Interim Training

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(No Transcript)
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Interim Training

• Camp Allen
• November 21, 2004

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Overview

• Statistics/Deployment
• Stages of Transition
• The Process
• Glossary of Terms
• Leadership Roles
• The Role of the Interim

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• Statistics/Deployment

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Diocesan Statistics 2004

• In the last two years we have seen the number of
  congregations open rise from an average of 8 to
  an average of 11.

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Vacancies

• Today there are 30 parishes with vacancies.
• 17 are seeking rectors
• 13 are using some kind of alternative oversight
• 11 have interim rectors
• 2 have locum tenens
• 4 are using supply clergy

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Retirement Statistics 2004
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Deployment for Interims

• Notify Deployment Officer
• Will be contacted by Sr. Warden
• 2nd visit with vestry
• Call Letter and Letter of Agreement

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• Stages of Transition

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Stages of Transition An Overview

• The transition process lays the foundation upon
  which a congregation builds healthy mission and
  ministry.

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Stages of Transition

• There is a natural flow of change that begins
  with the current rectors leave-taking and comes
  to an end with the arrival of the next rector.
• Until a new coalition of leaders emerge around a
  vision, shared values and common goals, the
  congregation will experience tension.

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Stage One Loss

• The issue is grief
• The Emotional Content is charged with sadness,
  anger, and anxiety
• The task of the leader is to bring closure and
  celebrate the past
• The danger is failure to face loss (denial),
  everything will continue the same.

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Stage Two Preparation

• The issue is re-assessment
• The Emotional Content is charged with resolve and
  anxiety
• The task of the leader is to take a realistic
  look at the present situation and needs
• The dangers are creating a profile of the church
  we wish we were or that we believe we were ten
  years ago.

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Stage Three The Search

• The issue is finding the person to lead for the
  future
• The Emotional Content is charged with
  anticipation and excitement
• The task is finding the best leader with the
  right skills to help us revitalize our sense of
  identity and mission
• The danger is finding a person as different from
  the past Rector as possible selected by
  highlighting skills not resident in the former
  rector

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Stage Four Call/Start

• The issue is having a Good Start
• The Emotional Content is charged with enthusiasm
  and euphoria
• The task of the leader is to create a warm and
  welcoming atmosphere, set the tone for the
  working relationship
• The danger is focusing on the new clergy as the
  solution to all the congregations problems

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Stage Five Adjustment

• The issue is reality versus expectations
• The Emotional Content is charged with frustration
  and anger
• The task of the leader is to come to terms with
  the reality and extent of change
• The danger is focusing on the personality of the
  new Rector or isolated areas of symbolic change

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Stage Six Re-visioning

• The issue is finding a shared identity,
  articulating a common vision
• The Emotional Content is resolve followed by
  excitement.
• The task of the leader is to focus on shared
  vision, values, and goals
• The danger is putting emphasis on affiliation
  issues rather than vision
• ie feeling good about one another versus setting
  about the work that needs to be done

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The Process
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The Assessment

• Sometimes after particular circumstances a
  congregation may spend an extended period of time
  doing assessment work as a foundation for the
  pre-search process.
• Assessment may be done
• Following a long tenure
• Dissolution of a pastoral relationship
• Removal of clergy
• Misconduct
• Congregational dysfunction

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The Process May Include

• Congregational assessment by trained consultant
• Leadership training
• Congregational healing process
• Conflict resolution
• Short term goal setting leading to pre-search

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The Pre-search and Search Process
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Glossary of Terms

• Priest in Charge is the canonical term for a
  clergyperson in charge of a congregation who is
  not a rector or vicar. Priest in Charge refers to
  any priest exercising the rights and
  responsibilities of the rector/vicar during an
  interim.
• Rector is a term for the duly appointed-priest in
  charge of a congregation with all the rights and
  responsibilities as outlined in Title III, 9.5
  and following. The rector shall have been
  appointed after the vestry and bishop have
  certified that he/she is duly qualified, duly
  elected, and has accepted election.

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Terms cont.

• Vicar is a term for a duly-appointed priest in
  charge of a mission congregation with all the
  rights and responsibilities as outlined in Title
  III, 9.5 and following. The bishop appoints a
  vicar.
• Locum tenens refers to a temporary substitute.
  In the Diocese of Texas locum tenens refers to a
  priest who is currently serving on staff in a
  congregation and who becomes a priest in charge
  during an interim. Duties are defined by the
  Letter of Agreement between the priest and vestry
  and must be approved by the bishop. Canonically,
  assistants and associates are not permitted to
  become rectors of the church in which they serve.
  (Title III, 9.3.c)

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Terms cont.

• Interim Rector is a priest from outside the
  congregation who is selected by the vestry in
  cooperation with the bishop as the priest in
  charge and whose Letter of Agreement designates
  them rector for a period of time during a
  transition between rectors. An interim agreement
  may last for months or years depending upon the
  situation.
• Acting Rector is a priest who is selected by the
  vestry in cooperation with the bishop to serve as
  acting rector for a year, and who may be called
  as rector by the vestry at the end of six months
  and prior to the conclusion of that year. If not
  selected as rector, the acting rector essentially
  serves as interim rector for the remainder of the
  year.

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Terms cont.

• Staff Clergy are priests who are appointed to
  serve as a member of a congregational staff and
  who serve at the pleasure of the rector.
• Lay vicar refers to a specially trained
  layperson, called by the bishop and appointed to
  be in charge of a congregation.

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• Leadership Roles

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The Role of the Vestry

• Provide for a healthy environment that
  facilitates the best possible transition between
  clergy leadership
• Resource the congregation, leading through change
• Lead with vision, mission, and values

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The Role of the Bishop

• The Bishops role is to communicate to the vestry
  regarding names for consideration (III.9.2).
• The names of proposed nominees must be sent to
  the ecclesiastical authority
• The ecclesiastical authority must be satisfied
  that that the person is duly qualified, duly
  elected, and that upon election has accepted.
  (III.9.3)

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The Role of the Canon to the Ordinary

• The Canon To The Ordinarys role is to resource
  the congregations leadership throughout the
  search process.

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The Role of the Interim

• The leadership goals of the interim are
• Renewal
• Reenergizing the congregation in its life and
  mission
• Aid the congregation in preparing for a healthy
  transition to the next rectorship.

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The Role of the Interim

• Guide the congregation in coming to terms with
  the history of the congregation and its
  relationship with previous clergy.
• Support and raise up the congregations special
  identity, mission, vision, core values, and
  strategy apart from previous clergy leadership.
• Aid the congregation with shifts in leadership
  roles that naturally evolve in times of
  transition, allowing new leaders to come to the
  fore constructively.

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The Role of the Interim

• Intentionally renewing and reworking
  relationships with the diocese, so that each may
  be more effective resource and support to each
  other.
• Aid the congregation in preparing to commit to
  the new rectors leadership in order to be
  prepared to move into the future with openness to
  new possibilities.

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Unpacking the Ministry

• Pastoral
• Work with the Vestry and other lay leaders to
  maintain the regular schedule of worship services
  and preaching, education, pastoral care and
  pastoral offices (weddings, funerals, baptism),
  calling upon the sick and shut-in, visiting
  newcomers and ongoing administration of the
  parish.

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Unpacking

• Administrative
• Supervise all parish staff in the exercise of
  their responsibilities and ministries, for which
  they shall be accountable to the Interim.
• Function as Chair of the Vestry, and support the
  Vestry in its responsibilities.
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Unpacking

• Congregational Development
• Help the congregation deal with its grief and any
  other unresolved issues arising from the rectors
  departure.
• Deal with internal conflicts and help heal any
  divisions within the congregation.
• Help the Vestry, lay leaders and staff make such
  changes as may be needed to align parish life and
  administration with generally accept standards of
  the diocese.
• Support necessary pre-search work and Diocesan
  coaches.