The Elder Council and Personnel Commission have established a new elder recruitment 
process (see description below) that begins with identifying potential new elders in the 
spring of each year. The Personnel Commission will then review all of the names submitted
and recommend to the Elder Council those candidates it believes are qualified and 
appropriate for leadership. Each candidate will then move through a series of steps that may 
lead to his name being placed in nomination for election at our Annual Meeting in 2011.

The Qualifications of an Elder:

     • Possessing the "desire" to lead (1 Timothy 3:1). 
     • Self-controlled, disciplined, demonstrating moral integrity, in both public and 
        private life and possessing a good reputation even outside the church 
            (1 Timothy 3:2,7; Titus 1:7-8). 
     • The husband of one wife and leading his home well, with children who believe as 
        well and live disciplined lives (1 Timothy 3:2,4; Titus 1:6). 
     • Above reproach, temperate, self controlled, not given to anger 
            (1 Timothy 3:2, Titus 1:7-8). 
     • Prudent, wise and submitted to God and others (1 Timothy 3:3). 
     • Respected both inside and outside the church (1 Timothy 3:7). 
     • Warm, hospitable, welcoming and relational (1 Timothy 3:2). 
     • Free from all types of addictions (1 Timothy 3:3, Titus 1:7). 
     • Able to teach, encouraging the application of Scripture to life 
            (1 Timothy 3:2, Titus 1:9). 
     • Not motivated by selfish gain, or popularity (Titus 1:7, 1 Peter 5:2). 
     • Not intimidating, harsh, quick tempered, or impatient with others, but gentle and
         kind and fair (Titus 1:7, 1 Peter 5:3). 
     • Not contentious, picking fights or quarrelling with others (1 Timothy 3:3). 
     • Not a new convert, but mature and demonstrating the fruit of faith (1 Timothy 3:6). 

The Responsibilities of an Elder: 
     • To model Christ-likeness in public and private life (1 Peter 5:3). 
     • To keep watch over the flock, to shepherd God's people (Acts 20:28, 1 Peter 5:2).
     • To teach God's Word and oppose false doctrine (Acts 20:31, Titus 1:9).
     • To pray with and for the sick as requested (James 5:14).
     • To correct, rebuke and encourage God's people as needed (2 Timothy 4:2).

New Elder Selection Process  

  1. Candidate identification. Personnel Commission (PC) requests suggestions for elder candidates in the spring from the Elder Council, the three Commissions, church ministry staff, and other church leaders. The congregation may also be asked for input at this point. Moderator, Senior Pastor, and Personnel Commission chair confer in case it is known that one or more suggested candidates do not meet biblical criteria for eldership. All involved pray for God’s leading.
  2. Candidate selection. From those suggested, and after prayer, the Personnel Commission recommends to the Elder Council those candidates it believes are qualified and appropriate for leadership. Council determines those candidates to be approached. 
  3. Candidate contact. After prayer, a member of the Elder Council or PC contacts a prospective member about serving on the Elder Council. This may include several meetings/calls/lunches and an invitation to visit to one or more Elder Council meetings. This contact initiates a period of prayerful consideration on the part of the prospective member.
  4. Candidate information. Candidates are provided with Scriptural qualifications for an elder, Bylaws, appropriate information about the Elder Council, and a description of the elder candidate training process.
  5. Interview. If the elder candidate expresses interest, the senior pastor interviews him and his spouse. The pastor may include the discussion of a book about biblical leadership. At the end of this interview, it should be evident to the pastor, the candidate, and his spouse whether or not to move further into the process. This interview may also provide a good opportunity for pastoral counseling and encouragement to the couple.
  6. Interview with Elders. The Moderator and Vice Moderator interview the candidate and his spouse and, if the interview is successful, the candidate is advised that the Personnel Commission will submit his name for nomination.
  7. Publication. The names of those entering elder candidate training are published and announced from the pulpit (Jul/Aug). Members of the congregation may submit any feedback confidentially to the Personnel Commission.
  8. Elder candidate exposure. In the summer and fall, the elder candidate may (as needed): a) visit an Elder Council meeting, b) visit a meeting of each of the three Commissions, c) observe several ministries "in action," such as youth department, children’s department, adult Sunday School class other than his own, etc., and d) meet with several ministry staff leaders in the church. Prospective elders who have been heavily involved in leadership may already be aware of these areas, so their program of visitation would be customized to their needs.
  9. Nomination. Personnel Commission reviews candidate’s participation in training, and any feedback received, and then nominates the candidate. Elder Council then confirms nomination.

    Notes:

    An elder will be appointed by the Moderator to oversee the parts of the recruitment process, which involve the elder council. He will be responsible to give regular updates to the council on the progress of the recruitment process.

    As a continuing part of the process, the elder in charge of recruitment will assign each candidate an elder sponsor for the purpose of mentoring and support during the recruitment process. Ideally, this relationship would carry over into the first year of the candidates