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#28 – Every Family of Parishes must follow relevant civil law and archdiocesan policies for information (record) retention and location.
(Each Family must follow Archdiocese policies for information (record) retention and location.)
ACTION – Assess the current state of Human Resource records at each parish location. Match HR records to the Pastoral Center RRP.
RESOURCES – Internal review by Pastor/Business Manager. Record Retention Policy
OBJECTIVE – Understanding of the current state of Human Resource records at each parish location. Confirm AOC RRP compliance.
#29 – Every Family of Parishes must work with the Pastoral Center Department of Human Resources to review staffing models.
(Each Family must work with the Pastoral Center HR Department on employment needs and to evaluate potential separations of employment situations.)
ACTION – Begin to analyze personnel needs within the parish(es) staff. Look at natural attrition and factor into personnel needs.
RESOURCES – Internal process by Pastor/Business Manager. Contact Archdiocese Human Resources with questions.
OBJECTIVE – Selection and implementation of a staffing model that will address the personnel needs of the family. Begin implementation of plan regarding personnel needs.
#28 – Every Family of Parishes must follow relevant civil law and archdiocesan policies for information (record) retention and location.
(Each Family must follow Archdiocese policies for information (record) retention and location.)
ACTION – Maintain compliance.
RESOURCES – Internal review by Pastor/Business Manager. Record Retention Policy
OBJECTIVE – Continued conformity to AOC RRP compliance requirements.
#29 – Every Family of Parishes must work with the Pastoral Center Department of Human Resources to review staffing models.
(Each Family must work with the Pastoral Center HR Department on employment needs and to evaluate potential separations of employment situations.)
ACTION – Work on implementation of decisions based on Yr1 reviews.
RESOURCES – Internal process by Pastor/Business Manager. Contact Archdiocese Human Resources with questions.
OBJECTIVE – Execution of plan regarding personnel needs.
#28 – Every Family of Parishes must follow relevant civil law and archdiocesan policies for information (record) retention and location.
(Each Family must follow Archdiocese policies for information (record) retention and location.)
ACTION – Maintain compliance going forward.
RESOURCES – Internal review by Pastor/Business Manager. Record Retention Policy
OBJECTIVE – Continued conformity to AOC RRP compliance requirements.
#29 – Every Family of Parishes must work with the Pastoral Center Department of Human Resources to review staffing models.
(Each Family must work with the Pastoral Center HR Department on employment needs and to evaluate potential separations of employment situations.)
ACTION – Revise as needed staffing decisions implemented in years 1 and 2.
RESOURCES – Internal process by Pastor/Business Manager. Contact Archdiocese Human Resources with questions.
OBJECTIVE – Execution of updated plans regarding personnel needs.
It is recommended that each pastor and his business manager participate in HR training provided by the Archdiocese
ACTION – Identify most pressing needs regarding HR training. Start HR training that has been identified as most pressing.
RESOURCES – Pastor/Business Manager, Archdiocese Human Resource Training Calendar (contact information provided on main page)
OBJECTIVE – Complete initial HR training.
It is recommended that each parish/school review their existing HR handbook and policies with an eye toward each Family following the suggested and mandatory handbook and policies outlined by the Pastoral Center HR Department
ACTION – Assess Parish Personnel Guidelines and Pastoral Center policies currently in place. Determine the Parish Personnel Guidelines and Pastoral Center policies for implementation.
RESOURCES – Pastor/Business Manager, Pastoral Center HR handbook (contact information provided on main page)
OBJECTIVE – Review of the parish HR Handbook/policies. Implement Parish Personnel Guidelines and Pastoral Center policies.
It is recommended that each pastor and his business manager participate in HR training provided by the Archdiocese
ACTION – Identify any other HR training areas
RESOURCES – Pastor/Business Manager, Archdiocese Human Resource Training Calendar (contact information provided on main page)
OBJECTIVE – Complete initial HR training.
It is recommended that each parish/school review their existing HR handbook and policies with an eye toward each Family following the suggested and mandatory handbook and policies outlined by the Pastoral Center HR Department
ACTION – Confirm staff acknowledgment of Parish Personnel Guidelines and AOC policies.
RESOURCES – Pastor/Business Manager, Pastoral Center HR handbook
OBJECTIVE – Review documents periodically for updates.
It is recommended that each pastor and his business manager participate in HR training provided by the Archdiocese
ACTION – Identify most pressing needs regarding HR training. Start HR training that has been identified as most
RESOURCES – Pastor/Business Manager, Archdiocese Human Resource Training Calendar (contact information provided on main page)
OBJECTIVE – Complete initial HR training.
It is recommended that each parish/school review their existing HR handbook and policies with an eye toward each Family following the suggested and mandatory handbook and policies outlined by the Pastoral Center HR Department
ACTION – Continue to assess parish staff HR training needs.
RESOURCES – Pastor/Business Manager, Archdiocese Human Resource Training Calendar
OBJECTIVE – Conduct any additional HR training.
I am convinced that Beacons of Light, born of great hope, will enable us to form stronger parishes, centered on the Eucharist, that radiate the love of Christ and joy of the Gospel… God has abundantly blessed our first two centuries and will certainly bless the next.
