Additional Benefits
Even if your church plant staff members are paid a “missionary salary” for a while, there are many non-monetary rewards and benefits you can/need to think about offering. First and foremost, if you’re planning to recruit team members who have families, you will need to offer health insurance. Think strategically about the different plans available and what would make the most sense for your organization and team.
Will you offer a 401K to your employees or an HSA/HRA plan? Can you offer to pay for health club memberships (which could in turn help decrease your health insurance costs) or childcare? Think creatively about the benefits you can offer to encourage the stewardship and quality of life for your team, and remember that from day one of your church launch, these things need to be configured in your operations overhead cost.
Four Crucial Questions:
In each and every Human Resources decision you make for your church, ask yourself these four questions:
1. Is it in line with the vision? Will it help your team fulfill your church’s mission, directly or indirectly? Does it reflect your stated values?
2. Is it strategic? Is it part of a well-thought-out plan that will help meet both the short-term and long-term goals of the church?
3. Is it cost-effective? Does it fit into the budget? Does it demonstrate good stewardship of your resources?
4. Is it realistic? Is it do-able? Is it sustainable?
When Jesus sent the apostles out to make disciples, he said to them, “Behold, I am sending you out as sheep in the midst of wolves, so be wise as serpents and innocent as doves” (Matthew 10:16). Setting up and implementing a shrewd and strategic HR plan for your new church is not an unspiritual aspect or an afterthought, it’s part of being “wise as serpents.” In short, it’s a significant element of effective Kingdom work.
This article originally appeared on the Vanderbloemen Search Group blog. Used with permission.
