Governance Options Sample Clauses
Governance Options. Governance models, including the role and authority of the Minister, vary greatly from congregation to congregation – often determined by congregational size. In adopting language for this section of the Agreement, Congregational leaders need to be clear about the role of the Minister in Congregational Governance. Does the Minister serve as Lead Exec/CEO or Head-of-Staff, or does the Board take the lead on staffing issues? How do consistency, clarity, and accountability for staff supervision and support as well as alignment of mission and goals across programmatic areas occur? UUA Congregational Life Staff, including your Transitions Coach, and your Interim/Developmental Minister are available to help your leadership team review your current governance structure, consider other governance models, and help you to settle upon the appropriate management role for your next called Minister.
Governance Options. Governance models, including the role and authority of the Minister, vary greatly from congregation to congregation – often determined by congregational size. In adopting language for this section of the Agreement, Congregational leaders need to be clear about the role of the Minister in Congregational Governance. Does the Minister serve as Lead Exec/CEO or Head-of-Staff, or does the Board take the lead on
2.5.1 As a policy governance congregation, the Interim Minister serves as Lead Executive/CEO operating consistent with the policies, authorities, and limitations adopted by the Board. The Interim Minister is responsible for ensuring appropriate staffing practices are followed including clear job descriptions, timely enrollment of eligible staff in offered benefit plans, annual compensation reviews, staff evaluations, and a dispute resolution process. The Interim Minister has authority to hire, discharge, change the compensation of Congregational staff or implement other major personnel-related changes consistent with Board Policies.11 OR
2.5.1 The Interim Minister is Head-of-Staff and therefore supervises staff. The Interim Minister may delegate supervision of individual staff members. The Interim Minister is responsible for ensuring appropriate staffing practices are followed including clear job descriptions, timely enrollment of eligible staff in offered benefit plans, annual compensation reviews, staff evaluations, and a dispute resolution process. The Interim Minister has authority to hire, discharge, change the compensation of Congregational staff or implement other major personnel-related changes in consultation with the Board. OR
2.5.1 The Interim Minister works closely with other staff and/or volunteers to ensure that there are clear job descriptions and expectations. Issues involving benefits and decision to hire and discharge may be done in conjunction with the Board and/or Personnel Committee.