Associate Pastor Worship Arts - 20 hours per week

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1 Please submit inquiries or applications to the contacts listed below: Attn: Pastor Keitha Ogbogu Hampton Free Methodist Church Mail: 2930 McClocklin Road, Saskatoon, SK S7R 0A1 Phone: Website: Associate Pastor Worship Arts - 20 hours per week Starting Date: Immediate Education and Experience: Completed post secondary education Relevant musical knowledge and experience Job Summary Hampton Free Methodist church is seeking an individual who has the ability to lead worship and develop Sunday morning services alongside the Lead pastor, musicians, service planning team, other volunteers and staff. This position requires strong leadership skills, musical knowledge and experience (ex. ability to transpose music), familiarity with different forms of media (ex. PowerPoint, Media Shout, video etc.) and creativity. We will be accepting resumes until an appropriate candidate is selected. Key Responsibilities: Recruit and mentor volunteer musicians and singers Organize singers and musicians into teams on a regular rotation for a 12 month period Identify and mentor emerging leaders Lead worship and practice time on a rotational basis Organize worship in song portion of the Sunday morning services in such a way that it reflects the diversity of the congregation Work alongside service planning team for special services Train and mentor sound and PowerPoint (Media Shout) volunteers Lead service planning team in preparing for special services and incorporating creative elements into Sunday morning service Occasional preaching and teaching

2 Core Competencies: Creativity: able to develop unique and novel solutions to problems; use intuition and a new way of thinking to give birth to new ideas; to present information in an attention getting and interesting manner. Developing People: Coaching people, helping them build capabilities needed now and in the future. Organization and Planning: Able to organize or schedule people or tasks; to develop realistic action plans while being sensitive to time constraints and resource availability Teambuilding: Able to work with people in such a manner as to build high morale and group commitments to goals and objectives Leadership: Able to influence the actions and opinions of others in a desired direction; to exhibit judgement in leading others to worthwhile objectives. Coping: Able to maintain a mature problem solving attitude while dealing with interpersonal conflict, personal rejection, or time demands. Out of Box Thinking: Viewing situation in new and creative ways Expectations: Demonstrates a growing, committed life as a follower of Jesus Demonstrates ownership of the mission and vision statement of Hampton Free Methodist Be accountable to the Lead pastor and Board of Governance Key Responsibilities: Recruit and mentor volunteer musicians and singers Implement a method to discover, invite and incorporate new musicians and singers onto worship teams Take time to invest in worship teams helping them to develop their gifts and talents, teaching them new songs and introducing them to new methods of leading and involving the congregation in worship Organize singers and musicians into teams on a regular rotation for a 12 month period Working with worship team leaders organize a 12 month schedule with systems in place to account for absences, holidays and summer months Identify and mentor emerging leaders Come alongside those who demonstrate leadership potential providing them with opportunities to use their gifts and offering mentorship opportunities along the way. Provide guidance in regards to effective practice times, organizing a worship set and leading the congregation

3 Lead worship and worship practice on a rotational basis Lead worship band on a regular rotational schedule Organize and lead worship practice on a regular rotational schedule Organize worship in song portion of the Sunday morning services in such a way that it reflects the diversity of the congregation Incorporate music and worship styles that reflect the varying age and ethnic groups that are present in the congregation Demonstrate a familiarity with a variety of instruments and styles Work alongside service planning team for special services Give input into special services such as Christmas Eve, Baptism, Good Friday and Easter Sunday Train and mentor sound and PowerPoint (Media Shout) volunteers Alongside the worship leaders develop and implement sound and power point guidelines Review and evaluate services on a regular basis alongside sound and PowerPoint teams Train new and existing volunteers on Media Shout Include sound and PPT volunteers in worship practice Ensure they have the proper information in regards to the song portion of the service Check over slides and sound levels prior to the service Lead service planning team in preparing for special services and incorporating creative elements into Sunday morning service Work with a team of volunteers to create inspiring and engaging Sunday morning services Work with a team of volunteers to create inspiring and engaging special services Incorporate technology, drama, music, video, set design for Sunday morning services and sermon series Incorporate special elements in the service around baptism, child dedication, communion and membership Occasional preaching and teaching Preach intermittently throughout the year Approx 6-8 times a year Help prep baptism, baby dedication or membership candidates alongside the lead pastor as needed Meet with the Lead Pastor on a regular basis for guidance, support, direction and evaluation.

4 Conflict of Interest Guidelines for Employees of HFMC Adopted March 26, 1998 It is impossible to anticipate every possible situation in which a conflict of interest could occur for an employee of HFMC. The general principle to be followed is that no employee will enjoy personal benefit at the expense of the best interests of the ministry and stewardship of HFMC. 1. Board Relationships 1.1. As matters relating to hiring, termination and salary levels are ultimately approved by the Official Board, employees of HFMC are not eligible to sit on the Official Board If employees have family members on the Official Board, either directly or by marriage, those Board members should declare themselves in conflict and not participate in discussions relating to the employee s performance or remuneration. 2. Employment of Married Couples 2.1. HFMC prefers not to hire married couples to fill support staff positions. It does, however, recognize that with discernment the employment of a particular couple could have benefits for all concerned. When considering this course of action, the following will be taken into account by the Personnel Committee and the Official Board: The maturity of the individuals. The more mature each of the individuals is, the more able he or she will be to separate work related stress from the marital relationship Ideally, each employee should report to a different supervisor, 3. Obligation to Report Breach of Conduct 3.1. The policy of HFMC on breach of confidence notwithstanding, if an employee becomes aware, or has very reasonable grounds for suspicion, that another employee has engaged in illegal, unethical or other behavior that would bring disrepute to the Kingdom of God and HFMC, that employee will report their concerns to one or more of: their supervisor, the Senior Pastor, a member of the Personnel Committee, a member of the Official Board, or the Director of Church Ministries of the Free Methodist Church in Canada, as appropriate The employee will not discuss their concerns with members of the church or community at large In some instances the employee also may have a legal obligation to report the behavior to appropriate secular authorities e.g. in the case of sexual abuse.

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