Associate Pastor of Youth and Media

Freeman Heights Baptist | Berryville, AR

Posted Date 8/22/2023

Student/Media/Associate Pastor


Principal Function:

This will be a full time position which will be responsible to the Pastor for the development and coordination on all youth projects with an emphasis on evangelism and discipleship training.  This position at this time will have office hours being Monday through Thursday 9:00 a.m.-5:00 p.m.. 

Supervised by:

The Associate Pastor of Students will be responsible to the Pastor and Church for the development and promotion of the Student Ministry and Ministry related items and programs of the Church.

Responsibilities for the Student Ministry:

  1. Plan and provide leadership for Sunday a.m. and p.m. and Wednesday p.m. youth services, as well as special projects including youth programs, fellowships, mission trips, and retreats.
  2. Assist when possible special children’s projects and programs such as VBS, AWANA, Children’s Camp, etc.
  3. Advise with the church Nominating Team to enlist youth workers. A parent and youth team of five –seven members will be chosen annually to help the Youth Minister with advice and promotion of the programs, functions and activities.
  4. Conduct special training projects for youth workers and parents in proper relationship to the church program.
  5. be active in Church’s GROW Ministry with special emphasis on students and parents.
  6. be visible and active in school and community activities.

Responsibilities of Media:

  1. Coordinate all internet communications including, but not limited to, web site design and upkeep and social media sources.
  2. Advise and assist in all church publications, such as poster production, newsletters, and visitor information.
  3. Collect all Church photos and video for special events and services.
  4. Edit and post all sermons online.

Responsibilities of the Associate Pastor:

  1. Will work in cooperation with the Pastor on all projects.
  2. Will serve with the church leaders to coordinate the entire Church program.
  3. Assist the Pastor in visitation and share in hospital and nursing home visitation, especially in the Pastor’s absence.
  4. Will Assist the Pastor in representing Freeman Heights Baptist Church at associational, state, and/or national levels of the Southern Baptist Convention as needed.
  5. Will acquire and maintain a CDL driver’s license.
  6. Will perform other responsibilities as determined by the Pastor.
  7. The Minister and his family will be active Church Members, Team member and supportive in the Church’s program.
  8. All other duties as assigned by the Pastor to facilitate the ministry of the Church.



Policies and Personnel Handbook



The purpose of this manual is to give guidance and direction for the personnel of Freeman Heights Baptist Church of Berryville, Arkansas.  This manual is not intended to provide absolutes for every situation.  However, where there is clear guidance and direction it shall be followed.  Where there are gray areas or no direction, your responsibility as a staff member is to consult with the Pastor for clarification.



By virtue of his position, the responsibility for the office environment and the supervision of ministerial staff and support staff will rest with the Pastor.  The Pastor should be aware of their activities and has the authority to make necessary adjustments.  The Personnel Committee will be notified of any major changes to staff job descriptions that would require church action.


The delegation of responsibility in any large organization is a necessity and the Pastor will at times need to delegate to other team members.  With delegation comes an increased need for communication.  Therefore, weekly staff meetings should be held in order to maintain open lines of communication.  As additional staff members of various job categories are added, personnel policies become necessary as the basis for dealing consistently with all staff members.  This document is intended to be a living document and will from time to time require additions and deletions.  Our desire is to deal with the unique personnel and policy needs of Freeman Heights Baptist Church in a straightforward manner.




  1. MINISTERIAL STAFF is any team member hired for the purpose of ministering to the body and the community. This would include full-time and part-time ministry staff.


  1. SUPPORT STAFF is any team member hired for the purpose of supporting the ministry staff and the church body. This includes full-time and part-time team members including any custodial positions.


  1. TEMPORARY STAFF is any team member hired at the recommendation of the Pastor and agreed to by the Personnel Committee for the purpose of fulfilling a temporary need. They will be considered hourly staff members.


  1. INTERN STAFF is any team member hired at the recommendation of the Pastor and the Personnel Committee for the purpose of training and educating.


***Please note that the support staff, the temporary staff, and the intern staff are all
 at-will employees.



Full time:  35 and above hours per week.

Part time:  less than 35 hours per week.







  1. Absences from the office: The church office should be notified of your intended absence within 30 minutes of your normal start time and no later than 9:00 a.m. This includes full-time and part-time staff members.


  1. Death of a Relative: Church policy allows three (3) days with pay for a death in the staff member’s or spouses immediate family. Immediate family includes spouse and children, parents, siblings, and grandparents.  Arrangements should be made with the Pastor.  Extended periods of time are made on a case-by-case basis and require joint approval of the Pastor and the Personnel Committee.


  1. Jury or Court Duty: All staff members are paid their regular salary by the church during jury or witness duty. If service as a juror or witness is not required the entire day, the staff member should return to work as soon as possible.


  1. Personal Business: It is occasionally necessary for a staff member to be absent briefly from work for personal reasons. Such absences shall be arranged in advance with the Pastor.



The ministerial staff may from time to time have opportunity to lead revivals and to attend conferences and conventions.  The policy of Freeman Heights Baptist Church is to allow two (2) weeks with pay for this purpose.  This should include only two (2) Sundays if it is at all possible.  Specific times and days will be scheduled with the Pastor.  The Pastor will coordinate with the other staff and through the Personnel Committee.


When staff members are absent for revivals, conferences, or conventions, they will be responsible for their replacements for the services missed and their replacements will be compensated by the church.


Please remember:


  1. Your work at Freeman Heights Baptist Church has priority.
  2. Days for revivals, conventions, and conferences are non-accruable.
  3. The church may help with expenses as the budget allows.


***Attendance by Ministry Staff at meetings and/or conventions related to their job function will not be considered time off under this paragraph.



Leave of absence during employment may be granted as follows:


  1. College or Seminary Study: Personnel Committee will give separate consideration to each case.


  1. Military Service: Legal requirements will be followed. The two weeks annual training required by Reservists and National Guard personnel will be taken with pay.


  1. Temporary Disability: We define this as being unable to fulfill the job duties for a period beyond the regular 15 (support staff) or 30 (ministerial staff) days sick leave and may be extended up to 90 days; this must be documented by a physician. After 90 calendar days, additional time can be approved by the Personnel Committee and the Pastor.


  1. Other: Any other reasons for requests for leave will be considered on an individual basis through the Personnel Committee and the Pastor. (i.e. maternity and paternity)




  1. Ministerial Staff- five days at the time of employment plus one day for each month worked, not to exceed 30 days of paid sick leave.
  2. Support Staff- five days at the time of employment plus one day for each month worked, not to exceed 15 days of paid sick leave.
  3. Temporary Staff & Interns- No sick leave benefits are paid for at this time.



  • Any sick leave used within the first three months of employment may require a physician’s documentation.
  • Sick leave is not intended to be an extension of any vacation benefits.
  • The maximum number of days that can be accumulated is thirty (30). After this, the Personnel Committee and the Pastor will determine if the temporary disability policy is appropriate for the situation.
  • Up to fourteen (14) days of accumulated sick leave may be used to care for an immediate family member (parent, spouse, children, or relative by marriage).
  • Abuse of this policy is grounds for termination.




Provision for vacation is made for full-time and part-time ministerial and support staff only.  There is no provision for vacations with any of the temporary or intern staff at Freeman Heights Baptist Church.


Ministerial Staff:


Basic Guidelines for all Ministerial Staff

Vacation.  The Ministerial Staff shall be granted the privilege of two weeks paid vacation annually for two years following the first year of service at Freeman Heights.  He must complete one year of service before becoming eligible to take any vacation and may be absent from the pulpit only one Sunday at a time.  The Ministerial Staff will receive three weeks vacation after the third year of service.  He will receive four weeks vacation after ten years of full-time service.  All vacation time will be scheduled with approval of the deacons.  The responsibility of naming the pulpit supply rests upon the Pastor subject to the approval of the deacons.  The Ministerial Staff may not take a revival and vacation consecutively.  All vacation time will be scheduled with the approval of the Pastor.


Support Staff Vacation.  The support staff whether full or part-time, will be eligible for one week paid vacation equal to one week worth of hours after the first anniversary of their hire date.  Vacation time will be scheduled with the approval of the Pastor.




  • If one of the scheduled holidays occurs during any vacation period, staff members are allowed an extra day(s) of vacation to make up for the holiday.


  • For the purposes of determining vacation weeks years are accrued based upon the staff member’s hire date and should be taken during the following year. Unused vacation time will not be carried over to the following year, nor any pay given.


  • Vacations should be scheduled on the calendar at least 30 days in advance of leave except in cases of emergency and approved by the Pastor and the Personnel Committee.


  • All vacation requests shall be granted on a first-come, first-served basis with approval of the Pastor and the Personnel Committee.


  • Church policy does not allow for any staff members, ministerial or support, to remain on the job and also receive vacation pay.


  • In the event of a staff member’s termination, either voluntary or involuntary, any unused vacation in current year will be paid with the last paycheck.


  • Special events such as, but not limited to, VBS, revivals, conferences, or special performances take priority over vacations. Vacation schedules should be planned around these events.  If you are in charge of any event or program, be there!


  • Vacations should be taken by one staff member at a time. Exceptions may be made on a case-by-case basis with the approval of the Pastor and the Personnel Committee.





These holidays shall be recognized:

New Year’s Day

Memorial Day
4th of July

Labor Day

Thanksgiving (2 days)

Christmas (2 days)




The church does not provide retirement benefits; however, it does encourage annuity program participation through the Southern Baptist Convention on a voluntary basis.




All staff members serve at the pleasure of the church.  It is the policy of the church, however, to offer maximum job security consistent with satisfactory job performance and budgetary restraints.



Any staff member may be terminated for any one of the following reasons:

  1. unbecoming conduct which reflects on or is embarrassing to the church
  2. failure to perform the duties as defined in the job description
  3. insubordination or refusal to follow job related instruction
  4. divisive behavior
  5. stealing
  6. sharing sensitive information outside the office


 In the event that the termination involves the Pastor, that recommendation will come from the deacon body to the Personnel Committee.


Proper Documentation shall be kept in each staff member’s file.


In the event any staff member’s work or conduct is in violation of any of these policies or any other church policies, the Pastor shall be notified immediately.  The responsible ministerial staff member(s) shall also be notified along with the chairman of the Personnel Committee.  The Pastor and the Personnel Committee will immediately meet with the person or persons involved to review and discuss the problem.  If, in the judgment of the Pastor and the Personnel Committee, it appears that the problem can be satisfactorily resolved, the staff member may be placed on probation for a period of two (2) weeks, but not to exceed thirty (30) days.  At the end of the specified time, the case will again be reviewed and final action will be taken by the Pastor and the Personnel Committee.  If it is the decision of the Pastor and Personnel Committee to dismiss the staff member, the termination shall become effective immediately and two (2) weeks severance pay may be given at the discretion of the Pastor and the Personnel Committee.  Payment for any unused vacation will also be given.




Any staff member who plans to leave his/her position at the church will be expected to give at least two (2) weeks notice.  Ministerial staff will inform the Pastor and Personnel Committee prior to formally submitting a resignation to the church.  Upon voluntarily leaving his/her position at the church, any unused vacation pay will be reviewed and determined by the Personnel Committee.  Any additional compensation must be voted on and approved by the church.




Ministerial staff will negotiate a total salary package at the time of hire.  Ministerial staff will be responsible for their own personal insurance needs.





The practices set forth in this section are those deemed necessary to maintain a smoothly functioning staff organization.  Familiarity with these practices will help the staff do the right thing at the right time and in the right way and thus make it easier for all staff to work together as an efficient team.


    The offices of the church normally are open Monday through Thursday from 9:00 a.m. to 12:00 p.m. and 1:00 p.m. to 5:00 p.m. The working periods for certain personnel will necessarily vary from these hours. Staff members are allowed one hour for lunch.


All staff, full-time and part-time, are expected to be on time for work.  It is to every staff member’s advantage to keep a good record because frequent tardiness gives an impression of carelessness and unreliability and could be grounds for termination.


All non-ministerial staff members are required to keep a record of the actual time they work each day and the total hours worked each week.  This record is verified by the Pastor and turned in to the financial secretary.



Salary checks are issued weekly, unless otherwise specified



The nature of ministry will require our ministerial staff to come and go at times.  So in light of this, leave word with the secretary as to where you can be found and when you expect to return.


Office staff, unless your work requires you to do so, should not leave the premises during office hours without the consent of the Pastor.  If your work requires you to leave the premises, leave word at the office as to where you are going and when you expect to return.


If you need to leave the office for any reason other than work related, please clear this with the Pastor and leave word when you will return.  If the Pastor is not available, leave word with one of the other staff where you are going and when you expect to return.  If you are delayed longer than expected, call the office and let someone know.



Women are discouraged from working alone in the building at night.  If you are working late and it is after 5:00 p.m., please lock the outside doors.  This should happen whether you know that there are other people in the building or not.


    Solicitation of funds among staff is not encouraged, but is permitted with discretion by approval of the Pastor.



Money and other personal valuables should not be left unsecured in your work space.  Use good judgment about leaving anything of value in the church building.



Make sure that any money that is taken in or handled by you during the week is given to the financial secretary or placed in a bank deposit bag and locked cabinet.  This is for your protection as well as for the purpose of following office procedure.  No more than $100 petty cash shall be left in the church overnight.


  • Keep your personal calls to a minimum.
  • When you make calls on business relating to the church, remember that you say as much with the tone of your voice as you do with the words you say. Use good phone manners and skills.


  • Keep your desk and work area clean and neat.
  • Don’t abuse the office machines and equipment. Report any problems right away.
  • Any borrowing or loaning of any office equipment needs to be cleared beforehand with the Pastor.


  • You should have the things that you need to do your job. Please do not be careless or wasteful.  If you run out, let the secretary know so that more can be ordered or purchased.
  • All purchases must be documented by receipts.



The church office is on an “open house” basis at all times, and visits by members and visitors may be expected at any time.  Be aware of this and treat all visitors and/or members with respect and courtesy.



Performance evaluations will be conducted for full-time and part-time ministerial and support staff and will be scheduled annually prior to the annual salary review date.  The purpose of the performance evaluation is to improve communication and evaluate the performance of the staff with specific attention to:


  1. Attitude
  2. Accomplishments
  3. Strengths
  4. Areas needing improvement
  5. New goals


All evaluations will be performed by the Pastor and then reviewed by the Personnel Committee for approval.  The completed evaluation form will be reviewed with the staff member and signed by the Pastor and the staff member.


All matters pertaining to an evaluation will be kept on file by the church with a copy to the staff member.  The review of personnel files will be limited to the Pastor, the Personnel Committee, and the staff member.  The sharing of information with outside parties is made only at the staff member’s written request and the joint approval of the Personnel Committee and the Pastor.



As non-ministerial staff vacancies occur, or as new positions are created by church action, the Personnel Committee and the ministry staff will work together to fill these vacancies.


After the available qualified applications have been reviewed by the Personnel Committee and the Pastor and together have agreed on the best applicant, that recommendation shall be brought to the church for approval.  Our church will consider a part-time staff member when they can be effectively used to meet an on-going or temporary need.  Any policies mentioned here apply equally to part-time staff members as well as full-time staff members.  The employment of a husband and wife team or the employment of staff member relatives would be considered on an individual basis by the Personnel Committee and the Pastor.


    Salary adjustments will be recommended to the Budget and Finance Committee only after an evaluation has been made and approved. There is no established scale for salary increases, and it is the responsibility of the Pastor and Personnel Committee to determine the value of each job and to establish an equitable salary within budgetary guidelines for each position. Payroll deductions required by law shall be deducted by the church.  Other deductions will be made as agreed by the staff member consistent with the staff member’s participation in church approved programs requiring such deductions.



Every staff member is expected to exhibit a positive spirit, a loyal spirit and servant’s heart as defined below:


  1. A Positive Spirit- The ability in the worst of situations to step back and see what God is doing. We must be able to see God in every situation.

Jeremiah 29:11; Romans 8:28-30; 12:12

  1. A Loyal Spirit- A commitment that I will neither say nor receive a negative word about you until I know that it has been said to you.

Proverbs 6:16-19; 16:28; 17:4; 20:19; 26:20; Matthew 5:23-24; 18:15-17; Luke 17:3-4; Ephesians 4:29; 5:4.


  1. A Servant’s Heart- An excitement about making everyone around me successful. Romans 12:10-11; Galatians 5:13; Philippians 2:1-4; I Peter 5:5-7.




I hereby acknowledge that I have been furnished with a copy of the Policies and Personnel Handbook of Freeman Heights Baptist Church.  I have been given an opportunity to review said Policies and Personnel Handbook, and I fully understand all that is contained therein.  By placing my signature in the space provided below, I agree to follow faithfully the duties and obligations placed upon me as a staff member of the church.




I have read the Policies and Personnel Handbook and this page and understand that employment is “at-will” as defined above.





____________________________________         __________________

                Staff Member Signature                                        Date



____________________________________         __________________

                     Pastor Signature                                               Date



____________________________________        ___________________

           Chairman, Personnel Committee                               Date



Questionnaire for potential Youth Pastor of Freeman Heights Baptist Church:

  1. Please describe for us your salvation experience, if included in your resume just say refer to Resume. If you are Ordained (it is not required to be ordained) can you, please explain or give an account of your calling and what your ordination meant to you? 


  1. Share your call to ministry and what you believe God has gifted you with in order to help you grow and serve Him and His church.


  1. Do you accept and support the local church by tithing and serving?  Are you active and support the Association and ABSC/ SBC work?




  1. Do you accept and support the Baptist Faith and Message?  If you agree, but have a different point of view on any area, please explain?


  1. Are you willing to work within the church’s Mission and support its vision if you are hired


  1. Describe your thoughts concerning the Scriptures their accuracy, inerrancy and usefulness in everyday life.


  1. What areas would you consider as your areas of strength?


  1. What do you consider your area of weakness and why?    What are you doing to resolve the issue?


  1. As a youth pastor, what do you consider to be the most important task you will perform and why?


  1. Tell us the expectations you will have of the parents of our youth ministry.



  1. What do you believe are the most serious challenges that meet today’s youth and what do you hope to do to address it?


  1. Do you feel that the youth should be involved in the church and the mission ministry of the church and why?


  1. Do you feel that Youth camps, retreats, and mission trips are important in the lives of the youth? Why or why not?


  1. Describe how you see your leadership role in one of the areas listed in question 11.


  1. We have a job description and how well do you work with the Pastor, who is the supervisor of all staff, in the church? 


  1. What is your thoughts on budgeting, planning and spending within your area?  Are you comfortable with accountability for the budget, work and service time.  An example from FHBC:  We have a budget team, financial secretary and work within our teams to communicate and be accountable.  We have quarterly business meetings and reports are giving from different areas of responsibility.  Are you comfortable working in that environment?


  1. How will you promote and handle youth activities outside the church? Example sports, service, community involvement extra.  How will you encourage students to balance both church and school activities? 


  1. We have several school districts in our Youth ministry, how will you support all students?


  1. (If married) In what ways does your spouse support your ministry?



  1. Do you have a problem with being members of the local church and serving where possible?


  1. Do you have any areas that you will share with us such as a concern, desire or potential area that you need to share with us.


Please understand we are only asking these questions because we want to get to know you better so we can pray, discern and follow God’s will for His Church.  Answer the questions from a heart of sharing with us who you are.  We will answer any question or concern you might have about us just as openly and honest as we should as Christ followers.  You may email the quesitionaire to   You can mail this to Attn: Alan Brown C/O Freeman Heights Baptist Church 522 West Freeman Ave. Berryville, AR 72616. Thank you

Notice and Acknowledgment

(Important – please read carefully before signing acknowledgment)

Notice Regarding Background Investigation

Freeman heights Baptist Church (‘the company”), may obtain information about you form a consumer reporting agency for employment or volunteer purposes.  Thus, you may be the subject of a “consumer report’ and / or an “investigative consumer report’ which may include information about your character, general reputation, personal characteristics, and/ or mode of living and which can involve personal interviews with sources such as your neighbors, friends, or associates.  This report may contain information regarding your criminal history, social security verification, motor vehicle records (‘driving records”), verification of our education or employment history, or other background checks.  You have the right upon written request made win a reasonable time after receipt of this notice, to request disclosure of the nature and scope of any investigative consumer report.  Please be advised that the nature and scope of the most common form of investigative consumer report obtained with regard to applicants for employment is an investigation into your education and/ or employment history conducted by Aurico Reports Inc., 116 W. Eastman St., Suite 101, Arlington Heights, Illinois, 60004, (866)255-1852 or by Accurate Background, 7515 Irvine Center Dr. Irvine, CA 92618, (800) 216-8024, or another outside organization.  The scope of this notice and authorization is all -encompassing, however, allowing the Company to obtain from any outside organization all manner of consumer reports and investigative consumer reports now and throughout the course of your employment or volunteering to the extent permitted by law.  As a result, you should carefully consider whether to exercise your right to request disclosure of the nature and scope of any investigative consumer report.

Acknowledgement and Authorization

I acknowledge receipt of the NOTICE REGARDING BACKGROUND INVESTIGATION, and A SUMMARY OF YOUR RIGHTS UNDER THE FAIR CREDIT REPORTING ACT an certify that I have read and understand both of those documents.  I hereby authorize the obtaining of ‘consumer reports’ and/ or ‘investigative consumer reports’ by the Company at any time after receipt of this authorization and throughout my employment or volunteering, if applicable.  To this end, I hereby authorize without reservation, any law enforcement agency, administrator, state or federal agency, institution, school, or university (public or private), information service bureau, employer, or insurance company to furnish any and all background information requested by Aurico Reports Inc. 116 W. Eastman ST., Suite 101, Arlington Heights, Illinois, 60004, (866)255-1852, or by Accurate Background, 7515 Irvine Center Dr. Irvine, CA 92618, (800) 216-8024,  or another outside organization acting on behalf of the Company, and/ or the Company itself.  I agree that a facsimile (“fax”), electronic or photographic copy of this Authorization shall be as valid as the original.

Printed Name: ______________________________________________________

                        First                          Middle                               Last

Maiden Name: ________________________________ Date Changed:_________

Other last names used: _________________________ Date Changed:_________

Other last names used: _________________________ Date changed:_________


List all cities and states where you have lived for the past 7 years – attach additional sheet if necessary

Street                City           County       State         Zip    How Long?


  1. __________________________________________________________
  2. __________________________________________________________
  3. __________________________________________________________

Present Phone Number  _____/ _____/ _________  

Social Security Number: ____________________________

Date of Birth (for identification purpose only) MMDDYYYY: ___________________

Gender*:  Male____ Female______  Driver’s License Number:__________________ State:__________________

Email address: ___________________________

*This information will be used for background screening purposes only and will not be used in hiring criteria.



Avg Worship Attendance
Minimum Education
Employment Type
Full Time
Ministry Position
Minister Of Youth/Student | Minister Of Education/Youth

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