Church employees often wear many hats and juggle countless responsibilities.
Creating church staff job descriptions is one way to help keep employees focused on the most important tasks that support global ministry goals and objectives.
Working for a church is very different than working for a business in that much of what gets done in church is tied to helping other people in times of need.
This creates a unique dynamic not seen in many other organizations.
For this reason, the responsibilities of a church employee may change often, depending on what the church is involved with at any particular moment in time.
Creating a church personnel job description should not be overly complicated but should clearly define what is expected of the employee and help the employee understand what the priorities are and how those responsibilities support the mission of the church.
Job descriptions and employee goals should be used to communicate job expectations to employees but should also be incorporated into the annual performance appraisal process.
An important step in developing an employee job description is identifying which strategic goals or objectives need to be accomplished. Every job description should be written to support goals that help fulfill the church mission.
For example, if there is an organizational goal to improve the volunteer experience, one step might be to create a volunteer program to support approval and placement of volunteers. That goal can be used to identify specific job responsibilities.
A job description document should describe the purpose of the position, reporting relationship and job responsibilities. This helps the employee understand who their supervisor is and what their job responsibilities are. It is important to take the time to update this document as job responsibilities change so the employee spends their time doing those things that support the mission.
The following sample church job description, describes key responsibilities for an employee who manages the volunteer office.
Job descriptions should be updated on an annual basis and should be part of the performance appraisal process. It should also be tied to individual goals which should support departmental and ultimately global church strategic goals.
Common job description mistakes:
- Failing to update job descriptions annually.
- Supervisors not observing what employees do on a day-to-day basis as compared to what is written in the job description.
- Leadership not tying the employee’s job description to departmental goals and ultimately church goals.
- Leadership not holding employees accountable for completion of annual goals.
Well written church employee job descriptions help ensure employees understand what is expected of them and gives them an understanding of how what they do supports the church mission. But more importantly, well defined job descriptions can help churches achieve their goals, strategic plans and ultimately their mission.
If you found this article helpful, please share it!