Jomtien Statement

Here are the Jomtien Statement and 6 Jomtien papers that were approved by the GLT

YWAM Mercy Ministries International. YWAM International Consultation on Frontier, Mercy and Urban Missions, Jomtien Beach, Pattaya, Thailand April 26th - May 2nd 1998

The Jomtien Statement

Together we have been challenged to take on a Biblical world view. This will impact all areas of our lives and ministries. We acknowledge that our lives do not always reflect a Biblical worldview. We are challenged to examine these issues and to act on our conclusions. We acknowledge that we need to embrace the revelation especially where it requires us to be conformed to the image of God and so change our lifestyle.

We have recognised that FM/MM/UM have begun to integrate their ministries in certain areas of the world. In the consultation tracks and in our corporate times together we have recognised this process and want to affirm and encourage continuing integration of our ministries. We celebrate the distinctive strengths of each ministry area as each has a unique contribution to make to the extension of Kingdom Of God.

We have been particularly challenged by gender injustice throughout the world and specifically as it exists within our mission. We recognise that the image of God is carried by both men and women; both are required at all levels of the mission in order that YWAM more completely reflect that image. We also believe that we cannot properly address gender injustice in the world without first addressing the issues that exists within our mission. We see the need for reconciliation between genders and for redemptive action by YWAMers. We see a model for this redemptive behaviour in the story of Mordecai and Esther and pray for a release of these types of role models throughout YWAM.

In order to facilitate this the following recommendations are made:


 * That these issues be reviewed at all leadership levels including the forthcoming GLT / GLC consultation
 * Generation of indicators of progress.
 * Noting of our individual responsibility
 * Reaffirmation of the Mordecai's in each culture
 * For more men and women to teach on women in ministry and women in leadership.
 * Re evaluation of leadership styles
 * Re evaluation of leadership structures
 * Creation of e-forums for further discussion
 * Commitment to pray to see these injustices addressed

The two position papers concerning Gender and Justice and the four statements of Best Practice concerning member care which were generated by the Mercy Ministries track be actively considered, edited and ratified by the forthcoming GLT and GLC.

Jomtien Statement and Recommendations Concerning Issues of Justice
April 1998

We affirm that human beings are created in the image of God and have an intrinsic value. We also affirm the importance of justice and reconciliation in God's design for His creation. We therefore have concern for the way in which persons are discriminated against and exploited in areas such as:


 * Human Rights
 * Gender
 * Race
 * Economics
 * Religious beliefs
 * Social justice
 * Health
 * Education
 * Food and Shelter

We affirm the following principles and recommendations


 * 1) We encourage increased intercessory prayer and the establishment of prayer networks and other tools to make these prayer needs known.
 * 2) We recommend that wherever possible YWAM register a NGO at a national level.
 * 3) *This is part of the process of recognition and participation in the plans for development with local authorities, and international agencies in serving the needs of the poor.
 * 4) We are called to act justly, love mercy, and to walk humbly with our God. We recognise that we require both proclamation and demonstration of the Gospel
 * 5) We encourage the development of an open network for information resources and partnership, as well as secure channels for sensitive information.
 * 6) We need to make people aware not just of the suffering in the world, but also of the fact that God requires justice for all who are oppressed. We recognise our responsibility to inform ourselves, our missions and our supporters of the importance of these issues.
 * 7) In order to be more proactive in issues of development and justice we encourage project information sharing between the various YWAM localities to inspire a greater participation and new initiatives. We recommend increased networking between YWAM localities on issues of justice to promote a greater participation in response to these needs
 * 8) We recommend to the Deans of the U of N, U of N Centre Committees and school leaders that a Christian response to issues of justice within the framework of a biblical world view be incorporated into the core curriculum of the DTS and appropriate higher level schools.
 * 9) We encourage YWAM localities to build operational and relationship linkages with Christian organisations who use political influence to support and free the poor and oppressed.

YWAM Mercy Ministries International Consultation- Jomtien, Thailand. April 1998

Introduction
We believe that at the centre of our faith is a God who is concerned for all people, male and female, particularly those who are vulnerable and excluded from society. Our understanding of God, creation and redemption causes us to address gender and life-span issues. Our goal is to communicate this understanding in a way that raises awareness, breaks down barriers and broadens people's perspectives so that they become part of God's solution to these problems.

Theological Foundations
states that God created all human beings in His image - "male and female He created them," equal in value, each distinctive in attributes, and gave them joint responsibilities to steward the earth.

Part of the freedom God intends for all human beings is an equally valuable and mutually supportive role for men and women. Contrary to the culture of the time, Christ demonstrated affirmation of women as well as men. Even though women were undervalued in society, Jesus showed them equal respect. He spoke to them in public, encouraged their desire to learn about the truths of God, and included them as His followers. The Apostle Paul affirmed women in leadership, and in the use of their gifts and God given potential.

The Bible clearly directs us to protect and care for all, especially the poor and powerless. We live in a world in which we face many challenges in terms of spiritual and physical need. These challenges have a greater impact on the lives of certain sectors of our society. For example: women, children, displaced people, elderly, mentally/physically disabled and oppressed minorities.

Facing the Issues (Statistics)
RECOMMENDATIONS FOR YWAM

As a result of our concerns for those who are vulnerable because of life-span and gender issues we would like to make the following recommendations to YWAM


 * 1) Educate both males &amp; females regarding our concerns which is biblically based, morally based &amp; culturally relevant. Within this framework we would emphasise particularly :
 * 2) *the need for education of men to be willing and able to address issues of gender so that these are not just viewed as 'women's problems'.
 * 3) *the need for education within all training programs and all field assignments so they can sensitively address these issues.
 * 4) Adopt pertinent gender and life-span issues and develop radical strategies for addressing these through YWAM ministries. The issues we would recommend be addressed are :
 * 5) *FOR WOMEN - poverty, education, widows, health, violence ,armed conflict, economic empowerment, ability to make decisions for their own lives, human rights, polygamy, sexual exploitation, media image of women, impact of environmental degradation, and girl-child education.
 * 6) *FOR CHILDREN - orphans, education, poverty, infanticide, malnutrition, abortion, family disintegration, sexual exploitation, street children, armed conflict, slavery &amp; indentured servitude, child labour, disease, disability and suicide.
 * 7) *FOR THE ELDERLY - euthanasia, homelessness, age discrimination, health, poverty, disability, dying with dignity.
 * 8) Call attention to foundational values of YWAM which address these issues
 * 9) *Value 12 states 'YWAM recognises the value of each individual - male &amp; female' . Value 13 states 'YWAM affirms the importance of fathers, mothers &amp; children'
 * 10) *Value 14 states 'YWAM is called to champion young people' We feel the understanding of this latter statement should also encompass young people who are oppressed or exploited.
 * 11) Establish a framework for prayer . Develop a prayer guide to raise awareness, encourage involvement and strategically concentrate prayer on concerning issues . Prayer and intercession regarding spiritual dimensions of these issues
 * 12) Designate a spokesperson for gender and justice issues in each country who can deal with those issues that are relevant to the country concerned. This person can be educated to assist both staff and supporters in the importance of these issues and sensitive ways in which to communicate them.
 * 13) Establish resource centres (e.g. Le Rucher) staffed to :
 * 14) *develop a library of resources for people interested in these issues . inform national spokespeople and YWAM leaders on these issues . network key resource personnel around the world with field personnel involved in these issues
 * 15) Encourage staff in each country where YWAM is becoming involved in gender and life-span issues to establish contact and network with other organisations already involved in these issues.

YWAM Mercy Ministries International Consultation - Jomtien, Thailand April 1998

Code of Best Practice in the Management and Support of YWAM Relief and Development Personnel

 * 1) We value the people who work with us.
 * 2) *We recognise that people (although fallible) are valuable, and that people (although unique) are of equal value in the sight of God.
 * 3) Our policies concerning the people who work with us aim for best practice.
 * 4) *We recognise that our policies concerning people who work with us should aim constantly for best practice. We do not aim to respond solely to minimum legal, professional or donor requirements but to the high calling of peoples' Creator. We are committed to respect and care for our members, furthering their full God-given potential in all areas of life: physical, social, emotional, mental and spiritual.
 * 5) Our policies concerning people who work with us aim to promote stewardship, justice, transparency and quality in all relationships.
 * 6) *We recognise that our policies must aim to be both effective and efficient, without sacrificing individual member rights to justice, stewardship and care in all relationships.
 * 7) Our policies concerning the people who work with us are a result of broad consultation of staff.
 * 8) *We recognise that operating locations must endeavour to implement, monitor and continuously develop our policies regarding member care. This process involves a cross section of field personnel, geographical leaders, ministry leaders, other specialists, and consultation with staff.
 * 9) We provide training and support to the people who work with us appropriate to their individual giftings, talents, skills and calling.
 * 10) *We recognise that member care and stewardship requires ongoing training and support. We are committed to encourage and facilitate mentoring and training opportunities for the development and placement of members according to their individual giftings, talents, skills and calling.
 * 11) Existing plans and budgets reflect our responsibilities towards our field staff.
 * 12) *We recognise that the effectiveness and success of our field operations depends largely on the contribution of the people who work with us, almost always given without financial compensation. Operational budgets aim to reflect and honour this dynamic, including staff management, support, development, security and especially in the area of staff well being.
 * 13) We are committed to take all reasonable steps to ensure the security and well being of the people who work with us.
 * 14) *We recognise that the work of relief and development agencies often places great demands on staff in conditions of complexity and risk. We are committed to take reasonable steps to ensure the security and well-being of staff, along with their accompanying spouses and children: physically, spiritually, emotionally, mentally and socially.

YWAM Mercy Ministries International - Jomtien

Best Practice Statement on Briefing and Debriefing April 1998
BRIEFING AND DEBRIEFING IS A ROUTINE PART OF EVERY MINISTRY ASSIGNMENT.

We adhere to biblical principles regarding member care. This, combined with evidence from academic research, indicates the importance of briefing and debriefing sessions for the long term physical, spiritual, emotional and mental well-being of staff and students.

Debriefing results are confidential. In exceptional circumstances the debriefer may provide feedback to relevant YWAM leadership with the debriefee's permission and whilst ensuring the personal anonymity of the debriefee unless agreed otherwise.

Key Indicators:


 * YWAM leaders have understanding of briefing and debriefing procedures.
 * Staff members and students have a strategic plan for debriefing when they leave YWAM and at the conclusion of every ministry assignment.
 * Students and staff at all levels have access to routine briefing and debriefing.
 * Crisis debriefing is readily available through all operating locations to staff and students who have experienced traumatic events.
 * Crisis debriefing is offered quickly and as close to the site of the event as possible.
 * Operating locations have contingency plans for crisis debriefing.
 * Each national YWAM headquarters maintain a list of YWAMers throughout the world who are citizens of their nation in order to facilitate member care including debriefing.

YWAM Mercy Ministries International - Jomtien

Statement of Best Practice Concerning Placing of Staff and Student on the Field in YWAM
April 1998

Training programs endeavour to place staff and students in suitable field locations.

Training programs are intended to prepare people for field service. Course leaders and the wider base community aim to match students and potential staff with appropriate opportunities within their targeted unreached people groups and other people groups. Field staff aim to actively support and provide sufficient information to assist graduates on their application decisions.

Key Indicators


 * 1) Partnering agreements between sending and receiving locations are developed and maintained
 * 2) A minimum time period is agreed on for the partnership
 * 3) Training locations adopt at least two unreached people groups, as recommended by the Global Leadership Team and potentially partner with other locations as well.
 * 4) Field staff regularly visit partner training locations to develop training and orientation programs for equipping sending locations to orientate staff and students properly.
 * 5) Training staff regularly visit partner field locations and facilitate former students' growth
 * 6) Field locations provide partner training locations with up to date opportunities and job description/specification and consider creating new job descriptions adapted to applicants' giftings and callings.
 * 7) Training locations provide partner field locations with accurate and pertinent personal references including medical history.
 * 8) Field staff send an evaluation of graduate to the training location.
 * 9) Short term initiatives are linked to long term strategies
 * 10) Staff and students go through a three month probationary period after which there will be an evaluation.
 * 11) Training programs prepare students for field placement.
 * 12) Students are coached to develop spiritual financial, personal and professional support mechanisms. This includes an evaluation of existing support structures to ensure that they meet the field requirements.
 * 13) Students are assigned an experienced staff member who will help them get to a suitable field location or to another suitable step for their career or ministry development
 * 14) Students receive orientation to their receiving location based on the type of placement.
 * 15) Training involves field based coaching.
 * 16) Long Term
 * 17) Students receive on the job training
 * 18) Students receive local language and cultural training with regular evaluation.
 * 19) Students receive member care on the field.
 * 20) Students receive debriefing at regular intervals.
 * 21) Short Term
 * 22) Students receive an orientation to the receiving location together with basic cultural and language instruction.
 * 23) Students receive on the job training
 * 24) Students are evaluated with the team leader
 * 25) Teams are debriefed on completion of the short term program.

YWAM Mercy Ministries Consultation - Jomtien, Thailand

April 1998

Best Practice Principles in the Training of Long Term Mercy Ministry Workers

 * 1) Training programs have clear, measurable, obtainable aims and objectives which are effectively evaluated by U of N, school staff, students and field staff on a regular basis.
 * 2) A high emphasis is placed on training long term relief and development workers and providing them with unbiased, informed career counselling. There is also a commitment to the training of short term workers.
 * 3) Teaching methodologies reflect best practice in adult learning:
 * 4) *participatory style
 * 5) *relevant material
 * 6) *active decision making
 * 7) *observer/learner
 * 8) *coaching/mentoring/apprenticing
 * 9) *relevant field based experience and field based continuing education
 * 10) *self directed learning
 * 11) *transferable
 * 12) Long term relief and development workers have core competencies in the following:
 * 13) *world view issues
 * 14) *the theologies of mission, suffering and God's heart for the poor and needy
 * 15) *community development principles
 * 16) *how to be a discipler
 * 17) *team dynamics and community dynamics
 * 18) *stress management
 * 19) *project development and project management
 * 20) *cross cultural issues
 * 21) *language acquisition
 * 22) *church planting principles
 * 23) *personal support raising and maintenance
 * 24) Training program leaders choose the best location for training to accomplish the learning objectives. Field staff are encouraged to participate in the training program.
 * 25) The integrity of the core curricula is maintained and the diversity of the orientation, field entry and specialisation courses in the training strategies is recognised