I recently got an e-mail from a former student who was in the middle of an interview process with a congregation for a pastoral staff position. She’d gotten news from the church that the senior pastor, who’d been involved in the search process conversations, had just announced his resignation (he was moving on to another congregation). The congregation plans on hiring an “intentional interim†but also wants to go ahead with the search process for the staff position. My former student is in the midst of a dilemma. Does she accept the call and the risk or does she pull out of the interview process?
She understands that coming in to a congregation during an interim is fraught with hazard. But I don’t think it necessarily, of itself, need close the door on the opportunity.
Despite the obvious risks, this situation puts an entering pastoral staff person in some advantages. For one thing, she’ll not have a “supervisor” to worry about for some time. It will take at least 18 months for the new pastor to get on the scene. That’s plenty of time for her to establish herself, begin shaping her ministry, and build relationships with key people in leadership. Once the new pastor is on board, if she’s done well, she’ll have some chips and will be involved in orienting the new pastor to the congregation’s culture.
I’d say this new development calls for a couple (that’s MORE THAN ONE) of meetings with the search committee. Now’s the time to deal with some issues up front and to GET THEM IN WRITING on the letter of invitation (and she should ASK for the formal letter of invitation with all agreements in writing).
Some questions and issues to consider in this situation:
- Will she have additional pastoral and staff duties during the interim that are outside of the original expectations associated with her position (visitation, preaching, office staff supervision, etc.)?
- Will this change the salary package?
- Is the congregation aware of the risks involved in hiring staff before hiring the pastor? Why are they willing to go ahead with it?
- What’s their philosophy related to pastoral staff? Are staff “called” to the congregation? Or do they serve at the pleasure of the pastor? It’s their decision, but get it out in the open and help them be clear about that. This question will help shape their message to the incoming pastor, either, “Staff belongs to the church. Learn to work with them;” or, “We’ll allow you to build your own staff.”
- I’d have some discussion about the possibility that when the new pastor arrives things may not work out between you professionally or personally. Talk about how that scenario will work. For example, Dr. Charles Chandler of Ministering to Ministers suggests asking for a commitment from the congregation for one year, after the pastor comes on board, of salary and benefits if you decide to go looking. If you find something within six months, their commitment ends. But it gives you a year to search leisurely. And, GET IT IN WRITING.
Other than that any person in this situation, along with the congregation, just need to own up to the fact that this venture involves risk. Both parties will hope and work for the best, but pastoral staff hires are best framed in the theological language of covenant and faith rather than in contractual arrangements. Calling always involves faith. And these things are as much about “fit” as they are about credentials, competencies or expertise.
What are your thoughts on this situation? What advice would you give my former student?
