Welcome!
 A world-class education in the essentials of
church leadership and management.
 Both newbies and old pros will benefit
from the content, the interaction with
others and the assignments about their
local church.
Goal of Certification
Pastors
 Senior, Executive & Associate
Directors
 Finance, HR & Directors
Governing Boards
 Elders, Deacons & Church Treasurers
Target Audience
Level 1—Operations
Level 2—Ministry Strategy
Level 3—Executive Functions
Levels of Certification
1.
2.
3.
4.
5.
Hiring—David Lyons. April 22
Hiring, part 2—Dr. Bill Egner. April 29
Compensation—Sutton Turner. May 6
Compensation—May 8 & May 13
Reviews—Dr. Paul Utnage. May 20
10 Webinar Discussions
6. Terminations—Jon Wright. May 27
7. Terminations, part 2—Daniel Rolfe. June 3
8. Staffing Plans & MultiSite— Jim
Tomberlin. June 10
9. HR Policy—Eric Rojas. June 17
10. HR Policy, part 2—Matt Anthony & David
Middlebrook. June 24
Webinar discussions, cont.
Part 1—Introduction, 10 min.
Part 2—Interactive Lecture with
David Lyons, 40 min.
Part 3—Q & A, 30 min.
Today’s Class
This session will explore various hiring plans and methods.
Dr. Fletcher will walk through his 10 Steps for Hiring
Pastors. One focus will be on the intentionality of training
others to hire effectively with consistent values, hiring
support personnel and pastors. The final aspect of this class
will be the unique issues of hiring a Senior Pastor. For the
Q&A time, bring issues relevant to the required reading and
your own hiring context.
Staffing, Class 1: Hiring
Required
 10 Steps to Hiring Great Pastors & Directors by Dr. David Fletcher
www.xpastor.org/staffing/hiring/10-steps-to-hiring-great-pastorsdirectors
 Leading Through a Senior Pastor Transition by Dr. Chuck Olson
hwww.xpastor.org/staffing/hiring/leading-through-a-senior-pastortransition
Suggested
 The Hidden Step in Hiring: Interview the Spouse by Dr. David
Fletcher
www.xpastor.org/staffing/hiring/the-hidden-step-in-hiring-interviewthe-spouse
 The Search and Selection Process by Bruce Dingman
www.dingman.com/newsletters/spring10_main_article.htm.
Reading
 Pick a minimum:
 3 for a B
 5 for an A
 Assignments are due 5 months after
the class begins
Assignments
1.
2.
3.
4.
5.
6.
7.
Review the salary guides of 4-10 other churches and create/review
the staffing pay grid for your church.
Review the HR policies of 3-5 other churches & critique your
church’s policy. Consult a regional HR professional on the
relevance of your policy.
Analyze your FLSA compliance and present the positive/negative
results. Consult an attorney about your compliance.
Analyze your steps in hiring. Develop/enhance your preferred
hiring path. Define your 10-steps in hiring.
Analyze your steps in terminations. Define the difference between
pastors and non-pastors. Develop/enhance your preferred hiring
path.
Write an article on one aspect of what you have learned, 1,0001,500 words. You can focus on issues in your own church or life,
or from another ministry. XPastor might publish your article. This
assignment counts double.
With permission of the professor, create your own assignment.
Assignments
David Lyons is the President of MinisterSearch. He got
experience in search firms with a $250 million techconsulting firm. As David’s knowledge of and success in
corporate recruiting and “head hunting” increased, together
with his church leadership experience, he realized that there
was a great need to enhance the hiring and church staff
development process within the church.
So, he founded MinisterSearch. Since 2001, David and his
team have consulted with thousands of pastoral and church
staff members in the areas of hiring, firing, compensation
studies, development, and retention.
David Lyons
BEFORE YOU START CONSIDERING CANDIDATES
BEFORE YOU START CONSIDERING CANDIDATES
 Needs Assessment
BEFORE YOU START CONSIDERING CANDIDATES
 Needs Assessment
 Culture – what is it?
BEFORE YOU START CONSIDERING CANDIDATES
 Needs Assessment
 Culture – what is it?
 Profile The Job
BEFORE YOU START CONSIDERING CANDIDATES
 Needs Assessment
 Culture – what is it?
 Profile The Job
 Profile The Candidate
BEFORE YOU START CONSIDERING CANDIDATES
 Needs Assessment
 Culture – what is it?
 Profile The Job
 Profile The Candidate
 Develop and Effective Process
NOW WE CAN START CONSIDERING CANDIDATES
NOW WE CAN START CONSIDERING CANDIDATES
 Where to Find Them?
NOW WE CAN START CONSIDERING CANDIDATES
 Where to Find Them?
 Interview Technique
ONCE YOU MAKE THE HIRE – just getting started
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
 KNOW who you’ve hired
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
 KNOW who you’ve hired
 Play Book
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
 KNOW who you’ve hired
 Play Book
 Success – who is responsible?
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
 KNOW who you’ve hired
 Play Book
 Success – who is responsible?
 Clear cut expectations
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan
 KNOW who you’ve hired




Play Book
Success – who is responsible?
Clear cut expectations
Execution
ONCE YOU MAKE THE HIRE – just getting started
 Development Plan—KNOW who you’ve hired
 Play Book
 Success – who is responsible?
 Clear cut expectations
 Execution
 Feedback
Contact
[email protected]
214.488.7327 x150
Constitutional Issues
Practical Issues
Pitfalls
Hiring a Senior Pastor
Bring issues relevant to the
required reading and your own
hiring context
Q&A
Send Questions via Chat