Organizing To Grow

By: Tim Massengale

The result of good delegation is the establishment of a good organizational structure. A church is a body and a body has many complex and diverse needs. Many churches stop growing in numbers because their organizational structure is not capable of handling a greater number. A church with a thousand members has an organizational chart that looks unbelievably complex compared to a chart for a church of fifty. For a church of fifty to one day become a thousand, it must be willing to change its structure.

Churches tend to allow their organizational and management structures to become antiquated. As the church grows, new departments must be added, new ministries developed, additional staff placed on payroll, and many other changes as needs dictate. When a church stops growing organizationally, it will also stop growing numerically.

WHAT IS ORGANIZATION?

Organization is not management. These two terms must not be confused. Organization is a thing, a structure, it has substance. It shows responsibilities and positions. Management, on the other hand, is the work performed to make your structure work. Organization is properly defined as “The work performed to identify a job, and relate an individual to that job, in order that the work might be best performed.” In short: when the whole place blows up – people know what to do. And when the dust settles – someone is still in charge. Examples of organization are found throughout the Bible. In Genesis 1:2, the Spirit of God moved upon the face of the deep and brought order from that which was “void and without form.” In an orderly, systemized fashion God created the heavens and the earth and all else upon it (Genesis 1). Jesus organized the multitudes to feed them in Mark 6:39. The early church organized as particular needs arose: first, with the election of an apostle (Acts 1:15), and then with the selection of the seven to assist in waiting on tables (Acts 6:1-7). But perhaps the best example of biblical organization is found in Exodus 18, where we find Moses, God’s great leader, overworked and needing help (sound like you?). He was trying to do everything himself. There were endless lines of people waiting to se him. Moses had to make every decision. If Moses would have continued, he would have soon collapsed.

Finally, his father-in-law, Jethro, suggested that a chain of command be established. This is often called “Jethrogation.” From this account we find the four basic steps of good organization revealed under Moses’s leadership.

1. The work was specialized: keepers of the tabernacle, keepers of flocks, etc.

2. Everyone had their proper place: their position in the camp and proper area of ministry.

3. Leaders were appointed beneath Moses: captains over thousands, hundreds, fifties, etc.

4. A chain of command was established: each captain reported to the next captain up, not all to Moses.

Had Jethro not come along, the Children of Israel may have still been in the wilderness. Many a church is in the same kind of wilderness because they ignore simple biblical principles of organization. It was a special situation requiring a special solution. And just as the nation of Israel was unique among all nations back then, the local church of today is unique also. It is both a “organism” and an “organization.” There are spiritual guidelines that contribute to a healthy church “organism.” And there organizational guidelines that contribute to a healthy church “organization.” Neglecting either area will limit the church from reaching its full potential.

The following guide lines are given to help you set up your own unique organizational structure.

1. Don’t establish too many departments. Some pastors fall into the trap of trying to make every position and responsibility a department. The major problem that arises from this approach is “Span of Control” or how many people you, as a leader and pastor, can manage effectively. Studies have shown that a manager can only maintain good management practices with about twelve people. It is not by accident that long before business discovered this, the Word of God established twelve as the number of government. The maximum allowable departments in a church should be fourteen, although twelve is best. Try to hold it to twelve.

Another reason for not having too many departments is the time factor. When you have too many departments to meet with, you soon meet yourself coming backwards. You spend all you time in administration with no time left to pastor. I met one pastor that had over twenty- five departments. When he met with his directors, it took over three hours just to record all the activity dates on the calendar. No planning was done and little or no discussion – there was no time. Group input and discussion is critical for the effectiveness of the planning process.

2. Every job, position, or responsibility should appear on the organizational chart. This may sound like a contradiction of what was just stated – it’s not. It’s only saying that every position must
appear on the organizational chart as either a department, or as a ministry within a department. There is a difference. A department head has direct access to the pastor, they sit on the department council, they attend the annual planning retreat, and they hand in a monthly report. Within a department may be many ministries. For example, a Music Department might contain the Adult Choir Ministry, Children’s Choir Ministry, Orchestra Ministry, Special Singing Ministry, Sound Ministry, Tape Ministry, and others. It is possible for each ministry to have its own director. These inner-department directors are to report to the Music Director. The Music Director, in turn, reports to the pastor. All positions within the church should be either a department, or a ministry within a department.

Why is this so important? When a pastor meets with his department heads each month, he will be able to solve any problem, question, or situation that might arise. If the pastor, after meeting with the department heads, must still chase someone else down, his time has not been effective.

This is not saying that the department head is necessarily “over” that ministry. It rather means that the department director will relay any information or directives to the ministry director that the pastor might give. What you have is a lean, efficient chain of command.

3. Don’t place too many major responsibilities on one individual. When an individual has two or three major responsibilities that all require considerable time, then it stands to reason that one or more will go lacking. This has often been the case with an “Outreach Director.” Too often one individual is in charge of all Home Bible Studies, all Visitor Follow-Up, all New Convert Care, all Canvassing, and every other outreach that the church might have. Outreach is too critical to allow any of these vital ministries to fumble and fail. By separating Visitor Follow-up, New Convert Care, and Home Bible Study out of the Outreach Department, it allows all four ministries to flourish.

4. Develop your organizational structure to fit your main objectives. The church has two main objectives: to win the lost and to perfect the saints. Anything outside of these two basic objectives is a weight the church shouldn’t carry.

In the sample organizational charts provided at the end of this chapter, you will see these two arms of the church represented. The left side are ministries that are “inward” directed to assist and aid the church in discipleship and strengthening the body. The right side are ministries that are “outward” directed to reach the lost. There should be some balance here. Overbalance in either area can cause problems, like having one leg shorter than the other. Too many churches are overbalanced on one side or another by an extreme. Your structure may not have exactly the same number of departments on both sides, but it shouldn’t be out of balance by three or four departments.

But then again, organizational charts should not be developed to simply look “pretty” or to have perfect balance in appearance. One pastor was determined to invent another department because he had an “empty box” on his page. Never develop departments just for the sake of appearance. Organize only to fill needs. Keep your structure ample, but simple. A long, detailed structure in a small church is cumbersome – it can even become a hindrance to growth.

5. If you want a ministry to operate smoothly and successfully, make it a separate department. Before you place any departments upon your organizational chart, it is needful to ask yourself:

a. Is this ministry of great importance?

b. Is it critical to the growth of the church?

c. Do I want this individual to sit on the monthly department heads council?

d. Is this ministry critical enough to merit time at the annual planning retreat and weekly tag-in?

e. Does this ministry have enough “activities” that need to be coordinated with the other departments and therefore needs my attention?

If you answer “no” to most of these questions, you may not want to make that position a department, but rather a ministry within a department. For example, the ladies that do the monthly flower arrangements for the entry table are important, but not important enough to make them a department. It’s a matter of priorities. Do your best to stay within the twelve department limit.

On the other hand, if you answer “Yes” to most of these questions, then you may want to make that ministry it’s own department. Doing so will put the management power of the “Four Part Planning Process” (explained in detail in another chapter) behind that department and will cause that ministry to grow and expand at a maximum rate.

Of course, in the very small church, you may not have enough faithful individuals to develop all the departments that you would like. That is where priorities must be established.

DEPARTMENTS AND MINISTRIES

A department represents a major area of responsibility that has been delegated to another’s supervision, yet remains in direct management contact with the pastor. On the other hand, a ministry is a particular area of responsibility that lies within a department and is primarily under the supervision of that department leader. As mentioned before, you want as many departments as you have capable leaders to oversee them.

The following is a quick description of where most departments and ministries are found in Apostolic Churches and the type of people that best fit them.

Most Common Departments

Outreach – Always a department. One of the first that should be developed. A vital ministry for growth. Can contain many ministries. The director should be good at keeping records. Motivation and organization skills are also helpful.

Ladies Auxiliary – Almost always a department. One of the first that should be developed. Can contain many ministries. The director should be well respected and a good organizer/motivator.

Sunday School – Almost always a department, except in the smallest of churches. A vital ministry for growth. The director should be a good motivator and leader. Teaching/training skills are needful. Record keeping can be delegated to a departmental secretary if necessary.

New Convert Care – Almost always a separate department, an essential ministry for growth. Sometimes placed within Outreach or Ladies Auxiliary in very small churches – if so, should be separated out as soon as possible. The director should be very dependable and good at keeping records. A woman often works great here.

Home Bible Study – Should be made a department, separate from Outreach, as soon as possible. A time-intensive job and a vital ministry for growth. The director should be a good motivator and promoter. Training skills are helpful, although the pastor can assist if needed.

Visitor Follow-up – Should be made a department, separate from Outreach, as soon as possible. A vital ministry for growth. If possible, Home Bible Study and Visitor Follow-up should never be under the same director. Can be a time-intensive job with much paper work. The director should be good at keeping records.

Men’s Ministries – Should be made a department as soon as possible. A vital ministry for freeing the pastors time. A combination department that often contains three ministries: Men’s Fellowship, Church Maintenance, and Ushers/Hostesses. The director should be a faithful, dependable person that is well respected.

Youth Ministry – Should be made a department as soon as there is enough youth to merit it. Sometimes placed under Men’s Ministries, Sunday School, or Outreach in very small churches. The director should be a motivator and have a good relationship with the youth.

Music – Should be made a department soon as possible. A vital ministry for growth. May not exist in very small churches, although they wish
it could. The director must have musical ability. Motivation skills are helpful and dependability is a must.

Promotions/Advertising – Should be made a department, separate from Outreach, as soon as possible. A vital ministry for growth. Helpful if
the director has some artistic ability, but not a must.

Prayer – Should be made a department soon as possible. A vital ministry for growth. Sometimes placed within another department. The director should be known as a man or woman of prayer. Motivation skills are helpful, but not a must.

Bus Ministry – Often under Sunday School or Outreach, but should be made a department as soon as possible. A time-intensive job (every Saturday and Sunday) and, if using Parentreach, a very effective ministry for growth and reaching new people. The director should be very faithful and dependable. Motivation skills are very helpful.

Less Common Departments

Christian School – Often a department, but occasionally placed with Sunday School and the department is called “Christian Education.” The director must be trained in the Christian School ministry.

Cell Ministry – Often a department, but usually placed within Outreach or similar department. The director should be good with records.

Church Maintenance – Sometimes a department, but usually placed within Men’s Ministries. The director must be very faithful and dependable. Knowledge of repair/construction is helpful.

Public Relations – Often a combination of two ministries: Promotions and Visitor Follow-up. Works well in smaller churches. The director should be good with detail work. Much paper work involved. Artistic skills are helpful.

Communications Ministry – A combination department that groups together several ministries: Tape, Sound, Promotion & Advertising, Book Store, Church Bulletin, Printing, and others. The director must be very adept at supervising the variety of individuals who perform the various duties. Should be good with detail work.

Men’s Fellowship – Sometimes a department, but usually placed within Men’s Ministries. The director should have good social skills.

Spiral Ministry – Sometimes a department, but usually placed under Outreach or other similar department. The director must be good with records.

Common Ministries Within Departments

Constant Contact Consciousness – Almost never a department, usually placed under Outreach or Spiral Ministry.

Prison & Jail – Seldom a department, usually placed under Outreach or other similar department.

Door Knocking – Seldom a department, usually placed under Outreach, Home Bible Study, or Sunday School.

Ushers – An important ministry, but seldom a department. Usually placed within Men’s Ministries or other similar department.

Hostesses or Greeters – Sometimes a department, but usually placed with Ushers, Ladies Auxiliary, or Outreach.

World Missions – Sometimes a separate department, but most often placed within the Prayer (works good here), Sunday School, Outreach, or Ladies Auxiliary.

Children’s Church – Seldom a department, usually placed under Sunday School or Youth.

Church Bulletin – Almost never a separate department. Most often placed under Promotions, Public Relations, or some other department.

Church Library & Book Store – Seldom a separate department. Usually placed under Promotions, Public Relations, or some other department.

Tape & Sound Ministry – Almost never a separate department. Placed in a wide variety of locations, most commonly Music.

Social Ministries – These are ministries such as Singles, Young Marrieds, Prime Timers, Golden Agers, Rest Home, etc. Seldom separate departments. Placed in a wide variety of locations.

Please understand that the above descriptions are nothing more than generalized suggestions. There is no “right” way to set up a department structure. If your Music Director just happens to own a lawn and garden service, then maintenance might be under music. How your structure is designed need only to make sense to you. Your structure must be functional or it becomes useless. Departments and ministries can be grouped in any way according to need. Any of the above ministries can be made a department, however, try to stay within the twelve (maximum fourteen) department limit.

At the end of this chapter, a check-list is provided to assist you in selecting your departments and grouping your ministries. All active or future ministries should be placed within some department or made into a department by themselves.

CHOOSING YOUR DIRECTORS

What departments you end up with will be strongly influenced by the number and quality of individuals you have to staff them. A department without a director is not a department, it’s a pastoral duty – if you don’t do it, it won’t be done! A small church has a limited number of potential leaders simply because there is a limited number of people. You may find the following suggestions helpful in choosing your needed positions:

1. Follow the leading of the Holy Ghost. Ask the Lord to reveal a particular person to you by name. God knows the heart. Like young David, the individual may not appear to be what you would at first choose. But if that position is needed in the church, then someone is there that can fill it. God’s church is not missing an arm or leg; God’s body is complete. The individual may only need to be developed.

2. Don’t be afraid to use women in leadership positions. About the only place we have not seen a good, faithful, Apostolic woman serve is in Men’s Fellowship or Maintenance. Many of the finest Outreach, Home Bible Study, Sunday School, and Youth Directors in Pentecost today are women. A woman almost always serves best in New Convert Care. This is often true of Visitor Follow-up also. If the burden is there, the job will be done.

3. Study the Job Description carefully to determine the type of personality needed to be effective. If the job description calls for intensive record keeping or paper work (like Visitor Follow-up or New Convert Care), then a detail person is needed. If the job requires extensive promotion and charisma (like Home Bible Study or Youth), an outgoing personality is best. There are several personality tests on the market that can help in this (Your Temperament: Discover it’s Potential, by Tim LaHaye, Tyndale House Publishers, is excellent). Matching the right temperaments to the position will keep that individual from constantly being frustrated with his or her duties.

4. Remember that the two prerequisites to any delegated position it “faithfulness” and “desire.” Regardless of how much skill a person has, if they are not faithful in other areas, they will seldom be
faithful to what you have asked them to do. Before giving any person a job, it is important to ask yourself: “Is this person faithful? Are they dependable? Can I trust them?” Faithfulness is worth it’s weight in Bibles. It does little good to have a Music Director who literally drips with talent, yet cannot be counted on to do the job. It would be better to have a faithful individual who is of lesser ability, yet could be trained to an acceptable level of capability. Although faithfulness can be trained into an individual, but it is often a long process.

A second criteria that must be considered is that of desire and commitment. An individual may be extremely faithful, but if they have no interest or desire for that particular job, they will seldom be faithful for long. Pushing the person into the position, when they have made it clear that they have no interest, is asking for problems in the long run.

Be aware, though, that you can place the standard of faithfulness and desire so high that no one can reach it. They might not be as faithful as you, or have as much burden as you, but still would do a great job if given the chance.

How can you tell if someone is faithful and has a desire for a particular ministry? Jesus said, “Because thou has been faithful over a few things, I will make thee ruler over many.” Start your potential leader out slow. Give them minor tasks. If they prove dependable, slowly raise their level of responsibility.

5. Try to keep your leadership selection balanced. By balanced, we mean by age and spiritual maturity (this is especially true for the pastor who has pastored at a church for less than five years). If
possible, approximately half of your department heads should be older than you, and the other half should be about the same age or younger than you (the exception to this would be the pastor that is very young or very old). Also, if possible, half of your directors should have been church members before you came. The other half should have become members after you came.

Why is this? Ask any seasoned pastor. The man that picks all of his leaders only from among the new converts, or only from among the young couples of the church (unless that is all there is to choose from), is asking for problems later on.

However, if you are the founding pastor, or there was almost no one there when you came, or you have been there well over five years, this may not apply to you. But . . . still keep it in mind.

6. Don’t prejudge a person as having no leadership ability. They may only need to be trained or motivated. Everyone is a potential winner. Some people are disguised as losers. Don’t let their appearance fool you. Enough said.

GROUPING YOUR DEPARTMENTS AND MINISTRIES

A church’s departments, and the kind of ministries within those departments, is wide and varied. Much depends upon what a pastor feels is important and where his priorities lay. It is vitally important that a pastor place much prayer and thought into the development of an organizational structure. This is the foundation of everything else. If the foundation is poorly designed, the entire building is in danger.

Again, a pastor should have as many departments as he has faithful directors to oversee them. A church that averages less than fifty may only have three or four departments. But a church that averages over 100 will most likely have at least ten departments – or even twelve. A church of two hundred will most always have twelve or more departments. Yet size does not dictate how many departments you will have, but rather your leadership resources.

A rule of thumb that is given by many church management experts is the “1 to 15 leadership ratio.” This means that a church should try to have at least one leader for every fifteen active adult members. This is an approximate figure only. Your actual ratio must be dependent upon the number of potential leaders that are available.

The following is given only as an example of department groupings and the ministries that might lie within them.

A SAMPLE THREE DEPARTMENT STRUCTURE
Ladies Auxiliary – includes New Converts, Visitor Follow-up Sunday School – includes Van Ministry, Youth, Ushers Outreach – includes Home Bible Study, Spiral, Door Knocking, CCC

A SAMPLE FOUR DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Visitor Follow-up, Music
New Convert Care – includes Prayer
Sunday School – includes Bus Ministry, Youth, Missions, Ushers
Outreach – includes Home Bible Study, Spiral, Door Knocking, CCC

A SAMPLE FIVE DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Hostesses, Music
New Convert Care – includes Prayer
Sunday School – includes Bus Ministry, Missions, Youth
Outreach – includes Visitor Follow-up, Spiral, Promotions, CCC,
Ushers
Home Bible Study – includes Door Knocking

A SAMPLE SIX DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Music
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care – includes Prayer
Sunday School – includes Van Ministry, Missions, Youth
Outreach – includes Visitor Follow-up, Spiral, Promotions, CCC
Home Bible Study – includes Door Knocking

A SAMPLE SEVEN DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Prayer
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care
Music – includes Tape & Sound Ministry
Sunday School – includes Van Ministry, Missions, Youth
Outreach – includes Visitor Follow-up, Spiral, Promotions, CCC
Home Bible Study – includes Door Knocking

A SAMPLE EIGHT DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Prayer
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care
Music – includes Tape & Sound Ministry
Youth – includes Missions
Sunday School – includes Bus Ministry
Outreach – includes Visitor Follow-up, Spiral, Promotions, CCC
Home Bible Study – includes Door Knocking

A SAMPLE NINE DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Prayer
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care
Music – includes Tape & Sound Ministry
Youth – includes Missions
Public Relations – includes Promotions, Visitor Follow-up,
Bulletin
Sunday School – includes Bus Ministry
Outreach – includes Door knocking, CCC, Spiral, Tracts
Home Bible Study

A SAMPLE TEN DEPARTMENT STRUCTURE
Ladies Auxiliary – includes Prayer
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care
Music – includes Tape & Sound Ministry
Youth – includes Missions
Sunday School – includes Bus Ministry
Outreach – includes Door knocking, CCC, Spiral, Tracts
Home Bible Study
Promotions – includes Church Bulletin
Visitor Follow-up

A SAMPLE ELEVEN DEPARTMENT STRUCTURE
Ladies Auxiliary
Men’s Ministry – includes Fellowship, Maintenance, Usher/Hostess
New Convert Care
Music – includes Tape & Sound
Prayer & Missions
Youth
Sunday School – includes Bus Ministry
Outreach – includes Door knocking, CCC, Spiral, Tracts
Home Bible Study
Promotions – includes Church Bulletin
Visitor Follow-up

A SAMPLE TWELVE DEPARTMENT STRUCTURE
Ladies Auxiliary
Men’s Ministries – includes Fellowship, Maintenance,
Usher/Hostess
New Convert Care
Music – includes Tape, Sound
Youth
Prayer & Missions
Sunday School
Outreach – includes Door knocking, Spiral, CCC, Tracts
Home Bible Study
Promotions – includes Church Bulletin
Visitor Follow-up
Bus Ministry

Of course, these are given only as samples. How a pastor might “group” the ministries within a department is often determined by the talents of the director. Again, an organizational chart is to be functional, not to necessarily make sense to the outside observer.

The ministries within a department may or may not have a separate director over each. As a department grows, the staff within the department will grow also. This is why leadership training is so vital for your department leaders. They will need to have the same management skills that you have if their department is to function smoothly.

NOW IT’S YOUR TURN

The simple steps outlined above can save much confusion. Too often times we run around like the proverbial chicken with its head cut off. Important things are not done, responsibilities are neglected. A good organizational system can solve many of these problem situations. When organization is defective people become tense; they get disappointed; they begin to blame one another when things go wrong. This “blame game” of who’s at fault is often the result of poor organization. However, good organization, when coupled with the Holy Ghost, can help a church and pastor tremendously in their quest for growth and revival.

SAMPLE LARGE CHURCH ORGANIZATIONAL CHART

Sample Small Church Organizational Chart

___________________
| Jesus Christ |
| Chief Shepherd |
|___________________|
|
_________|___________
| Pastor |
| |
|_____________________|
___________________ | ___________________
| | | | |
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|
___________________ | ___________________
| | | | |
|___________________| | |___________________|
|
|
|
|

A.C.T.S.

Apostolic Christian Talent Search

“The harvest truly is great, but the labourers are few: pray ye therefore the Lord of the harvest, that he would send forth labourers into his harvest.” Luke 10:2

I am willing to work for the Lord in the following CHURCH ministries this year:

========================================================================

Ladies Auxiliary Music
__Ladies Fund Raising Help __Faithful Choir Member
__Help with Ladies meetings/socials __Children’s Choir Worker
__Visit Sick or Shut-in __Special Singing
__Church Cleaning Worker __Play Instrument
__Wash Baptismal Robes, Towels, etc. (Type_____________)
__Church Nursery Help __Tape Ministry Help
__Decorating for Socials, __Sound Room Help
Showers, Receptions, etc.
__Cooking for Death or Prayer Ministry
Illness in Church Family __Prayer Partner
__Prayer Warrior/Intercessor

Men’s Fellowship
__Help with Men’s Outing Usher/Hostess
__Bar-b-que or Cook __Usher
__Assist in Fund Raising __Doorkeeper
__Hostess
New Converts
__Teach “In My Father’s House” Promotions
__Teach “Search For Truth” __Chruch Bulletin Help
__Have New Convert to my __Writing
home for a meal & fellowship __Church Sign Board
__Posters & Art
Sunday School __Editing/Proofing
__Teacher __Layout/Printing
__Substitute __Bulletin Board Design
__Teacher’s Assistant __Photography
__Class Secretary
__S.S. Supply Center Worker Youth
__Class Musician __Youth Socials Help
__Youth Outreach Help
Office Help __Youth Fund Raising Help
__Typing (Home/Church?) __Youth Spiritual Growth
__Filing __Youth Sports/Games
__Direct Mail Work __Chaperon
__Telephone Work __Sr. Bible Quiz Worker
__Copying/Mimeographing __Jr. Bible Quiz Worker

Maintenance Special Skills
__Lawn & Garden Maintenance __Flower Arranging
__Plumbing __Interior Decorating
__Carpentry/Roofing __Drama/Musical Help
__Key & Lock __Drama Props/Lighting
__Glass/Windows __Provide Transportation
__Interior/Exterior Painting __Drawing/Commercial Art
__Automotive/Bus Repair __Sewing
__Appliance Repair __Cooking
__Electronics/Sound Equipment __Letter Writing
__AC/Heating Maintenance __Baby-sitting for H.B.S. Teacher
__Electrical Wiring __Church Library Help
__Carpet/Carpet Repair __Church Mini-Bookstore Help
__Welding __House Keeping/Cleaning
__Concrete/Brick Work __House Overnight Guests
__Pest Control (How Many?________

What I Would Like To Do Most For God: (In order of preference)

1.__________________________ 3.________________________

2.__________________________ 4.________________________

Name__________________________________
Address_______________________________
Phone_________________Youth___Adult___
Days Available________________________
Time Available___________to___________

(The above material was prepared and published by Tim Massengale from Total Church Growth. You can order the complete 2 volume set from Pentecostal Publishing House.)

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