The paid elder(s) plays a critical role in the growth, maturity, spirituality and effectiveness of the church. He is responsible for the quality and content of the teaching and counseling within the flock (Eph. 4:11-16; 1 Tim. 4:6-16). Fountain of Faith Baptist Church recognizes that the Lord has given spiritual gifts to all believers and therefore does not expect the paid elder(s) to provide all the teaching, evangelism and counseling, etc., within the body (Rom. 12:3-8; Eph. 4:11-12; 1 Cor. 12:4-11; 1 Pet. 4:10-11). Rather they are to equip the saints "for the work of service, to the building up of the body of Christ" (Eph. 4:11-12).
The duties, qualifications and authority of the paid elder(s) shall be the same as for non-paid elders (Article VII), with the following additional duties:
(1) Provide the majority of the teaching during worship services (1 Tim. 4; 13).
(2) Provide guidance, as needed, to the Board of Elders concerning church business and spiritual concerns within the body.
(3) The senior paid elder shall supervise the paid church staff (secretaries, assistant pastors, youth pastors, etc.).
(4) Coordinate the administration of the ordinances (baptism and the Lord's Supper).
Upon recognition of the need for a new senior paid elder, the Board of Elders will guide and direct the selection process. The attitude of the Board should be one of submission to the Lord, waiting on Him to fill the need with the right man. They should also be expectant, knowing that God will provide a person to fill the need.
The following procedure outlines the method Fountain of Faith Baptist Church will follow in selecting a new senior paid elder:
(1) The selection committee shall be appointed with a member of the Board of Elders as the head of the committee. The committee shall consist of non-paid elders, along with at least an equal number of members of the flock as chosen by the elders.
(2) The committee shall seek the names and resumes from any qualified and interested men by any means at their disposal. This may include contacting doctrinally sound seminaries to assist in finding qualified men for the position and seeking information from the congregation about possible candidates.
(3) The committee will carefully and prayerfully consider any resumes submitted. The resumes will be evaluated in light of the man's experience, interests, doctrinal beliefs, philosophy of the ministry and in light of the needs of the flock.
(4) The committee will contact one or more men who appear to fill the needs of the church based on the resumes and other gathered information. The men may be invited to visit the church one or more times. These visit(s) should include time for the committee and flock to evaluate the man and his family, time for him to present the Word and time for him to evaluate the church and the community. Attendance of a man's family is not required on the first visit.
(5) After each visit, the committee will prayerfully consider the candidate. During the process, they will seek input from the flock concerning the individual by means of written questionnaire. All questionnaires will be reviewed by the committee. After evaluation of the candidate(s), the committee will announce their recommendation to the flock.
(6) A congregational meeting will be called to vote to see if there is unified agreement with the committee's recommendation. The meeting date should be at least two (2) weeks after the committee's recommendation is reported to allow the church ample time to prayerfully consider the decision. The vote will be conducted as outlined in Article X, Section F. If at least two-thirds of the voting members agree with the committee's recommendation, the committee will offer the position to the man.
(7) If the man turns down the offer, or if the flock does not agree with the committee's recommendation, the above procedure will be repeated until a qualified man is hired.
Tenure and removal of a paid elder will follow the same guidelines as outlined in Article VIII.
The need for paid associate pastoral staff to assist in meeting the needs of the flock may be recognized by any member of the church body or leadership. Such need must be agreed to by the senior paid elder (in consultation with the Board of Elders) before action is taken. The need for this expenditure should be discussed with the flock.
The procedure for hiring associate pastoral staff members shall be the same as for a senior paid elder. The senior paid elder will automatically head the selection committee for any associate staff.
All paid pastoral staff will look to the senior paid elder for supervision of their duties and for periodic reviews of their performance. A written job description will be prepared for all paid staff members. This description will be prepared by the senior paid elder in consultation with the Board of Elders.
After appropriate consultation with the church leadership, a recommendation by the senior paid elder will be sufficient for modifying the duties or redirecting the efforts of any paid staff member. Removal of any associate pastoral staff member shall follow the same guidelines as outlined in Article VIII.
The hiring of baby sitters, janitorial services, secretary, etc., will be planned for and directed by the Board of Elders.
Since the secretary will be working primarily for the senior paid elder, he will make the final decision, in consultation with the Board of Elders, on who will fill the position.