Sexual Abuse Among Ranks of Royal Rangers Assemblies of God scouting program criticized for not providing adequate safeguards.

Royal Rangers, a scouting group associated with the Assemblies of God, was the situs for the sexual abuse of minor boys, according to reporting by NBC News.

Travis Reger claims he was abused in 1984 at the age of 10 by a leader in the Royal Rangers at Albany First Assembly of God church in Oregon. Although he says his father confronted the pastor, Stan Baker, about the leader’s behavior, nothing happened. The leader was convicted in 1988 for abusing two other boys.

Reger said in a deposition that Baker admitted to knowing about the abuse and said the leader was “in counseling.”

“He knew all of it,” Reger told NBC News. “I’m not going to say he encouraged it, but he was involved in trying to keep it quiet so that the great Assembly of God church’s reputation wouldn’t be sullied.”

One Royal Rangers leader from the church was sentenced to prison for 10 years and another for 15 years.

In 2021, a lawsuit against the Assemblies of God related to abuse within Royal Rangers at Albany First Assembly of God was settled for an undisclosed amount.

The abuse reported in the Royal Rangers is part of a series of reports about abuse in the Assemblies of God and associated ministries reported by NBC, MinistryWatch, and other outlets.

Royal Rangers was started by youth director Johnnie Barnes in 1962 as a Christian alternative to Boy Scouts of America. The Royal Rangers program claims to have “influenced the lives of over 2 million men and boys in the United States and around the world” since its founding.

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NBC said it uncovered that at least 29 Royal Rangers leaders were accused of sexually abusing boys under their leadership since the 1970s.

One such leader, convicted of sexual assault in Illinois in 1990, reportedly told authorities he had molested 75 boys, but prosecutors never confirmed that number.

In 2000, the abandoned storage unit of a Royal Rangers leader was auctioned off and a book of nude photos of children was discovered among his belongings. The man was arrested and confessed to molesting Royal Rangers boys for over three decades and keeping photos of his victims as keepsakes.

In 1993, the Assemblies of God created a “Reducing the Risk” program for churches to prevent or reduce the risk of child sexual abuse in churches. However, the guidance contained recommendations, not requirements.

Brandon Champion said he was abused by Samuel Thompson in the mid-1990s after the risk reduction program was created. Champion reported the abuse to his pastor, who said he would “take care of this” but didn’t call the police. Champion’s mother called the police and Thompson was convicted of sexual abuse and sodomy and sentenced to three years in prison, NBC reported.

Last year, Thompson was labeled a “prolific child molester” by federal officials and sentenced to 220 years in prison on new abuse charges.

In an official statement about the alleged abuse of boys in Royal Rangers, the denomination wrote, “Even one instance of abuse is too many. Our hearts are broken for each child affected. We continue to look for ways to help local churches that choose to use the Royal Rangers curriculum adopt and strengthen rigorous standards.”

While the Assemblies of God makes recommendations for screening of Royal Rangers leaders, it does not require it. According to Chapter 27 of the Royal Rangers Leader Guide, the groups are “encouraged” to adopt recommendations, including a written application, references, a criminal background check, and an interview.

It also suggests adopting policies and procedures to ensure the safety and security of the children, including training about recognizing and reporting child abuse, adequate supervision of those interacting with the boys, and proper response and reporting policies.

The denominations claims that “[c]hurches of any denomination that establish a Royal Rangers charter must affirm they have adopted a process for screening and supervision of adult leaders who work with minors, which includes criminal background checks and references from previous work with minors.” The link to the process sends readers to the Royal Rangers Leader Guide that makes recommendations for policies to adopt.

Furthermore, the Assemblies of God acknowledged to NBC that the “overwhelming majority of churches using Royal Rangers curriculum choose not to charter,” so they don’t follow any process required by the denomination for chartered groups.

Scouting programs attract perpetrators who are seeking access to children and are therefore high-risk, Victor Vieth, a former prosecutor and child abuse prevention advocate with Zero Abuse Project, told NBC. He added that boys are often less likely to disclose abuse.

By failing to enforce stringent policies, Vieth said, the Assemblies of God has “lit a fuse.”

“And on the other end of that fuse,” he said, “will be the sexual abuse of children.”

EDITOR’S NOTE: MinistryWatch exists to help donors become more effective stewards of the resources God has entrusted to them. So, why does MinistryWatch report on sex crimes? These stories are tough to read and sometimes even tougher to report, but we think they are vital to our mission to bring transparency, accountability, and credibility to the evangelical church. Donors who are supporting these ministries need to know this information. Ministry leaders and others can learn lessons from these stories. Victims feel supported.  To read more about why and how we report these stories, read “Why MinistryWatch Reports On Sex Crimes.”

Another reason we report on sex crimes is to highlight for ministry and church leaders the importance of employing best practices for hiring and supervising employees in Christian environments.

Below is a list of best practices, curated from content on ministrywatch.com. These are adapted from discussions on Christian ministries, churches, and Christian educational institutions.

Clarifying Mission and Faith-Based Requirements

• Clearly define and document the organization’s religious mission to guide all hiring decisions, ensuring that faith alignment is central.
• Assess personnel needs based on what is required to fulfill the mission, recognizing that requirements may vary by role (e.g., teachers in a Christian school might need to model faith in curriculum delivery).
• Develop detailed job descriptions that explicitly link positions to the mission, including necessary faith commitments, conduct standards, and how they connect to the religious identity.
• Require candidates to affirm a statement of faith (e.g., a restatement of the Apostles’ Creed) to ensure they share the organization’s beliefs, as this is protected under federal laws like Title VII for religious nonprofits.
• Implement policies where employees assent to the mission, receive training on their role in it, are held accountable, and are treated consistently in evaluations or issues.

Avoiding Nepotism and Conflicts of Interest

• Create written anti-nepotism policies prohibiting direct reporting relationships between relatives (e.g., spouses or siblings) and limiting family members’ involvement in hiring, firing, or reviews.
• Establish boundaries to prevent conflicts, such as excluding relatives from decision-making roles in personnel matters.
• Promote transparency and open communication with staff and stakeholders about family hires to build trust and address potential issues.
• Adhere to any denominational guidelines, such as restrictions on family members serving on oversight boards or committees.
• Use resources like sample policies from the Evangelical Council for Financial Accountability (ECFA) and seek professional advice to tailor policies.

Thorough Vetting and Background Checks

• Conduct comprehensive investigations into candidates’ past, especially regarding allegations of misconduct like abuse, using independent firms if needed for objectivity.
• Create confidential channels for reporting concerns or additional information during the hiring process.
• Make relevant assessment findings public (while protecting sensitive details) to demonstrate integrity.
• Include spousal interviews or family vetting to assess overall fit with organizational values, though this should be handled carefully to avoid legal risks.

Legal Compliance and Conduct Expectations

• Hire based on shared faith and mission alignment, as federal law (e.g., Title VII) allows Christian organizations to prioritize believers without discrimination claims.
• Enforce a code of conduct aligned with “Judeo-Christian” values (e.g., prohibiting gossip or certain personal behaviors), but ensure it complies with anti-discrimination laws and does not overreach into protected areas like pregnancy or religion.
• Train new hires on core values, such as working “as unto the Lord,” to integrate them into the ministry culture.
• Be aware of limits: Secular aspects of the organization cannot mandate specific religious practices, and at-will employment allows flexibility but must avoid violations of federal protections.

These practices emphasize stewardship, accountability, and protection against legal challenges, such as those from employment laws or state requirements.