Search Results

Identifies Mayflower's priority ministries in light of mission, vision, and limited capacity. Establishes which ministries receive primary staff, volunteer, and budget attention.

The recurring framework for evaluating ongoing programs — measuring faithfulness to mission, health, and stewardship of resources.

The process and template for evaluating individual events after they occur — wins, improvements, mission alignment, and recommendation to continue, adjust, or retire.

Integration of ministry events, staff rhythms, preaching calendar, and facility use into a single master calendar view. Currently on hold pending scope decisions.

Mayflower's annual generosity plan — biblical language, communication cadence, giving touchpoints, and alignment with the Regulative Principle of Worship.

The Mayflower organizational chart — who serves where, reporting relationships, and how leaders access the chart when making decisions or onboarding.

Standardized role template so every staff and key volunteer position has a consistent description covering purpose, scope, authority, and accountability.

The workflow for hiring non-pastoral staff — theology, character, and competence criteria; decision authority; elder review gates.

Decision thresholds, authority by threshold, escalation exceptions — shared with staff and trustees so routine decisions are made at the right level.

Version one of the Mayflower employee handbook — time and communication expectations, confidentiality, allowances, benefits.

Annual performance evaluation structure and template for staff and key volunteers, aligned with role descriptions.

Short-term pastoral absence plan, emergency leadership coverage, and long-term transition principles. Continuity of leadership documentation.