While I agree that measuring attendance numbers is not an ideal measure of a church's effectiveness, I would suggest that one of the fruits of a healthy, effective church is growth. In Matthew 28, we are called to make disciples and teach our them to follow Jesus' example. There should be evidence of the transformation that results from our partnering with the Holy Spirt in ministry. Are lives being changed? Is there evidence of our members becoming more like Christ? Does our ministry transform the community?
These questions are not as easy to measure as attendance or participation, but they are the questions that will lead us to discover how effective our ministry is.
We use the church compensation handbook as the basis for our wage scales. We also contacted a couple similar sized churches in our classis to get a local perspective. You need to spend some time studying the handbook to understand it, but it is worth the effort.
I agree that churches should be open to working together on payroll and other areas of church business.
We found the survey more helpful than the local data that we collected. We found too much variation in the job expectations for positions like music director and outreach director to get much value from local comparisons.
For clerical and custodial positions, there is no need for church comparison. There is plenty of information about appropriate compensation for these positions in the business world.
For ministry positions, we have found the size of the church and skills of the employee are more important factors than the location. You can adjust for regional differences by comparing the local pastor's compensation to a national salary survey and making similar adjustments for other ministry positions.
Posted in: How Effective Is Your Church's Ministry?
While I agree that measuring attendance numbers is not an ideal measure of a church's effectiveness, I would suggest that one of the fruits of a healthy, effective church is growth. In Matthew 28, we are called to make disciples and teach our them to follow Jesus' example. There should be evidence of the transformation that results from our partnering with the Holy Spirt in ministry. Are lives being changed? Is there evidence of our members becoming more like Christ? Does our ministry transform the community?
These questions are not as easy to measure as attendance or participation, but they are the questions that will lead us to discover how effective our ministry is.
Posted in: Unordained Staff Compensation
We use the church compensation handbook as the basis for our wage scales. We also contacted a couple similar sized churches in our classis to get a local perspective. You need to spend some time studying the handbook to understand it, but it is worth the effort.
I agree that churches should be open to working together on payroll and other areas of church business.
Posted in: Unordained Staff Compensation
We found the survey more helpful than the local data that we collected. We found too much variation in the job expectations for positions like music director and outreach director to get much value from local comparisons.
For clerical and custodial positions, there is no need for church comparison. There is plenty of information about appropriate compensation for these positions in the business world.
For ministry positions, we have found the size of the church and skills of the employee are more important factors than the location. You can adjust for regional differences by comparing the local pastor's compensation to a national salary survey and making similar adjustments for other ministry positions.