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					       CHRIST EMBASSY CATFORD




Publications Department
       Code of Practice
             Herman Dusu
              9/2/2011
Last modified: 02-09-2011                                            Revision: 01                                Aurthor: Herman K Dusu Jnr


Table of Contents
   Vision, mission and culture of the Publication Department ............................................................... 4
       Vision............................................................................................................................................... 4
       Our Mission ..................................................................................................................................... 4
       Work Ethic ....................................................................................................................................... 4
       Areas in our remit ........................................................................................................................... 4
       Media we use .................................................................................................................................. 4
   Structure and Hierarchy ...................................................................................................................... 5
       Systems ........................................................................................................................................... 5
       Organs ............................................................................................................................................. 6
       Tissues/Teams ................................................................................................................................. 6
       Cells/Publicist .................................................................................................................................. 6
       Leadership and Authority................................................................................................................ 6
   Attendance.......................................................................................................................................... 7
   Issues, Suggestions and Disputes ........................................................................................................ 7
   Recruitment, Growth and Sustainability............................................................................................. 7
   Dress code and Behaviour .................................................................................................................. 7
   Dues and Finances .............................................................................................................................. 8
   Meetings, announcements and correspondence ............................................................................... 8
       Meetings ......................................................................................................................................... 8
       Announcements .............................................................................................................................. 8
   Training and Personal Development................................................................................................... 8
   Social Aspects...................................................................................................................................... 9
Appendix 1 ............................................................................................................................................ 10




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                       Revision: 01             Aurthor: Herman K Dusu Jnr



Code of practice
The departments are our service centres, these are places we have been given the opportunity to
minister to the Lord, to show case and develop our gifts and talents, to build and nurture souls.
Every new member must have a copy of the department manual as soon as he or she indicates
interest to join or is recruited or appointed. It gives them a firsthand knowledge of your departments
operations, how they can get involved, and what is expected.

Benefits of Departments

- It brings structure and order in God's house

- It enables one find a place in the body of Christ

- It helps to develop our gifts and talents

- It aids to fulfil our calling as able ministers of the Gospel

- It gives one a sense of belonging

- Some of the departments make up are evangelical.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                      Revision: 01             Aurthor: Herman K Dusu Jnr


Vision, mission and culture of the Publication Department

Vision – To preach the Gospel as Christ instructed, through publication media such as books,
newspapers, magazines, posters, internet, with the ambition of expanding into radio, the silver
screen and any other medium that may be invented in the years to come. To have the Good News in
every home of the world be it in the form a written, visual or audio media. We are an evangelical
ministry promoting the Gospel of Christ to the outmost parts of the earth.

Our Mission – To edify the Church by advertising/publicising church programs/activities, thus
maximising awareness to general public and turnout. We also act as an evangelical avenue for the
Church to express the Gospel to the souls of men via the mediums we operate in.

We aim to reach every soul on earth, starting from Catford and ever enlarging our circle of influence
until that circle encompasses the whole world: through tailored and life changing material from the
Word of God, dispelling misconceptions and awakening a generation of Britons, Europeans and
Earthlings to the Living Word.

Work Ethic – Strive for perfection, working diligently as though working for Christ Himself.
Delivering projects on time and according to specifications detailed.          We work with the
client/relevant departments to ensure designs are tailored to suit their demands whilst meeting the
functionality criteria we set as professional publicists.

Areas in our remit – Church programs, church publications, partnership arms, men, women and
youth programs. Personal or Cell programs not included, unless explicit permission granted from a
higher authority.

Media we use – Hardcopy forms such as flyers, banners, posters, newsletters, magazines and
leaflets. Digital formats such as PowerPoint presentations, digital banners, Websites (Yookos,
Facebook). Audio and visual broadcasts, such as radio, podcast, YouTube videos and Loveworld TV.
This list is not exhaustive as new media forms will surely arise.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                        Revision: 01             Aurthor: Herman K Dusu Jnr


Structure and Hierarchy
The structural make up of the department mimics the human body: consisting of systems, organs,
tissues/teams and individual cells/publicists.

Systems – Another way to think of them are workflows, procedures or processes. They are not
physical bodies, individuals or groups but rather the processes. The systems identified as necessary
for the publications department are:

       Administration (Endocrine System) – Deals with the administrative and secretarial
        task within the department and liaise with external departments. Meetings, schedules,
        events, personal records and official correspondence are often overseen by this system.

       Creative (Reproductive System) – Development of new ideas, designs and creative
        input into various publications. This system is concerned with the department and church’s
        vision and develops ways to get there.

       Data (Nervous System) – Information acquisition and verification (information inflow),
        Information distribution and storage (information processing), publishing information
        (information outflow). All 3 make up nervous system of the department.

       Disciplinary (Lymphatic-immune System) – Maintains law and order within the
        department. Communicates and enforces the rules and procedures within the department
        and decides on appropriate punishment/correction for offenders.

       Finance (Circulatory System) – oversee financial aspects of the department. Sets
        amount and frequency of dues to be paid. Monitors costs, revenue and the entire cash flow
        within the department.

       Human Resources & Welfare (Respiratory System) – This system focuses on
        recruitment, growth and sustainability of the Publications Department. They also are
        concerned with the welfare of individuals and their personal development. Disputes and
        complaints are overseen by this system.

       Managerial (Structural System) – Monitors and manages publicists to bring out the
        best results. Ensures tasks are completed, goals are met and the vision remains clear.
        Essential for time keeping and maximising the department’s efficiency and effectiveness.
        This system manages and utilises the skills of the individuals in the department.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                      Revision: 01              Aurthor: Herman K Dusu Jnr


       Marketing (Digestive System) – Concerned with promoting publications to enhance
        viewership, catchment, influence, profitability and popularity: first of the Gospel, then the
        Church, and the Department.

       Spiritual (Muscular System) – Responsible for the spiritual up-keep of the department.
        Organises prayer meetings, outreach sessions and other spiritual exercises as the Spirit
        leads. This system is concerned with the spiritual health of all publicists.



Organs – The organs have specific roles to play within the department and consist of multi-
disciplinary teams. The departmental organs as of September 2011, are:

       Websites

       Newsletters

       Presentations

       Printed media

This list is not exhaustive.

Tissues/Teams –These are groups of people/cells that share the same discipline. Photography
team, Journalism team, Graphic design team, Archiving team, Printing team, etc

Cells/Publicist – Each individual in the department is considered as a unit cell and a publicist in
their own right, of the Gospel.

Leadership and Authority

All members of the body are vital and as important as the other: although each member has their
role to play. The head directs the body, guiding it whichever way it perceives. The head of the
publication department is the lead. He/she ensures the department remains on the path of its initial
calling, pursues its vision and meets its goals.

Next in line are the managerial team for the systems, then the organ managers and finally
tissue/team leaders.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                   Revision: 01                    Aurthor: Herman K Dusu Jnr


Attendance
Publicists are encouraged to attend all church services, i.e. one Sunday service, Wednesday service
and Friday prayer meeting. It is expect you attend at least one of these services in a week and are an
active member of a cell group.

Each publicist is expected to attend departmental meetings and their relevant team meetings unless
prior notice is given and an alternative arrangement is made between you and the host of that
meeting. Members who miss a meeting without informing their manager or the chair person of that
meeting will face disciplinary action.

Lateness is frowned upon and may go against you during your personal review for commendation or
promotion.



Issues, Suggestions and Disputes

Issues/concerns/ideas/suggestions should first be communicated to your organ manager. If
unresolved or the issue is with the manager, the matter can be elevated to HR & welfare team, then
Departmental head. If still not resolved this would be further elevated outside the department to
Sister Vanessa



Recruitment, Growth and Sustainability

Only Christ Embassy Members are eligible to work within the department, that is, having attended
foundation school and are an active cell member and regular church attendance. No age limit once
the preceding criteria has been meet. For further details see Appendix 1.



Dress code and Behaviour

Smart casual, clean sneakers allowed but no dirty trainers. No hats worn by guys during service and
no sunglasses by both sexes during service. No provocative or tight fitting clothing by either sex.
During some departmental events a specified uniform/attire may have to be worn.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                   Revision: 01                Aurthor: Herman K Dusu Jnr


Dues and Finances

At the discretion of the financial manager. Unemployed, children and students will be subject to
lower due rates or none at all. Preferably the due amount to be paid by each member should be a
percentage of their net income, for example 1% of salary, before tax.

Department is expect to Partner as a whole (not a substitute to individual partnership) probably to
InnerCity Mission, still debatable. We will also sow seeds for Pastor Chuka, Pastor Chris and Pastor
Anita’s birthdays.



Meetings, announcements and correspondence

All members should join the Yookos group page and church page. All general announcements will be
made through Yookos and in summary via SMS. Email is my preferred mode of one to one contact,
so that there is always a written record of correspondence.

Meetings
Meetings can be called for by the managerial system and overseen/hosted by administration. There
should be a departmental meeting at least once a month. Team/Organ meetings are at the
discretion of the relevant managers.

Announcements

Team leaders can send instructions or make announcements to their team only, and organ
managers, to their team leaders and individuals within their organ only. Instructions from systems
and departmental lead should be sent through administration: That is all formal departmental
announcements/instruction should be passed through administration. All other low level
correspondence (that is team and organ level) should be copied to administration for records.



Training and Personal Development

The department encourages and supports personal development spiritually, intellectually and
physically. This is generally overseen by Human Resources and Welfare. The physical and intellectual
aspects of our publicist are monitored and groomed by HR and more personal and spiritual matters
are taken on by Spiritual.

These two systems work hand in hand to ensure our publicist are happy, strong in the Lord and
working at their full potential.


The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                   Revision: 01                 Aurthor: Herman K Dusu Jnr


Social Aspects

Ideally the department should have a social event on a monthly basis, celebrating birthdays and
goals we meet during that month. The details of these monthly events are overseen by HR and
Welfare: the activities, dates and frequency of these events can be altered at their discretion within
reason.




The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                        Revision: 01                    Aurthor: Herman K Dusu Jnr




Appendix 1
Proposal for recruitment, sustainment and enlargement of Publications Department – Herman Dusu

Recruitment

    1.   Initial announcement at church of `new publications department (with accompanied slide show of
         what we plan to do and why we do it, should time permit).
    2.   Create a Yookos and Facebook group containing basic information of the department, mission, values
         and portfolio.
    3.   Advertise current positions/projects and the ideal skills sought after by the department on Yookos,
         Facebook and some publication media such as the Church Newsletter/Magazine.
    4.   Provide contact details for those interested in join the department on major publications such as
         Church Magazine.
    5.   Exhibit past projects in galleries on Yookos and Facebook and an annual church exhibition (if
         permitted)
    6.   Target cells by asking cell leaders to commit at least one person from their cell to by a liaison office
         between their cell and the publication department. This means any news from that cell can be readily
         featured on the website or newsletter. Flyers for cells are still outside our remit unless payment made
         and we have the time and resources available.
    7.   Encourage ordinary church members particularly children and teen to contribute articles, poems,
         drawings etc to Church magazine. Essentially the department will be functioning as an
         outlet/mouthpiece for the congregation.

Sustainment

    1.   Introduce new members to the entire team and run an induction session with them.
    2.   Assign a mentor/supervisor they can approach should they have questions or difficulties that may
         arise
    3.   Encourage team work and a healthy team spirit with group activities outside of work such as dinner,
         evangelism, outings.
    4.   Synergy within the department and in liaising with other departments.
    5.   Reward outstanding work and commitment, giving honour to whom it is due and promotions where
         appropriate.
    6.   Enforce departmental work ethic/manual, maintain discipline (time keeping and professionalism) and
         accountability.
    7.   Suggestion box and regular group meetings to discuss issues that arise, targets set, changes to be
         made and any other topic raised by any member within the scope of the department.


The contents of this document are subject to change under periodic review.
Last modified: 02-09-2011                      Revision: 01                   Aurthor: Herman K Dusu Jnr


Enlargement

   1.   As mentioned above develop a culture of rewarding outstanding work and promote individuals who
        consistently exceed expectations.
   2.   Training and development of individuals within the department. E.g. Photoshop tutorials, Publisher,
        Journalism, Photography, etc.
   3.   Develop an environment where ideas can be readily shared and encouraged.
   4.   Review and self assessment of individuals and the department, by assessing the goals achieved and
        those not met. Why these goals weren’t met and what can be done to differently.
   5.   Investment...of time, money and talent into new ideas/means of publishing the Gospel
   6.   Advertisement and Recruitment
   7.   Continuous pursuit of perfection in professionalism and excellence.




The contents of this document are subject to change under periodic review.

				
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