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"One of the greatest benefits of MyDecisionHelper.com is that it can help pastoral and staff Search Committees know the right questions and issues to explore with a candidate. It helps each of the members recognize what it is that they value the most, making the whole process more transparent and objective. It also is tremendously helpful for committee members to organize and properly evaluate the information they are receiving. I am confident that any Search Committee would benefit greatly from using this tool." - Scott Z., Pastoral Candidate, Houston, TX
| Name | Description |
| Education and Skills | Does the candidate’s education, training, and skill set match what you need for your church’s position? |
| Church Finances | Does the candidate possess adequate skills, training, experience, and ability to handle your church’s financial affairs? |
| Design and Implement Effective Accounting Solutions | Can the candidate design and implement an effective accounting system that meets generally accepted accounting practice standards and that fits the present and anticipated future needs of your church? |
| Cleanup Problems | Does the candidate have the ability to clean up accounting problems? |
| Multiple Eyes for Accountability | Does the candidate understand the need for more than one set of eyes to review the work being performed and to maintain sufficient accountability? |
| Annual Audits | Does the candidate welcome and promote the use of annual audits to ensure the accuracy of your church’s accounting and bank accounts? |
| Church Software Experience | Does the candidate have experience working with church accounting software? |
| Contribution Accounting | Does the candidate understand how to account for tax deductible and non-tax deductible contributions and the differences between the two? |
| Preparing Financial Reports | Can the candidate prepare understandable financial reports? |
| Keeping Financial Confidences | Is the candidate able to keep confidences as needed and appropriate? |
| Knowledge of Clergy Compensation Issues | Does the candidate understand the unique issues of clergy compensation, including housing allowances, expense reimbursements, Social Security, and the use of discretionary funds? |
| Payroll Issues | Does the candidate know how to prepare payroll, including tax withholdings as appropriate? |
| Tax Laws | Does the candidate understand church tax law or have access to reliable information for handling church tax issues? |
| Training | Is the candidate a CPA or PA or a trained bookkeeper or have other training in accounting? |
| Working with Other Financial Staff | Does the candidate work well with other financial staff, either professional or volunteer? |
| Communications | Is the candidate an effective communicator? |
| Effective Written Communication | Is the candidate capable of effective written communication through a variety of media? |
| Public Speaking | Is the candidate an effective public speaker? |
| Education | Does the candidate possess the necessary academic credentials and knowledge to function effectively in your ministry setting? |
| Academic Credentials | Does the candidate possess the necessary academic credentials for this ministry or position? |
| Continuing Education | Does the candidate participate regularly in ongoing continuing education relevant to this particular ministry or position? |
| Appropriate Knowledge | Does the candidate possess the appropriate knowledge for engaging in this ministry in your setting? |
| Paid Staff | Will this candidate function effectively as a member of the paid staff of your Church or ministry? |
| Handling of Assigned Tasks | Does the candidate handle assigned tasks in a competent, professional, and timely manner? |
| Working with Volunteers | Does the candidate work well with volunteers? |
| Part Time | If the position is part time, can the candidate work when needed to fulfill your position’s needs? |
| Full Time | If the position is full time, is the candidate available for full time work? |
| Personality | Does the candidate’s personality and personal life fit well with the needs of your church? |
| Piety | Is the candidate’s life marked by ongoing piety and spiritual growth? |
| Spiritual Disciplines | Does the candidate have any regular spiritual disciplines to maintain and strengthen a relationship with the Lord? |
| Commitment to Christ | Does the candidate have a personal commitment to Christ as Lord and Savior? |
| Weaknesses | Does the candidate possess any weaknesses that hinder effectiveness in ministry or employment? |
| Character, References, and Background | Do the candidate’s character, references and overall background provide a good fit for your church? |
| Accountability | Does the candidate work well within reasonable accountability structures? |
| Accountability Structures | Does the candidate welcome and appreciate accountability structures? |
| Excessive Questioning of Authority | Does the candidate seem to question excessively reasonable and required guidelines for functioning in this ministry? |
| Strength of Character | Does the candidate possess sufficient strength of character to hold others accountable as needed? |
| Background Screening | Does the candidate pass any and all background checks? |
| Background Check | Is the candidate willing to submit to criminal and credit background checks? |
| Criminal Past | Has the candidate ever been convicted of a felony? |
| Sex Offender Registry | Is the candidate listed on a sexual offender registry any where in the USA? |
| Personal Finances in Order | Are the candidate’s finances in order? |
| Expectations | Does the candidate agree to and intend to abide by the expectations of the church for the ministry being considered? |
| Written Expectations | Does the candidate understand and accept the written expectations or job description for your position? |
| Bylaws | Does the candidate understand and accept the church bylaws that are applicable to the position? |
| Prevention of Sexual Misconduct | Does the candidate have training in the prevention of sexual misconduct and understand its importance? |
| Undergo Periodic Training | Is the candidate willing to undergo periodic refresher training (every five years) to prevent sexual misconduct? |
| References and Employment History | Does the candidate have a good record of experience and references in this field? |
| Character Issues | Has the candidate ever been terminated from a job due to issues of moral character? |
| Progression in Responsibility | Has the candidate demonstrated a growth or progression in responsibility? (Consider promotions, job changes into more responsibility, etc.) |
| References | Do the candidate’s references give a good recommendation? |
| Staff Compensation | Can the Church afford the necessary compensation package for this lay employee? |
| Benefits Package | Can your church or ministry afford the necessary non-salary benefits package for this candidate? |
| Salary Requirements | Can your church afford to pay this candidate’s salary requirements? |
| Calling Committee Considerations | How does your calling committee react to this candidate? |
| Negative Committee Gut Check | Do any members of your calling committee have significant reservations about the candidate that they may or may not be able to articulate? |
| Positive Committee Gut Check | When all is said and done do the members of your committee feel that this candidate just feels like the right one for the position? |
| Committee Response to the Candidate | Is your committee favorably impressed by the candidate? |
| Unanimous Decision | Is your committee able to come to a unanimous, uncoerced decision about this candidate? |
| Availability | Is the candidate available when needed to fulfill the needs of your Church’s position? |
| Regular Availability | Is the candidate available when needed for board or committee meetings, ministry opportunities, working with others, and for answering questions? |
| Length of Commitment | Is the candidate able to commit to your position for an acceptable length of time? |
| Start Date for Position | Is the candidate able to start your position within a reasonable period? |
This site is intended as an informational tool only and should be used in consultation with appropriate professional advisors.
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