1 Search Committee Sample Packet Department of the Ordered Ministry The Evangelical Covenant Church 8303 W. Higgins Rd. Chicago, IL 60631
2 Part 1 Overview
3 Typical Pastoral Search Process 1. The congregation elects the Pastoral Search Committee. 2. Pastoral Search Committee Responsibilities include: a. Prepare church/community information packet/covconnect position profile. b. Meet with the Superintendent to receive names of pastors. c. Review and prioritize names of potential pastoral candidates. d. Make telephone contacts with potential pastoral candidates. e. Conduct telephone interviews with potential pastoral candidates. f. Invite potential pastoral candidates to visit the community and meet with the pastoral search committee. g. The Pastoral Search Committee identifies and invites one pastor for a candidating visit with the congregation. h. The Pastoral Search Committee recommends one candidate to the congregation to extend a call to. 3. The congregation votes to extend a call to a new pastor. 4. The pastor accepts the call to serve your church. 5. The new pastor is installed at a worship service.
4 Typical Search Committee Budget Considerations (Budget needs to be approved by congregation.) 1. Preparation of church/community packets (surveys, copying of reports, brochures, videos, mailings) 2. Long distance telephone calls, conference calls 3. Visits by potential candidates and spouses to the community (airfare, meals, motel lodging, rental car, meals with committee) 4. Visit by candidate and spouse to the church. Estimated costs for Search Process $5,000 to $7, Moving expenses of pastor and family (commercial move or self-move, mileage, motel and meals in route to the church, additional days at local motel until able to move into home). Estimated costs for Pastoral Moving Expenses $6,000 to $12,000 Total Estimated Search and Moving Expenses $11,000 to $19,500
5 Suggested Timeline and Congregational Process A Pastoral Search Committee has a singular task: to identify and recommend a candidate to the congregation for approval. Ultimately, the pastoral search committee must establish a process by which both the potential pastoral candidate and the congregation can discern whether God is calling them to partner for ministry. After a search committee has been formed, there are basically seven distinct phases to the call process: 1. Search Committee Organization Phase Organize as a committee and meet with the conference superintendent. 2. Information Gathering Phase Survey congregation, gather information, complete CovConnect position profile. 3. Contact Phase Contact potential candidates, identify a candidate to recommend to congregation for approval. 4. Candidating Phase Clarify terms of call with candidate and communicate this to the congregation. Prepare candidate and congregation to discern God s call. 5. Call Phase Pastoral candidate and congregation answer, Is God calling us together? 6. Commitment Phase Both congregation and pastor say yes to the call. 7. Ministry Phase Pastor is installed and pastoral relations committee begins regular meetings with pastor.
6 PHASES STEP ONE: PASTORAL SEARCH COMMITTEE ORGANIZATION SEARCH COMMITTEE AND CHURCH RESPONSIBILITIES Congregation elects committee Committee members identify prayer team Committee organizes for ministry Contact conference office to arrange meeting with superintendent SUPERINTENDENT S RESPONSIBILITIES AND TASKS Meet with committee to outline process and guidelines. Meet with staff, church leaders and congregation to outline process. Provide resource manual to committee. STEP TWO: INFORMATION GATHERING PHASE Goal: This should be done within the first two weeks of being elected. Design and develop selfstudy survey Survey congregation regarding perceived needs Provide on-going coaching and consultation to the search committee and church leaders. and preferences.. Collect information about community. Prepare position profile with description of congregation on CovConnect. STEP THREE: CONTACT PHASE Goal: This should be done within 1-2 months. Review and prioritize names Make telephone contacts with potential candidates Invite potential candidates to meet with the committee and visit the community Goal: Identify a candidate to recommend to the congregation. Meet with committee provide names of potential candidates. Provide on-going coaching and consultation to the search committee and church leaders.
7 PHASES STEP FOUR: CANDIDATING PHASE STEP FIVE: CALL PHASE STEP SIX: COMMITMENT PHASE STEP SEVEN: MINISTRY PHASE SEARCH COMMITTEE TASKS Secure commitment from pastor to candidate Clarify terms of call and salary package with candidate and church leadership (i.e., council board). Inform congregation of recommended candidate and proposed terms of call Schedule a weekend visit for pastor and family to candidate Goal: Prepare pastoral candidate and congregation to discern God s call. Pastor and family visit church to candidate. Schedule a special congregational business meeting to vote on recommended candidate Goal: Congregation votes to extend a call to pastor. Pastor accepts call Start date is identified Pastor is installed at a worship service Goal: Pastor is installed and begins ministry with church. Congregation establishes a Pastoral Relations Committee Committee begins regular meetings with pastor Goal: Healthy effective ministry for pastor and church. SUPERINTENDENT S RESPONSIBILITIES AND TASKS Assist with clarifying terms of call and proposed salary package. Provide on-going coaching and consultation to the search committee and church leaders. Provide on-going coaching and consultation to the search committee and church leaders. Participate in the installation service for pastor. Assist church with transfer of pension and health care benefits Provide resources and training for Pastoral Relations Committee. Provide on-going coaching and consultation to the pastor and church leaders.
8 Understanding the Call Process 1. There are two ways of understanding the call process and either approach is appropriate. (Even various members of the committee may approach the call process differently.) a. God has a person for the church. b. God has called a person into ministry and that person could serve in a variety of churches, not just this one. While the process may at times feel somewhat managerial and human as we candidly discuss individuals and their giftedness for ministry, it is done within a spiritual mindset. We will use all the resources that God has given us in order to discern His leading. 2. The goal of the search committee is to ultimately present one candidate to the congregation for approval. While several people may be considered, interviewed by phone, and visit the church and community, only one candidate will be presented to the congregation for its vote.
9 General Guidelines 1. The committee must be committed to strict confidentiality. Don t share information about potential candidates with anyone in the church. In some cases the fact that a church has been in conversation with a pastor has gotten back to the pastor s church and it has effectively ended his/her ministry. 2. Let the congregation know you are open to receiving names of potential candidates from them, but are under no obligation to report to them on what the committee did with that name. 3. The search committee must decide what will constitute a decision by the committee to extend an invitation to a candidate as well as a decision to make a recommendation to the congregation. Avoid a call for a unanimous decision, but look to a majority of the committee (i.e., 5 of 7, 7 of 9, etc.). Avoid the situation of having to dissolve the committee because of its inability to make a decision. The call for a unanimous decision also empowers the minority to bring a search process to a close. (There are occasions when committee members may be divided between candidates. Establish decision criteria to resolve this tension. Once criteria have been established, stick to them.) 4. Choose an individual (or individuals) who will be responsible for communicating with the congregation. It is good to have a person write a monthly column in the church newsletter to inform the congregation of the committee s progress. Use the weekly bulletin to include a sentence or brief paragraph about the committee s work. On occasion have the chair of committee bring a verbal update at the worship services. Keep the congregation informed as to the progress of the committee without sharing names. (i.e., use a poster, What Progress Are We Making in the Search for a New Pastor? )
10 Part 2 Role of the Superintendent
11 The Superintendent s Relationship to the Pastoral Search Committee The superintendent will: Serve as an advisor, resource and consultant to the committee. Assist the committee in determining how it chooses to function. Provide names and profiles. These names come from several sources: 1. Your Conference Superintendent(s), who may receive names by running a match on CovConnect, the online database tool which matches open churches with pastors seeking a call. 2. Church recommendations/recommendations by other people and pastors. 3. Self-referral (Individuals who have asked that his/her name be submitted). Some names may not be available because they are not active in the Covenant Ministerium or because of other extenuating circumstances. The superintendent will not: Participate in the selection of potential candidates or the interviewing of candidates. The superintendent requests: That the Search Committee keep the superintendent s comments about potential candidates confidential. There needs to be a
12 relationship of openness and trust, both with the committee now and in any future relationship with the pastor. That the Search Committee keep the superintendent informed of its progress and its conversations with potential candidates. Let the superintendent know the individuals that are not being considered so that their names may then be released to other churches.
13 Agenda for the Superintendent s First Meeting with the Pastoral Search Committee 1. Get acquainted with committee members. 2. The committee will share information from the position profile it has prepared on CovConnect. 3. Determine pastoral expectations of committee members. 4. Review pastoral search process and committee guidelines. A. Confidentiality B. Outline the Search process: 1.) Prepare church/community information packet/position profile. 2.) Review and prioritize names. 3.) Make telephone contacts with potential candidates. 4.) Conduct telephone interviews. 5.) Invite potential candidates to meet with the committee and visit community. 6.) Identify and invite a candidate to visit with congregation. 7.) Present a recommended candidate to the congregation to vote.
14 Agenda for a Subsequent Meeting With The Superintendent and the Pastoral Search Committee 1. Review search committee budget and proposed salary, benefit, and professional expense package for pastor. 2. The superintendent will share names of potential candidates.
15 Part 3 The Seven Steps
16 Summary of Timeframe and Action Steps STEP ONE ORGANIZE AS A COMMITTEE Organize as a committee, choosing a chair, secretary, and a communications person. Decide how you will develop a prayer base for your ministry, i.e. a prayer team, personal prayer partners, etc. Note: when you involve others in the ministry of prayer, maintain strict confidentiality. Share information & requests for the process, do not disclose names. Determine how you will inform the congregation of your work. Determine how you will receive names from the congregation of persons that they would like the pastoral search committee to consider. Determine how you will involve in the congregation in sharing their opinions and preferences with the committee. (i.e. a survey to be distributed to the congregation.) Begin to work on the church profile and/or position profile that will be sent to potential pastoral candidates. Begin to collect information and materials about the church and community that can be sent as a packet to potential candidates. Establish a job description and criteria for pastor.
17 STEP TWO INFORMATION GATHERING PHASE Contact the superintendent to arrange a meeting to receive the names and profiles of potential candidates. Meet with the superintendent to receive names. Within one week of the meeting with the superintendent, meet as a committee to review names. Identify potential candidates to be contacted for interviews. STEP THREE CONTACT PHASE CONDUCT TELEPHONE & ON-SITE INTERVIEWS Schedule and conduct telephone interviews with several potential pastoral candidates. Determine whom you will invite for an on-site visit. Conduct on-site interviews. Decide how to proceed. If you have identified a candidate you wish to present to the congregation, proceed to step four. If you decide not to proceed with any of the potential candidates you have interviewed, contact the superintendent to request additional names and repeat steps 2 and 3.
18 STEP FOUR CANDIDATING PHASE PRESENT A CANDIDATE TO THE CHURCH Secure commitment from pastor to candidate. Clarify terms of call and salary package with candidate and church leaders. Inform congregation of recommended candidate and proposed terms of call. Schedule a weekend visit for pastor and family to candidate. STEP FIVE CALL PHASE CALL PACKAGE APPROVED BY CHURCH AND ACCEPTED BY PASTOR Schedule and announce a business meeting to coincide with the candidate s visit according to the provisions of your church s constitution. Recommend terms of call and salary package to church board or council for approval. Pastor accepts call. Start date is identified. Contact superintendent to schedule installation service.
19 STEP SIX COMMITMENT PHASE PREPARE FOR THE MOVE AND INSTALLATION OF THE PASTOR Installation service has been scheduled with superintendent. Make sure that the church board or council has appointed a committee to assist the pastor with the move. Make sure a welcoming committee is formed to prepare for a housewarming and reception for the pastor. If the pastor has a spouse and children, make sure that they are recognized and affirmed with gifts at the reception. STEP SEVEN MINISTRY PHASE BEGINNING MINISTRY TOGETHER Congregation establishes a Pastoral Relations Committee. A member of the Pastoral Search Committee serves on the committee for the first year of the new pastor s ministry to help clarify expectations and bridge the relationship. The Pastoral Relations Committee begins regular meetings with the pastor. Consider inviting the superintendent to attend a meeting with the Pastoral Relations Committee and the new pastor sometime within the first 4-6 months.
20 Part 4 Resources 1) Sample Senior Pastor Job Description 2) Suggestions for forming a Pastoral Search Committee if not in church constitution or bylaws 3) Church Position Profile (please find this on the web at covconnect.covchurch.org) 4) Letter of Call (please find this on the web at 5) Current Pastoral Compensation Report (please find this on the web at
21 SAMPLE SENIOR PASTOR POSITION DESCRIPTION The senior pastor is called to provide pastoral leadership and care to our congregation through preaching, teaching, administration of the sacraments, discipleship/spiritual guidance, participation in the government of our church, and visitation. The senior pastor will also provide leadership to the pastoral, ministry, and preschool staff, and will offer support and guidance to the Council, Commissions, and committees of our church. Ministry Responsibilities The senior pastor: will faithfully preach the Word of God through Spirit-filled, educational inspirational, and evangelistic sermons. The senior pastor will have primary responsibility for the planning and implementation of all worship services and experiences. will be a competent teacher of the Bible. The senior pastor must possess a firm foundation in the Word of God and be able to build a philosophy of ministry within our church based on Biblical principles. will ensure that prayer (both individual and corporate) is the foundation of our personal growth and ministry. will work to equip and motivate the congregation to spread the Good News to their families, their communities, and the world by word and deed. will seek to develop mentoring relationships as opportunities allow, and will be active in the development of other people s spiritual gifts. will administer the sacraments of Baptism and Communion. In keeping with the Evangelical Covenant Church policy, the senior pastor will faithfully administer both infant and adult baptism. To the extent practical, the senior pastor will also be available to members for officiating at weddings and funerals. will ensure that all persons in our congregation receive pastoral care and visitation as needed. will participate administratively in our church government, providing pastoral leadership while still respecting our congregational polity, and the elected authority of our Council. The senior pastor will be responsible for the day to day supervision and team-building of the pastoral, ministry, and preschool staff, providing direction, feedback, and spiritual nurture. The staff will report to the senior pastor, who will in turn delegate responsibilities as appropriate.
22 Senior Pastor Expectations The senior pastor: must demonstrate a personal commitment to Jesus Christ and must have a strong personal faith grounded in a life of prayer, a study of the scriptures, and a close community with other believers. will be ordained in the Evangelical Covenant Church, be a member of the Covenant Ministerium, and follow the Rules for the Ordered Ministry of the Evangelical Covenant Church. will have a broad understanding and sympathetic appreciation of the various faith traditions within Christianity and the various ways Christians worship, including an ability to participate enthusiastically in both traditional and contemporary worship forms. will be committed to outreach and ministry to our community and the world. The senior pastor will be open and sensitive to the Holy Spirit in discerning a vision for the outreach and ministry of our church. will demonstrate an exemplary Christian life, modeling the attitudes, feelings, values, enthusiasm, and dedication, which he/she seeks to develop in all persons within our congregation. will demonstrate spiritual and emotional maturity. The senior pastor must be sensible and emotionally balanced, possessing the qualities to which persons in our church and in the community respond with respect. will express, and will seek to cultivate in our congregation, a real love and sympathetic understanding for all people regardless of race, religion, ethnicity, gender, or socio-economic status. will have strong teaching, counseling, organizational, management, and communication skills. The senior pastor also should have interpersonal skills that relate to people of all ages plus a good sense of humor. will allocate sufficient time for personal spiritual health and growth. should have at least 10 years of pastoral experience, including experience supervising a staff. must be supportive of and committed to the ministries of the Evangelical Covenant Church and the Conference.
23 Suggestions for Forming a Pastoral Search Committee If a church s constitution and bylaws don t provide for the establishment of a pastoral search committee, the congregation could consider the following guidelines. Have the Pastoral Relations Committee or Executive Committee form the core of the Pastoral Search Committee. Most model constitutions for Covenant churches have a provision in the bylaws for a pastoral relations committee. In the event that the church doesn t have a functioning pastoral relations committee the congregation may consider having members of the executive committee serve as the core of the pastoral relations committee. The following paragraphs are from the Bylaws for the Model Constitution for Local Covenant Churches Council Form, Article V, Sections 1 and 3. Section 1. Executive Committee The executive committee, consisting of the church chair, the secretary, and the treasurer, together with the senior pastor of the church, shall strive to promote effective working relations and communication in the church. The committee shall have no legislative power, but shall function in an advisory capacity to the council, unless specific responsibilities shall have been assigned to it by the council or the church. Section 3. Pastoral relations committee The pastoral relations committee shall consist of the members of the executive committee and shall meet at least semiannually in keeping with the program and purpose of the Covenant Commission on Pastoral Relations as adopted by the Annual Meeting. Consider forming a Pastoral Search Committee as a special committee. If your church s bylaws have no provision for establishing a pastoral search committee, the church may consider forming a special committee for that purpose. For example, the Bylaws for the Model Constitution for Local Covenant Churches Council Form, Article V, Section 4 states: Section 4. Special committees and task forces
24 Special committees or task forces for specific purposes may be appointed by any duly constituted business meeting of the congregation or by the council according to need, but shall be automatically terminated at the next annual meeting unless specifically extended by said annual meeting. Have the congregation adopt a resolution outlining the procedure for forming the pastoral search committee. A possible motion for adoption by the congregation could be: It is moved that, The Pastoral Search Committee consist of the Church Chair, the administrative chairs of Christian Education, Diaconate, and Worship committees. Additionally, at least three people shall be elected by the congregation to serve on the Pastoral Search Committee. Establish a process for forming a nominating committee for members of the pastoral search committee. A possible motion for adoption by the congregation could be: It is moved that, The Church Council will serve as the Nominating Committee for the Search Committee. After carefully and prayerfully reviewing all names submitted to them, the council will prepare a ballot with at least three names to be submitted to the congregation for approval. Establish a process for receiving nominations from the congregation to serve on the Pastoral Search Committee. A possible announcement to be mailed to members and included in a bulletin or newsletter could be: Our congregation has decided that the Church Council will serve as the Nominating Committee for the Search Committee. They are looking for active, committed members of Covenant Church who are respected in the congregation. They will also be seeking to establish a
25 committee that is comprised of a broad cross-section of the congregation so that there is balanced representation. If you are interested in being considered to serve on the Pastoral Search Committee or would like to recommend someone to serve on that committee, please speak with a member of the Church Council. After carefully and prayerfully reviewing all names submitted to them, the council will prepare a ballot with at least three names to be submitted to the congregation for approval. Elect Additional Members of the Pastoral Search Committee When the council has prepared a ballot for additional members of the search committee, the ballot should be presented to the congregation for approval. The council should present 3 or more names to be elected to the Pastoral Search Committee, (in addition to the Executive Committee members) so that the committee has between five and nine people. The Bylaws for the Model Constitution for Local Covenant Churches Council Form, Article II, Section 4, states: Section 4. Call The pastor(s) shall be called at a regular or special congregational business meeting, the purpose of which shall be announced two weeks in advance. The pastor(s) shall be nominated by a pastoral search committee. This committee shall be elected by a congregational business meeting. It shall be representative of the congregation and have five (5) to nine (9) members and shall work closely with the regional conference superintendent. The pastor(s) shall be called by ballot with a two-thirds vote required for a call. The call shall be for an indefinite period of time with a minimum of six weeks notice required by the church or the pastor(s) for termination of pastoral duties. Additional names could be offered from the floor of the congregational business meeting according to the provisions of the church s bylaws or Robert s Rules of Order. The number of persons to be voted on must be established in advance of the election. In other words, if ultimately three people are to be elected and two additional names were nominated from the floor, then five names would be voted on with the three persons receiving the most votes elected to serve on the pastoral search committee. In the event of a tie, there would be a run-off for the remaining position.
Lay Supervision Team A Guide The United Church of Canada L Église Unie du Canada SME 222/2010 Copyright 2007, 2010 The United Church of Canada L Église Unie du Canada The content of this resource is licensed
Annual Performance Evaluation Rector Employee Name: Seth Dietrich Position Title: Rector Supervisor Name: Supervisor Title: Bishop of Milwaukee; Wardens of Christ Church Date of Review: Period of Review:
PASTORAL ASSOCIATE Position Description and Competencies Archdiocese of Milwaukee Human Resources Department 3501 S. Lake Dr. - PO Box 070912 Milwaukee, WI 53207-0912 414-769-3329 or 1-800-769-9373, ext.
PAID INTERNSHIP DESCRIPTION YOUTH MINISTRY INTERN PURPOSE For the intern, this is an opportunity to gain practical ministry experience, to work in an atmosphere of personal and professional guidance and
Leadership Development Resources by Steve Smith In this article are numerous Leadership Development Resources that we did not have space to put in the T4T book. The first section is a summary of Middle
Ministry Assessment Instrument Pastoral Assessment Church Ministry Assessment Leadership Assessment MINISTRY ASSESSMENT INSTRUMENT Suggested guidelines for use l. Prayerfully appoint a pulpit/personnel
A HANDBOOK FOR HIRING A PARISH CATECHETICAL LEADER Office for Catechesis and Youth Ministry Archdiocese of Chicago 1025 W. Fry Street Chicago, IL 60622 (312) 243-3700 FAX: (312) 243-3801 - 1 - Effective
Page 1 of 9 THEOLOGICAL EDUCATION FOR THE ANGLICAN COMMUNION PRIESTS AND TRANSITIONAL DEACONS TARGET GROUP At selection evidence should be shown that At ordination evidence should be shown that After ordination
Holding fast the faithful word as he has been taught, that he may be able, by sound doctrine, both to exhort and convict those who contradict. Titus: 1-9 (NKJV). Christian Fellowship of Love Baptist Church
Learning Objectives for Advanced Lay Servant Courses Accountable Discipleship (pre-requisite for Class Leaders course) By the end of this course, learners will have: Learned about Wesleyan spirituality
PASTORAL ASSOCIATE GUIDELINES Office of Lay Ecclesial Ministries 66 Brooks Drive, Braintree, MA 02184 (617) 779-3690 I. Pastoral Associates A. Title Guidelines for Pastoral Associates The title Pastoral
Treasurer Job Description The Treasurer position primarily is responsible to disburse all funds received into the church treasury in a responsible and organized manner with funds identified and bills paid
Finance Ministry Team The Committee on Finance shall have special responsibility with the guidance of the pastor(s) to make recommendations to the treasurer as to which outstanding bills will be paid and
Resurrection Lutheran Church Portland, Oregon Purpose of Position: To effectively carry out the mission of this congregation, the position of is an essential member of the leadership team of RLC. The is
The Fellowship of Local Pastors and Associate Members The United Methodist Church The South Georgia Area Dear Colleagues, I count it a privilege to introduce this handbook to you for 2012-2016. This handbook
3 rd Degree Student Leader Application Dear Student, You have a unique opportunity to play a key role in the success of our ministry! As a member of the Student Leadership Team you will help cast vision
Planning Adult Christian Formation Programs Key Content areas for Faith-Building Adult Christian Education 1. Biblical knowledge and understanding a. Bible Study b. Application to daily life 2. Moral decision
NEW PHILADELPHIA MORAVIAN CHURCH - Director of Christian Education The Director of Christian Education (DCE) provides vision and leadership to overall program development, coordination, implementation,
Director of Children and Youth Ministry Job Description St. John's Episcopal Church, Carlisle PA POSITION: Director of Children and Youth Ministry (FULL TIME) Position Purpose: To direct and lead youth
AMENDED BYLAWS OF FIRST PRESBYTERIAN CHURCH COUNSELING CENTER, INC. ARTICLE I NAME The name of the Corporation shall be First Presbyterian Church Counseling Center, Inc. (hereinafter the Counseling Center
Commissioning of Accredited Lay Preachers A commissioning service is conducted by a District/Area Council after accreditation by the Ministries Committee on behalf of the General Assembly. The commissioning
New Song Church, an Evangelical Free Church in Bolingbrook, IL, is looking for a full time Assistant Pastor. This position is being created to fill two of three part-time vacancies currently at New Song.
Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Reports to: Senior Pastor Supervises: Operation Staff and Volunteer Team Leads Part of: Executive Team Revised:
UKRAINIAN CATHOLIC YOUTH OF CANADA (UCYC) CONSTITUTION AND YOUTH MINISTRY GUIDELINES Section A. Vision NAME The name of the organization will be Ukrainian Catholic Youth of Canada. (U.C.Y.C.) EMBLEM The
From Readiness to Effectiveness The Residency Program for Provisional, Commissioned Members of The United Methodist Church 2013 2016 Mentoring Continuing Theological Education Covenant Groups Supervision
GUIDE TO THE AMIA BOARD OF DIRECTORS This guide provides information for AMIA Members about the AMIA Board of Directors. It is hoped that AMIA members considering running for a position on the Board will
Standards & Guidelines for professionals March 2011 ELCA Youth Ministry Network 866.ELCANET www.elcaymnet.org INTRODUCTION Recent years have seen an increase in the level of professionalism of those who
Youth Sunday School Organization Guide Finding your place of service An Open Group Youth Sunday School Class is Foundational the fundamental beginning place for involving youth in doing the work of the
Youth Ministry Adult Staff Application Youth Ministry Purpose Statement: Our purpose is to share the TRUTH by building RELATIONSHIPS and using our GIFTS to SERVE God. Through God s grace we will continue
YOUTH MINISTRY Methodology and Skills Course Information Roman Catholic Diocese of Dallas How to Offer Youth Ministry Methodology & Skills Courses: For more information concerning Youth Ministry Methodology
"the love of Christ compels us.." which comes from 2 Cor 5:14. POSITION DESCRIPTION Leadership and Management Development Manager CORPS/CENTRE/DEPT: Human Resources DIVISION: TSAACP REPORTS TO: Executive
CHURCH SUMMARY Expedition is a 7 year old, non-denominational church of approximately 500 people in Payson, Arizona. Expedition currently has a full-time lead pastor, associate pastor, youth pastor and
MARYLAND SOCIETY OF PROFESSIONAL ENGINEERS BYLAWS PREAMBLE (MISSION STATEMENT) Recognizing that service to the public, to the state and to the profession is a fundamental obligation of the professional
Summer Internship Program 2015 Application Process: 1. Read & Submit this application and résumé to our Welcome Center / FH Offices or email to Brian@thefreedomhouse.org. Application Deadline is Sunday
ONLINE MINISTRY FORMATION PROGRAM Course 1 Ministry: Call and Response This course will help participants explore the call to ministry, the gifts of the minister, and the need for a balanced life required
Pacific Southwest District School Ministries Early Childhood Cabinet Guiding Principles for Early Childhood Ministry 1 Table of Contents Mission and Ministry Statement 3 Mission/Vision Statements 4 Early
EQUIPPING HEARTS AND MINDS OF STUDENTS TO IMPACT THE WORLD FOR CHRIST. Article I Name North Hills Christian School Athletic Booster Club Bylaws and Procedures The name of this organization shall be The
Cover Letters for Ministerial Résumés Ministry Referral Office The Southern Baptist Theological Seminary Louisville, Kentucky A cover letter is a brief business letter written to accompany your résumé.
Rochester Covenant Church Deeper in Christ, Further in Mission Job Description / Performance Appraisal Job Title: Job Description Last Reviewed: Job Description Director of Student Ministries (.25 FTE)
MISSIONS POLICY HANDBOOK Revision September 8, 2009 Approved by BMA of MO Association on Oct. 23, 2009 MISSIONS POLICY HANDBOOK This handbook is intended to outline the current policies governing mission
Director of Connect and Grow Ministries Effective: April 2015 Reports to: Senior Pastor, P/SPRC and Benchmark Committee Direct Supervisor Senior Pastor Directly Supervises: Church Members in Ministry Relates
West Isle Presbyterian Church Strategic Planning Team s report Background The Strategic Planning Team has now been working for 5 months, mostly assessing where we are as a church and articulating the results
The Southern Baptist Theological Seminary APPLIED MINISTRY HANDBOOK Revised November 2013 But be doers of the word, and not hearers only, deceiving yourselves. James 1:22 Matt Haste Applied Ministry Center
Articles of Incorporation Of LOVE HOUSE MINISTRIES, INC. (A South Carolina Nonprofit Corporation) The undersigned, acting as Incorporator of a corporation, adopts the following Articles of Incorporation
Components of an Evangelistically Effective Congregation By Bishop Scott J. Jones Kansas Area, United Methodist Church The Christian Church is a missionary organization. God s mission led to the formation
Youth Ministry Assessment Calvary, Richmond September 22-25, 2013 Culture and Scope Calvary is a loving and family-like community of 287 members. The Average Sunday Attendance (ASA) is 174 and there are
MINISTRY INTERN PROGRAM Northstar Church Blacksburg, VA I. PURPOSE The purpose for the Intern Program is two-fold. Individuals are afforded an opportunity to work alongside the staff in the coordination
Dear Church Member: Thank you for taking the time to fill out the Congregational Surveys. Your input is important to us as we seek out God s man for the Minister of Music and Minister to Students positions.
Sample PPC Foundation Documents Many diocesan models are powerful embodiments of the vision of the Second Vatican Council. They can be found on diocesan websites throughout the country. One example can
FORMATION CRITERIA for ORDAINED MINISTRY: IME Phase 2 Structure of the formation criteria The Formation Criteria are organised under seven headings: A. Christian faith, tradition and life B. Mission, evangelism
SUPPLEMENT XII CONGREGATIONAL SELF ANALYSIS The following are sample questions that may be used in a congregational self-analysis. They may be used to survey the entire congregation. Please be aware also
2013 Elk River United Methodist Church Ministry Council Handbook Strengthening God's Family Through Christ June 2013 Contents Contents...1 Ministry Council...2 Ministry Council Leadership...3 Communications...3
First Presbyterian Church Wichita Falls, Texas Director of Youth Ministries Job Description For learning about wisdom and instruction, for understanding words of insight, for gaining instruction in wise
Admission to the Order of Ministry October 2013 The United Church of Canada L Église Unie du Canada Admission to the Order of Ministry (October 2013) Copyright 2013 The United Church of Canada L Église
Uniting Aboriginal & Islander Christian Congress Yalga-binbi Institute for Community Development National Provider No. 31116 National Leadership Training Program Certificate III in Christian Ministry and
Table of Contents SHARING YOUR TIME, TALENT, AND TREASURE 4 MINISTRY RESOURCES 4 SUNDAY SERVICES 5 CREATIVE ARTS 6 INFANTS/TODDLERS 7 PRESCHOOL 7 CHILDRENʼS CHURCH 7 YOUTH 8 YOUNG ADULTS 8 PRAYER MINISTRY
Regina Catholic Schools Recruiting for the New Millennium Teacher Application Quality Catholic Education Our Teachers strive to exemplify the message and vision of Jesus Christ and promote Gospel values
Six Step Program for Building Stronger Financial Stewardship in the Local Church 1. Pastor and key lay persons practice significant percentage giving to the budget of the local church. 2. Begin a year-round,
Position Description Keeper of the Circle of the Sandy Saulteaux Spiritual Centre Position Title: Keeper of the Circle of the Sandy Saulteaux Spiritual Centre of the United Church of Canada. Purpose: The
Addendum II: Congregational Meeting, Sunday June 1, 2014 Congregational Church of West Medford, UCC Church Council Recommendation to the Congregation A Vision for a New Model of Ministry The Bold Decision
WORKSHOP FOR EVANGELISM STUDY GUIDE INTRODUCTION There was a time when most churches would have an evangelistic campaign or mission outreach with an Evangelist on a regular basis. Sadly this has declined,
Sunday School Leaders Job Descriptions Written by LifeWay.com Staff Pastor and Other Ministers Basic Role The pastor is the primary leader for a church s Sunday School strategy. The pastor and other ministers
` GUIDELINES FOR CATHOLIC HIGH SCHOOL RELIGION TEACHER CERTIFICATION Archdiocese of Cincinnati Office of Evangelization & Catechesis 2016 TABLE OF CONTENTS I. THE RELIGION TEACHER PAGE A. Personal Qualifications...
United Church of Christ SEARCH AND CALL A Pilgrimage through Transitions and New Beginnings ii Contents INTRODUCTION... ix SECTION ONE A PASTORAL VACANCY Guidelines for the Departing Pastor and the Governing
Confirmation Preparation A GUIDEBOOK FOR CONFIRMATION CANDIDATES AND PARENTS St. Bartholomew, St. Joseph, and St. Stephen Catholic Churches...that their hearts may be encouraged as they are brought together
Certified Lay Minister Manual Great Plains United Methodists Small Membership Church Ministries Rev. Micki McCorkle, Coordinator December 2, 2013 Certified Lay Minister Manual Contents Program Overview...
Associational VBS Ministry Actions Timeline Terms to Know VBS Vacation Bible School MVBS Mission Vacation Bible School BBC Backyard Bible Club A-VBS Associational Vacation Bible School S-VBS State Vacation
WAYLAND BAPTIST UNIVERSITY CERTIFICATE OF CHRISTIAN MINISTRY BULLETIN Wayland Baptist University San Antonio Certificate of Christian Ministry 11550 IH-35 North San Antonio, TX 78233 (210) 826-7595 September,
EMBRACING THE COMMUNITY WITH GOD S L0VE A MINISTRY PLAN 2013-2017 FIRST UNITED METHODIST CHURCH HANOVER, PENNSYLVANIA 200 Frederick Street 200 Middle Street 1 Introductory: A Ministry Plan Is Born First
This application is to be completed by all Interns at Long Hollow each year. This will help our church family provide a safe and secure environment for all preschool, children, and youth who participate
PARISH YOUTH MINISTRY EVALUATION TOOL The greater the availability of religiously grounded relationships, activities, programs, opportunities, and challenges for teenagers, the more likely teenagers are
POLICY SECTION: SUB-SECTION: POLICY NAME: POLICY NO: Board of Trustees Director Performance Appraisal: Director of Education H.C.06 Date Approved: September 26, 2013 Date of Next Review: September 2015
Constitution and Bylaws of the Metropolitan Boston Association Preamble This Constitution and Bylaws, consistent with the Constitution of the United Church of Christ (UCC) and the Bylaws of the Massachusetts
Diaconal Ministry at Luther Seminary Diaconal ministers are consecrated to ministry of Word and Service, at the intersection of church and world. Diaconal ministers work to seek wholeness in the world,
COUNSELOR, TEACHER, AND GUIDE A STUDY OF THE HOLY SPIRIT by William Farrand AN INDEPENDENT-STUDY TEXTBOOK Developed in Cooperation with the Global University Staff Instructional Development Specialist:
CONSTITUTION WELS / ELS CHRISTIAN THERAPIST NETWORK I. NAME The name of this organization shall be the WELS / ELS Christian Therapist Network II. PURPOSE The purpose of the WELS / ELS Christian Therapist
Christ Church Fulwood Ministry Support Manager Job Description Who We Are We are a church family of about 1,000 people who meet in the south-west of Sheffield. We are a classical evangelical church and
BYLAWS OF THE TEXAS STORM TRACK CLUB Article I: Name The name of this organization herein referred to as Texas Storm Track Club, and its terms of existence as a Youth Track And Field Club are set forth
Philosophy of Youth Ministry Matt Olson, Assistant/Youth Pastor Grace Baptist Church 900 W Northern Ave Taylorville, IL 62568 217-824-3405 youthofgrace.org email@example.com Page 2 of 6 I. Table
6211 West Willow Highway Lansing, MI 48917 517-321-0242 Listings will be posted for 6 months. Churches desiring a listing or extension should contact firstname.lastname@example.org email@example.com or call 517-321-0242
A P P L I C A T I O N F O R A D M I S S I O N This application can be used for s Doctor of Ministry Program: Concentrations: Building Beloved Community Parish Revitalization Pastoral & Spiritual Care Special
Lay Ministry Sunday: In Your Parish and Diocese Promotional Packet Courtesy of the Advocacy Committee for National Association of Lay Ministry Mission Statement The National Association for Lay Ministry
Rules of Business Practice for the 2015-2020 USP Board of Trustees August 3, 2015 1. GENERAL 1.01 Governance These Rules of Business Practice ( Rules ) are adopted in accordance with Article V, Section
School Of Ministry 2016 Student Packet Expanding Kingdom Life LifePoint Ministries issues the following clergy credentials: 1. Local Church Minister s Certificate 2. Minister s License, Minister of Discipleship
Information for Applicants Director Performing Arts Centre of Excellence 2016 Introduction Thank you for your interest in the position of Director Performing Arts Centre of Excellence at St John s Anglican