Professional Leadership

Section 1. Standards for Acceptance
To be eligible for ordination into the ordained ministry of this church, candidates must have accepted a call and must have met one of the following standards:

Be a graduate of a recognized college or university and a theological seminary of this church, and present satisfactory reports of regular and frequent contact with the Committee on Theological Education and Leadership and the Bishop of the synod;

If theological education was received at a seminary other than one of this church,

• Give evidence of graduation from an approved theological school and
• Have fulfilled a year’s internship acceptable to the appropriate synodical authorities;
• Have been a member of the clergy of another denomination and have undertaking additional theological preparation in a seminary of this church, or have passed a comprehensive examination prepared by the Committee for Theological Education and Leadership and administered by the synodical committee, which may also require the successful completion of an internship in a parish of this church;
• Be an older candidate, in which the requirements of graduation from a recognized college or university may be waived by the Committee for Theological Education and Leadership.

Section 2. Colloquy
Synodical examining committees shall interview all candidates for ordination and all persons applying for acceptance on the roster of ordained minister and shall ensure their

• Acceptance of and adherence to the Confession of Faith of this church,
• Fulfilment of academic requirements,
• Personal qualifications for carrying out the functions of the ministry to which a call has been extended.

Section 3. Continuance on the Roster of Ordained Ministers
In order to remain on the roster of ordained minister of this church, each pastor (except as provided in ARTICLE VII, Section 6 of the constitution) shall be in possession of a proper call.

Calls may be issued for the ministries specified below by the agencies indicated:

• Parish Pastor Congregation
• Bishop of the church and other officers Convention of this church
• Staff of this church National Church Council
• Synod Bishop and other officers Synod Convention
• Staff of the synod Synod Council
• Staff of an educational or eleemosynary Synod Council on whose territory the
• institution or agency institution or agency carried out its
  functions
• Staff of federation of Lutheran churches National Church Council
• Staff of nationwide inter-Lutheran agency National Church Council
• Staff of a provincial agency or institution Synod Council
• Staff or an interdenominational agency National Church Council
• Chaplain in the armed forces or in an National Church Council institution operated by the federal government
• Pastor developing a new congregation Synod Council
• Pastor of an independent congregation Synod Council on whose territory the in Canada congregation is situated
• Pastor serving an institution or agency National Church Council outside of Canada
  World Missionary National Church Council
• Pastor serving in a congregation under Synod Council synod supervision

All ordained ministers of this church shall make an annual report of their ministry to their synod bishop.

Participation in the pension plan shall be mandatory for ordained ministers joining this church after January 1, 1986 unless they are required to participate in another plan (CPP/QPP not applicable in request for exemption). Ordained ministers required to participate in another plan shall certify this fact to the Committee of Pension of this church.

Section 4
No ordained minister of this church shall divulge any confidential disclosure given in the course of the care of souls or otherwise in a professional capacity, except with the express permission of the person involved or in order to prevent the commission of a crime.

Section 5
If an ordained minister resides at too great a distance from any congregation of this church to be able to sustain a living relationship there-to, the bishop of this church may grant permission to hold membership in a congregation of another church.

Section 6
An ordained minister of this church who accepts a call in another Lutheran church shall, upon application to the bishop of the synod, be entitled to a certificate of transfer.

• Waterloo Lutheran Seminary
• Lutheran Theological Seminary, Saskatoon
  

Introduction
The Pastoral Ministry Support Task Force recognized that the responsibility for pastoral care of pastors and their families belongs to the whole church, - individual pastors and family members, congregations, or places of employment, conferences, synod and the national church. The report also affirmed that pastoral care encompasses both the “normal” times and crisis situations.

Since many pastors and families are not aware of resources that exist currently for their assistance, a booklet that lists the available resources and how to access them was deemed to be of value.

I. The National Church
Evangelical Lutheran Church in Canada
302-393 Portage Avenue., Winnipeg, MB R3B 3H6
Phone: (888) 786-6707

Pension & Benefits
Each pastor and congregation is required to participate in the ELCIC Pension & Benefits Plan. In addition to providing a pension upon retirement, the plan also offers a long term disability benefit, survivor benefits, and a basic $25,000.00 life insurance policy. Statements are sent twice yearly to each member indicating their present contributions and projections for retirement. Questions regarding this plan should be directed to Mrs. Carole Cockrell, Executive Director, Board of Pensions (888) 786-6707.

In addition, each pastor is encouraged to participate in the Continuing Education Plan of the ELCIC. Funds provided by the congregation or employer plus any additional contributions by the pastor, are reserved in the name of the pastor. These funds provide the pastor with opportunities to evaluate and plan personal continuing education. These areas could include: biblical, doctrinal, historical theology, personal and spiritual growth, skills for ministry, issues in church and society, and career assessment and development. Funds may also be used to purchase or upgrade computer equipment.

The contact person at the national office is Toni Kendall (888) 786-6707.

Cherry Insurance provides a liability and malpractice insurance at a reasonable cost for pastors engaged in ministry. Congregations should be encouraged to pay for these premiums out of congregational funds. Cherry Insurance can be contacted by writing to Cherry Insurance, 350 Third Avenue South, Saskatoon SK S7K 4X3. Phone: (306) 653-2313 (call collect) Fax: (306) 664-6140.

II. Eastern Synod
74 Weber Street W.
Kitchener, ON N2H 3Z3
Phone: (519) 743-1461
Fax: (519) 743-4291
Click here to send an email

Through the office of the Bishop information, support and resources are available to pastors and their family. Those serving the synodical family are:

• Bishop: Rev. Michael Pryse
• Assistants to the Bishop: Rev. Guenter F. Dahle, Rev. Susan C. Johnson, Rev. Phil Heinze
• Administrative Support Staff: Connie Davison, Christine Archer, Cathy Caron
• Assistant to the Treasurer: Lynn Becker

Pastors are encouraged not to wait for the Bishop to contact them but to initiate such contact when desired.

Pastors are provided a yearly opportunity to forward a confidential report to the Bishop wherein any concerns of a personal, professional or vocational manner can be articulated.

Through the office of the Bishop numerous pastoral conferences are held throughout the year. Pastors are encouraged to attend and facilitate collegiality with one another, dialogue with the staff, and personal and spiritual renewal.

The Bishop should also be contacted by individuals requiring assistance with counselling, career assessment or in emergency situations. The Bishop and staff are available to serve.

In addition the Eastern Synod covers the Liberty Health premiums for retired pastors and waives the registration convention costs and conference costs for retired pastors.

The Eastern Synod, through its various committees, also provides many opportunities for pastors and their families to participate in synodically sponsored events. These events include the Epiphany Retreat, the Lay Spiritual Retreat, Youth Events, and others as announced. Information on these events is mailed out to pastors and also publicized in the synodical Eastern Synod Lutheran.

Numerous resources are available through the Synod Office for loan on a long term basis and can be ordered by contacting the Synod Office: These resources are listed in Appendix 1.

The Committee for Theological Education and Leadership through its Support Committee prepares annually the financial remuneration guidelines for pastors and has also recently approved a document regarding the harassment of pastors, their families, employees and volunteers within the congregation. Copies of these documents are available from the Synod Office upon request.

III. Conferences
Conferences may provide opportunity for “mutual consolation of those in pastoral collegiality”. Pastors are encouraged to utilize these events for mutual support. In some conferences smaller groups known as clusters provide such opportunities in a more practical geographical area. The list of current deans is provided on the Conference Deans page.

IV. The Congregations
All congregations are urged to have a Mutual Ministry Committee that provides support to pastors, in their congregational ministry. The manual for Mutual Ministry Committees is available from the Synod Office upon request. The Synod staff is prepared to assist congregations that wish to have assistance in the establishment of a Mutual Ministry Committee.

Congregations are also required to provide extended health benefits through Liberty Health Insurance Company. This plan includes benefits for drugs, private nursing, physiotherapy, eyeglasses, and hearing aids for pastors, spouses and dependents. This plan also provides deluxe travel insurance while abroad for pastors, their spouses and dependent children.

An important addition to this plan was the introduction of the wellness option which provides confidential assessment and counselling for pastors, spouses and dependants in the following areas:

• family problems
• alcohol and drug problems
• marriage difficulties
• separation/divorce/custody
• single parenting
• difficulties with children
• career/job stress
• financial/legal concerns
• weight, smoking and general fitness/health problems
• pre-retirement planning
• aging parents
• deaths in family
• sexual harassment and abuse
• gambling
• work related/employee group conflict

In addition, the Synod recommends that congregations pay a minimum 50% of the Liberty Health dental insurance. Questions regarding the Liberty Health Plan should be directed to Mrs. Lynn Becker or the Rev. Guenter Dahle at the Synod Office.

V. The Pastor
An increasing number of pastors have opted to take ownership of their psychic or spiritual health. They have identified their own counsellors and spiritual advisors. In so doing they are able to seek persons in whom they feel comfortable in giving trust. Where this is possible and desired it is to be applauded in every way. Each pastor is encouraged to seek a spiritual advisor. Ordinands are encouraged to choose as their sponsors at ordination those in whom they have confidence and trust as spiritual advisors.

Appendix I

Clergy Leadership and Development

• The Pastor’s Survival Manual: Ten Perils in Parish Ministry and How to Handle Them by Kenneth Alan Moe
• Personality Type and Religious Leadership by Roy M. Oswald and Otto Kroeger
• Being Clergy, Staying Human: Taking Our Stand in the River by Dorothy McRae-McMahon
• Pursuing Excellence in Ministry by Daniel V. Biles

Conflict Management

• The Care of Troublesome People by Wayne E. Oates
• Discover Your Conflict Management Style by Speed B. Leas
• Moving Your Church Through Conflict by Speed B. Leas
• Managing Church Conflict by Hugh Halverstadt

Understanding Your Congegation

• Generation to Generation: Family Process in Church and Synagogue by Edwin H. Friedman

Clergy Support and Self-Care

• Pastoral Stress - Sources of Tension, Resources for Transformation by Anthony G. Pappas
• Spiritual Wholeness for Clergy: A New Psychology of Intimacy with God, Self, and Others byDonald R. Hands and Wayne L. Fehr
• How To Build a Support System for Your Ministry by Roy M. Oswald
• Clergy Self-Care: Finding a Balance for Effective Ministry by Roy M. Oswald
• Who Ministers to Ministers? A Study of Support Systems for Clergy and Spouses by Barbara G. Gilbert

Effective Ministry as Woman and Men

• Especially for Women: The Best of Action Information by Celia A. Hahn

Clergy Recruitment and Training

• Crossing the Boundary Between Seminary and Parish by Roy M. Oswald

Spirituality and Faith Devolopment

• The Search for Meaning by Thomas H. Naylor, William H. Willimon, and Magdalena R. Naylor

Clergy Transition

• Ending Well, Starting Strong: Your Personal Pastorate Start-Up Workshop. A complete self-study in six audio cassettes and guide by Roy M. Oswald
• Your Next Pastorate: Starting the Search by Richard N. Bolles, Russell C. Ayers, Arthur F. Miller, and Loren B. Mead
• New Beginnings: The Pastorate Start-Up Workbook by Roy M. Oswald
• Running Through The Thistles: Terminating A Ministerial Relationship With a Parish by Roy M. Oswald

The Taskforce on Pastoral Care noted that the issue of providing pastoral care to pastors and their families is complex. No one recommendation or resource will meet the needs of every one. Furthermore, pastoral needs of the pastor and their families will always be changing and our pastoral response to these needs will also change. This booklet is intended to give a brief overview of the resources that are presently available.

Statement of Purpose
The Evangelical Lutheran Church in Canada encourages high standards for its professional leaders - pastors, lay professionals, and deaconesses. A fundamental requirement for all professional leaders is a thorough grounding in the Christian faith and Holy Scriptures coupled with an understanding of the world and society in which ministry must take place. In addiiton, servant leaders need to grow continually in competence and understanding in order to be faithful in discipleship.

The Continuing Education Plan of the ELCIC, under the direction of the Division for Theological Education and Leadership, offers the means by which pastors, lay professional leaders, and deaconesses may:

• develop present knowledge and skills;
• acquire new knowledge and skills;
• experience growth for more effective ministry.

Continuing education can be done through workshops, classes, retreats, guided groups, and individual study. Whatever the format, continuing education should be planned to further the individual’s goals for ministry and to serve the congregation’s or agency’s goals for mission. Continuing education in the ELCIC, therefore, is seen as a joint effort between the professional leader and the congregation or employing unit.

Guidelines: CEP Study Leaves and Funding
CEP contains provisions for short- and long-term study leaves. All study leaves should serve to fulfil the purpose of CEP as outlined above.

Each professional leader contributes a minimum of $150 yearly. Each parish/employer contributes a minimum of $300 yearly. The total amount of $450 yearly is credited to the account of each participating professional leader. As the plan is administered nationally through the Department of Finance and Administration, accumulated funds remain in the account of the professional leader regardless of the locale of service in the ELCIC.

Interest on accumulated funds is designated for the long-term revolving fund to be used for extended study leaves. Additional contributions will be solicited from a variety of sources for the long-term fund.

It is recommended that all professional leaders and parishes/employers join CEP. However, a professional leader may join without the parish/employer by contributing the minimum of $150 yearly.

Hereafter, this brochure will refer to the professional leader as the member.

A. SHORT-TERM (1 day to 12 weeks)

1. The parish/employer is requested to grant the member a minimum of two weeks per annum (in addition to vacation time) accumulative over a period of six years to a maximum of 12 weeks.
2. The member may withdraw funds as needed from the member’s account through a signed application endorsed by the church council/employer and the bishop.
3. A member temporarily without employment in the ELCIC may withdraw funds from the amember’s account for study leave subject to the endorsement by the bishop.
4. Since many members may continue to serve after they retire, any balance remaining in their aaccounts is available to them for study leave during retirement, subject to endorsement by the bishop. If a member chooses not to make use of CEP, personal contributions shall be returned to the member. The balance of the account shall be transferred to the long-term fund.
5. If a member terminates service in the ELCIC the balance in the member’s account, upon endorsement of the bishop, shall be available to the member for purposes of retraining. If the member elects not to apply for the funds within 12 months of terminating service, personal contributions shall be returned to the member. The balance of the account shall be transferred to the long-term fund.
6. If a member transfers to the ELCA the balance in the account shall be forwarded to the appropraite ELCA unit.
7. In the event of the death of a member the balance in the member’s account shall be made available to the widow(er) and dependants. If the professional leader was unmarried and there are no dependents, the balance shall be transferred to the long-term funds.

B. Long-Term (4-12 months)

1. To be eligible to apply for long-term benefits, the member must have been a member of CEP for at least one full year and have been in an approved ministry for at least five years in Canada.
2. Having secured permission for an extended leave of absence (4 months or more) from parish/employer and bishop, a member may apply to the ELCIC for a grant from this fund. Usually for long-term study a member will be involved in a degree program (academic or clinical) requiring full-time residency.
3. The parish/employer will be encouraged to contribute a portion of the member’s salary during this leave (e.g. employed 3 years - 20%; 4 years - 30%; 5 years - 40%; 6 years - 50%, etc.) The understanding is that the professional leader would return to the parish/employer for at least one year if the parish/employer wishes the member to return.
4. A member who is applying for long-term funds may also use funds from the member’s CEP account for this purpose.
5. The size of grants awarded in a given year will depend on availability of funds and the number of applicants. Consideration will be given to need.
6. The maximum grant awarded per individual for any one year will be $5,000.
7. The total amount awarded per individual in any 10 year period shall not exceed $25,000.
8. Applications for long-term funds will be considered semi-annually by the ELCIC. Applications must be received by January 15 and August 15 of the year in which funds are required.

Note: All extended study leaves for pastors are to be planned with the bishop for purposes of career counselling and in order that adequate arrangements can be made for pastoral services during the absence.

Application Forms are available from:

Continuing Education Plan
302-393 Portage Avenue
Winnipeg, Manitoba R3B 3H6

Guidelines for Retired Clergy

Introduction
Retired ordained ministers are honoured in the Evangelical Lutheran Church in Canada in appreciation of the years they have served in the ministry of Word and Sacrament under the call of God and the church.

Retired ordained ministers are a valued resource to this church as is evidenced by the fact that bishops and congregations rely on the assistance of many of them in a variety of situations for continuing service, from leading worship in congregations to providing full-time interim pastoral leadership. Synodical officials and church-related agencies and institutions have turned to them for specialized assistance or other services from time to time. In various ways, many retired ministers continue to serve under the mandate of ordination.

The retirement of a pastor from service in a congregation raises some questions touching on relationships established in the course of active service before retirement. These guidelines are set forth in order to facilitate the continuation of good relationships and to avoid misunderstandings. Both the official documents of the church and accepted ministerial ethics apply. It is important for both congregation and clergy to understand the need for good relationships in retirement and do everything to assure their continuation.

Cordiality and mutual affirmation are typical of the relationship between retired clergy, their successors and the pastors and congregations where they are members. Retired clergy contribute in many ways to the life of the congregation which, in turn, contributes a support of love and concern. The clergy involved will want to do everything possible to assure this mutual affirmation.

Official Provisions
The constitution for Synods and for congregations provides for retirement from regular call on the attainment of age sixty-five with the option of renewable two-year term calls being extended by mutual agreement of the pastor and the congregation. In terms of age, considerable discretion is allowed both clergy and congregation as to when retirement from call to a congregation may occur. The Pension Plan considers normal retirement benefits to begin at age 65. A member who has attained age 60, or 30 years of service may elect to retire prior to normal retirement. Pension benefits will be paid at age 70 whether or not a member has actually retired from employment. The Committee of Pensions office can provide more specific information.

Retirement does not change the ministerial status of the ordained. Responsibilities and obligations of a confessional, functional and personal nature continue as is appropriate to the type of activity performed by the ordained. Accountability to the synod continues as well.

For example, allegiance to the Confession of Faith and a fitting lifestyle is a continuing obligation though being in possession of a call no longer applies. Retired clergy continue to be subject to discipline. After retirement clergy will remain on the roster of the synod, or, if they move to the territory of another synod, may transfer to the roster of that synod. They may vote in synod conventions. Retired clergy must also be a member of a congregation of the ELCIC except as this requirement is waived by the bishop of the church. Retired clergy are also required to observe the following provision in the Constitution for Synods:

No ordained minister shall preach or perform any ministerial act within the parish of another pastor except at the latter’s request or consent, or visit or perform ministerial acts in a time of pastoral vacancy except by invitation of its Congregational Council.

Service by Retired Clergy
The general experience across this church is that retired clergy who are able to serve are happy to be called upon to do so. Among the assignments which can be made for are:

• Worship leaders in congregations without resident pastors, or during the incapacity of the pastor, or while the pastor is on vacation.
• Service as an interim pastor during periods of transition in a congregation.
• Service in a congregation in visitation or other specialized work.
• Special assignments of shorter or longer duration upon appointment by the bishop or various agencies and institutions.

There are many opportunities for such limited work across the church though the opportunities may be fewer in areas where there are many retired clergy. Those who remain active are urged to participate in programs of continuing education appropriate to their activity, making use of their CEP account.

Congregations and agencies engaging retired clergy for temporary service should provide fair remuneration for that service.

Retirement Income
The Canada Pension Plan and Old Age Security do not limit the amount of income a retired person can receive. The Guaranteed Income Supplement is tied to income. The GPP benefits begin at age 65, with an option of receiving reduced benefits as early as age 60. OAS benefits are received after age 65, GPP and Unemployment Insurance contributions cease upon retirement, or age 65. All benefits must be applied for. Application to UIC must be made within three months of retirement to receive the three weeks of UIC benefits paid at retirement.
No contributions are made into the Pension Plan of the ELCIC while in retirement. An ordained minister serving under call beyond the normal retirement age of 65 may continue contributions to the Pension Plan, though this is not required. No contributions can be made after 70 years of age. Pension Plan benefits begin upon retirement, which may be as early as 60 years of age, or after 30 years of service, and no later than 70 years of age.

The Evangelical Lutheran Church in Canada established the Pension Plan which is available to all its ordained ministers and is designed to provide retirement income. That income, together with the Government Pension Plan and Old Age Security should provide adequately for retirement. Therefore there is no financial commitment of a continuing nature made by a congregation, agency or institution of this church to retired clergy, their spouses or families.

Personal contributions to the Continuing Education Plan shall be returned to the retired pastor who chooses not to engage in any continuing education. Application for these funds should be made to the ELCIC within 12 months of full retirement. (The employer’s contributions to CEP shall be transferred to the long-term fund).

Some Limitations on Retirement
Upon retirement the pastor must cease all pastoral services in the congregation served in immediately prior to retirement. This enables the congregation to continue its life and ministry with new pastoral leadership. In most instances this provision is observed, resulting in good relationships. Violations of this provision for good order may necessitate calling such violations to the attention of the retired pastor, congregational council and/or bishop of the synod. In those exceptional cases when a retired pastor is asked to continue on a part-time basis in the congregation served under regular call immediately prior to retirement, all employment arrangements must be worked out in consultation with the bishop of the synod.

Pastors choosing to retire in the community where they have served are urged to exercise the greatest care to respect in every way the role and place of their successor. Wherever possible the retired pastor should transfer membership to another congregation. Retired pastors are not to encourage requests for pastoral services by members of the congregation served immediately prior to retirement. It is preferable to decline any such requests, even unsolicited, in deference to the successor.

Pastor Emeritus
The title of honour, “Pastor Emeritus”, is discouraged since all retired pastors are honoured for their service within the Evangelical Lutheran Church in Canada. Such a title carries no privileges, obligations, or remuneration.

Conclusion
Congregations and clergy alike will benefit from clear understandings leading to good relationships in retirement. The image of both pastor and congregation will be enhanced in the community and beyond the community. The harmony and the honour accredited retired clergy will be a witness to the love which the gospel engenders.