Follow On

Picture of Heather Allington
Heather Allington
Heather writes for Sunday Song Book on behalf of the The Salvation Army Oshawa. As a lifelong member of the Army, she has loved these familiar - and some less familiar - songs for many years, and enjoys researching and writing about their origins. She is a wife, mother, grandmother and retired elementary school teacher who likes trying her hand at watercolour painting and poetry writing.

Follow On

1) Down in the valley with my Saviour I would go,
Where the flow’rs are blooming and the sweet waters flow;
Everywhere He leads me I would follow, follow on,
Walking in His footsteps till the crown be won.

3) Down in the valley or upon the mountain steep,
Close beside my Saviour would my soul ever keep;
He will lead me safely in the path that He has trod,
Up to where they gather on the hills of God.

In telling this hymn’s history, Robert Morgan begins with the following statement:

“Someone has said that when God closes a door He always opens a window. What we don’t realise is that the window is often much bigger than the door.”

In a previous post on this blog site, we learned that this was true of Charles Wesley, who blessed more people with his hymns than with his preaching. Such was also the case with William Cushing,

Wikki CC
William O Cushing
who wrote “Follow On” in 1878. Cushing was born in 1823 and became a Christian as a child. He served twenty years as a faithful pastor in New York cities and towns. In 1870, his wife died, and his own health deteriorated. He suffered a paralysis that affected his voice and made it very difficult for him to preach. He then experienced depression, but eventually, in resignation, prayed, “Lord, give me something to do for Thee.” Soon he began writing hymns, especially some for children.
When He Cometh is a favourite and well-known one of these.

Subsequently, William Cushing wrote over three hundred hymns. He later told Ira Sankey, another great hymn writer, that Follow On was written out of his desire to give up everything to the Lord’s will, but that he felt much of the power and usefulness of the song was due to Robert Lowry’s melody. Ira Sankey stated that Cushing’s hymns had blessed tens of thousands of people – more than his preaching could have ever done. Yes – the window was bigger than the door!

Words: William O. Cushing Music: Robert Lowry

S.A. Song Book # 483 Section: The Life of Holiness – Consecration and Service
Reference: Robert J. Morgan, Then Sings My Soul – Book 2
Video – Follow Follow – ENJOY

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Code of Conduct for all Mission Partners of The Salvation Army in Canada and Bermuda

1. Purpose
To provide mission partners with guidelines regarding their expected behaviour while undertaking work on behalf of TSA. The code of conduct states TSA’s commitment to operating in an ethical and legal manner that aligns with TSA’s mission, vision, values and Orders and Regulations. The code of conduct serves as a foundational standard for other conduct-related operating policies.

2. Basic Principles
All mission partners are expected to behave in ways that are aligned with TSA’s mission and values.

2.1. Mission Statement:
The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

2.2. Vision Statement
We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

2.3. Core Values:
Hope: We give hope through the power of the gospel of Jesus Christ. Service: We reach out to support others without discrimination.
Dignity: We respect and value each other, recognizing everyone’s worth.
Stewardship: We responsibly manage the resources entrusted to us.

3. Conduct Expectations
The code of conduct provides guidelines for mission partner conduct. The code of conduct cannot cover every possible situation; mission partners are responsible for considering each issue in the context of TSA’s mission and values, recognizing that individual conduct may be understood as a reflection of TSA’s values, image, integrity and public trust. If a mission partner is unsure of a situation and needs guidance about their conduct or has concerns about the conduct of another person, they should speak with their supervisor or HR/officer personnel representative.

Mission partners will:
3.1. Comply with TSA policies and procedures.
3.2. Follow all applicable laws and at no time participate in, or assist others to participate in, any illegal, criminal or unethical activities.
3.3. Conduct themselves at all times with honesty, integrity and transparency.
3.4. Perform their defined duties to the best of their ability.
3.5. Treat others, including other mission partners, funders, clients and the public, with respect, dignity, fairness and courtesy.
3.6. Promote and support a work environment that is inclusive of all people and respects their unique abilities, strengths and differences.
3.7. Identify actual, potential or perceived conflicts of interest and disclose them to their supervisor to help minimize or eliminate the impact of such conflicts, which could influence or appear to influence their judgment and actions. Refer to GV 01.003 Conflict of Interest policy for additional direction and requirements.
3.8. Collect, use and disclose confidential information only in accordance with TSA policy and applicable privacy laws. Ensure all records, documents and communications are accurate and that privacy is maintained as required by GV
01.009 Privacy.
3.9. Conduct all business, service and ministry activities in a responsible manner, consistent with TSA’s values of hope, service, dignity and stewardship.
3.10. Always strive to create and maintain the highest health, safety, wellness and environmental standards in all facilities and work areas.
3.11. Take every reasonable precaution to protect the safety of oneself and others and report accidents (however minor) and near-misses (accidents that almost happened), risky behaviours, and instances where equipment and/or building
deficiencies could compromise the safety of a workplace.
3.12. Use information technology, including internet and email, in a professional and appropriate manner, in accordance with TSA policy (IT 02.001 Computers and Information Technology Acceptable Use).
3.13. Ensure they are fit to work and able to perform assigned duties as required by their job description safely, satisfactorily and in compliance with HR 10.002 Substance Impairment in the Workplace.

TSA expects mission partners will not:
3.14. Act in a discriminatory, harassing or violent way toward others.
3.15. Use their position in order to gain an advantage over or exploit the vulnerability of others.
3.16. Destroy or take for personal use any items belonging to or safeguarded by TSA without prior written approval.
3.17. Solicit (money or goods) from clients, donors, vendors, contractors or any person in a position to benefit from their association with TSA. Mission partners will adhere to the requirements of HR 04.002 Gifts, Speaking Fees, and Testimonials policy.
3.18. Give the appearance that they are speaking on behalf of TSA when not authorized to do so or engage in any activity that would negatively impact TSA’s reputation, brand or public image, including the use of personal social media
accounts.
3.19. Initiate contact with the media or respond to their inquiries, and instead will refer all media inquiries to their supervisor, their public relations representative or TSA’s communications department.
3.20. Use, abuse or misuse paid time, TSA resources or the equipment assigned to them.
3.21. Misuse their authority, abuse power, act irresponsibly, retaliate against someone who reports misconduct or exclude others from workplace events.

4. Officers: Orders and Regulations
In the event of a conflict between the provisions of the code of conduct and Orders and Regulations, the latter shall take precedence.

5. Violation of the Code
If a mission partner believes the law, the code of conduct or TSA’s policies may have been violated or are about to be violated, they should inform their supervisor or report their concern through the Whistleblower hotline (see GV 01.008 Whistleblower policy).

Violation of the code of conduct is a serious matter and could result in disciplinary action up to and including termination.