Weaving Threads of Co-Vocational Ministry
Written by Rebeca Heringer
A Co-Vocational Canada symposium held in February 2025 identified an urgent need for a framework which could provide the necessary structure for co-vocational (CoVo) congregations while still remaining flexible to respond to specific contexts, needs, strengths, and mission.
In response, Co-Vocational Canada launched a new study to better understand the characteristics of thriving CoVo congregations in Canada. Twenty participants from across Canada— 12 denominational leaders and 8 CoVo pastors— engaged in in-depth conversations about co-vocational ministry. In total, 17 denominations were represented. This study sought to identify the factors that support and promote holistic well-being in CoVo congregations.
Six main themes emerged:
1. Reasons for CoVo
The idea that working co-vocationally is solely based on a financial necessity was debunked by pastors and denominational leaders interviewed in this study. Pastors often work co-vocationally because of a strong sense of mission and calling.
Based on the data collected in this study, we believe that a flourishing CoVo congregation is contingent upon a strong theology of missional engagement which guides not only the pastor but also the congregation itself. It is of utmost importance, therefore, that pastors, churches, and denominations alike seek to help congregants adopt this biblical understanding and be actively engaged in the community they are located. The research suggests that this will not happen without both thoughtful re-envisioning and intentional equipping.
2. Conceptualization of CoVo
There is a persistent but slowly shifting stigma regarding co-vocational ministry. Fighting against this stigma may entail celebrating and normalizing co-vocational ministry both at the local church and in the denominational context. This may include adjusting the terminology used, such as referring to them as fully funded or co-vocational pastors rather than “full-time” or “part-time.”
The findings suggest that pastors who acknowledge the opportunities afforded by CoVo ministry models are more likely to thrive than those who see is as a “necessary evil” or “steppingstone” to uni-vocational ministry.
3. Supporting Congregational Reframing
Our findings also speak to the importance of supporting congregational reframing, especially as it relates to pursuing the biblical call of a priesthood of all believers. Thriving CoVo congregations must be more “group centered” than “pastor centered,” with laypeople involved in what may traditionally be seen as ministerial roles.
Practices that seem to be working across denominations include delegating functions to lay people at church (e.g., praying, preaching, leading ministries) as well as investing in training for those who are identified as potential leaders in the congregation.
4. Denominational Responsivity
Denominational responsivity is another area that requires great attention, especially as it relates to changing the narrative about co-vocationality, scheduling meetings/conferences/retreats, and on-going communication with CoVo pastors.
This study points to the importance of finding creative ways to connect with CoVo pastors to establish meaningful and on-going relationships with them. Meeting online and outside of business hours, for example, may be a way to allow CoVo pastors to connect more often. However, the most important thing is to listen directly to CoVo pastors so denominational leaders can learn how to be responsive to the specific needs of their pastors.
5. Pastor’s Compensation, Satisfaction, and Well-being
Participants emphasized the importance of “erring on the side of generosity” when it comes to salary and benefits for CoVo pastors.
Despite sometimes working for free or for a relatively low salary, all pastors expressed enjoying being a CoVo pastor and feeling called it.
Although most pastors in this study expressed being able to take time off to exercise or spend time with the family, many also stated working much more than what they are being paid for. While some say that the work does not feel like a burden to them, such intense workloads, without adequate rest, can lead to burnout. Therefore, both the congregation and the denomination must respect the pastors’ work hours and it can be very helpful for denominational leaders to check-in with CoVo pastors with some regularity to make sure they are taking adequate time off.
6. Re-Envisioning Theological Education, Credentialing, and Ordination
Finally, our findings surrounding credentialing and ordination support earlier Canadian research that suggests the need to adapt ministry education is particularly clear in the lives of co-vocational leaders be they church planters, new Canadian clergy responding to diaspora needs, or leaders in long established congregations.
In Conclusion
The invaluable perspectives and experiences shared by participants suggest both ongoing stigma and an emerging celebration of the ancient practice of co-vocationality. The findings of this study highlight the need for addressing persistent stigma and resistance, congregational reframing, and re-envisioned pathways to credentialing and ordination. They also surface the critical role of denominational leaders and others in helping to shape the narrative, being ready and available to listen to the needs of co-vocational pastors and being responsive to them.
If you are interested in learning more about the Thriving CoVo Pastors and Thriving CoVo Congregations Frameworks contact ellenduffield@briercrest.ca.
Rebecca Heringer serves as a researcher with Co-Vocational Canada, a national initiative that supports co-vocational pastors and churches across Canada. Her work focuses on studying emerging ministry models and helping equip leaders with research and practical insights for faithful and sustainable pastoral leadership.