Panel Discussion
Policies and Structure
Josh Hall
Greg Linn
National Director of MPD
InterVarsity USA
Co-Director MPD in Great Lakes
Region, Cru
Luke Niday
Gene Van Den Bosch
Global Resource Director
Campus Outreach
John Patton
COO, Center for Mission
Mobilization
Director of Engage Team and MPD
Reach Global (EFCA)
We’re all a work in progress
Cultural Divide
Paid Staff and Support Staff
• Attitudes that can creep in support staff?
• Attitudes that can creep in paid staff?
• Are they treated differently? Weekly staff meetings, staff
training, conferences, member care, ministry appointments,
vacation, sick leave?
• How do we overcome this issue?
Salary Structure
• IV – Responsibility and job duties. With range.
• CMM – Needs based. With range.
• Cru – Needs based. With range
• CO – Needs based, tenure increase. With range.
• Reach Global – Needs based, with leadership increase. Fixed.
• Needs based vs Role based?
What is “Fully Funded?”
• IV – Ideally, full salary plus benefits, admin fee, and ministry
expenses. Generally 87.5% of salary is accepted as 100%.
• CMM – 100% of goal, plus full buffer ($3k singles, $6k couples)
• Cru – 100% of goal
• CO – 105% of goal
• Reach Global – 100% of budget, plus minimum balance of $4.5k
singles, $6.5k for couples, $8k for families
• Why do you require buffers?
Raise support full time or part time?
• IV – Part time. Payroll starts at 50% pledged.
• CMM – Full time. Payroll starts ASAP.
• Cru – Full time encouraged. Payroll starts ASAP.
• CO – Full time. No payroll. Reimburse expenses. New experiment
with minimum wage stipend.
• Reach Global – Part time. Can get partial salary, but full benefits
and admin fees start.
• How do you enable staff to raise support full time? Advantages?
Subsidies – Do they work?
Do they help or hurt?
• For underfunded staff – helping underfunded staff for a
limited time.
• For certain positions – such as admin staff.
• For minorities.
Benchmarks and Timeframe
• IV – 18-24 months is average.
• CMM – 3-6 months is ave. 10 asks per week. $600/mo in first 6 weeks.
• Goal: Month 1 - 25% raised | Mo 2 - 50% | Mo 3 - 75% | Mo 4 - 100%.
• Minimum: Month 1 - 10% raised | Mo 2 - 25% | Mo 4 - 55% | Mo 6 – 80%| Mo 8 – 100%
• Cru – 6-8 months is ave. 10 asks per week. $600/mo in first 6 weeks
• Goals: $200/mo per week goal. week. Benchmarks: Mo 2 $1600. Mo 6 $5000. Mo 9 $8000.
• The minimum expectation is $100/Mo/Wk.
• CO – 3-4 month average. No formal benchmarks, but 6 mo. is usually max.
• Reach Global – 12 to 18 month average. Staff choose 12 or 18 month
benchmark with goals set for each third of that time.
Start Ministry Before 100%
• IV – Yes. From 70-84% they must give 20 hours to MPD,
85-94% - 8 hours to MPD.
• CMM – No
• Cru – No
• CO – No. Evaluate each trimester.
• Reach Global – No for international staff. Sometimes for
domestic staff.
• Is it worth it to allow staff to begin ministry before fully funded?
Letting someone go who is
consistently underfunded
• Affect on individual?
• Affect on ministry culture?
• Cru – 3 Step MPD Evaluation Process
Staff Accounts in Deficit
• IV – Yes. CMM – No
• CMM - No
• Cru – No
• CO – Yes, but rare because of trimester evaluation.
• Reach Global – No
Work Time Devoted to MPD
• IV – 30 days a year (5 hours a week)
• CMM – 10% of time. Balance of weekly time and periodic
trips to visit supporters.
• Cru – 2-3 hours a week plus ½ month as a team
• CO – Staff with less than 105% or less than 1 month salary
buffer required to spend 10 hours a week on MPD
• Reach Global – 10% of time.
• How do you get this into weekly schedule for field staff?
Q&A
• Finance / HR
• New Staff
• Veteran Staff