QUICK GUIDE – Senior Pastor Performance Review

Based on the paper, “The Pastoral Performance Review: An Opportunity to Empower”

Contact Rev. Scott Roen for the complete document – scottdavidroen@gmail.com

PERSONAL MATTERS: (As far as the board is able to determine the following…)

How did the pastor take care of himself physically?

How did the pastor take care of himself emotionally?

How did the pastor take care of himself spiritually?

Did the pastor take regular days off, as required and allowed by the church?

Did the pastor take a monthly retreat day (if this is allowed and expected by the church)?

Did the pastor take his vacation time as required and allowed by the church?

The pastor seems to be growing in the following ways:

 INTERPERSONAL MATTERS: How does the pastor seem to be doing at maintaining good relationships with others, including church members, board, staff, etc.?  (The board will remember that this is an area of “as far as it depends on you.” The pastor can’t be held responsible for the immature or sinful interpersonal skills of others. Also: the board will not base this section of the review on gossip, as in “ten church members say you need to apologize to them and you’ll have to figure out who they are.”)

 GOALS FOR THE YEAR:  The board will list the pastor’s work-related goals for the year and comment on how he seems to have done at fulfilling each of them.  (The board will remember that the completion of most pastoral goals depends on the cooperation of others.)

 MINISTRY DUTIES: The board will list the major duties of the senior pastor – as found in his ministry (“job”) description and evaluate how well they feel he did at each of them over the past year.

 LEADERSHIP OF STAFF, MINISTRY LEADERS AND THE BOARD:  If these important items were not listed as part of the pastor’s ministry description, the board will review the pastor’s performance at each of these here.  Here are some sample questions the board might want to consider:

• Do the staff members and/or volunteer ministry leaders feel coached, loved, supported and understood by the pastor?
• Do the board members feel that the pastor is committed to them as individuals?

Was he devoted to leading them well as a group? 

Was he willing to submit to the board’s authority when necessary? 

How is the pastor helping the board members grow, both in Christian character and in

ministry skills? (This assumes that the board members are growing believers and they want the pastor to train them in ministry skills.)