BACKGROUND:

At the 1990 Consultation on Preparation for Ministry participants recommended that the Office of Preparation for Ministry “develop and circulate a standard career development process or model so that Committees on Preparation for Ministry know what type of evaluations are available and what information will (and will not) be forthcoming from such evaluations.”  In response to this timely recommendation the Church Career Development Council, whose fourteen centers are heavily used by Presbyterian governing bodies, graciously consented to address the stated concerns in a resource paper.  The remainder of this paper consitutes that resource and is recommended for use with inquirers, candidates, CPMs and other partners in the preparation process.

UNDERSTANDINGS:

• Center staffs recognize that a candiate’s visit to a Center is only one part on an extensive and long-term process of evaluation and supervision as conducted by the appropriate governing body.
• While counselors may, and frequently will, make a judgement/recommendation as to a candidate’s fitness for ministry, Center staffs typically understand that decisions known as “gatekeeping” for entrance into ordained ministry are not a critical nor an appropriate part of  their evaluation. Entry or non-entry decisions of that nature are understood to be the essential and appropriate role of the denominational committee and/or governing body.
• Evaluations, while including a clinical-psychological evaluation of general mental health of the candidate, are better understood as career develoment models, which include mental health among many other equally important factors.
• Evaluations are a professional process of vocational discernment, on behalf of the Church, and will typically point to various occupational possibilities in addition to ordained ministry, particularly when the overall assessment lacks clear support for the ordained ministry.
• Candidate services are typically offered as a complete individual program for the client, extending over a period of time, of 1 ½ days or more, as opposed to an “hourly-fee-for-services” model.
• Confidentiality of candidate information is protected.  Informed consent in writing is required for the release of any reports to committees and/or governing  bodies.

• Advance personal information by means of a simple questionnaire is to be completed by the candidate and returned to the Center prior to the Center visit.  Most center staffs will also welcome significant or unusual background information which may be furnished by the supervisory committee prior to the Center visit.
• In the most typical individual program, the candidate can expect to spend 1 ½ to 2 ½ days or more in residence at the Center.
• All candidates will receive a minimum of three (3) hours of individual counseling and test interpretation time as part of their total candidate program and, in certain instances, the total individual counseling time may involve as much as seven (7) hours.
• The candidate can expect to take a variety of standardized tests or inventories which most typically include, as a minimum:  the Strong  Interest Inventory (SII), the Minnesota-Multiphasic Personality Inventory (MMPI-2), the Myers-Briggs Type Indicator (MBTI), and a Sentence Completion Form.  Additional instruments will be utilized at the discretion of the counselor and in keeping with the needs of the individual candidate such as:

 
• Sixteen Personality Factor Inventory (16PF)
• Termon Concept  Mastery
• Watson Glaser Critical Thinking Appraisal
• Personality Research Form

 
• Approximately half of the Centers offer a group program for candiates and that option can by explored as desired by the particular committee/governing body.  When such group candidate programs are offered, they tend to be in the range of two-three days, involving six to twelve candidates in a group and will include one hour or less of individual counseling.
• Issues which will be dealt with on a routine basis in all candidate programs include:

 
• General mental health
• Mental/academic abilities
• Vocational interests
• Understanding of call
• Family of origin
• Personal Spiritual life
• Attitudes toward authority/structures
• Interpersonal relationship skills
• Communication skills
• Self-awareness

 
• Issues which will be dealt with on an occasional basis as perceived needs include the following:

 
• Sex-role identity
• Awareness of sexual/professional ethics
• Standards of grooming and dress
• Administrative/time management skills

 
• In all cases committees/governing bodies can expect an extensive individualized, written report reviewing all of the issues as listed above.  It is important to understand also that, in the majority of cases, when a writeen report has been sent to the committee/governing body concerning a candidate, the candidate will also receive a copy of that same report.
• Spouses are encouraged to participate at no extra charge and do so in half or more of the cases.

• Contact CPM for a list of available Centers