Staffing Nightmares: Outsourcing vs. Insourcing: vs ... AWS
Staffing Nightmares: Outsourcing vs. Insourcing: vs. Volunteer Teams Nathan Parr – Opera=ons Manager First Bap=st Belton, Belton TX
History and Scope of Opera=ons
• First Bap=st Belton established in 1853, current loca=on since 1948. • Hosts a private school, licensed child-‐care program, two mission churches, mul=ple discipleship and community events. • On average over 5000 people a week flow through the building; we average 11,000 room uses annually.
Types of Staffing • Volunteer teams – Pros: • Free labor. • Passionate about what they are volunteering for. • Can encourage others to assist. • Ownership in the work/property is grown. • Many hands = light work.
Types of Staffing • Volunteer teams – Cons • • • • •
Unpaid = no leverage. Passion can be squelched by nega=vity. Not always available to cover the extraordinary. Training requirements/skills can be lacking in cri=cal areas. Can be an issue to take care of a volunteer in case of an accident.
Types of Staffing • Insource (paid staff) – Pros: • Paid = built in level of accountability. • Professional team to service all ministries/events. • Generally will have be^er/targeted training. • As a paid staff member, the work is in itself a priority. • Can be scheduled and expected to accommodate the extraordinary.
Types of Staffing • Insource (paid staff) – Cons: • Increased cost to church – especially if full-‐=me. • Can be an issue regarding depth of coverage; if they get sick, who takes care of everything? • Treatment by customers can create a hos=le environment. • Custodial services as an industry has a high rate of turnover; that means there is poten=al for lots of training opportuni=es.
Types of Staffing • Outsource (contract labor) – Pros: • You (should) get highly trained individuals. • They are responsible for all insurance requirements for their employee and company. • May have access to services/equipment that a church could not afford. • Contracts establish and (should) guarantee expecta=ons.
Types of Staffing • Outsource (contract labor) – Cons: • Professional services cost more. • Requires good communica=on protocols; that can be difficult to maintain. • If the company fails to perform, church has to pick up the slack. • Contract company policies may conflict with church policies.
General for All • In all instances, if you give someone greater access to your facility than a first =me guest, make sure they have had a background check. • Require contract labor to provide statement regarding their background check policy and require that all who work on your facility have a current one. • Make sure to get an annual copy of the cer=ficate of insurance for any company you contract with.
So….What makes sense? • What can you afford?
– Available funds will always drive your staffing program. – It will be as good as you fund it. (you do get what you pay for)
• How ac=ve is your facility?
– Does it require one cleaning a week, or 15?
• What do you not have the technical know-‐how or skill to do? – Do you have the correct license if needed?
Most prac=cal advice: • Use a combina=on of all three. – There is no tried and true formula, as your ministry grows your staffing plan will need to adapt.
• Always consider who is liable. – In the opera=ons side of ministry, knowing who or what type of policy protects us or pays out if someone is injured is really important.
First Bap=st Belton – what we do (currently)
• Insource Opera=ons team-‐ 11 full-‐=me and 3 part-‐=me team members. • Outsource-‐ Large floor cleaning tasks, HVAC maintenance contract, all grounds keeping, and all life-‐safety system inspec=ons.
– Contracts reviewed annually, insurance on file, and all employees have been verified/undergone background checks.
• Volunteer teams-‐ assist on 4 Saturday project days a year, provide labor for light maintenance, and assist with light remodels.
Considera=ons when crea=ng a staffing program
• What are you really willing to spend, and does that create the poten=al for realis=cally a^aining your goals? • Do the tasks that need to be performed require licensing? • What level of training makes the most sense for your facility needs? • Liability, accountability, and expecta=ons. How is that managed?
Further Ques=ons? Thank you for your =me. Here are two trucks.
History and Scope of Opera=ons
• First Bap=st Belton established in 1853, current loca=on since 1948. • Hosts a private school, licensed child-‐care program, two mission churches, mul=ple discipleship and community events. • On average over 5000 people a week flow through the building; we average 11,000 room uses annually.
Types of Staffing • Volunteer teams – Pros: • Free labor. • Passionate about what they are volunteering for. • Can encourage others to assist. • Ownership in the work/property is grown. • Many hands = light work.
Types of Staffing • Volunteer teams – Cons • • • • •
Unpaid = no leverage. Passion can be squelched by nega=vity. Not always available to cover the extraordinary. Training requirements/skills can be lacking in cri=cal areas. Can be an issue to take care of a volunteer in case of an accident.
Types of Staffing • Insource (paid staff) – Pros: • Paid = built in level of accountability. • Professional team to service all ministries/events. • Generally will have be^er/targeted training. • As a paid staff member, the work is in itself a priority. • Can be scheduled and expected to accommodate the extraordinary.
Types of Staffing • Insource (paid staff) – Cons: • Increased cost to church – especially if full-‐=me. • Can be an issue regarding depth of coverage; if they get sick, who takes care of everything? • Treatment by customers can create a hos=le environment. • Custodial services as an industry has a high rate of turnover; that means there is poten=al for lots of training opportuni=es.
Types of Staffing • Outsource (contract labor) – Pros: • You (should) get highly trained individuals. • They are responsible for all insurance requirements for their employee and company. • May have access to services/equipment that a church could not afford. • Contracts establish and (should) guarantee expecta=ons.
Types of Staffing • Outsource (contract labor) – Cons: • Professional services cost more. • Requires good communica=on protocols; that can be difficult to maintain. • If the company fails to perform, church has to pick up the slack. • Contract company policies may conflict with church policies.
General for All • In all instances, if you give someone greater access to your facility than a first =me guest, make sure they have had a background check. • Require contract labor to provide statement regarding their background check policy and require that all who work on your facility have a current one. • Make sure to get an annual copy of the cer=ficate of insurance for any company you contract with.
So….What makes sense? • What can you afford?
– Available funds will always drive your staffing program. – It will be as good as you fund it. (you do get what you pay for)
• How ac=ve is your facility?
– Does it require one cleaning a week, or 15?
• What do you not have the technical know-‐how or skill to do? – Do you have the correct license if needed?
Most prac=cal advice: • Use a combina=on of all three. – There is no tried and true formula, as your ministry grows your staffing plan will need to adapt.
• Always consider who is liable. – In the opera=ons side of ministry, knowing who or what type of policy protects us or pays out if someone is injured is really important.
First Bap=st Belton – what we do (currently)
• Insource Opera=ons team-‐ 11 full-‐=me and 3 part-‐=me team members. • Outsource-‐ Large floor cleaning tasks, HVAC maintenance contract, all grounds keeping, and all life-‐safety system inspec=ons.
– Contracts reviewed annually, insurance on file, and all employees have been verified/undergone background checks.
• Volunteer teams-‐ assist on 4 Saturday project days a year, provide labor for light maintenance, and assist with light remodels.
Considera=ons when crea=ng a staffing program
• What are you really willing to spend, and does that create the poten=al for realis=cally a^aining your goals? • Do the tasks that need to be performed require licensing? • What level of training makes the most sense for your facility needs? • Liability, accountability, and expecta=ons. How is that managed?
Further Ques=ons? Thank you for your =me. Here are two trucks.
