AYP Survey Insights
Leadership Analysis
This analysis examines the distribution of leadership roles among survey respondents. The data provides insights into how leadership roles correlate with various demographic factors.
Leadership Roles by Age
This chart shows the distribution of leadership roles across different age groups.
How to Interpret the Chart
Each bar represents a specific age and shows the number of respondents with and without leadership roles. The bars are color-coded to distinguish between those with leadership roles (darker shade) and those without (lighter shade). Compare the heights of the bars to understand the age distribution of leadership roles.
Key Insights
Peak Leadership Age Range: The data shows a significant concentration of leadership roles around ages 28-29, with a secondary peak in the 24-27 age range. This indicates that the mid-to-late 20s is a prime period for young professionals taking on church leadership responsibilities.
Leadership Progression: Leadership involvement shows a clear progression, starting from as early as age 14, gradually increasing through the early 20s, peaking in the late 20s, and maintaining a steady presence through the 30s and into the 40s.
Engagement Distribution: The highest point shows approximately 25 individuals with leadership roles at age 28, demonstrating strong engagement from young professionals. The ratio between those with and without leadership roles varies significantly across age groups.
Age-Based Patterns:
- Early 20s (20-23): Growing involvement in leadership
- Mid 20s (24-27): Strong and consistent leadership participation
- Late 20s (28-30): Peak leadership involvement
- Early 30s (31-35): Sustained but gradually decreasing leadership roles
- Late 30s and beyond: Continued but lower levels of participation
Leadership Development Opportunities: The data suggests opportunities for:
- Engaging more young professionals in their early 20s
- Leveraging experienced leaders in their late 20s for mentoring
- Creating strategies to maintain engagement of leaders beyond age 35
- Developing targeted leadership programs for different age groups
Leadership Roles by Marital Status
This chart shows how leadership roles are distributed across different marital statuses.
How to Interpret the Chart
Each bar represents a combination of marital status and leadership role. The height of each bar shows the number of respondents in that category. This helps understand if marital status correlates with leadership roles in the church.
Key Insights
Single Leadership Dominance: The data shows a striking pattern where single individuals hold the highest number of leadership roles (approximately 130 respondents), significantly outnumbering married leaders (about 65 respondents).
Participation Ratios: Both married and single groups show higher numbers of individuals in leadership roles compared to those without roles, suggesting strong leadership engagement across marital statuses.
Single Member Engagement: The large number of single individuals in leadership positions (130 with roles vs. 85 without) indicates strong involvement of single young professionals in church leadership.
Married Member Distribution: Among married respondents, there's a more balanced distribution between those with leadership roles (65) and those without (48), suggesting good leadership participation from married members.
Strategic Implications:
- The high engagement of single leaders suggests effective youth and young adult leadership development
- Balanced participation of married members indicates successful integration of family-oriented leaders
- The data suggests the church effectively engages both married and single young professionals in leadership
- Opportunity exists to understand and potentially replicate the successful engagement of single leaders
Leadership Roles by Membership Years
This chart shows how leadership roles relate to years of church membership.
How to Interpret the Chart
Each bar represents a specific number of membership years. The bars are split to show the proportion of leaders and non-leaders for each membership duration. This helps understand if longer church membership correlates with leadership roles.
Key Insights
Positive Observations:
- Strong early engagement with leadership roles among newer members (0-5 years), showing effective integration of new talent
- Notable peaks at 15 years of membership indicate successful long-term member retention in leadership
- Consistent presence of leaders across different membership durations suggests healthy leadership diversity
Areas of Concern:
- Significant fluctuations in leadership participation across years may indicate inconsistent leadership development
- Some membership duration periods show more non-leaders than leaders, suggesting potential engagement gaps
- Relatively lower leadership participation in the 7-10 year membership range could indicate a critical dropout period
Neutral Patterns:
- Leadership distribution varies considerably across membership years, with no clear correlation between length of membership and leadership likelihood
- Mixed ratios between leaders and non-leaders throughout different membership durations
- Presence of both very new (0-2 years) and very experienced (30+ years) leaders shows diverse leadership paths
Strategic Considerations:
- Need for targeted support during the 7-10 year membership period to prevent leadership dropoff
- Opportunity to understand and replicate successful engagement factors from peak periods
- Potential for structured mentorship programs pairing leaders from different membership durations
- Consider investigating why some membership duration periods show lower leadership engagement
Attendance Frequency vs. Leadership Roles
This chart shows the relationship between church attendance frequency and leadership roles.
How to Interpret the Chart
Each group shows attendance frequency categories. The bars are split between those with and without leadership roles. This helps understand if leadership roles correlate with attendance patterns.
Key Insights
Positive Findings:
- Strong correlation between weekly attendance and leadership roles, with approximately 180 leaders attending weekly
- High ratio of leaders to non-leaders among weekly attendees (180:100) indicates strong leadership engagement
- The data suggests that leadership roles encourage consistent church attendance
- Weekly attendance pattern shows robust church commitment among young professional leaders
Areas of Concern:
- Very low leadership representation among monthly, occasional, and rare attendees
- Significant drop-off in leadership engagement outside of weekly
- Potential barrier to leadership opportunities for those unable to attend weekly
- May indicate inflexibility in leadership role requirements for those with irregular schedules
Neutral Observations:
- Clear distinction between attendance patterns of leaders and non-leaders
- Consistent pattern across all non-weekly attendance categories
- Similar proportions of non-leaders across monthly, occasional, and rare attendance categories
- Data reflects expected correlation between leadership commitment and attendance frequency
Strategic Implications:
- Consider developing flexible leadership roles for those with irregular attendance capabilities
- Investigate barriers to weekly attendance for potential leaders
- Explore hybrid or alternative leadership models to accommodate diverse schedules
- Develop strategies to engage occasional attendees in leadership capacities
- Consider whether strict weekly attendance requirements may exclude valuable leadership talent
Occupation Distribution (Leadership Roles)
This table shows the distribution of occupations among those with leadership roles.
| Occupation | Count | Percentage |
|---|---|---|
| Teacher | 43 | 21.7% |
| Government Employee | 6 | 3.0% |
| Nurse | 6 | 3.0% |
| Unemployed | 3 | 1.5% |
| Pastor | 3 | 1.5% |
| Medtech | 2 | 1.0% |
| Carpenter | 2 | 1.0% |
| N/A | 2 | 1.0% |
| Housewife | 2 | 1.0% |
| None | 2 | 1.0% |
| Doctor | 2 | 1.0% |
| Accountant | 2 | 1.0% |
| Private Employee | 2 | 1.0% |
| Office staff | 2 | 1.0% |
| Student | 2 | 1.0% |
| Administrative Officer | 1 | 0.5% |
| Nurse/Caregiver | 1 | 0.5% |
| Education/Tourism Hospitality | 1 | 0.5% |
| School Head/Teacher | 1 | 0.5% |
| Not yet employed | 1 | 0.5% |
| College Instructor | 1 | 0.5% |
| Civil Engineer | 1 | 0.5% |
| DepEd Teacher | 1 | 0.5% |
| Freelancer | 1 | 0.5% |
| Bookeeper | 1 | 0.5% |
| Factory worker | 1 | 0.5% |
| Teacher/Registrar | 1 | 0.5% |
| Medical Technilogist | 1 | 0.5% |
| Job Order ( LGU) | 1 | 0.5% |
| Lawyer | 1 | 0.5% |
| TEACHER | 1 | 0.5% |
| Business Man | 1 | 0.5% |
| Responder/ Computer (Basic) | 1 | 0.5% |
| Searching | 1 | 0.5% |
| Teaching | 1 | 0.5% |
| Professional Teacher | 1 | 0.5% |
| Stay-at-home mom | 1 | 0.5% |
| Still unemployed but currently taking MA Guidance and Counseling | 1 | 0.5% |
| Virtual Assistant | 1 | 0.5% |
| freelancer | 1 | 0.5% |
| nurse | 1 | 0.5% |
| LGU Job Order | 1 | 0.5% |
| still a student | 1 | 0.5% |
| Mathematics Teacher | 1 | 0.5% |
| I want to work abroad | 1 | 0.5% |
| N/A at the moment | 1 | 0.5% |
| 1000 Missionary | 1 | 0.5% |
| LE | 1 | 0.5% |
| Healthcare Professional | 1 | 0.5% |
| Clerk of Court II | 1 | 0.5% |
| Job order Government Employee | 1 | 0.5% |
| Radiologic Technologist/Certified Professional Medical Coder | 1 | 0.5% |
| Teacher turned Housewife | 1 | 0.5% |
| Court Stenographer | 1 | 0.5% |
| Rad Tech | 1 | 0.5% |
| Just working student | 1 | 0.5% |
| Entrepreneur | 1 | 0.5% |
| Emergency Medical Technician | 1 | 0.5% |
| Etc. 🤣 | 1 | 0.5% |
| Teaching at Learning Center who specializes in Special Children | 1 | 0.5% |
| Geodetic Engineer | 1 | 0.5% |
| Warehouse Checker | 1 | 0.5% |
| Regional Program Manager | 1 | 0.5% |
| Assistant nurse | 1 | 0.5% |
| INSTRUCTOR | 1 | 0.5% |
| Laboratory Assistant | 1 | 0.5% |
| Local Government Unit | 1 | 0.5% |
| Fishermen | 1 | 0.5% |
| Human Resource | 1 | 0.5% |
| Small business | 1 | 0.5% |
| PESO Manager | 1 | 0.5% |
| Clinical Dietitian | 1 | 0.5% |
| Janitor | 1 | 0.5% |
| Nutritionist-Dietitian | 1 | 0.5% |
| Broadcaster/Reporter/Writer | 1 | 0.5% |
| Associate Chaplain Hospital | 1 | 0.5% |
| Public School Teacher | 1 | 0.5% |
| Dietitian | 1 | 0.5% |
| Entreprenuer | 1 | 0.5% |
| teacher | 1 | 0.5% |
| Office Secretary | 1 | 0.5% |
| MENRO staff | 1 | 0.5% |
| Literature Evangelist | 1 | 0.5% |
| Office Staff | 1 | 0.5% |
| Sulads Missionary | 1 | 0.5% |
| Radiologic technologist | 1 | 0.5% |
| Pharmacist | 1 | 0.5% |
| BIBLE TEACHER ASSISTANT | 1 | 0.5% |
| Liaison /encoder | 1 | 0.5% |
| Administrative Officer II | 1 | 0.5% |
| Auditor | 1 | 0.5% |
| Psychologist | 1 | 0.5% |
| Financial analyst | 1 | 0.5% |
| Financial Analyst | 1 | 0.5% |
| Website Dev | 1 | 0.5% |
| Teacher -Private School | 1 | 0.5% |
| Clerk | 1 | 0.5% |
| Saleslady | 1 | 0.5% |
| Disbursing Officer | 1 | 0.5% |
| Purchasing Associates | 1 | 0.5% |
| Laborer | 1 | 0.5% |
| Business | 1 | 0.5% |
| ADMIN. AIDE | 1 | 0.5% |
| College Lecturer, Research Associate | 1 | 0.5% |
| Medical Technologist in Public Health | 1 | 0.5% |
| Housekeeping | 1 | 0.5% |
| Office Clerk | 1 | 0.5% |
| Registration Officer | 1 | 0.5% |
| Self-employed | 1 | 0.5% |
| Teacher and Pastor | 1 | 0.5% |
| Non Teaching | 1 | 0.5% |
| Field Extension Worker | 1 | 0.5% |
| Journalist/anchor/host | 1 | 0.5% |
| Assistant Professor III | 1 | 0.5% |
| Residential Engineer/Site Engineer @DPWH RO XIII | 1 | 0.5% |
| TELLER | 1 | 0.5% |
| Nurse, Teacher | 1 | 0.5% |
| Volunteer | 1 | 0.5% |
| Social Worker | 1 | 0.5% |
| Accounting | 1 | 0.5% |
| Bookkeeping | 1 | 0.5% |
| Engineer | 1 | 0.5% |
| Practicing Accountant. | 1 | 0.5% |
| Barangay Worker | 1 | 0.5% |
| Corporate | 1 | 0.5% |
| HR orhanizational Review | 1 | 0.5% |
| Air Traffic Controller | 1 | 0.5% |
| Housewife/Mom of 2 | 1 | 0.5% |
| Business Owner | 1 | 0.5% |
| Food Industry - Middle Manager | 1 | 0.5% |
| Regulatory Affairs assistant | 1 | 0.5% |
| Environmental related | 1 | 0.5% |
Key Leadership Role Insights
Important findings and patterns observed in the leadership role analysis.
Youth Leadership Roles
A significant number of respondents identified themselves as Youth Leaders, indicating a strong emphasis on youth engagement and leadership within the church community.
Elder Positions
Many responses included the title of Elder, showcasing a robust presence of experienced leaders within the church.
Children's Ministry Leaders
Responses highlighted various roles related to Children's Ministry, indicating a commitment to nurturing the spiritual growth of younger members.
Communication and Media Roles
Several respondents identified roles in communication and media, suggesting an awareness of the importance of effective communication within the church.
Pathfinder and AY Leaders
The presence of Pathfinder and AY leaders reflects a commitment to youth programs that promote spiritual growth and community service.
Worship and Music Ministry
A notable presence of worship and music ministry leaders indicates the church's emphasis on spiritual expression through music.
Sabbath School Leadership
The presence of Sabbath School leaders shows the church's commitment to structured Bible study and spiritual education.
Health and Wellness Ministry
Health and wellness ministry leaders reflect the church's holistic approach to well-being, combining physical and spiritual health.
Community Outreach
Community outreach and evangelism roles demonstrate the church's commitment to spreading its message and serving the broader community.
Administrative and Support Roles
Administrative roles, including church clerks and treasurers, are crucial for the smooth operation of the church.