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Staff/Pastor-Parish Relations Committee Training

Staff/Pastor-Parish Relations Committee Training. Saturday, March 14 th Painter-Garrison’s United Methodist Church. Mission of the Church. Making disciples of Jesus Christ for the transformation of the world. Local church provides the most significant place.

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Staff/Pastor-Parish Relations Committee Training

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  1. Staff/Pastor-Parish Relations Committee Training Saturday, March 14th Painter-Garrison’s United Methodist Church

  2. Mission of the Church • Making disciples of Jesus Christ for the transformation of the world. • Local church provides the most significant place. • Love of God and love of neighbor are key. • Welcoming, leading, nurturing, and sending are the heart of Christian ministry.

  3. The Vision… More people More young people More diverse people “All Things New” is a core strategy to meet the challenge and achieve the vision The Challenge… The Strategic Plan…

  4. The Staff-Parish Relations Committee is the administrative unit in the local church where staff and congregational interests are integrated to focus on the mission of the church.

  5. Who We Are... • Professing members of the local church • Associate members • People engaged and attentive to our own Christian spiritual development • Elected by Charge Conference • Lay Delegate to AC and Lay Leader (voice & vote) • A representative and lay leader from each church on the charge

  6. Who we cannot be... • Staff members • Immediate family members of the pastor or staff • More than one immediate family member from the same household

  7. Committee Basics (¶258.2): Membership • Between 5 and 9 persons (one shall be a young adult and one may be a youth); • Divided into three year classes • Members shall be able to succeed themselves for one three-year term (new in 2009) • Oversees the work to all staff • Pastor should be present, unless s/he excuses self or if D.S. is in attendance

  8. Meetings • At least quarterly • Written “minutes” • Only with knowledge of pastor and/or DS • Pastor present, unless s/he voluntarily excuses self • May meet with the ds without the pastor or appointed staff (notification prior to meeting and consultation immediately after) • Shall meet in closed session - confidentiality

  9. S/PPRC Functions-- What Really Matters: • Listening to pastor, to staff, to congregation • Communication about expectations: congregational expectations and clergy/staff expectations • Advocating for the pastor, for the staff.

  10. Confidentiality/integrity Issues • Issues are discussed during meeting, not between meetings • All matters under discussion are kept in strict confidence, i.e., a “safe” place • All input brought to the meeting is held in confidence, but is “owned” input • Careful reporting to Council of each meeting

  11. Duties of Committee (¶258.2g) Communication • Confer and counsel with pastor & staff, advising them of ministry conditions • Continually interpret to people the nature and function of ministry • Counsel pastor & staff on relationships with congregation, priorities, skills, goals • Interpret to congregation: preparation for ordained ministry, Ministerial Education Fund

  12. Duties of Committee Personnel Issues • Develop and approve job descriptions for staff other than pastor • Recommend to Council other staff positions • Consult: pulpit supply, compensation, vacation, insurances, pension, housing -- making recommendations to Council. • Enlist, interview, evaluate, review, recommend: Lay Speakers, Candidates for Ministry and missionary service • Consult: continuing education, renewal

  13. Duties of Committee Parsonage Issues • With Trustee and Pastor, make annual review of parsonage

  14. Duties of Committee Annual Evaluation • Provide annual assessment for pastor & staff to encourage effective ministry and send to the District Superintendent by August 1st of each year.

  15. Duties of Committee Appointment Issues • Confer with pastor & cooperate with pastor, DS, and bishop in securing clergy leadership when its becomes evident that the best interests of the church and pastor will be served by a change. • Such conferring and cooperating with DS and bishop are advisory only.

  16. Pastoral Function – what really matters: • Spiritual leadership • Self-care • “Standards for Clergy Leadership”

  17. Relationships and Orders • Lay Supply • Professional, Para-professional Certification • Part Time Local Pastor • Full Time Local Pastor • Associate Members • Probationary Members • Elders in Full Connection • Deacons in Full Connection

  18. Calendar Flow First Quarter (January – March): • Organize Committee (vice-chair, secretary) • Discuss and fill out “Preference Form” • Review job descriptions for lay staff • Look at S/PPRC Goals for year

  19. Calendar Flow Second Quarter(April – June): • Annual Pastoral Assessment -- decide who will give input, what will be the areas/issues of assessment • Present written assessment to pastor -- ample time for feedback and discussion • Mail assessment to the DS by August 1st • Parsonage Tour -- with Trustees

  20. Calendar Flow Third Quarter (July – September): • Budget work: salary, accountable reimbursement, continuing education, heat, other budget items that relate to “staff” • Review action items coming out of Spring assessment

  21. Calendar Flow Fourth Quarter (October – December): • Look at Goals being set for new year – how do they impact staff (priorities, training, division of tasks) • Look at long range plan for pastor’s continuing education • Appointment Review • Evaluate year’s work of PPRC

  22. Web Site Resources www.vaumc.org

  23. The S/PPRC and Clergy/Staff Effectiveness

  24. Five Areas of Focus • Appointment Review, Profiles, Preference Forms • Annual Evaluation • Personnel Policies for Lay Staff • Support Systems • Leadership

  25. Appointment Review and the Preference Form • Include input from out-going class – meet together in late Nov. or early Dec. for appointment review conversation (see handout) • Fill out form in early January with new S/PPRC • No polls, petitions, straw votes • Signatures of committee and pastor on both forms • Forms are advisory to Bishop and Cabinet

  26. Profiles • Three Profiles: Pastor, Church, Community • Laity responsible for inputting, editing, and updating the Church and Community Profiles • Profile utilization is ONLY through Conference Web Page • Profiles are taken VERY seriously!!!!

  27. Cabinet Guidelines for Appointment-Making • Itineracy • Open-itineracy • Willingness to receive appointed clergy without regard to race, ethnic origin, gender, color, disability, marital status, or age • Family Situations • All appointments are for one year

  28. Priority of Needs • The Mission of the Church in relation to the conference • The Needs/Mission of a specific church as it relates to the community • The Needs of the clergy • Gifts and Graces of the clergy • Housing and family needs • Salary

  29. Steps in the Process: • Profiling of the Church • Nomination of pastors • Selection of “projected pastor” • Meet your Pastor Meeting • Appointment confirmed • Appointments final when “read” at Annual Conference Session

  30. Annual Evaluation See page 70-74 Adapt for church staff

  31. Support Systems • Self-care Covenant • Spiritual Renewal Leaves and Continuing Education • Survey of Clergy Effectiveness • Parsonages

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