 Peter 4:11, Romans 12:1-2, Matthew 5:13-16 | We are personally committed to use all that God has given us to impact the world for His glory. 

2. Thankful Hope - 1 Thessalonians 5:18, Romans 15:13, 2 Corinthians 4:16-18 | We live with faith-filled thankfulness and steadfast hope in all situations.

3. People Matter - Matthew 22:37-39, John 13:34-35, 1 John 4:7 | We believe every person is valuable and deserving of love, respect and care. We move beyond our comfort to care as Jesus cares. 

4. Purposeful Prayer - Colossians 4:2, 1 Thessalonians 5:16-18, Philippians 4:6 | We are devoted to conversations with God throughout our day.

5. Spirit Led - John 16:13, Galatians 5:25, Romans 8:14 | We are sensitive to hearing and responding to Holy Spirit.

6. Humble Growth - Ephesians 5:21, Philippians 2:3-4, Colossians 3:16 | We approach situations humbly seeking to submit to, and learn from one another as we grow.

LEADERSHIP CULTURAL IMPERATIVES: (Who our leaders agree to be) 

1. We lead with a multiplier mindset - Hebrews 10:24 | We champion the call, gifts and talents of others, even when it means we go unseen. 

2. We lead with authenticity, integrity and humility - 1 Peter 5:2-3 | Discipleship is our life, leadership is our privilege. If any task is below us, then leadership is beyond us.

3. We’re connected and accountable -  Ecclesiastes 4:9-10 | We build strong connections based on shared values, responsibilities, and care for each other.

4. We have courageous conversations - Ephesians 4:15, Proverbs 27:6 | We have the right conversation, at the right time, with the right people, in the right tone. 

5. We honour all people - Matthew 7:12, James 3:9 | We choose to treat all people as being in the image of their Creator. 

6. We prioritise God’s presence - 2 Corinthians 3:18 | We prioritise seeking God’s transforming presence rather than our performance. Leading to motivate a movement of people, rather than propagate programs for people

MISSION: (How we will achieve our vision)

Connecting our communities to Christ by building disciples of courageous influence:

 People who:

• Know Jesus 

• Grow in Jesus

• Live like Jesus

• Share Jesus

Each location will:

• Host Life Giving Sunday Gatherings

• Promote Connect Groups

• Undertake Prayer and Fasting

• Commit to Community Partners and Projects 

• Celebrate GC Conference and Youth Camp

Discipleship Culture Indicators (DCI's) 

What: A range of measurable indicators designed to help inform our pursuit of creating a discipleship culture in all Generocity Church locations.  

Why: Because His vision of a Church filled with disciples of all nations (Matt 28:19-20) is our Mission. Creating an environment of discipleship that empowers followers of Jesus to live and love like Jesus in our communities, while themselves raising more disciples is our purpose.

How: Each Lead Pastor selects at least two indicators of the 4 discipleship imperatives to focus on over a 12-month period. Our Senior or Executive Pastor may ask us all to focus on individual indicators for a season.

MINISTRY PHILOSOPHY: (What we believe about ministry and the structure that supports it)

1. We believe Jesus Christ is the Head of our Church.

2. We believe in the Apostolic Church where the gifts and fruit of the Spirit flourish in men, women, young and old. 

3. We believe the 5-fold ministry is called to equip the body of believers to partner in God’s redemptive story and fulfil the great commission.

4. We believe in bringing heaven to earth everywhere we see brokenness today. 

5. "We believe the Spirit and structure are important. Our church functions best when structure serves what the Spirit is doing. We outwork this in humility and community. Philippians 2:3, Galatians 6:3 and 2 Corinthians 13:1".

6. We do not back down when God leads us to new things.

7. We are committed to sharing our resources and gifts.

8. We are locationally motivated, centrally supported, and unified in our vision, values, and mission. 

9. We are creatively outworking the Discipleship Imperatives in all locations. 

10. We are connected, celebrating a win for one location as a win for all locations.

How to Read This Handbook

Church Administration

Campus Administration

As a church committed to creating discipleship communities across Australia, effective campus administration plays a vital role in fostering environments where everyday people can live in transformative relationship with Jesus. Our administrative framework supports our mission while ensuring each location can flourish in its unique context.

Serving Through Administration

Campus administration embodies our value of Personal Impact (1 Peter 4:11), using all God has given us to support His work through our church communities. This section provides essential guidance for managing our diverse campuses, encompassing volunteer engagement, employment practices, and specific roles that enable our mission.

Volunteer Engagement: Discipling Through Service

We approach volunteer recruitment and rostering as an opportunity for discipleship, reflecting our commitment to help people know, grow, share and live like Jesus. This aligns with our Leadership Cultural Imperative of leading with a multiplier mindset (Hebrews 10:24).

Recruiting & Rostering

• Flexibility is key in fulfilling roles across our diverse campuses. Each campus must consider the unique talents within its congregation and adapt accordingly. It's crucial to focus on developing individuals through apprenticeship, aiming for their growth in God's purpose, rather than just completing tasks.

Rostering Process

• Preach rosters are prepared by the Executive Pastor using Google Spreadsheets which you can find on Base Camp, before being uploaded to Planning Center by the Executive Pastor.

• Lead Pastors and Campus Administrators are responsible for rostering local positions within their campuses.

• Communication and planning are essential, especially where individuals have overlapping roles across different departments. Please wait to roster your team, until the Cross campus one is up on Planning Center. This will be communicated through Base camp and Staff Tuesdays.

Volunteer Requirements

• Volunteers, especially those involved in GC Kids and GC Youth, will need to obtain a Working With Children Check as well as complete Safer Churches Training every three years, and the volunteer declaration form.

• Regular reviews and adherence to the Code of Conduct are expected from all volunteers and employees.
  For more detail on these requirements, find the Safer Places Chapter in the Handbook.

Employment Guidelines: Stewarding Our Resources

Our approach to employment reflects our value of Humble Growth (Ephesians 5:21) and our commitment to strong accountability.

Employment of Paid Staff

• The hiring of paid staff is under the oversight of Senior Pastors and the HR Team.

• Staff members receive an employment contract, role description, and must complete necessary forms and checks.

• Salaries are set in accordance with current standards and reviewed annually.

Applying for Leave as Paid Staff

• All types of leave are applied for through the Employment Hero Work app (previously called SWAG) on your phone or by using the employee portal found here

• For help using the Employment Hero Work app (previously called SWAG), see here

• Mandatory annual leave is to be applied for during the Christmas Closure each year 25th Dec to 1st of Jan and will be enforced by the HR team.  (Please note as per your contract Clause 34.1)
• Please note various types of Leave as how they are to be used (contract Clause 11-18) see Factsheet

Campus Leadership Roles: Cultivating Spirit-Led Communities

Our leadership structure reflects our belief that Jesus Christ is the Head of our Church, implemented through roles that embody our Leadership Cultural Imperatives.

Lead Pastor Role

• Lead Pastors are responsible for the overall health, development, and impact of their local church.

• They ensure effective communication and decision-making regarding volunteers and team leaders, coordinating with both the Cross Campus Department Leaders and Senior Pastors.

Campus Administrator Role

• The Campus Administrator assists in the administrative aspects of the campus, working closely with the Campus Pastors and this includes the preparation and planning of the cross campus preach rosters.

• Key responsibilities include meeting coordination, task management, and maintaining clear communication lines.

See the section on “Role Descriptions (Employment)” later in this handbook for more information on other roles that support the campus leadership.

Safer Churches: Honouring All People

Reflecting our value that People Matter (Matthew 22:37-39), maintaining safe environments across all our campuses is paramount. Our Safer Churches guidelines ensure we honour all people as being made in the image of their Creator while providing comprehensive protection for our community members. For detailed policies and procedures, please refer to the dedicated Safer Churches section later in this handbook.

Communication Systems: Connected and Accountable

Our communication infrastructure supports our commitment to being "locationally motivated, centrally supported" while fostering strong connections based on shared values and responsibilities.

Internal Communication

Internal communication includes all interactions between staff, volunteers, and local teams within Generocity Church. It supports efficient collaboration, alignment, and information sharing across our various locations.

Basecamp

Generocity Church uses Basecamp as our primary internal communication platform. Basecamp allows teams across various locations to collaborate effectively, organise projects, share resources, and stay informed through updates and discussions. All staff and authorised volunteers will receive an invitation to join relevant Basecamp projects, enabling clear and transparent communication that aligns with our shared values and responsibilities. For assistance with accessing or using Basecamp, please contact your team leader or the Office Administor.

External Communication

External communication involves interactions with people outside of Generocity Church, including external stakeholders, partners, and the broader community. It is essential for presenting a unified and professional identity that reflects our values.

Generocity Church Email Accounts (Google Workspace Account)

Google Workspace Accounts are provided to paid staff and authorised volunteers. These accounts facilitate professional and secure external communication, reflecting our shared identity and values. For those not eligible for a Generocity Church email account, please use a personal Gmail account to request access to church resources through your team leader or Lead Pastor.

Group Email Addresses (Google Groups)

Google Groups remain in use primarily for external stakeholder communication, allowing external individuals to easily contact specific campuses, ministries, or departments through generic email addresses. This approach helps maintain consistency and continuity, especially during staff turnover, without relying solely on individual email accounts. Requests to create a new Google Group should be directed to your Lead Pastor or an Executive Pastor. Administration of these groups is managed by the Administration team.

Our communication systems are designed to support our vision of creating discipleship communities where everyday people make an eternal impact for an extraordinary God.

Church Letterhead

If you need to write a letter and want to use the GC Letterhead, this is done via Google Docs. Simply go to https://docs.google.com and use the GC Letterhead template to start your letter.

Once you have written your letter, make sure to name the Google Doc and move it to the folder you want to save it long term.

Asset Registers

It is important for both insurance and risk management that we maintain a concise and up to date register of assets. This is done via an online asset management system which can be found at https://assets.generocitychurch.com.au and is reviewed annually. The system is available throughout the year and you are encouraged to add new assets to the system as they are purchased. Likewise, if assets are sold, lost etc they should be removed from the asset register in a prompt timeframe.

For our insurance renewal which generally happen each February, we require an updated asset register. Each campus will be asked to review all the assets on their assets register through Jan/Feb each year. This ensures the annual compliance of keeping our asset register up to date.

Through these administrative frameworks, we support our vision of creating discipleship communities where everyday people can have an eternal impact for an extraordinary God. Each aspect of our administration serves to facilitate the work of the Holy Spirit in transforming lives and building His Kingdom through our local communities.

ITAG Internal Travel

Introduction: Living Our Connected Vision

As a church committed to "sharing our resources and gifts," we've developed these I-TAG (Inter-Campus Travel and Guest) guidelines to reflect both generosity and wise stewardship. We understand that creating discipleship communities across Australia requires practical support for those who serve across our locations.

It's impossible to create guidelines that cover every situation in our diverse context - from regional towns to coastal cities. That's why these guidelines aim to provide clarity while leaving room for Spirit-led generosity. As we live out being "locationally motivated, centrally supported," there may be times when a campus chooses to extend greater generosity than outlined here.

Who Do These Guidelines Serve?

These guidelines help us care for:

• Internal GC guests serving across our locations

• External guests who are part of our normal rostering system

• Immediate family members travelling with guests

They don't apply to:

• People choosing to travel to their home campus

• Special external guests (we have separate GC guest guidelines for them)

• Travel companions outside immediate family (guests cover these costs)

As we "build strong connections based on shared values," Lead Pastors will need to make room in their operations budgets for I-TAG expenses.

A Note About Senior Leadership - Our Senior and Executive Pastors, who carry broader oversight responsibilities, aren't expected to be hosted under these guidelines.

Supporting Those Who Serve

Fuel Support

Reflecting our value that "people matter," we provide practical support through:

1. Reimbursement at 20c/km, rounded up to nearest $10

2. Fuel gift cards generated by the Office Administrator

• Based on the preach roster and organised during the week leading into the preach event

• For additional travel needs, email info@generocitychurch.com

3. Cost coverage:

• Campus covers fuel when no accommodation needed

• GC Fund covers fuel when accommodation is required as the Campus covers the accommodation costs

Creating Safe, Welcoming Spaces

When distance requires accommodation (over 2.5 hours one way):

• Offer and Arrange flights if necessary (with Executive/Senior Pastor approval)

• Offer accommodation for:

• The night before a morning service, OR

• The night after an evening service

For shorter journeys (under 2.5 hours), accommodation remains optional but may be offered in the spirit of generous hospitality.

Home Hosting with Care and Dignity

While there's no obligation to host in your home, some leaders may offer to do so. This choice rests with the host, and we trust our leaders to provide:

• A safe, private sleeping space away from unrelated children/youth that meets the guests needs

• Clean, functional bathroom facilities

• A private area for preparation

• A safe, climate-controlled environment

Think of it as providing the basics you'd expect from an airBnB - this helps us honor all people as bearers of God's image.

The guest may request private accommodation if they feel uncomfortable being hosted under the above guidelines.

The Process

Using the Preach Roster organised by the Executive Pastor, the Office Administrator will pre-arrange fuel vouchers. This is generally completed the Monday prior to any travel happening.

The hosting campus should reach out to the guest at least one week prior to their arrival to gather information about their requirements. If accommodation is required, the details should be discussed and suitable arrangements made by the hosting campus.

If a voucher has been missed, or there are special requests, or if vouchers are required for travel that has happened outside of the preach roster, please get in touch with the Office Administrator.

Living Out Generous Connection

These guidelines provide our framework, but we celebrate when hosts and guests develop meaningful relationships that lead to arrangements beyond these basics. This reflects how "we build strong connections based on shared values, responsibilities, and care for each other."

Remember:

• Home hosting is always voluntary and can be refused by the guest

• When hosting, you represent our church's heart for people

• If you can't meet the basic hosting requirements, alternative arrangements must be made available

• Guest companions beyond immediate family remain the guest's responsibility

As we work together to "create discipleship communities across Australia," these guidelines help us support one another practically while being good stewards of our resources. They enable us to live out our commitment to being "connected and accountable" as we serve God's kingdom purposes together.

Reimbursement Matrix for Current Locations

Accommodation & Guest Guidelines

Financial Management

Introduction

As a church committed to "courageous influence in the Kingdom of God," our approach to financial management reflects our deep conviction that we are "personally committed to use all that God has given us to impact the world for His glory" (Personal Impact Value). This handbook outlines how we steward our resources across all campuses and locations in a way that enables us to "create discipleship communities across Australia and Nepal, where everyday people live in a restorative and transformative relationship with Jesus."

Our financial management practices are built on the foundation that "Jesus Christ is the Head of our Church" and our belief that "the Spirit and structure are important." As our Ministry Philosophy states, "Our church functions best when structure serves what the Spirit is doing. We outwork this in humility and community" (Philippians 2:3).

Campus Finance Model

In alignment with our value of Humble Growth and our leadership commitment that "discipleship is our life, leadership is our privilege," we've developed a finance model that balances Biblical principles with practical stewardship. This model empowers local leadership while maintaining unity across our church family, reflecting our commitment to being "locationally motivated, centrally supported, and unified in our vision, values, and mission."

Our financial structure is guided by four key principles that align with our church's values:

1. Transparency (Integrity) - Reflecting our commitment to authentic leadership

2. Accountability (Stewardship) - Demonstrating that "if any task is below us, then leadership is beyond us"

3. Flexibility (Vision) - Supporting our belief that "we do not back down when God leads us to new things"

4. Generosity (Value) - Expressing our conviction that "People Matter"

Campus Operations Account

The operations account is used by the campus or location connect to fund local needs like church supplies, catering, utilities etc. A share of the locations tithes are paid as income to the operations account. The categories used for expenses are:

Campus Community Engagement Account

This account embodies our mission to connect our communities to Christ, enabling each location to fulfil our value that "People Matter" through practical community engagement. The funds support initiatives that help people "Know Jesus, Grow in Jesus, Live like Jesus, and Share Jesus."

The community engagement account receives funds directly as donations or as income from community leases or from other community based sources. The account is used to fund the community engagement activities for a location. The funds are not shared outside of the location they were raised for unless otherwise decided by the local finance team and/or requested by the Board.

Campus  Faith Offering Account

The faith offering account receives funds directly from individuals or businesses during our annual faith offering events. The funds are usually used towards capital projects but can also be used for other local needs like employment, furthering community engagement opportunities or to support other needs throughout the wider church. The funds are not shared outside of the location they were raised for unless otherwise decided by the local finance team.

Account/Fund Management

Generocity Church manages various funds, including the GC Fund, HR Fund, Building Fund, and Operations Fund. Each of these funds is managed by a dedicated team of people chosen and approved by our Senior Pastors and the GC Board.

Conferences and Training

NSW State Conference is compulsory for Lead & Associate Pastors and their families to attend every 2 years. Campus budgets need to allow for registration, travel, and accommodation expenses. Any extra staff or team members attending need to be budgeted for accordingly.

Building Income Distribution

1. Any funds generated by a Commercial Lease (i.e. those leases that are of a commercial nature, have long terms, and have a commercial lease negotiated and prepared by Generocity Church) are distributed to the GC Building Fund. This allows Generocity Church to continue maintaining, developing, and purchasing building assets.
   
   

2. Any funds generated by a Community Lease (i.e. those leases that support community engagements, usually one-off events or short term, and have been organised by the local campus) are distributed to the Local Campus Operations Fund. This enables the campus to further their community partnerships by utilising those funds.

Asset Management

No sales or significant changes can be made to any physical asset, including equipment, without approval from the Senior Pastor, Executive Pastor, or GC Board.

GST Returns

All GST returns are paid into the GC Fund. Any variation to this must be considered and approved by the GC Board or their delegated representatives.

By adhering to this finance model, we ensure that our church remains transparent, accountable, flexible, and generous in its stewardship of the resources God has entrusted to us. This enables us to effectively support the growth and impact of our church while empowering local leadership to make decisions that best serve their communities.

Distribution of Tithes - Campus

At Generocity Church, our regular Tithes and Offerings are allocated to six key areas:

1. Local Operations: This budget covers expenses such as utilities, hospitality, cleaning supplies, and local outreach initiatives. Any excess funds in this area are used to support local vision and requirements.

2. HR: This area includes expenses related to staff salaries, benefits, and professional development.

3. GC Fund: The GC Fund covers costs associated with the overall operation of the church, such as insurance, professional fees, and cross-campus events.

4. Building Fund: This fund is dedicated to the maintenance, improvement, and acquisition of church properties.

5. Ministry Fund: The Ministry Fund supports various ministries within the church, such as GC Kids, youth programs, and outreach projects.

6. The Horizon Project (THP): THP focuses on church planting, missions, and community engagement initiatives.

These six key areas work together to support our mission of building disciples who Know Jesus, Grow in Jesus, Live like Jesus, and Share Jesus:

• Local Operations: Enables our locations to be life-giving spaces where people can encounter Jesus

• HR: Supports our team in leading with authenticity, integrity and humility

• GC Fund: Strengthens our ability to be 'locationally motivated, centrally supported'

• Building Fund: Creates spaces for discipleship communities to gather and grow

• Ministry Fund: Resources our mission to see lives transformed

• The Horizon Project (THP): Extends our courageous influence across Australia and Nepal

The distribution of finances across these areas is assessed, reviewed, and budgeted annually by the GC Board and GC Exec Team. This process involves analysing revenue trends, previous expenditure, and planned expenditure to determine the appropriate allocation percentages.

For a more detailed explanation of these topics, please refer to the attached 'GC Finance' PDF, which is also available on our website. This document can be shared with congregation members who wish to gain a deeper understanding of our financial structure.

GC Giving and Financial Model

Dealing with Money

Deposit Books:

Each campus is provided with a deposit book for the main GC Fund account and the THP account. If a new deposit book is needed, please email info@generocitychurch.com to request one. It is important to note that deposit books should not be re-ordered through the local bank branch, as they will be sent to the Cross Campus Team.

Giving/Deposit Form:

Whenever a deposit is made, a Giving Form Giving Form - CBA must be completed. This form should be completed by the host team as part of the Sunday giving collection and processing. Once completed, the form needs to be emailed to info@generocitychurch.com as soon as possible, ideally on the same day. A high-resolution photo or PDF scan of the form is acceptable.

Online Giving:

Our online giving platform is Tithely https://tithe.ly/ with dedicated location specific links listed on the websites ‘Give’ page https://www.generocitychurch.com.au/give/. Tithely also has an app that makes setting up and managing tithes and donation very easy. Recurring payments are supported.

Guidelines for Processing Cash Donations

These guidelines are to ensure the smooth operation of banking and the protection of each person involved in the money handling process. This is for Sunday giving, cafe, THP etc.

During Service

• It is the responsibility of the head host to oversee the collection and counting of the Sunday giving. This is usually performed by the Ushers as approved by the local Campus Pastors

• After giving is collected, the giving is counted immediately

• The counting may be delayed by up to 5 days if there is a security safe for the giving to be kept in. In such a scenario, at least 2 people must witness the storing (and future recovery) of those monies with the remaining steps below to be followed when the giving is counted

• Counting must involve at a minimum 2 unrelated people

• Money should be counted separately by each individual

• A Giving Form (found Giving Form - CBA) is to be completed and signed by each individual

• The banking deposit slip is to be filled out and the money is to be placed in the sealable Deposit Bag ensuring all compartments are completely sealed. Please note there is a separate compartment for cheques and deposit slips.

• The ‘Client Copy’ sticker with the bag serial number must be taken from the deposit bag and placed onto the paper giving form

• The giving form is then to be scanned or photographed and sent to info@generocitychurch.com. This should be completed as soon as the deposit bag is sealed and before deposit at the branch

• The lead pastor needs to designate a person to complete the physical deposit of the monies. The bag is to be kept in a secure place until collected by this person, along with any additional banking that has taken place during the week
  

Post Service

• The banking must be deposited in person at the branch
  

DGR Funds (Tax-Deductible Donations)

Must be used for:

Direct Benevolent Relief Activities:

• Emergency financial assistance, food, clothing, and shelter for people in need

• Healthcare support and medical assistance for disadvantaged individuals

• Housing assistance and homelessness prevention services

• Crisis support and intervention services

• Educational support and scholarships for disadvantaged groups

• Employment assistance and job training programs

• Family support services and counseling

• Mental health and wellbeing programs

• Disability support services and equipment

• Support for victims of crime, domestic violence, or disasters

• Cultural and community programs for Aboriginal and Torres Strait Islander peoples

• Settlement services for migrants, refugees, and asylum seekers

• Veteran support programs
  

• Programs addressing social isolation and community connection

Administrative Costs (must be reasonable and directly related):

• Staff salaries for service delivery

• Office rent and utilities for service locations

• Program materials and resources

• Transportation costs for service delivery

• Insurance and compliance costs

• Technology and equipment for service delivery

General Fundraising Income - Can be used for:

All of the above, plus:

• Fundraising costs and activities

• Marketing and promotional materials

• Building reserves (within reasonable limits)

• Equipment and infrastructure improvements

• Research and advocacy related to your charitable purposes

Key Restrictions:

• Funds cannot benefit private individuals (except as legitimate beneficiaries)

• Cannot be used for political campaigning

• Must advance charitable purposes, not generate profit

• Must maintain proper records and reporting

Managing Campus Finances

As we "live and lead with a commitment to become more like Jesus Christ," our approach to campus financial management reflects both spiritual wisdom and practical stewardship. This section outlines how we handle the resources God has entrusted to us, guided by our leadership cultural imperative that "we lead with authenticity, integrity and humility."

Campus Budgets:

Each campus has been provided with an operations budget template as of November 2018. Although completing a budget is not compulsory, doing so will greatly enhance the campus's ability to meet its own needs and those of the community. The campus dashboard is a valuable tool for assisting in budget preparation, as it allows you to view current average giving, historical spending per expense category, and average monthly spend per expense category. If you need assistance locating or completing the budget template, the Executive Team are available to help.

Campus Reports & Dashboards:

To better support campus decision-making regarding finances, each campus is provided with weekly and monthly reports, as well as an interactive online dashboard. The dashboard is populated with comprehensive financial information specific to each campus, including giving trends, income and expenses, and transaction details. The dashboard can be accessed at https://datastudio.google.com, and access is granted to anyone associated with the campus email group.

Campus Weekly Report (Income)

This report is a PDF snapshot from your campus dashboard that is emailed to the campus email address every Monday at midday. The first page is the Campus Tithes overview and shows the campus giving for this week along with lots of other information around giving (averages, eft/online/cash split, comparison periods, trends).

Campus Monthly Report (Profit and Loss)

Each month, around the 15-18th, you will receive your Profit & Loss (P&L) report from the previous month. Due to the large number of transactions that need to be reconciled at the end of the month (including those reported against all our expense cards) this report cannot be produced any earlier. You are encouraged to read this report and to use the information to populate your Campus Operations Budget. To assist you, the list of Expense Categories in your budget are aligned with those in the monthly P&L. You will also receive a Balance for the campus Faith Offering account as part of your monthly P&L reports.

Generating a Supplier Invoice:

From time to time, the campus may need to supply an invoice for various reasons, such as building hire. To generate an invoice, please send a request to accounts@generocitychurch.com, providing the following details:

• Customer's name

• Address

• Phone number & email address

• Line item details (description of what the invoice is for)

• Amount to be charged

• Any special terms that were negotiated

WEEL Expense Cards:

Digital Expense cards are available to authorised individuals as a means of paying for expenses. These cards have a predetermined monthly limit.  If a permanent or temporary change to the monthly limit is required, please contact the Office Administor. Cardholders are required to retain all receipts for purchases made using the expense card. Reporting your expenses is completed by using the WEEL app or on the WEEL website at letsweel.com

Gift Cards

Gift Cards are often given as a way of preparing a financial gift for someone. You cannot give gift cards in lieu of a wage or as payment towards services or products supplied. A gift card is a one off (non-recurring) gift. 

Additional Financial Guidelines

Our financial protocols reflect our commitment to being "connected and accountable." As our Leadership Cultural Imperatives state, "We build strong connections based on shared values, responsibilities, and care for each other." These guidelines ensure we handle God's resources with integrity while empowering each location to have maximum impact in their community.

To maintain the integrity of our financial systems, cash donations are handled according to specific protocols designed to ensure security and accuracy in both handling and counting. These protocols include having two unrelated individuals count the offerings, recording the amounts on a giving form, and promptly depositing the funds.

Our financial responsibilities are structured in a way that empowers local campuses to make decisions that directly impact their communities while still maintaining appropriate oversight and accountability. This structure is based on four key principles:

1. Transparency: Financial information is openly shared with the relevant stakeholders.

2. Accountability: Campuses are responsible for their financial decisions and must adhere to established guidelines and procedures.

3. Flexibility: Within the boundaries of accountability, campuses have the flexibility to make financial decisions that best serve their unique needs and goals.

4. Generosity: Our financial management practices are rooted in the principle of generosity, as we seek to bless others and advance the Kingdom of God through the wise stewardship of our resources.
   
   

Payment of Invoices

All invoices are processed through the GC Office, with payment runs occurring on the first work day of each week. Invoices can be sent directly from the supplier to accounts@generocitychurch.com or forwarded by the Lead Pastor or Campus Administrator. It is crucial that invoices are forwarded promptly to ensure timely payment, as this helps maintain positive relationships with the local community and reflects our commitment to excellence and generosity. Invoices are paid by the due date unless otherwise arranged with the office.

Reimbursements

At times, church members or staff may make purchases that require reimbursement. In such cases, a Reimbursement Form must be completed and signed by the person requesting the reimbursement. These purchases should be approved by the Lead Pastor prior to the purchase to ensure alignment with the campus budget. The Lead Pastor must sign the reimbursement form as proof of authorization. The form and all supporting documents/receipts should be scanned into a single PDF and emailed to accounts@generocitychurch.com for processing and payment, which usually occurs every Monday morning.

Reimbursement Form

Dues

As a member of the Australian Christian Churches (ACC) movement, Generocity Church pays dues for our membership. These dues are calculated annually for each campus based on the following structure:

• ACC National Dues: 1% of Giving/Tithe income

• ACC State Dues: 1.5% of Giving/Tithe income

The payment of dues usually occurs around March each year. It is important for campus leaders to understand and support this act of stewardship, as it acknowledges our participation in the larger ACC movement. By paying dues, we gain access to various support services and resources provided by ACC to assist in running our church effectively.

Building and Property Maintenance

The following guidelines assist in determining the funding arrangements for building purchase and maintenance. They are only guidelines, Lead Pastors or Local Campus Building Teams should always consult with the Cross Campus Building Team prior to undertaking any significant expenditure or commitments.

1. Initial build/development will be worked through on a case by case basis with Local Campus Team, GC Cross Campus Building Team and the GC board.

   • Buildings or part thereof leased to a third party under a commercial lease (all monies of which go into the centralised building fund) is maintained by the building fund. If maintenance expenditure is required contact the GC Cross Campus Building Team to seek approval.

   • Buildings used by the local campus for church and community purposes are maintained by the local campus (through operations and/or faith offering).

2. If significant and/or unforseen spending is required for a maintenance issue (especially one involving WHS and/or insurance) the campus can apply for assistance in writing to the Board.

3. Significant redevelopment/improvement of buildings used by local campuses is funded by local campuses through faith offering, special fundraising and so forth.

4. Significant redevelopment/improvement of buildings used for commercial lease will be paid for by the Central Building Fund, unless it is part of an initial build/development in which case costs will be worked through on a case by case basis.

5. Air Conditioning Maintenance:

   • Professional servicing of air conditioning systems must be conducted annually. This cost will be covered by the GC Building Fund, subject to the following process:

     • The campus must obtain quotes for the professional service

     • Quotes must be submitted to the Office Administor for approval before booking

     • Once approved, the campus can proceed with scheduling the service

     • Detailed look at campus financial contribution and withdrawal to the GC Building Fund after which a decision will be made whether they are able to cost against GC Building Fund or local Campus operations. Decision will be made in writing. 

6. Campuses are responsible for regular maintenance between professional services, including:

   • Quarterly visual inspections of all units

   • Six-monthly filter cleaning (or more frequently if quarterly inspections indicate the need)

   • Prompt reporting of any issues or concerns to the Safe Places Executive Pastor
     
     

Events and Funds

Events are opportunities to live out our values of Personal Impact and People Matter. While maintaining financial responsibility, we encourage creative approaches that help everyday people discover their identity in Jesus and experience His transforming presence.

Event Budgets

The GC Board does require that events have a positive cash effect on finances. If the event is an outreach opportunity, then the event expenses can be considered from other sources with proper planning and approval.

If your campus runs a local event it is usually reported within your Campus Operations Fund. So any profit from the event will remain in the campus operations fund to be used by the campus. Likewise, any financial loss incurred by the event will be covered by the campus operations fund.

Accepting Payments for Events

If your campus is hosting an event and needs to receive funds (ticket sales, donations etc) then please organise this with the GC Office before giving out bank details or payment instructions. The advertised campus bank accounts are for the receiving of Giving (Tithes and Offerings), not for the management of campus events or campus funds.

Our church management platform can also be used to create events and accept payments.

Large Events and Reporting

If it is a large event and you require financial reporting at the end of the event (Profit and Loss), then please organise this with the office as part of your event planning.

A Note on Gifts

Generosity flows from our identity as followers of Jesus who are 'personally committed to use all that God has given us to impact the world for His glory' (1 Peter 4:11). As a church committed to courageous influence, we celebrate generosity as both an expression of Thankful Hope and a testimony to our belief that People Matter.

Living with 'faith-filled thankfulness and steadfast hope in all situations' (1 Thessalonians 5:18), we understand that generosity is more than a financial transaction—it's a Spirit-led response that transforms both giver and receiver. This reflects our commitment to creating discipleship communities where everyday people live in restorative relationship with Jesus.

We recognize the need to balance Spirit-led generosity with wise stewardship. While operational costs are primarily managed through our church budget, we celebrate when individuals are moved to express their personal impact through giving. This reflects our value of humble growth - acknowledging both the practical needs of ministry and the Spirit's work in prompting generous hearts. When someone expresses a desire to support specific ministry expenses, we direct their giving through the campus account, ensuring both accountability and the freedom to respond to God's leading.

One off expenses such as craft for GC Kids, morning tea items, or even larger items that may be given to be a blessing to the campus or ministries undertaken by that campus are accepted in the generous light given.

We desire for people to operate out of the freedom of generosity not the expectation.

Summary

Financial management at Generocity Church is more than just handling money—it's about stewarding resources to fulfil our vision of creating discipleship communities where "everyday people are called to have an eternal impact for an extraordinary God." Through these practices, we enable each location to live out our mission of connecting communities to Christ while maintaining the highest standards of integrity and accountability.

Remember, as our Ministry Philosophy states, "We are committed to sharing our resources and gifts." These guidelines help us do that effectively, ensuring that structure serves Spirit as we pursue God's Kingdom purposes together.

Compliance and Legal Issues

Introduction

As a church committed to "courageous influence in the Kingdom of God," we approach compliance and legal responsibilities as an expression of our value of Personal Impact - using all God has given us with excellence and integrity (1 Peter 4:11). This framework guides how we honor both our spiritual calling and our community obligations, enabling us to "create discipleship communities across Australia and Nepal" with wisdom and authenticity.

Governance and Spirit-Led Stewardship

Our approach to governance reflects our Ministry Philosophy that "the Spirit and structure are important." We believe that proper stewardship of legal and ethical responsibilities creates a foundation for Spirit-led ministry, allowing us to:

• Lead with authenticity, integrity, and humility

• Build strong connections based on shared values and responsibilities

• Honor all people as being in the image of their Creator

• Prioritise God's presence over performance

Compliance as Ministry Excellence

As we pursue our vision of "creating discipleship communities across Australia and Nepal," excellence in compliance demonstrates our commitment to lead with "authenticity, integrity and humility." This framework encompasses three key areas:

1. Governance Standards

• ACNC Compliance requirements ensuring transparent and accountable operations

• Australian Christian Churches standards maintaining our denominational integrity

• Local and state regulatory requirements supporting our community presence

2. People Protection

• Safer Churches framework reflecting our value that "People Matter"

• Working With Children compliance ensuring safe ministry environments

• Privacy and data protection honoring individual dignity

• Risk management practices demonstrating care for our church family

3. Mission Integrity

• External Conduct Standards for The Horizon Project

• International partnership protocols

• Financial accountability measures

• Cross-cultural engagement guidelines

These standards enable us to "bring heaven to earth everywhere we see brokenness today" while maintaining the highest levels of integrity in our operations. They provide the foundation for sustainable ministry growth and enable our locations to have maximum Kingdom impact in their communities.

Practical Implementation

"We outwork this in humility and community" (Philippians 2:3) through:

1. Connected and Accountable Leadership

• Clear reporting structures

• Regular compliance reviews

• Documented procedures

• Integration with Safer Churches policies

2. Courageous Conversations

• Open discussion of compliance requirements

• Clear communication channels

• Regular training and updates

• Proactive issue resolution

3. Spirit-Led Administration

• Balancing compliance with ministry needs

• Empowering local leadership

• Supporting growth and development

• Maintaining regulatory requirements

Key Focus Areas

ACNC Compliance

• Submit an Annual Information Statement (AIS) within six months of the reporting period.

• Maintain accurate records of activities and finances for at least seven years.

• Notify the ACNC of changes to Responsible People, governing documents, or details within 28 days.

• Adhere to ACNC Governance Standards for accountability, transparency, and lawful operations.

• Comply with External Conduct Standards for international activities and resource use.

• Fulfill financial reporting requirements based on charity size (Large: Audited financial reports)

• Ensure ethical fundraising and compliance with state and ACNC guidelines.

• Maintain transparency by keeping the ACNC Charity Register up to date and providing public information.

• Adhere to other legal obligations, including taxation, employment, and WHS laws.

The Horizon Project Standards

• External Conduct Standards compliance for international missions

• Risk management framework for cross-cultural engagement

• Partnership protocols reflecting our commitment to "bring heaven to earth"

• Integration with our value of Personal Impact in global ministry

Safer Churches Integration

As detailed in our Safer Churches section (Section 10), this encompasses:

• Comprehensive child protection framework

• Safe ministry practices for all programs and activities

• Regular training and screening protocols

• Clear reporting procedures for concerns

Financial Integrity

Drawing from Section 02, this includes:

• Transparent financial management systems

• Clear processes for handling tithes and offerings

• Proper stewardship of resources

• Regular auditing and accountability

Property and Asset Management

As outlined in Section 08:

• Building safety and maintenance

• Asset protection and risk management

• Maintaining an up-to-date asset register here

• Insurance coverage and compliance

• Facility usage guidelines

Employment and Volunteer Management

Based on Section 02:

• Fair employment practices

• Clear role descriptions and expectations

• Professional development opportunities

• Support for ministry growth

WHS Compliance

Detailed in Section 09:

• Comprehensive safety protocols

• Regular training and updates

• Incident reporting procedures

• Emergency response planning

Cultural Safety and Inclusion

Drawing from Section 07:

• Respectful engagement with diverse communities

• Cultural competency training

• Inclusive practices and policies

• Community engagement guidelines

Technology and Data Protection

• Secure information management

• Privacy protection

• Digital safety protocols

• Responsible communication practices

Ministry Operations

• Program safety and risk management

• Event planning and execution

• Community service standards

• Ministry effectiveness evaluation

Each of these areas reflects our commitment to being "locationally motivated, centrally supported, and unified in our vision, values, and mission." Through proper compliance, we create safe spaces where "everyday people are called to have an eternal impact for an extraordinary God."

For detailed procedures and requirements in each area, refer to the relevant sections of this handbook.

Summary

Our commitment to compliance and legal requirements flows from our value of Humble Growth and our belief that "we approach situations humbly seeking to submit to, and learn from one another as we grow." Through these frameworks, we create safe, accountable spaces where "everyday people are called to have an eternal impact for an extraordinary God."

Church Management System

Planning Center Online (PCO)

Introduction

Planning Center Online is a comprehensive church management software designed to streamline administrative tasks, enhance communication, and improve engagement within our church community. As our central hub for member information, ministry scheduling, event management, and more, PCO provides our team with powerful yet user-friendly tools to effectively serve our congregation. By utilizing this integrated system, we can focus more time on ministry and less on administrative tasks while ensuring all areas of our church operate cohesively.

PCO Applications

People

People serves as our central church database, storing contact information, family relationships and engagement history for everyone in our congregation. This powerful tool allows us to track attendance, manage follow-ups, and communicate effectively with our members.

Lists are vital to seeing your campus-specific information

Metrics will allow you to build your own dashboard for seeing all the data for your campus in one spot

Utilize the 'Database Migration' slide in your newsletters and Sunday gatherings to get people into the system

Groups

Groups enables us to organize, manage, and communicate with our small groups, ministry teams, and other church groups. Leaders can take attendance, send messages, share resources, and manage schedules, while members can easily find and join groups that interest them. This app helps foster community and discipleship by simplifying the logistical aspects of group participation.

Always ensure you select your campus tag in the settings

When creating locations for the group, name the location with the town/city you are in (this will make it easy for people to find the groups for your campus)

Go ahead and add in your groups

Ensure you select a tag (i.e., your campus)

When selecting that enrollment is open and visible on Church Center, these groups will be seen and can be able to be requested to join on the website

Services

Services streamlines our gathering planning and volunteer scheduling for Sunday Gatherings and other events. This app allows our worship and production teams to collaborate on service plans, schedule team members, share resources like chord charts and slides, and communicate effectively. With Services, we ensure our worship experiences run smoothly while reducing the administrative burden on our ministry leaders.

Naming Conventions in Services:

• Folders: Campus

• Service Types: Your different services that need either a run sheet or a roster

• Teams: The teams that we have for the service type (GC Kids, Creative, Sunday Experience)

• Positions: The positions required to fill the team (e.g., Worship Leader)

• People: The people that fill that team (e.g., Robyn Blackford)

• Templates: The template for your runsheet and what required positions you need to fill (e.g., 2 Baristas required)

• Songs: The GC Approved songlist

• Media: Not going to utilize too much, but is where media can be added in to be added to a runsheet

• People: Where you can see your teams and all the people and their permission level

Steps for Adding Team Leaders to Services:

1. Go to Services

2. Go to People

3. Click "Add Person"

4. Find the person and open their profile

5. Click 'Actions' and then 'Permissions'

6. Click in the 'Add Service Types or Folders' field and select the service type you want to give them editor access to

7. Drop the permission level down, select "Editor" and then save

Permission Levels:

• Scheduled Viewer: The basic access level for volunteers

• Editor: The permission level for team leaders

Steps for Adding Teams to Services:

1. Navigate to Services > Plans and then to your campus folder

2. Add a service type (campus - service name e.g., 'Wagga - Gathering') and select 'Add times'. DON'T SELECT THE TEAMS, just select finish

3. Click on 'Team Actions', then 'Manage teams'

4. Click on 'Add team' and call it 'Campus - Sunday Experience', or 'Creative Team' or 'GC Kids' (please don't use other names for now). Replicate the steps to create the teams you need. Add a team leader

5. Add position - click on 'Add position' which are the roster positions that need to be filled. You can make as many or as few as you like

6. Create a template - When in Gathering (service type), click on the Templates tab. Click 'Add Template' and type in a template name

7. Then click on 'Team Actions' and then 'Needed positions' and select how many people need to be rostered to each position (e.g., barista may need two people per Sunday, so select two)

8. While here, you can also make a template 'Order' for your run sheet (Not in video)

9. Go back to 'Gathering', go to 'Add plan' and add in the quantity of services you want to create. Make sure the template selected is the template you want to use, and then hit "Add [#]"

10. Now you can roster using the matrix

11. Each term you will need to do this again to create your next services

Rostering Checklist:

• Double check your Service Types, Teams, Positions, and People in Services are up to date

• Double check your templates

• Double check that you have enough dates in your plan for the term

• Hit the matrix to see all your services lined up and then build your rosters

Check-Ins

Check-Ins provides a secure and efficient system for GC Kids and other areas requiring attendance tracking. Parents can quickly check their children into age-appropriate rooms, while volunteers receive name tags, security labels, and attendance records. This system enhances both security and efficiency, allowing us to create a safe environment for our youngest members.

Check-In Usage:

• Check-Ins will be used for GC Kids, GC Youth, Gathering Attendance, and Prayer Meetings

• The easiest way to add check-ins in bulk is via a list at: https://people.planningcenteronline.com/lists

• Check in for GC Kids and GC Youth is via the Check in app.

• To see an overview of your check-ins, go to People > Dashboards and then to the Metrics tab

Registrations

Registrations simplifies the process of creating and managing sign-ups for events, classes, and programs. With customizable forms, payment processing capabilities, and automated communications, this app helps us organize everything from youth camps to membership classes with minimal administrative effort. Participants enjoy a streamlined registration experience, while our team benefits from organized attendee data.

Calendar

Calendar helps us coordinate facility usage, avoid scheduling conflicts, and communicate our church events clearly. By maintaining a centralized calendar, we ensure efficient use of our spaces and provide our congregation with accurate information about upcoming activities. This app integrates with other PCO applications to create a cohesive scheduling system across all ministry areas.

Mobile Applications

Church Center App

The Church Center app serves as our congregation's mobile gateway to engage with our church. Through this user-friendly application, members can:

• View and register for upcoming events

• Join groups and access group information

• Check children into appropriate classes

• Update personal and family information

• View their rosters and block out dates they cannot volunteer on.

Church Center puts the most frequently used features of Planning Center at your fingertips, making it easier to stay connected with our church community throughout the week.

Planning Center Apps for Ministry Leaders

Ministry leaders can download specific Planning Center apps corresponding to their area of service:

• Services App: Allows worship team members to view  and edit schedules, access music resources, and block out dates

• Music Stand: Allows the worship team to view the chord charts live on an iPad or phone that can sync with the key and other devices. 

• Check-Ins App: Enables GC Kids volunteers to manage the check-in process from a mobile device

• People App: Provides ministry leaders secure access to contact information and communication tools

These specialized applications empower our ministry leaders with mobile access to the tools they need to serve effectively, whether they're at church or on the go.

Video Tutorials:

People Overview

Services Overview

Check In Overview

Groups Overview

How to Add Teams to Services

How to Add Team leaders to Services

CHEX

Introduction

To manage our Safer Churches requirements, we have developed a system named CHEX. It can be access from https://chex.generocitychurch.com.au 

LOG IN

Log in to chex.generocitychurch.com.au and have a look at what people will be seeing and doing. This will help you help them, and its possible that your info may need updating too.

PROCESS

TO GET NEW VOLUNTEERS READY for serving, the process is:

1. Add them to the team and position that they will be serving in, you do that in 'services'.

2. This will trigger for them to receive an email about updating their information with GC.

3. Once they log in to chex and update the required information, the safer places team will verify the documents etc (allow up to a week) and it will update their 'background check' in PCO. This looks like a little green shield on the profile page.

4. Now they are ready to volunteer.

Checking Volunteers Status

If you want to find out the status of a volunteers background check and what they are required to do, the following procedure can be followed.

1. Check your campus list in people on Planning Center. Each campus has a list of people who are in teams in Services but don’t have a valid background check. This can be found here. If they are in this list, then we are missing a type of documentation, either a valid Volunteer Declaration, a valid Working with Childrens Check or a valid Safer Places Certificate. Also, if they are in this list, they have already been emailed previously asking them to log in and see what is required to be updated. 

2. Contact the volunteer and ask them to log in to chex to see what they are missing. This keeps the language and actions consistent for the volunteers. 

3. If they log in and have everything up to date and valid, but they don’t have a green tick on the Background Check on Planning Center, please reach out to saferchurches@generocitychurch.com

4. If they log in and require something to be updated, they will need to do that before they are able to be rostered, instruct the volunteer to do this.

This is more in depth in the Safer Places Chapter of the Handbook

Employment Information

Introduction

At Generocity Church, we believe that "discipleship is our life, leadership is our privilege." Our employment practices reflect this value by creating frameworks that enable our team to lead with "authenticity, integrity and humility" while maintaining excellent professional standards. As we pursue our vision of creating discipleship communities across Australia, proper employment practices ensure we can "use all that God has given us to impact the world for His glory" (1 Peter 4:11).

HR Team and Structure

Employment positions are considered by the GC HR team, which operates with our value of Humble Growth, approaching decisions with careful consideration and prayer. The GC HR team is a delegated sub-committee to the GC Board and is currently made up of our Executive Pastors and at least one other representative from the GC Board.

HR is funded through a portion of the total tithes received to Generocity Church along with amounts dedicated through ministry funds and or grants and other HR specific donations, reflecting our commitment to being "good stewards of the resources and responsibilities God has entrusted to us."

Employment Forms

As part of the onboarding process, the following forms will need to be submitted:

• Tax File Number Declaration: 

• https://www.ato.gov.au/forms/tfn-declaration/

• Superannuation standard choice form:  

• https://www.ato.gov.au/Forms/Superannuation-(super)-standard-choice-form/

• Employee Details form:

• Found here: zz New Employee Details

Onboarding Process

As part of your employment, the following onboarding processes will be followed:

• Supplied with a copy of the following documents;

• Executed Employment Agreement

• Job description

• Workplace Health and Safety policy (part of the GC Handbook)

• zz Anti-Discrimination Policy

• zz Anti-Harassment Policy

• Professional development plan

• zz Conflicy of Interest Policy

• Child protection policy including mandatory reporting obligations (part of the GC Handbook)

• zz Computer Usage Policy 2025

• zz Non Disclosure Agreement Policy

• zz Code of Conduct - Paid Staff and Ministerial

• Profile created in our Payroll software

• Profile created inside our Google Workspace account, which will;

• Create an email address

• Allow access to Google Drive, Calendar, Docs and all other Google Applications included in our Google Not For Profit subscription

• Be added to relevant Google Workspace user groups (for Drive access, group communication etc)

• Be added to the relevant Google Calendars

General Payroll Information

Superannuation is paid at the guaranteed superannuation rate set by the Australian Tax Office.

Payroll is processed fortnightly. A payroll fortnight finishes on a Friday and payment of wages is processed on the following Monday.

Payslips are emailed to your nominated email address.

You can access all your payslips, view leave balances, apply for leave and update your employment details via the Xero Me App which the HR/Admin Team will invite you too as it pertains to you and your role. 

Each employement contract details leave entitlements, but a quick guide to leave entitlements can be found here:
Quick Guide to Leave Entitlements 2026

Fringe Benefits for Staff

See Taxation Ruling TR 2019/3
Fringe Benefits Tax: Benefits provided to religious practitioners
https://www.ato.gov.au/law/view/document?LocID="TXR%2FTR20193%2FNAT%2FATO"&PiT=9991231235958

As a minister of religion working for a religious institution, you are eligible to receive a portion of your wage as tax deductible allowance (fringe benefit) for the payment of ministry related benefits (see approved expenses below). Generocity Church allocates 70% of your gross wage to be paid as an Exempt Fringe Benefit if you meet the criteria listed below.

A ‘Religious practitioner’ is defined to mean:

• a minister of religion;

• a student at an institution who is undertaking a course of instruction in the duties of a minister of religion;

• a full-time member of a religious order; or

• a student at a college conducted solely for training persons to become members of religious institutions

A minister of religion would need all of these characteristics:

• be a member of a religious institution

• be recognised by ordination or other admission or commissioning, or, where the religion does not require formal ordination, has authority to carry out the duties of a minister based on theological training or experience

• be officially recognised as having authority on doctrine or religious practice

• be distinct from ordinary adherents of the religion

• be an acknowledged leader in spiritual affairs of the institution, and

• be authorised to act as a minister

Religious Practitioners Examples:
https://www.ato.gov.au/Non-profit/Your-workers/In-detail/FBT-and-religious-practitioners---examples/

Important Notes

• A separate Fringe Benefits account is established for each Minister.

• Expenses claimed from Fringe Benefits accounts 

• must have been incurred by the participant

• must be claimed in the current financial year

• can not be claimed as a tax deduction.

• Fringe Benefits accounts can not be overdrawn (i.e. reimbursement claims are not to exceed funds available). Payments will only be made up to the balance available in the Fringe Benefits account. It is the Minister’s responsibility to ensure that any claim submitted can be met from available funds at that time.

• It remains the responsibility of the Fringe Benefit account holder (Minister) to keep full documentation (receipts, invoices, etc.) for all expenses to demonstrate compliance with ATO guidelines and facilitate the claiming of GST credits.

• It is important to note that when funds are transferred to the Minister’s fringe account they become designated funds for conversion to fringe benefits at the Minister’s discretion, within the guidelines as listed.

Approved Expenses

Expenses incurred in the following areas may be submitted for reimbursement from the Fringe Benefits account. (This list is a guide only and is not an exhaustive list.)

Please note that expenses must be paid in full prior to making a claim for reimbursement from your fringe benefits account. Deposits, and payments towards lay-buys cannot be claimed until the purchase is finalised.

• All expenses that would be tax-deductible to the Minister.

• Books, journals and newspapers.

• Continuing education for ministry costs:

• Minister’s professional development costs

• conferences and seminars

• study leave expenses and travel costs directly related to study leave

• professional association subscriptions

• subscriptions to job related journals

• reference books.

• Costs of the motor vehicle primarily used by the Minister:

• loan and leasing payments

• purchase of vehicle

• vehicle registration

• vehicle insurance

• fuel costs

• repairs and maintenance

• Roadside assistance costs

• Educational expenses for the Minister, the Minister’s spouse, and the Minister’s children, including school and university costs. Educational expenses include school fees, uniform costs, school excursions, school specific travel.

• Personal life insurance premiums.

• Private health insurance premiums.

• Primary Place of Residence expenses:

• mortgage repayments or rent

• rates

• gas

• electricity

• telephone

• water rates and consumption

• furniture and furnishings

• building and contents insurance

• repairs and maintenance—includes maintenance of grounds, repairs to furniture and whitegoods.

• Subscriptions (excluding tithes, offerings and donations).

• Unrecouped medical, dental, optical and pharmaceutical expenses. The Minister can claim:

• the difference between what Medicare pay and the actual cost of medical expenses

• the difference between private health insurance rebates and the actual claim for medical and dental expenses.

• Work related hospitality costs. Reimbursements of expenses require receipts for substantiation.

Expenses reimbursed from a Fringe Benefits account are deemed to be payments by the Church on behalf of the Minister and are not claimable as tax deductions.

Important: Because these expenses are paid (or reimbursed) from a fringe benefit allowance, you cannot also claim them as a personal tax deduction in your individual tax return.

Excluded Expenses

The following can not be paid from a Minister’s Fringe Benefits account.

• Personal Beneficiary Fund contributions to the defined benefit account.

• Items which the Assembly has specifically determined to be inappropriate:

• cash withdrawals or advances, including traveller’s cheques (these constitute tax evasion if not included as income in your personal tax return)

• tithes, church offerings and donations (these do not provide a direct benefit to the Minister)

• fines—parking, speeding, etc.

• taxation debts, including income or withholding tax, HECS, etc.

• Centrelink debts for overpaid family allowance etc.

• Items which do not conform to the criteria set by the Australian Taxation Office.

The purchase of traveller’s cheques, or any other instrument which can be converted directly to cash, is not allowable as this would also be regarded as the receipt of income and be taxable in the hands of the Minister and incur a taxation liability.

Religious Practitioners and Centrelink

There can be misunderstandings over how Centrelink assesses payments to religious practitioners. This relates to the intention that Centrelink income support payments are intended for those on low incomes.

It may appear that a religious practitioner Is on a low income if only the cash component of their remuneration is declared to Centrelink. This can be a confusing area so be prepared for some need to explain.

After discussion with Centrelink the following information is provided to assist religious practitioners and Treasurers in their interaction with Centrelink.

Centrelink uses the term “minister of religion” rather than “religious practitioner”. Ministers of religion are considered to be 'holders of religious office' rather than employees or self-employed. This means that the gross income of the minister is counted as income for social security purposes. This ensures a consistent income test treatment of income of ministers of religion for income support payments

When contacting or dealing with Centrelink

• The religious practitioner should ensure that Centrelink is aware that they are a minister of religion 

• Never refer to the tax-free portion as fringe benefits, always refer to it as the “exempt fringe benefit” portion. This avoids confusion with reportable fringe benefits which are grossed up for income test purposes. Exempt fringe benefits should not be grossed up.

• “Exempt fringe benefits” are not required to be shown on the PAYG Summary of eligible religious practitioners and therefore are not Reportable Fringe Benefits. 

• Centrelink will allow a reasonable percentage to be deducted from the exempt benefit portion for expenses directly related to Pastoral duties. This should be supported by the basis on which it is calculated.

• Reimbursement of expenses incurred as a part of ministry, and which do not form part of the package, are not treated as income. e.g. reimbursement of mileage/travel expenses, out of pocket expenses etc.

Centrelink have provided the following statement which sets out their approval to reimbursements and allowances:

“Assessment of income and assets for ministers of religion Work related expenses including reimbursements and allowances”

Allowances and reimbursements of ministry related expenses are deducted from the minister's gross employment income, but fringe benefits which are for the minister's own private benefit are 'valuable consideration' and must be included.

Reimbursements made to a minister of religion by the church or organisation for out-of-pocket expenses paid by the minister for directly related ministry work, are not counted as income. However, any portion of reimbursements paid to a minister to meet expenses not directly related to ministry work is counted as income.

Similarly, allowances paid to a minister of religion to cover expenses directly related with the minister's work are not counted as employment income. If the church or an organisation pays more than the amount actually incurred by the minister, the extra is included as income.

Income for the minister's own use and benefit is counted under the income test. For example, a stipend or fringe benefit provided to a minister to meet general living expenses such as grocery items, private health cover or children's school fees is counted as income.” 

Religious Practitioners and Financial Institutions

Some financial institutions or brokers can misunderstand how the wages of religious practitioners are paid, especialy when considering the Fringe Benefit portion of your wage. This can become an issue when applying for finance (car loan, mortgage etc). As noted above in the ‘Religious Practitioners and Centrelink’ section, Fringe Benefits are not reportable for tax purposes but they are still included in your remuneration total.

Financial Institutions (and brokers) sometimes need a little help understanding this topic. Mostly, they mistake the Fringe Benefit Allowance as a Fringe Benefit Tax and will exclude the amount from any income calculations. There is a standard letter prepared by the Office Administor that can be sent on your behalf to help explain the above. If you need assistance then please contact the Office Administor.

Other Resources

We generally also pass along the PDF guide prepared by the ACC titled “FRINGE BENEFITS & CHURCHES” 
zz Fringe Benefit and Churches Sept 2022.pdf

Accessing your Fringe Benefits

The Fringe Benefits allowance will be paid into a bank account owned and managed by Generocity Church. Each staff member will have a dedicated bank account assigned to them and their Fringe Benefits allowance. The staff member will be given authority to transact against the account. As such, they will be able to add the account to their Internet Banking account and a bank issued Debit card will be ordered and supplied to them.

Reporting GST and claiming GST

Because Generocity Church is registered for GST, we can typically claim back the GST portion of valid fringe benefit expenses. Below are our guidelines and procedures for claiming and crediting these GST amounts:

1. Spending from Your Fringe Benefit Account

• Your fringe benefit allowance is held in a designated account (the “Fringe Benefit account”).

• When you pay for an approved expense using this account—whether by debit card, direct transfer, or other methods—those expenses may include GST.

2. Submitting Receipts & Invoices

• To ensure Generocity Church can claim the GST portion from the ATO, you must provide valid tax invoices or receipts for all purchases made with your Fringe Benefit account.

• Upload the relevant receipt which must clearly show the Business name, date, GST information for each transaction and tag your name ie TashEagleFB so it is alllocated to the correct person. This is all done via the app Hubdoc.

• If you need your Fringe Benefit transactions linked to your account in the web-app, please contact the Office Administor.

• Once receipts have been loaded into the app you no longer need to keep copies.

3. Deadlines for GST Reporting

• All Fringe Benefit transactions from the previous month should be entered and submitted in the web-app by COB on the 2nd Tuesday of the following month. If you upload after this timeframe, it will be not submitted on your behalf. You are unable to go back and upload for any previous months. 

• Timely submission ensures that our quarterly BAS and GST claims are accurate and that any related credits can be processed promptly.

4. Quarterly Claim & Reimbursement

• Generocity Church lodges its Business Activity Statement (BAS) quarterly. Once the BAS is processed by the ATO—and the GST on valid fringe benefit expenses is refunded or offset—we will credit the reclaimed GST amount back into your Fringe Benefit account.

• This process typically occurs after each quarter, once we have met all our tax reporting obligations.

• The credited GST amount then becomes available for future eligible fringe benefit expenses.

• Please note that the GST portion is not credited immediately after you submit receipts; it is reimbursed once the ATO processes our quarterly BAS. You should therefore expect any GST refunds to appear in your Fringe Benefit account following each quarter-end.

5. Responsibility & Compliance

• You are responsible for ensuring that the expenses you claim under your Fringe Benefit account are valid and that you retain correct documentation (receipts, invoices, etc.).

• Generocity Church reserves the right to request additional documentation or clarification to ensure compliance with ATO requirements.

• If you have any questions regarding the eligibility of certain expenses or the documentation required, please consult the Office Administor before making the purchase.

6. Ownership of Reclaimed GST Funds

• Although Generocity Church processes and submits the GST claim, these reclaimed funds are specifically allocated for the minister’s approved fringe benefit expenses. Once returned to your Fringe Benefit account, they may be used for further eligible expenditures, in line with ATO guidelines for Ministers of Religion.

• Please be aware that all fringe benefit funds (including the reclaimed GST) must be used in a manner consistent with relevant tax legislation.

7. Further Assistance

• If you have any questions about GST claims, tax invoices, or the use of your Fringe Benefit account, please contact the Office Administor.

Summary

Our employment practices reflect our Ministry Philosophy that "structure serves what the Spirit is doing." Through careful attention to employment processes - from documentation and onboarding to fringe benefits management - we create an environment where our team can lead with authenticity, integrity, and humility (1 Peter 5:2-3).

Maintaining excellence in these practices ensures compliance with legal requirements while fostering a Christ-centered work environment. As we continue to grow across Australia, this commitment to proper employment practices helps maintain trust with our employees, congregation, and wider community. It provides the foundation that enables our staff to fulfill their calling with excellence, supporting our vision of creating discipleship communities where "everyday people are called to have an eternal impact for an extraordinary God.

Role Descriptions (employment)

Introduction

At Generocity Church, we believe that clear role descriptions are essential for fostering a culture of authenticity, accountability, and excellence in ministry. This section contains detailed role descriptions for paid employment positions across our campuses, designed to ensure alignment with our mission of creating discipleship communities that know, grow, live, and share Jesus Christ. These roles support the operational and spiritual needs of our church while providing clarity on responsibilities and expectations for staff.

These descriptions pertain to paid employment or similar roles. Volunteer and service-specific role descriptions, particularly those associated with Sunday gatherings, are addressed separately and are not included here.

How to Use This Section

Each link below provides direct access to the full role description for the corresponding position. These documents include:

• Key responsibilities

• Reporting relationships

• Essential criteria and requirements

Summaries of each role are provided for quick reference.

Role Descriptions (employment)

• Senior Pastor zz ROLE DESCRIPTION - Senior Pastor
  The Senior Pastor leads Generocity Church, setting the spiritual tone, vision, and strategy for the entire church network. They provide overarching guidance, oversight of pastoral leadership, and direction in alignment with the church’s mission and values. Key responsibilities include leading the Executive Team, fostering spiritual health, and ensuring alignment across all campuses.

• Executive Pastor zz ROLE DESCRIPTION - Executive Pastor
  The Executive Pastor oversees the operational and administrative functions of Generocity Church. They implement strategies to achieve the church’s vision, support campus operations, manage staff performance, and ensure compliance with governance and legal standards. This role bridges visionary leadership with practical execution, enabling the church to thrive.

• Office Administrator zz ROLE DESCRIPTION - Office Administrator (new)
  The GC Office Administrator serves as a key administrative support role for Generocity Church's weekly operations and coordination activities. This position requires relevant work or academic experience along with strong general and specialist administrative knowledge to advise on church activities, contribute to objective setting, and ensure efficient organizational operations while maintaining compliance standards and responsible resource stewardship. The role demands both collaborative teamwork and individual accountability, requiring initiative, discretion, and independent judgment in daily tasks. 

• Lead Pastor zz ROLE DESCRIPTION - Lead Pastor
  The Lead Pastor is responsible for the spiritual and operational health of a specific campus or local church. They oversee pastoral care, discipleship initiatives, team leadership, and community engagement, fostering an environment where congregants can grow in their relationship with Christ. The role involves balancing vision implementation with hands-on ministry.

• Travelling Ministry zz ROLE DESCRIPTION - Travelling Ministry
  The Travelling Ministry role represents Generocity Church by ministering across various campuses and external locations. They provide spiritual support, teaching, and encouragement to local teams and congregations. This role emphasises adaptability and connection, strengthening relationships across the church network while ensuring alignment with Generocity Church’s values and mission.
  

• Cross-Campus Leader zz ROLE DESCRIPTION - Cross-Campus Leader
  The Cross-Campus Leader supports consistency and alignment across multiple church campuses. They oversee ministry initiatives, provide guidance to local leaders, and facilitate collaboration among campuses. This role ensures strategic alignment with the church’s overarching vision while supporting localised ministry efforts.

• Credentialled Pastor zz ROLE DESCRIPTION - Credentialled Pastor
  The Credentialled Pastor provides spiritual leadership, pastoral care, and ministry oversight within Generocity Church. Positioned between the Campus Administrator and Lead Pastor, this role supports discipleship, church operations, and community engagement while ensuring alignment with the church’s mission and values. Responsibilities include preaching, team development, and fostering a Spirit-led ministry culture.

• Campus Administrator zz ROLE DESCRIPTION - Campus Administrator
  The Campus Administrator provides administrative and operational support to a specific campus. Responsibilities include managing schedules, coordinating events, and ensuring smooth communication and compliance with church policies. This role is key in maintaining efficiency and supporting the campus team’s goals.

• Media and Marketing Leader zz ROLE DESCRIPTION - Media and Marketing Leader
  The Media and Marketing Leader manages the church’s digital and traditional media presence. Responsibilities include creating content, managing social media platforms, and implementing communication strategies that enhance engagement and convey the church’s vision. This role ensures consistent branding and effective storytelling across all channels.

• Worship and Creative Arts Leader zz ROLE DESCRIPTION - Worship and Creative Arts Leader
  The Worship and Creative Arts Leader oversees the worship experiences and creative initiatives of the church. They lead teams in music, visual arts, and production, ensuring worship services align with the church’s mission. This role involves fostering creativity, spiritual engagement, and excellence in worship expression.

• Generocity College Coordinator zz ROLE DESCRIPTION - Generocity College Coordinator
  The Generocity College Coordinator oversees the church’s educational programs, facilitating training and development for staff and congregants. This role involves curriculum development, managing learning events, and fostering spiritual and professional growth through structured programs that align with the church’s mission.

• Youth Leader zz ROLE DESCRIPTION - Youth Leader
  The Youth Leader is responsible for creating a vibrant and spiritually enriching environment for youth within the church. This includes overseeing youth programs, mentoring young people in their faith journey, and fostering a sense of community. The role emphasises discipleship, event planning, and collaboration with other ministry leaders.

• GC Kids Leader  zz ROLE DESCRIPTION - GC Kids Leader
  The GC Kids Leader develops and leads programs for children, ensuring a safe and engaging environment where kids can learn about and grow in their faith. Responsibilities include team recruitment and training, curriculum planning, and fostering connections with families. This role is pivotal in cultivating a vibrant and nurturing children’s ministry.

Media and Marketing

Introduction

Design Guide

We have developed the design guide to incorporate both the formal and informal components of GC. 

Formal Brand Guidelines

Informal Brand Guidelines

To access all logo, font and branding files, these can be access through the brand kit in Canva or can be accessed via the New Branding Google Drive Folder

Screens on Sunday 

• Use sizing ‘Presentation (16:9)’ Use minimal amount of text (bulk of info by MC) 

• Have a clear Call to Action (CTA) - ‘See Pastor Stephen’, Scan QR code. 

• Doesn’t necessarily need a logo - ownership is shown by where the viewer is sitting.

Social Media

• Use sizing ‘1080x1080’ for a post, or ‘Facebook Story (1080x1920)’ (Portrait) 

• Consider a reel video of someone talking. (Social media loves videos) 

• May just be informational and not need a CTA. If it does require the viewer to do something, think through where they are and how they are going to do it. ie. they are on their phone, they can’t scan a QR code on their screen, so maybe put the link in the description (FB) or in your BIO (Insta). 

• Use the description as much as possible for your info, not your image. Post an photo, video or design from canva with the key info, then keep the rest for the description. 

• Doesn’t necessarily need a logo - ownership is shown by who posted it

Printed Posters

• Use sizing ‘A4’, ‘A3’, ‘A5’

• Needs all information as it is a standalone item.

• Have a clear Call to Action (CTA) - ‘See Pastor Stephen’, Scan QR code.

• Needs a logo - the viewer may not know who put the poster there

Image for Newsletter

• Use sizing ‘Presentation (16:9)’ or Square.

• Use minimal amount of text (bulk of info underneath image in email)

• Have a clear Call to Action (CTA) - ‘See Pastor Stephen’, click link, don’t use a QR code.

• Doesn’t necassarily need a logo - ownership is shown by who is sending it

Canva

Canva serves as our central platform for creating consistent, high-quality media and marketing materials across all campuses. This intuitive design tool provides access to thousands of customizable templates for social media posts, event graphics, presentations, videos, and print materials, allowing team members of all skill levels to create professional designs. Our church's Brand Kit is pre-loaded in Canva with our approved colors, logos, and fonts, ensuring all materials maintain consistent branding regardless of which campus creates them. The approval workflow feature enables ministry leaders to review and provide feedback on designs before publication, maintaining quality control while streamlining the creative process. Additionally, Canva's collaboration features allow campuses to share successful designs, reducing duplication of effort and fostering unity in our church's visual communication. By centralizing our design resources in Canva, we can efficiently produce cohesive, engaging content that effectively communicates our message and mission across all platforms.

Please email media@generocitychurch.com to have a log in created for you within the GC Team.

For help on how we utilise Canva with our brand kit etc, watch the attached video

Social Media 

Central Generocity Church Social Accounts are managed by a team who follow a set calendar for certain posts, stories etc. Local Campus Social accounts are managed locally. Our overarching goals for our social media accounts is that they provide a broad picture of who we are as a church in a public space. It is important that they show and demonstrate our vision, values and culture. We want our Social Media to look like our people and our community, where we celebrate our values like 'People Matter' and 'Personal Impact'. We honor all people and we want to ensure that this is displayed in our social media. We ask that you don't primarily post about things that are happening on a platform or what's happening in our Sunday service. It is important that we use our social media as a tool for discipleship, not just for promoting our events.

Content Review and Brand Guidelines 

Local campuses have the freedom to create and publish content independently. However, all published media across campuses, social media platforms, and newsletters will be subject to ongoing review to ensure alignment with our brand guidelines and values.

The Media and Marketing Team, along with Elders and Executive Pastors, will monitor content on an ad hoc basis. When content is identified that does not align with our brand guidelines or fails to honor all people, the responsible campus will be contacted and asked to either remove or modify the content within 24 hours.

If a campus does not comply with requests to address problematic content, this will result in a care conversation focused on our value of honoring all people. In such cases, the content may be removed on the campus's behalf. We understand that creativity and design work can carry personal preference or ideas, while we are open to this, we ask that we always work within brand guidelines and take feedback well.

Support and Guidance 

While pre-approval is no longer required, the Media and Marketing Team remains available to assist campuses with design work when needed. If you require help with creating content, completing a design, or need direction to ensure your content aligns with our standards, please reach out to the team for support.

For major events like Christmas and Easter, guidance materials may be provided as resources to assist campuses, though these will serve as guides rather than mandatory directives.

Youtube Video (Recording and Livestreaming) Content Policy

Video is an important part of social media and is becoming the go to source for social media and our young people’s worlds. It is a great tool for us to utilise to reach people and disciple people. With this in mind, it is important that we follow some guidelines that help us to not just reach people, but to protect ourselves from public litigation and cultural tarnishing. We ask that recordings from Sunday messages are only shared in a closed environment within your local church community. The best option for this is through the Generocity Church Youtube account and published as an ‘unlisted’ video that is then shared through a newsletter, not made public on youtube. These videos will be reviewed over time and made public if deemed suitable. If there is a message that you have recorded that you feel is a poignant word for our entire church, please reach out to the Media and Marketing Leader and let them know so we can fast track this process. 

Purpose and Vision

This policy governs all content published to the Generocity Church YouTube channel. As we transition from unlisted congregational content to public engagement, we are committed to presenting a clear picture of who we are as a church while ensuring our content removes barriers for people to enter the Kingdom rather than creating them.

Our YouTube presence must reflect our vision: "We cultivate discipleship communities where lives are restored and transformed, as together we know, grow, live and share in the love of Jesus."

Core Principles

Above All Else: Every piece of content must demonstrate the heartbeat of Jesus - love, grace, and honor - rather than judgment, condemnation, or fear. We recognize that YouTube reaches a broader audience than our congregation, and this reality must be at the forefront of every communicator's mind.

Our Values in Action:

• People Matter: Honor all viewers as valuable and deserving of love, respect, and care

• Thankful Hope: Present faith-filled content that encourages steadfast hope

• Personal Impact: Use our platform to impact the world for God's glory, and demonstrate that ALL PEOPLE have impact in the Kingdom.

• Spirit Led: Remain sensitive to the Holy Spirit in our content creation

• Humble Growth: Approach all topics with humility and grace

Content Guidelines

Approved Content Types

• Sermon messages and teachings

• Short testimonial videos (with proper approvals)

• Prayer content and Bible readings

• Creative expressions (music, poetry, visual art, creative teaching approaches)

• Community celebration and event highlights

• Educational and discipleship content

• Campus-specific content organized in appropriate playlists

Content Standards

Quality and Professionalism:

• Content should be authentic but not amateur

• Ensure good audio quality and clear video (landscape preferred for main content, portrait for Youtube Shorts)

• Begin each video with a clear statement of the video's purpose/goal

• Create separate intros when necessary to provide context for YouTube audience if needed

Theological Integrity:

• All content must align with our Statement of Faith and core values

• Avoid controversial or potentially divisive topics unless specifically approved by eldership

• Present difficult topics with love, grace, and honor for all people affected

• Remember the broader YouTube audience when discussing church-specific practices or terminology

Authenticity and Accessibility:

• Use language accessible to those unfamiliar with church culture

• Explain church-specific terms or traditions when mentioned

• Show genuine community life while maintaining appropriate boundaries

• Ensure content reflects the diversity of our church family

Technical Requirements

Channel Structure

• Single Central Channel: All content goes through the main Generocity Church YouTube channel

• Campus Playlists: Each campus maintains their own playlist for location-specific content

• Themed Playlists: Organize content by type (Sermons, Testimonies, Creative, etc.)

Video Specifications

• Primary Format: Landscape (16:9) for main content

• Mobile Content: Portrait acceptable for testimonials and short-form content

• Quality Standards: Minimum 1080p resolution with clear audio

• Thumbnails: Use Canva with GC Brand Kit for consistent branding

Descriptions and Metadata

• Engaging Descriptions: Write compelling descriptions that explain content value

• Contact Information: Include "For questions about faith or connection: online@generocitychurch.com"

• Campus Information: Tag relevant campus and include local contact details when appropriate

• Call to Action: Include clear next steps for viewers (visit website, contact campus, etc.)

Child Protection and Privacy

Minor Participation

• Parental Consent Required: Only feature minors who have current photo/video consent through GC Kids check-in process

• Additional Approval: Obtain specific YouTube consent from parents for any featured children

• Protection Standards: Never include identifying information (full names, schools, addresses) for minors

Personal Information

• Testimony Guidelines: Always request approval before sharing personal stories

• Privacy Protection: Keep personal details appropriately general vs. overly specific

• Consent Process: Ensure all featured individuals understand their content will be publicly available

Copyright and Licensing

Music and Media

• Licensed Music Only: Use Soundstripe license-free music provided by media team

• CCLI Compliance: Live worship streaming covered under existing CCLI licensing

• Original Content: Prioritize original music and creative content when possible

• Attribution: Properly credit all licensed materials used

Third-Party Content

• Permission Required: Obtain proper permissions for any third-party materials

• Fair Use: Understand and apply fair use principles appropriately

• Image Rights: Use only licensed or original images and graphics

Approval Process and Authority

Publishing Authority

• Lead Pastor Responsibility: Each Lead Pastor has authority and responsibility for content published from their campus

• Direct Publishing: Lead Pastors may approve and publish content directly

• Accountability: Lead Pastors are accountable for ensuring content meets policy standards.

Review Process

• Eldership Review: Executive team and eldership will review content if concerns are raised

• Corrective Action: Inappropriate content will be addressed through relationship with content creator

• Content Removal: Videos not meeting standards will be removed after discussion and education

Getting Started

• Access Request: Email media@generocitychurch.com to request YouTube channel access

• Training: Complete orientation on brand guidelines and technical requirements (this document)

• Support: Ongoing support available from media team for technical and creative assistance

Community Engagement

Comment Management

• Monitoring Required: Assign someone to monitor comments during live streams when possible

• Response Timing: If live monitoring unavailable, respond to comments within 24 hours of stream completion

• Engagement Standards: Respond to genuine questions and positive interactions

• Avoid Engagement: Do not engage with condescending, divisive, or antagonistic comments

Community Care

• Online Discipleship: Treat online community members as genuine seekers deserving of pastoral care

• Connection Pathways: Provide clear ways for online viewers to connect with local campuses

• Global Perspective: Remember our international audience and cultural sensitivity

• Referral System: Help online community members find local churches in their area when appropriate

Handling Difficult Interactions

• Grace-Filled Responses: Respond to criticism with grace and humility

• Wisdom in Engagement: Not every comment requires a response

• Escalation Process: Refer complex theological or pastoral questions to appropriate leadership

• Community Standards: Maintain YouTube community guidelines and our church values

Content Creation Best Practices

Planning and Preparation

• Audience Awareness: Always consider the broader YouTube audience beyond your congregation

• Clear Purpose: Try to begin each video by stating its goal and intended audience

• Contextual Setup: Provide background information for concepts that may be unfamiliar to outsiders

• Series Planning: Consider how individual videos fit into larger content themes

Storytelling and Communication

• Authentic Sharing: Be genuine while maintaining appropriate boundaries

• Hope-Centered: Focus on God's redemption and restoration rather than dwelling on problems

• Action-Oriented: Provide practical next steps for spiritual growth

• Inclusive Language: Use language that welcomes rather than excludes

Technical Tips

• Lighting: Ensure adequate lighting for clear video quality

• Audio: Prioritize clear audio over perfect video

• Backup Plans: Have technical backups for live streaming events

Live Streaming Guidelines

Preparation

• Technical Check: Test all equipment 30 minutes before going live

• Content Review: Ensure service content aligns with YouTube audience considerations

• Moderator Assignment: Designate comment moderator when possible

• Backup Communication: Have alternative communication method if stream fails

During Stream

• Professional Conduct: Maintain awareness that content is publicly broadcast

• Technical Monitoring: Have someone monitoring stream quality and comments

• Adaptive Communication: Acknowledge online audience when appropriate

• Emergency Protocols: Know how to quickly end stream if necessary

Post-Stream

• Comment Review: Respond to comments and questions within 24 hours

• Content Editing: Edit and upload edited versions of key segments when beneficial

• Follow-Up: Create opportunities for online viewers to connect further

Measuring Success

Key Metrics

• Engagement Quality: Focus on meaningful comments and genuine questions over view counts

• Spiritual Impact: Track stories of people connecting with faith through YouTube content

• Community Growth: Monitor healthy growth of online community

• Campus Connections: Measure how online content drives local campus engagement

Regular Review

• Monthly Assessment: Review content performance and community feedback

• Quarterly Policy Review: Assess policy effectiveness and make necessary adjustments

Getting Help and Support

Technical Support

• Primary Contact: media@generocitychurch.com

• Canva Training: Access brand kit training video in media resources

• Equipment Support: Contact media team for equipment recommendations and troubleshooting

Content Guidance

• Creative Consultation: Media team available for content planning and creative direction

• Theological Questions: Consult with eldership team for sensitive topics

• Best Practices: Regular training and updates on effective YouTube ministry

Emergency Contacts

• Technical Issues: media@generocitychurch.com (urgent issues include phone contact)

• Content Concerns: Eldership or Executive Pastor for immediate content-related issues

• Crisis Communication: Senior Pastor for any public relations concerns

Conclusion

Our YouTube channel and online expression represents a significant opportunity to extend our influence for God's Kingdom beyond our physical locations. By maintaining excellence in our content while demonstrating the love and grace of Jesus, we can create a digital discipleship community that honors God and serves people around the world.

Remember: Every video is an opportunity to show someone the heart of Jesus. Let this truth guide every creative decision, every word spoken, and every interaction with our online community.

"We believe everyday people are called to have an eternal impact for an extraordinary God." - Let our YouTube presence reflect this belief in every piece of content we create.

Website Editing Policy

Purpose:

This policy establishes clear guidelines for campus editors to maintain consistent, high-quality content across our Generocity Church website while preserving our unified brand identity and theological integrity.

Scope:

This policy applies to all campus editors who have been granted access to edit location-specific content on our church website. Each campus has editing access to your location's content only and cannot edit other campuses' pages or main church information.

Guidelines:

What you can edit:

• Service Information: Times, schedules, special services, and temporary changes

• Sermon Content: Upload audio/video, titles, descriptions, notes, and discussion guides

• Campus Events: Local activities, outreach programs, small groups, and volunteer opportunities

• Campus News: Ministry highlights, prayer requests, community stories, and announcements

• Media Gallery: Event photos, ministry images, and campus facility pictures

What You Cannot Edit:

• Other Campus Content: Any pages or information belonging to other locations

• Website Design Elements: Colours, fonts, layouts, templates, or brand elements

• Church Structure: Logos, main navigation menus, header/footer content

• Core Church Information: Doctrine, statement of faith, denominational affiliations

• Administrative Functions: Donation pages, financial information, legal policies, or terms of use

• Technical Settings: User accounts, plugins, SEO settings, or website configurations

• Contact Details: Address, directions, phone numbers, or email addresses.

• Staff Information: Campus pastors, staff contacts, and local leadership team details

Content Review Process:

The Cross Campus Eldership and Executive Team may review any content published on our Generocity Church website. This allows greater flexibility in how we engage with our communities while still upholding the vision and values of our church. While pre-approval is not required, all content remains subject to review if concerns are raised.

Content Guidelines:

• ​​Follow brand guidelines: Use approved fonts, colors, and logos. Reference the Generocity Church brand guidelines

• Maintain consistent tone: All content should reflect our church's voice, values, and mission

• Ensure accuracy: Double-check all times, dates, contact information, and event details

• Respect privacy: Children's photos require signed release forms before publication

• Keep content current: Remove outdated events, announcements, and information promptly

• Use quality imagery: Photos should be clear, well-lit, and professionally appropriate

• Write clearly: Use welcoming, inclusive language that's easy to understand

• Stay on message: Content should align with our church's theological positions and ministry philosophy

Publishing Guidelines:

• Regular Updates: Keep your campus page fresh with current information and upcoming events

• Timely Posting: Share events at least two weeks in advance when possible

• Complete Information: Include all necessary details - date, time, location, contact person

• Appropriate Content: All material must be suitable for a diverse church audience

• Local Focus: Prioritise content that serves your specific campus community

• Cross-Campus Coordination: Consider how your content fits with church-wide initiatives
  

Church Activities and Programs

Church Activities and Programs

Introduction

At Generocity Church, our diverse range of activities and programs are designed to cater to the spiritual, social, and developmental needs of our congregation. From vibrant worship gatherings to nurturing children's ministries and enriching small groups, each aspect of our church life is aimed at fostering a supportive and spiritually enriching community.

Gatherings

Generocity Church gatherings encompass a range of activities, including worship services, community events, and special celebrations. Our gatherings are designed to foster spiritual growth, communal worship, and to provide a welcoming environment for everyone. Each gathering involves elements such as worship through music, teaching from the Bible, and opportunities for personal reflection and prayer. Community events like conferences, special services, and holiday celebrations also play a significant role in our church life.

GC Kids

• Overview: GC Kids focuses on the safety, protection, and spiritual development of children and young people. We are committed to safeguarding all children and young people from abuse and neglect.

• Recruitment and Training: Staff and volunteers undergo a thorough recruitment and screening process, including a face-to-face interview with a pastor and mandatory completion of Generocity Church Children’s Ministry Requirements.

• Code of Conduct: It includes vital guidelines like never being alone with a child, ensuring supervision at all times, and following the Generocity Church Children and Young People Safety Policy.

• Expectations for Volunteers: Regular church and group attendance, participation in church events, and adherence to a moral lifestyle reflective of biblical principles are expected from all GC Kids volunteers.

GC College

GC Youth

THP

GC Creative and Worship

GC Media and Marketing

Summary

Our Church Activities and Programs are designed to cater to the diverse needs of our congregation, from children to adults. Through our various gatherings, GC Kids, and Connect Groups, we strive to create environments that promote spiritual growth, community engagement, and personal development.

Connect Groups

Overview of Connect Groups

Connect Groups at Generocity Church are central to fulfilling the mission of creating discipleship communities that know, grow, live, and share the love of Jesus. They provide a personal relational context where participants can deepen their intimacy with God, connect authentically with others, and live out their faith in community.

Connect Groups serve as environments where members experience both spiritual growth and personal transformation through shared relationships. It is a place for Pastoral Care, that goes beyond their designated meeting time each fortnight. We see our Connect Groups as the space where we can demonstrate 1 Thessalonians 2:8 where it says “so we cared for you. Because we loved you so much, we were delighted to share with you not only the gospel of God but our lives as well.”

Purpose of Connect Groups

• Know Jesus: Provide an accessible, welcoming space where participants can grow in their understanding of and relationship with Jesus.

• Grow in Jesus: Encourage members to engage deeply with God’s Word, practice spiritual disciplines and develop in their gifting's and Christlike character.

• Live Like Jesus: Foster communities that model generosity, humility, and service, reflecting Jesus in their daily lives.

• Share Jesus: Equip and inspire members to share their faith and disciple others, extending the reach of God’s Kingdom.

Connect Group Framework

This guide outlines how connect groups function within Generocity Church, ensuring consistency while allowing for contextual adaptation in diverse regions.

1. Structure and Leadership

• Groups are designed to consist of 6-12 members to foster intimacy while allowing for diverse perspectives and contributions.

• A Connect Group needs to have a leader, supported by a co-leader or apprentice who is mentored to take on future leadership responsibilities.

• Leaders are Spirit-led, they embody Generocity Church’s values, and are focused on fostering and transforming people and community. 

2. Meeting Format

Connect group meetings are structured around four key elements:

God Focused: We are focused on God through worship, prayer, or reflection, creating an environment of reverence and spiritual openness. Values: Spirit Led and Purposeful Prayer.

Biblical Discussion: Focus on a passage of Scripture or message-based discussion, encouraging practical application and deep engagement with God’s Word. Value: . Facilitators guide the discussion, ensuring inclusivity and respect for all perspectives.

Relational Connection: Dedicate time for members to share personal updates, prayer requests, or testimonies, building relational trust and authenticity (People-Focused value).

Action Steps: Conclude each meeting by challenging members to live out their faith practically, whether through personal reflection, acts of service, or evangelistic opportunities.

3. Guidelines for Connect Groups

• Groups meet weekly or biweekly to maintain relational momentum and spiritual growth. They can decide whether they follow school term patterns or not.

• Establish clear expectations around confidentiality, respect, and active participation, ensuring the group remains a safe space for personal sharing

• Incorporate accountability in a non-judgmental manner, encouraging members to act on their commitments and grow spiritually.

• Groups adapt content and activities to their specific context while aligning with Generocity Church’s overarching vision and values to be spirit led.

• If complex, challenging, or sensitive situations arise that you feel unprepared to handle, promptly escalate these concerns to the Lead Pastor for guidance and support. This ensures appropriate care for group members while providing you with the necessary support

4. Leader Development

• Leaders receive ongoing training on facilitation, conflict resolution, and spiritual leadership, supplemented by ongoing mentorship and coaching. We recommend this happens at least twice a year.

• Emphasis is placed on personal spiritual growth, reflecting Generocity Church’s commitment to being Spirit-led.

• Leaders are encouraged to identify and mentor future leaders, fostering group multiplication and church growth

• We recommend the following books for leaders to read in developing in their position: Sticky Church, Discipleship That Fits and Careforce Lifekeys.

Summary

Generocity Church’s connect groups are intentionally adaptable, allowing each local church to contextualize the framework based on community needs while maintaining alignment with the organizational mission.

Local campuses assess the needs and dynamics of their community to determine the best connect group focus, eg outreach, healing, or discipleship. Despite local adaptations, all connect groups align with the vision to create discipleship communities that know, grow, live, and share the love of Jesus.

We track growth not only through who attends each connect group meeting (through attendance in Planning Center), but through testimonies and observations. We measure growth through the lens of our discipleship outcomes: knowing Jesus, Growing in Jesus, living like Jesus and Sharing Jesus. 

Generocity Church’s connect groups are essential environments where transformation happens. By providing spaces for deep relationships, personal growth, and spiritual action, these groups embody the church’s vision and values, creating a thriving community of disciples who impact their world for Jesus.

Leadership and Team Development

Leadership and Team Development

Introduction

At Generocity Church, we recognise the pivotal role of leadership and team development in fostering a vibrant church community. Our focus is on equipping leaders and volunteers with the necessary tools, training, and resources to effectively lead and contribute to the church’s mission and vision.

Leadership Resources

• Overview: Leadership resources at Generocity Church include a variety of tools and materials designed to support church leaders in their roles. These resources are tailored to enhance leadership skills, strategic planning, and spiritual growth.

• Availability: Resources are made accessible to all church leaders, including training manuals, leadership guides, and spiritual development materials.

Media and Marketing Guidelines

• Communication Policies: Our church adheres to specific guidelines for media and marketing to ensure consistent and effective communication. This includes standards for social media use, marketing materials, and public communications.

• Branding and Messaging: We maintain a strong focus on aligning all media and marketing efforts with the church’s core values and vision, ensuring a cohesive and impactful message.

Training and Development Programs

• Program Overview: Training and development programs for staff and volunteers are an integral part of our church's growth strategy. These programs are designed to build skills, increase knowledge, and enhance personal development.

• Continuous Learning: Opportunities for ongoing training and development are provided, including workshops, seminars, and e-learning modules.

Multi-Campus Leadership Training

• Cross-Campus Training: Specialised training is provided for leaders working across multiple campuses. This training addresses the unique challenges and opportunities of multi-campus operations.

• Collaborative Approach: The focus is on promoting effective communication, coordination, and a unified vision across different church locations.

Professional Supervision for Staff

At Generocity Church we are committed to creating genuine support for our leadership team. One way we do this is through the provision of mandated professional supervision.  You will be granted 1 professional supervision session each term (4 per year) at a cost of up to $160.00 per session. If you require more supervision you may engage the supervisor for the additional session at your own cost, through your local campus budget with approval from the Executive Team, or reach out to the Senior Pastor and request additional assistance for a time.

What is Professional Supervision:

Professional supervision is a great way to engage in transformational learning, reflective practice and holistic self-care. Professional supervision formalises the ability of a pastoral professional to meet with a trained supervisor at least once a term in a safe and confidential space. This creates an opportunity for one to reflect on their ministry, to get encouragement and support, while also gaining a broader perspective on situations they are facing. 

Why External Supervision:

External professional supervision is in no way designed to undermine, negate or compete with our internal support programs or a team members relationship with their up-line leaders. Whether it be mentoring, supervision or pastoral care there is an appropriate and innate sense of performance review (and potentially crisis management) built into any internal conversation. This means that well intentioned team members may hesitate to be to fully open about their personal struggles because;

• They do not want to burden their upline leader with managing a situation, especially if it’s a crisis

• They are already so emotionally fragile they are unable to handle the pressure of their performance being reviewed and possibly found wanting

• They are aware of pressure, limitations and strain already faced by the organisation and/or upline leader and they don’t want to add to the burden

• Fear that a conversation about their current personal challenges may be interpreted as an inability to perform current or future duties

These and other factors mean that vital conversations about a team member's emotional, mental and spiritual health may not take place. Only a properly trained external supervisor creates the safe boundaries for this to happen. When a team member is receiving the correct professional supervision they are more likely to be in a healthy emotional, mental and spiritual space, allowing internal programs and their relationships with up-line leaders to be more effective and influential.

How the Program Works:

1. Select a professional supervision practitioner that you feel comfortable with (they do not need to be listed below)

2. Make an appointment and have a session

3. Pay for your session or have them send an invoice directly to accounts@generocitychurch.com

4. The Office Administrator will organise a reimbursement for you or payment of the invoice up to the value of $160

5. Repeat the process each term (once you have found someone you are comfortable to work with it will be most beneficial if you develop an ongoing relationship with this supervisor)

6. Once supervision is completed each term, please tick off your name in the shared spreadsheet for Supervision in the Lead Pastors Basecamp project. This is important for accountability and transparency so the Executive team can ensure supervision is accessed as per employment contract agreement. 

Note: no member of staff will be following up with either yourself or your supervision practitioner regarding the content of your session.

Remember Optional Extras:

If your supervision practitioner charges less than $160 a session we are able to reimburse you for additional sessions up to a combined value of $160.

You are entirely free to personally pay for additional sessions.

You can have a conversation with the Senior Pastor if you feel you require additional support for a season.

Professional Supervision Practitioners:

It is essential that a trusting relationship be built in any professional supervision arrangement. As an organisation Generocity Church will not prescribe who a team member receives professional supervision from, however we are able to recommend a range of providers that may assist you in deciding who you might work best with;

The ACC’s own Chaplaincy Australia that has several endorsed professional supervisors:

https://www.chaplaincyaustralia.com/supervision-2/

ACC NSW Mentors:

https://www.nswacc.org.au/ministries/church-health/pastorshealth/mentoring/

Jan Dowling

https://www.refocussing.com.au/contact

Stephen Farr

Phone: 0418 167 557

Email: steve.farr@partnersinministry.com

Murray Newman

Phone: 0414 438 778 

Email: info@murraynewman.com.au

Belinda Scott:

P: 0413595288

E: info@belscott.net

W: belscott.net

Summary

The 'Leadership and Team Development' section underscores our commitment to nurturing effective leadership and cohesive teams within Generocity Church. Through comprehensive resources, training programs, and professional supervision, we aim to empower our leaders and volunteers to excel in their roles and contribute significantly to our church’s mission.

Multi-Location Operations and Strategies

Multi-Location Operations and Strategies

Introduction

In the dynamic context of Generocity Church, which spans multiple locations, effective operations and strategic planning are essential. Our approach to multi-location operations involves a blend of centralised governance and local autonomy, ensuring each campus thrives while maintaining a unified church vision.

Inter-Campus Coordination and Communication

• Strategies for Effective Communication: Implementing standardised communication platforms and regular inter-campus meetings to ensure all campuses are aligned with the church’s central vision and updates.

• Collaborative Projects: Encouraging joint initiatives between campuses to promote unity and shared learning experiences.

Campus Autonomy vs Central Governance

• Balancing Local and Central Needs: Empowering each campus with the flexibility to address their unique community needs while adhering to the central church’s core values and policies.

• Decision-Making Processes: Establishing clear guidelines on which decisions are made locally and which require central church input, ensuring both autonomy and alignment.

Centralised Administration Functions

• Unified Systems for Key Functions: Implementing central systems for finance, human resources, and marketing that serve all campuses, ensuring consistency and efficiency.

• Resource Sharing: Centralised repositories for resources and best practices that can be accessed by all campuses.

Multi-Campus Ministry Strategies

• Tailored Ministry Approaches: Developing ministry strategies that can be adapted to the context of each campus while maintaining the overall mission of the church.

• Sharing Successes and Challenges: Regular forums for campus leaders to share insights, successes, and challenges to learn from each other.

Technology Integration Across Campuses

• Centralised Management Systems: Utilising church management systems for streamlined administration, communication, and ministry coordination across all campuses.

• Digital Platforms for Collaboration: Leveraging digital tools for real-time collaboration, resource sharing, and community building among the multiple locations.

Summary

Our Multi-Location Operations and Strategies are designed to foster a strong, united church culture across all campuses while respecting and nurturing the unique characteristics of each location. Through strategic coordination, technological integration, and a balance of governance, we aim to ensure that each campus can effectively contribute to our overarching mission.

Policies and Guidelines

Policies, Procedures, Forms and Tools

At Generocity Church, "We believe the Spirit and structure are important. Our church functions best when structure serves what the Spirit is doing. We outwork this in humility and community. Philippians 2:3, Galatians 6:3 and 2 Corinthians 13:1".

Our policies, procedures, forms and tools are guidelines that provide the framework that enables us to lead with authenticity while ensuring the safety and wellbeing of our employees, church family, visitors and contractors. All GC leaders and GC workers (paid and unpaid) are responsible for the success of policies and procedures. Through these practical resources, we create environments where everyday people can grow as disciples and where our ministry can flourish with wisdom, excellence and integrity. 

Summary

Our approach to policies and procedures reflects two of our ministry philosophies to being "locationally motivated, centrally supported, and unified in our vision, values, and mission" and that "We believe the Spirit and structure are important."While many of our key policies are integrated directly into this handbook for easier reference and searchability, we maintain additional resources, forms and tools to support specific operational needs. Together, these create a comprehensive framework that enables our church to operate safely and effectively while being committed and intentionally becoming "everyday people have an eternal impact for an extraordinary God."

Through these guidelines and resources, we demonstrate proper stewardship of our responsibilities while maintaining an environment where the Spirit can move freely. This balance ensures we can fulfil our mission with both spiritual sensitivity and operational excellence.

Allergy Management Policy

The purpose of this policy is to establish guidelines for the effective management of food allergies and other allergic reactions within Generocity Church. This policy aims to ensure the safety and wellbeing of all individuals who participate in or attend church activities, events, and programs.

Scope

This policy applies to all staff, volunteers, members, and visitors of Generocity Church.

Policy

1. Allergy Awareness

• Generocity Church will promote allergy awareness among all staff, volunteers, and congregation members.

• Information on common food allergens and symptoms of allergic reactions will be made readily available.

• All staff and volunteers involved in food preparation and service will receive training on allergy management.

2. Allergy Information Collection

• Generocity Church will collect information on known allergies from all participants in church activities, events, and programs.

• Participants or their guardians (for minors) will be asked to provide details on any food, medication, or environmental allergies.

• This information will be stored securely and only shared with relevant staff and volunteers on a need-to-know basis.

3. Allergy-Friendly Environments

• Generocity Church will make reasonable efforts to provide allergy-friendly environments, particularly in food service areas.

• Ingredients for all food items served at church events will be clearly labeled, including common allergens.

• Separate preparation and serving areas will be maintained for allergen-free food options.

• Appropriate cleaning and sanitization procedures will be implemented to minimize cross-contamination risks.

4. Emergency Response

• Generocity Church will maintain readily accessible emergency response plans for managing allergic reactions.

• First aid kits containing epinephrine auto-injectors and other allergy-related medications will be available in key locations.

• Staff and volunteers will be trained on recognizing the signs of allergic reactions and administering appropriate first aid.

• Emergency contact information for participants with known allergies will be kept on file and accessible to relevant personnel.

5. Incident Reporting and Review

• Any allergic reactions or allergy-related incidents that occur during church activities will be promptly reported and documented.

• Generocity Church will review each incident to identify areas for improvement in allergy management and implement corrective actions as necessary.

Responsibilities

• The Safer Churches Coordinator is responsible for overseeing the implementation and ongoing review of this policy.

• All staff, volunteers, and congregation members are responsible for adhering to the guidelines outlined in this policy and reporting any allergy-related concerns or incidents.

Anti-Discrimination Policy

Generocity Church is committed to providing an environment free from discrimination for all staff, volunteers, congregation members, and visitors. This policy outlines our commitment to equal opportunity and fair treatment for all individuals regardless of their personal characteristics.

1. Scope This policy applies to all employees, volunteers, contractors, and members of Generocity Church in all church-related activities and interactions.

2. Legal Framework This policy complies with the following legislation:

• Anti-Discrimination Act 1977 (NSW)
• Australian Human Rights Commission Act 1986
• Age Discrimination Act 2004
• Disability Discrimination Act 1992
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984

4. Definition of Discrimination Discrimination occurs when a person is treated less favorably than another person in a similar situation because of a personal characteristic that is protected by law. These characteristics include:

• Age

• Disability

• Race, color, descent, national or ethnic origin

• Sex, gender identity, sexual orientation

• Marital status

• Pregnancy or potential pregnancy

• Family or carer's responsibilities

• Religion

• Political opinion

• Social origin

5. Policy Statement Generocity Church does not tolerate discrimination in any form. We are committed to:

• Fostering an inclusive environment where all individuals are treated with respect and dignity

• Ensuring equal opportunity in all aspects of employment and church participation

• Making decisions based on merit, skills, and abilities

• Providing reasonable accommodations for individuals with disabilities

• Preventing and addressing any form of discrimination promptly and effectively

6. Responsibilities 

• Implementing and enforcing this policy
• Leading by example in creating an inclusive environment
• Addressing discrimination complaints promptly and fairly
• Treating others with respect and dignity
• Refraining from discriminatory behavior
• Reporting any witnessed or experienced discrimination
• Leadership Church leadership is responsible for:
• All Individuals All employees, volunteers, and members are responsible for:

7. Complaint Procedure

• Reporting Individuals who experience or witness discrimination should report it immediately to their supervisor, HR representative, or church leadership.
• Investigation All complaints will be taken seriously and investigated promptly, thoroughly, and confidentially.
• Resolution Appropriate action will be taken based on the investigation findings. This may include disciplinary action, up to and including termination of employment or church membership.

8. Training and Education Generocity Church will provide regular training on anti-discrimination to all employees and volunteers.

9. Policy Review This policy will be reviewed annually to ensure its effectiveness and compliance with current legislation.

10. Non-Retaliation Retaliation against individuals who report discrimination or participate in investigations is strictly prohibited.

 

By implementing this policy, Generocity Church affirms its commitment to creating a diverse, inclusive, and respectful environment for all.

Anti-Harassment Policy

Generocity Church is committed to providing a safe, respectful, and inclusive environment for all staff, volunteers, congregation members, and visitors. This policy outlines our stance against harassment in all its forms and the procedures for addressing any incidents of harassment.

1. Scope This policy applies to all employees, volunteers, contractors, and members of Generocity Church in all church-related activities and interactions, including online and social media communications.

2. Legal Framework This policy complies with the following legislation:

• Sex Discrimination Act 1984

• Racial Discrimination Act 1975

• Disability Discrimination Act 1992

• Age Discrimination Act 2004

• Fair Work Act 2009

• Anti-Discrimination Act 1977 (NSW)

• Work Health and Safety Act 2011 (NSW)

4. Definition of Harassment Harassment is any unwelcome conduct that a reasonable person would expect to offend, humiliate, or intimidate another person. It includes, but is not limited to:

• Bullying

• Sexual harassment

• Racial harassment

• Disability harassment

• Age-based harassment

• Religious harassment

• Stalking

• Cyberbullying

5. Forms of Harassment Harassment can take many forms, including:

• Verbal: offensive jokes, insults, threats

• Physical: unwelcome touching, physical assault

• Visual: displaying offensive materials, making offensive gestures

• Written: offensive emails, text messages, social media posts

• Exclusion: deliberately isolating or ignoring someone

6. Responsibilities

• 6.1 Leadership Church leadership is responsible for:

• Implementing and enforcing this policy

• Ensuring all staff and volunteers are aware of and understand this policy

• Addressing harassment complaints promptly and fairly

• Providing support to those affected by harassment

• 6.2 All Individuals All employees, volunteers, and members are responsible for:

• Refraining from any form of harassment

• Reporting any witnessed or experienced harassment

• Supporting those who report harassment

7. Reporting Procedure 

• Informal Resolution Individuals who experience harassment are encouraged to, if comfortable, address the issue directly with the person responsible.

• Formal Complaint If informal resolution is not successful or appropriate, a formal complaint should be made to:

• The individual's immediate supervisor

• The Human Resources representative

• A member of the church leadership team

• Documentation All formal complaints must be documented, including:

• Date, time, and location of the incident(s)

• Nature of the harassment

• Names of any witnesses

• Any action taken

8. Investigation Process 

• Timely Response All complaints will be acknowledged within 24 hours and investigated promptly.

• Confidentiality All investigations will be conducted with the utmost confidentiality.

• Impartiality Investigations will be conducted by an impartial party, either internal or external to the organization.

• Right to Respond The alleged harasser will be given the opportunity to respond to the allegations.

9. Outcomes and Disciplinary Action

• Findings The complainant and the alleged harasser will be informed of the investigation's findings.

• Disciplinary Action If harassment is found to have occurred, appropriate disciplinary action will be taken, up to and including termination of employment or church membership.

10. Support and Counselling Generocity Church will provide support and counselling services to individuals affected by harassment.

11. Training and Education All staff and volunteers will receive regular training on identifying, preventing, and responding to harassment.

12. Policy Review This policy will be reviewed annually to ensure its effectiveness and compliance with current legislation.

13. Non-Retaliation Retaliation against individuals who report harassment or participate in investigations is strictly prohibited and will result in disciplinary action.

 

By implementing this policy, Generocity Church affirms its commitment to creating a harassment-free environment for all.

Annual Hazard Review Form (Fillable PDF)

Download The Form Here

Church Property Hire Agreement

This agreement is made on the _____ of _______________, _______ between Generocity Church and the Hirer named below.

Owner of Property (Church): Generocity Church LTD

Address/Description of Property Hired: _______________________________________________________

Name of Hirer: _______________________________________________________

Phone Number of Hirer: _______________________________________________________

Email of Hirer: _______________________________________________________

Address of Hirer: _______________________________________________________

Suburb: __________________________________ State: _______ Postcode: __________

Hired from: Date: ____/____/____ Time: ________

Hired until: Date: ____/____/____ Time: ________

Agreed hire fee: $__________ Amount of bond: $__________

The hirer hereby agrees to the following conditions:

1. To hold harmless the owner of the property for all damages, costs, actions, demands and claims which may be sustained by or suffered by the owner or its employees arising out of the hire of the property.

2. To provide evidence of public liability insurance for an indemnity of not less than $10,000,000 covering any damage to the hired property or any legal liability that may arise from the use of the hired property.

3. To keep the hired property in good repair and condition, returning it in the same state as it was at the commencement of the period of hire.

4. To reimburse the owner for the cost of repairing any damage incurred to the hired property or its contents during the period of hire.

5. Not to permit alcohol to be consumed or brought onto the hired property.

6. To allow the owner or its employees access to the hired property during the period of hire for the purpose of inspection.

7. Not to remove from the hired property contents or fixtures belonging to the owner.

8. To use the hired property in a manner that will not annoy, disturb, interfere with or damage property belonging to the owner, tenants, occupiers of the hired property or occupiers of other properties in the neighbourhood.

9. Not to use the hired property in a manner which could cause a risk to the health and safety of others.

10. To comply with all applicable health and safety regulations, including any specific requirements related to infection control and social distancing.

11. To be responsible for cleaning, behaviour, and any damage caused during the hire period.

12. To sign in upon arrival at the site and sign out prior to leaving the site.

13. To report any incidents, accidents, or hazards to the church representative immediately.

14. To obtain written consent from the church before taking any photographs or videos on the premises.

15. To ensure that all activities conducted on the premises are consistent with the values and beliefs of the church.

I have read and agree to abide by the above conditions.

Signed (Hirer): _____________________________________________

Date: ____/____/____

Signed (Church Representative): _____________________________________________

Date: ____/____/____

 

Church Life Team Policy

The Church Life Team (CLT) is a vital component in our commitment to cultivating discipleship communities where lives are restored and transformed, as together we know, grow, live and share in the love of Jesus. Rooted deeply in our core values, the CLT serves to empower local leadership, foster vibrant community, and ensure the spiritual health and growth of each GC location. The CLT assists the Lead Pastor in the daily functioning of the local church.

This policy outlines the structure, responsibilities, and expected character of those called to serve on the Church Life Team. It reflects our unwavering dedication to seeing everyday people have an eternal impact for our extraordinary God.

1. Formation and Appointment of the Church Life Team

As a GC location matures and expands, the Church Life Team (CLT) is progressively developed to facilitate effective local leadership and ministry. The CLT is strategically comprised of:

• Department leaders (eg, Kids, Youth, Community, Creative, Finance)

• Emerging leaders

• Additional mature church members who embody our values - (when and where necessary). 

This blend ensures diverse perspectives and a rich tapestry of gifts contributing to the team's effectiveness.

Appointment to the Church Life Team is a vital responsibility and rests solely with the Lead Pastors (LPs). While the wisdom and counsel of other mature members of the local team are highly valued and should be sought, the authority to appoint individuals to the CLT cannot be delegated to anyone else within the location. In special circumstances, the GC Executive team may also make appointments to a location's CLT. This central authority ensures alignment with the overarching vision and consistency in leadership development.

It is essential to note that some locations may also establish distinct Local Eldership Teams to address more significant pastoral issues of church governance and spiritual oversight. A separate, specific Local Eldership policy governs appointments to a Local Eldership Team.

2. Operational Framework of the CLT

The operational approach of the Church Life Team is designed to be adaptable, acknowledging the unique dynamics of each GC location. Its specific functionality may vary depending on factors such as the size of the location, the diverse gift sets of its church members and the individual leadership style of the Lead Pastor. This flexibility allows for a spectrum of effective CLT setups across our locations, all committed to our vision, values and mission.

For example, some very collaborative LPs may choose to meet monthly or even fortnightly, make every decision as a team and keep written notes. Others may meet once per term, plan out the term together, then work more one-on-one with team leaders as required.

While operational methods may differ, the following fundamental requirements ensure the CLT remains vibrant and effective in fulfilling its purpose:

• Active Development & Utilisation: The CLT must be actively developed and intentionally utilised as a key leadership body.

• Regular Convening: The team is required to meet at least once per term to ensure consistent oversight, planning, and collaborative decision-making, always in a spirit of Purposeful Prayer.

• Empowered Voice: Lead Pastors are committed to giving CLT members a genuine voice, fostering an environment where diverse perspectives are heard and valued.

• Intentional Growth: Dedicated space must be intentionally created for individuals beyond the Lead Pastors to grow in their abilities and leadership capacity, embodying our commitment to Humble Growth and the Leadership Cultural Imperative of a Multiplier Mindset.

• Annual Review: CLT members are encouraged to serve for one-year terms, allowing them and the Lead Pastor the opportunity to review appointments.  

3. Qualifications for Church Life Team Members

Serving on the Church Life Team is a calling that requires a demonstrable commitment to Christ-like character and biblical principles. Candidates for the CLT are expected to exhibit the following qualifications, drawing guidance from biblical imperatives (e.g., Titus 1, 1 Timothy 3):

3.1. Character and Integrity (Blameless & Above Reproach)

• Integrity & Moral Character: Blameless and above reproach (Titus 1:6-7; 1 Timothy 3:2), demonstrating good behaviour, character, and morals (1 Timothy 3:2).

• Spiritual & Ethical Purity: Righteous (Just) and Holy in their spiritual and ethical conduct (Titus 1:8).

• Reputation: Possessing a good and honest reputation (1 Timothy 3:7).

• Temperance: Not given to excessive wine or other substances (1 Timothy 3:3). Not greedy for money (1 Timothy 3:3).

3.2. Temperament and Self-Control

• Patience & Gentleness: Patient and gentle, not a brawler (1 Timothy 3:3).

• Humility & Self-Regulation: Not self-willed or easily offended (Titus 1:7). Must be self-controlled in all things (Titus 1:8).

3.3. Family Relationships

• Marital Fidelity (if applicable): One partner in marriage of opposite gender (1 Timothy 3:2).

• Singleness (if applicable): Purity, patience and value in singleness (1 Corinthians 7:8, 1 Corinthians 7:32-35, 1 Thessalonians 4:3-5, 1 Peter 3:1-4, Philippians 4:8).

• Household Management: Demonstrating ability to rule their own household well (1 Timothy 3:4-5; Titus 1:6).

3.4. Faith and Biblical Adherence

• Steadfast Faith: Holding fast and faithful to the Word, steadfast and stable in their beliefs (Titus 1:9-11).

3.5. Ministry Ability & Maturity

• Aptitude for Teaching & Pastoring: Must have an ability to teach (not exclusive to preaching) and pastor God’s Word and ways (1 Timothy 3:2).

• Spiritual & Emotional Maturity: Spiritually and emotionally mature and experienced in their Christian walk (1 Timothy 3:6), avoiding immaturity.

4. Leadership Cultural Imperatives: Who Our Leaders Agree to Be

Beyond individual qualifications, every CLT member is called to embody our Leadership Cultural Imperatives. These principles guide who our leaders agree to be and how they serve, ensuring our leadership aligns perfectly with our Vision, Values and mission.

1. We lead with a multiplier mindset - Hebrews 10:24,

We champion the call, gifts and talents of others, even when it means we go unseen. 

2. We lead with authenticity, integrity and humility - 1 Peter 5:2-3

Discipleship is our life, leadership is our privilege. If any task is below us, then leadership is beyond us.

3. We’re connected and accountable -  Ecclesiastes 4:9-10

We build strong connections based on shared values, responsibilities, and care for each other.

4. We have courageous conversations - Ephesians 4:15, Proverbs 27:6

We have the right conversation, at the right time, with the right people, in the right tone. 

5. We honour all people - Matthew 7:12, James 3:9

We choose to treat all people as being in the image of their Creator. 

6. We prioritise God’s presence - 2 Corinthians 3:18

We prioritise seeking God’s transforming presence rather than our performance. Leading to motivate a movement of people, rather than propagating programs for people.

5. Restoration: A Path to Healing and Accountability

In alignment with our commitment to fulfil scripture, we not only maintain leadership standards but also implement restorative pathways of healing and accountability. We humbly recognise that no one is sinless. We emphatically state that confessions of sin are never to be used to isolate or shame individuals. However, we hold the influence and responsibility of leadership with utmost seriousness, believing that leaders are called to embody higher standards for the protection and flourishing of the church community.

When a leader falls short of these standards, for the protection of both the church and the individual involved, our unwavering commitment is to assist leaders toward repentance and restoration. If a leader is found to be in open rebellion to the ways and words of Jesus, or exhibits an unhealthy relationship, attitude, or habit that compromises their leadership, they may be asked to take time out from their leadership role. During this period, they will be fully supported through a compassionate and intentional restorative process, guided by biblical principles and genuine care.

Should a leader's behaviour be found to cause harm to another person, our safer places policies will guide our response. 

6. Governance Clarification

It is important to clarify the distinction between the Church Life Team and the overarching governance structures of our organisation. There is no legal obligation for the CLT to adhere to a certain number of meetings, or to keep formal minutes. This level of stringent governance is the responsibility of the church's Board and Executive leadership, ensuring their compliance with legal and charitable requirements. The CLT, by contrast, functions as a vital, operational leadership body focused on the spiritual and practical life of the local church within the framework of our Vision and Values.

Code of Conduct - Paid Staff and Ministerial

This Code of Conduct is part of Generocity Church's (“GC”) commitment to provide emotionally and physically safe environments, an expectation of our Child Protection Policy, and a commitment to providing appropriate duty of care, including health and safety considerations. This Code of Conduct outlines the requirements and expectations for all workers who hold spiritual guidance roles within Generocity Church.

This Code of Conduct aligns with and supports the Vision, Values, and Mission outlined in the DREAM document (available in the handbook). All workers must read and understand both the DREAM document and this Code of Conduct as part of their commitment to Generocity Church.

This Code of Conduct uses "shall" to denote legal, biblical, and/or moral imperatives that must be implemented, and "expected" to denote strongly recommended good practices.

1. Introduction & Scope

This Code of Conduct applies to all workers in Generocity Church, whether in a paid worker or volunteer worker position. Workers in these positions serve as representatives of Christ and Generocity Church, and therefore must maintain high standards of personal and professional conduct.

2. Vision and Values Commitment

Vision Alignment

Workers shall support and contribute to our vision of creating discipleship communities across Australia, where everyday people live in a restorative and transformative relationship with Jesus.

Values in Action

Workers shall demonstrate Generocity Church's values through their conduct:

• Personal Impact (1 Peter 4:11)
  Workers shall use their gifts, talents, and resources to positively impact others and glorify God in their role.

• Thankful Hope (1 Thessalonians 5:18)
  Workers shall maintain a positive, faith-filled attitude in their work and interactions, demonstrating resilience and hope in challenging situations.

• People Matter (Matthew 22:37-39)
  Workers shall treat all individuals with dignity, respect, and care, actively demonstrating Christ's love in their interactions.

• Purposeful Prayer (Colossians 4:2)
  Workers are expected to maintain an active prayer life and participate in corporate prayer activities, recognising prayer as fundamental to our ministry.

• Spirit Led (John 16:13)
  Workers shall remain sensitive to the Holy Spirit's guidance in decision-making and ministry activities, seeking God's wisdom in their role.

• Humble Growth (Ephesians 5:21)
  Workers shall maintain a teachable spirit, actively participate in personal development opportunities, and submit to appropriate authority and accountability structures.

3. Mission Support

Discipleship Focus

Workers shall support our mission of "Connecting our communities to Christ by building disciples of courageous influence" by:

• Know Jesus: Supporting and facilitating opportunities for people to come to know Christ

• Grow in Jesus: Encouraging and enabling spiritual growth in others

• Live like Jesus: Modelling Christ-like behaviour and discipleship

• Share Jesus: Actively participating in outreach and evangelism initiatives

Community Engagement

Workers are expected to:

• Participate in Life-Giving Sunday Gatherings

• Support and promote Connect Groups

• Engage in Prayer and Fasting initiatives

• Contribute to Community Partners and Projects

• Support GC Conference and youth camp activities

4. Leadership Expectations

Cultural Imperatives

Workers shall demonstrate the following leadership qualities (Hebrews 13:7):

1. Multiplier Mindset (Hebrews 10:24)
   Workers shall champion the call, gifts, and talents of others, even when it means going unseen.

2. Authenticity, Integrity and Humility (1 Peter 5:2-3)
   Workers shall recognise that discipleship is our life and leadership is our privilege.

3. Connected and Accountable (Ecclesiastes 4:9-10)
   Workers shall build strong connections based on shared values, responsibilities, and care for each other.

4. Courageous Conversations (Ephesians 4:15)
   Workers shall have the right conversation, at the right time, with the right people, in the right tone.

5. Honouring All People (James 3:9)
   Workers shall treat all people as being made in the image of their Creator.

6. Prioritising God's Presence (2 Corinthians 3:18)
   Workers shall prioritise seeking God's transforming presence rather than their performance.

Servant Leadership

Workers shall embrace servant leadership as modelled by Jesus (John 13:3-14), avoiding any misuse of authority or position of trust.

5. Professional Conduct

Behavioural Standards

Workers shall:

• Act in the best interests of those they serve

• Not be abusive in any way toward others (spiritually, emotionally, physically, or sexually)

• Avoid offensive language (including swear words, sexual connotations, racial, religious, or gender-related slurs)

• Exercise caution with potentially addictive behaviours and harmful substances

• Refrain from using illicit substances

• Maintain appropriate behavioural boundaries

• Act with sexual integrity

• Use electronic communications responsibly and wisely

• Report concerns of harm according to ACC Safer Church Guidelines

• Respect intellectual property rights

• Disclose any potential conflicts of interest

• Be open to correction and act with humility

Financial Integrity

Workers shall:

• Not seek personal financial gain from their role

• Not misuse church relationships for financial gain

• Steward property and finances with accountability and transparency

• Report any financial concerns promptly

Confidentiality

Workers shall maintain strict confidentiality except when:

• Disclosure is required by law

• There are harm or risk of harm notifications

• There are safety concerns for any person

• Information is already in the public domain

• Disclosure aligns with the church's privacy policy

6. Safety and Compliance

Environmental Stewardship

Workers shall:

• Be good stewards of the environment (Genesis 2:15)

• Minimise environmental impact through responsible practices

• Report environmental concerns or hazards

Safer Churches

Workers shall:

• Create and maintain safe, welcoming environments

• Report concerns, hazards, or incidents promptly

• Cooperate with safety-related investigations

Compliance Requirements

Workers shall:

• Uphold all relevant Federal, State or Territory legislation

• Implement and support all church policies and procedures

• Complete required training and certifications

• For Pastoral Staff: Have and maintain, or be actively working toward an ACC PMC/OMC, which includes signing and adhering to the ACC Ministerial Code of Conduct. Generocity Church maintains the right to respond to any breach of our own or ACC Ministerial Code of Conduct

• Seek clarity when legislation and/or guidelines are unclear

7. Team Ministry

Accountability

Workers are expected to:

• Be accountable to their team

• Protect each other's integrity

• Participate in team meetings and development opportunities

Development

Workers shall:

• Undertake required role-specific training

• Pursue ongoing spiritual and professional development

• Contribute to the development of others

Collaboration

Workers are expected to:

• Embrace Generocity Church's vision, values, and mission

• Work cooperatively with other team members

• Share resources and gifts appropriately

• Support other locations' initiatives and celebrations

Implementation of this Code of Conduct

Any breach of this code involving a criminal offence will lead to a report being made to the relevant authorities. Any breaches relating to the harm or risk of harm of a child or young person will be dealt with under our Child Protection Policy. At the sole discretion of Generocity Church and following fair process, a worker may be stood down,  suspended and/or employment terminated depending on the severity of a breach of this Code.

 

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▢ I acknowledge that I have read and understood both the DREAM document and this Code of Conduct. 010d The Dream - Vision, Values & Mission

▢ I have read and understood this Code of Conduct and commit to upholding these standards in my role with Generocity Church.

Worker’s Full Name: __________________________________________________

Worker’s Signature: __________________________________________________ Date: __________

This declaration and accompanying relevant documentation is to be permanently kept

 

Code of Conduct - Volunteer Worker

Codes of Conduct are a part of Generocity Church's (“GC”) commitment to provide emotionally and physically safe environments, an expectation of our Child Protection Policy, and a commitment to providing appropriate duty of care, including health and safety considerations. This Code of Conduct shows how Generocity Church is committed to creating safe environments for everyone. It outlines what we expect from our volunteers who serve in non-leadership roles at Generocity Church events and activities.

This Code of Conduct aligns with and supports the Vision, Values, and Mission outlined in the DREAM document (available in the handbook). All volunteers must read and understand this Code of Conduct as part of their commitment to Generocity Church.

In this document:

• "shall" means you must do this (it's required)

• "expected" means this is strongly encouraged as best practice

1. Introduction & Scope

This Code of Conduct applies to all volunteers of Generocity Church. Volunteers in these positions contribute to the church's mission and therefore must maintain appropriate standards of conduct. Note that Pastoral Staff are subject to additional requirements including maintaining Australian Christian Churches (ACC) credentials and adhering to the ACC Ministerial Code of Conduct.

2. Vision and Values Commitment

Vision Alignment

Volunteers are expected to respect and uphold Generocity Church's Vision, Values, and Mission as outlined in the DREAM document.

Values in Action

As a volunteer, you'll show these values through your actions:

• Personal Impact (1 Peter 4:11)
  Volunteers are expected to use their gifts and abilities to serve others effectively.

• Thankful Hope (1 Thessalonians 5:18)
  Volunteers are expected to maintain a positive attitude in their service.

• People Matter (Matthew 22:37-39)
  Volunteers shall treat all individuals with dignity, respect, and care.

• Purposeful Prayer (Colossians 4:2)
  Volunteers are expected to support the prayer life of the church.

• Spirit Led (John 16:13)
  Volunteers are expected to be open to guidance in their service.

• Humble Growth (Ephesians 5:21)
  Volunteers shall be open to feedback and willing to learn.

3. Service Commitment

Team Engagement

Volunteers are expected to:

• Participate in their assigned ministry areas with dedication

• Support their team members

• Follow reasonable directions from their team leader

• Attend required training sessions

• Communicate clearly about availability and responsibilities

Servant Heart

Volunteers shall:

• Serve with a willingness to help others (John 13:3-14)

• Undertake all aspects of their volunteer role with dedication

• Avoid any misuse of authority or position

• Acknowledge when they need help or additional training

4. Professional Conduct

Behavioural Standards

Volunteers shall:

• Act in the best interests of those they serve

• Choose language and behaviours that are encouraging and uplifting

• Avoid offensive language (including swear words, sexual connotations, racial, religious, or gender-related slurs)

• Not volunteer while under the influence of any illicit substance or alcohol

• Maintain appropriate behavioural boundaries

• Use electronic communications responsibly and wisely

• Report concerns according to ACC Safer Church Guidelines

• Respect intellectual property rights

• Disclose any potential conflicts of interest

• Be open to correction and act with humility

Financial Integrity

Volunteers shall:

• Not seek personal financial gain from their role

• Not misuse church relationships for financial gain

• Handle any church property or finances with care and honesty

• Report any financial concerns promptly

Confidentiality

Volunteers shall maintain strict confidentiality except when:

• Disclosure is required by law

• There are harm or risk of harm notifications

• There are safety concerns for any person

• Information is already in the public domain

• Disclosure aligns with the church's privacy policy

5. Safety and Compliance

Environmental Stewardship

Volunteers shall:

• Be good stewards of the environment (Genesis 2:15)

• Minimise environmental impact through responsible practices

• Report environmental concerns or hazards

Safer Churches

Volunteers shall:

• Help maintain safe, welcoming environments

• Report concerns, hazards, or incidents promptly

• Cooperate with safety-related investigations

Compliance Requirements

Volunteers shall:

• Uphold all relevant Federal, State or Territory legislation

• Follow church policies and procedures

• Complete required training

• Ask questions if you're unsure about anything

Conflict of Interest Policy

The purpose of this policy is to protect the integrity of Generocity Church's decision-making process, to enable our stakeholders to have confidence in our integrity, and to protect the integrity and reputation of our volunteers, staff, and leadership.

Scope

This policy applies to all Generocity Church personnel, including volunteers, staff, and leadership (elders/board members).

Policy

Generocity Church personnel have an obligation to act in the best interests of the church and avoid situations where their personal interests or relationships could interfere with their judgment or ability to make decisions objectively.

A conflict of interest can arise when an individual's personal, financial, or other interests or relationships could influence or appear to influence the performance of their duties and responsibilities with the church. This includes, but is not limited to:

• Having a financial interest in a transaction or arrangement that the church is considering.

• Accepting gifts, entertainment, or other favors from individuals or entities that do business or seek to do business with the church.

• Using the church's time, resources, equipment, or information for personal gain.

• Serving in a leadership or decision-making role for the church while also serving in a similar role for another organization that has competing interests.

• Hiring or supervising a family member or close personal friend.

All Generocity Church personnel are required to disclose any actual, potential, or perceived conflicts of interest to their supervisor or the church leadership team. Disclosed conflicts will be reviewed, and a determination will be made on how to manage the conflict, which may include:

• Removing the individual from the decision-making process.

• Requiring the individual to abstain from participating in discussions and votes on the matter.

• Requiring the individual to divest themselves of the conflicting interest.

• Terminating the individual's relationship with the church.

Generocity Church personnel who fail to disclose conflicts of interest or who do not cooperate in the management of disclosed conflicts may be subject to disciplinary action, up to and including termination of employment or volunteer service.

Responsibilities

• All Generocity Church personnel are responsible for being aware of this policy and for disclosing any actual, potential, or perceived conflicts of interest.

• Supervisors and church leadership are responsible for reviewing disclosed conflicts of interest and determining appropriate management strategies.

• The church leadership team is responsible for overseeing the implementation and enforcement of this policy.

 

Computer Usage Policy 2025

This policy establishes guidelines for the appropriate use of church-owned computers, devices, and network resources by all staff members and volunteers where applicable. This includes desktop computers located in church buildings, church-purchased laptops, tablets, and any other technology equipment owned by the church. This policy applies to all full-time, part-time, and volunteer staff who have access to church technology resources, whether used on church premises or taken off-site for approved ministry purposes.

Important Note: This policy covers church computer usage only. Minors (individuals under 18) are generally prohibited from using church computers and laptops except under specific, supervised circumstances as outlined in the Minor Usage section below.

Church computer equipment and network access are provided to support ministry activities and administrative functions. This includes desktop computers in offices, meeting rooms, and ministry spaces, as well as church-purchased laptops that may be assigned to staff for ministry use. All usage should align with our Christian values and the mission of the church. Staff members are expected to use technology resources responsibly, ethically, and in accordance with applicable laws, whether using equipment on church premises or off-site for approved ministry activities.

Minor Usage Restrictions

General prohibition 

Minors (individuals under 18 years of age) are prohibited from using church-owned computers, laptops, and network resources except under the limited circumstances outlined below.

permitted minor usage  

Minor usage of church technology is restricted to:

• Supervised educational activities during formal church programs (youth group, Sunday school, etc.) with direct adult supervision

• Presentation purposes where a minor is participating in a church service or program under staff supervision

• Emergency situations with explicit staff authorization and direct supervision

required guardrails for minor usage

When minor usage is permitted:

• Adult staff member must be present and actively supervising at all times

• Internet access must be filtered and monitored

• Usage must be limited to specific, pre-approved activities

• Parents/guardians must provide written consent for any regular computer usage

• All minor usage must be documented with supervising adult, date, time, and purpose

• Minor usage sessions should be kept to minimum necessary duration

• No private or unsupervised access to church computers or laptops

prohibited minor activities

       Minors are strictly prohibited from:

• Using church computers without direct adult supervision

• Accessing church-owned desktop/laptops independently

• Having login credentials or passwords for church systems

• Using church technology for personal activities or entertainment

• Taking church-owned portable devices off church premises

Staff Acceptable Use

Ministry and administrative activities  

• Church administration, record keeping, and financial management

• Communication with congregation members and ministry partners

• Planning and coordinating church events and programs

• Educational content creation and ministry resource development

• Professional development related to ministry responsibilities.

limited personal use   

• Brief personal email checks during breaks or lunch periods

• Occasional personal research that does not interfere with work duties

• Emergency family communications

• Personal banking or appointments during designated break times

Prohibited Activities

strictly forbidden

• Accessing, downloading, or distributing pornographic, sexually explicit, or inappropriate material

• Viewing or sharing content that promotes violence, hatred, discrimination, or illegal activities

• Gambling or participating in online gaming during work hours

• Downloading or installing unauthorised software, games, or applications

• Accessing social media for extended periods during work hours (brief checks acceptable during breaks)

• Using church resources for personal business ventures or commercial activities

• Sharing confidential church information, financial data, or personal member information

• Attempting to bypass network security measures or access restricted systems

child protection considerations 

• All staff must be aware that minors have very limited access to church technology

• Report any unauthorised minor usage immediately to church leadership

• Ensure appropriate supervision protocols are followed when minors are present in areas with computer access

• Maintain awareness of screen content when minors may be present in the vicinity

security violations  

• Accessing systems or files without proper authorisation

• Downloading files from suspicious or untrusted sources

• Opening email attachments from unknown senders

• Installing peer-to-peer file sharing software

• Attempting to hack, modify, or damage computer systems
  
  Internet and Email Guidelines
  
  professional communications

• Use professional language and tone in all church-related communications

• Include appropriate signatures with church contact information

• Respond to ministry-related emails in a timely manner

• Avoid forwarding chain letters, jokes, or non-essential content during work hours

    social media considerations 

• Remember that staff members represent the church in online interactions

• Maintain professional boundaries when interacting with congregation members online

• Avoid posting controversial content that could reflect poorly on the church

• Report any concerning online interactions involving church members

Data Protection and Privacy 

confidential information

• Protect all confidential church information, including financial records, personnel files, and member data

• Use secure methods when transmitting sensitive information

• Log out of systems when stepping away from computers

• Report any suspected data breaches immediately to church leadership

backup and storage 

• Save important work files to designated church network folders

• Avoid storing church files on personal devices or cloud services

• Regularly backup critical ministry materials according to church procedures

Software and Hardware Management 

Authorised Software

• Only install software that has been approved by church leadership or IT personnel

• Use licensed software appropriately and in compliance with license agreements

• Report any software malfunctions or security concerns promptly

Hardware Care and Equipment Management

• Handle all equipment with care and report damage immediately

• Keep workstations clean and free from food and beverages

• Shut down computers properly at the end of each work day

• Secure church-owned laptops when not in use, including proper storage and transport

• Church-purchased laptops remain church property and must be returned upon request or end of employment

• Notify church leadership before taking church-owned laptops or equipment off church premises

• Use appropriate protective cases and follow safe transport procedures for portable equipment

• Do not loan church equipment to family members or non-church personnel

• Ensure church-owned laptops are returned to designated secure locations when not assigned to specific staff

Monitoring and Enforcement

Monitoring Notice

The church reserves the right to monitor computer and internet usage on all church-owned equipment to ensure compliance with this policy and to protect church resources adhoc. This includes desktop computers in church buildings and church-purchased laptops regardless of location of use. Staff members should have no expectation of privacy when using church equipment or networks, whether on church premises or off-site. Church-owned laptops may be subject to remote monitoring and management software to ensure security and policy compliance. All minors will need a parent/guardian to be present for any/all of the following discipline steps. 

Progressive Discipline

Violations of this policy may result in:

1. Verbal warning and additional training

2. Written warning and temporary restriction of computer privileges

3. Suspension from duties

4. Termination of employment or volunteer position

Serious violations involving illegal activities, security breaches, or inappropriate content may result in immediate disciplinary action.

Reporting and Support

Technical Issues

• Report technical problems to designated IT support personnel

• Do not attempt to repair equipment without proper authorisation

• Document and report any suspected security incidents immediately

Policy Violations

• Report suspected policy violations to immediate supervisor or Senior Pastor

• All reports will be handled confidentially and investigated appropriately by the Safer Churches/WHS Person

• No retaliation will be tolerated against staff members who report violations in good faith

Training and Acknowledgment

All staff members will receive training on this policy and must sign an acknowledgment form indicating they understand and agree to comply with these guidelines. Regular refresher training may be provided as needed.

Policy Updates

This policy will be reviewed annually and updated as necessary to address new technologies, security concerns, or ministry needs. Staff will be notified of any policy changes and provided with updated training as required.

Contact Information

For questions about this policy or to report concerns, contact:

• Senior Pastor - Ps Caleb Dwyer

• Safer Churches/WHS - Ps Angela Mitchell 

• HR - Ps Tash Eagle 

• IT Support Personnel - Ps Nathan Keenan

Detailed Action Plan for High Risks

Overview

This form must be completed when a HIGH risk issue is identified. Complete one form for each high-risk issue.

Event Details

Event Name: ____________________________________________
Event Date: ____________________________________________
Event Location: ____________________________________________
Risk Manager: ____________________________________________

High-Risk Issue Details

Risk Category:
☐ Property     ☐ Financial     ☐ Operational     ☐ People     ☐ Reputational     ☐ Compliance

Hazard Identified (Insert specific hazard from the Risk Register): ___________________________________________________________________________________________________

Current Risk Rating: HIGH

Likelihood (Before Control): _________ (1-5)
Consequence (Before Control): _________ (1-5)

Detailed Description of the High-Risk Issue (Provide a comprehensive description of the risk, its potential impacts, and why it's considered high-risk):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

 

Proposed Solution

Elimination / Control Measure (Describe in detail the proposed solution or mitigation strategy. Reference the Hierarchy of Controls zz Hierarchy of Controls):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Expected Outcome (Describe how this solution is expected to reduce the risk level):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Resources Required

Financial Resources (List any financial resources needed to implement the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Human Resources (List personnel needed and their roles in implementing the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Material Resources (List any equipment, supplies, or other materials needed):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Implementation Timeline

Start Date: _____/_____/__________
Completion Date: _____/_____/__________

Key Milestones:

1. ___________________________________________________________ Expected: _____/_____/__________

2. ___________________________________________________________ Expected: _____/_____/__________

3. ___________________________________________________________ Expected: _____/_____/__________

Risk Re-assessment

Likelihood (After Control): _________ (1-5)
Consequence (After Control): _________ (1-5)
New Risk Rating: ___________________________ (Low, Medium, High, Very High)

Monitoring and Review

Monitoring Process (Describe how the implementation and effectiveness of the solution will be monitored):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Review Schedule (Set dates for reviewing the effectiveness of the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Approval

Submitted by: ________________________________________________________________________
Role: ________________________________________________________________________
Date: _____/_____/__________

Approved by: ________________________________________________________________________
Role: ________________________________________________________________________
Date: _____/_____/__________

Signature: ________________________________________________________________________

Additional Notes

___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

 

Event Risk Assessment and Action Plan

Download The Assessment & Action Plan Template Here

Emergency Response Plan

Use this template to create a plan for your location.

[CAMPUS NAME]

[Address of the specific location]

In Case of Emergency:

1. Call 000 immediately

2. Provide the operator with:

• Street name and number

• Nearest cross streets/landmarks

• Nature of the emergency

• Your name and phone number

Evacuation Procedure:

1. Remain calm and follow instructions from emergency wardens

2. Exit the building using the nearest safe exit

3. Do not use elevators

4. Assist any persons with special needs

5. Proceed to the designated assembly point: [SPECIFY LOCATION]

6. Do not re-enter the building until authorised by emergency services

Emergency Contacts:

• Fire Warden: [NAME AND CONTACT]

• First Aid Officer: [NAME AND CONTACT]

• Local Lead Pastors: [NAME AND CONTACT]

Remember:

• Do not waste time collecting personal belongings

• Stay with your group at the assembly point

• Report any missing persons to the Fire Warden

Create an Emergency Evacuation Plan that includes

• Emergency Exits

• Assembly Point

• Fire Extinguisher Locations

Employee & Organisational Record Retention Policy

Employee & Organisational Record Retention Policy

Version 1.0 | Approved: March 2026 | Next Review: March 2027

1. Purpose

This policy sets out how Generocity Church stores, manages, and disposes of employee and organisational records in compliance with Australian law, including the Fair Work Act 2009, the Privacy Act 1988, ATO requirements, NSW employment legislation, and child safety obligations.

Proper record retention protects the church, its employees, and the people we serve — particularly children. It also ensures we can meet our legal obligations and respond to any audit, dispute, or investigation with confidence.

2. Scope

This policy applies to:

• All paid employees and pastoral staff

• Contractors and volunteers in roles with ongoing obligations (e.g. child-facing roles)

• All campuses and ministry arms of Generocity Church, including Generocity Kids and The Horizon Project

It applies to records held in any format — paper, digital, or cloud-based (including Xero, Google Workspace, Basecamp, and any church management systems).

3. Retention Schedule

The table below sets out minimum retention periods for key record categories. Where multiple obligations apply, retain records for the longest applicable period.

4. Responsibilities

CHURCH LEADERSHIP / SENIOR PASTOR

• Approves this policy and any significant changes

• Ensures the organisation has adequate systems to meet these obligations

CHURCH ADMINISTRATOR / OPERATIONS

• Maintains the master record register in GC Admin File > Employee File on drive

• Oversees secure storage and disposal of records

• Coordinates annual review of this policy

CAMPUS PASTORS

• Ensure campus-level records are captured and stored appropriately

• Report to church administration when records are due for review or destruction

ALL STAFF

• Handle records in accordance with this policy

• Do not destroy records without authorisation

• Notify church administration if a dispute arises that may affect records

5. Storage & Security

All employee records must be stored securely and only accessed by authorised personnel. This includes:

• Digital records: password-protected, stored in approved systems (e.g. Google Workspace with appropriate sharing restrictions)

• Physical records: stored in locked cabinets, accessible only by the church administrator and senior leadership

• Cloud-based payroll/accounting (e.g. Xero): ensure accounts remain active and records are exportable before downgrading or cancelling subscriptions

Records must not be stored on personal devices unless secured and backed up to the organisation's systems.

6. Record Destruction

When records have met their minimum retention period and are no longer required, they must be disposed of securely:

• Paper records: shred or use a certified document destruction service

• Digital records: permanently deleted (including from cloud backups where practicable) but listed on the Record Destruction Section of the policy

• USB / physical media: physically destroy or use certified e-waste disposal

Records must NOT be destroyed if:

• A dispute, complaint, or legal claim is pending or reasonably anticipated

• An audit or investigation has been notified

• The record relates to a child safety matter (retain indefinitely)

RECORD OF DESTRUCTION

All record destruction will be kept in a separate register as looks like this for example:

7. Privacy

All records containing personal information must be handled in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs). This includes:

• Collecting only the information necessary for employment and ministry purposes

• Ensuring employees can access records about themselves on request

• Not disclosing personal information to third parties without consent, except where required by law

8. Policy Review

This policy will be reviewed annually, or earlier if there are changes to relevant legislation. The church administrator is responsible for initiating the review.

Authorised by

Name: Ps Tash Eagle 

Role:   HR Executive Pastor 

Date:  25th March 2026

Firefighting Equipment Guidelines

Fire safety is a critical aspect of church management. This guide outlines the types of firefighting equipment commonly found in our churches, their proper use, and maintenance requirements. It is essential that all staff and volunteers familiarise themselves with this information to ensure the safety of all church occupants in the event of a fire.

Types of Fire-Fighting Equipment

In churches, the most common types of fire-fighting equipment are:

1. Portable fire extinguishers

2. Fixed hose reels

3. Fire hoses and hydrants

4. Sprinkler systems

5. Fire blankets

1. Portable Fire Extinguishers

Portable fire extinguishers are the most versatile and commonly used firefighting equipment. Different types of extinguishers are designed for different types of fires.

Important Notes:

• Water and Foam extinguishers are dangerous if used on electrical fires.

• Carbon Dioxide extinguishers are not specially suitable outdoors.

• Vaporising Liquid extinguishers containing BCF or Halon are no longer permitted. Contact the supplier for proper disposal.

2. Fixed Hose Reels

• Wall-mounted in accessible locations or in a cabinet

• Connected to a constant water supply

• Suitable for fires involving ordinary combustibles (wood, paper, rubbish, textiles)

• Must NOT be used on live electrical equipment

3. Fire Hoses and Hydrants

• For use only by the fire authority or a qualified fire-fighting team

• Unqualified people must not use them

4. Sprinkler Systems

• Designed to detect, control, and/or extinguish fires

• Sprinkler heads are activated by heat

• Automatically alert the fire authority when activated

• Require a maintenance contract and regular testing

5. Fire Blankets

• Suitable for small fires in pans, trays, etc.

• Ideal for use in kitchens for fat fires

• Can be used to suppress flames on a person whose clothing has caught fire

• Work by depriving the fire of oxygen

Maintenance and Testing

• All firefighting equipment must be regularly checked and maintained.

• It is recommended to outsource maintenance to professionals to ensure equipment is in good working order.

• Keep detailed records of all maintenance activities.

• Check local regulations for specific maintenance requirements, as they may vary by state/territory.

Training and Familiarisation

• All employees and voluntary workers should familiarise themselves with the location and proper use of fire extinguishers.

• Consider providing basic training for staff and volunteers, potentially through the local fire authority.

• Identify any congregation members with fire warden training who can assist the church with their expertise.

Emergency Procedures

In the event of a fire:

1. Ensuring people's safety is the first priority.

2. Only attempt to extinguish a fire if it is safe to do so and you are trained in the use of firefighting equipment.

3. Follow the church's established evacuation procedures.

4. Call emergency services (000) immediately.

Additional Considerations

• Ensure clear signage indicating the location of firefighting equipment.

• Keep areas around fire fighting equipment clear and easily accessible.

• Include fire safety information in new staff and volunteer inductions.

• Conduct regular fire drills to ensure all occupants are familiar with evacuation procedures.

First Aid Guidance

First Aid is the emergency care of injured or sick persons. It aims to:

• Preserve life

• Promote recovery

• Prevent the injury or illness from becoming worse

First Aid Kits

Requirements

• Risk Assessment: NSW Work Health and Safety (WHS) regulations require that a risk assessment be conducted to determine the necessary contents and number of first aid kits. The assessment should consider the nature of the work, the size of the workforce, and the proximity to medical services.

• Specific NSW Requirements: As per the NSW WHS Regulation 2017, workplaces must comply with specific requirements for first aid. This includes the provision of appropriate first aid kits based on the risk assessment, which may include items like emergency asthma inhalers or EpiPens, depending on the identified risks.

• Location of Kits: First aid kits must be placed in accessible locations, clearly signposted, and easily accessible to all workers. In larger workplaces or multi-level buildings, multiple kits may be required to ensure timely access.

Maintenance

• Preferred Maintenance Method: To ensure compliance with WHS regulations and maintain the safety of all personnel, it is strongly recommended to utilize a professional service, such as that provided by St John, for the regular inspection, cleaning, and replenishment of first aid kits. This service includes:

• Individual inspection of kit contents for integrity and expiry dates.

• Replacement of missing, used, or damaged items to meet WHS Regulation requirements.

• Re-stocking of kits based on an agreed schedule aligned with your workplace risk assessments.

• Compliance tagging and signing off of each kit.

• Inspection and maintenance of specialised equipment, such as Automatic External Defibrillators (AEDs) and Emergency Oxygen, to ensure they are operation-ready.

• Updates on any legislative changes relevant to your workplace.

Contact St John for First Aid Kit Maintenance and Restocking:

• Phone: 1800 785 646

• Website: www.stjohnnsw.com.au

• Email for E-Stock Requests: restock@stjohnnsw.com.au

• Customer Service Inquiries: customer.service@stjohnnsw.com.au

St John provides professional and compliant first aid services, ensuring that your workplace remains safe and adheres to all relevant WHS regulations. Consider scheduling regular maintenance visits or placing web orders as needed.

• Regular Inspections: Even if using a professional service, first aid kits should still be checked regularly, at least every 12 months, or after any use. This ensures that all items are present and in good condition.

• Record Keeping: A detailed logbook must be maintained to record all first aid treatments provided. The log should include the date, time, details of the incident, and treatment administered. This log should be kept secure and confidential.

• Responsible Person: A designated responsible person should be appointed to oversee the professional maintenance of the first aid kits. Their name and photograph, along with the trained first aider's information, should be displayed on the front of the first aid cabinet.

Contents

• Basic First Aid Kit: Based on the risk assessment, a Basic First Aid Kit should be provided in workplaces with 25-50 employees or for smaller congregational settings. The kit should include items as per NSW guidelines.

• Occupational First Aid Kit: Workplaces with more than 50 employees, or higher-risk environments, require an Occupational First Aid Kit. The contents of this kit should meet or exceed the requirements set by NSW regulations.

• Analgesics: Analgesics should not be included in the first aid kit. However, they may be kept by a responsible person and made available provided their use is noted and explained.

• Resuscitation Masks: Persons using an approved resuscitation face mask must have received recent training in its use to ensure proper application during emergencies.

Additional Notes

• The contents of the first aid kits should be compliant with the requirements of the NSW WorkCover Authority. It is advisable to check with the local WorkCover Authority for any updates or specific state-based requirements.

First Aid Rooms and Facilities

Requirements for First Aid Rooms

• According to NSW WHS regulations, workplaces with a significant number of employees or those engaged in high-risk activities may require a dedicated first aid room. This room should be equipped with necessary supplies and should meet the criteria set out by NSW regulations.

• Checklist for First Aid Room:

• A sink with hot and cold water

• First aid treatment table or bed

• Hygienic hand-washing facilities

• Appropriate lighting and ventilation

• First aid kit that meets the workplace's risk assessment requirements

• A phone or communication device for emergencies

• A logbook for recording treatments

Training

Accredited Training

• All designated first aiders must hold a current first aid certificate from a nationally recognized training provider. NSW regulations require that this training be updated regularly—every three years for first aid, with CPR skills refreshed annually.

Emergency Procedures

• First aiders must be familiar with the workplace’s emergency procedures, including evacuation routes, emergency contacts, and specific protocols related to the nature of the workplace or event.

WHS Consultation

• Workers should be consulted about the provision of first aid in the workplace as required by NSW WHS regulations. This consultation process should be documented and reviewed regularly.

Signage and Communication

• Signage: Clear and compliant signage must be used to indicate the location of first aid kits and rooms. Signage should meet the standards set by NSW WHS regulations.

• First Aid Information: First aid information, including emergency numbers, the location of kits, and the identities of trained first aiders, should be displayed prominently throughout the workplace or venue.

Additional Considerations

Automated External Defibrillator (AED)

• Consider the provision of an Automated External Defibrillator (AED), especially in high-traffic or high-risk environments. NSW regulations support the availability of AEDs in workplaces, particularly where there is a significant risk of cardiac arrest.

Other Recommendations

1. Supply at least one Basic First Aid Kit: Ensure a Basic First Aid Kit is available, especially in small workplaces or congregational settings.

2. Trained First Aider at Services: A trained first aider should be present at all services.

3. Trained First Aider at Large Functions: Ensure that a trained first aider is available at large church functions or events.

4. Regular Review and Update: The first aid plan, including kits, training, and procedures, should be reviewed regularly to ensure compliance with current NSW regulations and workplace needs.

Legal Note

The contents of this document are provided as a guide only. It does not represent a definitive list or legal view. You are advised to seek your own professional advice on all aspects pertaining to this document and related matters. Regular updates should be made in accordance with any changes to NSW regulations.

Focused Risk Management Plan

Focused Risk Management Plan

This focused risk management plan is to be completed when there are High or Medium risks involved with the event.

Event Details

Event Name: ________________________
Event Date: ________________________
Risk Manager: ________________________

High and Medium Risk Summary

Total Number of High Risks: ______
Total Number of Medium Risks: ______

Detailed Action Plans for High Risks

For any HIGH RISKS complete a Detailed Action Plan for each and attach here.

Consolidated Action Plan for Medium Risks

Provide an overview of actions to address all MEDIUM risks
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Ongoing Monitoring Process

Frequency of Risk Reassessment: ________________________

Method of Monitoring:
___________________________________________________________________________________________________
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Responsible Person for Monitoring: ________________________

Escalation Procedure

In case risks increase or new high risks emerge:

1.  

   ---

    

2.  

   ---

    

3.  

   ---

    

Post-Event Review

Date for Post-Event Risk Review: _____/_____/____________

Key Areas to Evaluate:

1.  

   ---

    

2.  

   ---

    

3.  

   ---

    

Approval

Prepared by: ________________________________________________
Role: ________________________________________________
Date: _____/_____/____________

Approved by: ________________________________________________
Role: ________________________________________________
Date: _____/_____/____________

Signature: ________________________________________________

Additional Notes

___________________________________________________________________________________________________
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Hazard Identification List

A hazard is a source of danger that could result in an accident if undue care is not exercised. This Hazard Identification List is a crucial tool for maintaining a safe environment in our church. By identifying potential hazards, we can take proactive steps to eliminate or control them, thereby preventing accidents and injuries to our staff, volunteers, and congregation members.

Importance of Completing This List

1. Safety: Identifying hazards is the first step in ensuring the safety of everyone who uses our church facilities.

2. Legal Compliance: It helps us meet our obligations under Occupational Health & Safety legislation.

3. Risk Management: By addressing hazards, we can reduce the risk of accidents and potential liability.

4. Stewardship: Proper hazard management demonstrates good stewardship of our church resources.

Tips for Completing the Hazard Identification List

1. Walk-through Inspection: Conduct a thorough walk-through of all church premises, including buildings, grounds, and equipment.

2. Fresh Perspective: Involve someone who is not familiar with the property, as a fresh pair of eyes will often see things that have been overlooked by people familiar with the site.

3. Consult Others: Involve other people who know the site well, including staff and regular volunteers.

4. Consider All Hazard Types: Look for physical, chemical, biological, ergonomic, and psychosocial hazards.

5. Think Broadly: Consider hazards in church grounds, including risks from trees, open drains, creeks, or waterways.

6. Use the Hierarchy of Controls: When identifying control measures, consider the hierarchy: Elimination, Substitution, Engineering Controls, Administrative Controls, and Personal Protective Equipment.

7. Be Specific: When describing hazards and control measures, be as specific as possible to ensure clear understanding and effective action.

8. Prioritise: Assign a priority level to each hazard based on its potential risk and the likelihood of occurrence.

9. Assign Responsibility: Clearly indicate who is responsible for implementing each control measure.

10. Set Deadlines: Establish realistic completion dates for addressing each hazard.

11. Regular Review: This list should be reviewed and updated regularly, at least annually or when significant changes occur in the church's operations or environment.

Hazard Identification Questions

When identifying hazards, ask yourself and others these questions. If the answer is yes to any one, then a hazard exists and requires assessing and controls put in place before starting work or activity:

1. Can you be struck or contacted by anything while doing this step of the task or activity so as to cause injury?

2. Can you strike against anything or make injurious contact with anything?

3. Can you be caught in or between anything?

4. Can you strain or overexert yourself?

5. Can you slip or trip or fall on anything or in any way?

6. Can you be exposed to any injurious conditions such as gas, heat, electricity etc.?

7. Can you injure another person?

8. Can any damage to equipment occur?

9. Can any pollution to the environment occur?

Remember, the goal is to create a comprehensive list that will help us maintain a safe environment for all who use our church facilities. Your diligence in completing this list contributes significantly to our overall safety management efforts.

Instructions for Completing Each Column

Campus Name:______________________________

Hazardous Substances Inventory

Instructions for Completing This Inventory:

1. Identify all substances used or stored on church premises, including cleaning products, office supplies, gardening chemicals, and any other potentially hazardous materials.

2. For each substance, obtain a Material Safety Data Sheet (MSDS) from the manufacturer or supplier.

3. Determine whether each substance is classified as hazardous based on the information in the MSDS.

4. Ensure that MSDSs are posted or readily accessible at the point of use for all hazardous substances.

5. Review and update this inventory at least annually or whenever new substances are introduced to the workplace.

6. Ensure that all staff and volunteers who may come into contact with these substances are aware of this inventory and have access to the MSDSs.

7. Store all hazardous substances securely, out of reach of children and unauthorized persons.

8. Provide appropriate personal protective equipment (PPE) for handling hazardous substances as indicated in the MSDSs.

9. Train relevant staff and volunteers on the proper handling, use, and storage of hazardous substances.

10. Maintain a central file of all MSDSs in addition to those posted at points of use.

Remember, proper management of hazardous substances is crucial for maintaining a safe environment for all church staff, volunteers, and visitors. If you have any questions about completing this inventory or managing hazardous substances, please consult with your local Occupational Health and Safety authority.

 

Campus Name:______________________________

Signed OH&S Co-ordinator: ______________________________

Signed Employee/Voluntary Worker Representative: ______________________________

Document Dated (dd/mm/yyyy): ____/____/________

Next Review Date (dd/mm/yyyy): ____/____/________

Health And Safety Rules

1. No Smoking:
   Smoking is strictly prohibited in all church buildings and work areas. Designated smoking areas should be clearly marked and positioned away from entrances, exits, and high-traffic zones.

2. No Alcohol or Non-Prescription Drugs:
   The use of alcohol or non-prescription drugs in the workplace is forbidden. Prescription medications must be used as directed by a healthcare professional.

3. Observe All WHS Regulations:
   All staff, volunteers, and contractors must know and comply with Workplace Health and Safety (WHS) regulations, including the use of personal protective equipment (PPE) and adherence to safe work practices.

4. Emergency Response and Evacuation:
   Be familiar with and follow the emergency response procedures, including fire evacuation plans, the location of emergency exits, and assembly points. Participation in regular emergency drills is mandatory.

5. Work at Heights:
   Any work conducted at heights must be approved by the WHS Coordinator. Fall prevention systems, such as harnesses or guardrails, must be used, and only trained personnel should carry out such tasks.

6. Qualified Personnel Only:
   Do not perform tasks for which you are not trained or qualified. This includes electrical work, plumbing, and other specialised maintenance tasks that require specific certifications.

7. Personal Responsibility for Safety:
   Every individual is responsible for their own safety and the safety of others. Do not engage in actions that could endanger yourself or others, and always follow safety guidelines.

8. Hazard and Incident Reporting:
   Report any hazards, unsafe conditions, near misses, or incidents immediately to the WHS Coordinator. Timely reporting can prevent accidents and injuries. Incident reports should be submitted within 24 hours.

9. Maintain Clean Workspaces:
   Work areas must be kept clean and free from clutter. A tidy environment reduces the risk of accidents and promotes a safe and efficient workplace.

10. Safe Manual Handling:
    When lifting or moving heavy items, assess the load and seek assistance or use mechanical aids if necessary. Do not attempt to lift beyond your capacity.

11. Use of Tools and Equipment:
    Ensure that all tools and equipment are used according to the manufacturer's instructions and WHS guidelines. Damaged or defective equipment should be reported and taken out of service immediately.

12. First Aid:
    Be aware of the location of first aid kits and defibrillators. Only trained personnel should administer first aid, and all incidents requiring first aid must be reported to the WHS Coordinator.

13. Visitor Safety:
    All visitors to the site must be briefed on relevant safety protocols and accompanied by a staff member. Ensure that visitors sign in and out of the premises.

14. Infection Control:
    Follow all infection control procedures, including regular hand washing, the use of PPE when necessary, and adherence to any posted hygiene protocols in workspaces and common areas.

15. Electrical Safety:
    Only qualified personnel are permitted to perform electrical work. All electrical equipment must be regularly inspected and maintained. Report any electrical hazards immediately.

 

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Signed

WHS Coordinator: ____________________________________

Document Dated: ____/____/________

Hierarchy of Controls

The Hierarchy of Controls is a system used in workplace health and safety to minimise or eliminate exposure to hazards. It is a fundamental principle in most states' Occupational Health & Safety legislation and guides the priority of control measures to address identified hazards.

When looking at problems identified on church properties, the hierarchy of controls should be considered to decide on control measures to be implemented. Options 1, 2, and 3 represent the best methods of addressing problems identified, as they require some physical change to the property, equipment being used, or the manner in which the task is being carried out. Using one of these approaches will usually be effective. Options 4 and 5 are the least effective, as they rely heavily on the person performing the task and are therefore not foolproof.

Table of Controls

When implementing control measures, always start at the top of the hierarchy (Elimination) and work your way down. Only use a lower-level control when it is not reasonably practicable to implement a higher-level control.

Remember, the goal is to create the safest possible environment for all who use your church facilities. Your diligence in applying the Hierarchy of Controls contributes significantly to your overall safety management efforts.

 

Hot Work Permit

Permit No: _________________________________________

A. Proposal

To be completed by the person responsible for carrying out the work.

Location of work: _____________________________________________________

Nature of work: _______________________________________________________

I have examined the above location and the precautions listed on the Hot Work Permit Checklist have been completed. I understand the precautions to be taken.

Signed: _____________________________________ Date: _____/____/________ Time: _______

Name (Print): ______________________________ Position: __________________________________

Company: __________________________________

B. Agreement

To be completed by the church official responsible for overseeing the work.

This Hot Work Permit is issued subject to the following conditions:

Time of issue: _______ Time of expiry: _______

A final check of the work area shall be made not before: _______

Additional conditions required: __________________________________________________________

Signed: _____________________________________ Date: _____/____/________ 

Name (Print): ______________________________ Position: __________________________________

C. Fire Watch

To be completed by the worker or contractor responsible for the work before returning this permit to the issuer.

The work area and all adjacent areas to which sparks and heat might have spread have been inspected and found to be free of fire following completion of work.

Time inspection completed: _______ (at least 1 hour after work was completed)

Signed: _____________________________________ Date: _____/____/________ 

Name (Print): ______________________________ Position: __________________________________

Company: __________________________________

Hot Work Permit Checklist

Fire Protection (tick appropriate boxes)

☐ Fire extinguisher suitable for the type of possible fire is available and operable
☐ Fire hose is available and operable (where applicable)
☐ Sprinklers are in service (where applicable)

Precautions within 10 metres of work

☐ Flammable liquids, dust, lint, and oily deposits removed
☐ Explosive atmosphere in area eliminated
☐ Floors swept clean
☐ Combustible floors wet down, covered with damp sand or fire-resistant sheets
☐ Remove other combustibles where possible. Otherwise, protect with fire-resistant tarpaulins or metal shields
☐ All wall and floor openings covered
☐ Fire-resistant tarpaulins suspended beneath work

Work on walls or ceilings

☐ Construction is non-combustible and without combustible covering or insulation
☐ Combustibles on the other side of walls moved away

Work on enclosed equipment

☐ Enclosed equipment cleaned of all combustibles
☐ Containers purged of flammable liquids/vapours

Fire watch/hot work area monitoring

☐ Fire watch will be provided during and for at least 30 minutes after work, including any coffee or lunch breaks
☐ Fire watch is supplied with suitable extinguishers
☐ Fire watch is trained in the use of this equipment and in sounding the alarm
☐ Fire watch may be required for adjoining areas, above, and below
☐ Monitor hot work area for 4 hours after job is completed

Other precautions taken

☐ ___________________________________________ ☐ ___________________________________________

Remember: If you cannot comply with these precautions, do not proceed with the Hot Work.

 

Housekeeping Checklist (Fillable PDF)

Download the Checklist Here

Incident and Feedback Report Form

If you or anyone you know is in immediate danger, please call 000 for assistance.
For immediate personal support, please call Lifeline: 13 11 14.

Thank you for taking the time to reach out. Your decision to share your experience—whether it’s a WHS Incident/Hazard, a Safer Churches Concern, or General Feedback—is vital in helping us maintain a safe, respectful, and supportive environment for everyone within our church community. Please know that the details you provide will be handled with the utmost confidentiality and care, respecting privacy at all times.

Every submission is taken seriously. Our dedicated team will review your report or feedback thoroughly. Depending on the nature of your submission, it will be directed to the appropriate team or person (such as the Safer Churches Officer, WHS Officer, relevant Department Leader, Campus Lead Pastor, Executive Team, or the GC Board) to ensure it is investigated and addressed in line with our church’s policies and values. We are committed to resolving concerns promptly, and we also love sharing positive feedback with our teams as we nurture a culture of care and celebration.

By submitting this form, you are playing an important role in upholding the safety, integrity, and well-being of our community. We truly appreciate your trust and cooperation.

• To submit this report online (preferred): Visit Incident & Feedback Report Form 

• To upload a completed paper form: Visit https://incident.generocitychurch.com.au/incidentupload

• To talk to someone directly or have someone call you: Please leave a message at 1300 240 831.

Please Note: Generocity Church will fulfil all reporting obligations according to National and State legislation, including mandatory reports to the Department of Communities and Justice, police, or other government statutory authorities. It is an offence to provide false or misleading information.

Understanding Report Categories

To help us direct your report effectively, please select the category that best describes your submission:

• WHS Incident / Hazard: Choose this for matters related to physical safety incidents, injuries, accidents, near-misses, or potential hazards involving Generocity Church activities, property, equipment, or environment. (Examples: Slips/trips/falls, equipment malfunction risk, unsafe conditions, activity injury).

• Safer Churches Concern: Choose this if your report concerns the safety, welfare, or protection of a child, young person, or vulnerable adult. This includes concerns about behaviour (by any person), neglect, potential breaches of our Child Protection Policy or Code of Conduct. Remember to call 000 first if anyone is in immediate danger.

• General Feedback: Choose this for providing compliments, suggestions for improvement, or raising concerns/complaints about church services, processes, ministries, non-safety related conduct, or other general church matters.

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Section 1: Report Type Selection

1.1 What type of report are you making? (Please circle ONE and complete the sections indicated)

• (A) WHS Incident / Hazard -> Complete Sections 2, 3, 6, 7, 8

• (B) Safer Churches Concern -> Complete Sections 2, 4, 6, 7, 8

• (C) General Feedback - > Complete Sections 2, 5, 6, 7, 8

Section 2: General Details (Complete for ALL Report Types)

2.1 Date and Time of Incident / Observation / Feedback Relevance:
Date: ___________________________
Time: ___________________________ (Approximate if needed)

2.2 Location:
(Specific campus, area, ministry, online platform, etc.) ___________________________________________________________________________________________________

2.3 Names & Roles of Individuals Involved / Witnesses:
(List all known people - victim, witness, subject of report, staff, volunteer, member, etc.  
Name: __________________________________________________ Role: ___________________________ 
Name: __________________________________________________ Role: ___________________________ 
Name: __________________________________________________ Role: ___________________________

(use space below to include any other relevant individuals or witnesses)

Section 3: WHS Incident / Hazard Details (Only complete if you selected A in Section 1)

3.1 Detailed Description: (Describe what happened or the hazard observed. Focus on facts: sequence, conditions, actions, objects involved.)

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3.2 Was there any injury involved? (Circle) Yes / No
If Yes, describe injury & medical assistance provided: _____________________________________________

3.3 Was there any Property Damage? (Circle) Yes / No
If Yes, describe damage & if reported to maintenance/security: _____________________________________________

3.4 Were safety protocols followed? (Circle) Yes / No / Unsure / Not Applicable
If No, please explain why not: _____________________________________________

3.5 For Hazards: Is the hazard still present? (Circle) Yes / No / Unsure

3.6 For Hazards: Mitigation Measures Taken?
(Describe any steps taken already) ______________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 4: Safer Churches Concern Details (Only complete if you selected B in Section 1)

Reminder: If anyone is in immediate danger, call 000 first.

4.1 Name(s) of Child(ren)/Young Person(s)/Vulnerable Adult(s) of Concern:
(If known) ___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

4.2 Name(s) & Role(s) of Person(s) whose behaviour caused concern:
(If applicable/known) _____________________________________________

4.3 Detailed Description:
(Describe the concern, behaviour, disclosure. Be factual: what did you see/hear? Who said what? When? Where? Who else was present?)

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4.4 Is the child/young person/vulnerable adult safe now? (Circle) Yes / No / Unsure *  
If No/Unsure, describe current safety status/concerns: _______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4.5 Reported to Police or Child Protection Services? (Circle) Yes / No *  
If Yes, provide details (Agency, date, ref#): ______________________________________________________
___________________________________________________________________________________________________

4.6 Immediate Actions Taken?
(Describe any steps you/others took regarding this concern) ___________________________________________________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4.7 Previous Concerns?
(Are you aware of prior related concerns involving these individuals?) ___________________________________________________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 5: General Feedback Details (Only complete if you selected C in Section 1)

5.1 Nature of Feedback: (Circle ONE)

• Compliment / Positive Feedback

• Suggestion for Improvement

• Concern / Complaint

• Other (Specify: _____________________)

5.2 Detailed Description: (Provide details about your feedback/compliment/suggestion/concern)

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5.3 Desired Outcome (Optional):
(What would you ideally like to see happen?)
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5.4 Who should review this feedback? (Please circle ONE)

• Campus Lead Pastor (This is the standard process for local feedback)  

• Executive Leadership (Senior Pastor, Executive Pastor, Business Manager, Board Representative) (Select this if you prefer the Campus Lead Pastor not be the primary reviewer)

Section 6: Follow-Up & Notification (Complete for ALL Report Types)

6.1 Immediate Follow-Up Actions Taken:
(Describe any other steps taken immediately after the incident/observation, if not covered in Sections 3, 4 or 5)
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

6.2 Who else was notified about this incident/concern/feedback? (If anyone) ___________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 7: Attachments (Complete for ALL Report Types)

7.1 Supporting Documents/Images:
(Please list or describe any items you are attaching separately) _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 8: Reporter Information (Your Details)

Providing your details is helpful for follow-up but optional if you wish to remain anonymous (unless legally required for mandatory reporting, e.g., for Safer Churches concerns reported by staff/volunteers). Information is kept confidential as per our privacy policy and legal obligations.

8.1 Your Full Name:
___________________________________________________________________________________________________

8.2 Your Role/Position:
(e.g., Member, Volunteer, Staff, Visitor)
___________________________________________________________________________________________________

8.3 Contact Information:
Email: ___________________________
Phone: ___________________________

8.4 May we contact you about this report? (Circle) Yes / No

8.5 If Yes, preferred method? (Circle) Email / Phone

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Section 9: Submission Instructions

Please submit the completed form via one of these methods:

• Email: info@generocitychurch.com (Scan or photograph all pages)

• Secure Upload: https://incident.generocitychurch.com.au/incidentupload

• In Person: Deliver to the Church Office / Designated Officer (Specify Role/Location if applicable, e.g., Hand to Campus Administrator)

What Happens Next: Your report will be reviewed by the appropriate team members (Safer Churches Officer, WHS Officer, Executive/Pastoral staff). You may be contacted for further details if you provided contact information and permission, or if required by law. Appropriate investigation, resolution, and follow-up actions will be taken in line with church policy and legal requirements.

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Thank you for taking the time to submit an incident report. Your input is crucial in helping us maintain a safe and supportive environment at Generocity Church.

Induction Checklist for New Employees/Voluntary Workers

Induction Checklist for New Employees/Voluntary Workers

Name of Employee/Volunteer: ______________________________
Position: ______________________________
Date of Induction: ____/____/____

Please tick when completed:

Introduction to staff and key personnel

Tour of facilities and explanation of access procedures

Explanation of role and responsibilities

Review of Generocity Church's Child Protection Policy

Completion of Safer Places training

Review of Code of Conduct

Explanation of reporting procedures for incidents or concerns

Information on emergency procedures and evacuation plans

Location of first aid facilities

Completion of necessary paperwork (e.g., tax forms, volunteer agreements)

Explanation of Generocity Church’s mission and values

Overview of programs and ministries

Information on training opportunities

Explanation of supervision and support available

I confirm that I have received and understood the above induction information:

Signature of Employee/Volunteer: ______________________________
Date: ____/____/____

Induction conducted by: ______________________________
Signature: ______________________________
Date: ____/____/____

 

Job Safety Analysis / Safe Work Procedure Development

This form is used to systematically break down a job into its component steps, identify potential hazards associated with each step, and develop safe procedures to eliminate or control these hazards. Completing this form helps ensure the safety of workers and volunteers by thoroughly analyzing tasks before they are performed.

When to Use This Form

Use this form:

• Before starting a new job or task

• When procedures for an existing job change

• After an accident or near-miss incident

• Periodically to review and improve safety procedures

Instructions for Completing the Form

1. Observe the job being performed.

2. Break the job down into a sequence of basic steps.

3. Identify potential hazards associated with each step.

4. Develop recommended safe procedures for each hazard.

5. Review the analysis with workers who perform the job.

Use one sheet for each job analysed.

Task: ______________________________________ Prepared by: ______________________________

Participants: ______________________________ Reviewed by: ______________________________

Date (dd/mm/yyyy): ____/____/____

List any Personal Protective Equipment required:

Remember:

• Be as specific as possible when describing job steps, hazards, and safe procedures.

• Involve workers who actually perform the job in the analysis process.

• Review and update this analysis periodically or when job procedures change.

• Use this completed form to train workers on safe job procedures.

Liability Release Form - Youth Activities

Liability Release Form (Youth Activities)

Child's Information:

• Name: ______________________________

• Date of Birth: ____/____/____

• Address: ________________________________________________________

Parent/Guardian Information:

• Name: ______________________________

• Phone:

• (H) ______________________________

• (W) ______________________________

• (M) ______________________________

Emergency Contact:

• Name: ______________________________

• Phone:

• (H) ______________________________

• (W) ______________________________

• (M) ______________________________

Activity Details:

• Name of Activity: ______________________________

• Date(s): ____/____/____ to ____/____/____

• Location: ______________________________

Medical Information:

• Doctor's Name: ______________________________
  Phone: ______________________________

• Any medical conditions or allergies:
  ______________________________________________
  ______________________________________________

 

Consent and Release:
I, the undersigned parent/guardian of the above-named child:

1. Give permission for my child to participate in the above-named activity.

2. Understand and acknowledge that this activity involves risks.

3. Authorise Generocity Church to obtain any necessary medical treatment for my child in case of injury or illness, and agree to pay for any such medical treatment.

4. Release Generocity Church, its staff, and volunteers from any liability related to my child's participation in this activity.

Photo/Video Release:
□ I give permission for Generocity Church to use photos/videos of my child for promotional purposes.
□ I do not give permission for photos/videos of my child to be used.

Signature of Parent/Guardian: ______________________________________________
Date: ____/____/____

Non Disclosure Agreement Policy

As a staff member or volunteer of Generocity Church, I understand that during my time as staff or volunteer, I may have access to confidential and sensitive information about church members, finances, operations, and ministry activities. I recognise that maintaining confidentiality is essential to preserving trust, protecting individuals, and supporting the mission of the church.

Types of Confidential Information

I understand that confidential information includes, but is not limited to:

Personal and Pastoral Information

• Personal counseling sessions, pastoral care discussions, and prayer requests

• Medical conditions, health concerns, and family crises shared in confidence

• Mental health struggles, addiction issues, or personal challenges

• Marital problems, family conflicts, or relationship difficulties

• Financial hardships, employment issues, or personal circumstances

• Information shared during confession, spiritual direction, or pastoral counseling

Church Member Information

• Personal contact information, addresses, and phone numbers

• Attendance records and participation in church activities

• Giving records, donation amounts, and financial contributions

• Disciplinary matters, church discipline proceedings, or membership issues

• Background check results and volunteer screening information

• Children's information and family details

Financial and Administrative Information

• Church budget details, financial statements, and revenue information

• Salary information for staff members and compensation details

• Vendor contracts, business relationships, and operational agreements

• Strategic planning discussions and future ministry initiatives

• Personnel matters, hiring decisions, and employment issues

• Legal matters, insurance claims, or potential liability issues

Ministry and Operational Information

• Confidential ministry discussions and leadership decisions

• Internal conflicts, disagreements, or sensitive church matters

• Security procedures, access codes, and safety protocols

• Donor information and major gift discussions

• Property matters, acquisitions, or facility planning

Confidentiality Obligations

General Principles

I agree to maintain strict confidentiality regarding all sensitive information I encounter in my role. I will not disclose, discuss, or share confidential information with anyone who does not have a legitimate need to know, including:

• Family members, friends, or acquaintances

• Other church members or volunteers

• Community members or neighbors

• Social media platforms or online forums

• Other churches or religious organisations

Professional Boundaries

I understand that confidential information shared with me is not meant for casual conversation or gossip. 

I will:

• Treat all confidential information with the utmost respect and discretion

• Avoid discussing sensitive matters in public areas, hallways, or casual settings

• Refrain from sharing information even when asked directly by curious individuals

• Maintain confidentiality even after my service with the church ends

Communication Guidelines

When confidential information must be shared for legitimate ministry purposes, I will:

• Only share information with authorised church leadership

• Obtain appropriate permission before sharing sensitive details

• Share only the minimum information necessary to accomplish ministry goals

• Use secure communication methods when discussing sensitive matters

• Verify the need-to-know basis before sharing any confidential information

Specific Protections

Pastoral Care and Counseling

Information shared during pastoral counseling, prayer sessions, or spiritual guidance remains strictly confidential unless:

• The individual gives explicit written consent to share specific information

• There is imminent danger of harm to the individual or others

• Legal requirements mandate disclosure (such as suspected child abuse)

Financial Information

All financial information, including individual giving records and church financial details, will be kept strictly confidential and shared only with authorised personnel for legitimate church business purposes.

Personnel Matters

Information about staff employment, performance evaluations, salary details, and personnel decisions will remain confidential and will not be discussed with unauthorised individuals.

Child Protection

Information about children and youth, including family situations, behavioral concerns, or personal details, requires special protection and will only be shared according to established child protection protocols.

Exceptions to Confidentiality

I understand that confidentiality may be limited or overridden in the following circumstances:

• Mandatory reporting requirements for suspected child abuse, elder abuse, or vulnerable adult abuse

• Imminent danger where disclosure is necessary to prevent serious harm to an individual or others

• Legal obligations such as court orders, subpoenas, or other legal requirements

• Explicit written consent from the individual to share specific information

• Church discipline procedures following established biblical and church governance protocols

Social Media and Technology

I agree to maintain confidentiality in all forms of communication, including:

• Not posting about church matters, member situations, or ministry activities on social media

• Avoiding the sharing of photos or information about church members without consent

• Being cautious about electronic communications that could compromise confidentiality

• Not using church member information for personal purposes or non-church activities

Consequences of Breach

I understand that breach of this confidentiality agreement may result in:

• Immediate removal from my position or volunteer role

• Loss of access to church facilities and information systems

• Potential legal action if the breach causes harm or violates laws

• Damage to relationships and trust within the church community

Ongoing Obligations

Duration of Agreement

This confidentiality agreement remains in effect:

• Throughout my entire period of service with the church

• After my service ends, for an indefinite period

• Even if I transfer to another church or ministry organization

• Until specifically released in writing by authorised church leadership

Continuing Education

I agree to:

• Participate in confidentiality training as required by the church

• Stay informed about privacy policies and confidentiality best practices

• Seek guidance from leadership when uncertain about confidentiality issues

• Report any potential breaches of confidentiality that I become aware of

Acknowledgment and Agreement

By signing below, I acknowledge that:

• I have read and understand this confidentiality agreement

• I agree to abide by all confidentiality requirements outlined above

• I understand the serious nature of maintaining confidentiality in ministry

• I will seek clarification from church leadership if I have questions about confidentiality

• I commit to upholding the highest standards of discretion and trustworthiness

Staff/Volunteer Information

Name: ________________________________________________ Date: _________________

Position/Role: ________________________________________________________________

Department/Ministry Area: __________________________________________________

Signature: ____________________________________________________________________

Church Leadership Authorisation

Supervisor/Pastor Name: ____________________________________________________

Title: __________________________________________________________________________

Signature: _____________________________________________ Date: _________________

Resources and Support

If you have questions about confidentiality requirements or encounter situations where you're unsure about appropriate disclosure, please contact:

• Senior Pastor: Ps Caleb Dwyer

• Executive Team: Ps Ang Mitchell or Ps Tash Eagle 

• Church Administrator: Mel Naveau

Performance Review Policy

SCOPE

Pastors and staff who are not meeting required standards will have these issues addressed as soon as performance difficulties are identified. Generally, unsatisfactory performance means not meeting agreed ministry objectives, pastoral care standards, administrative tasks, timeframes, or quality of work. Agreed standards are communicated through position descriptions, ministry plans, termly catch ups, annual goals, or other formal documentation.

Dealing with unsatisfactory performance requires a staged process which is transparent, consistently applied, considers the unique nature of ministry work, and has regard to any personal circumstances of the staff member. Restoration and improvement of performance is the primary goal, reflecting our Christian values of grace, growth, and reconciliation.

This procedure applies to all church staff where performance issues are identified, including:

• Senior pastoral staff

• Campus pastors and cross campus ministry leaders

• Administrative staff

• Part-time and casual employees

• Volunteers

BIBLICAL FOUNDATION

This procedure is grounded in biblical principles of:

• Restoration: "Brothers and sisters, if someone is caught in a sin, you who live by the Spirit should restore that person gently" (Galatians 6:1)

• Clear Communication: "If your brother or sister sins, go and point out their fault, just between the two of you" (Matthew 18:15)

• Accountability: "As iron sharpens iron, so one person sharpens another" (Proverbs 27:17)

• Due Process: "Do not entertain an accusation against an elder unless it is brought by two or three witnesses" (1 Timothy 5:19)

PROCEDURAL STEPS

Responding to Unsatisfactory Performance

The key stages for addressing unsatisfactory performance are:

• Prayer and pastoral care throughout the process

• Early intervention and informal support

• Undertaking an improvement program under pastoral supervision

• Formal disciplinary action (if restoration efforts are unsuccessful)

Pastoral and Operational Management

Where there is an incident or general level of substandard performance involving a specific staff member that requires action, the relevant supervisor (Senior Pastor, Campus Pastor, or designated ministry leader) will:

Initial Response:

• Pray for wisdom and the staff member's wellbeing before taking action

• Speak to the staff member concerned privately in a spirit of restoration

• Address the matter which is unacceptable with grace and clarity

The supervisor will:

• Identify and record the unacceptable performance, behavior, or attitude with specific examples 

• Allow the staff member to provide an appropriate response and context

• Explore any underlying issues (personal, spiritual, or professional challenges)

• Identify and agree on the expected performance, behavior, or attitude

• Identify and agree on the staff member's committed response and growth plan

• Identify and agree on the supervisor's committed response and support

• Identify and agree on timeframes and expectations for improvement

• Commence action that will support, equip, and mentor the staff member

• Monitor and evaluate the staff member's progress with regular check-ins

Documentation: A written record will be kept of the content and outcomes of any meeting by the supervisor, with a copy presented to the staff member. These records will be kept confidential unless the matter escalates. All documentation will be handled with sensitivity to the pastoral nature of church ministry.

Immediate Action Required: Unsatisfactory performance should be addressed by supervisors as soon as it is identified, balanced with pastoral sensitivity. The nature of the unsatisfactory performance should be clearly communicated with specific examples and biblical guidance where appropriate.

Supportive Strategies: The following strategies can be implemented for unsatisfactory performance:

• Provide mentoring and pastoral support programs

• Ensure ministry expectations are reasonable, achievable, and clearly articulated

• Develop personal growth plans that address both professional and spiritual development

• Ensure clear understanding of ministry standards and church culture

• Provide professional development and ministry training opportunities

• Offer pastoral counseling or external support if personal issues are affecting performance

• Remove any identified barriers to effective ministry performance

• Consider temporary reduction of responsibilities to allow for restoration

STAGE 1 – IMPROVEMENT UNDER PASTORAL SUPERVISION

If informal support and meetings fail to improve performance, a formal response will be required. This stage maintains a pastoral approach while establishing clear expectations.

Formal Meeting Requirements: A meeting must be held to outline concerns, including:

• Opening with prayer for wisdom and restoration

• A clear statement that this concerns unsatisfactory performance requiring formal intervention

• Clarification of ministry expectations and church standards

• Explanation of how the staff member's performance has differed from expectations with specific examples

• Opportunity for the staff member to respond to concerns and provide context

• Discussion of any personal or spiritual factors affecting performance

• Advice of the staff member's right to use the church's Grievance Policy if there is disagreement

• Closing with prayer for the improvement process

Supervision and Documentation:

• Supervisors will keep records of all communications and meetings

• The Senior Pastor must be informed when any staff member reaches Stage 1

• Campus Pastors will inform the Executive Team of all formal performance management actions

Improvement Plan Implementation: This stage involves implementing a written improvement plan that includes:

• Clear ministry and performance goals for successful improvement

• Spiritual development objectives where applicable

• Timeline for completion of the plan (typically 3-6 months)

• Regular check-in meetings (weekly or fortnightly)

• Support resources (mentoring, training, counselling)

• Growth metrics that are measurable and achievable

Formal Documentation: A performance support letter outlining the concerns, agreed actions, timeframes, and outcomes will be prepared by the supervisor and provided to the staff member. This letter will include:

• An official warning that lack of improvement could result in progression of the performance management process

• The complete improvement plan

• Available support resources

• Affirmation of the church's commitment to the staff member's restoration and success

A copy should be provided to the Executive Team  and kept in the staff member's confidential personnel file.

Ongoing Support:

• Regular monitoring by the supervisor during the agreed timeframe

• Scheduled progress meetings with documented outcomes

• The Senior Pastor will be kept informed of progress

• Appropriate pastoral care, mentoring, and professional support will be offered

• Consideration of workload adjustments if necessary

STAGE 2 – FORMAL MEETING WITH EXECUTIVE TEAM

Notification: A letter outlining the progression to Stage 2 will be prepared by the supervisor and provided to the staff member. This letter will include:

• A second official warning concerning the matter

• Notice that continued unsatisfactory performance could result in dismissal

• Confirmation of the meeting date, time, and attendees

• Reminder of support available

Meeting Participants: The supervisor will arrange a meeting including:

• The supervisor (ie Lead Pastor)

• Senior Pastor (or designated senior leader)

• HR/Executive Pastor (if applicable)

• The staff member

• A support person chosen by the staff member (pastor, mentor, or friend)

Meeting Process:

• Opening with prayer for wisdom and restoration

• Details of the performance issues and previous improvement attempts will be presented

• The staff member will be given full opportunity to respond and provide context

• Focus on achieving agreed improvement within a reasonable timeframe

• Establishment of a checkpoint date for review

• Agreement on additional interventions, support, or accountability measures

• Reaffirmation of hope for restoration and the church's investment in the staff member

• Official warnings will be confirmed and documented

• Closing with prayer for the path forward

STAGE 3 – DISCIPLINARY ACTION (SENIOR PASTOR)

If the staff member has been given reasonable opportunity to improve performance through Stages 1 and 2 but has not demonstrated sufficient improvement, disciplinary action may be necessary.

Decision Process: This decision should be made in consultation between supervisors and the Senior Pastor (or Church Board for senior pastoral positions). The decision process must include:

• Prayer for wisdom and the staff member's future wellbeing

• Review of all documentation and improvement efforts

• Consideration of extenuating circumstances

• Assessment of the impact on church ministry and community

• Consultation with Church Board for significant disciplinary actions

Disciplinary Action Options:

• Formal written caution with extended improvement period

• Written reprimand with specific conditions

• Demotion of responsibilities or role change

• Suspension with or without pay (for serious matters)

• Dismissal from employment

Procedural Fairness: Principles of procedural fairness will be applied, ensuring:

• The staff member can respond to allegations of continued unsatisfactory performance

• Opportunity to make representations regarding any proposed disciplinary action

• All previous steps and documentation are reviewed

• Pastoral care continues throughout the process

Formal Notification: The Senior Pastor will advise the staff member in writing that performance remains unsatisfactory and may lead to disciplinary action. The notification will include:

• Specific details of unsatisfactory performance against improvement program criteria

• Statement that performance remains below required standards

• Notice that disciplinary action is being considered with potential implications

• Summary of the complete process to this point

• Opportunity for final restoration efforts if appropriate

• Right to provide written submission within 21 days

• Right to request interview with Senior Pastor (accompanied by support person)

• Assurance of continued pastoral care regardless of employment outcome

Decision Considerations: The following factors will be considered:

• Duty of care to congregation and community served

• The facts and documented evidence

• Impact of unsatisfactory performance on ministry and mission effectiveness

• Nature and seriousness of the performance issues

• The staff member's experience, training, and position

• Any mitigating circumstances (health, family, spiritual struggles)

• The staff member's overall employment and ministry history

• Potential for restoration in current or alternative role

• Effect of proposed action on the staff member and their family

• Impact on church community and witness

Final Decision Documentation: In matters where disciplinary action is taken, the Senior Pastor will write to the staff member including:

• Acknowledgment that the staff member's response has been fully considered

• The disciplinary action being implemented

• Reference to relevant employment history and improvement efforts

• Expression of ongoing pastoral care and support available

• Information about transition support (counseling, career guidance, references)

• Prayer for the staff member's future ministry and wellbeing

DEALING WITH UNSATISFACTORY PERFORMANCE - FLOWCHART

Process Flow:

1. Staff member identified as experiencing performance difficulties

2. Informal support and mentoring provided

3. Assessment: Improvement achieved? → Yes: Continue monitoring → No: Progress to Stage 1

4. Formal improvement program implemented under pastoral supervision

5. Assessment: Required performance met? → Yes: Case closed with continued support → No: Progress to Stage 2

6. Formal meeting with senior leadership

7. Assessment: Satisfactory improvement? → Yes: Case reviewed and closed → No: Referred to Senior Pastor for disciplinary decision

8. Senior Pastor makes final decision with appropriate consultation

9. All outcomes communicated with pastoral care and support

SPECIAL CONSIDERATIONS FOR CHURCH MINISTRY

Pastoral Staff Considerations

• Spiritual and emotional demands of pastoral ministry recognised

• Sabbatical or ministry leave considered as restoration option

• ACC support and resources accessed where appropriate

• Congregation impact carefully managed with sensitivity

Confidentiality and Church Community

• Strict confidentiality maintained throughout process

• Pastoral care for families of staff members undergoing performance management

• Communication strategy for any changes in staff roles or departures

• Protection of church’s witness to wider community and unity

Restoration Focus

• Primary goal is restoration rather than punishment

• Spiritual mentoring and counseling integrated throughout process

• Alternative ministry opportunities explored where appropriate

• Long-term relationship preservation with staff members where possible
  
  
  
  RELATED POLICIES & FORMS 

• Staff Code of Conduct 

• Staff Confidentiality Agreement

• Staff Grievance Policy

• Stage 1 Staff Performance Support Template Letter (request from HR only)

• Stage 2 Staff Performance Support Template Letter (request from HR only)

• Stage 3 Staff Performance Support Template Letter (request from HR only)

• Stage 3 Final Decision Performance Support Template Letter (request from HR only)

• Staff Performance Appraisal Questions (request from HR only)

Privacy Policy

Link to Privacy Policy Document

PRIVACY POLICY 

Approval 

This policy has been approved by the Senior Pastor and Leadership of Generocity Church LTD. References to the policy will be included in information we provide to visitors, church members and those we provide a service to in our community. 

Privacy Officer 

Generocity Church LTD has a designated Privacy Officer who is responsible for storing, correcting and giving people access to data collected about them. The Privacy Officer is also responsible for making decisions that could affect the privacy of individual church members and adherents. 

Individuals who wish to discuss any known or suspected privacy breaches or to discuss any privacy-related issues should be directed to the Executive Pastor who functions as the Privacy Officer. 

If you have any further questions about our privacy policies please call us at 1300 240 831 or send an email to: info@generocitychurch.com 

Introduction 

Generocity Church LTD is committed to maintaining an environment and processes that protect the privacy of individuals associated with our church. We have chosen to use the National Privacy Principles (NPPs), as contained in the Privacy Act (1988), as a guiding principle for our church. We also comply with rights given to individuals through the General Data Protection Regulation (GDPR). 

For more information about the Privacy Act (1988) please refer to the national Privacy Commissioner’s website at: http://www.privacy.gov.au 

 

Privacy Statements 

1. Generocity Church LTDwill use the NPPs and the GDPR as a guiding principle for our church in dealing with data 

2. Generocity Church LTDwill only use data for the primary purpose for which it is collected (legitimate interest) 

a. In most cases, the purpose will relate to the spiritual, pastoral, social, educational and administrative functions of the Church 

b. These functions include maintaining data for the purpose of analysing the role of the Church in society and recording the family histories of its members 

c. data may, where properly authorised, be disclosed to scholars studying the Church and to relatives of Church members 

3. Generocity Church LTD will only use data about an individual for a secondary purpose (i.e. something beyond the scope of the primary purpose) if that individual has consented, or the use is otherwise provided for by the NPPs and GDPR 

4. Generocity Church LTD will take reasonable steps to keep data and data secure and will, consistent with the NPPs and GDPR, comply with any request from a person to correct or remove his or her data 

5. data collected by Generocity Church LTD may be sensitive data for the purpose of the NPPs or special categories of data for the purpose of the GDPR (e.g. data about a person’s religious beliefs) a. As a non-profit organisation, Generocity Church LTD is permitted to collect sensitive data without a person’s express consent 

b. We will endeavour to seek consent from a person if sensitive data is sought for something other than the primary functions of the Church described in clause 2 (above) 

6. The operating procedures (whether or not they are formalised in a manual) of Generocity Church LTD will comply with this policy 

7. Generocity Church LTD will appoint a Privacy Officer who will be responsible for storing, correcting and giving people access to data collected about them 

Policy Background 

While the essence of being a church is being involved in each other's lives, caring for one another and creating a strong sense of community, we are also mindful of respecting and protecting the privacy of all who attend this church. We recognise that an individual’s privacy may be of utmost importance to them and that they have a right to control their data. We also recognise the individual’s need for appropriate protection and management of data that is shared with us. 

This policy has been developed to assist the understanding of how we collect, use and safeguard the data that is provided to us. It is the intention of this church to regularly review this policy statement in accordance with new developments in State and Federal legislation, best business practices, technology and individual needs. 

This church acknowledges that when individuals provide data about themselves, it is an act of trust. Unless the individual gives us explicit consent to act otherwise, this policy will govern how we handle an individual’s data and safeguard their privacy. 

 

Collection and Use of Data 

Generocity Church LTD collects data when such data is provided to the church through the completion of documents such as 

● Church Census Forms 

● Pastoral Care Slips 

● Visitors Information Sheets 

● Decision Cards 

● Event Registration Forms (Including BrushFire and PCO events) 

● Email Correspondence 

● Online Giving (PushPay, Tithe.ly, Planning Center, Stripe, Square) 

● Website based registrations 

Data may be collected when individuals register for a particular course or event. Personal Data may also be collected when an individual accesses any of the services provided by the church to the general and church community. 

Such data can be added to our church database, or to some other church list. 

We will not collect any data unless such data is necessary for one or more of the church’s functions or activities. 

Each person remains in control of their data. 

We do not give, sell, rent or loan any identifiable data regarding members and adherents to any person or organisation without the consent of the person involved. 

We will only use this data for the primary purpose for which it is collected. 

In most cases, the purpose will relate to the spiritual, pastoral, social, educational and administrative functions of the church. Those functions include maintaining data for the purpose of providing pastoral care within our congregation, and for the promotion of activities and functions associated with the church. 

Public Prayer 

Due to the often sensitive nature of prayer requests, and taking into consideration the dire need often represented by a prayer request, we have endeavoured to implement a process which will protect the privacy of individuals and yet still allow those in our church to be prayed for should they desire it. For those who strongly identify with a congregation, there can be a sense of great comfort knowing that their church is aware of their situation and praying for them. Therefore, when the Church is asked to publicly pray for any prayer request, the following guidelines will apply. 

When praying for any person or prayer request publicly, every effort will be made to ensure that the person who is the subject of the request is aware of, and has agreed to, the prayer. Full names can be used in prayer requests if written consent is first gained from the person who is the subject of the prayer request. This request will take the form of a signed Prayer Request Form or other written request (e.g. email) if an official form is unavailable. 

 

If the person who is the subject of the prayer request is a member of our church and is incapacitated, so that they are unable to provide a written request to us, we will accept a written request from the immediate family. This written request may take the form of a fax, email or SMS message from the family member. 

If we are unable to receive a written request, then only first names will be used, as long as there is no reasonable chance that the person who is the subject of the prayer request could be identified. These guidelines will apply to all prayers within the church that could be considered public, including any prayer requests submitted to the Emergency Prayer Chain. 

Counselling and Pastoral Care 

It is understood that a large part of pastoral care is the use and transmission of data relating to those in the congregation. data must be treated as confidential and with great care. 

Church Database 

Our Church Database is provided by Planning Center (PCO). You can view their privacy policy here: https://www.planningcenter.com/congregant-privacy 

Counselling 

Counselling, on behalf of the church, will be conducted only by pastoral staff or authorised volunteers. Records made during the counselling process will be kept secured. 

Where records are on paper, these will be kept in a locked office and/or filing cabinets. 

Electronic files will be password protected, accessible only to the person authorised to create that file. Access to these files, by persons other than those who created the file, should only occur in cases where pastoral care is being provided by another authorised staff member and the data contained in the file is necessary for effective pastoral care. 

Care will be taken to ensure the integrity of the data contained in files. Personal opinions should not be reflected as facts. 

When statutory requirements dictate that files are required to be kept for seven years after the file is closed, the church will ensure the file is held securely for that entire time. 

When files are no longer needed, all data is to be shredded or electronically deleted. 

Breaching Confidentiality 

You need to be aware that confidentiality can be legally breached by issues relating to subpoenas or mandatory reporting. Over and above subpoenas and mandatory reporting, a decision to breach confidentiality may also be taken in the following situations: 

1. Suspected abuse and neglect 

2. Actual or possible overdose situations 

3. Where an individual issues substantive threats of intended violence or harm either to themselves or to others 

 

Apart from the above, confidentiality will be regarded as a sacred trust by any minister or counsellor. It would be advisable that such breaches of confidentiality are made only after the pastor/counsellor have consulted with their supervisor or professional associate. 

In response to any subpoena, only the material specifically requested will be provided, in whatever form it may be held. Legal advice is recommended. 

Released material must only be delivered to official individuals (e.g. to the Clerk of the Court) and an official receipt obtained. 

Breach of any confidentiality could be grounds for a church to dismiss the offender and such matters are to be clearly stated in appropriate job descriptions or contract. 

Accessing Counselling Records 

Should a person wish to access pastoral data about them, they may apply in writing to the Privacy Officer. Access to the file, in the first instance, should be done in the presence of a pastor, who can provide explanation for terminologies used. 

Generocity Church Website 

Our website located at https://www.generocitychurch.com.au uses cookies. By using our Website, you consent to the use of cookies. 

What are cookies 

Cookies are small pieces of text sent by your web browser by a website you visit. A cookie file is stored in your web browser and allows the Service or a third-party to recognize you and make your next visit easier and the Service more useful to you. 

Cookies can be "persistent" or "session" cookies. Persistent cookies remain on your personal computer or mobile device when you go offline, while session cookies are deleted as soon as you close your web browser. 

How Generocity Church uses cookies 

When you use and access the Service, we may place a number of cookie files in your web browser. We use cookies for the following purposes: 

1. To enable certain functions of the Service 

2. We use both session and persistent cookies on the Service and we use different types of cookies to run the Service 

3. Essential cookies. We may use essential cookies to authenticate users and prevent fraudulent use of user accounts. 

What are your choices regarding cookies 

If you'd like to delete cookies or instruct your web browser to delete or refuse cookies, please visit the help pages of your web browser. 

 

Please note, however, that if you delete cookies or refuse to accept them, you might not be able to use all of the features we offer, you may not be able to store your preferences, and some of our pages might not display properly. 

For the Chrome web browser, please visit this page from Google: 

https://support.google.com/accounts/answer/32050 

For the Internet Explorer web browser, please visit this page from Microsoft: 

http://support.microsoft.com/kb/278835 

For the Firefox web browser, please visit this page from Mozilla: 

https://support.mozilla.org/en-US/kb/delete-cookies-remove-info-websites-stored 

For the Safari web browser, please visit this page from Apple: 

https://support.apple.com/kb/PH21411?locale=en_US 

For any other web browser, please visit your web browser's official web pages. 

Where can you find more information about cookies 

You can learn more about cookies and the following third-party websites: 

1. AllAboutCookies: http://www.allaboutcookies.org/ 

2. Network Advertising Initiative: http://www.networkadvertising.org/ 

 

The 10 National Privacy Principles 

Introduction 

Generocity Church LTD is not required by law to comply with the private sector provisions of the Privacy Act 1988, however, because of our commitment to privacy, we have voluntarily chosen to use the follow National Privacy Principles (NPPs), as contained in the Act, as the guiding principles for our Church and they are applied within the Church in the following practical ways: 

1. Collection 

a. We collect data from members of our congregation and visitors to our church for a variety of pastoral reasons. Usually we collect data in order to be able to provide pastoral care and follow-up, as well as being able to notify members and visitors of upcoming events 

b. We collect data on Pastoral Care slips, Visitors Slips and other departmental paperwork c. In line with the NPP, we will include a statement such as follows when we collect data: i. “Generocity Church LTD believes in being a caring community, and constantly endeavours to improve our pastoral care. The data gathered on this form will be 

provided to a member of our pastoral team or church leadership, who may make 

contact with you. This is done to ensure we are able to suitably care for you. You are free not to complete any part of this form, but by doing so you may limit our 

ability to make contact with you. If you wish to access any data held about you, or want to find out more about the church’s privacy policy, please contact the church’s Privacy Officer.” 

2. Use and Disclosure 

a. We provide data to church staff and lay leadership as related to the area of ministry in which the lay leader is involved. It is reasonable to expect that pastoral care cannot be thoroughly done without the use of lay leaders, and therefore, the data collected will be disclosed to them for the purposes of pastoral contact 

b. When there is a reasonable need to provide contact details of church members to other church members who are involved in a team ministry together, pastors or staff may disclose those details 

c. We do not sell, rent or disclose data to any other persons outside of our church congregation 

3. Data Quality 

a. The use of tools such as weekly pastoral care slips allows congregation members the opportunity to update data on a regular basis 

b. Our database will be regularly updated with new details obtained via such methods 4. Data Security 

a. Our church database is password protected 

b. Printed address lists will be kept out of public sight (e.g. in folders or desks) and destroyed when no longer required 

c. Phone messages are emailed to staff. Any details written down will be kept out of public sight until emailed and will then be destroyed 

d. When sending emails to multiple recipients, addresses will be placed in the BCC (blind carbon copy) field 

5. Openness 

a. Generocity Church LTD has a Privacy Information brochure outlining our data handling practices. This is available in our guest lounge and reception. It is also available on request 6. Access and Correction 

a. An individual has the right to make a written request to allow them to access the data that the Church holds about them 

b. When a written request is received by the Privacy Officer, they record details of the request in a privacy register and determine if an exception applies. An exception may apply if: i. it is unlawful to provide the data; or 

ii. the request poses a serious and imminent threat to the life or health of any individual; or 

iii. the request has an unreasonable impact on the privacy of other individuals; or iv. the request is frivolous or vexatious 

c. If the privacy officer determines that an exception applies, they are required to notify the person making the request and give their reasons for the exception 

d. If an exception does not apply, the request is acknowledged by the Privacy Officer and a time is arranged to view the data within the next 14 days 

7. Identifiers 

a. The church will never use an identifier that has been issued by a Commonwealth government agency 

8. Anonymity 

a. While we recognise the importance of pastoral care in church life, those who attend this church and do not wish to provide any data are free to do so 

b. It should be recognised that anonymity will restrict the ability of the church to contact and provide any care for the person 

9. Trans-Border Data Flows 

a. The Church regularly communicates with missionaries overseas 

b. Some missionaries are in countries where the practice of Christianity is illegal. The church has the highest responsibility to protect these missionaries and must ensure that any data transferred to a recipient in a foreign country has adequate protection for the circumstance 

c. No data will be sent without the individual’s consent, and only in the manner that the individual prescribes 

10. Sensitive data 

a. The church regularly has cause to deal with sensitive data, particularly with regard to praying for individuals who are in crisis or have a medical need 

b. When receiving sensitive data, the church should make all reasonable effort to ascertain if the individual concerned has given permission for this data to be used (e.g. on a prayer chain) 

c. Where the individual or next-of-kin has given permission, the data can be used d. Where permission cannot be obtained, the data can only be used if any identifying details are removed (e.g. if the friend of a congregation member is taken to hospital and permission to pray cannot be obtained from them, the prayer request will be framed similar to ”Please pray for the friend of one of our members who has been admitted to hospital with a serious illness” 

General Data Protection Regulation (GDPR) 

The GDPR is a new legal framework from the EU that takes effect on May 25, 2018. This law is designed to accomplish two main things: 

1. Unify the current data protection privacy laws throughout the EU, and 

2. Enhance the rights of citizens of the EU to protect their personal information 

Data 

The personal information (data) that Generocity Church collects on a Data Subject is outlined above. 

Data Subject 

The Data Subject is you, the individual. 

Data Controller 

The Data Controller is Generocity Church LTD (ABN 37447253549) 

Data Processor 

The Data Processors are: 

1. Generocity Church LTD 

2. Google (Google Apps for Non Profit) 

3. Tithe.ly 

4. Planning Center 

5. Hevo Data 

6. Coupler.io 

7. Slack 

8. ClickUp 

9. Zoom 

Register of Contractors

Risk Management Policy Statement

Generocity Church is committed to the proactive management of risk to safeguard our:

• People, including staff, volunteers, and congregation members

• Physical and intellectual assets

• Environment in which we operate

• Quality and professionalism of all our activities and services

• Compliance with business and legal obligations

• Reputation and standing within the community

Commitment to Risk Management

Risk Management is integral to our mission and vision as a church, enabling us to fulfil our purpose with integrity and excellence. Our goal is to implement best practices in identifying, assessing, and controlling risks to ensure that Generocity Church remains a safe, welcoming, and thriving community.

Approach to Risk Management

To achieve our risk management objectives, we will:

• Develop, maintain, and continually improve risk management standards tailored to our church’s operations and activities.

• Implement a systematic process for risk identification, evaluation, and control, ensuring that all risks are managed in a practical and cost-effective manner.

• Foster a culture of continuous improvement in risk management across all levels of the church.

Responsibility and Accountability

Risk management is an ongoing and shared responsibility, requiring active participation from all employees, volunteers, contractors, and other stakeholders associated with Generocity Church. By reducing the possibility and impact of accidents, incidents, and losses, we protect the well-being of our community and the integrity of our mission.

Integration of Risk Management Activities

Risk management will be integrated into all aspects of our church operations, including:

• Education and Training: Providing ongoing education and training in risk management for all staff and volunteers to ensure awareness and competence in managing risks.

• Standards and Procedures: Developing and applying risk management standards that align with best practices and legal requirements.

• Surveys and Inspections: Conducting regular surveys, inspections, and audits to identify and mitigate potential risks in our facilities and activities.

• Risk Control and Reporting: Implementing and monitoring risk control measures and reporting progress to church leadership to ensure continuous improvement and compliance.

Commitment to Continuous Improvement

Our challenge and commitment for the future is to embed risk management into the very fabric of our church culture and operations. The active involvement and support of everyone within the church community are essential to achieving an effective and resilient risk management framework.

 

Safe Work Procedure Template

Task Name: 

• Date Prepared: 

• Date Reviewed: 

• Prepared by: 

• Reviewed by: 

 

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1. Personal Protective Equipment (PPE) Required

[List all required PPE for this task]

 

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2. Tools and Equipment Required

[List all tools and equipment needed for this task]

 

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3. Potential Hazards

[List all potential hazards associated with this task]

 

---

 

4. Pre-Task Safety Checks

• [Insert pre-task safety check]

• [Add more as needed]

 

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5. Safe Work Procedure Steps

 

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6. Emergency Procedures

[Outline specific emergency procedures related to this task, including contact information and first aid measures]

 

---

 

7. Clean-up Procedures

[List steps for proper clean-up and waste disposal after completing the task]

 

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8. Training Requirements

[List any specific training required to perform this task safely]

 

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9. Related Documents

[List any related policies, procedures, guidelines, or manuals]

 

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10. Approval

• Approved by: 

• Signature: 

• Date: 

 

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11. Important Notes

• Review and Update: Regularly review and update this SWP, especially when changes in the task process or environment occur.

• Training: Ensure all workers are trained on this procedure before performing the task.

• Accessibility: Keep this document easily accessible to all relevant personnel.

 

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Social Media Policy

The purpose of this Social Media Policy is to provide guidelines for the appropriate and responsible use of social media by all staff, volunteers, and members of Generocity Church. This policy aims to protect the church's reputation, maintain the integrity of its online presence, and ensure the safety and wellbeing of all individuals associated with the church.

Scope

This policy applies to all employees, volunteers, contractors, and members of Generocity Church who engage in any form of social media activity, whether on official church accounts or personal accounts, where the church may be identified or discussed.

Guiding Principles

1. Representation: Recognise that your online presence and activity reflects on Generocity Church, even when posting in a personal capacity. Be mindful that you are seen as a representative of the church.

2. Responsible Communication: Ensure that all social media content is above reproach in terms of language, imagery, and opinions expressed. Avoid making statements that could be perceived as divisive, discriminatory, or harmful.

3. Confidentiality: Protect the privacy and confidentiality of church members, staff, and sensitive information. Obtain permission before posting images or content related to others.

4. Alignment with Church Values: Uphold the Christian values and mission of Generocity Church in your social media activity. Avoid content that could undermine the church's reputation or effectiveness.

5. Timeliness and Accuracy: Commit to regularly updating and correcting information on social media channels to maintain relevance and accuracy.

Guidelines for Personal Use

1. Separation of Personal and Professional: Maintain a clear distinction between your personal social media activity and any official church-related content or accounts. Avoid posting official church media or communications on your personal channels.

2. Protecting Confidentiality: Do not disclose or discuss any confidential information, sensitive details, or personal information about church members, staff, or activities without explicit permission.

3. Intellectual Property: Respect the intellectual property rights of Generocity Church by refraining from using the church's trademarks, logos, or copyrighted material without authorisation.

4. Responding to Criticism: If you encounter negative or disparaging remarks about Generocity Church, refrain from engaging in heated debates. Instead, notify the church's Communications/Media Team, who will determine if an official response is necessary.

Guidelines for Official Church Accounts

1. Authorised Users: Only designated and trained personnel are permitted to manage and post content on official Generocity Church social media accounts.

2. Consistent Branding: Ensure that all official church social media accounts maintain a consistent visual identity, messaging, and alignment with the church's brand guidelines.

3. Timely and Responsive: Commit to regularly updating and monitoring official church social media accounts, responding to inquiries and comments in a timely manner.

4. Protecting Confidentiality: Avoid sharing any confidential or sensitive information about church members, staff, or activities on official social media channels without explicit permission.

5. Compliance with Policies: Ensure that all content and activity on official church social media accounts adhere to the guidelines outlined in this policy, as well as other relevant church policies, such as the Anti-Harassment Policy and Anti-Discrimination Policy.

Enforcement and Consequences

Failure to comply with this Social Media Policy may result in disciplinary action, up to and including termination of employment or volunteer status. Generocity Church reserves the right to monitor and moderate all social media activity related to the church and take appropriate action to protect its reputation and interests.

Linkage to Other Policies

This Social Media Policy should be read in conjunction with the following Generocity Church policies and guidelines:

• Core Risk Management Framework 

• Anti-Harassment Policy

• Anti-Discrimination Policy

• Child Protection Policy

By adhering to this Social Media Policy, Generocity Church aims to maintain a positive online presence, protect the privacy and safety of its community, and uphold the church's Christian values and mission.

Safety Data Sheets Guidance Document

Safety Data Sheets (SDS), formerly known as Material Safety Data Sheets (MSDS), are crucial documents for ensuring the safe handling, storage, and use of chemicals in our church environment. This guidance document will help you understand what SDSs are, why they're important, and how to use them effectively.

What are Safety Data Sheets?

Safety Data Sheets are documents containing important safety, first aid, and other information on any chemical sold under a trade or chemical name. They provide essential details about potential hazards and proper handling procedures for various substances used in our church facilities.

Why are SDSs Important?

1. Legal Requirement: All hazardous goods used in the workplace must be accompanied by an SDS.

2. Safety: They provide crucial information for the safe handling and storage of chemicals.

3. Emergency Response: SDSs contain vital information for first aid and emergency procedures.

How to Obtain SDSs

1. From the Manufacturer: The manufacturer of the product is legally obligated to provide SDSs.

2. When to Get Them: Obtain SDSs for all hazardous goods used in the church immediately.

3. How to Request: Contact the supplier via telephone, email, or fax. They will send the SDS by post, email, or fax.

Key Information in an SDS

A proper SDS should cover the following areas:

1. Product Identification:

• Name of Product

• Description

• Supplier's name and telephone number

2. Composition:

• Chemical name

• Ingredients and impurities

3. Emergency Information:

• Fire response

• Spill procedures

• Over-exposure guidelines

4. First Aid:

• Procedures for inhalation, ingestion, etc.

5. Storage:

• Handling instructions

• Special container requirements

• Incompatible substances

• Transport information

6. Physical Data:

• Boiling point

• Melting point

• Other relevant physical properties

7. Hazard Information:

• Potential health effects

• Environmental hazards

8. Personal Protection:

• Recommended protective equipment

• Exposure controls

Implementing SDS Management at Generocity Church

1. Designate a Responsible Person: Assign someone to manage and maintain the SDS collection.

2. Create an Inventory: List all chemicals and substances used in church facilities.

3. Obtain SDSs: Collect SDSs for all items in your inventory.

4. Organise and Store: Keep SDSs in a central, easily accessible location. Consider both physical and digital copies.

5. Train Staff and Volunteers: Ensure everyone knows where to find SDSs and how to read them.

6. Regular Review: Update your SDS collection at least annually or when new substances are introduced.

7. Emergency Preparedness: Include SDS locations in your emergency response plans.

Conclusion

Proper management of Safety Data Sheets is an essential part of maintaining a safe environment at Generocity Church. By following these guidelines, we can ensure that we're prepared to handle chemicals safely and respond effectively in case of an emergency.

Remember, safety is everyone's responsibility. If you have any questions about SDSs or chemical safety, please contact the business manager.

Volunteer Child/Youth Leaders Application & Registration Form

Volunteer Child/Youth Leader's Application & Registration Form

Thank you for your interest in serving as a volunteer child/youth leader at Generocity Church. Please complete this form in addition to the general "Volunteer Worker's Application & Registration Form."

Personal Information:

• Full Name: ______________________________

• Date of Birth: ____/____/____

• Are you over 18 years of age? □ Yes □ No

Previous Experience:

• Have you worked in a Child/Youth ministry position previously? □ Yes □ No
  If yes, where? ______________________________

• Referee from previous Child/Youth Ministry position:

• Name: __________________

• Contact Number: __________________

Qualifications:

• Please provide details of any professional qualifications related to working with children or youth:

 

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Declarations:

• Have you ever been convicted of child abuse or neglect? □ Yes □ No

• Have any allegations or complaints involving misconduct with children ever been made against you? □ Yes □ No

• Is there anything in your past that would call into question your suitability to be entrusted with the care of children or youth? □ Yes □ No

If yes to any of the above, please provide details:

 

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I hereby declare that:

1. The information provided is true and correct to the best of my knowledge.

2. I have never been convicted of any criminal offenses related to the physical or sexual abuse of children.

3. I agree that Generocity Church may conduct a police check and contact my referees.

4. I have read and agree to the Volunteer Code of Conduct

Signature: __________________________

Name: __________________________

Date: ____/____/____

Volunteer Driver Application Form

This form must be attached to a completed "Volunteer Worker's Application & Registration Form".

Driver Information

Motor Vehicle Accident History (Last 5 Years)

Traffic Infringements, Convictions, or Prosecutions (Last 5 Years)

Licence Cancellation or Suspension

I confirm that the information I have supplied on this form is true and correct to the best of my knowledge. Should it be found the answers are untrue, I understand that may be grounds for dismissal from the position held.

Signed: ________________________________________________  Date: ______________

 

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For Office Use Only:

 

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This form should be kept on file along with a copy of the driver's current driver's licence.

 

Volunteer Worker's Application & Registration Form

Applicant Information

Employment Information

Church Involvement

Work Skills

Criminal History

Ministry Involvement

Referees

Declaration

I confirm that the information I have supplied on this form is true and correct to the best of my knowledge. Should it be found the answers are untrue, I understand that may be grounds for dismissal from the position held.

I accept that Generocity Church may contact the referees mentioned in this document.

I agree to release and hold harmless from liability any person or organisation that provides information, and that a copy of this application can be sent to any referee mentioned herein.

I also agree to hold harmless Generocity Church, its officers, employees and volunteers in relation to their use of this application or information contained herein.

I waive any rights I may have to inspect references provided on my behalf.

▢ I have read and signed a Volunteer Worker Code of Conduct

Signed: ___________________________________________  Date: ____/____/________

 

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For Office Use Only

This form should be kept on file along with any other relevant documentation.

 

Work Health and Safety Action Plan / Audit Tool

To assist in compliance with WHS Legislation and ensure a safe environment for all staff, volunteers, and visitors at Generocity Church.

Instructions: For each element, indicate the person responsible for action, target completion date, and actual completion date. Use the "Comments" column for any additional notes or follow-up required.

Action Plan Review

Youth Camp Mobile Phone Policy

At GC Youth Camp, we're all about creating a fun, engaging, and safe environment where every
camper feels connected and has an unforgettable experience. We believe that a balanced
approach to technology can enhance this experience, promoting both social interaction and
healthy habits.

SCOPE

To ensure all campers feel connected and have fun throughout camp, while also prioritising
their well-being, including a good night's sleep and minimising impulsive device-related
behaviours.

GUIDELINES

• Daytime Connection: Campers will have access to their mobile phones throughout the
  day. This allows them to capture memories, share exciting moments, and connect
  briefly with family if needed. We encourage campers to use their phones responsibly
  and in a way that doesn't detract from participating in camp activities and connecting
  with their peers face-to-face.
• Evening Device hand in: To promote a restful night's sleep and encourage positive
  social interactions free from digital distractions, all mobile phones will be collected and
  securely locked in a designated storage box each evening after supper.
• Morning Device Return: Phones will be returned to campers each morning at
  breakfast. This allows for a clear break from screens, fostering a calmer evening
  environment and encouraging campers to wind down naturally.

WHY

This policy has been designed with your child's well-being in mind:

• Minimising Impulsive Behaviours: Removing devices overnight helps reduce the
  likelihood of impulsive behaviours such as late-night social media use, online gaming, or
  accessing inappropriate content, which can sometimes occur without direct supervision.
• Ensuring Safety and Security: Centralising phone storage overnight adds an extra
  layer of security for valuable devices and safety for all campers.

CONCERNS

We understand that some parents may have specific concerns or require special arrangements
regarding their child's phone usage. If you have any concerns, please do not hesitate to discuss
them directly with your child's youth leader in your location prior to or upon arrival at camp.
We are committed to working with families to find solutions that support both the individual
needs of the camper and the overall positive experience for everyone at camp.
We appreciate your cooperation in helping us create a memorable, fun, and healthy camp
experience for all!

ACKNOWLEDGEMENT AND AGREEMENT

We have read and understood the Mobile Phone - Youth Camp Policy and agree to support
and follow the guidelines during the Youth Camp. We understand that these measures are in
place to ensure a safe, engaging, and positive experience for all campers.

Camper's Agreement
I agree to follow the mobile phone guidelines as outlined in the policy, including turning in my
device each evening and using my phone respectfully throughout the day.

Camper’s Full Name: ___________________________________

Camper’s Signature: ___________________________________ Date: _______________

Parent/Guardian Agreement
I support the Mobile Phone Policy for Youth Camp and will encourage my child to comply. I
understand I can raise concerns or special circumstances with my child's youth leader.

Parent/Guardian Full Name: _______________________________

Parent/Guardian Signature: _______________________________ Date: _______________

Contact Phone: _________________________________________

Community and Cultural Engagement

Community and Cultural Engagement

Introduction

Generocity Church's commitment to Community and Cultural Engagement reflects our dedication to being an integral part of the local community and respecting the diverse cultural makeup of our members. Our initiatives are designed to foster meaningful connections and address the unique needs of different demographic groups within our church.

Outreach and Community Engagement

• Community Programs: Developing and implementing a variety of outreach programs that cater to the needs of the local community. This could include service projects, community events, and support services.

• Partnerships: Building relationships with local organizations and community groups to extend the church's reach and impact in the community.

Cultural and Demographic Considerations

• Inclusive Practices: Adopting practices that embrace the diverse cultural backgrounds of our congregation, ensuring that all cultural groups feel welcomed and valued.

• Cultural Awareness Training: Providing training for church staff and volunteers to enhance their understanding and appreciation of different cultural perspectives and needs.

Summary

Our 'Community and Cultural Engagement' efforts are centered on building authentic connections, sharing our faith, and addressing the diverse needs of our community. Through outreach programs and cultural awareness, we strive to make a positive impact and reflect Christ's love in our actions.

 

Risk Management Plan

Introduction

As a church family spread across regional, rural and coastal Australia, we embrace risk management as part of our calling to be people of courageous influence in God's Kingdom. Just as we live with "Thankful Hope" in all situations, we approach risk management not merely as a protective measure, but as an opportunity to demonstrate faithful stewardship of all God has entrusted to us.

Our commitment to "Personal Impact" (1 Peter 4:11) means using everything God has given us - including our risk management practices - to impact the world for His glory. This plan reflects our understanding that effective stewardship enables us to create discipleship communities where everyday people can live in a restorative and transformative relationship with Jesus.

In line with our Leadership Cultural Imperatives, we "lead with authenticity, integrity and humility" in how we approach risk. We recognize that "if any task is below us, then leadership is beyond us." This principle shapes how we view risk management - not as a bureaucratic burden, but as a practical expression of our care for God's people and resources. Furthermore, as leaders who are "connected and accountable," we understand that effective risk management requires strong connections based on shared values, responsibilities, and care for each other.

Purpose of the Handbook

Guided by our value that "People Matter" (Matthew 22:37-39) and our Ministry Philosophy that "structure serves what the Spirit is doing," this Risk Management Plan (RMP) Handbook serves as a comprehensive guide that enables us to care well for every person God brings into our church family. Living out our commitment to "move beyond our comfort to care as Jesus cares," this handbook aims to:

1. Provide a structured framework that helps us steward our ministry effectively across all locations

2. Establish consistent approaches to protecting our people, mission, and resources

3. Foster a culture where risk awareness flows naturally from our value of "Humble Growth"

4. Ensure we meet our obligations in areas like workplace safety and child protection

5. Support Spirit-led yet informed decision-making at all levels

6. Strengthen our Safer Churches framework

7. Create environments where people can safely grow in their relationship with Jesus

8. Demonstrate practical stewardship of all God has entrusted to us

Importance of Risk Management

Our approach to risk management flows from our conviction that every person is valuable and deserving of love, respect and care. As we live this out, proper risk management becomes essential for:

1. Fulfilling our duty of care: Living our value that "People Matter" means creating genuinely safe environments where every person can encounter Jesus

2. Stewarding resources: Our value of "Personal Impact" calls us to wisely manage everything God has provided for Kingdom impact

3. Ensuring ministry sustainability: Protecting our ability to serve future generations through sound financial and operational practices

4. Advancing our mission: Safeguarding our capacity to create discipleship communities across Australia

5. Maintaining community trust: Demonstrating that we honor God and people through careful oversight

6. Meeting legal requirements: Fulfilling our obligations as good citizens and witnesses

7. Supporting growth: Creating safe spaces for discipleship and spiritual development

8. Informing leadership: Enabling Spirit-led yet wise decision-making

9. Protecting our people: Ensuring comprehensive care for staff, volunteers, and congregants

10. Emergency readiness: Being prepared to respond well to challenges

11. Continuous improvement: Growing in our capacity to serve effectively

By approaching risk management through the lens of our values and mission, we ensure it serves rather than hinders what the Spirit is doing in our midst. This enables us to focus on our calling while wisely stewarding all God has entrusted to us.

Overview of the Handbook Structure

This handbook's structure reflects our commitment to "Humble Growth" and "Spirit Led" leadership while ensuring comprehensive coverage of all risk management requirements. Each section builds upon our foundation of being "locationally motivated, centrally supported, and unified in our vision, values, and mission."

This Risk Management Plan (RMP) Handbook is designed to provide a comprehensive and integrated approach to risk management for Generocity Church. The structure of this handbook reflects our commitment to creating a safe environment for all members of our church community while ensuring compliance with relevant regulations and best practices. Here's an overview of the handbook's structure:

1. Introduction

• Purpose of the Handbook

• Importance of Risk Management

• Overview of the Handbook Structure (current section)

• Scope and Purpose of the RMP

2. Core Risk Management Framework

• Introduction to Risk and Hazard Management

• Policies and General Procedures

• Training and Induction

• Risk Identification and Assessment
  
  

3. Specific Risk Areas

• Operational Risks

• Strategic Risks

• Compliance Risks

• Financial Management

4. Risk Controls and Mitigations

• Preventive Controls

• Reactive Controls

5. Hazard Management

• Chemical Safety

• Physical and Ergonomic Hazards

• Psychosocial Hazards

• Health and Hygiene Hazards

• Environmental Hazards

6. Specialised Risk Areas

• People Protection (including Child and Youth Protection)

• Property Protection

• Cyber Security

7. Emergency and Incident Management

• Emergency Preparedness and Response

• Incident Reporting and Investigation

8. Insurance and Risk Transfer

9. Compliance and Continuous Improvement

10. Resources and Appendices

Throughout this handbook, we have integrated key elements of our Workplace Health and Safety (WHS) policies and Safer Churches framework to ensure a cohesive approach to risk management. This integration reflects our understanding that effective risk management is intrinsically linked to maintaining a safe and healthy environment for all who interact with our church.

The WHS components are particularly evident in sections dealing with hazard management, emergency procedures, and incident reporting. These sections align with our commitment to providing a safe system of work for both employees and volunteers, as required by common law and WHS legislation.

Our Safer Churches framework, which focuses on creating safe environments for children and vulnerable people, is prominently featured in the People Protection section and is woven throughout the handbook. This integration ensures that our risk management practices support our commitment to being a child-safe organisation, in line with the National Principles for Child Safe Organisations.

By structuring the handbook in this way, we aim to provide a clear, accessible, and comprehensive guide that:

1. Addresses all major areas of risk relevant to our church operations

2. Aligns with our legal and ethical obligations

3. Promotes a culture of safety and risk awareness

4. Provides practical tools and resources for implementing effective risk management practices

We encourage all staff, volunteers, and church leaders to familiarise themselves with this handbook and to use it as a reference in their day-to-day activities and decision-making processes. Remember, effective risk management is a shared responsibility, and your active participation is crucial in creating a safer environment for all at Generocity Church.

Scope of the RMP

The Risk Management Plan (RMP) for Generocity Church embodies our Leadership Cultural Imperative to "lead with authenticity, integrity and humility" while providing a comprehensive framework for identifying, assessing, and managing risks across all our Australian locations. While it is a standalone document, it works in harmony with our WHS policies and Child Protection policies to create a holistic approach that reflects our value that "People Matter."

This Risk Management Plan covers:

1. All physical locations owned or operated by Generocity Church

2. All activities and programs run by the church, both on-site and off-site

3. All staff, volunteers, congregants, and visitors

4. Financial and operational aspects of the church

5. Reputational risks

6. Compliance with legal and regulatory requirements

Purpose of the RMP

The primary purposes of this Risk Management Plan is to:

1. Provide a systematic approach to identifying and managing risks

2. Protect the people, assets, and reputation of Generocity Church

3. Ensure the continuity of our ministry and operations

4. Promote a culture of risk awareness throughout the organisation

5. Support informed decision-making at all levels of the church

Connection to WHS Policies

While the RMP covers a broad range of risks, it works in tandem with our WHS policies to ensure a safe environment for all. Specifically:

• The RMP provides the overarching framework for risk assessment, which informs specific WHS procedures

• WHS policies provide detailed guidelines for managing health and safety risks identified through the RMP process

• Incident reporting and investigation procedures outlined in the RMP support WHS compliance and improvement

Connection to Child Protection Policies

Child protection is a critical area of risk management for Generocity Church. The RMP supports our child protection efforts by:

• Identifying potential risks to children in all church activities

• Outlining risk assessment procedures that specifically consider child safety

• Ensuring that child protection considerations are integrated into all relevant church operations

• Supporting the implementation and monitoring of our child protection policies

By clearly defining the scope and purpose of the RMP and its connections to WHS and child protection policies, we aim to create a comprehensive and integrated approach to risk management at Generocity Church.

Core Risk Management Framework

Introduction to Risk and Hazard Management

Defining Risks and Hazards

At Generocity Church, our commitment to being people of "courageous influence" in God's Kingdom includes wisely stewarding the safety and wellbeing of our community. As we create discipleship communities across regional, rural and coastal Australia, understanding and managing risks and hazards becomes a practical expression of how "People Matter."

Living out our Leadership Cultural Imperative to "lead with authenticity, integrity and humility," we recognize the important distinction between risks and hazards:

Risk is defined as the possibility that harm (such as injury, illness, or loss) might occur when exposed to a hazard. It is characterised by both the likelihood of occurrence and the severity of the potential consequences.

Hazard refers to a situation or thing that has the potential to cause harm to people, the environment, or equipment. Hazards can take many forms and may be present in various aspects of our church operations.

In alignment with our commitment to "move beyond our comfort to care as Jesus cares," we must be aware of various hazards in our church setting, including:

• Physical hazards: Slippery floors, uneven surfaces, or poorly maintained equipment

• Chemical hazards: Cleaning products, paints, or other substances used in maintenance

• Biological hazards: Exposure to infectious diseases or allergens

• Ergonomic hazards: Poor workstation setups or repetitive tasks

• Psychosocial hazards: Stress, bullying, or other factors affecting mental well-being

• Environmental hazards: Poor lighting, extreme temperatures, or noise

Understanding the distinction between risks and hazards is crucial for effective risk management. While we may not be able to eliminate all hazards, we can work to minimise the risks associated with them through Spirit-led wisdom and practical action.

The Risk Management Process

Reflecting our value of "Humble Growth" (Ephesians 5:21) and our understanding that "structure serves what the Spirit is doing," we follow a systematic approach to risk management that aligns with both spiritual wisdom and best practices:

1. Establish the Context: As a church that is "locationally motivated, centrally supported," we must understand the internal and external factors that may influence risk management across our locations.

2. Identify Risks and Hazards: Systematically identify potential risks and hazards across all areas of our operations. This involves:

• Conducting regular inspections of our premises and equipment

• Consulting with staff, volunteers, and congregation members

• Reviewing past incidents and near-misses

• Considering potential future scenarios

3. Analyse Risks: Evaluate the likelihood and potential consequences of each identified risk. This helps us prioritise our risk management efforts.

4. Evaluate Risks: Compare the level of risk against our predetermined risk criteria to determine which risks need treatment and the priority for treatment implementation.

5. Treat Risks: Develop and implement specific strategies to eliminate or minimise risks. We follow the zz Hierarchy of Controls:

• Elimination: Remove the hazard entirely if possible

• Substitution: Replace the hazard with something less dangerous

• Engineering Controls: Implement physical changes to reduce the hazard

• Administrative Controls: Change work practices or procedures

• Personal Protective Equipment (PPE): Provide protective gear as a last line of defence

6. Monitor and Review: Continuously monitor the effectiveness of our risk controls and review our risk management processes to ensure they remain relevant and effective. This is helped by our robust incident reporting (https://incident.generocitychurch.com.au/) and investigation processes.

7. Communicate and Consult: Engage with stakeholders throughout the risk management process to ensure all perspectives are considered and everyone understands their role in managing risks.

By following this structured approach, Generocity Church aims to create a safer environment for all who engage with our community, while also protecting our assets and reputation. Remember, effective risk management is an ongoing process that requires the participation and vigilance of all church members and leaders.

Policies and General Procedures

Core Policies

At Generocity Church, our policies reflect our commitment to "lead with authenticity, integrity and humility" while creating safe environments where everyday people can live in a restorative and transformative relationship with Jesus. Living out our value that "People Matter" (Matthew 22:37-39), we maintain comprehensive policies that protect and care for all members of our community:

1. Anti-Discrimination Policy: Reflecting our belief that every person is valuable and deserving of love, respect and care, we prohibit discrimination based on race, colour, religion, sex, national origin, age, disability, or any other protected characteristic. All individuals are to be treated with respect and dignity, recognizing they are made in the image of their Creator. zz Anti-Discrimination Policy

2. Anti-Harassment Policy: In alignment with our commitment to "honour all people" (Leadership Cultural Imperative 5), Generocity Church has zero tolerance for harassment of any kind. This includes sexual harassment, bullying, or any behavior that creates an intimidating, hostile, or offensive environment. zz Anti-Harassment Policy

3. Child Protection Policy: Demonstrating our value that "People Matter," we are resolutely committed to the safety and wellbeing of all children and young people who access our activities, programs, services, or facilities. Our policy aligns with the ACC Child Protection Policy and Safer Churches Guidelines. 100a GC Child Protection Policy

4. Social Media Policy: We have established clear guidelines for the proper use of social media by all personnel, employees, and volunteers to prevent potential risks such as harassment, discrimination, defamation, or breach of confidentiality.
   zz Social Media Policy

5. Workplace Health and Safety Policy: We are committed to providing a safe and healthy environment for all staff, volunteers, and visitors, in compliance with relevant WHS legislation. The full workplace health and safety policy is found later in this handbook.
   090a Workplace Health and Safety Policy

Reporting Procedures (Incident Reporting)

Embodying our commitment to being "connected and accountable" (Leadership Cultural Imperative 3), we maintain clear reporting procedures that help us care well for our community:

Centralised Incident Reporting Protocol

Generocity Church has established a centralised incident reporting system to ensure all incidents, accidents, and near-misses are properly documented and addressed. 

Incident reporting can be done online here: https://incident.generocitychurch.com.au
Or by using this form: zz Incident or Hazard Report Form

Our protocol includes:

1. Immediate verbal reporting of all incidents to supervisors.

2. Completion of an Incident Report Form within 24 hours of the incident occurring.

3. Reporting of significant incidents to the Senior Pastor or delegate immediately.

4. Notification to relevant authorities and insurers as required.

Roles and Responsibilities in Reporting

Living out our value of "Humble Growth" and understanding that "structure serves what the Spirit is doing," we establish clear responsibilities:

1. All Staff, Volunteers, and Contractors:

• Report all incidents, including near-misses, immediately to their supervisor.

• Assist in completing the Incident Report Form.

• Participate in incident investigations when required.

2. Supervisors:

• Ensure all incidents are reported to the Senior Pastor or delegate within 12 hours.

• Assist in completing the Incident Report Form within 24 hours.

• Participate in incident investigations.

3. Senior Pastor or Delegate:

• Ensure all reported incidents are recorded on the Incident Report Form.

• Report significant incidents to the Generocity Church board and statutory authorities as required.

• Oversee incident investigations for serious incidents.

Use of Incident Reporting Forms

1. The Incident Report Form (https://incident.generocitychurch.com.au/) must be completed for all incidents, accidents, and near-misses.

2. Forms should be filled out completely, providing a factual record of the incident without opinion or supposition.

3. For significant incidents, witness statements should be collected and attached to the report.

4. The form must be signed by the person involved in the incident (if possible) and the supervisor or other authorised person.

Review and Update Procedures

Reflecting our commitment to "Humble Growth" (Ephesians 5:21) and being "Spirit Led" (John 16:13), we regularly review and update our practices:

1. We will conduct regular reviews of our policies and procedures, at least annually or after any significant incident.

2. All incidents will be analysed to identify trends and areas for improvement in our risk management practices.

3. We will stay informed about changes in relevant legislation and industry best practices, updating our policies and procedures accordingly.

4. Training on updated policies and procedures will be provided to all staff and volunteers.

5. We will maintain open communication channels for feedback from all members of our church community on our risk management practices.

By adhering to these policies and procedures, Generocity Church aims to create a safe, respectful, and inclusive environment for all members of our community while effectively managing risks and responding to incidents.

Training and Induction

As a church committed to creating discipleship communities where everyday people live in a restorative and transformative relationship with Jesus, our training and induction processes reflect both our spiritual values and practical responsibilities. Living out our value of "Humble Growth" (Ephesians 5:21), we approach training as an opportunity for mutual learning and development while ensuring our structure serves what the Spirit is doing.

Induction Processes

Our induction process embodies our Leadership Cultural Imperative to "lead with authenticity, integrity and humility" while equipping our people for effective ministry across regional, rural and coastal Australia:

1. General Induction:

• Introduction to Generocity Church's mission, vision, and values
• Overview of how our Risk Management Plan (RMP) supports our mission to create discipleship communities
• Explanation of relevant policies and procedures, including Child Protection Policy, Code of Conduct, and Workplace Health and Safety (WHS) policies
• Introduction to key personnel and their roles in advancing our mission

2. Role-Specific Induction: Living out our commitment to "champion the call, gifts and talents of others, even when it means we go unseen" (Leadership Cultural Imperative 1): 

• Detailed explanation of the individual's role and responsibilities

• Training on specific equipment, programs, and procedures relevant to their position

• Introduction to team members and reporting structures

• Identification and nurturing of individual gifts and talents that can strengthen our ministry

• Creation of pathways for growth and development within their area of service

3. Safe Ministry Induction: Reflecting our value that "People Matter" (Matthew 22:37-39): 

• Training on the ACC Child Protection Policy and ACC Safer Churches Guidelines

• Education on recognizing indicators of child harm and neglect

• Instruction on reporting procedures for concerns about a child's safety or wellbeing

4. Health and Safety Induction: Demonstrating our commitment to "move beyond our comfort to care as Jesus cares": 

• Overview of WHS policies and procedures

• Emergency response and evacuation procedures

• First aid locations and procedures

• Incident reporting processes

5. Documentation and Verification:

• Completion of necessary forms, including the Volunteer Church Workers Declaration

• Verification of Working with Children Check (or equivalent)

• Signing of relevant Code of Conduct documents

6. Supervised Observation:

• New volunteers may undergo a period of supervised observation before fully taking on their role

7. Induction Checklist:

• Use of a comprehensive induction checklist to ensure all aspects of the induction process are covered

Ongoing Training Requirements

In alignment with our value of "Humble Growth" and our commitment to be "connected and accountable," we implement comprehensive ongoing training that enables our people to serve with excellence:

1. Regular Safe Ministry Training:

• All ACC Credential and Certificate holders must complete ACC Safer Churches training every three years at a minimum

• People in Direct Roles with children must receive adequate training in Child Protection concepts at least every 3 years

2. Workplace Health and Safety Updates:

• Annual refresher training on WHS policies and procedures

• Updates on any changes to relevant legislation or best practices

3. Child Protection and Safeguarding:

• Ongoing education on child protection issues, including recognising signs of abuse and neglect

• Regular updates on reporting procedures and legal obligations

4. Role-Specific Professional Development:

• Tailored training programs to enhance skills relevant to specific roles and responsibilities

• This may include first aid training, leadership development, or other specialised qualifications

5. Cultural Competency Training:

• Training to enhance understanding and respect for diverse cultures

6. Emergency Response and Risk Management:

• Regular drills and updates on emergency procedures

• Training on identifying and reporting potential hazards and risks

7. Team Building and Communication:

• Workshops to improve teamwork, communication, and conflict resolution skills

8. Feedback and Continuous Improvement:

• Regular opportunities for staff and volunteers to provide feedback on training effectiveness

• Ongoing assessment of training needs based on incident reports, feedback, and emerging risks

By implementing these comprehensive induction processes and ongoing training requirements, we create environments where people can safely grow in their relationship with Jesus while serving effectively in their roles. This approach reflects our understanding that "structure serves what the Spirit is doing" (Ministry Philosophy Point 5) as we pursue our mission across Australia.

We recognize that effective training and induction are ongoing processes, and staying true to our value of "Humble Growth," we are committed to regularly reviewing and updating our programs to ensure they remain relevant, engaging, and aligned with best practices in risk management and safe ministry.

Risk Identification and Assessment

General Risk Assessment Procedures

Methodologies for Risk Identification

At Generocity Church, our commitment to create discipleship communities across regional, rural and coastal Australia requires us to be both Spirit-led and practically wise in how we identify risks. Living out our value of "Humble Growth" and being "connected and accountable," we employ various methodologies to identify risks across all areas of our operations:

1. Brainstorming Sessions: Regular meetings with staff, volunteers, and leadership to discuss potential risks.

2. Checklists: Use of standardised checklists tailored to different church activities and areas.

3. Historical Data Analysis: Review of past incidents, near-misses, and claims to identify recurring issues.

4. External Consultation: Engaging with experts, including our insurance providers and legal advisors, to identify potential risks.

5. SWOT Analysis: Regularly assessing our Strengths, Weaknesses, Opportunities, and Threats to identify risks.

6. Process Mapping: Analysing our operational processes to identify potential points of failure or vulnerability.

7. Scenario Planning: Considering various "what-if" scenarios to anticipate potential risks.

Use of Risk Assessment Guidelines

Reflecting our Leadership Cultural Imperative to "lead with authenticity, integrity and humility," we use a structured approach to assess identified risks. This approach demonstrates how "structure serves what the Spirit is doing" while ensuring comprehensive care for our community:

1. Likelihood Assessment: Evaluate the probability of the risk occurring using a scale from 1 (Rare) to 5 (Almost Certain).

2. Impact Assessment: Determine the potential consequences if the risk were to occur, using a scale with labels as follows: 1 = Slight, 2 = Minor, 3 = Moderate, 4 = Major, 5 = Severe.

3. Risk Rating: Combine the likelihood and impact scores to determine the overall risk rating (Low, Medium, High, or Very High). Very High risks must not proceed until they are reduced, High risks require approval and a zz Detailed Action Plan for High Risks form completed, Medium risks need a zz Focused Risk Management Plan completed, and Low risks generally require no further action.

4. Risk Prioritisation: Based on the risk rating, prioritise risks for treatment and allocation of resources.

5. Control Effectiveness: Assess the effectiveness of existing controls for each identified risk.

6. Risk Treatment: Develop and implement strategies to address prioritised risks, following the hierarchy of controls (Elimination, Substitution, Engineering Controls, Administrative Controls, Personal Protective Equipment). For more information, refer to the zz Hierarchy of Controls

 

Specific Risk Areas

As we pursue our mission to create discipleship communities where everyday people live in a restorative and transformative relationship with Jesus, we must carefully consider various types of risks that could impact our ministry:

Strategic Risks

Living out our commitment to be "locationally motivated, centrally supported," we assess:

1. Our Plans (long-term planning, vision alignment)

1. Risk of misalignment between church activities and our long-term vision

2. Potential for ineffective resource allocation due to poor strategic planning

3. Risk of failing to adapt to changing community needs or demographics

2. Our Objectives (mission fulfilment, goal setting)

1. Risk of mission drift or loss of focus on core objectives

2. Potential for setting unrealistic or unmeasurable goals

3. Risk of failing to meet key performance indicators or ministry targets

Financial Risks

Demonstrating our value of "Personal Impact" through faithful stewardship of resources:

1. Credit Risks

• Risk of default on loans or financial commitments

• Potential for non-payment of pledges or donations

2. Market-related Risks

• Risk of fluctuations in investment values

• Potential impact of economic downturns on giving patterns

3. Liquidity

• Risk of insufficient cash flow to meet operational needs

• Potential for over-reliance on specific funding sources

Operational Risks

Reflecting our value that "People Matter" and our commitment to "move beyond our comfort to care as Jesus cares," we assess:

1. Commercial Risks

• Supply chain disruptions affecting church operations or events

• Vendor management issues, including potential for fraud or non-performance

2. Professional Risks

• Staff and volunteer management challenges, including recruitment and retention

• Risk of professional misconduct or breach of duty of care

3. Property Risks

• Equipment failure or malfunction during church activities

• Facility management issues, including maintenance and security concerns

4. Risks to People

• Health and safety risks for staff, volunteers, and congregation members

• Potential for accidents or injuries during church activities or on church property

5. Governance and Compliance Risks

• Risk of non-compliance with relevant laws and regulations

• Potential for governance failures or conflicts of interest within church leadership

Summary

By systematically identifying and assessing these risks, Generocity Church can develop targeted strategies to mitigate potential negative impacts and ensure the continued fulfilment of our mission and objectives. This approach reflects both our commitment to "Humble Growth" and our understanding that effective risk management supports our calling to be people of courageous influence in God's Kingdom. Regular review and updating of this risk assessment process is crucial to maintaining an effective risk management framework.

Risk Controls and Mitigations

At Generocity Church, our commitment to being people of courageous influence across regional, rural and coastal Australia includes creating safe environments where everyday people can encounter Jesus. Living out our value that "People Matter," we employ a comprehensive approach to risk control and mitigation that protects and cares for our entire community.

Hierarchy of Controls

We follow the established Hierarchy of Controls when determining how to address and mitigate identified risks:

1. Elimination: Removing the hazard entirely from the workplace or environment.

2. Substitution: Replacing the hazardous element with something safer.

3. Engineering Controls: Isolating people from the hazard through physical changes to the environment or equipment.

4. Administrative Controls: Implementing procedures and policies to reduce risk.

5. Personal Protective Equipment (PPE): Providing protective gear to reduce exposure to the hazard.

For more details on how to apply the hierarchy in various scenarios, refer to the zz Hierarchy of Controls.

WHS and Hazard Management

All risk controls related to workplace safety must comply with the guidelines set forth in our Workplace Health and Safety (WHS) Policy. This includes ensuring that regular safety inspections are conducted, and hazards are managed according to the Hazard Management procedures outlined in the handbook. 

For health and safety risks that cannot be fully eliminated, ensure that engineering and administrative controls, as well as personal protective equipment (PPE), are effectively implemented. This structured approach supports our ability to create safe environments for ministry.

 

High-Risk Treatment

For any identified high-risk scenarios, a Detailed Action Plan for High Risks (zz Detailed Action Plan for High Risks) must be completed. This form outlines the steps and responsibilities required to mitigate the risk effectively and must be approved by the senior leadership before any activity can proceed.

High-risk items are prioritised, and immediate control measures are required to reduce the risk rating to an acceptable level.

Preventive Controls: Policies, Procedures, and Protocols to Prevent Incidents

Our preventive controls are overseen by designated leaders who ensure policies, procedures, and protocols protect our community while supporting our mission while protecting our community:

1. Policies:

• Implement and regularly update core policies such as Anti-Discrimination, Anti-Harassment, and Child Protection policies.

• Ensure all staff and volunteers are familiar with these policies through regular training and communication.

2. Procedures:

• Develop and maintain clear procedures for all church activities, including worship services, youth programs, and community outreach.

• Regularly review and update these procedures to reflect best practices and changing circumstances.

3. Protocols:

• Establish protocols for building security, including access control and key management.

• Implement protocols for financial management, including dual authorisation for transactions above a certain threshold.

4. Regular Inspections and Maintenance:

• Conduct scheduled inspections of church property and equipment to identify and address potential hazards.

• Maintain a preventive maintenance schedule for all church facilities and equipment.

5. Training and Education:

• Provide regular training on safety procedures, emergency response, and risk awareness.

• Conduct specific training for high-risk activities or roles within the church.

Reactive Controls: Incident Response and Management Procedures

Living out our value of "Thankful Hope" (1 Thessalonians 5:18) and being "Spirit Led," our reactive controls enable us to respond to incidents with both grace and decisive action:

1. Emergency Response Plan:

• Develop and maintain a comprehensive emergency response plan covering various scenarios (e.g., fire, medical emergencies, natural disasters).

• Regularly conduct drills and simulations to ensure readiness.

2. Incident Reporting System:

• In the event of an incident, our Incident Reporting System must be used to document, report, and investigate the event. This system is critical for analysing the root causes of incidents and ensuring that mitigation strategies are reviewed and updated accordingly.

• All incidents should be logged in accordance with the protocols outlined in the Incident and Hazard Report Form. This includes documenting actions taken post-incident and ensuring the necessary follow-up, as per the WHS Emergency and Incident Management guidelines.

3. Investigation Procedures:

• Develop protocols for investigating incidents, including root cause analysis.

• Ensure lessons learned from incidents are incorporated into future preventive measures.

• Document and track all corrective actions to ensure continuous improvement in risk management.

4. Crisis Communication Plan:

• Establish a crisis communication plan to manage internal and external communications during and after an incident.

• Designate spokespersons and provide media training as necessary.

5. Post-Incident Support:

• Provide counselling and support services for those affected by incidents.

• Conduct post-incident reviews to identify areas for improvement in risk management practices.

People Protection Controls

Reflecting our foundational value that "People Matter" (Matthew 22:37-39) and our commitment that every person is valuable and deserving of love, respect and care, we maintain comprehensive protection measures

When implementing controls to protect people, particularly children and vulnerable individuals, refer to the Safer Churches - Child Protection Policy. This includes guidelines for screening volunteers, supervision protocols, and response actions to any child safety risks.

Controls in this area must align with the broader church policies for working with vulnerable groups, with specific emphasis on safeguarding during church programs.

Hazard Management

As a church committed to creating discipleship communities across regional, rural and coastal Australia, our approach to hazard management reflects both spiritual wisdom and practical stewardship.

The management of hazards, including chemical, ergonomic, psychosocial, and health-related hazards, should follow the protocols established in the Hazard Management section of the WHS guidelines.

Generocity Church is committed to identifying, assessing, and controlling hazards to ensure a safe environment for all. Our hazard management approach covers various types of hazards:

Chemical Safety

1. Inventory and Safety Data Sheets (SDS):

• Maintain an up-to-date inventory of all chemicals used on church premises.

• Ensure Safety Data Sheets are readily available for all hazardous substances.

• Regularly review and update the chemical inventory (zz Hazardous Substances Inventory) and SDS collection.

2. Risk Assessment and Control Measures:

• Conduct risk assessments for all chemicals used in church activities.

• Implement appropriate control measures based on risk assessments, such as proper storage, handling procedures, and personal protective equipment (PPE).

• Provide training on safe handling of chemicals to relevant staff and volunteers.

Physical and Ergonomic Hazards

1. Workstation Setup and Ergonomics:

• Conduct ergonomic assessments of all workstations, including office spaces and areas where volunteers work.

• Provide ergonomic equipment and furniture as needed.

• Offer training on proper ergonomic practices to prevent musculoskeletal disorders.

2. Manual Handling Procedures:

• Develop and implement safe manual handling procedures for activities such as moving furniture or equipment.

• Provide training on proper lifting techniques and use of mechanical aids.

• Regularly assess manual handling tasks to identify and mitigate risks.

Psychosocial Hazards

1. Discrimination and Harassment:

• Implement and enforce robust anti-discrimination and anti-harassment policies.

• Provide regular training on recognizing and preventing discrimination and harassment.

• Establish clear reporting procedures and support mechanisms for those who experience or witness such behaviour.

2. Stress and Mental Health Management:

• Develop programs to support mental health and well-being among staff and volunteers.

• Provide access to counselling services or employee assistance programs.

• Conduct regular check-ins and offer flexible work arrangements where possible to reduce stress.

Health and Hygiene Hazards

1. Biological, Physical, and Chemical Health Hazards:

• Identify potential health hazards in all church activities and environments.

• Implement control measures such as proper ventilation, hygiene practices, and use of PPE where necessary.

• Regularly review and update health hazard assessments.

2. General Health and Safety Practices:

• Promote good hygiene practices through education and provision of necessary facilities (e.g., hand washing stations).

• Implement and maintain cleaning and sanitisation protocols for all church areas.

• Ensure proper food safety practices in church kitchens and during events involving food service.

Environmental Hazards

1. Fire Safety:

• Install and maintain appropriate fire detection and suppression systems.

• Conduct regular fire drills and provide fire safety training to all staff and volunteers.

• Ensure clear evacuation routes and assembly points are established and communicated.

2. Electrical Safety:

• Regularly inspect and maintain all electrical systems and equipment.

• Implement a system for reporting and addressing electrical hazards.

• Provide training on electrical safety to relevant staff and volunteers.

3. Working at Heights:

• Develop safe work procedures for any tasks involving working at heights.

• Provide appropriate equipment (e.g., ladders, scaffolding) and ensure it is properly maintained.

• Offer training on working at heights safety to relevant personnel.

4. Noise Control:

• Assess noise levels in various church activities, particularly in music and youth programs.

• Implement noise control measures where necessary, such as acoustic treatments or volume limits.

• Provide hearing protection equipment where appropriate and educate on its proper use.

Summary

By implementing these comprehensive risk controls and hazard management practices, Generocity Church demonstrates our commitment to create safe environments for our entire community. Regular review and updating of these measures ensures their continued effectiveness in managing risks and hazards.

Specialised Risk Areas

Specialised Risk Areas

Generocity Church recognises that effective risk management is essential to supporting our mission of connecting communities to Christ. While maintaining rigorous operational standards, we approach these areas with the understanding that "people matter" and every person is valuable and deserving of care.

People Protection

Child and Youth Protection

As a church committed to creating discipleship communities where people live in transformative relationship with Jesus, protecting children and young people in our care is paramount. Our child and youth protection measures include:

1. Screening and Selection:

• All staff and volunteers working with children and youth must undergo thorough background checks, including Working with Children Checks or equivalent statutory clearances.

• Applicants must provide details of any police record or other relevant information.

2. Training and Education:

• Regular training on child protection issues, including recognizing signs of abuse and neglect.

• Education on the rights of children and young people.

3. Clear Policies and Procedures:

• Implementation of a comprehensive Child Protection Policy aligned with ACC Child Protection Policy and Safer Churches Guidelines.

• Clear reporting procedures.

4. Boundaries and Authority:

• Staff and volunteers are educated about the limits of their authority and the importance of maintaining appropriate boundaries.

5. Empowerment and Participation:

• Engaging with children, young people, and caregivers in decisions that impact them.

Volunteer and Staff Safety

Our commitment to "humble growth" and the belief that "every person is valuable" shapes how we approach volunteer and staff safety. We implement the following measures:

1. Risk Assessment: Regular evaluation of potential hazards and risks associated with various church activities.

2. Training: Providing adequate training on safety procedures, emergency response, and risk awareness.

3. Incident Reporting: Maintaining a system for reporting and recording all incidents or injuries to personnel (https://incident.generocitychurch.com.au/).

4. Insurance Coverage: Ensuring appropriate insurance coverage for both employees and volunteers.

Event Organisation

When organising events that connect our communities, we follow these safety protocols:

1. Risk Assessment: Conducting a comprehensive risk assessment for each event (zz Event Risk Assessment and Action Plan).

2. Emergency Preparedness: Developing and communicating clear emergency procedures.

3. Volunteer Management: Identifying required number of volunteers, conducting proper screening, and providing necessary training.

4. Child Protection: Appointing a Child Protection Officer for events involving children.

5. External Providers: Verifying credentials and insurance of external service providers.

Property Protection

Building Security

As stewards of resources that support our mission, we implement the following security measures:

1. Access Control: Implementing a key register system and controlling access to different areas of the church.

2. Perimeter Security: Maintaining fencing, gates, and locks in good condition.

3. Lighting: Installing robust external lighting to deter vandals and burglars.

4. Alarm Systems: Considering the installation of appropriate alarm systems, such as local alarms or alarms with remote monitoring.

5. Security Cameras: Where appropriate, installing security cameras to discourage theft and vandalism.

6. Community Involvement: Implementing a 'Church-Watch' program to keep an eye on the property during unoccupied periods.

Asset Management

Effective asset management helps protect the church's property and resources:

1. Inventory Management: Maintaining a detailed inventory of church contents, including descriptions, purchase information, and identifying marks. See https://assets.generocitychurch.com.au 

2. Special Equipment Protection: Implementing additional security measures for high-value, portable items such as sound systems and musical instruments.

3. Regular Inspections: Conducting routine inspections of church property, including buildings, grounds, and equipment.

4. Maintenance: Regularly servicing and maintaining church equipment and systems.

Cyber Security

Data Protection and Cybersecurity Measures

In protecting our digital presence and the trust of our community, we implement these essential measures:

1. Software Protection: Installing and regularly updating anti-virus, anti-spyware, and firewall software.

2. Email Safety: Educating staff and volunteers about email safety, including not opening suspicious attachments or providing personal information via email.

3. Password Management: Implementing strong password policies and encouraging the use of unique passwords for different accounts.

4. Two-Factor Authentication: Enabling two-factor authentication for accounts where possible.

5. Regular Updates: Keeping all software, including operating systems and applications, up to date.

6. Data Backup: Regularly backing up important data to protect against loss. Consider using the '3-2-1 Backup Method' to ensure that data is protected against loss and can be recovered in the event of an incident

7. Network Security: Using secure networks and avoiding public Wi-Fi for sensitive activities.

8. User Education: Providing regular training on cybersecurity best practices, including recognizing phishing attempts and other common scams.

9. Incident Response Plan: Developing and maintaining a plan for responding to cybersecurity incidents.

These specialised risk management practices support our mission of creating discipleship communities while protecting our people, property, and digital assets. Regular review and updating of these measures ensures their continued effectiveness in managing risks across all areas of our operations.

Emergency and Incident Management

Emergency and Incident Management

At Generocity Church, we recognise that being prepared for emergencies and having clear procedures for managing incidents is crucial to our commitment to care for all people. While we remain prayerful in all situations, we also understand the importance of having robust, well-structured processes to ensure the safety of our community.

Emergency Preparedness and Response

Crisis Management Plans

1. Comprehensive Plan Development:

• We have developed a comprehensive Crisis Management Plan that outlines our response to various emergency scenarios.

• This plan is regularly reviewed and updated to ensure its effectiveness.

2. Role Allocation:

• Specific roles have been assigned to team members for emergency response, reflecting our commitment to being connected and accountable:

• Critical Incident Response Manager

• Media Liaison

• Parental Liaison

• Emergency Services Liaison

• Pastoral Support

• Supervision of children & young people

• Emergency First Aid Officer

3. Communication Protocols:

• Clear communication protocols have been established for notifying relevant parties during an emergency, including senior church leadership, emergency services, and parents/guardians.

• Each Crisis Management Plan should be accompanied by a Crisis Communication Plan.

4. Regular Training and Drills:

• We conduct regular training sessions and drills to ensure all staff and volunteers are familiar with emergency procedures.

Evacuation Procedures

1. Evacuation Plan:

• A clear evacuation plan has been developed and is displayed prominently throughout each of our facilities.

• The plan includes:

• Designated escape routes from each location

• Assembly points outside the building

• Reporting procedures once clear of the building

• Instructions not to collect personal belongings

2. Signage and Equipment:

• Luminous or illuminated exit signs are installed over all doorways and emergency exits

• Fire-fighting equipment locations are clearly marked

3. Regular Drills:

• Fire and evacuation drills are conducted regularly, preferably when there is high occupancy.

• Observers are assigned to make notes during drills to identify areas for improvement.

4. Special Considerations:

• Procedures are in place for the safe evacuation of individuals with disabilities, reflecting our belief that every person is valuable and deserving of care.

Incident Reporting and Investigation

Incident Reporting Forms and Procedures

1. Mandatory Reporting:

• Reporting of incidents and near misses is mandatory for all workers, volunteers, visitors, and contractors.

2. Reporting Timeline:

• All incidents must be reported verbally immediately to supervisors

• Written reports must be submitted within 24 hours of the incident occurring

• Significant incidents must be reported to the Senior Pastor or delegate immediately

3. Incident Report Form:

• A standardised Incident Report Form is used to document all incidents. https://incident.generocitychurch.com.au

• The form includes sections for incident details, injury/illness information, property damage, and witness statements.

4. Confidentiality and Privacy:

• All incident reports are treated confidentially, with information shared only on a need-to-know basis.

Investigation Processes

1. Investigation Initiation:

• Formal investigations are carried out for incidents involving:

• Injuries/illnesses requiring medical treatment

• Property damage exceeding a certain threshold

• Potential contamination from biological hazards

• Security breaches

2. Investigation Team:

• Investigations are conducted by the Senior Pastor or delegate, along with the person(s) involved in the incident and a WHS representative, demonstrating our commitment to connected accountability.

3. Root Cause Analysis:

• Investigations follow a Root Cause Analysis / 5 Why Methodology to identify underlying causes of incidents.

4. Timeline:

• Significant Incidents (e.g., major injuries, substantial property damage, or critical safety breaches): Verbal reports must be made immediately, followed by a written report within 24 hours, with the investigation commencing within 24-48 hours.

• Non-Significant Incidents: Written reports are required within 48 hours, and investigations must commence within 48 hours of the incident occurring.

5. Corrective Actions:

• Based on investigation findings, appropriate corrective actions and preventive measures are implemented.

• The Senior Pastor or delegate is responsible for ensuring actions are assigned, completion dates are set, and action close-out is monitored.

6. Reporting and Communication:

• Investigation findings and corrective actions are reviewed by the Senior Pastor or delegate and reported to the Generocity Church Board.

• Hazard Alerts may be issued to communicate lessons learned and preventative measures to the wider church community.

7. Follow-up and Review:

• Regular reviews of incident reports and investigation outcomes are conducted to identify trends and areas for improvement in our risk management practices.

While we maintain these comprehensive emergency and incident management procedures, we also recognise the importance of covering all our preparations and responses in prayer. This balanced approach of structured process and spiritual support helps create a safe environment for all members of our community while continuously improving our risk management practices.

Insurance and Risk Transfer

Insurance and Risk Transfer

Insurance is a crucial element of Generocity Church's risk management strategy. As stewards committed to protecting our people and resources, we use insurance as a means of risk transfer, where the financial burden of certain risks is shifted to our insurers in exchange for premium payments. This allows us to control our exposure to risks that cannot be eliminated through other strategies, providing financial compensation for loss after a risk event has occurred.

Understanding Insurance Coverage

Types of Insurance

Generocity Church maintains several types of insurance to cover various risks:

1. Public Liability Insurance: Covers legal liability arising from accidents or injuries that occur on church property or during church activities.

2. Property Protection Insurance: Protects church buildings, contents, and equipment from damage due to events such as fire, theft, vandalism, and natural disasters.

3. Professional Indemnity Insurance: Provides coverage for legal claims related to professional services or advice provided by church staff or volunteers.

4. Voluntary Worker Personal Accident Insurance: Covers accidental injury or death sustained by volunteers while carrying out their duties on behalf of the church.

5. Management Liability Insurance: Protects the church and its directors or officers from legal claims related to wrongful acts, employment practices, and other management-related liabilities.

6. Motor Vehicle Insurance: Covers church-owned vehicles and provides liability protection in the event of an accident.

7. Corporate Travel Insurance: Covers staff or volunteers traveling on behalf of the church, including trip cancellations, medical emergencies, and lost luggage.

8. Workers' Compensation Insurance: A separate, dedicated policy that covers medical expenses and lost wages for employees who are injured or become ill as a result of their work.

9. Sexual Misconduct Liability Insurance: Coverage for claims related to allegations of sexual misconduct involving church staff, volunteers, or members is embedded within the broader existing policies.

Annual Review and Adjustments

To ensure our insurance coverage remains adequate and up to date:

1. We conduct an annual review of all insurance policies to assess their appropriateness and adequacy.

2. During this review, we consider changes in:

• Property values

• Church activities and programs

• Staff and volunteer numbers

• Legal and regulatory requirements

3. We adjust coverage limits and types as necessary to reflect these changes and any new risks identified.

4. We consult with insurance professionals who specialize in church or nonprofit insurance to ensure comprehensive coverage and appropriate limits.

Working with Insurers

Maintaining a transparent and accountable relationship with our insurers is essential for effective risk transfer and management.

Reporting Incidents to Insurers

1. Immediate Reporting: We report any incidents or potential claims to our insurance provider as soon as possible, typically within 24 hours of the incident occurring.

2. Documentation: We provide all necessary documentation and information when required, including:

• Completed Incident Report Forms

• Photographs or video evidence (if applicable)

• Witness statements

• Any other relevant information

3. Follow-Up: We maintain regular communication with the insurance provider throughout the claims process, ensuring all required information is provided promptly.

4. Record Keeping: We keep detailed records of all communications and correspondence related to claims for future reference.

Maintaining Adequate Coverage

To ensure our insurance coverage remains adequate:

1. Regular Communication: We maintain open lines of communication with our insurance provider, informing them of any significant changes in our operations, activities, or assets.

2. Risk Assessment: We share the results of our regular risk assessments with our insurer to ensure our coverage aligns with our current risk profile.

3. Policy Updates: We promptly update our policies when there are changes in our operations, such as new programs or property acquisitions.

4. Claims History Review: We regularly review our claims history with our insurer to identify trends and areas for improvement in our risk management practices.

5. Coverage Gaps: We work with our insurance provider to identify and address any potential gaps in coverage.

6. Cost Management: While ensuring adequate coverage, we also work with our insurer to explore ways to manage insurance costs through risk mitigation strategies.

By maintaining comprehensive insurance coverage and working closely with our insurers, Generocity Church demonstrates responsible stewardship of our resources while ensuring the protection of our people. This approach helps safeguard all that God has entrusted to us, allowing us to serve our community with confidence and security.

Compliance and Continuous Improvement

At Generocity Church, we recognize that maintaining compliance with relevant regulations and continuously improving our risk management practices are essential for the safety and well-being of our community. This section outlines our approach to regulatory compliance and our commitment to ongoing improvement.

Regulatory Compliance

Overview of Relevant Regulations

Generocity Church is committed to complying with all applicable laws, regulations, and standards related to our operations. Key areas of regulatory compliance include:

1. Child Protection Legislation:

• We adhere to state and federal child protection laws, including mandatory reporting requirements and Working with Children Checks.

• Our policies and procedures align with the ACC Child Protection Policy and ACC Safer Churches Guidelines.

2. Workplace Health and Safety (WHS) Legislation:

• We comply with relevant WHS laws to ensure a safe environment for staff, volunteers, and visitors.

• This includes maintaining safe physical environments, managing hazards, and providing appropriate training.

3. Anti-Discrimination and Equal Opportunity Laws:

• We adhere to federal and state anti-discrimination laws, ensuring equal treatment and opportunities for all individuals regardless of race, gender, age, disability, or other protected characteristics.

4. Privacy Legislation:

• We uphold National Privacy Principles in handling personal information of staff, volunteers, and church members.

5. Financial Regulations:

• We comply with financial reporting requirements for non-profit organisations, including those set by the Australian Charities and Not-for-profits Commission (ACNC) and the Australian Tax Office (ATO).

6. Food Safety Regulations:

• For church events involving food preparation and service, we adhere to relevant food safety standards and guidelines.

7. Building and Fire Safety Codes:

• We ensure our facilities meet all applicable building and fire safety regulations.

Compliance Audits

To ensure ongoing compliance with these regulations, Generocity Church conducts regular compliance audits:

1. Internal Audits:

• We conduct annual internal audits of our policies, procedures, and practices to ensure alignment with regulatory requirements.

• The Senior Pastor or delegate is responsible for overseeing these audits.

2. External Audits:

• We engage external auditors or consultants as needed to provide an independent assessment of our compliance status.

• This may include specific audits for areas such as financial management, WHS, or child protection.

3. Documentation Review:

• All policies, procedures, and training materials are regularly reviewed to ensure they reflect current legislative requirements.

4. Compliance Reporting:

• Results of compliance audits are reported to the church board and relevant stakeholders.

• Any identified non-compliance issues are addressed promptly through courageous conversations and corrective action plans.

5. Staff and Volunteer Involvement:

• We involve staff and volunteers in the audit process to ensure a comprehensive review and to promote a culture of compliance.

Continuous Improvement

At Generocity Church, we are committed to continuously improving our risk management practices and overall operations.

 

Feedback Mechanisms

We have established several feedback mechanisms to gather insights and suggestions for improvement, recognising our commitment to learn from one another:

1. Open Door Policy:

• We encourage staff, volunteers, and church members to share their concerns, ideas, and suggestions with church leadership at any time.

2. Regular Surveys:

• We conduct annual surveys to gather feedback on various aspects of church operations, including safety practices and risk management.

3. Post-Event Evaluations:

• After major events or programs, we solicit feedback from participants, volunteers, and staff to identify areas for improvement.

4. Child and Youth Participation:

• We actively seek feedback from children and young people about our programs and safety measures, ensuring their voices are heard and considered.

Regular Policy and Procedure Review

To ensure our practices remain current and effective, we conduct regular reviews of our policies and procedures:

1. Annual Policy Review:

• All policies and procedures are reviewed at least annually by the church board or the Senior Pastor or delegate.

• This review considers feedback received, incident reports, and any changes in legislation or best practices.

2. Biennial Comprehensive Review:

• Every two years, we conduct a comprehensive review of our entire risk management practices.

3. Ad Hoc Reviews:

• Policies and procedures are also reviewed and updated as needed in response to significant incidents, changes in church activities, or new regulatory requirements.

4. Stakeholder Involvement:

• Reflecting our belief that people matter, we involve a wide range of stakeholders in our review process, including staff, volunteers, church members, and external sources as needed.

5. Training Updates:

• Following any policy or procedure updates, we provide training to ensure all staff and volunteers are aware of and understand the changes.

By maintaining a strong focus on compliance and continuous improvement, Generocity Church demonstrates its commitment to being connected and accountable while providing a safe, effective, and continuously evolving environment for all members of our community. This approach not only ensures we meet our legal and ethical obligations but also allows us to adapt to changing needs and circumstances, ultimately enhancing our ability to fulfil our mission and serve our community.

Resources and Appendices

This section contains a comprehensive collection of forms, checklists, and supporting documents to assist in implementing and maintaining our Risk Management Plan. These resources are designed to be practical tools that support our mission while being easily adapted and used within our church context.

Forms and Checklists

1. Incident or Hazard Report Form Description: Use this form to report any incidents, accidents, or identified hazards. https://incident.generocitychurch.com.au or a paper form is available here: zz Incident or Hazard Report Form

2. Annual Hazard Review Form Description: A yearly checklist to systematically review potential hazards in all areas of church operations. zz Annual Hazard Review Form - fillable PDF.pdf zz Annual Hazard Review Form

3. Church Assets and Contents Inventory Description: A comprehensive list of church property and assets for insurance and risk management purposes. Asset Registers are digital and reviewed annually the dedicated asset management app at https://assets.generocitychurch.com.au 

4. Church Property Hire Agreement Description: A template agreement for external parties hiring church facilities. zz Church Property Hire Agreement
   
   

5. Church Risk Register and Risk Treatment Form Description: A central document for recording identified risks and their treatment plans. This is currently managed by the Business Manager using a specialised task management platform.

6. Hazard Identification List Description: A checklist of common hazards to assist in regular safety inspections. zz Hazard Identification List

7. Hazardous Substances Inventory Description: A register of all hazardous substances stored or used on church premises. zz Hazardous Substances Inventory

8. Housekeeping Checklist Form Description: A regular checklist to maintain cleanliness and order in church facilities.
   zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist

9. Induction Checklist for New Employees and Voluntary Workers Description: A guide to ensure all new workers receive proper safety and procedural training. zz Induction Checklist for New Employees/Voluntary Workers

10. Job Safety Analysis and Safe Work Procedure Development Description: A template for analyzing job tasks and developing safe work procedures. zz Job Safety Analysis / Safe Work Procedure Development

11. Liability Release Form for Youth Activities Description: A waiver form for participants in youth activities. zz Liability Release Form - Youth Activities

12. Register of Contractors Description: A log of all contractors working on church premises, including their safety credentials. zz Register of Contractors

13. Safe Work Procedures Template Description: A template for creating Safe Work Procedures. zz Safe Work Procedure Template
    
    

14. Safe Work Procedures Register Description: A compilation of all safe work procedures developed for church activities. [Link to document]

15. Volunteer Child and Youth Leaders Application and Registration Form Description: An application form for potential child and youth ministry volunteers. zz Volunteer Child/Youth Leaders Application & Registration Form

16. Volunteer Driver Application Form Description: A form for volunteers who will be driving for church activities. zz Volunteer Driver Application Form

17. Volunteer Workers Application and Registration Form Description: A general application form for all volunteer positions within the church. zz Volunteer Worker's Application & Registration Form

18. Work Health and Safety Action Plan Audit Tool Description: A tool to audit the church's compliance with Work Health and Safety requirements. zz Work Health and Safety Action Plan / Audit Tool

Supporting Documents

Detailed Policy Documents

1. Risk Management Policy Statement Description: The church's overarching policy on risk management. zz Risk Management Policy Statement

2. Health and Safety Rules Description: A comprehensive set of health and safety rules for all church activities. zz Health And Safety Rules

3. Safety Data Sheets Guidance Document Description: Information on how to read and use Safety Data Sheets for hazardous substances. zz Safety Data Sheets Guidance Document

Training Materials

1. Emergency Response Plan Description: A detailed plan for responding to various emergency situations. zz Emergency Response Plan

2. Firefighting Equipment Guidelines Description: Information on the proper use and maintenance of firefighting equipment. zz Firefighting Equipment Guidelines

3. First Aid Guidance Document Description: Guidelines on providing first aid and maintaining first aid kits. zz First Aid Guidance

4. Hierarchy of Controls Description: An explanation of the hierarchy of risk control measures. zz Hierarchy of Controls

5. Hot Work Permit Description: A permit system for managing high-risk 'hot work' activities. zz Hot Work Permit

Relevant Legal and Regulatory Documents

Description: A collection of key legal and regulatory documents relevant to church risk management.

1. National Framework for Protecting Australia's Children 2009-2020 https://www.dss.gov.au/our-responsibilities/families-and-children/publications-articles/protecting-children-is-everyones-business

2. National Principles for Child Safe Organisations https://childsafe.humanrights.gov.au/national-principles/download-national-principles

3. Australian Human Rights Commission Act 1986 https://www.humanrights.gov.au/our-work/commission-general/publications/know-your-rights-about-us

4. Disability Discrimination Act 1992 https://www.humanrights.gov.au/our-work/disability-rights/publications/disability-discrimination-act-25th-anniversary-easy-read

5. Workplace Gender Equality Act 2012 https://www.dss.gov.au/sites/default/files/documents/11_2012/factsheet_amended_201112.pdf

6. Racial Discrimination Act 1975
   https://humanrights.gov.au/our-work/employers/racial-discrimination
   https://www.legislation.gov.au/C2004A00274/latest/text

7. National Framework for Protecting Australia’s Children 2009–2020
   https://www.dss.gov.au/our-responsibilities/families-and-children/publications-articles/protecting-children-is-everyones-business

8. Family Law Act 1975 https://www.afp.gov.au/what-we-do/crime-types/family-law-kit

9. Sex Discrimination Act 1984 https://www.humanrights.gov.au/our-work/sex-discrimination/publications/guidelines-special-measures-under-sex-discrimination-act

10. Australian Charities and Not-for-Profits Commission (ACNC) Governance Standards https://www.acnc.gov.au/for-charities/manage-your-charity/governance-hub/governance-standards

11. Work Health and Safety
    https://www.safework.nsw.gov.au/legal-obligations/legislation

Workplace Health and Safety

Workplace Health and Safety Policy

Purpose and Commitment

At Generocity Church, we believe every person is valuable and deserving of care. This commitment extends to the wellbeing of our workers, volunteers, visitors, and contractors through responsible Workplace Health and Safety (WHS) management practices as described in this Policy and our comprehensive WHS documentation.

The main objectives of this policy are to:

1. Provide a framework for a balanced and consistent approach to health and safety management across all church activities.

2. Ensure compliance with the Work Health and Safety Act NSW and the Work Health and Safety Regulation NSW.

3. Foster a culture of safety awareness and proactive risk management.

4. Protect workers and other persons against harm to their health, safety, and welfare through the elimination or minimisation of risks.

5. Provide for effective workplace representation, consultation, cooperation, and issue resolution in relation to Work Health and Safety.

Scope

This policy applies to all Generocity Church activities, including:

• Regular church services and events

• Youth and children's programs

• Community outreach activities

• Office and administrative work

• Maintenance and cleaning operations

• Any other activities conducted under the auspices of Generocity Church

Commitment Statement

Generocity Church will make every effort to:

1. Provide workers and volunteers with information, training, and instruction in hazard identification and risk management.

2. Provide visitors and contractors with WHS information, training, and instruction relevant to the activities they are participating in or conducting.

3. Provide adequate protective equipment relevant to activities being carried out.

4. Provide safe plant, equipment, and systems of work.

5. Ensure compliance with applicable legislation and make adequate provision of resources to meet these requirements.

6. Maintain an effective incident reporting and investigation system.

7. Build a culture of openness, trust and accountability, consulting with workers and volunteers on ways to reduce workplace hazards and improve control measures.

8. Provide a process for the rehabilitation of injured employees.

Responsibilities

Church Leadership

Reflecting our commitment to lead with authenticity and integrity:

1. Ensure the implementation and maintenance of the WHS Management System.

2. Provide adequate resources for WHS management.

3. Lead by example in promoting a safety-first culture.

4. Regularly review WHS performance and implement improvements.

WHS Officer / Health and Safety Team

1. Write and implement WHS policies, including privacy policy and evacuation procedures.

2. Keep WHS on meeting agendas where relevant.

3. Receive notifications of hazards/incidents and ensure appropriate action is taken.

4. Notify incidents such as serious events and dangerous incidents within prescribed periods to appropriate office holders.

5. Address health and safety concerns within reasonable timeframes.

6. Undertake site safety audits using the ‘Work Health and Safety Action Plan / Audit Tool’ at regular intervals (minimum 2 times per year). zz Work Health and Safety Action Plan / Audit Tool

Workers (Paid and Volunteer)

1. Comply with all relevant WHS legislation and Generocity Church's WHS policies and procedures.

2. Wear appropriate protective equipment as required.

3. Report and, where appropriate, rectify hazards and participate in the analysis of incidents.

4. Take reasonable care for their own health and safety and that of others.

5. Participate in WHS training as required.

Visitors and Contractors

1. Comply with all safety instructions and signage while on Generocity Church premises.

2. Report any hazards or incidents to Generocity Church staff immediately.

3. Follow all reasonable WHS-related instructions given by Generocity Church representatives.

Risk Management Approach

Generocity Church adopts a proactive approach to risk management, using all resources entrusted to us responsibly:

1. Regular risk assessments of all church activities and premises.

2. Implementation of the Hierarchy of Controls to manage identified risks.

3. Continuous improvement of WHS practices based on incident reports, near-misses, and feedback.

See our comprehensive Risk Management Plan in the GC Handbook.

Training and Competence

Generocity Church is committed to ensuring all workers and volunteers have the necessary skills and knowledge to perform their roles safely. This includes:

1. Comprehensive induction training for all new workers and volunteers.

2. Regular refresher training on WHS topics.

3. Specific training for high-risk activities or roles.

4. Maintenance of training records and competency assessments.

Incident Reporting and Investigation

All incidents, near-misses, and identified hazards must be reported promptly. Our incident management process includes:

1. Immediate verbal reporting to supervisors.

2. Written incident reports submitted within 24 hours.

3. Thorough investigation of all significant incidents.

4. Implementation of corrective actions to prevent recurrence.

5. Regular review of incident data to identify trends and areas for improvement.

Emergency Preparedness and Response

Generocity Church maintains a comprehensive Emergency Response Plan, which includes:

1. Clearly defined evacuation procedures and assembly points.

2. Regular emergency drills and exercises.

3. Trained emergency wardens and first aid officers.

4. Maintenance of emergency equipment (e.g., fire extinguishers, first aid kits).

 

Policy Review

This Workplace Health and Safety Policy will be reviewed annually or more frequently if required due to changes in legislation or church operations. All workers and volunteers will be notified of any changes to the policy.

WHS Safety Protocols and Procedures

At Generocity Church, our commitment to valuing and caring for every person extends to maintaining comprehensive workplace health and safety protocols. While recognizing our duty of care, we approach these protocols with both diligence and purpose, ensuring the safety and wellbeing of all who enter our premises. The following sections detail our specific safety procedures and requirements:

General Safety Protocols

As stewards committed to creating safe environments for our community, Generocity Church maintains rigorous general safety protocols. These procedures reflect our dedication to protecting all staff, volunteers, and visitors while enabling us to serve effectively.

Workplace Inspections

1. Regular Inspections:

• Conduct formal workplace inspections at least quarterly.

• Assign responsibility for inspections to designated safety officers or team members.

• Use standardised inspection checklists tailored to different areas of the church (e.g., office spaces, worship areas, kitchens, outdoor areas).

2. Ad-hoc Inspections:

• Encourage all staff and volunteers to report potential hazards immediately.

• Conduct additional inspections following any significant changes to the workplace or after incidents/near-misses.

3. Documentation:

• Maintain detailed records of all inspections, including date, inspector(s), findings, and recommended actions.

• Store inspection records in a centralised, easily accessible location.

Hazard Identification

1. Hazard Categories:

• Physical hazards (e.g., tripping hazards, falling objects)

• Chemical hazards (e.g., cleaning products, paints)

• Biological hazards (e.g., bodily fluids, mould)

• Ergonomic hazards (e.g., poor workstation setup)

• Psychosocial hazards (e.g., stress, bullying)

2. Hazard Identification Methods:

• Visual inspections

• Task analysis

• Review of incident reports and near-miss data

• Consultation with workers and volunteers

• Review of manufacturer's instructions and Safety Data Sheets (SDS)

3. Hazard Reporting:

• Implement a clear and accessible hazard reporting system for all staff and volunteers.

• Provide training on how to identify and report hazards.

• Ensure prompt follow-up on all reported hazards.

Risk Assessment

1. Risk Assessment Process:

• Identify hazards

• Determine who might be harmed and how

• Evaluate the risks and decide on precautions

• Record findings and implement them

• Review assessment and update if necessary

2. Risk Matrix:

• Use a standardised risk matrix to assess likelihood and severity of potential harm.

• Categorise risks as low, medium, high, or extreme based on the risk matrix.

3. Risk Control Hierarchy:

• Implement controls according to the hierarchy of controls:

1. Elimination

2. Substitution

3. Engineering controls

4. Administrative controls

5. Personal Protective Equipment (PPE)

4. Documentation:

• Maintain a risk register documenting all identified risks, their assessments, and control measures.

• Review and update the risk register at least annually or when significant changes occur.

Safe Work Procedures

1. Development:

• Develop safe work procedures for all high-risk activities.

• Involve workers and volunteers in the development process to ensure practicality and effectiveness.

2. Content:

• Include step-by-step instructions for performing tasks safely.

• Specify required PPE and any necessary precautions.

• Reference relevant legislation, standards, or codes of practice.

3. Review and Update:

• Review safe work procedures annually or when changes to processes occur.

• Communicate updates to all relevant staff and volunteers.

Equipment and Maintenance

1. Equipment Register:

• Maintain an up-to-date register of all equipment used in church activities.

• Include details such as purchase date, maintenance schedule, and safety features.

2. Maintenance Schedule:

• Implement a regular maintenance schedule for all equipment.

• Ensure only qualified personnel perform maintenance and repairs.

3. Pre-use Checks:

• Implement a system for pre-use equipment checks.

• Train staff and volunteers on how to perform these checks.

Emergency Preparedness

1. Emergency Response Plan:

• Develop and maintain an emergency response plan covering various scenarios (e.g., fire, medical emergency, natural disaster).

• Clearly communicate the plan to all staff, volunteers, and regular attendees.

2. Emergency Equipment:

• Ensure appropriate emergency equipment (e.g., fire extinguishers, first aid kits) is available and easily accessible.

• Regularly inspect and maintain emergency equipment.

3. Training and Drills:

• Conduct regular emergency drills to familiarise everyone with evacuation procedures.

• Provide training on the use of emergency equipment.

Continuous Improvement

1. Feedback Mechanisms:

• Implement a system for staff and volunteers to provide feedback on safety protocols.

• Regularly review and act on feedback received.

2. Incident Analysis:

• Analyse all incidents and near-misses to identify trends and areas for improvement.

• Use findings to update and enhance safety protocols.

3. Regular Review:

• Conduct an annual review of all general safety protocols.

• Update protocols based on changes in legislation, best practices, or church activities.

By implementing these general safety protocols, Generocity Church demonstrates its commitment to providing a safe environment for all staff, volunteers, and visitors. Regular review and updating of these protocols will ensure ongoing effectiveness in managing workplace health and safety risks.

 

Emergency Procedures

Generocity Church approaches emergency preparedness with both careful planning and clear accountability. Our emergency procedures ensure we can respond effectively to protect our people while maintaining calm and order during challenging situations.

Emergency Response Plan

1. Development:

• Create a comprehensive Emergency Response Plan that addresses various potential emergencies, including but not limited to fire, medical emergencies, natural disasters, and security threats.

• Ensure the plan is tailored to the specific layout and needs of Generocity Church.

2. Review and Update:

• Review and update the Emergency Response Plan annually or after any significant changes to the church premises or activities.

• Conduct a thorough review after any emergency situation to incorporate lessons learned.

3. Communication:

• Ensure all staff, volunteers, and regular attendees are familiar with the Emergency Response Plan.

• Display key emergency information, including evacuation routes and assembly points, prominently throughout the church premises.

Fire Safety

1. Fire Prevention:

• Implement a fire prevention program, including regular inspections of electrical equipment and proper storage of flammable materials.

• Ensure all fire safety equipment is properly maintained and easily accessible.

2. Fire Detection and Alarm Systems:

• Install and maintain smoke detectors and fire alarm systems throughout the church premises.

• Conduct monthly tests of the fire alarm system and keep a log of all tests and maintenance.

3. Fire Extinguishers:

• Provide appropriate fire extinguishers in easily accessible locations throughout the church.

• Conduct annual inspections and maintenance of all fire extinguishers.

• Train staff and key volunteers on the proper use of fire extinguishers.

4. Fire Drills:

• Conduct fire drills at least twice a year, involving all staff, volunteers, and if possible, congregants.

• Document the results of each fire drill and use the information to improve procedures.

5. Annual Fire Safety Statement:

• As required by NSW regulations, Generocity Church must obtain an Annual Fire Safety Statement for each of our church buildings. This statement certifies that:

1. All essential fire safety measures installed in the building have been assessed by a competent fire safety practitioner and found to be functioning correctly.

2. The building is compliant with the relevant fire safety standards and regulations.

• The Annual Fire Safety Statement must be displayed in a prominent location within the building and a copy provided to the local council.

• The Business Manager, in coordination with the Facilities Team, is responsible for:

1. Arranging for the annual inspection and assessment of all fire safety measures.

2. Obtaining the Annual Fire Safety Statement from the competent fire safety practitioner.

3. Ensuring the statement is displayed and a copy is provided to the local council.

4. Maintaining records of the Annual Fire Safety Statements.

6. Other NSW Fire Safety Requirements:

In addition to the Annual Fire Safety Statement, Generocity Church must also comply with the following NSW fire safety regulations:

• Fire Safety Orders: Ensure we promptly address any fire safety orders issued by the local council or fire brigade.

• Fire Safety Inspections: Cooperate with and provide access for any fire safety inspections conducted by the local council or fire brigade.

• Fire Safety Upgrades: Implement any required fire safety upgrades to our buildings in a timely manner.

• Fire Safety Training: Provide regular fire safety training to all staff and key volunteers to ensure they are prepared to respond appropriately in the event of a fire emergency.

By adhering to these fire safety requirements, Generocity Church demonstrates our commitment to the safety and well-being of our congregation, staff, and visitors.

Evacuation Plans

1. Evacuation Routes:

• Clearly mark primary and secondary evacuation routes throughout the church premises.

• Ensure all evacuation routes are kept clear of obstructions at all times.

2. Assembly Points:

• Designate primary and secondary assembly points outside the building.

• Ensure assembly points are at a safe distance from the building and do not interfere with emergency responders.

3. Evacuation Procedures:

• Develop clear, step-by-step evacuation procedures for various scenarios.

• Include procedures for assisting individuals with disabilities or special needs.

4. Communication During Evacuation:

• Establish a system for accounting for all individuals during an evacuation.

• Designate individuals responsible for sweeping the building to ensure complete evacuation.

Emergency Response Teams

1. Team Structure:

• Establish an Emergency Response Team (ERT) with clearly defined roles and responsibilities.

• Ensure the ERT includes members with diverse skills and knowledge of different areas of the church.

2. Roles and Responsibilities:

• Designate specific roles within the ERT, such as:

• Emergency Coordinator

• Fire Warden

• First Aid Officer

• Communications Officer

• Evacuation Leader

3. Training:

• Provide comprehensive training for all ERT members on their specific roles and general emergency response procedures.

• Conduct refresher training at least annually and after any changes to the Emergency Response Plan.

4. Equipment:

• Provide necessary equipment for the ERT, such as high-visibility vests, flashlights, and communication devices.

• Regularly inspect and maintain all emergency response equipment.

Medical Emergencies

1. First Aid:

• Maintain well-stocked first aid kits in easily accessible locations throughout the church.

• Ensure at least one trained first aid officer is present during all church activities.

2. Medical Emergency Procedures:

• Develop clear procedures for responding to various types of medical emergencies.

• Train staff and key volunteers on these procedures, including how to call for emergency medical services.

3. Automated External Defibrillator (AED):

• Consider installing an AED on the church premises.

• If an AED is available, ensure multiple staff members and volunteers are trained in its use.

Natural Disasters

1. Risk Assessment:

• Conduct a risk assessment to identify potential natural disasters that could affect the church (e.g., floods, earthquakes, severe storms).

2. Specific Procedures:

• Develop specific procedures for each identified natural disaster risk.

• Include both preventive measures and response procedures.

3. Emergency Supplies:

• Maintain an emergency supply kit with items such as water, non-perishable food, flashlights, and a battery-powered radio.

• Regularly check and replenish emergency supplies.

Communication Plan

1. Internal Communication:

• Establish a clear chain of communication for emergencies, including backup methods if primary communication systems fail.

• Maintain an up-to-date contact list for all staff and key volunteers.

2. External Communication:

• Designate a spokesperson to communicate with external parties, including emergency services and the media.

• Develop pre-approved messaging templates for various emergency scenarios.

Post-Emergency Procedures

1. Accounting for All Individuals:

• Establish procedures for accounting for all individuals after an emergency evacuation.

• Designate a person responsible for liaising with emergency services regarding missing persons.

2. Building Re-entry:

• Develop procedures for assessing when it is safe to re-enter the building after an evacuation.

• Ensure only authorised personnel make decisions about building re-entry.

3. Incident Reporting and Review:

• Conduct a thorough review after any emergency situation or drill.

• Use findings to improve emergency procedures and prevent future incidents.

By implementing these comprehensive emergency procedures, Generocity Church demonstrates its commitment to the safety and well-being of all individuals on its premises. Regular review, practice, and updating of these procedures will ensure ongoing preparedness for potential emergency situations.

Chemical Safety Management

At Generocity Church, we recognize the importance of proper chemical safety management to protect our staff, volunteers, and visitors. While we primarily use household-type chemicals for cleaning and maintenance, it's crucial to handle these substances safely and in compliance with regulations.

Identification and Registration of Chemicals

1. Chemical Inventory:

• Conduct a comprehensive survey of all substances used in church activities.

• Maintain an up-to-date Chemical Register, including:

• Alphabetical listing of chemical names

• Product names

• Maximum quantities stored

• Manufacturer's name and phone number

• Storage locations

2. Hazardous Substance Classification:

• Identify which substances are classified as:

• Dangerous Goods

• Poisons

• Hazardous Substances

• Note the DG Classification, Hazchem Code, UN Number, and Packaging Group Number for each hazardous substance.

Safety Data Sheets (SDS)

1. Obtaining SDS:

• Obtain current Safety Data Sheets for all chemicals from suppliers or manufacturers' websites.

• Ensure SDS are less than 5 years old.

2. SDS Accessibility:

• Maintain a central file of all SDS.

• Provide copies of SDS at the point of use for each chemical.

• Ensure SDS are readily available to all workers and volunteers.

3. SDS Content:

• Ensure each SDS includes:

• Product Identification

• Composition

• Emergency Information

• First Aid procedures

• Storage and handling instructions

• Physical Data

• Health Hazards

• Fire or Explosion hazards

Chemical Handling Procedures

1. Risk Assessment:

• Conduct a risk assessment for each hazardous substance.

• Use the New Chemical Authorisation Form to document the assessment.

2. Safe Handling Practices:

• Follow the requirements set out in the SDS for each chemical.

• Use appropriate Personal Protective Equipment (PPE) as specified in the SDS.

• Implement and maintain control measures such as ventilation equipment where necessary.

3. Training:

• Provide training to all staff and volunteers who handle chemicals.

• Ensure workers read and understand the SDS before using any substance.

Storage of Chemicals

1. General Storage Guidelines:

• Store chemicals in accordance with SDS instructions.

• Keep chemicals in secure areas, away from food and out of reach of children.

• Maintain clear separation between hazardous and non-hazardous substances.

• Store chemicals in undamaged containers with secure caps or lids.

2. Kitchen Area Storage:

• If possible, avoid storing chemicals in kitchen areas.

• If unavoidable, keep them in a designated, signed area/cupboard, away from food.

3. Hazardous Substance Storage:

• Store hazardous chemicals in a secure, well-ventilated area.

• Do not store hazardous substances on shelves above head height.

• Display correct signage where hazardous substances are stored.

Labelling

1. Original Containers:

• Ensure all chemical containers are correctly labelled with:

• Product identifier

• Name, Australian address, and phone number of the manufacturer or importer

• Emergency number for specific poisons or treatment advice

• Identity and proportion of each chemical ingredient

• Hazard statements and hazard pictograms

• First aid and emergency procedures

• Expiry date (if applicable)

2. Decanted Products:

• When decanting chemicals into smaller containers, ensure they are correctly labelled with:

• Product name

• Risk and safety phrases

• Relevant warning signs/information

• Exception: Immediate use containers do not require labelling.

3. Unlabeled Substances:

• Mark any unlabeled container with "Caution do not use: unknown substance".

• Store separately and contact local Waste Management authorities for disposal advice.

Disposal of Chemicals

1. Disposal Procedures:

• Follow manufacturer's and local government authority guidelines for disposal of residue chemicals.

• Do not wash out containers in areas where waste solution might enter storm water drains or natural watercourses.

2. Waste Management:

• Regularly review chemical inventory to identify products no longer required.

• Consult the relevant SDS for proper disposal methods of each hazardous substance.

Emergency Procedures

1. Spill Management:

• Develop and communicate clear procedures for managing chemical spills.

• Provide spill kits in areas where chemicals are stored or used.

2. First Aid:

• Ensure first aid facilities are readily available and staff are trained in chemical-related first aid procedures.

3. Emergency Information:

• Post emergency contact numbers and procedures in visible locations near chemical storage and use areas.

Review and Continuous Improvement

1. Regular Audits:

• Conduct regular audits of chemical storage and handling practices.

• Include hazardous substance management in workplace inspections.

2. Incident Reporting:

• Maintain an incident reporting system for any chemical-related incidents or near-misses.

• Use incident data to improve chemical safety procedures.

3. Policy Review:

• Review and update the Chemical Safety Management policy annually or when significant changes occur in church activities or regulations.

By implementing these comprehensive chemical safety management procedures, Generocity Church demonstrates its commitment to maintaining a safe environment for all staff, volunteers, and visitors. Regular review and updating of these procedures will ensure ongoing compliance with regulations and best practices in chemical safety.

 

Physical and Ergonomic Hazards

At Generocity Church, we recognize the importance of addressing physical and ergonomic hazards to ensure the health and safety of our staff, volunteers, and visitors. This section outlines guidelines for ergonomic workstation setup, manual handling procedures, and noise management.

Ergonomic Workstation Setup

Proper ergonomic setup is crucial for preventing musculoskeletal disorders and ensuring comfort for those working in office environments. Follow these guidelines for optimal workstation setup:

1. Chair Setup:

• Adjust the backrest to support the natural curve of your lower back.

• Choose a chair with good lumbar support.

• Set the seat height so that your thighs are parallel to the floor and your feet are flat on the ground.

• If necessary, use a footrest to ensure proper foot support.

2. Desk and Keyboard Position:

• Position the keyboard so that your elbows are at or about the level of the home row on the keyboard.

• Maintain a neutral wrist position while typing, avoiding excessive bending.

• Use a wrist rest if needed to maintain a comfortable position.

3. Monitor Setup:

• Place the monitor at a comfortable viewing distance, typically between 350-750mm.

• Position the top of the monitor at or slightly below eye level.

• The monitor should be a maximum of 400mm from the work surface to the centre of the screen.

• Adjust for individuals with graded spectacles as needed.

4. Document Positioning:

• Use a document holder to position documents at a suitable height and angle.

• Place the document holder between the keyboard and monitor to minimise neck movement.

5. Peripherals and Equipment:

• Position frequently used items (e.g., mouse, phone) within easy reach to avoid overreaching.

• Arrange printers, files, and other equipment to encourage movement throughout the day.

6. Laptop Usage:

• Connect the laptop to an external keyboard and monitor when possible.

• Use a laptop stand to elevate the screen to eye level.

• Take regular breaks and vary posture when using laptops in non-office environments.

Manual Handling Procedures

Proper manual handling techniques are essential to prevent injuries related to lifting, carrying, and moving objects. Implement the following procedures:

1. Risk Assessment:

• Assess the size, shape, and weight of the load.

• Determine where the load will be placed and how far it needs to be moved.

• Consider whether gloves or protective equipment will influence handling.

• Decide on the best handling technique.

2. Safe Lifting Techniques:

• Plan the lift before attempting it.

• Position feet shoulder-width apart for a stable base.

• Bend at the knees and hips, not the waist.

• Get a secure grip on the object using the whole hand, not just fingers.

• Keep the load close to your body.

• Lift smoothly by straightening your legs, keeping your back in its natural alignment.

• Avoid twisting while lifting; instead, pivot your feet to turn.

3. Weight Guidelines:

• In seated work, avoid lifting loads exceeding 4.5 kg.

• From a standing position, it's advisable to keep loads below 16 kg.

• For loads between 16-25 kg, use mechanical assistance or team lifting.

• No person should be required to lift, lower, or carry loads above 25 kg without mechanical assistance or team lifting arrangements.

4. Team Lifting:

• Use team lifting for awkward or heavy loads.

• Ensure all team members are of similar height and capability.

• Appoint one person to coordinate the lift.

• Lift and lower the load in unison.

5. Mechanical Aids:

• Use trolleys, carts, or other mechanical aids for moving heavy or awkward loads.

• Ensure mechanical aids are easily accessible and well-maintained.

6. Storage Considerations:

• Store frequently used items between chest and hip level.

• Use vertical space effectively with shelving.

• Keep heavy items at waist height.

• Use containers for small, loose items.

7. Training:

• Provide manual handling training to all staff and volunteers annually.

• Include practical demonstrations and practice sessions in training.

Noise Management

Effective noise management is crucial for protecting the hearing of staff, volunteers, and congregation members, as well as maintaining good relationships with neighbours.

1. Noise Level Monitoring:

• Use a calibrated sound level meter to regularly monitor noise levels during services and events.

• Aim to keep noise levels below 85 decibels (dB) for extended periods.

• For youth events or contemporary services, consider using a decibel meter app for real-time monitoring.

2. Sound System Setup:

• Work with sound engineers to balance audio levels effectively.

• Use high-quality sound equipment to minimise distortion at higher volumes.

• Position speakers strategically to provide even sound distribution without excessive volume.

3. Service Planning:

• Designate specific services as "Family" or "Youth" services to manage expectations regarding noise levels.

• Inform the congregation about the nature of different services (e.g., contemporary vs. traditional) to help manage individual preferences.

4. Hearing Protection:

• Provide earplugs for staff, volunteers, and congregation members who may be sensitive to louder music.

• Consider offering musician's earplugs for worship team members, which reduce volume while maintaining sound clarity.

5. Building Acoustics:

• Assess the church's acoustics and consider implementing sound-absorbing materials if necessary.

• Use acoustic panels or curtains to help control sound reflection and reverberation.

6. Neighbour Considerations:

• Be aware of local noise regulations and ensure compliance.

• Communicate with neighbours about service times and special events that may involve higher noise levels.

• Consider soundproofing measures for areas of the building closest to neighbouring properties.

7. Staff and Volunteer Protection:

• Rotate staff and volunteers who work in potentially noisy areas to limit individual exposure.

• Provide breaks in quieter areas for those exposed to louder environments.

8. Education and Training:

• Educate staff, volunteers, and congregation members about the risks of noise-induced hearing loss.

• Train sound technicians in best practices for managing sound levels without compromising quality.

9. Regular Reviews:

• Conduct annual reviews of noise management practices.

• Seek feedback from staff, volunteers, and congregation members regarding noise levels and comfort.

By implementing these guidelines for ergonomic workstation setup, manual handling procedures, and noise management, Generocity Church demonstrates its commitment to creating a safe and healthy environment for all. Regular review and updating of these practices will ensure ongoing effectiveness in managing physical and ergonomic hazards.

 

Electrical Safety

At Generocity Church, we recognize the critical importance of electrical safety in protecting our staff, volunteers, visitors, and property. This section outlines our procedures and requirements for managing electrical equipment and maintenance.

General Electrical Safety Principles

1. Qualified Personnel:

• Only licensed electricians are permitted to perform electrical work on church premises.

• Volunteers may only be used if they provide evidence of appropriate qualifications, experience, and insurance. Details must be recorded.

2. Compliance:

• All electrical work must comply with relevant state regulations and may require a formal Certificate of Electrical Safety upon completion.

• Ensure compliance with the Work Health and Safety Act and Regulations applicable to our state.

3. Regular Inspections:

• Schedule regular inspections of the church's electrical systems by a qualified electrician, at least every 10 years or more frequently if there have been significant changes in electrical usage.

• Obtain and act on written reports detailing the condition of electrical systems.

Electrical Equipment Management

1. Equipment Register:

• Maintain an up-to-date register of all electrical equipment used in church activities.

• Include details such as purchase date, maintenance schedule, and safety features.

2. Pre-Use Inspections:

• All workers and volunteers must conduct a visual inspection of electrical equipment before use.

• Check for damage to leads (fraying, cuts, heavy scuffing), plugs (damage to cover, bent pins), exposed wires, and signs of overheating.

3. Reporting and Tagging:

• Immediately report any damaged or faulty equipment to a supervisor or program coordinator.

• Use a "DO NOT OPERATE" tag on faulty equipment and isolate it safely.

4. Maintenance and Repairs:

• Implement a regular maintenance schedule for all electrical equipment.

• Only qualified personnel should perform maintenance and repairs.

Testing and Tagging

1. Requirements:

• Implement a testing and tagging program for all portable electrical equipment and residual current devices (RCDs).

• Comply with state-specific requirements for testing and tagging. Check with local WorkCover authority or electrical authority for specific regulations.

2. Frequency:

• Determine testing intervals based on the relevant State Electrical Safety Regulation and AS 3760.

• Typical intervals may vary depending on the type of equipment and environment (e.g., office equipment every 5 years, portable equipment used outdoors every 3 months).

3. Documentation:

• Attach a durable tag to equipment after inspection and testing, clearly showing the test date and next scheduled test date.

• Maintain detailed records of all testing and tagging activities.

Electrical Installations and Wiring

1. Safety Devices:

• Ensure all circuits are protected by appropriate circuit breakers and safety switches (Residual Current Devices).

• Install surge protectors, especially for sensitive equipment like data projectors, computers, and sound equipment.

2. Wiring Maintenance:

• Regularly inspect and maintain electrical wiring to prevent deterioration and fire risks.

• Pay special attention to areas near switchboards, ensuring they are free from combustible materials.

3. Underground Cabling:

• Clearly mark all underground cables in accordance with local laws.

• Maintain accurate plans of underground cabling and utilities on church property.

Temporary Wiring and Extension Cords

1. Usage Guidelines:

• Minimise the use of extension cords. Where necessary, securely tape them to the floor to prevent tripping hazards.

• Avoid overloading power points. Do not use cube adapters, double adapters, or overloaded multi-outlet power boards.

2. Additional Power Points:

• Where adapters are repeatedly used, consider installing additional fixed power points.

Environmental Considerations

1. Water and Electricity:

• Ensure all external electrical fittings are weatherproof.

• In kitchens and other wet areas, keep all appliances well clear of damp or wet areas.

• Take particular care with stand-alone water dispensers connected to power outlets.

2. Pest Control:

• Regularly inspect for signs of rodent activity in roof spaces and near electrical wiring.

• Remove overhanging foliage and growth from building walls and roof areas to prevent pest access.

3. Air Conditioning Maintenance Requirements:

• Regular Maintenance Schedule:

• Conduct visual inspections every three months

• Clean or replace filters every six months (or more frequently if required)

• Ensure professional servicing is completed annually

• Visual Inspection Points:

• Check for any visible damage to units

• Listen for unusual noises during operation

• Monitor for consistent airflow

• Look for signs of water leakage

• Check for dust accumulation around vents and filters

• Health and Safety Considerations:

• Maintain proper ventilation levels

• Monitor air quality

• Ensure temperature control is functioning correctly

• Address any musty odors promptly as they may indicate mold growth

• Documentation:

• Keep records of all inspections and maintenance activities

• Document any issues identified and actions taken

• Maintain service records from professional maintenance visits

• Reporting Requirements:

• Report any concerns or issues identified during inspections to the appropriate supervisor

• Follow up on any health-related complaints associated with air conditioning operation

Training and Communication

1. Staff and Volunteer Training:

• Provide basic electrical safety training to all staff and volunteers, especially those involved in setting up equipment or decorations.

• Ensure all users of electrical equipment are familiar with safe usage practices and pre-use inspection procedures.

2. Signage and Information:

• Display clear signage indicating the location of electrical panels, main switches, and emergency shut-off points.

• Post emergency contact numbers for electrical issues in visible locations.

Emergency Procedures

1. Response Plan:

• Develop and communicate clear procedures for responding to electrical emergencies, such as fires or electrocutions.

• Ensure first aid facilities are readily available and staff are trained in electrical-related first aid procedures.

2. Equipment:

• Maintain appropriate fire extinguishers suitable for electrical fires and ensure they are easily accessible.

• Regularly inspect and maintain emergency lighting systems.

By implementing these comprehensive electrical safety procedures, Generocity Church demonstrates its commitment to maintaining a safe environment for all staff, volunteers, and visitors. Regular review and updating of these procedures will ensure ongoing compliance with regulations and best practices in electrical safety.

Management of Biological Hazards

At Generocity Church, we recognize the importance of managing biological hazards to protect the health and safety of our staff, volunteers, visitors, and congregation members. This section outlines our protocols for managing biological hazards, including allergen management.

Definition and Scope

1. Definition: Biological hazards are organic substances that pose a threat to the health of humans and other living organisms. These include viruses, toxins, spores, fungi, microorganisms, and bioactive substances.

2. Scope: This policy covers all areas where biological hazards may be present, including but not limited to:

• Human bodily matter (blood, tissues, saliva, mucous, urine, and faeces)

• Food preparation areas

• Childcare facilities

• First aid situations

• Cleaning and maintenance activities

General Protocols for Managing Biological Hazards

1. Standard Precautions: Implement standard precautions at all times, assuming that everyone is potentially infectious:

• Regular hand washing or use of antibacterial solution

• Covering cuts or abrasions with waterproof dressings

• Use of personal protective equipment (PPE) when necessary

• Appropriate handling and disposal of sharps and contaminated waste

2. Hand Hygiene:

• Wash hands thoroughly with soap and water after toileting, sneezing, coughing, blowing the nose, touching public surfaces, or contact with others.

• Use antibacterial solutions when soap and water are not available.

3. Personal Protective Equipment (PPE):

• Use gloves when providing first aid and handling potentially contaminated items.

• Wear gloves, face masks, and protective eyewear when cleaning up blood and body substances.

4. Cleaning and Disinfection:

• Clean and disinfect surfaces, equipment, and shared items regularly.

• Use appropriate disinfectants and follow manufacturer's instructions for contact time.

5. Waste Management:

• Dispose of contaminated waste in dedicated waste bins.

• Wear gloves when handling contaminated waste and removing waste bags.

Specific Protocols for High-Risk Areas

1. Food Preparation Areas:

• Implement and maintain food safety guidelines.

• Ensure food handlers are trained in proper hygiene practices.

• Regularly clean and sanitise food preparation surfaces and equipment.

2. Childcare Facilities:

• Implement strict hygiene protocols, including regular hand washing for children and staff.

• Maintain cleanliness of toys, equipment, and surfaces.

• Enforce policies for excluding sick children and staff.

3. First Aid Situations:

• Use appropriate PPE when administering first aid.

• Follow proper protocols for handling blood and body fluids.

• Maintain and regularly check first aid kits.

Incident Management

1. Blood or Body Substance Exposure:

• Stay calm – the risk of infection is extremely low.

• If skin contact occurs, wash thoroughly with soap and water.

• For eye contamination, rinse gently with water or saline solution.

• If blood or body substances enter the mouth, spit it out and rinse several times with water.

• Report the exposure immediately to a supervisor or program coordinator.

• Seek medical advice if necessary.

2. Needle Stick / Sharps Injury:

• Stay calm – the risk of infection is extremely low.

• Allow the wound to bleed freely while washing it.

• Wash the wound thoroughly with soap and water.

• Apply a sterile dressing.

• Ensure the sharp is safely disposed of in a sharps container.

• Report the injury immediately to a supervisor or program coordinator.

• Seek medical advice as soon as possible.

Allergen Management

1. Identification:

• Require attendees to advise of food or other allergies/intolerances (e.g., latex) when registering for programs or events.

2. Food Handling:

• Train staff and volunteers required to handle food in Food Hygiene/Handling practices.

• Maintain rigid food hygiene standards throughout food handling and serving areas.

• Clearly label and segregate food with potential allergens.

3. Allergen Information:

• Maintain a list of common allergens and foods that may contain them.

• Provide this information to food handlers and those planning menus for church events.

4. Emergency Response:

• Develop an Anaphylaxis Action Plan and ensure all relevant staff and volunteers are trained in its implementation.

• Keep appropriate medication (e.g., EpiPens) accessible for known at-risk individuals.

Training and Communication

1. Staff and Volunteer Training:

• Provide regular training on biological hazard management and allergen awareness.

• Ensure all staff and volunteers understand the importance of following these protocols.

2. Congregation Communication:

• Regularly communicate hygiene and safety practices to the congregation.

• Provide clear signage promoting hand hygiene and other safety measures.

Review and Continuous Improvement

1. Regular Review:

• Conduct annual reviews of biological hazard management practices.

• Update protocols based on new information, incidents, or changes in church activities.

2. Incident Analysis:

• Analyse all biological hazard-related incidents to identify areas for improvement.

• Implement changes based on lessons learned from incidents.

By implementing these comprehensive protocols for managing biological hazards, including allergen management, Generocity Church demonstrates its commitment to maintaining a safe and healthy environment for all. Regular review and updating of these procedures will ensure ongoing effectiveness in managing biological risks.

 

Incident Management

At Generocity Church, we are committed to maintaining a safe environment for all staff, volunteers, visitors, and congregation members. Our incident management procedures are designed to ensure that all incidents are reported, investigated, and responded to appropriately and promptly.

Incident Reporting

1. Mandatory Reporting:

• All workers, volunteers, visitors, and contractors are required to report incidents and near misses immediately.

• This includes all personal injuries/illnesses (even minor ones), equipment and asset damage, and security breaches.

2. Reporting Timeline:

• Verbal reporting: Immediate

• Written reporting: Within 24 hours of the incident occurring

• Significant incidents: Verbal report immediately, written report within 48 hours

3. Reporting Process:

• Verbal report to supervisor

• Completion of an Incident Report form

• Submission of the report to the Senior Pastor or delegate

4. Incident Report Form:

• Located in the Generocity Church office or in the [NAME OF FILE] for those with electronic access

• Must be completed in full, with all details included, regardless of perceived significance

5. Witness Statements:

• For significant incidents, formal witness statements should be completed and attached to the Incident Report

Incident Investigation

1. Criteria for Formal Investigation:

• Injuries/illnesses requiring medical treatment and/or hospitalisation

• Actual/potential contamination from biological hazards

• Property damage greater than $100

• Business cost of more than $500

• More than one community complaint about the same issue

• Security breaches

2. Investigation Team:

• Senior Pastor or delegate

• Person(s) involved in the incident

• WHS representative

3. Investigation Timeline:

• Investigations should commence no later than 48 hours after the incident occurring

4. Investigation Methodology:

• Follow a Root Cause Analysis / 5 Why Methodology

5. Investigation Report:

• Must include corrective actions

• Reviewed by the Senior Pastor or delegate

• Findings and corrective actions reported to the Generocity Church Board

Incident Response

1. Immediate Response:

• Provide first aid and/or secure medical assistance for injured persons

• Contact emergency services (000) if required

• Take appropriate action to minimise risk of further injury or damage

• Secure the incident site, if safe to do so

• Carry out evacuation if necessary

2. Communication:

• Senior Pastor or delegate to notify the Generocity Church Board and next of kin (if required)

• For serious injuries or illnesses, notification should be in person by the Senior Pastor or other senior representative

3. Hazard Alert Process:

• Senior Pastor or delegate to raise a Generocity Church Hazard Alert to communicate identified risks to workers, volunteers, and other church campuses

• Hazard Alerts to include: brief incident overview, hazards and potential risks identified, preventative action and responsibilities, completion date, contact person for more information

4. WorkCover and Insurance:

• Senior Pastor or delegate to ensure a WorkCover form is lodged for all workplace injuries/illnesses requiring medical intervention

• Consider notifying the church's insurer for incidents of a serious nature

5. Return to Work and Rehabilitation:

• Engage a Generocity Church approved rehabilitation professional to develop a return to work and rehabilitation plan for injured person(s), where required

Post-Incident Procedures

1. Review and Improvement:

• Conduct a thorough review after any emergency situation or drill

• Use findings to improve emergency procedures and prevent future incidents

2. Documentation and Record Keeping:

• Maintain detailed records of all incidents, investigations, and corrective actions

• Ensure all documentation is stored securely and in compliance with privacy regulations

3. Training and Communication:

• Use incident data to inform and improve safety training programs

• Communicate lessons learned and policy changes to all staff and volunteers

Specific Incident Types

1. Child Protection Concerns:

• Follow the child-centred approach outlined in the Procedure - Responding to Child Protection Concerns

2. Critical Incidents:

• Implement the Critical Incident Response Plan, which includes Preparedness, Response, and Recovery stages

3. Misconduct Allegations:

• Follow the Misconduct Investigation Procedure, ensuring fair, unbiased, and timely responses to allegations

4. Property Loss or Damage:

• Follow the specific steps outlined in the Property Loss Control Plan

5. Security Incidents:

• Implement the security incident response procedures, including immediate response, investigation, communication, and review

6. Cybersecurity Incidents:

• Follow the Cybersecurity Incident Response Plan, including isolation of affected systems, reporting, and post-incident review

By implementing these comprehensive incident management procedures, Generocity Church demonstrates its commitment to maintaining a safe environment and responding effectively to all types of incidents. Regular review and updating of these procedures will ensure ongoing effectiveness in managing and learning from incidents.

 

Permit-to-Work Systems

At Generocity Church, we recognize the importance of implementing a robust Permit-to-Work system to ensure the safety of all workers, volunteers, and visitors when conducting high-risk activities. This system is designed to manage and control potentially dangerous work, ensuring that all necessary precautions are taken before, during, and after the work is completed.

Purpose and Scope

1. Purpose:

• Ensure that work of a non-routine or high-risk nature is carried out in a planned, organised, and safe manner.

• Clearly communicate the hazards and required precautions to all involved parties.

• Provide a clear record of the work being undertaken and the safety measures in place.

2. Scope: A Permit-to-Work shall be raised for work of the following types:

• Hot Work (unless a dedicated hot work area is provided on site and manned by trained maintenance staff)

• Confined Space Entry

• Work on or in the vicinity of high voltage equipment and systems

• Work on or in the vicinity of live low voltage equipment

• Electrical Work

• Excavation and break-in to concealed spaces

• Work at height / work on roofs

• Use of dangerous tools including explosive powered tools

• Isolation or impairment of Safety Protection systems and Fire Detection and Protection Systems

• Asbestos removal

• Any work that may constitute a significant safety and health risk and for which there is no well-established and tested work instruction or procedure

Responsibilities

1. Senior Pastor or Delegate:

• Ensure a Responsible Person is nominated to take charge and oversee non-routine and high-risk work.

2. Responsible Person:

• Ensure qualified, competent persons are engaged to carry out the work.

• Ensure site WHS requirements are communicated and understood.

• Ensure the person doing the work is aware of all necessary safety precautions.

• Ensure electrical equipment is currently tested and tagged.

• Ensure Safety Data Sheets (SDS) for chemicals are available and chemicals are properly stored.

• Carry out periodic checks to ensure controls are being maintained.

• Ensure the equipment/area is handed back in good working order, safe, clean, and tidy.

3. Permit Raiser:

• Accurately describe the work to be completed.

• Identify all potential hazards with the person carrying out the work.

• Determine whether additional certificates or permits are required.

• Determine if a task-specific Job Safety Analysis (JSA) is required.

• Ensure the Permit-to-Work is completed accurately prior to work commencing.

4. Permit User:

• Ensure they are competent in performing the necessary work before signing the permit.

• Ensure they have all the correct tools and protective equipment before starting the work.

• Clearly communicate permit requirements to all personnel working on the task.

• Ensure all required controls are in place and maintained throughout the work.

• Keep the Permit-to-Work and associated documentation on the job at all times while work is proceeding.

Permit-to-Work Procedure

1. Planning:

• Conduct thorough planning to minimise risk, time pressures, and ensure adequate resources are available.

• Consider:

• Clear scope and boundaries of work, including duration and relationship to other planned work.

• Identifying hazards and consequences if work goes wrong.

• Contingency plans for responding to emergencies during the work.

• Type of permits or certificates required.

• Whether a JSA is required.

• Identification of necessary isolations and their impact.

• Communication with people affected by the permitted work.

2. Completion of the Permit-to-Work Form:

• Complete the form prior to any work being carried out.

• Ensure all personnel involved in the work sign off on the permit.

• If there's a change in personnel, the original recipients shall 'sign off' the Work Permit, and new people shall discuss hazards and precautions with the Permit Issuer before signing on.

• If there's a change in Permit Issuer, the new issuer shall discuss the work and precautions with the original issuer, record the job status, and update all copies of the permit and supporting documentation.

3. Additional Work:

• Any additional work must be authorised by the Responsible Person overseeing the work.

• Update the Permit-to-Work and supporting documentation accordingly before carrying out additional work.

Specific High-Risk Activities

1. Hot Work:

• Use a specific Hot Work Permit for activities such as welding, grinding, or any work that generates heat or sparks.

• Ensure fire protection measures are in place, including fire extinguishers and fire blankets.

• Conduct a final fire check at least one hour after work completion.

2. Confined Space Entry:

• Use a specific Confined Space Entry Permit.

• Ensure proper ventilation and atmospheric testing before and during work.

• Have a standby person outside the confined space at all times.

3. Work at Heights:

• Implement control measures for any work at a height of 2.4m or above.

• Use appropriate fall protection equipment, such as harnesses and guardrails.

• Ensure all ladders are in good condition and used correctly.

4. Electrical Work:

• Only licensed electricians should perform electrical work.

• Ensure proper lockout/tagout procedures are followed.

• Use appropriate personal protective equipment (PPE) for electrical work.

Training and Communication

1. Training:

• Provide comprehensive training on the Permit-to-Work system to all relevant staff and volunteers.

• Ensure all workers understand their roles and responsibilities within the system.

2. Communication:

• Clearly communicate the Permit-to-Work requirements to all affected parties.

• Display information about the Permit-to-Work system in relevant work areas.

Record Keeping

Maintain the following records:

• Copies of Work Permits: Retain for 2 years

• Confined Space Certificates and risk assessments: Retain for 5 years

• Job Safety Analysis (JSA): Retain for 2 years

• Copies of additional certificates/authorities to perform work: Retain for 12 months or as required by State Regulations

Review and Continuous Improvement

1. Regular Review:

• Conduct an annual review of the Permit-to-Work system.

• Update procedures based on lessons learned from incidents, near-misses, and feedback from users.

2. Audits:

• Conduct periodic audits of the Permit-to-Work system to ensure compliance and effectiveness.

By implementing this comprehensive Permit-to-Work system, Generocity Church demonstrates its commitment to managing high-risk work activities safely and effectively. Regular review and updating of these procedures will ensure ongoing compliance with regulations and best practices in workplace health and safety.

 

Contractor Management

At Generocity Church, we recognize the importance of ensuring the safety of all individuals on our premises, including contractors. This section outlines our guidelines for contractor safety, including induction processes and safety compliance measures.

Contractor Selection and Approval

1. Preferred Contractors Register:

• Maintain a register of preferred contractors who have been vetted for appropriate licensing, authorization, training, and technical competence.

• Regularly review and update the preferred contractors register.

2. Contractor Qualifications:

• Ensure contractors hold appropriate certification for the work being carried out.

• Verify that contractors hold current insurances and licences.

3. Pre-appointment Process:

• Send all prospective contractors a copy of the Church's safety expectations prior to accepting a quote for work.

Contractor Induction

1. Site Induction:

• Provide contractors with a comprehensive Site Induction prior to commencing work.

• Conduct an update induction at least every two years or when significant changes have occurred that impact the work carried out by the contractor.

2. Induction Content:

• Overview of Generocity Church's WHS requirements and expectations

• Site-specific hazards and safety procedures

• Emergency procedures and evacuation routes

• Incident reporting procedures

• Key contact persons for safety-related matters

3. Induction Documentation:

• Use a Contractor Induction Checklist to ensure all necessary information is covered.

• Maintain records of completed inductions for each contractor.

Safety Compliance

1. Risk Assessments:

• Require contractors to provide risk assessments or job safety analysis for all contracted work.

2. Permit to Work:

• Implement a Permit to Work system for high-risk activities (e.g., hot work, confined space entry, work at heights).

• Ensure all necessary permits are completed and approved before work commences.

3. Personal Protective Equipment (PPE):

• Clearly communicate PPE requirements for specific tasks or areas.

• Verify that contractors provide and use appropriate PPE as required.

4. Compliance with Policies and Procedures:

• Provide contractors with relevant Generocity Church policies and procedures.

• Ensure contractors understand and agree to comply with these policies and procedures.

Supervision and Monitoring

1. Church Contact:

• Appoint a Generocity Church contact to supervise all work carried out by contractors.

• Conduct daily or weekly meetings as appropriate to the work being carried out.

2. Sign-in and Sign-out Procedures:

• Require contractors to sign in on arrival at the site and sign out prior to leaving.

• Implement a system to track contractor presence on site at all times.

3. Ongoing Monitoring:

• Regularly inspect contractor work areas to ensure compliance with safety standards.

• Address any observed safety issues promptly.

Incident Management and Reporting

1. Incident Reporting:

• Clearly communicate the process for reporting incidents, near-misses, and safety concerns.

• Require contractors to report all incidents immediately to their Generocity Church contact.

2. Investigation:

• Conduct thorough investigations of all reported incidents involving contractors.

• Involve contractors in the investigation process as appropriate.

3. Corrective Actions:

• Implement and follow up on corrective actions resulting from incident investigations.

• Share lessons learned with all relevant parties to prevent recurrence.

Communication and Documentation

1. Safety Meetings:

• Include contractors in relevant safety meetings and toolbox talks.

• Encourage open communication about safety concerns and improvement suggestions.

2. Documentation:

• Maintain comprehensive records of all contractor-related safety documentation, including:

• Induction records

• Risk assessments and safe work method statements

• Incident reports and investigation outcomes

• Permits to work

• Safety meeting minutes

Performance Evaluation and Continuous Improvement

1. Contractor Safety Performance Review:

• Regularly evaluate contractor safety performance.

• Consider safety performance when making decisions about future engagements.

2. Feedback and Improvement:

• Seek feedback from contractors on Generocity Church's safety management processes.

• Use this feedback to continually improve contractor management procedures.

Non-Compliance Management

1. Addressing Safety Breaches:

• Establish clear procedures for addressing contractor non-compliance with safety requirements.

• Implement a system of warnings and consequences for repeated safety breaches.

2. Termination of Contract:

• Reserve the right to terminate a contractor's engagement for serious or repeated safety violations.

By implementing these comprehensive contractor management procedures, Generocity Church demonstrates its commitment to maintaining a safe environment for all individuals on its premises, including contractors. Regular review and updating of these procedures will ensure ongoing effectiveness in managing contractor safety and compliance.

 

First Aid and Emergency Response

At Generocity Church, we are committed to providing effective first aid and emergency response to protect the health and safety of all workers, volunteers, and visitors during church activities. This section outlines our procedures for first aid management and emergency response.

First Aid Procedures

1. First Aid Kits:

• Provide well-stocked first aid kits in all Generocity Church facilities.

• Maintain mobile first aid kits for vehicles and external programs/activities.

• Regularly check and restock first aid kits to ensure supplies are up-to-date, adequate and meet state based WHS regulations.

• Consider using an external service provider like St John Ambulance NSW to assist with the supply and restocking of first aid kits.

• Do not include analgesics in first aid kits.

• Ensure a treatment log book is available with the first aid kit.

2. First Aid Personnel:

• Ensure at least one trained first aider is present during all church activities.

• Display the names, photographs and phone numbers of trained first aiders on the front of first aid cabinets.

• Assign a staff member to oversee the maintenance and management of the first aid kits, listing their name, position and contact number on the first aid kit.

• All paid workers to hold current first aid certification, with refresher training every two years.

3. First Aid Treatment:

• Administer first aid in accordance with training received.

• Follow standard precautions for infection control, including:

• Good hygiene practices (hand washing)

• Use of personal protective equipment (PPE)

• Appropriate handling and disposal of sharps and contaminated waste.

• For major injuries or illnesses, call 000 immediately.

• Log any treatments in the treatment log book as per the First Aid Records (next topic).

4. First Aid Records:

• Complete a First Aid Treatment Record for all treatments provided.

• Include details such as:

• Name of the person treated

• Nature of the injury/illness

• Treatment provided

• Name of the first aider.

• Submit completed records to the Senior Pastor, their delegate, or administrative staff for filing.

5. Signage and Communication:

• Ensure clear and compliant signage is used to indicate the location of first aid kits and rooms.

• Prominently display first aid information, including emergency numbers, kit locations, and trained first aider identities.

First Aid Training

1. Training Requirements:

• All paid workers must hold current first aid training, e.g., St John Ambulance.

• Ensure first aiders maintain their qualifications through regular refresher training.

2. Training Content:

• First aid training should cover:

• CPR techniques

• Wound management

• Treatment of burns, fractures, and other common injuries

• Recognition and management of medical emergencies.

3. Refresher Training:

• Conduct refresher training at least every two years.

• Encourage staff and volunteers to attend certified first aid training courses regularly.

Emergency Response Procedures

1. Emergency Response Plan:

• Develop and maintain a comprehensive Emergency Response Plan.

• Include procedures for various emergency scenarios, such as fire, medical emergencies, and natural disasters.

2. Evacuation Procedures:

• Clearly mark primary and secondary evacuation routes throughout church premises.

• Designate assembly points outside the building.

• Conduct regular fire drills to familiarise everyone with evacuation procedures.

3. Emergency Contact Information:

• Maintain an up-to-date emergency contact register, including:

• Emergency services (police, fire, ambulance)

• Key personnel contact details

• Utility providers

• Medical services.

• Display emergency contact information prominently throughout the church.

4. Emergency Response Team:

• Establish an Emergency Response Team with clearly defined roles and responsibilities.

• Provide comprehensive training for all Emergency Response Team members.

Emergency Debrief Protocols

1. Immediate Debrief:

• Conduct an immediate debrief following any emergency situation or drill.

• Use the Emergency Debrief Form to record:

• Type of emergency

• Actions taken

• Effectiveness of response

• Areas for improvement.

2. Post-Incident Review:

• Conduct a thorough review of the incident within 48 hours.

• Analyse the cause of the incident and the effectiveness of the response.

• Identify any necessary changes to procedures or training.

3. Support for Affected Individuals:

• Provide pastoral support to all people impacted by the critical incident.

• Consider engaging professional counselling services for those significantly affected.

4. Reporting and Documentation:

• Complete an Incident Report Form for all emergency situations.

• Maintain detailed records of all incidents, including:

• Description of the incident

• Actions taken

• Outcomes

• Recommendations for future improvements.

• Store incident reports and records securely for a minimum of 45 years.

Continuous Improvement

1. Regular Review:

• Conduct annual reviews of first aid and emergency response procedures.

• Update procedures based on lessons learned from incidents, drills, and feedback from staff and volunteers.

2. Training and Communication:

• Use incident data and review outcomes to inform and improve safety training programs.

• Communicate lessons learned and policy changes to all staff and volunteers.

By implementing these comprehensive first aid and emergency response procedures, Generocity Church demonstrates its commitment to maintaining a safe environment and responding effectively to all types of incidents. Regular review, training, and updating of these procedures will ensure ongoing effectiveness in managing emergencies and providing appropriate first aid care.

 

WHS Health Policies

Communicable Disease Protocols

At Generocity Church, we are committed to maintaining a safe and healthy environment for all our staff, volunteers, and congregation members. This section outlines our standards and procedures for managing communicable diseases.

Definition and Scope

1. Definition:

• Communicable diseases are illnesses caused by pathogens (such as bacteria, viruses, fungi, or parasites) that can be spread from person to person through various means, including direct contact, airborne transmission, or contact with contaminated surfaces.

2. Scope:

• These protocols apply to all church activities, including but not limited to:

• Regular worship services

• Sunday school and youth programs

• Community outreach events

• Office operations

• Any other church-sponsored activities or events

General Prevention Measures

1. Hand Hygiene:

• Promote regular hand washing with soap and water for at least 20 seconds.

• Provide hand sanitizer stations throughout church facilities, especially at entrances and high-traffic areas.

2. Respiratory Etiquette:

• Encourage covering coughs and sneezes with a tissue or the inside of the elbow.

• Provide tissues and no-touch disposal receptacles throughout the church.

3. Cleaning and Disinfection:

• Implement a regular cleaning schedule for all high-touch surfaces, including door handles, light switches, handrails, and shared equipment.

• Use EPA-approved disinfectants effective against common pathogens.

4. Physical Distancing:

• When necessary, implement physical distancing measures in accordance with current health guidelines.

• Consider modifying seating arrangements or limiting capacity in church spaces to maintain appropriate distancing.

5. Ventilation:

• Ensure proper ventilation in all church spaces.

• When possible, increase outdoor air circulation by opening windows or adjusting HVAC systems.

Specific Disease Management Protocols

1. Identification and Reporting:

• Encourage staff, volunteers, and congregation members to self-report any symptoms of communicable diseases.

• Maintain confidentiality of health information while following reporting requirements to local health authorities.

2. Isolation and Exclusion:

• Implement a clear policy for excluding individuals with symptoms of communicable diseases from church activities.

• Provide guidance on when it is safe to return to church activities following an illness.

3. Contact Tracing:

• Develop a system for recording attendance at church events to facilitate contact tracing if necessary.

• Cooperate with local health authorities in the event contact tracing is required.

4. Vaccination:

• Encourage vaccination against preventable communicable diseases in accordance with public health recommendations.

• Consider hosting vaccination clinics in partnership with local health authorities when appropriate.

Outbreak Management

1. Outbreak Definition:

• Define what constitutes an outbreak within the church context (e.g., a certain number of cases within a specific timeframe).

2. Outbreak Response Team:

• Establish an Outbreak Response Team, including key church leadership and health professionals from the congregation if available.

3. Communication Plan:

• Develop a clear communication plan for informing the congregation about outbreaks and necessary precautions.

• Use multiple communication channels, including email, social media, and church announcements.

4. Enhanced Measures:

• Implement enhanced cleaning and disinfection protocols during outbreaks.

• Consider temporary closure of affected areas or suspension of specific activities if necessary to control the spread.

Specific Protocols for High-Risk Activities

1. Food Service:

• Implement strict food safety protocols for any church events involving food service.

• Consider individually wrapped food items or served meals rather than self-serve options.

2. Children's Ministry:

• Implement additional hygiene measures in children's areas, including frequent toy cleaning and disinfection.

• Train children's ministry volunteers on recognizing symptoms and proper hygiene practices.

3. Communion:

• Modify communion practices to minimise the risk of disease transmission (e.g., using individual cups and pre-packaged elements).

Training and Education

1. Staff and Volunteer Training:

• Provide regular training on communicable disease prevention and management protocols.

• Ensure all staff and volunteers understand their roles in implementing these protocols.

2. Congregation Education:

• Regularly educate the congregation on the importance of disease prevention measures.

• Provide resources on recognizing symptoms and when to stay home from church activities.

Compliance and Monitoring

1. Compliance Checks:

• Conduct regular compliance checks to ensure protocols are being followed.

• Address any non-compliance issues promptly and constructively.

2. Protocol Review:

• Regularly review and update communicable disease protocols based on current public health guidance and church experiences.

• Seek feedback from staff, volunteers, and congregation members on the effectiveness of protocols.

Special Considerations for Pandemic Situations

1. Pandemic Response Plan:

• Develop a specific pandemic response plan that can be quickly implemented if necessary.

• Include provisions for transitioning to online services and remote operations if required.

2. Flexibility and Adaptation:

• Remain flexible and ready to adapt protocols quickly in response to changing pandemic conditions or public health guidance.

By implementing these comprehensive communicable disease protocols, Generocity Church demonstrates its commitment to protecting the health and safety of all individuals involved in church activities. Regular review and updating of these protocols will ensure ongoing effectiveness in managing the risks associated with communicable diseases.

 

Hygiene Standards

At Generocity Church, we are committed to maintaining high hygiene standards to protect the health and safety of our staff, volunteers, and visitors. This section outlines our guidelines for maintaining hygiene in the workplace.

General Hygiene Practices

1. Hand Hygiene:

• Promote regular hand washing with soap and water for at least 20 seconds.

• Provide hand sanitizer stations throughout church facilities, especially at entrances and high-traffic areas.

• Encourage hand washing or use of an antibacterial solution after toileting, sneezing, coughing, blowing the nose, touching public surfaces, or contact with others.

2. Respiratory Etiquette:

• Encourage covering coughs and sneezes with a tissue or the inside of the elbow.

• Provide tissues and no-touch disposal receptacles throughout the church.

• Teach children and provide signage to demonstrate coughing/sneezing hygiene.

3. Personal Protective Equipment (PPE):

• Use gloves when providing first aid and handling potentially contaminated items.

• Wear gloves, face masks, and protective eyewear when cleaning up blood and body substances.

Cleaning and Disinfection

1. High-Touch Surfaces:

• Implement a regular cleaning schedule for all high-touch surfaces, including door handles, light switches, handrails, and shared equipment.

• Use EPA-approved disinfectants effective against common pathogens.

2. Frequency:

• Clean and disinfect shared high-touch surfaces between and at the end of every service.

• For children's ministry areas, ensure all toys and craft equipment are washed and disinfected between and at the end of every service.

3. Specific Areas:

• Kitchens/Café/Lunch Rooms: Inspect and clean quarterly.

• Childcare areas and play equipment: Inspect and clean quarterly.

• Outdoor playgrounds: Inspect and clean quarterly.

• Cleaners/maintenance storage: Inspect and clean quarterly.

• Offices, reception, foyer: Inspect and clean every 6 months.

• Auditorium, meeting rooms, baptismal: Inspect and clean every 6 months.

Food Safety and Hygiene

1. Food Handling:

• Train staff and volunteers required to handle food in Food Hygiene/Handling practices.

• Maintain rigid food hygiene standards throughout food handling and serving areas.

• Serve any tea/coffee or food, rather than allowing self-serve with multiple contacts with serving utensils.

2. Kitchen Hygiene:

• Regularly clean and sanitise food preparation surfaces and equipment.

• Implement strict food safety protocols for any church events involving food service.

• Consider individually wrapped food items or served meals rather than self-serve options.

Waste Management

1. General Waste:

• Provide waste disposal for hand waste and feminine hygiene products in toilets.

• Ensure adequate supplies and regular emptying of waste receptacles.

2. Contaminated Waste:

• Place contaminated waste in dedicated waste bins.

• Wear gloves when handling contaminated waste and when removing waste bags from bins.

3. Sharps Disposal:

• Provide a sharps container for people to place their own sharps.

• Follow proper procedures for safe disposal of sharps found on church property.

Ventilation

1. Air Quality:

• Ensure proper ventilation in all church spaces.

• When possible, increase outdoor air circulation by opening windows or adjusting HVAC systems.

2. Maintenance:

• For churches with evaporative air conditioning systems, ensure proper maintenance to prevent bacterial growth (e.g., Legionella).

• Implement a maintenance contract with a qualified service company for regular inspections and record-keeping of air conditioning systems.

Personal Hygiene

1. Staff and Volunteer Hygiene:

• Encourage staff and volunteers to maintain good personal hygiene practices.

• Provide facilities for staff and volunteers to wash hands and change clothes if necessary.

2. Illness Policy:

• Clearly communicate with all staff, volunteers, and congregation members the expectation of non-attendance if they have been in contact with someone ill or are ill themselves.

• Ensure all families have a copy of your illness policy for children's ministry.

Training and Education

1. Hygiene Training:

• Provide regular training on hygiene practices for all staff and volunteers.

• Include hygiene practices in induction processes for new staff and volunteers.

2. Signage and Communication:

• Display hygiene reminders and instructions throughout the church facilities.

• Regularly communicate hygiene standards and expectations to the congregation through various channels (e.g., announcements, newsletters, social media).

Monitoring and Review

1. Regular Inspections:

• Conduct regular inspections of church facilities to ensure hygiene standards are being maintained.

• Use checklists to ensure all areas are covered during inspections.

2. Continuous Improvement:

• Regularly review and update hygiene procedures based on new information, incidents, or changes in church activities.

• Seek feedback from staff, volunteers, and congregation members on the effectiveness of hygiene practices.

By implementing these comprehensive hygiene standards, Generocity Church demonstrates its commitment to maintaining a safe and healthy environment for all. Regular review and updating of these procedures will ensure ongoing effectiveness in managing hygiene risks and promoting the well-being of our church community.

WHS Roles and Responsibilities

At Generocity Church, our commitment to lead with authenticity, integrity, and humility shapes how we approach workplace health and safety. We recognise that honoring all people means creating and maintaining environments where every person is protected and valued. This commitment is reflected in clearly defined roles and responsibilities that ensure we remain connected and accountable to one another in maintaining safety standards.

All safety roles and responsibilities outlined in this document reflect our understanding that if any task is below us, then leadership is beyond us. We approach these duties not merely as compliance requirements, but as an expression of our commitment to care for every person entrusted to our community.

Safety Officer Roles

At Generocity Church, we are committed to maintaining a safe environment for all staff, volunteers, visitors, and congregation members. Through connected and accountable leadership, we ensure that our safety practices honor all people while maintaining rigorous standards. To achieve this, we have designated specific safety roles with clear responsibilities. This section outlines the key safety roles and their respective duties.

Health and Safety Officer

The Health and Safety Officer for Generocity Church is our Business Manager James Giddings. He is responsible for overseeing the overall safety and well-being of individuals within Generocity Church. Their responsibilities include:

1. Writing and implementing Work Health and Safety (WHS) policies:

• Including privacy policy and evacuation procedures.

2. Keeping WHS on the agenda:

• At meetings of the Management Group and Governance Board.

3. Receiving notifications:

• Of hazards/incidents such as serious events and dangerous incidents from workers and visitors.

4. Notifying incidents:

• Such as serious events and dangerous incidents within a prescribed period to the appropriate office holder(s) (e.g., Governance Board).

5. Addressing health and safety concerns:

• Within a reasonable time frame.

6. Undertaking a site safety environment audit:

• Of the church at least twice a year using the ‘Work Health and Safety Action Plan / Audit Tool’ zz Work Health and Safety Action Plan / Audit Tool

7. Maintaining a register:

• Of all electrical equipment used in church activities.

8. Ensuring compliance:

• With relevant state regulations and ACC Safer Churches guidelines.

Safer Churches Officer

The responsibilities of the Safer Churches Officer, including implementing and overseeing the Safer Churches Framework, can be found in the dedicated Safer Churches section of this handbook. For a full breakdown of their roles and responsibilities, please refer to the Safer Churches topic.

Ministry Coordinators / Program Leaders

Ministry Coordinators and Program Leaders play a crucial role in maintaining safety within their specific areas of responsibility. Their duties include:

1. Implementing the Safer Churches Framework:

• In their ministry programs/events.

2. Monitoring workers:

• They oversee to ensure they are acting safely and according to policy and procedure.

3. Providing reasonable instruction:

• To workers regarding the provision of safe emotional, spiritual, and physical environments.

4. Identifying and reporting all risks and hazards:

• To the Health & Safety Officer/Team for treatment.

Management Group Members

Management Group Members are responsible for the overall implementation of safety frameworks. Their responsibilities include:

1. Maintaining a positive and safe culture:

• Within the church.

2. Liaising with the Health & Safety Team:

• To ensure compliance with safety policies.

3. Reporting regularly to the Governance Board:

• In relation to safety matters.

Governance Board

The Governance Board holds the primary duty of care and is responsible for:

1. Ensuring the health and safety of all persons:

• Involved in the organisation as far as practicable.

2. Assigning responsibilities:

• For the management of safety frameworks.

3. Monitoring and reviewing safety frameworks:

• Ensuring effectiveness and compliance.

4. Ensuring disclosures of harm:

• Are reported to all relevant regulatory bodies.

All Workers (Paid and Volunteer)

All workers at Generocity Church have a responsibility to contribute to a safe environment. Their duties include:

1. Upholding all church policies and procedures:

• Ensuring compliance and safety.

2. Identifying and reporting all risks and hazards:

• To the relevant office holder for treatment.

By clearly defining these roles and responsibilities, Generocity Church ensures that all aspects of safety are addressed and that there is accountability at all levels of the organisation. Regular training and communication will be provided to ensure all individuals understand and can effectively fulfil their safety responsibilities.

WHS Training and Communication

Training and Development

At Generocity Church, we recognize that effective Workplace Health and Safety (WHS) training is crucial for maintaining a safe environment for all staff, volunteers, visitors, and congregation members. This section outlines our requirements for WHS training, including induction, ongoing training, and evaluation.

Induction Training

1. New Staff and Volunteers:

• All new staff and volunteers must complete a comprehensive WHS induction program before commencing their roles.

• The induction program will cover, at a minimum:

• Generocity Church's WHS policies and procedures

• Emergency response procedures and evacuation routes

• Incident reporting procedures

• Hazard identification and risk assessment

• Safe work practices specific to their role

• Use of any relevant personal protective equipment (PPE)

2. Contractors:

• All contractors must undergo a site-specific induction before commencing work at Generocity Church.

• This induction will cover relevant WHS policies, emergency procedures, and any specific hazards associated with the work area.

3. Induction Documentation:

• Completion of induction training must be documented and records kept for a minimum of [placeholder] years.

• Induction checklists will be used to ensure all necessary topics are covered.

Ongoing Training

1. Regular WHS Training:

• All staff and volunteers must participate in regular WHS training sessions, at least annually.

• These sessions will cover updates to WHS policies and procedures, refresher training on key safety topics, and address any emerging WHS issues.

2. Role-Specific Training:

• Staff and volunteers will receive additional training specific to their roles and responsibilities.

• This may include:

• First aid training for designated first aiders

• Fire warden training for emergency response team members

• Manual handling training for those involved in physical tasks

• Food safety training for those involved in food preparation or service

3. Safer Churches Training:

• ACC Credential and Certificate holders shall complete ACC Safer Churches training every three years at a minimum.

• All people who have a Direct Role with children shall receive adequate training in the concepts of Child Protection at a minimum of every 3 years.

• See the Safer Churches topic in this handbook for further information.

4. Training Calendar:

• A training calendar will be maintained by the [placeholder: responsible person/team], outlining scheduled WHS training sessions for the year.

• This calendar will be communicated to all staff and volunteers and updated as needed.

Training Delivery Methods

1. Face-to-Face Training:

• Where possible, training will be delivered in person to allow for interactive discussions and practical demonstrations.

2. Online Training:

• Some training modules may be delivered online to provide flexibility and accessibility.

• Online training will be supplemented with face-to-face sessions where necessary.

3. External Training:

• Where specialised knowledge is required, external training providers may be engaged to deliver specific WHS training courses.

Training Evaluation

1. Participant Feedback:

• All training sessions will conclude with a feedback survey to assess the effectiveness and relevance of the training.

2. Knowledge Assessment:

• Where appropriate, knowledge assessments will be conducted following training sessions to ensure key concepts have been understood.

3. Practical Assessments:

• For skills-based training (e.g., first aid, manual handling), practical assessments will be conducted to verify competence.

Record Keeping

1. Training Records:

• Detailed records of all WHS training will be maintained, including:

• Date and content of training

• Names of participants

• Name and qualifications of the trainer

• Results of any assessments

2. Record Retention:

• Training records will be kept for a minimum of [placeholder] years or as required by relevant legislation.

Training Review and Continuous Improvement

1. Annual Review:

• The WHS training program will be reviewed annually by the [placeholder: responsible person/team] to ensure it remains current and effective.

2. Continuous Improvement:

• Feedback from training evaluations, incident reports, and WHS audits will be used to continually improve the training program.

Responsibilities

1. Management:

• Ensure adequate resources are allocated for WHS training.

• Support and encourage participation in WHS training activities.

2. Supervisors:

• Identify training needs within their teams.

• Ensure staff and volunteers attend required training sessions.

3. Employees and Volunteers:

• Participate in all required WHS training.

• Apply the knowledge and skills gained from training in their daily activities.

By implementing this comprehensive WHS training and development program, Generocity Church demonstrates its commitment to maintaining a safe and healthy environment for all. Regular review and updating of these procedures will ensure ongoing effectiveness in managing workplace health and safety risks.

Communication Strategies

Effective communication is crucial for maintaining a safe environment at Generocity Church. This section outlines our strategies for communicating safety information and updates to all stakeholders, including staff, volunteers, congregation members, and visitors.

Multi-Channel Communication Approach

1. Digital Channels:

• Church Website: Maintain a dedicated safety section on the church website with up-to-date information.

• Email: Send regular safety updates and newsletters to all registered members.

• Social Media: Utilise platforms like Facebook, Instagram, and Twitter to share safety information and updates.

• Mobile App: If applicable, use the church's mobile app to send push notifications for urgent safety updates.

2. Physical Channels:

• Notice Boards: Display safety information and updates on church notice boards.

• Printed Materials: Distribute safety brochures, flyers, and posters throughout church facilities.

• Bulletin Inserts: Include safety reminders and updates in weekly service bulletins.

3. Verbal Communication:

• Announcements: Make safety announcements during church services and events.

• Team Meetings: Discuss safety topics in staff and volunteer team meetings.

• One-on-One Conversations: Encourage leaders to discuss safety matters with their team members.

Targeted Communication Strategies

1. Staff and Volunteers:

• Regular Safety Briefings: Conduct monthly safety briefings for all staff and volunteers.

• Training Sessions: Incorporate safety communication into all training sessions.

• Internal Newsletter: Create a dedicated safety section in the internal staff/volunteer newsletter.

2. Congregation Members:

• Welcome Packets: Include safety information in welcome packets for new members.

• Annual Safety Update: Provide an annual safety update to all congregation members.

• Small Groups: Encourage small group leaders to discuss safety topics in their meetings.

3. Parents and Guardians:

• Parent Meetings: Hold regular meetings to discuss child safety procedures.

• Information Sheets: Provide detailed safety information sheets for all children's programs.

• Direct Communication: Establish a system for direct communication with parents regarding safety matters.

4. Visitors:

• Welcome Desk: Ensure the welcome desk has up-to-date safety information for visitors.

• Signage: Display clear safety signage throughout the church premises.

• Visitor Guides: Include safety information in visitor guides or welcome brochures.

Emergency Communication Plan

1. Emergency Notification System:

• Implement a rapid notification system (e.g., text message alerts) for emergency situations.

• Conduct regular tests of the emergency notification system.

2. Emergency Contact List:

• Maintain an up-to-date emergency contact list for all staff, volunteers, and key congregation members.

• Ensure the list is easily accessible to authorised personnel.

3. Crisis Communication Team:

• Establish a crisis communication team responsible for managing communication during emergencies.

• Develop pre-approved message templates for various emergency scenarios.

Feedback and Reporting Mechanisms

1. Safety Suggestion Box:

• Place physical and digital safety suggestion boxes for anonymous feedback.

• Regularly review and act on suggestions received.

2. Incident Reporting System:

• Implement a clear and accessible system for reporting safety incidents or concerns.

• Provide multiple channels for reporting (e.g., online form, phone hotline, in-person reporting).

3. Follow-up Communication:

• Establish a protocol for communicating the outcomes of incident investigations and actions taken.

• Ensure timely responses to all safety-related queries and concerns.

Training and Education on Safety Communication

1. Communication Skills Training:

• Provide training to key personnel on effective safety communication techniques.

• Include topics such as clear messaging, active listening, and handling difficult conversations.

2. Safety Ambassador Program:

• Implement a Safety Ambassador program, where designated individuals help disseminate safety information within their teams or groups.

Regular Review and Update of Communication Strategies

1. Annual Communication Audit:

• Conduct an annual audit of safety communication strategies to assess effectiveness.

• Use feedback from various stakeholders to improve communication methods.

2. Adaptation to New Technologies:

• Stay informed about new communication technologies and platforms.

• Adapt communication strategies to incorporate effective new methods as appropriate.

Culturally Sensitive Communication

1. Multilingual Communication:

• Provide safety information in multiple languages as appropriate for the church community.

• Ensure interpreters are available for important safety meetings or training sessions.

2. Cultural Considerations:

• Take into account cultural differences when developing safety communication strategies.

• Consult with cultural leaders within the church community to ensure messages are appropriate and effective.

By implementing these comprehensive communication strategies, Generocity Church demonstrates its commitment to maintaining open and effective channels for sharing safety information and updates. Regular review and updating of these strategies will ensure ongoing effectiveness in communicating crucial safety matters to all stakeholders.

 

WHS Inspection and Audit Procedures

Workplace Inspections

At Generocity Church, we are committed to maintaining a safe environment for all staff, volunteers, visitors, and congregation members. Regular workplace inspections are a crucial part of our Work Health and Safety (WHS) management system. This section outlines our procedures for conducting workplace inspections and using checklists to ensure safety compliance.

Purpose and Scope

1. Purpose:

• Identify and assess potential hazards in the workplace

• Ensure compliance with WHS legislation and church policies

• Prevent incidents by addressing risks proactively

• Maintain a safe and healthy environment for all church activities

2. Scope:

• These inspection procedures apply to all areas of Generocity Church, including:

• Main auditorium and meeting rooms

• Offices and administrative areas

• Children's ministry areas

• Kitchens and food preparation areas

• Outdoor spaces and playgrounds

• Storage areas and maintenance sheds

• Vehicles used for church activities

Inspection Frequency

1. Regular Inspections:

• Kitchens/Café/Lunch Rooms: Inspect quarterly

• Childcare areas and play equipment: Inspect quarterly

• Outdoor playgrounds: Inspect quarterly

• Cleaners/maintenance storage: Inspect quarterly

• Offices, reception, foyer: Inspect every 6 months

• Auditorium, meeting rooms, baptismal: Inspect every 6 months

• Driveways, car parks, grounds, fencing: Inspect annually

2. Additional Inspections:

• Conduct additional inspections after significant changes to the workplace or following incidents

• Perform spot checks between scheduled inspections to maintain ongoing safety awareness

Inspection Team

1. Team Composition:

• The Senior Pastor or delegate shall ensure regular inspections are carried out

• Ideally, inspections should be conducted by a person who does not manage the area being inspected

• Include representatives from different areas of the church when possible (e.g., staff, volunteers, WHS representative)

2. Training:

• Provide training to inspection team members on hazard identification and risk assessment techniques

• Ensure team members are familiar with relevant WHS legislation and church policies

Inspection Checklists

1. Checklist Development:

• Develop comprehensive checklists for each area of the church

• Include items specific to the area being inspected (e.g., kitchen equipment, playground safety, electrical safety)

• Regularly review and update checklists to reflect changes in the workplace or new safety requirements

2. Key Checklist Items:

• Floors, aisles, stairs, and landings (clear of hazards, in good repair)

• Storage areas (stable stacks, no rubbish, proper storage of flammable items)

• Electrical safety (condition of plugs, sockets, switches, and leads)

• First aid kits (identified, appropriately stocked, names of qualified first aiders displayed)

• Fire safety equipment (extinguishers, fire blankets, clearly marked emergency exits)

• Personal Protective Equipment (PPE) availability and condition

• Hazardous substances storage and handling

• Manual handling practices and equipment

• Work at height equipment (ladders, harnesses)

3. Inspection Technique:

• Remember ABBI when conducting inspections:

• Look Above

• Look Below

• Look Behind

• Look Inside equipment and areas being inspected

Conducting the Inspection

1. Pre-Inspection:

• Review previous inspection reports and follow-up actions

• Gather necessary equipment (e.g., checklist, camera, PPE)

• Notify relevant staff or volunteers about the upcoming inspection

2. During Inspection:

• Use the prepared checklist as a guide, but remain alert for hazards not on the list

• Take photographs of hazards or areas of concern

• Engage with staff and volunteers in the area to gather their input on safety concerns

3. Post-Inspection:

• Complete the inspection checklist, noting all findings

• Classify hazards and substandard conditions identified

• Suggest corrective actions for each identified hazard

Reporting and Follow-up

1. Inspection Report:

• Prepare a detailed report of the inspection findings

• Include photographs and descriptions of hazards identified

• Prioritise hazards based on risk level

2. Corrective Actions:

• Develop an action plan for addressing identified hazards

• Assign responsibilities and deadlines for completing corrective actions

• Ensure the Senior Pastor or delegate implements corrective actions within agreed timeframes

3. Communication:

• Share inspection results with relevant staff, volunteers, and church leadership

• Provide updates on the progress of corrective actions

Record Keeping

1. Documentation:

• Maintain records of all inspections, including checklists, reports, and photographs

• Keep records of corrective actions taken and their effectiveness

• Store records securely and in compliance with privacy regulations

2. Review:

• Regularly review inspection records to identify trends or recurring issues

• Use this information to inform WHS training and policy updates

Continuous Improvement

1. Feedback:

• Seek feedback from inspection team members on the effectiveness of the inspection process

• Encourage staff and volunteers to provide ongoing feedback on safety concerns

2. Process Review:

• Annually review the workplace inspection process and checklists

• Update procedures based on lessons learned, changes in church activities, or new WHS requirements

By implementing these comprehensive workplace inspection procedures, Generocity Church demonstrates its commitment to maintaining a safe environment for all. Regular inspections, coupled with prompt corrective actions, will help ensure ongoing compliance with WHS requirements and contribute to a culture of safety within the church.

 

Continuous Improvement

At Generocity Church, we are committed to continuously improving our Workplace Health and Safety (WHS) management system. This section outlines our approach to regularly reviewing and updating our WHS policies and procedures to ensure they remain effective, relevant, and compliant with current legislation and best practices.

Purpose and Scope

1. Purpose:

• Ensure our WHS policies and procedures remain up-to-date and effective

• Identify areas for improvement in our WHS management system

• Respond to changes in legislation, church activities, or emerging risks

• Foster a culture of ongoing safety improvement

2. Scope:

• This continuous improvement process applies to all aspects of our WHS management system, including:

• WHS policies and procedures

• Risk assessment processes

• Training programs

• Incident reporting and investigation procedures

• Emergency response plans

Review Schedule

1. Regular Reviews:

• Conduct annual reviews of all WHS policies and procedures

• Perform more frequent reviews (e.g., quarterly) for high-risk areas or processes

2. Triggered Reviews:

• Conduct additional reviews when:

• Significant changes occur in church activities or facilities

• New hazards are identified

• Incidents or near-misses occur

• Changes in relevant legislation or standards are introduced

Review Process

1. Review Team:

• Establish a review team led by the Senior Pastor or delegate (e.g., Administration Manager)

• Include representatives from different areas of the church (e.g., staff, volunteers, WHS representative)

2. Review Methodology:

• Examine incident reports and investigation outcomes

• Analyse hazard reports and risk assessments

• Review feedback from staff, volunteers, and congregation members

• Assess compliance with current legislation and standards

• Evaluate the effectiveness of current policies and procedures

3. Stakeholder Consultation:

• Consult with workers, volunteers, and other relevant stakeholders during the review process

• Seek input on the practicality and effectiveness of current policies and procedures

Documentation and Record Keeping

1. Review Documentation:

• Document all review activities, findings, and recommendations

• Maintain records of reviews for a minimum of 45 years

2. Version Control:

• Implement a version control system for all WHS documents

• Clearly indicate the version number and review date on all documents

Implementation of Improvements

1. Action Planning:

• Develop action plans to address identified areas for improvement

• Assign responsibilities and deadlines for implementing changes

2. Approval Process:

• Submit proposed changes to the church governing body for approval

• Ensure all changes are approved before implementation

3. Communication of Changes:

• Communicate all updates to WHS policies and procedures to relevant staff, volunteers, and contractors

• Provide training or briefings on significant changes as necessary

Monitoring and Evaluation

1. Performance Indicators:

• Establish key performance indicators (KPIs) to measure the effectiveness of WHS improvements

• Regularly monitor and report on these KPIs

2. Feedback Mechanisms:

• Implement systems to gather ongoing feedback on the effectiveness of WHS policies and procedures

• Encourage staff and volunteers to report any issues or suggestions for improvement

Continuous Learning

1. Incident Analysis:

• Analyse incidents, near-misses, and hazard reports to identify trends and systemic issues

• Use these insights to inform policy and procedure updates

2. External Benchmarking:

• Regularly benchmark our WHS performance against similar organisations

• Attend industry conferences and workshops to stay informed about best practices

Training and Awareness

1. WHS Updates:

• Provide regular updates to all staff and volunteers on changes to WHS policies and procedures

• Include WHS updates in team meetings and church-wide communications

2. Refresher Training:

• Conduct refresher training on key WHS topics at least every two years

• Update training materials to reflect any changes in policies or procedures

Annual WHS Audit

1. Comprehensive Audit:

• Conduct a comprehensive annual audit of the entire WHS management system

• Use the audit findings to inform the continuous improvement process

2. External Review:

• Consider engaging external WHS experts periodically to provide an independent review of our system

Reporting

1. Management Reporting:

• Provide regular reports to the church leadership on the status of WHS continuous improvement initiatives

• Include WHS performance and improvement activities in annual reports

2. Congregation Communication:

• Share key WHS improvements and achievements with the congregation to foster a culture of safety

By implementing this comprehensive continuous improvement process, Generocity Church demonstrates its ongoing commitment to maintaining the highest standards of workplace health and safety. Regular review and updating of our WHS policies and procedures ensure that we remain proactive in addressing safety concerns and fostering a safe environment for all.

Safe Work Procedures Register

Guidance Schedule for WHS Tasks and Policy Adherence

Generocity Church Campus/Location Compliance Checklist

(WHS, Risk Management, Safer Churches)

Quarterly

• Workplace Inspections (using zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist)

• Air Conditioning Visual Inspections: Conduct visual checks of AC units.

Bi-Annually (Every 6 Months)

• Workplace Inspections (using zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist)

• Air Conditioning Filter Cleaning: Clean or replace AC filters.

• Fire Drills / Emergency Drills: Conduct and document emergency drills

• Site Safety Audits: Conduct WHS site safety audits using the zz Work Health and Safety Action Plan / Audit Tool. (Minimum 2 times per year)

Annually

• Annual Hazard Review: Complete the zz Annual Hazard Review Form - fillable PDF.pdf zz Annual Hazard Review Form covering Fire Protection, Emergency Procedures, and Security.

• Workplace Inspections (using zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist)

• Asset Register Review: Review and update the campus asset register (https://assets.generocitychurch.com.au). (Jan/Feb for insurance)

• Annual Fire Safety Statement (AFSS): Arrange assessment and obtain/display AFSS (NSW requirement). 

• Check smoke detector batteries (zz Annual Hazard Review Form - fillable PDF.pdf zz Annual Hazard Review Form). 

• Check kitchen exhaust cleaning (zz Annual Hazard Review Form - fillable PDF.pdf zz Annual Hazard Review Form).

• Policy & Procedure Reviews: Participate in or review outcomes of annual reviews for WHS, Risk Management, Emergency Response, Chemical Safety, Biological Hazards etc.

• Electrical Testing & Tagging: Ensure program is followed based on equipment type/location and state regulations/AS3760 (e.g., Electrical Equipment that is constantly moved typically every 1 year, Office equipment typically 5 years).

Every 3 Years

• Safer Churches Training: Ensure all staff/volunteers in direct roles with children, and all ACC Credential/Certificate holders, complete/renew ACC Safer Churches training.

• First Aid Certification Renewal: Ensure relevant staff/volunteers renew full First Aid certification (zz First Aid Guidance).

Ongoing / As Needed

• Policy Adherence: Ensure all activities align with Generocity Church's core policies including the zz Risk Management Policy Statement, WHS Policy, Safer Churches (Child Protection) Policy, Financial Policy, and operational policies. (Ongoing)

• Observe Safety Rules: Ensure all staff, volunteers, and contractors observe the zz Health And Safety Rules (No Smoking, No Alcohol/Drugs, Follow WHS Regs, Emergency Procedures, Work at Heights approval, Qualified Personnel, Personal Responsibility, Hazard Reporting, Clean Workspaces, Safe Manual Handling, Tool Use, First Aid, Visitor Safety, Infection Control, Electrical Safety). (Ongoing)

• Hazard Identification & Reporting: Encourage and facilitate the reporting of all hazards, unsafe conditions, near misses, or incidents immediately to the WHS Coordinator/Supervisor. (Ongoing)

• Incident Reporting: Complete and submit an zz Incident or Hazard Report Form (or use online system: https://incident.generocitychurch.com.au/) for all incidents, accidents, and near-misses, generally within 24 hours (verbally immediately). (As needed)

• Risk Assessment (General): Conduct risk assessments for new activities or when significant changes occur, using the standard risk matrix and hierarchy of controls (zz Hierarchy of Controls). (As needed)

• Event Risk Assessment: Complete the zz Event Risk Assessment and Action Plan for all events, identifying hazards, assessing risks, implementing controls, and assigning responsibility/timing. Escalate High/Very High risks as per procedure. (Per Event)

• High-Risk Activity Management: Complete a zz Detailed Action Plan for High Risks and obtain senior leadership approval before proceeding with identified high-risk activities (including relevant event risks). (As needed)

• Safe Work Procedures (SWPs): Develop, implement, and follow SWPs for high-risk or non-routine tasks. Use zz Safe Work Procedure Template for creation. (Develop as needed, follow ongoing)

• Permit-to-Work: Ensure the Permit-to-Work system is used for specified high-risk activities (Hot Work, Confined Space Entry, Heights >2.4m, Electrical Work etc.). (As needed)

• Chemical Safety:

• Maintain accessible Safety Data Sheets (SDS) (less than 5 years old) for all hazardous chemicals (zz Safety Data Sheets Guidance Document). (Ongoing)

• Maintain the zz Hazardous Substances Inventory. (Ongoing)

• Ensure correct labelling, storage, handling, and disposal of chemicals. (Ongoing)

• Conduct risk assessments for chemical use. (As needed)

• Equipment Safety:

• Conduct pre-use visual inspections of electrical equipment (check leads, plugs, signs of overheating). (Before each use)

• Report and isolate faulty equipment using "DO NOT OPERATE" tags. (Immediately)

• Ensure ladders are serviceable and used correctly; metal ladders not used for electrical work (zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist). (Ongoing)

• Contractor Management:

• Verify contractor qualifications, licenses, and insurance before engagement. (Pre-appointment)

• Conduct site-specific inductions for all contractors before work commences. (On commencement)

• Ensure contractors provide risk assessments/JSAs and comply with GC safety standards. (Ongoing)

• Maintain the zz Register of Contractors. (Ongoing)

• First Aid:

• Ensure designated first aid kits are adequately stocked (based on risk assessment, meeting NSW WHS Regs), accessible, clearly signed, and regularly checked (zz First Aid Guidance). Using a professional service like St John is recommended for maintenance. (Ongoing checks/Restock as needed)

• Ensure at least one trained first aider is present during all church activities. (Per activity)

• Display names/photos/contacts of trained first aiders (zz First Aid Guidance). (Ongoing)

• Log all first aid treatments provided in the treatment log book, kept securely (zz First Aid Guidance). (As administered)

• Emergency Preparedness:

• Ensure familiarity with the campus zz Emergency Response Plan and evacuation procedures. (Ongoing)

• Maintain clear, unobstructed, and signed evacuation routes and exits (zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist). (Ongoing)

• Ensure emergency contact info is displayed (zz First Aid Guidance). (Ongoing)

• Ensure fire extinguishers are appropriate, accessible, mounted correctly, and staff/volunteers know how to use them (zz Firefighting Equipment Guidelines, zz Housekeeping Checklist - fillable PDF.pdf zz Housekeeping Checklist). (Ongoing checks)

• Safer Churches / Child Protection:

• Report any child protection concerns or suspicions immediately to the designated Safe Ministry Officer/Team or police if immediate danger exists. (Immediately)

• Obtain parental consent for photography/videoing. (As needed)

• Obtain written parental consent (zz Liability Release Form - Youth Activities) for off-site youth activities. (Per activity/participant)

• Follow guidelines for communication and social media involving children (zz Social Media Policy). (Ongoing)

• Volunteer/Staff Screening (Child-Related Roles): Ensure completion of application (zz Volunteer Child/Youth Leaders Application & Registration Form), interviews, reference checks, and mandatory WWCC/Police Checks before commencement. (On commencement)

• Volunteer Driver Checks: Ensure drivers for church activities complete the zz Volunteer Driver Application Form and have valid licenses/insurance. (On commencement/as needed)

• Biological Hazard Management: Implement standard precautions, hand hygiene, PPE use, cleaning/disinfection, and waste management protocols. Follow specific protocols for food prep, childcare, first aid. (Ongoing)

• Allergen Management: Identify, communicate (labels/signage), and manage food allergens during relevant events/activities (zz Allergy Management Policy). Implement Anaphylaxis Action Plan response if needed. (As needed)

• Record Keeping: Maintain required records (training, inspections, incidents, maintenance, SWPs, permits, volunteer screening, first aid logs etc.) securely and for specified retention periods. (Ongoing)

• Communication: Communicate safety information, updates, and procedures effectively to staff, volunteers, and the congregation. Display relevant policies/rules/procedures (zz Housekeeping Checklist, zz Health And Safety Rules). (Ongoing)

• Housekeeping: Maintain clean, tidy, and hazard-free environments (floors, aisles, stairs, storage, car parks) (zz Housekeeping Checklist zz Housekeeping Checklist - fillable PDF.pdf). (Ongoing)

Safer Churches / Safer Places

GC Child Protection Policy

Generocity Church Child Protection Policy (Safer Churches)

Purpose

The purpose of this Child Protection Policy is to safeguard children and vulnerable persons involved in all activities of Generocity Church. We are committed to providing a safe, nurturing environment where children and young people are respected, valued, and protected from harm. This policy reflects our commitment to the welfare of all people and our biblical mandate to love our neighbours as ourselves (Matthew 22:37-40).

Scope

This policy applies to all individuals associated with Generocity Church, including:

1. All workers, including paid employees, volunteers, and members of boards

2. Guests or hirers of the church and its facilities

3. Contractors, subcontractors, delivery persons, or others engaged to provide services

4. Those who access our site and/or programs

Policy Statements

1. Generocity Church commits to:

• Embedding child safety in our institutional leadership, governance, and culture.

• Ensuring children participate in decisions affecting them and are taken seriously.

• Informing and involving families and communities in promoting child safety.

• Upholding equity and respecting diverse needs.

• Ensuring people working with children are suitable and supported.

• Implementing child-focused processes to respond to complaints of child abuse.

• Providing staff with knowledge, skills, and awareness to keep children safe through continual education and training.

• Promoting the safety of children in physical and online environments.

• Regularly reviewing and improving the implementation of child safety standards.

• Maintaining comprehensive documentation of how we are keeping children safe.
  
  

2. We acknowledge:

• The need for sensitivity and consideration of all people of Aboriginal, culturally &/or linguistically diverse backgrounds, as well as any person with a disability.

• The primary role of parents and caregivers, as well as the role of children in child protection.

• The shared responsibility of the whole community for child safety and welfare.

Code of Conduct

All individuals covered by this policy must:

1. Treat children and young people with respect and dignity.

2. Listen to and value children's ideas and opinions.

3. Welcome all children and their families and carers by being inclusive.

4. Respect cultural, religious, and political differences and act in a culturally sensitive way.

5. Model appropriate adult behaviour.

6. Use positive and affirming language toward children.

7. Respect the privacy of children and their families.

8. Adhere to role boundaries – refrain from using a position to initiate inappropriate relationships with children.

9. Follow organisational policy regarding communication with children, including social media policies.

10. Be proactive in reporting any concerns or allegations about child safety.

Recruitment and Screening

1. All staff and volunteers working with children must:

• Complete a comprehensive application process, including a detailed application form.

• Provide references which will be carefully checked for supervisory roles.

• Complete mandatory Police and/or Working with Children Check.  

• Apply for a Working with Children Check | Service NSW

• Safer communities training to be done. https://safercommunities.net.au/australian-christian-churches-online-training/

• Selecting the right course.

• Course for ACC Credential Holders is for Pastors 

• Course for Volunteers is for all Generocity Church volunteers

• Be a partner/member of the church and have attended for at least 6 months.

2. Under no circumstances will a person with a previous record of child-related offences be allowed to work with children or youth.
   
   
   
   

Training and Education

1. All staff and volunteers must complete:

• Initial child protection training as part of their induction.

• Regular refresher training at least every two years.

• Ongoing education about child protection issues and best practices.

2. Training will cover:

• The church's child protection policies and procedures.

• Recognising the indicators of child harm including - physical, emotional, spiritual and sexual abuse.

• How to respond effectively to child safety issues.

• Building culturally safe environments for children.

• Reporting obligations and procedures.

Reporting and Response

1. All staff and volunteers must report when:

• A child discloses abuse or harm.

• Someone else discloses knowledge of child abuse or harm.

• There is a reasonable concern that a child is at risk of harm based on observed indicators. 

2. Reporting process:

• In cases of immediate danger, contact the police immediately.

• Report concerns to the designated Safe Ministry Officer/Team. saferchurches@generocitychurch.com.

• Use the NSW Govenment Mandatory Reporting Guide , all users of MRG must be registered https://reporter.childstory.nsw.gov.au/s/mrg and share information in the incident report https://incident.generocitychurch.com.au/

• Complete required incident report https://incident.generocitychurch.com.au/ Documenting all information. This will be saved and sent to our Safe Ministry officer/team. All documentation will be held on a secured separate server for record keeping purposes.

• The Safe Ministry Officer/Team will take appropriate actions, including contacting authorities and conducting internal risk assessments.

• ACC Safer Churches Helpline: 1800 070 511.

3. All allegations will be taken seriously and thoroughly investigated by independent parties with confidentiality where possible, unless legislative requirements require information sharing.

Policy Review

This policy will be reviewed every two years and updated as necessary to reflect changes in legislation, church activities, or best practices in child protection.

By implementing this Child Protection Policy, Generocity Church demonstrates its commitment to providing a safe environment for all children and young people involved in our programs and activities. We recognise that child protection is everyone's responsibility, and we are dedicated to fostering a culture where children are valued, respected, and protected.

Safer Churches - Child Protection Policy | Last Reviewed: May, 2025 | Approved By: GC Board 

Safer Churches – Roles and Responsibilities

At Generocity Church, we are committed to providing a safe environment for all people, particularly children, youth, and vulnerable individuals. Our Safer Churches framework is designed to ensure that safety remains a priority in all aspects of church life. The following roles and responsibilities are crucial for implementing and maintaining this framework.

Safer Churches Officer

The Safer Churches Officer for Generocity Church is Executive Pastor Angela Mitchell. She is responsible for implementing and overseeing the Safer Churches Framework within Generocity Church. Their duties include:

1. Acting as the agency/organisation's hub:

• Serving as the primary point of contact for all Safer Churches matters.

2. Assisting workers:

• Providing guidance and support for workers dealing with Safer Churches concerns.

3. Promoting awareness and adherence:

• Educating staff and volunteers about the Safer Churches Framework.

4. Implementing the Safer Churches Framework:

• Ensuring policies and procedures are followed within the organisation.

5. Preparing reports:

• Presenting safety reports to the Governance Board.

6. Keeping records:

• Maintaining documentation related to the Safer Churches Framework.

7. Receiving concerns:

• Listening to concerns raised by workers and guiding them through the response procedure.

8. Making mandatory reporting calls:

• Reporting concerns to government agencies as required by law.

Ministry Coordinators / Program Leaders

Ministry Coordinators and Program Leaders play a crucial role in maintaining safety within their specific areas of responsibility. Their duties include:

1. Implementing the Safer Churches Framework:

• Ensuring compliance with policies and procedures within their ministries.

2. Monitoring workers:

• Ensuring volunteers and staff adhere to safety standards.

3. Providing reasonable instruction:

• Offering guidance to workers on maintaining emotionally, spiritually, and physically safe environments.

4. Reporting to the Safer Churches Officer:

• Escalating any suspicions, allegations, incidents, or breaches of the relevant code of conduct.

Management Group Members

Management Group Members are responsible for overseeing the effective implementation of the Safer Churches Framework. Their responsibilities include:

1. Maintaining a culture of safety:

• Encouraging a proactive approach to safety within church activities.

2. Liaising with the Safer Churches Team:

• Ensuring communication between teams for effective safety management.

3. Reporting to the Governance Board:

• Providing updates on the implementation and effectiveness of the Safer Churches Framework.

Governance Board

The Governance Board holds the ultimate responsibility for ensuring the Safer Churches Framework is implemented and maintained. Their responsibilities include:

1. Ensuring the safety of all persons:

• Providing oversight for the welfare of children, youth, and vulnerable individuals.

2. Endorsing the Safer Churches Framework:

• Approving and supporting its implementation.

3. Assigning responsibilities:

• Delegating roles to ensure the effective management of safety concerns.

4. Monitoring compliance:

• Regularly reviewing and assessing the effectiveness of the framework.

5. Ensuring mandatory reporting obligations are met:

• Confirming that any disclosures of harm are appropriately reported to the authorities.

6. Fulfilling legislative requirements:

• Ensuring compliance with legal obligations related to child protection and safety standards.

By clearly defining these roles and responsibilities, Generocity Church ensures a robust framework for maintaining safety and accountability within all areas of ministry. Ongoing training, support, and review processes will be in place to uphold the highest standards of care and protection.

Safer Churches - Child Protection Policy | Last Reviewed: May, 2025 | Approved By: GC Board

Safer Churches – Protection Guidelines

At Generocity Church, we are committed to providing a safe environment for all people, especially children and young people involved in our programs and activities. The following guidelines are designed to protect children and youth, as well as the volunteers and staff who work with them.

Guidelines for Events, Activities, and Daily Operations

1. Event Planning:

• Complete a comprehensive Event Planning Checklist for all church events involving children or youth.

• Conduct a thorough risk assessment for each event or activity, considering factors such as venue safety, transportation, and emergency procedures.
  zz Event Risk Assessment and Action Plan

• Ensure appropriate adult-to-child ratios are maintained at all times:

• Maintain a minimum of 4 adult workers (over 18 years) present for all programs.

• Adhere to a 1:8 ratio for low-risk activities and up to 1:2 for high-risk activities.

2. Supervision:

• Implement a "two-adult rule" where no adult is ever alone with a child.

• Maintain clear lines of sight in all areas where children's activities take place.

3. Transportation:

• Obtain written parental consent for all off-site activities using our zz Liability Release Form - Youth Activities

• Ensure all drivers have valid licences, appropriate insurance, and have completed our zz Volunteer Driver Application Form.

• Never allow a staff member or volunteer to transport a single child alone.

4. Communication:

• Implement clear policies on communication with children, including guidelines for social media use.

• Obtain parental consent before photographing or videoing children, respecting their privacy and dignity. This can be captured during the online sign up for the event or registration form, if there is no online event form, use zz Liability Release Form - Youth Activities

5. Physical Environment:

• Ensure all areas used by children are safe and appropriate for their age group.

• Regularly inspect play equipment and facilities for potential hazards.

• Implement infection control measures as outlined in our [PLACEHOLDER: Infection Control Best Practice Guide], including regular cleaning and disinfection of high-touch surfaces.

Specific Considerations for Child and Youth Protection

1. Age-Appropriate Supervision:

• Tailor supervision strategies to the developmental needs of different age groups.

• Ensure co-ed programs have both male and female workers present to provide appropriate support and oversight.

2. Toileting and Personal Care:

• Implement clear procedures for assisting children with toileting or personal care needs.

• Always have two unrelated adults present when assisting children with personal needs.

3. Discipline:

• Develop and communicate clear behavioural expectations for children and youth.

• Use positive reinforcement and redirection techniques for discipline.

• Strictly forbid any form of physical punishment or verbal abuse.

4. Emotional and Spiritual Safety:

• Create an environment where children feel respected, valued, and listened to.

• Be sensitive to children's emotional and spiritual needs, avoiding any form of manipulation or coercion.

5. Cultural Sensitivity:

• Respect and accommodate cultural differences in all gatherings.

• Ensure programs and activities are inclusive and culturally appropriate.

Safety Measures for Volunteers and Staff Interacting with Children

1. Screening and Recruitment:

• Implement rigorous screening processes for all staff and volunteers working with children, including:

• Completion of a  zz Volunteer Child/Youth Leaders Application & Registration Form

• Thorough background checks, including Working with Children Checks

• Reference checks (at least two referees)

• Ensure volunteers in supervisory roles have been partners/members of the church for at least 6 months after acceptance.

2. Training:

• Provide comprehensive child protection training for all staff and volunteers, including:

• Initial child protection training as part of their induction (safer churches training)

• Regular refresher training at least every three years

• Ongoing education about child protection issues and best practices

3. Code of Conduct:

• Read and adhere to our Codes of Conduct

• zz Code of Conduct - Paid Staff and Ministerial

• zz Code of Conduct - Volunteer Worker

• Include guidelines on appropriate behaviour, physical contact, and communication with children.

4. Reporting Procedures:

• Establish clear procedures for reporting suspicions or allegations of abuse.

• Ensure all staff and volunteers understand their reporting obligations, including mandatory reporting requirements where applicable.

5. Supervision and Support:

• Provide ongoing supervision and support for staff and volunteers working with children.

• Conduct regular performance reviews that include child safety elements.

6. Personal Boundaries:

• Educate staff and volunteers on maintaining appropriate personal and professional boundaries with children and youth.

• Prohibit any form of favouritism or special treatment of individual children.

7. Social Media and Technology:

• Follow our Social Media Policy and its  guidelines for online interactions with children and youth.  zz Social Media Policy

• Prohibit private messaging or social media connections between staff/volunteers and children.

By adhering to these comprehensive protection guidelines, Generocity Church demonstrates its commitment to creating a safe and nurturing environment for all children and young people involved in our programs and activities. These guidelines reflect our understanding that child protection is everyone's responsibility, and we are dedicated to fostering a culture where children are valued, respected, and protected.

Safer Churches - Child Protection Policy | Last Reviewed: May, 2025 | Approved By: GC Board

Safer Churches – Reporting and Response

At Generocity Church, we take our responsibility to protect children and young people very seriously. This section outlines our procedures for reporting child protection concerns and our strategies for responding to allegations or incidents.

Procedures for Reporting Child Protection Concerns

1. Mandatory Reporting:

• All staff and volunteers must be aware of their mandatory reporting obligations as per ACC NSW legislation.

• Mandatory reporters must report suspicions of child abuse or neglect to the appropriate authorities as soon as reasonably possible: preferably within 24 hours of becoming aware of an alleged or perceived incident, or up to 5 working days for any alleged non-compliance with this policy or Generocity Church’s Code of Conduct.

2. Reporting Process: 

a. Report to Local Safer Churches Person/Team:

• Report concerns to one of the appointed Local Safer Churches People, except when a disclosure occurs at a program or event, or a Child's/Young Person's immediate safety is at risk (sexual and physical abuse).

• In cases of immediate danger to a child, contact the police immediately by calling 000. 

b. Complete Documentation:

• Complete the Generocity Churches incident report as soon as possible after making a report.

• The Local Safer Churches Person/Team will keep a local church log, upholding privacy principles. 

c. Take Appropriate Action:

• The Local Safer Churches Person/Team will assist with:

• Police/government Child Protection agency reporting

3. Reportable Conduct:

• If the allegation is made about any staff or volunteer, local procedures and laws must be followed and a report made available to Generocity Church, as soon as possible.

• The Senior Pastor or delegate is responsible for making these reports.

4. Confidentiality:

• All reports and the details of the reporting process must be kept strictly confidential to protect the privacy of all parties involved.

• Information should only be shared on a need-to-know basis and as required by law.

Response Strategies for Addressing Allegations or Incidents

1. Immediate Response:

• Ensure the immediate safety of the child or young person.

• If there is immediate danger, contact the police (000).

• Reassure the child that they have done the right thing by reporting.

• Do not confront the alleged perpetrator.

2. Internal Investigation:

• The Safe Ministry Officer/Team will conduct an internal investigation in accordance with the organisations policies (Safer Places, Risk Management, WHS etc).

• All investigations will be conducted fairly, impartially, and in a timely manner.

• The investigation process will be child-focused, upholding the rights of children and young people in line with Child Safe Standards.

3. Suspension of Duties:

• Any staff member or volunteer who is the subject of an allegation of abuse will be immediately suspended from all child-related duties pending the outcome of all investigations.

4. Support for Affected Parties:

• Provide appropriate support and pastoral care for all parties involved, including the child, the family, and the alleged perpetrator.

• Offer access to professional counselling services where necessary.

5. Cooperation with Authorities:

• Fully cooperate with police and other relevant authorities in their investigations.

• Provide all necessary information and assistance as required.

6. Communication:

• Maintain clear communication with all parties involved, keeping them informed of the process and decisions made, while respecting confidentiality requirements.

Roles and Responsibilities in Handling Child Protection Issues

1. Governance Board:

• Endorse the Safe Ministry Framework.

• Assign responsibilities for the management of the Framework.

• Monitor and review the implementation of the Framework.

• Ensure disclosures of harm are reported to all relevant regulatory bodies.

• Fulfil relevant legislative 'head of agency roles' in child protection-related investigations.

2. Senior Pastor:

• Ensure all child protection policies and procedures are implemented and followed.

• Make final decisions on disciplinary actions based on investigation outcomes.

• Report to the church board on child protection matters.

3. Safe Ministry Officer/Team:

• Receive and document all reports of child protection concerns.

• Conduct initial risk assessments and determine appropriate actions.

• Liaise with relevant authorities and oversee internal investigations.

• Implement procedures in relation to responding to Safe Ministry concerns, including child protection.

• Receive reports of incidents and/or concerns of risk of harm in relation to children or workers.

4. Ministry Coordinators/Program Leaders:

• Implement child protection policies and related procedures applicable to their ministry program/events.

• Monitor workers they oversee to ensure they are acting safely and according to policy and procedure.

• Provide reasonable instruction to workers regarding the provision of safe environments.

• Report to the Safe Ministry Officer any suspicions, allegations, incidents, or potential breaches of the relevant code of conduct.

5. All Staff and Volunteers:

• Be vigilant in identifying signs of abuse or neglect.

• Report any concerns immediately to the Safe Ministry Officer/Team.

• Maintain confidentiality and follow all child protection procedures.

• Take reasonable care that their actions do not adversely affect others' health and safety.

• Report all incidents or hazards to the Health & Safety Officer (or to a Team Leader) as soon as practicable.

6. Church Board:

• Regularly review and update child protection policies and procedures.

• Ensure adequate resources are allocated for child protection training and implementation.

By implementing these comprehensive reporting and response procedures, Generocity Church demonstrates its commitment to creating a safe environment for all children and young people. We recognize that child protection is an ongoing responsibility, and we are dedicated to continuously improving our practices to ensure the highest standards of safety and care.

Safer Churches - Child Protection Policy | Last Reviewed: May, 2025 | Approved By: GC Board

Safer Churches – Training and Education

At Generocity Church, we recognize that effective child protection relies on well-informed and skilled staff and volunteers. Our training and education program is designed to ensure that all individuals working with children and young people are equipped with the knowledge and skills necessary to create a safe environment and respond appropriately to child protection concerns. Links for external websites are provided below. 

Training Requirements for Staff and Volunteers on Child Protection

1. Mandatory Training:

   • As part of the induction process for new staff and volunteers

   • At a minimum of every three years for all existing staff and volunteers

   • First timers are to complete the Volunteer Essentials and then each time thereafter, Refresher Course will be required. Credentialed pastors are required to do the Induction Course 2nd Ed. There is a small fee for each course but all staff and volunteers are required to complete this as part of their obligations.
   • All staff and volunteers must complete comprehensive child protection training following the link provided here: ACC Safer Churches Training and follow the headings for completion.
     
   • All staff and volunteers must complete and provide a current Working with Children's Check for verification as part of their obligations. This can be applied for and renewed here: Apply-for-a-working-with-children-check

2. Training Content:

   • Understanding the concepts of child protection

   • Knowledge of indicators of child abuse and neglect

   • Reporting procedures for child protection concerns

   • The church's child protection policies and procedures

   • Creating a child-safe environment

   • Appropriate boundaries and behavior when working with children

   • Cultural safety and working with diverse communities

   • Responding to disclosures of abuse

   • Record keeping and information sharing responsibilities

   • The child protection training program shall cover:

3. Specialized Training:

   • Safe Ministry Officers/Team members

   • Senior Pastor and church leadership

   • Those working with vulnerable populations (e.g., children with disabilities)

   • Additional training shall be provided for those in leadership or specialised roles, such as:

4. Training Delivery:

   • Training shall be delivered by individuals with appropriate qualifications and experience in child protection.

   • A combination of face-to-face and online training modules may be used to ensure accessibility and comprehensive coverage of topics.

Education Programs to Raise Awareness of Child Protection Issues

1. Awareness Campaigns:

• Conduct regular awareness campaigns within the church community to highlight the importance of child protection.

• Use various mediums such as newsletters, posters, and announcements during services to reinforce child protection messages.

2. Parent and Community Education:

   • Recognizing signs of abuse

   • How to respond to disclosures

   • Online safety for children

   • Positive parenting strategies

• Offer educational sessions for parents and caregivers on child protection topics, including:

3. Child-Focused Education:

   • Personal safety

   • Healthy relationships

   • How to seek help if they feel unsafe

• Implement age-appropriate programs for children and young people to learn about:

4. Cultural Safety Education:

• Provide education on cultural safety, particularly for Aboriginal and Torres Strait Islander children and those from culturally diverse backgrounds.

• Ensure all education programs are inclusive and culturally appropriate.

Regular Updates and Refresher Courses

1. Annual Refresher Training:

• Conduct annual refresher sessions for all staff and volunteers to reinforce key child protection concepts and update on any policy changes.

2. Ongoing Professional Development:

• Encourage staff and volunteers to attend external workshops, conferences, or seminars related to child protection to enhance their knowledge and skills.

3. Policy and Procedure Updates:

• Whenever there are significant changes to child protection legislation or church policies, provide immediate updates and training to all relevant staff and volunteers.

4. Incident-Based Learning:

• Use de-identified case studies or lessons learned from incidents (while maintaining confidentiality) to educate staff and volunteers on practical application of child protection principles.

5. E-learning Modules:

• Develop and maintain a series of online learning modules that staff and volunteers can access for self-paced refresher training between formal training sessions.

Training Documentation and Compliance

1. Training Records:

   • Date of training

   • Content covered

   • Attendance records

   • Trainer details

• Maintain detailed records of all child protection training completed by staff and volunteers, including:

2. Compliance Monitoring:

• Regularly audit training records to ensure all staff and volunteers are up-to-date with required training.

• Implement a system to notify individuals and their supervisors when refresher training is due.

3. Training Evaluation:

• Conduct regular evaluations of the training program to ensure its effectiveness and relevance.

• Seek feedback from participants to continually improve the training content and delivery.

By implementing this comprehensive training and education program, Generocity Church demonstrates its commitment to creating a culture of child safety. We recognize that ongoing education is crucial in maintaining a safe environment for all children and young people involved in our programs and activities.

Safer Churches - Child Protection Policy | Last Reviewed: May, 2025 | Approved By: GC Board

Sustainability and Environmental Stewardship

Sustainability and Environmental Stewardship

Introduction

As part of our commitment to having courageous influence in God's Kingdom, Generocity Church recognises our responsibility to care for God's creation through environmental stewardship and sustainability. This commitment extends beyond mere policy to reflect our value of Personal Impact - using all God has given us to impact the world for His glory (1 Peter 4:11). Through thoughtful stewardship of our environmental resources, we demonstrate our dedication to bringing heaven to earth in practical, measurable ways.

Environmental Sustainability Practices

• Resource Efficiency: Implementing measures to reduce waste and promote the efficient use of resources, such as energy-saving practices, recycling programs, and responsible water usage.

• Eco-friendly Initiatives: Encouraging the use of environmentally friendly products and materials in church operations, events, and facilities.

• Green Spaces and Gardening: Where feasible, incorporating green spaces, gardens, or community planting initiatives to enhance the natural environment around church properties.

• Education and Awareness: Providing education and awareness programs for the congregation about environmental care and sustainable living, integrating these values into church teachings and activities.

• Sustainable Events and Operations: Ensuring church events and operations are conducted with environmental sustainability in mind, such as using biodegradable materials, minimising single-use items, and promoting carpooling or public transportation for church events.

• Community Involvement: Engaging with and supporting local environmental initiatives, and encouraging the church community to participate in community-driven sustainability projects.

Summary

Our environmental stewardship reflects our broader mission of creating discipleship communities where everyday people live in a restorative relationship with Jesus - a restoration that extends to our relationship with His creation. Through these practical measures, we demonstrate our value of Humble Growth, recognising that every action matters in caring for the world God has entrusted to us. This policy supports our commitment to community impact across our diverse locations in regional, rural, and coastal Australia, ensuring our church facilities and operations honour both our mission and our environment.

Church Expansion and Planting

Church Expansion and Planting

Introduction

As we pursue our vision of creating discipleship communities across Australia where everyday people live in a restorative and transformative relationship with Jesus, Generocity Church maintains a strong commitment to strategic church planting. Guided by our value of Spirit-Led ministry (John 16:13), we recognise opportunities for growth even amid challenges like the COVID-19 pandemic. This document outlines our refined approach to church expansion, integrating lessons learned and focusing on creating communities of courageous influence.

Strategic Planning

Being Spirit-Led (John 16:13) and exercising Humble Growth (Ephesians 5:21), we develop comprehensive strategies that align with both our vision and local community needs:

• Identifying Potential Locations: Conducting thorough research to identify locations where we can create discipleship communities that impact their world for His glory.

• Community Needs Assessment: Living out our value that People Matter (Matthew 22:37-39) by engaging with local communities early to understand their unique needs and how we can serve them effectively.

Resource Allocation

Demonstrating faithful stewardship and our commitment to Personal Impact (1 Peter 4:11), we carefully allocate resources:

• Financial Resources: Establishing robust fundraising strategies to support the construction and operational costs of new facilities.

• Human Resources: Investing in leadership development that equips future church leaders to lead with authenticity, integrity and humility (1 Peter 5:2-3).

Community Engagement

Reflecting our mission to connect communities to Christ, we prioritise authentic engagement:

• Foster Relationships: Building strong connections based on shared values (Ecclesiastes 4:9-10) with local leaders and community members.

• Provide Community Services: Integrating community-oriented facilities like food banks, op shops, and support services that demonstrate how People Matter.

Leadership Development

Embracing our Leadership Cultural Imperatives, we develop leaders who multiply:

• Training Programs: Offering comprehensive training that equips leaders to champion the call, gifts and talents of others.

• Mentorship and Support: Providing ongoing support through connected and accountable relationships (Ecclesiastes 4:9-10).

Integration of Existing Churches

When welcoming existing churches into the Generocity Church family, we focus on:

• Vision Alignment: Ensuring alignment with our commitment to know Jesus, grow in Jesus, live like Jesus, and share Jesus.

• Community Engagement Strategies: Implementing best practices that reflect our value of moving beyond comfort to care as Jesus cares.

Monitoring and Evaluation

Demonstrating Humble Growth (Ephesians 5:21), we maintain:

• Establish Evaluation Mechanisms: Developing clear metrics aligned with our Discipleship Culture Indicators to assess each church plant's progress.

• Provide Ongoing Support: Offering continuous support through courageous conversations (Ephesians 4:15) to address challenges and optimise growth.

Global Branding and Uniformity

We maintain consistent brand identity that reflects our values:

• Unified Aesthetic: Ensuring new buildings incorporate consistent design elements that reflect our mission and values.

• Flexible Design: Creating adaptable spaces that serve both church and community needs.

Future Growth and Adaptability

Embracing Thankful Hope (Romans 15:13), we design for future growth:

• Modular and Scalable Design: Incorporating flexible components that adapt to growing discipleship communities.

• Dual-Use Spaces: Creating venues that serve both Sunday gatherings and community engagement throughout the week.

Summary

Through this strategic approach to church planting, we pursue our vision of creating discipleship communities where everyday people live in transformative relationship with Jesus. Our expansion strategy reflects our commitment to being locationally motivated, centrally supported, and unified in vision, values, and mission, creating spaces where people can know Jesus, grow in Jesus, live like Jesus, and share Jesus.

Design Brief for Physical Spaces

Introduction

As we pursue our vision of creating discipleship communities where everyday people live in transformative relationship with Jesus, Generocity Church is committed to creating spaces that embody our mission to connect communities to Christ. Being Spirit-Led (John 16:13), we recognize that our physical spaces must be both functional and deeply integrated with our community's needs. As we expand and refurbish our facilities, our value of Personal Impact (1 Peter 4:11) guides us to design spaces that adapt to the changing dynamics of our congregation and the broader community we serve.

Our goal aligns with our Leadership Cultural Imperatives - we prioritise God's presence over performance, creating welcoming and inclusive environments that support our mission to help people know Jesus, grow in Jesus, live like Jesus, and share Jesus. These spaces serve as tools for discipleship, fostering a sense of belonging and purpose for everyone who enters.

In this document, we detail our design philosophy and practical guidelines, covering aspects such as adaptable spaces, the integration of children's ministry, the use of technology, and aesthetic considerations. We also discuss our commitment to sustainability and future growth, ensuring that our buildings can evolve along with our church's mission and the communities we serve.

Design Brief for Physical Spaces

Overarching Principles

Our design philosophy reflects our value that People Matter (Matthew 22:37-39), emphasizing flexibility and community integration. Living out our commitment to move beyond comfort to care as Jesus cares, our facilities support a wide range of community-based activities including food security programs, op shops, disability services, and employment support. These spaces demonstrate Humble Growth (Ephesians 5:21), allowing for seamless integration of new activities and services as community needs evolve.

The following sections detail how these overarching principles are implemented in various aspects of our building design, from adaptable spaces and community integration to future planning and sustainability.

Vision and mission

We believe that our church will have a united heart committed to growing in Christ-like attitudes, possessing a real faith in God's Word and a passion for the kingdom of God and His purposes. Our church will be contemporary and genuine, where people encounter a supernatural God and discover His love, peace and grace as we enjoy our life of putting God first. We believe that our church will resource our region and partner with others to proclaim the message of Jesus Christ, reaching the lost to see lives changed as we impact the community we serve.

Reflecting the Vision and Mission in Building Design:

1. Adaptable and Multi-functional Spaces

1. Consider creating  adaptable spaces with movable walls, partitions, and storage solutions that can allow for various uses throughout the week, not just for Sunday services, such as welcoming lobbies, comfortable seating areas, and multipurpose gathering spaces.

2. Design flexible worship spaces that can accommodate other activities like training sessions, community events, or functions hosted by external partners.

3. Prioritise versatility in building design to enable smooth transitions between different activities and functions, including the dual use of spaces for church and community purposes.

2. Spiritual Growth and Well-being

1. Aim to include dedicated areas for prayer, reflection, and spiritual growth, such as prayer rooms or outdoor contemplative spaces.

2. Aim to provide private spaces for meetings and offices for groups of 2-6 people. 

3. Aim to include designated spaces or features that can allow for the flexible display of interchangeable design elements and artwork, such as blank wall areas, display niches, or digital screens. By providing these adaptable display spaces, the architecture facilitates spiritual growth and well-being through visual display elements.

3. Community Impact and Partnerships

1. Aim to provide ample space and resources for regional outreach and community impact, ensuring these spaces have flexible configurations to support diverse activities.

2. Consider incorporating revenue-generating spaces that support community partnerships, such as Op Shops, cafes, play centres, or community supermarkets, which can also be used for church activities.

3. Consider the dual-use nature of the spaces in terms of accessibility, accommodating the needs of both church and community activities.

4. Financial Stability and Legacy

1. Design buildings with cost-effective, flexible configurations, such as removable walls and modular storage, to ensure they remain a tool for advancing God's kingdom without becoming a financial or management burden for future generations.

2. Aim to incorporate revenue-generating spaces to help ensure the financial stability of the church and its ability to continue its mission.

3. Aim to create a positive legacy by ensuring the buildings remain relevant, useful, and adaptable to the community for years to come.

5. Accessibility and Inclusivity

1. Ensure the buildings are accessible and welcoming to all, reflecting the church's commitment to reaching the lost and demonstrating God's love to everyone.

2. Design for the diverse needs of the community and provide a safe and inclusive environment, leaving a legacy of love and acceptance.

By focusing on adaptable and multi-functional spaces, prioritising spiritual growth and well-being, fostering community impact and partnerships, ensuring financial stability and legacy, and promoting accessibility and inclusivity, Generocity Church can create buildings that effectively reflect its vision and mission. This approach will maximise the impact of the facilities in expanding God's kingdom, serving the community, and creating a positive legacy for future generations.

Space requirements

When designing a church building, the primary focus is to create a flexible, multi-functional space that serves the needs of the congregation and the community. The traditional approach of allocating 4 square metres (sqm) of space under roof per person may need to be adjusted to accommodate a more open and adaptable layout.

The main space should be ideally designed as a large, open area with movable walls and partitions that can be easily reconfigured to support various activities, such as:

• Cafe-style seating for relaxed gatherings and conversations

• Reflection corners for quiet contemplation

• Food bank setup for community support

• Op shop shelves for community outreach

• Flexible seating arrangements for workshops, small group discussions, and presentations

This main space should be warm, welcoming, and easily accessible, serving as the heart of the church building. The square metre floor space required may increase to accommodate these various activities and to create a comfortable, inviting atmosphere.

Surrounding this central area, consider including the following spaces::

• Kitchen facilities

• Approx 15 sqm in size

• Should have 2 servery windows, one on the external facade (close to the front entrance) and an internal servery window but is not imperative

• Cafe (optional but preferred)

• Where a cafe can be supported, the kitchen space should be expanded to approx 30 sqm in size

• It will be a commercial kitchen and will need to comply with all standards and regulations

• Private areas like toilets and change rooms (adjacent to the kitchen for centralised plumbing)

• Parents' room with toilet and small kitchenette (adjacent to toilet block, again for centralised plumbing)

• Children's ministry rooms with an external secure outside play environment

• Quiet areas with physical separation for noise abatement

• Storage spaces

• Offices

These peripheral spaces should be considered to support the activities in the main area while providing the necessary privacy and functionality. Where possible, spaces should be considered for dual-use, including how they might be used with adjoining spaces.

Children's Ministry Integration

Dedicated spaces for children's ministry are a key feature in our building design. These rooms are equipped with secure external play areas and are designed to be both safe and engaging for children. Additionally, these spaces are adaptable for dual-use, allowing them to be utilised for other church and community activities when not in use for children's ministry. This flexibility ensures that all spaces are maximally utilised, supporting the church's diverse programming needs.

Possible Floor Plans

When working with a floor space of 600sqm and supporting 200 persons, the following should be considered.

Toilet configuration supporting max 200 people:

• Males: 2 toilets, 2 urinals, 2 washbasins

• Females: 4 toilets, 2 washbasins

• 1 ambulant toilet

Working to 2x3 rectangle (easy to build and locate) floor plan, 2 potential layouts would be:

(Wagga auditorium currently approx 230 sqm)

Also, see examples from kidmin consulting 

Functionality

The church building should ideally be designed with a focus on flexibility, adaptability, and multi-functionality. The main space should be easily reconfigurable to support a variety of activities and gatherings, both for the congregation and the community.

Key functional considerations include:

1. Flexible seating and furniture:
   The main space should be equipped with movable seating and furniture that can be easily rearranged to support different activities, such as cafe-style seating, small group discussions, or rows for traditional church services.
   
   

2. Acoustics and audio-visual systems:
   The main space should have good acoustics and be equipped with modern audio-visual systems to support various presentations, workshops, and discussions.
   
   

3. Lighting and atmosphere:
   The lighting should be adaptable to create different atmospheres, from warm and welcoming for casual gatherings to more focused lighting for presentations and workshops.
   
   

4. Accessibility and flow:
   The main space and surrounding areas should be easily accessible and have a logical flow to support the various activities and gatherings.
   
   

5. Integration of community spaces:
   The food bank, op shop, and other community outreach areas should be seamlessly integrated into the main space, encouraging interaction and participation.
   
   

6. Privacy and noise control:
   The surrounding spaces, such as children's ministry rooms and quiet areas, should be designed to provide privacy and noise control, ensuring that multiple activities can take place simultaneously without disruption.

By designing the church building with these functional considerations in mind, Generocity Church can create a space that supports a more engaging, participatory, and community-focused approach to church gatherings and outreach. This adaptable and multi-functional design will help create a welcoming environment for both the congregation and the wider community, fostering relationships and encouraging spiritual growth.

Aesthetics and atmosphere

At Generocity Church, we believe that the aesthetic and atmosphere of our church buildings play a crucial role in creating a welcoming, inspiring, and uplifting environment for our congregation and the wider community. We want our buildings to reflect our church's identity and values, and to create a sense of belonging and connection for all who enter.

Key considerations for aesthetics and atmosphere should form part of a bigger conversation with the Board and/or Eldership and these things include:

1. Contemporary and welcoming design:
   Our church buildings should aim to have a contemporary and welcoming aesthetic, with clean lines, open reconfigurable spaces, and an abundance of natural light. We want our buildings to feel modern and relevant, while also being approachable and inclusive.
   
   

2. Integration of brand colours:
   Our church's brand colours should be incorporated throughout the building design, both on the exterior and interior. The primary colours of GC Ivory (#cbc3bb), GC Purple (#68455a), GC Dusty Blue (#a4bac9), GC Red (#a12d45), and GC Dark (#404041) should be used in a cohesive and consistent manner, creating a strong visual identity for our church.
   
   

3. Exterior design:
   The exterior of our church buildings should be primarily light in colour, providing a clean and crisp backdrop for our darker logo and signage. A highlight colour from our brand palette, such as Main 2 (#ffb931) or Accent 1 (#dc5b47), could be used to add visual interest and draw attention to key features of the building.
   
   

4. Interior design:
   The interior of our church buildings should be primarily neutral in tone, using colours such as GC Ivory (#cbc3bb), Neutral Dark (#a68d74), and Neutral Light (#f8ebd0) to create a calming and inviting atmosphere. These neutral tones should be complemented by the use of accent colours, such as Main 1 (#575d3d), Accent 2 (#6d8b6b), and Accent 3 (#f2b49c), to add depth and interest to the space.
   
   

5. Natural materials:
   Where possible, we will incorporate natural materials such as wood, stone, and plants into our building design. These materials will help to create a sense of warmth and connection to the natural world, while also promoting a sense of peace and tranquillity.
   
   

6. Artwork and signage:
   Our church buildings should incorporate artwork and signage that reflects our church's values and mission. This may include inspirational quotes, biblical references, or images that promote a sense of community and belonging. All artwork and signage should be consistent with our brand guidelines and colour palette.
   
   

7. Lighting and acoustics:
   The lighting and acoustics of our church buildings should be carefully considered to create a comfortable and uplifting environment. Natural light should be maximised where possible, with the use of skylights, large windows, and glass walls. Artificial lighting should be warm and inviting, with the ability to adjust brightness and colour temperature to suit different activities and events. Acoustics should be designed to ensure clarity of sound and minimise echoes and reverberation.

By carefully considering the aesthetics and atmosphere of our church buildings, we can create spaces that are not only functional and adaptable, but that also inspire and uplift our congregation and the wider community. We believe that the design of our buildings should reflect the joy, hope, and love that we find in Christ, and should create a sense of belonging and connection for all who enter.

Technology and audio-visual requirements

As a contemporary pentecostal church, we recognise the importance of technology and audio-visual systems in enhancing the worship experience and supporting the various activities and events that take place within our church buildings. However, we also believe that these systems should never distract from the primary message and purpose of our gatherings, which is to connect with God and with one another.

Key considerations for technology and audio-visual requirements include:

1. Video projection or video wall:
   Depending on the size of the space and the available budget, we will consider the installation of a high-quality video projection system or video wall. This system will be used for the display of lyrics during worship, notes and illustrations during presentations, and video playback during services and events. The system should be easily visible from all areas of the space and should be capable of displaying clear and crisp images.
   
   

2. Audio system:
   A high-quality audio system is essential for ensuring that all members of the congregation can hear and engage with the service. The system should be designed to provide clear and balanced sound throughout the space, with the ability to adjust volume levels and control sound sources in different zones. The audio system should be capable of supporting both speech and music, with a range of microphones and instruments able to be connected as needed.
   
   

3. Lighting system:
   The lighting system should be designed to create an engaging and immersive atmosphere, with the ability to adjust brightness and colour to suit different moods and activities. The system should be energy-efficient and easy to control, with the ability to create dynamic and engaging lighting scenes. Consideration should also be given to the use of natural light, with the ability to control and adjust window coverings as needed.
   
   

4. Data network:
   A reliable and fast data network is essential for supporting the various technology systems and devices used within the church building. Both wired and wireless networks should be installed, with sufficient bandwidth and coverage to support multiple devices and users. The network should be secure and easy to manage, with the ability to control access and permissions as needed.
   
   

5. Security system:
   The safety and security of our congregation and visitors is of paramount importance. As such, we will install a comprehensive security system, including video surveillance, smart door locks, and access control systems. The security system should be easy to use and manage, with the ability to monitor and control access to different areas of the building.
   
   

6. Smart automation:
   Where possible, we will incorporate smart automation technology into our building design, allowing for the easy control and management of lighting, heating, and cooling systems. This will not only improve energy efficiency but will also create a more comfortable and welcoming environment for our congregation and visitors.
   
   

7. Assistive technology:
   We will ensure that our technology and audio-visual systems are accessible to all members of our congregation, regardless of ability. This may include the use of assistive listening devices, closed captioning, and other technologies that support those with hearing or visual impairments.
   
   

8. Flexibility and adaptability:
   Our technology and audio-visual systems should be designed with flexibility and adaptability in mind, allowing for easy reconfiguration and expansion as our needs change over time. All systems should be modular and scalable, with the ability to add or remove components as needed.

By carefully considering our technology and audio-visual requirements, we can create a dynamic and engaging worship environment that supports the needs of our congregation and enhances the overall experience of our services and events. We believe that technology should be a tool for ministry, helping us to connect with God and with one another in new and meaningful ways.

Sustainability and energy efficiency

As a church, we recognise the importance of environmental stewardship and the role we play in caring for God's creation. When designing our church buildings, we prioritise sustainability and energy efficiency to minimise our environmental impact, reduce operating costs, and create a positive legacy for future generations.

Key considerations for sustainability and energy efficiency include:

1. Compliance with local and state requirements:
   Our church buildings will be designed to meet or exceed all local and state regulations related to sustainability, energy efficiency, and environmental protection.
   
   

2. Integration with the local community:
   The design of our church buildings will take into account the architectural style, materials, and aesthetics of the surrounding community, ensuring that our facilities blend harmoniously with the local environment.
   
   

3. Energy-efficient systems:
   Where budget allows, we will prioritise the use of energy-efficient systems, such as:

1. High-efficiency HVAC (heating, ventilation, and air conditioning) systems

2. LED lighting with smart controls

3. Energy-efficient appliances and equipment

4. Solar panels or other renewable energy sources
   
   

4. Natural lighting and ventilation:
   Our buildings will be designed to maximise the use of natural lighting and ventilation, reducing the need for artificial lighting and mechanical ventilation systems. This will be achieved through strategic window placement, skylights, and passive ventilation techniques.
   
   

5. Eco-friendly materials:
   We will prioritise the use of eco-friendly, locally sourced, and recycled materials in the construction of our church buildings. This may include:

1. Low-VOC (volatile organic compound) paints and finishes

2. Recycled or reclaimed building materials

3. Sustainably harvested wood products

4. Eco-friendly insulation materials (such as Hempcrete)
   
   

6. Water conservation:
   Our church buildings will incorporate water-saving features, such as low-flow plumbing fixtures, rainwater harvesting systems, and water-efficient landscaping, to reduce water consumption and minimise our impact on local water resources.
   
   

7. Waste reduction and recycling:
   We will design our buildings to support waste reduction and recycling efforts, with clearly designated areas for sorting and storing recyclable materials, as well as composting facilities for organic waste.

By incorporating these sustainable design features and prioritising energy efficiency, our church buildings will not only minimise our environmental impact but also reduce operating costs over the long term. This approach aligns with our commitment to financial stability and creating a positive legacy for future generations.

Furthermore, by demonstrating our dedication to environmental stewardship through the design of our church buildings, we hope to inspire and encourage our congregation and the wider community to adopt more sustainable practices in their own lives. This reflects our belief that caring for God's creation is an essential part of our faith and our responsibility as stewards of the Earth.

Budget and timeline

As a church, we recognise that our resources may be limited, but we are blessed with a strong community of volunteers who are willing to contribute their time and skills to help build our church facilities. While we will make the most of this volunteer labour, we also understand the importance of ensuring that all work is carried out to the highest standards of quality and safety.

Key considerations for budget and timeline include:

1. Professional oversight:
   All construction work will be overseen by qualified builders and professionals who will ensure that the work is carried out to the required standards and complies with all relevant building codes and regulations.
   
   

2. Work Health and Safety (WHS):
   We will prioritise the health and safety of all volunteers and workers involved in the construction of our church buildings. This will include:

1. Providing appropriate training and safety equipment

2. Conducting regular safety briefings and risk assessments

3. Ensuring that all work areas are properly secured and maintained

4. Appointing a dedicated WHS officer to oversee safety protocols
   
   

3. Insurance compliance:
   We will ensure that all necessary insurance policies are in place before any work commences, including public liability insurance, workers' compensation insurance, and any other policies required by law or our church's risk management strategy.
   
   

4. Site access and security:
   We will maintain a secure log book of all people entering and exiting the work site, including volunteers, contractors, and visitors. This will help us to monitor site access and ensure the safety and security of all those involved in the construction process.
   
   

5. Incident reporting:
   We will maintain a register of all incidents and accidents that occur on the work site, no matter how minor. This will allow us to identify and address any potential safety issues and ensure that we are meeting our reporting obligations under WHS legislation.
   
   

6. Volunteer management:
   We will establish clear protocols for managing and coordinating volunteer labour, including:

1. Scheduling and rostering of volunteers

2. Providing appropriate supervision and guidance

3. Ensuring that volunteers are working within their skill levels and capabilities

4. Recognising and celebrating the contributions of our volunteers
   
   

7. Budget management:
   We will carefully manage our construction budget to ensure that we are making the most effective use of our resources. This will involve:

1. Developing detailed cost estimates and budgets for each phase of the project

2. Regularly monitoring and reporting on expenditure against budget

3. Identifying opportunities for cost savings and efficiencies

4. Seeking the additional funding or resources where necessary to ensure the successful completion of the project
   
   

8. Timeline management:
   We will establish a clear timeline for the construction project, taking into account the availability of resources, the complexity of the work involved, and any external factors that may impact the project. We will regularly review and update the timeline as the project progresses, communicating any changes or delays to all stakeholders.

By carefully managing our budget and timeline, and by making the most effective use of our volunteer labour and professional expertise, we believe that we can successfully deliver our church building projects while maintaining the highest standards of quality, safety, and financial responsibility. This approach reflects our commitment to being good stewards of the resources that God has entrusted to us, and to creating a positive legacy for future generations of our church community.

Future Planning and Flexibility

At Generocity Church, we prioritise designing spaces that can adapt to future growth and changes. This includes thoughtful planning of parking and shared spaces to support different uses at different times, thereby optimising land use and cost efficiency. By incorporating modular and scalable design principles, we ensure that our buildings can easily expand or be reconfigured to meet the evolving needs of our congregation and the community.

Key considerations for future growth and adaptability include:

1. Maximising building footprints:
   Where possible, we will seek to maximise the footprint of our new church buildings, even if the full space is not required immediately. This will allow for future expansion and growth without the need for costly and disruptive building works in the future.
   
   

2. Designing for future use:
   We will design our church buildings in such a way that they can be easily adapted for other uses in the future, should the need arise. This may include:

1. Ensuring that the building layout and structure are suitable for a range of commercial or community uses

2. Incorporating flexible and adaptable spaces that can be easily reconfigured for different purposes

3. Considering the potential for future subdivision or sale of the building
   
   

3. Open-plan design:
   Where possible, we will prioritise open-plan design in our church buildings, allowing for maximum flexibility and adaptability of use. This will enable us to easily reconfigure spaces for different activities and events and to accommodate changes in our church's needs over time.
   
   

4. Modular and scalable design:
   We will consider the use of modular and scalable design principles in our church buildings, allowing for easy expansion or contraction of spaces as needed. This may include:

1. Using movable walls or partitions to create flexible spaces

2. Designing building services (e.g. electricity, plumbing) to allow for future expansion

3. Considering the use of prefabricated or modular building components
   
   

5. Technology and infrastructure:
   We will design our church buildings with the latest technology and infrastructure in mind, ensuring that they are equipped to support the needs of our church both now and in the future. This may include:

1. Incorporating high-speed internet connectivity and digital media capabilities

2. Designing for the use of renewable energy sources and energy-efficient systems

3. Considering the potential for future technology upgrades and additions
   
   

6. Accessibility and inclusion:
   We will design our church buildings to be accessible and inclusive for all members of our community, regardless of age, ability, or background. This may include:

1. Incorporating universal design principles to ensure ease of access and use for all

2. Providing facilities and amenities that cater to a range of needs and preferences

3. Designing for the use of assistive technology and mobility aids

By designing our church buildings with future growth and adaptability in mind, we can ensure that they remain valuable and relevant assets for our church and the wider community over the long term. This approach reflects our commitment to being good stewards of the resources that God has entrusted to us and to creating a positive legacy for future generations.

We recognise that designing for future growth and adaptability may require additional investment and planning upfront, but we believe that this is a wise and necessary investment in the future of our church. By taking a long-term view and considering the potential for change and growth, we can create church buildings that are not only fit for purpose today, but that will continue to serve the needs of our community for many years to come.

Supplemental Material

Brand Colours

Open Design Inspiration

This collection of Images showcases an open design with flexible zones for seating, reading, retail, kitchen etc. When talking about a central hub that supports many varied activities, inspiration has been derived from these images (written summary below).

Written summary derived from these images:

Several key architectural themes and design elements emerge from these images that can be considered in the design brief for Generocity Church's new physical spaces.

1. Open floor plans:
   The spaces should feature open, fluid layouts with minimal walls or partitions to promote flexibility, collaboration, and a sense of community. Different functional zones can be delineated through strategic furniture placement and layout.
   
   

2. Natural light:
   Abundant natural light should be a priority, achieved through large windows, skylights, and glass walls. This will create a bright, airy, and welcoming atmosphere that enhances well-being and productivity.
   
   

3. Industrial aesthetic:
   Incorporating industrial elements such as exposed ceilings, ductwork, metal beams, and polished concrete floors can give the spaces a raw, authentic character. This aesthetic can be balanced with warmer, more organic materials to create an inviting ambiance.
   
   

4. Nature-inclusive design:
   Integrating natural elements like indoor plants, living walls, and views of outdoor green spaces can help connect occupants with nature and promote a sense of well-being.
   
   

5. Flexible furniture:
   A diverse mix of seating options, including sofas, lounge chairs, stools, benches, and various table configurations, can accommodate different activities, group sizes, and postures. Furniture should be modern, comfortable, and easily reconfigurable.
   
   

6. Colour and materiality:
   A neutral base palette can be enlivened with strategic pops of bright, energising colours in furniture, artwork, and accents. A mix of materials, such as wood, metal, fabric, and concrete, can add visual interest and tactile diversity.
   
   

7. Architectural features:
   Unique architectural elements, such as distinctive ceiling treatments (e.g., hexagonal tiles or tiles in the form of our logo, exposed trusses), feature staircases, or sculptural lighting fixtures, can create visual interest and a memorable sense of place.
   
   

8. Indoor-outdoor connectivity:
   Where possible, spaces should flow seamlessly to adjacent outdoor areas through large windows, glass doors, or movable walls. This blurs the boundaries between inside and outside, expanding the usable space and promoting a connection with the surrounding environment while also inviting those on the outside to enter the space.
   
   

9. Residential-inspired touches:
   Incorporating elements that evoke a sense of home, such as cosy seating areas, plush rugs, artwork, and accessories, can make the spaces feel more inviting, comfortable, and conducive to community-building.
   
   

10. Technology integration:
    Thoughtfully integrating technology, such as high-quality audio-visual systems, digital displays, and robust wireless connectivity, will be essential to support modern worship services, presentations, and community events.

By incorporating these architectural themes and design elements, Generocity Church can create physical spaces that are not only functional and flexible but also inspiring, welcoming, and reflective of its values and mission. The goal is to craft environments that foster spiritual growth, creativity, collaboration, and a strong sense of community, while also being adaptable to future needs and growth.

Gathering Feedback

To ensure our spaces meet the diverse needs of the church and community, we will actively gather feedback from different lead pastors and stakeholders throughout the design and construction process. This will help us understand their preferences and priorities for the spaces, allowing us to make informed decisions that reflect the collective vision of our leadership team.

Summary

The "Design Brief for Physical Spaces" outlines Generocity Church's commitment to creating buildings that are not only functional and adaptable but also deeply integrated with the community's needs. Our design approach prioritises flexibility, multi-functional use, and sustainability, ensuring that our spaces can evolve with the changing dynamics of our congregation and community.

Key aspects of our design approach include:

1. Adaptable and Multi-functional Spaces: Our buildings are designed to support a wide range of activities, from worship services to community events. This flexibility is achieved through the use of modular and scalable design elements, such as movable walls and partitions, which allow spaces to be reconfigured as needed.

2. Community Integration and Support: We aim to create spaces that support a variety of community-based activities, such as food security programs, op shops, disability services, and employment support. This approach ensures that our facilities are not just places of worship but also hubs of community engagement and support.

3. Future Growth and Adaptability: Our buildings are planned with future growth in mind, including provisions for expanding parking and shared spaces to accommodate different uses. This foresight ensures that our facilities remain relevant and valuable assets for the long-term needs of our congregation and the wider community.

4. Aesthetic and Technological Considerations: We emphasise the importance of creating welcoming and inspiring environments through thoughtful aesthetic choices and advanced technology integration. This includes the use of brand colours, natural lighting, and modern audio-visual systems to enhance the worship experience and community activities.

5. Sustainability and Energy Efficiency: We are committed to environmental stewardship, incorporating sustainable building practices and energy-efficient systems. This includes the use of renewable energy sources, eco-friendly materials, and design elements that maximise natural lighting and ventilation.

By adhering to these principles, Generocity Church aims to build spaces that reflect our core values and mission. We believe that through careful planning and design, our buildings will not only meet the current needs of our congregation but also serve as enduring community assets for generations to come.

Appendices

Appendix A

Contact Information

• Detailed Contact List: The handbook includes a detailed contact list for church leaders, staff, and key departments. This list is essential for facilitating effective communication and coordination within the church.

• Leadership Contacts: Contact information for senior pastors, campus leaders, and department heads is provided for easy access and reference.

• Administrative Support Contacts: Contact details for administrative support roles, including business managers and safer churches coordinators, are also included.

FAQ and Additional Resources

• Common Questions: This section addresses common questions related to church operations, programs, and policies. It serves as a quick reference guide for both new and existing members.

• Additional Resources: Links to further reading, external resources, and training materials are provided for those who wish to explore certain topics in more depth.