Committees

Theory of Change Committee

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The Mission of the Theory of Change Team is to focus on strategic planning for racial equity and inclusion, and recommend ways to implement these plans. Creation and Implementation of actual plans will be through ministry teams.

Members: 

  • Reverend Jacqueline Brett, chair
  • Lillie Searles
  • Elizabeth Ault
  • Julie Edmunds
  • Susan Hazlett

What is a Theory of Change:

  • A Theory of Change is a description of a social change initiative that forms the basis for strategic planning, on-going decision-making and evaluation.
  • The fundamental component of a TOC is the pathway of change diagram, in which short-term and long-term outcomes are arranged in a causal pathway (Outcomes Framework).
  • The Outcomes Framework then provides the basis for identifying preconditions and interventions that will lead to the desired outcomes.
  • TOC eventually includes measurable indicators of success.

https://www.theoryofchange.org/what-is-theory-of-change/
Theory of Change Facilitator’s Source Book (2012) by D.H. Taplin and M. Rasic

Theory of Change Framework

ERUUF’s REI Survey Results–Overview–history

See the most recent survey: pdfREI_Survey_Report_2025.pdf

One of the ways that the Theory of Change Committee monitors how well ERUUF is doing relative to Racial Equity and Inclusion is through a survey administered periodically to the congregation. The first survey was administered in the fall of 2022 and serves as a baseline. See the results of the 2022 survey here (add link).

In November of 2025, we administered a follow-up survey to determine the amount and direction of any movement; 209 members and friends responded to this iteration of the survey. The full report (ADD LINK) includes key takeaways, tables presenting results for all the close-ended questions, and tables summarizing themes from the open-ended questions. The key takeaways are also summarized below.

Key findings from ratings questions:

  • ERUUFians continue to see the REI work as important. In 2025, 95% of respondents agree or strongly agree that ERUUF’s work in REI is important up from 92% in 2022. In both 2025 and 2022, 80% agree or strongly agree that it should be one of the top three areas of emphasis. In 2025, 84% agree or strongly agree that REI should be interwoven throughout ERUUF’s programming, up from 80% in 2022.
  • ERUUFians are willing to do REI work. 84% of respondents agree or strongly agree that they are willing to do more REI work up from 80% in 2022. 73% are looking forward to doing REI work, almost identical to the proportion in 2022 (72%).
  • People have a much better understanding of what this work looks like at ERUUF, but there is still a need for increased understanding. The proportion of respondents agreeing or strongly agreeing that they had an understanding of the concept of REI grew from 67% to 76%. The proportion who agreed or strongly agreed that they knew what it would look like to have REI at ERUUF increased from 39% to 55%. The proportion who agreed or strongly agreed that they could describe ERUUF’s vision for REI increased from 29% to 40%.
  • People are reporting a higher level of welcome and inclusion. 91% of 2025 respondents (93% of BIPoC) agree or strongly agree that they feel welcomed and included at ERUUF up from 82% in 2022. In 2025, 88% (85% of BIPoC) report that they feel like they belonged at ERUUF and 92% can see themselves staying at ERUUF for the foreseeable future (93% of BIPoC). The proportion of respondents who believe that ERUUF is sufficiently welcoming to all increased substantially from 39% in 2022 to 58% in 2025 (69% of BIPoC).

Participants were asked to respond to four open-ended questions. The top four themes for each of these questions appear below.

  • Changes Seen at ERUUF
    • Increased BIPoC attendance and participation
    • Not sure/not been here long enough
    • Worship (increased BIPoC participation, Story for All Ages)
    • Increase BIPoC leadership (lay and staff)
  • Hopes for ERUUF’s REI work:
    • Increased BIPoC attendance and participation
    • Welcoming environment
    • Continue the work/emphasis on REI
    • REI embedded throughout the congregation
  • Areas for additional support in REI:
    • None/not sure
    • Continued trainings/activities
    • Cross-racial interactions
    • Skills to interact with people of color
  • Questions and concerns :
    • None/not sure
    • Limit attention in other areas/to other groups
    • Need to learn more about REI
    • Workshop logistics

Documents:

GP6 Standing Committees of the Board Section E

 

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