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Evaluating Personal Development for Church Progress

Implementing a positive evaluation tool for pastors, overseers, and churches to foster leadership development and enhance ministerial training while avoiding a removal mentality. Criteria include biblical data, competencies, and office requirements, with an appeals process in place.

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Evaluating Personal Development for Church Progress

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  1. EVALUATIONS A tool for Personal Development and Church Progress Adrian L. Varlack Sr.

  2. PURPOSES • Not intended for negative reasons • Not simply to effect change of pastor/overseer • Intended to better train and qualify leaders • Foster ministerial development • Replace a purely removal mentality

  3. SOURCES OF CRITERIA • Biblical data • Competencies • Agreements, Understandings, History (interviews) • State Office Requirements • International Office Requirements

  4. SELECTION OF TASK FORCE • Selection • Term • Qualifications • Education and training of Task Force Members

  5. EVALUATION PROCESSES • Pastors • Overseers • Churches • Admonitions, Commendations, Education and Training • Those being evaluated should be pro-active before and between evaluations

  6. MINISTERIAL APPEALS • Written notice of removal sent/recieved • Right of Appeal (absence of known moral or ethical failure (within 10 days) • Notification from pastor/overseer affected to Presbyter/General Overseer • Composition of Special Ministerial Appeal Counseling Group

  7. MINISTERIAL APPEALS • A first meeting of all parties within two weeks • Findings: • 1) No reason to nullify action of Overseer or Presbyter-letter to pastor/overseer from the group that appeal has failed. Decision is final.

  8. FINDINGS • If actions are found to be unwarranted, the Ministerial Appeal Counseling Group will so state in a letter to GP (copied to the pastor) and encourage reinstatement. Final decision rests with MACG unless GP or GO with their counseling groups produce other substantiating evidence. • Overseer’s case similar (2008 IBA)

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