Rector Tranisition

Rector Search Collect


Loving God, through the Holy Spirit, guide our search committee in discerning the rector You have called for us. Keep them faithful to Your will, through Jesus Christ our Lord.

Amen.

Left to right: Dennis Courtnage, Evan Peterson, Kim Bernard, Steve Moore, Jeanne Sheehan, Bill Happer, Dana Richardson, Paul Palmer, David Sonnenfeld

The Four Questions for Focus Groups


1. Remember a moment that was a high point, when you felt our church was doing God’s work and fulfilling its mission…What was happening?

2. Name the three things you value most about your congregation.

3. Look back over your entire life…recall a time when you most appreciated the ministry of a priest. What was happening? What did you appreciate?

4. What will be our congregation’s three most exciting, energizing, and important accomplishments to you over the next three years?





Five Phases of Conducting a Rector Search

(from Diocese of East Carolina Transition Handbook 2023)




  • Phase One: Separation and Planning - Completed September 7, 2025

    - Conduct an exit interview with Fr. Eric

    - Present Search Committe to the Vestry for "confirmation"

    - Develop a Search Committe Charge and present to Committee

    -Formally introduce Committe Chair to the Canon for Diocesan Life and Leadership (Canon Stephanie Allen)

    -Develop a Parish Search Collect

    -Deliver a Liturgy for Commissioning during a church service.

  • Phase Two: Internal Preparation - In progress

    Committee review the Search Committee Charge- as briefly outlined below:

    • Budget of $15,00 to cover:
    •            Website upgrades, if needed         
    •              Developing  a Self -Study                                                              
    •              Travel to visit candidates
    •              Background checks for finalists
    •              Relocation expenses
    •              Miscellaneous expenses
    • Develop a Transition Section for church website
    • Develop an"open letter" to potential candidates that tells our story
    • Develop a "portfolio" document which tells a clear story of the congregation's life and ministry for use in marketing the position of rector of St. Philip's Church.
    • Receive confidential information from the Transition Ministy Officer
    • Work carefully with interested clergy and mutually discern a quality priest who may be elected by the Vestry as our next rector.
    • Strive to present the Vestry the Committee's candidate for Full-Time Rector within eight (8) months of the Committee's first meeting.
    • Notify the Transition Ministry Officer and Bishop of finalist at least sixty (60) days prior to any election.
    • Initiate background checks on finalists.
    • Provide the Vestry one (1) final candidate
    • Start developing a Self-Study:
    •          "All -parish" meetings
    •           Surveys
    •            Provide feedback
    • Start developing a Parish Profile to be approved by the Vestry and reviewed by the Canon.

  • Phase Three - The Search

    • Submit the Portfolio to the Vestry for approval and then to the Diocese.
    • Following approval, the Diocese forwards the Portfolio to the Office of Transition Ministry (OTM) for candidates to review
    • Diocese reviews all candidate applications for any "red flags" before forwarding the candidates' packages to the Search Committee
    • ·
    • In the period between submitting the Portfolio to the Diocese and receiving candidate applications, the Search Committee will:

    o Develop interview questions.


    o Refine the discernment process.


    o Review and refine the budget for the remainder of the process.


    o Keep the congregation informed of the search process and progress (while maintaining confidentiality).


    o Keep prayer central to the process.


     Canon Stephanie or Search Coach Hannah Jarman will meet with the Search Committee to cover the interview process.

  • Phase Four - Interviews and Recommendation

    Review of applications


    o The Search Committee must scrutinize actual applications from actual priests to carefully and prayerfully discern whether one of the priests is called by God to serve in this congregation.

    •   Let the congregation know where the process stands while maintaining guarding the identity of each applicant.

    o The Committee reviews the applications and decides who to move forward to an interview.

    •     Each step of the process should be completed on all applications before the Committee decides who to move forward to an interview.

    • Interviews (usually video):


    o Committee Chair contacts the candidates who have been moved forward and arranges for an interview at a time that is convenient for all parties.

    •  Let the candidate know the amount of time to allot and the video method to be used.
    •  If two or more interviews are to be conducted on the sale day, allow sufficient time between interviews to review the earlier interview before starting the next interview.
    •  Allow between 45 minutes and 2 hours for interviews.

    o Compile a list of questions to develop a single list of questions so that each candidate is asked about the same topics.

    o Know what topics cannot be asked.

    o Be prepared to answer questions from the candidates.

    o Let the candidate know what happens next and when the next contact will be made.


    • Reference Checks

    o If an advancing candidate has not provided a reference list, request at least three references (beside their Bishop and/or Canon) who can be contacted by phone.

    • One should be a current parishioner of the priest’s church
    •  Others can be colleagues or classmates.
    •  If references are on the application, verify with the candidate the contact information and that it is alright to contact them.

    o Ask the same questions of each reference and log the answers and impressions.


    o The Committee meets and discerns (careful, prayerful, in-person discussions) whether it feels drawn to continue the process with the candidates

    • Site Visit to Candidate’s Congregation

    o Each candidate that is chosen to continue the process should be assigned a primary Committee contact.

    • Ascertain candidate’s continued interest.
    • Carefully coordinate a site visit.

    o The Committee should develop a plan for questions to ask. 

    • only modest modification of questions for all candidates.

    o Two or three Committee members should make the visit.

    • Purpose of the visit is to see whether the candidate’s actual ministry aligns with their self-description.
    • • Gather in-depth impressions and observations.

    • 

    Ask the priests how to best blend in and not be “spotted” as a Search Committee.

    o Each visiting team is to write a visitation report ASAP upon their return from their trip.

    o The Committee meets to share experiences and impressions.

    o Together and prayerfully, the Committee decides on the final candidate(s).

    • Inform the candidates who are finalists
    • Inform Canon Stephanie or Hannah Jarmon at the Diocese 
    • • The Diocese will initiate background checks
    • • The Bishop will make “Bishop-to-Bishop” phone call(s).

    • Parish Visit


    o The Committee will invite the (Bishop-approved) candidate(s) (and spouses, partners) to St. Philip’s for interviews with the entire Seach Committee.

    •  Personal interview
    •  Tour of the Parish

    • It is permissible to ask the candidate to preside over  a Eucharist, give a sermon and/or teach a formation class for the Committee members.

    •  Surrounding community
    •  Social time

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