Job Descriptions 2007 XP-Seminar

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.