Comments on: Annual Ministry Job Reviews http://mattcleaver.com/2009/10/07/annual-ministry-job-reviews/ youth ministry, reimagined Sun, 18 Mar 2012 06:12:16 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Matt http://mattcleaver.com/2009/10/07/annual-ministry-job-reviews/#comment-10349 Matt Wed, 07 Oct 2009 18:56:23 +0000 http://mattcleaver.com/?p=1465#comment-10349 That is helpful, thanks. That is helpful, thanks.

]]> By: Joe Smith http://mattcleaver.com/2009/10/07/annual-ministry-job-reviews/#comment-10348 Joe Smith Wed, 07 Oct 2009 16:47:22 +0000 http://mattcleaver.com/?p=1465#comment-10348 In the times I have served as an interim senior pastor, I did reviews 2x per year, and those reviews were based on the goals that the staff member had set for themselves. I reviewed those goals with them when they set them. I felt that my calling was encourage and resource that staff member in meeting their goals. As long as the goals were representative of the congregational mission, I felt that the staff member knew more about their area of ministry than I did, though I could sometimes offer wisdom. My belief is that ministry is much more powerful when the staff member is doing the things about which they are passionate and gifted by God than trying to fulfill a congregational checklist. Inevitably, the question about job descriptions comes up--I think there can be a meeting of the minds and negotiation involved...but in the end, I would prefer that the staff member create their own job description. I think there are two schools of thought related to staffing/church staffing that can be compared to drafting a pro sports team. Some teams draft for a particular need, others draft the most talented player. I tend to move in the direction of getting the most talented player that fits the culture. OK, I'm rambling a bit--but I hope these thoughts help. In the times I have served as an interim senior pastor, I did reviews 2x per year, and those reviews were based on the goals that the staff member had set for themselves. I reviewed those goals with them when they set them. I felt that my calling was encourage and resource that staff member in meeting their goals. As long as the goals were representative of the congregational mission, I felt that the staff member knew more about their area of ministry than I did, though I could sometimes offer wisdom. My belief is that ministry is much more powerful when the staff member is doing the things about which they are passionate and gifted by God than trying to fulfill a congregational checklist. Inevitably, the question about job descriptions comes up–I think there can be a meeting of the minds and negotiation involved…but in the end, I would prefer that the staff member create their own job description.

I think there are two schools of thought related to staffing/church staffing that can be compared to drafting a pro sports team. Some teams draft for a particular need, others draft the most talented player. I tend to move in the direction of getting the most talented player that fits the culture.

OK, I’m rambling a bit–but I hope these thoughts help.

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