Resources for Conducting Pastoral Reviews in QB Churches
Some Important Purposes of a Pastoral Review are:
- To encourage a pastor and provide positive feedback.
- To evaluate the effectiveness of the ministry of a pastor.
- To improve the functioning and ministry of a pastor.
- To hear how a pastor is finding their ministry and the resources the church offers.
- To evaluate the effectiveness of the church’s support of the pastor and bring improvement.
- To assist a pastor in setting new pastoral ministry goals. 7. To identify training and development needs of the pastor.
There are at least three main types of Reviews.
- A mini-Review in which the church leadership (or its representatives) checks on a new pastor after 3 to 6 months of ministry with a view to encouraging them and working through any problems.
- An annual Review (minor Review) in which feedback is sought from the pastor and church leadership with a view to assist the development of the pastor and the church.
- A major Review (possibly every 3 to 5 years) in which feedback is sought from a wide range of people with a view to both assisting the development of the pastor and the church and deciding whether the pastor should be recalled.
This document is available in two formats:
1. PDF format:
2. Word format:
Assisting local QB churches in finding a new pastor
(What do we do now? Our pastor has resigned or given notice of resignation).
We have some suggestions, in the form of a manual/workbook, to assist local church leaders in developing a healthy process. At the outset we want to emphasise highly important elements.
- This is a spiritual process and not simply one of finding another pastoral employee.
- Decisions made (in whatever process is used) will impact the congregation and pastor (and family) long-term.
- Anxiety is quite normal in an “in-between” period. As the leaders and congregation move healthily through transition, feelings of anxiety can be replaced with ones of refreshing and exciting anticipation.
- Seeking the Lord through praying is central.
- The church will need to answer the question, “Where do we discern God is calling us in the next 5 years?”
Equipping Church Leaders
We are working hard at equipping and resourcing pastors in the QB Movement. This is essential. We need pastoral leaders who are well trained and well supported in our Movement. I think we are doing this well. In fact, in these days of the Coronavirus with all the creative developments that are emerging, my concern is that some pastors may even be feeling that they are overwhelmed with resources and ideas.
But we are not doing nearly as good a job in resourcing other church leaders (apart from administrators). They often have little help in fulfilling their important calling. This is an issue that we are committed to addressing. So now every second month our ReM Resources will be targeted towards church leaders.
Of course, church leaders have many different roles and needs. Some are elders, some lead small groups, some lead worship, and others support men’s and women’s ministries. Because the needs of these leaders are quite diverse, we will try to offer a wide range of resources so they can choose those that are appropriate and helpful.
By John Sweetman
Interim Director of the QB Movement
The government policies to “flatten the curve” have had a significant impact on the way we do church. Out of the enforced social isolation has emerged a huge amount of innovation in Qld Baptist churches.
These articles outline some of the effective new ideas and approaches that churches have adopted. Pastors have already seen these articles, but it may be helpful for church leaderships to also consider these issues as they help guide their churches through this time of radical change.
This is a broad look at how attitudes of leaders are changing in Western society. It’s a slightly academic article that looks at some significant differences in the way the new generation of leaders (in business and society as well as the church) thinks. It will particularly help older leaders understand where many younger leaders are coming from.
This article is not quite so relevant now that our next Assembly may well be many months away, but perhaps that’s a good thing as it gives delegates time to process it.
Last year with our multitude of Assemblies, I was asked by a number of church delegates as to how they were supposed to vote. Should they know their church’s opinion on every decision or was it the opinion of their leadership group that mattered? Were they supposed to vote with their pastor? Or could they make up their own mind on how to vote? They had no clue and to be honest, I wasn’t sure myself. So I did some research on the issue and wrote this article. I checked it through with some our respected Baptist theologians, and while there wasn’t complete unanimity (we are Baptist!), generally they were comfortable with my approach.
The article may be a little heavy, but if you are a church delegate to Assembly, you need to read it.
One of the challenges in effective mentoring is holding people accountable. While we know people grow more when they are held accountable, it’s tough asking questions that may create pressure or embarrassment. Here are a few questions that are actually quite easy to ask, but that still help build accountability.
We’ve developed a new discipling course called Christian Foundations that is targeted towards new Christians but would actually be helpful for all Christians. It’s organized in weekly modules with daily readings and a weekly discussion guide. You can check out the first module focusing on Christian Identity. (We’re working on improving the design, but this will give you a feel for the content.)
All the modules should be available on the QB website after Easter.
This paper has been written to help pastors and churches navigate the changes to church services, ministries and mission that will be required over the next few months. The pathway forward to what will become the new normal for your church is quite complicated and challenging and will vary from church to church. It should involve some review of church ministry and mission. What things do you hold on to, what do you leave behind, and what changes may need to take place for the healthy future of your church? This paper doesn’t lay out the answers but provides the questions and issues you need to consider in navigating the change process well.
The senior/solo pastor is crucial in developing a prayer culture. Acts 6:4 says the two priorities of the apostles were to spend time in prayer and teaching the word. Pastors need to champion the value of prayer, preach on prayer, lead all major prayer gatherings and lead at least one weekly prayer meeting. This models the priority of prayer and helps pastors remain faithful in their calling to be praying leaders. Pastors also provide the most up to date information for prayer and provide the best encouragement through knowing what the Holy Spirit is doing in response to prayer.
There are many benefits of digital church. For example, we can communicate more effortlessly, we can use time more efficiently, we can minister without expensive buildings, we can reach more people, and we can build community with no geographical limitations.
Resilience is a dynamic capacity comprising the attitudes, the skills and the resources to cope effectively with adversity, to recover quickly from unusual stress, to respond positively to significant challenges, and to adapt learning to positively tackle difficult problems.
What are QB Pastors doing as restrictions ease? Who has great ideas? To find that out I’ve connected with 7 pastors in different areas and different kinds and sizes of churches. We can learn from each other and adapt or modify one or more of these ideas.