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.
Showing posts with label Process. Show all posts
Showing posts with label Process. Show all posts
Monday, June 6, 2011
Monday, March 7, 2011
Search Team Notes: The First Meeting
On February 28, 2011, the congregation and the search team met with Ken Carlson, conference superintendent. Ken explained the process of selecting a lead pastor.
First, selection of a pastor is a Marathon, not a sprint. The entire process is likely to take 12 to 18 months from start to finish.
Second, an interim pastor will be brought in to aid us in our transition. This allows us time to grieve our Pastor's leaving, and learn who we are as a congregation. We will be reminded that it is us, the congregation, who is the church, not the pastor. The Interim Pastor will also help us celebrate the results of our search process.
At the start of the process, the search team will need input and help in preparing and completing the tasks necessary for the search. We will be asking the congregation to help us out with a variety of things (like videos, an overview of the area, and a survey).
The flip side to this input is that at some point, the search committee will need to hold some information confidential during the process. We promise to provide as much information as we can on the process, but there will be times we will not have much to share.
If members of the congregation have names of potential candidates, the search committee will be glad to accept them, with the caveat that the process at that point will be between the potential candidate and the search team, not the congregational member.
After the congregational meeting, Ken met with the search team and provided specific information on how the process works. The team agreed to meet in one week to elect a chair, a secretary and a communication coordinator.
First, selection of a pastor is a Marathon, not a sprint. The entire process is likely to take 12 to 18 months from start to finish.
Second, an interim pastor will be brought in to aid us in our transition. This allows us time to grieve our Pastor's leaving, and learn who we are as a congregation. We will be reminded that it is us, the congregation, who is the church, not the pastor. The Interim Pastor will also help us celebrate the results of our search process.
At the start of the process, the search team will need input and help in preparing and completing the tasks necessary for the search. We will be asking the congregation to help us out with a variety of things (like videos, an overview of the area, and a survey).
The flip side to this input is that at some point, the search committee will need to hold some information confidential during the process. We promise to provide as much information as we can on the process, but there will be times we will not have much to share.
If members of the congregation have names of potential candidates, the search committee will be glad to accept them, with the caveat that the process at that point will be between the potential candidate and the search team, not the congregational member.
After the congregational meeting, Ken met with the search team and provided specific information on how the process works. The team agreed to meet in one week to elect a chair, a secretary and a communication coordinator.
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