The most common mistake in a pastor search is starting with the candidate before understanding the congregation. Churches that skip this step often call a pastor who is gifted and godly but wrong for their specific context. The result is a short tenure, a painful departure, and another search.
This assessment helps your board and search committee answer the most important question before you post a position or review a single resume: Who are we, and what do we actually need?
What This Assessment Covers
Part 1: Who We Are
- Church history and identity, defining moments, reputation, strengths and struggles
- Congregation profile, attendance, age distribution, growth trend, community demographics
- Theological and denominational identity, non-negotiables, worship style, biblical authority
- Financial health, budget, giving trends, debt, compensation capacity
Part 2: Where We Are Going
- Vision and direction, what does success look like in five and ten years?
- Community and outreach, engagement, needs being met, needs being ignored
- Ministry priorities, what matters most, what has not worked, who we need to reach
Part 3: What We Need in Our Next Pastor
- Skills and gifts, preaching vs. pastoral care vs. leadership, gaps from previous pastor
- Experience and background, required experience level, education, denominational fit
- Character and calling, non-negotiable character qualities, family expectations, accountability
- Compensation and expectations, realistic package, schedule expectations, definition of success
The assessment concludes with a three-sentence church profile summary that becomes the foundation of your position description and church profile document.
How to Use It
Complete this assessment as a group, not individually. The conversation it generates is as valuable as the answers. Disagreement about who you are is important information, it tells you what needs to be resolved before you call a new pastor.
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