The Bonar Trust Grantee Feedback Form

A key principle for awarding a Bonar Trust grant to an individual is the rigour of the local church training programme. This is a responsibility we have not only to those training, but also to those who give financially to support the work of the Trust. Rigour is not related to the size of the church or programme; rather it is a reflection on the thought, intentionality and focus of the programme.

Where a church is training both Ministers/Pastors in Training and Women in Ministry, please provide information for all. It may be that for some questions there are two sets of answers. All potential training churches where people applying for Trust funding are looking to train are being asked to complete this questionnaire. Can we encourage you to do so in consultation with the Leader in Training (LT) on your programme? We hope that completing the questionnaire will itself be a helpful exercise. Looking ahead, we ask you to review this form each year and to let us know of any material changes to your training programme.

Please submit this completed questionnaire by 30 April in the year of application. This is to coincide with the deadline for grant applications. Thank you.

Name of Training Church*

Name of person completing the questionnaire:*

First NameLast Name

E-mail*

example@example.com

1. What is the duration of the programme? *

2. What is the overall vision of the programme? *

3. What are your criteria for appointing LT? *

4. How long has the programme been running? *

5. How many people have completed the programme? *

6. For those who have completed the programme, including those who will finish this summer, how many are/will be in vocational ministry roles?*

7. For those who are/will be, what roles specifically? *

8. For any not pursuing vocational ministry, what are the reasons? *

9. How many LT will be on the programme in the coming academic year? *

10. Who leads the programme and takes the main responsibility for training? Please include their email address. *

11. What is the regular pattern of meeting with LT for mentoring/supervision?*

12. Recognising the importance of godliness for life and ministry, how are LT discipled? *

13. What opportunities to preach or teach the Bible are LT given? *

14. What arrangements are in place to provide LT with input and feedback on their preaching or Bible teaching? *

15. How are LT encouraged to develop in personal evangelism? *

16. What leadership responsibility and experience are LT given and how is this monitored and assessed on an ongoing basis: (a) In terms of leading specific areas of ministry?*

(b) In terms of shadowing or serving as part of the church leadership? *

(c) Other?*

17. What pastoral experience and responsibility are LT given? *

18. Do LT have opportunities to train and equip others? If so, how? *

19. Aside from input and feedback on preaching and Bible teaching, what other local church-based training do LT receive? *

20. What external training provider do you partner with? *

21. How are you seeking to integrate the local church-based component of training with the external training component?*

22. What contact/liaison is there between you as the training church and the external training provider? Are there ways you think this partnership could be improved?*

23. What is the average weekly time commitment you expect from LT in terms of their church-based work/training? *

24. How do you ensure that LT have a balanced workload between church-based work/training and external study/training? *

25. What procedures are in place for appraisal and development of LT? *

26. What procedures are in place to ensure appropriate safeguarding for LT? *

27. What is done to help LT discern next steps after the programme is completed? Are there opportunities for ministry outside the training church? *

28. What procedures do you have in place for ongoing review and development of the programme? *

Leader in Training Programme Questionnaire