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GOOD SHEPHERD PRESBYTERIAN CHURCHPOLICIES AND PROCEDURES/ELDERS MANUAL

Personnel Committee Revision Date: February 1, 2016

Personnel Policies

February 1, 2016

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Table of Contents

Scope and Application Page 4Personnel Committee Page 4

Job Positions Page 4Employment Classification Page 4Compensation Page 5Salary Increases Page 5

Hiring Process Page 6Criminal Background Checks Page 6Probationary Period Page 7Employment at Will Page 7Personnel Records Page 7

Work Hours Page 7Pay Periods Page 8Holidays Page 8Inclement Weather Page 9Vacation Page 9Sick Leave Page 10Leave Without Pay Page 10Family and Medical Leave Page 10Sabbatical Leave Page 11Compensatory Time Off Page 11Jury Duty Page 11

Health Insurance Page 11Pension Contribution Page 12Tuition/Child Care Page 12Worker’s Compensation Page 12Payroll Taxes Page 12Mileage Reimbursement Page 13Unemployment Insurance Page 13

Dress Code Page 13Preschool Staff Training/Events Page 13Smoking Page 14Prohibited Substances Page 14

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Personnel Committee Revision Date: February 1, 2016 Harassment Page 14Child Protection Page 15

Safety Page 15Discipline-Non Ordained Staff Page 15Discipline-Ordained Staff Page 16

Appendix A Personnel Committee Responsibilities Page 17Appendix B Employee Classifications Page 18Appendix C Sabbatical Leave Guidelines Page 19Appendix D Terms of Call Format Page 21Appendix E Job Descriptions Page 22

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Personnel Committee Revision Date: February 1, 2016Good Shepherd Presbyterian ChurchPersonnel Policies

Scope and Application of the Personnel Policies Personnel policies are established by the Session with regard to all staff. Additionally, Presbytery has personnel/administrative provisions regarding the Pastor. It is the intent of these policies to conform, where necessary, to the requirements of applicable state or federal laws. In the event that these policies are in conflict, applicable law prevails. Their terms are implemented in accordance with the Constitution of the Presbyterian Church U.S.A (PCUSA)). These policies may be withdrawn or changed at any time and without notice by action of the Good Shepherd Presbyterian Church (GSPC) Session upon recommendation of the Personnel Committee. A decision of the Session on the interpretation or application of these policies shall be final and binding on all employees. This document supersedes all previous personnel policies and procedures.

Personnel CommitteeThe Session has delegated the administration of personnel policies to the Personnel Committee. The Nominating Committee recommends individuals to serve on the Personnel Committee, with Session confirming the nominees. Of the five members on the committee, one member is a currently serving elder and chairs the committee. The other four members are elders but not currently serving on the Session, and they serve for three years as part of the normal rotation process. The pastor is an ex-officio member, although on occasion it may be advisable for the committee to meet without the pastor. However, the pastor should always be informed of the committee’s plan to meet and of its agenda. See APPENDIX A for responsibilities of the Personnel Committee.

Job PositionsThe Personnel Committee is responsible for developing and maintaining job descriptions for all authorized positions. The Preschool Director and Preschool Board assist in this regard for the Preschool positions. See APPENDIX E for the job descriptions.

Employment ClassificationsEmployees are classified for Wage and Hour (FLSA) overtime rules as “exempt” from the rules or “nonexempt”. Additionally, employees are classified as “full time” or “part time” for determining the application of benefits. GSPC defines a full time employee as one working a regular schedule of 40 hours per week. It is our practice that the regular schedule for part time employees should be 35 hours or less, with any exceptions approved by the Personnel Committee. See APPENDIX B for a listing of GSPC employees and applicable classifications.

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CompensationThe initial compensation for office and program staff positions is established by the Personnel Committee and approved by Session. For the Preschool teachers, salary ranges are established by the Preschool Director in consultation with the Preschool Board, and approved by the Personnel Committee. The initial compensation for the Pastor is established collaboratively by the Personnel Committee, Pastor Search Committee, and Presbytery, endorsed by the Session, and submitted to the congregation for approval in the terms of call.

Compensation rates (ranges) for all positions shall be reviewed periodically for market based consistency by the Personnel Committee and the Preschool Director/Board, as applicable. Applicable cost of living indexes since the last adjustment and prevailing market rates are the primary considerations.

Salary IncreasesThe Personnel Committee will recommend a merit increase percentage to the Finance Committee based on staff performance and salary-budget projections by SHRM (Society for Human Resource Management) or a similar organization. If, on reviewing the finances, the Finance Team feels the recommendation is too high, the Finance Team will work with Personnel to determine an appropriate percentage. The total of merit increase will not exceed the amount approved by the Finance Team, as part of the annual budget approval by Session.

While there is no separate cost of living adjustment (COLA), the Personnel Committee considers any cost of living changes when recommending the merit increase percent. The published Social Security COLA is useful in this regard.

Individuals who have been on staff three months but less than a year are eligible for a prorated merit increase. (The prorated merit increase will be calculated by dividing the number of pay periods worked by 24 and multiplying that number by the full annual increase equivalent.)

Permanent staff (full time and part time) will receive a mid-year and annual review. Reviews will be based on set criteria related to each individual's specific job responsibilities. In addition, church program staff will be reviewed on their support of key church initiatives. Except for Preschool teachers, evaluations are done mid-year in June and year-end in December. Preschool teacher evaluations shall be completed in May of each year.

Compensation increases will take effect at the first of the calendar year, with Preschool teacher compensation increases taking effect at the beginning of the school year.

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Personnel Committee Revision Date: February 1, 2016Changes to the compensation for the Pastor are recommended by the Personnel Committee in accordance with Presbytery guidelines, endorsed by the Session, and submitted to the congregation for approval in the terms of call. See Appendix D for terms of call format.

Any proposed salary adjustments outside the provisions noted above must be documented and submitted to the Personnel Committee for consideration, and will require the approval of Session.

Hiring ProcessFor non-ordained office and program positions, the Personnel Committee is responsible for the interview of candidates and the selection for the position. At Personnel Committee discretion, a special task force may be established for this purpose. It is Personnel Committee’s responsibility to provide the task force with all the information they need to effectively perform their assigned task (job description, salary range, benefits, etc.). When a task force is used, the task force will report to the Personnel Committee the recommended candidate. (Personnel reserves the right to interview that candidate.) With Personnel concurrence, the Session will be informed and vote on the selection. Personnel is responsible for recommending to Session the hire date, pay, and benefit package for said position.

For the Preschool, it is the responsibility of the Director to screen and secure qualified applicants for each staff vacancy. All prospective employees must meet Bright From the Start requirements as listed in the job description. A report of new hires will be submitted by the Director for information to the Session at the next scheduled meeting.

It is the general policy that candidates for permanent positions will be solicited from outside the GSPC membership. Members of GSPC will be considered for permanent positions only in exceptional situations and then only by preapproval of the Personnel Committee and Session. This policy does not restrict a person from becoming a church member after they have been hired.

Criminal Background ChecksGood Shepherd requires a criminal background check for all new employees prior to their hiring. Preschool employees must also complete a federal fingerprint background check within three weeks of hire. Additional background checks will be completed every three years for employees working with children. Failure to report criminal activity/background is grounds for dismissal and is considered falsifying the employee application.

If an individual has a criminal history, the following factors will be considered in determining whether to hire the individual for the position. The Pastor, in consultation with the applicable ministry director makes the determination.

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The nature of the criminal act The frequency of the criminal acts The time since the last conviction Rehabilitation efforts Subsequent employment history

All criminal history record information shall be maintained in the confidential personnel file.

Probationary PeriodThe first 90 days of employment serve as a time of learning for new employees. During this period, the employee will not be allowed leave, except under extraordinary circumstances. There must be prior notice to the Pastor, other Supervisory Staff, and/or Personnel Committee.

Employment at WillEmployees may resign their employment at any time and for any reason, and GSPC reserves the same right regarding the discontinuation of an individual’s employment. No verbal or written statement from any management official or supervisor should be relied on as a contract of employment or an indication of continued employment.

Personnel RecordsThe Personnel Committee shall maintain a confidential personnel file on each employee. Preschool employee files shall be maintained in the Preschool office. The file includes but is not limited to: a job description with clearly defined duties and responsibilities, lines of authority, the employee’s supervisor, a record of leave earned and taken, original application and resume, letters of reference, criminal background checks as required by the church and by law, W-4 and W-2 forms, copy of Session minutes approving hiring, copy of annual performance review and work plan, I-9 Form, salary records, and any letters of disciplinary action or commendation.

Personnel files may not be removed from the office. They may be reviewed only by the Pastor, the Personnel Committee Chairperson, and for Preschool files, the Preschool Director. Portions of the files may be shared by the Personnel Committee Chairperson or the Pastor with the Personnel Committee or the Session.

Work Hours GSPC’s regular church office hours are 9:00 am- 4:30 pm Monday through Thursday. The office is closed on Friday. The Preschool hours are set and communicated by the Director.

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For planning purposes, each employee should adhere to a basic work schedule. The work week should:

Consist of a standard set of core office hours (indicating scheduled days off)Be coordinated with other staff members’ schedulesBe approved by the Pastor or other supervisory staff.

Due to the demands of program requirements, staff is often required to work outside normal hours. Exempt employees are recognized as professional and as such, are expected to exercise the flexibility needed to ensure their job responsibilities are met while balancing their personal lives. However, it is necessary for all employees to account for their time and be under the oversight of the Pastor.

Pay PeriodsRegular pay periods are the 15th and the last working day of the month. If the pay period end falls on a weekend or holiday, checks will be issued on the preceding workday. Checks for employees set up with hourly reporting are on a one pay period lag basis.

HolidaysThe Church office and Preschool will be closed on the following recognized holidays:

New Years DayMartin Luther King, Jr. BirthdayEaster Monday (Church), Good Friday or Easter Monday (Preschool)Memorial DayFourth of JulyLabor DayThanksgiving DayChristmas DayThe Day after Christmas

If a recognized holiday falls on a day when the office or preschool is normally closed, the holiday will be observed as determined by the Pastor and Preschool Director.

On holidays, the Office Administrator is responsible for ensuring the answering machine messages will include instructions for reaching ministerial staff in case of an emergency.

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Inclement WeatherThe Pastor is responsible for decisions related to office hours in the event of inclement weather. The Preschool will follow Gwinnett County school weather decisions.

Vacation

The number of vacation days earned is based on the employee's classification and years of service. Years of service is determined by the calendar or school year hired, as applicable. During the first year of service, an employee is eligible for prorated vacation, after the probation period. The employee classifications are: Full Time, Part Time - 12 Month, and Part Time - 10 Month.

Full Time

After 1 year 10 days *After 5 years 15 daysAfter 10 years 20 days

Part Time - 12 Months After 1 year 6 days *After 3 years 7 daysAfter 5 years 8 daysAfter 7 years 9 daysAfter 9 years 10 days

Part Time - 10 Months After 1 year 5 days *After 3 years 6 daysAfter 5 years 7 daysAfter 7 years 8 daysAfter 9 years 9 days

*Prorated during initial year Vacation may not be used in less than half day increments.

Vacation must be requested in advance and must be approved by the Pastor or Preschool Director. Considerations for approving a vacation request include other employees requesting the same time off; time off would disrupt special events; or activities which would necessitate employee’s presence.

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Personnel Committee Revision Date: February 1, 2016Vacations are critical for one's health and well being. Employees are expected to use their eligible vacation time during the calendar year. Under exceptional circumstances, with the approval of the Pastor or Preschool Director, an employee may request up to 5 days of unused vacation be carried over into the next year to be used within the first six months of that year.

Any unused vacation will be compensated at the termination of employment.

Provisions for the Pastor’s vacation are specified in the Terms of Call. The Pastor will schedule/coordinate vacation with the Personnel Committee.

Sick Leave

Full time employees are eligible to receive 1 day sick leave for every 1 month worked. Part time employees are eligible to receive 1 day sick leave for every 2 months worked. Sick leave is to be used for illnesses or doctor/dental appointments for self or immediate family. It may also be used for bereavement for immediate family.

Sick leave is not to be used as or considered vacation. Sick leave may not be used in conjunction with vacation (except in exceptional cases if approved in advance by the Pastor or Preschool Director).When possible, sick leave must be approved in advance by the Pastor or Preschool Director. If sick leave lasts more than 5 days, or if sick leave is used on a day previously requested and denied for vacation, the employee must provide a doctor's note on return. Failure to do so will result in loss of pay for the time taken.

Sick leave may not be used in less than half day increments.

Sick Leave can be accrued, but is considered a privilege while employed and will not be paid at termination of employment.

Leave Without PayLeave without pay will not be granted until all vacation and sick leave, as applicable, is used and then only in exceptional cases with the approval of the Pastor or Preschool Director.

Temporary Employees Temporary employees are employed by the church or preschool for a period of six months or less. Temporary employees are not eligible for vacation or sick leave.

FMLAWhile GSPC does not meet the 50 employee criteria of the Family and Medical Leave Act (FMLA), the intent of the FMLA is observed. Permanent employees who have worked for at least 12 months may be allowed up to 12 weeks of unpaid leave for their own serious illness, the birth of a child, or the placement of an adopted or foster child, or to care for a seriously ill child,

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Personnel Committee Revision Date: February 1, 2016spouse, or parent. If applicable, GSPC will continue to pay health insurance premiums for up to 12 weeks and the employee must continue to pay his or her share of the premium while on leave.

Sabbatical LeaveAfter six (6) continuous years of service at GSPC, the Pastor is eligible for a sabbatical leave of seven weeks (49 days) for a session approved study program. Sabbatical leave may be repeated at five (5) year intervals. See APPENDIX C for sabbatical leave guidelines.

Compensatory Time OffWhen program staff members are working on an event as direct supervisors of the children of GSPC that requires availability 24 hours at a time or is a children’s activity that is out of town for a week or more, there will be up to 16 hours of compensatory time available. The compensatory time will be awarded at the Pastor’s discretion and must be used within 30 calendar days after being earned. Other compensatory time off may be authorized by the Pastor or Personnel Committee.

Jury DutyGSPC recognizes the importance of the civic responsibility of jury duty. All salary and benefits will continue for staff members serving jury duty. Employees must turn in notice of jury summons, documentation of service, and any compensation received to be kept in the employee’s personnel file. All compensation for jury duty will be deducted from the employee’s regular pay for that period.

Health InsuranceMedical coverage as well as death and disability benefits are provided to the pastor through the Board of Pensions of the PCUSA, in accordance with provisions of the “traditional plan”. Other full time employees hired prior to July 1, 2013, may have coverage under the “traditional plan”. GSPC pays 23% of salary and the employee pays 1.5% of salary for family medical coverage under this plan. Optional benefits under the “traditional plan” may also be included in accordance with the pastor’s terms of call.

For other full time employees hired on or after July 1, 2013, medical coverage for the employee is offered in accordance with provisions of the “affiliated plan”. GSPC pays 80% of the cost, with the employee paying 20%. Dependents may be enrolled with the employee paying the full cost for the dependent coverage.

Reference www.pensions.org for specific information.

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http://www.pensions.org/


Personnel Committee Revision Date: February 1, 2016Pension ContributionGSPC provides payments to a retirement fund for the pastor in accordance with provisions of the “traditional plan” with the Board of Pensions of the PCUSA. Other employees hired full time prior to July 1, 2013, may receive pension contributions at the third anniversary of employment with PCUSA, if this was part of their hiring agreement.

While there are no GSPC contributions on the employee’s behalf, all employees are eligible for participation in the Board of Pensions retirement savings plan, a 403(b) (9) plan. This provides a convenient, tax-deferred way to save for retirement. It offers a range of investment choices, including socially responsible investment options.

Tuition/Child CareEmployees of GSPC may receive free tuition for up to two children during the hours that the employee is scheduled to work. Enrollment and tuition discounts will be contingent upon availability in the age-appropriate class, and are issued at the discretion of the Preschool Director and Preschool Board.

Worker’s CompensationShould an employee be injured on the job or develop an illness that is work related, protection is available through Workers’ Compensation Insurance. All work-related injuries/illness must be reported immediately to the immediate supervisor. Necessary forms and instructions for medical treatment will be maintained in the office.

An individual receiving workers’ compensation benefits cannot return to work until released by the attending doctor. While there is no requirement to hold a job open for someone on worker’s compensation, it is GSPC’s guideline to work with the individual for a fair and reasonable amount of time for a return to work. Guidance from the Personnel Committee should be solicited in this regard. Depending on the anticipated length of time the individual may be out, the job may be filled temporarily or permanently. Payroll Taxes GSPC pays the employer’s portion of FICA taxes. All other taxes are withheld based upon current withholding laws and employee W-4. All employees should be reminded prior to the new calendar or school year to complete a new W-4 form if there are any changes in their withholdings. Note: Employer’s portion of FICA is not applicable for the pastor; SECA (self employed) tax contribution is handled as part of terms of call.

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Mileage ReimbursementMileage reimbursement for church-related travel is available to pastoral and program staff. Reimbursement is provided at the prevailing rate as determined by the Internal Revenue Service. Mileage reimbursement requests shall be turned in on a monthly basis for reimbursement to be considered.

Unemployment InsuranceIn accordance with the Georgia law, GSPC does not participate in Unemployment Insurance. As with other churches, employees have no coverage for unemployment when leaving the staff of GSPC.

Dress Code Staff members are a representative of GSPC to members and the community. Attire should reflect this at all times. Excessively tight or revealing clothing, jewelry that could be considered unsafe and shoes that would prevent stable support are not acceptable.

Preschool Staff Training and Required EventsPreschool teachers are required to participate in a minimum of 10 hours of continuing education training every calendar year. A maximum of 2 hours of training may be completed online. All new employees are required to attend 4 hours of Bright From the Start (BFTS) health and safety classes and 2 hours of child abuse and neglect classes within their first 12 months of employment. Additional training will be determined by the Preschool Director. GSPC Preschool will pay the registration for the 10 hours of required training. Additional training may be approved for reimbursement by the Preschool Director.

Throughout the year, there will be several special events held after regular school hours. Attendance is required at these events. The only excused absences from mandatory training and special events are: illness, work schedule at another place of employment or a regularly scheduled class that you must attend.

Staff will be paid an out of classroom rate of $8.00/hour for all on-site, required training and special events, including:Staff meetingsTeam meetingsSpecial events held in the eveningPre and post planning

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Staff will be paid the out of classroom training rate for the BFTS 10 hours of yearly required training. Any additional training beyond 10 hours will not be paid. For training attended on days normally scheduled to work, staff may elect to take PTO, unpaid leave, or be paid the training rate (up to 10 hours per year).

SmokingStaff or other persons shall not smoke or use tobacco on or within church premises.

Prohibited SubstancesStaff shall not be under the influence or consume alcohol, marijuana or other controlled substances on the church premises or be affected by such substances while on the church premises.

HarassmentGSPC maintains a written guideline on equal opportunity employment. Harassment, whether based on sex, age, race, color, religion, national origin or any other characteristic, is a violation of this guideline. We believe that employees are entitled to a work environment free from behavior that is disruptive or which unreasonably interferes with their ability to perform their jobs. Consequently, all employees must avoid offensive or inappropriate behavior and each employee is responsible for assuring that the work place is free of intimidation or harassment.

Sexual harassment or misconduct warrants special mention. Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct which creates an offensive working environment is strictly prohibited. Examples of prohibited conduct include sexually explicit jokes, pictures or propositions, obscene language or gestures, unwelcome touching, or other conduct which may be considered offensive.

Employees who have a complaint about work-related sexual harassment by anyone – church staff, officers, co-workers, visitors – should bring the incident to the attention of the Pastor or the Chairperson of the Personnel Committee.

GSPC will investigate each claimed incident of sexual harassment and will treat in a confidential manner the circumstances and the identity of the individuals involved. Employees making complaints about sexual harassment will be protected against retaliation for making such complaints.

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Personnel Committee Revision Date: February 1, 2016GSPC will not condone harassment of any kind in the work place and, if it determines that a complaint about harassment is valid, will take immediate and appropriate corrective action up to, and including, termination of employment.

Child Protection Procedures and requirements regarding GSPC child protection are documented in a separate policy specifically on this subject.

SafetyGSPC is firmly committed to providing a safe and healthful work place. Continuing efforts will be made to maintain safe facilities, equipment and conditions for employees, members, students, and visitors. Each employee is expected to abide by safe work practices and instructions as provided by their supervisor. Any work-related injury should be reported immediately to the employee’s supervisor.

Portable fire extinguishers are placed in strategic locations throughout the buildings. Employees should be aware of these locations and review proper extinguisher use.

Proper lifting and body mechanics should be employed when handling large or heavy equipment or material.

Discipline – Non Ordained StaffGrounds for dismissal include, but are not limited to, failure to successfully complete all aspects of the job description and failure to conduct oneself in a manner conducive to working in a Christian environment. A progressive course of discipline will be followed by the Pastor or Preschool Director (supervisor) and the staff member to indicate that there is an ongoing issue of concern. The process of discipline and consequences is as follows:

1st offense: verbal warning; the employee is to write a summary of the discussion which shall be placed in their personnel file.

2nd offense: written counseling statement; the supervisor writes up a counseling statement, discusses with the employee the concern, the statement is signed by employee then returned to the supervisor within 48 hours and placed in staff member’s personnel file.

3rd offense: coach and correct conference; this is a meeting of the employee with the supervisor and a member of the Personnel Committee, Pastor, or Preschool Board. Minutes of the meeting will be placed in the employees personnel file.

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Personnel Committee Revision Date: February 1, 20164th offense: one day suspension without pay; this action will be reported in the employee personnel file.

5th offense: termination

Grounds for immediate termination of employment include but are not limited to: Theft or fraudulent acts that would result in potential loss of cash or church assets Physical violence or threats of physical violence Sexual misconduct or solicitation Falsification of documents Continual absence or tardiness without notice Use or possession of alcohol or illegal substances on church property Other acts or conduct of immoral or illegal behavior

Discipline – Ordained StaffConcerns regarding ordained staff will be handled progressively by the Personnel Committee and the Session in consultation with Presbytery and as prescribed in the Book of Order.

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Personnel Committee Revision Date: February 1, 2016APPENDIX A

Personnel Committee Responsibilities

Help build a healthy work environment in an orderly, focused, and considerate way. Recommend to the session the policies, procedures, and practices that anticipate outcomes

before they happen. Ensure procedures for compliance with applicable state and federal employment rules and

laws. Counsel and support the staff. Encourage professional growth and development for all staff. Deal with issues before they become personal situations. Share expectations so there are no surprises. Evaluate the performance of the staff by implementing objective and measurable goals

determined by the staff and Personnel Committee. Develop/maintain position descriptions for all staff. Review and recommend to session compensation packages for all staff. Coordinate interview and new hire processes

PCUSA Reference Source

Guidelines for Session Personnel Committees http://www.pcusa.org/resource/guidelines-session-personnel-committee/

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http://www.pcusa.org/resource/guidelines-session-personnel-committee/


Personnel Committee Revision Date: February 1, 2016APPENDIX B

GSPC Employee Classification

Position FLSA BOP Benefits

HoursFT/PT

Reports To

Pastor Exempt Yes 40 FT Presbytery, Session Accountant * Exempt No 30 PT PastorMusic Associate * Exempt No 10 PT Pastor & Music Min Dir * Combined Yes 40 FT Music Director Exempt No 29 PT Pastor Children Ministry Director Exempt No 25 PT Pastor Youth Ministry Director Exempt No 20 PT Pastor Office Administrator Nonexempt No 32 PT Pastor Nursery Worker Nonexempt No Varies PT Nursery Guild Summer Intern Nonexempt No Varies PT Youth & Child Min Dir’s

Preschool Director Exempt Yes(Aff) 40 FT Pastor Preschool Assistant Director Exempt No TBD PT Preschool Director Preschool Bookkeeper Nonexempt No 15 PT Preschool Director Preschool Lead Teacher Exempt No Varies PT Preschool Director Preschool Assistant Teacher Exempt No Varies PT Preschool Director Preschool Stellar Sub Exempt No Varies PT Preschool Director

GPSC uses 40 hours/week to classify as “full time” for benefit/paid time off considerations.

Wage and Hour FLSA Guidelineshttp://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.pdf

Board of Pensions Guidelines http://www.pensions.org

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http://www.pensions.org/

http://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.pdf



APPENDIX CSabbatical Leave Guidelines

Plans for sabbatical leave should be made with the Session and Personnel Committee in time to be included in the congregation’s annual review of the budget and terms of call. These discussions should be a candid and open reflection on needs of the church and the individual and done in a spirit of care for all involved. Sabbatical plans should include:

Provision for pulpit supply, pastoral care, and moderator for the session, administrative leadership, etc. (the hiring of a temporary supply pastor is often appropriate.)

Establishing the philosophy behind the sabbatical. Some understand sabbatical leave as an extended time of spiritual rest and renewal. Others view it as an extended time for formal professional training. Whether or not there are expectations on how the time away is to be used and if there are specific programming implications stemming from the sabbatical should be settled well in advance of the leave.

The person away should expect to give a written report to the Session at the regularly scheduled meeting upon returning describing activities, accomplishments, next steps, etc.

Full compensation shall be paid to the person during the sabbatical leave. Sabbatical leave shall not exceed seven (7) weeks. It should include any customary

continuing education/study time for the year. It should not include any vacation time, so the vacation time remains intact.

Sabbatical leave may not be used as “terminal leave.” Using sabbatical leave to look for a new call is an inappropriate use of this time. If the individual chooses to leave the congregation within a period of one (1) year following the sabbatical, the salary attributed to the sabbatical will be refunded.

Sabbatical leave should not be used as “time out” when conflicts exist between the individual and the congregation. The issues, practices, and self-defeating patterns of behavior that cause problems in congregational life will not go away on their own just because the participants are separated from one another for a period of time. Ministers and staff experiencing particular tensions or conflicts are strongly encouraged to use the resources of the Presbytery, and/or other resources for handling conflicts before talking about a sabbatical leave.

From time to time, the timing of a well-earned sabbatical leave may not fit well into GSPC’s or the individual’s particular plans. Rather than slavishly adhering to the five-year schedule, individuals and the Session will talk frankly with one another as to the needs and goals of the church and those of the individual when determining when an acceptable time to be away is.

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Personnel Committee Revision Date: February 1, 2016However, except in unusual circumstances, all individuals must schedule their sabbatical in their rotation year, or upon approval of the Session, the following year or forfeit until their next rotation.

Reference Presbytery Committee on Ministry, Policy 17, for additional information and suggestions regarding sabbatical leave.

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Personnel Committee Revision Date: February 1, 2016APPENDIX D

Pastoral Terms of Call Example Format

Reference: Presbytery, Committee on Ministry, Policy #13, for Ongoing Compensation and Minimum Compensation Standards

Year 20xx 20xx

Annual Cash Salary $ $Housing Allowance

Total Effective Salary $ $

Benefit Plan (Medical and Pension per PCUSA) $ $

Total Salary and Benefits $ $

Continuing Education ReimbursementAuto Mileage Reimbursement at Current IRS RateBusiness and Professional ExpensesSECA Tax Allowance (50% of Obligation)Other -Other -

VacationStudy Leave

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APPENDIX E

JOB DESCRIPTIONS

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Job Description: Pastor 06/15

Reference Book of Order G-2.0501

Core Responsibilities

Preaching – communicate scripture with confidence, clarity, with relevance to issues and experience worshipers are concerned about; provide worshipers a sense of what they need to take with them to live as disciples of Christ.

Teaching – teach or lead classes or group studies and provide overall guidance for the Christian education and spiritual growth programs within the church.

Pastoral Care – provide pastoral care to members of the congregation, especially in times of crisis, and develop/promote a climate of lay pastoral care within the congregation.

Leadership and Administration – demonstrate effective organizational and communication skills, promote teamwork and lead by example; recognize and respond quickly to potential issues; coach the staff and session in the development and implementation of individual and team plans; delegate with oversight.

Denominational and Community Relations – maintain involvement with Presbytery and the community to promote a positive role of GSPC; communicate denominational (Presbytery and PCUSA) matters of interest to the congregation.

Self Management – utilize time and resources for a healthy balance between work activities and personal/family activities.

Accountability

The pastor is accountable to the presbytery (G-2.0502). Performance and developmental assessment is provided by the Personnel Committee of session.

Job Classification: Full Time, Exempt

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Job Description: Accountant 06/15

REPORTS TO: The Pastor, with oversight by the Personnel Committee and the Finance Team of session.

OBJECTIVE The Accountant will provide vision, leadership, organization, and support for ministries of the church. They will be responsible for the day to day church accounting functions, provide consultative support to the preschool financial team and, along with the Preschool Director, have functional responsibility for the Bookkeeper.

QUALIFICATIONSThe Accountant must have full-charge bookkeeping or accounting experience; excellent computer skills including knowledge of Excel and Word; and excellent organizational, interpersonal, and communication skills. Fund accounting experience and a familiarity with ACS software is preferred.

KEY AREAS OF RESPONSIBILITY

FINANCIAL PLANNING Participate in Budget Process (Church) Participate in Budget Process (Preschool) Present Budget to Session for Approval (Secondary) Monitor Budget Compliance

FINANCIAL REVIEW AND REPORTINGREVIEW

Participate in Monthly Finance Review (Church Participate in Monthly Finance Review (Preschool)

REPORTS Process Monthly Finance Reports for F&GA Team to Review Process Monthly Team/Committee/Staff Financial Reports Publish Monthly Financial Summary Analysis Publish Quarterly Financial Summary Analysis Publish Monthly Financial Summary Analysis to Session (Secondary) Prepare Annual Report (Finance and General Admin) (Secondary) Process Financial Information Reports

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Personnel Committee Revision Date: February 1, 2016FINANCIAL ADMINISTRATION

CHURCH FINANCE Process Miscellaneous Monthly Checks Process On-Line Payments Maintain Files/Update EFT Transactions Make General Ledger Entries Print Checks for Signature Answer Questions Related to Contributions/Payables Support Workman's Comp Audit

CHURCH PAYROLL Liaison with Board of Pensions Process Payroll Distribute Pay Stubs Distribute W2s Prepare, File, and Mail 1099s

OPERATIONS Monitor Office Expenses (Secondary) Monitor Bank Accounts (Secondary) Serve as a Permanent Member of the F&GA Team Establish Cash Flow Policy (Secondary) Maintain Cash Flow (Secondary) Ensure All Revenue/Expense Streams Captured Update/Create/Maintain Financial Policies and Procedures (Secondary) Process Miscellaneous Monthly Checks Make Weekly Cash Deposits e-Mail Quarterly Giving Statements e-Mail Year-End Giving Statements

ACS Control and administer ACS Access Audit ACS Entries

AUDIT Monitor Audit Readiness (Shared) Schedule/Support Annual Audit (Secondary)

Job Classification: Part Time (30 Hours), Exempt (Note: Combined with the 10 hour Music Associate position for a 40 hour full time position).

Job Description: Office Administrator 06/15

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REPORTS TO: The Pastor, with oversight by the Personnel Committee of session.

OBJECTIVEThe Office Administrator is responsible for managing the church office and providing administrative leadership, organization, and support for the people and ministries of Good Shepherd.

QUALIFICATIONSThe Office Administrator must have experience in computer programs (Including Word, Outlook, Excel, and Publisher); excellent organizational, interpersonal, and communication skills; and the ability to perform basic administrative tasks and manage a small volunteer workforce.

KEY RESPONSIBILITIES

Maintain a professional attitude with complete and full confidentiality Answer office phones Handle walk-in traffic Process office e-mail Facilitate and direct the flow of information Maintain and print church Google calendar Maintain facilities calendar Format and process church bulletin Format announcement page Process e-news Design and implement digital media Maintain administrative responsibility for the youth programs Promote and publicize youth activities Handle bookings and registrations for youth outings Process/record monies received for youth outings Create and maintain templates for all church publications Process Constant Contact Maintain membership list Prepare mailings Maintain church documents and contracts Maintain lists of Baptisms Maintain office equipment Meet/communicate with people Interested in renting space Review pricing, book room, and receive security deposit and rental fee

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Personnel Committee Revision Date: February 1, 2016 Update Elder's Manual Prepare statistical reports for Clerk of Session Properly store and dispose of sensitive documents Process regular giving-review/update ACS Handle miscellaneous projects directed by Pastor

EVALUATION A performance and developmental assessment will be conducted mid-year and annually by the pastor and Personnel Committee.

Job Classification: Part Time (32 Hours), Nonexempt

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Job Description: Children's Ministry Director 06/15

REPORTS TO: The Pastor, with oversight by the Personnel Committee of session.

OBJECTIVE To build and nurture the Christian Education ministries, and to nurture and equip children and families to love and serve Jesus Christ and the Church. The Children’s Ministry Director will be responsible for all church related programming for children 5th grade and under. .

This individual will provide vision, leadership, organization, and support for ministries of the church involving children and their families, including worship, mission, study, and fellowship. This individual will strengthen the children's programs to foster the spiritual growth of each person and to embrace them as cherished members of our faith and extended community. This individual will work with members and families to enhance their church experience and faith journey. This individual will creatively engage the congregation’s dedicated volunteer base and its long-standing commitment to children.

QUALIFICATIONS Be personally commitment to Jesus Christ Be able and interested in working with children Be flexible and sensitive to various family situations and ability to work effectively with

children and adults Have imagination, creativity, and initiative Have strong organizational skills and ability to delegate appropriately Have strong communication skills, both oral and written Have patience and sound judgment Have experience in the field of Early Childhood Education, Christian Education, or a related

field.

RESPONSIBILITIES Develop meaningful and caring relationships with children and their families providing

pastoral care as needed Create opportunities for children and their families to participate fully in all aspects of church

life, including worship, mission, study, and fellowship Coordinate programs involving children and their families including Christian Education and

fellowship activities Oversee recruitment of; and provide training, support, and resources for; volunteers who staff

programs Interact with children and families outside the church facility for the purpose of ministering

to church members as well as reaching out to the un-churched

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Personnel Committee Revision Date: February 1, 2016 Be an advocate for all ministries of the church Plan, manage, direct, and/or delegate the following programs:

Sunday school, 5th grade and under, including curriculum recommendations for team approval

Children’s worship Vacation Bible School The Acolyte Program The children’s portion of the Wednesday evening program Preschool Chapel on the 2nd, 3rd, 4th and 5th weeks of each month Other children's programs with concurrence of the Pastor and Session

Ensure a safe environment for children Be knowledgeable of community resources that would benefit children’s ministries Support combined preschool/church special events Supervise the nursery guild Ensure a safe environment for children

ADMINISTRATIVE Work collegially with the church staff, volunteer leaders, and members of the congregation Attend staff meetings and session and session committee meetings (as needed) Establish and maintain regular office hours, as approved by the head of staff Ensure ample publicity and communication about all programs involving children's activities

for our church families, including website updates Ensure all required paperwork is processed on-time

EVALUATIONA performance and developmental assessment will be conducted mid-year and annually by the pastor and Personnel Committee.

Job Classification: Part Time (25 Hours), Exempt

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Job Description: Youth Ministry Director 06/15

REPORTS TO: The Pastor and the Personnel Committee of the Session.

OBJECTIVEIndividual will provide vision, leadership, organization, and support for ministries of the church involving youth and their families, including worship, mission, study, and fellowship. Individual will strengthen the youth programs to foster the spiritual growth of each person and to embrace them as cherished members of our faith and extended community. Individual will work with all members and families to enhance their church experience and faith journey. Individual will creatively engage the congregation’s dedicated volunteer base and its long-standing commitment to youth.

QUALIFICATIONS Personal Commitment to Jesus Christ College degree preferred, with preference for advanced degree in Christian Education and

experience in Christian Education or Youth, and Family Ministries (may include educational, employment or volunteer experience)

Knowledge of developmentally appropriate practices and spiritual formation of youth. Flexibility and sensitivity to various family situations and ability to work effectively with

youth and adults. Imagination, creativity, and initiative Strong organizational skills and ability to delegate appropriately Strong communication skills, both oral and written Patience and sound judgment

RESPONSIBILITIES Develop meaningful and caring relationships with youth and their families providing pastoral

care as needed Create opportunities for youth and their families to participate fully in all aspects of church

life, including worship, mission, study, and fellowship Coordinate programs involving youth and their families including Christian Education, youth

groups, mission trips, and fellowship activities Oversee recruitment of, and provide training, support, and resources for, volunteers who staff

programs involving, youth and their families Interact with youth and families outside the church facility for the purpose of ministering to

our members as well as reaching out to the unchurched (school events, recitals, graduations, etc)

Be an advocate for all ministries of the church Ensure a safe environment for youth

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Personnel Committee Revision Date: February 1, 2016 Plan ways to recognize and express appreciation to volunteers of our youth ministries Oversee organization of Sunday school classes for youth Select or design curriculum for Sunday school classes for youth Organize and oversee confirmation classes and plan recognition for confirmands when they

join the church Coordinate with Minister of Music and Director of Children’s ministry in all areas, as

needed.

YOUTH GROUPS Oversee programming for middle school and high school youth groups Equip youth to be leaders in the youth program, congregation, wider church, and community Oversee planning for and attend mission trips, community service activities, and youth

conferences, and oversee related fundraising Plan ways to recognize and honor high school seniors upon graduation

WORSHIP Oversee planning of Youth Sunday Plan for annual youth recognition programs Ensure integration of youth and their families into existing fellowship programs of the

church, including receptions and retreats Develop special community-building activities for youth and their families

ADMINISTRATIVE Attend session meetings as needed and serve as staff support for the Session’s Youth

Ministry, including annual and long-range planning Work collegially with the church staff, attending staff meetings Submit budget requests Establish and maintain regular office hours, as approved by the head of staff Promote and publicize all Youth ministry programs through bulletin announcements, letters,

e-mails, newsletters, and more, with parents, families and staff Maintain effective relationships with staff, volunteer leaders and members of the

congregation

EVALUATIONA performance and developmental assessment will be conducted mid-year and annually by the pastor and Personnel Committee.


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Job Description: Music Ministry Director 06/15

Purpose: The Music Ministry Director is charged with leadership and/or supervision of the adult, youth, and children’s choirs, the hand bell choir ministry, and all instrumental groups or ensembles. The director is charged with responsibilities in worship leadership in conjunction with the pastor and supervision of all music staff and volunteer leaders.

Classification, Education and Skills:

The position of Music Ministry Director is part-time. It is essential the director demonstrates a high level of music proficiency and be able to work well in a team setting with both paid and unpaid volunteer staff. At minimum, a bachelor’s degree in music is required.

-Worship: to work with the pastor to plan worship and congregational music, to prepare and lead the adult choir for all service music for all worship services, including special services as the need arises.

-Adult Choir: to lead the choir spiritually by promoting an atmosphere of caring and support, to promote excellence in the discipline of music as a worthy offering to God. To be aware of musical gifts within the congregation and seek opportunities to enhance worship by using those gifts, including reaching out to potential members by personal invitation.

-Other Choirs: coordinate and oversee musical opportunities for children’s choirs, youth choir (including planning, fund raising, and attendance of the youth choir tour), and instrumental groups. Promote worship leadership for all choirs and instrumental groups including encouraging consistent attendance at all rehearsals and presentations.

-Administrative: Prepare annual reports, budgets, etc. with the Music and Worship Team that pertain to the Music Ministry. Attend staff meetings, Music and Worship Team meetings, and Session meetings. Coordinate planned absences and vacations with other staff personnel to ensure all functions of the Music Ministry are covered. Maintain or supervise maintenance of the music library and all music equipment and instruments. Establish yearly objectives and participate in annual and semi-annual performance reviews. Maintain affiliations with professional music organizations which support or enhance the Music Ministry of the church.

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Personnel Committee Revision Date: February 1, 2016-Funerals and Weddings: Be available in an advisory capacity to those planning weddings, funerals, etc.

Accountability: The Music Ministry Director is accountable to the pastor, with oversight by the Personnel Committee of session.

Team/Committee Liaison: Music and Worship


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Job Description: Music Associate 06/15

REPORTS TO: The pastor, with oversight by the Music Ministry Director and the Personnel Committee of session.

OBJECTIVE The Music Associate will provide vision, leadership, organization, and support for the music ministries of the church.

KEY AREAS OF RESPONSIBILITYTo work with the Music Ministry Director to develop a comprehensive music program by:

- Providing organ, piano, and/or keyboard music for worship services

-Accompanying the adult choir at regularly scheduled rehearsals, Sunday worship services, and special events as assigned by the Music Ministry Director.

-Selecting and presenting preludes, interludes, offertories, and postludes.

-Accompanying the SSCC at regularly scheduled rehearsals and special events as assigned by the Music Ministry Director.

-Maintaining a current list of substitute organists/keyboard persons

Job Classification: Part Time (10 Hours), Exempt (Note: Combined with the 30 hour Accountant position for a 40 hour full time position.)

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Job Description: Summer Youth Intern 06/15

Job Description:

Part-time 9 week position, approximately 20-30 hours per week, varying hours. Position reports to the Youth Ministry Director and the Children’s Ministry Director with

oversight by the Christian Education Team of session and pastor. The Summer Intern Program at Good Shepherd Presbyterian Church is designed to offer a

college student the opportunity to work with the student ministry of an active congregation within a multi-staff setting. We view the intern experience as a serious effort in training future church leaders and helping students develop skills for future careers. Whatever the individual’s future in the church might be, be it ordained or lay ministry, the Intern Program seeks to provide a foundation in servant leadership and ministry skills. The intern will supplement the ongoing student ministries (grades K-12) and be involved in training, planning, staff development and ministry.

Duties Include:

Make individual contact with the youth for the purpose of building supportive relationships, encouragement and evangelism.

Plan and assist with summer activities such as day trips, fellowship events, retreats and other events as scheduled. The intern will be responsible for the planning and implementation of one family event, from start to finish, in late July.

After receiving training, lead a weekly Bible study (FISH) for middle and high school students.

Assist in children’s or youth Sunday school as directed by the Director of Youth Ministries and/or Director of Children’s Ministries, teaching occasionally.

Assist in the organizing and preparation leading up to Vacation Bible School and participate as staff the week of VBS.

Create a bi-monthly newsletter for youth and their families. Attend worship weekly. Meet weekly with the pastor, Youth Ministry Director, or Children’s Ministry Director for

training and leadership. Other duties as assigned.

Job Classification: Part Time/Temporary (20-30 Hours), Nonexempt

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Job Description: Preschool and Extended Day Director 12/08/15

Responsibilities

The Director is the leader of Good Shepherd’s weekday day school ministry to children and their families. As a church mission, the preschool and extended day program nurtures and provides Christian outreach to children, their families and the staff who support them. The Director is responsible for:

Creating a positive working/learning environment Administering the day to day operation of the preschool and extended day program Working with the Preschool Board in the formation of policies Providing leadership for teachers as they plan a balanced program directed to the social,

emotional, physical, intellectual and spiritual growth of children Making sure that the preschool ministry is aligned with the church at large and its

mission

Classification, Education and Skills

The Preschool Director position is full-time. The Director must meet one of the following educational qualifications: Child Development Associate credential and six months qualifying child care experience, Associates degree in Early Childhood Education and six months qualifying child care experience, twenty hours of credit in Early Childhood Education, Bachelor’s degree in a field other than Early Childhood Education and three months qualifying child care experience, Bachelors’ degree in Early Childhood Education or child development, Master’s degree in Early Childhood Education. The Director should have at least two years of experience as a classroom teacher and some experience or demonstrated success in educational administration or leadership. The Director must have basic computer skills and be skilled at interacting with children, parents and teachers.

Staff Responsibility

The Director reports to the Senior Pastor and works under the guidance of the Session and the Preschool Board

Duties of the Director are set by the Senior Pastor and the Personnel Committee in consultation with the Preschool Board and are subject to periodic review

Attend session meetings as needed Attend church staff meetings Complete a minimum of ten hours of state approved training per school year

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Program Responsibilities

Show proficiency in the knowledge of all state regulations for operating a child care center

Enforce Good Shepherd’s Child Safety policies Work with the teachers to translate knowledge of child development and appropriate

curriculum design into quality programs for children Publish the curriculum guidelines and train teachers in those guidelines Determine class size, age levels and teaching assignments Be aware of and utilize as appropriate community resources that will enrich the

curriculum Work with parents, teachers, and the Preschool Board to develop and maintain long-range

goals and strategic plans to meet those goals Promote decision making that is positive, constructive, ethical and focused on the best

interest of children Provide and maintain a spiritual ministry though facilitating a weekly chapel service Create and update as needed the Parent Handbook Facilitate the fall Parent Orientation Conduct monthly fire drills and biannual tornado drills in accordance with the state rules

and regulations Ensure that all immunization forms are up to date and on file, per Health Department

regulations

Staff Responsibilities

Recruit, interview and hire qualified staff Schedule and direct staff training, monthly staff meetings, and age-level planning

sessions Conduct year-end evaluations of all staff and report the evaluation results to the

Preschool Personnel team Provide and update as needed the preschool portion of the Personnel Policy Manual, in

conjunction with the Personnel Team Compile a list of approved substitute teachers Ensure that classrooms are staffed when teachers need assistance Review lesson plans and serve as a consultant and resource for teachers Periodically observe in all classrooms and perform ongoing teacher evaluations and

annual formal evaluations

Office Responsibilities

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Maintain personnel files Inventory, order and allocate the space, furniture and supplies needed to implement the

curriculum

Financial Responsibilities

Prepare an annual budget with the preschool finance committee and submit to the Preschool Board for recommendation to the Session

Operate the program within the adopted budget Prepare monthly financial reports and submit reports to the Preschool Board treasurer

prior to the monthly board meetings Create and implement the yearly reduced tuition guidelines and applications Work with the preschool board finance team to determine family eligibility for reduced

tuition Prepare monthly payroll forms, coordinate the processing of payroll and distribute

monthly paychecks

Performance Review

The Personnel Committee will complete an annual performance review in October, based on this job description. Information gathered from the preschool staff, the Board, and the Pastor may be used to complete this review.

Salary

Salary decisions are made by the session based upon the Personnel Committee’s recommendation and the finance team's review. Pay raises will go into effect in January.

Job Classification: Full Time, Exempt

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Job Description: Preschool Assistant Director 12/8/2015

Education, Experience, and SkillsIt is desired that the Assistant Director have an educational background in early childhood education, child development, or a related field with demonstrated competence in child development, classroom management, and basic computer skills.

Job Specifics

The Afternoon Administrator reports to the Preschool Director. Duties of the Assistant Director are set by the Preschool Director and are subject to periodic review. The specific duties are outlined below.

Program Responsibilities Work with the Director, teachers, and parents to develop and maintain current and long-

range goals and strategic plans to meet those goals Promote decision-making that is positive, constructive, ethical, and focused on the best

interest of the children Maintain a professional attitude with complete and full confidentiality between

him/herself, the Senior Pastor, the Preschool Board and parents Assist in enforcing the Georgia rules and regulations for Childcare Centers and Good

Shepherd’s Child Safety policies

Office Responsibilities Maintain student files. Ensure that all files are complete, as per the guidelines in the state

rules and regulations. Maintain student attendance sheets. Ensure that all files are complete, up to date, and

kept on record for a minimum of six months. Inventory and Organize all weekday preschool ministry supplies and resources

- Provide teachers with an updated inventory of the classrooms at the beginning of the school year prior to pre-planning, at the end of the school year prior to post-planning, and as needed due to the addition or deletion of materials from the classroom

- In conjunction with the teachers, complete a classroom inventory check in August, January and May

- Create and maintain an up-to-date inventory of the resource room Maintain weekday preschool ministry Audio and Visual Collections

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Personnel Committee Revision Date: February 1, 2016- A minimum of twice per month, review the audio visual inventory to ensure that staff

members have returned any items checked out for 2 weeks, and that all inventory is present, if not checked out by any staff

Purchase classroom snack and art supplies as necessary, within the budget- Place an order with Discount School Supply for art supplies on the 15th and the last

school day of the month- Order or purchase other classroom supplies on the 15th and last school day of the

month, within budget- Place Pure Fun orders once per month, on the last Tuesday of the month- Communicate with teachers if a supply cannot be purchased immediately, or will be

placed on the “wish” list, rather than the “need” list Assist with scheduling and provision of tours to parents of prospective students Assist with the scheduling and supervision of registration Assist with the planning and implementation of orientation and pre and post- planning

Personnel Responsibilities Take over the role of Director when the Director is not present Oversee the arrival and departure of children Ensure that classrooms are staffed when teachers need assistance Visit and observe in classrooms daily Assist the director in recruiting, interviewing, and hiring staff Assist the director in the completion of teachers’ annual review

Preschool Board Responsibilities: Attend at least 10 hours of BFTS approved training annually

Evaluation and SalaryThe Director will complete an annual review based on this job description. Information gathered from the Director, the teachers, the Board, and the Pastor may be used to complete this review. The Preschool Board will establish salary and any subsequent raises, in accordance with Personnel Policies.

Job Classification: Part Time (TBD hours), Exempt

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Personnel Committee Revision Date: February 1, 2016Job Description: Preschool Bookkeeper 01/19/2016

Education, Experience, and SkillsBookkeeping experience in Accounts Receivable, particularly in a school setting, is preferable. Experience with ACS (Automated Church Systems) not required, but helpful.

Job Specifics

The Bookkeeper reports to the Preschool Director with functional direction from the Accountant. Duties of the Bookkeeper are set by the Preschool Director and the Accountant, and are subject to periodic review. The specific duties are outlined below.

Invoicing - Mass billing- Weekly invoices- Monthly invoices - “odd” invoices (drop in, late fees)

Receiving Payments- Receive cash and check preschool payments into ACS and scan checks- Receive online preschool payments - Miscellaneous receiving of contributions / church payments and check scanning

Late Notices- Invoice for these if no payment has been made on an account by the 10th of the month

Statements- Send home to all students on the last school day of the month- statements should include all

balances or credits, as well as the invoice for the upcoming month Work with the church office volunteers to distribute quarterly church contribution statements Aging Report

- Weekly “clean up” as needed - Meet with the preschool director to review report, once per week

Assist the Accountant with reconcilements and other miscellaneous projects Visa Reports

- Input the journal entries from all church and preschool staff Visa Itemization reports into ACS

SCRIP Deposits- Process deposits and enter into ACS (approximately 1-3 times per month)

Evaluation and SalaryThe Preschool Director with input from the Accountant will complete an annual review for this position.

Personnel will establish the salary and approve any subsequent raises, based on recommendations from the Preschool Board.

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Job Classification: Part time (15 hours), Nonexempt

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Job Description: Preschool Lead Teacher 06/15

Mission StatementGood Shepherd Preschool and Extended Day is an integral part of the ministry of Good Shepherd Presbyterian Church, serving the community by providing a Christian learning environment for children. The school strives to provide children with the conditions to promote spiritual, social, cognitive, emotional and physical growth; to strengthen their capacity to establish healthy and meaningful relationships with children their own age; to find joy and satisfaction in creative work; and to respect themselves and others.

Position Purpose:To provide a successful, safe and supervised educational setting for children while they are in the Good Shepherd Preschool environment. To promote the physical, social, emotional, cognitive and spiritual development of the students at Good Shepherd Preschool. To develop individual goals for children, providing ongoing assessment on progress and facilitate transitions into the next classroom the child will be attending.

Responsible to: Preschool teachers report to the Preschool Director and work under the guidance of the

Preschool Board. Duties are set by the Preschool Director and Preschool Board and are subject to periodic

review. Annual performance reviews, based on this job description, will be conducted by the

Preschool Director under the supervision of the Preschool Board.

Knowledge/Skills/Experience Required Minimum education requirements are completion of CDA, Associate’s Degree in early

childhood education or child development, Bachelor’s Degree in early childhood education or childhood development, or Bachelor’s Degree in an unrelated field with a minimum of 3 months experience working in an early childhood education classroom setting.

Proficient knowledge of child development, early education theories and practices, and safe and appropriate activities for children

Motivation to learn and grow in an educational environment; and be willing to continually increase knowledge in the field of early childhood education.

Excellent written and verbal communication skills Physical ability to lift children (up to 45 lbs.), move quickly in order to respond to

children who are very active and may need redirection in order to ensure their safety and the safety of others in the environment, kneel, stoop and sit on the floor to attend to children’s needs

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Personnel Committee Revision Date: February 1, 2016 Ability to respond appropriately to an emergency or crisis situation, demonstrating a

calm, efficient demeanor Demonstration of positive personal attributes including respect for others, cultural

awareness and sensitivity, flexibility, consistency, fairness and compassion for others.

Staff Responsibility Attend monthly staff meetings, team meetings, pre and post planning, Parent Orientation,

special events and training opportunities as scheduled by the Director. Complete a minimum of ten hours of state approved training per school year Be punctual, prepared to begin your work day Supervise, train and utilize assistant teacher’s skills and abilities Work with other staff members to form a positive, supportive team atmosphere. Maintain adherence to all school policies and procedures as written in the personnel

policy manual. Ensure confidentiality of privileged information.

Program Responsibilities Read each individual child’s file in your class and be knowledgeable about their medical

and developmental histories. Ensure that your assistant is also knowledgeable about each child’s history. Post a list of children with allergies in the classroom.

Create lesson plans that will excite and interest children everyday. Be diverse and creative, implementing large group, small group, and individual activities. You are expected to follow the curriculum guidelines provided to you by the Director.

Turn in lesson plans to the Director every Wednesday for the upcoming week. Encourage experimentation, exploration, problem-solving, cooperation, socialization, and

choice-making; ask open-ended questions and listen respectfully to the answers. Keep the classroom clean and organized in a manner that will support developmentally

appropriate play and learning; create and change learning centers as needed. Create and send home a weekly class newsletter. The newsletter should include

upcoming dates, themes for the week, developmental goals, and specific projects and activities that have occurred.

Submit newsletter to the Director each Wednesday for the upcoming week. Post your daily schedule in your room. The schedule can be flexible, but list times for

each planned activity. Sit down with your assistant at least once per week and write down or discuss the

materials needed for each day, as well as the goals in learning for the week. Materials should be prepared in advance by your assistant.

Seek a partnership with families, encouraging parent involvement and open communication

Maintain ongoing developmental records for each child to assess growth in all developmental areas (cognitive, emotional, physical, social and spiritual).

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Personnel Committee Revision Date: February 1, 2016 Prepare and conduct the required parent / teacher conference as indicated by the Director Maintain daily attendance records and happy notes and incident reports (as necessary).

CompensationSalary is determined by the Preschool Director, with oversight by the Preschool Board and the Personnel Committee, and is commensurate with education and experience.

Job Classification: Part Time (Variable Hours), Exempt

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Job Description: Preschool Assistant Teacher 06/15

Mission StatementGood Shepherd Preschool and Extended Day is an integral part of the ministry of Good Shepherd Presbyterian Church, serving the community by providing a Christian learning environment for children. The school strives to provide children with the conditions to promote spiritual, social, cognitive, emotional and physical growth; to strengthen their capacity to establish healthy and meaningful relationships with children their own age; to find joy and satisfaction in creative work; and to respect themselves and others.

Position Purpose:To assist the lead teacher in the following goals: provide a successful, safe and supervised educational setting for children while they are in the Good Shepherd Preschool environment, promote the physical, social, emotional, cognitive and spiritual development of our students, develop individual goals for children, provide ongoing assessment on progress and facilitate transitions into the next classroom the child will be attending.

Responsible to: Preschool teachers report to the Preschool Director and work under the guidance of the

Preschool Board. Duties are set by the Preschool Director and Preschool Board and are subject to periodic

review. Annual performance reviews, based on this job description, will be conducted by the

Preschool Director under the supervision of the Preschool Board.

Knowledge/Skills/Experience Required Knowledge of child development, early education theories and practices, and safe and

appropriate activities for children Experience in an early childhood classroom setting preferred. Motivation to learn and grow in an educational environment; and be willing to

continually increase knowledge in the field of early childhood education. Excellent written and verbal communication skills Physical ability to lift children (up to 45 lbs.), move quickly in order to respond to

children who are very active and may need redirection in order to insure their safety and the safety of others in the environment, kneel, stoop and sit on the floor to attend to children’s needs

Ability to respond appropriately to an emergency or crisis situation, demonstrating a calm, efficient demeanor

Demonstration of positive personal attributes including respect for others, cultural awareness and sensitivity, flexibility, consistency, fairness and compassion for others.

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Personnel Committee Revision Date: February 1, 2016Staff Responsibility

Attend monthly staff meetings, team meetings, pre and post planning, Parent Orientation, special events and training opportunities as scheduled by the Director.

Complete a minimum of ten hours of state approved training per school year Be punctual, prepared to begin your work day Work with other staff members to form a positive, supportive team atmosphere. Maintain adherence to all school policies and procedures as written in the personnel

policy manual. Ensure confidentiality of privileged information.

Program Responsibilities Read each individual child’s file in your class and be knowledgeable about their medical

and developmental histories. Encourage experimentation, exploration, problem-solving, cooperation, socialization, and

choice-making; ask open-ended questions and listen respectfully to the answers. Keep the classroom clean and organized in a manner that will support developmentally

appropriate play and learning; create and change learning centers as needed. Sit down with the lead teacher at least once per week and write down or discuss the

materials needed for each day, as well as the goals in learning for the week. Prepare materials in advance for each day.

Participate in group and individual activities with the children by using developmentally appropriate practices

Clean and disinfect all classroom materials daily. Ensure that end of the day cleaning and organizing duties have all been completed.

Supervise and assist children with meals and clean up. Supervise and assist during toileting or diapering. Assist the lead teacher in maintaining accurate written records, including assessments,

observations, attendance sheets and other required forms. Seek a partnership with families, encouraging parent involvement and open

communication

Compensation Salary is determined by the Preschool Director, with oversight by the Preschool Board

and the Personnel Committee.


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Job Description: Stellar Sub 06/15

OverviewThe Stellar Sub is a supporting staff member in Good Shepherd’s ministry to children and their families. As a church mission, the preschool and extended day program nurtures and provides Christian care and outreach to children, their families, and the staff who support them.

Education, Experience, and SkillsIt is desired that the stellar sub have an educational background in early childhood education, child development, or a related field with demonstrated competence in child development, classroom management, and basic computer skills. 2 years’ experience as a classroom teacher is also preferred.

Job Specifics

The stellar sub reports directly to the Preschool Director and works under the guidelines of the Preschool Director and the Preschool Board. Duties of the stellar sub are set by the Preschool Director and are subject to periodic review. The specific duties are outlined below.

Responsibilities

Maintain a professional attitude with complete and full confidentiality between him/herself, the preschool staff, the Senior Pastor, the Preschool Board and parents.

Be knowledgeable about all of the Georgia rules and regulations for Childcare Centers and Good Shepherd’s Child Safety policies and assist in enforcing these rules, regulations and policies.

Be knowledgeable about all information within the Good Shepherd Preschool Personnel Policies and the Parent Handbook.

Substitute in the classroom as necessary due to absence by a teacher. Maintain compliance with student: teacher ratios, by going into classrooms as necessary

throughout the day. Launder and prepare nap mats. Support the Director, office administrators and teachers with office responsibilities

including: copying, laminating, filing and cleaning and organizing the office, resource room and supply closet.

Assist with answering the phone, returning calls and letting parents into the facility. Assist with the implementation of orientation and pre and post- planning

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Personnel Committee Revision Date: February 1, 2016 Attend at least 10 hours of in-service training annually , in compliance with the Bright

From the Start rules and regulations

A.M. Responsibilities Prepare bleach water and soap water spray bottles for all classrooms Prepare and deliver morning snack to the classrooms Meet the GSPC bus after arrival for a safety bus check Retrieve milk from the refrigerator and deliver to the classrooms as necessary for lunch Deliver nap mats and sheets to classrooms

P.M. Responsibilities Assist with greeting the GSPC and Gwinnett County bus for after school care Prepare and deliver afternoon snack to the classrooms Return nap mats to storage room Check rooms to make sure that bleach water has been returned to and dumped in the

utility sink Take office trash to the trash bin outside

EvaluationThe Director will complete an annual review, based on this job description, in May. Information gathered from the Director, the teachers, the Board, and the Senior Pastor might be used to complete this review.

SalarySalary is determined by the Preschool Director, with oversight by the Preschool Board and the Personnel Committee.


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