Appraising church leadership is just as important as appraising church employees and accountability for achieving objectives is what drives performance.
Church leadership should be evaluated the same way employees are and given measurable targets to achieve.
Goals are only as effective as the person who is responsible for achieving them and completing church performance goals should be a condition of employment.
3 Levels of Appraising Church Leaders
1. Board Self Evaluations
The governing church board has overarching responsibility for every aspect of the church and board members need to be evaluated on their ability to help the organization achieve its mission. Assessing church boards entails measuring church performance against predetermined board member criteria.
A church is only as successful as the people responsible for driving its mission making it critical to ensure the right people are in the board seats. ECFA has some great sample board evaluation forms to get you started.
2. Church Leaders/Management Team
The church board should direct the strategy for the church to achieve its mission.
This strategy is then handed down to church leaders and management team to develop and achieve goals that support the strategy.
This group of employees should be evaluated by the church board and measured against completion of their goals.
Church goals should be written in the SMART goal format to ensure there are measures for success.
Board members may need to be trained on delivering effective performance appraisals so it is important to provide them with the necessary tools and structured process to make it as easy as possible.
Church leaders should have a clear job description that includes performance goals.
These documents should be reviewed and updated on an annual basis to ensure they reflect current strategic initiatives.
3. Church Volunteer Leaders
The next level of evaluations should be done on church volunteer leadership.
Those volunteers that oversee large groups of people should be held accountable for achieving results through positive volunteer interactions.
Volunteer leaders are not paid employees so the approach should be a little softer but the end result should be the same.
For example, if there is a volunteer leader that consistently drops the ball on managing volunteers it should be identified and they should be asked to step down. A poorly performing volunteer leader can have a negative impact on the volunteer experience so it is important to identify this type of issue and change leadership quickly.
Volunteer leaders should also have detailed position descriptions so they understand their job responsibilities and what the church expects of them.
Church leader evaluations should be done through a structure performance management process. This includes developing annual goals that are driven down to the employee level. Objectivity is the key to success with this and performance biases should not be allowed to impact assessment results.
Other things to consider.
- Consistency breeds credibility so make sure you apply appraisals consistently and fairly across the board.
- Church politics should not be allowed to play a part in objective evaluations.
- A structured process helps to ensure predictable consistency with administering appraisals.
- Developmental opportunities should be identified through the process to ensure employees, as well as volunteers, are given ample growth opportunities.
Does your church evaluate your leadership?
photo by: Somebody