This is the time that all leaders should be conducting their year-end evaluation of their administrative and ministerial staff.
This is the time to decide who goes who stays who is promoted who demoted and who is replaced.
For those of you that need a little help with your questionnaires for them let me give you a few questions that are necessary to deal with:
- Have the person fulfilled their assignment goals that you handed them for the year?
Anybody you placed in a position should have been given a list of goals that you were expecting them to accomplish during the year.
- Were you able to identify their strength as you observe their work habits and ethics?
Did you see a increase in them or did they just do the bare minimal.
- Did they operate in the dimension of excellence that you established for the position they are in?
Were their work habits presented in the way that you could tell they had passion for what they were doing.
- What are their weakness that you observe when they first started that now has strengthen?
If they didn’t increase then they didn’t grow with the vision.
- Have you seen any improvement in them socially economically.
They should have better people skills and advanced in their life.
- Ask them what have they learned while being in the position they are in and how has it helped them spiritually.
They should be able to give you at least three areas of improvement.
- Discuss with them any discipline issues of concern and their ability to work on a team.
Be ready to replace anybody that has issues with everybody and can’t work as a team player.
- Ask them if they remain in the position what are their goals to help enhance the vision.
If they were truly called to the position they should already have some ideas ready to present to you.
- Ask them what areas do they see need improvement in the ministry.
If they say it’s perfect you are dealing with a person only looking for brownie points because every ministry has areas of improvement.
As the leader there are some areas you should have observed concerning those working on your team:
- Are they a person that is detailed and take pride in their work.
- Do they take the initiative or do you have to hold their hand.
- Are they faithful to their position.
- Do they act in a godly professional manner when dealing with the public.
- Is their attitude and behavior right when you’re not around.
- Are they respectable to not just you but those they work with.
- Can they accomplish their work without falling apart.
- Have they improved the moral of those they work with if they are the leader.
- Have they showed you that they are capable of handling issues and problems that arise.
- Are they reputable honest and trustworthy and have a good name among their peers
For Leaders, they should have a plan that shows what they have been doing what they have accomplished in the year and the blueprint of how it was done.
These are just some areas that need covering as you make decisions concerning your administrative and Ministerial teams.
Make sure you are honest and forthright with your evaluation of them concerning their strengths weakness and improvements.
If they are being replaced from that position and you see potential for other areas of ministry then recommend that they work in those areas.
~ Apostle Barbara R. Thomas
Apostle Barbara R. Thomas is founder of I Come to Heal Ministries, A Woman’s touch Ministry, The Next Dimension Global Outreach Ministries and Spoken Word School of Ministry and is on a mission, traveling the world, proclaiming the Gospel, for souls to be won to the Kingdom of God. She has life mandate to help bring others to their divine purpose.