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How to create a Church Communications Job Description

Every church has unique qualities, requirements, and assignments.  Even though some churches may share similarities (like location, attendance, budget or staff size) it’s clear that each is unique, which means your job description will probably be unique to your church.

I’ve been asked by a few people if they can see my job description and I intentionally decline because I don’t want to create an opportunity for them to think this is the “right way” to operate in a marketing and communications position. There’s no right or wrong, but a job description is important so everyone involved is clear on the expectations.

Whether you’re a Pastor wanting to create a Communications position at your church, or you’re considering taking a paid position and want to be sure you’ve got all of the bases covered or a volunteer who would like to start the conversation on how to help your church, here are some ideas of what a job description could include.


Will your responsibilities include Social Media?


If so, here are 10 questions to ask leadership specifically about launching your Social Media.


Who will you report to, how often will you report to them?

What kinds of questions will they ask, and what kind of information do you need to bring to the table when you connect with them.  What do you need from them?


Creative vs Execution Balance:

Is your position in place to be creative and think outside the box, or a matter of executing directives from leadership, or a combination of both?


Your Weekly Schedule:

Discuss your daily schedule (do you start the same time every day, how long is your lunch break, etc.) vacation time, sick days, how many hours per week is your position? Is that flexible on a daily or weekly basis? If you work extra hours this week, do you get compensation hours next week, or do you earn overtime?  Are weekend services part of your job requirement, and how does attending or missing those affect your allowed vacation time?


documents_256pxWhat is your pay?

Think this is an obvious question? Think again, and get it in writing… not because you don’t trust the person bringing you on staff, but it’s possible they’ve had a different conversation with the accounting department or meant to say “Around this and that”- and you get paid this, thinking you might be getting that. Is your pay hourly or salary, and how much flexibility exists?


What conversations do you get input on?

Do you get the final say in design work, outgoing newsletters, mail, email content, Public Relations releases, naming groups and events in the church, or does that fall to someone else? Is that each department’s decision and they can ask your input or do you approve what goes out to maintain consistency?


Do you need to build a volunteer team?

Are you expected to take the responsibilities yourself for all of your projects based on your schedule, or will you build a volunteer team and delegate? Is that a hope, or an expectation for leadership?


What are your key performance indicators (KPIs)?

This has to be quantifiable and measurable: a yes or no decision about if you’ve hit these requirements and in what time frame – yearly, quarterly, weekly, daily: This could include:

  • # of likes on Facebook in 12 months
  • # of podcast subscribers in the next quarter
  • # of email newsletter subscribers
  • # of people on your volunteer team
  • # of attendees at a certain yearly event
  • $ total given online
  • # of daily posts on Facebook / twitter / Instagram / snapchat / etc.


List your recurring tasks:

You task list may include social media posting and interaction, live announcements, video announcements, bulletin, graphic design, print material, video projects, event promotion, weekly email newsletter, logo design, ghostwriting blog posts, sitting in staff meeting, leading creative meetings, building and communicating with volunteer teams, one-on-one meetings with leadership, mentoring and coaching other departments, overseeing brand consistency, website modifications,and edits… etc.


Outline expectations for ongoing improvement:

Will you be expected to travel for a yearly conference, take online training, listen to podcasts to develop yourself, or none at all? Do you need to read a certain number of books for personal development, and do you choose those titles, or how are those titles approved?


documents_256pxWhat is the big picture?

What does leadership see for you and your position 1-year, 5 years and 10 years from now? How can you take steps each day to get from here to there?


Taking time to discuss these concepts is going to help you set clear expectations to give your best to the opportunity in front of you.  The conversations may not be easy to have while you’re excited about taking a new position, but they will be more difficult after you’ve crossed your start date.  Don’t wait until after you’ve started the race to find out if you’re running a 100m dash or a marathon.


Did I leave something out? Would love to hear what other high-level ideas are included in your job description:



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By Adam McLaughlin

Adam loves helping churches and businesses discover marketing ideas that are consistent with their values, loves coke slurpees from 7-11 and would love to speak at your conference or event!

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