VA Pastor Sentenced to 10 Years for Child Abuse, Embezzlement Rodney Locklear charged with embezzlement after his arrest for abusing minor from his church

A former Virginia pastor has been sentenced to 10 years in prison for sexually abusing a minor, child endangerment, and felony embezzlement.

Rodney Locklear, 49, was arrested and charged in February 2024 for child abuse. He was pastor of Victory Church in Ruckersville, Virginia. Later, officials added the charge for embezzlement.

The victim, a 13-year-old who attended Victory Church, says Locklear sexually assaulted her multiple times starting in May 2023.

During his sentencing, according to WVIR 29 News, the victim’s family testified in court saying she had been excited about going to church, but over time her personality changed. She became withdrawn and angry. They said Locklear’s abuse marked her teenage years with “fear and uncertainty.”

According to the Piedmont Journal Recorder, questions arose in 2023 into Locklear’s handling of the church finances. Locklear appealed to church members urging them to give more generously, because the church simply did not have enough money.

In preparing the church budget for 2024, Associate Pastor Kent Frederick asked Locklear for records of church finances from 2023. When Locklear handed them over, he said they’d see credit and debit card statements for personal charges and food, according to the Recorder. He claimed he’d reimbursed the church for those charges, but they found no evidence of such reimbursements.

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As leaders and investigators dug deeper into the records — or “lack thereof,” according to the Recorder — many charges didn’t add up, including large credit card purchases at steakhouses, for shoes and clothing, and an $18,000 withdrawal to pay off his car loan.

In the end, Locklear was charged with embezzlement and ordered to pay $153,000 in restitution. After his arrest, Victory Church closed, so the restitution money will go to Virginia’s Victim Fund.

His combined charges could have resulted in up to 100 years in prison. He took a plea deal in September, however, through which his defense team requested 10 years.

In announcing the arrest two years ago, the local sheriff reminded parents to have regular conversations with their children about these issues.

“Because of the position that Mr. Locklear was in, we just want to make sure that the community is safe,” said head of investigations Kevin Freid. “At the end of the day turn the TV off, shut the phones off. Talk to your kids about what inappropriate touching means. What personal space boundaries are.”

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.