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Note

The Staff Level titles and descriptions were updated in February 2022.

This process is designed for workgroups where multiple staff members are working at the same location, and all or most of the staff in the workgroup are employed by Reliant. The process for placing Reliant employees at a staff level may be different when Reliant staff members work at a ministry alongside other staff the ministry partner employs.

Reach out to your Program Team with questions. 

Need help determining what staff level a Field Worker should be in? 

U.S. Churches and Ministries - Email us@reliant.org for assistance in making staff level changes.

Collegiate - Click here to go to the Job Evaluation Tool. Once completed, email collegiate.program@reliant.org to get a time set up with Mike Swann or Russ Dietrich.

Descriptions

Review the job description and role requirements and place the position within the correct range.

LevelResponsibilities / Experience

Level 1

  • Entry-level responsibilities
  • Directly supervised in job/tasks
  • Limited decision-making ability related to budgets or church/organization direction
  • No supervisory duties of other employees
  • No experience needed

Level 2

  • Mid-level responsibility
  • Increased decision-making ability
  • Individual contributor or limited supervisory duties (volunteers or another staff member)
  • Typically at least 3 years of experience in ministry or a similar field

Level 3

  • High level of responsibility
  • Supervises other staff, leads a main ministry, and/or manages a department within the church or organization
  • Managed by the leadership team
  • Typically at least 5 years of experience in ministry or a similar field
Church or Ministry Leadership Roles (e.g., pastor, leader of a ministry or non-profit)

Level 4

  • Either a pastor or equivalent church role, director of a ministry organization, or member of the organizational leadership team
  • Provides leadership for significant functions of the church or organization
  • Supervise staff, manages budgets, and/or heads organizational initiatives
  • Responsible for financial accountability of the church or ministry organization, whether solely or as a part of a leadership structure
  • Typically 3 years of supervisory or mid-level management experience or equivalent education or ordination
  • This is a similar level to what was previously called pastor, minister, field manager

Level 5

  • In addition to Level 4
  • Vision casts for the church or organization and sets the overall direction of programs
  • Has responsibility for the church's or organization's staff
  • Has significant impact on the organization either financially, directionally, or due to the number of people managed 
  • May represent the congregation or ministry in denominational, church network, and/or community affairs
  • May supervise or coach other pastors or leaders
  • May have significant leadership responsibilities either for a region or group of churches or ministries
  • May be responsible for several departments or ministry areas
  • Typically 5-10 years of experience in a leadership (Level 4) role

Level 6

  • In addition to Level 5
  • Leads a large, multi-faceted ministry, a group of churches, or a region
  • May be on church network boards or provide oversight for groups of churches in other ways
  • Typically 5-10 years of experience in a senior leadership (Level 5) role



Job Evaluation

Job Evaluation Tool

This tool is for field staff in the Collegiate Program Team. If the field worker is part of a different Program Team, contact that team for instructions on how to adjust staff levels.

To aid in placing the field staff in the correct Staff Level, click the green button below to create a copy of the Staff Level Job Evaluation Tool.

  • Refer to the current Job Description when using the tool.
  • Follow the instructions in the document to evaluate the job role in each area/factor.
  • When complete, share the document with collegiate.program@reliant.org. 

Staff Level Job Evaluation Tool

After you share the completed Job Evaluation Tool with the Collegiate Program Team, someone from that team will contact you to confirm receipt of the form and let you know if there are any additional next steps.

More Resources for Job Evaluation

Consider the following domains for the job responsibilities:

  1. Responsibility/Impact
  2. Skills/Know-How
  3. Effort/Problem-Solving

Responsibility/Impact - The extent to which the actions and decisions affect the church or ministry

  • Freedom to Act - how much authority the job has to make decisions without referral to others
  • Nature of Impact - the nature of the role’s impact and influence on church/ministry results (primary, shared, or contributory)
  • Magnitude (Area of Impact) - the scope or depth of the impact on the church/ministry

Skills/Know-How - Skills, knowledge, experience, education, and special training required for the role

  • The depth and breadth of knowledge and skills needed to be effective in the role
  • The requirement to undertake managerial functions, such as planning, organizing, staffing, directing, and controlling resources; knowledge is applied in an integrated way to achieve goals
  • The interpersonal and communications skills needed for successful interactions with individuals and groups

Effort/Problem-Solving - The level to which know-how is used in facing and solving a problem (degree of initiation, creativity, and analysis)

  • Thinking Environment (Freedom to Think) - the scope within the job to identify and address the problems it typically faces; the thinking environment depends on the absence or presence of policy, procedure, supervisor, or other guidance
  • Thinking Challenge - reflects the complexity of the problems typically encountered, ranging from simple, repetitive issues to complex and novel situations.


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6 Comments

  1. Mike Swann

    This page looks great. Thank you for the great work on this!

  2. CJ White

    Totally agree with Mike! Thank you!

  3. user-ca312

    Looks like the language shows that the Job Evaluation Tool is only meant for the Collegiate Program. But in the form it says can be shared with the US Program Team. So can we please update the language to reflect on Solomon what it also says on the form? Thank you! Mike Swann, CJ White and Julie Thomas

  4. Mike Swann

    Julie Thomas - Hey Julie, I noticed there is not a salary range Supervisor Resource page. Would you or Kristina Lilly be up for adding one. I can also get Caleb to help if need be.

    1. Julie Thomas

      It's under Personnel Committees (Salary Ranges (Personnel Committee Reference)), but I'll make a copy and put it under Staff Levels, too.

  5. Mike Swann

    Thank you. Just thought it would be good to have it all under the supervisor resources in one place! (smile)