Pastoral Evaluation is both difficult and necessary. The Free Methodist Church in Canada wants to see pastoral evaluation as a dialogue between the local church and the pastor to increase the effectiveness of ministry to extend the kingdom and to make it a satisfying place to work. We have found that neither generic job descriptions nor the pastoral vote accomplish this.
At the 2002 General Conference, the National MEGaP recommendation that a Job Description be in place for all churches and that the pastoral vote be replaced with the Job Description by June, 2003 was approved. We are offering a resource to you. In one weekend we can help your pastor and you draft a job description that will be relevant to your local church. If you have been praying about this and have wanted to find a low cost, timely way to come up with a job description using our expertise and your own team, then please consider recommending it officially.
| JDPAS |
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Provides specific job description to the pastor in his local church |
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Better than a generic job description |
| 360 Degree Team |
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A circle of people (a minimum of 3 people plus pastor/maximum of 6 plus pastor) |
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Each has some understanding of the job description |
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Each views it from different perspectives- the pastor, the delegate, the Board chair, a ministry leader and a ministry recipient. Since the delegate is the liaison with the FMCiC, he/she would be considered the supervisor. |
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Each is willing to bring their informed point of view and listen to others as well |
| Write the Job Description in one weekend |
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A group of churches meets in one location in your region: Pastor and 360 team |
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3, 5 or maybe 7 churches at one time |
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Meet on a Friday night and all day Saturday |
| The benefits of writing the Pastoral Job Description in one weekend |
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Lower cost: Core Giving working for you |
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No charge for presenters or facilitators |
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Each church pays their own expenses |
| Less time investment from your team |
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One intensive weekend = 12 hrs of work. If done separately with CYLC (Creating Your Leadership Culture) |
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8-10 months = 100 hours |
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Good coaching during whole weekend-through facilitators and presenters |
| After the weekend |
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Expect to finish final writing of Pastoral Job Description with the assistance of your facilitator |
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Share the process with the board and congregation through preaching to maximize the benefit |
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The Job Description will allow you to focus your ministry, it will not change your behaviour automatically. |
| What is very different |
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One set of presenters - many churches |
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"Cross-pollinating" of ideas between 360 teams |
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Encouraging each other to mission focused Job Description |
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One external facilitator will "sit" with each church during the weekend and follow-up after the weekend |
| Why do this |
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Some will go on to do CYLC after JDPAS |
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A vision/mission based job description is superior to evaluation by Pastoral Vote. |
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Help us assess the usefulness of the Pastoral Vote |
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Your Core at work |
| The Next Step |
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Notify the Director of Personnel of your church’s interest |
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Kim Henderson, Director of Personnel
4315 Village Centre Court
Mississauga, ON L4Z 1S2
hendersonk{at}fmc-canada{dot}org |
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Please remember to add the "@" and "." when emailing. |
| We ask that the board and pastor |
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Select a 360 team to attend a workshop near you where they will actually write a job description with the pastor. In the room will be 6-10 other churches receiving the same instruction but writing a job description with their pastor. |
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A 360 degree team is a group at a table who have some personal and informed understanding of the pastor’s work from a point of view that may be different from the others around the table. Ideally these should include the pastor, the delegate, the Board chair, a ministry leader and a ministry recipient (a minimum of three people plus pastor and a maximum of six people plus pastor). |
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Be prepared to cover the expenses of your own team: Travel, lodging, meal costs (billeting in homes may be arranged by the sponsoring church)
Invest a Friday night and Saturday in this Job Description Workshop |
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Be committed to sharing your experience and applying the new job description when you return. |
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Send a written board recommendation by email stating board approval for your willingness to participate and that the local church will cover the costs for the 360 team to the Director of Personnel |
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Your recommendation will indicate to the Director of Personnel that you will register for the nearest workshop location when the dates are announced. |
| The Next NEXT Step - We will . . . |
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Set up regional locations according to the highest interest response based on the number of commitments |
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Assign a facilitator to coach you in the appropriate selection of a 360 team
Provide you with "tools" for information gathering prior to the weekend - a Congregational Survey, a Board Survey, a Pastor’s Survey, a Telephone Survey, etc. |
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Provide verbal suggestions on informing the board and congregation. |
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