Slide 1:The Call Process

Church of the Redeemer Kansas City

Slide 2:The Call Process

Almighty God, giver of every good gift: Look graciously on your Church, and so guide the minds of those who shall chose a rector for this parish, 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. -- BCP, page 818

Slide 3:TRANSITION IN THE EPISCOPAL CHURCH

Open Position Search Comm. Parish Profile Search Request BISHOP & Diocesan Transition Minister (BEGIN) OTM Web Site Personal Profiles Search Comm. Sue Pat Jose Vestry Call (END)

Slide 4:Key Steps

Establish and “charge” a Search Committee Engage in Parish Assessment Develop Parish Search Request Identify matching candidates Discern, discern, discern The Selection and Call

Slide 5:Establish Search Committee

Guides and Directs the Search Usually 9 – 12 members A working committee of the Vestry - appointed by Vestry Membership reflects diversity of congregation Membership includes vestry representation Search Committee fulfills Vestry’s charge

Slide 6:Engage in Parish Assessment

The Mission Vision – “Why” The Membership Survey – “Who” The Context – “Where” The Challenges – “How”

Slide 7:Our Missionary Vision – “Why”

Affirm purpose, values and vision of the congregation’s preferred future Describe what a successful ministry would look like as the congregation manifests its purpose Lively conversation within the parish engages as many voices as possible

Slide 8:Our Membership – “Who”

A clear and current picture of those whom God has called into the congregation's fellowship to carry out the mission is prepared.

Slide 9:Our Context - "Where"

A careful study of the ministry area, including demographics, economic and social concerns, and the congregation's role in the community, is conducted.

Slide 10:Our Challenges - “How"

Through careful and insightful analysis: That which enables growth and vitality within the congregation is named and celebrated That which inhibits growth and vitality within the congregation is named and confronted

Slide 11:Develop Parish Search Request

Key Document in Search Process In use throughout the Episcopal Church Available to clergy “on-line”

Slide 12:Parish Search Request

About the Congregation Goals are set which enable the congregation to achieve its vision of success: Future-directed Specific Describes actions of congregation, not just the rector Both a stretch and realistic Consistent with purpose, values & mission If we achieved the goal(s) what would happen to our church? Do we really want that to happen?

Slide 13:PSR – Goals of Parish

(Approx. 45 characters including spaces per goal. May abbreviate) 1st Goal: ___________________________________ 2nd Goal:______________________________________ 3rd Goal:______________________________________ 4th Goal:______________________________________

Slide 14:Parish Search Request

About the next Rector – Converting Goals into Search Criteria Responsibilities of the rector in regard to the parish goals are identified Vestry identifies the priestly gifts, skills, and pastoral specialties which the congregation seeks in its new spiritual leader Decisions about matters of compensation and benefits are made.

Slide 15:RSE – Position Responsibilities with Related Skills

1st Responsibility (Approx. 60 Characters):_______________________________________ 6 Related Skills (From Ministry Skill / Experience Manual) 2nd Responsibility (Approx. 60 Characters):_______________________________________ 6 Related Skills (From Ministry Skill / Experience Manual) 3rd Responsibility (Approx. 60 Characters):_______________________________________ 6 Related Skills (From Ministry Skill / Experience Manual) 4th Responsibility (Approx. 60 Characters):_______________________________________ 6 Related Skills (From Ministry Skill / Experience Manual)

Slide 16:PSR – Description of Parish

The Parish provides a brief description of itself – a 330 character “Instant Message” Clear, concise, engaging Captures something of the personality of the congregation

Slide 17:Identify Matching Candidates

OTM search for clergy who are: Good matches to the PSR Open to being considered Well screened Names of candidates are also received from various other sources Same criteria as above

Slide 18:Discern, discern, discern

The Search Committee pursues a process of discernment through: Written communication Initial Letter – “Are You Interested?” Follow-up Letter – Focus on mission and ministry Telephone interviews

Slide 19:Discern, discern, discern

Field visits to the key candidates’ current location Consensus informed by individual and corporate prayer Report is made to the Vestry

Slide 20:Selection and Call

Vestry invites finalists for on-site visit Candidates worship with congregation Candidates and vestry engage in mutual interview Vestry issues a call Emerges from prayer and holy conversation In accordance with the Canons of the Diocese Bishop must concur Letter of Agreement is developed

Slide 21:N.B.

The Church Deployment Office (CDO) makes use of every opportunity to lead the Church into providing at all levels opportunity for employment regardless of race, marital status, age or sex, and That to that end the Church Deployment Office has established and made known to the Church a policy of not using such categories in searching its files for the purpose of deployment, except to further by positive action the deployment of women and minorities.