10. Begins visiting shut-ins behind senior pastor's back.

9. Starts turning in reports on time.

8. At staff meetings, switches from Mountain Dew to coffee.

7.The P.O.D. music blaring from youth pastor's office is suddenly replaced with "Bill Gaither Homecoming" tunes.

6. Sits in senior pastor's ergonomic office chair when he or she is out of the office.

5. Skateboard in corner of office is replaced with a golf bag.

4. Shows up wearing a tie and long pants

3. Changes Group subscription to Rev.

2. Demands that teens start calling him "Dr. Watson" rather than "Pastor Whacko"

1. Asks to borrow senior pastor's John Maxwell books.

So, before you find yourself victim of a congregational coupe de grace, here are some tips from someone who has been on both sides of the desk.

Never hire as youth pastor someone who wants to gain some experience so he or she can be a senior pastor someday.

Let's face it, you have to be "called" or crazy to even want to be a senior pastor. But to be a youth pastor, you have to be "called" AND crazy! They're two very different ministries.

Experience in paint-ball parties and planning trips to Christian rock festivals, doesn't necessarily carry-over to "Super Senior" carry-in dinners and nursing home visits. Leading a teen Bible study is very different than teaching the "Church Membership" class. All are important aspects of ministry.

But I've learned the hard way to only hire a staff person who feels a long-term call to that ministry, whether it's music, youth, children, senior adults, or beach evangelism. A staff pastor is not a "junior pastor." He or she is a trained professional (at least we hope the resume wasn't a work of fiction) who has a unique calling to minister in a specific area of the church.

Make sure the youth pastor has a written job description.

While at a large church, I was given the title of "Assistant Minister of Christian Education and Youth." When I asked for a job description I was told simply to "do whatever your hand finds to do" which apparently was some verse from First Hezekiah.

So, my hand found itself crawling around the attic installing choir microphones, riding a unicycle in a clown costume for the annual day care festival, and visiting people in the hospital. I was a good sound tech and clown, but I hated hospital calls. I found myself acquiring every patient's ailments before I left the room. "You know, I've been having a pain right there, too." (I particularly hated visiting the Maternity Ward.)

A specific, concrete, and measurable job description lets everyone know up front exactly what is expected. (And as a staff person, don't expect to use your training in homiletics to preach unless it's a Sunday night-in July-when everyone, including the senior pastor, is on vacation.)

Encourage your youth pastor from the pulpit and in person.

A denomination surveyed its staff members to learn areas that needed work.

One wrote, "There are many today who are feeling a strong call to a permanent staff relationship specializing in a certain area of support ministry. One of the easiest ways to discourage the development of mature and competent support ministers is to play down our ministerial position and responsibility."

Another wrote, "While my joy is seeing the change in youth and pleasing God, there can be low morale problems since most of my work is unheralded and behind the scenes. There is a tendency to say, 'What am I doing? If I were senior pastor, I'd be appreciated more!' End result, another youth pastor down the tube."

Or worse, another staff person wants to become a senior pastor! Which brings us to my final point.

Never, ever let him or her borrow your John Maxwell books!

Copyright © 2002 James N. Watkins