Staff Parish

The Staff-Parish Relations Committee is the administrative unit in a local church where staff and congregational interests are integrated to focus on the mission of the church.

The “Pastor-Parish Relations Committee (PPRC)” is truly a Staff-Parish Relations Committee (SPRC) because the committee relates to all staff, both bishop-appointed staff and employed staff….The SPRC has some of the same functions of a personnel office or Human Resources department in other organizations.

The SPRC has primary responsibility to work with staff so that the mission of the church is realized. The SPRC should have a clear understanding of your local church’s mission and vision, built upon the mission of the wider Church. Clear understanding of your church and prayerful listening to God’s direction will guide both the development of job descriptions and the assessment of staff.

The SPRC works with individuals and groups, including:

  1. the lead pastor
  2. all ordained leaders-both elders and deacons-appointed by the bishop
  3. the lay staff, full time and part time
  4. the congregation (individually and corporately)
  5. candidates for licensed and ordained ministry
  6. the community outside the walls of your building
  7. the district superintendent
  8. the United Methodist conference and general church staff.

Remember that The United Methodist Church has an appointive system rather than a call system for clergy leadership. The SPRC consults with the district superintendent about congregational needs. The SPRC members must spend time in prayer and Bible study in order to interpret the movement of God’s Spirit in this consultation process among the district superintendent, staff, and congregation.

Specific tasks for the SPRC include:

  1. explaining the nature and function of ministry to the staff and the congregation
  2. conferring with the congregation and the staff/pastor about ministry direction
  3. assessing the ministry of the congregation and the staff/pastor at least annually
  4. conferring and consulting with the district superintendent
  5. supporting lifelong learning for all staff (continuing education)
  6. identifying and supporting individuals from the congregation whom God seems to be calling for ordained ministry
  7. making recommendations regarding compensation, travel, benefits and housing to the church council
  8. recommending needed staff positions and developing written job descriptions and titles for associate pastors and staff