EPHESIANS 4:15-16 (NRSV)
But speaking the truth in love, we must grow up in every way into him who is the head, into Christ from whom the whole body, joined and knit together by every ligament with which it is equipped, as each part is working properly promotes the body’s growth in building itself up in love.

Minimum of 5 elected members, Maximum of 9, not including Lay
Leader and Lay Delegate, who are voting members.
Must be professing member or associate member
Members elected for 3 year term with 1/3 being elected annually.
Members on PPRC may succeed themselves for one additional term for a total of 6 years.
No staff or immediate family of staff may serve.
Only 1 person from immediate family in same household may serve.
Chair is nominated by Committee on Nominations & Leadership
All members elected at Charge Conference
A young adult SHALL be included on PPRC (19-30).
A youth MAY be included on PPRC (12-18).

PARAGRAPH 258.2 SAYS THE PPRC…
…is required to meet at least quarterly.
…meeting may be called by the bishop, DS, pastor, any staff member, or the PPRC chair
…cannot meet without the knowledge of the pastor and/or DS
…may meet with DS without the pastor or staff member present, but they must be have prior notice and brought into consultation immediately after the meeting.
…shall meet in “closed session, and information shared in the committee shall be confidential.”

Multiple Church Charges
There is ONE Charge-wide PPRC with all churches represented in the elected membership of the committee. Membership is based on percentage paid on salary with minimum of 1 person from each church.
When one church has concerns, the members of the PPRC from that church can meet separately with knowledge of the Pastor and/or DS

SUGGESTED MEETING SCHEDULE
January-March/First Quarter
Discuss prior year’s evaluation of clergy and staff with new S/PPRC members
Set goals with clergy and staff
Consultation with DS if pastor change
April-June/Second Quarter
Possible introductory visit with new pastor
Parsonage visit/assess housing costs
Farewell and welcome events if pastor change
Support the pastor and staff in time of change

MEETING SCHEDULE
July-September/Third Quarter
-Do a “check in” with pastor and staff regarding goals/priorities that were set in first quarter.
-If a new pastor, meet monthly
-Begin work on SPRC budget, staff/clergy salaries
October-December/Fourth Quarter
-October is National Pastor Appreciation Month
- Annual Evaluation
-Advisory Response Forms
-Possible Christmas gift/bonus for pastor/staff

DUTIES OF THE PPRC
To encourage, strengthen, nurture, support, and respect the pastor(s) and staff and their families
To promote unity in the church(es)
To confer with and counsel the pastor(s) and staff on the matters of effectiveness and relationship with the congregation
To confer with and counsel the pastor(s) and staff pertaining to priorities in the use of his or her gifts, skill, and time

DUTIES
To provide annual evaluation of pastor and staff and continuing education needs
To communicate and interpret to the congregation the nature and function of ministry regarding open itinerancy
To develop and approve job descriptions and titles for associate pastors and staff
To consult with the pastor and staff concerning continuing education and spiritual renewal

DUTIES
To enlist, interview, evaluate, review, and recommend annually to the charge conference candidates for ordained ministry
To interpret preparation for ordained ministry
To promote the Ministerial Education Fund
To confer with the pastor and /or other appointed members of the staff when a change is in the best interest of all; when there is no personnel policy about dismissal PPRC and Pastor must agree to dismiss someone

DUTIES
To recommend to the Church Council, after consultation with the pastor, the need for additional staff whether employee or contract
To recommend to the charge conference, when the size of the staff makes it desirable to have a
Personnel Committee
To educate the church on the value of diversity of selection of clergy/staff

DUTIES
Members of the PPRC shall keep informed of personnel matters in relationship to Church policy, professional standards, liability issues, & civil law; and recommend personnel policies to Ch. Council.
To consult on matters pertaining to pulpit supply, proposals for compensation , travel expense, vacation, health and life insurance, pension, housing
To make annual salary recommendations to the Church
Council for action after presenting them to the
Finance Committee for information. Final action on salary is responsibility of the Charge Conference.

NEW HIRE REPORTING REQUIREMENTS
Federal Requirements:
I-9 Form: Verification of Employment
 The local church needs to have this form on file for each employee of the church, this includes the minister.
 Acceptable I.D. documents are Driver’s License,
Passport, Social Security Card, Voter
Registration, Official Birth Certificate, etc.

NEW HIRE REPORTING REQUIREMENTS
South Carolina Requirements:
 For New Hires the local church needs notify South
Carolina Department of Social Services, see www.scnewhire.com
 E-Verify: A church must verify newly hired lay employees through the Federal E-Verify Database at www.uscis.gov/e-verify . Clergy are exempt from this requirement.

CLERGY RECRUITMENT
“Within The United Methodist Church, there are those called to servant leadership, lay and ordained. Such callings are evidenced by specific gifts, evidence of God’s grace, and promise of usefulness.”
20 12 The Book of Discipline , Paragraph 138
The Pastor Parish Relations Committee is responsible for identifying and recruiting persons who are receiving God’s call to ministry as a vocation.
Are YOU fulfilling this important responsibility?

HELPING PERSONS RESPOND
THE CALL TO PASTORAL MINISTRY
A candidate must be a member of a UMC or from a
UMC Campus Ministry.
The person should talk with the pastor, the DS, and then contact Clergy Services to begin candidacy.
During candidacy, the PPRC interviews the candidate, before recommending to the Charge Conference.

CRITERIA FOR EFFECTIVE MINISTRY
Good relational skills.
Able to articulate the Gospel, and live it too.
Positive growing relationships in congregation
The pastor leads the church in growth, health.
Challenges the church to move outward in mission, connect with community.

EFFECTIVE MINISTRY CONTINUED…
Adequate time spent in the parish…office hours, availability to parishioners, visitation, teaching.
Supportive of Connectional Ministry…interancy, apportionments, ecumenical, participates in
District and Conference
Self-care…spiritual, physical, emotional

GIVING FEEDBACK TO CLERGY
Do you listen politely to concerns of church members and of your pastor(s)?
Are you meeting regularly with your pastor(s)/clergy to give them feedback, not just at evaluation time?
Are you being honest, speaking truth in love?
Do you maintain confidentiality?

EVALUATION PROCESS
SPRC Chair provides copy of Assessment to all SPRC members.
Each person fills it out and brings to meeting. The pastor may also do a selfassessment, reflecting on his/her performance.
Open discussion with clergy and then
S/PPRC fills out a composite
Assessment Document. This should be agreed upon by all members!

YOUR ROLE IN YOUR PASTOR’S EDUCATION
The evaluation process should address areas where continuing education and growth are needed.
Local Pastors must participate regularly in COS.
Pastors who have completed the basic education must participate each year in Continuing Education; 3
CEU’s avg (30 contact hrs).
Churches shall give min. $750 for Cont Educ.
Growing pastors are important to growing churches.
Education time is not vacation time.

One of the most characteristic features of the United
Methodist Church.
Pastors are appointed to serve from year to year where they are needed by the Bishop.
At least annually, each pastor/clergy and pastoral charge is evaluated and reviewed.
Itinerancy was instituted by John Wesley in 1746 when he appointed lay preachers whom he called
“helpers” to definitive circuits.
Wesley died believing in itinerancy as “The Apostolic
Plan of Evangelization.”

Mission and needs of churches have priority over personal professional goals of pastors.
A pastor’s family needs are considered, but may not always be addressed or fulfilled.
The Cabinet works for the benefit of the whole
Conference with superintendents sharing openly, candidly, and confidentially.
Every appointment has ambiguity, and there are no
“perfect” churches or pastors.

THE APPOINTMENT PROCESS 2014
Two options for pastors and the Pastor Parish Relations
Committee:
CONTINUE in present appointment
CHANGE pastoral appointment
Pastor and PPRC returns their Advisory Response
Forms no later than December 19, 2014 to DS.

ADVISORY RESPONSE FORMS
Don’t “poll” the congregation, but do announce the process has begun.
Do try to reach consensus in SPRC…this is better than voting.
Do explain your decision in the space provided.
Do talk with the pastor (not just about)
All SPRC members and pastor sign the form.

The Pastor and Church Profiles are due December
15, 2014. It is very important to have accurate and updated profiles! These help the Cabinet understand the needs and opportunities in churches and the gifts of pastors. Profiles are on-line at www.umcsc.org
.
The Pastor Profile is done by the pastor and the
Church Profile is done by SPRC. This is your
“introduction” to your new pastor or church!

ON MOVING PREACHERS
JOHN WESLEY SAID:
“…I should myself preach even my congregation
‘asleep’ were I to stay in one place an entire year.”
“No one whom I ever yet knew has all the talents which are needful for beginning, continuing, and perfecting the work of grace in a whole congregation.”

HOW CHURCHES CAN SUSTAIN
PASTORAL EXCELLENCE
Remember Christ is the head of the body, be body-focused, not pastor-focused.
Be full of grace and truth with your pastor
Cultivate healthy attitudes toward change
Accept conflict or differences as normal in a church.

THE SPRC ROLE IN CONFLICT RESOLUTION
Avoid the triangle. If a church member complains to you about the pastor, ask them to talk directly with the pastor first about their concerns.
If the SPRC has concerns, do not call the DS first, but rather talk with the pastor first.
Do not give credence to anonymous complaints.
When addressing concerns with your pastor, do so prayerfully, lovingly, always looking at both sides of an issue. Seek common ground.