This document discusses the coaching and training of corporate chaplains. It provides details on what corporate chaplaincy entails, trends in the field, how corporate chaplain programs differ from employee assistance programs, the process for hiring and training chaplains, methods for training chaplains, providing support to chaplains, reporting requirements for chaplains, themes in reporting, and concludes that the benefits of corporate chaplain programs are difficult to measure financially for clients.

1. The Coaching and Training of Corporate Chaplains The Coaching and Training of Corporate Chaplains Laura O’Connell HRD 830

2. What is Corporate Chaplaincy? A Chaplain Assistance Program (CAP), includes the following elements: Personal, voluntary participation by the employee Benefit provided by the company at no cost to the employee Chaplains who are available twenty-four hours a day, seven days a week, three-hundred sixty-five days per year. Chaplains who are neutral from company operations. An assurance of confidentiality. Personal information will not be revealed to management or any other person, except where dictated by law or professional code of ethics

3. Trending Now There are 3,000-4,000 corporate chaplains working across the country. Trend is growing due to business owners embracing a more open expression of faith. Corporate Chaplains of America continued to add client companies during the economic downturn. More companies are seeking to create environments where employees are comfortable bringing their whole selves to work.

4. EAP and CAP Comparison EAP CAP 800 number, detached from work environment Access to resources driven solely by employee Cost is based on utilization. If 5% of the employee base used the program for an average duration of 7 visits at $120 each, the monthly cost would be $3.50 per employee Confidentiality Personal, hands on relationships built in cube worlds and on shop floors Touch and transition a chaplain can offer is more personal (example: Chaplains driving employee to rehabilitation center) Cost is a flat fee with an average of $10 per employee per month Confidentiality

5. Hiring of Chaplains 3-4 phone screen interviews Face to face meeting with prospective chaplain and spouse Taylor-Johnson Temperament Analysis Spiritual Gifts Inventory DMV, criminal, credit checks Pre-mentoring or shadowing chaplain in a similar environment to where the candidate will be serving Three day classroom/field training exercises

6. Training Methods Most frequent method is peer coaching Case studies Sims Ongoing mentoring relationships Conferences Webinars Regional training meetings Online class delivery and Go To Meeting

7. Chaplains for the Chaplains Continually make chaplains teachable and sharpen their skills. Take chaplains through ongoing process of coach and change. Coach chaplains through the daily stressors they encounter in their work. Assistance with helping chaplains manage the reactive role they are often placed in during a crisis point. Plan all meetings, training content, and format delivery for the chaplain teams. Assist in hiring process with case studies and Sims in evaluation of candidates

8. Reporting for Evaluation Chaplain to Client Monthly Reports detailing: Number of site visits and contacts (no names included) Pages Support for court appearances Hospital, jail, funeral home visits Breakdown of issues addressed and caregiving provided (no names included) Red flag: If there is little or no activity, the relationship is not being established between the chaplain and the employee base.

9. Reporting Themes Corporate Chaplains of America 30 and 90 day initial reviews with client and chaplains, also annually Contracts are signed in 90 day increments to earn the trust and privilege of serving the client Marketplace Chaplains Bi-annual review with clients Organization receives feedback yearly on chaplains Chaplain self-assessment tool completed bi-annually Yearly review of chaplain by area team leader

10. Conclusion Most clients utilizing CAP programs do not measure for financial impact. Soft benefits are difficult to pinpoint with an ROI tool. If considering a CAP, ask open-ended questions defining requirements for success and how this will translate to being measured and sustained for the business leader.