The leadership succession plan for Urgent Mission to Nations and Evangelical Faith Church ensures a prayerful, Spirit-led, and strategic transition process for leadership roles across all levels of the ministry. It reflects biblical principles, organisational best practices, and evidence-based processes for leadership continuity.

1. Succession for the Superintendent/Senior Pastor

The Superintendent/Senior Pastor is the highest-ranking official in the ministry, responsible for leadership, strategic vision, and spiritual oversight. The process for succession in the event of vacancy due to death, incapacity, resignation, or removal is outlined below:

A. Eligibility Criteria

  • Must be a member of the Urgent Mission Council.
  • Must be filled with the Holy Spirit, walking faithfully with God, and exhibiting consistent spiritual maturity.
  • Demonstrates strong leadership and administrative skills with a track record of effective ministry.
  • Must have served the ministry faithfully and exemplify Christ-like character.

B. Succession Process

  1. Declaration of Vacancy
    • The Urgent Mission Council (UMC) convenes an extraordinary meeting to officially declare the office vacant after prayerful discernment.
    • Valid reasons for declaring the vacancy include death, permanent incapacity, resignation, or moral failure.
  2. Nominations
    • Each member of the UMC submits prayerfully considered nominations of eligible candidates from within the council.
    • The council evaluates the nominees based on spiritual qualifications, ministry performance, and leadership readiness.
  3. Selection and Confirmation
    • The council engages in prayer and fasting to discern God’s will.
    • A candidate is selected through a unanimous decision or, if necessary, a two-thirds majority vote.
    • A final confirmation service is held to consecrate the new Superintendent/Senior Pastor in the presence of the council and church members.
  4. Transition Period
    • The outgoing Superintendent or acting leader ensures a smooth handover of responsibilities.
    • The new Superintendent is oriented on critical operational, spiritual, and administrative matters.

2. Succession for Lead Pastors

A. Eligibility Criteria

  • Must be an assistant pastor within the local church.
  • Demonstrates strong spiritual maturity, leadership ability, and alignment with the church’s vision and values.

B. Succession Process

  1. Nomination by Council of Elders
    • The local church’s council of elders meets to prayerfully nominate a qualified assistant pastor.
    • The nominee is assessed based on spiritual qualifications, ministry contributions, and leadership potential.
  2. Recommendation to the Urgent Mission Council
    • The nominee is recommended to the UMC for ratification.
  3. Ratification and Confirmation
    • The UMC evaluates the nominee’s suitability and confirms the appointment through prayer and a formal vote.
    • A consecration service is conducted to install the new lead pastor.
  4. Transition Planning
    • The outgoing lead pastor or interim leadership supports the incoming lead pastor for a smooth transition.

3. Selection and Consecration of Elders and Deacons

  • Each church follows the Church Manual for Selecting and Consecrating Elders and Deacons.
  • The council of elders, in collaboration with the lead pastor, identifies, vets, and consecrates individuals who meet the spiritual and character qualifications outlined in the manual.

4. Other Church Positions

  • For roles such as assistant pastors, ministry heads, or departmental leaders, the lead pastor consults the council of elders to prayerfully select and consecrate qualified individuals.

5. Leadership for Para-Church Ministries

  • Missionaries or regional leaders identify and consecrate Spirit-filled, capable leaders to oversee para-church collegiate ministries or other outreach initiatives.
  • Appointments are prayerfully discerned and guided by ministry goals and local contexts.

6. What our Ministries and Churches should Practice

A. Leadership Development and Training

  • Establish a Leadership Development Programme to train potential leaders in spiritual, administrative, and pastoral competencies.
  • Regular mentorship from senior leaders to prepare a pool of qualified candidates for future leadership roles.

B. Documenting Institutional Knowledge

  • Maintain comprehensive records of operational and spiritual insights to facilitate seamless transitions.

C. Performance and Accountability Standards

  • Implement regular performance appraisals and spiritual accountability sessions for all leadership roles.

D. Transparent Communication

  • Communicate succession plans to congregants and stakeholders to build trust and unity during transitions.

E. Emergency Succession Planning

  • Identify interim leaders or an acting superintendent/pastor to provide stability during unexpected vacancies.

7. Prayer and Discernment as Central Pillars

Throughout all stages of leadership transitions, prayer, fasting, and dependence on the Holy Spirit must guide decision-making. The church’s leadership must seek God’s wisdom and align decisions with biblical principles.

Conclusion

This leadership succession plan ensures that Urgent Mission to Nations and Evangelical Faith Church remain steadfast in their mission to glorify God while maintaining organisational stability. By combining Spirit-led discernment with evidence-based practices, the ministry is well-prepared to face future leadership transitions.