JPD Chalice Lighters

JPD Growth Committee
Chalice Lighter Grant Policy
(Revised 12/22/2009)

Preamble
Vision Statement: A larger and growing population of Unitarian Universalists in healthy and sustainable congregations within the JPD.

Our growth is in numbers, but also in justice, compassion, and spirituality. We broaden our vision of who we are by encouraging all to join us who share our commitment to the inherent worth and dignity of each person and to justice, equity, and compassion in human relations.
 

The Unitarian Universalist Association has made a commitment to be an anti-racist, anti-oppressive, multicultural religious association working to eradicate racism and all forms of oppression in Unitarian Universalist institutions and the larger community. While diversity includes everyone, the Association’s anti-oppression focus emphasizes historically marginalized groups. Unitarian Universalism seeks a welcoming, inclusive, empowering, and just faith for Unitarian Universalists who identify as bisexual, gay, lesbian, and/or transgender; economically oppressed; Latina/Latino and Hispanic; multiracial families; people of color; and people with disabilities.* The UUA encourages our leaders to learn, grow, and educate on behalf of our anti-racist, anti-oppression, multicultural* mission so that we may champion the Association’s commitment to meeting congregations where they are, assisting them as they grow into anti-racist, anti-oppressive and culturally competent religious communities. In keeping with Unitarian Universalist Principles, we are called to take another step in this challenging work, to become an active, spiritually alive institution and to meet our welcoming, anti-oppression goals.

 
We must look both inward and outward as we organize ourselves for action within our congregations and beyond. Looking inward, the 1997 General Assembly of the Unitarian Universalist Association urged Unitarian Universalists to examine carefully our own conscious and unconscious racism and to work toward our transformation to an anti-racist, anti-oppression, multicultural* institution. After decades of struggle on these issues, the Unitarian Universalist community now has a sustained program toward the goal of becoming more inclusive and affirming. We acknowledge the lack of racial and economic diversity within most of our congregations.

 
Mission Statement: In order to increase the impact of Unitarian Universalism on both individuals and the world, it is our mission to grow and strengthen Unitarian Universalism in the JPD by supporting and encouraging new and existing congregations.

Grant Policy
The JPD Growth Committee (GC) concentrates its efforts on those congregations, regardless of size, where there is demonstrated intention to grow in numbers and in justice, compassion, and spirituality and other favorable factors are present and there are specific realistic long range plans to enhance them. The most significant demonstration of intention to grow is a realistic long range plan adopted by a congregation, cluster of congregations, or regional group of congregations. JPD staff is available to work with applicants to develop a long range plan. As a part of the plan the G&EC looks for programs and initiatives in the congregation that are leading to anti-racism, anti-oppression and a multicultural* membership.

1 - WHO CAN APPLY FOR A CHALICE LIGHTER GRANT
Approved by the Growth Committee 11/4/06

1. Individual congregations of any size or a congregation in formation may apply.
2. Clusters of congregations may apply.
3. Regional Growth Committees may apply.

2 - GRANTS FOR STAFF POSITIONS
Approved by the Growth Committee 11/4/06

1. Grants may be given to establish and fill for the first time the positions of minister, religious educator, music director, administrator and membership coordinator or director.
2. Grants may also be given for an additional minister or religious education professional if a long range plan shows how this additional ministry will help the congregation grow in the various aspects of larger or stronger congregations.
3. Grants for ministers and RE professionals must be for at least half time. Minimum half time is recommended for other positions.
4. Staff grants can be made for moving from part-time to full-time. This could be a second grant for the position.
5. All positions for which a grant is sought must be paid fair compensation and benefits consistent with current UUA guidelines,
6. All positions for which a grant is sought must be permanent positions, unless it is appropriate for the position to be time-limited and it is so described in the application.

3 - GRANTS FOR LAND, BUILDINGS and INCREASE IN SPACE
Approved by the Growth Committee 11/4/06

Grants for land, buildings or a significant increase in space are capped so as to be no more than 20% of the total cost of the project,. Double grants are allowed in each subcategory (i.e. two grants for a building or land or a significant increase in space).

4 - GRANTS FOR INNOVATIVE GROWTH PROJECTS
Approved by the Growth Committee 10/12/09

1. Grants may be given to fund creative projects that do not fall into any of the categories listed above.  The project should clearly show how it will result in congregational and/or regional growth.  Funding in this category is for up to $20,000.
2. If the grant involves staffing, the application must conform to the financial contributions and requirements included in Section 2 - Grants for Staff Positions.

5 - GRANTS FOR ORGANIZATION OF A NEW CONGREGATION
Approved by the Growth Committee 11/4/06

1. New congregation organizing grants may be for an “organizer” or for other organizing activities; the plan and application should indicate other sources of support for the project.
2. Organizing grant applications must be accompanied by an organizing plan showing favorable demographics, commitments of financial and organizational support from sponsoring congregations, and the composition of a steering committee including members with UU experience and commitment to attending training in new congregation organizing. The most effective way to build an anti-racist, anti-oppressive and multi-cultural* congregation is to start with this objective at the organizing phase. Thus, we encourage the steering committee to establish welcoming all oppressed groups named by UUA as a goal and include members highly committed to this work. We encourage a commitment to training of the congregation in anti-racist, anti-oppressive, multicultural* work.
3. Applications for new congregation organizing grants should be prepared in conjunction with the JPD Director for Growth before being submitted to the Growth Committee.
4. A new congregation also can apply for a second grant for a minister or DRE two years after the payout starts on an initial grant for the same position (i.e., they could receive two incomes from grants for one year for the same position but the payout schedule may be adjusted).

 
6 - REQUIREMENTS FOR AN APPLICATION FROM A CLUSTER OF CONGREGATIONS
Approved by the Growth Committee 11/4/06

1. A cluster must have a long-range plan for the project for which they seek a grant. The plan should describe the project, how they will carry it out, and how they will measure results.
2. There is no requirement that each congregation in a cluster that applies for a grant must have a long-range plan.
3. The cluster must have a fiscal agent
4. The application from the cluster must show the sources and amounts of financial support in addition to the grant.
5. The cluster must supply a list of congregations involved and indicate which ones are Fair Share. The application must indicate that all congregations in the cluster have been fully informed of the project.
6. The cluster must identify a Project Manager for the duration of the grant. The Project Manager will provide an annual grant implementation report describing the efficacy of the grant using whatever indicators the cluster believes are meaningful. If the Project Manager can no longer serve, he/she will inform the Grant Manager of a successor.

7 - OTHER REQUIREMENTS FOR A CL APPLICATIION
Approved by the Growth Committee 11/4/06
Revised by email consultation 12/06

Requirement for a Long Range Plan

1. An application must include a long range plan written or updated within one year prior to submitting the Intent to Apply. The Long Range Plan must be accepted by the congregation or, in the case of an update, accepted by a formal vote of the board.
2. The plan must include a five year budget projection showing the anticipated growth and how the congregation will fund the various initiatives outlined in the plan.

Requirement for fair share to UUA and JPD
1. A single congregation applying for a grant must be full fair share to the UUA and JPD for the previous full fiscal year. Also, they must commit to stay fair share for the duration of the grant.
2. There will be an annual review by August 15; if a congregation holding a grant has not maintained full fair share status, the grant will be reviewed by GC and may be suspended.

3. A cluster applying for a grant has no requirement for its member congregations to be Fair Share. However, the GC will use this information as part of the evaluation of an application.

Requirement for approval of the grant proposal

1. For newly forming congregations, a planning committee must approve the grant proposal.
2. For a cluster of congregations, each congregation or Board must approve the grant proposal.
3. For a Regional Growth Committee, the application must include a copy of a letter sent to all involved congregations informing them of the project and outlining the details. The application must describe the level of participation expected from the participating congregations.

Requirement for a minimum average pledge

The application from an individual congregation must include information on the average pledge per pledge unit. There is no average pledge requirement. The GC will use this information as part of the evaluation of the application.

Requirement for an anti-racist, anti-oppressive, multi-cultural congregation*

The application from an individual congregation must include information on its current and planned programs on anti-racism, anti-oppression, and multiculturalism.* There is no requirement that the congregation has such programs, however, the GC, in responding to the goals of UUA and the Joseph Priestley District, will use this information as part of its evaluation of the application.

Requirement for the congregation to contribute financially to the project

1. A Staff position should be planned as a permanent position that is reflected in the congregation’s long-range plan. A 5-year financial projection is required that describes salary and benefits (including COLA and potential merit increases), and the assumptions that are the basis for the projection. The usual payout schedule for a staff position is 50%-30%-20% over the three years. The grant recipient can negotiate a different payout if there is a reason to do so.
2. No minimum contribution is required for an innovative growth but the level of financial contribution by the applicant will be considered in the evaluation of a grant.
3. New congregation organizing grants may be for an “organizer” or for other organizing activities; their plan and their application should indicate other sources of support for the project. GC will not require specific levels of other support, but will want to see in their plan how they expect to fund the overall project.
4. For a grant to help purchase land or construct a building or add significant additional space, the application should include the results of a Capital Campaign or any other sources of financing available to the congregation.

Payout of Grants

1. If the grant is awarded, the congregation will supply information about how the checks should be made out and the address to which they should be sent.
2. The congregation must inform the Grant Manager when the payments should begin – that is, after any stipulations have been met or after the staff position in question has been filled.
3. The usual payout schedule for staff positions is 50% in year 1; 30% in year 2 and 20% in year 3. For land and buildings, the grant is usually paid as a lump sum. For innovative growth grants the payout is usually set up to meet the requirements of the project. This payout schedule should be agreed between the Grant Manager and the congregation.

Other requirements

1. The grant application must identify the Project Manager for follow-up on grant implementation/results. This Project Manager should be someone who is available for the life of the project. GC is to be notified immediately if a Project Manager changes.
2. The application will detail how the efficacy of the grant will be measured including statistics on membership and attendance.
3. As a condition of receiving a grant, the Project Manager is required to provide an annual grant implementation report. The report will describe the efficacy of the grant, including measures of memberships, attendance and growth. An individual congregation will also send the congregation’s newsletter to the Grant Manager.

Grant amounts:

Grants are normally for $20,000. In the catefory of "Other Growth Projects", grants are for up to $20,000.  Grants for land, building, significant renovations or for organizing a new congregation are usually paid out in a lump sum. Grants for other purposes are usually paid out monthly over three years (50% the first year, 30% the second, 20% the third year). Other payment schedules may be requested by the congregation.

Application Process Deadlines for each meeting at which grants are considered:
(The Intent to Apply and Application forms are available above.)