We hope this document will answer your questions, 

but if not, please let us know.  

We want everyone to understand the work we are undertaking.

Q: What is a PIF?

A Personal Information Form (PIF) is a standardized resume used by Presbyterian USA ministers in seeking calls.  Use of the PIF allows pastors access to the centralized placement/referral matching system. 

Q: What is a CIF?

A Church Information Form (CIF) is a document that (attempts to) share all we are and all we do at OPC in a written form – our church’s resume. The format, developed by PC USA, is designed to help congregations discern their needs and for candidates to gauge whether they might fill those needs. 

Our approved and published CIF is available for viewing

In addition to congregational demographics, the CIF shares our Church’s Mission, Vision & Values.

Perhaps the most challenging aspect of the CIF was composing answers to the short essay questions (we were limited to 1,500 characters for each). We used the information gained from the questionnaires submitted by the congregation, often selecting your words as our voice!  We were asked to:

• Write a brief description of your church/organization programs or accomplishments.
• Describe what gifts, skills and experiences your congregation possesses to fulfill its mission.

Q: Is there a job description for the Pastor’s position?

Yes, and we encourage you to take a moment and read it!  It is part of the CIF. While we believe that our job differs from a Human Resources Director, it is still important to understand the position that we seek to fill.

If you recall, when we sought the congregation’s input at the beginning of this process, we asked a number of questions, including:

• What are important characteristics and qualities/qualifications that you want in our new Pastor?
• What has caused you greatest concern with our church?
• What is your vision/expectations of our new pastor, initially and in 5-10 years?

This information, along with a review of pastors’ covenants, and qualities identified by Session were used in developing the skill set and job description as contained in both statistical information as well as in the answers to the following questions: 

• For what specific tasks, assignments, and program areas will this person have responsibility?
• Describe the characteristics and qualifications needed in a person who would fill this position.
• Select a maximum of 10 primary skill choices (from a list of 72) you seek in your next Pastor. (We opted to list 10, recognizing that while the descriptors for each differed many titles overlapped)

Q: Did anyone review the CIF before it was published?

Absolutely -- after it was completed by the PNC, the CIF was presented to the Session (the Elders) for their review and approval.

Then, following Session’s approval (unanimous we are proud to say), the CIF, including the job description, was sent to Northeast Georgia Presbytery for its approval.

After gaining that seal of approval, the CIF was ready to be launched!

Q: How do pastors learn about the position at OPC?

That is, in large part, the reason behind creating CIFs.  After the three levels of approval, our CIF went “live” on the PCUSA program website called CLC (Church Leadership Connection).  

Pastors seeking a new position use this system to better acquaint themselves with congregations.

Additionally, the CLC acts as a “dating service” of sorts.  Using our stated requirements (including experience level and desired skill sets) the computer will “match” our CIF to potential candidates’ PIFs.  When this occurs, we receive a list with links to PIFs for our consideration.

For example, in our initial request, on June 28^th,  we asked for PIFs for all candidates that matched 5 or more of our desired skills.  We received 33 PIFs that matched 5 or 6 of our criteria (6 was the highest).  We also received an additional 25 PIFs by self-referral, which raises the next question…

Q: Does a person have to go through the “matching system” to be considered a candidate?

No, in fact we have a number of people who have submitted their PIFs directly to us for consideration (self-referrals) and the information on how a candidate may do that is contained at the end of our CIF.

Q: Why would a candidate choose to self-refer?

Candidates may chose to self-refer if they see, after reading our CIF that they will not come to our attention via the “match” system.  Perhaps they have not been ordained for 4 or more years as we have noted, or the skills that they have selected, while perhaps similar in nature to those we chose, will not yield a hit.   Thereto, perhaps they had not selected Georgia as a possible location, but due to changes in their circumstances, now would consider a move to the peach state!

Some pastors do not keep an active PIF in the system, choosing instead to read about congregations and send their information directly to those that seem of interest.

Q. May I suggest candidates to the PNC?

Yes  – we have a form on this website that you may use to share information, or you may contact Elizabeth Hovell at 706-705-1700 or ejhovell@charter.net.   We would also highly suggest referring a potential candidate to our CIF for their review.  The process for self-referral is included in that document. 

Q: What role does the Interim Pastor play in the Pastor selection process?

While the Interim Pastor provides support to the PNC in their role, he is not directly involved with the work of the PNC. 

Interim Pastors are also prohibited, by the Book of Order (the governing document of PC USA), from being called as our next installed pastor.

Q. Are there many candidates seeking calls?

Yes. There are currently 2,278 clergy seeking relocation, 396 of those are seeking their first call (position). There are 504 positions in the system; 148 of them are available for persons seeking their first call.

There are 91 Head of Staff positions currently open (ours is one of them) and 10 of those are available for first time pastors.  In contrast, 1,460 candidates would consider a call to a Head of Staff position.

Q: Will we be able to find out who is under consideration?

No, due to the confidential nature of a pastoral search, all information about candidates must remain strictly within the PNC.