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Salt Director Residency

CORNERSTONE STAFF VALUES & QUALITIES

We want all of our employees at Cornerstone to reflect the cultural values of Holy Ambition, Rooted Conviction and Strategic Generosity and Joy. This is the way we behave and live.

CORNERSTONE CHURCH MEMBERSHIP

By joining the Cornerstone Staff team, you and your spouse (if applicable) are automatically approved as members of Cornerstone Church. As members you are under the leadership of our elders and we will expect and inspect your faithfulness in attending, serving, giving, and living.

JOB DESCRIPTION:

Direct Supervisor: Tony Lee

Job Title: Salt Director Residency

This is a FULL-TIME position.

What is the objective of the Salt Director Residency?

To develop healthy Salt Directors who are prepared to lead from day one of a church plant or established Salt.

What does a Salt Director Residency consist of?

Four elements: Experience, Education, Exposure, and Embodiment - each asking one question:

Experience: "What do they need to do?"

• Experience is provided through the day-to-day job they are being asked to do in their context. Our recommendation is to have a role that helps develop the skills of being a director within their team. Ideally, this looks like ownership of an area of ministry where they have the opportunity for their leadership of self, strategy, and people to be observed. Ideal ministry opportunities might include: Associate Directing, Freshmen Ministry, Leading CGroups, Leader Care, Evangelism Team, Captains, ect.

Education:
"What do they need to learn?"

• Monthly development blocks over two semesters focused on two aspects of directing: The Leadership of a Director and the Responsibility of a Director. The Leadership of a Director focuses primarily on skills, where the Responsibility of a Director focuses primarily on structure. The first semester is dealing with the question "Who am I as a leader?" in these four areas, and the second semester deals with "how will I lead what I'm leading?" as a Director. Ideally, this is helping to form the character and practices of a Director as they lead themselves, the stage, their staff, and The Salt Company. We'll provide access to your candidate and to anyone on your team to a Pathwright Course that will guide them through the eight months of content, along with a monthly cohort call with the Director of Salt Company National.

• Semester 1 - The Leadership of a Director:
  • Month 1 - Leadership of Self
    • How will you cultivate rhythms of health and growth in the things you're to love the Lord with - Your heart, soul, strength, mind, and - if applicable - marriage.
  • Month 2 - Leadership of Stage
    • Preaching, building a preaching calendar, planning services, building a midweek culture, effective announcements/benediction, prayer, and casting vision.
  • Month 3 - Leadership of Staff
    • Leading staff meetings, developing staff members (Caring, Coaching, and Clarifying), delegating responsibilities to staff, and navigating staff conflict.
  • Month 4 - Leadership of Salt
    • How to build and maintain a budget, executing the four areas of support raising (Personal/Staff Team/General/Project-Based), and leading Students and leaders through a ministry calendar.

• Semester 2 - The Responsibility of a Director
  • Month 5 - Pipeline 1: Disconnected to Connected
    • Are you a Student Org yet? What's your plan for Mission Trip to Campus? What do you need to execute a Kickoff? What is the goal of your MidWeek gathering and how will you know if it's happening? How will you oversee CGroups? How will you help students connect to your local church? What do your students need?
  • Month 6 - Pipeline 2: Connected to Leader
    • Where are you meeting in the Fall for MidWeek? What is your plan for Fall Retreat? What do people need to get to Conference from your campus? What is your plan for Gospel 101? Who will do what when and how for Leader Applications and Interviews?
  • Month 7 - Pipeline 3: Leader to Sent
    • How will you oversee and direct DGroups? Leader Meetings? Salt Global Sending? Annual Reviews? What will you do to help retain leaders year over year? How will you help graduating student leaders have a sending vision? Will you do an internship? How will you evaluate staff/potential staff hires?
  • Month 8 - Final Session: Three Questions for Three Years

Exposure: What do they need to see?

• Every context has limitations. We have the opportunity within our Network to be able to help Salt Director Residents see how other Salt Companys are led. Think of this as the ministry equivalent to "staging" at a restaurant. The goal of this is not necessarily for them to copy what they see, but to help Director Residents think about how they want to lead. We recommend a minimum of three experiences over a year:
  • A Meeting Day: Head out to a local context to you on a "Meeting Day" and sit in with a Salt Director on all of their meetings: Staff Meetings, Lead Team, Director Team, Staff Development/Coaching.
  • A Salt Company: Head out to a context that is similar to what you will be doing and shadow the Director on a Midweek night. What does the day look like leading up to Salt Company? What do they do before, during, and after a Salt?
  • A Full Trip: Head out to a Salt Company you want to learn from and stay from a Midweek through a Sunday and Meeting Day. If planting - Ideally, this trip would be made with the person you'll be planting with giving you time to process what you're seeing together.

Embodiment: Who do they need to be?

• This is all about proximity to a local mentor where more will be caught than taught by the person they are being mentored by. Ideally, this fits in a weekly staff development meeting where there is a blend of timely conversations around their character, their day-to-day job, and opportunity for continued conversation and questions around the education topics for the month. This gives opportunity for ongoing mentorship and development of who the Salt Director Resident is becoming, as well as the opportunity for the mentor to observe and evaluate five reccomended categories of the Resident in relation to becoming a Salt Director:

• Trajectory - Does it seem like who this person is becoming is who a Director should be?

• Ability - Does it seem like they're growing in what is required of a Director?
• Desire - Does it seem like they look at being a Director more as a joy or a burden?
• Energy - Does it seem like they understand how to manage the ministry load of a Director?
• Humility - Are they appropriately responding to new leadership and development with humility?

Summary: A Salt Director Resident is someone who has been internally selected by a church to be developed as a Director or has been sent by a church planter to their sending church to be developed as a Director. The desired outcome is to develop Healthy Salt Directors on church plants where they are prepared to lead from their first day in their new context. This development occurs by providing experience through a job that provides observable ministry leadership opportunities, education to prepare them for the leadership and responsibility of a Director, to expose them to different Salt Company contexts and Directors to see and learn from, and for them to embody the character they need to direct through proxemic mentorship and coaching.

JOB EVALUATION

Your Job Description will be the basis of regular evaluation and coaching. Your direct supervisor will inspect what they expect from you as an employee.