Dave Weiler / DDA: Teaching people.
Dave Weiler / DDA: Oh, gosh!
Dave Weiler / DDA: What kind of teaching to keep in front of the body. And so that's that's what that's about.
Dave Weiler / DDA: Provide spiritual and pastoral care. Let's see
Dave Weiler / DDA: again, we have a pastoral care team, a committee of individuals that help us follow up on members that are infrequent in attendance, or elderly and kind of shut in, or maybe sick and out for a little while. And so it's really nice to not just have the lead minister
Dave Weiler / DDA: doing that, or or the elders. We've got a group of folks and everybody pitches in, but kind of encouraging them and keeping that on your radar is what we're calling that pastoral care and guidance.
Dave Weiler / DDA: In that next section,
Dave Weiler / DDA: beyond call for pastoral emergencies. You know, someone loses a loved one, and things like that. I I don't think anything of this is surprising you with
Dave Weiler / DDA: needed to deal with, but it's just good to touch base on them.
John Gunter: Yeah.
Dave Weiler / DDA: And then, you know, funerals and weddings come up, and other special requests, and so an involvement in there will be good, and you know, I'm sure the longer you're here the more requests like that you get. As you know, people. Can you do the funeral for our family and things like that. And so your experience there's welcome. With that. So
Dave Weiler / DDA: providing leadership you've looked through this. Does that read pretty good to you?
John Gunter: You know we.
Dave Weiler / DDA: We don't have many meetings where it's just the elders, and, you know, lead ministers not present. That might happen on occasion. But really, you know, that's not our routine at all. As a member of the leadership team. Your input is going to be valuable and desired as we make decisions and we. We work hard to.
Dave Weiler / DDA: You know we're not always unanimous, but we strive for consensus, and then we unify around that. That's really our what we're trying to do regularly
Dave Weiler / DDA: champion, the mission help cast the vision.
Dave Weiler / DDA: Offer strategic planning, you know. One of our challenges right now is, you know.
Dave Weiler / DDA: is, are we, too, scattered in all the activities we have? Or are they focused around a central mission? And we need a willingness to let go of some things maybe we've always done. If they really don't help us with some core things we're trying to accomplish
Dave Weiler / DDA: so that we can focus on the core. Steve has that on his radar. And so a desire to not necessarily change everything, but just a a good look, and being deliberate with that is what we're after there with that language
Dave Weiler / DDA: strategic planning. And then, you know, if there are new ministry leaders and ministry teams for things we're trying to do, they're gonna need encouragement and have them on on your radar. So
Dave Weiler / DDA: model discipleship relationships and our
Dave Weiler / DDA: our typical elders meeting with we typically, meet with staff once a month, and then the elders meet another time, and the Lead Minister tends to be at both of those monthly meetings. But we're trying to get to where it's once a month.
Dave Weiler / DDA: you know, but that's not where we are. With all the transition we got going on So
Dave Weiler / DDA: of monthly meetings with the elders to stay on top of everything. You know we used to have Jeff chair. Those meetings often set the agenda, and we're trying to stay migrated away from that where the elders take the lead and we rotate the lead
Dave Weiler / DDA: of those meetings and the agenda, and again full partnership with, input but takes. Take that burden off of the lead minister and share that more among the elders is what that's about, and so not to be controlling. But to really share the load better is where we're coming from. There.
Dave Weiler / DDA: and again, that line, your input will be welcomed and desired. During these times. We you know that that it'll be highly valued. So make sure you hear that.
Dave Weiler / DDA: All right. Ministry and administrative staff responsibilities.
Dave Weiler / DDA: Right now, Steve is supervising the administrative staff, Kaylin and the we got a office manager is Elizabeth you've met and janitorial or a maintenance guy. So Steve does those, and we've got an elder assigned to Nathan
Dave Weiler / DDA: and the children's minister, and you'll have an elder assigned to you as kind of a go to, and not necessarily mentor, but you know, supervising you know, day to day things somebody to call, you know, knows your routine and and is close that way.
Dave Weiler / DDA: And so, whether this position grows into supervising the other Ministry staff might very well work out, really well, might not. And so that's kind of a play by ear. Not dump that on you right away.
Dave Weiler / DDA: Type thing. But we'll just see how that goes. I I don't recall if there's many ministry staff that you currently supervise and, you know, do annual performance evaluations type of thing.
Stephen Walker: Okay.
John Gunter: No, I've just had a youth minister here that it was. It was a relationship of
John Gunter: Me! Being the mentor.
John Gunter: you know. So that was it there? But he but he's actually moved on now, just recently. Yeah, okay.
Dave Weiler / DDA: Oh, wow!
Dave Weiler / DDA: So and so grow into coordinating and overseeing. That ministry staff is something we see as a possibility and kind of let that happen. But ensuring the team, cohesion and alignment execution, keep an eye on how everybody's doing, you know, on your radar.
Dave Weiler / DDA: yeah, you know as someone who's there and sees, you know, more closely than maybe the elders what's going on. That's that's really valuable role
Dave Weiler / DDA: personnel decisions are made by the elders. But input from you is a vital part of the leadership team. Those job reviews will be conducted typically by you with an elder present like, you know the one that works with Nathan closely would be involved in his annual review.
Dave Weiler / DDA: and we try to do those in January. This wouldn't be on your plate right away. For this last year Steve Walker will be more involved than ever in those kind of things this year.
Dave Weiler / DDA: but again, your input will be valuable for those. And then there is a weekly staff meeting structure. Talking about everything that's going on, and what needs attention and all of that, and so coordinating those. Steve's taken that role right now, and so it would be in partnership with him to and again you'll have your bearing. So I I hope that paints kind of a clear picture of all those kind of things.
Dave Weiler / DDA: I guess that section, continues the
Dave Weiler / DDA: Congregational communication. You know, we just can't communicate too much is what we learn. And then how do you best do that? And when do you best do that is just an ongoing something that's important. And you know, we do have
Dave Weiler / DDA: an email that goes out once a week and what's in there and what's not what's better handled on a Sunday announcement. And just you know
Dave Weiler / DDA: those kind of things using our website, to draw in folks.
Dave Weiler / DDA: And so you did ask about working from home, and that's kind of this. Next
Dave Weiler / DDA: E bullet is offer us. Hours are expected to be not rare, but lots of flexibility there. It makes a lot of sense to be out meeting people. Maybe there's some day you want to work from home, or it's easier for you to prep a sermon from home, or something that's not.
Dave Weiler / DDA: you know, out of bounds. But you know, you know, maybe half time or more in the office type of rule of thumb. You know. Nobody's gonna be charting you with a clipboard. But we need you to be around in the office as a routine thing. Is that expectation. We wanted to
Dave Weiler / DDA: clarify for you, and then.
John Gunter: What were you guys used to, or or would you require, or whatever with Jeff? Just so, I know. Kind of what you've been used to accustomed to.
Dave Weiler / DDA: Yeah, I would say, Steve. He was probably in the office maybe 4 days out of 5, but.
Stephen Walker: Yeah, yeah, I think there there are some critical days where you want to be in the office. You know, definitely, you know, sometime on Monday, just to process what happened? You know, Sunday, that that's a everything's fresh on everyone's mind and get some information that's coming in. And then I mean, we welcome to change this up. But Tuesday is a staff meeting, and you'll you'll want to be there, because that's a a piece where you. You know we all
Stephen Walker: everybody at the staff meeting, you know, kind of weigh in on their errors of responsibility. It gives you opportunity to pour in and and get a picture of what's happening. And also, you know, maybe help guide some of those things that are happening as well. You know, you can hear those.
Stephen Walker: So that that's important. And then that's also the time on Tuesday where the next Gen. Team meets, and you'll want to be a part of that that means the Youth Minister and Children's Minister. They meet on Tuesdays. And so you you want to be a part of that. And then Wednesday is when
Stephen Walker: Caitlin is finalizing the worship for the for the upcoming week, and you'll you know that you'll want to be here for that. And the Bulletin goes out on Wednesday. So you, you know, just in case some things that you need to make sure is included. You know you. You don't necessarily need to be for the Bulletin. But I find it, you know, helpful
Stephen Walker: with Caitlin to have the one on one with her, you know. So you guys are finalizing and fine tuning cause that's her last day of the week in the office. And so you know. So that that will be why, that's critical. And and then there's no office hours on Friday.
Stephen Walker: You know, and and then Thursday is kind of a a flex day in terms of you know, you know, when you you can be in the office, you know or not, you know there may be a day. You won't prep do some prepping for your minist, you know your sermon, or whatever. But
Stephen Walker: but yeah, those, you know you. You want them to reconstruct that a little bit. But that's how things kind of work now, and in those 1st 3 days of the week are are really important to be here, especially the 1st 2.
Stephen Walker: You know the you know the kaylin, and you know conference is important as well, but that can be handled. Maybe you know with a zoom or whatever, but you know. But but those 1st 3 days of the week are really the the key in terms of office, presence.
John Gunter: That's very helpful. Thank you.
Dave Weiler / DDA: Yeah, Sunday is obviously a work day for this position. And, Steve, I don't remember if if it was Friday, probably that was Jeff's typical day away from the office.
Stephen Walker: Yes, Fridays, Fridays, and Saturdays work here is all days, I believe.
Dave Weiler / DDA: And then, but sometimes I know we came in to polish up the sermon on Saturday, and there was nobody else in the office. Typically and he could. That helped him. So anyway, lots of flexibility there, but just want to kind of paint a picture
Dave Weiler / DDA: of expectations.
John Gunter: Yeah, my! My setup here has been.
John Gunter: you know, on paper my days off for Friday and Saturday. I'm I'm the same way. There's no Saturday that goes by that I'm not working on still working, polishing, going over, you know. I'd love to have a mind that, just, you know, trapped it all by Thursday, and it was good, but.
Stephen Walker: You know, that's not me, but
John Gunter: Anyway, that that's very helpful. Thank you.
Dave Weiler / DDA: Yep.
Dave Weiler / DDA: And then this last line about sub day and Sunday absences we just stuck in there, because when we were hiring Nathan, he had a really good question. It's like, Well, how many, how many? How much can I get away, you know, and not that he was asking for a ton. But just what is really expected if I'm gonna be there 50
Dave Weiler / DDA: Sundays a year. That's an awful lot hard to get away right with the youth minister. So we just thought, well, 10% is a nice guide. It gets 5 Sundays away. It's 10% of the year. And again, nobody's charting this, but just didn't want to give any impression. Well, I only have to preach 40 times a year. I'm going to be gone a dozen times a year. That's kind of not workable, really. So just to clarify is where this is coming from.
Dave Weiler / DDA: yeah. And that's what I think. Steve, Steve and I were kind of texting back and forth yesterday about that. That's
Dave Weiler / DDA: okay.
John Gunter: And I mentioned it, I think, in our one of the meetings I can't remember which, but may have been our Saturday morning meeting, but
John Gunter: the biggest thing for me is to be able to
John Gunter: have some time away, and that doesn't necessarily mean Sunday, you know. But you know, understanding I'll have
John Gunter: kids in school, and a wife, more than likely is gonna be working, you know, full time that.
John Gunter: Hmm.
John Gunter: You know, it'll have to be some Sundays, but as long as I can get away to be able to go see family and things like that, you know that that's part of the measure of success for me is that I can do that otherwise, you know I don't. Wanna. I don't wanna be thinking about this 3 years down the road. Going, man. I don't see family at all, you know, and I feel like I need to move closer that kind of thing. I don't want to do that, you know, I just that's why I wanted to kind of, you know. Just kind of lay that out there like
John Gunter: as as long as we feel like I can do that.
John Gunter: It'd be great the rest, the rest of that looks looks great, as far as the you know, vacation type thing. So.
Dave Weiler / DDA: Okay.
John Gunter: Good.
Dave Weiler / DDA: Alright getting into the financial details.
Dave Weiler / DDA: so this salary number of 80,000. I appreciate you letting us know where you're at now, and this is a little bit different structure with our we've got. What we feel like is a pretty robust benefits package, and it sounds like where you're at now. They pretty much put it all in salary.
Dave Weiler / DDA: I don't know if you have some of these other things where you've got an education spending fund and a reimbursable when you, you know, meet with somebody and you buy coffee and just things like that. I don't. I don't know if that's
Dave Weiler / DDA: okay.
John Gunter: No, that that's all things I take care of.
John Gunter: And I don't even think because
John Gunter: because the tax things on it I don't even think we. I don't even think we really list a lot of those things because we don't.
John Gunter: You know. What is it? 20, something 1,000 you have to come up with to make it make sense, but.
Dave Weiler / DDA: Itemized.
John Gunter: Yeah, itemizing it and everything. Sorry. Katie's the accountant. But and then we have our insurance through her, and so I don't. You know I don't necessarily come up with that myself, but you know we do. As a family so.
Dave Weiler / DDA: Yeah.
Dave Weiler / DDA: So anyway, that salary number you know, we hope is workable in the context of the benefits package. And so when you know. Wanna make sure we can answer all your questions and paint a picture for you.
Dave Weiler / DDA: that medical dental vision is an allowance, you know, somebody like our youth minister. He's a single guy. He doesn't use 1,200 a month, so all of his health insurance is covered by the church, the premium, you know, he's got his deductibles and stuff like every health insurance plan.
Dave Weiler / DDA: And so that's the case for most of the individuals we have now. But it's a 1,200 a month. If you were covering your family, for example, maybe it's a little more than 1,200, and so we'll pay up to 1,200, and then payroll withholding pre-tax would cover the rest.
Dave Weiler / DDA: Now, right now, that is in flux. Our family. Let's just assume family coverage is what you would need, because your wife is gonna change jobs. And so you move here and you are in our package right now. That family coverage is just under 1,600 a month.
Dave Weiler / DDA: and so you'd be covering 400. We'd be covering the 1,200,
Dave Weiler / DDA: as, for example, now that renews in March.
Dave Weiler / DDA: and we've gotten a very large increase. That's been communicated to us. And so we're going out to the market to see if we can do a little bit better with that and get closer to what I've just described, and not as big of an increase. And so we're hopeful in that I think the family coverage was like 2,100,
Dave Weiler / DDA: something like that for the renewal. And so your 1,200 covered by us, that 900 would fall to you to cover if we didn't change anything. And so that's a big variable. I understand that, and just want to be transparent where we are. But right now, if we can take it out to market, find another provider that you know we're hoping to stay somewhere in that family range. Where we have been this past year, so
Dave Weiler / DDA: so weigh that accordingly. But that that adds up to a lot that 1,200 a month is another 14, 4 for 12 months of the year.
Dave Weiler / DDA: And then our retirement match is 50% of what you put in. And our Max is 3%. So basically, if you put in 6 for retirement, we'll put in 3, and you've got a 9% retirement savings there. And what that adds up to on this salary
Dave Weiler / DDA: we cover the long term disability insurance that you know, if you were disabled and couldn't do this job, it would replace something like 2 thirds or 60% of your salary type thing.
Dave Weiler / DDA: the. And then this Ministry resources, you know, if you wanted to buy books or videos or take an online course or something, you know. That's a hundred a month average. That's 1,200 during the course of the year for what you felt like, you needed education and training. I guess that's really where the online course might feel might fit. Is this $1,500?
Dave Weiler / DDA: if you if you could travel to a seminar somewhere, you know, and get some. Get some training that way. Here's a here's a budget resource to help you do that
Dave Weiler / DDA: And then shepherding funds is again. You know, you're gonna be meeting with people, and
Dave Weiler / DDA: you know the coffee shop or get a get some dessert or a meal here and there. And so we want to lighten that burden on you, and you can get reimbursed again 100 a month average. It's it's probably not enough for all that that tends to happen, but it's sure helpful.
Dave Weiler / DDA: And so then, when we add up all these pieces, is that 1, 0, 1, 200 number. So that's that's what we're you. That's the structure we're used to. That's what's in place. And
Dave Weiler / DDA: So you know, given, it's a different animal than what you're used to now. So just wanted to see how that struck you, or what more we can clarify with how this would work, and maybe things that aren't being mentioned here that you're financially sensitive to.
John Gunter: I don't know if I've got. I think you clear cleared most of those things up.
John Gunter: What? What's your do you have a policy as far as going to different seminars conferences. Things like that, as
John Gunter: you know. Do you limit your senior minister on? You know you went to. You've gone to 2 already. I don't know.
Dave Weiler / DDA: Well, it's pretty much this budget where? Okay, there's $1,500. How how far can you stretch that? If there's some things in St. Louis that you could take advantage of. That's not much travel cost or hotels, or, you know, online training. It's you know, whatever's helpful to you.
John Gunter: I mean, as as far as in terms of like days, or or anything like that, taking off to go to a conference.
Dave Weiler / DDA: No, I you'd be considered part of your work day, and I'm over your work schedule, and so, if you can work at it, work it in. That's that'd be understandable.
John Gunter: Okay.
Dave Weiler / DDA: Yep, I I don't think, Steve, I don't know that we've had, you know.
John Gunter: Well, let's I just.
Dave Weiler / DDA: That's true.
John Gunter: As for clarity, I always want to go to a lot more than I do. Because of family and everything else the same same way. Vacation, too. Right? It's I still have a wife that works and kids in school most of the time. And so it's
John Gunter: trying to get wanting to get out and getting out are 2 different things a lot of times. But
John Gunter: that's good, because I know I know we're, you know. There, I would be more
John Gunter: reachable, I guess, to get to Nashville at Lipscomb, where I went Harding as well.
John Gunter: And so you know, they they both have different different conferences and things that.
John Gunter: Really. Good
Stephen Walker: Those are drivable, John, you can.
John Gunter: In the master.
Stephen Walker: 12, 5 and a half hours, maybe 6, you know, so those will be drivable.
Stephen Walker: and so that might be able to stretch your your budget quite a bit. If you were open to driving to the location.
John Gunter: Yeah.
Dave Weiler / DDA: No.
John Gunter: Okay, that's helpful.
Dave Weiler / DDA: This next mention, you probably take advantage of the housing allowance, for, you know, taxes. That's a really nice break. And so we just want to acknowledge that kind of that helps a lot of things. And so you you know how that works to reduce your tax load.
Dave Weiler / DDA: you'll be considered a minister under the Irs code. And so our typical Ministry staff is
Dave Weiler / DDA: there, if they want to participate in social security, instead of waiving that they pay both the employer and the employee part of that. And so does that sound familiar to you? Okay, very good. Just wanna no surprises there.
Dave Weiler / DDA: and then relocation spences. You know. I I'm not quite sure how far $5,000 will get you. There's a lot of different ways to handle moving
Dave Weiler / DDA: sure either
Dave Weiler / DDA: reimburse actual costs, and you know, hire who you want, or as many college buddies as you can, or whatever is okay with us. But whatever those actual costs are we up to that limit? We're happy to help you get here. So.
John Gunter: Yeah, that's that's very much appreciated, too. Yeah.
Dave Weiler / DDA: Yeah, then, that's tax free. That's not a taxable benefit. If we reimburse actual costs up to up to a limit like that.
Dave Weiler / DDA: All right? Anything else about that section before we, before we move on.
John Gunter: I don't guess so.
Dave Weiler / DDA: Okay, good. Start date again. This is, there's flexibility here. I just went out a month and thought, maybe mid January. That's what we put on here, and then you're from it. And then I wanted to touch on the rental opportunity that you wouldn't have to search bar and wide for something that would be a a you know. Meet your needs for for a while, anyway. So
Dave Weiler / DDA: alright annual vacation. I I wanted to spell out, or we wanted to spell out our policy. This is what all of our staff follow. Fall into. Is a couple of weeks for the 1st 5 years, and then go to 3, and then go to 4, and at 7 and a half. That puts you at that 3 week range.
Dave Weiler / DDA: But then, within a couple of years, you'd go up to 4 weeks. And so that's our typical what our team is doing. You said you were sensitive to vacation. And so we wanna make sure things are workable that.
Dave Weiler / DDA: That sabbatical type thing couple of weeks every other year. That was, that's something we weren't familiar with. I don't know how common that is, but that sounds like.
John Gunter: Don't know that.
Dave Weiler / DDA: Arrangement.
John Gunter: Yeah, I don't know that that arrangement is is necessarily that common. I had suggested the more common approach of
John Gunter: I don't know. I think it was every 6 years.
John Gunter: 6 weeks, or something like that. And and the church came back with, well, what if we do it this way that way. We don't have to worry about 6 weeks, and that 6th year, you know, we can do
John Gunter: 2 weeks every other year.
John Gunter: And
John Gunter: but that's like I said that that's 1st time I'd ever considered that which is was fine with me, obviously. But
Dave Weiler / DDA: Well, that's brought that to you as quicker while you've been there. You've taken advantage of that couple of weeks here and there, whereas, instead of waiting. Well, we're more the traditional. Hey? Let's talk about it in 5 years and see how urgent that feels and what's working and what's not. It's it's, I think our language here is consideration of the appropriate need at the bottom bottom bullet there.
Dave Weiler / DDA: so okay, let's figure out what's needed here after 5 years. Let's evaluate that. And it might be oh, and typically 4 to 6 weeks. That's a range that we've accommodated. We've we've had a couple of Sabbaticals from Staff over the last several years. And so we kind of get that and that long break. And it's
Dave Weiler / DDA: it's not really more vacation. It's really structured. Where, hey? What books do I need to read? What mentors do I need to go visit? What refreshing am I needing is
Dave Weiler / DDA: we tried to do that, and and sensitive to you know the Ministry drain and Routine. It's you know, it's not a typical 9 to 5. And so that refresher is important. So that consideration we want to make sure is on here, but kind of back to that model there.
Dave Weiler / DDA: And so.
John Gunter: That's not. That's not an issue. That part of it's not at all.
Dave Weiler / DDA: Good.
John Gunter: Guess the only thing.
John Gunter: the only other question I would have, Steve. I kept going back and forth on. I was sitting in my truck when I was texting you about how many years I had.
John Gunter: And
John Gunter: I got home, and I was telling Katie that, and I thought, Wait! I told him a year less, or at least I'll let you decide. So when I was at Harding.
Stephen Walker: 3.
John Gunter: I preached for a church for a full year I was their minister. I drove
John Gunter: over 2 h to be there every Sunday morning, one way.
Stephen Walker: We look at that as being part of your experience, John.
John Gunter: And so and so that would be 8 and a half years. Why, I told you 7 and a half.
Stephen Walker: Okay. Okay.
John Gunter: I worked my rear end off for that year.
Stephen Walker: No, we definitely will honor that as part of your ministry experiences.
John Gunter: Well, I appreciate that. I
John Gunter: when I was telling her that I I just kept feeling like that number, wasn't right, and it wasn't. That's why. So
John Gunter: at least the way I felt. So I appreciate that.
Dave Weiler / DDA: And, John, we've got a little flexibility here with this. This is our typical pattern. It's what all the rest of our staff fits into
Dave Weiler / DDA: You know, if this is a critical issue, you talked about the ability to meet family and everything. And so we wanna make sure we set things up in a way that work for you. And so, you know, 8 and a half is fine. That gets you to 4 very quickly. If you feel like we need to start at 4, you know. That's an exception. I think we could probably work around work with
Dave Weiler / DDA: to make sure things are workable for you. We're not that far off, you know.
John Gunter: Yeah, okay.
Dave Weiler / DDA: Hmm.
John Gunter: Appreciate that.
Dave Weiler / DDA: And all right sick. Leave the State of Missouri. We used to give our team just 3, 6, leave sick leave days a year, you know you need a day here or there. You got doctor appointments. That's fine State of Missouri. Just passed a law this past November that increased mandatory sick leave, and so a full time individual has to be given at least 8 and a half sick days a year, or the formula gets you to 68 h. And so that's 8 and a half
Dave Weiler / DDA: sick days for a full time. 8 h day. So we're gonna be implementing that here in the New Year. It's not quite in place yet. It has to be there by May. We'll probably do something earlier, but we gotta work with Elizabeth in the payroll system, but there'll be an accumulator, and you'll accumulate at least that if we don't play with it a little more, but it'll be at least 8 and a half days a year, and again, you know, you're ill, that's understandable. And
Dave Weiler / DDA: you know, at the church it's family there's lots of flexibility, but in terms of the formality of okay, this is a sick day. I got to put that on the schedule, or I need this procedure. How much time do I have paid because I'm gonna need a week of recovery or something, you know. Then what does that look like? And so
Dave Weiler / DDA: and it won't be a user or lose it. I'm sure it'll accumulate beyond that number. If you don't use it in a year it'll build up. You'll have that much more the next year, and so we'll we're figuring all that out. So just so you know how that works. But.
Dave Weiler / DDA: we want you to be taken care of so ongoing, mentoring.
Dave Weiler / DDA: and to reevaluate after 6 months we we felt like it would make sense, for there to be a small group that you help create. Once you get to know some folks that would give you some encouragement and feedback and kind of you know not just the staff that you would hear from on a regular basis, but a a group of folks that you know would let you know how how they feel. Things are going. You could pick their brain. You could run ideas by them.
Dave Weiler / DDA: you know, to help you feel like you're you've got your pulse on things.
Dave Weiler / DDA: And then choosing a mentor that you help select for encouragement and feedback. That might be a college professor. You already have a relationship with. It might be somebody local, a preacher, peer, or something. There's a lot of flexibility there, but the value of a mentor that you would get
Dave Weiler / DDA: get together with regularly. And then, Jeff Kreider, I'm sure you met him during your interview weekend and the newly retired lead minister we want, and he's agreed to be available to you not really as your mentor? We don't want you to feel like you have to do things his way, but we want him to have your ear
Dave Weiler / DDA: and you'd have his ear as well. And so, you guys, he he's agreed to be available as a resource.
Dave Weiler / DDA: Hey? Why do we do this? What's the historical perspective. And you know, our church body, you know.
Dave Weiler / DDA: somebody is so and so really, this angry at me in this email or this glowing is, you know, just he can. He's been there and done that for a long time. And so the value of of that relationship we want to encourage. But we don't want you to.
Dave Weiler / DDA: and it's no insult to Jeff. But we didn't want you to feel like you have to report to him or answer to him or do things his way. But just his input, even still for the elders is, is highly regarded. And so you know, they they'll they've stepped away a little bit, but they're ongoing active members, and we'll be plugging in
Dave Weiler / DDA: you know, you know, back to the routine and be involved in different ministries, and we're we're really happy to have them so wanted to paint that picture for you a little bit. So
Dave Weiler / DDA: And then we'll start with twice a year. Review from the elders to let you know a little more formally. Hey? You know how we doing? Make sure there's no surprises. We hope we communicate ongoing regularly, and there's no gotcha at any 6 month thing. But just that formality is healthy. And so let's make sure that happens. And so that's what that's about.
John Gunter: Right.
Dave Weiler / DDA: Well, I've been talking a lot and trying to fill in the gaps and elaborate here. And so what? What do we need to talk more about and you know different
Dave Weiler / DDA: different things.
John Gunter: I really don't know. You've answered most of the things from my standpoint. It's more about
John Gunter: all right now that I have the information. Sitting down with my wife and kind of going over it again, and kind of
John Gunter: just evaluating. You know our situation and needs. And
John Gunter: the research that you know the further research that I need to do for up there and things like that. And
John Gunter: you know, the possibility of the move and everything. So
John Gunter: that's that's really where where I'd be right now is just.
John Gunter: I can't think of anything further to ask you. You know
John Gunter: that I have that I haven't already asked you in this conversation. So.
Dave Weiler / DDA: Alright!
Stephen Walker: So so, John? How much time we we have a thought, but I wanted to see where you are in terms of you. Are you going to need to make a decision? Have you thought about? You know the time frame? And I'm sure you want to do some praying and do your research and consulting? So what what are you thinking about in terms of
Stephen Walker: your decision making process the the timeline on that.
John Gunter: Certainly a few days. I haven't sat there and thought about that, you know, formally or anything.
Stephen Walker: So so would would Saturday be too soon.
John Gunter: I don't think so. Not necessarily. My thought is, we'll probably be in communication anyway, you know, as we have questions, or you know things we think about, or things like that. So.
Stephen Walker: Okay.
John Gunter: Yeah, something like Saturday, I think, makes sense to me.
Stephen Walker: The David or myself will be available to answer any questions you might have between now and then, and
Stephen Walker: we'll do make ourselves, we'll make ourselves available to answer. But you you have both of our contact information right? John.
John Gunter: Yeah, got your got your emails, at least. Yeah.
Stephen Walker: Okay. Okay. Okay.
Dave Weiler / DDA: Very good. Well, we're we're hoping this is something workable, and if something needs to be tweaked, communicate, let us know what you need, so that we're, you know. we're off on the right foot, and and you're optimistic about everything, and and we'll whatever that is. We'll take that back to the elders, and, you know, weigh things. And so that's
Dave Weiler / DDA: that sounds really good, and we'll keep praying about it. Congratulations on receiving the offer. I want to, you know I feel really good about that, and hope that hope things can come together, and we'll keep praying about it too.
John Gunter: Yeah. Well, I'm sure, Steve, you you probably communicated. But, Dave, I'll just say it just for the sake of of having said it. But you know, my, my biggest 1st priority, when Steve talked to me, was just to make sure that there were no, since since you guys called Jason first.st
John Gunter: What I want to make sure that what I wasn't coming into was some kind of division that
John Gunter: you know, because Jason's, you know. However, that happened.
John Gunter: you know it's it's not leaving, you know. Remnants of.
John Gunter: you know, an unsettled people, I guess that I would be coming into.
John Gunter: and I don't, you know, and I think you kind of laid it out there, but also that you know.
Stephen Walker: No as well, because Dave has, may have a similar or different perspective, so he can kind of give you his perspective on it as well.
Dave Weiler / DDA: Yeah, we we feel good. You know, we had 2 candidates, both very strong and different from each other. And so and the feedback from the congregation was
Dave Weiler / DDA: also quite equal. We had some folks that prefer Jason, and we had plenty of folks that prefer John, and plenty of folks that, said Boy. They're both really good. Don't envy your decision.
Stephen Walker: Thanks.
John Gunter: Yeah, helpful.
Dave Weiler / DDA: Don't don't and so
Dave Weiler / DDA: And so when we did choose a preference for Jason for various reasons, and put things forward, and it just wasn't right for his family this timing. And that was.
Dave Weiler / DDA: you know, that actually happened to us a year ago or 6 months ago, when we were talking to another candidate earlier on, we felt like we'd found somebody don't know if we talked about him very much, but he's a local guy, and, you know, had a good process, solid person.
Dave Weiler / DDA: and we made an offer, and there was so much going on in their family, and and different goals and things. They said, no, thank you. But thanks. I mean, we kind of feel like God was using us to move them along their career path, even though it's not here. We've been praying that
Dave Weiler / DDA: them and Jason and you that where your family's land you will thrive, and it doesn't have to be here. We're praying for you, but feels like it sure could be. Here, let's make a go of that. And so it is a positive situation. We? We do believe in transparency and sharing probably a lot of what I just said. Well, you know, if you come on board here we'll probably share that with the congregation. So people that know that those that
Dave Weiler / DDA: you know, like Jason, you know, we understood their feelings, but it was God that closed that door.
Dave Weiler / DDA: and then the folks that felt, Hey, John's the one and those that felt both are equally good. And hey, we get, John. It's not a second tier arrangement. And so it it's odd the way it's playing out, but, you know, want to be transparent with you as well where we are, and I think.
Dave Weiler / DDA: we I think that's a healthy way to do things. I think if
Dave Weiler / DDA: it feels like the just to be all totally open with you. It feels like the best of both worlds in a way. If we we tell the congregation that, hey? We made an offer to Jason, and he said, No, thank you. God closed that door. The people that did have the preference for him would feel like, Okay, the door is closed. We're moving on.
Dave Weiler / DDA: and the folks that expressed a preference for John. And you know these aren't super strong preferences. But you know they okay. He's a better fit for whatever. And so then they would feel like, oh, well, I'm getting what I desire, that's great! And so everybody would be on board with this path as opposed to. Hey? We chose John, and half the congregation is disappointed. Well, no, let's let them know that door closed, you know, and so I kind of feel like
Dave Weiler / DDA: this could be really positive, even though at the surface it's you know your your caution is very, you know, understandable. And I want to paint that picture, so I hope that's helpful to kind.
John Gunter: Yeah, very very helpful.
Dave Weiler / DDA: And we'll if if you accept our offer, we'll present you in the totally highest light. Because we want you. We're asking for you. We're praying for you so
Dave Weiler / DDA: so happy to elaborate for you on that.
John Gunter: Thank you. Thank you very much.
Stephen Walker: So I I do have one caveat. It's not related to that. So, John. Now when you did your Bible study time, you open up the door for something when you start saying I just want to let you know. So.
John Gunter: -Oh.
Stephen Walker: I think people really enjoy that. So I just wanna let you know. That's some expectation. Now for hearing your your singing voice.
John Gunter: Oh, well, I love to sing, and I start every Bible class that way. And so that was that was my norm. That was
John Gunter: all right.
John Gunter: That's what my! My church gets all the time. So kind of you to say.
John Gunter: I appreciate that.
Stephen Walker: So, John, would you close this out with a friend? Let's say we have anything else. I don't. Wanna
Stephen Walker: so I appreciate getting to elaborate on all these things, and and glad it's been helpful.
John Gunter: Yes, yeah, very much. So. Thanks for taking the time. Yeah. I'll pray us out.
Stephen Walker: Okay.
John Gunter: Our Father. God, we Lord, we just thank you, Lord, we thank you for being our God, thanking you for
John Gunter: bringing us to this place, and and where we all are.
John Gunter: or for the ways you bless each of our lives and and God, even
John Gunter: when certainly we take different things for granted.
John Gunter: God, I just want to thank you for this conversation. And.
John Gunter: Lord, again we pray for everybody that's that we've mentioned today. Lord, for
John Gunter: everyone who's who sought this position, and Lord for us. Now, Lord, that you guide every single one of us, and that we flourish where wherever we may be.
Stephen Walker: Okay.
John Gunter: And God, that Lord, your Church moves forward, no matter what God. And we.
John Gunter: Lord, we want to thank you for your spirit. Guiding these things, Lord, I thank you for an eldership that seeks to
John Gunter: Lord, be led by your Spirit and Lord that we all should do the same, and
John Gunter: God. Just surround us with your spirit as we go through the next few days. And.
John Gunter: Lord, give us, give us the words that need to be said, the questions that need to be asked. And.
John Gunter: Lord, that whatever happens next, we go through with clarity and understanding, and a peace that only comes from you.
Stephen Walker: And.
John Gunter: God go with us as as we leave this meeting. Now in Jesus name we pray. Amen.
Stephen Walker: Amen!
John Gunter: Later.
John Gunter: Thank y'all, we'll we'll be in touch.
John Gunter: Alright. Bye, bye.
Stephen Walker: Bye, bye.
Dave Weiler / DDA: Thanks.
Dave Weiler / DDA: Bye-bye, hey? Thanks, Steve, I.
Stephen Walker: Okay.
Dave Weiler / DDA: I appreciate that very much, and we'll see. See what we get. If you know, calls this week or sends emails, we'll just evaluate as we go, and glad he felt like Saturday was reasonable. I think that's positive.
Stephen Walker: Yeah.
Dave Weiler / DDA: And so all right.
Stephen Walker: But, thank you. Dave did a masterful job appreciate it.
Dave Weiler / DDA: Wow!
Stephen Walker: Thank you.
Dave Weiler / DDA: Thanks. I I I was a little squeamish about elaborating on the Jason thing. And I thought, you know, if we're gonna say that to the congregation he needs to know that's common and just paint that same picture and see how it strikes him. So
Dave Weiler / DDA: yeah, I'm glad that I think it can be good, so.
Stephen Walker: No? Well, thank you, brother, appreciate you. Alright, bye, bye.
Dave Weiler / DDA: Take care!
Stephen Walker: Okay.