FBC Salisbury, MO
Pastor Job Description
TITLE: PASTOR
Principle Function – The pastor is responsible to the church for providing spiritual and administrative leadership of the church; and is to use his skills in proclamation and pastoral care to meet the needs of persons in the church and community.
QUALIFICATIONS:
REPORTS TO:
The Congregation through the Church Council. The Pastor is encouraged to speak with the Deacons on a regular basis, concerning the general health of the Pastor/Congregation relationship.
PERFORMANCE RESPONSIBILITIES:
VACATION:
During the first year of employment the pastor is allotted one (1) week (five working days) vacation, not to exceed one (1) Sunday.
After the first year of employment the pastor is allotted two (2) weeks (ten working days) vacation, not to exceed two (2) Sundays.
After five (5) full years of employment the pastor will receive three (3) weeks (fifteen working days) vacation, not to exceed three (3) Sundays.
Previous pastoral experience will be considered when allocating vacation time.
Vacation time may not be used during the thirty (30) day resignation period. Any exception to this policy must be considered by the Personnel Committee and approved by the church.
For resignation or termination, unused vacation time will be compensated.
The pastor may break his vacation time into smaller allotments throughout the year, at his discretion.
HOLIDAYS:
The church facilities will be closed for one (1) day to observe New Year’s Day, Memorial Day, Independence Day, Labor Day, and Good Friday and for two (2) days to observe Thanksgiving and Christmas.
REVIVAL, CONVENTIONS AND CONFERENCES:
The Pastor shall be allowed to be away for a total of two (2) weeks of revival and/or educational meetings in which he serves as guest minister or clinician. In addition, he is granted two (2) weeks away from the church for conventions and conferences. This shall include no more than four (4) Sundays total. This time shall not be used for anything other than the above.
SALARY AND RETIREMENT:
At the time of a pastor’s call to the church, the Pastor Search Committee, with the approval of the Stewardship Committee, present to the church for approval, the pastor’s salary package.
At the scheduled time prior to the end of the church fiscal year the Personnel Committee will review or recommend any changes in the salary for the pastor and forward such recommendations to the Stewardship Committee.
The pastor will determine how his base salary will be split between housing, insurance, retirement, and cell phone.
HOUSING ARRANGEMENTS:
The church shall provide the pastor with housing at 1216 S Maple, Salisbury, Missouri. All maintenance on the residence will be provided by the church. Insurance on contents must be provided by the pastor. All utilities are paid by the church and half of the home internet.
MOVING EXPENSES:
Relocation costs will be negotiated as part of the proposed salary package.
Any necessary deposits for utilities and/or hook up fees will be covered by the church.
ELECTION AND TERMINATION:
See By-Laws Article I, Section 1.
These guidelines in no way shall supersede the Constitution and by-laws. Any changes in the above document must be approved by the church.
Principle Function – The pastor is responsible to the church for providing spiritual and administrative leadership of the church; and is to use his skills in proclamation and pastoral care to meet the needs of persons in the church and community.
QUALIFICATIONS:
- Appropriate educational training
- Possess Christian character and integrity
- Reasonable degree of emotional and spiritual maturity
- Physical stamina and courage
- Properly ordained
REPORTS TO:
The Congregation through the Church Council. The Pastor is encouraged to speak with the Deacons on a regular basis, concerning the general health of the Pastor/Congregation relationship.
PERFORMANCE RESPONSIBILITIES:
- Provide Spiritual Leadership.
- Preach the Gospel, lead worship services, ordinances, funerals, and weddings.
- Lead members to so trust and love God that they desire to serve Him.
- Lead the members to love one another and their neighbors.
- Encourage stewardship and missions support.
- Lead Bible studies.
- Be involved, as needed, with youth and children’s activities.
- Provide Pastoral Leadership.
- Visit church members, prospects, sick/nursing home and in members’ homes as requested.
- Lead/train deacons and Sunday School workers in caring visitation of members.
- Counsel members/others in times of crisis.
- Participate in Associational activities.
- Provide Outreach Leadership.
- Train, organize and lead members to visitation of and witnessing to unchurched persons.
- Set example in cultivating unchurched persons.
- Lead church in planning regular outreach/revival emphasis.
- Participate in Ministerial Alliance and other community activities (Right to Life, Child Welfare, etc.)
- Provide Administrative Leadership.
- Serve as chairman of Church Council.
- Lead church to develop basic church programs.
- Lead church to elect needed workers.
- Lead church to train officers and workers.
- Lead church to plan monthly/annual calendar.
- Supervise church employees according to church policy.
- Conduct business meetings.
- Have regular scheduled office hours. However, realizing a pastor’s office hours needs flexibility every effort should be made to be available in the office to meet with the church family when necessary. The pastor should let the secretary know when he is going to be away from the office.
VACATION:
During the first year of employment the pastor is allotted one (1) week (five working days) vacation, not to exceed one (1) Sunday.
After the first year of employment the pastor is allotted two (2) weeks (ten working days) vacation, not to exceed two (2) Sundays.
After five (5) full years of employment the pastor will receive three (3) weeks (fifteen working days) vacation, not to exceed three (3) Sundays.
Previous pastoral experience will be considered when allocating vacation time.
Vacation time may not be used during the thirty (30) day resignation period. Any exception to this policy must be considered by the Personnel Committee and approved by the church.
For resignation or termination, unused vacation time will be compensated.
The pastor may break his vacation time into smaller allotments throughout the year, at his discretion.
HOLIDAYS:
The church facilities will be closed for one (1) day to observe New Year’s Day, Memorial Day, Independence Day, Labor Day, and Good Friday and for two (2) days to observe Thanksgiving and Christmas.
REVIVAL, CONVENTIONS AND CONFERENCES:
The Pastor shall be allowed to be away for a total of two (2) weeks of revival and/or educational meetings in which he serves as guest minister or clinician. In addition, he is granted two (2) weeks away from the church for conventions and conferences. This shall include no more than four (4) Sundays total. This time shall not be used for anything other than the above.
SALARY AND RETIREMENT:
At the time of a pastor’s call to the church, the Pastor Search Committee, with the approval of the Stewardship Committee, present to the church for approval, the pastor’s salary package.
At the scheduled time prior to the end of the church fiscal year the Personnel Committee will review or recommend any changes in the salary for the pastor and forward such recommendations to the Stewardship Committee.
The pastor will determine how his base salary will be split between housing, insurance, retirement, and cell phone.
HOUSING ARRANGEMENTS:
The church shall provide the pastor with housing at 1216 S Maple, Salisbury, Missouri. All maintenance on the residence will be provided by the church. Insurance on contents must be provided by the pastor. All utilities are paid by the church and half of the home internet.
MOVING EXPENSES:
Relocation costs will be negotiated as part of the proposed salary package.
Any necessary deposits for utilities and/or hook up fees will be covered by the church.
ELECTION AND TERMINATION:
See By-Laws Article I, Section 1.
These guidelines in no way shall supersede the Constitution and by-laws. Any changes in the above document must be approved by the church.