RECTOR SEARCH FAQ’S
Q1. How many members of the search committee will meet the finalists?
A. All members of the search committee will be involved in the interviewing process. Early interviews will likely be done via telephone. Later in the interviewing process, the search committee members will make in-person visits to the
potential candidates’ churches. The final candidates will be brought to Charlotte for in-person interviews which will
involve all search committee members.
Q2. Can our current associate and assistant rectors be considered for the position of rector?
A. No. The vestry and the search committee believe that considering an individual who is already on the staff to become the rector would cause a very awkward transition for both the parish as well as the rest of the staff. In addition, consideration of such an individual would be inconsistent with the long standing practices of the Diocese of North Carolina.
Q3. Are the rest of the clergy and staff required to resign when the new rector comes on board?
A. This was the tradition for many years, but is no longer the case. As the new rector comes on board, there may be
some changes as he/she works with the parish to determine the priorities and resources that best meet the vision of their ministry. However, in general, the employment of our current clergy and staff are not immediately impacted by this transition.
Q4. Will the congregation be advised of whom is being interviewed?
A. While the search process is designed to be as transparent to the members of St. John’s as possible, the one area
that does require a high level of confidentiality is the identity of the candidates who are actually interviewed. A
candidate’s interest in the position at St. John’s could be disruptive to their current ministry and the congregation they are serving. As such, their identities or information about them cannot be shared with members of St. John’s.
Q5. How many candidates will be interviewed?
A. The search committee is open to interviewing as many candidates as possible, and believes because of the many
positive aspects of St. John’s that we will have a significant amount of interest.
Q6. Will the candidates be asked to preach during a service at St. John’s as a part of their consideration?
A. No. Again, because of the confidentiality required by the candidate consideration segment of the process, it is not
possible to publicly involve the candidates in any activities at St. John’s.
Q7. Will the congregation meet the candidates being considered?
A. No, because of the confidentiality concerns outlined above.
Q8. How many candidates will the vestry choose from to make the call?
A. Two or three.
Q9. How can I recommend a candidate for consideration in the search process?
A. The name can be submitted to the search committee at the confidential email address of
sjec_rectorsearch@yahoo.com , or can be submitted directly to any search committee member. When submitting a
candidate’s name, if the St. John’s member submitting the name knows for certain that the candidate is interested in
participating in the search, that fact should be made known to the search committee as well.
Q10. How long will the search process take?
A. The detailed schedule is posted and will be updated regularly on the St. John’s website. Our intent is to adhere to
this schedule; however it will remain flexible to accommodate unforeseen circumstances. Our current plans are for the new rector to be in place by October, 2009.
Q11. What role do our bishops play in the process?
A. Canonically, the rector is an employee of the bishop diocesan (i.e., Bishop Curry) and is paid by the local church.
Given this unique relationship, the final decision is technically made collaboratively by the vestry and the bishop
diocesan. Practically speaking, however, the vestry will make the final decision with the consent of the bishop diocesan.
Q12. Who will make the final decision on who is called to be our next rector.
A. See answer to the question above.
Q13. What are the major attributes we are looking for in a new rector?
A. Your input via the survey and focus groups will provide guidance to the search committee in prioritizing these
attributes. As such, in the coming months you will hear more details related to the focal points and attributes guiding our search.
Q14. Our parish has a wide array of beliefs and interests. Are we trying to find someone who will be able to represent
all of those beliefs and interests?
A. We are seeking God’s will to find someone who will be open and respectful to a wide and diverse range of
thought, while remaining steadfast and grounded in their own biblical beliefs.
Q15. Will the results of the rector search survey be shared with the congregation?
A. A consolidated version of the survey responses will be shared with the congregation. In addition, the parish
profile which will be prepared to provide information on St. John’s for interested rector candidates will reflect what we
learned from the survey.
Q16. If I did not complete a survey, are there other means for me to provide input to the search committee on the
qualities of potential rector candidates or other related topics?
A. Focus groups are being scheduled beginning October 19 and continuing through early November, for the purpose
of allowing members of the congregation to voice their opinions to the search committee. Input received during the focus groups will be combined and analyzed with the data received on the rector search surveys, and at that point the “selfstudy” phase of the search will be complete. A confidential email box has also been established to which emails on any topic related to the search can be directed to the search committee. The email address is: sjec_rectorseach@yahoo.com.
Q17. Is the search committee involved in other staffing decisions at St. John’s?
A. No. All other staffing decisions are made at the discretion of the rector and, in the absence of the rector, the
vestry.
Q18. In the past, the parish as a whole has not been very involved in staff or clergy hiring decisions. How is this
process different?
A. All other staffing decisions are at the discretion of the rector, and all matters related to those decisions, including
communication about the hire, are the rector’s choice. This process is being led and managed by the laity of the parish.
With the exception of the names and locations of the candidates, all matters of the search and updates around the process will be openly communicated or discussed with the parish. In addition, once the final call is issued, the vestry and the search committee will provide comprehensive communication about the new rector. There will also be numerous opportunities to meet and greet the new rector in small and large group settings.
Q19. When will the interim rector be named and announced?
A. The function of the search committee is strictly limited to the process oriented to identifying the next rector of St.
John’s. All other business of the church, including the identification of an interim rector, falls under the auspices of the
vestry.