Usually, the people with the most expertise about the topics being covered should handle the different parts. Most importantly, however, at least one person should be identified as responsible for designing the general program and scheduling its delivery whenever one or more employees joins the group. Most modules should be delivered to new employees within 30 days of the start of employment or transfer, and should be completed within 60 days. The actual amount of time required to communicate the material should be sufficient to allow for proper dissemination of topics. Each church should develop its own orientation program in a manner conducive to its unique situation.
Experimentation is encouraged in content, format and methods.
Video presentations and video conferencing may facilitate the orientation process. All organizations should devise a system to obtain feedback from all employees with respect to various parts of the orientation program. This information should be passed on to senior management, the officials ultimately responsible for the program and employees. A well-designed orientation program facilitates communication between all new employees and various key players in the organization, including senior positions. This communication is enhanced when sufficient emphasis is placed on a church's specific mission, the expectations of the board or senior pastoral team, and on how an employee's duties enhance the church's function delivery.