Policy - Employment Agreement Policy
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Employment Agreement Policy
Origination Date: August 2025
Purpose
The purpose of this policy is to establish clear behavioral, ethical, and operational standards that promote harmony, respect, and excellence within the unique environment of Ignition633 Ministries, where the workplace also serves as a place of residence. These rules are designed to foster a Christ-centered atmosphere, ensure mutual respect among staff, residents, and visitors, and maintain a safe, clean, and orderly campus.
Scope
This policy applies to all staff, residents, and authorized visitors within the campus of Ignition633 Ministries. It governs conduct during work and residential hours, including noise control, punctuality, dress code compliance, respectful communication, and the proper use of shared spaces. It also establishes expectations regarding visitor management, maintenance responsibilities, campus cleanliness, and restrictions on personal business activities.
Ministry Rules
Here in the Campus, we have a unique work environment in that our workplace is also where people live. It is imperative that we all keep this in mind and respect one another’s boundaries. The following list of rules will help us to live and work together.
- Quiet Hours
Quiet hours begin at 6:00pm during Prayer Call and end at 7:00pm, and start again from 10:00pm to 7:00am. During these hours, noise levels should be minimal. Please be mindful of the metal doors slamming.
- Attendance And Punctuality
You must be present and consistently timely for work hours. Inform your department manager if you will be late or absent, and follow the protocol for requesting time off.
- Dress Code
You must follow the dress code at all times. If you have any problem following the appropriate dress code, please ask your supervisor for a solution early.
- Attitude
You must always speak in an appropriate/Christ-like language and attitude. This includes to your staff, supervisor, residents, and guests. We work as one unified team within the ministry and respect others regardless of age, gender, position, tribe, etc.
- Residential Houses
Residential houses are for those residents only. When entering any residence building, you must knock on the door and wait outside to be invited inside.
- Visitors
Workers must inform the Campus Director prior to hosting visitors, and visitors must register with the Gate Guard in the logbook upon arrival.
- Maintenance
It is everyone's job to put in a maintenance request for any problems. Notify the Campus Director immediately for any emergency needs such as, leaks, electrical issues, faulty equipment, etc.
- Excellence
In order to keep our campus clean, trash must be disposed of in the proper bins, not on the ground. No urination anywhere outside - must use staff restroom.
-No Solicitation
You are prohibited from conducting personal business transactions on the Ministry's property or asking anyone for money. All businesses should be taken outside the Campus premises.
- Prayer and Worship Policy
Although this is a Christian ministry, we do not exclude people of other faiths to work with our ministry; however, we will not allow the worship or prayer to any other gods on our campus other than the one true God.
As Christians and workers in His vineyard, we aim to advance His kingdom daily. To do this, we trust in Jesus Christ in everything because it is from Him that everything in heaven and on Earth is named (Ephesians 3:15).
As Christians, we lead Christ-like lives and rebuke everything that goes against the name of Jesus; this is why we do not allow public prayers or worship to any god other than in the name of Jesus Christ on any of our premises. Any individual who desires to do their public prayers (from any religion that does not recognize Jesus Christ as The Lord of all) must leave the premises to do so.
This policy is in place with our belief: That there is only one true God and that no one may come to Him except through Jesus Christ, the Son of God, who came in the flesh.
Corrective Action
The Ministry takes corrective matters very seriously and will correct them according to the guidelines outlined in Matthew 18 to address any unacceptable action or behavior. This unacceptable behavior may include:
- Excessive lateness and/or absence
- Improper or indecent conduct
- Poor communication
- Uncooperative attitude (insubordination)
- Abuse, perfunctory (careless), unauthorized use, or unauthorized possession of Ministry property.
- Unauthorized use or disclosure of Ministry information
- Possession and/or use of illegal drugs, weapons, or explosives
- Harassment and/or discrimination of any kind
- Not following department rules and regulations
Violations of Ministry policy will result in Corrective action. Corrective action may include verbal/written warnings and counseling, demotion, suspension, or termination.
While we follow the guidelines outlined in Matthew 18, the Ministry will handle each matter individually to ensure fairness to all involved.
Performance Review
A performance review aims to communicate helpful feedback on your work performance. Performance reviews take place four times per year (every three months). Open communication is very important to us at Ignition633 Ministries. This will be a time for your Supervisor to discuss areas you are doing well and areas you may need improvement. Your performance reviews will be based on the following:
- Job Knowledge
Measures your job knowledge and skills, such as work practices, policies, procedures, resources, and job information, as well as the relationship of work to the Ministry's mission. Also, your self-improvement efforts to increase your skills and knowledge and to stay current with changes impacting the job.
- Work Quality
Measures the quality of your work, particularly how well the tasks are completed.
- Communication
Measures your performance in exchanging information with others in an effective, timely, clear, concise, logical, and organized manner. Communications include listening, speaking, writing, presenting, and information sharing.
- Initiative
Measures the extent you are self-directed, resourceful, and creative in performing job duties individually or with your coworkers. Also measures your performance in identifying and resolving problems; following through on assignments; initiating or modifying ideas, methods, or procedures, and accomplishing duties.
- Relationship
Measures your relationships with others. Your ability to work as a team player, give and receive constructive criticism, accept supervision, resolve conflict appropriately, recognize the sensitivities of others, and treat others fairly.
- Work Habits
Measures your performance of an operation, proper conduct, speech, ethical behavior, and policies and procedures, such as attendance, being on time, safety, security, proper care and maintenance of assigned equipment, and not being wasteful.
The performance review is a tracker of staff performance and a reference point to guide your supervisor in making important decisions about the next level of your job in regard to promotion or salary increase.
Department Transfer Policy
We understand that employees' career paths and goals can evolve over time. We value the growth and development of our employees and recognize that opportunities for growth might involve transitioning to different departments within the ministry. Please follow this process to request a department transfer.
Job Posting
When a position becomes available in another department, the opening will be communicated to your Director. Your Director will brief you on information about the responsibilities, qualifications, and requirements of the position.
Application Form
Interested employees must submit an application form Department Transfer Form through your Supervisor. If it's an Administrative position, the application will include a current resume and a cover letter detailing the employee's reasons for seeking a department transfer and their relevant skills and experiences.
Directorial Approval
Before an employee's application can be considered, it must receive approval from their current department Supervisor and Director. The Director's approval acknowledges the potential impact of the transfer on the current team and ensures a smooth transition if the transfer is approved.
Interview Process
If the initial application meets the requirements of the new department, the employee will be invited to participate in an interview process. This process may involve a combination of interviews, skill assessments, and presentations, depending on the position's nature.
Selection Criteria:
The selection for department transfers will be based on a combination of factors, including:
- Alignment of the employee's skills and experiences with the requirements of the new position.
- Demonstration of a commitment to the ministry's values and mission.
- Performance history and accomplishments in the current role.
- Evaluation of the potential impact on both the employee's current team and the prospective new team.
If you have any questions about your department's transfers policy, please get in touch with your supervisor or HR.
If you have any questions about your department's employment agreement policy, please get in touch with your supervisor or HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.