MINISTRY RESPONSIBILITIES

Transcription

1 MINISTRY RESPONSIBILITIES LOCATION PASTOR 2016 A. GENERAL STAFF EXPECTATIONS It is generally expected that all paid staff of Southridge Community Church would align with the 3 C s of leadership: i. Character It is expected that all paid staff of Southridge Community Church demonstrate the spiritual maturity required to effectively serve a Christ-expressive example for others to follow (1 Timothy 3:2-7). All paid staff are expected to function as servant leaders in the Spirit of Christ (Mark 10:42-45). As well, because of the spiritual nature of the church s work (Ephesians 6:12), it is expected that they would continue to nurture and deepen their personal relationship with Jesus Christ in a way that increasingly relies on His Holy Spirit s guidance, power and protection. ii. Chemistry It is expected that all paid staff effectively contribute to fostering increasingly healthy team dynamics, so that the ministry s full potential may be realized (Ecclesiastes 4:9-12). In staff, volunteer and congregational settings, it is expected that they would proactively encourage (Hebrews 10:24) and reactively resolve conflict (Matthew 18:15-17) in ways that seek to build and strengthen the unity of the Body and Bride of Christ. iii. Competency

2 It is expected that all paid staff effectively develop (2 Timothy 1:6) and exercise their spiritual gifts (1 Peter 4:10) to their full potential. It is also expected that paid staff serve in positions that align with their areas of strength (1 Corinthians 12:18-19), and that their staff position multiplies the ministry capacity of the church through the leadership of others (Ephesians 4:11-13). Particularly, paid staff are expected to effectively perform the following general ministry functions: 1. Promote the Vision and Direction of their area of ministry The primary responsibility of a paid staff leader is to personally own and articulate to others the vision and direction of their particular area of ministry (Proverbs 29:18). In particular, they are expected to promote their ministry s component of the core purposes of God (Proverbs 19:21). Moreover, they are expected to provide leadership that advances God s purpose at Southridge by growing their area of ministry in both quantitative (numerical increase that makes disciples) qualitative (spiritual depth that matures disciples) ways (Acts 16:5). 2. Provide Support for the Leaders and Volunteers in their area of ministry The primary function of a paid staff leader is to multiply the church s ministry capacity through empowering others to maximize their own giftedness (Ephesians 4:11-13). It is expected that a paid staff member not attempt to be the direct ministry provider to everyone (Exodus 18:13-26), but that they would invest their time in activities that serve to recruit, train and support the ministry of the leaders and volunteers they serve (Acts 6:1-7) to provide ministry in their areas of responsibility.

3 B. AREAS OF MINISTRY RESPONSIBILITY The Location Pastor is responsible for the following areas and dimensions of the church s ministry: GROUP LIFE DIRECTOR Oversee and ensure a healthy group ministry in the location Support group leaders through one on ones, resourcing, and training Participate in driving the overall group life ministry for the church Help disconnected people find thriving group experiences and relational connection Support groups struggling with relational challenges, mulitiplication issues, and conflict LOCATION TEAM LEADER Build a fun and healthy culture for staff, volunteers, and guests Build and lead the location staff team towards a thriving group dynamic and collaborative work environment Drive participation and engagement in all aspects of the lifesyle (inspiration, connection, and action) Ensure a manageable schedule and lifesyle in the location by working with team leaders to plan and organize events and schedules Provide leadership and support to areas of ministry that are struggling to thrive to meet the church and location s expectations PASTORAL CARE AND LOCATION SUPPORT Initiate building quality relationships throughout the location and amongst all demographics Invest in the spiritual development of key leaders in the location Journey with individuals and families facing challenging seasons or circumstances of crisis in their lives Initiate reconciliiation with those struggling relationally within the community to ensure unity amidst diversity The regular expectation of Sunday morning stage leadership and pastoring

4 C. SKILL SET 1. Builds Effective Relationships through: a. Interpersonal Savvy can relate openly and honestly with diverse groups of people b. Manages Conflict one who steps up to conflict seeing it as an opportunity and handles conflict situations effectively, with minimal noise c. Collaborates builds partnerships and works in harmony with others to meet shared objectives. 2. The Ability to Influence others through: a. Effective Communicator has a clear understanding of the unique needs of different audiences and is effective in a variety of communication settings (ie. One on one, small and large groups) b. Moves Initiatives Forward creating a climate where people are motivated to do their best to help achieve agreed upon objectives c. Drives Vision and Purpose painting a compelling picture of the vision and strategy that motivates others to action d. Acton Oriented a person who takes on new opportunities and challenges with a sense of urgency, passion, and enthusiasm 3. Being Authentic

5 a. Instills Trust Gaining the confidence and trust of others through honesty, integrity, and authenticy D. TIME COMMITMENT EXPECTATIONS The Location Pastor is a full-time position. E. REPORTING LINES The Location Pastor reports to the church s Connection Pastor (leadership team member). It is expected that the Location Pastor would coordinate bi-weekly meetings with their supervisor to review progress, vision and obstacles in their ministry area. As well, they will participate in annual expectation-setting exercises, and an annual performance evaluation process that is directly linked to the expectations set. F. FINANCIAL COMPENSATION All paid staff are subject to the current revision of the church s salary grid for compensation. The Location Pastor is a Location Oversight -level position. It is expected that paid staff are primarily motivated by a desire to serve in the ministry, as opposed to financial gain (1 Peter 5:2).