The assumption that every church should have a full-time, fully-funded pastor is a relatively recent development in church history. For most of Christian history, churches were led by people who also worked. The apostle Paul made tents. The early church was led largely by people with other occupations. The professional clergy model is the exception, not the rule, in the long arc of church history.

If your small church cannot afford a full-time pastor, you are not failing. You are in the majority. And you have options that are not only workable but may actually be better suited to your context than the full-time model.

Option 1: The Bi-Vocational Model

The bi-vocational pastor works a secular job and pastors the church. This is the most common model for small churches and, according to Lifeway Research, is now the model for 47% of evangelical pastors in the United States.

When it works: When the church can find a pastor who is genuinely called to both vocations, when the congregation has realistic expectations about availability, and when the church has strong lay leadership to handle pastoral care and administration when the pastor is at work.

When it struggles: When the congregation expects full-time availability from a part-time pastor, when the pastor has no peer community and becomes isolated, or when the church’s needs exceed what a bi-vocational pastor can realistically provide.

What to pay: A bi-vocational pastor should receive fair compensation for the hours and responsibilities involved, even if it is not a full salary. A housing allowance, mileage reimbursement, and a continuing education allowance are all meaningful parts of the package even when the base salary is modest.

Option 2: The Part-Time Model

The part-time pastor is employed by the church for a defined number of hours per week, typically 20-30 hours. He may or may not have outside employment. This model is distinct from the bi-vocational model in that the church is the primary employer and the role is defined by hours rather than by a full-time expectation.

When it works: When the church can afford to pay for 20-30 hours per week of pastoral work, when the role can be clearly defined within those hours, and when the congregation understands what is and is not included in the part-time role.

When it struggles: When the church pays for part-time hours but expects full-time availability, or when the role is not clearly defined and the pastor ends up working full-time hours for part-time pay.

Option 3: The Shared Pastor Model

Two or more small churches share a pastor, each contributing to his compensation. The pastor divides his time between the congregations, typically preaching at each church on alternating Sundays or serving each church on specific days of the week.

When it works: When the churches are geographically close, theologically compatible, and willing to coordinate their schedules and expectations. When the pastor has strong organizational skills and can manage the complexity of serving multiple congregations.

When it struggles: When the churches have conflicting expectations, when the pastor feels pulled in too many directions, or when one congregation feels like it is getting less than its share of the pastor’s time and attention.

Option 4: The Lay-Led Model

The congregation is led by trained lay elders or deacons, with preaching provided by a rotation of lay preachers, guest speakers, or a part-time preaching pastor. This model is more common in some denominations than others but is a legitimate option for churches that cannot afford any level of paid pastoral leadership.

When it works: When the congregation has mature, trained lay leaders who are willing to take on pastoral responsibilities, when the denomination or network supports this model, and when the congregation understands and accepts the limitations of lay leadership.

When it struggles: When lay leaders are not adequately trained or supported, when the congregation expects professional pastoral care that lay leaders cannot provide, or when the model is adopted out of desperation rather than conviction.

Making the Decision

The right model for your church depends on your specific situation: your budget, your congregation’s needs, the availability of qualified candidates, and your community context. Here are the questions to ask:

1. What can we realistically afford to pay for pastoral leadership?
2. What does our congregation actually need from a pastor? (Preaching? Pastoral care? Administration? All three?)
3. What can our lay leaders handle, and what requires ordained pastoral leadership?
4. Are there qualified candidates available for the model we are considering?
5. Does our congregation understand and accept the limitations of the model we are choosing?