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This page is for providing provides clarity around what to do when a missionary field worker in initial MTD is considering a change in MTD. That change may be how many hours they are putting towards MTD, a change in employment hours, pausing MTD efforts for a time, being released to the assignment before reaching 100%, and more. The following outlines the roles and individuals who may or should be involved in the changes that are being considered or made.

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Field Worker in MTD

Employment changes should be thoughtfully and prayerfully made. If the missionary field worker is considering employment changes that are being influence influenced by Covid-19, fear, anxiety, etc., then those changes should be discerned, prayed over, and discussed with their supervisor and, when appropriate, the Program Team Leader.

Coach

For the missionary field worker in Initial MTD, the Coach is often the first person to hear the missionaryfield worker's thoughts.  Or the coach may be the first to bump into absences , or performance issues. Ultimately, changes in employment choices need to be approved, perhaps guided by the local supervisor and/or the Program Leader. 

As a coach, you still may wish to help the missionary field worker process potential changes they are considering by asking good questions.  When adjustments are made due to growth in the MTD fund , or due to having less fewer funds than expected, you see the numbers and may wish to help the fund-raiser project their situation in future months.   When the fund-raiser is incrementally increasing his or her their salary based on pre-set strategy, feel free to support that progress. 

However, if a fund-raiser starts creating a new strategy due to unexpected circumstances, or fear, the coach's role is to engage the Program team and/or the local supervisor. When a missionary field worker starts asking asking, "is Reliant ok with this?" the coach's role needs to include "let's find out" and engage those who decide if it's okay.  Most  The coach often the coach needs to reach out to the Liaison or Vertical leader to ensure they are engaging with the missionaryfield worker. The missionary field worker also needs to discuss any potential employment changes with their supervisor.

Supervisor

Should be in conversation with the missionary field worker about the MTD efforts and any potential employment changes the missionary field worker wants to make. Most often, the missionary field worker is close to the supervisor, and the MTD coach can encourage good interaction between missionary the field worker and supervisor.  

Program Teams 

The Program Team Leaders are Mike Swann- Collegiate/ GCC churches, CJ White- US churches and ministries, Cori Crawford Van Oss Mike Easton- International, Matt Elkins Fixed term/100 UPGand Joshua Dull- Fixed term.

The program teams are responsible to guide HR changes and missionary field worker notifications. Each vertical has unique processing systems with employment services. 

They should be included in conversation conversations on any missionary field worker employment changes that are more drastic, are related to Covid-19, or have a concern attached, such as "is Is Reliant ok with this?"

Paperwork

The Program Teams handle employment changes. When a field worker wishes to adjust their employment status, they should reach out to their liaison to learn the appropriate way to make a change. Many employment changes require a Missionary Change Notification form to be filled out.  For the US and Collegiate verticals, you can find that here. For international contact international@reliant.org. 

Adjusting Salary and Support Goal

When the wish is to cut costs on the support goal, this is the first place to look. A fund-raiser can reduce ME bonuses, change the "for reimbursement" amount, and seek changes to their salary.  The fundraiser's salary can be changed up to 3 times during initial fund-raising. These changes are offered in addition to the normal salary change windows.

Employment Guidelines

We always want to have the employment status on record accurately reflect what the fund-raiser is doing (number of hours they are working).   Yes, this may be approximate and vary slightly from week to week.  However, we never record someone as part-time , when they are, in fact, working full-time.  This would put Reliant at risk because there are laws (and legal cases) that require us to pay a worker according to the amount of work they do.  The Reliant is responsible for doing its best to accurately reflect the number of hours being worked and pay its workers accordingly. The variable that any worker can tap into is the adjustment of salary.  

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