That has also been the practice within Classis Huron. Only first time delegates (to classis) need to sign the Form of Subscription.
And within local church councils, only first time officebearers -- elders or deacons -- generally sign the Form of Subscription. And once Synod adopts the new Covenant, it seems logical that everybody will need to sign the new document.
It does beg the question: Does one's commitment to the Reformed creeds never change after 30, 40 or 50 years .. if you've been a long time office-bearer? The answer, presumably, is No.
We track attendance of everyone in the worship service.
We have folders on the left side of every row of seats. At the beginning of the service, the first announcement is always to 'pick up the black folder' and to fill in the form ... as a record of attendance and to write down prayer requests that are prayed for by church staff throughout the week.
We just 'tick off the boxes': first time visitor (and they pick up a gift bag at the welcome centre after the service), regular participant, occasional participant, name and address (address is optional), email address if they want to receive the weekly e-newsletter, and plenty of space for a prayer request.
First time visitors receive special attention by hosts at the welcome desk. The key, though, is to have astute ushers who simply know the congregation: know who the regulars are and know who the recent participants are.
There's another aspect to doal membership: their financial contributions.
Our church has several snowbirds who spend three to six months in the south. They have signed up for 'automatic debit' for their weekly/monthly donations so that their financial commitment to their 'home' church continues.
But they also value the importance of their southern church home and they support that church financially ... knowing full well that their donations to a Florida church do not qualify as tax receipts for their Canadian income tax.
For them, their loyalty still lies with their 'home' church so dual membership hasn't been an issue.
Yes, the Article 17 separation is a painful process ... for both pastor and congregation. While it is always easy to level blame -- either at the pastor or at the congregation -- both suffer. It seems to me that it is important for both pastor and congregation to have a lengthy 'sabbatical' after they part ways. Churches often provide a three- or six-month paid leave to their departing pastor. I wish that there were more concrete guidelines -- even spelling that out in Article 17 -- where a minister receives an automatic 12 month paid leave AND where the church council also devotes the next 12 months to self-examination and reflection before it can even consider beginning a search process.
There are instances where pastors are forced to accept a call to another church after an Article 17 separation, even though they have not healed sufficiently from their past hurt, or dealt sufficiently with underlying reasons for the separation. There are many notable instances where churches seem to pick up where they left off, seeming eager to call another pastor ... without spending significant time in prayer as council and as congregation to deal sufficiently with underlying reasons for the separation.
In short, time heals. At least, it helps the process. The Article 17 process needs allow room for both healing and a reality check.
Until the CRC decides to appoint bishops to oversee congregations and pastors -- and that will never happen -- Article 17 is the only means we have to deal with intolerable marriages between pastors and congregations.
While this seems like a thorough, thoughtful process to consider as one contemplates leaving a particular church position or even the pastoral ministry, it's very important to consider 'what's next'?
If you feel called from the ministry, what do you feel called to?
I'm involved in executive searches for Christian non-profits across Canada. We find well-qualified Christian leaders to fill those positions.
Consequently, I receive weekly emails from Christian leaders who are looking to leave their existing positions for something else. Increasingly, especially during and just after COVID, I would receive an email a week from a pastor who longed to leave his/her leadership position in a church for something within the broader non-profit sector. Most of those emails had a recurring refrain: "With the amount of anger and division in my congregation, get me out of here."
That invariably led to a number of Zoom calls or one-on-one conversations to determine just what the next chapter in their ministry career looks like. I'd usually have him/her send me a resume along with a cover letter outlining what their ideal job looks like. In some cases, I'd encourage taking an online Birkman Analysis that very accurately describes one's character and gifts. In a few cases, I'd encourage taking a two- or three-day LifePlan, a very thorough analysis of one's gifts and passions designed to map out the next decade or two of career goals.
I've seen too many pastors who finally got out of a tense situation with their congregation or council, to simply breathe a deep sigh of relief but then become paralyzed by the lack of any plan for their next career.
So, before you 'jump ship', either willingly or by force, consider what's next for you. Seek out career counselors to help you map out your next chapter. This needs to be a prayerful process ... as does any transition from one career to another.
If God has given you the nudge to leave your current pastoral position, prayerfully discern what God may be nudging you towards.
Is pastoral ministry a job or a calling? And what's the difference?
In my current role as an executive search recruiter within the Christian non-profit community, I am not only involved in finding CEOs, CFOs and Executive Directors for non-profits, I regularly meet with Christian leaders who are looking for new leadership opportunities.
And whether they're looking for a role as CEO, CFO or human resources, or as senior pastor for a church, it invariably begins with this question: "Do you feel a nudge from God to apply?" In other words, do you feel called to this position?
Increasingly, and alarmingly, I meet with pastors -- across all denominations -- who are looking to get out of pastoral ministry and into a leadership role with a Christian non-profit. The reason is a recurring refrain: "Given the amount of anger in my congregation --during and since COVID -- I've had enough." Those conversations invariably begin with a conversation about 'calling'. Did they feel called into the ministry when they first entered seminary and do they now feel called out of the ministry?
Answers vary. Some entered the ministry out of reaction to some specific event in their lives, like the loss of a child. Some saw the ministry as a noble profession where he/she can exercise one's leadership gifts. Many truly felt that nudge from God to enter the ministry.
Several, after careful self-examination, admitted that they were running away from their calling because they wanted something less stressful, more rewarding. Kinda like Jonah.
The end result also varies. Some pursue other leadership opportunities within a non-profit ministry ... and they thrive. Some make a difficult decision to stay within the ministry. "Just find me something else." So we connect them to a church that is looking for a senior pastor or executive pastor. After an extensive interview process, it appears to be a good fit.
This is always, always a prayerful process. When it comes to working with pastors in transition -- whether its within a church setting or a non-profit setting -- we spend time in prayer, we encourage the pastor and spouse to spend considerable time in prayer, formal interviews are also bathed in prayer.
So, is pastoral ministry a job or a calling? I certainly hope that it's more than a job. In fact, I hope that every leadership position within any Christian organization -- whether it's the local church or World Renew, Compassion, Alpha or Focus on the Family -- is considered a calling. If God isn't evident during that time of transition, then wait.
If you view your pastoral role as a job -- where you get to exercise your leadership gifts, sprinkled with preaching, and a good salary ... without a daily awareness of God's presence -- get out. Your church deserves better than that.
Thanks, Martin. I would never consider it a dereliction of responsibility if/ when a pastor leaves the leadership role in the church for some other role. If I left that impression, then that's my error.
We are called. Period. Some are called to serve as pastor, some are called to another vocation where their gifts are being used.
And you're right; individuals no longer tend to spend their entire careers in one vocation or with one employer. The days of a pastor .. or any employee .. devoting a lifetime of service in one church or with one employer are over.
If a pastor reaches the conclusion that he/she no longer feels called to serve a church then they must consider other career options to which they feel called.
To digress slightly, in a former role as stated clerk of a classis where we dealt with several Article 17 separations, there were clear instances where it simply wasn't a good fit. In many cases that fault lay with a search committee that didn't clearly articulate the church's vision/mission/structure when extending a call. And in an equal number of cases, the minister failed to probe deeper into a church's culture and theological perspective before accepting a call. But that's an entirely different discussion.
I must confess that I liked Rob's article, with the focus on what it means to be a pastor. His gender reference didn't occur to me.
I'd love to see two subsequent articles: "What's so hard about being a male pastor?" and "What's so hard about being a female pastor?" My hunch is that, while there are similarities in the role of being a pastor, male and female pastors also face very different issues and very different approaches to their roles.
I'm involved in executive level searches for Christian non-profits -- mainly across Canada. That increasingly involves finding senior pastors or executive pastors for churches.
On the flip side of that coin, I probably receive a resume a week from a pastor -- from all evangelical denominations -- who is looking to leave his congregation -- and the ministry -- for a position with a Christian non-profit. They cite the level of anger within their congregation and it's generally associated with church division over COVID restrictions. There have also, lately, been pastors who are leaving over synodical or general assembly decisions.
Being a pastor is a 'higher calling'. When we have that initial discussion, I ask them if they feel 'called out' of the ministry and 'called into' a new executive role with a Christian non-profit.
As many churches and denominations face a mass exodus of members over the past two or three years, there is also a serious exodus of highly qualified pastors who have simply had enough. That begs at least a few questions: What are church councils and congregations doing to keep their pastors? What are church councils and congregations doing to encourage young men and women to enter seminary?
If you're a leader, show leadership. Dare to speak out. Dare to risk being shot down.
I once served as chair of council, consisting of a group of highly qualified leaders in business. In their day jobs, they made major decisions every day. But get them in a room with fellow elders and they clam up. It's as though they left their decision-making abilities at the door ... for fear of making a wrong decision.
I agree; clear communication is important: communication among staff, with staff, with the congregation. It should be carried out with respect and humility. It should not be carried out with fear and trembling.
If you have been given authority -- whether that's over major decisions or over the Sunday school teaching schedule -- exercise it. And don't be afraid of a discussion or a contrary viewpoint.
John, you ask: "Who decides that the problem needs attention?" If it's a problem, it needs attention. That requires those in leadership -- those with authority -- to make the decision to put the problem on the church agenda.
And if the problem is glaring to some but invisible to others, then it merits being raised. If a face-to-face discussion doesn't bring the right results then a letter to those in authority is appropriate. Letters always require a response.
Posted in: Where can I find pastor job descriptions?
Here is a Pastor's Job Description that our church uses.
k-
PASTOR’S GENERAL RESPONSIBILITIES
The Pastor is to serve God and the church by:
PERSONAL QUALIFICATIONS:
1. Be a committed Christian, speaking freely about a personal relationship with the Lord.
2. Be a person of prayer, a student of the Bible, and be committed to personal spiritual growth and
is convinced of the doctrines of the Reformed faith.
Ordination of Ministers. (pg. 995 CRC Hymnal)
commitments to church, self and family, has a sense of humour.
PROFESSIONAL QUALIFICATIONS:
preaching and teaching.
2. Have a strong conviction, combined with training, to help the church reach the lost for Christ.
3. Possess strong pastoral care skills, trained in the art of listening and spiritual counsel.
4. Possess management skills in cooperative leadership, combined with an ability to multi-task.
5. Possess the education and academic training required of Christian Reformed ministers in order to
serve in the denomination – engaging in on-going professional education.
SPECIFIC RESPONSIBILITIES:
WORSHIP:
1. Plan and lead worship services in conjunction with the worship committee and worship planners.
2. Administer the sacraments.
3. Lead four worship services per month, plus special services such as Christmas, Good Friday,
Thanksgiving, New Year’s Eve, New Year’s Day, etc.
4 . Assess his workload and to arrange pulpit exchanges with the approval of the council executive.
5. Attend worship committee meetings.
OUTREACH:
1. Support and encourage church members to join and support local and distant mission trips and
projects.
2. Encourage all members to make guests and strangers feel welcomed in worship and ministry
programs.
3. Stimulate the development of materials and resources to be distributed to newcomers.
WELCOMING AND ENFOLDING OF NEW MEMBERS AND ADHERENTS:
1. Visit, or arrange for a visit, to new families or individuals who have been attending regularly a few
times. Provide a church brochure and other pertinent materials.
2. Develops with Welcome and Enfolding Coordinator and church administrator, any plans and events to
encourage the reception of newcomers.
LEADERSHIP:
The pastor provides leadership in the church’s ministry by:
1. Overseeing the administration of the church office, and working in partnership with council and
consistory in overseeing the work of various committees and staff.
2. Supporting and assisting the worship planners and pastoral care teams in their responsibilities.
3. Supporting and encouraging all ministry committees.
4. Providing, or arranging for leadership development and training for church officers and staff.
5. Encouraging members with leadership potential to use their gifts in church ministry.
6. Engaging in visioning: Providing direction and new ideas for all church ministries, encourage new
outreach ministries, promote faithful stewardship and financial giving, and participate in council
retreats.
PASTORAL CARE:
1. Is the first contact for primary responsible pastoral care.
2. Delegates and shares pastoral care work with the district elder, deacon and pastoral care workers.
3. Makes routine hospital visits (especially in emergencies and crisis visits).
4. Makes periodic visits to seniors (75 years and older) and the shut-ins.
5. Makes baptism preparation visits when deemed appropriate.
6. Makes pastoral visits as requested by the elders.
7. Notifies the congregation of pastoral needs through church call/email links and church bulletin.
EDUCATION:
1. Provide spiritual/biblical instruction to high school’ers and above, leading to public profession
of faith
2. Teach a class on “Reformed faith and life” essentials to those from non-Reformed church backgrounds.
WORKINGCONDITIONS:
The position requires considerable flexibility in hours available for work including evenings and
weekends. The church will provide an office, and equipment, with secretarial assistance.
OTHERRESPONSIBILITIES:
1. Regularly attend Executive, Elder and Council meetings, and at least one Deacon meeting
per year.
2. Provide leadership for weddings, funerals, when requested, for church members. Requests
for such services from non-CRC members should be first cleared with Consistory Executive.
3. Secure marriage preparation sessions for engaged couples.
4. Attend continuing education courses, workshops, seminars, retreats etc,
5. Attend Classis meetings as requested by Council.
6. Establish a Pastor Relations Committee as a personal support for self and family.
ACCOUNTABILITY:
1. Serves under the supervision of Council for administrative matters and under the supervision of
Consistory for spiritual and pastoral care matters.
2. Presents oral and written reports of all visits and meetings to each Consistory meeting.
3. This job description may be reviewed at the request of the Pastor, Consistory or Council.
Posted in: Are returning office bearers required to sign the Form of Subscription again?
That has also been the practice within Classis Huron. Only first time delegates (to classis) need to sign the Form of Subscription.
And within local church councils, only first time officebearers -- elders or deacons -- generally sign the Form of Subscription. And once Synod adopts the new Covenant, it seems logical that everybody will need to sign the new document.
It does beg the question: Does one's commitment to the Reformed creeds never change after 30, 40 or 50 years .. if you've been a long time office-bearer? The answer, presumably, is No.
Posted in: What Is the Best Way to Follow Up With Church Visitors?
We track attendance of everyone in the worship service.
We have folders on the left side of every row of seats. At the beginning of the service, the first announcement is always to 'pick up the black folder' and to fill in the form ... as a record of attendance and to write down prayer requests that are prayed for by church staff throughout the week.
We just 'tick off the boxes': first time visitor (and they pick up a gift bag at the welcome centre after the service), regular participant, occasional participant, name and address (address is optional), email address if they want to receive the weekly e-newsletter, and plenty of space for a prayer request.
First time visitors receive special attention by hosts at the welcome desk. The key, though, is to have astute ushers who simply know the congregation: know who the regulars are and know who the recent participants are.
Posted in: Can churches offer a dual membership option (like dual citizenship) to their snow birds?
There's another aspect to doal membership: their financial contributions.
Our church has several snowbirds who spend three to six months in the south. They have signed up for 'automatic debit' for their weekly/monthly donations so that their financial commitment to their 'home' church continues.
But they also value the importance of their southern church home and they support that church financially ... knowing full well that their donations to a Florida church do not qualify as tax receipts for their Canadian income tax.
For them, their loyalty still lies with their 'home' church so dual membership hasn't been an issue.
Posted in: What has been your experience with Article 17 A?
Yes, the Article 17 separation is a painful process ... for both pastor and congregation. While it is always easy to level blame -- either at the pastor or at the congregation -- both suffer. It seems to me that it is important for both pastor and congregation to have a lengthy 'sabbatical' after they part ways. Churches often provide a three- or six-month paid leave to their departing pastor. I wish that there were more concrete guidelines -- even spelling that out in Article 17 -- where a minister receives an automatic 12 month paid leave AND where the church council also devotes the next 12 months to self-examination and reflection before it can even consider beginning a search process.
There are instances where pastors are forced to accept a call to another church after an Article 17 separation, even though they have not healed sufficiently from their past hurt, or dealt sufficiently with underlying reasons for the separation. There are many notable instances where churches seem to pick up where they left off, seeming eager to call another pastor ... without spending significant time in prayer as council and as congregation to deal sufficiently with underlying reasons for the separation.
In short, time heals. At least, it helps the process. The Article 17 process needs allow room for both healing and a reality check.
Until the CRC decides to appoint bishops to oversee congregations and pastors -- and that will never happen -- Article 17 is the only means we have to deal with intolerable marriages between pastors and congregations.
Posted in: When to Say Goodbye: Tips for Leaving a Ministry Position with Dignity
While this seems like a thorough, thoughtful process to consider as one contemplates leaving a particular church position or even the pastoral ministry, it's very important to consider 'what's next'?
If you feel called from the ministry, what do you feel called to?
I'm involved in executive searches for Christian non-profits across Canada. We find well-qualified Christian leaders to fill those positions.
Consequently, I receive weekly emails from Christian leaders who are looking to leave their existing positions for something else. Increasingly, especially during and just after COVID, I would receive an email a week from a pastor who longed to leave his/her leadership position in a church for something within the broader non-profit sector. Most of those emails had a recurring refrain: "With the amount of anger and division in my congregation, get me out of here."
That invariably led to a number of Zoom calls or one-on-one conversations to determine just what the next chapter in their ministry career looks like. I'd usually have him/her send me a resume along with a cover letter outlining what their ideal job looks like. In some cases, I'd encourage taking an online Birkman Analysis that very accurately describes one's character and gifts. In a few cases, I'd encourage taking a two- or three-day LifePlan, a very thorough analysis of one's gifts and passions designed to map out the next decade or two of career goals.
I've seen too many pastors who finally got out of a tense situation with their congregation or council, to simply breathe a deep sigh of relief but then become paralyzed by the lack of any plan for their next career.
So, before you 'jump ship', either willingly or by force, consider what's next for you. Seek out career counselors to help you map out your next chapter. This needs to be a prayerful process ... as does any transition from one career to another.
If God has given you the nudge to leave your current pastoral position, prayerfully discern what God may be nudging you towards.
Posted in: What's So Hard About Being a Pastor?
Is pastoral ministry a job or a calling? And what's the difference?
In my current role as an executive search recruiter within the Christian non-profit community, I am not only involved in finding CEOs, CFOs and Executive Directors for non-profits, I regularly meet with Christian leaders who are looking for new leadership opportunities.
And whether they're looking for a role as CEO, CFO or human resources, or as senior pastor for a church, it invariably begins with this question: "Do you feel a nudge from God to apply?" In other words, do you feel called to this position?
Increasingly, and alarmingly, I meet with pastors -- across all denominations -- who are looking to get out of pastoral ministry and into a leadership role with a Christian non-profit. The reason is a recurring refrain: "Given the amount of anger in my congregation --during and since COVID -- I've had enough." Those conversations invariably begin with a conversation about 'calling'. Did they feel called into the ministry when they first entered seminary and do they now feel called out of the ministry?
Answers vary. Some entered the ministry out of reaction to some specific event in their lives, like the loss of a child. Some saw the ministry as a noble profession where he/she can exercise one's leadership gifts. Many truly felt that nudge from God to enter the ministry.
Several, after careful self-examination, admitted that they were running away from their calling because they wanted something less stressful, more rewarding. Kinda like Jonah.
The end result also varies. Some pursue other leadership opportunities within a non-profit ministry ... and they thrive. Some make a difficult decision to stay within the ministry. "Just find me something else." So we connect them to a church that is looking for a senior pastor or executive pastor. After an extensive interview process, it appears to be a good fit.
This is always, always a prayerful process. When it comes to working with pastors in transition -- whether its within a church setting or a non-profit setting -- we spend time in prayer, we encourage the pastor and spouse to spend considerable time in prayer, formal interviews are also bathed in prayer.
So, is pastoral ministry a job or a calling? I certainly hope that it's more than a job. In fact, I hope that every leadership position within any Christian organization -- whether it's the local church or World Renew, Compassion, Alpha or Focus on the Family -- is considered a calling. If God isn't evident during that time of transition, then wait.
If you view your pastoral role as a job -- where you get to exercise your leadership gifts, sprinkled with preaching, and a good salary ... without a daily awareness of God's presence -- get out. Your church deserves better than that.
Posted in: What's So Hard About Being a Pastor?
Thanks, Martin. I would never consider it a dereliction of responsibility if/ when a pastor leaves the leadership role in the church for some other role. If I left that impression, then that's my error.
We are called. Period. Some are called to serve as pastor, some are called to another vocation where their gifts are being used.
And you're right; individuals no longer tend to spend their entire careers in one vocation or with one employer. The days of a pastor .. or any employee .. devoting a lifetime of service in one church or with one employer are over.
If a pastor reaches the conclusion that he/she no longer feels called to serve a church then they must consider other career options to which they feel called.
To digress slightly, in a former role as stated clerk of a classis where we dealt with several Article 17 separations, there were clear instances where it simply wasn't a good fit. In many cases that fault lay with a search committee that didn't clearly articulate the church's vision/mission/structure when extending a call. And in an equal number of cases, the minister failed to probe deeper into a church's culture and theological perspective before accepting a call. But that's an entirely different discussion.
Posted in: What's So Hard About Being a Pastor?
I must confess that I liked Rob's article, with the focus on what it means to be a pastor. His gender reference didn't occur to me.
I'd love to see two subsequent articles: "What's so hard about being a male pastor?" and "What's so hard about being a female pastor?" My hunch is that, while there are similarities in the role of being a pastor, male and female pastors also face very different issues and very different approaches to their roles.
Posted in: Let's Talk About Numbers
I'm involved in executive level searches for Christian non-profits -- mainly across Canada. That increasingly involves finding senior pastors or executive pastors for churches.
On the flip side of that coin, I probably receive a resume a week from a pastor -- from all evangelical denominations -- who is looking to leave his congregation -- and the ministry -- for a position with a Christian non-profit. They cite the level of anger within their congregation and it's generally associated with church division over COVID restrictions. There have also, lately, been pastors who are leaving over synodical or general assembly decisions.
Being a pastor is a 'higher calling'. When we have that initial discussion, I ask them if they feel 'called out' of the ministry and 'called into' a new executive role with a Christian non-profit.
As many churches and denominations face a mass exodus of members over the past two or three years, there is also a serious exodus of highly qualified pastors who have simply had enough. That begs at least a few questions: What are church councils and congregations doing to keep their pastors? What are church councils and congregations doing to encourage young men and women to enter seminary?
Posted in: How to Create an Environment of Honest Communication Among Your Staff
Then there's this one, Bryan.
If you're a leader, show leadership. Dare to speak out. Dare to risk being shot down.
I once served as chair of council, consisting of a group of highly qualified leaders in business. In their day jobs, they made major decisions every day. But get them in a room with fellow elders and they clam up. It's as though they left their decision-making abilities at the door ... for fear of making a wrong decision.
I agree; clear communication is important: communication among staff, with staff, with the congregation. It should be carried out with respect and humility. It should not be carried out with fear and trembling.
If you have been given authority -- whether that's over major decisions or over the Sunday school teaching schedule -- exercise it. And don't be afraid of a discussion or a contrary viewpoint.
Posted in: How to Create an Environment of Honest Communication Among Your Staff
John, you ask: "Who decides that the problem needs attention?"
If it's a problem, it needs attention. That requires those in leadership -- those with authority -- to make the decision to put the problem on the church agenda.
And if the problem is glaring to some but invisible to others, then it merits being raised. If a face-to-face discussion doesn't bring the right results then a letter to those in authority is appropriate. Letters always require a response.