MARS HILL CHURCHXPastor.org Webinar | May 2013

Pastor Sutton Turner | Executive Pastor

WA

NM

CA

OR

1 Church14 locations/Churches

4 states

Distinctives

•Grew up in the least churched city in the U.S. (Seattle)

•Largest Reformed & Complementarian Church in the US

•Arty, urban, indy rock church w/ largest demographic - 25

to 34 yr. old males

•Poor church (see #3 above)

•We plant churches in vintage churches in urban locations

(See #3 and #4)

Distinctives

•We staff our churches based on people or weekly

attendance

STAGE ONE TWO THREE FOUR

CHURCH SIZE 250–399 400–799 800–1,199 1,200–1,999

PAID POSITIONS

1 2 3–5 6

STAGE FIVE SIX SEVEN EIGHT

CHURCH SIZE 2–3,000 >3,000 >4,000 >6,000

PAID POSITIONS

7 8–10 11–14 15–18

Primary Roles:•Lead Pastor •Executive Pastor •Worship•Biblical Living

Secondary Roles:•Students•Kids•Production•Administrative

Staffing Matrix

Distinctives

7.We budget per church based on people or weekly

attendance

Budget ModelMHC

WEEKLY GIVING PER ADULT $35.00

CHURCH EXPENSES -$10.00

FACILITIES EXPENSES -$10.00

CENTRAL OPS EXPENSES -$10.00

PROJECTS, INVESTMENTS, EXPANSION -$3.50

RESERVES $1.50

Distinctives

8.Because of #6 & #7 we have poor & rich, white/black/&

Hispanic diverse churches

9.The “wealthier” churches’ giving makes it possible for

us to plant churches in less affluent areas

We hire in 2 areas

• Local church

• Lead Pastors

• Executive Pastors

• Worship Pastors

• Biblical Living Pastors

• Central Operations

• Finance

• Media & Communications

• Administrative

• HR, Property

• IT

Local Church

•Staffing at the local church is based off the staffing

matrix (responsibility and number of people in weekly

attendance)

•Each stage has a salary range

•Each stage increases as church size increases

LEVEL CENTRAL STAFFING CHURCH STAFFING

1 Executive Elder

2 Executive Director

3 Lead Pastor

4Executive Pastor, Worship, Biblical

Living

5 Director (elder or deacon) Director (elder or deacon)

6 Sr. Manager (elder or deacon) Sr. Leader (elder or deacon)

7 Manager (elder or deacon) Leader (elder or deacon)

8 Supervisor (elder or deacon) Coordinator (elder or deacon)

9 Staff (elder or deacon) Staff (elder or deacon)

10 Intern Intern

Compensation Structure

Hiring Lead Pastors/Executive

Pastors•Intentional recruiting plans

•Recruiting agencies

•Ensure men meet the qualifications of an elder (1 Timothy 3, Titus

1)

•Go through interview process with wives (1 Timothy 3, 1 Peter 5)

•DISC scores

•LinkedIn

•Job boards

•Specific seminaries and Bible colleges (for LPs only)

•Lead Pastor Residency Program

Hiring Lead Pastors/Executive

Pastors

•1 year program

•Curriculum

•On Ministry training

Central Operations

•Staffing and pay for central operations is based off

responsibilities that are directly related to the mission and

vision of Mars Hill.

•Each position is assigned a staff level (staff, supervisor,

manager, director, etc.) based on level of responsibility.

The staff level determines the compensation range and

vacation eligibility. We don’t pay based off tenure,

education, etc.

Hiring Central Staff

•Intentional recruiting plans

•Recruiting agencies

•Prescreening of employees (HR)

•Phone Interviews

•Job boards

•LinkedIn

•For key roles we may fly people to Seattle (weekend of interviews,

seeing city, visiting church services)

•EE approval for each hire

•DISC Scores

Local Church/Central Staff

Benefits

•Paid time off

•Health insurance

•403(b)

•Stipends (book, cell phone)

•COLA (July)

Local Church/Central Staff Reviews &

Evaluations

•Annual Review (2 weeks after Easter)

•COLA (After Easter)

•Spring Training (May 1st)

•360 Review (September)

Board of Advisors and

Accountability

• Legal church board

• Independent of Mars Hill Church (except EE)

• Currently made up of seven men

• Help with annual executive compensation study by

independent audit firm

• Approval of annual budget

Key Executives Plan

• Long-term disability coverage

• Health and wellness monthly exams and stipend for

health products

• Life insurance

• Deferred compensation plan

• Added compensation for higher level leaders (some LPs,

XPs, Executive Directors, etc.)

MARS HILL CHURCHXPastor.org Webinar | May 2013

Pastor Sutton Turner | Executive Pastor