Search Committee

The Vestry of St. Alban’s Episcopal Church of Lexington, SC charges the Search Committee with the following sacred duties:

• Seek God’s guidance with individual and corporate prayer, staying attuned to the movement of the Holy Spirit throughout the search process,

• Continue to participate in worship at St. Alban’s. You have the prayers and support of fellow parishioners, staff, and vestry, all of whom have a vested interest in who our next rector will be,

• Be committed to the work involved. Be present at all meetings either in person or online,

• Listen deeply. Have an open mind and a willingness to sit in the tension of diverse opinions. Aim to work in harmony, working through any differences with civil discourse, dignity, and mutual respect,

• Have a discerning mind and a loving heart. Make decisions by keeping in mind what is best for the future of St. Alban’s. Remember that we are called to be stewards of God’s church,

• Follow the search committee protocols and procedures as outlined by the diocesan transition office,

• Hold the committee’s work and discussions in strictest confidence. Apart from updates on major milestones be very cautious about what you say outside of your meetings,

• Keep the Vestry informed about the major milestones through the Vestry Liaison. The Vestry will then update the congregation about the committee’s progress,

• Use the results of the recent Congregational Survey, the Vestry’s Vision Statement and the Parish Profile developed jointly with the Diocesan Office of Transitional Ministry to develop a comprehensive picture of the needs and desires of the St. Alban’s family and what parishioners expect from ministry. Work with the Diocesan Transitional Office to post the profile in the Office of Transition Ministry Portfolio, offering a summary of St. Alban’s and the gifts, skills, and experience we are looking for in a new leader,

• Seek out candidates who are likely to be a good fit for the uniqueness and shared Vision of St. Alban’s. A Christ centered individual who is a wise teacher and strong, inspirational leader, the rector should have a discipleship mindset with an eye on making Christ visible in God’s community. It is important he or she:  

• Is passionate about spiritual growth and development for self, staff, and parishioners,

• Knows his or her strengths and weaknesses and is able to delegate when necessary, 

• Is able to encourage lay people to develop and use their talents, 

• Is equipped to provide pastoral care to all parishioners, 

• Relates sermons and other biblical teachings to people’s individual lives and the world in which we live,

• Possesses strong management & administrative skills, including fiduciary awareness to oversee the operations of the church,

• Understands the importance of our outreach ministries, 

• Is forward thinking and willing to help our congregation stretch and grow as we address the needs of the wider community and the challenges of being God’s church in the 21st Century. 

• Once qualified candidates have been identified and approved by the Diocesan Transition Office, conduct initial interviews via video chat,

• Determine which candidates will be visited in their home parishes and identify up to three committee members to make each visit,

• Select two to three finalists and inform the Diocesan Transition Office; and

• Submit to the Vestry the names and profiles of the finalists.   

The work of the Search Committee ends when the committee has submitted the finalists to the Vestry for final in-person interview.