Regional staff workers (RSIs) no written manual of operation (system) for:
Well-represented workers per area - Finance Graduates with high sense of ownership - Campus (chapter discipline SOP) staff team with different talents and skills - IVHome very involved RAC - RAC Pioneering spirit (visionary) to venture on - etc. new things untapped resources (idle assets) 260 annual ministry partners (MPs) financial deficits Pioneering ministry partners overloaded workers development event (eg. MPAL) spiritual disciplines of the workers Ongoing Missions Training activity-centeredness over focus mentoring Well-trained and committed workers and discipleship; imbalance calendar of Trainings activities Clear discipleship process (more people- re-pioneering works to most of the campuses oriented) revision of materials Available curriculum RSI-staff rep (hiring process, sustainability, IV-Home Ministry applicability in the coming years) Regular regional publications No follow ups on pledge for commitments MEP Communication & Transparency among the team Passing the vision Pastoral care Punctuality Plan implementation
OPPORTUNITIES THREATS
New school year, new students Organizational intruders
Potential GT volunteers (new teachers Ministry stressors employed, etc.) Short-term vision/ unpassed vision Staffables Status-quo (vision, finances, campus work) Available resources Students’ very busy schedule enhance and improve regional Attrition rate of student leaders, volunteers, curriculum (*Missions Team, etc.) workers, MPs church partnership inner condition of the workers MEP no RD for 6months Graduates ministry Specialized Ministry implications (pulling of Specialized ministry in partnership with human resources) Kalinaw Mindanao Security of tenure ISM and other ministry expansions