Staffing Nightmares: Outsourcing vs. Insourcing: vs. Volunteer Teams. Nathan Parr Opera=ons Manager First Bap=st Belton, Belton TX

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1 Staffing Nightmares: Outsourcing vs. Insourcing: vs. Volunteer Teams Nathan Parr Opera=ons Manager First Bap=st Belton, Belton TX

2 History and Scope of Opera=ons First Bap=st Belton established in 1853, current loca=on since Hosts a private school, licensed child- care program, two mission churches, mul=ple discipleship and community events. On average over 5000 people a week flow through the building; we average 11,000 room uses annually.

3 Volunteer teams Pros: Free labor. Types of Staffing Passionate about what they are volunteering for. Can encourage others to assist. Ownership in the work/property is grown. Many hands = light work.

4 Volunteer teams Cons Unpaid = no leverage. Types of Staffing Passion can be squelched by nega=vity. Not always available to cover the extraordinary. Training requirements/skills can be lacking in cri=cal areas. Can be an issue to take care of a volunteer in case of an accident.

5 Types of Staffing Insource (paid staff) Pros: Paid = built in level of accountability. Professional team to service all ministries/events. Generally will have be^er/targeted training. As a paid staff member, the work is in itself a priority. Can be scheduled and expected to accommodate the extraordinary.

6 Types of Staffing Insource (paid staff) Cons: Increased cost to church especially if full- =me. Can be an issue regarding depth of coverage; if they get sick, who takes care of everything? Treatment by customers can create a hos=le environment. Custodial services as an industry has a high rate of turnover; that means there is poten=al for lots of training opportuni=es.

7 Types of Staffing Outsource (contract labor) Pros: You (should) get highly trained individuals. They are responsible for all insurance requirements for their employee and company. May have access to services/equipment that a church could not afford. Contracts establish and (should) guarantee expecta=ons.

8 Types of Staffing Outsource (contract labor) Cons: Professional services cost more. Requires good communica=on protocols; that can be difficult to maintain. If the company fails to perform, church has to pick up the slack. Contract company policies may conflict with church policies.

9 General for All In all instances, if you give someone greater access to your facility than a first =me guest, make sure they have had a background check. Require contract labor to provide statement regarding their background check policy and require that all who work on your facility have a current one. Make sure to get an annual copy of the cer=ficate of insurance for any company you contract with.

10 So.What makes sense? What can you afford? Available funds will always drive your staffing program. It will be as good as you fund it. (you do get what you pay for) How ac=ve is your facility? Does it require one cleaning a week, or 15? What do you not have the technical know- how or skill to do? Do you have the correct license if needed?

11 Most prac=cal advice: Use a combina=on of all three. There is no tried and true formula, as your ministry grows your staffing plan will need to adapt. Always consider who is liable. In the opera=ons side of ministry, knowing who or what type of policy protects us or pays out if someone is injured is really important.

12 First Bap=st Belton what we do (currently) Insource Opera=ons team- 11 full- =me and 3 part- =me team members. Outsource- Large floor cleaning tasks, HVAC maintenance contract, all grounds keeping, and all life- safety system inspec=ons. Contracts reviewed annually, insurance on file, and all employees have been verified/undergone background checks. Volunteer teams- assist on 4 Saturday project days a year, provide labor for light maintenance, and assist with light remodels.

13 Considera=ons when crea=ng a staffing program What are you really willing to spend, and does that create the poten=al for realis=cally a^aining your goals? Do the tasks that need to be performed require licensing? What level of training makes the most sense for your facility needs? Liability, accountability, and expecta=ons. How is that managed?

14 Further Ques=ons? Thank you for your =me. Here are two trucks.