Assisting Churches Seeking To Fill The Pastor Position

Recognizing the autonomy of each congregation, but realizing that many churches are looking for assistance with this very important process, the Baptist Convention of Iowa gives the following suggestions and offers the following services for churches seeking to fill a pastor/staff position. It is our prayer and desire that each congregation have the tools needed to locate and call the leader whom God has prepared for their unique context. May God Bless each congregation in this very important endeavor.

 

Where Do We Begin?

  1. Form a prayer team/plan for the whole process, and then saturate it in prayer from the beginning to the end.
  2. Take steps to insure that the ministries of the church are able to continue while the Pastor Search Process is taking place.
    1. Who will be responsible for what? May be determined in By- Laws, etc.
    2. Make a plan for pulpit supply.
  3. Determine the church’s process  for selecting search team
    1. Constitution
    2. By Laws
    3. Policy Manual
    4. Etc
  4. Decide on makeup of search committee if not set in church documents.
    1. Men/Women
    2. Young/Old
  5. Determine need for interim
    1. Determine process/ and type of arrangements including compensation, amount of time commitment expected, etc.
    2. Contact BCI for possible Options
      1. Intentional Interim
      2. Transitional Pastor
      3. Experienced Pastor
      4. We suggest 1 year maximum and resignation if interim desires consideration as pastor.

 How Do we Proceed?

  1. Discover the resources available to search committees and collect what is needed in your setting. See information and links listed below.
  2.  Select search committee according to church guidelines.
  3.  Determine financial plan for search committee work.
  4.  Determine financial package offered to candidate.
    1. Will he be full time or, will he need to be bi-vocational
    2. What will the total salary package be and what will it include
    3. Answer whether it will include housing, insurance, retirement , expenses/travel
    4. Present this clearly to candidate during final stages of discussion
  5.  Determine ground rules for committee process
    1. Suggest 5 to 7 members (odd number for voting)
    2. Suggest operating on majority vote on decisions prior to selecting candidate, but unanimity on candidate to be presented to Church.
    3. Agree upon other needed processes and procedures
    4. Select Candidate ( according to guidelines and agreed upon procedures)
  6.  Prepare, Or Review/Revise As Needed, The Pastor Position Description
  7. Determine Minimal Requirements/Qualifications For Candidates.
    1. Education
    2. Experience
    3. 3 Skills
    4. Previous ministry tenures
    5. Other (based on Church Situation)
  8. Set timeline and schedule for search committee process and presentation
    1. Start Date
    2. Meeting schedule
    3. How will resumes be received?
    4. If and/or how and where the job opening will be posted
    5. How long will resumes be received?
  9. Suggested Process
    1. Reviewing resumes as they are received in order to expedite the processing of currently available candidates and ranking of potential candidates.
    2. Ranking of Top 3 candidates and do preliminary processing
    3. Deciding how will you handle the potential candidates:
      1. Deal with 1 through 3 one at a time, not all at once.
      2. Meet with and interview them as needed
      3. Review References (1st and 2nd generation references)
      4. Do credit and background check (by written permission)
    4. Provide the candidate with a clear and honest representation of the church:
      1. History
      2. Ministries
      3. Congregational profile
      4. Denominational Affiliation and Commitments
      5. Financial Condition and Salary Package, Benefits, etc.
      6. Plans for expenses for field visit, etc.
      7. Housing Allowance and/or Prepare house, etc if applicable.
    5. Review the Position Description thoroughly with the candidate
    6. Determine and Agree as Committee upon the candidate to be presented to the church for approval.
    7. Prior to presentation
      1. Review Constitution and Bylaws for procedures
      2. Review Process to be sure all requirements and criteria are met
      3. Plan for proper notification to the congregation
      4. Quorum
      5. Percentage required
      6. Who can vote.
      7. How the vote is to be taken.
      8. Plan for Presentation
  10. Extend An Invitation For Candidate Field Visit And Presentation To The Church.
    1. Arrange details for visit
      1. Travel and Housing
      2. Expenses – what is covered and how.
      3. Preaching Schedule
    2. Set up interactive meetings with various church entities and generational groupings.
    3. Provide community demographic information and if possible arrange visits with some community leaders while on site.
    4. Determine schedule for voting on candidate (Suggest one week later)
    5. When a Pastor has been called and has accepted the call, notify BCI with name and contact info for inclusion in BCI events, mailings, etc

Resources Available To Church Pastor Search Committees

  1. Call or email the BCI Office and request assistance in your search (515-809-2819 or office@bciowa.org)
  2. Reach out to BCI Pastoral Ministry Team members:
    • Eric Schumacher – eschumacher@bciowa.org
    • Ed Gregory – egregory@bciowa.org
  3. Pick up a copy of the following Search Committee resources:
  4. Check out the SBC Job Openings

  5. Podcast on Pastor Search by Jeff Iorg