The Redeemed Christian Church of God

VICTORY HOUSE BAHRAIN

MINISTERS’ MANUAL
(CODE OF CONDUCT)

©SEPTEMBER 2015
 RCCG – VICTORY HOUSE
Ministers’ Manual
SEPTEMBER 2015

Contents
1 RCCG VICTORY HOUSE Ministers’ Manual 1
1.1 Introduction 1
1.2 Foreword 1
1.3 Benefits of the Operational Manual 1
1.4 Accessing the Manual 2
1.5 Updating the Manual 2
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2 Policy on Professional Conduct of Ministers 3

2.1 Guidelines for Ministers’ Responsibilities 3
2.2 Guidelines for Ministerial Conduct 4
2.2.1 Character and Execution of Duties 4
2.2.2 Commitment to Continuous Self-Improvement 6
2.2.3 Conduct Towards Church Meetings 6
2.2.4 Conduct During Church Meetings 7
2.3 Guidelines for Newly Assigned Ministers 8

3 Policy on Church Planting 9

4 Minister Meeting Schedules and Rosters 10

4.1 Ministers’ Rosters 10
4.2 Ministers’ Meetings 10

5 Organizational Chart 11

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1 RCCG VICTORY HOUSE Ministers’ Manual

1.1 Introduction
As the RCCG VICTORY HOUSE Model Parishes continues to grow globally, it has become
necessary to have a standardized and documented approach to the conduct and operation of
the ministerial team..
This document is a first version that has been created to achieve that purpose. It is by no
means an exhaustive documentation of everything that the minister needs to note, it is only
provided as a guide. Accordingly it is also subject to change and modification based on needs
and approval of the Pastorate.

1.2 Foreword
The hub of the pastoral ministry is trust. This is due to the intricacies of dealing with the
vulnerable, the sick and the weak. As such, ministers are expected to work within a defined
framework in the discharge of their responsibilities. The professional code of conduct, church
planting and welfare policies for ministers within the Redeemed Christian Church of God are
vital with the hope of achieving the best possible practice amongst ministers.
These guidelines are also provided to enable ministers avoid likely pitfalls and aid good
practice amongst RCCG VICTORY HOUSE ministers.
The work of being a minister is quite demanding and it is hoped that the guidelines will assist
ministers in maximizing their potentials by focusing on the hallmarks of their calling and the
people they serve thereby endearing our hearts and aspirations to the sacredness of our
calling.

1.3 Benefits of the Ministers’ Manual

The provision of this manual offers a number of benefits to RCCG BAHRAIN ‘MINISTER. These
include:
1. It ensures continuity of the work such that in the absence of one or more people, the
ministerial team can continue to function effectively.
2. It serves as a good tool for welcoming new joiners to the team and to give them an
induction.
3. It helps clarify to the ministerial team what they are doing well and what they need to
improve on.
4. It serves as a quick reference for every minister and helps them to ensure the delivery of
quality service at all times.

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1.4 Accessing the Manual

This document will be made available to ministers of the Rehoboth Assembly Doha as required
for the administration of their assigned tasks.
NOTE: This is a proprietary product of the VICTORY HOUSE of the Redeemed Christian Church
of God but may be used and adopted by other churches within the RCCG network and outside
as they may require.

1.5 Updating the Manual

All updates to the manual shall be approved by the Pastorate and implemented by all ministers
as required.

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2 Policy on Professional Conduct of Ministers

The Redeemed Christian Church of God (RCCG) commits to a code of practice for its ministers
regarding their responsibilities to the Mission and general conduct when performing their
duties as ministers to the congregation and other members of the public. This policy document
thus provides guidelines on the boundaries of acceptable professional conduct and moral
etiquette expected of all ministers within the RCCG.

2.1 Guidelines for Ministers’ Responsibilities

a) Ministers have the responsibility of teaching, leading and pioneering missionary
endeavours for RCCG.
b) Ministers should encourage or empower people through theological or leadership training
programs to engage in missionary work. Such involvement in missionary works can include
actual visits and engagement in a mission field, financial support and sponsoring other
missionary activities.
c) Ministers should ensure that well-laid out and accessible discipleship training is available
to edify and enhance the members of their congregation to renew their Christian
commitment.
d) Ministers should consistently nurture the flock through various church programmes. The
programmes should meet the religious and socio-economic aspirations of the
congregation.
e) Continuous personal education is a pathway to personal development. Ministers should
continually seek to improve their ministerial knowledge through formal and informal
avenues.
f) Ministers should consistently endeavour to critically examine their communication skills
and their preaching patterns to continually adapt to the congregation. This will create
fresh perspectives on various communicative styles.
g) Ministers should avoid the use of personal illustrations that might constitute a breach of
confidentiality.
h) The sacredness of the Biblical doctrines as espoused by RCCG in the Statement of Faith
should be upheld by all ministers.
i) Ministers should consistently identify the composition of their congregation in order to
minister effectively to the needs and aspirations of their members.
j) Preaching engagements should solely be by invitation and not be solicited by Ministers.
k) Ministers should endeavour to enhance their spiritual growth through:
i. Mentoring
ii. Counselling
iii. Coaching
Ministers should have someone to turn to for pastoral and spiritual care.

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l) Ministers should have adequate family and recreational life. Personal health indices should
consistently be evaluated due to the mental and physical demands of the ministry.
m) Ministers within the RCCG are subject to disciplinary measures if by commission or
omission they are found wanting morally, doctrinally, relating to financial impropriety or
disobedience to constituted authorities. Such misconduct is not limited to occurrences
within the church setting but also to reported cases involving ministers outside the church.
These shall be investigated and appropriate disciplinary measures taken as prescribed by
the disciplinary committee with the approval of the Pastorate
n) Disciplinary decisions will be implemented as directed by the pastorate

2.2 Guidelines for Ministerial Conduct

2.2.1 Character and Execution of Duties

a) The Minister is expected to follow the tenets of good character as listed in the bible.
Particular emphasis is on the characteristics listed by Apostle Paul to Timothy :
i. Blameless, faithful to his one wife, exercise self-control, live wisely, a good
reputation with outsiders, enjoy having guests in his home, able to teach, not
given to alcohol or violence , gentle i.e. not quarrelsome, faithful in their secular
jobs, not love money, able to manage his own family well, their wives must also
be well respected. 1st Timothy3 vs. 1-13.
b) Ministers should give pastoral care sensitively to the sick, the distressed, the dying and the
bereaved. This includes being conscious of gender and other socio-cultural considerations
during ministration.
c) In the discharge of pastoral responsibilities, ministers should endeavour to offer dignity
and equal opportunities to all and sundry.
d) Ministers should understand the difference between pastoral care and counselling in the
discharge of their responsibilities. Ministers should be mindful of possible legal
implications that could arise as a result of improper or indecent pastoral care.
e) A minister should consistently be sensitive to the place of meeting, the arrangement of
furniture, lighting, pastoral attire and the use of touch.
i. Since touch is sensitive and suggestive, ministers should consistently clarify any
pastoral care that might entail touching a member with his or her consent.
ii. In case the recipient of such pastoral care is mentally incapacitated, incoherent or
a minor. A minister should always obtain consent form the next of kin or guardian
before any pastoral care is administered.
f) Ministers should not be emotionally involved in pastoral care or counselling. A minister
should consistently know his or her emotional limits and avoid circumstances,
environment or people that could bring his/her character to disrepute.
g) Ministers are enjoined to maintain appropriate ethical boundaries in pastoral care and
avoid physical or suggestive sexual relationship with the opposite gender. Similar
boundaries should also be maintained emotionally and psychologically.

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h) Ministers should consistently exercise restraint not to abuse the position of trust especially
in the discharge of pastoral care to the vulnerable, children, the elderly or the opposite
gender.
i) Ministers should avoid a manipulative, suggestive or abusive disposition to those to whom
they minister.
i. Ministers should always realise that those they give pastoral or spiritual care to
might be vulnerable and as such at no time should their pastoral care be
misconstrued as abusive.
j) It is grossly inappropriate to have suggestive physical contact with the opposite gender;
and even when such contact involves the same gender it must be polite and free of any
suggestive undertones.
i. For example, a handshake could be appropriate with the same gender, but
indiscriminate hugging or a pat on the back to the opposite gender can be
misconstrued as patronising and suggestive of sexual intent.
k) Ministers should refrain from coercion, manipulation or flagrant imposition of their views
on the flock. Condemnatory words, attitudes and suggestive isolation of the recipient of
pastoral care should be avoided by all means.
l) Ministers should avoid misuse of words or abusive disposition in the use of scriptures
during their preaching, teaching, leadership or pastoral care. The sacredness of the Bible
and the Office of a minister should always be treated reverently by ministers.
m) Ministers should avoid seeking sexual, emotional or psychological advantage in the
discharge of their responsibilities.
i. Sexual advantage is potentially a landmine. This could constitute legal prosecution
should a case of sexual abuse be established
n) Ministers should always maintain confidentiality of pastoral information at their disposal
except, such information might constitute
i. A threat to the life of someone
ii. A crime against the state or
iii. A breach to public peace
o) Ministers should at no point in time be an accessory or accomplice to any crime or be
perceived to pervert the course of justice.

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2.2.2 Commitment to Continuous Self-Improvement

All ministers are expected to continually seek opportunities to improve themselves in their
areas of Ministry to further increase the impact of their ministration. While the church will
provide opportunities for ministers to improve themselves, each member is also encouraged
to take it as a personal calling. As Paul said “And herein do I exercise myself” (Acts 24:16 - KJV)
Therefore each minister is expected to:
a) Read, listen to and watch Christian materials that will improve his/her understanding of
the work of ministry.
b) Attend conventions, seminars and programmes that will release fresh spiritual impartation
for the ministry.
c) Engage in practical tips on how to improve communication including public speaking,
homiletics, English and Grammar improvement, impactful presentations etc.
d) Regularly review one’s ministrations and request the Holy Spirit on guidance on how to
improve.
However it should be noted that spiritual discernment is required in executing the above as
the bible forewarns us that false teachers and false prophets will increase in the last days.

2.2.3 Conduct Towards Church Meetings

All ministers are good Christians and are expected to be model workers in the RCCG as such
the following conduct should be demonstrated towards church meetings:
a) Regularly and punctually attend all scheduled minister meetings especially the weekly
prayer meetings.
b) Regularly review roster to be sure of when he/she is ministering to make adequate
preparation.
c) Attend Workers’ Meeting on Fridays regularly and punctually.
d) Attend Friday School regularly and punctually.
e) Attend Midweek Services regularly and punctually.
f) Attend House Fellowship meetings regularly and punctually.
g) Attend Friday Services regularly and punctually.
h) Punctually attend other special services and meetings including Healing Service, Workers’
Workshop amongst others.
i) Ministers assigned to share the Word on Friday Services are advised to share the title of
their message with the Choir at least one day before (as far as possible) to ensure a flow
between the message and song ministrations.

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2.2.4 Conduct During Church Meetings

The conduct of ministers during the Service greatly influences the overall spiritual temperature
of the Service. Accordingly, the following is expected of all ministers:
a) Actively participate in the Service – prayers, bible reading, sermon etc.
i. The minister should be a good example to the congregation of how to behave during
services. “…. Being examples to the flock” (I Pet 5:3)
ii. A minister should not appear distracted while prayers are going on
iii. A minister should be alert and sensitive while the Word is being shared.
b) Prayerfully support others ministers while they are ministering during the Service
i. Supporting any ‘altar calls’ with prayers.
ii. Supporting choir ministrations with prayer.
iii. Supporting other forms of ministrations with prayers as guided by the Holy Spirit.
c) Demonstrate the highest level of discipline in keeping to the scheduled timings ( I Cor.
14:32)
i. Any minister who habitually exceeds allotted time will be sanctioned.
d) Be ready to immediately take up impromptu tasks as assigned during the service to fill a
gap or meet a need.
e) Readily mix with the members of the congregation before and after service to meet needs
and care for the flock.
i. Consequently, ministers (who are not officiating) are free to sit anywhere within the
congregation (If they so desire).
ii. Officiating ministers should mandatorily sit at the designated ministers seat(s) for
quick access to the pulpit. .

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2.3 Guidelines for Newly Assigned Ministers

The RCCG VICTORY HOUSE Model Parish is an integral part of the Redeemed Christian Church
of God (RCCG) worldwide and is in full alignment with the vision and mission of RCCG.
However, in addition to this global vision, the RCCG Rehoboth Assembly Model Parish has its
own culture, unique way and approach to achieving this global vision.
Accordingly it is important for every minister especially the newly assigned ones to understand
this unique approach and align with it completely. To ensure this is achieved, the following
guidelines are provided for all newly assigned ministers:

a) All newly assigned ministers to the RCCG VICTORY HOUSE shall be required to undergo a
familiarization / Induction Period of minimum of 3 months.
b) During this period, such a minister shall be expected to attend all ministers’ meetings
and attend all church services.
c) During this period, the newly assigned minister shall not be allowed to minister to ensure
he/she fully understands the RCCG VICTORY HOUSE unique approach.
d) After the completion of the Induction Period, the minister may be assigned to various
assignments at the discretion of the Pastorate.

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3 Policy on Church Planting

The RCCG VICTORY HOUSE is committed to church planting in consonance with the vision of
the Church.
a) The Pastorate shall give priority to Church planting in relation to the available financial and
Human resources at the Church disposal in consonance with RCCG Church planting
mandate and strategy.
b) For Churches planted outside of BAHRAIN, the Pastorate shall give a fixed (one-off)
subvention to the new parish (The subvention can be spread over some months as decided
by the Pastorate.
c) Churches will be planted within BAHRAIN (to the extent possible) as well as outside
BAHRAIN.
d) The newly-established parishes in BAHRAIN will be assisted by the Pastorate of the Parent
Church until such a time that the new parish becomes fully autonomous.
i. The exact time when new parish becomes fully autonomous is at the discretion of
the pastorate.
e) The newly-planted church will initially commence as an off-shoot of the parent church.
f) To have oversight of a parish, a minister:
i. Should have attended School of Disciples and/or Bible College with proof of
academic attainment.
ii. Must be an ordained minister in the RCCG.
iii. Should have gone through the mandatory RCCG VICTORY HOUSE familiarization /
Induction period.
iv. Must be married and living with his wife in the location of operation, with the wife
available to support in ministerial activities as required.
v. The above criteria must be fully met before the concerned minister can have
oversight function of a parish.
vi. Any waiver to be given on the above requirements will be at the discretion of the
Pastorate.

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4 Minister Meeting Schedules and Rosters

Various meeting schedules and rosters are prepared for ministers to ensure a smooth
administration. Ministers are expected to check the rosters regularly to be aware of their
direct involvement and prepare accordingly.

4.1 Ministers’ Rosters

The rosters to be prepared include:
a) Friday Service Roster – to cover Prayers, Bible Reading, Preaching, Announcements and
Offering.
b) Digging Deep Roster – to cover Preaching, Offering and Announcements (where required).
c) Holy Communion Service Roster – to cover Prayers, Bible Reading, Testimonies, Preaching,
Offering and Administering the Communion.
d) Healing Service Roster – to cover Prayers, Testimonies, Preaching and Offering.

e) All assigned ministers on the roster are expected to perform this duty as assigned and
within the allotted time.

f) If for any reason the minister is not able to minister he/she is to inform the Pastorate as
soon as possible in order to secure a replacement.

4.2 Ministers’ Meetings

To ensure the continuous alignment of vision and communication of important information,
the ministers shall meet on a regular basis. Some of these meetings will include:
a) Weekly Prayer Meetings – at least once a week for a short duration. Ministers are
expected to come fasting for this meeting.
b) Monthly/Quarterly Meetings – this will typically be for a longer duration.
c) Other Special Meetings.
The Pastorate shall communicate the details of each of these meetings appropriately.

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5 Organizational Chart

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End of Minsters’ Manual

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