Next applicant, please
My brother-in-law and his wife used to attend the Baptist church in a country town, and when my family was visiting, we would attend church with them. It was always an enjoyable service.
However, there was a period when their pastor took up an offer to move to another church – very different from The Salvation Army’s officer appointment process – and so the church had to advertise for a new pastor.
A committee was put together to lead the recruiting mission, and after several months (while the church of about 100 was led by lay leaders), they managed to secure a pastor for a three-month trial. He turned out to be a good match and was eventually employed by the church. The whole process – from one minister leaving to the next being hired – took about nine months.
I recall saying to my brother-in-law that if we used this system in the Army, it would take us nine months just to select the committee to choose the new officer! Imagine the establishment of that committee.
“Well, we must have some of the senior leaders in the corps on the committee, and of course, we should include some youth and young adult representatives. Let’s include the treasurer and the admin assistant, and a few retired officers might add some valuable insights. To be sure about their worship preferences, we should include the bandmaster and the worship group leader. Oh, and we have a couple with theological degrees; they would be helpful. And let’s include someone with some business or people-management experience and perhaps even someone from the pastoral care team.
“All done. For our corps of 35 people, we have 25 on the selection panel. Now, let’s schedule meetings for a time when everyone is free ...”
And that’s the easy part! Next is the writing of the position description.
“Clearly, we need someone with experience and skills in ministering to young families and youth while not forgetting families with teens and our seniors. And they must be comfortable pastoring married couples and singles. They should have some experience in children’s ministries, as well as working with people in our local community outside the church.
“So, in short, they must have experience ministering to everyone: both those in and those outside our church.
“We’d also hope they’re conscientious, with high integrity, faultless faith, wisdom, discernment, a loving heart, a vision for our future, an understanding of Church history, a humble spirit and a peerless knowledge of Scripture.
“In summary, we want our new officer to be ... God. Is that correct?
“Well, not quite,” pipes up one objector. “Our new officer also has to work on Sundays.”
– Major Mal Davies is Assistant Divisional Commander for the Victoria Division
