1. FOR MORE INFORMATION CONTACT: REV. MEG LASSIAT DIRECTOR OF CANDIDACY, MENTORING, AND CONFERENCE RELATIONS MLASSIAT@GBHEM.ORG 615-340-7374@MEGLASSIAT Identifying and Inviting, Preparing and Selecting, Resourcing & Supporting Persons for Effective Ministry

2. dCOMs and BOMs must discern each potential candidate’s “gifts, evidence of God’s grace, and promise of future usefulness.” (¶ 301.2) The constant pastoral concern is to maximize effectiveness in ministry and minimize ineffectiveness and harm to all. (BOM Handbook, Chapter 10) Ordained and Licensed Ministry

3. Elements of the Candidacy Process Theological Ecclesiological Psychological Denominational

4. The dCOM Process Criminal Background and Credit Checks The Psychological Assessment Process Effectiveness in Ministry Criteria Behavioral Health Guidelines The Interview Process (dCOM & BOM) Guidelines, Tools, and Processes

5. United Methodist pastors’ self-definitions of “Effectiveness”  Calling  Leadership  Transforming Lives  Helping Others © General Board of Higher Education and Ministry Effectiveness Criteria GBHEM Commissioned Research by Richard P. DeShon, Ph.D.

6. KSAPs  Knowledge  Skills  Abilities  Personality Characteristics See following slide for identified KSAPs from GBHEM research © General Board of Higher Education and Ministry Competencies that Contribute to Effectiveness GBHEM Commissioned Research by Richard P. DeShon, Ph.D.

7. KnowledgeSkillsAbilitiesPersonal Characteristics AdministrationActive LearningAdaptabilityAchievement orientation ClericalActive ListeningAttentional FocusAttention to Detail Community DemographicsConflict ManagementCreativityAuthenticity Community HistoryDecision MakingIdea FluencyAutonomy Local Church HistoryDiscernmentInductive ReasoningBalance Management PrinciplesExegesisIntelligenceCooperation PsychologyGoal-setting and FeedbackMemorizationDependability SociologyMotivating OthersOral ComprehensionEmpathy Theology and ScriptureMultitaskingReading ComprehensionInitiative Training PrinciplesNegotiationCalling to MinistryIntegrity UM DoctrineOral CommunicationTrust in GodLeadership Problem SolvingLearning Orientation Public SpeakingOpenness Social PerceptivenessPassion Spiritual DisciplinesPatience TeachingPersistence TeamworkSelf-awareness Time ManagementSelf-control Written CommunicationSocial Orientation Stress Tolerance Willingness to Seek Help

8. Descriptions of boundaries of healthy functioning General guidelines; not hard and fast regulations Standards presented in 12 categories with brief rationales (why they are important) Critical behaviors that may require exploration Exploratory questions Possible recommendations Behavioral Health Guidelines (BHG) (Developed by GBHEM Advisory Committee on Psychological Assessment, Revised 2011)

9. Assigning Candidacy Mentors to ALL candidates following their enrollment Interviewing ALL candidates for certification Re-certifying candidates annually Recommending (interviewing) local pastors for continuance annually Recommending for provisional/associate membership The dCOM Process

10. Mentors provide counsel and guidance related to the candidacy process An effective mentoring relationship creates a safe place for reflection and growth Effective mentors model effective ministry Mentors help persons discern their call Mentoring is distinct from the evaluative and supervisory processes Mentors Use of BHG and Effectiveness Criteria

11. A critical behavior in the physical health category could be opened up by either candidate or mentor and explored together with the suggested and/or other questions. Mentor could share with candidate what might be expected or recommended by the dCOM/BOM to address the issue. BHG Example for Utilization by Mentors

12. A mentor may learn about a candidate’s recent divorce. Ask:  What steps are you taking/have you taken to move through a healthy grief process?  Are you aware if or how this may have an impact on your work patterns and relationships? Mentor may inform candidate about expectations of dCOM/BOM. BHG Example for Utilization by Mentors

13. Continue the line of questioning of the candidacy mentor example; only going deeper. The BHG offer credible standards and specific exploratory questions to follow-up on troublesome background checks or revelations in the disclosure form. Use of BHG in Certification Interviews

14. The basic purpose of the candidacy interview is to assess fitness and potential effectiveness. Articulation of call, statements of faith, interest inventories, psychological assessments, background checks, and recommendations provide the material. Discernment of call, relationship with God, and ability to relate to others are fundamental questions of fitness. Use of Effectiveness Criteria in Certification Interviews

15. How has your understanding of call led you to seek ordination or licensing instead of living out the call that all baptized Christians have? Reflecting the definition of “effectiveness”, the dCOM might ask: What is your definition of an effective leader in ordained or licensed ministry? Effectiveness Criteria Example- Use in Certification Interviews

16. Reflecting on the KSAPs; noting that Knowledge and Skills grow and can be developed, but Abilities and Personal Characteristics fall more into the gifts category, a theoretical situation might be framed that poses a challenge to integrity. Then ask how the candidate would respond in such a challenging situation. Effectiveness Criteria Example - Use in Certification Interviews

17. Has the candidate met the basic standards and demonstrated sufficient competencies (KSAPs) to serve under supervision as a provisional member? Academic records, theological and ecclesiological statements, field education or service appointment reports, proclaiming the Word and/or Bible study presentations, along with psychological reports and background checks provide the material. Areas of growth in spiritual maturity, theological and ecclesiological articulation, denominational understanding, and developing competencies are fundamental questions. Use of BHG and Effectiveness Criteria in Recommendation Interviews

18. Reflecting on the candidate’s developing Knowledge and Skills, ask him/her to describe how they would lead the church in preparing an annual budget proposal; or a proposal to engage the congregation in a community outreach project. Ask what they have learned since last coming before the committee about influencing decision-making within a church. Effectiveness Criteria Example - Use in Interviews to Recommend

19. If any of the categories have been raised in the earlier certification interview, a note should be made and passed on by dCOM, and conversation about growth, progress, or resolution should be discussed at this time. A “certificate of good health” on a prescribed form is submitted for the provisional interview. Keep the health form updated and relevant. It may provide entry into questions about physical health, mental health, or signals of abuse or dependency. BHG Guidelines Example- Use in Interviews to Recommend

20. The credit and background checks provide entry in the categories of personal finance management, criminal manifestations, or possibly sexual misconduct. It is appropriate to ask how the health of one’s married life or personal life impacts the quality of ministry. This is a form of the question about whether one is or is not receiving support from family members. BHG Guidelines Example - Use in Interviews to Recommend

21. The key is not to fixate or get hung up in any one area of questioning or on one piece of information (i.e. the psychological assessment or the credit check) to the point of not looking at the whole package, all of the pieces of incoming information, to make a prayerful and informed decision. Information Used and Gained in the Interview Process

22. Interview focuses on readiness and demonstration of effectiveness. The primary materials reports and evaluations from the provisional/residency program, DS, and the S/P-PRC or supervisor. Demonstrations of effectiveness such as DVDs, audios, and written work may also be required. Demonstration of effectiveness in leadership, self- awareness, and KSAPs, and maturing spirituality are fundamental areas for questioning. Use of BHG and Effectiveness Criteria in Ordination Interviews

23. Sample question: Imagine that you stay in your current ministry setting for the next 3-5 years. Describe a goal or vision you have for that ministry in that time; what objectives will lead to that goal; and how you will empower and mobilize the people to work toward and accomplish it. Describe for us your expected outcomes. Effectiveness Criteria Example - Use in Ordination Interviews

24. Describe two or three concrete ways in which you have experienced personal & spiritual growth during your provisional period Describe ways in which you have seen/experienced people in your setting demonstrate growth in their faith walk, in their relationship to God and/or others. Another way to ask may be: How have you experienced Church through them? Effectiveness Criteria Example in Ordination Interviews

25. Hopefully, you will have been able to make any ‘tough love’ decisions around issues of behavioral and mental health by this time. If an issue emerges during the provisional period, you have the guidelines and the tools to effect a decision. Use of BHG in Ordination Interviews