Leadership Team Roles

Purpose of this framework

This framework explains the different types of leadership responsibility within Australian Christian Arts. It exists so AChA can steward leadership with wisdom, clarity, safeguarding, accountability, and pastoral care.

It helps clarify what kind of leadership a person carries, what level of spiritual, practical, or professional authority is entrusted to them, what is expected of them, what they may do, what they must escalate, what they must not decide alone, and how AChA protects people, culture, unity, and mission.

A person may be deeply valued, gifted, loved, and welcome in the community without carrying the same level of leadership trust, authority, visibility, or responsibility as another person. Categories describe entrusted responsibility, not personal worth.

What this framework is not

• A ranking of personal worth or a measure of someone’s salvation
• A judgement of someone’s spiritual sincerity
• A replacement for church authority
• A claim that AChA is a church
• A substitute for safeguarding, employment, contractor, volunteer, or legal policies
• A guarantee that a person will always remain in the same leadership category

Leadership responsibility may be reviewed, paused, changed, or removed where there are concerns about safety, reliability, conduct, alignment, role fit, authority boundaries, or organisational need.

Two leadership pathways

AChA recognises two broad leadership pathways. A person can be an excellent professional without being a spiritual leader. A person can be spiritually mature without being an industry expert. Some carry both, but they are not automatically the same thing.

The six leadership types at a glance

Type 1: Practical Leader

An entry-level leadership role focused on reliability, communication, practical care, clarity, and healthy team culture. May include section leadership, rehearsal support, event support, home team leadership, logistics leadership, and other grounded leadership roles.

Core expectations

• Baptised (adult or infant) and supportive of AChA’s ecumenical ministry
• Not required to lead spiritual moments such as prayer, Scripture reading, or devotional talks
• Not treated as a spiritual authority in the community
• Church attendance not actively checked; personal morality and formation not actively monitored beyond safeguarding, conduct, and shared leadership expectations
• Teachable, responsive to feedback, keeps basic communication loops closed, stays within assigned authority, escalates concerns appropriately
• Stays to the end of events when required, including pack-down

Must escalate

Safeguarding, pastoral concerns, serious conflict, bullying or harassment, reputational concerns, privacy concerns, public communication issues, role changes, discipline beyond simple guidance, anything involving under-18s beyond ordinary supervised logistics.

Role examples

Choir/orchestra section leader, home team shift lead, event support lead, logistics lead, rehearsal support leader, welcome team lead, pack-down lead, production support lead, youth rehearsal assistant under supervision.

Type 2: Mentee Leader

A leader-in-development being mentored toward greater responsibility — growing in leadership reliability, communication, culture, and formation, while remaining under supervision.

Core expectations

• Baptised; attends church regularly
• Open to mentoring in leadership skills and Christian formation
• Not normally required to lead spiritual moments; has a heart toward growth in Christian moral formation
• Demonstrates growing reliability, prepares for meetings, follows through on actions, communicates early when plans change
• Receives regular feedback and implements agreed development goals

May facilitate when asked

Simple team moments: welcome, instructions, brief reflection, practical encouragement, check-in questions — within the spiritual leadership boundaries of the role.

Role examples

Assistant practical leader, assistant section leader, emerging home team leader, developing youth support leader, assistant team coordinator, emerging rehearsal lead, developing member care assistant.

Type 3: Developing Industry Leader

An emerging expertise-led leader growing toward Industry Leader responsibility under coaching and supervision. Building competence, credibility, professional judgement, and AChA cultural alignment.

Core expectations

• Baptised; attends church regularly, aiming toward at least 2 gatherings per month where possible
• Building depth of industry knowledge and credibility; may be working toward a degree, qualification, or equivalent practical credibility in their field or a related field
• Often has fewer than 10 years of relevant professional experience (a guide, not a strict rule)
• Leads in their area of expertise with humility and service
• Not treated as a pastoral or community spiritual authority
• May carry limited reflective spiritual authority when invited and checked first with an Industry Leader or authorised senior leader
• Not expected to lead prayer or Scripture in group settings

Reflective, not pastoral, spiritual authority

May contribute thoughts about art, beauty, excellence, creativity, worship, culture, vocation, or the relationship between faith and the arts. This is not pastoral authority. Any reflective spiritual contribution should be checked with an Industry Leader or authorised senior leader first, especially if it will be shared publicly, delivered in a rehearsal, included in a programme, sent to members, or used in a team setting.

Role examples

Developing conductor, assistant conductor, emerging production lead, developing concertmaster, assistant creative lead, emerging event director, developing choreographer, music coordinator growing toward higher leadership.

Type 4: Industry Leader

Leads primarily through professional expertise, experience, training, and judgement. May contribute reflective talks aligned to art and faith, without taking on formal spiritual or pastoral leadership functions.

Core expectations

• Baptised; attends church regularly, aiming toward at least 2 gatherings per month where possible
• Has completed a degree, formal qualification, or recognised training in their field or a related field, or has significant experience and demonstrated credibility
• Extensive industry knowledge and credibility, typically 10+ years in a relevant sector (adjustable where significant excellence, training, or responsibility is evident)
• Leads in their area of expertise with humility and service
• May deliver philosophical or reflective talks linked to art and faith
• Not expected to lead prayer or read Scripture in group settings
• Communicates clearly where advice is professional judgement rather than organisational policy
• Puts the organisation ahead of personal ambition; considers flow-on effects across teams and events

Education or significant experience requirement

To be appointed as an Industry Leader, a person must normally meet at least one of: completed a degree in their field or a related field; completed formal training, conservatorium training, trade training, industry certification, or equivalent recognised professional development; demonstrated significant experience or credibility through professional work, leadership, performance, production, teaching, directing, conducting, composing, event delivery, or equivalent. Exceptions for unusual gifting, proven excellence, or significant lived professional experience may be made, approved and recorded.

Social media and public conduct

Industry Leaders are expected to use social media and public communication in a way that protects trust in AChA’s mission. Avoid posting, promoting, or publicly amplifying content that undermines AChA’s Christian mission, Statement of Faith, trust with the wider church, or ability to serve across traditions. Complex identity, sexuality, and conscience-related matters must be handled according to AChA’s approved pastoral and public communication approach, with dignity, restraint, and consistency.

Role examples

Conductor, music director, concertmaster, production director, event director, choreographer, composer, arranger, professional artistic adviser, senior creative lead, technical director.

Type 5a: Developing Community Leader

An emerging spiritual and community leader growing toward Community Leader responsibility under supervision and accountability. A high-trust developing role.

AChA draws general character principles from 1 Timothy 3:8–13 — deacon-like service, integrity, sincerity, and trust. This is not a claim that AChA is a church, nor that this role is a church office. In AChA’s non-profit context, it is a developing community-care and spiritual support role under organisational governance, safeguarding, policies, mentoring, and accountability.

Age and maturity requirement

Normally at least 21 years old. This reflects the developing spiritual, emotional, pastoral, and community trust carried by the role — it is not a judgement on the maturity, gifting, faith, or value of younger leaders. Leaders under 21 may serve as Practical Leaders, Mentee Leaders, or Developing Industry Leaders. Any exception must be explicitly approved, documented, and supported by a clear rationale, safeguarding consideration, and accountability structure.

Actively growing in

Spiritual maturity, servant leadership, emotional steadiness, pastoral sensitivity, trustworthy speech, healthy boundaries, sincerity, gentleness, self-control, conflict resolution, hospitality, humility, accountability, good judgement, and public witness.

Core expectations

• Baptised; attends church regularly; growing toward weekly church participation where possible
• Aligned with AChA’s Statement of Faith and spiritual ethos
• Has a clear accountability structure — spiritual director, mentor, pastoral leader, or equivalent
• May co-lead small spiritual moments under supervision; may support member care within boundaries
• Knows when to refer, escalate, or step back; maintains confidentiality and safeguarding standards

Role examples

Developing pastoral care lead, developing prayer team lead, developing culture and formation leader, member care assistant under supervision, hospitality and belonging leader, supervised devotional contributor.

Type 5: Community Leader

Provides spiritual and community leadership within AChA — devotionals, Scripture, prayer, member care, hospitality, discipleship culture, and spiritual encouragement within AChA’s agreed boundaries.

Roughly akin to deacon-level responsibility, not an overseer or elder role. A high-trust service and community-care role under organisational governance.

Age and maturity requirement

Normally at least 25 years old, reflecting the higher level of spiritual, emotional, pastoral, and community trust carried by the role. Leaders under 25 may serve as Practical Leaders, Mentee Leaders, Developing Industry Leaders, Industry Leaders, or Developing Community Leaders under supervision. Any exception must be explicitly approved and documented.

Core expectations

• Baptised; normal weekly rhythm of church participation (allowing for travel, illness, family responsibilities, work, unusual seasons)
• Able to provide spiritual talks, read Scripture, and pray with the group
• Displays servant leadership; actively supports hospitality and member care
• Has a spiritual director, mentor, pastoral leader, or equivalent accountability
• Demonstrates ongoing pursuit of Christian moral formation in a way that is consistent, pastoral, and non-performative
• Exercises pastoral sensitivity; speaks truthfully with charity; avoids public shaming; handles sensitive matters privately
• Maintains appropriate boundaries with members; follows escalation pathways for complex pastoral care
• Protects unity across traditions; teaches within AChA’s agreed organisational posture; does not use their platform to campaign against other Christian traditions
• Puts the organisation ahead of personal ambition or individual sense of calling
• Encourages discipleship culture by helping people find mentors and, where appropriate, mentoring others

Social media and public conduct

Express opinions with charity and restraint; avoid diminishing other Christian traditions; avoid amplifying leaders known for major recent scandal or controversy; avoid polarising political posting that damages trust; avoid shaming individuals or groups; avoid using public platforms to process internal disagreement; protect the reputation, unity, and spiritual safety of the community.

Role examples

Pastoral care lead, prayer team lead, devotional leader, culture and formation lead, member care lead, hospitality and belonging lead, discipleship pathway leader.

Shared baseline for all leaders

All AChA leaders, regardless of type, are expected to live and serve within a shared baseline covered in the related framework documents: the Shared Leadership Agreement, the Safeguarding, Safety and Risk Expectations, the Role Agreement Template, and the Pastoral and Public Communication Guidance.

Member values: HEMIOLAS →

Humility · Eternity · Magnificence · Interconnectedness · Ownership · Listening ear · Advancement · Servanthood.

Spiritual ethos: ACCORDS →

Apostolic Authority (Creeds & Canonical Scriptures) · Christ-Centred & Embodied Christology · Creative Arts in the Service of God · Oneness in Christ (Koinonia) · Respect for Historic Christian Ethics · Developing Devotion · Safe Spirit-Led Ministry.

Team values: MISSION

Posture scale

AChA uses the following language to describe leadership posture. This is not a ranking of human worth; it describes current leadership readiness and responsibility.

2026 Team Roster: Who Does What

Clear roles create clarity. Here’s who leads what across our organisation in 2026.

Appointment, review, exceptions, and documentation

Appointment

Leadership types are appointed by authorised AChA leadership, considering role need, trust, maturity, reliability, conduct, safeguarding suitability, spiritual or professional responsibility, availability, authority boundaries, and alignment with AChA’s mission and ethos.

Review

Leadership types may be reviewed, paused, changed, or removed where there are concerns about safety, safeguarding, reliability, conduct, communication, conflict posture, authority misuse, confidentiality, alignment, role fit, spiritual maturity, professional judgement, public representation, or organisational need. Changes are handled with fairness, confidentiality, pastoral care, and appropriate documentation.

Exceptions

These are guidelines, not mechanical rules. Exceptions may be made for clear reasons — role need, disability or accessibility, geographical limitations, church tradition, family circumstances, temporary life season, ministry context, demonstrated maturity in other ways, specialist expertise, or pastoral discernment. Exceptions must be explicitly approved and recorded with a brief rationale.

Reasonable adjustments

AChA recognises that some leaders may need reasonable adjustments due to disability, neurodivergence, health, mental health, family responsibilities, trauma, or other life circumstances. Reasonable adjustments are considered wherever possible, provided they do not compromise safeguarding, safety, essential role requirements, confidentiality, fairness, organisational integrity, or trust.

Documentation

Where this framework is used for onboarding, assessment, or appointment, it should be paired with a safeguarding checklist, a role description, a role agreement, confidentiality and privacy requirements, communication expectations, escalation pathways, and relevant policy acknowledgements.

Related policies and documents

This framework should be read alongside:

• AChA Member Code of Conduct
• Child Safety Policy
• Legal Structure and Governance
• Privacy Policy
• Talent Release, Performance Consent and Creative Works Policy
• Membership Terms and Conditions
• Shared Leadership Agreement, Safeguarding, Safety and Risk Expectations, Role Agreement Template, and Pastoral and Public Communication Guidance (internal Leadership Framework documents).