LCMS Convention Workbook St. Louis, Missouri — 2010, Page 81

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SYNOD REPORTS
structural systems; also security services, business continuity support, maintenance services, floor-plan design, telephone service, data
and telephone infrastructure support, voice mail, and overall building and grounds maintenance. Major projects undertaken by Building
Operations during the past three years include the construction of the
CHI Museum at the IC; the installation of new worship furnishings
in the IC chapel; and the complete inventory and assessment of artwork on display throughout the IC.
Crossroads Café provides cafeteria, vending, and catering services to the IC properties.
Electronic Media provides leadership, coordination, design services, project management, and policy administration of the LCMS
Internet presence and the IC Intranet. The unit works directly with
more than 20 ministry areas who maintain content on the LCMS.
org Web site, enabling them to create and upload content directly to
their section of the site. Electronic Media also manages the LCMS
eNews system, an opt-in e-mail list that allows visitors to subscribe
to e-mail newsletters from a list of more than 35 newsletters covering a variety of topics.
Purchasing Services works with IC organizations in developing
purchasing requirements and bid specifications for the procurement
of goods and services. It also oversees the LCMS Group Purchasing
Agreement, which negotiates volume-based discount pricing with
selected vendors on behalf of the more than 8,000 LCMS churches,
schools, and other organizations.
Travel and Meeting Planning provides event-planning services
that include travel, housing, transportation, and conference arrangements for LCMS organizations. In its negotiations of contracts and
its coordination and execution of events, this department works strategically to combine and partner events wherever possible and to
secure the most cost-effective meetings and events possible with the
highest return on investment. Events across the country and the convention of the Synod are included in its responsibility. Since the 2007
convention, this department planned or assisted with over a thousand
external (off-site) events, accommodating an estimated 200,000 people; during the same time, it coordinated more than 15,000 meetings
and activities in the IC buildings.
David Fiedler, Executive Director
General Services Department
R4-10

The Department of Human Resources
The Department of Human Resources provides leadership to
the human resources function in service to church workers at the
International Center and throughout the Synod. The department is
guided by its mission statement, “To participate in the advancement
of the kingdom of God by serving the LCMS and entities with efficient and competent service in a caring, confident manner, striving
for fairness to all.” The department is keenly focused on creating a
caring and supportive work environment so that employees may give
their most effective service to the Lord and to the Synod. The department has a direct relationship to the LCMS Board of Directors and
endeavors to support the board’s 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 of Human Resources coordinates the development
and administration of personnel policies, procedures, and supporting
systems within and between all boards, commissions, departments,
entities, and agencies of the Synod.    

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On behalf of the Board of Directors, the department administers
compliance with the Synod’s Bylaws as they relate to the human
resources function. Annual goals are established around major personnel categories: human resources administration, employee functions,
staff development, legal, recruitment, compensation and benefits
administration, employee relations, and performance management.
The administrative function of the Department of Human Resources
encompasses the maintenance of records, the preservation of documents, and the development and revision of the employee handbook
and management procedural manuals. Significant progress has been
made within the last year to validate data in the human resources
information system to allow for enhanced reporting capability. The
employee handbook has been revised and complements the new
online management procedural guidelines. An important task of the
Department of Human Resources is to coordinate employee functions.
Organizing forums for employees to fellowship with one another
greatly enhances the work environment. During the past three years,
greater emphasis has been placed on providing educational training
seminars to promote wellness, financial stewardship, and retirement
planning. Ongoing emphasis is placed on staff development via the
tuition reimbursement program and the Matura leadership training.
The department stays apprised of employment-related legal matters
and works with legal counsel to implement required policy and procedural changes.
Recruiting the best talent is an important mission of the department. The recruiting function has made significant progress in recent
years by better utilizing Internet job sites and by promoting the
International Center as an excellent place to work. In an effort to find
the necessary talent, the department has worked toward the enhancement and standardization of recruitment testing through acquisition of
testing software. In order to retain employee talent, it is imperative to
provide fair compensation and benefits. The department has increased
the research into compensation and benefits administration in order
to be attuned to changes and to stay competitive. In execution of our
mission, the department strives to provide exemplary employee relations services to every employee and manager. Increased focus on
service has resulted in more effective relationships with managers,
which in turn has resulted in better and more consistent administration
of policies and procedures. A major initiative in 2010 is the revision
of the performance management appraisal system. A new appraisal
tool will greatly enhance management’s ability to assess and reward
employee performance.
During the last triennium, the department assisted in the calling
or appointing of chief executives, including the Executive Director
of the Board for Pastoral Education, the President/CEO of Concordia
Plan Services, the Executive Director of the CTCR, the Executive
Director of the Commission on Worship, the Executive Director of
Human Resources, and the LCEF President. Other major accomplishments in the last triennium include a voluntary early retirement
offer to employees of the LCMS Foundation and corporate Synod.
Technological advancements included the implementation of an
online system for pay advices and the development of an online New
Hire Orientation Program, which includes harassment and discrimination preventative training.
As the Department of Human Resources endeavors to continue to
refine the day-to-day processes and procedures, its major goals are the
development of a new performance management system, improved
employee communication tools, increased training and development
programs for all employees, and an upgrade in the Human Resource
Information System. Accomplishment of these objectives will lead
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