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If everyone knows their role and works at accomplishing that role, the church church or ministry will be more effective. This key element is also why drafting job descriptions cannot be delegated solely to an administrator or human resources department within a church or ministry. Pastors and senior leaders need to help shape the job descriptions, listing the gifts, skills, and talents needed to perform the job and the church’s or ministry's expectations for the job.
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Tip. Church Church and ministry leaders should be honest about the gifts and talents needed to accomplish a specific task and strive to match those requirements to the gifts and talents of staff and volunteers. The goal is for each worker to do what they do best. |
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Job descriptions make great communication tools. When a job description is clear about how to do tasks and responsibilities correctly, the church can ministry can often avoid unmet expectations between the worker and the churchministry.
Job descriptions can also inform other staff members of the duties of each position and clarify responsibilities among all team members.
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The reviewer should go through the job description and compare the worker’s performance against each item listed as a job duty. The reviewer can document whether the employee’s performance equals or exceeds the church’s ministry’s expectations for each task. If a worker fails to improve after receiving notices of performance deficiencies, it is easier to justify firing the individual.
4. Provides a discipleship tool
Church Church and ministry leaders rarely recognize the spiritual value of job descriptions. Yet, they can play an essential role in the spiritual development of the staff.
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Tip. Job descriptions should explain how this position assists the church ministry in accomplishing its mission. |
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Job descriptions should be changed to reflect new expectations and new skill requirements. Changes frequently happen in the church church and ministry world. Church leaders Leaders should review job descriptions with the workers at least annually and possibly more frequently. Employees should initiate changes to their job descriptions when supervisors instruct them to perform a task outside their listed duties. This accountability helps supervisors stay within their responsibilities. It also provides employees with an avenue of appeal if they object to the new responsibilities.
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Job descriptions provide guardrails against serious law violations in making employment decisions. Compliance requires structure and discipline. Job descriptions can provide structure and give church church and ministry leaders a tool to develop self-discipline in making employment decisions that avoid legal entanglements.
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8. Guides employment decisions
Church Church and ministry leaders should review an employee’s job description before making any critical personnel decisions. That is, leaders should make decisions consistent with the job description. The review process can help a church leader make more objective personnel decisions.
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9. Avoids hiring mistakes
Many church church or ministry leaders face situations where someone wants to be hired for a position because they need a job, regardless of their qualifications. Screening each candidate based on minimum job qualifications listed in a job description helps ensure that an unqualified person—including a friend or relative—is not hired.
If the church church or ministry has a written job description and is disciplined enough to hire only qualified persons, hiring disasters can be avoided. A solid job description allows a church or ministry to honestly convey care to unqualified applicants while communicating their inadequacies for the job at hand.
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