PASTOR SELECTION COMMITTEE HANDBOOK

Transcription

1 White Oak Spring Missionary Baptist Church 123 East New Street P. O. Box 511 Winder, GA PASTOR SELECTION COMMITTEE HANDBOOK

2 INTRODUCTION The time between the resignation of one pastor and the call of another may be viewed by the Church Body as wasted with anxiety and rudderless direction. Given that situation, some members may leave or want to leave the Church to avoid the appearance of chaos, or believe the Church is most vulnerable to a split. Others may want to quickly rushto-decide to call a new pastor in order to prevent a state of confusion and disorderliness. Research of interim church worshippers indicates that the period between pastors can be a significant time in the Church Body s life. The manner in which the membership uses its interim time may shape future church growth, health, and stability. Additionally, that which is done during this interim period may determine the extent to which the new pastor and the congregation form a firm ministry alliance. The Church Body that dismisses or otherwise minimizes the use of the interim time will most likely repeat their history with the new pastor. Therefore, the appearance members sought to avoid in the beginning, that is, pain and confusion, will certainly be visited upon the church. The interim is the best time to talk about and make clear the hopes and questions about our church life. Every church in the course of its history goes through a pastoral change. This is a normal experience of all churches. Your being chosen as a member of the Pastor Selection Committee is a vote of confidence in you by the members of our congregation. With the prayer support of the church, the leadership of the Holy Spirit, and some practical steps found in this handbook, you may approach your task with confidence. ***** Page 2 of 89

3 TABLE OF CONTENTS STEP ONE: PASTOR SELECTION COMMITTEE PREPARATION: Election Process Election Ballot Duties of the Pastor Selection Committee Organization Checklist for First Meeting Page Important Agreements and Concerns Pastor Selection Committee Expenses Questions the Pastor Selection Committee should be Prepared to Answer Appendices: I.A Important Agreements and Concerns I.B Questions the Pastor Selection Committee should be Prepared to Answer I.C1 Election Ballot I.C2 Pastor Selection Committee Duties STEP TWO: CHURCH PREPARATION: Church Body Survey Pastor s Job Description Pastor s Compensation Church Information Packet Appendices: II.A Church Body Survey II.B Pastor s Compensation, Worksheet, and Explanation of Worksheet Terms II.C Church Information Packet Page 3 of 89

4 TABLE OF CONTENTS Page STEP THREE: CONTACTING PASTOR CANDIDATES: Beginning the Screening Process Getting Personal References Core Values Survey Completing the Screening Process Appendices: III.A Letter: Acknowledgement of Resume Received III.B Letter: Does Not Fit Profile -- Rejection III.C Prospective Pastors List III.D Sample Inquiry Letter III.E Letter: Continued Consideration as a Candidate III.F Personal Evaluation Form III.G Letter: Second Level Notice of No Further Consideration III.H Letter: Candidates References III.I Personal Reference Form III.J Core Values Survey III.K Sample Telephone Reference Form STEP FOUR: CALLING YOUR PASTOR : Worship Service Visit Conduct of an Interview Characteristics of Effective Interviews Interview Techniques to AVOID Follow-Up Committee Meeting Presenting the Pastor-Candidate to the Church Appendices: IV.A Prospective Minister s Sermon Evaluation Form IV.B Important Questions to Ask a Prospective Pastor IV.C PASTORAL CANDIDATE Interview Summary IV.D Authorization For Release of Records IV.E Form: Recommendation for Presenting the Pastor to the Church FLOW CHART Page 4 of 89

5 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION ****** *Election Process, (p.6)* *Election Ballot, (p.7)* *Duties of the Pastor Selection Committee, (p.7)* *Organization, (p.8)* *Checklist of First Meeting, (p.8)* *Important Agreements and Concerns (pp.9-10)* *Pastor Selection Committee Expenses, (p.11)* *Questions the Committee should be prepared to Answer, (pp )* *Appendices (pp )* Page 5 of 89

6 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Election Process As outlined in the Policy and Procedures Manual, Article V.A.1 (b), formation of a pastor selection committee will be as follows: (1) The process of selecting the members of the Pastor Selection Committee will be coordinated and facilitated by the Deacons Ministry Chairperson or his/her designee. (2) A job description and qualifications of potential members of the Pastor Selection Committee shall be presented to the Church at a meeting especially called for that purpose. (3) Following the meeting as provided for under the Constitution, Article VI, Meetings, a meeting will be called for submission of possible members of the Pastor Selection Committee that will be nominated by the Church membership. Members nominated will be reviewed and contacted by the Deacons Ministry. If the prospective committee member agrees to possibly serve, his/her name will be added to the ballot for the vote. (4) At a following meeting called for that purpose, the Church membership will vote by written ballot on the seven (7) members of the Pastor Selection Committee they desire. The membership of the committee will be based on the seven (7) members who receive the most votes. The two (2) alternates will be the members who receive the second highest number of votes. Absentee voting will be conducted. (5) If, during the tallying of the ballots for the Pastor Selection Committee, the Nominating Ministry determines that more than one member of the same family received sufficient votes to be selected for the committee, whether as a regular member, or as an alternate, the Nominating Ministry will select the family member with the greatest number of votes received, and all other family members will be ineligible to serve on the committee. Further determination of family member status will not be based solely on place of residence, but rather on recognition of kinship through blood or marriage. Page 6 of 89

7 STEP ONE COMMITTEE PREPARATION Election Ballot Being an active member of the White Oak Spring Missionary Baptist Church, as defined in the Church Constitution and Bylaws, Article V, Section 4, Membership and Voting Rights, I prayerfully submit the names listed below for election as our Pastor Selection Committee. The seven (7) names receiving the largest number of votes will be asked to serve on the committee. If anyone declines the occasion, the person receiving the next highest number of votes will be asked. This process will be followed until seven currently active members of the congregation agree to serve. The committee member receiving the greatest number of votes will be asked to serve as chairperson. After seven persons have accepted the responsibility serving, the next two (2) persons having received the most votes will be asked to participate as alternate committee members. Duties and responsibilities of the selection committee are described on the reverse side of this ballot (Also: See Step One, Appendix C1/2, pages 19-20) STEP ONE COMMITTEE PREPARATION Pastor Selection Committee Duties (1) The Committee shall select a chairperson to lead the committee activity. (2) Selecting a Pastor-Candidate: (a) The Pastor Selection Committee (Committee) shall solicit church members for the attributes and qualities of a new pastor. (b) The Committee may solicit recommendations for a pastor from the following sources: church members, other Christian leaders, and leaders and officials of the Greater Northwestern Baptist Association of Georgia, General Missionary Baptist Convention of Georgia, and National Baptist Convention U.S.A., Inc. (c) The Committee shall receive, review, and analyze all timely submitted resumes. (d) The Deacons Ministry and Committee shall meet with the candidate in order to communicate the terms of employment as Pastor. These terms should include a comprehensive written job description and salary and benefits outline. Such benefits may not materially deviate from the church s approved range of benefits and severances packages, as applicable. (e) The Committee shall interview at least the three top candidates, and recommend the final candidate to be presented to the church. (3) Verbal and written reports should be given to the church at least monthly during the selection process. (4) When the Committee agrees upon the man they believe is God s choice for the Pastor of the Church, the Committee shall invite Pastor-Candidate to preach at least one (1) Sunday worship service in the form of a Call as Pastor. (5) Notice and posting of a special meeting to consider Calling a Pastor shall be given at least fourteen (14) days in advance of the meeting. (6) The Chairperson-of-the-Deacons Ministry or designee shall serve as moderator for the special meeting to consider the calling of a Pastor. The Committee Chairperson or designee shall provide the membership with background information on the Pastor-Candidate. (7) The Committee shall present only one (1) name at a time to the church for consideration. (8) Election shall be by secret written ballot and an affirmative vote of three-fourths (3/4) of those members present, including absentee ballots, is required for a choice. Absentee voting will be considered. Page 7 of 89

8 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Organization The committee organization should be composed of the following three (3) officers: Chairman, Vice-Chairman, and Secretary. Chairman: convenes meetings and provides general leadership; Vice-Chairman: assists chairman and functions in his absence; Secretary: keeps records of meetings, handles correspondence, and maintains committee files (resumes, minutes, etc.) The pastor selection process will likely require a significant investment of time. It is very important, therefore, to select only those individuals who have the time and commitment to weather the process to its successful conclusion. Additionally, strong consideration should be given to providing committee membership to both Chairman-of-the-Deacon Ministry and Chairman-of-the-Finance Ministry in addition to the seven members voted in by ballot. Checklist for First Meeting 1. Review the duties and responsibilities of the committee, as needed. (Appendix I.C2, p.20) 2. Ensure there is a chairman, vice-chairman, and secretary. 3. Thoroughly discuss and review important agreements and concerns and committee expenses with all committee members; (See Important Agreements and Concerns, pages 9-10 and Step One, Appendix I.A, pages 15-16) 4. Establish by unanimous consent a designated place and consistent time for weekly committee meetings. 5. Establish by unanimous consent the specific date and time each month the committee will provide a progress report to the congregation. 6. Unanimously decide to regularly pray for one another. There should be a precise covenant of prayer upon which the committee agrees. 7. Determine the best day and time to conduct the Church Questionnaire to obtain input from the congregation. (See Church Body Survey, pages and Step Two, Appendix II.A, pages 33-34) Page 8 of 89

9 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Important Agreements and Concerns The agreements and concerns listed below will be crucial to the successful performance and conclusion of the Selection Committee. Carefully discuss each of these statements before deciding whether you jointly and individually will accept and stand by them. To avoid any misunderstanding, the committee should record in writing the results of its discussion. 1. (YES or NO) We will agree on the when and where of our meetings. 2. (YES or NO) We agree to be faithful to attend and participate in each meeting. 3. (YES or NO) We agree to keep accurate and up-to-date minutes of the meetings. 4. (YES or NO) We will agree on the overall process to be followed. 5. (YES or NO) We agree to NOT rush the work of the committee. 6. (YES or NO) We agree to always relate to one another in Christian love. 7. (YES or NO) We agree to have Bible study and prayer at every meeting. 8. (YES or NO) We agree to trust one another by plainly and honestly speaking on all matters to be considered. 9. (YES or NO) We will agree that all information having an impact on the task of the committee will be shared equally among the committee members. 10. (YES or NO) We agree to work with unity, confidentiality, and patience, taking care not to disclose committee discussions and information to a spouse, family member, significant other, nor closest friend. 11. (YES or NO) We agree to coordinate through committee approval all expenditures of the search. 12. (YES or NO) We agree to obtain resumes on all ministers we consider as candidates. No contact should be initiated until such resumes have been reviewed by the committee. 13. (YES or NO) We agree that the primary source of evaluating and prioritizing the listing of pastor-candidates will be the pastor profile (pages and Step 2, Appendix II.A, pages 33-34) put together by committee. Page 9 of 89

10 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Important Agreements and Concerns (Cont d) 14. (YES or NO) We agree that all recommendations must be in writing, as well as, establishing information on the character of the reference. 15. (YES or NO) We agree that no individual will be recommended to the church until the committee has interviewed the candidate, heard the candidate preach (preferably in his own church, if possible), and has been thoroughly investigated to the committee s satisfaction. 16. (YES or NO) We agree to use the stated financial conditions approved by the church for the position of pastor. If changes are needed, the committee will first obtain approval from the church well in advance of making a final recommendation of a pastor. 17. (YES or NO) We agree to require a unanimous vote of the Selection Committee regarding the final recommendation of a pastor to our Church Body. 18. (YES or NO) We agree to NOT speak for the committee until the committee as spoken. 19. (YES or NO) We agree that a candidate will not preach before the Church Body until the committee is ready to recommend him/her to the church as pastor. 20. (YES or NO) We agree that there no perfect pastors. ***** Page 10 of 89

11 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Pastor Selection Committee Expenses The following guidelines should be adhered to in view of the fact that it is highly likely expenses will be incurred during the process of identifying and selecting the next pastor: 1. All verifiable expenses should be coordinated through the chairperson of the selection committee. 2. Committee members who submit receipts to the church should expect reimbursement. 3. The church budget should provide for the cost of the Pastor Selection Committee using the Pastor s Salary or other related budget item(s). On the other hand, the church should save as much of the pastor s salary for relocation expenses for the future pastor the church will select, as there may be no provision in the budget for these and related expenses. 4. A monthly allowance should be established early in the selection process. If it becomes evident that expenditures will exceed the monthly stipend; church approval should be received, if possible, prior to making a financial commitment. 5. Expect reimbursement for the following items: A. Transportation, meals, and lodging for the selection committee en-route to interview a potential pastor. (Gasoline can be purchased for a vehicle, or mileage could be paid. Review Internal Revenue Code for guidance regarding mileage reimbursement.) B. Postage expenses related to the selection process. C. Telephone expenses related to the selection process. (Committee members should use the church telephone as much as possible to call candidate(s). D. Transportation, meals, and lodging of the candidate to and from the church. (The amount for car expenses the Selection Committee should consider would be at least equal to the cents-per-mile set by the Internal Revenue Code.) 6. Any other expense related to the selection process for a pastor that is approved by the Church Body. Because the selection process may take months to conclude, the Selection Committee should be fair and economical with expenses. ***** Page 11 of 89

12 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Questions the Pastor Selection Committee Should be Prepared to Answer 1. How would you describe your church? 2. Why was the church started? 3. What is this church s purpose? What is the church s unique role in the community? 4. How would you describe the atmosphere of: Worship services? Bible studies, Sunday School? Deacon meetings? Business meetings? Special events? 5. What is the church s position regarding: The community? Doctrinal vs. moral matters (for example, divorce, alternate lifestyles, etc.)? Tithing (or fundraising by other methods)? The association (support and participation)? 6. What is the church s concept regarding growth? Does the church have a plan for growth? What is the single major barrier to growth in the Church? 7. What efforts have been made in the recent past in visitation and outreach? 8. When did your last new members join? 9. How open is the church to new ideas, concepts, and programs? 10. What strong ministry does the church have? What new ministry initiatives has the church launched in the last five years? Give examples of their progress. 11. Is there any conflict in the church now? 12. How are decisions made in the church? Page 12 of 89

13 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION Questions the Pastor Selection Committee Should be Prepared to Answer (Cont d) 13. How active are the deacons (in visitation, etc), and how do they perceive their role (support/ministry/authority/etc.)? To what extent do they support the pastoral leadership? Do they tithe? 14. What are the processes or issues that unite the church? 15. Where does the church want to go? What are the essential things you believe you need to be doing to get there? What is the greatest need? 16. What has been the effect of the interim period? 17. Will I have complete freedom to preach the Word of God without restrictions? 18. What administrative responsibilities will I have? What administrative authority will I have? 19. What will be my responsibilities and authority with regard to worship services and outside speakers/musicians coming to church? 20. What are you looking for in a Pastor? Why? 21. What were the strengths and weaknesses of your previous pastor? Why did the last pastor leave? 22. What are your expectations of my family? Note: Also see Step 1, Appendix I.B, pages 17-18) ***** Page 13 of 89

14 STEP ONE PASTOR SELECTION COMMITTEE PREPARATION APPENDICES PAGE Appendix I-A Important Agreements and Concerns Appendix I.B Questions the Pastor Selection Committee should be Prepared to Answer Appendix I.C1 Election Ballot Appendix I.C2 Pastor Selection Committee Duties ***** Page 14 of 89

15 APPENDIX I.A Important Agreements and Concerns The agreements and concerns listed below will be crucial to the successful performance and conclusion of the Selection Committee. Carefully discuss each of these statements before deciding whether you jointly and individually will accept and stand by them. To avoid any misunderstanding, the committee should record in writing the results of its discussion. 1. (YES or NO) We will agree on the when and where of our meetings. 2. (YES or NO) We agree to be faithful to attend and participate in each meeting. 3. (YES or NO) We agree to keep accurate and up-to-date minutes of the meetings. 4. (YES or NO) We will agree on the overall process to be followed. 5. (YES or NO) We agree to NOT rush the work of the committee. 6. (YES or NO) We agree to always relate to one another in Christian love. 7. (YES or NO) We agree to have Bible study and prayer at every meeting. 8. (YES or NO) We agree to trust one another by plainly and honestly speaking on all matters to be considered. 9. (YES or NO) We will agree that all information having an impact on the task of the committee will be shared equally among the committee members. 10. (YES or NO) We agree to work with unity, confidentiality, and patience, taking care not to disclose committee discussions and information to a spouse, family member, significant other, nor closest friend. 11. (YES or NO) We agree to coordinate through committee approval all expenditures of the search. 12. (YES or NO) We agree to obtain resumes on all ministers we consider as candidates. No contact should be initiated until such resumes have been reviewed by the committee. 13. (YES or NO) We agree that the primary source of evaluating and prioritizing the listing of pastor-candidates will be the pastor profile (pages and Step 2, Appendix II.A, pages 34-34) put together by committee. Page 15 of 89

16 APPENDIX I.A Important Agreements and Concerns (Cont d) 14. (YES or NO) We agree that all recommendations must be in writing, as well as, establishing information on the character of the reference. 15. (YES or NO) We agree that no individual will be recommended to the church until the committee has interviewed the candidate, heard the candidate preach (preferably in his own church, if possible), and has been thoroughly investigated to the committee s satisfaction. 16. (YES or NO) We agree to use the stated financial conditions approved by the church for the position of pastor. If changes are needed, the committee will first obtain approval from the church well in advance of making a final recommendation of a pastor. 17. (YES or NO) We agree to require a unanimous vote of the Selection Committee regarding the final recommendation of a pastor to our Church Body. 18. (YES or NO) We agree to NOT speak for the committee until the committee as spoken. 19. (YES or NO) We agree that a candidate will not preach before the Church Body until the committee is ready to recommend him/her to the church as pastor. 20. (YES or NO) We agree that there no perfect pastors. ***** Page 16 of 89

17 APPENDIX I.B Questions the Pastor Selection Committee should be Prepared to Answer 1. How would you describe your church? 2. Why was the church started? 3. What is this church s purpose? What is the church s unique role in the community? 4. How would you describe the atmosphere of: Worship services? Bible studies, Sunday School? Deacon meetings? Business meetings? Special events? 5. What is the church s position regarding: The community? Doctrinal vs. moral matters (for example, divorce, alternate lifestyles, etc.)? Tithing (or fundraising by other methods)? The association (support and participation)? 6. What is the church s concept regarding growth? Does the church have a plan for growth? What is the single major barrier to growth in the Church? 7. What efforts have been made in the recent past in visitation and outreach? 8. When did your last new members join? 9. How open is the church to new ideas, concepts, and programs? 10. What strong ministry does the church have? What new ministry initiatives has the church launched in the last five years? Give examples of their progress. 11. Is there any conflict in the church now? 12. How are decisions made in the church? Page 17 of 89

18 APPENDIX I.B Questions the Pastor Selection Committee should be Prepared to Answer (Cont d) 13. How active are the deacons (in visitation, etc), and how do they perceive their role (support/ministry/authority/etc.)? To what extent do they support the pastoral leadership? Do they tithe? 14. What are the processes or issues that unite the church? 15. Where does the church want to go? What are the essential things you believe you need to be doing to get there? What is the greatest need? 16. What has been the effect of the interim period? 17. Will I have complete freedom to preach the Word of God without restrictions? 18. What administrative responsibilities will I have? What administrative authority will I have? 19. What will be my responsibilities and authority with regard to worship services and outside speakers/musicians coming to church? 20. What are you looking for in a Pastor? Why? 21. What were the strengths and weaknesses of your previous pastor? Why did the last pastor leave? 22. What are your expectations of my family? ***** Page 18 of 89

19 APPENDIX I.C1 Election Ballot STEP ONE COMMITTEE PREPARATION Election Ballot Being an active member of the White Oak Spring Missionary Baptist Church, as defined in the Church Constitution and Bylaws, Article V, Section 4, Membership and Voting Rights, I prayerfully submit the names listed below for election as our Pastor Selection Committee. The seven (7) names receiving the largest number of votes will be asked to serve on the committee. If anyone declines the occasion, the person receiving the next highest number of votes will be asked. This process will be followed until seven currently active members of the congregation agree to serve. The committee member receiving the greatest number of votes will be asked to serve as chairperson. After seven persons have accepted the responsibility serving, the next two (2) persons having received the most votes will be asked to participate as alternate committee members. Duties and responsibilities of the selection committee are described on the reverse side of this ballot Page 19 of 89

20 APPENDIX I.C2 Pastor Selection Committee Duties STEP ONE COMMITTEE PREPARATION Pastor Selection Committee Duties (1) The Committee shall select a chairperson to lead the committee activity. (2) Selecting a Pastor-Candidate: (a) The Pastor Selection Committee (Committee) shall solicit church members for the attributes and qualities of a new pastor. (b) The Committee may solicit recommendations for a pastor from the following sources: church members, other Christian leaders, and leaders and officials of the Greater Northwestern Baptist Association of Georgia, General Missionary Baptist Convention of Georgia, and National Baptist Convention U.S.A., Inc. (c) The Committee shall receive, review, and analyze all timely submitted resumes. (d) The Deacons Ministry and Committee shall meet with the candidate in order to communicate the terms of employment as Pastor. These terms should include a comprehensive written job description and salary and benefits outline. Such benefits may not materially deviate from the church s approved range of benefits and severances packages, as applicable. (e) The Committee shall interview at least the three top candidates, and recommend the final candidate to be presented to the church. (3) Verbal and written reports should be given to the church at least monthly during the selection process. (4) When the Committee agrees upon the man they believe is God s choice for the Pastor of the Church, the Committee shall invite Pastor-Candidate to preach at least one (1) Sunday worship service in the form of a Call as Pastor. (5) Notice and posting of a special meeting to consider Calling a Pastor shall be given at least fourteen (14) days in advance of the meeting. (6) The Chairperson-of-the-Deacons Ministry or designee shall serve as moderator for the special meeting to consider the calling of a Pastor. The Committee Chairperson or designee shall provide the membership with background information on the Pastor-Candidate. (7) The Committee shall present only one (1) name at a time to the church for consideration. (8) Election shall be by secret written ballot and an affirmative vote of three-fourths (3/4) of those members present, including absentee ballots, is required for a choice. Absentee voting will be considered. Page 20 of 89

21 STEP TWO CHURCH PREPARATION ****** *Church Body Survey, (pp )* *Pastor s Job Description, (pp.24-26)* *Pastor s Compensation, (pp.27-29)* *Church Information Packet, (pp.30-31)* *Appendices (pp )* Page 21 of 89

22 STEP TWO CHURCH PREPARATION Church Body Survey The purpose of this congregational survey is to obtain input regarding the needs of the church and the type of pastor that is desired. With this input, a profile of the type of pastor the church desires can be developed. Instead of mailing out the survey to members to be completed, it should be conducted at church, either during a call meeting or Sunday Service. 1. What age person would you like our next pastor to be? ( ) Age does not matter ( ) Under 30 ( ) ( ) ( ) ( ) What educational level do you think he/she should have completed? ( ) Not important ( ) High School Grad ( ) Some college ( ) College grad ( ) Seminary grad ( ) Doctorate 3. How much pastoral experience do you prefer he/she have? ( ) Not a concern ( ) 1 5 years ( ) 6 10 years ( ) 11+years 4. Is the size of his/her previous church(es) of any concern? ( ) Very much ( ) Somewhat ( ) Little ( ) Not at all 5. What marital status do you prefer him/her to have? ( ) Does not matter ( ) Single ( ) Married with children ( ) Married ( ) May be divorced 6. Although a pastor cannot be expected to do everything, what are the four most important ways our pastor could spend his/her time? ( ) counseling church members ( ) visit future members ( ) praying ( ) preparing to preach and teach ( ) visit the sick ( ) visit the lost ( ) visit members ( ) spend time with the youth ( ) private family time ( ) spend time with the aged ( ) church ministry/committee meetings ( ) supervise volunteers ( ) visit community residents ( ) administrate church program, building, office responsibilities 7. List other qualities or characteristics you would especially like to see in our next pastor? Page 22 of 89

23 STEP TWO CHURCH PREPARATION Church Body Survey (Cont d) 8. What do you feel or believe will be our new pastor s greatest challenge as he (or she) leads our church? 9. I wish to suggest the following named person for pastoral candidate: Minister s Name Name of Church City/Town State The reason for submitting this minister s name as a candidate for our pastor is: Should you require more information in connection with my suggestion, here is my name and telephone number: Name Phone 10. The Pastor Selection Committee is charged to give monthly progress reports to the Church Body both verbally and in writing. Which form do you prefer the reports to be given? Indicate your preference by placing an x in front of your choice. ( ) Written comments ( ) Verbal announcements ( ) Both Note: Also see Step 2, Appendix II.A, pages 33-34) ****** Page 23 of 89

24 STEP TWO CHURCH PREPARATION Pastor s Job Description 1. Qualifications of the Pastor: a. The Pastor must desire the work. (1 Timothy 3:1)God seeks a man who has a heart for the work of the Pastor, which is, shepherding God s people. The word, which we translate, desire signifies earnest, eager, passionate desire. One can see that in the way a man studies his Bible; one can see that in the way a man studies to teach the word; one can see that in the way a man commits himself to the life of a local congregation, expressed outwardly in a man who desires to shepherd the people of God. He is involved in evangelism and discipleship, he is involved in preparing to shepherd the people of God. b. The Pastor must exhibit a character that is holy. (1Timothy 3:2-3) Character traits that reflect a godly Pastor are a man who is: (1) Above reproach and blameless (1 Timothy 3:2 and Titus 1:6). (2) Devout (holy) (Titus 1:8). (3) The husband of one wife (1 Timothy 3:2 and Titus 1:6); (4) Temperate (vigilant) (1 Timothy 3:2). He must watch over the Church, and watch for it. (5) Just (Titus 1:8). (6) Sensible (sober) (1 Timothy 3:2 and 1 Timothy 3:2). He must be a man having a sound mind, good understanding, and complete governance of all his passions. He should be dispassionate and sedate. (7) Respectable (1 Timothy 3:2). He must be of good behavior, orderly, decent, grave and correct in the whole of his appearance and conduct. (8) Loving of what is good (Titus 1:8). (9) Hospitable (1 Timothy 3:2). (10) Able to encourage and challenge (Titus 1:9). (11) Self-controlled (Titus 1:8). (12) Gentle (patient) (1Timothy 3:3). (13) Not self-willed (Titus 1:7). (14) Not quick-tempered (Titus 1:7). (15) Not given to wine (1Timothy 3:3 and Titus 1:7). (16) Not belligerent (1 Timothy 3:3). (17) Free from love of money (1Timothy 3:3, Titus 1:7, and (1 Peter 5:2). Page 24 of 89

25 STEP TWO CHURCH PREPARATION Pastor s Job Description (Cont d) 1. Qualifications of the Pastor (cont d) c. The Pastor must have outstanding teaching and preaching abilities (1Timothy 3:2). (1) The Pastor must manage his household well (1Timothy 3:4-5 and Titus 1:6). He should exhibit family management character in presiding over his own family without resorting to harshness or tyranny. His children should mature to be believers (Titus 1:6). (2) The Pastor must possess a spiritual and emotional maturity. (1Timothy 3:6). (3) The Pastor must have an unblemished reputation (1Timothy 3:7). He must have a moral reputation that is good with local non-christians and members of other churches. 2. Duties of Pastor a. The Pastor shall be the spiritual leader of the Church and shall lead the Church to function as a New Testament Church in carrying out the Great Commission of Jesus Christ as stated in Matthew 28:18-20 and Acts 1:8. The Pastor shall lead the Church in: (1) Evangelizing people who do not know Jesus Christ as their Lord and Savior; (2) Educating all people with the Word of God; (3) Exalting the Lord in prayer and congregational worship; (4) Edifying the people of God through fellowship and love; (5) Equipping disciples to use their time, talents and treasures in ministry. b. The Pastor is the titular head of the Church and ex-officio member of all ministries, committees, and organizations, and shall supervise directly or by delegation all Church staff members, unless otherwise provided by the Constitution and By-Laws. c. The Pastor will act as or designate a moderator for all Church meetings. In the absence, either temporary or permanent, of the Pastor, the Chairman-of-the- Deacons or his designee shall serve as moderator. Page 25 of 89

26 STEP TWO CHURCH PREPARATION Pastor s Job Description (Cont d) 2. Duties of Pastor (cont d) d. The Pastor or his designee(s) shall regularly administer the Ordinances-of- Baptism and Lord s Supper in accordance with scripture and in a manner that fulfills the spiritual needs of the Church. e. The Pastor may be assigned such other duties as required by the needs of the Church identified in Conference. ****** Page 26 of 89

27 STEP TWO CHURCH PREPARATION Pastor s Compensation The Selection Committee should help to educate church members with the use of the compensation worksheet shown below. To avoid any misconception regarding how much salary the pastor actually makes, neither the Benefits nor the Ministry Expense monies are paid as part of salary. His/her benefits are paid by the church to the applicable agency, and his ministry expenses are reimbursed by the church. WORKSHEET A. SALARY (Actual Minister s take-home salary) Base Salary $ Housing Allowance $ Utilities Allowance $ TOTAL $ BENEFITS AND EXPENSE MONIES EXCLUDED FROM MINISTER S TAKE-HOME PAY CHECK: B. FAMILY PROTECTION BENEFITS: Retirement Annuity $ Insurance (Term Life, Comprehensive Medical, Disability). $ TOTAL $ C. MINISTRY EXPENSES: Automobile Expenses $ Conferences/Conventions $ Books, periodicals, etc $ Hospitality $ TOTAL $ Page 27 of 89

28 STEP TWO CHURCH PREPARATION Pastor s Compensation (Cont d) EXPLANATION OF WORKSHEET TERMS A. SALARY: 1. Cash Salary: When establishing the basic salary, factors such as education, experience, responsibilities and expertise should be considered. 2. Housing Allowance: Section 107 of the Internal Revenue Code provides for a housing allowance to ministers. The maximum allowance is based on the fair rental value of the furnished house in which the minister resides. 3. Utilities Allowance: Under Internal Revenue Code Section 107, a utilities allowance is authorized for ministers. The actual cost is the maximum allowed. B. FAMILY PROTECTION BENEFITS: 1. Retirement Annuity: The actual compensation to a minister is his/her cash salary, housing allowance, utilities allowance, and social security equivalent. Retirement is assessed on these items at 10% or based upon the age and span of years prior to retirement (i.e., 10% of Salary, Housing and Utilities, and Social Security Equivalent). 2. Insurance (Term Life, Comprehensive Medical, and Disability): The church provides normal health care, comprehensive medical, term life and disability protection for the pastor and comprehensive medical for his family. 3. Social Security Equivalent: An ordained minister is treated as self-employed and not an employee for social security purposes only. However, the church should provide one half of the cost of social security as if the ordained minister is an employee of the church. This amount ( % of Salary, Housing and Utilities, and S.S. Equivalent) would be reported as income subject to income tax. Page 28 of 89

29 STEP TWO CHURCH PREPARATION Pastor s Compensation (Cont d) EXPLANATION OF WORKSHEET TERMS (cont d) C. MINISTRY EXPENSES: 1. Automobile reimbursement: This item should represent the total number of miles required to visit members in their homes, in the homes and/or offices of future members, hospital visitations, business concerns, and other ministry travel as the church s pastor. The Internal Revenue Service sets a standard mileage rate for business miles each year. 2. Convention reimbursement: This provision allows for the church body to be represented by the pastor at the annual State and National Conventions of which the church is affiliated. This includes the costs of travel, lodging, meals, and any material or event fees. 3. Books/Tapes/Periodicals reimbursement: Through this reimbursement provision, the pastor may remain current with developments in social, community, and convention ministries. 4. Continuing Education reimbursement: Emerging developments may be kept up with through continuing educations opportunities like seminars, briefings, workshops, and skills improvement. 5. Hospitality reimbursement: This allows a limited reimbursement to the pastor who may be required to represent the church body at meals or banquets, and to be provided a meal while discussing matters of church business. Note: Also see Step 2, Appendix II.B, pages 35-37) ******* Page 29 of 89

30 STEP TWO CHURCH PREPARATION Pastor s Compensation CHURCH INFORMATION PACKET Committee members should each be assigned a specific task in preparing a Church Information Packet. The purpose of the packet is to introduce pastoral candidates to White Oak Spring Missionary Baptist Church (Our Church) and our surrounding community. Just as the selection committee will be scrutinizing candidates, they will be studying Our Church. Neither the candidate(s) nor the committee should hide anything from the other. Enough copies of the packet should be available to send to each possible candidate about the time of the first interview to be scheduled. The following items should be included in the packet: 1. A brief history of the church; how and when it was founded, major accomplishments, etc; 2. A copy of the church budget (from the current year back five years), church constitution and bylaws, policy and procedure manual, and personnel policies; 3. Any printed information (current year) about the Our Church such as worship bulletins that indicates the types of activities in which the church participates; 4. Community characteristics such as the nature of the immediate community, and population characteristics and trends (from the current year back five years). (This information may be obtained from the local Chamber of Commerce); 5. List of church staff and chart of organizational responsibilities; 6. Copies of recent monthly financial statements (current year); 7. Copy of the latest church calendar; 8. Church program plans for the future, specifically, future plans voted on by the church that would affect the future of the church include minutes from related business meetings; 9. Information on our church facilities present and future plans; 10. Information about the parsonage, i.e., size, age, features, location, picture, floor plan, color scheme, drapes, carpet, etc; Page 30 of 89

31 STEP TWO CHURCH PREPARATION Pastor s Compensation CHURCH INFORMATION PACKET (Cont d) 11. Church membership records (5-10 year profile of baptisms, finances, program organizations, and mission gifts, etc); 12. Website address. Note: Also see Step 2, Appendix II.C, pages 38-39) ****** Page 31 of 89

32 STEP TWO CHURCH PREPARATION APPENDICES Appendix II-A Church Body Survey PAGE Appendix II.B Pastor s Compensation, Worksheet, and Explanation of Worksheet Terms Appendix II.C Church Information Packet Page 32 of 89

33 APPENDIX II.A Church Body Survey The purpose of this congregational survey is to obtain input regarding the needs of the church and the type of pastor that is desired. With this input, a profile of the type of pastor the church desires can be developed. Instead of mailing out the survey to members to be completed, it should be conducted at church, either during a call meeting or Sunday Service. 1. What age person would you like our next pastor to be? ( ) Age does not matter ( ) Under 30 ( ) ( ) ( ) ( ) What educational level do you think he/she should have completed? ( ) Not important ( ) High School Grad ( ) Some college ( ) College grad ( ) Seminary grad ( ) Doctorate 3. How much pastoral experience do you prefer he/she have? ( ) Not a concern ( ) 1 5 years ( ) 6 10 years ( ) 11+years 4. Is the size of his/her previous church(es) of any concern? ( ) Very much ( ) Somewhat ( ) Little ( ) Not at all 5. What marital status do you prefer him/her to have? ( ) Does not matter ( ) Single ( ) Married with children ( ) Married ( ) May be divorced 6. Although a pastor cannot be expected to do everything, what are the four most important ways our pastor could spend his/her time? ( ) counseling church members ( ) visit future members ( ) praying ( ) preparing to preach and teach ( ) visit the sick ( ) visit the lost ( ) visit members ( ) spend time with the youth ( ) private family time ( ) spend time with the aged ( ) church ministry/committee meetings ( ) supervise volunteers ( ) visit community residents ( ) administrate church program, building, office responsibilities 7. List other qualities or characteristics you would especially like to see in our next pastor? Page 33 of 89

34 APPENDIX II.A Church Body Survey (Cont d) 8. What do you feel or believe will be our new pastor s greatest challenge as he (or she) leads our church? 9. I wish to suggest the following named person for pastoral candidate: Minister s Name Name of Church City/Town State The reason for submitting this minister s name as a candidate for our pastor is: Should you require more information in connection with my suggestion, here is my name and telephone number: Name Phone 10. The Pastor Selection Committee is charged to give monthly progress reports to the Church Body both verbally and in writing. Which form do you prefer the reports to be given? Indicate your preference by placing an x in front of your choice. ( ) Written comments ( ) Verbal announcements ( ) Both ****** Page 34 of 89

35 APPENDIX II.B Pastor s Compensation, Worksheet, and Explanation of Worksheet Terms The Selection Committee should help to educate church members with the use of the compensation worksheet shown below. To avoid any misconception regarding how much salary the pastor actually makes, neither the Benefits nor the Ministry Expense monies are paid as part of salary. His/her benefits are paid by the church to the applicable agency, and his ministry expenses are reimbursed by the church. WORKSHEET A. SALARY (Actual Minister s take-home salary) Base Salary $ Housing Allowance $ Utilities Allowance $ TOTAL $ BENEFITS AND EXPENSE MONIES EXCLUDED FROM MINISTER S TAKE-HOME PAY CHECK: B. FAMILY PROTECTION BENEFITS: Retirement Annuity $ Insurance (Term Life, Comprehensive Medical, Disability). $ TOTAL $ C. MINISTRY EXPENSES: Automobile Expenses $ Conferences/Conventions $ Books, periodicals, etc $ Hospitality $ TOTAL $ Page 35 of 89

36 APPENDIX II.B Pastor s Compensation, Worksheet, and Explanation of Worksheet Terms (Cont d) EXPLANATION OF WORKSHEET TERMS D. SALARY: 1. Cash Salary: When establishing the basic salary, factors such as education, experience, responsibilities and expertise should be considered. 2. Housing Allowance: Section 107 of the Internal Revenue Code provides for a housing allowance to ministers. The maximum allowance is based on the fair rental value of the furnished house in which the minister resides. 3. Utilities Allowance: Under Internal Revenue Code Section 107, a utilities allowance is authorized for ministers. The actual cost is the maximum allowed. E. FAMILY PROTECTION BENEFITS: 1. Retirement Annuity: The actual compensation to a minister is his/her cash salary, housing allowance, utilities allowance, and social security equivalent. Retirement is assessed on these items at 10% or based upon the age and span of years prior to retirement (i.e., 10% of Salary, Housing and Utilities, and Social Security Equivalent). 2. Insurance (Term Life, Comprehensive Medical, and Disability): The church provides normal health care, comprehensive medical, term life and disability protection for the pastor and comprehensive medical for his family. 3. Social Security Equivalent: An ordained minister is treated as self-employed and not an employee for social security purposes only. However, the church should provide one half of the cost of social security as if the ordained minister is an employee of the church. This amount ( % of Salary, Housing and Utilities, and S.S. Equivalent) would be reported as income subject to income tax. Page 36 of 89

37 APPENDIX II.B Pastor s Compensation, Worksheet, and Explanation of Worksheet Terms (Cont d) EXPLANATION OF WORKSHEET TERMS (cont d) F. MINISTRY EXPENSES: 1. Automobile reimbursement: This item should represent the total number of miles required to visit members in their homes, in the homes and/or offices of future members, hospital visitations, business concerns, and other ministry travel as the church s pastor. The Internal Revenue Service sets a standard mileage rate for business miles each year. 2. Convention reimbursement: This provision allows for the church body to be represented by the pastor at the annual State and National Conventions of which the church is affiliated. This includes the costs of travel, lodging, meals, and any material or event fees. 3. Books/Tapes/Periodicals reimbursement: Through this reimbursement provision, the pastor may remain current with developments in social, community, and convention ministries. 4. Continuing Education reimbursement: Emerging developments may be kept up with through continuing educations opportunities like seminars, briefings, workshops, and skills improvement. 5. Hospitality reimbursement: This allows a limited reimbursement to the pastor who may be required to represent the church body at meals or banquets, and to be provided a meal while discussing matters of church business. ******* Page 37 of 89