PRIEST-IN-CHARGE DISCERNMENT PROCESS

Presentation to Congregation January 27, 2013John V. WoodardDiocesan Consultant

The objective of the priest-in-charge discernment process is to assess : Whether or not the congregation believes the

priest-in-charge is the right person to lead the congregation as rector.

Whether or not he wishes to continue to lead the parish.

Whether or not the congregation and priest-in-charge have a shared vision for the future.

No established process. "No one size fits all" so to speak.

Can be tailored to parish’s particular needs. Most likely, the parish has been involved

informally in a discernment process from the start of the priest-in-charge’s ministry.

However, it’s important to confirm and affirm this in an intentional way through a formal discernment process.  

Typically the discernment process is led by a discernment committee (five to six members) drawn from among the congregation, who are appointed by the vestry.

The role of the discernment committee is to make a recommendation to the vestry whether or not to call the priest-in-charge as rector.

Composition of the discernment committee should be representative of the congregation.

Include some members of the current parish leadership, but not exclusively.

The chair will be an especially critical appointment.

 

An effective process is one that is focused and disciplined.

Committee should meet on a regular schedule (every several weeks) over a predetermined time period (e.g., four to five months).

The priest-in-charge should be involved because he is an important resource and has a stake in the outcome.

The priest-in-charge would step out at the final session when the discernment committee meets to discuss its recommendation.   

First task of the discernment committee is to review and summarize the work of the priest-in-charge since the start of his ministry in order to assess: What has been achieved relative to

initial goals or objectives. Develop a profile that is descriptive of

the parish, its history, mission, programs, finances, etc.

It is critical that the profile articulate the core values of the congregation, which can be done through individual interviews, a written survey or small group discussions (or a combination of these).

The interview guide can be converted into a written survey or used as guide in small group discussions.

The profile will provide an overall picture of the parish that will enable the discernment committee to assess: the parish’s strengths and challenges, which

coupled with its core values. Serve to inform the congregation’s vision or long

term goals for the parish. 

Ultimately this leads to the question:

What are the congregation’s expectations and are these mutual expectations? 

Helpful tool in answering this question is the Areas of Parish Mutual Ministry document.

Identifies activities or functions typically considered important to parish’s life.

Help congregation decide:

Activities that are responsibility of the clergy and the lay leadership.

Opportunities for shared responsibility in which the laity at large may contribute their time and talents in support of the clergy. 

Sharing of responsibilities is especially critical.

While some congregations may not perform all of the activities or functions, most congregations – whether large or small – perform many of them.

This list may be especially useful to a congregation in the discernment process leading to the call of a priest-in-charge as rector.

In addition, the priest-in-charge will prepare a narrative of his personal “mission” (e.g., source of theology, role in parish, how particular ministry is informed, etc.), core values, strengths, challenges, objectives and needs.

At the conclusion of the process (profile, survey of congregation, delineating roles and responsibilities of clergy, laity and shared responsibilities coupled with the discernment narrative of the priest-in-charged) the discernment committee will prepare a report to the vestry with its recommendation.