PASTORAL & CHURCH TRANSITION IN METROPOLITAN COMMUNITY CHURCHES.

PASTORAL & CHURCH TRANSITION

IN METROPOLITAN COMMUNITY CHURCHES

Pastoral & Church Transition

SOME LESSONS LEARNED IN 40 YEARS Lay leaders and members love their church. Everyone wants the best for the church. Each person knows what is best. Conflict increases during a pastoral vacancy. Attendance drops during a pastoral vacancy. Offerings go down during a pastoral vacancy. Lay people who “share the pastor’s duties” during

the pastoral vacancy usually leave the church within a year after the new Pastor is elected.

New Pastor often must leave within 2-4 years after having been elected.


CHURCHES DID NOT CALL FORTH WHAT THEY NEEDED IN THE “RIGHT” PASTOR Church moved too quickly to calling a

Pastor due to fear Church did not understand its past or

current realitiesChurch was not unified in its direction for

the futureChurch did not know what pastoral skills

would be most appropriate to lead the church into the future


PASTORS DID NOT FIND WHAT THEY WERE LOOKING FOR IN A CHURCH A church that is unified in its vision and clear about

its purpose A church that is growing or has the desire to grow A church that is spiritually mature whose members

are growing in spiritual depth A church that focuses more on its mission than on

its “drama” A church whose members demonstrate a

willingness to work cooperatively with one another over time to achieve all that God would have the church to do!

A living wage


The Tasks of Transition Maintain forward movement in the church’s ministry Manage the human dynamics Come to terms with our history and understanding

of our current realities Build a clear sense of identity and purpose that is

widely shared and owned. Build commitment for new directions in ministry.


1. MAINTAIN FORWARD MOVEMENTContinue offering quality worshipContinue providing care for one anotherContinue providing care for othersContinue tearing down walls of exclusion

and injustice while building up hope for reconciliation and peace


2. MANAGE THE HUMAN DYNAMICS

OF TRANSITIONThe Dynamic of GriefThe Dynamic of FearThe Dynamic of ControlThe Dynamic of Hope


3. COME TO TERMS WITH OUR HISTORY AND UNDERSTANDING OUR CURRENT REALITIESFacilitate a process of conflict

identification, mediation, and management related to the relationships with the previous Pastors.


Conduct an organizational analysis and needs assessment to determine the internal and external factors that could contribute to the successful future of the church.

Surveys / Interviews of congregantsReview church documents, processes

and systems, risk management auditFinancial health assessmentDemographic analysisAssessment of forces and trends that

impact the success of the church’s ministry


4. LEAD THE CONGREGATION THROUGH A SERIES OF EVENTS TO HELP BUILD A CLEAR SENSE OF IDENTITY AND PURPOSE THAT IS WIDELY SHARED AND OWNED.

Dialogue and consideration of the purpose of THIS church.

Explore and experience various dimensions of congregational identity and purpose.


5. BUILD COMMITMENT FOR NEW DIRECTIONS IN MINISTRY

Select the Pastoral Search CommitteeAgree on the Pastoral Search ProcessConduct congregational surveys and forumsRecruit the candidateAnnounce the candidateCandidate visits the city and churchCongregation votes on the candidate


The Tasks of Transition Maintain forward movement in the church’s ministry Manage the human dynamics Come to terms with our history and understanding

of our current realities Lead the congregation through a series of events to

help build a clear sense of identity and purpose that is widely shared and owned.

Build commitment for new directions in ministry.


TIMELINE: 12-18 months (on average)4-6 months – Coming to terms with our

history and understanding our current realities

4-6 months – Creating a clear sense of identity and purpose that is widely shared and owned.

6 months – Building commitments for new directions in ministry (Pastoral Search process)

Transition Partners

Local Church

MCCInterim Pastor


The Intentional Interim PastorLong-term: 12-24 months Is an interventionist, not merely the worship

leaderFacilitates the transition process Is highly experienced with particular skills Is appointed by the Office of Church Life

and Health, in consultation with the local Board


The Pastor is a duly ordained clergy person who has been licensed to practice. Though there are a variety of pastoral roles, in a local congregation the Pastor is elected to be responsible for the duties of teacher, preacher, and spiritual leader … All UFMCC churches are led by Pastors or Interim Pastoral Leaders. (MCC Bylaw V.B.4)

Transition: Roles and Responsibilities

The Board of Directors assures continuity of leadership, administrative policy, and legal and fiscal viability Continues all of its routine fiduciary functions. Works with the Office of Church Life and Health to

assure sufficient interim pastoral leadership, including a clear job description and contract

Assures the continuing financial vitality of the church

Addresses the additional financial needs of transition


The Church Staff (compensated and volunteer) assures the continuity of congregational life and ministries, including administration of the church.. Continues in their respective individual ministry

roles and responsibilities under the supervision of the Interim Pastor.

Provides spiritual leadership as examples of faithfulness to the mission, vision, and core values of the church.

Facilitates intercessory prayer for the members of the Pastoral Search Committee, prospective candidates, and others with roles and responsibilities throughout the transition process.


The Office of Church Life and Health provides guidance, support, and direction in the overall process of transition. Appoints the Interim Pastor, in consultation with the

Board. Consults with and coaches the Board, Pastoral

Search Committee, and Interim Pastor throughout the transition process.

Consults with the Pastoral Search Committee regarding prospective candidates for Pastor.


The Pastoral Search Committee presents a qualified candidate to the congregation for election as Pastor at a Congregational Meeting. Determines how it will approach the task Creates and adopts a process and timeline to

complete its work Develops guiding policies, in writing, for how the

committee will work together Develops and implements a plan for engaging the

congregation in the process and communicating with the congregation

Consults with OCLH staff throughout the process

Composition of the Pastoral Search Committee

7 Members of the Pastoral Search Committee

3 Members of the Board 4 Members elected by a Congregational

Meeting

Pastoral Search Process Guidelines

1. All discussion and deliberation occurs when the PSC is meeting together either face-to-face or electronically (telephone conference call or Internet conference).


2. Members of the PSC do not discuss PSC matters between themselves or in small groups of members of the Pastoral Search Committee.


3. Members of the PSC do not discuss PSC matters through e-mail.


4. Members of the Board of Directors do not discuss matters related to the PSC when the Board is meeting either in open or executive sessions.


5. The entire PSC selects the Chair of the PSC.


6. The Chair will guide the process, serve as the representative of and spokesperson for the Pastoral Search Committee, and assure transparency of process while maintaining appropriate confidentiality of content.


TRANSPARENCY OF PROCESS means that the congregation has a right to know what the process is, how to participate in the process, and what progress is being made in the process.


CONFIDENTIALITY OF CONTENT means that the congregation may not know who has applied for the position, the number of applications that have been received, the opinion held by the PSC or any PSC member regarding any applicant, or any other information regarding any of the applicants.


7. The Chair should be the one to initiate and receive communication from the congregation regarding matters of the PSC and its process.


8. The Chair should be the one to initiate and receive communication with prospective candidates for the office of Pastor.


9. The Chair should be the primary contact between the OCLH staff and the PSC.


10.All deliberations of the PSC are strictly confidential. Members of the PSC should not disclose the discussions, deliberations, or processes of the PSC with anyone outside the committee, except the OCLH staff and any others as jointly determined by the OCLH staff and Chair.


11.The members of the PSC will hold one another accountable for such confidentiality and will remove from the PSC any member who breaches this confidentiality.


12. The PSC will develop a budget for its work and submit the budget to the Board of Directors for approval.

Postage and printing Conference calls for interviews Long-distance calls Background checks Candidating Week (transportation,

housing, food, etc. for the Candidate and his/her partner)

Pastoral Transition

Might your church want to choose to have an Interim Pastor?

An intentional interim pastorate?

** YES ** Office of Church Life and

Health would begin recruitment right away.

Interim candidate would visit for a weekend.

Board would advise the OCLH staff if the candidate is acceptable to the church.

Interim Pastor would guide the transition process and provide leadership for the church.

** NO ** Volunteers would take on

additional responsibilities for up to two years.

The PSC would immediately begin its work, based only upon results from congregational surveys.

Congregational Meeting elects a candidate.

Repeat the process in a very few years.

PASTORAL & CHURCH TRANSITION IN METROPOLITAN COMMUNITY CHURCHES.

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