Staff screening, growth, and development are important to your success here. This is the process Nampa First UMC uses to help support your journey...

APPLICATION PHASE...

1. Online application: Fill out the online application here. Be sure you have read the Staff Expectations below first and reviewed the open positions. 

2. Screening Interview: If your application shows you are a good fit, our staff will set up a brief phone interview with your future supervisor.

3. First In-Person Interview: If your screening is a success, you'll be invited to an interviews (or audition depending on position). These may involve your potential supervisor and a small team.

4. Second In-Person Interview: If your first in-person interview is a success, you'll be invited to a final interview (or audition depending on position). This will involve your supervior, pastor, and potentially other team or council members as needed for the role. 

5. Reference check: If your interviews are all a success, we will request references from prior employers . Provide your references by email directly to your potential supervisor. 

CONDITIONAL OFFER PHASE...

6. Conditional offer: If you are selected, you'll be given a conditional offer of employment. That is our intent to have you serve with us! This will be the time we discuss pay and schedule. If you choose to continue, you will complete the remaining steps. 

7. Ministry Safe Certification: This is the denomination's training and background check process for child protection. Regardless of your position, all potential staff must complete this prior to your first day. The background check will cost you approximately $30. 

8. ICCP Background: If you are working during the time the preschool is open, even if not directly working in preschool, you'll complete the state's required checks. You will pay approximately $30 for this step.

9. Food Handling Permit (preschool staff only): If you are working in the preschool, the state will require you to complete this module before handling food. There is no fee for this, but you must pass the test prior to a final employment offer.

EMPLOYMENT START...

10. Final Employment offer and start date: Once those conditions are met, you'll begin working on our team and start on payroll. On your first day, you'll bring documents to show you are eligible to work and also your identify documents. The best options are a passport or a star card driver's license and social security card.

11. Ministry Safe Course Completion: on your first day, you'll complete 3 online classes (or more depending on the position). The church will pay the fee but you will need to pass the exam to remain employed. 

    1. • Sexual Abuse Awareness Training: On your first day, you'll complete this online class that discussess grooming and key indicators of child abuse.

       • Peer-to-Peer Sexual Abuse Training: this online course that discusses warning signs of inappropriate sexual behaviors between children. 

       • Sexual Harassment Training (for supervisor or staff members as appropriate for you): this online course that discusses sexual harassment prevention in the workplace. 

12. Pediatric First Aid/CPR : In your first month, you'll be required to complete a mandatory Pediatric First Aid/CPR class even if you are not working directly in preschool. You'll need to pass the exam and the church pays your fee. 

PROBATIONARY PERIOD AND RE-EVALUATION...

13. One month evaluation : at the end of your first month, you'll sit down with your supervisor and someone from your interview team for an evaluation of your progress. You'll complete a self-evaluation and your supervisor will also provide feedback.

14. Three month evaluation : at the end of your three month, you'll sit down with your supervisor and the pastor for an evaluation of your progress. You'll complete another self-evaluation and your supervisor will also provide feedback. This interview will determine if your probationary period ends or continues. 

15. Six month evaluation : at the end of your six month, you'll sit down with your supervisor for an evaluation of your progress. You'll complete another self-evaluation and your supervisor will also provide feedback.

16. Annual evaluation : about every 12 months, you'll sit down with your supervisor for an evaluation of your progress. You'll complete another self-evaluation and your supervisor will also provide feedback.

As you discern if faith-based employment in a church is a good fit for you, consider these expectations of all staff that may be different from a secular employer.

1. Attendance: be at work on time or communicate with your supervisor by phone in an emergency. We work with a small staff, so being present is important.

2. Substances: United Methodists consume alcohol and it is OK if you do. However, you should be free of substances that are illegal (including Marijuana in Idaho). We commend your work to end addiction, but if you are struggling with that today, employment around children is not an option.

3. Criminal Background: We utilize Ministry Safe and run full background checks on all staff every 2 years. Any conviction of violence, recent substance issues, or any felony is a disqualifer. If this occurs while you are working for us, you are required to report it to your supervisor. 

4. Integrity and Honesty: Our faith is modeled in honest and integrity, even when it is hard. Staff are expected to share openly, especially when issues arise.

5. Life Outside Work: Staff are expected to conduct themselves in their personal life in a way that honors God and honors your role here. Having another job is fine, as long as it does not contradict who we are as people of God.

6. United Methodist Theology: We all come from different faith backgrounds or perhaps no faith background. All staff in any role, but especially those roles that involve teaching or worship leadership, are expected to teach United Methodist theology. It's OK if you do not understand it yet, we can teach you. It is also OK to have different beliefs than this denomination, but when you are at work you are expected to teach United Methodist Theology. If you are not sure, ask your supervisor. 

7. Social Principles: We encourage you to research the church and compare it to your own belief structure. We want you comfortable where you choose to work. We are a church that supports the right of women to choose, supports persons of color, defends the rights of immigrants, affirms the LGBTQIA+ community, and other similar issues where we try to model the love of Jesus. Those are outlined in our denomination's Social Principles. Much like theology, you might have a different idea. But, when you are at work, staff are expected to support this stance in how we engage those we serve.

8. Church Participation: As a church staff member, staff are expected to be growing as an active participant in the life of a church. This includes attending weekly worship, praying, and offering your gifts of time, talent, and treasure. This can include mission projects, community events, or more. While we hope you do this at Nampa First UMC, this requirement can be accomplished in a different church if you have one. Just visit with your supervisor, but all staff are expected to be active in a church. At times, Sunday morning or evening attendance outside your regular work hours at Nampa First UMC may be required for special services or events.