Ministerial Development Review Bishop’s Reviewer Handbook 2011 it... · 2020-01-09 · Bishop’s...

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Ministerial Development Review

Bishop’s Reviewer Handbook 2011 March 2011

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Contents

1.0 A theology of Ministerial Development Review

1.2 Overview of Ministerial Development Review Scheme 3 4

2.0 Bishop’s Reviewers 2.1 Role Description for Bishop’s Reviewer 5 3.0 The Ministerial Development Review Process 3.1 Initial Planning Conversation 7 3.2 Listening to those we serve 7 3.3 Before the Review Discussion 9 3.4 During the Review Discussion 9 3.5 Setting Objectives

3.6 After the Review Discussion 11 14

3.7 The Three Yearly Bishops Review 15 4.0 Support and Guidance for Bishops Reviewers

4.1 Diocese MDR Officer 4.2 Lifelong Learning Contact for MDR 4.3 Financial support available for CPD activity

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Appendices:

I. MDR Process Flow Chart II. Bishop’s Reviewer Initial Planning Conversation Checklist

III. Document A – Listening Exercise; Guidelines and Contributors Details IV. Document B – Contributors Feedback from Listening Exercise V. Document C – Preparation and Summary Document

VI. Document D - Bishops 3 Yearly MDR Form

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1.0 A Theology of Ministerial Development Review

Clergy are called to be priests and ministers of the gospel. They are also servants and ‘stewards of the mysteries of God’ (1 Cor. Ch.4 v.1) and ‘ambassadors for Christ’ (2 Cor. Ch.5 v.20). They are required to perform specific tasks and as God’s stewards ‘they should be found trustworthy’ (1 Cor. Ch.4 v.2) Ministerial utility or effectiveness can never be divorced from the character of the minister. The principle of accountability that should lead to a realistic covenant between parish (or other ministry context), clergy and Diocese setting out clear expectations and working boundaries is tempered by the requirement for the ordained to live faithfully, prayerfully and responsibly in accordance with their high calling. The gospel demands the best of us and faith must be informed by goodness, knowledge, self-control and enduring love (2 Peter Ch.1 vv.5-8). There are no tailor-made theological maxims that endorse the Ministerial Development Review process. We have insights and precepts derived from Scripture and wider ecclesial wisdom and there are also examples of best practice from the world of commerce that may have some relevance. The gospel requirement is to be faithful to one’s calling and this entails the twin themes of duty and obedience (see Luke Ch.17.7. – the Parable of the Unprofitable Servant ‘we are unworthy servants; we have only done that which it is our duty to do). It also requires that the gifts allotted to us by God are bought to a proper fruition: there is an explicit rebuke in the Parable of the Talents to those who bury their gifts rather than use them in the service of the kingdom (Matthew Ch.25. 14-30). Old and New Testament alike stress the importance of stewardship – of exercising a ministry on God’s behalf and using to the full, natural abilities and acquired skills. In short, the notion of accountability paves the way for the legitimacy of Ministerial Development Review in the work of ministry. Clergy do not operate in a vacuum – they are part of the whole Body of Christ (1 Corinthians Ch.12 12-26). Our belonging to the Body requires us to recognise that our own life and ministry impinge on others and affects them for good or ill. Ministerial Development Review is therefore of great value to the congregation and Diocese. It gives tangible expression to the principle of shared ministry and provides a framework that can help to minimise unacceptable levels of stress or over work. Ministerial Development Review also takes seriously our weaknesses and limitations as persons with a capacity for denial in relation to ourselves as we really are. Sin can ‘darken the mind’ (Aquinas) and as part of a fallen humanity we fail sometimes to see the whole. Two implications follow from this: the need on the one hand for a trusted person to facilitate the Ministerial Development Review process and, on the other, the requirement for a system that provides some protection against irresponsibility or the misuse of ministerial power and authority. Ministerial Development Review aims to be supportive and affirmative in relation to the ministerial task but for the sake of the whole Body of Christ it also exists to promote achievable objectives that lead to growth and change: ‘to live here below is to change and to be holy is to have changed often’. (J.H. Newman). The need for development in all areas of our common life points to the importance of life long learning and the need to provide fresh expressions of faith in new times and changing situations: ‘we have not passed this way heretofore’ (Joshua Ch.3 4). Ministerial Development Review and lifelong learning exist to help us engage in the sort of critical reflection that enables us to respond more effectively to a post-secular culture defined by plurality, anxiety and restlessness. The world does not set the whole of our agenda but there is the scriptural mandate to take its concerns more seriously than we

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sometimes do (Matt. Ch.16 v.3) Ministerial Development Review and lifelong learning have a valuable role to play in this important task. 1.2 Overview of Ministerial Development Review Scheme in the Diocese of Liverpool Ministerial Development Review is an annual process for all licensed clergy in the Diocese of Liverpool. It is an aspect of the Episcopal Oversight of the Bishop of Liverpool, and functions under his authority, and in keeping with the guidelines of the Church of England. Ministerial Development Review is undertaken by all clergy in the Diocese, for all are united in the same call to service. However, the process is flexible to accommodate the different contexts clergy minister in, and the different responsibilities they bear. The purpose of Ministerial Development Review is

• to support clergy • to help equip them for their ministry. • to allow clergy to be more focused in their ministry • to ensure others in their context understand that focus

Therefore, Ministerial Development Review is not an appraisal system for clergy, nor is it a mechanism for bringing in targets for parishes. Its purpose is solely to help clergy develop in their ministry, and to foster a greater sense of collaboration between clergy and those they serve alongside. At the heart of Ministerial Development Review is a conversation between the clergy person and an appointed Bishop’s Reviewer. This conversation is confidential, and should be wide ranging, honest and searching. The guiding text for this conversation is the Ordinal. In preparation for the review, a ‘listening to those we are called to serve’ exercise will be undertaken. This involves a number of people, both within and outside of the church, who encounter the clergy person’s ministry being asked to comment on it. This listening exercise provides an opportunity for encouragements to be heard, and for the clergy person’s own perceptions to be balanced. The listening exercise will also allow for the voice of the wider church to be heard, such as the clergy person’s contribution to the deanery mission plan and to any diocesan roles. During the review, a number of objectives for the clergy person are identified, which might equally be personal developments or ministry-focused. Any further training opportunities or needs are also noted. These objectives are shared with those with whom the clergy person works – for example for parish clergy the Area Dean and PCC – to foster understanding and support for the clergy person in achieving these objectives. The Lifelong Learning department will also support, as appropriate, the identified training opportunities. The summary of the review conversation, written up by the clergy person themselves, will be confidential to the clergy person, Bishop’s Reviewer and the Bishop of Liverpool. Every third year, the review will also include a broader reflection on the development of the clergy person’s calling. This will be shared with the bishops, and responded to by the Bishop of Liverpool.

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2.0 Bishop’s Reviewers The aim is for Bishop’s Reviewers to have an understanding of the particular clergy person’s ministry, and to function as their Bishop’s Reviewer for several years at least. They are not simply drawn from a pool. As a Bishop’s Reviewer you may normally conduct between 7 and 10 reviews each year. All parish based clergy (whether OLM, NSM or stipendiary) have their Ministerial Development Review as part of a deanery structure. The Area Dean is automatically a Bishop’s Reviewer for that Deanery (as is any assistant Area Dean). The Area Dean can also ask the Bishop to appoint further Bishop’s Reviewers for that deanery. Clergy would be allocated to a Bishop’s Reviewer by their Area Dean. A Bishop’s Reviewer will work with the same clergy each year, except that the Area Dean may choose to have a system by which s/he conducts the review of each clergy person periodically. Bishop’s Reviewers are appointed for other clergy as appropriate on the same principles. For example: Bishop of Liverpool Arranged by the Archbishop’s

Council

Core Group Members

Bishop of Liverpool

Area Deans Their Archdeacon

Healthcare Chaplains

The Bishop of Liverpool’s advisor for Healthcare Chaplains

Cathedral Clergy The Dean

Pioneer Ministers The Director of Pioneer Ministry There are no criteria for being a Bishop’s Reviewer other than competency to do the job. Retired clergy and lay people could be appointed as Bishop’s Reviewers. Prior to the appointment the Bishop will consult with those who are likely to have their review with that Bishop’s Reviewer. 2.1 Role Description for Bishop’s Reviewer A theological reflection by the Chair of the House of Clergy: We in ordained ministry in the Diocese of Liverpool have been on a long journey of self discovery and redefinition. It has not always been easy to let go of the past in order to move into God’s future, but we know we ignore the call to change at our peril. That would be to miss the opportunity, both as priests and as a church. The image of Zacchaeus may serve as a helpful paradigm. There he was going about his everyday life, but his curiosity about Jesus got the better of him, and would forever change his life. He went out on a limb, wanting to observe Jesus from a safe distance, blindly oblivious to what he would actually be called to do. Like Zacchaeus an initial curiosity led us along the road into ministry. Sometimes we know we have become too set in our ways; we have become precious and uncritical in our habits. Your role as Bishop’s Reviewer is to help us ‘come down’ from the tree, join the crowd and renew our calling. The role:

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• To act on the Bishop’s behalf to complete Ministerial Development Review for clergy in the Diocese

• To lead and facilitate the Review process for each reviewee • To undertake initial and ongoing diocesan training to support the role of Bishop’s

Reviewer • To ensure the Review process affirms and encourages ministry, sets realistic

objectives and identifies required support and development • To ensure the process is completed fully and all paperwork is submitted to the

relevant place/people • To model good Review practice to others • The role & responsibilities of the Bishop's Reviewer may be carried out by clergy or

laity, the person appointed must have a working knowledge of parish life and the demands of the clergy role. Ideally, they will be practitioners in their own right, either in ordained ministry or within a secular context

• The role of Bishop’s Reviewer is for a three year period, with an annual review with the Area Dean or Archdeacon (where the Bishop’s Reviewer is an Area Dean)

• The role of Bishop’s Reviewer provides an opportunity for clergy to gain experience within the wider working of the Diocese

• To work with and be willing to seek support from Lifelong Learning, should there be issues during the Review process.

Skills required:

• The Bishop’s Reviewer must be a good communicator:

o a key role is to listen and to ‘hear’ what is being said during the Review, and to probe gently as a means of bringing real depth to the discussion

o should be able to influence and facilitate appropriate choices of people for the Listening Exercise

o should be able to give constructive and helpful feedback o should be able to demonstrate empathy and encouragement o should have a conversational style that enables the reviewee to learn from the

process and the period of their ministry under review o should be able to help the reviewee to identify and shape future priorities.

• The Bishop’s Reviewer needs to be able to organise effectively:

o each stage of the review process o follow the process step by step, keeping track of papers and ensuring the

appropriate archiving of all paperwork.

• The Bishop’s Reviewer needs to be able to maintain confidentiality during and after the review process.

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3.0 The Ministerial Development Review Process

Each clergy person will normally have a review in each calendar year (exceptions would be those who were ordained in that year, since ordination involves its own reviews and those joining the diocese part-way through a year). 3. 1 Preparation for the Review - Initial Planning Conversation: The reviewee will be alerted to the fact that their MDR is due by the MDR administration officer within the Lifelong Learning Department. The reviewer and reviewee should then have an initial discussion and:

• agree the date of review discussion - the recommended time for the review discussion is 1.5 to 2 hours;

• schedule time for preparation in the week or so before the meeting, and to schedule time for writing up the review discussion, ideally no more than 4 or 5 days after the meeting;

• review the process, if this is the first MDR for the reviewee; • request a copy of last year’s MDR Form (Document C) from the reviewee to help

inform this year’s review (if you do not already have a copy) • discuss the selection of those who will be invited to participate within the Listening

Exercise. (See Document A and section below) • discuss and agree whether or not the reviewee will want to see the original

comments from the contributors to the listening exercise; • agree whether or not the reviewee will send a provisional draft of the Document C to

the reviewer prior to the review; Following the initial discussion the reviewee should then let the MDR Office know the agreed MDR date so that the documentation can be sent. They should contact [email protected] or phone 0151 705 2149. There is a useful checklist for Bishop’s Reviewers in Appendix i.

3. 2 Listening to those we are called to serve: This listening exercise is a key part of the Ministerial Development Review process. The aim of the Listening Exercise is to invite helpful feedback from those the reviewee is called to serve. For this to be helpful there should be a balance of positive feedback and constructive comments on areas of potential growth. In preparation for each review, the reviewee invites people to contribute to the review process. Normally reviewee’s should invite 3 people to participate ( 5 for Area Deans, and others with wider roles) To encourage the most helpful feedback it is worthwhile inviting a selection of people who encounter the reviewee within different parts of their role. Contributors will only be invited to comment on aspects of the ministry with which they are familiar, so it is not important that they have experience throughout the reviewee’s ministry and context. In a traditional parish context, we would suggest:

• two or three people from within the church community – for example, a Church Warden, the leader of the Sunday School, a Reader, a committed and involved member of the church, a person from the PCC.

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• one or two people from outside the church community – for example, someone with whom the reviewee has worked regularly at the local school or hospital, a member of the local council or other civic body, a leader of another church with whom they work.

Depending upon the role of the reviewee certain people should always be asked to a contributor.

• a curate for a training incumbent • a training incumbent for a curate • a Shared Ministry Team member for incumbent; • one of any assistant clergy licensed to an incumbent (e.g. OLMs, NSMs, assistant

ministers) • the incumbent of any assistant clergy • the team rector for team vicar • one team vicar for a team rector • the Area Dean for any parish clergy (including particular comment on the

contribution towards the fulfilment of deanery mission plans).

The choice of who to invite lies with the reviewee. However, they may discuss the selection of who to invite with those they serve alongside (for example, with Church Wardens). The review itself includes reflection on who it might be helpful to invite to contribute the following year. Contributors are asked to comment from their own experience of the clergy person’s ministry, in particular on the clergy person’s specific gifts and contribution over the last year, and areas for potential development. Inviting contributors to the Listening Exercise: For the Listening Exercise to be of maximum value it is important those individuals who contribute feel free to give honest feedback. This may be hindered if they think that Clergy will ask to see the individual forms returned by respondents. It is therefore preferable that the written forms remain confidential between the respondent and the reviewer. The reviewer will summarise the feedback and present that during the review conversation. However, data protection policy is clear; clergy do have a right to see all of the material written about them if they so wish. If Clergy want to see the feedback forms, it is suggested that this is done at the end of the review discussion, when hopefully it may no longer be necessary. Once possible contributors have been identified it is important to discuss the issue of whether the reviewee will want to see the original feedback responses from the contributors. This should be made clear to the contributors prior to them agreeing to participate in the exercise. The reviewee should complete Document A and give to the reviewer and also give or send a copy of Document B to each contributor. Document B should be returned directly to the reviewer by the contributor.

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Once Responses are received back from contributors: Normally, the Bishop’s Reviewer will summarise the returned contributions, the summary will then be used to inform the review discussions. The intention is not that they are simply copied and given to the clergy person concerned. However, the clergy person has the right to ask to see them if they wish. You should gather the feedback from the Listening Exercise and summarise the feedback and identify themes. You will need to plan how you will explore the feedback during the review discussion. If necessary contact the contributors to remind them of the need for their contribution. If the reviewer is not the Area Dean then you may wish to schedule a telephone call to discuss items such as reviewee’s contribution towards Deanery Mission Plan.

3.3 Before the Review discussion - In preparation for the review you may want to:

• Be clear in your own mind about the steps of the process & who does what when before the initial phone call with the reviewee

• In particular, understand the purpose and process of the Listening Exercise,

including the guidance about who to invite to give feedback, as you will work with the reviewee as they think through who to choose.

• Prayerful preparation – for the reviewee as they prepare and in terms of your on

preparation

• Familiarity with the Ordinal – re-reading as part of preparation, so as to have the wider context for the specific phrases drawn out by the reviewee & to be able to draw on other phrases during the discussion, if appropriate.

• Listening Exercise – reflect on the feedback, what themes emerge, what questions

are prompted by the feedback, what concerns do I have (overt or by implication). Think through how to bring the feedback into the Review discussion. In particular think through how to most usefully include the negative or more challenging/difficult feedback. Anticipate possible responses from the reviewee and how you will respond to that in order to facilitate a constructive conversation.

• Familiarise yourself with the stages of the Review discussion (use the Review

document as an agenda) and approximately how long you will spend on each part.

3.4 During the Review Discussion: It is helpful ahead of the review discussion to consciously put on the Bishop’s Reviewer ‘hat’. You may also be their Area Dean or a trained counsellor, but for this particular conversation your main role is that of reviewer – to facilitate their reflection, learning and identification of priorities looking forward. You will want to create a relaxed and open environment – it is important that you convey a relaxed and open presence and that you can be sure you won’t be interrupted. Set the scene for the discussion and outline approximate timing.

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During the review discussion you can use MDR Form (Document C) as an agenda. You will want to keep an eye on the time and the agenda and ensure that the review discussion covers all that needs to be covered. During the discussion you may find it helpful to:

• to make notes and encourage the reviewee to make notes of key points and possible future objectives. At the end of the review discussion the reviewee and you will agree key objectives for the coming year.

• use the structure of the Review document to provide a structure for the discussion.

It can be helpful to invite the reviewee to comment on what has struck them during their preparation as a way of opening up the Review discussion. Alternatively, having outlined the process you may be more comfortable starting with the review of objectives.

• Listen to what the reviewee is saying and from time to time give a brief summary to

demonstrate listening and check your own understanding. Remember the non-verbal signals of good listening.

S quarely face the person O pen your posture, don’t fold your arms and cross your legs L ean towards the sender E ye contact maintained R elax while attending

You may want to start by reviewing their previous objectives – the purpose is to identify what has gone well, what hasn’t worked, what has been frustrating, what more needs to be done. If an objective hasn’t happened, explore with them why – did they get started on it, forget about it, did circumstances change? There is a need for this discussion to be about them calling themselves to account and to take the opportunity to reflect and learn from their experience. It may be appropriate for some of their objectives to continue into the year ahead. Invite the reviewee to reflect with you by using what, why, how questions and making space for further thinking, reflection and learning. Look out for themes, for opportunities to comment on positives that may be missed by the reviewee who is much closer to the story than the objective reviewer. Don’t take things at face value, follow through and probe to get to underlying points, to what may be the more significant elements buried underneath the initial comments. Your discussion needs to be Forensic and to use questions to probe more deeply. The skill of the reviewer is to encourage deep reflection and learning, without the conversation becoming one of counsellor or spiritual director. The conversation will be about doing and about being, therefore this tension can be difficult to navigate. Be sure to reflect after each Review discussion so that you learn each time and can develop your skills and confidence in the role. During the discussion look out for feelings below the surface, or expressed overtly and make safe space for these to be expressed and explored. Be aware of your own emotions, which you may need to keep in check during the discussion so as to be of greatest help to the reviewee.

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3.5 Setting Objectives: The purpose of MDR is to reflect upon the previous year and identify things to celebrate, lament or learn from. This provides a basis from which to look forward to what God may be saying for the future. Therefore the final part of the discussion involves the setting of objectives for the coming year. This is not simply a business planning exercise, but an opportunity to listen to God and reflect upon what He may be saying about the development of ministry for the future. Because everything we do is ultimately an expression of 'the hope that is in us' (1 Peter 3.15) it is important to remember that planning and the setting of objectives leave room for God to change, challenge and surprise us. Intercessors are those who pray as well as plan the future into being and our strategic initiatives should always make space for the energies of God and the outpourings of the Spirit (Romans 12.4) that foster virtue, hope and justice. During your conversation you will need to ensure there is enough time for a full discussion about their objectives and be sure to consider what has emerged in the conversation. You might want to keep a running list during the discussion of possible objectives and this might act as a starting point once you are deciding on objectives, or which can be added to their list. If the reviewee brings a list of objectives you may like to ask them why they think each one is important, what difference will it make, what support will they need, how will they begin to make progress with each one. Ensure that at least one objective is about the well-being of the reviewee. Your observations from listening to them during the discussion may help them to identify a possible area, if one is not already clear to them. Your role may be one of permission giving – “it is ok to want to have a day off every week, so how can you make that happen and who do you need to talk with in the parish that can help you achieve this?” Good objectives are SMART. For the objectives to be of greatest use it is important that they are

S pecific M easurable A chieveable R ealistic T ime set

When setting objectives try to avoid wording such as

“ get the church to think about mission in the coming year” It is worth asking the reviewee a few questions to help clarify and refine their thinking and this will help when drawing up objectives. Is the objective Specific? The objective above is not specific and is really rather vague. It might be better to ask the reviewee to define what specifically about mission they want the church to think about.

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What would they like the Church to focus upon? Is the reviewee planning to talk about mission or engaging in mission activity. It might be better to write such an objective as: “Preach two sermons in May about God’s Mission” or “Talk with the PCC in June with a view to setting up a Mission Shaped Church course for next autumn” Is the objective measurable? The alternatives given above are measurable and it is easy to know if the reviewee preached the sermons or spoke to the PCC and set up the course for the following autumn. Is the objective achievable? With the original objective it would possible to do almost anything related to mission in the coming year and so achieve the objective. However, how will the reviewee know if they have achieved what they wanted to achieve when they first identified mission as an objective? Is the objective realistic? The objective needs to be realistic within the time and resources that are available. However, room must be made for the God of miracles to surprise us! Is God calling the reviewer to set an objective that stretches their faith and perhaps the faith of the church? Does the objective have a Time Frame? The objective should be time specific as far as possible. A year is a long time, and if we allow a year to achieve something it is always easy to put it off. Also some objectives may be so big that they would need to be broken down into a series of smaller steps, each with their own time frame. For example;

“try to get more time for personal study and family life in the next year” It might be better to try to identify a series of smaller steps such as;

• Within the next month: To set Friday as my day off and to let the PCC and congregation know.

• Book onto the next available Time Wisdom for Ministry course.

• Within the next month contact Life Long Learning to discuss the arrangements for

Study leave to be taken next year.

• Discuss with my family our next Holiday and book it within the next two months;

• Select and purchase one new book dealing with developments in Old Testament theology within the next month.

• Identify and schedule 2 hours a week in my diary for the next 3 months to read and

think about the contents of the book;

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• Within the next month: Contact Life Long Learning to ask about any study days that will help develop my knowledge of Theology of Mission.

Once you have agreed the objectives for the coming year, you need to write them into the final two pages of the document C.

Just as a long journey starts with a single step, it is worth asking the reviewee to think about what step they will take first. This should be included on the form.

Reviewees’ should also attempt to identify who, if anyone, they should talk to or seek advice from in helping them to achieve their objectives.

An example of the completed sections of Document C is given below.

EXAMPLE Part 3 – Looking Forward to the Next Year

Please outline below three or four Objectives for the coming year, which you have identified during the MDR process and agreed with your reviewer. You will find it helpful to be specific, measurable and realistic, and to set yourself an initial review date and final deadline.

Once you have identified your objectives think about how you will meet this objective and who or what might be useful in helping you achieve your objectives.

Objective One

Within the next 12 months to set up and start a Mission Shaped Church course within the parish

How will I achieve this objective?

Need to talk to PCC and strategic members of parish;

Encourage Mission perspective within parish by starting to preach about mission.

Who / What may be useful in helping me to achieve this objective?

Talk to Church Growth Team at St James House

Select a good book or resource to stimulate my own thinking about Mission.

What do I need to do first?

Contact Church Growth Team at St James House by end of the month.

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Objective Two

Within six weeks to have a regular day off and half day of light duties.

How will I achieve this objective?

Set some boundaries for my time, day off, discuss / communicate this to PCC and congregation.

Delegate Wednesday afternoon meetings to Jim and Kerry.

Who / What may be useful in helping me to achieve this objective?

Church Warden and PCC

Jim and Kerry

Life Long Learning – book on to the next available Time Wisdom for Ministry course.

What do I need to do first?

Fix day off for a Friday and communicate this to PCC and Congregation by end of June

Stop listening to answer phone or reading emails on my day off.

At the conclusion of the Review:

• Have you agreed the objectives

• Have you agreed when the reviewee will send you the completed Form C

• confirm that their next Review will take place at the same time next year. Pastoral issues: One of the questions you may have to make an assessment about (and this may never happen to you, or will be rare) is whether this clergy person is in a fit state to have a Review discussion. If there are things about their context that are so overwhelming or all-encompassing that they aren’t able to give attention to their ministry as a whole, you may have to make a judgement to put aside the Review discussion and spend time listening and helping them identify where they can appropriately access help and support. Postpone the Review to a later date. 3.6 After the Review discussion:

Make sure the MDR Form C is completed and signed off by the deadline you have agreed together. If there is a key point missing or miss-represented in their write up, have a conversation with them about amending the text. Should your view be rather different from theirs, then it may be that you will need to insert a separate line or two to represent your perspective. It is important that the final Review document accurately reflects the discussion. This may never happen to you, it is a rare occurrence. Both the reviewee and reviewer keep a copy of the signed MDR Form (Document C) and then sends the original to the MDR Office in Life Long Learning for distribution as outlined in the documentation.

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The reviewee may also share part 3 of the MDR Form with their PCC if they think appropriate and useful. 3.7 The Three-Yearly Cycle. Every 3 years complete the Diocesan Bishop Review Form (Document D) to reflect the last three years and thoughts about future ministry. This ensures that within the one system, there are times for longer-term reflection, as well as the annual cycle. It also allows the Bishop of Liverpool to be personally involved in the Ministerial Development Review process for all clergy every third year (as under the previous system of Ministerial Review). This form asks the reviewer to reflect with their Bishop’s Reviewer on the previous three years and to outline future opportunities they would like to seek, and comment on the development of their sense of calling.

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4.0 Support and Guidance for Bishops Reviewers: 4.1 Diocese MDR Officer: Rev Cannon Dr Rod Garner [email protected] The Bishop of Liverpool appoints a clergy person in the diocese to be the Ministerial Development Review (MDR) Officer (alongside their existing ministry). The MDR Officer works as part of the Lifelong Learning team in the Diocese and is responsible to the Director of Lifelong Learning. The MDR Officer is responsible for:

• overseeing the system for MDR in the diocese • advising on the appointment of Bishop’s Reviewers • ensuring that appropriate training and information is provided for Bishop’s Reviewers

and those being Reviewed • being available to discuss the scheme with clergy.

Issues regarding the MDR scheme are handed by the MDR officer. Issues in relation to individual clergy are handled by the relevant Archdeacon. The Bishop of Warrington oversees Ministerial Development Review in the Diocese on behalf of the Bishop of Liverpool. The MDR scheme itself is run from the MDR office, a key part of the Lifelong Learning department within St James’ House. The MDR office will only hold documentation for as long as necessary for the smooth running of the system. The only personnel files will continue to be those held at Bishops Lodge, though information about training will be retained by Lifelong Learning. 4.2 Key Contacts within Lifelong Learning are: Bob Banton: Learning Manager [email protected]

Tel: 0151 705 2101 Wendy Pooley: Administrator [email protected]

Tel: 0151 705 2149 4.03 Sources of Support – Financial Diocesan Training Grant: Clergy have access to a Diocesan Training Grant (DTG) of £100 a year that may be accrued over three years. DTGs can be used towards the cost of a course or a retreat. Some courses attract a higher cost. Clergy may be able to ask their PCC for help or additionally Lifelong Learning can offer help with applications to educational charities and trust funds. To access your DTG contact Mrs Debbie Ellison at St James’ House [email protected]

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Bishop’s Bursary The Bishop of Liverpool’s ‘Bishop’s Bursary Award Scheme’ is open to all engaged in ministry within the diocese, whether ordained or lay, and its purpose is to help fund substantial learning ventures. Six Bishop’s bursaries of up to £1000 each will be available each year and will be judged by a panel, chaired by the Bishop of Liverpool, against a set of key criteria:

• What is the learning benefit to the individual? • What is the benefit to the church (wider or local)? • How achievable is this project for you?

Applications are invited by completion of the attached application form which should be returned to Life Long Learning, St James’ House, 20 St James’ Road, Liverpool, L1 7BY. The panel will meet in May and November each year and deadlines for application for each will be 30th April and 31st October Study Leave – Sabbatical

The Diocesan Scheme for Study Leave recognises that for those who have been in ministry for some time a serious block of time spent away from their post, and its immediate demands, can be a source of enrichment, new experiences and energy, different perspectives and fresh vision. Properly planned and reflected on, study leave can be of enormous benefit to ministers, their families and those they serve, and to the wider church. To ensure time for good preparation it is vital that clergy wanting to enjoy the benefits of leave should apply at least 12-18 months in advance of the proposed study leave date. The usual (and maximum) period of leave is three months plus one month’s holiday. Some, but not all, people have a clear project in mind from the start, but good study leave always allows space – for reflection, discovery, perhaps for the usually neglected in you to surface. They often have more than one strand – giving an opportunity to nourish different parts of the self, and sometimes discover surprising interactions and resonances.

The diocese strongly encourages applicants for study leave who should have not less than seven years in licensed ministry, 2 years in their current post and seven years since previous study leave. Training incumbents will not normally be granted study leave unless their assistant staff has served at least 2 years of their curacy.

It’s never too early to start planning study leave, for further details contact John Reed [email protected] tel. 01942 728305

Charities and Trusts that may support you. Some courses attract a higher cost. Clergy may be able to ask their PCC for help or additionally Lifelong Learning can offer help with applications to educational charities and trust funds. Charities that help clergy and their families This list of charities is an attempt to summarise some of the sources of grants and funds for clergy and their families. Most Bishops and dioceses have access to other local funds,

18

and clearly this can be a good starting point. National charities listed here can also be helpful, and may be worth contacting for specific assistance. The Friends of the Clergy Corporation The Corporation of the Sons of the Clergy www.friendsoftheclergy.org.uk FOCC Holidays Primary school clothing Retirement Infant, adult and clerical clothing Hospital visiting Convalescence Maintenance for children at universities/colleges CSOC Secondary school fees and clothing School travel and trips of an educational nature Musical instruments and lessons Maintenance for dependent children of single parent families Book grants for ordinands If your need falls into one charity’s listed area, please contact that charity only, otherwise please contact either the Registrar of the CSOC (020 7799 3696 or [email protected]) or the Secretary of the FOCC (020-7222 2288 or [email protected]) either of whom will be pleased to advise you. The St Boniface Trust, c/o Mr PJL Binns, 3 Coppice Close, Warminster, Wilts BA12 9EL St Aidan’s College Charity, Chester Diocesan Board of Finance, Church House, Lower Lane, Aldford, Chester, CH3 6HP The Archbishop’s Council, Mr Alan Tuddenham, Board of Mission, Church House, Great Smith St, London, SW1P 3NZ Ecclesiastical Insurance Group, Beaufort House, Brunswick Road,

19

Gloucester, GL1 1JZ Frances Ashton’s Charity Mrs Barbara Davis, The Receiver, Frances Ashton's Charity, CAF, Kings Hill, West Malling, Kent, ME19 4TA – 01732 520081. Provides grants of variable amounts for needy clergy of the Church of England, serving or retired, and the widows or widowers of such clergy. Completed applications are required by 1 June for the annual distribution in September Foundation of Edward Storey Storey’s House, Mount Pleasant, Cambridge CB3 OBZ – 01223 364405 – [email protected]. The clergy widow branch gives financial help and limited accommodation for women who are: 1. Widows of clergymen of the Church of England 2. Dependants of clergymen of the Church of England 3. Women Deacons and Deaconesses of the Church of England 4. Missionaries of the Church of England 5. Other women closely involved in the work of the Church of England. Newton’s Trust Chapter Office, 19a The Close, Lichfield WS13 7LD – 01543 306104 – [email protected]. Newton’s Trust is established to provide financial assistance to widows or unmarried daughters of deceased clergymen and to divorced or separated wives of clergymen of the Church of England. Applications are considered by the grants committee appointed by the Trustees, and one-time cash grants are made at their discretion. Society for the Relief of Poor Clergymen c/o CPAS, Athena Drive, Tachbrook Park, Warwick CV34 6NG – 01926 334242 – [email protected] Founded 1788 to aid evangelical ministers and their dependants in times of financial distress due to sickness, bereavement or other difficulties.

20

APPENDICIES

Ministerial Development Review MDR Process – Flow Chart



Step Nine: Completed and signed documents sent to LLL for distribution and identification of training needs.

Step Four: Reviewee sends /gives letters to the contributors to listening exercise. Completed forms should be sent back directly to Reviewer.

Step One: Life Long Learning (LLL) will inform reviewee and reviewer that the MDR is due

Step Six: Reviewer gathers feedback from contributors to listening exercise along with any other documents required and prepares for the review discussion.

Step Five: Reviewee prepares for their review discussion.

Step Eight: Following the discussion the document is completed by Reviewee and sent to Reviewer for agreement. Once agreed by both parties it is signed by both Reviewer and Reviewee and each should keep a copy.

Step Three: Reviewee will inform LLL of the date of the meeting. LLL will then forward documents to reviewee for distribution.

Step Two: Brief initial planning discussion: reviewer & reviewee agree date for review discussion, contributors for the listening exercise, and whether paperwork will be given to reviewer prior to the review.

Step Seven: The review discussion takes place.

Ministerial Development Review Brief initial planning discussion Checklist for the Bishop’s Reviewer



ü Checklist

Book date and time for the review discussion. You will probably need between 1.5 and 2 hours. You will want to meet in 6 to 8 weeks time to allow for preparation and completion of the Listening Exercise.

Decide where you are going to meet – ideally not the office of the Reviewee where there are plenty of distractions!

Recommend the Reviewee books an hour in the diary in the week before the Review discussion, for their prayerful preparation. This will help them to get the most out of the review discussion.

Recommend the Reviewee books an hour or so in their diary within 4 or 5 days after the review discussion for them to complete their review documentation This ensures the written-up MDR is a correct reflection of the discussion because it is still a recent conversation.

The Listening Exercise – the opportunity to listen to feedback from others. a) Refer to the Listening Exercise Guidelines (Document A) to help the Reviewee to decide

who to invite to contribute to the listening exercise. Encourage them to choose people who will be honest and constructive, people willing to suggest where things could be different. You may need to be encourage the Reviewee, particularly if this is the first time they have undertaken the Listening Exercise as part of their Review. Reassure the Reviewee that the Listening Exercise has proved to be a very useful and surprisingly affirming process for clergy.

b) Ensure that Reviewee understands that he or she has the right to ask to see the original feedback from listening contributor. Ask if they will want to see it. If the comments will be seen by the reviewee, this should be made clear to the contributors prior to them submitting their comments.

c) Once the Reviewee has decided who will contribute to the listening exercise, the names and address should be entered on Document A and given to the Reviewer.

d) Reviewee should give Document B to the contributors and ask that feedback sent directly back to yourself.

e) It is the responsibility of the Reviewer to chase up outstanding contributions ahead of the review discussion so that you have listening contributions to discuss in the review.

Note – in some contexts people in the parish/es will not be confident with this kind of written process, in which case it may be that the best way to gather the feedback is by phone calls with you, the Reviewer. Notes of the conversation should be made and agreed with the participant as soon as possible following the conversation.

Preparation of the Review - Encourage reviewee to look back at the objectives and training needs from their last review (if they don’t have access to these this time, then write N/A). Encourage Reviewee to use the words of the Ordinal and the questions in the MDR form to draw out the topics for the review discussion.

Agree whether the Reviewee will send a draft copy of Document C to you prior to the review?

Make sure there is an opportunity for the Reviewee to clarify anything about which they are still unclear.

Ministerial Development Review Listening Exercise - Document A Guidelines & Details of Contributors

Name of Reviewee _____________________________

Name of Bishop’s Reviewer _____________________________

In preparation for your Ministerial Development Review please use this form to inform your Bishop’s Reviewer of the contact details of those people you have asked to contribute to the ‘Listening Exercise’ You should normally select at least 3 people (5 for Area Deans and those with wider responsibilities such as multiple parishes, and dual role clergy) Name: Address: Phone number: email address:

Name: Address: Phone number: email address:





It is recommended that you make clear to the contributors if you intend to ask to see their original feedback forms prior to gaining their consent to participate in the exercise. Please return this form to your Bishop’s Reviewer.



Why do we need to do this? The aim of the Listening Exercise is to invite helpful feedback on your ministry from those you are called to serve. For this to be helpful you should have a balance of positive feedback and constructive comments on areas of potential growth. Who should I choose to participate in the listening exercise? You should identify those who will provide feedback for the listening exercise which will be discussed during the MDR. To encourage the most helpful feedback, you may find it worthwhile inviting a selection of people who encounter you within different parts of your role. Contributors will only be invited to comment on aspects of your ministry with which they are familiar, so it is not important that they have experience throughout your ministry and context. For example, in a traditional parish context, we would suggest:

• two or three people from within your church community – for example, a Church Warden, the leader of the Sunday School, a Reader, a committed and involved member of the church, a person from the PCC.

• one or two people from outside the church community – for example, someone with whom you work regularly at the local school or hospital, a member of the local council or other civic body, a leader of another church with whom you work.

Depending upon your role certain people should always be a contributor e.g. a curate for a training incumbent and a training incumbent for a curate; an SMT member for an incumbent. What will they be asked to comment upon? The participants will be invited to comment on the specific gifts they see demonstrated in your ministry, the contribution they see you make within the context within which they know you and your ministry. They are also invited to note any particular development needs they perceive you may have. Once I have identified who I want to participate, what should I do next? You should contact each person to invite their input. You should send / give each contributor a copy of Form B, and inform them that it should be returned directly to the Bishop’s Reviewer. What happens to the feedback? The feedback will be rendered anonymous and will be summarised prior to it being given to you during the MDR discussion. However, you are entitled to see the original Listening Exercise responses, should you really want to you. If you think you might wish to see this, please discuss this with the contributors and the Bishop’s Reviewer prior to the listening exercise. Once the MDR is completed the Reviewer will destroy all responses to the Listening Exercise.

Ministerial Development Review Document B Listening Exercise

Name of Reviewee _____________________________

Bishop’s Reviewer _____________________________

MDR Date _____________________________

Feedback contributed by _____________________________

Your relationship to the Reviewee _____________________________

Thank you for agreeing to provide feedback to be included in the Ministerial Development Review of _____________________________. The Bishop’s Reviewer will receive comments from those the clergy are called to serve. In order to enable the Reviewee to reflect, seeking how they might respond to your input, please consider your comments carefully; seek to provide feedback that is constructive and objective. Please do not comment on anything that is not your personal experience.

What specific gifts do you think this person has?

What specific contribution has this person made, within the last 12 months, in the context within which you see and work with them?

Please note any areas of concern or frustration which you would encourage the Reviewee to address.



If you have previously provided feedback on this person, please comment on any changes and developments since the last time.

Continue over the page if needed The Bishop’s Reviewers will summarise all feedback so that contributors can remain anonymous. However, under Data Protection Legislation the Reviewee is entitled to ask to see the original, named feedback forms if they so wish. Please be aware that the Reviewee can change his or her mind and ask to see original forms even if he or she has previously indicated they are content to receive anonymous feedback.

Please return the completed form to the Bishop’s Reviewer no later than 1 week before the Reviewee’s MDR meeting.



Ministerial Development Review

Preparation & Summary Document

“Will you then, in the strength of the Holy Spirit, continually stir up the gift of God that is in you, to make Christ known among all whom you serve?”

(Ordinal from the Service for the Ordination of Priests)

Name of Reviewee ______________________________ Bishop’s Reviewer ______________________________ MDR Date __________________

Part 1 – Reflections on Previous Year In preparation for your MDR meeting and to commence this Ministerial Development Review process, first look back at the objectives from your last MDR. Reflect on what progress you made with each objective and what has frustrated you, comment on the useful of each objective.

Objective One

Comment on achievements and frustrations in relation to this Objective

How useful was this Objective?

Objective Two



Objective Three



Review training and development identified last year – what action have you taken to meet these needs? With what effect?

• • •

Part 2 – Preparation for and Summary of Review Discussion Read the Ordinal and prayerfully consider the questions on the following page. Priests are called to be servants and shepherds among the people to whom they are sent. With their Bishop and fellow ministers, they are to proclaim the word of the Lord and to watch for the signs of God’s new creation. They are to be messengers, watchmen and stewards of the Lord; they are to teach and to admonish, to feed and provide for his family, to search for his children in the wilderness of this world’s temptations, and to guide them through its confusions, that they may be saved through Christ for ever. Formed by the word, they are to call their hearers to repentance and to declare in Christ's name the absolution and forgiveness of their sins. With all God’s people, they are to tell the story of God’s love. They are to baptize new disciples in the name of the Father, and of the Son, and of the Holy Spirit, and to walk with them in the way of Christ, nurturing them in the faith. They are to unfold the Scriptures, to preach the word in season and out of season, and to declare the mighty acts of God. They are to preside at the Lord's table and lead his people in worship, offering with them a spiritual sacrifice of praise and thanksgiving. They are to bless the people in God’s name. They are to resist evil, support the weak, defend the poor, and intercede for all in need. They are to minister to the sick and prepare the dying for their death. Guided by the Spirit, they are to discern and foster the gifts of all God’s people that the whole Church may be built up in unity and faith.

• Do you accept the Holy Scriptures as revealing all things necessary for eternal salvation through faith in Jesus Christ?

• Will you be diligent in prayer, in reading Holy Scripture, and in all studies that will deepen your faith and fit you to bear witness to the truth of the gospel?

• Will you lead Christ’s people in proclaiming his glorious gospel, so that the good news of salvation may be heard in every place?

• Will you faithfully minister the doctrine and sacraments of Christ as the Church of England has received them, so that the people committed to your charge may be defended against error and flourish in the faith?

• Will you, knowing yourself to be reconciled to God in Christ, strive to be an instrument of God’s peace in the Church and in the world?

• Will you endeavor to fashion your own life and that of your household according to the way of Christ, that you may be a pattern and example to Christ’s people?

• Will you work with your fellow servants in the gospel for the sake of the kingdom of God?

• Will you accept and minister the discipline of this Church, and respect authority duly exercised within it?

• Will you then, in the strength of the Holy Spirit, continually stir up the gift of God that is in you, to make Christ known among all whom you serve?

Thinking specifically about the last 12 months, reflect on two or three statements within the Ordinal that resonate with you and outline why they do.

What things, during the last 12 months, would you celebrate, or lament and what has stretched you as you have sought to fulfil your ministry?

Continue over the page if needed

Listening Exercise Feedback

Summary of the listening exercise (summarised by the Bishop’s Reviewer)

Reviewee’s observations and response to the listening exercise

Comment on the usefulness of the listening exercise

If there is anything you wish to reflect or comment upon regarding the last 12 months, which has not been included elsewhere in your Review, please note it here.

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Ministerial Development Review Document D Diocesan Bishop Review Form



Name of Reviewee ______________________________

Bishop’s Reviewer ______________________________

MDR Date __________________

Look back on the last 3 years, how have you fulfilled the Ordinal in your ministry? Reflect upon and comment on the challenges, celebrations and laments as you have sought to fulfil the Ordinal in your ministry, over the last 3 years Please look forward and outline future opportunities you would like to seek, and comment on your calling

Please continue on separate sheet if required In order to help The Bishop to review your reflections can you please also include parts 1 and 3 from Form C from your last three MDR’s.

This form and supporting documents will also be seen by the Suffragan Bishop, the Bishop of Warrington.

Ministerial Development Review Bishop’s Reviewer Handbook 2011 it... · 2020-01-09 · Bishop’s...

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