INTRAOFFICE

PLAYBOOK

Updated: 3/20/2014

Table of Contents

INTRODUCTION ...................................................................................................................... - 1 -

INTERVIEWING PROCEDURE ................................................................................................. - 1 -

NEW HIRES .............................................................................................................................. - 2 -

ONBOARDING PROCESS ....................................................................................................... - 3 -

STAFF EVALUATIONS ............................................................................................................. - 4 -

OFFICE SUPPLIES .................................................................................................................... - 5 -

PHONE PROCEDURES ............................................................................................................ - 6 -

FINANCIAL OPERATIONS ....................................................................................................... - 6 -

STAFF MEETINGS ................................................................................................................... - 8 -

PERSONAL OFFICES ............................................................................................................... - 8 -

COMMON AREAS ................................................................................................................... - 9 -

TRAVELING PROCEDURES ..................................................................................................... - 9 -

MISSION TRIP POLICY .......................................................................................................... - 11 -

BUILDING USAGE ................................................................................................................. - 11 -

COMPUTER USAGE ............................................................................................................... - 12 -

Appendices ........................................................................................................................ - 13 -

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INTRODUCTION This Playbook is a resource for all Employees of all Parkway Fellowship campuses. It is meant to be a

guide for the day to day operations of the offices. Should you have any specific questions not covered

by this Playbook, please see your Supervisor.

INTERVIEWING PROCEDURE The interview process is extremely critical in identifying the best candidates for staffing The Park. We

have an incredible staff and an amazing working environment. In order to continue to build a capable

staff with great rapport, a thorough interview process is necessary. No new hires should be made

without a thorough interview process and considerable prayer.

RULE OF 3

The interview process is to be conducted thoroughly and must follow the “Rule of 3”. A minimum of

three interviews by three different people in three locations must be conducted for any full-time

position. The Supervisor should be present at all interviews. The focus of all interviews should be on the

candidate’s past performance and results and not on the job title or positions held.

THE 3 CS

All candidates for employment must be evaluated on 3 core values: Character, Competency and

Chemistry. The evaluation for Character will be to ascertain the integrity, principles, spiritual maturity,

and overall ethics of the candidate. The Supervisor will confirm that the candidate has a growing

relationship with Christ. The Supervisor will also need to evaluate the candidate’s self-awareness and

reputation with others. The Competency evaluation will be to gain an understanding of the candidate’s

mental and emotional qualification for the position. We want to evaluate their knowledge (education,

experience, and training), skills (acquired skills and natural aptitudes) and attitude (temperament and

preparedness) respective to the position. In the Chemistry evaluation, the Supervisor is trying to get a

“feel” for how the candidate will fit into the overall church culture, staff culture and departmental culture.

For a complete discussion on the 3 C’s please see the section from Bill Hybel’s Leadership Axioms

attached in Appendix A.

DiSC PROFILE

All final candidates for a full-time staff position must complete a DiSC profile test. The profile should be

evaluated by the Supervisor to determine whether or not the candidate is a good fit for the specific

position. The classic DiSC profile should be ordered at the following

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site: www.ResourcesUnlimited.com. There is a price associated with the profile which can be verified at

the following website:

http://www.resourcesunlimited.com/shop/DiSC_Classic_Profile_Online.asp. The DiSC profile should be

ordered during the interview process and reviewed and discussed prior to dealing with the chemistry of

the applicant.

REFERENCES A minimum of three references must be provided by each candidate and checked prior to hiring. In addition to checking references, the Supervisor should check Fellowship One (if the applicant is an attender of The Park) for giving, next steps, and prayer requests. If the candidate is a member of The Park, the Supervisor will also get personal references from members of the church. A comprehensive background check must be run on all applicants prior to being hired. OUT OF TOWN CANDIDATES Prior to any in-person interviews, all out-of-town candidates for a full time position must have completed two (2) telephone interviews. Additionally, no candidate will be brought in for an interview unless he/she is one of the final three (3) candidates for a position. Parkway Fellowship will cover reasonable travel costs including gas, food, airfare, and hotel with receipts. There will be no reimbursement for mileage. When an out-of-town candidate is in the final interview for a full-time ministerial position, travel expenses for the candidate’s spouse and children may be covered by The Park, if necessary, at the discretion of the hiring Supervisor. All travel expenses for potential Employees will come out of the personnel budget designated for that position. The final decision on the hire is to be made by the staff Supervisor who must have completed reading

the following books: Topgrading by Bradford Smart and Hire and Keep the Best People by Brian Tracy.

NEW HIRES Prior to the start date of all new staff members at The Park, the following preparations will be made. It is

the Supervisor’s responsibility to initiate with the departments below to get the process started. New

Hire Checklists for the Supervisor and the Employee are attached in Appendix B.

SUPERVISOR RESPONSIBILITIES

• A start date will be determined and discussed with the new hire. Once that date has been

determined, the Supervisor will communicate the start date to the Financial Administrator, IT

Department and the Office Manager.

• Upon start date, the Supervisor will mark their calendar for 30-60-90 days from the employment

start date and schedule reviews.

• A Job Description and Responsibility Summary will be presented to the applicant.

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• Salary structure will be agreed upon; a pay scale spreadsheet will be completed and presented

to the Financial Administrator.

• The location of the new hire’s office space will be be determined by the Supervisor.

• Expectations will be clearly communicated by the Supervisor in regard to tithing, church

membership, faithfully attending Small Group and Sunday services.

• A Personnel Policy Manual (appropriate to the New Hire’s position) will be presented to the New

Hire for review and signature.

• The Intraoffice Playbook will be reviewed with the New Hire.

FINANCIAL ADMINISTRATOR RESPONSIBILITIES

• A personnel file should be created

• A salary/pay scale spreadsheet should be received for the new hire and payroll should be set up

• New Hire Packet should be prepared including the following forms:

W-4, W-9 and I-9; Direct Deposit Authorization Form and Insurance Forms

IT DEPARTMENT RESPONSIBILITIES

• An email address will be created and functional

• A computer with server access will be set up and functional

• A phone with phone extension will be located at the workstation

OFFICE MANAGER RESPONSIBILITIES

• Office furniture will be ordered

• Office Supplies should be ordered according to the New Hire Office Supply Schedule in

Appendix D.

• Keys and security codes will be provided

• Fellowship One Login will be created

• Business cards will be ordered in a format approved by the Media Department

ONBOARDING PROCESS DAY 1

• Meet with the Financial Administrator to get New Hire paperwork completed and to go over

proper use, population, and responsibility for the following forms: Timesheet, Weekly Expense

Form, Anticipated Expense Form, Reimbursement Form, Deposit, and Tax Exempt Form.

• Employee will meet with the Office Manager to learn about ordering supplies and operating the

copier.

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DAYS 2-7

• Supervisor will meet with New Hire covering Unwritten Rules of The Park (Appendix C) and

scheduling 30/60/90 day reviews.

• Supervisor will schedule time to go over DiSC profiles of each staff member in their department.

• Supervisor will review the Intraoffice Playbook with the New Hire.

• Fellowship One Champion will conduct Fellowship One training.

DAYS 8-30

• Each Employee will listen to the 8 Systems Audio

• Read Good to Great by Jim Collins

• Read Leadership Axioms by Bill Hybels

• Supervisor will conduct a 30 day review as outlined in the Staff Evaluation section below.

DAYS 31 – 60

• Read The Contrarian's Guide to Leadership by Steven Sample

• Read The Purpose Driven Church by Rick Warren

• Supervisor will conduct a 60 day review as outlined in the Staff Evaluation section below.

DAYS 61 – 90

• Read Engage by Nelson Searcy

• Read Ignite by Nelson Searcy

• Read Fusion by Nelson Searcy

• Read Activate by Nelson Searcy

• Read Connect by Nelson Searcy

• Supervisor will conduct a 90 day review as outlined in the Staff Evaluation section below.

STAFF EVALUATIONS 30-60-90 DAY REVIEW PROCESS

At the completion of the 30, 60, and 90 days, every Employee will have a review with their Supervisor.

Supervisors should schedule the reviews at least one (1) week in advance of the review. Adequate time

should be set aside to discuss performance, goals, issues, training, etc. In addition, there should be time

set aside to review in detail the books that have been read to ensure that the Employee has a working

understanding of the books. This review process is a time for both the Supervisor and Employee to

discuss any issues that have arisen during the introductory employment period, to solidify responsibilities

and expectations, and to set goals for moving forward.

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ANNUAL STAFF EVALUATION PROCESS

In October of each year, each Employee will have an annual evaluation. Supervisors will be responsible

for scheduling reviews with each Employee in their department. At least one (1) week prior to the

scheduled interviews, each Employee will be sent a Staff Evaluation Form. Ministerial or Non-Ministerial

forms are available and should be sent accordingly (Appendix O). These forms are to be used as a

guideline for the Supervisor to evaluate the performance of the Employees on their team. If necessary,

the Supervisor may alter or edit the content of the forms to better suit the specific tasks and

responsibilities of the Employees. The evaluation form must be filled out by each Employee and

brought to the review.

In addition to the Staff Evaluation Form, each Employee will fill out a Supervisor Evaluation Form

(Appendix P). These evaluation forms will be submitted to your Supervisor’s direct Supervisor for

evaluation. Those forms will be utilized as a check and balance to make sure all staff members are being

treated fairly and there is a healthy staff relationship top to bottom. The Senior Pastor will assess all

feedback and discuss the responses with the Staff Supervisors. NOTE: If an employee has more than

one direct Supervisor (i.e. - Administrative Assistants to multiple departments), then the Supervisors will

collectively decide who conducts the annual reviews, keeps up with vacation time, onboarding process,

and other personnel issues.

OFFICE SUPPLIES Each office location will be stocked with basic office supplies (Appendix K). Office Supplies are

inventoried and ordered once a week. Should you have any needs for additional supplies, please

contact the Office Manager for ordering. If you will be using large quantities of any supply, the Office

Manager will need to know at least one (1) week in advance. Any large printing jobs that you will be

doing need to be scheduled in advance so that the paper and/or toner can be ordered. Appropriate

quantities of supplies, including paper and toner are kept on hand for standard weekly printing.

PRINTERS

The Park will provide a network printer for each office location. Personal printers are not approved for

business use without prior consent. If a personal printer is used in the office, each Employee is

responsible for the cost of the toner. It is cost prohibitive for The Park to cover the cost of toner for each

Employee. All office printers are to be used solely for church printing. No personal printing is allowed

on the network printers. Any personal printing done on personal printers, should not utilize any of the

church’s paper or supplies.

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PHONE PROCEDURES Each Employee will be equipped with a land line telephone at their work station. To make an outgoing

call, simply select a line and dial out. You do not need to dial a 9 or any other code to make a local call.

Phone extension lists for all Employees will be provided by the Receptionist.

Ministerial Staff will be provided with a church-paid mobile telephone. All long distance calls should be

made from those phones. For Non-Ministerial Staff and Volunteers, you will need a long distance code

to make a call. Please see your Supervisor for the department code. The first option is always to use a

cell phone to make long distance calls. However, if that is not possible, please use the long distance

codes with discretion, being mindful of church resources.

When sending a group text to church staff, please do not send before 7:00 AM or after 9:00 PM unless it is an emergency. The subject matter should be limited to ‘need to know’ information. Non-emergency prayer requests do not qualify. Unless a response is requested or necessary, please do not reply.

FINANCIAL OPERATIONS Each Employee will be advised by their Supervisor of their particular responsibility in the Financial Operations of the church. Each ministry department must keep up with their budget lines at all times.

TIMESHEETS

Pay periods for Hourly Employees run from the 11th of the month through the 25th of the month and from

the 26th to the 10th. Hourly Employees must have timesheets completed, signed by their Supervisor and

submitted to the Finance Department on the 11th and 26th of each month in order to be paid. All hourly

part-time help or paid childcare workers will be paid on the same schedule. The Timesheet form can be

found in Appendix E.

ANTICIPATED EXPENSES

Each ministry has an account with one or more debit cards. In order to have the account properly

funded, each department must turn in an Anticipated Expense Form weekly. The Senior Pastor or

Campus Pastor must sign off on all Anticipated Forms, which are due to the Financial Administrator on

Monday afternoons by 5:00 PM. The Finance Department will process those and appropriately fund the

accounts. All of the money that you will be spending for the week must be included on your weekly

form.

If you have an anticipated expense that does not post to your card during any given week, then you

must include it on the weekly Anticipated Form until it posts. The only amount in each ministry’s debit

account will be the amount on your form plus a $200 buffer. A copy of the Anticipated Expense Form

can be found in Appendix G.

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All of the information in the form must be filled out prior to submitting including the “amount in line

after expense”. You must list the amount in the budget that will be remaining after the anticipated

expense is charged. If the budget line belongs to another department, you must get that amount from

their department.

Any overdraft bank fees incurred as a result of a ministry spending more than is in the account, will need

to be paid out-of-pocket by individuals in that department. The ministry can determine if the charge

should be paid by one employee or split up among employees. The church will not pay overdraft fees.

WEEKLY EXPENSE FORMS

Each week, each department will get a copy of their debit card activity for the week. A designated

member from the department must complete a Weekly Expense Form (Appendix H) and attach all

receipts that correspond with that week’s charges. The entire form must be filled out including items

purchased, account to be charged, and the amount left in the budget for each item purchased. Weekly

Expense Forms are due to the Financial Administrator on Monday by 5:00 PM.

CHECK REQUEST/REIMBURSEMENTS

In the event that an Employee or Volunteer spends money out-of-pocket for church business, they can

submit for reimbursement provided that it is an approved expense. They will need to fill out a Check

Request/Reimbursement Form in its entirety (Appendix F). The request form must be completed and

signed by the department Supervisor. Receipts must be attached. All check requests must be

submitted by Wednesday at 5:00 PM. Checks are cut every Thursday. If you miss the deadline, your

check will be processed the following Thursday.

If a Supervisor completes a check request for reimbursement, he/she must have it signed by another

department head. No Employee may approve his/her own reimbursement request.

DEPOSITS

For any monies collected from members for registration fees, etc., a Check/Cash Deposit Form will need

to be completed in its entirety. Once the form is completed, it should be submitted along with the

money to the Finance Department. Checks and cash should not be stored overnight in an office. They

should be submitted to the Finance Department or stored in the church safe. There is a copy of the

Deposit Form attached in Appendix I.

TAX EXEMPT FORM

Parkway Fellowship is a tax exempt organization. When making purchases for the Park, please use the

Tax Exemption Form in Appendix J. If you do not use a Tax Exempt Form when making a purchase, you

will not be reimbursed for the tax.

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STAFF MEETINGS Staff meetings are scheduled once a week. Time and day are to be designated by the Senior Pastor or

Campus Pastor. All staff should come prepared with any updates, reports, questions and concerns.

After staff meeting, the entire staff is expected to have lunch and fellowship together. There is a

monthly schedule that is generally followed: 1st week-dutch, 2nd week-church pay, 3rd week-brown

bag, 4th week-church pay, and 5th week-dutch. This is always a fun time of fellowship and is intended

as a relationship building time with the whole team.

PERSONAL OFFICES Upon being hired, each member of the staff will be assigned designated office space. For each personal office, the following furnishings will be provided by Parkway Fellowship:

• Desk • Desk chair

• Up to 2 visitor chairs

• Up to 2 bookcases

• Up to 2 filing cabinets

Office furnishings should be ordered from Office Depot or an equivalent vendor. Staff members should

meet with the Office Manager for furniture selection, approval, and ordering.

Office supplies will be supplied upon hire per the Schedule of New Hire Office Supplies in Appendix D.

Should you need additional supplies to perform your duties, please see the Office Manager. All

additional supply orders are subject to review.

The following are allowed, but not supplied by The Park: • Lamps • Pictures

• Scent candles of any sort

• Decorative plants or items

• Clocks

The following are NOT allowed in personal offices: • TVs • Microwaves

• Mini refrigerators

Employees are allowed to paint their individual offices with Supervisor approval. The Park will pay to

paint an Employee’s office one time. All brushes, drop cloths, pans, etc. must be supplied by the

Employee. All costs for any additional painting after the initial time will be covered by the Employee.

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Non-custom blinds will also be provided by The Park for each window in an office.

COMMON AREAS Parkway Fellowship will provide the following in Common Areas:

• Large Capacity Network Color Printer • Fax Machine • Large Dry-Erase Board

Each campus will have a kitchen area stocked with supplies as listed in Appendix L. Any kitchen items

not listed in the attached Appendix are not to be stored in the kitchen area. Employees are responsible

for cleaning, maintaining, and storing personal coffee cups or other kitchen items/hardware. Food items

may be stored in the refrigerator; however, items left longer than one (1) week may be thrown away

during the weekly cleaning. All items stored in the refrigerator should be labeled.

Bathroom areas are kept stocked with standard supplies in Appendix M. Cleaning of the bathrooms is

done on a weekly basis by the cleaning crew.

TRAVELING PROCEDURES From time to time, overnight travel may be required as a necessary part of an Employee’s job or

continuing education. Please sign up for travel points and benefits as outlined below. Hotel, car, and

flight benefits awarded for business travel may be utilized for personal or business use. When travel is

required, please adhere to the following guidelines when arranging your travel:

HOTEL

When overnight travel is required, a hotel room should be booked at Holiday Inn Express. Rooms

should be booked with at least two (2) occupants of the same gender per room. You can find locations,

check rates, and make reservations on the website

at http://www.ihg.com/holidayinnexpress/hotels/us/en/reservation or by calling 1-800-HOLIDAY. Also,

prior to booking please sign up for IHG Rewards Club in order to get points, discounts, and benefits.

You can enroll online at: http://www.ihg.com/rewardsclub/us/en/enjoy-rewards or by calling 1-877-424-

2449.

In the event that there is not a Holiday Inn Express within 30 minutes of your location, please see your

Supervisor for approval of an equivalent hotel location.

RENTAL CAR

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For car rentals, Employees should contact Enterprise. You can make reservations, check rates and find

available cars on the website at http://www.enterprise.com/car_rental/home.do or by calling 1-800-261-

7331. When renting a car while on Parkway Fellowship business, you should select the least expensive

option that will reasonably accommodate the number of people in your party. In addition, you should

always select the collision insurance. There is no need to cover the other drivers, but make sure the

rental car is covered by Enterprise insurance. Please do not prepay for gasoline. You should return the

car with the same amount of fuel as when you picked up the car.

Please sign up for Enterprise Plus rewards in order to gain reward points and

benefits: https://www.enterprise.com/car_rental/enterprisePlusTermsAndConditions.do?transactionId=W

ebTransaction13

In the event that Enterprise is not available at your destination, please see your Supervisor with an

equivalent rental car company option for approval.

FLIGHTS

Flights should be booked on Southwest Airlines whenever possible. You can find and book a flight

at: http://www.southwest.com/ or by calling 1-800-I-FLY-SWA. Prior to booking any flights, please sign

up for a Rapid Rewards account. You can sign up online

at: https://www.southwest.com/account/enroll/enroll-member?f=zONLRROPAC1307SWAzz.

In the event that there is not a Southwest Airlines flight to your destination, please see your Supervisor

for approval of the nearest equivalent option.

EXPENSES

When Employees are traveling out of town, a reimbursement of $85.00/day will be available. This will

cover meals, gas, and all entertainment or leisure activities. Employees will be reimbursed for up to

$85.00/day with receipts. Any charges over and above the $85.00 will be covered by the Employee out-

of-pocket.

BEFORE YOU LEAVE TOWN

Prior to leaving town for 48 hours or more, you must complete the following and submit documentation

(Appendix N) to your Supervisor:

• All weekly expenses must be turned in to the Financial Administrator

• Anticipated Financial Requests must be submitted

• Email Out of office assistant must be turned on

• Follow-up assignments must be taken care of

• Direct reports must be briefed on all ongoing matters

• If you will miss a Monday staff meeting, your associate or admin must be present in your place to

update the staff (including devotional and attendance numbers)

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• Text or email your invites to your Supervisor

• Make sure all deadlines are covered prior to leaving

• Make sure all Sunday responsibilities are covered

• If necessary, change the message on your phone to indicate when you will return to the office

• All hourly Employees must have time sheets turned in if they will be gone over the 11th or the

26th of the month

Your out of office reply needs to state: I will be out of the office until (Day & Date). I’ll check my email at that time. If you need immediate assistance, please call the church office at 832-222-9282. Thanks!

MISSION TRIP POLICY Each staff member that leads a mission trip will have all expenses paid by Parkway Fellowship. Time

away from the office will not count toward vacation time. It will be considered working time. However,

all trips need to be scheduled and approved by your Supervisor in advance. A staff member that is

going on a mission trip, but not taking on a leadership role, will have to have such trip approved by your

Supervisor. Any payment toward that trip will be at the discretion of the Senior Staff.

Each person in a staff member’s family is permitted to go one mission trip per year at half-price. The

remainder of the cost will be covered by the staff member. These discounts are non-transferrable

between family members. After a family member has taken one trip at half-price, there will be no

additional sponsorship during that calendar year; regardless of whether any other family member has

discounts still available to them.

BUILDING USAGE All Parkway Fellowship properties will be used solely for church business unless otherwise authorized by

a Senior Staff member. The Senior Pastor or Campus Pastor will be in charge of designating

responsibility for locking of the campus, setting thermostats, turning off the lights, etc., during standard

office hours and on Sundays. Outside of standard hours, any Employee unlocking or utilizing the

buildings in any way will be responsible for making sure they are locked, lights are off, thermostats and

alarms are properly set.

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COMPUTER USAGE Staff members are prohibited from purchasing computer equipment or software for use on church

owned computers. All requests for equipment or software are submitted to your supervisor and the

Information Services Department for review, approval and purchase. This policy ensures the purchase of

equipment or software at the best available price, the benefit of existing service contracts and the

compatibility of the purchased item with existing hardware and software. As a general rule, all cell

phones and PDA’s and associated accessories are the financial responsibility of the employee, not

Parkway Fellowship.

SOCIAL MEDIA

Social Media (Facebook, Twitter, etc.) is not to be accessed during business hours unless it is for official

Parkway Fellowship business.

PERSONAL

Computer usage for personal reasons (i.e. – online banking, shopping, surfing, reading blogs, checking

scores, etc.) is prohibited during business hours.

Employees must provide all passwords for Parkway Fellowship computers and applications to their

Supervisor (computer log-in, Fellowship One log-in and password, etc.).

Employees who violate this policy may be subject to disciplinary action, up to and including possible

termination.

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Appendices A. Rule of 3s: Excerpt from Leadership Axioms by Bill Hybels

B. New Staff Hire Checklists

C. Unwritten Rules of Parkway Fellowship

D. Schedule of New Hire Office Supplies

E. Timesheet

F. Reimbursement/Check Request

G. Anticipated Expense Form

H. Weekly Expense Form

I. Deposit Form

J. Tax Exempt Form

K. Office Supply Inventory

L. Kitchen Supply Inventory

M. Bathroom Supply Inventory

N. Before You Leave Town Checklist

O. Staff Evaluation Forms

P. Supervisor Evaluation Form

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APPENDIX A

3 Cs from Leadership Axioms

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Excerpt from Leadership Axioms

Bill Hybels

Chapter 21 – The Three Cs

It took me nearly thirty years to figure out a plan for how to build a kingdom dream team – a collection

of colleagues with whom I could joyfully do effective, God-honoring ministry over the long haul. I tried

all sorts of mental grids for prioritizing people-qualities along the way, but the only one that struck was

made up of three simple Cs: character, competence, and chemistry.

It’s no accident that “character” is up first. When new staff members come on board, I need maximum

energy, maximum effort, and maximum help from them. Most likely, the reason the person was hired in

the first place is because there are problems that have to get solved in order for kingdom ground to be

gained. If the first ninety days of a person’s employment are frittered away because I’m forced to do a

character reclamation project on his or her life, then we’re all in big trouble.

Good character is tough to discern in a fifteen-minute interview. You have got to do your due diligence

to be sure the person you’re about the invite onto the team has a proven track record of being a truth-

teller, a covenant-keeper, a person who seeks to be conformed to the image of Christ, someone who

manages relationships well, and one who credits the efforts of others when a victory is won.

After a person passes the character test, and only afterward, I check for competence. When I’m working

to fill a key role, I think through the competency requirements. If I need someone with a teaching gift,

then I make no apologies for scouring the planet for the best teacher I can find, and then I go after that

person with great determination.

I’ve found that the persistence is often the key here. If someone tells me no, I can’t let it deter me. I

must keep the conversation alive by seeking to truly understand the other person’s perceived obstacles

and then, depending on how badly I need them on board, doing everything in my power to help

overcome them. I counsel senior leaders in this regard all the time. They ask me how long they should

pursue the person who is “perfect” for a particular role, and my response is the same every time: “How

many lunches are you willing to buy?”

Unless God gives you a clear signal to stop, my advice is to keep extending the invitation.

John Ortberg was one of the finest team members Willow ever had, but when I first approached him

with the teaching pastor opportunity, he said no. I probed a little further, and he said, “Bill, the main

reason I can’t come is because I have only been at my present church for two years. To leave now would

be unfair to our people.”

I told him that was the best news I’d heard all day. “Great! I understand perfectly. So in twelve months,

then, you’ll join us? We would be delighted to wait that long. We believe that you are the best fit for

our needs.”

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A little over a year later, John joined us and served heroically for almost ten years.

Never apologize for looking for maximum competence in your new teammates, gifts and talents and

capabilities that will take your ministry to the next level of effectiveness. But before you agree to hire

them, be sure to run them through the chemistry screen.

I used to be a doubter when it came to emphasizing “fit” when hiring a new staff person. If they nailed

the character requirement and had competence to spare, I was quite sure they would do fine. They’d

learn to mesh with the existing team and me once they were on board. Not always so. I learned the

hard way to trust my gut on this: if I get negative vibes on the first two or three times I’m in someone’s

presence, it’s likely I’m not going to enjoy working with that person day in and day out. Sounds crass, I

know, but I have learned this painful lesson too many times.

I presented this framework at the Leadership Summit one year, and in response I got a batch of letters

from pastors and business leaders who totally disagreed with what I’d said. “You shouldn’t decide about

a person based on how well they fit in with the other team members,” one said. Another claimed that

“competence ought to go first, because you can smooth out the character stuff over time.”

Within a few years, however, most of them had written to me again – this time asking for a copy of that

Summit talk. Nearly all of them had charged ahead and hired someone who didn’t fit the three-C grid –

or who didn’t fit the three items in the right order – and had paid dearly for that decision. I smiled when

I got that second batch of letters because I could relate all too well to what these leaders were walking

through. After cleaning up my share of royal messes, I finally reached the point where I decided I would

never knowingly violate the three Cs again.

Zondervan.

Copyright © 2008 by Bill Hybels. Pages 75-77.

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APPENDIX B

NEW HIRE CHECKLISTS

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New Staff Hire Checklist for Staff Supervisor Parkway Fellowship

__ If a Parkway attender, the Supervisor has checked their giving and next steps/prayer requests on Fellowship One and has asked other Staff about the individual prior to beginning interviews. __ For full-time staff, at least 3 face-to-face interviews have taken place involving at least 3 different Parkway Staff (fewer for part-time staff). __ At least 3 references have been personally checked (fewer for part time staff). __ A comprehensive background check has been run. __ A DiSC profile test has been taken and the results returned. __ A Personnel File has been created for them by the Financial Administrator. __ A job description and a task & responsibility document has been presented. __ Tithing, church membership, and faithfully attending a Small Group and Sunday services have been communicated clearly as expectations. __ Parkway Fellowship Personnel Policy Manual has been shared with them, signed by the individual and their direct report, and a signed copy has been filed in their Personnel File. __ A timeline of employment has been communicated (30 days, 90 days, etc) if necessary. __ A copy of their driver’s license or passport has been filed in their Personnel File. __ A W-4, W-9, and I-9 has been completed and has been placed in their Personnel File. __ Insurance forms have been filled out and filed with the insurance company. __ A Parkway e-mail address has been set up and is functional. __ A salary/pay scale spreadsheet has been created for the new hire. __ A computer with server access has been set up with the Media Department and a training if necessary have been scheduled. __ An office has been designated and all office supplies/furniture have been purchased. __ A meeting has been scheduled with the Financial Administrator to learn the payroll process, insurance information and reimbursement/bill process. __ A meeting has been scheduled with the Fellowship One Champion to go over Fellowship One access/procedures. ***As the direct Staff Supervisor for Parkway’s new Employee _______________________, I have to the best of my knowledge completed all of the steps above during the interview/hiring process of this individual. The new Employee has also signed a similar document out-lining the hiring process and it has been filed in their Personnel File.

_________________________________ ___________________________ Signature Date

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Staff Hire Checklist for New Employees Parkway Fellowship

__ A Personnel Policy Manual has been shared with me. I have agreed to it and signed it. __ I understand that tithing, church membership, and attending a Small Group and faithful Sunday attendance are expectations of my employment at The Park. __ I have taken DiSC profile test and have returned the results to my direct report. __ A timeline of employment has been communicated to me (if necessary). __ A copy of my driver’s license or passport has been filed in my Personnel File. __ I have completed a W-4 form. __ I have completed a W-9 form. __ I have completed a I-9 form. __ I have completed all of the necessary insurance forms. __ A Parkway e-mail address has been set up and is functional. __ I have scheduled a meeting with the Financial Administrator to learn the payroll process, insurance information and reimbursement/bill processing. __ I have scheduled a meeting with Fellowship One Champion to go over Fellowship One access/procedures. __ I have received appropriate keys and a building security code. ***As a new Employee at Parkway Fellowship, I have to the best of my knowledge completed all of the steps above during the interview/hiring process. My Supervisor has walked me through this process and has also signed a similar document out-lining the hiring process. ________________________________ ________________________ Signature Date

- 20 -

APPENDIX C

UNWRITTEN RULES

- 21 -

Unwritten Rules at Parkway Fellowship

1. Staff lunch is not optional 2. Don’t work on your days off. Exceptions are allowed, but they are exceptions. 3. Be with your family at least 4 nights a week, 5 is preferable. 4. All Ministry Staff should observe the Thursday by 5:00 PM Rule—everything for Sunday is locked and finished by Thursday at 5:00 PM. 5. Follow-up assignments are not optional. 6. Keep track of your own budget and expenses. 7. Tithing is not optional. Please do it online. Staff are to set the pace for the church as models for generosity. 8. We have 3 budgets: A, B, and C Budget. A Budget is for when things are going better than expected. B Budget is when things are going as expected. C Budget is when things are going worse than expected. Senior Pastor or Campus Pastor will let the staff know which budget we are operating from based on our cash balances. 9. Staff Retreat is not optional for Senior Staff unless you are having a baby or just had a baby. 10. All purchases MUST have a receipt. Where possible, purchases are to be made with a Tax Exempt Form. 11. Emails and Voice Mails should be answered within 24 hours, even if the response is “I’ll get back with you in 2 days” (or whatever time frame you need). 12. Your cell phone is to be on and available at all times, especially when another staff member calls. 13. All Ministry Staff should be at church on Sunday at least an hour and a half before the first service starts. This also applies to church-wide events; please arrive an hour and a half in advance. 14. Attend Staff Prayer at 8:30 AM every day except Monday, where we do that as a part of Staff Meeting. 15. Small Group participation is not optional. 16. Use your cell phone for long distance calls, not the church phone. 17. Salaries are not to be discussed with other staff members 18. Don’t bring your cell phone to staff meeting unless you are expecting an emergency call. 19. With a member of the opposite sex, don’t ride in the car alone, share a meal alone, or counsel alone with the door closed and blinds drawn. 20. When Mike says “we”, he usually means “me”. 21. No Sunday vacation permitted during the Fall Campaign or on Big Days. 22. Don’t show up to staff meeting unprepared. 23. On Sundays, all staff are to park as remotely as possible. 24. Don’t deal with sensitive or emotional subjects over email. Do that on the phone or in person. 25. Senior Staff are to be at Class 101 to introduce themselves. 26. If you use colored paper or labels in the copier, replace it with regular paper as soon as you are finished. 27. Ask before you borrow a room or supplies from a room. Return the room to the setup and condition you found it. 28. If you open a room to a group of people, YOU are responsible for that room and those people. 29. If you are running late, text your Supervisor to let him/her know and what time you will be in that day. 30. If you have conflict with another staff member, always deal directly with that person to resolve the issue before going to your Supervisor.

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APPENDIX D

SCHEDULE OF NEW HIRE OFFICE

SUPPLIES

- 23 -

SCHEDULE OF NEW HIRE OFFICE SUPPLIES

STANDARD SUPPLIES: 1 pack of black pens 1 pack of blue pens 1 pack of red pens 1 pack of pencils 1 variety pack of highlighters 1 pair of scissors 1 pencil holder 1 drawer organizer tray 1 ruler 1 tape dispenser with refills 1 stapler with refills 1 staple remover 1 box of jumbo paper clips 1 block 3x3 post-it note pads 1 box of letter size file folders 1 surge protector 1 trash can ADDITIONAL SUPPLIES REQUESTED AS NEEDED: Mouse pad Wireless mouse (not to exceed $30) Hanging file folders

- 24 -

APPENDIX E

TIMESHEET

- 25 -

Parkway Fellowship Church

Time Sheet for: (Your name here)

Pay period start date:

Pay period end date:

Month Day Reg Hours Holiday Vacation Sick Total Notes:

0.00 0.00 0.00 0.00 0.00

Employee’s signature Date

Pastor's signature

Date

- 26 -

APPENDIX F

CHECK REQUEST/ REIMBURSEMENT

- 27 -

Parkway Fellowship

Check Request/Reimbursement

Make check payable to: Your Name:

Address (If you would like the check mailed to you OR name and address of vendor)

Telephone Number: Date Requested:

Place of Purchase Date Items Purchased

Account to be charged Amount

Amount in line item after expense

Total: $ -

Please attach all receipts and/or invoices *****************************************************************

Approved by:

Date paid:

Check number: NOTES:

- 28 -

APPENDIX G

ANTICIPATED EXPENSE FORM

- 29 -

Parkway Fellowship

Anticipated Expenses Request Form

for anticipated expenses for the week, due in finance office by 8AM Tuesday

Dates Covered (Tue -Mon)

Ministry Making Request

Senior Pastor Campus Pastor Member/Ministry Small Group Youth Kids Worship Media

Place of Purchase Date Items Purchased

Account to be charged

Approval Amount

Amount in line item after expense

Total:

$ -

Senior Pastor Approval:

NOTES:

- 30 -

APPENDIX H

WEEKLY EXPENSE REPORT

- 31 -

Parkway Fellowship

Weekly Expense Report

(to be turned in to the Finance office before 8 am Tuesday morning, AFTER purchases are made)

Dates Covered (Mon-Sun):

Name of Ministry:

Place of Purchase Date

Items Purchased

Account to be charged

Approved Amount

Actual Amount

line item amount after expense

Cardholder Initials

Total: $ - $ -

Please attach all receipts

If ANY purchase amount is more than $500 than previously approved, then reapproval required

Reapproved by:

NOTES:

- 32 -

APPENDIX I

CHECK/CASH DEPOSIT FORM

- 33 -

Parkway Fellowship Check/Cash Deposit Form

Your Name

Date Deposited

Name/Check# Date For What Account to be Credited Amount

Total:

$ -

NOTES:

- 34 -

APPENDIX J

TAX EXEMPT FORM

- 35 -

- 36 -

APPENDIX K

OFFICE SUPPLY INVENTORY

- 37 -

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

2-Hole Punch 0 Office Depot

3-Hole Punch 1 Office Depot

Batteries (9 Volt) Pat /Colt Pat orders

these

Batteries AA Pat /Colt Pat orders

these

Batteries AAA Pat /Colt Pat orders

these

Binder Clips (Large - 2") < 5 Office Depot

Binder Clips (Medium - 5/8") <5 Office Depot

Binder Clips (Mini- .25") Black <10 Office Depot

Binder Clips (Mini- .25") Colored as

requested Office Depot

Binders (White- view) 1" <24 BuyonlineNo

w.com

Binders (White- view) 3" Ring as needed Office Depot Binders (White -view) 5" x 8" (for sermon notes) <24

BuyonlineNow.com

Binding Combs (Plastic) Black 1" as needed by Youth

Binding Combs (Plastic) Black 1/2" as needed by Youth

Binding Combs (Plastic) Black 1/4" as needed by Youth

Binding Combs (Plastic) Black 3/8" as needed by Youth

Binding Combs (Plastic) Black 5/8" as needed by Youth

Binding Combs (Plastic) Blue 5/8" as needed by Youth

Business Card Holders plastic black

- 38 -

Calculator - Ribbon

as requested by Molly Office Depot

Calendar, Desk Pad, 17" X 22", 2014

as requested

by staff Office Depot

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

CD -White Mailer (Bubblewrap) small as needed Uline

CD- Sleeves (paper) Colt/Pat

as requested

by Colt Office Depot

CD - Sleeves (paper) Bruce 1 box Office Depot

CD-R (Blank) 70 mb 80 min

as requested

by Colt Office Depot

Compressed Air Duster (10 oz. Can) as

requested Office Depot

Desk Organizer sm black plastic as

requested Office Depot

Desk Trays (stackable black) as

requested Office Depot

Dry-Erase Cleaner (8 oz. Bottle) 0 Office Depot

Dry-Erase EXPO Eraser 0 Office Depot

Dry-Erase EXPO Markers 2 Office Depot

Envelope Moisteners 2 Office Depot

Document Mailers 1 bx of 24 Office Depot

Envelopes 6 x 9" w/ Redi strip 1 Office Depot Envelopes (Dbl Window) White 4" X 9" 1 bx Office Depot

Envelopes (sngl Window) White <50 Office Depot

Envelopes 9 x 12" manilla as Office Depot

- 39 -

requested

Envelopes Business 10" X 12.5" 10/9/2013 Office Depot Envelopes (Invitation) White 4 5/8" X 5 1/2" <50 Office Depot

Envelopes (White) Business #10 <200 Office Depot Envelopes (bubble Mailer) Manilla 8 x 9 " *Baptism use) 10

Uline# S-13944

File Folders Ltr. Size (Manila) 1 box Office Depot

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

File Folders Ltr. Size (Multi colors) 1 pkg Office Depot Folders (Legal Size) Asst. Colors & Types

as requested Office Depot

Folders (Portfolio) (Orange) Twin-Pocket

as requested

by CM Office Depot

Glue Sticks as

requested Office Depot

Hanging Pendaflex (Green) Ltr < 1 bx Office Depot Hanging Pendaflex (Multi color) Legal Size

as requested Office Depot

Hanging Pendaflex (Multi color) Ltr.

as requested by Mike Office Depot

Highlighters (Yellow - Wide Barrell) 2 Office Depot Highlighters (Multi-Colored - Wide Barrell) 2 Office Depot

Highlighters (Yellow - Pen) 2 Office Depot

Highlighters (Multi-Colored - Pen) 2 Office Depot

Index cards 3 x 5" as

requested Office Depot

Index card dividers A-Z as Office Depot

- 40 -

requested

Key Tags (Assorted colors) as

requested Office Depot Labels-Laser Avery 5164 - Mailing 3.33 X 4"

as requested Office Depot

Labels-Laser Avery 5267 return Address

as requested Office Depot

Labels- Post-it Labels as

requested Office Depot

Labels-Hammermill Transparencies as

requested Office Depot

Labels-Avery 5960 address labels < 3000 Office Depot

Labels-Laser 3M shipping labels as

requested Office Depot

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

Laminating Pouches sm 10 mil as

requested Office Depot Laminating sheets 5mml full sheets 11.5 x 9" 10 sheets Office Depot

Letter size ruled Pads (White) <2 Office Depot Light Bulbs 75 watt (kept in Sm Kitchen) 2 Uline

Mouse Pads as

requested Office Depot

Note Pads, White ruled 3.5 x 5.25 Mini as

requested Office Depot

Note pads Yellow ruled (med) 5" x 7" 4 Office Depot

Note pads White ruled (med) 5" x 7" 4 Office Depot

Notebook (Spiral) 8.5" X 12" pgk (6) multi

colored Office Depot

Paper Clip Holder

Office Depot

Paper Clips (Jumbo Sized - Plain) 3 boxes Office Depot

- 41 -

Paper Clips (Regular Sized - plain) 1 box Office Depot

Paper Clips (Regular Sized - Plain)

Office Depot

Paperclips (Assorted - Sizes - Colored) as

requested Office Depot Pencil Erasers (Arrowhead - Reg. pencils) 5 Office Depot Pencil Holder (Wire Mesh) (Regular Size)

as requested Office Depot

Pencil Leads - .5mm (for Mech. Pencils)

as requested Office Depot

Pencil Leads - .7mm (for Mech. Pencils)

as requested Office Depot

Pencils (Mechanical) Pentel Sharp .5mm

as requested Office Depot

Pencils (Mechanical) as

requested Office Depot

Pens (Papermate - Med. Pt. - Black) 4 Office Depot

Pens (Papermate - Med. Pt. - Blue) 4 Office Depot

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

Pens (Med. Pt. - Black - Click) never Office Depot

Pens (Papermate Pt.08 - Red) 4 Office Depot

Pens (Pilot G2 - Fine Pt.07 - Blue) 4 Office Depot

Pens (Pilot G2 - Bold Pt. 10 - Blue) 4 Office Depot Pens (Pilot G2 - Extra Fine Pt.05 - Black) 4 Office Depot

Pencils #2 4 Office Depot

Post-it Notes - 3 x 3" (Yellow) 4 Office Depot Post-it-Notes - pop ups 3X3 (multi colored) 2 Office Depot

- 42 -

Post-it-Notes - Large Pad Sticky for Easel 1 pad Office Depot

Presentation Clear Covers as

requested Office Depot

Push Pins clear <10 Office Depot

Receipt Books (Misc.) as

requested Office Depot

Rubberbands (Asst. Sizes) as needed Office Depot

Ruler (12 Inch ) Wooden as

requested Office Depot

Scissors (Large) when they disappear Office Depot

Screen Cleaner (Non-Streak) as

requested Office Depot

Sharpie Extra Fine Pt. (Red) as

requested Office Depot

Sharpie Fine Pt. (Black) 5 Office Depot

Sharpie Fine Pt. (Red) 5 Office Depot

Sheet Protectors < 20 Office Depot

Stamp - Small "Date" (No Year) as

requested Office Depot

ITEM

AMOUNT ON

HAND AS OF DATE

REORDER WHEN SUPPLIER

Staple Remover 1 Office Depot

Stapler 1 Office Depot

Staples 1 box Office Depot

Surge Protector (4 Ft. Cord) See Colt Office Depot

Table of Contents (1-31) Index as

requested Office Depot Tab 101 - 501 (3 hole punched 9 x 12") 100 sets

Stat Index.com

Tape Dispenser for new Office Depot

- 43 -

hires

Tape (for Desk Dispensers) 4 rolls Office Depot

Tape (Packing) 2" 1 roll Office Depot

Telephone Message Pads (Spiral) 1 Office Depot

Waste Baskets Black 10 gallon for new

hires Office Depot

White-out Corrector Tape Dispenser 2 Office Depot

- 44 -

APPENDIX L

SCHEDULE OF

KITCHEN SUPPLIES

- 45 -

SCHEDULE OF KITCHEN SUPPLIES

STANDARD APPLIANCES: Refrigerator Microwave Coffee Maker PAPER GOODS: Paper Towels Paper Plates Paper Bowls 16 ounce Styrofoam Cups Plastic forks, knives and spoons Napkins SUPPLIES and CONDIMENTS: Hand Soap Coffee Coffee Creamer Sugar and Sweeteners Stir Sticks Ice Trays Salt and Pepper Mayonnaise Mustard Ketchup

The office manager is responsible for keeping the kitchen stocked with the above items.

The following items are allowed for specific times of use (i.e.- fasting), but are not to be stored in the kitchen on a long term basis: Toaster, Mixer, Blender

- 46 -

APPENDIX M

SCHEDULE OF

BATHROOM SUPPLIES

- 47 -

SCHEDULE OF BATHROOM SUPPLIES

Parkway Fellowship will stock the staff bathrooms with the following supplies: Toilet Paper (at least 3 additional rolls stocked in each bathroom) Hand Soap Paper Towels Scent Spray Plunger Toilet Bowl Brush 10.25-Gallon Trash Can

- 48 -

APPENDIX N

BEFORE YOU LEAVE TOWN

CHECKLIST

- 49 -

Before You Leave Town Checklist

This checklist must be turned in to your direct report before you leave town if for longer than 48 hours. If you will be out for less than 48 hours this sheet is not required but encouraged.

Ministerial Staff

� All weekly expenses must be turned in to Molly before you leave

� Anticipated Financial Request must be turned in before you leave

� Out of office assistant turned on your email (see below for script)

� Follow-up assignments must be taken care and Bruce must be notified

� Direct reports must be briefed on all ongoing matters that need to be discussed

� If you are senior staff and will be missing a Monday staff meeting, your associate must be present in your place and fully up-to-date on all matters necessary including devotional

� Text or email your invites to direct reports before staff meeting

� Double check all deadlines of any projects due while you are out

� Make sure all Sunday responsibilities are covered in the event your vacation carries over a Sunday

� If gone longer than 48 hours change the incoming message on your cell phone to reflect time out of the office

Administrative Staff

� Hourly paid Employees must have time sheets turned in if they will gone over the 11th or the 26th of the month

� Double check all deadlines of any projects due while you are out

� Direct reports must be briefed on all ongoing matters that need to be discussed

� Out of office assistant turned on your email

� Make sure all staff meeting responsibilities are covered including devotional

� All weekly expenses must be turned in to your direct report before you leave

� Anticipated Financial Request must be turned in to your direct report before you leave

� If you have any follow-up assignments must be taken care and Bruce must be notified

Here is what your out-of-office reply needs to say:

I will be out of the office until (Day & Date). I'll check my email at that time. If you need

immediate assistance, please call the church office at 832-222-9282. Thanks!

____________________________ ________________________________ Name Dates you will out of office

- 50 -

APPENDIX O

STAFF EVALUATION FORMS

- 51 -

Ministry Staff Evaluation—Full Year

Name:

Please answer the following with your answers in italics, in blue font, skipping 2 between questions, and

be very specific:

THIS YEAR . . .

1. What goals are you on track to meet this year?

2. What goals are you NOT on track to meet this year? 3. What obstacle(s) prevented you from meeting each of these goals? 4. What did you enjoy most about your job this year? 5. What did you enjoy least about your job this year? 6. Looking back over the last year, what are 3 or 4 things you would have done differently? 7. What specifically, if anything, did I do to help you succeed in the last year? 8. What specifically, if anything did the other staff members do to help you succeed in the last year? 9. How would you rate my performance (1 to 100), be honest? Why? 10. How would you individually rate the performance of your direct reports, why? (give names and position titles please) 11. What specifically would your direct reports say about your leadership of them this past year? 12. Do you keep the Sabbath every week? What helped or hurt you in this area? What do you like to do for fun on your Sabbath? What are some of the favorite restaurants you and your spouse like to go to?

- 52 -

13. Your accountability group: who is in it? When do you meet? What do you do? How is it going? How have you changed because of the group? 14. Evaluate your level of performance with a numeric grade (1-100) and state your rationale. 15. What else would you like for me to know about this last year that I haven’t thought to ask? 16. Please bring with you an UPDATED copy of your Staff Position responsibilities. SWITCHING TO NEXT YEAR . . . 17. What are your goals for next year? At the end, list one of the five purposes that is the objective of that goal. 18. What would you like to do “more of” next year? 19. What would you like to do “less of” next year? 20. What do you need “more of” from me in the next year? From the rest of the staff? 21. What do you need “less of” from me in the next year? From the rest of the staff? 22. Do you need any tools to do your job better? 23. The one thing I would change about The Park or working at The Park is . . . 24. What else would you like to say to me or like for us to discuss?

- 53 -

Non-Ministerial Staff Evaluation—Full Year

Name: Please answer the following with your answers in italics, in blue font, skipping 2 between questions, and be very specific: THIS YEAR . . . 1. What did you enjoy most about your job this year? 2. What did you enjoy least about your job this year? 3. Looking back over the last year, what are 3 or 4 things you would have done differently? 4. What specifically, if anything, did I do to help you succeed in the last year? 5. What specifically, if anything did the other staff members do to help you succeed in the last year? 6. How would you rate my performance as your supervisor (1 to 100), be honest? Why? 7. Do you keep the Sabbath every week? What helped or hurt you in this area? What do you like to do for fun on your Sabbath? What are some of the favorite restaurants you and your spouse like to go to? 8. In what areas have you made improvement since your last evaluation? 9. What have been the major lessons you learned about yourself in the last 6 months? 10. Evaluate your level of performance with a numeric grade (1-100) and state your rationale.

- 54 -

11. What else would you like for me to know about this last year that I haven’t thought to ask? 12. Please bring with you an UPDATED copy of your Tasks & Responsibilities List. SWITCHING TO NEXT YEAR . . . 16. What would you like to do “more of” next year? 17. What would you like to do “less of” next year? 18. What do you need “more of” from me in the next year? From the rest of the staff? 19. What do you need “less of” from me in the next year? From the rest of the staff? 20. Do you need any tools to do your job better? 21. What else would you like to say to me or like for us to discuss?

- 55 -

APPENDIX P

SUPERVISOR EVALUATION FORM

- 56 -

Direct Report about Supervisor Evaluation Form

Your Name & Position: Your Supervisor: In an effort to maintain a healthy work environment and to help your supervisor be a great boss, please answer the following with your answers in italics, in blue font, skipping 2 spaces between questions, and be very specific. 1. Explain how goals and expectations communicated to you? How clear are goals and expectations? 2. How often do you receive feedback on your progress toward your goals and your performance? Is it clear? 3. How often do you meet with your supervisor? When you do, describe what goes on in those meetings. 4. What does your supervisor do to make you feel appreciated? 5. Describe your supervisor’s leadership style. 6. Do you feel “heard” by your supervisor? Do you feel like you can talk openly & honestly to your supervisor and share concerns or suggest changes? 7. Rate the overall performance of your supervisor with a numerical grade (1-100) and state your rationale. 8. Is there anything in this document that you have not already shared with your supervisor?