A third leader connected to Living Word Church in Midland, Michigan, has now been convicted of criminal sexual conduct, deepening scrutiny over a string of abuse cases linked to the congregation founded by televangelist Mark Barclay.
Photo of Living Word Church via Google Maps / Insert of Randy Saylor
On January 22, 2026, former Living Word Associate Pastor Randy Saylor, 73, pleaded no contest, or nolo contendere, to 11 counts of criminal sexual conduct involving two children under 13. A Michigan judge accepted the plea despite objections from prosecutors with the reasoning that the plea of no contest was allowed due civil liability if any future civil suits are filed. Saylor will face up to 10 years to life in prison when he is formally sentenced on March 19, 2026.
Saylor’s conviction makes him the third elder from the same church organization to be convicted in recent years of sexually assaulting minors. As MinistryWatch previously reported, two others already tied to the ministry’s leadership have faced criminal sentences for similar offenses.
In April 2024, Brandon Saylor, a former church elder and Randy Saylor’s son, was sentenced to five to 15 years in prison after pleading guilty to three counts of second-degree criminal sexual conduct for abusing four children under 13 over the course of a decade.
And in August 2025, James Randolph, son-in-law of Mark Barclay and youth minister affiliated with Living Word Church, was convicted by a Midland County jury on six counts of criminal sexual conduct involving a child. He faces the possibility of life in prison when sentenced later this year.
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The pattern of convictions has prompted strong reactions from former church members and abuse survivors who say the cases reflect ongoing failures in oversight and protection within the church. Former congregants Dan and Dana Stahl said the ministries’ statements focused on one thing: “damage control.”
Mark Barclay Ministries, which operates Living Word Church and a wider network of affiliated ministries, released statements in the past emphasizing that alleged misconduct did not occur on church property or during church services and that the organization is cooperating with law enforcement. Associate Pastor Josh Barclay reiterated that the ministry continues to prioritize safety and transparency.
When interviewed by the Midland News, sexual abuse survivor Mikayla Williams, 25, said, “As I move forward, I’ve made a choice: I will not let bitterness take over my heart. I choose forgiveness, grace, and mercy—not just toward James [Randolph], but also toward those who still hold doubt in their heart towards me…My hope is that one day, James will have the courage to take accountability for his actions and responsibility, admit the truth, and repent for what he’s done.”
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.