MCC-DC Town Hall Meeting
December 9, 2007
1:00pm
SUMMARY
On Sunday, December 9, 2007, a Town Hall meeting was held to discuss the role of an Interim Pastor and the transition period after Pastor Shultis leaves to assume the role of Senior Pastor at King of Peace MCC in St. Petersburg, Florida. The meeting was led by Rev. Elder Arlene Ackerman, the Elder for Region 3 for UFMCC.
The meeting began with a prayer and a brief PowerPoint presentation entitled, “Temporary Shepherds: MCC’s Model for Interim Ministry,” which was also presented, in brief, during the Congregational Meeting on November 18, 2007. Rev. Ackerman explained the role of an Intentional Interim Pastor, the need for one, especially for a large church like MCC-DC, and what the role of the Congregation would be in the selection of an Interim Pastor.
Questions & Answers
Following the presentation, the floor was opened for questions and answers. The following are highlights of the questions asked by members of the Congregation and the answers provided by Rev. Ackerman:
Q: How does the church find an Interim Pastor that will retain current members and also grow the congregation?
A: It will be important to select an individual that has skill, maturity, and capability. In addition, the person must be a good match with the congregation. Rev. Ackerman assured the congregation that that would be the type of person she would recommend. Once Rev. Ackerman recommends a candidate, the Board will review the individual’s paperwork, conduct an interview and, if the Board believes the person is a match, the Interim candidate will be brought to the church to interact with the Congregation, which will be the opportunity for the members of the church to provide feedback to the Board. Based upon the feedback, the Board will inform Rev. Ackerman whether or not there is a match. If there is a match, Rev. Ackerman will negotiate the “working covenant” or contract with that individual and appoint the Interim Pastor. The Interim Pastor is appointed by the Regional Elder so that, if after appointment, the church determines there is no match or there are other issues, she can then more easily remove that individual.
At some point the process will begin for the search for a new permanent Senior Pastor and that effort will be headed by a Search Committee. Rev. Ackerman will serve as a spiritual mentor and assist in recruitment efforts. The Search Committee will examine possible candidates and bring only one before the Congregation for a vote.
Q: What is the timeframe for finding an Interim Pastor?
A: The timeframe will be formulated through discussions with the Board. Rev. Ackerman has been collecting information and feedback received from the Congregational Meeting, the Town Hall, and the Board to help her to determine who she may recommend as Interim Pastor. Two months, at the most, from the time Pastor Candace leaves, is optimal. A long period without an Interim Pastor, especially for a large church, is not recommended.
Q: What is the authority of an Interim Pastor?
A: The Interim Pastor oversees the church staff, but typically has no hiring or firing authority. The Interim Pastor also serves as a non-voting Moderator of the Board.
Q: Is a slate of candidates ever presented to the Congregation for either Interim Pastor or Senior Pastor?
A: In the early days of UFMCC, there used to be slates of candidates that churches voted on. The results were split and divided churches. As a result, it is not a practice the denomination continues today. The Pastoral Search Committee will be composed of the Board plus five additional elected members and, so, the Congregation, ought to select carefully the best members of that Committee.
Q: What about a process of prayerful discernment for the Congregation?
A: The process is just beginning and, as the church begins the Pastoral Search, prayer and discernment need to be present at every level. The church will likely have an Interim Pastor for 18 to 24 months and, during that time, there will likely be surveys, other questions asked of the Congregation, and requests for prayers. The Search Committee will keep the Congregation informed, but can not reveal any names of applicants or who may be considered.
Q: In addition to the formal process, there is also an informal process among congregants. Is there a way to manage the informal process, perhaps through retreats, to encourage members to talk with one another about the hopes, dreams, and future of the church?
A: The Interim Pastor helps in this process and retreats and meetings for such discussions should be a part of the process.
Q: Should the church have a moratorium on the process and how involved will the Congregation be in the process?
A: A moratorium is not recommended, because the church is not likely to get out of a moratorium what may be expected. The Interim period will provide the time needed to do the work necessarily to prepare for a new Senior Pastor.
The congregation will be involved in the process. Do not underestimate the elected individuals charged will leading the process. Rev. Ackerman has suggested that the Board over communicate to the Congregation and that the communication be two ways. For the Search Committee to do its job well it much be in touch with the hopes and feelings of the Congregation and, if it are not, it will be evident in the final outcome.
Q: How can we revive “auxiliaries” or ministries that used to be a part of the church to help preserve our history?
A: That is why an Interim Pastor is important – to help the church understand its history and to focus on the future. The Interim period is a time to explore what model or direction the church would like to take in the future.
Q: A church in another denomination that went through the Pastoral Search process took up to a year during the Interim process before it even begun the search process for a new Pastor, which allowed time for member to just “sit,” and know one another. Is that recommended in this situation?
A: That is why Rev. Ackerman anticipates that the Interim process will likely take 18 to 24 months. It is not suggested that the process for selecting a new Senior Pastor is rushed or that the additional members of the Search Committee be elected quickly.
Q: What types of members should run for the five open seats on the Search Committee?
A: The additional members of the Search Committee should be selected carefully, as with the Board. Considerations should include spiritual qualities, diversity, maturity, mixture of older and newer members, and a variety of spiritual expressions.
Q: What is the process if the Interim Pastor selected does not work out?
A: There is no written procedure, but Rev. Ackerman would establish one to evaluate whether to remove an Interim Pastor if requested by the church.
Other Comments, Recommendations, and Feedback
There are many ministries that have had the same leadership for a long time and the church needs to call more people to be servants for the Lord to strengthen those who are experienced in serving. Those individuals will be important during the transition period.
Retreats and similar activities ought to be incorporated during the Interim process to allow discussion among members on the hopes, dreams, and direction of the church.
The Interim process should include symposia that include older members of the congregation to help understand the historical perspective of the church.
There must be a clear process regarding the Interim period that is inclusive and prayerful and helps the church discern its history and where it wants to go.
Congregation Input on Qualities of an Interim Pastor
Rev. Ackerman asked the Congregation what qualities are important for an Interim Pastor to have. The following are the responses:
1. Neutrality – the individual will not take sides
2. Preserves and draws from history to help the church to continue to grow
3. Willing to face obstacles
4. Steady and calming
5. Experience with a diverse church
6. Should be able to provide some perspective and input as the search for a new Senior Pastor progresses
7. Able to listen and hear the congregation and even pull information out of the congregation
8. Understands that to be an Interim Pastor is a calling in and of itself and that the Interim period is an opportunity for the church to move forward and not tread water. The Interim Pastor’s calling will challenge us to move forward.
9. Christ-centered
10. Can lead the church in the tradition of spiritual instruction that the church has had each Sunday
11. Someone that can start right way
12. Skills in teaching the church how to talk, dialogue, and communicate with one another outside of the Sunday services
13. Has the heart of a true shepherd – will leave the 99 that are safe to find the one that is lost
The Town Hall concluded in prayer at 2:40 p.m.