Preface:
The Leadership Transition Team was appointed by Moderator Lorelei Zupp following the presbytery meeting held on September 9, 2014 at First Presbyterian Church in Trenton, where the presbytery voted a task force be appointed to make plans for leadership transition. Members include Ruling Elder Doodie Meyers, Ruling Elder Jim Reeder, Teaching Elder Wendi L. Werner (chair) and Teaching Elder John White.
Motions
“Leadership transition” has been defined broadly for the Transition Team by the moderator and presbytery council. The Transition Team was asked to make a recommendation and motion regarding the “Laying a Vision” plan. Subsequently, the Team was asked to consider the structure for leadership within the current plan of presbytery. Finally, the Team has been asked to determine a model of leadership within this coming transitional time.
The Leadership Transition team now presents a series of motions for the presbytery to consider, including the tabling of the “Laying a Vision” plan, the suspension of the plan of presbytery in favor of a streamlined structure, and the creation of a Task Force that reintroduces a collective center.
Transitional Leadership
The Leadership Transition Team has examined different models of transitional leadership including but not limited to an interim executive presbyter, a director of non-profit (both theoretically outside hires) and an executive council (filled by a team of people within the body). After prayer and discernment, the team is recommending a blended model approach which places core level responsibility within the body but is supported with the hire of a new part-time staff leader to be known as an Executive Director. The Transition Team is currently in the process of creating a job description for the E.D.
Motion: The Leadership Transition Team moves the “Laying a Vision” (LaV) plan presented to presbytery in June of 2014 be tabled.
Note:
This motion is not based on the merits of the “LaV” plan, but consideration of presbytery leadership required for the plan to be enacted, enabled and sustained. The Leadership Transtion Team (LTT) has assessed the “LaV” to be predicated on a healthy, high functioning system.
Rationale:
I. Current level of staffing fails to meet plan requirements
The “LaV” document stipulates “a reduced number of elected positions will require excellent, knowledgeable and competent leadership among the professional and administrative staff…. In a decentralized system that we are creating through the working teams, congregational liaisons and our other cadres, it is essential that the staff be the skeleton for the body.” Rather than minister members of the body, it is the staff which functions as the collective center of this plan. Regional Presbyter Wendy Bailey leaves our presbytery in December. Upon her departure, staff will consist of a part-time stated clerk and a one person administrative team. Our current staffing level is not deemed adequate for success of the “LaV” plan as envisioned.
II. Presbyter involvement on par with current plan of presbytery
While “LaV” greatly reduces the number of nominated positions, the plan is dependent on a high level of member involvement. For example:
§ Committee on Ministry in “LaV” moves from 26 nominated positions to 6. Its work, however, hangs on:
- a cadre (3 or 4*) of people who counsel congregations through transition,
- a cadre (3 or 4*) of people who counsel congregations through difficulties,
- pairings of congregational liaisons (2* per congregation for a total of 78; or, if making assignments following COM liaison model with pairs assigned to 3 churches each - total of 26)
- the co-opt of individuals on an ad hoc basis for particular tasks to examine candidates or moderate sessions (2-4)
- the fostering of working teams to provide pastoral care for ministers (minimum of 4* per team)
III. Secondary tasks now need primary emphasis by leadership
The work of congregational health assessment, relationships of specialized ministers and “their work to congregations*,” and pastoral care of ministers is delegated to working teams by elected leadership. Effectively, this work has a secondary emphasis in “LaV” which calls for:
§ Periodic gatherings of the congregational assessment teams. Considering the critical need at this time for presbytery leadership to know what ishappening within our congregations so that churches can be both resourced and held in prayer, the LTT believes the assessment of congregational health needs a primary emphasis that goes well beyond periodic gatherings.
§ Working teams (1 teaching elder in parish ministry, 1 teaching elder in specialized ministry and ruling elders from at least two congregations*), as fostered by COM, to provide pastoral care of ministers.
The LTT believes pastoral care of minister members is always important, but critical at this time. Delegation of care to working teams is deemed an inadequate model.
*specified by the “LaV” document
Motion: The Leadership Transition Team moves the Plan of New Brunswick presbytery be suspended for a period beginning January of 2015 through January 2017. This period is to be regarded as a transitional time.
During this period, all standing committees shall have the option of entering into a period of rest, with the exception of the following:
1) The Presbytery Council shall transition into an Administrative Commission, consisting of no more than four members chosen from the current team, with representational balance. The Administrative Commission will function as the Trustees of the presbytery, and shall have the full power to act for the presbytery between meetings and to prepare all business coming before the presbytery, with the exception of matters pertaining to CPM and COM. It shall be informed by the duties and powers of the presbytery council in the suspended plan of presbytery and make sure that all necessary constitutional responsibilities are fulfilled. The Administrative Commission is to be chaired by the former Moderator. It may co-opt individuals on an ad hoc basis for particular tasks.
2) Committee on Ministry, which shall continue to function according to the suspended plan of presbytery, but will self-determine its own quorum and division of work.
3) Committee on Preparation for Ministry, which shall continue to function according to the suspended plan of presbytery
4) The Urban Mission Cabinet
5) The Personnel Committee
6) The Permanent Judicial Committee
7) The Committee on Representation
8) The Nominating Committee, which will make nominations only to the aforementioned committees.
The above referenced council, committees and cabinet shall self-determine their size and report their needs to the Nominating Committee. None shall be smaller than four members.
Rationale: The New Brunswick presbytery is failing in its mandated adherence to “the plan of presbytery”(revised version adopted in March of 2003, with subsequent revisions in 2006, 2007 & 2011). Examples of this include but are not limited to
§ 10.01 Standing committees failing to developannual statements of work objectives with
indications of priorities for each,
and despite the best efforts of various Nominating Committees:
- 10.03 The Committee on Ministry not functioning with twenty-six members
10.05 The Educational Ministries Committee not functioning with fifteen members
10.06 The Evangelism & Church Development Committee not functioning with fifteen
members
10.07 The Higher Education Committee not functioning with nine members
10.08 The Personnel Committee not functioning with six members
10.10 The PCUSA Interpretation Team not functioning with six members
§ The presbytery’s PJC not at its full compliment.
§ Presbytery Council not functioning with full membership, skewing its purpose of being a trulyrepresentational body within our system.
Most of our standing committees function with a small group of dedicated teaching/ruling elders who go above and beyond carrying out tasks meant to be achieved by many. This has led to a pattern of over-functioning, burnout and a subsequent decrease in the continued willingness to serve. Teaching elders have become reluctant to recommend ruling elders from within their congregations or specialized settings.
All of our congregations and specialized ministries, while possessing all the gifts necessary to be the church, are nonetheless not sufficient in themselves to be the church. While presbytery has many functions, its primary role is to facilitate our mutual interconnection as a sign of unity. If we are to have any chance of living into our presbytery’s defined purpose, which is to share with others both within and beyond the congregation the task of bearing witness to the Lordship of Jesus Christ in the world through our particular responsibility of nurturance, guidance and governance[1]– this transitional period must be used for the purpose of regaining and/or solidifying interconnection through a streamlined system with intentional interconnection at its center.
Hebrews 10:24-25ESV
And let us consider how to stir up one another to love and good works, not neglecting to meet together, as is the habit of some, but encouraging one another, and all the more as you see the Day drawing near.
Motion: The Leadership Transition Team moves a Task Force consisting of no less than 5individuals be chosen by the Leadership Transition Team. The Task Force is to be convened by the presbytery moderator, and supported by the Executive Director.
The Task Force is defined as a small group of people brought together to discuss, investigate or decide particular matters. The Task Force will have joint responsibility for the following:
(1) develop an overall plan for presbytery meetings, including worship
(2) to support COM and provide assistance inits potential restructure
(3) to support the Administrative Commission,
(4) to initiate conversations with our member churches to determine needs, if any
(5) to provide presbytery wide communication.
Responsibilities are also to include
(1) setting the docket for all presbytery meetings with input from CPM, COM, the Administrative Commission (Trustees), other standing committees or groups within the presbytery when necessary,
(2) leading the presbytery in a period of intentional discernment through study, the fostering of deeper relationship and the demonstration of healthy patterns of communication between congregations and specialized ministries.
The Task Force may co-opt individuals on an ad hoc basis for particular tasks or teams. The executive panel is to meet every 4-5 weeks. The executive council is to be dissolved at the completion of the presbytery’s transition period.
Rationale:
Our presbytery is united in the truth that the Church is the body of Christ, but it has systemically drifted from its identity as a connectional system.
The purpose of the Task Force is to provide a collective center within our body to provide support and oversight as the work of discernment is achieved.
Submitted by the Leadership Transition Team
Elder Doodie Meyers
Elder Jim Reeder
Rev. Wendi L. Werner (chair)
Rev. John White
New Brunswick Presbytery – November 11, 2014Page 1
[1] Book of Order G-3.0101