WCD HIRING RESOURCE AUGUST 2016 TIMELINE TRANSITION PLANNING

WCD HIRING RESOURCE AUGUST 2016

TIMELINE TRANSITION PLANNING JOB REVIEW JOB POSTING VETTING PROCESS 2

TIMELINE TRANSITION PLANNING • Transition goals • Interim team/person • Communication plan JOB REVIEW JOB POSTING • Engage stakeholders • Job posting document creation • Post widely • Vet responses • Solicit additional info of short list (Church profile, Ministry profile, Job profile and description) VETTING PROCESS • • Shorten short list Interview process Candidating weekend Decision to hire 3

TIMELINE TRANSITION PLANNING JOB REVIEW JOB POSTING (2 weeks) (1 - 3 months) (2 weeks) • Engage stakeholders • Job posting document creation • Post widely • Vet responses • Solicit additional info of short list • Transition goals • Interim team/person • Communication plan (Church profile, Ministry profile, Job profile and description) VETTING PROCESS (1 - 2 months) • • Shorten short list Interview process Candidating weekend Decision to hire 4

TIMELINE TRANSITION PLANNING JOB POSTING (2 weeks) • Post widely • Vet responses • Solicit additional info of short list • Transition goals • Interim team/person • Communication plan JOB REVIEW (2 weeks) • Engage stakeholders • Job posting document creation (Church profile, Ministry profile, Job profile and description) (1 - 3 months) VETTING PROCESS (1 - 2 months) • • Shorten short list Interview process Candidating weekend Decision to hire 5

HIRING PROCESS TRANSITION PLANNING JOB REVIEW JOB POSTING VETTING PROCESS A transition plan is important in order to support staff, volunteers and the congregation. This will ensure appropriate communications and ministry leadership to help the church thrive through transition. When adding a key staff member perform a job review to account for changes over time, needs moving forward and to ensure success with aligning job expectations with skills, gifting and calling. A wide posting engaging your network and beyond with enough time to find the best candidates complimented with beginning the vetting process by asking for the best information beyond a resume. A prayerful, multi-layered process which includes numerous stakeholders to discern the right hire for the church. 6

TRANSITION PLANNING 1. 2. 3. 4. Transition goal setting Hiring timeline flow chart Interim team Communication plan TRANSITION PLANNING 7

JOB REVIEW 1. 2. 3. 4. Engage stakeholders (interview sheet) Job Description Template Church Profile Job Profile JOB REVIEW 8

JOB POSTING • Church Hire Communication Plan • Job Posting – Places to Post – Request testimony, philosophy of ministry and creative piece (only sermon or other) • Vet responses – Interview sheet for Candidates (only short listed candidates) JOB POSTING 9

VETTING PROCESS 1. 2. 3. 4. Evaluation of Candidate Interview Sheet for Candidate Second Interview – Behavioral Based Questions Reference checks VETTING PROCESS 10

VETTING PROCESS • Screening Candidates (Use an established set of interview questions, for candidate, references, team interview, explore competencies, character, police clearance and theological/biblical foundation for ministry) – – – Reference Checks Telephone interview Team (stakeholder) telephone interview Salary range communicated with potential candidate Interview face to face interview • Key Stakeholders assess and choose candidate • Extend offer for official candidating weekend INTERVIEW PROCESS 11

VETTING PROCESS • Candidate Weekend – Credentialing (CMA) and denominational clearance – Team interview or experience without spouse and with spouse – Elders interview for senior staff members and key full time pastoral staff – Individual team member interviews/dialogue – Proposal for 1 year plan of how they would fulfill responsibilities – Exposure to the community – Exposure to lay people with whom they will be working – Discussion with personnel committee re: employment contract and moving arrangements. CANDIDATING WEEKEND 12

VETTING PROCESS • Decision to hire by appropriate body made – Extending call – Personnel Committee to finalize employment contract and make an offer – Employment contract confirmed and accepted in writing – Set up time frame for start date – Cover off denominational requirements, informing district leadership DECISION TO HIRE 13