How to Create an Employment Agreement
A youth pastor agreement as a model.
John Pearson
April 1, 1980
The local church in seeking to fill a staff position has a myriad of details and decisions to ponder before the calling of the right candidate is concluded. Once the selection has been made, however, the specific details of the "call" or the employment agreement are often hurried over and mishandled.
For example, an employment agreement between a church and a youth pastor takes careful thought. Many times the committee members extending the call are rookies at the task, and would welcome any help or suggestions. With careful thought, an employment agreement can communicate to both the church and the youth pastor a framework of understanding. Hopefully, this will help extend the youth pastor's ministry past the 18-month average stint (or is it now eight months?).
The agreement has two categories: Basic Benefits and Optional Benefits. Some churches will want to expand the list while others might delete some options. Additional benefits can always be added in future years as the youth pastor gains experience and then experiences ministry growth.
The Basic Benefits should be viewed as the "bare essentials" for the youth pastor. Obviously, the numbers will change depending on many factors such as church size and budget, inflation, experience, and other pastoral staff benefits.
The list of Optional Benefits shows church committees the wide range of special compensation items. This benefits package may be too generous for many churches, yet it allows a committee to consider many creative ways to care for their youth pastor. (Some senior pastors will probably ask where they can apply for this job!)
The use of a written employment agreement has two main values. First, it shows what benefits are included. Second, it shows what benefits ...
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