Handbook for Curates and their Training Ministers in the Diocese of Leeds 2017/18

Transcription

1 THE DIOCESE OF LEEDS Handbook for Curates and their Training Ministers in the Diocese of Leeds 2017/18

2 Section 1 Introduction to Curacy 4 Foreword 4 Useful Contacts 5 Curate Contact Details 8 IME Phase 2 programme for 2017/18 12 Page 1.1 Changing Lives - Faithful God Growing Leaders Patterns of Curacy Common Tenure Support in the Transition 20 Section 2 The Development and Training Programme Three Dimensions The Training Minister The Working and Learning Agreement Regular Supervision The Importance of Pastoral Supervision The Core Functions of Pastoral Supervision Keeping the balance in Pastoral Supervision The Context of Pastoral Supervision The Content of a Pastoral Supervision A checklist for exploring the behaviour, experience or event under review Stages and skills for Analysis and Reflection in Pastoral Supervision Some suggested themes for Supervision IME Diocesan Programme IME Yr Academic Modules Study time & CMD Grants Travel Costs Keeping track on your progress If things go wrong Moving on from Curacy 28 2

3 Section 3 IME 1-4 Learning and Development Portfolio Keeping a Portfolio Core skills and experiences MSE Curates Reflection sheet Deacons Formation Grid Final Assessment Formation Grid 40 Section 4 Reports and Assessment of Curacy Reporting and Assessment of Curacy Pre Priesting Reports Mid Curacy Review End of Curacy Review Peer Presentations Yr Peer Presentations Yr 2& Sermon Assessment for Curates 51 Section 5 Guidelines for Placements During a Curacy 53 Section 6 Paperwork The Ordinal IME Phase 2 Travel Claim Form IME Phase 2 CMD Grant Application Form The Role and Ministry of a Curate during a Parish Vacancy Church of England Learning Outcomes through Curacy Using the Formation Criteria Criteria for the Appointment of a Training Minister Summary of Expectations for Training Ministers 73 3

4 Section 1 Introduction to Curacy Foreword Welcome to the new first year curates, and congratulations on your ordination as deacon; now a whole new stage of your ongoing journey begins. Congratulations, too, to the second year curates on your priesting. For those of you who are entering the third year, the end of curacy is in sight a prospect which probably brings a mixture of excitement and apprehension. It is a great privilege for us to accompany you all on this stretch of the journey and a source of joy to see your ministries maturing. This is only the second year we have been operating an integrated programme for curates across the whole diocese, and we are still trying things out and adjusting in the light of experience. We would welcome your feedback on what works and does not work for you. Happily the team of Clergy Development Officers (CDO) is taking shape. For the past year three of us have been covering the five areas. We are looking forward to having a full complement of five officers, one for each area: June Lawson has recently begun work as CDO for the Wakefield area (May 2017); Cat Thatcher will shortly be starting as CDO for the Bradford area; and Stephen Kelly, in his retirement, has generously offered to continue covering the vacancy for the Huddersfield area until a new appointment is made there. One of the considerations is getting a balance between what we do as a whole diocese all together, and what is better done in smaller local groups. The programme is a mixture of different levels of cohort size: 1. Some sessions are for all the curates across the diocese: either by year group (e.g. the Moving On session for 3 rd years); or bringing all the years together (e.g. the residential with James Lawrence) 2. Some sessions are for all curates across the Yorkshire Regional Training Partnership, like the Deacons day for year 1 curates on 14 th October, and the day on Leadership for year 2 & 3 curates on 30 th September. 3. Some sessions will be in two regional groups: Huddersfield & Wakefield as one group (with June Lawson and Stephen Kelly); and Bradford, Leeds and Ripon (with Cat Thatcher, Andrew Tawn and Louise Taylor-Kenyon). 4. Some sessions will be small local groups (possibly but not necessarily within Episcopal areas). These allow for small group discussion and sharing of experience We very much look forward to working with you over the coming year. God bless you, Cat Thatcher (Bradford) Stephen Kelly (Huddersfield) Andrew Tawn (Leeds) Louise Taylor-Kenyon (Ripon) June Lawson (Wakefield) 4

5 Contacts Clergy Development Officers Director of Clergy Development for the diocese and CDO for Leeds area: The Revd Canon Andrew Tawn Office tel: Home tel: (If necessary, please mark s confidential or use ) Bradford area: The Revd Cat Thatcher Tel: (or mobile for emergencies: ) Huddersfield area: The Revd Canon Stephen Kelly Tel: Mobile: landline tba Ripon area: The Revd. Louise Taylor-Kenyon Tel: Wakefield area: The Revd. June Lawson Tel: (mob) Home (evenings) IME Admin: The Revd Susan Rusholme or Jenice Guild Both at Diocese of Leeds, Church House, York Place, LEEDS LS1 2EX Sue: Tel: Jenice: Tel: Bishops: Diocesan Bishop of Leeds The Rt Revd Nick Baines Hollin House Weetwood Avenue Leeds LS16 5NG Tel: (0113) PA: Lyndsay Horsman 5

6 Bradford Area Bishop The Rt Revd Toby Howarth Kirkgate Shipley BD18 3EH Huddersfield Area Bishop The Rt Revd Jonathan Gibbs (Office) (Home) Stone Royd 9 Valley Head Huddersfield HD2 2DH Bishop of Richmond (Leeds Area Bishop) The Rt Revd Paul Slater bishop.paul@leeds.anglican.org (Office) (Home) Church House York Place LEEDS LS1 2EX Ripon Area Bishop Vacancy Wakefield Area Bishop The Rt Revd Tony Robinson bishop.tony@leeds.anglican.org Pontefract House 181A Manygates Lane Wakefield WF2 7DR Counselling service: In the case of personal issues, confidential counselling is available via Churches Ministerial Counselling Service. This service provides confidential, professional counselling to clergy and spouses. This is a self-referring service and it is normal practice for the diocese to pay for up to six sessions. If you wish to make use of this service please contact your Area Co-ordinator: Frances Bloomfield on or frances.cmincs@gmail.com. You will also find further information on the diocesan website under Resources Counselling and Support for Clergy. 6

7 Safeguarding: Jenny Price Bradford and Huddersfield Areas or Jenny Leccardi Wakefield and Leeds Areas or Narinder Lyon Ripon Area or Gail O Neill DBS and Safeguarding Administrator gail.oneill@leeds.anglican.org Diocesan Office: Church House York Place, LEEDS, LS1 2EX Finance: Requests for advice and support relating to parish/pcc.. Shaun Birch Queries about expenses or general diocesan finance Bryan Lewis Leeds Diocesan Office Tel: (0113) finance@leeds.anglican.org 7

8 Curates: Year 3 Ordained 2015 Contact Bradford Jonathan Cain Bolton Abbey Andrew Howorth Sue Jennings Tracey Raistrick Huddersfield Evelyne Barrow Addingham Manningham Uttley St Mark & Keighley Upper Holme Valley Refer to Who s Who on the Diocesan website for up to date information Marcus Bull John Dracup Linda Maslen Jack Parkes Leeds Nick Lattimer Olasupo Ogunyinka Ripon Nick Morgan Claire Renshaw Alison Stewart-Smith Wakefield Caroline Harrison Erringden Coley Mount Pellon and St Augustine Cleckheaton St James' Woodside Leeds Beeston, Leeds Masham and Healey- Well with Snape and West Tanfield & North Stanley. Knaresborough Team Ministry Swaledale with Arkengarthdale Lundwood Refer to Who s Who on the Diocesan website for up to date information Refer to Who s Who on the Diocesan website for up to date information Refer to Who s Who on the Diocesan website for up to date information Phil Maries Craig Tomlinson Normanton Barnsley St Mary & St Paul Refer to Who s Who on the Diocesan website for up to date information Debbie Horsfall Repeating yr 3 8

9 Year 2 Ordained 2016 Bradford Robert Johnson Woodhall and Thornbury Anthony Laotan Nathanael Poole Idle Great Horton Refer to Who s Who on the Diocesan website for up to date information Tim Roberts Huddersfield Steven Harvey Simon Scott Cindy Sheard Andrew Steer Leeds Sue McWhinney Alison Battye Sonia Kasibante Jimmy Lawrence Hannah Lievesley Ripon Julie Clarkson Clayton Holy Trinity Huddersfield Halifax Minster & Siddal Heckmondwike & Liversedge Almondbury with Farnley Tyas Calverley Whitkirk Gipton & Oakwood Otley Farsley and Rodley Barnoldswick with Bracewell Refer to Who s Who on the Diocesan website for up to date information Refer to Who s Who on the Diocesan website for up to date information Ruth Donegan-Cross Bilton Stephen Hanscombe Alex Ladds Stroma McDermott Bedale Broughton, Marton and Thornton Wetherby Refer to Who s Who on the Diocesan website for up to date information Tim Madeley Ingleborough Wakefield 9

10 Angela Brownridge Airedale Holy Cross John Fisher Kate Reynolds Lucy Savage Tim Stevens Darton & Staincross South Elmsall Ossett & Gawthorpe Wakefield Cathedral Refer to Who s Who on the Diocesan website for up to date information Year 1 Ordained 2017 Bradford Gareth Howells Derek Jones Huddersfield Yvonne Hagan Steph Hunter Michelle Petch Leeds Bob Bailey Chris Baxfield Angela Birkin Claire Corley Burley in Wharfedale Little Horton Mixenden and Illingworth Cumberworth, Denby and Denby Dale and Shepley Halifax Holy Trinity and St Jude Thorner with Scarcroft, Barwick in Elmet & Scholes Moor Allerton and Shadwell Team Headingley Team and All Hallows St Edmund's Rounday Refer to Who s Who on the Diocesan website for up to date information Refer to Who s Who on the Diocesan website for up to date information Refer to Who s Who on the Diocesan website for up to date information Rolf Mason St Luke Holbeck Dan Ross Upper Armley Ripon Caitlin Carmichael Davies James Handley Abbie Palmer Ripon Cathedral Harrogate St Mark Pannal with Beckwithshaw Refer to Who s Who on the Diocesan website for up to date information 10

11 Alex Wheatley Wakefield Mark Burns Peter Clapham Monika Doering Erik Peeters Skipton Christ Church with Carleton St Mary St Mary and St Paul, Barnsley Featherstone and Purston West Barnsley Lupset and Thornes Refer to Who s Who on the Diocesan website for up to date information Rod Walker St Giles Pontefract 11

12 IME Phase 2 programme Year 1 curates Please note that sessions in blue are optional and apply only to the curates who choose to take an academic pathway through the curacy. Term 1 (2017): Welcome to the diocese and to your IME programme 6 th July 1 5 pm Leeds office or 3 rd July pm Garforth Working Together: for curates and their training incumbents Bradford and Leeds areas: Wed. 27 th September, 12 4 pm at the Leeds office Huddersfield & Wakefield areas: Sat. 30 th September, 10 am 1 pm at Church House, Wakefield Ripon area: Wed. 30 th August, am 1.30 pm, Pannal parish church Deacons Day Saturday 14 th October 10 am 3.30 pm at Mirfield Speaker: Judy Hirst (Diocesan Study Day: 19 th October) Reflecting on Occasional Offices: Funerals Bradford & Leeds: 22 nd November 10 am 2 pm at the Leeds office Huddersfield & Wakefield: Mon. 13 th November 7 9 pm at Mirfield Ripon: Thursday 9 th November 6 9 pm Venue tbc Term 2 (2018): Reflecting on Occasional Offices: Baptisms Bradford, Leeds & Ripon: Wed. 17 th January 10 am 2 pm at the Leeds office Huddersfield & Wakefield: Tues. 6 th February 7 9 pm at Mirfield Inhabiting Public Ministry: study day Saturday 3 rd February 10 am 4 pm at Mirfield A taster day for those considering academic pathways Residential: On mentoring, enabling others, team building 2-4 March 2018 (Friday evening to Sunday lunchtime) The Hawkhills, Easingwold, York, YO61 3EG Leader: James Lawrence, Leadership Principal of CPAS. Research and Reflection (Core Module): Leaders: Rebecca Watson and Mark Vasey-Saunders Saturday 24 th March 10 am 4 pm at Mirfield 12

13 Term3 (2018): Reflecting on Occasional offices: Weddings Bradford, Leeds & Ripon: Wed. 2 nd May 10 am 3 pm at the Leeds office Huddersfield & Wakefield: Wed. 18 th April 6 9 pm at Mirfield (including meal) Research and Reflection (Core Module): Leaders: Rebecca Watson and Mark Vasey-Saunders Saturday 12 th May 10 am 4 pm at Mirfield Pre-Priesting review (early May - dates to be arranged on an individual basis) For Curate, training incumbent & area CDO Preparing for Priesthood Bradford & Leeds: 13 th June 10 am 3 pm (venue: church of one of the curates) Huddersfield & Wakefield: Thurs. 24 th May 7 9 pm at Mirfield Ripon: 6 th June (venue: tbc) Research and Reflection (Core Module): Leaders: Rebecca Watson and Mark Vasey-Saunders Saturday 9 th June 10 am 4 pm at Mirfield Peer presentations (act of worship) dates to be arranged in July Curates taking the Leadership module for credit will not be asked to give a peer presentation Visits July 2018; dates tba A range of options to choose from: e.g. prison chaplaincy, Fresh expression, place of worship of another faith 13

14 Programme for Year 2 Curates Please note that sessions in blue are optional and apply only to the curates who choose to take an academic pathway through the curacy. Term 1 (2017): Leadership day with Ian Parkinson 30 th September 10 am 3 pm at Dewsbury Minster lunch will be provided (Curates taking module for credit finish at 4 pm) Work-Based Learning Group (1) Bradford: October date and venue to be arranged Leeds: Thursday 12 th October or Monday 16 th October, both 10 am 1 pm Huddersfield: October date and venue to be arranged Wakefield: Thursday 12 th October, pm Church House, Wakefield Ripon: 25 th October (time and venue to be confirmed) Leadership study day 2 with Ian Parkinson Saturday 11th Nov, 10 am 4 pm at Mirfield Leading change with Andrew Tawn Either Thurs. 23 rd November: 12 noon 4 pm including lunch: venue to be arranged Or Tues. 28 th November 6.30 pm 9.30 pm (including buffet tea): venue to be arranged Those doing the Leadership and Collaboration module are not required to attend this session Term 2 (2018): Stewardship with Jo Beacroft-Mitchell Choice of three dates and venues: Thursday 1 st Feb, 10am to 4pm St Peter s Church, Gildersome Wednesday 7 th Feb 10 am 4 pm Venue to be arranged (probably in the Harrogate area) Tuesday 6 th Feb, pm, Mirfield Centre, Stocksbank Road, Mirfield Leadership study day 3 with Ian Parkinson Saturday 10th Feb, 10 am 4 pm at Mirfield Residential: On mentoring, enabling others, team building 2-4 March 2018 (Friday evening to Sunday lunchtime) The Hawkhills, Easingwold, York, YO61 3EG Leader: James Lawrence, Leadership Principal of CPAS. Peer presentations on an aspect of change leadership (March 2018) Bradford: date and venue to be arranged Leeds: Wednesday 7 th March 11 am 2 pm, or Thursday 8 th March, 12 3 pm Huddersfield: date and venue to be arranged Wakefield: Thursday 22 nd March, pm, Church House, Wakefield Ripon: 14 th March & 15 th March, pm (time to be confirmed and venues to be arranged) Curates taking the Leadership module for credit will not be asked to give a peer presentation 14

15 Term 3 (2018): Presence & engagement session 25th April 10 am 3 pm (venue to be arranged) OR 9th May pm (venue to be arranged) With Richard Bennett, Chief Executive of Faithful Neighbours Work-Based Learning Group (2): May or June 2018 Bradford: date and venue to be arranged Leeds: Tuesday 15 th May, 10 am 2 pm Huddersfield: date and venue to be arranged Wakefield: Thursday 7 th June, pm, Church House Wakefield Ripon: 23 rd & 24 th May, both at pm(time to be confirmed & venue to be arranged) Mid-curacy reviews (May August) Visits (July): dates tba A range of options to choose from: e.g. prison chaplaincy, Fresh expression, place of worship of another faith 15

16 Programme for Year 3 Curates Please note that sessions in blue are optional and apply only to the curates who choose to take an academic pathway through the curacy. Term 1 (2017): Leadership day with Ian Parkinson 30 th September 10 am 3 pm at Dewsbury Minster lunch will be provided (Curates taking module for credit finish at 4 pm) Work-Based Learning Group (1) Bradford: October date to be confirmed Leeds: Thursday 12 th October or Monday 16 th October, both 10 am 1 pm Huddersfield: October date to be confirmed Wakefield: Wednesday 18 th October, pm Church House Wakefield Ripon: Thurs. 2 nd November, 10 am 2 pm Leadership study day 2 with Ian Parkinson Saturday 11th Nov, 10 am 4 pm at Mirfield Leading change with Andrew Tawn Either Thurs. 23 rd November: 12 noon 4 pm including lunch: venue to be arranged Or Tues. 28 th November 6.30 pm 9.30 pm (including buffet tea): venue to be arranged Those doing the Leadership and Collaboration module are not required to attend this session Term 2 (2018): Stewardship with Jo Beacroft-Mitchell Choice of three dates and venues: Thursday 1 st Feb, 10am to 4pm St Peter s Church, Gildersome Wednesday 7 th Feb 10 am 4 pm Venue to be arranged (probably in the Harrogate area) Tuesday 6 th Feb, pm, Mirfield Centre, Stocksbank Road, Mirfield Leadership study day 3 with Ian Parkinson Saturday 10th Feb, 10 am 4 pm at Mirfield Moving On with 3D coaching 21 st February 10 am 4 pm at the Leeds office Residential: On mentoring, enabling others, team building 2-4 March 2018 (Friday evening to Sunday lunch) The Hawkhills, Easingwold, York, YO61 3EG Leader: James Lawrence, Leadership Principal of CPAS. Peer presentations on an aspect of change leadership (March) Bradford: date to be arranged Leeds: Wednesday 7 th March 11 am 2 pm, or Thursday 8 th March, 12 3 pm Huddersfield: date to be arranged 16

17 Wakefield: Thursday 20 th March, 12.30pm-2.30pm Church House Wakefield Ripon: 14 th March & 15 th March, pm Curates taking the Leadership module for credit will not be asked to give a peer presentation Term 3 (2018): Meeting with Bishop Nick Monday evening 23 rd April pm At Hollin House Work-Based Learning Group (2) May Bradford: date to be arranged Leeds: Tuesday 15 th May, 10 am 2 pm Huddersfield: date to be arranged Wakefield: Thursday June 7 th, pm Church House Wakefield Ripon: date to be arranged End of curacy reviews (June) Visits (July) optional for 3 rd years A range of options to choose from: e.g. prison chaplaincy, Fresh expression, place of worship of another faith 17

18 1.1 Changing Lives - Faithful God For most of us, life involves change and sometimes major changes. You may well have already made several significant transitions in your life. Moving home, getting married, the birth of children, changing jobs, sensing a new vocation and learning to study all over again. Being ordained brings big changes to your life. It means taking on a new lifestyle, a new title and getting used to wearing a dog collar! It involves doing new things and may entail moving to an unfamiliar area and settling into a new home. It certainly involves meeting many new people and possibly finding it hard to remember all their names! But it is much more than any or all of these things. Ordination is a high and holy calling. Through ordination you become a public figure, a representative of the Church and a Christian leader. People have high expectations of you and are liable to project certain emotions on to you. New and wonderful opportunities for service and witness will come your way; challenges and difficulties will confront you. In all these things your faith and reliance will grow and you will help others to grow in faith and faithfulness. As you reflect on your own ministry, you may find it helpful to revisit the statements in the Ordinal (you will find a copy in section 3 of this handbook). 1.2 Growing Leaders Strictly speaking, you are an assistant curate. In other words, you are a minister who assists in the cure of souls of the people among whom you serve. But it would be a mistake to think of the purpose of the post, and the focus of your ministry, only in terms of the assistance that you give, important as that may be. This post is part of your training. It continues the pathway of learning, formation and development that you began many years ago, and which will be life-long. It is God s gift that we are all different people, and the situations in which we minister are unique. However, the national church recognizes that, alongside this variety, there is wisdom in a structured approach to the learning and formative experience of being in a title post. This helps to ensure that there is greater consistency in the expectations that the church and the public have of ministers in the first years after ordination, and, more importantly, ministers are supported effectively in order that their gifts as leaders in mission can grow. 1.3 Patterns of Curacy Patterns of ordained ministry and of church life are changing constantly. This is one way in which God s Spirit is at work to renew his Church for mission in the 21 st century. In this diocese there is a conscious attempt to encourage and equip men and women in a variety of patterns of curacy and ordained ministry. Stipendiary Curates Who are paid and almost always in whole-time parochial ministry. Sometimes, stipendiary Curates also exercise an additional ministry e.g. as a school chaplain. Ordained Pioneer Curates Who are called, trained and ordained to initiate new and pioneer forms of mission and ministry in the church. They may or may not be stipendiary. The initial special selection criteria for Ordained Pioneer Ministers (OPM) are additional to the general criteria for all ordination training candidates. By your end of curacy assessment you must have covered the same core skills and experiences as other curates to enable you to take up a range of posts in parochial ministry or chaplaincy, in addition to the principal areas for pioneer ministry. Self-Supporting Curates Who offer part time ministry in the parish, often alongside a demanding job in secular employment. They may feel they have a ministry in their workplace as well as in the church. SSMs receive expenses of office, but not a stipend. The expense of normal parish business will be covered by the parish. Where the SSM curate lives outside the parish in which they serve, the Diocese will normally pay the travel expenses from the curate s home to the parish boundary. 18

19 Curates in Secular Employment Who work full or part time for a secular employer and exercise a workplace ministry (Ministers in Secular Employment/MSE). They are attached to a worshipping community based in parish or a chaplaincy setting. Distinctive Deacons Who have a vocation to serve in deacon s orders. They may or may not be stipendiary, full or part time. Mixed Mode Curates Begin their curacy two years before ordination and may be self-supporting or in secular employment. They train on a Sandwich Course model between college/course and parish, and are then ordained to continue their curacy. Duration of Curacy Curacies for stipendiary curates in this diocese are for four years. This means that the diocese is committed to providing a stipend and housing right up to the end of the fourth year of the curacy, though the end of curacy assessment comes at the end of the third year. Stipendiary curates may start looking for a new post from 31 st March towards the end of their third year, but if they then apply for a post before they have been through their final assessment they must make clear that their progress is conditional upon the outcome of that assessment and they would not be free to move until after the bishop has signed them off as having completed the requirements of the curacy. For Self-Supporting curates the end of curacy assessment usually comes at the end of their fourth year of curacy. Once their curacy has been signed off by the bishop they will have a discussion with their area bishop about their future ministry. One option may be to remain in the same parish as their curacy, in which case they would then be re-licensed as an Associate Minister to mark the transition to a new stage of their ministry. Another option would be to move to another parish as Associate Minister. The curacy may also be extended because of maternity leave or another long term absence. 1.4 Common Tenure Common Tenure is the new form of office holding introduced by the Ecclesiastical Offices (Terms of Service) Measure This form of holding office applies to all those appointed to office after the implementation date of 31 st January Common tenure applies to both stipendiary and self-supporting priests. Under Regulation 29 some common tenure posts are time limited and this is known as Qualified Common Tenure. It occurs in situations where the post is: created to cover the absence of another office holder held by a member of clergy over the age of 70 a training post probationary under Bishop s Mission Order held with another office or employment subject to limited leave to remain a post designated as a Locally Supported Ministry Post* *A post may only be designated as a Locally Supported Ministry Post if: It is held by an assistant curate who is not in sole or principal charge of the parish in which he or she serves; The PCC has entered into a legally binding agreement with the DBF to meet all the costs, including stipend, expenses, pension and housing; The office holder, bishop and PCC have all given their consent in writing. 19

20 All clergy on Common Tenure will be issued a Statement of Particulars within one month of the date from which the office holder took up office or moved onto Common Tenure. The Statement of Particulars (SOP) is a factual statement of the basic terms and conditions of service that apply to the office holder of a particular office. The information that must be provided in the Statement of Particulars is set out in the Ecclesiastical Offices (Terms of Service) Regulations Further information can be found on the Common Tenure website Support in the Transition We know, because we have made this transition ourselves and we are alongside those who are making it, that there can be trying days as well as the excitement, privilege and opportunity. We know that families pay a price in order to allow the one who is called by God to honour their vocation. To this end we offer this support as a minimum, and urge you to make any particular need known at any time, but especially in the weeks and months either side of ordination. Diocesan Prayer - the candidates and their parishes are a focus of prayer in the diocese in the months either side of the Ordinations Your Training Minister and Clergy Development Officer both of these people are concerned for your wellbeing and development. Do talk with them; they will do all they can to help you settle and flourish in your curacy. Clergy Counselling. The Diocese of Leeds is now working with Churches Ministerial Counselling Service in delivering a confidential, professional source of counselling to its clergy and spouses. This is a self-referring service and it is normal practice for the diocese to pay for up to six sessions. If you wish to make use of this service please contact your Area Co-ordinator: Frances Bloomfield on or frances.cmincs@gmail.com. You will also find further information on the diocesan website under Resources Counselling and Support for Clergy Personal finance can change dramatically, for better or worse, upon becoming a stipendiary minister. Your archdeacons will be happy to help you find the support and advice you might need - and in strictest confidence. 20

21 Section 2 The Development and Training Programme 2.1 Three Dimensions There are three dimensions to the IME Programme, which are intended to offer Curates support for their continuing personal formation and ministerial development. These are Your Training Parish IME Programme Regional Training Partnership The Training Parish 2.2 The Training Minister The foundation of ordained ministry is gained in the title parish and from the relationship with the training minister. For MSE Curates there is the possibility of a title in a different context - such as a chaplaincy The relationship between the curate and their training minister is both personal and professional. It is the single most important element of your training post. The diocese takes time and trouble in identifying and selecting training ministers and then supports them in their vital role. A training minister who receives a deacon commits him/herself to stay in that parish for at least the duration of the curate s diaconate and into the first year of Priest s Orders. Care should be taken to avoid role confusion, for example the training minister acting as counsellor or spiritual director for the curate. Your working relationship needs to be grounded in prayer. Patterns for this will vary, especially for SSM and MSE Curates. For stipendiary colleagues, the sharing together of the Daily Office, expected of Anglican clergy, is a vital part of personal formation and an essential ingredient in the development of a wholesome and Christ-centred relationship between curate and training minister. In scattered rural benefices this shared, daily prayer may present a challenge but it remains a priority. 2.3 The Working and Learning Agreement It is important that the curate begins with a clear idea of what is expected of him/her. The careful preparation of a working agreement can save misunderstandings. You should have completed your Working Agreement before your title placement was confirmed. During the first few weeks of your curacy you and your training incumbent should review and revise this agreement as you settle into the role. 2.4 Regular Supervision Your Training Minister will engage in regular supervision meetings with you. For stipendiary curates these should initially be on a weekly basis. In the latter stages of curacy supervision sessions may take place lass frequently but never less than once a month. For those who are available for public ministry on a more limited basis, frequency of supervision should be decided on an individual basis, but should never be less than once per month for the first two years and once every 6 weeks subsequently. Supervision sessions should normally last between 60 to 90 minutes and you should aim to avoid any interruptions. Brief notes showing subjects covered and action points should be made and kept by the curate and agreed by the training minister. 21

22 2.5 The Importance of Pastoral Supervision The time that you and your Training Minister spend together in regular supervision sessions is a vital part of learning to integrate Christian faith, action and reflection in your ministry. It is also hugely significant for your personal well-being. Supervision, as a means of supporting and managing curacy, should be distinct from the business of managing ministry within the parish. You are encouraged to take primary responsibility for bringing items for supervision e.g. personal encounters, pastoral dilemmas, theological explorations and practical challenges. Your training minister may also wish to bring such items. The agenda of the supervision meeting will be formed by practical and theological reflection on these items in the context of the mission of your church and the life of God s kingdom. This experience will expose you to God s grace, encourage you along the path of risk-taking for the sake of the Kingdom and equip you to undertake the tasks and fulfil the ministry entrusted to you. 2.6 The Core Functions of Pastoral Supervision Three core functions can be distinguished. Pastoral: Formational: Managerial: to support you personally and professionally in your new ministry to encourage you to reflect on your new ordained ministerial identity and to develop your maturity, confidence, understanding and skills. to agree training, work, priorities and boundaries of your Curacy Supervision should provide a regular space: To agree training, work and boundaries for the curacy For the curate to reflect upon his/her work To help the curate develop his/her ministerial understanding and skills For the curate to receive feedback and perspective on his/her work For the curate to be supported and encouraged both as a person and as a minister To ensure the curate does not carry problems/projections alone For the curate to express/explore difficulties encountered To enable the curate to plan and use her/his time and skills well To enable the curate to discern present and future priorities in ministry To ensure the quality of the curate s work To monitor progress, and discuss and agree reports within the assessment process To handle issues/tensions between curate & training minister Core Functions Pastoral/Formational/Managerial Formational Formational Pastoral/Formational Pastoral Pastoral Pastoral/Formational Pastoral/Managerial Managerial/Pastoral Managerial Formational/Managerial Pastoral/Formational/Managerial 22

23 2.7 Keeping the balance in Pastoral Supervision A Focus on the PERSON Too much focus on this can make it into a Counselling Session or Spiritual Direction A Focus on the ROLE/JOB Too much focus on this can make it into a Staff Meeting or Line Management The Supervision relationship should combine a genuine interest in the well-being and personal development of the Curate with a clear focus on empowering and enabling the Curate to develop his/her ministerial identity, understanding, skills and confidence. 2.8 The Context of Pastoral Supervision Supervision involves a framework of expectation which need to be agreed between yourself and your Training Minister a) Venue Your house? Vicarage? Parish Office? You need to be free of interruptions by people or phone/mobile b) Frequency and Duration For full-time curates, initially on a weekly basis. Later less frequently but never less than once a month. For those available for public ministry on a more limited basis, never less than once per month for the first two years and once every 6 weeks subsequently. Supervision sessions should normally last minutes. c) Who sets the agenda? How far in advance? Any activity, analysis or reflection needed in advance to inform discussion. Curate take brief notes and then send them to training minister. d) Confidentiality Agree precise level. (e.g. are Curate s/training Minister s spouses excluded?) Who might need to know? What and when? (e.g. Bishop, Director of Ministry, Spiritual Director?) 2.9 The Content of a Pastoral Supervision Learning takes place through reflection on experience so it is important that the supervision is built on something that has actually happened or an issue which is currently being faced in the life of the church. For example, it is better to reflect on a funeral that has recently taken place than on the theology of death and bereavement in the abstract. It will be helpful to agree a main focus or topic in advance. It is good to have a variety of approaches. The list below offers some possibilities. a) You focus on a task you have performed to be explored and assessed (e.g. a sermon, a visit, a project). b) You focus on a significant event which has been stretching, disturbing or rewarding. 23

24 c) You focus on an area of personal mission/ministry (using the Learning Outcomes document as a checklist). d) You focus on a current practice/policy of the church e.g. baptism policy, approach to marriage of those divorced, policy on worship, pastoral care, overseas mission, finance. e) You focus on a topical concern e.g. the discovery of a particular local need, the challenge of encouraging church growth in your context, a problem, crisis or opportunity which has emerged. f) You focus on a future need e.g. how can you access an experience which will help equip you for ministry in the future e.g. you explore the need for a placement in a chaplaincy or some other context A checklist for exploring the behaviour, experience or event under review a) Facts: Make sure you identify all the relevant facts b) Feelings: Be aware of your feelings and those of others. c) Fantasies: Are there any fantasies (stereotypes, projections, prejudices or assumptions) which need to be exposed and challenged? d) Focus: What lies at the heart of the matter? Which are the key decisions to be made? Focus on relevant personal, practical and underlying theological issues. e) Future: What are the next steps? Who will be taking action? When? 2.11 Stages and skills for Analysis and Reflection in Pastoral Supervision Supervision has less value for personal learning if it only addresses issues in a general way through a more or less free-ranging discussion. It is better to engage in a structured process with a sequence of stages. This approach enables honest feedback and the expression of personal feelings, which can be threatening if they occur unpredictably in the course of an unstructured conversation. A suggested structure is :- 1 Gathering Relevant Information Ask Sharing what has happened. Who is involved and what are the relationships? What feelings and attitudes are present? Where is power present or absent? Skills required by the supervisor at this stage of the supervision process Attentive listening and accurate observation of non-verbal-signs. Clarifying facts and understanding, checking out. 2 Diagnosis. Ask - What are the important elements and issues at stake? What part is the Curate playing? How is s/he being affected? Skills required at this stage of the supervision process Analysis of possible causes and consequences of attitudes/actions Confronting reality and not colluding Evaluating the relative importance of the factors which are present 3 Reflection. Ask - How might appropriate theological, legal, organisational insights/facts shed light on the situation? Is there any area of scripture, doctrine, ethics or pastoral theology which could usefully guide your decision making? Skills required at this stage of the supervision process Access to resources (people, books, websites, funds.) Ability to engage in a process of theological reflection 4 Vision/Future Options. Ask - What would you like to see in place? 24

25 How would you like your ministry to develop? What are the possible ways forward? Is there enough information to be able to see all the options? Skills required at this stage of the supervision process Ability to wait, listen, pray and discern. Sensitivity and patience to avoid impulsive action, premature closure. 5 Priorities. Ask - What are you going to focus on first? What seems urgent? What is important? Skills required at this stage of the supervision process The ability to see the big picture and to make decisions. A clear vision/specific objectives by which to set criteria for prioritising. 6 Action Plan. Ask - What are the next steps? What, if anything might be done differently next time? Who might help you? Are there any implications for wider church policy? What resolution(s) do I/we take away to implement in future? Timetable and deadlines for each step? Skills required at this stage of the supervision process The capacity to plan for change. Communication skills The ability to initiate appropriate action 2.12 Some suggested themes for Supervision. Care of self, including personal/spiritual awareness Relationships with staff, family, congregation and wider community Leading worship Preaching Occasional offices Styles of leadership Mission in your local context Pastoral care and relationships Handling change Conflict management Work with children and young people both in church and in schools Personal organisation and administration - time management Demands and stresses of ministry Integrating previous experience into ordained ministry Projects e.g. evangelistic, community engagement, church buildings Other topics which appear in the learning and development portfolio 25

26 Diocesan IME Programme 2.13 IME Diocesan programme The second dimension of your training provision is offered on a diocesan basis. The aim is to complement and enrich all that you are learning in your local context. Attendance at IME events involves travel across the diocese and provides curates with an insight into the church s mission and ministry in different contexts. Varieties of church tradition provide further enrichment. Meetings combine space both for catching up and for the exploration of appropriate issues and themes. All Curates share in an IME Group of peers, which are richly diverse groups and, as trust grows, they provide a place of collegial learning, fellowship and support. Meetings take place either during the day or on an evening and sometimes they combine more than one year group. There is an annual residential event for Curates in years 1-3. All matters of pastoral care or concern about the training relationship with your incumbent should be referred to your Clergy Development Officer. You are expected to attend all the events in your IME programme, unless you are prevented by exceptional circumstances which should be discussed with your Clergy Development Officer. Records of attendance will be shared with the bishops and will be taken into account during the final assessment of curacy process IME Yr 4 Once Curates have completed the first three years, they join the ongoing programme of CMD events. As stipendiary curates are appointed to their next post, they join the First Responsibility course which brings together all in their first post of responsibility from across the new diocese. The Regional Training Partnership 2.15 Academic Modules The third element of your training provision brings you into contact with Curates from across Yorkshire. In your first year there is a Yorkshire Deacon s Day on Saturday 14 th October 2017 at the College of the Resurrection in Mirfield. For those wishing to study the Common Awards module Reflective Practice: Inhabiting Public Ministry for academic credit, there are further module days on Saturdays 3 February, 24 March and 12 May In IME Yrs 2-3, all curates from the region attend one Saturday each year, while those who are taking the module for credit also attend a further two Saturdays. In the academic module will be Leadership and Collaboration. In all IME Yrs 2-3 curates attend the module days on Saturday 30 September Curates who are registered for academic credit additionally attend module days on Saturday 11 November 2017and Saturday 10 February Curates doing an MA may also do another module of their choice. Curates are not required to register for academic credit. If you choose not to do so you will give a peer presentation to a small group of curates within the diocese on a subject related to the module (see section 4). If you choose to take the modules for credit you can earn various qualifications. If you already have a Graduate Certificate you can work for a BA Hons. If you have a BA Hons you can work for a Post-Graduate Certificate (3 modules), a Post-graduate Diploma (6 modules) or an MA (6 modules & a dissertation). Stipendiary curates are encouraged to take modules for credit, on the grounds that they will engage more meaningfully with the module through the study and reflection. The diocese will pay for three modules in full and will help towards further modules so it is unlikely you will have the chance to gain a cheaper MA ever again! 26

27 Further details of the academic modules can be obtained from Andrew Tawn, who is acting as the link between all the curates in the Yorkshire Regional Training Partnership and St Hild College/ Common awards Study time & CMD Grants It is recommended that curates spend 15% of their time on study which is the equivalent of a day a week for full time ministers. That includes the IME programme as well as personal study and reflection. Curates are entitled to a CMD grant for training events in addition to the IME programme. You may also use this grant towards the cost of books, as long as the books are related to your ministerial development and you can provide receipts. The CMD grant is the equivalent of about 1% of a stipend (currently 250 a year). This can accumulate for up to three years if not used. Clergy can also apply for a retreat grant of up to 210 per year. This does not accumulate form one year to the next Travel Costs Since Curates are expected to attend the meetings in the IME programme, travel costs will be reimbursed at the diocesan rate. Wherever possible, please will you arrange to share transport. This accords with the green agenda of the Diocese and contains costs and encourages you to spend a bit more time with each other. Public transport and parking costs should be supported by receipts. Taxi fares will not be reimbursed. There is a form to copy at the back of this handbook, or you could ask Sue Rusholme (susan.rusholme@leeds.anglican.org ) to send a copy electronically. Claims for travel costs incurred up to December should be submitted for authorisation to Sue in the Leeds Diocesan Office not later than the first Friday in January. Claims for costs incurred between January June should be submitted not later than the first Friday in July Keeping track on your progress There are three resources provided to assist you through Curacy. a) The Learning and Training Grids You will find the Learning and Training grids in Section 3 of the Handbook. There are two grids: one to be completed before your priesting and the other for your final assessment in Year 3. The aim of the grids is to help you in your own awareness of your learning and formation during the curacy. They reflect the categories of national criteria published by the Church of England s Ministry Division. The grid can be used as a checklist at your supervision sessions to make sure you are covering all the areas of learning. Please use the material creatively and start to make notes and record your progress from an early stage. That way you can record experiences more accurately and you avoid a large backlog when you come to hand them in. There will be areas in which you make clear progress. In other areas it may be that you have progressed more than you realise, whilst at the same time you have also become aware of how much more there is for you to learn about ministry, about God, about prayer, and about yourself. The lists of topics in these pages are also a useful guide to areas in which you may feel less at home, or where there is apparently limited potential for growing in knowledge or experience in your individual setting (which you may therefore need to find elsewhere). It is important to make the best of the potential that a title post offers for fresh insights and God s surprises. Conversely, it is vital for an assistant curate not to concentrate exclusively on aspects of ministry which come easily or which seem more readily to bring recognition or satisfaction. Use the lists to help you check this You can obtain electronic copies of the grids from the diocesan website on the page for Training Curates (IME) or from Susan Rusholme in the Leeds Diocesan Office: susan.rusholme@leeds.anglican.org 27

28 b) The Ministry Division s Formation Criteria Towards the back of this folder you will find the national ministry division s formation criteria. These provide a guide to expected outcomes at the completion of curacy and your final assessment will be against these criteria. As you progress through your curacy, you and your training minister should refer to these as well as the learning and training grids. A copy of the document is provided in section 2 of the Handbook or an electronic version can be obtained from Susan Rusholme in the Leeds Diocesan Office susan.rusholme@leeds.anglican.org 2.19 If things go wrong If either a curate or their training minister experiences concerns in the training relationship, or if the curate is experiencing difficulties personally or within ministry generally, the first person to contact should normally be your area Clergy Development Officer. S/He will visit and meet with the curate and the training minister either individually or together. Often, such a consultation will resolve an issue or identify the need for some appropriate support which enables the curacy to continue and flourish. The Bishop will become involved if there are significant problems. A move of curacy should be seen as the last resort, but is, in rare circumstances, the only realistic way forward. In the case of personal issues, confidential counselling is available via Churches Ministerial Counselling Service. This service provides confidential, professional counselling to clergy and spouses. This is a selfreferring service and it is normal practice for the diocese to pay for up to six sessions. If you wish to make use of this service please contact your Area Co-ordinator: Frances Bloomfield on or frances.cmincs@gmail.com. You will also find further information on the diocesan website under Resources Counselling and Support for Clergy Moving on from Curacy The moving on process feels quite different for stipendiary curates and SSMs and so the two processes are set out separately: For stipendiary curates There is a Moving On IME session for 3 rd year curates. In the current programme this will be on 21 st February You may start looking for a new post from the beginning of April towards the end of your third year. This allows curates with children at school the possibility of moving during the summer holidays between 3 rd and 4 th year of curacy. However, if you apply for a new post before your final assessment you must make it clear that your appointment would be conditional upon the outcome of the final assessment and that you would not be free to take up the new post until after you have been signed off by the bishop. In preparation for your final assessment you will need to provide your IME officer with reports from: you, your training incumbent, a churchwarden, a community partner and an ecumenical partner. Your IME officer will provide templates for these. Your final assessment would normally take place in June at the end of your third year. On the strength of this your IME officer will write to your area bishop and Bishop Nick confirming that you have fulfilled the required formation criteria and recommending that you are ready to apply for your next post. You are formally signed off when you receive a letter from the bishop. This process should be completed by 1 st July. 28

29 You are all on a four year curacy. That means the diocese is obliged to provide you with a house and stipend for the full four years. You have a generous window of well over a year to look for a new post (between 1 st April in your 3 rd year and the end of your 4 th year). Whenever you apply for a post you should inform your area bishop, as they have to provide a reference for you. When you are appointed to a new post the diocese(s) will agree a finishing date for your current post and a starting date for your new post. It is reasonable to expect a gap of 2-3 weeks between these dates, to allow for moving and settling in. (If you are moving to a new diocese, your current diocese would pay your stipend up to the start date of your new post). If you are still looking for a post towards the end of your fourth year and you are concerned about running out of time, you should speak to your area bishop about the possibility of an extension to your curacy. The diocese is under no obligation to continue providing you with house and stipend beyond the end of your 4 th year, but it is possible they would grant an extension. However you need to be able to show that you have been applying for posts the diocese is much more likely to be sympathetic towards you if you are actively trying to find somewhere than if you are being choosy. It is also possible that the diocese would make an extension conditional upon your doing a piece of work somewhere other than your curacy parish e.g. covering a vacancy in a nearby parish. For SSM curates For SSMs the end of curacy assessment comes at the end of your 4 th year. It is diocesan policy to allow SSMs longer to meet and complete the formation criteria as your ministry is not usually full time. There may be exceptions to this. Under certain circumstances the end of curacy assessment may be brought forward, and if more time is needed to meet the formation criteria the assessment could be delayed. The Church of England allows up to seven years for an SSM to complete the formation criteria. This is in recognition that because SSMs are not usually full time in their curacy they should be allowed longer to gain the required experience. However it is rare that this extra time is needed or appropriate and SSM curacies usually come to an end with the end of curacy assessment at the end of the 4 th year. Around the time of your end of curacy assessment you will meet with your area bishop to discuss options for the next stage of your ministry. One option is to remain in your curacy parish but with a change of title to Associate Minister or Associate Priest. Legally you would still be an assistant curate but the change of title is to make clear to the congregation that your status has changed. If you remain in the same parish you would need to review and revise you working agreement; at this point you might take on particular responsibility for some area of work within the parish. You would also be re-licensed by the bishop. Another option is to move to another parish or place of ministry. After conversation with your area bishop you would be invited to look at a post where the diocese feels there is a need for an assistant minister. Consideration would be given to where you live, your strengths and gifts, and your preferred church tradition. There is a new initiative to prepare SSMs to join a bank of ministers available to provide interim ministry in parishes where there is a vacancy. Those in this bank would undergo training with the diocesan SSM officer. SSMs in this bank would still have a base in a parish but would be released from that parish for the duration of the interim ministry and would return to their parish base once the vacancy cover is completed. 29

30 Section 3 IME 1-4 Learning and Development Portfolio 3.1 Keeping a Portfolio As you progress through Curacy, you will need to build and keep a portfolio showing evidence of learning, which may include selected orders of services you have devised and led, records of events you have planned and attended, and of any other training and development which has been significant. You can also use it to keep a diary of experience, and notes of reflection on experience. Overall, the portfolio should reflect the significant stages of your training and development over these years. The items in the column headed What must go in the portfolio provide essential evidence of your progress through the curacy. The items in the right hand column are largely for your benefit. Year What must go in the portfolio All these items will be read by the Director of Ministry / an IME tutor and feedback will given where appropriate. Year 1 Copy of your Working & Learning Agreement Deacons Grid A reflection on one incident or aspect of your ministry (using the form at 3.4 in this handbook or downloaded from the diocesan website). If you are taking the Inhabiting Public Ministry module for credit please submit an assignment form the module instead of the reflection sheet. An assessed sermon with feedback sheet from your training incumbent Pre-priesting reports & summary of meeting A sample of notes from three supervision sessions Year 2 An assessed sermon, with feedback sheets (congregation) A sample of notes from three supervision sessions Summary of Mid-Curacy review Year 3 An assessed sermon, with feedback sheets (congregation) Final assessment grid Final assessment reports from self, training minister, church warden(s), community representative, ecumenical colleague What you may also choose to put in Selected service sheets from occasional offices / special services you have led Any letters or cards of thanks you receive Journaling or other forms of reflection Any other relevant training you have attended Selected service sheets from occasional offices / special services you have led Any letters or cards of thanks you receive Journaling or other forms of reflection Any other relevant training you have attended Selected service sheets from occasional offices / special services you have led Any letters or cards of thanks you receive Journaling or other forms of reflection Any other relevant training you have attended 3.2 Core skills and experiences The formation criteria (section 5.6) offer a nationally prescribed set of core dispositions, skills and knowledge which you should acquire by the end of your curacy. These have been distilled into the Deacon s Grid and Final Assessment formation grid (sections 3.5 and 3.6). You will see that certain skills and experiences should be covered in Year 1. It will be helpful to add a record of your accumulating experience to these grids as you go along. The grids can be referred to in later reports and interviews. You will be asked to submit a copy of your completed Deacons grid with your priesting report in April of Year 1. 30

31 In Years 2-4 it is expected that the skills and topics covered will develop further as you become more experienced. However, the formal work to be completed during this time focuses on a number of reports and reflections by you and by others involved in your training. It is very important, therefore, that you are given sufficient time and encouragement for this part of your training. Stipendiary curates will be asked to submit a copy of the completed Formation grid in May of Year 3 with your final assessment of curacy report. For SSMs this will happen in May of year 4. Please note: the column marked Experience should offer a simple record of the experience you have gained in this area: e.g. I have conducted 6 weddings. Bullet points are fine. Please do not spend lots of time writing paragraphs. Similarly the column marked Priority should be a simple indication of areas you have identified to work on over the coming year. 3.3 MSE Curates The work-place focus of ministry for MSE clergy is a vital dimension of the mission of the Church. The elements included in section 9 of the following core skills record are likely to be of special significance for those training for this type of ordained ministry. 3.4 Reflection sheet Please use the following page for the first year reflection for your portfolio. This page is available electronically. You may also use this as a template for your reflections shared in the work-based learning groups (years 2 & 3). 31

32 Date: Description of event or activity: e.g. meeting with TM, sermon, observation, conducting a funeral etc., IME session Reflection on event or activity: arising from e.g. personal reflection, supervision with Training Minister, feedback from others etc. Change in ministerial practice: list any ways in which your reflection will lead to changes in your practice of ministry. An example might be after reflecting on a conflict situation I have experienced, in future, I will consult earlier and more fully when next I plan change... 32

33 3.5 Deacons Formation Grid 1) Personal Formation It is important that you give yourself time to reflect on your own Christian discipleship and formation and particularly how the experience of ordination has affected your journey of faith. It may be helpful to discuss this with your spiritual director. Spirituality and prayer life Experience Priority and plans for future development IME Phase 2 Year 1 Daily office/prayer time/meditation Spiritual Director/Soul Friend Acquaintance with different prayer styles Personality, character and relationships Experience Priority and plans for future development Year 1 Reflection on role - dynamic of private & public life Discipline of working rhythms, including time off Development of support networks Personal safety awareness Understanding of confidentiality Have you read the Guidelines for the Professional Conduct of the Clergy (see link below)? Vocation & Quality of Mind Experience Priority and plans for future development Year 1 See reflection sheet most stimulating theology books read this year Note: The Church of England booklet Guidelines for the Professional Conduct of the Clergy (downloadable from the Ministry Division website):

34 Deacons Formation Grid (cont.) 2) Conduct of worship It is important that you experience the breadth of traditions in the Church of England so you may need to arrange opportunities in other churches. Note that this is about developing competence and understanding rather than just ticking off a checklist. Year 1 Leading worship (in a variety of different services) Active part in the liturgy of Baptism and the preparation of candidates (aim: at least 3) Funerals church, crematorium and ministering to the bereaved (aim: at least 3) Public reading, speaking and singing in church Leading intercessions (on a regular basis) Practical awareness of traditions other than own Preparation to preside at Holy Communion Eucharistic vessels, local customs etc. Experience Priority and plans for future development Notes: 1. You will also be asked to give a peer presentation on an act of worship you have devised and led during Year Curacy is a good time to visit other churches in order to widen your experience. It is entirely appropriate for you to take this opportunity on occasional Sundays during your curacy. Please discuss this possibility with your Training Minister. 34

35 Deacons Formation Grid (cont.) 3) Preaching at:- Curacy is the time to develop your repertoire of preaching and communication styles. Aim to develop skills in a speaking for different lengths of time, and using a variety of visual or audio-visual aids. Experiment with different approaches to preaching e.g. exegetical, thematic, issue- based. Experience Priority and plans for future development Year 1 Parish Eucharist All age worship / Children s or Youth services Occasional offices Services attended by a high proportion of non-regular churchgoers (Christingle, Back to Church Sunday) Preparation of visual/audio aids Public speaking which is not preaching NOTES: 1) You will be asked to submit an assessed sermon each year during your curacy. For this you should ask members of the congregation and colleagues to provide occasional feedback on your chosen sermon(s), using the template at section 4.8). These sheets can then form the basis of further discussion in supervision. 2) It is instructive to read and to hear sermons preached by able communicators and to note down the lessons learned! 35

36 Deacons Formation Grid (cont.) 4) Pastoral and Educational Where the following opportunities and experiences are not available in your title parish you may need to arrange a visit elsewhere. Experience Priority and plans for future development Year 1 Safeguarding care of children and vulnerable adults (including national/diocesan guidelines). You are expected to undertake diocesan safeguarding training during your curacy and at least once every three years thereafter. Awareness of current issues in society e.g. racial, gender, sexuality Confirmation/youth group Teaching about faith/ spirituality/prayer Home group/bible study leadership Visiting the sick at home and in hospital Working with volunteers and pastoral management Counselling/listening skills (and an awareness of when to refer people) Pastoral care of people with mental illness Encountering the marginalised e.g. homeless NOTES: 1) MSE Curates will need to have time and space to reflect on workplace issues 36

37 Deacons Formation Grid (cont.) 5) Mission and evangelism Whether they serve in parochial, chaplaincy or work place settings, clergy are called to be leaders in mission and to make their contribution to the task of making Christ known. In addition, a key requirement is that they acquire skills that enable them to equip and enable lay people who by virtue of their baptism are called to be Christ s ambassadors and witnesses in their communities. Experience Priority and plans for future development Engagement in mission of the church in local context Experience of presenting the Gospel to those of little or no church background Experience evangelistic/nurture group courses (Pilgrim, Start, Alpha, Credo, Emmaus etc.) Links with the worldwide Church NOTES 1) During Year 2 or 3 you will attend a module on the Local Church and Mission and give a peer presentation (or do the module assignments for credit). 6) Leadership & Collaboration These issues will be woven into every aspect of your formation and training through curacy. Some Curates begin public ministry with considerable pre-ordination experience in leadership and collaboration. Appropriate sharing of these insights with others brings great enrichment to the Church and to the IME programme. Experience Priority and plans for future development Year1 Exercising a leadership role Awareness of own leadership style Deepening understanding of partnership in ministry Working with lay and ordained colleagues Participation in church structures (PCC, Deanery Chapter, Deanery Synod) NOTE: During Year 2 or 3 you will attend a module on Leadership and Managing Change and give a peer presentation (or do the module assignments for credit). 37

38 Deacons Formation Grid (cont.) 7) Personal and Parish organisation skills The life and witness of the church and the personal ministry of the ordained require good and effective administration. Many of the skills below relate to parochial ministry. MSE Curates will also need to reflect on the necessary skills appropriate to their workplace setting. Year 1 Familiarisation with parish organisation/protocol IT skills establishing templates and good practice (e.g. backing up) Paper Management Familiarity with Canon Law Experience NOTES 1) It is understood that some of the details above may not be relevant to MSE Curates. Priority and plans for future development 8) Ordained Pioneer Ministers The Diocese operates under the guidelines on deployment to title post and IME 1-4 for Ordained Pioneer Ministers (OPM) as approved by Ministry Council. Experience Priority and plans for future development Year 1 Experience in self-directed learning and reflection through mission accompaniment and participation in a learning network. Skills and experience of using mission audit Forming a fresh expression of church in a sustainable way appropriate to the context (this may not start until after IME 1) Evangelism and the nurture of new Christians The ability to teach and equip other pioneers 38

39 Deacons Formation Grid (cont.) 9) Further areas of expertise This section includes other specialist skills and experiences that may apply or occur during curacy particularly, but not exclusively, for those whose ministry is mainly workbased (e.g. MSEs). You may want to add to the list! Experience Priority and plans for future development Year 1 Community involvement Media skills Chaplaincy work Tourism Ministry to structures (e.g. committee work, input into work policy, shaping ethos of professional body/company) Interpretation of the Gospel for the world of work Application of theology to work situation Prophetic Ministry Faith, Culture and Society Personal ministry to colleagues 39

40 3.6 Final Assessment Formation Grid 1) Personal Formation The following list is a guide for you to monitor your personal formation and includes suggestions and recommendations for support and topics to discuss with your training minister Spirituality and prayer life Experience Priority and plans for future development IME Phase 2 Years 2 3 Personal prayer/prayer with others Leading different styles of prayer Personality, character and relationships Experience Priority and plans for future development Years 2-3 Work/life balance as ministry develops Non-church interests and activities Utilising/integrating previous experience and skills Personal boundaries and sexual dynamics Reflection impact of your role on family & friends Have you read the Guidelines for the Professional Conduct of the Clergy (link below)? Vocation & Quality of Mind Experience Priority and plans for future development Years 2 3 Which 3 theology books / speakers have you found most stimulating over the past year? Have you attended any training events/courses in addition to the IME programme? Note: The Church of England booklet Guidelines for the Professional Conduct of the Clergy (downloadable from the Ministry Division website): is a useful and informative document. Do read it! 40

41 Final Assessment Formation Grid (cont.) 2) Conduct of worship It is important that you experience the breadth of traditions in the Church of England so you may need to arrange opportunities in other churches. Note that this is about developing competence and understanding rather than just ticking off a checklist. Years 2 3 All commonly used authorised services e.g. BCP 1662, Common Worship, said and sung Writing and planning special services/ liturgy Use of liturgical resources: - e.g. New Patterns for Worship, Times & Seasons. Weddings ministry (including marriage preparation, and services of blessing) Holy Week services Working with music and musicians Sacramental use of oils Fresh Expressions worship style(s) Continued awareness of other traditions Experience Priority and plans for future development Notes: 1. Curacy is a good time to visit other churches in order to widen your experience. It is entirely appropriate for you to take this opportunity on occasional Sundays during your curacy. Please discuss this possibility with your Training Minister. 41

42 Final Assessment Formation Grid (cont.) 3) Preaching at:- Curacy is the time to develop your repertoire of preaching and communication styles. Aim to develop skills in a speaking for different lengths of time, and using a variety of visual or audio-visual aids. Experiment with different approaches to preaching e.g. exegetical, thematic, issue- based. Experience Priority and plans for future development Years 2-3 Preaching in a variety of different contexts, and in different styles. Please give a range of examples. Preaching a series of sermons (e.g.. 3 Hours Service on Good Friday or on consecutive Sundays) NOTES: 1. It is helpful to ask members of the congregation or colleagues to provide occasional feedback on your sermons. Please include in your portfolio one assessed sermon, with feedback sheets, from IME 2 and one from IME It is instructive to read and to hear sermons preached by able communicators and to note down the lessons learned! 42

43 Final Assessment Formation Grid (cont.) 4) Pastoral and Educational Where the following opportunities and experiences are not available in your title parish you may need to arrange a visit elsewhere. Experience Priority and plans for future development Years 2-3 Ministry in other contexts e.g. prisons, care homes for the elderly, colleges etc. Ministry of Healing services and liturgies Awareness of issues involved in Deliverance Ministry Care of the dying Disability Awareness and church policies Grave pastoral situations e.g. suicide, cot death Familiarity with adult education methods Involvement in nurture /discipleship/ lay training courses Involvement in schools (church / non-church schools) NOTES: 1. MSE Curates will need to have time and space to reflect on workplace issues 43

44 Final Assessment Formation Grid (cont.) 5) Mission and evangelism Whether they serve in parochial, chaplaincy or work place settings, clergy are called to be leaders in mission and to make their contribution to the task of making Christ known. In addition, a key requirement is that they acquire skills that enable them to equip and enable lay people who by virtue of their baptism are called to be Christ s ambassadors and witnesses in their communities. Experience Priority and plans for future development Years 2-3 Continue to develop a deeper understanding and experience of mission and evangelism in your own ministry Enable others in their mission and evangelism Engagement with people from other faith traditions Helping parishioners reflect theologically on their work situation Experience of engagement with local community Experience of fresh expression of Church NOTES 1. During Year 2 or 3 you will attend a module on The Local Church and Mission and give a peer presentation (or do the module assignments for credit). 44

45 Final Assessment Formation Grid (cont.) 6) Leadership & Collaboration These issues will be woven into every aspect of your formation and training through curacy. Some Curates begin public ministry with considerable pre-ordination experience in leadership and collaboration. Appropriate sharing of these insights with others brings great enrichment to the Church and to the IME programme. Experience Priority and plans for future development Years 2 3 Identifying and fostering the gifts/vocation of others Developing and supporting lay ministry and leadership teams Developing your own leadership style Understanding Group process Handling Change Dealing with conflict Working with ecumenical partners Creating partnerships with other professionals and community leaders NOTE During Year 2 or 3 you will attend a module on Leadership and Managing Change and give a peer presentation (or do the module assignments for credit). 45

46 Final Assessment Formation Grid (cont.) 7. Personal and Parish organisation skills (NB. some of these areas may not be covered until year 4) The life and witness of the church and the personal ministry of the ordained require good and effective administration. Many of the skills below relate to parochial ministry. MSE Curates will also need to reflect on the necessary skills appropriate to their workplace setting. Years 2-3 Completing registers Record keeping/data protection Basics of law re employment, health & safety Marriage law including preliminaries, marriage of divorcees, the marriage of persons subject to immigration control, registers, quarterly returns Church Representation Rules, Churchwardens Measure, constitution of PCC, conduct of ACM Leading PCC meeting (under supervision of chair) (once a year in IME 2 & 3) Churchyards, DAC, faculties Church buildings: maintenance, development, (&reordering) Diocesan structures/resources Preparing for and chairing meetings Awareness of Parish Share, basic accounting/budgeting Mission planning, objectives and evaluation Long term planning and development, including objective setting and evaluation Working with the media (anything from parish magazines to television or radio interviews) Have you read through all sections of Canon Law? Experience NOTES 1. Some of the matters in the above list will be covered in the IME programme, but may not be scheduled until year It is understood that some of the details above may not be relevant to MSE Curates and those training for Assistant roles. Priority and plans for future development 46

47 Final Assessment Formation Grid (cont.) 8) Ordained Pioneer Ministers You will remember that the initial special selection criteria for Ordained Pioneer Ministers (OPM) are additional to the general criteria for all ordination training candidates. Similarly, by the end of curacy assessment you must have covered the same core skills and experiences as other curates to enable you to take up a range of posts in parochial ministry or chaplaincy. In addition, OPMs will need to address the following principal areas. Experience Priority and plans for future development Years 2-3 Experience in self-directed learning and reflection through mission accompaniment and participation in a learning network. Skills and experience of using mission audit Forming a fresh expression of church in a sustainable way appropriate to the context Evangelism and the nurture of new Christians The ability to teach and equip other pioneers 9) Further areas of expertise This section includes other specialist skills and experiences that may apply or occur during curacy particularly, but not exclusively, for those whose ministry is mainly workbased (e.g. MSEs). You may want to add to the list! Experience Priority and plans for future development Community involvement Media skills Chaplaincy work Tourism Ministry to structures (e.g. committee work, input into work policy, shaping ethos of professional body/company) Interpretation of the Gospel for the world of work Application of theology to work situation Prophetic Ministry Faith, Culture and Society Personal ministry to colleagues 47

48 Section 4 Reports and Assessment of Curacy 4.1 Reporting and Assessment of Curacy Your pathway through curacy includes a reporting and assessment process. This important monitoring procedure is intended to ensure you are equipped at the end of curacy to take up your next post. 4.2 Pre-Priesting Review This will take place in May towards the end of your first year. Paperwork required for this review is set out in the portfolio requirements on page 30. This will include report from the Deacon and their Training Minister. You are also asked to submit your completed Deacons Formation Grid (see section 3). It is important that curates and Training Ministers share their reports with each other and discuss any issues arising before sending them to the Clergy Development Officer (CDO). The CDO meets each Deacon and their Training Minister to talk through these reports before making a recommendation to the ordaining Bishop. The Bishop meets with each Deacon personally before their priesting ordination or (for Permanent Deacons) the commencement of their second year. The ability to reflect on your ministry and as a result consider how you might do things differently another time is vital. To provide evidence of this quality of self-reflection you are asked to submit a written reflection on one incident or aspect of your ministry before your pre-priesting review. During years 2 & 3 you will present peer reflections in your work-based learning groups. Feedback helps us to learn. Each year through your curacy you should arrange to preach a sermon which is assessed by your training incumbent and at least two members of the congregation. Please use the sermon assessment sheet on page 51 of this handbook. Electronic copies of this are available. Copies of these sermons and assessment sheets should be kept in your portfolio. You are welcome to preach as many assessed sermons as you like and select the best for submission! 4.3 Mid-curacy review This will take place at some point between February July in your second year. The purpose is to check on progress towards the end of curacy assessment, to see if the curate needs to look beyond the parish to gain any necessary experience, and to consider the possibility of a placement to complement the context of the title parish. Paperwork for this review is set out in the portfolio requirements on page End of curacy review: for stipendiaries this will take place in June at the end of year 3; for SSMs this will take place towards the end of year 4. Paperwork for this review is set out in the portfolio requirements on page 30. For your final assessment interview you will be asked to provide the following reports:- Training Minister s Report Curate s Report Churchwarden s Report Ecumenical partner s report Community partner s report You are also asked to submit your completed Final Assessment Formation Grid (see section 3). These reports, together with the portfolio that has been built up through Curacy, will form the basis of the final assessment of Curacy. The aim of the process is to give confidence to the Bishop and assurance to each curate that the candidate is equipped and ready to move to their next post either in this diocese or elsewhere. Your Clergy Development Officer will then make a recommendation to your area bishop on your suitability for the next post. The Bishop will arrange to meet with you individually (June/July) to discuss next steps. For a more detailed description of the moving on process see page

49 4.5 Peer Presentations for Year 1 an act of worship you have devised and led Assignment Please give an account of an act of worship that you have devised and led. Bring copies of the order of service used and also feedback sheets on how you led the worship. Feedback sheets will be supplied in advance by your IME officer if you have not received these when you need them please ask! Comment on: What was the occasion and context? Was this a new service or part of the worshipping pattern of your church? What was your chosen theme and how did you express this? What resources did you use? How did you structure the service? How did you feel the service went? How long was the service? What feedback did you receive? On reflection were there things you might have done differently? 4.6 Peer presentations for Years 2 & 3 (NB. Curates who are registered for credit, do academic work in place of the Peer Presentations) Leadership and Change (spring / summer 2018) Think of an example of change which you have witnessed, participated in, or led yourself, within a church context. The change might be physical (a reordering of the church building) or liturgical, or to do with church structures etc. For our purposes it does not matter if the change was handled well or badly it might be good to have examples of both. However it would be more instructive to look at change which encountered some opposition rather than went through unanimously straight away. Be prepared to recount it in some detail: What was the change proposed? Where was the motivation for change coming from? What support was there for the change within the PCC, whole congregation (& wider community)? What size church is this? How did that affect the dynamics of decision-making? Timescale: at what stage in the life of this leadership was the change initiated (e.g. had the minister just arrived, or been in post 7 years ) What was the decision-making process? How long did it take? How long did the whole project take to completion? What consensus was achieved in the decision-making? What conflict was encountered? From whom? On what grounds? What were the overt reasons for opposition? What were the less obvious but bigger symbolic issues being challenged by this change? How well was the conflict handled? Were any compromises / adaptations made to the plans along the way? What difference has the change made to the church? What can you learn from this experience both good practice to follow and mistakes to avoid? Mission in Local Context (Spring/Summer 2019) Either: A - Analyse your local context and show how the church is, or could be, responding to the mission opportunities there Presentations should last approximately 20 minutes and should include: A description of the parish. This needs to be backed up with data and information from the following: parish audit material, census figures, material used in grant applications etc. Have there been any significant changes in recent years (e.g. large areas of new housing, or major loss of employment)? 49

50 A description of the church congregation: attendance figures, age, social class etc. How does this correspond to the parish as a whole? What is the style of worship / spirituality of the church? A description and rationale for the mission and ministry of the church. What is the general policy / attitude towards mission? How is ministry shared among lay and clergy? What is the vision for the church s future who shapes this and how? It would be good to draw upon your reading here. E.g. which of Bosch s/bevans and Schroeder s models of mission do you recognise in your church? Which of Avery Dulles models of ecclesiology do you recognise? (Please only draw upon reading you have already done you are not expected to read these books for this presentation!) How has the church tried to respond to the needs and opportunities of the parish context? Give examples of this. Have there been recent initiatives in mission? How would you evaluate their success? If you were appointed incumbent of this parish, what would be your priorities? Are there opportunities here whose potential is not being explored? Or B: Prepare a presentation illustrating an area of ministry that you have exercised which demonstrates your engagement with mission and evangelism. You should support your talk with documentation e.g. mission plans, community audits, questionnaires, minutes of PCC or appropriate committee, schedules or rotas. It would be also to make reference to the academic material offered in the module Mission in Local Context (e.g. the models in Bevans and Schroder, Constants in Context). However, what we are looking for here is not an academic study but evidence of reflection on your experience and context. Comment on A biblical and theological understanding of both mission and evangelism (briefly) Your understanding of the needs and opportunities in your local context An account of the way in which you and others have engaged in missional/evangelistic ministry - including both strengths and weaknesses of your approach and an assessment of the outcomes. The outcome, result, or fruit of your actions 50

51 4.7 SERMON ASSESSMENT for CURATES Name of curate Parish: Name of Assessor:... Date:... Time & Type of Service:... Subject or passage:... Language & Style Content Delivery Points to watch or work on 51

52 NOTES FOR SERMON ASSESSORS Language and Style Did the sermon include words or phrases that could have been misunderstood? Was the language clear and simple? Were any necessary theological terms explained adequately? Was the style a spoken one or a written one? Was the sermon preached or read? Was there a clear structure to the sermon? How effective was the introduction and conclusion? Was the length of the sermon appropriate to the subject and occasion? Were the illustrations helpful? If there was humour, was it appropriate or contrived? Content What was the Good News in the sermon? Did the main point come across to you? How effective was the interpretation of Scripture? What application was there to daily life? Was it earthed? Were you challenged, enlightened, or engaged by the content? Delivery Could the preacher be heard? Did he/she speak clearly? Was there eye contact with the congregation? Did the preacher engage the congregation? Was there variety in delivery? Could you tell when you had reached key moments in the sermon? Were there any visual aids used? If so, what did they add to the sermon? Did the preacher display the right degree of confidence for the subject matter? Did the subject call for an acknowledgement of mystery or paradox? Were you bored or tired at any point? Did the preacher have any mannerisms you found distracting? How long, exactly, was the sermon? (Reality often proves different from expectations). Points to watch or work on It is best to pick out one or two key things here rather than a long list! Please remember that criticism is best received when balanced with encouragement. 52

53 5. Guidelines for placements during a curacy There is an option for curates to take a short placement of up to three months during the curacy. This is not a requirement but an opportunity to explore a different context or type of ministry to complement the experience offered within the title placement. A placement could be used to get an initial taster of a type of ministry the curate is considering for the future (e.g. chaplaincy) so that that s/he will be in a position to make a more informed decision. Or a curate could take this chance to learn something about a context s/he is unlikely to choose in the future (e.g. someone who feels called to urban ministry might go on a placement in a rural context). There is scope for an imaginative use of this opportunity (e.g. a placement abroad) but no promise of funding for the travel! Placements would usually happen during Years 3 or 4 - but could be earlier (especially for pioneer ministers) Placements could last anything from a week up to three months. The timing and duration would be a matter of negotiation between Curate, Training Minister, IME officer and the placement supervisor. This would require Training Ministers to plan in such a way that the curate s presence is not essential for the maintenance of a project in the parish (thus preparing the way for their absence at the end of curacy). But timing would need to take into consideration local factors. Placements could be full time or part time. Curates would continue to attend IME training events during the placement (if they are in this country!). The diocese can offer expenses to cover the cost of travel between parishes (working on one journey a day, rather than multiple return journeys), up to a maximum of 250. The hosting (placement) parish would be asked to cover travel expenses within the parish or on parish business (e.g. hospital visiting). After initial discussions between Curate, Training Minister and IME officer, the IME officer would make an initial approach to the potential placement provider. If the response is positive, the curate should then meet with the placement provider to discuss the terms of the placement using the Placement Agreement Pro Forma. At the end of the placement both the curate and placement supervisor would write and send reports to the IME officer and copies would go in the curate s portfolio. 53

54 Section 6 Paperwork 6.1 The Ordinal Deacons Deacons are called to work with the Bishop and the priests with whom they serve as heralds of Christ s kingdom. They are to proclaim the gospel in word and deed, as agents of God s purposes of love. They are to serve the community in which they are set, bringing to the Church the needs and hopes of all the people. They are to work with their fellow members in searching out the poor and weak, the sick and lonely and those who are oppressed and powerless, reaching into the forgotten corners of the world, that the love of God may be made visible. Deacons share in the pastoral ministry of the Church and in leading God s people in worship. They preach the word and bring the needs of the world before the Church in intercession. They accompany those searching for faith and bring them to baptism. They assist in administering the sacraments; they distribute communion and minister to the sick and housebound. Deacons are to seek nourishment from the Scriptures; they are to study them with God s people, that the whole Church may be equipped to live out the gospel in the world. They are to be faithful in prayer, expectant and watchful for the signs of God s presence, as he reveals his kingdom among us. The bishop addresses the ordinands directly We trust that you are fully determined, by the grace of God, to give yourself wholly to his service, that you may draw his people into that new life which God has prepared for those who love him. 54

55 Priests 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. The bishop addresses the ordinands directly We trust that long ago you began to weigh and ponder all this, and that you are fully determined, by the grace of God, to devote yourself wholly to his service, so that as you daily follow the rule and teaching of our Lord and grow into his likeness, God may sanctify the lives of all with whom you have to do. 55