Transcript PPRC Training 2014-2015

S/PPRC
Training
2014-2015
Welcome !
The Local Church
EPHESIANS 4:15-16 (NRSV)
But speaking the truth in love,
we must grow up in every way into
him who is the head, into Christ
from whom the whole body,
joined and knit together by every
ligament with which it is equipped,
as each part is working properly
promotes the body’s growth in
building itself up in love.
THE COMMITTEE
ON
PASTOR-PARISH RELATIONS
OR STAFF-PARISH RELATIONS
Minimum of 5 elected members, Maximum of 9, not including Lay
Leader and Lay Delegate, who are voting members.
Must be professing member or associate member
Members elected for 3 year term with 1/3 being elected annually.
Members on PPRC may succeed themselves for one additional
term for a total of 6 years.
No staff or immediate family of staff may serve.
Only 1 person from immediate family in same household may
serve.
Chair is nominated by Committee on Nominations & Leadership
All members elected at Charge Conference
A young adult SHALL be included on PPRC (19-30).
A youth MAY be included on PPRC (12-18).
PARAGRAPH 258.2 SAYS THE PPRC…
…is required to meet at least quarterly.
…meeting may be called by the bishop, DS, pastor, any
staff member, or the PPRC chair
…cannot meet without the knowledge of the pastor
and/or DS
…may meet with DS without the pastor or staff member
present, but they must be have prior notice and
brought into consultation immediately after the
meeting.
…shall meet in “closed session, and information shared
in the committee shall be confidential.”
Multiple Church Charges
There is ONE Charge-wide PPRC with
all churches represented in the
elected membership of the
committee. Membership is based on
percentage paid on salary with
minimum of 1 person from each
church.
When one church has concerns, the
members of the PPRC from that
church can meet separately with
knowledge of the Pastor and/or DS
SUGGESTED MEETING SCHEDULE
January-March/First Quarter
Discuss prior year’s evaluation of clergy and
staff with new S/PPRC members
Set goals with clergy and staff
Consultation with DS if pastor change
April-June/Second Quarter
Possible introductory visit with new pastor
Parsonage visit/assess housing costs
Farewell and welcome events if pastor change
Support the pastor and staff in time of change
MEETING SCHEDULE
July-September/Third Quarter
-Do a “check in” with pastor and staff regarding
goals/priorities that were set in first quarter.
-If a new pastor, meet monthly
-Begin work on SPRC budget, staff/clergy salaries
October-December/Fourth Quarter
-October is National Pastor Appreciation Month
- Annual Evaluation
-Advisory Response Forms
-Possible Christmas gift/bonus for pastor/staff
DUTIES OF THE PPRC
To encourage, strengthen, nurture, support, and
respect the pastor(s) and staff and their
families
To promote unity in the church(es)
To confer with and counsel the pastor(s) and staff
on the matters of effectiveness and
relationship with the congregation
To confer with and counsel the pastor(s) and staff
pertaining to priorities in the use of his or her
gifts, skill, and time
DUTIES
To provide annual evaluation of pastor and staff
and continuing education needs
To communicate and interpret to the
congregation the nature and function of
ministry regarding open itinerancy
To develop and approve job descriptions and
titles for associate pastors and staff
To consult with the pastor and staff concerning
continuing education and spiritual renewal
DUTIES
To enlist, interview, evaluate, review, and recommend
annually to the charge conference candidates for
ordained ministry
To interpret preparation for ordained ministry
To promote the Ministerial Education Fund
To confer with the pastor and /or other appointed
members of the staff when a change is in the best
interest of all; when there is no personnel policy
about dismissal PPRC and Pastor must agree to
dismiss someone
DUTIES
To recommend to the Church Council, after
consultation with the pastor, the need for
additional staff whether employee or contract
To recommend to the charge conference, when the
size of the staff makes it desirable to have a
Personnel Committee
To educate the church on the value of diversity of
selection of clergy/staff
DUTIES
Members of the PPRC shall keep informed of personnel
matters in relationship to Church policy, professional
standards, liability issues, & civil law; and
recommend personnel policies to Ch. Council.
To consult on matters pertaining to pulpit supply,
proposals for compensation , travel expense,
vacation, health and life insurance, pension, housing
To make annual salary recommendations to the Church
Council for action after presenting them to the
Finance Committee for information. Final action on
salary is responsibility of the Charge Conference.
NEW HIRE REPORTING REQUIREMENTS
Federal Requirements:
I-9 Form: Verification of Employment
The local church needs to have this form on file
for each employee of the church, this includes
the minister.
Acceptable I.D. documents are Driver’s License,
Passport, Social Security Card, Voter
Registration, Official Birth Certificate, etc.
NEW HIRE REPORTING REQUIREMENTS
South Carolina Requirements:
 For New Hires the local church needs notify South
Carolina Department of Social Services, see
www.scnewhire.com
 E-Verify: A church must verify newly hired lay
employees through the Federal E-Verify Database at
www.uscis.gov/e-verify . Clergy are exempt from this
requirement.
CLERGY RECRUITMENT
“Within The United Methodist Church, there are those called
to servant leadership, lay and ordained. Such callings are
evidenced by specific gifts, evidence of God’s grace, and
promise of usefulness.” 2012The Book of Discipline, Paragraph 138
The Pastor Parish Relations Committee is responsible for
identifying and recruiting persons who are receiving God’s
call to ministry as a vocation.
Are YOU fulfilling this important responsibility?
HELPING PERSONS RESPOND
THE CALL TO PASTORAL MINISTRY
A candidate must be a member of a UMC or from a
UMC Campus Ministry.
The person should talk with the pastor, the DS, and
then contact Clergy Services to begin candidacy.
During candidacy, the PPRC interviews the candidate,
before recommending to the Charge Conference.
CRITERIA FOR EFFECTIVE MINISTRY
Good relational skills.
Able to articulate the Gospel, and live it too.
Positive growing relationships in congregation
The pastor leads the church in growth, health.
Challenges the church to move outward in
mission, connect with community.
EFFECTIVE MINISTRY CONTINUED…
Adequate time spent in the parish…office hours,
availability to parishioners, visitation, teaching.
Supportive of Connectional Ministry…interancy,
apportionments, ecumenical, participates in
District and Conference
Self-care…spiritual, physical, emotional
GIVING FEEDBACK TO CLERGY
Do you listen politely to concerns of church
members and of your pastor(s)?
Are you meeting regularly with your
pastor(s)/clergy to give them feedback, not
just at evaluation time?
Are you being honest, speaking truth in love?
Do you maintain confidentiality?
EVALUATION PROCESS
SPRC Chair provides copy of Assessment
to all SPRC members.
Each person fills it out and brings to
meeting. The pastor may also do a selfassessment, reflecting on his/her
performance.
Open discussion with clergy and then
S/PPRC fills out a composite
Assessment Document. This should be
agreed upon by all members!
YOUR ROLE IN YOUR PASTOR’S EDUCATION
The evaluation process should address areas where
continuing education and growth are needed.
Local Pastors must participate regularly in COS.
Pastors who have completed the basic education must
participate each year in Continuing Education; 3
CEU’s avg (30 contact hrs).
Churches shall give min. $750 for Cont Educ.
Growing pastors are important to growing churches.
Education time is not vacation time.
ITINERANCY
One of the most characteristic features of the United
Methodist Church.
Pastors are appointed to serve from year to year
where they are needed by the Bishop.
At least annually, each pastor/clergy and pastoral
charge is evaluated and reviewed.
Itinerancy was instituted by John Wesley in 1746 when
he appointed lay preachers whom he called
“helpers” to definitive circuits.
Wesley died believing in itinerancy as “The Apostolic
Plan of Evangelization.”
Mission and needs of churches have priority over
personal professional goals of pastors.
A pastor’s family needs are considered, but may not
always be addressed or fulfilled.
The Cabinet works for the benefit of the whole
Conference with superintendents sharing openly,
candidly, and confidentially.
Every appointment has ambiguity, and there are no
“perfect” churches or pastors.
THE APPOINTMENT PROCESS 2014
ADVISORY RESPONSE FORMS
Two options for pastors and the Pastor Parish Relations
Committee:
CONTINUE in present appointment
CHANGE pastoral appointment
Pastor and PPRC returns their Advisory Response
Forms no later than December 19, 2014 to DS.
ADVISORY RESPONSE FORMS
Don’t “poll” the congregation, but do announce
the process has begun.
Do try to reach consensus in SPRC…this is
better than voting.
Do explain your decision in the space provided.
Do talk with the pastor (not just about)
All SPRC members and pastor sign the form.
EMPHASIS ON LOCAL CHURCH
The Pastor and Church Profiles are due December
15, 2014. It is very important to have accurate
and updated profiles! These help the Cabinet
understand the needs and opportunities in
churches and the gifts of pastors. Profiles are
on-line at www.umcsc.org.
The Pastor Profile is done by the pastor and the
Church Profile is done by SPRC. This is your
“introduction” to your new pastor or church!
ON MOVING PREACHERS
JOHN WESLEY SAID:
“…I should myself preach even my congregation
‘asleep’ were I to stay in one place an entire
year.”
“No one whom I ever yet knew has all the talents
which are needful for beginning, continuing,
and perfecting the work of grace in a whole
congregation.”
HOW CHURCHES CAN SUSTAIN
PASTORAL EXCELLENCE
Remember Christ is the head of the body,
be body-focused, not pastor-focused.
Be full of grace and truth with your pastor
Cultivate healthy attitudes toward change
Accept conflict or differences as normal in
a church.
THE SPRC ROLE IN CONFLICT RESOLUTION
Avoid the triangle. If a church member complains
to you about the pastor, ask them to talk directly
with the pastor first about their concerns.
If the SPRC has concerns, do not call the DS first,
but rather talk with the pastor first.
Do not give credence to anonymous complaints.
When addressing concerns with your pastor, do so
prayerfully, lovingly, always looking at both sides
of an issue. Seek common ground.