Steps to the Certificate of Excellence

The "Certificate of Excellence" is granted to ministries that demonstrate an exceptional commitment to quality in both management and programming. Before a ministry can be "Certified Excellent," it must be a "Certified Mission," meeting all requirements of that phase of the Growing Together Toward Excellence certification program. While the requirements of the "Certified Mission" phase focus primarily on the current state of the ministry, the standards of the "Certificate of Excellence" take rescue ministry operations a step further by focusing on several issues that are much more future-oriented.

Each ministry seeking the "Certificate of Excellence" must develop a "Certified Excellent Notebook" that consists of materials documenting its compliance with the requirements of this phase of the Certification program. Like the Notebook developed for the "Certified Mission" phase, dividers must be used to separate the responses to each of the requirements of the "Certificate of Excellence" phase. All materials must be typewritten on 8 1/2" by 11" paper and three hole punched in a three-ring binder.

Copies of the "Certified Excellent" Notebook must be sent to both the ministry's Certification Consultant and the Director of Education. If a particular requirement is not appropriate for the organization, a "Standards Variance Request" may be filed with the Director of Education. Unlike the "Certified Mission" phase, a Consultant's On-site Visit is not required for the "Certificate of Excellent." The only exception is when a ministry is seeking the "Certificate of Excellence" at the same time it is due for re-certification as a "Certified Mission."

Step One - Document a Definite Effort to Develop Growing Relationshps with Area Churches

  1. Provide written evidence that the ministry is concretely and specifically nurturing its relationships with area churches and their leadership.

  2. Show how local churches are provided with opportunities to serve through the ministry.

  3. Identify the primary local church congregations that are regularly involved with the ministry and list the ways in which each is participating .

  4. Solicit and submit letters from at least two pastors in which they respond to the question "How has this Ministry specifically assisted you as a pastor and your church in fulfilling its mission during the past two years?"

Step Two - Compile Documents That Show How the Ministry is Working to Expand Its Boundaries

  1. In the last two years, indicate to whom and in what ways the ministry has provided aid to groups (e. g. agencies, other missions, associations, churches, community, etc. ) not considered a part of its constituency. Staff members serving as AGRM officers/leaders, Certification Consultants, or as leaders in local service oriented organizations are all good indicators.

  2. List and explain at least two new ministries or programs that will be undertaken during the next two years, describing what population will be targeted and how the program or ministry will be different from current services. Substantiate that the ideas or plans have been shared with some other group (e. g. staff, committee, church, etc.)

Step Three Report on Program Analysis & Vision

  1. Substantiate that programs are being evaluated by the Board of Directors, the staff, the ministry's chief executive, and that evaluations of program by clients are considered.

  2. Give evidence that annual statistics are kept and that the method of collection and recording is meaningful to your program development and evaluation.

  3. Document that some planning group (staff, board, committee, etc.) has assessed your programs for the next three to five years, determined its direction and documented those plans so adequate adjustments can be made in facilities, personnel and finances.

Step Four - Document Personnel Development

  1. In light of the ministry's present and future needs (next three to five years or longer), what personnel position changes will occur, both for adding and decreasing personnel positions? Will the staff model need to change? How?

  2. Give evidence that annually the following evaluations happen for key personnel.
    • Supervisor's performance review is given against measurable standards.
    • Salary and benefits, including staff housing arrangements reviewed yearly.
    • Discussion about personal and spiritual growth, including their need for spiritual involvement outside the rescue ministry.
    • What training and enrichment opportunities were provided for the staff during the last year, and what specific plans have been made for next year? AGRM convention/training events, Leadership Development Institutes, CMA, CCI, In-service Training, local vocational-technical schools or local college courses are all appropriate.
    • Written job descriptions are being reviewed and changed as needed.

Step Five - Document Resource Development Plans

  1. Review all "Do Not Comply" (DNC), "Minimal Compliance" (MC), and "Standards Variance Requests" in the "Certified Mission" phase materials and list all physical (building, site equipment) changes that will need to occur in the next three to five years. List these under either building, site, or equipment.

  2. Review the present programs and three to five year program plans as documented in "Program Analysis and Vision" (Step Three) and list major changes that will need to occur in buildings, site, or equipment.

  3. Review the responses to "Personnel Development" (Step Four) of this section and list changes that will need to be made in buildings, site, or equipment.

  4. Review the responses to "Expanding Ministry Boundaries" (Step Two) of this section and list changes in buildings, site or equipment that will need to be made.

  5. Present the marketing or promotional plan for this current year, and plans for the next three to five years.

  6. Give evidence that there is in place a comprehensive and detailed site master plan which:

    • Addresses the site and building plans for at least the next three to five years;
    • Is in the form of a printed and bound book comprising narrative text, graphic reproductions of maps, charts, and drafted exhibits;
    • Contains the following elements:

    • A recapping of the organizational goals and objectives.
    • A site inventory and analysis.
    • Detailed cost estimates of development.
    • A phased implementation schedule.
    • Reflects a six month (at least) planning process involving the administration, board or task force, and perhaps a professional Consultant;
    • Has been formally reviewed or adopted by the Board of Directors.
    • Based on the three to five year (or more) plans and needs in program, personnel, buildings, site, equipment, and marketing, present a projected three to five year budget which (1) segregates capital and operational funds, and (2) gives both projected income and expenses in all major budget categories.

Step Six Compile & Mail Materials to Director of Education

All materials must be submitted to the AGRM Office in the "Certified Excellent" Notebook in the format outlined in the introduction to this section. After a thorough review, a determination will be made as to whether the ministry has fulfilled the requirements to be "Certified Excellent."