I’d Rather Have Jesus

George Beverly Shea

I’d rather have Jesus than silver or gold;
I’d rather be His than have riches untold;
I’d rather have Jesus than houses or lands;
I’d rather be led by His nail-pierced hand.

Than to be the king of a vast domain
And be held in sin’s dread sway;
I’d rather have Jesus than anything
This world affords today.

I’d rather have Jesus than men’s applause;
I’d rather be faithful to His dear cause;
I’d rather have Jesus than worldwide fame;
I’d rather be true to His holy name.

He’s fairer than lilies of rarest bloom;
He’s sweeter than honey from out the comb;
He’s all that my hungering spirit needs;
I’d rather have Jesus and let Him lead.

Although this song is not in the Salvation Army Song Book, and is unfortunately not often sung by a congregation, we do hear it as a vocal solo from time to time. Many readers have no doubt heard it sung by its composer, George Beverly Shea, of Billy Graham Crusade fame. The lyrics were written as a poem, by Rhea Miller.

George Beverly Shea was born in 1909 in Winchester, Ontario, Canada, where his father was a pastor. When Bev was twenty-one years old, he worked in a New York insurance company’s office, as well as in radio broadcasting as an avocation. One day Fred Allen, the host of a nationwide talent show, visited the office. Learning that Bev liked singing, Mr. Allen had him audition, resulting in Bev’s singing of “Go Down, Moses” on the show. He lost the contest to a yodeler, but received fifteen dollars and a taste of fame. On a Sunday morning shortly after this, Bev Shea found Rhea Miller’s poem on the family piano when he sat down to practise. His mother had purposely left it there in concern for her son’s ambitions. The words spoke to Bev about his goals, and he quickly composed a melody. Discovering the poem’s effect on her son, Mrs. Shea was moved to tears. Bev Shea sang the song publicly for the first time in church that morning in 1922. Of course it became the “signature song” of this amazing man, who lived to be 104 years old. He began working with Billy Graham in 1946 and continued for nearly sixty years. It is noteworthy here that in his obituary, Shea included the Salvation Army as a choice for those wishing to make contributions in his memory.

Words: Rhea Miller Music: George Beverly Shea
References: Robert J. Morgan, Then Sings My Soul
www.georgebeverlysheamemorial.org

 

Scroll to Top

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.