By Charles Zech, James H. Alphen, Christopher Anderson, John Rev. Beal, Lisa R. Berlinger, David DeLambo, Seton Hall University, Deacon Justin Green, Daniel Koys, Most Reverend Donald W. Wuerl, Charles E. Zech
The Church isn't a enterprise, however it does have a stewardship accountability to make sure that all of its assets are used as successfully as attainable to hold out God's paintings on the earth. with regards to human source resources, sturdy stewardship contains aiding these engaged in ministry (whether clerical or lay) to accomplish their maximum capability in the course of the a number of elements of functionality administration, together with functionality evaluate. This targeted assortment brings jointly either students and practitioners who take on the tough questions on the topic of the functionality administration of lay Church staff and clergy (priests and deacons). functionality administration is multi-faceted, starting from concerns approximately hiring, task descriptions, functionality standards, functionality appraisal, formation, and firing techniques. As a charitable association, the Church is topic to an analogous civil legislations employment laws as businesses within the deepest quarter. members exhibit that Canon legislations and Church culture helps the functionality administration of Church ministers (including clergy). it is a priceless source for courses in church ministry, pastoral management, and within the rising box of church administration.
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Extra resources for Best Practices in Catholic Church Ministry Performance Management
Less risk). Given that pastors frequently recruit via local, informal, and personal networks, the question arises: what do they look for in a lay parish minister? What do they value? What qualities and credentials do they think are most important? We asked pastors with lay parish ministers on staff to rate a series of considerations in terms of their importance when hiring a lay parish minister. 3. 3. What Pastors Consider Important in Hiring (2005) How important are these when hiring a lay parish minister?
Hunter, “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings,” Psychological Bulletin 124 (1998), 262–274. 4. E. A. Locke and G. P. Latham, A Theory of Goal-Setting and Task Performance (Upper Saddle River, NJ: Prentice Hall, 1990). 5. R. E. Kopelman and L. Reinharth, “Research Results: The Effect of Merit-Pay Practices on White Collar Performance,” Compensation Review 14 (1982) 30–40. Also R. L. Heneman, Merit Pay: Linking Pay Increases to Performance Ratings (Reading, MA: Addison-Wesley, 1992).
National Certification Standards for Lay Ecclesial Ministers (Washington, DC. National Association for Lay Ministry, National Federation for Catholic Youth Ministry, National Conference for Catechetical Leadership and National Association of Pastoral Musicians, 2006). 3. Both the National Federation for Catholic Youth Ministry and National Conference for Catechetical Leadership have developed self-assessment tools based on the standards. NALM provides these tools in That Ministries May Flourish: Resources for Using the National Certification Standards.
Best Practices in Catholic Church Ministry Performance Management by Charles Zech, James H. Alphen, Christopher Anderson, John Rev. Beal, Lisa R. Berlinger, David DeLambo, Seton Hall University, Deacon Justin Green, Daniel Koys, Most Reverend Donald W. Wuerl, Charles E. Zech