Meeting summary
Quick recap
The board meeting focused on transitioning to new administrator and lead minister roles, with discussions around position descriptions, compensation, and hiring processes. The group debated and ultimately decided on the title "Lead Minister" for the position, emphasizing both evangelism and shepherding responsibilities while working to clearly define the role and responsibilities. The conversation ended with discussions on measurable goals and qualifications for the position, including the development of a comprehensive job description and evaluation framework.
Next steps
Summary
New Administrator and Minister Transition
The board meeting discussed transitioning to a new administrator and lead minister role, with the board voting to proceed with replacing both positions. The Transition Committee is working on creating position descriptions and determining compensation for these roles, with a focus on keeping within the current budget. The committee agreed to create an 80% solution for the lead minister position to allow for advertising, while finalizing details for both positions. They decided to have the board handle the hiring process for the administrator, with input from the incoming leader.
Lead Evangelist Role Definition
The group discussed the terminology and responsibilities for a new leadership position, ultimately deciding to use the title "Lead Evangelist" with clearly defined duties. Anthony presented a hiring framework that includes looking internally before going external, conducting interviews, and onboarding the selected candidate. The committee agreed that evangelism should be a part of all roles, but the Lead Evangelist would have primary responsibility for church growth and outreach efforts.
Defining Lead Minister Role
The meeting focused on discussing the position description and title for a new church leader role. Randy raised concerns about the need to clearly define the role and responsibilities to avoid scope creep, emphasizing the importance of maintaining distinct "swim lanes" to ensure effective church operations. Tosh and others agreed that the position should be titled "Lead Minister" rather than "Lead Evangelist" as the current description better aligns with this title. The group also discussed the importance of hiring an administrator to support the new leader and reduce their workload. David suggested using percentages in the job description to prioritize tasks, while Anthony emphasized the need for the new leader to have both evangelistic and pastoral responsibilities.
Church Leadership Role Clarification
The meeting focused on the challenges of maintaining clear role definitions and responsibilities within church leadership, particularly regarding the distinction between evangelist and elder roles. Anthony and Randy shared experiences from past church transitions, emphasizing the importance of avoiding role conflation to ensure effective ministry and clear accountability. They discussed the need for a well-defined title and set of responsibilities for the position being filled, to prevent the challenges seen in previous leadership transitions.
Lead Minister Role Definition
The group discussed and agreed on the title "Lead Minister" for the position, emphasizing that it encompasses both evangelism and shepherding responsibilities. They decided to focus on describing the role based on this title. Latosha shared the job document and planned to update it based on the discussion, while Mark requested her to take the lead on this task. The group also briefly touched on how to measure certain job responsibilities, with Marty raising a question about this.
Lead Minister Evaluation Criteria Discussion
The group discussed criteria for evaluating potential lead ministers, focusing on measuring mature knowledge and application of Scripture, as well as the ability to deliver transformative sermons. They debated how to assess these qualities, considering factors such as formal education, experience, and references from previous ministry roles. Randy emphasized the distinction between a lead minister and a lead evangelist, arguing that a lead minister should have the capacity to develop both shepherds and evangelists, particularly in an older church setting. The group agreed to further refine these criteria as they prepare to review applicants.
Lead Minister Job Qualifications
The meeting focused on discussing job qualifications and responsibilities for a lead minister position. Randy emphasized that while job qualifications are important, the ability to lead and inspire others is crucial. Anthony suggested a 7+ years of experience requirement and presented a staff evaluation tool used by the church. The group debated how to measure spiritual qualities and responsibilities, with Latosha proposing a structured interview approach. Anthony recommended focusing on spiritual character qualities rather than numeric markers in job descriptions. The team agreed to move forward with revising the job description, incorporating feedback on measurable and non-measurable responsibilities, while ensuring clarity on the role of an administrator.
Lead Minister Role Framework Discussion
Anthony presented a comprehensive framework for the lead minister role, outlining seven key areas including discipleship, pastoral ministry, spiritual formation, leadership development, vision and mission advancement, team collaboration, and personal growth. The group discussed incorporating these themes into an updated job description, with Mark noting that the document needed more work and might be postponed for another week. Randy emphasized the importance of taking time to get the position description right, given the recent shift from "evangelist" to "lead minister" title, and suggested considering what a job announcement might look like.
Balancing Goals and Community Connection
The group discussed measurable goals for a new position, with Randy emphasizing the need for accountability and measurable deliverables, while Anthony expressed concerns about focusing solely on numerical goals, preferring to maintain a balance between growth and personal connection. Dave raised questions about the specific numbers being referenced in the job description, clarifying that measurable criteria are necessary for the hiring process. The discussion highlighted the importance of finding the right balance between setting achievable goals and maintaining a focus on spiritual growth and community connection.
Leadership Role Position Description Update
The group discussed the position description for a leadership role, focusing on measurable qualifications to fairly evaluate candidates. They agreed to update the position description, create a job announcement, and continue working on measurable objectives. David volunteered to draft a scoring plan for the position description, and the group decided to communicate their thoughts on the position description via email. They scheduled their next meeting for Saturday at 7 AM Pacific time.
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