By Mary Beth Barry
Note: This post is the third in an ongoing series on integrating Catholic identity into your HR processes and policies. Follow the links to read about orientation and onboarding and employee handbooks.
For Catholic employers, job descriptions aren’t just paperwork—they are powerful tools for building culture, advancing mission, and protecting your right to operate as a faith-based organization.
In today’s challenging legal and cultural landscape, a strong job description is both smart strategy and faithful ministry. Even when employees aren’t required to be Catholic, it’s critical to include language that strengthens your four key defenses: the ministerial exception, your Title VII and First Amendment rights to make faith-based employment decisions, and the Free Speech right of expressive association.
By doing so, Catholic employers are better positioned to discipline or terminate employees whose actions, communications, or conduct conflict with Catholic teaching or risk causing scandal—ensuring greater ability to invoke legal protections when employment decisions are made based on religious values.
While a diocese’s Catholic identity may feel obvious, ministries, nonprofits, and Catholic-run businesses must be even more deliberate in making that identity clear. Job descriptions help employees see their work as part of a faith-driven mission—and demonstrate how Catholic teaching shapes every aspect of the organization. They aren’t just the start of the hiring process; they’re the blueprint for sustaining a faithful, mission-focused workplace.
Why Catholic Identity in Job Descriptions Matters
- It lays the foundation for your HR architecture.
Job descriptions influence every major HR function—recruitment, onboarding, training, performance evaluations, and conflict resolution. A clear, mission-aligned description supports every step of the employment journey. - It aligns your workforce with your mission.
Many employees are drawn to Catholic organizations because of their service-oriented mission and values. However, attraction alone is not enough. Job descriptions must clearly communicate how each role advances the organization’s Catholic mission and what it means to live out Catholic values in daily work. When employees see their work as part of the Church’s broader mission, it fosters a deeper sense of purpose, vocation, and engagement. - It prevents misunderstandings and strengthens culture.
Workplace conflicts frequently arise from unclear expectations. Incorporating Catholic identity and values into job descriptions helps ensure that employees clearly understand the organization’s ethical standards, workplace culture, and mission expectations—particularly regarding conduct and communication—reducing the likelihood of disputes in the future. - It strengthens your legal and religious liberty protections.
In an increasingly litigious environment, Catholic institutions must be prepared to defend employment decisions rooted in their faith. Courts frequently look to employment documents to determine whether an organization operates with a “primarily religious purpose,” and simply calling an organization Catholic is not enough. Properly crafted job descriptions also help defend decisions to discipline or terminate employees whose actions, communications, or conduct conflict with Catholic teaching or risk causing scandal—whether or not Catholic affiliation is a condition of employment. Clear, faith-based documentation gives Catholic employers a stronger foundation to protect their religious identity and mission in the face of legal challenges.
What to Include in your Job Descriptions
- Highlight the Mission
Start with a strong statement connecting the role to your Catholic mission. Help employees understand that they are not just doing a job—they are participating in the Church’s work. - Incorporate Catholic Teaching
Where appropriate, include references to Scripture, the Catechism, or papal encyclicals. Even in roles that seem secular—such as a school nurse or facilities manager—a simple statement can highlight the faith dimension of their work. - Define Ministerial Duties
Consider and, when appropriate, include job duties and job requirements related to each of the factors that contribute to whether an employee is a minister. For more info, download our Maximize The Ministerial Exception resource from the Members Only Room, where you’ll find the factors to consider when classifying jobs. - Promote Values and Ethics
Emphasize behavioral expectations rooted in Catholic principles such as compassion, integrity, respect, and service. - Demonstrate Mission Impact
Help employees see the impact of their work on your mission of service to the community. - Encourage Spiritual Growth
If applicable, highlight opportunities for spiritual development within the organization—such as retreats, Mass attendance, or prayer services.
For example, some sample language you could add to most job descriptions would be:
Employees are expected to model speech and behavior in alignment with Catholic values and uphold the dignity of every person. This individual must understand their role as part of the healing ministry of Christ and embody the values and teachings of the Catholic Church in all interactions.
For a more detailed version of this article, along with additional best practices and sample language for job descriptions, visit our Members Only Room (MOR) for exclusive resources and tools.
Practical Implementation Tips
- Tailor, don’t template. Avoid generic job descriptions. Instead, write with intentionality so each role reflects your unique mission.
- Collaborate for accuracy. Engage employees, managers, and HR in a regular review of job descriptions to ensure they remain accurate and aligned with evolving organizational goals.
- Train your HR staff. Make sure those writing and reviewing job descriptions understand how to incorporate Catholic identity effectively and consistently.
- Update regularly. Ensure relevance by updating any organizational changes and evolving needs of your ministry and workforce.
- Include an employee affirmation. Consider requiring new hires to sign a statement, attached to their job description, affirming their understanding of and commitment to supporting the organization’s Catholic mission.
Incorporating Catholic identity into job descriptions isn’t just about compliance—it’s about mission. A well-crafted, faith-aligned job description strengthens culture, clarifies expectations, and protects your right to operate as a Catholic organization. It reminds every employee that their work is part of something greater: the Church’s ongoing ministry in the world.