– The Importance of Job Descriptions –

As I sit here in my study, I have just finished browsing over one dozen books related to church planting, leadership, church growth, and administration.  While many helpful ideas appear, there is something noticeably absent.  Not one of these books even begins to deal with the subject of local church job descriptions! 

Not only do I find this deficiency puzzling, I also find it disturbing.  If pastors are to take seriously the God-given responsibility of “perfecting the saints for the work of the ministry” (Ephesians 4:12), then job descriptions are not only helpful, but necessary.

How can we possibly recruit and train God’s people for service when we have no written directive?  How can we even begin to think that busy Christians will volunteer for service when they have no clear idea of the responsibilities related to the task?  Far too many pastors are struggling to staff church programs and ministries without the valuable assistance of job descriptions. 

The Benefits of Written Job Descriptions

1. They clarify responsibility!  Local churches are notorious for failing to define ministry responsibilities.  When responsibility is not assigned, valid needs are often unmet.  Far too often no one seems to know who is in charge.  As I travel from church to church, I witness this condition over and over again.  Where are the ushers?  No one is in the nursery!  Who is taking Mrs. Smith’s Sunday school class?  Who knows where the visitors’ cards are kept?  Why isn’t the baptistery filled with water?  Written job descriptions help alleviate this ministry vacuum. 
2. They help heighten morale!  Workers need to know what they are supposed to do and to whom they are accountable.  With this information in place, much anxiety is relieved.  Most Christian servants I know do indeed want to do their best.  It is their desire to please both the Lord and their pastor.  Informed people are happy people.
3. They evaluate job performance!  Whether paid or volunteer, job performance is an important issue.  A job description enables a supervisor to evaluate a worker objectively.  Can he handle more or greater responsibility? Should she be promoted?
4. They assist in analyzing overall church work!  As a pastor begins to develop job descriptions, often two discoveries are made: overload and neglect.  Overload involves too many people assigned to a specific task or responsibility.  Neglect involves the absence of adequate personnel. 
5. They serve as a guide for appropriate placement!  The focus must not only rest on the specifics of the job description, but also on the person.  In other words, what are his spiritual gifts?  How much experience has she had?  In reality, can he perform this job?  It is foolish to place a person in a position simply because he is willing to serve.  Attitude is very important, but so is ability!
6. They aid the new worker!  No one can possibly remember every specific aspect of the job.  Having a clearly defined job description will enable the worker to make certain that he is doing everything for which he is responsible.  Confidence is built, and performance is enhanced. 
7. They promote overall church organization!  Organizational “flow” charts are helpful tools.  As a church grows, there comes a time when specific duties must be grouped under a particular supervisory position (such as an assistant pastor, coordinator, or deacon).  The use of written job descriptions enables organization of job titles by function, thus promoting good organization throughout the entire church work force.  In other words, so many “positions” answer to one particular supervisor; other “positions” answer to another supervisor.

Suggestions for Developing Job Descriptions

1. Make certain that your job descriptions are written!  A verbal job description is almost useless.  How can a worker possibly remember every aspect of his job? When job descriptions are written, misunderstandings are greatly reduced. 
2. Make certain that your job descriptions include a statement of accountability!  To whom is this position responsible and answerable?
3. Make certain that your job descriptions contain a “principal function” statement!  Simply, this is a one or two sentence statement describing the position.
4.  Make certain that your job descriptions deal with possible future changes! I always include a statement such as, “As in all positions, the pastor may alter your job description.  This would only be done to increase the efficiency of church work and ministry.”

One resource that I have developed may prove to be helpful to you:  The Complete Book of Local Church Job Descriptions.  This book is divided into seven main sections, covering 31 job descriptions.  They included Bus Ministry, Christian School, General Church (usher, nursery, etc.), Deacons, Music, Staff, and Sunday School.  To order this resource, contact me at cshoemaker@tbc.edu or visit www.churchplantingamerica.org.