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The remit of the Training Committee is as follows, given by Assembly when the Committee took its present form in 1994. 'The Committee will encourage and enable the integration of the training of the whole people of God and to this end will seek to influence the philosophy and methodology of learning; the core content of courses; and the development of resources. It gives direct support to, and acts in partnership with Doctrine, Prayer and Worship; Life and Witness; Church and Society, and Youth and Children's Work Committees and synods and districts, as they respond to the needs of local churches in training matters. It collaborates with Ministries Committee in the training of ministers of word and sacraments, CRCWs and Lay Preachers. It also supports all other committees and task groups, in particular the Ecumenical Committee. It also gives oversight to the YLTO and YCWT programmes.' Committee Members Convener: Revd John Proctor Secretary:
Revd Roy Lowes 1 INTRODUCTION 1.1 Sections 3-10 of this report outline what we are doing in fulfilment of that remit. We introduce each main section with a short list of aims and duties, entitled 'The Task'. Were anyone to gather all these short lists into one, it would show - more concretely than the remit above - our view of our job description: what we reckon we do. 1.2 But first we indicate our approach to this remit, with a statement on the nature of training in the church. 2 THE NATURE OF TRAINING IN THE CHURCH
2.1 The following statement on the nature of training was written in 1994 on behalf of the Trainers' Network of the URC in the UK. No short statement of this kind could be complete. But we believe that this expresses some important values, that match in many ways our present approach to the task Assembly has given us. 2.2 Mission Statement about Training in the United Reformed Church To share with people in the continuous discovery of what it means to be the People of God in the world and the church - by liberating each other to use our different gifts in response to the love of God in Christ and the call of the Spirit.' 2.3 Commentary on this mission statement 2.3.1 To share The statement puts forward a collaborative view of training: not of knowledge being loaded by a trainer into trainees; but rather of people learning together, so that the insights of each contribute to the training experience that others gain. 2.3.2 with people The model of training proposed sits comfortably within the conciliar polity of the URC. We believe - and we find - that truth, guidance and wisdom are often best discerned when Christians meet and speak together, seeking together the mind of the Holy Spirit. 2.3.3 continuous Christians should always be ready to learn and to grow. Our training is never complete. It must be continuous. Yesterday's discovery may not be adequate to meet tomorrow's need and opportunity. 2.3.4 discovery To large extent training is open-ended. God may have new things to teach us, again and again. We discover our potential, and God's path, a step at a time. 2.3.5 the People of God Training in the Church is corporate in its vision. We belong together as one body in Christ. We serve, even when we serve separately, as part of the Church's whole life and witness. Good training fosters that awareness, and rejoices in the strength it provides. So we shall want to learn and grow as a people; training is never an individual hobby or trip. This corporate aspect implies - among other things - an ecumenical breadth to our vision and, where possible, to our training. 2.3.6 in the world Our outlook is missionary. We are a people sent: to serve and show Christ. Effective training takes seriously that Christians live for Christ in the world, in a host of varied activities and situations, revealing and encountering Christ in many different places and ways. 2.3.7 liberating each other Training is intended to liberate: to release gifts; to expand horizons; to free people to live as God intends; to open people to a wider vision of God and a deeper joy in service. 2.3.8 our different gifts Training is not cloning. We are diverse, in creation, in Christ, and in the wide spectrum of the Spirit's gifting grace. We start from different places in our pilgrimage, and discover different gifts as we grow in Christ, appropriate to the varied opportunities that open to us in God's world. 2.3.9 in response to the love of God All true Christian faith and service is responsive. We are a people loved, by God in Jesus Christ. We love because he first loved us. We want to give because we have received much. We live in a holy relationship - with God and with each other. Training values that understanding and works to strengthen it, so that as faith grows, a deepening Christian commitment may be natural and unforced. 2.3.10 love of God in Christ and the call of the Spirit Our statement is Trinitarian. We stand within the mystery, confidence and expectancy of the Church's ancient faith, serving a God who made and loves us, who lived, died and rose as one of us, and who continues to stir, prompt and lead us. 3 LAY TRAINING, THROUGH THE TLS PROGRAMME The Task > to run a good foundation course in Christian studies and service, open to all in the URC > to run appropriate specialist courses, including one for trainee lay preachers 3.1 The Training for Learning and Serving programme continues to be a major success story in the URC. Mission Council's decision in October 2000 to purchase copyright from the Scottish Churches' Open College and develop the URC's principal route for Lay Training 'in house' was a brave step, but one that has proved its worth. In the time since our last report we have set up Editorial Boards, taken the opportunity of re-writing the two-year Foundation Course to fit our requirements even more closely, and have developed a portfolio of one-year courses in response to student demand and requests from other Assembly committees. Validation for the programme is being sought through the University of Wales, Bangor. 3.2 As from September 2002 the following courses will be available: 3.2.1 FOUNDATION: two years - rewritten for 2002 -2003 The core of TLS is designed for those who want to grow and develop their faith, to increase confidence in those giving Christian service or facing pressure in church or community, and for those wanting to discern their future Christian service. 3.2.2 GATEWAYS INTO WORSHIP: one year - rewritten for 2002-2003 The preferred formal training route for Assembly Lay Preaching recognition and also for those wishing to be more involved in and informed about worship. 3.2.3 GATEWAYS INTO CARE: one year - newly written for September 2001-2002 Designed to equip Christians to be more effective in pastoral care through a deeper understanding of themselves, others and the gospel. 3.2.4 GATEWAYS INTO PRAYER: one year - newly written for 2002-2003 A new course written to enable people to energise and develop their own prayer life and that of their Christian community. 3.2.5 EXPERIENCING FAITH: one year - newly written for 2002-2003 Co-sponsored by the URC Interfaith Relations Committee. Aims to equip people to come to a position of dialogue and understanding with their local other faith groupings. 3.2.6 GOD'S JESTERS: one year - first delivered 2000-2001 A course about using the performing arts in Christian outreach and worship. A catalyst for people who want to use performing arts but do not yet know how to start. 3.2.7 All these courses use home study, local study groups and residential weekends and include many opportunities for practical work. 3.3 In response to demand from Lay Preaching Commissioners and others, we are looking at the possibility of expanding TLS into new areas of course provision, involving vocational training for Locally Recognised Lay Preachers and others within the church. We aim to offer a more flexible approach for those unable to commit to weekend learning. 3.4 A strengthened Management Group, responsible through Training Committee to Assembly, meets regularly. It seeks to monitor the growth of the learning programme, to encourage diversity and depth in course development, and to meet the needs of an ever widening constituency of URC people as they strive to live the life of the Kingdom. From a student point of view the programme's transition into the full control of the TLS Management Group has been remarkably smooth. The show has gone on. But behind this smoothness lies an enormous amount of hard and detailed work. The Church is immensely indebted to the high-quality and energetic leadership offered by Revd David A L Jenkins as Programme Coordinator and by Revd Carole Ellefsen-Jones who convenes the Management Group. Yet they would be quick to salute the commitment and capability of a host of co-ordinators, administrators, regional organisers, writers, local and weekend tutors, and support group members. This is truly a programme of the people and for the people. 3.5 We also acknowledge with warm gratitude the creativity and vision of the Scottish Churches Open College in developing TLS, and the College's support for our use of its material from 1995 to 2001. Although no longer linked with our delivery of TLS, the College continues to advance its own work in innovative ways, and our own Synod of Scotland both contributes to that advance and gains from it. Indeed SCOC's 'Living Theology' programme is likely to be the main structured lay training used by the Synod in the coming years. 4 TRAINING FOR LAY PREACHERS The Task > to run a good initial training course, through TLS > to validate (and supplement as appropriate) individuals' training from other sources and courses > to explore and advocate suitable training for District accreditation of Lay Preachers > to ensure and publicise the supply of appropriate in-service opportunities 4.1 The Foundation (normally 2 years) and Worship and Preaching (normally 1 year) components of TLS form a structured and effective programme for initial Lay Preacher training, leading to Assembly accreditation. At the moment this produces about 20 Lay Preachers a year. 4.2 The Studies Panel of the Training Committee scrutinises applications for accreditation from any candidates who have taken other training courses (e.g. Methodist, or Milton Keynes). About 10 per year come by this route. Sometimes the Panel asks for some supplementary study; often this can be provided through parts of TLS. 4.3 In-service opportunities. Some districts and synods run events for their Lay Preachers. Some Lay Preachers take specialist elements of TLS (e.g. God's Jesters, Gateways into Care) to supplement their competence and understanding. Westminster College, Cambridge runs a well-subscribed annual in-service weekend. The Committee intends to take an overview of this area in the coming year, in consultation with the Lay Preaching Support Sub-Committee of the Ministries Committee. 4.4 The Ministries Committee would like to see a much fuller supply of new Lay Preachers. We hear of 800 being needed within a decade, to bring the church up to strength. Yet there is at present no clear statement of what training is expected for District accreditation. Colleagues in Ministries have consulted us about this, and we are responding first by surveying what is already available, for example packages that have been written and used in synods: if there is good material, we wish to encourage its spread and uptake in new places. Beyond that we hope to adapt portions of the TLS programme for this purpose, as indicated in paragraph 3.3 above. 5 LAY TRAINING (APART FROM TLS AND LAY PREACHING) The Task > to produce, monitor and review Elders' training material (in consultation with Life & Witness Committee) > to produce, monitor and review new members' learning material (with Life & Witness Committee) > to monitor and support training initiatives for Local Leaders 5.1 A course for Elders' training has been written, by a group drawn from Training and Life and Witness Committees, headed by Revd Sandra Dears. In the last year, this material has been tested and revised, under the oversight of Revd Keith Forecast. We shall publish it in the summer of 2002, and expect to introduce and advocate the material at the Assembly. 5.2 New membership material is being prepared by a working group chaired by Revd David Jenkins (Manchester). Life and Witness is acting as the lead committee, although we too have been involved from the outset. 5.3 Mersey Synod wrote and produced a course for Local Church Leaders about 1997. This has been made available to other synods and has been useful in some places. TLS is also helpful and appropriate for some Local Leaders. However, policy and practice on Local Church Leadership are not uniform across the church, and it may turn out that synods' training needs will best be tackled individually. Indeed Yorkshire Synod has recently produced a course, which both adopts and adapts Mersey material, to meet Yorkshire need. Mersey Synod is convening a review in spring 2002 of how Local Leadership is operating in a number of northern-English synods; we hope to respond to any general training concerns the review raises. 6 YCWT PROGRAMME The task > oversight and support of the Assembly's Youth and Children's Work Training team > to maintain and operate a staff development policy 6.1 Assembly policy authorises every synod to have a full-time Youth and Children's Work Training Officer, employed by Assembly and line-managed within the synod. Half the costs of the officer are borne by Assembly funds, and half by the synod. Our committee maintains an oversight of these officers on behalf of the Assembly, through the Secretary for Training. In addition to individual work in the synods, these officers meet together four times a year, and function as a team to offer certain services to the whole URC. 6.2 Currently nine synods have officers, while four - for various reasons - do not. 6.3 We record our thanks and good wishes to a number of team members who have moved on since we last reported to Assembly: Janet Turner from her post as Northern YCWT; John Quilter from East Midlands; Ann Martin from Wessex; Colin Capewell from the Synod of Wales. We welcome Colin Udall to the post of East Midlands YCWT. 6.4 A detailed Staff Development Policy for these officers is the responsibility of this committee. It was last revised in February 2000, and is now due for another overhaul, to take account of current legislation on termed appointments, and perhaps also of the Church's review of youth and children's work. 7 INITIAL TRAINING The Tasks > to recommend educational policy to Assembly > to maintain and review lists of approved institutions and of criteria for approval > to advise applicants re training possibilities > to organise training boards at assessment conferences, and make recommendations to synods about candidates' training > to give advice about difficulties in training brought to our attention > to oversee support structures for candidates in training > help to training institutions: service of the Training Secretary on boards of governors etc; appointment of governors and trustees; involvement in interviews for teaching posts > active participation in validations and inspections of training institutions Church-Related Community Workers 7.1 The arrangements for training Church-Related Community Workers have recently required major reconsideration, for three reasons: 7.1.1 the prominence given in 'Growing Up' to community involvement, and the resulting wish to increase the number of serving CRCWs; 7.1.2 a concern arising from several points, not least from the Church's CRCW Review (1998), that CRCW training should be available to candidates, wherever they happen to live; 7.1.3 difficulties in the Accreditation Unit of the Greater Manchester Community Work Training Group (which had for some years validated the professional community work aspect of our training). 7.2 Following review by the Training Committee in September 2001, the Church continues its commitment to the training of its CRCWs through Northern College, Manchester. A three- or four-year foundation course is provided, which includes an integrated programme of theological and professional studies. For most students this training involves extensive practical placement work near the student's home, and six extended weekends a year at Northern College, plus home study in pursuance of the issues introduced at weekends. Northern College is responsible for arranging, monitoring and supporting the placement work, and for overseeing progress in every part of the study programme. 7.3 Our withdrawal from using the Manchester Accreditation Unit was necessarily abrupt, and a few students were adversely affected. We may still offer church posts to leavers who do not have a public community work qualification; they can be called, commissioned and employed, on the basis of a leaving certificate from Northern College. But it is better if they can get a public qualification too. Northern College has therefore worked towards securing a community work accreditation path with another agency. Once this has been secured, we shall propose revisions to the paragraphs in the Manual on CRCW training, in order to state formally what we are doing; we hope to bring these proposals in 2003. 7.4 We are also drafting, through a small working group, and in consultation with colleagues from Ministries, learning criteria for readiness for service as a CRCW. This will help us to appraise objectively the learning of people who candidate with relevant prior qualifications. 7.5 There are not at present any CRCWs serving in our Synod of Scotland. Indeed, the practice of community work in Scotland, and the training that leads to it, have developed in ways distinct from those that apply in England and Wales. We have therefore begun to consider the needs of the Scottish situation, and have asked that colleagues in Scotland conduct further research on what might constitute appropriate CRCW training for Scotland. We may then need to consider whether and how our CRCWs will be able to move during their career from one nation to another. Ministers of Word and Sacraments 7.6 The Training Committee is responsible for operating Training Boards at Assessment Conferences. These boards listen to candidates and read their application papers, consider candidates' educational backgrounds, circumstances and training needs, and recommend to synods what might be the best pattern and venue for training. The power of decision on training venue currently lies with the sending synod; in practice a synod committee often decides. 7.6.1 This work has recently given rise to a question. Should more power by given to the Training Boards, rather than to diverse synods, in order to consider the needs of institutions alongside those of candidates? This was the burden of a resolution at Assembly 2001, which was eventually 'not put'. The Training Committee has therefore considered this issue within the last year, but has at the moment no resolution to present. 7.7 Much publicity attended the issue in February 2002 of a Church of England interim report on 'The Structure and Funding of Ordination Training'. We were not represented on the group that produced this report. However, the Secretary for Training has since been invited to join the ongoing work of the group, and has indicated there that we are glad to be constructively involved in discussions, so that any new patterns of training that emerge will take due account of our contribution and needs. The Training Committee has arranged a small reference group to advise its Secretary, as he engages in this work. 7.7.1 If the need should arise in due course for the URC to review the list of training institutions we use, the matter could only proceed through resolution of Assembly. Experience shows that preparation for this would need time, care, and patient consultation. The Training Committee does not expect - indeed it has neither right nor power - to act in haste. 7.8 We are responsible for overseeing the structures by which ministers-in-training are supported. This matter has recently been considered with care, most recently at a meeting of Synod Moderators and college and course staff and students in October 2001. We are seeking to draft a statement of good practice, in consultation with synods. The delay in completing this arises because we wish to link to it a statement about synod responsibilities in reviewing students' progress, and this is presently under discussion. 7.9 Our resolution to Assembly in 1997 required a year's placement work (of up to 800 hours) of every ordinand. Colleges have provided this since 1985, through an internship year or equivalent. But this was new for students who train on courses, for whom this further placement is a synod responsibility. A number of synods have overseen their own students' placement experience, working to guidelines provided by our Committee, while others have remitted this task to a college or course. We monitor this placement process through annual meetings of the synod officers involved, and judge that it is working increasingly well. 8 CONTINUING MINISTERIAL EDUCATION The Tasks > to recommend policy to Assembly for POET (Post-Ordination Education and Training) and ONET (Ongoing Education and Training). > to sustain Assembly's policy, and encourage its take-up throughout the URC > to liaise with synods and districts and support them in implementing Assembly policy > run some central CME events as appropriate > to attend particularly to training concerns that arise when a minister changes post 8.1 The last two years have seen rapid development in the CME field, which is still a relatively new programme in the life of the denomination. Take-up of ONET and sabbatical opportunities has continued to increase, as the Assembly had hoped and planned. Comparing figures from the period 1995-97 with those from 2000 (the last complete year available): Sabbatical take- up has risen from 50% of those eligible to 70% ONET involvement has risen from 180 ministers to 360 Expenditure has risen to three times its former level 8.2 The POET programme for ministers in their first three years of service has also taken shape and is becoming part of the Church's regular pattern of ministerial support. This is true of all three aspects of the POET programme: pastoral advisers; synod training days; Assembly-sponsored weekends. 8.3 The CME Sub-Committee has published a number of helpful documents. 8.3.1 Folios for ministers have been produced with the strong support of synod training officers, to help ministers organise their CME. These have now been widely, though not yet comprehensively, delivered to ministers. 8.3.2 The CME Opportunities Journal has been regularly issued, offering information about resources, and testimony from those who have undertaken CME in various ways. 8.3.3 Booklets offering guidance for the CME processes have also been distributed: Learning for Life; Financial Guidelines; and Pastoral Advisers' Guidelines. 8.4 The CME Sub-Committee is very conscious of the fact that a new programme is likely to have teething troubles, and that proper questions have been raised about aspects of the programme. There is also a need to develop the programme further in the light of experience so far. To that end: 8.4.1 A full review of the whole POET programme has been instigated, under the leadership of Revd Margaret Jackson, sometime CME Officer in the Church of England. We hope to receive a report by early 2003, and will consider this carefully as soon as it is to hand. 8.4.2 A working group is preparing a companion booklet to Learning for Life, which will offer detailed guidance to ministers on how to manage their CME, so that it becomes a process in which they are continually engaged. This will be designed for use in conjunction with the Folio. 8.4.3 We are moving towards compiling a database of CME resources and uptake, and intend to develop the CME pages on the URC website. 8.5 All of this development has happened amid quite rapid changes of personnel. We record our appreciation for the work of Revd Chris Warner as first Convener of the CME Sub-Committee, of his successor Revd Roy Lowes, and of Revd Jean Black, who was our Secretary for CME for some two and a half years. Now that Roy Lowes has become Secretary for Training, and covers at the moment the duties of CME Secretary too, we are delighted that Revd Principal Jack Dyce has been appointed to convene the CME Sub-Committee - to which he brings wide-ranging and relevant experience and knowledge. 9 TRAINING TRAINERS The Tasks > to create opportunities for ministers to take higher degrees that will be of value to the URC > to encourage the development of training gifts within the URC, through appropriate programmes 9.1 The Committee awards two scholarships to allow ministers to undertake research degrees. One comes out of our budget and is presently held by Revd Rachel Poolman, who is reading for a PhD at Birmingham. Her subject is worship, and she hopes to finish in summer 2003. The previous holder of this award, Revd Julian Templeton, has recently been appointed to a teaching post at Mansfield College, Oxford. The second scholarship is a gift to the URC from the Congregational & General Charitable Trust, their 'Millennium Bursary', and we act as agent in making the award. The first holder will be Revd Douglas Gay, who is taking up doctoral research on preaching at Edinburgh University. 9.2 There is evidently wide interest among our ministers in pursuing part-time graduate work alongside pastoral ministry, and we mean to consider whether we should, and how we could, do more to enable this. 9.3 Members of the URC have been involved for some years in delivering the 'Trainers' Diploma'. This is primarily a Methodist venture and has recently moved - with much of the Methodist Open Learning Centre - to Cliff College, where a Postgraduate Diploma/MA in Training & Theological Reflection in Church and Community is now offered. There is no current structural URC involvement in controlling this award. 9.4 We have recognised the widespread need for tutors in a variety of training programmes around the Church - particularly but not exclusively for TLS. We believe there is a large amount of untapped talent, most of it among lay people. We therefore plan to advertise and advocate this need, and to arrange appropriate tutor training, under the auspices of the TLS Management Group. 10 INFORMING AND INFLUENCING The Tasks > to devise and implement ways of passing on good practice from place to place within the URC > to publish information about training opportunities throughout the URC > to help the church to value and emphasise learning > to lead in developing appropriate attitudes and approaches to education > to stimulate training activity throughout the church 10.1 There is no single information exchange, whereby the material that is being produced in synods is circulated more widely. However, the Trainers' Network, an informal annual gathering, allows and enables this sharing. The meetings of the YCWT team have an important role. And officers of the synods with various training responsibilities have met from time to time with the secretaries of CME and Training; one of these gatherings also included college and course staff. All of these meetings are helpful in the cross-fertilisation of ideas, the facilitation of better coordination between synod and Assembly officers, and the development of mutual support. 10.2 As ever, more could be done. A major event at Assembly, significant spots in synod meetings, and a training resources webpage are dreams towards which we mean to work. 11 PERSONNEL 11.1 We depend constantly on the gifts and service of many hundreds of teachers, tutors and trainers, in numerous venues. We could not identify them all - the task would be too great. But we acknowledge and thank them here. 11.2 We record our particular thanks to a number of people who have contributed significantly to our committee work in recent years: 11.2.1 In the last twelve months Revd Dr Lesley Husselbee and Revd Jean Black have moved on to fresh service from staff posts in Tavistock Place. Both have left with our appreciation, gratitude and cordial good wishes. Revd Roy Lowes has come into a demanding job, as our new Secretary for Training, and brings gifts and experience that equip him admirably for this service. 11.2.2 Revd Ruth Ball completed her term of committee service in 2001, as do Mrs Helen Brown and Dr Andrew Dawson in 2002. Each of these people has brought distinctive and important gifts to our work, and we thank them sincerely. 11.2.3 We value very much the support and service given in our office at Tavistock Place by Geetha Srinivasan and Jennifer Speakman. |
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