TX Pastor Resigns After Confessing Sexual Sin

This is the second member of Hope Fellowship’s pastor staff to be involved in sexual misconduct.

The founding pastor of Hope Fellowship Church — which has campuses in Frisco, McKinney and Prosper, Texas — resigned from his pastoral position at the church after confessing to a moral failure.

Photo via For the Good YouTube video

In a letter that was posted on the church’s website, church leaders said that their former lead pastor, John McKinzie, “confessed to sexual sin and moral failure in a meeting with church leadership” on Sunday. McKinzie resigned his role on Monday. He has served in full-time pastoral ministry for more than 30 years.

The letter went on to say, “No one on staff had knowledge of this moral failure before John’s confession. And aside from John’s resignation, there will not be any other staff changes at this time.”

“As a church, our hearts are broken and we are devastated. Many of us have been deeply blessed by John’s ministry, teaching, and friendship. We grieve not only the sin itself but also the pain and disappointment this brings to our church family and community,” the letter said.

The church’s website has Angela Linz and Aaron Alexander listed as Co-Interim Lead Pastors.

The church did not elaborate on the nature of McKinzie’s moral failure. A list of frequently asked questions that the church provided to the congregation stated that the pastor’s sin was “a pattern of consensual behavior that made him unfit to continue in his role as pastor.”

This is the church’s second staff member that has had to leave the church for sexual sin. In January the church dismissed youth pastor Jerry Nickerson because of “inappropriate contact with a minor” more than a decade ago.

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After Nickerson’s dismissal, McKinzie wrote to the Hope Fellowship members, “We are devastated by this news. We believe that this behavior is disqualifying to those in pastoral and leadership positions, and Hope Fellowship is committed to supporting and advocating for victims of abuse.”

The church did its due diligence contacting the organization where the incident involving Nickerson occurred. “We are working with them to make sure all reporting is appropriately followed, as well as working with our church legal counsel to ensure that our actions protect the victim as we respond to this confession. All has been reported at this time,” Hope Fellowship said.

McKinzie wrote to the church’s members in January, “Your trust is invaluable to us as we navigate this situation together. Please join us in prayer for healing for all those affected, for God’s wisdom and guidance, and for His peace to cover our community.”

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.

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