GJR MapWelcome! GJR Map is for YWAM leaders, staff and students who are seeking guidance about a conflict situation. GJR Map helps you explore the full text of the YWAM Guidelines for Justice and Reconciliation (GJR)!
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GJR Map is based on the "Guidelines for Justice and Reconciliation" which was released on : 229.8.02
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Who is GJR for? Why? of GJR and who is it for?1Guidelines for Justice and Reconciliation10The Global Leadership Team (GLT) of YWAM encourages the following guidelines to be distributed and made known to all staff throughout the mission for the facilitation of healthy staff relationships and correct procedures where needed in cases of complaints, grievances and conflicts. 13... when there is relationship breakdown then the following guidelines based on Biblical principles should be followed. 16These guidelines should be made available to all YWAM students and staff in order for the just and timely settlement of disputes and conflicts, with a minimum exposure beyond the immediate parties.
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What does the GJR say about YWAM?4INTRODUCTION:5Youth With A Mission (YWAM) is a volunteer organization committed to functioning as a relational network. 6YWAM operations are therefore to be coordinated and regulated primarily by common vision, values and principles, and supported by servant leadership, recognizing spiritual oversight. 7Students and staff members are our most valued asset in Youth With A Mission. 11Within the YWAM family we are called to live and work together in humility and harmony exemplifying right relationships. 12a This requires a lifestyle of openness and transparency with each other.
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What does the GJR teach about Justice and Reconciliation?II. 51PRINCIPLES FOR HANDLING GRIEVANCES.
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What definition of terms does the GJR give?1. 207Definitions:208Following are the definitions for these terms from New Webster's Dictionary and Thesaurus of the English Language: 209Mediate: to act as an agent in conveying, communicating, etc. 210To be in the middle. 211Reconcile: to bring together again in love or friendship; to induce someone to accept something disagreeable; to reach a compromise agreement about differences. 212Arbitrate: to decide a dispute by involving an arbitrator (an impartial judge), or one of a number, whose decision both parties to a dispute agree to accept.
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What other resources does the GJR recommend?224RESOURCES:225Books: Conflict Mediation Across Cultures, by David Augsburger; Good News About Injustice, by Gary A. Haugen 226Organization: Peacemaker Ministries
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Come and work with us! (Recruiting)3-1(This document only offers guidelines for recruitment, ... of staff or students as related to the areas of justice and reconciling grievances. It is not intended to be a comprehensive guide to recruitment ... .) 8-1Therefore the recruitment ... of both staff and students must reflect biblical values of honesty, openness and fairness. A. 20Recruitment of staff and students
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May I work with you? (Acceptance)3-2(This document only offers guidelines for acceptance of staff or students as related to the areas of justice and reconciling grievances. It is not intended to be a comprehensive guide to ... acceptance, etc.) 8-2Therefore the ... acceptance of both staff and students must reflect biblical values of honesty, openness and fairness. B. 25Acceptance of staff and students
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Refunding Fees4. 24Fees paid for course and programs not delivered as announced should be refunded where requested and appropriate.
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Grievance and Reconciliation ProcedureThe Grievance and Reconciliation Procedure begins here. Choose your first step in the process based on who you are hoping will change their behaviour. If you are a YWAM staff or student hoping that your leader, your fellow staff or student will change their behaviour, then click Step "1. One-on-One" from the map above. On the other hand, if you are a leader hoping that someone that you lead will change their behaviour, then click Step "1. & 2. Corrective Action" above.
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Steps 1& 2. I want someone who I lead to change their behaviour.The GJR calls this "Corrective Action". |
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3-3(This document only offers guidelines for ... corrective action of staff or students as related to the areas of justice and reconciling grievances. It is not intended to be a comprehensive guide ... .) 9Any corrective action deemed necessary should be examples of loving and pastoral communication benefiting both the individual, the YWAM ministry and the body of Christ. 12b-1 When there is a conflict with an individual (including a leader) it should be taken care of on an individual basis with that person, quickly and quietly. C. 30Corrective action involving staff and students
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Step 1. I want my leader, a fellow staff or student to change their behaviour.The GJR calls this a "Grievance". |
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12b-2 When there is a conflict with an individual (including a leader) it should be taken care of on an individual basis with that person, quickly and quietly. B. 135INFORMAL MEDIATION (starting at Level A, where the grievance took place)
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Step 2. I want my leader, a fellow staff or student to change their behaviour. |
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2. 141Go with a friend142Should the above step to seek resolution not result in satisfactory resolution, the person(s) should go again with a friend or colleague who will assist in helping both parties listen to and hear one another.
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Introduction and Background for Steps 3 to 6. |
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202Most conflicts involve issues of disagreement as well as problems of relationship. 203Sometimes the issues leading to the conflict may themselves not be fully resolved. 204In such cases parties should be encouraged to disagree agreeably. 205However the primary purposes of the process and guidelines outlined here are to ensure all staff and students are treated justly and with respect, and to see relationships reconciled. 145At every level, both parties should be presumed "innocent" unless proven otherwise. 188Note: at any level in the process, if the leader's relationship is too close to the individual(s) involved in the grievance or if there is a conflict of interest, the leader should ask to excuse himself/herself and should appoint another leader to facilitate at this level of the grievance process. 15All mediation and arbitration should be processed within the local legal context. A. 110Definition of terms111Different terminology is used in different regions to define the levels of reporting relationships in YWAM, both for transnational and geographic structures. 112The order of the use of these terms varies from country to country. 113An example would be:
122Cases of conflict involving issues with Mission-wide implications and consequences should be handled at the field, or if necessary, the GLT level, at the discretion of and initiated by the Regional Leader. 123* Note: other than cases involving Mission-wide implications, the GLT would be involved only in dealing with issues related to a violation of principle or the agreed-upon process. 124It would not be involved in trying to resolve specific grievances, other than in the case of conflict between GLT members, in which case the vice-chairman would be the first level up. 125A situation involving a grievance could emerge at any one of these levels. 126Therefore, for the purpose of understanding the sequence in the process outlined below, we will simply use the terms Level A, Level B and Level C.
130The goal should be to keep the resolution of any grievance at the lowest level possible, to lean into wise and godly counselors close to the situation, who understand the surrounding circumstances, and to involve as few people in the process as possible. 131We will also refer to two different types of teams which may be required to assist in the resolution of a grievance:
4. 194Informing process195In every case, and at whatever stage it is concluded, an appropriate process of informing should take place.
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Step 3. Level A leader or another chosen leader |
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17Appeals should normally be made as close to the local situation as possible. 3. 143Consult with Level A Leader144If Step 2 does not result in satisfactory resolution, the Level A leader, or a delegated mediator, should be brought into the process and try to help the parties hear each other and work out their grievance. 146Here is a suggested process for the leader/mediator to follow:
157Both parties must feel that they have been "heard" and that their ideas have contributed to the proposed compromise/resolution.
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Step 4. Level A Informal Mediation Team |
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4. 158Level A Leader creates an informal (local) Mediation Team159If Step 3 does not result in satisfactory resolution, the Level A leader should work with both parties to draw together an informal Mediation Team comprised of the Level A leader/or delegated mediator, plus two other mediators. 160Each party should choose a mature, trusted, impartial individual to serve as a "witness" (Matthew 18:16). 161Generally these individuals might be team leaders/department heads or other leaders, but they could also include a pastor or counselor who is a friend of YWAM. 162Again, both parties should be considered "innocent" unless proven otherwise. 163The role of this three-member Mediation Team should be carefully and prayerfully to help the people in disagreement to listen and understand each others' viewpoint. 164They may share scriptures and godly principles that apply to the situation, and they should encourage each party to acknowledge and repent of their part in creating the conflict, taking an attitude of humility and forgiveness (Matthew 6:14). 165Mediators should be reminded of the importance of confidentiality. 166We are cautioned not to broadcast hurts or offenses to anyone who is not directly involved (Ephesians 4:29). 167This phase should be completed within one month. 168The Mediation Team may walk through a similar process to that in Step 3. 169If there is still an impasse, the person with the grievance may bring a request for formal intervention. 170It becomes a formal process when it is required to move beyond Level A.
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Step 5. Level B. Formal Mediation |
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1. 172Petition for formal intervention173If all informal means of settling the matter are unsuccessful, the individual with a grievance may bring it to the Level B leader by submitting a formal written request for intervention. 174Within one week of receiving this request, the Level B leader is required to send a copy of this written request to the Level A leader, notifying him/her that the grieved party was unsatisfied with the results of the informal process and is requesting formal intervention, and to the Level C leader. 175The written request should include the following:
2. 181Formation of formal Mediation Team182At the earliest opportunity, but within two months of receiving the written request for formal intervention, the formal Mediation Team should meet together with both parties and begin a similar process to the one described above in Step 3 of the informal process. 183All national, regional, area and field leaders should have a roster of 3-4 individuals who have agreed to serve on an "on call" basis to help resolve formal grievances. 184The Level B leader should allow each party in the dispute to choose one individual either from the roster, or another mutually acceptable person, to serve on the Mediation Team. 185The Mediation Team is made up of the two members chosen by the involved parties, plus a third member selected from the roster by the Level B leader, whose role is that of facilitating the process. The YWAM line leader is not part of the Mediation Team. 186Where local laws permit, the Level B leader should ensure a complete record of the request, the proceedings, plus all pertinent documentation be kept. 187(This is confidential information which needs to be handled discreetly.) If further resolution is needed, the Level B leader must make this information available to the Level C leader and his/her Arbitration Team.
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Step 6. Level C Formal Arbitration |
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3. 189Formation of Arbitration Team190If the Mediation Team is unable to bring the issue to resolution, the Level B leader is to refer the formal grievance to the Level C leader. 191It is his/her responsibility to pull together an Arbitration Team from their roster. 192The Arbitration Team should meet together with both parties to begin the arbitration process within one month of the time they receive the formal request from the Mediation Team. 193The decision of the Arbitration Team is the final step in the grievance process, and their decisions, judgments and steps of action to be taken by either/both parties are binding to bring closure to the situation. GJR Map - Home |
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How to prepare for possible Mediation and Arbitration2. 213Suggestions for setting up a roster214Because grievances may arise at any level, all base, national, area and regional leaders need to prepare a roster of 3-4 people who are qualified and willing to serve in resolving formal grievances (written requests that have not been resolved through the informal process outlined above). 215These individuals would be "on call" for a two-year time period. 216They would need to agree to see through any case that begins within their two-year commitment, and they could extend the term of their availability if both they and the convening YWAM leader so desire. 217Wise and godly character traits are necessary in such peace-makers who must understand the need for confidentiality and impartiality. 218They must have a broad understanding of YWAM and its values, and should have no vested interest in the case at hand. They should understand the principles of conflict resolution and arbitration and be capable of guiding the process through to reconciliation. 219They also need to be qualified to consider issues of culture, gender, and age. 220These individuals could be wise pastors, YWAM leaders known for their wisdom, etc. 221There are many people within YWAM who would be highly qualified to serve in this capacity who hold no geographic or transnational leadership positions; the same is true of local pastors, counselors and other godly Christians who know and are committed to YWAM. 222The "higher" the level within YWAM's structure the grievance is required to go to, the more "senior" the leaders on the mediation/arbitration team need to be. 223All who agree to serve on the roster should be trained and equipped to serve in this capacity.
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You reached agreement with the person!196If the parties are reconciled, it is important to communicate this with everyone who has been involved in the grievance process up to that point (other YWAMers, parents, pastors, etc), giving glory to God and erasing past negative comments and images, so that full restoration of both parties can take place.
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You decide to prayerfully live with the person's behaviour unchanged!5. 49More normally, leaders at operating locations are encouraged to pray quietly and privately that, where necessary, individuals be led of God to leave, rather than be required to. 50In all cases, leadership should seek the most loving course of action for all parties involved.
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Someone asks the person to leave the YWAM Centre.3. 43In the case of staff, immediate, unilateral dismissal would only occur in exceptional circumstances, for example, as when required by law.
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The person has decided to leave the YWAM Centre!37If the individual is not prepared at this stage to accept the conditions of continued involvement, this amounts to a decision on their part to leave.
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Saying "goodbye" to a staff/ student who leave as a result of a Grievance & Reconciliation Procedure38After such departure there should be communication explaining to those associated with the individual (pastor, parents, leaders, fellow students/staff...) the reasons and the processes involved that have led to the individual's departure. 39This would include mention of principles and values at issue. 2. 40In the case of students, this normally should be handled by the school staff. 41School staff should communicate with the next level of YWAM leadership, as well as with the appropriate spiritual leadership of the student (e.g. pastor, parents,...). | ||||||||||||||||||