By Brent Lacy

The typical small church job description for a pastoral position reads something like this: “We are seeking a dynamic, visionary pastor with a heart for our community, strong preaching skills, and a passion for discipleship. The ideal candidate will have a seminary degree and experience in small church ministry.”

It says nothing about hours. Nothing about compensation. Nothing about what the church actually looks like or what it actually needs. And it is written as if the church is looking for a full-time pastor, even when the budget can only support a bi-vocational arrangement.

This is how churches end up with candidates who are not a good fit, or with no candidates at all.

Here is how to write a job description that is honest, specific, and actually attracts the right person.

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Start with Honesty About the Role

The most important thing a church job description can do is accurately describe the role. This sounds obvious. It is surprisingly rare.

If the role is bi-vocational, say so explicitly. Not “part-time” as a vague label, but a clear statement: “This is a bi-vocational pastoral position. The pastor is expected to maintain outside employment and will serve the congregation approximately [X] hours per week.” This sets expectations from the beginning and attracts candidates who are genuinely suited for the bi-vocational model.

If the role is designed as a permanent bi-vocational arrangement rather than a stepping stone to full-time, say that too. A candidate who is looking for a path to full-time ministry will not be a good fit for a church that cannot afford full-time ministry. Better to be clear upfront than to discover the mismatch after the candidate has already moved.

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Be Specific About Hours

Vague language about hours is one of the most common problems in church job descriptions. “Part-time” means different things to different people. To one candidate, it means 20 hours per week. To another, it means 10. To the church, it may mean “as many hours as the ministry requires,” which is a recipe for burnout and resentment.

Be specific. “We expect approximately 20 hours per week of ministry time, including Sunday morning services, one weekly meeting, and pastoral care as needed.” This gives candidates a realistic picture of what they are committing to and allows them to assess whether it is compatible with their other employment.

Also be specific about what is included in those hours. Sunday morning preparation and preaching. Weekly staff or leadership meetings. Pastoral care visits. Administrative tasks. The more specific you are, the better the candidate can assess the fit.

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Be Transparent About Compensation

Most church job descriptions do not include compensation information. This is a mistake. Candidates who apply without knowing the compensation range will often discover that the compensation does not work for their situation, which wastes everyone’s time.

Include the complete compensation package:

• Base salary. The actual dollar amount, or at minimum a range.
• Housing allowance. If the church designates a housing allowance, say so and give the amount. This is a significant tax benefit that affects the total value of the compensation package.
• Self-employment tax offset. If the church provides a partial offset for the pastor’s self-employment tax (typically 7.65% of base salary), include this.
• Mileage reimbursement. If the church reimburses ministry-related mileage, say so.
• Continuing education. If the church provides a continuing education allowance, include the amount.

See the bi-vocational pastor compensation guide for a complete framework for structuring fair compensation.

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Describe the Congregation Honestly

The congregation description in most church job descriptions is aspirational. It describes the church the committee wishes they were, not the church they actually are.

Write an honest description. Include:

• Average weekly attendance (actual, not Easter)
• The congregation’s age profile
• The church’s financial health
• The history of the previous pastoral relationship and why it ended
• The challenges the church is currently facing
• The strengths the church genuinely has

A candidate who reads an honest description and still wants to come is a candidate who is genuinely called to your church. That is the person you want.

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Describe What Lay Leaders Handle

A bi-vocational pastor cannot do everything a full-time pastor does. The job description should be clear about what the pastor is responsible for and what lay leaders handle.

For example: “The pastor is responsible for Sunday preaching, weekly leadership meetings, and pastoral care for members in crisis. Routine pastoral care visits, administrative tasks, and ministry coordination are handled by our deacon team and ministry leaders.”

This tells the candidate that the church has thought through the bi-vocational model and has the lay leadership infrastructure to support it. It also sets realistic expectations about what the pastor will and will not be doing.

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Where to Post

Post the position on job boards that serve small and rural churches. The MinistryPlace job board is specifically designed for small and rural church positions, including bi-vocational and part-time roles. Denominational job boards, seminary placement offices, and state association websites are also worth using.

Be willing to consider candidates who are currently working in the marketplace and have not been in full-time ministry. Many of the best bi-vocational pastors are people who have been serving in their local church as lay leaders and are ready to step into a pastoral role. They may not have a traditional ministry resume, but they have the gifts, the character, and the life experience that bi-vocational ministry requires.

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