"Cutting staff is like operating on yourself with no anesthetic."

-David Odom, Executive Director, Leadership Education at Duke Divinity

When you are forced to layoff a valued church staff member, you need to care and love them well beyond their last day.

Cutting staff is never easy.  And laying off staff that have served your church well is painful, both for you as a church, and for the staff member.  It is important that you care for your departing staff member during this time, and into their future.

Connecting them with a dedicated transitional ministry coach is one way to continue to support and love your former staff member, and help them land on their feet in their next endeavor. We can help by being an extension of your church’s loving arms. We will help walk with your former colleague and help them prepare for their next chapter in life or ministry.  

You don’t have to travel this road alone. We can help you assure your remaining staff, your board, and your congregation that you are doing all you can to provide love and care for your laid-off staff and that you’re supporting them and their families in finding their next place in ministry.

Caring for the staff member you need to release...

We’re uniquely qualified to serve as an extension of your church’s love and support to your released staff member. His/her dedicated transitional ministry coach will provide weekly one-on-one support and care, along with spiritual and professional guidance through the next three months.

What just happened?

WEEK 1
No one expects to be suddenly without a job. Our one-on-one coaching helps your former employee work through processing his/her new reality.

What now?

WEEK 2
Your former employee will not be alone. We will help him/her set standards for their physical, financial, emotional, and spiritual health through this transition time.

What's next?

WEEK 3
We'll work with your former employee to determine their ministry strengths and weaknesses, how to determine his/her passion in ministry, and what to look for next.

Where do I start?

WEEK 4
During week 4, we'll start our six week job seeker bootcamp, giving group and one-on-one coaching in resume development, interviewing skills and more.

Resume Creation

WEEK 5
Everyone can use a little help with their resume during this time. We'll help update his/her resume to make the best impression possible to potential churches and ministries.

Opportunity Search

WEEK 6
Now it's time to start his/her job search. We will help by helping him/her lean into their personal and ministry networks and job boards and how to connect with potential job opportunities.

Interview Prep

WEEK 7
We will provide opportunities to do practice job interviews and provide coaching and advice on how he/she can make a better first impression on actual job interviews.

onsite visits

WEEK 8
Our goal is to help him/her find a healthy long-term fit for their next ministry role. We'll coach them on how to navigate the first face-to-face with a potential church employer.

accepting a role

WEEK 9
When offered a role, we will give strategic advice on how to make sure he/she and the church are on the same page. We'll walk them through salary, insurance, housing and more.

Checkup: Family

WEEK 10
We care for his/her family through the process as well, including two coaching sessions for their spouse during the transition. We want to insure that everyone is cared for.

Checkup: Spiritual

WEEK 11
All of our coaches are pastors and ministry professionals. We care for the individual and family spiritually throughout the process, but focus on week 11 on spiritual vitality.

what am i learning?

WEEK 12
For our final week (in our 12-week program) we will deconstruct what he/she has learned about themselves personally, spiritually, and professionally.

We are here to help you with your staffing questions and decisions during this time. Here are some of the questions that we're asked most often:

We suggest you first take a look at your total budget. Look for cuts that you can make across the board that will help bring your church’s spending down during this period. Look at making adjustments on things such as:

  • facility/utility costs 
  • programming costs
  • conference/travel costs
  • renegotiating insurance, mortgage and communication services
  • Eliminating non-core ministries and services

Turn over every rock to reduce your operating expenses before making the hard decision to let someone go. Belt-tightening in these areas should be your first priority.  

The harsh reality is that in most churches, personnel costs are usually around 50% of the total budget.

If giving is down substantially, it is only natural that the amount of money available for payroll will also shrink causing you to make some gut-wrenching decisions on staff retention.

There are other transitional options for individual staff members.  But honestly, most all are painful in one way or another.

  • FURLOWING STAFF: Furlowing means that you are not laying your staff member off, but you are giving them time off for a period of time (without pay) until this crisis is over.  Note that if you choose this option, you cannot expect (legally) this person to continue to perform their job function.
  • MOVING TO PART-TIME: You can reduce staff from full-time to part-time for a period of time to help alleviate some of your personnel expenses.  Check your state mandates for what this means for your benefits packages, etc. before you choose this option.
  • SALARY REDUCTION: You can voluntarily or involuntarily reduce compensation across the board for a period of time to help offset lower giving.

Most of these options are band-aids.  They will give you some temporary relief but will not provide long-term stability for your staff or church.

This is probably the toughest decision you’ll have to make: who on your team will stay and who will go?

In reality, this will be different in every church. The hard part is that your church is family, and you are now in a position to determine which of the family you have to communicate the bad news to.

Layoffs in a church setting should really based on a set of facts and realities rather than personal situations, likeability, or friendship.

Your budget will determine the level of staff you need during this next season.

And your ministry plan will determine what ministries (and staff to lead those ministries) will be wise to cutback, quit, or even expand.

As we’ve said, cutting staff is like operating on yourself with no anesthetic.  This will not be easy.  In fact, it will be one of the hardest things you have to do in your ministry career.

Overall, your staff will probably be understanding with your decision. Many are bracing for the news already because of all that is happening.

Our advice is simple: love your staff (both those that remain and those that need to leave for a time or permanently).  Care for their families. Help them with as generous a severance package as possible. Treat them like family (because they are).  

We can help by providing an extended period of care for those you may need to cut.  We will pair them up with a dedicated ministry coach that will help them process the current situation and prepare for the future with ministry career coaching and training.  

We’d love to talk with you about what you’re going through and how we might be able to assist.  You can schedule a 30-minute call with Todd Rhoades using this link to discuss anything related to staffing during this time.

Here are a few things that you should consider when developing a severance package:

  1. How long has the employee been on staff?
  2. What is their current position?
  3. Will the employee have access to any outside unemployment benefits?
  4. What amount of resources does the church have available to contribute to a severance package?

There are no ‘standard’ severance package guidelines and can range anywhere from a few weeks to a few months of continued pay.

Some churches start with a model that is utilized many times in the business world: one week of salary for every year they were employed.  (For example, someone that has been on staff for five years would get five weeks severance pay).

Other considerations:

  1. Pay for unused vacation time
  2. Continuation of benefits (health/life, etc.). Check your state regulations on what you can and cannot offer here as it varies from state to state.
  3. Transitional coaching (like what we offer at Chemistry Staffing) can show an extra level or care and concern to help the staff member process the termination and move on to a new ministry role at another church or organization in a healthy way.

Be sure to put all severance package details in writing so that both you and the employee know what to expect.

Under the Federal Unemployment Tax Act (FUTA), churches are exempt from unemployment taxes, which means church employees are not generally eligible to receive unemployment benefits. This is true in nearly all states unless your church has voluntarily paid unemployment taxes.  (Few do). That’s why many churches offer some kind of severance package to laid off employees.

You are not alone.

We can help share your burden during this time.

If you’re in charge of your church’s decision to transition staff, I would love to hear more about what your church is facing and help give guidance to your plan for caring for and loving your staff during this time. This is an open-ended call… 30 minutes to talk about what you want (and need) to talk about. The call is completely free and totally confidential. Choose a date from the calendar to get started…