The Job Description thread is starting off nicely...

What about a contract? Do any of you preachers have a written contract with your congregation? Ever have one in the past?

-- Anonymous, January 27, 2000

Answers

Now that might not be a bad idea. If, when accepting a position, a contract with the congregation is agreed on that you cannot be fired for a whim (i.e., you made someone "influential" mad), and that you must be there for a minimum amount of time (more than say 3 years) maybe some of the current abuses would stop.

Like I tried to say in the last post (but don't think I was clear, because I was ticked at someone from a different board at the time...and I do apologise for that) just because its a church does not mean that sound personnel and administrative policies and procedures are unnecessary. On the contrary, I am more inclined to believe that they are MORE necessary because of the mostly "voluntary" nature of things in a church.

There is a book about this that I think is called "A Theology of Church Administration" by a guy named Seigler. I'll have to dig through my library to find it. He explains these concepts really well, and shows how to set it up.

I think a comment about church by-laws can be inserted here. It is my opinion that this is where the job descriptions and expectations should be. This document could serve as the informal contract. Just a thought.

-- Anonymous, January 28, 2000

Duane, in my current situation- I do not have a contract persay, but I do not answer to a board either. I work as a Preacher and as an Elder with the other Elders in my congregation... we are a team. In this day and time it is hard to realize that the ideal situation does exist- the Lord lead me to the ideal.... Praise God.

In my last church I was under a strick contract. Even my sickdays were numbered. Then the board wanted to know my complete where abouts. I asked several ministers and they said do not give it and make your stand. I only took part of their advice. I kept my own records and then submitted them bimonthly. And what I submitted was not my complete record. I feel that no board has that right to know everything you do. You are not just an employee... you are also a spiritual leader. You are not a submissive "preacher boy" to behave according to the board's liking. Perhaps, I am too stubborn- but I feel too many ministers are treated like garbage by their congregation. Many will say that the buisness world treats their employees in that way so we must too. But that is wrong... the church is not a corporation nor is it a buisness or organization. It is an organism! We are a body with different roles and function. We as a church are meant to grow not maintain.

Sorry I did not respond sooner.

Anthony Kelley

-- Anonymous, January 28, 2000

I think Anthony has hit the nail on the head here. The church is an organism, not a business, so strict business practices do not apply. I agree with him that his second example church was out of bounds, and over controlling. However, I still must say that I think we should still have some form of organization. Its not for control, but for efficiency. Efficiency is for the sake of banishing confusion and being a good steward of our resources (which in this case is ourselves).

-- Anonymous, January 28, 2000

Our ministers have contracts,that detail things like days off, holidays time, vacations, salaries, general duties, severence agreements, etc. They also include, I think, a breakdown of how the salary packages are set out -- pay, housing allowance, health insurance, annuity, etc., so that all those things are explicitly delineated and quantified, should the IRS ever try to get more money out of either the church of the ministers. We don't look for loopholes to get away with things, but we want to give them the legal protection they may well need in an increasingly hostile socio- political environment.

-- Anonymous, January 28, 2000