Apprenticeship
Training
Manual
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CONTENTS
Calendar and Schedules:
Yearly Calendar
Seasons of Apprenticeship
Weekly Schedule
Google Calendar and Email Accounts
Learning:
Reading and Writing
Growth Plan: Goals/KRAs
Mentoring
Personal Project
Topical Meetings
Serving:
CSM Service
Ministry Site Service/Covenant
Church Involvement
Hosting
Support:
CSM
Staff Roles
Fundraising
Evaluations
Additional Resources
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CALENDAR and SCHEDULES
Yearly Calendar
September
October-November
November
December
February
April
May
August
Apprentices prepare and fundraise
City Training, Goal Setting
Begin Ministry Site Service
Thanksgiving Break
Quarterly Evaluation #1 (reevaluate goals and responsibilities)
Ministry Site Check-In #1
Christmas Break
Spring Staff Arrival and Training
Quarterly Evaluation #2 (reevaluate goals and responsibilities)
Ministry Site Check-In #2
Summer Staff Arrival and Training
Exit Interview with CSM and Ministry Partner
Seasons of Apprenticeship
FALL & Winter- “Fall in love with yourself and your City”
● Develop and Begin Implementing a Personal Learning and Growth Plan
● Learning about your city and the CSM program. (Explore City, Prayer Tour,
Hosting, etc..)
○ After learning certain aspects of programming, apprentice will assist with
updating and editing some of these materials.
● Meet and begin work with prospective ministry partners- We encourage you to
review and learn about all our ministry partners. You may also explore other
organizations.
● Meet and begin connecting with prospective churches- Take first month to
visit/research each church. The goal will be to plug into a church community by
mid/late fall.
● Read Devotional/Book with CSM city staff - different for each city
SPRING- “Spring into Action”
● More hands on assistance with CSM groups- While there will be some hosting
during spring, the apprentice will primarily help with background work for
groups; grocery shopping, etc….
● Remain consistent with work at ministry partner- During the spring, there may
be schedule adjustments. Make sure to have clear communication about time and
job description.
● Remain consistent with nurturing church community and attending small
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groups. It is up to apprentice to make sure these relationships are taken care of
during the busy season.
● Explore various ways of spiritual nurturing- During the fall it is easier to have a
consistent devotional as a staff. During spring, staff must be pro-active in making
time to be with God.
SUMMER- “Summer-ize and Share”
● Continued hands-on assistance with CSM groups- during the summer, apprentice
will continue to assist with background work for groups, as well as be primary
contact for certain group activities.
● Supporting summer staff- while apprentices are not primary supervisors for the
summer staff, it is important for apprentice to establish a relationship with staff
and share his/her knowledge and experience with them.
● Personal Reflection and Goal Setting for Post- Apprenticeship- At the end of the
apprenticeship, it will be important to make time to reflect upon what has been
gained during this apprenticeship and explore post apprenticeship possibilities.
● Exit Interviews with CSM and Ministry Partner- Apprentice will need to have
closing conversations about his/her experience with both CSM and their ministry
partner.
Weekly Schedule
Apprentices are responsible for creating a weekly schedule that allows for work at
ministry sites, CSM site, support raising, as well church small groups and topical
meetings. Please include the following when creating that structure.
Staff Meeting - CSM staff meet weekly to discuss current projects, evaluate progress,
and participate in a devotional study.
One-on-One Meetings- Day and Time: TBD
Ministry Partner - Around 10-15 per week should we set aside for the apprentice to
work for a ministry partner.
Office Time- Each city will determine which days are office time - preferably three
days a week, depending on the season.
Weekly Support Building- this can include prayer letter updates, phone calls,
expanding support list or face-to-face meetings. This should be no less than one hour
per week.
Google Calendar and Email Accounts
Apprentice is expected to check CSM email account at least once a day (unless day off)
and keep Google calendar up-to-date. Make an effort to respond to all emails and phone
calls within 24 hours. Please confirm with CSM director via email before scheduling
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time out of the city to ensure no scheduling conflicts.
THINGS TO REMEMBER:
● Unless otherwise informed, weekends are free. If apprentice is hosting a
weekend, there will be comp time.
● Be wise with your time and seek balance. Pace is key to longevity in ministry.
● Time Blocks should be put on CSM Google calendar. Do not forget travel times.
LEARNING
Reading and Writing
Required Reading List
Apprentices are required to do bi-monthly readings and write a one page journal
reflection on each book. This reflection should be emailed to the City Director. Select
readings should be on topics which are connected to apprentice’s goals or topical
meetings. City Directors are available for recommendations. Funds are available for
purchases.
Apprentices are also required to read the following books:
● StrengthsFinder- apprentice will take online before staff training in October, go
over the results with other apprentices and review the results with their city staff.
This will help determine how to best utilize and encourage apprentice’s natural
strengths.
Pick one per category:
November/December - Mission and the City
Simpler Living Compassionate Life (Michael Schut)
Compassion, Justice and the Christian Life (Bob Lupton)
A Theology as big as the City (Raymond J. Bakke)
Irresistible Revolution (Shane Claiborne)
Living Mission: The Vision and Voices of New Friars
When Helping Hurts (Brian Fikkert)
January/February - Leadership
Incarnate Leadership (Bill Robinson)
Jesus on Leadership (C. Gene Wilkes)
In the Name of Jesus (Henri J.M.Nouwen)
Strengthening the Soul of Your Leadership (Ruth Barton)
Boundaries (Cloud/Townsend)
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March/April - Spiritual Direction and Soul Care
Practicing the Presence of God (Brother Lawrence)
Space for God (Don Postema)
I’m a Follower (Leonard Sweet)
Emotionally Healthy Spirituality (Peter Scazzero)
Celebration of Discipline (Richard Foster)
Sanctuary of the Soul: Journey into Meditative Prayer (Richard Foster)
The Ragamuffin Gospel (Brennan Manning)
May-August - Topical Issues (one due June 30 the other August 30)
Orphan Justice (Johnny Carr)
Walking with the Poor (Bryant Myers)
The Call to Conversion (Jim Wallis)
Let Justice Roll Down (John Perkins)
Tattoos on the Heart (Gregory Boyle)
Generous Justice (Tim Keller)
A Meal with Jesus (Tim Chester)
Love Does (Bob Goff)
He Walks Among Us (Richard Stearns)
Life Together (Dietrich Bonhoeffer)
The Hole in the Gospel (Richard Stearns)
The New Jim Crow (Michelle Alexander and Cornel West)
Half the Sky (Kristof and WuDunn)
Pursuing Justice (Ken Wytsma)
Toxic Charity (Bob Lupton)
Writing: Journaling
The apprentice will be expected to keep a journal or blog of his/her experiences throughout the
year.
● Apprentice will make the effort to write at least one sentence per day.
● Apprentice will write a one-page journal entry based upon one event, conversation, or
reading from each week. This will be emailed to city staff and discussed during the
following one-on-one meeting.
Growth plan: Goals/KRAs
Taking time at the beginning of the apprenticeship to establish a growth plan and set goals is
vital for maximizing your time this year.
Apprentices will take time during October to identify what their key result areas (KRA’s) are and
then use these areas as a foundation for establishing their goals for both their apprenticeship
and subsequent years. Monthly personal retreat days (PRD’s) and quarterly evaluations will
allow apprentice to reassess KRA’s and goals throughout the year.
KEY RESULT AREAS (KRAs) How To Work More Intentionally
Definition of a KRA- A good-faith effort on the part of each person to identify measurable
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outcomes that provide both guidance and accountability and lead to annual goals.
Importance
KRAs are essential to helping identify and produce the results from our individual work
that are truly important. They clarify what should be the result of our time, energy, and activity
over the course of the year. KRAs are different than our job description. Job descriptions
describe the total sum of the activities that we are responsible for. Some of these activities are
critical, some of them are necessary but not mission critical. In contrast, KRAs describe the nonnegotiable key results of our work. KRAs answer the question, in what areas is it critical that I
accomplish results this year if my work activity is to be considered successful. By identifying the
few things we must accomplish from the many things we do over the course of the year we are
able to prioritize our activity in order to accomplish results that truly matter to the mission we
are fulfilling.
An additional distinction of KRAs from job descriptions is that KRAs lead to goals that
are clearly measurable while job descriptions are more general. What cannot be measured
cannot be evaluated, thus our key result areas must lead to goals that are measurable and
specific. Thus KRAs significantly contribute to the fulfillment of a more general job description.
Results and not activity is what matters in our work. This is a crucial distinction because it is
easy to lose ourselves in activity that does not produce important results. While this may seem
self-evident, good people at all levels of leadership and management often fail to recognize the
distinction. In the absence of clearly defined and articulated KRAs we will default to the tyranny
of the urgent, doing many good things and filling our schedules with activity that often does not
produce significant results. People who choose to identify their KRAs and develop annual work
goals that help them fulfill these KRAs are people who choose to work and live intentionally
rather than accidentally. They are individuals who value the discipline of answering the question
“What is it truly important for me to accomplish this year” and who then organize their work
plan around the desired results. Intentional people see multiplied results from their work
compared to unintentional or “accidental” people.
How to Identify KRAs
All of us have limited time and energy. Identifying our KRAs is the process of asking the
following questions:
● What is critical for me to accomplish to fulfill the mission God has given me?
● What specific results from my work would drive my mission and the mission of my
organization the furthest down the track this year?
● How can I measure my work success this year?
● What specific and measurable results am I willing to be held accountable for this year?
● What spells success for me in the next twelve months?
Steps for Creating Your Personal KRA’s
1. Establish a Personal Mission Statement. What has God designed you to do with your
life? What are you passionate about?
a. This needs to be one sentence
b. This is not specific to apprenticeship. This sentence reflects your life.
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2. Make a list of 4-8 Key Result Areas you will be working in this year.
a. Use your job description and the Apprentice Manual to help establish these areas.
Ex. Learning, Ministry Site Serving, Church Community Development, Personal
Development, SupportRaising, etc….)
3. Create Objectives for each KRA; broad statements of what needs to be in achieved.
4. Create S.M.A.R.T Goals for each KRA.
a. S.M.A.R.T goals are Specific, Measurable, Attainable, Realistic, and Timebound
i. Specific- Clearly stated specific goals are more likely accomplished than
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vague goals, which can set you up for procrastination. To establish
specific goals, ask the following questions; “Who is involved? What do I
want to accomplish? Where is the central locale? When is my deadline?
Which requirement or constraints should I consider? Why do I want to
accomplish this goal?”
ii. Measurable- Make sure there are benchmarks of attainment for each goal.
This will help you stay on track and reach certain milestones which will
give you the boost of confidence to press on.
iii. Attainable- Keep your goals within your control. If you do not have
reasonable control, you may be setting yourself up for failure.
iv. Realistic-Make sure you set goals that you are both willing and able to
achieve.
v. Timely- Goals need a time frame attached to them. There needs to be a
sense of urgency. A goal that you can taste, touch, smell, see and hear is
tangible and is more defined.
Each KRA should have goals for 6 month, 12 month, 5 years, and beyond.
These goals will be your foundation when establishing daily, weekly, and
monthly goals.
Accountability to Goals
It is important to regularly reflect and adjust goals throughout the year, as well as use these
goals to determine daily, weekly, and monthly schedules.
Quarterly Personal Retreat Days (PRDs)● The components of a personal retreat day (PRD) are
Worship and spiritual renewal
Review of the last month
Renew next month’s goals
Put goals to the calendar
Prayer
● PRD’s for the year should be scheduled during October.
● The personal retreat cycle should be once a quarter for at least four hours and away from
distractions. Discussion regarding PRD will be included in weekly one-on-one meetings.
● Apprentice will complete a monthly or quarterly coaching report and email to city
director one day after PRD.
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CSM Monthly Coaching ReportAt the end of each PRD, apprentice is asked to fill out a coaching report. Answers to the
following questions will be discussed at following one-on-one meeting.
Relate:
○ What have you been doing with days off?
○ What are you doing in God’s word?
○ What are you reading?
Reflect:
○ Here are the results of my last month’s 3 to 4 goals:
Refocus:
○ Here are my 3 to 4 goals and the KRA’s for next month.
Resource:
○ What will you need from CD/AD to help make your goals successful?
Review:
○ How can we be praying for you?
Mentoring
The apprentice will meet weekly with the CSM mentor and twice a month with the city
partner mentor to discuss urban and social justice issues and to reflect on the
experiences of living and serving in the city.
Personal Project
Throughout the year, the apprentice will assist in a number of projects; grocery
shopping, updating prayer tour and non-ministry site activities, maintaining social
media, etc... In addition, the apprentice will work on a project of their choosing and
complete it in a way that makes its sustainable after apprenticeship has ended ( i.e.
creating pre-visit video, creating new prayer tours or city searches, etc…)
Topical Meetings
Apprentices will be asked to complete topical meetings as discussed with city directors.
The following worksheet will assist in brainstorming the guidelines for these meetings.
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Topical Meeting Worksheet
Apprentice are asked to take time prior to topical meetings to prepare questions and
take time following meeting to journal about meeting. Throughout the year, Apprentice
will keep a list of potential topical meetings. Directors are available for suggestions, if
needed.
Where I would like to interview: (2 or 3 each)
CSM Partners:
Potential CSM Partners:
Vocational interest:
Local Churches:
Other:
What I would like to know: (6-8 questions)
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SERVING
CSM Service
The apprentice will serve CSM’s city ministry in the amount of time and work mutually
agreed upon by the city mentor and apprentice. This may include hosting groups,
shopping or other tasks that will free up city staff to mentor the apprentice.
Potential Responsibilities:
● pre-visits, welcoming guests (ie interviews and pv)
● leaders meetings and orientation
● shopping
● housing site maintenance
● check-outs
● fundraising event
● site and restaurant development
● social media maintenance
Housing Site Relationships
While the directors are the primary contacts for housing partners, it is important for the
apprentice to establish and maintain a respectful relationship with the staff and
congregation. During first month, apprentice will have an opportunity to meet staff and
possibly congregation.
Ministry Site Service
The apprentice will also serve a local ministry partner for hands-on experience in
leadership.
● Apprentices will serve with a local ministry partner for an average of 20 hours per
week, pending on the CSM season. Apprentices should begin this partnership by
month 2 (November) of their term.
● Below is a sample covenant to be filled out by the CSM Director and Apprentice
and given to ministry partner supervisor.
● Bi-Monthly Meetings: Apprentice will meet 2 times monthly with primary
supervisor at site to discuss projects and complete a basic check-in.
● Quarterly Check-in’s: Apprentice and primary supervisor at ministry site will
complete quarterly check-in’s regarding apprentice job description at site and
schedule.
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Covenant Sample (print on letterhead)
Date
CSM Apprenticeship/Partnering Organization Agreement
Thank you for agreeing to partner with ___________________ for the CSM
sApprenticeship Program. This program runs from October 1, 2015 to May 15, 2016,
with the potential to extend to August 30th, 2016.
To ensure that this partnership is beneficial to both __________________ (the
apprentice) and ___________________ (the organization), CSM has incorporated
the following guidelines.
● CSM apprentice is expected to serve with partnering organization an average of
20-25 hours a week, with the understanding that these hours may vary slightly
depending on CSM season.
● CSM apprentice will coordinate his/her job description with service site
personnel. This description should reflect both the organization and apprentice’s
goals for the year.
● Service site will designate one staff person as apprentice’s site supervisor. She/he
is responsible for meeting with apprentice 1-2 times a month.
Please contact CSM City Director if there are any questions or comments regarding
these guidelines.
Director Name
CSM _______City Director
Please sign and return this form prior to the start date of your CSM
apprentice.
I, _______________________, have read, understand, and agree to the
preceding guidelines regarding the CSM Apprenticeship Program.
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Church/Community Involvement
The apprentice will be required to find a local church to become of significant part of
while in their apprentice year. The apprentice will be expected to not only serve in this
church but join the community of believers for growth, fellowship, accountability, and
community.
CSM Staff will assist in finding a church and make sure they are investing in the
community. CSM Staff will communicate with pastor or other staff if possible.
Hosting (Minimal)
Apprentices will host no more than once or twice a month, to be balanced out
throughout the season. Hosting stipend will be added to apprentices fundraising.
SUPPORT
CSM Support
CSM will provide housing, ministry and learning expenses.
CSM covers housing, training, ministry expenses…
Up to $50 Auto (MTA pass in NY, LA) per month
Up to $200 Ministry Expenses for the year
National Apprentice Training as decided upon by the Apprenticeship Coordinator.
Staff Roles
City Director/Associate City Director: Your directors are your direct supervisors and will
also provide a mentor relationship. (Provide any specifics about the dynamics of relationships
and share more about your specific CSM roles.)
Dan (President): In addition to city staff, Dan will assist apprentices in their fundraising
efforts. He will provide an introduction and materials as well as support when needed.
Meredith (Home Office Administrator): Meredith handles donations. She is available to
assist you with eTapestry.
Marquita (HR & Training Coordinator): Marquita handles all paperwork.
Fundraising
The apprentice will be required to raise $1000 per month which will cover a bi-monthly salary,
transportation and other living costs associated with serving in the city. CSM will assist the
apprentice in raising the funds necessary for the apprenticeship year.
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Dan will assist apprentices in fundraising
● goal of $2500 in account by start date, this is required before the Apprentice can begin
● hosting can supplement (no more than once or twice a month)
Mailchimp is the best resource for newsletters: communicate with city staff to utilize city specific
and CSM guidelines
Apprentice Fundraising Plan
by Allison Ng
Fundraising might seem scary, daunting, annoying, and even impossible, but it can and
should be extremely fulfilling. Over the course of your Apprenticeship, you have the
opportunity to serve God through hands on experiences in two urban ministries. In
addition to serving those in need, you can tell the stories you hear, and witness people
who might otherwise be ignored. By asking others to partner with you on this journey,
you are providing them an opportunity to become a part of the story, even though they
might be unable to dedicate their life to service, as you have chosen.
I will share my story with you and provide some pointers to help you on your
fundraising journey. In the month of April, 2015, my husband and I raised $3675 to
support a service project we are doing as Peace Corps Volunteers. We made a plan and
followed through, with amazing results.
1. Set a SMART goal. SMART goals are specific, measurable, attainable, realistic,
and time-bound. CSM has already set a financial goal for you: $2,000 every two
months. Now you have to set a fundraising action goal. Mine was to contact three
people every day for 30 days and ask them for support.
2. Pray. This may be obvious but it’s definitely very helpful! Have faith that you will
raise all you need to continue the wonderful work you are doing in your city for
GOD. Your confidence will make it easier to ask, and it will make people more
likely to support you.
3. Be intentional and specific. Think about who would be interested in supporting
your effort. Whenever possible, refer to a memory or knowledge about the person
you are asking in your request. For example, here is a real Facebook message I
sent:
“Hey Peng, Now that you're rich and famous and doing TV shows, would you consider
making a contribution to the project Geoff and I are working on? We're transforming a
rural primary school library and asking all of our friends to donate from $10-$100.
Here's the link and I’d be happy to give you more details if you're interested. I'd also be
very interested in a life update! What's going on with you?”
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I honestly hadn’t been in touch with this friend for a while, but I had seen on Facebook
that he was on the news for something so I referred to that in the message. He was
happy to give $100, and we wound up talking a lot about the project.
4. Don’t get discouraged. Some people will not be able to give, and may not even
respond to you. Do not take it personally. This is why you plan ahead. At the
beginning of the time period, it is good to make a list of all of the people who you
plan to contact, and try to spread out those who you feel pretty sure will give
when you ask them. That way, you will feel successful more often.
5. Know where you stand- and let your supporters know too. If your goal is $2500
by October 1, then let your friends and family know you are working toward a
goal of $2500. You never know when a long lost relative will want to just fill up
the rest of your request. Our friend Dan did that- he told us to let him know how
much we had left to raise at the end of the month, and he would give that
amount. It turned out that we had surpassed our goal already, so he contributed
$150, which was still amazing!
6. Facebook is your friend. I recommend to post updates and photos of your work
when you can. Along with these, it is very encouraging to post “shout outs” to
those who are contributing financially to your work. For example you can post a
photo of you tutoring some students and write “Shout out to Sara for supporting
my ministry here in San Diego Elementary School! Only $400 left to raise by
November 15.” This will praise Sara, which she might like, and also raises
awareness about your cause, because the wall post may show up on the walls of
Sara’s friends and your friends, so you are doubling your reach. It is good to tag
multiple people too, whenever possible.
7. Keep them happy so they can keep giving. Be sure to personally thank each
person for his or her contribution promptly and specifically. Tell them what the
contribution means to you and for the ministry you are supporting. Keep them
updated with photos and stories, and don’t be afraid to ask the person to
contribute again at a later date.
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My Personal Fundraising Action Plan
Date
Action Step
Materials
Needed
Complete?
Evaluations
Quarterly meetings: CSM directors and apprentice will meet once a quarter (late
December and April) to evaluate how the apprenticeship is going.
Exit Interview: The apprentice will go through a final exit interview at the end of
his/her experience. This will be a chance for both the apprentice to be evaluated as well
as evaluate the program.
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Additional Resources
Expectations Survey
APPRENTICESHIP EXPECTATIONS
Please take time throughout this week to answer the following questions and turn in
form next week.
●
What are your expectations of _______ as a mentor?
●
What are your expectations of _______ as a mentor?
●
What are your expectations of your city mentors?
●
What areas would you like specific mentoring in?
●
What are you most excited about this year?
●
What apprehensions do you have about this year?
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LIVING SIMPLY ON A BUDGET
Apprentices are encourage to take this year as an opportunity to grow in their
understanding of living simply and being good stewards of their resources.
EXCERPT FROM ‘THE ART OF LIVING SIMPLY”
http://www.crosswalk.com/family/finances/the-art-of-simple-living.html
“I do want to point out friends, that time is of the essence. There is no time to waste, so
don’t complicate your lives unnecessarily. Keep it simple —in marriage, grief, joy,
whatever. Even in ordinary things—your daily routines of shopping and so on. Deal as
sparingly as possible with the things the world thrusts on you. This world as you see it is
on its way out. – 1 Corinthians 7:29-31 (MSG)
“ In his classic book, Celebration of Discipline, Richard Foster argues that, “The majority
of Christians have never seriously wrestled with the problem of simplicity, conveniently
ignoring Jesus’ many words on the subject. The reason is simple: This Discipline directly
challenges our vested interests in an affluent life-style.” …
Of course, there is no clear line indicating exactly how much is enough. But one thing is
for sure: simple living does not begin with a trip to The Container Store. Instead, Foster
describes simplicity as “an inward reality that results in an outward lifestyle.” It’s “a life
of joyful unconcern for possessions” and “the one thing that sufficiently reorients our
lives so that possessions can be genuinely enjoyed without destroying us.”
Foster, who explores the meaning and practice of simplicity in more detail in his book,
Freedom of Simplicity, says there are three heart attitudes related to possessions that
lead to peace. “If what we have we receive as a gift, and if what we have is to be cared for
by God, and if what we have is available to others, then we will possess freedom from
anxiety.”
ONLINE BUDGETING RESOURCES
●
www.mint.com
●
www.daveramsey.com
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