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.

Soon after the retreat, the search team decides on who will hold each role and be accountable for each task in this section.

Here is an overview of the search team calendar for the Fall as you prepare your materials for your congregational profile and documents packet.

Your interim, developmental, or other transitional minister holds an important role not just preparing the congregation for a new minister, but as a support for the search team.

When a minister in a non-senior minister role becomes the senior minister, that relationship would need to shift significantly in the congregation.

Ministers known to the congregation who express interest in the open settled ministry position require special and intentional consideration before opening the search to external candidates.

Get to know one another, your strengths and skills, and how you might share tasks, practice good team communication and decision-making.

Guidance for the search team, including the retreat, roles and tasks, congregational discernment opportunities, and preparing the search profile and packet.

Confidentiality is essential in the search process. Search teams are entrusted to keep the names of all applicants confidential; from the congregation, from the staff, and from the other lay leaders.

The work of search begins in May with some critical deadlines: registering with the UUA settled search support system, the settled search overview webinar, and scheduling the search team retreat.

This evolving collection of articles and resources can help you determine a staffing configuration that works for your congregation.

Whether you have one part-time person on payroll or a large team of specialized staff, you are an employer. Let us help you meet your legal and ethical commitments. (For details and enrollment information about UUA Retirement and Insurance Plans, see UUA.org/benefitplans.)

When a familiar minister is interested in applying to an open parish minister position, the congregation must follow a particular process.

Paid staff in the congregation have particular boundaries during ministerial traditions