1. 2015

2. Almighty God, giver of every good gift. Look graciously on your Church, and so guide the minds of those who shall choose a rector for this congregation, that we may receive a faithful pastor, who will care for your people and equip us for our ministries; through Jesus Christ our Lord. Amen.

3. Office of the Bishop Provides Identification of supply or interim clergy Consultation and support from the Bishop, the Canon Missioner, and the Canon to the Ordinary Materials, resources, training, and consultants Appropriate rector candidates Prayer and support during the process

4. Vestry Responsibilities Wardens and vestry are formal canonical leadership during the vacancy Appoint profile and search team, set budget Giving a specific and clear mandate to profile and search team Clear and ongoing communication with the parish and the Office of the Bishop

5. Interim Ministry Interim priest appointed by the Bishop & confirmed by the vestry One year term or until search is completed Cannot be a candidate for rector Sustaining congregational ministry and helping the congregation to review the past, assess the present, and envision the future.

6. How Long, O Lord? The Wardens & Vestry can create a schedule of deadlines they expect the Profile & Search Committee to meet: * identify chairs & form committees * complete OTM portfolio & Parish profile * complete search interviews * complete vestry interviews * extend a call

7. Choosing a Search Chair A person of prayer A team builder Well organized Able to use email A bridge person Able to delegate and not a control freak

8. Search Committee Selection The vestry forms the search committee with 5 to 9 people who are: Committed to prayer Have good listening skills Committed to the parish through worship, serving, working, and giving Are spiritually mature and can proclaim the mission of the parish Are able and available for the work

9. The Search Committee Wardens do not serve No assisting clergy, deacons, or parish staff Balanced (age, sex, groups, length of membership) No two from same household One or two from vestry Select a chaplain

10. Search Committee Commissioned by the Vestry Charged to present 2 or 3 qualified candidates to the vestry Takes Interview Training Works with the Bishop’s Office through the Canon Missioner Communicates often to the vestry and congregation

11. Setting a Search Budget Administrative: office supplies, portfolio copies, mailings, etc. Interviewing (travel, meals, hotel) Background checks on finalists (currently $325 each) Moving expenses Estimate 5% of total budget

12. Parish Finances It is the vestry’s responsibility to: Develop a compensation package according to the guidelines Budget for the search (profile & search committee expense) Budget for interim and staff Budget for moving expenses Background checks budget

13. The Profile Preparation

14. Ministry Reflection Review the past: history, clergy, patterns Assess the present: health, worship, leadership, ministry, context, dynamics, and stewardship Envision the future: core values, identity, purpose, mission, vision Clergy leadership needs Development of parish profile

15. The Parish Web Site Profile Provides information about the congregation Outlines the congregation’s identity, mission, and purpose: currently lived and future vision Presents a profile of the type of clergy leader desired to live into vision Links to ministry areas and community neighborhood Pictures of church and activities

16. Community Portfolio Worksheet Must be completed for Canon Missioner to gather potential candidates Basic information & History Compensation package Narrative Questions Gifts and Skills for New Priest

17. The Search

18. Potential Candidates The Parish Web site Profile and the Community Portfolio are used to generate names Parishioners may submit names to the Bishop’s Office Candidates may present themselves to the Bishop’s Office Advertisements in The Living Church & Episcopal Life may generate names

19. Candidate Names Abbreviated Search: The Bishop reviews all names and gives an approved short list of names to the vestry or search committee to interview Traditional Search: The Bishop reviews all names and gives an approved list to the Search Committee The Bishop’s CAREFUL review takes time

20. Information continued… Keeping the congregation informed through newsletters, announcements and story boards helps build trust in the search committee’s work and progress. It is good to have a search committee member serve as the communication coordinator for sharing information with the congregation.

21. The Call

22. Handoff to the Vestry When the Search Committee is ready to recommend a candidate to the Vestry, there should be a called meeting for that purpose. Both groups should attend. It should be an executive session of the Vestry because it is taking up a confidential personnel matter.

23. The Decision The Search Committee should present the candidates’ names to the Vestry, cover the reasons why they are nominating the candidates, provide any helpful information (resume, etc.), and answer questions the Vestry may have. This is the Vestry's decision point. The vestry will enter into a time of discernment and invite the candidates for a visit.

24. Discernment The vestry engages in discernment training May have a consultant work with the vestry Read “Grounded in God” or other materials designed to offer guidance in the discernment process Spend time in prayer or on retreat

25. Visiting with the Candidates The Senior Warden should telephone the candidates, inform him/her that the Vestry would like to invite the candidate (and family) to visit the parish in discernment for a call. The parish pays expenses for those invited to visit. In the same visit, out of state candidates need to meet with the Bishop

26. The Visit This visit is not a public event. It should take place during the week and should include a meeting with the Vestry. Other meetings should be at the request of the candidate. It is usual for the candidate to meet with staff members, including the Head of School if there is a school, and any of the key ministry leaders desired. There should be no public introductions or occasions. Information packets for the candidates sent beforehand should include: newsletter, financials, bulletins, vestry minutes, annual report, etc.

27. The Visit There is usually a social event attended by Vestry, Search Committee, and spouses, but the "business meetings" do not include spouses. Groups of two or three can share some meals during this time, but there should also be some breathing room in the schedule for the candidate and spouse to have time for private discussion and reflection. Before departure, the Senior Warden and the candidate should agree on when a decision might be made

28. Extending a Call The vestry discerns and comes to consensus on the best candidate The Sr. Warden notifies the Bishop and the Canon Missioner The Bishop extends the call Once the call is accepted, agree upon announcement and start up time frames

29. Terms of the Call The Canon to the Ordinary with input from the wardens meets with the rector elect to work out the terms of the call leading to a Letter of Agreement (template available), which is reviewed and acknowledged by the Bishop. Mutual Ministry Reviews, CDI, support groups, and Celebration of Ministry are agreed upon with the Letter of agreement. Do NOT announce the call until the Letter of Agreement has been signed.

30. Vital New Ministry Intentional Welcoming and Bonding Celebration of New Ministry in about six months Mutual Ministry Reviews Diocesan Support Groups: “Recently Called Rectors”, Priests in Charge, CDI