Personnel Committee Tasking
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Rational – With a two-year term of office for officers it is expected that vacancies in ministry positions in the church will happen. During this period the Church Board is tasked with the role of proposing names to the church family for election to office. There should be care and prayer given to the consideration of names which are to be brought before the church family. The typical dynamics of a Church Board meeting do not allow for the needed thoughtful consideration. With the establishment of this sub-committee the responsibility is not rejected by the Church Board but the responsibility is taken seriously.
Guidelines –
1. This committee shall be a sub-committee of the Church Board.
2. The Personnel Committee shall be comprised of 5 to 7 members – some ex -officio and others chosen by the Church Board. Membership on this committee shall include:
Senior Pastor (ex officio)
Associate Pastor (ex officio)
Sabbath School Superintendent (ex officio)
An Elder (ex officio)
And one to three Village Church Members as chosen by the Church Board3. The goal of the Personnel Committee is to advise the Church Board in regard to the filling of vacant ministry positions, and to propose people to fill new roles as the needs becomes evident.
4. This Committee shall be a standing committee such as any other. For example, Finance, Building & Grounds, etc.
5. Ideally, this committee should meet monthly to give proper consideration of the ministry needs of the church and aid the Church Board in fulfilling its role to "encourage and help the outreach departments of the church to enlist all church members and children in some form of personal missionary service" (see Church Manual, pp. 79-82, 1995, emphasis added). This meeting should occur some time prior to the regularly scheduled Church Board Meeting.
6. In looking to match ministry with person the Personnel Committee should look to the guidance given in the Church Manual to the Nominating Committee. The Committee should prayerfully consider the leading of the Holy Spirit as it calculates the responsibility of the position, the giftedness and potential of a candidate. The Personnel Committee can interview individuals making it very clear that they cannot guarantee a nomination, nor election from the church. All conversations must be confidential.
7. Members of this committee should avoid doing private interviews without the knowledge of the entire committee. No individual member, as in the Nominating Committee, can speak for the Committee. Only the report given to the Church Board will be considered as the true communication of the Personnel Committee.
8. The Personnel Committee should report its recommendations to the Church Board in a timely manner.
9. The Church Board, as with any other sub-committee, has the final say on any report and may with good reason reject or modify the report of the Personnel Committee. Also, extraordinary circumstances may arise where time is of the essence and the Personnel Committee may be by-passed.
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Policy adopted – Feb 2003