Search Committee

Call the Church to a Season of Fasting and Prayer (ONGOING)

We are inviting our church family into a season of intentional fasting and prayer. This is a time to seek God’s guidance and unity as we begin the process of finding a new Lead Pastor. We believe God leads when His people pray, and we’re asking everyone to participate as we prepare our hearts and seek His direction.

Form a Search Committee and Select Chair Person (COMPLETED)

The Church Board will select a Search Committee consisting of 7 people to represent the wide range of demographics that make up our church community.  The Committee will consist of 3 Board members, 3 congregational members, and 1 Church Staff member.

The following have been elected to the Search Committee based on their experience, spiritual maturity, and commitment to Cedarview.

• Chad Glendenning
• Dave Charters
• Jan Mokund
• Jason Ahlberg
• Paul Franks (Chair)
• Rebecca Clodd
• Shadi Ashamalla

Paul Franks has been elected as the chairperson to lead the Pastoral Search Committee. Paul will help guide the team through each stage of the process and serve as the main point of contact between the Committee and the Board.

Create Church Profile and Job Posting (COMPLETED)

A job posting has been created with input from the Search Committee, Church Staff, and the Board.  We’re also seeking input from trusted leaders within our fellowship to ensure the role is clearly and prayerfully defined. The job posting has been submitted to the PAOC Eastern Ontario District.  The job posting contains specific pastoral qualifications and characteristics outlined in our Constitution, and our fellowship's governing documents, with an emphasis on criteria that we think will serve our church community the best.  In addition, a church profile has been created with the EOD to provide potential candidates with a more detailed overview of our church, our congregation, our facilities, and our community, highlighting the values that we as a church hold in highest priority.

RESUME PROCESS

Receiving Resumes and Recommendations

The Search Committee will begin collecting resumes and recommendations from our District Superintendent, other church leaders, and our fellowship. This helps ensure a wide range of potential candidates are prayerfully considered.

Creating a List of Potential Candidates

Once we have a pool of applicants, the Committee will prayerfully narrow the list to 5–7 potential candidates. This is based on how closely each candidate aligns with our church’s profile, values, and needs. This becomes our Potential Candidates List.

Reference and Background Research

Our Committee will carefully research the candidates on the Potential Candidate List—reviewing their past ministry experience, strengths, areas for growth, and credential status. This will include listening to sermons, reading church profiles, and gathering helpful context from other trusted sources.

Creating a Short List of Candidates

From the Potential Candidate List, the Committee will narrow down to a shortlist of up to three candidates. These are the pastors we believe best align with who God is calling to our church. We’ll call this our Immediate Candidates List.

INITIAL INTERVIEWS

Preparing Interview Questions

To ensure consistency and depth in our conversations, the Committee is developing a thoughtful set of interview questions. These will help the Committee better understand each candidate’s theology, leadership style, and personal character.

Conducting Initial Phone Interviews

The Committee will conduct initial phone interviews to gauge interest and get a sense of each candidate’s heart and vision. Candidates may be asked to submit recent sermon recordings to give us insight into their preaching and communication.

Visiting Candidates in Their Ministry Context

Where possible, small teams from the Committee will visit candidates in their current ministry settings. These visits will give us a clearer picture of how the candidate leads and interacts with their current church community.

Sharing Reports Within the Committee

After visits and interviews, Committee members will come together to share insights and discuss next steps.

Conducting Follow-up Interviews

If needed, the Committee will arrange follow-up interviews to further clarify questions or explore any areas of concern.

Removing (or Adding) Candidates as Needed

As the process unfolds, some candidates may withdraw or be ruled out. If needed, the Committee may return to the Potential List to consider additional names.

FINAL INTERVIEWS

Conducting In-Person Interviews

Candidates still in consideration will be invited to in-person interviews with the full Committee. These conversations are conducted in a private, neutral location and often include the candidate’s spouse. Candidates will have the opportunity to ask the Committee questions as well.

Final Interview Decision

After interviews are completed, the Committee will eliminate any candidates who do not pass the interview. If multiple candidates remain, they will be ranked in order of preference.

Selecting the Final Candidate

The Committee will present one candidate, our Final Candidate, to the church body. If there were multiple candidates remaining after final interviews, this will be the first name from the order of preference. Only one candidate will be presented for consideration to the Church members at a time.

FINAL STEPS

Planning the Candidating Weekend

A weekend will be planned to introduce the Final Candidate to the Cedarview.  This will include preaching on a Sunday, as well as an informal fellowship time. A members’ meeting and vote will take place after the service. Members will receive notice at least 30 days in advance.

Commissioning Sunday

Following the successful vote of a new Lead Pastor, within a month of their official start date a special service will be held to officially commission our new Lead Pastor, and begin an exciting journey towards God’s plans for our church and community.