 Okay, I'll come back everybody to our second lecture on church and ministry of administration. We are going to the lessons on church staff management. There's a lot of things to cover and we have just gone through the first step which is how do you hire people to work for the church. I just shared with you what we practice here. I'm not saying this is the only way to do it. I'm just saying this is how we do it here at ABC. The idea is if we can do our best to hire the right people then we can have a good team and have a good we can do the ministry well and that's why we put a lot of effort in the best and I'm not saying they're always you know they're always we are perfect or everything always goes right but we try our best to do it well. Any questions on what we discussed in the previous class from online? So let's move forward. So once we've you know we've made the job offer and got the person to join. The next step of course is the new employee oriented. It's on bottom of page 23. That means generally actually as soon as we make a job offer so what happens as soon as you make a job offer we inform people internally that so-and-so will be joining us so we have we have to notify our IT team so the IT team will have to get a laptop ready they'll have to get the emails set up or just give them access to various things and we inform account accountings or accounting needs to get ready to all the paperwork so and plus we suddenly in welcome email to everybody all our staffs everybody knows so-and-so is joining us. What is their role? Who will they be reporting to? A little bit about their background so that email goes to everybody. Even before the person joins or at least latest will be on the first day that they join us. This email was everybody knows this person is joining us and and then of course in the background all this work has to be done so so we inform we try to inform everybody at least one week in advance so IT team can order the laptop get their you know email ID set up all those things or their access to the various systems set up. So that on that first day they come everything is given to them and we have like a little welcome bag we give them a laptop bag we give them an APC jacket there's something just to welcome them and then our accountant will get their background details what it was forms would need to be signed. IT team will get them introduced to give us some secure email this is what we log into the system. Some of them you know maybe already familiar how to do these things or that may not be familiar so depending on the IT team will engage with them get them all ready so get them all set up. So that usually happens on the first day it probably takes a day to get all these things get them oriented and so on then introduce them to their respective team so the team leader will take them through their work and what they have to do etc all of them and then from then on they go forward. Now let's talk about compensation and benefits so this is another big area. How will we decide what salary to pay for church staff and consultants are paid in hourly rates so how we decide on the hourly rates for a consultant would be like this. The general thought process is if that consultant was working full-time for the church what would be the base salary. So okay that's the salary now we have to divide the salary by 160 160 you know 40 hours a week 4 weeks in a month 160 so that will become their hourly rate generally that's how we calculate but so the starting point is what is the salary we get so for a full-time staff the compensation includes the base salary the salary they're paid every month plus the bonus or bonuses that they might get during the course of it typically everybody's paid one bonus in each calendar year which usually happens in December and then there are the benefits like I mentioned we have benefits such as medical insurance so all our staff and all our outreach pastors are covered on the medical insurance we also have the retirement fund the employee which we are required by government to do and then we have other benefits like of course we have paid vacation sick leave all the time plus we there are benefits like every staff is can go on a paid mission trip in a calendar year that means on the mission and the mission terms that we arrange if they want to go we will pay for their travel up and down to go and serve in that mission to one mission trip every year so that's a benefit we did and somebody wants to know some of them may use it some of them may not use it but they may not have time to do it but generally those are interested will take a ticket about is it plus we have a benefit of 10,000 rupees per year per calendar year for education that means for that personal skill development so if they want to you know enroll for an online course or maybe multiple courses up to 10,000 rupees every calendar year they can use every stock in this it's there again I haven't seen too many people use it but it's there you know oh they have to use it like they have to they can use it for their education skill development maybe online course or in-person course or any kind of workshop or training they can attend and we will be reimbursed but they have to show us that they have completed it it's not like they just enroll and then they don't complete that you won't pay they have to show us that they have completed the course then we will pay them for the full amount within 10,000 rupees so those are benefits we give all our staff they can use it if they want so and all of this is in the staff guide and they put it there so people can use it so the question is how do you decide on the salary for a employee so the most important thing is people should know that they are being compensated fairly and competitively that means it's a fair amount being paid for the work they are doing competitive in the sense we may you know can a similar Christian organization how would a Christian organization pay for that now we try to do better of course we may not be able to pay the same as a multinational corporation you know where they are earning huge huge huge I mean their revenues are in billions of dollars or whatever so we cannot we will not be doing that but at least something that is okay if they were working for another Christian organization doing the same kind of work what would they get paid can we do that or can we do better so it's a fair it's fair and it's competitive and of course it should be aligned to their contribution to the organization now why is this compensation important because then people can focus on their work and do their work happily otherwise they'll already thinking you know I don't have enough money to pay bills I don't have enough money to take care of my own needs so that will be a pressure on their minds they can't do their work properly so we don't want that we want people to feel happy they should be able to do their work freely and they should feel satisfied that I am being paid for what I am for the work I'm doing for the organization so how do we do this first of all because it starts from what the organization can afford so what can the church afford to pay what is the level of skills and competencies a person brings so the level of skill and competency does not always measure up to the years of experience especially in let's say in you know in technical space like in IT or then media a person may be young maybe they have one or two years experience but the skills may be very good now because today the young people are very good in maybe in technology and media so the skills and competencies they bring is very high although they're very young in terms of the number of years of experience so we can't say okay I'm going to pay them less money just because they're young we have to look at what is the skill what is the competency in those skills that they're bringing so they have to look at that another important thing is what is the level of responsibility they could carry can they are they taking up responsibility for other people for the organization if somebody is doing a work that they're only taking care of their own self but if somebody is managing three four other people and you know is is always saying not only themselves but four other people that is more as a so they're not only being responsible they work but also for so then that person is going to get paid more even if they may not you know have that many years with spirit somebody may have 20 years of experience but they're working there are what we call as an individual content they're only taking care of their own work they may have worked 20 years but they're not carrying great responsibility because they're only managing the younger person maybe has five years experience but he or she may be overseeing the work of three four other people that is more responsible that person will learn more so we're looking at that responsibility side what is the leadership they provide to the ministry area that means they are a leader is going to envision a leader is going to plan is a leader is going to think strategically so that's the difference between a person who's just doing routine work versus a person who's doing work that requires planning thinking strategizing envisioning growing not message that's two different roles and a person with a leadership will obviously get more paid more than a person who's just doing routine work so that we look at that as well the other important thing of course is what is the performance in the results in the ministry objectives you know are they helping us fulfill the ministry objectives serving people expanding God's kingdom how they doing then personal growth learning and relevant are they themselves growing you know are they learning new things are they developing their skills or are they just staying the way they are if we see that that person is growing that is they are learning they are developing themselves that means their value to the organization's increase so that is also will add to how much we decide to face them and lastly of course we want to honor those who have stayed with the organization long but that's the last point because it is good we want to appreciate those who have a long tenure but that tenure itself is not going to be the basis of because there are more important things how they are working and what they're doing but ten year we do honor that and appreciate that the judicial organization so we have to take a look at all of this and then decide the salary based on this so we take all these things into account as we decide and then I mean the other things that we generally look at is what will this person gets outside okay we started what would they get in the industry so let's take for example a junior software developer who has certain skills you know maybe they know how to program and HTM and CSS they are a web developer so they know the web technologies so it's a junior they maybe they're just one or two years after college so in the industry again depending on which kind of company they work for they would generally make between 30 to 60,000 a month depending on how good they are so that also is important so some people can have two years experience and be very good some people can be have two years experience and just barely make it so that we will this we can get understand in the interview as we do the person okay this person is very good in as well so junior developer but it's very good so junior developer but it just you know very basic so then they would pay so even in the junior developer bracket you might pay a person 30,000 they just very basic but they're very good they pay 50,000 in the industry they pay on 60,000 they're very good but we are paying a little less but they are recognizing that the skill level is very good so so that that kind of assessment we have to do based on their skills based on how good they are so and then decide what are the benefit what the benefits like I think I've already mentioned this we have group health insurance the retirement savings paid leads learning money that we give every year learning and development there's an annual bonus and for annual bonus again we have a standard calculation how we calculate the bonus for all staff but we have an upper maximum that's only the bonus cannot exceed 25,000 rupees unlike corporations corporations have become huge bonuses we don't do that we just see upper limit is only 25,000 so 30,000 below is what somebody can get and so there is the the total so the total cost to company is more than the base salary because base salary plus bonus plus other benefit that'll be the total cost to the organization for each person and then we also need to you know discuss about hey working here the other benefits are you're getting going to be involved in Kingdom work and you're actually being involved in doing work for the Kingdom you have opportunity to be involved in missions you know as long as you're doing good work you can stay here as long as you want to work you know there's that security in that sense because the opportunity to grow that means we want people to grow so that when they grow the organization the ministry grows as they grow we also have we try to maintain a good workplace culture so we talk about that so it's it's you're working with people of the like of like my you know in similar pursuit of glorifying God so it's a great workplace culture and there's a brand so which means you know hopefully if you tell people I'm working at APC it's a good thing they feel that they're working for our people's judge and there's also quality of life so we try to let people work out their own you know work like father so there's that flexibility of how if you want to take a day off you want to come call follow those things we give them that space so this is all this goes into deciding you know what we can give to the star compensation plus other benefits plus a good work environment which is what a lot of people are looking for yeah you need to get paid well some benefits are there and then there is the intangible benefits of working in a good environment a church Christian ministry now you're talking a bit about culture later but not every Christian organization is a good place to work you know some Christian organizations can be very very toxic very harmful because there is so much of pressure that is the leadership can be very abuse and you know I've heard so many stories of churches Christian ministries Christian organizations where the world cultures where it's worse than corporate because it's very abusive it's very controlling it's like you know sorry a lot of things are going on inside and it's it's a Christian church or a Christian ministry but the work environment is very harsh and so people have suffered now so we have to be very careful we want to be disciplined you want to do our best but we can't abuse people we can't hurt people in the process they have to be fair they have to be kind they have to create a good environment for people to work then everybody can perform well they'll enjoy working they themselves will go beyond what is asked because they're enjoying they're doing it as to the law they will go on their own they will give their best but we have to create that and what at the same time there is that discipline and you know all those other things just making sure we're doing good work all right so let me pause and see any questions here under this employee compensation okay let me see there's a question on the chat how true is this and how right is this information that I have about church that the highest staff or senior church members who call the church members to ask for funds or donations towards church project and based on how much they bring in they get commissioned is this the right way to function thank you for asking that question I can but I personally don't know I mean I personally haven't encountered the situation I can imagine some churches doing that and I would immediately say that's not the right thing to do that's not the right way to go about things you know and so I would say you shouldn't you know one is one is the whole approach to raising funds it's like you know getting people to call and ask for money and that itself is you know that itself is a very it's an area I wouldn't I would say stay away from and the second wrong that I see is tying people's remuneration to how much money they bring in in a church context that definitely is wrong so there are two things that I see wrong in this you know the approach to raising funds calling people last minute for money and second time somebody's salary to how much money they bring in that the compensation that is based on commission that is you know that's what the corporate world would do especially in terms of sales or business development right in the corporate world usually sales people are paid like that they have a base salary plus a commission based on how much sales they do and that is fine in a corporate setting they're selling a service or they're selling a product but to transfer that into a church environment is at least in my understanding is very wrong because we're here to serve people they're not here to you know sell a product or something and so I feel it's but nice question any any other questions or anybody else wants to share any thoughts on this okay let's go forward we will start off another topic and we will you know we'll continue this next week which is employee management which is I think in a church setting a very very big issue in how do we manage our church style how do we make sure that they are excited about the work that work doesn't become hard or anything even though you're doing ministry and how can they be passionate about their work and so on and then you know how do you handle situations where people are not giving their hundred percent or people are demotivated or people are just treating it like a job so they just come and go and you don't suck so you know when you see those kinds of things how you know how do you handle it especially in a church and a ministry set so this is we want to talk about all this under employee management so how do you keep church staff motivated that is they should be excited about their work they should give their best they should be created and they should be passionate and whenever it's needed they should be willing to go the extra mile so especially in church and ministry there are a lot of unpredictable things example suddenly you know we can't predict when there's going to be a funeral somebody in the church you know somebody passes away and that time we can't say I am it's my day off you can't say that hey somebody passed away immediately everybody has to come together to get those things done you know there's a lot of arrangements need to be made you know we have to cemetery work has to be done a lot of things have to happen you can't predict this right at that time you can't say this is my day off or if somebody's in the hospital or some other emergency happens you have to go you have to go the second and you have to do it you can't you can't do it that's in so ministry work church work there are certain fixed things we can do but we will be expected to do something beyond and a lot of unexpected things that can happen we have to do it you have to be ready for it so you know how can we keep people motivated and here are some thoughts of one is we should give them meaningful work that means they should find meaning in what they are doing like example we have people in the office who because they're part of the member care team their job is make phone calls call people in the church now it might seem like a boring work but I have to just make phone calls no but you're making phone calls just to show people that you care for them ask them how they are doing if they're in a need way but sometimes they may just want somebody to listen to them because they may be in a situation where they're going to they just need somebody to share their problems so that is meaning that is meaningful that is where they're finding meaning in otherwise it's a routine but I just have to dial this number I please call this by hello brother hello sister I'm calling from all people church I just call to ask how we are doing that may seem like a very boring thing but the meaning is sometimes that other person may need somebody to pray with it they may need some encouragement we don't know we're just making a phone call we don't know what the other person but God can use this one call to bless them so we have a team of people member care I think 56 people their job throughout the week is just call people in the church care for them that's on the phone and then you can ask them you know would you like us to come and visit of course we can't just go and knock on the door so we ask them permission what days but what time is good and if they want then they will go and visit them or if it's their birthday wish them on a birthday if it's the anniversary wish that they feel happy that somebody call to wish them so the work itself is very very routine call they call these people but there is meaning in that work you don't know how you're going to bless somebody you maybe one person you call that person in the very busy oh that person's immediate response oh thank you so much for calling but right now I'm in the middle of a meeting I'm sorry I can't talk to you they'll close up in the car maybe the next person you call may respond the same day hey I'm actually I'm actually driving now I can't talk to you thank you so much close but the third person you call maybe you know somebody you meet you never know so and maybe the first to calls were very abrupt didn't end up in anything meaningful maybe the third person you call was going through some talent maybe God had a word to give to that person maybe they needed somebody to pray to them or some of the maybe somebody will listen to them they are going to some products so that is that we can find meaning you know and then they will enjoy they were there's a God today I know I have to make all these calls to different people but God use it to bless somebody use it to strengthen somebody use it to encourage somebody who's it means you know so even in the routine work if they can find meaning second we want to keep people freedom to make choices that means within certain boundaries we can't do anything because it will impact the organization but within the boundaries of your area of ministry in this you're free to make the decision so people are given that kind of freedom they will enjoy the work right because we can't say go and spend any money you want go and do whatever you want you can't do that you can say look within this budget you do what you want then they feel happy that yeah they're a bit interested with this certain amount of money the church is actually interesting me interesting me with this amount of money and I can do the ministry with that money so there is freedom in that space and they will feel even more value free the church has given me too much money I can do what I want and I'm going to be very careful example say if you're having a youth camp it's okay this is the better for the youth camp what how do you do you do it but stay within this budget and make sure that the youth are served well so that amount of money they can see how well they can you know spend it go the youth must be served well in the camp who should have a meaningful impactful camp to come to God but then that person feels empowered here the church has trusted me with this amount of money to run the camp things like that so another way that we can keep people motivated is you know to work along their strengths that means what are they good at give them that if you give them work that they cannot do they will feel very frustrated because they'll find it difficult they'll struggle with it you know they may not even like to do it so work along this and what are their competencies give them work they're good in doing yes stretch them but align to their strengths and so I provide work that encourages own personal growth that means in their area they can learn new things some people really like to learn new things and so they feel excited when they have the opportunity to learn new things new skills new challenges then you can highlight progress so they're doing well good job thank you for doing this that's nice you know keep going that's great you share the success celebrate the success you involve people in decisions and you know their area ministry let them have a say in what's going on provide possible reinforcement appreciation trusting them or the entire team coaching with feedback inspiring them but by your own leadership by your own example so these are several ways by which we can keep people motivated they feel excited in the work that they're doing and this cover one more point that will stop address be motivated so what are the motivators people feel they don't feel excited about work what are some things that demotivate people employee turnover that means if there are people always leaving the organization people resigning and leaving others will feel demotivate why is this person leaving it will be motivate people so we need wherever possible when when then we when when people leave us wherever possible I'm not saying wait this happens all the time but in the most we celebrate the leaving because we tell them they're leaving for something better example I think last month August yeah August where one person leave leave us and he was with us very very short and even before he joined us he told us so this person joined us I think in May of this year and he told us that he joined us itself that in August he might leave us to go to Germany because he wants to do higher studies so if that doesn't work but he continued working so he was not very sure at that time when he joined us in the month of May he said see I may work for a year but I'm trying I want to go and use my highest studies if everything wants out in August I'll go otherwise I'll continue on I'll work next year I'll try again next year and maybe next year he may go so he was very clear to us but it was very good price yeah so we took him he started work he did a very good work even though it was very only few months and everything worked out for him to go to Germany so okay he had to leave us but he was leaving for something good right there was joy even though he was leaving us be celebrated hey he's leaving to go and do his higher studies and you know it's a good thing for him so otherwise if people leave the organization of a lot of people leaving over and over again it demotivates others so we have to be careful about how we manage that another demotivated would be very difficult workplace culture that means if the culture is very harsh very you know if it's not healthy it can be a demotivator it is too much reorganization that can also be a good now we do move people around but we try to do it in a way where it's for the growth okay you take that role you take that role both of you can grow in these that's a good thing but it's too much of change may demotivate people so to reorganize in a very strategic way that builds people up not pushes them down sometimes increased workload if it is too much it could demotivate or sometimes we will go through some personal challenges you know financial family that can also affect it but so we have to look at you know what is when somebody doesn't feel motivated they to find out you know what is that particular individuals problem right what is causing demotivation in their case it could be any of these things you know a way to find out and try to get motivated so I'm going to stop here we'll pause here we'll continue this next week I will put all these sample PDFs on the classwork section and also in the learning portal so you're welcome to you know take it use it modify it use it for your church or ministry as we wish these are just examples that can be of use to you right any questions here before we wrap wrap up for the day any questions from in person students internal politics yes so that's a big big thing that is within the organization we want to keep our organization of the church ministry free from internal politics right how do we do that and we will get into the details like I said earlier when we talk about church culture the workplace culture like how do we create a workplace culture that is completely free of politics I just mentioned a few things now but we'll get into details later I think there is a Genesis Prince the Genesis principle is this everything reproduces after its own time everything reproduces after its own time that means if I play politics I will create politics because I will reproduce after my own time so it starts with the leadership with the leader and others in leadership if they are back fighting they are pulling each other down they are you know playing dirty games they are speaking how they behave how they conduct themselves so they will reproduce after their own times others will start doing the same but if starting from the leader and the leaders if everybody is clean you know and just be direct if you know speak freely give feedback receive feedback keep the whole thing clean then you'll reproduce after your own times that means others will also imitate that and look if I have a problem with somebody I'll sit down and I'll talk to them what is happening I'm sorry I don't like if they're doing something wrong say this is not right please correct me rather than going and telling somebody else he is not doing properly and you know spreading gossip no no just talk to the person directly so just call them directly keep them free that day you shouldn't be doing this or you should be doing this you know whatever the field and the same time I should be ready to receive it that means people should have the freedom to come and tell me that hey I missed doing something so sometimes I will get the message or I'll get an email say you forgot to do this you didn't do it okay fine I take it and more importantly if when I make a mistake I will go say sorry no so example yesterday I I lost my cool on somebody at that moment I spoke very sternly to that person within one hour when I realized hey I should have handled this that matter differently I was very upset because a lot of things for yesterday a lot of things were making me upset yesterday different different things on different areas and then added to that this person he did something which I didn't like it was not right so yes he did something because not right but my fault was I spoke very fast within half an hour I knew hey what I did was wrong I repented before God but I need to repent for him that person I that person is much younger to me that's okay I did something wrong so I immediately went as soon as I could I sent a message like there were two people three of us were in the meeting so I sent a message to both the people they also sent an email to both sir I want to put it on record I apologize to the head how I spoke to you was not right please so it's starting with me what he did was wrong but how I spoke was wrong so I'm apologizing for my acts and I sent both in WhatsApp an email I said to both of them because another person was in the meeting how what I what I how I spoke to us wrong please get me so what's happening is I am holding myself I'm judging myself I'm holding myself and I need to be vulnerable I need to be willing to say sorry to you know even people who may be reporting to me but if I set that as an example then everybody will follow that I'm now I'm sincere I'm not doing this just for show I'm sincere I'm sincere before God and to look I assume that about how I spoke so I sincerely apologize but then baby produce up around so then others will also learn hate if you make a mistake you should go and say sorry you should ask and apologize so then we can create a culture that is free of abuse or yeah we are humans we make mistakes but we also know that we need to say sorry we have to put ourselves in front of her before God and before so we talk more about that culture to create that environment where people feed comfortable okay any other questions all right so let's pause for today we will continue this next week and I hope all these practical things are useful that you can apply to the work you each one of us and right click somebody close in prayer place believe this miss we want to thank you for this time of learning thank you for instructing us on various practical things that we need to be mindful of ministry God we pray of God that we would be able to keep all this in our mind and also to apply this whenever necessary thank you for all the good things that you are teaching us through this series of lessons we give you glory in Jesus name you pray thank you Roman God bless season