Recruiting (and On-Boarding) Your New Rector
Realities, Resources, Rewards
Remember Whose We Are • Trust in the Holy Spirit, in spite of all tendencies to do otherwise
• It’s a Christian undertaking, not an organizational exercise • Calling a new leader for your faith community is a privilege – and a deep responsibility ......make it joyful, energizing, empowering......develop some parish muscle tone
The Importance of Interim Clergy • Critical role for Wardens: be proactive in seeking Interim Rector candidates • A strong Interim Rector: • Helps to buy time and goodwill • Quickly reassures and settles the parish • Can bring his/her own unique gifts to foster growth, awareness, imagination • Can help set a healthy acceptance for more permanent change • Can support the grieving • Help foster a period of reflection and exploration
Forward Thinking..... • Consider the bereft - a role for introspection and healing • Embrace a timeline – create momentum, be bold on timing! • Anticipate calendar implications : – liturgical seasons – the September – June “program year” – duration of your interim and associate clergy relationships • Clergy housing .....weigh options/scenarios
Embrace New Realities The Changing Landscape of “Church” • Clergy demographics (Matthew Price) – Overall supply, age, other career experiences – Shorter duration of clergy relationships
• Cultural headwinds for Clergy and Congregations – A Third Way: Ten Conversations (Rev. Anthony Robinson) – Christianity after Religion (Diana Butler Bass) – Not Your Father’s Offering Plate ( J. Clif Christopher) – Reframing Hope (Rev. Carol Howard Merritt)
• Create a “we” with your new rector for the future of your parish
Organize for Success Wide involvement maintains parish engagement, AND spreads the workload
Vestry (12) Transition Steering (6)
Discernment and Profile (12)
Search Committee (12)
Develop Your Parish Profile
• Create the unique story that will: – (1) lift your parish and – (2) engage clergy candidates
• The role for Appreciative Inquiry (Rob Voyle) • What’s truly unique about our parish – our joys !!!!
• Candor + imagination = differentiation • Envision a future . . .
Your OTM Portfolio and Parish Website • Your parish’s OTM Questionnaire: – Identify your parish’s challenges, aspirations, opportunities, dreams • Your parish’s website: – A new lens on parish vitality (refresh frequently) – No need to duplicate website within the Parish Profile
C&HT’s Candidate Assessment Criteria • Theology
• Emotional Intelligence • Leadership ability and style
• Initiative, energy • Communication/Interpersonal style
• Creative thinking • Social wherewithal
• Entrepreneurial spirit
“Idealizing” Your New Rector • How do they love our Lord? (spirituality, theology) • Can they take us where we dream of going? (leadership) • Can they deepen us as disciples/apostles? (preaching) • Do their joys align with ours? (humanity) • How do they understand suffering? (pastor)
• Will they help us be bold? (evangelism) • Will they uphold and change us? (catalyst)
• Who will they help us know ? (mission)
The Search Process – • Make it Pastoral, Transparent and Affordable • Develop clergy candidates proactively • Profile, OTM Questionnaire, Website – Go!
• Engage the Church’s posting system and the Diocesan candidate list • Craft a crisp, consistent interview format – behavioral interview questions • Use technology – Skype, videoconferencing, You Tube, etc. • Send unique, written questions for additional insight
The Search Process – (continued) • Treat ALL candidates w/equal care and courtesy
• Gather feedback on candidates blindly – then share • Develop creative but careful referencing strategies • Position your Vestry for a strong decision – Involvement throughout the year – Avoid late-game hand-off of candidates – Consider including your Vestry in the final interview weekends to save momentum, energy, expense • Manage risk for the parish and for clergy candidates • Make the call, negotiate the agreement (pay, housing, etc.)
• Communicate !!!!
C&HT’s Search Process Timeline: 2012 - 2013
2012 January
Rector announces June departure
June
Loving farewell ceremony, Committee formation gets underway
July
Interim Rector hired by Wardens/Vestry
Jul/Aug/Sep Form Committees, communicate Oct
Rob Voyle visits for Appreciative Inquiry Weekend
Nov - Jan
Discernment Committee Creates Profile
C&HT’s Search Process Timeline: 2012-2013
2013 Jan./Feb
OTM Questionnaire is prepared
March 3
Vestry/Search Committee/ Diocesan retreat
March 10
National Church posting “go-live”
March-June Candidate assessments and interviews Jun 22 & 29 Final weekends with semi-finalists and Vestry July 2
Vestry call is made
Dec 2
New Rector’s first official day in the office
On-Boarding your New Rector • Plan for calendar realities/issues
• Understand his/her unique communication style • Assuage the “afflicted” • Connect with key influencers/supporters – Former Wardens, Top 10% of pledge base, ministry leaders
• Immerse in Stewardship mentality
• Smaller social gatherings: “11x9”s • Role of parish staff – to alert, assist, adjust • Create a well-rounded support group
• Pray – with joy, for guidance, for patience
