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Submitted | User | IP address | Name of Staff Applicant | Name of RD/VP | Region | Department | This staff is at least in his/her 5th year | Budgeted Salary Level | Actual Salary Level | Budgeted Salary in Dollars | Actual Salary in Dollars | Local Funding Sources and amounts (list Area, Division, or Regional seed money, matching grants, Chapter Planting start-up grants, Jumpstart, in kind gifts, etc.) | Ethnic Identity (check all that apply) | Please Describe | Financial Difficulty (check all that apply) | Please describe their situation including their ending deficit or surplus for the last three years and any present escrow in their account | Strategic Role: The Senior Staff worker plays a critical leadership role regionally and/or nationally to help build healthy, ethnically diverse witnessing chapters or staff teams | Please describe as it relates to their present and future involvement | What role (if any) does this staff play in chapter building or chapter planting? | What plan or strategy is being implemented regionally to assist this applicant in addressing their fundraising difficulties? | Additional comments or questions | Electronic Signature of Staff Completing This Application (name and zip code) | Email Address |
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| 27 | 05/12/2017 - 18:00 | kathy.cooper | 72.221.65.31 | Alice Brown-Collins | Kathy Cooper RD; Bobby Gross VP | GFM Northeast | Yes | 10 | 10 | 60,000 | 60,000 |
ME 1% grant for FY 2017-18: $4000 ($3000 grant, $1000 match) Staff to staff grant: $7500 allocation for FY 2017-18 GFM Northeast Regional allocation: $12,000 BSAP Area Director allocation: $2000 Interim Area Director, GFM New England allocation: $2500 |
Black/African American |
Limited networks or average gift < $600 annually Gender issues, e.g. part-time staff due to parenting life stage, woman from a theologically conservative church background, etc. High cost of living Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. Church partnerships have limited capacity (<$3K annually per church) |
Alice has ended each year with a substantial deficit averaging $30,000. In June 2015, her deficit of $30k was sequestered into a separate account, that Alice was released from needing to repay. The GFM NE Region worked to cover this deficit. By June 2016, $22k of the $30k was repaid, leaving $8k remaining in this sequestered deficit account. In May 2016, Alice's new deficit was $38,500. Transfers were made of $36k (1/2 from the GFM NE Region and 1/2 from InterVarsity's staff-to-staff grant), so by June 2016 her deficit was reduced to $7208 (with another $8k in sequestered deficit account). Her current deficit as of April 2017 is $16k, and she may end the year in June about even, but this is largely due to the staff-to-staff grant and also a one-time gift of $11k from a local church. Without all this assistance from other sources--much of which will not be repeated-- Alice's annual deficit seems to hover around $30k. | Yes | As Associate Regional Director for GFM Northeast Region, Alice plays a critical role in helping the Region grow and develop in building healthy ethnically diverse teams. She also has had tremendous influence in GFM nationally in helping us make progress in multiethnic ministry and building healthy ethnically diverse staff teams. She consults and coaches GFM staff directors in their recruitment, hiring and supervision/leadership of staff of color and ethnically diverse teams. She mentors and coaches CSM's of color on these teams. She's helped us develop GFM's New Staff Training and led training that's designed to help GFM staff grow in cultural competency. She has mentored and coached me in my leadership and supervision so that I am better equipped as RD to build healthy, ethnically diverse staff teams in GFM Northeast. | In her leadership of Black Scholars & Professionals, Alice is leading and coaching BSAP staff and volunteers in early stages of planting BSAP chapters, mostly in the Greater Boston area. She is planning for new planting work among faculty at UMass (Amherst) in the coming year, and is gathering partners and prayer support for this new endeavor. | As Alice's supervisor in 2016-17, Bobby Gross has been working with Alice to develop a sustainability plan. This plan includes prayer, planning, a larger time commitment, training, coaching, peer support, and accountability. For next year, this plan also includes Alice and me partnering together to work on MPD for her and the GFM NE Region. Bobby will continue providing oversight, coaching, advocacy, and support for the 2 of us as we invest more time and energy in MPD for Alice, BSAP, and the GFM NE Region. | I can't understate the importance of Alice's ministry and leadership in the GFM Northeast Region. The Region has struggled with many challenges and leadership transition in recent years, and Alice has played a crucial leadership role in keeping the region afloat during these painful challenges. As I am stepping into the RD role (as of 2 weeks ago), I consider Alice to be my strongest partner and leader as we move forward with our mission in GFM Northeast. I'm not sure I would have accepted this new RD leadership role without Alice as ARD and partner in mission. Her success and sustainability is critical to my success as a new RD, and to our success as a Region. | Kathryn A Cooper 02906 | kathy.cooper@intervarsity.org | ||
| 26 | 05/05/2017 - 22:05 | Jason_Gaboury | 142.255.32.163 | Jonathan Walton | Jason Gaboury | NY/NJ | Yes | 9 | 9 | $80,943.36 (level 9 w geographic adjustment) | $80,943.36 (level 9 w geographic adjustment) | Lily Foundation Grant. | Black/African American |
Non-Christian background/college convert High cost of living Church partnerships have limited capacity (<$3K annually per church) |
Jonathan is a rising star leader with influence in multiple lines and communities. He works at least 50% of his time on MPD. This is the only reason he's able to be on staff. | Yes | Joining the Regional Leadership Team in Sept. Jonathan is a rising national leader. | NYCUP is a key student leadership development and staff recruitment tool. Many of our current chapter builders and planters came on staff because of NYCUP. |
50% of his time in MPD Regular Accountability |
Jason Gaboury 10040 | JDgaboury@gmail.com | |||
| 25 | 05/05/2017 - 21:53 | Jason_Gaboury | 142.255.32.163 | Jaime Castañer | Jason Gaboury | NY/NJ | Yes | 9 | 9 | 55,000 | 49,644 |
$10k Regional Grant $5k Sustainability Fund Grant |
Hispanic/Latino |
Limited networks or average gift < $600 annually Non-Christian background/college convert Parental objections High cost of living Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. Church partnerships have limited capacity (<$3K annually per church) |
Jaime is losing $13k in annual support this year. It is because his initial sending church has cut support after concerns created by Urbana 15. The other large supporting church is facing budget restructuring. | Yes | Jaime is directing a highly strategic area that has been under supervised and under developed. His work could bring significant ministry and ultimately financial stability to this part of the region. |
Leading an area with 3 plants. Invested in chapter building strategies. |
Summer of MPD. A regional MPD Initiative. $10k Grant Weekly coaching. |
Jason Gaboury 10040 | JDgaboury@gmail.com | |||
| 24 | 05/05/2017 - 21:51 | Jason_Gaboury | 142.255.32.163 | Joanne Acevedo | Jason Gaboury | NY/NJ | Yes | 9 | 9 | $55,000 | 46,715 | $20k Annual Grant from Region. | Hispanic/Latino |
Parental objections Gender issues, e.g. part-time staff due to parenting life stage, woman from a theologically conservative church background, etc. High cost of living Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. Church partnerships have limited capacity (<$3K annually per church) |
Joanne will end in the black this year, but only because of national and regional grants. She is working diligently on MPD and simply needs time for this work to bear fruit. | Yes | Senior Latina in the region and one of the most senior Latina leaders in the country. Is key leader for the state of NJ. | Supervises our most active planting area. |
Summer of MPD Weekly support Sustainability grant Church partnership |
Jason Gaboury 10040 | JDgaboury@gmail.com | |||
| 23 | 05/05/2017 - 19:32 | Tom_Allen | 99.53.226.99 | Tracey Gee | Tom Allen | Southern California | Yes | Level 10 Quadrant B | Level 10 Quadrant A | 60,696 | 52,020 | Tracey received one time divisional fund transfer this year for interim Divisional Director leadership she performed for Greater Los Angeles. | East Asian |
Limited networks or average gift < $600 annually Non-Christian background/college convert Parental objections High cost of living |
During 2016-2017 Tracey lost $9360 in recurring gifts from four ministry partners. that is 18% of Tracey's FY budget, a significant loss. Tracey 's salary is currently at the entry level floor for her position. This loss of funding is a significant setback to steps Tracey has been taking to raise additional funds for a rightful salary increase. Tracey's ending surplus for the last three years is - 2014- +7200 2015 - + 5148 2016 - + 5748 She has $1818 in Escrow currently. Tracey gives critical leadership in the region to advancing the region's growth goals. She is a "chief learning officer" of sorts identifying growth bright spots, learning about them, translating them for others in the region and assisting others to replicate them throughout the region. During 2016-2017, Tracey took on an interim Divisional Director leadership role in Greater Los Angeles during the fall human sexuality policy crisis. As well, she is leading in a critical national role for chapter growth. |
Yes | Tracey brings thoughtful and insightful leadership to our RLT as it relates to both being a healthy ethnically diverse team and in leading the entire regional staff team to be a healthy ethnically diverse team. in Southern California, 48% of our staff ethnic minorities. Tracey is a voice for developing staff of color and creating growth and training strategies that take ethnicity, gender and age into account. | Tracey gave strategic leadership to the national Chapter Growth Steering Committee. Her Assoc RD role in Southern California is built around identifying campuses with successful evangelistic and small group growth and replicating it in other areas in the region. She is "in the eye of the storm" as it relates to national and regional growth strategy and training. | We will look at providing a coach for Tracey at this stage of her MPD to help her develop her strategy. Tracey's strategy will focus on key UCLA alumni and increasing the number of churches providing financial support. Tracey will implement under her coach's direction targeted MPD "sprints" during the year. | Tracey is a gifted leader in our region and movement. She took a blow this spring with losing nearly $10K annual support from existing ministry partners. We want Tracey to continue to give vital and critical leadership in the region and beyond. She is in a season where she is a veteran woman staff and needs to rebuild her base support. With dedicated time and support from the MESSGRF grant, she will be set on a trajectory to successfully accomplish that goal and thrive in a new season of leadership in InterVarsity. | Tom Allen 92507 | thomasallen1@att.net | ||
| 22 | 05/05/2017 - 19:28 | kim.koi | 97.68.254.58 | Leah Colon | Stacy Gaskins | Florida | Yes | 9 | 5 | $46,500 | $30,268 | $5,000 annually from the Thatcher Foundation; $5,000 from the Staff-to-Staff Grant - this is the last year she will receive this; Leah's area is participating in the Area Planting Accelerator - it is possible she could get $2,000 per year for the next 3 years, but this is not guaranteed |
Hispanic/Latino White/Caucasian |
Limited networks or average gift < $600 annually Gender issues, e.g. part-time staff due to parenting life stage, woman from a theologically conservative church background, etc. High cost of living Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. Chapter Planting or serving at a commuter school with few to no alumni contacts |
Leah relocated from Tampa to Miami five years ago to plant at Miami Dade College, a completely unreached campus and the largest Hispanic Serving Institution in the country. For the past four years, she has worked in a planting situation at a community college campus. This year, she transitioned into the Area Director role and has been working diligently to broaden her networks in Miami, including developing an Advocacy Council. There is strong potential, although it is taking time to develop these partnerships. InterVarsity is not well-known in Miami and the church culture is largely lacking a missional framework so it takes time for her to build understanding in the church about what she is doing. Miami is also a majority Latino culture, which lengthens the time for developing partnerships and those partnerships often begin through non-monetary contributions. The cost of living in Miami is higher than anywhere else in the state. August 2014: +5,059, operating deficit 2981 June 2015: - +5,059, operating escrow +11,356 June 2016: - +6,000, operating escrow +6,966 Current +12,015, operating deficit -40 |
Yes | Leah is the most senior LaFe staff in Florida and contributes significantly in growing our work among students and developing LaFe staff. She leads the LaFe staff in developing regional LaFe student conferences and leads ethnic specific gatherings at regional events to grow Latino students in their ethnic identity. She leads a diverse area team. For the past several years, she has served as a chapter camp track director for Small Group Leaders, which trains all of our future small group leaders in crossing cultures and reaching out to distinct corners of campus. Through her experience in chapter planting among community college students, she is also gathering staff from around the region to create apprenticeship and leadership resources for community colleges, which is where much of our ethnically diverse student population originates. | As an Area Director, Leah still gives a significant amount of her time (15-20 hours per week) to campus work. She has planted on multiple campuses, including 3 MDC campuses. Whenever we offer material for staff or students related to planting, Leah is called upon to offer leadership in that area. For example, during our annual chapter camp, she coaches students to start new communities on their campus through the Coaching Bar. |
Last summer, Leah went through Taking Donors Seriously, which has helped her begin building an Advocacy Council in Miami and began to increase her networks there. Because she received the Staff-to-Staff grant, we have also written a sustainability plan which includes setting 2 target goals of $2500 in new money over the next 2 years, designing a new area case over the summer, working with 2 major advocates to grow networks 2017-2018, and regular coaching from me. We will also explore with LaFe nationally about Leah getting some coaching from a LaFe MPD coach. Regionally, we held a training last Fall to train ADs in mid-level donor work, including developing relationships with and making asks of mid-level donors. |
Leah is often called upon to help lead for national LaFe events, whether that is running the LaFe lounge at Urbana, leading a seminar and helping with the plenary sessions at previous national LaFe Student Conferences. This spring, Leah gave multiple plenary talks for a student conference in Michigan. | Stacy Gaskins 33605 with Kim Koi 32118 | stacygaskins@gmail.com | ||
| 21 | 05/05/2017 - 16:30 | collin.tomikawa | 50.193.35.161 | Christie Heller de Leon | Collin T Tomikawa | Pacific | Yes | 10 | 10 | 56,000 | 48660 |
$20,000 of Regional money has been given over the past two years ($10K/year) |
Southeast Asian |
Gender issues, e.g. part-time staff due to parenting life stage, woman from a theologically conservative church background, etc. High cost of living |
Christie is a key senior leader in the region. She will be taking a Associate Regional Director role this summer. Funding is the key to her staying on staff. We have been making progress in growing her networks over the past two years. In addition to the regional support, Christie is expected to bring in $15K more than where she was at two years ago. 2016 $11,546; 2015 $6,680; 2014 $-7,363. She has also provided key leadership to our Filipino staff across the region and is an ATE (older sister) across the country to all staff. |
Yes | Christie will be one of three supervisors of staff directors. We have a significantly diverse area director team that she will oversee. She is also a key note speaker at our white student identity conference in addition to being our main quarterback on our Asian Pacific American Identity conference. | Christie has lead her area team to spy out the land to all the remaining campuses in her geography this year. These exercises have caused her area team to starting three new campus groups. Christie is also on the region's chapter growth team that has been leading our regional goal of 72 new small groups. | Last year the region sponsored her Energize program that has brought in $10K of new on going money. We have promised a two year grant of $10K/year that ends this year. | As the region is losing a valued Associate Regional Director, Christie's new role has become all the more important to the region as we pursue our growth goals and to rebuild part of the Bay Area in the aftermath of the Human Sexuality challenges of this year. In the Bay Area we began the 2016-2017 fiscal year with 40 staff on Bay Area staff teams. We will finish the year with 20 staff on these very same teams. Having stable senior leadership is a needed component to the rebuilding of the work in the Pacific Region. | Collin Tomikawa 94702 | collin.tomikawa@intervarsity.org | ||
| 20 (draft) | 05/05/2017 - 14:08 | tammy.eckhart | 75.118.160.11 | Tammy Eckhart | Fred Bailey | Great Lakes East | Yes | 9 | 9 | 2850 | 2140 | MEM matching grant $3000 | East Asian |
Non-Christian background/college convert Gender issues, e.g. part-time staff due to parenting life stage, woman from a theologically conservative church background, etc. Church partnerships have limited capacity (<$3K annually per church) |
Over the last 3 years, Tammy has ended in some surplus, but largely due to her either taking a pay-cut (in order to avoid deficit) or reducing her hours. She would like to increase from 10 to 20 hrs/wk in 17-18FY and needs to raise at least $17G in order to be paid her full salary. As a P/T staff from outside the region and attending a small church plant, she has not had the time to build and establish ministry networks. | |||||||||
| 19 | 05/05/2017 - 12:31 | julie.longacre | 24.140.118.62 | Ken Nakajima | Fred Bailey | Great Lakes East | Yes | 6 | 6 | $43,200 | $43,200 | Chapter account - $12,000 | East Asian |
Non-Christian background/college convert Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. |
Ken is a strong staff overseeing a large chapter. He's one of only a few Japanese-American staff in the country and one of only a few Asian American staff in GLE right now. He ended the year with $17,000 in his staff account and $5,000 (that was his) in the chapter account. The year before he ended with $9,000 in his staff account and $4,000 in the chapter account. I don't have budget records before that. | Yes | Ken has served on multiple planning teams for regional conferences, both ethnic-specific and multiethnic. The AFR for his chapter this year ended at 109 making it (I think) the largest chapter in our half of the region that has struggled with growth. He is very committed to caring pastorally and strategically for the students under his care! | Ken was in the regional Chapter Building Cohort this year and was helped by the training. He then joined me in training the new staff in our area this year, using much of what we learned in the cohort. | Ken has a heart to see other ethnic minorities funded. We started an area wide fund this year to be able to raise all on our staff up to 100% and it worked! Ken played a key role in that decision. | Thanks! | Julie M Longacre 44691 | julie.longacre@intervarsity.org | ||
| 18 | 05/05/2017 - 11:15 | bill.depury | 172.1.87.183 | Jason Abrams | John Criswell | Southeast | Yes | Level 8 | Level 4 Quartile B | $3,500 per month gross (at 30 hours) | $2,000 per month gross (at 30 hours) |
ME 1% guaranteed grant $2,500 (17-18) ME 1% matching grant $1,000 (17-18) E-champ grant $5000 (16-17) NOTE: not all going to own budget Southeast matching grant $6000 (until June 30th) |
Black/African American |
Limited networks or average gift < $600 annually Challenging ethnic PR issues, e.g. Black church, Native American community, Latino community, unfamiliar with InterVarsity. Church partnerships have limited capacity (<$3K annually per church) Chapter Planting or serving at a commuter school with few to no alumni contacts |
Fiscal Year 15-16 average annual gift was $1480 (INCLUDES CHURCHES, FOUNDATION AND A CHRISTIAN COLLEGE) Fiscal Year 15-16 average annual gift was $546 (EXCLUDING CHURCHES, FOUNDATION AND A CHRISTIAN COLLEGE) 2014 ending deficit ~$5,300 (May financial statement) 2015 ending deficit ~$3,300 (May financial statement) 2016 ending deficit ~$5,200 (May financial statement) 2017 so far carrying $11,000 deficit |
Yes |
Currently Associate Area Director in the Gulf and River (effective July 1) Potential Area Director in the Gulf and River Current E-champ for BCM |
He has planted all of the BCM work in the Jackson Mississippi Metro area. He continues to do this working with strong student leaders, volunteers and recruiting staff. | As mentioned earlier, the initial plan is a $6,000 southeast region matching grant offer to help him as he steps into the new Associate Area Director position July 1. | William DePury 32514 | bill.depury@intervarsity.org |