Our diocese is a great place to live, work and minister. We want to find the best people for our parishes, and understanding the process and finding the perfect person for each position is our aim.
Here we offer help and support throughout that process.
Making it Easier to run a parish during a vacancy and work towards selecting the best possible new incumbent
Parishes approach a forthcoming vacancy with a range of emotions. There can be sadness at the departure of your incumbent; there is often trepidation about what the future holds; there can be concerns over the number of tasks that parishes need to do.
Yet the time of vacancy can also be an opportunity for parishes. A time to review a parish’s mission and purpose, strengths and weaknesses, role and vision. Above all, it’s a time to discern God’s will for the parish.
The vacancy process can seem complex, daunting and frustrating. We hope that our guidance, and the additional support you can get from the Archdeacons and St James’ House staff, will enable your parish to thrive and discern the will of God during this time.
To make it easier to understand the process and your role in it we’ve created seven steps. This guide gives an overview of each step with what you need to do.
Your Guide to the Vacancy Process
Our seven-step process
To make it easier to follow our process then we have seven steps to guide you through. The steps are outlined below and the links on the right take you through each step.
Step one – Our Diocese prepares
- We want to make sure that diocesan staff and the parish are able to plan fully for a smooth vacancy
Step two – The Parish prepares
- A parish needs to look at a number of matters and the legislation requires some formal meetings (Section 11 and 12)
Step three – Running a parish
- During your vacancy, you will still need to keep your parish functioning. This is often a time when different people’s gifts come to the fore. Our guide “Your responsibilities during a vacancy” helps make it easier to carry out all the tasks.
Step four – Preparing a parish profile
- The parish profile is the key document to discern the right person for your parish. It is your opportunity to state clearly what you are like, the challenges and opportunities that lie ahead and how the new priest will fit in. Our guide to “preparing a parish profile” gives plenty of support and advice
Step five – Advertising the vacancy
- We want all parties to be satisfied that we have the best information in order to attract the right person to your parish
Step six – Interview and appointment
- We know that many people want to have a say in appointing a candidate but we also know the process works better with a carefully selected group managing the process. We aim to limit the numbers involved in interviews to 4/5 and manage the interview day so it offers the best possible experience for parish and candidate.
Step seven – Settling in new incumbent
- We believe the first 100 days of a new ministry can make or break a priest’s time in the parish. It is important that we do all we can to settle in a new priest.
Planning fully for the vacancy
We want to make sure that diocesan staff and the parish are able to plan fully for a smooth vacancy. To do that we carry out the following:-
- Outgoing clergy notify the Bishop of the date they will leave the parish
- Bishop declares vacancy
- Archdeacon consults deanery over the nature of the appointment
- Vacancy forms sent to the parish (and patron/s)
- Archdeacon carries out Exit Interview with incumbent
We have put all the relevant forms on this page
Resources
Helping the parish prepare fully
A parish needs to look at a number of matters and the legislation requires some formal meetings (Section 11 and 12)
- Area Dean (and Lay Chair) meets Church Wardens to plan vacancy
- The Archdeacon, Area Dean and Lay Chair hold an informal meeting with the churchwardens & PCC to look at all aspects of the future (Pre Section 11 Meeting – sample agenda available)
- PCC hold a formal Meeting (Section 11) to consider:-
- Appointing 2 lay members as Parish Representatives in the selection process
- Resolutions on the Ordination of Women (guidance available)
- Preparation of Parish Profile (see step 4)
Resources
Keeping your parish going (and growing) during a vacancy
During your vacancy, you will still need to keep your parish functioning. This is often a time when different people’s gifts come to the fore. Our guide “Your responsibilities during a vacancy” helps make it easier to carry out all the tasks.
- Area Dean meets Church Wardens to discuss tasks and support during the vacancy
- Parish roles maintained with support of Area Dean, Archdeacon and St James House staff
Deciding the vision and showing the type of priest you want
The parish profile is the key document to discern the right person for your parish. It is your opportunity to state clearly what you are like, the challenges and opportunities that lie ahead and how the new priest will fit in. Our guide to “preparing a parish profile” gives plenty of support and advice
- Communications Team, Area Dean and PCC Representatives meet to discuss needs of the parish for draft parish profile
- PCC Representatives oversee the draft and production of your parish profile
- Archdeacons draft the Person Specification and Role Description and Benefice Summary
Resources
Making sure everyone is happy we get the best possible information
We want all parties to be satisfied that we have the best information in order to attract the right person to your parish
- PCC, Patrons, Archdeacon, Area Dean and Lay Chair meet – Section 12 meeting (4-6 weeks after Section 11)
- At this meeting they –
a) agree on the Parish Profile, Person Specification and Role Description
b) decide mechanics of interview and organise any training
c) agree on the advertising process
- Communications Team draft advert for the diocesan website.
- Archdeacons confirm advert and timeframe – this goes live and is advertised on the web and through the Bulletin. Press advertising – normally the Church Times – is agreed if necessary
- All applications are initially managed through the Archdeacons’ office
Resources
Making sure we have an easily manageable interview process
We know that many people want to have a say in appointing a candidate but we also know the process works better with a carefully selected group managing the process. We aim to limit the numbers involved in interviews to 4/5 and manage the interview day so it offers the best possible experience for parish and candidate.
- An interview panel is selected with appropriate representation
- All application forms are sent to the Panel and Bishop’s Core Group
- Candidates are shortlisted
- The panel arranges and conducts the interviews. (we have guidance, checklists and sample questions so a parish can conduct a successful interview)
- Bishop’s Lodge arranges to post interview legal checks for the successful candidate
- Archdeacon debriefs unsuccessful candidates
- If there is no successful candidate the Archdeacon and Panel agree an appropriate way forward.
Resources
Manging Unconcious Bias
We can all bring our biases to the interview process but we are keen that these don’t affect a fair and right outcome to an interview. To help you understand unconscious bias we encourage you to watch this short video produced by the Marshall E-Learning Consultancy
Get off to a great start in the first 100 days
We believe the first 100 days of a new ministry can make or break a priest’s time in the parish. It is important that we do all we can to settle in a new priest.
- Parish and Bishop’s Office agree on arrangements for licensing
- Meetings arranged with Archdeacon, Area Dean, SJH staff
- Parish and wardens arrange suitable induction into the parish
- Archdeacons and SJH staff organise suitable diocesan induction
To discuss this process in more details please contact our Appointments Secretary:
Jessica Howard
St James’ House
20 St James Road
Liverpool L1 7BY
0151 705 2178