A regular review of the local church senior pastor is a valued part of denominational life. Reviews are helpful and important for the growth of the pastor in their role while also affording the church leadership opportunity to address any concerns related to performance.

The denominational leadership will consult with the local church leadership and the senior pastor to plan a review schedule.

Please note that reviews for other church staff are the responsibility of the senior pastor working in conjunction with the local congregational leadership. This document only refers to the senior pastor of a local congregation. 

Typically, the first review of a senior pastor will occur on the third anniversary of employment with subsequent reviews every five years. The local governing board and denominational leadership reserve the right to initiate a review at any time or to alter the frequency of these reviews.

To ensure a collaborative pastoral review process, the denominational leader and local church leaders agree to the following:

• Initiation and Oversight: The denominational leader will initiate the review and partner with the local church board to oversee the entire process.

• Meeting Leadership: The denominational leader is responsible for calling and chairing all review-related meetings.

• Employment Decisions: Any decision regarding the pastor’s employment status requires mutual agreement between both the denominational leader and the local church leadership.

• Pastor’s Responsibility: Before discussing any intentions or concerns regarding their ongoing service, the pastor must first consult with the denominational leader.

• Congregational Updates: The denominational leader will coordinate all official communication to the congregation regarding the review.

REVIEW OBJECTIVES

1. To provide the pastor with a spiritual check-in while reflecting on the calling to their assignment.
2. To give the pastor an opportunity to share their vision and  goals related to their assignment and professional growth.
3. To provide constructive feedback to the pastor.
4. To afford the church leadership opportunity to share concerns about job performance and develop, in dialogue with the pastor and the denominational leader, an action plan for addressing these concerns going forward.
5. To review and update ongoing growth plans addressed in previous reviews.
6. To address any concerns regarding remuneration or employment circumstances in order to foster improved performance and a better work environment.

REVIEW PROCESS

1. Prior to the time of review, the denomination will be in touch with both the pastor and local board chair to schedule the process. At that time, the local church board can choose to add congregants to the review meetings (Pastoral Review Committee, PRC).
2. Any review documents or surveys will be provided by the denomination and circulated to the PRC through the board chair.
3. A congregational survey will be completed by the PRC members plus any number of selected people from within the congregation. The number of people surveyed will be determined by the PRC.
4. The denominational leader will request that the pastor complete a self-review.
5. Once all reviews are completed, the denominational leader will prepare a summary of the congregational survey results, as well as a report from the pastor’s self-review. Both documents will be circulated to the PRC in preparation for a discussion with the denominational leader.
6. The denominational leader will convene the PRC to discuss the survey responses. Following that, the senior pastor will be invited into a secondary meeting. Depending on the circumstances, the secondary meeting could immediately follow the first meeting or be scheduled for another time.  
7. The denominational leader will summarize the review results and any directives and provide those to the pastor. In coordination with the board chair, the results will be built into the ongoing supervision of the pastor.

In the event the pastor decides to resign, this should be communicated to the denominational leader first who will then communicate it to the local church board. Details regarding end of service will be negotiated by the denominational leader in conversation with the chair of the board.

Should the denominational leader sense distress in the congregation regarding the pastor’s ministry, they may choose to intervene and alter the process from the normal pattern in the interest of the long-term health of the congregation.