Talent Acquisition for Workplace Impact

1. Welcome to the New Business Administrator InstituteSession II

2. Opening Prayer Dear Lord, We pray that you will create among us Catholic leaders, individuals made in your image who will apply your teachings in their lives and positively impact our families, our workplaces, our communities, and our Church. Help us to inspire those with whom we come in contact to share their God-given talents, to do your will and to find a place in your kingdom where their deepest joys and the world’s deepest hungers meet and cry for their special qualities and abilities. Make us leaders, Lord, leaders with strength and courage to follow you. Leaders who make your love visible to the world in all of our words and actions. Amen. Catholic Leadership Institute – Prayer for Leaders

3. Introduction of new attendees

4. Coffee with Catherine Today’s Chat is on: Talent Acquisition Making an impact on the workplace community requires clarity, focus, & expanding knowledge.

5. Acquisition includes: Recruiting Interviewing Selection

6. It all starts with a Job Description Q = What is included in a job description?

7. A Job Description: Job summary - How the position supports the mission. Educational & experience requirements. Role and responsibilities (essential job duties). Physical & Working Conditions. Other – financial responsibility, # of employees supervised, etc. Employee signature & date.

8. Caveat - Ministerial Role NOTE: Courts have recognized that employees who work in religious-centered environments are unique in that faith & religion are impossible to separate from the employment relationship. Therefore it is important to include duties associated with teaching, spreading the faith, and any requirements that the employee be an active member of the faith.

9. Which jobs titles are not directly involved with spreading the faith…..? • Director of Religious Education ? • Deacon ? • Parish Maintenance ? • Pastoral Associate? • Social Ministry Coordinator ? • Bookkeeper ?

10. Q = What about…. • Teachers • Principals • Secretaries • Development Director • Director of Administrative Services/Business Manager • Daycare/Childcare Aide

11. 7 Steps to Hiring a New Employee Step 1 – Internal and External Advertisement Step 2 – Resume Collection Step 3 – Screening Applicants Step 4 – Interview Step 5 – Verification Step 6 – Offer and Acceptance Step 7 – Record Keeping & Wrap Up for Those who Applied & Interviewed *Search Committee may be involved

12. Think about…Internal & External Advertisement • How far do you want to cast out your net? • Communication avenues: • Catch people’s attention

13. 1 – 2 - 3 All complete an application

14. Good Interview Questions – Yes or No? NO - How much longer do you plan to work before you retire? YES - What are your long-term career goals?

15. NO - How far is your commute? YES - Are you able to start work at 8 a.m.? NO - Are you a U.S. citizen? YES - Are you authorized to work in the U.S.? NO - Do you have any disabilities? YES - Are you able to perform the specific duties of this position?

16. Ask behavior interview questions….. • Describe a stressful situation at work and how you handled it. • Have you ever dealt with policy you weren't in agreement with? What did you do? • Have you gone above and beyond the call of duty? If so, describe the situation? • What do you do when your schedule is interrupted? Give an example of how you handle it.

17. Before the Interview(s) Think About: • Type & # – phone screen, face-to-face (individual, group, sequential) • Specific interview questions for ALL candidates. • Give a job description

18. Tips • Review illegal questions. • Don’t be afraid to ask if candidate has been ever disciplined or terminated. • Let the person talk. • Document all answers. • Honestly sell your position and the employer.

19. Verification Hire based on facts: • Knowledge, Skill, & Ability, • Interview impact, • References, • Licenses, and • Background Check

20. Offer/Acceptance & Records Offer: Starting wage, work schedule, benefits, start date, orientation details, contract. Set a time limit for decision. Follow up in writing. Do not sign contract until candidate signs. Contracts used for teachers and principals only. Recordkeeping – I-9, payroll, insurance, etc. Circle back to those that applied.

21. My 2 cents • 4.5% is full employment (at this point people who want a job have a job) • Suggest: hire for potential instead of experience; hire for attitude and train for technical skills; may not have all required skills but show potential to excel. • Cultural fit • How AI is affecting people… • Need to shift energy toward retention

22. Hiring Teachers & Principals

23. The Archdiocese of Milwaukee Policy 4119.2 non-renewal contract dates of: April 1 for principals April 15 for teachers

24. ClarificationDates for giving out (issue) contracts is the decision of the employer & is best done with the budget process in mind.NOTE: The date to issue a contract for the 2020-2021 school year is indicted on the current contract. AND future contracts can have a different date – preference is that the issue date be no later than May 1.A RIF can be given at any time. RIF is for declining enrollment, financial & budget constrains or curriculum changes.

25. If an employer is contemplating non-renewal of a contract due to poor performance, a PIP needs to be given along with 30-60 days. The 30-60 days provide an employee the time to change behavior. Note: a contract may be given out with an addendum that defines the performance that must be progressing.

26. Without the PIP, an employee has the expectation and a legal defense to the same job and same job conditions will occur. When s/he is not given the same parameters of the job, as defined by the contract, s/he is essentially being terminated.* * Excluding a RIF

27. Letter of Intent ************************************************* _____ I intend to return for the 2017-2018 school year. _____ I do not intend to return for the 2017-2018 school year. _____ if a vacancy occurs at another grade level, I am interested in discussing a new placement. _____ other. please explain.

28. Non-Renewal of Contract Date: _______________________ Dear ________________________________: we appreciate that you accepted the position of _____________________________ in our (parish, school, etc.) for this current year. We thank you for the time and effort which you have expended on behalf of our (children, parents, youth, parishioners, adults, etc.). However, we regret to advise you at this time that we do not intend to renew your contract for ______________ year. We hope that this decision will not adversely influence your work with the (faculty, student body, school board, education committee, priests or principal) during the remainder of this year. We wish you well and pray that this early notice will give you sufficient time to find employment after you complete your work here at ___________________________________________. Sincerely,

29. Questions? Catherine Gryniewicz gryniewiczc@archmil.org 414-769-3370

30. Priest Compensation • Overview of the plan history • Components for the Priest Compensation Plan & Workbook • Priest W-2s • Group Exercise • Questions

31. Priest Compensation Background • There have been changes to the priest compensation plan since the program was initiated in 1982 • The program currently used was effective July 1, 1997 • This program intends to pay priests the same, regardless of assignment • Components vary based on years since ordination • Recommendations on priest compensation come out of the Archdiocesan Council of Priests • Priest are considered self-employed for social security purposes, but they are still taxpayers and receive a W-2 (they DO fill out a Schedule SE)

32. Components of the Archdiocese Priest Compensation Plan • Gross Compensation (line 1a) • Pension Deduction (line 1b) • Priest pays half, parish pays half – note: this deduction is the priest portion • This is a pre-tax deduction • Supplemental Payment (line 1c) • This is taxable income and should be included on each paycheck • Housing (line 2a or 2b) • Parish provides or on own • 403(b) contribution (line 2c) • Stipend/stole fee reduction (line 2d) • Additional Professional Expense (line 2e) • Other (line 2f)

33. Matrix • Refer to priest compensation workbook

34. Example

35. Payroll for Priests Example

36. Priest Professional Expense • For 2019-20 Priests are allowed up to $6,859 per year for professional expenses • This is not taxable income, if itemized receipts are provided and the expense is professional in nature • Allowable Professional Expense form (included in handouts) • On Archdiocesan website • Additional professional expense deduction • Noted in the workbook • “Use it or lose it”

37. Group Exercise • Please break into four groups. Each group will receive the same narrative and will be asked to fill out a workbook for the priest.

38. Now let’s review. What is the first piece of information we know?

39. What about housing? How should that look?

40. And on the workbook….

41. What about that 403b contribution?

42. What about stipends and professional expenses?

43. What does his paycheck show?

44. This is after the housing deduction Fr. Andrew’s 2019 W-2 987-65-4321 12-3456789 26698.00 3000.00 St. Mary Parish 123 Easy Street Anywhere WI 55555 United States Here is housing Andrew J Smith 8675309 Main Street Nowhere WI 56565 United States X 7440.00 Housing WI 112233445566 26698.00 600.00

45. Questions?

46. Break Up Next: Parish Planning & Councils

47. Lunch

48. Canonical Structure of Parishes & Canonical Financial Regulations Barbara Anne Cusack, Chancellor of the Archdiocese of Milwaukee

49. Break Up Next: How is the DAS part of the Mission? – Fr. Tim Kitzke

50. Closing remarks. • Future Dates: • August 22 NBAI Session III • Nov 14 NBAI Session IV • 2020 Dates: March 11, June 10, August 12, November 11 • BAAM Meetings and topics: TBD • Please remember to fill out an evaluation form. We appreciate your feedback. • Thank you for coming.