Staff Recruitment
Process

Revision – January 2025

Position Categories

  1. Ministry Positions – Subject to a Genuine Occupational Requirement (GOR).

  2. Non-Ministry Positions – Not subject to a GOR.

  3. GOR will be determined on a case by case basis as part of agreeing the job description

Key Approvals

Ministry Positions (GOR)

  1. Recruitment grounds must be formally agreed upon by the Elders.

  2. Budget approval is required from the Trustees.

  3. A Job Description (JD) and Person Specification (PS) must be prepared and receive Elder approval.

Non-Ministry Positions (Non-GOR)

  1. Recruitment grounds must be approved by the Elders.

  2. Budget approval is required from the Trustees.

  3. A Job Description (JD) and Person Specification (PS) must be prepared.

GOR Requirements for Ministry Positions

  • Faith Practice: Must be an actively practicing Christian.

  • Statement of Belief:

    • Acceptance and adherence to the Statement of Belief, as outlined in the staff handbook, is mandatory.

    • Must demonstrate alignment with KCA’s values and practices, including:

      • Church membership.

      • Participation in Baptism and Sacraments.

  • Sunday Attendance: Regular attendance at KCA services is compulsory.

Non-Ministry Positions (Non-GOR)

  • The need to accept the Statement of Belief will be determined on a case-by-case basis.

  • All staff, regardless of role, must align with the Statement of Belief when representing the church or its subsidiaries.

Communication Strategy

Internal Communication

  1. Notify the church congregation about open positions via internal communication channels.

  2. Post the Job Description (JD) and Person Specification (PS) on the "Vacancies" section of the church website.

External Communication

  • If no suitable candidates are identified internally, advertise the position on external job boards, with local contacts, or through broader networks.

Search Process

Priority Order

  1. Begin the search by seeking candidates from within the church membership or congregation.

  2. Extend to individuals known to the church.

  3. Expand further to include wider networks, other church connections, or Christian press/media as necessary.

Advertising

  • Advertisements should be strategically placed on platforms or within networks that align with the specific requirements of the role.

Selection Process

Candidate Evaluation

  1. Aim to work with a preferred candidate whenever possible.

  2. If shortlisting is required, all individuals involved in the selection process must participate in shortlisting discussions.

  3. The eldership will always be involved in the shortlisting process and determining the suitability of the candidates to be selected for the interview process.

Interview Requirements

  1. Interviews are mandatory for all appointments.

  2. Panels for ministry positions must include non-staff Elders.

  3. For non-ministry positions, senior staff must be part of the interview panel.

  4. Safeguarding considerations must be included in the interview process.

Existing staff employment & development

Due to the evolving nature of the church, organisational restructuring will occur.  As we place a high value on character and on teamwork, this may result in some changed roles or additional hours for existing members of staff.

All changes will be with Eldership approval.

Sometimes new  roles will arise.

  1. Prepare a new Job Description (JD) for the updated role.

  2. Secure approval from the Elders for post.

  3. Inform the church congregation about the role change.

  4. Conduct interviews if necessary to ensure suitability for the new role.

This protocol establishes a structured, transparent, and spiritually grounded approach to staff recruitment, ensuring alignment with the mission and operational needs of KCA.