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Part-Time Is Plenty: Thriving without Full-Time Clergy
Churches experiencing numerical and financial decline may dread the day when they can no longer afford a full-time pastor. Freeing up funds that would go to a full-time salary sure would help the budget--maybe even enough to turn things around--but is it even possible to run effective ministries with just a half- or quarter-time professional? Journalist and part-time pastor Jeffrey MacDonald says yes--churches can grow more vibrant than ever, tapping into latent energy and undiscovered gifts, revitalizing worship, and engaging in more effective ministry with the community. Readers get a much-needed playbook for helping congregations to thrive with a part-time ministry model. They learn to see the model in a new to stop viewing part-time as a problem to be eradicated and to instead embrace it as a divine gift that facilitates a higher level of lay engagement, responsibility, playfulness, and creativity.
- GenresNonfiction
135 pages, Kindle Edition
Published April 7, 2020
33 people are currently reading
47 people want to read
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Displaying 1 - 12 of 12 reviews
September 19, 2024
This is a hope-filled book that reminded me that faith and uncertainty/change go together. The church has, for too long, thought that their saving grace is full-time clergy. When the trends in mainline decline indicate that this savior is harder to find, MacDonald proposes that we return to the ways the church has thrived before the 20th century model. Every contributes. Creativity drives us. Pastors can share the load.
July 31, 2020
For many churches, pastors are hard to find. More specifically, finding the right fit between pastor and church is even more difficult, if not impossible. The need will always be there, but pastors will come and go. If one casually checks the websites of various churches, one would quickly realize how many churches need to hire clergy for their various ministries. The signs are not encouraging. With more seminaries shutting down or downsizing due to declining student enrollment, this impacts the pool of new qualified graduates available for churches. Financial challenges are plenty as well. Many churches with aging members experience sharp declines in revenue. With full-time clergy hard to find, financial resources being stretched, and the difficulty of fitting together different expectations, finding a pastor might very well be close to impossible. Churches' budgets are squeezed. Candidates' expectations continue to rise. Demands on sacrificial service are made on a decreasing pool of willing people. In a climate where the demands are so high and the supply so low, we need to do something about it. There needs to be a new model to ensure that churches are still able to function in an environment where full-time clergy are hard, if not impossible to find. What if we lower our search toward part-timers? What if we learn to see opportunities instead of problems? What if we modify the current ways of doing Church to fit the new reality? This would require a paradigm shift. For some, it might mean changing expectations of seismic proportions. Before that could happen, perhaps re-education is required. This book shows the way to prepare our hearts for a new reality. Realizing the potential of part-timers, author G. Jeffrey MacDonald was awarded a grant by BTS Center nonprofit to visit congregations with part-time clergy in ten states in the US. Fair to say, there are some churches where membership dropped when they switched to part-time clergy. Yet, there are also others whose membership stayed strong, even thrived.
MacDonald gives us some context for his research. The definition of "part-time" refers to those churches having pastors serving fewer than 35 hours per week; retired pastors serving part-time; and churches where pastors split their times with. He chose congregations from mainline Protestant backgrounds, conservative theological orientations, from the years 2016-2017. In Chapter One, the author describes the reasons for advocating part-time clergy. In Chapter Two, he shows us that it is do-able. Knowing the huge gap that exists in the absence of a full-time clergy, MacDonald leads us with step by step alternatives. The key player would be the laypeople who have to step up. Congregants share the pulpit supply. Members take care of the physical structures of the facilities. Share the ministry workload. This however requires strong leadership and planning at the laity level. If necessary, incorporate training. Chapter Three then flips to the clergy perspective, that for the part-time strategy to work, they will need to adapt to new roles. They will have to accept that they will no longer play a leading role but a supporting one. That means being an equipper more than a doer; an ambassador instead of the leader; and a member of a team instead of the head honcho. Chapter Four shows us that the paradigm change cannot be limited to laypersons or clergy. The entire Church congregation needs to be on board with this. That means any clergy who plans to join this Church needs to be prepared for change themselves. Chapter Five extends this paradigm shift beyond the church. Theological schools and seminaries will need to incorporate some teaching and to adapt their programs to make room for such a growing need. Part-timers can no longer be seen as a supplement. They are here to stay.
My Thoughts
This book makes an important contribution to the importance of sustaining Church ministry in the absence of a full-time clergy. The reality is that churches are constantly hiring. Those that are not will eventually have to hire when their pastors retire or resign. It is a difficult decision for church leaders. On the one hand, if they were to hire a qualified and experienced pastor, that person would typically retire much earlier than someone younger. If the Church hires someone young but inexperienced, there is a likelihood that expectations be unmet and the pastor would then be asked to leave. These are real challenges which bring to the fore: What if the Church could not find the "perfect" pastor that they want? Truth is, no one is perfect, even though many churches have sky-high expectations of the candidates. While searching for one, ministry cannot be left unattended. That is where this book could be helpful. It is easier to find people willing to work part-time, compared to full-time. If for example, two churches could hire the same person part-time, it might work. The pastor gets a full-time compensation while the individual churches get their part-time pastor. Unfortunately, our world is imperfect and often, part-time positions creep into full-time work. That is one of the biggest problems when dealing with part-time plans. I have spoken to several pastors and they tend to shun part-time positions for this reason: Even if they were promised part-time, there is that infamous ministry creep where the work would stretch into full-time. When that happens, the part-time pastor works full-time but receives part-time pay!
In order for the book's strategy to work, a re-education program needs to be conducted for the Church leaders, for congregation, and the candidates. Perhaps, easing into this format might be a practical solution. Have a retired pastor to show the way, to train the congregation members with regard to part-time work. Gradually introduce the part-time position to prospective candidates. In order to ensure no unnecessary abuse of pastoral time, structure into the compensation an overtime element once the part-time pastor works beyond his agreed hours. This calls for bi-directional trust.
Part-timers may not be for everyone, but in a changing environment where supply is low and the demands high, churches might have to re-think their hiring strategy. This book might very well be a crystal ball into the future of Church work. However, before that could happen, much need to be done with regard to changing people's expectations, pastoral aspirations, and church directions.
G. Jeffrey MacDonald is a journalist focusing on religion, ethics and social responsibility. His stories have appeared in TIME magazine, Condé Nast Traveler, The Washington Post, USA Today, The Boston Globe and The Christian Science Monitor, among other outlets. He is the author of "Thieves in the Temple: The Christian Church and the Selling of the American Soul. " A former newspaper reporter, MacDonald earned a Master of Divinity degree from Yale Divinity School and is an ordained minister in the United Church of Christ.
Rating: 4.25 stars of 5.
conrade
This book has been provided courtesy of Westminster John Knox Press and NetGalley without requiring a positive review. All opinions offered above are mine unless otherwise stated or implied.
MacDonald gives us some context for his research. The definition of "part-time" refers to those churches having pastors serving fewer than 35 hours per week; retired pastors serving part-time; and churches where pastors split their times with. He chose congregations from mainline Protestant backgrounds, conservative theological orientations, from the years 2016-2017. In Chapter One, the author describes the reasons for advocating part-time clergy. In Chapter Two, he shows us that it is do-able. Knowing the huge gap that exists in the absence of a full-time clergy, MacDonald leads us with step by step alternatives. The key player would be the laypeople who have to step up. Congregants share the pulpit supply. Members take care of the physical structures of the facilities. Share the ministry workload. This however requires strong leadership and planning at the laity level. If necessary, incorporate training. Chapter Three then flips to the clergy perspective, that for the part-time strategy to work, they will need to adapt to new roles. They will have to accept that they will no longer play a leading role but a supporting one. That means being an equipper more than a doer; an ambassador instead of the leader; and a member of a team instead of the head honcho. Chapter Four shows us that the paradigm change cannot be limited to laypersons or clergy. The entire Church congregation needs to be on board with this. That means any clergy who plans to join this Church needs to be prepared for change themselves. Chapter Five extends this paradigm shift beyond the church. Theological schools and seminaries will need to incorporate some teaching and to adapt their programs to make room for such a growing need. Part-timers can no longer be seen as a supplement. They are here to stay.
My Thoughts
This book makes an important contribution to the importance of sustaining Church ministry in the absence of a full-time clergy. The reality is that churches are constantly hiring. Those that are not will eventually have to hire when their pastors retire or resign. It is a difficult decision for church leaders. On the one hand, if they were to hire a qualified and experienced pastor, that person would typically retire much earlier than someone younger. If the Church hires someone young but inexperienced, there is a likelihood that expectations be unmet and the pastor would then be asked to leave. These are real challenges which bring to the fore: What if the Church could not find the "perfect" pastor that they want? Truth is, no one is perfect, even though many churches have sky-high expectations of the candidates. While searching for one, ministry cannot be left unattended. That is where this book could be helpful. It is easier to find people willing to work part-time, compared to full-time. If for example, two churches could hire the same person part-time, it might work. The pastor gets a full-time compensation while the individual churches get their part-time pastor. Unfortunately, our world is imperfect and often, part-time positions creep into full-time work. That is one of the biggest problems when dealing with part-time plans. I have spoken to several pastors and they tend to shun part-time positions for this reason: Even if they were promised part-time, there is that infamous ministry creep where the work would stretch into full-time. When that happens, the part-time pastor works full-time but receives part-time pay!
In order for the book's strategy to work, a re-education program needs to be conducted for the Church leaders, for congregation, and the candidates. Perhaps, easing into this format might be a practical solution. Have a retired pastor to show the way, to train the congregation members with regard to part-time work. Gradually introduce the part-time position to prospective candidates. In order to ensure no unnecessary abuse of pastoral time, structure into the compensation an overtime element once the part-time pastor works beyond his agreed hours. This calls for bi-directional trust.
Part-timers may not be for everyone, but in a changing environment where supply is low and the demands high, churches might have to re-think their hiring strategy. This book might very well be a crystal ball into the future of Church work. However, before that could happen, much need to be done with regard to changing people's expectations, pastoral aspirations, and church directions.
G. Jeffrey MacDonald is a journalist focusing on religion, ethics and social responsibility. His stories have appeared in TIME magazine, Condé Nast Traveler, The Washington Post, USA Today, The Boston Globe and The Christian Science Monitor, among other outlets. He is the author of "Thieves in the Temple: The Christian Church and the Selling of the American Soul. " A former newspaper reporter, MacDonald earned a Master of Divinity degree from Yale Divinity School and is an ordained minister in the United Church of Christ.
Rating: 4.25 stars of 5.
conrade
This book has been provided courtesy of Westminster John Knox Press and NetGalley without requiring a positive review. All opinions offered above are mine unless otherwise stated or implied.
November 10, 2020
Growing numbers of congregations, largely due to financial concerns, are turning to part-time pastoral ministry. This is perceived by many, especially judicatories, as a death knell for congregations. The assumption is that to go part-time clergy means decline. Jeffrey MacDonald, a journalist and part-time UCC pastor in Maine begs to differ. He suggests that move to part-time can in many cases be a boon for congregations who can free up funds for other opportunities and empower laypeople to discover and make use of their gifts for ministry.
MacDonald serves as a cheerleader for such efforts, suggesting ways in which this can occur, and the benefits. He points out, however, that this needs to be undertaken with intentionality and before congregations reach the point of no return. I applaud his message though at times I felt as if he was suggesting that part-time is better than full-time. But, I understand the desire to make it clear that congregations can employ clergy for less than full time and if they work together they can have a vital ministry. I also agree that denominations need to find ways of better supporting such ventures, including through education.
MacDonald serves as a cheerleader for such efforts, suggesting ways in which this can occur, and the benefits. He points out, however, that this needs to be undertaken with intentionality and before congregations reach the point of no return. I applaud his message though at times I felt as if he was suggesting that part-time is better than full-time. But, I understand the desire to make it clear that congregations can employ clergy for less than full time and if they work together they can have a vital ministry. I also agree that denominations need to find ways of better supporting such ventures, including through education.
March 14, 2022
Many church congregations find it difficult or impossible to support a full-time pastor. While many might see the transition from a full-time to a part-time minister as a negative sign of the times, MacDonald offers a refreshingly positive perspective with a convincing argument. He urges the reader to consider new opportunities for their church that may not have been considered previously when a pastor was mostly charged with handling all of the day to day tasks. A transition such as a move to part-time clergy offers the opportunity for church goers to use their talents in new ways. This serves as a way to not only keep the part time minister from getting burned out, but also offers the congregation an opportunity to more deeply connect with the ministries of the church and shift away from viewing church as consumers, as is sometimes the default. This book offers a valuable framework and discussion points for churches considering such a move to a part-time pastor.
July 25, 2023
I have been thinking for awhile that we need to stop this notion that a pastor full-time at one congregation is the ONLY way to do ministry or to do ministry effectively. We feel this way at all levels of the church - in congregations, at the judicatory and at the churchwide level. It was great to read a book that not only has taken this premise, but has done the research and lifts up congregations that are healthy and thriving with part-time pastors and a variety of ways the pastors are serving part-time.
My only critique is I would love an update to see how many congregations have embraced part-time as a result of the pandemic and how congregations have embraced technology in letting their clergy be part-time.
My only critique is I would love an update to see how many congregations have embraced part-time as a result of the pandemic and how congregations have embraced technology in letting their clergy be part-time.
June 9, 2020
I read this book as part of a Zoom book group with The BTS Center. As a recent seminary graduate, I enjoyed the firsthand examples from a variety of churches with part time clergy. I think the three models (clergy as ambassador, clergy as equipper, and clergy as multi staff member) are helpful frames of reference. This book is full of great ideas and possibilities. Churches considering transitioning to part time clergy should read it. And clergy in part time roles should read it to help invigorate their ministry.
October 27, 2021
I'd highly recommend this book to any mainline church, because the author is describing where many churches are right now--with part-time ministers. The thing that he does so well in this book is study a variety of thriving congregations with part-time ministers and shows how they are succeeding, how the laity has stepped up to areas of ministry, and how it benefits the ministers. Well-documented with excellent links at the back of the book to sources, terrific for group discussion (a prepared discussion is available online), and overall, very inspiring and uplifting.
June 24, 2020
As an Ordained Ruling Elder of a small church facing financial hardship in the midst of a search for a new permanent pastor, this book reaffirmed many of the ideas that have been discussed as we transition to a part-time pastorate. The examples from churches all over the US, not only surviving, but thriving with part-time clergy gave me hope that this is something our church can handle as long as congregants are willing to step up as active rather than passive participants.
August 4, 2020
Since my husband, a retired Episcopal priest, is working part-time in a local church, one of the persons working with the search committee for a new pastor recommended this book to several people. What the author has to say makes great sense. Would have liked a little more information about churches where part-time clergy didn't work out but what he offers makes a lot of sense for a lot of parishes.
April 25, 2021
Interesting perspective on a changing religious scene. The book detailed a lot of different scenarios for the transition to part time ministers.
December 10, 2021
Helpful book with great suggestions and thoughtful reflections.
May 29, 2020
For churches and anyone considering part-time ministry, Part-Time is Plenty is a must read. It’s inspiring, practical, and full of examples of churches thriving without full-time clergy. See .
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