GMUUC's Ministerial Transition

GMUUC’s Board of Trustees

May 1, 2025

 

In the interest of an open and transparent process, the Board is providing this brief summary of the detailed 13 page Roadmap document approved May 1, 2025. (See button at the bottom of the page or click here.) A careful reading of the Roadmap will hopefully answer initial questions.  Please bring additional questions and informed responses to the May 11 Town Hall (immediately following the service).

 

The Journey We Face

Identifying and calling a new long-term minister is a life cycle event for any congregation.  This journey is about more than finding the very best minister the Unitarian Universalist Association (UUA) has to offer. It is an opportunity to build a closer and stronger community as we rise to this challenge.

 

Every journey needs a clear understanding of its starting point, a well-defined destination (or goal), and a thoughtful plan on how to get there – a Roadmap. On behalf of the Congregation, the Board’s role is to create a clear Roadmap guided by our principles, our Congregational Covenant (see Roadmap Exhibit A), GMUUC Bylaws (see Roadmap Exhibit C), and UUA guidelines.  

 

Since Rev. Charlotte’s resignation on April 4, the Board has taken a deep dive into the process of identifying a new minister. This included reading UUA resources (Transitional Handbook, Settlement Handbook, etc.). It has also meant hours spent speaking with the UUA’s National Transitions Director, the Southern Region’s Congregational Life Director, and other ministers and lay leaders around the country about their personal search process experience.

 

Even for long-time UUs, a lot of what we learned surprised us. In the past decade, especially since COVID, much has changed with how congregations select a minister, what ministers are looking for, and the competitive nature of the ‘market’ for UU ministers. This Board-approved Roadmap includes all these considerations.  

 

The good news is GMUUC has an excellent reputation in the UUA as an ‘up and coming’ congregation. (See Roadmap Exhibit B. GMUUC - A Quick Profile) The UUA is fully supportive of the Board’s plan and is eager and able to assist along the way.

 

Roadmap Summary

The Roadmap is a dynamic living plan and may be revised by the Board in the coming weeks and months with new information or experience.

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With the long-term goal of identifying an outstanding ministerial candidate to eventually be called by the Congregation, the Board has approved a Roadmap with three major steps: (See the Roadmap for details)

 

1. Bringing positive closure to Rev. Charlotte’s ministry. 

2. A transitional ministry plan during the 1 year ‘gap’ while the long-term minister search is underway.  

3. The Board hires a long-term minister with a 3-year ‘Contract to Call’ agreement through a process consistent with UUA guidelines.  

   • The standard UUA hiring cycle can take up to a year. 

     • Goal: The new “long-term” minister starts August 1, 2026.    

   • The search process will include:

     • Congregation-wide self-reflection to seek input on current and future needs (July – August 2025).

     • A 6-person Search Team will be appointed in July 2025 (3 Board members appointed by the Board & 3 non-Board members nominated by the Leadership Development Committee for Board approval).

     • The Search Team will craft GMUUC’s ‘story,’ interview candidates who apply in late 2025 through early 2026, and make a hiring recommendation to the Board in March 2026 with a formal offer and acceptance in early April. 

   • Key point: While it is the Board’s responsibility to hire a contract minister, per GMUUC Bylaws (see Roadmap Exhibit C), only the Congregation may call and settle a long-term minister. This is a mutual decision that will be made after year two of the contract.  

 

How did the Current ‘Landscape’ (or ‘Market’) for UU Ministers shape the Roadmap?

Because there is more demand for ministers than supply, ministers are being more particular as professionals. Also, fewer seminary graduates are looking for a traditional pulpit (opting for community ministry, chaplaincy, etc.).  

 

Candidates are looking for a full-time position with a compensation package aligned with UUA guidelines, a favorable location, and a healthy congregation with a shared ministry governance approach. They prefer a congregation that can clearly articulate what they are looking for in a new minister. GMUUC compares very favorably on many of these points. (See Roadmap Exhibit B. GMUUC - A Quick Profile)

 

The Board reviewed six potential paths for selecting a full-time long-term minister. The traditional path is a ‘settled search and call.’ For reasons detailed in the Roadmap, this path has fallen out of 

 

favor with ministerial candidates over the past few years due to its inflexibility. A 3-year ‘Contract to Call’ agreement is viewed favorably by most ministerial candidates and is recommended by the UUA for congregations with fewer than 125 members. 

 

The Board decided the 3-Year ‘Contract to Call’ path is most likely to result in the best qualified candidates. (Note: Rev. Charlotte was under a part-time contract with GMUUC for 4 years before she was called by the Congregation.)

 

Goals for the 1-year Transition ‘Gap’ Period

• Remain in covenant with each other. 

See Roadmap Exhibit A. Congregational Covenant of Right Relations

• Move toward acceptance regarding Rev. Charlotte’s departure.

• Offer continuity in quality of worship, pastoral care and program leadership.

• Avoid leadership and volunteer ‘burn-out.’

• Allow new perspectives and ideas to emerge with ‘fresh eyes’.

• Recognize the ‘unwritten rules’ that may have been built up over nearly 12 years with the same minister.

• Engage the Congregation in a facilitated self-reflection process through small group ‘cottage’ meetings.  

 

The Role of Temporary Contract Minister(s) During the 1-Year Transition

One key goal is to provide professional ministerial support during the Transition period for the Worship Team, Care Team, Covenant groups, staff, and other lay leaders. The Board plans to meet this goal by hiring a temporary contract minister(s) in the next 60-90 days in collaboration with the Worship and Care Teams, UUA Southern Region, and Rev. Charlotte. The need might be filled by one minister serving ½ time, ¾ time, or even full-time. It might be filled by two part-time ministers, each focusing on a particular element of our ministry, and so on.  

 

Ministerial Advisory Team’s expanded role

The Board has asked the Ministerial Advisory Team (appointed to support and advise the minister) to expand its role during the transition period.  Their goal will be to ensure the Congregation remains in covenant and provide necessary support or conflict management when and if our covenant is broken. (See Roadmap Exhibit A.  Congregational Covenant of Right Relations) The Ministerial Advisory Team will have the support of the contract minister(s), and the UUA as needed.

 

The Board looks forward to your questions and an informed discussion about this Roadmap at the May 11 Town Hall.  Please make plans to attend this important meeting and the May 18 Congregational Meeting.