|Lay Member to
|Lay Leader||Mark Talbert|
* Denotes membership on the Church Council
The Staff/Pastor-Parish Relations Committee (S/PPRC) is the administrative unit in a local church where staff and congregational interests come together to focus on the mission of the church. Every congregation must have a S/PPRC to build relationships among members of the congregation and the staff that are most effective for accomplishing the mission and purpose of the church.
The S/PPRC has both leadership and management functions in the congregation. Leadership is the role of “keeping an eye on the big picture.” Management is the role of tending to daily activities so that details are taken care of and strategies are implemented. The S/PPRC operates under God’s leadership to bring together staff and congregational interests, which includes dealing with both the celebration and disappointments inherent in any human family and church.
The S/PPRC works with individuals and groups, including:
- the lead pastor
- all ordained leaders-both elders and deacons-appointed by the bishop
- the lay staff, full time and part time
- the congregation (individually and corporately)
- candidates for licensed and ordained ministry
- the community outside the walls of your building
- the district superintendent
- the United Methodist conference staff and general church staff.
Specific tasks for the S/PPRC are listed in the Book of Discipline and are summarized here.
- Educating and reminding both the staff and the congregation to focus on working together toward the mission of the church by promoting unity and encouraging, strengthening, nurturing, supporting, and respecting the pastor(s), staff, and their families.
- Leading conversation between the congregation and the staff/pastor about ministry direction, including recommendations about staff positions to carry out the work of the church.
- Developing and recommending written policy and procedures on employment of nonappointed staff, including provision for insurance, pension, and severance pay.
- Assessing job performance of the staff/pastor at least annually for the purpose of realigning staff position descriptions with the mission of the church.
- Conferring and consulting with the district superintendent.
- Supporting lifelong learning and spiritual renewal for all staff (continuing education).
- Identifying and supporting individuals from the congregation whom God seems to be calling for ordained ministry.
From Pastor-Parish Relations 2009-2012. Copyright © 2008 by Cokesbury. Used by permission.