Clergy meeting SPR Training Cluster Training Vital Signs Winter 2012 – Cluster of Clusters

Clergy -Agenda Tithing Report Role of Associate DS’s Annual Conference Conference Briefings Conference Registration Conference Workbook Summer Interviews –Evaluations coming in April Charge Conference Setting Personal Goals What can I do to be more helpful Questions

Associate DS Role Devotional Thought Annual Conference Tonight's Training Welcome

Clusters of the North District Begoria Better Together Calumet Faithful Remnants Focused Followers John 3:17 Lake Effect Marshall Mid-Lake Mishawaka’s Finest New La Porte Prairie Rev. James Armstrong Servants of Hope Spirit Creek The Lakes Trailblazers Two Rivers Warsaw Methodists in Service to South Bend

Ministry clusters are to focus on answering two core questions: “How are each of our congregations doing in accomplishing our mission of making disciples of Jesus Christ for the transformation of the world?” Sharing our stories “What can we do better and more effectively together to impact our area for Christ than we can do as individual congregations?”

3 Practices Prayer and Support Get to know each other Offer prayer support and encouragement Sharing Resources What has worked for us How can we learn from each other Looking at shared ministry opportunities What training might we all benefit from What might we do together that would strengthen our ministries What is our witness to the community we are in

All congregations are expected to be in a ministry cluster (four to nine churches) Specifics Ministry cluster leaders can be elders, deacons, local pastors, or lay persons Ministry clusters are expected to meet a minimum of three times per year Cluster Leadership Team: lay persons and pastors under appointment expected to participate. The number of lay persons from a congregation may vary, though two is considered a minimum.

Your Story What is working What are your concerns What obstacles are in your way Where do changes need to be made How can I and Associate DS’s be helpful

Vital Signs Measurements that help us know where we are – current reality Tools for ministry so that you can talk about your situation; set goals; and evaluate your own progress Discern what next steps are to be more effective in our mission Vital Signs Prayer List And pray that these congregations will move faithfully toward achieving their Vital Congregation goals.

Questions

Staff/Pastor Parish Committee Confidential and closed meeting 5-9 members plus lay leader and lay member to Annual Conference (no staff family members – no more than 1 per family household- at least 1 young adult) Connection with District/Conference with concerns for leadership Take the vision and vital signs of the church and helps discern what leadership is needed to be effective Members represent the needs and goals of the congregation and need to see beyond their personal agenda

Duties of the Committee 2008 Book of Discipline ¶258.2g Encourage, strengthen, support, and respect the pastors and staff Promote unity Consult on matters of effectiveness of ministry Consult on matters of priorities in ministry Provide annual evaluations Write job descriptions for all employed staff Have personnel policies – benefits for hired staff Work in partnership with other committees to be sure healthy administrative practices are in place and followed (financial accounting; safe sanctuaries)

Responsibilities Cont. New Appointments – meet monthly with new pastor Required – Quarterly Winter – Review ministry goals, educational pieces, training of committee members, review candidates for ministry Spring – Review job descriptions for staff, personnel policies, vacation plans Summer – Evaluate effectiveness in ministry, priorities in ministry, congregational needs, ministry needs Fall – Review and recommended compensation, appointment consultation The Committee shall not meet without the pastor

Responsibilities Cont. – Clergy Related Communicate with congregation – open itinerancy, preparation for ministry Consult on issues of continuing education and spiritual renewal – BOOM requires boundary and diversity training each Quadrennium Enlist, interview, evaluate, review, and recommend persons for ministry Consult on matters of pulpit supply, compensation, travel expense, vacation and housing Visit the Parsonage; make sure it meets today’s standards Encourage days off; vacation time, renewal time, clergy covenant groups

Basic Policies for Clergy Vacation for clergy Less than 2 years – 2 weeks 2-4 years – 3 weeks 5 or more years – 4 weeks Continuing Education – 1 week each year Conference Connection – Annual Conference; Covenant Group; Cluster meetings; Our Life Together; Camp Going /Coming Back – As a clergy in the clergy Role DO NOT GO BACK!

Appointment Making Traditional Season for Appointments is January – June Appointments are effective July 1 November – Consultation recommendation January – Cabinet Process Known openings Profile Church Nominate Clergy Discern Best skill set match Do the Take-in Take- Out Announcement

If there is a change in appointment Getting to Know the New Clergy Family Pictures Letter of introduction Letters from children Prayer support Farewell and Welcome If your pastor is retiring – you should host a retirement party Parsonage Cleaned; repaired; prepared Get suggestions of colors from new family Moving Day – Food and drinks in refrigerator Meals for a week Lawn care for the week List of Amenities with map and directions Do not need visitors who stay

Other responsibilities Conflict Mediation/Resolution - Matthew 18:15-17 All letters need to be signed – all complaints need a name attached Listen and Discern the truth Consult Create an action plan Work the plan Call the DS when Sharing information Update information Asking for help

Staff Support If the church wants to be effective - have the right staff doing the right things at the right places at the right times Staff need the tools to do their work Staff need prayer support Staff need continual educational opportunities Staff Retreats are helpful It is important to end the employment of staff who do not meet expectations and are not committed to the mission of the church.

Questions Contact Information – District Center P.O. Box 1701 Laporte, IN Cindy Reynolds –