04-13-2026 Moving Forward: Nuts and Bolts to consider



To move forward cautiously into Step 3 (Forming a Pastor Search Committee), an orientation for the council members involved in Steps 1 and 2 is an essential bridge. This ensures that the spiritual foundation and constitutional clarity established so far are directly applied to the selection of the committee and the management of the transition.

1. Orientation for Council Members (Pre-Step 3)

Before creating the special group for Step 3, the council should undergo an orientation to ensure everyone is aligned on the Identity of the Church and the Biblical Qualifications established in previous steps. This session should focus on:

  • Transferring Insights: Sharing the results of the scriptural reflection and constitutional review to ensure the committee is not starting from zero.
  • Committee Criteria: Reinforcing that the Pastor Search Committee (PSC) must consist of individuals with a strong spiritual walk, discernment, and wisdom, representing a cross-section of the congregation.
  • Defining the Consultant's Role: Clarifying that while the consultant provides coaching on structuring the committee and best practices, the council and congregation retain final authority.
  • Likely Process:  The PCS is going to review the church identity/profile and the pastor profile of which the council is invited ahead to explore and be in the spirit of prayer for.  

2. Managing the Transition and the "Flow"

While the PSC begins its work, the church enters a sensitive transition period. To manage this effectively:

  • Maintain Unity and Prayer: The church must continue corporate prayer gatherings to protect against division and anxiety while the committee works in the background.
  • Communication Flow: The PSC should follow a clear timeline and keep the congregation informed at each stage to prevent a "black hole" of information that breeds rumors.
  • Mission Continuity: Leadership must emphasize that the church belongs to Christ, not a personality, and that ministry must continue based on the church's existing vision and mission, regardless of the vacancy.

3. Addressing Specific Concerns in the Process

To handle sensitive issues like internal candidates and power grabs, the process must rely on Constitutional and Policy Adherence and established best practices.

  • Interim as Candidate & Internal Candidates: As a general rule of thumb, do not allow an interim pastor or existing staff to be considered for the position of pastor.  If the interim or staff desires, it is best he resigns, submit a resume and follow the PCS laid policy.  The staff however should be able to focus on his work and not be seen in a biased way.   The search process should follow Existing Policies, if there is any, regarding how internal applications are handled. It is crucial that all candidates—internal or external—are evaluated against the same biblically based criteria and "Pastoral Profile" rather than personal preference or tenure.  
  • Power Grabs: The orientation should emphasize that the church is a Body of Christ and a "purchased people," not an organization subject to individual ambitions. The consultant ensures the process is legal, ethical, and transparent, which helps mitigate unauthorized influence.
  • Candidates as Pulpit Supply: In Step 4 (Review Process), candidates may be invited to preach "in view of a call" to assess compatibility with the church’s vision.
  • Pulpit Supply as Candidates: If a regular pulpit supply becomes a candidate, they must enter the formal application and screening process like any other applicant to maintain the integrity of the search.

How This Looks in the Process

Integrating these concerns into the master plan creates a more robust framework:

  1. Orientation (Current Phase): Council aligns on the profile and committee selection criteria.
  2. Committee Formation (Step 3): A spiritually mature and diverse group is commissioned with a clear mandate.
  3. Active Search (Step 4): The PSC uses the Qualification Grid to screen all candidates (interim, internal, or external) fairly and consistently.
  4. Congregational Engagement (Step 5 & 6): Transparency is maintained through Q&A sessions and formal meetings, ensuring the final vote is a result of prayerful discernment rather than pressure.

By following this structured approach, Word of Truth can enter the search process with discernment rather than anxiety, trusting that the established policies and biblical standards will guide the way.

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