MSC Roles & Relationships
The chair is responsible for the care and feeding of the committee, and for holding the vision. The chair convenes meetings and is the primary communicator with the BOT, the UUA Transitions Office, the MSR, and the District Executive.
The vice chair will serve as a replacement for the chair when the chair is unable to attend meetings or otherwise fulfill [insert pronoun] duties. The vice chair will serve as an alternative communicator with the BOT, the UUA Transitions Office, the MSR, and the District Executive.
The secretary communicates with the prospective candidates, keeping them informed of the committee’s process. The secretary is also the primary communicator to the congregation of the committee's progress, by a regular newsletter column, a well-designed and often-updated bulletin board, and other means. The secretary also keeps detailed notes and minutes of committee meetings.
The treasurer creates the budget, keeps expenses on track, and makes sure committee members account for expenses and are reimbursed in a timely fashion. The treasurer reports to the BOT, but in such a way that the identities of the ministers under consideration are not revealed.
The board liaison, with the chair and vice chair as needed, will communicate the committee’s progress to the BOT by reporting the same on a regular basis at BOT meetings and through other means of communication.
The MSC negotiating team representative will work with the appointed representatives from the Board of Trustees and the congregation to draft and negotiate a letter of agreement regarding expectations and compensation with the ministerial candidate(s).
The packet editor will artistically compile materials to create a fair and attractive picture of the congregation by recruiting and managing a team of craftspeople to assist with the task. The editor will ensure that the congregational packet is distributed/posted appropriately and that candidates’ ministerial packets are distributed to committee members in an efficient and timely manner.
The survey coordinator will create the survey instrument and survey events capable of eliciting thoughtful, reflective, and copious responses related to who the congregation is and what their wants/needs/hopes/desires are. The survey coordinator will oversee the analysis of these responses and prepare a related report, with the packet editor and the packet team, in a form that will effectively communicate the information to prospective candidates.
The neutral pulpit coordinator sets up preaching dates in area churches for pre-candidates and sees that everyone has all the information they need while maintaining confidentiality. The neutral pulpit coordinator also looks to the care and comfort of the pre-candidates (and later the candidate) from the moment they arrive until they leave.
The process observer will help keep MSC meetings functioning well and encourage members to share responsibility for the tone and productivity of its meetings. The process observer will provide feedback to MSC members individually and collectively on the committee’s operations, particularly on how well the MSC adhered to its ground rules, pledges, and covenant.
Greg Nichols and Tim Wilson will serve as process observers on a rotating basis.
The chair or other MSC representative will either send a progress report prior to each monthly BOT meeting or will attend the meetings to provide an oral report. Details of the search will remain confidential and the MSC asks the BOT to respect the need for confidentiality.
The MSC will, with BOT input and approval, make the necessary arrangements for a Beyond Categorical Thinking workshop, submit the application in a timely manner, and host the workshop.
The MSC asks the BOT to appoint the BOT and congregation representative to the Negotiating Team as soon as possible, but no later than September 1, 2018.
The MSC asks the BOT to meet, if it hasn’t already done so, with a UUA Compensation Consultant, develop the minister’s compensation and benefit package, and seek necessary approvals as soon as possible, but no later than October 15, 2018.
The MSC will listen to congregational concerns brought to it by the Interim Minister.
The MSC will accept the Interim Minister’s coaching on communications and reflections on the proposed Congregational Record and Packet.
The MSC asks the Interim Minister to prepare a “Letter from the Interim Minister” by November 1, 2018 and participate in mock interviews with the MSC prior to January 2019.
The MSC will listen carefully to staff needs, hopes, and concerns and to fairly represent their role in congregational life to prospective ministers.
The MSC asks staff to provide relevant information, whether requested or not, to it in a thorough and timely manner.
The MSC will effectively communicate with the Transition Team regarding plans for activities and events and requests for search-related materials and associated deadlines.
The MSC asks the Transition Team to communicate with it regarding all information, records, projects, and activities that may influence how the congregation is represented in the Congregational Record and/or Packet, and/or during communications with prospective ministers.
The MSC asks the Transition Team for reasonable support for any search-related events.
The MSC will effectively communicate with the church’s councils and councilors regarding plans for activities and events and requests for search-related materials and associated deadlines.
The MSC asks the church’s councils and councilors to communicate with it regarding all information, records, projects, and activities that may influence how the congregation is represented in the Congregational Record and/or Packet, and/or during communications with prospective ministers.
The Ministerial Search Committee:
...will listen carefully and respond appropriately to the congregation’s needs and concerns related to the ministerial search.
...will keep the congregation regularly informed of its progress and processes through various communication channels.
...will represent the congregation to the best of its abilities.
...asks the congregation to actively participate in all information gathering sessions and surveys.
...asks the congregation to review all communications from the MSC, including any emails, newsletters, bulletin boards or other displays, and websites.
...asks the congregation to reasonably assist with congregation-wide search-related projects and events.
...asks the congregation to respect its commitment to maintain confidentiality and to refrain from making unreasonable requests for specific search-related information.
..asks the congregation to give the candidate due respect and consideration.