Senior Pastor, who can work with one or two full-time staff

5/9/2019

Western PA District C&MA

HCMA’S NEXT SENIOR PASTOR CURRENT PASTORAL SITUATION Following God’s leading, our previous Senior Pastor departed in December 2018 to fill a church’s open pulpit within the C&MA’s Rocky Mountain District. In addition, HCMA currently has an open Youth Pastor position, which resulted from an August 2018 resignation. At the present time, filling this role has been placed on hold. The new Senior Pastor should play an integral part in the assessment and selection process, particularly because he will be overseeing and partnering with the person who will assume the position. As we pursue a new Senior Pastor, a retired minister and member of our church family is graciously filling the pulpit. His messages have been highlighting those attributes that describe a healthy and unified church family. Moreover, it is commonly understood and echoed that he is serving in an interim capacity, ensuring the new Senior Pastor will experience a smooth transition. BARNABAS PAUL HCMA leadership is seeking a pastoral style that reflects and balances key characteristics of both the Apostles Barnabas and Paul. For the primary and secondary groups God has shown us to reach, we need the tenderness and encouraging spirit of Barnabas to (1) soften hardened hearts, (2) uplift broken spirits, and (3) help us individually and corporately see what’s possible in seemingly impossible circumstances. At the same time, we need the intellectual honesty and candidness of Paul to (1) challenge our thinking, (2) lead us through tough decisions, (3) apply unruffled logic and structure to planning and implementation, and (4) promote the accountability necessary to honor God’s vision for our church. This is a departure from the “Barnabas-leaning” style to which HCMA has become accustomed. Yet the Governing Board feels that elements of Paul’s approach would benefit the church family and its direction. Senior Pastor Position Following God’s leading, our previous Senior Pastor departed in December 2018 to fill a church’s open pulpit within the C&MA’s Rocky Mountain District. In addition, HCMA currently has an open Youth Pastor position, which resulted from an August 2018 resignation. At the present time, filling this role has been placed on hold. The new Senior Pastor should play an integral part in the assessment and selection process, particularly because he will be overseeing and partnering with the person who will assume the position. As we pursue a new Senior Pastor, a retired minister and member of our church family is graciously filling the pulpit. His messages have been highlighting those attributes that describe a healthy and unified church family. Moreover, it is commonly understood and echoed that he is serving in an interim capacity, ensuring the new Senior Pastor will experience a smooth transition. HCMA leadership is seeking a pastoral style that reflects and balances key characteristics of both the Apostles Barnabas and Paul. For the primary and secondary groups God has shown us to reach, we need the tenderness and encouraging spirit of Barnabas to (1) soften hardened hearts, (2) uplift broken spirits, and (3) help us individually and corporately see what’s possible in seemingly impossible circumstances. At the same time, we need the intellectual honesty and candidness of Paul to (1) challenge our thinking, (2) lead us through tough decisions, (3) apply unruffled logic and structure to planning and implementation, and (4) promote the accountability necessary to honor God’s vision for our church. This is a departure from the “Barnabas-leaning” style to which HCMA has become accustomed. Yet the Governing Board feels that elements of Paul’s approach would benefit the church family and its direction. The following snapshots convey those priorities and personal attributes HCMA is seeking in its next Senior Pastor: PREFERRED EXPERIENCE 5+ Years leading a church of 75+ people TIME & ENERGY PRIORITIES (from most to least) Prayer and Bible Study Preaching Shepherding Lay-Leadership Development Evangelism Counseling World Missions Administration Disciple-making DESIRED NATURAL TALENTS Communicating the Word of God Providing Leadership Vision Guiding/Counseling Congregational Members PREFERRED PERSONALITY TRAITS An encouraging developer Friendly & personable A reasoner & persuader A strategic implementer PASTORAL STAFF There are three positions that report to the Senior Pastor: CHURCH SECRETARY AND MISSIONARY/ASSISTANT TREASURER: Chris Y has filled these roles since April 2010. As secretary, her primary function is to oversee all activities of the church office, as well as to assist and support the pastoral staff and the entire church family. As Missionary/Assistant Treasurer, she files receipts with national headquarters, as well as issue annual contribution statements to parishioners. Chris has been a part of HCMA since 1995 and has helped where needed in Sunday School classes, children’s ministry, and the nursery. CHURCH CUSTODIAN: Nancy Q is responsible for the routine cleanliness of the primary church facility, including the sanctuary, fireside room, classrooms, library, restrooms, foyer, and hallways. Her activities include dusting, vacuuming, sweeping, and waste removal. A schedule for performing these tasks is followed. YOUTH/ASSOCIATE PASTOR: This is an open position that is on hold until a Senior Pastor is secured and – within the context of HCMA’s vision – given the opportunity to assess the role’s functions, necessary skillset, and timing. The new Senior Pastor’s first year of ministry will be an exciting one. He will be partnering and planning with leaders, further defining and articulating the church’s vision, and getting acquainted with HMCA’s people and larger community. To help year one be a fruitful one, here is some useful guidance for the new pastor: 1. SEEK INSIGHT from the Elders and Governing Board Members. They can provide history, context, counsel, and encouragement. These are key ingredients that will help lay the foundation for the Senior Pastor’s ministry. 2. GET TO THE KNOW the congregation by name. HCMA is home to a beautiful blend of people who differ in talents, experiences, and ages. Personal engagement will build understanding and trust, both in the pastor and in the path ahead. 3. BE YOURSELF. God has equipped the Senior Pastor with a unique set of gifts and insights that are tailored to meet the moment. Following the Spirit’s leading, he should simply be who God has designed him to be. NEXT STEPS THE CANDIDATE PROCESS HCMA is utilizing a straightforward process to assess, engage, and invite a Senior Pastor. The Governing Board’s intention is to have a single Finalist Visit and not a series of visits with other applicants. The person ultimately called should be alleviated from comparisons with previous candidates. Review Submitted Resumes Conduct Phone, Video, and/or Face- to-Face Interviews with Lead Candidates Host a Finalist Visit to HCMA and the Huntingdon Community Extend an Invitation to the Selected Candidate COMPENSATION: The Senior Pastor will be compensated commensurate with his experience and educational attainment. An opportunity will be provided for a successful candidate to discuss salary, benefits, housing, and paid-time-off with the Elder Board. For a complete, detailed profile of Huntingdon Alliance Church, please request from WPA District Office (andersonk@cmawpa.org).

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