accessible<\/strong>\u00a0seemed to really resonate\u00a0with readers, and we look forward to continuing to engage with charities\u00a0about HR related topics that are timely and relevant to them.<\/p>\nCanadian ministry compensation survey<\/h3>\n
CCCC’s\u00a0Canadian Ministry Compensation Survey\u00a0is a national salary survey of over 1,200 churches and Christian agencies that allows\u00a0users to generate compensation reports<\/strong> filtered by ministry type and position. \u00a0The survey only takes about 10-15 minutes to complete, and provides data on ministry positions (e.g. Senior pastor) not typically found in secular offerings. \u00a0The survey is available to CCCC members for free, and non-members can participate for a fee of $200.<\/p>\n\u00a0CCCC Handbook and member support<\/h3>\n
CCCC’s Handbook makes it easier for charities to distinguish between independent contractors<\/strong> and employees<\/strong> before they make the decision to hire, and includes a wealth of information from a payroll<\/strong> perspective. \u00a0Our chapter on the employment relationship also provides relevant information to charities when it comes to volunteers<\/strong> and interns<\/strong>. \u00a0Members can also call or email their questions in confidence, as CCCC provides general education<\/strong> to members in the area of\u00a0HR.<\/p>\nHow can CCCC’s\u00a0HR program provide added value to your charity?<\/h2>\n
Having an HR department often\u00a0isn\u2019t cost effective for small-to-mid-sized Christian ministries, yet their HR needs can be\u00a0pressing. Creating policies, crafting job descriptions, and staying on top of employment legislation are just a few of the everyday challenges. \u00a0And while\u00a0there is great value in the HR related resources described above, it falls to members\u00a0to take that information and apply it in the context of their own charity. \u00a0Put another way, it is up to the charity to actually ‘do’ the work.<\/p>\n
Larger charities, even those with one or more HR professionals on staff, will also benefit from using this service to compliment their in-house HR expertise. \u00a0HR professionals who\u00a0are new to the Christian charitable sector quickly find that they have to adapt their corporate HR experiences for a much different context, and will appreciate the opportunity to utilize\u00a0this service as part of their onboarding experience.<\/p>\n
The value of this service is that it allows your charity to\u00a0hire a Christian HR professional to assist with specific projects that you may not have the time or confidence to tackle on your own. \u00a0Examples of how charities can\u00a0use time purchased in this program are\u00a0described below and can also be found in our program brochure called What’s In Your HR Toolkit?:<\/p>\n
Accessibility Compliance Package \u2013 Is Your Charity Ready for January 1, 2017? (Ontario)<\/h4>\n
Smaller charities with 1-49 employees will be required to meet a number of specific requirements by January 1, 2017 and may find the requirement around making employment practices accessible particularly challenging.<\/p>\n
To successfully meet these requirements, charities are advised to begin the preparation process now.\u00a0 The Accessibility Directorate of Ontario actively conducts audits, and failure to comply with accessibility requirements may result in legal action, including inspections, Director\u2019s orders and financial penalties.<\/p>\n
CCCC will work with you to ensure that the proper training is conducted, records of training are kept and that your charity has the proper accessibility policies and practices in place.<\/p>\n
Baseline HR Review<\/h4>\n
CCCC\u2019s baseline review of your charity\u2019s HR function will provide you with a prioritized listing of recommendations that your leadership team can then use to focus your efforts and plan for next steps.<\/p>\n
The advantage to this approach is that instead of simply putting out fires, your ministry can become more proactive in building its HR capacity and your board will have more confidence about its fiduciary duty to reduce the risk of liability for wrongful dismissal and employment practices.<\/p>\n
HR Consulting Time<\/h4>\n
After having received a Baseline HR Review, or independently identifying their own HR needs, charities may wish to engage a HR professional from CCCC to action plan against some or all of these priorities.<\/p>\n
HR Consulting Time can be spent creating HR policies and procedures, writing job descriptions or whatever HR related activities your charity may need help with, that fall within the scope of these services.<\/p>\n
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