1. Indiana Conference of The United Methodist Church Gathering of the Order of Elders November 15, 2012

2. CLERGY EFFECTIVENESS Our goal is to have effective clergy who lead their congregations to be more effective in accomplishing our mission of "making disciples of Jesus Christ for the transformation of the world"

3. STEP ONE Annual evaluations for everyone (including Bishops and DSes). The best evaluations are designed around our mutually-adopted goals, whereby the clergy shares his/her personal goals for the year, the PPRC approves, and yearly we share an honest evaluation of our progress.

4. STEP ONE (continued) For clergy serving churches, that evaluation includes the annual interview with the DS. For clergy in extension ministries, that annual review is done by the employing agency.

5. STEP ONE (continued) Early indications of ineffectiveness are hopefully addressed and rectified through these annual evaluations. The desired result is more effective clergy to lead more effective congregations and other extension ministries

6. STEP TWO When patterns of ineffectiveness appear (typically after a clergy is twice asked to leave an appointment), that clergy meets with a Cabinet team and a representative from the Board of Ordained Ministry to develop a plan for improved effectiveness which might include continued education, coaching, counseling or other remedies.

7. STEP TWO (continued) The next appointment is then made "under covenant" with a letter of expectation from the bishop that these improvements are to occur in that appointment. Copies of that letter are shared with the Board of Ordained Ministry and placed in the file of the clergy.

8. STEP TWO (continued) During the appointment under covenant, regular accountability meetings are held with the clergy and his/her DS or designated person. The desired result is more effective clergy, and once that is achieved then a letter is sent from the bishop declaring that the covenant has been fulfilled

9. STEP THREE If improved effectiveness is not achieved, and especially if that new appointment results in another request for a change of appointment, then the clergy meets with the Bishop, Cabinet representatives, and representatives of the Board (along with a support person for the clergy) to discuss options which can include:

10. STEP THREE (continued) + part-time appointment +surrender of credentials + administrative location + retirement + leave of absence + and even a formal administrative complaint to the Board

11. STEP FOUR Our "Called Anew" fund and the new CPP program for severance pay are options to be considered to provide financial support for the clergy who leaves active ministry. Note: the CPP program is only for clergy who are at least two years away from retirement (30 years, age 62)

12. STEP FOUR (continued) If the clergy chooses to deal with the issues of ineffectiveness as a formal administrative complaint (on the charge of ineffectiveness), that clergy has the right to a hearing before the Board of Ordained Ministry as a part of due process.

13. CLERGY EFFECTIVENESS Reminder: Our goal is to have effective clergy who lead their congregations to be more effective in accomplishing our mission of "making disciples of Jesus Christ for the transformation of the world"