GUIDELINES FOR PASTORAL EVALUATION

A. Reasons for Evaluation

In the past our leaders were elected for life. There were no terms, and there was no structured
congregational involvement in the evaluation of the leaders. We believe, however, that evaluations are in
order and that they should be encouraged because:

1. Pastors are installed to achieve specific tasks.

2. The performance of pastors has great significance for the growth and welfare of the church.
3. Pastors may change. Their abilities and qualifications may also change.
4. The leadership requirements of the congregations may change.
5. We want to foster the concept of congregational responsibility.
6. We believe God leads His church through the action and interaction of the congregation.

B. Principles of Evaluation

1. The purpose of an evaluation is not primarily to judge performance or pick at minor flaws, but to set
directions for the pastor's future ministry and to determine if the pastor has the gifts required for the
continued effectiveness of his leadership in this local church.
2. An Evaluation that reaches negative conclusion need not mean that the pastor's performance has
decreased. It may mean that the requirements of the job have changed or that the expectations of the
congregation have increased.
3. Evaluation should be seen as a device for improving ministry. Rarely will one leader have all the gifts
needed for a balanced ministry and be able to meet all the divergent needs of a large congregation. One
of the purposes of an evaluation should be the identification and affirmation of those gifts which he
has. If the congregation identifies needs for which the pastor does not have the gifts, they may then be
able to find other people who have the gifts to complement the pastor's abilities.
4. Evaluation cannot be done without a realistic job description. Unless there is a basic job description an
evaluation may be merely a popularity poll. This job description should be understood and accepted by
the pastor and the congregation.

C. The Process of Evaluation

Step 1: The pastor, the church board and the Conference pastor should get together and evaluate in an
informal and brotherly way the progress of the congregation and the ministry of the pastor. The pastoral
assessment worksheet could be used as a basis for this discussion. If the consensus is that everything is going
well then no further evaluation may be necessary. The results of this discussion should, however, be reported to
the congregation. This informal study should be done during the third year of the term unless there has been
mutual agreement that it should be done earlier.

Step 2: The decision at the informal evaluation may be to involve the congregation in a more thorough
evaluation. After the evaluation has been taken the board should study and interpret the results. They may
conclude that new needs are emerging that had not been noticed earlier. They may decide that the congregation
needs more information about the pastor's work - that their dissatisfaction is due to ignorance. They may decide
that associate ministers or deacons need to be appointed. They may also decide that the situation calls for a
confidence vote. (Although a confidence vote should be avoided if at all possible. If in fact it is time for a pastor
to leave, it is much better for all concerned for the pastor to resign without a confidence vote.)

Step 3: If and when a confidence vote is taken the conference pastor should be present to explain the meaning
and the implication of such a vote, and explain what a congregation may legitimately expect of its pastor. In
case the conference pastor is not available another conference leader designated by the Ministerial Council
could take his place.

December 1983
PASTOR OR ASSOCIATE PASTOR EVALUATION
COMMENT: Please check every line. If unfamiliar or unable to evaluate an item put check in column,
UNABLE TO COMMENT. As you work through this evaluation please keep the person and his ministry in
mind. Every comment is important for future growth and improvement. Your participation in this is most
valued.

1. Please check:

My age: Under 20 ____ 20-30 ____ 40-55 ____ over 55 _____

Male ____ Female ____

My Involvement: Youth ____ Music ____ Teaching ____

Board ____ Committee ____ Church Member ____

2. Self Evaluation:

a. I attend worship service regularly ____ seldom ____ never ____.

I attend Sunday school regularly ____ seldom ____ never ____.

I attend Bible study regularly ____ seldom ____ never ____.

b. How would you describe your Christian life:

defeated Christian life ____ steadily growing ____ unstable ____

c. Rate your devotional life (Bible reading, prayer, etc.)

non-existent ____ regular but unfruitful ____ most of the time ____

regular & fruitful _____

d. In what area would you like help?

3. Check below your estimate of his personal abilities:

Excellent Good Fair Weak Unable to

Comment

a. Personal appearance _____ _____ _____ _____ _____

b. Health & vigour _____ _____ _____ _____ _____

c. Voice _____ _____ _____ _____ _____

d. Creativity _____ _____ _____ _____ _____

e. Flexibility _____ _____ _____ _____ _____

f. Friendliness _____ _____ _____ _____ _____

g. Tact _____ _____ _____ _____ _____

 Excellent Good Fair Weak Unable to
Comment

h. Initiative _____ _____ _____ _____ _____

i. Co-operativeness _____ _____ _____ _____ _____

j. Stability _____ _____ _____ _____ _____

k. Trustworthy _____ _____ _____ _____ _____

l. Use of time _____ _____ _____ _____ _____

m. Industrious _____ _____ _____ _____ _____

n. Keeping up with study reading _____ _____ _____ _____ _____

o. Loyalty & interest in the conference _____ _____ _____ _____ _____

p. Inter-denominational work _____ _____ _____ _____ _____

q. Works well with others _____ _____ _____ _____ _____

Comments:

4. Preaching:

a. Points in the sermon are clear _____ _____ _____ _____ _____

b. Sermons are based on the Scriptures _____ _____ _____ _____ _____

c. Preaching is practical, based on life _____ _____ _____ _____ _____

experiences

d. Sermons show study & careful _____ _____ _____ _____ _____
preparation

e. Sermons challenge hearers to make _____ _____ _____ _____ _____

commitments

f. Has pleasant style in the pulpit _____ _____ _____ _____ _____

g. Has good balance in selection of topics _____ _____ _____ _____ _____

h. Leads the congregation in meaningful _____ _____ _____ _____ _____

worship

Comments:
 Excellent Good Fair Weak Unable to
Comment
5. Leadership/Administration:

a. Helps church in setting clear goals _____ _____ _____ _____ _____

b. Style of leadership is accepted _____ _____ _____ _____ _____

c. Is a good listener when advised _____ _____ _____ _____ _____

d. Follows through on decisions _____ _____ _____ _____ _____

e. Interested in outreach _____ _____ _____ _____ _____

f. Provides direction but not overbearing _____ _____ _____ _____ _____

g. Delegates responsibility where possible _____ _____ _____ _____ _____

h. Presents a respectful & competent image _____ _____ _____ _____ _____
when in charge of a meeting

i. Develops leadership in others by spending _____ _____ _____ _____ _____

special time with present or
potential leaders (discipleship)

j. Has the respect as a leader in the community _____ _____ _____ _____ _____

Comments:

6. Pastoral Care:

a. Shows genuine concern for people in need _____ _____ _____ _____ _____

b. Is a good counsellor _____ _____ _____ _____ _____

c. Provides good spiritual food in various _____ _____ _____ _____ _____
teaching situations (pulpit, class, etc.)

d. People know they are loved _____ _____ _____ _____ _____

e. Has favourable visitation ministry _____ _____ _____ _____ _____

Comments:
 Excellent Good Fair Weak Unable to
Comment
7. Christian Education:

a. Understands how learning takes place _____ _____ _____ _____ _____

b. Knows where resources can be found

for good learning & growth experiences _____ _____ _____ _____ _____

Comments:

8. Family:

a. Receives support from the family _____ _____ _____ _____ _____
for the ministry

b. Supports family in terms of time and _____ _____ _____ _____ _____
personal relationships

Comments:

9. Professional Growth:

a. Manifests a desire for personal growth, _____ _____ _____ _____ _____
e. g. attends seminars, workshops, etc.

b. Can accept criticism _____ _____ _____ _____ _____

Comments:

10. Christian Life & Commitment:

a. Gives evidence of commitment to Christ _____ _____ _____ _____ _____

b. Has message & walk that is consistent _____ _____ _____ _____ _____

Comments:
11. Public Ministry:

a. I feel this person is ministering where he is best suited for our congregation. Yes ____ No ____

b. I would like to see him do more: teaching ____ preaching ____ counselling ____ visiting ____

c. I would like to see him do less: teaching ____ preaching ____ counselling ____ visiting ____

Comments:

Excellent Good Fair Weak Unable to

Comment
12. General:

a. To what degree do you feel does our _____ _____ _____ _____ _____
Pastor receive congregational support?

b. To what degree do you feel does he _____ _____ _____ _____ _____
receive support from those in various
leadership positions?

c. If the Pulpit Support Committee _____ _____ _____ _____ _____

recommended the pastor's
continuing tenure, to what degree
could you sincerely support him?

Comments:

How can we help our pastor in the life and ministry to the church? Comments:

13. He has special abilities with what age groups?

Pre-school ____ Children grades 1-6 ____ youth grades 7-12 ____ College/Career ____

Single Adults ____ Young Parents ____ Middle aged ____ Retired ____ All ____

14. General Comments: