I. INTRODUCTION
The Great Commission continues to challenge us to proclaim the Good News to all the nations and to make disciples of them (Matthew 28:18-20). In seeking to obey this command of Jesus, each church has to develop its own focus and guidelines under God’s guidance.

II. BASIC PHILOSOPHY OF MISSIONS
A. The focus of missions in WRPF will be the planting of churches in the 10/40 window. To achieve this we will work in partnership with other mission agencies, churches and indigenous workers. Priorities in fund allocation will be exercised to reflect the focus of our missions: church planting in 10/40 window.
B. The missions worker looks to God as the source of his provision and the church as one of the many channels through which God provides (Philippians 4:15,19). It is the church’s privilege and shared responsibility with the missions worker to raise support for its workers (1 Corinthians 8:7-14). “Those who tell the Good News should get their living from this work” (verse 14).
C. Missions workers should preferably work in team situations.
D. The Senior Pastor must champion missions.

III. REPORTING STRUCTURE

BOARD OF ELDERS
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SENIOR PASTOR
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MISSIONS PASTOR
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APPLICANT/ MISSIONARY
IV. MISSIONS PERSONNEL
A. Categories of Missions Personnel
1. Short-term Missions Trainee/Worker: Those who are deployed for cross-cultural ministry from 1 month to 1 year and have no intention of becoming a long term missionary. Their financial support will be a monthly love offering not exceeding $1,400 a month.
2. Missionary Intern: Those who are seriously considering becoming a long-term missionary under the church. The intern will serve for a period of 1 to 2 years during which time both candidate and the church can assess and affirm God’s calling. The intern will be placed in an area of our church’s focus and the supervision will be done by our church or through an appointed agency. Their salary is based on the same scale as ministry/pastoral staff.
3. Long-term Missionaries: Those who are commissioned for cross-cultural ministry for long term service, and have completed the internship. Their salary is based on the same salary scale as the church workers/pastors.
4. Associate Missionaries: Those whose missions we have an affinity with but who do not come directly under our authority, whether they be our church members or from elsewhere. Their financial support is an annual love offering depending on their circumstances and our ability to support, and governed by the terms and conditions in the appointment letter.
5. The stint the missionary intern may be shortened or waived at the recommendation of the Missions Pastor, depending on the candidate’s experience.

B. Basic Requirements of Missions Candidates (excluding Associate Missionaries)
1. A baptized member of WRPF for at least 2 years and has served in an area of responsibility for at least 2 years.
2. A person who is actively involved in a cell-group and is at least a cell-intern, unless otherwise approved by the Senior Pastor.
3. A person in good health and psychologically stable.
4. A spiritually mature Christian exhibiting the fruits of the Spirit in his life.
5. A person with strong recommendations from his cell leader and zone supervisor.

C. Application Procedure
1. The candidate will fill the appropriate application form and submit it to the Missions Pastor. The recommendations of his cell leader and zone supervisor must be attached.
2. The Missions Pastor will get to know the candidate to assess his suitability to missions, and to prayerfully consider the application, and make his recommendation to the Senior Pastor, who will then recommend it to the Board of Board of Elders.
3. Once accepted, the candidate will be presented to the congregation by the Senior Pastor.

D. Term of Service
1. The missions worker’s “term” shall comprise a period, specific place, type of work and mission agency. The term shall be for 2 years and renewable after review by the missions pastor.
2. Within this “term” clear goals shall be mutually agreed upon by the worker and the church.
3. The worker shall be appraised annually based on the goals set.
4. He will provide quarterly reports to the Missions Pastor.

E. Termination
1. Voluntary Termination (i.e. Resignation): When the missions worker resigns during his term of service, it is deemed to be a voluntary termination.
2. Involuntary Termination (not due to disciplinary or performance issues): When the church terminates a worker’s service during his term of service, it is deemed an involuntary termination.
3. Involuntary Termination (due to performance issue): If reproof bears no fruit, the church will terminate a worker’s service due to poor performance, with the notice period as spelt out in his appointment letter, or with one month’s notice for those without an appointment letter.
4. Involuntary Termination (due to disciplinary issue): The church will terminate a worker’s service should he be found to have unbiblical practices and beliefs, unethical financial procedures, or have violated the missions guidelines. If reproof bears no fruit, the church will terminate its support with immediate effect.
5. Retirement: this occurs when a staff reaches the current statutory retirement age of 62 years old (will be changed to 65 years old in 2012)
6. Wherever applicable, the benefits which follow terminations will be as those spelt out in the CCWW’s Exit Policy.

F. Mission Partners Outside WRPF
1. Although a Mission Partner should be primarily supported by his local church, there is a place for us to join in partnership with indigenous workers in a church planting outside Singapore.
2. The Mission Partner’s statement of belief must be acceptable to WRPF and on the recommendation of the Missions Pastor, we will provide the Mission Partner with financial support (which is reviewed annually) and a reporting structure will be established.

V. APPLICATION OF GUIDELINES
A. These guidelines may be applied in a variety of ways because of different circumstances and modifications have to be made in special cases.
B. Periodic reviews and amendments to this document will be needed to keep it accurate and relevant.

(First Print July 2001; Revised Apr 2009; 2nd Revision July 2009)