Congregational Feedback Policy

United in Faith, Strengthened by Friendship, Building a Community of Love and Justice

1. Purpose

    This policy is designed to encourage open, honest, and respectful communication within our congregation. Feedback isn’t just about addressing concern — it’s also about celebrating what is going well! Congregants are encouraged to share positive feedback with one another and with leadership, recognizing the good work being done in our community.

    Feedback—both affirming and constructive—is essential to our shared life and ministry. This policy ensures that feedback is offered in a way that strengthens relationships, fosters growth, and contributes to the well-being of our church community.

    2. Guiding Principles

    • Relationship First: Feedback should be offered in a spirit of care and mutual respect, recognizing the importance of direct conversation in building a healthy and faithful community.
    • No Anonymous Feedback: Feedback must come from named individuals who are willing to engage in conversation.  For the sake of integrity and trust, anonymous feedback will not be considered.
    • Constructive and Solution-Oriented: Feedback should focus on understanding and improvement, rather than blame or personal attacks.
    • Respect and Confidentiality: While feedback will be handled with discretion, complete confidentiality cannot always be guaranteed, especially when action is required.
    • A Commitment to Growth: Our church community is always learning and evolving; feedback is a valuable tool for strengthening our ministry together.

    3. Feedback Process

    Step 1: Direct Conversation

    • If you have a question or feedback about a church practice, speak to the minister or a member of the Leadership Team.
    • If the feedback is of a positive nature please speak directly with the person.
    • If the concern is of a janitorial nature, before bringing it to the leadership, the concern should be addressed with the Finance and Property Liaison. If the concern is related to the office administrator it should be addressed with the minister.  This conversation should be approached with kindness, clarity, and a willingness to listen.

    Step 2: Support from Leadership

    If the concern is not resolved through direct conversation or feels too difficult to address alone, the next step is to involve church leadership:

    • If the concern relates to another congregant or a church practice, speak with the minister or a member of the Leadership Team and ask if they can help facilitate a conversation.
    • If the concern relates to a staff member, speak with the Chair of the Ministry & Personnel Committee to help facilitate a conversation.

    Step 3: Ministry & Personnel (M&P) Committee

    If further action is needed, the M&P Committee will require the concern be submitted in writing and will review the concern, ensuring that it is handled fairly and in alignment with our church’s values. The committee may suggest mediation or other actions that are in line with United Church of Canada policies and procedures.  Whenever possible those who offer feedback will receive a response, acknowledging their concerns and any actions taken.