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Staffing—Class 4 part 2

Staffing—Class 4 part 2. Password Protected Page. Compensation —David Fletcher. May 13 Reviews —Dr. Paul Utnage .  May 20. Upcoming Webinars. Terminations —Jon Wright Tuesday , May 28 at 2 pm Not Monday, Memorial Day, the 27 th Terminations , part 2—Daniel Rolfe. June 3.

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Staffing—Class 4 part 2

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  1. Staffing—Class 4 part 2

  2. Password Protected Page

  3. Compensation—David Fletcher. May 13 Reviews—Dr. Paul Utnage.  May 20 Upcoming Webinars

  4. Terminations—Jon Wright • Tuesday, May 28 at 2 pm • Not Monday, Memorial Day, the 27th Terminations, part 2—Daniel Rolfe. June 3 Upcoming Webinars

  5. Part 1—Introduction, 5min. Part 2—Interactive Lecture, 30 min. Part 3—Q & A, 30 min. Today’s Class

  6. The Puritans supposedly said, “God, you keep our pastors humble and we will keep them poor.” At what standard should church staff live at? How do you determine fair and just pay? This session will present the elements and examples of excellent staffing pay grids. The role of a compensation analysis will be explored. This all goes into the annual process of determining raises and the potential role of bonuses. Staffing, Class 4, part 2: Compensation

  7. Salary Grids An Inductive Lesson on Setting a Compensation Grid

  8. The Salary Grid gives a metric to examine titles and salaries. • By establishing fair, national-level salaries, The Salary Grid retains quality staff. • By having quads, the process of giving raises has standards and pre-determined levels of accomplishment and skill. • The Salary Grid is reviewed every two or three years. Why a Salary Grid

  9. Examinethe existing salary structure of your church. • All titles and salaries are examined and compiled into categories of personnel. Basis: First

  10. Use anational salary guide and survey: • Leadership Network Salary Survey • National Association of Church Business Administrators, Salary Survey. • XPastor’sTop to Bottom Compensation Surveys Basis: Second

  11. Compare your results to other local churches: • Local churches • Similarly sized churches • Others in your denomination or group Basis: Third

  12. Pastors

  13. Ministry Staff

  14. Finance & Office Staff

  15. Facilities

  16. Experience • Expertise • Education • Performance • Alignment with vision • Team player Raises with a Grid

  17. Quads are not to be exact salaries but guides for determining salaries Raises with a Grid

  18. Mismatches of titles with positions • Some newer pastors are not receiving a housing allowance and are receiving social security • Some women function as “commissioned” directors and should be receiving housing allowances. Identify Problems

  19. The annual review process is under study and improvement. • Some staff are being underpaid, less than Quad 1. • The most pressing issues will be addressed in the coming year. Some issues will take several years to resolve. Identify Problems

  20. Q & A Send Questions via Chat to Tami

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