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MARS HILL CHURCH

MARS HILL CHURCH. XPastor.org Webinar | May 2013. Pastor Sutton Turner | Executive Pastor. 1 Church 14 locations/Churches 4 states. OR. WA. CA. NM. Distinctives Grew up in the least churched city in the U.S. (Seattle) Largest Reformed & Complementarian Church in the US

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MARS HILL CHURCH

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  1. MARS HILL CHURCH XPastor.org Webinar | May 2013 Pastor Sutton Turner | Executive Pastor

  2. 1 Church 14 locations/Churches 4 states OR WA CA NM

  3. Distinctives • Grew up in the least churched city in the U.S. (Seattle) • Largest Reformed & Complementarian Church in the US • Arty, urban, indy rock church w/ largest demographic - 25 to 34 yr. old males • Poor church (see #3 above) • We plant churches in vintage churches in urban locations (See #3 and #4)

  4. Distinctives • We staff our churches based on people or weekly attendance

  5. Primary Roles: • Lead Pastor • Executive Pastor • Worship • Biblical Living • Secondary Roles: • Students • Kids • Production • Administrative Staffing Matrix

  6. Distinctives We budget per church based on people or weekly attendance

  7. Budget Model

  8. Distinctives Because of #6 & #7 we have poor & rich, white/black/& Hispanic diverse churches The “wealthier” churches’ giving makes it possible for us to plant churches in less affluent areas

  9. We hire in 2 areas • Local church • Lead Pastors • Executive Pastors • Worship Pastors • Biblical Living Pastors • Central Operations • Finance • Media & Communications • Administrative • HR, Property • IT

  10. Local Church • Staffing at the local church is based off the staffing matrix (responsibility and number of people in weekly attendance) • Each stage has a salary range • Each stage increases as church size increases

  11. Compensation Structure

  12. Hiring Lead Pastors/Executive Pastors • Intentional recruiting plans • Recruiting agencies • Ensure men meet the qualifications of an elder (1 Timothy 3, Titus 1) • Go through interview process with wives (1 Timothy 3, 1 Peter 5) • DISC scores • LinkedIn • Job boards • Specific seminaries and Bible colleges (for LPs only) • Lead Pastor Residency Program

  13. Hiring Lead Pastors/Executive Pastors • 1 year program • Curriculum • On Ministry training

  14. Central Operations • Staffing and pay for central operations is based off responsibilities that are directly related to the mission and vision of Mars Hill. • Each position is assigned a staff level (staff, supervisor, manager, director, etc.) based on level of responsibility. The staff level determines the compensation range and vacation eligibility. We don’t pay based off tenure, education, etc.

  15. Hiring Central Staff • Intentional recruiting plans • Recruiting agencies • Prescreening of employees (HR) • Phone Interviews • Job boards • LinkedIn • For key roles we may fly people to Seattle (weekend of interviews, seeing city, visiting church services) • EE approval for each hire • DISC Scores

  16. Local Church/Central Staff Benefits • Paid time off • Health insurance • 403(b) • Stipends (book, cell phone) • COLA (July)

  17. Local Church/Central Staff Reviews & Evaluations • Annual Review (2 weeks after Easter) • COLA (After Easter) • Spring Training (May 1st) • 360 Review (September)

  18. Board of Advisors and Accountability • Legal church board • Independent of Mars Hill Church (except EE) • Currently made up of seven men • Help with annual executive compensation study by independent audit firm • Approval of annual budget

  19. Key Executives Plan • Long-term disability coverage • Health and wellness monthly exams and stipend for health products • Life insurance • Deferred compensation plan • Added compensation for higher level leaders (some LPs, XPs, Executive Directors, etc.)

  20. MARS HILL CHURCH XPastor.org Webinar | May 2013 Pastor Sutton Turner | Executive Pastor

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