The team shall have the following responsibilities:
I. Evaluation and Planning:
Facilitate annual committee and Session level goal setting.
Develop a Healthy Church Indicator Dashboard that translates annual goals into highly visual easily understood measures to encourage awareness and focus on these goals.
Facilitate the development of a periodic 3-5 year strategic plan for the church’s life and work. This plan should identify strengths, weaknesses, opportunities and threats to our ministries, resulting in a list of highly prioritized achievable goals that are measurable.
Annually prepare a budget for the support of the team’s programs and submit it to the Finance Committee.
Provide a means whereby the voice of both staff and members can be heard in order to encourage the harmonizing influence of the Holy Spirit within our midst while proactively addressing any issues emerging that can lead to conflict if not addressed.
Meet with the pastor as head of staff a minimum of twice a year and other staff as requested by the pastor for a Covenant Review discussion focused on strengths, weaknesses, and areas for improvement for all contributors to our joint ministry together.
Support the continuing professional development of staff
Support staff by being available at all times, when needed, to hear their suggestions, complaints, needs, and salary desires.
Annual Covenant Review
Conduct annual Congregational Survey to provide a confidential opportunity to provide input on our collective ministries.
Facilitate an annual discussion with Session about the results of our Congregational Survey and preliminary pastor and staff evaluations.
Facilitate with Session, the yearly evaluation of the church’s programs, ministries, administrative structure, its committees and their functioning, recommending to the session ways in which these may be improved.
Conduct pastor evaluation annually and make recommendations to the session on their employment, compensation and professional development opportunities.
Provide feedback on other staff evaluations to the pastor as head of staff and facilitate a discussion with Session regarding their employment, compensation and professional development opportunities based on the pastor’s preliminary evaluation.
Write and update job descriptions and contracts with the pastor as appropriate for paid staff persons.
Form a joint search committee with the ministry area committees most effected when there is a staff vacancy.
Promote transparency wherever privacy issues do not take precedent
UNITED IN OUR COMMITMENT
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