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| Name | Description |
| Education and Skills | Does the candidate’s education, training, and skill set match what you need for your church’s position? |
| 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? |
| Youth and Children | Does the candidate possess the skills, training, and background to minister effectively to your youth and/or children? |
| Youth Ministry Experience | Does the candidate have ministry experience working with youth and children? |
| Ministry Training | Does the candidate have training in ministering to youth and children? |
| Charisma | Are youth and children drawn to this person? |
| Age Separation | Is the candidate sufficiently older than the youth being ministered to and thus able to minister to their issues without being hooked into the same issues? |
| Worship Leading | Does the candidate possess skills in crafting and leading age appropriate worship for youth and/or children? |
| Volunteers and Volunteering | Does the candidate have a good history of volunteer service? |
| History of Service | Does the candidate have a history of service to the church and/or community? |
| Volunteer Ministry Experience | Does the candidate have experience in this type of ministry? |
| Motivation | Is the candidate motivated and willing to put in the time and effort necessary to aid the progress of your church or ministry? |
| Skills | Does the candidate possess the necessary skills to perform well? |
| Personality | Does the candidate’s personality and personal life fit well with the needs of your church? |
| Family Matters | Does the candidate’s family support the candidate in this potential ministry? |
| Family Church Involvement | Is the candidate’s family involved in the church? |
| Spousal Support | Does the candidate’s spouse support the candidate in ministry? |
| Family Spirituality | Is the candidate’s family spiritually committed to Christ? |
| 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? |
| 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? |
| Membership in Church | Does the candidate have a demonstrated commitment to the church or ministry by their length of membership and attendance? |
| Length of Membership | Has the candidate been a member of this church for more than six months? |
| Previous Church Affiliation | Was the candidate a member of another church for an extended period? |
| Reason for Leaving Previous Church | Did the candidate leave a previous church because they are under investigation or suspected of improper conduct? |
| Staff Knowledge of Candidate | Does your church professional staff know this candidate? |
| 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? |
| 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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