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Effective Appointment Making in the United Methodist Church

This discussion highlights the criteria for fruitful ministry in the United Methodist Church, including faith, gifts, and fruit. It explores the role of the District Superintendent in making appointments based on mission needs and emphasizes the importance of working together to reach the mission field. The process of making missional appointments is discussed, with key principles and advisory response forms provided.

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Effective Appointment Making in the United Methodist Church

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  1. Insurance DiscussionStaff/Pastor Parish Relations Committee 2016 TrainingLarry Davis, TreasurerSky McCracken, D.S.

  2. Itinerancy • One of the most distinguishing characteristics of the United Methodist Church. • Instituted by John Wesley in 1746 when he appointed lay preachers whom he called “helpers” to definitive circuits.

  3. Criteria for Fruitful Ministry John Wesley asked three questions with regard to early Methodist preachers. They anchor us in Scripture and Wesleyan tradition: • Have they faith? • Have they gifts? • Have they fruit?

  4. Have they Faith? • Is the pastor’s call fresh and passionate? • What is the pastor doing to intentionally deepen his or her relationship with Christ? • What is the pastor doing to care for personal and family life?

  5. Have they Gifts? • Does the pastor have a sound understanding of and commitment to Wesleyan theology? • Does the pastor effectively proclaim the faith? • What are the pastor’s spiritual gifts and how is your pastor developing these gifts to serve the world for Christ?

  6. Have they Fruit? • How is our worship changing lives in Christ? • What risks are we taking to reach new people for Christ? • Is our church growing in mission and generosity?

  7. Appointment Making • It is more of an art than a science. • Deeply rooted in Biblical theology we discover a God who not only calls but also sends us. • Throughout scripture God continually sends people to places where God needs leadership and transformation.

  8. Appointment Making • In that sense, the Itinerant Ministry is very much a Biblical model for supplying leadership for congregations. • With that in mind, the following factors have historically contributed to the appointive decision making process:

  9. Factors

  10. Consultation Four considerations inform the appointive process: • Pastor Parish Committeesmeet with Pastor to evaluate their ministry to the local church. • Pastors consult with the District Superintendent to evaluate ministry.

  11. Consultation Four considerations inform the appointive process: (cont.) • The Bishop and Cabinetmeet to establish the a list of pastors and churches requesting a change. • The Mission Field is considered: what is best for the Kingdom

  12. Four Components

  13. The District Superintendent A changing role: Chief Mission Strategist: General Conference 2012 redefined the role of the DS. The superintendent’s primary responsibilities:

  14. The District Superintendent • to develop a Mission Strategy within the bounds of the district to which s/he is appointed. • make appointments which assist the local congregation in reaching the mission field with the gospel of Jesus Christ so that Disciples of Jesus Christ are made for the transformation of the world.

  15. Observations of a Former Time • The Bishop and Cabinet were available for clergy and congregations to seek a satisfactory placement . • What was often missing was meaningful conversation and decision-making partners focused on mission. • Conflict was often resolved by moves.

  16. Observations of a Former Time • In a former time, pastors retired who were in higher salary categories and everyone below would be “moved up” creating opportunities for many pastors. • Expectations of the system were such that the system would “take care of” a person.

  17. 2016: Making Appointments With an Eye Toward the Mission Field The bishop and appointive cabinet understand themselves to be conversation partners with pastors and congregations in making appointments based on the missional needs of the area.

  18. Excellence

  19. The Beginning Point • Pastors are appointed to serve from year to year where they are needed by the bishop. • Annually, each pastor and pastoral charge is evaluated and reviewed. • The superintendent’s primary responsibility: to make appointments which enhance ministry within the mission field.

  20. Working Together

  21. SPRC Meetings This Spring: Not for chastising, but to know • Where we’ve been • Where we are • Where we need to be to make disciples

  22. Goals of Appointment Making: • Congregational excellence • Missional excellence • Reach the Mission Field • Create healthy, vital congregations Thereby reaching persons living in our neighborhoods, communities and cities with the Good News of Jesus Christ!

  23. Keys to Making Missional Appointments

  24. The Appointment Process: PRINCIPLES • All conversations within the appointment process are confidential and are not to be shared outside the Cabinet. • 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.

  25. Advisory Response FormsAdvisory Only ! Final decisions are made by the Bishop and Cabinet with the best interests of all concerned in mind.

  26. The Advisory Response Form Three options for pastors and the Pastor Parish Relations Committee: • 1. Our consensus is the pastor be reappointed to this charge for another year. • 2. Our consensus is the pastor be reappointed to another charge for the next year. • 3. Other

  27. Do’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 consensus in the PPRC… this is better than voting.

  28. The Appointment ProcessHow It Works • The DS consults with pastors and PPRCs where a move is anticipated. • This meeting may be initiated by the pastor or PPRC where a change is requested after completing the Advisory Response. • The Cabinet prayerfully evaluates the needs of every pastoral appointment.

  29. When the Appointment is Announced • The Pastor Parish Relations Committee Chair will be called Friday, April 8th to receive information about the new appointment. • The Pastor will be contacted Friday, April 8th with her/his new appointment

  30. When the Appointment is Announced • Sunday, April 10th, the PPRC chair shares in worship the new appointment. • The District Superintendent will set a Covenant Meeting with the new pastor and the PPRC soon after the appointment is announced.

  31. The Covenant Meeting • Is a time of introductions of the new Pastor • Is a time to share hopes and dreams for a new beginning • Is a time to affirm together this new beginning

  32. Covenant Meeting • Is NOT an interview • Is NOT a time to negotiate salary • Is NOT a time to “test the waters” • Is NOT a time to veto the appointment!

  33. Organizing the PPRC • Lay Leader is voting member. • Chair is nominated by Committee on Lay Leadership from one of the three-year classes. • All members are elected at Charge Conference • Members on PPRC may succeed themselves for ONE three-year term. • A young adult shall be included on PPRC. • A youth may be included on PPRC.

  34. Role of PPRC • Encourage, strengthen, nurture, support, and respect the pastor(s) and staff and their families • Promote unity in the church(es) • Annual evaluation of pastor(s) and staff • To confer with pastor and District Superintendent regarding appointment changes

  35. Organizing the PPRC • PPRC meetings may be called by the bishop, DS, pastor, any professional staff member, or the chair • PPRC cannot meet without the knowledge of the pastor and/or DS • PPRC shall meet with the pastor present except where pastor voluntarily excuses oneself. • PPRC may meet without the pastor or staff member present, but the pastor must be notified prior to andbrought into consultation immediately after the meeting. • PPRC meets in closed session and information shared is confidential.

  36. Giving Feedback • What are you doing to hear your pastor’s concerns and identify your pastor’s needs? • How are you creating the trust relationship that allows you to give feedback to your pastor(s)? • How do you convey the concerns of members to your pastor(s)? • What ways have you found helpful in promoting healthy relationships between pastor and congregation?

  37. Challenges • What are you doing to encourage and protect the confidentiality of what is shared in your Committee? • What are you doing to support and encourage your pastor?

  38. Duties of the PPRC Sustaining Pastoral Excellence • Be Body of Christ-focused, not pastor-focused • Be full of grace and truth with your pastor

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