Proposed Visionary Strategy for 2025 & Beyond

Offer Competitive Salaries and Benefits

   Offer competitive salaries and benefits to attract and hold talented personnel.

      Goal: Develop a salary package that offers sufficient inducements to retain qualified personnel inclusive of retirement benefits, insurance and a salary that equals or exceeds what is available in the local market.

     Narrative: The congregation will offer competitive salaries and benefits for its pastor and staff that are equivalent to those available in the local market. The congregation will continue its present effort to increase what it pays for the present staff until full time staffing is financially feasible.  Since 1976 the church has gradually increased the pay of the pastor and other staffers to reach this goal. However, no benefits are provided for any staffers and salary levels are not competitive. The objective is to develop and implement, in increments, a competitive package that will position the congregation to attract and  maintain quality  personnel needed to implement its ministries. Increase the income base of the general congregation through promotion of stewardship, membership expansion and other plans.

     Resources Needed: Trustee Board

     Resource Development: Members of the trustee board will develop this objective by visiting  neighboring churches and attending workshops and classes for inservice training

     Implementation Goal:  2003

   2000: Inserviceing, Increase salary packages, increase stewardship emphasis

    2001: life and medical insurance benefits package implement

    2002: Retirement plan /buy in, implemented for pastor

    2003: Full implementation for all staff

     Cost to implement objective: $60,000 over four years, including initial cost of retirement buy in for pastor.