Keeping Laborers on the Field – Stats on Cru’s Interns and STINTers

June 19, 2015 — 2 Comments

Becoming a sending movementThis is part of a series on Sending

Click to read the Intro and for a list of Cru’s Top Sending Campuses (with links to each post)

For those of you who, like me, like to see data on how we (Cru) are doing at sending (and who’s doing well that we could learn from)…
Here’s some recent stats from Cru’s Headquarters (all of this is from Jim Rhodes – Cru’s National Intern/STINT Coordinator for the U.S. Campus Ministry):

 

As I reported before, 75% of our U.S. Interns and 59% of our STINTers stay with us (they continued in their employment with us as either Staff, a 2nd year Internship, or as PTFS-part time field staff).

 

Here’s a little more insight into who’s doing well:
The Regions reporting the best retention rates among U.S. Interns are …
1) The Great Lakes Region (83%)
2) The Great Plains Region and the Upper Mid-West Region (80%)

 

The Regions reporting the best retention rates among STINTers are …
1) The Great Plains Region (83%)
2) The Great Lakes Region (69%)
3) The Mid-Atlantic Region (67%)

 

“Global Missions has worked very hard in over the past few years to address their retention rate … improving from 53% in 2012 to 59% last year.
STINT retention over the years seems to have much more to do with leadership and magnetic teams than any other factors.”

 

The Regions reporting the best join staff rates are …
1) The Great Plains Region (42%)
2) The Mid-Atlantic Region (26%)
3) The PSW Region (24%)
(for a breakdown of what states are in which Cru Region, I list them at the bottom of this post)

 

75-80% of new staff first served as Interns or STINTers.

“Another interesting stat we have been collecting is that over the past 3 years, when asked at each new Staff Training class … 75%-80% of those present … joining staff … had served as Interns or STINTers.  That tells us how important retention of our interns and STINTers is.”

 

Support Raising Retention Among Interns/STINTers

In Cru, Interns and STINT’ers raise 100% of their funding (to cover salary, ministry expenses, insurance, etc).
A pretty typical timeline is:
  • Apply by March 1
  • Hear re: acceptance by April 1
  • Attend an Intern training weekend in mid-April
  • Start raising support after May graduation.
  • First goal – 15% of support in hand by June 1 (soft deadline)
  • July 1 – 50%
  • Finish support raising by August 1 (which is a pretty hard deadline – if you’re not at 100% by August 1, you typically can’t Intern/STINT)
  • Report to campus early August
Ever wonder how many interns make it through- from acceptance to getting on campus with 100% support?
80% of U.S. Interns & 87% of STINTers reach full support and report to their campuses in the Fall.
I know in our region, 100% of interns/STINTers who work 40 hours a week (over the summer) on support raising make it to campus.

 

There were a total of 2084 Intern/STINT/PTFS applications this year … the second most ever.
“776 total STINTers and Interns are currently out there raising support in order to report to their assignments this Fall.
Additionally, there are 132 new Part-time Field Staff currently out there being coached as they develop ministry partners.
We need to continue to work together with the regions and strategies to look at the follow through of our applicants. We seem to have a pretty large number (53%) of applicants who drop out of the application process, or fail to complete their application and submit it for evaluation.”

 

What are your takeaways from all of this? What questions do you have?

 

timcasteel

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  • Josh Johnston

    I love your stats posts. A few clarifying questions though…

    How are the “join staff rates” calculated? Is it just the total number of interns/STINTers for a region and how many of them went to staff? How do “jumpers” (NST after graduation) and mid-careers fit?

    Also, I would love to see the hard numbers behind these rates or how these rates compare over time. GPI had an exceptionally high join staff rate, is that typical or does small sample size attribute to that?

    Have you ever done a post about jumpers? Why they chose to go straight to NST instead of intern/STINT, their MPD experience, etc.

    • timcasteel

      Glad we share a love for stats! I think they’re very helpful/clarifying.

      Yes – I would guess it does not include “jumpers”. I could ask re: past years’ rates. I’m sure they have previous years. I just have for this year.

      And no, I’ve never done a post on jumpers – it would be really interesting to learn more about them, since they make up 20-25% of our New Staff.