Pastor search committees and #metoo

Over at SBC Voices, Tony Jones wrote and posted We Can Do Something – Thoughts on Protecting our Churches from Sexual Predators. In it Jones identifies “our #metoo problem” and suggests “some practical steps that churches can take.” Jones is writing primarily to Southern Baptist churches and the SBC, but sexual immortality, sexual assault, etc. is certainly not just their problem. While I won’t criticize Jones’s advice too much -- because it is directed at the way most Baptist churches find and call pastors -- I wonder whether our focus shouldn’t be more on asking whether that tradition meets scriptural ideals, and if it is the right way, best way, to find and call a pastor. Is this the way, or look we for another? Here are some excerpts from Jones’s advice to individual churches:

In the comment section, David Rogers stated, “Ideally, churches should look for home-grown pastoral leadership from within their own congregation.” He didn’t disagree with thorough investigation if the church looks “outside,” just pointed out a difference between what he sees as the norm and the ideal. Over the years I have come to the same conclusion -- that we should pray for God to raise up men among us, and generally call those we know. There is no perfect solution in an imperfect world, but I believe this is an improvement, a move in the right direction.

What are your thoughts on calling pastors and feeling secure about their background and morals?

 

Right, I don't think there is any necessary correlation. One could have impeccable finances and be a degenerate. My main interest is not discussing #metoo per se, but how this kind of thing is affecting the way search committees research their potential pastoral candidates (and if there is a better way).

When I saw the word "spies" I thought to myself that sounded weird. Maybe not.

Does this include volunteers as well as employees?

 

I'm sure I would find it interesting, but wouldn't ask you to go to that trouble. Thanks, though.

 

Good point. At my place of employment (I am bi-vocational) our HR has run background checks that came up clear, only to find out the "dirt" later when something happened. In at least one case, hindsight proved that a Google search would have turned up the "dirt" that the background search did not!