2015 STRATEGIC STAFFING PLAN

Transcription

1 2015 STRATEGIC STAFFING PLAN Resurrection Lutheran Church meets you where you are on your faith walk with life-transforming experiences that help you mature as a disciple of Christ. 1

2 Worshiping 1000, Discipling 1000 and Serving 1000 by 2023 The Strategic Staffing Plan (SSP) is one of three Resurrection Strategic Plans. The ultimate Mission and Vision of Resurrection Lutheran Church are located in the Strategic Ministry plan. The Strategic Staffing Plan is specifically created to support and respond to the Strategic Ministry Plan. This SSP will then shape and be supported by the Strategic Building and Grounds plan. The Congregational Council (Council) Assessment is that the staffing structure is too small for the current congregational size. The Alban Institute and its Senior Consultant, Rev. Susan Beaumont, along with a number of other congregational leaders cited, recommend one (1) FTE (Full Time Equivalent) paid staff person (including administrative and support staff) for every active participants in the building during worshipping times throughout the week. (Size and ratio taken from Inside the Large Congregation S. Beaumont) In our current RLC assessment we included 400 people in Sunday morning adult worship, 100 kids in Sunday children s worship, and 150 students in Wednesday youth worship totaling 650 active participants on a weekly average. An appropriate number of staff to simply maintain this attendance activity would be nine (9) FTE staff. RLC is currently staffed at seven (7) FTE staff which would maintain about 500 (150 less) in attendance. To compensate we have seven (7) terrifically gifted volunteer lay leaders functioning as ministry directors and administrative support investing approximately 10 hours each per month but some significantly more. RLC has seen a plateau in attendance numbers over the last twelve years but has consistently drawn over 100 new members to officially join the congregation annually. This does not include visitors and regular attendees not interested in membership. Yet we have not grown numerically in active weekly participation and worship numbers. Being understaffed by two (2) FTE staff certainly may contribute to our inability to maintain and grow the people who seems to go out the back door as quickly as they come in the front door. According to Beaumont, RLC is experiencing almost all of the attendance benchmarks and ministry challenges of a Professional Size Church but are still staffed, functioning and budgeted as a smaller scale Multi Cell Church. If we want to capture our growth and the myriad of new faces formally joining our congregation we, among other things, need to increase our staffing to minimum levels for maintenance. If we are committed to growth and expansion for the Kingdom of God we need to build for that future. At this point we have obviously hit a congregational size ceiling that is not unique or exclusive to RLC specifically. This is a natural barrier of growth for many American congregations. A systemic shift must occur in order to push beyond this plateau and 2

3 become better stewards of the people God is sending our way. We realize the congregation s programming has outgrown the managerial capacity of our volunteer lay leaders to organize, strategize, facilitate, and communicate. Lay leaders don t have the time or energy necessary to both sustain excellence in existing programming and continually introduce new programming. In response, as the budget has allowed, the most crucial ministry areas have been reinforced by Full Time Paid Ministry Directors. This Strategic Staffing Plan first seeks to transition or right-size the current staffing model of Resurrection in Phase 1 to employee eleven (11) Full Time Equivalent Staff members including Clergy (2.5), Paid Ministry Directors (5) and support/admin staff (3.5). This will secure a ministry maintenance level of staffing at nine (9) and position us to grow with two (2) extra leaders. The evangelistic draw of the congregation of new faces and participants arriving, coupled with their willingness to publically commitment to join the congregation is not the issue. However, retaining and integrating people through worship, discipleship and serving is the critical issue to growing the ministry. Phase 2 seeks to grow and then maintain an active congregation of Worshiping 1000, Discipling 1000 and Serving 1000 through Resurrection. This Strategic goal we would necessitate the employment of at least fifteen (15) FTE Staff members. 3

4 Current: Fall 2015 The congregational leadership is structured so that the Council is responsible for the Mission and Vision of the Ministry. They review and update the long range strategic planning and set the annual budget to accomplish those objectives. They set policy, review procedures and work to preempt business and ministry problems before they occur. The Council assesses monthly ministry reports to provide directional oversight while continuing to monitor and check alignment for the long range success of Resurrection Strategic goals. The Council oversees the hiring and termination of employees and a representative is present for annual employee reviews. The council is not a day to day supervisor, manager or director of ministry or staff but provides the generative and strategic leadership for the congregation. The Lead Pastor oversees all ministries and their lay volunteer Ministry Directors and paid staff. The Lead Pastor functions as the Operations Director and receives ten (10) direct reports from the Associate Pastor, the Deaconess, Adult Spiritual Growth, Generosity, Youth, Pastoral Guides (Life Group Leaders), Administrative Assistant, Financial Administrator, the buildings and ground staff people and functions as the website/technology lead. The Deaconess functions as the Worship and Music Director and has two (2) direct reports: the Congregational Care Directors and the Community Outreach Director. The Youth Director has one (1) direct report from the Children s Ministry Director. 5 Full Time, 4 PT = 7 FTE PAID 7 PT (approx ¼ FTE) Volunteer Lay Ministry Directors = 1.75 FTE 4

5 Volunteer FT Staff PT Staff Unfilled Split - FT Resurrection Lutheran Church - Current - Fall 2015 Jesus Christ Congregation Board Lead Pastor Assoc Pr Worship Cong Care Outreach ASG GEN Youth Operations Pastorate Guides Ds Children Admin Assist Faithful Serv Worship Assist Nursery Att Fin Admin B&G Web/Tech 5

6 January 2016: With the expected resignation of the called Deaconess at the end of 2015 RLC will hire a Full time Worship and Music Director who will also spend 50% of their time on website/technology. We will hire a full time Operations Director to supervise four (4) direct reports including Administrative Assistant, Financial Administrator, the buildings and ground staff people and function as the Generosity Director. The Lead Pastor will decrease to (8) direct reports. 5 Full Time + 4 Part Time = 7 FTE PAID 7PT (approx ¼ FTE) Volunteer Lay Ministry Directors = 1.75FTE Resurrection Lutheran Church - January 2016 Jesus Christ Congregation Board Lead Pastor Assoc Pr ASG Worship Cong Care Outreach Youth Pastorate Guides Operations Worship Assist Faithful Serv Children Admin Assist Nursery Att Fin Admin - 15 B&G GEN Comm Tech/Web 6

7 Phase /2018 The Council assesses Resurrection is in need of nine (9) FTE paid staff to maintain its current congregational ministry and two (2) FTE more to grow. Once the vision is cast to add a Full Time Associate Pastor and to build out the High School Youth Ministry and the Early Childhood ministry; the following is an effort to right size the RLC staff to support the Strategic Ministry Plan. The Lead Pastor will be the Head of Staff over seeing all ministries and the paid staff team. The ministry responsibility will be divided between the Lead Pastor overseeing the Associate Pastor, Children, Youth, Worship and Operations as direct reports and the Associate Pastor will function as the Ministry Director of Outreach, ASG and co-leading Congregational Care with Pastor Lee Evenson. January 2017: We will start the process of calling a new Full Time Associate Pastor and preaching partner to lead the nonpaid, lay lead ministries of Outreach, ASG and Congregational Care. Pastoral Guides and their Life Groups will be located under the ASG leadership and the Associate Pastor. Spring 2017: We will add a PT High School and Young Adult Ministry Director to allow the Youth Director to focus on 6 th -9 th grade confirmation ministry. The HS/YA Ministry director will co-lead, with the Youth Director, the 9 th graders to transition beyond confirmation. The full scope of 10 th 12 th grade Student Leadership training and High School ministries will then be the responsibility of the HS/YA Ministry Director. Spring 2017: The Worship Director will not split time between communications and worship but be focused full time on Worship and transfer the communications and website/social media aspects to the Operations area. The Admin Assistant will take on Communications while transferring some of the baptism, weddings and funeral duties back to the Worship area. Winter 2018: We will add a PT Early Childhood Associate in the Children s Ministry to shepherd families with children from Birth through Kindergarten. This will be a new program and fully flesh out the Birth through 18 age of faith development. Spring 2018: In an effort to capture the new faces and those stepping forward to join the mission of Resurrection we will add a Part Time Volunteer and New Member Coordinator to more successfully help people navigate their way into opportunities of discipleship and service. Fall 2018: With the increased usage of the building and the aging nature of the facilities, it s important to increase the Building and Grounds hours to full-time. 8 Full Time + 3 Part Time = 11 FTE PAID 6 PT (approx ¼ FTE) Volunteer Lay Ministry Directors = 1.50 FTE 7

8 Resurrection Lutheran Church - Phase / Right size for 650 Jesus Christ Congregation Board Lead Pastor Assoc Pr Children Youth Worship Operations Vol & New Mem Cord Early Child Assoc HS/Young Adult Faithful Serv Comm/Admin Director Outreach ASG Cong Care - Pr. Lee Nursery Att Worship Assist Fin Admin B&G GEN Pastorate Guides 8

9 PHASE Having completed Phase 1 and right sized the staffing, leadership and put the appropriate ministers in place to accommodate the current attendance and support growth pathways toward worship, discipleship and service; Phase 2 seeks to match the anticipated increase in program development. Winter 2019: We will add a Part Time Outreach Director to coordinate a decisive step beyond our walls in local and international Christ Centered service opportunities for the entire congregation. Winter 2020: As the congregation ages and more attentive care is demanded, Care Teams will be created to provide emotional and spiritual care by trained lay ministers. Spring 2020: We will increase the High School/Young Adult position to Full Time in an effort to retain youth and draw the year olds into meaningful participation and develop the next generation of Christian leaders. Fall 2020: We will increase the Early Childhood Director to Full Time to serve young families and disciple the parents as frontline faith formation mentors in their own homes. Fall 2020: We will increase the Volunteer and New Membership Coordinator to Full Time and bifurcate the time between that position and a Children Youth and Family Administrator to support the communications and promotion of Worship, Discipleship and Serving goals of the congregation. Winter 2021: In response to extensive use and maintenance of the existing building and in preparation for breaking ground on a physical expansion we will add a Building and Grounds Assistant Part Time. Winter 2021: Providing Full Time Nursery and Child Care will allow young parents to fully engage in vibrant worship, discipleship classes and service opportunities by offering safe and significant care for their growing families. Phase 2 will create the full complement of professional staff and lay leadership by 2021 to dynamically provide a framework for successfully worshipping 1000, Discipling 1000 and Serving 1000 at RLC by Full Time + 4 Part Time = 15 FTE PAID 6 PT (approx ¼ FTE) Volunteer Lay Ministry Directors = 1.50 FTE 9

10 Resurrection Lutheran Church - Phase projected growth to: Worshipping Discipling 1000, Serving 1000 Jesus Christ Congregation Board Lead Pastor Assoc Pr Children Youth Worship Operation Vol & New Memb Early Child Assoc CYF Admin Faithful Serv Comm/Admin Dir Outreach ASG Cong Care - Pr Lee Nursery Att HS/Young Adult Worship Assist Fin Admin B&G GEN Pastorate Guides Care Teams B&G Assist 10