1. To help ensure qualified candidates for this important responsibility, church members will be invited during a Sunday morning worship service to nominate individuals for consideration. A nomination form outlining the qualifications for serving on the Pastor Search Team will be available that morning.

The Deacon Officers and two additional deacons will review all nominations and prayerfully develop a slate of eleven (11) candidates—nine members and two alternates. They will interview prospective nominees, explain the responsibilities and expectations for serving on this team, and confirm each person’s willingness and availability to faithfully serve if elected.

Once the slate of eleven candidates has been developed, the list will be presented to the deacons for their approval. After the deacons approve the candidates, the slate will then be presented to the church for approval at the conclusion of a Sunday morning service.

1. Spiritual Maturity and Character—He/she must be a mature believer who demonstrates the fruit of the Spirit (Galatians 5:22–23), has a clear understanding of Scriptural qualifications for the office of Pastor (1 Timothy 3:1–7 and Titus 1:5–9), is committed to prayerfully seeking the Lord’s direction, and is able to maintain strict confidentiality regarding sensitive information.

2. Commitment to the Church Body and its Core Values—This person must be willing to set aside personal preferences and agendas in order to pursue the will of the Lord. He/she must practice biblical stewardship, actively participate in our worship and connect group ministries, be familiar with the church’s history, culture, ministries, and—most importantly—its 7 core values. The person who serves on this crucial team must demonstrate the ability to work collaboratively with others. In addition, the individual must be a church member and at least 18 years of age (bylaw requirement).

3. Competence and Skill—A member of the Pastor Search Team must possess the ability to evaluate a candidate’s character, calling, and potential ministry impact beyond a résumé. This person should have leadership experience and be willing to attend meetings regularly and travel when necessary.

1. He/she is responsible for identifying, screening, interviewing, and recommending a new Senior Pastor to the Body of Christ. The committee will review résumés, conduct appropriate background checks, and oversee the entire search process until a candidate is presented to the church for a vote and, upon approval, called to serve.

2. Members of this team will seek a godly man who is a Southern Baptist and has been duly ordained. His Christian character and biblical qualifications must be consistent with the office of pastor as outlined in the Bible.

1. The Pastor Search Team will present to the church the name of only one man at a time for consideration. When this team is led by the Lord to recommend a candidate to serve as Senior Pastor, and the candidate has indicated his willingness to accept the call, the committee will then provide at least one week’s notice of a business meeting at which time it will present its report and recommendation to the church.

2. The candidate will preach a trial sermon during a Sunday morning worship service at an agreed upon date. In the days immediately preceding the trial sermon, opportunities will be provided for the candidate to meet with the church’s organizational leaders, the Deacon Body, and church members.

3. The vote to extend a call to the candidate will be conducted by secret ballot immediately following the trial sermon. No other individuals will be considered, and no nominations will be accepted from the floor. Notice of the trial sermon and the election will be announced at least one week in advance.

No. Our bylaws specify the process whereby the next pastor is identified utilizing a Pastor Search Team and approved by the church after a trial sermon by way of a secret ballot.

Actively pray for the committee’s wisdom, unity, and discernment; and pray that the Lord will lead them to the man He has chosen to be our next pastor.

Recommend Candidates: Offer names of potential candidates but try to provide full resumes rather than just names.

Maintain Confidentiality & Patience: Respect that the process is sensitive and may take time; avoid putting pressure on the committee to reveal candidates.