1. Marin Lutheran Church Constitution Task Force Forum 3: Proposed Structure

2. AGENDA Goal Guiding Principles Research Conclusions Current Organization Current Organization Challenges Proposed Organization

3. Goal Create a stable institutional environment in which people’s lives are transformed

4. Guiding Principles Not change just to change Keep the best of what we have Recognize changes in society Meet the needs of our members Now Future Encourage Visioning

5. Research Conclusions We need To Effectively and Efficiently use our members time A Congregation Council that has the charge, time and resources (people) to develop mission, strategies and goals, and evaluate our progress toward those goals. A staff and group of teams who create effective ministries that support overall MLC mission, visions and strategies. Council supports but delegates authority and requires accountability. Active and mutual communication and accountability between the Council and the staff/Ministry Teams.

6. Current Organization “Council-Centered” organization Officers, board chairs and others comprise the Council. Council does limited planning or evaluation of programs. It mostly hears reports, approves new programs/ministries, appoints task forces and representatives Board Chairs split time between Council and Board meetings and working on Board initiatives. Board plans are short term, and they have no guiding mission and strategies.

7. Current Organization Challenges Council looking back to what happened and revisiting discussions boards had in order to approve requests. No organization charged with creating mission strategies and goals, and evaluating our progress toward those goals. Not using members talents as effectively as we might Ask too much of a time commitment Council role should be big-picture – oversight, strategizing, theorizing Board Chairs & teams do ministry monthly and annually Boards must receive approval for any significant action Half members change annually. Significant challenge for Nominating Committee Leaders change before they really know role Effective leaders forced to leave quickly

8. Proposed Organization Council Members – Pastors, President, Vice President, Secretary, Finance Chair, and not more than four nor fewer than three members-at-large of the congregation. Council size 9. Primary Responsibilities general oversight of the life and activities of this congregation developing mission, doing long-range planning, setting priorities, and evaluating results responsible for financial and property matters Challenges addressed Council looking back – Revisit Board Decisions No organization charged with creating mission Use talents effectively Boards/Ministry Teams focus ministries with greater authority

9. Proposed Organization Ministry Teams (replace boards) Standing Teams Education, Stewardship, Congregational Care and Fellowship, Worship, Social Concerns and Missions, Outreach Team Leaders elected Council invite semi annually all ministry teams to the Council meeting to discuss Mission and Vision and their programs supporting these Ministry teams have greater autonomy Challenges addressed Council looking back – Revisit Board Decisions Use talents effectively Delegate more authority to Ministry Teams Active and mutual communication and accountability between the Council and the staff/Ministry Teams.

10. Proposed Organization Terms of Office Officers, Council Members-at-large, Ministry Team Leaders Serve for two years and can serve two consecutive terms. Challenges addressed Creates less stress on Nominating Committee Use talents effectively Half members no longer change annually Allows leaders to learn and grow in role Allows effective leaders to guide ongoing ministry projects

11. Proposed Organization Staff Congregation Relations Committee Replaces Mutual Ministry Encourage, strengthen, nurture, support, and respect the pastor(s) and staff and their family(s). Promote unity in the congregation. Personnel Responsibility Provide, with Council, for the evaluation annually of the pastor(s) and staff regarding their ongoing effective ministry. Help set salaries and annual increases Provide feedback on other personnel policies