CONSULTATIONS

How To Begin

NACPA has a solid reputation for providing consultations that combine best management practices and gospel values.  Good counsel and the latest information on major HR issues are available from NACPA’s experienced bank of issue specific consultants.  Depending on your needs, a combination of face-to-face and phone/video consultations are generally conducted over several months but can be streamlined to meet individual needs.

NACPA has conducted consultation services with many organizations, including: Dioceses, Religious Congregations, Catholic Charities, National Organizations, Parishes, Campus Ministry Centers, Retreat Centers, Schools and School Systems and others.

With a thorough review of compensation and benefits programs, administrative and organizational audits, and priests’ and religious institute human resources services–among others, NACPA has the resources that you need.

Check Out Our Services

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Administrative and Organizational Audits

Designed for schools, colleges, seminaries, national organizations, social service agencies and cemeteries, this study enables the organization to evaluate staffing levels, roles, responsibilities, HR systems and communication and operating procedures.

 

Diocesan Organizational Audit

This audit looks at the structure of the diocesan central office, including the placement of offices and agencies, their effectiveness and the level of communication and collaboration. It assesses reporting relationships, office policies and procedures, staffing levels, training and development needs and key personnel practices.

 

Diocesan Human Resource Audit

This review encompasses services that a diocese provides to parishes for their pastoral needs. Surveys and meetings are conducted with pastors, council members and pastoral ministers to identify which diocesan services should be modified if needed.  The audit also reviews how effectively the diocesan office responds to pastoral needs.

 

Parish Administrative Audit

To assist with their mission and goals, parishes can benefit from an assessment of their organizational structure, administrative practices and human resource and financial utilization. The audit evaluates operating procedures, personnel policies, accountability relationships, job descriptions, staffing levels and qualifications, the compensation program and other HR practices.  The review also includes key parish programs such as worship, pastoral services, faith formation, school and child care, development and volunteer programs.

 

Motherhouse Organizational Audit

The goal is to enhance effectiveness, collaboration, accountability, communication and the use of human resources.The review addresses common issues such as the appropriate level of involvement of congregational leaders in administration; identifying overlapping structures and fuctions; dual accountability and complex communication lines, ambiguous administrative roles and conflicting or merged job descriptions. This audit usually includes a look at multiple organizations, functions and activities occurring at the motherhouse location.

 

Policies and Benefits Consolidation

This service supports merging organizations  by consolidating various personnel policies and benefits programs for different locations or entities. It includes the development of cost estimates prior to final recommendations, implementation strategies and communication plans

Compensation Consultation

This service assists dioceses, national organizations, religious congregations, parishes and other church-related organizations in developing their compensation philosophy and procedures, in structuring pay and benefits plans based on their philosophy of compensation and in developing other aspects of their compensation program tailored to their organizational needs. These include:

 

• developing a job evaluation system (market ranking) to determine internal equity among jobs within your organization,

• obtaining and analyzing comparable job market data to determine external equity between your jobs and those in similar organizations, and to recommend appropriate pay ranges.

• proposing pay adjustment strategies and models to assure individual equity among employees within your organization.

 

Compensation system consulting services also evaluate the organization’s compliance with legal requirements and recommend approaches to handling everyday workplace problems such as setting initial hire rates, handling requests for job re-evaluation, determining the amount of annual increases and maintaining competitiveness over the years.

 

Benefits Consolidation

Varying benefits programs for different locations or entities are reviewed and consolidated. The service includes development of cost estimates prior to final recommendations, implementation strategies and communication plans.

 

Pay Rate Update

The Pay Rate Update offers an inexpensive way to maintain a compensation system after it has been installed. To maintain a compensation system, salary survey data needs to be obtained and analyzed. Pay Rate Update assists organizations with this potentially difficult and costly effort. NACPA conducts several national salary surveys and purchases others for use during compensation audits. NACPA consultants can review your pay program and recommend adjustments and models for distributing pay increase based on the data and your philosophy for setting pay rates. To be most effective, review and adjustments should be made on an annual basis.

Executive Search Process (ESP)

This process provides training and direction to client organizations to ensure that the Minister matches the Mission. ESP is designed to assist Dioceses, Religious Congregations, Agencies, Parishes and National Organizations in the recruitment, screening, selection and orientation of candidates for major positions. The NACPA consultant assists the search committee in doing a needs analysis of the organization before developing a profile of the characteristics and experiences which the successful candidate should possess. The NACPA consultant then provides guidance to the search committee in developing the position description, advertising the position, designing the interview format, pre-screening candidates, negotiating agreements, communicating with candidates and the public and orienting the candidate to the mission and culture of the organization. Human resource related positions are automatically posted on this web site.

Retirement Survey

The retirement survey elicits views from diocesan priests or religious congregation members on current and future retirement housing, finances, ministry options, spiritual development and knowledge of the aging process. The survey process encourages individuals to think through their attitudes toward retirement and indicate their preferred future. A NACPA consultant conducts and analyzes the survey. Survey results become a basis for retirement programming and planning.

 

Parish Salary Survey

This survey will assist dioceses by collecting and tabulating wage and salary data from the parishes of the Diocese. This service can also include a summary of comparable market data to assist the Diocese in providing pay range guidance to parishes. The survey report displays the resulting data in a number of informative formats by region and parish size.

 

Salary & Benefits Survey

National organizations use this survey to gather pay and benefits data on their constituent organizations. In the survey process, NACPA develops the data collection instrument, distributes the questionnaires, reviews and compiles questionnaires returned by survey participants, develops tables displaying the data in a number of informative breakouts and produces the survey report booklet. Such surveys have been produced for Catholic Charities, USA and the National Association for Treasurers of Religious Institutes.

 

Appraisal of Services Survey

This survey will assist dioceses, national organizations, religious congregations, parishes and other church-related organizations to assess the services they are providing to their constituents. Identifying services needed and their strengths and weaknesses enables organizations to most effectively utilize, prepare and focus their staff resources. The NACPA consultant develops, conducts and analyzes the survey. Input from the organization helps structure the survey questionnaire. This survey has provided helpful input to dioceses during Pastoral Services Audits, Priests’ Personnel Audits and Parish Administrative Audits.

 

Church Workplace Standards: A Self Audit

CHURCH WORKPLACE STANDARDS: A self-audit — online edition. This NACPA self audit instrument provides organizations with a tool for assessing human resource practices in the Church workplace. It helps gauge the depth and comprehensiveness of the HR program and can be used as a top-down assessment, or a participatory review.

Participants receive an email link to the survey and their responses are confidential.

Price:
1-25 participants $5.00 each
6-50 participants $4.00 each
more than 50 participants $3.00 each

 

Workplace Climate Survey

The WORKPLACE CLIMATE SURVEY polls employees about their personal work attitudes, their opinions about the workplace, and their preferences on matters the organization may be considering for change. The NACPA consultant develops conducts and analyzes the survey and, where appropriate, compares the employee responses with national survey data on similar issues. The client organization may propose questions to include in the survey. Surveys can be tailored to your organization and specific human resource issues such as job satisfaction, compensation (both pay and benefits), performance appraisal, and supervision.

 

Online Survey

CHURCH WORKPLACE STANDARDS:

A self-Audit — online edition This NACPA self audit instrument provides organizations with a tool for assessing human resource practices in the Church workplace. It helps gauge the depth and comprehensiveness of the HR program and can be used as a top-down assessment, or a participatory review.

Participants receive an email link to the survey and their responses are confidential.

Price:
1-25 participants $5.00 each
6-50 participants $4.00 each
more than 50 participants $3.00 each

 

Other Organizational or Opinion Surveys

Specific surveys can be developed to address a variety of organizational needs. As examples of the many possible uses of surveys, NACPA has conducted surveys on diocesan deaconate and lay ministry programs.

Specific NACPA Consultations

A consultation can be designed to address any of a number of issues based on your needs, including the following examples:
• Creation of Job Descriptions
• General review employee benefits
• Development of flexible benefits plans
• Development of grievance procedures and mediation and conciliation processes

 

Outsourced Human Resource Services

NACPA can provide dioceses, agencies, parishes and religious congregations with outsourced personnel to meet their human resource needs. As the scope of the human resources field expands, many small to mid-sized church organiza-tions find they need additional temporary support and do not want to add to their regular staff. NACPA’s services provide professional assistance for day-to-day issues which arise such as recruitment, compensation, policies and procedures and employee relations. Specific services tailored to meet the individual needs of our clients include an initial human resource audit to assess overall needs; personnel policy review and development; compensation systems development and maintenance; performance appraisal coordination and review; employment searches; supervisory training and team building.

 

Performance Appraisal System & Forms Development

This consultation begins with a review of the purposes of employee performance appraisal. Once organizational objectives are clarified and staff input gathered, procedures and forms are developed. Training of supervisors and employees is a recommended component for this type of consultation.

 

Human Resources Review

The HUMAN RESOURCES REVIEW is a professionally conducted analysis of a current or projected human resource system and its place within an institution. The review identifies strengths and weaknesses and sets the direction for making the human resource system more effective. The review includes: organization of leadership and staff, policies and procedures, staff competence, recruitment and hiring, placement processes, compensation and benefits, performance appraisal, personnel data and files, professional development, crisis intervention processes, pre-retirement and retirement education and planning, grievance procedures, and termination.

 

Personal Policy, Procedure, & Handbook Review/Development

PERSONNEL POLICY, PROCEDURE, AND HANDBOOK REVIEW/DEVELOPMENT provides the expertise needed to create legally and canonically correct policies. Existing policies can be reviewed and updated. Entire policy books can be created. Simplified Employee Handbooks can be created to supplement detailed Personnel Policy Manuals. Supervisor Handbooks can be created to arm supervisors with the type of information they need to provide effective leadership to employees.

 

Policies/Benefits Consolidation

The POLICIES/BENEFITS CONSOLIDATION service enables merging organizations to develop uniform and consistent policies and benefits. The service consolidates varying personnel policies and benefits programs for different locations or entities. It includes development of cost estimates prior to final recommendations, implementation strategies and communication plans.

Specific NACPA Consultations

NACPA can develop specific consultations to address any of the following priests’ personnel administration issues:
• Assignment processes
• Pre-retirement planning
• Sabbatical Programs
• Substance Abuse/ Psychological Treatment Resources
• Crisis Intervention
• Performance appraisal
• Priest Personnel Board Development

 

Priests’ Personnel Audit

The audit is a professionally conducted analysis of a current or projected personnel system and its place within a diocese or religious congregation. The audit identifies strengths and weaknesses and sets the direction for making the personnel/human resource system more effective. The audit includes a comprehensive review of the personnel system. It includes the following areas: organization, staff, board, policies and procedures, personnel data and files, personal and ministry development, crisis intervention processes, pre-retirement and retirement education and planning, placement processes, compensation and benefits and performance appraisal.

 

Priests’ Compensation Consultation

This consultation assists dioceses in the review of their compensation program for priests in light of other pay models and programs. Specifically, the consultation evaluates current priest compensation practices within the diocese, including pay provisions for special assignments, the stole fee/ stipend system and automobile, food and other allowances; polls priests and assesses their concerns and attitudes about current pay practices; assists the diocese in the articulation of its philosophy of priests’ compensation; gathers appropriate data on compensation paid to priests and others in the region and offer recommendations for appropriate adjustments to the diocese’s compensation system for priests.

 

Priests’ Retirement Consultation

This consultation assists dioceses in the evaluation of the adequacy of diocesan support systems for diocesan priests who retire and the potential need for additional support systems. Elements include housing, finances, ministry, continuing education and spiritual and personal development The Consultation studies the demographics of priestly ministry and includes actuarial studies of longevity and probable incidence of medical problems among elderly diocesan priests. The Study can include attitudinal surveys of both active and retired priests to assess their attitudes about retirement and interest in various possible types of support including continuing ministry, geographical relocation, housing options, and assistance in old age and infirmity. The study can provide comparisons with similar dioceses and will offer financially viable recommendations to dioceses based on the preferences and needs of priests.

Religious Congregation Retirement Survey

This survey elicits member views on current and future retirement housing, finances, ministry options, spiritual development and knowledge of the aging process. The survey process encourages congre-gation members to think through their attitudes toward retirement and indicate their preferred future. A NACPA consultant conducts and analyzes the survey. Survey results become a basis for congregation retirement programming and planning.

 

Motherhouse Organization Study

The MOTHERHOUSE ORGANIZATIONAL STUDY is a review and evaluation of the religious congregation motherhouse structure. Its purpose is to enhance effectiveness, collaboration, accountability, communication, and use of human resources. The study includes assessments of lines and forms of accountability, communication systems and relationships, and staffing needs. Its goals include addressing common problems such as overlapping structures and functions at the motherhouse, dual accountability and complex communication lines, unclear roles of administrators, and conflicting or merged job responsibilities. The Study typically includes multiple organizations, functions and activities occurring at the motherhouse location (plant and grounds operations, local community life of sisters, congregational administration, administration of institutions such as health care facility, retreat center, retirement residence, college/school).

 

Compensation Consultation Service

The COMPENSATION CONSULTATION SERVICE assists dioceses, national organizations, religious congregations, parishes and other church-related organizations to develop their compensation philosophy and procedures, to structure pay and benefits plans based on their philosophy of compensation and to develop other aspects of their compensation program tailored to organizational needs for lay, priest and religious systems. These services include:

  • developing a job evaluation system (market ranking, classification, etc.) to determine internal equity among jobs within your organization.
  • obtaining and analyzing comparable job market data to determine external equity between your jobs and those in similar organizations, and to recommend appropriate pay ranges.
  • proposing pay adjustment strategies and models to assure individual equity among employees within your organization.

Compensation system consulting services also recommend approaches to handling everyday workplace problems such as setting initial hire rates, handling requests for job re-evaluation, determining the amount of annual increases and maintaining competitiveness over the years.

 

Pay Rate Update

The PAY RATE UPDATE service offers an inexpensive way to maintain a compensation system after it has been installed. To maintain a compensation system, salary survey data needs to be obtained and analyzed. Pay Rate Update assists organizations with this potentially difficult and costly effort. NACPA conducts several national salary surveys and purchases others for use during compensation studies. NACPA consultants can review your pay program and recommend adjustments and models for distributing pay increase based on the data and your philosophy for setting pay rates. To be most effective review and adjustments should be made on an annual basis.

 

 

Personnel Policy, Procedure & Handbook Review/Development

PERSONNEL POLICY, PROCEDURE, AND HANDBOOK REVIEW/DEVELOPMENT provides the expertise needed to create legally and canonically correct policies. Existing policies can be reviewed and updated. Entire policy books can be created. Simplified Employee Handbooks can be created to supplement detailed Personnel Policy Manuals. Supervisor Handbooks can be created to arm supervisors with the type of information they need to provide effective leadership to employees.

 

Policies/Benefits Consolidation

The POLICIES/BENEFITS CONSOLIDATION service enables merging organizations to develop uniform and consistent policies and benefits. The service consolidates varying personnel policies and benefits programs for different locations or entities. It includes development of cost estimates prior to final recommendations, implementation strategies and communication plans.

 

Outsourced Human Resource Services

NACPA offers OUTSOURCED HUMAN RESOURCE SERVICES for dioceses, parishes and religious congregations. As the scope of the human resources field expands, many small to mid-sized church organizations need additional HR expertise but do not want to add to staff. NACPA’s services provide professional assistance for day-to-day issues that arise such as recruitment, compensation, policies and procedures and employee relations. Specific services tailored to meet individual client needs include an initial human resource review to assess overall needs; personnel policy review and development; compensation systems development and maintenance; performance appraisal coordination and review, employment searches; supervisory training; and team building.

Meet Our Consultants

Meet our Two New Consultants: Lori Stewart & Diana Moroney

NACPA Consultant

Carol Fowler, D. Min

Carol Fowler is the recently retired Director of the Department of Personnel Services for the Archdiocese of Chicago. As one of the seven Archdiocesan department directors, she served on Cardinal Bernardin’s Cabinet and Cardinal George’s Administrative Council. She served the Archdiocese in this role from July 1991 until June 30, 2012. Her position included supervision of all human resource functions for laity, clergy and religious, including policy development, recruitment and hiring, performance management, employee relations and benefits management of health, pension and related benefits.

Carol has been active in a variety of roles with the Villanova Center for Church Management and Business Ethics.  She was a founding member of the Advisory Board, has taught in the week-long Institute programs of the Center, written for the newsletter, done numerous workshops for dioceses and seminaries on behalf of the Center and has participated as a presenter in the ongoing Webinar series on Church Management in collaboration with Our Sunday Visitor.

Carol was a member of the Board for the National Leadership Roundtable on Church Management. She was president of the National Association of Church Personnel Administrators and served on that Board for several years.

She holds a Doctor of Ministry degree from St. Mary’s Seminary and University, Baltimore.  Her doctoral project was on lay ecclesial ministry.  She has a Master of Arts degree in Counseling Psychology from the Adler School of Professional Psychology and a B.A. in Social Science with a secondary teaching certificate from Michigan State University.  The Human Resources Certification Institute of the Society for Human Resource Management certifies Ms. Fowler as a Senior Professional in Human Resources.

Prior to Carol’s work in Church Human Resources, she was a secondary teacher in Catholic and public Schools, served as a DRE, a campus minister at Michigan State University and as Director of Ministry in Higher Education for the Archdiocese of Chicago.

Ms. Fowler currently teaches, conducts workshops and consults on areas of Church management, best practices in Church human resources, leadership development, new pastor workshops and a variety of parish and diocesan administration issues.

NACPA Consultant

Mary Kessler

Mrs. Mary Kessler has more than thirty five years of human resource experience in a church environment. For fifteen years she served in the Catholic Diocese of Rochester, New York, first as the Director of Parish Personnel Services and then as the Diocesan Director of Human Resources.  For ten years she worked as the Director of Program Services for the National Association of Church Personnel Administrators (NACPA) and for the last ten years she has served parishes and religious institutions as an independent contractor. In all of these roles, she has assisted parish and diocesan staffs, Catholic agencies, religious congregations of both men and women and priests in creating personnel systems grounded in social teaching on workplace justice.

In workshops all over the country, Mary has provided management training in the areas of church personnel/human resource administration. Topics include: creating and maintaining healthy workplaces, preventing sexual harassment, appreciating the richness of diversity in the workplace, writing and administering policies, compensation systems and procedures, conducting a successful hiring process, ministry transitions, establishing a performance planning and review process in a Church setting, and conflict management. She has presented seminars for groups of priests, congregations of women and men religious and lay diocesan and parish managers. She co-presented a two year management training and diversity program for the United States Conference of Catholic Bishops.

In her work as an organizational consultant, Mary has conducted human resource audits to assess effective administrative practices and organizational operations. She worked on-site as a human resource director for parishes, Catholic Charities agencies, dioceses and religious congregations. In addition, she has conducted several executive searches and retirement studies for both men’s and women’s religious congregations.

Mary Kessler holds an education degree from Madonna University in Livonia, Michigan and a Certificate in Business Management from St. John Fisher College in Rochester, New York. Her office is in Rancho Palos Verdes, CA in the Archdiocese of Los Angeles.

JimSmith3

Jim Smith

In the 1970’s and 80’s Jim owned and operated an Independent Insurance in Waco, Texas and did pro-bono fundraising for the parishes and schools of the northern part of the Diocese of Austin. In 1985 accepting a position with the Archdiocese of San Antonio Jim became their first Director of Stewardship and Development and an Insurance Advisor. While, with the Archdiocese, he began a self-insured employee benefits program for health, dental, and life insurance. In the absence of a formal HR Department, he worked with the Finance Office to develop job descriptions for newly hired employees.

Additionally, Jim served as the Mass site Coordinator and Chairman for the visit of then Pope John Paul II to San Antonio in September 1987. Overseeing all activities of site selection, site construction, coordinating security with the US Secret Service and Local and State law enforcement. The Mass was attended by over 250,000 faithful from throughout the State of Texas.

In 1993 Jim became the Finance Officer and Business Manager with the recently established Diocese of Tyler in East Texas. In this position he was responsible, as typical in small dioceses for all operations including what HR activities as were necessary for the Chancery and the parishes of the diocese. While with the Diocese of Tyler he established a multi-diocese self-insured benefit program for employee health, dental, and life insurance. In addition to the Diocese of Tyler the other diocesan participants were the Dioceses of Amarillo, Corpus Christi, and Lubbock. The Catholic Employee Benefit Group was established as a separate Non-Profit Corporation in the State of Texas. Jim served on the Board of Directors as President until his retirement from the Diocese of Tyler in July 2015.

In September 2016 Jim begin serving as a NACPA Consultant working under the direction of Bill Daly. While working with and learning from Bill, Jim was able to assist with several dioceses both large to small and with multiple Religious Congregations. Jim looks forward to continuing to serve the Members and clients of NACPA with his experience in finance and accounting as well as in the areas of employee benefits if needed.

Following Jim’s retirement, he and is wife Karen moved from East Texas to Raton, New Mexico.

Sheila Kelly

Diana Moroney

Diana Moroney, SPHR

Diana E. Moroney, SPHR, has over 20 years of experience in the human resource field, Diana has worked with a wide range of industries including health, retail, hospitality and food service. She began her career in 2000 and has held various positions in human resource consulting and management.

Diana earned her B.A. in human resource management from Loras College in Dubuque, Iowa and has also earned her Senior Professional in Human Resources (SPHR) designation.

For civic involvement, Diana is actively involved as a member of the personnel committee of Holy Family Catholic Schools, member of the Tri-State Human Resources Association, member of the National Society for Human Resource Management, and volunteer for St. Columbkille and Nativity parishes.

Lori Stewart

Lori Stewart, SPHR, SHRM-SCP, HCS

Lori S. Stewart, SPHR, SHRM-SCP, HCS, has nearly 20 years of experience in Human Resources. Lori has partnered with senior leadership in the fields of engineering, marketing, sales, project management, client and professional services. Her role has spanned multiple industries including nonprofits and religious organizations. Lori engages her skills and diverse HR/business background to develop and deliver a customized, full-service HR offering to the firm’s clients.

Lori is a Senior Professional in Human Resources (SHRM), a Society of Human Resource Management Senior Certified Professional (SHRM-SCP), and holds a Human Capital Strategist (HCS) certification.

For civic involvement, Lori is a board member for Camp Albrecht Acres, past board member of the Camp Albrecht Acres Foundation, and past co-chairperson of the McKesson Corporate Foundation Committee.

Getting in Touch

Contact NACPA for detailed proposal with action steps and a comprehensive budget.

Call 571-551-6064 or email nacpa@nacpa.org

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