One of the most effective ways to help your new minister get off to a fast start is to make sure everyone – minister, search team, lay leadership, and congregation as a whole – is on the same page about the shape of pastoral leadership. Here are four key areas to cover:
What counts as ministry? What work is your minister doing that no one else sees? Where is the minister interacting in a pastoral/professional role with church members and neighbors beyond the church walls?
How many hours or units of time are you compensating the minister for? How much of that time should be in the office, and what proportion is best used serving and making relationships out in the community? How should the minister make up for missed time off when funerals, weddings, or other special events fall on sabbath days? What is defined as a pastoral emergency, and how are these covered when the minister is unavailable?
Where should the bulk of the minister’s time and energy be spent? What are the minister’s particular gifts and passions? What work must be done by the minister, and what can the minister empower other staff and lay leaders to carry out?
To whom does the minister answer? What systems are in place for the congregation to share constructive feedback? What are the goals of an annual review, and who facilitates it? Who advocates for and supports the minister?
Clarification of expectations begins pre-call, as church and candidate discern the match and wordsmith the covenant. It continues through the first several months of the new minister’s tenure, and along the way there will be many opportunities (and likely needs) for educating the congregation about what this person’s role in this season of the church’s life will look like. Doing this hard but good work builds trust between parish and pastor and paves the way for the minister's long and fruitful tenure.