This thesis contends that the pastoral role is significant to the effective functioning and well-being of the church. Therefore, the initial selection of a pastor is a vital component and contributes to those desirable outcomes. The question being considered within this thesis is: What are the factors within a church hiring process which may play a role in successful or unsuccessful pastoral ministry? As there are many variables even within this process, the scope of this thesis is limited to the identification and selection of pastoral leadership from the perspective of the pastoral participants. This perspective is drawn from one denominational association in Ontario —the Fellowship of Evangelical Baptists (FEB hereafter) within the Central region of Canada. In examining this question, an empirical, mixed-methodology is used. The triangulation of a literature review, surveys, personal interviews and a biblical, theological treatment allowed for the most comprehensive perspective and treatment of the research question (Leedy, 2010, p. 99). There is a significant amount of inductive reasoning included, based upon personal interactions within cultural contexts and experiences. This is due to the inadequacy or lack of current theories and available literature relative to the question being studied. This motivates me towards the inclusion of a grounded theory methodology as a component of this study (Leedy, 2010, p. 142). Hiring the right pastor is a challenge at the best of times. As the church struggles to respond to a rapidly changing and diverse culture it presents greater challenges. Rates of pastoral turnover are high and the general duration of pastoral ministry is low. This, in turn, impacts ministry effectiveness. This study of hiring practices and pastoral experiences begins to identify elements as to why some pastors are successful and others are not. It allows for the reflection and consideration of whether the church is, what I have termed, “Equipping the Called, or Calling the Equipped”. There is cause for hope, as there always is within God’s church. This thesis identifies concerns, as well as some positive practices and experiences that can be helpful to inform practice and potential change. As Osmer acknowledges, “observing good practice in other congregations is a powerful source of normative guidance” (Osmer, 2008, p. 152). / Practical Theology / M. Th. (Practical Theology)

This thesis contends that the pastoral role is significant to the effective functioning and well-being of the church. Therefore, the initial selection of a pastor is a vital component and contributes to those desirable outcomes. The question being considered within this thesis is: What are the factors within a church hiring process which may play a role in successful or unsuccessful pastoral ministry? As there are many variables even within this process, the scope of this thesis is limited to the identification and selection of pastoral leadership from the perspective of the pastoral participants. This perspective is drawn from one denominational association in Ontario —the Fellowship of Evangelical Baptists (FEB hereafter) within the Central region of Canada. In examining this question, an empirical, mixed-methodology is used. The triangulation of a literature review, surveys, personal interviews and a biblical, theological treatment allowed for the most comprehensive perspective and treatment of the research question (Leedy, 2010, p. 99). There is a significant amount of inductive reasoning included, based upon personal interactions within cultural contexts and experiences. This is due to the inadequacy or lack of current theories and available literature relative to the question being studied. This motivates me towards the inclusion of a grounded theory methodology as a component of this study (Leedy, 2010, p. 142). Hiring the right pastor is a challenge at the best of times. As the church struggles to respond to a rapidly changing and diverse culture it presents greater challenges. Rates of pastoral turnover are high and the general duration of pastoral ministry is low. This, in turn, impacts ministry effectiveness. This study of hiring practices and pastoral experiences begins to identify elements as to why some pastors are successful and others are not. It allows for the reflection and consideration of whether the church is, what I have termed, “Equipping the Called, or Calling the Equipped”. There is cause for hope, as there always is within God’s church. This thesis identifies concerns, as well as some positive practices and experiences that can be helpful to inform practice and potential change. As Osmer acknowledges, “observing good practice in other congregations is a powerful source of normative guidance” (Osmer, 2008, p. 152). / Philosophy, Practical and Systematic Theology / M. Th. (Practical Theology)