Dover District PeninsulaDelaware Conference Rev Dr Kyung Hee

Dover District Peninsula-Delaware Conference Rev. Dr. Kyung Hee Sa Pastor-Parish Relations Connecting the Pastor, Staff and Congregation

PSALM 134 (Message) BE BLESSED TO BE A BLESSING Come, bless God, all you servants of God! You priests of God, posted to the night watch in God’s shrine. Lift your praising hands to the Holy Place, and bless God. In turn, may God of Zion bless you—God who made heave and earth!

Checking in… What do you want to know?

You are a leader!!! Keeping an eye on the BIG PICTURE

SPRC LEADERSHIP=Keeping An Eye on the big picture MANAGEMENT=Tending to daily activities; Taking care of details so that strategies are implemented

Building RELATIONSHIPS STAFF and CONGREAGATON CONGREGATION and DS What’s needed to build

CONGREGATIONAL INTERESTS STAFF SPRC LEADERSHIP MINISTRY OF YOUR CHURCH

“Spend time with your committee, team, work area, and with other leaders in your church to discern the BEST and most faithful future for your church you can imagine. ” Name Shared Vision

• • • ORGANIZATION (BOD ¶ 258. 2) Between 5 and 9 persons (one shall be a young adult and one may be a youth); must be professing members Not more than one person from any one household Three year classes, members CAN serve a second 3 year term Also Lay Member of AC; Lay Leader (Voice & vote): exempt from 3 -year term In a multiple point charge, insure that there is at least one member from each church

• Charges have at least one rep and the lay leader from each church. MEETINGS • At least quarterly (monthly is preferable) • Congregations on a charge meet separately when appropriate. • Written “minutes”—Record decisions, not conversations • Pastor present, unless s/he excuses self • Meet only with knowledge of pastor or

• Meets at the request of the Bishop, DS, pastor • Shall meet in closed session. CONFIDENTIALITY is crucial! Issues are discussed during meeting, not between meetings (no parking lot meetings!) • All matters under discussion kept in strict confidence, i. e. , a “safe” place • All input brought to the meeting is held in confidence, but is ”owned” input WHAT IS CONFIDENTIALITY? (page 8) • Difference between confidentiality and secret

RESPONSIBILITIES • Encourage, strengthen, nurture, support, and respect the pastor (s), staff and their families • Confer and counsel with pastors and staff regarding effectiveness of ministry; relationships with the congregation; health and self-care; conditions that may impede effectiveness of ministry • Confer, consult, and counsel with pastor

RESPONSIBILITIES • Provide an annual evaluation of pastors and staff to encourage effective ministry • Consult with pastor and staff on continuing education, renewal leave, professional certification—making recommendations to Church Council • Consult with pastor and staff on pulpit supply, compensation, travel, vacation, insurances, pension, housing—making recommendations to the Church Council.

RESPONSIBILITIES • Promote unity in the church • Communicate and interpret to the congregation the nature and function of ministry in the UMC regarding open itinerancy, inclusiveness and diversity • Interpret preparation for ordained ministry and educate the church community on the value of diversity of selection in clergy and lay staff and

RESPONSIBILITIES • Enlist, interview, evaluate, review, and recommend candidates for ministry: CLM (certified lay minister); candidates for ordained ministry and missionary service • Training for S/PRC members before charge conference vote to be provided

APPOINTMENT ISSUE APPOINTMENT MAKING

• Confer with pastor and appointed members of the staff when it becomes evident that the best interests of the church and pastor will be served by a change. (Advisory form) • Cooperate with the pastor, DS, and bishop in securing clergy leadership • Such conferring and cooperating with the DS and the bishop is advisory only.

APPOINTMENT Making BOD ¶ 425 -429 • Consultation process: Bishop, DS and S/PPRC=mandatory • Considering the unique needs of a charge, the community context and the gifts and evidence of God’s grace of a particular pastor • Criteria be developed analyzed in each instance to share with pastors and

PERSONNEL/STAFFING • Develop and approve job descriptions for staff in cooperation with the pastor in charge • Recommend to the Church Council, after consultation with the pastor, other staff positions to meet ministry needs. • With pastor, hire, contract, evaluate, promote, retire, and dismiss non-appointed staff

PERSONNEL/STAFFING • Keep informed of personnel matters in relationship to Church policy, professional standards, liability issues, and civil law • Communicate, interpret, and implement the procedures by participating in educational and training • Contact DS when assistance/advice is needed (emailing doverds@pen-del. org is the best

EFFECTIVE SKILLS • Maintain confidentiality • Create a climate of effectiveness • Listening and feedback vs. polling for complaints (no anonymous complaints) • Make facts known vs. rumors (communicate FACTS) • Provide professional, constructive feedback in a system of evaluation

Engaging Conflict Well Matthew 18: 15 -20 • Call the District Superintendent immediately if there allegations or charges of sexual abuse, misconduct, child abuse, or other “chargeable offences” (BOD, ¶ 2702)

Engaging Conflict Well (p. 21) You’re a healing agent! Your leadership matters! If the DS cannot resolve the issue: -A mediator may be available from the Conference, with the DS’s recommendation -These costs, if any, are borne by the

TABLE DISCUSSION Share one change you have made in your S/PRC committee in the past year that has had the most impact on your effectiveness.

IMPORTANT DOCUMENTS • • Church profile Pastor Performance Review Compensation form (pen-del. org: forms) Church evaluation Safe sanctuaries Deadlines are important COMMUNICATION critical

PASTORAL COMPENSATION Recommendation from SPRC Through Finance Through Ad Council To Charge/Church Conference Recommendation cannot be changed by Finance or Council. • They can recommend another amount. • Both recommendations go to Charge/Church Conference. • • •

Reports by Nov. 1 Pastor/SPRC Advisory Form Pastor Profile Pastor Performance Review Pastor Compensation Church Profile

TABLE DISCUSSION What practices have made your year run smoothly?

Evaluation of Pastor(s) Assessment How have you done?

IMPORTANT REMINDERS!!! PASTOR’S GOALS that concur with congregation’s goals (p. 18, 34) MINISTRY COVENANT signed by the committee members

PASTORAL PERFORMANCE REVIEW “Support without accountability promotes moral weakness; accountability without support is a form of cruelty” (BOD, p. 53, p. 102) Watching Over One Another in Love: A Model for Ministry Assessment (author: Gwen Purushotham)

PASTORAL PERFORMANCE REVIEW “A church that rushes to punishment is not open to God’s mercy, but…” (BOD, p. 53, p. 102) Watching Over One Another in Love: A Model for Ministry Assessment (author: Gwen Purushotham)

What is a ministry covenant? WHY Mutually created CREATE COVEN- commitment to ministry ANT? Statement of intention

SHIFTS GOAL OF MINISTRY ASSESSMENT AND EVALUATION FROM WHAT DOES A COVENANT DO? JUDGIND AND CORRECTING GROWING AND LEARNING

WHAT DOES A COVENANT DO? ♦ COMMUNICATES BUSINESS OF CHURCH TOO IMPORTANT TO BE LEFT TO CHANGE ♦ COMMUNICATES INTENT TO CARE FOR ONE ANOTHER

WHAT DOES A COVENANT DO? SETS PRIORITIES, STRUCTURES, BOUNDARIES, AND PROCESSES AROUND WHICH MINISTRY CAN OCCUR AND BE EVALUATED

WHAT DOES A COVENANT DO? If a ministry covenant is established and its progress reviewed on a monthly basis, there should be no surprises when the Pastor’s Performance Review is completed.

NO CONGREGATIONAL SURVEYS How NOT to do the Pastor Performance Review (p. 34) NO VOTING, STRAW POLLS, ETC.

NO CONGREGATIONAL MEETINGS FOR PASTOR PERFORMANCE How NOT to do the Pastor Performance Review DO NOT DISTRIBUTE PASTOR PERFORMANCE REVIEW TO PEOPLE OUTSIDE OF THE SPRC

Does your church have a prayer ministry team? How do you nurture it? ACCOUNTABILITY: Pastors-SPRC Does your church implement strategic planning process? How do you monitor the journey?

Continuing Education Clergy Excellence ACCOUNTABILITY: Pastoral Report. Charge Conference Annual Goal Setting Measurement

HOW TO EFFECTIVELY COMPLETE PASTOR PERFORMANCE REVIEW SPRC should come to consensus rather than voting on each category and listing every comment. • Pastor can prepare self-evaluation. • Committee and pastor dialogue on each ministry area and come to

HOW TO EFFECTIVELY COMPLETE PASTOR PERFORMANCE REVIEW Suggestions or areas for improvement can be included in the covenant. • Signatures •

HOW TO EFFECTIVELY COMPLETE PASTOR PERFORMANCE REVIEW PRAY, AND PRAY FOR YOUR PASTOR AND PASTOR’S FAMILY!

STAFF RECOGNITIAON SUNDAY PASTOR’S APPRECIATION REVIEW SUPERVIMinistry SION OF Covenant STAFF

An effective, faithful, and thoughtful SPRC can make a huge difference! ANNUAL SUPERVISORY MEETING WITH DS It takes LOVE and HONESTY to offer appropriate support and accountability to the spiritual leaders of the congregation so that they can support and guide the congregation.

CONTINUED WORK IN CHRIST JESUS (p. 21 -Checklist for LIVE IN GRACE! Good Communication) LIVE BY GRACE! WHY ARE WE? LIVE FOR GRACE! LIVE WITH GRACE!

ANY QUESTIONS?