Thursday Oct. 22, 2009The Rev. Kenneth Gordon Hurto

District Executive, Florida DistrictThe Rev. Joan VanBecelaere

District Executive, Ohio-Meadville District

Chalice Lighting

OverviewIntroductionsWhy Do We Do AssessmentWhat Do We Assess and WhenWhen Not To Do AssessmentHow Not To Do AssessmentCore ElementsConsiderations/Difficulties in Clergy

AssessmentIntroducing Models of AssessmentResources

IntroductionThe focus tonight is on Clergy assessment.We will offer Congregational assessment later

in February We will discuss some special considerations

& the context for clergy assessment .And we will briefly introduce some of the

more successful, useful models for assessment.

Why We Do AssessmentTo provide feedback for growth ,

learning and developmentA tool for planningTo measure and document

progress toward a goalTo understand strengths

(to build on them) and weaknesses (to address them)

To provide insight into the dynamics of a systemTo foster congregational and clergy health

What Do We Assess and When?Effective assessment is continual and provides a constant feedback or learning loopEvents and activitiesGroup functionsProcesses, policies, proceduresStaff performanceLeadership effectivenessSystem health

What Do We Assess and When?It is ok to judge activities, events, and processes

It is not ok to judge people in the same mannerGuard against blaming people

Systems get the results they are designed to produceRelationships determine behaviorMy behavior influences you & yours

Influences meIf you get unsatisfactory results,

change the system

When Not To Do AssessmentIn the midst of conflict

Close to budget time (budget time raises anxiety already)

Outside of an expected schedule (no sudden assessments)

Following a crisis or major change in the congregation’s life

Following a crisis or major change in the minister’s life

How Not To Do AssessmentUsing theological issues as performance criteria

Using a business performance modelUsing a laundry lists of complaints – usually

minor ones – as the basis for assessment.In response to the loudest (most anxious) voice

in the room

How Not To Do AssessmentAssessment is not “Evaluation”Evaluation is an act of determining “value.”Assumes existing standard criteria against which such judgment is made.

Presumes an authoritative, knowledgeable judge, able to apply the criteria in an objective fashion.Even in the physical world, this is debatable.In relational world, such claims are suspect.

A determination of merit or demerit.A justification for reward or punishment.

The Reasons We Fear Evaluation

Core ElementsBasic Concerns of an Assessment

1. What did we set out to do? (expectations)

2. What actually happened? (outcomes)

3. What have we learned?

(surprises, disappointments, confirmation)

4. What shall we do next?

(new plans, future goals)

Core Elements

Core ElementsExpectationsWhat were our plans?

Did we set a date for completion?

Did we have the tools necessary?

Were our plans consistent with our values?

Where our plans realistic?

Core ElementsOutcomes:

What actually happened to our plans.

What worked well?

What did not quite live up to our expectations?

What did we fail to anticipate?

Core ElementsLearnings:Do we need to work our plan further?Are there improvements we can name?

What corrections are needed?Did we have proper resources?

What obstacles did we not see?

Do we need to support staff in new ways?

Do we need new objectives?

Core ElementsIntentional Goal Setting:

What strengths can we use better?

What new conditions have arisen?

What new tools or resources do we need?

Should we drop some of our plans?

What matters most now?

Considerations/Difficulties in Assessment of Clergy

Ministry is an art, not a technology nor a product.“Life is just a chance to grow a soul.” A. Powell Davies.Our “business:” To grow human beings into the best they can be Ministry is a shared responsibility of the clergy and the congregation. Ministry is a reciprocal relationship with others.

Considerations/Difficulties in Assessment of Clergy

External standards to consider: The Principles of Unitarian Universalism.Covenants of Right Relationship.Unitarian Universalists Ministers Association Professional Code of Conduct.

Considerations/Difficulties in Assessment of Clergy

Ministry is captive to its times and at odds with its times.Ministers are recipients of legitimate and delusional dependency and counter-dependency dynamics.Ministers serve the faith while being employed by the congregation.

Considerations/Difficulties in Assessment of Clergy

Ministers are consultants to congregational leadership, pastors to the leaders, and accountable to them for job performance. No minister can be good at everything expected

Considerations/Difficulties in Assessment of Clergy

Ministry a mixture of contradictory ambitions: The consoling pastor vs. the challenging

teacher. Apologist for faith vs. the challenger of status

quo. The preacher vs. the good listener. The institutional manager vs. institutional

change agent and leader. Trusted friend vs. judge of ethical living.

Effective Ministry is a Relationship

An effective minister: Radiates Trustworthiness. Demonstrates appropriate responsiveness. Accessible and available. Is a Presence in congregation and member’s lives. Manifests respect for all members. Is able to show breadth and depth of caring for

people. Honors commitments, keeps promises, is truthful. Wears the role well: the membership is proud.

Effective Ministry is a Relationship

An effective minister takes care of her/himself:Honors one’s own sabbath.Honors the family, balancing workand home life.Keeps healthy, physically, emotionally, mentally, morally.Sets appropriate boundaries with member relations.Has a life outside the congregation.Dresses appropriately. Is drug free. Is clean.Manages time and own money well.Honors the UUMA Code of Conduct.

The 4 Tasks of Effective Ministry

①Preacher

②Pastor

③Promoter

④Prophet

The Tasks of Effective MinistryPreacher

Prepares and delivers sermons well.

Conducts an attractive and timely service.

Balances sermon themes well.

Empowers members’ faith development.

Honors the free pew and

Responsibly maintains the free pulpit.

The Tasks of Effective MinistryPastor

Demonstrates an ability to appropriately care for members.

Recognizes the limits of ability in counseling sessions.Knows how to touch base with members.

Is timely and responsive to members in times of need: Visitation to the sick and shut-in.

Present during crisis.Simply available.

Manages well the intimacy and dependency dynamic.Maintains clear ethical boundaries.

The Tasks of Effective MinistryPromoter of Congregational Life

Is present to what matters to members.Actively nurtures deeper member to member engagement.

Supports and attends member social activities to promote community.Coaches the congregation on right relationship.

Manifests an understanding of congregational dynamics and ability to teach leadership to the congregation.

Provides the Board and Committee chairs appropriate consultation regarding:

Church management, risk assessment, office operations,

stewardship and financial management.

Connects to the larger Unitarian Universalist ministry.

Fulfills duties the Board delegates to the minister.Advises the Board on emerging issues in a timely fashion.

With leaders, ensures the fiduciary responsibilities of the congregation are met.

The Tasks of Effective MinistryProphet

Properly uses the pulpit or teaching venues to call members to a vision of

justice.Is present to local and national issues and

bears witness to Unitarian Universalist values in those settings.

Maintains active participation in District and Association events.

Five Assessment Models① Continuous Assessment.

② Quarterly Assessment.

③ Understanding Our Ministry Together

④ Gather the Spirit.

⑤ Reflecting on Ministry.

Five Assessment Modelssubmitted by UU ministers and reviewed by CENTERweb describes origin, context, benefits and

challenges and full process of each modelinclude continuous, quarterly, biennial, & annual

assessment timetablesinclude various kinds of input: self-assessment, small

groups, committees, specific individualsfocus on Qualitative measures (effectiveness) and not

Quantitative (how many new members last month)full selection at: http://www.uuma.org/assessment

Assessment Best Practices keep it simpleassess more often, more narrowly if necessaryobtain agreement that the process is fairdistinguish public vs. private elementsadvise the congregation of assessmentask the staff person to do a self-assessmentutilize a small assessment team to lead the worklimit the number of open-ended questionsadvise the congregation of results summarySee UUMA website for a full description

Continuous Assessmenta continuous feedback process to build a “learning

congregation”, always expanding the breadth /depth of its knowledge, regularly assessing internal & external environments, responding to change within or without with resiliency.

gathers small items of information and reviews them on a regular basis

promotes improvements/changes in ministry effectiveness, new programs and ministries throughout the year

effective if part of the congregation’s “culture” & habit

Continuous AssessmentPossible questions after event or activities:

How did it go? What helped? What worked well? What got in the way? What hindered

engagement? Suggestions for next time?

Personal feedback questions: What were your expectations? What was most relevant to you? What will you retain … in a month’s time? How can this event help your spiritual

growth? What additional learning would you like?

Quarterly Assessmenta variation of the Continuous Assessment Modelregularly gathers feedback focused on a series of

specific ministry areas or topics. it relies on the establishment of a schedule for

quarterly assessment work. typical questions are noted in the model on the

UUMA websitecan be used with small focus groups or with

individuals.

Quarterly AssessmentApplication of Quarterly

Congregational Assessment ModelQuarterly “Town Meeting” conversations: Board invites a small focus group to a conversation on an area of ministry. Choose a small set of appreciative inquiry questions. Create the culture of routinely assessing some aspect of the ministry. Do one every quarter, leading to a rotating cycle.

Quarterly AssessmentSuggested Topics for Quarterly Assessment ~ Two Year Cycle:

1Worship2Spiritual Discernment – Adults3Children's Religious Education4Creating the Beloved Community5Social Justice Witness6Guest Relations7Board Management8Fiscal Management9Mission/Vision

Understanding Our Ministry Together

employs small focus groups and an adaptable set of questions to assess holistically the effectiveness of the congregation, lay leaders and minister(s).

fosters the understanding that the minister and the congregation function as a ministry team.

Positive strengths & areas of growth for both congregation and minister are explored.

Gather The Spiritbased on the covenant between the minister

and the congregation using Appreciative Inquiry questions

ability to tailor the questions and conversations for processing the feedback

makes use of feedback from a variety of peoplelooks for patterns from multiple perspectives

and perceptions Committee on Ministry organizes the process incorporates minister’s self assessment in the

processcan include as many as 20-30 respondents

Reflecting On Ministrycomprehensive and holistic, focus on shared

ministrysocietal change affects our expectations of ministry.presents a series of 12 characteristics to help

measure effective ministry in a time of changing expectations.

tools for self assessment & small group reflectiondescribes the place of each characteristic in

effective modern ministry. offers variations for senior minister, congregation,

associate ministers, congregational leaders, volunteers and more.

offers methods for creating effective action plans

Reflecting On Ministrytwelve characteristics of effective 21st century

ministry1. Personal, Professional, and Spiritual Balance2. Guide a Transformational Faith Experience3. Motivate and Develop Congregation’s Mission4. Develop and Communicate a Vision5. Interpret and Lead Change6. Promote and Lead Spiritual Formation for Members7. Provide Leadership for High-Quality, Relevant Worship8. Identify, Develop, and Support Lay Leaders9. Build, Inspire, and Lead a Staff/Volunteer Team10. Manage Conflict11. Navigate Successfully the World of Technology12. Desire to be a Lifelong Learner

ResourcesUUMA/CENTER Resource: Assessment Models for

Clergy and Congregations http://www.uuma.org/assessment

Jill M. Hudson, “When Better Isn’t Enough: Evaluation Tools for the 21st Century Church;” Alban Institute

Gil Rendle, “Making Pastoral Evaluation Worthwhile;” Alban Institute, http://www.alban.org/conversation.aspx?id=2220

• McKinsey & Company’s “Capacity Assessment Grid,” http://www.venturephilanthropypartners.org/learning/reports/capacity/assessment.pdf or http://www.emcf.org/pub/readingroom/mckinseyselfassessment.htm

ResourcesIan Evison, Congregational Services Director, Central Midwest District, Unitarian Universalist Association on “Ministerial Evaluation.”

Evaluate against goals.Do not tie directly to determining compensation. Collaborate.Evaluate the minister in the context of the whole congregation’s ministry. Take the time this needs. Agree what use will be made of the evaluation. Focus on Strengths not Weaknesses. No anonymous feedback. Less is more. Do it yearly. Keep it simple.

Questions?

Thank you for being here today!