job descriptions 2007 xp-seminar
TRANSCRIPT
2007
February
Job Descriptions
2007 XP-Seminar
These items are for individual use only Not for sale or distribution
Buck Anderson 2007 XP-Seminar
GRACE BIBLE CHURCH
JOB TITLE: DIRECTOR OF OPERATIONS
REPORTS TO: Senior Pastor
OVERSEES: Business Manager, Communications & Media Director, Facilities
Coordinator, Human Resources and Support Staff
JOB PURPOSE:
To align all resources (human, financial, and physical) with the Mission, Vision and
Values of Grace Bible Church; to foster smooth and continuous operations
throughout GBC by providing well-qualified and oriented new staff, training
resources for staff development, and wise counsel to management and employees on
compensation, personnel policy, and employee performance issues; to provide
administrative direction, project management and leadership in the physical plant and
office in order to make GBC an environment in which employees can serve in
excellence.
DUTIES AND RESPONSIBILITIES (including but not limited to):
• Manages the recruiting process, from assessment of employment needs to
successfully placing people in open positions.
• Advises pastors and directors (i.e. College, Nursery and Children’s Sunday
School, Youth Impact, and Kingdom Kids) in personnel and staffing issues.
• Assists employees, directors, and pastors in resolving performance and
interpersonal problems, facilitates staff development, good working relationships,
spiritual growth and strategic planning.
• Gives clear direction to employees’ responsibilities and authority by providing job
descriptions for all staff positions; creating and updating organizational chart;
performing staff evaluations.
• Develops personnel policies and procedures in keeping with legal requirements
and the guidelines of Grace Bible Church.
• Coordinates pastor and staff scheduling.
• Oversees Business Manager (Facility Coordinator, physical plant, budgeting,
etc.).
• Serves as staff liaison to deacon board.
QUALIFICATIONS:
• Meets Elder character qualifications (1 Tim. 3; Titus 1) including healthy
marriage and family.
• Strong leadership abilities, yet teachable.
• Committed to the Constitution and Doctrinal Statement, Mission, Values, and
Vision of GBC.
• GBC Church member.
• Strong skills in organizational administration.
• College degree in management, human resources, or a related field.
• Five years experience in management and/or human resources.
• Ministry experience helpful but not essential.
JOB STATUS:
• Fulltime
• Benefits
Gregg Bergmann 2007 XP-Seminar
POSITION FOCUS: LEADERSHIP DEVELOPMENT
TITLE: Executive Pastor
REPORTS DIRECTLY TO: Senior Pastor
POSITION OBJECTIVE:
The Executive Pastor is responsible to help develop and implement the strategic
direction of the congregation.
The Executive Pastor is responsible for managing the Staff Team (ST) on a daily
basis as they carry out their various functions. He is a liaison between the Senior
Pastor and the Staff Team on matters relating to ministry.
SHARED RESPONSIBILITIES:
• In partnership with the Senior Pastor, provide leadership to the
congregation
and staff, consistent with the gifts, skills, and ministry experience of each.
• Participate in the life and disciplines of the Staff Team.
• Serve the Staff Team, including staying professionally relevant, resourcing
the ST accordingly in their area of focus.
ONGOING RESPONSIBILITIES: MANAGEMENT / SUPERVISION
• Supervision of the Staff Team: praying/caring, developing,
interacting/advising, assisting/encouraging, evaluating/giving feedback.
• Coordinate the work of the Staff Team as they carry out their individual
responsibilities. Assure that there is appropriate communication between
the Senior Pastor and the ST on all aspects of the church vision.
• Oversee the search/hiring process, and (when necessary) the termination
of existing staff.
PERSONAL QUALIFICATIONS:
• Be a growing disciple of Jesus Christ
• Seek to invest in one’s marriage and family
• Seek to be a good steward of mind, emotions, body, time, and wealth
Eric Bryan 2007 XP-Seminar
Executive Pastor
Position Description
Incumbent Name and Position Title Incumbent Telephone and Email
New Position
Executive Pastor
Position Accountable To:
Sr Pastor
Ministry or Department Summary:
To implement the ministry vision of the Senior Pastor and Board of Elders through the management of
operations and ministries as well as the supervision of staff.
Position Summary:
Oversees day-to-day operations of Fellowship Bible Church, providing overall coordination, resource
allocation, communication and supervision of ministry activities, as well as support resources.
Essential Functions:
# Duty, Function, or Responsibility %Time
1. Church Leadership, including but not limited to:
• Lead the Ministry Leadership Team in developing a strategic plan for
implementing the vision of the Senior Pastor and Board of Elders.
• Maintain systems and structures that nurture, supervise and develop all ministries
and support staff.
• Coordinate and administer Mini-Church operations.
• Foster clear communication of the vision and strategic plan of Fellowship Bible
Church to staff and lay ministry leadership.
• Supervise the pastoral staff.
• Oversee daily operations of all ministries in the church.
• Ensure that all ministries are coordinated and integrated into the overall ministry
vision and goals.
• Manage and supervise the administrative and operations functions, including
facilities, financial reporting, planning, capital expenditures, budget preparation,
funds, foundations, office support and general management.
• Participate in the regular Elder Board meetings
• Participate as needed with the Director of HR, Education, and Leader
Development in the hiring of new ministers and conducting annual staff reviews
90%
2. Minister
• Be consistent in prayer for the church, i
ial Duties, including but not limited to:
ts leaders and congregation, and its
ministries
Be availabl• e to the congregation for counseling, weddings, funerals, and baptisms
as able and needed
Minister in person, or• by phone, email, and letters to the body and the community
10%
Other Functions:
# Duty, Function, or Responsibility Frequency
1. Team Member Contribution
• Actively contribute to the improvement of the ministry of Fellowship Bible
• teers, treating them with honor and
Church and provide prayerful support
Function well with co-workers and volun
grace
Regularly
• rage spiritual focus and commitment of co-workers, lay leaders, and Encou
volunteers
Supervision Required:
How often is the person in this position given… Constantly Frequently Infrequently Seldom
Supervision X
Instructions X
Discretionary Authority X
Authority over others X
Subordinate Positions Supervised:
Position Supervised Direct Report Indirect Report
Associate Pastor X
Worship Pastor X
Youth Pastor X
Director of Women’s Ministry X
Executive Administrator X
Director – Human Resources, Education, & Leader Develop. X
Middle School Pastor X
Director of Children’s Ministry X
Executive Secretary to Senior Pastor X
Qualifications:
Qualification, Knowledge, Skill, or Ability
Be a man of true Christian experience and character
Qualify for his office according to the standards of I Timothy 3:2-7 and Titus 1
Ordained as a minister of the Gospel
Experience in, and zeal for, implementation of mission, staff leadership and development and budgetary and
financial management.
Previous participation as a leader and contributor for a large, growing, multi-faceted staff.
Demonstrated commitment to a local body of believers.
A commitment to the Doctrinal and Purpose Statements of Fellowship Bible Church
A teachable and open attitude
Ability to work on a team towards specific goals in a mutually edifying and supportive manner
Membership in a Mini-Church at Fellowship Bible Church as soon as practical after joining the staff
Educational and Other Requirements:
Education Required Preferred Area of Study High school X
Undergraduate X
Graduate X Masters of Theology
or MBA
Post Graduate X
License or Certificate
Nathan Burns 2007 XP-Seminar
Ridgecrest Baptist Church
2210 W Republic Rd
Springfield MO 65807 (417) 887-2317
www.ridgecrestbaptist.org
Mission Statement: We WORSHIP God ● We GROW Together ● We SERVE Others
Position: Executive Pastor Staff Level: Ministerial
Accountable to: Senior Pastor
Responsible for: Personnel areas:
*Oversees the hiring of all full-time employees* (except
senior pastor) (*in conjunction with senior pastor, elders,
and appropriate leader-level supervisor)
*Develops and administers year-round program of evaluation,
growth, and personal enrichment for all full-time employees
*Develops and leads regular leadership staff meetings
*Recommends salary adjustments, terminations, and the creation
of new positions (in counsel with the senior pastor and elders)
*Serves as coach and encourager to the paid staff
Financial areas:
*Produces the annual ministry budget (in concert with all
appropriate leadership and laity)
*Oversees the approved annual spending plan
Facilities:
*Oversee the maintenance, upkeep, and efficient operations of
all buildings and grounds for the main campus and auxiliary
campus
Daily Operations:
*Seeks to create a positive, productive work environment
*Responsible for the efficient operation and presentation of
Ridgecrest Baptist church to the membership and to the
Community
Spiritual: *Professes Jesus Christ as Savior and Lord
*Passion and joy in serving Jesus
*Commitment to personal spiritual growth and a healthy lifestyle
*A strong, growing relationship with spouse and children (if married)
*A sense of call to this position
*An example to believers in faith and conduct
*A person under authority
Skills: *Team-based leadership abilities
*Relational strengths/abilities
*Communication skills
*Multi task oriented/organizational skills
Education: *College and/or seminary degree in area of interest
*Minimum 5 years experience in local church, multi-staff Adult
Education Ministry
*Commitment to life-long learning
Mark Carey (Senior Pastor) 2007 XP-Seminar
Fellowship Bible Church Winchester, Virginia
EXECUTIVE PASTOR
Position Description: The role of the FBC Executive Pastor is to assist the Elders and Senior Pastor in ensuring that the strategic ministry objectives of the church are effectively and efficiently attained. As Chief of Staff, the FBC Executive Pastor supports, shepherds and supervises the full time pastoral staff and ministry directors, assisting them and being a resource to them in order that the ministry objectives informed upon them by the Holy Spirit may be accomplished in the most God-honoring way for the betterment of the local church body. The Executive Pastor reports to the Senior Pastor working closely with him and with the Elder Board. The Executive Pastor will lead in aligning staff and leadership teams with the FBC mission objectives established by the Elder Board. The Executive Pastor will ensure that the systems, practices, activities and policies of the church responsibly and effectively carry out those objectives and other principles established by the Elder Board. This requires a firm understanding of, and agreement with, the FBC mission statement, core values and strategic objectives. The Executive Pastor will operate in five key areas: [estimated percentage of effort in brackets] 1. STRATEGIC PLANNING AND LEADERSHIP: [25%] IN CONJUNCTION WITH THE
SENIOR PASTOR AND ELDER BOARD, SUPPORT FBC STRATEGIC PLANNING AND
STAFF COORDINATION IN EXECUTION OF THAT PLAN. HELP DEFINE STRATEGIC GOALS
AND VISION AS A KEY LEADER AMONG STAFF AND ELDERS. ASSIST THE STAFF IN
DEVELOPING NEW MINISTRY PROGRAMS, AS DIRECTED BY THE HOLY SPIRIT, SO THAT
WE ARE APPROPRIATELY RESPONSIVE TO IDENTIFIED NEEDS AND CHURCH GROWTH. a. Provide significant input in vision casting and goal setting. b. Monitor the pulse of the congregation through research and evaluation. c. Ensure staffing, facilities and programs are appropriately and effectively
aligned to best meet our strategic goals. d. Oversee and cross level the preparation of annual ministry plans by the
functional pastors and ministry heads. Avoid duplicated efforts. Champion appropriate resourcing of initiatives.
2. Chief of Staff: [50%] Serve as Chief of Staff for pastors, paid staff, and lay volunteers. The EP will supervise and oversee staff in their respective areas of ministry. Includes the following responsibilities: a. Mentor, encourage, and shepherd functional pastors and ministry heads. b. Oversee training and development for the pastoral staff. c. Coordinate and lead weekly staff meetings and other activities designed to
clarify, execute and cross level FBC goals, objectives, and programs. d. Oversee the hiring and evaluation of senior staff. e. Provide leadership to the pastoral staff in the design and implementation
of their annual ministry plans. f. Conduct direct face to face status updates with each senior staff member
bi-weekly. g. Serve as FBC’s intentional agent of unity across all staff, ministries, and
functions to best complete FBC’s mission statement. 3. Elder Board Liaison: [15%]
a. Serve as primary liaison/conduit between staff and various ministries to FBC Elders.
b. Attend weekly Elder Board meetings to maintain contact with them and communicate the Elders’ vision to the staff
c. Key leader in organizing, facilitating and follow up to the annual Elder/Staff retreat.
d. Maintains confidential record of Elder decisions and proceedings (i.e. Minutes).
e. Assists in the preparation of a draft agenda for all Elder Meetings, to be approved prior to meetings by Elder Chairman.
4. Administration Oversight: [10%] Supervise the Director of Administration
in the following: a. Administration of the financial functions of the church, including: cash
flow, annual budget preparation, contributions, insurance, banking and financing, payroll, leases, budget planning and oversight.
b. Human Resource Management issues – conduct and document performance evaluations, and on-going informal performance feedback. Oversee the negotiation of insurance and other benefits, etc.
c. Maintenance and operation of computer, information and communication systems.
d. The effective staffing and functioning of all other administrative and building support functions.
e. Development of, documentation of, and adherence to church policies and procedures.
5. Miscellaneous: [Neg.] Other pastoral or administrative duties as assigned
by the Senior Pastor or Elder Board. Qualifications Required:
a. A heart for God that is evidenced by proven character and a spiritual-mindedness that
understands that “apart from Christ we can do nothing”. b. A strong marriage and family life visible to others. c. A shepherd’s temperament; servant-leader/mentor attitude and inclination. d. Strong interpersonal skills – ability to communicate persuasively and
compassionately both orally and in writing. e. Strong biblical foundation for wise management in a church setting. f. Able to establish and maintain appropriate standards for the
accomplishment of ministry in a way that honors both God and people. g. Since we work primarily in teams at FBC, the EP must understand group
dynamics and ensure effective consensus building and decision-making. h. Personal initiative and diligence which produce follow-through in tasks. i. Solid biblical/theological convictions which are aligned with the FBC
leadership. j. A willingness to grow and adapt to the inevitable changes found in a
growing local church. Experience Needed:
a. Sufficient experience on a senior leadership team within a medium to large church context that reveals skills necessary for this role
b. An appropriate educational background (Masters Level seminary degree or above is preferred)
c. Ability to supervise and mentor pastoral staff and understand, motivate, and support ministry leaders.
PROFILE of FBC Executive Pastor
The Executive Pastor at FBC should be a spiritually mature man in his late 30’s to early
50’s who has strong relational and supervisory skills and yet is detailed and well organized.
He should be a person who comes prepared to meetings having done thorough research which
stimulates deeper thinking, broadens solutions to ministry needs and stretches the elders and
pastoral staff to think outside the box. However, he should be the type of leader that is
characterized by authentic humility based on his confident position in Christ and is content
even if his ideas are not adopted.
The FBC Executive Pastor should enjoy being around people and maintain an “open
door” policy to the staff, making him approachable and easy to talk to. He should be
supportive of the elders and senior pastor and champion their values and ministry direction
while having played an integral role in shaping that direction.
This Executive Pastor must also have a passion for seeing the local church mature into
Christ-likeness and impact its world for Christ. He must be thoroughly biblical yet culturally
relevant, attuned to the culture of the Winchester/Frederick County community as well as to
the specific culture of FBC.
He must be a man who can be trusted, possessing a wisdom and discernment that brings
credibility to his position. He must be a man that all staff enjoy meeting with, not only because
he is a warm and caring individual but because they know he will bring added resources to
their ministries, helping them function at higher levels of effectiveness and efficiency, thus
insuring greater ministry impact.
SUMMARY BULLETS:
late 30’s to early 50’s in age
very relational – a person others enjoy being around
a laid back demeanor yet detailed and well organized
thorough researcher who comes prepared to meetings with good supportive data – well
read
authentic humility because of a confidence in Christ
committed to the local church – possesses a sound ecclesiology
approachable; easy to talk to
supportive of staff and elders yet having the strength of character to “speak his mind”
and not just a “yes man”
multi-tasks with proficiency
shares a similar theological emphasis, especially in sanctification issues – comfortable to
call people to task, yet encourages a faith-walk in the Spirit’s strength
a man of wisdom and integrity that inspires in others the passion to serve Christ
wholeheartedly for God’s glory and then assists them and empowers them to achieve that
“work of service”
is someone the senior pastor gets along with well – friends and colleagues who enjoy
each other’s company – enough alike yet complementary in gifts and style
a creative thinker who stretches the staff to higher levels of ministry creativity and
effectiveness
Dave Carothers 2007 XP-Seminar
Twin Cities Church
Staff Job Description Our Mission… We are leading people to encounter Jesus Christ so they can connect with Him and His church, grow to become like
Him, serve Him, and reach others in His name.
Department Grow/Serve & Administration Ministries
Position Title Grow/Serve & Administrative Pastor Position Type Permanent, Full-Time Position Reports To Senior Pastor
Position Level Staff Position Hours Per Week 50 Spiritual Gifts Desired Call to Pastoral Ministry, Leadership,
Administration, Teaching, Shepherding & Discernment
Key Objectives of the Position: The Grow, Serve & Administrative Pastor’s main objective is to support the Senior Pastor by providing long range leadership, planning and implementation of policies, procedures and programs that will create and sustain a healthy, church living faithfully God’s purposes of Serve/Grow and to the overall administration of the church. This would be accomplished by the following: 1. Strategic Planning by:
a) Assisting the Senior Pastor and pastoral staff in developing, implementing & integrating the churches Vision, Mission & Values.
b) Leading all church financial or spiritual grown emphases. c) Monitoring the financial operations of Twin Cities Church to ensure financial
accountability and budget compliance.
2. Leadership of Church Administration Team which includes: a) Office Manager and staff to implement policies, procedures and ensure that our vision,
mission, purposes, values are upheld b) Accounting Director and over sight of church budget. c) IT Director which includes database management, network administration and Webpage
development. d) Facility Care Director who oversees the “Like New” maintenance and security of our
facility and grounds.
3. Leadership of Small Groups which includes: a) Oversight of the Small Group’s Administrative Director & Coaching Director who help
people connect to small groups and support our groups through coaching. b) Writing of the weekly Small Group Leader’s Checklist and Homework for Message Based
Groups c) Celebrate Recovery d) Special Interest small groups including, Financial Peace University, Singles, Women’s,
Men’s, Empty Nesters & Divorce Care
e) Development of new groups and leaders.
4. Speaking for Celebration Services and Worship celebration services as assigned by the Senior Pastor.
5. Pastoral Responsibilities such as comforting the bereaved, overseeing memorials, pre-marriage feedback, performing wedding ceremonies.
6. Leadership of Grow Seminars and Ministries which includes: a) Journey 201 Class b) Prayer Team c) Needs Based Seminars/Events e) Leadership Training Events f) Media Resource Teams including, Next Step Bookstore and CD ministry
7. Leadership of Equipping Team which includes:
a) Oversight of the “Serve at Twin Cities” Ministry Team b) Ensuring the value of Service Small Groups is lived out across departments c) Journey 301 and Placement d) Leadership Training Events
Qualifications & Special Skills:
• A man of true Christian experience and established character, sound in faith and doctrine; qualified to be an elder (I Timothy 3:1-7).
• Full agreement with the Statement of Faith and abides by the constitution and bylaws of Twin Cities Church.
• Committed to the mission and philosophy of ministry of Twin Cities Church.
• Spiritual gifts and experience consistent with position responsibilities.
• Background in personnel and organizational management, strong communication and relational skills, familiarity with general accounting principles
• Seminary or other graduate training preferred. Our Values
• Encourage and demonstrate Intentional Focus. By purposefully building bridges to those who are separated from God. By recruiting, building, and equipping servant leaders. By serving together in teams. By sharing resources freely – volunteers, equipment, facilities, and information. By striving for excellence through personal development, creativity, and personal responsibility. By following the communication process respecting our organizational structure. By being good stewards of the resources afforded us. By approaching our work with enthusiasm, flexibility, and a “can-do” attitude.
• Encourage and demonstrate Authentic Relationships. By building community through “pray and play”. By telling the truth, communicating openly and maintaining loyalty and confidentiality. By seeking to resolve conflict in a Christ-honoring way. By giving and receiving criticism directly and gently. By encouraging and caring for one another. By pursuing balance and respecting boundaries. By assuming the best and giving the benefit of the doubt without mind-reading.
• Encourage and demonstrate Spiritual Faithfulness. By continuing in the process of becoming like Christ, characterized by the fruits of the spirit. By keeping myself set apart for God in holiness and purity. By enthusiastically upholding our vision, mission, and essential beliefs. By praying for and celebrating God’s supernatural work in and through all of us.
• Encourage and demonstrate Godly Surrender & Submission. By placing the needs and desires of the team above personal desires. By serving the needs of the team with a good
attitude. By willingly submitting to those placed in leadership. By respecting the processes and procedures of our organizational structure. By being open to evaluation, accountability, and input from others.
Purpose-Driven Personal Attributes:
• Focus on excellence and quality in all my activities.
• Be willing to receive and respond to after-hours job-related phone calls or questions.
• Be willing to work additional hours on Sunday as required for special events or by request of the pastoral staff.
• Recruit, train, and supervise volunteers who can assist with job responsibilities.
• Be responsive to calls and requests from my congregation, pastors, and teammates.
• Meet all commitments that I make (appointments/follow-through, etc.).
• Demonstrate professional courtesy, respect, timeliness, accountability, and complete staff work.
• Assume personal responsibility and initiative for acquiring new knowledge, tools, and experience.
• Keep my teammates informed of my activities that may affect them.
• Eliminate all disparagement or gossip within the staff or congregation.
Joe Casiglia 2007 XP-Seminar
JOB DESCRIPTION
TITLE: EXECUTIVE DIRECTOR I REPORT TO: SENIOR PASTOR REPORTING TO ME: ASSOCIATE PASTORS, MINISTRY DIRECTORS, BUILDING ENGINEER, COMMUNICATIONS
DIRECTOR SALARY CATEGORY: EXECUTIVE DIRECTOR LAST UPDATED: DECEMBER 2005
-ASSIST THE SENIOR PASTOR IN DEVELOPMENT AND IMPLEMENTATION OF FAITH’S VISION: -LEAD THE MINISTRY LEADERSHIP TEAM. -PROVIDE COUNSEL AND INPUT INTO TECHNOLOGY DIRECTION AND SELECTION. -ASSIST THE SENIOR PASTOR IN SELECTION OF STAFF AND MINISTRY
TRANSITIONS. -TAKE RESPONSIBILITY FOR ALIGNING MINISTRIES AND STAFF TO FULFILL THE
VISION. -LEAD THE DEVELOPMENT AND UTILIZATION OF OUR CAMPUS: -DETERMINE STRATEGIES FOR FACILITY OPERATION AND EXPANSION. -WORK WITH CONTRACTORS AND ARCHITECTS IN ALL BUILDING PROJECTS. -ASSIST THE SENIOR PASTOR IN LEADING THE CONGREGATION THRU ALL CAPITAL CAMPAIGNS AND BUILDING PROGRAMS. -SUPERVISE AND DIRECT THE BUILDING ENGINEER AS NEEDED. -LEAD THE OPERATIONS TEAM. -LEAD THE STAFF IN THEIR MINISTRIES: -PROVIDE RESOURCES AND COUNSEL MINISTRY DEPARTMENTS IN THEIR
FULFILLMENT OF FAITH’S VISION. -PROVIDE COUNCIL TO MINISTRIES IN TRANSITION. -SUPERVISE AND DIRECT THE DESIRE AND AGE DIVISION LEADERS AS NEEDED. -LEAD THE STAFF IN PERIODIC MEETINGS -LEAD THE STAFF IN THEIR PERSONAL DEVELOPMENT: -DEVELOP POLICIES AND PROCEDURES AS NEEDED. -PROPOSE AND IMPLEMENT EMPLOYEE BENEFIT PROGRAMS AS NEEDED. -ASSIST THE SALARY REVIEW BOARD IN DETERMINING SALARY GUIDELINES. -PROVIDE FOR STAFF EVALUATIONS BY EACH DEPARTMENT. -PROVIDE COUNSEL AS NEEDED FOR INTER-STAFF CONFLICT.
-OVERSEE THE BUSINESS OPERATIONS OF THE CHURCH: -LEAD THE DEVELOPMENT OF AN ANNUAL BUDGET. -PROVIDE DIRECT SUPERVISION OF THE FINANCE DIRECTOR. -SERVE AS A MEMBER OF THE CHURCH COUNCIL. -ACT AS A LIAISON TO THE CITY AND STATE REGARDING CHURCH PROPERTY. -ADVISE THE SENIOR PASTOR REGARDING FINANCIAL TRENDS.
Rob Cizek 2007 XP-Seminar NORTHSHORE CHRISTIAN CHURCH Job Description Executive Pastor GENERAL DESCRIPTION
The Executive Pastor is responsible for leadership development and growth in the staff and ministries of the church. This position reports directly to the Senior Pastor. Working with the Senior Pastor, the Board of Elders, fellow NCC Staff and a wide range of volunteers, this person is responsible to develop, direct and oversee the ministries of NCC. This individual will advance the vision, NCC mission, adhere to NCC values and implement NCC ministry strategies in their ministry area. The Executive Pastor is responsible for making recommendations and implementing decisions within their designated authority in the design, development and facilitation of staff and ministry advancement. This individual is expected to contribute to the team spirit of the staff and congregation through fellowship, encouragement, cooperation, prayer, and other appropriate ways as they serve their Lord Jesus Christ.
COMPENSATION
• Salary level and benefit structure set by Senior Pastor and Elder Board
• Full-time, permanent position, until voluntary resignation or until limiting qualifications are noted by supervisor
• Vacation periods, sick leave, insurance coverage and other benefits are indicated in the written personnel manual
• Current signed contract and personnel paperwork to be kept on file at NCC Office – Human Resources
GENERAL EXPECTATIONS
1. Is growing in walk with Christ through spending quality time in prayer and in study and memorization of God's Word.
2. Will become a Participating Member at Northshore Christian Church.
3. Displays Christian leadership by using credibility and capabilities to influence followers to pursue God's direction for their lives.
4. Evidences foundational spiritual qualities such as integrity, faithfulness, compassion, and grace.
5. Evidences passion for NCC’s vision for individual and corporate evangelism.
6. Evidences passion for NCC’s vision for individual and corporate discipleship.
7. Displays ministry skills such as the ability to effectively communicate Scripture, managing or coaching others, motivating others, and graciously correcting others when necessary.
8. Displays accountability to staff and the ministry of the church.
9. Evidences working knowledge of NCC mission, core values, ministry strategy and policy manual, and is effective at aligning individual ministry goals to these directives. This includes understanding of NCC policies and procedures.
10. Displays working knowledge of stewardship and demonstrates fiscal responsibility through proper planning and budgeting of ministry programs and initiatives that align goals of the church with resources.
11. Maintains effective communication with all ministries of NCC to ensure coordination and exchange of information for accomplishing NCC goals.
12. Fulfills any and all supervisory roles as directed or outlined in specific job responsibilities.
13. Maintains working hours as determined by the needs of ministry/position and maintains a healthy balance between work and family.
14. Attends staff meetings, retreats, and other church functions, as directed.
15. Establishes and communicates goals and implements strategies for goal attainment.
SPECIFIC RESPONSIBILITIES
1. Develop and oversee the structure and effective administration of NCC’s Ministries, including supervision and coaching of all pastoral staff members, ministry leaders and support staff personnel.
2. Oversee implementation, coordination, execution and evaluation of ministry programs and events consistent with the direction and leadership of the Senior Pastor and Elder Board.
3. Direct ministry supervision, providing support, encouragement, training, accountability and direction in all ministry areas, including timely and systematic staff evaluations.
4. Work with and be a primary liaison between Senior Pastor, Elder Board and specific ministry leaders to develop goals, objectives, vision, and a philosophy or ministry development that is consistent with the vision and direction of NCC.
5. Function as primary problem-solving and decision-making resource in concert with Senior Pastor, Board of Elders, and staff team members.
6. Maintain primary responsibility for effective recruitment, hiring and termination of staff in keeping with accepted and ratified human resource policies, in concert with the Personnel Committee.
7. Oversee the workplace policies and procedures and ensure consistent application of these practices for all employees.
8. Serve as a primary interface with the media, the community, and related ministry organizations and concerns.
9. Oversee the recruitment, interview and implementation of paid and/or volunteer interns.
10. Ensure personal background and reference checks performed on participating volunteer leadership prior to program involvement.
11. Research and evaluate the need for program or process changes and make recommendations for improvement.
12. Coach and oversee the establishment of short and long term goals for each ministry area, in concert with specific ministry leaders. Effectively communicate those goals and implement strategy for their fulfillment.
13. Perform other duties as assigned with demonstrated flexibility in scheduling and job assignment.
SKILL REQUIREMENTS
1. Effective leadership skills displayed through ability to recruit, develop, support and inspire effective leaders.
2. Effective management, supervisory and human resource skills and experience.
3. Demonstrated organizational, problem-solving and crisis-management skills.
4. Ability to work in concert with Facilities Manager, Business Manager, and Northshore Christian Academy Principal respective to ministry coordination, scheduling and resource development.
5. Identify creative methods to fund ministry area initiatives within the church.
6. Ability to exercise confidentiality and discretionary judgment with noted ability to make sound decisions.
7. Ability to present a Christ-like image in personal interactions.
8. Ability to exercise flexibility within working responsibilities or environment.
9. Ability to work independently, and as a team member, while using discretion in decision making and sound judgment in problem solving.
10. Excellent oral and written skills to effectively communicate in the English language.
11. Excellent presentation skills before large groups of people.
12. Proficient PC skills, with the ability to learn new software and/or applications.
13. Ability to perform in a multi-task environment, with the ability to prioritize work requirements.
14. Excellent interpersonal skills to ensure issues are handled in a professional manner.
QUALIFICATIONS
1. Required B.A. or B.S. degree in Emphasis Area or equivalent experience. Master’s degree in theology or pastoral ministry, or related field experience preferred.
2. Five years ministry experience within a multiple staff setting with particular emphasis in leadership development, teambuilding, delegation and organization/administration. If the candidate does not have experience and/or education in the pastoral area, he will begin the process of acquiring this education/experience within 6 months of his start date. Such a candidate should move toward achieving ordination status per the Northshore Christian Church Ordination Policy.
3. Five years management and supervisory experience with paid or volunteer staff in a church and/or business setting, utilizing familiarity with accepted human resource principles and best practices.
4. An understanding of complex budget, financial and fiscal management.
5. Commitment to developing working knowledge and application of NCC mission and ministry strategy and evidenced ability to implement within ministry emphasis.
Rick Clapp 2007 XP-Seminar
Executive Pastor Job Description
Hours: 48 to 52 per week
Supervisor: Senior Pastor, Kelly Williams
Start Date: August 2000
The purpose of the Executive Pastor is to lead, manage, and care for Vanguard’s staff,
oversee the development & strategies of all Vanguard’s ministries, and oversee &
manage all the business, human resources, and day to day operations of Vanguard
Church.
Staff Responsibilities
1. Individual Meetings. The Executive Pastor is responsible to meet individually on
a regular basis with each one of the full time staff that report directly to the
Executive Pastor. These meetings can be weekly or bi-weekly.
2. Staff Meetings. The Executive Pastor is responsible to plan, lead, and conduct all
staff meetings with the staff team who report directly to the Executive Pastor.
This meeting can be either weekly or bi-monthly.
3. Leadership and Coaching. The Executive Pastor is responsible to schedule
individual time, when needed to help develop and coach each staff member for
leadership development and ministry development.
a. It is important to visit each staff’s ministry periodically and provide them
the necessary support they need to do their job.
b. The Executive Pastor is responsible for the staff’s conduct and what they
share or teach to others.
4. Staff Care. The Executive Pastor is responsible to shepherd each staff and their
family by creating an environment of care.
a. The Executive Pastor is to seek to care for any staff needs that they may
have by ministering to them through pastoral care, counseling, or other
avenues or needs that may arise. It is important to shepherd those you
lead.
5. Staff Communication. The Executive Pastor is responsible to facilitate
communication & conflict management for the individual staff member and the
overall staff team. It is up to the Executive pastor to communicate to the staff and
let them know what is expected of them and how they are to communicate to the
Executive Pastor and each other.
6. Staff Accountability. The Executive Pastor is responsible to hold the staff
accountable in their budget spending, time usage, personal purity (if it is a cross
gender manage situation it is necessary to make sure they have someone they are
accountable to regarding the intimate issues of their life), personal devotions,
personal and professional relationships.
7. Job Descriptions. The Executive Pastor is responsible to provide an overarching
job description consistent to each staff’s administrative or pastoral position. It is
important for the Executive Pastor to know how each staff’s job or ministry is
gong at any given time.
Ministry Development & Strategy Responsibilities
1. Church Autopsy. The Executive Pastor is responsible to perform a yearly review
of every ministry in the church and overall church strategy and direction and
present this report at the annual Executive & Elder Retreat.
2. Volunteer Leadership. The Executive Pastor is responsible to hold each staff
member accountable to living out and implementing Vanguard’s Special Events
Paradigm, Ministry Development Process, Volunteer Leadership Development
Process, & Servant Leadership Philosophy, measuring the efficiency and
effectiveness of all ministries.
3. New Ministry Developments. The Executive Pastor is responsible to direct and
oversee all new ministries birthed in Vanguard. This includes identifying a
volunteer leader and establishing a leadership team to lead the new ministry.
4. Reviews. The Executive Pastor is responsible to perform the reviews &
evaluation of all staff members who report directly to the Executive Pastor on an
annual basis and present annual goals for the following year.
5. Ministry Budgets. The Executive Pastor is responsible to oversee the
development and implementation of each ministry’s budget. The Executive Pastor
is to hold the staff accountable in their budget spending.
6. Team Player. The Executive Pastor is responsible to oversee and lead
Vanguard’s Team Player Connection Group and implementation of new leaders at
Vanguard.
7. Vision Casting Night. The Executive Pastor is responsible to oversee and lead
Vanguard’s annual Vision Casting Night. Vision casting night is Vanguard’s
annual business meeting and presentation of each ministries direction for the
coming year.
8. Staff Retreats. The Executive Pastor is responsible to lead, plan, and guide
Vanguard’s annual Staff Retreat.
Business/Human Resource Responsibilities
1. Handbooks. The Executive Pastor is responsible to oversee Vanguard’s
leadership & philosophy handbook, Policy & Procedures handbook, and
Vanguard’s Operations Manual as well as the overall implementation by staff and
Team Players.
2. Insurance. The Executive Pastor is responsible to oversee, along with Vanguard’s
accountant, all insurance details for Health & Dental Insurance, Disability &
Workman’s Comp, Property & Abuse, and Liability Insurance.
3. Laws & Taxes. The Executive Pastor is responsible to oversee, along with
Vanguard’s accountant, Vanguard’s compliance with State & Federal Laws and
State & Federal taxes.
4. Staff Benefits. The Executive Pastor is responsible to oversee proper records for
staff vacation days, raises, and benefits.
5. Personnel. The Executive Pastor is responsible for recommending staff to be
hired or fired.
a. The Executive Pastor is responsible for making a recommendation for
positions available if Vanguard is looking to hire for that position. This is
accomplished by having the candidate fill out a job application, acquire
resume, interview candidate, call references, and then make a
recommendation to the Senior Pastor and elders.
6. Personnel File. The Executive Pastor is responsible to keep up with each staff’s
individual personnel file and their job contract and be a part of reconstructing it
for the following year.
Expectations
1. The Executive Pastor is to have a REAL relationship with Jesus Christ and is
actively seeking a deeper relationship with Him. This belief should be lived out
in such a way that it is obvious and REAL to those in the leadership of Vanguard.
2. The Executive Pastor is to be a Team Player of Vanguard Church.
3. The Executive Pastor will recognize that working with a team is essential to
successful ministry. It is expected that he/she work closely with other staff
members and develop a support team of volunteers made up of Team Players.
4. The Executive Pastor will be disciplined and diligent with his/her time, keeping a
balance between home and work. Obviously there are exceptions in a work week.
However, ones family should not be sacrificed for the sake of the ministry.
5. The Executive Pastor is to spend time through out the year developing his/her
skills in ministry, developing their character, and sharpening their knowledge and
understanding in ministering to people and fulfilling their role as executive pastor.
Pat Coelho 2007 XP-Seminar
Job Description for:
Patrick Coelho
Executive Pastor for Redemption World Outreach Center
I don’t have a formal job description. I’m responsible for the business of the church and
all non-pastoral ministries report to me.
This would include Accounting, Human Resources, Cleaning and Maintenance, Risk
Management and Security, Development, IT, and all outreach ministries.
The associate pastor and I are equals and the rest of the staff is divided between us. The
associate pastor and I report to the senior pastor.
Dave Eberhart 2007 XP-Seminar
River Oaks Community Church
Position Description
Title: Executive Pastor
Reports to: Elder Board
Supervises: River Oaks Community Church staff, exclusive of senior pastor
Scope: The primary responsibility of the Executive Pastor is to implement the mission
and vision established by the Elders of River Oaks Community Church, to safeguard her
values, and to be a catalyst for improvements in the ministry and administration of the
church. The Executive Pastor shall optimize the church's financial and human resources
by managing the day-to-day ministry according to the high standards of the gospel and
established plans, standard operating procedures, and legal requirements. He shall also
ensure the achievement of goals by continuously monitoring performance; help recruit
and retain highly qualified individuals; monitor quality assurance; maintain effective
working relationships with the staff; ensure a high level of esprit de corps between
ministers, support staff, elders and church members; assist the Elder Board in developing
and implementing the mission, values, plans, goals, and vision.
Duties and Responsibilities:
1. Coordination of Church Ministries and Objectives:
Work with the other pastors and directors to coordinate and carry out
the ministry of the church.
Implement the direction and plans that originate in the Board of
Elders.
Maintain daily contact with the Senior Pastor
Lead the weekly meetings with the Senior Team of pastors and
directors.
Monitor and supervise various tracking reports, reporting significant
trends to elders.
Accomplish the appropriate matters through areas of church ministry
overseen by the pastors.
Meet weekly with the ministries to see that plans stay on target
through completion.
Oversee long-range strategic plan for the ministry
2. Administration of Primary Churchwide Functions:
Assist the Senior Pastor, as needed, in the administration of details
concerned with worship services; administer the ongoing operation of
the senior staff, e.g., staff meetings, staff communication, staff retreats,
staff events, new staff recruitment and hiring.
Act as a coordinator and work behind the scenes in preparation and
follow-through to ensure the personal participation of the Senior
Pastor to the fullest extent possible.
Work through and with the staff in the implementation of specific
directives from the Board of Elders.
3. General Pastoral Responsibilities:
Assist regularly in weekly and seasonal worship gatherings.
Conduct weddings and funerals, as required.
Teach, as arranged, in an adult fellowship group.
Mentor the Executive Team
4. Organizational Relationships:
Work closely with the Elder Board, Deacon Board and Senior Pastor,
maintaining accountability through written reports and regular
personal consultations with the senior pastor, and through pastoral and
general senior staff meetings.
Attends all board of elder meetings, providing regular communication
to the board members on the ministries and administration of the
church. Serve on the board of elders as a voting member, if so
nominated and confirmed.
Serve as supervisor and coordinator of the other pastors.
Oversee the work of the staff reporting directly to him.
Maintain relationships with key lay leaders of the church.
Team Member Contribution:
Actively contributes to the improvement of the ministry of River Oaks
Community Church and provides prayerful support.
Teamwork: Functions well with co-workers, treating them with
honor and grace.
Spiritual Encouragement: Encourages spiritual focus and
commitment by modeling the values of River Oaks Community
Church.
Improvement of Ministry Operations: Contributes toward the
improvement of the ministry as a whole.
Dave Egelkraut 2007 XP-Seminar
EXCUTIVE PASTOR Job Description
Approved: January 2007
To Whom Responsible: The Executive Pastor reports to and carries out the directives of
the Senior Pastor.
Ministry Area Description: The Executive Pastor is primarily responsible to assist the
Pastor for New Song UMC. He shall assist, advise, inform, and provide relief for the
Senior Pastor. He will work closely with the Senior Pastor in planning, staffing,
prioritizing, and evaluating the ministries of the church. The Executive Pastor will have
primary responsibility in the following areas:
Responsibilities & Expectations:
1. Pastoral Staff Leader. To lead, develop, coordinate and supervise the pastoral
staff, assisting them in strategic plan alignment, implementation and goal
achievement. To lead weekly pastoral staff meetings and conducts quarterly
performance evaluations.
2. Trustee Team. To Work with the board of Trustees and assist any church
expansion projects. This includes long-range building plans, capital campaigns
and development of the annual budget.
3. Finance Team: Oversee budgetary preparation and compliance reports; oversee
all human resource, legal, insurance, corporation business…closely monitoring all
spending.
4. Lead Team: Member representing staff as a strategic plan implementer...
Guiding the Ministry Action Plans (M.A.P.) of pastoral staff and ministry teams
in strategic plan implementation. This includes coordinating leader’s efforts in
annual goal accomplishment.
5. Pastoral Care. To assist the Senior Pastor in serving as an ambassador to our
constituency. This could involve civic contacts, conducting weddings and
funerals, leading classis, and preaching/teaching as requested by the Senior
Pastor. To represent the Senor Pastor when the Senior Pastor is absent or
unavailable. To counsel with and assimilate those seeking next steps in their
spiritual life.
6. Church Communications. To plan annual calendar and communicate ministry
developments and promotions to the Lead Team, staff and congregation as
necessary. Attend all Leadership Team meetings as an ad hoc member
representing the Senior Pastor.
Job qualifications
Leadership Skills: coaching of staff, with ability to hold them accountable; systems
thinker; decision maker; big picture perspective but with an eye to detail
implementation.
Pastor Skills and Gifts: Must be willing to stand on Biblical principles; have a
healthy outreach; must be elder qualified; ministry heart for staff and members of the
congregation; close kinship in philosophy with New Song UMC specifically, with the
Senior Pastor.
Bob Feitl 2007 XP-Seminar
Position Description
Executive Pastor (XP) Date: April 6, 2003 Status: Full-time, Salaried Position Title: Executive Pastor (XP) Reports to: Senior Pastor Job Summary This pastor is working under the sole direction of the Senior Pastor and in close cooperation with the elder team to assure the implementation of the vision, mission, purposes and values of RBC, as established by the Elder Team. He will develop and implement a strategic plan from the Senior Pastor’s vision that involves all ministries of Richland Bible Church, and provide administrative oversight and leadership of all church personnel, systems and operations to facilitate that vision. Job Responsibilities & Duties Manage and oversee weekly pastoral staff meetings; meet regularly with the Elder team; meet individually with pastoral staff on a regular basis for personal and program development; oversee staff development and evaluations; monitor all church programs for effectiveness and consistency with the vision; manage and oversee budgetary preparation and compliance reports; manage and oversee all legal, insurance, corporation business and plant and facility operations. Job Qualifications Leadership Skills: coaching of staff, with ability to hold them accountable; systems thinker; decision maker; big picture perspective but with an eye to detail implementation.
Pastoral Skills and Gifts: Must be willing to stand on Biblical principles; have a healthy balance between personal life and ministry; spiritual gift of administration and leadership; must be elder qualified; ministry heart for staff and members of the congregation; close kinship in philosophy with RBC and, specifically, with the Senior Pastor.
Steve Gibson 2007 XP-Seminar
POSITION OUTLINE
Pastoral Staff Member Executive Pastor
QUALIFICATIONS
1. Must be or will become a member of Calvary Church, endorse and support
the Calvary Church Covenant and Statement of Faith in the Constitution.
2. Demonstrates personal maturity and godliness, growing in conformity to
the image of Christ.
3. Gifted in administration and skilled in implementation
4. Excel at personal relationships
5. Management experience, strongly preferred
6. Theological training, ordination and pastoral experience, preferred.
ESSENTIAL RESPONSIBILITIES
1. Work with the other pastors to coordinate and carry out the ministries of
the church
2. Responsible for general oversight, with the Senior Pastor, of all staff. This
includes building team unity and loyalty; overseeing the process of staff
additions, deletions and evaluations; intra-staff communications; etc.
3. Responsible for specific oversight of all ministries of the church excluding
those of the Senior Pastoral Team.
4. Promote and implement the vision of the Senior Pastor and Board of
Calvary Church in areas of specific oversight.
5. Work with the Senior Pastor in giving direction for the development of
ministries, new initiatives and facility needs to fulfill the church’s mission.
6. Actively participate in the worship services of Calvary Church.
7. Actively participate in the ministries of Calvary Church, in accordance
with giftedness and time availability.
8. All staff are to serve cooperatively with other staff, coordinating his/her
respective department ministries with all other church-related
programming. Staff is expected to exhibit loyalty to the ministerial staff,
other staff members and the mission of Calvary Church.
RELATIONSHIPS
1. Reports to the Senior Pastor.
2. Is a member of the Senior Pastoral Team and the Pastoral Staff
3. Participates in the meetings of the Elder Board, in a non-voting capacity.
4. Works with the committees or ministry teams of the church as needed.
5. Direct Reports include Congregational Community Pastor, Director of
Operations, Outreach Pastor, and Affinity Group Pastors.
Todd Halver 2007 XP-Seminar
Westover Church Executive Pastor Ministry Description
Purpose:
To ensure the effective operation of the church’s ministries by providing leadership that
results in the meaningful and fruitful contribution of all church staff. Creating an
environment conducive to the fulfillment of the church’s purpose and mission statement.
Overall Responsibility:
The day-to-day leadership, management and decision making of all church policies and
ministries, including all pastoral staff and related personnel issues, as the primary
representative of the Senior Pastor.
Specific Responsibilities:
1. Design and deliver a comprehensive training and development process for the
pastoral staff.
2. Take direct responsibility for hiring and dismissal of all pastoral staff,
(communicating and coordinating with the Elder board and Senior Pastor) and
indirect supervision of all other full-time and part-time employees.
3. Provide assistance to the Senior Pastor in the preparation and implementation of
strategic plans and vision casting.
4. Provide day-to-day leadership to the pastoral staff and the design and coordination of
all church ministries.
5. Design, develop and regularly monitor the pastoral staff’s annual ministry
performance plans.
6. Prepare and present to the Senior Pastor and the Salary Evaluation Committee, salary
reviews and recommendations.
7. Coordinate with Senior Pastor staff retreats, planning days, and other staff functions.
8. Coordinate and lead weekly staff meetings.
9. Monitor pastoral staff vacation, continuing education, outside speaking days, duty
days, days off and personal leave time.
10. Monitor all departmental budgets, and overall church budget along with Church
Administrator and Finance Committee.
11. Participate, interact and communicate with Elders and Deacons.
12. Maintain efficient and effective lines of communication for the entire staff.
13. Provide the Senior Pastor, on a regular basis, with written reports accurately
reflecting the status of all key ministry areas and personnel issues.
14. Provide leadership to the Church Administrator on all related building issues.
15. Serve as the first representative for the Senior Pastor in his absence.
16. Monitor the pulse of the congregation, through research, planning and strategies for
growth, goal achievement and discipleship processes.
Preston Hancock 2007 XP-Seminar
Executive Pastor
1. Serve the Lead Pastor by:
a. Modeling and fostering a certain spirit among staff so that there is a fragrance
of Christ in our dealings with each other, the congregation, and the public.
b. Shaping and leading staff meetings so that they are inspiring, useful for
communication, and equipping our staff for effective ministry.
c. Cultivating relationships between staff members.
d. Cultivating and maintaining healthy staff/elder relationships.
e. Initiate and implement regular performance evaluation and reviews.
f. Shaping events that allow further equipping and training of staff.
g. Advising staff as needed and being a sounding board regarding special
problems or challenges they face.
h. Helping to increase individual staff effectiveness through encouragement and
training.
i. Providing accountability to staff both on a personal and professional level.
j. Overseeing support staff that do not fall under the ministries of other pastors.
k. Oversee the process of hiring new staff.
2. Serve the Elders by:
a. Serving on and coordinating the efforts of the Internal Leadership Sub-group,
as they oversee the shaping of the agenda for Elder/Pastor meetings,
Executive sessions, Elder retreats, and congregational meetings.
b. Chairing the Administrative Sub-group and managing the day to day process
that protects the Church’s business interests, including financial record
keeping, payroll, audits, and property management.
c. Monitoring the health of ministries with respect to the vision of the leaders for
that ministry.
3. Serves the Congregation by :
a. Insuring that they see Christ in their contacts with Church staff.
b. Fostering a “pro-volunteer” environment, helping volunteers feel appreciated,
loved, and equipped.
c. Overseeing the process used to schedule the facility.
d. Overseeing the team that maintains the facility.
e. Overseeing the team that plans for facility development.
f. Overseeing communication process between leadership and congregation,
from ministry to ministry, and from member to member.
g. Being a “go to guy,” available to answer questions or direct people to the right
place for answers.
h. Providing general assistance at the Sunday AM services.
Craig Irwin 2007 XP-Seminar
Executive Pastor Job Summary Responsible for the daily affairs and operations of the organization. Provides oversight of all the
financial and business aspects of the church by working closely with the Elders, Treasurer and
Financial Secretary. Responsible for the day-to-day operations of the staff, and the policies and
procedures that guide these ministries.
Job Qualifications
• Exhibits administrative and organizational skills
• Fosters accountability with the staff and church leadership
• A BS degree in pastoral ministry or “equivalent”
• Reports to: Elder Board, Senior Pastor
Responsibilities:
Leadership 1. Recommend ministry direction extensions or redirections in cooperation with the Senior
Pastor and the Ministry Team.
2. In absence of the Senior Pastor, serve as leader for pastoral decisions.
3. Develop, with the Senior Pastor, Ministry Team and Leadership Team, and coordinate
the execution of the Strategic Plan.
4. Serve as a non-voting member of the Leadership Team, participating in the creation and
modification of church policies and procedures.
5. Communicate the objectives, philosophy and vision of the church.
6. Coordinate the presentation of the activities of the church ministries at the annual
congregational meeting.
Administrative 1. Oversee church financial and business activities. Establish systems and coordinate audit
activities to assure integrity.
2. Formalize systems of management and accountability in the church while fostering
accountability between staff and church leadership.
3. Assist the Senior Pastor in the evaluation of staff performance and effectiveness and
assist in the resolution of problems.
4. Coordination the development and approval of the annual budget.
5. Maximize the cost benefit of required expenditures. Present options for major expense
items to the Leadership Team to facilitate decision-making.
6. Coordinate the annual performance appraisal of Ministry Team and church staff
members.
7. Plan and run staff and Leadership Team meetings. Obtain input from the Senior Pastor,
Head Elder, congregational input and observation.
Other Responsibilities 8. Coordinate the ongoing maintenance and repair of church facilities, including buildings,
parking lots and landscaping.
9. Develop relationships and direct the efforts of the board of Trustees, custodians, ushers.
10. Preach and Teach as required.
11. Participate in worship services as required.
12. Other ministry duties as required.
Deliverables
• Documented system for daily/weekly/monthly evaluation of facility condition
and problem resolution
• Ministry and Leadership Team meeting minutes
• Annual budget
• Financial review or audit report
• Monthly report of activities
• Quarterly Master Plan update
Les Krober 2007 XP-Seminar
WENATCHEE FREE METHODIST CHURCH
Ministry Description Title: Executive Pastor
POSITION SUMMARY: A FULL-TIME, SALARIED POSITION, RESPONSIBLE FOR IMPLEMENTING THE
VISION OF THE SENIOR PASTOR AND LEADERSHIP COUNCIL THROUGH THE EQUIPPING STAFF.
THIS POSITION DIRECTLY SUPERVISES THE EQUIPPING STAFF TEAM, ADMINISTRATIVE STAFF
TEAM, AND INDIRECTLY SUPERVISES ALL OTHER WFMC STAFF. UNDER THE SUPERVISION OF THE
SENIOR PASTOR, THE EXECUTIVE PASTOR IS RESPONSIBLE FOR THE EFFECTIVE ADMINISTRATION
AND LEADERSHIP OF THE MINISTRY DEPARTMENTS.
GENERAL RESPONSIBILITIES: SUPERVISES EQUIPPING STAFF TEAM, ADMINISTRATIVE
MINISTRIES STAFF TEAM AND IS RESPONSIBLE FOR ALL PERSONNEL OF THE CHURCH.
PARTICIPATES WITH THE EQUIPPING STAFF TEAM IN DEVELOPING MINISTRIES FOR THE CHURCH,
ASSISTS IN THE PASTORAL FUNCTIONS OF PROVIDING COUNSEL, ADMINISTERING THE
SACRAMENTS AND SERVING THE NEEDS OF THE CONGREGATION. WORKS DIRECTLY WITH THE
CHAIRPERSONS FOR PERSONNEL, FINANCE, FACILITY, STEWARDS AND NOMINATING
COMMITTEES TO IMPLEMENT AND RECOMMEND POLICY, INSURE A HIGH LEVEL OF
ADMINISTRATIVE CONTINUITY AND PROVIDE FISCAL AND LEADERSHIP INTEGRITY.
Specific Responsibilities:
A. SENIOR PASTOR
1. Works in conjunction with the Senior Pastor to develop goals that accomplish the
mission and vision of church.
2. Reports weekly on status of personnel, ministries and progress of church toward
mission and vision.
3. Assists and frees Senior Pastor from administrative duties so he can fully lead, cast
vision, teach and interact with the Leadership Council and community.
4. Works with Senior Pastor and Personnel Committee Chair regarding significant
personnel matters, hiring and terminating of ministry staff, pastoral evaluations and
projections concerning future staffing needs.
5. Any other duties as requested.
B. EQUIPPING STAFF TEAM
1. Supervises in spirit of encouragement, love, cooperation and mutual accountability
with a focus on accomplishing the mission and vision of WFMC.
2. Performs annual performance reviews with quarterly review of goals and
objectives.
3. Makes recommendations to the Senior Pastor, Finance Chairperson and
Committee, Personnel Chairperson and Leadership Council regarding salary
increases.
4. Plans and leads Equipping Staff meetings as directed by Senior Pastor.
5. Works with Equipping Staff Team in setting goals to accomplish mission and
vision.
6. Coordinates and approves vacation/mission/professional development leaves.
7. Maintains up-to-date ministry descriptions.
8. Plans and coordinates Equipping Staff planning days and retreats.
C. Personnel (Committee, Administrative Ministries, Church Staff)
1. Supervises the Director of Building and Grounds, Director of Financial Services,
Administrative Assistant in Communications, Receptionist and Administrative
Assistant to Administrative Ministries.
2. Insures performance reviews are completed for all Administrative Ministries
Staff/Church Staff by November 1 of each calendar year, reviewing yearly goals
and documenting completion of goals.
3. Meets on a scheduled basis with the Director of Building and Grounds, Director of
Financial Services and other Administrative personnel as needed.
4. Oversees yearly goal-setting process for Administrative Ministries staff, insuring
goals are measurable, achievable and realistic; the Executive Pastor also reviews
goals with Administrative Ministries staff at mid-year.
5. Oversees general personnel policies and insures policy compliance; reviews and
updates Personnel Policy Manual in conjunction with Personnel Committee; keeps
ministry descriptions current.
6. Reviews compensation and benefits for Support Staff and Directors and
recommends changes to the Finance Committee Chair.
7. Meets regularly with the Personnel Committee, Finance Committee, and Facility
Committee and acts as a liaison between the Committees and the staff.
8. Recommends policy to the Personnel Committee.
9. Develops contracts for all new employees and insures all personnel have a valid
contract; maintains up-to-date personnel files.
10. Plans and coordinates staff retreats and planning days with Senior Pastor.
Relationships: Reports directly to the Senior Pastor.
Personal and Spiritual Requirements:
1. Leads a life of Biblical obedience and example both on and off campus and
demonstrates a commitment to the mission, vision and strategy of the church.
2. Membership in the Wenatchee Free Methodist Church. If not currently a member
will pursue membership as soon as possible. Local church membership of spouse
(if married).
3. Regular worship and attendance at Wenatchee Free Methodist Church.
4. A spirit of service and a commitment to the Great Commission.
5. Financial commitment to the Wenatchee Free Methodist Church as evidenced in
storehouse tithing and giving.
6. Adherence to the policies as defined in the WFMC Operating and Personnel Policy
Manuals and to the Membership Covenant as established by the Free Methodist
Church of North America.
7. High priority placed on spouse and children.
8. Attend Pastor’s Welcome Class.
9. Member of a Life Group.
Minimum Qualifications: The successful candidate will have a Bachelor’s Degree (preferably
in Business Administration) and have 3-5 years of management experience.
Compensation: The salary is negotiable depending upon qualifications. Health insurance,
benefits and expenses provided as defined in the Wenatchee Free Methodist Church Policy
Manual. I have reviewed and agree to perform the duties outlined in this ministry description.
Signature Date
John Lacey 2007 XP-Seminar
Executive Pastor of St. Mark’s United Methodist Church
Job Description revision #4 (1.15.2007)
Title: Executive Pastor
Reports to: Senior Pastor; “second in command” to the Senior Pastor
Authority: Subject to Senior Pastoral approval, the Executive Pastor has the leadership
and supervisory authority over all church support and program-ministry staff.
Works with: Leadership Team (Administrative Board) and Leadership committees
(SPRC, Finance, Trustees) of St. Mark’s United Methodist Church.
Directly supervises: program-ministry staff.
Generally supervises support staff, paid staff and volunteers.
Scope and purpose of this position: To assist the Senior Pastor in providing leadership
for the development of the ministries of St. Mark’s United Methodist Church, so that it
fulfills its defined mission and reflects its core values. Providing leadership would
include the five key functions of Administrator, Developer, Catalyst, Leader and
Minister. The Executive Pastor will work with the Senior Pastor to ensure the
achievement of ministry goals by continually monitoring performance; help recruit and
retain highly qualified individuals; monitor quality assurance; maintain effective working
relationships with the staff; ensure a high level of TEAM-work between pastors,
program-staff, support-staff, lay-leadership and church members; and assist the
Leadership Team (Administrative Board) and Leadership committees (SPRC, Finance,
Trustees) in developing and implementing consistent plans, goals, and vision.
ONGOING RESPONSIBILITIES
DEVELOPER RESPONSIBILITIES: 25%
1. Develop and mentor program staff to provide leadership for the ministries of
St. Mark’s so they fulfill our defined mission and reflect our core values.
2. Supervise staff and evaluate job descriptions.
3. Assist Senior Pastor leading staff meetings and staff retreats as necessary.
4. Motivate and mobilize staff and other members of the congregation through
recognizing individual strengths/gifts, delegating responsibility and
maintaining reasonable oversight.
LEADER RESPONSIBILITIES: 25%
1. To oversee the development and implementation of the strategic St. Mark’s
ministry plan as it relates to our mission, vision and core values.
2. To make sure pastors, staff, lay-leadership, volunteers and the larger church
congregation are on “the same page” and pulling together in the same
direction and they know how their part fits into the whole development of St.
Mark’s United Methodist Church.
3. To assist the Senior Pastor in giving direction through establishing and clearly
communicating vision, goals and plans to program and support staff.
4. To attend meetings of Leadership Team and other Leadership committees
(SPRC, Finance, Trustees) to develop and ensure consistency and
communication.
5. To monitor every ministry for the Senior Pastor overseeing all church
ministries and managing ministry by delegated responsibility.
CATALYST RESPONSIBILITIES: 20%
1. To implement the vision cast by the Senior Pastor including challenging and
reinvigorating ministries.
2. To help envision, start and empower new ministries.
3. To challenge people to volunteer for and improve ministry by getting involved.
4. Network ministries together to enhance effectiveness increasing St. Mark’s
impact and influence for the kingdom of God.
5. Look for the best practices of other churches and organizations.
ADMINISTRATOR RESPONSIBILITES: 20%
1. To identify and implement means to increase efficiency of church support
services.
2. To work with Senior Pastor, Business Administrator and Finance committee
in annual budget process and stewardship.
3. Develop foundation and estate-planning gifts, as well as major gifts.
4. Manage the on-going operations of church support services, such as facilities
management, communications, policies and personnel.
MINISTER RESPONSIBILITIES: 20%
1. With Senior Pastor and other pastoral staff seek to minister to the St. Mark’s
parish while also ministering to and attracting seekers from our larger parish-
our community.
2. To provide leadership in preaching, worship and worship planning.
3. To conduct weddings, funerals, baptisms and communion, and make
congregational care visits.
4. To promote membership development discipling members, teaching classes
and small groups.
5. To assist Coffee with the Pastors new member process.
OTHER RESPONSIBILITIES: Varied %
Executive Pastor serves at the specific direction of the Senior Pastor, and may be
assigned to special projects and/or assignments.
Joe Linn 2007 XP-Seminar
Position Description
Senior Executive Pastor
Focus:
The purpose of the Senior Executive Pastor is to implement the vision of the
Senior Pastor, and direct the staff development and daily operations of Redwood
Chapel Community Church.
Qualifications:
• Must be a person of true Christian experience and example, demonstrating
maturity, stability, and dependability (1 Peter 5:3).
• Must be in full and continuous accord with the Redwood Chapel Community
Church Statement of Faith and work within the organizational structure of the
church.
• Must possess at minimum an MA from an accredited institution.
• Must possess the spiritual gifts of administration and leadership as evidenced
in prior experience and responsibilities.
• Must possess a working knowledge of the organizational structure and
functions of a larger church, and of how people and resources are brought
together for the work of ministry.
• Must possess a congenial yet mature and firm aptitude for bringing people
together to accomplish a goal.
• Must possess the personal and spiritual qualifications of elder (1 Timothy 3;
Titus 1), including being able to teach and lead.
Relationships:
• Must be responsible to the Lord Jesus Christ as the Head of the Church
(Ephesians 1:20-23; 4:11-12; 5:23-24).
• Must give first priority of ministry to family and the fulfilling of those God-
given responsibilities (Ephesians 5:22-23; Proverbs 22:6; 1 Corinthians 7:32-
34).
• He will report directly to the Senior Pastor. And be his primary spokesman in
implementing his vision for the church.
• He will serve along with the Senior Pastor as a liaison between the pastoral
staff and the Elder Board.
• He will supervise all pastoral and support staff.
Responsibilities:
• Staff Oversight: He will supervise all ministerial, support, and business staff
of the church, and bring to the task a professional, servant attitude.
• Strategic Planning: In collaboration with the Senior Pastor, he will be
responsible for formulating and implementing the strategic plans of the church
based upon the vision of the Senior Pastor. In conjunction with the Senior
Pastor, he will monitor the strategic plan, formulate changes and additions
from the ministerial staff, and submit these changes to the elders for their
review and approval.
• Systems Manager: He will oversee the various systems of the church,
including, but not limited to, the leadership, life-development, worship, music,
discipleship, equipping, conferencing, media, finance and property, and caring
systems.
• Budget Development: He will work in conjunction with the Business
Administrator and the Senior Pastor to develop annual budget guidelines and
direction.
• Pastoral Duties: He will share other pastoral duties with other members of the
pastoral staff as called upon or delegated by the Senior Pastor.
Addendum:
• Should Joe Linn be considered for this position, he has asked to remain
involved with the following additional activities:
1. Continuing Education
2. LOGOI, or a missions ministry
3. Publishing, producing music events
4. The Joe Linn Trio
Ron May 2007 XP-Seminar
WILDWOOD BAPTIST CHURCH, INC.
LEADERSHIP POSITION DESCRIPTION
Position Title: Executive Pastor
Reports To: Senior Pastor
Principle Function
The Executive Pastor shall be directly responsible to the Senior Pastor for the exe-
cution of all church programs and the coordination of such programs through the
ministerial staff, associates, directors and other ministry coordinators.
Specific List of Responsibilities
1. Coordinate all planning, administration, scheduling of church programs,
activities, and special events. This includes supervision and maintenance of the
master church calendar and any reconciliation of program conflicts which may
develop on staff or organizational levels. Integrate the various ministries of
Wildwood Baptist Church in an effort to accomplish the church’s mission as
outlined in the purpose statement.
2. Guide, facilitate and coordinate the work of the entire church staff.
3. Assist the Budget Committee in administering salary and benefit programs for
the support staff and other ministry coordinators as well as the carrying out of
performance reviews of same.
4. Serve as Staff Liaison for major ad hoc committees as assigned.
5. Develop recommendations to appropriate committees and ministry teams on
financial matters and implement financial procedures in accordance with
policies approved by the Elders.
6. In the absence of the Senior Pastor, receive his ministerial phone calls, lead
staff meetings, oversee and lead worship services, and other ministerial needs
as they arise.
7. Be actively involved in making visits and oversee other visits for hospitals, rest
homes, home visits for church members and church member visit requests.
Coordinate pastoral visitation among the pastors.
8. Provide oversight and direction in the development of new ministry
opportunities discovered in the church and the community.
9. Provide oversight and direction for educational ministries including: Small
groups, ABF’s other educational ministries for adults from young marrieds
through senior adults, and Children’s Ministry.
10. Personnel
a. Supervise accounting department, clerical and maintenance personnel and
prepare employee appraisals as directed by the Elders.
b. Supervise the Director of Children’s Ministries and prepare appraisals as
directed by the Elders.
c. Maintain all personnel files in accordance with church policy as well as
federal, state and local laws.
d. Assist the ministerial staff in balancing the clerical workload.
e. Make appropriate recommendations to the Elders.
11. Other general responsibilities:
a. Cooperate with the Senior Pastor, Board of Elders and other staff members
in promoting the entire ministry plan of Wildwood Baptist Church.
b. Serve as a non-voting member of the Elders.
c. Be available for counseling of church and nonchurch members as needs
arise.
d. Utilize the services of the secretarial and facilities staff, which are
consistent with their Position Descriptions.
e. Supply articles on a periodical basis for use in Wildwood Baptist Church
publications relating to your responsible area of ministry.
f. Give full support to the General Operating Budget of Wildwood Baptist
Church and avoid soliciting or expending funds not previously authorized.
g. Serve as an effective staff liaison to assigned Ministry Teams and/or
Standing Committees.
12. Basic personal responsibilities:
a. Maintain a vital and growing personal walk with the Lord through
committed Bible study, prayer and meditation.
b. Maintain proper priorities in your home and be the spiritual leader to your
wife and children, if married.
c. Develop personal evangelism opportunities within and outside the church.
13. Perform other duties and assignments as requested by the Senior Pastor.
Mike McElravy 2007 XP-Seminar
DOVE WESTGATE CELEBRATION EXECUTIVE PASTOR CHURCH BUSINESS ADMINISTRATION
TBD REPORTS TO: SENIOR PASTOR
THE MAIN THINGS (CORE JOB RESPONSIBILITIES)
• Performs the Core Job Responsibilit ies While Protect ing Dove’s Core I dent ity
I n Christ I n Keeping Him First , Being Filled With The Holy Spir it & Standing
On The Foundat ion Of The Word Of God.
• Provides Professional Business Leadership For DOVE’s Church Business Units
serving both the external custom ers (members & visitors) and the internal
custom ers (pastors, pastoral team s and leaders, including small group leaders
st rategically) .
• I mplements Systems of Operat ion and Professional Business Perform ance to
Enhance the Delivery of Minist ry to the Congregat ion Through Church
Business Adm inist rat ion.
• I nspires & Champions Quality & Depth Of Spir itual Development Through Best
Business Pract ices for the Church and I ts People to Support Minist ry
Endeavors.
• Elim inates Business Methods That Do Not Protect & Enhance The Potent ial To
Glor ify God And Help Others To Know Christ .
• I nsures The Spir itual Development & Growing Competency Of The I ndividuals
I nvolved Under XP CBA’s Leadership.
• I nsures A Solid Recruitm ent Process Of Church Leaders and Members Of The
Adm inist rat ion Team to Support all Minist ry.
• I nsures Financial And St rategic Elements Of Church Planning Are Enacted &
Quality Measures Followed.
• I nsures The Hum an Resource Funct ion And The Care And Well-Being Of Staff
And Volunteers.
• Manages Developm ent Of Volunteer Program s From Start to Finish.
Essent ia l Funct ions Of XP CBA’s Job For Minist ry ( Does this through self
& delegated Minist ry Team s) :
Execut ive Pastor/ Church Business Adm inist rat ion:
• At tends Elder Meet ings Without Vote To I nsure Follow On Act ion Steps.
• Leads Adm inist rat ion Teams With A Heart For Christ As His Savior, Spir it -
Filled & On The Foundat ion Of The Word Of God I n All Contexts Of Leadership
Perform ance.
• Stays Abreast Of How His Professional Business Minist ry Leadership Of Church
Business Areas I m pacts I ndividual & Fam ily Lives Of Mem bers & Visitors.
• I nspires Congregants With A Clear Vision For Business Adm inist rat ion At
DOVE, Assures Confidence of Same.
• I nsures Accountabilit y For All Staff And Volunteers Under XP/ CBA’s
Leadership.
• I nsures That Business Adm inist rat ion At DOVE I s A Growing And Vibrant I n
I m plem entat ion.
• I nsures St rategic Support For All Minist ry Areas To I nsure Efficiency And
Effect iveness.
• Leads & I nfluences Measurem ent Of Success And I m pact St rategically For All
Planned Areas For Church Developm ent .
• I nsures Succession From Business Adm inist rat ion Leadership Role By Creat ing
A Team Of Potent ial & Growing Leaders That Could Be I ncluded I n Succession
Planning I n All Contexts Of Church Leadership.
• I nsures Churches Hum an Resources, Technology, Finance & Facilit ies
Processes
• Leads Any New Building Development With Vendors, Builders, Cont ractors.
• Assists Senior Pastor I n All Church Business Mat ters As Needed.
QUALI FI CATI ONS
To perform this job successfully, an individual m ust be an experienced business
professional with a growing understanding of church business adm inist rat ion and an
influencer with good judgm ent , and st rong biblical foundat ions. The individual m ust
also be able to perform each essent ial duty sat isfactorily and exhibit competence in
the following skill areas: use of language, and effect ive reasoning skills. Must have
excellent people skills in areas of compassion and listening. The requirements and
qualificat ions listed below are representat ive of the knowledge, skill, and/ or abilit y
required.
EDUCATI ON and/ or EXPERI ENCE ( Know ledge, Skills & Ability)
• 10 years or more related business &/ or m inist ry experience and/ or pastoral
t raining in church m inist ry developm ent areas; or equivalent combinat ion of
educat ion and experience to do this work.
• Abilit y to Pastor and adm inist rate the business operat ions of a growing
church.
• Experience in recruit ing and t raining staff and volunteers.
• Com puter Literacy in Office Support Program s, and DOVE Operat ing System s
• Abilit y to reason (define problems, collect data, establish facts and draw valid
conclusions.)
• Abilit y to write logically and concisely for simple communicat ion.
• Ability to communicate clearly and get point across.
PHYSI CAL DEMANDS
The physical dem ands described here are representat ive of those that m ust be m et
by an employee to successfully perform the essent ial funct ions of this job. Travel
dem ands depend upon scope of needs as described above, and could include som e
overnight church business t r ips per year, by air or other reasonable means of
t ransportat ion.
Bill Miller 2007 XP-Seminar
Executive Pastor of Crossroads Evangelical Free
Church
Job Description
GENERAL INFORMATION
1. Position Title: Executive Pastor
2. Reports to: Senior Pastor
3. Relates closely to: The members of the Church Staff and Church Board
4. Positions reporting to Executive Pastor: Pastors, Ministry Directors,
Administrative Staff and ministry lay leaders as defined by the organizational
chart.
5. Purpose of this Position: To assist the Senior Pastor, Pastors and Ministry
Directors and Church Board in providing leadership for the development of the
ministries of Crossroads Evangelical Free Church, so that it fulfills a defined
mission and reflects Crossroads’ core values.
Providing leadership would include the five key functions of Administrator,
Overseer, Mentor, Catalyst and Minister.
ONGOING RESPONSIBILITIES
The Executive Pastor will always support the Sr. Pastor. This support will be shown
through his loyalty, his encouragement, and by taking on specific duties as they
are assigned. Gain a clear understanding of the authority that the Sr. Pastor is
giving you, and always keep him informed of any significant undertakings or
issues.
The Executive Pastor will always think of the needs of the congregation ahead of any
specific tasks. Identify and act upon ideas that enable the church to operate more
effectively and, in doing so, to better fulfill Crossroads’ vision. These ideas are
likely to cut across organizational boundaries.
MENTOR/DEVELOPER RESPONSIBILITIES: 30%
This is the role of supporting and enabling people to meaningfully engage in the work of
the church. This includes supervision of Pastoral and Directorial Staff, volunteers and
(non-pastoral) paid staff.
1. To develop the pastoral team to provide leadership for the ministries of Crossroads
that are fulfilling their defined mission and reflects our core values.
2. To lead staff meetings and planning retreats.
3. Be available to the pastors and directors to assist in making on-going decisions that
are needed to keep the ministries moving forward.
4. To assist the Ministry Teams in fulfilling their assigned mission and tasks by
helping with their planning and budgeting processes, identifying laymen and
providing resources, and helping resolve any interpersonal conflicts.
5. To oversee the recruiting, selection, training, development, evaluation, and
termination of present and future directorial, office, and pastoral staff, except the
Senior Pastor.
6. To recommend human resource policy and compensation guidelines to the
Compensation Planning Team.
7. To motivate and mobilize staff and other members of the congregation through
recognizing individual strengths, delegating responsibility and maintaining
reasonable oversight.
OVERSEER/LEADER RESPONSIBILITIES: 25%
Analogous to a strategic planner. Differentiating this from the Administrator role, the
Administrator role says the church is firing on all cylinders, the overseer role ensures that
we’re going in the right direction.
1. To oversee the development and implementation of an annual strategic plan and
ministry plans.
2. To monitor and communicate the state of the ministry areas and staff
responsibilities so that things are headed in the same direction and Pastors, Elders,
and other leaders know how their part fits into the whole development of the
church.
3. To assist the Senior Pastor in giving direction through establishing and clearly
communicating vision, goals and plans to pastoral and office staff.
4. To oversee that Board decisions or actions are followed in the operational services
of the church.
5. To assist the Chairman of the Church Board in defining agenda, follow up on past
agenda items, and provide administrative support for the effective functioning of
the Elder Board.
6. To facilitate the flow of information to and from the Church Board and provide
current information to the Board to aid in their decision making.
7. To serve as Secretary to the Board and as a designated corporate officer.
8. To avoid taking sides in conflicts between pastors and elders, he should listen to
each individual, make sure he understands, and seek to build united and
passionate submission to God in each ministry and in each relationship, and for
each individual.
CATALYST RESPONSIBILITIES: 15%
The Catalyst is the person who is looking ahead, envisioning what is on the horizon and
begins the process of orienting others toward the horizon goals.
1. To look for new ways of organizing, operating or ministering that will increase the
church’s impact and influence for the kingdom of God.
2. To look for best practices of other churches or organizations.
3. To make recommendations to the pastoral team or Church Board of things that
need to be addressed for the future development of the church ministries.
4. To monitor the development and implementation of Crossroads Strategic Plan
within all ministry areas.
5. To work with the Church Board and Program Staff to develop a long term plan to
ensure strong goal-oriented ministries.
ADMINISTRATOR/MANAGER RESPONSIBILITIES: 20%
Ensures the church ministries and operations are running smoothly.
1. To manage the on-going operations of church support services, such as, financial
functions, facilities management, communications, and personnel.
2. To identify and implement means to increase efficiency of church support services.
3. To coordinate the annual budget process.
MINISTER RESPONSIBILITIES: 10%
The Minister engages with people on staff, in the church or community on a personal and
spiritual level to encourage them to develop their relationship with the Lord.
1. To walk consistently with the Lord and demonstrate faith and obedience in
personal life and ministry.
2. To demonstrate a consistency of character between his walk with God, how he
deals with people and how he fulfills his responsibilities.
3. To actively engage in an effective personal ministry to the congregation through
small groups or classes and having individual appointments.
4. To conduct congregational care visits, be available for counseling, weddings,
funerals, etc. as needed.
5. To look for opportunities to share Christ and encourage believers to mature in
Christ.
Phillip Moore 2007 XP-Seminar
Executive Pastor Job Description
Position: Executive Pastor
Ministry Area: General Staff / Administration
Accountable To: Senior Pastor
Peer Groups: Department Heads
Position Is: Full Time / Paid Staff
Spiritual Gifts: Administration – Exhortation – Teaching
Talents Abilities: Organizational skills – lead others – sees the
big picture – analytical – works well with
people – communication skills
Ideal Personality Traits: Leader – dependable – trustworthy – loyal –
responsible
Passion For: Assisting the Senior Pastor in leading the
church; freeing him up to do what only he
can do
Responsibilities / Duties:
1. Pray for and support the Senior Pastor
2. Consistently evaluate and recommend solutions to ministry issues
and opportunities
3. Manage the church operations and church staff on a daily basis
4. Keep the Senior Pastor informed on a timely basis of what is
happening within the ministries of the church – good & bad – but
know the boundaries & when too much information is too much
5. Assist the Senior Pastor in overseeing the ministries of the church
– keeping regular contact with the Department Heads, Key
Leaders, and Staff
6. Ensure implementation of church policies and procedures
7. Help develop and oversee departmental budgets and monitor
overall church budget and finances
8. Work with Senior Pastor to ensure excellence of quality in church
wide ministries and programming
9. Facilitate staff training from time to time, deal with personnel
issues, report concerns to the Senior Pastor & offer solutions
10. Meet with the Senior Pastor regularly to clarify and develop
overall church goals and strategy then follow up with staff to
ensure implementation
11. Assist the Senior Pastor in dealing with matters of legal, financial,
and insurance compliance and regulations
12. Directly oversee the Usher, Greeter, Parking Lot, and Security
ministries
13. Deal with the details & “stuff” so that the Senior Pastor doesn’t
have to
14. Head up projects as requested by the Senior Pastor
Steve Moore 2007 XP-Seminar
Victory Family Church
Purpose of position To assure the smooth operation of the organization and cooperation of all church staff to create an environment conducive to the realization of the church’s mission.
To work with the Senior Pastor to facilitate implementation of the vision and strategy of
the church; maximize the effectiveness of present programs, and give leadership to the
staff team and to directly supervise pastoral staff.
The desired end is to increase the effectiveness of the Senior Pastor and pastoral staff in
implementing the mission of the church.
Reports to: Senior Pastor
Relates closely with:
• Senior Pastor and Business Administrator
• Assistant to Executive Pastor
• All pastoral staff
Specific Responsibilities
Day to day leadership management, and decision making of church policies and
ministries, including all pastoral staff and related personnel issues as the primary
representative of the Senior Pastor
Meet on a regular basis with the Senior Pastor to clarify vision, goals and strategy.
Provide input to the Senior Pastor in developing the vision for the church. Work with
Senior Pastor and ministry staff in developing strategies for carrying out the vision and
ministry plan. Work with ministry leaders to develop annual ministry objectives for
fulfilling the church vision.
Responsible for supervision of pastoral staff (except Senior Pastor). Coordinate and lead
weekly staff meetings. Oversee the establishment of measurable goals and annual
performance reviews for pastoral and support staff. Coordinate staff functions.
Works closely with Senior Pastor in communicating vision to ministry staff. Oversees
ministry and support staff. Leads ministry staff meetings. Oversees the selection and
hiring of staff members filling major ministry positions. In the absence of the Senior
Pastor, he represents that position among the staff.
Responsible to schedule consistent individual time with the pastoral staff to help develop
and coach each pastoral staff member for leadership development and ministry
development. The Executive Pastor will visit each pastoral staff’s ministry periodically
and provide them the necessary support they need to do their job. The Executive Pastor is
responsible for the staff’s conduct and what they share or teach to others.
The Executive Pastor is responsible to shepherd each staff and their family by creating an
environment of care. The Executive Pastor is to seek to care for any staff needs that they
may have by ministering to them through pastoral care, counseling, or other avenues or
needs that may arise.
The Executive Pastor is responsible to facilitate communication & conflict management
for the individual staff member and the overall staff team. It is up to the Executive pastor
to communicate to the staff and let them know what is expected of them and how they are
to communicate with each other.
The Executive Pastor is responsible to hold the staff accountable in their budget
spending, time usage, personal purity, personal devotions, personal and professional
relationships.
Dave Patchin 2007 XP-Seminar
Hope Community Church 2005 Employee Agreement
Job proposal for: David Patchin
Job Title: Executive Pastor
Reports to: Governing Board
Role Summary
The Executive Pastor (EP) works closely with the Senior Pastor and Governing Board in
strategic planning and ministry plan deployment and takes over the primary responsibility
for day-to-day church management. The EP enables the Senior Pastor to devote more
time to preaching and teaching. The EP plays a significant role in strategic planning for
the church and helps drive the vision throughout the professional staff. The EP assumes
the primary leadership and oversight duties of the professional staff.
Job Description:
- Staff Supervision and Leadership Development - Serve as chief of staff and
personnel director for pastors, associates, and volunteers. The EP will lead,
evaluate, and mentor professional staff in their areas of ministry and prioritize
future hiring needs.
o Be responsible for the oversight and performance of the professional staff
and lay volunteers.
o Oversee the training and professional development for the pastors and
directors
o Conducts all performance reviews (with input from the Governing Board)
of all pastoral and director level staff. Ensures performance reviews are
done regularly with all staff
o Leads the hiring and dismissal process for all professional staff and
associates with consultation from the Governing Board
o Work with the Governing Board to implement salary reviews and
recommendations
o Oversee the negotiation of insurance and other benefits
o Provide on-going informal performance feedback to the staff
o Establish a Leadership Community for HCC core team members to
encourage and equip them for service
- Strategic Planning and Ministry Plan Development - Take responsibility for
strategic planning and staff coordination in executing the purpose, vision, and
values of HCC. Define strategic goals and vision as a key leader among staff and
Elders. Provide catalyzing challenges that encourage our leadership team to
remain true to our vision. Oversee the development of new ministries that are
mission critical and opportunities for church spiritual growth.
o Lead the strategic planning process, ensuring that vision implementation
and goal setting champion the purpose, vision, and values of HCC.
o Lead any church planting, multi-site, or other expansion ministry plans.
o Oversees all church ministries
o Serve as a staff liaison to the Governing Board.
o Ensure that staff, facilities, policies, procedures, and programs align
effectively to meet our strategic goals.
- ADMINISTRATION - OVERSEE AND EXECUTE THE ADMINISTRATION OF THE CHURCH
THROUGH APPROPRIATE STAFF, LAY LEADERSHIP TEAMS, AND CONSULTANTS (AS
NEEDED AND APPROVED BY THE GOVERNING BOARD). ENSURE THE COMPLETION OF
BUSINESS, FACILITY, AND LOGISTICAL SUPPORT FUNCTIONS THROUGH STAFF AND
LAY VOLUNTEERS.
o Serve as the chief financial officer – provide oversight and direction in the
financial functions of the church, including: Support in fundraising, cash
flow, contributions, insurance, banking and financing, payroll, leases,
budget planning and oversight.
o Supervise the Office Manager and provide direction, as needed, for the
effective functioning of the front office support functions.
o Ensure the timely completion of objectives in the overall building process
and oversee the office manager in their role as the church liaison for the
architect and general contractor
o Oversee the effective functioning and maintenance of computer,
information, and communication systems with support from lay volunteers
and technical consultants.
o Oversee development of and adherence to church policies and procedures.
Skills:
- Uses a strong biblical foundation for wise management in a church. Able to
establish and maintain appropriate standards for accomplishing ministry that
honors both God and people.
- A proven leader and strategic thinker who guides the pastoral staff in casting
vision, and mobilizes administrative support to maintain and advance the ministry
of HCC. Since we work primarily in teams at HCC, the EP must understand group
dynamics and ensure effective consensus building and decision-making.
- Leads with strong interpersonal skills and communicates persuasively and
compassionately both orally and in writing.
- Proven fiscal responsibility – must be competent in the review of budget reports
and be able to spot and correct errors in reporting.
- While it is not a strong job requirement, the ideal candidate has the ability to
teach/preach as needed.
- Meets the qualifications of a church elder (per the Bible)
- Masters degree, MDiv and MBA preferred
Salary period: Jan 1, 2006 to December 31, 2006
Salary:
Self-employed or church employee: Church employee
Retirement benefit:
Health insurance benefit:
Education benefit:
Payment periods: Salary twice a month, retirement and health once a month
Moving allowance: none
Vacation days:
Required office days and hours: N/A
__________________________ Date ________________
Gregg Margosian
Secretary
Governing Board
Hope Community Church
__________________________ Date ________________
David Patchin
Executive Pastor
Mike Reed 2007 XP-Seminar
NorthWood Church Executive Pastor Job Description
Reports to: Senior Pastor Responsible for: Oversight of the staff and ministry in carrying out the mission and vision of the church Specific Responsibilities Include:
Carry out vision of the church with staff – While the Senior Pastor focuses on vision developing and vision casting, the Executive Pastor does not create a new or competing vision but seeks to execute the vision with the staff. The Executive Pastor also gives vital feedback to the Senior Pastor on the rate and speed of implementation, required resources that are needed to get the vision achieved. The Executive Pastor sees the vision and is committed to it but also provides a buffer to the entrepreneurial style of the effective senior minister so the growing but complex organization can handle the vision.
Lead Management Team Meetings – The Executive Pastor is delegated
the authority of leading the Management Team meetings. While the Senior Pastor may or may not be present, the Executive Pastor creates the agenda and facilitates the meeting. On a normal basis this would require a weekly one hour meeting to review goals and budgets, to communicate details and to coordinate events and facilities scheduling.
Set and manage staff goals and reports – The Executive Pastor
assures that all members of the team have specific, measurable, tangible goals that move the organization toward the achievement of the vision. The Executive Pastor also provides a feedback loop to insure that goals are being achieved.
Institutionalize policies and procedures – The Executive Pastor
provides stability for the growing organization by not only working with the team to establish policies and procedures, but also institutionalizing those policies and procedures. In this way there is a justice and integrity to the organization that the entrepreneurial Senior Pastor is incapable of doing.
Hire and Fire management staff and oversee hire and fire of other
staff – While the Senior Pastor gives input into the overall staffing picture
in his weekly meeting with the Executive Pastor, it is the Executive Pastor who is responsible for the formal search process in hiring staff and the formal procedure in dismissing or repositioning of staff. This insures in a growing and complex organization that proper and just and legal procedures are being followed.
Oversee Budgets and Cash Flow with Administrator – While the
Senior Pastor never gives up his overall input in establishing the budget and providing broad oversight of the budget, the daily management of the budget and cash flow of the organization goes to the Executive Pastor. He works closely with the Business Administrator to insure that the church is maintaining their commitments, integrity and a healthy financial position. This also includes the management and adjustment to our five-year pro forma, which are established by the Senior Pastor, Executive Pastor and Administrator and approved by the elders.
Handle personnel conflicts and troubleshoot programming problems
– In a growing and complex organization, personnel conflicts and programming problems are constant. The Executive Pastor is responsible to acknowledge these conflicts and problems, to inform the Senior Pastor of them, develop solutions to handle or fix these problems and then make sure they are achieved.
Coordinate new initiatives with staff – The Executive Pastor is
responsible for instituting new initiatives. Whether that involves new programs in missions or Bible Study programs, etc. the Executive Pastor insures that we get approved initiatives off to a good start. In essence, the Executive Pastor makes sure a workable Business Plan is in place for all new programs.
Dan Reiland 2007 XP-Seminar
Executive Pastor Job Description
January 15, 2007
The Executive Pastor will provide leadership, in partnership with the Senior Pastor,
to ensure the most effective ministry possible in alignment with the vision, core
values and ministry practices of Crossroads Community Church.
This partnership will settle for nothing less than spiritual intensity for God, a spirit
of joy and compassion, and a heart for those who are spiritually unresolved within
the soul of the congregation, and will serve unto this end.
Job Classification: Full Time, Strategic Leadership Team
Reporting to: Senior Pastor
The Executive Pastor will work diligently to create, enhance, and sustain a culture of
spiritual leadership that wholeheartedly embraces the fulfillment of the Great
Commission. This is accomplished primarily, though not exclusively, through leadership
development, creative ministry design, and vision-based strategic planning.
Core Concept: Staff Leadership Coach
Core Responsibilities:
• Create and cultivate a climate and culture in which the staff are passionate about
their faith and their work, excel in their efforts and enjoy a healthy quality of life.
• Partner with the Senior Pastor so that he may focus on the increasingly intensive
responsibilities of public vision-casting and overall church leadership, fresh and
creative communication from the pulpit, entrepreneurial relationships in the
community, and keeping his connection with God alive and white hot.
• Partner with the Senior Pastor in the design and implementation of strategic plans,
measuring specifically the number of baptisms, people in small groups and
serving in some ministry capacity.
• Mentor and Coach the Ministry Leadership Team to help them realize their God
given potential in alignment with the vision and goals of Crossroads Community
Church.
• Design and deliver a comprehensive training and leadership development process
for the Ministry Leadership Team, and full staff.
• Take direct responsibility for hiring and dismissal (and related personnel
functions) of the Ministry Leadership Team, and indirect supervision of all other
employees through the various team leaders on the Strategic Leadership Team.
• Provide day-to-day leadership to the Ministry Leadership Team in the design and
coordination of all church ministries.
• Give direction to the Chief Financial Officer in budget design and
implementation, monitoring and evaluating the general status of the church
finances, and awareness of the relationship and connection of finances to the
spiritual maturity of the congregation.
• Serve as an Elder on the Local Board of Administration.
• General Pastoral Responsibilities (weddings, funerals, sacraments etc.) and
specific leadership responsibilities: including (currently) Membership, Joshua’s
Men, and Crazy Campaign.
Bottom line: Move the ball down the field!
Joel Rude 2007 XP-Seminar
Redwood Covenant Church Job Description
JOB TITLE: EXECUTIVE PASTOR
Reports To: FLSA Status: Exempt Prepared By: Joanna Quintrell, Dennis Edwards, John Strong Prepared Date: 11/9/04 Approved By: The Board of Elders Approved Date: 11/16/04 CHURCH’S MISSION AND VISION: Redwood Covenant Church has a specific mission to help sincere seekers and disenchanted disciples become fully devoted followers of Jesus Christ. SUMMARY: The Executive Pastor partners with the Senior Pastor in leading and shepherding the church and has a specific focus on the following areas of development: staff, financial, campus and leadership. ESSENTIAL DUTIES AND RESPONSIBILITIES: include the following. Other duties may be assigned.
Staff Development:
Sustain and develop a sense of shared mission and teamwork among the pastoral staff, while serving as their direct supervisor and coach:
-As the staff supervisor the EP is to personally and regularly observe them in the performance of their duties, implement an effective approach to ongoing performance reviews, and guide them in developing strengths and overcoming weaknesses. -As the staff coach the EP is to ensure that each staff person develops their leadership abilities to their fullest potential, learns new skills and develops skills that will improve their ability to lead, to do ministry and relate to people.
Oversee the processes associated with the hiring of new staff.
-The EP has the authority in conjunction with the Senior Pastor to recommend to the elders any staffing-related changes on the pastoral level.
-The EP is to oversee the process of implementing all pastoral staffing changes. -The EP is to collaborate with the Business Manager to establish congruent hiring policies regarding support staff.
Staff Development (continued):
In collaboration with the Senior Pastor, plan and facilitate the weekly staff Connections and staff retreats and strategic planning sessions. Attend all elders meetings and serve as the regular liaison between the staff and elders, enhancing communication and cooperation. Facilitate the development and work of the Management Team.
Financial Development:
In collaboration with the Senior Pastor and Business Manager, oversee and develop all aspects of fiscal stewardship. Lead in the development of financial resources to provide sources of income beyond the congregation’s tithes and offerings. Oversee the preparation of the Annual Budget. Adjudicate the requests from various staff to produce a reasonable budget within the estimated income boundaries provided by the elders.
Campus Development:
Ensure that campus development keeps in step with ministry development. Oversee the
process of property acquisition and campus development.
Leadership Development:
In collaboration with the Senior Pastor, ensure that RCC has a comprehensive way of developing leaders.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE:
The ideal candidate will have completed at least a 4-year college degree and have proven
experience related to leadership and management.
SUPERVISORY/LEADERSHIP SKILLS: Skilled in leadership development in a large church or organizational
setting.
Experienced in financial and campus development.
Experienced in hiring and supervising paid pastoral staff. Excellent communication and conflict-resolution skills. Ability to communicate vision effectively. Ability to be well-organized, effectively managing time and tasks. Excellent people skills. LANGUAGE SKILLS Fluency in English is required. Ability to speak Spanish is an asset.
CHANGES: Changes to this job description can be made from time to time by the Senior Pastor and the elders.
Additional Qualifications and Characteristics necessary for the position of:
EXECUTIVE PASTOR
In order to fill this position, we are looking for a man or woman with the following qualifications and characteristics:
ADDITIONAL QUALIFICATIONS: 1. This person must have a vision for this position. We are not looking for someone who will simply fill a position, but for someone who has a love for the Church, a desire to assist us in fulfilling our mission, a heart for leaders, and high standards for excellence in ministry. 2. The ideal candidate will have extensive experience: (a) working in a large church or organizational setting, leading a team (b) with financial and campus development (c) with lay leadership development 3. This person must have demonstrated giftedness in leadership, administration, discernment and wisdom. CHARACTERISTICS: 1. This person should be a people-person: outgoing and positive, with excellent skills in communication.
2. This person must have a sense of humor!
3. This person must be tolerant of failure and able to view failure in themselves and others as learning opportunities. 4. This person must be flexible and willing to make changes rapidly. 5. It should go without saying that this person is expected to be a model of Christian integrity and have an active spiritual life in communion with the Lord and His people. 6. RCC operates in a very informal way, in language and dress. This person must be comfortable with informality. 7. We expect this person to be innovative, able to develop what is working and change what is not. 8. This person must be a learner themselves, always moving forward in their own personal and professional life. They must be able to accept criticism and make changes as necessary.
Mike Sanders 2007 XP-Seminar
WASHINGTON HEIGHTS BAPTIST CHURCH
Job Description: Executive Pastor
Mission: Helping people experience God’s grace and transforming power.
Vision: We envision people along the Wasatch Front experiencing God’s grace and
transforming power by building a network of like-minded churches.
Position Overview: The Executive Pastor is responsible to ensure organizational
alignment with the mission/vision of WHBC, to oversee the ministry outcomes and
personal and professional development of direct reports and ensure effective internal
(staff) communication resulting in all strategic ministries to flourish to their fullest
potential. The EP is responsible for the oversight of the business function of the church
(tactical).
This position is designed to partner with and provide a compliment to the Senior Pastor
position, freeing the Senior Pastor to devote greater time to vision, strategic leadership,
preaching/teaching and leadership development. The EP will understand and carry out
the vision of the Senior Pastor and provide advice, counsel and feedback for the Senior
Pastor.
Reports to: Senior Pastor
Supervises: (Direct Reports)
1. Pastor of Adult Education
2. Pastor of Music & Worship
3. Pastor of Student Ministries
4. Pastor of Children’s Ministries
5. Director of Women’s Ministries
6. Director of Men’s Ministries
7. Office Manager
Leadership Responsibilities:
• Ministry Development: Develop and oversee all aspects of the Pastoral Staff in
partnership with the Senior Pastor.
Expectation: The EP will work to create alignment between the day-to-day
operations of the church and overall church mission/vision.
• Personnel Development: Develop and supervise all direct reports.
Responsibilities include: coaching, organization, training, evaluation, delegation,
leadership development, and hiring staff in consultation with the Senior Pastor.
Expectation: The EP will work toward developing the Pastoral Staff members in
a way that is beneficial to the team member and the ministry.
• Team Development: Set calendar and agendas for Pastoral Staff and facilitate
Pastoral Staff meetings, off-sites and retreats.
Expectations: The EP will organize the large scale management issues to provide
clarity of direction and implementation.
• Team Member: The Executive Pastor is a serving member of the Pastoral
Leadership Team.
Expectations: The EP shall assume all appropriate Pastoral duties as do all the
other members of the Pastoral Staff.
• Ownership of the Ministry Plan: Develop a Ministry Plan in partnership with
the Senior Pastor and then “own” or drive the plan forward while seeking to make
everyone involved in the plan successful in their contribution.
Expectation: There will be a clear tactical Ministry Plan being implemented and
the EP will work to make all contributors to the plan successful.
Necessary Competencies:
• Team Leadership: The EP will monitor organizational dynamics and proactively
meet the needs so that the Staff Team flourishes in their roles.
• Administration: The EP will ensure all personnel practices within the Pastoral
Leadership Team are in compliance with the WHBC Employee Handbook as well
as oversee the administration of those office procedures and policies necessary for
support of the Pastoral Leadership Team.
• Communications: The EP will develop/maintain a high level of quality and
effectiveness of communication from church leadership to the congregation and
from the church to the greater Ogden area.
• Financial Development: The EP will ensure that WHBC has the financial
resources, both operating and capital, in order to meet the current and long term
needs of the church.
• Financial Management: The EP will provide accurate and timely financial
information for informed decision-making and manage the biblical stewardship of
WHBC’s resources.
Paul Sewell 2007 XP-Seminar
TITLE: EXECUTIVE PASTOR
EMPLOYEE: PAUL SEWELL
PURPOSE
The purpose of the Executive Pastor of Oak Hill Baptist Church is to execute the vision
of the Senior Pastor by providing effective and efficient church administration for the
sake of the church.
BIBLICAL BASIS
God has provided the Biblical basis for the purpose of the Executive Pastor. In 1
Corinthians 12:28, the apostle Paul wrote that God has appointed the spiritual gift of
administration in the church. This divine gift can also be translated as leadership,
management, government, and organization.
God clearly wants His people administrated in a way that allows for the effective and
efficient execution of His work here on earth. In Exodus 18, Moses created a system of
judges for the people of Israel. In Nehemiah 3, Nehemiah administrated the people to
rebuild the walls of Jerusalem. In Acts 6, the Apostles organized men to minister to the
needs of the early church. The Apostle Paul spent over a year administrating the funds
that were raised for the church in Jerusalem. Church administration is a Godly and
spiritual duty.
RESPONSIBILITIES
To free up the Senior Pastor to focus on preaching and vision casting for the church by
being responsible for the following areas of church administration:
1. Staff Leadership a. Administrate the staff for church-wide ministry projects
b. Delegate work among the staff
c. Plan weekly staff meetings and leadership development for the staff
d. Create accountability reports and procedures for the staff
e. Define operational process flows for the church
f. Oversight of the church ministry calendar
g. Represent the Senior Pastor in his absence
2. Building Projects
a. Project Manager for all aspects of building construction projects
b. Direct capital campaigns
c. Liaison to the Dream Team
3. Finances a. Oversight of all church finances
b. Provide strategic financial planning
c. Creation of annual operating budget
d. Liaison to Church Treasurer and Finance Team
e. Direct financial audits or reviews
f. Work with lending institutions
g. Administrate accounting systems and controls
4. Human Resources a. Administer all aspects of human resources for the church
b. Create and update the Personnel Policy
c. Ensure the Personnel Policy is being adhered to
d. Work with the Financial Secretary on HR issues
e. Liaison to the Personnel Team
5. Ministry
a. Preach when requested
b. Administer the ordinances of the church when requested
c. Minister in a specific area of ministry, such as College & Career ministry
d. Represent the Senior Pastor in his absence
WORKING RELATIONSHIPS
1. I report to the Senior Pastor
2. Reporting to me:
a. Office Manager
b. Finance Secretary
c. Children’s Pastor
d. Preschool Director
e. Administrative Assistant
3. I work closely with:
a. The Senior Pastor
b. The Senior Staff
c. The Building Team
d. The Finance Team
e. The Personnel Team
Jeff Stewart 2007 XP-Seminar
CROSSINGS COMMUNITY CHURCH Senior Associate/Executive Pastor
(An at-will employment position)
SCOPE OF POSITION
The Senior Associate/Executive Pastor shall provide general pastoral leadership to all
ministry departments as a member of the Management Team, and serve as Team Leader
of the Compassion Team. Additionally, the Senior Associate/Executive Pastor will assist
the Senior Pastor with the execution of general church operations, allowing him to remain
focused on creating memorable worship experiences, sermon preparation, community
relations, and organizational vision.
ORGANIZATIONAL RELATIONSHIP
The Senior Associate/Executive Pastor will be a member of the Management Team and
shall report directly to the Senior Pastor.
RESPONSIBILITIES
1. General Ministry
• Provide general oversight and direction to insure that a supportive and
nurturing environment exists for all Crossings staff (ministry and
administrative).
• Provide consultation and/or have direct involvement with all personnel
issues.
• In the Senior Pastor’s absence, provide general direction and oversight
with the assistance of the Management Team.
• Create agendas for and lead weekly Management Team meetings,
biweekly Ministry Staff meetings, and monthly Compassion Team
meetings.
• Create agenda for monthly Elder meeting and coordinate staff
communication to Elders and Personnel Committee as needed.
• Provide general oversight and direction in the area of ministry staff
development and training (i.e., training in serving communion, baptism,
crisis intervention, etc…).
• Assist in maintaining the highest possible ministry standards and
professional ethics in accordance with the goals, purpose statement, and
core values of Crossings.
• Support the leadership of Crossings, contributing to the spirit of unity
amongst the staff and congregation.
2. Specialized Ministry
• Provide oversight and direction in the development, implementation, and
evaluation of ministry plans of all ministry departments comprising the
Compassion Team (Missions, Congregational Care, Counseling, and
Athletics).
• Provide specific oversight of ministry residents in the graduate assistant
program.
• Provide pastoral and professional counseling to Crossings members as
needed.
• Fulfill teaching assignments in areas of interest and expertise.
• Provide specific oversight and direction of the wedding and pre-marital
ministry (e.g. initial wedding consultations).
• Share general pastoral duties as needed.
Skills Required for Position:
The Senior Associate/Executive Pastor shall exhibit the spiritual gifts of wisdom,
leadership, administration, helps, serving, teaching, faith, and encouragement. He/she
shall be a proven and effective leader in the areas of responsibility attached to this
position.
Education and Experience:
The Senior Associate/Executive Pastor shall possess a Masters degree, at a minimum,
with significant experience in pastoral ministry, and leadership development and staff
management.
Brad Sullard 2007 XP-Seminar
Pastor of Operations & Development
Job Description
Center Point Church
______________________________________________________ GENERAL INFORMATION
1. Position Title: Pastor of Operations & Development
2. Reports to: Senior Pastor
3. Relates closely to: The Board of Directors
4. Positions reporting to Executive Pastor: Pastors and Ministry Directors as defined by the
organizational chart.
5. Purpose of this Position: to serve in support of the Pastor by aiding the development of the
birth, oversight and fulfillment of CPC’s vision. This position is also the steward of operational
details in support of the vision including: the physical, financial, personnel and legal resources of
the church.
ONGOING RESPONSIBILITIES
MENTOR/DEVELOPER RESPONSIBILITIES: 20% This is the role of supporting and enabling people to meaningfully engage in the work of the
church. This includes supervision of Pastoral and Directorial Staff, volunteers and (non-pastoral)
paid staff.
1. To develop the pastoral team to provide leadership for the ministries of CPC that are fulfilling
their defined mission and reflects our core values.
2. To lead staff meetings and planning retreats.
3. Be available to the pastors and directors to assist in making on-going decision that are need to
keep the ministries moving forward.
4. To assist the Ministry Teams in fulfilling their assigned mission and tasks by helping with their
planning and budgeting processes, identifying volunteers and providing resources, and helping
resolve any interpersonal conflicts.
5. To oversee the recruiting, selection, training, development, evaluation, and termination of
present and future directorial, office, and pastoral staff, except the Senior Pastor. Church policy
gives these responsibilities to the Pastor to whom the Pastor of O & D reports to on all staffing
changes.
6. To recommend human resource policy and compensation guidelines.
7. To motivate and mobilize staff and other members of the congregation through recognizing
individual strengths, delegating responsibility and maintaining reasonable oversight.
OVERSEER/LEADER RESPONSIBILITIES: 20% Analogous to a strategic planner. The overseer role ensures that we’re going in the right direction.
1. To oversee the development and implementation of an annual strategic plan and ministry
plans.
2. To monitor and communicate the state of the ministry areas and staff responsibilities so that
things are headed in the same direction and Pastors, Elders, and other leaders know how their
part fits into the whole development of the church.
3. To assist the Senior Pastor in giving direction through establishing and clearly
communicating vision, goals and plans to pastoral and office staff.
4. To oversee that Board decisions or actions are followed in the operational services of the
church.
5. To facilitate the flow of information to and from the Elder Board and provide current
information to the Board to aid in their decision making.
CATALYST RESPONSIBILITIES: 15% The Catalyst is the person who is looking ahead, envisioning what is on the horizon and begins the
process of orienting others toward the horizon goals.
1. To look for new ways of organizing, operating or ministering that will increase the church’s
impact and influence for the kingdom of God.
2. To look for best practices of other churches or organizations.
3. To make recommendations to the pastoral team or Elder Board of things that need to be
addressed for the future development of the church ministries.
ADMINISTRATOR/MANAGER RESPONSIBILITIES: 40% Ensures the church ministries and operations are running smoothly.
1. To manage the on-going operations of church support services, such as, financial functions,
facilities management, communications, and personnel.
2. To identify and implement means to increase efficiency of church support services.
3. To coordinate the annual budget process.
MINISTER RESPONSIBILITIES: 5% The Minister engages with people on staff, in the church or community on a personal and spiritual
level to encourage them to develop their relationship with the Lord.
1. To walk consistently with the Lord and demonstrate faith and obedience in personal life
and ministry.
2. To demonstrate a consistency of character between his walk with God, how he deals with
people and how he fulfills his responsibilities.
3. To actively engage in an effective personal ministry to the congregation through teaching
groups or classes and having individual appointments.
4. To conduct congregational care visits, be available for counseling weddings, funerals, etc.
as needed.
5. To look for opportunities to share Christ and encourage believers to mature in Christ.
Steve Swadley 2007 XP-Seminar
McKinney Fellowship Bible Church
Position Description
Executive Pastor
Position Overview
The Executive Pastor is directly responsible to the Senior Pastor for developing and leading the execution of the Ministry Plan for church programs and coordination of such programs through the staff and volunteer leaders. Direct oversight will consist of managing staff, church budget, look and feel of the building and all-church events. The Executive Pastor will oversee the functions of McKinney Fellowship Bible Church in the absence of the Senior Pastor.
This is a full time exempt position. As such, the employee is expected to manage his/her workload and time with their supervisor. A typical workweek for this position is 40-50 hours, with expectation that most of the work will occur in the office during normal business hours.
Relationships
• Reports to Senior Pastor; serves on Management Team, leads the staff.
• Works closely with the Sr. Pastor and Elder Board.
• Supervises the leaders of Children’s Ministry, Student Ministries, Services Department, Adult ministries, Global/local outreach Operations and his administrative assistant.
• Establishes, manages, and supports ministry volunteers/teams in addressing responsibilities.
Key Responsibilities
Lead the church
• Senior Pastoral Leader: In the absence of the Senior Pastor, receive his ministerial phone calls, lead management team meetings, oversee and lead worship services, and other ministerial needs as they arise.
• Represent Senior Pastor at ministry team meetings, capital campaign meetings, and building meetings as requested.
• Give periodic reports, including updates and recommendations, to the Board of Elders as requested by the Senior Pastor.
• Ensure follow up to all prayer requests and comments from the services
• Design and approve changes to look and feel of the building and grounds.
• Provide oversight and direction in the development of new ministry opportunities discovered in the church and the community.
Lead the Staff
• Forecast future personnel needs and budgets based on ministry development in assigned areas.
• Oversee hiring process, planning new hires, approving new personnel, and give direction and guidelines to the interview process for people/areas supervised.
• Ensure staff are healthy. plan staff events outside regular meetings (activities, retreats, lunches)
• Ensure Staff is fruitful and faithful and fulfilled in ministry. Manage the review process for all staff keeping all on task, focused on our objectives for the year and the quarter.
• Manage the budget on a monthly basis for all staff.
• Resolve conflicts among staff and with church members.
• Coordinate cross ministry efforts and initiatives and assemble task forces as necessary for project development and implementation.
General
• Participate in Worship Planning Team brainstorm meeting for weekend services and serve as a backup worship leader for the services.
• Perform other duties as assigned by supervisor.
Skills and Abilities Needed
• Leadership: Ability to effectively organize, influence, and lead teams using people and information resources to accomplish goals and objectives.
• Equipper: Ability to equip people to do the work of ministry. (I do, you watch; I do, you help; you do, I help; you do, I watch; you do, someone else watches.)
• Listener: Both to God through prayer and to people through focused time.
• Servant: We teach what we know, but reproduce what we are; thrive on leading by serving, while being in the background.
• Management: Ability to understand the details of individual ministries without getting mired in them.
• Peacemaker: Ability to resolve conflicts well.
Character Traits Needed
• Maturity – commitment to Christian growth with the ultimate goal of Christlikeness.
• Pastor – as an under-shepherd, reflect the Chief Shepherd in both character and ministry.
• Trustworthiness – manage confidential information with integrity and discretion.
• Integrity – passion for being above reproach.
• Servant-Leader – devotion to serving the McFBC staff, ministry volunteers, congregation, and community through a commitment to all ministries of McFBC.
• Loyalty – high level of devotion and commitment to McFBC, the Sr. Pastor, and the Elder Board.
Kim Swyden 2007 XP-Seminar
Executive Pastor
Job Title: Executive Pastor
Department: Pastoral
Position Reports To: Pastor-Teacher (Elder Council)
Positions Supervised: Pastor of Membership Development, Pastor of Education,
Pastor of Pastoral Care, Pastor of Ministries of Jesus, Pastor of Administration and an
administrative assistant.
Job Summary: Responsible for ensuring the successful implementation of
Henderson Hill’s vision and purpose statement through overall, day-to-day leadership,
management, and decision making of all church policies, programs, and staff. Serves as
“Chief Operating Officer” for the church.
Functions of the Position:
• Work with the Pastor-Teacher to establish and communicate long-term objectives
and ensure that the purpose and vision of the church are carried out in all
ministries and programs
• Provide leadership and accountability for ministry and business operations, which
includes working with the Pastor of Administration monitoring budgets,
developing calendar, and communicating with the congregation
• Monitor the pulse of the congregation through research, planning, and strategies
for growth, goal achievement, and program planning
• Serve as the first representative of the Pastor-Teacher at meetings and programs
• Provide supervision for Pastor of Administration, Pastor of Education, Pastor of
Pastoral Care, Pastor of The Ministries of Jesus, and Pastor of Assimilation.
• Lead in special projects as assigned by the Elder Council or Pastor-Teacher
Required Gifts, Knowledge, Skills, and Abilities:
• A mature Christian with superior working knowledge of Scripture and a
demonstrated ability to communicate the truths of God’s Word
• Ability to set goals and develop strategic and long-term plans, in total reliance on
the leadership of the Spirit
• Elder qualified
• Gifts that compliment those of the pastor-teacher
• A highly disciplined person who can stay on task
• Exceptional administrative skills, and the gift of administration and/or leadership
• Outstanding delegation ability
• Strong communication skills
• Excellent skill in leading through consensus building
• Ability to model servant leadership
• Humility
• The ability to take a plan from design to completion
• Passionately desire to build unity among the staff and church family
• Ability to recruit other managers and administrators to form and maintain
management and administrative support of ministry areas
Matt Walden 2007 XP-Seminar
Orchards Community Church
Position Description
Title: Executive Pastor
Hours: Full Time
Purpose: Assist the Senior Pastor by implementing vision
through organizational and strategic leadership
Organizational Relationship: REPORTS TO: SENIOR PASTOR
Supervises: Ministry Staff (Pastor of Adult Ministries, Youth Pastor &
Administrator)
Primary Areas of Responsibility: • Manage Ministry Staff
• Oversee facility use and development
• Manage budget and finances
• Establish and direct strategic planning in cooperation with SP and
MC
Secondary Areas of Responsibility: • Oversee ministry strategy insuring the church mission is
accomplished
• Lead Staff Meetings
• Meet regularly with individual ministry staff
• Establish performance standards, job descriptions and conduct
performance reviews for professional staff
• Work closely with struggling or ineffective key ministries
• Support the starting of purposeful ministries and programs
• Identify, mentor and develop leaders
• Oversee the establishment of lines of communication,
accountability, support and training throughout all areas of the
ministry
• Attend Ministry Council Meetings, giving staff reports and providing
other information as needed
• Work closely with Senior Pastor, helping to protect him, his
priorities and schedule
• Lead a Small Group
• Work with the Administrator in establishing budget projections,
salary reviews and recommendations
• Manage staff salaries and benefits
• Oversee capital projects
• Teach 301 Class
• Perform Pastoral duties including counseling, visitation, weddings,
funerals, preaching as requested
• Perform other administrative duties assigned by the SP
Jack Warren 2007 XP-Seminar
FELLOWSHIP BIBLE CHURCH NORTH
Job Description
Job Title: Executive Pastor
Reports To: Senior Pastor
Prepared By: Jack Warren
Prepared Date: October, 2006
Approved By: Senior Pastor
Approval Date: October, 2006
SUMMARY: The role of the Executive Pastor is to implement the vision and mission of Fellowship Bible
Church North.
FBCN STAFF PASTOR ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
• Commit to doing ministry as a team – develop interdependence among team members and be
authentic with team members.
• Commit to participate in the core functions of Fellowship Bible Church North.
• Advise and care for people using a Biblical grid when called for (Pastor-of-the-Day calls and
general interaction with the FBCN Body).
• Be available to perform sacerdotal functions (weddings, funerals, communion and baptisms).
• Regularly attend and participate in staff and pastoral meetings and/or training.
• Be an effective and wise steward of the supplies and equipment provided by the office, and in the
use of all budgets.
• Be available to assist other ministries and pastors with projects or by handling specific
assignments.
EXECUTIVE PASTOR
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
1. Oversee Strategic Planning Process
2. Lead and Develop the staff team
3. Manage staff team leaders
4. Manage the Support team (finance, HR, Facilities)
5. Oversee the relocation project
6. Provide leadership support for the Church
7. Provide support for the Senior pastor
8. Pursue personal growth and development
1. Oversee Strategic Planning Process
a. Build a five year strategic plan
b. Lead strategic team meetings
c. Establish a clear planning process that moves from exploration to execution
2. Lead and Develop the staff team
a. Oversee staff hiring and transitions
b. Oversee staff evaluations/development plans
c. Create a staff development plan (books, fun days, prayer days, guests)
d. Attend annual conference with management team
e. Provide development opportunities for management team
f. Coach and mentor managers
g. Build staff culture (creative, fun, energetic, spontaneous, celebratory)
3. Manage the staff team leaders (managers)
a. Oversee ministry planning and budgeting process
b. Build an integrated strategy with team plans, goals, measurements, etc.
c. Lead weekly management meetings
4. Manage the support team
a. Give direction to support team leaders
b. Manage intersections between management team and support team
5. Oversee the relocation project
a. Determine scope and timing of the project
b. Build an executive team to manage all aspects of the project (design, construction,
communication)
c. Give direction to executive team leaders
d. Oversee the capital campaign
6. Provide leadership support for the church
a. Organize vision night and leadership appreciation event
b. Have a monthly presence in the worship service
c. Speak one – two times a year
d. Be visible and encouraging during weekend services
e. Be available for crisis counseling, weddings, funerals, baptisms
7. Provide support for the senior pastor
a. Keep him informed through a weekly meeting
b. Be available to address issues that come to him
c. Manage intersections between staff and senior pastor (staff meetings, events,
conferences, etc.)
d. Plan agenda for and attend all elder business meetings
8. Pursue personal growth and development
a. Build a team of trusted advisors
b. Read, network, attend growth opportunities
c. Model healthy family leadership
d. Build an annual development plan
Steve Watkins 2007 XP-Seminar
Southern Hills Baptist Church, Tulsa, Oklahoma _____________________________________________ I. JOB TITLE: Executive Pastor II. CLASSIFICATION: Full time - Ministerial Staff III. PRINCIPAL FUNCTION
Provide leadership for t he development of t he minist ries of Sout hern Hil ls Bapt ist Church, so
t hat it ful f i l ls a def ined mission and ref lect s core values. Providing leadership would include
key funct ions of St af f Development , St rat egic Leadership, Planning and Pastoral responsibil i t ies
and work in conj unct ion wit h St af f Commit t ee and Deacon Advisory Council . The Execut ive
Pastor wil l be a leader who complements t he gif t s of t he Senior Past or. The Execut ive Pastor
wil l serve as t he operat ional bridge bet ween t he developments of t he st rat egy / vision and
development of specif ic minist ry plans by each pastor or minist ry director. The Execut ive
Pastor wil l report direct ly t o t he Senior Pastor. The Execut ive Pastor wil l oversee al l Associat e
Pastors, Minist ry Direct ors, Business Administ rat or, personnel and relat ed support staf f . The
Execut ive Past or posit ion wil l be selected and approved by t he St af f Commit t ee wit h t he
advice and consent of Senior Pastor.
IV. STAFF DEVELOPMENT & MANAGERIAL RESPONSIBILITIES
This role of support ing and enabling people t o meaningful ly engage in t he work of t he church.
This includes supervision of Pastoral, Direct orial St af f , Volunt eers and Support St af f .
Develop t he pastoral t eam t o provide leadership for t he minist ries of SHBC.
Lead st af f meet ings and planning ret reat s.
Be available t o t he pastors and directors t o assist in making on-going decisions.
Direct ly responsible for hiring and t erminat ion of Associat e Past ors, Directors, Business
Administ rat or, and Support St af f af t er t he advice and consent f rom Senior Pastor
and/ or St af f Commit t ee and/ or appropriat e Search Commit t ee.
V. STRATEGIC LEADERSHIP AND PLANNING
Oversee t he development , implement at ion, fol low-t hrough, evaluat ion of an annual
st rat egic plan, minist ry plans and budget requirement s of al l minist ries and operat ions
of t he church.
Monit or and communicat e t he st at e of t he minist ry areas and st af f responsibil it ies so
t hat t eam unit y is apparent and Pastors, Direct ors, Deacons and ot her leaders know
how t heir part f it s into t he whole development of t he church.
Assist t he Senior Pastor in giving direct ion t hrough est abl ishing and clearly
communicat ing vision, goals and plans to Pastoral, Direct ors, and Support St af f .
VI. PASTORAL RESPONSIBILITIES
Engages wit h people on st af f , in church or communit y on a personal and spirit ual level
t o encourage t hem t o develop t heir relat ionship wit h t he Lord.
Walks consistent ly wit h t he Lord and demonst rat es fait h and obedience in personal l ife
and minist ry.
VII. QUALIFICATIONS AND EXPERIENCE
Must at a minimum have a bachelor degree f rom an accredit ed college or universit y;
some seminary t raining preferred but not required.
Must have at least 2 years supervisory or management experience and a seminary
degree OR 5 or more years experience in budget ing and personnel management wit h a
church or corporat ion.
Must have 5 or more years of leadership experience eit her on a church st af f or as a lay
leader, in eit her case, having shown evidence of underst anding and support ing bot h
minist erial and lay leaders, as well as demonst rat ing skil ls in mot ivat ing bot h a peer
and employees.
Must have ef fect ive communicat ion skil ls, possess a posit ive at t it ude, and be
ent husiast ic in carrying out t he vision of t he church.
John Westcott 2007 XP-Seminar
Uxb rid g e Churc h o f the Na za re ne EXECUTIVE PASTOR JOB DESCRIPTION
POSITION TITLE: Exe c utive Pa sto r
REPORTING RELATIONSHIP: Exe c utive Pa sto r re po rts d ire c tly to the Se nio r Pa sto r. All o the r
ministry pa sto rs, la y le a de rs a nd pro fe ssio na l sta ff re po rt to the Exe c utive Pa sto r.
POSITION SUMMARY: The Exe c utive Pa sto r will wo rk c lo se ly with the Se nio r Pa sto r in
visio n/ stra te g ic d e ve lo pme nt a nd ha s prima ry re spo nsib ility in the d a y-to -d a y
ma na g e me nt o f the c hurc h. The Exe c utive Pa sto r will p la y a sig nific a nt ro le in the
stra te g ic p la nning fo r the c hurc h a nd will he lp d rive the visio n thro ug ho ut the sta ff. The
Exe c utive Pa sto r will a ssume the prima ry ma na g e me nt a nd o ve rsig ht dutie s o f a ll ministry
p a sto rs, la y le a de rs a nd p ro fe ssio na l sta ff. The Exe c utive Pa sto r will b e e xp e c te d to fulfill
the dutie s o f a pa sto r, inc lud ing pre a c hing , te a c hing a nd pa sto ra l c a re .
QUALIFICATIONS
The Exe c utive Pa sto r sho uld po sse ss the c ha ra c te ristic s o utline d in 1 Timo thy 3:1-7
a nd 1 Co rinthia ns 4:1-2.
1 Timo thy 3:1-7
He re is a trustwo rthy saying : If anyo ne se ts his he art o n be ing an o ve rse e r, he de sire s a
no b le task. No w the o ve rse e r must be abo ve re pro ac h, the husband o f but o ne wife ,
te mpe rate , se lf-c o ntro lle d, re spe c table , ho spitab le , ab le to te ac h, no t g ive n to
drunke nne ss, no t vio le nt but g e ntle , no t quarre lso me , no t a lo ve r o f mo ne y. He must
manag e his o wn family we ll and se e that his c hildre n o be y him with pro pe r re spe c t. (If
anyo ne do e s no t kno w ho w to manag e his o wn family, ho w c an he take c are o f Go d's
c hurc h? ) He must no t be a re c e nt c o nve rt, o r he may be c o me c o nc e ite d and fall
unde r the same judg me nt as the de vil. He must also have a g o o d re putatio n with
o utside rs, so that he will no t fall into disg rac e and into the de vil's trap.
1 Co rinthia ns 4:1-2
So the n, me n o ug ht to re gard us as se rvants o f Christ and as tho se e ntruste d with the
se c re t things o f Go d. No w it is re quire d that tho se who have b e e n g ive n a trust must
pro ve faithful.
The Exe c utive Pa sto r sho uld e xhib it kno wle dg e a nd unde rsta nd ing o f the Na za re ne
Churc h a nd the Ma nua l, with pa rtic ula r c o mmitme nt to :
Pre a mb le p . 56 Ma nua l, Ma nua l, Pa rt 5: ¶400-435
Ma nua l, Ad ministra tio n/ Lo c a l Go ve rnme nt ¶100-162
The Exe c utive Pa sto r must e mb ra c e the visio n o f Se nio r Pa sto r a nd missio n o f o ur
c hurc h to Wo rship Go d , Wa lk in Christ-like ne ss, Wo rk in the Ministry a nd Win Our
Co mmunity.
The Exe c utive Pa sto r sho uld b e g ifte d in the a re a s o f ma na g e me nt, le a de rship ,
a d ministra tio n, o pe ra tio ns, fina nc ia l ma na g e me nt.
MAJOR DUTIES AND RESPONSIBILITIES
Vision a nd Stra te g ic Pla nning (10% )
Wo rks with the Se nio r Pa sto r to de ve lo p the visio n fo r the c hurc h a nd the ne c e ssa ry
stra te g ie s to c a rry o ut tha t visio n. The Exe c utive Pa sto r will b e re spo nsib le fo r c re a ting the
wo rk p la ns a nd g o a ls fo r a ll c hurc h ministrie s.
Ma na g e me nt (30% )
The Exe c utive Pa sto r will b e a c c o unta b le fo r the fo llo wing ma na g e me nt dutie s:
Re spo nsib le fo r the ma na g e me nt a nd pe rfo rma nc e o f the pro fe ssio na l sta ff a nd la y
vo lunte e rs.
Esta b lishe s lo ng a nd sho rt te rm, me a sura b le g o a ls with the sta ff.
Co nd uc ts a ll pe rfo rma nc e re vie ws with input fro m the Se nio r Pa sto r a nd Pe rso nne l
Co mmitte e o f a ll p ro fe ssio na l sta ff b ia nnua lly a nd la y vo lunte e rs a nnua lly.
Re spo nsib le to re po rt find ing s to the Churc h Bo a rd .
Le a d s the hiring pro c e ss fo r a ll p ro fe ssio na l ministry sta ff.
Runs we e kly Pa sto r Sta ff me e ting .
Ministry De ve lopme nt a nd Exe c ution (25% )
Disc iple ship: As sta te d in Ma tthe w 28:19-20, “The re fo re g o and make disc iple s o f all
natio ns, baptizing the m in the name o f the Fathe r and o f the So n and o f the Ho ly
Spirit, and te ac hing the m to o be y e ve rything I have c o mmande d yo u. Exe c utive
Pa sto r is re spo nsib le to de ve lo p a nd e xe c ute a thriving d isc ip le ship ministry.
La y Ministry De ve lopme nt: In a c c o rda nc e with 1 Co rinthia ns 12-14, Ro ma ns 12:1-21,
e spe c ia lly ve rse s 3-8, the Exe c utive Pa sto r will o ve rse e the te a c hing , id e ntific a tio n
a nd imple me nta tio n o f sp iritua l g ifts in the live s o f the sa ints a t Uxb rid g e Churc h o f
the Na za re ne .
Christia n Educ a tion: Re sp o nsib le to o ve rse e a nd d e ve lo p Christia n Educ a tio n
c o mmitte e , inc lud ing Yo uth Ministry/ Yo uth Pa sto r a nd Child re n’ s Ministry/ Child re n’ s
Pa sto r a nd a ll fa c e ts o f Christia n Educ a tio n thro ug ho ut the c hurc h, inc lud ing
Sund a y Sc ho o l, b ib le stud ie s, e tc .
Pre a c hing a nd Te a c hing (15% )
As c a lle d upo n b y the Se nio r Pa sto r, p re pa re a nd g ive se rmo ns/ te a c hing s tha t a re
re le va nt a nd c ha lle ng e me mb e rs a nd the unc hurc he d to b e c o me fully d e vo te d
fo llo we rs o f Christ.
Ove rse e s a ll Ministrie s of the Churc h (15% )
The Exe c utive Pa sto r will b e re spo nsib le to insure tha t a ll ministry de pa rtme nts a re
c o o rd ina te d a nd inte g ra te d into the o ve ra ll ministry visio n a nd g o a ls.
Fina nc ia l Administra tion (5% )
In c o njunc tio n with the Se nio r Pa sto r, Tre a sure r a nd Churc h Bo a rd , the Exe c utive Pa sto r
wo uld a ssist with b udg e t re vie w, po lic y a nd a nnua l fo rma tio n, fa c ilitie s a nd p la nt
ma na g e me nt.