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Conference 2005 accepted the 'Growth in Ministry' report that set out guidance and principles for the continuing development of presbyters and deacons. The key principles of the report were:
Districts were asked to establish a process for identifying and meeting the learning and development needs of its active presbyters and deacons. This policy establishes the Sheffield Methodist District's processes, procedures and guiding principles for ensuring the continuing development of all its active presbyters and deacons.
The other agreed policies that Conference has adopted which are relevant to this policy are:
Standing Order 745
Continuing development
(1) After reception into full connexion and ordination all ministers and deacons shall be required to engage in further study, training and professional development under each of the following headings:
(2) The member of the connexional Team responsible for continuing development in ministry shall coordinate the provision of resources under each of the headings in clause (1) of this Standing Order. Training programmes and other programmes shall be provided in the light of the assessment of each person's achievements and needs as she or he completes probation, of issues raised by the minister or deacon in the process of accompanied self-appraisal and of the needs of the church.
Standing Order 481
The members of the Ministerial Session meet to recall and reflect upon their ministerial vocation, to watch over one another in love, to make recommendations to Conference concerning ministerial probationers and to consider the work of God in the District.
Standing Order 753 (1)
Those attending the Convocation meet to recall and reflect upon their diaconal vocation, to watch over on another in love and to consider the work of God.
Learning and Developing as the Whole People of God
The Church expects that each of us, young and old, will grow and develop in our Christian discipleship. The Methodist Church believes that we are able to do this when:
Also, The Making of Ministry, What is a Presbyter? What is a Deacon? Safeguarding-a policy for good practice in the care of children and young people, the Sheffield District's Safeguarding policy, Our Calling and Priorities of the Methodist Church.
To enable presbyters and deacons to take responsibility for their own learning and development.
To ensure presbyters and deacons have access to learning and development opportunities that develop the skills, knowledge and attitudes for their present and future ministerial roles. To facilitate a culture of support for learning and development across the Sheffield Methodist district that meets the needs of both individual presbyters and deacons and the Methodist Church.
The individual learning and development needs of presbyters and deacons will be identified through the accompanied self-appraisal process that will be completed by the end of April each year. Key factors in determining training needs will be:
Every presbyter and deacon is entitled to spend the equivalent of five days per connexional year on her/his continuing development. Those not in full time work are to be supported by their circuits, with whom they will need to negotiate, to take up to these five days according to their circumstances.
On an annual basis there will be a learning opportunity for all active presbyters and deacons. The District Chair in consultation with presbyters, (SO 481, SO 745 i) deacons in the district and circuit stewards will decide the topic of learning opportunity. Key factors in determining the topic will be:
It is part of presbyters and deacons shared commitment to each other that they will attend this learning opportunity. This annual event will take up one of the five allocated days for continuing development. The District Chair and the Training and Development Group will be committed to exploring ways in which the learning opportunity could also be held in partnership with other districts, ecumenical partners and other agencies.
In the weeks leading up to the accompanied self-appraisal process it is recommended that circuit staff teams engage in period of reflection that enable presbyters and deacons to consider their mission contexts and any potential training needs. Presbyters and deacons could also choose to undertake this with their congregations. At the end of the accompanied self-appraisal process the presbyter or deacon will complete a Vocational Development Plan (Appendix 1). S/he will photocopy this Plan and send a copy to the District CdiM officer (Appendix 2, role description). The CDiM officer with a sub-group made up from the Training and Development Group will administer responses to the Vocational Development Plans where needed. Presbyters and deacons should be in a position to share with colleagues at a circuit leadership team meeting in September how they are spending their allocated four days. The following Spring will be the opportunity to reflect with their accompanists on how they have achieved her/his plans.
In July each year the District Chair will initiate a consultation with people as outlined above and will then ensure a learning opportunity for presbyters and deacons will take place in the next connexional year. In alternate years this opportunity could be two half days or a Saturday.
The methods of meeting learning and development needs for individuals will be varied and depend on the needs and the learning styles of the presbyter or deacon. Options include: trainer/tutor centred approaches, including internal or external sessions, District Learning Opportunities plan, courses, programmes, lectures, presentations, conferences, retreats, group centred approaches, including circuit/s staff or leadership teams engaging together using an external trainer/facilitator, action learning sets or individual approaches, including e-learning, flexible learning, coaching, mentoring, guided reading and self-managed learning. All these methods could take place inside or outside the Methodist Church.
The annual learning opportunity for presbyters and deacons will be organised by the Training and Development Group.
An amount of £250 per annum is available for each presbyter and deacon. This funding has been allocated from three places: £100 from the connexion, £100 from the district and £50 from the circuit where the presbyter or deacon is stationed. The District treasurer who will be a member of the Training and Development Group will undertake the administration of funding, including the invoicing of circuits when appropriate. Up to 4% of the £250 will be allocated to the annual learning opportunity for presbyters and deacons.
Funding for academic study is provided under separate arrangements for ordained presbyters and deacons in full connexion in the active work and not in appointments under the control of another church (Appendix 3). Applications should normally be submitted with the assurance of the Chair of District of the CDiM officer to Connexion by 31 January prior to the course commencement. Grants are given on the basis of one third fees from connexion (max. £475pa), one third from circuit/district (subject to local approval) and one third from applicant.
In sabbatical years or long term courses of study it is expected the presbyter or deacon will negotiate with their circuit about the four days.
The District Chair will take responsibility for organising a relevant and agreed learning opportunity for the Ministerial Session annually. Financing for this will come from the allocated £250. The District Chair will also be committed to her/his own continuing development.
At the first circuit leadership team of a new connexional year the superintendent to ensure that the continuing development of presbyters and deacons is an agenda item and colleagues will offer a proposal for how they intend to spend their four days. Also circuit leadership teams may need to make decisions and plan for any learning opportunity they are organising as a staff team.
Circuit stewards have a role in providing support for the continuing development of their presbyters and deacons by guaranteeing the allocated five days and contributing £50 of the allocated £250 for each individual.
The District Training and Development Group will set up a sub-group to administer responses to learning and development needs arising from Vocational Development Plans. The sub-group will consist of the District CDiM officer, the District Treasurer, the Training and Development Officer and one other.
Needs identified in the Vocational Development Plans will require a range of responses including supporting the individual presbyter or deacon to meet her/his needs, inviting circuits to respond in staff teams, informing the planning for the district Learning Opportunities programme or informing the connexion about a response it needs to make. The Training and Development Group will be committed to exploring ecumenical partnerships in responding to learning and development needs and will also involve where appropriate the expertise of the regional training institutions.
The Training and Development Group, in liaison with the District Chair, will organise the annual learning and development opportunity for presbyters and deacons
The Training and Strategy Resources Executive will receive analyses of identified needs and take action on needs that the District think should be addressed by the Connexion. The following aspects of training will continue to be developed and delivered connexionally:
Agreed policy to be sent to all presbyters, deacons and circuit stewards. Training and Development Officer to meet with District Appraisal officers and consider implications for accompanists including planned learning opportunity.
Policy to be included in new circuit stewards training and circuit stewards meetings.
Policy to be implemented from 1st September. Presbyters, deacons and accompanists to consider setting dates for accompanied self-appraisal reviews to be completed by the end of April 2007.
Chair of District to share thinking on theme for annual learning opportunity to be held January/February 2007.
Learning opportunity for accompanists.
First annual learning opportunity for presbyters and deacons.
Accompanied self-appraisal reviews using Vocational Development Plans.
District Training and Development sub-group to receive Vocational Development Plans via CDIM Officer. Administer responses including the development of the Learning Opportunities for All programme.
Chair begins consultation process for annual learning opportunity.
Presbyters and deacons able to outline how four days of continuing development to be spent in connexional year 2007-08.
Decision made at ministerial synod about annual learning opportunity.
Training and Development Group to conduct a review to evaluate implementation of policy.
May 2006
Name of presbyter/deacon
Which specific learning and development needs have you identified?
If you have already identified how you can meet these needs please outline the details here, including any applications for funding:
Please indicate how the Training and Development Group could support you in meeting your learning and development needs or if you are taking responsibility for this.
The Officer will be a member of the District Training and Development Enabling Group attending meetings to be held four times per year.
Key Tasks:
WHO IS ELIGIBLE
WHAT GRANTS CAN BE USED FOR
WHAT GRANTS CANNOT BE USED FOR
APPLICATION PROCEDURE
After 31st January grants can be given if any money remains in the budget (although never for retrospective applicants). Applications for additional funding from other bodies, including circuit and/or district, are encouraged. LEVEL OF FUNDING " Normally grants are made for up to one third of the actual course fee, up to a maximum of £475 per annum. If a cheaper equivalent course is available then the grant offered will be on the basis of that lower course fee. " Applicants are encouraged to approach their circuit/district for a further third and provide the remaining third personally.