Download the Parish Leadership Workshop presentation slides

Parish Leaders Workshop
(02/28/15)
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Parish Leaders Workshop
AGENDA
8:30 AM
9:00 AM
9:45 AM
10:15 AM
10:30 AM
11:30 AM
12:10 PM
12:15 PM
12:45 PM
1:00 PM
Gather, bagels and coffee available
Welcome & Morning Prayer
Theological Reflection & Team Building
Diocesan Resources for Parish Leaders
Break
New Congregational Development Opportunities
Moving Back Into the Neighborhood
Parish Capital & Stewardship Campaigns
Combined Endowment & Managing Investments
Human Resources Information
Noonday Prayer – Deb Grasso
Lunch and Table Discussions
Reflections from Table Discussions
Blessing & dismissal
Diocesan Resources
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Congregational Development
Opportunities
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Congregational Development
Moving Back Into the Neighborhood
Overview:
• Need to reconnect our congregations to our
communities
• First Step – Moving Back Into the Neighborhood
• Workshop (Friday night and Saturday)
• Everyone interested is invited
• Fun and interactive
• Practical steps to reengage community
• Learn the 5 Steps for Going Local
Next Steps MBiN
• Gather at least 10-15 parishes
• Engage Consultants in 5 step process
– Listening
– Discerning
– Experimenting
– Evaluating
– Living into a New Future
Stewardship
Opportunities
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Capital Campaign and Stewardship
The St. Thomas, Rochester Story
Stewardship Education
• Opportunity with JD Klote
– Stewardship workshops on Annual Campaign
– District Focus
• Diocesan Stewardship committee
– Needs members
– Needs feedback on how and when
Combined Endowment
Investment Review
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Investment Management Discussion
Combined Endowment
Overview:
•
•
•
•
75% of parishes participate, along with the Diocese
Pooled funds totaled ~ $23 M. as of 12/31/14
Funds managed by Genesee Valley Trust (GVT)
Diversified portfolio with a long-term investment
horizon
• Investment Policy Statement (IPS) Diocesan website
• Audit & oversight: Investment Review Committee
of Trustees, Bonadio Group, Clifton Larson Allen
Investment Allocation
• Current Asset Allocation^ (as of December 31, 2014)
^ Totals may not equal 100% due to rounding.
Investment Performance
• 3-YR average annual return 11.7% (net of fees)
• Compared to 3-YR benchmark return 13.0%
Fees
• GVT Fees- Reduced to 1.14% on 1/1/15
• Diocese administrative fees- None
Administration of Funds
• Establishing Authorization
• Distributions- Planned
• Withdrawals- Unplanned
• Additions/ Transfers to existing funds
• Gifts of Stock
• Using Electronic transfer in and out of accounts
• New Accounts
• Monthly Reporting
• [email protected]
Investment Management Discussion
Questions/Feedback
• When is it appropriate to invest in the Combined
Endowment?
• Potential interest in a NEW pooled fund for short term
investments?
• How else can we help you?
Calculating 2015 Draw from Investments
EXAMPLE:
• Parish investments average $360K (trailing 13 audited
quarters 2010 – 2013)
• 5% annual draw on $360K average balance = $18,000
• Recommend monthly draws of ~ $1,500 - smooth cash
flow & minimize impact of “market timing”
• Contact GVT to change distributions via electronic
funds transfer directly into church bank account
Parish Fund
Market Value
FROM:
TO:
12/31/2010
12/31/2013
$
321,000 $
Average
Balance
Annual
Draw
12/31/2013
5.00%
UNAUDITED
3/31/2014
6/30/2014
9/30/2014
12/31/2014
409,000 $ 412,000 $ 420,000 $ 408,000 $ 411,000 $
360,000 $
Monthly
Distributions
18,000 $
1,500
Human Resources
Information
MISSION STATEMENT: Grow and develop
congregations spiritually, numerically and in
missional leadership.
Human Resources Information
Fair Labor Standards Act (FLSA)
• ALL positions are either EXEMPT or NON-EXEMPT
for overtime and minimum wage requirements
• EXEMPT Employees:
• Executive
• Professional (Clergy)
• Computer
• Outside Sales
• Administrative
• NON-EXEMPT: All other positions, not specifically
covered under one of the above exemptions
Human Resources Information
FLSA Classifications
Administrative Exemption: To qualify, all of the following tests
must be met:
• The employee must be compensated on a salary basis at a
rate not less than $455 per week ($23,660 for 52 weeks);
• The employee’s primary duty must be the performance of
office or non-manual work directly related to the
management or general business operations of the
employer or the employer’s customers; and
• The employee’s primary duty includes the exercise of
discretion and independent judgment with respect to
matters of significance.
Human Resources Information
NYS Minimum Salary
Higher minimum salary for executive & administrative
employee exemptions in New York State:
• $543.75 /week, in 2013 ($28,275 Annual Salary)
• $600.00 /week, effective December 31, 2013 ($31,200)
• $656.25 /week, effective December 31, 2014 ($34,125)
• $675.00 /week, effective December 31, 2015 ($35,100)
There are no “part-time”, EXEMPT positions.
Human Resources Information
Parish/Vestry Resources
•
2015 Compensation Policy & Budgeting Guidelines
(mailed out each September)
•
Employee Handbook – New, updated by HR Committee
in consultation with HR Works. Can be modified or
adopted by the Vestry for parish use.
Both documents posted on website (Budget & Finance)
•
Society for Human Resource Management (SHRM)
•
HR Committee of the Diocese – available to consult on
specific questions or issues
Human Resources Information
Lay Employee Pension
2009 General Convention resolved that all lay employees scheduled to work 1,000
hours or more annually be provided with a lay pension plan administered and
designed by The Church Pension Fund (CPF).
403 (b) plans: Employers must contribute not less than 5% of the employee’s
compensation AND also match (on a dollar-for-dollar basis) not less than 4% of
compensation.
This resolution forms the minimum requirement that applies to all employers within
the Diocese of Rochester. Previous Diocesan policy recommended that employers
contribute 12% of the employee’s salary, utilizing CPF lay pension program.
Effective 01/01/15, the Diocese recommends that all employers contribute 8% of the
employee’s salary as the employer base contribution and up to an additional 4%
employer matching contribution. This approach results in a 12% maximum employer
contribution for employees that contribute 4 % or more to their own plan. Employers
may elect to “migrate” to this higher level of benefit by changing the base
contribution by 1% point, per year until they reach 8% employer base contribution.