Part 3 Resources by Pacific Northwest Conference

Table of Contents Conference Packet Part 3: Resources

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TITLE

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Table of Contents

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GC 2015

2‐3

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Space for God /Ministerial Card

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Pastors Day 2014‐ Catalyst One Day

3‐05

PNWC Holy Land Trip

3‐06

Ministerial Compensation Guide

7‐16

3‐07

Global Associate Support Form

3‐08

FM Ministry Partnership with Warm Beach Camp

3‐09

Marriage Encounter Flyer

3‐10

Women’s Clergy Conference 2015

3‐11

SPU Seminary Scholarship

21‐22

3‐12

SPU Christian Minister Tuition Discount Application

23‐24

3‐13

PNWC Pastor’ Children Scholarship Application

3‐14

Change of Status Form

he 2015 General Conference of the Free Methodist Church is a unique and wonderful opportunity to grow in Christ & grow your church!

logistics

The Board of Bishops is asking that each church send at least one representative. But there are lots of great reasons for everyone to attend. And if you have a family, bring the kids! There will be powerful, fun programs for them all day, every day.

2015 dates: thurs | jul 9 Mission Teams train at Caribe (for more info. go to www.gc15.com)

fri | jul 10 Mission Teams leave for Haiti, Miami, Dominican Republic, Costa Rica or Antigua

fri night | jul 10 – sat night | jul 11 Freedom Summit to fight modern-day slavery. (with the Wesleyan Holiness Consortium)

sun | jul 12 Eastern Area Annual Conferences

mon | jul 13 – thurs | jul 16 GENERAL CONFERENCE 2015 8:30 am Monday through 8:30 pm Thursday Those attending just GC15 will need lodging reservations for 5 nights beginning Sunday, July 12.

GC15 will be held at the Caribe Royale Hotel and Convention Center, 8101 World Center Drive, Orlando, Florida. Discounted hotel rates are available to all GC15 attendees, but only if you register online at www.gc15.org or by calling the Free Methodist Church World Ministries Center (Indianapolis, IN) at 1-800-342-5531. Do not register directly with the hotel.

EARLY BIRD REGISTRATION for GC15 is $149 per person, but is discounted to only $99 for those who are not delegates and not vendors. Registration is free after 4 members of the same family (3rd, 4th, and more children are free). Beginning Jan. 1, 2015, the GC15 Registration increases to $199 for delegates and exhibitors, $129 for all others.

Free transportation between Orlando International Airport and the hotel will be available Sunday, July 12 and returning Friday, July 17.

weds afternoon | jul 15 Mission Teams return from all destinations

thurs | jul 16 Mission Teams debrief at Caribe

bring your family bring your church change your world general conference 2015 Free Methodist Church – USA

FOR MORE INFO & TO REGISTER: www.gc15.org

orlando, florida www.gc15.org

for teens and children

or more than 150 years — from an apple orchard to campuses to a convention center — our Free Methodist family has gathered together for our General Conferences: for worship, equipping, oversight and fellowship. GC15 is about rising to God’s vision; about each church elevating to its potential. Every church wants to be better; better at loving God, loving people, and making disciples. GC15 will show each local church how to be better, how to be Whole Church. At GC15 you will go deep with one of nine teams of proven practitioners (more at www.fmcusa.org/ uniquelyFM). Not just theory, not just resolutions; but also real-world answers. You will never again have this opportunity to participate in an FM event that both re-calibrates our expectations for the local church and provides nine pathways to realize those expectations. Add to that, great celebration services, and amazing opportunities to connect with God’s people from around the United States and the world. Attend GC15! An opportunity for you, a necessity for your church.

FOR MORE INFO & TO REGISTER: www.gc15.org

C15 will be a time to make great family memories as well as new friendships. While parents are involved in their daytime activities, the younger set will enjoy age-appropriate training and fun. Their programs will be offered Monday– Thursday, 8:30 a.m–noon and 1:30–4:30 p.m.

lodging

he Caribe Royale is allowing us to use their Convention Center free of charge. All they ask is that our attendees stay in their hotel or villas. That’s it. AND they’ve reduced their lodging prices for GC15 attendees by nearly 1/3 the regular rate!

teens For youth who have completed 6th–12th grade: Pastor Chuck Jewell will lead teens in focusing on discipleship and leadership. There will be lots of surprises and fun. An off-site service project is being explored, as well as training from Set Free Movement ministry leaders.

The Caribe Royale has 1,218 suites. Each suite has 2 rooms: a living room, complete with full-size sofa sleeper, and a separate bedroom with either two queens or one king bed.

grade school For children who have completed kindergarten – 5th grade: the leaders of International Child Care Ministries have 4 fantastic days planned, to help your children see how they can be bright lights to those near them as well as those around the world. If for no other reason, come to GC15 for your children!

early childhood For children potty-trained through Pre-K, Early Childhood Director Susie Corbin is planning four special days of safe and fun activities.

There are also 120 two-bedroom, two bath villas with full kitchen & living room, plus washer & dryer. A villa sleeps up to eight (with a king bedroom, a second bedroom with two queen beds, and a sofa sleeper in the living room).

Space for God Retreats RAINBOW LODGE OCTOBER 6-8, 2014 | FEBRUARY 16-18, 2015 CONTACT arlene@pnwc.org

Come away by yourselves to a quiet place where we can tend to the health of our own soul. By observing a rhythm of coming together in community and being alone in solitude and silence we create a space for God to speak as we listen for His activity in our lives.

MINISTERIAL CARDS This year Ministerial Cards will be available by request. If you would like one, please email Marissa at the PNWC Office Marissa@pnwc.org and we will get one to you. Thank you. This certifies that _______________ is an Ordained Minister (Elder) of

The Free Methodist Church - USA World Ministries Center Indianapolis, Indiana Membership is held in the Pacific Northwest Annual Conference of the Free Methodist Church Signed Date June 14, 2014 Secretary of the Annual Conference

P A C I F I CN O R T H WE S T C O N F E R E N C E I S A T T E N D I N G

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Israel, Jordan & Egypt with the

Pacific Northwest Conference

COMING FALL 2015

Jerusalem - Bethlehem - The Galilee - Petra

For More Information Contact: The Pacific Northwest Conference 206.281.5003 julie@pnwc.org Tour Leaders: Pastor Blake Wood & Supt. Matt Whitehead

A Local Church Guide for Ministerial Compensation Pacific Northwest Conference of the Free Methodist Church June 2014 Introduction The Scriptures call for a fair and equitable wage for all workers, and such is fundamental to productivity, longevity and good human relations. This guide is to assist local church leaders by providing information and suggesting accepted policies and procedures to help in administering a well-balanced compensation structure that considers the merits of each minister and local situation. The basic premise used here is that the support level of any minister should appear reasonable to the lay leadership, the majority of the membership, and the minister and family of each local church. Minister, as used in this guide, can mean senior pastor, associate or any other pastor, minister of youth, missions, music, administration, family life, etc., or any other employed professional. This does not necessarily apply to support staff. Biblically, ministerial remuneration rests on the principle of reciprocity. The minister is given to the church by the Lord in order to share His blessings and Word of God. The congregation is given to the minister to develop and shepherd, and to share in the material blessings God has allowed it to steward. Note the following passages: (NIV) Luke 10:7, Jesus instructed those whom he had just appointed to go into every city and place, and to “stay in that house, eating and drinking whatever they give you, for the worker deserves his wages.” Galatians 6:6, to the church Paul wrote, “Anyone who receives instruction in the word must share all good things with his instructor.” 1 Corinthians 9:14, Paul stated, “... the Lord has commanded that those who preach the gospel should receive their living from the gospel.” It is reasonable to conclude from these Scriptures that ministers should be full-time, should be paid a full-time salary, and that the level should allow them to live at least on the same standard or level as the congregation and community. Recommendations The following is a series of recommended perspectives, policies, procedures and some general information relating to ministerial compensation. We hope it will be helpful to local church leaders, Local Church Boards (LCB) and ultimately, honoring to God and His Kingdom. The stewardship of funds is one of the most visible and potentially volatile things we as Christians do, and unbelievers and new believers watch us with great interest. Discussion about compensation should be an agenda item at least once per year so the Local Board of Administration and minister(s) understand each other on these issues. In both Old and New Testaments, the first use for the tithes and offerings of the peoples was to support their vocational ministers. It remains a first priority for church income today. It is well understood that some small churches must work their way through these pages selectively because they are in no position to meet each point. Every worthy minister understands that and should be satisfied with a church and a LCB that does its best. For these, the value of the guide is to keep “fair compensation” on the agenda and establish a goal to get as close as is reasonable. Earnest prayer and sacrificial giving should be made a major part of this process. 7

Compensation should be based upon the job description, responsibilities, qualifications, and requirements of the position, along with the church’s ability to provide at any given point in time. It should not be influenced by the minister’s family size, personality, existing financial resources, age, etc., as long as those are not part of written job qualifications or requirements. There are basically four types of professional ministers: 1) vocational, 2) bi-vocational, 3) part-time, and 4) volunteer. The approach for compensation varies and should be considered on an individual basis. Vocational The professional minister who is (or intends to become as quickly as possible) for their full career, fully active in and supported by their Christian ministry assignment. Bi-vocational The professional minister who does (or intends to) share their career Christian ministry with another occupation and receive shared support from each assignment. Part-time The employed minister who is needed or available for less than 32 hours per week and is paid for their Christian ministry on that basis. Volunteer The minister who offers their Christian ministry services on a gratis basis and receives only specified gifts and expense reimbursement for approved expenditures in return. Who is a “Minister” for Tax Purposes Individuals who are ministers for tax purposes:  Are eligible for an income tax-free housing allowance  Are self-employed for Social Security purposes  Are exempt from federal income tax withholding  Use quarterly estimated taxes to pay their income and Social Security taxes unless they elect voluntary withholding on IRS Form W-4 with their church. Although an individual might be considered a minister by a church, he or she might not be a minister in the eyes of the Internal Revenue Service for tax purposes. For example, a church might have a youth pastor or a minister of music who is treated as a minister by the congregation, but that individual might not be a minister for tax purposes. According to the Internal Revenue Service, ministers are individuals who are duly ordained, commissioned or licensed by a religious body constituting a church denomination. They are given the authority to conduct religious worship, perform sacerdotal functions and administer ordinances and sacraments according to the prescribed tenet and practices of that religious organization. Thus according to the IRS definition, ministerial candidates are not considered “ministers” for tax purposes. The Internal Revenue Service publishes some helpful information that is available on its web site at www.irs.gov. Publication 517—“Social Security and Other Information for Members of the Clergy and Religious Workers” has a useful comprehensive example with forms that illustrate many of the tax implications for ministers. Also of interest are Publication 15-A—“Employer’s Supplemental Tax Guide”, Publication 1828—“Tax Guide for Churches and Religious Organizations” and Publication 526—“Charitable Contributions”. A useful reference book for ministers and church treasurers is Church & Clergy Tax Guide by Richard R. Hammar, a certified public accountant and an attorney. The publication entitled “Tax and Financial Guide for Local Churches” has a more thorough treatment of many of the tax-related issues mentioned here, and copies are available from the conference office upon request.

Compensation and Benefits Compensating our ministers includes both an enabling to meet personal living costs at a level that fits both the community and church family norms, as well as providing for their home. The principle used must be “as much as we are able”. Like most self-employed individuals, the minister should benefit from the “fruit of his/her labors” and neither be exploited through punitive frugality nor pandered to through unwarranted liberality. It is a Biblical responsibility for the church to pay what is “right” and for the minister to work productively for what is “agreed”. (Matt 20:1-15) 1. Personal Salary Prior to the appointment of a minister, a stated salary should be agreed upon and placed in writing in church minutes. Thereafter, annual or semi-annual reviews should be conducted. It is demeaning for the minister to be forced to come “hat in hand”—suffering deprivation. It is also demeaning for the congregation to be manipulated to “pay what I want” under threat or intimidation. Open-reasoned, and regular discussion of realities must be provided for. It is not recommended that pastoral and staff salaries be published in Society or congregational meetings. While pastoral and staff salaries are not confidential, they are rightly the domain of a local church board/personnel committee whose role represents the larger church body. If local church members wish detailed information regarding pastoral and staff salaries, they should discuss the issue with the chairperson of their local church board. Salary Increases The types of salary increase that should be considered are based on merit, performance, or excellence. These types of salary increases are where “fruit of labor” is rewarded. Growth, especially that resulting in additional church income, should be shared with the minister who helps it take place. This may be done through a pay increase or a bonus. Cost of living Changes brought about by inflation/recession movement within the region should be responded to appropriately. Regional Consumer Price Index reports are available. Automatic basic salary adjustments having nothing to do with performance should be made when called for. However, because such indexes may be heavily impacted by real estate, an “across the board” application of the percentages may not be warranted. Taxation For income tax purposes, our ministers should be treated as employees and not as selfemployed individuals. Churches should issue an IRS Form W-2, not an IRS Form 1099, at the end of the year. See items 4 and 8, below, for more information on estimated taxes, tax withholding and Social Security taxes. 2. Housing Church-owned home When the church owns the home in which the minister will live there are certain understandings which must be reached. We recommend that the church provide for all remodeling and redecorating, maintenance and repairs, basic equipment (lawn, etc.), basic appliances (as needed), household furnishings such as window and floor coverings, and all utilities. Ministers living in a church-owned house will not acquire equity nor share in capital gains as most homeowners do. It is suggested a special policy to offset that be considered, in which an annuity is funded through monthly investments. This should be done through tax sheltered instruments so as to reap those benefits.

A “parsonage allowance” should be designated by the local board of administration in addition to the fair rental value of the parsonage to cover out-of-pocket expenses incurred by the pastor. Minister-owned home The Internal Revenue Code section #107 provides a significant tax advantage for purchasing a house. The housing allowance for “fair rental value”, upkeep, and operational costs may be excluded from taxable income. In order to qualify, the following procedures must be followed: The local church leadership board must approve the allowance prior to the start of the period covered and record it in its minutes. This “approval” cannot be given retroactively. It is thus recommended that the housing allowance be approved in the last Board meeting of every year for the following year. In the case of a new pastor, the Board meeting prior to his or her start date should be used to approve the housing allowance. The amount approved should be the amount requested by the applicable pastor. The amount should be a dollar amount and not a %. Note that the housing allowance does not change total compensation of the pastor, but merely allocates a portion of it. The minister must keep detailed records of expenses. The minister must include the gross income amount of any rented housing allowance that is more than the smallest of:  The reasonable salary  The fair rental value of the home plus utilities  The amount actually used to provide a home The entire housing allowance must be added back into income amounts being used for figuring Social Security taxes 3. Honorariums Honorariums may be accepted from weddings, funerals, and outside speaking engagements. Ministers should report honorariums as self-employment income, separate from the compensation received from the church. 4.

Estimated Taxes and Income Tax Withholding Income tax is a “pay-as-you-go” system through income tax withholding. For example, an employee (non-minister) such as an office administrator or janitorial staff person normally must have income tax withheld from his or her pay. However, ministers are specifically exempt from income tax withholding. Ministers should make quarterly estimated tax payments to prepay their income taxes and self-employment taxes. They may, however, enter into a voluntary withholding agreement with the local church to cover any income and self-employment tax that may be due. This agreement is made on IRS Form W-4.

5. Health Insurance While the Conference does not provide a group policy for health, dental or vision benefits for pastors or staff, local churches are urged to consider these benefits as essential parts of the employee salary and benefits packages offered. Consideration should be given to such issues as size of deductibles, out-of-pocket expense maximums, percentage of coverage offered and accessibility to providers and care networks. Churches should seek to encourage the health and wellness of their staff and to protect them from the burden of catastrophic medical bills. 10

6. Vacation A vacation policy should be established and be based upon the length of vocational service within the Free Methodist Church, not the current ministry assignment. Experienced ministers transferring into the Free Methodist Church should have like consideration for their years of service. Conference recommendations are as follows: 1st – 2nd year @ two weeks 3rd - 15th year @ three weeks 16th - 24th year @ four weeks 25th - 29th year @ five weeks 30th - retirement @ six weeks Attendance at denominational and Conference functions are not vacation. They are business and professional meetings where local church representation and ministerial development generally take place. Some ministers receive invitations for speaking/teaching outside of the local church. A policy should be written which covers how this will be handled. How much time will be allowed outside of vacation, what will be done with expenses and honorariums, etc. should be addressed. Outside ministry should be encouraged as long as it does not interfere negatively with ministry responsibilities. Holidays are often celebrated on weekends and there is no way the minister can avoid assigned responsibilities. The generous church will find a way to compensate. It may rotate in substitutes for some holidays and grant alternate days for others. Ministers should be expected to take off one to two days per average week as well as spend some evenings at home with family. Because ministers are cause-driven it may be necessary for church leadership to insist on this and accept any ramifications. 7. Family and Medical Leave Short-term illnesses should be handled as best as possible when they occur. Long-term illnesses should be covered by a policy that includes impact on continuation of wages, benefits, handling of pulpit duties, and at what point resignation would be appropriate. Major illness is a time when, what a church would like to do and what it is able to do may conflict. For this reason a rational approach of having supplemental life insurance and short-term disability in addition to the regular long-term disability and basic life insurance described in “9” is encouraged. The church’s care and concern for the welfare of its pastor(s) and staff should be reflected in its policies on family and medical leaves, regardless of the size of the church. The churches that employ 50 or more employees are subject to both Federal and State laws concerning family and medical leaves. The Family and Medical Leave Act (Public Law 1033) and the Washington State Family Leave Act (RCW 49.78) generally provide that covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:    

the birth and care of a newborn child; placement with the employee of a son or daughter for adoption or foster care; caring for an immediate family member (spouse, child, or parent) with a serious health condition; or taking medical leave when the employee is unable to work because of a serious health condition. 11

Even though the Family and Medical Leave Acts and the Washington State Family Leave Act might not apply because of a church’s size , all churches are encouraged to establish family and medical leave policies that meet or exceed the standards set forth in those Acts. In addition the Washington State Family Care Act (RCW 49.12.265-295) provides if, under the church’s policy applicable to a pastor or other employee, the pastor or employee is entitled to sick leave or other paid time off, then the church shall allow the pastor or employee to use any or all of his or her choice of sick leave or other paid time off to care for the following:  

a child of the employee with a health condition that requires treatment or supervision; or a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or an emergency condition.

8. Social Security Taxes The professional minister is considered self-employed for Social Security tax purposes. Therefore, the minister (not the church) is responsible for paying the entire self-employment tax under the Self-Employment Contributions Act (SECA). However, many churches provide one half of a pastor’s Social Security taxes by giving additional income or a bonus to help cover the self-employment tax. This optional income or bonus is simply additional taxable income for the pastor. The 1986 Tax Reform Act provides for a decision allowing ordained ministers to opt out of Social Security. This is a lifetime decision. It cannot be withdrawn! Opting out requires a conscientious/religious objector stand. Such a decision cannot be made on an economic basis but only as a matter of conscience with integrity. Most Free Methodist ministers would not qualify for this exemption. The Conference does not recommend such a stand at this time. 9. Group Disability and Life Insurance Benefits The Pacific Northwest Conference provides the following group benefits for those who are full time under Conference appointment at a local church. Premiums are paid by the local church. 1. Long Term Disability. Benefits include 60% of salary and housing allowance to a maximum monthly benefit of $5,000. Benefits begin after a waiting period of 180 days of disability. Benefits duration periods are 24 months for Own Occupation and to age 65 for Any Occupation 2. Life Insurance. Benefits include life insurance of $15,000 and Accidental Death and Dismemberment of $15,000. The provider’s name is Gallagher Reppond. Contact Janet Long at 1-800-542-3737. 10. Pension The Free Methodist Church pension plan is available to all its appointed ministers including supply pastors. 11. Retirement Plans There are provisions in the law that allows ministers to invest certain funds for future retirement, bypassing income taxes until they are distributed. Only “qualified funds” can be used, and deposits must follow proper tracks. In some cases that means the minister may deposit the money personally; in others it means the church must deposit the money directly. 12

12. Study Leave, Professional Development (see also Ministerial Expenses) Seminary advanced degrees may require additional time away. A minimum of two weeks should be set aside for study leave. Additional time needed should be worked out with the local church and pastor. 13. Sabbatical Following seven years of service in a congregation, and at five-year intervals thereafter, Conference-appointed personnel, the pastor, and associate level staff are eligible for a two to three month sabbatical at full salary, in addition to the regular annual vacation. A specific proposal for such an arrangement, including goals for the sabbatical, plans for covering church responsibilities and financial understandings are to be submitted for approval to the Local Board of Administration and the Superintendent at least six months in advance. In addition, an appointment should be made with the PNWC Director of Spiritual Formation and Pastoral Care during the planning of the Sabbatical as well as a follow-up appointment afterwards. Sabbatical leaves are for the purpose of enhancing ministry to the church. They should, therefore, incorporate plans for study, taking classes or attending seminars, travel, ministry outside the church, or any combination of the above, along with some level of planned rest and renewal. 14. Severance Pay There is generally no severance pay involved in the transaction between appointments of pastors. Vacation should be taken prior to the close of the Conference year. Ministry Expenses It is always better for the church to establish reimbursement account policies for expenses rather than an allowance procedure. In “reimbursements” the minister is required to turn in expense reports to the church for payment. The minister then is not required to file a 2106 tax form as is required for “allowances”. The church also is able to establish a “need” basis and better monitor activity, and at no additional cost except ledger entries and check writing. 1. Travel Expense Car expenses may be handled either in a monthly amount that is fixed, so expense reporting back is not required, or through an expense reported per-mile reimbursement. Either should consider not only gas but also maintenance, repairs, insurance and depreciation. For tax purposes it is highly recommended that the per-mile reimbursement method be used. The minister who receives a fixed amount monthly must report it as income and justify the deduction of the ministry portion. In some cases the church may provide a purchased or leased vehicle. The minister then should have a personal car or record and reimburse the church for personal use. Trips that require other forms of travel, lodging or meals should be reimbursed as shown on an expense reimbursement report. Ministers are advised to keep accurate and detailed records of business miles for tax purposes regardless of the way car expense is handled. 2. Office Expense Furnishings and equipment are part of the “tools” for ministry the church provides for its ministers. These should be modern, in good condition (and appearance), adequate, and comfortable. They belong to the church and remain after a minister leaves.

Supplies such as paper, filing materials, postage, business cards, calendars and appointment books, tape, staples, etc. are church expense. It is best if an account with a supplier is established so these can be purchased as needed without requiring immediate payment. The telephone/cellphone is an essential part of ministry equipment. The church should reimburse for all ministry related calls. 3. Entertainment Expense Local ministry may include expectations for attending ministerial associations, joining civic clubs, or participating in interchurch programs. The local church should reimburse such expense. Where such functions are truly optional to the minister they may be considered personal expense. Some effective ministry is done over coffee or meals. Within reasonable and determined parameters the church should reimburse for these expenses. When ministry expectations include hosting visiting persons or require the attendance of a spouse to specific events the church should provide reimbursement for costs, including childcare. 4. Conference Functions PNW Conference Reimbursement Policy The expense for attendance at and travel to conference-required (expected) events properly belongs to the local church and should be so budgeted and authorized. All appointed pastors are required to be present at Leadership Summit and other expected events. The expense for this responsibility properly belongs to the church and should be so budgeted and authorized. Time at these events is not vacation time. The local church should also attempt to fund the expenses of their delegates to Leadership Summit. When the local church budget cannot cover these expenses, a mileage reimbursement form may be submitted to PNWC. This provision does not include reimbursement for travel to non-required events. Expectations for Participation in Conference Events Spiritual Formation Plan Pastors and Spouses Retreat  Invited—All currently in conference relationship (appointed) or seriously exploring that possibility. This event does include special relationship and special appointment, but not retired pastors.  Expected—All full-time, church-appointed pastors. Pastors Day/Resourcing Event  Invited—All ministerial staff of any kind (defined by the local church) and PNWC team members in special relationship or under special appointment.  Expected—All full-time church-appointed pastors.

Impact Briefings  Invited—All interested persons, especially those on leadership boards and in staff positions.  Expected—All full-time church-appointed pastors. PNWC Leadership Summit  Invited--Anyone and everyone is encouraged to attend.  Expected--All PNWC-appointed persons are expected to attend. This includes senior and staff pastors, as well as retired pastors, special relationship and special appointment ministers. Those unable to attend are asked to write a letter asking to be excused. Regular lay delegates from each local church are expected to attend. Continuing Education Units The local church should expect its ministers to keep professionally up-to-date and will benefit thereby. The “pew” seldom rises higher than the “pulpit”. The Free Methodist Church requires a minimum number of CEU credits. The board may even want to participate in the selection of curriculum. It is strongly recommended that this be provided for in the budget at least to the level of Conference requirements. Formal education, seminars, workshops, classes, etc. outside of FMC/CEU requirements accrue to the personal and professional benefit of the minister. The church should consider participating in the full or partial reimbursement of these expenses as the local church will benefit too. 5. Mission Trips It is recommended that the church establish a policy and program that will enable its ministers to visit mission fields. This produces something special in the life of the minister and produces great dividends for the church itself. Professional Expenses There are certain expenses that, in the normal performance of ministerial functions, will be incurred. It is good for a church to assist in covering these costs. If a church determines to not establish an allowance to cover such expenses, the minister must remember that many of these expenses may be deducted from personal income taxes. 1. Marriage Enrichment The local church is encouraged to support their ministerial couples in seeking marriage enrichment opportunities. 2. Books and Periodicals Allowance The strength of the Church rests in its ministers. When the minister continues to grow and develop, everyone benefits. It is recommended that the local church consider participating by reimbursing for applicable books or providing a book/periodical allowance that will enable its minister to purchase these tools and build their personal library. 3. Dues Certain ministers may be required (or prefer) to belong to professional organizations that keep their credentials valid or provide other district benefits. The church may want to assist with these as it reviews them on an individual basis. 4. Designated Gifts At times, individuals desire to give designated money for special projects related to the minister, personally. These may be for non-vacation trips, equipment, studies, etc. Those dollars may be passed through the church accounts and receipted as contributions as well as 15

non-taxable income for the minister, as long as the designation is approved by the Local Board of Administration and clearly marked for professional enhancement. 5. Moving Expenses The Pacific Northwest Conference reimburses moving expenses for senior pastors moving into or transitioning within the conference. Generally, the PNW covers the following moving expenses:  Moving trucks/vans/trailers (U-Haul, Enterprise, Penske, etc.) utilized in a “selfmove.” The conference does not reimburse for a professional moving company unless there are approved extenuating circumstances.  Fuel for moving trucks/vans for the most direct route between the departure city and the city of appointment.  Food for dates of travel—while on route.  Hotel/motel for dates of travel—while on route.  Mileage for personal vehicle(s) for the most direct route between the departure city and city of appointment. This is reimbursed at the approved IRS mileage rate.  Other miscellaneous expenses may be reimbursed at the discretion of the conference. An “up to” moving expense limit may be assigned depending on extenuating circumstances. Once a move/transition is complete, all expense receipts for reimbursement purposes are to be submitted to the PNW Conference Office. All other staff or pastoral moves are the responsibility of the local church.

PACIFIC NORTHWEST CONFERENCE Global Associate Donation Form Name of Global Associate(s): (Please Print)

Financial Donation in the Amount of :

$ __________________________

_______________________________

$ __________________________

_______________________________

$ ___________________________

TOTAL:

$ _____________________

Make check payable, and send to: Pacific Northwest Conference 3120 Third Ave W. Seattle, WA 98119

Please send receipts to: Your Name: Address: City:

State

Zip:

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sponsored by:

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Seattle Pacific Seminary Defining theological education through Academy, Abbey, and Apostolate

Our Distinctive Vision: Academy, Abbey, and Apostolate The interplay of scholarship, spiritual edification, and service — all informed by our Wesleyan heritage that joins “knowledge and vital piety” as a means of changing the world — defines Seattle Pacific Seminary’s vision for educating students, and forming Christian leaders for the 21st century.

Academy Our seminary offers students a collaborative environment in which they learn from professors who value academic excellence, Christian formation, research, and teaching that serves the Church.

Abbey Our graduate programs stress the importance of accountable discipleship and provide opportunities for worship and informal fellowship in an intentional Christian community — all for the purpose of forming students and faculty members in the image and likeness of Jesus Christ.

Apostolate The seminary is an “apostolate” — a place of sending forth, a kind of 21st-century mission agency. All graduate students participate in service activities, particularly with the underprivileged, and are often socially dislocated for the sake of the gospel through multi-cultural experiences across Seattle and around the world.

Multiple Options. One Philosophy. Seattle Pacific Seminary offers a Master of Arts in Theology (MA), a Master of Divinity (MDiv), and a Graduate Certificate in Christian Studies. All are built on the classical theological disciplines of Scripture, church history, theology, and ethics. And, each is informed by the Seminary’s Wesleyan heritage that unites “knowledge and vital piety” as a means of engaging the culture with the transforming gospel of Jesus Christ. In addition, the Seminary has joined with SPU’s School of Business and Economics, and School of Psychology, Family, and Community to offer the following dual degrees: MA in Theology/MBA; MA in Theology/MDiv; MA in Theology/MS in Marriage and Family Therapy (MFT); and MDiv/MS–MFT.

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Seattle Pacific Seminary Defining theological education through Academy, Abbey, and Apostolate

The Church and Parachurch Tuition Discount Program Seattle Pacific Seminary is excited to offer a 50% tuition discount for first-year seminary students who are actively employed at a Christian church or a parachurch organization in a full-time or part-time capacity. Qualifying parachurch organizations may include: Campus Crusade, InterVarsity, Navigators, Union Gospel Mission, Urban Impact, Young Life, Youth for Christ, or World Vision. (Note: This is not an exclusive list.) Beginning Fall 2014, eligible students will be permitted to receive this discount for their first 40 credits OR their first year (i.e. Fall, Winter, Spring, and Summer), whichever comes first. This applies to students who are enrolled in the Master of Divinity, Master of Arts in Theology, or the Graduate Certificate in Christian Studies program. This discount is extended to the first ten students who apply each year.

Application Information The application deadline for Autumn Quarter is July 1. To apply, visit spu.edu/seminary, call 206-281-2342, or email seminary@spu.edu.

For more information, please contact: Billy Q. Vo, Director Asian American Ministry Program and Seattle Pacific Seminary Seattle Pacific University, 3307 Third Avenue West, Seattle, WA 98119 PHONE : 206-281-2171 | EMAIL : billyqvo@spu.edu | WEB : spu.edu/seminary

Application for Christian Minister Tuition Discount Seattle Pacific University

Student Financial Services (206) 281-2061/ (800) 737-8826 Seattle Pacific University is committed to the continuing education of ministers of the gospel. The Christian Minister Tuition Discount program is supported by the institution to make it economically feasible for full-time, ordained, practicing pastors or missionaries involved in full-time Christian pastoral responsibilities to pursue studies that will enhance their ministry. Amount of Discount Free Methodist Pastors • Awarded to currently active, full-time, ordained, practicing pastors or assistant pastors appointed by the Pacific Northwest Conference of the Free Methodist Church. • Awarded as full tuition discount for the first five undergraduate or first three graduate credits per term; and a 20% discount for additional credits. All Other Christian Pastors • Awarded to currently active, full-time, ordained, practicing Christian pastors and missionaries. • Awarded as a 20% discount on tuition only. Additional Requirements and Information • A new application must be submitted for approval each school year (Summer through Spring) that you would like to receive the tuition discount. • The tuition discount may be used for undergraduate and graduate levels. • Since the focus of the program is to provide continuing education, the discount may be used for regular credits, spiral classes, and/or media courses. • The Christian Minister Tuition Discount will be counted as a resource and if you are receiving other financial aid, receiving the Christian Minister Tuition Discount may affect the amount or type of other aid for which you are eligible.

Name (please print) ___________________________________________________ Student ID/Social Security Number ________________________________________ Address ____________________________________________________________ Telephone ______________________ E-mail _____________________________ Academic Year (new application required each academic year) _____________________ Please indicate the number AND type of credits you will be taking each quarter: Summer

_________ Undergraduate __________ Graduate ____________ Other

Fall

_________ Undergraduate __________ Graduate ____________ Other

Winter

_________ Undergraduate __________ Graduate ____________ Other

Spring

________ Undergraduate __________ Graduate ____________ Other

------------------------------------------------------------------------------------------Name of Church or Mission Board _________________________________________ Name of Church/Mission Board Representative _______________________________ Church/Mission Board Address __________________________________________ __________________________________________ Church/Mission Phone _____________ Church/Mission E-mail_________________ ------------------------------------------------------------------------------------------I certify that I am a full-time ordained Christian minister/missionary of the gospel and receive the major portion of my income from that work. Ordained persons in other lines of work (e.g. teaching) are not eligible for the Christian Minister Tuition Discount. Applicant Position Title ________________________________________________ Signature _______________________________

Date ______________________

Please submit application to:

Kevin McKinney Student Financial Services 3307 Third Avenue West, Suite 114 Seattle, WA 98119 -------------------------------------------------------------------------------------------

For Office Use Only Approval Contact Name ____________________________________________________________ Approved by ___________________________________ _____ Filer (Counselor Notification Required)

Date __________________________ _________ Non-Filer (roahold required)

Pacific Northwest Conference of the Free Methodist Church PASTORS’ CHILDREN SCHOLARSHIP Application First Name

Last Name ____________________________

Birth date Name and location of High School from which you graduated School you plan to attend? ____Seattle Pacific University ____Central College ____Roberts Wesleyan College Are you accepted at this school?

____Azusa Pacific University ____Greenville College ____Spring Arbor ______

If you are presently a student, what year, quarter / semester are you in, and at what school? ________________________________________________________________________ What quarter / semesters do you plan to attend this school year? Autumn Winter Spring How many hours of academic work will you be taking this year? How many hours is a full load?

____

In 100 words or less, please give your present vocational plans (tentative plans are acceptable).

Student’s signature

Date

Pastor’s signature (Free Methodist Pastor)

Date

Note: Scholarships are issued at the end of September and the end of January. Please submit this form to the PNW Conference Office by September 12.

Notice of Change of Status and/or Compensation This form must be completed for the Free Methodist Church of North America Pension Plan.

1. Name______________________________________________________________________ Social Security #_______________________________Birth Date _______________________ Spouse Name___________________________________Birth Date_____________________ 2. Current Conference Name ________________________________Conference #____________ Current Church_____________________________________________ Church #___________ Street___________________________City___________________State_____Zip__________ 3. Change Effective Date_______________________________ (This is very important!) 4. New Conference Name __________________________________Conference #____________ New Church_________________________________________________Church #__________ Street___________________________City___________________State_____Zip__________ (Please list your personal address if not appointed to a church.)

5. □ First-time pastoral appointment

□ Retirement

□ Discontinued from pastoral appointment

□ Leave of absence

□ Change in compensation (salary/housing)

□ Transfer to new church

□ Termination □ Transfer to another conference (New conference _________________________________________)

Salary $_______________ per ________ (cash salary, soc sec reimb, 403B, section 125 medical) Housing $_______________ per ________ (housing allowance -or- fair rental value + utilities) (Even if one or both of the above has not changed, please list for confirmation purposes.)

6. Other information that would help us better understand your situation: ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 7. Signatures

Pastor

(date)

Conference Official

(date)

8. Please submit form immediately to: ●Your Conference Office ●FMCNA World Ministries Center - Human Resources P.O. Box 535002,IN Indianapolis, IN (fax: 46253-5002 (fax: 317-244-1503) PO Box 535002, Indianapolis, 46253-5002 317-244-1503) Revised March 2011