Pastoral & Transition Process

Since we hired a traditional interim, it is recommended by the Center for Congregational Health and the Center for Healthy Churches that we use a Transition Facilitator, who is trained in the intentional interim process. The Interim Pastor Search Committee has been tasked with recommending a consultant to lead us through this intentional interim process.

Proposed Transition Facilitator Search Process

  1. Acquire Facilitator Resumes and Proposals (completed)
    • Center for Congregational Health provided seven resumes and a proposal
    • Center for Healthy Churches provided two resumes, a proposal, description of services and references
  2. Review/Rate/Rank  (completed)
    • Proposals
    • Resumes
  3. Interview preferred candidates  (completed)
  4. Communicate info via Website, Bulletin, Connect and Pulpit  (completed)
  5. Present Process to Congregation at February Business Meeting  (completed)
  6. Invite Representative or Facilitator to speak to the Congregation  (completed)
  7. Present Recommendation to Deacons  (completed)
    • Stewardship Committee to review Facilitator proposal and requested compensation
  8. Present Recommendation to Congregation on March 15
    • Deacon Motion to hire Facilitator
  9. Form Transition Team 
  10. Consultant begins

Completed Transition Phases

Celebrate 32 Years of Ministry: On January 1, 2017 we celebrated the 32 years that Dr. Dean Majette and his wife Tate served at OHBC. We spent the evening recognizing their contributions, saying words of appreciation, and saying farewell as they start a new chapter.

Call an Interim Pastor: In January 2017, the Interim Pastor Search Committee recommended calling Reverend Doug Frazier as the Interim Pastor. He was called and began his interim ministry with us on February 1.

Information Meeting with Transition Facilitator: On March 8, 2017 Dr. Randy Ashcraft spoke with the congregation on the Center for Healthy Churches approach to the transition time. His powerpoint presentation will be available to download shortly, but a video of the presentation is provided below.


Have Questions for the Search Team?

The search team is available to answer any questions you have throughout our search process. As much as possible, we will use this space to provide answers to the questions submitted so that all may beneift from the response. Please use the button below to submit a question to the chairperson of the team.


Questions Recently Asked & Answered

This section includes questions asked of the committee via email, as well as questions asked during the transition facilitator information session.

How do you engage a congregation and get buy in?
This process only works if the congregation really leans into it. They need to say that this will be a positive movement in our church. The 3 main conversations that he spoke about are opportunities for the entire congregation to participate. People should be ambassadors for entering into this period of spiritual discernment, whereby we can enter into this process together. Every person has a chance to vocalize thoughts and everything is shared with the congregation. Everything is captured in this process. He promises to pay attention to you, hear your voice, and this process will hear your voice and pay attention to you.

If you start by saying this process is about God's will, nothing more and nothing less. Then you can put your cards on the table, share ideas and opinions, but acknowledge that this period is about finding God's will for our congregation. While those thoughts and opinions are shared, we're going to still submit ourselves to this process and God's leadership in this process.

It works best if we all want to engage in building community. This process will give you a chance to get to know one another and trust each other. Really listen to one another. You have strengths you don't even know you have.

We're coming from different perspectives on changing or not changing, how do you work through differing opinions on where to go?
This process is set up to draw out and negotiate those differing understandings of church and what needs to happen. If you start out with a level playing field, God's will...then you can build from there. It would be abnormal if you didn't have differing opinions. These congregational conversations are designed to capture everyones thoughts, and help align the congregations direction. Pray a lot. Many different topics will arise, and we will essentially filter them out and get things highly aligned.

Would you advise intentionally starting small groups to start conversations?
The work that they do really starts with the large group conversations. The work that is done throughout the process is done in smaller groups. But if you are talking about missional small groups, that is something that could go on the list of ideas.

Talk about the key differentiators between this process and the 12 Keys process?
Callahan outlines 12 keys and those are followed. In this process, the congregation really outlines the process and the model is more organic. The congregation focuses on three simple premises, past, present, and future. The process can become more problem solving focused, where as this is more strengths focused.

How is the transition team put together? Does your organization have a process?
There are guidelines for choosing the individuals for this team, but the process is not predetermined by the Center. Your congregation determines the transition team how ever they see fit. Ron Mathis said that the deacons have been discussing how to form the transition team and that process will be recommended at the March business meeting, along with the recommendation to hire Dr. Randy Ashcraft as the transition facilitator.

How frequent do the congregational conversations occur?
We recommend 2 days a month with the transition facilitator. One day is focused on one of the 3 focus areas (past, present, and future). Sometimes it means the facilitator meets with the staff or preps meetings with the transition team, or spends time digesting information gathered during the congregational conversations with the transition team. Those 3 focus meetings are usually spaced across 3 months. Then the next 2 months are spent preparing the congregational and pastoral profile. Then the pastoral search process begins and that usually takes about 10 months for a congregation of like ours.

How do small group chats work?
For most congregations that are healthy, the focused small groups are not needed. There are small group breakouts that occur during the larger group sessions, but typically unless there is conflict, conversations can occur in larger groups. These large sessions last 90 minutes.

Question about costs and services?
Phase One would be for up to 5 months, with an evaluation and option of continuing the relationship further. The fee for Phase One is $2500.00 per month. Due to a supplement provided by the Baptist General Association of Virginia our portion is reduced 25% and is $1875.00 per month.

Phase Two would be focused upon providing coaching for the active search process for a new pastor. The fee for Phase Two with supplement from BGAV is $1125.00 per month.

Duration of the consultancy? Is it open ended until it comes to a conclusion?
We are looking at contracting Phase 1 for 5 months and approximately 10 months for the pastor search process. The church can at any point say we don't need the consultant any longer and go separate ways, but we can also lean on him longer if we see the need.