Use this annual employment practices audit in your congregation. For more checklists that are part of our Employment Essentials resource, see crcna.org/ChurchStaffing.

Supervisory Structure

• Do you have a supervisory structure in place for staff? Is your staff supervised by…
• Council-Appointed Individual (lead pastor, executive pastor, etc)
• Council-Appointed Team (admin team, HR team, etc)
• Council
• A Hybrid Arrangement
• Unsure or looking to change? Models for CRC Staff Supervision
• Can you map it out? See Example

Job Descriptions

• Do we have an up-to-date job description for every staff position?

Reporting, Meetings, and Reviews

• What’s our process for staff-supervisor meetings?  ( 1-1 Meeting Template)
• What’s our process for regular staff meetings? (Staff Meeting Template)
• What space do we have for leaders (officebearers and/or staff) to engage deeper discernment, decision-making, or training? ( Retreat Template)
• What do other individuals or groups (council, congregation) need to know about the employee's work? How will it be reported?
• Do we have a system for annual reviews that is working? How to do annual reviews)

Benefits and Policies 

• Are all relevant benefits and policies accounted for?
• Code of conduct
• Crisis Response

Employee Files

• Is the employee’s file up-do-date?  (Sample Canada) (Sample US)

Communication

• Are staff aware of every element above? (the supervisory structure, their job description, their reporting expectations, their benefits, the review process…)

Staff Flourishing and Care

The healthiest churches commit to staff not just as employees but also as human beings and Kingdom servants. As such, they  invest in their quality of life, flourishing, and growth at work.

Establish a work culture of Spiritual Awareness and Christ-centeredness

• Regularly pray with and for each other.
• Model reliance on Scripture for clarity and guidance in decision-making

Encourage personal faith formation of staff

• Encourage participation in the worshipping, discipleship, and missional life of a church.
• Reinforce a culture that practices weekly sabbath, regular retreat, and sabbatical. 

Support Personal Health and Wellbeing

• Ensure appropriately generous benefits (compensation, vacation, sick leave, family leave, bereavement/compassionate leave).
• Be sensitive to acute or ongoing health issues impacting staff and their families. 

Invest in Building a Team Culture

• Plan and lead consistent and effective staff meetings.
• Consider implementing quarterly, semi-annual, or annual staff retreats 

Recognize Accomplishments and Celebrate Milestones

• Identify and record staff accomplishments and successes.
• Find out how each staff member would like to be recognized, and what kinds of rewards make each one feel valued.
• Budget funds, note significant successes, and track key dates (work anniversaries, birthdays, etc.) to prioritize staff appreciation. 

Assess Gifts, Interests, and Working Styles

• Consider providing vocational assessments such as Birkman or Strengths Finder.

• Draw on knowledge of staff personalities and styles to adapt team roles, staff responsibilities and workplace culture.

Provide Time and Money for Continuing Education and Coaching 

• Provide opportunities for staff members to expand their vocational knowledge, expand on their existing job skills, and explore new ways of using their gifts at church.