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NCLS Occasional Paper 27

Local Church Leaders Report:

Demographics and staffing

NCLS Research

PO Box 968

North Sydney NSW 2059

(p) + 61 2 9701 4479

(e) [email protected]

(w) www.ncls.org.au

Nicole Hancock, Miriam Pepper and Ruth Powell

February 2015

mailto:[email protected]

nihancock

Draft

Local church leaders report: Demographics and staffing

NCLS Research E: [email protected], Tel: 02 9701 4479, W: www.ncls.org.au Post: PO Box 968, North Sydney NSW 2059

NCLS Research Occasional Paper 27 Catalogue number 2.15.002

© Copyright 2015 NCLS Research

Abstract

This brief research paper outlines the demographic characteristics of the leaders and staff of local Australian

churches. A look at the various leadership structures employed by churches shows that the majority of

churches are governed by a team of ordained leaders, lay leaders, or a mixture of both; while over a third of

churches are instead led by a single (typically ordained) leader. Using data from the 2011, 2006 and 2001

NCLS Operations Surveys, separate breakdowns of staff in Protestant and Catholic churches are provided,

showing how the distribution of leadership in local churches has changed in some areas, and in others

remained stable. The paper then focuses specifically on senior clergy in local churches – ministers, pastors

or priests in local senior leadership positions. Characteristics such as the number of years senior clergy have

been at their current church, total years they have been in ministry, age, gender, ethnicity, education,

theological qualifications, and occupation prior to involvement in ministry are examined, with some

denominational comparisons.

Table of contents

1 Introduction ................................................................................................................................................. 1

2 Methodology ............................................................................................................................................... 1 3 A profile of staffing ...................................................................................................................................... 1

3.1 Solo and team ministry ...................................................................................................................... 1 3.2 Multi-congregation placement............................................................................................................ 2

3.3 All staff workers ................................................................................................................................. 2 4 A profile of local senior clergy .................................................................................................................... 3

4.1 Defining “senior clergy” ...................................................................................................................... 3 4.2 Years in current local church ............................................................................................................. 3 4.3 Years in ordained/accredited ministry ............................................................................................... 4

4.4 Age profile .......................................................................................................................................... 4 4.5 Gender ............................................................................................................................................... 4

4.6 Ethnicity ............................................................................................................................................. 4 4.7 Education ........................................................................................................................................... 4

4.8 Occupation prior to ministry training .................................................................................................. 5 5 Conclusion .................................................................................................................................................. 5 6 References ................................................................................................................................................. 6

7 Acknowledgments ...................................................................................................................................... 6 8 About NCLS Research ............................................................................................................................... 6

9 About the National Church Life Survey ...................................................................................................... 6

List of tables

Table 1: A profile of staffing in Protestant churches (as a percentage of all staff) ............................................ 2 Table 2: A profile of staffing in Catholic churches (as a percentage of all staff) ............................................... 2

Table 3: Description of all church leaders in 2011 NCLS Leader Survey ......................................................... 3 Table 4: Overall summary of local senior clergy ............................................................................................... 3

List of figures

Figure 1: Summary of local church leadership structures ................................................................................. 1 Figure 2: Age profile of senior clergy ................................................................................................................. 4

Citation

Hancock, N., Pepper, M., & Powell, R. (2015). Local church leaders report: Demographics and staffing,

Occasional Paper 27. Sydney, Australia: NCLS Research, Australian Catholic University.

Local church leaders report: Demographics and staffing




1 Introduction

To enhance our understanding of the shape and state

of Australian local churches, it is essential to know more

about the leaders responsible for them. It is fairly

intuitive that church leadership will look different from

church to church and denomination to denomination,

due to the unique situation each church finds itself in.

Yet National Church Life Survey (NCLS) data allows for

a national profile of the leaders of Australian local

churches; a chance to “step back” and identify possible

trends or characteristics common in church leadership.

In doing so, this paper aims to increase knowledge

about local church leaders and leadership structures.

2 Methodology

Several sources from the 2011 National Church Life

Survey provide useful information on Australian church

leaders. The current paper draws on data from both the

2011 NCLS Operations Survey and the 2011 NCLS

Leader Survey.

An NCLS Operations Survey was distributed to each

church that participated in the 2011 NCLS, to be filled

out by a church representative. In total 2,551 churches

responded, and the resulting data has been weighted to

adjust for variations in participation levels across

denominations and regions. Amongst many other

aspects of church operations and activities, the survey

asked several questions about the church’s leadership

structure. Results from these questions are examined in

Part 3 “A profile of staffing”.

The NCLS Leader Survey was filled out individually and

anonymously by leaders of churches participating in the

2011 NCLS. Questions covered a range of topics such

as leader burnout and wellbeing, faith and spirituality,

and personality; however the current paper focuses

solely on leader responses to demographic questions.

Results for this paper were restricted to a subset of

respondents we have defined as ‘senior clergy’ (n =

2,019). Like the Operations data, Leader Survey data

was weighted to adjust for variations in participation

levels across denominations and regions. Results are

examined in Part 4 “A profile of local senior clergy”.

3 A profile of staffing

From the 2011 NCLS Operations Survey we learn

about:

solo and team ministry staffing structures

mix of staff workers (roles, basic demographics)

3.1 Solo and team ministry

Churches invest in a range of different staff workers.

Some have one leader, either lay or ordained. Others

work in leadership teams.

One of the questions asked in the 2011 NCLS

Operations Survey was “Which of the following best

describes the leadership of this congregation/parish?”

The answers given by church representatives are

shown in Figure 1. Half of local churches (50%)

reported that they had a team of ordained and lay

leaders, and just over a third (35%) had a single

ordained leader.

Figure 1: Summary of local church leadership

structures

Source: 2011 NCLS Operations Survey (n=2,249).

Prior research shows these structural differences are

only mildly related to church vitality (Kaldor et al., 1997,

p152).

There is great potential in team ministry. A group

working together can share different skills to produce

better results than any one individual. A team can help

reduce loneliness and create greater feelings of

support, cohesion and productivity.

However, if teams function poorly, the benefits can be

completely undermined. Our research suggests many

clergy have not been equipped to work collaboratively

with one another or with lay workers (Kaldor & McLean,

2009, p167). Clergy teams can sometimes lead to

greater distance from attenders. Poor team dynamics

34.7

1.9

9.7

49.8

3.8

0 10 20 30 40 50 60

Single ordained leader

Single lay/non-ordained leader

Team of ordained leaders

Team of ordained and lay leaders

Team of lay leaders

Percentage of churches

Profiling those who lead




can be the source of higher levels of stress, conflict and

potential burnout.

3.2 Multi-congregation placement

The Australian church scene is characterised by many

small congregations or parishes. One consequence of

this is the creation of many multi-congregation

placements where a leader works with two or more

local congregations.

Some 64% of churches surveyed had leaders or teams

of leaders that were responsible for a single local

congregation. A further 16% had leaders responsible for

two congregations and 20% had leaders responsible for

three or more congregations.

Previous NCLS research has found that burnout scores

were slightly higher among leaders in multi-

congregation placements than in placements dealing

with only one local congregation (Kaldor & Bullpitt,

2001, p86).

3.3 All staff workers

Table 1 summarises all staff working one or more days

per week at local Protestant churches, while Table 2

does the same for staff at local Catholic churches. In

addition, the proportions of staff that are paid, full-time,

or ordained are also included. The gender and age

breakdown of all staff workers is also provided.

Senior ministers/pastors/priests account for 30% of all

Protestant staff recorded in the NCLS Operations

Survey. This proportion has decreased from 35% of

staff in 2006 and 41% of staff in 2001. Correspondingly,

there has been a slight increase in several other staff

categories between 2001 and 2011, such as

administrators, accountants and children’s workers.

Several demographic changes in Protestant staffing

have also occurred over time. The proportions of staff

who are lay people, women, and over 60 years old look

to have steadily increased between 2001 and 2011.

Part-time leaders have also become more common,

with 61% of staff members holding a non-full-time

position in 2011.

Table 1: A profile of staffing in Protestant churches (as

a percentage of all staff)

2011

% 2006

% 2001

%

Senior minister/pastor/priest 30 35 41

Associate minister/pastor/priest 15 14 13

Administrator/office support 15 13 11

Accountant or business manager 6 4 3

Children's worker 7 6 5

Youth worker/youth minister 7 7 6

Counsellor/social worker 2 2 2

Worship/Music coordinator 8 8 7

Ethnic or cross-cultural worker 1 1 1

School religious education co-ordinator 2 2 3

Outreach co-ordinator/evangelist 1 2 2

Other 6 6 5

Total 100 100 100

Paid 70 68 69

Full-time 39 42 46

Ordained 40 44 50

Lay 60 56 50

Male 54 55 61

Female 46 45 39

15-39 years 29 29 28

40-59 years 47 50 55

60+ years 24 21 17

Source: 2011 NCLS Operations Survey (n=2,117, detailing 7,731

staff); 2006 NCLS Operations Survey (n=3,954, detailing 12,532


staff).

Table 2: A profile of staffing in Catholic churches (as a

percentage of all staff)

2011

% 2006

%

Parish Priest/Priest administrator 18 21

Non-ordained Pastoral Administrator 5 5

Assistant Priest 10 8

Deacon 3 2

Pastoral Associate (Employed, not voluntary) 10 10

Parish Secretary/Office Support 17 19

Accountant or Business manager 8 8

Children's Sacrament Coordinator / RE Coordinator (parish, not school) 10 10

Youth Minister/Youth Worker 4 3

Counsellor/Social worker 1 1

Liturgy/Music coordinator 10 9

Ethnic or Cross-Cultural worker 1 1

Other 2 3

Total 100 100





Paid 63 *

Full-time 41 41

Lay person 58 *

Member of a religious order 12 *

Male 47 48

Female 53 52

Under 40 years 14 10

40-59 years 50 53

60+ years 36 37

Source: 2011 NCLS Operations Survey (n=2,117, detailing 7,731


staff).

* Question wording and/or structure was not comparable to 2011.

4 A profile of local senior clergy

4.1 Defining “senior clergy”

Participants in the 2011 Leader Survey were asked to

choose the best description of their position out of a

number of options (see Table 3).

Table 3: Description of all church leaders in 2011 NCLS

Leader Survey

“Which of the following best describes your position:”

1. The minister, pastor or priest of this congregation/parish*

2. The senior minister/pastor/priest of a ministry team here*

3. A minister, pastor or priest in a ministry team here (but not the senior minister)

4. A minister, pastor or priest of equal standing with others in a ministry team here*

5. An interim minister, pastor or priest here*

6. A layperson serving as the principal leader here

7. A layperson serving as a member of a leadership team

8. A bishop, minister, pastor, priest or layperson resourcing those who are ministering in several congregations

9. Itinerant minister, pastor, priest or lay leader

10. Other (Please specify)

*Selected as “senior clergy” for this paper.

Source: 2011 NCLS Leaders Survey (n=6,376).

The remainder of this paper focuses on senior clergy:

ministers, pastors or priests who are the primary or

senior leader of a congregation/parish, or who have

equal standing in the ministry team (i.e. categories 1, 2,

4 and 5 in Table 3). A summary of results related to

senior clergy, detailed in the following sections, can be

found in Table 4.

Table 4: Overall summary of local senior clergy

Snr clergy

2011 Snr clergy

2006

Average number of ...

Years in current congregation/parish 6 6

Years in ordained/accredited ministry 18 18

% %

Demographics

20-29 years 3 2

30-39 years 13 14

40-49 years 25 26

50-59 years 32 33

60 to 69 years 21 20

70 to 79 years 6 4

Over 80 years 0.4 0.9

Female 18 15

In first marriage 72 70

University degree 77 70

In family with mainly pre-school or school-aged children

34 35

Born in non-English speaking country 13 12

Were professionals working with people prior to training

35 *

Currently studying 11 4

Highest theological qualification obtained

No formal qualification 2 4

Ongoing training on the job 7 5

A lay preacher’s or other relevant certificate

1 2

Bible college qualification 8 8

Diploma in theology/ministry 15 19

Degree in theology/ministry 36 38

Postgraduate diploma or degree 27 20

Doctorate 4 3

Other occupations apart from work

No other occupations 45 *

Semi-retired 4 *

Also studying 11 *

A job associated with a church (eg counsellor)

5 *

Another church-related job (eg regional ministry)

14 *

A non-church related job 10 *

Home duties/family responsibilities 34 *

Source: 2011 NCLS Leaders Survey, senior clergy (n=1,906).

* Question wording and/or structure was not comparable to 2011.

4.2 Years in current local church

In the 2011 sample, the average number of years that

senior clergy had spent in their current congregation or

parish was six years.





This figure varied greatly across denominations, due to

different approaches to length of tenure. Previous

NCLS research has found very little relationship

between length of tenure and local church vitality

(Kaldor et al., 1997, p150).

4.3 Years in ordained/accredited ministry

On average, senior clergy members in 2011 had been

in ordained or accredited ministry for a total of 18 years.

Previous NCLS research has found the longer a person

had been in the ordained ministry, the less likely the

church was to be growing numerically (Kaldor et al.,

1997, p150).

4.4 Age profile

While it was found that the majority (57%) of senior

clergy were middle-aged (40-59 years), 16% were aged

between 20 and 39 years. The average age of all senior

clergy in participating churches was 52 years. This

ranged from a low average of 46 years for Salvation

Army senior clergy to a high average of 57 for Catholic

priests. The following denominations had the highest

proportions of young senior clergy aged between 20

and 39 years: the Salvation Army (34%), Australian

Christian Churches (27%) and Seventh-day Adventist

(25%).

Figure 2: Age profile of senior clergy

Source: 2011 NCLS Leaders Survey, senior clergy (n=1,906). 2011

NCLS Attender Survey A (n =224,306).

In prior research by NCLS, the age of the senior leader

made little or no difference to congregational vitality

(Kaldor et al., 1997, p150). However, some

denominations do face significant issues to do with the

ageing of their senior clergy. Not only do they have

difficulty supplying adequate numbers of leaders, but

existing leadership may find it hard to understand and

relate to the cultures and values of younger attenders.

Figure 2 shows the age distribution of senior clergy

compared to the age distribution of Australian church

attenders. Major denominations with lower proportions

of younger senior clergy (20 to 39 years) included the

Uniting Church (8%), the Catholic Church (9%) and the

Anglican Church (10%).

4.5 Gender

In 2011 18% of senior clergy were women, which is an

increase from 15% in 2006.

While represented in many denominations, the highest

proportions of women in senior leadership occurred in

the Salvation Army (50%), followed by the Uniting

Church (29%) and the Australian Christian Churches

(28%).

According to previous NCLS research findings, the

presence of one or more women on the staff of a

church appears to be of some importance for some

aspects of vitality, such as growth in faith. Also, larger

churches provide more opportunities for females to be

employed in leadership positions (Kaldor et al., 1997,

p152).

4.6 Ethnicity

Some 72% of senior clergy were Australian-born.

Another 15% were born overseas in an English-

speaking country, whereas 13% were born in a non-

English-speaking country.

Seventh-day Adventist and Catholic churches had

among the highest percentages of senior clergy born in

a non-English-speaking country (33% and 26%,

respectively). By contrast, less than 5% of Churches of

Christ and Salvation Army senior clergy were in this

category. It should be noted that non-English-speaking

leaders and churches were underrepresented in the

2011 NCLS.

4.7 Education

Around 77% of all senior clergy in 2011 were university

graduates, with the highest levels found in Lutheran

(99%) and Seventh-day Adventist churches (95%).

In contrast, Salvation Army (29%) and Australian

Christian Churches (39%) clergy were among the least

0

10

20

30

40

15-19 20-29 30-39 40-49 50-59 60-69 70-79 80+

Per

cen

tage

Age

Australian senior clergy





likely to have graduate and postgraduate qualifications.

These denominations were also far more likely to have

clergy who were younger (20 to 39) and who had been

ordained for less than ten years, suggesting a

considerably different type of leadership in these

churches.

Senior clergy were also asked about the highest level of

theological qualification they had obtained. See Table 4

for results.

4.8 Occupation prior to ministry training

Senior clergy in full-time positions were asked about

their occupation prior to ministry training. Over a third

(35%) were professionals working mainly with people

(e.g. teacher or lawyer) with a further 10% who were

professionals working in technological fields. Some

31% were office, trade or other kinds of workers, over

half of whom had supervisor roles. Another 21%

indicated that study was their main previous occupation.

5 Conclusion

This paper has highlighted the diverse nature of

leadership in Australian local churches. In terms of

leadership structure, most churches in 2011 were found

to be governed by a team of leaders, although a

sizeable minority of churches did instead have a single

leader presiding over them. Turning to the leaders

themselves, results found the average senior clergy

member to be aged 52, male, Australian-born,

university-educated, and possessing a formal

theological qualification. However, the heterogeneous

sample of leaders evident in this paper suggests a need

to move away from an understanding of church leaders

based on averages, and instead moving towards an

appreciation of the range of leaders responsible for

Australian local churches.





6 References

Castle, K. (2001) [computer file], 2001 NCLS Operations Survey. Sydney, Australia: NCLS Research.

Castle, K. (2006) [computer file], 2006 NCLS Attender Sample Survey J. Sydney, Australia: NCLS Research.

Castle, K. (2006) [computer file], 2006 NCLS Leaders Survey. Sydney, Australia: NCLS Research.

Castle, K. (2006) [computer file], 2006 NCLS Operations Survey. Sydney, Australia: NCLS Research.

Kaldor, P. & Bullpitt, R. (2001) Burnout in Church Leaders, Adelaide, SA: Openbook Publishers.

Kaldor, P., Bellamy, J., Powell, R., Hughes, B. & Castle, K. (1997) Shaping a Future: Characteristics of Vital

Congregations, Adelaide, SA: Openbook Publishers.

Kaldor, P. & McLean, J. (2009) Lead with your Strengths: Making a Difference Wherever You Are, Adelaide,

SA: Openbook Publishers.

Powell, R. (2011) [computer file], 2011 NCLS Attender Survey A. Sydney, Australia: NCLS Research.

Powell, R. (2011) [computer file], 2011 NCLS Leaders Survey. Sydney, Australia: NCLS Research.

Powell, R. (2011) [computer file], 2011 NCLS Operations Survey. Sydney, Australia: NCLS Research.

7 Acknowledgments

Production of this paper would not have been possible without the work of the other members of the NCLS

Research team who, at the time of publication also included: Chandrika Chinnadurai, Kathy Kerr, Sam

Sterland, Amelia Vaeafisi, James Schroder and Chris Ehler.

8 About NCLS Research

NCLS Research is a joint project of several denominational partners. Established in the early 1990s, it is a

world leader in research focused on connecting churches and their communities. The most well-known

project is the five-yearly National Church Life Survey.

9 About the National Church Life Survey

The National Church Life Survey (NCLS) is a quantitative survey of 260,000-450,000 church attenders,

6,000-10,000 church leaders and 3,000-7,000 churches in more than 20 Australian denominations (Catholic,

Anglican and Protestant denominations) every census year since 1991. The survey covers a wide range of

areas of religious faith and practice and social concern. The NCLS includes three major survey types:

1. Attender Surveys (comprising a main survey variant and multiple small sample survey variants);

2. Several variants of a Leader Survey which is completed by local church leaders; and

3. An Operations Survey audit of local church activities.

Data used in this paper is weighted to adjust for variations in participation levels across denominations and

regions.

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