pastor / staff parish relations committee trainingorleans+spr/sprc... · evaluations - staff. 30...

PASTOR / STAFFPARISH RELATIONS

COMMITTEE TRAINING

1

NEW ORLEANS DISTRICT 2018

WE ARE GLAD YOU ARE HERE!

March 10, 2018

Office: 3117 22nd Street, Metairie, LA 70002Email: [email protected]: 504-835-6330

REV. JAN HOLLOWAY CURWICKNEW ORLEANS DISTRICT SUPERINTENDENT

WELCOME

PURPOSE

3

• IDENTIFY AND DISCUSS THE UNIQUE NATURE OF SPRC

• IMPROVE BASIC SKILLS, COMPETENCIES, NAVIGATION

• IDENTIFY BOUNDARIES AND OPERATING AREAS– FOR THE COMMITTEE AND COMMITTEE CHAIR

– PASTOR AND STAFF

– CONGREGATION

AGENDA

4

I. ORGANIZATION AND RESPONSIBILITIESII. OPERATING EFFECTIVELY AS A COMMITTEEIII. STAFF COMPENSATIONIV. PASTORAL SUPPORTV. CONSULTATION AND PASTORAL APPOINTMENTSVI. CANDIDATES FOR MINISTRYVII. QUESTIONS & ANSWERS

ORGANIZATION ANDRESPONSIBILITIES

5

Membership Qualifications2016 DISCIPLINE, Paragraph 258.2

6

• PROFESSING MEMBER WHO IS A MATURE CHRISTIAN- i.e., ENGAAGED IN AND ATTENTIVE TO THEIR OWN SPIRITUAL DEVELOPMENT

• COMPOSED OF 5 TO 9 LAY PERSONS REPRESENTATIVE OF THE TOTALCHARGE PLUS THE LAY LEADER AND A LAY MEMBER TO ANNUAL CONFERENCE

• ONE MEMBER MUST BE AYOUNG ADULT (18-30 years; see paragraph 256.3) AND ONE MAY BE AYOUTH

• NO STAFF MEMBER OR FAMILY MEMBER OF STAFF OR PASTOR MAY SERVE

• ONLY ONE PERSON FROM AN IMMEDIATE FAMILY RESIDING INTHE SAME HOUSEHOLD SHALL SERVE

Membership Qualifications (continued)2016 DISCIPLINE, Paragraph 258.2

7

• THE MEMBERSHIP SHALL BE DIVIDED INTO THREE CLASSES, ONEOF WHICH SHALL BE ELECTED EACH YEAR FOR A THREE-YEARTERM

• MEMBERS OF THE COMMITTEE SHALL BE ABLE TO SUCCEEDTHEMSELVES FOR ONE THREE-YEAR TERM. [TOTAL 6 YEARS; LAYLEADER & LAY DELEGATE EXEMPT FROM THIS]

8

• THE COMMITTEE SHALL MEET AT LEAST QUARTERLY

• IT SHALL MEET ADDITIONALLYAT THE REQUEST OF• THE BISHOP• THE DISTRICT SUPERINTENDENT• THE PASTOR• ANY OTHER PERSON ACCOUNTABLE TO THE COMMITTEE• THE CHAIRPERSON OF THE COMMITTEE

•THE COMMITTEE SHALL MEET ONLY WITH THE KNOWLEDGE OF THEPASTOR AND/OR THE DISTRICT SUPERINTENDENT. THE PASTOR SHALL BEPRESENT AT EACH MEETING OF THE COMMITTEE EXCEPT WHERE HE ORSHE VOLUNTARILY EXCUSES HIMSELF OR HERSELF

Meetings2016 DISCIPLINE, Paragraph 258.2

9

•THE COMMITTEE MAY MEET WITH THE DISTRICT SUPERINTENDENTWITHOUT THE PASTOR OR APPOINTED STAFF UNDER CONSIDERATIONBEING PRESENT. HOWEVER, THE PASTOR OR APPOINTED STAFF UNDERCONSIDERATION SHALL BE NOTIFIED PRIOR TO SUCH MEETING WITHTHE DISTRICT SUPERINTENDENT AND BE BROUGHT INTO CONSULTATIONIMMEDIATELY THEREAFTER.

•THE COMMITTEE SHALL MEET IN CLOSED SESSION, AND INFORMATIONSHARED IN THE COMMITTEE SHALL BE CONFIDENTIAL.

• A QUORUM IS THOSE PRESENT AT ANY DULYANNOUNCED MEETING.

Meetings (continued)2016 DISCIPLINE, Paragraph 258.2

Essential Leadership Functions2016 DISCIPLINE, Paragraph 258.2g

10

• SPRC COMMITTEE MEMBERS PERSONALLY GROWING INTO THE LIKENESS OF JESUS

• IDENTIFY AND CLARIFY THE TEAM’S VALUES FOR MINISTRY

• ENGAGE IN THEOLOGICAL REFLECTION OF THE MISSION AND PRIMARY TASKS/MINISTRIES FO THE CHURCH

• REFLECT BIBLICALLY AND THEOLOGICALLY ON THE ROLE OF PASTORS AND THEIR LEADERSHIP RESPONSIBILITIES

Essential Leadership Functions (continued)2016 DISCIPLINE, Paragraph 258.2g

11

• ASSIST THE PASTOR(S) IN ASSESSING THEIR GIFTS, MAINTAINING WORK-LIFE BALANCE, SETTING PRIORITIES FOR LEADERSHIP AND SERVICE

• TO RECOMMEND TO THE CHURCH COUNCIL WHEN ADDITIONAL STAFF OR VOLUNTEERS ARE NEEDED TO HELP THE PASTOR

Essential Duties2016 DISCIPLINE, Paragraph 258.2g

12

• ENCOURAGE, STRENGTHEN, NURTURE, SUPPORT, AND RESPECT THE PASTOR(S), STAFF AND THEIR FAMILIES

• PROMOTE UNITY IN THE CHURCH(ES)

• TO COMMUNICATE AND INTERPRET TO THE CONGREGATION THE NATURE AND FUNCTION OF THE MINISTRY IN THE UNITED METHODIST CHURCH REGARDING OPEN ITINERANCY, THE PREPARATION FOR ORDAINED MINISTRY, AND THE MINISTERIAL EDUCATION FUND

• TO INTERVIEW AND RECOMMEND PERSONS SEEKING CANDIDACY FOR ORDAINED/LICENSED MINISTRY, KEEP IN TOUCH WITH THOSE IN THE PROCESS AND REPORT TO CHARGE CONFERENCE EACH YEAR

10

•TO DEVELOP AND APPROVE WRITTEN JOB DESCRIPTIONS AND TITLES FOR ASSOCIATE PASTORS AND OTHER STAFF MEMBERS IN COOPERATION WITH THE SENIOR PASTOR (Senior Pastor job description is in paragraph 340)

•INFORM CHURCH COUNCIL (AFTER CONSULTING WITH THE PASTOR) WHEN A NEW POSITION IS NEEDED

•DEVELOP A SET OF PERSONNEL POLICIES FOR THE CHURCH COUNCIL TO ADOPT (HIRING, CONTRACTING, EVALUATING, PROMOTING, RETIRING AND DISMISSING) FOR STAFF PERSONNEL WHO ARE NOT SUBJECT TO EPISCOPAL APPOINTMENT

•MAKE RECOMMENDATIONS TO THE CHURCH COUNCIL CONCERNING COMPENSATION FOR PASTORS AND STAFF (PARAGRAPH 252.4D). CONSULT ON PULPIT SUPPLY, TRAVEL EXPENSE, VACATION, HEALTH AND LIFEINSURANCE, PENSION, AND HOUSING.

Essential Duties (continued)2016 DISCIPLINE, Paragraph 258.2g

10

• TO CARE FOR THE WORK-LIFE BALANCE OF PASTORS AND STAFF AND ENSURE THEY ARE ADDRESSED PROPERLY

• TO CONSULT WITH THE PASTOR AND STAFF CONCERNING CONTINUINGEDUCATION AND SPIRITUAL RENEWAL

•TO CONFER WITH AND COUNSEL THE PASTOR(S) AND STAFF ON THE MATTERS PERTAINING TO THE EFFECTIVENESS OF THEIR MINISTRY AND THEIR RELATIONSHIPS WITH THE CONGREGATION; CONDITIONS THAT MAY IMPEDE THE EFFECTIVENESS OF THEIR MINISTRY; AND TO INTERPRET THE NATURE AND FUNCTION OF THE MINISTRY

• TO CONFER WITH, CONSULT, AND COUNSEL THE PASTOR(S) AND STAFF ON MATTERS PERTAINING TO PRIORITIES IN THE USE OF GIFTS, SKILLS,AND TIME AND PRIORITIES FOR THE DEMANDS AND EFFECTIVENESS OF THE MISSION AND MINISTRY OF THE CONGREGATION


10

•AT LEAST ANNUALLY, PROVIDE EVALUATION IN WRITTEN FORM FOR STAFF FOR ONGOING EFFECTIVE MINISTRY

•PROVIDE ASSESSMENT TO THE DS IN EVALUATING THE PASTOR

•CONFER WITH THE PASTOR AND/OR OTHER APPOINTED MEMBERS OF THESTAFF IF IT SHOULD BECOME EVIDENT THAT THE BEST INTERESTS OFTHE CHARGE AND APPOINTED CLERGY WILL BE SERVED BYA CHANGE. THE COMMITTEE SHALL COOPERATE WITH THE CLERGY, THE DISTRICTSUPERINTENDENT,AND THE BISHOP IN SECURING CLERGY LEADERSHIP. THE COMMITTEE’S RELATIONSHIP TO THE DISTRICT SUPERINTENDENTAND THE BISHOP IS ADVISORY ONLY.


10

• OVERSEE THE CHILD/YOUTH PROTECTION POLICY, EMPLOYEE CONDUCT POLICY & SEXUAL HARASSMENT POLICY

• TO RECOMMEND TO THE CHARGE CONFERENCE, WHEN THE SIZE OFEMPLOYED STAFF OF THE CHARGE MAKES IT DESIRABLE, THEESTABLISHMENT OF A PERSONNEL COMMITTEE.

• MEMBERS OF THE COMMITTEE ON PASTOR-PARISH RELATIONS (ORSTAFF-PARISH RELATIONS) SHALL KEEP THEMSELVES INFORMED OFPERSONNEL MATTERS IN RELATIONSHIP TO THE CHURCH’S POLICY.


OPERATING EFFECTIVELY AS A COMMITTEE

17

Effective and Ineffective Staff-Parish Relations Committees*

18

Effective •Meet regularly and often •Prepare for meetings

•Have an agenda•Stay focused on agenda and identify topics for future meetings•Allow adequate time

•Establish partnership with pastor•Keep pastor informed•Take pastor into confidence•Maintain “We are in this together” attitude•Provide support and understanding

•Maintain confidentiality

The Effective and Ineffective concepts are modified from material of the Lewis Center for Church Leadership

Effective and Ineffective Staff-Parish Relations Committees

(continued)

19

Ineffective•Conduct annual evaluations only

• Withhold regular feedback•Allow issues to build too long•Related to salary and appointment decisions more than to growth

•Allow too little time and care•Insufficient time to do task well•Insufficient care in getting input and preparing for evaluation

•Behave unfairly•Bringing unevaluated complaints•Bringing anonymous complaints•Giving all sources equal credibility•Not putting issues in perspective

•Break confidence

Confidentiality

20

• CONFIDENTIAL REFERS TO A STEWARDSHIP OF INFORMATION TO WHICH ACCESS IS CAREFULLY LIMITED. IT DOES NOT MEAN SECRECY, IN WHICH INFORMATION IS SHARE INFORMALLY, BUT NOT OFFICIALLY, NOR DOES IT MEAN SILENCE, IN WHICH INFORMATION IS NEVER DIVULGED UNDER ANY CIRCUMSTANCES.

• IN BASIC TERMS IT MEANS COMMITTEE MEMBERS WILL NOT TALK WITH PEOPLE OUTSIDE THE COMMITTEE ABOUT INFORMATION SHARED IN S/PPRC MEETINGS EXCEPT AS REQUIRED AND PERMITTED BY THE DISCIPLINE AND LAW.

• RESPONSIBLE STEWARDSHIP OF INFORMATION REQUIRES LIMITING ACCESS AND DIVULGING ONLY ON A NEED-TO-KNOW BASIS, THROUGH APPROPRIATE CHANNELS. IT IS NOT ABOUT ONE GROUP HAVING INFORMATION AND ANOTHER ONE NOT HAVING IT. IT IS ABOUT PEOPLE BEING INFORMED IN THE RIGHT ORDER AT THE RIGHT TIME

Confidentiality (continued)

21

• CONFIDENTIALITY INCLUDES NOT TELLING SPOUSES ABOUT SPRC MATTERS

• SPRC MEMBERS ARE OFFICERS OF THE CHURCH AND HAVE A FIDUCIARY RESPONSIBILITY – YOU ARE COVERED UNDER THE DIRECTORS AND OFFICERS’ POLICY – SPOUSES ARE NOT

• PASTORS, STAFF AND FAMILIES CAN BE HURT IF CONFIDENTIALITY IS NOT MAINTAINED

Confidentiality (continued)

22

• SPRC MUST ALSO COMPLY WITH FEDERAL AND STATE LAWASREGARDING CONFIDENTIALITY AND REPORTING OF ABUSE. WHAT ISCONFIDENTIAL –– STAFF SALARIES (APPOINTED CLERGY SALARY IS PUBLIC INFO)– PASTOR PERFORMANCE– STAFF PERFORMANCE– DELIBERATIONS OF THE COMMITTEE– DISAGREEMENTS/DIFFERING POINTS OF VIEW– TITHING AND GIVING RECORDS (PASTOR/TREASURER/

FINANCE CHAIR)– COUNSELING RECORDS– PERSONAL MEDICAL SITUATIONS– PERSONAL MEDICAL SITUATIONS

• IN THE EVENT OF A MANDATORY REPORTING SITUATION YOU MUST SUPPORT THE PASTOR/STAFF MEMBER

Guidelines for Developing a Partnership With Your Pastor

23

•BUILD A RELATIONSHIP OF TRUST.

• MAINTAIN AN ATTITUDE OF CONFIDENTIALITYAND SENSITIVITY.• INSIST UPON CONFIDENTIALITY FROM THE MEMBERS OF THE

COMMITTEE. • IF YOU FIND THAT A COMMITTEE MEMBER IS NOT CAPABLE OR IS

UNWILLING TO MAINTAIN CONFIDENTIALITY, DO NOT HESITATE TOASK THEM TO RESIGN THEIR POSITION.

• ENTER THE RELATIONSHIP KNOWING THAT YOU ARE NOT THE PASTOR’SBOSS. YOU ARE A PARTNER IN MINISTRYAND FRIENDSHIPAND ACCOUNTABILITY.

• YOU ARE NOT THE SUPERVISOR OF THE CHURCH’S EMPLOYEES – THEPASTOR IS

Guidelines for Developing a Partnership With Your Pastor (continued)

• SET REGULAR TIMES TO GET TOGETHER WITH THE PASTORFOR HEARING CONCERNS, CONVERSATION, PRAYER AND TOGO OVER THE AGENDA FOR MEETINGS.

•WORK TOGETHER TO DECIDE HOW YOU CAN SUPPORT YOUR PASTORPROFESSIONALLY, PERSONALLYAND SPIRITUALLY. ENCOURAGE AND APPRECIATE YOUR PASTOR. TRY TO SEE YOUR PASTOR AS A REAL, LIVING,BREATHING HUMAN BEING, JUST LIKE YOU!

• BE SENSITIVE TO THE PASTOR’S FAMILYAND THEIR NEEDS.

•FROM TIME TO TIME SET A MEETING WITH YOUR PASTOR TO GETTOGETHER WITH OTHER LEADERS OF THE CHURCH TO FACILITATEDIALOGUE ABOUT THE DIRECTION AND MINISTRY OF THE CHURCH.STAY IN TUNE WITH THE CONGREGATION’S REASONABLE EXPECTATIONS WITHOUT HOLDING ON TO THE PAST.

25

•DISCOVER AND COMMUNICATE EXPECTATIONS.

•SCHEDULE REGULAR COMMITTEE MEETINGS, AT LEAST QUARTERLY, SOTHAT THE COMMITTEE MEMBERS AND PASTOR CAN THOROUGHLYDISCUSS ANY ISSUES THAT ARE IMPORTANT TO THE SUCCESS ANDEFFECTIVENESS OF YOUR PASTOR’S MINISTRY.

•BE HONEST WITH YOUR PASTOR. NOTHING IS GAINED BYAVOIDING ORBEING LESS THAN HONEST ABOUT DIFFICULT OR SENSITIVE ISSUESRELATED TO THE PASTO1R7. CUT THE CRITICISM, WORK TOGETHER.


26

•BE AN ADVOCATE FOR THE PASTOR WITH THE CONGREGATION. LETTHEM KNOW THAT YOU ARE PART OF A TEAM DEDICATED TO ENSURETHE EFFECTIVENESS OF YOUR PASTOR. HELP THE COMMITTEE ANDCONGREGATION TO SEE THAT THE CONGREGATION HAS ARESPONSIBILITY FOR EFFECTIVE MINISTRY. THE RESPONSIBILITYCANNOT BE PLACED SOLELY UPON THE PASTOR. SQUELCH GOSSIP.

• REMEMBER THAT THE PASTOR IS FIRST AND FOREMOST A SERVANTOF JESUS CHRIST, NOT A CHAPLAIN TO THE CONGREGATION.

• COMMUNICATE … COMMUNICATE … CONNUNICATE

• PRAY … PRAY … PRAY


Evaluations

27

• EVALUATION IS NOT A ONCE A YEAR PROCESS AND IT IS NOT JUST TO SET SALARIES OR PROVIDE SOME INPUT TO THE DS AND BISHOP REGARDING APPOINTMENT. IT IS AN ONGOING PROCESS OF HELPFUL FEEDBACK SO THAT INDIVIDUALS CAN IMPROVE. IT IS A CONVERSATION SO THAT THE BEST MINISTRY CAN BE DONE FOR JESUS CHRIST.

• IN EVALUATIONS, HONESTY AND COMPASSION WORK TOGETHER FOR HOPE AND GROWTH.

Evaluations – Feedback is and isn’t

28

• FEEDBACK IS:• SINCERE AND PLAN-SPEAKING• SELF-REVEALING ON THE PART OF

EVALUATORS• HUMBLY INVITED, HUMBLY OFFERED• CONVERSATION CONTAINS USEFUL INSIGHTS• DIALOGUE WITH THE PERSON• PERSONAL AND INTERACTIVE• TOOL FOR IMPROVEMENT• ONGOING PROCESS IN THE MIDST OF

MINISTRY• AT ITS BEST, LOVE IN ACTION

Evaluations – Feedback is and isn’t

29

• FEEDBACK ISN’T:• WINNING A POINT OR COERCING ANOTHER• PASSING RUMORS• HIDING BEHIND WHAT SOMEONE ELSE SAYS• ADVOCATING A THEOLOGICAL PERSPECTIVE• SOMETHING DONE TO A PERSON• WEAPON TO BE USED AGAINST AN ENEMY• DEFENDING ONE’S SELF OR OTHERS• SAVING UP COMPLAINTS FOR A ONE-TIME

SESSION• OBJECTIVE TRUTH FROM LEWIS CENTER FOR CHURCH LEADERSHIP

Evaluations - Staff

30

• STAFF SHOULD BE RECEIVING FEEDBACK REGULARLY AND BE EVALUATED IN WRITING AT A MINIMUM ANNUALLY.• SHORTER IF NEW EMPLOYEE OR IF SHORTER IF EMPLOYEE IS ON

PROBATION, HAS ISSUES OR REQUIRES MORE FREQUENT “LOOKS”

• DO IN PARTNERSHIP WITH PASTOR. STAFF DOES NOT WORK FOR SPRC! AVOID GETTING TRIANGLED!

• AN EVALUATION (WHICH NEEDS TO BE DOCUMENTED) ACCOMPLISHES:• AN EVALUATION OF STAFF PERFORMANCE• STAFF MEMBER’S EVALUATION OF OWN PERFORMANCE• AN ASSESSMENT OF THE ACCURACY OF THE JOB DESCRIPTION

• FIX THE JOB DESCRIPTION IF NOT ACCURATE – DURING THE EVALUATION

• FEEDBACK FROM STAFF TO PASTOR AND SPRC OF EXPERIENCE – A TWO WAY CONVERSATION

• AN IDENTIFICATION OF DEVELOPMENT/IMPROVEMENT ITEMS• IDENTIFIES OBSTACLES IN THE WAY OF GOOD PERFORMANCE

Assessments - Pastor

31

• AS STATED BEFORE, THE PASTOR SHOULD BE RECEIVING FEEDBACK REGULARLY

• ON THE ANNUAL ASSESMENT FOR THE DS, DO NOT POLL THE CONGREGATION (THIS IS YOUR WORK) AND DO NOT TAKE VOTES (WORK FOR CONSENSUS)

• STATING THAT A PERSON EXCEEDS EXPECTIONS IN ALL AREAS DOES NOT HELP THE PASTOR STAY AT YOUR CHURCH AND IS NOT ALLOWING THE PASTOR TO LEARN SO THAT HE/SHE CAN BE ALL HE/SHE CAN BE FOR JESUS.

• IF YOU STATE THAT THE PASTOR NEEDS IMPROVEMENT GIVE FEEDBACK AS TO WHAT CAN BE DONE TO IMPROVE

• THE ASSESSMENT OF THE PASTOR BY THE SPRC IS JUST ONE TOOL USED BY THE CABINET IN EVALUATING A PASTOR

Meeting Communications

32

• BE HONEST AND FRANK

• DO NOT HIDE ISSUES

• MAKE DECISIONS BY CONSENSUS, NOT BY VOTING

VOTING = WINNERS AND LOSERSALL MUST BUY IN

Good Practice on Dealing with Complaints About the Pastor

33

1. Encourage him/her to speak to the pastor directly.a. If they have already done so but are dissatisfied, you may encourage them to

further direct conversation or reflection upon other positive responses and forgiveness

b. If the person cannot or will not speak to the pastor AND the issue seems important, then …

2. Have the person write down their concern, date and sign it.a. If they decline, tell them that you cannot carry verbal concerns to the

committee.

3. Convey the written concern to the SPRC.a. The Chair or secretary should write an acknowledgment: “We received your

concern and will discuss it at our next meeting.”

4. The chair should inform the pastor of the written concern.


(continued)

34

5. At the next regular or called SPRC meeting, the whole committee decides if:a. The concern has merit and deserves further attention; orb. The concern has not merit and deserves no action. If not, then write a note

thanking the person for their input and informing him/her that the Committee will remain aware.

6. The Committee discusses legitimate concerns with the pastor for a full understanding of the situation. Together, decide on a course of action and follow up.

7. The whole committee decides if a joint statement is needed to the church or the individual who initiated the concern. All members are obliged to share only the approved, joint sgtatement without additions or deletions.


(continued)

35

8. The SPRC may receive individual's letters only, not petitions from groups. When trying to gain a sense of the entire congregation, the SPRC should not conduct polls, but should make known (via newsletter, bulletin) who the SPRC members are so the general membership can approcach them. Each SPRC member should keep a discreet list of who approached them and give it to the Chair. The Chair can then determine if a few individuals are unduly influencing SPRC opinions.

9. SPRC is responsible for addressing situations with the pastor. The Lay Leadership/Nominating committee is responsible for addressing situations with elected members of the congregation.

10. If the complaint deals with sexual or financial misconduct, violence, or criminal behavior, then contact the DS immediately.

36

• A GOOD PRACTICE IS TO WORK TOGETHER TO ESTABLISH AND THEN FOLLOW A COVENANT

• THE COVENANT SHOULD INCLUDE:• CONFIDENTIALITY PROVISIONS• HOW THE COMMITTEE WILL COMMUNICATE WITH THE CHURCH

AND HOW IT WILL ENCOURAGE THE CHURCH TO COMMUNICATE WITH THE PASTORS AND STAFF

• HOW THE TEAM WILL HANDLE CONFLICT• HOW THE TEAM WILL SUPPORT THE PASTOR

Covenant

A Year in the Life of the Committee

37

FIRST QUARTER:• LAY OUT COMMITTEE PROCEDURES AND POLICIES

• APPOINT VICE CHAIR AND SECRETARY• ADOPT A COVENANT

• REVIEW JOB DESCRIPTIONS FOR LAY STAFF

• DISCUSS PASTOR SELECTION PROCESS IF PASTORALCHANGE IS ANTICIPATED

• START OTHER PROJECTS AND INITIATIVES

• LOOK AT SPRC GOALS FOR YEAR

A Year in the Life of the Committee (continued)

38

FIRST – SECOND QUARTER:• PARTICIPATE IN PASTOR CONSULTATION PROCESS AS APPROPRIATE

SECOND QUARTER:• REVIEW AND ASSURE COMPLIANCE WITH CHILD/YOUTH PROTECTION

POLICY AND EMPLOYEE CONDUCT POLICY & SEXUAL HARASSMENT POLICY ARE FOLLOWED

• ASSURE THAT EVALUATIONS ARE BEING DONE OF STAFF MEMBERS

SECOND – THIRD QUARTER:• MANAGE PASTOR TRANSITIONAL ISSUES IF NECESSARY

• REVIEW STAFF EVALUATIONS CONDUCTED BY PASTOR IN PREPARATION FOR BUDGET SEASON IN THE FALL


39

THIRD QUARTER• BUDGET WORK: SALARY, ACCOUNTABLE REIMBURSEMENT,

CONTINUING EDUCATION, OTHER BUDGET ITEMS THAT RELATE TO CLERGY AND “STAFF”

• DISCUSS OVERALL SALARY BUDGET

• FINALIZE CLERGY COMPENSATION IN PREPARATION FOR CHARGE CONFERENCE

• BEGIN DISCUSSIONS ON WHETHER CLERGY ARE MEETING MISSIONAL NEEDS OF CONGREGATION


40

FOURTH QUARTER• COMPLETE PASTOR/CLERGY ASSESSMENTS FOR THE DS,

INCLUDING REQUEST REGARDING CONVERSATIONS NEEDED REGARDING CONTINUED APPOINTMENT TO THE CHURCH/CHARGE

• COMPLETE PROJECT WORK AND INITIATIVES

• LOOK AT GOALS BEING SET FOR NEW YEAR – HOW DO THEY IMPACTSTAFF (PRIORITIES, TRAINING, DIVISION OF TASKS). DISCUSS SENIORPASTOR OBJECTIVES FOR EACH STAFF MEMBER.

• LOOK AT LONG RANGE PLAN FOR PASTOR’S CONTINUING EDUCATION

• EVALUATE YEAR’S WORK OF SPRC

• TRANSITION NEW SPRC CHAIR (IF APPLICABLE)

STAFF COMPENSATION

41

A Few Things to Note on Staff

42

• THERE IS A DIFFERENCE BETWEEN AN EMPLOYEE AND CONTRACTOR. • EMPLOYEES MUST HAVE TAXES WITHHELD, THE CHURCH MUST

PAY THE EMPLOYER ½ OF FICA TAXES AND THE PERSON MUST BE ISSUED A W-2 FORM

• MOST MUSICIANS IN THE CHURCH ARE EMPLOYEES. AN EXCEPTION WOULD BE MUSICIAN WHO JUST OCCASIONALLY COMES (EXAMPLE, A TRUMPET PLAYER AT EASTER OR CHRISTMAS)

• THE OBAMA ADMINISTRATION HAD AMENDED THE FAIR LABORSTANDARDS ACT SO THAT MANY PEOPLE CLASSIFIED BY THE CHURCHAS EXEMPT FROM OVERTIME REQUIREMENTS WERE GOING TO BEINELIGIBLE AND WOULD THUS BE ENTITLED TO OVERTIME. THE RULECHANGE HAS BEEN STAYED, WHICH MEANS IT IS NOT IN EFFECT RIGHTNOW. WHILE CLERGY ARE EXEMPT MOST CHURCH WORKERS ARE NOT.

PASTORAL SUPPORT

43

Pastor Compensation Basics

44

•CLERGY DO NOT HAVE TO RECEIVE A RAISE EVERY YEAR

•CONSIDER THE IMPACT ON OTHER STAFF IF THE CLERGY PERSON IS GIVENA RAISE AND OTHER STAFF ARE NOT

•CHURCHES THAT ARE PAYING LESS THAN 100% OF THEIR APPORTIONMENTS OR BENEFITS WILL NOT BE ALLOWED TO GIVE RAISES TO PASTORS (THE DS MUST SIGN ALL COMPENSATION FORMS AND WILL NOT DO SO IF THIS IS NOT THE CASE)

•CLERGY (ORDAINED ELDERS AND DEACONS, COMMISSIONED ELDERS AND DEACON, OTHER FELLOWSHIP AND OTHER ELDERS, LOCAL PASTORS. RETIRED CLERGY)

•MUST BE ISSUED A W-2 FORM.•ARE NOT TO HAVE SOCIAL SECURITY WITHHELD•ARE NOT REQUIRED TO HAVE FEDERAL OR STATE INCOME TAZESWITHHELD BUT CAN DO SO VOLUNTARILY.

Pastor Compensation Basics (continued)

45

•WHILE SUPPLY PASTORS (SY) FUNCTION AS PASTORAL LEADERS, FOR TAX PURPOSES THEY ARE CONSIDERED LAY EMPLOYEES.

•SY PASTORS MUST SUBMIT A W-4 AND L-4 FORM AND HAVE FEDERAL AND SATE INCOME TAXES WITHHELD FROM THEIR PAY AND RECEIVE A W-2 AT YEAR’S END

•SY PASTORS MUST HAVE SOCIAL SECURITY AND MEDICARE (FICA) TAXES WITHHELD AND CHURCHES WHERE THEY ARE EMPLOYED MUST PAY THE EMPLOYER’S PORTION OF SOCIAL SECURITY AND MEDICARE TAXES.

•SY PASTORS ARE NOT ENTITLED TO TAX EXEMPT HOUSING OR A HOUSING EXCLUSION.

•FOR SY PASTORS, THERE CAN NOT BE A CASH HOUSING ALLOWANCE OR CASH UTILITY ALLOWANCE INCLUDED ON THE COMPENSATION FORM

•FOR SY PASTORS, THE FAIR RENTAL VALUE OF A PARSONAGE MUST BE REPORTED ON A W-2 AND BECOME PART OF THE CALCULATION FOR BOTH FEDERAL/STATE INCOME TAXES AND FICA


46

•THERE IS A MINIMUM COMPENSATION SET EACH YEAR THAT MUST BE PAID CLERGY. THERE IS ALSO A DOLLAR VALUE SET FOR THE DIFFERENT CLASSIFICATIONS OF INCREMENT OF APPOINTMENT. THESE FIGURES CAN BE FOUND IN THE COMMITTEE FOR EQUITABLE COMPENSATION REPORT AND THE BOARD OF PENSION REPORT IN THE JOURNAL.

•THE STATED VALUES INCLUDE CASH SALARY AND HOUSING. IF A PARSONAGE IS PROVIDED THEN THE CASH PROVIDED IS MULTIPLIED BY 1.25 TO GET THE TOTAL COMPENSATION PROVIDED.

• ADDITION TO THE CASH SALARY AND HOUSING, A CLERGY PERSON’S COMPENSATION INCLUDES PENSION, A WELFARE PLAN AND HEALTH INSURANCE, DEPENDING ON THE DIFFERENT INCREMENTS OF APPOINTMENT.

•A RETIRED PASTOR DOES NOT RECEIVE A PENSION CONTRIBUTION AND CANNOT BE PAID A FULL-TIME SALARY AND REMAIN ON MEDICARE –THEY WOULD HAVE TO BE INCLUDED IN ACTIVE HEALTH CARE.


47


48


49

The amount for benefits is found by using the benefit calculator on the conference web-site. Be sure to follow the instructions carefully. La-umc.org

Pastor Reimbursables

50

•UNDER LOUISIANA ANNUAL CONFERENCE POLICY ONLY ACCOUNTABLE REIMBURSABLE PLANS ARE ALLOWED.

•RECEIPTS FOR TRAVEL AND BUSINESS ITEMS STATING THE NATURE OF THE BUSINESS RELATIONSHIP MUST BE TIMELY SUBMITTED TO RECEIVE REIMBURSEMENT

•MILEAGE LOGS SHOWING THE MILES TRAVELED, BEGINNING AND ENDING LOCATIONS AND BUSINESS PURPOSE MUST BE SUBMITTED TO RECEIVE REIMBURSEMENT

•NO AMOUNTS ARE TO BE PAID WITHOUT RECEIPTS!! TO DO SO VIOLATES CONFERENCE POLICY AND YOUR FIDUCIARY DUTY.

Time Off For Clergy

51

THE POLICY FOR CLERGY FOR VACATION IS SET BY THE ANNUAL CONFERENCE AND NOT THE CHURCH; IT IS FOUND IN THE BOARD OF PENSIONS REPORT IN THE JOURNAL.

CONFERENCERELATIONSHIPFull-Time Local Pastors in process,Attending the four-week Course of Study

TIME OFSERVICE

VACATION TIME

2 weeks paid

Full-Time Clergy (Full Members,Provisional Members, Assoc. Members,Full Connection Deacons, FTLP)

5 years or less 2 weeks paid

Part-time Local Pastors 1 week including1 Sunday paid


5 years + 1 daythrough completionof 9 yrs. of service

3 weeks paid

Part-time Local Pastors 2 weeks including2 Sundays paid


10 years ormore of service

4 weeks paid

Part-time Local Pastors 3 weeks including3 Sundays paid

• NOTE: Years of service refer to years of service in an Annual Conference(s) of the United Methodist Church, not years of service in the local church to which the clergy is appointed. These years of service include years under appointment to Seminary or beyond the local church.

Time used for Continuing Education, as defined by The Discipline and according to the rules set by the Conference Board of Ordained Ministry, shall not be considered as vacation time or used in lieu of vacation time. Vacation time is on a conference year basis. Vacation time not used in one year cannot be carried over into the next year.

Time Off for Clergy

52

DAYS OFF POLICY:• The Annual Conference’s policy is that each local church’s Pastor-Parish Relations

Committee establish a days’ off policy with the pastor(s) of the charge. The minimum standard for days off is as follows: 2 days per week and 2 nights per week. Additional time should be set aside each week for prayer and study for the pastor’s use.

• If an honorarium is given to a guest pastor while the appointed pastor is on vacation, it shall be paid by the local church and not from that pastor’s compensation.

• Churches should encourage their pastor(s) to participate in physical exercise programs, good nutrition programs, and to get regular checkups with their doctors.

BEREAVEMENT LEAVE POLICYThere is a provision for 30 days bereavement leave for the death of a clergy person’s spouse or child. The policy is printed in its entirety in the Journal in the Board of Pension’s report.

OTHER TYPES OF LEAVEThere are additional provisions about maternity, paternity leave, family leave, etc. If there is a questions, look in the Discipline and contact the DS.

Parsonage

53

•THE CONFERENCE PARSONAGE POLICY CAN BE FOUND ON THE CONFERENCE WEB-SITE.

•THE PASTOR IS TO PURCHASE RENTER’S INSURANCE FOR HIS/HER FURNITURE, CLOTHING, ETC.

•AN ANNUAL INSPECTION IS TO BE DONE ON THE PARSONAGE AND AN INSPECTION AT THE TIME OF CHANGE OF PASTORAL APPOINTMENT. THE FORM FOR THIS IS SENT OUT IN THE CHARGE CONFERENCE PACKET

•THE PASTOR IS RESPONSIBLE FOR OBVIOUS ABUSE, REPLACEMENT AND REPAIR.

Moving Expenses

54

•THE CONFERENCE POLICY REGARDING REIMBURSEMENT OF MOVING EXPENSES IS FOUND IN THE 2017 JOURNAL, COMMITTEE ON MOVING EXPENSES REPORT.

•UNDER THE NEW TAX LAW, THE MOVING EXPENSES ARE TAXABLE INCOME. INSTRUCTIONS WILL BE INCLUDED IN THE INSTRUCTIONS SENT OUT BY THE CONFERENCE TREASURER’S OFFICE FOR W-2 FORMS.

CONSULTATIONSAND PASTORALAPPOINTMENTS

50

Consultations and Pastoral Appointments

56

• OUR SYSTEM IS ONE OF OPEN ITENERACY WITH APPOINTMENTS MADE BY THE BISHOP AFTER CONSULTATION.

• CONSULTATION IS THE PROCESS WHEREBY THE BISHOPAND/OR DS CONFER WITH THE PASTOR AND COMMITTEE ON PASTOR PARISHRELATIONS, TAKING INTO CONSIDERATION CERTAIN CRITERIA,APERFORMANCE EVALUATION, NEEDS OF THE APPOINTMENT UNDERCONSIDERATION,AND MISSION OF THE CHURCH. FORMS USED IN THIS PROCESS SHOULD BE COMPLETED WITH PRAYFUL CONSIDERATION.

• CONSULTATION IS NOT THE SPR COMMITTEE ACTING AS A PULPITCOMMITTEE TO SELECT OR CALLA PASTOR. THE ROLE OF THECOMMITTEE IS ADVISORY.

• APPOINTMENTS SHALL TAKE INTO ACCOUNT THE UNIQUE NEEDS OF ACHARGE, THE COMMUNITY CONTEXT,AND ALSO THE GIFTS ANDEVIDENCE OF GOD’S GRACE OF A PARTICULAR PASTOR.

Consultations and Pastoral Appointments (continued)

57

• WHEN THERE IS GOING TO BE A CHANGE THERE WILL BE ADDITIONAL INFORMATION PROVIDED ON HOW TO MAKE THE TRANSITION AS SMOOTH AS POSSIBLY

• THE APPOINTIVE YEAR IS JULY 1 – JUNE 30. MOVE DAY IS USUALLY THE TUESDAY BEFORE JULY 1

CANDIDATES FOR MINISTRY

58

Candidates for Ministry

59

• A JOY – NOT A BURDEN

• PROCESS OUTLINED IN GBHEM

• NEW PROCESS- GROUP MENTORSHIP• GOES BEFORE SPRC• GOES TO CHARGE CONFERENCE WHERE CHARGE

CONFERENCE APPROVES WITH 2/3RDS WRITTEN BALLOT• CANDIDATE THEN GOES BEFORE DISTRICT COMMITTEE OF

ORDAINED MINISTRY TO BE CONSIDERED FOR APPROVAL AS A CERTIFIED CANDIDATE

• DURING THE PROCESS THE CHURCH IS RESPONSIBLE FOR $100 TOWARDS THE PSYCHOLOGICAL EXAMINATION

Questions and Answers

60

pastor / staff parish relations committee trainingorleans+spr/sprc... · evaluations - staff. 30...

Documents