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TRINITY'S RECTOR SEARCH

O God, You are the light that guides our feet. You are the map that gives us direction. You are the peace that makes us strong. You are the leader whom we faithfully follow. May your light illuminate our lives and your guidance bring direction to our work. May we find inspiration in your Word, and peace in our hearts as we follow you.

After 10 joyful years, our Rector the Rev. Dr. Anthony Hutchinson retired on Epiphany Sunday, 2022. During his tenure, the spiritual and financial health of our Parish grew significantly and while his departure leaves a feeling of emptiness in us, we are blessed with a strong community. During the next several months, Trinity will undertake a diligent search for a new rector with the advice and assistance of the Bishop. 

 

The best way to stay informed about the process is to sign up for our parish e-mail (using the blue box at bottom right of this page).

 The Process 

The process of electing a Rector is governed by the Cannons of the Church and the Bylaws of our Parish. The Bishop has appointed Rev. Chris Craun as Missioner for Thriving Congregations who will serve as Trinity's guide during the process. With her guidance, the Vestry will appoint two key committees: The Parish Profile Committee, which will prepare a comprehensive document describing the Parish and the person we are seeking as Rector. The Search Committee will conduct a through screening and interview process of candidates who have responded to the advertisement of the Parish Profile. Additional information on the committees is provided below.

Governance During Transition

The Vestry will continue to manage the affairs of the Church during the transition.  The Senior Warden shall be the presiding officer in change of the temporal affairs of the Parish; the Vestry will appoint a Priest-In-Charge to manage the spiritual affairs of the Parish. To the greatest extent possible, we will continue to provide all of the liturgical and pastoral services that Trinitarians are accustomed to.

Key Dates

Parish Annual Meeting - February 6

Election of new Vestry Members and Delegates to Diocesan Convention

Appointment of Interim

Target date - Ash Wednesday; subject to availability and diocesan process

Points of Contact During the Search Process:

Daniel Bunn, Senior Warden

seniorwarden@trinitychurchashland.org

Rev. Chris Craun, Missioner for Thriving Congregations

chrisc@diocese-oregon.org

Chair of the Parish Profile Committee

To be appointed by the Vestry

Chair of the Search Committee

To be appointed by the Vestry

The Parish Profile Committee

The Profile Committee will consist of 5-7 people that commit to 3-4 months of work. The working group will ideally consist of individuals who bring specific skills to the task - writing, history, pictures, editing, formatting, surveying, etc. This is the stage of the search process where the congregation has the most input and impact on the process. The Profile Committee will seek input from the entire congregation to shape the story of who we are, who we are seeking and who we would like to become.

The structure of the Parish Profile is set by the diocese. The final publication will include:

  1. Letter of introduction explaining why the profile was developed, who was the previous rector and the circumstances of the rector’s leaving.

  2. Mission/Vision Statement, core values and goals.

  3. History of the congregation; what is unique about this congregation.

  4. Current programs, organizations and liturgical style. Pictures are encouraged.

  5. Present staff and their duties, clerical and lay, paid and volunteer.

  6. Current financial status, including operating budget, treasurer’s report, endowments, memorial funds. Stewardship report, including number of pledges, total amount pledged, description of stewardship program and five-year pledge history. Detail of all outstanding debt. Five-year DPA history.

  7. Demographics of the congregation; including number of parishioners, average Sunday attendance, congregational breakdown according to age, occupation, ethnic origin, and education, residential patterns, average length of time in the parish and the Episcopal Church.

  8. Description of the community; including history, demographics, education, school systems, business opportunities, local government and recreation.

  9. Description of all buildings and present condition. Include all property owned by the church. Current pictures.

  10. Results of the parish survey concerning the gifts and skills sought in the new priest, including a description of the survey process and a report of the analyzed data.

  11. Areas of ministry and focus, including current emphasis to be continued and built upon, new ventures and opportunities for ministry.

  12. Position description for the new priest, including particular skills, areas of emphasis, responsibilities and pastoral specialties.

  13. Compensation: Spell out the range offered in the current SHU (Stipend/Housing/Utilities) chart and how this relates to the diocesan standard. Note also additional benefits including medical insurance, pension, vacation, study and sabbatical leave and any other items.

The Search Committee

The Search Committee will consist of 7-9 people who commit to 3-4 months of work. The group will include parishioners who have worshiped at Trinity for many years and those who are relatively new to our community.

The work of the Search Committee is confidential and during this phase of the process it may appear to the wider congregation that not much is being done. However, this group is responsible for conducting a detailed and systematic search according to the following outline:

  1. Review cover letters, resumes, and ministry portfolios of prospective candidates from the Bishop's Office.

  2. Discern candidates for follow up questions and/or phone or Zoom interviews.

  3. Send letters (emails) to candidates who have not been selected thanking them for their interest.

  4. Schedule dates for phone/Zoom interviews.

  5. Develop a set of interview questions.

  6. Discern candidates for on-site interviews.

  7. Contact candidates who have not been selected for on-site interviews, thanking them for their interest.

  8. Check references of candidates continuing in the process.

  9. Schedule and hold next round of interviews.

  10. Select the final candidates.

  11. Inform candidates who have not been selected as finalists and thank them for their interest.

  12. Contact Missioner for Thriving Congregations to arrange for Oxford background checks on each of the final candidates.

  13. Invite each final candidate to a worship service, hos a meal with the Search Committee and Vestry, and schedule a meeting for the Bishop to meet each finalist.

  14. Recommend a candidate to the Vestry for consideration.