SUMC Project 2024/2025 Financial Update and Planning for the Future

As we approach the end of summer and the beginning of a new school year is upon us, it seems appropriate to look at SUMC’s finances and preview planned actions.

Over the coming months, you may expect:

  1. Three year-to-date financial progress updates during services

  2. The formation of a short-term Stewardship subcommittee followed by a rollout of a Stewardship-based pledge drive for 2025. The purpose will be to:

    1. Discern ministries we are being called to focus on

    2. Identify short and long-term financial requirements

    3. Identify possible new revenue sources

    Identified ministries will be shared and be an important part of the pledge drive.

  3. In 2025, we are planning a focused, planned giving initiative especially related to including SUMC in wills and trusts.

Year to Date Financial Update

As of the end of July, expenses are slightly lower than budgeted, despite a very significant increase in property and casualty insurance premiums. Unfortunately, Congregational Giving, while about 3% above 2023 YTD levels, is about 15% or $26,000 below our “God Sized” budget, and the church is running a deficit of $29,222, which is approximately $ 20,000 higher than expected.

As many of you know, the last three months of the year are normally our best revenue months because of:

  1. Fundraisers, including Pumpkin Patch, Haunted House, Cookie Walk, and others, which produce significant revenue

  2. Many in our congregation make special offerings or, for various reasons, increase giving in the last quarter

Assuming year-end contributions are in line with recent years, I am very hopeful that we will end the year with some margin to help us expand services while also maintaining our church building and property.

I ask that each of us prayerfully consider the various ministries of SUMC and consider, as able, increasing your contributions to SUMC.

Submitted by Jere Cowden (Leadership Board Member)

The Leadership Board has introduced a form that leadership can use to evaluate staff. This will replace informal procedures which were used in the past. The goal is to:

  • Identify and reinforce performance values in terms that staff can understand in their own positions

  • Describe specific performance expectations and objectives for each employee

  • Support a productive communications relationship between supervisors and staff

  • Assist staff in achieving appropriate performance objectives and developmental goals

  • Support an ongoing developmental process that fosters employee growth and success

We have 5 performance levels: Outstanding, Exceeds Expectations, Meets Expectations, Needs Improvement, and Unsatisfactory.

We evaluate traits such as knowledge, cooperation, church relations, and leadership, to name just a few. Evaluations will be performed by the pastor and the staff liaison (Each staff has their own liaison on the board).

We are looking forward to the more formal and professional approach fostered by the new form.

Submitted by Mark Benjamin (Leadership Board Member)