As we begin the process of “moving toward,” many people have been asking, “What’s next?” or “What are the elders and senior leadership doing to make sure this can’t happen again?” The first and most important steps we are taking as a church include working toward restorative justice, including times of confession, opportunities for forgiveness and healing, and taking intentional steps toward the restoration of trust.

For the past three months, the Elder Leadership Team (ELT) and the Advisory Council (a team of 5 staff leaders) have been gathering input and coaching from experts from around the country. We have been researching a wide variety of topics that will help inform our next steps as we move toward a better Eastview. These topics range from systems of accountability (for the staff and elders), organizational leadership structure, reporting channels, HR policies and training, governance, plurality of preaching/teaching voices, elevating the role of women in leadership, and improving staff culture.

Our current “research phase” will continue while we work through the restorative justice phase.

We are also working with staff to take the first few steps toward the intentional restoration of trust. This will include smaller group meetings between staff and elders to help bring clarity and context to the findings of the report and create a more intimate opportunity for open, candid dialogue.

So, what is the church leadership (ELT and Advisory Council) doing now?
This has been a frequently asked question and as you can imagine, the list is long. As we have stated, some changes will come quickly, and others will take time. *The items below are not meant to be an exhaustive list of all the work that needs to be done. The report was released June 6, and we continue to learn of areas that need to be improved or corrected. Following are items for which work has already begun, is beginning now, or will begin soon.

• Caring for:
  o Those harmed—As Kellye Story has stated, Kellye has facilitated meetings with individuals identified as harmed through the investigation.
  o Our incredible staff
  o Those in our congregation
• A thorough review of board policies (by the board and by third-party experts)
  o Since early March, the elders have had the board’s governance model and policy manual reviewed multiple times (by legal counsel, outside experts in church leadership boards, and the W&O investigation).
• Implement third-party recommendations for improving board policies
• Examining best practice systems of accountability and implementing those best practices between:
  o The Board and the Sr. Leadership
  o The Sr. Leadership and the staff
  o HR and the staff
  o The Board and HR
• Determine the best leadership structure going forward and fill those positions with the best qualified candidates.
• Explore hiring a third-party to provide annual assessments of the Elder board and the Elder board’s policy manual.
• Improve our HR Function including:
  o How to better address harassment and abuse issues
  o Require leadership and staff training in victim care and trauma informed responses to persons who believe they have been affected by unhealthy power dynamics.
  o Reinforce the existing sexual harassment training staff is already required to take.
  o Review the written policies and procedures for addressing allegations of misconduct; add additional procedures as required; ensure implementation and reinforcement.
  o Provide training on conflict-of-interest issues, particularly with respect to appropriate recusals, fair processes, and related best practices.
  o Ensure clear protocols are in place and available for how to report possible misconduct by a supervisor
  o Explore the formation of a human resources audit team made up of church volunteers.
  o Explore the use of a 3rd Party HR service as an outside path for whistle-blowing.
• Further elevate women in leadership at Eastview and create new leadership development opportunities for women on staff.
  o Listen and learn about the individual and collective experience of women on staff at Eastview and address the structures, processes, or values (whether explicit or implicit) that could lead to a sense that women are not valued.
• Provide teaching on reconciliation and restorative justice principles and processes as set forth in scripture and developed over time by Christian practitioners. This will include
  o Monthly training with Kellye Fabian Story
  o Instituting an interim “Care Team”
  o Providing additional teaching and training
• Clarify or correct public statements that have been made concerning the report’s findings and Eastview’s senior leadership.

This list is not meant to be exhaustive and it will change over time as we continue to learn what it means to improve in each of these areas. There is much work to be done and this is just the beginning. But we are fully committed to addressing each topic thoroughly and implementing every recommendation included in the investigative report.

We are looking forward to making the improvements needed for our church to be as healthy and vibrant as we know it can be.