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FINDING A NEW PASTOR: SEARCH
COMMITTEE HOMEWORK
Last month I wrote about the beginning steps of the search
process and finding an Interim Minister. Once that is
accomplished the search committee has a good deal of “homework”
to complete before candidates should be interviewed.
Before the full Church Information Form can be completed, the
search committee must have a good understanding of the
congregation’s make up and its expectations for the new pastor.
This is a very important part of the search as the Church
Information Form (CIF) is the first bit of information most
seeking pastors will see. A well prepared CIF will offer a
concise “picture” of the congregation and its needs. A
congregational survey is often the primary tool to accomplish
this.
The congregational survey should include questions about the age
group, occupation, interests and the ministerial expectations of
each respondent. It should also give the respondent the
opportunity to reflect on theological questions. Our
Association’s member churches represent a very broad range of
theological understandings and positions. It is important to
give as much information as possible about the theological frame
and culture of the church. Accurately tabulating such
information is no small task. It may be wise of the search
committee to call a congregational meeting to review their
interpretation of the responses before publication of the CIF.
The CIF is available in digital and paper forms. We encourage
the use of the online CIF which, when completed, is viewable by
seeking ministers on our password protected Pastorates and
Pulpits website page.
Once the survey has been mailed to church members, the search
committee needs to spend time shaping the compensation package.
In most cases the Trustees or fiduciary board have a determining
voice in what the church can “afford” in salary. In most cases I
suggest that the search committee discover at what level a local
educational professional, holding a master’s degree, is
compensated. This may offer a meaningful benchmark. Health and
disability insurance, retirement and payroll taxes (FICA) should
also enter into the equation. I always recommend that a
“cafeteria” style package be offered. Specify a total dollar
amount and allow the new minister to divide the salary into
pre-tax benefits and taxable salary for his or her best
advantage.
The search handbook contains a template for “Church-Minister
Agreement” and our website (http://www.naccc.org/Member_Church_Forms.htm)
offers a “Letter of Understanding” template. Each contains
various benefits that the committee should consider: housing,
vacation, maternity leave, sabbatical and
educational/associational expenses to name a few. There is a
clergy shortage which spans every religious group, including our
Association. It is important to offer the best compensation
package possible. In a tight economy, offering additional
benefits is a common way to attract and keep a pastor.
Next month I will write about receiving profiles, interviewing
and the reference and background information a search committee
should have on their final candidates.
Rev. Dr. Donald P. Olsen
Associate Executive Secretary
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