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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? |
| Ability | Has the candidate demonstrated effective ministry skills? |
| Ability to Foster Growth | Has the candidate shown skills that will aid your ministry or church to grow? |
| Design and Implement Effective Ministry Solutions | Can the candidate design and implement effective systems or plans for ministry that fit the present and anticipated future needs of your church? |
| Delegation | Is the candidate effective at delegating tasks and ministry to other appropriate people? |
| Mentoring | Does the candidate mentor effectively so that others may grow in their ability to minister? |
| Teamwork and Morale Building | Can the candidate build teamwork, camaraderie, and morale among all those working with your church or ministry? |
| 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? |
| Community Relations | Is the candidate actively involved in the community? |
| Community Service | Does the candidate have experience working in and for the broader community? |
| Networking for Ministry Effectiveness | Does the candidate network effectively in the community to build relationships and to accomplish ministry goals and objectives? |
| Pastoral Skills | Does this candidate possess adequate pastoral skills and training for your position? |
| Comfortableness with a Variety of People | Does the candidate relate well to all sorts and conditions of people? |
| Comfortableness in Various Situations | Is the candidate comfortable working pastorally with people in a variety of settings, such as in a home, at a hospital, in a classroom, etc.? |
| Keeping Confidences | Is the candidate able to keep confidences as needed and appropriate? |
| Crisis Situations | Does the candidate handle crisis pastoral situations well, providing a non-anxious presence as needed? |
| 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? |
| Theology Match | Is the candidate’s overall theology a good match for your church? |
| Sacramental Theology | Is the candidate’s theology of the Sacraments or Ordinances a good match for your Church? |
| Baptismal Theology | Is the candidate’s theology of Baptism a good match for your Church? |
| View of the Bible | How well do the candidate’s views as to the nature, inspiration, and authority of the Bible match the congregation’s? |
| Vision | Does the candidate articulate a compelling and well-reasoned vision of what God wants your church or ministry to be and accomplish? |
| Vision’s Fit | Does the candidate’s vision fit well with the history of the congregation, present congregational ethos, and current congregational trajectory? |
| Vision Adaptability | Is the candidate’s vision for the church or ministry adaptable to the present congregational situation and ethos? |
| 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? |
| Experience | Does the candidate have adequate experience of the type that provides a good match for your church’s position? |
| Ministry Experience | Does the candidate have relevant and sufficient prior experience to do well in your position? |
| Church Size Experience | Does the candidate have previous experience in a church or ministry of a size relevant to yours? |
| Previous Ministry Experience | Does the candidate have previous experience in your type of ministry? |
| Denominational Experience | Does the candidate’s denominational experience provide a good match to your church or ministry? |
| 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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