# LCMS Convention Workbook_St. Louis Missouri_2016_S60
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

60

OFFICER, BOARD, AND COMMISSION REPORTS
our constituents know we are speaking out on social and legal issues in
which the LCMS has a relevant perspective to bring to the conversation.
The officers of the Synod, along with LCMS general counsel, regularly
review requests to participate as an amicus curiae (or friend of the court)
in judicial proceedings in which legal questions are presented involving
issues in which the Synod has an interest. Other situations present the
opportunity for the Synod to become involved through or on behalf of a
member congregation in addressing such issues before the courts.

As legislators and other decision-makers seek out the Missouri
Synod’s viewpoint on matters where increasingly secular social
norms—and legislation mirroring those norms—likely will impact
American Christians, a new Synod webpage offers key information
for those interested. The webpage www.lcms.org/board/amicusbriefs
provides summaries and related information on legal matters that
could have implications for religious organizations, church workers,
and congregation members.
2. Establishment of Foreign Entities. In order to execute our
global mission strategy, it is increasingly necessary to register The
Lutheran Church—Missouri Synod in foreign countries or create separate legal entities in foreign countries to carry out our ministries. This
work is coordinated by the CAO’s office, working with the Office of
International Mission, LCMS general counsel, and local (in-country)
counsel, as necessary. This strategy is focused on supporting the work
of our international missionaries as well as protecting the interests of
The Lutheran Church—Missouri Synod.
3. Operations Team. The 2010 convention established an
Operations Team at the national office. 2013 Bylaw 3.5.2ff states,
“The Operations Team shall assist the President and the Board of
Directors of the Synod in carrying out their respective responsibilities for oversight, supervision, management, and coordination of the
operations of the national office and according to the triennial emphases adopted by conventions of the Synod. The Operations Team shall
consist of the Chief Mission Officer, the Chief Administrative Officer,
and the Chief Financial Officer and shall be convened by the Chief
Administrative Officer.”
Throughout the triennium, this team has met monthly with a standard agenda that brings together the three leaders of the program,
along with the administrative and financial units of the LCMS national
office, to coordinate and support the ministries of the Synod. This has
resulted in better coordination of the ministry initiatives, more efficient processes, and growing cross-unit support within the national
office.
The Chief Administrative Officer is administratively responsible
for several service units operating under the authority of the Board of
Directors. These units are comprised of dedicated individuals whose
service to the Synod is more often measured in decades than in years.
A brief overview of their responsibilities and activities follows.
Ronald P. Schultz, Chief Administrative Officer
The Department of Human Resources
Exemplary service in support of ministry and mission is the goal of
the Department of Human Resources. We are blessed with this amazing challenge as we deliver the core human resource functions to the
Synod and the corporate entities. The department is consummately
focused on maintaining a caring and supportive work environment so
that over 700 employees, both domestic and internationally deployed,
may give their most effective service to the Lord.
The Department of Human Resources coordinates the development and administration of personnel policies, procedures, and
supporting systems within and between boards, commissions, departments, and agencies of the Synod. The last triennium presented
opportunity to concentrate on the developmental needs of employees.
Predicated on feedback from an enterprise-wide survey, a comprehensive talent development model with an expansive curriculum for
2016 Convention Workbook

all position levels was implemented. Classes include communication
skills, compliance, project management, behavioral interviewing,
capacity building, wellness seminars, and coaching performance.
Development tools (e.g., multi-rater evaluations and succession planning) are preparing our corporate entities and all International Center
employees for continued success.
In addition to the successful launch of our organizational development program, the department has continued to refine policies
that address societal advancements and influences while maintaining alignment with what we believe. In compliance with the Synod’s
Board of Directors philosophy to be “good stewards of the dollars
entrusted to us, pay fair salaries, and reward performance in order
to be able to attract, motivate, and retain employees,” the department exercised stewardship by amending paid time-off benefits to
be more aligned with industry standards. The health-care options
with the employer subsidy change have resulted in all coverage levels being cost-effectively subsidized by the employer, which is truly
an awesome benefit to our workers. After a tremendous amount of
analysis, we are making progress on paying industry-appropriate salaries, which along with our consummate benefits, will assist us with
recruiting and retaining the best talent.
The Department of Human Resources is well-positioned to execute on the strategy for the next triennium. Our objectives are to
(1) continue to create a learning culture with the specific goal to
develop leaders; (2) refine the selection process and proactively create a pool of qualified candidates to fill critical positions; (3) create
development, retention, and succession plans; (4) provide support and
education for employees to assist them in all stages of their vocational
life cycle; (5) develop programming for the “Service to Ministry” initiative; and (6) further automate procedures to gain better efficiencies.
Accomplishment of these objectives will lead to enhanced services to
the boards, commissions, agencies, departments, and corporate entities we support so that they can concentrate on their mission.
Val Rhoden-Kimbrough, Executive Director
Information Technology, Facilities, and Building Services
Information Technology. In grateful response to God’s grace
and empowered by the Holy Spirit, the Information Technology (IT)
Department collaboratively and proactively plans, executes, and coordinates corporate Synod’s technological activities in order to aid and
maximize the efficiency and productivity of those charged with executing its mission and ministry.
The strategically aligned services provided by the IT department
and the vendors it manages include network administration, data
management and application hosting, network security management,
software development and maintenance, email, Internet access, web
application hosting, personal productivity and collaboration, IT support desk (help desk and microcomputer support), technical training,
and IT project and policy management. The IT department currently
supports the technology needs of more than 450 Synod users.
Previously known as Concordia Technologies (CT), and prior
to that as the LCMS Office of Information Systems (OIS), this
IT department team once provided services to a broader group of
LCMS organizations, including Concordia Plan Services, Concordia
Publishing House, the Lutheran Church Extension Fund, Lutheran
Hour Ministries, the LCMS Foundation, and a variety of district
offices and other organizations. Over the past 31 years, the IT organization evolved to its current state, in which it now provides services
only to the corporate Synod organization. This evolution was influenced by the increasing diversity of the IT needs and regulatory
requirements of the LCMS organizations, the increased capabilities
of their internal IT staffs, shifts in IT costs, the evolution of the IT
governance model, and an external review.