Diocese of Colorado

 Mutual process – relationship is being established (inter-viewing – seeing each other)  It’s about what God is doing in the parish and in the priest  Based on parish vision and ministry  Criteria emerges from future leadership needs  Confidential

 Prayer  Process structure and time line  Parameters and logistics of skype and site visit interviews  Establishing themes, questions, and criteria based on profile  Creating safe and holy space for conversation with candidates  Communication with candidates  Assessment mechanisms for search committee

 Place and use of technology  Atmosphere  Duration  Two way conversation  Communicating process and timeline  Decide who is doing what, how many participating, etc.  Do your homework on each candidate  Questions and rating sheets

 Review parish profile for skills and attributes needed in the future rector  Decide on 4 or 5 themes that are key to explore based on future parish ministry and vision (See Star Training Manual)  Develop 4 or 5 questions getting at candidate’s experience in the theme areas  Establish criteria to assess fit in theme areas  Field test questions and criteria

 Invite conversation about current examples of past experience in theme areas  Other areas of exploration: motivation for ministry – passion question, professional skills and abilities, personal qualities  Explore personal dimensions: goals for personal development, use of time off, books reading, fun, own sense of strengths and weaknesses

 Evaluate questions: ◦ What does it have to do with the position? ◦ Why do I need to know? ◦ Would I be willing to answer this question?  Core questions are used for all candidates, specific candidate questions are developed to find out more about one specific person

 Select a group of three to interview  Select questions for theme areas and personal dimensions (maybe 3-6 questions total)  Structure your one hour interview leaving time for introductions, overview of process, and prayer at the beginning and questions from the candidate at the end  Decide who is going to do what.

 In a prior communication with the candidate, explain the nature of the call.  Use the same interview and rating scale for all candidates  Field test the interview  Develop rating sheets for after the interview

 Arrange with the candidate for the visit  Have at least two people visit  Remember: If candidate is rector much of the parish ministry will reflect aspects of their ministry. (Not true for an assistant.)  Develop structured interview with criteria & schedule time with the candidate to interview  Develop criteria for assessing sermon, celebration, interaction with parishioners, etc.

 Be inconspicuous while at their church!  Ask candidate’s permission before interviewing other parishioners of staff.  Use the same assessment sheets, interview questions, and structure for all of your candidates.  Review search timeline with the candidate before you leave

 Select a member of their vestry, a significant lay leader, a staff member or supervisor from the list of references provided by the candidate  Use a structured interview process with questions tied to key needs for your search  Select people to do the reference checking who have the ability to probe without putting people off