Elder candidacy

Elder candidacy is a process in which we ask for the church’s feedback on men whom we’ve been preparing to serve as elders. 

During the candidacy phase, potential elders are presented with this question: Would you be confident in, or have any reservations about, following his care as an elder? We ask you to consider this question in light of the elder qualifications in 1 Timothy 3:1-7, Titus 1:5-9 and the instructions to elders in 1 Peter 5:1-5.

This feedback phase lasts 6-8 weeks, and all feedback is carefully reviewed before the candidate is potentially installed as an elder. It’s a weighty and vulnerable process that matches the weight of the elder office. It’s also one of the beautiful ways we practice being the body of Christ.

The church’s feedback is an essential part of elder candidacy. If there are reasons to follow-up with the member submitting feedback, we will do so.  Here are some guidelines for giving helpful feedback:

• All kinds of feedback are needed. If you have concerns or reservations, we obviously want to hear those. It’s also important to give encouraging or supportive feedback if you have it.
• The best feedback weighs the biblical qualifications for elder listed above and cites personal experiences or examples with the candidate.
• All feedback needs to be signed by the person submitting it in order to give the process integrity and to foster follow-up if necessary. No anonymous feedback will be reviewed.

All feedback should be submitted via form and include your name, phone number, and email address. 

In Summer 2023, we are presenting two elder candidates: Paul Egy to serve in the North Metro congregation and Jesse Ochoa in the South Broadway congregation. 

Feedback for these candidates will be open through August 23, 2023 in preparation of their potential installation as elders in September. 

To learn more about Paul and Jesse and their families, click their photos below.

All candidates are selected from a group who have either (a) been serving on our pastoral staff team, usually after completing seminary training or equivalent or (b) who have completed a two-year training course for potential non-staff elders and an interview process with them and their wives.

Our current elder team invites men into the elder development process who demonstrate these characteristics: (a) excelling at covenant membership, usually for several years; (b) established community within the church; (c) track record of service or leadership in ministries such as Fellowship Groups, Children and Family, Pastoral Care, Worship and Arts; Hospitality (d) who we believe already meet or have strong potential to meet the character qualifications of elder described in 1 Timothy 3:1-7, Titus 1:5-9. The elders find these men by both observing the life of the church and by asking other ministry leaders and church members who they’ve noticed.      

The process has two phases that both last approximately one year each. Year 1 is “elder exploration.” During elder exploration, we study what it means to pastor or shepherd a church and the qualifications and calling to eldership. We also work on prayer, devotional Scripture reading, generosity and healthy relational life. At the end of elder exploration, we collectively decide if it’s right for the man to take the next step into “elder development.”

Part 2, “elder development,” is a more intensive focus on biblical and theological development. It’s intended to help non-seminary-trained men meet the “able to teach” (1 Timothy 3:2) and “able to give instruction in sound doctrine and rebuke those who contradict it” (Titus 1:9) qualifications for elders. We use both biblical exegesis and classical theological texts during this year. We also focus on integrating ministry of the word with the rest of an elder’s life and character. 

At the end of these two years, men who which to pursue elder candidacy are invited into an application and assessment process. They complete written exams and questionnaires about their lives, habits, beliefs and understanding of Scripture. They and their wives have several conversations about these things with current elders and their wives. 

Instead of taking a vote, we have the open feedback process described above. We believe the feedback process sets a higher standard than a vote. Rather than having to receive a certain percentage of votes, the candidate has to demonstrate through the feedback process that he has the confidence of the church and that there are no major unresolved concerns or issues in his leadership. This is why we review the feedback carefully and sometimes have follow-up conversations with those submitting feedback.