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2017 Overview ofPastoral Transition Process

Pastoral Transition Process for Congregations

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Table of Contents

TableofContents 1

Agenda 2

PastoralTransitionProcessforCongregations 4

AssistantPastor 5

StepsintheTransitionProcess 6

ThreeStagesinEngagingtheTransition 9

BoldThoughtsonExitingwithExcellence 10

StepstoExitingwithExcellence 12

BoldThoughtsonEnteringwithEnergy 15

EnteringwithEnergy 16

BoldThoughtsonEngagingwithEnthusiasm 18

EngagingwithEnthusiasm 19

ResourcesforYourTransitionTeam 21

PastoralTransitionAudit 22

QuarterlyCheck-InReport 24

INFO-PAK 26

SomeInteresting“ConversationTopics”forChurchGroups 27

50WaystoWelcomeyourNewPastor 28

AHistorySharingExperience 30

SpecialServices 31

WorkshopEvaluation 36


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The United Methodist Church of Greater New Jersey Transition Workshop Agenda

Saturday, April 29/Friday, May 5, 2017

April29 May5

9:00AM Registration&Fellowship

9:30AM Welcome&OpeningPrayer DSGinaHendrickson DSGinaHendrickson 9:35AM EffectiveTransition DSDrewDyson DSDrewDyson TheologyandPhilosophyofChangevs.Transition TransitionintheItinerantSystem

10:00AM PlanningForEffectiveTransitionOut DSVarlynaWright DSVarlynaWright TransitionIsaTeamEffort(Engagedin3Stages) DepartingPastor’sRole(ExitingwithExcellence) Congregation’sRole(Grace-filledsend-off) Practices(Forreturningtoapreviousappointment)

10:15AM TransitionTeam’sRole(18thmonthjourneytogether) DSSteveBechtold DSSteveBechtold Settingthingsinordertopreparefortheincomingpastor Establishingrecords,information,calendars Planningforthenutsandboltsofthemove HighlighttheInfo-Pakasaguide CompletingtheTransitionAudit

10:30AM Team Discussion(churchteamandcurrentpastor) DSGinaKim DSGinaKim Whatwillyourteamdotoprepareforaneffectivetransition? Whatchurchissuesneedtobefollowedcloselyduringthetransition? Arethereparsonageissuestobeaddressedpriortotheincomingpastor’sarrival? Aretherechurchofficeorpastor’sofficeissuesthatneedtobeaddressed? Whowilltakechargeofassemblingtheinformation? Whathelpisneededtoassembletheinformation?

11:15AM EnteringIntoanewministry BishopJohnSchol BishopJohnSchol Identifyingandunderstandingexpectations (Video) (Video) Clarifyingappropriateexpectations Onetoonemeetings Smallgrouphousemeetings PeriodicCheck-ins QuarterlyReport(pastor&SPRCeachcomplete,discuss&submit)


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12:00PM Gettingreadyfortheincomingpastor’sentry DSBrianRoberts DSBrianRobertsLunch andTeam Discussion Whatisagooddayforaninstallationserviceandreception?Whowilltakechargeandwhowillassistregardingdetails?

12:45PM Team Discussion (churchteamandincomingpastor) DSMyrnaBethke DSMyrnaBethkeWhoarethekeyelectedleadersandperceivedleadersthatthepastorshouldmeetwith?Whowillarrangeforthesmallgrouphousemeetings?Howmanyonetoonemeetingsareappropriateforyourchurch?Howmanyhousemeetingsareappropriateforachurchyoursize?

1:15PM Q&AWrap-up DSGinaHendrickson DSGinaHendricksonSendingForth

Teams may remain for further discussion.


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Introduction Oneof themost significant times in the lifeofacongregation isduringachangeofpastors. It isaperiod,which produces considerable anxiety, confusion, ambiguity, and uncertainty about the future, as well asopennesstochangeandnewlifeinthecongregation.

Duringthistransitionperiod,personsgrieveforthepastorwhoisleavingandhaveasenseofanticipationfordeveloping relationships with a incoming pastor and family. New leadership often emerges in thecongregationwhileothersatthesametimefeelcutoff.Ifmanagedwell,itcanbecomeatimeforgrowthinthecongregation.Ifmanagedpoorly,itcannegativelyimpactyourfuturerelationshipwithyourpastor.

The Cabinet is requesting all congregations that will have a change of pastors in 2016 to participate in aPastoralTransitionProcessinorderto:

v Understandtheissuesinvolvedinapastoraltransitionv Provideforapositiveexitprocessforthedepartingpastorv Preparetoreceivetheincomingpastorv Utilizethisperiodofopennesstoexpandtheirvisionfortheirfuturev Developanunderstandingoftheissuesthatthenewlaity/clergyteamneedtoaddress

Developing a Transition Team Each S/PPR Committee is expected to help the congregation to form a Transition Team, as soon as theannouncement of a change of pastor ismade. The Transition Teamwill be responsible formanaging thetransitionprocess.Itwillbetheirresponsibilitytoplanforandmanagethetransitionrelatedtoissuesbeingfaced by the congregation. It may include persons from the trustees, program ministries, worship, SPRCpersonsaswellasotherswhohavegoodinsightintothenatureofthecongregation,whetherornottheyhaveacurrentleadershiprole.Theteamwillincludetheincomingpastor.Thecurrentpastorwillbeaconsultanttothecommittee.

Theteamshould include4to6persons. If there ismorethanonechurchonthecharge,youmaywanttoconsider4–6personsfromeachchurch.TheTransitionTeamwillprovideleadershiptoassistthepastorandcongregationthroughthetransitionperiod.

Thedepartingandincomingpastorsshallserveasconsultantstothecommitteeandattendthetrainingbutshouldnotprovidesole leadershipfor it. Theteamwillservefromnowtotheconclusionofthefirstyear’sreview.


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Associate/Assistant Pastors

Pastors and churchesmust take into account that unique considerationmust be givenwhen applying thetopics in thismanual to theworkof Elders, Provisional Elders,Deacons andProvisionalDeacons,AssociateMembers,andLicensedLocalpastorswhoareservingintheroleof“assistant”pastors.

Mostofthecontentofthismanualappliestoallpersonswhoareunderappointment,butthereareclearlysome tasks and responsibilities that belong to the “pastor-in-charge”/”Senior Pastor” in any appointment.There are certain district and conference reports that are under the direction of the pastor-in-charge. Thepastor-in-chargeisresponsibleforthegeneraloversightofthechurch.

Thosewhoserveasassociates/assistants,regardlessoftheirtitleandjobdescription,serveaspartofateamministry. They serveunder the supervisionanddirectionof the“SeniorPastor” inanyappointment. Suchappointmentsaremadeinordertoformateamthatwillworkwiththepastortocarryouttheexpectationsofgrowingmorevitalcongregations.TheentirestaffrelatestothecongregationthroughtheSPRC.TheentireappointedstaffisamenabletotheBishop,theDistrictSuperintendentandtheAnnualConferencestructure.

Theday-to-dayassignmentsandscopeofministryofassociate/assistantpastorsisdeterminedthroughajobdescription, which is to be developed in a cooperative effort among the Senior Pastor, the SPRC and theDistrictSuperintendent.Oftensuchpastorsareassignedtoworkinspecificareasofministry,buttheyarenot“independent” in their role in the church. They should be in regular contact and conference with theirsupervisorandtherestofthechurchstaff.

Job descriptions should be used to guide the work of any associate/assistant pastors in a staff. The jobdescriptionsshouldbespecificenoughtoindicatetheoutcomesexpectedfromtheassistantpastor’sactions.Hoursworked,actionsrequired,specificdirections,andtheprocessofperiodicreviewshouldallbeinthejobdescription.Thejobdescriptionshouldreflectanattempttoachievethehighestpossibleresults,consistentwiththepastor’sskillsandexperience,andbasedontheneedsofthecongregation.Jobdescriptionsmaybeadjustedperiodically,basedonexperienceandchangingopportunities.

Allowing for developing some minor adjustments, following the guidelines of the workshop material incooperationwith the transition team, is the responsibility of every personunder appointment. Evaluationsshouldbebasedonachievingtheexpectationssetforthinthejobdescription.Whilesomeitemswillnotbeapplicable to an associate/assistant pastor, surely the need for periodic review is highly important. Thisworkbookgivesguidelinesforquarterlycheck-insaspartoftheappointmentprocess.

Frequent conferencing within the ministry team of the church, and continuous participation in theconnectional ministry opportunities are important in the ministry of every appointed man or women,regardlessoftheirassignment. Specificquestionsaboutthe implementationofprovisionsofthisworkbookshouldbedirectedtothesupervisingpastorandDistrictSuperintendent.


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Steps in the Transition

1. Consultation Process with the S/PPRC ThetransitionbeganlastfallwhenyourchurchsubmitteditsChurchProfile/ChurchAdvisoryforAppointmentMaking.Theprofileshouldbeupdatedeveryyear.ThisprocesscontinuesastheSPRCcommunicatesandconnectswiththeDSifameetingisrequested(viaMeetingRequestForm).ThisprocessmayincludeanopportunityforthecongregationtoprovidefeedbacktotheSPRC.

2. Introduction Process For A Transition Into a New Appointment A. TheDistrictSuperintendentscontactapastor foraconsultationon thepossibilityofachangeof

appointment.B. Ifthedecisionismadetomakeachange,thepastorisinformedofthenewappointment.C. The pastor is given a memo with all the information available to the DS, including the Church

Profile,thecompensationpackage,andinformationregardinghousing.D. The pastor and DS negotiate the list of those with whom the pastor may confer in making a

decisiontoacceptorrejecttheappointment.E. Thepastorisgiven24hourstoprayerfullyconsiderthechangeofappointment.F. If the decision is made to proceed, the church receives a memo with all the appointment

informationandtheDSarrangesforanIntroductionMeetingwiththeS/PPRC.G. TheDSmeetswith the incomingpastor (and the spouse) for an informal confidential gathering,

usuallythisisameal,outsidethechurchsetting.H. TheDSintroducestheincomingpastorwiththecurrentpastor,ifpossibleattheparsonage(butin

anycaseatouroftheparsonageisarranged).I. The DS meets with the S/PPRC and shares relevant information about the incoming pastor,

includinginformationonthePastor’sProfile.TheDSandS/PPRCconsultonanyissuesthatarise.J. Theincomingpastor(andspouse)areintroducedtotheS/PPRC.

1. TheDistrictSuperintendentopensthemeetingwithaprayer.2. Biographicaldataandministryhistoryisshared.3. Reasonsfortheappointmentarediscussed.4. SPRC members are given an opportunity to introduce themselves and the church. The

incomingpastorintroduceshim/herselftotheSPRC.5. The SPRC and Pastor are given an opportunity to enter into brief dialogue as to hopes,

dreams, goals, benchmarks and expectations. This discussion is designed to develop basicinformationfortheAppointmentCovenant.

6. TheDSstepsoutwiththeincomingpastorforfurtherconsultation.7. TheSPRCdiscussestheinformationthathasbeenshared.8. TheDSdialogueswithSPRCforfurtherconsultation.9. Ifnomissionalreasonsarediscoveredthatwouldcausetheappointmenttobereconsidered,

theDSbringsthepastorbackintotheroomandannouncestheintentionthathe/shewillbetheincomingpastor.

10. TheDSbrieflyreviewsthecompensationpackage,thetransitionprocess,theformationofthetransitionteam,thedatesofthetransitionworkshop,thepoliciesregardingmoving,andtheneedforeitherpartytonotifythebishop’soffice inwritingby9:00AMthenextmorningifthereisadesiretoobjecttotheappointment.

11. TheDSaskstheincomingpastortoclosetheprocesswithprayer.K. TheDStextsoremailsthebishopandcabinettoinformthemoftheresultsofthemeeting.


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L. TheDSsendstheS/PPRCChairtheannouncementtobesharedwiththechurch.M. AnAppointmentMemoissenttothepastorandS/PPRCChair,documentingdetailsofthechange

ofappointment.N. DSsubmitsaChangeofAppointmentform.O. Anannouncement ismade inthereceivingandsendingchurchesandontheconferencewebsite

announcingtheappointment.

3. Exiting Process A. TheDScontactsthecurrentpastor’schurchandarrangesanS/PPRCmeeting.B. TheDSandcurrentpastorattendtheS/PPRCmeetingandannouncethechangeofappointment.C. TheDS,pastorandS/PPRCshareabrieftimeinwhichthereisareviewofthetransitionprocess,

includinghandlingthemoving,parsonageissuesandplansforministrybetweentheannouncementofthechangeofappointmentandthechange.

D. The DS consults with the SPRC and reviews Memo and expectations for the incoming pastor.Measurablebenchmarksarediscussed.

E. Parsonageissuesarediscussedandpreliminaryplansaremadeforanyneededactions.F. Salary,expenseaccount,vacationandallcompensation,issuesareclarified.G. TheDSprovidesanannouncementforsharingthenewswiththechurch.H. Contactinformationisupdated,inordertoarrangeforfuturemeetings.

4. Pastoral Transition Workshop for the Team Thisworkshopwill introducetheteamand incomingpastortophasesofapastoral transition,assist theteamtodevelopanappropriatestrategy,introduceresourcesthatcanbeusedtoimplementthatstrategy,andbegintodevelopbenchmarks,atimeline,responsibilitiesandanevaluationprocess. ThetransitionworkshopswillbeApril29thandMay5that theMissionandResourceCenter,205JumpingBrookRoad,Neptunefrom9:00a.m.to1:45p.m.

5. Transition Planning Duringthespring,thetransitionteamwillcontinuetodevelopandworktheirplanforthetransition. Itwillincludeplanningforhelpingthedepartingpastortoexitaswellasentryandstartupplanningfortheincomingpastor.Congregationswishingassistanceduringthisprocessmayrequestit.

6. Exit Interview with Departing Pastor ThisinterviewshouldtakeplaceduringthelatterhalfofMay.Itisanopportunitytoexpressthesenseofloss being felt by the pastor and the congregation, identify issues and concerns that still need to beaddressed, enable the departing pastor to share information aboutmembers of the congregation thatshouldtobepassedon.Theresultsofthisinterviewshouldbesharedwiththeincomingpastor.

7. Preparation for Entry / Startup with Incoming Pastor It is recommended that the teammeetwith the incomingpastor in the spring. This is a time to sharetransition plans that involve the incoming pastor, begin a team building process, identify thecongregation’sprioritiesforpastoralleadershipduringtheearlymonths,introduceaministryplanningandreviewprocessforassessingongoingneedsandleadershiproles.Establishbenchmarksforministryandatime-line for reaching them.A varietyof startupoptions for useby the teamwill be sharedduring thetraining.


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8. Upgrading Pastoral Leadership Skills The SPRC, Incoming Pastor and DS consult regarding needed training that will enhance the incomingpastor’s skills, in order to empower him/her to achieve benchmarks of ministry that have beenestablished. A plan to develop clergy excellencewill be formulated. These are usually included in theappointmentmemo.

9. Upgrading Congregational Skills TheSPRC,IncomingPastorandDSconsultregardingneededtrainingthatwillenhancethecongregationsskills in order to achieve the benchmarks of ministry that have been established. RecommendationsregardingutilizationofconferenceresourcestostrengthencongregationalministryareusuallyincludedintheappointmentmemoordiscussedwiththeS/PPRC

10. The Appointment Memo Is a Valuable Tool AnAppointmentMemoiscreatedbytheDistrictSuperintendentanditisdeliveredtotheChurchandthePastor.Itincludes:

A. IdentificationofthespecificappointmentB. ThestartingdateoftheappointmentC. The complete compensation package, including insurance, pension, expense allotments, fringe

benefits,reimbursableexpensesandotherdetailsD. HousingarrangementsE. MovingdatesF. ExpectationsregardingavailabilityandconditionofanyparsonagesG. SpecificappointmentexpectationsareinthewrittenMemo

1. TheDistrictSuperintendent’sexpectationsofthepastorandchurch2. Definedbenchmarksforachievingspecificprioritygoals3. Timelinesforachievingsaidgoals4. Expectationsof thechurchandpastor fordevelopingagreater levelof skills toempower

achievementofthestatedgoals5. Aplanfordevelopingpastoralandcongregationalskills

11. Three Month / six month / nine month / one year check-in and beyond An opportunity is provided for evaluation, to focus on a feedback process that assesses theaccomplishmentsof thebenchmarks in relation toestablishedtimelines. Theevaluation isbasedonanassessment regarding meeting the expectations stated in the Appointment Memo. The evaluationidentifiescurrentissuesthatshouldbeaddressedbythelayandclergyleadership.Theseevaluationswillbedoneat3,6,9,12,15,18months

AspartofthestrategysetforthintheStrategicPlanningdocument,eachchurchwillbeaskedtodoaself-assessment in the coming year. The results of that self-assessmentwill help the church and pastor toevaluatetheprogresstheyaremaking.


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Three Stages in Engaging Transition

1. Exiting with Excellence v SayingGoodbyeandComingtoClosurev ProvidingforPastoralLeadershipChangev ReturningtoaPreviousAppointmentv StepstoExitingwithExcellence

2. Entering with Energy v Arrivalofincomingpastorv Physicalmovev Psychologicalmovev Becomingpartofthechurch

3. Engaging with Enthusiasm v Learningthesystemv Understandingrolesv MutualTesting-Workingtodeveloptrustv MutualAcceptance-Crossingtheinclusionbarrierv Job/RolePlanning-Aministryofpartnershipbeginsatthispoint


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Bold Thoughts on Exiting with Excellence

Exiting with Excellence(CurrentPastor)Pastors by this time have done almost all of the effective ministry they could hope to do in a specificappointment.Itistimetoleavethechurchtothecongregationandthenextpastor.Someofthethingsthathelpinaneffectiveleavetakingare:

v Exhibitinghospitalityandawelcomingspiritinreceivingyoursuccessorv Gathering all thematerials needed for an incoming pastor’s entry into the church (INFO-PAK, see

Resources)v Taketheinitiativetosetupthetransitionmeetingsv Helpingtointroducetheincomingpastortokeyleadersinthechurchv Workingoutmovedatesandothercalendarissuescooperativelyv Sharingknowledgeregardingthecongregationandthecommunityv Upliftingthepositiveaspectsofthepastoralchangev Leadinginprayerfortheincomingpastor

Saying Goodbye and Coming to Closure Therelationshipbetweenpastorsandcongregationsisunique.Pastorsarewithindividualsintheirmomentsofgreatestjoy,deepestsorrow,greatestvictoriesandmosttragicchallenges.Theyarethereinmomentsofbirth, baptism, confirmation, marriage, and death. Pastors provide spiritual counsel, prophetic insights,comfort, chastisement, a discerning spirit, correction, humor, and challenge, all in a context of Christianfellowship.

It isnatural that laityandpastors find ithard to risk formingnew relationships–evenwith their incomingpastor. Havingsaid these things, it is still true that therecanonlybeoneshepherdofany flock. Apastorneedstohavetheopportunitytoleadinordertomakeapositiveimpactonacongregation.Eachpastorhashis/herowngiftsandgracestoshare.Eachwilladdsomethingtotheministryofthecongregation.Thereisagreatchallengeto“letgo”and“goon”butsuchconductisimportantifwearetocontinuehealthyministryintheyearsahead.

Thesimplest,yetmanytimesthemostprofoundgoalinthetransitionistobidaheartyandheart-feltthankyouandfarewelltoyourcurrentpastor,whilepreparinganequallysincerewelcomeandhospitableinvitationtoyourincomingpastor.Someoneonceobserved,“Thosewhoareabletosay‘farewell’inaspiritofloveareoftenthosewhoknowhowtosay‘welcome’inaspiritoffaithandhope.

Providing for Pastoral Leadership Change Wayswhichstrengthenthelocalchurchandprovideanopenandacceptingclimate:

v Preparetodisengageandletgov Acknowledgeandworkthroughgriefv Prepareforasuccessorv Helpsuccessorenter(withaminimumofsurprises)v Helpthechurchprepareforaincomingpastorv ExitInterviewv Celebratethecontinuityofthechurchanditsministry

*Idea Mart:OnherlastSundaywithhercongregation,aPastortookoffastoleandplaceditonthealtar.SheaskedthatthestolebepresentedtotheincomingPastoronhis/herfirstday,asasymbolofthecontinuingministryofthechurchintheconnectionalfellowship.


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Returning to a Previous Appointment

v As of the effective date of a new appointment, a pastor shall immediately cease all pastoralcounselingandpastoralvisitationwithmembersormember families in thepreviousappointment.Since appointments are generally announced at least several weeks in advance, each pastor hasadequatetimeinwhichtoaffectclosureandmakeappropriatereferraltoanotherforthepastoralcareofmembers.

v Pastors shall have a clear understanding with former congregations that they will not return toofficiateatbaptisms,weddings,andfunerals,ordopastoralcounselingorpastoralvisitationinthatparish.Pastors,activeorretired,shallrespectfullydeclinetoparticipateinsuchdutieswheninvitedby members of a former congregation. Declining all such invitations is the responsibility of thepreviouspastor.

v TheDistrictSuperintendentmustbeconsultedbythepreviouspastor inadvanceofanyreturnforpastoralfunctions.SuchvisitstoformerchurchesshallrequiretheadvanceapprovaloftheDistrictSuperintendent. The present pastor should never be under any pressure to invite the previouspastor.Pressuretoinvolvethepreviouspastorsshouldnotbegeneratedbyeitherthecongregationorthepreviouspastor.

v Severalweekspriortoconcludingapastoralappointment,apastorshallinformallmembersofthechurchofthispolicybyprintingsections1,2and3verbatimineitherapastoralletterthatistobesenttoeachmember,orachurchnewsletterwhichcanbemailedoremailedtothecongregation.


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Steps to Exiting with Excellence (CurrentPastor)Overview

v Exit Interview v Parsonage Issues v Coming to Closure –Howdowehelpthepastortosaygoodbye?v Administrative Matters –Allissuesareopenfordiscussion v Pastoral Care / Status of Congregation v Results of Any Recent Self-Assessment Programs v Moving Plan for Current Pastor v SPRC Responsibilities –Shouldcommunicateboundariesregardingcurrentpastor

Exit Interview Anexitinterviewwiththecurrentpastorisanimportantpartoftheleavetakingprocess,oflettinggoandsayinggoodbye.Itisanopportunitytoreflectinanon-judgmentalwayonthenatureoftherelationshipbetweenthepastorandthecongregation.Itenablesthesharingofinformationandmakingplansforthecurrentpastor’sexitandtheentryoftheincomingpastor.Itprovidesboththepastoradthecongregationwithanopportunitytolearnfromthisrelationshipinordertoimproveonthenewrelationshipeachisabouttoenter.

Whoparticipatesintheexitinterview?Participantsshouldincludethepastor,theSPRC,andafewkeyleadersofthecongregation.Itisnotacongregation-wideevent.

Whenshouldtheinterviewtakeplace?Thisisbestdonebeforethepressuresofthemove.Threetofiveweekspriortothemovewouldbeideal.

Whatshouldthesettingbe?Thegatheringshouldbeinacomfortablesetting.Participantsmaywanttohaveaccesstonewsprintforrecordingdiscussion.

Whatistheformatfortheexitinterview?Theexitinterviewcanbeledbyamemberofthecongregation.However,itisadvisabletohaveanoutsidepersonasleaderifthereistensionrelatingtothedepartureofthepastor.PleaseaskyourDSforassistanceifthisisthecase.Theconversationshouldbenon-judgmental,freeofblameandaccusations.Itisatimeforreflection,sharingthegoodexperiencesandlettinggooftheproblems.

Theagendamightinclude:v Reasonsbehindthedecisiontomove:personal,church,structuralv Pastorisaskedtoreflectonthestateofthecongregation

• Strengths• Whereitisnow• Whataretheunfinishedagendas

v Whathavebeentheleadershipexpectationsandhowhavetheybeenarticulated?Weretheyreasonable?

• Ofthepastor• Ofthelaity


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v Whathavebeentheassumptionsaboutthevisionandmissionforthecongregation?Havetheybeensharedbypastorandlaity?

v Whatneedstobedoneduringthetransition?• Whatinformationneedstobegathered?• Whatshouldbemadeavailabletotheincomingpastor?• Parsonageissues?• Officeissues?• Howdowecareforthingsduringthetransition?• Calendarconcerns?

v Whatwillbethenatureofourrelationshipinthefuture?v Whatwilleachpersontakewithhim/herfromthisrelationship?v Whatisthebestwayforustocometoclosure?v Aretherepeoplewhoneedtobecaredforinorderforthemtogetbeyondfeelingsoflossor

anger?

Parsonage Issues Reviewwiththepastorandthefamilytheneedsoftheparsonage.

Coming to Closure –Howdowehelpthepastorsaygoodbye? v Identifyingwhoneedspersonalcontactv Comingtoclosurewithkeygroupsv Mendfences–letgoofdifferencesthatmighthavecausedunduefrictionv Communicatethenewroleofthecurrentpastortothatpastorandthecongregationv Upliftthepositiveaspectsofthepastoralchangev Begintoprayforthecurrentandincomingpastorandtheirfamilies

Grace-filledSend-offCongregationscanhelp the transitionbydoingagood jobofbidding farewell to thepastorashe/shemoveson.Afewthingsthatcanbedoneare:

• Provideappropriateappreciationfortheministryofyourcurrentpastor• Provideafestiveatmosphereforafarewellcelebration

Administrative Matters –Allissuesareopenfordiscussion SPRCmaywanttohelpcurrentpastorwiththesetasks

v Reviewofmembershiplistsv Reviewofongoingagendasv Makingsummariesofstatusofboardsandcommitteesv Preparinganotebookcontainingminutesofmeetingsforthepastyearv Updatingcalendarforthechurchv Cleaningoutthefiles

Pastoral Care / Status of Congregation Assistthecurrentpastorinpreparingnotesforpastoralcareneeds

v Counselingv Lifetransitionsv Peoplewhoneedtobelookedafter

Results of Any Recent Self-Assessments & Preparation of the Transition Audit


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Moving Plan for Current Pastor v Assistinplanningforthemove,setdates,budgets,movers,etc.v Helpmakethemovingprocesssmooth

SPRC Responsibilities v Communicateclearlytothecongregationthenewroleofthecurrentpastorv Emphasizetheimportanceofkeepingboundaries

Exercise Table discussion with Transition Team and Current Pastor

v Whatwillyourteamdotoprepareforaneffectivetransition?

v Whatchurchissuesneedtobefollowedcloselyduringthetransition?

v Arethereparsonageissuestobeaddressedpriortotheincomingpastor’sarrival?

v Aretherechurchofficeorpastor’sofficeissuesthatneedtobeaddressed?

v Whowilltakechargeofassemblingtheinformation?

v Whathelpisneededtoassembletheinformation?


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Bold Thoughts on Entering with Energy (IncomingPastor)

Entering with EnergyBeginanewministryinwayswhichwillensurethedevelopmentofqualityperformance,worksatisfaction,andaclearsenseofidentityofboththepastorandthechurch.

v Assoonasappointmentisannounced,starttherelationshipwithyournewchurchbysendinga

letterintroducingyourselfandyourfamily

v Appreciateatypicaltransitionexperience

v Defineanidealtransition

v Analyzetheactualtransition

v Communicaterealisticexpectations,includingbenchmarksandtimelines

v Developpersonalrelationshipswithkeyleadersandgroups


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Entering with Energy (IncomingPastor)

Overview v PreparingforincomingPastorv PlanningfortheMoveInv Welcomev IntroductionstoCongregationv IntroductionstoCommunityv TeamBuildingProcess

Preparing for Incoming Pastor v Shareresultsofanyrecentchurchself-assessmentv Clarifyleadershipexpectationsandprioritiesv Identifycriticalagendaitemsforthefirstfewmonthsandforthefirstyearv Communicationswithincomingpastorandfamily

• Letterstopastor,tofamily• Email• Newsletters• Newspapers• Parsonagelayout,parsonagefurnishings• Worshipbulletins

v Developanactivetransitionplan-Inviteincomingpastortomeetwithtransitionteam

Planning for the Move In v Date,means,timeframev Parsonageready

• Parsonagemanual–howthingswork,whotocontact,basicunderstandings• Welcoming,greetings,showinghospitality

Welcome v PlanworshipforfirstSunday

• IncomingPastorandhis/herfamilyisintroduced• IncomingPastorisfreedfromleadingworshiponfirstSunday• IncomingPastorshouldbepartoftheplanningofthisservice,i.e.,whowillpreach,issues

aroundcommunion,etc.v Welcomereception

Orientation to Church, Office and Church Records v Churchtour

• Howthingswork• Wherethingsare• Whotocontact• Basicunderstandings

v Givingoutkeys,reviewingcodes,passwords,etc.v Learningaboutthebuilding,equipmentandcomputersystems


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Introductions to Congregation v Planonetoonemeetingswithkeyleadersv Introducethepastortothoseinneedofpastoralcarev Plansmallgroupgatheringstobeginduringthesummer–Thisisatimetotellstories,sharefaith

journeys,singandworshiptogether.Ifpossible,holdtheminhomes(orparsonageifotherspreparetherefreshments–thechurchisonlyusedifnecessary.)Keepthegroupsintimate–nomorethan10-18.Scheduletimessothatpeoplecanhavechoices.Somecouldbeduringthedayforthosewhodonotliketogooutatnight.

v Makeamapoftheparishwithnotationsofwherepeoplelive.v Updatethechurchdirectory–Ifthereisnodirectory,considersnapshotsofmembersv Wearnametagsduringworshipv Volunteertoaccompanytheincomingpastoroninitialvisitationsv Developateambuildingprocesswithleadershipteam

• Orientationtoagendas• Sharingofcalendar• Teambuildingevent

ü Workonformsü Contactkeyleadershiprolesandexpectationsü Setbenchmarks–Workon3/6/9/12monthprioritieslist

v Sharecurrentandongoingpastoralcare/needsofthecongregation

Introductions to Community v Provideinformationonbasiccommunityresources

• Identifypotentialdoctors,dentists,etc.• Listofbaby-sitters(ifappropriate)• Shoppinghints• Placestoeat

v Planforintroducingpastortootherareapastorsv Planforintroducingpastortocommunityleadersv Introductiontoschoolpersonnel(ifappropriate)v Introductiontohospitalsandnursinghomes

Team Building Process v PlanmonthlySPRCmeetings

• Feedbackandcontinuousevaluationareimportant• Rolenegotiation• Goalsettingforministryobjectives,withreviewofbenchmarksandtimelines

v SeptemberCongregationGatheringtotellchurch’sstory(HistorySharingExperience).Planatimewhenyoucanhaveamealandaboutthreehourstoworktogether.Providechildcareforthe youngest after themeal. Work together on the history of the congregation. Invite someoneoutside the congregation to be the facilitator so that the pastor and laity canbe full participants.Refertoworksheeton‘AHistorySharingExperience’(see Resources).


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Bold Thoughts on Engaging with Enthusiasm

Engaging with Enthusiasm v Helptheincomingpastortolocatehis/herplaceinthechurchandclarifyinitialproblemsneeding

attention.• Selectanappropriateandcompatiblemanagementstyleamongarangeofoptions• Defineinitialresponsibilities• Selectmanagementprocedures• Identifymajorissues• Makethetransitionfromtheformerpastor• Allowtimeforinput

v MutualTesting-Learntoworkeffectivelyintheincomingpastoralrelationship.• Masteringjobbasicsinthenewsituation• Buildingmutuallysupportiverelationships• Buildinganewframeofreference• Mappingtheplayersandthenetworks• Locatingourselvesinthenetworks• Learningthevernacular• Accessingorganizationalfunctioning

v MutualAcceptance–Pastorandcongregationwillmovetowardtherealizationofsharedministryandcommonlife.• Crossingtheinclusionboundary• Crossingtheauthorityboundary• Acceptingthecongregation,quirksandall–Acceptingthepastorquirksandall• Negotiate,evaluate,andre-negotiatemutualexpectations• Dealingwithresistance

v Job/RolePlanning-Developthelocalchurchasavitalandeffectiveinstrumentofministryandmission.• Buildingacommonvisionofadesiredfutureforthislocalchurch• Clarifyingworkresponsibilities• Selectingthekeyresultareas,includingbenchmarksandtimelines• Clarifyingpriorities• Buildingaplanofoperation• Providingforstrategicplanning• Buildingsupportsystemsaroundinnovators


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Engaging with Enthusiasm in a New Ministry

Identifying, Understanding and Clarifying Expectations

v What is an expectation?Astrongbeliefthatsomethingwillhappen

v One to one meetingsPastorsholdonetoonemeetingswithkeyleaders(electedleadersandperceivedleaders)to:

• Establishhealthyrelationships–Iwouldliketoknowmoreaboutyou.Tellmeaboutyourself.Whatareyoumostpassionateaboutinlife?Whatuniquenessdoyoubringtotheministryofthecongregation?Whatdoyouneedtoservewellinleadership?

• Understandingthecongregation–Whatarethegiftsandstrengthsofthecongregation?Whatdopeopleappreciateaboutthecongregation?Whatareyourhopesforthecongregation?Doyouhaveanyconcernsaboutthecongregation?Wherewouldyouliketoseethecongregationinfiveyears?

• Understandingexpectations–WhatdoIneedtounderstandtoservewellinthecongregation?Whatare3-5thingsyouwouldliketoseemedointhefirstyearofmyministrywiththecongregation?

v Small group house meetingsAnopportunitytogettoknowabroadsegmentofthecongregationinaninformalsetting.Thesegatheringsareusuallyheldinachurchmember’shomewith10-18peoplegathered.Beginbygoingaroundthecircleandaskingeachpersontointroducehimselforherselftoyoubysharingtheirname,howlongtheyhavebeenassociatedwiththecongregation,andwhatisonethingtheyappreciateaboutthecongregation.Thenaskthefullgroupthefollowing:

• Shareahopeyouhaveforthecongregation?• Shareoneconcernyouhave?• Whatisthenextimportantstepweshouldtaketofulfillourmission?• Whatareyourexpectationsforourministrytogether?• Whatquestionsdoyouhaveforme?

v Identify your first six month goalsandsharethemwiththestaffparishrelationscommitteeandthesuperintendentandinvitetheirfeedback.

v Identify your 2018 goals,followingyouronetooneandsmallgroupmeetings,andsharethemwiththestaffparishrelationscommitteeandthesuperintendent.

v Periodic Check-ins–Duringthefirstyear,thepastorandthestaffparishrelationscommitteearetomeetquarterlyto:

• Provideupdatesonministry• Identifywhatisgoingwellandwhy• Identifychallengesandhowthechallengesarebeingaddressed


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• ClarifyandestablishreasonableexpectationsQuarterlythepastorandStaffParishRelationsChairpersonaretoeachcompleteaQuarterlyCheck-InReportupdateandemailittothedistrictsuperintendent.(QuarterlyCheck-InReport,see resources)

Exercise Table discussion with Church and Incoming Pastor

v Whoarethekeyelectedleadersandperceivedleaderswithwhichthepastorshouldmeet?

v Howmanyonetoonemeetingsareappropriateforyourchurch?

v Whowillarrangeforthesmallgrouphousemeetings?

v Howmanyhousemeetingsareappropriateforacongregationyoursize?


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Resources for Your Transition Team

The next several pages provide resources that you will be able to use in leading your congregation in the transition that has already begun.

Includedare:

PastoralTransitionAudit 22

QuarterlyCheck-InReport 24

INFO-PAK 26

SomeInteresting“ConversationTopics”forChurchGroups 27

50WaystoWelcomeyourNewPastor 28

AHistorySharingExperience 30

SpecialServices 31


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ChurchName:__________________________

Pastoral Transition Audit The pastoral transition audit is designed to establish a baseline for new ministry and to help ensure that there is an appropriate accounting for ministry. The following questions are to be completed by the newpastor in consultation with the former pastor and emailed to the district superintendent by July 1. If you are an associate pastor, the senior pastor is to complete the form and review it with the associate pastor. An updated report should be provided by September 1, 2017. 1. Averageworshipattendancereportedinthestatisticalreportsubmittedtotheconferencefor2016.

______Averageworshipattendanceforthefirstsixmonthsof2017.________

2. HowoftendidtheStaffParishRelationsCommitteemeetduring2016?________HowmanytimeshasitmetsinceJanuary1,2017?________

3. HowoftendidtheChurchCouncilmeetin2016?________HowmanytimeshasitmetsinceJanuary1,2017?________

4. Doesthepastorhaveadiscretionaryaccount?___Yes___NoIfyes,wasthereaninternalauditbytheStaffParishRelationsandFinanceChairpersonsoftheaccountingatthetimeofthepastoraltransition?___Yes___NoIfno,anauditistobeconductedimmediately.

5. WhatpercentageofsharedministrywaspaidfromJanuary1toJune30,2017?_______6. Whatpercentageofdirectbills(pension,healthandpropertyinsurance)waspaidfromJanuary1to

June30,2017?______7. Whatpercentageofsharedministryanddirectbillsareanticipatedtobepaidbytheend2017?_______8. Arethereanyfinancialconcernswithinthecongregation?___Yes___No

Ifyes,pleasedescribe.____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

9. All healthy congregations engage in appropriate disagreement that has some level of conflict. It is notunusual toexperience leveloneandeven level twoconflict.Read the statementsof conflictbelowandindicatethelevelwithinthecongregation.Myassessmentisthatthechurchisalevel_____conflict.

Definitions:

Level One: There's a problem to solve in the church, andpeoplemaydisagree about how to solve it. But theybelievetheycanworkitout,andtheyarecommittedtotry.Theyaretalkingdirectlytoeachother,notwithholdinginformation.Asaresult,mostpeopledon'tcallthisconflict.Theysay,"We'vegotproblemstosolve,butwecandoit."Level Two:Thefocusshiftsfromsolvingtheproblemtocaringformyself.Peoplefeel,we'vegotaproblemtofix,butIdon'twanttobeassociatedwithit.I'mgoingtobecautious,armormyself,planbeforeItalktothepastor.I'lltalkwithotherpeople, butnot share fully all I knowabout the situation. People arenervous,which you can tellbecausetheygeneralizeeverything:"We'renotcommunicating.Thereseemstobelowtrustaroundhere.Thereare


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somedifficultieswiththechoir."Buttheydon'tdescribetheproblemspecifically.Theroleofthepastor,then,istogetpeopletalking.Level Three: Again the objective has changed. It's no longer, "Fix the problem", or "Protectmyself;" it's "Win."Peoplefeel,youmustacceptmysolution.It'swinorlose.I'mnotcontributingtothedifficulty;I'mthegoodpersonwhohastheonlypossibleanswer.

Thelanguageinsuchcasesisnotonlyvague,italsooverstates,distorts,anddichotomizestheconflict.Forexample,"Pastor,thewholechurchisouttogetyou.Wearesplitdownthemiddle.Afewbadapplesshouldnotbeinthechurchatall.They'renevergoingtochange."Peoplearenotyet infactions,buttheyclumptogether,andwegivethemlabels:"Thepastor'sbuddies,""theoldpillarsofthechurch."

The pastor's role is to create a safe environment for people to air concerns and start solving the, whichmeansthinkingalotaboutwhoshouldbeinwhatconversationsandhowwecanaffirmpeopleandheartheirconcern.Level Four: Peoplearenolongersatisfiedwithgettingtheirway.Nowtheyhavetogetridoftheopposition.Thegoalisa"divorce"--gettingpeopletoquitcomingtochurch,firingthepastor,ordisbandingacommitteeorministry.Peoplearenowinfactions,usuallymeetinginhomes.Thereisaclearleader,sometimestwo,whogivesmarchingorderstoeachfaction.

Atthislevel,it'swisetogetoutsidehelp:denominationalofficials,aconsultant,askilledpastororlayleadersfromanothercongregation.Level Five: Peoplewon't settle forgettingpeople to leave;nowtheywant to removethemfromthe faceof theearth.Inachurch,thepeoplearenotsatisfiedwitharesignation;theywanttohavethepastor“defrocked.”

10. Whatadditionalinformationisitimportantforthesuperintendenttobeawareof?NameofChurch:_____________________________________DateSubmitted:_____________________Nameofpastorreviewingtheform:_________________________________________________________Ifthereisanassociatepastor,hastheformbeenreviewedwiththeassociatepastor?

___yes___noNamesofchurchleaderswhohavereviewedtheform:

_________________________________ __________________________________

_________________________________ __________________________________ SPRCChairperson

_________________________________ __________________________________OutgoingPastor IncomingPastor

Acopyofthisreportshouldbeprovidedtotheoutgoingpastor,theincomingpastor,theSPRCandtheDistrictSuperintendentbyJuly1,2017.AnupdatedreportshouldbeprovidedbySeptember1,2017.


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Quarterly Check-In Report (Please Return Electronically to Your District Office)

Important: Pastor and S/PPR will complete and submit separate Quarterly Check-In Reports. Please submit the first Quarterly Check-In Report on 9/30/2017 and at the end of each quarter thereafter to the Regional Office. Report Completed by: (Checkone) _____ Pastor _____ SPRC

Church Name:

Pastor Name:

S/PPR Name:

Placethenumberthatappropriatelycorrespondswithyourview.Rateasfollows:(1) Strongly Agree; (2) Agree; (3) Disagree; (4) Strongly Disagree

EVALUATION AREA 9/30/17 12/30/17 3/30/18 6/30/18 9/30/18 12/30/18 3/30/19

Understanding and Relationship Building

Asufficientnumberofintroductorysmallgroupmeetingshavebeenheldwithlaity.

ThePastorhasconductedonetoonemeetingswithkeychurchleaders.

ThePastorisconnectingwellwiththecongregation(s).

Expectations

FruitfulconversationswithSPRCandChurchCouncilhavebeenheldaboutexpectations.

ThePastorunderstandstheexpectationsofthecongregation.

ThePastorismeetingthechurch’sexpectations.

Initialsixmonthobjectivesweresetandarebeingworked


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EVALUATION AREA 9/30/17 12/30/17 3/30/18 6/30/18 9/30/18 12/30/18 3/30/19

onorarecompleted.

12monthcongregationalgoalshavebeensetfortheup-comingcalendaryear.

Progressisbeingmadeonthe12monthgoals.

12monthgoalsareappropriateformovingthechurchtowardsvitality.

Quarterlyevaluationshavebeencompletedinatimelymanner.

Fruitfulness

Worshipattendanceisgrowing.

Weareseeingmorevisitors.

MorepeopleareattendingsmallgroupandBiblestudies.

Morepeopleareengagedincommunityministry.

Givinghasincreased.

Comments: Please enter below, including date.


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INFO-PAK (InformationforthePastor’sActionKit)

Every pastor who is leaving a church, along with the Pastor (Staff) Parish Relations Chairperson, is responsible to supply the following INFO-PAK to the incoming pastor. These items should be available as soon as possible, in order to facilitate a smooth transition.

Church Documents: Alphabeticalmembershiproleswithaddress,phone,andemailinformation.Updated2017DirectoryofOfficials,(withcontactinformationandupdatesofmostrecentelections)2015and2016ChurchConferenceReports2015and2016YearEndStatisticalReports2015,2016and2017Budgets&Treasurer’sReport&2017todate(LaterupdatedtoJune30th)2016DetailedAttendance&Stewardshiprecords&2017todate(LaterupdatedtoJune30th)Asummaryofattendanceandstewardshiprecordsforthelast5years.2015and2016FinancialAudits&CompleteCurrentlistofallaccountsandliabilities2015and2016Worker’sCompensationAuditsPastoralTransitionAudit

Pastoral Contact Information Completechurchdirectorywithaddress,phone,andemailinformationMostrecentpictorialdirectoryMostrecentprayerlistandlistof“concerns&joys”Listofshut-insandthosewithhandicappingconditionsListofprospectsandrecentvisitorstothechurchactivitiesCountyandmunicipalmapContactinformationforlocationandcustodiansofchurchpapersandassets

Information for Conducting Church Business Detailedstaffinformation(people,hours,jobdescriptions,etc.)Completesetoflabeledkeys,combinations,codesAllcodesandpasswords(fire,alarms,computers,etc.)Equipment&suppliesinformationListofservicessuppliedtochurchandparsonage(withcontactinformation)&allchurchcontractsChurchpettycash,churchaccounts,discretionaryaccountsandchargecardsinformationChurchcalendar–withspecialemphasisonpreviouslyplannedevents2016&2017Bulletins(typical,communion,holidays,specialSundays)(guest&emergencypreachers)2016&2017Churchnewsletters,congregationalmailingsande-blasts.

Helpful Neighborhood Information PostofficesFood(Grocerystores,eat-in,take-out,convenience)AutorepairshopsMedicalassistance(emergencycare,hospitals,doctors,dentists,vets,etc.)SchoolinformationDirections&warranties(withservice&repairinformation)forallchurch&parsonageequipmentListofparsonageinformation(i.e.,emergencyswitches,thermostats,etc.)Trash,recyclingandbulkdaysLawncare&snowremovalinformation


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Some Interesting “Conversation Topics” For Church Groups (SomeThingsYourChurch&AllNewPastorsWillWantToDiscover)

When any group gets together they share ideas, information, insights and opinions. Sometimes we miss opportunities to intentionally direct our conversations toward topics that could produce helpful data for our church. Here are some topics that most people find invigorating. Often the results of these discussions are enlightening. Surely every new pastor wants to know the answers to these questions. The list might be helpful to your church.

A. What is the context of our ministry? 1. Whatishappeninginthecongregation?2. Whatishappeninginthecommunity?3. Whatarethetrendsforboth?4. Whoisourconstituency?(Thoseforwhomweareresponsible)

a. Geographic,economics,education,ethnicity,etc.?b. Areasofconcern,specialpopulations,etc.?c. Howdoourdemographicscomparewiththecommunity?

B. Identity 1. Whoareweasacongregation?

a. Religiousperspective?b. Whatisourhistory?

2. Dowehaveavisionforourfuture?3. Whathaschangedaboutus?4. Whereareweheaded?Wheredowehopetohead?5. Whatareourleadershipneeds?6. Whatneedstobedone?Whatchangesmustwemake?

C. Program / Ministry 1. Whatisourunderstandingofworship?2. Whatareourministrypriorities,withbenchmarksandtimelines?3. Whereareweaddressingministryneeds?Wherearewenotaddressingthem?4. Dowefocusonmemberneedsoforthoseinthewidercommunity?5. HowdoweunderstandourselvesasaUnitedMethodistcongregation?

D. Process 1. Howdowemakedecisions?2. Whatareourcommunicationnetworks?3. Whatareourleadershipstyles?4. Whatareournormsforbehavior?5. Whataretheinformalnetworksofpower?

E. Helpful Information 1. Whatdothecensusstudiessayaboutourministryopportunities?2. Churchdata–whoreally“knows”andhowisinformationshared?3. Whataretheprogramsofourchurchandwhomakesithappen?4. WhatareOurStories?5. Interviewswithcommunityleaders–Whodotheysaythatweare?6. Dowehaveaninventoryofpresentandpotentialleadership(atalentbank)?


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50 Ways to Welcome your New Pastor or Associate PastorFromtheLewisCenterforChurchLeadershipPreparedbyRobertCrossman

Prepare to welcome your new pastor

¨ 1.Openyourheartsanddecidethatyouaregoingtoloveyournewpastor.¨ 2.Beginprayingdailyforthenewpastorandfamily,evenasyoucontinuetoprayforyourdepartingpastorand

family.¨ 3.Invitechurchmembersindividuallytosendcardsofwelcomeandencouragementtotheincomingpastor.¨ 4.Knowthatwelcomingyournewpastoringenuineandeffectivewayslaysthegroundworkforahealthyandvital

relationshipandthedevelopmentofstable,long-termministriestogether.¨ 5.Planforthetransition.Occasionallyimportantwelcominggesturesaremissedwitheveryonethinkingsomeone

elseishandlingthesedetails.¨ 6.Appointaspecificliaisonpersontowhomthepastorcangoforhelpandinformationduringthetransition.

Say goodbye to your current pastor in a healthy way

¨ 7.Showlove,regard,andevengrief,foryourdepartingpastor.Thisisoneofthebestthingsyoucandoforthenewpastor.

¨ 8.Acknowledgethechangeinpublicways.Especiallyinthecaseofamuch-belovedpastor,thisallowsthecongregationbettertoletgoandreceivethenewpastor.

¨ 9.Providethecongregationtheopportunitytosaythankyouandgoodbyetotheoutgoingpastor,evenifthingshavenotalwaysgonewell.

¨ 10.Findappropriateoccasions—inworshipandatothertimes—tothanktheoutgoingpastor.¨ 11.Expressappreciationinwaysthatareconsistentwithwhatyouhavedoneinthepast.¨ 12.Considergivingthepastorthelasttwoweeksoff.Thishelpsthepastorenterthenewsituationrestedandgives

anemotionalbufferbetweenonepastor’slastSundayandanotherpastor’sfirstSunday.¨ 13.Plangoodbyecelebrationspriortothebeginningofthetwoweeksoff.¨ 14.Provideinformationtothelocalmediaabouttheoutgoingpastor’saccomplishmentsandfutureplans.¨ 15.Donotinvitetheformerpastortoreturnforwed-dings,funerals,orbaptisms.Thisallowsyourformerpastorto

engagefullywithhisorhernewcongregation,anditestablishesyournewpastoraseveryone’spastorfromthebeginning.

Make things move-in ready

¨ 16.Makesuretheparsonageandpastor’sofficearecleanandready.Offertoprovidehelporacleaningserviceifneeded.

¨ 17.Determineiftheparsonageisinneedofrepairsorpainting.Consulttheoutgoingandincomingpastorsabouttimingsoasnottodisruptthelivesofeitherparty.Donotaskanewpastortomoveintoaparsonage“underconstruction.”

¨ 18.Consultthenewpastoronanypaint,design,orfurnishingsissues.¨ 19.Offertohavesomeonecuttheparsonagegrass.¨ 20.Makesurethenewpastorandchurchofficialsareclearonhowmovingexpensesarepaidandallmattersrelated

tocompensation,benefits,andreimbursementpolicies.

Welcome your pastor on moving day

¨ 21.Stocktheparsonagerefrigeratorandpantrywithsomestaples.¨ 22.Makesuretherearekid-friendlyfoodsandsnacksintherefrigeratorifchildrenarearriving.


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¨ 23.Haveasmallgrouponhandtogreetthenewpastorandfamilywhentheyarriveandtohelpasneeded.¨ 24.Offerchildcareifthereisaninfantortoddlerinthehousehold.¨ 25.Invitechildreninthehouseholdtodothingswithothersoftheirsameage.¨ 26.Welcomeanyyouthinthehouseholdbyhavingchurchyouthgroupmembersstopbyandoffertoshowthem

around.

Continue the welcome during the entry period

¨ 27.Takefoodoverforthefirstfewdays.Manychurchescontinuethepracticeofhavinga“pounding”forthenewpastorwhenpersonsbringfooditems.

¨ 28.Provideamapwithdirectionstolocaldrycleaners,grocerystore,drugstore,veterinarian,etc.,andinformationonlocaloptionsforinternetandcabletelevisionproviders.

¨ 29.Givegiftcertificatestoseveralofyourfavoriterestaurantsinthecommunity.¨ 30.GivethepastorandfamilyawelcomereceptiononthefirstSunday.¨ 31.Planaworshipcelebrationofthenewappointment.¨ 32.InvitethenewpastortoanysocialeventsheldbySundaySchoolclassesorothergroupsintheearlymonths.¨ 33.Makesurethepastor’sspouseandchildren,ifapplicable,areinvitedtoSundaySchoolandotherappropriate

smallgroups.¨ 34.Continuetorememberyournewpastorandfamilyinyourdailyprayers.

Help the new pastor become familiar with the congregation

¨ 35.Introduceyourselftothepastorrepeatedly!Youhaveonenametolearn;yourpastorhasmanynamestolearn.¨ 36.Wearnametags.Evenifnametagsarenotatradition,thecongregationcanwearthemforafewweekstohelp

thepastorlearnnames.¨ 37.Provideacurrentpictorialdirectoryofallthechurchmembers,ifavailable.¨ 38.Provideanup-to-datelistofallchurchcommitteesandofficers.¨ 39.Providethenewpastorwithatourofwherethingsarekeptinsidethechurchandperhapsafloorplanofthe

facilities.¨ 40.Orientthenewpastortoinformationsystemsandthewayrecordsarekept.¨ 41.Makesurethepastorhasalistofhomeboundornursinghomemembers,alistofthosestrugglingwithlong

termillness,andalistofthosestillingriefoverrecentdeathsinthefamily.Betteryet,takethepastorforanintroductiontoeachofthesehouseholds.

¨ 42.Haveanappropriatepersonoffertogowiththepastorforintroductionsandsupportifthereareparticularlyurgentpastoralsituations(amemberneardeathorthefamilyofamemberwhohasjustdied).

¨ 43.Havealayofficialoffertotakethepastortomeetchurchmembersintheirbusinessesorotherworksettings,iftheyareeasilyaccessible.

¨ 44.Offertohelparrangesmallgroupsessionstomeetandtalkwiththecongregation.¨ 45.Createa“churchyellowpages’”(alistofpeopleinthechurchwhohavespecificskillsthatanewcomermayfind

beneficial….automechanic,doctor,dentist,drycleaners,bookstore,officesupply,etc.).

Help the new pastor connect to the community

¨ 46.Providelocalmediawithinformationaboutthenewpastor.¨ 47.Providealistofhospitals,nursinghomes,andcommunityserviceagencies.¨ 48.Introduceyournewpastortootherclergyinthecommunity.Provideinformationonanyecumenicalactivitiesor

associations.¨ 49.Introducethenewpastortopublicandcommunityleaders.¨ 50.Askchurchmembersincivicclubstotakethenewpastortooneoftheirmeetings.


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A History Sharing ExperienceAn interesting experience in a congregation that has received an incoming pastor is a time for history sharing. It is a time for persons in the congregation to gather, to share stories of their life together and to reflect on what it means for the congregation at this time. It makes a great fellowship activity. Such an experience can be helpful to the church and the incomingpastor in several ways:

a. Assiststheinclusionprocess.Thepastorbecomesoneofuswhenhe/sheknowsourstories.b. Shareskeyeventsinthelifeofthechurch.c. Providesinsightsintopastsuccessesandfailures.d. Informsalltothepastorsofthepastandwhoinparticularistheonebywhomthecurrentpastor

willbejudged.e. Assiststheincomingpastorandleaderstoassesswhatthemeaningofallofthisisforthe

congregation.Arrangements:

a. Setasideaboutathree-hourblockoftimefordiscussion.(Italwaysgoeswellwithapotlucksupper.)

b. Havealistingofpreviouspastorsanddatesavailable.c. Putupa20-footlengthofnewsprintthatcanbeusedtocreateatimeline.Haveanewsprintpad

inadditionforrecordingreflections.Process:

a. Enterthedatesandpastorsacrossthetop,allowingenoughroomforwritinginformationbelowtheirnames.

b. Askthegroupquestionsto:§ Whatarethemostimportanthappeningswheneachpastorwashere?§ Whataretheimplicationsofthesuccesses,e.g.anewworshipservice?§ Howdothefailuresaffectustoday?§ Wherearethehighpointsinthecongregation’slife?Thelowpoints?

c. Probeformeaningstatements.Thiscanbedoneasatotalgroupifitissmall.Otherwise,havethembreakintogroupsof6-8.Collectthefollowingresponsesonnewsprint.§ Generalobservations§ Whatdoyoumakeofthis?§ Whatconcernsyou?§ Whattellsyouwhoyouare?§ Whatareyourkeystrengths?§ Whatshouldbeapartofyourfuture?

d. Ifthegrouphasdone“c”well,prioritizethemeaningstatements.Itbecomespartoftheprocesstocometotermswiththeirhistory.

e. Answerthequestions“Whatdoesthissayaboutourfuture?”§ Developgoalstobuildonourstrengths–stretchtowardnewministry.§ Developstrategiestoovercomeweaknesses–letgoofwhatdoesn’twork.


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Special Services

Farewell Service: Onthecurrentpastor’slastSundayinachurch(orotherchosendate),thereshouldbeanappropriatefarewellservice,inwhichthepastorcanexpresshis/herthanksforthetimesharedwiththecongregationandthecongregationcanprayerfullybidtheirpastorfarewell.

Installation Service: Ontheincomingpastor’sfirstSundayinachurch(orotherchosendate),thereshouldbeanappropriateinstallationandwelcomingservice,inwhichthepastorcanexpresshis/herinitialvisionforthecongregationandthecongregationcanhavetheopportunitytoexpressahospitablewelcome.

Re-Appointment Service: Ifthereisnopastoralchange,onthefirstSundayofanewconferenceyearthecongregationandpastorshouldengageinanappropriate“anniversary”–i.e.,Re-Appointmentcelebration,inwhichthepastorcanexpresshis/hervisionsforministryinthecomingyearandthecongregationcanwelcomehim/herbacktothechurchforanewconferenceyear.

Note:Itissuggestedthatliturgyinthe*Book of Worshipandotherresourcesmaybeusedtoprovideguidancefortheseservices.

* Farewellp.598-599* Installationp.595-598* Re-Appointmentp.595-598


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Notes


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34

Notes


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2017 Transition Workshop Assessment and Commitment

1. Whatparticularlyhelpfulinformationandinsightshaveyougainedintheworkshop?

a. Fromthehandout:

b. Fromthespeakers:

c. Fromourtablediscussion:

d. Fromyourownreflection:

2. WhatdoIcommittoshareinmylocalchurch?

a. Inourtransitionteam:

b. Inthelargercongregation:

c. Withmycurrentpastor:

d. Withourincomingpastor:

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