“Make every effort to keep the unity of the Spirit through the bond of peace.”
‭‭Ephesians‬ ‭4‬:‭3
 
Pastoral Search Progress
 
Search Committee Initial Developments (Nov ’25-Feb ’26) – Completed
  • Congregational Survey,Church/Pastor Profile and Canididate Application Development
 
Candidate Search (Feb-Jul ’26)
  • As of Aug. 1st, 20 Candidates have submitted their applications for the Senior Pastor vacancy.
 
Interviews & Discernment (Aug-Oct ’26) – Ongoing
  • Phase 1 (initial screening process) of the 20 candidates – completed
  • Phase 2 – Candidate 30 Minute Virtual phone interviews (12 candidates) – completed
  • Phase 3 – Candidate 90 Minute In-depth Virtual phone interviews (5 Candidates) – Ongoing (Oct ’26)
  • Phase 4  – Candidate Preach Service / Meet & Greet visitation session (3 Candidates) – TBD (Q4 ’26)
  • Phase 5  – Church congregation feedback on candidates compilation – TBD
  • Phase 6 –  Church votes on the final presented candidate – TBD
Pastoral Search Process:
 
The pastoral search is not just about finding the right leader – it’s about all of us discerning God’s will together. Our role as a committee is to steward this process faithfully and transparently. The committee’s role is to lead the search process, identify qualified candidates, and recommend a final candidate to the congregation for approval. The role of the congregation is to select the next pastor. Every member has one vote. Please know that the final decision to call our next pastor will be made by the membership – not the Deacon Board, not the Trustee Board, and not the search committee. The committee’s role is to facilitate the process with prayerful diligence, inclusion of congregational input, and present a recommendation for the church to vote on. 
 
 
Search Process Resources: