3 Job Description Misses that Might Cost Your Church

3 Job Description Misses that Might Cost Your Church

How accurate are your employees’ job descriptions? Most places might have one during the application process but by the time you are one year in your responsibilities have morphed so many times, that it’s unrecognizable. Some organizations take the opposite approach making a description so general it will never go out of style: “Do your job.” Neither really helps foster realistic or clear expectations on either side.

Job descriptions are vital to every position to avoid unclear expectations and miscommunications that can lead to all sorts of problems. A good job description sets your employee up for success. Specific descriptions may vary from role to role and organization to organization, but we’ve noticed there are three nonnegotiable points of a solid job description that churches often seem to overlook:

  • At-Will Statement:  Most states are “at-will” which simply means that the employer or employee may end the employment relationship for any reason (as long as it’s not discriminatory). Check your state’s laws to make sure your policy is in compliance with state and federal regulations and include a statement in the job description to ensure both employee and employer are in agreement.
  • Spiritual Requirements or Lifestyle Agreement:  Most churches have a statement of faith or expect certain conduct from their staff for their employees. If you do, be sure to include those spiritual requirements in the job description to ensure all employees understand and agree to abide by it. It serves your staff well to clearly communicate what is expected of them from the start of their employment. And if ever there is a disciplinary issue in regards to conduct, referring back to this document will be helpful.
  • Signature of Acknowledgement:  As a final measure, create a place for your new hire to sign and date their job description. This confirms they have received, reviewed, and agreed to all its contents. We also recommend having their direct report or hiring manager sign and date upon receipt. This signature may prove crucial if there is ever any question regarding expectations or essential job duties

Hitting these three points in all your staff’s job descriptions will set you and your employees up for success and could help protect you from potential lawsuits. If you think your job descriptions might need updating or a complete overhaul, we’ve got you covered from start to finish.

Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.