Long Term Staffing Task Force Session Meeting 9/15/07

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 • Children’s Ministry • Music • Our Youth • Our Multi-generational mix

7. Strengths • # 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

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 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

11. Opportunities • 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

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 church’s 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 Children’s 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