Becoming Like Your Teacher

D EVELOPING E FFECTIVE C HURCH P LANTING A PPRENTICESHIPS • 31

 Goals of the Apprenticeship. The candidate should list their goals and objectives (their expectations) for the apprenticeship.  Legal record (if any). Have the candidate list any history they may have had with law enforcement, any pending situations, or any convictions as it relates to the law and the state.  Doctrinal Response Questions. Have the candidate respond to your statement of faith, listing their commitment to represent it, and willingness to abide by its strictures.  Statement of Faith Agreement. Have the candidate sign your statement of faith.  Recommendation. Ensure lead pastor and relevant staff accept the candidate’s choice. Map Out Carefully How You Will Deal with Issues and Rough Edges (Rules of Engagement)  Think through scenarios and map out how you will deal with tough situations ( e.g., insubordination, ineffective work, moral compromise, conflict management ).  Detail the accountability structure you will have for the apprenticeship ( e.g., weekly review meetings covering both spiritual growth and ministerial responsibility ).  Communicate clearly the supervisory structure ( e.g., what are they responsible for, to who will they report, how often, what form [whether face-to-face, written, both?] ).  Provide instruction in how to handle emergency situations during the apprenticeship ( e.g., who to contact, things to be aware of, procedures for at-risk circumstances ).