Pastoral Placement Process

The Potomac Conference Executive Committee[1] has established the following procedure to help its church leaders better understand our pastoral placement process.  We want to offer suggestions of meaningful and effective ways local church leaders can be involved in this process.  Successfully matching the spiritual gifts of the pastor with the needs of a particular congregation is a goal worthy of everyone’s best efforts.

The Seventh-day Adventist Church Manual states: “Pastors or assistant pastors are not nominated or elected to such positions by the church.  Their connection with the church is by the appointment of the conference committee, and such appointments may be changed at any time.”[2]

Therefore, it is the role of the Conference Administration to be the liaison between the local church, Personnel Committee, and the Executive Committee.

It is the belief of Conference Administration that the following Pastor Placement Process is in the best interest of the churches of the Potomac Conference.  It is the desire of Administration to cooperate as much as possible with local church leadership.

In the Adventist Church there is a long history of the pastoral calling system.  Working outside of this system retards rather than enhances the calling of outstanding pastors.  The following procedure fosters efficient and equitable distribution of pastoral resources and minimizes the lag time[3] between pastoral placements.  Administration requests that this entire process be bathed in prayer, seeking the Lord’s guidance at every step of the way.

The Steps in the Placement Process

Step One – Meeting with the Local Church(s) to Gather Information

The Vice President of Pastoral Ministries, or any Associate of the Pastoral Ministries Department, or an Administrative Committee Member (ADCOM) can meet with the church board or with a pastoral search committee designated by the church board.  This meeting will be scheduled in consultation with the local church’s Head Elder.  At this meeting Administration wants to get an accurate picture of the church’s current situation and needs.  What pastoral characteristics are most desired in a new pastor?

Suggestions of pastoral candidates who fit the desired profile are welcomed at this meeting.  In multiple church districts, local elders or representatives from each church can meet together to form the pastoral search committee.

Step Two – A List is Developed of Appropriate Candidates.

The Conference representative, will compile a list of candidates who meet as many as possible of the church’s or districts desired pastoral characteristics.  He will then follow denominational protocol by obtaining permission to contact the candidate from the conference where the candidate is currently employed.  Next, he will call the candidate and ascertain if he/she is interested in being considered for the position and placed on the list.  The Conference representative will do a careful job checking references.[4] It is important that reference research be done by Administration and not by local church leaders; otherwise duplication, confusion, and embarrassment could result.

Step Three – Personnel Committee.

Following a thorough screening process, the names of appropriate candidates will then be shared with the Potomac Conference Personnel Committee.  All meaningful and relevant information obtained is shared and discussed.  During this meeting, a candidate or a list of acceptable candidates will be approved.

Step Four – Meeting with Church(s) to Discuss the Name(s).

The Conference representative will set up a meeting date with the Head Elder(s) of the local church(es).  The names of the candidates are shared and their pastoral strengths are discussed.  The purpose of this meeting is for the local church leaders to decide which name on the approved list should be invited come to interview with the local church board or pastoral search committee.  Where there is a multiple church district then the elders or representatives from each church will come together to one place for this meeting.

Step Five – Church(s) and Pastor Meet

Conference Administration next sets-up a meeting between the local church(s) search committee and the prospective pastor.  The purpose of this meeting is for the members and pastor (and spouse if possible) to get acquainted.  The committee members are free to ask the pastor questions and the pastor is encouraged to ask questions of the members.  After an appropriate amount of time is spent openly dialoguing, the pastor (and spouse) is invited to leave the room.  The committee then shares its observations with Administration.  If a majority of the members are positively impressed that this is the right person for the position, the pastor is invited to return and is told of the church committee’s affirmation.  If the committee does not believe that the pastoral candidate is right for them, they may share their concerns with Administration.

However, please note, final authority and responsibility rests with the Potomac Conference Executive Committee for authorizing the placement of pastors.

Step Six – Calling the Pastor; Final Approval by Executive Committee

Usually when local church leaders and Conference Administration are mutually in favor of a candidate, the Executive Committee is asked to take an action making the pastoral call official.  Administration then extends the call to the candidate.  The pastor is asked to prayerfully consider the call.  He or she may take up to one week to decide.  If a longer period is necessary, the time frame must be negotiated with Administration.

Step Seven – Introduction of the Pastor to the Church Family

The Conference representative will arrange with the Head Elder(s) for a special introduction[5] of the new pastor and family in the local church(es).

General Information:

1. Because of the timing of church openings, Personnel Committee and Conference Executive meetings there will be occasions when some steps are not followed in exactly the sequence listed.
2. First preference will be given to names of pastors within the Potomac Conference. Next, names of pastors in the North American Division, being sensitive to gender and ethnicity.
3. Potomac Conference will pay the travel expenses for the pastoral candidate and spouse only if the proper procedure is followed and the Conference arranges the trip.
4. The Potomac Conference Executive Committee has final jurisdiction on all pastoral assignments and may choose, under special circumstance, to appoint an individual for a specific church without going through the above process.  For example, internal moves of one or several pastors might result in the above process not being followed.
5. Churches will be authorized to interview and make a determination of compatibility with one pastor at a time as opposed to interviewing several candidates.
6. Pastoral Interns are placed at the discretion of the Executive Committee.
7. Pastoral selection is a holy and sacred calling.  Prayer is to bathe every step of the process.  We believe that focusing on the track record is the best indicator of a pastor’s future success.  We will not invite a pastor to speak before the interview or before a decision is made.  God will lead us to the right candidate.

[1] The Potomac Conference Executive Committee voted this process on September 23, 2004

[2] Church Manual, Revised 2000 16^th Edition, p. 137

[3] A Reasonable Time Frame:  The average time period for this pastoral placement procedure is six months.  This is a reasonable amount of time for the congregation to grieve the loss of their former pastor, for responsible research, and for recruitment of an appropriate replacement.

[4] Checking References: The Conference Administrator will obtain several references; conference administration, pastoral colleagues, and lay members.

[5] Installation Service – This involves a short introduction of the pastor to the congregation and a special prayer for the pastor and the church family by a Potomac Conference representative.  This service takes approximately five minutes.