Pastoral Characteristics...

[Jon Twitchell]

Which of the following are appropriate characteristics for a board to consider when calling a pastor:

1) Gender
2) Race
3) Age

?


What are ways in which boards subtly set those characteristics without making it an obvious statement?

Are there legitimate ways in which a board might look for a "young-thinking" pastor without simply looking for a pastor under a certain age?

Conversely, are there legitimate ways in which a board might look for an "experienced/seasoned" pastor without simply looking for a pastor who is over a certain age?

[Ryan Scott]

It seems like looking at characteristics in a generic way is problematic no matter how they are phrased.

Each congregation is unique and has unique needs when it comes to a pastor. I just don't know how one could evaluate those based on some characteristic (or lack thereof) without actually speaking with the person.

I could see failing to consider someone with other involvements that may not allow them to dedicate themselves to the congregation fully. If a pastor had a career as an author or was pursuing a degree or a lecturer, etc, a congregation may not want to "share" as it were, but it still seems like common courtesy to talk to the person first.

[Tami Martin]

Sounds like judging a book by its cover and that's never right. Can't we just pray and trust that God will send us the book we need?

[Crystal Lutton]

It seems it would be better to have a clearly defined purpose for your specific congregation and then ask the applicant if they believe they can fulfill leading into that purpose. For example, in our congregation there would need to be a heart for the Jewish people and Hebraic study of the Word.


What are ways in which boards subtly set those characteristics without making it an obvious statement?


As for ways it can be done . . . there are lots of subtle ways to discriminate. Phrase it as expressing concern--the folks we're trying to reach around here might not understand us having a ______ as a pastor; concerns about insurance cost if it's a woman who might get pregnant or an older person who might have pre-existing health issues; we were hoping for someone who could commit for ______ years. Mostly it is just couched with "We're just not sure if you'd be a good fit" because that can cover anything and who is to argue with it.

I've mentioned elsewhere that when I first started the process towards ordination I put in for Elder track and was instead put on the Deacon track. There was a strong anti-woman sentiment from the pastor at the time and I was assured that I could still do everything--just not senior pastor a church. The reason I was given was, "The board believes that you can do everything you expressed a heart for as a deacon." Whereas my husband who had put in for the deacon track was moved to the Elder track.

Are there legitimate ways in which a board might look for a "young-thinking" pastor without simply looking for a pastor under a certain age? What about asking for her views on certain things? What about having him spend a night being observed with the youth group? I think the board would first have to define "young-thinking" because among the young there are many varied viewpoints ;)

Conversely, are there legitimate ways in which a board might look for an "experienced/seasoned" pastor without simply looking for a pastor who is over a certain age?I would think asking about their experience dealing with conflict in previous churches or how they would handle a conflict situation. Asking about goals and experience. Someone older but new to the ministry is not going to have the experience that someone younger but in ministry for a decade will bring to the table.

[Roy Richardson]

Which of the following are appropriate characteristics for a board to consider when calling a pastor:

1) Gender
2) Race
3) Age

?


What are ways in which boards subtly set those characteristics without making it an obvious statement?

Are there legitimate ways in which a board might look for a "young-thinking" pastor without simply looking for a pastor under a certain age?

Conversely, are there legitimate ways in which a board might look for an "experienced/seasoned" pastor without simply looking for a pastor who is over a certain age?

I recently was told that it is common to include a picture on one's ministry resume. That would allow a board to accomplish their goal.

It strikes me as odd, and very unbusinesslike, but it seems to be the norm from DS's, or so I am told.

[Susan Unger]

Which of the following are appropriate characteristics for a board to consider when calling a pastor:

1) Gender
2) Race
3) Age

?


What are ways in which boards subtly set those characteristics without making it an obvious statement?

Are there legitimate ways in which a board might look for a "young-thinking" pastor without simply looking for a pastor under a certain age?

Conversely, are there legitimate ways in which a board might look for an "experienced/seasoned" pastor without simply looking for a pastor who is over a certain age?

It would not be appropriate to consider any of those. My dad's favorite question was always "Are you sanctified?" My strategy was to pray loads first and then listen to God's voice.

[Anne and Dwayne Hood]

Knows when to keep mouth shut, when to speak, feels comfortable in jeans, loves music, little precious children love him, realizes that the ground is level at the foot of the cross, and does not feel above or better than others...you name it, and hopefully he has ministerial training, but speaks on a level that all can understand. We can stand many things, if he loves the people and they love him. and, of course, he loves God, and has a very good sense of humor. People love to be around him, and feel comfortabpe in his presence. Maybe others will be able to add some more good traits to this.

[Ken Pell]

Knows when to keep mouth shut, when to speak, feels comfortable in jeans, loves music, little precious children love him, realizes that the ground is level at the foot of the cross, and does not feel above or better than others...you name it, and hopefully he has ministerial training, but speaks on a level that all can understand. We can stand many things, if he loves the people and they love him. and, of course, he loves God, and has a very good sense of humor. People love to be around him, and feel comfortabpe in his presence. Maybe others will be able to add some more good traits to this.

That list eliminates a lot of people already in ministry. In fact, I can think of quite a few GS's (past & present) that that list would eliminate from the pastorate.

[William Hunter]

I've watched the emphasis on youth in pastors on our district. More experinced pastors seemingly are not considered---yet, given the repeated pastoral transitions I have seen on my dist. and that are taking place right now, I would think that at least in a couple of our churches a longer look for an experienced pastor with more stability in his past would be extremely helpful for these congregations rather than a younger pastor every 2-3 yrs.

I have nothing against younger pastors---been one. I just think we are overlooking some of our best skilled pastors by focusing on a younger age so much of the time.

My wife is a teacher and we see the same thing in schools. The look is for younger teachers (part of that is salary requirements), overlooking some of the most skilled and effective teachers because of the experience they have gained. It looks like our school boards are not focused on quality education but on money. I know budgets have to be met but the system seems out of balance. I think the same type of out of balance focus effects our pastoral search efforts.

In most cases, it seems that on our dist. that congregations with pastors who have been with the same cong. for 10 yrs. plus, seem to have the longest growth record. Not skyrocket stuff, but just steady and consistent growth. Most of us who are pastoring those churches were not early in our ministry years when we became the pastor of our current congregations.

Balance in anything is always a good thing. The pastoral search process needs a little more of it from what I see.

[Glenda Harvey]

Knows when to keep mouth shut, when to speak, feels comfortable in jeans, loves music, little precious children love him, realizes that the ground is level at the foot of the cross, and does not feel above or better than others...you name it, and hopefully he has ministerial training, but speaks on a level that all can understand. We can stand many things, if he loves the people and they love him. and, of course, he loves God, and has a very good sense of humor. People love to be around him, and feel comfortabpe in his presence. Maybe others will be able to add some more good traits to this.

Anne,

You've described a perfect Pastor. Unfortunately the Church Board and Church members can't really find all of this out about a candidate in the interview and hiring process. I think this may be why some Churches look at factors such as Gender, Race, and Age, but these things don't necessarily detemine if the person will be a good fit for the congregation.

[Wilson L. Deaton]

Which of the following are appropriate characteristics for a board to consider when calling a pastor:

1) Gender

At one of my previous churches, some members knew me and suggested me to the D.S. rather than the other way around. Shortly after I had moved one member told me they were really glad I had come. The member went on to say, "The D.S. had run out of good candidates. You know he even brought us the resume for a woman!" :basic04

Wilson

[Dennis M. Scott]

Churches often will consider anyone, as long as HE is about 29 years old with about 50 years' experience.