Quick recap
The meeting focused on refining job descriptions and responsibilities for the AV/Technical Director position, including discussions about equipment needs and potential candidates. The committee addressed hiring preferences for administrative positions, deciding to split a single administrator role into two part-time positions and establishing guidelines for recusal processes to ensure fairness in the hiring committee. The group also discussed plans for announcing the job application process to the church and reviewed upcoming meeting schedules while emphasizing the importance of maintaining transparency and spiritual alignment throughout the transition period.
Next steps
Summary
AV Director Job Description Update
The meeting focused on refining the job description and responsibilities for the AV/Technical Director position. Andy shared insights from discussions with Jordan and Nick, emphasizing the need for a coordinator to oversee Sunday services and manage volunteers, including responsibilities for livestreaming, slide preparation, and equipment setup. The group discussed the potential need for additional computers and equipment to streamline operations. The Committee requests a list of required equipment and a budget proposal for board review. The committee agreed to review a revised position description next week, with Andy working to incorporate feedback and industry-specific terminology. They also briefly discussed potential candidates, internally, while acknowledging the niche nature of the role.
AV Hiring and Admin Position Changes
The committee discussed hiring preferences for an AV position, ultimately deciding to prioritize hiring a disciple from within their fellowship on Oahu due to concerns about team chemistry and spiritual alignment. They also addressed the board's feedback on administrative positions, clarifying that while the board initially approved a single administrator position, they now support splitting it into two part-time positions based on staff feedback that one person might not be able to handle both roles. The board approved budgeting for up to 19 hours per week for the AV position, with 10 hours as the expected workload.
Part-Time Administrator Role Discussion
The board discussed hiring administrators, focusing on whether to combine two part-time positions into one role. Marty and others expressed concerns about the feasibility of a single part-time administrator handling both church and operational duties, given the workload and potential for exceeding part-time hours. Anthony suggested that the final structure would depend on the lead minister or couple hired, as their needs would affect the budget and staffing decisions. The board agreed to move forward with creating position descriptions for both the church administrator and operational administrator roles, while being mindful of budget constraints and the need to attract qualified candidates from within the church fellowship.
Church Administrator Role Transition
The committee discussed the transition of church administrator roles, with Anthony and Saun clarifying they had not influenced any applicants and emphasized their commitment to an unbiased hiring process. Mark shared updates from the board meeting, where members expressed confusion about the intended number of administrator positions, though they ultimately supported moving forward with the current plan. The group agreed to finalize position descriptions by Wednesday, and Anthony presented thoughts on the recusal process, which Marty confirmed had not yet been decided by the committee.
Church Leader Selection Process Changes
The meeting focused on the process for selecting new church leaders, with Anthony presenting a proposal for handling potential conflicts of interest involving family members on the hiring committee. Dave suggested that Anthony and Saun should be excluded from candidate evaluations while family members are in contention, but could be consulted for general advice. The group agreed to make an announcement to the church about these steps, emphasizing the importance of prayer, fairness, and transparency in the process.
Hiring Committee Recusal Discussion
The meeting focused on the transition process and the potential recusal of Anthony and Saun from the hiring committee. Randy expressed his feelings of his name being brought up in the recusal process, through in-law relationship. Anthony and Saun explained that their suggestion for recusal was based on feedback they had received and was not meant to offend Randy. The group discussed the timing of recusal, with Saun offering to recuse herself when interviews begin.
Committee Candidate Selection Discussion
The group discussed the status of a vote regarding recusals. Anthony and Saun clarified that they would recuse themselves from the process. The committee also aligned on the understanding that if Nick and Shelley are not considered as leading candidates, they would consider bringing back Anthony and Saun.
Church Job Application Announcement Finalization
The meeting focused on finalizing an announcement for the church regarding the job application process. The committee discussed the content of the announcement, including the closing date, the number of applicants, and the availability of committee members for questions. They agreed to have Marty deliver the announcement, with input from Anthony's written statement.
Board Meeting and Hiring Plans
The committee discussed the timing of an upcoming board meeting, with Randy confirming it would be at 7 AM next week, though Marty noted he could only attend at that time and not the alternative 9:10 AM slot. The group reviewed plans for an announcement about administrative positions, with Anthony requesting that details about internal versus external candidates not be disclosed. David was given approval to share evaluation criteria files with Anthony and Saun for their input, and the committee agreed to review job descriptions by Wednesday. The conversation ended with Ruben offering a prayer for the transition period and the group's ongoing work.
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