Full-Time Director Of Worship And Music

please e-mail a short paragraph to [email protected]. Please notify us when the position is filled. Positions posts will be removed after four to six weeks.

Important reminder about background checks:

Congregations are called to be safe places for all members, and every ELCA congregation is responsible to have established guidelines and policies protecting all members. When hiring church workers, please remember the importance of background checks. All South Carolina congregations should have official guidelines in place (the deadline was the 2005 synod assembly) to safeguard members against abuse. Here’s a link to some helpful information for you.

The Call Process is a prayerful way in which the South Carolina Synod engages congregations, church-related organizations and rostered leaders.

Status: Exempt
Whereas the Lutheran Church of the Nativity is a congregation of the North Carolina Synod of the ELCA, all members of the employed and volunteer staffs shall:
1. Have specific skills related to their particular responsibilities;
2. Manifest a dedicated and fervent Christian spirit;
3. Deal graciously with all people;
4. Joyfully cooperate with those persons with whom they serve; and
5. Have a growing understanding, appreciation, and enthusiasm for the ministry of the Lutheran Church of the Nativity.
I. Conditions of Employment
A. Qualifications. The Director of Worship and Music must be able to prepare, oversee, and lead the church in a music ministry that will inspire and enhance congregational worship and fellowship. This position also requires knowledge of appropriate worship music consistent with Lutheran theology. Excellent communication, interpersonal, and leadership skills are necessary for the Director of Worship and Music in working with all age groups within the church. Candidate must successfully complete a background check.
B. Education Level. Bachelor’s degree in Music or equivalent experience.
C. Employment Level. The Director of Worship and Music will be a full-time employee (35 hours per week).
D. Relationship to Congregation Council. This position is directly responsible to the Senior Pastor.
E. Health Requirement. Annual proof of negative or inactive tuberculosis is required before employment or contact with children. Covid and flu vaccinations are recommended.
F. Continuing Education and Training. Continuing education opportunities for the Director of Worship and Music are expected to expand his/her knowledge/expertise in a new direction (musical content that is unfamiliar to the musician, the congregation, or both), with the goals of diversifying and enriching the worship life of the congregation and/or providing an experience that is spiritually filling so the Director of Worship and Music is re-charged to continue working with a joyful spirit. All continuing education experiences must be scheduled after consultation with the Senior Pastor and must be within budgetary parameters.
II. Duties and Responsibilities
Lead all Worship and Music Ministry under 4 primary roles or categories:
1. Worship Leader
a. Work with Senior Pastor and teams to craft the overall worship experience, both in- person and online.
b. Work with Senior Pastor and teams to expand virtual/online worship and ensure high quality digital experiences.
c. Collaborate/communicate with the Senior Pastor and other staff on a weekly basis through weekly staff meetings, emails, phone calls, text messages, and face to face conversations.
d. Prepare weekly draft of bulletin using Sundays and Seasons to include desired music and liturgy.
e. Collaborate with and chair the Worship and Music Committee.
f. Work with the Worship and Music Committee monthly.
g. Draft the annual report to the congregation regarding the role of the Director of Worship and Music in the life of the congregation, highlighting achievements of the past year.
h. Should the Director of Worship and Music have less than two years of experience, he/she will work with the Senior Pastor to identify a Director of Worship and Music mentor in the NC Synod. Meet with identified mentor on a regular basis.
2. Lead Musician
a. Play piano and organ at weekly services, weddings, funerals, and other special services; embracing a variety of traditional, non-traditional, and other music styles.
3. Choir Director
a. Direct and oversee volunteer choirs and musical ensembles (including adult, youth and children’s choirs, and including the possibilities of adding handbell/chime choirs, a youth musical and tour, a brass ensemble, and other ensembles as resources and circumstances allow).
4. Music Coordinator
a. Collaborate with Senior Pastor to select hymns and music aligned to liturgical worship and consistent with key worship themes to create an inspiring and meaningful worship experience for members and visitors.
b. Coordinate all accompanying musicians for worship services, including individual performers and musical groups (from within the congregation and non-member talent in consideration of the budgetary needs of the congregation).
c. Acquire and coordinate substitute musical leadership when away on vacation or continuing education, in consideration of the budgetary needs of the congregation.
d. Manage maintenance and upkeep of all musical instruments and material.
e. Develop positive relationships with members to enhance musical understanding and lead to increased participation in musical ensembles.
f. Track the Music Ministry budget (in coordination with Senior Pastor) and work with the Worship and Music Committee to present proposed annual budget to the finance team.
g. Track and renew all licenses needed for music/liturgy for bulletins and online purposes and publish license information as necessary.
h. Fulfill other duties as identified/assigned.
NOTE: The Director of Worship and Music will have the option to use Lutheran Church of the Nativity facilities for private lessons, as long as there is no conflict with his/her primary job duties and responsibilities.
III. Performance Review
A. Object. The object of the performance review is to be accountable to the job description and serve as a communication tool between the employee and the Senior Pastor.
B. Period of Review. The initial performance review shall be conducted by the Senior Pastor 90 days after the employee’s starting date. Performance reviews will then be conducted at 6 months and 12 months. After the first year of employment, performance reviews will be conducted biannually at 6 and 12 months.
C. Logistics. The evaluation instrument shall include the performance rating description and a list of primary responsibilities as itemized in Section II of the . The evaluation form will be filled out by the employee as a self-evaluation. An evaluation form will also be completed by the Senior Pastor.
D. Conclusion. The evaluation forms will be done independently and then compiled and analyzed by the Senior Pastor. In the event of the office of Senior Pastor being vacant, this will be completed by the Personnel Committee. The overall conclusion of the performance review will be the average of individual scores. The final score will be used to determine future compensation