District SPRC Workshop:District SPRC Workshop:Pastor/Staff/Parish Relations CommitteePastor/Staff/Parish Relations Committee

Rev. Timothy J. Russell, Assistant to the BishopRev. Timothy J. Russell, Assistant to the BishopPresenterPresenter

Who is a member of the Staff / Pastor Parish Relations Committee?

5-9 professing members of a local charge

At least one member shall be a young adult and one member may be a youth

In addition, the lay leader and a lay member of AC are members

Organized into three classes

The Chair and members are nominated by the Committeeon Lay Leadership and elected by the Charge Conference.

Members of the pastor’s or a staff member’s family are ineligible to serve.

Only one person from the same household may serve.

Each church on a charge must have representation.

The “Duties” of the Committee on Staff/Pastor/Parish

Relationsare numerous.

1. To encourage, strengthen, nurture, support,1. To encourage, strengthen, nurture, support, and respect the pastor(s) and staffand respect the pastor(s) and staff and their familyand their family

2. To promote unity in the church(es)

3.3. To confer with, and counsel the pastor(s)To confer with, and counsel the pastor(s) and staff on matters pertaining to the and staff on matters pertaining to the

effectiveness of ministry; relationships witheffectiveness of ministry; relationships withthe congregation; conditions that may impedethe congregation; conditions that may impedethe effectiveness of ministry; and to interpretthe effectiveness of ministry; and to interpretthe nature and function of the ministry.the nature and function of the ministry.

4.4. to confer with, consult, and counsel theto confer with, consult, and counsel thepastor(s) and staff on matters pertaining topastor(s) and staff on matters pertaining topriorities in the use of gifts, skills, and timepriorities in the use of gifts, skills, and timeand priorities for the demands andand priorities for the demands andeffectiveness of the mission and ministryeffectiveness of the mission and ministryof the congregation. of the congregation.

Prioritizing The Work Of MinistryPrioritizing The Work Of Ministry

Helping your church reach its fullest potential

Ministry does not look the same in every churchMinistry does not look the same in every churchand every generation.and every generation.

The role of the pastor includes preaching, teaching,The role of the pastor includes preaching, teaching,administration, pastoral care, overseeing staff,administration, pastoral care, overseeing staff,and much more. and much more.

No pastor will excel in every area of ministry and itNo pastor will excel in every area of ministry and itwould be unrealistic to expect otherwise. Also, the would be unrealistic to expect otherwise. Also, the needs of the local church will vary from place to needs of the local church will vary from place to place and over time the results of what the churchplace and over time the results of what the churchneeds in a pastor will vary.needs in a pastor will vary.

It is helpful then, to establish some goals for It is helpful then, to establish some goals for prioritizing the work of ministry.prioritizing the work of ministry.

The goals for prioritizing the work of ministry areThe goals for prioritizing the work of ministry aresimple:simple:

1.1.Improve communication between the pastorImprove communication between the pastorand the S/PPRC.and the S/PPRC.

2.2.Clarify the expectations of the S/PPRC withClarify the expectations of the S/PPRC withregard to the ministry of the pastor based onregard to the ministry of the pastor based onthe mission of the church.the mission of the church.

3.3.Come to a basic agreement on the areas of Come to a basic agreement on the areas of ministry which will be priorities for theministry which will be priorities for thepastoral leadershippastoral leadership

The basic tasks of pastoral ministry are groupedThe basic tasks of pastoral ministry are groupedinto 10 major areas. It is important for the pastorinto 10 major areas. It is important for the pastorand the S/PPRC to explore these areas and and the S/PPRC to explore these areas and determine a priority of importance for them.determine a priority of importance for them.

It is suggested that the pastor and the S/PPRC spendIt is suggested that the pastor and the S/PPRC spendtime working together to establish this order oftime working together to establish this order ofpriorities.priorities.

The following guidelines should be used:The following guidelines should be used:

1.1.Top Priority – Very important and must beTop Priority – Very important and must bedone well.done well.

2.2.Important – Needs some attention from Important – Needs some attention from the pastor. the pastor.

3.3.Low Priority – Not the focus of significantLow Priority – Not the focus of significantenergy.energy.

Rules for setting these priorities:Rules for setting these priorities:

1.1.No more than three ministry areas may receiveNo more than three ministry areas may receivea ranking of 1, or Top priority.a ranking of 1, or Top priority.

2.2.No more than three of these areas may receiveNo more than three of these areas may receivea ranking of 2, or important priority.a ranking of 2, or important priority.

Ministry areas:Ministry areas:

Spiritual Preparation: Personal prayer, Bible Study,Spiritual Preparation: Personal prayer, Bible Study,spiritual retreats, reading for spiritual growth,spiritual retreats, reading for spiritual growth,receiving spiritual direction, self-care.receiving spiritual direction, self-care.

Worship Leadership: Preaching, conducting worship,Worship Leadership: Preaching, conducting worship,organizing and planning worship service, creatingorganizing and planning worship service, creatinginspiring worship, attention to issues such as theinspiring worship, attention to issues such as thepace and energy of the worship service, assistingpace and energy of the worship service, assistingpersons to participate in worship, administrationpersons to participate in worship, administrationof the sacraments, etc.of the sacraments, etc.

Administration: Working with committees, completingrequired paperwork, reviewing and revising policiesand procedures, organizing the church, intentionalday-to-day involvement in the financial and facilitiesoperation of the church, etc.

Discipleship: Teaching, leading Bible studies, servingDiscipleship: Teaching, leading Bible studies, servingas a spiritual director, encouraging those in the churchas a spiritual director, encouraging those in the churchto grow in their faith, challenging people to tithe,to grow in their faith, challenging people to tithe,expanding the number of small groups and/orexpanding the number of small groups and/orSunday School classes, etc.Sunday School classes, etc.

Outreach: Involvement in missions, leading the Outreach: Involvement in missions, leading the church to help those in need, participating in church to help those in need, participating in local and /or foreign mission trips, challenginglocal and /or foreign mission trips, challengingthe church to take seriously the needs of thethe church to take seriously the needs of thehomeless, hungry, lower income persons, and homeless, hungry, lower income persons, and those in poverty or prison.those in poverty or prison.

Evangelism: Spends time with people who are Evangelism: Spends time with people who are not yet participating in the life of the church,not yet participating in the life of the church,challenges the church to reach those not activechallenges the church to reach those not activein a church, clearly presents the salvation messagein a church, clearly presents the salvation messageof Jesus to others, trains and equips people in theof Jesus to others, trains and equips people in thechurch to share their faith with others, etc.church to share their faith with others, etc.

Pastoral Care: Hospital and home visitation,counseling, caring ministry, funerals, contactingshut-ins, etc.

Leadership: Leading the church into God’s visionLeadership: Leading the church into God’s visionfor it, identifying, equipping, and developingfor it, identifying, equipping, and developingemerging laity leaders, providing a strong senseemerging laity leaders, providing a strong senseof direction for the ministries of the church, of direction for the ministries of the church, hands on management of staff, casting vision, etc.hands on management of staff, casting vision, etc.

Denominational Involvement: Serving on committeesDenominational Involvement: Serving on committeesand task groups for the denomination, mentoringand task groups for the denomination, mentoringcandidates for ministry, attending denominationalcandidates for ministry, attending denominationalmeetings, expressing leadership beyond the localmeetings, expressing leadership beyond the localchurch, etc.church, etc.

Other: Some churches have special or uniqueOther: Some churches have special or uniqueexpressions of ministry that may create a priorityexpressions of ministry that may create a priorityfor the pastor. This could be a preschool in whichfor the pastor. This could be a preschool in whichthe pastor is expected to participate in supervisionthe pastor is expected to participate in supervisionof staff and providing weekly chapel experience,of staff and providing weekly chapel experience,a large ministry to homeless persons in which thea large ministry to homeless persons in which thepastor is expected to serve etc.pastor is expected to serve etc.

“Okay, We’ve got that part covered. We have helped the pastor prioritize ministry.”

What’s next??”

5.5. To provide evaluation at least annuallyTo provide evaluation at least annually for the use of the pastor(s) and stafffor the use of the pastor(s) and staff in an ongoing effective ministryin an ongoing effective ministry and for identifying continuing educationaland for identifying continuing educationalneeds and plans.needs and plans.

Ministry AssessmentMinistry AssessmentAnd Development Planning ToolsAnd Development Planning Tools

The Ministry Assessment and Development ToolThe Ministry Assessment and Development Tool is an instrument designed to accomplish two goals: is an instrument designed to accomplish two goals:

1.1. Provide a thoughtful and fair process forProvide a thoughtful and fair process forassessment of pastoral effectiveness thatassessment of pastoral effectiveness thatfosters dialogue and understanding.fosters dialogue and understanding.

2.2. Serve as a vehicle for identifying areas in Serve as a vehicle for identifying areas in which effectiveness can be improved andwhich effectiveness can be improved andspecial steps that will help the pastor and special steps that will help the pastor and

church be more fruitful.church be more fruitful.

Directions

Step I: The Assessment Document is distributedStep I: The Assessment Document is distributed to committee members for their to committee members for their personal reflection.personal reflection.

Directions

Step II: Committee members bring Step II: Committee members bring completed assessment documentscompleted assessment documents to a meeting where a consensusto a meeting where a consensus

document will be completed document will be completed outside the pastor’s presence.outside the pastor’s presence.

Directions

Step III: The pastor and committee members Step III: The pastor and committee members will compare the pastor’s self- assessment and will compare the pastor’s self- assessment and the committee’s consensus document. Then the committee’s consensus document. Then the Development Plan will be created.the Development Plan will be created.

Directions

Step IV: A copy of the committee consensusStep IV: A copy of the committee consensusdocument, the pastor’s self assessment, anddocument, the pastor’s self assessment, andthe development action plan is mailed tothe development action plan is mailed toThe District Office.The District Office.

Three possible ratings:Three possible ratings:

1.1. Very EffectiveVery Effective:: The pastor is highly effective in The pastor is highly effective in this area compared to the expectations of thethis area compared to the expectations of the church. The pastor functions at a very highchurch. The pastor functions at a very high level in this area and is highly competent.level in this area and is highly competent.

2.2. Effective:Effective: The pastor is effective and fulfills The pastor is effective and fulfillsthe expectations of the church. The pastorthe expectations of the church. The pastorfunctions well in this area and is competent.functions well in this area and is competent.

3.3. Not Fully Effective:Not Fully Effective: The pastor is not fully The pastor is not fullyeffective and does not fulfill the expectationseffective and does not fulfill the expectationsof the church. The pastor does not demonstrateof the church. The pastor does not demonstrateconsistent competence in this area.consistent competence in this area.

The focus of this process is assessment.The focus of this process is assessment.The process is not about personality, butThe process is not about personality, buteffectiveness and developing a plan to beeffectiveness and developing a plan to behelpful to the pastoral leadership and helpful to the pastoral leadership and the church.the church.

The Goal is to agree upon a The Goal is to agree upon a focused and shared ministry with focused and shared ministry with a mutual covenant to glorify God a mutual covenant to glorify God in every way.in every way.

10 Areas to assess.10 Areas to assess.

1.1. Spiritual Formation and Self Care: Spiritual Formation and Self Care: - evidences a commitment to personal prayer,- evidences a commitment to personal prayer,Bible study, and reading for spiritual growthBible study, and reading for spiritual growth

- observes a Sabbath for personal renewal- observes a Sabbath for personal renewalapart from time with familyapart from time with family

- is open to receiving spiritual direction from others- is open to receiving spiritual direction from others

- honors and models healthy life-styles- honors and models healthy life-styles(spiritual, physical, and emotional) for (spiritual, physical, and emotional) for strengthening individual and family healthstrengthening individual and family health

2.2. Worship Leadership:Worship Leadership:- is an effective preacher and worship leader,- is an effective preacher and worship leader,organizes and plans worship services withorganizes and plans worship services withskill and care skill and care

- creates an inspiring worship- creates an inspiring worshiptime and gives attention to issues such as thetime and gives attention to issues such as thepace and energy of the servicepace and energy of the service

- includes other persons by encouraging - includes other persons by encouraging participation in liturgyparticipation in liturgy

3.3. Administration: Administration: - works well with committees- works well with committees- completes required paperwork in a timely - completes required paperwork in a timely manner manner - knowledgeable in policies and procedures - knowledgeable in policies and procedures - demonstrates intentional involvement in the - demonstrates intentional involvement in the financial and facilities operation of the church financial and facilities operation of the church

4.4. Discipleship: Discipleship: - uses time well and appropriately- uses time well and appropriately- is an engaging teacher and Bible study leader- is an engaging teacher and Bible study leader- encourages people to grow in their faith; - encourages people to grow in their faith; - challenges people to tithe- challenges people to tithe- demonstrates competence in basic theology - demonstrates competence in basic theology

and Bible studies; and Bible studies; - demonstrates a comprehensive spiritual - demonstrates a comprehensive spiritual knowledge needed to perform the primaryknowledge needed to perform the primary tasks of ministrytasks of ministry

5.5. Mission Issues: Mission Issues: - lives out the mission & values of the UMC- lives out the mission & values of the UMC in word and deed in word and deed

- leads the church to help those in need by- leads the church to help those in need byparticipating in local and/or foreign missionsparticipating in local and/or foreign missions

- challenging the church to take seriously the - challenging the church to take seriously the needs of the least, the last, & the lostneeds of the least, the last, & the lost

- leads the congregation in the fulfillment of its - leads the congregation in the fulfillment of its mission through full and faithful payment of all mission through full and faithful payment of all apportioned ministerial support, administrative, apportioned ministerial support, administrative, and benevolent fundsand benevolent funds

6.6. Evangelism: spends time with people who areEvangelism: spends time with people who arenot yet participating in the life of the church;not yet participating in the life of the church;leads people in discipleship and evangelisticleads people in discipleship and evangelisticoutreach that they might come to know Christoutreach that they might come to know Christand follow him; trains and equips people inand follow him; trains and equips people inthe church to share their faith with others.the church to share their faith with others.

7.7. Pastoral Care: is attentive to the ministries ofPastoral Care: is attentive to the ministries ofhospital and home visitation, counseling,hospital and home visitation, counseling,caring ministry, funerals, contacting shut-ins;caring ministry, funerals, contacting shut-ins;the pastor enables and partners with the the pastor enables and partners with the laity in the caring ministry of the churchlaity in the caring ministry of the church

8.8. Leadership: Leadership: - leads the church into God’s vision- leads the church into God’s visionfor it by identifying, equipping, and developingfor it by identifying, equipping, and developingemerging lay leadership emerging lay leadership

- demonstrates organizational skills; delegates- demonstrates organizational skills; delegatesappropriately; understands his/her role and itsappropriately; understands his/her role and itsfunction within the churchfunction within the church

- honors confidentiality- honors confidentiality

- relates well to staff; manages conflict in a healthy- relates well to staff; manages conflict in a healthy manner; punctual & prepared for assignmentsmanner; punctual & prepared for assignments

9.9. Denominational and Ecumenical Involvement:Denominational and Ecumenical Involvement:

- serves on district and/or conference - serves on district and/or conference committeescommittees

- mentors candidates for ministry- mentors candidates for ministry

- attends district and conference meetings- attends district and conference meetings

- participates in community, ecumenical- participates in community, ecumenicaland interreligious concernsand interreligious concerns

10.10. Team Building and Equipping: Team Building and Equipping: - effectively builds teams to multiply ministry - effectively builds teams to multiply ministry

- shares credit for successes- shares credit for successes

- seeks out new people to be in ministry - seeks out new people to be in ministry

- casts vision for positive change - casts vision for positive change

- able to build consensus for a new idea and - able to build consensus for a new idea and implement itimplement it

- believes the best days of the church are ahead- believes the best days of the church are ahead

To work with the pastor to improve on areas To work with the pastor to improve on areas where improvement is needed. . . .where improvement is needed. . . .

is a covenant between the Pastor andis a covenant between the Pastor andthe S/PPRC, designed to benefit thethe S/PPRC, designed to benefit thechurch. It’s purpose is to improvechurch. It’s purpose is to improvethe effectiveness of the pastorthe effectiveness of the pastorand in turn, the overall ministry ofand in turn, the overall ministry ofthe church.the church.

Back to the duties of the S/PPRCBack to the duties of the S/PPRC

6. To communicate and interpret to the congregation6. To communicate and interpret to the congregationthe nature and function of ministry in Thethe nature and function of ministry in TheUnited Methodist Church regarding openUnited Methodist Church regarding openitinerancy, the preparation for ordained ministry,itinerancy, the preparation for ordained ministry,and the Ministerial Education Fund.and the Ministerial Education Fund.

7. To develop and approve written job descriptions7. To develop and approve written job descriptionsand titles for associate pastors and other staffand titles for associate pastors and other staffmembers in cooperation with the senior pastor.members in cooperation with the senior pastor.The term associate pastor is used as a generalThe term associate pastor is used as a generalterm to indicate any pastoral appointment interm to indicate any pastoral appointment inthe local church other than the pastor in chargethe local church other than the pastor in charge(see par. 339). Committees shall be encouraged(see par. 339). Committees shall be encouragedto develop specific titles for associate pastorsto develop specific titles for associate pastorsthat reflect the job descriptions and expectations.that reflect the job descriptions and expectations.

8. To consult with the pastor and staff concerning8. To consult with the pastor and staff concerningcontinuing education and spiritual renewal, tocontinuing education and spiritual renewal, toarrange with the church council for the necessaryarrange with the church council for the necessarytime and financial assistance for the attendancetime and financial assistance for the attendanceof the pastor and/or staff at such continuing of the pastor and/or staff at such continuing education and spiritual renewal events as mayeducation and spiritual renewal events as mayserve their professional and spiritual growth, andserve their professional and spiritual growth, andto encourage staff members to seek professionalto encourage staff members to seek professionalcertification in their fields of specialization. certification in their fields of specialization.

9. To enlist, interview, evaluate, review, and9. To enlist, interview, evaluate, review, andrecommend annually to the charge conferencerecommend annually to the charge conferencelay preachers and persons for candidacy for lay preachers and persons for candidacy for ordained ministry (see BOD 247.8 and 310),ordained ministry (see BOD 247.8 and 310),and to enlist and refer to the General Boardand to enlist and refer to the General Boardof Global Ministries persons for candidacy forof Global Ministries persons for candidacy formissionary service. missionary service.

Neither the pastor nor any member of the committeeNeither the pastor nor any member of the committeeon S/PPR shall be present during the considerationon S/PPR shall be present during the considerationof a candidacy application or renewal for a memberof a candidacy application or renewal for a memberof their immediate family. The committee shall provideof their immediate family. The committee shall provideto the charge conference a list of students from the to the charge conference a list of students from the charge who are preparing for ordained ministry, charge who are preparing for ordained ministry, diaconal ministry, and/or missionary, and shall maintaindiaconal ministry, and/or missionary, and shall maintaincontact with these students, supplying the chargecontact with these students, supplying the chargeconference with a progress report on each student.conference with a progress report on each student.

10. To interpret preparation for ordained ministry10. To interpret preparation for ordained ministry and the Ministerial Education Fund to the and the Ministerial Education Fund to the congregation.congregation.

11. To confer with the pastor and/or other appointed11. To confer with the pastor and/or other appointedmembers of the staff if it should become evidentmembers of the staff if it should become evident that the best interests of the charge and thethat the best interests of the charge and thepastor(s) will be served by a change of pastor(s).pastor(s) will be served by a change of pastor(s).The committee shall cooperate with the pastor(s),The committee shall cooperate with the pastor(s),the district superintendent, and the bishop inthe district superintendent, and the bishop insecuring clergy leadership. Its relationship to thesecuring clergy leadership. Its relationship to thedistrict superintendent and the bishop shall bedistrict superintendent and the bishop shall beadvisory only.advisory only.

The PPRC Role in Appointment Making

• Annual Evaluation (due December 1st)• Charge Profile (due December 1st) • Consultation (January – March)• Introductory Visit (April – May)

Appointment Core Values 1. The Church is the body of Christ. 2. The work we are doing is the work of God.

3. Don’t reward mediocrity.

4. The needs of the local church are priority.

5. The only thing worse than having no pastor5. The only thing worse than having no pastoris having the wrong pastor.is having the wrong pastor.

6.6. Consultation is very important. Consultation is very important. Consultation means attempting to gain all Consultation means attempting to gain all information vital to making a correct decision.information vital to making a correct decision.

Philosophy of Appointment Making

• All that we do and consider will be bathed in prayer.

• Church Profiles & Clergy Profiles will be used to match the needs of the church with abilities of the clergy. Make sure your profile is accurate.

• Long term appointments are key to healthy congregations.

• We will work towards moving only those clergy who want to move or must move due to the request of the church.

• Interim pastors will be used to address patterns of dysfunction on the part of a local congregation.

• Ineffectiveness on the part of a clergy person will be dealt with by remedial action or suspension.

Back to the duties of the S/PPRCBack to the duties of the S/PPRC

12. To recommend to the church council, after12. To recommend to the church council, afterconsultation with the pastor, the professionalconsultation with the pastor, the professionaland other staff positions (whether employeeand other staff positions (whether employee

or contract) needed to carry out the work ofor contract) needed to carry out the work ofthe church or charge. The committee and thethe church or charge. The committee and thepastor shall recommend to the church councilpastor shall recommend to the church councila written statement of policy and proceduresa written statement of policy and proceduresregarding the process for hiring, contracting, regarding the process for hiring, contracting, evaluating, promoting, retiring, and dismissingevaluating, promoting, retiring, and dismissingstaff personnel who are not subject tostaff personnel who are not subject toepiscopal appointment as ordained clergy.episcopal appointment as ordained clergy.

Until such a policy has been adopted, the committeeUntil such a policy has been adopted, the committeeand the pastor shall have the authority to hire, contract,and the pastor shall have the authority to hire, contract,evaluate, promote, retire and dismiss non-appointed evaluate, promote, retire and dismiss non-appointed personnel. personnel.

When persons are hired or contracted, considerationWhen persons are hired or contracted, considerationshall be given to the training qualifications and shall be given to the training qualifications and certification standards set forth by the general Churchcertification standards set forth by the general Churchagency to which such positions are related. The agency to which such positions are related. The committee shall further recommend to the churchcommittee shall further recommend to the churchcouncil a provision for adequate health and life council a provision for adequate health and life insurance and severance pay for all lay employees.insurance and severance pay for all lay employees.

In addition, the committee shall recommend thatIn addition, the committee shall recommend thatthe church council provide; effective on and afterthe church council provide; effective on and afterJanuary 1, 2006, 100% vested pension benefitsJanuary 1, 2006, 100% vested pension benefitsof at least 3% of compensation for lay employeesof at least 3% of compensation for lay employeesof the local church who work at least of the local church who work at least 20 hours/week, are at least 21 years of age, and have20 hours/week, are at least 21 years of age, and haveat least one year of permanent service. The at least one year of permanent service. The church council shall have authority to providechurch council shall have authority to providesuch pension benefits through either a such pension benefits through either a nondenominational pension program administerednondenominational pension program administeredby the General Board of Pension and Healthby the General Board of Pension and HealthBenefits or another pension program administered Benefits or another pension program administered by another pension provider.by another pension provider.

13. To recommend to the charge conference, when13. To recommend to the charge conference, whenthe size of the employed staff of the charge makesthe size of the employed staff of the charge makesit desirable, the establishment of a personnel it desirable, the establishment of a personnel committee. This committee shall be composed ofcommittee. This committee shall be composed ofsuch members S/PPRC as it may designate and suchsuch members S/PPRC as it may designate and suchadditional members as the charge conference mayadditional members as the charge conference maydetermine.determine.

14. To educate the church community on the value14. To educate the church community on the value

of diversity of selection in clergy and lay staffof diversity of selection in clergy and lay staffand develop a commitment to same.and develop a commitment to same.

15. Members of the S/PPRC shall keep themselves15. Members of the S/PPRC shall keep themselvesinformed of personnel matters in relationshipinformed of personnel matters in relationshipto the Church’s policy, professional standards,to the Church’s policy, professional standards,liability issues, and civil law. They are responsibleliability issues, and civil law. They are responsiblefor communicating and interpreting such mattersfor communicating and interpreting such mattersto staff. to staff. Committee members should make Committee members should make themselves available for educational, and themselves available for educational, and training opportunities provided by the conference,training opportunities provided by the conference,the district, and/or other arenas that will enablethe district, and/or other arenas that will enablethem to be effective in their work.them to be effective in their work.

16. To consult on matters pertaining to pulpit supply,16. To consult on matters pertaining to pulpit supply,proposals for compensation, travel expense,proposals for compensation, travel expense,vacation, health and life insurance, pension, housingvacation, health and life insurance, pension, housing(which may be a church-owned parsonage or (which may be a church-owned parsonage or housing allowance in lieu of a parsonage if in housing allowance in lieu of a parsonage if in compliance with the policy of the annual conference)compliance with the policy of the annual conference)and other practical matters affecting the work andand other practical matters affecting the work andfamilies of the pastor and staff, and to make annualfamilies of the pastor and staff, and to make annualrecommendations regarding such matters to the recommendations regarding such matters to the church council, and reporting budget items to thechurch council, and reporting budget items to thefinance committee.finance committee.

The parsonage is to be mutually respected by theThe parsonage is to be mutually respected by thepastor’s family as the property of the church andpastor’s family as the property of the church andby the church as a place of privacy for the pastor’sby the church as a place of privacy for the pastor’sfamily. The chairperson of the S/PPRC , the family. The chairperson of the S/PPRC , the chairperson of the board of trustees, and the pastorchairperson of the board of trustees, and the pastorshall make an annual review of the church ownedshall make an annual review of the church ownedparsonage to assure proper maintenance.parsonage to assure proper maintenance.

Now that you know your responsibilities,

you might ask yourself…

Why serve on the S/PPRC ?

Those whom we Those whom we support hold us support hold us up in life.up in life.

Marie Ebner von Marie Ebner von

EschenbachEschenbach

THE END