1. Long Term Staffing Task Force Session Meeting 9/15/07 Agenda Goals – Carrie Crossfield Goals – Carrie Crossfield Process – Carrie Crossfield Process – Carrie Crossfield Current State – Carrie Crossfield Current State – Carrie Crossfield Transitioning to a Program Church – Meredith Moore Transitioning to a Program Church – Meredith Moore

2. Long Term Staffing Task Force Session Meeting 9/15/07 Agenda Future State – Ibby Dickson 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: A proposal to Session at the September meeting to include: –Current State Org Chart of Committees and Staff Org Chart of Committees and Staff How does interaction happen How does interaction happen SWOT SWOT –Future State Staff Staff Costs Costs Job Descriptions Job Descriptions How do these address the SWOT 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. 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 Members included Dave, Ibby, Meredith, Kent, Dot, Ron, Carrie, and Becky Minutes to Session Minutes to Session Newsletter Articles Newsletter Articles Raising the Roof Raising the Roof Seminar with Alice Mann Seminar with Alice Mann Other Research Other Research

5. Current State Org Chart Org Chart Communication Communication SWOT SWOT

6. Strengths Location Location Talented Membership Talented Membership Traditional Worship Service Traditional Worship Service Openness to Contemporary Service Openness to Contemporary Service Children’s Ministry Children’s Ministry Music Music Our Youth Our Youth Our Multi-generational mix Our Multi-generational mix

7. Strengths # of programs # of programs Women’s Ministry Women’s Ministry Seniors – program leadership for seniors Seniors – program leadership for seniors Willingness to take a leap of faith Willingness to take a leap of faith New Building New Building DCM-Carrie DCM-Carrie History of commitment to the community History of commitment to the community High income community High income community Dave Dave Welcoming Congregation Welcoming Congregation Growing Community Growing Community Openness to work with other congregations Openness to work with other congregations Persistence Persistence

8. Weaknesses Internal Communication Internal Communication External Communication External Communication Lack of Knowledge Continuity on Session Committees Lack of Knowledge Continuity on Session Committees No Associate Pastor No Associate Pastor Not enough women leaders Not enough women leaders Too much unilateral action Too much unilateral action No larger discernment by the congregation No larger discernment by the congregation Not physically visible Not physically visible

9. Weaknesses Speed of decision-making Speed of decision-making Confusion on decision-making boundaries and responsibilities Confusion on decision-making boundaries and responsibilities Confusion on roles Confusion on roles Adult Education Adult Education Youth Ministry Programming Youth Ministry Programming Inconsistent Assimilation of New Members Inconsistent Assimilation of New Members 2 locations makes communication hard 2 locations makes communication hard Too many programs – disconnect between # of programs and staff support Too many programs – disconnect between # of programs and staff support

10. Weaknesses Talent Capitalization Talent Capitalization Leadership Leadership Lack of Direction Lack of Direction Boundaries are confused Boundaries are confused Slow growth Slow growth Lack of Men’s Ministry Lack of Men’s Ministry Not good use of technology (especially with communication) Not good use of technology (especially with communication) Not open to change Not open to change Double income earners lead to lack of time/volunteers Double income earners lead to lack of time/volunteers Leadership is too stretched Leadership is too stretched Not enough room Not enough room

11. Opportunities See all those listed in the report See all those listed in the report Senior Ministry Expansion Senior Ministry Expansion Men’s Ministry Expansion Men’s Ministry Expansion Future of Trinity House Future of Trinity House Deacons Program Deacons Program Streamline organizational processes Streamline organizational processes Pledges from everyone/estimate of giving Pledges from everyone/estimate of giving Long term generosity rather than short term focus Long term generosity rather than short term focus Proportional giving Proportional giving

12. Threats Inadequate cash flow Inadequate cash flow Out marketing by other churches and other competition Out marketing by other churches and other competition Competition means sports groups and other examples of demands on our time and money 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 Relationship patterns Pastoral role Pastoral role Organization Organization Strengths Strengths

16. Characteristics of Program Size Church (150-350) Relationship patterns Relationship patterns Pastoral role Pastoral role Organization Organization Strengths Strengths

17. Plateau Zones

18. Stress Points in Transition Incongruence Incongruence Diverse expectations of pastoral role Diverse expectations of pastoral role Staffing needs vs. Financial resources Staffing needs vs. Financial resources Size Transition: “N-curve” Size Transition: “N-curve” Ambivalence Ambivalence –A double-minded church –War and Pestilence

19. Size Transition “N-Curve”

20. Critical Questions for Pastoral-Program Transition Clergy Role Clergy Role Program Leadership Program Leadership Communication Communication Democratic Participation Democratic Participation

21. Staffing for Growth The Growth Dilemma The Growth Dilemma Options for Staffing 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 Staying ahead of the growth curve Extending the church’s reach into new areas Extending the church’s reach into new areas –Geographic –Demographic –Programmatic Multiplying ministry through member- equipping Multiplying ministry through member- equipping

25. Future State

26. Staffing Patterns Considered for First Hire Full-time Director of Christian Education Full-time Director of Christian Education Full-time Associate Pastor – Youth Minister Full-time Associate Pastor – Youth Minister Full-time Director of Youth Ministries Full-time Director of Youth Ministries Full-time Associate Pastor – Generalist Full-time Associate Pastor – Generalist

27. Long Term Staffing Plan Proposal: The Ideal Pastor, Head of Staff Pastor, Head of Staff Associate Pastor (generalist with emphasis on youth ministry) Associate Pastor (generalist with emphasis on youth ministry) Administrative Assistant Administrative Assistant Part-time Clerical Assistant Part-time Clerical Assistant Director of Christian Education Director of Christian Education Part-time Sexton Part-time Sexton

28. Timetable - Office Employ a full-time Administrative Assistant – January, 2008 Employ a full-time Administrative Assistant – January, 2008 Employ part-time Clerical Assistant when staff increases (perhaps Fall, 2008) Employ part-time Clerical Assistant when staff increases (perhaps Fall, 2008)

29. Timetable – Assoc Pastor Immediately establish an Associate Pastor Nominating Committee 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% Employed when average worship attendance has increased by 25% Perhaps around 2010 Perhaps around 2010 Could start as part-time and then increase to full-time Could start as part-time and then increase to full-time

31. Timetable - Sexton Increase vendor/contract hours when new building opens Increase vendor/contract hours when new building opens As we need additional help due to increased building use (including set- up and take-down) 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 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 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 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 Ask Jessica McClure Archer to continue on a month-to-month basis until an Associate Pastor is employed

34. Administrative Assistant 2008 Expenses Annual Salary $36,000 Pension/Medical 2,400 2,400 FICA2,754 Total$41,154 (Increase over 2007) $10,884

35. Associate Pastor Annual Expenses (Presby. Min.) Annual Salary $60,377 Pension/Medical19,018 FICA4,619 Books/Cont. Educ 1,000 Travel IRS Rate Total$85,014 Total assuming manse $48,623

36. Questions/Discussion

37. Recommended Timetable Congregational Meeting, Oct 7 (allows 2 Sundays for call) to introduce plan Congregational Meeting, Oct 7 (allows 2 Sundays for call) to introduce plan