XPastor tries to help churches by providing some of the essentials for running a church—items like job descriptions, employment applications, review forms and church policies. Below is the Personnel Policies and Procedures from Parma Heights Baptist Church, Parma Heights, Ohio.


This handbook has been prepared as a general statement of our policies and as a guide for general information that should assist you during your employment. The provisions of this handbook are designed to serve as guidelines; however, exceptions may be made periodically based on particular needs or circumstances.

The statements contained in this handbook do not limit the right of either the church or the employee to terminate the employee’s employment or compensation, with or without cause or notice, at any time. Further, this church, at the discretion of the Deacon Board of Parma Heights Baptist Church (PHBC), reserves the right at any time to change, delete, or add to any of the provisions or benefits in its sole discretion.


PHBC exists to help people find and follow Jesus Christ.


Through PHBC, we picture a community of people consistently engaged in life-changing worship gatherings and involved with effective growth groups where spiritual growth, caring for each other, and reaching out together is unmistakable. Individuals joyfully serve in ministries using their unique God-given talents and skills. We also envision a church which consistently identifies and develops leaders for ministry. Through personal evangelism and strategic outreach events, we desire to increase our effectiveness in connecting people to God and PHBC. Together, we strive to become a community of people who compassionately meet the needs of hurting people locally and throughout the world.

Theological Foundations

All ministry must have a focal point of origin—a reason or basis for existence. It is our intention to base our ministry on the principles of Scripture. The following theological axioms are the sources on which our ministries exist:

  1. The Scriptures are our authority for faith and practice (2 Tim. 3:16). The Scripture is one of the major ways through which God has revealed Himself to us and is our authority for life and practice. Therefore, all areas of ministry and program carried out in the name of Parma Heights Baptist Church must have their support from the biblical context.
  2. Ethical standards and integrity are mandatory for our leadership (1 Tim. 3:16). The Scripture has outlined the qualifications and lifestyle of those who have been called to lead the people of God. Each employee is expected to exemplify the qualities set forth in Scripture, namely:
    1. A PHBC employee’s personal ethics and integrity must be an example to the church and to the world.
    2. A PHBC employee’s marriage (if married) must reflect the nature of Christ’s love through loyalty, faithfulness, unselfishness and reverence.
    3. A PHBC employee must be a person who displays the qualities of temperance, self-control, respect for others and hospitality.
    4. A PHBC employee must have a teachable spirit and gentleness in attitude.
    5. A PHBC employee must abstain from tobacco use, harmful drugs and drunkenness.
    6. A PHBC employee’s spirit should be one of a peacemaker and be disciplined in the area of money management.
    7. A PHBC employee must manage their household and train up their children to respect authority and others.
    8. A PHBC employee must have a good reputation among those outside the church family.
  3. The Priesthood of all believers is affirmed (1 Pet. 2:9). We affirm the principle that all believers are called to ministry, not just the employees. Employees and laity alike are ministers of God. The only difference is in the area of responsibility. Speaking to specifically Pastors and Ministers, they are not special people set aside for special favor, but are to minister to the body of Christ. As a body is made up of many parts with each supporting one another for the strength of the whole, so is each member vital to the “body of Christ.” Members of the pastoral team must have evidence of “a servant spirit” and humble attitude.
  4. The Church is called to train and equip its members for discipleship and evangelism (Eph. 4:11-13). Our main calling and responsibility is to equip the saints for the work of the ministry. Our purpose is to motivate, encourage, challenge, enable, and train the “people of God” in discipleship and evangelism. When all the saints are working together, there will be a happy and healthy church family where believers are growing and maturing in their faith, uplifting one another and sharing the Gospel with those outside of Christ.
  5. Our calling is equal (2 Tim. 1:9). No one minister has a calling higher than another. We do not seek position, but to be a servant of Christ. The differences in ministry are in the areas of responsibility. The Senior Pastor has the ultimate responsibility for the welfare and productiveness of the team.
  6. Spiritual gifts need to be understood and utilized (Rom. 12:4-8). The Scripture states that there are varied spiritual gifts. We recognize that this is a valuable factor and seek to discover these gifts for ministry and then exercise them for maximum productiveness and fulfillment. If these gifts are not exercised, the result will be frustration and discouragement.
  7. We are called to serve (Gal. 5:13). Our motivation is to be a servant of Christ, not to seek public approval, attention and recognition. Our ultimate goal as a steward of the Gospel is for the Lord to say to us someday, “Well done, good and faithful servant. Enter into the joy of your reward.”
  8. We are committed to spiritual oneness (John 17:22-23). The pastoral and support staff, above all else, must exhibit a deep sense of unity and spiritual oneness. If this spirit is not exemplified among the team, it will greatly hinder the unity of the church body. This quality is a basic necessity for the power of the Holy Spirit to work in and through the church family.
  9. The church staff has a prime responsibility to their family (1 Tim. 3:4-5). Knowing the demands and pressures on schedules, time must be set aside to meet the needs of their family and to give their children proper instruction. There is a strong tendency for church staff to sacrifice family needs for the needs of the congregation. These family needs can be prioritized with church activities. If done so, both will be blessed.


Employment at Will

All employees of Parma Heights Baptist Church, regardless of their classification or position, are employed on an at-will basis. This means that each employee’s employment is terminable at the will of the employee or the church at any time, with or without cause and with or without notice.

Furthermore, nothing contained in the policies, procedures, handbooks, manuals, job descriptions, application for employment, or any other document shall in any way create an express or implied contract of employment or an employment relationship on other than an at-will basis.

Equal Employment Opportunity

Parma Heights Baptist Church is an equal opportunity employer. The recruitment and selection process will be based on job-related, objective qualifications, in accordance with the job requirements of the position being filled. All employees must be able to perform the essential functions of their jobs as set forth in the employee’s individual job description. Reasonable accommodations will be made, in accordance with applicable state and federal laws, to assist employees with disabilities in performing the essential functions of their jobs.

Employees who believe they have been unlawfully discriminated against should report it immediately to the Church Administrator.


In all reported cases, Parma Heights Baptist Church will take reasonable steps to protect the reporting employee from retaliatory, harassing, or abusive behavior in relation to such reporting.

Church Attendance and Membership

PHBC employees are expected to attend Parma Heights Baptist Church Sunday worship services and actively participate in ministry including involvement in a growth group, serving and giving regularly. Employees are encouraged, but not required to become members of Parma Heights Baptist Church. Special circumstances may be considered and any variance from this policy must be approved in writing by the Administrative Deacons, Senior Pastor and Church Administrator.

Volunteer Service

Non-exempt personnel are specifically not allowed to “volunteer” hours in performing their regular job assignment. This restriction is based on Department of Labor—Wage and Hour standards. This restriction does not apply to exempt employees.

Non-exempt employees are allowed to volunteer their time to serve in positions at PHBC, but the position cannot be related to the employee’s normal job responsibilities and duties. For example, a ministry assistant could teach a children’s class as a “volunteer” without any problem. However, if a ministry assistant is asked to “volunteer” her time outside of the scheduled work-week, this time would be considered compensated time.

Americans with Disabilities Act (ADA)

PHBC is committed to complying fully with the Americans with Disabilities Act (ADA) in ensuring equal opportunity in employment for qualified persons with disabilities. All of PHBC’s employment practices and activities are non-discriminatory.

PHBC’s policy is not to discriminate against qualified job applicants or staff members with respect to any terms or conditions of employment because of a person’s physical or mental disability or diseases. After all, Jesus himself had a heavy burden for the infirmed. “He took up our infirmities and bore our diseases” (Matt 8:17b).

PHBC will provide reasonable accommodations to qualified individuals with a temporary or long-term disability so that they can perform the essential functions of the job, when the accommodation does not create an undue hardship to PHBC.

Immigration Law

PHBC is committed to employing United States citizens and aliens who are authorized to work in the United States. PHBC does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new staff member, as a condition of employment, must complete the Employment Eligibility Verification Form (I-9) and present proper documentation establishing both identity and employment eligibility.

Employee Conduct

Open Door Policy

In keeping with the PHBC’S philosophy of open communication, all employees have the right and are encouraged to speak freely with their supervisor, Church Administrator or the Senior Pastor about their job-related concerns.

We urge you to go directly to your supervisor to discuss your job-related ideas, recommendations, concerns and other issues that are important to you. If, after talking with your supervisor, you feel the need for additional discussion, you are encouraged to speak with the Church Administrator or Senior Pastor.

Dress and Personal Appearance

Appearance must reflect the tasteful and moderate position we elect to take, projecting quality service to members of our congregation and the community at large. PHBC requires staff to dress in relation to the people with whom you interact and the responsibilities of the job; sometimes this will dictate professional dress, sometimes casual. Clothing must be modest and in good taste. Those who appear inappropriately dressed may be sent home and asked to return in appropriate attire.

Attendance Guidelines

Regular attendance and punctuality are considered essential functions of every employee’s job. Therefore, all employees are expected to arrive on time, prepared to work and give their best to the Lord.

We define an absence as failure to report for and remain at work as scheduled. This includes arriving late for work and leaving early without prior supervisory approval. Additionally, absences that exceed the permitted number of hours under the vacation and sick plan may be considered unexcused absences.

If you are unable to arrive on time or must be absent for any portion of the day, you must contact the Church Administrator as soon as possible. If that is not possible, then you must leave a message for your immediate supervisor.

Excessive absenteeism or tardiness will result in disciplinary action up to and including termination. Parma Heights Baptist Church will administer this policy in accordance with federal and state law, including, but not limited to, the Americans with Disabilities Act and the Family and Medical Leave Act.

Office Hours

General office hours are Monday through Friday, 8:00 am-4:30 pm. An unpaid meal period is required if you work more than five hours. Each employee is permitted to take one thirty minute or two fifteen minute paid break(s) each day.

Job Descriptions

Employees are given a job description at the time of employment to review and sign. A job description summarizes your duties and responsibilities and gives you important information about your new job. Please read and study your job description carefully and discuss it with your supervisor if you have any questions.

The church reserves the right to revise and update your job description as it deems necessary and appropriate.

The normal workweek will be Monday through Friday for most employees. However, due to the varied needs of the ministry, work schedules could include evenings and weekends. Pastors and salaried employees (termed “managerial exempt” employees) may have flexible work hours within the workweek in order to accommodate the variable demands on their ministry. Full-time managerial employees should expect to work 45-55 hours per week and should not exceed consecutive work weeks of 60+ hours.

Day of Rest

All pastoral team members will reserve one day for rest and time with their families, as well as at least two evenings per week. Realizing the average minister renders more than 50 hours of work per week, this time should be set aside for personal and fami