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Annual Ministry Job Reviews

Last Updated October 7, 2009 by Matt 2 Comments

Before too long, it will be time for annual reviews at my church. Usually these reviews are frustrating for me, not because I typically get poor reviews or are measured unfairly, but because I don’t think we’re asking constructive questions. Especially in youth ministry, annual reviews can turn into a “I want more lock-ins” campaign when you bring youth into the equation and ask for their open-ended feedback.

The problem is, I’m not sure which questions to ask.

To me, annual reviews should be tools to help you do your job better, and to allow you to see yourself the same way most of the congregation does. So if you think you are working too many hours and the congregation thinks you are working too few (for example), then there is likely a communication and expectation disconnect. The annual review should allow you to see where the disconnects are and work on fixing them.

So, I’m trying to craft a meaningful framework and procedure for my review this year. Do any of you have good processes for conducting annual reviews? My current job is about 50% youth ministry and 50% general administration/Christian education/other, so my final product will need to be broader than a very youth ministry specific review.

I’d love emails, links, or comments about what you have found helpful in an annual review. Thanks.

Filed Under: Youth Ministry Tagged With: annual review, job review

About Matt

Matt Cleaver has written since 2004 on youth ministry, theology, and the church. His blog was ranked by Youth Specialties as a Top 20 Youth Ministry Blog. Click here for Matt's list of the Best Youth Ministry Books.

Comments

  1. Joe Smith says

    October 7, 2009 at 11:47 am

    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.

    Reply
    • Matt says

      October 7, 2009 at 1:56 pm

      That is helpful, thanks.

      Reply

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