Choosing the right agency can mean the difference between a church later reporting, “We went through some tough times with our missionary, but their agency worked closely with us to determine what was best for our workers and the work” in contrast to “Because we didn’t ask enough questions up front, our missionaries chose an agency that wasn’t equipped to serve them and wasn’t willing to work with us as sending church; sadly, it played a big role in their leaving the field.”

The agency-selection process should have two prongs. First, getting clear answers to the questions listed in this Postings will help church leaders find a church/agency fit that will fast-forward a healthy working relationship in the sending process. Second, the sending church needs to help each candidate journey through the process of selecting the best agency fit for them as individuals or a family. Here are simple guidelines for both steps.

THE PROCESS OF AGENCY SELECTION

The fit for your church

1. Don’t assume. Remember that all organizations change. Even if you have worked with an agency previously, you will want to carefully evaluate whether they currently are a wise match for your church.
2. Solicit field worker perspectives. Ask one or more missionaries who serve with that agency how they evaluate their experience. Ask about policies and relationships with other personnel from their agency, both field workers and headquarters staff. Where are the tension points?
3. Ask other churches. Get feedback from at least two or three missions leaders from other churches about their experience with that agency. Choose churches that are proactive in sending and have had significant history with sending workers with both that organization and others.
4. Go see them. If possible, visit the agency’s headquarters to meet key people and ask questions (see list later in this Postings). If the agency doesn’t welcome visits or questions your purpose or motives, beware!
5. Meet key players. Talk to multiple people within the agency: an executive (if feasible), the personnel director, the church relations director, the member care coordinator, the person who oversees the area of the world where your candidate wishes to serve, and someone in the finance department.
6. Postpone a final agency selection until the initial orientation process is complete. In most cases, it is wise to postpone a final approval of agency until after the candidate has completed the initial interviewing/orientation process. How well was this process conducted? Do you agree with the agency’s assessment and prospective plan for moving forward? How does your candidate feel after spending time with them? Are there any red or yellow flags? Is more dialog needed or are you comfortable with working together in sending this future missionary?

The fit for your prospective worker

1. Clarify the sending-triangle relationships. Make sure your candidate understands that the choice of agency must involve both themselves and your church leaders. Present the sending triangle concept, explaining how it will benefit them and also what it will require. Chart a plan to move forward in discerning God’s leading in this agency-selection process.
2. Research more than one. It is usually wise to consider at least two agency options in order to be able to compare and contrast their policies, leadership styles, cultures, etc. Help your candidate prayerfully choose the agencies to research that seem likely to be the best fit for them and for you as sending church.
3. Determine ministry match. Beyond answering the questions listed below, the applicant will want to make sure that their passions and gifts are a good fit for the agency’s purpose and mission. How would the agency support the type of work in which they want to engage?
4. Visit to evaluate field fit. Too many churches and prospective missionaries assume that if they are comfortable with what they see and hear from the agency’s headquarters staff, they will also fit well on the field. Not necessarily so! Realize that because of location, history, personalities, etc., every field is unique. Often there is even a great deal of difference among teams on the same field.
   Therefore, it is very important to send one or two members of your missions team to the field with your candidate to meet field leaders and the prospective team. A previous Postings listed questions to be discussed.

DISCERNING GOD’S LEADING

After all of this careful groundwork, your church leaders, your candidate, and the preferred agency should be well prepared to prayerfully make the final decision about moving forward together. As with any relationship, good communication and lots of hard work will be required to keep it healthy. Spiritual attacks and human failures may strain it. The inevitable personnel and policy changes in either agency or church will probably necessitate periodic review and reconfirmation of your partnership.

However, the good news is that careful assessment before you choose an agency partner means you can be confident that you have begun with a strong, three-strand cord that the writer of Ecclesiastes promises “is not quickly broken,” Ecc. 4:12.