<![CDATA[The implementation of performance appraisals for full-time ministers serving as teachers at a church in Tangerang has not been consistent since the pandemic, and the available assessment tools have not been able to provide a comprehensive evaluation. This study aims to develop a performance appraisal instrument that is relevant and aligned with the church organization’s vision and mission. To achieve this objective, the study employs a research and development method using the 4D model, which involves the stages of needs analysis, design, development, and dissemination of an instrument based on Management by Objectives (MBO). The results show that the MINISTRY-PRO instrument, along with supporting instruments such as the IFQ, BFQ, and KFQ using Google Forms, can provide a more objective, structured, and contextual evaluation system for church ministry and, ultimately, is suitable for use as a basis for the continuous evaluation and development of full-time staff performance. This study encourages the involvement of team leaders in the assessment process, the in-person dissemination of appraisals, and the development of follow-up action plans. Abstrak Bahasa Indonesia Pelaksanaan penilaian kinerja (appraisal) para pelayan Tuhan penuh waktu (fulltimers) dengan peran pengajar di sebuah gereja di Tangerang belum berjalan konsisten pascapandemi dan instrumen yang tersedia belum mampu mengevaluasi secara komprehensif. Penelitian ini bertujuan mengembangkan instrumen penilaian kinerja yang relevan serta selaras dengan visi dan misi organisasi gereja. Untuk mencapai tujuan tersebut, penelitian ini menggunakan metode penelitian dan pengembangan dengan model 4D melalui tahapan analisis kebutuhan, perancangan, pengembangan, dan diseminasi instrumen berbasis Management by Objectives (MBO). Hasil penelitian menunjukkan bahwa instrumen MINISTRY-PRO beserta instrumen pendukung IFQ, BFQ, dan KFQ dengan menggunakan google form mampu menyediakan sistem penilaian yang lebih objektif, terstruktur, kontekstual terhadap pelayanan di gereja, dan pada akhirnya layak digunakan sebagai dasar evaluasi dan pengembangan kinerja fulltimers secara berkelanjutan. Penelitian ini mendorong pelibatan kepala pasukan dalam proses penilaian, diseminasi appraisals secara luring, serta adanya sebuah pengembangan rencana tindak lanjut. ]]>
