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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.

College - Click here to go to the Job Evaluation Tool. Once completed, email college@reliant.org.

Descriptions

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

Job Evaluation

Job Evaluation Tool

This tool is for field staff in the College 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 college@reliant.org.

After you share the completed Job Evaluation Tool with the College 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:

Responsibility/Impact
Skills/Know-How
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.