The Future 1 of San Gabriel UU DECISIONS TO BE MADE FOR OUR - PowerPoint PPT Presentation

The Future 1 of San Gabriel UU DECISIONS TO BE MADE FOR OUR FUTURE PATH A FORUM PRESENTED BY YOUR SAN GABRIEL BOARD MEMBERS AND YOUR FINANCIAL TEAM

2 What is Transitional Ministry?  The time when a congregation is under intentional transition from one settled minister to the next.  Transition period is usually two years.  The congregation hires an interim minister or a contract minister. Today we will look at possible options for our transition as well as the financial and organizational considerations with each option.

3 Pros of Interim Minister  Trained to fulfill many roles - preaching, pastoral care, co-leading with the board, organizational leadership development, community and social justice engagement, new member on-boarding.  Skilled and consistent leader to focus care on members feeling a loss of their minister, to minimize loss of members and to provide a smooth transition, resulting in less loss of pledges.  Function as integral team member to provide consistent support and guidance for DRE.  Strong pool of candidates through the UUA Program  Congregations who utilize an Interim Minister are more successful in finding good candidates for the long-term settled minister.

4 Cons of Interim Minister  The cost of a full-time interim minister is as high as a settled full-time minister, plus transition expenses  Congregation may be less likely to take ownership of the positions needed within our community  An interim minister cannot become a called minister to this congregation, until at least three years after end of interim period

5 3/4-time Interim Minister  Same training as full-time interim minister.  Able to provide the consistent team support for DRE.  Similar advantage for congregations to successfully call a long-term settled minister.  Lower salary and compensation.

6 Cons of 3/4 Time Interim Minister  Fewer candidates for 3/4 time positions  May have less experience working with congregations in transition.  Congregation required to step up and take ownership of governance of our congregation and the many functions needed to keep our community healthy (this may be a pro for long-term development)

7 What is Contract Ministry?  A contract minister is one who will work for less than full-time pay - potentially 1/2 time.  The contract is for specific tasks: preaching, pastoral care.  Contract period is usually for one year but can be renewed, often for many years.

8 Pros of Contract Minister  A contract minister can often be found with the local community and thus not require moving expenses be paid by the congregation.  Contract ministers can later become a called minister for the congregation.  Lower salary and compensation.

9 Cons of Contract Minister  Many services we are accustomed to receiving from our minister will be missing.  The feeling of the community may change with the risk of losing more members, resulting in fewer pledges.  It may be difficult to find someone willing to work half -time.  May not have experience working with congregations in transition.  Congregation will be required to step up and take ownership of governance of our congregation and the many functions needed to keep our community healthy (this may be a pro for long-term development).

10 Historical Context  2007 to Sept. 2012 - Lay led programs, visiting ministers and other outside speakers  Sept. 2012 - Contracted with Mark Skrabacz to be 1/2-time consulting minister  Sept. 2014 - "Called" Mark Skrabacz to be 3/4-time permanent minister  January 2016 - Increased minister to full-time  January 2016 - Contracted with Sean Briscoe to be 1/4-time DRE  April 2017 - Contracted with Corinna Whiteaker-Lewis to be 1/2-time DRE  July 2019 - Rev. Skrabacz retiring

11 Today we will look at:  Options available going forward  Estimated income before Pledges Held constant for the next 3 years  Church Function Expenses Held constant for the next 3 years  Personnel expenses Based on Option chosen  Pledge Goals Based on Option chosen  Summary Based on Option chosen

Annual Expenses 12 Full Time Minister 2019/2020

13 Pledge Goals 2019/2020 2020/2021 2021/2022  Option 1 $150,000 $160,000 $170,000 (Full time Minister)  Option 2 $135,000 $145,000 $155,000 (3/4 time Minister)  Option 3 $125,000 $135,000 $145,000 (1/2 time Minister/Contract Minister)

Actual Pledged Income 14

15 "Accessible" Bank Balance

16 Bank Balance - E nd of February 2019 Accessible: *Operating Fund $36,046 Facilities Maintenance $41,477 Restricted: Legacy/Endowment Fund $11,877 Deck $23,791 *Should keep 3 months operating funds in reserve as "rainy day funds"

17 Personnel Expenses 2019/2020 2020/2021 2021/2022  Option 1 $105,000 $110,000 $113,000 (Full time Minister)  Option 2 $85,000 $90,000 $113,000 (3/4 time Minister)  Option 3 $63,000 $65,000 $113,000 (1/2 time Minister/Contract Minister)

Financial Summary 18 2019/2020 2020/2021 2021/2022  Option 1: Total Income $175,000 $184,000 $193,000 Expenses $178,000 $195,000 $181,000 Surplus/Deficit (3,000) (11,000) $12,000  Option 2: Total Income $161,000 $170,000 $180,000 Expenses $158,000 $175,000 $181,000 Surplus/Deficit (3,000) (3,000) (1,000)  Option 3: Total Income $151,000 $161,000 $170,000 Expenses $136,000 $133,000 $198,000 Surplus/Deficit $15,000 $28,000 (28,000)

Church Function Expenses 2019 - 2022 19 Function expense budget remains at $64,200 each year Facilities & Mortgage $44,900 Childcare 6,000 Social Justice 5,000 Administration 3,550 Religious Education 2,250 UUA Dues 2,000 Miscellaneous 500 Total Function Expenses $64,200

20 Income minus Pledges 2019 - 2022 Income remains at $35,000 each year  Fundraising 15,000  Offerings 13,000  Rental income 3,000  Designated donations 3,000  Special/Social Justice 900  Interest income 100 Total income without Pledges $35,000

21 Costs for Ministerial Search Also based on the Option chosen 2019/2020 2020/2021 2021/2022  Option 1 $5,000 $17,000 $ 0 (Full Time Minister)  Option 2 $5,000 $17,000 $0 (3/4 Time Minister)  Option 3 $5,000 $0 $17,000 (1/2 Time Minister/Contract Minister)

Now What? 22 On April 14th, we will have a Congregational Meeting, requiring a quorum to vote on the options. If we vote on searching for an interim minister, either full-time or 3/4- time, your board will fill out an application and notify the UUA of our interest in an interim minister. In late April, the interim ministers will be given the list of congregations looking for an interim minister, and they will notify the UUA of the churches they are interested in. We will then receive a list of possibilities .

Now What? 23 On April 14th, we will have a Congregational Meeting, requiring a quorum to vote on the options. We will have access to reports and records of the candidates and must choose before May 15 th , when we make an offer. The Interim Minister would start August 1 st

24 Your Input is Needed!  Your board feels that your voice is important in making this decision.  Please contact your board members to discuss your issues and concerns. ― President: Mary Abbey marylabbey@gmail.com ― Vice-President: Tricia Trabor Tricia.Tabor2@gmail.com ― Past-President: Sean McClurkan sean.mcclurkan@gmail.com ― Trustee: Keith Hutchinson hutchinsonkeith@yahoo.com ― Trustee: Julie Sievers julie.sievers@gmail.com ― Treasurer: Bill Stauss billstauss@hotmail.com ― Secretary: Kathryn Williams-Platt kathrynwilliamspatt@gmail.com

SGUUF Finance Committee 25 RON KARASH – CHAIR JERRY COVEY SHARON COVEY LINDA HANSEN FRANCES RIESER FRANK SANDERS BILL STAUSS