Pastor Search Committee Guidebook

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Pastor SearchCommitteeGuidebook
Prepared by Ed Gilman and Lewis McMullen
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Suncoast Baptist Association

STEP THREE Calling Your Pastor
STEP TWO Contacting Candidates
STEP ONE Church Preparation
See Table of Contents page 2 in Guidebook
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Suncoast Baptist Association

• This is a spiritual journey
• Every church in the course of its history goes
  through pastoral change. This is a normal
  experience.
• Your search effort must be rooted in Scripture
  bathed in prayer daily.
• You are responsible to God His church for your
  work.
• Your purpose is to follow the leadership of God
  in finding the pastor He has selected for your
  church.
• Your church has shown confidence in your ability
  by choosing you to serve on the Pastor Search
  Committee.
• Three keys to success Prayer support of the
  church, leadership of the Holy Spirit, some
  practical help like this guidebook.

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• What organization does your committee need?

• Chairman convenes meetings, give general
  leadership.
• Vice Chairman assists chairman, functions in
  chairmans absence.
• Secretary keeps records of all meetings, handles
  correspondence, maintains committee files
  (resumes, minutes, etc).
• Number of members vary, usually between 5-9.
  (my personal preference is 7)

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Suncoast Baptist Association

• General Guidelines for your work

• Keep the work of the committee confidential,
  especially the content of your meetings.
• This will allow freedom to be open honest.
• It helps keep rumors half-truths to a
  minimum.
• It keeps outsiders from trying to influence
  the committee.
• Give regular reports at business meetings or
  when appropriate.
• Respect a pastors present ministry by always
  asking permission if you want to contact someone
  in his current church.
• Be open honest about your churchs strengths
  weaknesses.
• Always notify candidates that are no longer being
  considered.
• Organize prayer support specifically for your
  search committee.

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SAMPLE
Pastor Search Committee Agreement

• Agree on the when where of your meetings.
• Agree on the overall process you will follow.
• Agree that you will always relate to one another
  in Christian love.
• Agree to have Bible study prayer at every
  meeting.
• Agree to pray for one another the church daily.
• Agree that all information will be shared equally
  among the committee.
• Agree to trust one another by always being open
  honest.
• Agree to communicate with the church with regular
  reports.
• Agree to work with unity, confidentiality,
  patience.
• Agree to be faithful to attend participate in
  each meeting.
• Agree to keep good minutes of the meetings.
• Agree to not rush the work of the committee.
• Agree not to speak for the committee until the
  committee has spoken.
• Agree to make unanimous decisions.
• Agree that there are no perfect pastors.

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Pastor, Overseer, Elder, Bishop, Shepherd
Be shepherds of Gods flock that is under your
care, serving as overseers, not because you must,
but because you are willing, as God wants you to
be not greedy for money, but eager to serve not
lording it over those entrusted to you, but
being examples to the flock. 1
Peter 52-3
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Pastor, Overseer, Elder, Bishop, Shepherd
An elder must be blameless, the husband of but
one wife, a man whose children believe and are
not open to the charge of being wild and
disobedient. Since an overseer is entrusted with
Gods work, he must be blameless- not
overbearing, not quick-tempered, not given to
drunkenness, not violent, not pursing dishonest
gain. Rather he must be hospitable, one who
loves what is good, who is self-controlled,
upright, holy, and disciplined. He must hold
firmly to the trustworthy message as it has been
taught, so that he can encourage others by sound
doctrine and refute those who oppose it.
Titus 16-9
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Pastor, Overseer, Elder, Bishop, Shepherd
Now the overseer must be above reproach, the
husband of but one wife, temperate,
self-controlled, respectable, hospitable, able to
teach, not given to drunkenness, not violent but
gentle, not quarrelsome, not a lover of
money. He must manage his own family well and
see that his children obey him with proper
respect. (If anyone does not know how to manage
his own family, how can he
take care of Gods church? He must not be a
recent convert, or he may become conceited and
fall under the same judgment as the devil. He
must also have a good reputation with outsiders,
so that he will not fall into disgrace and into
the devils trap. 1 Timothy
32-7
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Suncoast Baptist Association
Pastor, Overseer, Elder, Bishop, Shepherd

• Biblical Characteristics of Pastor
• Shepherd, Overseer, Servant, Example. 1 Peter
  52-3
• Blameless, One wife, Children are believers,
  Hospitable, Loves what is good, Self-controlled,
  Upright, Holy, Disciplined, Sound Doctrine.
  Titus 16-9
• Above reproach, One wife, Temperate,
  Self-controlled, Respectable, Hospitable, Able to
  Teacher, Not given to drunkenness, Gentle, Not
  quarrelsome, Not a lover of money, Manage his
  family well, Not be a recent convert, Have a good
  reputation. 1 Timothy 32-7

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Suncoast Baptist Association

• What is Team-based Ministry?

• What is a team? a group of interdependent people
  committed to a common purpose who chose to
  cooperate in order to achieve exceptional
  results. N.A.M.B.
• The pastor is the team leader of the pastoral
  ministry team. He normally has a calling and
  giftedness in preaching/teaching as well as other
  areas.
• The pastoral ministry team is made up of
  ministers with specific callings spiritual
  gifts that they bring to the team.
• Some have spiritual gifts calling in the area
  of music worship, others in the area of
  education, administration, youth, children,
  singles, seniors, etc.
• Deacons serve the Lord the church as an
  extension of the pastoral ministry team. (see
  Acts 6)

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Suncoast Baptist Association

• Why a Team-based Ministry?

• Our culture has changed. It is unrealistic to
  think one individual could keep up with all the
  technological advances information overload
  that is part of our complex society.
• Life today is significantly impacted with teams.
  (President-cabinet, military-officers staff,
  sports coaches- team of assistants, CEOs-team of
  officers)
• Individualism is greatly exaggerated in our hero
  worshiping culture, even the Lone Ranger had
  Tonto.
• Normally you can accomplish more on a team than
  as an individual.
• (exercise uses for a paper clip)

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Suncoast Baptist Association

• Why a Team-based Ministry?

• Teams are a Biblical concept.
• Teams arent the latest corporate world fad,
  they have been in existence since the beginning
  of time (literally).
• Jesus had a ministry team of 12.
• Paul always took a missionary team on his
  journeys.
• Genesis 218, Exodus 1817-19, Ecclesiastes
  49-12,
• I Cor. 1214, 18 Ephesians 411

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Suncoast Baptist Association

• It is the counsel of Christian leaders like

• Charles Swindoll You can go further faster
  with a team personally Ill take a team over an
  individual any day.
• George Barna Leadership works best where it is
  provided by teams of gifted leaders serving
  together in pursuit of a clear compelling
  vision.
• John Maxwell Statistics show that groups
  consistently make better quality, more creative
  decisions than individuals alone the question is
  whether we will acknowledge that fact become
  team players.

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Suncoast Baptist Association
STEP ONE Church Preparation
There are five key items in church preparation
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Suncoast Baptist Association
SAMPLE Congregational Survey

• Survey the congregation for their input into the
  needs of the church the type pastor they
  prefer. This step affirms the church.
• Conduct the survey on Sunday morning, either in
  Sunday School or worship. (Mailings are not
  effective)
• Here are some sample questions

• What are the greatest strengths of our church?
• What are some areas that need more emphasis?
• What age person would you like our pastor to be?
• What educational level do you prefer he have?
• How important is it that he attended a Southern
  Baptist school.
• How much pastoral experience do you think he
  should have?
• How important is it that he has pastored Southern
  Baptist churches?
• What size churches has he pastored?
• What are the top three priorities our pastor
  should have?
• What other qualities or characteristics should
  our pastor have?

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Suncoast Baptist Association
Congregational Survey
The work of pastor involves four roles. (see
diagram at left) In your opinion how much time
should our new pastor spend in each role
______ Proclaim ______ Minister ______
Lead ______ Administer 100 TOTAL
Leading
Ministering
Proclaiming
Administering
(Add other questions to the survey that would be
important for your church)
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Suncoast Baptist Association
Suncoast Baptist Association

• Pastors Job Description

You are not looking for a preacher, you are
looking for a pastor.
Leading
The key to being a successful Search Committee is
to match the expectations of the church with the
strengths of the pastor!
Proclaiming
Ministering
PASTORS PRIMARY FUNCTION To provide leadership
that equips the church to carry out its five
functions of evangelism, discipleship, ministry,
fellowship, worship, as it fulfills the Great
Commission.
Administering
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Suncoast Baptist Association
Leading
Ministering
Proclaiming

• Sample

• Leading
• Provide leadership to the pastoral ministry team
  as they
  equip the church to fulfill the Great
  Commission.
• Lead equip the deacons to lead the ministry
  teams of the church.
• Be the spiritual leader of the congregation.
• Proclaiming
• Preach and teach the Bible.
• Lead the church in proclaiming the gospel to the
  church community.
• Plan, coordinate, evaluate congregational
  services.
• Ministering
• Lead the church in a caring ministry for persons
  in the church community.
• Conduct wedding ceremonies funerals of the
  church.
• Plan lead in the observance of the church
  ordinances. (Lords Supper baptisms)
• Administering
• Provide administrative leadership for the total
  church program.
• Advise in the selection of supervise all church
  staff.
• Serve as chair of the Church Council Moderator
  of the church. (check by-laws)

Administering
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Suncoast Baptist Association

• Pastors Compensation
• The phrase salary package is very misleading.
• Most employers do not include benefits business
  expenses as part of an employees salary.
• Use the term compensation and divide it into
  three sections total each separately
• 1- Salary- base salary, housing allowance,
  utilities allowance
• 2- Family Protection Benefits- retirement, health
  insurance
• 3- Ministry Expenses- automobile,
  convention/conferences,
• books/periodicals, hospitality

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SuncoastBaptist Association
Pastors Compensation Salary is usually based on
Education level of the pastor
Socio-economics of the church
(church size income)
(Bible College, MDiv, DMin)
Area cost of living
(rural, urban, suburban)
Experience of the pastor
Ability level of the pastor
(track record)
(churches served, tenure)
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SuncoastBaptist Association

• Church Information Packet
• Purpose To introduce the candidates to your
  church community.
• Include such things as

• Brief history of the church. (when founded, major
  accomplishments)
• Any printed materials available (bulletins,
  newsletters, packets)
• Local community demographics trends.
  (population trends)
• 5-10 year record of church programs from annual
  church reports. (see page 13 of Guidebook)
• Major emphasis or plans for the future.
  (long-range plans, etc)
• Church facilities information. (present future
  plans)
• Present staff and program leadership.
  (organization charts, etc)
• Church website address. (if church has one)

Page 12-13 in Guidebook
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Church Profile Worksheet Includes
Suncoast Baptist Association
Music Program Missions Groups Income
receipts Mission Giving Discipleship
Training

• Membership
• Baptisms
• Worship Attendance
• Sunday School Enrollment
• Sunday School Attendance

Page 13 in Guidebook
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STEP TWO Begin Screening
Suncoast Baptist Association
Select 1-2-3 Priorities
Set A Deadline for Resumes
Telephone References
Second Screening
First Screening
Core Values Survey
Letters Of Inquiry
Reference Forms
Page 14 in Guidebook
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Suncoast Baptist Association

• Gather Resumes
• Possible sources for resumes
• Church Members
• Local Pastors
• Local Association
• State Convention
• Seminaries

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Suncoast Baptist Association

• Set a Deadline for Receiving Resumes
• This insures all resumes will get equal
  consideration.
• Normally 30 days is a sufficient time for
  receiving resumes.
• To prevent false expectations on the part of any
  candidates, work through your resume sources
  rather than your Search Committee making direct
  contact with candidates. (be sure to get accurate
  information from your source individuals)

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Suncoast Baptist Association

• Begin Screening
• This is a spiritual journey for your committee,
  church, future pastor, will require much time
  in prayer, Bible study, dialogue.
• The Church Member Survey has helped you shape a
  profile of your future pastor based on what
  members feel they need in a pastor.
• This survey profile will be very useful to you
  when you have numerous resumes to consider.
• Remember the Church Member Survey is a guide not
  a mandate that must be followed without any
  departure.
• After the deadline, the Search Committee should
  prayerfully go through the resumes divide them
  into three stacks based on
• A- Most fits church expectations
• B- Somewhat fits church expectations
• C- Does not fit church expectations

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Suncoast Baptist Association
C
B
A
Least
Some
Most

• Stack A now becomes the focus of your
  committees search.
• Keep a log of your A candidates (see page 16).
• Do not discard the other resumes, especially the
  B candidates.

Page 15-16 in Guidebook
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Suncoast BaptistAssociation

• A Letter of Inquiry
• Send a letter to each candidate. (see sample on
  page 17)
• The purpose of the letter is to find out the
  level of interest on the part of the candidates.
  (sometimes resumes are outdated)
• Give a deadline for their response to your
  letter. (a
  follow-up card or letter reminder is usually
  helpful)
• Include with the letter information to help
  candidates with their decision things like
• 1- The Church Information Packet
• 2- A summary of the Church Survey
• 3- Job Description Compensation Package
• 4- Anything else that would be useful

(See Pages 9-13 in Guidebook)
Page 17 in Guidebook
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• Suggestions would be to former staff members,
  Deacon Chairmen, Director of Missions, or State
  Personnel.

Send Reference Forms
Send Reference Forms to anyone who has worked
with the candidates or knew them in a previous
church.

• Personalize the reference form for your churchs
  concerns.

Mark NI on your list of A candidates who
eliminated themselves from consideration
After the deadline for responses, send Reference
Forms to each reference on the resume of the
candidates that responded positively.
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CORE VALUES

• Values drive our behavior in our family, our job,
  or our church.
• Identified or not, every church has a set of core
  values that effect all decisions, priorities,
  goals, how problems are solved, everything
  else.
• The P.S.C. can do a great service for its church
  potential candidate by taking a core values
  survey of the congregation.
• Later this will be matched (or not) with the top
  potential candidates.

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Suncoast Baptist Association

• See sample Core Values Survey
  
  on page 19-20 of the guidebook.
• The survey covers the key areas
  
  of church life
• Prayer, ministry, preaching,
  
  organization, worship, Bible study,
  
  missions, fellowship, outreach,
  
  evangelism, stewardship,
  
  discipleship, unity, etc.

Pages 19-20 in Guidebook
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Suncoast Baptist Association

• Second Screening
• As a committee discuss the reference information
  on each candidate.
• Pray for Gods leadership then divide all your
  A candidates again into three stacks again
  based on the new information you have gathered.
• Again label each stack, one suggestion is a,
  b, c, based on which most, somewhat, least
  fits church expectations.
• Your a group now become the focus in this
  crucial stage in the process.
• Mark them in the appropriate spot on your list of
  candidates. (refer to page 16 in
  guidebook)

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Suncoast Baptist Association

• Second Screening
• With this smaller group (a) it is now possible
  to call each of their resume references, as well
  as additional people who worked with them or knew
  them in previous churches.
• It is strongly recommended that you pursue
  references beyond those listed by the candidate
  on his resume. (Church Secretaries at his
  previous churches may give you suggestions for
  reference checks.)
• It is ok to use some of the earlier references
  because sometimes people are more open on the
  telephone than in writing.
• It is suggested that each committee member use a
  uniform form.
  (sample on page 22)
• Question 15 on the Telephone Reference Form can
  be very important as some people are hesitant to
  share information unless you ask a question like
  this.
• The purpose of a uniform form for your telephone
  conversations is so that common information will
  be gathered to make it easier for an equal
  comparison of each candidate. (can be volumes of
  information)

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Suncoast Baptist Association
Chose Your Top Three

• You are now probably at the most crucial time in
  the process.
• It is time to prayerfully determine your top
  three candidates.
• Spend time in prayer as a committee before you
  rank your 1-2-3 candidates.
• The committee should be unanimous on their first
  choice candidate.
• Do not try to consider all three candidates in a
  popularity contest.
• Depend on God to bring your committee to His
  first choice for your pastor.
• It is my opinion that when committees consider
  more than one candidate, the committees can
  become hopelessly deadlocked in a popularity
  contest that divides the committee sometimes
  the church.

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Suncoast Baptist Association
Seek His Will!

• Prioritizing Your Top Three
• Sometimes this step is easy obvious, and at
  other times it is difficult laborious.
• Take as much time as you need for the committee
  to agree on the top three.
  
  (You can list them
  in the last column of your candidates list, page
  16)
• After this decision is made, ask each of the
  three candidates to complete a core values survey
  and to send you a written doctrinal statement
  an audio or video sermon.
• TRUST GOD!

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Suncoast Baptist Association
STEP THREE Calling Your Pastor
Choosing Your Prospective Pastor Prospective
Pastor Interview Form Presenting Your Candidate
to the Church
Page 23 in Guidebook
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Choosing Your Prospective Pastor
Suncoast Baptist Association

• Go to his current church observe his worship
  leadership style, how he interacts with the
  people the general atmosphere of the church.
• Schedule an interview appointment so that you
  will have adequate time to meet him interview
  him without being rushed.
• Use a questionnaire for the interview.
• (See sample on page 28)
• Using set questions will help you not to forget
  important questions it will be useful so
  members can write in their answers on the return
  trip.
• Divide questions you will use for the interview
  among the committee members.

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Suncoast Baptist Association
Choosing Your Prospective Pastor

• Dont fill in your questionnaire answers during
  the interview. (a hot-seat already)
• Begin with small talk to overcome the
  awkwardness of the first meeting.
• Next, share about your Church Member Survey
  summary, Church Information Packet, and Core
  Values Survey. (page 9, 12,
  19-20 in Guidebook)
• Be open to the Holy Spirits prompting to ask
  questions that were not previously thought about.

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The purposes of a man's heart are deep waters,
but a man of understanding draws them
out. Proverbs 205 (NIV)
Be An "Inner-Viewer"
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Two Basic Types of Inquiry

• Open-Ended
• Follow-Up Probing

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Principles of Open-Ended Inquiry

• Open-Ended
• Behaviorally Focused
• Not Leading
• Not Hypothetical

• Relevant
• Clear and to the Point
• Not Intimidating

Page 24-25 in Guidebook
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Follow-Up Probing

• Listen for behavior
• Recast the probe
• Piggyback off the preceding behavior description
• Probe to visualize behavior
• Focus on past, rather than future, behavior

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Follow-Up Probing

• Focus on actor not the stage
• First-person singular
• Do not engage in counseling

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Seven Habits of Highly Effective Interviews

• Control
• Completeness
• Flexibility
• Low Threat
• Retention
• Informative

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Interview Skills

• Positive reinforcement
• Minimal encouragers
• Specific statements
• Non-judgmental reaction
• Gain a balanced picture
• Safe climate
• Negative information

• Calculated Pauses
• Pacing the interview
• Attending behavior
• Watch Your Non-Verbals

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Avoid Like the Plague...

• Talking too much
• (15 of the time)
• Ineffective questioning
• Impatience with pauses and silence
• Jumping to premature conclusions

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Suncoast Baptist Association
Choosing Your Prospective Pastor

• Dont make a commitment at this time.
• Schedule a committee follow-up meeting to make
  your decision about the call.

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Suncoast Baptist Association
Choosing Your Prospective Pastor
The Follow-up Committee Meeting

• Have each member share their feelings about the
  candidate.
• It is normal healthy to have different opinions
  or unique impressions by committee members. (ie
  ladies perspective)
• Pray earnestly about the decision.
• Vote I suggest secret ballot.
• The committee should be unanimous.
• If the vote is yes, proceed in making plans to
  present him to the church.
• If the vote is no, communicate this to him
  proceed to your 2nd candidate.

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Suncoast Baptist Association

• Send a Credit and Legal Information release
  form to your candidate.

SAMPLE FORM
Authorization For Release Of Credit
and Legal Information I
hereby authorize __________________________Church
to check my credit and legal history with all
appropriate sources. Such information may be
obtained for the years of ________ to the
present. Ministers Name ________________________
___________ Spouses Name ________________________
___________ Ministers Drivers License
_________________________ Ministers Social
Security __________________________ Ministers
Signature ________________________________ Spouse
s Signature ________________________________ Date
____________________________
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Presenting Your Candidate to the Church
Suncoast Baptist Association

• Your committee should host all meetings with
  groups.

• Suggested groups to meet with candidate Deacons,
  Leadership Council, Church Staff.

Your goal is to make sure everyone has an
opportunity to meet the candidate, for select
groups to have personal time with him.

• Your Committee should have a meeting with the
  candidate to discuss written specific details of
  the call.

Some specific details for your committee to
discuss Compensation, Job Description, By-Laws,
Personnel Policies, Moving Arrangements.
Scheduled a church-wide fellowship with time for
informal questions to the candidate.
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Presenting Your Candidate to the Church
Suncoast Baptist Association

• Have candidate preach am pm vote after pm.

• Most churches vote by secret ballot when calling
  a pastor.

• Excuse the Pastor his family during the voting
  time.

If the vote is not high enough, this should be
explained to the candidate in private.
If vote is affirmative, communicate the
percentage to the candidate.
Be clear ahead of time the minimum vote
requirement for a call.
Page 30 in Guidebook
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Presenting Your Candidate to the Church
Suncoast Baptist Association

• Sometimes a candidate may request a week to pray
  about his decision.

• If the pastor accepts the call, the Pastor Search
  Committee should assist in the transition of the
  pastor his family into the church.

If the vote is affirmative, the new pastor should
make a statement to the congregation.

• Many churches plan a special service for the
  pastors first message.

• You should befriend the new pastor his family,
  support them help them adjust to their new
  pastorate.

• Pastors 1st Sunday suggestions High Attendance
  Day/Church-wide fellowship/Installation, invite
  community leaders, invite Director of Missions.

Page 30 in Guidebook
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Suncoast Baptist Association
Thank God for His presence, guidance, power,
faithfulness to you, your new pastor the church.
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Suncoast Baptist Association
Pastor Search Committee Flowchart
See page 31 in Guidebook
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Suncoast Baptist Association
C E L E B R A T E !