While your congregational profile is being viewed by potential applicants, there is a lull in the search team's work aside from these two important tasks.

All of the work so far has led to this phase of the search team's work. The team is aware of the congregation's gifts and challenges, they've noticed historical patterns in the congregation’s life, and they understand that good ministry is shared.

After the release of interested applicants in January, the search team should send an acknowledgement, then start the screening and review process.

This is a turning point in the search process, finishing up the materials that potential ministers will see, waiting patiently through the winter holidays, then getting access to the ministerial records of potential candidates during the first two weeks of January.

The teams drafts a ministerial agreement and negotiates the agreement with the ministerial candidate after the candidate accepts the verbal offer.

The candidating week coordinator is the point person who manages the schedule and logistics during the week so it runs smoothly.

Designating a process observer for your search team meetings is a great way to assess and monitor how meeting time is being used and how team members are in relationship with one another.

Checking references making research calls—important parts of the search process—are usually done by members of a sub-team, coordinated by the references and research calls coordinator.

The role of hospitality coordinator can vary, depending on how travel arrangements are worked out between the candidate(s) and the search team.

Pre-candidating weekends are the opportunity for the search team to interact with and experience the ministry of the candidate to help answer the question "Could this minister be a good match for our congregation?"

The interview coordinator is the point person for the interviews of potential candidates, including scheduling logistics, script and structure.

The documents packet is a collection of supplementary materials. The documents will give applicant ministers concrete information from the congregation.

The search team uses the MinistrySearch system to present itself to potential applicant ministers. The coordinator makes sure it's completed properly.

The workshop helps the congregation understand about issues and bias around race, gender, disabilities/health concerns, and sexual orientation.

Following the congregational assessment, which provides a broad brush understanding of the congregation's needs, the search team provides interactive opportunities for the congregation to discuss the congregation and its needs and hopes for its next minister.

The congregational assessment is an opportunity for the congregation to reflect on the ministry, as it has been so far, before beginning a new chapter with a new minister.

A congregation's online presence is a critical part of how it presents itself to the world. At a minimum, materials should be up to date and include information about congregational life and activities.

This person maintains the financial records of the search team, writes reimbursement checks, and tracks the search budget.

The communications coordinator is responsible for both internal and external communications. The role may be split.

The chair (or convener) of the search team supports the work of the search team with their tasks, and usually is the UUA liaison.