It’s important to keep in mind that I don’t share this perspective from the ivory tower of academia, or from a lofty view out of a full-time tech director’s window. I was the lead volunteer in two churches for a combined 15 years.
After 10 years at the first church, I was completely burned out and had begun to resent the demands that were placed on me. I wanted to do a good job but wasn’t really empowered to do it, nor was there a clear direction on what was even considered a “good job.”
I ended up leaving the church and taking six months off. At the next church, I was quickly recruited to take on a similar role. This time, the burnout only took five years. So I know of what I speak.
So what is the solution?
A technical leadership position. Call it Technical Arts Director (TAD), Tech Director, Minister of Media, Pastor of Weekend Technology; heck, you can call me Al if you want (but only if I can call you Betty). I believe this person’s job description needs to include the following:
— Caring for existing volunteers, which includes scheduling, training, equipping and leading them.
— Recruiting additional volunteers.
— Providing a clear direction of what constitutes successful job performance.
As much as I love being a hands-on techie, I think the TAD should remain as hands-off as possible for weekend services. The technical team is a great place for volunteers to serve and make a huge contribution to the church, and we need to empower them to do, and do it well.
In the case of the church I noted previously, I think they’re crazy asking volunteer sound folks to give 40 hours a month. Does it really surprise anyone that they don’t stick around?
To be fair, recruiting sound people is the hardest recruiting job in the church, hands down. The pool of possible candidates is perilously small, and the demands of the job are high. It’s also one of the most rewarding volunteer positions in the church if it’s done right, which is why I like to keep it volunteer as much as possible.
To that church, I would say you’re long overdue for a full-time tech arts person. That staffer’s first responsibility is to reduce the workload for the sound guys.
This might mean finding more sound people, developing a set-up team so the engineers can come in later, develop a tear down team so the engineers can leave earlier, or running sound for Saturday nights.
You’ll need to develop a short-term fix, and a long-term plan that is sustainable.
I’m also a firm believer that the TAD’s position should not include dealing with every single technical need in the church. I’ve seen job descriptions from some churches that are just laughable.
This poor chap is expected to be an expert in sound, lighting, video, presentation, video production, the heart of a pastor, a theology degree, full understanding of IT issues, etc.; will be responsible for all weekend and mid-week A/V needs for all ministries of the church (min. 55 hrs./week).
And, of course, the maximum pay is $35,000. Good luck with that one. At best, you’ll get someone who can do 50 percent of what you want, will be a recent college graduate and will be gone in less than two years.
Don’t go there. Most churches don’t understand the depth of the void they have.