Friday, July 25, 2008

How To Evaluate A Rabbi

Question:

Hi Rabbi,

I am looking for resources about how to evaluate our Rabbi's performance for our synagogue. It is time for her performance review.
Steve


Answer:

Dear Steve,

I am not an expert in the professional evaluation of rabbis per se. But I can offer a few suggestions based upon my understanding of the role of a rabbi in a congregation and from personal experience.

As I see it, the objective of an evaluation should be to provide the rabbi with a better understanding of aspects of the job that the board believes are being carried out well and those aspects that require additional attention and fine-tuning. It should be an instrument of communication between the board and the rabbi that clarifies their common goals, vision and partnership - not an opportunity to criticize or complain to the rabbi on behalf of a small number of outspoken, disgruntled members. Otherwise, rather than strengthen and focus the rabbi, it will be a demoralizing and counterproductive exercise.

The most fundamental aspect of a rabbi's qualification for leadership is knowledge of Judaism. Does the rabbi exhibit a fluency and expertise in the Torah and Rabbinic Literature? This can be a difficult question for a committee of laypersons to answer since they usually don't have the extensive background in Jewish studies that would enable them to pass judgment on their rabbi in this respect. However, they can approach the issue fairly and reasonably by considering questions like the following:

What are the Rabbi's formal academic credentials, in terms of Jewish and secular studies?

Does the Rabbi seem to have a ready answer to basic queries that are posed by congregants?

Is the Rabbi comfortable interacting with Jewish texts in their original languages and drawing from ancient and modern commentaries to elucidate their meaning and clarify their relevance for our lives?

Most importantly, in my view - does the Rabbi love Jewish learning passionately and continue to engage in it regularly for its own sake? If not, how is the congregation expected to fall in love with it and want to support and perpetuate it?

The next issue to be explored is that of character. This is somewhat easier for the average person to evaluate, although we should be cautious in this regard as well. One congregant who feels neglected or slighted by the rabbi may interpret the actions of that rabbi in a consistently negative light, and generate lots of "bad karma" in the congregation.

Upstanding rabbis deserve the benefit of the doubt and the presumption that they act with the best interests of their constituents, not to mention their understanding of Torah values, in mind. I would recommend being wary of the potential biases that may crop up in this respect. Focus on issues like the following:

Does the Rabbi greet people personally, warmly and enthusiastically?

Is the Rabbi kindhearted and sensitive, taking the necessary time to address personal and communal concerns with full attention?

Does the Rabbi know how to help congregants deal with emotionally difficult situations, such as bereavement, separation, divorce, etc., with tact, tenderness and fairness?

Does the Rabbi reach out to assist such people out of genuine empathy, or is an air of distance maintained?

Does the Rabbi exhibit honesty and integrity in all aspects of life, personal, intellectual and professional? Is the Rabbi a good role model - would I want my child to emulate such an individual?

Does the Rabbi remain calm and cool under pressure, dealing even with difficult congregants without getting flustered or losing control?

Details about how Rabbis manage time, what portion of their schedule is devoted to teaching, program development, outreach, counseling, visiting the sick, etc., are very much dependent upon the specific needs of your community, to which I am not privy. However, from a general pragmatic standpoint, these elements should all be incorporated into the Rabbi's agenda to some extent or another.

Overall, ensuring that the Rabbi is available to, and serving the needs of, every cohort in your community - young and old, sick and well, one-time-a-year attendees and daily service participants, married and single - is vital to congregational stability and growth. Is the Rabbi introducing new and innovative programs to address each of these groups? Are any of them being unduly neglected, and, if so, what can be done to correct this? Does your demographic need to be expanded in any particular way? What can the Rabbi do to contribute to this process?

Bear in mind that a Rabbi is often expected to be all things to all people, and it is inevitable that some members of your congregation will be dissatisfied with some aspect of your Rabbi's performance. Rabbis are also human beings with feelings and needs that ought to be respected. They are on call 24 hours a day, seven days a week, and even the most dedicated and charismatic rabbis need to enjoy lives of their own as well. Otherwise, their job satisfaction will decline and their enthusiasm for the profession will dissipate. It is important to think about the fact that an unhappy and stressed-out rabbi is of little use to any synagogue, and may not stick around for the long haul if less stressful opportunities become available.

Although all rabbis have areas in which they can and should be expected to improve, there are limits on the demands a synagogue can reasonably make of its rabbi, and these should be carefully considered in the context of the evaluation. An evaluation that is based upon unrealistic standards will be off-putting and depressing for your rabbi, and will not achieve the intended goal of more effective and inspiring congregational leadership.

I hope you find this general outline of talking points to be helpful. If I can be of any further assistance, please feel free to email me a follow-up message.

Best Regards,

Rabbi Maroof

99 comments:

Chaim B. said...

The company I work for (which I won't name) has a very highly regarded performance review system in place, which, coincidentally, we all just had to submit reports for this past week. Some suggestions that may be applicable to this question:
1) Besides the synagogue board, are there peers and mentors of the Rabbi who can provide feedback on performance?
2) As part of the review, there should be mutually agreed upon goals set for the upcoming year (it's not always possible to formulate these goals as a quantifiable or specific behavioral goal, but it helps). Next review can more accurately asses whether progress is being made by comparing performance against these benchmarks.

I think you covered this, but I think the key point is that the job of Rabbi covers so many skills - teacher, therapist, business manager, fundraiser, organizer, recruiter, etc. - no one person can do it all. The cong. and the Rabbi need to come to agreement on a mutually acceptable set of priorities and focus whether thse goals are met, and if not, what needs to change. It's not fair to hire a Rabbi for his great pastoral skills and then criticize him for giving a mediocore shiur. It's not fair to hire a Rabbi who thinks of his role as saying a Rosh-Yeshiva-ish shiur and then demand that he spend more time on outreach.
Unfortunately, I think most congregations have only the vaguest sense of their own priorities and identity, leading to a cacaphony of confusing mixed agendas among the tzibur. The end result is that those who scream the loudest or have the most $ win, irrespective of what may be the greater good.

Michael said...

I agree with Chaim's comment. I also think that it is important not to view the rabbi's role in isolation from the congregational system in which he is operating. There are certain things that need to happen in every congregation -- and no rabbi can do all of them. Ideally, a rabbinic evaluation would go hand-in-hand with a congregational self-evaluation, at least of board, officers and committees.

What's important is that the congregation as a whole do its work well, not that the rabbi has to do it all. Rabbis too often are the "lightning rods" for larger problems in the community -- even though the lightning rod doesn't cause the lightning, or the storm.


If the rabbi is strong at many things, but not great at working with teenagers, for example, that might be fine as long as both sides recognize that, and move to address that shortfall through a different means, like an inspirational youth director/ mashgiach ruchani for young people.

Chaim B. said...

It dawned on me after thinking about this some more that the question reveals something amazing about the American Rabbinate of our time. Can you imagine R' Akiva Eiger's shule asking how to review his performance? Or R' Chaim Ozer? etc. I used some criteria from our corporate model and applied it to the question posed, but can the role of a Rav really be assessed using the same type performance standards of industry? On the other hand, maybe there is something positive to be said for this view of the Rabbi as a professional, no different than a doctor, lawyer, psychologist.

Anonymous said...

One of the more important factors would be that the Rabbi be a mahul.

Rabbi Joshua Maroof said...

Chaim and Michael, great and thoughtful comments indeed!

Anonymous, assuming you mean a mohel, I think this would depend upon the needs of the community in question. Not every synagogue seeks a rabbi who can perform berit milah.

Tziporah said...

We are presently looking for a Rav and this will assist us greatly. Yasherkoach!

[btw, he meant 'mahul' as in a zochor.]

Rabbi Joshua Maroof said...

Thanks Tziporah, for the feedback and the clarification.

I wasn't sure if the previous commenter was tongue-in-cheek or serious at first.

Rabbi Joshua Maroof said...

Also, Tziporah, the other comments were very thoughtful and helpful - make sure to consider them as well.

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