Church Program Staff Evaluation

Transcription

1 This form completed by Church Program Staff Evaluation Staff Member s Name Title Evaluation Period Date began at Date of this Review Date of Last Review GENERAL STANDARDS Some things are important for each member of the Church staff team. Please comment on s performance in these areas: Manages work and time efficiently so that responsibilities are covered without inappropriate sacrifice of normal family responsibilities. Effective relationships and communication with other church staff. Teamwork. Continued spiritual development. Continued growth in biblical and theological knowledge.

2 2 SPECIFIC STANDARDS OF PERFORMANCE The following standards of performance are part of s job description. 1 In the space following each one please comment on your performance in that area. Was the standard maintained? What hindered? Can you give examples? Are there changes that need to be made in order to more effectively maintain a standard? Should any additional standards be stated? 1. The Scriptures are taught in a manner which is biblical and relevant to life. 2. People are being motivated to obedience and life change through the power of the Holy Spirit. 3. People understand the vision and mission of the church and are committed to living it out in daily life. 4. Opportunities are provided for creative, inspiring worship where people encounter the awesome God. 5. Opportunities are provided for vital, supportive, biblical fellowship where relationships are built in an atmosphere of warmth and caring. 6. Opportunities are provided for the training, equipping, and further development of current staff, elders, and emerging leaders. 1 Standards of Performance are those things that should consistently mark ministry performance.

3 3 7. The regular pastoral staff meeting will be balanced between personal development and ministry business. The staff will be confident that their views will be heard by all. Staff will be aware of one another s ministry and team communication will be strong. 8. Formal evaluation of pastoral and support staff will be completed annually, and be marked by dignity and excellence no matter who conducts the review of each member of the ministry team. 9. The staff will express a sense of team, and enjoy working with one another for Christ s sake. 10. Opportunities are provided for outreach into the local culture in service and evangelism. 11. He has regular contact with the leaders of the various ministries of the church.

4 4 12. He is using all of his spiritual gifts. Revisions to Standards of Performance? PURPOSE OF In January 2009, Pastor rewrote the purpose of the church to read, At, we are Building a Community to Change the World. How are you helping the church to fulfill her purpose? What will you do in the next year to help the church fulfill her purpose? In January 2009, Pastor defined the path of discipleship that we expect everyone at to participate in. That path states, We seek to Glorify God by Connecting people to Christ, the church, and one another; so that we can Grow in our faith, character, and skills; in order to Serve the cause of Christ with our time, talents, and treasures; and to Share the message of the gospel where we live, work, and go to school; both locally, and as far around the world as we can reach. How are you growing personally in each of those areas Connect, Grow, Serve, Share, Glorify God?

5 5 What will you do in the next year to help the people of United to grow in each of those areas? In January 2009, Pastor set three goals for the church in the 2010 Vision. By 2010, we will Add 20 new families, at least 10 of whom are unchurched. 2. Lead at least 20 people to faith in Christ, baptizing at least Increase our missions giving to 20% of budget, and send at least 10 adults on shortterm ministry trips. How are you personally helping the church accomplish those goals? What will you do in the next year to help the church reach those goals? GOALS The following goals were set at the last formal review. To what extent has achieved these goals? What hindered from achieving them? One year goals Five year goals

6 6 OTHER TOPICS Are there any other issues or performance questions that should, or could, be addressed? FUTURE What do you want to accomplish in the next year? What do you want to accomplish in the next five years? Adjustments or other changes in Job Description? OTHER NOTES (FROM SUPERVISOR OR STAFF MEMBER) Long-range personal goals, concerns, questions. Employee Signature Reviewer s Signature Elder s Signature (if appropriate)