CONGREGATIONAL DEVELOPMENT TEAM REPORT ANNUAL CONGREGATIONAL MEETING March 3, 2013

CONGREGATIONAL DEVELOPMENT TEAM REPORT

ANNUAL CONGREGATIONAL MEETING March 3, 2013

THE JOURNEY• SIGNIFICANT LEARNINGS• PARKMINSTER’S STATEMENTS• MOTION • ACTION PLAN• RECOMMENDATIONS• QUESTIONS • MOTIONS

SIGNIFICANT LEARNINGS

• DIVERSITY

• CHANGE

• EVOLUTION

SIGNIFICANT LEARNINGS

• MEANINGFUL CONVERSATIONS

• DYNAMIC & GROWING CHURCHES

ACTION PLAN1. PARKMINSTER’S STATEMENTS

2. SUPPORT AND CARING

3. SPIRITUAL GROWTH

4. OUTREACH & PARTNERSHIPS

ACTION PLAN5. COMMUNICATION6. LEADERSHIP, STRUCTURE7. RESOURCES8. CONGREGATIONAL DEVELOPMENT9. JOINT NEEDS ASSESSMENT

COMMITTEE

1. PARKMINSTER’S STATEMENTS

• Foundation for our future

• Reflect input from the congregation

• Have essential agreement (Nov. 4, 2012)

• Feedback process (Nov.-Jan 15)

“Who We Are”Parkminster is a theologically evolving

community of faith that:• Celebrates the rich heritage of our

Christian faith • Takes seriously the spiritual search as

believers, questioners and questioning believers

“Who We Are”• Celebrates music as a key expression of

the Spirit• Nurtures children and youth in their

spiritual journey• Is welcoming, open, inclusive• Respects our diversity as we seek unity

in the Spirit

“Who We Are”

• Has a wealth of gifts, talents and passions

• Practices our spirituality by serving others and reaching out to the community beyond our doors

“Who We Are”

• Demonstrates a strong sense of fellowship and commitment to caring for each other, and our world

• Embraces the sacredness of all life and the living earth.

“What God Is Calling Us To Be & Do”

God is calling us to be an evolving community of faith inspired to embrace our future as we:

• Deepen our commitment to each other • Nurture our spiritual vitality and growth• Live a life of loving influence in the world.

“Who We Are”“What God Is Calling Us to Be & Do”

MOTION:THAT Parkminster United Church approvethe “Who We Are” &“What God Is CallingUs to Be and Do” statements and usethem as a foundation for our work

ACTION PLAN

2. SUPPORT & CARING

• CONTINUUM OF CARING• Begins at first connection and continues until

exit• Welcome Belong Care Spiritual Support• Encompasses everyone

2. SUPPORT & CARING

MINISTRY OF CARING • As a community of faith we ALL need to

take responsibility in this caring ministry

BELONGING• People seek first to belong• Important to connect them with others

having common interests

2. SUPPORT & CARING

GIFTS & TALENTS• Connects people, involves them • Could do a better job of knowing and

asking people to share these• More concerted effort needed

2. SUPPORT & CARINGRecommendations:

THAT Parkminster investigate the possibility of adding lay leaders with special training in pastoral care

THAT Parkminster support a new role of a Gifts and Talents Coordinator

3. SPIRITUAL GROWTH

• No one program fits all• Areas to continue, explore, and/or pilot:

Innovative worship services Funding for the spiritual development of

Ministry staff Expansion of current small interest groups Alternative ways and times of worship

3. SPIRITUAL GROWTH• Areas to continue, explore, and/or pilot:

Small Group Ministry Friendship, Support, Spiritual Growth Intentional small group processMinistry staff support needed for

training/support of spiritual component A team of interested people would

explore what currently exists and develop a model to pilot

3. SPIRITUAL GROWTH

Recommendations:THAT Parkminster embrace the concept of Small Group Ministry

THAT Parkminster initiate a pilot project for this purpose in 2013

4. OUTREACH & PARTNERSHIPS• Scope

Peace, justice, environmental issues Local and international outreach

• Awareness Celebrate

• New partnering initiatives

4. OUTREACH AND PARTNERSHIPS

Recommendations:

THAT Parkminster continue to expand our involvement and outreach in the wider community where there is interest and energy

4. OUTREACH AND PARTNERSHIPS

Recommendations:

THAT Parkminster look for natural ways to partner with other congregations and community organizations as opportunities arise

5. COMMUNICATION

COMMUNICATION STRATEGY • Provide critical and timely information• Celebrate achievements of individuals

and groups• Advertise and celebrate being an open

and affirming community

5. COMMUNICATION

COMMUNICATION STRATEGY • Help people feel more connected• Allow others to find us for partnership• Integrate internal and external

information (written, verbal, electronic, social media)

5. COMMUNICATION

Recommendations:THAT Parkminster support the formation of a Communications Committee

THAT Parkminster explore contracting a trained communications specialist

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

LEADERSHIP• Strong Ministerial leadership champions a

strong vision• Each Minister has their own style• Board leadership focused on strategic items• Spiritual development is a priority for all

leaders

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

STRUCTURE• Boards less than 15 members• Nimble, Clear and Transparent Decision

Making

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

EMPOWERMENT• Further develop our culture of lay

leadership Consistent leadership principles Supports and encourages new leaders Provides new leader training

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

EMPOWERMENT• Further develop our culture of lay

leadership Ongoing education and growth Ministerial staff to encourage and

support lay leaders

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

Recommendations:THAT Parkminster explore a model of a smaller board structure

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

Recommendations:THAT Parkminster review its current Committee structure, responsibilities, & descriptions to:

Address overlap Clarify decision making Clarify Committee relationship to staff

positions

6. LEADERSHIP, STRUCTURE & EMPOWERMENT

Recommendations:THAT Parkminster further develop and foster a culture of lay leadership

6. LEADERSHIP, STRUCTURE& EMPOWERMENT

Recommendations:THAT Parkminster review current policies as opportunities present themselves to support our vision and structure

7. RESOURCES

• Look differently at how we fund the work of the church

• Appreciate and use abundance wisely • Use a creative approach

7. RESOURCES

• Other changes suggested can increase membership Focus on all aspects of the continuum

of caring Small Group Ministry Communications

8. CONGREGATIONAL DEVELOPMENT

• Churches must evolve to meet the changing needs of their congregation

• Foster a culture that embraces learning, changing, growing, seeking

• Dialogue must continue• Action Plan identifies continued work

8. CONGREGATIONAL

DEVELOPMENTMINISTRY OF POSSIBILITIES COMMITTEE• Mandated to:

Further the work of the Action Plan Explore areas of interest Share information gathered

• Chaired by a member of the CD Team

8. CONGREGATIONAL

DEVELOPMENT

MINISTRY OF POSSIBILITIES COMMITTEE• Act as a steering group having 3-4 core

members• Add additional resources as needed• Report to Council

8. CONGREGATIONAL

DEVELOPMENTRecommendations:

THAT Parkminster continue with Meaningful Conversations

THAT Parkminster set aside funds annually for congregational development

8. CONGREGATIONAL

DEVELOPMENTRecommendations:

THAT Parkminster create a Ministry of Possibilities Committee

9. JOINT NEEDS ASSESSMENTCOMMITTEE (JNAC)

• The information gathered and this report form the basis from which the JNAC will do its work

• Input from the Congregation was gathered Meaningful Conversations

9. JOINT NEEDS ASSESSMENTCOMMITTEE (JNAC)

Recommendation 1:THAT the JNAC explore ministry to include both Ordered and lay persons

9. JOINT NEEDS ASSESSMENTCOMMITTEE (JNAC)

Recommendation 2:

THAT the JNAC explore and make recommendations regarding staffing structure including:• A staff leadership model

• Staff roles Timely decision making and

communication

• All staff positions Clarify and decrease areas of overlap

• Position descriptions that define: Relationships with lay leaders Support for lay roles involved in small

group ministries & pastoral care

9. JOINT NEEDS ASSESSMENTCOMMITTEE (JNAC)

Recommendation 3:THAT the JNAC explore and consider creative ways for filling staff positions including:

• The possibility of a Gifts and Talents Coordinator position

• The possibility of a contract position for communications

• Support for trained Small Group Ministry from Ministry staff

• Explore various ways of leading Christian Education/development (adults and children)

THE JOURNEY CONTINUES

• We appreciate the trust and support that we have received

• It has been an honour and an amazing experience

• The possibilities are endless and that is truly exciting!

QUESTIONS?

MOTION:

THAT Parkminster United Church acceptthe Congregational Development TeamReport dated March 3, 2013

MOTION:

THAT Parkminster United Church create aMinistry of Possibilities Committee tofurther the work identified in the Action Plan

MOTION:

THAT Parkminster United Church create a Communications Committee for thePurpose of creating a communicationsstrategy