[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-488720-105":59,"doc-detail-488720-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","ministry-and-personnel-committees-annual-performance-reviews-december-2024","Ministry and Personnel Committees - Annual Performance Reviews - December 2024","","Annual performance review guidance for the Ministry and Personnel (M&P) Committee outlines a healthy, two-way process between ministry personnel or lay employees and the faith community. It describes how supervision supports staff understanding, growth, and contributions, and emphasizes preparation without surprises. The process covers goal setting using SMART targets, gathering work-related information through interviews or questionnaires, conducting confidential committee review, delivering clear specific non-judgmental feedback, and addressing intercultural considerations. It also explains referral of unresolved issues and documenting recommendations for the governing body.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":45,"@type":76,"position":81},"https://docshare.wps.com/document/religion-spirituality/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/ministry-and-personnel-committees-annual-performance-reviews-december-2024/488720/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/ministry-and-personnel-committees-annual-performance-reviews-december-2024/488720.png","ImageObject",300,407,{"name":92,"@type":93},"Damian","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-16","2026-10-01",true,{"@type":102,"interactionType":103,"userInteractionCount":24},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the purpose of the annual performance review process for ministry personnel?","Question",{"text":112,"@type":113},"It is intended to be a healthy process that enables two-way communication between ministry personnel or lay employees and the community of faith. It also supports supervision and staff growth through guidance, support, and motivation.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How are goals set at the start of the performance review cycle?",{"text":117,"@type":113},"The first step is setting yearly goals for ministry personnel or lay employees, and both the governing body and staff set goals in the model described. Realistic goals are encouraged using the SMART goal formula (Specific, Measurable, Achievable, Realistic, Timely).",{"name":119,"@type":110,"acceptedAnswer":120},"How should feedback be given during the performance review?",{"text":121,"@type":113},"Feedback should be clear, specific, and non-judgmental, with expectations understood by both parties. The guidance also emphasizes supportive climates and preparation for giving feedback, and encourages no “surprises” by resolving prior issues at the time they occur.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},488720,1791505176,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":44,"category_name":45,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":24,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":41},137451208677,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Ministry and Personnel Committees:  Annual Performance Reviews   \nThe United Church of Canada L’Église Unie du Canada  \nMinistry and Personnel Committees: Annual Performance Reviews (December 2024)  \nCopyright © 2024  \nThe United Church of Canada L’Église Unie du Canada  \nThe content of this resource is licensed under the Creative Commons Attribution  \nNon-commercial No Derivatives (by-nc-nd) Licence. To view a copy of this licence, visit [http://creativecommons.org/licenses/by-nc-nd/3.0. Any copy must](http://creativecommons.org/licenses/by-nc-nd/3.0. Any copy must) include this notice.  \nCare has been taken to trace ownership of copyright material contained in this text. The publisher will gratefully accept any information that will enable it to rectify any reference or credit in subsequent editions.  \nThe United Church of Canada 3250 Bloor St. West, Suite 200 Toronto, Ontario  \nCanada M8X 2Y4  \n[united-church.ca](united-church.ca)  \nSupported by Mission and Service  \nContents  \nThe Annual Performance Review Process .....................................................................................4  \nChecklist for a Good Performance Review Discussion............................................................... 5  \nSample Annual Performance Review ........................................................................................ 6  \nIssues to be reviewed by the M&P Committee ..................................................................... 6  \nIssues to be reviewed with the M&P Committee .................................................................. 7  \nResources for Giving and Receiving Feedback .......................................................................... 8  \nEffects of Feedback ............................................................................................................... 8  \nHow to Give Feedback........................................................................................................... 9  \nSupportive Climates ............................................................................................................ 10  \nPreparation for Giving Feedback ......................................................................................... 10  \nHow to Receive Feedback ................................................................................................... 11  \nIntercultural Considerations ................................................................................................ 12  \nThe Annual Performance Review Process  \nThe annual performance review process is established by the M&P Committee. The performance review is intended to be a healthy process, which facilitates two-way communication between each ministry personnel or lay employee and the community of faith.  \nSupervision can have a significant impact in helping staff understand their role, their value to the church, and the contributions they make. Good supervision will help staff to grow and appreciate their gifts and strengths. As supervisors, members of the M&P Committee must offer mutual respect, guidance, support, motivation, and the leadership needed to foster the growth of ministry personnel and lay employees. There should be no “surprises” at the performance review, as any prior issues should have been resolved at the time they occurred.  \nThe first step of the performance review process is the setting of goals for the year. The performance review process can encourage growth when it is a mutual evaluation of both staff and the pastoral charge. In this model, both the governing body and the staff set goals for the year. The performance review of staff would happen at the same time as a review of the community of faith’s goals.  \nGoals are most helpful when they are realistic. The SMART goal formula can be a good guide to establish goals. A SMART goal is Specific, Measurable, Achievable, Realistic, and Timely.  \nTo begin the performance review, information is gathered concer","cbCaipmzdVhOW4nR","https://ap.wps.com/l/cbCaipmzdVhOW4nR","pdf",355129,12,"English","# The Annual Performance Review Process\n## Checklist for a Good Performance Review Discussion\n## Sample Annual Performance Review\n## Issues to be reviewed by the M&P Committee\n## Issues to be reviewed with the M&P Committee\n## Resources for Giving and Receiving Feedback\n## Effects of Feedback\n## How to Give Feedback\n## Supportive Climates\n## Preparation for Giving Feedback\n## How to Receive Feedback\n## Intercultural Considerations","[{\"question\":\"What is the purpose of the annual performance review process for ministry personnel?\",\"answer\":\"It is intended to be a healthy process that enables two-way communication between ministry personnel or lay employees and the community of faith. It also supports supervision and staff growth through guidance, support, and motivation.\"},{\"question\":\"How are goals set at the start of the performance review cycle?\",\"answer\":\"The first step is setting yearly goals for ministry personnel or lay employees, and both the governing body and staff set goals in the model described. Realistic goals are encouraged using the SMART goal formula (Specific, Measurable, Achievable, Realistic, Timely).\"},{\"question\":\"How should feedback be given during the performance review?\",\"answer\":\"Feedback should be clear, specific, and non-judgmental, with expectations understood by both parties. The guidance also emphasizes supportive climates and preparation for giving feedback, and encourages no “surprises” by resolving prior issues at the time they occur.\"}]","Ministry and Personnel Committees - Annual Performance Reviews - December 2024 | PDF",1790816451]