Tag: pastors

Housing Allowance For Pastors – The Ultimate Guide

Housing Allowance For Pastors – The Ultimate Guide

Housing Allowance For Pastors – The Ultimate Guide

Do you know all the ins and outs of the housing allowance for pastors? If not, don’t worry; you’re not alone. Many people don’t fully understand the legal intricacies of this tax benefit for ministers and clergy.

The Ministers’ Compensation & Housing Allowance (as the IRS calls it) is also referred to as a parsonage allowance or rental allowance. Whether you are a pastor or minister who qualifies for the benefit or work in the realm of church finance or human resources, it’s essential to know how this policy affects full-time pastors and clergy.

In this ultimate guide to the housing allowance for pastors, we will cover the basics and answer the major questions related to this subject. We also encourage you to consult a professional accountant or lawyer for questions related to your personal situation. You want to be sure to verify all the details of the tax law in your state as well.

So, let’s dive into the details of the housing allowance for pastors.

What is the Pastors Housing Allowance?

First, let’s lay out the definition of the housing allowance and clarify who can take advantage of it. According to the Internal Revenue Code (IRC) Section 107, a minister may be provided a parsonage or paid housing allowance as part of their salary compensation and exclude the value from their reported taxable income.

Pastors can use this housing allowance to rent or purchase a home and pay utilities, furnishings, and necessary maintenance and repairs. Note that you can exclude the allowance from gross income for federal income tax purposes but not self-employment tax purposes.

According to Christianity Today, 81% of full-time senior pastors take advantage of the housing allowance. In addition, this is saving pastors a total of about $800 million a year.

For example, suppose a minister has an annual salary of $50,000, but their total housing allowance is $25,000. They would be taxed on salary minus living expenses, which is now $25,000, half the original salary.

Instead of owing taxes of $6,000 (a 12% tax rate on $50,000), the minister would owe $3,000 (12% tax rate on $25,000). The tax savings add up to $3,000 in this scenario, which is a significant tax break for many families.

Who Can Take Advantage of the Housing Allowance for Pastors?

The housing allowance is available to ordained, licensed, or commissioned ministers of the gospel. Workers in this category can include missionaries, evangelists, Christian counselors, youth pastors, music ministers, or any minister who performs religious worship or service as their primary job function.

However, this doesn’t apply to everyone who works at a church or for a ministry. For example, administrative staff, maintenance workers, and other support staff are not considered ministers for the purposes of this exemption.

To qualify for the housing allowance, a person must meet the following criteria:

  • Be an ordained, licensed, or commissioned minister of the gospel
  • Serve as a primary religious leader of the congregation as designated by the church and/or denomination
  • Spend a majority of their working hours in religious activities and functions or performing “ministerial services”
  • Receive a salary or housing allowance from the church as part of their compensation
  • If you are a pastor or minister who meets the criteria above, you are eligible to claim the housing allowance.

    Now let’s look at how to calculate and claim the housing allowance on your taxes.

Who Determines the Housing Allowance?

The church’s governing body designates the housing allowance each year. Depending on the church, this may be a board, council, or denominational authority. It’s important to note that the housing allowance cannot be more than the reasonable salary compensation paid to the minister.

The housing allowance should be set up in advance, before the beginning of the tax year or when the pastor is hired. Although the housing allowance resolution can be adopted or amended at any time, it can only be applied prospectively, not retroactively.

If you’re a pastor going through the hiring process, the housing allowance may be part of your total compensation package. It’s one type of benefit along with cash salary, benefits, paid leave, and other reimbursements. The housing allowance may be negotiable, but you should have that conversation with your church leaders before accepting the position.

Calculating the Housing Allowance

The housing allowance is limited to the fair rental value of your home, plus utilities, but limits do exist. The total amount cannot be more than the reasonable salary for your position, as determined by the church.

For the housing allowance, you can exclude the lesser of the following amounts from your gross income:

  • the officially designated housing allowance
  • the amount used to provide or rent a home
  • the fair market rental value of your home which includes utilities, furnishings, etc.

It’s important to note that you cannot choose which of these parameters to use; your exclusion must be the lesser amount.

The definition of “fair rental value” is the amount you could reasonably expect to receive from renting your home on the open market. You can look at local real estate prices or consult a realtor to determine accurate pricing based on comparable listings in your community.

So, even if your expenses are more significant than your allotted housing allowance due to mortgage and home operations, the amount you claim as a housing allowance exclusion cannot exceed the fair rental value of your home.

For example, if your housing allowance is $24,000 per year and the fair rental value of your home is $22,000 per year, you can only exclude $22,000 from your gross income.

In addition, suppose $20,000 of your salary is designated as a housing allowance, but the actual expenses of your home are only $18,000. You’re required to include that extra $2,000 in your gross, taxable income. Any unused portion of your housing allowance will become part of your total income subject to taxes.

Pastors living in a furnished parsonage provided by their church can still claim a housing allowance for other home costs. These include things like home maintenance, repairs, utilities, and furnishings. Next, we’ll look at what you can and cannot include.

What Expenses Can You Include in Your Housing Allowance?

You are able to include home operations expenses in your housing allowance in addition to basic mortgage and rent. Here are some examples of what the minister’s housing can and can not include.

Can Include:

  • Utilities: electric, water, sewer, trash
  • Homeowners insurance
  • Real estate taxes
  • Home repairs and remodeling
  • Furnishings and appliances for your home (including repairs)
  • Pest control
  • Lawn care and snow removal services
  • Homeowners or renters association dues

Can Not Include

  • Food and other groceries
  • Clothing
  • Cleaning or domestic help
  • Auto expenses like gas, car payments, and insurance
  • Entertainment

The list of items you can include in your housing allowance for pastors is quite lengthy. Many churches also add an additional “buffer” amount to the housing allowance to allow for unexpected expenses such as repairs that may come up throughout the year.

You do need to remember a couple of things when it comes to these expenses. First, you need to keep accurate records and receipts of the expenses you’re looking to include. Second, you can only designate expenses you incur within the designated year.

You should consult a tax advisor before filing your taxes if you have any questions about what you can or cannot include in your housing allowance.

What Do You Need to Know About the Housing Allowance for Tax Purposes?

So what steps do you need to take to maintain proper legal records and prepare for tax season?

First, all agreements should be in writing. The pastor and church should maintain signed copies of the housing allowance resolutions and any amendments on file. It’s important that there is a clear paper trail indicating that the funds have been set aside expressly for housing expenses.

Next, save all receipts related to your housing expenses throughout the year. These include mortgage statements, rental agreements, property tax bills, and insurance premiums.

It’s also a good idea to keep a monthly ledger of your housing expenses. This record can be a simple Excel spreadsheet that includes the date, type of expense, and amount spent for each month.

By taking these steps throughout the year, you can be confident that you have everything accounted for and in place when it comes time to file your taxes.

Tax Time

While the housing allowance provides an exclusion from gross income, there are still some essential details to know come tax time.

The housing allowance excludes a portion of the income from federal taxes but not SECA (Self-Employment Contributions Act) taxes. So this means that you will still have to pay social security and Medicare taxes on the housing allowance.

In addition, if you live in a state with income tax, you will still be required to pay state taxes on the housing allowance.

According to the IRS, “For services in the exercise of the ministry, members of the clergy receive a Form W-2 but do not have social security or Medicare taxes withheld. They must pay social security and Medicare by filing Schedule SE (Form 1040), Self-Employment Tax.”

If you receive housing allowance payments in advance, you’ll need to include those amounts in your gross income for the year in which you receive them. On the other hand, if you accept housing allowance payments after the end of the year they were earned, you’ll need to include those amounts in your gross income for the following year.

Finally, if you receive housing allowance payments that exceed your actual housing expenses, you’ll need to include the excess amount in your gross income. For example, if your housing allowance is $12,000 per year and you only spend $11,000 on housing expenses, you’ll need to include the $1000 in your gross income.

The housing allowance provides an excellent benefit for pastors and their families to offset the cost of living expenses.

Other FAQs About the Housing Allowance for Pastors

What is the “Clergy Housing Allowance Clarification Act of 2002?”

The Clergy Housing Allowance Clarification Act of 2002 amended the 1986 parsonage allowance exclusion and clarified a few points.

Section 107 of the IRC reads:

In the case of a minister of the gospel, gross income does not include –

(1) the rental value of a home furnished to him as part of his compensation, or

(2) the rental allowance paid to him as part of his compensation, to the extent used by him to rent or provide a home and to the extent such allowance does not exceed the fair rental value of the home, including furnishings and appurtenances such as a garage, plus the cost of utilities.

The Housing Allowance was challenged in 2011 by the Freedom From Religion Foundation (FFRF) in a lawsuit, Gaylor v.Mnuchin. The FFRF sued the IRS and claimed the housing allowance created an unconstitutional preference for religion.

A number of Chicago pastors from various denominations intervened in the lawsuit to defend the housing allowance.

In November 2019, a federal appeals court ruled in favor of the Housing Allowance, stating that the tax code provision does not violate the Establishment Clause.

Where Can I get a Worksheet to Help Calculate the Housing Allowance?

If you’re looking for tools and resources to help track your expenses and activity to prepare for taxes, we’ve found a few helpful worksheets online. Of course, be sure you’re using the most up-to-date resources year to year and verify with your church board, accountant, or tax assistant.

These tools may be a helpful start for you:

The housing allowance for pastors is a great benefit that allows them to save money on their taxes. By understanding the rules and regulations surrounding the housing allowance, pastors can take full advantage of this benefit.

Article written by:  THOMAS COSTELLO

Article taken from here.

Find more ministry blogs at MinistryJobs.com/blog

Building a Healthy Staff Culture

4 Questions I Ask My Team on a Regular Basis

Building a Healthy Staff Culture

If you are a leader, one of the things you must always think about is culture. The culture of your church or business. The culture of your staff and team.

The problem with culture, though, is that it isn’t always written on the wall. As one author put it, What You Do Is Who You Are. Which means you are continually building culture.

You are creating it through your interactions, personally and in meetings. You are creating it through how you spend your money and time. You are creating it through how people work in meetings. You are building it through how you handle your own emotions. You are creating it through whether or not you burn out or if you are healthy.

While culture is a squishy thing, a leader must pay attention to it because if you aren’t, your culture will get away from you.

The reason is: Whatever culture you create at work, people will emulate.

If you look around and see dishonest, burned out, or backstabbing people. That’s the leadership and culture.

If they’re honest, balanced, and humble, that’s leadership and culture.

If the marriages in your church are falling apart, that’s leadership and culture.

Those closest to the leader emulate the leader and his or her life and pass those things on. Yes, people make decisions along the way, and a leader isn’t responsible for everyone’s personal choices, but the reality is that a leader shows what makes someone successful or what is allowed.

For example, very quickly in a new job, you learn what it means to be successful somewhere. Can you be late on things? Who holds the real power at a church (hint: it isn’t always the person with the title)? How do things get done?

All of this goes back to culture.

That’s why Henry Cloud famously said: “A leader gets what he or she created or allows.”

Culture will end up determining if you are successful in reaching your goals. But it will also determine where you end up as a leader or a church.

And this is the most important reason to pay attention to it. Because you may not like where you end up, you may not like the church you become.

Written by Josh Reich

Article taken from here.

Find more ministry blogs at MinistryJobs.com/blog

To Hire or Not to Hire

To Hire or Not to Hire

To Hire or Not to Hire

The unique challenges of the Covid pandemic highlighted how churches must reallocate personnel dollars in the future. As more ministry shifts online, churches will need to beef-up their digital ministry staffing. Additionally, volunteers saw unprecedented expectations placed on their shoulders during the pandemic.

These changes have left many church leaders wondering–what should be a paid position and what should be a volunteer position?

Truthfully, this is a timeless question that churches should have been thinking about more critically for years. Large churches or churches with significant incomes tend to hire out every position they can. It is not uncommon for churches of 1000 in average weekly attendance to pay all of their musicians! By contrast, smaller churches or churches with fewer means tend to wait as long as possible to hire a position, often burning out the same handful of volunteers who do most of the work.

The right balance is in-between these extremes. Rather than make a comprehensive list of which positions should be paid and which should be a volunteer (which could vary from church to church), use these three guiding principles to help you know when to hire.

Principle 1: The position involves shaping strategy.

Our Leadership Pipeline Design process emphasizes that volunteers are capable of higher-level leadership skills than most churches assume. Volunteers can coach, manage the schedules for other volunteers, and delegate tasks to frontline volunteers. We call these “L3 Leaders” or volunteers at the Coach Level.

Churches often think that staff should do 100% of the coaching, scheduling, and delegating. But even in a midsize church, this expectation is unrealistic. Consider that a Children’s Pastor in a mid-size church could have hundreds of volunteers. How is he or she supposed to manage the schedules or coach that many people? Hint: it’s not possible.

Any paid staff person should be at a position that requires strategy development, not just management and task execution. A focus on strategy does not mean that staff sit in their offices all day and don’t manage people (they do!) or don’t execute tasks (they do, but should focus on fewer tasks). However, healthy churches understand that ministry staff positions primarily exist to bring strategic thinking and leadership leverage to a specific ministry.

If a position does not require translating church-wide vision into ministry-specific strategy, only volunteer management or task execution, it is not worth hiring out. Volunteers can do it.

As a church gets larger and complexity increases, the need for strategy development increases. It’s reasonable for a large church to have staff in production or marketing. But the same principle applies–don’t hire people to run the camera or press next on ProPresenter. Hire the people who are shaping your digital production strategy, and leverage volunteers for the rest.

Principle 2: The position requires safeguarding theology.

This principle can be tricky. Even your children’s ministry volunteers that work in the preschool classroom, to some extent, are safeguarding theology. Indeed, small group leaders and Sunday school teachers are defending theology.

However, this principle’s intention is not just teaching proper theology, but making high-level theological decisions. For example, children’s ministry volunteers should not choose the curriculum–someone at the staff level should. Small group leaders should not select their content–a staff leader should.

Many churches are failing in this area. Too many churches are giving up this responsibility! They let small group leaders hop on to Right Now Media and select their group’s content without much oversight. This abdication is dangerous.

I worked with a church that touted its commitment to Biblical teaching as one of its highest values. When I visited a Sunday School class, I heard one of the worst theological breakdowns of Genesis 3. Afterward, I confronted the elders who confirmed that Sunday School teachers were “on their own” for writing content.

When ministry staff are too busy executing tasks, they abdicate their responsibility to safeguard the theology taught by the volunteers beneath them. If a role requires ensuring that theology taught downline is proper and Biblical, it is likely to require a staff member.

Principle 3: The position manages significant financial obligations.

It is common for lay leaders to spend budgetary funds. A youth volunteer might need to pick up snacks, or a production volunteer might have to grab a cable from an electronics store. But if a non-board level position requires the development of a budget and its day-to-day management, this is likely a staff position.

Volunteers should not manage budgets because it is impossible to hold them accountable the same way a staff member can. If a volunteer mismanages a budget, you can remove them from the position, but they might remain at the church. They might complain to others or mobilize the congregation to antagonize leadership. Staff members have a higher degree of oversight through meetings, and more importantly, you can fire staff for gross misconduct.

Major ministry budgets should be managed by staff, not volunteers.

What about administrative positions?

As a general rule, I consider administrative positions as extensions of ministry staff. A senior pastor’s assistant is an extension of the senior pastor’s role, in that he or she handles tasks that otherwise only the pastor could do. For example, an assistant may manage the pastor’s schedule, filter email, and perform initial sermon research.

A ministry assistant in a smaller church, likewise, may take on some tasks that are difficult to outsource or delegate to a volunteer. For example, he or she may take deposits to the bank or post office. These tasks might require a higher degree of accountability than could be expected of a volunteer, but would overburden ministry staff.

Bonus note: what to do about the gray.

Your church may have needs that don’t fit into clean categories, or your church might lack volunteers with the necessary skills to execute needed tasks.

For example, many churches realized through the pandemic that they simply didn’t have the social media or marketing tools necessary to be successful. The knee-jerk reaction is to hire a staff person in instances where there is a gap between the skills you have on-staff or in volunteers and what you need.

However, two options may be better suited to meet the need:

1. Outsource the job.

When it comes to certain ministry needs, if your church doesn’t have the existing skillset available through volunteers, consider outsourcing. Companies like Church Media Squad, among others, handle graphic design needs. You can outsource custom video editing. If your church needs help improving record-keeping, look into virtual assistant services from a group like Belay that has a track record of working with churches successfully.

Outsourcing is often cheaper than hiring on-site, gives you the flexibility to terminate a contract without the relational headache, eliminates overhead in taxes and benefits, and usually gives you access to talent above what you find on your own. Bottom line: if you cannot delegate critical, specialized tasks to qualified volunteers, consider outsourcing before hiring staff.

2. Put it off for now.

Ministry envy is real. It’s easy to look at the “cool” church down the street or online and think that you must be able to execute at the same level. You don’t. Do a few things and do them with excellence. Don’t worry about being on Facebook, YouTube, Twitter, Instagram, and whatever social media company launches before I finish typing this sentence.

Pick one and do it well. Leverage the assets you do have to execute well on a few things. As you get more qualified volunteers or financial resources to outsource, take your ministry to the next level. But don’t feel pressured to take on more than you can do well at this moment. There is no shame in that!

To hire or not to hire?

Leverage the three principles outlined above to determine if a role is better suited for a volunteer or a staff position. Your church has limited resources, and every staff member you hire adds an exponential layer of complexity to your organization.

Be sure to pause, consider, and plan before taking action in growing your staff.

Written By Scott Ball, Vice President and a Lead Guide with The Malphurs Group.
Article taken from here.

Find more ministry blogs at MinistryJobs.com/blog

The Fallacy of the “3 Cs” in Hiring

The Fallacy of the “3 Cs” in Hiring

The Fallacy of the “3 Cs” in Hiring

There’s been a lot written about the “3 Cs” of effective hiring – character, competence, and chemistry. While these may be a good check-list, among other best practices for hiring, I believe one of these three can be misconstrued if we’re not keenly aware of the influences that affect its misinterpretation.

I couldn’t agree more about the priority of character in the hiring process. Whether it’s in a church setting or in a secular setting, character counts. No doubt, this is perhaps the most important trait to assess when considering a candidate for a position.

I also agree with the importance of competence. A candidate must have the necessary education, experience, and skills to do the job well. Many believe this is the least important of the three, because many jobs include skills that can be learned over time. Some, of course, require a deeper level of experience and skill and must be present from the beginning.

It’s “chemistry” that I believe is often misinterpreted in some ways. The misinterpretation comes when “chemistry” is used to define how well the pastor or the top leader “likes” the person. Do they have similar personalities, similar interests, or similar hobbies? I’ll call this “personal chemistry.” I think this is where the chemistry criteria gets off track.

Sure, it might be nice if two leaders who work closely together can play golf or go fishing together on the weekends. Or they can start every meeting talking about all the games from the previous weekend and the performance of their favorite athlete. But I don’t believe this kind of “personal chemistry” is necessary for there to be a good organizational fit.

Many organizations do reflect the personality of its leader, but most organizations should be more sophisticated than to only hire staff with whom the top leader can have a “high five” relationship. When a leader expects his closest team members to be too much like him, he misses an opportunity for some valuable diversity.

Perhaps the best interpretation of “chemistry” in the 3 Cs is when it’s used to refer to the candidate’s fit in the culture of the organization. Let’s call this “cultural chemistry.” Cultural factors in an organization can allow some leaders to flourish and others, while equally competent, to struggle or fail.  We should closely assess whether the candidate’s values and their vision line up with those of the organization. We should determine if there are factors that would create a significant misalignment with the team with whom they’ll be working. We should focus more on the candidate’s identity and less on his persona.

God made us with different personalities, passions, and interests for a reason. That kind of diversity can be very healthy for an organization. Those diffeences can complement the others on the leadership team. They can provide balance, perspective, and accountability. If we’re all essentially the same, even in our “personal chemistry,” some valuable contribution to the team is likely to be missing.

Written By Steve Smith, Executive Pastor at First Baptist Church of Broken Arrow, Oklahoma.
Article taken from here.

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How to Have Better Conversations With Your Senior Leader

5 Key Leadership Traits of a Great Campus Pastor

How to Have Better Conversations With Your Senior Leader

If you are a children’s pastor, youth director, or next-gen leader, chances are you have asked yourself some version of the following questions.

How do I help my senior leader understand my vision?

Is there a way to get my senior leader to agree with me on this decision?

How do I get my senior leader to see things my way?

Part of leading a next-gen ministry is leading up to your senior leadership, so how do you have better conversations with your senior leader?

1) Think about the bigger picture.

Just like there are elements or dynamics of your job that your senior leadership may not fully understand, there are also elements of your pastor’s job that you may not be aware of or fully understand. It’s easy to look at your pastor and wonder why they made a particular decision. But other dynamics may be playing into that decision. Your senior pastor may be managing board dynamics, staffing issues, or budget restrictions. By understanding that they have to see the whole picture while you carry your ministry’s vision, you’ll be able to build a bridge and have better conversations.

Before presenting a new idea, try asking yourself these questions.

If I were in their shoes and position, what dynamics would play into this decision?

What information will they need to know?

How does this decision affect the church as a whole?

You will earn points with your leader when you show that you have thought beyond just your ministry.

 

2) Ask, don’t demand.

When you present new ideas, try posing them as questions. Use phrases like, “Would it be possible to” or “Would you be open to.” By asking questions instead of making demands, you start the conversation with less tension and leave more room to discuss the idea.

 

3) Try it as an experiment.

If you are making a significant change, ask for a trial period. Offer to try it for a few months and then re-evaluate if it doesn’t work. Not only does this demonstrate flexibility, but it also makes the decision less overwhelming.

 

4) Give your leader time.

Remember, there may be other dynamics that affect this decision. Your pastor may even have to run the decision by a board, elders, or other staff. By giving them time to think about it, they can make better decisions and will most likely feel more positive about the conversation in general.

Written By Carey Nieuwhof
Article taken from here.

Find more ministry blogs at MinistryJobs.com/blog

What to Look for in a New Worship Pastor Job

What to Look for in a New Worship Pastor Job

Looking for a new worship pastor position at a new church? Things to consider:

 

In early 2014, I was working at a university and received an invitation to bring a team of students to a church in Colorado Springs. The trip went well. Eventually it led to my wife and I flying out to this church once a month. Every trip we would do training and lead worship on Sunday morning; which ended up lasting fifteen months. About halfway through our “consultation” period we began to sense that this church could very well be our next home. Sure enough, in the spring of 2015 we committed and moved that fall.

We had an ideal situation for choosing a next ministry destination:

(1) plenty of hours spent on the ground, (2) over a long period of time, (3) while engaging with congregants, staff, and the senior pastor. All of these factors gave us the opportunity to discern what it might be like to live, work, and worship with those people.

I doubt the slow process like this will ever happen like that again, but I’m grateful for it. Typically the timeline of “trying out” is more compressed, which on top of asking all the questions, makes it difficult to really grasp the culture of a church.

There are three groups of people that are important to engage with while auditioning for a new position.

Here I’ll share who they are and what kinds of things I’d be asking and listening for in times of engagement.

Senior Pastor / Senior Leadership

In most Evangelical or charismatic churches, the senior pastor is the key culture setter and decision maker. The first two questions I’d ask is: Who will your direct report be? And how directly involved will the senior pastor be in your department?

Obviously, the senior leader casts the overall vision, but some senior pastors have very generic, basic wishes for their worship leader and will be relatively uninvolved in your day-to-day operations. Other times – particularly if they are former worship leaders themselves – the senior leader will have very specific expectations down to weekly involvement in song selection, style, service flow, etc.

Some people work better with regular specific guidance. Others will hate it and feel micromanaged.

Let me be clear: neither is inherently right or wrong. You just don’t want to be three months in and have this blindside you.

Don’t be afraid to ask specific questions.

Are you being hired to be the primary worship or to build a great team?

Or are you being hired to be a production manager / creative director with the title “Worship Pastor”?

If it seems like there’s a lack of clarity from the senior leader, get more specific.

Ask things like:

How do you envision me spending the bulk of my time? Songwriting? Meeting with team members and volunteers? Praying and preparing solely for Sunday morning?

You need to know the Senior Pastor’s vision for you position & all of these questions will help you draw it out – despite what’s posted in the job description.

At the end of the day, if you feel like you can align with the vision that the senior leader casts for your position there’s a good chance you’ll be able to thrive. If not, you probably shouldn’t take the position even if the benefit package is fantastic.

Current Staff Members (Colleagues)

One of the greatest things the pastor did when we were auditioning was setting up time with other staff members, where he wasn’t there, with explicit permission to ask them anything we wanted. It revealed his security as a leader to trust employees to talk about the strengths and weaknesses of the organization and not feel threatened by it. If you request this and it’s either denied or evaded then that might be a sign that the culture isn’t open and honest.

If you are able to get time with future colleagues, ask them what it’s really like to work there.

Is it common for things to change at the last minute with no rhyme or reason given?

Difficult to get vacations approved or what typically happens when personal requests are made?

Flexibility with office hours or is it more of a “clock in, clock out” environment?

When you’re asking these questions, do you sense fear or dishonestly in their answers?

Candidly, do they seem scared for their jobs? Or do they seem to have healthy relationships with their direct reports?

Lastly, inquire about the workplace expectations.

Does every little thing require approval?

Is there space to have open conversations and share disagreements with superiors?

This group can be the most tricky to get direct answers from, but if you ask good questions and pay attention you can learn a lot about how the organization really works.

The Volunteers in Your Area

Volunteers are choosing to attend and serve in this ministry; which is where you should expect to learn the best things about the church. They have nothing to lose! Weaknesses in the ministry are easiest to find out about from volunteers.

With volunteers I would ask questions like:

What drew you to this church and what has kept you here (you’d be surprised how often they’re not the same)?

Which areas of the church have you participated in and which areas seem to be the most healthy and life-giving?

Then I would ask them pointed questions about the worship ministry.

Do you feel like your voice is honored when you share thoughts, opinions, or suggestions?

How have you been treated when you’ve needed to take time off or request off for sickness?

Try and get a sense of any unspoken frustrations. Maybe there aren’t any – fantastic! That also speaks to the culture.

The most crucial thing to remember…

There are no perfect churches and we all know that. But there are churches who are honest with their imperfections and are pursuing Christlikeness together – then there are others who aren’t.

Ultimately, you want to be where God wants you to be. But, unless you sense a strong call from God, you don’t want to be in an unhealthy, stifling environment where fear and control pervade the culture. Engaging with these three groups of people can help you discern if this is that kind of place or not.

Find more ministry blogs at MinistryJobs.com/blog

Written By Jonathan Swindal
Article taken from https://worshiponline.com/what-to-look-for-in-a-new-worship-pastor-job/
For more info and resources about worship ministry > https://worshiponline.com/

Cost of Living Differences Matter in Salary Negotiations!

Cost of Living Differences Matter in Salary Negotiations!

Cost of Living Differences Matter in Salary Negotiations!

If you find yourself looking for a new position in a higher or lower cost of living location, you want to make sure you come with the right tools when it comes to salary negotiations. Now more than ever, candidates hold what seems to be the majority of the cards during these negotiations, but you still need facts to back you up! As a Co-Founder of Froot Group Staffing, a church staffing company, I have been involved in many salary negotiations and I want to share with you a few things that may help you if you find yourself in this situation in the near future.

  1. Know Your Worth

This is the first measure you need to identify before factoring in the cost of living differences. In my opinion, your worth is not based on how much debt you have, whether or not your spouse works, or how many kids you have. Your worth is based solely on what YOU can bring to the table. Sure those other factors may cause you to make different decisions when it comes to finding the right job, but having more responsibility on your plate means you need to bring more to the table if you want to be worth more to an organization that is willing to hire you.

Education, years of experience, the quality of experience you have had in the past, staff you have overseen, ability to relate and connect with people, and other competencies are all factors that organizations will look at when factoring your worth. Knowing the results of some of these factors will help you (and the organization) determine what you are worth paying.

  1. Moving Up

I always receive questions from candidates I speak to about whether it is alright to move up in salary when transitioning from one place to the next. We always need to check our heart on this before diving into justifying it to ourselves, but in short I believe the answer is yes. Many organizations are not actively keeping up with inflation year to year in giving their employees raises, so use this transition as an opportunity to correct your worth with how inflation has grown.

Our number one ministry we are called to take care of is our families, so as long as our increase is in line with what we believe our worth is and how inflation has affected that worth, then I believe our hearts are in the right place when asking for this increase. Remember, 1 Timothy 6:10 says “For the LOVE of money is a root of all kinds of evil…”, not money in itself.

  1. Cost of Living Differences

Finally, this is the final factor in determining what salary number to present to the organization you are applying for. There are typically two different scenarios you will find yourself in. One, you are moving from a higher cost of living area to a lower cost of living area, or vice versa. Both can be difficult pills to swallow!

Housing costs are the largest factor in the cost differences, which often is driven by…you guessed it…location location location! If you are moving from Elkhart, IN to Miami, FL where the cost of living difference is around 53%, you can’t always expect a 53% increase in salary, because part of what you are “paying for” is the benefit of the location. Now you might look at that difference and say a 30% increase in salary is more reasonable, but maybe you’d need to find a house 20 minutes from your organization instead of 5 to expand your housing search.

I believe that the hardest move to make is from a higher cost of living area to a lower area. Making $80k in a city like Houston and a similar position in Canton, OH is going to equate to around $62k for a lateral move. However the same $400k house in Houston may translate to $250k in Canton, which is a HUGE difference and may actually give you more room in your budget after paying your mortgage. These are all factors to consider!

  1. Calculating Tools

The best tools I use to come up with some of these calculations are very simple to use. The first place I like to go to is bestplaces.net to give me a general idea of the cost of living differences. The site allows you to put in your current city, future city, and current salary to give you a rough estimate of what your current salary should laterally translate to in your future city.

Zillow is the next place I go to. I always try to cross reference what bestplaces.net is telling me the median home cost is with the actual types of homes I would consider purchasing through Zillow. Make sure those numbers align and adjust your cost of living differences as needed, though make sure your calculations are all lateral! Again, you’re not worth more because you want a larger house!

ChurchSalary.com is the final resource I typically use. This is one of the most robust tools because it calculates many factors, including the church specific position you are applying for. It does require a subscription, but many churches subscribe to this resource as well as search firms. If you become a Froot Group candidate, I would be more than happy to run a free report through ChurchSalary.com for you!

Written by: Alex Purtell

Alex is a co-founder of Froot Group, a church staffing company, and a worship pastor at Lifepoint Church in Lewis Center, OH.

Find more ministry blogs at MinistryJobs.com/blog

What’s the Word Wednesday

Power, approval, comfort, and control are meta-idols that hold sway over our daily lives

– Timothy Keller, Founder of Redeemer Presbyterian Church and City to City. To find out more about Tim Keller, head to his site

Pull a part each of those words above. Power. Approval. Comfort. Control.  Each of us, or at least most of us, have struggled with these things throughout the duration of our lives. Power held through a position at work. Approval sought out by a family member that doesn’t see us. Comfort from not doing something that makes us a little uneasy. Control over our time and finances so we refuse to give. The truth is that God sees this. He knows this. He knows that we’re putting these things above Him. He knows that these thing hold weight in our lives and when the going gets tough, we turn to power, approval, comfort and control before we turn to Him. Get away, even for just a brief moment and reflect what you’re putting above Christ. Is it power? Maybe you are seeking out approval. Needing help getting out of your comfort zone? Does control have a tight grip? In Exodus it says that we shouldn’t have any gods before Christ. Nothing should take the place of Him in your daily walk. Figure out what you are replacing with God and get rid of it. He wants you to have peace and the only way to do that is to put Him first.

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!

What’s the Word Wednesday

Use your ‘power’ to bless and serve, not manipulate and control.

– JD Greear, Lead Pastor at The Summit Church

How many times have you used your skills and abilities to help someone out? I’m sure, if you’re an average joe, probably more times than you can count. How many times have you used your giftings for bad  – to manipulate or to control a situation? I’m sure if we were all honest, we’ve probably done it more times than once. It’s not something that we’re proud of but because we’re good at something or someone has told us that we’ve excelled at something, we’ve used it for bad rather than for good. When you have a particular gift that God has given you, check your heart and ensure that you’re using what He’s given you is for His glory…not yours. Make sure that you’re using it to bless and serve others instead of shining a light on you to help you get further in a situation. 

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!

What’s the Word Wednesday

If sight dictates your hope, the enemy will ensure you see something that steals your faith.

– Stephen Chandler, Lead Pastor at Destiny Church

Satan knows what buttons to push to make us sin or to be tempted. Live by faith and not by site.  The enemy’s goal is to destroy you and if he can’t destroy you, the second best thing he can do is distract you. We’re living in a time that’s very distracting – COVID, schools meeting or going virtual, churches requiring masks or not meeting. There are so many things that are going on that have got us distracted and it’s exactly where Satan wants us. Live by faith and not by site – don’t let the enemy steal your hope!

John 10:10 NIV

“The thief comes only to steal and kill and destroy; I have come that they may have life, and have it to the full. 

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!