Strategic Succession Planning for Leadership Development at St. John Baptist Church
St. John Baptist Church emphasizes worship, equipping believers, and serving the community. Their succession planning process aims to recruit, train, and utilize gifted individuals for effective church ministry. This involves identifying critical positions, developing position profiles, identifying qualified candidates, offering training, and regularly reviewing the process to ensure organizational continuity.
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WHY JOIN ST. JOHN BAPTIST CHURCH WHY JOIN ST. JOHN BAPTIST CHURCH SJBC is firmly grounded in God s word with an emphasis on worship, equipping believers of all ages, and showing God s love to our local and global community through serving. 1
Succession Planning Rationale SJBC 2023 Strategic Priorities, Goal 6: Proactively recruit, train, equip and utilize, God-gifted people for church ministry Succession planning is the process of identifying critical positions and preparing people to fill them as others move on. A successor is a person with the experience, knowledge, skills, and abilities to fill a vacant position. Succession planning helps ensure organizational continuity and performance 2
The Succession Planning Process Step 1: Planning Ensure a clear understanding of the task, goals, expectations, resources, deliverables, and schedule Step 2: Identify Critical Positions Most in Need of Successors Phase 1 - 2024 Financial Operations Ministry Positions Phase 2 - Appointed Ministry Leader Positions (TBD) 3
The Succession Planning Process (continued) Step 3: Develop Position Profiles: Describe the duties, experience, knowledge, skills, abilities, and time commitment required Step 4: Identify Interested and Qualified Candidates: Communicate opportunities to serve SJBC in elected officer positions Integrate succession planning into the annual elections process 4
The Succession Planning Process (continued) Step 5: Train Interested Candidates and Newly Elected Officers: Provide orientation for interested candidates to build interest For elected officers, provide orientation, training and mentoring; commensurate with their knowledge and experience. Step 6: Review Succession Planning: Regularly monitor, evaluate, and update the succession planning process 5
