MINISTRY OPENINGS

The PAOC General Constitution requires that all
individuals seeking a senior pastoral position must
have at least a Recognition of Ministry credential with the PAOC.

The benefits of credentials for the local church & the credential holder
From time to time we are asked whether members of a pastoral church staff are required to have credentials. Well, our General and WOD Constitutions encourage all pastoral staff to be credentialed, but it must also be noted that ALL senior pastors MUST be credentialed with the PAOC in order to qualify for their position. The General Constitution explains about credentials and the method of obtaining them but doesn’t make it clear the full intent of the credential. Well, just as our Canadian currency has many security features to protect
consumers and governments against counterfeits, Credentials with the PAOC also provide many security features.

THE FOLLOWING HIGHLIGHTS THE PRIMARY REASONS WHY THE CONSTITUTIONS REQUEST ALL PASTORAL CHURCH LEADERSHIP BE CREDENTIALED:

1. Credentials set a consistent standard for leadership, both in conduct and doctrine.
2. If the standard is violated then a course of action, that is acceptable to Labour Laws, has been established.
3. Credentials set a “fellowship standard” of brotherhood and submits to its intent, to protect BOTH the church AND the credential holder.
4. It removes the pressure of resolving local church conflicts from the leadership, who can invite a neutral third party (WOD) to intervene.
5. It identifies, for the sake of the government, a recognized covering body in relationship to the clergy tax benefits. In other words, you can LEGALLY claim the clergy benefits, which can save you thousands at tax time…or audit time for that matter!

Credentials form the basis to ensure that the leadership of the churches maintain a doctrinal purity and an ethical level of conduct. If not credentialed the church pastoral leadership are merely employees and as such the Provincial and Canadian governments set the “ethical standards” that employers (churches) can require of their employees. If you are on a pastoral staff and do not have credentials, I would encourage you to consider doing so. It requires a minimum of 20 hours of leadership per week and some doctrinal understanding to qualify.

If you are interested in receiving more info. on how to apply for credentials with the PAOC please contact Lynn McPherson at 905.637.5566 x219.

If you are currently pastoring and considering one of these openings, please take a moment to read this information regarding leaving well

 

1FIRST, EXAMINE YOUR HEART
PROVERBS 4:23 SAYS “KEEP YOUR HEART WITH ALL DILIGENCE, FOR OUT OF IT SPRING THE ISSUES OF LIFE
Take time to process your decision prayerfully, with wisdom, patience and in consultation with your District leadership as we are here to help.
2ONCE YOUR DECISION IS MADE CONTACT YOUR DISTRICT OFFICE/REGIONAL DIRECTOR TO INFORM THEM OF YOUR DECISION TO CONCLUDE YOUR MINISTRY
After hearing from you, the District is prepared to come to your church to meet with you and to begin the pastoral replacement process.
3AFTER SPEAKING TO YOUR DISTRICT LEADERSHIP, COMMUNICATE YOUR DECISION ABOUT CONCLUDING YOUR MINISTRY AGREEMENT WITH BOARD AND LEADERSHIP
Graciously share your intentions with your Board, thanking them for the opportunity to serve and then follow-up in writing confirming the agreed upon ministry conclusion date. This will allow the Record of Employment to state the Ministry agreement had concluded and not that you resigned. If /when you publicly conclude your ministry appointment to the church body, do it with grace and with a positive spirit.
4THE MINISTRY CONCLUSION DATE SHOULD NOT BE LONGER THAN 4 TO 6 WEEKS AFTER YOUR RESIGNATION HAS BECOME PUBLIC
Only stay longer if the Regional Director gives his approval. A longer stay could cause difficulty for you and your church.
5THE PASTORAL REPLACEMENT PROCESS AND TRANSITION WILL THEN BECOME THE RESPONSIBILITY OF THE LOCAL CHURCH IN CONSULTATION WITH THE DISTRICT
The District may ask for your input but the church leadership along with the District will give direction to the process.
6BE POSITIVE WITH THE CHURCH DURING THIS CRITICAL TIME FOR YOU AND THE CHURCH
Dwell on the good experiences you had during your tenure of ministry and not on any possible areas of tension. Be careful not to cause any dissention or even appear to cause any disruption.
7AS A PASTOR, HELP TO PREPARE THE CHURCH FOR YOUR DEPARTURE
Ensure that all relevant unfinished business is complete. By putting together a binder for the incoming Pastor with information that would include policies, job description, daily schedule and routine directions is very helpful. As a matter of process vacate your office prior to your farewell. Also have your financial details cared for with the church treasurer prior to the farewell.
8PREACH TO HELP THE CONGREGATION WITH THEIR FUTURE
By continuing to be positive and thankful will help the congregation in the release. Therefore be instructional in preparing them in Biblical principles for your departure. This will prepare the congregation for the next chapter in their history. You are a servant of God, trust Him, preach the Word and avoid any personal issues.
9TAKE THE HIGH ROAD
Whenever a Pastor concludes his/her ministry, it is possible that some people may say things that are hurtful or raise questions as to the reasons for your resignation. Again, be careful to guard your heart, not expressing negative information or reacting to their questions.

Say as little as possible and continue to reinforce the fact that you concluded your ministry in agreement with the Church Board, to follow God’s will for your life and that you have only right motives in mind.

10WHEN YOU LEAVE A CHURCH ALLOW YOUR FAREWELL TO BE A CELEBRATION
Let the first and foremost principle be, “What is best for the Church” as determined by the Church Board and District leadership.

Graciously release ties with the church for a period of time to allow the church to find and bond with their new pastor. Disengage from the church even though you have friends within the Body. Let them know of the distance needed, spatially and time wise.

Be careful not to become involved in the affairs of the congregation whether by phone, e-mail or other forms of communication.

Remember you are no longer the Pastor. Guard your reputation.

Allow and trust the district to protect you and the church. This will keep you from violating the Minister Code of Ethics which is a chargeable offence under the PAOC constitution Bylaw#10.

Any visits to the church will be at the discretion and invitation of the new pastor. This may become a challenge if you continue to live in the community and your family wants to attend. Children usually do not pose a problem but you and your spouse will need to adhere to this recommendation. Do everything to honour/affirm the new leadership coming to the church, and in so doing, the new pastor will be able to be your protection in case there are people who to take up your cause either positively or negatively.

Senior Pastoral Openings

Open To Resumes

BOTHWELL:
Evangel Pentecostal Tabernacle
245 Peter St. Bothwell, ON
District Contact: Ron Baker
rbaker@wodistrict.org

HAMILTON:
Templo Nueva Vida
279 Grosvenor Ave N, Hamilton ON
District Contact: Scott Doggart
sdoggart@wodistrict.org

Closed to Resumes

CAMBRIDGE:
Calvary Pentecostal Assembly
www.calvarycambridge.com
District Contact: Scott Doggart
sdoggart@wodistrict.org

BARRIE:
Hi-Way Pentecostal Church
www.hiwaychurch.org
District Contact: Ron Baker
rbaker@wodistrict.org

The WOD recommends that all individuals
in pastoral positions have at least a
church related credential with the PAOC.

The benefits of credentials for the local church & the credential holder
From time to time we are asked whether members of a pastoral church staff are required to have credentials. Well, our General and WOD Constitutions encourage all pastoral staff to be credentialed, but it must also be noted that ALL senior pastors MUST be credentialed with the PAOC in order to qualify for their position. The General Constitution explains about credentials and the method of obtaining them but doesn’t make it clear the full intent of the credential. Well, just as our Canadian currency has many security features to protect
consumers and governments against counterfeits, Credentials with the PAOC also provide many security features.

THE FOLLOWING HIGHLIGHTS THE PRIMARY REASONS WHY THE CONSTITUTIONS REQUEST ALL PASTORAL CHURCH LEADERSHIP BE CREDENTIALED:

1. Credentials set a consistent standard for leadership, both in conduct and doctrine.
2. If the standard is violated then a course of action, that is acceptable to Labour Laws, has been established.
3. Credentials set a “fellowship standard” of brotherhood and submits to its intent, to protect BOTH the church AND the credential holder.
4. It removes the pressure of resolving local church conflicts from the leadership, who can invite a neutral third party (WOD) to intervene.
5. It identifies, for the sake of the government, a recognized covering body in relationship to the clergy tax benefits. In other words, you can LEGALLY claim the clergy benefits, which can save you thousands at tax time…or audit time for that matter!

Credentials form the basis to ensure that the leadership of the churches maintain a doctrinal purity and an ethical level of conduct. If not credentialed the church pastoral leadership are merely employees and as such the Provincial and Canadian governments set the “ethical standards” that employers (churches) can require of their employees. If you are on a pastoral staff and do not have credentials, I would encourage you to consider doing so. It requires a minimum of 20 hours of leadership per week and some doctrinal understanding to qualify.

If you are interested in receiving more info. on how to apply for credentials with the PAOC please contact Lynn McPherson at 905.637.5566 x219.

Support Staff Openings

CE-YOUTH ASSISTANT PASTOR
St. Thomas Pentecostal Assembly – St. Thomas
Please submit all contact to Janis Demoor
POSTED: 10/04/2014
Job Description

Assistant/Discipleship Pastor – Job Description

Spiritual and Character Qualities

• Must be a born-again, Spirit-filled believer, leading a consistent Christian life
• Must be an example to the believers in attitude and conduct
• Must be able work with children, youth, parents, and other workers
• Must be able to handle the public well
• Must either be a credential holder of the Pentecostal Assemblies of Canada or be in the process of obtaining credentials
• Must be consistently giving attention to self-improvement in personal prayer, Bible knowledge, general reading and fulfilling the Biblical qualifications of a pastor as described in 1 Timothy 3:1-7 and Titus 1:6-9
• Must maintain a positive perspective and enthusiasm for Christian teaching
• Must be flexible and creative in planning and programming
• Must understand the pastoral nature of leadership and be able to develop a team atmosphere on the CERT
• Must communicate well through speaking, listening, and writing and must possess strong organization skills
• Must manifest a Biblical leadership in the home as evidenced by the spiritual well-being of all family members along with their commitment to ministry
• Must have taken opportunities presented in the past to develop ministry experience whether full time, part time or between school years
• Must have completed the approval process as outlined in STPA’s Plan to Protect policy (see master copy of policy on church files)

The Workings
Personal Issues

• Responsible and answerable to the Senior Pastor in consultation with the Deacon Board
• Partners with the CERT in education and resource planning, budget review and helps with the Plan to Protect manual and the policies of STPA
• There are a number of prayer opportunities that will be afforded to the assistant on a weekly basis; the assistant must avail himself/herself of these opportunities
• Appearance must be neat and tidy and that which would best suit the particular avenue of ministry being accomplished
• All matters discussed between the pastoral staff are to be kept in confidence as should all spiritual care and personal matters
• Needs to be a self-starter; in addition to assigned tasks, the assistant needs to be able to start and run additional ministry opportunities
• Home life and personal life are extremely important. Should attention be needed in these areas, please consult with the Senior Pastor for advice, needed time off, or direction

Duties

• Embraces, implements, and disseminates the vision of STPA within all areas of responsibility

o Leads ministry initiatives that fulfil the vision of STPA
o Mentors ministry leaders in the integration of the vision of STPA into ministries

• All duties laid out by the Senior Pastor in consultation with the Deacon Board
• Regular platform duties as assigned
• Additional ministry opportunities assigned as needed
• Attendance of all meetings as required by the Senior Pastor
• Visitation ministry as required
• Serves as a member of the Elder Board
• Functions as the chairperson of the STPA Christian Education Round Table (CERT) committee

o Is part of the leadership team that is dedicated to and supportive of the members and adherents of STPA in their volunteer roles

• Assures monthly interactions with the Deacon Board or their representative in the form of written reports on the progress of CE programs
• Coordinates planning with clearly defined goals and objectives for CE programs
• Facilitates accountability and motivation of CE ministry coordinators
• Coordinates staffing, promotion, and implementation of all of the CE programs including, Sunday School, Power Hour, VBS, and midweek youth programs
• Oversees, in cooperation with the CERT, the selection of curriculum that fulfills the STPA CE mandate
• Oversees the administrative details related to all CE programs, including management of the CERT budget, establishing of agendas, maintaining of minutes & job descriptions, and informing of participants
• Supervises and directs the following general duties and ministries:

o Spiritual and social care for all CE children and youth
o Direction to the youth group programs that will benefit and enhance the youths’ relationships with Christ, the Church, each other and the unsaved
o Establish and promote evangelistic outreaches
o Develop areas of ministry for youth within the church assembly (drama, usher, parking attendants, Christian Education, music, etc.)
o Develop areas of ministry for youth evangelism; training and releasing youth to evangelise the lost with special attention given to the youth

• Reviews and approves all potential staff in conjunction with the Deacon Board – including the Child Protection policy materials
• Establishes goals for the current year and future years
• Evaluates program effectiveness on an on-going basis
• Works in co-operation with the servery co-ordinator for all youth activities requiring use of the servery
• Promotes and seeks opportunities for beneficial partnerships with the local Youth for Christ ministries, Western Ontario and PAOC events

Conclusion

• Due to the importance of this position it is imperative that the assistant pastor remain loyal to the Senior Pastor and Deacon Board

o A breach of confidence or failure to comply with this ministry description would result in Biblical discipline and possible dismissal

• The CE Mandate:

o To guide and evangelize children from birth to the 12th grade into a growing relationship with Jesus Christ
o To develop Biblical relationships, a loving, caring atmosphere, and Biblical teachings
o To teach by instruction and modeling a lifestyle of worship, learning and ministry

• A quarterly evaluation of this ministry can be done by the Senior Pastor

o At the quarterly meeting the assistant pastor submits a report and a written evaluation form is completed and given to the assistant pastor

ASSISTANT/DISCIPLESHIP PASTOR
All People’s Church – Brampton
Please submit all contact to Theresa Coderre or Emily James
POSTED: 18/03/2014
Job Description

Assistant/Discipleship Pastor – Job Description

Main Responsibilities:
Develop and coordinate a weekly discipleship program called “LEAD”:

  • Create and/or source material/s
  • Teach and preach classes
  • Establish a quarterly calendar
  • Maintain participant information in data base

Establish and oversee a functioning and effective small/life groups ministry:

  • Responsible for developing leaders
  • Manage content that is being taught
  • Review development of participants and leaders
  • Monitor progress and growth

Leadership coaching:

  • Coach emerging leaders, create a critical path for personal, spiritual and professional development

Pastoral care and counseling:

  • Provide basic level counseling to members of the congregation, including pre-marital and marriage counseling
  • Home and hospital visitation as required
  • After service prayer ministry to the congregation as required

Ministry oversight:

  • Oversee help ministries
  • Oversee the Balanced Score Card
  • Provide support and direction for Department Heads
  • Oversee recruitment process for volunteers

Communication:

  • Ability to teach/preach and take an active role with weekly pulpit schedule
  • Responsible to lead/facilitate the mid-week service
  • Ability to research create and publish Biblical content for brochures – society hot buttons

Operations:

  • Oversee the daily operations, events and activities of the church

Attributes:

  • Evident leadership skills, including excellent people and communication skills
  • Ability to fulfill responsibilities with little to no supervision, self-starter and highly motivated
  • Ability to make sound and wise decisions
  • Integrity, strength of convictions and the highest adherence to Biblical principals
  • Strong IT skills an asset
  • High standards including punctuality, organization and ability to meet deadlines

Please contact Mark Colwell if you are looking for a youth pastor opening or contact Cindy Rose if you are looking for a children’s pastor opening.

NOTE: SUPPORT STAFF POSTINGS REMAIN ACTIVE FOR 30 DAYS UNLESS AN EXTENTION IS REQUESTED VIA EMAIL.

General Ministry Staff Openings

There are currently no general ministry openings

NOTE: SUPPORT STAFF POSTINGS REMAIN ACTIVE FOR 30 DAYS UNLESS AN EXTENTION IS REQUESTED VIA EMAIL.

POST AN OPENING

To post a ministry opening please email your contact information and a clear description of the opening to our web administrator.  Postings remain active for 30 days but if you wish to extend your posting beyond 30 days, YOU MUST EMAIL YOUR REQUEST TO THE WEB ADMINISTRATOR PRIOR TO EXPIRATION.

WEB ADMINISTRATOR contact email: connect@wodistrict.org

SEARCH CRITERIA

During a church transition the WOD assists the Search Committee in developing a Church Profile (what are their church’s needs and what are their expectations of an incoming pastor) using 22 categories. All members of the Search Committee participate by ranking these categories, and after much discussion they prioritize the top several categories and form a church profile to assist in choosing their next pastor. The following is that list of criteria.

PASTORAL SEARCH COMMITTEE CATEGORIES:

(IN NO PARTICULAR ORDER)
Praise & Worship | Contemporary Outlook | Pastoral Care (Visitation) | Community Involvement | Pulpit Style & Preaching | Academic Achievement | Communication Skills | Vision | Practical and Doctrinal Issues | Spouse / Family Involvement | Musical Ability | Technical Ability | Fellowship | Outreach | Pentecostal | People Skills | Equipping Skills | Counseling Skills | Pastor/Board Relations | World Missions | Prayer Groups