I don’t know where I learned the myth—somewhere along the way in attending church in my youth to my college days and even into seminary and my first call—somehow, I believed that the average call to pastoral ministry in congregations was about ten years. After consulting with a few other seminary friends, they tell me that they also heard this myth in seminary. I believed that churches provided full benefits and adequate salary and housing that would help cover my student loans from college. I believed I would be able to have my own one-bedroom apartment and take my day off and work a 40 hour workweek.
That all changed very quickly. My first call was full-time and did offer me retirement and health insurance for me—but when I got married, not for my spouse unless I paid for it. My first call did not pay an adequate salary nor was the housing allowance enough to cover my rent—I found a house with three other roommates to split the rent four ways (I did have my own bedroom), and I was able to pay a car payment on a used car—but without consolidating my student loans I had $45 after every paycheck. After consolidation, I had $145 to pay for groceries and gas. Needless to say, I opened a credit card in order to survive that first year and a half until I received a raise. Then my roommates moved, and I had to move into an apartment with a roommate with higher rent. The debt caught up quickly. This was all while working at one of the most prominent churches of my denomination in that state, connected to a seminary and regarded as a pillar church, a church that did not pay its staff a livable wage. In addition, I was often working 50-60 hours per week. I was in charge of starting and building the youth group, running the church school, participating in worship and other duties in the life of the congregation. However, most of the time I did manage to take Friday off. I stuck with that, though I worked several 12 hour days during the week.
It wasn’t until my second call, just less than four years later, when I moved into a parsonage and I received a salary in which I could meet my expenses. Here, I was paid a livable wage, my family was covered under health insurance, and I worked reasonable hours during the week (40-50). In my first call I was an associate minister; in this call, I was the senior pastor of a smaller congregation. It seemed perfect. I imagined myself there for seven, eight—even ten years. We wrote a family leave policy into my contract and I had a child. I began to work on writing in sabbatical leave, as the congregation wasn’t used to sabbatical leave before.
But even there, I ended up moving before four years. My husband received a call to a church in another state, and it seemed an opportunity he could not pass up. It was bittersweet—a great opportunity not only for my husband, but for us as a family as I could be home more with our son—but leaving a wonderful church community and call.
To be honest, I really wrestled with leaving in this time. I felt that somehow I had failed to live up to the standard of a ten-year pastoral call. But then I began having conversations with other, older pastors and I suddenly learned that the ten-year pastoral call is a myth. And then it hit me: my grandfather, a pastor I had looked up to as the model of the perfect pastor, never had a ten-year call, either. Most of his were 4-5 year calls, several were shorter than that. Many times it was because of unhealthy aspects of the congregations he was serving. Sometimes, though, it was because of family dynamics and choices made for the entire family. Sometimes he served part-time congregations and did other work on the side. My grandfather had a slew of odd jobs over the years to help make ends meet at times.
I was so worried in leaving that church that I was leaving behind any chance of having a full-time, long-term call again. That somehow I would be marked by this. Thankfully, this has not been the case—in talking with search committees, most have been very understanding of the decision to leave full-time ministry to care for my child and to move for my spouse’s call.
At this time, I am serving at two part-time calls. I do not have full benefits—I rely on my spouse’s insurance to cover the family. It is working, though it is hard to be in two places—as my husband, who also serves two congregations, can attest as well. Neither of us can envision a ten-year pastorate any more.
At a recent gathering of younger clergy, none of us saw ourselves in a ten year pastorate. Most of us were averaging a vision of about five years. Times have changed. And congregations, for various reasons, are no longer preparing for long-term pastors. It’s not only that fewer congregations are not providing full time salary, housing and benefits, it’s not only that there are unhealthy congregations that run through pastors every few years–it’s that our understanding of vocation, call, purpose—it is all changing. This is not to say pastors are still not called to congregations, but that perhaps the Spirit is moving in new ways.
It seems to me that one of the shifts that has happened is that the leadership within churches has become more long-term, fixed (even bylaws have been changed in churches I have served to allow for continuous terms), the pastor’s tenure has become shorter. In congregations with history of long pastorates, often the leadership within the church went through periods of transformation and change. New people were brought into the lead, new styles brought on, new models tried out. Now, in my experience with congregations with shorter term pastorates, the leadership has stayed the same, but the pastor is the one who changes. Sometimes this is good; sometimes this is stagnant and the problems are associated only with the pastor.
A short term pastorate is not necessarily a sign of an unhealthy congregation or pastor—sometimes, the Spirit is doing something new, and the work that was done between the congregation and pastor needs to shift or move on. And often, in places where there perhaps was an unhealthy element within the congregation that didn’t get addressed by an interim (and intentional interim ministry is a key point that I am not addressing at this time) a new pastor is able to help the congregation move forward and become healthier, and once that new health is achieved, it may be time for a new transition, a new shift.
Pastors are all unique and have different gifts and abilities. As the kinds of pastoral ministry change along with the settings (there is no one-size-fits-all pastor for an “average” church, as may have been perceived in the past) perhaps certain skills and gifts are needed in certain times of the church’s life, and the pastor find themselves wanting to continue to use those gifts and skills in new settings.
Pastoral ministry is changing, as much as the church continues to change, as much as pastoral ministry has changed. I’ve reflected on this before: in my twelve years of pastoral ministry, I have gone from having a cell phone as an emergency phone for my car only, to using my cell phone as a way of providing pastoral care through text message, tweeting prayers, and connecting with others in leadership. I have moved from being in the office 8-5 to being at the coffee shop in the mornings and a bar in the evenings. As the world of pastoral ministry has shifted in the past ten to fifteen years, so has the focus of gifts and skills in pastoral ministry, and so has the vision of the pastor’s role within the congregation. And while there are still full-time pastors serving in congregations 10+ years, the ones I know I can count on one hand. The myth is not holding up as it once did–if it ever really did.
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