A Strategic And Systematic Approach To Evaluating And Enhancing Church Staff Performance

Steven Bray

Etd

A Strategic And Systematic Approach To Evaluating And Enhancing Church Staff Performance

Público Deposited

MLA citation style (9th ed.)

Steven Bray. A Strategic And Systematic Approach To Evaluating And Enhancing Church Staff Performance. rim.ir.atla.com/concern/etds/b83000bf-86f8-46d2-81ae-99480af3de12?locale=es.

APA citation style (7th ed.)

S. Bray. A Strategic And Systematic Approach To Evaluating And Enhancing Church Staff Performance. https://rim.ir.atla.com/concern/etds/b83000bf-86f8-46d2-81ae-99480af3de12?locale=es

Chicago citation style (CMOS 17, author-date)

Steven Bray. A Strategic And Systematic Approach To Evaluating And Enhancing Church Staff Performance. https://rim.ir.atla.com/concern/etds/b83000bf-86f8-46d2-81ae-99480af3de12?locale=es.

Note: These citations are programmatically generated and may be incomplete.

Creador

Steven Bray

Declaración de derechos

In Copyright

Abstracto

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.

Año