Acts 6 offers a paradigm for the “how” and “why” of church administration.
Good administration and good administrators are a gift from God. Don’t neglect these gifts just because they seem boring or nerdy.
Pastors’ delegation of work to deacons should not lead to abdication of their duty to oversee.
There are many reasons why a church may want to consider an administrative pastor as its second (or third or fourth) hire.
Managing a church staff in wisdom is necessary for a joyful ministry.
How do you conduct a job performance review for the elders (particularly the paid staff elders)? In other words, how do you determine if an elder is “ruling well”?
Job descriptions and a clear org chart or staff structure are essential tools for organizational excellence and faithful management.
Fellow elders and founding documents guard a senior pastor against the pride of authoritarianism.
When you start to have more attendees than seats, you have other options than adding another service.
Let’s see how the apostle Paul discussed money, and then apply his approach to scenarios you may find yourself in.
Churches are called to imitate the integrity of Christ by handling their finances with transparency, accountability, and moderation.
When considering whether to share salary information with the whole church or one inquisitive member, try to process that question with two goals: build ownership and maintain unity.
Healthy churches can proactively plan for and financially invest in their pastor’s retirement as a way to encourage his longevity.
Generosity and trust should inform how much churches pay their staff.
What do we do when there seems to be a discrepancy in our staff salary structure?