Pastoral Response Paper

The exercise was designed so that everyone is assigned to an executive position in PB Technologies. Then, everyone has to choose his or her candidate individually before we attend the executives meeting to come up with a single candidate. My position in the organization was the VP of Marketing. Once I received the exercise’s handout, I read it carefully, compared the three candidates’ resumes and then decided to nominate Suzanne T. Valdes for the Senior VP of Finance and CFO position. I based my decision on the fact that she has the most related work experience and personality to the position, EMBA and she is an insider, which I believe is a very important quality for that position.

A church whose pastor and others in leadership have failed to put in place a proactive plan for discipleship for Believers is usually a “growing” church — growing stagnant, growing cold, growing spiritually immature Christians, and eventually, many growing closed. Patte said, “There is much at stake in accepting or rejecting the challenge of discipleship…” When a pastor or a church makes a conscious decision to make discipleship of Believers a primary focus in their

The vote was done by voice vote in an open meeting after the candidates were interviewed in executive session. Because Smail was seeking the appointment to serve our Carmichael’s term, she recused herself from leading the Central Committee meeting. David Tschantz stepped into the role for the evening. Amstutz received overwhelming support in the voice vote.

The committee hired me to look at each option, educate them on the pros and cons of the proposals, clarify what it would mean for Jefferson County, and give my recommendation on how to proceed.

There were many different people present at this meeting. The first person I noticed was, Mr. Ford Thompson. Mr. Thompson is the Board President and he did most of the

Sandra asked that members read the previous minutes and let the committee know if there were any questions. Since there were no questions, Reverend Darby made the motion that the minutes to accepted as given to the committee members. Captain Bullock seconded the motion and the minutes were accepted. Baker then requested that each person introduced themselves to the rest of the members.

Candidate Hays' attempt to brief the initial five paragraph order and take charge of his fire team did not work in his favor. There were times when SNC reiterated certain briefing points which displayed a lack of confidence rather than a sense of clarity. Other than the Mission, SNC failed to brief all the key points of the order. SNC seemed unclear on the mission and what needed to get done although, SNC did verbally address an initial plan of how to attempt negotiation of the obstacle, prior to the actual execution. SNC made the vital mistake of not briefing nor posting security. Upon execution of the problem, SNC's initial plan did not appear to be well thought out and unsafe as he attempted to have his fire team along with himself

This method has a nonpartisan commission of lawyers and non-lawyers, who are tasked with the duty to locate, recruit, investigate, and evaluate applicants for judgeships. From here, the commission submits the names of the highest qualified applicants (those with the greatest merits) to the appointing authority, who will the make a selection from the list.

SNC conducted an incomplete 5 paragraph order which did not cover all of the information pertaining to the mission. For example, the mission was to locate, close with and destroy the enemy preventing them from setting up a hide sight. SNC did not cover the administration and logistics paragraph also; SNC failed to inform the fire team of the chow plan. SNC did not seem to understand the measure of his brief . During the brief SNC used an extended amount of time by repeating the situation multiple times causing confusion within the fire team. SNC did develop an initial plan prior to starting the execution; however SNC was not able to make adjustments to the initial plan. SNC ’s failure of future planning was evident during the enemy contact

After he resigned, there were a number of applicants who wanted to occupy his seat. The supervisors narrowed down the candidates and was left with five applicants including Becton, Paul Graves, Tom Kensok, Patrick Vanier, and Danielle Douglas. The candidates were interviewed on their take on criminal justice issues.

The problem that I have with this statement is what did the source consider “qualified candidates” and how did their numbers differ

3. Which two candidates would you select if you were a member of the recruiting committee?

The decision process made was basically to align the position expectations with the skills of the candidates based on the assessment. This will

We can also have someone interview the Department Chair. Just an idea, not necessary, it says it is optional, if you “wish” to do it. Not required.

4. A selection committee will invite short-listed candidates for interviews, videorecordings of which will thereafter be made public.