S/PPRC Training 2012-2013

1. S/PPRC Training 2012-2013 Welcome !

2. Christian Leadership and Spiritual Development The First Responsibility of S/PPRC Members People serving on this committee must be engaged in and be attentive to their Christian Spiritual Development so as to give proper leadership in the responsibilities with which the committee is entrusted. Scripture Lessons for the Session Philippians 1:9-10 Exodus 18:13-26 Acts 6:1-7 Acts 2:36-47 1 Corinthians 12:1,4-13 1 Peter 5:1-5 Prayerfully reflect on the what the Spirit is saying to you about the proper leadership needed to live among and lead God’s people responsibly. (10 minutes) A Time of Sharing: (10 minutes) Setting a goal for the quarter

3. The Local Church Ephesians 4:15-16 (NRSV) • But speaking the truth in love, • we must grow up in every way into him who is the head, into Christ • from whom the whole body, • joined and knit together by every ligament with which it is equipped, • as each part is working properly • promotes the body’s growth in building itself up in love.

4. Ephesians 4:15-16 (The Message) “ God wants us to grow up, to know the whole truth and tell it in love—like Christ in everything. We take our lead from Christ, who is the source of everything we do. He keeps us in step with each other. His very breath and blood flow through us, nourishing us so that we will grow up healthy in God, robust in love..”

5. The Local Church2008 Book of Discipline, Paragraph 201 A local church is a community of true believers under the Lordship of Christ. It is the redemptive fellowship in which the Word of God is preached by persons divinely called, and the Sacraments are duly administered according to Christ’s own appointment. Under the discipline of the Holy Spirit the church exists for the maintenance of worship, the edification of believers, and the redemption of the world.

6. TheCommitteeonPastor-Parish Relationsor Staff-Parish Relations

7. Minimum of 5 elected members, Maximum of 9, not incl. LL and a LMAC. • Must be professing member or associate member of congregation. • Members elected for 3 year term with 1/3 being elected annually. • Members on PPRC may succeed themselves for one additional term for a total of 6 years. • No staff or immediate family of staff may serve. • Only one person from immediate family in same household may serve. • Lay Member of A.C. (Delegate) is voting member. • Lay Leader of church is also voting member. • Chair is nominated by Committee on Nominations & Leadership Development (Nominating Committee) from one of the three-year classes. • All members elected at Charge Conference • A young adult SHALL be included on PPRC (19-30). • A youth MAY be included on PPRC (12-18).

8. Paragraph 258.2 says the PPRC… • …is required to meet at least quarterly. • …meeting may be called by the bishop, DS, pastor, any staff member, or the PPRC chair • …cannot meet without the knowledge of the pastor and/or DS • …may meet with DS without the pastor or staff member present, but they must be have prior notice and brought into consultation immediately after the meeting. • …shall meet in “closed session, and information shared in the committee shall be confidential.”

9. In multiple staff churches… …the Pastor-Parish Relations Committee is called the Staff-Parish Relations Committee.

10. Multiple Church Charges • There is ONE Charge-wide Pastor Parish Relations Committee with all churches represented in the elected membership of the committee. Membership is based on percentage paid on salary w/ 1 person required from each church • When one church has concerns, the members of the PPRC from that church can meet separately with knowledge of the Pastor and/or DS

11. Suggested Meeting Schedule & Content • January-March/First Quarter Discuss prior year’s evaluation of clergy and staff with new S/PPRC members, set priorities for clergy and staff, possible consultations with DS in cases of potential moves. • April-June/Second Quarter Possible Introductory Visits Parsonage Visit/Assess Housing Costs Support the Parsonage Family/Church Staff

12. Meetings & Content (Cont.) • July-September/Third Quarter Note: Set-Up Meeting Schedule in preparation for Charge Conference; recommended that S/PPRC meet monthly with new clergy Set the Clergy/Staff Salaries • October-December/Fourth Quarter Annual Evaluation Advisory Response Forms

13. Duties of the PPRC • To encourage, strengthen, nurture, support, and respect the pastor(s) and staff and their families • To promote unity in the church(es) • To confer with and counsel the pastor(s) and staff on the matters of effectiveness and relationship with the congregation • To confer with and counsel the pastor(s) and staff pertaining to priorities in the use of his or her gifts, skill, and time

14. Duties, cont… • To provide annual evaluation of pastor and staff and continuing education needs • To communicate and interpret to the congregation the nature and function of ministry regarding open itinerancy • To develop and approve written job descriptions and titles for associate pastors and staff members • To consult with the pastor and staff concerning continuing education and spiritual renewal

15. Duties, cont… • To enlist, interview, evaluate, review, and recommend annually to the charge conference candidates for ordained ministry • To interpret preparation for ordained ministry • To promote the Ministerial Education Fund • To confer with the pastor and /or other appointed members of the staff when a change is in the best interest of all; when there is no personnel policy about dismissal PPRC and Pastor must agree to dismiss someone

16. Duties, cont… • To recommend to the Church Council, after consultation with the pastor, the need for additional staff whether employee or contract • To recommend to the charge conference, when the size of the staff makes it desirable to have a Personnel Committee • To educate the church on the value of diversity of selection of clergy/staff

17. Duties, cont… • Members of the PPRC shall keep informed of personnel matters in relationship to Church policy, professional standards, liability issues, & civil law; and recommend personnel policies to Ch. Council. • To consult on matters pertaining to pulpit supply, proposals for compensation , travel expense, vacation, health and life insurance, pension, housing (annual review). • To make annual salary recommendations to the Church Council for action after presenting them to the Finance Committee for information. Final action on salary is responsibility of the Charge Conference.

18. New Hire Reporting Requirements Federal Requirements: I-9 Form: Verification of Employment • The local church needs to have this form on file for each employee of the church, this includes the minister. • Acceptable I.D. documents are Driver’s License, Passport, Social Security Card, Voter Registration, Official Birth Certificate, etc.

19. New Hire Reporting Requirements South Carolina Requirements: • The local church should have on file a copy of a SC Issued Driver’s License or a License from a State whose requirements are similar to SC for people hired after July 1, 2010. • If you cannot meet this then SC Law says you need to use E-Verify. • See www.llr.state.sc.us/immigration • For New Hires the local church needs notify South Carolina Department of Social Services, see www.scnewhire.com

20. Clergy Recruitment “Within The United Methodist Church, there are those called to servant leadership, lay and ordained. Such callings are evidenced by specific gifts, evidence of God’s grace, and promise of usefulness.”The Book of Discipline, Paragraph 137 The Pastor Parish Relations Committee is responsible for identifying and recruiting persons who are receiving God’s call to ministry as a vocation. Are YOU fulfilling this important responsibility?

21. Helping Persons RespondThe Call to Pastoral Ministry • All pastors come from membership in local churches. • All are interviewed by the PPRC before being recommended. • Each must receive at least a 2/3 positive vote by written ballot of the Charge Conference. • Are you affirming those who may be called? • Are you encouraging them? • Would you welcome the candidate as your pastor?

22. The CandidateBefore a person is presented to the Charge Conference for vote of recommendation, he or she must be an official “Candidate” for ministry who… • …has met with the District Superintendent, • …been assigned to a Candidacy Mentor, an elder deacon or licensed clergy specially trained to encourage and assist, • …is officially enrolled with the Division on Higher Education and Ministry, • …and is meeting with the mentor assigned to further explore God’s call and United Methodist ministry.

23. Clergy

24. Clergy Compensation Reminders Clergy are Employees for Income Tax per IRS, cf. Par. 142, 2008 Book of Discipline; Housing Allowance (anything spent on/in house except food and maid service) is excluded from Income Tax. Clergy are Self-Employed for Social Security per IRS/SSA. Total income incl. Housing is taxed at 15.3%

25. Compensation Reminders Continued Clergy must acquire Tenant Homeowner’s Insurance for their own possessions. Local church’s insurance only covers church property.

26. “Full Time” 2013 To be considered full time, a pastor must work a minimum of forty (40) hours on his/her charge and cannot work more than ten (10) hours per week outside the parish ministry.

27. “¾ Time” 2013 • Three Quarter Time Pastors means compensation is at least $38,320 (60% of DAC $63,867 incl. Housing); and • Service time is no less than 35 hours per week.

28. “1/2 Time” 2013 • One-half Time Pastors means compensation is at least $25,547(40% of DAC $63,867 incl. Housing); and • Service time is no less than 28 hours per week.

29. “1/4 Time” 2013 • One-Quarter Time Pastors means compensation is at least $12,773 (20% of DAC $63,867 incl. Housing); and • Service time is no less than 15 hours per week.

30. Full & ¾ Time Pastor BenefitsBilled to the Church 2013 • Medical Insurance Premiums • Participant Only $ 5,568 • Participant plus Spouse $ 11,712 • Participant plus Child $ 7,812 • Participant plus Children $ 10,596 • Family Coverage $ 15,600 • Mandatory Coverage Fee $ 7,956 • Clergy Couple per church $ 7,800 • Clergy Couple Co-Pastors $ 15,600

31. Full & ¾ Time Pastor BenefitsBilled to the Church 2013 • Pension Costs • Disability & Death Benefit 3% of Compensation (Full Time only) • Defined Contribution 3% of Compensation • Defined Benefit (Full Time) $ 6,936 per year • Defined Benefit (3/4 Time) $ 5,5202 per year • Defined Benefit (1/2 Time) $ 3,468 per year • Defined Benefit (1/4 Time) $ 1,734 per year (based on FTE “Full Time Equivalency” status: 100%, 75%, 50%, 25%)

32. Full & ¾ Time Pastor BenefitsBilled to the Pastor 2013 • Medical Insurance Premiums • Participant Only $ 2,388 • Participant plus Spouse $ 5,016 • Participant plus Child $ 3,348 • Participant plus Children $ 4,536 • Participant plus Family $ 6,696 Pension Contribution amount is set by the clergy as before or after-tax

33. Minimum Salaries 2013*The minimum full time salary for pastors is based on a percentage of the Conference Average Compensation from prior year. • Full Connection $40,500 • Provisional & Associate $36,800 • Full Time Local Pastor $34,150 * Does not include Experience Merit (After 5 yrs. Fulltime service add $175 per yr, up to 10 yrs, $875-$1,575; 11+ years $1,750.)

34. Paying Pastors • Remember that your pastor pays her/his own taxes, including 15.3% of Fair Rental Value of Parsonage and/or Housing Allowance. • Pay the cost of guest preachers when your pastor is away for vacation, annual conference, and for continuing education. Church should budget enough to cover this (not the pastor). • Pastors should receive a weekly day-off, and a minimum of two weeks paid vacation annually, after 5 AC yrs, 3 wks; 10+ AC years, 4 wks. • Remember: Reimbursements after receipts are presented is the only way your pastor can avoid income tax on professional expenses. Work out payment Schedule between church and clergy before arrival.

35. AC Vacation Policy for All Clergy Total years of Service# of Weeks Less Than 5 years Min. of 2 Wks 5 years – 10 years Min. of 3 Wks More than 10 years Min. of 4 Wks (Wks includes Sundays)

36. Criteria for Effective Ministry • Good Relational Skills…observed and reported by the PPRC • Able to articulate the Gospel clearly backed up Christian lifestyle • Positive Growing Relationships in the congregation • The church reflects good pastoral leadership by showing signs of growth and improvement, spiritually and physically • Challenges and Affirms the congregation toward growth and mission

37. Effective Ministry continued… • Evidence of adequate time spent in the parish…hours in office, availability to parishioners, visitation and outreach, training and teaching laity. • Supportive of Connectional Ministry…willing to itinerate, encourages and supports apportionments, meets regularly with other pastors for support, attends meetings of the district, etc. • Caring for Self…spiritually, physically, emotionally

38. GIVING FEEDBACK TO CLERGY • Do you listen politely to concerns of church members and of your pastor(s)/clergy? • Are you meeting regularly with your pastor(s)/clergy to give them feedback? • Do you promote healthy RELATIONS between pastor/clergy and congregation? Transactional Analysis? • Are you being honest? • Do you maintain confidentiality? • Do you give “prior notice” of meetings?

39. 2012 Evaluation Process • Use 2012 Clergy Assessment Document. • SPRC Chair provides copy of Assessment to all SPRC members. • Each Person fills it out and brings to meeting. • Open Discussion with clergy and then S/PPRC fills out a composite Assessment Document.

40. Your Role in Your Pastor’s Education • Local Pastors must participate regularly and faithfully in the official Course of Study • Pastors who have completed the basic education must participate each year in Continuing Education; 3 CEU’s avg (30 Contact Hrs). • You are responsible (min. $750) for supporting them and helping them identify areas for growth. • Growing pastors are important to growing churches. • Education time is not vacation time. • You can guide the continuing education of your pastor into areas where growth and improvement are needed.

41. How We Deploy PastorsItinerancy • One of the most characteristic features of the United Methodist Church. • Pastors are appointed to serve from year to year where they are needed by the bishop. • At least annually, each pastor/clergy and pastoral charge is evaluated and reviewed. • Itinerancy was instituted by John Wesley in 1746 when he appointed lay preachers whom he called “helpers” to definitive circuits. • Wesley died believing in itinerancy as “The Apostolic Plan of Evangelization.”

42. The Appointment ProcessPeople • Bishop • Responsible for Appointing Clergy • District Superintendent • Represents the Bishop in a region • Cabinet • Bishop and District Superintendents working together • Together…prayerfully, honestly…works out the Appointments

43. The Appointment ProcessTerminology • Appointment • Assignment of a pastor to her/his specific work • Consultation • Relational process whereby gifts/needs/situation of pastor and congregations becomes known • Conversations leading to and interpreting the Appointment • Advisory Response • The combined wisdom of the pastor and the Pastor Parish Relations Committee in anticipation of their Appointment

44. The Appointment ProcessPrinciples • Pastors are appointed to the total community, not just the local congregation, with the goal of leading the congregation in mission and ministry in the total community. • Pastors exist to help shape congregations in accordance with the lordship of Jesus Christ. Congregations do not exist to support the upward mobility of pastors.

45. Mission and morale of congregations have priority over morale and personal professional goals of pastors. • The Cabinet functions in the appointment process for the benefit of the whole Conference with superintendents sharing openly, candidly, and confidentially. • All relevant information regarding pastors and congregations is to be shared with the Cabinet.

46. All conversations within the appointment process are confidential and are not to be shared outside the Cabinet. • Differences and disagreements are to be expressed openly in the Cabinet sessions, and when decisions are made, the decisions become “Cabinet decisions.” • Every appointment has ambiguity, and there are no “perfect” churches or pastors.

47. Families of clergy are an important factor in the appointment considerations, and every effort will be made to provide context for ministry which enables the clergy family to meet basic educational and other needs. • Consensus will be sought on each appointment, and when such consensus is not achieved, the bishop will make the decision.

48. We will trust God to bring positive results from even our imperfect decisions when we do our work prayerfully and with a genuine commitment to the Church’s mission.

49. The Appointment Process 2013Advisory Response Forms • Two options for pastors and the Pastor Parish Relations Committee: CONTINUE in present appointment CHANGE pastoral appointment • Pastor and PPRC returns their Advisory Response Forms no later than December 20, 2012 to DS.

50. Advisory Response FormsDo’s and Don’ts • Don’t “poll” the congregation • Do announce that the process of evaluation has begun and invite input to the PPRC. • Do try to reach agreement (consensus) in the PPRC…this is better than voting. • Do explain your decision in the space provided. • Do talk with the pastor (not just about) • All members of the Committee and pastor signs the form before it is returned.