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Christ Church Riverdale

Christ Church Riverdale. The Search For a New Rector Phase 2. What We’ve Learned Top Indicators. Long time members retained over time. Steady increase in new parishioners 2-4 units per year Pledging & fundraising considered the # 1 activity

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Christ Church Riverdale

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  1. Christ Church Riverdale The Search For a New Rector Phase 2

  2. What We’ve LearnedTop Indicators • Long time members retained over time. • Steady increase in new parishioners 2-4 units per year • Pledging & fundraising considered the #1 activity • Meeting at coffee hour for fellowship indicating people believe it is important to support the church • The buildings and grounds attract the people to the church. Loved by parishioners. • Majority of parishioners have volunteered in some capacity. Approximately 50% of those who have not volunteered would if given the opportunity. • Diversity of thought, background, age and interests views as a strength for CCR

  3. What We’ve Learned Improvement • Strong need to significantly improve activities for age cohorts & families • Volunteering to assist in financial planning and greater financial commitments. Improving the financial condition of the church for the long run. • Improve programming outside of service, music programs and fundraisers are seen as not reaching enough people. • Youth, Men’s and Women’s groups viewed as very weak; most people have no opinions which means the activities are not widely known. • Desire to increase fellowship with fun activities not associated with fundraising • Outreach and volunteering opportunities (ie: Sandy response) • Expand mission

  4. What We’ve LearnedMusic • All music programs rated in top activities at Christ Church • Desire for broader general parishioner education especially with new service music and teaching singing • Hymn sings or other community involvement • Opportunity to “market” music to attract new members • Broader musical range. Jazz, gospel, popular

  5. Who We Are

  6. Age Groups Q8. How long have you been a member of Christ Church Riverdale? n=61 respondents

  7. How Long Have You Worshipped at CCR? Q3. How long have you attended Christ Church Riverdale? n=78 respondents

  8. Services people attend Q10. Which service(s) do you attend? n=77 respondents ; not mutually exclusive

  9. Program, Mission & Activity

  10. Program, Mission & Activity Q18. What additional activities or programs should be considered at Christ Church Riverdale? n=55 respondents

  11. Our Next Rector

  12. Who Are We Looking For? CCR parishioners want a dynamic, caring priest in the “Goldie Locks” phase of his or her career • Parish looking for the just right “Goldie Locks” priest (not too new and not about to retire) presumably to stay and grow the parish • Sermon delivery, caring and connection with young people were seen as the most important qualities • Personality will be a key factor in the selection process to ensure the right balance of gregariousness and tradition • Parishioners advised priest should be adept at leading a group of strong willed congregation with diversity of thought and background

  13. Who We Are Looking For • A permanent priest that reaches out to all of the congregation and meet their spiritual needs. A real parish priest. • A priest that is warm and approachable. • Priest who cares, spends time with congregants, doesn't treat his calling as 9 to 5 job. Sermons • New leader with new sermons • Livelier, more meaningful sermons. A more energetic pastor. • more profound analysis • More pomp. Education • If I could get a deeper understanding of the Bible. • More teaching and explanation during the service regarding the gospel readings or contemporary church issues.

  14. Be a rector to all the people. Try to be in rapport with all ethnic groups attending Christ Church • Know your congregation. • Realize that it is not possible to satisfy everyone. You will be successful if you reach out to everyone and try not to alienate. Listen well. People will try to size you up right away. • Do have an opinion, but become informed first. • Try to do what will build this congregation. • Work hard. • Be accessible. • Lead by example. • It is expected that you will be accessible, warm, friendly, inviting, prayerful, intelligent, open, hard working, complimentary, apologetic when necessary, community minded. It is hoped that Christ Church will grow and thrive under your spiritual leadership, but as a main stream church we are in danger of becoming extinct. Don't let that happen. • The children are our future. Don't ignore them. The seniors are what got us here. Please respect them. Everyone else in between is important, too.

  15. Be sincerely welcoming to the parishioners and genuinely get to know them. • Join the congregation for coffee hour • We are a warm community but there are lots of strong opinionated people. Do a fair amount of listening to assess the landscape and then get people on board. At the same time, don't be passive as people with think they can run all over you. • Attract new parishioners. Give good sermons. Develop a plan for lowering and even eliminating deficits. Take a hands-on approach. Build fellowship with dinners and other events. Strengthen outreach. • (1) embrace the diversity of the congregation before you ; (2) share your journey, tell your story, relating biblical teachings to current challenges (3) inspire service • Be approachable, have a sense of humor, be flexible, BE YOURSELF! • Let loose and talk to people like you knew them for years. Make us feel important and comfortable. • Know that we support you. Understand that we depend on your leadership in faith and that you are a bridge that can connect us all as worshippers. Continue to encourage our mutual love and respect in worship. • You are supposed to teach us about religion and living as Christians and let the Vestry worry about the money! • listen, communicate, explain, delegate, and enjoy the challenges and opportunities in this community.

  16. CCR seeks experienced minister but not near retirement; Race, sexual orientation and marital status were not a major concern 77% don’t want priest near retirement 63% want an experienced priest Q30. Please describe your personal preferences in a rector. n=73 respondents

  17. The Candidates Evaluation & Recommendation Phase 2

  18. The Process: Phase 1 • April 2012 The Wardens notified the Bishop of our need for a new Rector. • April 2012 The Canon for Deployment met with the Vestry. • May 2012 The parish celebrated the ministry of the departing priest. • December 2012 Vestry selected a Search Committee • January 2013 Official kick-off with Canon Tammearu • February 2013 The Search Committee develops self-study strategies • March 2013 Search Committee reports to the parish • April –June 2013 The Search Committee implemented self-study strategies • 2 Café Sessions • Parish Survey • July-August 2013 The Search Committee analyzed the data • September 2013 Profile completed • September 2013 Vestry approved the Profile • September 2013 Profile uploaded to search website • October 2013 Diocese Approved Profile • November 2013 Diocese posted to Diocese website and national church site for the Rector position

  19. The Process: Phase 2 Phase 2 of the Rector search includes: • Accepting resumes and candidate information. • Winnowing the field • Interviews • Hear candidates preach • Background checks • Diocese approval of finalists • Vestry approval of single finalist

  20. Narrowing The Field • The committee will narrow the field to 3 candidates. • The Bishop makes a bishop-to-bishop reference check. 

  21. Selection • The Vestry interviews the final 3 candidates. •  The Vestry selects the new rector.

  22. Christ Church Riverdale The Search For a New Rector 2013

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