There were the typical bi-vocational ads, mostly for youth and music positions (bi-vocational employment is what most folks call a part-time job; others might call it ministerial moonlighting). Most pastors who are under, say, 50, have cut their teeth working in bi-vocational roles, and we understand the joys and the pitfalls of part-time ministry.
For my own part, part-time music ministry was a great experience: every Sunday I was able to lead people into the presence of God through our common experience of praise. This was a joy for me, something I looked forward to each week. Other pastors started out in more difficult areas such as youth ministry, which is usually a much harsher experience. The average youth pastor stays at a church for about 18 months, as a toxic mixture of high expectations and low appreciation (see: financial compensation) tends to lead to quick burnout.
But we're beginning to see something more curious building lately across professional (forgive me as I call a spade a spade, Bro. Piper) ministry: full-time pastors are fading out, burning out, and heading for the exits at alarming rates. In seminary we learned that 50% of us would quit ministry within 3 years of leaving the school. Can you imagine how much of a public crisis it would be if those numbers carried over to graduates of law schools or medical schools?
And I'm not sure my denomination has ever commissioned a study on full-time pastoral stays lately - and they probably don't want to do so - but I've read and heard about some surveys which show that the average pastor remains at a church for merely 3 years. That is shockingly low, and is yet another symptom of our changing cultural ethos impacting the church.
But why is this the case? This brings me back to the classifieds of the Baptist paper. One specifically caught my eye:
"...a small rural, traditional Southern Baptist church...is seeking a full-time pastor-wife team, age 35-55, married with children, college graduate with Baptist seminary courses desirable, 5-plus years of experience in preaching, pastoral care and administration with a vision for growth."
Such a wish list would be kind of funny it weren't such a strikingly honest portrayal of every pastor search committee's desires in the history of pastor search committees. Let's briefly consider the highlights...
Churches Really Want to Employ Both the Husband and the Wife as a Package Deal
You're only gonna get compensated for one employee in the household, mind you, but churches hire married men with the expectation that their wives will get seriously involved in the inner-workings of the church. This includes volunteering in the nursery, working with the children's church, and greeting visitors...all while also being a visible part of public worship (double points if she can play the organ). She must be able to teach VBS, lead a ladies' prayer circle, and take criticism with a pleasant smile.
One of the best pieces of advice I can give to young ministers who are going before a search committee is to take your wife with you. With the possible exception of politics, there is no other comparable field where your spouse is as important to procuring employment as in the ministry.
Churches Really Want Middle-Aged Pastors
Congregations desire that sweet stretch of time between too young and too old. You get stuck with a pastor too young and you have to grow with him. That can be trying at times for congregations; all pastors make mistakes...young pastors make a lot of mistakes. On the other hand, you get stuck with the man who has grown old in the ministry, and you might be led to believe that your church will be unattractive to visitors and young families.
As full-time ministry positions dwindle, the field will become even more crowded with older men (even now fewer than 50% of Alabama Baptist churches have even one full-time staff member to begin with). As a result, full retirement will become increasingly rare. I recently saw that a man in his mid-70s left our state missionary board after 50+ years in ministry. In his last column to Alabama Baptists, he reassured us that we shouldn't worry about him; he has a nice nest egg to live on during his sunset years. That's great for him...but most of us under 60 won't have the same luxury. This will mean that middle-aged men will become even more desirable, and the young will be battling the old for the very few full-time positions which remain.
Churches Really Want the Pastor to Have Kids at Home
As a new father, I can attest that many mysteries become more understandable once you become responsible for a family. Fathers teach their children, but children have a strange way of also teaching their fathers. Having children tends to make you more patient, understanding, and wise. I imagine it also makes the pastor more likeable to guests and visitors who have kids. It gives more of the kind of homespun sermon illustration material which many congregants love to hear. And, yes, often times a new pastor with three kids will incidentally grow the children or youth departments by leaps and bounds.
But, let's face it, having children also places a burden on the pastor's time and energy. I wish churches could understand this: the finest pastor out there will have you as his third priority in life behind his God and his family. If he has children in the home, the gap between second and third place should be Grand Canyon-like. As with many things in life, desiring to have a pastoral leader committed to his wife and children will likely be a mixed bag. There will be plenty of sour along with the sweet for both the church and the pastor's family.
Churches Really Want a Pastor Who is Educated
I recently sat down with a young man who feels called into the ministry. I simply asked him, "What do you want to do in ministry?" Full-time senior pastor. "So where are you going to seminary?" Hadn't really thought about it being necessary; maybe to an online school. I paused for a second and said, "Listen, the most important ministerial decision you will make is where you go to seminary. Don't take it lightly, and don't settle for online courses when you can actually grow with others -- you know, that's what a seminary is...a place of growth. Besides, there was a day when a young man with a calling and giftedness could get his foot in the door of a church and become senior pastor without a formal education...those days are as gone as rotorary telephones. Go to seminary."
I've learned in a short amount of time that people who love Jesus also love to learn about Scripture. The least a church can ask out of its pastor is for him to be a competent and educated minister. Soul care is every bit as important as physical care, and we expect our physicians to be well-educated and committed to growing in their knowledge. Pastors must do the same.
Churches Really Want a Pastor Who Can Do it All
Churches want a pastor who has years of experience in preaching, counseling, managing, and casting visions. I don't slight this church above for listing these things out one-by-one. I credit them for being honest. Churches don't want their pastors to wear many hats, but to wear one giant hat which would thoroughly engulf any man who was not divinely set apart for such a task.
I recently had a week where I spent over 70 hours at the church in six days. One of those days began at 3am and concluded at 9:30pm. That day included every single aspect listed in the advertisement: preaching preparation, counseling a grieving family, administrating typical church business, and crafting an ongoing vision with the deacon board. While you don't have to be an expert at everything to make it in the ministry, you do have to be proficient at a lot of tasks, many of which go unnoticed by the congregation. Ministers become accustomed to demanding expectations of our time, talents, and efforts while being able to handle criticism and suggestions about the things we should be doing.
So why is there so much pastoral burnout? Ministry is demanding and difficult. As I tell folks, there are weeks which are a breeze...then there are weeks which are grueling. And usually the grueling weeks were not planned that way, but happen because of the naturally fluid nature of ministry. Local church expectations of ministers often threaten the pastor's home life and personal walk with the Lord. All leaders - spiritual or otherwise - face this type of challenge.
But ministry leadership has one key distinction when compared with other types of professional leadership, and I believe it is the #1 reason for pastoral burnout: compensation. No one called of God goes into ministry for the money, but they do anticipate that the congregation will support their family. As offerings dry up and churches cut back, the minister's modest salary and benefits become a topic of conversation around dinner tables and Facebook messages. And then the pastor wonders: is it worth it?
The days of financial security has concluded for most ministers; a conclusion which coincides with much higher pastoral demands and fewer available positions. During my seminary years I had friends in the law and pharmacy schools...many of them are now earning six-figure incomes, while most of my seminary buddies have yet to find a church to minister at on a full-time basis. Some of the few who are full-time are struggling in different ways. They are likely wondering: is it worth it?
Praise God it is worth it, and while the financial security of today is evaporating, the treasures are still being laid up in heaven. Hopefully I can write more about this side of ministry before next July.
