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Crucible

Crucible. Human Resources. Identifying the Need. What is the Specific Task at hand? Tight links to the “SMART” goals Generally not “More of the Same” Division of Labor / Fields of Responsibility The Key Question? What piece of the puzzle is missing?. Building the Framework.

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Crucible

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  1. Crucible Human Resources

  2. Identifying the Need • What is the Specific Task at hand? • Tight links to the “SMART” goals • Generally not “More of the Same” • Division of Labor / Fields of Responsibility • The Key Question? • What piece of the puzzle is missing?

  3. Building the Framework • The Job Description • Defining the field of play • The Summary • Essential Duties and Responsibilities • Skills and Abilities Required • Legal Aspects of a Job Description

  4. Building the Framework • The Limits of a Job Description • Defining the “What” but not the “How” • Does my job description provide a full basis to evaluate my performance as an employee? • The move to Goals and Objectives: “So That…”

  5. Goals and Objectives • Defined Objectives • Within a Specific Area • Oriented toward a Common Goal • Servant 2013: “People Matter to God, so They Matter to Us!”

  6. A “SMART” Goal: Middle-School Ministries • “SPECIFIC” • As a ministry we will make personal contact with every active student upon their missing two consecutive weeks of Student Programming

  7. A“SMART” Goal: Middle-School Ministries • “MEASURABLE” • The objective is measurable through the comparison of attendance records with call records, notes, and travel logs of specific visits

  8. A “SMART” Goal: Middle-School Ministries • “ACHIEVABLE” • A Student Database with contact information and current attendance records • A planned progression of contact from Small Group Leaders to the Coordinator of Middle-School Ministries

  9. A “SMART” Goal: Middle-School Ministries • “RELEVANT” • Hospitality is central to our core value that “People Matter” • Your name is known, your presence is missed, we care enough to call

  10. A “SMART” Goal: Middle-School Ministries • “TIME-SPECIFIC” • The Director of Student Ministries will, on a quarterly and an annual basis, assess the ongoing achievement of this objective

  11. Discussion Break… • Are there ministry objectives in your setting that would benefit from the establishment of “SMART” goals? • Identify and discuss specific possibilities. • What teams or individuals would need to be involved to make these goals a reality?

  12. Supporting, Developing & Managing People • Facilitating Achievement • When an employee falls short, what is the first question to ask? • Budget? Training? Oversight? Is the objective itself appropriate?

  13. Finding the right person for the task • Hiring from within the Ministry Setting • There are benefits! • There are challenges as well! • The search process is a pastoral task, as we help people live into their calling

  14. The Interview Process Itself • Posting the Position • Work to communicate well • A resume and three references • Searching for technical ability: “Can they do the job?”

  15. Sealing the Deal • A change from “Can they?” to “Fit” • Outlook on life and the Christian Faith • Relationship with peers in life and in work • Relationship with authority figures • Long-term hopes and aspirations

  16. When it comes time to part ways… • A Surprise = Failure as a Supervisor • Loans and employees don’t go bad • Do the hard work up front in the process • Clear communication of expectations with ongoing feedback leads to a successful work environment

  17. A Three-Step Process • A Formal meeting with the Supervisor • Looking hard at our side of the equation • We are looking for “pinch points” • We are not looking to share the work, “fix” the employee, or provide pastoral counseling

  18. The Second Round is More Prescriptive • Clear documentation of the deficiency • A clearly defined plan for improvement • Extending 30 to no more than 90 days • Intermediate follow-ups scheduled • Clear articulation that lack of improvement will lead to termination

  19. Severing the Relationship • At this point conversation has ceased… • Communication is intended for the transmission of information • Firm, Clear, Concise, Controlled and Immediate • Written documentation of terms

  20. Concerns Specific to Volunteers • The principles translate to Volunteers • Identifying the specific need • The Search Process • Clear Expectations, Clear Terms, Clear Time Limits (no lifesentences!) • Evaluation, feedback, continuance

  21. Table Time • Reflecting upon your ministry setting, what “Key Piece” is missing? • Describe the parameters of the task • How does fulfillment of the task link to the broader goals

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