When Interviewing a Church

 

These are David's thoughts about what to ask a prospect church. You won't be able to ask all these questions in the first or second interview. But, build a portfolio of the answers as you continue in the interview process.

 

Staff Culture

• What is the work culture, style of communication, strength of relationships, emphasis on policy, office hours, casual or formal feeling, and of course, "Mac or PC?"
• What kinds of meetings are there for pastors, directors and support staff?  Tactical, strategic and spiritual?  What are the future needs?
• Describe the leadership and its style; use of ministry teams, committees and staff leadership of ministries.  How is the Fruit of the Spirit seen in the ministries?
• What is staff longevity, turnover, challenges and issues.  Does the staff function in teams, solo or silo?  What is the level of trust, problems, average age, sense of excitement, hospitality and prayer?
• Describe the staff education agenda, such as books, use of instruments like the Myers-Briggs, fun time together and continuing education.

Administration

• What is the financial picture of the church?  Describe the budget and budget process.  How are financial reviews done, such as an audit?  What is the indebtedness and are there any for-profit activities, such as a school?
• Describe the human resource issues.  What is the hiring style, recent terminations, lawsuits and HR handbook.  Does the church have an opportunity profile for hiring staff?
• What is the compensation structure?  What is the range for the position, benefits, health insurance, life, dental, retirement & vesting, vacation, holidays and sick time?
• What are the transition expenses covered, such as moving, home selling, flights, realtor fees and transitional housing? What is the cost of living difference at the new city?
• How are evaluations done?  What is the process of setting goals, objectives, strategic priorities, vision alignment and measurement?
• What are the administrative committees or teams, such as facilities or management?
• Obtain the Dashboard.  Obtain four years of attendance & donations, balance sheets and income/expense sheets.  Obtain a recent vacation accrual analysis and zip code analysis.
• Obtain official papers, such as the constitution, policies, procedures, org charts and staff bios with pictures.

Leadership & Governance

• What are the expectations of the XP?  By the SP, governing board, pastors, directors, support staff and congregation?  Will the key leaders use the XP-Indicator to help you understand their expectations?
• What are the relationships on the leadership team and is there anyone who may leave in the short-term?
• What is the XP job description, history of position, scope and authority?  Will there be an employment contract?
• How much time away is allowed for external ministry?
• What is the governance style and make-up, board & issues, style, frequency and level of participation by the XP?
• What are the church’s vision & values?  Are ministries aligned with the vision?  Does the vision statement need to be refocused?
• What are the church’s current issues, problems and challenges?
• How does this position use the 5 Functions of an XP—Administrator, Catalyst, Mentor, Minister, Overseer?
• What is the role of the SP?  What are the governing board’s expectation of the SP?  What does the SP job description look like?  How much time is spent in preaching, vision casting, leading key staff, micro-managing?  What is the role of delegation by the SP to the XP?

Church Issues

• What is the history of the church, doctrine, disctinctives, unique ministries, hurts, habits and hang-ups?  How is the Fruit of the Spirit seen at the church?
• What is the role of small groups, peacemaking, Celebrate Recovery, missions, leadership development and communications?
• What is the church culture, view on social issues and the relationship between learning, worshipping and serving?
• What is the worship style or styles?  Is the church seeker or targeted?  Is worship creative, have passion?  What is the preaching style?  Is there prayer & holiness?
• What about staff wives?  What is the culture, expectations and are wives allowed to work at the church?

City

• Describe the church in relation to the city’s demographics.  What kind of education, jobs, culture, average age, percent of the congregation that live within 5 miles, roads & highways?
• Where do the staff live, as well as other church leaders?

 

XP-Indicator Questions

Consider using the Questions from the XP-Indicator to help you understand the XP role.

This role …

• acts as a catalyst for starting new ministries
• administers policies of the governing board
• advises the Sr. Pastor about the Sr. Pastor's schedule and events
• approves procedures for running the church
• attends meetings of the governing board, perhaps as a member
• challenges people to improve ministry
• communicates with the Sr. Pastor about church ministry
• conceives design of new buildings
• conducts funerals so the Sr. Pastor does not have to
• coordinates cases of church discipline with the governing board
• counsels members as a significant portion of ministry time
• creates strategic plans for the church
• delegates buildings and grounds management to subordinates
• determines compensation for staff
• develops staff in a few areas of appointed ministry
• directs capital campaigns to fund new buildings
• disciples believers as a large percentage of ministry time
• discusses church-wide ministry with Sr. Pastor and governing board
• empowers members to be involved in ministry
• encourages congregants to volunteer for ministry service
• ensures that budget development for the entire church is in line with vision
• envisions future ministry for the entire church
• equips members for ministry as a large percentage of ministry time
• evaluates job descriptions for staff
• exhorts staff members as deemed necessary
• facilitates hiring architects and contractors for new buildings
• fills the position as the second in command to the Sr. Pastor
• fills the pulpit as a preacher when the Sr. Pastor is away
• functions as the Chief Executive Officer
• gives input on hiring personnel for a few areas of ministry
• guards the schedule of the Sr. Pastor
• guides the master planning process of buildings and grounds
• handles operations as Chief Operating Officer or has a subordinate COO
• hires and terminates staff (except the Sr. Pastor)
• implements the vision of the Sr. Pastor
• instructs or leads a weekday class or small group
• liaisons between the governing board and church committees
• lights fires to get people involved in ministry
• manages ministry by delegated responsibility
• meets with the governing board only when needed
• mentors key staff ministers in a few areas as a large percentage of ministry time
• monitors every ministry for the Sr. Pastor and governing board
• motivates people to get involved in ministry
• networks ministries together to enhance effectiveness
• occupies a powerful position
• operates as the Chief Financial Officer or has a subordinate CFO
• oversees all church ministries
• pastors just a part of the congregation as determined by job description
• performs weddings so the Sr. Pastor has time to focus on other ministry
• preaches at least one-third of the time
• receives advice on legal and insurance issues from staff or volunteers
• recruits staff for any position as deems necessary
• reports on finances for a few areas of church ministry
• represents church-wide finances to the governing board
• reviews programs for a small part of the entire church
• runs staff meeting and retreats
• seeks out opportunities for members to share the gospel
• sees the Sr. Pastor as the spiritual leader
• serves the Sr. Pastor by “taking things off the Senior's plate”
• hepherds the entire congregation rather than a segment of it
• supervises staff teaches a Sunday Class
• works as the Chief of Staff