Employee Review forms
from Northwest Bible Church
This church will employ the number of support staff to support the staff, Elders, and activities of the church where volunteer assistance is not practical. Responsibilities will be functionalized by specific ministry within the church. The pastors shall have authority to hire support staff as needed, as allowed within the approved budget.
Organizationally, all staff will report to their supervisor in the Elder approved Organizational Chart.
A job description must have been developed for each position prior to the initial interview of a potential staff member for this position. The contents of the description must be clearly explained and understood by the individual prior to him/her being hired for the position. A copy of the approved job descriptions will become part of his/her personnel file.
Documents
- Job Description
- Peacemaker Brochure
- Doctrinal Statement
- Employee Handbook
Conciliation Clause
The Board of Elders has unanimously agreed that Northwest Bible Church be a "Partner in Peacemaking" with Peacemaker Ministries.
Any claim or dispute arising from or related to employment shall be settled by mediation and, if necessary, legally binding arbitration in accordance with the Rules of Procedure for Christian Conciliation of the Institute for Christian Conciliation, a division of Peacemaker Ministries (complete text of the Rules is available at www.HisPeace.org). Judgment upon an arbitration decision may be entered in any court otherwise having jurisdiction. The parties understand that these methods shall be the sole remedy for any controversy or claim arising out of this agreement and expressly waive their right to file a lawsuit in any civil court against one another for such disputes, except to enforce an arbitration decision.
Northwest Bible Church believes that the Bible commands Christian organizations to make every effort to live at peace and to resolve disputes with employees in private or within the Christian church (Matthew 18:15-20; I Corinthians 6:1-8). Therefore, the church desires to settle issues by biblically-based mediation and, if necessary, legally binding arbitration.
Employee Signature: _____________________________________
Supervisor Signature: _____________________________________
Executive Pastor Signature:_________________________________
Financial Chain of Command
Each employee must see as his right and obligation to report any financial irregularity to his/her supervisor; if the supervisor does not adequately address the issue and the employee is not satisfied with the answer, then the employee must address both the Minister of Administration and the Executive Pastor. Northwest has never had a breech of financial integrity and we desire to stay above board. Every employee is the "eyes and ears" to financial integrity so that we are above reproach (bring any questions to the interview and initial agreement).
Employee Initial: __________________
Supervisor Initial:__________________
Executive Pastor Initial: _____________
Sexual or Racial Harassment
Northwest Bible Church will tolerate no sexual or racial harassment. This includes inappropriate humor, comments, or physical contact. Each employee must see it as his right and obligation to report any behavior to his supervisor and the Executive Pastor for immediate action.
Employee Initial: ________________
Supervisor Initial: ________________
Executive Pastor Initial: ___________
Internal Dispute Resolution
Each employee is required to address problems and concerns with his/her position, job description and work environment to her/his supervisor. If the supervisor does not adequately settle the issue, then the employee may jump one level above his/her supervisor. This is the final level for the vast majority of dispute resolutions. Example: an administrative assistant has a dispute with her/his minister; the first step is to discuss the issue with the minister and attempt to resolve the issue. If the issue is unresolved, the administrative assistant may take the issue to the department head.
Employee Initial:_________________
Supervisor Initial:_________________
Executive Pastor Initial:____________
Doctrinal Statement
Each Minister must annually agree to the Doctrinal Statement. Further, every employee who has significant contact with the public must also sign the Doctrinal Statement.
Employee Initial: __________________
Executive Pastor Initial: _____________
Employee Handbook
Each employee will receive the Employee Handbook.
Employee Initial:___________________
Supervisor Initial:___________________
Executive Pastor Initial:______________
Compensation Issues
Each employee has her/his compensation reviewed at least annually. Some employees will be reviewed more often. All new employees, or those entering new positions, will be reviewed after six months. The employee's supervisor will perform the annual review under the approved review procedures. The Senior Pastor and Executive Pastor will be reviewed annually by a committee of Elders from the current Elder Board.
Salary Guide: Each employee is in an employee grade level, from level 1 to level 11 (Senior Pastor). The salary guide is regularly updated to account for cost of living increases in the region. Further, each employee is in a quadrant in his/her level:
Quad 1 is for novices in the grade - this is the minimum for the level.
Quad 2 is for learners in the level.
Quad 3 is for workers in the level.
Quad 4 is for strong workers in the level.
Quad 5 is for leaders in the level - this is the maximum for the level.
Potential Increases: The annual review will indicate the performance level of the employee. This will suggest appropriate levels of increase. The employee may be in a position where no increase is possible. The employee may be entitled to a cost of living increase. The employee may deserve a slight, moderate or significant merit increase.
Bonus: When an employee is in quad 5 of his/her grade, there can be no more merit salary increases. Instead, a bonus will be issued. The bonus will be commensurate with their performance level, indicating slight, moderate or significant merit.
Vacation: Staff have differing vacation allowances - both are related to the amount of time they have served on the staff and/or their salary grade level.
Conference & Enrichment Ministry: Ministers may be allowed time to attend conferences or other enrichment. This is an incentive that is given to those at the department head level and above.
Annual Review
Please read the review information. Action items for the employee and supervisor are clearly identified at the end of a paragraph in bold italics.
Bring this form to the interview.
Individuals at the Review:
Employee: ________________________________________
Supervisor: _______________________________________
Date of Review:____________________________________
Date of Hire:______________________________________
Forms
Primary Staff Appraisal Form
The employee will complete the Primary Appraisal Form. The employee will make a copy of the form and give it to the supervisor.
The supervisor will fill out a Primary Appraisal Form. The supervisor will bring the original and a copy to the review.
Secondary Staff Appraisal Form
The employee will complete the Secondary Appraisal Form. The employee will make a copy of the form and give it to the supervisor.
The supervisor will fill out a Secondary Appraisal Form. The supervisor will bring the original and a copy to the review.
Existing job description
The employee will review the existing job description before the review.
The supervisor will review the existing job description before the review.
Job Description Recommendations
The employee will bring recommendations on revisions for the job description. Time allotments, areas of work, and work relationships may be recommended for addition or deletion. Job descriptions will realistically explain the nature and time of a position. The recommendations should be typed and submitted with two copies to the supervisor before the review.
The supervisor will bring recommendations on revisions for the job description. Time allotments, areas of work, and work relationships may be recommended for addition or deletion. The supervisor may recommend a title change, cost of living raise, merit raise or promotion.
In the church's job description format, the supervisor will e-mail to the Executive Pastor the existing job description and recommendations.
Peacemaker Brochure
Doctrinal Statement
Employee Handbook
Conciliation Clause
The Board of Elders has unanimously agreed that Northwest Bible Church be a "Partner in Peacemaking" with Peacemaker Ministries.
Any claim or dispute arising from or related to employment shall be settled by mediation and, if necessary, legally binding arbitration in accordance with the Rules of Procedure for Christian Conciliation of the Institute for Christian Conciliation, a division of Peacemaker Ministries (complete text of the Rules is available at www.HisPeace.org). Judgment upon an arbitration decision may be entered in any court otherwise having jurisdiction. The parties understand that these methods shall be the sole remedy for any controversy or claim arising out of this agreement and expressly waive their right to file a lawsuit in any civil court against one another for such disputes, except to enforce an arbitration decision.
Northwest Bible Church believes that the Bible commands Christian organizations to make every effort to live at peace and to resolve disputes with employees in private or within the Christian church (Matthew 18:15-20; I Corinthians 6:1-8). Therefore, the church desires to settle issues by biblically-based mediation and, if necessary, legally binding arbitration.
Employee Initial: ________________
Supervisor Initial:________________
Executive Pastor Initial:___________
Financial Chain of Command
Each employee must see as his right and obligation to report any financial irregularity to his/her supervisor; if the supervisor does not adequately address the issue and the employee satisfied with the answer, then the employee must address both the Minister of Administration and the Executive Pastor. Northwest has never had a breech of financial integrity and we desire to stay above board. Every employee is the "eyes and ears" to financial integrity so that we are above reproach (bring any questions to the interview and initial agreement).
Employee Initial: ________________
Supervisor Initial:________________
Executive Pastor Initial:____________
Sexual or Racial Harassment
Northwest Bible Church will tolerate no sexual or racial harassment. This includes inappropriate humor, comments, or physical contact. Each employee must see it as his right and obligation to report any behavior to his supervisor and the Executive Pastor for immediate action.
Employee Initial: ___________________
Supervisor Initial:___________________
Executive Pastor Initial:_______________
Internal Dispute Resolution
Each employee is required to address problems and concerns with his/her position, job description and work environment to her/his supervisor. If the supervisor does not adequately settle the issue, then the employee may jump one level above his/her supervisor. This is the final level for the vast majority of dispute resolutions. Example: an administrative assistant has a dispute with her/his minister; the first step is to discuss the issue with the minister and attempt to resolve the issue. If the issue is unresolved, the administrative assistant may take the issue to the department head (bring any questions to the interview and initial agreement).
Employee Initial: _____________________
Supervisor Initial:_____________________
Executive Pastor Initial:_________________
Doctrinal Statement
Each Minister must annually agree to the Doctrinal Statement. Further, every employee who has significant contact with the public must also sign the Doctrinal Statement (read the Doctrinal Statement, bring questions to the interview and initial your agreement).
Employee Initial: ______________________
Supervisor Initial:______________________
Executive Pastor Initial:_________________
Employee Handbook
Each employee should have received in preparation for the annual review the Employee Handbook.
Employee Initial: _______________________
Supervisor Initial:_______________________
Executive Pastor Initial:__________________
Compensation Issues
Each employee has her/his compensation reviewed at least annually. Some employees will be reviewed more often. All new employees, or those entering new positions, will be reviewed after six months. The employee's supervisor will perform the annual review under the approved review procedures. The Senior Pastor and Executive Pastor will be reviewed annually by a committee of Elders from the current Elder Board.
Salary Guide: Each employee is in an employee grade level, from level 1 (custodian) to level 11 (Senior Pastor). The salary guide is updated annually to account for cost of living increases in the region. Further, each employee is in a quadrant in his/her level:
Quad 1 is for novices in the grade - this is the minimum for the level.
Quad 2 is for learners in the level.
Quad 3 is for workers in the level.
Quad 4 is for strong workers in the level.
Quad 5 is for leaders in the level - this is the maximum for the level.
Potential Increases: The annual review will indicate the performance level of the employee. This will suggest appropriate levels of increase. The employee may be in a position where no increase is possible. The employee may be entitled to a cost of living increase. The employee may deserve a slight, moderate or significant merit increase.
Bonus: When an employee is in Quad 5 of his/her grade, there can be no more merit salary increases. Instead, a bonus will be issued. The bonus will be commensurate with their performance level, indicating slight, moderate or significant merit.
Vacation: Staff have differing vacation allowances - both are related to the amount of time they have served on the staff and/or their salary grade level.
Conference & Enrichment Ministry: Ministers may be allowed time to attend conferences or other enrichment. This is an incentive that is given to those at the department head level and above.
Comments made by: Staff Member____
Supervisor ____
Date___________
Name_________________________________________________________________________
Job Title_________________________________________________________________________
Date of Hire_________________________________________________________________________
Last Appraisal______________________________________________________________________
Introduction
This program has been developed to promote better communication between the individuals on the staff of Northwest Bible Church and the Supervisor who is responsible for overseeing their work.
This communication is intended to:
Clarify the duties and responsibilities of the person being appraised.
Develop better understanding and cooperation between the staff member and their Supervisor.
Promote improved job performance and job satisfaction on the part of the staff member.
Achieve new and increased job capabilities and skills which will give fulfillment to the staff member and which will complement the needs of the church.
This appraisal program includes written documents that are intended to:
Provide a basis for discussion that will avoid ambiguity during appraisal discussions.
Provide a reference for follow-up discussions and subsequent appraisals.
Relative Job Strengths
Please indicate only one or two of your particular strengths in terms of your job duties, responsibilities and/or behavior patterns, and not more than two areas of comparative limitations in terms of duties, responsibilities and/or behavior patterns. Limitations need not indicate unsatisfactory any more than strengths need indicate fully satisfactory. Rather, these comments are intended to highlight the relative strengths and limitations in relation to your job.
Consider such factors as quantity of work, quality of work, reliability, initiative and creativity, communication skills, relationships with staff, peers and laity, attitude, performance under pressure and adaptability.
Please include any comments and illustrations that will explain the basis for your judgments.
Strengths______________________________________________________________________
Limitations_____________________________________________________________________
Please describe any actions and/or achievements since the prior review (or since hire of a new staff member), which are particularly commendable.
______________________________________________________________________________Please describe instances, if any, of work and/or job-related behavior since the prior review (or since hire of a staff member) with which you feel need improvement.
______________________________________________________________________________What job behavior and performance changes do you recommend to enable to better meet the job requirements?
______________________________________________________________________________
List any outside resource that you would recommend to improve the job performance or advancement, such as academic studies, counseling, or special job assignments.
______________________________________________________________________________
Signature____________________________________ Date_______________________
Date Discussed________________________________ Follow-up Date______________
Date: ____________________________
Name: __________________________ Evaluator: _______________________
How well does he/she know the area of ministry?
____ Only the basics
____ Routine duties with some more complex duties
____ Extensive knowledge of all duties
____ Mastered all duties
____ Mastered all duties and has extensive knowledge of related areas
How well does he/she accomplish the assigned responsibilities?
____ Incomplete and sometimes inattentive
____ Completes most satisfactorily
____ Completes all satisfactorily
____ Consistently performs at high quality level
____ Consistently outstanding
How well does he/she accept supervision?
____ A reluctance to submit to authority
____ Tolerates supervision
____ Shows cooperative, flexible attitude
____ Consistently accepts supervision with a good attitude
____ Enthusiastically seeks to carry out the direction of his supervisor
How well does he/she get along with others?
____ Sometimes creates friction, slow to help others
____ Most relations harmonious under non-stress circumstances
____ Pleasant to work with even in difficult situations
____ Always works in harmony with others
____ Extremely successful with others; actively promotes harmony
What efforts does he make to improve himself or his ministry?
____ Shows little desire to take advantage of opportunities
____ Usually accepts opportunities when they are pointed out to him
____ Frequently seeks opportunities to improve himself
____ Always seeks out opportunities and expends extra effort to improve himself
____ Outstanding motivation and energy in seeking out and using opportunities
How well does he supervise others?
____ Secures minimum involvement from others
____ Supervises well under favorable conditions
____ Leads well almost always, even under difficult circumstances
____ Excellent skill in personal acquisition and training
____ Outstanding leader who produces maximum effort from all available resources
How well does he/she utilize material and human resources?
____ Barely satisfactory manner
____ A good steward of resources through effective management
____ Almost always effective in conserving expenses and maximizing manpower
through improving administrative and motivational skills
____ Always an effective administrator of resources
____ Exceptionally effective
How well does he/she accept responsibility?
____ Accepts responsibility but must be specifically assigned
____ Accepts all responsibilities related to his area and assumes others when offered
____ Assumes all responsibilities relative to goals and objectives in his area, plus seeks
out added responsibilities
____ Assumes fully all assigned responsibilities, plus actively seeks out other related
responsibilities
How well does his/her attitude or behavior enhance a Christ-like model?
____ Usually acceptable, occasionally questionable
____ Normally conduct in an acceptable manner
____ Is a good example for others
____ Conforms to a consistently high standard
____ Demonstrates outstanding maturity and consistency
How well does he/she communicate?
____ Acceptable communicator with some inadequacy in skills or initiative
____ Normally a good communicator but limited to specific contexts
____ Effective communicator in certain settings
____ Excellent communicator in almost any setting
____ Outstanding communicator in every way
How effectively has he/she expanded the impact of the ministry?
____ No increase or very little increase
____ Gradual expansion of ministry to others over the past year
____ Rapidly increasing ministry to others in and outside of primary area of
responsibility
____ Solid productive impact in the church and outside of the church
How well does he/she perceive and respond to needs within the body?
____ Little initiative outside of his/her specific area
____ Helps to identify needs and suggests solutions
____ Takes initiative to help meet general church needs
____ Successfully developed a program to meet a major ongoing need
