CAT survey: Our most important message for January is how important it is to get full participation in the CAT survey. “CAT” stands for Church Assessment Tool. The survey is administered by Holy Cow! Consulting (https://holycowconsulting.com/about-us/), an organization which helps churches better understand their climate and culture as well as the perspectives, experiences, core values, and aspirations of each member. Robyn Strain, shown on the referenced webpage, has been working closely with the vestry and the diocese to help us with this project. You can see a description of the survey here: https://holycowconsulting.com/cat/, and a sample report here: https://holycowconsulting.com/wp-content/uploads/2013/04/Vital-Signs-Sample.pdf.
Through your prayers and through your active participation in the survey, your search committee will try to discern what you want and need in your next Rector for St. James. Your responses will be central to creating a Parish Profile describing St. James by-the-Sea. This profile, which we hope will honestly describe our strengths and weaknesses, successes and challenges, will be the initial point of introduction to our community for clergy who may be interested in new positions. We would appreciate the help of each and every one of you to make it as inclusive and accurate as possible.
The survey is scheduled to run for a very short period, from January 1 through January 30, 2015. Please watch upcoming bulletins carefully for specific information on how to complete the survey, and then please complete it in a timely fashion.
Basic milestones for this committee: many of you may have the misconception that we are already actively identifying potential Rector candidates. This is not accurate. As described above, we need to put in a significant amount of work first, creating a profile that both describes our parish as it is, and conveys our hopes for the future. In addition, the vestry will need to make important (and at least
partly confidential) statements regarding compensation, housing, and other benefits, as well as contractual representations regarding scope of the position, definition of responsibilities, and expectations, as with any staff position. It may take a number of months to complete this work. Once a full description of the parish and the job is advertised, a 60 to 90 day period will be set aside for receiving applications. At the close of this period, the committee expects to actively create a smaller list of attractive candidates from the whole pool, make plans to confidentially observe these candidates in their home churches, and begin to interview those that seem promising. Only at the end of this relatively long process will your search committee be in a position to present one candidate to the vestry for consideration. Your vestry, with approval of the Bishop, will then "call" the leading potential candidate and offer the position. If the candidate declines the position, the search committee will propose another candidate.
Do you know a successful parish or rector? We are seeking the help of the whole congregation in identifying successful models around the country. Share with us!
Committee meetings: The committee has met on November 10 and December 1. Our next meeting will be on January 12. Because of the confidential nature of personnel searches, the meetings are not open to the public. However, the committee is very interested in having wide-open communication with all members of the parish. Please approach any of us at any time with your ideas.
Graphic design help needed: we have discovered that the committee is underrepresented for people with interest, skill, or experience with graphic design to improve our communications. If anyone is interested in helping in even a small way, please contact me.
Lee Wagner
Search Committee Communications
Leewagner2@gmail.com
Through your prayers and through your active participation in the survey, your search committee will try to discern what you want and need in your next Rector for St. James. Your responses will be central to creating a Parish Profile describing St. James by-the-Sea. This profile, which we hope will honestly describe our strengths and weaknesses, successes and challenges, will be the initial point of introduction to our community for clergy who may be interested in new positions. We would appreciate the help of each and every one of you to make it as inclusive and accurate as possible.
The survey is scheduled to run for a very short period, from January 1 through January 30, 2015. Please watch upcoming bulletins carefully for specific information on how to complete the survey, and then please complete it in a timely fashion.
Basic milestones for this committee: many of you may have the misconception that we are already actively identifying potential Rector candidates. This is not accurate. As described above, we need to put in a significant amount of work first, creating a profile that both describes our parish as it is, and conveys our hopes for the future. In addition, the vestry will need to make important (and at least
partly confidential) statements regarding compensation, housing, and other benefits, as well as contractual representations regarding scope of the position, definition of responsibilities, and expectations, as with any staff position. It may take a number of months to complete this work. Once a full description of the parish and the job is advertised, a 60 to 90 day period will be set aside for receiving applications. At the close of this period, the committee expects to actively create a smaller list of attractive candidates from the whole pool, make plans to confidentially observe these candidates in their home churches, and begin to interview those that seem promising. Only at the end of this relatively long process will your search committee be in a position to present one candidate to the vestry for consideration. Your vestry, with approval of the Bishop, will then "call" the leading potential candidate and offer the position. If the candidate declines the position, the search committee will propose another candidate.
Do you know a successful parish or rector? We are seeking the help of the whole congregation in identifying successful models around the country. Share with us!
Committee meetings: The committee has met on November 10 and December 1. Our next meeting will be on January 12. Because of the confidential nature of personnel searches, the meetings are not open to the public. However, the committee is very interested in having wide-open communication with all members of the parish. Please approach any of us at any time with your ideas.
Graphic design help needed: we have discovered that the committee is underrepresented for people with interest, skill, or experience with graphic design to improve our communications. If anyone is interested in helping in even a small way, please contact me.
Lee Wagner
Search Committee Communications
Leewagner2@gmail.com
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