Congregation self evaluation-draft 3- 0911
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This document provides guidance for congregations of the Lutheran Church-Missouri Synod Northern Illinois District to complete a self-evaluation. The self-evaluation is designed to help congregations understand their unique call and how to reach their community, help the district understand the congregation's needs and opportunities, and help an incoming pastor evaluate how their gifts match the congregation. The self-evaluation covers topics like the congregation's mission, values, assets, governance, demographics, involvement in the community, and staffing considerations. Completing the self-evaluation truthfully will help facilitate a beneficial matching of pastor to congregation.
Congregation self evaluation-draft 3- 0911
- 1. CONGREGATION AND COMMUNITY SELF-EVALUATION For Congregations of The Lutheran Church–Missouri Synod Northern Illinois District Office of the President LCMS Northern Illinois District 2301 S. Wolf Road, Hillside IL 60162 888-708-LCMS office@ni.lcms.org or president@ni.lcms.org 1
- 2. Name of Congregation: __________________________________________________________ Address: ______________________________________________________________________ City, State, Zip: ________________________________________________________________ The attached materials are designed to assist you in: 1. understanding your congregation’s unique call to ministry and how your congregation can reach out into its community. This important first step should be done BEFORE the congregation calls for nominations. 2. helping the Northern Illinois District understand the needs and opportunities of your congregation. 3. helping the pastor you call evaluate how well his gifts match the congregation’s needs and opportunities. Be realistic and truthful in the answers to these questions so a beneficial match between pastor and congregation can be made. MISSION 1. What isyour congregation’s understanding of the mission of the church? 2. What are your congregation’s core values?(A principle that guides an organization'sinternalconduct as well as its relationship with the externalworld. Core values are usually summarized in the mission statement or in a statement of core values.) 3. What challenges might hinder your congregation from accomplishing its mission? 4. What ministries are our congregation members excited about? 5. What ministries are challengesto your congregation right now? 6. What material and human assets can be used toward realizing your congregation’s mission? 7. What are some significant and key events from your congregation’s past? 8. What top three things are often suggested as needing to be changed in this church? a. b. 2
- 3. c. 9. Do the congregation leaders take action that demonstrates they want the congregation to grow significantly? How do you know this? 10. Are the congregation leaders willing to make the difficult decisions required for change and growth? What are those difficult decisions that need to be made? How do you know this? MINISTRY PREFERENCES Describe your congregational practice and/or preference toward the following: 1. Liturgical materials a. The Lutheran Service Book b. Lutheran Hymnal c. Lutheran Worship d. Lutheran Book of Worship e. Other 2. Pastoral services (weddings, funerals, visitation, etc.) to: a. non-members b. non-Lutherans c. unchurched people 3. Writing of own liturgies or special services 4. Frequency of the Lord’s Supper 5. First communion before or after confirmation 3
- 4. 6. Communion policy with regard to those who are not members of your congregation 7. Role (place and participation) of lay people within the church 8. Open to service by women (yes/no): ____ Voters ____ President ____ Vice President ____ Board Chair ____ Board Members ____ Communion Assistants ____ Lectors ____Elders ____ Ushers ____ Bible study leader ____ Other (Describe) GOVERNANCE 1. Describe your congregation’s governance policy (example: voters and boards; church directors; etc.) 2. Have any new leaders been identified, equipped and elected within the past three years? And if so how are leaders identified and equipped? DEMOGRAPHICS 1. The congregation should complete a free community demographic report available courtesy of Lutheran Church Extension Fund. Contact Sue Green at 708-223-3117 or sue.green@ni.lcms.org for access and instructions to generate the demographic report through the demographic vendor,MissionInsite. 2. Provide the following congregation statistics, which should have been reported to The Lutheran Church-Missouri Synod. Statistics can be found at www.lcms.org by clicking on the “Find a…Church, School, Worker” button on the top right corner. Once on your congregation’s home page, click “View Statistics” in the upper right corner. On the next page, click “Download Statistics” to open a report showing the baptized and communicant membership, as well as average attendance for the past 10 years. If your congregation has not filed a recent statistical report, calculate the information from current records. Current 5 Years Ago 10 Years Ago a. Average Attendance b. Baptized Membership Current 5 Years Ago 10 Years Ago 4
- 5. c. Communicant Membership d. Sunday School Enrollment e. Bible Class Enrollment f. Total budget for current expenses g. What percentage of the congregation’s offerings are sent for missions beyond the congregation? COMMUNITY 1. What do the people in your community need? How do you know this? 2. Describe the congregation’s involvement in human care ministries within the community. 3. Does your congregation reflect the general population of its community? 4. What percentage of your congregation’s membership lives within two miles of the church? 5. According to non-church members, what is your church’s value to the neighborhood? 6. What percentage of the pastor’stime will be spent in pastoral care? STAFFING 1. What provision in time and finances do you make for the pastor’s continuing education? 2. If your congregation has paid staff in addition to the pastor, do they regularly meet and pray? 3. List all the paid staff; indicate any that are part-time. 4. Does the annual performance review create opportunities for setting ministry goals? 5
- 6. 5. Are staff working conditions regularly considered and reviewed? By whom? 6. Are there unresolved conflicts among staff? 6