Did you know: 56% of church leaders don’t give their volunteers job descriptions, and 52% don’t give them a timeframe for service? These factors are just a few that weaken volunteer cultures, lower motivation, and contribute to burnout. Let’s fix that.
Here’s the complete job description cheat sheet to help you inform, motivate, and energize your future church volunteers.
Your Church’s Why. 76% of volunteers serve to glorify God. Remind people of your Kingdom-building vision to ignite their passion for serving.
Logistics and Other Requirements. Identify the department, reporting relationship, and job title relevant to the role. This gives potential volunteers a quick snapshot of where their position will sit in relation to the rest of the church. This section can include any actions volunteers need to take before serving, such as attending a membership class.
Code of Ethics. Many churches require that volunteers join with leadership in setting a strong example in front of the rest of the church. If there are certain behavioral attributes you require of your volunteers, link to your code of ethics or similar document in the job description.
Contact Information. Potential volunteers may need some questions answered or may like to meet with their team lead before committing to a role. Make it easy for people to find and connect with that person.
Ministry Insight. Describe the purpose and goal of the specific ministry you’re looking for people to serve in. This gives potential volunteers a view into what that specific segment of the church is trying to accomplish and how they can contribute.
Time Commitment. Outline how many total hours are asked of volunteers. Be sure to highlight whether or not people can test out a role before committing to service. 22% of people who don’t volunteer report it’s because they’re busy outside of the church. This is your chance to set expectations for the position and allow people to consult their calendars before committing to something they may not be able to do long term.
Skills Required. List out only the core requirements of the role. “Preferred skills” can cause people who don’t have the “niceto- have” skills to feel excluded. If some traits aren’t necessary for volunteers to thrive in the role, exclude them altogether. And be specific: If someone needs to be able to stand for four hours straight, make it known in this section.
For the full research on the state of volunteerism in the Church and insights into how you can build a healthier service culture, download the free ebook, The Definitive Guide to Finding, Training, and Keeping Church Volunteers, today!