Staff Assessment and Evaluation

From the Open Files of:
The Lutheran Resource Center, 641/357-4451
Contributed by:
Western Iowa Synod

Staff, Congregational, and Pastoral Ministry Assessment Tools

Congregational Staff Support (Mutual Ministry) Committee

In order to help each congregation of the Western Iowa Synod function effectively, the Board for Ministry strongly recommends that each congregation form a Staff Support Committee (or a similar such committee that will carry out its function). According to the model constitution for congregations of the ELCA, this committee should be composed of six persons who are appointed for two-year terms, three each on alternating years. Appointments are made by the president of the congregation together with the pastor. However, it may be that size and method of appointment may vary from congregation to congregation.

The purpose of the Staff Support Committee is to affirm and strengthen the mission efforts of the congregation and the ministry which is performed by the staff. The committee listens to both staff members and congregational members so that there can be a clarifying of expectations, open communication, and a review of staff performance. The committee also serves to stimulate support of staff through prayer and caring by congregational members.

Functions and benefits of a Staff Support Committee include the following:

Helps develop open communication about expectations, attitudes and concerns within the congregation, the community and the staff.
Identifies early warning signs of misunderstandings and takes action to diffuse certain problem situations before they get out of hand.
Becomes the 'listening post' for the pastor and other staff members and the people of the congregation.
Serves as a group with whom the pastor and other staff members can test new ideas and share confidential matters.
Can conduct annual reviews and provide affirmations of staff members.
Can plan strategies to improve skills of staff members or help develop plans within the congregation to solve problem situations.
Can assess each year the working conditions, compensation, housing, and other benefits provided for the pastor and other staff members.

Other benefits will also develop as the committee helps build a sense of partnership between staff and congregation in the carrying out of ministry for the church as an expression of our Christian faith.

It is important that congregations establish Staff Support Committees as part of their normal programming and not wait until there is a time of crisis in the congregation with misunderstandings and hurt feelings. The committee should be understood as a significant element in the congregation's life with regular reports to both the council and the congregation, although these reports will, of course, not include confidential matters.

For more information about Staff Support Committees and their functioning, it is suggested that each congregation secure from the Division for Ministry of the ELCA a copy of the booklet, Staff Support Committee. It can be ordered from the Division for Ministry, ELCA, 8765 W. Higgins Road, Chicago, IL 60631-4195. The Board for Ministry of the Western Iowa Synod stands ready to provide help to conferences or individual congregations who may want assistance in the formation of Staff Support Committees. The staff and congregational assessment materials which follow are intended to help the Staff Support Committee in its functioning.

The above section is available inRich Text Format version for editing

ASSESSMENT OF STAFF AND CONGREGATIONAL MINISTRY

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Pastors and other staff members bring a variety of gifts to the life of congregations. These gifts can be enhanced by effective communication between the staff and the congregational members, and by a concern for the mutual support of the ministry which they share. The purpose of this instrument is to provide help for congregations as they evaluate the overall effectiveness of their ministry. Such an examination is intended to help create a dialogue between the staff and the lay people in the congregation, so that their energy can be directed into the mission of the congregation, rather than dispersed into conflict.

Because we understand the ministry of a congregation to be the shared responsibility of both the staff and the congregation, this instrument has been designed to assess both the staff and the congregation. It can be used to determine strengths and weaknesses both within the various segments of congregational life and within the functioning of the staff so that specific plans can be made to help make the ministry more effective.

Since this instrument is not primarily intended to inform discussion about staff salaries, it would best be used at some time during the year other than when staff salaries are being established. The early months of the year might be the most appropriate time for looking at the concerns which this instrument will raise. The results of the dialogue which it will create can then be used to make plans for continuing education, or to develop other strategies to strengthen ministry.

While the primary function of this instrument is not to provide a basis for merit increases in salary, the results may provide one of the factors which could be used in salary discussions. It should be kept in mind, however, that its primary purpose is to help us work together as the people of God so that we can carry out the mission to which we are called in Christ,

This form should be seen for what it is: one possible tool for building a sense of partnership about ministry. Whatever means is used, we heartily encourage a dialogue between pastors and lay people about the effectiveness of their ministry. This dialogue can include the questions of how congregational members can assist the pastor(s) in all task areas; it can also include the questions of how the pastor can improve his/her own skills and relationships. This instrument is designed to look primarily at the pastor's role in the congregation, but congregations may also want to use it with modifications for other staff members, such as Associates in Ministry or other professionals.

This form has been prepared by the Board for Ministry of the Western Iowa Synod of the ELCA and is commended for use for all congregations throughout the Synod. Automata and mechanical toys pdf creator.

PASTORAL ASSESSMENT

After each statement are numbers 1 through 4, with I indicating a strength in a particular area, 3 indicating a weakness, and 2 being a neutral position. The number 4 will be a column for expressing no opinion. After each section there are some empty lines labeled 'S & W' and 'Actions.' 'S & W' should be used to give specific examples of strengths and weaknesses, and 'Actions' should be used to give specific examples of actions to be deleted, continued, improved, or newly undertaken. At the end of the form is space to be used for developing strategies for making changes that will improve ministry. It is suggested that both pastors and members of the committee fill out the complete assessment and compare them with one another.

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