CLC Survey Info

The survey’s algorithm will provide an approximate measurement of pastoral competency personal characteristics that will reflect in the following categories:

We have considered the previous CLC competency options, their descriptions, and traits, and formed grouped characteristics that describe pastoral traits and styles that are usually balanced in a pastoral position.

No, the survey does not measure competency. While the original tool, from which the current survey evolved, did focus on competency, in the Presbyterian Church (U.S.A.), competency is typically assessed by each presbytery for its teaching elders, ministry candidates, and candidates from outside the presbytery seeking a call. Instead, this survey evaluates aspects related to “Knowledge, Skills, Attitudes, and Practices” (KSAP) for call seekers. Call seekers specify the type of work they are interested in, and their responses are aligned with 14 key traits identified for pastoral candidates. On the church side, committees reflect on how essential each of these traits is for the position they are filling. The system then uses these evaluations from both the church and the call seeker to calculate a Compatibility Factor, a correlation score from .00 to .99. This Compatibility Factor ranks the 25 potential matches for a church, displayed from highest to lowest (0.99 to 0.00) on the PDP Match Results page in the PNC dashboard.

The congregations will not be able to see the resulting graph. Only the user can see it. Congregations will only see the matches referred by the system on matching strength.

As all surveys are developed, they suffer many changes. We also know that the more the questions, the more precise the results. Although we want to be precise, we also want to create a functional survey that will consider the time of our users. That is why this survey will be in constant change after we do analysis on the validity of each item and the ability to measure what it is supposed to measure. This means that it is very possible the total of questions will go down every year. Therefore, we need all users to discern every question truthfully and wisely. Your answers will provide our team the tools to perfect this survey. This is the start of this particular new project, so you will be part of its evolution.

We designed the survey to be taken every six months, because life can change in six months. This limit prevents the manipulation of matching, but also promotes the careful discernment from the user. Every time you select an answer to a question, the system will automatically save it. If you need to stop and come back another time, the survey will be waiting on the question you left before. Before submitting the answers, you can go back, revise, and change any questions you already answered. After submitting, this won’t be possible. If you believe you made a mistake in your survey and would like to retake or edit an answer, you can submit your request to clcsupport@pcusa.org and our CLC Consultants will help you.

The system has been designed so congregations consider the survey as a main source for matching with ideal candidates according to the algorithm. This could prevent users who don’t complete the survey to be matched with congregations that use it as a criterion of matching. Those users could self-refer their PDPs to the positions they are interested in and could be sought out by the Advanced Search option for the mid councils. If the user wants to be matched with certainty, they should complete the survey.

No. If you are not an ordained Teaching Elder/Minister, you don’t need to take the survey. Every other user will be matched by other criteria in their PDP and can self-refer to the positions available.

Yes, our hope is to revise the survey data every year and update it. Discussions and analysis will be conducted during the long-term process of evaluation of this tool.

This survey was developed and adapted as a unique tool designed specifically for churches and candidates to assess compatibility in the matching system. It helps churches identify and prioritize candidates who best align with the needs and values of the position.

The survey primarily benefits the calling church by prioritizing candidates who meet their specific values. It's also a tool that facilitates goal-setting and meaningful conversations within the committee members and the presbytery.

Call seekers benefit from a self-assessment tool that helps them clarify the traits and goals they bring to a future role, allowing time for discernment between calls.

Additionally, the survey aids CLC staff in providing more effective consultations for churches and call seekers.

Mid councils also gain insights into the congregational transitional needs across their network.

The CLC system has been created to provide the best possible matches between churches and candidates. The survey addresses several needs, including:

• Along with the Narrative questions, it encourages self-reflection and self-evaluation for churches and committees.
• Allows both parties to voice their expectations and priorities for a call.
• It supports an automated, tailored, and inclusive matching process that avoids limitations, manipulation of the matching process, or biases. 

The survey enhances the matching process by prioritizing candidates based on a scale of compatibility using all the answers, unlike the previous system, which may have eliminated potential matches due to its strict selection of 10 priorities out of 30-plus traits that all pastoral candidates should have. This results in a more nuanced and flexible approach to finding the best fit for each role.

The survey asks committees to specify the traits they seek in a candidate, while call seekers are prompted to reflect on the attributes and skills they wish to bring to a potential opportunity. This difference helps ensure both parties can align their expectations for the best possible match.