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Serve on the PNC

The Pastor Nominating Committee (PNC) is a small, representative group of 7-11 active church members responsible for prayerfully leading the congregation through the process of discerning, evaluating, and recommending a candidate for the Senior Pastoral and Head of Staff position. The committee includes two elders, one deacon, and four at-large covenant members elected by the congregation, with at-large members reflecting the diversity of the church community. Meeting regularly for prayer, discussion, and collaboration, the PNC gathers position requirements, prepares denominational documentation, and conducts a structured search process that includes posting the position, reviewing applications, interviewing candidates, and visiting potential pastors in their current ministry settings. Throughout the process the committee maintains strict confidentiality, communicates with church leadership and staff as needed, and seeks God’s guidance in identifying the most suitable candidate. Once a final candidate is discerned, the PNC presents its recommendation to the Session and then to the congregation for consideration and vote at a congregational meeting.

Nominate Yourself or Someone Else

Job Outline and Task List

  • Serve as one of seven members of the Pastor Nominating Committee.
  • Committee composition:
    • Two elders (appointed by the Interim Head of Staff)
    • One deacon (appointed by the Congregational Care Pastor)
    • Four at-large covenant members (nominated by CNC and elected by the congregation)
  • Ensure at-large members represent the diversity of the congregation (gender, age groups, racial/ethnic diversity, and persons with disabilities).
  • Confirm members are not currently serving on Session, the Board of Deacons, or the most recent pastoral search team.

 

  • Meet regularly (typically weekly, in person or via Zoom).
  • Begin each meeting with scripture, devotion, and prayer.
  • Build trust and spiritual unity within the committee.
  • Establish group expectations:
    • Confidentiality
    • Respectful discussion and equal participation
  • Assign team roles as needed (e.g., note-taker, technical coordinator).
  • Consult with Interim Head of Staff and church leadership to clarify job responsibilities and expectations for the position.
  • Work with the Mission Presbytery liaison to complete the Ministry Information Form (MIF)and any required denominational documentation.
  • Gather church statistics and supporting information from church staff.
  • Finalize and approve the position description and search materials.
  • Post the job opening on appropriate church and denominational platforms.
  • Invite nominations from the congregation (published in the church bulletin for a designated period).
  • Receive and organize all candidate submissions.
  • Maintain secure and confidential documentation (e.g., Dropbox or Google Docs).
  • Review all applications and resumes.
  • Develop an initial shortlist of candidates.
  • Conduct preliminary interviews (phone or Zoom).
  • Narrow the pool to final candidates.
  • Conduct second-round interviews and discern next steps.
  • Arrange travel to observe candidates preaching or serving in their current ministry setting.
  • Coordinate visits for final candidates to Covenant Presbyterian Church.
  • Work with the Senior Pastor’s Executive Assistant to arrange travel and lodging when needed.
  • Conduct in-person interviews and meet with appropriate church leadership.
  • Divide candidate contact responsibilities among committee members.
  • Provide candidates with the job description and timeline for the search process.
  • Maintain consistent and timely communication.
  • Encourage candidates to prayerfully discern their interest in the call.
  • Ensure communication primarily occurs through email and documented channels.
  • Prayerfully review interview outcomes, references, and observations.
  • Discuss and evaluate candidates as a committee.
  • Discern the candidate the committee believes God is calling to the position.
  • Present the selected candidate to the Session as a discussion item for approval.
  • Announce the congregational meeting through church communication channels.
    • Coordinate with the church communications team to prepare:
      • Candidate biography and photo
      • Announcement materials
      • Congregational meeting notice (minimum two weeks’ notice)
      • Financial information handouts 
  • Host the congregational meeting.
  • Introduce and present the candidate.
  • Facilitate the congregational vote to call the pastor.
  • Work together throughout the search process until a candidate is successfully recommended and presented to the congregation.
  • Document key milestones and maintain records of the process.