Podcast Episode #536
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The way churches hire staff is changing. Today we begin a three-part series on emerging trends in the church with a discussion on church staffing.
Some highlights from today’s episode include:
- When you have a staff opening in the church, always evaluate the role and the needs of the church before making a hire for that same position. Things may need to change.
- Always give clarity to a role when you create a new position on staff.
- You don’t really know someone until you work with them or marry them.
- One of the primary roles of the church is to call out the called.
The seven points we discuss are:
- An example of the trend
- Most of the the staff come from within the church
- Common commitment is 10 hours a week
- One-year commitments are common
- Able to see giftedness and talent first hand
- Training and education are widely available
- Able to determine the efficacy of a ministry
Resources mentioned in today’s podcast
Rainer on Leadership is a member of the LifeWay Leadership Podcast Network
Episode Sponsors
Vanderbloemen has been serving churches for nine years, but did you know that Vanderbloemen also serves Christian schools, nonprofits, and Christian businesses? So if you’re listening, and you know a Christian school, nonprofit, or values-based business that is hiring, contact our friends at Vanderbloemen for your staffing needs.
For more information, visit Vanderbloemen.com.
Today’s episode is sponsored by Midwestern Baptist Theological Seminary. Be sure to check out Midwestern’s Doctorate of Ministry Degree. The D.Min. is an advanced degree preparing students for leadership in local churches and denominational service. It is also fully attainable in hybrid format which means you don’t have to move to pursue the degree.
Find out more at mbts.edu/dmin.
Feedback
If you have a question you would like answered on the show, fill out the form on the podcast page here at ThomRainer.com. If we use your question, you’ll receive a free copy of Scrappy Church.
Great podcast. As a bivo pastro/planter this is actually a great thought as it could be a good way to bring in someone for children or youth even before we have the budget for full time people in those positions.
There is one caveat I would add. As pastors and leaders we must take care to protect these part time staff. I served “part” time at a church for several years. Sadly, the only thing that was part time was the pay. The very little pay they gave me calendar with an expectation of 10-15 hours per week on top of Sunday mornings, Wednesday night, and any other events or activities that might take place during a week.
Some may go into this as a great way to get more people involved and to build the team, but if we MUST remember that this is not a full time staff person. I think clearly defined and realistic expectations and job descriptions can go along way towards protect these people in this way.