The Board of Trustees has created this page to provide congregants with the latest information about the Senior Minister transition.

Table of Contents:

I. A Brief Overview of the Senior Minister Transition

We want to share our Board process, progress and next steps for Senior Minister transition. This is based on Rev. Bill Sinkford’s agreement to postpone his retirement to the end of church year 2021-2022 (was end of church year 2020-2021). Rev. Bill agreed to the postponement to see the church through the COVID-19 pandemic.

History

• Beginning in church year 2018-2019 when Rev. Sinkford announced 3 more years, the Board worked with UUA and PNW Regional staff, as well as hired a consultant in large church transitions – Susan Beaumont.
• We had a one-day work session with Susan in September 2019 where we developed a transition plan and timeline.

Unanimous agreement on “Single Transition Model” for First Church

• Means the search process will begin now and run parallel, yet separate, during Rev. Bill’s remaining time with us. 

Why this model:

• We have a highly regarded minister, who can allow us to engage in futuring without interference, and who is self aware.
• Anxiety level in congregation is normal going into transition
• ET and Board are functioning decision making bodies, in healthy relationship with one another and the congregation.
• Congregation has a developed sense of mission identity and strategy independent of departing minister’s identity.
• There is normal tension and equilibrium among voices in the congregation.

This means that we will:

• Form a Ministerial Search Committee (MSC) by March 2020. This was done and the committee agreed to continue serving when the decision was made to ask Rev. Bill to delay his retirement. The committee is now in the active search process.
• The MSC restarted its work this spring and will have a search packet ready for posting with UUA late fall, 2021.
• Active search during 2022 with new Senior Minister to start summer/fall 2022, after Rev. Sinkford retires.

=>Click Here to Read Testimonies From Prior Search Committee Members

II. Key Dates

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III. Ways to Participate

• Read posted materials and send us your questions and comments. How to contact the Board.
• Engage with the Ministerial Search Committee beginning this spring. The MSC will be conducting a congregational survey and conversations with the congregation to build a congregation record and profile. 

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IV. Senior Minister Transition – Frequently Asked Questions

FAQ1 on Single Transition: I thought standard practice at Unitarian Universalist churches is to have a transitional year and transition minister between Senior Ministers. Why is First Unitarian not planning for a transition minister?

Response: The Board is undertaking a search for a new Senior Minister before Rev. Sinkford has finished his ministry. This timing will facilitate a “single transition” where a new Senior Minister can be in called and begin serving our congregation shortly after Rev. Sinkford retires as our Senior Minister.

It is common for churches, including Unitarian Universalist churches, to enter a distinct transition period between the departure of a senior minister and the arrival of the new senior minister.  Under this “double transition” model, the new Senior Minister does not begin their service until 1-2 years after the prior Senior Minister has departed (Figure 1).

Figure 1.  Sr. Minister “Double Transition” Model^[1]

During the transition period, the church may be led by a minister that specializes in interim ministry or the church may hire one or more ministers on a contract basis.   Double transition is often recommended for congregations because the interim period can provide a church with needed time for its search and, in some cases, the Interim Minister can help the congregation do the necessary work of taking a fresh look at what it wants from a Senior Minister and becoming fully prepared to welcome the new Senior Minister.  The Interim Minister, if qualified, can also help the congregation and staff work though financial, administrative, or congregational dynamic issues that should be addressed before a new Senior Minister comes on board. 

Although the double transition model is a traditional path, it is not the only path for churches, especially large ones.   Large churches may have active congregations that expect no break in the activities that make them committed to their church, and a large church often has a well-defined mission and set of programs that can continue to be provided even if there is a Senior Minister transition.  Large churches may have continuing staff that can ably support the church during a transition. For these churches, a single transition is a viable model (Figure 2).

Figure 2.  Sr. Minister “Single Transition” Model

First Unitarian’s Board has studied both models carefully.  The Board worked with the UUA’s experts on large church transitions and with Reverend Susan Beaumont, a nationally recognized expert on large-church transitions.  The Board found particularly resonant the set of characteristics of a Church for which a single transition model works well (Table 1).

Table 1. Church Characteristics for Which a Single Transition Model is Viable

First Unitarian’s Board found this list, prepared by Susan Beaumont, to be highly congruent with the characteristics of our church.  We believe a single transition will better support the momentum the church has developed in its mission of building spiritual growth in its congregation, engaging matters of social justice, and building a beloved community.  Also, First Unitarian is fortunate to have a strong staff and Tom Disrud, as our Associate Minister, that can assist with ensuring a successful transition.  The Board believes, overall, the congregation is very strong and committed to the church and will provide the strength and openness required in a single transition.  The Board’s support for a single transition was unanimous when we chose this model earlier this fall. 

A single transition led to the forming of a Ministerial Search Committee and that committee’s work will continue through early 2022.  Although Rev. Sinkford will be serving as our Senior Minister during this period, the Church’s search process will be conducted independently.  Rev. Bill played no role in the selection of the MSC and will play no role in its activities. 

Lastly, although a single transition model is designed to bring us a Senior Minister by the Fall of 2022, there is no guarantee that the church will succeed in calling a minister by that target date.  The search process is a journey of significant undertaking that is occurring in a time with many uncertainties. The Board will work to prepare for this and other “unexpecteds” over the next year.

[1] All figures and tables in this FAQ are adapted from Susan Beaumont & Associates, LLC, “Passing the Mantle: The Interim Time Period in the Large Congregation”, 2014.  www.susanbeaumont.com.  This resource has more information on the double and single transition models and is available at this link.

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FAQ2: What do our Bylaws say about calling Senior Ministers? / Why does the Board form a Ministerial Search Committee to identify ministerial candidates?  / Who actually hires the new minister?

Response: The Bylaws require that a Ministerial Search Committee be formed by the Board of Trustees in consultation with the Nominating Committee.  Although the Board is responsible for selecting the Ministerial Search Committee, it is the job of the MSC to search for and identify all ministerial candidates (including candidates to be the Senior Minister) and present the candidate to the congregation. A two-thirds vote of the voting church members is required to call a minister (Bylaws, Article VIII.1). Voting members are members who have signed the membership book and are pledging generously within their means. Although the congregation and not the Board calls a minister, the Board has various responsibilities associated with the church’s ministry and Senior Minister including (1) an annual review of the church’s ministry and (2) assuring that the church’s management team has appropriate technical competency.

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FAQ3: Please tell me more about the Ministerial Search Committee.

Response: As noted in the prior FAQ, our bylaws state that the Board of Trustees, in consultation with the Nominating Committee, select a Ministerial Search Committee to conduct the search process.  The Board appointed a nine-member Ministerial Search Committee. Presently, the committee has eight members. The search process generally takes about a year, which was delayed by the COVID-19 pandemic. If the search is successful, the Ministerial Search Committee will bring the candidate it selected to the congregation for approval in Spring 2022.

The MSC was appointed in March, 2020. They delayed much of their work for a year and are now working on several fronts including:

• Data collection with the congregation of congregational characteristics (who we are and who we aspire to be) used to prepare a “congregational profile”.
• Creating the packet of material for posting on the UUA’s ministerial placement exchange by the fall of 2021. 
• Reviewing of potential candidates including the observation of minister preaching during early 2022.  If the search committee finds a candidate worthy of presentation to the congregation, the candidate will be presented to the congregation and the congregation will be able to call the candidate by a vote during spring of 2022.

Members of the prior MSC (that led to the calling of Rev. Bill Sinkford) say that participation on the committee was highly fulfilling and see it as one of the greatest contributions they have made while being a member of First Unitarian. Participation on the current MSC is a special and important gift of service and time made by selected church members. Estimates are that each MSC member can expect to spend approximately 400 hours on the ministerial search process during the course of the 12-14 month period.

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FAQ4: What are the criteria to be on the Ministerial Search Committee?

Response: The following criteria were developed and approved by the church’s Board of Trustees on November 20, 2019). These criteria are attached to the Ministerial Search Committee application form and should be read by all prospective applicants.

–General Criteria:
Ministerial Search Committee members should, collectively, be respected within the congregation and known for thinking and acting on behalf of the entire church’s best interests rather than advocating for special interests.  The congregation should be able to look at the members of the MSC and feel appropriately represented.

–The Ministerial Search Committee:

• Should be comprised of 7-9 voting members
• Will exclude current Board members, Nominating Committee members, and staff.

–Desired Competencies of All Search Committee Members:

• Mission Ownership: Demonstrates understanding of the mission, vision, and principles of First Unitarian and Unitarian Universalism; consistently behaves in a manner congruent with the mission, vision, values and principles.
• Spiritual Maturity: Shows strong personal depth and spiritual grounding (interpreted broadly); demonstrates integrity by walking the talk, and by responding with constancy of purpose; nurtures a rich spiritual life; seeks the wisdom and guidance of appropriate guides; articulates a clear and consistent belief system; invites these characteristics in others.
• Commitment to Dismantling Bias and Oppression.  Demonstrates understanding of the ways that White supremacy culture and other intersecting forms of oppressive behaviors (e.g. racism, patriarchy, heterosexism, ableism, classism) work in our cultures and communities, including within First Unitarian, has expressed commitment to dismantling and is committed to maintaining awareness and authentic effort to limit the effects of bias and oppression in the course of the committee’s work.
• Integrity and Trust: Is seen as trustworthy by others; practices direct, honest and transparent communication; keeps confidences; admits mistakes; doesn’t operate with hidden agendas; responds to situations with constancy and reliability.
• Team Orientation: demonstrates interest, skill and success in team environments; promotes group goals ahead of personal agendas; steps up to offer self as a resource to other members of the team; understands and supports the importance of teamwork; is willing to tolerate discomfort and to work within and toward resolution of conflict; is willing to work toward consensus and speak with “one voice” once the team completes deliberations;  shares credit for success with others, takes responsibility for their part in team failures; is a good listener.
• Personal Resilience: Can effectively cope with change and uncertainty; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; can comfortably handle risk and uncertainty; is flexible, all within the team and in face of any congregant criticisms.
• Discernment: Perceptive; demonstrates good judgment; acts confidently within own physical, emotional, and intellectual capabilities; is sensible; contemplates before acting or making decisions; is able to take the long and the short view.
• Ability to Commit the Time: Well informed about the demands and time requirements of Ministerial Search Committee participation; willing and able to commit the time and energy needed (over 250 hours in the coming year).

–Additional Search Committee Competencies
These criteria are essential to one or more members of a successful Ministerial Search Committee but need not be present in each committee member:

• Written communication skills
• Interviewing skills
• Group facilitation skills
• Conflict resolution skills, including skills for bringing participants back into covenant with one another
• Knowledge of policy-based governance
• Knowledge of institutional processes at First Unitarian or other large churches.  How congregational communication, decision-making and leadership works; how to get things done through formal and informal decision-making channels
• Knowledge of Unitarian Universalism and the role of the Unitarian Universalist Association (UUA)
• Diversity of tenure: to enhance the diversity of perspectives offered and vision for the church, both long-time members and those without long association with First Unitarian are desired
• Sense of humor

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FAQ5: One of the Board’s criteria for participation on the Ministerial Search Committee is a commitment to dismantling bias and oppression.  What was the Board’s intent by including this criterion? Will the Board require MSC members to endorse a particular social theory regarding racism or oppression?

Response:  The UUA, our ministers, staff, and the Board all recognize the legacy of racism and other intersecting forms of oppression (e.g. heterosexism, ableism, patriarchy) in the U.S. and that neither Unitarian Universalism nor First Unitarian is immune or separate from this legacy and the resulting inequities that continue to this day. Many people use the language of “White supremacy culture” to describe the unique ways that these intersecting forms of oppression have functioned historically and currently in the U.S. The Board will not require MSC members to ascribe to any specific social theory on this matter. However, as stated in the adopted Ministerial Search Committee Criteria, the Board does require that MSC members demonstrate an understanding of the ways that racism and other intersecting forms of oppression function in our culture and communities, and that members commit to work together to maintain awareness of and make authentic efforts to limit the effects of bias and oppression in the course of the MSC’s work. 

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FAQ6: Seeking a Ministerial Search Committee of Many Abilities / How can a differently abled person apply to be on the MSC if the online and paper forms are not accessible or appropriate?

Response: We welcome applicants representing the full diversity of our congregational membership. If you would like to apply, but have difficulty completing a written application on your own, please let the Board know. You can reach us via the Board email board@firstunitarianportland.org We will be happy to provide assistance, as needed

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FAQ7: Will Rev. Sinkford recommend a replacement or have a hand in reviewing replacement candidates?

Response: No. Although Rev. Sinkford will be serving as our Senior Minister during the church’s transition period, the search process will be conducted independently by the MSC.  Rev. Sinkford played no role in the selection of the MSC and, once formed, in its activities.

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FAQ8: How does the Ministerial Search Committee know what kind of Senior Minister I want?  / How do I know that the MSC is getting the best minister to meet the needs of First Unitarian?

Response: The Board’s Ministerial Search Committee criteria sought to ensure that members have key skills and will put the needs of the church as a priority over their individual views.  An important function of the MSC is a data collection process (known as a “Congregation Record”) wherein the views of individual members and the overall direction of the congregation are discerned. The data collected for the Congregation Record will inform the work of the MSC and their written and oral communications during the search process. 

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FAQ9: Will the candidates for Senior Minister come to First Unitarian to preach or otherwise meet the congregation?   

Response: Part of the Ministerial Search Committee’s responsibility is to research and observe ministerial candidates.  The congregation entrusts the MSC to narrow down multiple candidates to a single one to bring to First Unitarian for “Candidating Week” and a congregational vote to call the candidate into ministry at First Unitarian.  The MSC reviews multiple candidates before Candidating Week at locations other than First Unitarian. This part of the recruitment process will occur during early 2022.  

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FAQ10:  Planning for the unexpected / What if the congregation declines to call the Senior Minister candidate put forth by the Ministerial Search Committee?

Response. For a Senior Minister to be called by  a congregation, the level of approval needs to be high. Our bylaws require a two-thirds vote of the voting members present at a membership meeting to call a Senior Minister. The UUA recommends more than 90% should support the call for the candidate to accept. Situations where the congregation is unhappy with a candidate brought forward by the Ministerial Search Committee are rare.  A more likely outcome is that the MSC does not find a candidate it can recommend on the desired timeline. If that is the case, the transition process will take longer.  The Ministerial Search Committee will inform the Board if a longer transition period is required and the Board will take steps to manage a longer transition period and inform the congregation. 

FAQ11:  February 5, 2020 Board-sponsored forum on the Senior Minister Transition: The following are responses to questions asked at this forum.

Question:  How will the Ministerial Search Committee Chair be chosen?

The MSC will choose a leader from among themselves.

Question:  How much control will the Board have over the MSC?

The Board will issue a charge to the MSC.  The committee will pursue their work independently of the Board.

 Question:  Will there be any emphasis on diversity and inclusion in the selection of the MSC and in the MSC’s work to find a new Senior Minister

Yes.  The Board is committed to selecting a MSC that is diverse and inclusive.  

Question:  How did the Board conclude that the voices in the congregation are in equilibrium? (Reference is to the statement in the Board presentation about why a single-transition model was chosen.)

The single transition model is most successfully used when a congregation is “in equilibrium,” as opposed to divided in factions with considerable disagreement in the congregation.  “In equilibrium” means that there is a great deal of common ground, a strong sense of church identity, a high degree of satisfaction with the church, and the existence of processes and channels allowing disagreements to be aired. If the church is not in equilibrium, an Interim Minister is generally recommended so that they can “clean up” the conflict before the new minister arrives.

Every Board member felt that the church was in equilibrium.  Our annual assessment of the ministry of the church and the accompanying congregational survey have for years shown a high degree of satisfaction with the church in all areas of our mission elements (deepening spiritually, existing in a covenanted community with each other, and working for social justice).  Our church history described a 150-year-long history of success in these three areas and our church identity reflects this. The Board’s Communication Committee meets with various groups in the church to provide information about the Board and church and to hear congregant feedback. Congregants are free to contact the Board and ministers with their concerns.  Obviously, we have disagreements but congregants are respectful about airing these in the channels provided.

Question:  How will the time required for the MSC work (approximately 8 hours/week) be distributed between days/evenings/weekends?

The committee members will work together to set schedules that enable full participation.

Question:  Why don’t all Senior Minister finalists come to the church to meet the congregation? Why doesn’t the congregation choose among all the finalists, rather than only voting for one person chosen by the MSC?

It is long-standing UUA process for only one minister to be brought before a congregation to be called. Choosing among several candidates, none of whom may get a two-thirds vote of the voting members, could make it difficult to call a new minister.  Additionally, providing multiple candidates tends to create schisms and dissatisfaction in congregations. Also, applicants for our Senior Minister position will very likely already be serving another church.  Confidentiality ensures the broadest pool of applicants.   

Question:  Will potential MSC members be interviewed?

No.

Question:  Will there be staff support for the MSC’s work?

To a limited extent.

Question:  Will Rev. Sinkford’s wisdom be included in the process?

The MSC will meet with all our ministers and professional staff.  Rev. Sinkford will not have any direct role in the MSC’s work.

Question:  What opportunities will the congregation have for input into the selection process?

The MSC will provide various opportunities for congregational input during the spring of this year as they create our congregational profile for potential candidates.  These may include congregational meetings, meetings with church groups, surveys and questionnaires.