A Model of Procedures for a Pastor Search Committee

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Pastor Search Process
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When the Pastor Resigns ! P1-6

• This Whole Process is
• a SPIRITUAL QUEST---
• to find GODS WILL---
• regarding a NEW PASTOR.

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Getting it Right From The Start

• Follow the leadership of the Holy Spirit
• Apply Spiritual Wisdom and Knowledge
• Bathe Everything in Prayer

• Committee Covenants
• 1. Covenant of PRAYER
• 2. Covenant of UNITY
• 3. Covenant of HONESTY/OPENNESS
• 4. Covenant of CONFIDENTIALITY
• 5. Covenant of FAITHFULNESS

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2. Information Gathering Process
1. Organizational Process
3.Candidate Selection Process
Develop questions To reference based On profile
7. Concluding
Seven Stages
Interview Candidates Based on Profile
6. Welcome
5. Presentation/Recommendation Process Set date
for candidates family to visit church
field/ Preach message
4. Dialogue/Negotiation Invite him to church
field. Consent to Credit and criminal
Background check
Make selection Of candidate Video Interview with
family
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Getting It Right From the Beginning

• Review the churchs- by-laws and constitution
• Meet with deacons
• Consult with church finance committee.
• Consult with trustees

• Regularly ask the church to pray for the search
  process and committee members.
• Regularly report to church on process

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Stage One Organizational Process

• Secure Authority from Church
• 1. For Negotiations with Candidate
• a. Job Description
• b. All Expectations
• c. Total Compensation (see page 10)
• d. Moving Expenses
• 2. For All Procedural Expenses
• a. Committee materials, phone, and
  travel
• b. Candidate(s) expenses and travel

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Ask These Questions About Your Church
Stage 2. Information Gathering

• Who Attends Your Church?
• What Are Their Needs?
• What Are the Needs of Community?
• What Are the Needs of Church?

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Consider Surveying the church leadership using
Natural Church Development
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The NCD measures Eight Characteristics of
church health.
Leadership Ministry Spirituality Structures Worshi
p Small Groups Evangelism Relationships
Empowering Gift-oriented Passionate Effective
Inspiring Holistic Need-oriented Loving
The Adjective is the Key
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Building a Pastor Profile
Church Leaders What qualities do our leaders
require in a new pastor? Church
membership Conduct a congregational surrey ?
Church Community What qualities does our
community look for in a pastor?
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Ministers Profile
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page 2 Information
Gathering Process

• Post Opening on Web
• www.ibsa.org
• select submit church opening and resumes
• Contact DOMs, seminaries, conventions.

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Stage Three Candidate Selection Process

• Prioritize and Evaluate Resumes from candidate
  based on profile.
• What to look for in determining match to profile
• 1. Personal and Family Information
• 2. Conversion/Call/Ministry Statements
• 3. License/Ordination Information
• 4. Formal Education - where and type
• 5. Continuing Education

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Stage Three
Evaluate Resume

• 6. Experience/history of Places of Ministry
• 7. Denominational Involvement
• 8. Experience/history of Secular Employment
• 9. Community/volunteer Involvement
• 10. Hobbies/personal Interest
• 11. Does the resume synchronize with Profiles?
• 12. Other concerns

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It may be necessary to conduct a telephone
interview first, since many resumes say
references on request.

• Build questions around profile search team has
  developed.
• Prepare questions prior to interview.

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3. Candidate Selection Process References check
on Top Candidates

• a. Ask about a Circumstance. During the time of
  ____s pastorate at FBC did he/you have an
  interpersonal conflict?
• b. Ask about the action taken. What actions did
  you take to resolve it?
• c. Ask about results achieved. What is the
  relationship like today?

• 1. Follow the following method for writing and
  asking your interview questions for both the
  References and Candidate. (see samples in book.)

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Stage Three Candidate Selection Process what to
ask references

• Develop reference checklist based on Profile
• a. Include questions on the
  following
• (1) Doctrines/beliefs
• (2) Denominational
  involvement/position
• (3) Moral/ethical
• (4) People /relational
  skills
• (5) Leadership style/skills
• (6) Family life
• (7) Work habits/health

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Stage Three Candidate Selection Process

• Decide on Top 5-10 Candidates
• Letter Writing
• 1. Write Top Candidates - Top Group
• 2. Write Those Definitely not Candidates
• 3. Do not Write Others - Hold Their Resumes

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3. Candidate Selection Process References check
on Top Candidates

• Write reference questions prior to calling
  references based on profile
• Who to Contact
• a. All primary references on
  resumes
• b. Secure secondary references and
  contact caution do so only with permission
  of candidate.
• c. Contact other references

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Hearing the candidate

• Video
• Audio, request specific dates of tapes.
• Online via streaming
• video

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Stage Three
Candidate Selection Progress

• Hear Candidates Preach
• 1. Set appointment at neutral site

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Stage Three
Candidate Selection Process p. 32-38

• Decide on ONE Candidate
• 1. Decision based on
• -- Leadership of the Holy Spirit
• -- Prayer
• -- Information
• -- Discussions
• -- Impressions
• 2. Unanimous Decision by Committee?

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Stage Four
Negotiation Process

• First Interview with the Candidate
• 1. Inform Candidate He is Only Candidate
• 2. Neutral Place for Interview Listening
  to candidate
• 3. Total Committee Participates
• 4. Provide Candidate Printed Materials
  about Church and Community
• 5. Secure Written Permission from
• Candidate for
• Credit Check and Criminal Check

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Stage Four
Negotiation
Process

• Be sensitive to the needs of the family
• What are the expectations of the pastors wife of
  the church?
• What are the expectations of the church for the
  pastors wife?

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STEP FOUR
NEGOTIATION PROCESS

• Invite Him and Family to Visit Your Church
  Field make plans for the family needs.
• 1. Not on a Sunday
• 2. Introduce to Church Staff (Interviews)
• 3. Candidate and spouse should see
• a. Church Buildings and Property
• b. Pastorium or Potential Housing
• c. Church Field
• d. Total community

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STEP Four Negotiation

• Committee and Candidate Negotiate
• in Writing ---
• Job Description
• Moving Expenses
• Conference/revival/ etc..
• Total Compensation
• Salary/ housing
• Protection benefits
• Ministry expenses
• Sick pay

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in Writing ---

• Vacation
• Severance
• Moving How will church help with the
  Moving Process. Help with House
  Search/loan.
• Moving-Day Activities
• Utilities Hookups
• Settling-In Period

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• Help Ministers Wife
• Job/Profession/Vocation Search
• What Constitutes a Call
• Other

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STEP FOUR Negotiation Process

• Decide to Recommend or not Recommend Candidate to
  the church.
• Set date for candidate to meet the church
  members. Plan the events to give pastor and
  members time to get aquatinted and to hear him
  preach.

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Stage Four Negotiation Process

• If no longer Candidate, Let Him Know
• If still Candidate, Hear Him Preach Again
• 1. Total Committee Goes
• 2. Hear Him at neutral location
• Ask Candidate if you are the only church he is
  dealing with at this time?

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Stage Five The
Call

• Candidate and Family visit Church on weekend
• 1. Announce to Entire Church Membership
• 2. Candidate and Family meet Church
  Groups
• 3. Church Wide Reception
• 4. During weekend committee and
• candidate review all items negotiated.

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Stage Four Negotiation Process

• Meet with Candidate as many Times as Necessary to
  Finish Negotiations!
• 1. Be Led of the Spirit
• 2. Be Patient
• 3. Be Thorough
• 4. Be Honest
• Obtain Candidates Verbal Agreement to Accept if
  Church Calls

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Stage Five The Call

• Formal Recommendation to Church
• 1. Candidate Preaches at Morning Worship
• 2. Committee Makes Recommendation
• a. To CALL as Pastor
• b. To APPROVE All Written Agreements
• Formal Vote by Church
• 1. Secret Ballot
• 2. Count Votes Immediately
• 3. Announce Vote Numbers Immediately

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Stage Five The Call

• Immediately Contact Candidate
• 1. Share If CALLED or NOT
• 2. Share NUMBER of Votes
• 3. Ask for VERBAL Acceptance
• Report Verbal Acceptance to Church
• at NEXT Worship Service
• Official Call Letters
• 1. Church Clerk to New Pastor,
• including All Written negotiated
  Agreements
• 2. New Pastor to Church

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STEP Five The Call

• Committee and Candidate review all items
  Negotiate making sure everyone understands keep a
  Written record---
• Job Description
• Moving Expenses
• Conference/revival/ etc..
• Total Compensation
• Salary/ housing
• Protection benefits
• Ministry expenses
• Sick pay

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in Writing ---

• Vacation
• Severance
• Moving How will church help with the
  Moving Process. Help with House
  Search/loan.
• Moving-Day Activities
• Utilities Hookups
• Settling-In Period

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• Help Ministers Wife
• Job/Profession/Vocation Search
• What Constitutes a Call
• Other

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Stage Six
Welcome

• Pastor Installation Service
• 1. Time of Service
• a. Regular Sunday Service
• b. Special Sunday Afternoon
• c. Other
• 2. Participants/Special Guest
• 3. Church/Pastor Covenant
• 4. Community-Wide Reception

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Stage Six
Welcome

• Introduction/Beginning Relationships
• 1. Church Family
• 2. Local Baptist Association
• 3. Larger Christian Community
• 4. Government/Legal Community
• 5. Civic/Social Community
• 6. Educational/Cultural Community
• 7. Business/Financial Community

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Stage Seven Wrap Up

• Disposition of Records and Materials
• 1. Confidential Materials
• a. Keep on New Pastor
• b. Destroy All Others
• 2. Transfer Other Records to Church
• 3. Destroy All Resumes
• Dismissal of Pastor Search Committee
• Motion at Church Business Meeting

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Presentation

• The members of the search committee need to
  become a bridge builder for the new pastor.

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DONT FORGET. . . . .

• This Whole Process is.
• A SPIRITUAL QUEST--
• TO FIND GODS WILL--
• REGARDING A NEW PASTOR