Transcript Long Term Staffing Proposal

Long Term Staffing Task Force
Session Meeting 9/15/07
Agenda
– Carrie Crossfield
Process – Carrie Crossfield
Current State – Carrie Crossfield
Transitioning to a Program Church –
Meredith Moore
Goals
Long Term Staffing Task Force
Session Meeting 9/15/07
Agenda
Future
State – Ibby Dickson
–Possible Staffing Models
Considered
–Staffing Plan Proposal
–Staffing Plan Timetable
–Financials
The Goal
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A proposal to Session at the
September meeting to include:
– Current State
Org Chart of Committees and Staff
 How does interaction happen
 SWOT
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– Future State
Staff
 Costs
 Job Descriptions
 How do these address the SWOT
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The Process
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Meetings began May 8 and included a discussion of
the Revisioning process. These meetings continued
bi-weekly and weekly throughout the summer until
today.
Members included Dave, Ibby, Meredith, Kent, Dot,
Ron, Carrie, and Becky
Minutes to Session
Newsletter Articles
Raising the Roof
Seminar with Alice Mann
Other Research
Current State
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Org Chart
Communication
SWOT
Strengths
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Location
Talented Membership
Traditional Worship Service
Openness to Contemporary Service
Children’s Ministry
Music
Our Youth
Our Multi-generational mix
Strengths
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# of programs
Women’s Ministry
Seniors – program leadership for seniors
Willingness to take a leap of faith
New Building
DCM-Carrie
History of commitment to the community
High income community
Dave
Welcoming Congregation
Growing Community
Openness to work with other congregations
Persistence
Weaknesses
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Internal Communication
External Communication
Lack of Knowledge Continuity on Session
Committees
No Associate Pastor
Not enough women leaders
Too much unilateral action
No larger discernment by the congregation
Not physically visible
Weaknesses
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Speed of decision-making
Confusion on decision-making boundaries
and responsibilities
Confusion on roles
Adult Education
Youth Ministry Programming
Inconsistent Assimilation of New Members
2 locations makes communication hard
Too many programs – disconnect between
# of programs and staff support
Weaknesses
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Talent Capitalization
Leadership
Lack of Direction
Boundaries are confused
Slow growth
Lack of Men’s Ministry
Not good use of technology (especially with
communication)
Not open to change
Double income earners lead to lack of
time/volunteers
Leadership is too stretched
Not enough room
Opportunities
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See all those listed in the report
Senior Ministry Expansion
Men’s Ministry Expansion
Future of Trinity House
Deacons Program
Streamline organizational processes
Pledges from everyone/estimate of giving
Long term generosity rather than short term
focus
Proportional giving
Threats
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Inadequate cash flow
Out marketing by other churches and
other competition
Competition means sports groups and
other examples of demands on our
time and money
Transitioning to a
Program Church
Church Growth:
Ramp or Stairs?
Characteristics of Pastoral
Size Church (50-150)
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Relationship
patterns
Pastoral role
Organization
Strengths
Characteristics of Program
Size Church (150-350)
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Relationship
patterns
Pastoral role
Organization
Strengths
Plateau Zones
Stress Points in Transition
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Incongruence
Diverse expectations of pastoral role
Staffing needs vs. Financial resources
Size Transition: “N-curve”
Ambivalence
– A double-minded church
– War and Pestilence
Size Transition “N-Curve”
Critical Questions for
Pastoral-Program Transition
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Clergy Role
Program Leadership
Communication
Democratic Participation
Staffing for Growth
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The Growth Dilemma
Options for Staffing
– Volunteer
– Paid Staff
Typical Staffing Patterns for
Pastoral to Program
Transition
Typical Staffing Patterns
continued
Funding New Staff
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Staying ahead of the growth curve
Extending the church’s reach into new
areas
– Geographic
– Demographic
– Programmatic
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Multiplying ministry through memberequipping
Future State
Staffing Patterns
Considered for First Hire
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Full-time Director of Christian
Education
Full-time Associate Pastor – Youth
Minister
Full-time Director of Youth Ministries
Full-time Associate Pastor – Generalist
Long Term Staffing Plan
Proposal: The Ideal
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Pastor, Head of Staff
Associate Pastor (generalist with
emphasis on youth ministry)
Administrative Assistant
Part-time Clerical Assistant
Director of Christian Education
Part-time Sexton
Timetable - Office
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Employ a full-time Administrative
Assistant – January, 2008
Employ part-time Clerical Assistant
when staff increases (perhaps Fall,
2008)
Timetable – Assoc Pastor
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Immediately establish an Associate
Pastor Nominating Committee
– Fall, 2007 APNC begins
– Winter-Spring, 2008, APNC begins
reviewing candidates
– Fall, 2008, earliest possible time for
Associate Pastor to begin
Timetable – Dir. Of
Christian Education
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Employed when average worship
attendance has increased by 25%
Perhaps around 2010
Could start as part-time and then
increase to full-time
Timetable - Sexton
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Increase vendor/contract hours when
new building opens
As we need additional help due to
increased building use (including setup and take-down)
– Increase vendor/contract hours OR
– Hire part-time sexton
And in the Interim:
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Identify volunteers from within
congregation to help with clerical tasks
– Typing
– Photocopying
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Pray that Carrie Crossfield will
continue to work as our volunteer
Director of Children’s Ministry
The Interim, continued
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Pastor assumes greater support role
for Adult Education
Ask Jessica McClure Archer to continue
on a month-to-month basis until an
Associate Pastor is employed
Administrative Assistant
2008 Expenses
Annual Salary
$36,000
Pension/Medical
2,400
FICA
2,754
Total
(Increase over 2007)
$41,154
$10,884
Associate Pastor Annual
Expenses (Presby. Min.)
Annual Salary
$60,377
Pension/Medical
19,018
FICA
4,619
Books/Cont. Educ
1,000
Travel
IRS Rate
Total
$85,014
Total assuming manse
$48,623
Questions/Discussion
Recommended Timetable
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Congregational Meeting, Oct 7 (allows
2 Sundays for call) to introduce plan