Across Canada, sending organizations, denominational offices, and even local churches are grappling with the reality that veteran missionaries are stepping back, while a less-than-expected number of newcomers are stepping forward. Yet, within each ministry headquarters or local staff team sits a group of passionate individuals who already:
- Attend and serve at their local churches,
- Volunteer their time for local outreach programs or events,
- Lead youth camps in nearby towns,
- Participate in short-term relief trips abroad
These staff members not only have firsthand experience but also bring back fresh insights, such as cultural sensitivity, crisis management skills, and renewed enthusiasm, that enrich their day-to-day roles. Often, these employees must decide whether to use their vacation days to serve, creating tension between rest, family time, and their mission.
What Is “Mission Time”?
Imagine granting every full-time employee 1-2 additional paid weeks per year, beyond regular vacation, specifically for mission service. This “Mission Time” would allow staff to:
- Engage domestically or internationally
From indigenous partnerships in northern communities to kingdom-building support overseas. - Plan with purpose
A simple proposal and post-trip debrief help align field activities with organizational goals. - Share their learnings
Returning staff present insights in team meetings, leading to synergies and encouraging the broader team.
By separating Mission Time from standard Vacation Time, ministries affirm that staff taking time for service work isn’t merely “extra” but central to the identity of the team, and of the work of the organization.
Many organizations already serving in the overseas relief and development sector have incorporated this practice.
Cultivating a Mission-Minded Culture
Embedding Mission Time does more than free up days on the calendar; it fosters an environment where hands-on service and strategic vision coalesce. Staff who serve in the field often report:
- Sharper programmatic insight
“Seeing ministry on the ground, experiencing how the missionaries were trained changed how I approach policy discussions back with our external partners,” says one CCCC team member. - Stronger interdepartmental bonds
Shared field experiences break down silos and build camaraderie, making collaboration smoother – colleagues that rarely interact at the office may find themselves serving together. - Renewed energy and purpose
A taste of frontline ministry can counter burnout and deepen commitment to the organization’s mission. As Christian employers, we have a unique opportunity to support and develop our employees.
From an HR perspective, offering Mission Time also becomes a compelling recruitment and retention tool. Notably, in the Christian talent market, where spiritual development opportunities matter to high-quality candidates, ministries that invest in staff vocations can stand out beyond their Pension and Benefits offerings.
For donors, who are like-minded supporters of ministry operations, this could be a powerful message demonstrating that even in the more mundane aspects of your operations, like compensation packages (no offence, HR folks!), your ministry is wholly committed to creatively enabling the ministry of its people.
Making Mission Time Work
Of course, intentional design is essential. Practical considerations would include:
- Clear eligibility for employees and missions
Tie Mission Time to tenure or role level to balance fairness with operational needs. Similarly, health benefit plans are often tiered to meet the expectations of different employment classes (executive, full-time, part-time). Clarify eligibility for approved trips as well – is it for any mission that the employee identifies, or only for partners or in mission fields related to the employer’s work? - Approval process
A concise application ensures alignment with strategic priorities without bogging down the process in bureaucracy. - Optimizing results
Encourage participants to present on their time and learnings, so others can benefit from their experiences and insights gained through volunteering. You can also find opportunities to actively partner with mission organizations, providing more targeted opportunities for team development.
Integrating Mission Time into compensation plans or professional development amplifies its value. Ministries can host post-trip seminars, establish peer-mentoring circles, or maintain an internal alumni network of returning missionaries—ensuring that every hour spent in the field yields ripple effects back at headquarters.
A Call to Mobilize
As Christian charities across Canada grapple with the retirement of veteran missionaries, the solution may lie not in distant recruitment campaigns but in reimagining the gifts already under our roofs. By weaving Mission Time into compensation strategies, we equip staff to live out the Great Commission authentically and sustainably and enable the Spirit to lead staff on this journey. Some staff may even consider a trip for the first time, simply because it was covered by their employer.
After all, if we believe that service and missions are central to our faith, then honouring “mission seasons” within our own teams is not merely an “employment perk”, it’s a reflection of our deepest convictions. Let’s begin the next chapter of mobilizing missions by empowering those who carry our vision every day.
Oh, and by the way – did you know that if your team is on the CCCC Group Benefits plan, your staff are already covered under our deluxe travel package? This package is built to accommodate (and encourage) short-term mission trips taken by staff or visits to the field related to your own work!
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