Welcome!

Goal of Certification  A world-class education in the essentials of church leadership and management.  Both newbies and old pros will benefit from the content, the interaction with others and the assignments about their local church.

Target Audience  Pastors  Senior, Executive & Associate  Directors  Finance, HR & Directors  Governing Boards  Elders, Deacons & Church Treasurers

Levels of Certification  Level 1—Operations  Level 2—Ministry Strategy  Level 3—Executive Functions

10 Webinar Discussions 1.Hiring—David Lyons. April 22 2.Hiring, part 2—Dr. Bill Egner. April 29 3.Compensation—Sutton Turner. May 6 4.Compensation—May 8 & May 13 5.Reviews—Dr. Paul Utnage. May 20

Webinar discussions, cont. 6.Terminations—Jon Wright. May 27 7.Terminations, part 2—Daniel Rolfe. June 3 8.Staffing Plans & MultiSite— Jim Tomberlin. June 10 9.HR Policy—Eric Rojas. June HR Policy, part 2—Matt Anthony & David Middlebrook. June 24

Today’s Class Part 1—Introduction, 10 min. Part 2—Interactive Lecture with David Lyons, 40 min. Part 3—Q & A, 30 min.

Staffing, Class 1: Hiring This session will explore various hiring plans and methods. Dr. Fletcher will walk through his 10 Steps for Hiring Pastors. One focus will be on the intentionality of training others to hire effectively with consistent values, hiring support personnel and pastors. The final aspect of this class will be the unique issues of hiring a Senior Pastor. For the Q&A time, bring issues relevant to the required reading and your own hiring context.

Reading Required  10 Steps to Hiring Great Pastors & Directors by Dr. David Fletcher directors  Leading Through a Senior Pastor Transition by Dr. Chuck Olson hwww.xpastor.org/staffing/hiring/leading-through-a-senior-pastor- transition Suggested  The Hidden Step in Hiring: Interview the Spouse by Dr. David Fletcher the-spouse  The Search and Selection Process by Bruce Dingman

Assignments  Pick a minimum:  3 for a B  5 for an A  Assignments are due 5 months after the class begins

Assignments 1.Review the salary guides of 4-10 other churches and create/review the staffing pay grid for your church. 2.Review the HR policies of 3-5 other churches & critique your church’s policy. Consult a regional HR professional on the relevance of your policy. 3.Analyze your FLSA compliance and present the positive/negative results. Consult an attorney about your compliance. 4.Analyze your steps in hiring. Develop/enhance your preferred hiring path. Define your 10-steps in hiring. 5.Analyze your steps in terminations. Define the difference between pastors and non-pastors. Develop/enhance your preferred hiring path. 6.Write an article on one aspect of what you have learned, 1,000- 1,500 words. You can focus on issues in your own church or life, or from another ministry. XPastor might publish your article. This assignment counts double. 7.With permission of the professor, create your own assignment.

David Lyons David Lyons is the President of MinisterSearch. He got experience in search firms with a $250 million tech- consulting firm. As David’s knowledge of and success in corporate recruiting and “head hunting” increased, together with his church leadership experience, he realized that there was a great need to enhance the hiring and church staff development process within the church. So, he founded MinisterSearch. Since 2001, David and his team have consulted with thousands of pastoral and church staff members in the areas of hiring, firing, compensation studies, development, and retention.

BEFORE YOU START CONSIDERING CANDIDATES

 Needs Assessment

BEFORE YOU START CONSIDERING CANDIDATES  Needs Assessment  Culture – what is it?

BEFORE YOU START CONSIDERING CANDIDATES  Needs Assessment  Culture – what is it?  Profile The Job

BEFORE YOU START CONSIDERING CANDIDATES  Needs Assessment  Culture – what is it?  Profile The Job  Profile The Candidate

BEFORE YOU START CONSIDERING CANDIDATES  Needs Assessment  Culture – what is it?  Profile The Job  Profile The Candidate  Develop and Effective Process

NOW WE CAN START CONSIDERING CANDIDATES

 Where to Find Them?

NOW WE CAN START CONSIDERING CANDIDATES  Where to Find Them?  Interview Technique

ONCE YOU MAKE THE HIRE – just getting started

 Development Plan

ONCE YOU MAKE THE HIRE – just getting started  Development Plan  KNOW who you’ve hired

ONCE YOU MAKE THE HIRE – just getting started  Development Plan  KNOW who you’ve hired  Play Book

ONCE YOU MAKE THE HIRE – just getting started  Development Plan  KNOW who you’ve hired  Play Book  Success – who is responsible?

ONCE YOU MAKE THE HIRE – just getting started  Development Plan  KNOW who you’ve hired  Play Book  Success – who is responsible?  Clear cut expectations

ONCE YOU MAKE THE HIRE – just getting started  Development Plan  KNOW who you’ve hired  Play Book  Success – who is responsible?  Clear cut expectations  Execution

ONCE YOU MAKE THE HIRE – just getting started  Development Plan—KNOW who you’ve hired  Play Book  Success – who is responsible?  Clear cut expectations  Execution  Feedback

Contact x150

Hiring a Senior Pastor  Constitutional Issues  Practical Issues  Pitfalls

Q & A Send Questions via Chat Bring issues relevant to the required reading and your own hiring context