Identifying and Inviting, Preparing and Selecting,
Resourcing & Supporting
Persons for Effective Ministry
F O R M O R E I N F O R M AT I O N C O N TA C T:
R E V. M E G L A S S I AT
D I R E C T O R O F C A N D I D A C Y, M E N T O R I N G ,
A N D C O N F E R E N C E R E L AT I O N S
M L A S S I AT @ G B H E M . O R G
615-340-7374
@ M E G L A S S I AT
Ordained and Licensed Ministry
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)
Elements of the Candidacy Process
 Theological
 Ecclesiological
 Psychological
 Denominational
Guidelines, Tools, and Processes
 The dCOM Process
 Criminal Background and Credit Checks
 The Psychological Assessment Process
 Effectiveness in Ministry Criteria
 Behavioral Health Guidelines
 The Interview Process (dCOM & BOM)
Effectiveness Criteria
GBHEM Commissioned Research by Richard P. DeShon, Ph.D.
United Methodist pastors’ self-definitions of “Effectiveness”
 Calling
 Leadership
 Transforming
 Helping
Lives
Others
© General Board of Higher Education and Ministry
Competencies that Contribute to Effectiveness
GBHEM Commissioned Research by Richard P. DeShon, Ph.D.
 KSAPs
 Knowledge
 Skills
 Abilities
 Personality
Characteristics
See following slide for identified KSAPs from GBHEM research
© General Board of Higher Education and Ministry
Knowledge
Skills
Abilities
Personal Characteristics
Administration
Active Learning
Adaptability
Achievement orientation
Clerical
Active Listening
Attentional Focus
Attention to Detail
Community Demographics
Conflict Management
Creativity
Authenticity
Community History
Decision Making
Idea Fluency
Autonomy
Local Church History
Discernment
Inductive Reasoning
Balance
Management Principles
Exegesis
Intelligence
Cooperation
Psychology
Goal-setting and Feedback
Memorization
Dependability
Sociology
Motivating Others
Oral Comprehension
Empathy
Theology and Scripture
Multitasking
Reading Comprehension
Initiative
Training Principles
Negotiation
Calling to Ministry
Integrity
UM Doctrine
Oral Communication
Trust in God
Leadership
Problem Solving
Learning Orientation
Public Speaking
Openness
Social Perceptiveness
Passion
Spiritual Disciplines
Patience
Teaching
Persistence
Teamwork
Self-awareness
Time Management
Self-control
Written Communication
Social Orientation
Stress Tolerance
Willingness to Seek Help
Behavioral Health Guidelines (BHG)
(Developed by GBHEM Advisory Committee on Psychological Assessment, Revised 2011)
 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
The dCOM Process
 Assigning Candidacy Mentors to ALL candidates
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
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
following their enrollment
Interviewing ALL candidates for certification
Re-certifying candidates annually
Recommending (interviewing) local pastors for
continuance annually
Recommending for provisional/associate membership
Mentors Use of BHG and Effectiveness Criteria
 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
BHG Example for Utilization by Mentors
 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
 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.
Use of BHG in Certification Interviews
 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 Effectiveness Criteria in Certification Interviews
 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.
Effectiveness Criteria Example- Use in Certification
Interviews
 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
 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.
Use of BHG and Effectiveness Criteria in
Recommendation Interviews
 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.
Effectiveness Criteria Example Use in Interviews to Recommend
 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.
BHG Guidelines ExampleUse in Interviews to Recommend
 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
 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.
Information Used and Gained in the Interview Process
 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.
Use of BHG and Effectiveness Criteria in Ordination
Interviews
 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.
Effectiveness Criteria Example Use in Ordination Interviews
 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 in Ordination Interviews
 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?
Use of BHG in Ordination Interviews
 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.