The Offer

Before you make it

• The people who must approve the hire have approved it, in writing.
• The role is in the budget for at least a year.
• The job description is final.
• You have settled who the person reports to.

Setting the pay

This kit does not give pay figures. Yours depend on your city, your budget and the role.

• Start with what it costs to live where you are. Use the Cost to Live Here tool on this site.
• Look at what similar roles pay in churches your size and in your area. Ask your denomination or network for their data.
• Decide ahead of time who sets staff pay in your church and who reviews it.
• Housing allowance, overtime and how a role is classified are tax and legal matters. They vary by state. Check with an employment lawyer, your denomination or a church accountant before you put numbers in writing.

What the written offer covers

Put it on one or two pages:

• Job title and who they report to.
• Start date.
• Status: full time or part time, and expected hours.
• Pay and how often it is paid.
• Benefits, if any.
• Time off.
• The job description, attached.
• Anything the offer depends on, such as background checks.
• A date by which you need their answer.
• Signature lines for both of you.

Have an employment lawyer or your denomination review your offer letter before you use it the first time. Wording about at-will employment and similar terms varies by state.

The conversation

• Make the offer by phone or in person first. Then send it in writing the same day.
• Say why you want them. Be specific.
• Give them time to pray and talk with their family. Name the date you need to hear back.
• If they ask for something you cannot give, say so plainly.

If they are moving to take the job

• Decide ahead of time what help with moving you can offer, if any.
• Send them to the Cost to Live Here tool so they see real numbers for your city before they say yes.
• Connect their family with a few people in the church before they arrive.

Telling the church

• Tell the staff first, then leaders, then the church.
• Decide ahead of time how you introduce a new staff member on a Sunday.
• If someone inside the church applied and was not hired, talk with them before any announcement.