June 1, 2015

Senior Minister

Date

Position to be filled

United Church of Christ LOCAL CHURCH PROFILE FOR LOCAL CHURCHES SEEKING NEW LEADERS

Local Church Statement of Consent The covenantal relationship between a church and those called by that church to serve as pastors and teachers and in other ministerial positions is strengthened when vital information is openly shared by covenantal partners. To that end, we attest that, to the best of our abilities, we have provided information in this profile that accurately represents our church. We have not knowingly withheld any information that would be helpful to candidates. As the committee charged with the responsibility for identifying and recommending a suitable new minister for our church, we have been authorized to share the information herein with potential candidates. We understand that a candidate may wish to secure further knowledge, information, and opinion about our church. We encourage a candidate to do so, recognizing that an open exchange of relevant information builds the foundation for continuing and healthy relationships between calling bodies and persons seeking a ministry position. Search Committee Chairperson / Contact Person Dave Garton, Search Committee Chair 4710 NW Gannet Terr. Portland, OR 97229 (503) 319-7121 (Mobile) [email protected] [email protected]

Church First Congregational Church of Hillsboro, United Church of Christ 494 E Main St. Hillsboro, Oregon 97123 www.hillsboro-ucc.org

____________________________________________ Signature of Search Committee Chairperson

____________________________________________ Date

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LOCAL CHURCH PROFILE FOR LOCAL CHURCHES SEEKING NEW LEADERS 1. Church: First Congregational Church of Hillsboro, United Church of Christ 2. Address 494 E Main St. Hillsboro, Oregon 97123 www.hillsboro-ucc.org 3. Name of Search Committee Chairperson/Contact Person Dave Garton, Search Committee Chair 4710 NW Gannet Terr. Portland, OR 97229 (503) 319-7121 (Mobile) [email protected] [email protected]

Banner in the sanctuary. Photo by Arlys Specht

4. Conference/ Association Staff Person Assisting Our Church The Rev. Dr. Walter John Boris, Conference Minister Central Pacific Conference of the United Church of Christ Interchurch Center 0245 SW Bancroft St., Suite E Portland, OR 97239-4258 (503) 228-3178 [email protected] MEMBERSHIP INFORMATION 5.

Membership: (as reflected in the eleven-year UCC Statistical Report for our church)

a. b. c. d. e.

Last Year 190 116 25 10 13

Number of church members Average attendance at worship Average participation of children/youth in C.E. Average weekly participation in adult education Number of members who are ordained clergy

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5 Years Ago 194 123 25 15 Unknown

10 Years Ago 122 84 28 9 Unknown

6. Profile of the Congregation. Estimate the percent of the congregation. (Numbers are rounded) Age: 8 % ages 0-5 19 % ages 6-18 14 % ages 19-34 11 % ages 35-49 16 % ages 50-64 17 % ages 65-74 15 % ages 75+

Family units: 27 % couples with children at home 33 % couples without children at home 33 % single 7 % single parent with children at home

Education level of adults

Occupation of adults: 29 % business 15 % clerical 2 % farmer/rancher 9 % laborer/manufacturing 40% professional 5 % student 0% % tradesperson 0% other

0% completed less than high school 13 % high school graduates 22 % some college/ vocational school 46 % college graduates 19 % graduate school

Employment: 54 % employed 6 % not currently employed 40 % retired

Describe the racial-ethnic makeup of your congregation: Our congregation is primarily Caucasian, with a small number of Asian, Latino, and African-American members. CHURCH FINANCES (Figures reflect the eleven-year UCC statistical reports, as well as the church’s annual reports. The Church’s fiscal year runs from July 1 to June 30th)

7. Church Income a. Members offerings and pledges b. Interest from investments or endowments c. Principal reduction (endowments or investments) d. Rentals e. Special Fundraising f. Other

Last Year (FY 2013-14) $243,839 $181,280 $0

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5 Years ago

10 Years ago

$178,259 $155,747 $0

$189,969 $118,013 $0

$0

$0

$0

$16,647 $4,992 $0

$16,509 $17,359 $0

$15,967 $3,828 $0

If the church has conducted an annual stewardship campaign, list the results for the last two years: 2013-2014: Goal: No goal set. We work with whatever is pledged.

Pledges: $173,698

Actual: $169,766

2012-2013: Goal: No goal set. We work with whatever is pledged.

Pledges: $171,140

Actual: $161,916

8. Total Operating Budget a. Our Church’s Wider Mission Basic Support b. Our Church’s Wider Mission Special Support c. Other gifts d. Current local expenses e. Annual capital payments f. Other debt

Last Year $208,655 $13,811

5 Years ago 10 Years ago $167,148 $142,706 $37,744 $12,865

$3,828

$17,359

$4,992

$2,000 $202,260 $0 $0

$10,438 $182,061 $0 $0

$0 $142,710 $0 $0

9. Identify UCC special offerings the church receives throughout the year and the amounts from last year. _X_ One Great Hour of Sharing ($677) _X_ Neighbors in Need ($253) _X_ Christmas Fund ($956) _X_ Strengthen the Church ($394) _X_ Basic Support for Our Church’s Wider Mission (only if received through special offerings and not included as a regular budget item in #8 above ($10,453)

2015 Church Auction. Photo by Arlys Specht

10. Mission a. Beyond your contributions through the UCC, name the most significant local or global missions/ministries or agencies that were financially supported by your local church last year and the amount of support: Program Name 1. Wounded Warrior Project 2. 10,000 Villages 3. Family Promise Shelter 4. HomePlate Youth Services 5. Sonrise Severe Weather Shelter 6. Backpack Food Program

Amount $1,150 $2,000 $1,700 $1,200 $1,000 $1,500

b. What mission project has excited your church the most in the past three years? Why? We are enthusiastic about all of our mission projects, but we are most active in our hunger and homelessness ministries. The children also have Sunday school mission projects to which they contribute. 4

11. Total Indebtedness a. Total amount of outstanding mortgages/capital debt: $0 b. Total amount of other debt: $0 c. Are your payments current? N/A 12. Capital Campaigns: a. If the church has had any capital campaigns in the last ten years, note goal and results: The church has not had a capital campaign in the last 10 years. The last one was Renewing God’s House. Please see information in Questions 22c and 22d about this campaign. b. What projects were undertaken as a result of your capital campaign? NA c. Was there a mission or outreach component to the campaign? ___ Yes ___ No d. If a capital campaign is underway or anticipated, describe it: No capital campaign underway 13. Assets held by the Church a. Reserves (savings): $41,000 in savings b. Endowments/Investments: $0 c. Describe the buildings and property of your church except the parsonage: We own the church building, which includes the sanctuary The church, corner of Fifth and Main St. Photo by Transitional Pastor as well as the church offices and various meeting rooms. Roger Lynn The fellowship hall is connected to the church through a breezeway. The upstairs of the fellowship hall is the kitchen and hall, and the downstairs has the Sunday school rooms and the nursery. d. Is the church building (including the sanctuary and offices) handicapped accessible? The church sanctuary and offices are handicapped accessible. The pulpit in the sanctuary is not. The fellowship hall is accessible upstairs, and it is accessible downstairs by using the elevator and crossing the courtyard. e. If a building program is projected or underway, describe it, Fellowship Hall and church. Photo by Transitional Pastor Roger Lynn including estimated date of completion: Stay tuned! There are various ideas being considered, but no formal details have yet been drafted. f.

If the church owns a parsonage, describe it: The church does not own a parsonage.

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FINANCIAL SUPPORT OF MINISTERIAL LEADERS 14. If your conference has compensation guidelines, do you follow them? Yes, as of this offer. Does the church consider this position to be full or part time? Full-time How will church members be supportive of a part time or bivocational pastor who may need another job to supplement the church salary? Since we are offering a full-time position, we do not anticipate the pastor would need another job to supplement her/his salary. 15. Salary History To provide a profile of salaries for the position you are seeking to fill, indicate salaries at the beginning and ending of the minister’s tenure. Do not include interim positions. If a parsonage is provided, insert the letter “P” in the space provided. Provide information for the last 3 leaders or the last ten years. Year 2003-2013 2003 *Includes salary plus housing

Start Date Salary * Housing $57,404*

Parsonage NA

Year 2013

End Date Salary * Housing 67,202*

Parsonage NA

16. During the above period, has your church ever failed to fulfill its financial obligations to its pastor: No, we have never failed to fulfill our financial obligations to our pastor. 17. Salary, Benefits, and Expenses Offered The following is provided for information. Actual compensation will be subject to negotiation. a. Cash salary offered $37,000 to $45,000; Conference recommended salary range: $34,000 to $49,000 Housing: $ 29,000/ year; __X_ Housing allowance only b. Customary benefits: __X_Vacation: Up to 4 weeks annually __X Family Leave __X_UCC Retirement Annuity (14% of salary and housing) or Social Security/Medicare Offset __X_Life and Disability Insurance Benefits __X_UCC Health & Dental Benefits __X_Continuing Education Funds __X_Continuing Education Time – 2 weeks a year __X_Sabbatical Leave (per policy) ____Other benefits (specify) c. Ministry Expenses The following are negotiable, but have typically been offered: ____Travel Reimbursement ____Meeting Expense Reimbursement __X_Books and Periodicals __X_Reimbursement of Criminal Background Check Fee __X_Moving Expenses

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COMMUNITY CHARACTERISTICS 18. Population a. Population of total city or town in which your church is located: Hillsboro had 95,310 residents, as of July 1, 2014. (Source: PSU Center for Population Studies) b. Describe the population by racial-ethnic category and identify the source of the information: Hillsboro has the following population by category according to the U.S. Census Bureau: 63% Caucasian 23% Latino 9% Asian 3% 2 or more races 2% African American >1% Native Hawaiian/ Other Pacific Islander >1% Other

Photo from the City of Hillsboro.

19. Economic Factors Identify major sources of employment/income in your community Intel – High technology – 17,128 employees Hillsboro School District – Education – 2,198 employees Washington County – Government – 1,693 employees 20. General Description (Add*** if the information came from a survey of the congregation) a. Describe distinctive attributes of your community:  Hillsboro is the county seat. Government and educational institutions are an important presence in the community.  High tech businesses are significant sources of employment, yet Hillsboro still has an agricultural presence, with the wine industry and plant nursery businesses being examples.  The community is racially diverse. Please see Question #18.  Hillsboro has a variety of recreational opportunities and community events, as well as an active cultural Gordon Faber Recreation Complex. Photo from City of Hillsboro arts scene. b. Identify major trends you envision in your community during the next five years:  Growth of population and expanded racial diversity  Growing technology and manufacturing industry  Challenges in meeting service demands, in terms of social service needs, such as housing, as well as transportation and land use services ***  Changes for the church as part of the downtown community and the economic development district

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c. List three or four problem areas confronting your community that members feel your church should address:  Poverty and homelessness needs in the community***  Education funding***  Racial divisions in the community*** d. Indicate Mission Activities  In which your church participates as a part of its mission in the community Homeless Ministries:        

Family Promise (homeless family program) SOS Severe Weather Shelter HomePlate Youth Services (program for homeless teens) Habitat for Humanity Refugee Sponsorship Interfaith Committee on Homelessness Keep Them Warm (warm clothing collection) Bus tickets

Hunger:     

Brown Bag Lunch Program Backpack Food Program (weekend food for children) Holiday Meals One Great Hour of Sharing Love Your Neighbor (collection for the Oregon Food Bank)

Denominational Giving     

One Great Hour of Sharing Neighbors in Need Christmas Fund Strengthen the Church Our Church’s Wider Mission

Care Ministries      



Family Care Friendly Visitors Prayer Tree Prayer Shawl School Supplies Collection Sunday School Ministry

In which your church expects the leader you are now seeking to participate: We wish to have our pastor support and help facilitate our mission activities, primarily by making church members aware of needs and opportunities. Our church welcomes the pastor’s participation in any mission activities, however, their participation is not an expectation of the congregation. 8

Photo of the bell tower by Arlys Specht

e. Describe how your church building is being used by the community: Weekly:         

AA - 5 meetings NA - 5 meetings AlAnon - 1 meeting Gambler's Anon - 1 meeting HomePlate - 1 evening Tai Chi - 1 meeting Yoga - 1 meeting Piano Studio - 3 days Peniel (Latino Church) - 3 days

Monthly: 

Ecumenical Ministries AIDS outreach - 1 meeting

Bi-Monthly: 

Family Promise – A full week during a nine week rotation.

Yearly:  

Kiwanis Pancake Breakfast Kiwanis Scholarship Interviews

We also have other building use that is not regular, such as weddings, memorial services, AA parties, and other occasional rentals. All of the above listed building uses are at a reduced rate as part of our mission except for the pancake breakfast. f.

Indicate the number of school districts from which members of your church are drawn: Members are drawn from the Hillsboro, Beaverton, and Forest Grove School Districts. There are also some members who home school their children.

CONGREGATIONAL LIFE (Add*** if the information came from a survey of the congregation) 21. Identify major trends you envision in your church in the next five years. We envision our church will continue to have a wide range of ages in our membership. We believe we will need to expand our mission activities due to higher needs to address poverty and homelessness in the community. Our church has capital facility needs, and we anticipate that we will have to embark upon a capital campaign to address our aging facilities. *** 22. Planning a. All churches do planning. How would you characterize the way planning is done in your church? Planning in our church is accomplished through a bottom-up process and tends to focus on the short-term. Members and/or boards see a need and come up with an approach to address it. Those ideas are discussed and voted upon in the appropriate board. That committee then brings it up to the Board of Directors for final approval. In addition, certain expenditure amounts must be approved by the congregation per the constitution.

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b. What expectations do you have of the person you are seeking in relation to the planning that takes place? Our expectations are that our pastor will participate as a member or our church community, as well as support the planning efforts in various ways. These may be advising and mentoring on the process, promoting the effort with information to the congregation, serving as a facilitator in discussions, and assisting with conflict resolution. As our planning processes are very membership-driven, we do not ask our pastor to lead these efforts, but to serve in more of a support role. c. When is the last time your church undertook a period of discernment and long-range planning in an intentional way? The last long-range planning effort was called, “Renewing Gods House.” This was a capital campaign to address our aging facilities and accessibility needs. It was a three-year process, and it was dedicated in 2003. d. What were the outcomes of your intentional long-range planning? The result of Renewing God’s House was a major remodel of our church facilities. Most of the work was focused on making our facilities more welcoming and accessible, such as putting in elevators for the disabled and adding showers for the homeless participating in our mission activities. Some examples of the other outcomes, were a new roof on the church, removing and replacing an asbestos ceiling, and remodeling the kitchen. e. Does your church have any plans to undertake a period of intentional long-range planning in the future? Yes. We have many capital needs to address our aging facilities. We decided to delay the planning components for these until we have a new, settled pastor, but we hope to start up that process once our pastor comes on-board. 23. Reflections on Congregational Life Comment on the following with what you believe to be the generally-held responses of the congregation. a. Identify the three most important faith experiences or events in the history of your church and the year each took place:  1993 – Hiring Pastor Diane Dulin. This brought long-term stability and strength to our church  2001 -- Voting to accept our revised Church mission statement that supported us being an open and affirming church  2000 – Participating in the Interfaith Hospitality Network and beginning of support for two of our key homelessness/hunger ministries – Home Plate and Family Promise.  2000-2003 - Renewing God’s House – This was a major capital campaign that reinforced our mission to be a welcoming church. b. Identify the most challenging faith experience or event in the life of your church in the last three years and what the church learned from it: Our most challenging faith experience is one we are still learning from, and that is the retirement of a beloved, long-term pastor. She served for 21 years, and retired in 2014. With her hiring, our church went from an unstable situation with a lot of pastoral turn- over to a stable environment. Our church is still adjusting to life without her, but this transition has helped us re-affirm that we are a strong church community.

10 Windows in the chapel. Photo by Arlys Specht

c. What is God calling your church to do/become over the next few years? We feel that we are being called to expand the work of our mission programs. This is a natural outcome of increased need in our local area. We are also being called to search for our new pastor, adapting to her/him, and also allowing her/him to adapt to us. d. Describe how the church expects the person you are seeking to help your church reach these goals: We expect the new pastor to be adaptable and to be a good listener. We want the new pastor to be a companion on our journey and get to know our processes. We expect her/him to be a facilitator and to provide spirit-driven guidance, but not dictate pre-identified ideas she/he has. During the first six months, we want her/him to learn about us, knowing that changes will eventually occur. e. Choose the statement that most accurately describes the theological/faith stance of your church: You may check more than one.  We tend to be theologically conservative.  We tend to be theologically moderate to conservative.  We tend to be theologically moderate.  We tend to be theologically moderate to liberal.  We tend to be quite diverse theologically.  Other  Comments f.

Describe the educational program of your church: 

Identify the curriculum/a used in your church school and the person or committee responsible for selection of curriculum/a: Our Director of Christian Education leads this, with the assistance of the Board of Christian Education. For youth education, we have been using the UCC’s Faith Practices education information on the UCC website.

Creating a marketplace. Photo by Arlys Specht



Indicate resources used for Confirmation and the person or committee responsible for the selection of these resources: Our previous pastor prepared and held confirmation as needed, but that normally was every two years for the high school youth. When the new minister arrives, this will need to occur, because it will have been a couple of years by then since our last confirmation process.

Confirmation class and mentors. Photo by Claire Baugh

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

Are there educational opportunities for all ages? We have educational programs for youth through high school and adults.



Does your church have a written Safe Church Policy? ______Yes ___X_No (If No, has a group worked on this issue in the past? What was the outcome?) We do not believe there has been work on this issue. Now that we are aware of this question, we probably ought to do that!

g. Describe how the church expects the person you are seeking to participate in the congregation’s educational programs: We expect our new pastor to be accessible to our youth in the education programs. We encourage the pastor’s involvement and collaboration with the education ministries team, as it fits their skills and availability, but we do not expect her/him to direct the programming. We do have a tradition of the pastor leading Children’s Time during the Sunday service, before the kids’ dismissal to Sunday school.

Preschool class of Sunday school, plus helpers, on Palm Sunday. Photo by Kristine Adams-Wannberg

h. Describe how programs or ministries of your church are evaluated: Our individual boards frequently evaluate the work they do, though these evaluations are not formal (not a formal document) and they are not done on a pre-determined timeframe. Church staff performance is evaluated during their annual performance review.

i.

Describe the strengths or positive qualities of your church: (Add *** if information came from a survey of the congregation.)

Please see Attachment A, at the back of the profile.

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24. Indicate major boards, committees, small groups, and organizations that are part of your church; the frequency of meetings (monthly, weekly, etc.); and expectations for leadership. For leadership role, use: 1=pastor takes primary initiative and responsibility; 2= pastor and laity share responsibility; 3= laity take primary initiative and responsibility; 4=the pastor’s presence is expected periodically/occasionally. Board/Committee Board of Buildings and Grounds

Purpose The board assists the church in managing its physical property, including:  Repairing and maintaining buildings  Landscaping  Making other building improvements as they arise

# Members 6

Frequency Monthly

Leadership 3

7

Monthly

3

This work is often performed through a mix of volunteer labor, contracted services, and staff work. Members of the committee serve as leaders in overseeing and prioritizing work, identifying facility issues, and recruiting and organizing volunteers Board of Christian Education

This board is in charge of the following:  Overseeing the Church’s education programs  Coordinating youth activities  Supervising nursery care In co-operation with the Director of Christian Education, the board also plans special programs throughout the year, including:  Vacation Bible School  Christmas or Epiphany program(s)  Halloween or fall harvest event(s)  Easter egg hunt  Any special children’s events The board acts as the supervising board for the Director of Christian Education and the nursery attendant, as well as youth group leaders and Sunday school teachers. The board consists of six adult members and a youth (high school) representative.

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Board of Deacons

The board is responsible for the following:  Setting up the sanctuary every Sunday, including Communion once a month  Arranging greeters, acolytes, ushers, and lay leaders  Maintaining the membership roll  Providing pulpit supply and pastoral support  Providing oversight for the fellowship, worship, and growth committees

6

Monthly

4

Board of Finance

This board is responsible to the Board of Directors for maintaining the finances of the church. The board consists of six members plus the Financial Secretary and the Treasurer. The board members perform the following:  Counting the collection each week  Crediting the appropriate accounts  Depositing the money and sending the report to the Financial Secretary weekly

6

Monthly

3

6

Monthly

3,4

The Financial Secretary records the pledges and credits the appropriate funds, and the Treasurer pays all bills. A member of the Finance board is appointed to the Budget committee, the Stewardship committee and the Memorials committee. Board of Mission and Outreach

This board has a number of mission activities it supports. These include the following:  Backpack food program  Christmas baskets  Family Promise (homeless family shelter network)  HomePlate (homeless/at risk teen food and resource program)  Keep Them Warm donations  Wounded Warrior Project  Winter Shelter for homeless  10,000 Villages sale  Deck the Halls fundraiser This board also promotes the UCC denominational giving events.

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Board of Music

The board directs the church’s music program and includes the following:  Making evaluations and recommendations regarding contracts and contract renewals of the music staff  Developing and submitting budgets for the entire music program and monitoring and approving expenses throughout the year  Developing and recommending policies and procedures for the music program  Making recommendations for the purchase and maintenance of the music instruments of the church  Serving as a resource to the music director regarding congregational response to music style selected

6

Monthly

3

Budget Committee

This committee is responsible for the following:  Seeking budget recommendations from all boards of the church  Consulting with the Stewardship Committee  Presenting a complete budget proposal to the Board of Directors

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Meets as needed in April, May, June

3

The members of this committee consist of one representative from each board and the Treasurer. Church Growth Committee

This committee is responsible for the following:  Publicity  Orienting and assimilating new members  Building relationships within the wider community.

Varies

Monthly

2

Fellowship Committee

The committee is responsible for the following:  Providing ample and varied opportunities for fellowship for all church members  Encouraging active participation of individuals and families  Coordinating and directing the life of the church through association with the various groups within the church This committee recruits and supervises committees for church potlucks and fellowship hours.

Varies

Monthly

3

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Memorials Committee

This committee is responsible for the following:  Promoting church giving through gifts, trust, or bequests by members or friends of the church  Recommending disbursement of Memorial Funds to the Board of Finance  Maintaining records of memorial accounts and making reports as required by the Board of Finance

3

As needed

3

Nominating Committee

This committee is responsible for preparing nominations for all church offices and boards.

3-5

As needed in the fall

4

Pastoral Relations Committee

The committee is responsible for enhancing the ongoing relationship between the congregation and the Pastor. While the Pastor and church members are encouraged to be open with one another, this committee is responsible for the following:  Providing nurturing support  Mediating conflicts  Pursing resolutions agreeable to all concerned This committee meets as necessary to fulfill its functions and all discussions and deliberations will be considered confidential unless agreed otherwise by the pastor and members of the committee.

Varies

As needed

2

Stewardship Committee

The committee is responsible for the following:  articulating a program seeking a commitment of time, talent, and treasure by all members and friends of the church on a continuing basis  preparing an estimate of next fiscal year’s income in time for use by the Budget Committee

3-6

Monthly or more often as needed from September to June

4

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Ongoing Small Groups Adult Sunday School

# Members Varies

Frequency Weekly

Leadership 3

Varies

Bi-Monthly

3

This group meets weekly to discuss theological readings chosen by the group. This group is an adult bible study group. Curriculum is chosen by the group.

Varies

Weekly

3

Varies

Twice a month during the school year

2

Meditation Group

This small group meets to practice meditation and other spiritual practices as a group.

Varies

Weekly

3

Men’s Breakfast Fellowship Groups

A monthly fellowship time Offsite social activities

10-15 Varies

Monthly Varies

N/A N/A

Readers’ Rendezvous

Tuesday Book Group Thursday Morning Bible Study

Purpose This group meets before church each week. Leadership and topics change frequently and are driven mainly by the interests and leadership of the group with some support from the CE board. This group meets every few months to discuss literature chosen by the group. This is a social group.

25. Conflict Most churches experience conflict at various times. Characterize your church’s experience with conflict given the following possibilities. Indicate the extent to which each statement describes your church; C = Closely; S = Somewhat; N = Not at all. __C_ As a church, we respect and listen to each other and work things through without generating divisiveness __N_ As a church, we try to respect and listen to each other, but it is not uncommon for differences of opinion to be a problem and for some people to choose sides _N__ Some have left our church because of conflict _N__ Conflict hurts our sense of unity, but we tend not to talk about it _C__ Painful experience with conflict has been present, but it has been worked through, and we have learned from experience _N_ We have had some painful experience with conflict, and they linger in the background _N_ Open conflict is present, and we need a minister who can help us deal with it ____Other, specify Comment:

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26. Worship a. Describe the weekly worship schedule (number of services, times, languages in which the services are conducted, frequency with which communion is included, special emphases such as healing services, contemporary worship, etc.) Our weekly schedule includes the regular church service each Sunday morning and a mid-week meditation service. Communion is served on the first Sunday of each month. We hold a few special services each year, such as Christmas Eve, Ash Wednesday, and Maundy Thursday. There are other services we have held on an as-needed or as-requested basis, such as healing services and crisis services (such as after 9/11).

b. Are your worship services or church gatherings sign language interpreted? _____ Yes __X__ No

Photo of the sanctuary at Christmas by Arlys Specht

Are there particular ministries with persons with developmental disabilities or mental illness? We do not have a specific ministry for people with developmental disabilities or mental illnesses, because we do not have a need at this time. We are, however, open to suggestions and ideas! Our efforts in this area have focused on hospitality and making our church welcoming to all, which is one of the reasons we installed elevators during the last capital campaign.

c. Identify how worship is planned on a regular basis in your church _____ by a worship committee _____ by the pastor _____ by the pastor in consultation with the church musician __X __ other – specify: Worship is planned by the pastor in collaboration and with the assistance of the Diaconate, the Worship Committee (a subcommittee of the Diaconate), and to some degree, the Music Director. This arrangement may be adapted when our new pastor arrives.

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Photo of Christmas pageant by Claire Baugh

Church choir and members during Sunday service. Photo by Ron Berkheimer

d. Describe the style and content of preaching valued by your congregation: We appreciate content that is fresh and thought-provoking. We value variety in topics and intellectual material relayed through creative means and applications. This could be accomplished in a number of ways, such as by relating scripture to historical context, current events, modern media and literature, and the human experience. We desire a pastor whose style is to help members reflect on scripture, the Spirit, and issues in their lives and the world without dictating the meaning. e. Describe the role in worship of the person you are seeking: We want a pastor to lead worship and preach sermons of substance and depth, yet also to the point, as the cornerstone of the Sunday church service. We want some attention paid to the lectionary, and we expect the pastor to continue with the brief Children’s Time during the service.

Children’s Time during Sunday service. Photo by Ron Berkheimer.

f. What hymnal(s) are currently used by your congregation in worship? Our current hymnal is the New Century Hymnal.

g. Have you considered using another hymnal? We replaced our last hymnal with the current one in use in 1997. The current hymnal has inclusive and up-to-date language, and it also includes more multi-cultural songs. We also, on occasion, use other songs which are not from the hymnal.

Children’s bell choir. Photo by Kristine Adams-Wannberg

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h. Churches have a variety of practices related to the use of Inclusive Language in worship services. (Some churches have made the decision not to change any language in worship; others are intentionally inclusive in their references to people avoiding words such as “mankind”. Some avoid exclusively male references for God and seek to include male and female images as well as a variety of metaphors; other churches exercise care in the words of the liturgy but still utilize “traditional” hymns.) How important is this issue to your church? Our church has adopted the practice of using the word "God" rather than either gender pronoun. Congregants are free to use language they are comfortable with when singing hymns or saying prayers. Scripture is usually read from NRSV, as printed. WIDER CHURCH CONNECTIONS 27. United Church of Christ a. Association, conference, or other denominational programs and activities in which church members participate: The church participates in the Central Pacific Conference and the Educational Ministries Team. Do you send delegates to association and conference meetings? Regularly __X__ Occasionally ____ Never ____ Have members of your church ever served as delegates or visitors to General Synod? Yes ____ No _X___ Not Sure ____ No, not in the last 20 years. The former pastor, however, served as a delegate to the General Synod.

b. Association, conference, or other denominational settings in which your church expects the leader you are now seeking to participate: We would like the pastor to attend the annual conference. c. Choose the word that best describes how lay leaders of your church consciously identify within the United Church of Christ: Closely ____ Moderately __X__ Nominally ____ Other ____

28. Ecumenical and Interfaith Activities a. Describe ways your church participated in ecumenical and interfaith activities during the past three years: In the past our church has participated in MLK Day activities, Family Promise, the Thanksgiving interfaith service, and the Washington County Inter-Religious Action Network, of which we are a member. b. Describe how your church expects the leader you are now seeking to participate in ecumenical and interfaith activities: We have no specific expectations of particular ecumenical and interfaith activities in which our pastor might participate, but we do encourage her/him to consider participating in those activities.

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RELATIONSHIP WITH MINISTERIAL LEADERS 29. Relationship with Prior Leaders a. Characterize you church’s experience with pastoral leaders over the past 15 years. You may check more than one response: __X__In general, our lay leaders have a history of strong, cooperative relationships with the church’s pastoral leadership. ____ We have had some fairly rocky moments, but have worked them through, and relationships with pastoral leadership have grown in significant and important ways. ____ We have had some tough times and things did not always work out. ____ Other. Specify: Comment: b. Indicate the tenure of the last three installed persons who filled the position you are seeking to fill. Do not include interims. Name 1) Diane Dulin

From 1993

To 2014

2) Jim Zaworski

1987

1990

3) Henry Nickerson

1983

1986

c. If a previous pastor emeritus/a is currently a member of the church, describe his or her involvement in the life of the congregation: We would like to invite Diane Dulin back as a pastor emerita once our new pastor is settled. Ned Luther is also a former pastor of our church. He served as pastor during the late 70s and early 80s. He now serves as a regular member of our congregation. d. In addition to financial support, describe how your church supported the most recent person to hold the position you are now seeking to fill: We supported our previous pastor in a number of ways. We expanded the pastor’s position from part-time to full-time when resources allowed it. We also developed a system of sabbaticals and accommodated her living out-of-town. We have been supportive of her and her family. e. Involuntary Terminations: In the interest of privacy this information will be provided to candidates upon request.

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30. Does the church have a Pastoral Relations Committee? __X__ Yes ____ No If yes, describe its purpose, functions, and how often they meet: The Pastoral Relations Committee is usually made up of some of the Pastoral Search Committee. Its purpose is to support the pastor and to address any issues that the pastor has with the congregation and vice versa. The committee meets as needed, though it may meet more frequently with our new pastor coming on board and getting settled. 31. Is there periodic assessment/evaluation of the nature of the work and of the performance of that work for the position you are seeking to fill? Describe it: Yes, assessments are currently done on an annual basis for employees, and the minister is on the same cycle. This is typically a review of the job requirements and contract and the employee’s performance. The Pastoral Relations Committee will likely meet more frequently when the pastor starts, and the Board of Deacons will also provide some mentoring for our new pastor.

Is the periodic ministerial evaluation coordinated with a regular assessment of the overall ministry of the congregation? No, there is no formal process at this time for an overall ministry assessment.

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32 Leadership Expectations A list follows of the 45 items which represent a range of qualities in the ministry of the church. Please an “X” beside the 12 items which your church feels are the most important aspects of ministry for your church at this time. Do not rank the items. If the aspects you consider to be important are not included in the list, please them at the end in the blanks provided. Our church needs a person who… 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23.

_X_ is an effective preacher/speaker ___ continues to develop his/her theological and biblical skills _X_ helps people develop their spiritual life ___ helps people work together in solving problems _X_ is effective in planning and leading worship ___ has a sense of the direction of his/her ministry ___ regularly encourages people to participate in United Church of Christ activities and programs ___ helps people understand and act upon issues of social justice ___ is a helpful counselor _X_ ministers effectively to people in crisis situations _X_ makes pastoral calls on people in hospitals and nursing homes and those confined to their homes ___makes pastoral calls on members not confined to their homes ___is a good leader ___is effective in working with children _X_builds a sense of fellowship among the people with whom he/she works ___helps people develop their leadership abilities ___is an effective administrator ___is effective with committees and officers ___ is an effective teacher ___ has a strong commitment to the educational ministry of the church ___ is effective in working with adults ___ inspires a sense of confidence ___works regularly at bringing new members into the church

24. ___regularly encourages support of Our Church’s Wider Mission 25. ___reaches out to inactive members 26. ___works regularly in development of stewardship growth 27. _X_is active in ecumenical relationships an encourages the church to participate 28. _X_is a person of faith 29. ___writes clearly and well 30. ___works well on a team 31. ___is effective in working with youth 32. ___organizes people for community action 33. ___is skilled in planning and leading programs 34. ___ plans and leads well-organized meetings 35. _X_ encourages people to relate their faith to their daily lives 36. _X_ is accepting of people with divergent views 37. ___ encourages others to assume and carry out leadership 38. _X_ is mature and emotionally secure 39. ___ has strong commitment and loyalty 40. ___ maintains confidentiality 41. ___ understands and interprets the mission 42. _X_ is a compassionate and caring person 43. ___ deals effectively with conflict 44. ___ _________________________ 45. ___ _________________________ If there are other comments you wish to make about expectations, include one or more paragraphs here on an additional sheet.

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GENERAL 33. Does your governing body or your search committee have a well-defined policy against discrimination? ____ Yes ___X__ No Comment: We do not have a specific policy. We have, however, adopted a philosophy expressed in our vision statement, which is the following: We are working toward a vision of "no longer strangers" in our communities. We are achieving this vision by seeing the strangers in our own lives, by offering them servant hospitality through Jesus Christ, and by creating ecumenical partnerships with other faith communities. We are honoring this vision by openly affirming God's love for all people. We explicitly welcome everyone into our Christian community, fellowship, and worship, regardless of sexual orientation, ethnic identity, economic circumstance, physical or mental ability, or any other perceived differences. In addition to our vision statement, our employee manual also guides church staff. This is included in Attachment B at the end of the profile. 34. Has your congregation participated in ONA (Open and Affirming) study/discernment process? _X__ Yes _____ No Comment: We have accepted Open and Affirming, and have expanded upon it as part of our vision statement. Please see the response to Question 33. 35. Is there a position description of the pastor’s role and responsibilities? __X__ Yes _____ No If “yes,” please attach a copy. Please see Attachment C Does your church have a personnel policy covering this position? __X___ Yes _____ No 36. List the titles of other paid staff position for whom this person provides supervision and indicate whether these position are full-time (FT) or part-time (PT). The Church Administrator, Director of Christian Education, and the Director of Music are all part-time staff, and all are supervised by the pastor. 37. Name three people who have agreed to serve as references. Makes sure they are not members of your church, but know about your church well enough to be helpful to a final candidate seeking more information about your church, e.g. conference staff, person in community, neighborhood pastor: Name a. Gene Ross

Telephone 503-255-6068

Relationship to your Church Former conference minister

b. Bridget Calfee

503-867-7762

Director of HomePlate Youth Services

c. Dick Kroll

503-351-5347

Former neighboring pastor

Our Transitional Pastor, Roger Lynn, also volunteered to serve as a reference. His phone number is 971-205-2561. 38. What groups or individuals in your church have contributed to, reviewed, and/or approved this profile for circulation? Our church developed information for the profile through a number of means. First, the church invited involvement and participation through focus groups and a church retreat. Second the Pastoral Search Committee, as informed by the visioning process, developed the profile. The Committee submitted it for approval to the Board of Directors. The profile was also reviewed and signed off by the Conference Minister.

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STATEMENT ON LEADERSHIP IN MINISTRY Using this page, and one additional page if needed, write a statement that will help a candidate better understand the relationship of clergy and lay leadership in the life of your congregation. Candidates will be interested to know whether your lay leaders have a history of strong, cooperative relationships with the church’s pastoral leadership. If your church organizational structure is based on intentional lay-led ministries, describe how that structure functions in relationship to the pastor; if your organizational structure is dependent on clergy leadership, describe what will be expected of the pastor. If you wish, this statement can provide an opportunity for you to elaborate on the list of committees/boards/groups that you identified in Question 24. (For example, in some churches the expectation is for mutual involvement or pastor and finance committee in the financial matters of the church; other congregations have a clear expectation that the pastor will be focused on ”spiritual matters” and will be excluded from settlings where financial decisions are made.) Include in the statement reflections on leadership styles that work well for your church. What do you hope/expect that your new pastor will understand and value in your particular style of lay leadership? What would a new pastor need to know in order to work smoothly with your established leaders? If yours is a multiple-staff church, it would be helpful to comment on your expectations of how the staff team members relate to each other. You are encouraged to include anything else you want to say about your church and its expectations of the leader it now seeks: The membership-elected moderator is the head of our local church and serves as the chairperson of the Board of Directors. Each of the six boards and the Board of Directors meet once a month on, "Board Night," which is held the first Monday of each month. Ministerial input and direction is not only welcomed but is expected at these meetings. Since the church is lay led, it is imperative that there is open communication and mutual trust between the pastor and the lay leaders. At this time, staff meetings are held once a month -- a schedule that could be adjusted by mutual agreement of the pastor and staff. Our church staff members, especially the Director of Music, Director of Christian Education, and the Church Administrator, work cooperatively with each other and the pastor to both plan and evaluate church programming. We are expecting that the incoming pastor will have the skills to effectively manage and delegate responsibility when working with staff members and volunteers alike. We want a pastor to help things run smoothly. We hope they use those skills, good communication, their awareness, and their influence to help things in the church get accomplished. In terms of our other expectations and desired role of the pastor, please refer to our answers for Questions 26d and 26e.

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CONFERENCE OR ASSOCIATION DESCRIPTIVE REFERENCE Church Name:

First Congregational Church of Hillsboro, United Church of Christ

Location:

Hillsboro, Oregon

Conference:

Central Pacific Conference

Association:

United Church of Christ

Name of Staff Assisting in the Search: The Rev. Dr. Walter John Boris, Conference Minister

Staff Comments:

_________________________________

_______

Signature of Staff Assisting in the Search

Date

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Attachment A – Strengths and Positive Qualities of the Church (Response to Q 23i) All Church Visioning Retreat First Congregational Church of Hillsboro, United Church of Christ On December 6, 2014 from 9am until 3pm approximately 60 members & friends of the congregation came together in the Fellowship Hall to share in a time of visioning & discernment as we sought to listen for the leading of God’s Spirit related to our future ministry. Intangible Qualities & Characteristics Welcoming Ecumenical Respectful of women / men / all God is Still Speaking – an understanding which undergirds who we are & what we do Questions are encouraged Spirit to allow comprehension & appreciation of diverse beliefs Celebrate diversity We walk the walk Willingness to stay with the conversation even when it is difficult Radical hospitality Vision Variety of talents – artistic, leadership Willingness to accept responsibility & act on it A spirit of celebration Attitude of caring & support – REALLY Comfortable with dying Generosity – financial, time, talents Non-judgmental / inclusive Sensitive to social / political / world issues A wealth of retired clergy Unity in diversity Sense of humor Deep willingness to do what needs to be done Courage of conviction Atmosphere of safety Deep feeling of responsibility in & to the world Depth of spirituality Intergenerational mix Supportive of each person’s call Leader-full congregation

Who We Already Are Tangible Programs & Ministries Partnership ministries in the community: SOS, Home Plate, Family Promise, Backpacks, Christmas Baskets, Keep Them Warm Other local outreach ministries: Brown Bag lunches, Bus Passes Family Care 2-cent a meal Cradle-to-Grave education Men’s Fellowship Friendly visitors Traditional worship Diverse Adult education Music education for kids Book groups Renegade Soul Sisters Fellowship Groups Adult music: choir, bells Fisher Farm outdoor worship Building use by AA, NA & other outside groups Pastoral Care VBS Youth groups Potlucks Writing group Prayer Tree Refugee family sponsorship Covenantal Relationships Silent Retreats Confirmation Classes Swords into Plowshares

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If I could change one thing about FCUCC, it would be:  Greater racial/cultural diversity  Endowment for the future  Relief from financial struggles  More Sunday school volunteers  More energy in the Children’s Programs  Young Adult ministries  Third World Ministries  More awareness & practice related to healthy living (an example would be less processed food)  Church bus  Expanding our pool of leadership  More soulfulness & enthusiasm in congregational singing  Stability in membership size – finding a balance between size & ministry (don’t get too big)  Focus & emphasis on Sustainability (environmental) – upgrading facility to be more efficient  Youth groups meeting more often & regularly (more volunteers needed)  Staying connected to former pastors  Different pencil holders  Something so that hymnal don’t go, “thunk,” when put back in the rack  Improve acoustics in the Fellowship Hall  Improve acoustics in the choir loft  Add track lighting in the balcony above the area where bell choir plays  Redesign the front of the sanctuary to remove the vertical “stripes”

Ministry & Program Ideas Each participant had three votes. The results below reflect the big picture areas of focus that are clearly important to the congregation as we move forward. The lack of votes on a few of the particular items should in no way be interpreted as a lack of interest. Several of the new ideas, including Community Garden, Sexuality Education, Cooking Classes & Laundry Love, can easily be incorporated into some of the other broader areas of interest. Several of the other items, including Use of Technology, Expanded Use of Facilities & Expanded Music Ministry, are already established aspects of what we are doing and are clearly well loved and well supported, and as a result people chose not to “spend” one of their votes on those items. 25 votes 6 votes 7 votes 24 votes 10 votes 13 votes 6 votes 24 votes 0 votes 3 votes 2 votes 7 votes 7 votes 0 votes 6 votes

Home Plate, Family Promise, etc. (programs centered around poverty & homelessness Community Garden Support & nurture for individuals so they feel enabled to engage in their personal ministries Enhance & support spirituality, including silence, prayer, discernment, worship, etc. “Big Picture” social justice issues, including Palestine/Israel, Swords into Plowshares, etc. Sustainability, Environmental Concerns & Healthy Living Sexuality Education Education & support for issues around ages & stages of life, including parenting, elder care, death & dying, grieving, bullying Cooking classes for the community to enhance healthy eating on a budget Use of technology to enhance, expand & support the ministries of the church Multi-cultural awareness & ministry Raising community awareness of who we are, what we stand for, what we do Laundry Love – laundromat ministry Expanded Use of Facilities Expanded Music Ministry

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Attachment B – Information from the Employee Handbook on Discrimination and Harassment (Response to Q 33) Equal Employment Opportunity The Church is committed to equal employment opportunity for all qualified persons, without regard to race, color, ancestry, national origin, gender identity, religion, sex, age, physical disability, mental disability, medical condition, veteran status, marital status, or sexual orientation. This applies to all employment practices, including recruitment, hiring, compensation, church benefits, transfers, promotions, demotions, training, disciplinary action, and termination. The Church expects all employees to show respect and sensitivity toward all other employees, members and visitors, and to demonstrate a commitment to the church's equal opportunity objectives. If an employee observes a violation of this policy, he/she is expected to report it to their supervisor, the Senior Pastor or the Personnel Committee. They will investigate any complaint and take appropriate preventive and corrective action.

Harassment The Church is committed to maintaining a work environment in which all individuals treat each other with dignity and respect and are free from all forms of intimidation, exploitation and harassment, including sexual harassment. The Church is prepared to take action to prevent and correct any violations of this policy. Anyone who violates this policy will be subject to discipline, up to and including termination. "Harassment," including "sexual harassment," means unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct that denigrates or shows hostility or aversion toward an individual because of race, color, national origin, religion, sexual orientation, gender, disability, gender identity or age made by someone from or in the work setting under any of the following conditions: A. Submission to the conduct is explicitly or implicitly made a term or condition of an individual's employment; B. Submission to, or rejection of, the conduct by the individual is used as the basis of employment decisions affecting the individual; C. The conduct has the purpose or effect of having a negative impact upon the individual's work performance, or of creating an intimidating, hostile, or offensive work environment; D. The conduct has the purpose or effect of unreasonably interfering with an individual's work performance, or otherwise adversely affects an individual's employment opportunities; or E. Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through the Church. Unwelcome conduct of this type can include a wide range of verbal, visual, or physical conduct of a sexual or otherwise harassing nature. Among the types of conduct that would violate this policy are the following: A. Unwanted sexual advances or propositions; B. Offering employment benefits in exchange for sexual favors;

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C. Making or threatening reprisals after a negative response to sexual advances; D. Visual conduct such as leering, making sexual gestures, or other gestures which denigrate a person's race, color, national origin, religion, sexual orientation, gender, disability, gender identity, or age; E. Written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, gender, national origin, religion, sexual orientation, gender, disability, gender identity, age, or disability and that is placed on walls, bulletin boards, computers, or elsewhere on the Church premises, or circulated in the workplace; F. Epithets, slurs, negative stereotyping, threatening, intimidating, or hostile acts that relate to race, color, gender, national origin, religion, sexual orientation, gender identity, age, or disability, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations; and G. Physical conduct such as touching, assaulting, impeding or blocking movements. Employees who feel that they have been subjected to conduct of a harassing nature are encouraged to promptly report the matter to the Senior Pastor or a member of the Personnel Committee. Employees who observe conduct of a harassing nature are also encouraged to report the matter to the Senior Pastor or to a member of the Personnel Committee if the complaint involves the Senior Pastor. All complaints will be promptly investigated. If a supervisor or a manager fails to follow this policy, they will be subjected to disciplinary action up to and including termination. Every effort will be made to protect the privacy of the parties involved in any complaint. However, the Church reserves the right to fully investigate every complaint and to notify appropriate government officials as the circumstances warrant. It is against the Church's policy to discriminate or retaliate against any person who has filed a complaint concerning harassment or has testified, assisted, or participated in any investigation proceeding or hearing concerning harassment. When the Senior Pastor or a member of the Personnel Committee receives a complaint, they will immediately direct an investigation. If the investigation confirms the allegations, prompt corrective actions will be taken, and the individual who suffered the harassing conduct will be informed of the corrective action taken. In addition, any employee found to be responsible for harassment in violation of this policy will be subject to appropriate disciplinary action up to and including termination. The severity of the disciplinary action will be based upon the circumstances of the infraction.

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Attachment C – Pastor’s Position Description (Response to Q 35)

Job Title:

Senior Pastor

Job Category:

Department/Group:

Ministry

Compensation Category:

Direct Supervisor: Staff Reporting Relationships

Board of Deacons, Moderator

Position Type:

Supervises Director of Music, Director of Youth Christian Ed, Church Administration

The Pastor is responsible for guiding the spiritual welfare of an open and affirming and diverse Christian congregation; serves as senior executive officer of the church. ROLE AND RESPONSIBILITIES

Spiritual Leadership 1.

2.

3.

4. 5. 6.

7.

Worship and Preaching: Is a consistently effective preacher and inspirational worship leader; communicates a clear and consistent message through sermons that are carefully prepared and artfully delivered. Understands the need for culturally relevant teaching that has integrity and speaks to the heart of the congregation. Spiritual Formation: Nurtures spiritual formation for church members and provides for members to know God in a deep and meaningful way through traditional practices such as prayer, Bible study, small group study and discernment of spiritual gifts. Vision and Strategy: Sees the vision of the congregation clearly and is able to communicate it; able to bring in new ideas and methods, lead any necessary change process successfully, and anchor the change in the congregation’s culture. Pastoral Care: Provides a caring presence; demonstrates compassionate support for church members in need. Church Ambassador: provides a warm welcome to visitors. Facilitates growth of church membership. Mission & Outreach: Provides leadership, support, and organization for those aspects of ministry that extend the United Church of Christ commitment to justice, peace, and interdependence beyond the congregation and into the wider community. Stewardship: Visibly promotes stewardship principles throughout the year to support the church mission. Serves as a model of a good steward.

Administrative Leadership 1. 2.

3.

4.

Organizational Agility/Governance: Able to lead church by applying both formal and informal channels; supports the policies of the church. Empowers the congregation to participate as leaders of the church. Supervision and Administration: Defines and sustains programs through goal setting, execution, and feedback; supervises staff to maximize staff effectiveness; models and enables a professional and high standard of administration; delegates appropriately. Collaboration and Lay Leadership Development: Identify, develop and support lay leaders and facilitate their collaborative work; serves as leadership coach to encourage members and elected leaders of the church to develop and execute their own leadership gifts. Conflict Management: Believes that conflict, if managed skillfully, can be energizing and can lead to highly creative moments in the life of a church. Reads situations quickly and accurately; good at focused listening; can identify common ground and elicit cooperation from others in crafting mutual solutions.

SUPERVISORY RESPONSIBILITIES 

Supervises Church Administrator, Director of Youth Christian Education, Director of Music



Assesses supervised employee performance on an annual basis.



Contributes to assessments of all employees on an annual basis.



Assists with interviewing and evaluating applicants for employment.

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

Resolves issues that may arise in job performance, staff relations, and staff/member relations.

BUDGET ADMINISTRATION AND RECORDS KEEPING 

Provide annual budget guidelines based on Church priorities



Follows approved budget for discretionary spending and reimbursement.

EXPERIENCE REQUIRED • •

Significant ministerial experience demonstrating the skills necessary to fulfill the responsibilities; 5+ years of experience preferred as a Senior or Associate Pastor Experience in the ministerial and administrative needs of a growing congregation of 100 to 250 members

QUALIFICATIONS AND EDUCATION REQUIREMENTS •

•

The Pastor must have a Master of Divinity degree (or other equivalent postgraduate degree in theology) and have standing as an ordained minister in the United Church of Christ or be approved for ordination pending call by an association of the UCC or be in the process of receiving privilege of call by an association of the UCC. Supports the United Church of Christ Commitment: Affirms and continues to strengthen the church’s covenantal relationship with the United Church of Christ and the Central Pacific Conference.

PREFERRED SKILLS • • • • •

Team player with the ability to collaborate with multiple staff and lay leaders and demonstrate flexibility in the midst of change and growth Ability to relate to people of all ages and of divergent views Working knowledge of technology and social media or willingness and interest in learning Life Long Learner: Knowledgeable in approaches to learning; uses experiences as potential tools for ministry. Able to maintain personal, professional, and spiritual balance to keep emotionally and spiritually fit. .

PHYSICAL REQUIREMENTS None Specified OTHER REQUIREMENTS. Irregular working hours Reviewed By:

Board of Deacons

Date:

May 2013

Approved By:

Board of Directors

Date:

July 2013

Last Updated By:

Date:

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