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The Board Selection Process

In a sense, the selection process is where the work begins. Who in the church should be chosen to provide leadership? Who possesses the essential qualifications for leadership as set forth in Scripture? By what mechanisms of selection might these individuals be chosen? Several matters must be considered.

Selection Procedure

It is impossible here to discuss all of the varieties in board selection processes found in churches. A brief summary will be helpful: (1) The board of deacons/trustees is elected for a specific term by the membership. The term of office is typically 3 years. (2) The board of deacons/trustees is elected by the membership but the term of office is indefinite. That is, the members of the board, once elected, will serve until resignation, removal, or death. (3) The board of elders is recognized as having attained already a place of spiritual influence and leadership. The term here is also indefinite. The board of elders is nonadministrative in function and serves to complement the work of the pastoral team. In cases where the board of elders serves as the primary policy-setting and accountability board, it is wise that they be in some way selected by the membership.

Nomination

Here again, the procedural variety found in our churches is great. In smaller churches the entire membership is frequently involved in the nominating process. Where individuals are well-known, this procedure can work rather well. In larger churches a committee is usually appointed by the board to place in nomination a list of candidates who in the judgment of the committee meet the qualifications for these offices. While it is still possible to entertain nominations from the floor, to do so tends to invalidate the work of the committee.

What is the function and purpose of the nominating committee? (1) Its members must be fully aware of all the qualifications necessary for those offices nominations are being made for. Both scriptural and bylaws requirements must be followed. (2) Nominating committee members must devise whatever means necessary to determine whether or not a prospective nominee meets all requirements. It might be well, especially in larger churches, to devise and send a questionnaire to all persons under consideration to determine if indeed those requirements would be met. Conversion, baptism in the Spirit, marital status, faithfulness, tithing, giftedness—these are just a few of the areas a questionnaire might cover. Personal interviews can also prove effective. One thing is clear: this committee must be well-informed if it is to make the proper choices in the nominating process.

Presentation

It is the responsibility of the nominating committee (assuming its existence) to place in nomination those who have been selected. Again, in larger churches especially, it will be helpful to post the list of nominees well in advance of the meeting. That list could include pictures, vocation, length of membership, offices held, ministry involvement, family, and giftedness. Members will be grateful for this information as they prayerfully consider their choice. Also it is important that each nominee be properly presented at the membership meeting. Typically an alphabetical introduction will be sufficient. It is generally unwise to ask each nominee to speak. Previous notification will have given people opportunity to make inquiry on their own in a private and more appropriate context.

—Richard L. Dresselhaus. Reprinted from The Pentecostal Pastor ¬©1997, Gospel Publishing House, Springfield, Missouri. Used with permission.