Employing Church Members to be Staff Members
One of the most important decisions the ministry leader can make concerns staff selection and staff development. Hiring someone who owns an excellent Christian personality, has a healthy household life, exhibits the particular core competencies for the position, and understands the culture and mission of the church are essential in the hiring process. In my 28 years of pastoring, I have found great success within hiring staff that will previously served because volunteers within the ministry. Although I from time to time hire outside the cathedral, when I hire from within, I have already observed the person’s core values, work ethic, plus observed strengths and weaknesses that provide me a comfort level in bringing them on the team. Likewise, the congregation knows plus trusts them and therefore are more willing to help them be successful because they build on the established relationship.
While employing staff from within the particular congregation has its positive side, additionally, it has intrinsic dangers that you must be aware of. Very first, the ministry innovator must be careful never to skip or short-circuit a formalized employing process just because the particular candidate is acquainted. This is especially important if there has been a close friendship with the ministry leader or any additional staff member already over the team. Be aware of any blind spots of hiring a friend and allow others to interview all of them outside of your existence. Let their certification be the deciding aspect in the decision to move forwards.
The potential associate turned staff should be made aware the nature of their connection to the ministry chief and the church will alter once they join the business as an employee. Below are a few issues to consider:
- The associate turned employee must understand that there will be a higher level of accountability put on them as a compensated employee. Ministry is work and they will be expected to work at church just as in a secular job. I have experienced a few persons that thought working for the particular church meant they could take advantage of the flexibility ministry offers or were not prepared for the day to day demands of ministry that don’t squeeze into a typical 40-hour function week.
- They must sustain a higher level of privacy due to the nature of their interaction with sensitive data, the personal details of members, or even private staff-level conversations about new church initiatives not prepared to be shared with the entire congregation.
- They need to remember that some in the congregation will view all of them differently once they occur staff and are compensated with church money. While it is true all of the church staff work with and serve the particular congregation, they must end up being clear that their job assignment originates from the direct supervisor and not a demanding congregant who decries, “I pay your salary. ”
- The newest member turned personnel will have to set limitations on their close private relationships with cathedral members who may want to use the staff member to voice personal daily activities to church leadership.
- The new staff member must understand that their employees position will alter the relationship they once had with the pastor. He will at times have to reprimand them when work is not finished and also minister to their personal and household needs. While he is still their pastor, he also serves as supervisor and employer. This dual role of shepherd plus supervisor can be disturbing for some persons when the pastor functions as the manager and not just their own minister.
- They need to be sure to steward well their particular personal devotional lifestyle once on personnel. Working in the ministry day to day can create a strain on one’s daily devotions and weekend worship experience because of the obligations associated with ministry at a staff members level. Finding time to be available to God’s Spirit so He can meet your needs rather than becoming available to the members to meet their needs is essential. A healthy employees will have a healthy rhythm for personal spiritual restoration and vitality.
As pastor, I have sought to supply pastoral care towards the entire staff and be sure that they are healthy spiritually, provided for economically, and work in an environment that is enjoyable plus rewarding. This requires me to be aware of the personal needs of staff and also to navigate between my twofold roles because pastor and employer. While I accept my responsibility, I actually continually remind the particular staff that they had been hired to work “in” the ministry and not “be” the ministry. They each have the responsibility to manage their own religious and personal lives in order to serve our congregation and community to the best of their ability. As pastor, it is my job to make sure they do not allow the ministry about them to destroy the ministry of The almighty within them.
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