ADVANCE MEETING
January 31, 2009
Purpose: To ask questions and make comment on the hiring of a new senior pastor to take Bob’s place in two and a half years.
Outcome: The set-up of a Transition/ Communication Team comprised of Mike Jackson, Greg Tefft (Elder representative), Jeff May, Mark Luhnow, Barbara Puller, and a young adult representative (to be recommended by Jeff May)
The comments presented can be generally organized under six points:
1. Who are we (HLEFC)?
2. How do we communicate with the rest of the Body (HLEFC)?
3. Attributes of our new pastor
4. Explore transition models
5. Develop a timeline/process for all transition steps
6. Answer questions/concerns of the Body
The following is a compilation of comments made during the Advance meeting as related to each of the six points:
1. Who are we?
· How can we define who HLEFC is?
· Who are we? And who do we want to be?
· We need to be able to retain our diversity.
· As we define who we are, it will define naturally who our new pastor will be.
· Who does God want HLEFC to be (going on to the next level)?
· We must pray for the new pastor to lead us into God’s plan for HLEFC.
· The Elders/Search Committee could put comments into a “Prospectus” for pastoral candidates to read in order to inform them of who we are.
· We want to be known as a “servant church”, a church of small groups, and for having certain Friends (and otherwise) distinctives.
2. How do we communicate with the Body (HLEFC)?
· There needs to be a smaller group to meet regularly in order to collect and disseminate information.
· Communication can be through various formats:
§ a filter-down through committee heads and small group leaders;
§ on-line (web) communication;
§ congregational meetings;
§ special congregational meetings to discuss “change” and lay groundwork;
§ open forum just preceding elders’ meetings;
§ short informational sharing during Sunday morning services;
§ bulletin insert;
§ teaching about “change” from the pulpit;
§ a designated “Transition Update” page in each issue of the newsletter
· Do we bring everyone in on every decision (no) or set up “subsets” to make decisions?
· Whatever methodology is used, the groups involved in decision-making and communicating with the larger Body need to be transparent.
· The questions from the Advance Questionnaire could be reworded for the congregation-at-large to answer.
· How will the Transition/Communication Team summarize comments from the congregation, and how will they be communicated and to whom?
· If anything, over communicate.
3. Attributes of our new pastor
· Summary of the questionnaire (30 surveys):
§ level of education not a factor
§ 5-10 years of ministry experience on a church staff
§ number of churches having served not a factor, or possibly one
§ most recent experience having been a pastor or senior pastor of a multiple staff
§ primary giftedness in preaching, discipling and counseling
§ a mixture of Bible-based messages are most inspirational
§ will involve himself with other evangelical pastors in the area
§ will be married with family experience (but not necessarily still having children at home)
§ will have an evangelical background
§ having served or attended Evangelical Friends not a factor
§ imperative that he view the Bible as God’s Word and the ultimate authority for our lives
§ geographical background not a factor
§ aged between 32 and 55 years
· A new pastor could be quite different once he is in charge.
· The new pastor should have a personality that can work well with others.
· We need a solid-based pastor who is open to and led by the Holy Spirit.
· Bob’s leadership style would allow new staff to thrive: he gives time and “elbow room” in order to work and carry out ideas.
· We need to wait for the right pastor.
· The new pastor should be a servant/leader and someone who can “sell” his vision to the staff (Bob could help him with this).
· The congregation’s answers to a re-worded questionnaire could be validated (or not) by a pastor’s resume.
· He should at least respect the distinctions of Friends.
· A resume could include a candidate’s own assessment of his strengths and weaknesses.
· Is it enough to just say “evangelical”, or is there need to be more specific?
· We must be realistic – the new pastor will not be another Bob; he will be his own person.
4. Explore transition models
· A. “Cold Start” – a new pastor begins all his responsibilities when Bob retires June 30, 2011.
· B. “Overlapping” – a new pastor works alongside Bob for several months before Bob retires.
· C. “Interim” – a transition pastor fills in for a period of time before a new full-time pastor begins.
· D. ?
· If an overlap is desired, the funding should be set aside.
· Pastor Bob would like to have a 6-month overlap
· Consideration needs to be given to time needed to give notice to a previous congregation if a new pastor comes on an “overlap” basis.
· A long-tenured pastor historically is followed by a short-termed pastor.
· An overlap period of time allows a new pastor to build relationships.
· An interim plan might work best if the next pastor would be short-termed.
· If an interim plan is decided upon, a person could be chosen quickly. However, Bob would really like to be in an overlap situation.
· Can a congregation handle two “husbands” at once? (This dilemma would put the interim plan in a favorable light.)
5. Develop a timeline/process for all transition steps
· Minimize the amount of change at a time.
· Is there help (to select) available from NWYM?
· Is there financial support for someone to come on staff early in order to transition in?
· There are change consultants, or coaches, available.
· What is the process for hiring a new pastor?
· When is it appropriate to begin including the larger congregation in the decision-making process?
· When will the Search Committee begin to have answers?
· Names of potential candidates can be obtained through NWYM office, from the web, from other yearly meeting offices, or through personal contacts.
· Is it appropriate for a potential candidate to come and preach as a part of the interview process?
· Bob could write his own job description but don’t get bogged down with details.
· A formula for searching for and choosing a new pastor: criteria + faith.
· A Search Committee would be members of HLEFC and would include non-elders.
· The Elders are responsible for calling and recommending a candidate.
6. Answer questions/concerns of the Body
· Some people will choose denial.
· There is need for good communication and full involvement of the whole church (HLEFC).
· There would be opportunity for comment/questions at an open forum format just prior to Elders’ meetings.
· Invite written comments.