Lloyd Center Services - Assessment

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Psychological Assessment Services -
For candidates for the ordained ministry

The Lloyd Center has a long tradition of providing psychological and career assessments for candidates for the ordained ministry.  These assessments are typically used by denominational committees and authorities to evaluate an individual’s psychological readiness for professional ministry. From time to time, the Center also provides this service as a mid career assessment, for members of the clergy who wish to re-evaluate his or her calling and/or effectiveness in ministry.

The Purpose of Assessment

The purpose of the assessment is two fold:

• To be a screening mechanism so candidates with psychological difficulties are identified and excluded from further preparation or prescribed remedial help. 
• To identify candidate’s gifts and graces for ministry so that a candidate might be placed or called to a position wherein s/he would be most effective. 

Both the denominational authorities and the candidate should benefit from this process, although in most cases, the process is done under the authority of the denomination. 

The Lloyd Center Model

The Lloyd Center model involves the use of several varied written instruments, 2-3 hours of face to face conversation, three recommendations forms and other data as needed.  A report written in non jargon, usually about 5 pages in length, is provided, and accompanied by a release of information.  From time to time as circumstances demand, the process has been supplemented with additional tests.

Normally, we advise seminarians to complete this process early in their preparation for ministry.  The sooner the process is completed, the sooner that any remedial assistance can be put into place, so that by the time the student graduates from seminary, he or she is ready to enter full time ministry.

How Valid is this Assessment?
No assessment process is completely valid and reliable.  An assessment report should be used in conjunction with other sources of information and an extensive interview of the candidate.  Nevertheless the findings of a good psychological assessment can be a helpful tool in evaluating an individual’s readiness for ordained ministry.

In the Lloyd Center model we combine several assessment tools, which in dialogue with one another, help give us a valid portrait of a candidate.  Among the several instruments we employ, one is pathology based, another is based on trait theory, another evaluates career interests and a fourth assessment is for personality type.  In addition, we conduct a thorough mental health history and clinical interview with the candidate.  We also solicit input and feedback from people who know the candidate well.  All of this information together goes to make up the assessor’s report.

Privacy and Grievance Issues:  We make every effort to protect the privacy of the individual.  Our policies regarding privacy and grievance procedures are spelled out in our Release of Information.  Click here to see Release Form. (click to download)

Cost:  The basic package described above cost $1000.  In some cases, we have negotiated a group rate with certain judicatories.  In many cases the candidate pays only part of the cost or shares the fee with other denominational entities.

Lloyd Center Staff: At the Lloyd Center the primary staff person providing this service is R. Scott Sullender, Ph.D.  Dr. Sullender has over 30 years of professional experience as a psychologist, pastoral counselor, administrator and pastor.  He is a licensed psychologist in the state of California and a Diplomate with the American Association of Pastoral Counselors.  He has been providing candidate assessment services for over 20 years with candidates related to the Presbyterian, Methodist, Disciples of Christ and United Church of Christ denominations.

For further information or referral:
R. Scott Sullender, Ph.D., Director
Lloyd Center, SFTS   105 Seminary Road
San Anselmo, CA  94960
Phone:  415-258-6652
Fax:  415-256-9801
E-mail:  ssullender@sfts.edu

Comments on the Testing Instruments
by R. Scott Sullender, Ph.D.

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Generally speaking, I try to bring together three sources of information about the candidate: the test data, my experience of him or her in interview and perspectives of his/her peers.  The more windows I have on a candidate, the more reliable the resulting report will be. When it comes to the tests themselves, I try to use a variety of types of tests, each one again offering a slightly different perspective.

The Minnesota Multiphasic Personality Inventory-2 (MMPI-2)
The MMPI-2 is a traditional, comprehensive personality assessment instrument that provides data across 104 different validity and clinical scales.  Scores are normed according to a sample population based on age, gender and ethnicity of the candidate.  It is designed to get at the “big stuff,” like depression, psychosis, etc.  The English grammar is difficult for people for whom English is not a native language, but the instrument is now available in Spanish and Korean. Researchers are reluctant to give up its use, because of all of the years of research on clergy using this instrument.  The MMPI-2 is scored via a mail in service with Pearson.

The Sixteen Personal Factors (16PF)
The 16PF is an instrument that describes a candidate’s personality according to sixteen different personality factors or traits.  The 16PF helpful and easy for the candidate to understand.  Its narrative printout is a helpful bit of input easy for the candidate to wrestle with.  Research is growing on what constitutes a clergy-effectiveness profile.  The 16PF is scored via a mail in service with Pearson.

The Myers Briggs Type Indicator (MBTI)
The MBTI is a normative test(not a health vs. pathology model) that seeks to describe a person’s basic personality preferences, which when combined create a personality type.  Reliability is not strong, but it is a useful, user friendly instrument that begins to get at the issues of “gifts and graces” for ministry.  This instrument is available on line and in written form.

The Strong Interest Inventory (SSI)
The SII attempts to describe a candidate’s interests in various kinds of work and work activities.  The SII does not measure ability, only interest levels.  The SII is the most popular standardized career inventory.  It gives some useful direction about the kind of ministry the candidate might prefer.  SII is scored via a mail in service with CPP.

The above four tests are the most commonly used instruments in clergy candidate assessment, but others may be added as needed.