Religious Institute

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 ORGANIZATIONAL 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, AND 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.