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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