Long Term Staffing Task Force Session Meeting 91507

1
Long Term Staffing Task ForceSession Meeting
9/15/07

• Agenda
• Goals Carrie Crossfield
• Process Carrie Crossfield
• Current State Carrie Crossfield
• Transitioning to a Program Church Meredith
  Moore

2
Long Term Staffing Task ForceSession Meeting
9/15/07

• Agenda
• Future State Ibby Dickson
• Possible Staffing Models Considered
• Staffing Plan Proposal
• Staffing Plan Timetable
• Financials

3
The Goal

• A proposal to Session at the September meeting to
  include
• Current State
• Org Chart of Committees and Staff
• How does interaction happen
• SWOT
• Future State
• Staff
• Costs
• Job Descriptions
• How do these address the SWOT

4
The Process

• 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

5
Current State

• Org Chart
• Communication
• SWOT

6
Strengths

• Location
• Talented Membership
• Traditional Worship Service
• Openness to Contemporary Service
• Childrens Ministry
• Music
• Our Youth
• Our Multi-generational mix

7
Strengths

• of programs
• Womens 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

8
Weaknesses

• 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

9
Weaknesses

• 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

10
Weaknesses

• Talent Capitalization
• Leadership
• Lack of Direction
• Boundaries are confused
• Slow growth
• Lack of Mens 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

11
Opportunities

• See all those listed in the report
• Senior Ministry Expansion
• Mens 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

12
Threats

• 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

13
Transitioning to a Program Church
14
Church Growth Ramp or Stairs?
15
Characteristics of Pastoral Size Church (50-150)

• Relationship patterns
• Pastoral role
• Organization
• Strengths

16
Characteristics of Program Size Church (150-350)

• Relationship patterns
• Pastoral role
• Organization
• Strengths

17
Plateau Zones
18
Stress Points in Transition

• Incongruence
• Diverse expectations of pastoral role
• Staffing needs vs. Financial resources
• Size Transition N-curve
• Ambivalence
• A double-minded church
• War and Pestilence

19
Size Transition N-Curve
20
Critical Questions for Pastoral-Program Transition

• Clergy Role
• Program Leadership
• Communication
• Democratic Participation

21
Staffing for Growth

• The Growth Dilemma
• Options for Staffing
• Volunteer
• Paid Staff

22
Typical Staffing Patterns for Pastoral to Program
Transition
23
Typical Staffing Patterns continued
24
Funding New Staff

• Staying ahead of the growth curve
• Extending the churchs reach into new areas
• Geographic
• Demographic
• Programmatic
• Multiplying ministry through member-equipping

25
Future State
26
Staffing Patterns Considered for First Hire

• Full-time Director of Christian Education
• Full-time Associate Pastor Youth Minister
• Full-time Director of Youth Ministries
• Full-time Associate Pastor Generalist

27
Long Term Staffing Plan Proposal The Ideal

• 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

28
Timetable - Office

• Employ a full-time Administrative Assistant
  January, 2008
• Employ part-time Clerical Assistant when staff
  increases (perhaps Fall, 2008)

29
Timetable Assoc Pastor

• 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

30
Timetable Dir. Of Christian Education

• Employed when average worship attendance has
  increased by 25
• Perhaps around 2010
• Could start as part-time and then increase to
  full-time

31
Timetable - Sexton

• Increase vendor/contract hours when new building
  opens
• As we need additional help due to increased
  building use (including set-up and take-down)
• Increase vendor/contract hours OR
• Hire part-time sexton

32
And in the Interim

• Identify volunteers from within congregation to
  help with clerical tasks
• Typing
• Photocopying
• Pray that Carrie Crossfield will continue to work
  as our volunteer Director of Childrens Ministry

33
The Interim, continued

• 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

34
Administrative Assistant 2008 Expenses
35
Associate Pastor Annual Expenses (Presby. Min.)
36
Questions/Discussion
37
Recommended Timetable

• Congregational Meeting, Oct 7 (allows 2 Sundays
  for call) to introduce plan