Forward October-December 2013

A Magazine for UPCI Ministers | Volume 44 Issue 3 | October-December 2013

ForwardSuccession

HOW TO BE A SUCCESSOR

WHY PLAN FOR A SUCCESSOR?

HOW TO PLAN FOR A SUCCESSOR

GENERAL CONFERENCE 2013: CLOSED MINISTERS SESSION

A Magazine for UPCI Ministers | Volume 44 Issue 4 | October-December 2013

OCt-Dec_13 Forward.indd 1 12/12/13 12:15 PM

2 FORWARD October–December 2013

General Conference 2013

UPDATE FROM THE GENERAL SUPERINTENDENT DAVID K. BERNARD

General Conference 2013 was greatly blessed by the presence of God, and there was a strong emphasis on

our Apostolic identity. We enjoyed a diversity of ministry, a variety of music with older and newer songs, informative teaching in a wide choice of seminars, heartfelt worship, powerful preaching, and extended prayer after the evening services. Many people were miraculously healed, including a girl who was deaf in one ear, a boy who had cystic fibrosis, and a woman who had been wheelchair-bound for some years. A number of people were baptized, including a convention center worker; and a number received the Holy Ghost, including a Hindu woman who was also baptized. Many have remarked that there was a great spirit of unity and a feeling of being in church more than in a conference.

The business session was character-ized by mutual respect. The elections, appointments, and resolutions will be posted on www.upciministers.com

and will be published in the Forward. All the general officials were reelected on the nominating ballot with the exception of the youth president and youth secretary. After ten years of excellent service in the General Youth Division, Shay Mann was no longer eligible to serve as president. Michael Ensey, youth secretary, was elected as the new youth president; and Matthew Johnson, youth promotion director, was elected as the new youth secretary.

Resolutions 1–4 were adopted, dealing with media technology (position paper and ministerial rule), rewording the ministerial death ben-efit of $10,000, and restructuring the Division of Publications. Because of its importance, I would like to explain our action on media technology.

Resolutions on Media Technology

The General Conference over-whelmingly passed Resolution 1 with one amendment, adopting the position

paper on media technology that was approved by the General Board in 2012. The paper explains the biblical principles involved and applies them to all media.

Resolution 2 passed by a majority of over two-thirds and implemented the following ministerial rule: “The use of all media technology must strictly be limited to educational, re-ligious, inspirational, and family con-tent that is consistent with wholesome Christian principles. No minister shall use television or other media technol-ogy for the purpose of viewing world-ly, carnal and unwholesome media; endeavouring to maintain a godly at-mosphere and influence in their lives.”

There was a lengthy discussion of this resolution and a number of amend-ments were offered, but ultimately it was passed as submitted by the General Board. While ministers expressed dif-ferences of opinion, they did not oppose one another personally, promote a per-sonal agenda, or threaten the unity of the body. No one advocated either worldli-


October–December 2013 FORWARD 3

FEATURES4 How to Be a Successor

RODNEY SHAW

7 Why Plan for a Successor?D. D. DAVIS SR.

8 How to Plan for a SuccessorDAVID T. ELMS

10 What Will You Do When You Stop Pastoring?J. MARK JORDAN

14 2013 General Conference Resolutions

20 Ministerial Statistics

COLUMNS2 General Conference 201312 Division Updates

CONTENTSness or legalism. Instead, everyone expressed a desire to preserve our holiness identity, so that the discussion focused on how to uphold and communicate our position in a world of changing technology.

As shown by the discussion, the purpose of the rule is not to weaken our historic stand against the evils of television but to strengthen it by a more comprehensive and consistent statement. The new rule covers all media regardless of the method of delivery. In this way, the expectation is that it will communicate accurately even as the meaning of “television” continues to evolve and hopefully will not need to be amended as new technology develops. In essence, we have shifted from a rule based on specific devices to a rule based on content. The new statement does place a greater responsibility on all ministers to make godly choices from principle and conviction rather than a rule. In short, the resolution does not signal a change in our beliefs, teachings, or practices, as we see from the following two points.

First, our Articles of Faith have not changed. The section on holiness states, in part, “Because of the display of all these evils on television, we disapprove of any of our people having television sets in their homes. We admonish all of our people to refrain from any of these practices in the interest of spiri-tual progress and the soon coming of the Lord for His church.” This statement still applies to our ministers as well as other believers. Moreover, it demonstrates that our concern is not due to technology itself but to the evil use of technology.

Second, the new position paper expresses the desire to maintain our position of holiness: “Our elders took an important, principled and correct stand against the evils of television in 1954 when they adopted the fourth paragraph on holiness in our Articles of Faith in response to the invention of television and other changes in society. It follows that we need to enunciate the principles upon which our elders acted and apply them in light of technological changes and more complex choices today. Specifically traditional television is now merging with other technologies that we have accepted, such as computers, online media, satellite and cable deliveries, media players, smart phones, tablets, and game consoles. Therefore we must give appropriate guidance to a new generation of believers with regard to all use of communications technology in language that is under-standable and meaningful to them so we can continue to uphold our position on holiness of life and holiness in the use of all communica-tions technology. In view of the nature of media and our movement, we must be careful not to signal any compromise of belief or life-style.” The preamble of Resolution 2 also contains similar language.

In summary, we should not use the new rule as justification to purchase a television set to view commercial broadcasting via anten-na, cable, or satellite. The vast majority of such programming is still inappropriate for Christian homes. At the same time, we should be-come more conscientious in the use of all media devices as we now have a clear, principled position that covers all forms of technology.

David K. Bernard is the general superintendent of the United Pentecostal Church International.

FORWARD USPS 206-800Vol. 44, No. 4 October–December 2013

The FORWARD: A magazine for UPCI ministers. Published bi-monthly by the United Pentecostal Church International, 8855 Dunn Road, Hazelwood, MO 63042-2299. Periodicals Postage Paid at Hazelwood, Missouri and at additional mailing offices. POSTMASTER: Send address changes to FORWARD, 8855 Dunn Road, Hazelwood, MO 63042-2299.

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Prior to my election as pas-tor, I had been with the church and senior pastor for seventeen years, practi-

cally from the founding of the church. And although we had a long history together, we did not have a plan for succession. The senior pastor was too young for retirement, and we were too close in age for a traditional transition. (We are twelve years apart.) However, unforeseen circumstances forced us both to quickly plan for a transition. God began to deal with me about the end of my tenure as associate pastor, and shortly thereafter, people began to ask Brother Bernard if he would consider serving as general super-

intendent of the United Pentecostal Church. This was during the summer preceding the General Conference. Neither of us had anticipated this.

The most critical factor in our transition was the confirmation of God’s will. We both were able to discern God’s will personally and jointly, and it was a package deal: my decision was clearly contingent on Brother Bernard’s decision, and his decision was contingent on my decision. God’s will is the most important factor in a pastoral transi-tion. A transition cannot be forced or coerced; it must unfold according to God’s will, for we are merely under-

shepherds of God’s flock. Ultimately, He chooses who cares for His people.

The second greatest factor was mutual trust and respect. We had seventeen years to draw from as we navigated the tedious details of our transition. We both had concerns and requests, but we both anticipated what the other’s concerns and requests would be, and we both honored these.

A PLANThe success of a transition de-

pends on a well-thought-out plan. Although we did not have a lot of time for advance planning, we put together a detailed plan in approxi-mately sixty days. A promise is not

Succession

How to Be a Successorby Rodney Shaw

The closed ministers session at General Conference featured three ministers discussing pastoral transition. Two of the ministers, D. D. Davis Sr. and David T. Elms, spoke from the perspective of senior ministers who have transitioned out of their role as senior pastors. The third minister, Rodney Shaw, spoke from the perspective of a recently-installed senior pastor. All three ministers shared their experiences and made recommendations for successful transitions. These presentations have been converted to articles and are included here for those who were unable to attend the General Conference. They do not offer step-by-step instructions for conducting a transition, but they provide examples of how successful transitions have occurred. It is acknowledged that every church is unique, and therefore every transition will be different. However, there are principles that have proven to be successful, which will apply in any situation.




a plan. Too many transitions have faltered because they were based on promises rather than a plan. A plan should be in writing, include dates, and include a provision to resolve conflict. Although we did not expect any issues with our transition, we mutually identified people who could mediate in the event of a conflict.

A pastoral transition must be a complete transition. Although this may involve a process which unfolds over time, there must be a complete relinquishing of power by the outgo-ing pastor. A pastor must control four things in order to fully be the pastor: the pulpit, the money, the calendar, and the leaders. So long as the outgo-ing pastor controls these things, the new pastor is not fully the pastor. The transition of these elements should be included in the plan. In short, if a person is going to be the pastor, he needs all the rights, privileges, and responsibilities as the former pastor. Anything less will hinder his work and therefore hinder the church.

A PROCESSThere are times when a pastoral

transition is abrupt as in the case of death. However, a planned suc-cession often includes a transition period. In our situation, we built in a transition to reassure the church and provide stability, to help me move into the new role, and to ease Brother and Sister Bernard’s transition. We had a business meeting and voted on the entire transition as a pack-age. We agreed to serve as co-pastors for eighteen months. During this time I was responsible for the day-to-day operations of the church, and we shared preaching responsibili-ties as scheduling allowed. We also served as co-chairmen of our board. We were truly co-pastors in every sense of the word. This arrangement clearly was risky, but it was based on our mutual trust and respect.

Due to Brother Bernard’s new responsibilities and schedule, I functioned more as a solo pastor, but this was the intent. The idea of serving as co-pastor was a way to build in security in case I needed help, in case something went wrong, and also as a way to bring comfort to the church. We chose eighteen months so that I would become the sole senior pastor be-fore the next election of the general superintendent. Again, this was risky for everyone, but it was our commitment to make a permanent pastoral change. We would deal with future issues as they arose. After eighteen months, I automati-cally became sole senior pastor.

The package also included nam-ing Brother Bernard as bishop. We were not completely satisfied with the title due the frequent misuse of the term, but we defined bishop as an advisory role with an honorary seat on our church board. Brother Ber-nard serves at my pleasure preaching, providing counsel, and assisting at my request. Bishop is not an addi-tional layer of authority, but a way to leverage his experience and wisdom, and also a way to honor him as the founding pastor of the church.

There is an ongoing transition that is as important as the initial transition, and this is the transi-tion in the minds and hearts of the people. Although I had been with the church for seventeen years and deeply involved, people still grieved the loss of their pastor. This grieving takes time, and it cannot be ignored. It is healthy, and an incoming pas-tor must encourage people to move at their own pace and respect the legacy upon which he is standing.

As associate pastor, I had worked very closely with our leadership team, and I was personally close to many of them. Even so, some of them experi-enced a lot of anxiety throughout the

transition. There were others who had been contemplating changing church-es due to family situations and other factors, and the pastoral transition was the impetus for them to proceed with their personal transitions. An incom-ing pastor cannot take this personally. Change breeds change, and people will grieve when they lose a good pas-tor. Those who chose our church be-cause of the pastor now had to decide if this was still the church for them.

We only pastor by permission, and just because there is an elec-tion—in my case by 99 percent of the vote—this does not mean a person actually is received as pastor. You will not be seen as the pastor by some or move out from under the great shadow of the past until you have fought your own battles and led the church to new victories.

BALANCING CONTINUITY AND CHANGE

Our pastoral transition happened during a major building program. Prior to the transition we had ac-quired land and begun site work. Shortly after the transition, we began construction on the building. And although we had a construction manager, I continued to serve as the owner’s representative, and the major-ity of my time for more than two years was given to the construction process.

Shortly after becoming pastor I ne-gotiated the sale of our existing build-ing. We were blessed with a lease-back agreement, but because our construc-tion was delayed nearly two years, we gradually lost use of our old building as the new owner occupied more and more of the building. The final year we were in our old building, we lost use of everything but the sanctuary. We had no classrooms, kitchen, offices, gym, prayer rooms, or baptistery. This had a major impact on our ministry model.

Managing the construction was physically, emotionally, and spiritu-



ally exhausting. It also seemed like we experienced spiritual resistance during this time, especially as we made progress with our new build-ing. We did not fill the assistant pastor role for eighteen months, and our full-time youth pastor resigned to pastor one of our daughter works. We finally hired one person to fill the assistant pastor and youth pastor roles. We also had a lot of turnover on our leadership team during this time, all due to normal reasons.

In short, our church was going through great transition on many levels. The million-dollar ques-tion truly was, How does one serve as a successor in such a situation? I succeeded a great pastor and was responsible to lead a church with a tremendous legacy. However, I was bound by limited staff, limited resources, much transition, and a crippling work load. It seemingly was my lot to lead this great church into greater victory with fewer resources.

I learned very quickly that continuity is equally as important as change. Major change was forced upon the church, so I chose not to change anything that did not have to be changed. The church needed to know that our identity was not going to change. Trusted ministries were not going to change. Core ministry models would remain the same. However, when change was essential, I connected it to vision. People are more capable of accept-ing change when they can see the benefits and how it is tied to prog-ress. Change for the sake of change or change to simply flex a pastor’s leadership muscles can be damaging.

During this time I preached on change several times a month, but I

also preached basic revival messages. I wanted to prepare the church for the inevitable changes that were unfold-ing, but I also wanted to assure them our DNA was not changing. I also had Brother Bernard preach every time he was in town. The people needed to know he and I were in agreement, and I needed his support for the vision I was trying to cast.

HONORING THE PASTThe Bernards still attend our

church. Sister Bernard is in town more than Brother Bernard, and she is involved in our music program and maintains positive relationships with many in our congregation. Brother Bernard is here less, but I often have him preach when he is in town, less now than the first few years, but still frequently. He still preaches with a unique authority in our church, and this is a voice we need to hear.

The transition has been challenging for them as well as they have stepped back from their role as pastor and pas-tor’s wife. They have been a tremen-dous support to me and my wife. I owe a great debt to Brother Bernard. In large part, I owe this opportunity to pastor to him, and therefore I choose to honor him. The greater challenge has probably been the transition between our wives, and they both have handled the transition graciously. They both have felt the stress of this transition, but their love for one another has helped them manage this difficult time.

Although the Bernards are not involved in the day-to-day operations of the church, we update them on significant changes and pastoral mat-ters. I never want them to walk into the church they established—although it is in a different location—and not

know what is going on. I want them to know how the church is progress-ing, how we are changing, and major transitions in the lives of people they converted and nurtured. They have been great confidants, and a confiden-tial sounding board. They know this church better than anyone else, so we can talk to them about challenges and victories, and they understand. Some-times we just need someone to vent to. In our situation, there is no one better than the former pastor and his wife.

HOW TO BE A SUCCESSORSo how does one be a suc-

cessor? I think I can summarize it in two tasks that are at times in tension: I must be a gracious steward of a legacy, and I must cast a bold vision for the future.

As challenging as it may be at times, I remind myself that this op-portunity was made possible by God and strongly ratified by the church. I was chosen to be pastor which is a mandate to lead the church forward. Successors are to lead courageously as God enables. Our predecessors faced their challenges, and they answered the call by leading. If we are faithful, someday we will hand off great churches to younger men. As a pastor, finding a successor is my greatest concern. I am forty-four. This means my successor may be in our youth group. He may not even be saved yet. Whomever it may be, he will have to navigate these dif-ficult waters himself. I hope I will be as gracious as my predecessor.

Rodney Shaw is senior pastor of New Life United Pentecostal Church of Austin.




For many senior pastors plan-ning for a successor is painful. And for those pastors who do plan for succession, fol-

lowing through on that plan is often very difficult. Many pastors planted and birthed their churches. It is their baby. Regardless of how much it has grown or changed, the church is still their baby. They labored over it, nurtured it through tough times, and watched it grow. Their church has been their life for decades, and they cannot imagine what they would do if they ceased to lead their church.

But over and over again we have seen the sad results that occur when a pastor holds on to his leadership role too long. As his energy and strength decreases, the church suffers. He is unable to keep pace with a new generation, and the church slowly withers and becomes a shadow of its former self. Without a plan for leadership succession, the mission of the local church is placed in jeopardy.

When a senior pastor chooses not to prepare for succession, he forces his church to someday face a succession crisis. If the senior pastor is removed, incapacitated, or passes away with-out a succession plan, the mission of the church changes from winning the lost to choosing a successor. This process can take months or even years, forcing the church into crises mode and turning it away from its primary mission of reaching the lost.

Succession will eventually hap-pen whether it is planned or not. If you are the senior pastor, someone

else will eventually take your posi-tion. As the leader of the church, you can ignore this reality and let other people make all the impor-tant decisions, or you can be part of the decision-making process and guide the church into a smooth and productive leadership transition.

There are two primary reasons why a pastor should plan for suc-cession. First, it is his duty. As the CEO of the church, the primary responsibility of the senior pastor is to protect the church and prepare it for the future. If the chief leader has not created a succession plan, then he is failing in this fundamental duty.

Second, the senior pastor is the only one who can do it. No other leader on the church staff knows the church as well as the senior pastor. Therefore, no one else has the inside knowledge that is needed to cre-ate an adequate succession plan. No one else on the church staff has the authority to make a succession plan.

Therefore, the responsibility of succession planning rests squarely on the shoulders of the senior pastor, and it is a tragic failure if he does not prepare his church for this eventual-ity. God’s church is the most valu-able thing on the earth. The future of any church must not be left to chance, talent, looks, family, friends, or members of the congregation.

The future of the church must be determined by one thing: the will of God. We must never put family before the work of God. (See Luke 14:26.)The successor may or may not

be the senior pastor’s son. Eli used his sons in leadership, but it was not God’s choice, and the result was the departure of God’s glory. Samuel used his sons in leadership, but it was not God’s choice and the result was disas-ter. How many churches have been destroyed because a well-meaning senior pastor named his son as succes-sor only to see the church destroyed?

But the issue is not whether the successor should be a family member or not; the issue is finding God’s will. It is absolutely essential that the senior pastor hear from God as he creates a succession plan for his congregation.

The text for my last official sermon as senior pastor was Luke 2:29-30: “Lord, now lettest thou thy servant depart in peace, according to thy word: for mine eyes have seen thy salvation.” Because Simeon witnessed God’s provision for the future, he was content to pass off the scene. Like Simeon, I am at peace, for I believe that my eyes have seen God’s provi-sion for the future of His people.

D. D. Davis Sr. is the founder and bishop of Bethel United Pentecostal Church of Old Westbury, New York.

Why Plan for a Successor?by D. D. Davis Sr.



Preparing for someone else to pastor the church you are pastoring is quite a process, but preparation is

imperative in order to have a smooth handoff. There have been many jerky and turbulent transfers of leader-ship. These kinds of transitions are hard on a church. They also are very difficult for the ministers involved. Many pitfalls are possible when these big decisions have to be made in a hurry or without much planning. We need to do our best to avoid these problems by preparing wisely.

First, it is vital that you and your spouse are mentally prepared to let go of the pastoral position. This is not as easy as one might think. If you have pastored your church very long, you are used to being in charge, making decisions, administrating, and taking the lead in everything you have not specifically delegated. Your wife has been the first lady for many years. Both of you must be prepared to release not only the stresses and responsibilities of the pastorate but also the authority and the honor. This is a huge change! If you and your wife are not mentally ready, the likelihood of problems arising in your relationship with the new pas-tor and his wife will be increased.

The second thing, equally as important, is that your finances are in order. This takes years of prepara-

tion. You should have a good idea how much money you will need after the transition has happened. Here are a few things to consider. Are your house and cars paid for? Are you free of other debt? Are there any major house repairs needed? What are your monthly living expenses? How much money will you need in retirement years? Can the church financially cov-er your needed income? If not, will it be able to help? If so, is this agreed to by the church board and written down and passed by resolution? If you have been employed outside the church, do you have retirement benefits beyond Social Security? Do you have an of-ficial church 403(b) plan set up? Will there be enough money in it when you need it? The Bible exhorts us to occupy until the Lord comes. This means to take care of our business! The staff of our own UPCI Ministers Retirement Fund will help you set this up. There are others who can assist you with this, but the main thing is that we take care of our business now.

If you are over forty, now is the time to consider your life after sixty-five. Sadly, at retirement, some who have lived a comfortable middle-class lifestyle suddenly find themselves liv-ing in poverty. Do not let this happen to you and your spouse! How? By beginning to save, living below your income, getting out of debt, downsiz-

ing, and seeking wise counsel. Ask the Lord to guide your every step.

Third, we should do our part to make sure we are physically healthy. In our fifties and sixties we need to seek God for the discipline to get ourselves as healthy as possible and then stay that way. Nobody is saying it is easy; it is not. We all need to exercise, eat healthy, laugh a lot, and pray through daily. With God’s help, we can do this!

Personal preparation will help you as you help the church find their new pastor. This whole process should be bathed in prayer. Each pastor should recognize when this time comes. You can ride a horse into the ground and it die there. You can also refuse to let go of a church until it dwindles down to a shell of what it has been. Give your church a bright future! Make sure you know your church’s constitution and bylaws and what they specify in regard to a pastoral transition. It is impor-tant that you follow these strictly.

How do you find someone to take your place as pastor? If you do not have an obvious candidate, you can ask your trusted ministe-rial friends and acquaintances for suggestions. Consider the ministers who have preached for you in the past. District officials may be able to help. Talk with younger pastors who have a proven track record.

Once you feel you have a can-didate, invite him to come preach

How to Plan for a Successorby David T. Elms




and pray with you about the will of God. During the visit you will want to get acquainted with his family and his doctrinal positions. You also need to discuss what you envision for the transition including a time-frame and what your role will be afterward. Once you have discerned who you believe to be your successor, more details need to be discussed:

y How will the transi-tion be implemented?

y Will there be a time dur-ing which duties overlap?

y How will the preaching and teaching be shared?

y What will compensation look like for both ministers during the transition?

y If the church is not large enough for a full-time pas-tor, will the new pastor be able to support his family?

y If the new pastor comes on a provisional basis, perhaps as an assistant, how long will this period last, and when will a vote be held?

y Once elected, when will the successor be fully in charge?

y What are the provisions for mediating any disputes which may arise? Is anyone, per-haps a mutually respected minister or district official, identified as a mediator?

y What if things do not work out as hoped; can we agree to part with honor and respect?

y Will you remain a part of the church?

y If the church has agreed to support you financially in retirement, this should be disclosed to the pastoral candidate along with a sum-mary of church finances.

When you feel the right succes-sor has been identified, the church needs to become acquainted with

the minister. If the church is not well acquainted with the minister, it would be good to have him come minister and interact with the church. If cir-cumstances allow, it often is beneficial to install the minister as an associate for a period of time to help ease the transition. If this is not possible, he would need to come minister enough for the church to be able to make a well informed decision. Prior to the vote, you should meet with the church leaders and church board and let them know the time has come for a change in church leadership, and you support the minister who is being recom-mended. Once you feel everyone is on board, it is time to have an official business meeting for the election.

If you leave the church after a new pastor has been elected, please leave. You should only return at the invitation of the new pastor. Do not stay in contact with the people. If the people call you, be kind, but do not hear their complaints. Re-mind them they need to talk to their new pastor about any problems.

If you remain part of the church, the possibility for misunderstanding is great. Your maturity and patience will be required along with wisdom from God. You and your wife must protect the authority of the new pastor and his wife within the congregation. If a controversial issue arises, it must be handled strictly between the two couples. You and your wife must gen-tly push your people toward their new pastor and his wife. Do not be as avail-able to the people as you were in the past. When the people ask questions they should be asking their pastor, tell them they need to talk to him.

Change is difficult, and you will feel awkward at times. It is strange to go to the church you pastored for years and not have a clue what the agenda is for the day. You and your wife set that agenda for decades, but

you give it up for the good of the church. This is the time to honor your successor by handling those awkward feelings with dignity and rejoicing.

Your church needs you now as much as ever, just in different ways. You will show them how to handle their older years with grace and optimism. Your continued faithful-ness to serve the Lord with gladness will sustain and encourage them. The new pastor will no doubt ask you to minister at times, need you to do some counseling, and visit some folks in the hospital. There is no retire-ment from helping people, praying with people, and caring for them.

It is God’s will that we look optimistically into our future and keep smiling. You will not be giving up ministry, just changing assign-ments. The best gift you can give to your church is the possibility of a bright and secure future. By guid-ing the church through the process of finding, electing, and installing a committed, gifted, and anointed younger couple into leadership, you will have done your best to ensure the healthy future of the church.

David Elms served as pastor of the Charlotte Pentecostals for thirty-three years. He now helps his son, Nathan, the present pastor, by counseling, encouraging

the saints, and ministering as needed. His hope is to advance God’s kingdom by encouraging young ministers through ministry and writing.

Resources:The View from the Back of the Pul-

pit by J. Mark Jordan (The last chapter is worth the price of the book!)

Halftime: Moving from Success to Significance by Bob Buford

Out of the Pulpit, into the Pew: A Pastor’s Guide to Meaningful Service after Retirement by Gene Williams


by J. Mark Jordan


The thought of retirement can cause many emotions rang-ing from a little nervousness to being scared out of one’s

wits. The big question is, now what? The closer a pastor gets to retirement age, the more critical this question becomes. Unlike executives and pro-fessionals, the pastor’s call and com-mitment to ministry continues, even after the transition has taken place. Feelings of guilt, frustration, and in severe cases, depression, may follow. The loss of long-standing relationships with generations of families whom they have served, nurtured, coun-seled, and loved over the years hurts deeply. These seismic shifts in the life of a minister need to be negotiated with great care. Beyond finances, let’s take a look at some of the significant questions for prospective retirees.

What title or role should I as-sume after my active years? Words have meaning, and if an incorrect term is chosen, it may have unin-tended consequences. Pastor emeritus is a term of honor given to those who will have no further ties to the leader-ship of the church. Senior minister (not senior pastor) means staying on staff to help and do occasional pulpit or administrative duties as

asked by the senior pastor. The term bishop typically applies to the former long-standing senior pastor who is still seen as an authoritative figure. If it is a position with real authority, the level of authority must be spelled out in the bylaws. The leadership, spiritual, organizational, and finan-cial program of the church as well as the day-to-day activities fall to the senior pastor. The bishop may step in should a major doctrinal, moral, or leadership problem erupt with the senior pastor, assuming this author-ity is spelled out in the bylaws.

Should I leave or remain a part of the congregation? This decision needs to be made before retirement and selection of a new senior pastor. It may determine if the new person will accept the position. There are many reasons why you would want to stay—family, finance, familiarity, friends—but the most important con-sideration is how you will handle new leadership. If you resent change, then you should leave; trouble is definitely on the horizon. Your new role is to facilitate the transition, not impede it.

How should I negotiate pen-sion benefits with the church? While some churches can afford a pension, most cannot. In structur-

ing a retirement package, two things need to be clear. First, the negotiat-ing needs to be realistic and in good faith. Second, the arrangement should be very clear and known to trustees, board members, and other ministry leaders. These same people need to be kept informed of the pension payout on a regular basis.

Can the church reduce or deny any benefits it has agreed to give? Any pension depends on the viabil-ity of the congregation. Whatever safeguards can be written into the contract, should be. Contracts can be and have been broken, but terminol-ogy should be included that make it much more difficult to do so.

Do I relinquish all authority or still retain some say in church matters? Since you no longer have position, contract, or power, the only authority you have left is ex-pertise. Yet, having so recently had other claims on authority, you may still have the mindset that you are in charge. This question highlights the sensitive core of pastoral transition. Technically, you should relinquish all authority, but it may be more compli-cated than that. It is possible for you to have input without having the final say. Wisdom dictates that the new

What Will You Do When You Stop Pastoring?



pastor, out of respect, should consult with you about major decisions. You have an invaluable historical perspec-tive on church operations, as well as intimate knowledge of people in the church. One word of caution from you could head off unmitigated disaster.

Be careful. If you appear irritated or disgusted at some new develop-ment, you will marginalize yourself. If you share your negativity with others in the church, you can cause division and foment huge problems. On the other hand, if the new pastor delib-erately crosses you in an attempt to exert leadership authority, there are consequences to those actions as well. Any incompatibility between the for-mer and current leaders should have been addressed and resolved before the transition was ever begun. If it shows up later, a private meeting to work things out is absolutely essential. Whatever the outcome, bad attitudes must be changed for the climate and general good. You may have to revisit the question about staying or leaving!

How will my relationship with people I’ve known for many years change? The rule of thumb is that whatever relationship you had as their pastor must now be filled by the new pastor. All counseling, advising, directing, and fulfilling official pas-toral roles are over. You have vacated the place of authority in their lives. This needs to be strictly observed and you should inform every one of the new arrangement. Harmless social interaction shouldn’t be a problem, but conversations that go beyond these levels should be the pastor’s role.

Two factors can complicate the relationship question: (a) family (both immediate and extended) in the church and (b) business associa-tions with church members. Even in these situations, the rule of thumb still applies. Also, remember that some people may manipulate or use your words for their benefit. If they can

get you to opine about a subject that differs from the beliefs or prefer-ences of the pastor, they can drive a wedge or create tension between you and the leadership. Family ties need to be handled cautiously as well. The relationship your relatives have to the church and pastor must be respected more than your blood ties. All of these relationships must be handled with a good grasp of ministerial ethics.

What should my relationship be to the new pastor? As the retired pas-tor, you have a unique role in that you have more experience than the senior pastor, but you have relinquished leadership authority. You must not try to subtly regain the leadership you gave up by veiled criticism or strategically withholding affirmation. You are best served by serving the pastor. Buy into the senior pastor’s ideas, give public compliments, and become his or her greatest fan.

I am aware of several situations in which a retiring pastor brought in a new leader who began to successfully energize and lead the church to growth and revival. Rather than bask in the glow of success, the retiring pastor grew jealous. Consequently, a coup was orchestrated and the new pastor was railroaded out. In every case, the church suffered permanent damage and stagnated, shrank in size, or folded altogether. A true leadership crisis is one thing, but pettiness and jeal-ousy must not overtake you. You have no greater honor than to watch the church thrive. It represents the good work you did to establish a foundation for growth, and it is a credit to your foresight to bring a capable person in to lead it into the future. Remember, all the reasons why you retired still exist.

Should I still officiate at wed-dings, baby dedications, and funer-als? The policy for most churches is to ask the pastor to officiate at all special occasions. If you are asked by a family to participate in an event, you should

always defer to the pastor. If they insist that they want you, make sure they clear it with the senior pastor.

What role will my spouse play in the new arrangement? Beyond the transfer of pastoral authority, this may be equal to or more important than any other issue in the transi-tion. I can’t speak to a female pastor situation, but for the typical male pastor, his wife’s new role must not be overlooked or minimized. When he retires, so does she. Her peace with the arrangement is critical to its suc-cess. Some wives don’t feel they are ready for retirement when their hus-band decides it’s time. She may have deep and ongoing interests in people she is trying to lead or disciple, or have responsibilities that she is not prepared to release. If she is forced to withdraw from fulfilling ministries, she may feel like a limb has been amputated. She undoubtedly has a prominent identity as the first lady and mother of the congregation that her husband may not fully appreciate or understand, but for her, it is her very life. Findings strongly suggest the psychological profile and sense of self-worth in a woman is based more on relationships than all other factors. This is precisely where the impact of retirement delivers its most concentrated blow. Thus, to ignore this impact is dangerous indeed.

Whether you stay or leave will determine much of the future role of your wife. If you stay, she will have to adjust to her new relationship with the senior pastor’s wife in addition to that of the congregation. This dynamic will largely be a function of the personali-ties of the two women. There is no way to predict the outcome, but the new arrangement certainly needs to be entered into with eyes wide open. If you leave, then your wife will have to adjust to a much more personal impact of her loss of relationships,

(Continued on page 22)



Department of Chaplaincy

The Division of Education Depart-ment of Chaplaincy reports Chaplain Brillon of Fort Campbell experi-enced one of the military recruits leave his medication on the altar as God healed him. Another Marine recruit who had prayed for the Spirit for twelve years received the Holy Spirit. Another recruit whose only exposure to church was a few visits to a Seventh Day Adventist church with his grand-parents hit the altar on his knees and God filled him with His Spirit.

Three sisters were recently baptized in Jesus’ name! They grew up in an Apostolic church, but never committed to serve God whole heartedly. Finally, at ages 72, 69, and 66, they were baptized in the name of Jesus.

One soldier tried to kill himself in the field. The spirit of depression and suicide were rebuked in Jesus’ name!

Marine Corps Recruit De-pot (MCRD) San Diego is seeing a mighty move of God. Seven have been baptized in the name of Jesus. Nine have been filled with the Holy Spirit, evidenced by speaking with other tongues. Several others were renewed.

Chaplain Andrew Edward reports good news from the Persian Gulf—over 600 Bible studies, fourteen baptized, and two filled with the Holy Spirit.

Church Planting UChristmas for Christ mission-

aries are provided online train-ing from proven veteran church planters. Significant topics like “Spiritual Warfare in Church Plant-ing” as well as practical matters dealing with legal and financial issues are addressed. Interaction among the missionaries also hap-pens in a closed Facebook group. In 2013 Toronto Pastor Granville McKenzie, who pastors Faith Sanctuary, the largest Apostolic church in Canada, had those who lead Faith Sanctuary’s preach-ing points and daughter churches participate in Church Planting U (CPU). Several other future church planters and other North Ameri-can missionaries have also seen the value of being part of CPU.

Veteran church planter Rex Deckard, whose Des Moines, Iowa, congregation has launched several daughter churches, coor-dinates Church Planting U and the CPU Facebook group. Pastor Deckard’s passion is to ensure the effectiveness of every church

planter and to multiply the num-ber of churches being planted.

Church Planters U continues to develop. Since 2009 Church Plant-ing U has allowed North American Missions to allocate approximately $400,000 directly into missionaries.

If you envision the possibil-ity of planting a church or, like Pastor McKenzie, see value in providing expanded train-ing to those who lead daughter churches, take a look at Church Planting U Pastor Deckard can be reached at [email protected].

Junior Bible Quizzing 2014

Junior Bible Quizzing is celebrating thirty-two years of success! For the last two years we have seen record numbers of teams in the extravaganzas and the finals. Last year, there was a record 113 teams in competition!

Junior Bible Quizzing allows our children to hide the Word in their heart. Junior Bible Quiz-zing allows us the privilege to strengthen our children on the inside. The majority of junior Bible quizzers grow up to be coaches and help others to hide God’s Word in their hearts.

In every national Junior Bible Quizzing tournament we have

DIVISION UPDATESDIVISION UPDATES




WHAT ARE YOU DOING?WHAT ARE YOU DOING?The Forward wants to hear from you!

If you or your church are doing something new in church or your community, let us know by emailing [email protected].

a crusade service. In 2013 the crowds were so large we had to rent the twelve-hundred-seat Dick Clark Theater in Bran-son, Missouri. After hearing the anointed ministry of Donnie Sheerin, the children filled the altars and flooded the platform. There was standing room only and God gave many children direction for the future! Junior Bible Quizzing has rewards both today and in the days to come.

The study for 2014 is the Gospel of John.

The General Youth Division is pleased to announce the appoint-

ment of Josh Carson (Ohio District youth president) as the new GYD direc-tor of promotion!

Josh has served the Youth Department of the Ohio District in

multiple leadership capacities for over twelve years and has ex-ecuted each role with excellence. He has demonstrated exceptional leadership and administrative abilities as sectional youth direc-tor, district youth secretary, and

district youth president. Josh has also served as the director of Marketing and Finance for First Apostolic Church of Tallmadge Academy where he was given the opportunity to effectively make use of his talents in graphic design and communication. In addition to his ministry expe-rience and technical skills, he is a man of great integrity and possesses a genuine spirit and strong passion for youth ministry, having served as a full-time youth pastor for the past twelve years in Tallmadge, Ohio. He is Apostolic in identity and ministry, as ex-pressed through his lifestyle and his gifting as a powerful preacher and dynamic worship leader. He is complemented in ministry by his sweet, talented, and godly wife, Rachel, and together they make an effective ministry team. The Carsons are blessed with four beautiful children—Canan (age 9), Carver (age 6), Kady-nce (age 4), and Casen (age 1).

The primary focus of Ladies Ministries has always been fund raising and thereby blessing oth-er divisions and endorsed minis-tries through our annual Mothers Memorial drive, but we minister in so many other areas as well. We produce good literature that is relevant to the day in which we live and to the challenges this generation faces on a daily basis. Across the nation and around the world Ladies Ministries is known for its passion in as-suring that “the generation to come may know.” Free newsletters and Bible stud-ies help in keeping all ages on the “path.” Thank you, North America, for your sacrificial giving and involvement in our various ministries. To learn more about us, please visit our web site at ladiesministries.org.




Resolution #1Whereas, The General Board of the United Pentecostal Church International unanimously passed the following position paper during their meetings at the 2012 General Conference; and

Whereas, It is the expressed wish of the General Board in the interest of unity that the voting constituency of the United Pentecostal Church International consider adoption of the same; and

Whereas, Adopting this position paper would of necessity replace ones previously adopted by general conferences in session; and

Whereas, Replacing such position papers previously adopted by a general conference can be enacted only by another sitting general conference; therefore

Resolved, That the following position paper, “Media Tech-nology,” which was previously approved by the General Board in 2012 be now approved by the 2013 General Conference and replace the two position papers, “Video,” adopted by the 1983 General Conference, and “Technol-ogy,” adopted by the 1988 General Conference.

Media Technology

Our elders took an important, principled and correct stand against the evils of television in 1954 when they adopted the fourth paragraph on holiness in our Articles of Faith in response to the invention of television and other changes in society. It follows that we need to enunciate the principles upon which our elders acted and apply them in light of technological changes and more complex choices today. Specifically traditional television is now merging with other technologies that we have accepted, such as computers, online media, satellite and cable deliveries, me-dia players, smart phones, tablets, and game consoles.

Therefore we must give appropriate guidance to a new generation of believers with regard to all use of communications technology in language that is understandable and meaningful

to them so we can continue to uphold our position on holiness of life and holiness in the use of all communications technology. In view of the nature of media and our movement, we must be careful not to signal any compromise of belief or lifestyle.

The United Pentecostal Church International, accepts only the Bible and the Holy Spirit as its guides to determine the correct standards of conduct in this world, and it recognizes the responsibility to apply biblical principles in a changing world. Neither the Bible nor the United Pentecostal Church International teaches that salvation can be earned by good works, but both contend that holiness in behavior results from a transforming experience of the Holy Ghost, and is therefore incumbent upon each Christian. The church has an obliga-tion to establish standards of conduct when necessary, but it refuses to make rules for every aspect of daily living. Each Christian is responsible to God to maintain holiness in his or her life, for God alone is the judge, but the church is also responsible to teach biblical standards of holiness. Holiness as a spiritual experience and a way of life is not an option for a Christian but a biblical injunction (II Corinthians 7:1, Romans 12:1-2, John 17:14-16, I John 2:15-16, Ephesians 5:11).

It is very evident that spirituality and holiness are deeply entwined together. The Scriptures teach that carnality is en-mity toward God. The use of media must therefore be care-fully considered so that we do not take the beautiful truths of God unto areas that will contribute to the downfall of a child of God. The influence of sinful media programming is so grave and damaging to Christian-living, that conscience demands that it be battled in a principled way. The biblical safeguard against rapid cultural or technological change is to build upon timeless principles, Scripture elegantly solving the proper management of media technology with a single verse: “I will set no evil thing before mine eye…” Psalm 101:3. A consistent and principled position on media pro-gramming does not constitute a threat to our core stand on issues of separation from the world, but only strengthens our position by casting in principle the manner in which we are already solving this issue in practice.

Historic guidelines regarding television and video were written in light of the technology of the 1950s and 1980s, demonstrating a common desire for the homes of our families

2013 General Conference Resolutions



to be sanctuaries governed by Godly principles. In today’s world, we apply these guidelines as follows. We recognize that similar content is available through mediums such as computers, online media, media players, tablets, smart phones, and game consoles. What we have traditionally called television is merging with other devices that we have accepted. Therefore in these cases and with all other communications technology, we teach responsible use that is strictly in accord with wholesome Christian prin-ciples. As new media appear in the marketplace, the Christian must not accept their usage without evaluation of their impact on his or her spiritual walk with God. We are to “walk circum-spectly [looking around us], not as fools, but as wise, redeeming the time, because the days are evil” (Ephesians 5:15-16).

Adopted as Amended

Resolution #2Whereas, Our elders took an important, principled, and correct stand against the evils of television in 1954 when they adopted the fourth paragraph on holiness in our Ar-ticles of Faith in response to the invention of television and other changes in society; and

Whereas, The need to enunciate the principles upon which our elders acted and apply them in light of technological changes and more complex choices today remains; and

Whereas, Traditional television is now merging with other technologies that we have accepted, such as computers, online media, satellite and cable deliveries, media players, smart phones, tablets, and game consoles; and

Whereas, Some forms of video technology are obsolete but new forms have been invented and are continuing to be invented; and

Whereas, We must continue to uphold our position on ho-liness of life and holiness in the use of all communications technology; and

Whereas, In view of the symbolic nature of media for our movement, we must be careful not to signal any compro-mise of belief or lifestyle; therefore

Resolved, That Article VII, Section 7, Paragraphs 31 and 32 be replaced with the following as Paragraph 31, and all fol-lowing paragraphs be renumbered appropriately:

31. No minister having a television in his or her home shall be permitted to hold license or credentials

with the United Pentecostal Church International. This does not preclude the option to use television for advertising.

32. The use of video must strictly be limited to those areas in which motion picture cameras and projec-tors are traditionally permitted to be used: namely, in taking of pictures of families, friends, and church activities and the viewing of educational, religious, and inspirational films that are consistent with wholesome Christian principles. Furthermore, we strongly oppose the viewing of all worldly motion pictures and video films that are shown commer-cially in theatres and on television for entertainment purposes. All video receivers must be altered so that they are not able to receive television channels.

31. The use of all media technology must strictly be limited to educational, religious, inspirational, and family con-tent that is consistent with wholesome Christian prin-ciples. No minister shall use television or other media technology for the purpose of viewing worldly, carnal and unwholesome media; endeavouring to maintain a Godly atmosphere and influence in their lives.

Adopted

Resolution #3Whereas, Canadian law prohibits double indemnity insur-ance for ministers above age 70, making it impossible to fairly fulfill this requirement; and

Whereas, Only an average of 2 cases of double indemnity occur each year among our licensed ministers; and

Whereas, Rising costs of insurance premiums are placing pressure on the budget fees; and

Whereas, A recent proposed 20% rise in premiums forced a change in insurance companies which itself incurs extra costs, inconvenience, and a measure of confusion; and

Whereas, These and other insurance issues indicate the need for more options and flexibility in future decision making; and

Whereas, Written policy requires that establishing a benev-olent fund would need to be approved by both the Budget Committee and the General Board; therefore

Resolved, That Article VII, section 7, paragraphs 8, 9 and 10 be changed to read as follows:



2013 GENERAL CONFERENCE RESOLUTIONS

8. Each minister holding a Local License is required to pay $374 annually into a budget fund, which will entitle said minister to a Manual, a Ministerial and Church Directory, a subscription to the For-ward, a subscription to the Pentecostal Herald, and a ten-thousand-dollar group life insurance policy with double indemnity and dismemberment provisions as specified and $10,000.00 given to the minister’s stated recipient at his or her death from a benevolent fund or a group life insurance policy.

9. Each minister holding a General License is re-quired to pay $386 annually into a budget fund, which will entitle said minister to a Manual, a Ministerial and Church Directory, a subscription to the Forward, a subscription to the Pentecostal Her-ald, and a ten-thousand-dollar group life insur-ance policy with double indemnity and dismem-berment provisions as specified and $10,000.00 given to the minister’s stated recipient at his or her death from a benevolent fund or a group life insurance policy.

10. Each minister holding a Certificate of Ordina-tion is required to pay $398 annually into a budget fund, which will entitle said minister to a Manual, a Ministerial and Church Directory, a subscription to the Forward, a subscription to the Pentecostal Herald, and a ten-thousand-dollar group life insurance policy with double indemnity and dismemberment provisions as specified and $10,000.00 given to the minister’s stated recipient at his or her death from a benevolent fund or a group life insurance policy.

Adopted

Resolution #4Whereas, The rapidly evolving nature of the publishing business highlights the need for increased flexibility in order to fulfill the mission of the Division of Publications and the publications needs of the United Pentecostal Church International; and

Whereas, There is a stated desire to simplify the Constitution of the United Pentecostal Church International to its core purposes and remove from it operational issues that should be more properly placed in a policy manual; therefore

Resolved, That the following deletions be made to Article XIV of the Constitution of the United Pentecostal Church International.

ARTICLE XIV SUNDAY SCHOOL DIVISION

Section 3. The Officers shall be as follows:4. Editor of Word Aflame® Sunday School Curriculum5. Associate Editor of Word Aflame® Sunday School

Curriculum

Section 4. The Officers shall be selected as follows:3. The Editor and the Associate Editor of Word

Aflame® Sunday School Curriculum shall be ap-pointed by the Board of General Presbyters for a period of two (2) years, concurrent with the term of the General Superintendent.

Section 5. Qualifications. 3. The qualifications for the Editor of Word Aflame®

Sunday School Curriculum shall be the same as Article IV, Section 3, Paragraphs 1 and 2 of the General Constitution and further he shall have an adequate educational background.

4. The qualifications for the Associate Editor of Word Aflame® Sunday School Curriculum shall be as follows: (1) he shall be a licensed minister of the United Pentecostal Church International, and (2) shall have an adequate educational background.

Section 6. Duties of Officers.4. The Editor of Word Aflame® Sunday School Cur-

riculum shall:(a) Work under the direction of the general Sunday

school director.(b) Edit all Word Aflame® Sunday School Curricu-

lum publications.(c) Call for, and preside over, all Sunday school

curriculum editorial meetings(d) Supervise the work of all associate and de-

partmental editors of Word Aflame® Sunday School Curriculum.

(e) Serve as an ex officio member of the Literature Curriculum Development Committee.

5. The Associate Editor of Word Aflame® Sunday School Curriculum shall:(a) Work in cooperation with the Editor and share

in editing and preparing of Word Aflame® Sun-day School Curriculum.

(b) Assist the Editor in any editorial staff meetings.(c) Serve as an ex officio member of the Literature

Curriculum Development Committee.



Section 7. Boards and Committees.1. The General Sunday School Board shall be composed

of the Director, the Secretary, the Promotional Direc-tor, and the District Sunday School Director of each organized district. The Editor and the Associate Editor of Word Aflame® Sunday School Curriculum shall serve as ex officio members of the General Sunday School Board. They shall meet at each General Conference and at each General Sunday School Convention to formulate annual programs to further the Sunday school endeavor throughout our fellowship. They shall aggressively pro-mote the Word Aflame® Literature, providing training opportunities for better use and recommend changes.

3. The Literature Curriculum Development Committee shall be composed of ten (10) members, appointed by the General Board for a period of five (5) years. The General Sunday School Director shall serve as chair of this committee; and the Editor in Chief together with the Editor of Word Aflame® Sunday School Curricu-lum shall be ex officio members. It is further recommended that this committee consist of a good cross-section of the constituency: people of varied ages, pastors of small and large churches, from various areas of the fellowship, a wide range of education and experience is desirable. A meeting of the Curriculum Development Committee shall be held twice each year. Special-called meetings shall be determined by the General Sunday School Director. The services of this committee shall be made available to the Sunday School Board for consultation with the Editors of Word Aflame® Sunday School Curriculum during the course of these meetings. The basic function of this committee shall be to direct the further development, revisions, and/or recycling of the Word Aflame® Sunday School Curriculum. They shall make a thorough study of present projected curriculum cycles on each level and the total program of study. They shall evaluate as to the comprehensive coverage of the Bible, determine areas to be included and the emphasis on certain vital portions of Scrip-ture; such as doctrine and other present day needs.

4. The Writers Selection Committee shall be composed of the General Sunday School Director, the Editor in Chief, and the Editor of Word Aflame® Sunday School Curriculum. The General Sunday School Director shall serve as chair. It shall be the respon-sibility of this committee to approve all writers of the Word Aflame® literature.

Section 8. Ministries of the General Sunday School Division.8. To develop Word Aflame® Publications Sunday

school curriculum.

Section 9. The General Sunday School Division shall be funded through the following sources:

4. A percentage of the gross sales of the Word Aflame® Sunday School Curriculum and other products developed by Word Aflame® Publications shall be allocated to the General Sunday School Division and transferred on a monthly basis. The percentage will be determined by the General Board.

Section 10. Departmental Structure Word Aflame.1. Purpose.

(a) The purpose of Word Aflame shall be to provide Christian literature that meets the following criteria: (1) doctrinally correct, (2) spiritually perceptive to the times, (3) inspirational, (4) aes-thetically attractive, (5) educationally and gram-matically sound, (6) flexible to varying needs, and (7) delivered to the classroom on time.

2. Officers.(a) Editor of Word Aflame® Sunday School Cur-

riculum(b) Associate Editor of Word Aflame® Sunday

School Curriculum

Resolved, That the following new Article VIII replace the current Article VIII in the Constitution of the United Pen-tecostal Church International.

ARTICLE VIIIDIVISION OF PUBLICATIONS

Section 1. Name.1. The name of this division of the United Pentecostal

Church International shall be Division of Publications.

Section 2. Purpose.1. The Division of Publications shall serve as the publish-

ing arm of the United Pentecostal Church International.

Section 3. The Officers shall be as follows:1. Editor in Chief and Publisher2. Associate Editor(s)3. Publishing House Administrator

Section 4. The Officers shall be selected as follows:1. Editor in Chief and Publisher:

The Editor in Chief and Publisher shall be appoint-ed by the Board of General Presbyters, the appoint-ment to be ratified by the General Conference, for a two (2) year term concurrent with the term of the



General Superintendent. His or her term of office shall expire on or before January 1, following the appointment of a successor.

2. Associate Editor(s): The Associate Editor(s) shall be appointed by the Board of General Presbyters for a term of two (2) years, alternating with the term of the Editor in Chief.

3. Publishing House Administrator: The Publishing House Administrator shall be appointed by the Board of General Presbyters for a period of two (2) years, concurrent with the term of the General Secretary-Treasurer.

Section 5. Divisional Structure.4. The Editor in Chief and Publisher shall serve as the

head of the Division of Publications.5. The Division of Publications shall be made up of

two departments: (a) Editorial(b) Pentecostal Publishing House

Section 6. Qualifications of Officers.1. The Editor in Chief shall have the same qualifica-

tions as in Article IV, Section 3, Paragraph 1 of the General Constitution, and further shall have an adequate educational background.

2. The Associate Editor(s) shall be a licensed minister of the United Pentecostal Church International and shall have an adequate educational background.

3. The Pentecostal Publishing House Administrator shall conform to the fundamental doctrine, be of unquestionable character and integrity, and further have an adequate background in the following fields:(a) Administration(b) Personnel Management(c) Production Management and Cost Accounting

Section 7. Duties of Officers.1. The Editor in Chief:

(a) The Editor in Chief shall serve as the head of the Division of Publications.

(b) The Editor in Chief shall scan all divisional manu-scripts prepared for periodicals and other publications, with the exception of divisional promotional material. The Editor in Chief shall have the right to request changes in any publication. If and when there is a dif-ference of opinion between any editor and the Editor in Chief, and no agreement can be reached, he shall take the matter to the Executive Publication Commit-tee. If necessary, the Editor in Chief may refer the mat-

ter to the Board of Publication, whose decision shall be appealed only to the Executive Board.

(c) The Editor in Chief shall call for, and preside over, all Board of Publication meetings. When deemed necessary, he or she shall counsel with this board concerning any doubtful materials.

(d) The Editor in Chief shall serve as chair of the Executive Publication Committee.

(e) The Editor in Chief shall represent the Division of Publications on the General Board.

(f) The Editor in Chief shall serve as the chair of the Curriculum Advisory Committee.

(g) The Editor in Chief shall make an annual report to the General Board, making any recommendations deemed necessary to better the work or to increase the scope of the Division of Publications.

(h) The Editor in Chief shall receive and be respon-sible for the safekeeping of all book manuscripts.

2. The Associate Editor(s):(a) The Associate Editor shall work under the

direction of the Editor in Chief.(b) The Associate Editor shall be an ex officio mem-

ber of the Executive Publications Committee.(c) The Associate Editor(s) shall serve as an ex

officio member of the Curriculum Advisory Committee.

3. The Publishing House Administrator:(a) The Administrator shall work under the direc-

tion of the Editor in Chief.(b) The Administrator shall publish only the books

and other resources approved for publication by the Executive Publication Committee.

(c) The Administrator shall be an ex officio mem-ber of the Board of Publications.

(d) The Administrator shall be an ex officio mem-ber of the Executive Publications Committee.

Section 8. Board of Publication.1. The Board of Publication shall consist of six (6)

ordained ministers from various areas of North America. They shall be appointed by the Board of General Presbyters and ratified by the Gen-eral Conference for a three (3) year term. Their appointments shall be staggered, with two (2) members being appointed each year. No minister at Headquarters shall serve on this board, with the exception of the Editor in Chief and the Pentecostal Publishing House Administrator.

2. The Board of Publication shall implement the gen-eral policy for all publications edited by the United Pentecostal Church International.

2013 GENERAL CONFERENCE RESOLUTIONS



3. At the request of the Editor in Chief, the Board of Pub-lication shall pass upon any periodical (or part thereof) and upon any article of questionable nature. Its decision upon any of the aforementioned items shall be final.

4. The Board of Publication shall meet annually. In these meetings, the board members shall evaluate all publications of the United Pentecostal Church Inter-national. They shall evaluate publications to deter-mine if all the publication needs of the fellowship are being met. They shall give to the Executive Publica-tion Committee any advice they deem necessary. The Board of Publication shall make suggestions and offer advice concerning any United Pentecostal Church International periodical or publication, including set-ting standards for costs and quality control.

5. All divisions desiring to publish new periodicals must receive approval from the Board of Publication at its regularly scheduled meetings. The Board of Publica-tion should determine the need for the requested publication, its feasibility, and that it does not infringe upon or duplicate an existing publication.

6. The head of each division and/or a representative appointed by him shall meet with the Board of Publication annually for critique, direction, and in-struction for the purpose of increasing and improv-ing our publications for evangelizing the world.

Section 9. Executive Publications Committee.1. The Executive Publication Committee shall be

made up of the Editor in Chief, the General Secre-tary, the Associate Editor, the Pentecostal Publish-ing House Administrator, and the Division Head or his or her appointed representative when the publication is related to his or her division.

2. All manuscripts for publication are to be submit-ted to the Editor in Chief, who may at his discre-tion assign said manuscripts to an associate editor for analysis and recommendation for publication. Manuscripts shall then be returned to the Execu-tive Publication Committee for approval or disap-proval. In the event the Editor in Chief or division head does not agree with the decision of the Execu-tive Publication Committee, or with the recom-mended changes in the manuscript, he may appeal to the Board of Publication at its next meeting.

Section 10. Curriculum Advisory Committee.1. The Curriculum Advisory Committee shall consist

of the Editor in Chief, the Associate Editor(s), the General Sunday School Director, the General Youth President, and four (4) at large members.

2. The Curriculum Advisory Committee shall help set direction and periodically review graded curriculum.

Section 11. Editorial Department.1. Purpose.

(a) The Editorial Department shall publish the offi-cial magazine of the United Pentecostal Church International.

(b) The Editorial Department shall offer editorial assistance to the divisions in their publications.

(c) It shall scan all publications to assure the cor-rect doctrinal position according to the Articles of Faith of the United Pentecostal Church Inter-national and to maintain acceptable standards of editorial excellence.

(d) When a publication is likely to be distributed in-ternationally, the Editorial Department shall scan the publication as to its international acceptance.

Section 12. Pentecostal Publishing House.1. Name.

(a) There shall be a publishing house at the headquarters of the United Pentecostal Church International, to be called the Pentecos-tal Publishing House.

2. Purpose.(a) The purpose of the Pentecostal Publishing

House shall be to advance the cause of spread-ing the whole gospel to the whole world through the production and dissemination of religious knowledge, useful literature, and spiri-tual information in the form of books, tracts, periodicals, etc.

Adopted

Resolution #5 Defeated

Resolution #6BE IT RESOLVED that we express our appreciation to our general superintendent, general officials, headquar-ters staff, the ushering staff, coordinating personnel, all committees including the singers, worship leader, musicians, the Missouri District, the local pastors and churches, the convention bureau and its administra-tive staff and all others who contributed to the success of this annual conference of the United Pentecostal Church International.

Adopted



by Jerry Jones

Ministerial statistics which report new ministers, promotions to general license, promotions to ordination, deceased ministers, and ministers no longer affiliated are printed regularly in the Forward. Those who are no longer affiliated due to nonpayment of budget fees are not reported. This is because more often than not these ministers do not intend to withdraw from fellowship but simply have overlooked these payments. Since most of these ministers are quickly reinstated these are not printed in the Forward. The cases of those who are no longer affiliated for other reasons must be reviewed by the Executive Board or Executive Committee before they are official and can be reported in the Forward. The Executive Board usually meets twice a year. Since the Forward is printed quarterly, the list of those no longer affiliated does not appear in every issue.

New Ministers

ALABAMA DISTRICT

Hadden, Timothy C.Royster, Fred D.Taylor, Troy C. Jr.

ALASKA-YUKON DISTRICT

Churchill, Orvada L.Gladowski, Cameron L.Hackenbruch, Amber R.

ARIZONA DISTRICT

Clark, Carlton L.Hernandez, Fabian

ARKANSAS DISTRICT

Allen, Anthony E.Coolman, Daniel E.Flaherty, Kevin D.Gage, Matthew D.Hamilton, Anthony T.Juarez, AlvaroKeown, Thad A.Kidder, Ryan R.Parker, Donna J.Poe, David E.Renderos, ErnieSanford, John S.Smith, A. J.Tritsch, Terry D. Sr.Watson, Dennis R.

BRITISH COLUMBIA DISTRICT

Clarke, Andrew J.Rideout, Corenna F.

CENTRAL CANADIAN DISTRICT

Meyers, Krystina L.Meyers, TinaPeever, James M.

COLORADO DISTRICT

Colby, Carl D.

CONNECTICUT DISTRICT

Aborjoe, Jennifer A.

FLORIDA DISTRICT

Byers, Jerry A.Cox, Todd A.Ford, Kathryn J.Rodriguez, AlfredoThornton, Clifton L.Topping, Jarrett H.Williamson, Sherline

GEORGIA DISTRICT

Broadley, A. L.Clack, Marshall B. II

ILLINOIS DISTRICT

Anderson, ChrisGonzalez, Ricardo L.Hembree, LexKing, Carl E.Miller, Glenda D.

INDIANA DISTRICT

Barrow, Robin S.Daffron, Matthew S.Disney, Joseph L.Floarea, Joseph A.Gilliland, Austin L.Harris, Charles F. IILich, Allen R.McDorr, Thomas E.Poling, Erik D.Smith, Gene T.Smith, Zachary T.Sympson, Robin K.Wetzel, Clayton D.

KENTUCKY DISTRICT

Beatty, Anthony R.Couch, JonathanJackson, Keith T.

LOUISIANA DISTRICT

Anderson, Jordan R.Billiot, Chris A.

Cook, Michael T.Davis, Ramsey A.Deglandon, AaronDelatte, Jason P.Foster, Brandon M.Galatas, JeremyHolloway, MandyHuggins, James A.Huggins, Michelle G.Miller, Gregory J.Miller, Laureal L.Pavlu, Jared D.Snider, Don R.Spillars, Taylor A.Thompson, Wesley S.Wilson, David J.

MAINE DISTRICT

Channell, Justin M.

MARYLAND-WASHINGTON

DC DISTRICT

Castellanos, Marvin E.Johnson, Michael E.Pagano, Stephen W.Sistrunk, Darron S.

MASSACHUSETTS-RHODE

ISLAND DISTRICT

Parker, Carolann M.Samayoa, EriWilliams, Adam W.

MINNESOTA DISTRICT

Brooks, Michael S.DeVall, Jonathan D.Harrington, Theodore R.Thompson, Natalie A.Van Engen, Nathan

MISSISSIPPI DISTRICT

Newman, Arthur L.Randall, Tommy T.Ross, TimTen Eyck, Donna R.

NEBRASKA DISTRICT

Cole, Jeremy N.Egan, John J. IV

NEW YORK DISTRICT

Hatch, Kimberly A.

NEW YORK METRO DISTRICT

Meikle, JulietParris, RobertWebb, Colville E.

NORTH CAROLINA DISTRICT

Vitanza, Rhonda L.White, Robert T.

NOVA SCOTIA DISTRICT

Miller, Christopher

PENNSYLVANIA DISTRICT

Aikey, Paul B. IIIDeGonia, Christopher M.Jean, Louis, Jr.Sees, Kasey A.Zeek, Tammy L.

ROCKY MOUNTAIN DISTRICT

Gerky, Wendy L.

SOUTH TEXAS DISTRICT

Arocha, Francisco IIIBreaux, Elvin J.Escamilla, HomeroMartin, Derick J.McDaniel, Jon P.Moss, Tyler P.Smith, Cody D.Sorola, Carmelo S.

TENNESSEE DISTRICT

Flowers, Andrew J.

TEXAS DISTRICT

Jordan, Edward E. Jr.

MINISTERIAL STATISTICS July-October 2013



TEXICO DISTRICT

Almond, Alvin C. Sr.Anaya, DanielChristmas, Marshall R.Clifton, Bryan W.Franco, Jesse P.Garcia, Lino J.Garcia, RubenGore, Erick A.Hamilton, Kim C.Havens, Luke T.Hernandez, DavidTrevino, Javier

VIRGINIA DISTRICT

Hoffman, KeenanLinville, Donna S.Miller, Charles H. Jr.Smith, Scott W.

WEST VIRGINIA DISTRICT

Edwards, Joshua E.Smailes, Chad

WESTERN DISTRICT

Rodriguez, Jonathan J.

WISCONSIN DISTRICT

Garcia, Richard H.Meyer, Robert C. Jr.Uselmann, Glen A.White, Eric

Promotions to GeneralALASKA-YUKON DISTRICT

Colvin, Craig M.

ARKANSAS DISTRICT

Blackmon, Logan D.Harder, Bobby W.Tackett, Jonathan K.

ATLANTIC DISTRICT

Ellison, Derek R.

CANADIAN PLAINS DISTRICT

Ramos, Jaime Q.

FLORIDA DISTRICT

Scott, Jerry

GEORGIA DISTRICT

Varnado, Lloyd W.

ILLINOIS DISTRICT

Nazarian, Johnathan A.

LOUISIANA DISTRICT

Bonvillain, Martial D.Cheever, James E.Horton, Douglas R.Penalber, Tonya B.Stevison, Tyler A.Vincent, Joseph J.

MARYLAND-WASHINGTON

DC DISTRICT

Diaz, Ancelmo O.Marin, AlvaroWarlick, Robert W. Jr.

MINNESOTA DISTRICT

Markworth, Jonathan D.Miller, Gregory D.

NEW YORK DISTRICT

Deas, Ryan L.


Drake, Matthew E.Peavy, Damon I. Sr.Roberts, Marty R.Sarsfield, Shawn M.

PENNSYLVANIA DISTRICT

Simmons, Donald H.Wright, Aaron W.

SOUTH CAROLINA DISTRICT

Stegall, Samual T.


DiNello, Philip

TEXICO DISTRICT

Holguin, JorgeMaratta, Joseph C. III

WEST VIRGINIA DISTRICT

Dean, Howard J.Toney, Earl R. Jr.

WESTERN DISTRICT

Hogue, Jeromy L.Louw, Jonathan

WISCONSIN DISTRICT

Demos, Philip A.

Promotions to OrdinationALABAMA DISTRICT

Daniel, Gregory E.

ARKANSAS DISTRICT

Needham, Anthony R.O’Neil, Ryan A.Shock, Bryan K.Smith, Jason F.Stokes, Keith A.Townsend, Charles M. Jr.

FLORDIA DISTRICT

Feld, James E.Lawson, Jason J.Maldonado, Hector L.

IOWA DISTRICT

Williams, Stephen E.

GLOBAL MISSIONARY DISTRICT

Brainos, Marcus A.Carter, Colleen L.Cooney, JoeSarsfield, Jaydie

GEORGIA DISTRICT

Worley, Stephen R.Young, John H. Jr.

ILLINOIS DISTRICT

Benthal, Steven R.Goins, Mark A.Gray, Joel E.Heil, John E.Loyd, Michael W.Morrison, Michael W.Rodriguez, SamuelWilhelm, Gregory A.

INDIANA DISTRICT

Parnell, Jordan D.

KENTUCKY DISTRICT

Romain, Richard A.

MARYLAND-WASHINGTON

DC DISTRICT

Johnson, Lovester C. Sr.

MICHIGAN DISTRICT

McKinnies, Michael S.

NEBRASKA DISTRICT

Bowers, Philip G.

NEW YORK METRO DISTRICT

Lovos, Roberto E.

ONTARIO DISTRICT

Eastman, AndrewMeredith-Lewis, Melva M.


Bonilla, Alfredo

TEXAS DISTRICT

Chargois, Charles A.Griffith, J. D.

TEXICO DISTRICT

Carrington, Nathan D.Eastridge, Martin L.Hamilton, David J.Higginbotham, James R.Sanford, Wilbur D.

VIRGINIA DISTRICT

Douglas, Chad A.McCrury, Timothy L.Poling, Jeremy S.Ruck, Roberto T.Windsor, Raymond E.

WISCONSIN DISTRICT

Bridges, Philip A.Hanthorn, Joseph L.Punzel, David A.

DeceasedATLANTIC DISTRICT

Jenkins, David G.

FLORIDA DISTRICT

Welch, B. W.



her familiar surroundings, her home, and her routines that developed over many years. Perhaps the subtitle ques-tion of this article should have been, “What Will Your Wife Do after You Stop Pastoring?” In observing how retiring ministers have coped with this situation, those who have focused on specific ministries, projects, or roles have fared the best. She needs a new focus in life, a new reason to live. This needs to be deliberately managed and not left to chance.

How will my family’s relation-ship to the church change? In many churches, the pastor’s family occu-pies a place of prominence. With the entrance of a new senior pastor, the family loses this identity and another family moves into this position. In a preemptive strike against any trouble, the retiring pastor may want to bring in a trusted counselor to have a conference with the family so they can express their feelings and hear how they should handle the chang-ing situation. Regardless of how the

subject is broached, it must not be ignored. In addition, the new senior pastor should show great sensitiv-ity in how the former pastor’s family is treated. If these precautions are taken, a potential problem can be averted and turned into a positive force in the future of the church.

What can I do to make the best use of my time in retirement? Retirement is like a car: just because the vehicle is not in gear doesn’t mean the motor isn’t running. You have energy, and you still have capabilities for many tasks and missions. Don’t turn off that motor simply because you aren’t going in the direction you have always gone. Find a different road and keep going!

You need to plan out your post-pastoral life in the same way you managed your active years. You may not know what you will do every day, but you need to have an idea which direction you are headed. It is vital you permit your vision to change. Whether it is bigger or smaller, your vision will drive you onward. Without

it, you will perish. Do not measure your value by what you did as a pas-tor. That was then; this is now. If you are only important because of what you used to do, you are now officially a has-been! You can’t let this hap-pen to you. Retirement gives you the opportunity to re-create, re-envision, and re-imagine your life. In fact, your retirement may actually become the defining years of your legacy.

Today, you are a force for good, a force for God! Your assignment as a pastor was short-lived (or so it seemed). Now, the future beckons. You and God have been at the drawing board for this stage. It can and should be as exciting as the previous stage.

Retirement is not, “Good-bye.” It is, “Let’s go!”

J. Mark Jordan is the bishop of First Apostolic Church in Toledo, Ohio, and the superintendent of the Ohio District of the United Pentecostal Church International.

ILLINOIS DISTRICT

Bittle, Helen F.

INDIANA DISTRICT

Hoffman, Robert D.

KANSAS DISTRICT

Elder, Edwina M.

LOUISIANA DISTRICT

Broxson, Michael T.Self, Oliver O.Waldrop, Geneva B.


Fluitt, Billie C.

TENNESSEE DISTRICT

Guerra, NorysPlunk, J. T.

TEXAS DISTRICT

Millstid, B. H.Navarro, Armando

WASHINGTON DISTRICT

O’Daniel, Anna L.

WESTERN DISTRICT

Swort, Peter M.

No Longer AffiliatedALABAMA DISTRICT

Dobbs, Jason S.Garcia-Lucas, JuanOwens, JeromePerry, William R. Jr.

ARKANSAS DISTRICT

Trayler, Anthony L.

FLORIDA DISTRICT

Strukel, Phillip A.

GEORGIA DISTRICT

Bryant, James A.Lynch, Sean D.Smith, George

LOUISIANA DISTRICT

Green, Frank G. Jr.

MASSACHUSETTS-RHODE

ISLAND DISTRICT

Arruda, Danny P.Mack, Stephen J.

MISSOURI DISTRICT

Geuin, Marcus C.


Hypolite, Daniel S.

SOUTH CAROLINA DISTRICT

Pegram, Wayne E.

SOUTHERN CALIFORNIA DISTRICT

Aguilar, Isaac W.Arreaza, Julio R.

VIRGINIA DISTRICT

Jacome, Christian R.

WISCONSIN DISTRICT

Choconta, HenryTrapani, Carl A.

What Will You Do When You Stop Pastoring? Continued from page 11

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