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PASTORAL

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COME TO TERMS WITH OUR HISTORY AND UNDERSTANDING OUR CURRENT REALITIES Facilitate a process of conflict ... and management related to the relationships with the ... – PowerPoint PPT presentation

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Title: PASTORAL


1
PASTORAL CHURCH TRANSITION
  • IN METROPOLITAN COMMUNITY CHURCHES

2
Pastoral Church Transition
  • SOME LESSONS LEARNED IN 40 YEARS
  • Lay leaders and members love their church.
  • Everyone wants the best for the church.
  • Each person knows what is best.
  • Conflict increases during a pastoral vacancy.
  • Attendance drops during a pastoral vacancy.
  • Offerings go down during a pastoral vacancy.
  • Lay people who share the pastors duties during
    the pastoral vacancy usually leave the church
    within a year after the new Pastor is elected.
  • New Pastor often must leave within 2-4 years
    after having been elected.

3
Pastoral Church Transition
  • CHURCHES DID NOT CALL FORTH WHAT THEY NEEDED IN
    THE RIGHT PASTOR
  • Church moved too quickly to calling a Pastor due
    to fear
  • Church did not understand its past or current
    realities
  • Church was not unified in its direction for the
    future
  • Church did not know what pastoral skills would be
    most appropriate to lead the church into the
    future

4
Pastoral Church Transition
  • PASTORS DID NOT FIND WHAT THEY WERE LOOKING FOR
    IN A CHURCH
  • A church that is unified in its vision and clear
    about its purpose
  • A church that is growing or has the desire to
    grow
  • A church that is spiritually mature whose members
    are growing in spiritual depth
  • A church that focuses more on its mission than on
    its drama
  • A church whose members demonstrate a willingness
    to work cooperatively with one another over time
    to achieve all that God would have the church to
    do!
  • A living wage

5
Pastoral Church Transition
  • The Tasks of Transition
  • Maintain forward movement in the churchs
    ministry
  • Manage the human dynamics
  • Come to terms with our history and understanding
    of our current realities
  • Build a clear sense of identity and purpose that
    is widely shared and owned.
  • Build commitment for new directions in ministry.

6
Pastoral Church Transition
  • 1. MAINTAIN FORWARD MOVEMENT
  • Continue offering quality worship
  • Continue providing care for one another
  • Continue providing care for others
  • Continue tearing down walls of exclusion and
    injustice while building up hope for
    reconciliation and peace

7
Pastoral Church Transition
  • 2. MANAGE THE HUMAN DYNAMICS
  • OF TRANSITION
  • The Dynamic of Grief
  • The Dynamic of Fear
  • The Dynamic of Control
  • The Dynamic of Hope

8
Pastoral Church Transition
  • 3. COME TO TERMS WITH OUR HISTORY AND
    UNDERSTANDING OUR CURRENT REALITIES
  • Facilitate a process of conflict identification,
    mediation, and management related to the
    relationships with the previous Pastors.

9
Pastoral Church Transition
  • Conduct an organizational analysis and needs
    assessment to determine the internal and external
    factors that could contribute to the successful
    future of the church.
  • Surveys / Interviews of congregants
  • Review church documents, processes and systems,
    risk management audit
  • Financial health assessment
  • Demographic analysis
  • Assessment of forces and trends that impact the
    success of the churchs ministry

10
Pastoral Church Transition
  • 4. LEAD THE CONGREGATION THROUGH A SERIES OF
    EVENTS TO HELP BUILD A CLEAR SENSE OF IDENTITY
    AND PURPOSE THAT IS WIDELY SHARED AND OWNED.
  • Dialogue and consideration of the purpose of THIS
    church.
  • Explore and experience various dimensions of
    congregational identity and purpose.

11
Pastoral Church Transition
  • 5. BUILD COMMITMENT FOR NEW DIRECTIONS IN
    MINISTRY
  • Select the Pastoral Search Committee
  • Agree on the Pastoral Search Process
  • Conduct congregational surveys and forums
  • Recruit the candidate
  • Announce the candidate
  • Candidate visits the city and church
  • Congregation votes on the candidate

12
Pastoral Church Transition
  • The Tasks of Transition
  • Maintain forward movement in the churchs
    ministry
  • Manage the human dynamics
  • Come to terms with our history and understanding
    of our current realities
  • Lead the congregation through a series of events
    to help build a clear sense of identity and
    purpose that is widely shared and owned.
  • Build commitment for new directions in ministry.

13
Pastoral Church Transition
  • TIMELINE 12-18 months (on average)
  • 4-6 months Coming to terms with our history and
    understanding our current realities
  • 4-6 months Creating a clear sense of identity
    and purpose that is widely shared and owned.
  • 6 months Building commitments for new
    directions in ministry (Pastoral Search process)

14
Transition Partners
15
Pastoral Church Transition
  • The Intentional Interim Pastor
  • Long-term 12-24 months
  • Is an interventionist, not merely the worship
    leader
  • Facilitates the transition process
  • Is highly experienced with particular skills
  • Is appointed by the Office of Church Life and
    Health, in consultation with the local Board

16
Pastoral Church Transition
  • The Pastor is a duly ordained clergy person who
    has been licensed to practice. Though there are a
    variety of pastoral roles, in a local
    congregation the Pastor is elected to be
    responsible for the duties of teacher, preacher,
    and spiritual leader All UFMCC churches are led
    by Pastors or Interim Pastoral Leaders. (MCC
    Bylaw V.B.4)

17
Transition Roles and Responsibilities
  • The Board of Directors assures continuity of
    leadership, administrative policy, and legal and
    fiscal viability
  • Continues all of its routine fiduciary functions.
  • Works with the Office of Church Life and Health
    to assure sufficient interim pastoral leadership,
    including a clear job description and contract
  • Assures the continuing financial vitality of the
    church
  • Addresses the additional financial needs of
    transition

18
Transition Roles and Responsibilities
  • The Church Staff (compensated and volunteer)
    assures the continuity of congregational life and
    ministries, including administration of the
    church..
  • Continues in their respective individual ministry
    roles and responsibilities under the supervision
    of the Interim Pastor.
  • Provides spiritual leadership as examples of
    faithfulness to the mission, vision, and core
    values of the church.
  • Facilitates intercessory prayer for the members
    of the Pastoral Search Committee, prospective
    candidates, and others with roles and
    responsibilities throughout the transition
    process.

19
Transition Roles and Responsibilities
  • The Office of Church Life and Health provides
    guidance, support, and direction in the overall
    process of transition.
  • Appoints the Interim Pastor, in consultation with
    the Board.
  • Consults with and coaches the Board, Pastoral
    Search Committee, and Interim Pastor throughout
    the transition process.
  • Consults with the Pastoral Search Committee
    regarding prospective candidates for Pastor.

20
Transition Roles and Responsibilities
  • The Pastoral Search Committee presents a
    qualified candidate to the congregation for
    election as Pastor at a Congregational Meeting.
  • Determines how it will approach the task
  • Creates and adopts a process and timeline to
    complete its work
  • Develops guiding policies, in writing, for how
    the committee will work together
  • Develops and implements a plan for engaging the
    congregation in the process and communicating
    with the congregation
  • Consults with OCLH staff throughout the process

21
Composition of the Pastoral Search Committee
  • 7 Members of the Pastoral Search Committee
  • 3 Members of the Board
  • 4 Members elected by a Congregational Meeting

22
Pastoral Search Process Guidelines
  • All discussion and deliberation occurs when the
    PSC is meeting together either face-to-face or
    electronically (telephone conference call or
    Internet conference).

23
Pastoral Search Process Guidelines
  • 2. Members of the PSC do not discuss PSC matters
    between themselves or in small groups of members
    of the Pastoral Search Committee.

24
Pastoral Search Process Guidelines
  • 3. Members of the PSC do not discuss PSC matters
    through e-mail.

25
Pastoral Search Process Guidelines
  • 4. Members of the Board of Directors do not
    discuss matters related to the PSC when the Board
    is meeting either in open or executive sessions.

26
Pastoral Search Process Guidelines
  • 5. The entire PSC selects the Chair of the PSC.

27
Pastoral Search Process Guidelines
  • 6. The Chair will guide the process, serve as the
    representative of and spokesperson for the
    Pastoral Search Committee, and assure
    transparency of process while maintaining
    appropriate confidentiality of content.

28
Pastoral Search Process Guidelines
  • TRANSPARENCY OF PROCESS means that the
    congregation has a right to know what the process
    is, how to participate in the process, and what
    progress is being made in the process.

29
Pastoral Search Process Guidelines
  • CONFIDENTIALITY OF CONTENT means that the
    congregation may not know who has applied for the
    position, the number of applications that have
    been received, the opinion held by the PSC or any
    PSC member regarding any applicant, or any other
    information regarding any of the applicants.

30
Pastoral Search Process Guidelines
  • 7. The Chair should be the one to initiate and
    receive communication from the congregation
    regarding matters of the PSC and its process.

31
Pastoral Search Process Guidelines
  • 8. The Chair should be the one to initiate and
    receive communication with prospective candidates
    for the office of Pastor.

32
Pastoral Search Process Guidelines
  • 9. The Chair should be the primary contact
    between the OCLH staff and the PSC.

33
Pastoral Search Process Guidelines
  • 10. All deliberations of the PSC are strictly
    confidential. Members of the PSC should not
    disclose the discussions, deliberations, or
    processes of the PSC with anyone outside the
    committee, except the OCLH staff and any others
    as jointly determined by the OCLH staff and Chair.

34
Pastoral Search Process Guidelines
  • 11. The members of the PSC will hold one another
    accountable for such confidentiality and will
    remove from the PSC any member who breaches this
    confidentiality.

35
Pastoral Search Process Guidelines
  • The PSC will develop a budget for its work and
    submit the budget to the Board of Directors for
    approval.
  • Postage and printing
  • Conference calls for interviews
  • Long-distance calls
  • Background checks
  • Candidating Week (transportation, housing, food,
    etc. for the Candidate and his/her partner)

36
Pastoral Transition
  • Might your church want to choose to have an
    Interim Pastor?

37
An intentional interim pastorate?
  • YES
  • Office of Church Life and Health would begin
    recruitment right away.
  • Interim candidate would visit for a weekend.
  • Board would advise the OCLH staff if the
    candidate is acceptable to the church.
  • Interim Pastor would guide the transition process
    and provide leadership for the church.
  • NO
  • Volunteers would take on additional
    responsibilities for up to two years.
  • The PSC would immediately begin its work, based
    only upon results from congregational surveys.
  • Congregational Meeting elects a candidate.
  • Repeat the process in a very few years.
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