We had our doubts as we started the pr
ocess to help FECAI clarify its goals and create an evaluation process. We weren't sure that there was the organizational will to implement this kind of fundamental change. Daya initially only asked us to create an evaluation form for the missionaries. Instead, I (Paul) outlined a year long process of getting input from every level to create organizational goals, train the staff as to what the goals are, and train our management how to evaluate progress toward the goals. To be a good example I laid out a clear goal for what I was proposing:
To implement an effective procedure to set goals, evaluate performance, and implement follow-up actions that is consistent across the organization, owned by staff and management, measures both individual and organizational performance, and helps us better achieve our vision: “One Church to Every Himalayan Village” and “Himalayan People; Missionary People”.
Daya saw the need to take the time to train people well for this and agreed to the process. I think he has felt frustrated, knowing that there is a lot of activity in FECAI, but not able to assess how much impact those activities are having.
So far we've had four retreats with different groups of staff and management where the goals have been discussed, debated, and honed. Ownership is growing and Daya and the management team are increasingly positive that this can really help them be more effective in carrying out their mission. Pictured is the Darjeeling area regional retreat.
There is still a long way to go! The goals a
re clarified, but now we need to learn to measure our progress towards those goals and how to effectively address areas where we are coming up short. Evaluation is always a sensitive thing, and especially so it this relationship-before-rules, face-saving culture. The process is going well, but we have yet to reach our own goal – a goal setting and evaluation process that results in more effective missionaries in the field (and that are more effectively supported by their management team.) We still have a lot of hurdles to cross. Our next steps are to change the monthly report forms to reflect the new clarified goals, and, after a few months of gathering data, train the supervisors how to do employee evaluations. These things will start to deliver a better picture of how FECAI is doing and what areas they need to focus on to better achieve their goals. You can keep FECAI in prayer as they try to strive for their goals.
In Daya's own words from his ministry report:
As Paul had brought a very affective goal setting and strategizing program from his Kathmandu trip, we have started to review our works and trying to set a five year goal for FECAI. It is really exciting.
First we (Paul myself and Amos) sat together to understand the program and I found it to be very helpful for a ministry like ours. We had started the ministry with very naïve ideas just depending on the Lord of the harvest, Without any tools in hand and without any preparations. I am thankful to the Lord that He has brought us thus far, in His faithfulness. Though the churches of Himalaya, who are working with us still count us in number one position among indigenous ministries but for us it was slowly becoming monotonous. I was running with a big question, next what?
After my sitting together with Paul and Amos, and understanding the program, we started talking with the Coordinators and the supervisors in separate workshops, in regard to our five years goals and strategy. I am so happy to know that the goal that they also target is not very much different from the target we were targeting. After working together for so long years our passion for the church and Himalayan people are so similar and we are in the same page in regard to our calling and responsibilities. A new hope is renewed inside me. The big picture that I had inside me before eleven years, which was fading inside me is renewed with a new hope. We started bare handed and the Lord enabled us to plant slightly over one hundred ten churches in eleven years. But if we take our steps professionally and strategically the same team can plant over four hundred churches in mere five years, provided we have to go according to the strategy that we are making prayerfully.
The goal that we are targeting is really exciting. 400 churches with five thousand mature Christians with larger awareness in the community they live in, in regard to the current problems of this present world i.e. HIV/AIDS, Drugs & Alcoholism problems including global warming and other social issues in five years. We can see that the Lord is preparing us to be able to give away ever unmatchable gift to the Himalayan community in this coming five years. We are preparing mature Christians as well as good citizens of the nations of this world and the world across this life, provided, the preparation of the real community workers.
Until and unless
we prepare workers the goals we have prepared remains a beautiful dream that never comes true. So to prepare the workers and to provide tools to them along with the projects involved in the process is a big deal of resources. Beside regular missionaries training, updating them time to time and to provide training for them on social and health issues are very much important. Follow up procedures and the system behind it is very much important to achieve the goal.