Individual Surveys on Pastor Qualities will be handed out starting June 26th, and continue through the next two Sundays. The purpose of the surveys is to provided the search team with further information about the congregation's preferences and desires.
The survey is brief, consisting of one page, front & back, and should take less than five minutes to complete.
The search team is also putting together information on the community and the church and its programs. We also will be working on candidate letters and the travel budget for candidates.
Our target is to be ready to consider candidates' resumes and Cov Connect profiles by late summer or early fall.
We still covet your continued prayer support.
Tuesday, June 14, 2011
Monday, June 6, 2011
Moving Forward toward Candidate Names
We are starting to make progress toward actual candidate names at this point in the search. First, however, the search team has a few projects to complete.
The search team wants to have each individual in the congregation complete a survey about the future pastor. What strengths in ministry does this person have? How old? What kind of programs would be implemented? Our hope is that this survey will be completed within the next month or so.
We also need to work on gathering information about Mason City itself to provide to prospective candidates. This also means the church needs to finish updating its website (where potential candidates and their families will investigate us!) and our video overview of the church needs to be made.
One important note before an overview of the process from here is given: the search team can "start over" from any of these points if there is not a desired candidate. In other words, if the search team doesn't click with the first few names given, even after interviews, the process will continue with another round of names.
After these tasks are completed, the search team will receive the names of potential candidates from the Superintendent. Right now, we are striving to have this step occur in mid-July. Once we have the names, a letter will be sent to our top candidates, with the invitation to complete an introductory phone interview with the search team.
After the initial phone interview (or two) (or three) with each candidate, on-site interviews would be set up with between two to three candidates. The purpose of these interviews are for the search team to meet the candidate (and spouse) in person, and for the candidate and spouse to see our church. The congregation is not involved in this portion of the process.
After the on-site interviews, if the search team determines one of the candidates should be called, a candidate weekend would be scheduled. During this weekend, the congregation would have a chance to meet the candidate and family, hear a sermon, and determine if calling the individual to be our new lead pastor is appropriate.
Prayer Requests:
1. The search team would have discernment to find the pastor God would have us call.
2. The pastor God has called would be discerning of God's call.
3. The portions of the process that require Leadership Team input and congregational input would proceed smoothly.
4. The congregation would continue to be open to and involved in the process.
The search team wants to have each individual in the congregation complete a survey about the future pastor. What strengths in ministry does this person have? How old? What kind of programs would be implemented? Our hope is that this survey will be completed within the next month or so.
We also need to work on gathering information about Mason City itself to provide to prospective candidates. This also means the church needs to finish updating its website (where potential candidates and their families will investigate us!) and our video overview of the church needs to be made.
One important note before an overview of the process from here is given: the search team can "start over" from any of these points if there is not a desired candidate. In other words, if the search team doesn't click with the first few names given, even after interviews, the process will continue with another round of names.
After these tasks are completed, the search team will receive the names of potential candidates from the Superintendent. Right now, we are striving to have this step occur in mid-July. Once we have the names, a letter will be sent to our top candidates, with the invitation to complete an introductory phone interview with the search team.
After the initial phone interview (or two) (or three) with each candidate, on-site interviews would be set up with between two to three candidates. The purpose of these interviews are for the search team to meet the candidate (and spouse) in person, and for the candidate and spouse to see our church. The congregation is not involved in this portion of the process.
After the on-site interviews, if the search team determines one of the candidates should be called, a candidate weekend would be scheduled. During this weekend, the congregation would have a chance to meet the candidate and family, hear a sermon, and determine if calling the individual to be our new lead pastor is appropriate.
Prayer Requests:
1. The search team would have discernment to find the pastor God would have us call.
2. The pastor God has called would be discerning of God's call.
3. The portions of the process that require Leadership Team input and congregational input would proceed smoothly.
4. The congregation would continue to be open to and involved in the process.
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