Learning to Establish Mutual Goals and Expectation
For a WIN/WIN Evaluation

All of us who are actively working have some system of review that evaluates our performance against a predetermined goal or standard. This is common and has the potential to create a very positive work environment. However, if there is no predetermined goal or standard by which to measure one’s work performance, then you have a receipt of subjective evaluation that can cause tremendous upheaval in the work place.

Clergy and parishes show work together to establish the goals and expectations for a given year and set in motion a procedure to evaluate how they are doing together. This is a mutual exercise because the leadership (Vestry) and the clergy need to work harmoniously if the work of the church is to be blessed and succeed.

This workshop is designed to help the clergy and the leadership of a church develop a win/win environment. The clergy need clear and specific goals and expectations so their evaluations are connected to standards that are measurable. The leadership needs to be accountable, too, since they are there to support the rector and help him/her succeed. When the effort is made to establish goals and expectations on the front end, then evaluations can be objective, less subjection and truly bear fruit.

This teaching helps the vestry understand the difference between clergy role and clergy function and outlines the numerous demands on the clergy’s time weekly, monthly, seasonally and annually (including diocesan activities and community involvement). In reality, the clergy have a huge task that needs to be managed well. By working with the vestry, goals and expectations can be established for the ministries of the church that are S.M.A.R.T. (Specific, Measurable, Attainable, Results-Oriented and Time-Phased).

The result of this training will be a very good evaluation process that is non-threatening, fully understood and has the potential of great reward for the clergy and the leadership.