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Training
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; Discipleship, Stewardship 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 and the Advocacy and Stewardship Task Group. It also gives oversight to the YLTO and YCWT programmes.
Committee Members
Convener: The Revd Dr John Sutcliffe Committee Secretary: The Revd Dr Catherine Middleton
Revd Ruth Ball, Mrs Jean Butler, Revd Sandra Dears, Dr Iain Frew, Revd John Proctor, Revd Chris Warner, Dr Tony Jeans Staff Secretary: Revd Dr Lesley Husselbee
1 Introduction
1.1 Last year the Training Committee’s Report drew attention to the training of lay preachers, entry qualifications for ordained ministry, minimum qualification for ordination and the course paths of training. Once again much of our Report is concerned with ordained ministers. It is important, therefore, that we emphasise that this particular cycle of our work is being undertaken within an overall vision which includes the whole church. Our prayer is that the whole people of the Church will be better equipped to celebrate, live and share their faith. Being ‘equipped’ is not simply a matter of knowledge and skills, it has to do also with spiritual awareness, the grounding and depth of faith, gratitude to and confidence in the one God of the one household. No one word such as training, education, learning, formation, conversion, describes the processes involved. We are speaking about a subtle collaboration between the people of God and the Spirit of God working together to create the new future into which, we believe, God is calling us.
2 Training for Learning and Serving
2.1 The Training for Learning and Serving programme continues to grow. From its start with 24 students three years ago, there are now 94 students on the Foundation Course (comparable with numbers in Scotland). 14 students are on the Worship and Preaching Course which is running for the first time; most of these will apply for national accreditation as Lay Preachers. We are glad that since the programme began in England and Wales, 20 Certificates of Completion of the Foundation Course have been awarded and that already some eight students have engaged in various stages of candidacy for Ministerial training.
2.2 We are planning for further growth in the academic year starting in September 1998. Four centres will be used for Foundation weekends and two will be used for Worship and Preaching weekends. The preparation of the specialist courses, Life of Prayer and Pastoral Care is well advanced and these courses should be available during the academic year 1998/99.
2.3 We remain extremely grateful to the voluntary staff (the National Co-ordinator the Revd David A L Jenkins, Regional Organisers, Local Tutors and Lay Preaching Commissioners) who give willingly of their time and skills, and to the 400 support group members and the congregations which help students with their practical work.
3 Regional Groupings
3.1 During the year the training officers and college staffs have met in three regional groupings, north; east and south; west and south. The purpose of the meetings was to look for ways of collaboration, sharing resources and avoiding duplication of effort.
4 The Ecumenical Strategy Group for Initial Ministerial Training
4.1 The Ecumenical Strategy Group for Initial Ministerial Training meets about four times a year. It is a group where denominational officers can share information and discuss issues and concerns in confidence. It also consults with regional groups. It can advise and urge, but not compel. The denominations have not been able to agree that it should have delegated authority or that a comparable group dealing with finance issues should be established (as originally envisaged). Decision-making therefore remains the sole responsibility of the appropriate denominational bodies, but will be informed by the work of the Ecumenical Strategy Group for Initial Ministerial Training. To this end, some meetings will include Conveners/Chairs of Boards etc., as well as the relevant officers. It has been proposed that the Ecumenical Strategy Group affiliate to Churches Together in England. Meetings are usually attended by staff secretaries, or the equivalent, from the Church of England, the Methodist Church, the United Reformed Church, the Baptist Union, the Congregation Federation, the Moravian Church, the Roman Catholic Church and the Salvation Army.
4.2 During the past year the group has had extensive discussions with the Roman Catholic Church and has initiated regional meetings of theological colleges in the West of England, the North of England and the Oxford area. This has helped theological institutions understand one another better. Although many groups of theological institutions are working together ecumenically in an excellent way, the group hope that these regional meetings lead to even better co-operation.
4.3 The group has also been concerned with issues arising out of The Dearing Report on Higher Education and the Government White Paper ‘Life Long Learning’ which may, (if published), have a significant effect on training for Ministry.
5 Training Board at National Assessment Conferences
5.1 In the past, representatives from the four colleges involved in full-time training for Stipendiary Ministers, formed the Training Board at National Assessment Conferences. The task of this Board is to advise on suitable training for those applying for Ministry within the United Reformed Church. This arrangement was seen by some candidates as competitive. For this reason, the composition of the Board has been changed to include one representative from a College, one representative from the Training Committee and an officer (such as the Secretary for Training). This smaller group makes fewer demands on busy College Staff, and is able to provide full advice for prospective ordinands.
6 Youth and Children’s Work Training Officers
6.1 On 1st January 1997, the greater part of the management of Youth and Children’s Work Officers passed to Provincial Management teams. At its January meeting, the Committee accepted its part in the management structure which has to do with appointments, reviews of staff, discipline and grievance procedures and with overall policy. Members of the Committee believe that it is important that links are maintained with the Provincial Managers as well as with the Youth and Children’s Work Training Officers. Helen Brown is to be thanked most warmly for all the preparatory work involved in establishing the new structure and for working on a new Youth and Children’s Work Training Officer Development Policy. This has involved wide consultation and much re-drafting.
6.2 It was with great sadness that we learned of the death of Wendy Walker, Youth and Children’s Work Officer for Southern Province. Wendy brought cheerful enthusiasm to her work, and was greatly respected by all who knew her, especially for the way in which she carried on despite regular dialysis treatment for diabetes and kidney disease. Sandra Ackroyd, Youth and Children’s Work Trainer for Thames North Province finally completed her work after many years of service. We offer our grateful thanks for all that she has given to the Province and the National Church. As we say goodbye to Wendy and Sandra, the Committee welcomes Mick Maskell as Youth and Children’s Work Officer for Yorkshire Province. His presence is already greatly appreciated by the Team.
7 Inspections of Colleges
A. Mansfield College, Oxford
Report of the Inspection conducted on behalf of the United Reformed Church and the Congregational Federation 1996-8
7. 1 The Inspection Team:
A joint Inspection team was established by the United Reformed Church and the Congregational Federation in autumn 1996. The United Reformed Church Training Committee and the Congregational Federation appointed the following inspectors:
7.2 The Remit
7.2.1 The remit of the team was to assess the standard and appropriateness of the training and education for the churches provided through Mansfield College and to make such constructive suggestions and recommendations as it deemed appropriate.
7.2.2 The Inspection comes at a time when many institutions involved in theological education have been challenged by developments in society, in theology and in educational methodology. All are having to find ways of responding to new situations and demands. The team was concerned to stress that it saw its role as essentially constructive, in seeing how Mansfield had risen to these challenges and offering a chance for dialogue on possible future development. It was also aware that it was answerable primarily to the Church bodies that had appointed its members. It seemed right, therefore, that, throughout the inspection process, staff and students should be as closely involved as possible and that their response to the team’s initial views should help inform the report.
7.3 How the Remit was implemented
7.3.1 In December 1996, a detailed questionnaire, asking for information about staffing and courses, was sent to Mansfield College.
7.3.2 The Inspection team met for a preliminary meeting at Mansfield College on Friday 24th January, 1997. It had an opportunity to meet members of staff and representatives of the students from the Ministerial Training Course.
7.3.3 At the invitation of the college, the Inspectors sent two questionnaires to 64 students who had taken part in the Ministerial Training Course over the last ten years (1986-1996).
7.3.4 The team visited the College for a concentrated period from Friday 28th February to Friday 7th March, 1997. Some members of the team were able to make additional visits on other occasions. Members were able to observe teaching in a wide range of sessions covering the Mansfield Training Course, including the BTh, and the MTh. They were able to share in worship with members of the College community. Individual and group discussions were arranged with staff and students, with the Principal and the Bursar, and with placement and internship supervisors. Written submissions were received from the students.
7.3.5 Subsequently, the team met to consider and draft its report. The draft version was then considered jointly by the inspection team and Mansfield’s Ministerial Education and Training Committee. Further submissions were received from the staff and students, and a final version of the Report was written, (dated 12th September, 1997) which included ten recommendations.
7.3.6 The United Reformed Church Training Committee discussed the Report at its meeting on 10-11th September 1997, and the Congregational Federation Training Board discussed the Report at its meeting on 12th September 1997. Both Committees asked that Mansfield College draw up a plan of how they were to meet the recommendations and report to the Inspectors by January 1998.
7.3.7 The Mansfield Ministerial Education and Training Committee and staff met to discuss the Final Report and ways in which they might meet the recommendations. A response was submitted to the Inspection team at a meeting on 19th January 1998, when members of staff met the Inspectors.
7.3.8 What follows is the Inspection team’s response.
7.4 Report of the Inspectors
7.4.1 The Inspection team is very grateful to the staff and students of the College for their hospitality and welcome to the team, and congratulates the College for the way in which they have attempted to meet the recommendations.
7.4.2 The team recognises these are times of great change for all institutions of adult learning. These include increased external assessment of teaching quality and greater attention to desired learning outcomes for students with a wide variety of previous academic experience. With such changes come new challenges and opportunities for a diverse college community in a post-modern world, where the element of choice is held in high esteem. The team were pleased to see that within the aims of the ordination course great importance was placed on the attempt to be contextual (i.e grounded in experience), collaborative and integrative. We would want to see any ordination course offering a sense of commonality, mutual accountability and consistency.
7.5 Recommendations:
7.5.1 The Mansfield Education and Training Committee should inaugurate a thorough review of the Course of training provided for ministerial education by the College. The review should be completed by 1st January 1999. The College is to be congratulated for the way in which it has set up a group to institute a review. Work is due to begin in April/May 1998 and we commend the whole of the inspection report dated 12th September to them.
7.5.2 Clear goals should be produced for each course based on the aims and objectives as a whole. The College is to be commended for the way in which it is attempting to meet this requirement. We encourage the College in its efforts to persuade Oxford University and the Oxford Partnership for Education and Theology to produce aims, objectives and learning outcomes for all courses of the BTh and MTh degrees.
7.5.3 Thought should be given to the use of educational methods better suited to the various needs of ordinands and other participants, and course should be revised to take account of these methods. We are pleased to hear that the BTh and the Certificate in Theology are being revised by the twelve participating colleges, that the College is open to the use of a variety of educational methods, and that those concerned are happy to visit other institutions to find ways in which teaching can be improved.
7.5.4 Due recognition should be given to the existing provision of chaplaincy to church-related students whereby one of the chaplains is outside the teaching and assessment structure; the availability of pastoral care and support from this and a number of other sources should be drawn to the attention of students; professional counselling should be made available when appropriate; and the effectiveness of the provision of such care and counsel should be monitored. We are pleased to hear of the appointment by the College of a Chaplain to Ordinands and that Ordinands are advised of the provision by the University of a free professional Counselling Service.
7.5.6 Placement and Internship Supervisors should be helped to develop skills in theological reflection and supervisory technique through sessions arranged annually for this purpose. We are pleased to hear that two meetings with placement supervisors are now held each year. We encourage the College to assure Placement and Internship Supervisors of the importance of all concerned taking such training in theological reflection seriously, and that attendance at sessions should be a condition of having a student placed with them. 7.5.7 The models of worship implicit in both chapel services and the teaching of worship and preaching should be rethought and a more collaborative approach adopted. We welcome the attempts that the College has made to make worship more collaborative, and we encourage them to continue to struggle (as are other Colleges and Churches) to meet the needs of ordinands with differing theological and liturgical viewpoints, alongside the worship needs of a secular undergraduate community.
7.5.8 A high priority should be given to fostering ordinands’ spiritual growth both individually and in community, through regular discussion with tutors. This could include an encouragement to develop a confidential relationship with a person equipped to offer guidance, support and challenge. We also encourage the College to continue to offer a wide range of spiritual resources and methods. We look forward to seeing that Mansfield (and the other United Reformed Church-related colleges) respond to the important needs which underlie this recommendation.
7.5.9 Mission should be a key focus for those pursuing church-related Courses and all ordinands should undertake a course in Mission and Evangelism. We are pleased to hear that the Oxford Centre for Mission Studies will be holding a Pastoral Studies Week on the theme ‘Developing a Mission Strategy for the Local Church’ and hope that this (or its equivalent) will be made available for future generations of students.
7.5.10 The Inspection team concurs with decision to discontinue offering the MTh as a course option at Mansfield. We encourage the College, however, to provide adequate teaching, financial and library resources, so that a suitable further degree in pastoral theology can become available to Mansfield students.
7.5.11 Ecumenical co-operation and commitment, especially within OPTET and between the Non-conformist Colleges, should be enhanced. We are pleased to hear of the interchange of teaching and of the annual service for ordinands, but while we recognise the geographical and theological difficulties, the inspectors encourage the College in their struggle to provide greater opportunities for ordinands from differing denominations to meet with and discuss with one another. The inspectors believe Mansfield can help make a distinctive Non-Conformist contribution to the ecumenical scene within the University.
7.5.12 A clear vision for lay training should be developed. We welcome what the College is already doing among the undergraduate community, and, despite the shortage of staff time and the uncertainty concerning what the denominations are asking of the colleges in this matter, we encourage the College to struggle to work out a clear and sustainable future policy concerning lay education.
7.6 College Staff
7.6.1 Throughout the period of the Inspection, the team was very conscious of the absence, through illness, of the Revd Dr Catherine Middleton, Associate Director of Ministerial Training. We rejoice in her recovery and share in the hopes and prayers for Catherine’s full recovery to health.
7.6.2 We were also sorry to hear that the Director of Training, the Revd Charles Brock, is to retire at the end of August 1998, from the post which he has held at the College for the past 35 years. We take this opportunity to thank him for all that he has done over the years for Congregational and United Reformed Church ordinands, and to wish him well in his semi-retirement.
7.6.3 On behalf of the Training Committee, we record our thanks to Dr Elaine Kaye, Chair of the Ministerial Education Training Committee for all her support during the inspection, and to thank her for all that she has done for the Ministerial Education and Training Committee during her period of office, which ends in June 1998.
7.6.4 We would also like to record our thanks to other members of staff: Revd Dr John Muddiman, Revd Tony Tucker, Dr Donald Sykes, Revd Robin Pagan and all others who work with United Reformed Church and Congregational students.
7.7 Conclusion
7.7.1 The inspection team is glad to be able to report that the College staff have shown themselves prepared to listen to our observations and recommendations in order to develop the education and training offered to ordinands. It is to be hoped that through the work of the review team and the on-going role of METC, Mansfield will continue to make a distinctive and valuable contribution to ordination training within the United Reformed Church. We wish the College well in their appointment of a new director of ordination training for the next millenium.
B. South East Institute for Theological Education
7.8.1 The inspectors raised a number of critical points about the course and its administration. The Committee’s assessors also spoke of apparent weaknesses in the areas of integration, flexibility in relation to students needs, weaknesses in adult education methodology and in practising and teaching collaborative ministry. The Training Committee recognises, nonetheless, that there has been much improvement in the course since the appointment of the present Principal. It will await the follow-up visit of the Inspectors with interest.
8 Northern College and Manchester Christian Institute
8.1 The Committee read with interest a Review of Northern College, ‘Enhancing Effective Ministry: The Next Steps’ and warmly welcomed the direction of its recommendation. Many of these will come to fruition through the participation of the College in the plans formulated by the future of the Northern Federation for Training in Ministry (see the Report of Northern College).
8.2 In brief, a new very broad ecumenical body will come into being on the 1st September, The Partnership for Theological Education, Manchester. The Partnership, made up of churches, colleges and courses, will have a commitment to lay education, initial and post ordination training and to continuing ministerial education. John Sutcliffe has been nominated to serve as President of The Partnership from 1998-2000. The Committee noted that there would be no change in the course taken by ordinands.
8.3 The mission statement for The Partnership will be:
‘The Partnership, working together to embody the good news of God through Christ, is committed to:
(i) learning through engagement with scriptures, past and present Christian traditions, the world church, other faith communities and contemporary experience and thinking,
(ii) building communities of learning, justice and liberation which provide opportunities for all to explore theology, discipleship, Worship and spirituality, including the preparation of some for accredited forms of ministry,
(iii) sharing theological resources with and among local churches and communities, and the wider networks to which its partners belong’.
9 St Andrew’s Hall
9.1 The Council of the College have been much exercised about its financial viability and role. CWM has indicated its preference for using mission colleges and courses in other parts of the world. The block grant given by the United Reformed Church is to be withdrawn after 31st August 1999 and the other partner in the College, the Baptist Missionary Society, is already critically reviewing its participation. The Council have appointed the Revd Dr Chris Wigglesworth as Principal with particular responsibility for advocacy and external relations, and the Revd Pat Nimmo as Director for Educational Programme Development and for European relations. Both have been appointed from 1st April 1998 to 31st August 1999. They will both serve with the Revd John Burgess from Easter 1998 until the summer of 1999 when further decisions about the future of the College will be taken.
9.2 The Revd David Grainger, the previous Principal of St Andrew’s Hall, left at the end of August 1997, and the Revd Fei Taule’ale’ausumai, a tutor from the Presbyterian Church of Aotearoa New Zealand, returned to Auckland to continue with her PhD studies at the end of November, 1997. The Committee wishes to record their grateful thanks to both for their enthusiastic work for the college. We are especially grateful to the Revd John Burgess who has been serving as Acting Principal from 1st September 1997 until 30th April 1998, not least because he worked as the sole tutor (with help from others) during the Spring term.
10 Lay Leadership Course
10.1 The course written by Mersey Province has been tested with a group of 17 participants in the ten weeks before and after Christmas 1997. It was extremely well received. A number of amendments will be made to the text, and if the evaluation of the programme proves to be successful, it may be available for further use in the Province and in the Church generally. The Committee congratulated the Province both on the Course and on its collaborative approach to leadership in the churches.
11 Publications
11.1 We commend the following recent or forthcoming United Reformed Church publications:
a) Developing Discipleship
A post confirmation course for groups within the local church. This course has been developed by the United Reformed Church and has since been adopted by the Methodist Church.
b) Settling In
An induction booklet for Elders, Church Secretaries, Interim Moderators and Ministers to help Ministers settle in to a new pastorate.
c) Under God’s Good Hand - A history of the traditions which have come together in the United Reformed Church
By the Revd Dr David Cornick, Principal of Westminster College, Cambridge. This is an important text for those who wish to understand the history of the United Reformed Church.
d) Reviewing Eldership
By Peter McIntosh – a book for elders.
e) Becoming a Minister – Entry Qualifications for starting Training
A booklet giving details about educational requirements needed before beginning training for the United Reformed Church Ministry.
f) Becoming a Minister - Financing Your Training
A booklet giving details about grants which are available for those training for Ministry of Word and Sacraments.
12 The Studies’ Panel
12.1 The Studies’ Panel is a sub-committee of the Training Committee which meets twice a year, and its convener is the Revd David Jenkins. Its task is to act as a Board of Studies for courses within the United Reformed Church which do not have their own decision-making powers. The Panel oversees, for example, the whole programme of courses used to train Non-Stipendiary Ministers, Lay Preachers, Church Related Community Workers. It considers the validation and inspection of courses and particular student concerns which arise from time to time. The Studies Panel issues Certificates of Completed Study to Non-Stipendiary Ministers, and records the completion of courses taken by Lay Preachers, which the Ministries’ Committee later accredits.
13 The Training Finance Sub-Committee
13.1 The Training Finance Sub-Committee, which meets about three times a year, oversees any financial issues concerned with people undertaking training. The Sub-Committee advises on the Training Committee’s budget. It also advises on the level of grant to be awarded to stipendiary and non-stipendiary ministry ordinands and those training to be Church Related Community Workers. It oversees the awarding of grants for the in-service training of ministers and for lay training. In addition, the Committee considers special cases of hardship and special financial requests from ministerial and lay students. The Convener of the Sub-Committee is the Revd Elizabeth Nash, and the committee is advised by the Chief Accountant and the Treasurer of the United Reformed Church.
14 Personnel
14.1 We should like to record our grateful thanks to all those who have served the Training Committee over the past year, but our especial thanks go to the Revd Dr Catherine Middleton, who has faithfully and efficiently served as Committee Secretary over the last four years. Despite serious illness, Catherine, has contributed greatly to the committee’s work. We rejoice that she is much better now, and we will miss her presence with us. We should also like to thank Kay Alberg for her contribution to the Committee as student representative.
15 Continuing Ministerial Education
15.1 The Training Committee believes that the time has come to re-launch and enlarge a new programme of Continuing Ministerial Education (formally known as In-Service Training) for the United Reformed Church. [The term, ‘Continuing Ministerial Education’ (CME) is used in other Churches. Its use by the United Reformed Church will make ecumenical recognition and collaboration easier than the use of another term. Continuing Ministerial Education is an umbrella term which includes both Post-Ordination Education and Training and other In-Service Learning opportunities for Ministers and Church Related Community Workers.]
15.2 Why is Continuing Ministerial Education important?
Continued enrichment of mind and spirit is vital for Ministers and Church Related Community Workers and for the Church. Only by such enrichment will Ministers and Church Related Community Workers continue to be equipped to participate in the Mission of God, to address the needs of individuals, and to engage with the issues that shape a plural and changing society.
15.3 The Committee believes that Ministers and Church Related Community Workers should be firmly committed to keeping abreast of new thinking and methodologies in order that the whole people of the Church may be equipped, excited and inspired by new insights, and may take up the challenges that come to those willing to discover the ever new things that God is doing. We believe that over a period, participation in the proposed scheme will help them to be better Ministers both in their personal development and in preparing them for specific ministries, and that it will increase the effectiveness of Ministers and give them a greater sense of their fulfilment in their discipleship and outworking of their calling. It will lead to members of the Church being better equipped to relate their faith to the demands and decisions of daily life and to speak about their faith.
15.4 The Committee has worked hard to prepare the foundations for a new programme of Continuing Ministerial Education. During the preparation of these proposals a representative of the Committee has had discussion with the Resource Planning Advisory Group and has taken cognisance of the report of the Church of Scotland’s Committee on the Maintenance of the Ministry, May 1987, which addresses the topic of ‘Ministry Development’ and of the in-service scheme operated by the Presbyterian Church of New Zealand.
15.5 Aim:
The aim of Continuing Ministerial Education is to help ministers be more effective both in their personal development and in preparation for specific ministries.
15.6 Objectives for Continuing Ministerial
Education:
(i) To help ministers reflect theologically on their ministry, so that theory and practice are brought together.
(ii) To help ministers appreciate the creative relationship between personal appraisal and continuing ministerial education.
(iii) To enable ministers to keep abreast of Biblical, theological and other learning relevant to ministry in a rapidly changing world.
(iv) To assist ministers to continue to develop appropriate specialisms and skills as the emphases of their ministry change.
(v) To encourage ministers to have a thirst for learning, continued spiritual growth and informed flexibility in ministry.
(vi) To help ministers take seriously their role as teaching elders, to share good practice and to learn from growth points in the Church.
(vii) To renew ministers in their tasks of caring for and enabling people to develop and express their discipleship.
(vii) To encourage, as an extra to normal continuing ministerial education, the provision of induction courses for all new work.
And, during the Post-Ordination period to:
(ix) Provide a consistent and co-ordinated programme for ministers in their first three years of ministry.
(x) Provide a programme which is earthed in practical ministry.
(xi) Offer support.
15.7 In order to achieve this, we propose the development of two already existing programmes:
A. Post-Ordination Education and Training – (POET)
B. Continuing Ministerial Education (previously known as In-Service Training for Ministers)
A. Post-Ordination Education and Training – POET
Post-Ordination Training – what we have at the moment
i) Post-Ordination Training is compulsory for all ministers and takes place during the first three years of their ministry. Until now, the responsibility for organising Post-Ordination Training has lain with the Province who have generally laid on a number of pastoral /support/ skill learning days; and Districts have appointed a pastoral adviser for each new minister. At the end of the first three years in ministry, ministers have been invited to a refresher course at either Westminster College or at the Windermere Centre. Ministers have also been invited to a 24-48 hour visit to The United Reformed Church House to learn more about the work of the United Reformed Church committees and of the House.
ii) Post-Ordination Training is needed because not all training needs can be covered prior to ordination and because some needs only emerge during the practice of ministry.
iii) The need for new proposals a) So why are we introducing new proposals? Currently, the quality and quantity of Post ordination training is variable. Some Provinces have produced admirable guidelines and run excellent courses. Some ministers have worked very hard in this area. But this is not, unfortunately, true throughout the Church. The intention is that the programme of Post-Ordination Education and Training described below will be an obligation for all ministers. The arrangements for Post-Ordination Education and Training are to be made part of the settlement agreement for each new minister.
b) The Training Committee’s aim is to introduce a programme of continuing ministerial education for all serving ministers. Post-Ordination Education and Training is a very important part of these plans, because it introduces both ministers and local churches to the idea that the minister will continue to learn and develop, so the learning becomes a habit, integral to ministry.
B. Continuing Ministerial Education for More Experienced Ministers
Continuing Ministerial Education – what we have at the moment
i) All those in ministry – (Stipendiary and Non-Stipendiary Ministers, Church Related Community Workers, Youth and Children’s Work Trainers and Lay Preachers) are encouraged to take part in In-Service Training. Stipendiary and Non-Stipendiary Ministers are expected to take one week each year (including Sunday) off from their pastorates, in order to take time apart to study and reflect. Ministers, Church Related Community Workers and Youth and Children’s Workers are invited to apply for In-Service Training grants supported by the national Church and Provinces. Then, every ten years, both Stipendiary and Non-Stipendiary Ministers are encouraged to take up to three months off for study and reflection, again supported by grants.
ii) The need for new proposals a) We find, however, that barely ten percent of ministers apply for the In-Service Training grants that are offered, and even if Ministers apply for support from other sources, or personally fund their training, we suspect that perhaps only about twenty percent of ministers take the opportunity to take time out to develop their spiritual and personal skills for ministry. If this is true, then this is a great cause of concern. We are living in what many describe as a post-modern, secular age which calls all local churches to new challenges of mission within their local community. Ministers have an important opportunity to initiate new ideas and visions which will help the church grow. If Ministers are stuck, educationally and spiritually, in the period in which they initially trained for ministry, then the Church itself may also become out of date and irrelevant to current needs. In addition, continuing ministerial education may help ministers respond more effectively to the ‘Belonging to the World Church’ proposals.
b) The following three Resolutions offer proposals for ways forward which will enable all ministers to grow and develop their ministry.
Resolution 43 The proposed model for Post-Ordination Education and Training
The General Assembly endorses the programme for Post-Ordination Education and Training of Ministers set out below:
1.1 The programme will consist of three strands: theological reflection, personal / spiritual development and the acquiring of further skills, knowledge and understanding information. All three strands will be provided by each of three different sources: (a) Locally – through one to one work with a pastoral adviser.
The Province will, having consulted with the new minister and with the relevant District Pastoral Committee, appoint a Pastoral Adviser. This will happen as soon as possible, and in any case within three months of ordination. The task of the Pastoral Adviser is to offer support, opportunities for theological reflection and encouragement of spiritual and personal development. The minister and Pastoral Adviser will meet every six weeks. Guidelines regarding the role of the Pastoral Adviser will be made nationally in collaboration with Provinces, but training opportunities will be delivered provincially. Further guidelines and training opportunities for Pastoral Advisers will be made available.
(b) Provincially – through work with a group of new ministers in their first three years of ministry.
At least three training days a year will be provided by the Province. The programme for these should be fairly flexible in order to meet the needs of each group of new ministers. It is important for new ministers to identify with their Provincial group, which will consist of ministers in at least their first, second and third year of ministry. Guidelines for Provincial Directors of training will be issued.
(c) Nationally - through residential weekends.
New ministers will attend two 48 hour residential weekends in each of the three years of the programme. These will be run using a syllabus such as the one suggested below so that a variety of areas of skill and experience can be developed. Courses time-tabled at weekends are important because they provide an opportunity for all new ministers to attend, and they provide a Sunday free of leading worship and the preparation involved. Arrangements will be made for defraying essential costs.
1.2 Further detail
a) The oversight of the programme will be carried out nationally.
b) It is proposed that this new Post-Ordination Education and Training programme begins for all newly-ordained ministers in September 1999. In order to make Provincial groups more viable, ministers ordained in 1997 and 1998 will be invited to join these groups.
c) There will need to be a 24 hour consultation for Provincial Post-Ordination Education and Training co-ordinators and Provincial Moderators in Spring 1999.
d) Training for Pastoral Advisers should begin in Spring 1999.
e) Initial training colleges and Courses will be asked to provide suggestions about the training needs of each new minister as initial training is completed. The Provincial Director of Training, or some other similar person in the Province, could encourage new ministers to work on these suggestions during the Post-Ordination Education and Training.
f) The refresher course year would move from the third year after ordination to the fourth year, followed by the seventh, fourteenth, twenty-first, etc…
1.3 Suggested syllabus for residential weekends
Nine courses will be offered (three in each year of Post-Ordination Education and Training), from which the new ministers will choose six (two in each year).
The topic for these could be : a) Worship b) World Church c) Working in groups d) Time Management e) Theological Reflection f) Spirituality g) Social Analysis h) Post-modernism and its significance for mission i) Ministry and identity j) Ministry in context k) Handling conflict l) Ecumenism m) Continuing Bible Studiy n) Contextual Missiology o) Communication p) Administration
Resolution 44 Continuing Ministerial Education
The General Assembly endorses the programme of Continuing Ministerial Education set out in the Book of Reports.
1.1 Ministers and Church Related Community Workers are strongly urged to devote two weeks per year to Continuing Ministerial Education. [Post Ordination courses, refresher courses and sabbatical leave will count as Continuing Ministerial Education in the year in which they are taken. Ministers may opt, if they wish, to nominate Provincial summer and spring schools for ministers as one of their weeks or part of one of their weeks of Continuing Ministerial Education depending on the length of the school. It will be possible for some courses to be planned as first or higher degree modules. To make this possible it will be best, as far as stipendiary ministers are concerned, to think of ‘week’ meaning Monday 9.00am until Friday lunch-time. Ministers attending a week long course should not be expected to lead worship on the following Sunday, thus allowing time for time off and for the family. For non-stipendiary ministers who, because of other work cannot attend a mid-week course, a ‘week’ means two weekends each lasting from Friday evening until Sunday teatime. Alternatively, a ‘week’ may be calculated at 40 hours.]
1.2 The development of the Continuing Ministerial Education programme will take place in two stages: a) September 1999 to August 2000: At this stage, all ministers in active service of the United Reformed Church and Church Related Community Workers will be expected to devote one week per year to Continuing Ministerial Education.
b) September 2000 onwards: After this initial period, it will be expected that all ministers and Church Related Community Workers should normally devote two weeks per year to Continuing Ministerial Education.
1.3.1 District Councils and local churches are strongly urged to ensure that an agreement requiring the minister to take one week’s Continuing Ministerial Education in the academic year beginning in September 1999 and two weeks Continuing Ministerial Education in the academic year beginning in September 2000 and in subsequent years. A statement beginning such agreements should be included in all settlement agreements made after the 1st September 1998
1.4 All ministers should keep a record/portfolio of continued learning. 1.5 Continuing Ministerial Education may be provided via two routes:
i) a programme of approved courses, including ecumenical courses, from which ministers may select or
ii) an agreed programme of reading, writing
1.6 In any year where a new ministry is being taken up, an opportunity for Continuing Ministerial Education of up to four weeks should be available as part of the induction into a new post. This time should be used for the direct benefit of equipping the minister for the work ahead.
1.7 Resource Planning Advisory Group are asked to include the cost of Continuing Ministerial Education in the budget of the Church.
1.8 The Training Committee is requested to set up a Continuing Ministerial Education sub-committee, composed of representatives of the Colleges recognised by the United Reformed Church’s Training Committee, representatives of Provincial Training Officers and of the Training Committee.
1.9 The brief of the Continuing Ministerial Education Provision sub-committee is to: a) prepare a programme of learning opportunities which may be taken in the colleges recognised by the Training Committee, the Windermere Centre and any other hired venue. [This could be an additional source of income for Colleges]
i) list learning opportunities provided by other bodies which may be used as examples of the courses for which funding will be provided,
ii) assess proposals from ministers for in-service learning and the funding required and to be provided.
Resolution 45 Staffing arrangements
Assembly, having approved a policy for Continuing Ministerial Education, asks Mission Council to consider the appropriate staffing arrangements.
1.1 The programmes for Continuing Ministerial Education and Post-Ordination Education and Training will require considerable energy, administration and co-ordination with Provinces, District Councils and ministers themselves. The Training Committee believes that it will be necessary for an additional staff post to be created if this programme is to succeed, especially as the work of the Training Committee is already over-stretched. The Committee therefore asks Mission Council to discover how the existing staff post together with additional staff support, might be organised to effect the programmes outlined in the Book of Reports.
Copyright © 1998, United Reformed Church
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