We are seeking
A Worship Pastor
I. Purpose
Pastors are the spiritual shepherds of the church. All pastors are expected to engage in evangelism and mentoring, participate in church functions, exercise administrative oversight, and share in vision-casting. Worship Pastor duties include planning worship services; recruiting, equipping, and leading qualified individuals to serve in the worship ministry; and overseeing the use of music and media resources for the benefit of the church’s activities. The Worship Pastor works alongside other church staff and under the supervision of the Senior Pastor in carrying out his duties.
II. Qualifications
A. Beliefs
Is a born-again believer who affirms the latest revision of the Baptist Faith & Message, as well as the doctrine and policies of Westview Baptist Church, which are outlined in the Church Constitution.
B. Character and Conduct
- Is a mature Christian with strong integrity and a clear sense of calling to ministry.
- Ministers to their family and has their support in his calling.
- Is organized, teachable, and receptive to constructive criticism.
- Interacts well with others, maintains confidentiality, and communicates in a Christ-like manner.
- Practices personal evangelism.
- Maintains a god-honoring social media profile and online presence.
- Meets the following disclosure requirement: passes a criminal background check.
C. Skills and Abilities
- Able to lead a blended worship service that encompasses multiple genres and styles of music.
- Possesses enthusiasm and energy while leading.
- Able to identify vocal ranges, assign parts and teach them within one’s range.
- Able to understand and teach music terminology.
- Has knowledge of piano, guitar, and keyboard and the ability to play at least one of them.
- Able to assess the theological accuracy and quality of lyrics.
- Able to develop, direct, and lead choirs, praise teams, and bands.
- Skilled in the use of ProPresenter software, knowledgeable in desktop publishing software, and capable of operating A/V equipment and digital soundboards.
D. Education & Experience
Holds a relevant bachelor’s degree or higher from an accredited institution and has prior ministry experience as either a paid staff member or a volunteer.
III. Duties
A. Administrative
B. Leadership
- Assist in implementing the church’s vision and ministry plan.
- Plan, evaluate, and lead the worship ministry.
- Recruit, train, oversee, and schedule all worship ministry volunteers.
- Conduct regular Worship Ministry Team meetings.
- In cooperation with the Worship Ministry Team and the Stewardship Team, develop and manage budget items related to the worship ministry.
- On occasion, coordinate special worship ministry events (e.g., programs, dramas, concerts).
- Oversee the organization, storage, and maintenance of worship ministry materials and equipment.
- Perform other ministry-related duties as determined by the Senior Pastor.
B. Leadership
- Under the direction of the Senior Pastor, carry out the ongoing duties of a pastoral staff member.
- Develop a worship ministry that promotes and practices biblical worship.
- Lead people in the corporate worship of God in spirit and in truth.
- Regularly attend church services, activities, and staff meetings.
- Identify, develop, and mobilize the congregation’s musical talents by inviting, equipping, and encouraging participation in worship ministry.
- Maintain regular rehearsals for all worship ministry groups.
- Maintain regular contact with music and worship ministry related personnel and prospects.
IV. Benefits
A. Total Pay Package
T.B.D. based on qualifications and experience.
B. Vacation
Sick time may be used as needed with approval from the Senior Pastor. Any medically necessary absence longer than 5 consecutive days must be approved by the Personnel Committee, which may request a note from a medical professional.
D Paid Holidays
Christmas, New Year’s Day, Easter (Monday), Memorial Day, July 4th, Labor Day, Thanksgiving.
E. Unpaid Leave
Must be approved by the Senior Pastor and the Personnel Committee.
F. Family Health Insurance
Is required to have medical insurance to remain eligible for employment.
T.B.D. based on qualifications and experience.
B. Vacation
- Two weeks (10 days) vacation time is allocated each year throughout the first four years of employment. The employment start date is used in calculating earned vacation time.
- A third week of vacation is allocated in the fifth year of employment.
- A fourth week of vacation is allocated in the ninth year of employment.
- Vacation time cannot be carried over to the following year.
- Vacation schedules must be coordinated with the Senior Pastor.
Sick time may be used as needed with approval from the Senior Pastor. Any medically necessary absence longer than 5 consecutive days must be approved by the Personnel Committee, which may request a note from a medical professional.
D Paid Holidays
Christmas, New Year’s Day, Easter (Monday), Memorial Day, July 4th, Labor Day, Thanksgiving.
E. Unpaid Leave
Must be approved by the Senior Pastor and the Personnel Committee.
F. Family Health Insurance
Is required to have medical insurance to remain eligible for employment.
V. Performance Evaluations
A. Procedure
Performance evaluations will be conducted by the Senior Pastor and they will be reviewed by the Personnel Committee. The Stewardship Committee will consult with the Personnel Committee on performance evaluations in matters relating to pay & benefits adjustments.
B. Frequency
Performance evaluations will be conducted by the Senior Pastor and they will be reviewed by the Personnel Committee. The Stewardship Committee will consult with the Personnel Committee on performance evaluations in matters relating to pay & benefits adjustments.
B. Frequency
- The first performance evaluation will occur 90 days after the hire date.
- The second performance evaluation will occur six months after the hire date.
- The third performance evaluation will occur at the end of the first year of employment.
- Ongoing performance evaluations will occur on an annual basis.
VI. TENURE & ACCOUNTABILITY
After leading a Sunday morning worship service, the candidate may be called by a 75% affirmative vote (by written ballot) of active church members present that morning. The vote must be announced at least two weeks in advance.
The Worship Pastor reports to the church under the guidance of the Senior Pastor and the Personnel Committee. He is expected to keep regular office hours, attend staff meetings as directed by the Senior Pastor, and work at least 40 hours per week. With the Senior Pastor’s approval, time off may be given for hours worked beyond 40 per week.
If either the Senior Pastor and Personnel Committee or the Worship Pastor wants to end the employment relationship, they must give at least 30 days’ written notice—unless both sides agree to a different date.
If the church needs to request the Worship Pastor’s resignation, dismissal requires a secret ballot vote with at least 50% of active members present and 75% voting in favor. This action must be initiated by the active Deacons after counseling and efforts to resolve the issue.
The Worship Pastor reports to the church under the guidance of the Senior Pastor and the Personnel Committee. He is expected to keep regular office hours, attend staff meetings as directed by the Senior Pastor, and work at least 40 hours per week. With the Senior Pastor’s approval, time off may be given for hours worked beyond 40 per week.
If either the Senior Pastor and Personnel Committee or the Worship Pastor wants to end the employment relationship, they must give at least 30 days’ written notice—unless both sides agree to a different date.
If the church needs to request the Worship Pastor’s resignation, dismissal requires a secret ballot vote with at least 50% of active members present and 75% voting in favor. This action must be initiated by the active Deacons after counseling and efforts to resolve the issue.
submit resumes to: personnel@wvbelievers.com