From BP News: Study: 1,300-plus dismissed from Baptist church staffs in ’05
At least 1,302 staff members were dismissed in 2005: 314 bi-vocational, 655 full-time pastors and 333 full-time staff, the study found. The totals for full-time pastors and staff represent the highest totals during the 10 years, but (Bob Sheffield a pastoral ministries specialist with LifeWay Christian Resources’ department of pastoral ministries) said the numbers could be slightly skewed because the highest number of conventions reporting in any one year in the past was 26 (1998, 1999 and 2003).
I have a particular interest in forced terminations. As a counselor, I work with many ministers who have been fired or squeezed out. As an interim pastor, I have found myself helping congregations pick up the pieces following the leaving of a minister.
Relational issues top the list for the 10th consecutive year, according to (Sheffield). The top five are: control issues (who’s going to run the church), poor people skills, churches’ resistance to change, pastor’s leadership style being too strong, and churches already in conflict when the pastor arrived.
Sheffield said that a pastor’s administrative incompetence (No. 8 ) and sexual misconduct (No. 9) cracked the top 10 for the first time and ethical misconduct (mismanaged monies, dishonesty, etc.) made it into the top 20 for the first time at No. 11.
“Most people would probably think that ethical issues or sexual misconduct would have been one of the leading reasons for dismissals,” Sheffield said. “Although I am glad they are not, I am disappointed to see sexual misconduct creeping higher on the list, and ethical issues making the top 20. Let’s face it, this is not an uplifting list to begin with, but I’d love to see those numbers decline.”
Another first in the top 20 is disagreement over doctrine (No. 12).
“It is difficult to know exactly what that means from the way the question is asked on the survey,” Sheffield said, “so I won’t begin to speculate about what that means, but it has never been this big of an issue before.”
I’m definitely biased, but I think every church ought to seriously consider a long-term, strategic interim whenever they are in between pastors. A Transitional Pastor or Intentional Interim Minister can help the congregation deal with any left over baggage from a forced termination. More importantly, a strategic interim can help a congregation better define the mix of experience, gifts, and talents the next pastor needs to bring.
That should, if done right, reduce much of the tension around “control issues… poor people skills, churches’ resistance to change, pastor’s leadership style being too strong, and churches already in conflict when the pastor arrived.”
And then maybe pastors will be able to stick around longer.
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Regarding the number of terminations, I don’t suppose it reflects those who were induced to resign in the face of firing, via offering them a more favorable departure. I’m sure it would be much higher if it included those.
Nonetheless, I’d guess church personnel firings is a smaller percentage than firings in the general workplace.