I know what I’m doing.  I have it all planned out – plans to take care of you, not abandon you, plans to give you the future you hope for.   Jeremiah 29:11 (The Message)

 “A pastoral transition is a time to experience the joyous hope of future growth that can be found amidst the sorrow of the present parting.”   Edward White in Saying Goodbye

June 3, 2007

On May 2, 2007, Session called an Interim Search Committee (the Committee) consisting of Chair, Owen Irish, and members John Barnhart, Richard Early, Alison Simmons, and Kim Woodall.  Session tasked the Committee to seek an Interim Pastor/Head of Staff (the Interim) and negotiate an Interim Contract with the same, subject to approval by Session and the Presbytery’s Committee on Ministry (COM).

 Since that time, the Committee has:

1.                   Prayed faithfully to seek to discern God’s will for the Interim search process and outcome.

2.                   Communicated on a regular basis to the Session and congregation as to the current status of the Interim search process.

3.                   Completed, received Session approval, and entered on the PCUSA website the non-narrative portion of the Church Information Form (CIF), including a position description for the Interim, recommended terms of call, and required/desired characteristics and qualifications needed in a person who would fill this position.

4.                   Sought referrals of qualified and potentially available candidates for the Interim position from Dr. Mike Cole, COM, Dr. Hurst, Rev. Thorney, and others.

5.                   Received and reviewed Personal Information Forms (PIF) for referred candidates.

6.                   Scheduled and completed phone interviews with three highly qualified Interim candidates.

7.                   Scheduled and completed in-person interviews with two highly qualified Interim candidates.

8.                   Contacted and interviewed references for two highly qualified Interim candidates.

9.                   Communicated CIF information, and scheduled second in-person interviews for the week of June 4, 2007, with two highly qualified Interim candidates.

10.               Scheduled initial in-person interview for the week of June 4, 2007, with the third highly qualified Interim candidate.

11.               Obtained and forwarded to Worship Committee information with regard to pulpit supply options within the Presbytery to preach during the weeks or months that will elapse between the departure of Rev. Thorney and Dr. Hurst and the arrival of the Interim.

12.               Continued to seek network contacts, calling and seeking referrals of prospective Interim candidates, both within and outside of the Presbytery.  

 In Christ,

 Owen Irish, Chair

John Barnhart

Richard Early

Alison Simmons

Kim Woodall

June 3, 2007

PASTORAL TRANSITION ROADMAP

1.            Termination (the pastors leave)

A.        Dr. Hurst and Rev. Thorney announce their official departure dates – complete

 2.            Direction finding (the congregation chooses its path)

A.        Session calls Transition Task Group to plan for pastoral transition including revised job responsibilities for interim position(s) – complete

B.         Session calls an Interim Search Committee (the “Committee”) – complete

C.        Committee completes non-narrative portion of Church Information Form (CIF) and terms of call for interim position(s) – complete

D.        Session approves non-narrative portion of CIF and terms of call for interim position(s) – complete

E.         Committee requests referrals of interim candidates from Dr. Cole, Rev. Keaton, and others (Dr. Hurst, Rev. Thorney, etc.) – in progress

F.         Pastoral Ministries Committee implements, promotes, and oversees plans to say goodbye to Dr. Hurst and Rev. Thorney – Rev. Thorney – complete; Dr. Hurst - in progress

G.        Congregation votes to formally dissolve pastoral relationships with Dr. Hurst and Rev. Thorney - complete

H.        Session executes documents of understanding with Dr. Hurst and Rev. Thorney to set out formal expectations for future relationship with the congregation – in progress

I.          Committee considers referrals of interim candidates, interviews candidates, checks references, and negotiates interim contract with selected candidate (note – Normal interim contracts are for a 12-month period with the Church retaining an option to cancel the contract without cause with 90-days written notice) – in progress

J.          Session and COM approve interim contract and call interim leadership (note – The congregation does not vote on interim leadership.  The Session approves or rejects the Committee’s recommendation.  If approved, the contract is then approved by COM)

K.        Rev. Thorney and Dr. Hurst officially depart and interim leadership begins ministry (note – Several weeks or months will  elapse between the departure of Rev. Thorney and Dr. Hurst and the arrival of an interim pastor/head of staff.  The Church will utilize pulpit supply to preach until the interim is in place)

 3.         Self-study (finding out who and where the congregation is)

A.        Pastor(s) Nominating Committee (“PNC”) is nominated and elected by the congregation (note – This may take a couple of months after Rev. Thorney and Dr. Hurst officially depart)

B.         COM assigns official liaison to resource with PNC.

C.        PNC members are communicated to the congregation.

D.        PNC elects (selects) leadership and begins to organize specifics of their call (including budget, scope, tasks, plan, etc.)

E.         PNC communicates plan to Session and submits budget request.

F.         Session approves PNC budget

G.        PNC communicates plan to congregation (and continues with monthly updates to both the Session and the congregation until a new pastor(s) is called and installed)

H.        PNC begins discernment process of congregation self-study (also called a “mission study” in some PCUSA resources) in consultation with the Session seeking broad input from the congregation (e.g., congregational survey, town hall meetings, small group meetings, etc)

 I.          PNC utilizes the data and enters into a time of intentional, prayerful discernment as to who the congregation is and who God is calling the congregation to be.

J.          PNC completes and approves job description for new pastor(s) consistent with self study

K.        PNC completes and approves the narrative portions of the CIF.

L.         Session approves the completed CIF

M.        COM approves the completed CIF

4.         Search (looking for the “right” pastor(s))

A.        PNC determines and contacts sources for candidate referrals/applicants

          B.       PNC develops a screening process for candidates

C.        PNC evaluates responses (i.e., Personal Information Forms or PIFs)

a. Telephone interviews with potential candidates who meet screening criteria

b. On the basis of telephone interviews, visit congregations to experience candidates leading worship and preaching

c. Screen to a pre-final set of candidates of limited size

 5.            Decision/Negotiation (making a decision and reaching agreements)

            A.     PNC prayerfully discerns final candidates

            B.      PNC conducts in-person interviews with final candidates

C.        PNC evaluates and prayerfully discerns the final candidate(s) of choice

            D.      PNC negotiates terms of call with final candidate(s)

            E.       Session and COM approve final candidate(s)

F.         Session (or its designee) implements, promotes and oversees plan to say good-bye to        interim leadership.

G.        Interim leadership ends/departs

 6.            Installation (getting the new pastor(s) on the job)

            A.            Congregation elects to call final candidate(s)

            B.            New pastor(s) is installed

            C.            Welcoming reception/meal

            D.            PNC documents processes

            E.            PNC is dissolved

 7.         Start-up (beginning to build a new ministry in the congregation and community)

A.        Intentional “get acquainted” events (e.g., social, historical reflection, congregational norms, etc.)

B.         Mutual ministry reviews