4. Not Having a Job Description
Many times, misalignment in pay arises from a lack of clarity when it comes to expectations. Having a clear and accurate job description for your pastor and all members of your church staff will go a long way in alleviating this misalignment.
Lay out everything that your pastor is expected to do on a weekly, monthly, and yearly basis in a way that is reflective of what he actually does, as well as what is reasonable given the size of your staff and congregation.
Sometimes, simply laying out everything your pastor does on paper will reveal that his compensation is not reflective of the scope of effort he undertakes. Other times, an accurate job description serves as an indicator that your pastor is being fairly compensated and avoids frustration on the part of the pastor, the compensation team, or both.
Your Pastor Cares for You. Return the Favor.
One major theme of the New Testament is reciprocal generosity and service. As Paul says, “Owe no one anything, except to love each other, for the one who loves another has fulfilled the law” (Romans 13:8).
Pastoral pay is important. While it isn’t always a make-or-break factor in a healthy relationship between a pastor and his church’s governing boards, it is nevertheless an important one.
Your pastor is intentional about the way in which he leads your church in its mission. Be equally intentional in how you compensate him for his service.
