How to Develop a Staff Appreciation Policy
Staff recognition requires prayerful planning. Your church should have a plan to guide it in how it will recognize staff. Committing the plan to writing is a good way to ensure that your church is consistent. In developing guidelines, a good approach is to have a small group of members do some preparatory work and recommend a strategy to the church. If you have one, a personnel committee would be a logical choice for this task.
Here are some things to consider as the group develops a strategy:
What different perspectives exist among your church members?
Some members may feel that recognition should be a spontaneous expression of love. Others may feel more comfortable with a rigid structure. Develop guidelines that takes these various perspectives into account. And, realize that your church still has the freedom to go beyond a set of guidelines to recognize especially sacrificial or outstanding service.
Whom will your church recognize?
Some churches limit their appreciation to the pastor only. I could not lead effectively without the wonderful people who serve God with me. They need to be recognized as well. Seek fairness and consistency among your staff.
When and how often should recognition occur?
Some churches choose to recognize staff members simply when they sense it is right to do so -- or when they sense they already should have done so. For consistency, your church might use traditional dates, such as employment anniversaries or Christmas, or have a staff or ministerial appreciation month.
How will your church will recognize those staff members?
There are many ways to express appreciation. Examples include: an article in the church newsletter or local newspaper, a plaque, flowers, a luncheon, a church-wide reception, a cash gift, or a sabbatical. Your personnel committee can help guide your church in choosing an appropriate recognition.
How will it be funded? The costs can be covered with a love offering or by budgeting a specific dollar amount or a percentage of a staff member's salary. Take into account the position, education, employment status (full-time or part-time), and tenure as you're evaluating the extent of the recognition. Be sure to consider the size of the church budget and the number of staff members in determining an appropriate amount.
Possible Models
Here are three possible models to use in structuring your recognitions. The first two are used in churches I have consulted. The third is one I devised on the basis of my study:
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Alan Woodward is pastor of First Baptist Church in Ellisville, Miss. This adapted from a previously published article.
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