Role of the Staff–Pastor–Parish Relations Committee

Purpose, Powers, and Practice

By Rev. Luan-Vu “Lui” Tran, Ph.D.

1. Why the Staff–Pastor–Parish Relations Committee (SPRC) exists

In every United Methodist local church or charge, the Staff–Pastor–Parish Relations Committee (also called Pastor–Parish Relations Committee) serves as the congregation’s primary link with the pastor(s) and paid staff. It nurtures clergy and staff, interprets the nature of ministry to the church, helps set priorities for mission, and tends to personnel life together. The Discipline expressly frames the committee’s work as theological and pastoral (not merely “HR”), calling the body to reflect biblically on the mission of the church and the role of pastors and staff.

2. How it is constituted

• Election & eligibility. The charge conference elects the committee annually. Members must be professing members (or associate members, ¶227). They should be actively growing spiritually to give proper leadership.
• Size and required members. The SPRC has 5–9 members and must include the lay leader and a lay member of annual conference; at least one member is a young adult and one may be a youth.
• Rotation. Members serve staggered three-year terms (one class elected each year). Members may succeed themselves once (for a second three-year term). Vacancies are filled by church council (or alternative structure).
• Conflict-of-interest safeguards.
  • No staff member and no immediate family member of a pastor or staff member may serve.
  • Only one person per household may serve.
  • “Immediate family” is expressly defined (spouse, parents, grandparents, children, grandchildren, in-laws, first cousins, siblings, adopted children, half-siblings, stepparents, stepchildren).
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Is the pastor a member of SPRC?

No. Although pastors are ex officio members of most local bodies (¶246), the Discipline restricts that general rule for SPRC. Judicial Council Decision 500 confirms that the pastor is not a member of SPRC.

3. Meetings, confidentiality, and closed session rules

• When and with whom the SPRC meets. The committee meets at least quarterly and additionally upon request of the bishop, district superintendent (DS), pastor, any person accountable to the committee, or the chair. The SPRC meets only with the knowledge of the pastor and/or DS. The pastor is present at each meeting except when the pastor voluntarily excuses themself. The committee may meet with the DS without the pastor or staff if the pastor/staff are notified beforehand and brought into consultation immediately thereafter.
• Closed meetings & confidentiality. The Discipline declares SPRC meetings closed and information confidential(¶258.2e). Paragraph 723 sets the denomination-wide open-meetings norm and then explicitly excepts SPRC from open-meeting requirements, noting SPRC meetings “are to be closed.” When any body closes a session, it should report results as soon as practicable.
• Virtual/open-meeting principles. Judicial Council Decision 1481 clarified that conferences can meet electronically provided Discipline requirements are met and openness (for bodies subject to ¶722/723) is preserved. While SPRC remains a closed-meeting committee, 1481 underscores how the open-meeting canon operates across the connection.

4. Core duties (¶258.2g)

The Discipline lists detailed responsibilities; the most frequently engaged include:

1. Nurture and support. Encourage and support the pastor(s), staff, and their families; promote congregational unity.
2. Evaluation & priorities. Confer with pastor/staff regarding effectiveness, relationships, health and self-care; provide at least annual evaluation and help set priorities for ministry.
3. Interpret the nature of ministry. Teach the congregation about United Methodist understandings of ministry, open itinerancy, preparation for ordained ministry, and the Ministerial Education Fund.
4. Job descriptions & titles. In cooperation with the senior pastor, develop and approve written job descriptions/titles for associate pastors and staff.
5. Continuing education & wellness. Consult on continuing education, spiritual renewal, work-life balance, and health; arrange time and financial support with church council. Encourage appropriate professional certification.
6. Candidacy & lay servant ministries. Enlist, interview, evaluate, and recommend annually persons for Lay Servant Ministries and candidacy for licensed/ordained ministry (cross-references to ¶¶247.8 and 310). Neither the pastor nor any SPRC member may be present when the committee considers candidacy of their immediate family.
7. Consultation about changes in appointment. If a change might serve the best interests of charge and pastor, confer with the pastor and cooperate with DS and bishop. Relationship to DS and bishop is advisory only; appointment-making is governed by ¶¶425–428. Judicial Council has repeatedly held that consultation is mandatory but advisory to the bishop (e.g., JCD 701, JCD 1174; also Memorandum 550).
8. Personnel policy & non-appointed staff. Recommend to the church council, after consulting with the pastor, what staff positions are needed (employee or contract). SPRC and pastor shall recommend a written policycovering hiring, contracting, evaluation, promotion, retirement, and dismissal for non-appointed personnel. Untilsuch a policy is adopted, the SPRC and the pastor have authority to hire/contract/evaluate/discipline/dismiss non-appointed staff. Also recommend adequate insurance, severance, and minimum pension benefits for lay employees.
9. Compensation, housing, parsonage, and pulpit supply. Consult on pulpit supply; propose compensation (salary, travel, vacation, health and life insurance, pension, housing or parsonage allowance per conference policy); make annual recommendations to church council and report budget items to finance. Conduct an annual parsonage review with the trustees’ chair and pastor; ensure timely resolution of health/safety issues.

5. Boundaries with other leaders and committees

• Pastor’s administrative role (¶340). The pastor “orders the life of the church,” serves as administrative officer, and administers the provisions of the Discipline. SPRC partners with—does not supplant—pastoral leadership.
• Appointment-making (¶¶425–428). SPRC’s counsel is consultative/advisory; bishops—working with their cabinets—make appointments. (See also JCD 701; JCD 1174.)
• Trustees & worship usage. Trustees care for property, but may not prevent or interfere with a pastor’s use of church facilities for religious services; a marriage is a religious service; pastors have discretion to perform or not perform marriages (¶¶340.2(a)(3)(a), 341.3, 2533.1). JCD 1516 (2025) clarified these points after JCD 1503 (2024). This does not make SPRC a gatekeeper of worship use; it should coordinate pastorally and help communicate policy.
• Who “the boss” is for non-appointed staff. SPRC and the pastor together shape personnel policy and (until a policy is adopted) exercise hiring/firing authority for non-appointed staff; church council adopts policy; trustees handle facilities, not personnel.

6. Best practices for faithful SPRC work (within the Discipline)

1. Keep minutes careful—and discreet. Record actions without breaching confidentiality; when a closed session occurs, report results promptly as permitted by ¶723.
2. Calendar the required rhythms. Hold at least quarterly meetings; schedule annual evaluations; plan the annual parsonage review with trustees.
3. Use written tools. Maintain current job descriptions; adopt a clear personnel policy (hiring through separation); track continuing-education and wellness plans.
4. Honor the consultative lane. When considering appointment changes, gather input, frame it pastorally and missionally, and offer it to the DS knowing the role is advisory. (¶¶425–428; JCD 701; JCD 1174; Memorandum 550).
5. Mind conflicts of interest. Screen nominees for ineligibility (staff or immediate family; only one per household); when candidacy involves a relative, ensure required recusal.
6. Coordinate, don’t collide, with trustees and finance. Bring compensation and staffing recommendations to church council; route budget impacts to finance; collaborate with trustees on the parsonage—but do not attempt to regulate worship usage contrary to JCD 1516.

SPRC Toolkit