CATHOLIC CHARISMATIC RENEWAL-CENTRE, ADOM FIE

GHANA

OPERATIONAL STRATEGY AND GUIDELINES

2ND EDITION
September, 2017

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TABLE OF CONTENTS

Page
1.0 INTRODUCTION …………………………………………….…………….………….......4

1.1 Historical Background …………………..………….…….…………………….……4

1.2 Inaugural Records ………………………………………….………………….……..5

2.0 OPERATIONAL STRATEGY ………………..………………….……………………6

2.1 Vision & Mission ……………………………….……………………………...6

2.2 Core Values ………………………………………………..…………………..6
2.3 Key Departments……….………………………………….………...………..7

2.3.1 Coordination, Administration & Finance………………………

2.3.2 Formation & Missions…………………………….……….………... 7
2.3.3 Ministries & Ministration…………………………….……………… 7
2.3.4 Youth & Volunteers………..…….………………………………...... 7
2.3.5 Community & Social Life.……………………………………….…. 7
2.3.6 Adom Multi-Media & Technical Services (AMATS) ……..…..… 7
2.3.7 Hospitality and Maintenance……………………………………..…7

2.4 Key Goals ………………………………………………………………………7

2.5 Decade Goals ………………………………………………………………..…8
2.6 Organizational Structure ……………………………………….…………....9

Organogram…………………………………………………………………...12
2.6.1 Fraternity of Catholic Charismatic Covenant Communities &
Ministries …………………………………………………………..………..……...13
3.0 Adom Fie Key Departments’ objectives, goals & responsibilities.…14

3.1 Coordination, Administration & Finance………………………..

3.1.1 Financial Management at Adom Fie……………………..
3.2 Formation & Missions…………..………………………………….14
3.2 Ministries & Ministration…………..……………..………………..18
3.3 Youth & Volunteers…………..…………………………………….20
3.4 Community & Social Life……….….……………………………….22
3.6 Adom Multi-Media & Technical Services (AMaTS)….……….…46
3.7 Hospitality & Maintenance….……………………………………...36

4.0 Conditions of Service at Adom Fie…………………………………………..51

5.0 Conclusion…………………………………………………….………………....57

Prayer of Communion……………………………………………………….58

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 ADDENDUM

Organizational Structure of Adom Fie……………………………………………53

Communiqué: Consultative Forum for the 40th Anniversary…………………54

Key Roles and Responsibilities in the CCR-Ghana Organogram…………...56

Bishops Conference, Episcopal Chairman…….…………………….…………..56

National Service Team (NST) Core…………………………….…......................57

National Service Team (NST) Chairman………………………………………….57

Episcopal Liaison…………………………………………………..........................57

Director………………………………………………………..….…………………...57

Provincial & Diocesan Service Team's Unit Coordinators……………………57

Diocesan Coordinator……………………………………………………………….58

National Treasurer……………………………………………………………………58

National Secretary……………………………………………………………………58

Departmental Objectives, Goals and Action Plans for 2018-2020

Adom Fie Staff Disciplinary Policy

Adom Fie Rooms & Halls Allocations & Functions

Staff Status & Responsibilities

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LIST OF ABBREVIATIONS

ADST - Arch Diocesan Service Team

CCCC - Catholic Charismatic Covenant Communities
CCCCM - Catholic Charismatic Covenant Communities &
Ministries
CCR - Catholic Charismatic Renewal
CSR - Centre for Spiritual Renewal
DST - Diocesan Service Team
DYCT - Diocesan Youth Coordinating Team
FSC - Formation and Service Centre
GOSCOM - Gospel Spread Community
GSS - Growth in the Spirit Seminars
ICCRS - International Catholic Charismatic Renewal
Services (Rome)
ICPE (Mission) - Institute of World Evangelisation
ICT - Information & Communication Technology
ITI-CCR - Inter Tertiary Institutions – CCR
KNUST - Kwame Nkrumah University of Science &
Technology
LCT - Leadership Coordinating Teams
LEAD - Leadership, Empowerment And Development
LSS - Life in the Spirit Seminars
LST - Local Service Team
Msgr. - Monsignor
NCT - National Coordinating Team
ND - National Director
NMCs - National Ministries Coordinators
NMCTs - National Ministries Coordinating Teams
NST - National Service Team
NYCT - National Youth Coordinating Team
OBOB - One Bread, One Body
PA - Public Address (System)
PSTs - Parish Service Teams
UK - United Kingdom
USA - United States of America
SOLID - School of Leadership in Discipleship
CCO - Catholic Christian Outreach

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1.0 INTRODUCTION

1.1 HISTORICAL BACKGROUND

The Catholic Charismatic Renewal (CCR) movement started in the 1970s

specifically in Takoradi by Rev. Fr. Bob Gilmour, a Holy Cross missionary from
the USA. Its formal national coordination however started in the early 1980s by
Rev. Fr. Ernst Sievers, a ‘White Father Missionary’ from Germany, with the
Ghana Catholic Bishops’ Conference approval. From 1970 to 2011, the CCR
grew to about 2000 prayer groups in twenty (20) Dioceses and in ninety (90)
Tertiary Institutions including the Major Seminaries in Ghana. However, from
2011 to 2017, the number of prayer groups reduced to about 1,600 due to
various disturbing challenges.
The Late Msgr. Ireneous Songliedong of Wa Diocese took over from Rev. Fr.
Sievers who was requested to relocate to Germany in 1984. During their terms of
office, Fr. Sievers operated from the Centre for Spiritual Renewal (CSR), Kumasi
while Msgr. Songliedong operated from Wanye Renewal Centre in Wa.

Following the recommendation by the Caribbean team led by Msgr. Michael

Kosak who was invited to organize Life in the Spirit Seminar (LSS) and National
leaders training in 1982, the CCR was structured to comprise the National
Service Team (NST), Diocesan Service Teams (DSTs) and Local Service Teams
(LSTs). The idea of forming the National CCR Centre was then conceived by the
NST in the late 1980s.

In July, 1991, a proposal for the appointment of the first Lay National Coordinator
of the CCR, in the person of Mr. Anthony Osei Assibey, which was addressed to
the Bishops’ Conference in 1990 received approval.

Msgr. Richard Kyeremeh was also appointed Episcopal Liaison. The National
Office of the CCR started to operate in the same year from a rented house - old
Adom Fie1 (House of Grace)

1
Formation & Service Center
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 In August 1995 during a national congress at Christ the King Cathedral in the
Catholic Diocese of Sunyani, the NST launched the CCR-Ghana Vision
Statement, and committed to build a National Formation & Service Centre (FSC)
in response to the decade (1990-2000) of evangelisation declared by Saint Pope
John Paul II.

The Theme of the Vision was then "Fanning into flame the gift of the Holy Spirit
towards the reliving of the Pentecost experience." - (2 Tim 1:6 & Acts 2-4). The
foundation stone of the FSC was laid on All Saints Day, November 1, 1995, and
in the Jubilee year 2000 the CCR National Office started operating in the new
and present Adom Fie. In the same year, the status of the National Coordinator
was changed to CCR National Director.

1.2 INAUGURAL RECORDS

The coming into being of the CCR – Ghana and its key FSC component gives
importance to the memory of the following landmarks of its commencement and
growth:

1.2.1 The First General Guidelines for CCR Ghana was approved by the
Bishops' Conference in 1981 at Wa to provide some basic directives for the
running of the Renewal in Ghana. It was revised in 2006.

1.2.2 There was a prophetic sense to establish a National Coordinating Office

during NST meeting between1987-1988.

1.2.3 During the National Leaders Conference held in 1995 at Sunyani,

Christ the King Cathedral, the vision of CCR-Ghana was launched in response to
the Decade of Evangelisation declared by Saint Pope John Paul II.

1.2.4 The first CCR Pan African Conference was held in Ghana in July 2007.
Twenty-two countries from both Anglophone and Francophone Africa attended.

1.2.5 The Youth Ministry in Ghana was formally asked in 2009 during the CCR
Anglophone Pan African Conference in Nigeria, to champion the Youth Ministry
in Africa.

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 1.2.6 Decade (2010-2020) Goals were set during the National Leaders
Consultative Forum in March 2010 in Kumasi, and formally launched during the
40th Anniversary Conference in August, 2010. This has allowed CCR-Ghana to
work towards some inspired concrete targets.

1.2.7 Adom Fie Operational Strategy and Guidelines. This document has
become necessary in order to spell out the modus operandi and their
accompanying operational directives for the Ghana CCR National Office.

1.2.8 Completion and Dedication of Adom Fie: In the Jubilee year 2000,
God’s providence helped the NST to complete the Administration section of the
building project, and the National Office has since operated from there. The
remaining section took over 17 years to complete. Upon completion in the year
2017, a ceremony was held on 2nd December, 2017, to formally dedicate Adom
Fie to God for the work of renewal and evangelisation.

2.0 OPERATIONAL STRATEGY

2.1 VISION AND MISSION

Adom Fie plays a major role in influencing the leadership of the CCR in Ghana,
but has no pastoral responsibility over any LST and/or DST. Its vision is to
"witness and play a leading role in offering services to promote all the
Catholic charismatic realities," that is, Prayer Groups, Evangelisation
Ministries, Covenant Communities among others.

As wished and declared in 1998 by Saint Pope John Paul II, Adom Fie is also
committed to "promote the co-existence of the institutional and charismatic
dimensions of the Church."

Mission Statement - (Mission explained in simple terms)

The Mission of Adom Fie is "To coordinate the Catholic Charismatic

Renewal, raise and train disciples and leaders for the Renewal and
Evangelisation services in Ghana and beyond."

2.2 CORE VALUES

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 The values upheld and promoted by Adom Fie with the help of the Holy Spirit,
are:
 Responding to God's love for conversion and holiness.
 Praying, worshiping and feeding on God’s Word.
 Being obedient to God’s Word and Church teachings.
 Promoting team work, community building and the spirit of unity.
 Witnessing and discipling others.
 Being Charismatic, discovering our charisms and using them
appropriately.
 Being servants and good stewards.

2.3 KEY DEPARTMENTS:

The outline of the Key Departments of Adom Fie is as follows:

2.3.1 Coordination, Administration and Finance (CAF)

2.3.2 Formation and Missions (FMs)
2.3.3 Ministries and Ministration (MM)
2.3.4 Youth & Volunteers (YV)
2.3.5 Community and Social Life (CSL)
2.3.6 Adom Multi-Media and Technical Services (AMaTS)
2.3.7 Hospitality & Maintenance (HM)

2.4 KEY GOALS

1. Provide on-going formation and training in leadership and

evangelization.
2. Furnish Adom Fie building, equip and staff it adequately.

3. Promote and establish various Charismatic Ministries

Coordinating Teams at the national level with operational
guidelines.

4. Promote, establish and support Provincial and Field

Coordinating Teams and offices for effective outreach to the
dioceses.

5. Be financially self-sufficient, especially regarding staff support, by

raising about Hundred Thousand Ghana cedis (100,000 – about
25,000 USD) locally by 2020 through Adom Fie services and
sponsorship drive.

6. Publication
6.1 To supply about 10,000 free copies of every publication of
OBOB to Senior High School Students by 2020.

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 6.2 Be equipped by 2020 to produce training manuals and bi-
yearly Newsletter or Magazine, and establish reference
library.

7. Community Life – To seek approval for Adom Covenant Family

Statutes and seek to its full implementation by 2018

2.5 DECADE GOALS

As part of the preliminary events leading to the celebration of the 40 th anniversary

of CCR-Ghana, the 1st National Consultative Forum was held to discuss the
efforts of the Renewal over the years. Out of this meeting came a communiqué
(find in the addendum) which led to the development of an Action Plan, resulting in
the adoption of seven goals for CCR-Ghana for the next decade. The Action Plan
(Decade Goals) has since been accepted and adopted by the National Service
Team on the eve of the feast of the Body and Blood of Christ on 5 th June, 2010.

The decade was declared a "Decade of Personal, Family, Parish, Diocesan, National
and International renewal and evangelization." The goals are as follows:

1. Develop and train about 10,000 key leaders who will in turn train about
30,000 leaders for prayer and cell groups, ministries, families and
parishes.

2. Build relationships by promoting and upholding Small Sharing and Cell

groups, Family and Community life in all prayer groups and the various
leadership teams including the National Office.

3. Strengthen the existing four (4) PSTs, twenty (20) DSTs and ITI – CCR
link with the National Office, through modern means of communication to
ensure effective decentralization efforts.

4. Promote Parish, Diocesan and National evangelization and missionary

teams in Ghana and abroad.

5. Build and equip the National Office with human resource and facilities to
ensure effective and efficient delivery of services.

6 (a) To raise 1,000 partners who will contribute at least ¢50.00 a month and
as many friends as possible to contribute at least ¢10.00 by the year
2020.

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 6 (b) Strengthen Adom Foundation by instituting Adom Foundation Day where
local groups will be urged to have a collection on that day towards Adom
Foundation.

6 (c) Complete all targeted projects.

7. With the registration of the Catholic Charismatic Renewal Centre and the
Hospitality Unit, the Centre will continue to seek out partners in the area
of business and fundraising.

These seven goals also became the goals of Adom Fie within the decade (2010-2020).

2.6 ORGANIZATIONAL STRUCTURE

The following organizational chart of the National Formation and Service Centre
– Adom Fie –Ghana, is structured to appropriately implement the mission, vision,
goals, activities and relationship-building strategies of the CCR:

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 2.6.1 FRATERNITY OF CATHOLIC CHARISMATIC COVENANT
COMMUNITIES, CENTRES and MINISTRIES (FCCCCCMs)

 ICCRS and Vatican recognize FCCCCCMs as part of CCR realities

 CCR leadership in Ghana thus recognizes, acknowledges, promotes
and protects CCR realities in community and ministry life, and also
nurture and ensure growth of lay vocations.
 The CCR leadership seeks ecclesia maturity and acceptance by the
Hierarchy

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  The CCR Centre seeks to embark on special projects, programmes and
missions with FCCCCCMs members in collaboration with various PSTs,
DSTs, and Adom Fie

Currently, Adom Fie connects and works with the following Covenant
Families:
a. Adom Covenant Family, Adom Fie - Kumasi
b. Shalom Family - Wa
c. Evergreen Family – Accra
The Centre is open to receive and welcome other ministries that wish to be part
of what the Lord wants to do.

2.6.2 OBJECTIVE OF FCCCCCMs:

 Provide a common umbrella for the various Catholic Charismatic realities

 To promote Catholic Charismatic ministries and covenant communities

 To provide common guidelines to help ministries and communities maintain their

Catholic spirituality and identity.

 To meet together, share ideas, learn from one another and chart a common way
forward.

 To create an environment for those who feel called to full time ministry to
respond to God while maintaining their Catholic faith and identity.

NB: Find Key roles and responsibilities attached in the addendum.

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 3.0 ADOM FIE KEY DEPARTMENTS’ OBJECTIVES, GOALS AND RESPONSIBILIES

3.1 COORDINATION, ADMINISTRATION AND FINANCE

3.1.1 Objectives of the Department:

 Coordinate all the various activities of the Centre and provide general
coordination towards the vision and mission of the Renewal in Ghana.
 Provide support services to the various leadership teams; NST, PSTs, A/DSTs,
LSTs
 Initiate fundraising drives to ensure good financial standing and ensure good
accountability of the financial resource of the Centre
 Provide administrative oversight and services at the centre
 Ensure proper maintenance and keep records of Adom Fie facility

This department covers the following areas and their related activities:
3.5.2 General Secretariat Division

3.5.2.1 The General Secretariat shall:

 Be responsible for all secretarial duties at Adom Fie.
 Be under the supervision of the Director and also offer support
to other Departmental Heads.
 Prepare and keep records of the Director’s itinerary.
 Ensure safety of all administrative gadgets by reporting
anomalies to the maintenance unit.
 Their day-to-day work will be supervised by the Administrative
Manager
 Perform any other relevant duties assigned by the Director

The following are other functions of the General Secretariat:

3.5.2.1 Meetings:

 Be responsible for planning, organizing and arranging all

meetings of the Centre in consultation with the Director.
 Coordinate General Staff meeting quarterly in consultation with
the Director and the Administrative Manager.
 Coordinate quarterly Administrative Staff meetings in
consultation with the Director and the Administrative Manager.
 Coordinate NST and Core meetings yearly in consultation with
the Director
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  Coordinate Departmental meetings as scheduled with the
Department Head
 Prepare and circulate agenda for meetings in consultation with
the Director
 Record and circulate minutes for meetings prior to the meeting
date.

3.5.2.2 Filing and Record Keeping:

 Adopt a common filing system: Diocesan, Geographical,

Chronological etc.
 File all incoming and outgoing mails in their respective files.
 Index all filings for easy access.
 Treat all private mails as “CONFIDENTIAL”
 Keep reports of all ministerial programmes facilitated in Adom
Fie in their respective files (in both hard and soft copy mode)

3.5.2.3 Photocopying and Binding:

 Ensure availability of stationery
 Ensure that all photo-copies made at the Centre, apart from
official documents of the Centre, are charged appropriately.
 Ensure safety of equipment by regular cleaning.
 Forward all payments to the Accounts Office.

3.5.3 Human Resource Division

The greatest asset of Adom Fie is the human resource capital, and therefore
has to be managed with all diligence. In the absence of an HR Officer, the
Administrative Manager shall function as such and shall work with a team.

The HR Desk or team would ensure that plans are made for the recruitment
and engagement of the required, optimum and quality workforce for the
present and the future. This will be done in consultation with the National
Director and final approval by the NST.

3.5.3.1 Human Resource Management:

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 It will be the responsibility of the HR in consultation with the Director to
determine:

 What type of skilled labour is required to do a particular work?

 Where should the particular type of skilled labour be found?
 What type of\and the level of training, education and
development should be given to improve the skill of the worker?
1. The HR may look within or without to identify and invite prospective
candidates for screening, interview and selection for temporary or
permanent engagement.
2. The HR will invite potential employees to sign on and do voluntary
work at Adom Fie. The employee would be observed closely by the HR
and the Director and any other person(s) appointed by the HR.
3. He/she will have to make sure that interviews are organized after
which approval would be done by the NST.
4. He/she would have to give appointment letters indicating the job
description, conditions of service, and all other necessary information
that the employee would have to know.
5. The HR will be responsible for either the preparation of salary
vouchers for workers for payment to be made by the Finance Officer,
or shall ensure that the Finance Office prepares salary vouchers for
workers and pay them accordingly.
6. Shall ensure that the Finance Office duly pays the Income Tax and
SSNIT Contributions of employees.
7. Shall liaise with the HEARD welfare committee in addressing all staff
welfare issues.

3.5.3.1.1 Nature of Ministry:

By virtue of Adom Fie ministry and area of administration, all personnel

who are engaged at Adom Fie, should have at least, a sense of calling
into ministry and be willing to work with some level of sacrifice and
volunteerism.

3.5.3.1.2 Team work & Effort:

Every effort shall be made to ensure unity and team work among staff
members to foster synergy.

3.5.3.1.3 Staffing Various Departments:

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 The HR would be responsible for putting in place succession plan to
enable continuity of work in the various departments in case of long
absence and vacancy.

3.5.3.1.4 Full Time Staff: Part Time, Volunteer

Should there be any vacancy at the Office, the HR will declare the position
open and the following process would be followed to recruit and appoint a
new person to fill the vacancy.

1. Identify the appropriate source(s) of labour and invite those

identified for selection and possible engagement.
2. Allow the identified persons to submit their application letters
and CVs with reference to the opened job.
3. Screen the applications and short list at least two (2) potential
candidates for interview.
4. After satisfying the conditions of the panel, the successful
candidate would be recommended to the NST for appointment.
5. Flexible appointment mechanisms shall be adopted in engaging
staff. (See Addendum for details)

3.5.3.2 Conditions of Service

 The HR Function will ensure that employees enjoy their full
rights as employees even as they observe the terms and
conditions of service, as well as disciplinary policies.
 The HR must also ensure that employees obey the
guidelines and disciplinary rules set for their specific
departments and units.

3.5.4 FINANCIAL MANAGEMENT AT ADOM FIE

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 The Stewardship Committee, working together with the Finance Office, is the
function of Adom Fie responsible for acquiring funds, managing and planning
for the expenditure of funds.

Apart from God and His children, the survival of Adom Fie largely depends on
money (Eccl.10:19). For this reason, it is important to have a strong finance
team (Stewardship Committee working together with the Finance Office) that
will ensure financial effectiveness and efficiency at Adom Fie.

3.5.4.1 Objectives

The Stewardship Committee, working together with the Finance Office of Adom
Fie, is to ensure that it raises funds and also ensure proper management of the
funds raised and also manage all funds of Adom Fie. The team is to ensure
that there are enough funds available for the Centre to execute its Vision and
Mission.

3.5.4.2 Responsibilities

The Stewardship Committee, of which the Finance Officer is part, is

responsible for the following duties:

3.5.4.2.1 Financial Reports (monthly, quarterly, and annually):

Prepare Receipts and Payments account, Income and Expenditure

account and financial position of Adom Fie in consultation with and
approval by the National Director.

These financial reports reflect the income and expenses calendar year,
January 1, to December, 31. The annual report will be submitted to the
National Service Team (NST) for its review, questions and approval during
business session.

3.5.4.2.2 Staff Payroll and Salaries payment:

Prepare staff payroll and payment of Salaries.

Once a person is engaged to work, the department needs to prepare to

pay wages or allowances. Payments must cater for both staff members

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 and volunteers since Adom Fie also depends on volunteers. All
allowances paid to volunteers must be approved by the National Director.

3.5.4.2.3 Employee Taxes & Contributions:

Employee payroll taxes: support staff

After withholding the appropriate taxes from each employee’s wages, the
office must pay the IRS portion of these withholding taxes.

The Office's contribution to staff Social Security shall be made

accordingly.

3.5.4.2.4 Reimbursement Plan:

Accountable reimbursement plan

Staff members may have personal expenses for which the Finance
Department needs to reimburse them. For instance, a staff may use his
personal money for fuel. He will have to then submit a request for
reimbursement, justifying the basis for the expense (with a receipt where
applicable).

3.5.4.2.5 Reconciliation:

Review and Reconcile both Adom Fie Account and Bank Statement.

The financial Statement is a record of all deposits, cancelled cheques and

fees. It is critical to reconcile the monthly bank statement immediately.
Reconciling the bank statement reveals the office’s true bank balance.

Failure to do so may cause the department to over withdraw its account.

The reconciliation report should be printed and filed with the bank
Statement. This makes it easier for auditors to audit the bank statements
and reconciliation reports.

3.5.4.2.6 Disbursement of Funds:

Disburse funds for the running of the Centre, Prepare the monthly imprest
for the various Departments at Adom Fie.

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 3.5.4.2.7 Quarterly Accounts:

Shall prepare a quarterly overall summary of Adom Fie' Accounts for

approval by the National Director.

3.5.4.2.8 One Bread One Body (OBOB):

Liaise with AMaTS (which is in charge of the publicity, production, and

distribution of OBOB) in keeping proper records and preparing statement
of accounts for all One Bread One Body (OBOB) subscribers.

3.5.4.2.9 Bank Accounts:

Lodge all monies received into the appropriate Bank Accounts within three
days upon receiving.

3.5.4.2.10 Internal and External Auditing:

Be responsible for internal auditing and invite external auditors.

Although Adom Fie’s bank statements and financial records are

reconciled, the leadership needs to review a monthly and annual financial
statement. There is the need to set the standard of ethical conduct and
accountability.

An audit promotes accountability, and for this reason, it is also important

to have an independent firm/team to review its books. If the Centre cannot
afford an audit, it may want to consider a review. A review detects
irregularities in bookkeeping practices and is less expensive. It often
comes with a letter that lists recommendations for management on
improving accounting.
It reviews the internal controls with suggestions to improve them. An audit
report brings integrity to the Finance Department that handles the
resources of Adom Fie.

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 3.5.4.2.11 Other Financial Documents:

Prepare any other financial document as and when required.

3.5.4.2.12 Investments:

Engage in profitable investments, in consultation with the National

Director/Board of Directors.

3.5.4.2.13 Inventory:

Keep registers to track inventory.

3.5.4.2.14 Annual Budget:

Propose yearly budget for approval.

3.5.4.2.15 Accounts' Books:

Keep proper books of account or ledgers.

3.5.4.2.16 Other Duties:

Perform any other relevant duties assigned by the National Director

3.5.4.3 Information Systems/Computers

Modern accounting software should always be available at the office to

facilitate day to day entries and generation or various reports. The system
should have the approved charts of accounts to guide personnel on spending
transactions.

3.5.4.4 Strategic Planning Management

The National Stewardship Committee shall in consultation with the National

Director and management project into the future events and transactions that
can be managed profitably. This shall include new projects, businesses, and
office and staff management among others. Periodically, the team would come
out with a business plan showing the way forward for the National Office.

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 3.5.4.5 Banks & type of Accounts/Mode of lodgement

The Finance and Business Office shall open account(s) with Financial
Institution(s) and make regular payment of monies received. All cheques shall
bear the signatures of the National Director, NST Treasurer and the
Accountant/Account Officer. Monies received shall be lodged into the following
bank accounts:

1. Barclays Bank – Account 1- for Formation & general operations: 027

1091877
2. Barclays Bank – Account 2- for Special Projects: 027 1042493
3. Barclays Bank – Account 3- ($ Account) for International Projects and
Funding: 0641149918
4. Eco Bank – Account 1 – for Hospitality & Catering Services: 021
3114402612801
5. Eco Bank – Account 2 – for Ministries’ and Community Church Funds
6. Eco Bank –Accounts 3 – for Missions (₵ Account):
0213074402612801
7. Eco Bank –Accounts 3 – for Missions ($ Account):
0211094402612801
8. Ghana Commercial Bank – for AMaTS, Publications and Sales:
6011130013110

Aside managing the above stated accounts, Finance Office shall also manage
and be in charge of the Office’s mobile money accounts.

3.5.4.6 Funding and Projects

The Finance Office shall source its funds from the following:

 DSTs Contributions—10% budget allocation

 Project Proposals— proposals for financial support
 Adom Covenant Family (ACF) – contributions from ACF Cells.
 Friends & Partners of Adom Fie— monthly contribution of at least GH
¢50.00 and GH¢10.00 respectively.
 Investments—Invest in cloth and any other lucrative venture(s)
 Commercial activities— e.g. Adom Fie hospitality and Catering Services
 All other Fund raising activities

3.5.4.7 Stewardship Committee’s Relationship with the NFSC:

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 The committee is established to assist the National Service Team of the
NFSC in its fundraising efforts according to the CCR Guidelines Article
5(H).
3.5.4.7.1 Composition of the Stewardship Committee

The Committee shall consist of at least five persons including Financial

Secretary and/or Treasurer, member for budget, and member for audit.

This Committee sources funds for Adom Fie and shall therefore keep
constant touch with departments and units that bring funds to the Centre.
E.g. Hospitality Department and AMaTS Sales Unit

3.5.4.7.2 Yearly Schedule, Activities & Meetings:

The Committee shall meet as follows:

 Quarterly Meeting:

Meet quarterly and prepare financial reports

 Stewardship Meeting:

Annual Stewardship Meeting in February

 Friends, Partners & Fund-Raising Meeting:

Annual Friends & Partners gathering and Fund Raising in September

 Agents Meeting:
Annual Agents Meeting in October

NB: The National Stewardship Committee will have the overall oversight
responsibility of all Financial Dealings of the Centre.

NB: KEY PERSONNEL WITHIN THE DEPARTMENT:

 The Director and Assistant Director
 Administrative Secretary and Assistant
 Finance Officer and Assistant(s)

21 | P a g e
 Committees & Teams
ii. Administration & Management Team
a) Secretarial Team
b) Human Resource Team
iii. Stewardship Committee

3.1 FORMATION AND MISSIONS:

GOAL: To create yearly opportunities for about 2000 members to be formed and sent
out on missions and outreaches through developing curriculum and running training
programmes at the Centre.

This Department handles the following units and their related activities:

a. Formation
b. Missions

3.1.1 Formation

Objectives

i. To create opportunities for people to be informed, formed and

transformed through teachings, prayer, the Word and in the power of the
Holy Spirit

ii. To Develop Curriculums and Formation Manuals for training and

formations

iii. To develop Resource Teams and Facilitators who will see to the
various formation programmes run at the Centre.

3.1.1.1. Pentecost experience:

The Renewal has been unique in promoting the experience of Pentecost

Grace (Baptism of the Holy Spirit; out pouring of the Holy Spirit), resulting
in the stirring up of the spiritual gifts (Charisms), thereby equipping the
Saints for missions and evangelisation.

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 Embracing the culture of Pentecost, our heritage, as promoted by Pope
Benedict XVI, every effort shall be made to sustain our prophetic and
evangelical role in the mother church.

3.1.1.2 Key leaders:

In order to deepen and promote the use of Charisms, effort shall be made
to ensure ongoing yearly formation of key leaders, who could be models
and also form others at the local level. Targeted among these leaders are
the following:

 National Office Staff

 Prayer group leaders (LSTs/DSTs/NST)
 Ministries leaders (NMCs/NMCTs)
 Community leaders

3.1.1.3 Pastoral Ministry Agents:

In order to ensure adequate pastoral care to the Renewal, efforts shall be

made to introduce and involve the following pastoral ministry Agents:

 Bishops
 Priests and Religious
 Major Seminarians
 Catechists

3.1.1.4 Training

3.1.1.4.1 Core Values:

Typical among Ecclesial movements and communities are hunger for

Prayer, the Scriptures, Community life and Witnessing by the power and
the influence of the Holy Spirit.

Training in achieving and living such core values as stated in point 2.2
above shall be promoted.

3.1.1.4.2 Programmes:

Workshops, Seminars and Conferences shall be organised in the following

tested courses and programmes, and new ones shall also be sought to
address emerging local needs.

 LSS
 GSS

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  Prayer meeting Dynamics
 Bible Schools
 School of Charisms
 Schools of Ministries
 Course Paul
 Alpha Course
 Unbound – 5-Keys Method for Deliverance
 WIL Programme
 NEW PELS

3.1.2 MISSIONS

Objective: To promote the sense of missions among Catholics & give them
opportunities to go into missions

3.1.2.1 Missions: Outreach Wing of CCRC

The Missions Unit is the outreach wing of Adom Fie that handles the Parish,
Diocesan, National and International missions and their related activities.
Depending on available resource and the leadings of the Holy Spirit, yearly
missions shall be prayerfully considered.

3.1.2.2 Invitations

All invitations shall be brought to the notice of the Director and the Staff. National
and International engagements shall be made known to the NST Chairman
and/or the NST Core, and the Episcopal Chairman of the Department of Pastoral
Ministry and Evangelization.

3.1.2.3 Teams

Raising mobile teams and reaching out in teams shall be promoted.

3.1.2.4 Local

 Parishes
 Dioceses

Adom Fie shall make every effort to support and reach out to Priests
(Parishes) and Bishops (Dioceses) that would like to embrace or open to its
vision and mission. The focus of such outreaches shall be among others,
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 programmes of Renewal and Evangelisation. The ultimate goal shall
however be forming leaders and also establish and work with Parish and
Diocesan teams.

3.1.2.5 International

In accordance with the Great Commission, Adom Fie shall reach out to the
ends of the world in the power of the Holy Spirit. Specifically, the following
regions shall be targeted:

 West Africa
 Ghanaian and African Catholic communities and prayer
groups in the Diaspora (Europe and North America)
 Others

3.1.2.6 Partners in Mission

Adom Fie shall seek partners in Mission with individual friends and groups
as directed by the Lord. There shall be an M.O.U signed by both parties
subject to the approval of the NST Core.

 Friends
The following ministries and groups, since the year 2000, have
partnered with Adom Fie in mission and produced appreciable fruit.
 ITI-CCR KNUST
 Kumasi ADST
 Renewal Ministries, USA
 Companions of the Cross, Canada
 Heart of the Father’s Ministries, USA

Since the year 2016, Thee Mustard Seed Foundation has also
been identified by Adom Fie and has been in partnership with the
Foundation in the area of funding.

3.1.2.7 International Missions Guidelines (IMG)

Adom Fie has drafted IMG to direct and develop its missions. Copy of IMG
is in the Addendum.

3.1.2.8 Funding and Donations

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 Adom Fie shall be responsible in raising funds for Missions. Donations
shall be used to settle cost of Missions including the stipends and upkeep
of team members. The intention of Donors shall be respected. If
designation of donation is not specified by the Donor(s), the Director in
consultation with the NST Core shall decide on the use of donations.

NB: KEY PERSONNEL AND COMMITTEES

 Head of Formations, and
o All Ministries Coordinator
o National Ministry Coordinators

 Missions Coordinator, and

o Mission Team(s) (MTs)
o Local Leadership Teams (LLTs)

3.2 MINISTRIES AND MINISTRATION

GOAL: To ensure that Adom Fie in practice becomes the school that forms and equips
CCR – Ghana Ministry Leaders at all levels to do things the right way regarding
Ministries and Ministration.

This Department handles the following units and their related activities:

a. Ministries
b. Ministration

3.2.1 Ministries

Objectives:

i. To ensure harmonious coordination of all

ministries in the Renewal.
ii. To ensure the growth of ministries
iii. Developing Manuals and Curriculums for the training and formation
of Ministries
iv. To coordinate Ministries Formations
v. To build a bio-data and regular updating of data of
Team members
or Ministry leaders

3.2.1.1 National Office Staff:

26 | P a g e
 By virtue of their vocation and commitment, the National Office Staff is
expected to stand in the gap on behalf of the Renewal by praying daily,
and fully participate in a ten-(10) hour weekly Wednesday Adoration at
Adom Fie.

Limited and requested ministration by those who call at Adom Fie shall be
encouraged.

Ministration Desk and Day(s) shall be established and well-coordinated.

3.2.1.2 Development and Coordination:

Presently, Adom Fie continues to nurture and develop remarkably the

following Ministries and look forward to do the same for others also to
emerge:

1. Intercession
2. Music & Worship
3. Teaching
4. Outreach
5. Healing & Deliverance
6. Youth
7. Women
8. Children
9. Abrahamic; Council of Elders; Think Tank
10. Prophetic

3.2.1.3 Team work:

In following Jesus’ example and model, Ministries are expected to ensure

team work and also promote healthy relationship among ministries.

3.2.1.4 Guidelines:

All ministries under the coordination and supervision of the National Office
shall operate with Guidelines spelling out leadership, objectives, finances,
meetings, among others.

3.2.1.5 National Ministries Coordinators (NMCs):

NMCs shall be recommended by National Ministries for appointment by

the NST through the Director.

3.2.1.6 ALL MINISTRIES DESK

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 There shall be an All Ministries Desk which shall be headed by an All Ministries
Coordinator.
The Desk shall perform the following functions;
 Coordinate National Ministries Coordinating Team Meetings yearly with
National Ministry Coordinators.

3.2.2 Ministration
Objectives:
i. To ensure that Adom Fie positions itself effectively (physically, spiritually and
emotionally) to bring reforms to ministrations and also create nationally
accepted models of ministration
ii. To develop ministration teams who will minister prayer to people on set days
at Adom Fie
iii. To seek the spiritual growth and development of all staff through bible
discussions, retreats and prayer sessions
iv. To sharpen the teaching skills of staff members
v. To coordinate and ensure effectiveness in Adom Fie Staff prayer meetings.
vi. To encourage periodic staff retreats along the lines of major seasons of the
Church

NB: KEY PERSONNEL AND COMMITTEES

 Head of Ministries (All Ministries Coordinator), and
o National Ministry Coordinators

 Head of Ministration, and Ministerial Assistants

o Ministration Team(s)

3.3 YOUTH AND VOLUNTEERS

3.3.1 Objectives of the Department

a. Raising Youth Leaders and preparing them for the next generation
b. Coordinating the Youth Activities at the National Level and
providing support services to the Renewal in the Tertiary
Institutions.
c. Promoting and Coordinating Volunteerism in the Renewal.
d. Providing a common umbrella to unite the various Youth Groups in
the Renewal at all Levels.

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 This Department handles activities in the following areas‫׃‬

 Management of the Youth Office

 DSTs Youth Coordination
 ITI-CCR
 National Youth Conference and programmes coordination
 Organization of Youth Department/Office Meetings
 Volunteer recruitment and coordination
 Reaching out to SHS/JHS

3.3.2 General Administration and Office Management:

The Youth Office at Adom Fie will serve as the Secretariat of the Youth
Ministry of the CCR in Ghana and all its constituents as it looks beyond to
champion the cause of the Youth Ministry in Africa. It shall be responsible
for the following duties:

 Plan and Organize all meetings of the:

 National Youth Coordinating Team (NYCT)
 Any other meetings in relation to the National Youth
Ministry
 Minutes Taking and Reporting:
 Where there is the need, the Youth Office shall supply
volunteers to help take minutes and record the
proceedings of meetings and programmes at Adom
Fie.
 Shall prepare a report for the NYCT to present during
the reporting session of the National Service Team.

 Filing and Documentation:

 Shall file all documents in relation to the National
Youth Office
 Shall document and file all reports presented at
YOMT Meetings, as well as at NYCT meetings.

3.3.3 Planning, Budgeting, Implementation, Monitoring & Evaluation – The

Youth Office shall:

 Draft annual plans in consultation with the NYCT for approval by

the NST.

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  Draft annual programmes in consultation with NYCT for
consideration in the annual programmes of Adom Fie.
 Draft annual budgets in consultation with NYCT and submit to
the Finance Office.
 Implement all decisions and resolutions of the NYCT.
 Prepare a checklist for monitoring & evaluating the outcome and
output of its work which will inform effective decision making.

3.3.4 Financial Management:

The Youth Office shall be responsible for the following financial tasks:

 Prepare an annual budget in consultation with the YOMT and

NYCT for submission to the Finance Office.
 Prepare and Report on annual financial statements to YOMT
and NYCT.

3.3.5. NB: KEY PERSONNEL AND COMMITTEES

:
 Youth Office Management Team (YOMT)
 National Youth Ministry Coordinator
 Youth Administrator
 Youth Office Assistant
 Secretary (NYCT Secretary)
 Volunteers
 Standing and Working Committees of the NYCT

3.4. COMMUNITY AND SOCIAL LIFE

3.4.1 The Department is established to promote Community and Social Life through the
following Organs/Units:

1. Marriage and Family Life

2. Adom Family HEARD Welfare Scheme
3. CCR Communities and Other Charismatic Realities
 Adom Covenant Family (ACF)
 Fraternity of Catholic Charismatic Covenant Communities, Centres and
Ministries (FCCCCCMs)
4. Adom Construction and Estates Services (ACES)
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 5. Formations (For community and Social Life Building)

3.4.2 The Department has the following Objectives:

1. Promote loving relationships at all levels, as commanded by our Lord Jesus

to love one another as He has loved us.
2. Establish Christian neighbourhoods
3. Promote good Christian Marriage and Family Life
4. Set models for Catholic Covenant Communities as a Charismatic Reality
5. Provide Supporting Services to Christian Homes and Families eg. HHASS
and HEARD Projects
6. Care for lives, build Christian Communities and a lasting and long term
relationships by providing comfortable and affordable shelter/housing in a
secured and healthy environment for members of the Renewal and other
people.

7. Provide a common umbrella for the various existing and/or emerging

charismatic realities
3.4.3 Staff

The Kingdom of God advances through relationships. Every effort shall

therefore be made to build and develop relationships among the following
seven (7) categories of staff members which have emerged over the years,
with residential and non-residential statuses:

i. NST – Bishops’ Conference Appointee (The

Director)
ii. Key Full Timers
iii. Supporting Full Timers
iv. Part Timers
v. Volunteers
vi. Staff in Residence
vii. Non-Residential Staff

3.4.3.1 NST – Bishops' Conference Appointee:

The Director, who is a full-time staff, is recommended by the NST and

appointed by the Bishops’ Conference, must be a team and community
builder. Due to the magnitude and sensitivity of his/her task, he/she

31 | P a g e
 shall need the backing and support of a wider community in addition to
the full support of the NST.

As a national figure he/she should make every effort to ensure unity in

the leadership front, making sure the CCR family in Ghana grows in
oneness of mind, heart and purpose.

3.4.3.2 Key Full Timers:

Like the Director, these are full time staff members who feel called and
are willing to share in the CCR Ministry and confirmed by the CCR
leadership (LST/DST/NST/National Office, etc).

The NST Core (the Chairman) shall approve such staff upon the
recommendation by the Director. They shall fully team up and support
the Director to head and manage Adom Fie towards the realization of
the vision of CCR Ghana and the mission of Adom Fie.

3.4.3.3 Supporting Full Time Staff:

These are usually non-residential staff members whose engagements

are necessary for manning the work at Adom Fie. The Director shall
have the mandate to engage such staff as deemed necessary.

3.4.3.4 Part Timers:

These are staff members who share in the vision and mission of Adom
Fie and could only offer part time services. The Director shall have the
mandate to engage such staff as deemed necessary.

3.4.3.5 Volunteers:

These are Renewal members who want to share in the vision and
mission of Adom Fie with their expertise irrespective of where they live.
The National Office Volunteer’s Guidelines shall be used in this mode of
engagement.

3.4.3.6 Staff in Residence:

If possible, residential provision shall be made for the Director and

some staff members at Adom Fie. Efforts shall be made to enable such
staff members live and share their vocation as a community. They shall
be:
 Faithful in living the core values as stated in point 2.2 above

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  Active members of Adom Fie household family and participate
in all gatherings and sessions: Church services, prayer
meetings, etc.
 Involved in working towards the maintenance of Adom Fie
 Each other’s (brothers/sisters) keeper in the Adom Fie
household.

3.4.3.7 Non-Residential Staff:

By virtue of being a Staff of Adom Fie, non-residential staff

members should make effort not to tarnish the image of Adom Fie.
They shall promote healthy relationship with residential staff.

3.4.4 Sacrificial and Team Work

Considering the fact that Christian and Charismatic Ministry is a generous

service from people towards the needs and salvation of all, there is the
need to engage disciples convinced of their call, dedicated and committed
to the service of others. This demands sacrifice, team and community
effort.

3.4.5 Strength in Team and Community effort

Adom Fie Ministry would survive and be sustained on a strong team and
community forming the base to provide and offer the needed services to
the CCR and the Church as a whole.

3.4.6 Adom Family as a Catholic Charismatic Covenant

Community

Motivated by God’s love, the present key staff members, volunteers and
support from Friends of Adom Fie have contributed greatly to where we
are now. There is therefore the urgent need to consolidate this base of
support comprising staff, volunteers and friends, hence the establishment
of Adom Family as a Catholic Charismatic Covenant community.

3.4.6.1 Adom Family shall:

 Be a Catholic Charismatic Covenant Community

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  Be the basic structure comprising a network of Adom Covenant
Family Cells, and the mother cell based and operated from
Adom Fie.
 Be Family Covenant Cells expected to hold two (2) hour
monthly household fellowship meetings.
 Comprise of Adom Fie Staff, Volunteers and Friends.
 Have a three-member leadership core for Covenant Family
Cells.
 Commit and support the ministry of Adom Fie and also promote
a sense of social and community life among the wider CCR
Family in Ghana and beyond. The support shall include the
following among others:

1. Commitment to Pray for Adom Fie

2. Participation in specific Adom Fie Ministries
3. Faithfully contribute financially in support of Adom Fie

3.4.6.2 Leadership of Adom Family

 Adom Covenant Family (ACF) Core shall see to the

development of the Community & Social life Department
 Leadership Meetings in the following manner:

1. Each Cell Core shall be expected to meet quarterly

2. The Adom Family Core shall be expected to meet quarterly
3. General meeting/session comprising all cell leaders shall be
held yearly.

3.4.6.3 The Guidelines of Adom Family

The Guidelines of the Adom Covenant Family has been approved by

the CCR Ghana leadership (NST Core), and a copy is put in the
Addendum to this document.

3.4.6.4 CCR Community Church

Adom Covenant Family (ACF) shall pilot a model community

church with the name CCR Community Church. This
Community Church shall be an integral part of ACF and the
Community and Social Life Department.

NB: KEY PERSONNEL and UNITS

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  The Head of CSL Department
 Adom Covenant Family (ACF)
 CCR Community Church
 Home Hospitality and Assistance Services School (HHASS)
 HEARD Welfare Scheme
 Marriage and Family Life
 Adom Construction and Estate Services (ACES)
3.6 ADOM MULTI-MEDIA AND TECHNICAL SERVICES (AMaTS)

The department shall work and be guided by the following objectives:

1. To promote multi-media evangelisation

2. To set up and manage a multi-media Library
3. To manage a website for the Renewal in Ghana
4. To provide technical services to Adom Fie
5. To attend to the publication needs of the Centre.
6. To see to the Data management of the Centre
7. To provide High quality standard Photo, Audio and Video coverage for all
programmes

3.6.1 The Language of the Modern Man

Media, including ICT, is a language of the modern man. Therefore, to

advance the cause of renewal and evangelization among modern men, we
have to speak the language of the modern man. Adom Fie ministry thus
needs to be well equipped and positioned to face the challenges of the
modern means of communication; thus, the need for an efficient Media &
Technical Service.

3.6.2 The Core Team

AMaTS shall be run by a three-member core team who will ensure

effectiveness in the activities of the department.

AMaTS as a department, and per their objectives, has the following

responsibilities:

3.6.3 Website:

 Development
 Content Management
 Maintenance
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 3.6.4 Publications:

Publications shall be a unit of the Media Department of Adom Fie and

shall operate with the name, “Word of Love Publications”

3.6.4.1 Functional Areas:

The Unit has two main functional areas; namely, the publications and the
publicity, illustrated in the following diagram:

PUBLICATIONS PUBLICITY

EDITORIAL WORK MARKETING,

PUBLICIZING
SALES AND
DESIGN RENEWAL
DISTRIBUTION
PRODUCTION ACTIVITIES
ACTIVITIES

Fig 1.0 Functional Structure

3.6.4.2 Word of Love Publications shall innovate and continue with

the following publications:

 Adom link

 Life in the Spirit Seminar (LSS) Manual

 Growth in the Spirit Seminar (GSS) Manual

 One Bread One Body (OBOB) devotional booklet

 Ministry guidelines

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  CCR approved guidelines

 Other publications.

3.6.4.2.1 Publicity

 Intensive strategies shall be put in place to ensure adequate

sales of all productions.

3.6.5 AMaTS Services:

The following services shall be made available with their respective costs:

 CD impression
 CD duplication
 Audio production (recording and editing)
 Video production (coverage and editing)
 Photo coverage, lamination and documentation
 Public address system (P.A system) acquisition and management
 Projector and Mobile Screen

NOTE: The cost of each service’s production shall be pasted at the office door.

3.6.5.1 Projected Services:

 Mobile Media Unit

 Radio Broadcasting
 Television
 Multi-Media Library

3.6.5.2 Production Team:

The team shall be made up of personnel to function in the following units,

with the Coordinator as the head:

 CD impression and duplication

 Audio recording
 Audio editing
 Video coverage
 Lighting
 Video editing
 Sales
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  Projector and mobile screen
 PA System
 Photo coverage and design
 Coordinator.

NOTE: The team shall seek training in the areas stated above.

3.6.6 Operation and Production:

The unit shall be contracted with a written notice to the Head and terms of
service agreed on.

NOTE: Every service provided shall have a production sheet.

3.6.7 Finances:

 The Unit shall operate with accountable imprest system

 Every production shall be accounted for in a written report form from

the staff responsible.

 All sales from operations shall be deposited into a designated Bank

Account through the Finance Office.

 The Department shall have one of its members serving as the financial
secretary who will be responsible for reporting on the Unit's financial
records.

3.6.8 Sales:
AMaTS shall be responsible for sales in the following line:
 Books categorized into Sacramentals/Books and
Shop/Stationery.
 Identify books/stationary for sale and make them available.
 Display items for sale for public notice on a structure.
 Publicize items for sale to participants present on occasion of
programmes hosted at Adom Fie.
 Ensure profit on sales.
 Issue receipt on sales.
 Be accountable to the Finance Office after sales.
 Liaise with Front Desk in case the Desk helps in the selling of
books/stationary.

3.6.9 Equipment and their Maintenance

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 AMaTS shall be responsible
1. For acquisition, handling and maintenance of all office equipment belonging
to CCR Centre, Adom Fie.
2. For the handling and maintaining, and keeping in trust, on behalf of CCR
Ghana, all equipment belonging to CCR Ghana National Ministries.
a. Musical Instruments acquired in the name of the National Praise and
Worship Ministry shall be kept at the National Office with the AMaTS
Department.
b. AMaTS shall be responsible for such instruments at the CCR Centre
and the Technical and Management Team of the Ministry shall liaise
with AMaTS regarding their usage and all other technical needs.
3. All PA Systems, Projectors, Televisions, and other Electronic gadgets (unless
household equipment specified in this guidelines to be under the Maintenance
Unit) shall be under the supervision of the AMaTS Department.

STORAGE AND ASSET MANAGEMENT

a) AMaTS shall be responsible for the storage and proper usage of all
equipment under their care.
b) AMaTS shall also keep an asset register and take records of all who
request for the usage of any asset/instrument and ensure that they are
returned in good shape.
c) AMaTS shall ensure that monies are put aside with the Finance Office for
the maintenance and replacement of equipment.

3.6.10 Logistical and Office setup strategy for AMaTS:

As part of the logistical and office setup strategy, the following shall be
carried out:

 Setup a permanent AMaTS Office at Adom Fie.

 Acquire the necessary logistics for operation.

 Establish and operate a Multi-media library in Adom Fie

 Distribute copies of publications to Catholic parishes and

institutional libraries in the country.

 Translate some publications into other major dialects in Ghana.

 Set up and operate a printing press.

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 3.6.11 Stock

 The unit shall keep inventory list of available equipment and

their condition, and also do the same for replaceable stock.

N/B: The key personnel of this Department comprise the

a. ICT and Technical Officer

b. Media and Production Officer
c. Publicity Officer
d. Librarian
e. Production Team
f. Publications Ministry

HOSPITALITY AND MAINTENANCE DEPARTMENT

Over the years, the hospitality offered at Adom Fie has grown to the extent that it
has become necessary to give it more room to operate. Along with the growth in
hospitality is the expansion of the maintenance needs of Adom Fie facilities
which help the Centre to offer hospitality. This has thus led to the institution of
Hospitality and Maintenance as a separate department. The Department shall
work and be guided by the following objectives:

1. To receive with warmth, welcome, and check guests in and out of the
Centre
2. To provide descent accommodation and a clean environment for guests
3. To provide a high standard catering services for both staff and guests
4. To ensure good maintenance of Adom Fie facility
5. To provide safe and secured environment for in-house members and
guests

The Department is made up of the following Units:

a. Hospitality Unit
- Front Desk
- Catering
- House Keeping
b. Maintenance Unit
- Drivers
- Security
- Compound Keepers
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 - Contracted Artisans
- Hired Artisans

Committees within the Department

- Hospitality Committee
- Maintenance Committee

The Hospitality Unit

The Unit shall be headed by a Hospitality Officer who will work hand in hand with the
Maintenance Officer to jointly provide leadership to the department, each playing his/her
role as befits the respective job specification.

The Hospitality Officer shall perform the following responsibilities:

1. Administratively be in charge of the three major sections of the Hospitality Unit:

Front Desk, Kitchen and House Keeping.
2. Front Desk:
a. Monitor sales at the Front Desk
b. Manage Stock at the Front Desk Store
c. Place financial requests for the purchase of stock for the Front Desk store
d. Reconcile bookings with monies received and recorded in receipt books
e. Calculate the financial details of accommodation at the end of every
programme
3. Kitchen:
a. Manage and monitor stock at the Catering store
b. Ensure that items within the Catering Store are given out with a Stock
Card.
c. Evaluate and give certification to financial requests from the kitchen before
submission to the Finance Office.
d. Place Requests for Stock purchases at the Finance Office
e. Ensure that caterers at the Kitchen obey set rules and regulations
regarding their work.
f. Calculate the financial standing of the wing at the end of every programme
4. Housekeeping Roles:
a. Manage and be in charge of Toiletries and Sanitation materials at the
cleaning store

41 | P a g e
 b. Ensure that cleaners work with a shift system, unless under special
circumstances.
c. Help regulate (shift system), supervise and certify the work duties of
cleaners
d. Inspect rooms before and after customer use
e. Report all damages and maintenance needs to the Maintenance Officer
f. Prepare and give monthly general report on the state of rooms
g. Place financial requests for the purchase of stock for the cleaning store
5. Financial Accountability
a. Shall ensure that all monies received within the Hospitality Unit are lodged
with the Finance Office before the close of each working day of the
Finance Office.
6. Record Keeping and Update reports
a. Give monthly update on the state of rooms
b. File all Stock Cards and other necessary documents in relation to the Unit
7. Shall discuss possible initiatives of the Unit with Administration
8. Act as Secretary to the Hospitality Committee

9. Ensure rooms/dormitories are well furnished to suit clients’ needs

10. Perform other responsibilities as may be assigned by Administration.

Sections of the Unit

i. Reception; Front Desk:

 Be part of the general secretariat situated at the arrival hall.
 Be managed by at least three (3) secretaries on shift
 Manage an intercom with an active networking system to transfer all calls.
 Receive all incoming calls to the office and transfer them to the
appropriate departments or persons.
 Keep records of all messages and deliver them accordingly.
 Make and record all outgoing calls from the office.
 Be responsible for all bookings/appointments.
 Receive all visitors and direct them to persons responsible for their
appointments.
 Record visitors/clients missions on their appointments.
 Keep records of dates and time visitors/clients report to the office in a
“visitors’ sign-in book.”

1.1 Room Reservation /Accommodation:

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The Front Desk shall also be responsible for this and will attend to this as follows:

 Be responsible for the allocation of rooms/dormitories and halls for

programmes
 Ensure easy access to keys
 Be responsible for ensuring deposits for reservations.
 Check-in clients on arrival.
 Check-out clients on departure.
 Refer clients meal request to the catering unit
 Forward all complaints to the Administrative Manager.
 Issue receipts on all monetary transactions whether requested by clients or
not.
 Direct all payment to the Hospitality Officer or Finance Office.
 Dispose-off, after consulting with the head of Hospitality, all left over items a
month after they have been left at the Centre without their being claimed.

1.2 Guests\Clients\Groups:

The Front Desk shall ensure that guests/Clients/Groups abide by the

following rules and regulations:

 Make advance bookings with payment for the first day of programme as a
commitment to secure booking.
 Take receipts for all monetary transactions.
 Confirm bookings two weeks prior to the reservation date.
 Sign in and out at the reception/Front Desk.
 Ensure that they (individuals\groups) leave their keys and other Adom Fie
properties behind when going out.
 Do not use some electrical gadgets, especially, household electrical
appliances like water heaters, electric stoves, etc. These can only be used
with permission and under strict supervision.
 Be expected to conserve electricity and water.
 Report all complaints to the reception/Front Desk.
 Any found items in rooms/dormitories and around the compound are
reported to the Front Desk.
 Make claims on left over items a month after they have been left at the
Centre. After this period, the Centre will dispose these items and will not be
accountable to their owners.
 Not eat in the rooms/dormitories.
 Respect other clients and users of the house.

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  Will not hold all night sessions within the house. They could only be held
with permission under strict conditions.
 Adom Fie shall have the right to cancel the bookings of individuals\Clients\
Groups and disengage their services if they default.

1.3 Sales:

 Be in charge of the sale of provisions as well as drinks and fruit juices at

the Centre.
 Identify items for sale and make requests with the Hospitality Officer.
 Display items for sale for public notice.
 Ensure profit on sales.
 Where applicable, issue receipt on sales.
 Be accountable to the Hospitality Officer after sales.
 If there is the need, the Desk will support and help AMaTS in the sale of
books/stationary.

2.0 Kitchen:

 Be responsible for providing quality/nutritious meals always.

 Serve meals according to clients’ request and taste.
 Prepare and review menu with cost for approval by Coordination,
Administration and Finance Department (CAF).
 When necessary, clients could negotiate for other deals with the approval
from CAF. E.g., Service charge policy.
 Ensure clean and hygienic environment for healthy cooking always.
 Ensure proper management of kitchen tools and equipment.
 Maintain the pantry and the dining hall always.
 Report all breakages and damages at the Kitchen to the Maintenance
Unit.
 Ensure safety in the Kitchen.
 Ensure visitors are not entertained in the Kitchen.
 Account and report after any major programme to the Hospitality Officer

2.1 The work at the Kitchen shall be overseen by a Caterer who occupies
the position of a Supervisor. In the absence of a Supervisor,
however, Chief Cook(s) shall oversee the work at the Kitchen: The
roles at this level shall include:

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 a. Procurement for:
i. Catering Store
ii. Cleaning Store
iii. Front Desk Store
b. Report to Hospitality Officer regarding all procurements
c. Identify needs for extra hands at the Kitchen and report to the Hospitality
Officer
d. Be in charge of menu for Adom Fie programmes and menu orders from
guests
e. Be in charge of inventory of Kitchen equipment
f. Assign duties and roles to the other caterers
g. Manage left overs at the Kitchen
h. Request for menu items from the Hospitality Officer using a stock card
i. Supervise the cleaning work at the Kitchen and the Dining Hall
j. Ensure that the Dining Hall is always set and clean for use at any point in
time
k. Assist the Hospitality Officer in ensuring a shift system for the other
caterers.
l. Take up other assigned duties from the Hospitality Officer

3.0 House Keeping:

The section shall perform the following tasks:

 Ensure rooms/dormitories and halls are well cleaned and ventilated for a
healthy and a pleasant stay of clients
 Maintain cleanliness in rooms/dormitories and halls always
 Maintain cleanliness during clients’ stay every other day
 Have clients rooms/dormitories cleaned every other day.
 Be responsible for proper management of furniture and other valuables
during clients stay
 Report all damages to the Hospitality Officer.

3.2 Laundry

The Hospitality Unit shall have Laundry Person(s) who will perform the following
functions as part of the house keeping section:

 Be in charge of all the Laundry needs of the Centre.

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  Shall iron, neatly fold and arrange cleaned sheets at their designated
places.
 Shall be responsible for the laundry of guests who book laundry services
with the Centre.
 Shall follow working schedules as may be agreed with the Hospitality
Officer to suit the times laundry is expected to be done, while taking
cognisance of off days.
 Shall be supervised by either the Hospitality Officer of his/her assistant.
 Shall undertake other roles as may be assigned by the Hospitality Officer
or his/her assistant.

THE WORKING POLICY OF THE HOSPITALITY UNIT

All Staff within the Unit are to follow these rules and regulations as pertains to their
section. Failure to comply could lead to disciplinary action which could include
termination of appointment. These policies must be followed in addition to the working
principles guiding principles of the Catholic Charismatic Renewal Centre – Adom Fie.

FRONT DESK

 All guests must be received into the premise with warmth to make guests feel
comfortable and welcomed.
 The Desk must ensure that all guests pay for their stay before giving out room
keys to them.
 Front Desk Secretaries must orient guests who check in on dos and don’ts of the
premises and guestrooms.
 Front Desk Secretaries must make sure to liaise with the Kitchen for effective
communication concerning meals for guests.
 They must also liaise with housekeeping in order to get rooms cleaned and ready
for guests.
 Desk Secretaries must request items for sale with a requisition card and must
account for every item sold, including profits made on them before the issue of
another set of items.
 Front Desk Personnel should desist from paying for items bought for sale. All
such payment needs must be directed to the Hospitality Officer who will
subsequently make a request to the Finance Office.
 Front Desk must hold weekly meetings with a report given to the Hospitality Unit
head on important emerging issues at the Desk.
 They shall run an 8 hourly shift where two secretaries will work from 7am to 3pm
and 3pm to 10 pm each day. The one who takes the 3pm to 10 pm will do one
hour the next morning (6am-7am) before the shift of the other begins.
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  In a day, one Front Desk Secretary shall go off, while two come on duty.
 Due to the Shift system which allows them a day off after every two working
days, they shall be entitled to no holidays, week-end breaks, or Easter and
Christmas Breaks.
 However, on special holidays like Christmas and Easter, the Centre may arrange
some special remuneration package for them. This is solely by the decision of
management.
 In situations where a Front Desk Secretary is granted leave, his/her schedule will
be shared between the other two.

KITCHEN

 All budgets prepared by Caterers must be given to the Hospitality Officer for
certification and approval before submission to the Finance Office.
 Food stuff requested from kitchen stock must be approved by the Hospitality
Officer before issuing takes place; this must be done with the requisition stock
and budgetary card.
 All budgets and requisitions within the kitchen must be submitted to the
Hospitality Officer a week before issuing.
 The Supervisor is in charge of purchases and making requests, but this can be
done by the next in command either in the absence of the Supervisor or if
designated to do so.
 The Hospitality Officer is solely in charge of the kitchen storeroom. No other
Caterer is allowed to have access unless permitted there for some specific tasks.
 Caterers must ensure that they clean up at the end of each day’s work and have
a thorough cleaning of the Kitchen once a month.
 At least one Caterer must be available during the breakfast, lunch and supper of
guests. This is to meet the needs of guests who may have requests or specific
needs within the named periods.
 Where programmes are not running, Caterers shall run a shift system. (The
Supervisor may however have a different working system to suit the demands of
his/her role. In the case where Chief cooks are overseeing the work at the
Kitchen instead of a Supervisor, they may have a different shift from those of
other Caterers)
 In this regard, the working hours will be from 7:45am – 1:00pm and 1:00pm –
6:00pm.
 The one whose shift starts at 1:00pm must ensure that she reports at least, 10
minutes to 1:00pm in order for the other to close her shift on time.
 Management may consider the stress of a particular period and grant them some
days off to rest. E.g. For some periods, programmes/activities/bookings at the

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 Front Desk may demand that they all come to work together and close in the
evening for a considerable number of days.
 Where a Caterer is granted leave by the Hospitality Officer, the shift of the others
may be adjusted to make up for some of the extra hours of the one on leave.
 Caterers must not take anything home without permission from the appropriate
quarters.
 In cases where a Supervisor or Chief Cooks are unavailable, the Hospitality
Officer will him/herself supervise the work at the Kitchen.

HOUSEKEEPING

 Housekeepers must clean guestrooms for guests every two days.

 All main washrooms must be scrubbed every day to prevent infections and also
keep the place safe and clean.
 Housekeepers must report to work according to the shift system (7:45am- 1pm
morning shift, 1:00pm- 6:00pm afternoon shift) and will be expected to perform
specific roles within the specified period.
 Must always be around to serve clients’ cleaning and toiletry needs so far as their
shift is not over
 House Keepers, including Laundry Person(s) must take their meals from the
dining hall like all other Staff, and not from the Kitchen.
 House Keepers, including Laundry Person(s) must not stay at the Kitchen for any
reason, unless otherwise given a task to perform there.
 House Keepers, including Laundry Person(s) must not take anything home
without first seeking permission from the appropriate quarters.
 House Keepers, including Laundry Person(s) must not leave their post/duty for
any reason, unless granted permission from the Hospitality Officer.
 House Keepers must submit every found item in rooms to the Front Desk.

NB: All Staff within the Hospitality Unit are entitled to no holidays due to the shift system
which allows them times of rest. However, management shall endeavour to consider the
stress of some periods and grant offs aside the normal off within the shift system and
also consider holiday tokens for Staff within the Unit.

Maintenance Unit

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 This Unit shall be headed by a Maintenance Officer. The Maintenance Officer,
together with the Hospitality Officer, shall jointly provide leadership to the
department, each playing his/her role as befits the respective job
specification.

The Unit shall be responsible for the following:

3.7.4.1 Building:
 Engage competent skilled workers (i.e. electricians, plumbers,
carpenters, etc.)

3.7.4.2 Equipment:
 Keep inventory and update report on all household equipment
 Ensure regular maintenance of all household equipment
 Liaise with Hospitality Unit in the purchase of needed household
equipment.
 Shall liaise with AMaTS where the technical competence of
AMaTS is needed in the acquisition, usage and maintenance of
a particular household equipment.
NB: In this guidelines, household equipment refer to Refrigerators, Washing
Machines and all other Cleaning Equipment, Microwaves and all other Kitchen
equipment, Air conditioners, Mowers and all other Garden Equipment, and
Vehicles.

3.7.4.3 Compound and Sanitation:

 Be responsible for sanity in and around Adom Fie.
 Ensure provision of dustbins at vantage points to avoid littering.
 Regularly empty dustbins for good hygiene.
 Ensure regular mowing and care of the lawns, and weeding of
the garden.
 Ensure regular spraying of insecticides in and around the house
to avoid excessive insects and mosquito breeding.

3.7.4.4 Security:
 Protect the properties/staff of Adom Fie
 Monitor visitors who pass-by in and around the house
 Ensure visitors use the right entrance to the house
 Report any suspect to the appropriate authorities for immediate
action.
 Ensure that lights are put on and off at their right time.
 Not compromise with theft

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 3.7.4.5. Transportation:

 Responsible for all travels of Officers as well as managing their

travel itinerary
 Be responsible for safety of all Adom Fie vehicles
 Make regular checks on all documents of vehicles
 Keep Driver’s log on all errands
 Keep all spare parts in the store
 Provide receipt on all expenses. E.g. Fuel
 Not use any vehicle of Adom Fie except on official duties and\or
by authorization.
 Not overuse/misuse any vehicle of Adom Fie
 Be supervised by the Maintenance Officer.

3.7.4.6 In summary, the MAINTENANCE OFFICER shall:

 Make frequent check-ups on accommodation rooms, bathrooms

and lavatories
 Arrange with artisans to handle identified repair needs
 Make follow-ups on specific faults reported by the Hospitality Unit
 Be in charge of procurement for the maintenance unit
 Submit an invoice on all procurement needs to the Finance Office
 Manage a store for the Maintenance Unit
 Keep stock of all items in the Maintenance Unit
 Shall take quarterly inventory of all household assets
 Be in charge of the maintenance of Equipment (Household
equipment, including air-condition and all installed equipment)
 Manage the transportation needs of the Centre
 Supervise the use and running of vehicles in the Centre
 Shall supervise the cleaning and decoration of the compound
 Be in charge of the generator and all sources of power
 Shall supervise and monitor the work of security personnel at the
Centre
 Would give update reports on maintenance during departmental
meetings
 Be in charge of water, sewage and sanitation projects

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  Shall take up delegated responsibilities within the Hospitality
Departmental and/or Director

3.7.6 NB: KEY PERSONNEL WITHIN THE DEPARTMENT

 Hospitality Officer
o Cleaners (Direct supervision from Hospitality Officer)
 Head of Catering/Matron/Caterer
o Cooks
 Front Desk Secretaries/Public Relations Officers
 Maintenance Officer
o Drivers, Labourers, Watchmen & contracted or hired artisans

3.7.7 Working Committees within the Department

 Hospitality Committee
o They must see to the sustainability and the growth of the Hospitality
Unit of the Centre
o Will supervise the work of all Officers within the Hospitality Unit and
make proposals concerning the work schedules of each Officer
o Shall access the work of all Officers within the Department.

 Building & Maintenance Committee

ROOM, HALL ALLOCATIONS AND FUNCTIONS

Please find attached the document indicating the room, hall allocations and functions.

5.0 CONDITIONS OF SERVICE AT ADOM FIE

4.1 Leave:

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 1. Twenty-seven (27) and Twenty (21) working days will be
granted respectively to full-time senior and full-time junior staff
as annual leave.
2. The Director shall be entitled to twenty-nine (29) working days
annual leave.
3. A staff member is expected to leave some of his/her leave days
to be used in cases of emergency. He may not take all the days
at a go.
4. In a situation where a worker is not able to proceed on leave or
spend all the leave days in a particular year, the rest of the
leave days shall be added to the proceeding year's leave days.
However, the previous year's leave days shall be forfeited after
the first quarter of the current year.
5. Part-time staff shall not be entitled to any leave days by
virtue of their work status.
6. Staff members who are still serving their probation period
shall also be entitled to no leave days.
7. Permission of absence requested with concrete reasons by
part-time staff, or staff on probation, may, however, be granted.

4.1.1 Casual Leave

 Staff may request for casual leave if they have used up all
their leave days and still need to attend to an emergency.
However, permission for a casual leave is at the discretion of
management.
 A maximum of three working days may be granted as casual
leave.
 If a staff member has not consumed the annual leave days,
casual leave days will be deducted from the annual leave
days.

4.1.2 Sick leave

 Staff may be considered for sick leave only on the written
advice of a certified Medical Practitioner.
 Any other circumstances without a written advice of a certified
Medical Practitioner will be referred to the Management and
the Board of Trustees for their decision.
 If the sick leave will last for a period less than two months, the
decision of the Management will suffice.
 Sick leave for over two months should be referred to the Board
of Trustees.
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 4.1.3 Maternity Leave
 Staff will be considered for maternity leave with strict reference
to the Labour Act 2003 (Act 651)

4.2 Staff Benefits:

1. The Director's position shall be entitled to the following benefits:

1.1 Free accommodation including free use of utility. In the case

where he\she has his/her own accommodation, a due allowance
shall be granted him\her.
1.2 Health Allowance for him\her and his\her immediate family
(i.e., his\her spouse, and children who are 17yrs and below)
1.3 The fuel and maintenance cost of his\her official vehicle shall
be borne by the Office.
1.4 Entitled to use his\her official vehicle outside working hours.
1.5 Shall have the full cost of his/her Official travel (transportation,
Accommodation and feeding) expenses borne by the Centre.

2. Key full-time/Ministry Staff are entitled to the following:

2.1 A percentage of his/her health cost shall be covered by the

Centre. (The percentage is to be determined by the NST)
2.2 Transportation: A Staff who joins public transport to work, or
comes to work in his/her own vehicle shall respectively be
given transportation and fuel allowance.
2.3 Shall have the full cost of his/her Official travel
(transportation, Accommodation and feeding) expenses
borne by the Centre.
2.4 Depending on the Centre’s ability to provide, Key full
time/Ministry Staff may be given the following:
2.4.1Free accommodation at the Centre where they may
be required to pay some money to support utility bills.

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 2.4.2 Those who are not given accommodation at the
Centre will be given accommodation allowance and
will benefit from point 2.2 above.
3. Junior and Part-Time Staff shall be entitled to the following:
2.5 Transportation Allowance: Junior Staff and Part-time Staff
who join public transport to work, or come to work in their
own vehicle shall be given transportation and fuel allowance.
3.1 A percentage of the health cost of a Junior, as well as
Part-time Staff, shall be paid (The percentage is to be
determined by the NST Core).

NB: All Staff Members shall be encouraged and urged to register with the
National Health Insurance Scheme.

4.4 Staff Development:

1. Opportunity shall be given to all senior and junior staff to build their
capacity intellectually and spiritually
2. A due study leave may be granted to a senior staff after three years
of his/her appointment, if he/she intends to return to the office after
studies.
3. A due study leave may be granted to a junior staff after four years
of his/her appointment, if he/she intends to return to the office after
studies.
4. The HR shall organize in-service or on the job training for both
senior and junior staff to sharpen their skills and improve their
knowledge and performance.
5. Retreats and counselling sessions shall be organized in
collaboration with the Officer in charge of Formations to build the
spiritual life of both the junior and senior staff.

4.5 Retirement:

1. A staff is eligible for retirement at the age of 60 and in the case of

the Director, at 70.
2. A staff may be employed after retirement on contract basis, so long
as the person is strong and is willing to continue his/her work.

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 3. A special retirement package shall be given to a staff who goes on
retirement (a copy of the Retirement Policy Document is attached
to the Addendum)

4.5.1 Voluntary Retirement

4. A staff may voluntarily retire at the age of 50 years and above.

5. A person who retires on health grounds is entitled to full
retirement package

4.5.2 Termination of Appointment

1. A staff may voluntarily resign if he/she desires.

2. Two-months’ notice should be given prior to the time of resignation.
3. A three-month advanced salary shall be given if the resignation
notice was given within the stipulated time.
4. On the other hand, if the notice is not given, two months’ salary
shall be paid to the Centre by the individual who wants to resign.
5. In a situation where a staff is not certain to return to the Centre after
studies, a befitting package depending on the length of service of
the staff involved and his/her status should be given.

4.5.3 Non-Performing Staff

The National Office may also terminate the appointment of staff who
are not performing up to standard and/or not behaving themselves in
accordance with the values of Adom Fie and CCR – Ghana.

4.6 Incentives:

1. The HR is responsible for putting up incentive packages for staff

as a motivation to enhance their performance.

4.7 Part Time Staff:

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 1. Part Time Staff members are individuals who may be willing to work
on part time basis at Adom Fie.
2. The number of days, working hours, and incentives are negotiable.
3. The details of responsibilities and roles shall be well known by the
candidate before engagement.
4. Anyone who wishes to be a part time staff may be allowed;
provided the procedure for submitting application letter with CV;
taking up voluntary service at the Centre, being under observation
for some time, and being interviewed before being finally approved
for appointment by the NST, is fulfilled.

4.8 Volunteers:

2. Due to the enormity of work at Adom Fie, and the fact that funds
are not available to engage full & part time workers, the
environment shall be created to engage volunteers.
3. All volunteers shall be registered by the Youth Department,
oriented and managed to support Adom Fie Ministries.
4. Volunteers shall be part of the process to recruit and engage part
and full time staff at Adom Fie.
5. The terms of engagement shall be the Adom Fie Volunteers’ Policy
approved (copy in the Addendum) by the NST Core.
6. There shall be yearly Volunteers’ meetings, and efforts made by
Adom Fie to regularly update all Volunteers in order to ensure their
maximum involvement.

4.9 General Welfare:

The Staff shall establish a welfare committee to address the following

among others. Any recommendation shall be subject to the approval of the
General Staff and the NST Core.

1. Marriage
2. Child Birth
3. Sickness
4. Bereavement
5. Death of staff
6. Donations

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 4.10 Dos and Don’ts

1. Reporting time to work

a) Junior Staff are expected to report at 7:30am and pray from
8:00-8:30am.
i. However, this may differ, depending on when one’s shift starts
b) Senior Staff are expected to report about 10 minutes before
the start of their prayer at 8:30 – 9:00am.
c) All Staff members are expected to sign in and out of an
attendance register.

2. Prayer/Break time
a) Afternoon prayer is 12:30pm – 1:00pm. Break and fellowship
time is from 1:00pm to 1:30pm.
b) Prior to afternoon prayer, a bell is rung at 12:00pm to alert
Staff to say the Angelus prayer at their offices.

3. Closing time
a) Junior Staff are expected to close at 3:00pm after a short
prayer.
b) Senior Staff are expected to close at 5:00pm after a short
prayer.
c) These working timings however do not apply to Front Desk
Secretaries, Caterers/Cooks, and Cleaners, due to their
specific working conditions.
4. Permissions
a) Staff may request for permission in emergency cases from
the Unit head if it is within working hours.
b) The Sectional Head would have to ask for permission from
the Administrator in emergency situations.
c) And Administration from Director
d) In cases where a person’s request for permission is not a
matter of minutes or some hours within a day, then, the
request must be forwarded to the HR.
e) An employee whose case fall under point ‘D’ above may be
requested to fall on his/her leave days.

5. Absenteeism
a) If a Staff member absents him/herself for more than twice
without permission, the person will be queried, and will be

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 given suspension without pay if his/her response is not
favourable.

6. Use of Office properties

a) No Office property should be taken out of the premises
without permission. Prior notice should be given indicating
when and where Office properties are to be used.

NB: Please refer to the attached disciplinary policy (in addendum) for more
details on Do’s and Don’ts of the Centre.

5.0 CONCLUSION

The writing of the Operational Strategy and Guidelines of the Catholic Charismatic
Renewal Centre has been one of the visions of the Centre. It is the Lord who inspired
the vision, passion, guidance, faith and the resources needed to have it accomplished
to this extent. It shall be a major source document for study and reference as we work
together to promote the spiritual and numerical growth of the Church through the
Ministries of the CCR in the Catholic Church in Ghana and abroad, in ways that are
appropriately set in this document. This document will be subject to authoritative review
and necessary updates as the years go by and the Spirit leads, to make it still a
document that enhances operational performance and desired growth.

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 PRAYER OF COMMUNION
“That they may be one”

Father into Your hands we surrender ourselves our Lord, and God. Grant us the grace
of love, unity and oneness.

Lord as Your children in a community, we desire to love and live a life that sheds light
on Your glorifying love.

May Your Spirit bind us together: devoted to one another in brotherly love; tender-
heartedness, and forgiveness. Help us to grow in the fruit of the Spirit

Grant us the patience and kindness so that we can live Your commandment of love.
Make us completely humble and gentle, to patiently bear with one another in love.

Father, keep us in Your Name, and in the Name that You have given us, Jesus our
Lord. May we be one even as You, the Son and the Spirit are one. We ask this through
Christ our Lord, Amen (John 17 & Eph 4:1-7).

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 ADDENDUM

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 CATHOLIC CHARISMATIC RENEWAL CENTRE,
ADOM FIE
ORGANIZATIONAL STRUCTURE

DIRECTOR

ADOM FIE (HOUSE OF GRACE)

DEPARTMENTS/SERVICES

COORDINATION, FORMATION ADOM MULTI-MEDIA HOSPITALITY &

MINISTRIES
ADMINISTRATION YOUTH & COMMUNITY & and TECHNICAL MAINTENANCE
AND MISSIONS AND
& FINANCE VOLUNTEERS SOCIAL LIFE SERVICES
(FMs) MINISTRATION (HS)
- Coordination (YV) - Staff community (AMaTS)
(MM)
- Management - Formation - Diocesan Youth - Adom Covenant - Website - Front Desk
- Ministries
- General Secretariat - Training - ITI-CCR - Publications - Catering
- Prayer Ministry Family
- Administration & - Parish (Ghana) - ITI-CCR Alumni - Office Equipment - Housekeeping
- Prayer Ministry - Cell Groups
Management Team - International - Volunteers - Production & - Maintenance Officer
Teams - Church Community
- Human Resource missions - National Youth Technical services - Hospitality Officer
- National
Management - Partners in Mission - Special Community - ICT committee - Hospitality
Ministry Coordinating
- Fundraising Projects - Media Evangelisation Committee
Coordinating Team
- Management of - Books’ Store - Maintenance
Teams
Funds - Multi-Media Library Committee
- Accountability &
Auditing
-

R E N E W A L & E V A N G E L I Z A T I O N

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 2.0 CONSULTATIVE FORUM FOR THE 40TH ANNIVERSARY
(COMMUNIQUE)
As part of the pre-anniversary activities for the CCR in Ghana, a 1st National Leaders’
Consultative Forum was held at Adom Fie, Kumasi on March 20th, 2010 to evaluate the
Renewal @40 and also to discern the way forward for the Renewal. Out of this forum,
this communiqué was enacted:

2.1 Today the Catholic Charismatic Renewal in Ghana (CCR-Ghana) met in a

Leaders’ Session, in Kumasi at Adom Fie (House of Grace) together with the
Holy Spirit, to advance the mission of Renewal and Evangelisation under the
theme, “...In your Light Lord we see Light.” (Ps 36:9b)

2.2 At our meeting today, we discerned through the present reality of the Catholic
Charismatic Renewal in Ghana that:

a. We should commit and open to the continuing move of the Holy Spirit,
thereby sensing a, “NEW SEASON OF THE HOLY SPIRIT.”

b. We welcome the prophetic messages we hear spoken to us by the

Holy Spirit to the CCR on the Consultation, Leadership (in the area of
Commitment, Surrender, and Service) and the Church's Renewal and
Evangelisation.

c. We fully support the total advancement of the Renewal member;

Socially, in marriage and family life, economically and spiritually
(through commitment to Prayer, Scripture reading and Community
Life).

d. We strongly recommend that leadership in the CCR be chosen through

collective discernment and a thorough identification process which is to
be preferred over an individual’s decision and implementation. Also
leadership, discipleship and mentoring programmes be designed and
implemented to raise new leaders with the orientation in the history,
nature, vision and goals of the CCR as the starting point. Furthermore,

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 a hierarchical structure for chaplains (chaplaincy team) be set up in
every diocese, promoted and subject to the DST.

e. In response to the call of building fruitful ministries and committed

ministers in the CCR, we fully agree that the primary focus of ministry
activity in the CCR must be witnessing and evangelization and every
activity done in the Name and Glory of our Lord Jesus Christ and by
the power and presence of the Holy Spirit.

f. CCR Ghana will continue to play an essential role in furthering

Renewal of Charisms in the Catholic Church in Ghana through major
activities such as Holy Spirit prayer meetings, bible study, night vigils
and retreats, Life in the Spirit Seminars (LSS) and Growth in the Spirit
Seminars (GSS) among others.

g. We recognize the importance of the National Formation and Service

Centre, (Adom Fie) and the relevance of the formation programmes it
organizes for our spiritual growth and development. Subsequently, we
recommend that Adom Fie be fully utilized in its core mission by
members of the CCR and formation programmes be fully patronized by
Renewal members. Adom Fie should take into consideration duration,
communication and financial implications of formation programmes.

h. We express that for the role of the CCR in the Mother Church to be
effective, the Renewal must own and love the Church, be at the
forefront of evangelization and members be actively involved and
committed to their parishes.

2.3 We express our deep appreciation to God that the CCR in Ghana has not lost
focus as far as its evangelistic role is concerned, when we look at the prayer
groups and evangelization.

2.4 We fully agree that in order for us to ensure faithful stewardship of the
material resources the Lord has blessed the CCR with, we need to develop
effective tools (systems, policies, capacity building strategies) for the
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 management of these resources. Also we need to develop new fundraising
mechanisms.

2.5 We reaffirm our determination for the growth of vocations and assisting
members to live their vocations fully, including the basic Christian vocation –
the call to holiness and evangelization.

2.6 We reiterate our commitment to the Mother Church through execution of the
corporal works of mercy by establishing a Barnabas (Mercy) ministry and by
taking care of children by establishing a Children’s ministry. We furthermore
remain committed to our nation Ghana by preparing ourselves fully to be
good and patriotic citizens.

The Key Roles and Responsibilities in the CCR Organogram are:

2.6.1 Bishops’ Conference, Episcopal Chairman
2.6.2 NST/Core
2.6.3 NST Chairman
2.6.4 National Chaplain
2.6.5 Director
2.6.6 Provincial & Diocesan Service Teams' Unit Coordinators
2.6.8 Adom Fie (House of Grace) Ministries:

2.6.1 BISHOPS’ CONFERENCE, EPISCOPAL CHAIRMAN,

EPISCOPAL LIAISON

 They are the overall shepherds and Pastors of Ghana Catholic

Church including CCR.
 They play significant role in the CCR Ghana and approve
guidelines.
 The Episcopal Liaison is a Link and\under the Episcopal Chairman,
Department of Pastoral Ministry and Evangelization, National
Catholic Secretariat.
 The Episcopal Chairman is responsible for the appointments of
Episcopal Liaison/National Chaplain, and CCR Director.

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 2.6.2 NST CORE:

 Nine- (9) Member core team: Chairman, Episcopal Liaison,

Director, four (4) *Provincial Coordinators, two (2) co-opted
members (*National Youth and Women Coordinators).
 The NST Core shall serve as Adom Fie Board of Trustees.
 NST Core Team shall meet twice a year.

2.6.3 NST CHAIRMAN:

 Chairs all NST and Core meetings

 Spokesperson of the NST and CCR Ghana
 Supervise the work of the CCR Director

2.6.4 EPISCOPAL CHAIRMAN/ADVISOR/LIAISON:

National Chaplain is the Liaison, Advisor is the Bishop
 Must be a member of the Renewal and must be living the Renewal life.
 The Episcopal Liaison is a member of the NST Core Team (as stated in
point 2.6.2 above).
 Reports to the Bishops’ Conference.
 Coordinates and chairs CCR Chaplains and Priests sessions.
 Responsible for the Pastoral needs of CCR at the National level
including Adom Fie.
 Would organize priests for confession and anything concerning liturgy
during conferences.

2.6.5 DIRECTOR:

 CCR Ghana Vision and Mission bearer

 Leader, Management and Administrative Head of Adom Fie
 Recommended by the NST and appointed by the Bishops’ Conference
 Works under the supervision of the NST Chairman

2.6.6 PROVINCIAL & DIOCESAN SERVICE TEAM'S UNIT

COORDINATORS:

2. PROVINCIAL COORDINATOR:

 Coordinate Provincial activities and programmes

 Convene and chair Provincial Service Team meetings
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  Attend NST Core meetings and report on the situation of the Renewal in
the Province
 Represent the NST Core in the Province
 Visit the various DSTs in the Province
 Any other assignment given by the NST Core.

2.7 DIOCESAN COORDINATOR:

 Coordinate the activities of the Renewal at the Diocesan level

 Foster closer relationship between various prayer groups
 Attend all national, provincial and diocesan meetings
 Liaise with the National Office, NST, DST and LSTs
 Ensure the implementation of NST policies and programmes in the
Diocese
 Present and discuss annual reports about the Renewal activities in the
Diocese to the NST and the Local Ordinary.

2.8 * National Treasurer:

o Supervise accounts and records keeping at the National Office
o Conduct internal auditing of NST accounts
o Attend NST and National Stewardship Committee meetings
o Convene and chair National Stewardship Committee meetings.

2.9 * National Secretary:

o Record minutes of the NST Core meetings
o Circulate minutes and agenda of meetings in consultation with the
National Director
o Any other assignment given by the NST Core.

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