CALLING AN AMERICAN BAPTIST MINISTER. A Comprehensive Guide for Pastoral Search Committees with Step-by-Step Resources

Transcription

1 CALLING AN AMERICAN BAPTIST MINISTER A Comprehensive Guide for Pastoral Search Committees with Step-by-Step Resources Editor Mary L. Mild American Baptist Personnel Services Revised January 2005

2 CALLING AN AMERICAN BAPTIST MINISTER A Comprehensive Guide for Pastoral Search Committees with Step-by-Step Resources Editor Mary L. Mild American Baptist Personnel Services Revised January 2005

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4 ACKNOWLEDGEMENTS Calling an American Baptist Minister is a resource that has been created with the help of many different individuals and groups. Based originally on careful work done by the American Baptist Churches of New Jersey, it has been revised and developed over the years to meet changing needs. Reflections, the document used by Search Committees to create Church Profiles, was originally based on the 1987 research and Doctor of Ministry project of Dr. Hazel A. Roper at Andover Newton Theological School, Newton Centre, Massachusetts. Many revisions of these documents have occurred with the help of American Baptist regional executive ministers, area ministers and national staff. This is the first time the two documents have been brought together in one handbook. For the revision of the documents for this handbook, we especially want to thank staff from the following American Baptist regions: ABC of Central Region, Connecticut, Great Rivers Region, Indiana, Michigan, Mid- American Baptist Churches, New Jersey, New York State, Pacific Southwest, Philadelphia Baptist Association, and the West. National American Baptist staff who contributed include Holly Vincent Bean, David Cushman, Rhonda J. Cushman, Richard G. Harris, Fran Homer, Perry J. Hopper and Mary L. Mild. The materials in this handbook were developed through the financial resources provided by American Baptists through their United Mission gifts and by grants from the Eastern, Mid-Western, Western, and National Ministerial Leadership Commissions. Special thanks to Guideposts for permission to include a story from the publication s October 1977 issue in the Search Committee Devotional for Session 3. Special thanks to Rev. Dr. Trinnette V. McCray, former President of ABC, for permission to use her picture on the cover. Photo of Communion and Dr. McCray by Obed Arango. Design and layout by Noemi Ayuso. Reflections copyright by The American Baptist Home Mission Societies, Calling an American Baptist Minister copyright is by the Commission on the Ministry, Note: If you wish to download a copy of Reflections to use with your computer in creating your Church Profile go to the American Baptist Churches Web site at and click on American Baptist Personnel Services and then on Reflections. Calling an American Baptist Minister also will be available from National Ministries on a compact disc (CD) in the second half of 2005, which includes a copy of Reflections. Order by calling JUDSON. Unless otherwise noted, Bible quotations in this publication are from the New Revised Standard Version of the Bible, 1989 by the Division of Christian Education of the National Council of Churches of Christ in the United States of America, and are used by permission. All rights reserved. Calling an American Baptist 2004 National Ministries, Valley Forge, PA Recycled paper III

5 Helpful Terminology American Baptist Personnel Services (ABPS) ABPS is a computer-based storage and retrieval system which produces personnel Profiles and provides resources for congregations in the search and call process. For additional information visit their Web site: ABPS Profile is the basic document created by ABPS and used in the search and call process to introduce prospective ministerial leaders to search committees. Church Reflections the document used by Search Committees to analyze their ministry goals and leadership needs, and the tool that helps search committees create their church Profile in Section VI of this booklet. Code of Ethics the document that outlines ethical behavior for American Baptist ministers and is signed by ABC ministers at their ordination and often revisited during the search and call process. Interim Ministries-ABC the national ABC program that maintains a nationwide pool of individuals who are experienced in interim ministry. For additional information visit their web site: Ministers and Missionaries Benefit Board (MMBB) is a ministry that provides retirement, death, disability and other benefits for ministers, missionaries and lay employees of churches and organizations of American Baptist Churches USA and MMBB affiliate groups. You can visit their Web site at The Ministers Council is an autonomous, professional, multi-cultural organization of ordained, commissioned and lay Christian leaders within the American Baptist Churches USA. They are women and men who advocate for and covenant with each other to deepen their spiritual journey and to increase their effectiveness, as persons who are accepting the call of God and church for the advancement of the mission of the church of Jesus Christ and to proclaim His truth in a prophetic voice as led by the Holy Spirit. For further information visit their web site at: Regional Consultant a region staff person, often a regional executive minister or area minister, who is assigned to help your church in the search and call process. Note: Index Dividers can be purchased to help you organize this notebook. Avery Table of Contents Ready Index Reference Dividers with10 Tabs are color-coded to match the table of contents of this notebook and are available from office supply stores nationwide. IV

6 CONTENTS Introduction 1 I The Call to Ministry 3 II Overview of the Pastoral Selection Process 5 III The Pastoral Selection Process Contact Regional Consultant Exit Interview with Departing Pastor Service of Closure/Farewell Selecting Pastoral Search Committee Developing Interim Ministry Plan Welcoming Interim Minister Development of Self-Study and Church Profile Reviewing and Selecting Candidates to Interview Interviewing Prospective Candidates Visiting Neutral Pulpits and Checking References Choosing One Candidate to Recommend Candidating Weekend Church Meeting to Vote Welcoming the New Minister Installation of the New Minister Thanking the Search Committee IV Search Committee Devotional Selections 25 V Search Committee Resources The Covenant and Code of Ethics for Ministerial Leaders The Exit Interview When the Pastor Leaves: Common Characteristics Helping the Church Celebrate the Ministry of the Departing Minister Suggested Worship Service for Closure with Departing Minister Characteristics of a Pastoral Search Committee A Covenant of Relationship for Pastoral Search Committee Members Dedication of the Pastoral Search Committee A Covenant between Congregation and Interim Minister V

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8 VI Church Reflections Cover Sheet Our Church Information Demographics Identifying Your Crowd Our History Congregational Style Indicator How Others See Us Our Church Life Our Worship Life What We Believe Our Vision for Ministry What Do We Want to Do and What Do We Want our Pastor to Do Ministry Priorities Compensation, Benefits and Ministry Related Expense Reimbursement VII Compensation Resources Compensation Guidelines Compensation Considerations for Bi-Vocational Ministers Compensation Worksheet Compensation Checklist VIII Additional Resources Conducting the Interview Interview Questions for Ministry Specialties Making a Good Impression to the Ministerial Candidate Evaluation of Ministry Specialties Conducting a Telephone Reference Interview Evaluating the Pulpit Presentation Self Disclosure and Release Form What Can You Expect of Your Pastor? Position Description (sample) Together In Ministry (Ministers Council) Model Candidating Weekend Sample Minister-Church Agreement Suggested Resources for a Service of Installation A Covenant for Ministry Appraisal with the Church The Appraisal Instrument IX Resource Letters Model Initial Contact Letter Model Follow-Up Letter to Initial Contact Model Letter to Candidates Not Selected Model Letter of Agreement with Candidate Model Letter to Congregation Introducing Ministerial Candidate Model Biographical Summary X Bibliography General Bibliography Compensation Bibliography VII

9 INTRODUCTION You have been asked by your church to serve on a Pastoral Search Committee. This is an awesome responsibility and one that will have a major impact on your congregation in the very near future and for years to come. The Search Committee s goal is to present a ministerial candidate to the congregation. To achieve this objective, it is important to see where your congregation has been, identify where you are, and consider the direction God may be leading you. Leadership change is an important milestone for your congregation. This time of transition may feel like a wilderness experience. Old and familiar patterns may be left behind, and new ones have not yet been found. Questions arise and answers are sought. It is a time to let go and to discover new beginnings, a time to grieve and to heal. The purpose of this handbook is to share with you the experience of Search Committees in other American Baptist ch u r ches and to acquaint you with resources that can help you in your task. The handbook is divided into ten sections: I. The Call to Ministry II. III. IV. A Brief Overview of the Pastoral Selection Process The Pastoral Selection Process Search Committee Devotional Selections V. Search Committee Resources VI. Church Reflections VII. Compensation Resources VIII. Additional Resources The Resources sections are by far the largest sections. You may only need a few of the resources, or you may find all of them helpful. Use them, as you need them. This can be an exciting journey that you need not travel alone. Your Regional Consultant (usually an executive minister or area minister) and your interim minister are prepared to assist you along the way by providing materials, presence and counsel. As you work on your task of selecting a candidate to present to your ch u r ch, you will want to mainta i n close, ongoing contact with your Regional C o n s u l tant, who has skills and information your committee will need during the months that you work t o g e t h e r. He or she values the work of your committee as significant to the life of your ch u r ch and will give considerable time and attention to your search process. Your Regional Consultant will provide training for the process you will use. The consultant then will provide for you American Baptist Pe r s o n n e l Services Profiles matching your search criteria. Your Regional Consultant also will help you find an interim minister. One of the wisest things your church can do is to hire an effective and qualified interim minister to shepherd you during this time of transition. The interim minister will provide continuity during a time of discontinuity and will help your church stay connected to your denomination as you grieve the loss of the departing minister and prepare for the coming of a new pastor. He or she will support your congregation through preaching and pastoral care. This handbook will lead you through a process by which you will discover who you are as a congregation. It will help you tell your story, define your vision of ministry, identify and contact prospective candidates, and select the best prospective candidate to recommend to the congregation. Don t rush the process; participate fully. Seek God s help continually in your search for new leadership. IX. Resource Letters X. Bibliography 1

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11 THE CALL TO MINISTRY A. The Call of God Now in the church at Antioch there were prophets and teachers While they were worshiping the Lord and fasting, the Holy Spirit said, Set apart for me Barnabas and Saul for the work to which I have called them. Acts 13:1-2 The concept of the call is a very significant part of American Baptist tradition. God moves in the lives of persons and in the community of faith to call individuals to ordained ministry. Often that call comes in the context of life in the local church where one s commitment to Jesus Christ has been made, the power of the Gospel is experienced and one s gifts are affirmed and encouraged. The local church confirms the call by providing opportunities for identifying and developing the person s gifts for ordained ministry and giving guidance and support as the individual makes the decision to accept the call and prepare for ordained ministry. 1 In the American Baptist tradition, the local ch u r ch e xamines the claim to a call from God and approves the candidate s fitness for ordained ministry. 2 Candidates then are asked to give evidence of their call to and preparation for ministry. If, after exa m i n a t i o n by a council of representatives of other American Baptist ch u r ches, the person is determined to be suitable for ministry, it is recommended that the local ch u r ch validate the call by proceeding with ordination. God also moves in the life of congregations. God called your ch u r ch into being and over the years has provided your congregation with members, leaders and their gifts. At this time you are seeking new ministerial leadership. As your congregation prays for God s guidance in this process, individuals, whose calling has been validated, are also prayerfully seeking to know and respond to God s call as they continue their vocational pilgrimages. The Search Committee will be working to be an instrument whereby God s call to a particular person is paired with the needs of your congregation to create a new partnership of ministry. B. The Ministry Your task is to select a minister who will lead, direct and guide your congregation in its ministry for Christ in the world. In Ephesians 4:11-12, we read that the gifts of ministry are that some would be prophets, some evangelists, some pastors and teachers to equip the saints for the work of ministry, for building up the body of Christ. This passage makes it clear that all the people of God are involved in ministry. Professional church leaders guide you in this task. It is important to keep this in mind as you seek your next minister. C. Relationships Few human relationships are more important than those between a minister and the members of the ch u r ch he or she serves. The spiritual, emotional and physical welfare of each member is of pastoral concern. A pastor is expected to be an inspiration and a guide, a teacher and a prophet, a preacher and a couns e l o r. In these capacities, the pastor will touch the lives of all your members. A pastor is expected to be the leader of the congregation. To an important extent, the ch u r ch s success or failure in Christian fellowship, education, community service, stewardship, membership growth, and cooperation will depend on ch u r ch members response to the pastor s leadership. A pastor also will represent the church in community affairs, in denominational and inter-denominational meetings, and elsewhere. The image of the church will depend to a large extent on how the pastor functions in these settings. D. The Minister Your desire is to secure a minister who will meet your congregation s particular needs at this time and one who will help your church fulfill its ministry as you look toward the future. As God calls both men and women to a life of faith, so both men and women are called by God to positions of leadership within the church. Committed and qualified women are responding in increasing numbers to the call of God to set-apart ordained ministry and are preparing themselves to serve as pastors and ministerial church leaders. Today about half of all seminary students are women. Too often Search Committees dismiss serious consideration of a young candidate just graduated from 3

12 seminary or an older minister with significant years of service to give. In doing so, great opportunities are often missed. A young person brings to the ministry a freshness and vitality that can be very stimulating. On the other hand, it may be that the person most able to meet the needs of your congregation is an older minister. Rich and wide experience, tested faith, and years of spiritual growth often make the older minister highly desirable. As you prepare to call a new minister: Be open to the leading of God s Spirit. Give thoughtful and prayerful consideration to each potential candidate. Focus on personal qualities of commitment, pastoral skills and leadership ability. E. Commitment and Personal Ethics You desire and deserve a minister who is deeply committed to Christ and to the Church. You are seeking a person of moral integrity and dependability. A Code of Ethics for American Baptist ministers has been prepared by the American Baptist Ministers Council and is included (Resource A, page 33). Your Search Committee should become familiar with this Code of Ethics, and you should ask your prospective minister to publicly affirm this code. F. Preparation for Ministry American Baptists have long recognized and supported the need for educated ministerial leaders. Since 1965 the educational standard of American Baptist Churches USA calls for a minimum of four years of college and three years of seminary (usually B.A. and M. Div. degrees) or their standard equivalents from accredited institutions. Before calling anyone as your next minister, you will want to carefully consider his or her preparation for ministry. When considering candidates, you will also want to note the continuing education experiences they have had in recent years. Involvement in continuing education is a strong indicator of an effective minister and also provides indications of ministerial interests and competence. If your church does not employ a full-time pastor, you may wish to consider a bi-vocational or part-time minister, theological student, certified lay pastor, or recognized lay professional. Your Regional Consultant (executive minister or area minister) can assist you in this search as well. G. Gifts and Skills Every congregation would like to have a pastor who is competent in all ministerial skills preaching, teaching, pastoral care, administration, youth work, church growth, and many other dimensions of ministerial leadership. Most likely you will not find a minister who qualifies equally in all of these categories. The study of your church, which you will do as part of your Search Committee work, will reveal a greater need for some gifts and skills than for others. Those persons considering possible leadership of your congregation will be seeking to match their skills and gifts with the needs of your church and community. Your goal is to make the strongest possible match of the abilities of a candidate with the needs of your congregation. H. Ordination and Denominational Commitment As an American Baptist church, your congregation will want to call an ordained American Baptist minister or one who is eligible for ordination in American Baptist Churches USA. If your congregation desires to consider a person holding ordination in another denomination, who wishes to have that ordination recognized by American Baptist Churches USA, contact your Regional Consultant early in the process. He or she will share with you an explanation of the ordination standards and recognition procedures in your region. It is important that your new minister be a person who has knowledge of and commitment to American Baptist Churches USA and the mission for which your congregation and the denomination exist. You may receive names from a variety of sources, some unsolicited. Some may be persons you would like to consider. Your Regional C o n s u l tant will assist you in securing back g r o u n d information about these persons. In the months ahead you and your Search Committee will be working hard. You will be participating in God s miracle of calling and God s gift of providing appropriate leadership for your congregation and its ministry. You will want to invite the congregation to provide prayer support throughout this selection process. God s blessing be with you! 1 American Baptist Policy Statement on Ordained M i n i s t r y, pg. 12 (704 1 : 9 / 89 ) 2 I b i d. 4

13 AN OVERVIEW OF THE PASTORAL SELECTION PROCESS I will give you shepherds after my own heart, who will feed you with knowledge and understanding. Jeremiah 3:15 Each Pastoral Search Committee s experience, to some degree, will be unique. Churches from different racial/ethnic backgrounds have traditions that differ. There are also variations among American Baptist regions about how the Pastoral Selection Process unfolds. However, a basic commonality has emerged and is presented here as the suggested process for this important work. Search Committees will progress at different paces, but a thorough selection process will work through the stages listed below. Some stages will move rapidly; others will take several meetings to complete or may become more time-consuming than anticipated. Occasionally it may be necessary to repeat stages, if the Committee s progress is derailed by unforeseen circumstances. Your Search Committee is urged to work through each stage, check off each task as it is completed, and report the Committee s progress regularly to the congregation. A Pastoral Selection Process Poster is included in this packet. Display it in a prominent place and update it on a regular basis to advise your congregation of your progress. These are the Pastoral Selection Process Steps listed on the poster: 1. Contact Regional Consultant (regional executive minister or area minister) 2. Exit Interview with Departing Pastor 3. Service of Closure/Farewell 4. Selecting Pastoral Search Committee 5. Developing Interim Ministry Plan 6. Welcoming Interim Minister 7. Development of Church Profile a. Gathering data and preparing church self-study b. Identifying your vision for ministry c. Creating your Church Profile and Information Packet d. Determining compensation e. Preparing search request for American Baptist Personnel Services f. Receiving candidate names from different sources g. Listing your church in American Baptist Ministry Opportunities Listing 8. Reviewing Potential Candidate Profiles/ Selecting Prospective Candidates to Interview a. Determining who is interested in candidating for your ministry position b. Distributing your Church Profile and Information Packet 9. Interviewing Prospective Candidates a. Preparing for interviews b. Face-to-face events c. Making a good and honest impression on prospective candidates d. Conducting the interview e. Evaluating the interview 10. Visiting Neutral Pulpits and Checking References 11. Choosing One Candidate to Recommend 12. Candidating Weekend 13. Church Meeting to Vote a. The congregational vote b. Signing the Minister-Church Agreement c. Farewell to the interim minister 14. Welcoming New Minister 15. Installation of New Minister a. Service of installation b. Acknowledging your minister s leadership 16. Thanking the Search Committee 5

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15 THE PASTORAL SELECTION PROCESS You, O Lord, are in the midst of us, and we are called by your name; do not forsake us! Jeremiah 14:9b 1. CONTACT REGIONAL CONSULTANT I sent before you, Moses, Aaron, and Miriam. Micah 6:4b When the prospect of a pastoral vacancy becomes known, immediately contact the area minister or executive minister of your region. Our denomination has excellent leadership and resources to assist in your selection process. As your Regional Consultant, the area minister or executive minister will assist you in understanding the Pastoral Selection Process, using the Pastoral Selection Process resources, and calling a new minister for your congregation. He or she will lead you in outlining your work and the time needed to accomplish e a ch task. Don t overlook this important resource as you begin your work and throughout the process. 2. EXIT INTERVIEW WITH THE DEPARTING MINISTER Remember the days of old, consider the years long past; ask your father, and he will inform you; your elders, and they will tell you. Deuteronomy 32:7 Whether your experience with your departing minister was extremely positive or not, there are valuable lessons you can learn from him or her. In some congregations, the Pastoral Relations Committee conducts the Exit Interview. In some regions, a member of the region staff will perform the Exit Interview. If neither of these is possible, the Pastoral Search Committee should consider having a conversation with the departing minister, who is in a position to identify some of your congregation s strengths and weaknesses. You also want to know, from his or her own perspective, the primary reason your minister chose to depart. (A suggested Exit Interview guide, Resource B, can be found on page 34.) 3. SERVICE OF CLOSURE AND FAREWELL Pay to all what is due them.respect to whom respect is due, honor to whom honor is due. Romans 13:7 Closure is very important as part of ending a minister s time with a congregation. Appoint a small group to celebrate the ministry of the departing minister. Highlight significant accomplishments. Allow people to express their feelings, thoughts and blessings on the minister and family. (Search Committee members will find it helpful to review some of the feelings congregations may have about a departing minister and the resulting search process Resource C, page 35.) Even if a minister is not leaving under the best of circumstances, a time for closure can be a healing and hopeful experience. In every congregation there are people who have strong connections with the departing ministry family. It is important to celebrate the ministry that is a part of the congregation s history and life. (Resources D and E on pages 36 and 37 may be helpful in planning an appropriate farewell for the departing minister.) 4. SEL ECT ING AND ORG A NIZING THE PASTORAL SEARCH COM MITTEE And now, O Israel, what does the LORD your God ask of you but to fear the LORD your God, to walk in all his ways, to love him, to serve the LORD your God with all your heart and with all your soul. Deuteronomy 10:12 When a pastoral vacancy occurs, the congregation will elect a Pastoral Search Committee and assign to it the task of selecting a candidate for recommendation to the church. The purpose of the Pastoral Search Committee is to discern the best candidate for the position and to recommend that person to the congregation. The Search Committee is extremely important in every ch u r ch. Persons elected or appointed to serve should be people open to God s leading. They also need to be able to give the Pastoral Selection Process the top priority it will demand from them, w h i ch typically takes from 12 to 18 months. The ch u r ch s constitution or bylaws may indicate how the Pastoral Search Committee is to be selected. If there is no bylaw or standing rule related to selecting a Search Committee, it is recommended that the ch u r ch moderator (if not the pastor) and the ch a i r p e r- sons of the boards (or the ch u r ch council) form a 7

16 committee to nominate persons to serve on the S e a r ch Committee. The Committee is expected to function as a whole until the Pastoral Selection Process is completed. Experience has shown that the use of alternate members is confusing. If it becomes n e c e s sary for a member to leave the Committee, a replacement may be elected or appointed. Various segments of the church s life need to be represented on the Search Committee. Women, men and older youth may be included. All should be respected members of the congregation and persons of maturity, able to work well with others on the Committee and open to God s leading. (Twelve characteristics of a Search Committee member are included as Resource F-1 on page 38.) Do not act hastily; act prayerfully. Take the time you need for this important task. Keep the Committee small five to seven members are recommended. The Search Committee needs to be appointed or elected as soon as a pastoral vacancy becomes known. If church bylaws do not otherwise provide, the Committee should elect a chairperson and secretary at the first meeting. The chairperson will convene the meetings, set the agenda for each meeting, and oversee the work of the Committee. The secretary will keep the minutes and be responsible for the correspondence necessary to the work of the Committee. The Committee s minutes should be confidential and should clearly state decisions and the work that needs to be completed by which Committee members and when. It is important that Committee members come to a common understanding about the Pastoral Selection Process and agree about how the Committee will work together attendance at meetings, completing assignments, confidentiality, and respect for each member s opinions. Although not m a n d a t o r y, a unanimous recommendation of the Pastoral Candidate is desired by most committees and provides the best possible support for the person selected. Your Regional Consultant (executive minister or area minister) will advise you about other suggested work practices. (A Covenant of Relationship for Search Committee Members, Resource F-2, can be found on page 39. ) Budgetary provision needs to be made for the work of the Committee. Because of variables in travel, number of telephone calls, Church Profile to be created, letters to be written, and other expenses, the budget should be flexible and available for use at the Committee s discretion. The confidential nature of the Search Committee s work needs to be emphasized to each member of the Committee. Th e Committee will be dealing with records of pastors without the pastors knowledge or the knowledge of the congregations they are currently serving. All such information must be treated with utmost discretion and kept in complete confidence within the Committee both during and after the completion of the Pastoral Selection Process. (See Resource F-3 on page 40 for a Dedication of the Pastoral Search Committee.) The Pastoral Selection Process is a spiritual exercise in discerning God s will for your congregation. To do this the members of the Search Committee must take personal and corporate time to listen to God s leading. This will take prayer, Bible study and listening carefully to one another, to your interim minister, to your Regional Consultant, to prospective candidates, and anyone else God sends your way. Discernment takes patience and an open mind and spirit to the possibilities God may have in store for your congregation. Included in the Resources section are seven Bible studies that can be used during Search Committee meetings to help you discern God s will. (You will find them in Section IV on page 25.) Occasionally during the process you will hear someone sa y, I don t think our congregation is ready for this yet. However, the question you must answer is, Is God ready for this new possibility we have encountered, and if so, how can we as a committee help our congregation get ready for the new thing God wants to do in our midst? 5. DE V ELO P ING THE IN T ERIM MINIS T RY PLAN where the Spirit of the Lord is, there is freedom.therefore, since it is by God s mercy that we are engaged in this ministry, we do not lose heart. 2 Corinthians 3:17, 4:1 A change of pastors presents to your congregation a critical moment of ministry known as the interim or in-between time. Interim pastoral leadership is essential to provide consistent ongoing ministry and to address the challenges and maximize the opportunities that commonly occur during this time. Wh e n there are special situations such as excessive conflict, grief, or pastoral misconduct a skilled interim minister can help a ch u r ch work toward healing, v i tality and renewed vision for ministry. 8

17 In addition to these benefits, the presence and leadership of a competent interim pastor creates needed time and space for the Pastoral Search Committee to do its work carefully, prayerfully and patiently, without undue interference or anxiety. Following the departure of your pastor, your Regional Consultant (executive minister or area minister) will assist with meeting the interim ministry needs of your church. Should you need Sunday supply preachers, for example, the Consultant can assist in making those arrangements. After meeting with the appropriate church leadership to discuss your interim needs, the Consultant will describe the best options available to your church. Often the Board of Deacons or the Pastoral Search Committee will decide on the call to an interim minister. Some churches require a congregational vote, and others have their interim minister in place before forming a Pastoral Search Committee. Your decisionmaking process should follow the particular constitution and bylaws requirements of your church. This is the time to form an appropriate plan, make a decision, and invest in the interim time. Resist the temptation to make saving money a primary goal of the interim time: long-term reliance upon week-toweek pulpit supply commonly results in loss of members, worn-out leaders, and loss of financial support. With a focus on mission and ministry, your church should be able to secure competent interim leadership at reasonable and affordable cost. The following choices provide the best possible interim ministry plans for your church: 1. An interim pastor from the local area 2. An interim pastor assigned through Interim Ministries-ABC 3. An intentional interim, or interim ministry specialist, whose gifts, training and experience will meet the particular needs of your congregation Local Interim Pastor Your Regional Consultant can suggest the names of one or more persons who could serve as your interim m i n i s t e r. (Often suggestions will come from the Pastoral Search Committee, the congregation, or other s o u r c e s but these names should be shared with yo u r Regional Consultant who will want to ch e ck references and backgrounds on these persons.) Your church leadership will conduct interviews and decide on a person to call for interim ministry. When a potential interim minister agrees to consider a call to serve, the terms of the call should be negotiated and set down in a contract, covenant or letter of agreement including but not limited to the following: The church s expectations for pastoral duties The expected amount of time of service each week most often in terms of number of days or units (1 unit = a morning, an afternoon or an evening) The financial package, including cash salary, reimbursable mileage or other professional expenses, and possibly housing or other benefits Term of service this may be specific (such as one year) or it may be open-ended. The most common term of service begins at the invitation to serve and concludes just before the arrival of a newly called pastor. Quarterly evaluations can help indicate the effectiveness of this ministry. Re-negotiations are possible in consultation with your Regional Consultant. (See A Covenant Between Congregation and Interim Minister, Resource G, on page 41.) Interim Ministries-ABC Assigned Interim Pastor Interim Ministries-ABC maintains a nationwide pool of individuals who have the professional standing, references, interest, experience, and willingness to serve. The largest contingent is retired American Baptist pastors, or Ministers at Large. The program also includes pre-retired American Baptist clergy in transition who serve as appointed interim pastors, interim ministry specialists who have specialized training or skills, and commissioned woman interims. Most regions of American Baptist Churches USA cooperate with this program. Your Regional Consultant will contact Interim Ministries- A BC to request an interim minister based on the ch a r- acteristics and needs of your ch u r ch. Working together with the Regional Consultant, the director of Interim M i n i s t r i e s - A BC will identify and prioritize the most suitable persons who may be available to serve. When an individual has agreed to consider an assignment, his or her telephone number is shared with a contact person from the ch u r ch. Conversations between the recommended interim and the ch u r ch contact person may include a conference call with the Pastoral Search Committee and, occasionally, a face-to-face visit. 9

18 When these conversations result in a mutual decision, Interim Ministries-ABC assigns the interim minister to serve your congregation. An assignment sheet specifying dates and financial terms serves as the contractual agreement between the ch u r ch and the IM - A BC program. The interim minister is accountable to your regional consultant as well as to the IM - A BC director through monthly reports. The church provides housing with utilities and pays a monthly fee to IM-ABC based on its budget for pastoral salary and expenses. The Minister at Large or Appointed Interim Minister serves the equivalent of 4 1/2 days, or 9 units each week. One week of paid vacation per quarter and one week of continuing education per year are allowed. The IM-ABC program pays the interim minister a monthly salary, and reimburses travel expenses to and from the assignment, as well as all professional mileage expenses. Significant Continuing Education and Training Scholarships are made available to the interim minister. Additional benefits may apply. The IM-ABC program provides the interim minister with a W-2 form for tax reporting each year. An Intentional Interim or Interim Ministry Specialist If your congregation may need extra time and special skills to navigate the transition in leadership, an intentional interim may be your best plan. A growing number of ministers have identified interim ministry as their primary vocation and have availed themselves of specialized training in the field. Some have experience or training in particular situa t i o n s s u ch as ministry to ch u r ches following severe conflict or pastoral misconduct; ministry to multicultural congregations; ministry following a founding pastor of a new ch u r ch; or ministry following a very long pastorate. Usually an intentional interim plan will specify a term of at least one year. The contract or covenant will include compensation and benefits commensurate with full-time ministry, and goals and objectives for the interim time will be identified. Your Regional Consultant can help you locate the qualified persons who may be available to serve your church. Developmental Tasks of the Interim Ti m e Some years ago a research study conducted by the Alban Institute identified at least five opportunities, or experiences, which congregations typically face during an interim in pastoral leadership. The care devoted to these developmental ta s k s, as they arise naturally during the interim period, will have a direct bearing upon the future relationship with your next pastor and the effectiveness of your next pastor s ministry. Likewise, avoiding these developmental tasks in order to get through the interim period quickly may have negative consequences for future ministry. The five developmental tasks are opportunities that present themselves not necessarily in the following order and often simulta n e o u s l y. A skilled interim minister and attentive lay leaders will recognize these opportunities to grow, heal, renew and revitalize their ch u r ch: 1. Discovering our history (the good and the bad): including typical patterns of making decisions and communicating; conflict; mission, failure and success 2. Discovering our identity: in the here and now, both internally and as perceived by the surrounding community 3. Dealing with changes in leadership: I n e v i tably a change in pastors leads to changes in lay leadership. There will be some who need to step back, while others may step up to new responsibilities. 4. Renewing denominational relationships 5. Preparing for a new pastor: including tangible practicalities such as finances, housing, and office space, and intangible preparation by letting go to make room for an important new relationship Best Practices for the Interim Time Role: The interim minister is the pastor during the interim, and should receive the respect and inclusion in the business of the church that would normally be accorded to the pastor. The interim minister s responsibilities for supervising or working with staff should be clearly defined and understood at the outset. An appropriate board or committee such as a Pastoral Relations Committee or Board of Deacons should be clearly identified as the main accountability and support group for the interim minister. The church needs to respect the interim minis- 10

19 ter's time limitations and delegate some pastoral tasks to appropriate boards and committees. Avoid using the phrase only the interim. Shortterm does not mean short on quality, leadership or professionalism. Expectations: The interim minister should provide regular preaching and pastoral care to the congregation, and work to strengthen the congregation as a fellowship of the people of God who have an ongoing mission. The church should not expect the interim minister to initiate any long-range projects or programs that cannot be sustained by the church into the future. The interim minister may initiate renewal and restoration of basic ministries that may have fallen by the wayside such as regular visitation, Sunday School, Bible study and prayer, and regular meetings of church officers and other leadership. Any misunderstandings should be addressed in a straightforward and gracious manner. The interim minister should not be expected either to match or make up for the former pastor. The interim time offers an opportunity to experiment; the interim minister and church leaders may work together to introduce new ways of work and worship. The Interim Minister and the Pastoral Search Committee The church should not call the interim minister to be pastor. Inevitably, if the interim minister is competent and caring, the question will arise within the congregation: Why don t we just call the interim to become our pastor? Experience over many years in many congregations of many traditions has taught us that usually this practice proves not to be in the best interests of the church or the interim minister. It can sabotage both the interim minister s work and the work of the Pastoral Search Committee, often raising anxiety and polarizing the church. From the unique vantage point of being neither a church member nor a candidate for the position, the interim minister can be relatively free and unbiased in taking actions necessary for the ongoing life and ministry of the congregation. The Search Committee should not ask the interim minister to suggest or offer opinions on potential candidates. The interim minister should not interfere with the work of the Committee by suggesting candidates even when asked. Any concerns or suggestions the interim minister may have about the S e a r ch Committee s process should be shared with the Regional Consultant. The Search Committee should communicate regularly with specific information about its progress to the whole church. The interim minister should encourage the congregation to pray for and support the Committee. The Search Committee, when ready to present a candidate to the church, should inform the interim minister, who should then arrange to be absent on the candidating Sunday or weekend. Teamwork: The interim minister should work collegially and communicate regularly with the Regional Consultant. 6. WELCOMING THE INTERIM MINISTER Welcome one another, therefore, just as Christ has welcomed you, for the glory of God. Romans 15:7 If the interim minister will be living in the church parsonage or church provided housing, an individual or couple in the church should be responsible for cleaning and furnishing the housing in advance. A biographical summary or paragraph could be included in the worship bulletin on the Sunday preceding the interim minister s arrival. Lay leaders should be prepared to assist and to introduce the interim minister on the first Sunday. Worship might include a ritual of welcome or a congregational prayer of thanksgiving and intercession for the new interim minister. A reception on the first Sunday or shortly after the interim minister arrives will allow opportunity for ch u r ch members to become acquainted with the interim. The role, expectations, responsibilities and regular schedule of the interim minister should be published in the worship bulletins and the church newsletter. Best practices dictate that the ch u r ch should not invite or pressure the interim minister to become a candidate for pastor. Any expectations that an exception may be made in this policy should be fully explored and decided upon before the interim ministry begins. Good endings precede good beginnings At the end of the Pastoral Selection Process, when a new pastor accepts the call to serve, the church 11

20 should plan an opportunity for people to recognize and thank the interim minister. Worship on the last Sunday of the interim could include a ritual or prayer of thanksgiving and farewell. All financial obligations between the ch u r ch and the interim minister should be settled at the close of the interim minister s service, or as soon after as possible. The interim minister should leave for the new pastor instructions on practicalities, such as location of area hospitals; location of keys, thermostats, supplies; regularly scheduled meetings; importa n t phone numbers; computer passwords; etc. A brief confidential list of members requiring special pastoral care, i.e. the terminally ill or recently bereaved, should also be provided. 7. DE V ELO P MENT OF SEL F - S T UDY AND C HURCH PRO F IL E Now write what you have seen, what is, and what is to take place after this. Revelation 1:19 There are two major steps during this phase of the Pastoral Search Committee s work. First, you will complete a S e l f - S t u d y of your congregation, and then you will come to a consensus on what is most i m p o r tant to include in the C h u r ch Pr o f i l e that you will share with potential candidates. To complete your Self-Study, you will need to gather information to help you think clearly about the direction your congregation is moving, such as demographic information about the community your congregation serves; reflections on the history of your congregation; and the style of leadership that will work best with your congregation s style. In addition, you will want to consider your mission emphases, your worship life, your theological beliefs, and your goals and ministry objectives. C h u r ch Reflections, a resource provided by American Baptist Personnel Services (ABPS), is included as Resource H on pages to guide you through the following steps in creating your Self- Study and Church Profile. N o t e : If you wish to download a copy of C h u r ch R e f l e c t i o n s to use with your computer in creating your Church Profile go to the American Ba p t i s t C h u r ches Web site and click on American Ba p t i s t Personnel Services and then on Reflections. C a l l i n g an American Baptist Minister, which includes a copy of C h u r ch Reflections, will also be available from National Ministries on a Compact Disc (CD) sometime in the second half of Gathering data for your Self Study (pages ) This step involves receiving the reports on C h u r ch Reflections 1-7. Make summary copies where needed. Send a copy of the forms to your Regional Consultant (executive minister or area minister). Much of this information can be used in writing the Church Profile to be sent to candidates. Below is a brief description of each document in C h u r ch Reflections with instructions on how to complete it. CHURCH REFLECTIONS - COVER SHEET (page 43) The cover page includes information on the identity of the church, the contact person for the search committee and contact information for the appropriate regional staff person. CHURCH REFLECTIONS 1 - OUR CHURCH INFORMATION (pages 45-48) Having a clear picture of your church will assist you in finding a pastor who can lead you in the years ahead. Who you are as a church must be communicated to potential pastors so that the persons you interview will have a way of considering your characteristics, stories, beliefs, strengths, vision and expectations of each other. This will help supply basic information for writing your Church Profile. Assign one committee member to take responsibility for the completion of Church Reflections 1. Others can be asked to help gather data; resources such as annual reports and the church clerk could be helpful in filling out this section. Some of the information asked for can be an approximate number. DEMOGRAPHIC INFORMATION (page 49) Your ch u r ch and potential ministerial candidates may find demographic information very valuable to you as you plan. It may help your ch u r ch unders tand your community better. Demographic information can give you ideas about outreach ministries. It may help potential candidates determine whether this is the type of community in which they are best suited for ministry. There are many sources of demographic information. The demographic information sheet will help you find useful demographic information to include in your search 12

21 process. Your committee might select some demographic information to be included in Our Church Information or you may want a separate section entitled Our Community. CHURCH REFLECTIONS 2 - OUR HISTORY (pages 51-53) The story of your ch u r ch is important. It is a story of faith, struggles and relationships. Your story will help you and other leaders see your past, unders tand your present situation and anticipate your future vision for ministry. The relationships with your former ministers are significant parts of your story that need to be reviewed as you prepare for new leadership. It will be helpful to discuss these relationships with your Regional Consultant. How much of this information you include in your Church Profile is up to you. Your Regional Consultant may be a guide to you in this area. You can be sure that potential pastoral candidates will ask you about your relationship with former ministers. Ask one committee member to be responsible for the completion of Church Reflections 2. If you have a church historian or a church history, consult them. Talk to old-timers in the church. Many persons can be called upon to help fill out this section. You may also consider asking your interim minister to help you solicit this information through an all-church event. CHURCH REFLECTIONS 3 - CONGREGATIONAL STYLE INDICATOR (page 55) Before inviting new leadership to your congregation, it will be very helpful to assess how your congregation works. What is your style of leadership? How do you relate to the larger ABC body? How do you react to social issues? How are decisions made in your congregation? We suggest that each committee member complete the Congregational Style Indicator. Then, if there are congregational leaders that are not on the S e a r ch Committee, also ask them to complete this form. In addition, ask a small number of persons who are not in leadership to also complete the form. Sometimes it is helpful to get different perspectives on how the membership thinks the ch u r ch operates. Sending all of these forms to a candidate would be cumbersome. Have someone compile a consensus overview using the Congregational Style Indicator as a base. If there is great disparity in the congregation s perspectives, indicate that on the completed form sent to candidates. When your Search Committee receives Profiles of potential candidates compare your congregation s style with the Work Style Ratings of the potential candidates. CHURCH REFLECTIONS 4 - HOW OTHERS SEE US (page 56) Sometimes others see you differently from how you see yourself. Their perception can give new insights or affirm what you already know. One committee member should be assigned responsibility for gathering this information. The information on this sheet can be gained from other churches in the community, churches in your association/area, your Regional Consultant, former members or ministers/staff, or groups with whom you work or share facilities. Choose two to five for a balanced perspective. You may gain the information by telephone interview, through correspondence, or at an association/area event. CHURCH REFLECTIONS 5 - OUR CHURCH LIFE (page 57) This section will aid you in describing various aspects of your church s life from Sunday school and midweek Bible study to mission involvement and daycare program. E a ch member of the Search Committee is asked to fill out this form. You will need to make copies for e a ch person. It is important for all committee members to come to the meeting at which this section will be discussed with the form completed. Each part of the form will be discussed, and a summary of the responses noted on a summary sheet. Note: One of the choices on the scale is 5: Someday Soon We Would Like To Try This. This is one indicator of a possible new direction that the ch u r ch might be headed for which you will need specific ministerial leadership. If there are strong disagreements, they should be discussed and consensus reached. Much of this information you will want to share with possible candidates in your Church Profile. A copy of the form can be included in your Profile or a narrative could be written of each part. CHURCH REFLECTIONS 6 - OUR WOR SHIP LIFE (pages 58-59) Congregations and their corporate worship experi- 13