How did we get this pastor anyways?

Analyzing Denominational Systems for Pastoral Placements

As a Nazarene, working in a Methodist Church, who has spent time with Anglicans, Baptists, and plenty of non-denominational types, there has been an on-going analysis in my mind of the systems that churches use to place pastors in churches. That sounds like a fascinating and riveting conversation, doesn’t it!?! Right now you are probably thinking my time is better spent with the superfluous rock band debates than with this subject. That may be true, but here are some thoughts on the issue that have been rattling around my head for a while.

The different types of systems
Without going into too many specific details about the minutia of each denomination  or individual church, let’s look at the major systems in play in this analysis.

The Appointment System - Catholic Church, United Methodist Church, Anglican World Community, Lutherans, etc….

The Appointment System involves a centralized corporate body that determines who serves where. In this system pastors serve at the whim and will of whatever denominational leader they preside under. They go where they are told and serve there. (There may be exceptions to this rule, but it is the general way things happen)

Pros – Churches have pastors and pastors have jobs. This system reinforces the servant nature of the pastorate and helps to insure that churches, even if they are small, will have a pastor. With effective leadership and good structure this system can work beautifully to pair pastors and churches together on a need to giftedness basis. With good leadership there is also the potential for excellent accountability both for churches and for clergy.

Cons – This system once again relies on a corporate church body (bad sign number one, bureaucracy is involved) to make good decisions, make decisions for the right reasons, and to function efficiently. That almost never happens. Often the rigidness of this system can make it hard for denominations to attract clergy. The majority of churches using this system are suffering through pastoral shortages. Further, the stay of a pastor in this system can be too short to achieve effective results. Most studies show that pastors start doing their most effective ministry after 5-6 years in a church. In most of these systems, however, you will find pastors tend to move around more than that. That seems to be changing for some, but as a general that can be a negative of the system.

The Free Agent System - Baptists, Presbyterians, Nazarenes, Non-Denoms, etc…

Any description of this system will be very generic because the churches who share in it do so in different ways. Often times the way a church selects a pastor under this system is as varied as the churches themselves. The free agent system, however, places the onus of finding clergy on the local church itself. The church, with whatever guidance the denomination offers (if they have one at all) goes over lists of candidates and conducts and interview process. Following this process they offer a position to whatever candidates they like and the candidate chooses whether or not to take this position. This system functions much like the corporate marketplace.

Pros – The freedom to choose can provide churches and clergy with an excellent fit. Churches can find clergy that fit the needs, culture, and life cycle stage that is most appropriate for them. Clergy, likewise, can find churches that match up well with their gifts, desires, and experience. This can lead to long lasting and highly effective partnerships.

Cons- The process for finding a pastor or a church can take a long time. Many churches that aren’t “attractive” to candidates because of location, size or salary package can spend years searching for a pastor.  Further, pastors can be motivated by the wrong details in their selection of a pastorate. Money can be far too large of a motivator in this system. The length of a pastor’s stay is probably the biggest issue in this system. In the Southern Baptist denomination the latest surveys have shown that the average pastoral stay is now less than 2 years. Some pastor’s stay is far too short and some is far too long. In churches where the pastor has been effective and beloved sometimes the stay is too long. After a period of time the church would probably benefit from a change in leadership but affection for the pastor and the work they have done in the past may prevent needed change.

Analysis

None of these systems is perfect or even preferable. As a pastor in a free agent system, it is difficult to imagine having to uproot and move my family because of someone else’s decision. All pastors desire some control or input into the church they will pastor. You can see this system at its best in churches that have experienced tremendous sustained success. This success is not necessarily measured in attendance or giving, but in sustained faithfulness to mission and calling. The right pastor in the right congregation can be a wonderful thing to behold.

On the flip side, however, this system of which I am a part, can be very difficult to be a part of, especially for a young pastor. As a seminary graduate with great experience, wonderful education and fabulous references I couldn’t get a job with my denomination. Why? The free agent system in my denomination often boils down to an old boy’s network. Having gone a different path in my education, I lacked the contacts around the country necessary to be a known commodity. Even the denominational and pastoral leaders who I had good contact with did little to help me in the process. Spending years looking or a pastorate can be lead to a strong feeling of rejection.

With the appointment system there are wonderful stories and horror stories alike. Unfortunately, the human side of the equation is racked with faults. Many denominational leaders use the wrong criteria, involve personal musings, and lack the necessary information or courage to effectively run such a system. Too often the systems reward the mediocre, work against success, and are too dependent on salary slots for the decisions that are made. With many friends in this system, it is very easy to see all the good and the bad of the system rolled into one nice little package.

Concluding Thoughts

So where does this leave us? The different systems that churches use are as a beautiful and flawed as the churches that use them. None of the systems seem particularly effective at accomplishing everything the church is trying to accomplish in helping churches and clergy find one another. That is due in no small part to the systems for clergy development, expectations placed on pastors and local congregations themselves. But, as we look at the systems we use we have to acknowledge several things. First, any system that honors God will care about each church it presides over no matter the size, will honor and care for the clergy involved, will contain checks and balances to prevent any one persons faults from ruining its effectiveness, will be shaped to best create an environment for faithfulness and will always place God first and foremost in the decision making process. Unfortunately, no system out there fits these criteria.

How can we change our current systems to get closer to this image? In the appointment system you can find some of these changes taking place where good leadership is at work. Salaries and years of service should not be the deciding factor in the placement of pastors. Gifts, effectiveness, faithfulness and calling should be the determining factors in placing churches. If that means that someone who spends there entire life in the system never goes to a high profile church, so what? Each pastor has unique gifts and abilities. And all pastors do not function with the same faithfulness. For those who are coasting along there must be an effective system of evaluation and if need be termination. Even in the middle of a pastoral shortage many pastors in these systems simply need to be retired, fired, or put into some non-church related positions. Poor pastoral leadership can debilitate a church or denomination. Further, unless there are mitigating factors of a particular need for a pastor or the denomination, pastoral stays should be lengthened. Moving a pastor in under 5 years from a church should be an extraordinary action, not an expected part of the equation.

Within the free agency system there needs to be better support and more resources for the churches searching for a pastor. Centralized databases, denominational head hunters, apprenticeship programs for new pastors, and effective evaluation in local congregations all would help the process. For churches without denominational affiliation there will need to be continue reliance on para-church organizations that act as hiring agencies and head hunters. Unfortunately, such organizations are often run more as corporations than as ministries so they can fall prey to very different temptations than even denominations. For non-denominational churches it can be helpful, at least in a limited capacity, to be connected to other churches as part of a loose association such as the Willow Creek Association. But, honestly, this is merely a loose association with only a small amount of help.

Honestly, writing this at first made me a little depressed about the idea of living the rest of my life as a pastor in one of these systems, but then a thought occurred to me. Despite all the faults, flaws, and sin the often exists in these systems, it is still God’s church. God is in charge. God is working to take care of his church, guide his leaders, and see the gospel spread throughout the world. Thank God! Without the work of the Spirit the church would have surely collapsed under the weight of its own stupidity long ago! So where ever you are, who ever you are, make sure you really commit yourself, your church and your denomination if you have one to honoring God in the process of selecting pastors and leading local congregations. If you are a pastor, no matter what system you are part of, honor God, work for the kingdom and leave your ego behind. Allow God to use you wherever you are and how ever he wants. Never doubt that wherever you are God is at work in you and through you. And all of you, please pray for the church, we need it.