Mutual Ministry Review

Intent: To improve effective ministry

Focus: Means of improvement rather than on reasons why something was not done

A time:

  • To celebrate what has been done well, and to understand what might be done better in a
    nurturing environment where responsibilities are discussed and reviewed comfortably
  • To ask:
  1. "How are we doing?"
  2. "What is God calling us to do and to accomplish here in this place?”
  3. "How can we best practice this ministry?"
  4. “What is important for the building up of the Body of Christ?”
  • To evaluate the continuing personal growth and development in the rector's skills, the
    vestry's effectiveness, and their mutual effectiveness as a vestry/rector team
  • For communities and individuals to understand what is expected of them as roles are clarified
  • For both rector and vestry to feel affirmed, supported, and encouraged in their ministry and
    valued as individuals whose efforts and accomplishments are recognized and appreciated
  • To love one another as Jesus loved us, so that all men might know that we are His disciples

Sound, healthy stewardship:

  • It should leave all parties uplifted and energized by a sense of God's presence and action in
    the process.
                                     The Tools

CHURCH LIFE ORIENTATION - Thirty questions that measure seven broad areas of church life in
terms of present condition and future dream

  • MINISTRY OF THE LAITY - Are the laity integrally involved in church leadership and ministry
  • LITURGICAL or SPIRITUAL LIFE - What does our worship look like?
  • EDUCATIONAL LIFE - Are congregants growing in their understanding of the Christian faith?
  • EVANGELISM & RENEWAL - What is the Spiritual health and temperature of the
    congregation?
  • OUTREACH - Are congregants involved in ministry to the community and the world?
  • STEWARDSHIP - Are congregants good stewards of their time, talents, and wealth?
  • PEOPLE - What does our congregation look like in terms of its people and culture?

BOARD ASSESSMENT QUESTIONNAIRE - Sixteen questions that measure governing board
effectiveness

  • INFORMATION - The degree to which board members actively seek information about the
    operation of the organization's programs and services
  • VALUES- The degree to which board members consider the value implications of their
    policies and organizational behavior
  • INDEPENDENCE - The degree to which the board depends on staff recommendations and
    input for its decisions
  • AMBASSADORSHIP - The degree to which members of the board represent the corporation
    to others hi the community, both formally and informally
  • PREPAREDNESS - The degree to which the board anticipates and plans for the future of the
    organization
  • ATTENDANCE - The degree to which board members actively show concern for ensuring
    attendance at board and committee meetings
  • ORIENTATION - The degree to which the board takes time to provide orientation and training
    to the members of the board
  • RESOURCE DEVELOPMENT - The degree to which the board defines resource
    development - acquiring equipment, money, volunteers, staff, etc - as a board or staff
    function
  • COMMITTEE ACTIVITY - The degree to which the board carries out activities through its
    committees
  • FORMAL LEADERSHIP - The degree to which the chair and other officers provide leadership
    to the board
  • SPECIAL SERVICE - The degree to which the board members volunteer for extra duties in
    response to organizational needs
  • ACCESSIBILITY - The degree to which the board members are open to the organization's
    clients or constituents for comments about and criticism of the organization
  • SPECIAL INTEREST REPRESENTATION - The degree to which board members seek to
    represent special interests on the board
  • MISSION AGREEMENT - The degree to which board members agree on the purpose of the
    organization
  • INITIATIVE - The degree to which board members initiate ideas and action within the
    organization
  • OPENNESS - The degree to which board members are honest in communicating their
    feelings to other members

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Mutual Ministry Review
Clarifying the expectations, responsibilities, and
effectiveness of church leadership
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Introduction
Mutual Ministry Review is a way for the leadership of every church to ask, "How are we doing?" It is
a time to celebrate what has been done well and to understand what might be done better.  
Christian people must always ask: "What is God calling us to do and to accomplish here in this
place?" And then, "How can we best practice this ministry?"
Ministry is the work of the whole people of God, not just of the ordained clergy.   Mutual Ministry
Review is meant to help the entire church better accomplish God's mission.  What is being reviewed
is the ministry of laity and clergy working together in the daily life of the community for the glory of
God.

Mutual Ministry Review is intended to nurture environments where responsibilities are discussed
and reviewed regularly and comfortably.  As a result, communities and individuals will understand
what is expected of them.  Roles will be clarified, and time and energy centered on what is
important for the building up of the Body of Christ.
The intent of the Mutual Ministry Review is to improve effective ministry.  The focus is on means of
improvement rather than on reasons why something was not done.  The emphasis is on celebrating
the successes and resolving the challenges.  This is sound, healthy stewardship.

Many believe that the most critical influence on congregational health and vitality is the relationship
among ordained and lay leaders, the place where Mutual Ministry Review begins.  Mutual Ministry
Reviews work best when they are part of a regularly scheduled process of clarifying expectations,
responsibilities, and effectiveness.  When discussion and feedback are expected as a normal part
of life together, the anxiety about such a process is greatly reduced.  At all times, prayer and
support for everyone involved hi the Review is integral to the process.  Avoiding defensiveness,
encouraging participation, and setting clear goals for turning challenges into successes are key
factors.

Please Note: Comprehensive reviews are not helpful when major conflicts are present.  Using
evaluation as a weapon is never acceptable.  When regular assessments are a part of a
congregation and rector's life together, strengths and challenges can be identified early and
easily.  The time to begin a review process is NOT when the relationship is already in trouble.  If
major tension has developed, conflict resolution or problem solving is called for, not ministry review.
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read what
participants are
saying about
the MMR
experience
Click here to
read what
participants are
saying about the
MMR experience