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 Staff/Volunteer Model |
chestnut ridge |
How much contribution do you expect from your associate minister, youth minister and children's minister
Do you expect them to teach classes Sunday morning/Wed night or to make sure those classes are covered and be more of a CEO type.
How often are those positions reviewed? Do you hold them accountable? |
Acts Enthusiast
Posts: 1722
12/30/16 6:46 pm
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jeremiah2911_4me |
When you find out let me know - I've been trying to get my associate/youth pastor to attend church on sunday nights for almost two years now.....
somehow he only makes it on sunday night when he's preaching......
_________________
Pastor Mike
IPHC Pastor
You ARE a wonderful human being!!! |
Acts-celerater
Posts: 938
12/30/16 10:31 pm
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Clint Wills |
| jeremiah2911_4me wrote: | When you find out let me know - I've been trying to get my associate/youth pastor to attend church on sunday nights for almost two years now.....
somehow he only makes it on sunday night when he's preaching...... |
Is he paid?? One really easy way to make sure your youth pastor is there on Sunday nights is to get a new youth pastor that WILL attend on Sunday nights. If he is paid, then that conversation can go differently - it becomes an employer/employee conversation.
With our staff, I don't want them behaving as operators any longer than necessary - I want them working as directors & pastors. If the staff does all the work, then you're limited to the amount of work that a church staff can do - which is usually one or zero FT employees. One of the biggest mandates of a pastor is to equip the church for the work. If we never hand stuff off, then we're not being successful at equipping people. If we only give tasks and never give authority, then we'll only get tasks in return - not heart or buy-in. Eventually those people you've assigned tasks without authority will get frustrated and quit doing the tasks.
I'd MUCH rather work on people than tasks. One of my favorite values of LPC is that we value excellence slightly less than multiplication. If a volunteer can do a job 80% as well as I can, then I give it to them.
So, with all that said, I guess I expect the staff - or department heads - to work more as managers than operators. |
Hon. Dr. in Acts-celeratology
Posts: 5161
12/31/16 10:24 am
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| Depending on the size of your church... |
seeker930 |
will determine the management model. First I'll say that ministry is not voluntary, it's mandated by Jesus: Matthew 28:18-20. Second, a staff position is based on calling and holds a higher level of accountability and responsibility. It is a privilege to hold a staff position in a church.
| jeremiah2911_4me wrote: | When you find out let me know - I've been trying to get my associate/youth pastor to attend church on sunday nights for almost two years now.....
somehow he only makes it on sunday night when he's preaching...... |
Just based on the information at hand, this person would no longer be in a staff position and certainly wouldn't have the privilege of preaching. If you notice he's not there except when he preaches, so does the rest of your congregation. And by allowing this to continue you are telling them, and more specifically those in his charge, that this behavior is acceptable.
As far as what I expect as contribution will depend on several variables. What is the size of your volunteer base? If you have a large and adequate volunteer base, then you may only need them to manage, but if it is small to medium it maybe they will need to teach or teach and manage. Keep in mind... Quality is far better than quantity. Leaders will reproduce themselves. If you have a leader that is halfhearted, then they will reproduce halfhearted disciples. Many people will put someone into a position just to have the program, but I would rather not have a program than to have a bad leader.
I also suggest that you sit down with your leadership team individually and discuss objectives and goals for the year. Let them set their goal, but you guide them based on the overall mission and vision of the church. Help them formulate a plan to achieve those objectives and goals, and then quarterly, or at least semi-annually sit down and discuss where they are in achieving those goals. |
Acts-celerater
Posts: 700
1/12/17 3:31 pm
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| How to set annual goals with your church staff (L) |
seeker930 |
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