Our Congregational Transition

Frequently Asked Questions

What is the ‘interim process’ or ‘transitional ministry’?

How long does an interim process last?

. Long-term: 18 to 24 months

Under what circumstances does a church need a trained interim pastor?

 When a strong, long-term pastorate has ended
 When a pastorate has ended in conflict
 When a pastorate has ended by death
 When a pastorate has ended in scandal

What makes an Interim Pastor different from other pastors?

Interim pastor is an interventionist, not a caretaker
4. Interim pastor is highly experienced with particular skills
5. Interim pastor has been trained in the fundamentals of transitional ministry
6. Interim pastor is a member of the Interim Ministry Network
7. Interim Pastor will not be a candidate for Pastor
8. Interim Pastor carries all the roles, responsibilities and authority of an elected Pastor
9. Interim Pastor is accountable to the Regional Elder and the local MCC Board of
Directors

What is the role of the Board of Directors during the interim process?
The role of the Board of Directors is to assure continuity of leadership, administrative
policy and legal and
fiscal viability. The board’s responsibilities are:
• Continuing all of its routine fiduciary functions
• Working with the Regional Elder to assure sufficient interim pastoral leadership,
including a clear job
description and contract.
• Assuring the continuing financial vitality of the church
• Addressing the additional financial needs of transition
2. The role of the Pastoral Search Committee (PSC) is to present a qualified candidate to
the congregation for
election as Pastor at a Congregational Meeting. Also, facilitate the overall process of
transition.
The committee’s responsibilities are:
• Determine whether its pastoral search approach will be invitation/application,
executive search, or a
hybrid approach
• Create and adopt a process and timeline to complete its work
• Adopt guiding policies, in writing, for how the committee will work together
• Adopt and implementing a plan for engaging the congregation in the process and
communicating with
the congregation
• Consult with the Regional Elder throughout the process
• Coordinate the activities required to keep the process and timeline on track. This means
mutual
accountability between all parties to get the tasks completed.
• Negotiation/approval of all additions or changes to the Process and Timeline. There is
a need for
flexibility throughout this process and the Transition Team provides the mechanism for
that flexibility.
• Communication of the process and timeline to the congregation. This can be achieved
by
congregational forums, announcements/updates, and by written communication. The
mantra is
“transparency of process, confidentiality of content.”
• Interview candidate(s) and recommend one to the congregation for vote.
3
3. The role of the Church Staff, both compensated and volunteer is to assure the
continuity of congregational
life and ministries, including administration of the church. The Staff’s responsibilities
are:
• Continuing in their respective individual ministry roles and responsibilities under the
supervision of the
Interim Pastor
• Providing spiritual leadership as examples of faithfulness to the mission, vision and
core values of MCC
DC.
• Facilitating intercessory prayer for the members of the Pastoral Search Committee
prospective
candidates, and others with roles and responsibilities throughout the transition process.
4. The role of the Regional Elder is to provide guidance, support and direction in the
overall process of
transition. The responsibilities of the Regional Elder are:
• Appointing the Interim Pastor
• Consulting with and coaching the Board of Directors, Pastoral Search Committee and
Interim Pastor
throughout the transition process.
• Consulting with the Pastoral Search Committee regarding prospective candidates for
Pastor
• Search for and make recommendations on possible candidates
• Participate, if possible, in the installation service of the new pastor