MISSION STATEMENT:

To support the church staff in their work of assisting the congregation in carrying out the mission of the church.

 RESPONSIBILITIES:

• Legal requirements: Ensure that W-4, NC-4 and I-9 forms are completed by each employee. Verify documents listed for correctness.
• Ensure the church is in compliance with IRS and Wage and Hour laws for all employees.
• Comply with applicable governmental laws and regulations.
• Make Session aware of potential risks and legal implications.
• Each July review and update, as necessary, the Employee Handbook.

Staffing Responsibilities:

NOTE: All hiring and firing of employees must have prior approval of the Session.

• All staff of the church shall fall under the direct supervision of the Personnel Ministry Team.
• The Personnel Ministry Team is directly responsible for hiring and firing of the Business Administrator, the Executive Assistant, and the Facilities Manager.
• The Worship Ministry Team is directly responsible for the hiring and firing of the Music Director.
• The Weekday Children’s Ministry Team is directly responsible for the hiring and firing of the Preschool Staff.
• Ensure other staffing needs of the church are handled by the appropriate Ministry Team. However, the Personnel MT maintains oversight responsibility for the recruiting, hiring and firing processes used and must give prior approval along with the Finance MT for the wages, salaries and benefits to be offered.
• The Session is directly responsible for the calling of Pastors.
• Ensure all Policies and Procedures, as described in the B-DRPC Employee Handbook, relating to employment are carried out.
• Annually review and recommend a compensation and benefits package for all employees.

Personnel Relations:

• Ensure that contracts, policy manuals, and job descriptions are in place as required and that they are updated annually by their respective Ministry Teams or by the Personnel MT in the case of church staff.
• Ensure that the respective supervisors give Performance Evaluations for all employees. Review the Performance Evaluations to aid in making compensation and benefits recommendations as necessary.

• Encourage the professional growth and development of all staff. 

Membership shall consist of a chairman appointed by Lead Elder, and other members at-large. The staff contact shall be the Business Administrator.