Every two years I teach a class called Introduction to Youth Ministry. And every two years, I wonder if it will be the last go-round.
I have been speculating and saying publicly for years that full-time youth ministry positions were going the way of the dinosaur. I could see it in the job postings, hear it in conversations with Educational Ministry professionals, and watch it in the churches of KY, where I serve.
At one point (5 or 6 years ago), I was receiving two or three calls a week asking for resumes of young, graduating CU students looking to serve in full-time youth ministry. But those calls are becoming less and less. The vast majority of calls I now receive are for children’s ministry leaders.
While I knew a change was afoot, I didn’t have any other supporting evidence. Until Group Magazine published its May/June 2014 edition with the front cover questioning “The End of Paid Youth Ministry?” I knew someone would eventually start talking about this shift.
The piece is written by Mark Devries, founder of Ministry Architects, formerly Youth Ministry Architects.
Devries tracks compensation and benefit packages for full-time youth ministry leaders over the past decade. The trend showed that from 2005-2010, there was an increase in salary and benefit packages. Yet after 2010, there has been a steady decline.
Since that point, the compensation packages have been moving downward, making the average compensation in 2012 – $37,500, which includes take home pay, medical insurance, life insurance, retirement, travel and resource expenses all in one bundle. In reality, the take-home pay is much closer to $25,000 which is hard to live on in America, particularly in the cities, as a single income. Its doable, but a stretch.
The other trend of interest is youth ministry leaders who work a second job, meaning the youth ministry is not their only source of income. Since 2005 that percentage has increased from 17% to 36%.
Devries conclusion is simple and straightforward: “It’s not the end of paid youth ministry, but the end of full-time, fully-benefited youth ministry.” Churches, with tighter budgets and the insufficient funds to keep up with rising medical cost, are thinking differently.
Devries goes on to say,
When we assess all the ancillary expenses required for a full-time employee, it’s not hard to understand this shift – health and other benefits for a full-timer can run as much as 30 percent of salary, making two part-timers (without benefits) a much better ‘deal’ for many churches than one full-timer. (emphasis mine)
I have seen this trend everywhere. Churches can hire two interns or two part-time youth leaders, say one for middle school and one for high school, or one for children and one for teenagers, and not provide any benefits, insurance or time off. In a sense, they get two (or even three) for the price of one. I have been seeing this for years.
To all my Ed. Min. students (and anyone else interested in youth ministry), if you want to serve students in the local church then find a great job doing something in the public or private sector. Something you love. Something you can live on. Something you can find fulfillment in. And then seek out a youth ministry position to serve teenagers and students in the local church.
Devries seals this revised vision when he says, “Working a second job to support our ministry calling doesn’t mean we’re bi-vocational – it’s a single vocation, expressed in different ways.” Absolutely on-point and will be essential in the future.
Thank you Group Magazine for bringing light to this change. We needed to hear it.