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Interim moderators in the united
reformed church
INTERIM MODERATORS IN THE
UNITED REFORMED CHURCH
ASSEMBLY
RESOLUTIONS AND
GUIDELINES FOR LOCAL CHURCHES
DISTRICT COUNCILS AND
INTERIM MODERATORS
Produced by
the Life and Witness Committee
INTRODUCTION
The ministry of Interim Moderators has been recognised from the
foundation of the United Reformed Church. Their purpose is to provide a
continuing link between the wider church (usually the District Council)
and local pastorate during a time of ministerial vacancy. The Manual
records the third duty of a District Council to be “to appoint, in
consultation with the local church and the Moderator of the Synod, from
among its members an interim moderator during a pastoral vacancy”. Such
person should normally be a minister or retired minister. In exceptional
circumstances an elder may be appointed.
A number of Synods and districts have produced guidelines setting out
what is to be done by an Interim Moderator but a national survey
organised by the Discipleship and Witness Committee some years ago
indicated that many would welcome further help. Changes within the URC
concerning the fall in the number of ministers, the increasing length of
vacancies and a more systematic approach to the process of calling a
minister (profiles, groupings etc.) have made the task of an Interim
Moderator more complex and more significant and the “exceptional
circumstances” of the Manual have become more frequent. In particular,
many have asked for all the regulations, duties and advice to be
available in one publication.
Consequently this outline of current practice and guidelines for interim
moderators, local churches in vacancy and district councils are offered
in the hope that they will help all those concerned in this vital area
of the church’s life. They are based on Assembly resolutions and on the
experience of churches throughout the denomination. They may need to be
used creatively according to circumstances but it is hoped that they
will provide a sound basis for understanding and action in changing
situations.
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THE
ROLE OF THE DISTRICT COUNCIL
The District Council has a number of initiating and oversight
responsibilities laid down in the Manual and the URC Service Book in
addition to those understood by common good practice. Many of these are
delegated to a group (such as the Pastoral Committee) but remain the
concern of the whole council.
Appointing
The District Council initiates discussion with the local church and the
Synod Moderator and appoints from among its members an Interim Moderator
during a pastoral vacancy. [Manual 2 (3)
iii] In a pastorate involving more than one church each may have its own
Interim Moderator if this is felt to be desirable.
The person appointed will normally be a serving or retired minister,
though an elder may be used in exceptional circumstances (increasingly
necessary in shortage of ministers).
It is desirable for the appointment to be made at the earliest possible
point and before any misunderstandings occur. Many districts are now
making it possible for vacancies to be declared earlier than in the past
and this is helpful, especially in LEPs and groups.
The role and duties of the Interim Moderator should be agreed and
clearly defined. (See Section on Appointment of I.Ms.)
Care should be taken in choosing a person with experience, knowledge of
the district, insight into the needs and aspirations of the local
church, time and a readiness to exercise the role. There is a need to
ensure that the Interim Moderator can be objective and sensitive to the
church’s tradition, theological stance and ways of operating. The
agreement of the local church in the appointment is essential.
Good practice in District Visits and regular pastoral care of churches
should mean that the District Council is knowledgeable about the local
church and able to brief the Interim Moderator well.
Training
The District Council is responsible for the training of interim
moderators. Many issue guide-lines or check lists but periodic group
training/sharing sessions are invaluable in preventing unnecessary
problems. If all serving and non-serving interim moderators are invited
those with experience can share their expertise and procedures can be
continually updated. The initial training of new moderators might have
to be done on an ad hoc basis as the need arises.
Local churches also need such training to avoid the trauma of vacancy
when it arrives.
The training should focus on both the mechanics of vacancy and
settlement and the purpose of the church in vacancy and out.
Monitoring
The District Council is responsible for monitoring the situation
throughout the vacancy and for supporting the Interim Moderator who is
its representative. This is especially needed in group, team and LEP
situations.
The monitoring should be effective but not intrusive :
co-option on to the Pastoral
Committee is unnecessary (and may even be embarrassing), though
occasional attendance for part of a meeting may be useful.
Whatever form it takes monitoring should be pro-active and not left to
the Interim Moderator to initiate.
Scoping
“Scoping” is the term used for determining the level of ministry
allocated to each pastorate. Thus a church may be scoped for a fulltime
minister of Word and Sacrament or such proportion of a whole as the
District Council deems possible.
The District Council will have a deployment policy as part of its plan
for mission, and will have its own policy for scoping which will include
mission opportunities as well as size and financial viability. One or
more meetings with the elders are needed to discuss scoping which must
be agreed before a vacancy can be declared.
Unnecessary delays in declaring vacancies are to be avoided since they
cause frustration, fear and often tension between the church and the
denomination.
Settlement
The District Council needs to designate the appropriate person(s) or
committee to examine matters of ministerial expenses and to confirm the
suitability of the manse by agreeing draft Terms of Settlement prepared
by the local church. Where it is felt appropriate to defer discussions
about the manse until the call has been made it is important that any
improvements are carried out before the induction.
Concurrence
The District Council gives or (where deep pastoral concern for the
church requires) withholds concurrence in the call to a minister.
[Manual 2 (3) ii]
This is normally a straightforward formal approval but the District
Council has to establish that the minister called has undergone
appropriate training.
Without concurrence the ordination/induction cannot proceed.
Ordination/Induction
The District Council is responsible for conducting ordinations and
inductions, with the Synod Moderator or deputy presiding and in
fellowship with the local church [Manual 2 (3) ii] The District Council
invites the Synod Moderator to preside at what is a meeting of the
Council and appoints those who are to lay hands on the ordained. (URC
Service Book)
The planning of the detailed service and the rest of the day is the
concern of the local church in liaison with the new minister, the Synod
Moderator and the Interim Moderator (acting on behalf of the District
Council).
Representatives of the District Council should be present at the service
not only as a matter of courtesy and fellowship but to maintain the
overall responsibility of the Council.
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MINISTERIAL
VACANCY
Preparation For
In one sense every minister should be preparing a church for vacancy.
Over-reliance on the minister’s leadership can lead to a de-skilling of
members so that they may be unable to exercise those gifts when they are
most needed. A church where all members, and especially the elders, have
the confidence to fulfil their roles with the backing of the minister
and other members will be best able to respond to the arrival of
vacancy.
If the minister is able to explain what happens in vacancy and point to
its opportunities while still in office this will prevent the worries
which many churches experience. The District Council also should convey
to the local church the sense of excitement and expectancy which a
positive approach to vacancy can bring.
Needs during
Vacancy is not just a waiting time; the church must realise the need to
develop. The Interim Moderator can help the church use its passionate
desire for a minister in such a way that it grows in awareness and
confidence in the process rather than blotting out other issues. If this
growth and development does not occur the church will be restricted in
its vision for the future.
For an Interim Moderator to assist a church to identify and satisfy
unrealised needs requires “skill, nerves of iron, an ability to take
unwarranted criticism and a willingness to take risks”. But the
consequences of not trying can be, if not disastrous, nonetheless
frustrating for a future settlement which may have lasting influence of
hurt and disappointment.
It follows that good relations with the Interim Moderator are not enough
if they inhibit the kind of in-depth appraisal and discernment for
ministry which may be essential for the future. The desire on the part
of the church, the Interim Moderator and the District Council (for
different reasons) for a short vacancy can lead to an ill-considered and
inadequate process.
Opportunities Of
1. Balanced View of Past
It is helpful for the church to be conscious of its past in such a way
that it is not imprisoned by the powerful constraints of past success or
failure, the feelings of love or hate about a past which has led to its
present condition.
2. Discovery of Relationships
The balanced view of 1. will enable the church to discover what its real
relationship is within itself and with the community in which it is set.
It will be able to give up believing that it is the same as it was, or
that the community around it is the same as it was and begin to discern
a new way of regarding itself which relates to a vision that makes sense
now.
3. Changes in Leadership
The opportunity to recognise and welcome changes in leadership can allow
new possibilities to emerge while old leaders can discover and welcome
new ways of service.
4. Links with Other Churches
These can be re-thought at this time. This is increasingly significant
where grouping has occurred, especially where it has occurred in the
past with a sense of resentment or failure or where it is a new
possibility which challenges past assumptions or what the church expects
for itself.
5. Commitment to New Tasks
A commitment can be discovered where both church and new minister have a
real sense that they are meant to be together for the future and ready
to respond to each other in service.
6. Enrichment of Interim Moderator’s Ministry
The benefits are not all one-sided. The overwhelming response of those
undertaking interim moderatorship has been that the experience has led
to an enriching and deepening of their own ministry. Those who have seen
the work not as just another extra but as an integral part of their
total vocation are consistent in the view that it is stimulating and
personally valuable. The reasons given are that the detached perspective
and critical questioning brought to the sharing of a church’s assessment
of its life, help to give an incisiveness to reflection about their own
situation and the opportunity is provided to assess their own ministry
in a safe way, discovering fresh aspects of mission.
This realisation can be used to satisfy the Interim Moderator’s own
church that in the long term the experience of their minister will be of
benefit to them.top
APPOINTMENT OF INTERIM MODERATORS
Expectations
All those concerned in the vacancy will bring their own expectations to
the situation :
a. The DISTRICT COUNCIL will be looking for someone who can do the job
they want, possibly with least hassle on their part. They will have views on the
local church – its viability; its past achievements or lack of them; its
financial position; its mission possibilities etc. Valuable information may be
available from the most recent Pastoral Consultation.
b. The LOCAL CHURCH is likely to be looking for someone who will get
them a new minister as quickly as possible. They will have views on what the
Interim Moderator should do in terms of leading worship, presiding at the
sacraments, chairing meetings and pastoral visiting. Some will want a
trouble-shooter. Other churches have suggested that they would like a guide in
matters of theology and worship, a focus of unity, a maintainer of morale and
even an acting minister. The church secretary will be hoping for help in an
often bewildering situation. Members may well demand leadership but some may be
wary of change. It is important to note that a local leader cannot fulfil the
basic function of an Interim Moderator who must be from another pastorate.
c. The Interim Moderator’s OWN CHURCH(ES) will be anxious that the
moderatorship takes as little as possible away from the ministry they think they
own. There may be some resentment in terms of time and energy. They will also
want it completed within a very short time.
d. The INTERIM MODERATOR may well have mixed feelings about the job.
There may be concern about time, conflicting loyalties, unfamiliar people and
methods and the unrealistic
expectations of others.
It is to be hoped that from all these there will also be optimism,
vision and a sense of the value of the relationships involved.
This will be best achieved if there is a clearly defined Contract of
Service agreed by all parties at the beginning. All will then understand the
time available to be used, the cost of the operation (Interim Moderators’
expenses are paid by the receiving local church) and the tasks which can be
undertaken by the Interim Moderator.
One of the first needs will then be to determine who will be responsible
for what the Interim Moderator is unable to do.
It is important to point out that the oversight by Elders and Church
Meeting continues, intensifies and in many instances flourishes during vacancy.
Duties
Certain tasks are laid down for all interim moderators.
a. Normally chairing all Elders’
Meetings [Manual 2 (2)]
b. Chairing all Church Meetings or special groups where the calling of a
minister is discussed
c. Chairing all meetings with prospective ministers
d. Providing a link between the District Council and the local church
e. Providing a link between the Synod Moderator and the local church
f. Providing a link between the prospective minister and the local
church
g. Presiding at the ordination and induction of elders
h. Assisting with the planning of the Induction Service as required
i. Being sufficiently knowledgeable about the processes to give advice
on what is required at each stage.
In order to get to know the church and to keep it moving forward during
vacancy many Interim Moderators also lead worship as often as they can,
chair all church meetings, make emergency pastoral visits and attend
social functions.
Opportunities
If the interim moderatorship is seen simply as a series of duties to be
carried out the process may become sterile and unrewarding. The church
often sees essential formalities as merely red tape. One elder has
written :
“In general, the relationship between an interim moderator and a church
is every bit as personal and sensitive as that between a minister and
his/her church. I see the interim moderator as very much ‘on the
church’s side’ in any ‘them and us’ situation. (A vacancy is such a
situation, with the church becoming defensive and touchy.) A church
should expect the interim moderator to speak up for the church; for this
reason it is imperative that an interim moderator should as quickly as
possible get to know the church, the key people and the church’s story.”
The question of how much leadership to give and of what nature is
difficult to prescribe because it has to be assessed in the light of
varied circumstances. It is important that all concerned use the period
for serious reflection and appraisal. The guidance of the church through
the issues of “bereavement” which loss of a minister always brings is
essential if the vacancy is to be dealt with positively. Only then can
hidden gifts be released in leadership, worship and pastoral care etc.
Assistance to the elders on continuing motivation of members and
renewing the vision of their mission is also highly desirable. top
MAKING GOOD USE OF VACANCY
Healing
A new vacancy brings with it many of the symptoms of bereavement and an
Interim Moderator may find similar emotions present in the vacant
church. The following list is long but not exhaustive :
Shock - at the minister’s leaving
Satisfaction - leading later to guilt
Denial - inability to believe it has happened
Confusion - bewilderment about what to do
Anger - that the minister has let the church down
Resentment - against others in the congregation who do not pull their
weight
Apprehension - fear about an uncertain future
Loss of Confidence - depressing loss of ability or desire to do the
tasks that were well done before
Identity Crisis - who are we and what are we doing?
Grief - pain at the loss of a dearly loved leader
Loneliness - there is no-one now to turn to
Loss of Status - a church without a leader is second best
Guilt - self-reproach about lack of support for the minister which may
have been a cause of departure
Clinging to Past - reference to old photos and a real or imagined golden
age.
It is accepted that unresolved grieving can store up trouble for later.
The Interim Moderator will need resources of sympathy, patience,
gentleness and, above all, time. It would be foolish to let the church
make important decisions too early – before grieving is resolved. People
can be helped through this healing process but not directed, even where
the Interim Moderator foresees the likely outcome.
Maintaining
It is not easy in vacancy to maintain the life of the church as it has
been with ministerial support. This is particularly true where the
leadership expectations of the members have rested almost entirely on
the minister. The elders and all the congregation will need help from
the Interim Moderator in bolstering their self-beliefs and recognising
their dormant gifts. But it is their responsibility to maintain the life
of the church – its worship, pastoral care and outreach – and the
Interim Moderator must not allow them to pass it on, but merely try to
guide their thinking and challenge unwise practices.
Positive thinking about the present, together with the constructive view
of the past referred to above, will provide the best foundations for a
healthy future.
Reflecting
Vacancy needs to go beyond simply maintaining the present. For the
health of the church (and in order to be more attractive to an incoming
minister) it should be seen as a time of reflection on where the church
is and where its future lies. There is time to re-assess resources and
discover ones previously unrecognised.
The Interim Moderator as an independent observer is well placed to serve
as a catalyst to this process. Square pegs and round holes can sometimes
be better seen from a distance and lateral solutions to problems
suggested. Adequate reflection takes time but is an important
prerequisite for the writing of a clear and visionary profile.
Planning
A well-used vacancy proceeds to plan for the future. The mission of the
church continues and, while there are some things which are better
developed with the new minister, it is a mistake to put aside all new
ideas, especially those which are likely to raise the spirits of
members.
The Interim Moderator’s experience and objectivity again will help the
church to analyse when to do and when to defer. It seems only human
nature to assume that a new minister will look more favourably at a
church which is moving forward rather than one which is bogged down in
struggles to stay where it is.
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PREPARING FOR MINISTRY
PASTORATE PROFILE
USES
One of the essential tasks for the church during vacancy is the
preparation of a Pastorate Profile which gives a full picture of the
life of the church. This may be used in three ways :
i. to aid the District Council in the scoping of the church
ii for the Synod Moderator to pass on to the prospective minister
iii as a review document during later ministry.
Clearly the profile may need to be adjusted to fit these separate
purposes but the bulk of the material will remain the same. Guidance on
what to include is given in the Assembly resolutions earlier in this
document.
ROLES
Interim Moderator
The role of the Interim Moderator in leading a church in its preparation
for ministry is a sensitive one and will require different approaches
according to circumstances. The church will expect the Interim Moderator
to understand the processes or to be in a position to find out answers
for them. While those processes are the church’s responsibility the
guidance of the Interim Moderator could be important in getting them to
consider the real issues. It may sometimes be necessary to challenge
their original view of themselves, either because it is over-optimistic
or often because it is more depressed than circumstances warrant. The
Interim Moderator may also need to ensure that the elders are keeping
the whole church informed and involved in what is going on since they
themselves may not perceive the “clique” syndrome growing.
During this time communication with the District Council, the Synod
Moderator and, eventually, the prospective minister must be kept up and
the Interim Moderator will have insights to offer which are valuable to
all. Other aspects of the role are dealt with under appropriate
sections.
District Council
It is important that the District Council has regular contact with the
Interim Moderator to know how the processes are developing and to offer
support and practical help where necessary.
Synod Moderator
The Moderator will be present at most of the meetings which take place
at district level and make input there. He/she will receive the
completed Pastorate Profile and pass it on to a prospective minister via
that minister’s own moderator or the ministerial training college. When
an interested person is found the Moderator will pass on the name and
Ministerial Profile to the Interim Moderator and the next phase will
begin. The Synod Moderator will be available for any general or specific
queries which arise during the process.
Vacancy Committee
Some churches (especially those in groupings) prefer to delegate
responsibility for the details of the process to a Vacancy Committee.
Churches with a large eldership may be well advised to do so. The size
and composition of such a group will be at the church’s discretion but
it should be as broadly representative as possible and clearly will be
composed of those the church is willing to trust with the task. Such a
committee will be responsible through the elders to the church meeting
and will communicate as much of its work as possible at every
opportunity. The necessity of involving others in the Pastorate Profile
is even more important in these circumstances.
Local Leader
A close and trusting relationship between the Interim Moderator and the
Church Secretary is very important. If established quickly the central
work of the church can be wisely overseen and the church officers
receive the support and understanding which is essential if they are to
give the necessary leadership.
Where one or more local leaders are serving the pastorate they may be
entrusted with liaison with the Interim Moderator if appropriate to
their role..
MINISTERIAL PROFILE
Prospective ministers are responsible for passing on through the Synod
Moderator such details about themselves as may be helpful to the
receiving church. This profile should contain both factual information
and some indication of the minister’s strengths and weaknesses, beliefs
and attitudes, vision and priorities. The Interim Moderator will help
the church to work through this profile, to match it against its own
Pastorate Profile, to interpret the underlying assumptions and, assuming
the church wishes to proceed, to compile from it a number of judgements
and queries on which the elders’ interview with the minister may be
based.
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THE SETTLEMENT
The settlement refers to all the domestic and financial arrangements
associated with ministry. These include manse, travel, telephone, book
grant, time off etc.
While the settlement is a matter to be agreed between the church and the
District Council (and ultimately, of course, the minister) the Interim
Moderator has a role to play in ensuring that expectations are not
inappropriately raised on all sides. One significant input is to make
sure that the perspective of a future minister is understood and
affirmed by the church. This is not always easy for some congregations
who may have a naïve understanding of the nature of vocation. Proper and
flexible parameters in the terms of settlement are essential to attract
interest in potential ministers and to avoid misunderstanding and
conflict in the future. Nothing should be taken for granted nor the
church allowed to make untested assumptions. The District Council must
be satisfied before declaring a vacancy.
The Interim Moderator may need to make sure that responsibilities to the
wider church are fully understood by elders and members at this stage
rather than waiting for requests to come for interim moderatorships,
tutoring, committee work etc. when the minister is in office.
Non Stipendiary Ministers
There are some questions about the settlement which do not apply to NSMs
but that only makes it more imperative that all parties understand and
agree the parameters of the ministry to be exercised. This concerns
particularly, but not only, time issues and the key objectives of such
ministry. The Interim Moderator must see that the church does not expect
full-time ministry on the cheap.
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THE INTRODUCTION PROCESS
In this part of the role the Interim Moderator will be particularly
conscious that the purpose of the process is to enable the church and
the minister to discern what is God’s will for them. The careful and
sensitive use of any information which is known or may be received will
be relevant in assisting the church to consider the preparation for a
visit and in ensuring that the visit achieves its purpose.
Meetings with Elders
Practical advice on such meetings is to be found in “Guide-lines for
Declaring and Filling Vacancies”. The Interim Moderator will help the
church to decide what procedures are appropriate for them and try to
achieve a balance between different experiences of interviewing. The
URC’s Equal Opportunities policy should be clearly understood by elders
and members.
The ministerial profile will have been put alongside the pastorate
profile and various areas for further discussion come to light. It
should be clearly understood that the object is not to trap “the other
side” into revealing weaknesses and cupboard skeletons but rather a
mutual exploration of how in vision and practice minister and pastorate
may complement each other.
It is to be hoped by this stage that ideas of calling a minister who is
most like (or most unlike) the predecessor have been talked through,
though the Interim Moderator may need to guard against a regression to
earlier ideas. Preliminary discussion of areas to talk about should help
to avoid one elder getting on to a hobby-horse which is time wasting and
not central to the thinking of the church.
In chairing the meeting the Interim Moderator will use objectivity in
supporting both minister and elders.
Preaching with a View
This important part of the process does not directly involve the Interim
Moderator who may not even be present. Earlier planning will have made
sure that members of the congregation are given opportunities to talk to
the minister without the minister being overwhelmed by a full weekend
social programme which is more conducive to exhaustion than to inspiring
worship-leading.
If the Interim Moderator is not present it will be sensible to take
soundings on how it went from both church and minister in order to be in
a better position to chair the subsequent elders’ and church meetings.
It should be very clear before those meetings what the voting position
will be. It is customary for the percentage approval required for a call
to be issued to be considerably greater than that for normal business.
Most ministers would be unlikely to consider a call that came from less
than 80 per cent of those members present and voting.
The Interim Moderator should be aware of the position of the minority in
such voting, together with the feelings of regular adherents who had no
voting rights. Where a majority call is accepted the need should be
stressed for all the congregation to support the new minister
wholeheartedly
Induction Service
Those involved in the service planning may include the local church, the
District Council, the Synod Moderator, the new minister and the Interim
Moderator. What part each plays will vary according to local tradition
and individual circumstances. It is important however that all parties
are happy with the arrangements and the Interim Moderator may take on
the role of checking that this is so. It is likely that the service will
have something of the distinctive feel of the new minister but the Synod
Moderator will want to see that all the necessary ingredients are
present.
The session takes place in the context of a meeting of the District
Council even if the formal opening and closing of such a meeting take
pace in the vestry.
If the local church has little experience of such a service the Interim
Moderator may need to remind them that it is likely to be longer than
usual so that practical arrangements such as catering and crèche
provision can bear this in mind.
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WHEN IT’S OVER
Handing Over
The induction of the new minister may well bring a sense of relief to
the Interim Moderator who feels that the task is now over and she/he can
return to their own church to their “real” job. However there may be
some feelings of unease, or even guilt, that not all the tasks have been
completed or the targets met. This can lead to indecision about what to
pass on to the incoming minister.
Each situation will be different but it is possible to generalise and
say that new ministers should be left to form their own judgements about
situations, and particularly people, rather than have the Interim
Moderator’s opinions thrust at them. There will be many in the church
who bombard the new minister with confidential accounts of how they see
the church and who is responsible for what – in every sense! A sensible
minister will not make hasty judgements.
There may be occasions when the minister wishes to consult someone who
knows the church but is not part of it and then the Interim Moderator
will be free to contribute a view. That is not the same as giving it
unasked, though an occasional call or word in passing to sense if the
minister needs help may be helpful to a worried colleague.
In the case of newly-ordained ministers some districts appoint the
former Interim Moderator to act as Pastoral Adviser, particularly in the
early months, and this can help to keep up a more formal contact.
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GROUPS, TEAMS, CLUSTERS, LOCAL
ECUMENICAL PARTNERSHIPS AND INTERIM MINISTRY
Groups and Teams
It is difficult to give guidance on situations which are so varied and
individual, although most of the principles outlined above still hold
good.
The District Council often has difficult decisions to make in adapting
the basic framework to suit group pastorates, team ministries or
“special” situations. Those districts and provinces which already
provide guidelines differ in their views. Whatever the details it is
important that all concerned are fully aware of the process agreed and
understand their part in it.
Some of the issues to be determined may include :-
1. How many interim moderators are needed? It is customary to appoint an
Interim Moderator during a vacancy whether or not there are other
ministers involved in the situation e.g. a single pastorate with an
assistant or associate minister, a vacancy in a ministerial team or in
one or more churches in a group pastorate. In this way the District
Council maintains its objectivity in dealing with the vacancy.
2. How are decisions to be made during the vacancy? If there are a
number of elders and church meetings involved will every decision have
to go to each of them or will the churches set up a joint group whose
findings will be accepted by the church meetings
on agreed terms?
3. How important is it that the other churches’ opinions and reasons
should be known before voting takes place?
4. In particular, how will the voting be carried out – at separate
meetings held simultaneously or at a joint meeting involving all members
where all can listen to each other (which might still include separate
voting)? Separate records of the voting will still need to be kept so
that a) it can be decided whether a joint call is possible and b) the
minister can choose whether to accept a call which is not unanimous.
The Interim Moderator(s) will need to keep close liaison with the
District Council and the Synod Moderator so that advice can be given and
received at each necessary point.
5. In a team situation the agreement of the other ministers already
serving would normally be thought essential.
6. If churches in a group are divided in their views the District
Council may wish to ask them to re-examine their link.
Married Couples
“Employment Practice in the URC” contains a section recommending good
practice for the appointment of married couples and we commend this
advice where it is required.
Local Ecumenical Partnerships
Special conditions exist in these situations, some of which depend upon
the particular denominations involved. Some points can be clearly stated
:-
1. Normally the procedures for calling and inducting a minister will be
those appropriate to the denomination of the new minister but local
circumstances may produce some “compromise” arrangement.
2. The Interim Moderator is not an interim minister and therefore cannot
be involved in any wider responsibilities undertaken by the previous
minister e.g. in a Methodist circuit plan.
3. Any churches of other denominations in the LEP must be clear that
they deal with the elders’ and church meeting of the URC part of the LEP.
4. The Interim Moderator must ensure :-
a) full consultation with the other denominations and their members,
b) financial discussions where there is a change in the minister’s
denomination and c) ecumenical consultation in the planning of the
Induction Service.
5. Sensitivity is required in dealing with other denominations whose
procedures are different. For example, Methodists have until recently
been unfamiliar with the idea of vacancy and find it hard to accept. The
URC emphasis on the benefits of a period without minister seem strange
to them. The papers “Calling a minister in the URC : notes for ecumencal
partners” and “Patterns of Sharing” are very helpful on all these
points. (They are available from Tavistock Place)
Interim Ministry
Some District Councils appoint Interim Ministers who then take the place
of Interim Moderators. These appointments mean that full ministry and
in-depth support may be offered to churches in vacancy, at least for a
limited period.
Interim Ministers will usually deal with more than one church but will
have no permanent pastoral charge of their own.
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