Calling a Pastor: How to Write a Job Description That Attracts a Faithful Shepherd
Finding a new pastor isn’t easy.
And the longer it takes to find “the guy,” the harder it gets on the church. Pastoral transition is one of the most dangerous and discouraging seasons in the life of a congregation. If you’re in the middle of it, you already know the challenge.
But you might be overlooking one of the most important tools at your disposal: the job description.
If your church is like most rural congregations, you don’t have an HR department. You’ve got a committee, and you’re on it! Lucky you.
So you start where most people do. Google. There have to be some examples out there from other churches, right? After all, the job of a pastor is pretty standard. Why reinvent the wheel?
But, there’s a problem you might not catch. Most examples of online job descriptions aren’t helpful. They might even be more likely to scare off the right candidate than attract a faithful shepherd. Job descriptions matter.
You’re already on the committee. You might as well dig in and spend the time crafting a job description that reflects the heart of your congregation and resonates with the heart of the man you’re hoping to call. It will be worth it.
And it all starts with a guiding question: Do we want someone to work for us, or a man called by Christ to lead us?
This article will help you develop a compelling, theologically grounded job description that honors God, blesses the candidate, and sets the stage for a healthy, long-term ministry. It will also make the time you spent on this committee a little more tolerable. I hope.
Here are some things to consider:
1. Lead with Calling, not Compulsion:
Most job descriptions dive in early with phrases like this:
“The pastor reports to the deacons…”
“Responsible for oversight of…”
“Shall be present at all meetings…”
But the pastor isn’t just an employee. He’s a gift from Christ to His church (Ephesians 4:11–12). He’s not your hireling. He’s Christ’s undershepherd. And the only right response is to follow him as he follows Christ (Hebrews 13:17; 1 Corinthians 11:1).
So instead of cold titles and chains of command, start with something like this:
“The man called to serve as pastor is accountable first and foremost to Christ, the Chief Shepherd. He will be recognized as an undershepherd entrusted with the ministry of the Word, the spiritual care of the flock, and the leadership of the church’s direction and worship. The church will joyfully follow his lead as he follows Christ. The leadership team [elders, deacons, or whatever best describes your structure] will walk alongside him in prayer, encouragement, and shared oversight.”
That kind of language does more than just shape expectations. It sets a tone of honor, trust, and partnership that demonstrates your willingness to walk faithfully together with your new pastor.
2. Don’t Swing the Pendulum
One of the most damaging things a search committee can do is write a job description in reaction to a previous pastor’s failures. And it happens all the time!
If he traveled too much, the new guy gets only two Sundays off a year (restrictions like this are discouraging and rarely necessary. You’re more likely going to have to encourage your pastor to take his full vacation than to worry about him being gone too much. This is a quick way to scare someone off!)
If he didn’t mow the lawn, “groundskeeping” makes it into the job description.
If he led too boldly, you bury him under the phrase “guarding tradition.”
Take care to resist this natural temptation. This description must not become a congregational rebuttal. You’re issuing a call, not a plan to make sure he’s better than the last guy. The call is: “Feed the flock. Preach the Word. Shepherd with Truth and care.” So be honest about what’s hurt in the past, but don’t attempt to write it out of your future.
3. Avoid the Language of Control
Here’s an example of common language found in rural pastor job descriptions:
“Must be available for emergencies at all times. Expected to be present at all committee meetings as ex officio member. Vacation to be discussed with the deacons.”
This doesn’t sound like a calling. It sounds like a punishment! Potential candidates will be tempted to move on.
But, what a refreshing blessing it would be to read something like this:
“We encourage our pastor to take time away for rest, study, and family life. The elders, deacons, and members of the congregation will share the load to make this possible.”
— or —
“While the pastor will stay informed and help set direction, he will not be expected to attend every meeting or micromanage all ministries.”
When your language assumes trust and shared responsibility, healthy candidates perk up. If it sounds like you’re hiring a watchdog, don’t be surprised when no shepherds apply.
4. Be Realistic About the Parsonage
Real quote:
“Parsonage provided. Equivalent to $1,200/month housing allowance.”
But, does it have a working furnace? Has it been updated in this century? Is there mold in the basement? Are there enough bedrooms and bathrooms? Does it double as the church office? Can the family decorate? Garden? Have people over without apologizing?If not, it’s not worth $1,200/month. And it might be chasing people away. Don’t overvalue your parsonage. If you think highlighting the “value” of the parsonage will attract more candidates you’re wrong.
A better statement:
“A parsonage is available. We want your family to feel at home, so we’re open to updates, privacy needs, and making this a comfortable space. If you’d prefer to secure your own housing, we are willing to make financial decisions to prioritize this desire.”
5. Offer the Best You Can, Not the Bare Minimum
A small church can’t offer a big salary. But you can still be generous. And generosity isn’t just about dollars. Your posture says a lot.
Instead of saying:
“We can’t pay much, but God will bless the right man…”
Say something like:
“We’ve stretched our budget to make this sustainable. We’re committed to supporting our pastor and will continue to grow in generosity as we are able.”
Consider including additional benefits such as:
Life insurance
Modest health stipend for sharing programs (e.g., $150/month)
3–4 Sundays of pulpit supply budgeted annually
Retirement matching, even if small ($25–$50/month)
Grocery or fuel gift cards
Freezer full of beef or pork (don’t assume his family likes venison)
If he’s from out of town, give him time and resources to go home to see family.
Even if the salary’s modest, these extras communicate care, respect, and intentionality.
6. Invest in His Growth
You want a pastor who keeps growing. But growth costs time and money, and if you don’t budget for it, you may be implying it doesn’t matter.
Build in:
A book and library fund. Ask if he would like Logos or a similar study program.
1-2 classes per year or a seminary module
Paid time off for conferences or study weeks
Access to counseling and mentoring
A regular sabbatical (many churches provide up to 3 months every 7 years. Start planning now to make this time a blessing for the pastor and congregation.)
Sample language:
“We’ve set aside $500 annually for development, and welcome requests for courses, training, or resources. We want our pastor to stay sharp and nourished.”
The goal isn’t just to keep him scraping by. The congregation has a responsibility to provide for the pastor in a way that frees him to keep his focus on shepherding.
7. Invite a Shepherd, Not a Superhuman
If you asked the average church member how much time they expected their pastor to give to prayer, study, counseling, meetings, maintenance, oversight, and visitation, you would likely be stunned by the response. There is an unspoken expectation that a pastor should be doing more than anyone is really capable of accomplishing.
If your job description lists every task from preaching to plowing the parking lot, you’re going to scare people away. And, if your expectations are for this man to be a superhuman, prepare to be disappointed.
Consider adopting language such as:
“We’re not looking for someone to complete our punch list. We want a shepherd who equips the saints, feeds the flock, and leads us into mission. The leadership team will support him so he doesn’t burn out.”
8. Demonstrate Trust in the Man You’re Calling
If you don’t plan to follow him, don’t call him. You’ll save your church a lot of heartache! As you prepare the job description, understand you are defining a relationship. And the only way this relationship works is with trust. Express this heart now and live it out after his arrival.
Trust him with:
The pulpit: He is responsible to feed the flock. That includes planning, prep, and protection of the preaching schedule.
The worship gathering: Song selection, service flow, and Scripture readings are all instructive. These should reflect the pastor’s theology and shepherding goals. Work with your current leaders to accept their responsibility to entrust the new pastor with the service plans.
Direction: Build in freedom for the pastor to lead the congregation.
You’re not asking him to entertain or do your bidding. You’re asking him to shepherd which requires your participation as a willing follower.
A Final Word for the Faithful Committee
If you’re serving on a search committee, I want to say thank you. You’re doing difficult work that most people don’t like. But, it’s good work. This isn’t about logistics but spiritual discernment. You are seeking a man called, equipped, and sent by Christ to shepherd souls. Pray carefully through your job description. Write with clarity, demonstrate generosity, show humility, and trust God with the results. Pastoral transitions are hard on the church, but God is faithful! Your confidence in His faithfulness must set the tone for what is to come.
Remember, you’re not hiring help. You’re calling a pastor.
TJ Freeman
As the senior pastor of Christ Church (formerly Wellsboro Bible Church) since 2012, TJ has a passion for the rural church. Prior to his arrival at Christ Church he served as a church planter, Biblical counselor, discipleship pastor. and history teacher. He enjoys the outdoors (but only when it’s hot out), and is passionate about sushi. TJ and his wife Katie have two daughters; Charlotte and Charity, and two sons; Hudson and Grant. TJ serves on the board at the Brainerd Institute for Rural Ministry and can be heard on the Rural Church Renewal and the Back to Rurality Podcasts
