Church administration

The Impact of a Staff Performance Management System on Performance Outcomes and Employee Commitment in a Private, Christian, Higher Education Institution

Author
Janis Lynn Ryder D.Min.
Abstract
This thesis explored performance management in a private, Christian, Canadian, higher education institution. A Model for Effective Performance Management was developed which served as a framework for a participatory action research project that piloted a staff performance review process and tool aimed at improving employee performance and organizational commitment of university staff employees. Seven university departments were part of the pilot project which included participating in supervisor training, testing a new performance review process and tool, and providing post-pilot feedback.
Post-pilot online survey results and interviews with leaders demonstrated a higher rate of completed performance reviews, increased competency and comfort level of supervisors/appraisers to lead performance review conversations, and increased employee commitment and performance resulting from the performance review experience.
There are opportunities for HR professionals, churches, and para-church organizations to use and benefit from this research and the Model for Effective Performance Management.

Navigating organizational and leadership challenges as an assistant pastor, serving in an interim pastoral role

Author
Joel David Hathaway
Abstract
The purpose of this study was to explore how assistant pastors navigate challenges of adaptive leadership when the church loses its senior pastor, and the assistant pastor is expected to lead through the transition. A qualitative research methodology was employed to explore the scope of this topic. This study found that the exiting senior pastor, existing assistant/interim pastor, incoming senior pastor, and congregation all play active roles in guaranteeing success during pastoral transitions. This sh1dy also identified steps churches and pastors can take to retire outdated leadership models while integrating collaborative leadership methods that prepare congregations for periods of transition.

All things in good order: how senior pastors experience the Carver Policy Governance System in their congregations

Author
Timothy J. Brand
Abstract
The purpose of this study was to explore how Senior Pastors experience the implementation of the Carver Policy Governance Model in their congregations. Every Christian congregation has a system of governance, an agreed upon method to administer and manage the day to day operations, and exercise the ministry in good order. Many congregations and pastors face great challenges and unrest because of church governance issues. This issue is critical for pastoral health and longevity, as well as, congregational vitality and viability.
This study utilized a qualitative design using semi-structure interview with seven pastors from various denominations who served their congregations as senior pastors for ten years or longer. The literature review and analysis of the seven interviews focused on three key areas: the implementation of the Carver Policy Governance Model into the Congregation, the unique advantages of the Carver Policy Model, and the unique challenges of the Carver Policy Model.
This study concluded that there are eight components necessary to implement a policy based Board of Directors as the governing body of a congregation: outside resourcing, biblically based content, special pastoral character, full implementation of the Carver Model with the addition of an elder’s board (or its equivalent), clear separation of the administration and spiritual components, a high level of relational trust, a continual use of evaluation, and the implementation of teams.

A Model for Transitioning Leadership in the Pennsylvania Commonwealth Ecclesiastical Jurisdiction of the Church of God In Christ

Author
Nathaniel Alfonso Hall Jr.
Abstract
Oftentimes the mission, vision, purpose, and plan of God lives longer than an individual. To see it achieved, it must be effectively passed to the next generation. No generation stands independent of its predecessors or those that follow. In fact, generations overlay and overlap one another. Each is uniquely equipped with men and women created by God for that generation. Every single generation stands on the shoulders of those who went before them. People build on and must not destroy the foundation that is laid before them. Therefore, the church's success is determined by and dependent upon the successful transition of its leadership. This research will explore the good, the bad, and the indifferent regarding this subject matter and document best practices for a successful leadership transition.

A STRATEGIC AND SYSTEMATIC APPROACH TO EVALUATING AND ENHANCING CHURCH STAFF PERFORMANCE

Author
Steven Bray D.Min.
Abstract
The purpose of this Doctor of Ministry project was to create an annual staff development plan for Fountain City Wesleyan Church which focused on both improving effectiveness in performance and encouraging personal, professional and spiritual development. Fountain City Wesleyan is a church of 1000 with nine full-time pastors and ministry directors. The project highlighted the powerful impact of combining goal setting, coaching, and evaluation to develop team members. In addition, the project concluded that high performance expectations can be countered by high care for team members.

This project conducted two case studies of similar churches to Fountain City Wesleyan Church. The project explored the biblical and theological basis for staff development including the identification of twelve biblical principles. The literature review analyzed three components of the annual development plan: crafting an action plan utilizing SMART (Specific, Measurable, Agreed upon, Relevant and Timed) goals and strategies; regular coaching sessions; and an annual review process to provide additional performance conversation and formal documentation of employee performance.

This plan included a guide to create an action plan each trimester, the implementation schedule for the plan, a model for coaching staff (Connect, Opportunity, Alternatives, Course, Highlights), an annual self-review and performance review. Additionally, supplemental avenues to promote self-care among staff were identified. The final plan, tips and tools for coaching, tools for diagnosing development needs, and the research protocol are noted in the appendices.

Developing a Health Strategy for SURV Church, Winter Haven, Florida

Author
James Smith
Abstract
The purpose of this project was to develop a health strategy for SURV Church Winter Haven, Florida. The project director utilized the Transformational Church Assessment Tool and the Prompempo International Church Missions Profile to assess the current health of SURV Church. A demographic study and interview with a Missions organization helped determine a wellness baseline. The director studied the Bible, theological resources, and other healthy church practices to determine healthy indicators and best practices. The project director developed a health strategy with the support of church members input. The proejct director presented the health strategy to SURV Church for approval.

Co-working Ministry in and with Christ

Author
Jennifer Parks-Snyder
Abstract
The mid-size church faces various challenges, especially when they have grown from a smaller congregation in a matter of a few years. Using leadership and congregational surveys, along with theological and congregational development techniques, this project will lead the reader to recognize the valuable tool of co-working ministry between laity and pastors. The Apostle Paul developed this form of ministry, and today's churches of all sizes can certainly benefit from his example.

Impact of life-Time ordination of Elder in the Pastoral ministry among the Zou Churches in North-East India

Author
Hau Suankap Manlun
Abstract
This dissertation chiefly examines the function of pastors and church elders in the divine worship and the administration of the Zou Churches in North East India. The author states that ordination is only for those who received a divine call from God to serve publicly in the holy ministry of the word of sacraments. Today, what is commonly called an "elder" is in reference to laymen appointed to secure the congregation in its temporal affair and to assist the pastor in the administrative tasks. In scripture the most common titles for the holy ministry are elder, overseers, and pastors. These three titles are interchangeable (Eph. 4:11; Acts 20:28-31; 1 Pet. 5:1-4). The author promotes the value of ordination for pastors. Elders are not ordained, but appointed to assist pastors with the administrative of the local congregations. This research had concluded that the practice of life-time ordination of elders is not beneficial for the wellbeing of the Zou Lutheran Church and should be carefully replaced with a more biblical polity.

Parish Ministry and Leadership How prepared are Church of Scotland Parish Ministers for the leadership role that the General Assembly expects them to play?

Author
Neil J Dougall
Abstract
At the heart of the research was an on-line survey of all Church of Scotland (Presbyterian) Parish Ministers, which produced statistically significant data. 96% of ministers said that offering leadership was a significant aspect of their ministry, a much higher figure than the author anticipated. 60% had experienced 'toxic' leadership, which helps explain some of the ambivalence around leadership in the church. The author concludes that the conversation should not simply be about leadership but about the kind of leadership the church needs, and suggests that it should be servant-like, adaptive, collaborative, facilitative and enabling.

How to Build a Healthy Church

Author
Peter P Jeng
Abstract
It was assumed that by combining the Church Survey of Natural Church Development and Beeson Church Health Questionnaire together, the evaluation of church health status could be more effective and objective. The purpose of this research is to validate this assumption. A medium/small Chinese Christian Church in North America was chosen to conduct this research. Besides these two tools, one on one interviews were also conducted with some key leaders of that church. It was found that the evaluating results from both tools and the interviews agreed with each other and the assumption of this research is also validated.
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