Personnel

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• Organizational Chart

  Flow Chart Document

• Handbook Acknowledgement

  INTRODUCTION
  This employee handbook is designed to summarize many of the employment policies of First Presbyterian Church Baton Rouge (hereinafter "FPCBR"). FPCBR reserves the right to modify, delete, or add to the provisions of this handbook from time to time in its sole discretion, with the exception of the at will employment policy. FPCBR will provide notification of such changes when they occur.

  ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE PERSONNEL POLICY HANDBOOK AND POSITION DESCRIPTION

  ______________________________________________________________
  (Position description title)

   _______________________________ ________________________________
  Starting Salary (optional) Training (probationary) period, if applicable
  
  This document serves to acknowledge that I ,___________________________________, have received a copy of the above job description and the current employee policy handbook.

  My responsibilities have been adequately explained to me and I understand that I am responsible for following the policies as stated and should refer any questions to my immediate supervisor.
  I further understand that: First Presbyterian Church Baton Rouge reserves the right to change, modify and/or delete any of the work rules or policies at any time.

  I also understand that this handbook and any other church documents are not contracts of employment, and that any individual who is hired may voluntarily leave employment upon proper notice and may also be terminated by the employer within the parameters of the established guidelines and legal requirements.
   
  I understand that any written or oral statements to the contrary are hereby expressly disavowed and should not be relied upon by any prospective or existing employee.

  ____________________________________
  Employee’s Signature
  ____________________________________
  Supervisor’s Signature
  _____________________
  ___
  Date

  (To be placed in employee’s file, with a copy returned to the employee)

   
  WELCOME AND ORIENTATION FOR NEW EMPLOYEES
  Dear New Employee:

  Welcome to First Presbyterian Church Baton Rouge.  This handbook supersedes or replaces any previous materials or documents relating to employees and/or employee policies.  Please take time to read the enclosed documents as they should answer most of your questions.

  New employees of First Presbyterian Church will be given appropriate time for orientation to his or her new position.  New employees will be welcomed, introduced to, and familiarized with the facilities.  Every effort will be made to answer questions and make new employees feel comfortable in their new surroundings.

  New employees will receive a packet of information relating to programs and services offered at First Presbyterian Church Baton Rouge as they become available.  Each employee will also receive this employee’s handbook, office policies and procedures and other information pertaining to their new position.

  New employees must also complete the “Request Form” and “Acknowledgment of Receipt” documents found in this book and submit them to the Business Administrator within 7 days of employment date.

  Additional forms required for new employees, i.e., Employee Eligibility (I-9), Medical and Pension Enrollment, Background Checks, will be given to new employee at time of hire.  These documents need to be completed and returned to the Business Administrator promptly.  Thirty days is the usual response timeline.  (Additional forms will be supplied if applicable)

  As required, all new employees are subject to a background check pertaining to the past seven years of employment.  Information will be sent to the Bureau of Criminal Apprehension and other sources for verification.  Certain positions will require a physical examination.  Positive responses to applicable requirements are conditions of employment.

   
  Personnel Policy Handbook Return Form 
  When you receive this handbook, you must sign the statement below, as well as the acknowledgment statement on the following page and return both documents promptly to the Business Administrator or your supervisor within one week.
  Date to be returned by:_________________________

  The personnel resources used to compile this handbook will continue to serve as guidelines and/or advisors for updates and revisions as they become necessary.

  I have receive this Employee handbook and would like to attend a meeting to discuss its contents._________

  I have received this Employee handbook and do not feel a meeting is necessary at this time_______________

  I have received this Employee handbook and would like more information or clarification.________________

  _______________________________________________________________________

  I understand that these policies supersede and override any other parish policies or contractual agreements of employment.  I accept and agree to all provisions here within.____________

  _________________________________________
  name

  ___________________________________
  date
   

  CONFIDENTIALITY POLICY
  There are many aspects of FPCBR's business operations and activities that are confidential. To safeguard confidential and sensitive information, employees must take all necessary steps to protect FPCBR's interests and those we serve concerning any such confidential and sensitive information. To protect such information, employees may not disclose any confidential information without prior authorization from the Executive Presbyter or his/her designate. Violation of this policy will result in discipline, up to and including termination.

  CONFIDENTIALITY

  POLICY: It is the policy of this community that records, correspondence and day-to-day operations of the church shall be treated as confidential information.

  PROVISIONS:
  1.  General Religious and Sacramental Records
       A.  The sole purpose of maintaining certain records within the files of the church is to assist in carrying out the work of the Church.  As such, they are exclusively religious documents and are not within any current judicial or legislative ambit.
       B.  Any and all of the statutes pertaining to the confidentiality of these records is to be strictly followed.
      C.  There is no third party access to such files, nor is there any access by a member of such organization/corporation without the express permission of the pastor or his delegate.
   2.  Employee Records
       A.  An employee’s personnel file, or the portions of it required by law, may be made available for inspection by the employee during normal office hours, except as set forth hereafter, and only in the presence of a supervisor.
       B.  No information in the employee’s personnel file will be made available to a third party without the consent of the employee, with the exception of dates of employment and job title.  (Unless court subpoenaed)
  3.  Community/Church Information
  Non-religious community information and records including financial and personal information relating to or involving any and all members of the church shall be confidential.  Verbal or written release of such information is prohibited without permission from the pastor, supervisor and/or church member.
  4.  Employee Agreement
  All employees of this community acknowledge and/ by acceptance of their employment, agree to abide by these guidelines.  All new employees are so informed of the confidential nature of community matters before such employment commences.

   

   

• Personnel Handbook

  - DRAFT –
  First Presbyterian Church Of Baton Rouge

  Personnel Policies and Employee Handbook
  
  I. EMPLOYEE DEFINTIONS   UPDATE 7/14/2006 1:25:55 PM
      A) “Program Staff” – All those who are program originators; such as the pastors, Director of Youth Ministries, Director of Childhood Ministries, etc whether full or part time.
      B) “Professional Staff” – Ministry Executive, Church Accountant, and Director of Congregational Care.
      C) “Exempt Staff” – All program and professional staff whether full or part time, meaning exempt from overtime pay.
      D) “Support Staff” – All other staff; such as Administrative Assistants, Sextons, Custodial Staff, etc whether full or part time.
      E) “Supervisor” – The person to whom an employee reports according to the staff organizational chart.
      F) “Full-time Employee” – An employee who is employed to work 30 or more hours per week normally.
      G) “Part-time Employee” – An employee who is employed to work less than 30 hours per week normally. 

  II) EMPLOYEE HIRING
      A) All non-ordained members of the Program Staff, working half-time or more for more than six months, should be present at the Church on Sunday morning, should affirm the ordination and installation questions of ministers, elders, and deacons, and are expected to attend weekly staff meetings.
      B) The Personnel Committee has oversight of the hiring process for all employees, full time as well as part-time.  Such positions should be included in the church budget.  
      C) All members of the Program or Professional Staff working half time or more should be interviewed by the Pastor and approved by the session.
      D) Part-time program staff members, working less than 20 hours per week shall be hired by the appropriate Professional or Program Staff Person.  Prior to hiring, the Personnel Committee will approve their job descriptions and compensation sheets. The committee chairs and supervisors should meet with Personnel Committee to annually review their job descriptions, compensation, and performance evaluations. (Cf. X.B.)
      E) An open process of hiring will be used for all full or part-time program staff employees (including public notice and a willingness to consider all candidates.)
      F) Prior to receiving his or her first paycheck, every new employee, whether full or part time, shall meet with the Church Accountant to submit information necessary for the financial office.  At that time, the employee shall also submit a signed, dated written statement, which shall say:  “I have read and discussed with my supervisor my job description, compensation sheet, and the Personnel Policy Statement of First Presbyterian Church.”  The initial compensation sheet and job description shall be attached to that written statement and placed in the employee’s personnel file in the office of the Church Accountant.
      G) The first three months of employment of all Support Staff are considered a probationary or trial period.  Employment may be terminated at any time during the probationary period.  Neither pay in lieu of notice nor severance pay will be given to employees whose employment is terminated during the probationary period. There shall be an appropriate orientation program for all full or part time employees employed for more than 2 months. 
      H) FPCBR reserves the right to modify an employee's compensation, benefits, schedule, status position, and/or duties at FPCBR's discretion, unless otherwise prohibited by law.

  III) AT WILL EMPLOYMENT
      A) FPCBR hopes that every employee will find the employment relationship satisfying and rewarding in all respects. However, we realize that employment relationships are not always mutually satisfactory. To protect the interests of both the employee and FPCBR, all employment with FPCBR is at will. Accordingly, employment can be terminated at will with or without cause and with or without notice, at any time, either at the option of the employee or FPCBR. No employee or representative of FPCBR has the authority to modify the at will employment policy except for the Session as recommended by the Personnel Committee of FPCBR, and any such modification to the at-will employment policy must be in a written agreement signed by both the employee and the Ministry Executive. This constitutes an integrated agreement with respect to the at will nature of the employment relationship, and there may be no implied or oral agreements that in any way modify the at will employment policy. With the sole exception of the employment at-will policies, the contents of this handbook do not create an employment contract.

  IV) EMPLOYMENT OF RELATIVES
      A) FPCBR does not maintain a strict policy that prohibits the employment of relatives of employees. However, there are significant restrictions on the employment of relatives in situations where potential problems may arise concerning supervision, morale, and/or conflicts of interest. For example, FPCBR may refuse to hire a relative, allow one relative to supervise another relative, or allow relatives to work together, in FPCBR's sole and absolute discretion. Employees must notify FPCBR if a relative becomes employed by FPCBR. Relatives include an employee's spouse, parent, grandparent, child, sibling, cousin, uncle, aunt, niece, nephew, in-law, and/or step-relation. Any employment of relatives of employees must first be approved by the Personnel Committee.

  V) PAYDAY
      A) Hourly employees will normally be paid by direct deposit on every other Wednesday. If a regular payday falls on a holiday, employees will normally be paid on the preceding business day.
      B) Salaried employees are paid ‘bi-monthly’, that is twice a month.
  
  VI) WORKING SCHEDULE
      A) Work Week
          1) FPCBR's work week begins at 12:00 midnight on Sunday and ends seven days later. FPCBR's normal business hours are 8:00 a.m. to 4:30 p.m. Monday through Friday. However, the work schedule may vary depending upon the needs of the operation. Occasionally, an employee is required to attend an outside scheduled FPCBR meeting or event in which case the supervisor may change the normal work day hours by so advising the employee in writing, in advance of the meeting or event
          2) Full time members:  Full time staff members are entitled to two (2) days off each week, which may be taken as half day or full days.  It is specifically understood that Sunday is considered an “On duty” day for the Church Program Staff, and that any member is subject to be called on Sunday for any service within his field or for special assignments by the Pastor, Ministry Executive or their Supervisors. Days off are not cumulative and must be taken promptly by the employee when he has worked on his day off.  Program Staff are allowed some leeway in this regard with the approval of their supervisors.
          3) Part-time Program or Support staff members are expected to work out a basic weekly schedule with their supervisors.
          4) All exempt staff members are asked to count their working hours on a weekly basis using the standard church form for that purpose, and to submit a copy to their supervisor.  And a report shall be given to the Personnel Committee for review annually.  Exempt staff may not accumulate “comp time.”
          5) Exempt staff may sometimes work hours exceeding a normal schedule, but should be careful not to neglect their families or fail to take their regular days off or vacations.
      B) Office Hours--The offices of the Church are open Monday through Friday from 8:00 a.m. to 4:30 p.m.
      C) Overtime Pay--All non-exempt employees will be paid time and a half for overtime hours of work in excess of 40 hours a week.  The Ministry Executive shall authorize all such conditions of overtime pay.  Extra pay for the custodial staff will include $60.00 for weddings and $10.00 for closing the church after each basketball practice.
      D) Lunch--All office staff are to schedule a half-hour, unpaid lunch break.

  VII) WORK ENVIRONMENT
      A) Attendance
          1) Attendance and punctuality are important to the efficient operation of any business. All employees are expected to contact FPCBR at least 1 hour before their scheduled starting time on the first day and each subsequent day of an unscheduled absence and they must indicate the reason and probable duration of the absence. Excessive absenteeism or any absence without notice, will result in disciplinary action, up to and including termination.
     B) Rest and Meal Periods
          1) Non-exempt employees are required to take one 10 minute rest period for each 4 hour period worked. FPCBR will advise employees of the regular rest period length and schedule. To the extent possible, rest periods will be provided in the middle of work periods. This time is counted and paid as time worked. Non-exempt employees who are scheduled to work five hours or more in a day are required to take a 1 hour meal period each workday. Employees will be relieved of all active responsibilities and restrictions during meal periods, and will not be compensated for that time. FPCBR will schedule meal periods to accommodate operating requirements.
      C) Open Door Policy
          1) FPCBR believes in an open door policy. Employees are encouraged to see their supervisor and/or the Ministry Executive of FPCBR with questions relating to their employment. Employees may also exercise their privilege of requesting a meeting with the Personnel Committee. Employees may use this open door policy without fear of retaliation. (See Grievance Procedure).
      D) Prohibition Against Smoking 
          1) FPCBR has determined that the creation of a smoke-free work environment is in the best interests of its employees. Based on this determination, smoking is absolutely prohibited inside the work place or on the church campus.
      E) Drug and Alcohol Policy
          1) Drug and alcohol use is highly detrimental to the workplace and to the efficiency and productivity of FPCBR. The use, possession, distribution, and/or sale of drugs or alcohol, or being under the influence of drugs or alcohol, is strictly prohibited while on duty, while on FPCBR's premises, or while operating a vehicle owned or leased by FPCBR. Violation of this policy will result in disciplinary action, up to and including termination. Employees have the responsibility to report any drug, alcohol or controlled substance situation which affects the workplace. 
          2) If there are reasonable grounds for suspecting that an employee is in violation of this policy, FPCBR has the right to require a drug and alcohol test at its own expense. In addition, any employee involved in an on-the-job accident or injury may be required to submit to a drug and alcohol test.  The employee may be suspended pending the availability of the test results. FPCBR will notify the employee of the results of any tests that are positive for any substance included in the procedure. Any employee in violation of this policy will be subject to discipline, up to and including termination. An employee who refuses to cooperate in the testing process described in this policy will be subject to disciplinary action, up to and including termination
      F) Housekeeping
          1) Employees are expected to keep their work areas clean and organized. Employees must immediately clean up any liquid or debris from the floor. Common areas such as lunch rooms and rest rooms shall be kept clean. Employees must clean up after meals and dispose of trash properly, including stale food in refrigerators.
      G) Parking
          1) Employee vehicles must be parked in designated areas, if space permits. FPCBR is not responsible for any loss or damage to employee vehicles or contents while parked or while on FPCBR business.
      H) Safety
          1) Every employee is responsible for safety. To achieve our goal of providing a completely safe work place, everyone must be safety conscious. Employees should report any unsafe or hazardous condition to the Ministry Executive or his/her designate. Every effort will be made to remedy problems as quickly as possible. In case of an accident involving a personal injury, employees should notify their supervisor immediately.
      I) Non-Fraternization
          1) FPCBR desires to avoid misunderstandings, complaints of favoritism, possible claims of sexual harassment and the employee morale and dissension problems that can result from romantic relationships between employees. Accordingly, supervisors and non-supervisors are prohibited from becoming romantically involved with each other. Further, FPCBR reserves the right to evaluate the employment status of any two employees who are involved in a romantic relationship if FPCBR believes the relationship creates a potential conflict of interest, causes disruption, creates a negative or unprofessional work environment, or presents concerns regarding supervision, safety, security or morale.
      J) Anti-Violence Policy
          1) FPCBR is committed to providing a workplace that is free from violence. In keeping with this commitment, we have established a policy that provides "zero tolerance" for actual or threatened violence against co-workers, visitors, and/or any other persons who are on our premises or have contact with our employees in the course of their duties. Security and safety in the workplace is every employee's responsibility. It is essential that every employee understand the importance of workplace safety and security. Compliance with this anti-violence policy is a condition of employment. Every verbal or physical threat of violence must be treated seriously and reported immediately to a supervisor. FPCBR will investigate the matter and will take any and all appropriate corrective action. Employees who threaten, engage in, or contribute to violent behavior will be subject to disciplinary action, up to and including termination.
      K) Whistleblower Protection
          1) No employee is ever expected, encouraged or allowed to violate any law when conducting FPCBR business. Employees must promptly report any suspected violations of laws or violations of ethical standards to the Executive Presbyter. FPCBR will not take any adverse employment action against any employee who engages in any such legally protected "whistleblower activity."
  
  VIII)   PROGRAM STAFF PARTICIPATION IN CHURCH ACTIVITIES BEYOND THE LOCAL CONGREGATION.
      A) Non-Remunerated Activities (service on Presbytery, Synod and G.A. committees, councils, etc. attendance at governing body meetings, participation in other denominational, ecumenical and parachurch activities.)
          1) Full-time program staff members are encouraged to participate in such responsibilities and activities.  Before assenting to such responsibilities and activities, the opportunity should be discussed with the staff member’s supervisor, looking carefully at the amount of time involved, and the opportunity for making a useful contribution.  Normally, all such activities should not demand more than an average of 8 hours/month including travel time, though special opportunities for involvement may require more.  Involvement beyond that level of time commitment should be approved by the pastor or Ministry Executive and reported to the Personnel Committee.

      B) Remunerated Activities (ministry engagements such as conferences, retreats, and preaching in worship services, but not including weddings, funerals, and music performances.)
          1) As an encouragement to ministry outside of the local church, full-time program staff members may spend up to one week, or 40 hours including travel time, per year in remunerated ministry engagements.  The employee’s supervisor should approve each such commitment.  A staff member may spend time in such responsibilities in excess of one week, but such commitments should be on the staff member’s own time (vacation days or days off).  A report should be made to the Personnel Committee for review.
      C) Program staff members should not receive an honorarium for speaking engagements which are part of the program of First Presbyterian Church. Nothing in this section is to be applied to part-time unordained program staff members.  It is assumed that all participation in church activities beyond the local congregation, whether remunerated or unremunerated, will be on their own time.

  IX) NO SOLICITATION POLICY
      A) In order to avoid disruption of FPCBR's operations, the following rules shall apply to solicitations and distribution of literature on FPCBR property. Employees of FPCBR may not solicit during working time for any purpose. Working time includes the working time of both the employee doing the soliciting and distributing and the employee to whom the soliciting or distributing is being directed. Working time does not include break periods, meal periods, or any other specified periods during the workday when employees are properly not engaged in performing their work tasks. Persons who are not employed by FPCBR may not solicit or distribute literature on FPCBR property at any time for any purpose.

  X) EMPLOYEE ABSENCES
      A) An annual report of all absences listed below shall be made to the Personnel Committee at the time of the annual review.
          1) Absence Due to Illness
              (a) In the case of illness of a Support Staff employee, the employee shall notify his supervisor of such illness or inability to work by 8:00 a.m. on the morning of the first day of absence.  The length of time, during which absence may be allowed, without affecting the pay of the employee, is covered in the illness benefits program as discussed hereinafter.
      B)  Maternity Leave
          1) Women who wish to apply for maternity leave should make application to the Personnel Committee at least six weeks before leave is expected to take place.  Normal leave begins on the date specified by a doctor’s statement and lasts up to 6 weeks.  The employee can return to work after a release by the doctor is obtained.  Sick leave and vacation pay can be used during the maternity leave; the remaining leave will be without pay.
      C) Death in the Immediate Family
          1) In the case of death of a member of the immediate family (spouse, parent, child) any employee is paid for the absence for scheduled work for a period not to exceed one (1) week.  Definite arrangements on such matters shall be made with his/her supervisor.
      D) Absence Due to Death of Relative  Other than Immediate Family
          1) In the case of death of a relative other than the immediate family, the employee may be allowed an absence for a period of two (2) working days, if this much time is required and if such absence is approved by the employee’s supervisor.
      E) Jury Duty
          1) An employee is paid for the time absent on Jury or witness duty.  The employee retains any payments received from the government for such service.  If the employee’s services as a juror or witness are not required for the entire day, he/she is expected to report at the Church for the remainder of the day.  He/she is also expected to report for work on any regularly scheduled workday when the court is closed.
      F) Absences for Personal Business
  It is occasionally necessary for an employee to be absent from work briefly for personal reasons.  Such absences may be arranged by securing, in advance, the approval of the employee’s supervisor.  Absences of longer than one day need approval also of the Pastor and Ministry Executive.  In the case of Support Staff, any absence for personal business in excess of one day shall be debited against vacation time.  Excessive absences are discouraged, and absences not arranged in advance shall result in reduction of pay, except where determined otherwise by the supervisor.
      G) Absences – Extended Leave
  Should the occasion arise when an extended leave of absence without pay is requested by members of the Church staff due to personal business, extended illness in family, etc., requests for such leaves must be approved the Personnel committee.
      H) Calendar of Absences
  The Ministry Executive shall maintain a calendar of absences due to vacation and study leave before the fact for all Staff indicating the type of absences.  This record of absences shall be kept on file after the fact by the Church Accountant in the Personnel files of each staff member and shall be available for review by the Personnel Committee prior to annual evaluations.
      I)  Holidays Observed
          1) Employees are to be paid for the following holidays:
              (a) Mardi Gras  Labor Day Christmas Day  Good Friday Thanksgiving Day ½ Day New Year’s Eve       Memorial Day Day after Thanksgiving New Year’s Day   Independence Day  ½ Day Christmas Eve

          2) Holidays Falling on Weekends or Vacation
              (a) In the event one of these holidays falls on a Saturday, the Pastor or Ministry Executive, will close the offices either on Friday or Monday.  If the holiday falls on Sunday, the offices will normally be closed the following Monday.  In the event a holiday falls during the vacation period of an employee, he will be given another day as soon thereafter as practical.  Holidays shall not be accumulative.  The program of the Church frequently necessitates a skeleton organization on these holidays.  When it is necessary for an employee to work on a holiday, his supervisor shall arrange time off immediately following the holiday.

  XI) VACATION
      A) A vacation is granted each calendar year to employees who work half time or more.  Vacation may not be carried from year to year, and is not paid if not taken.  Vacation may be taken at any time during the calendar year in whole or in part, but is accrued proportionately each pay period.  When an employee leaves, any vacation accrued but not used will be added to the final paycheck, any used but not accrued will be deducted.  Employees are to indicate their vacation preference as early as possible to their supervisor.  Conflicts in requested vacation times shall be resolved on the basis of length of service and the needs of the church.  Eligible employees are entitled to vacation as follows:
          1) Pastor and Ministry Executive – Four (4) weeks vacation.
          2) Associate Pastors – Four- (4) weeks vacation.
              (a) It is the policy of the Church to have one (1) pastor in attendance at all times except where specifically approved otherwise by the Session.  All vacation dates must be approved in advance by the employee’s supervisor.
     B) All non-Ordained Program, Professional and Support Staff Members with less than five (5) years are eligible for two (2) weeks vacation, during each calendar year.  During an initial partial calendar year, vacation will be prorated.  All Non-Ordained Program, Professional and Support Staff members who have been on continuous service for more than five (5) years are eligible for three (3) weeks vacation.
      C) All employees hired prior to May 18, 1998, whose vacation benefits would be reduced by the May 18, 1998 vacation policy changes will continue to receive the same vacation benefits they had prior to that date.  (I.e., Program and professional staff - 3 weeks vacation during each calendar year and 4 weeks after 5 years of continuous service.  Support Staff – 2 weeks vacation during each calendar year, 3 weeks after 5 years, 4 weeks after 10 years.)

  XII) STUDY LEAVE
      A) All full-time Program Staff employees shall have two (2) weeks study leave per year, which may be accrued, from year to year up to three years (six weeks).  Study leave plans must be approved in advance by the employee’s supervisor and Pastor or Ministry Executive.  The participant shall present an evaluation to his/her supervisor upon return.  Accumulated study leave time or funds are not to be paid on an employee’s departure from employment.
      B) From time to time, Exempt Staff may attend conferences and seminars with the approval of Pastor or Ministry Executive.

  XIII) ILLNESS BENEFITS
      A) Non-Ordained Staff
          1) Church employees who are ill shall receive illness benefits accrued as follows: Each employee shall upon beginning work accrue one (1) day of paid absence.  Each employee then shall accrue additional absence benefits at the rate of one (1) full day of pay for each two (2) months of continuous service.  This accrual shall not exceed 240 hours of sick leave.  The Ministry Executive shall maintain accrual and use records.
          2) After the maximum illness or absence benefits have been used, any vacation earned with the current year may be applied to cover additional illness or absence.  However, after the maximum illness benefits have been used, vacation will be used only at employee’s request.  Under extreme circumstances, the Personnel Committee may grant special sick leave at its own discretion.
          3) This policy is intended to cover only bona fide illness and shall not be convertible to cash upon termination of employee’s service.
      B) Ordained Staff
          1) Absence due to illness shall not interrupt the regular pay of full and part-time Ordained Staff.  At the discretion of the Pastor, Head of Staff, such pay may be continued until the following meeting of the Personnel Committee at which time all absences exceeding two weeks will be reviewed.
  
  XIV) SOCIAL SECURITY CONTRIBUTION BY THE CHURCH
      A) The Church contributes its employer’s share of Social Security tax as required by the law for all employees who are eligible for Social Security benefits.  The employees share will be withheld from his salary.

  XV) EMPLOYEE REVIEWS
      A) Annual Goals
          1) By the end of January each member of the Pastoral and Program staff shall have met with his/her supervisor to set goals for the current year.  During July, the goals shall be evaluated and progress noted.  This evaluation will be submitted to the Personnel committee as part of the annual performance review process.  The goals will again be reviewed before new goals are set the following January.
      B) Annual Reviews
          1) Each supervisor shall prepare an Annual Performance Review and Evaluation of all personnel reporting to him.  Any increases in salary, which the supervisor believes are merited due to increased employee merit or increased job responsibility, shall be developed as to amount and recommended to the Personnel Committee for their consideration.  The Personnel Committee shall then make a final recommendation to the Budget Committee. Before the budget process is begun, the Personnel Committee will review the Annual Performance Review and Evaluation of each employee.

  XVI) STANDARDS OF CONDUCT
      A) FPCBR requires order and discipline to succeed and to promote efficiency, productivity, and cooperation among employees. For this reason, it may be helpful to identify some examples of types of conduct that are impermissible and that may lead to disciplinary action, up to and including termination. Although it is not possible to provide an exhaustive list of all types of impermissible conduct and performance, the following are some examples:
          1) Unsatisfactory performance.
          2) Insubordination, including improper conduct toward any supervisor, or refusal to perform tasks assigned by any supervisor in the appropriate manner.
          3) Possession, distribution, sale, use or being under the influence of alcoholic beverages or illegal drugs while on FPCBR property, while on duty, or while operating a vehicle or equipment leased or owned by FPCBR.
          4) Release of confidential information about FPCBR and/or its employees.
          5) Theft or unauthorized removal or possession of property from FPCBR, fellow employees or anyone on FPCBR property.
          6) Unauthorized personal use of FPCBR's electronic systems.
          7) Altering or falsifying any time-keeping record.
          8) Falsifying or making a material omission on an employment application, expense report, or any other FPCBR document or record.
          9) Absence for three or more consecutive work days without notice to the employee's supervisor, unless a reasonable excuse is offered and accepted by FPCBR.
          10) Misusing, destroying or damaging property of FPCBR, an employee or a visitor.
          11) Fighting on FPCBR property or engaging in threatening and/or violent behavior.
          12) Bringing dangerous or unauthorized materials, such as explosives, firearms, weapons, or other similar items on FPCBR property.
          13) Violations of FPCBR policies.

  XVII) DISCHARGE OF EMPLOYEE
     A) No employee may be released by discharge without the concurrence of the Personnel Committee.  Any employee released from the payroll for cause may be given two weeks pay in lieu of notice at the discretion of the Director of Church Administration.

  XVIII) SEVERANCE ALLOWANCE ELIGIBILITY
      A) A regular employee released from the payroll for reasons other than for cause is eligible to receive a severance allowance based on his length of continued service.  The purpose of this severance allowance is to provide financial assistance to employees while they are seeking other employment.  Severance allowance shall be recommended to the Session by the Personnel Committee on a case by case basis.  The minimum severance allowance shall be two weeks pay.  Additional severance allowance may be computed in the following manner:
          1) 1/6 of a week’s pay for each four (4) months of service.  The maximum severance allowance shall be four (4) weeks pay.  Employees who resign are not ordinarily paid a severance allowance.  These employees receive pay through the last day worked.
          2) No sick leave, study leave, illness benefits, or vacation earned shall be construed as being accrued for payment under any severance allowance eligibility. 

  XIX) HANDLING MONEY AND PROPERTY
      A) Payments and Contributions--Normally all payments and contributions should be given directly to the Church Accountant and should not remain in the custody of the employee.
      B) Valuables in Desk--No money or other valuables, either personal or belonging to the Church should be left on or in the desks in the office.  All staff members are advised that burglar insurance does not cover personal property of the staff members.
      C) Loans from the Church--As a matter of policy, the Church will not make a loan to any member of the Church staff without the approval of the Session.
      D) Borrowing Church Property--No staff member may remove Church property from the premises without authorization by the Ministry Executive.

  XX) INSPECTION OF PROPERTY
      A) All FPCBR's desks, file cabinets, office equipment, vehicles, electronic systems, computers and the like are the sole property of FPCBR. These items, as well as any contents, effects, documents or articles contained therein, may be inspected by any supervisor and/or security personnel designated by FPCBR, at any time and for any reason, with or without advance notice. Accordingly, employees should not have any expectation of privacy in these items. If employees have items of a personal nature that they wish to keep private, do not keep them at work. Any employee who fails to cooperate in any such inspection will be subject to disciplinary action, up to and including termination. FPCBR is not responsible for articles left on or in any FPCBR property that become lost, damaged, stolen or destroyed.
      B) Any supervisor, and/or security personnel designated by FPCBR has the authority to inspect any packages, bags, knapsacks, or other articles on FPCBR's premises in the possession of any employee. Employees who wish to avoid such inspections should refrain from bringing such articles onto FPCBR premises.

  XXI) GROUP HEALTH INSURANCE
      A) Every employee (except for those classes listed below) who works 30 hours a week or more will be covered by the Major Medical Benefits Plan of the Benefits Plan of the Evangelical Presbyterian Church (EPC).  The church will pay the full premium necessary for participation.  This includes spouse and dependent coverage.  An employee through salary deduction may also purchase additional optional benefits.
      B) The following categories of employees shall not be covered by the EPC Benefits Plan:
          1) Non-ordained employees who work less than 20 hours per week.  (Between 20 and 30 hours is negotiated with the employee.)
          2) Employees of the Mother’s Day Out Program.
  
  XXII) DISABILITY AND DEATH BENEFITS
      A) The Disability and Death Benefits of the Benefits Plan of the Evangelical Presbyterian Church (EPC) will cover every employee who works 30 hours a week or more.  The church will pay the full premium necessary for participation.

  XXIII) RETIREMENT PLAN
      A) Any non-ordained employee who works 20 – 30 hours a week may be enrolled in the Retirement Plan of the Evangelical Presbyterian Church (EPC) if he or she and the church agree that it should be part of the employee’s compensation package and the employee has been employed here for 3 years.  The church will pay the full premium (11%) and the employee will be fully vested.
      B) After three years of employment, participation for employees working more than 30 hours a week is mandatory.  The church will pay the full premium (11%) and the employee will be fully vested.
      C) Immediate participation is mandatory for ordained employees and the premium must be paid in full by the church.

  XXIV) SEXUAL HARASSMENT
      A) Scope--This policy guide establishes the standards and responsibilities for lodging a sexual harassment complaint and resolving sexual misconduct issues at First Presbyterian Church.
      B) Policy--It is the policy of First Presbyterian Church of Baton Rouge to maintain a work environment that is free from all forms of discrimination and inappropriate conduct, which can be considered harassing, coercive, or disruptive.  Employees are expected to be treated with dignity, respect, and courtesy.
          1) First Presbyterian Church of Baton Rouge will not tolerate any form of Sexual Harassment.  No employee should be subject to unsolicited and unwelcome sexual overtures or conduct, either verbal or physical.   Sexual harassment does not refer to occasional compliments of a socially acceptable nature.  It refers to any unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually-oriented conduct, which is offensive or objectionable to the recipient, including but not limited to: epithets; derogatory or suggestive comments, slurs or gestures; and offensive posters, cartoons, pictures, or drawings.
          2) An employee has the legal right anytime to raise the issue of sexual harassment without fear of reprisal.
          3) Responsibilities--It is the responsibility of each member of the pastoral and program staff, and church administrator to make sure that their reports have been informed of the church policy.  Employees who have concerns should report such conduct to either their immediate supervisor, the Ministry Executive or to the chairman of the personnel committee.  All complaints will be thoroughly investigated.  The Ministry Executive will provide guidance and assistance in proper handling of any allegations.
      C) Procedures
          1) An employee who believes he or she has been sexually harassed by another employee as defined above is expected to report a complaint with his/her supervisor, Ministry Executive, senior pastor, or chairman of the personnel committee immediately.  (That decision should be determined by the employee’s level of comfort with these individuals.)  In all cases, the Ministry Executive and pastor should be notified.
          2) After notification of the employee’s complaint, a confidential, impartial investigation will begin immediately to gather all facts about the complaint.
          3) After the investigation has been completed, the Personnel Committee will take appropriate action to remedy the inappropriate conduct.  If warranted, disciplinary action will be taken, up to and including involuntary termination.
      D) Conduct-Although there is no absolute definition of conduct which constitutes sexual misconduct or harassment in every case, all employees are asked to conduct themselves reasonably in accordance with the guidelines set forth above.  First Presbyterian Church will not tolerate any conduct, which fails to comply with the letter and spirit of these guidelines.

  XXV) GRIEVANCE PROCEDURE
      A) FPCBR has established a formal grievance procedure to allow employees an opportunity to voice any concerns they may have. The purpose of this policy is to provide an avenue for the identification and solution of differences between an employee and FPCBR regarding wages, hours, working conditions, or other work-related issues. The following steps are provided all employees for the settlement of a grievance:
          1) Step One:  Employees should first raise any problem or grievance verbally with their immediate supervisor within 3 days of the incident or occurrence that gives rise to the problem. If the grievance is with the employee's immediate supervisor, the employee may bypass this step of the grievance procedure.
          2) Step Two:  If a grievance is still not settled, employees should file a formal written grievance with the Ministry Executive within 3 days of the meeting with their supervisor, or within 3 days of the incident if the grievance is with the employee's supervisor.
          3) Step Three:  If a grievance is still not settled, employees should file a formal written grievance with the Chair of the Personnel Committee within 3 days of the meeting with their supervisor, or within 3 days of the incident if the grievance is with the employee's supervisor or the Ministry Executive.
          4) FPCBR will review the grievance and provide the employee with a prompt response.
          5) FPCBR will take appropriate remedial action to address the problem when it is warranted under the circumstances. Employees will not be retaliated against in any way for using this grievance procedure.

  XXVI) EXPENSE REIMBURSEMENT POLICY (Session 12/9/96, 2/28/00)
      A) Statement of Purpose
          1) It is the policy of the First Presbyterian Church of Baton Rouge that any employee who incurs expenses directly related to the performance of his or her duties, which are reasonable under the circumstances, should be reimbursed for such costs.  However, since all employees have a duty to be good stewards of the church’s money and in order to avoid the appearance of any impropriety, it is expected that all employees will follow the provisions of this expense policy and exercise the utmost prudence and good judgment in making decisions.  In general, in order to be reimbursable, all expenses should be both reasonable and necessary under the circumstances.
          2) As explained in more detail herein, nothing in this policy is intended to supersede the church’s existing rule that all expenses must be charged to a specific budget category which has sufficient unencumbered funds therein to cover this cost.  Similarly, in the case of expenses to be charged to one or more of the churches special funds, all of the approval requirements applicable to each fund must be met.
      B) General Expenses
          1) Expenses directly related to the performance of an employee’s duties, which are reasonable, and necessary under the circumstances shall be paid or reimbursed to an employee out of church funds, if available.
      C) Travel Expenses
          1) Employees are expected to use prudent judgment regarding the necessity for travel.  Additionally, when a variety of means of transportation are available, employees are expected to select the most appropriate means of travel under the circumstances.  Specifically, consideration should be given to the relative cost of alternate means of transportation balanced against the time constraints thereof.
          2) Church-Owned Vehicles  
              (a) Employees are permitted to use the church’s vehicle, when appropriate and subject to availability, for travel directly related to church business.  However, no employee is permitted to use a church-owned vehicle for personal transportation needs. Employees are reminded that they must comply with all applicable regulations adopted by the Session when using church-owned vehicles.
          3) Air Travel
              (a) All employees are expected to use reasonable efforts to obtain the lowest available airfares, including travel agents, Internet or other sources.
              (b) When options exist, employees are encouraged to compare the cost of direct flights to those, which involve one or more stops or connecting flights to determine if significant savings can be achieved without unduly lengthening the travel time.  For distant travel, New Orleans departures should be considered.  Additionally, employees are encouraged to make airline reservations as far as possible in advance of scheduled travel in order to take advantage of any discounts.  Similarly, consideration should be given to the possibility of taking advantage of standard industry travel discount plans (such as discounts when travel over a Saturday night is involved) so long as the increased (other) costs of doing so do not outweigh the savings.  Likewise, employees are encouraged, when reasonably possible, to take advantage of any savings available through group rates or discounts arranged or offered by the sponsors of any meeting or other organized events.
              (c) All employees are expected to travel in “coach” or “economy” class.  However, upgrades will be paid when exigent circumstances, such as unanticipated changes in travel plans or delays occur and the additional cost is reasonable, in light of the need to reach a destination as well as the additional cost of lodging if travel is delayed.
              (d) All “frequent flyer” points, discounts and other non-cash consideration paid or provided by an airline (or its business affiliates) shall belong to the individual employee, without any obligation to account to the church for such benefits.  However, all employees are expected to make decisions based solely upon what is in the best interest of the church.
              (e) It is expected that only commercial aircraft will be utilized for travel purposes.  However, charter aircraft can be used when exigent circumstances exist and the cost thereof is reasonable.
          4) Lodging
              (a) Employees are expected to take advantage of dormitory housing and other facility or sponsor-arranged accommodations when available in connection with a meeting or other organized event.  When such housing is not offered or available, employees are expected to use discount and/or moderately priced hotels when available.  Further, ordinary rooms rather than suites and luxury accommodations should be utilized unless good cause exists otherwise.
              (b) Employees are not required to share individual rooms although such should be considered when appropriate, in order to reduce costs.
              (c) Employees are expected to use reasonable efforts to timely cancel any rooms which have been guaranteed for late arrival if a change in travel plans occurs.
          5) Car Rentals
              (a) In selecting ground transportation, employees should be cognizant of the relative cost of taxis vs. rental cars.  Employees are reminded that to the cost of rentals, tax, gas and parking must be added.  Unless specific needs dictate otherwise, such as a number of people traveling together, the preferred choice is rental of an intermediate size vehicle.  Luxury vehicles should not normally be utilized.
              (b) For rentals within the United States, employees are instructed not to purchase, at the church’s expense, any optional insurance coverage, such as collision damage waiver because the church has insurance coverage for such risks (and has decided what level of risk it will self-insure).  Before renting a vehicle outside of the United States, employees are expected to verify that their automobile policy provides coverage in that country and, if necessary, obtain public liability automobile insurance with limits of not less than $100,000 per person and $300,000 per accident for bodily injury and $50,000 for property damage.  Employees may also purchase, at the church's expense, optional insurance coverage, such as collision damage waiver, for rentals outside of the United States.
          6) Taxis and Other Local Transportation
              (a) Employees may use taxis for transportation to and from meetings and other activity sites, airports and hotels when appropriate and necessary in connection with church business.
          7)  Personal Vehicle Use
              (a) Employees may use their personal vehicles for travel on church business.  However, consideration should be given to the cost of alternate forms of transportation, such as air travel, so that the most economical means, under the circumstances, is normally utilized.
              (b) Employees will be reimbursed for the cost thereof by use of the mileage allowance then prescribed by the Internal Revenue Service (as the highest allowance for automobile costs which is presumed not to constitute income to a taxpayer).  Currently this allowance is fourt eith and a half cents per mile- 48.5) The mileage allowance covers all costs (i.e. the employee should not be reimbursed for capital costs, gasoline, maintenance, repairs, and insurance) except parking and tolls.  Employees are expected to maintain accurate records of the number of miles driven on church business.
      D) Meals and Entertainment
         1) When a church meeting or other activity or travel occurs during meal times or other circumstances make it appropriate, employees may incur reasonable expenses for themselves and, according to the circumstances, others to obtain meals.  If the purpose of the mealtime is church business or pastoral counseling, whether the employee treats or goes Dutch the cost of the meal is considered a business expense.  If the meeting or other activity is one being held at the church, employees are encouraged to utilize the services of the church’s kitchen, when available.
      E) Spouse and Family Expenses
          1) Employees are permitted to have spouses and family members accompany them on travel as well as at meals and entertainment events held locally.  However, unless the presence of such persons is directly related to the accomplishments of church business, the cost directly attributable to such persons, such as airline tickets and meals is to be borne by the employee.  However, the employee need not prorate common expenses such as the vehicle mileage allowance or hotel charges (unless additional rooms are rented).
          2) In recognition of the fact that many church activities take place during the evenings and on weekends and otherwise require an employee to work at times outside of his or her normal work hours, the church will reimburse employees for the reasonable expense necessary to obtain child care (i.e., “baby sitting”) services when incurred either at times other than during the employee’s regular work hours or in connection with an employee’s travel.  However, employees are encouraged to first attempt to obtain such services through friends or family at no charge to the church.
      F) Books and Periodicals
          1) It is the policy of the church to pay or reimburse employees for the purchase of books and periodicals used in the employee’s work for the church (such become the property of the employee even though the church pays for them as a business expense).
      G) Miscellaneous Expenses
          1) In addition to the foregoing, it is the policy of the church to pay or reimburse employees for all incidental expenses, which are directly related to the church’s objectives so long as such expenses are reasonable and necessary under the circumstances.  Examples include conference, convention and seminar admission, charges, tips and other gratuities, laundry and valet services, parking, currency conversion charges, traveler’s cheque fees, and long distance telephone charges.  In addition to long distance telephone charges incurred for church purposes, employees many make personal calls to spouses and or family members, reasonable in number and duration, while traveling on church business.
          2) If an employee stays in a private home while traveling on church business, the church has no obligation to pay the costs which would have been incurred had the employee stayed in a hotel and eaten meals in a restaurant.  Nevertheless, in recognition of the savings generated by taking advantage of such offers, the church will reimburse the employee for the reasonable cost of any meals provided to the host or hostess or other similar expressions of gratitude, so long as the cost thereof is reasonable and appropriate under the circumstances.
          3) The church will not reimburse employees for insurance policies obtained in connection with specific travel, such as flight insurance and theft insurance and other accidental coverage.   Employees are responsible for all of their personal property as well as any cash or other church property taken on trips.  The church has no obligation to pay or otherwise compensate employees for any loss, which occurs during travel.
      H) Reporting Requirements
          1) Employees are expected to submit receipts and such forms as the church may require documenting all travel, meal, and entertainment expenses.  Employees are encouraged to submit such reports and documentation as soon as possible and are required to do so within sixty days from the date such is incurred.   Employees are to provide a reasonably detailed explanation for each item, which includes, together with an explanation of the business purpose of the expense and the business relationship of each person for whom expenses were incurred, separately for each trip or occurrence (or on a day-by-day basis).  Employees may be required to complete such forms as the church, in its discretion, may require and to obtain the signature of his or her supervisor indicating approval of the expense.
          2) If a receipt is not available (such as for mileage) or is lost, alternate proof of the amount may be submitted and, if satisfactory, undocumented expenses may be reimbursed.  An explanation of why a particular receipt is not attached should be included in the request for reimbursement.
          3) Employees are reminded that all expenses must be charged to a specific budget category (or other fund) in accordance with the church’s then existing policy.  Since Session approval is required in order to increase budget amounts, employees are encouraged to verify, in advance, that sufficient funds are available in the appropriate budget category or cover the cost to be incurred and that the necessary approval can be obtained.  Otherwise, employees risk not being reimbursed for expenses, which have been incurred.
      I) Payments and Reimbursements
          1) When sufficient time exists, employees may have the church directly pay expenses (which meet the requirements of this policy and have been approved).  Likewise, employees may request a cash advance to cover anticipated expenses plus a reasonable amount to cover unanticipated expenses.  Employees are expected to satisfactorily account for all advances and return all unused funds promptly upon their return, which should, normally be within five working days.  Employees may also be reimbursed for expenses after they have been incurred.
      J) Expense Account Reviews
          1) Each staff member will continue to draw against his/her expense allowance for approved expenditures for legitimate business as outlined in this policy.
          2) The Personnel Committee will review staff expenses account usage annually.  In July of each year as part of the annual budget preparation, the Committee will review each individual expense account usage and make appropriate adjustments.
      K) Exceptions
          1) As with any policy which is based upon discretionary standards, the possibility exists that different interpretations will be given over time to seemingly similar situations such that, in one case, certain expenses are reimbursed while in another they are not.  Likewise, the church may make exceptions from time to time and pay expenses or losses, which are not normally covered under the terms of this policy.  Employees are hereby notified that the church specifically retains the authority to make all decisions, including such exceptions as it deems appropriate, and nothing herein shall be construed to create a contractual obligation in favor of any employee.  Nor shall any waiver or exception (or series of waivers or exceptions) be considered to create a custom, expectation of payment or to constitute an assumption of any liability on the part of the church to pay for such expenses or losses in any other case.
          2) Employees are further notified that one of the fundamental purposes of this policy is to create an “accountable” expense plan, which will protect the church’s employees from situations where they are unnecessarily taxed for expenses incurred for church-related activities.  As such, the church reserves the right to amend this plan at any time and to interpret the discretionary provisions of this policy in light of that purpose as well as in accordance with all applicable requirements and guidelines of the Internal Revenue Service (including future changes).

  XXVII) TELEPHONES AND MAIL
      A) FPCBR's telephone and mail systems are intended for business use. Emergency or necessary personal calls should be made during break periods or the lunch break whenever possible.  Supervisors have the right to monitor the frequency of personal calls and advise the employee of inappropriate number or duration of personal calls. No personal long distance calls or personal mailings are to be charged to FPCBR.

  XXVIII) ACCESS TO ELECTRONIC SYSTEMS
      A) FPCBR's electronic systems, including computers, e-mail, telephones, facsimile machines, pagers, voice mail, and the like are an important asset of FPCBR, and have been installed at substantial expense to facilitate business dealings and communications. All such electronic systems, whether used entirely or partially on FPCBR's premises or with the aid of FPCBR equipment or resources, must remain fully accessible to FPCBR and will remain the sole and exclusive property of FPCBR.
      B) As such, employees should not maintain any expectation of privacy with respect to information transmitted over, received by, or stored in any electronic systems owned, leased, or operated in whole or in part by, or on behalf of, FPCBR. FPCBR retains the right to gain access to any information received by, transmitted by, or stored in any such electronic systems, by and through its agents, employees, or representatives, at any time, either with or without an employee's or third party's knowledge, consent or approval. Employees should advise non-employees about this policy when engaged in electronic communications with non-employees.

  XXIX) INTERNET, E-MAIL, AND ELECTRONIC COMMUNICATIONS
      A) FPCBR has established this Internet, e-mail, and electronic communications policy in an effort to make certain that employees utilize electronic communications devices in a legal, ethical, and appropriate manner. FPCBR has devised this policy in a manner that addresses FPCBR's legal responsibilities and concerns regarding the fair and proper use of all electronic communications devices within the organization.
      B) This policy extends to all features of FPCBR's electronic communications systems, including but not limited to computers, e-mail, connections to the Internet and World Wide Web and other internal or external networks, voice mail, video conferencing, facsimiles, pagers, and telephones. Any other form of electronic communication used by employees currently or in the future is also intended to be encompassed under this policy.
      C) FPCBR's policy against unlawful harassment, including sexual harassment, extends to the use of computers, the Internet, and any component of the communications systems. In keeping with that policy, employees should not use any electronic communications device in a manner that would violate that policy. For example, employees may not communicate messages that would constitute sexual harassment, may not use sexually suggestive screen savers, and may not store, receive, or transmit pornographic, obscene, or sexually offensive material or information. FPCBR's anti-discrimination policies also extend to the use of the communications systems. Employees who use electronic communication devices in any manner that violates FPCBR's anti-discrimination policies will be subject to disciplinary action, up to and including termination.
      D) Employees may not use any electronic communications device for a purpose that is found to constitute, in FPCBR's sole and absolute discretion, a commercial use that is not for the direct and immediate benefit of FPCBR. Employees may not use any electronic communications device in a manner that violates the trademark, copyright, or license rights of any other person, entity, or organization. Employees may not use any electronic communications device in a manner that infringes upon the rights of other persons, entities or organizations to proprietary or confidential information. Employees may not use any electronic communications device for any purpose that is contrary, either directly or indirectly, to the interests of FPCBR or for any purpose that creates an actual, potential or apparent conflict of interest with FPCBR.
      E) Employees who violate any aspect of this policy or who demonstrate poor judgment in the manner in which they use any electronic communications device will be subject to disciplinary action, up to and including termination. Employees should advise non-employees about this policy when engaged in electronic communications with non-employees.

  XXX) CONFLICT OF INTEREST POLICY
      A) Employees are expected to devote their best efforts, energies, and loyalty to the business of FPCBR. Due to the importance of this requirement, FPCBR prohibits any outside employment or other activities or relationships that create any actual or potential unlawful conflict of interest. Employees are encouraged to raise any questions regarding specific activities or questions involving this policy with FPCBR before engaging in outside activities or relationships that could violate the policy. Violations of this policy will result in discipline, up to and including termination.

   

   

   

   

   

   

   

   

   

   

   

   

   

• Job Descriptions

  Session Minutes 2/24/86; 12/16/91; 1/25/93; 5/24/99; 12/13/99; 8/25/03; 3/15/07
  Gerrit Dawson
  Called Full Time Position (Exempt Category)

  TITLE:     Sr. Pastor; Head of Staff
  
  PURPOSE:  To provide a balanced ministry of spiritual leadership and vision casting for the whole congregation.  Position emphasis on preaching, teaching, counseling, planning and staff leadership.

  ACCOUNTABILITY: Accountable to the presbytery, and to the session through the Personnel Committee.

  RESPONSIBILITIES:
   A. Worship:
       1. Preaches:
            a. Outstanding, biblically based sermons that will attract people to an expression of the    Presbyterian/Reformed faith experience from a wide geographical area.
            b. Approximately 60%-70% of the year comprises 32-38 sermon preparations, including   Christmas Eve and Maundy Thursday.
       2. Conducts staff worship preparation meetings and leads worship.
  B. Evangelism: 
       1. Provides leadership to enable fulfillment of the Vision Statement among members of the congregation.
       2.  Participates in leadership for new member preparation and assimilation.
  C. Education and Nurture: Teaches within the life of the church as available.
  D. Pastoral Care:
       1. Provides weekly hospital visitation.
       2. Provides pastoral counseling and services for those in crisis situations.
  E. Stewardship and Planning:  
       1. Provides vision casting to facilitate, with the session, the development of the mission, ministry    and program of the church.
       2. Works, with the session and the Ministry Executive, for the development and use of the resources of the church (human, physical and financial) for maintenance and growth of the mission, ministry and program of the church.
  F. Session:
       1. Moderates the Session every other month.
       2. Provides staff resource for the following departments: Nominating, Congregational Life, Support, Worship, Personnel, Budget; teams: Discovery Class, Stewardship, Session Income Allocation;  Boards: Trustees, Foundation; Task Forces: Task Force for Session assignments.
  G. Administration:
        1. Schedules and conducts weekly staff meetings, and staff prayer meetings.
      2. Supervises the Associate Pastors, Ministry Executive, and Associate Directors of Music Ministry.
      3. Directs the Annual Performance Review and Evaluation for all staff employees, with the Director of Church Administration and the session Personnel Team.
  H. Other Responsibilities:
      1. Administers baptisms, and officiates for weddings, and funerals as requested.
      2. Engages in personal spiritual ministry and evangelism.
      3. Provides leadership and participation in the denomination and the larger church.
      4. Provides staff resource for the Baton Rouge Christian Counseling Center Board of Governors.

  RELATIONSHIPS: Relates to Session and various departments as Session moderator and member of the Session; to the staff as Head of Staff; to the congregation as Sr. Pastor; to the presbytery as continuing member.

  EVALUATION:  The co-pastor, and Director of Church Administration, shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the Moderator of the Personnel Committee shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the  Sr. Pastor which shall be reviewed by the Personnel Team in consultation with the Clerk of Session and a representative of the Session Committees resourced by the Pastor. Performance shall be measured in terms of 1) involvement and training of lay people in leadership and program ministries; 2) personal spiritual ministry and evangelism; 3) the general spiritual health and numerical growth of the congregation.   The Personnel Team shall annually review the adequacy of compensation.

  03/15/07
  Barry Phillips                                                                                 
  Full Time Position (Exempt Category)

  TITLE: Ministry Executive (M.E.)

  PURPOSE: To oversee the design, administration, coordination and execution of all programs and operations of the church as we seek to fulfill our mission of helping others become devoted followers of Christ. In particular, the Ministry Executive seeks to coordinate the work of the program staff in such a way that they are freed for effective, efficient ministry. The Ministry Executive is ultimately responsible for insuring standards of excellence and execution in order that God might be glorified and Christ might be exalted and proclaimed in all that is done.

  RESPONSIBILITIES: 
  A. Operations:  Administration of the overall program of the church in accordance with the mission/vision of the session and Pastor as Head of Staff. Operational responsibilities include but are not limited to the daily functions of church administration including the business office, facilities management, pre-school, human resources, payroll, housekeeping and maintenance.
  B. Program:  Delegation based on specific position descriptions for both ordained and lay personnel as well as program support for ministries and programs regardless of where initiated within the fellowship of the church. In addition, encourage creative origination and himself create an atmosphere conducive to creativity and spontaneity, one that is constantly open to the guidance and leading of the Holy Spirit.
  C. Staff: Ongoing supervision of direct reports, establishing individual and measurable goals and objectives and performing semi-annual performance reviews. The M.E. shall administer a consistent personnel program characterized by specifically defined expectations, measurable goals and objectives and a program for evaluation. Effective communication among staff and between staff and the congregation shall be a primary responsibility, including meeting efficiency and information flow.
  D. Individual: Participate in the life of the church both through the established organization as well as personal involvement through various activities, groups, programs and ministries. Regular participation in worship leadership, the preaching rotation and pastoral duties as delegated by the Pastor.

  RELATIONSHIPS:  Works in close cooperation with the Pastor as Head of Staff. Attends staff meetings and session meetings as scheduled, responds to requests by the session and various departments for information and assistance.

  EVALUATION:  The Pastor, as Head of Staff shall be responsible to direct the Annual Performance Review and Evaluation. Prior to the preparation of the operating budget, the Pastor shall submit a written report of the Annual Review with recommendations concerning the performance of the Ministry Executive which shall be reviewed by the Personnel Department in consultation with a representative of each session department resourced by the M.E. Performance will be measured in terms of (1) the efficient and effective administration of the operations and programs of the church and (2) personal spiritual ministry, preaching and teaching. 

  Session Minutes 12/16/91; 1/25/93; 2/23/98; 12/13/99;05/24/04; 3/15/07
  Richard “Dick” Gates
  Called Full Time Position (Exempt Category)

  TITLE:     ASSOCIATE PASTOR FOR MISSIONS AND PASTORAL CARE

  PURPOSE:  To provide leadership and support for the church’s program and mission in Missions and Pastoral Care for the entire congregation.  To have specific pastoral responsibility for that segment of the congregation which is over 55 years of age and enable the fulfillment of the Vision Statement among them.

  ACCOUNTABILITY:   Accountable to the presbytery, to the Pastor as head of staff, to the Ministry Executve and to the session through the Personnel Department.

  RESPONSIBILITIES:
  A. Mission:
   1. Leads the church as a whole in the global mission outreach, and mission opportunities, and mission
    relationships including but not limited to Annual Mission Conference, the mission budget, and
    International Student Ministry.
   2. Provides staff resource for the session Mission Department.
  B. Pastoral Care: 
   1. Leads the church as a whole in Pastoral Care.
   2. Leads and develops the Stephen Ministry program.
   3. Leads and coordinates the hospital and shut-in ministries of the church including taking communion.      communion to those unable to attend church.
    4. Provides staff resource for the pastoral care ministry of the Diaconate.
   5. Provides staff resource for the Diaconate.
  C. Pastoral Care Responsibility for members over 55 years of age:
   1. Becomes personally acquainted with each member of this group in the church.
  2. Enables fulfillment of the Vision Statement among members of this group in the church:
  a. Implements and monitors opportunities for the ministry and mission of the church for the members, in this group in the church, so that they may be inspired, lead to spiritual growth and awakened to an active outreach to their neighbors.
  b. Develops and resources nurture programs for members of this group in the church, including but not limited to Sunday morning adult classes, small groups, FAS crowd, NOTHY, and Senior Service League.
  D. Other Responsibilities:
   1. Supervises the two Assistant Music Directors and the Organist.
   2. Participates regularly in worship planning and leadership.
   3. Preaches periodically.
   4. Teaches within the life of the church as available.
   5. Administers baptisms, and officiates for weddings, and funerals as requested.
   6. Engages in personal spiritual ministry.
   7. Performs general pastoral duties as assigned by the Pastor.
   8.   Staff Resource to the Worship Committee.
   9.   Develop and Resource the Cluster Ministry.

  RELATIONSHIPS: Works in close cooperation with the Pastor as Head of Staff and the Ministry Executive.  Attends staff meetings and session meetings as scheduled, responding to requests by the session and various committees for information and assistance and reporting on areas of leadership and responsibility.  Relates to presbytery and session as a continuing member.

  EVALUATION: The Pastor, as Head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the Pastor as Head of Staff shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the Associate Pastor which shall be reviewed by the Personnel Committee in consultation with a representative of the Diaconate and each session Department resourced by the Associate Pastor. Performance shall be measured in terms of 1) involvement and training of lay people in leadership and program ministries; 2) personal spiritual ministry; 3) the general spiritual health and numerical growth of this segment of the congregation.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

  Session Minutes 1/25/93; 3/24/97; 2/23/98; 12/13/99, 3/27/00; 4/24/00; 3/15/07; 3/24/08
  Alec Flynt 
  Called Full Time Position (Exempt Category)

  TITLE:  ASSOCIATE PASTOR FOR DISCIPLESHIP AND YOUNG ADULT MINISTRIES 

  PURPOSE: To provide leadership and support for the overall program of the church as a whole for
  Discipleship which includes: Adult Christian Education programming and small groups.  To have specific pastoral care responsibility for that segments of the congregation which is married or single, without children, collegiate through 55 years of age, and enables the fulfillment of the Vision Statement among them.

  ACCOUNTABILITY:  Accountable to the presbytery, to the Pastor, Head of staff and to the session through the Personnel Department.

  RESPONSIBILITIES:
  A. Discipleship:
  1. Directs a teaching ministry that provides rooting and grounding in the faith, leads to the spiritual growth of the membership, awakens them to an active outreach to their neighbors, and enables the fulfillment of the Vision Statement among them.
  2. Coordinates overall program and curriculum planning for Christian Education and Spiritual Formation throughout the life of the church as a whole and:
    a. Develops and coordinates Sunday morning adult education opportunities.
  b. Develops and administers the cluster program for the church as a whole, including recruitment, training, nurture, evaluation, and recognition of leaders.
  c. Develops and coordinates the weekly fellowship program, currently named "Wednesdays".
  d. Provides curriculum resources for the youth and childhood programs in Christian Education.
  3. Teaches within the life of the church as available.
  4. Coordinates congregational involvement opportunities.
   5. Provides staff resource for Session Discipleship Department.
   6. Provides staff resource for the Presbyterian Women.

  B. Pastoral Care Responsibility for Young Adults:
   1. Becomes personally acquainted with each member of this group in the church.
  2    Enables fulfillment of the Vision Statement among young adults:
  a. Implements and monitors opportunities for the ministry and mission of the church for members, of this group in the church, that they may be inspired, lead to spiritual growth, and awakened to an active outreach to their neighbors.
    b. Develops and resources discipleship programs for members of this group in the church.
  c. Develops and directs implementation of outreach strategies for members of this group in the church.

  C. Other Responsibilities:
   1. Participates regularly in worship planning and leadership.
   2. Preaches periodically.
   3. Administers baptisms, and officiates for weddings, and funerals as requested.
   4. Engages in personal spiritual ministry.
   5. Performs general pastoral duties as assigned by the Pastor.

  RELATIONSHIPS: Works in close cooperation with the Pastor as head of staff.  Attends staff meetings and session meetings as scheduled, responding to requests by the session and various departments for information and assistance and reporting on areas of leadership and responsibility.  Relates to presbytery and session as a continuing member.

  EVALUATION: The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the Pastor as Head of Staff shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the Associate Pastor which shall be reviewed by the Personnel Department in consultation with a representative of each session Department resourced by the Associate Pastor. Performance shall be measured in terms of 1) involvement and training of lay people in leadership and program ministries; 2) personal spiritual ministry; 3) the general spiritual health and numerical growth of this segment of the congregation.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

  Session Minutes 5/15/00; 3/15/07
  The Rev. Whitney Alexander
  Called Full Time Position (Exempt Category)

  TITLE:  Associate Pastor for Youth

  PURPOSE: To provide leadership and support for the overall program of the church as a whole, for program and mission to youth in grades 7-12. To have specific pastoral care for youth and their families, and enable the fulfillment of the Vision Statement among them.

  ACCOUNTABILITY:  Accountable to: the presbytery, to the Pastor as Head of Staff, and to the session through the Personnel Department

  RESPONSIBILITIES:
  A. Leadership and Vision:
  1. Develops and implements the youth programs for the purposes of education, nurture, evangelism, fellowship and service
  2. Provides leadership for Church School, evening fellowships, clusters, retreats, conferences and mission opportunities, summer trips and other activities.
    3. Provides staff resource to the session Youth Department prepares and presents monthly financial reports.
  B. Leadership Development:
  1. Recruits, trains, nurtures, encourages, evaluates and recognizes leaders for the Youth Ministry (beginning with their own relationship to Jesus Christ) including, but not limited to: Assistant Youth Leaders, Interns, Bible study leaders and volunteers.
   2.  Develops the leadership initiative of the FPC youth themselves in their own programs, youth councils, and in other ways seeking to encourage, disciple, and counsel them so that their loyalty and love will be directed to the Lord Jesus Christ and to His church.  Most important is that time is spent with our youth individually to reach these goals.
  3. Recruits Church school teachers for Grades 7-12, supervises the curriculum, encourages Sunday School attendance, and develops a challenging educational experience for the students. 
  C. Coordination and Communication for All Programs and Events for Youth Ministry:
   1. Oversees and coordinates programs and activities for youth, 7-12 grades, in the overall church program.
   2. Coordinates parent involvement and adult supervision (on trips, conferences, etc.)
   3. Works cooperatively with music and childhood staff.
  4. Supervises a scholarship program for youth with need of financial assistance to participate in mission opportunities.  Directs the necessary fund raising activities to support the scholarship fund.
  D. Pastoral Care and Outreach for Youth and Their Families:
   1. See to it that someone on the youth staff makes personal contact with each member of the church in this group.
  2. Enables fulfillment of the Vision Statement among youth and their families:
  a. Implements and monitors opportunities for the ministry and mission of the church for members of this group in the church, that they may be inspired, lead to spiritual growth, and awakened to an active outreach to their neighbors.
  b. Develops and resources nurture programs for members of this group in the church.
  c. Develops and directs implementation of outreach strategies for members of this group in the church.
  E. Other Responsibilities:
   1.  Supervises all youth ministry staff including assistant youth directors, interns, and volunteers.
   2. Participates regularly in worship planing and leadership.
  3. Preaches periodically.
  4. Administers baptisms, and officiates for weddings, and funerals as requested.
  5. Engages in personal spiritual ministry.
  6. Performs general pastoral duties as assigned by the Pastor.

  RELATIONSHIPS:  Works in close cooperation with the Pastor as head of staff and the Ministry Executive.  Attends staff meetings and session meetings as scheduled, responding to requests by the session and various departments for information and assistance and reporting on areas of leadership and responsibility. Relates to presbytery session as a continuing member. Relates to the associate presbytery executive for nurture, for resource coordination and service.

  EVALUATION:  The Pastor, as Head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the Pastor as Head of Staff shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the Associate Pastor which shall be reviewed by the Personnel Department in consultation with a representative of each session Department resourced by the Associate Pastor.  Performance will be measured in terms of (1) involvement and training of lay people in leadership and program ministries; (2) personal spiritual ministry; (3) the general spiritual health and numerical growth of this segment of the congregation.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

  
  Session Minutes 12/8/97; 12/13/99; 3/15/07; 1/26/09
  Danny White
  Full Time Position: 40 hours/week (Non-Exempt Category)

  TITLE:  Highschool Co-Director

  PURPOSE:  To assist the Associate Pastor of Youth Ministry to work with the session to plan, develop and supervise Ministry of evangelism and nurture to youth in grades 6 – 12, in accordance with the policies directions of the session Youth Department

  ACCOUNTABILITY:  Accountable to: the Pastor as head of staff through the Assoc. Pastor of Youth Ministry and to the session through the session Youth Department.

  RESPONSIBILITIES:
  A. General
   1. Maintains a deepening walk with Jesus Christ.
   2. Participates in regular intern training and special training events, i.e. Youthworkers Equipping Conference (March every year) and Youth Specialties conferences in the fall
   3. Participates in planning, preparation, implementation, and evaluation of the First Presbyterian Youth  Ministry.
   4. Attends all weekly youth staff meetings.
   5. Attends worship services and supports other church related activities.
  
  B. Specific
  1. To be in regular contact with the youth of First Presbyterian Church and their peers through such outlets as campus visits, attending school activities, sports events, and individual appointments, in order to build and maintain Christ-centered relationships 
   2. Participates in planning and teaching Sunday School as needed.
   3. Develops and lead a small group Bible Study.
   4. Participates in all youth events, i.e. retreats, lock-ins, trips, etc.
   5. Turns in a weekly log of hours.
  
  C. Time Commitment includes:
     Contact work, football games on Friday nights, etc
    Leadership meetings  usually Tuesday afternoons
    Sunday School, Small Groups, Cross Trainers, Body Builders
     Preparation Time

  D. Qualifications:
   1. A personal commitment to Jesus Christ as Lord and Savior and must be willing to participate actively in the life of First Presbyterian Church.
   2. An interest in learning, developing and exercising gifts for ministry and a desire to share the good news of the gospel of Jesus Christ with young men and women (kids!)
   3. A willingness to support the efforts of the staff at First Presbyterian and to submit to their authority regarding the youth ministry of First Presbyterian Church

  RELATIONSHIPS: Accountable to: the Pastor as head of staff through the Assoc. Pastor of Youth Ministry and to the session through the Youth Department in the performance of responsibilities.

  EVALUATION:  The Pastor, as Head of Staff, and Ministry Executive thought the Associate Pastor of Youth shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Youth Department.  Performance will be measured in terms of (1) The conversion, participation and/or growth, of a significant number of youth through the youth programs of the church; (2) the training and involvement of adults in youth ministries; (3) ministry to the families of youth and (4) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes  1/26/09
  Adriane Bennett
  Middle School
  Full Time Position: 40 hours/week (Non-Exempt Category)
  
  TITLE: Middle School Director

  PURPOSE:  To assist the Associate Pastor of Youth Ministry to work with the session to plan, develop and supervise Ministry of evangelism and nurture to youth in grades 6 – 8 in accordance with the policies directions of the session Youth Department

  ACCOUNTABILITY:  Accountable to: the Pastor as head of staff through the Assoc Pastor of Youth Ministry and to the session through the session Youth Department.

  RESPONSIBILITIES:
  A. General
   1. Maintains a deepening walk with Jesus Christ.
   2. Participates in regular intern training and special training events, i.e. Youth workers Equipping Conference (March every year) and Youth Specialties conferences in the fall
   3. Participates in planning, preparation, implementation, and evaluation of the First Presbyterian Youth  Ministry.
   4. Attends all weekly youth staff meetings.
   5. Attends worship services and supports other church related activities.
  B. Specific
  1. To be in regular contact with the youth of First Presbyterian Church and their peers through such outlets as campus visits, attending school activities, sports events, and individual appointments, in order to build and maintain Christ-centered relationships 
   2. Participates in planning and teaching Sunday School as needed.
   3. Develops and lead a small group Bible Study.
   4. Participates in all youth events, i.e. retreats, lock-ins, trips, etc.
   5. Turns in a weekly log of hours.
  C. Time Commitment includes:
     Contact work, football games on Friday nights, etc
    Leadership meetings  usually Tuesday afternoons
    Sunday School, Small Groups, Cross Trainers, Body Builders
     Preparation Time

  D. Qualifications:
   1. A personal commitment to Jesus Christ as Lord and Savior and must be willing to participate actively in the life of First Presbyterian Church.
   2. An interest in learning, developing and exercising gifts for ministry and a desire to share the good news of the gospel of Jesus Christ with young men and women (kids!)
   3. A willingness to support the efforts of the staff at First Presbyterian and to submit to their authority regarding the youth ministry of First Presbyterian Church

  RELATIONSHIPS: Accountable to: the Pastor as head of staff through the Assoc Pastor of Youth Ministry and to the session through the Youth Department in the performance of responsibilities.

  EVALUATION:  The Pastor, as Head of Staff, and Ministry Executive thought the Associate Pastor of Youth shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Youth Department.  Performance will be measured in terms of (1) The conversion, participation and/or growth, of a significant number of youth through the youth programs of the church; (2) the training and involvement of adults in youth ministries; (3) ministry to the families of youth and (4) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 12/8/97; 12/13/99; 03/15/07
  Part Time Position: 10 hours/week during the academic year (Non-Exempt Category)

  TITLE:   Youth Ministry School Year Intern

  PURPOSE:  To assist the Associate Pastor of Youth Ministry and Asst Director of Youth Ministry.

  ACCOUNTABILITY:  Accountable to the Pastor as head of staff through the Assoc Pastor of Youth Ministry and to the session through the session Youth Department.

  RESPONSIBILITIES:
  A. General
   1. Maintains a deepening walk with Jesus Christ.
   2. Participates in  regular intern training and special training events, i.e.Youthworkers Equipping Conference (March every year) and Youth specialties Conference in the fall.
  3. Participates in planning, preparation, implementation, and evaluation of the First Presbyterian Youth Ministry.
   4. Attends all appropriate weekly youth staff meetings.
   5. Attends worship services and supports other church related activities.
  B. Specific:

   1. To be in regular  contact with the youth of First Presbyterian Church and their peers through such outlets as campus visits, attending school activities, sports events and individual appointments in order to build and maintain Christ-centered relationships 
   2. Participates in planning and teaching Sunday School as needed.
   3. Develops and lead a small group Bible Study.
   4. Participates in all youth  events, i.e. retreats, lock-ins, trips, etc.
   5. Turns in a weekly log of hours.
  C. Time Commitment: 10-13 hours per week; usually 50 hours per month
   3 hours per week  Contact work: football games on Friday nights, etc
   2 hours per week Leadership meetings: usually Tuesday afternoons
   3 hours per week  Sunday School, Small Groups, Cross Trainers, Body Builders
   2 hours per week  Preparation Time
   10 hours per week

  D. Qualifications:
   1. A personal commitment to Jesus Christ as Lord and Savior and must be willing to participate actively in the life of First Presbyterian Church.
   2. An interest in learning, developing and exercising gifts for ministry and a desire to share the good news of the gospel of Jesus Christ with young men and women (kids!)
   3. A willingness to support the efforts of the staff at First Presbyterian and to submit to their authority regarding the youth ministry of First Presbyterian Church

  RELATIONSHIPS: Accountable to: the Pastor as head of staff through the Assoc Pastor of Youth Ministry and to the session through the Youth Department in the performance of responsibilities.

  EVALUATION: The Pastor, as Head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Youth Department.  Performance will be measured in terms of (1) The conversion, participation and/or growth, of a significant number of youth through the youth programs of the church; (2) the training and involvement of adults in youth ministries; (3) ministry to the families of youth and (4) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Lindy Weiner
  Director of Events and Facilities
  Full Time Position (Non-Exempt Category)
  Session Minutes 1/26/09

  PURPOSE: Oversee all events and facilities on church campus.

  ACCOUNTABILITY: Accountable through the Ministry Executive to the Senior Pastor, Head of Staff, and the Session.

  RESPONSIBILITIES:
  1. Events
  • Oversee church calendar in conjunction with Ministry Executive’s assistant.
  • Submit on the first Wednesday of each month the previous month’s Event Summary to Ministry Executive. (see Event Summary Form)
  • Serve as the point of contact for all event coordinators, committee chairs, staff, members or family for whom meetings, programs, weddings, funerals and events are scheduled and arranged, and completing the appropriate set-up, services and catering forms to insure accurate and efficient provision.
  • Coordinate with caterers and/or provide food service options for church-wide programs on church property (i.e. receptions, congregational meals, committee lunch meetings, new member meetings, staff retreats, etc.)
  • Oversee preparation for all Sunday worship services and insure that ‘game day’ preparations are carried out, including (but not limited to):
  • Cleanliness and orderliness of all facilities
  • Flowers appropriately placed
  • Brochures for distribution at each service via Sanctuary locations and pew racks and/or on various distribution stations/tables throughout campus
  • communion elements
  • warm water in the baptismal font and water for the preacher
  • offering envelopes, prayer cards, Greeting booklets, etc.
  • Coffee services for all ‘stations’ including cups and condiments
  • Special food services for ‘receptions’ following each service.
  • Sanctuary set-up (platform and loft)
  • Serve as staff liaison for funerals, working closely with pastors, Diaconate Bereavement Committee, organist, sound tech, florist, funeral home director, and family members.
  • Serve as wedding coordinator, working closely with officiating pastor, bride and groom, organist, sound tech, florist, and photographer, and oversee wedding rehearsal and ceremony.

  2. Facilities
  • Oversee church sextons regarding the orderliness and cleanliness of all interior areas of the church campus.
  • Facilitate support for all events and programs on the church campus, including room arrangement, audio-visual set-up and services, cash boxes, food services as noted above, security and access as required.
  • Supervise church sextons and other personnel relative to above responsibilities.
  • Serve as point of contact for:
  • Food services
  • Vending machines
  • Coffee supplier
  • Paper goods
  • Cleaning supplies
  • Scheduled security  as required and appropriate
  • Cash boxes

  3. Diaconate—Work closely with the Diaconate Bereavement Committee

  4. Work Hours- Standard work hours shall be as listed below with the understanding that evening and weekend events will require that the schedule remain dynamic in order to allow for ‘after hour’ events. In light of this, it is required that a weekly record of time worked be maintained to insure fair compensation.

         Monday-Wednesday and Friday         8:00am – 4:30pm
         Sunday                                                7:30am -  12:45pm                 

  RELATIONSHIPS: 
  Contacts and responsibilities include but are not limited to the following: pastors, Ministry Executive, Ministry Executive assistant, Session, Diaconate, program staff, administrative assistants, Women In Ministry, organist, sound tech, sextons, vendors, church members, and others as required.

  EVALUATION:  The Ministry Executive and a representative from the Personnel Committee will perform the Annual Performance Review. This will be based on the efficiency and provision of program support and specifically based goals and objectives jointly established by the Director of Church Programs and Event Coordinator and the Ministry Executive.

   

  Session Minutes 4/22/96, 9/22/97, 6/28/99; 12/13/99; 05/24/04; 3/15/07
  NANCY SPILLER
  Full Time Position (Exempt Category)

  TITLE:   Creative Arts Director  

  PURPOSE: To work with the session to develop and lead the Contemporary Music Team, in accordance with the policies of the session Worship Department, and to develop choirs for youth in junior and senior high school, in accordance with the policies of the session Worship Department and the session Youth Department.

  ACCOUNTABILITY: Accountable to the Pastor as Head of Staff and to the session through the session Worship Department.

  RESPONSIBILITIES: 
  A. Directs the Contemporary Music Team and coordinates all its activities within the church:
  1.  Develops a balanced contemporary music Program that enhances worship and outreach of the church.
    a. Directs rehearsal and keyboard accompaniment.
    b. Schedules members for Contemporary Worship Service responsibility.
    c. Helps plan Music Ministry Retreats.
    d.Attends weekly staff worship preparation meetings:
          (1) Suggests music appropriate for the Contemporary Worship Service.
          (2) Prepares the order of worship for the Contemporary Worship Service bulletin.
   2. Plans special music, dramas and other enhancements for outreach.
  B.  Develops and Leads the Music Programs for Junior High and Senior High Youth.
   1. Schedules and leads rehearsals.
   2. Incorporates and emphasizes spiritual nurture and growth through musical experience.
   3. Provides a balance of contemporary praise, traditional music.
  4. Schedules, plans and oversees special musical and/or dramatic presentations for youth  
   participation and involvement.
  5. Coordinates programming and involvement for youth with Assoc. Pastor of Youth Ministry.
  C.  Administration:
   1. Supervises the Sound Man, Keyboard Person, and multi-media programs.
   2. Assists in preparing budget recommendations for the session Worship Department.
  D.  Other Responsibilities:
  1. Attends weekly staff meetings
  2. Engages in personal spiritual ministry
  3. Performs general duties as may be assigned by the Pastor.
  4.  Sings with Traditional Music Team as needed.
  
  RELATIONSHIPS:   Accountable to: the Pastor as Head of Staff and the session through the session Worship Department

  EVALUATION:  The Pastor, as Head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Worship Department.  Performance will measured in terms of: (1) the involvement of a sufficient number of persons in the Worship Team and the youth choir(s) to meet the objectives established by the session Worship Department;  (2) the evidence of a broad consensus of members within the congregation to whom the music program spiritually ministers;  (3) personal spiritual ministry.   The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 5/20/02; 3/15/07
  Steve Rushing
  PART–TIME POSITION

  TITLE:  Associate Director of Music for Traditional Worship
  
  PURPOSE: To work with the Session to develop and supervise a balanced worship program for our traditional worship services which (1) emphasizes spiritual growth and nurture for those involved and (2) enhances the worship and outreach of the church.

  ACCOUNTABILITY: Accountable to the Pastor as Head of Staff, Ministry Executive and to the Session through the Session Worship Department.

  RESPONSIBILITIES:
  A. Develops and leads with the pastoral staff a balanced worship program for our traditional services (3/4 time).
  1. Attends staff worship preparation meetings and assists the Pastors in planning worship services.
  2. Enlists, trains, supervises and recognizes leaders for the music ministry.
  3. Awards scholarships to supplement music ministry needs.
  4. Directs the Chancel Choir and coordinates all its activities within the church.
  5. Develops, organizes, and supervises choirs and other music groups.
  6. Meets regularly with the organist and other choir directors.
  7. Schedules, plans, oversees special music programs and guest events.
  8. Supervises organist and section leaders.
  9. Develops an expanded choir program which may include such choirs as children, handbell, folk, gospel, men’s, women’s, etc.
  10. Awards scholarships to supplement music ministry needs.
  11. Develops an ongoing recruitment program for the Chancel Choir.
  12. Develops and oversees special music programs and worship services in cooperation with the music staff.
  13. Plans two music retreats a year.
  B. Other Responsibilities:
  1. Provides staff resourcing for the Session Worship Department.
  2. Prepares budget recommendations for the Session Worship Department.
  3. Attends weekly staff calendar meetings and staff worship service meetings.
  4. Engages in personal spiritual ministry.
  5. Performs general duties as may be assigned by the Pastor.

  RELATIONSHIPS: Supervised by the Pastor, meets regularly with the staff, works in cooperation with the entire music staff, resources the Worship Department.

  EVALUATION:   The Pastor, as head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of the Session Worship Department.  Performance will be measured in terms of (1) the involvement of a sufficient number of persons in the music ministry to meet the objectives established by the Session Worship Department; (2) the evidence of a broad consensus of members within the congregation to whom the music program spiritually ministers; (3) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 8/24/87; 12/16/91; 1/25/93; 12/13/99; 3/15/07
  Melvin Hale
  Part Time Position 15hours / week (Non-Exempt Category)

  TITLE:    Organist / Music Assistant

  PURPOSE: To provide appropriate instrumental music to enhance the services of worship and outreach of the church and to serve as accompanist for designated choirs, soloists and instrumentalist.

  ACCOUNTABILITY: Accountable to: the Pastor as Head of Staff (through the Associate Director of Music for the Traditional Service; and the session through the session Worship Department.

  RESPONSIBILITIES:
  1. Plays for the 7:45 and 11:15 a.m. worship services and for any additional special services, music programs or seasonal services at the request of the Associate Director of Music Ministry for the Traditional Service or Pastor.
  2. Accompanies the Chancel Choir.  When requested, assists with sectional rehearsals.  Directs rehearsals or service in the absence of the Associate Director of Music for the Traditional Service.
   3. Accompanies the children's choir as requested by the Associate Director
   4. Rehearse with and accompany church soloists and guest soloists scheduled to participate in Sunday worship services and other guest events.
   5. Works in consultation with the Associate Director of Music Ministry to coordinate guest events.
   6. Plays one or two major programs each year.  Accompanies soloists for two guest events each year.
   7. Plays for all weddings held in the Sanctuary or Dunham Chapel.  Gives guidance to the wedding party regarding appropriate music.  If unavailable, secures a competent substitute.  (Remuneration  provided according to Wedding Guidelines policies established by the Session).
   8. Plays for funerals held in the Sanctuary or Dunham Chapel for members of the congregation.
  9. In consultation with the Associate Director of Music Ministry, utilizes instrumentalists in the services of worship as appropriate.
  10. Coordinates the handbell orchestra. 
       11. Conducts semi-annual inventory and supervises the regular maintenance of all pianos and organs.
      12. Secures competent substitute when absent.
   13. Attends study meetings as scheduled by the Pastor or Associate Director of Music Ministry for the Traditional Service.

  RELATIONSHIPS: Accountable to: the Pastor as Head of Staff (through the Associate Director of Music Ministry for the Traditional Service; and the session through the session Worship Department in the performance of responsibilities.

  EVALUATION: The Pastor as Head of Staff and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Worship Department.  Performance will measured in terms of: 1) The quality of service playing and accompanying; 2) The evidence of a broad consensus of members that the instrumental music spiritually ministers to the congregation; 3) Personal relationships to the participants of the music ministry; and 4) Involvement in the life and ministry of the church. The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Mary Willson
  Director of Women In Ministry
  Full Time Position: 40 hours .week (Non-Exempt Category
  Session Minutes 8/24/09
   
  MISSION:  To lead the women of First Presbyterian Church deeper in Christ and further into the world in concert with the overall mission of the church

  REPORTS TO:  Pastor of Young Adults and Discipleship
  
  RESPONSIBILITIES:
  Pastoral:
  • To live a life worthy of the gospel, full of integrity and connection to the Triune God before the women and congregation of First and the community of Baton Rouge
  • To pastor the women of First through shepherding, counseling, hospital visitation, and speaking the truth in love
  • To participate in worship leadership as called upon by the Senior Minister
  • To teach in Sunday School and other venues as called upon by mission and church needs
  Program:
  Spiritual Development
  • To oversee the spiritual development of women of all ages at First from birth to death either directly or through influence on other departments in conjunction with the Pastor of Discipleship
  • To work in a concentrated way to develop spiritually the young adult women
  • To select, develop or write curriculum appropriate for all women’s groups for Christian growth from pre-evangelism to maturity
  Leadership Development
  • To identify, recruit and train leaders for ministry to women as well as for ministry in the whole church, the community and the world
  • To design, develop and execute effective leadership training for women’s programming as well as for women leaders in the whole church
  Program Development
  • To lead, evaluate and retool the Women in Ministry team as necessary for the execution of the mission
  • To oversee and calibrate programs as tools of discipleship and evangelism
  Mobilization and Mission
  • To give vision to women of a missional life through teaching and example
  • To mobilize all women into ministry
  Local and Denominational Connection
  • To build bridges locally and denominationally with other churches
  • To foster a missional and connectional mindset among the women

   

  Session Minutes 10-28-02; 12/8/03; 1/26/04; 3/15/07
  Cheryl Lott
  Full time Position (Exempt Category)

  TITLE:    Director of Children’s Ministry

  PURPOSE:   To plan, develop and supervise a ministry of education, nurture and evangelism to children from birth through 6th grade and their parents in accordance with the policies and direction of the Session Childhood Department. Oversee the MDO/Pre-School program of the Church.

  ACCOUNTABILITY:  Accountable to the Pastor as head of staff through the Ministry Executive, and to the Session through the Session Childhood Department.

  RESPONSIBILITIES:
  A. Leadership and Vision:
   1. Develops and implements the childhood program for the purposes of education, nurture,  
           evangelism, fellowship and service.
   2. Provides leadership for the Children’s Ministry to include but not limited to:  Sunday school,  
              Confirmation Class, Wednesday evening programs, children’s music program, and all nursery
               needs in the life of the church.
   3. Provides staff resource to the Session Childhood Department and the MDO/Pre-School program, prepares and presents monthly financial reports of the Childhood budget.
  B. Leadership Development:
   1. Recruit, train, nurture, encourage, evaluate and recognize leaders for the Childhood Ministry          (Beginning with their own relationship to Jesus Christ) including, but not limited to:  the Asst. Director of Nursery and Pre-School; the Asst. Director of Elementary and Middle School; and the Director of the MDO/Pre-school Program..
   2. Recruit, train, nurture, and encourage Church school teachers, assistants, and shepherds for birth through 6th grade to include the Blessings class, Confirmation Class and nursery workers/volunteers.
  C. Coordination and Communication for All Programs and Events for Children
   1. Oversee, coordinate and communicate all programming and events for children, birth through 6th grade, in the overall church program.
   2. Educate the congregation, at large, about the opportunities, purpose, and importance of Children’s Ministry. Coordinate and update Church Website for Children’s Ministry.
   3. Provide appropriate and up-to-date security and safety measures for Children’s Ministry.
   4. Schedule Nursery as required for all church programs and activities.
    a. Oversee the Nursery staff to include work schedule, work evaluation, and hours worked.
    b. Provide appropriate number of nursery workers/volunteers per child.
   5. Coordinate all programs, classes, and events for birth – Grade 6, including PCDC.
  D. Outreach for Children and their Families
   1. Becomes personally acquainted with each family of the church in this age group.
   2. Plans and coordinates parenting classes with the Discipleship Department.
  E. Other Responsibilities:
   1. Attends weekly staff conferences.
   2. Engages in personal spiritual ministry.
   3. Participates in worship services as requested.

  RELATIONSHIPS:  Accountable to the Pastor as head of staff through the Ministry Executive and the Session through the Childhood Committee in the performance of responsibilities.  Supervises all children’s ministry staff.  Supervises the Director of the MDO/Pre-School program.
   
  EVALUATION:  The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of Session Childhood Department.  Performance will be measured in terms of:  (1) the conversion and/or growth of a significant number of children and families involved with Nursery and Preschool ministry programs of the  Church; (2) the training and involvement of adults in Childhood ministry; (3) outreach: increased growth of families with children and involvement for families in Childhood Ministry (4) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 10/23/00; 3/15/07; 1/26/09
  Jill Noel
  Part Time Position: 10 hours/week

  TITLE:    Assistant Director of Elementary Ministries

  PURPOSE:    To assist the Director of Childhood Ministries (DCM) and to work with the session to plan, develop and supervise a ministry of education, nurture and evangelism to children from first grade through fifth grade and their parents in accordance with the policies and directions of the session Childhood Department.

  ACCOUNTABILITY:   Accountable to the Pastor as head of staff through the DCM, and to the session through the session Childhood Department.

  RESPONSIBILITIES:
  A. Directs all education, nurture and evangelism ministries for children from first grade through fifth grade for the church on Sunday mornings:
  1. Administers the education, nurture and evangelism ministries within the elementary department:
    a.   Responsibilities include but are not limited to development, planning, space allotment, 
     curriculum, communication, outreach, and recruitment and leadership development.
    b.   Programs include, but are not limited to: Sunday morning educational and nurture
     ministries;  Church-time programs.
   c. Recruit, train, and supervise all leaders, teachers and coordinators serving in the elementary department.
   2. Coordinates and communicates all programming and events for elementary ministries:
  a. Communicates regularly the needs, plans and priorities of elementary ministries to leaders,  
   teachers, coordinators, children and children's families.
  b. Educates the congregation, at large, about the opportunities, purpose, and importance of elementary ministries.
  B. Other Responsibilities:
   1.   Attends weekly staff conferences.
   2.   Provides staff resource to the session Childhood Department. 
   3.   Performs other responsibilities as may be assigned by DCM.
   4.   Engages in personal spiritual ministry.
   5.   Participates in worship services as requested.

  RELATIONSHIPS: Accountable to: the Pastor as head of staff and the Ministry Executive through the DCM and the session through the Childhood Department in the performance of responsibilities.

  EVALUATION:  The Pastor, as Head of Staff, and Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  Prior to the preparation of the operating budget, the immediate supervisor shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative of session Childhood Department.  Performance will be measured in terms of: (1) the conversion and/or growth of a significant number of children and families involved with elementary ministry programs of the church; (2) the training and involvement of adults in elementary ministry; (3) outreach: increased growth of families with children and involvement for families in elementary ministry (4) personal spiritual ministry.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Molly Klein
  So Loved Ministry - Coach
  Part Time Position: 20 hours/week (Non-Exempt Category)
  Session Minutes  8/24/09

  Coach Job Description
  1) The Coach will actively pursuing a personal relationship with Jesus Christ, which includes regular participation in worship.
  2) The Coach is involved in the active implementation of the vision that everyone who comes into contact with our ministry understands that the children under our care are, “so loved.”
  3) The Coach is actively managing the nursery hallway on Sunday mornings.  This includes, but is not limited to the following:
  a. A Sunday morning meeting (7:15 am) with the team (about 10-15 minutes).  This meeting will outline goals, problem areas, organization, etc.
  b. The Coach will be “on” the floor from 8:30 am until the last person leaves the nursery hallway (probably 12:25 pm).
  c. The Coach will be responsible for equipping and organizing volunteers at the Welcome Table.
  d. The Coach will be the direct supervisor of the Room Mothers.  Appropriate management authority of the Room Mothers is given to the Coach.
  e. The Coach is responsible for supplying Room Mothers appropriate materials and equipment.  The Coach will interact with the staff supervisor for any needs.

  4) The Coach will be is ultimately responsible for the recruitment of volunteers.  This should be done in congruence with the volunteer recruitment vision as stated in this document.  Again, the Coach will seek a managerial role first, seeking to recruit by:   
  a. Working through the R.M.’s for recruitment 
  b. Seeking staff assistance for volunteer recruitment
  c. Personally being involved in volunteer recruitment
  d. Keeping and organizing the schedule and contact list for volunteers
  e. Creating a “team” approach to recruiting.

  5) The Coach will be in charge of the volunteer experience.  This includes the following:
  a. Maintaining a hospitality room for volunteers with coffee and snacks.
  b. Managing relationships with volunteers, making sure R.M.’s are working well with volunteers, and making sure volunteers feel cared for.
  c. The Coach will manage any human resource issues with volunteers and/or R.M.’s.

  d. The Coach will eventually take over the training of volunteers and R.M.’s.
  6) The Coach will have responsibility for resourcing the 3 and 4 year old classes.  This includes supplies, curriculum and teachers.

  7) The Coach will report to the staff supervisor and childhood committee.

   

  Catherine Hamilton 
  So Loved Ministry – Room Mother
  Part Time Position: 10 hours/week (Non-Exempt)
  Session Minutes  8/24/09

  Room Mother- Job Description

  1) Room Mothers will actively pursuing a personal relationship with Jesus Christ, which includes regular participation in worship.

  2) R.M.’s will convey to everyone entering their environment that the children of this environment are, “so loved” by Christ and his church.  We want this message communicated to parents, volunteers, staff, custodians, and most importantly, to the children themselves.  Communication does not necessary mean “speaking.”  We communicate through actions, body language, appearance, etc.

  3) Room Mothers are to manage and oversee their room environment.  This means “equipping” first, and “doing” second.  Room Mothers will equip and manage volunteers and other paid workers in their room to care for and love the children and their families.  When necessary, the R.M. will step in and care for children directly.

  4) Room Mothers will seek to create an environment where the love of Christ is made tangible.  This is not limited to, but most definitely includes the following:

  a. Hands-on engagement with children at all times.  Volunteers and Workers will not sit by idly and “watch.”  This is a babysitting mentality.  In order to communicate that children are, “so loved,” we need to be playing, rocking, walking, holding, and generally engaging every child.
  b. Rooms are “clean” and excellent looking at all times.  This includes linens, toys, rugs, etc.  It is the R.M.’s responsibility to communicate with staff supervisor any needs in this area (i.e., new toys, rugs, supplies, etc).
  c. Parents and Families are greeted at the door of the room in a friendly and loving manner.  This includes smiling, being conversational, and not letting parents “wait” at the door.  R.M.’s will make sure parents are being asked key “care” questions, such as, eating, napping, sickness, allergies, etc.  This will be written down.  Baby will be loved on and taken from parents.
  d. Each child will be called by name.  Names will be known by the third visit.
  e. Diapers will be changed frequently.  No child should sit in a dirty or wet diaper for long.  All diapers will be changed before the end of nursery time, even if they are clean.

  f. Room Mothers will manage the appearance of herself, volunteers and staff.  This includes wearing child-appropriate, but still professional clothing (no shorts, sweat pants, flip-flops, etc). Below the knees pants or skirts are required for Room Mothers. All workers will wear FPC smocks.  Excellence in appearance conveys competence and love to parents.
  g. Room Mothers will make sure that nothing negative is ever said about a child.  Love seeks to honor children and parents.  R.M.’s will make sure something positive is said to the parents about the children.
  h. R.M.’s will make sure the room is appropriately cleaned up before leaving.

  5) Discipline Issues will be handled by Room Mother and only Room Mother.  Guidelines are to be determined.

  6) Room Mother will attend all volunteer training sessions and will seek to make volunteer experience excellent.

  7) Room Mothers will report directly to the Coach.

   

  Mia Comager
  So Loved Ministry – Room Mother
  Part Time Position: 10 hours/week (Non-Exempt)
  Session Minutes  8/24/09
  
  Room Mother- Job Description

  1) Room Mothers will actively pursuing a personal relationship with Jesus Christ, which includes regular participation in worship.

  2) R.M.’s will convey to everyone entering their environment that the children of this environment are, “so loved” by Christ and his church.  We want this message communicated to parents, volunteers, staff, custodians, and most importantly, to the children themselves.  Communication does not necessary mean “speaking.”  We communicate through actions, body language, appearance, etc.

  3) Room Mothers are to manage and oversee their room environment.  This means “equipping” first, and “doing” second.  Room Mothers will equip and manage volunteers and other paid workers in their room to care for and love the children and their families.  When necessary, the R.M. will step in and care for children directly.

  4) Room Mothers will seek to create an environment where the love of Christ is made tangible.  This is not limited to, but most definitely includes the following:

  a. Hands-on engagement with children at all times.  Volunteers and Workers will not sit by idly and “watch.”  This is a babysitting mentality.  In order to communicate that children are, “so loved,” we need to be playing, rocking, walking, holding, and generally engaging every child.
  b. Rooms are “clean” and excellent looking at all times.  This includes linens, toys, rugs, etc.  It is the R.M.’s responsibility to communicate with staff supervisor any needs in this area (i.e., new toys, rugs, supplies, etc).
  c. Parents and Families are greeted at the door of the room in a friendly and loving manner.  This includes smiling, being conversational, and not letting parents “wait” at the door.  R.M.’s will make sure parents are being asked key “care” questions, such as, eating, napping, sickness, allergies, etc.  This will be written down.  Baby will be loved on and taken from parents.
  d. Each child will be called by name.  Names will be known by the third visit.
  e. Diapers will be changed frequently.  No child should sit in a dirty or wet diaper for long.  All diapers will be changed before the end of nursery time, even if they are clean.

  f. Room Mothers will manage the appearance of herself, volunteers and staff.  This includes wearing child-appropriate, but still professional clothing (no shorts, sweat pants, flip-flops, etc). Below the knees pants or skirts are required for Room Mothers. All workers will wear FPC smocks.  Excellence in appearance conveys competence and love to parents.
  g. Room Mothers will make sure that nothing negative is ever said about a child.  Love seeks to honor children and parents.  R.M.’s will make sure something positive is said to the parents about the children.
  h. R.M.’s will make sure the room is appropriately cleaned up before leaving.

  5) Discipline Issues will be handled by Room Mother and only Room Mother.  Guidelines are to be determined.

  6) Room Mother will attend all volunteer training sessions and will seek to make volunteer experience excellent.

  7) Room Mothers will report directly to the Coach.

   

  Terry Spiller
  So Loved Ministry – Room Mother
  Part Time Position: 10 hours/week (Non-Exempt)
  Session Minutes  8/24/09
  
  Room Mother- Job Description

  1) Room Mothers will actively pursuing a personal relationship with Jesus Christ, which includes regular participation in worship.

  2) R.M.’s will convey to everyone entering their environment that the children of this environment are, “so loved” by Christ and his church.  We want this message communicated to parents, volunteers, staff, custodians, and most importantly, to the children themselves.  Communication does not necessary mean “speaking.”  We communicate through actions, body language, appearance, etc.

  3) Room Mothers are to manage and oversee their room environment.  This means “equipping” first, and “doing” second.  Room Mothers will equip and manage volunteers and other paid workers in their room to care for and love the children and their families.  When necessary, the R.M. will step in and care for children directly.

  4) Room Mothers will seek to create an environment where the love of Christ is made tangible.  This is not limited to, but most definitely includes the following:

  a. Hands-on engagement with children at all times.  Volunteers and Workers will not sit by idly and “watch.”  This is a babysitting mentality.  In order to communicate that children are, “so loved,” we need to be playing, rocking, walking, holding, and generally engaging every child.
  b. Rooms are “clean” and excellent looking at all times.  This includes linens, toys, rugs, etc.  It is the R.M.’s responsibility to communicate with staff supervisor any needs in this area (i.e., new toys, rugs, supplies, etc).
  c. Parents and Families are greeted at the door of the room in a friendly and loving manner.  This includes smiling, being conversational, and not letting parents “wait” at the door.  R.M.’s will make sure parents are being asked key “care” questions, such as, eating, napping, sickness, allergies, etc.  This will be written down.  Baby will be loved on and taken from parents.
  d. Each child will be called by name.  Names will be known by the third visit.
  e. Diapers will be changed frequently.  No child should sit in a dirty or wet diaper for long.  All diapers will be changed before the end of nursery time, even if they are clean.

  f. Room Mothers will manage the appearance of herself, volunteers and staff.  This includes wearing child-appropriate, but still professional clothing (no shorts, sweat pants, flip-flops, etc). Below the knees pants or skirts are required for Room Mothers. All workers will wear FPC smocks.  Excellence in appearance conveys competence and love to parents.
  g. Room Mothers will make sure that nothing negative is ever said about a child.  Love seeks to honor children and parents.  R.M.’s will make sure something positive is said to the parents about the children.
  h. R.M.’s will make sure the room is appropriately cleaned up before leaving.

  5) Discipline Issues will be handled by Room Mother and only Room Mother.  Guidelines are to be determined.

  6) Room Mother will attend all volunteer training sessions and will seek to make volunteer experience excellent.

  7) Room Mothers will report directly to the Coach.

   

  Session Minutes 12/8/86; Revised 7/24/89, 1/25/93, 10/27/97; 5/24/99; 3/15/07
  Carol Pruitt
  Full Time Position (Non-Exempt Category)

  TITLE:  Bookkeeper

  PURPOSE:  To provide assistance to the Ministry Executive through handling the day-to-day financial matters of the church in accordance with generally accepted accounting principles.

  ACCOUNTABILITY:  To the Pastor as Head of Staff or his designee and to the Ministry Executive, Treasurer, and Support Department.

  RESPONSIBILITIES: 
  1.  Pledges and Offerings:
  a. Make deposits for all pledged and loose offering which comes through the office by mail and/or Sunday offerings.
  b. Keep record of pledges and post all pledge payments to individual accounts.
  c. Send out pledge statements two (2) times per year.
  d. Keep record of total pledges during stewardship drive.
  2.  Bank Deposits:  (average two (2) per week)
  a. Count and deposit money that is sent to the office such as special offerings, tuition payments, church dinners, special Youth programs, trips and conferences, memorials, special gifts, services to the community and larger church.
  b. As money is deposited, make journal entries and post them to the General Ledger.
  3.  Financial Statements:
  a. Make record of all transactions, journalize and post them to the General Ledger,
  b. Keep GL up-to-date as far as Chart of accounts and balances (daily)..
  c. Run reports to department chairmen as requested.
  d. Prorate charges to different departments as necessary.
  d Post employees insurance payments to GL.
  f. Post bus charges to GL.
  4.  Bank Accounts:
  a. Reconcile bank statements monthly with Ministry Executive.
  b. Update GL with interest income or service charges from bank accounts, if any.
  c. Keep enough cash flow in LNB checking account to conduct the business of the church.
  d. Transfer money between accounts as necessary.
  e. Transfer to Foundation any money coming to the church for that purpose.
  f. Order checks and deposit slips for respective bank accounts.
  Accounts Payable:
  a. Analyze all invoices, code according to the account to be charged, verify authorized signature or department.
  b. Write checks for payments of all authorized and budgeted expenses, and obtain proper signature for checks (two signatures needed), and mail payments.
  c. Keep A/P file with copies of checks and invoices alphabetically and also numerically.
  6.  Payroll:
  a. Do the payroll for all church personnel semimonthly and biweekly as needed
  b. Do all the work generated by payroll; insurance (Board of Pensions), tax deposits, W-4 and W-2 forms, quarterly reports to IRS and State Tax.
  c. Keep personnel files.
  7.  Computer:
  a. General Ledger, financial statements, pledges, payroll and officer's reports all computerized.
  8.  Miscellaneous:
  a. Keep petty cash in safe for minor office expenses.
  b. Help with yearly statistical reports to Presbytery and General Assembly.
  c. Write letters concerning questions about financial matters.
  d. Handle appropriate clearing accounts and special funds.

  RELATIONSHIPS:  In Church Board  and Staff relationships reports to the Ministry Executive.
  EVALUATION:  An annual review will be conducted by the Ministry Executive with the Personnel Department .  Performance will be measured in terms of (1) the order, efficiency, and accuracy of the financial services provided, and (2) ability to relate well to the staff and membership of the church.  The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 10/7/90, 1/25/93, 3/27/95, 12/13/99, 3/15/07
  Jaci Gaspard
  Full Time Position (Non-Exempt Category)

  TITLE:    Administrative Assistant to the Pastor as Head of Staff

  PURPOSE:  Provide administrative assistance to the Pastor as head of staff and perform other specific duties as may be assigned by the Pastor as head of staff and the Director of Church Administration.

  ACCOUNTABILITY: Accountable to the Pastor as head of staff, through the Director of Church Administration, and to the session through the session Personnel Department.
   
  RESPONSIBILITIES:
  A. Administrative assistant to the Pastor including duties such as:
  1. Assistance for the Session, boards and committees resourced by the Pastor, including: Presbytery of South Louisiana, session Support Department, session Committee on Committees, session Heritage Committee, session Personnel Department, session Worship Department, session Budget Committee, session Stewardship Committee, session Long Range Planning Committee, Congregational Officer Nominating Committee, First Presbyterian Foundation Board of Trustees, First Presbyterian Session Income Allocation Committee, Baton Rouge Christian Counseling Center: Board of Governors.
  2. Type and duplicate sermons preached by the Pastor Head of Staff
   3.  Proofread weekly Newsletter.
  B. Administrative assistance to the Session including:
  1. Type, duplicate and distribute Session Minutes.
  2. Maintain permanent Session Minutes Book.
  3. Duplicate of Session Agenda and distribute meeting materials in Session boxes prior to meetings.
  4. Type letters for the clerk as needed.
  5. Rewrite and distribute Session Policy Book.
  6 Maintain subscriptions of the Survey Magazine and The Presbyterian for Session members.
  7. Secretarial assistance to session Support Department.
  8. Assist with Stewardship mailings and meetings.
  C. Other Administrative Duties and Tasks:
  1. Maintain office machines and equipment.
  2. Close office at end of day.
  3. Maintain master calendar update meeting schedule board.
   4. Attend weekly staff meetings.
  5. Coordinate Volunteers as needed.
  6. Change answer machine message on telephone as events at church dictate.

  RELATIONSHIPS:  Works together with other administrative assistants in a mutually supportive
  relationship as coordinated by the Ministry Executive.

  EVALUATION:  The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  A mid-year and an annual review will be conducted by the Ministry Executive; prior to the preparation of the operating budget, the Ministry Executive shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department. Performance will be in terms of 1) the order, efficiency, and accuracy of the services provided, and 2) ability to relate well to the staff and membership of the church.    

   

  Session Minutes 6/29/98; 12/13/99; 3/15/07
  Vicki Lindrew
  Full Time Position: 40 hours/week - p.m. (Non-Exempt Category)
  
  TITLE:  Administrative Assistant to the Associate Pastor for Missions  and Pastoral Care

  PURPOSE: Provide administrative assistance to the Associate Pastor for Missions and Pastoral Care, and to perform such other specific tasks as may be assigned by the Associate Pastor and Ministry Executive.

  ACCOUNTABILITY:   Accountable to the Pastor as head of staff, through the Ministry Executive and Associate Pastor for Missions and Pastoral Care, and to the session through the session Personnel Department.
   
  RESPONSIBILITIES: 
  1. Secretarial assistance to the Associate Pastor for Discipleship and Young Adult Ministries
  a. Secretarial assistance for committees resourced by the Associate Pastor, including: session
   b. Process all correspondence relating to classes and meetings.
  c.  Type and duplicate sermons preached by the Associate Pastor.
  d. Maintain accurate class attendance and membership.
   e. Associate Pastor may assign other administrative tasks as needed.

  2. Other administrative duties/tasks:
  a. Receptionist/Telephone operator as needed
  b. Co-ordinate assistance to Presbyterian Women as necessary
  c. Maintain Membership records
   d. Ministry Executive may assign additional tasks as needed.

  RELATIONSHIPS: Works together with other administrative assistants in a mutually supportive relationship as coordinated by Ministry Executive 

  EVALUATION:  The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  A mid-year and an annual review will be conducted by the Ministry Executive; prior to the preparation of the operating budget, the Ministry Executive shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with the Associate Pastor for Missions and Pastoral Care.  Performance will be in terms of 1) the order, efficiency, and accuracy of the services provided, and 2) ability to relate well to the staff and membership of the church.     The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Sherry McKinley
  Executive Assistant to Ministry Executive
  Full Time: 40 hours, per week (Non-Exempt Category
  Session Minutes  1/26/09
  
  PURPOSE:  To support the Ministry Executive, the administration function of church communications and the Women in Ministry Department
  
  REPORTS TO:  Ministry Executive
  
  WORKS CLOSELY WITH:  Ministry and Communications Specialist
  
  RESPONSIBILITIES:
  • Proactive in keeping and distributing the overall program calendar (not the room set-up calendar) of the church
  • Project management, as indicated by Ministry Executive
  • Administrative duties including:  phone, emailing, letters, filing, copying, document preparation, report preparation, ordering and inventory support (building and cleaning supplies, furnishings, equipment, catering and kitchen supplies);
  • Organizational duties including:  office, calendar, meeting arrangements and HR management

  Administrative Assistance to Women in Ministry
  • Managing the WiM calendar, both keeping it and ensuring proper communication for set-ups, lunches, functions, dinners, conferences, retreats
  • Managing communications including regular meeting notifications, special invitations, daily correspondence, interaction with other program departments
  • Maintaining files for WiM of leadership, programs, budgets, audio files of talks, conference and retreat booklets, promotional pieces
  • Ordering books and collecting monies for Bible studies
  • Provide administrative support and implementation for WiM leadership team
  Administrative Assistance to Communications
  • Manage communications for ME and WiM with Communications Specialist
  • Assist CS with Research and website editing and proffing
  • Assist in proofing for Orders of Worship and Newsletter and other major churchwide pieces
  • Data collection as necessary
  • Provide clerical support as needed
  • Other Duties as assigned and approved by ME

   

  Katie Robinson
  Communications Specialist
  Full-Time Position 40 hours (Exempt Category)
  Session Minutes 1/26/09
  
  TITLE: Communications Specialist
  
  PURPOSE: Ensure timely and accurate production of all church publications and the information contained therein, providing consistency in the application of graphics and design while allowing for culturally relevant focus representing the various church programs and departments.  Responsible for weekly web page informational updates and the accuracy and timeliness of all internal and external communications medium as well as consistency in the application of approved graphics and design. Confers with pastors, program staff and committees regarding the design and content of program and ministry specific materials.  Formulates basic layout and secures suitable illustrative materials and photographs. May mark up, paste up and finish layouts for printing. Coordinates with printing services for final production.
  
  ACCOUNTABILITY:   Accountable through the Ministry Executive to the Senior Pastor as Head of Staff.
  
  RELATIONSHIPS:  Working in concert with the pastors, program staff, and lay departmental chairs to develop the content and conceptualize the final product of all internal and external publications whether printed or digital. Participating in the creative process in order to move into production.
  
  RESPONSIBILITIES:
  1. Production of ‘bulletins’ for three weekly worship services and a bi-weekly newsletter.
  2. Production of promotional posters  (printed and digital media) for major church programs and ministries including but not limited to Advent, Christmas, Easter, Stewardship, congregational and discipleship activities as well as youth and childhood programs.
  3. Production of ‘seasonal’ brochures and materials as required by the various programs and departments.
  4. Assist program staff in developing effective means of communicating programs and special initiatives.
  5. Working with pastors and program staff to conceptualize the final communication product to be used internally and externally
  6. Update the church web page and sub-pages weekly (more often if necessary) to remove dated information, ensure accuracy of information published and to ensure consistency in the application approved graphics.
  7. Working in concert with other church staff, produce powerpoint, graphics and related media necessary to complement worship services from a communications perspective.
  8. Other duties as assigned.

  EVALUATION:  An Annual Performance Review will be conducted by the Ministry Executive based on the position description and any specific goals and objectives established for the current year.

   

  Session Minutes 12/08/97; 12/13/99; 3/15/07
  OPEN
  Full Time Position
  40 Hours/Week + Alternating Sunday mornings
  (Non-Exempt Category)
  
  TITLE:   Sexton

  PURPOSE:  To assist in providing housekeeping and maintenance services for the buildings and grounds of First Presbyterian Church and supervising Assistant Sextons

  ACCOUNTABILITY:  Accountable to: the Pastor as head of staff (through the Ministry Executive) and the session through the session Personnel Department.

  RESPONSIBILITIES:
  A.   Full responsibility for upkeep of specific church areas
    Open and close buildings
    Sunday morning setups and procedure
    Room setups
    Carpet cleaning
    Change filters in air handling units
    Change light bulbs
    Upkeep and cleaning of Sanctuary, Education Building, Chapel and Youth Building
    Adjust heat and air controls  
  B. General knowledge of:
    Air conditioning and boiler system
    Security system
    Fire alarm system

  RELATIONSHIPS:  Works together with assistant sextons in a mutually supportive relationship as coordinated by the Ministry Executive.

  EVALUATION:  The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  A mid-year and an annual review will be conducted by the Ministry Executive. Prior to the preparation of the operating budget, the Ministry Executive shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative from the session Support Department.   Performance will be in terms of 1) the order, efficiency, and accuracy of the services provided, and 2) ability to relate well to the staff and membership of the church. The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation. 

   

  Session Minutes 12/08/97; 12/13/99; 3/15/07
  Alfred Shelton
  Full Time Position
  40 Hours/Week + Alternating Sunday mornings (Non-Exempt Category)
  
  TITLE:  Assistant Sexton

  PURPOSE: To assist the Head Sexton in providing housekeeping and maintenance services for the buildings and grounds of First Presbyterian Church.

  ACCOUNTABILITY:  Accountable to: the Pastor as head of staff (through the Sexton; through the Ministry Executive) and the session through the session Personnel Department

  RESPONSIBILITIES:
  A.   Full responsibility for upkeep of specific church area
    Open and close buildings
    Sunday morning setups and procedure
    Room setups
    Carpet cleaning
    Change filters in air handling units
    Change light bulbs
    Upkeep and cleaning of Sanctuary Building, Education Building, Chapel and Youth Building   Adjust heat and air controls  
  B. General knowledge of:
    Air conditioning and boiler system
    Security system
    Fire alarm system

  RELATIONSHIPS:  Works together with the sexton in a mutually supportive relationship as coordinated by the Director of Congregational Life and Program Coordinator. 

  EVALUATION: The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  A mid-year and an annual review will be conducted by the Ministry Executive. Prior to the preparation of the operating budget, the Ministry Executive shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative from the session Support Department.   Performance will be in terms of 1) the order, efficiency, and accuracy of the services provided, and 2) ability to relate well to the staff and membership of the church.     The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes 12/08/97; 12/13/99; 3/15/07
  Judy Paul
  Full Time Position
  40 Hours/Week + Alternating Sunday mornings  (Non-Exempt Category)

  TITLE:  Assistant Sexton

  PURPOSE: To assist the Head Sexton in providing housekeeping and maintenance services for the Dunham Chapel and surrounding grounds of Dunham Chapel located on the grounds of First Presbyterian Church as well as other duties as assigned.

  ACCOUNTABILITY:  Accountable to: the Pastor as head of staff (through the Sexton; through the Ministry Executive) and the session through the session Personnel Department

  RESPONSIBILITIES:
  A.   Full responsibility for upkeep of specific church area
    Open and close buildings
    Sunday morning setups and procedure
    Room setups
    Carpet cleaning
    Change filters in air handling units
    Change light bulbs
    Upkeep and cleaning of Sanctuary Building, Education Building, Chapel and Youth Building   Adjust heat and air controls    
  B. General knowledge of:
    Air conditioning and boiler system
    Security system
    Fire alarm system

  RELATIONSHIPS:  Works together with the sexton in a mutually supportive relationship as coordinated by the Director of Congregational Life and Program Coordinator.

  EVALUATION: The Pastor, as Head of Staff, and the Ministry Executive shall be responsible to direct the Annual Performance Review and Evaluation.  A mid-year and an annual review will be conducted by the Ministry Executive. Prior to the preparation of the operating budget, the Ministry Executive shall submit a written report of the Annual Review and Evaluation with recommendations concerning the performance of the staff person which shall be reviewed by the Head of Staff Pastor and the Personnel Department in consultation with a representative from the session Support Department.   Performance will be in terms of 1) the order, efficiency, and accuracy of the services provided, and 2) ability to relate well to the staff and membership of the church.     The Personnel Department shall conduct Annual Staff Conferences for the purpose of information, support and communication; and the Personnel Department shall annually review the adequacy of compensation.

   

  Session Minutes  11/29/10
  Jay High
  Part-Time Position

  TITLE:  Media Director 

  PURPOSE: To provide administrative direction and supervision for all areas involving media and video technology, coordinating the use of technology solutions with the Pastors, Program staff and congregation.

  RESPONSIBILITES: To coordinate and manage the application and use of all pertinent technologies in support of the missions and ministries of the church. This includes the provision of sound and media services for worship, rehearsals, special events and educational classes; the provision for video services including planning, production and dissemination of Sunday sermons, teaching testimonials and devotionals for TV, podcast and other mediums; provision for lighting, utilization of computers and assisting program staff, pastors and members in the effective use of available technologies.

  Management of Human Resources: Supervise and manage all part-time and/or full time employees in the area of media services; coordinate and communicate with primary consulting and contract relationships; recruit, train, encourage and oversee volunteer teams working in support of each area of responsibility treating the area of technology as a ministry.

  Management of Physical and Financial Resources: Maintain a current and accurate inventory of all fixed and mobile equipment associated with media and technology. Develop a systematic plan for replacement and repair. Ensure security of all equipment and accessories and a system of deployment and retrieval in the normal course of providing services. Develop and oversee an operating budget devoted to the media, technology area of ministry. Oversee and supervise all contractual relationships in this area of ministry and supervise the planned purchase of equipment and accessories.

  Development and Leadership of Media Ministry Team: Initiate and develop a team of volunteers, equipping them for direct involvement in a media ministry in support of all aspects of ministry and program technical support. This involvement should be broad based and multi-generational and includes coordination of work and event schedules.

  Job Knowledge, Skills and Abilities: Ability to work effectively and efficiently with a wide variety of individuals in person and online. Strong written and verbal communication skills. A synergistic understanding of the media arena for worship and congregational life. Ability to function at a high level within time constrained environments and situations. Ability to effectively socialize and manage dynamic and complex individual and team relationships insuring the successful deployment of support services.

  Education and Experience: Minimum experience requirement of five years real-life experience preferably with a church or ministry community deploying and supervising sound, media and technical services for ministry.  Bachelor’s Degree in a communications, ministry media or related field of technology (Preferred- Master’s Degree).

  Servant Leadership: Must be able to lead and serve at the same time and manage the differences, understanding the vision and goals of the ministries that he/she serves. Of paramount import is the priority of serving the Body of Christ at First Pres and understanding and supporting the priorities of the Session, pastors and staff, within and between ministries.
  
  ACCOUNTABILITY: Accountable to the Pastor as Head of Staff and to the Ministry Executive.

   

  Session Minutes   7/25/2011  
  Chip Weill
  Facilities Supervisor 
  Full Time Position (Non-Exempt Category)

  Proposed Staffing Change:
  Simply put, this proposed change involves eliminating one Sexton position and adding a new position with broader responsibility requiring more specialized skills and experience, one that will enable us to internally attend to minor repairs and replacements, respond to mechanical and system issues, maintain continuity in making ready our facilities for program support and providing media support for programs and events (indoor and outdoor), and funerals and weddings. The change will be essentially revenue ‘neutral’ however will result in a slight modification to our organizational structure.
  
  Basic Position Description:
  POSITION TITLE:  Facilities Superintendent 
  GENERAL: Responsible for provisioning all media related set-ups and support for rehearsals, programs and events, worship, weddings and funerals. Such provisioning may include the set-up of furnishings and equipment in various campus meeting rooms and venues. Responsible for campus maintenance and repairs of a limited and general nature and/or facilitating contract or vendor maintenance and repairs. Responsible for maintaining campus storage areas and responding to operational needs and requirements of programs  occurring during the week.
  ACCOUNTABILITY: The Facilities Superintendent will report to the Ministry Executive and receive program and event information primarily from the Director, Events and Facilities (Lindy Weiner) as well as the Pastors and Program Staff of the church.
  RESPONSIBILITIES:  The Facilities Superintendent shall be responsible for:
  1. Operating sound equipment in support of worship, weddings, funerals and special events on the church campus and making provision for other media required in support of all events exclusive of Sunday worship.
  2. Performing routine maintenance and service for church facilities such as HVAC filter replacement, attending to light bulb/fixture replacements and repair, monitoring and testing of fire suppression, fire alarm, security and access systems.
  3. Performing minor repairs as needed on door hardware, light fixtures, furniture, mobile carts, gates, plumbing fixtures and the like.
  4. As needed, assisting with equipment and furniture set-ups for programs and events in the various meeting rooms and indoor and outdoor venues on the church campus.
  5. Assisting with clean up and trash removal when necessary and for assisting with routine daily cleaning if required.
  6. At the direction of the Ministry Executive coordinate and oversee vendor activity on campus, including groundskeeping, service technicians, repair contractors, and delivery vendors.
  7. Other duties as assigned by the Ministry Executive.

  Simply put, this proposed change involves eliminating one Sexton position and adding a new position with broader responsibility requiring more specialized skills and experience, one that will enable us to internally attend to minor repairs and replacements, respond to mechanical and system issues, maintain continuity in making ready our facilities for program support and providing media support for programs and events (indoor and outdoor), and funerals and weddings. The change will be essentially revenue ‘neutral’ however will result in a slight modification to our organizational structure.POSITION TITLE:  Facilities Superintendent GENERAL: Responsible for provisioning all media related set-ups and support for rehearsals, programs and events, worship, weddings and funerals. Such provisioning may include the set-up of furnishings and equipment in various campus meeting rooms and venues. Responsible for campus maintenance and repairs of a limited and general nature and/or facilitating contract or vendor maintenance and repairs. Responsible for maintaining campus storage areas and responding to operational needs and requirements of programs  occurring during the week.ACCOUNTABILITY: The Facilities Superintendent will report to the Ministry Executive and receive program and event information primarily from the Director, Events and Facilities (Lindy Weiner) as well as the Pastors and Program Staff of the church.RESPONSIBILITIES:  The Facilities Superintendent shall be responsible for:1. Operating sound equipment in support of worship, weddings, funerals and special events on the church campus and making provision for other media required in support of all events exclusive of Sunday worship.2. Performing routine maintenance and service for church facilities such as HVAC filter replacement, attending to light bulb/fixture replacements and repair, monitoring and testing of fire suppression, fire alarm, security and access systems.3. Performing minor repairs as needed on door hardware, light fixtures, furniture, mobile carts, gates, plumbing fixtures and the like.4. As needed, assisting with equipment and furniture set-ups for programs and events in the various meeting rooms and indoor and outdoor venues on the church campus.5. Assisting with clean up and trash removal when necessary and for assisting with routine daily cleaning if required.6. At the direction of the Ministry Executive coordinate and oversee vendor activity on campus, including groundskeeping, service technicians, repair contractors, and delivery vendors.7. Other duties as assigned by the Ministry Executive.