Dear Sylvania UCC Family,
We are writing to update the congregation since our last letter. In that letter, we relayed Cabinet’s decision to invite Russell Crabtree of Holy Cow! Consulting to come to the church for a day-long audit process. This invitation was offered in order to learn more from him about his succession planning process and the skills, tools, and experience he brings as a consultant.
Last Monday, August 22, Russell spent the day at our church. Throughout the day he met with members of the ministry team, staff, congregational leaders, and Cabinet. These discussions culminated in Russell presenting a proposal to Cabinet regarding both a process tailored to our congregation to follow through this period of transition as well as the ways in which he felt his services may be of use to the congregation.
After his presentation, Russell left and the Cabinet began the discussion of whether to accept this proposal. In order to provide time to check references and prayerfully consider the proposal, Cabinet met again after worship on August 28. After discussion on the 28th, Cabinet voted to accept this proposal.
The details of this proposal are below. The proposal was approved for a variety of reasons. The first, as we noted in the last letter, is that it provides the congregation a way to maintain the current pastoral leadership while also taking seriously the needed work to understand who we are and the type of leader we need for our future.
Cabinet was also impressed and excited by Russell Crabtree – in particular the experience, tools, and insight that he brings. With 20 years of experience as a pastor combined with an equal number in church consulting, Russell brings with him experience with many congregations and organizations. In addition, Russell specializes in Pastoral Succession Planning and brings with him unique assessment tools designed specifically for succession planning. His process as well as his tools and experience make him the perfect fit for our congregation in this time.
The proposal for our succession process will follow the following schedule:
September 12 Transition Team and Vision Team appointed by Cabinet
By September 30 Leadership Clarity Assessment taken by Cabinet and other leadership of congregation
Sept-Dec Vision Team works on updating Vision and Mission statements with new strategic goals
October 10 Approval of Search Committee by Cabinet in order to send nominations to congregation for election
October 14-15 Foundations Retreat led by Russell Crabtree; Retreat will be attended by Cabinet, staff, and Transition Team; Content will be training in succession planning, setting of a vision for this interim time, and identification of key asset ministries
Oct 16-Nov. 16 Church Assessment and Staff Assessment Tools offered for the congregation’s and staff’s input; This survey will be made available to all congregational members and regular worshippers
December 16-17 Finding Retreat led by Russell Crabtree. Retreat will be attended by Cabinet, staff, Transition Team and Search Committee. Retreat will focus on feedback from the Church and Staff Assessments.
January 2012 Search Committee will incorporate results of assessment tools into Church Profile. Interviews to begin by late winter/early spring. Search Committee will present recommended candidate to the congregation at appropriate time.
The succession process entails three major areas and teams who will lead or manage each area:
1. Transition Team: This group will manage the work that the congregation has that needs to occur between now and when a new pastor is hired. This group will make sure that either they or other groups in the congregation are ensuring that budget needs and revenue opportunities are being met, that there is a process by which the congregation can continue to grieve the loss of our pastor, that staff is supported and that a staffing plan for the future is in place, and that the key ministries of the congregation are continued. This group will also ensure that any directives learned from the congregational assessment are enacted.
2. Vision Team: Our vision and mission statement was written 10 years ago and updated goals were written 5 years ago. It is time for the congregation to again consider our direction and primary needs. Some of this will come from the congregational assessment. But a Vision Team will utilize these materials and learnings from the congregation to update our high-level strategic goals. This work will ensure that we are seeking a pastor who has skills that meet our current needs.
3. Search Committee: The Pastoral Search Committee will take the Critical Ministry Components learned from the congregational assessment and combine this will the Vision Team’s strategic goals in order to create an appropriate profile and then to interview candidates.
We realize that there are some in the congregation who expected a faster process. Twenty-five years ago when this congregation called Bill Chidester, seven months had lapsed between Sam Souers’ resignation and Bill’s starting. This process will only add a few months to our timeline but will allow us to reflect on what changes and future we would like for our congregation and how our leadership may need to be different in the future to respond to those needs. Bill’s tenure here was long and valued. Candidates will be looking to make sure that our congregation has thoughtfully addressed our grief and our hopes for the future. This process will provide that time and reflection.
Other questions and concerns that have been raised are addressed in the enclosed Q&A sheet. Please continue to raise any questions you might have with either of us, or any member of Cabinet.
We know that, once again, a letter can only convey so much information. To that end, we will again be holding an open congregational forum after the worship service on XX. In addition, we are also planning to begin a blog which will provide regular updates to Cabinet and each of the Team’s work. We will be regularly communicating through The Intercom and will be providing an updated visual timeline in the church gathering area in the near future.
We are grateful for the prayers and service that have supported our congregation through these last weeks. We look forward to our future together as we live out our calling as disciples.
In Christ’s Service,
Sue Crescitelli, Moderator Russ Miller, Vice-Moderator
Questions and Answers
Q How much will we be paying Russell Crabtree?
A The contract for consulting and assessment services is $7500 plus expenses (expected to be $1000). This includes Russell’s time, training, as well as the use of the Leadership Clarity Assessment, the Congregational Assessment Tool, and the Staff Assessment Tool. It also includes training resources for the Vision Team and the Search Committee (at no cost) and a Family Tree assessment which will provide the new pastor an understanding of the groups and relationships in the congregation.
Q Where will the $8500 come from?
A Current expenses of the pastoral staff are less than the amount budget for the Senior Pastor’s package (including salary/housing and benefits). There are funds in this year’s budget available to cover the fee and expenses.
Q Is Russell Crabtree a headhunter? Will he be recommending candidates for our next pastor?
A No. Russell will not be involved in the search process for our next pastor. The outcomes of the assessments will provide information for the Search Committee as they prepare the Church Profile.
Q How will the Transition Team, Vision Team, and Search Committee be formed?
A A group of Cabinet members, staff, and pastors has been formed to make recommendations to Cabinet for the persons to be on each team. The Transition Team and Vision Team will be appointed by Cabinet (hopefully by September 12). The Cabinet will receive recommendations for the Search Committee and then recommend to the congregation those names. The congregation will then have the right and opportunity to elect the Search Committee.
Q Will we be looking for an Interim Pastor?
A No. By following the Succession Planning Process and contracting with Russell Crabtree as our Succession Planning Consultant, we will not be searching for an interim Pastor. The current pastoral team will continue to provide worship leadership, pastoral care, and staffing of boards and committee.
Q What are the goals of this Succession Planning Process?
A 1. For the congregation to understand who we are now and who we want to be in the future (and therefore what type of leader we need)
2. To provide opportunities for the congregation to grieve Bill’s death and absence from our congregational life and to prepare for a new pastor coming to serve us
3. To allow lay leadership to lead the process and decisions during this period of transition, ultimately broadening those in leadership positions within the congregation
4. Address staffing needs for the future
5. Ensure administrative needs of the congregation now and for the future are met
Q Who is currently serving on Cabinet?
A Sue Crescitelli – Moderator Grace Bell – Outreach Ex Officio:
Russ Miller – Vice Moderator Jeanne Brockmyer – Personnel David Anderson
Susan Carlucci – Clerk Dennis Dewitz – Church Growth Luke Lindon
Bonnie Loeser – At Large Dave Finn – Trustees Kathy Tashima
Amy Turner-Morgan – At Large Lori Geisler – Children’s Ministries Cathy Hunter
Jacob Long – Youth At Large Brian Green – Stewardship Sally Mossing
Jan Merki – Diaconate Sharon McCord
Nancy Settles – Fellowship Sheila Banerji
No comments:
Post a Comment