Statement Not True Sometimes True Usually True Definitely True We have a clear vision statement of where we're going, and our entire church leadership shares that idea. We have a clearly articulated mission and purpose statement. We know what God wants us to be and do in this place, at this time. We know specific things we wish to accomplish with our volunteers, and why accomplishing those things will help us fulfill our mission and purpose. We know how we'll get things done to improve our volunteer leadership, by when, and who is responsible for the results. We have written ministry descriptions for the majority of volunteer positions. We're inviting people to come discuss ministry involvement possibilities. We have an established procedure for conducting one-on-one interviews with potential volunteers. We have an established procedure for matching a volunteer's gifts, abilities, and interest with specific volunteer opportunities. We have a volunteer orientation program in place. We have a planned, intentional calendar of group recognition events and/or a system for recognizing volunteers individually. We have a system in place that provides each volunteer with competent supervision that helps volunteers develop and grow in their roles. Each volunteer is evaluated on a regular basis. Statement Not True Sometimes True Usually True Definitely True Most volunteers in our church are familiar with our vision of lay participation. The mission statement of our church has been reviewed and either affirmed or revised in the last five years. There is a planning retreat for key leaders in the church each year to identify needs and establish ministry goals. We have specific steps in place to increase the number of people involved in ministry in our church. Our written ministry descriptions include what is expected of the volunteer and how long they will serve in that position. We have a list (or booklet) describing all the volunteer ministry positions available in our Church. We have trained interviewers who conduct personal interviews with potential volunteers. Volunteers have an opportunity to change positions on a regular basis. We have a training program that is required before a person can begin their ministry. Volunteers are regularly recognized and thanked by the church for their services. All volunteers know there is someone available to assist and encourage them during their service. After a volunteer completes a ministry, they have an opportunity to discuss how it went, what was accomplished, what was learned, and what the frustrations were. Statement Not True Sometimes True Usually True Definitely True The Pastor/staff demonstrate support and encouragement for lay involvement. Volunteers understand how their volunteer work contributes to the mission of the Church. Goals and measurable objectives have been developed that include specific utilization of volunteers. We regularly evaluate our ministry goals and objectives to see if our action plans are meeting those goals. It is clear in our Church who is responsible for writing volunteer ministry descriptions. Face to face conversation is used when asking persons to serve in volunteer ministries. Most church members have an opportunity to discuss with a representative what they would like to do as volunteers. Church members are made aware of volunteer ministry opportunities in the neighborhood and community-at-large and participation is viewed as an extension of the church's ministry. Our church sponsors retreats, Bible study or specific courses designed to help volunteers discover their spiritual gifts, skills and passions. Records are kept of the volunteer service of each member. Volunteers have regular contact with their leader to touch base to see how things are going. Volunteers are given an opportunity to express their feelings about their work and suggest changes that would improve the position. Statement Not True Sometimes True Usually True Definitely True The Pastor and/or staff delegate significant ministry roles to volunteers. Involvement of the laity (volunteer ministries) is specifically mentioned as a priority of our Church. Existing volunteer positions are evaluated regularly for their continued value to the ministry as well as to the volunteer. We have specific plans or action steps for getting new members involved in ministry within the first three months of their membership. We regularly review ministry descriptions to make sure they are current and reflect the responsibilities of the position. People are given an accurate picture of how much time and effort it will take to fulfill the requirements of the position they are being recruited for. We have a system of recording the information that tells what church members would like to do or have been trained to do, or have an interest in doing Volunteers have an opportunity to "try out" a position before making a commitment to serve. We have identified leaders who are responsible for training their department volunteers. After a volunteer completes an assignment they receive some form of appreciation (letter of thanks, token gifts, etc.) We have a clear understanding as to who is responsible for supporting each volunteer in their position. In the last two years we have evaluated how we might be more effective in the care and management of our volunteers.
