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District Office

Resourcing local pastors and churches to help make disciples of all nations for the transformation of the world.

Ministry Assessment by S/PPRC

Elder/Associate Member/Local Pastor/Deacon

To be completed by the S/PPRC and reviewed with the clergy.

Due November 30, 2019.
  • We recommend that this tool be introduced at the first S/PPRC meeting of 2019, to allow the pastor and committee members to become familiar with the standards and expectations for evaluation in the course of the year.  Following charge conference, at which time the Report of the Pastor and the State of the Church Report are prepared and submitted, this assessment may be completed and subsequently reviewed with the clergy, no later than November 30, 2019.  Once you submit the form, your District Superintendent, the clergy, and the person completing the form will receive copies.
  • NO abbreviations, please.
  • Date Format: MM slash DD slash YYYY
  • What are the clergy’s strengths in leading the church in following Jesus, making disciples, and transforming lives and communities?
  • What were the clergy’s mutually agreed-upon goals for personal development (disciplined life, self-care, family-work balance) for the past year, and how did s/he fulfill them?
  • What were the clergy’s mutually agreed upon goals for the clergy’s professional development for the past year and how did s/he fulfill them?

  • Question 4

  • Marks in this section should cover the spectrum from 1-5. The typical clergy will receive most marks in the “meets expectations” range (around 3). The exceptional clergy will receive ratings in “Exceeds Expectations” range (around 4). Ratings of 5 should be reserved for superior skills and performance. Marks below 3 indicate to the clergy areas for improvement. All clergy have gifts and strengths for this work, although the areas of giftedness and strength will differ greatly.

  • (5) Outstanding – highest level of performance; this rating is given to clergy who consistently does far more than expected for the position. Numerous objective examples that support the rating are easily identified.

    (4) Exceeds Expectations – this rating is given to clergy who consistently does more than expected for the position. Rating should be easily supported by several objective examples of going beyond job requirements.

    (3) Meets Expectations – This rating is given to clergy who has consistently and fully satisfied the performance expectations for a pastor as outlined in Par. 340 of the 2016 Book of Discipline.

    (1) & (2) Improvement Needed – This rating is given to clergy who did not consistently meet performance expectations of Par. 340 of the 2016 Book of Discipline.

  • How would you evaluate your pastor in the following areas? In the space provided below each rating, please provide an explanation or an example that illustrates why the rating is given.
  • (act of proclamation, provides relevant, Scripture-based, organized and thought-provoking sermons).
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (formation of mature disciples who are missionally focused)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (visioning, strategic planning, developing leaders, connection with the UMC) (Alternate language: articulates, teaches about and engages lay leaders in addressing church’s mission to make disciples of Jesus Christ equipped to transform the world with excellence and passion; leads the congregation in developing outcomes, goals, strategies, and action steps to become a more vital congregation; involves appropriate lay and staff in implementing and accomplishing the steps to enable the congregation to become more vital.)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (planning, leading, administering the sacraments)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (appropriate use of website, social media, and print media, and articulation of thoughts; timely response to messages sent; facilitates effective church-wide communication)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (reaching others with the Good News of Jesus Christ)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • and their role in developing and carrying out ministry with the poor and marginalized (appropriately assesses the changing culture around the church and in our society; equips the church in understanding differences among people groups; leads the church in engaging the community as a place of ministry and relationship; welcomes the community into the life of the church)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (financial administration, organization, and oversight of personnel and records)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (relationship skills, pastoral care, conflict resolution)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • (Sabbath, spiritual growth, physical care, personal financial stewardship, peer relations)
  • Please provide an explanation or an example that illustrates why the rating is given.
  • areas in which the clergy could more effectively lead the church in accomplishing the mission to follow Jesus, make disciples and transform lives and communities?
  • of the clergy stated in this assessment process, what are some specific recommendations for continuing education for the coming year?
  • Who worked together to complete this form? (only if completed by the committee)

  • This field is for validation purposes and should be left unchanged.
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