Survey slideshow effective leadership and healthy pastoral relations

MINISTRY LEADERSHIP

HOW DO WE SUPPORT EFFECTIVE MINISTRY LEADERSHIP AND HEALTHY PASTORAL RELATIONSHIPS

WITHIN THE UNITED CHURCH OF CANADA?

An introduction to a proposal from the Permanent Committee on Ministry and Employment Policies and Services

November 2011

The Mission and Ministry of the United Church

This proposal is about the work of the United Church of Canada and our faithfulness to the ministry of Jesus Christ in the world.

The ministry leadership model of the United Church involves the training and support of paid ministers: ordained, diaconal and designated lay ministers. There are 2300 paid ministers serving the church.

We depend on the effectiveness of these leaders to fulfil the missions of our 3300 congregations, 300 community ministries, 85 Presbyteries, 13 Conferences and the General Council.

For paid ministers to be effective, they need:• Gifts for leadership, continuous education, skill, commitment• Healthy relationships with their communities of faith• Support through compensation, resources, colleagues, and oversight.

Where did this report come from?

• May 2010 CGE directed that proposals be developed to move some or all pastoral relations responsibilities from the Presbyteries to the Conferences.

• Many research projects, reports and proposals to General Councils in the last eight years pointed in this direction.

Ministry LeadershipHow do we support effective ministry leadership and healthy pastoral relationships in the United Church?

Constituency Feedback

Through this fourth round of consultation, the Executive of the General Council hopes to gain further insight and participation in this project from ministry personnel and congregational members.

• Views on the strengths and weaknesses of the model• Feedback about the perceived impact of the changes• Suggestions for revisions that reflect the positive aspects of

United Church experiences and address the present challenges.


Present Model

Research revealed several common concerns about the present model:

• Volunteers managing employment issues• Effectiveness of oversight and discipline practices • Sustainability of the current model• Potential conflict of peers conducting oversight• Need for more collegiality and support for local and

regional mission and ministry• “Tweaking” the present model will not address concerns


Research Findings

Excerpts from the Collaborative Research Project (Winter 2011)


Ministry LeadershipHow do we support effective ministry leadership & healthy pastoral relationships in the United Church?

86.5% Agree


43.5% not receiving spiritual guidance they need


50.1% not receiving support they need from Church

Change: an adaptive challenge

•Managing the challenges and difficulty of change depends on two factors:• The presence of a clear vision for the future and/or outcome• The conscious recognition that change is necessary

•Significant change requires looking at things in totally new ways and doing them in radically difference ways. This is difficult for all of us. Like our ancestors in faith, we can set out on this journey with great expectation but when the way seems unclear or the result not guaranteed, we often want to return to what was familiar back in Egypt.


Adaptive Challenge

A New Model for Effective Ministry Leadership

and Healthy Pastoral Relationships


Proposal Summary

This report considers the health of ministry personnel and the local ministry units they serve, by redefining key areas of pastoral responsibilities.

Congregations and local ministries: •support for their mission and ministry leadership

Presbytery: •pastoral relations policies related to defining mission and assessing leadership needs, and identifying new leadership

Conference: •policies related to the credentials of ministry personnel, employment standards and the initiation or ending of pastoral relationships, supported by professional staff


Proposed New Model – Local Ministries


Proposed New Model – Presbyteries



Proposed New Model – Conferences

Proposed New Model – General Council


Implications• Changes in polity • Additional personnel staff • Changes for volunteer responsibilities

Opportunities• Increased time and energy for mission projects and programs• Collegiality and cooperation, pastoral and spiritual care • Revitalizing pastoral relations processes• Increased staff support for the search and selection process• Increased vocational support and assessment for ministry personnel• Reclaiming an aspect of our Methodist tradition


Financial implications

• Creation of 15 new personnel staff positions• Requires a revised funding approach• Potential cost savings by shortening processes and early resolution of

conflicts• Shorter transition times for congregations


Possible funding options

The General Secretary has been directed to develop proposals for funding options including, but not limited to:

• reallocation of current General Council budget • an assessment similar to EAP or Restorative Care• earmarking of conference grants


Action by the Executive of the General Council

• Received report for information in November 2011• Authorized consultation with wider church on the wisdom

and viability of all or some of the proposed model• Report back March 2012

To view and download a copy of the full report, Click Here


Survey slideshow effective leadership and healthy pastoral relations

Spiritual

Transcript of Survey slideshow effective leadership and healthy pastoral relations