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From Rector to Rector Diocese of Colorado
Almighty God, giver of every good gift. Look graciously on your Church, and so guide the minds of those who shall choose a rector for this congregation, that we may receive a faithful pastor, who will care for your people and equip us for our ministries; through Jesus Christ our Lord. Amen.
Mission Shaped Vision Living missionally on a grass roots level Making radical generosity a core pattern of life Engaging the suffering of the world Evangelization of youth & adults Mission is not only touching other cultures …. …. it is living our life where we are & touching people in our communities
Mission Shaped Congregations • Christ Centered and Healthy • Forming Numerous Leaders • Becoming a “sending community” • Participating in God’s Mission • Proclamation • Discipleship • Servanthood
Mission Shaped Leadership • Grounded in God: prayerful, gospel oriented, kingdom values embodied • Creative, flexible, innovative, courageous, adaptive, emergent • Contextual and engaging, moving out into the community • Equipping and nurturing leaders for a mission shaped church
Office of the Bishop Provides • Identification of supply or interim clergy • Consultation and support from the Bishop, the Canon Missioner, and the Canon to the Ordinary • Materials, resources, training, and consultants • Appropriate rector candidates • Prayer and support during the process
Vestry Responsibilities • Wardens and vestry are formal canonical leadership during the vacancy • Giving a specific and clear mandate to search team • Clear and ongoing communication with the parish and the Office of the Bishop
Interim Ministry • Interim priest appointed by the Bishop & confirmed by the vestry • One year term or until search is completed • Cannot be a candidate for rector • Sustaining congregational ministry and helping the congregation to review the past, assess the present, and envision the future.
How Long, O Lord? The Wardens & Vestry can create a schedule of deadlines they expect the Search Committee to meet: * identify chair & form committee * complete portfolio & CDO profile * complete search interviews * complete vestry interviews * extend a call
Transition Foundation The transition process lays the foundation upon which a congregation builds healthy mission and ministry: listening to God in prayer and Scripture • Biblical Foundation: 1 Samuel 16: 1 - 13
Listening & Theological Reflection • What does the passage say to you about the search process? • What does the passage say to you about your role in the search process? • What does the passage say to the church?
Ministry Reflection • Review the past: history, clergy, patterns • Assess the present: health, worship, leadership, ministry, context, dynamics, and stewardship • Envision the future: core values, identity, purpose, mission, vision • Clergy leadership needs • Development of parish profile
Assessment Work • Work with Canon Missioner for tools and resources • Consider utilizing a congregational development consultant • Take time to do this well for the future health and ministry of the congregation
Visioning Work • Define Core Values • Develop identity and purpose statements • Involve the congregation through visioning events and/or value & vision based surveys or cottage group discussions
Community Context • Gather community information statistical and environmental including housing, schools, health care, & work opportunities • Utilize demographic data and resources for new ministry opportunities www.MissionInsite.com • Exegete your community context to understand potential ministry needs
Parish Finances • It is the vestry’s responsibility to: • Develop a compensation package according to the guidelines • Budget for the search (profile & search committee expense) • Budget for interim and staff • Budget for moving expenses • Background checks budget
The Parish Web Site Profile • Provides information about the congregation • Outlines the congregation’s identity, mission, and purpose: currently lived and future vision • Presents a profile of the type of clergy leader desired to live into vision • Links to ministry areas and community neighborhood • Pictures of church and activities
Community Portfolio Worksheet Must be completed for Canon Missioner to gather potential candidates • Basic information & History • Compensation package • Narrative Questions • Gifts and Skills for New Priest
Choosing a Search Chair • A person of prayer • A team builder • Well organized • Able to use email • A bridge person • Able to delegate and not a control freak
Search Committee Selection • The vestry forms the search committee with 5 to 9 people who are: • Committed to prayer • Have good listening skills • Committed to the parish through worship, serving, working, and giving • Are spiritually mature and can proclaim the mission of the parish • Are able and available for the work
The Search Committee • Wardens do not serve • No assisting clergy, deacons, or parish staff • Balanced (age, sex, groups, length of membership) • No two from same household • One or two from vestry • Select a chaplain
Search Committee • Commissioned by the Vestry • Charged to present 2 or 3 qualified candidates to the vestry • Takes Interview Training • Works with the Bishop’s Office through the Canon Missioner • Communicates often to the vestry and congregation
Setting a Search Budget • Administrative: office supplies, portfolio copies, mailings, etc. • Interviewing (travel, meals, hotel) • Background checks on finalists (currently $325 each) • Moving expenses • Estimate 5% of total budget
Potential Candidates • The Parish Web site Profile and the Community Portfolio are used to generate names • Parishioners may submit names to the Bishop’s Office • Candidates may present themselves to the Bishop’s Office • Advertisements in The Living Church & Episcopal Life may generate names
Candidate Names • Abbreviated Search: The Bishop reviews all names and gives an approved short list of names to the vestry or search committee to interview • Traditional Search: The Bishop reviews all names and gives an approved list to the Search Committee • The Bishop’s CAREFUL review takes time
Keeping the Congregation Informed • Throughout the search process, communication with the rest of the parish is essential, while maintaining the discretion and confidentiality necessary to a Search Committee’s deliberations. • Actual names and locations of people being considered are kept confidential, but a parish should be kept abreast of the general progress of the search.
Information continued… • Keeping the congregation informed through newsletters, announcements and story boards helps build trust in the search committee’s work and progress. • It is good to have a search committee member serve as the communication coordinator for sharing information with the congregation.
Working with Candidates • Contact candidates and ask them for any other information you might want from them: answers to written questions, sermons, references, etc. • Have a standard process you use for everyone with standard questions. • Give them a general timeline of your process. • Process might include a Skype interview with a few members of your committee. • Process should include a visit to the top candidates’ church to experience worship and hear a sermon live.
Shortening the List • Using your interview training skills select the strongest candidates. • Please notify candidates as you delete their names. • Communicate your top candidates to the Canon Missioner. • The Bishop’s Office will conduct background checks (parish expense) (currently $325) • A meeting with the Bishop is required for candidates outside the Diocese before being presented to the vestry
The Final Stage of the Search • The final stage of selecting nominees is one of close scrutiny, prayer, and reflection. • The resources of parishes have a considerable effect on the actual form such discernment takes, in the amount of travel and visitation of candidates in his/her present parish or situation, in conducting personal interviews, and in gathering vital information on the candidate. • Once the Search Committee comes to consensus on whom it wishes to recommend as the next rector of the parish, the two or three names are presented to the Vestry for consideration.
Handoff to the Vestry • When the Search Committee is ready to recommend a candidate to the Vestry, there should be a called meeting for that purpose. • Both groups should attend. • It should be an executive session of the Vestry because it is taking up a confidential personnel matter.
The Decision • The Search Committee should present the candidates’ names to the Vestry, cover the reasons why they are nominating the candidates, provide any helpful information (resume, etc.), and answer questions the Vestry may have. • This is the Vestry's decision point. The vestry will enter into a time of discernment and invite the candidates for a visit.
Discernment • The vestry engages in discernment training • May have a consultant work with the vestry • Read “Grounded in God” or other materials designed to offer guidance in the discernment process • Spend time in prayer or on retreat
Visiting with the Candidates • The Senior Warden should telephone the candidates, inform him/her that the Vestry would like to invite the candidate (and family) to visit the parish in discernment for a call. • The parish pays expenses for those invited to visit. • In the same visit, out of state candidates need to meet with the Bishop
The Visit • This visit is not a public event. It should take place during the week and should include a meeting with the Vestry. • Other meetings should be at the request of the candidate. It is usual for the candidate to meet with staff members, including the Head of School if there is a school, and any of the key ministry leaders desired. • There should be no public introductions or occasions. • Information packets for the candidates sent beforehand should include: newsletter, financials, bulletins, vestry minutes, annual report, etc.
The Visit • There is usually a social event attended by Vestry, Search Committee, and spouses, but the "business meetings" do not include spouses. • Groups of two or three can share some meals during this time, but there should also be some breathing room in the schedule for the candidate and spouse to have time for private discussion and reflection. • Before departure, the Senior Warden and the candidate should agree on when a decision might be made
Extending a Call • The vestry discerns and comes to consensus on the best candidate • The Sr. Warden notifies the Bishop and the Canon Missioner • The Bishop extends the call • Once the call is accepted, agree upon announcement and start up time frames
Terms of the Call • The Canon to the Ordinary with input from the wardens meets with the rector elect to work out the terms of the call leading to a Letter of Agreement (template available), which is reviewed and acknowledged by the Bishop. • Mutual Ministry Reviews, CDI, support groups, and Celebration of Ministry are agreed upon with the Letter of agreement. • Do NOT announce the call until the Letter of Agreement has been signed.
Vital New Ministry • Intentional Welcoming and Bonding • Celebration of New Ministry in about six months • Mutual Ministry Reviews • Diocesan Support Groups: “Recently Called Rectors”, Priests in Charge, CDI
Thomas Merton’s Prayer God, we have no idea where we are going. We do not see the road ahead of us. We cannot know for certain where it will end. Nor do we really know ourselves, and the fact that we think we are following your will does not mean that we are actually doing so. But we believe that the desire to please you does in fact please you. And we hope we have that desire in all that we are doing. We hope that we will never do anything apart from that desire. And we know that if we do this you will lead us by the right road, though we may know nothing about it. Therefore, we will trust you always though we may seem to be lost and in the shadow of death. We will not fear, for you are ever with us, and you will never leave us to face our perils alone. Amen
From Rector to Rector Diocese of Colorado
