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
The Job Description
•Defining the field of play
• The Summary
• Essential Duties and Responsibilities
• Skills and Abilities Required
• Legal Aspects of a Job Description
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…”
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!”
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
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
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
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
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
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?
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?
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
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?”
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
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
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
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
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
CONCERNS SPECIFIC TO
VOLUNTEERS
The principles translate to Volunteers
•Identifying the specific need
•The Search Process
•Clear Expectations, Clear Terms,
Clear Time Limits (no life sentences!)
•Evaluation, feedback, continuance
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