mars hill church
DESCRIPTION
MARS HILL CHURCH. XPastor.org Webinar | May 2013. Pastor Sutton Turner | Executive Pastor. 1 Church 14 locations/Churches 4 states. OR. WA. CA. NM. Distinctives Grew up in the least churched city in the U.S. (Seattle) Largest Reformed & Complementarian Church in the US - PowerPoint PPT PresentationTRANSCRIPT
MARS HILL CHURCHXPastor.org Webinar | May 2013
Pastor Sutton Turner | Executive Pastor
WA
NM
CA
OR
1 Church14 locations/Churches
4 states
Distinctives
•Grew up in the least churched city in the U.S. (Seattle)
•Largest Reformed & Complementarian Church in the US
•Arty, urban, indy rock church w/ largest demographic - 25
to 34 yr. old males
•Poor church (see #3 above)
•We plant churches in vintage churches in urban locations
(See #3 and #4)
Distinctives
•We staff our churches based on people or weekly
attendance
STAGE ONE TWO THREE FOUR
CHURCH SIZE 250–399 400–799 800–1,199 1,200–1,999
PAID POSITIONS
1 2 3–5 6
STAGE FIVE SIX SEVEN EIGHT
CHURCH SIZE 2–3,000 >3,000 >4,000 >6,000
PAID POSITIONS
7 8–10 11–14 15–18
Primary Roles:•Lead Pastor •Executive Pastor •Worship•Biblical Living
Secondary Roles:•Students•Kids•Production•Administrative
Staffing Matrix
Distinctives
7.We budget per church based on people or weekly
attendance
Budget ModelMHC
WEEKLY GIVING PER ADULT $35.00
CHURCH EXPENSES -$10.00
FACILITIES EXPENSES -$10.00
CENTRAL OPS EXPENSES -$10.00
PROJECTS, INVESTMENTS, EXPANSION -$3.50
RESERVES $1.50
Distinctives
8.Because of #6 & #7 we have poor & rich, white/black/&
Hispanic diverse churches
9.The “wealthier” churches’ giving makes it possible for
us to plant churches in less affluent areas
We hire in 2 areas
• Local church
• Lead Pastors
• Executive Pastors
• Worship Pastors
• Biblical Living Pastors
• Central Operations
• Finance
• Media & Communications
• Administrative
• HR, Property
• IT
Local Church
•Staffing at the local church is based off the staffing
matrix (responsibility and number of people in weekly
attendance)
•Each stage has a salary range
•Each stage increases as church size increases
LEVEL CENTRAL STAFFING CHURCH STAFFING
1 Executive Elder
2 Executive Director
3 Lead Pastor
4Executive Pastor, Worship, Biblical
Living
5 Director (elder or deacon) Director (elder or deacon)
6 Sr. Manager (elder or deacon) Sr. Leader (elder or deacon)
7 Manager (elder or deacon) Leader (elder or deacon)
8 Supervisor (elder or deacon) Coordinator (elder or deacon)
9 Staff (elder or deacon) Staff (elder or deacon)
10 Intern Intern
Compensation Structure
Hiring Lead Pastors/Executive
Pastors•Intentional recruiting plans
•Recruiting agencies
•Ensure men meet the qualifications of an elder (1 Timothy 3, Titus
1)
•Go through interview process with wives (1 Timothy 3, 1 Peter 5)
•DISC scores
•Job boards
•Specific seminaries and Bible colleges (for LPs only)
•Lead Pastor Residency Program
Hiring Lead Pastors/Executive
Pastors
•1 year program
•Curriculum
•On Ministry training
Central Operations
•Staffing and pay for central operations is based off
responsibilities that are directly related to the mission and
vision of Mars Hill.
•Each position is assigned a staff level (staff, supervisor,
manager, director, etc.) based on level of responsibility.
The staff level determines the compensation range and
vacation eligibility. We don’t pay based off tenure,
education, etc.
Hiring Central Staff
•Intentional recruiting plans
•Recruiting agencies
•Prescreening of employees (HR)
•Phone Interviews
•Job boards
•For key roles we may fly people to Seattle (weekend of interviews,
seeing city, visiting church services)
•EE approval for each hire
•DISC Scores
Local Church/Central Staff
Benefits
•Paid time off
•Health insurance
•403(b)
•Stipends (book, cell phone)
•COLA (July)
Local Church/Central Staff Reviews &
Evaluations
•Annual Review (2 weeks after Easter)
•COLA (After Easter)
•Spring Training (May 1st)
•360 Review (September)
Board of Advisors and
Accountability
• Legal church board
• Independent of Mars Hill Church (except EE)
• Currently made up of seven men
• Help with annual executive compensation study by
independent audit firm
• Approval of annual budget
Key Executives Plan
• Long-term disability coverage
• Health and wellness monthly exams and stipend for
health products
• Life insurance
• Deferred compensation plan
• Added compensation for higher level leaders (some LPs,
XPs, Executive Directors, etc.)
MARS HILL CHURCHXPastor.org Webinar | May 2013
Pastor Sutton Turner | Executive Pastor