MINISTRY PARTNERSHIPS TEAM (MPT) MANUAL
Revised 8/17/2015
TABLE OF CONTENTS
1.0
2.0
2.1
2.2
2.3
3.0
3.1
3.2
3.3
4.0
MPT Definition and Responsibilities
Assimilation of Congregations into ECO
Church Interview Guide for Meeting with Sessions
ECO & Women in Ordained Leadership
ECO & Infant Baptism
Assimilation of Ministers into the Presbytery
Receiving Ministers from Other Denominations
Policy for laboring out of bounds
Receiving retired ministers
Guidelines and Minimums for Terms of Call
Pastoral Terms of Call Form
5.0
Policy on Lay Pastors
6.0
Chartering a Congregation
7.0
Validation of Ministries Policy
8.0
Dissolution of Pastoral Relationship Policies
8.3 Voluntary Dissolution
8.5 Involuntary Dissolution
8.7 Termination Compensation
9.0
When a Pastor Prepare to Leave/Leaves a Church
9.2 Statement of Ethics for Departing Pastors
9.3 Moderators of Vacant Churches
9.5 The Service of a Transitional Pastor
9.6 Transitional Ministry Tasks
10.0 Steps for When a Church Seeks a Pastor
10.1 Pastor Nominating Committee Suggestions
11.0 Family and Medical Leave Policy
12.0 Long Term Disability Policy
13.0 Sabbatical Policy
14.0 Background Check Policy
Blank CIF (Church Information Form)
CLP Commissioning Service
Honorable Retirement Service
15.0 Sexual Misconduct Prevention Policy
1
2
3
3
4
4
4
5
5
5
6
7
9
10
12
13
14
14
15
17
18
18
19
20
21
22
24
24
25
26
27
30
31
32
1.0 MPT Member Job Description: Summary from Polity, Section 3.0105
1.1 Ministry Partnerships Team (MPT)
Each Presbytery shall elect a Ministry Partnerships Team, which shall have broad responsibility for
the pastoral relationships of the Presbytery. The Ministry Partnerships Team shall have at least
eight members, all elected by the Presbytery, with membership being made up of an equal number
of Elders and Pastors. No more than two members may be from the same congregation. The
Ministry Partnerships Team shall be available to any Session or Pastor of the Presbytery. The
Presbytery shall, by its own rule, delegate and determine the authority and functions of the Ministry
Partnerships Team. Included in this authority that may be delegated to the MPT is the ability to
approve ordination of candidates, transfer of Pastors to and from its jurisdiction, and approve
commissions for installation and ordination.
1.2 MPT Responsibilities:
• Visit and consult with each Minister of the Presbytery when possible to encourage their
local ministry and relationship with the Presbytery.
• Make recommendations to the Presbytery regarding calls for the services of its ministers
• Counsel with churches regarding calls to permanent pastoral relations and visit and counsel
with pastoral nominating committees
• Counsel with churches regarding temporary contractual pastoral relationships
• Provide for implementation of equal opportunity employment for ministers
• Approve pastoral calls, approve examinations of Pastors, dissolve pastoral relationships,
grant permission to labor within/out the bounds, dismiss Pastors to other presbyteries as
delegated by the Presbytery.
• Serve as an instrument for promoting the peace and harmony of churches
• Facilitate the acceptance and transfer of congregations into the Presbytery
• Serve as liaison to Benefit Services Group
• Approve commissions for installation and ordination
1.3 Meetings of the MPT
The Ministry Partnerships Team meets at least every 3 months. The decisions of MPT are reported
to Presbytery; the discussions that take place at MPT are confidential.
1.4 MPT Liaisons to Churches
The MPT will appoint a church liaison to each member congregation within the Presbytery as the
need arises. The work of the church liaison is critical to the function of MPT as it is the liaison that
initiates contact with our churches and helps us be a “connected” church.
The work of the liaison includes:
• Being both visible and supportive during times of transition in pastoral leadership by
providing direction to both the Session and the PNC
• Assisting churches as they evaluate the needs for new pastoral positions or new ministries
• Facilitating communication as a means of resolving conflict within a church as necessary and
appropriate.
The participation of all of its members is vital to the functioning of MPT. Thus, regular participation
in the MPT meetings is important. Additional meetings are held as necessary. Ongoing and frequent
contact and counsel with assigned liaison churches is also an essential part of the role of a MPT
member.
2
2.0 Assimilation of Congregations from Reformed Denominations
As part of the mission of ECO: A Covenant Order of Evangelical Presbyterians, it is our hope to plant
as many churches as we receive from other denominations. This is a shared responsibility across
the Presbytery.
As part of the MPT specifically, it is our responsibility to make sure that those congregations and
Pastors transferring to ECO from other Reformed denominations are examined appropriately to
make sure they are a good fit for the mission and vision laid before us. The process for receiving a
congregation is as follows:
1. The Session application to ECO is received at the ECO offices and forwarded to the appropriate
representatives of the MPT.
2. The MPT arranges for an interview (either through conference call, or in person) with the
Session. Interviews for Pastors occur separate from the Session.
3. After interviews, the MPT members notify the MPT Chair and the Presbytery Moderator of
their recommendations.
4. The Presbytery Moderator notifies the Session of the MPT recommendations via letter.
5. The action of the church being received is contingent upon their release from their dismissing
Presbytery.
2.1 ECO Church Interview Guide – Sessions
2.11 Introduction (to build / grow relationship)
Open with Prayer.
Introduce ECO representatives/interviewers.
Have each member of the Session introduce him/herself.
Could include additional “get to know you” information – (how long each elder has been with
the congregation / specific areas of ministry, etc.)
4. Explain why we do these interviews (not an ordination)...for our benefit and theirs.
5. Begin discussion with overview of the congregation’s history/journey. Why do they feel called
to join ECO? What drew you to ECO?
6. Ask if each of them have read the Essential Tenets and Polity documents. Are all in agreement
with the ET and Polity? Are there any questions or concerns that they have about either
document?
1.
2.
3.
•
2.12 Potential Questions to Ask:
Theology and Church Ministry
1. What would you say is the understanding within your Session (and the church at large) of the
Authority of Scripture? What role does the Bible play in the life of your congregation?
2. What is your understanding of the Person and Work of Jesus Christ? Is He the only way to
salvation?
3. In the Essential Tenet’s commentary of the 10 Commandments, there is a call to “honor the
image of God in every human being from conception natural death.” What is your church’s
understanding of the sanctity of human life?
4. In its commentary on the 10 Commandments there is also the call to “maintain chastity in
thought and deed, being faithful within the covenant of marriage between a man and a woman
as established by God at the creation or embracing a celibate life as established by Jesus in the
new covenant.” What is your understanding of human sexuality and Christian marriage?
3
The Ministry of Your Church
1. In the ECO polity manual, it speaks of the purpose of the Church to prepare “disciples to be the
2.
3.
4.
5.
6.
sent people of God in the world” (1.0101). Define the difference between the words “missions”
and “missional”.
What is the congregation’s level of desire to plant new churches or worshipping communities?
Do they have a history of it or is church planting a growing edge?
Covenantal accountability is a key distinctive of ECO life – both for individuals as “covenant
partners” and for congregations within “mission affinity groups”. Describe how a life of
accountability either is or may be carried out in your congregation. What types of
congregations do you see yourselves partnering with?
What can ECO do for you? What can you do for ECO?
What are the next steps in the process? (Final thoughts, wrap-up, future of ECO, questions they
may have.)
Conclude with having each member of the Session affirm the Essential Tenets of ECO.
2.2 Women in Ordained Leadership
ECO from its inception has been clear that it doesn't just allow women in ministry, but celebrates
women in all offices and positions within the church. One of our values is "Egalitarian Ministry" and
our essentials say, "We affirm that men and women alike are called to all the ministries of the
Church." It is clear that church officers, congregations and presbyteries must ordain women who
are called and qualified.
2.3 The Practice of Infant Baptism
ECO in its Essential Tenets also affirms the celebration of both infant and adult baptism. It is clear
that church officers, congregations and presbyteries must offer and allow for the celebration of
both of these baptisms.
3.0 Assimilation of Ministers Serving Existing Congregations or in Validated Ministries
Another responsibility of the MPT is to examine Ministers transferring to ECO from other Reformed
denominations. We seek to examine their fitness for ministry, theological commitments, and
appropriateness of the specific call in which they seek to serve. The process for receiving a Minister
is as follows:
1. The Minister’s application to ECO is received at the ECO offices and forwarded to the
Presbytery’s MPT.
2. Included with the application, the Minister will include a background check release form. The
background check will be conducted by the national staff. Results will be forwarded to the
Presbytery Moderator and MPT Team leader.
3. The MPT arranges for an interview (either through conference call, or in person) with the
Minister.
4. After interview, the MPT members notify the MPT Chair and the Presbytery Moderator of their
recommendations.
5. The MPT will ask the Minister for a statement of faith and a brief biography that together are
not more than 2 pages (single spaced).
6. The MPT will check references when it deems this to be prudent.
7. The Minister will sign and return the MPT sexual misconduct policy form.
8. The MPT will then present the Minister to the Presbytery for their acceptance.
9. The action of the church and/or Minister being received is contingent upon their release from
their dismissing Presbytery.
4
3.1 Procedures for Ministers of Other Denominations
3.11 The procedure for establishing a relationship between the Presbytery and ministers of other,
non-Reformed denominations desiring to serve within our bounds is as follows. The applying
Minister needs to do these things, in whatever order is workable:
1. Submit an ECO Pastor application.
2. Make contact with the Presbytery Moderator/Clerk and/or Ministry Partnerships Team
(MPT).
3. Submit to the MPT a letter of standing with their current standing with their current
denomination. (If lacking current standing in another denomination, submit a letter of
endorsement from the congregation being served or validated ministry in which engaged.)
4. (If requested) Submit sealed transcripts of higher education for all ministry related degrees.
3.12 The MPT will interview the minister and make an initial assessment of the Minister’s
credentials. If there are no concerns or questions about the credentials, the MPT will recommend
the Minister for membership in the Presbytery.
• If the MPT does have concerns or questions about the credentials, the application materials
will be forwarded to the PMOT for further assessment. The PMOT will communicate the
results of their assessment any additional recommendations to the MPT. This assessment shall
be forwarded to the MPT, which will formulate a plan of assimilation. The plan may include
further study courses, mentoring, and/or ordination examinations.
• After successful completion of the plan of assimilation, the MPT will recommend the Minister
for membership in the Presbytery, abiding by all appropriate provisions of the Polity of ECO.
• The Minister is not permitted to engage in active ministry in an ECO congregation until MPT
has made its recommendation.
3.2 Laboring Outside the Bounds of the Presbytery
If a Minister member of Presbytery wishes to labor outside the bounds of the Presbytery, a request
shall be submitted to the MPT chair prior to commencing labor.
3.3 Policy for Receiving Retired Minister into Presbytery
1. There will be a reference check made by either the Moderator or Ministry Partnerships Team
leader with the Presbytery from which the Minister is coming.
2. The Minister will be asked to submit an ECO application to the MPT.
3. The MPT will interview the Minister.
4. The MPT will recommend the reception to the Presbytery, with opportunity for members of
Presbytery to greet the Minister.
5
4.0 Pastoral Terms of Call
• Each Session shall prayerfully consider the appropriate annual salary and housing for the
particular area in which the church resides. Comparable salaries in education and local
business shall be considered. In addition, consideration shall be given to the Minister’s years of
experience, length of tenure in current ministry, and level of education.
• The Presbytery of Southern California recommends that the minimum FTE salary be no lower
than $50,000 annually.
• It shall be the responsibility of each Session to at least annually report the terms of call of all
Pastors (Pastor/head of staff, Co-Pastor, Associate Pastor, Assistant Pastor, Transitional
Pastor, and Affiliate Pastor) to the MPT. The Session shall report any changes to a Pastor’s
terms of call within a month of such changes being made.
•
•
•
•
•
•
•
•
ECO Southern California Presbytery
Minimum Terms of Call for Pastoral Full Time Positions
(These figures should be prorated for part time positions where possible.)
Salary and Housing:
$50,000
(If Manse is provided – Cash Salary $30,000)
Social Security Offset = 7.65% times Salary & Housing
(unless the Pastor has opted out of SS)
$3,825
Auto/Travel/Professional Expense Reimbursement (vouchered)
$2,000
Study Leave Allowance (vouchered)
$1,500
Two (2) weeks per year cumulative for three (3) years to maximum of six weeks
(including the matching Sundays per week).
Medical Insurance: The ECO plan required for Pastor and all FT church employees
(See ECO Rate sheet for current rates)
Term Life, Accidental Death, LT and ST disability based on 2x effective Salary
(See ECO Rate sheet for current rates)
Pension [403b] 10% of Salary & Housing
$5,000
Vacation One (1) month (31 days calendar days including 4 Sundays.)
MPT recommends that all churches transferring into ECO follow the practice of matching, as best as
possible, the previous salary and benefit package for their Pastors before the dismissal from
PC(USA). This may require a Pension contribution that is higher than 10% in order to ensure that
upon retirement, Pastors receive a monthly pension reasonably close to what they would have
received in the PC(USA) Defined Benefit Plan. Every situation is different so MPT encourages
Pastors and church treasurers to contact Envoy Financial for assistance on making the pension
transfer and Erin Kautzner at BSG for assistance in making the insurance transfer. In many cases
10% is adequate to accomplish the above goal.
http://www.fellowship-pres.org/eco/ is the website for more information
http://fellowshippres.wpengine.netdna-cdn.com/wp-content/uploads/ECO-Rate-Sheet.pdf
6
Compensation and Terms of Call Form
Ministry Partnerships Team – Presbytery of Southern California
The ____________________ Presbyterian Church, located in ________________________,
recommends that these terms be ❒ approved (or) ❒ changed for Rev./Mr./Mrs./Ms.
________________________.
The date of the Session meeting making this request is _________________.
The beginning date is _____________________.
Check all that apply: ❒ Pastor, ❒ Co-Pastor, ❒ Associate Pastor, ❒ Transitional Pastor, ❒
Assistant Pastor, ❒ Commissioned Lay Pastor, ❒ Other: _____________________.
❒ Full-time (50 hours/week) ❒ Part-time _____% of full-time (or) _____ number of hours/week.
❒ The church will pay all moving expenses (or) expenses up to $____________.
1.
$__________ Annual Cash Salary (regular payroll, salary supplements)
2.
$__________ Housing Allowance (utilities, mortgage payments, real estate taxes)
3.
$ __________Fair Rental Value of Manse (must be at least 30% of 1–5)
4.
$__________ Deferred Income (IRS 403b Plan, Retirement Savings Plan)
5.
$__________ Special (dental or life insurance, unvouchered allowances, loans*)
6.
$__________ Misc.
7.
$__________ Total Effective Salary (Lines 1-6) Minimum is $50,000.,000
8.
$__________ Pension/403b (minimum 10% of Line 7 required)
9.
$__________ Medical Plan (Per ECO requirements)
10. $__________ Continuing Education (study leave expenses) Minimum is $1,500
11. $__________ Auto/Professional (business expenses, vouchered IRS mileage rate) Minimum is
$2,000
12. $__________ Social Security (7.65 % of Lines 1-6)
Minimum is $3,825 unless the Pastor as opted out of SS.
13. $__________ Total Cost to Church (Lines 7-12)
14. Study Leave: weeks per year ________________ Minimum is 2 weeks
15. Vacation Leave: _____________________Minimum of 1 month (defined as 31 calendar days
including 4 Sundays.
15. Sabbatical Leave: at least 3 months after six years (see MPT Suggested Policy on Sabbaticals)
7
*NOTE: The terms of call are listed above. All other financial agreements (loans, etc.) must be
attached to this form and approved by the Minister, congregation and Committee on Ministry.
Signatures
Minister/Candidate _______________________________
cell_____________
Search/Personnel Committee Chair__________________
cell_____________
Clerk of Session _________________________________
cell_____________
MPT Chair ______________________________________
cell_____________
Moderator ______________________________________
cell_____________
8
5.0 Policy on Lay Pastors for Presbytery of Southern California
Section 2.05 of the ECO polity delineates the roles and responsibilities of Lay Pastors. These are
women and men, who, already ordained as a deacon or elder can serve in a pastoral role to carry
out the mission and ministry of Jesus Christ through ECO. Lay Pastors are governed by our ECO
polity with a special focus on Section 2.05. In addition to what is written there, the following
practical guidelines have been deemed essential by the MPT of the Presbytery of Southern
California. We call them CLP’s because in ECO they are commissioned in the name of Jesus Christ to
carry out their ministry under our auspices, subject to our Polity.
1. Commissioned Lay Pastors (CLP’s) should serve under an assigned mentor, preferably an
experienced Pastor. The assignment should be made by the MPT.
2. The CLP and mentor should set an annual schedule for meetings, preferably quarterly, and
shall make such meetings a priority.
3. The mentor shall make a brief report to the MPT once each year with strengths and
weaknesses identified, and methods to improve performance.
4. Content of mentor meetings shall consist but not be limited to the following:
a. How are you as a CLP doing spiritually, emotionally, physically?
b. Do you take time for personal devotions?
c. Are you participating in an accountable relationship, called “peer reviews,” which can
take place within the Presbytery or within one of the Missional Affinity Networks?
d. What books and/or reading materials are you currently engaged?
e. How has your congregation grown through the efforts of your ministry?
f. What have you learned by serving as a CLP?
g. What are current challenges that our Covenant relationship can come along side of you to
help find solutions?
h. How are the finances of the church you serve?
i. Using the ECO annual report as a guide, how is your church doing?
j. As Moderator of the Session of the church you serve, how would you describe its health,
governance and spiritual leadership?
k. Have you found your role in administering the Lord’s Supper and performing the
sacrament of baptism a special time in God’s presence?
l. What areas of continuing education would be helpful to you as a CLP?
m. How is the response of your congregation to your preaching?
n. Do you have anyone within your Session/congregation that critiques your sermons and
provides you feedback?
o. What administrative issues do you find difficult to get accomplished?
p. How are you doing with handling conflict within the congregation?
5. CLP’s shall receive an annual performance evaluation by their Session. A copy of which shall
be reviewed with his/her mentor.
6. Both the CLP and his/her mentor should from time to time expand on the topics of their
meetings to assure all areas of ministry are being considered.
9
6.0 Proposed Process to become a Chartered Congregation in ECO
Part of the DNA of being “Presbyterian” is a core belief that we are a confessional and covenantal
church, that we look to Scripture and the Confessions as the authority and foundation for our lives
and for how we work together. Embedded in our understanding of Scripture and the Confessions is
the concept that not only are we in covenant with God, but we are in covenant with one another.
This leads to the idea of a “connectional church.” The Apostle Paul explains this with the analogy of
the human body in his 1st letter to the Corinthians.
Based on this underlying foundation our ECO polity states: The Presbytery, as a covenant
community, exercises apostolic authority by and for the nurture and benefit of its congregations, that
the communities they serve may know the love and invitation of Christ. 3.0101
And further, in relevant part: The Presbytery has the authority and pastoral responsibility to:
a. Promote the health of the covenant community to the end that its congregations and members may
bear fruit for the Kingdom of God.
b. Charter and receive new congregations into the Presbytery. 3.103
Our Polity defines a congregation, in part in the following manner:
The Church is visible whenever two or more are gathered in Jesus’ name. The congregation is
composed of members of the body of Christ who have covenanted together to engage in the mission of
God in their particular context, with Jesus Christ as Head. Each congregation should strive to be a
tangible, if provisional, demonstration of the Kingdom of God. 1.0101
A “congregation,” as used in our Form of Government, refers to a formally organized community which
is chartered and recognized by a Presbytery as provided in this Constitution, and which is governed by
this Constitution pursuant to a membership agreement entered into between such community and the
Presbytery. In becoming covenant partners (also called members) of the congregation, Christfollowers put themselves under the spiritual leadership of the Session and higher councils. 1.0103
A congregation in ECO can be organized only by the authority of a Presbytery and shall function under
the provisions of this Constitution. When a group of Christ-followers discern that the Holy Spirit is
leading them to become a congregation, they shall craft a covenant which reflects their desire to be
bound to Christ and one another as a part of the body of Christ according to the Essential Tenets and
government of ECO. After receiving this covenant and its signatures, it shall be the sole discretion of
the Presbytery to declare them an organized congregation, after which the congregation and the
Presbytery shall enter into a membership agreement. After receiving the Presbytery’s approval of these
initial candidates, the congregation shall then proceed to elect its Pastor(s), Elders, and (if utilized)
deacons. The Presbytery shall prepare, examine, ordain, and install these newly elected individuals in
this new congregation. 1.02
Now that we have used the Polity to get our bearings on what the role of the Presbytery and what is
the role of the Session and Congregation, we need to turn to the next issue. How do we balance the
two themes of decency and order and entrepreneurial expression?
10
Our Polity states, in relevant part:
The Church exists wherever two or more are gathered in the name of Jesus. Therefore, it is
appropriate to celebrate sacraments in these smaller units. These smaller units include, but are not
limited to: small groups, missional communities, retreats, leaders of satellite congregations, and house
church gatherings. If an officer has been commissioned by the Session to lead these groups in mission
or ministry and has been appropriately trained, he or she shall be authorized to administer the
sacraments in these communities. The Pastor and the Session shall oversee those who are
commissioned to such service within a congregation. This commission shall be for a period of
twelve months and may be renewed indefinitely. 2.0502
What about the case of a ‘smaller unit’ or ‘satellite congregation’ or ‘house church gathering’ that
has not emerged out of an existing congregation?
It seems wise to ECO to have that ‘smaller unit’ connect itself as a branch to an existing tree. In
other words, it is our policy to have any smaller unit’s that desire to eventually become a
congregation come under the care of the Session of an existing congregation. At such point as the
leadership of the ‘smaller unit’ and the Session of the existing congregation determine together,
under the leadership of the Holy Spirit that the smaller unit is ready to become a congregation, the
smaller unit can apply to be chartered by ECO and the Presbytery will respond appropriately,
following the guidelines in our Polity.
What about the case where a smaller unit is not in close proximity to an ECO congregation? In such
a case, it is the policy of ECO to partner with a nearby PC(USA) or EPC or PCA congregation which
has joined the Fellowship of Presbyterians and which desires to encourage this new smaller unit
towards the goal of eventually becoming a chartered ECO congregation.
Given the emerging reality that is ECO, the Presbytery’s Mission Partnerships Team (MPT) will also
assign one of its teaching Elders from an ECO congregation to resource the smaller unit and the
Session of the partner congregation. The smaller unit will, in this way, have an ongoing personal
connection to an ECO Pastor and to the MPT.
11
7.0 POLICY FOR THE VALIDATION OF MINISTRIES
A Minister of Word and Sacrament who is an active member of a Presbytery may be engaged as
follows:
A. In an approved ministry within a congregation of ECO.
B. In an approved ministry in other service of ECO.
C. In a validated ministry beyond the jurisdiction of ECO.
D. May be honorably retired.
An active member engaged in categories A and B would have satisfied all the criteria for a validated
ministry. A retired Minister engaged in ministry beyond the jurisdiction of this church does not
require validation of that ministry but requires the approval of the MPT.
Ordinarily, the Presbytery requires that a validated ministry under category C above shall meet all
of the following criteria
1. The ministry of members shall be in demonstrable conformity with the mission of God’s
people in the world as set forth in Holy Scripture, the Essential Tenets of the Faith, and the
mission and vision of ECO.
2. The ministry shall be one that serves others, aids others, and enables the ministries of
others. We define this such that the ministry should serve people in the name of Jesus
Christ, rather than in the production of goods, profits, or be self-serving in nature.
3. The ministry shall give evidence of theologically informed fidelity to God’s Word.
4. The ministry shall be carried on in accountability for its character and conduct to the
Presbytery and to organizations, agencies, and institutions. We define this such that the
ministry is answerable to the Presbytery for its conduct and character through at least
annual review and communication with the Ministry Partnerships Team. We acknowledge
that the validated ministry is beyond the jurisdiction of the Presbytery and we encourage
member ministers to initiate the establishment of accountability standards for conduct and
character with the employing agency if there are none in place.
5. The ministry shall include responsible participation in the deliberations and work of the
Presbytery and in the worship and service of a congregation. We define this such that one
must: (1) participate in at least two Presbytery meetings a year; (2) participate actively on
at least a Presbytery team; (3) affiliate with a local ECO church as an Assistant Pastor
and/or by regular attendance, and actively support and participate in the mission and
ministry of that church.
Ministers desiring to be engaged in a validated ministry under category C shall complete the
following process:
1. Notify the MPT Chair of his/her intention to request approval of a validated ministry.
2. Meet with representatives of the Ministry Partnerships Team in the geographic bounds of
residence for examination.
3. Submit a complete description of the ministry including, but not limited to, compensation.
Such description shall include information as to how the ministry meets the criteria for
validated ministry as defined above.
4. Present a letter from the employing/calling organization presenting a rationale for the
appropriateness of the ministry being performed by an ordained Minister, and a request that
the ministry be validated.
5. A statement of the intent and mode of participation in Presbytery and affiliation with a local
congregation.
12
A request for a validation of ministry under category C shall be reported to MPT for approval upon
recommendation of the regional representatives of the MPT. The approval shall be reported to the
Presbytery at its next stated meeting.
The Minister serving in a validated ministry under category C shall submit an annual report to the
Ministry Partnerships Team. This report shall include information concerning the current level of
participation by the Minister in the life of a congregation and of the Presbytery, any and all changes
in the description of the validated ministry, whether the ministry maintains the threshold of
appropriateness to be performed by an ordained Minister, how the ministry has fulfilled the
requirements of a validated ministry and other items as requested.
The Ministry Partnerships Team may at its discretion remove the validation of a ministry if a
Minister in a validated ministry under category C fails to submit an annual report as requested by
MPT, and shall follow the procedures for moving the Minister to the inactive roll if he/she fails to
submit an annual report for two consecutive years. Inactive Minister members remain under the
care, oversight, and discipline of the Presbytery.
The Presbytery reserves the right not to renew the validation of any Minister member or Minister
who is laboring within the bounds of the Presbytery who fails to participate in Presbytery or in a
local congregation.
8.0 Dissolution of Pastoral Relationships
8.1 Background and Introduction:
Ordinarily and ideally a pastoral relationship between the Pastor and the congregation will be
dissolved amicably and with a tone of celebration (and a measure of grief) as the Pastor moves to a
new field or to retirement. On occasion, however, the relationship is dissolved under less than ideal
circumstances. In this event the Presbytery is interested in providing a policy that will insure some
degree of care for both Pastor and congregation. Toward that end, the following policy will be
observed.
8.2 Principles
1. Pastoral calls are established and dissolved by the Presbytery.
2. Every call in ECO is an agreement between the Presbytery, the Pastor and the congregation.
All three parties are involved in every decision regarding the establishment of a pastoral
relationship and the dissolution of a pastoral relationship. The MPT shall be involved in the
entire process of dissolving a pastoral relationship.
3. When the congregation and the Pastor agree upon terms of dissolution, the MPT is
empowered to act with the power of the Presbytery in this regard and reports all such action
to the Presbytery itself. If agreement between the congregation and Pastor is not attained the
action to dissolve the relationship and establish the terms of the dissolution proceeds to the
floor of the Presbytery as specified in the Polity of ECO.
4. All official terms regarding separation/termination of a Pastor shall be documented in writing
and shared with all three parties.
5. All conditions for separation shall be compatible with the provisions of the Polity of ECO.
6. The congregation and the Presbytery must approve the dissolution of the call and any
severance terms.
13
8.3 Voluntary Dissolution
Voluntary dissolution occurs when the Pastor announces to the Session, and then to the
congregation, that he/she is requesting the Presbytery to dissolve the relationship on a specific
date. Ordinarily such a request would come because the Pastor has received another call, or is
intending to retire.
When pastoral relationships are dissolved, the following policies will be observed:
a) The church will provide payments of the effective salary and benefits, through the date the
dissolution becomes effective.
b) The church will also provide payment for any unused vacation leave earned through the date of
dissolution.
c) The church will provide reimbursement for all professional expenses incurred prior to the
dissolution of the pastoral relationship that are in accord with the Pastor’s most recently
approved Terms of Call.
d) All financial compensation and reimbursements due to the Pastor will be paid in full by the date
of the dissolution of the relationship.
e) Any termination package that exceeds compensation earned through the date the dissolution
becomes effective must be approved by the Ministry Partnerships Team and by a vote of the
Session. When the termination of the pastoral relationship comes at the request of the
congregation, it is appropriate, but not required that the church continue to provide the
effective salary for one month for each year of service in the church up to 6 months if there is
no special cause that would exempt this termination severance or until another call begins for
the Pastor, whichever comes first. The church shall be guided by the Dissolution of Pastoral
Relationships Policy.
f) The property of the Pastor will be removed from the church office and other property (except
for the manse) within 15 days of the date of the dissolution of the relationship. Any extension
must be made as a recommendation from the Session for approval to the Ministry Partnerships
Team.
g) The use of the manse will be provided to the departing Pastor for up to 30 days after the
dissolution of the relationship.
8.4 The death of the Pastor and the use of the manse.
In case of the death of a Pastor, the surviving family members who resided in the manse will be
provided 90 days use of the manse. For cases requiring a longer transitional time, the Session must
recommend a different agreement for approval by the Ministry Partnerships Team.
8.5 Involuntary Dissolution
When the Session feels that, for the peace and harmony of the church, it is prudent for the
congregation to request the dissolution of the relationship with a Pastor or an Associate Pastor, it
shall consult with the MPT first before calling a congregational meeting. The MPT also shall counsel
with the Minister involved. Following such consultation, the Session may be authorized by the MPT
to call a congregational meeting to request Presbytery to dissolve the pastoral relationship. The call
to the meeting shall also include the date and compensation terms of the dissolution. The portion of
the Session meeting concerning the dissolution shall be conducted by a Moderator appointed by the
MPT.
*The right to vote on this matter belongs to the congregation, not to the Session. The Session calls
the meeting and may make a recommendation. The final authority on the matter, however, belongs
to the Presbytery; the Presbytery’s decision is definitive.
14
1) If, in the case of conflict within a church, the MPT, after full investigation, decides it would be
in the best interest of either the congregation, the Pastor or both, it shall initiate the process
above.
2) In rare cases the MPT may recommend to the Presbytery that the relationship be dissolved
even if neither the congregation nor the Pastor request it.
8.6 Mutual Decision for Dissolution
If, in the case of conflict within a church, the Session and Pastor mutually agree it is prudent for the
congregation to request the dissolution of the relationship with the Pastor or the Associate Pastor,
they shall consult with the MPT first before calling a congregational meeting. Following such
consultation, the Session may be authorized by the MPT to call a congregational meeting to request
Presbytery to dissolve the pastoral relationship at a mutually agreed upon termination date. The
call to the meeting shall also include the date and compensation terms of the dissolution. A
Moderator appointed by the MPT shall conduct the portion of the Session meeting concerning the
dissolution.
8.7 Termination Compensation (for involuntary or mutually agreed upon dissolution)
In some cases it is appropriate to seek agreement on a time within which the departing Pastor is
expected to find a new call or other employment. If the Pastor has a new call or employment within
the agreed upon date, the relationship is dissolved and there is no additional severance
compensation beyond accrued vacation. If the date arrives and the Pastor has no new call or
employment, it may be appropriate to reduce the suggested amounts shown in the guidelines
below.
If, however, it is deemed wise to end the relationship earlier, severance compensation is generally
in order. The adequacy and appropriateness of a termination agreement with a departing Pastor
will be determined by the Session, subject to the approval of the MPT. The terms may vary,
depending upon such factors as length of service, reasons for the dissolution, and the availability to
the Minister of funds or other employment.
The purpose of termination compensation is to forestall hardship while the departing Minister
vigorously seeks another position. Termination compensation should be based on compassion, not
strict justice; the church should seek to care for the needs of the Minister beyond the strict
requirements of legal obligation. Neither should it impose undue hardship on the church, for the
needs of the church as well as of the Minister must be weighed in each case. Nothing in this paper,
however, should be construed as providing an entitlement to the Minister, nor should the record of
comparable situations in the Presbytery be regarded as precedent setting. Each situation is to be
considered on its own.
Issues to be considered in determining appropriate termination compensation might include items
such as: How long might it take the departing Pastor to secure another call? Are there issues of
cause involved? Are there relocation concerns to consider? Are there health concerns that might
limit the Pastor’s ability to attain timely employment? What is the financial ability of the church to
pay severance and also provide for pastoral leadership? Other pertinent issues may also be
considered; this sample listing is not to be considered as exhaustive.
The Presbytery, as a party to the original call, shares responsibility for seeing that the termination
is both equitable and compassionate.
15
8.8 Suggested Minimum Guidelines for Termination Compensation:
The following guidelines are not to be taken as fixed obligations or limits. Thus the following are
suggested minimums, plus accrued vacation:
1. For service up to 2 years: three months’ total compensation
2. For service of 3-4 years: four months’ total compensation
3. For service over 4 years: one month’s compensation per year of service or part thereof, with a
suggested maximum of 6 months.
4. Working from these guidelines, a church and a Minister might agree on other arrangements.
For instance, a longer period of compensation at a lower rate, a lump-sum payment, extended
use of the manse in lieu of cash, or a simple extension of the compensation period in case of
need.
5. Unused study leave is to be cancelled; the Minister is not entitled either to paid leave or cash
compensation for unused time for continuing education.
6. The Minister is entitled to any legitimately accrued but unused vacation.
7. It may be stipulated that all compensation, except accrued vacation, be terminated
immediately upon the beginning of new and/or comparable ministerial employment
elsewhere.
8. If the Pastor is an affiliate with ECO and still under the PCUSA Board of Pensions, all
severance pay is subject to the current Board of Pensions rates.
8.9 Termination Agreement (ordinarily for involuntary or mutually agreed upon dissolution)
The agreement should include all financial obligations of the church to the departing Minister.
The continued compensation may be for a specified period of time or “for __ months, or until
the Rev. ____ has found employment, whichever comes first.” Do not include an open-ended
provision for compensation “until the Rev. _______ receives a call.”
2. For ministers who are retiring, all financial responsibilities of the church to the retiring
Pastor should be met by the dissolution date agreed upon by the congregation.
3. If the Minister is living in church-owned housing, the agreement should specify when the
manse is to be vacated and what costs are to be paid by the church and the Minister. Before
the agreement is signed, arrangements should be made for a walk-through inspection of the
manse, with the Minister present, by a team or committee designated by the Session.
Common-law landlord-tenant provisions should be considered in determining responsibility
for any damage that may be found. If there is a dispute in this regard, the MPT may be able to
help with mediation.
4. The agreement should state the specific date when the Pastor’s responsibilities to the
congregation end, and the specific date of dissolution. Ordinarily these dates would be the
same unless there is accrued vacation involved. The agreement should state specifically
whether the Pastor is or is not entitled to accrued vacation, and should spell out how such
vacation, if any, is to be compensated. Accrued Study Leave is not payable to the Pastor as
severance.
5. If the Minister has possession of any church-owned equipment, or if property of the Minister
is in the church, these items should either be returned prior to the execution of the
agreement, or the agreement should specify what is to be done with them.
6. If there are any debts of the Minister, claims by the Minister against the church for
reimbursement, or outstanding claims against the church (such as bills charged to the church
by the Minister), these should be settled or provided for in the agreement.
7. The Termination Agreement must be approved by the congregation and is subject to
approval by the Presbytery through the MPT.
1.
16
9.0 When a Pastor Leaves a Church Position
9.1 Steps for a Session
When a Pastor vacates a position with a church or other validated ministry, the Session of the local
church shall work with the MPT of the Southern California ECO Presbytery in the following process:
1. An exit interview with the Pastor who is leaving should be scheduled with the MPT.
2. The Session should contact the MPT to schedule a meeting to discuss the transition process.
The transitional meeting will cover the following, as appropriate for that particular situation:
a. To assure the Session of MPT help.
b. To convey the importance of a clean and celebrative parting and the need of a
congregational meeting to dissolve the call.
c. To provide the Session with the “Statement of Ethics for Departing Pastors.”
d. To give preliminary information about transitional pastoral staffing, sources of potential
Transitional Pastors, the need for a transitional search committee if appropriate, and
options if a Transitional Pastor is not in place when the Pastor leaves.
e. To discuss the CIF and PIF process and options for completing the CIF.
f. To describe the pastoral search process, including the importance of an assessment for the
church’s readiness to undertake a search, the need for permission to form a Pastor
nominating committee, and the need for a search budget.
g. The process for electing a Pastor Nominating Committee.
3. The departing Pastor shall prepare a resignation letter that will be shared by the Session with
the church. This letter should include a date of resignation.
4. The Session and the Pastor shall be clear on all negotiated terms for the resignation. These
terms may include such things as; use of unused vacation days or a financial equivalent paid
to the Pastor,
5. Consult with your MPT liaison on a regular basis.
6. Make plans to celebrate the ministry of the departing Pastor.
7. Call a congregational meeting to concur with the Pastor’s request to dissolve the pastoral
relationship with the congregation, and invite the MPT liaison to attend this meeting.
8. Consult with MPT about candidates for transitional pastoral staff.
9. Seek MPT approval for transitional pastoral staff.
10. Abide by the “Statement of Ethics for Departing Pastors”.
9. 1 Steps for When a Pastor Is Preparing to Leave
1. When you begin to plan a move (e.g.: circulating your PIF, planning your retirement,
preparing your resignation) that will result in the dissolution of your call, talk to your MPT
liaison right away for purposes of personal reflection and to become acquainted with the
appropriate time frames for sharing information.
2. Contact the MPT representative concerning the Session meeting where your resignation will
be announced.
3. Be intentional about providing opportunities for closure.
4. Celebrate your ministry with the congregation.
5. Decline to be involved in the choosing of a Transitional Pastor or the formation of a Pastor
Nominating Committee.
6. Adhere to the “Statement of Ethics for Departing Pastors.”
7. If you accept a call in another Presbytery, verify that the calling Presbytery requests a
transfer of membership from the Southern California Presbytery.
8. Participate in an exit interview with the MPT.
9. Be present at the congregational meeting to dissolve the pastoral relationship.
17
9.2 A Statement of Ethics for Departing Pastors
When a Pastor departs from a ministry in a church, the following Statement of Ethics for Departing
Pastors will be read from the pulpit at the dissolution of a pastorate or other pastoral relationship,
and published for distribution to the active membership.
1. When a Pastor leaves a charge, there are bonds of affection between the Minister and
members of the church that continue to be cherished. Relations of friendship continue, but
the pastoral relationship does not. In order that the work of the church may prosper the
Presbytery directs that the church be reminded of these requirements. When any Minister
resigns from a pastorate or retires from services, or becomes a Pastor emeritus, the Minister
should cease to perform such functions of a Pastor as funerals, baptisms, and weddings,
unless invited to officiate in such a capacity by the Pastor or by the Moderator of the Session.
2. Individual members are asked not to place former Pastors in the awkward position of asking
their friend to perform the duties of a Pastor. Ministers of the Word and Sacrament are
directed to tactfully decline all such invitations that come from former parishioners rather
than from other Pastors or governing bodies.
3. Pastors and their family members ordinarily are not to attend worship or regular church
functions unless approved by the MPT. Nor shall any family members continue in other
ministry roles unless approved by the MPT.
9.3 Policy on Moderators of Vacant Churches
1. Moderators of vacant churches shall be appointed for a period of time agreed upon by the
church’s Session and the MPT. Appointments shall be reported to the Presbytery.
2. Appointed moderators of vacant churches (without interim Pastors) will be compensated by
the church $50 plus mileage per monthly stated meeting with compensation for any
additional meetings to be negotiated between the Moderator and the Session.
9.4 MPT and the Vacancy
1. If possible, send representative(s) to the Session meeting at which the Pastor’s resignation is
announced for the following purposes:
a. To assure the Session of MPT availability;
b. To convey the importance of a clean and celebrative parting and the need of a
congregational meeting to dissolve the call;
c. To invite initial responses from the Elders;
d. To provide the Session with the “Statement of Ethics for Departing Pastors.”
e. To give preliminary information about transitional pastoral staffing sources of potential
2.
3.
4.
5.
Transitional Pastors, the need for a transitional search committee if appropriate, and
options if a Transitional Pastor is not in place when the Pastor leaves;
f. To describe the pastoral search process, including the importance of an assessment for the
church’s readiness to undertake a search, the need for permission to form a Pastor
nominating committee, and the need for a search budget.
g. To discuss the CIF and PIF process and options for completing the CIF (i.e., will the PNC do
this, will the Session and/or congregation have input, and if so, how).
If possible, be present at the congregational meeting to dissolve the pastoral relationship.
Be in close touch with appropriate Session members and provide concrete help in obtaining
transitional pastoral staffing.
Attend the first meeting of the PNC and several meetings thereafter at significant junctures in
the process, such as the first receipt of PIFs and the development of interview questions.
Review and discuss the CIF as its formation develops so as to assure its ultimate approve by
MPT.
18
6. Stay in close contact with the PNC, offering to provide information and training throughout
the process as necessary.
7. Arrange for interviews with MPT representatives for the final candidates who come for a
face-to-face interview.
8. Assure that all parties have appropriate documents when needed, such as terms of call,
statements of faith, and autobiographical information.
9.5 The Service of a Transitional Pastor
When a pastoral or co-pastoral position becomes vacant, the Session of the particular church may
seek the services of a Transitional Pastor or co-Pastor to fill the responsibilities of that position
while a search for a new Pastor or co-Pastor is being conducted.
When an Associate pastoral position becomes vacant, the Session of the particular church may seek
the services of a Transitional Associate Pastor to fill the responsibilities of that position while a
search for a new Associate Pastor is being conducted.
Exemption from this process requires the approval of the Ministry Partnerships Team.
Once the pastoral relationship has been terminated, or a date of certain departure for a Pastor, CoPastor, or Associate Pastor has been set, the Session should consult with the Ministry Partnerships
Team regarding the process to seek a Transitional Pastor and to receive a list of prospective
Transitional Pastors. It is the responsibility of the Session, with the approval of the Ministry
Partnerships Team, to contract with a Transitional Pastor. The departing Pastor shall not be a part
of that decision or attempt to influence the selection process. The Transitional Pastor shall not
begin his or her service until the current Pastor, co-Pastor, or Associate Pastor has left the
congregation.
Any Transitional Pastor serving an ECO church shall be a full or affiliate member of ECO Presbytery
in which the Pastor intends to labor. Affiliate membership shall entitle Pastors to serve within the
bounds of ECO Presbytery.
There shall be a written contract for the services of a Transitional Pastor that will spell out the
Transitional Pastors responsibilities, set the time limits of the contract (not more than 1 year, but
renewable if needed), make clear the compensation for the terms of the agreement, and define the
termination details.
19
9.6 Transitional Ministry Tasks
The role of the Transitional Pastor will be to assist the congregation in the following developmental
tasks:
Developmental Tasks for the Congregation
1) Coming to terms with history
2) Discovering a new identity
3) Managing shifts of leadership
4) Rethinking denominational linkages
5) Commitment to new leadership and a new future
In doing this work with a congregation, the Transitional Pastor carries out the following process
tasks:
1) Start leading the congregation in its time of transition.
2) Help the church to grieve the loss of its Pastor.
3) Analyze the organization as a system and offer suggestions for change.
4) Undergird and support the work of the Elders and Deacons.
5) Connect with the MPT and Southern California Presbytery
The Transitional Pastor also works at the following additional tasks:
1) Reducing the level of anxiety
2) Rebuilding infrastructures
3) Attention to stewardship/financial matters
4) Renewing the spiritual life of the congregation
5) Conflict management
6) Teaching moments re: dynamics of change
20
10.0 Steps for When a Church Seeks a Pastor
1.
No election of a Pastor Nominating Committee (PNC) can be held until representatives of the
Ministry Partnerships Team (MPT) have met with the Session to give instruction regarding
the process of calling a Pastor and Ministry Partnerships Team has given its approval.
2.
The Session should appoint a team to prepare a mission study. The mission study should be
approved by the Session and the MPT before a Pastoral Nominating Committee (PNC) or an
Associate Pastor Nominating Committee (APNC) is formed. This requirement may be waived
if the Session has a recently approved (within 5 years) mission study.
3.
A congregation meeting is called to elect a PNC or APNC. Its membership is determined by the
congregation’s bylaws and its members will be nominated by the congregation’s nominating
committee.
4.
The Session shall support the congregation and the PNC with prayer and adequate budget
funding for transitional leadership and the PNC search process.
5.
The PNC or APNC will use the approved mission study to prepare the Church information
Form for submission for approval.
6.
The Church Information Form must be approved by the Session prior to being presented to
the MPT.
7.
The MPT must approve the Church Information Form before it can be circulated.
8.
The PNC or APNC operates under a commitment to confidentiality. It begins to seek
candidates and process them with due care for keeping the process safe for candidates
currently working in other ministries, and for conducting thorough background and
reference checks.
9.
When the PNC or APNC narrows the candidates to a pool of 2 or 3, interviews and
appropriate background checks shall be arranged by the MPT before a Pastor Nominating
Committee candidate can become a final candidate.
10. An interview with representatives of the MPT shall be held to examine the candidate’s
knowledge of the Christian faith and views in theology, the Bible, the Sacraments, and the
government of the church. The MPT will also seek to discern the goodness of fit between the
person’s gift and graces for ministry and the unique needs of the calling congregation.
11. At the conclusion of the interviews, the MPT representatives will make a recommendation to
the whole MPT. If the examination is not recommended to be sustained, the MPT Moderator
will prepare a summary of concerns voiced by the MPT. If the candidate disagrees with the
recommendation of the MPT, s/he has the right to request an examination before the
Presbytery.
12. The result of all examinations of the final candidate, including disagreements, shall be
reported to the Presbytery when appropriate.
13. The PNC or APNC will present the final candidate to the congregation at a duly called meeting
where a vote will take place to affirm the candidate and the terms of call. The results of the
congregation’s vote will be shared with the MPT as well as the agreed upon terms of call.
14. The MPT will then make recommendation to the Southern California Presbytery. At that
meeting, the call will be voted on for final approval.
21
10.1 Suggestions for Pastor Nominating Committees
10.11 Resume rating considerations - rate from 1 (poor, unacceptable) to 5 (excellent, desirable)
1. Evidence of general professional growth
2. Cultural and educational background
3. Apparent administrative ability
4. Community service
5. Job performance (pastorates past and present)
6. Theological viewpoint (degree to which it is expressed with originality and clarity; &
reasonably reflects my/our expectations)
7. Evidence of pastoral interest, warmth, and concern
8. Preaching
9. Interest and involvement in discipleship, missional activities and outreach of the congregation.
10. Imagination and resourcefulness
11. Problem-solving ability
12. Conflict-management ability
13. Leadership style
14. Match with our needs
Or: from your mission study, make a list of mandatory qualifications and desirable
qualifications as a committee. Use this list to rate each candidate, as above.
10.12 Reference checks
1. Have the Presbytery Moderator check with other Presbytery Moderators and/or Ministry
Partnerships Team Chairs before final candidacy.
2. Do not check references which come from other sources besides the candidate without
obtaining the candidate’s permission.
3. Let the candidate know you are checking references.
4. If possible, have at least two people participate in the reference-check calls.
5. Develop a list of questions which you will ask all references. Some suggestions:
• How do you know the candidate?
• What are the candidate’s ministerial strengths?
• What are the candidate’s ministerial weaknesses?
• If you were going to suggest the candidate’s next continuing education experience, what
would it be?
• What questions would you suggest we ask the candidate?
Is there anyone else you suggest we talk to regarding the candidate?
22
10.13 Interviewing suggestions:
• Ask each candidate the same questions.
• Determine in advance who will ask each question.
• Ask open-ended questions.
• Allow time for the candidate to ask questions, and note what they ask.
• Use the interview time efficiently.
10.14 Avoid:
• Idle chatter.
• Questions with yes/no answers.
• Questions which include the answer.
• Questions which can only be answered with inside information.
• Questions which require a dissertation.
• Questions about plans for marriage/family/spouse's work.
10.15 Possible questions
1. Tell us about your faith journey.
2. What has been most satisfying in ministry thus far?
3. What has been most frustrating?
4. How do you train/equip lay persons to share in ministry?
5. How do you work with staff?
6. How do you help members become involved in the church?
7. How do you help members grow spiritually?
8. How do you prepare your sermons?
9. Why are you seeking to re-locate at this time?
10. Describe a conflict situation which you had responsibility for managing.
11. How do you care for yourself? How do you play? Nurture your own spiritual life?
12. In what area of ministry are you most intentional about growing?
23
11.0 Family and Medical Leave Policy
In order to provide pastoral care and support to the Pastors of the Presbytery, congregations shall
observe the following family and medical leave policy for its pastoral staff who are serving in
permanent pastoral relationships. The permanent pastoral relationships are Pastor/Head of staff,
Co-Pastor, Associate Pastor, and Assistant Pastor.
1) The church will provide for a paid leave of up to 90 days if the Pastor has a serious health
concern that makes it impossible to perform the functions of the pastoral position.
2) The church will provide for an unpaid leave of up to 12 weeks every calendar year when a
Pastor or the Pastor’s family has any of the following concerns:
a) A birth of a child in order to care for that child
b) The placement of a child under the age of 18 in the Pastor’s home for adoption or foster
care
c) The Pastor needs to care for a spouse, son, daughter, or parent if one of those persons has a
serious health concern such as an illness, injury, impairment or physical or mental
condition involving in-patient care in a hospital, hospice or residential medical care facility
or continuing treatment by a health care provider.
3) The congregation will continue to provide for full participation in the programs of ECO (health
and pension), and will continue to pay dues as whatever rate was paid immediately prior to the
unpaid leave.
4) This Family and Medical Leave will be in addition to any vacation or other leave provided by
the Pastor’s terms of call.
5) The Pastor may elect to use vacation or other paid leave for any of the above listed concerns.
6) The congregation may agree to provide a paid leave in place of the unpaid leave as specified in
2) above.
12.0 Disability Policy
In the event a Pastor becomes disabled the employing congregation shall continue to provide the
current rate of effective salary for 90 days from the date of disability or up to a mutually agreed
upon time.
A Pastor who is living in a manse at the time of becoming disabled may continue to have full use of
the manse for up to 90 days from the date of disability or up to a mutually agreed upon time.
24
13.0 Sample Church Sabbatical Policy
Sabbaticals are highly encouraged for all Pastors.
1. A Pastor* shall be eligible to take a sabbatical leave after serving six years in his or her
position at an ECO Church, and Pastors who are granted such time are expected to return to
the church for at least one year after the sabbatical.
2. The sabbatical period may be from three to six months in length.
3. A sabbatical includes that year’s continuing education time. The combination of sabbatical
leave and continuing education is limited to six months in one year.
4. Full compensation shall be paid during the sabbatical leave and payments will be made for
vouchered expenses.
5. Sessions will arrange to supply the pulpit and to provide for the handling of any emergencies
that may require the services of a Pastor, according to the procedures that are normally
followed when the Minister is on vacation.
6. Ministers who take a sabbatical should plan to schedule vacation and/or other continuing
education more than two months before or after the sabbatical.
7. The Minister will receive his or her full vacation benefit for the year, in addition to the
sabbatical.
8. Sabbaticals will ordinarily accommodate church scheduling needs.
9. The Session will include funds in the operating budget to be set aside over a number of years
to pay for additional staff support during the sabbatical. This does not preclude the Session
from securing sources of funding outside of the operating fund, if needed.
10. Continuing Education funds due the Minister may be used for educational expenses incurred
during the Sabbatical. The church may provide additional funds for educational (as opposed to
renewal) events in which the Minister participates during the sabbatical.
11. A Minister seeking a sabbatical shall request such from the Personnel Team at least six months
in advance. Upon the approval of the Personnel Team and Session, a Sabbatical Team shall be
formed consisting of the Minister’s liaison on the Personnel Team, one elder, and a
representative of either the worship or education teams.
12. Three months prior to the sabbatical the Minister shall submit to the Sabbatical Team a
detailed plan for study and renewal which must also be approved by the Personnel Team and
shared with the Session.
13. Upon return, the Minister shall report to the Session (and also suggested to the congregation)
on his or her time away.
For churches with larger ministerial and/or professional staffs:
14. Only one sabbatical may be granted to the ministerial/professional staff within an 18-month
period.
15. The church shall provide adequate staff support for the remaining clergy, similar to that
available when the church has a vacant position.
*We encourage churches to include all professional staff members as part of this policy.
25
14.0 Criminal Background Check Policy
The policy of the Presbytery of Southern California is to conduct a criminal background check on all
Ordained Ministers, and all Commissioned Lay Pastors, as a condition of membership in the
Presbytery.
• The local churches are responsible for background checks on all paid employees and
volunteers subject to screening.
• The Stated Clerk, the Presbytery Executive, and the Moderator of the Ministry Partnerships
Team shall be solely authorized if needed by Presbytery to review pastoral background
reports.
• Information gained from the background checks will be held in the strictest of confidence.
• The background check report shall be the sole property of the Presbytery of Southern
California.
• Adverse information regarding sexual misconduct, abuse, or child sexual abuse will be
discussed with the individual and appropriate action taken. Other adverse findings will be
treated as pastoral issues.
26
CHURCH INFORMATION FORM
For use by churches seeking pastoral leadership
(Church Name)
(Address/Phone Number)
(Website)
Single sentence mission statement here
One sentence statement about the position we are trying to fill
Church Size:
(Number of covenant partners)
Average Worship Attendance:
Church School Attendance:
Briefly describe your leadership structure:
Staff Positions: (full and part time, paid and unpaid)
Community Profile
Single sentence description
Relevant Demographic statistics
Your congregation’s mission field
Position To Be Filled
____ Pastor (Head of Staff)
____ Associate Pastor
_____ Co-Pastor
_____ Assistant Pastor
Specify Title (if appropriate)
Employment Status
Full Time
Part Time
Open to Either
Years of Experience Desired
First Ordained Call
less than 2 years
2 years or more
4 years or more
6 years or more
8 years or more
Deadline date for application: _______________________________
27
Position Description:
Narrative on the Health of Mission and Ministry
(Include the congregation’s most recent Narrative on the Health of Mission and Ministry, or an
equivalent description of the congregation’s robust efforts to achieve Kingdom vitality in its
ministry and mission.)
References
Below, please list three persons who know your congregation. You might list your Presbytery
leadership, a neighboring Pastor, or other persons whom you believe can give a clear and accurate
reference for your congregation.
Name ________________________________________________________________________________
Address ______________________________________________________________________________
Phone Numbers ____________________________________________________________________
Relation _____________________________________________________________________________
E-mail________________________________________________________________________________
Name ________________________________________________________________________________
Address ______________________________________________________________________________
Phone Numbers ____________________________________________________________________
Relation _____________________________________________________________________________
E-mail________________________________________________________________________________
Name ________________________________________________________________________________
Address ______________________________________________________________________________
Phone Numbers ____________________________________________________________________
Relation _____________________________________________________________________________
E-mail________________________________________________________________________________
Compensation and Housing.
Minimum Effective Salary $
Housing Type
Maximum Effective Salary $
Manse
Housing Allowance
Open To Either
Not Applicable (For Non-pastoral Positions Only)
28
Geographic Scope of Search
The congregation is open to candidates from these geographic areas:
Pastor Nominating Committee/Search Committee Chairperson Detail:
Name
Address
City
State
Zip Code
Preferred Phone
Alternate Phone
FAX
E-mail Address for PNC Communications:
Endorsements
Pastor Nominating Committee/
Search Committee
Date
Signature
Clerk of Session
Date
Signature
Presbytery
Date
Signature
Clerk of Session Details:
Name
Address
City
Preferred Phone
State
Alternate Phone
E-mail
FAX
29
Zip Code
A SERVICE FOR THE COMMISSIONING OF LAY PASTORS
OPENING SENTENCES (Responsively)
From Romans 12:5-8 and Ephesians 4:1-6
We, who are many, are one body in Christ,
and individually we are members one of another.
We have gifts that differ according to the grace given to us: prophecy, in proportion to faith;
ministry, in ministering; the teacher, in teaching; the exhorter, in exhortation; the giver, in
generosity; the leader, in diligence; the compassionate, in cheerfulness.
Lead a life worthy of the calling to which you have been called,
making every effort to maintain the unity of the Spirit in the bond of peace.
There is one body and one Spirit,
just as you were called to the one hope of your calling,
one Lord, one faith, one baptism,
one God and Father of all, who is above all and through all and in all.
CONSTITUTIONAL QUESTIONS
PRAYER (Responsively)
Almighty God, in every age you have chosen servants
to speak your Word and lead your loyal people.
We thank you for ____Name(s) _______,
whom you have called to serve you as a commissioned lay Pastor
in and for __________ Church or ministry_______.
Give them gifts to do their particular work.
Fill them with your Holy Spirit,
so that they may have the same mind that was in Christ Jesus
and be faithful disciples throughout their lives.
God of grace, in baptism you have called us
to a common ministry as ambassadors of Christ,
trusting us with a message of reconciliation.
Give us courage and discipline
to follow where your servants rightly lead us,
that together we may declare your wonderful deeds
and show your love to the world;
through Jesus Christ the Lord of all. Amen.
DECLARATION AND GREETING
The Moderator says:
___Name(s) , you are now a lay Pastor commissioned to lead worship and
preach for
_______Church or ministry_______.
On behalf of the Presbytery of Southern California, I welcome you to this ministry.
The grace of the Lord Jesus Christ be with you.
Amen.
30
SERVICE OF WORSHIP AND RECOGNITION OF HONORABLE RETIREMENT
Opening
There are different gifts,
But it is the same Spirit who gives them.
There are different ways of serving God,
But it is the same Lord who is served,
God works through different people in different ways,
But it is the same God whose purpose is achieved through them all.
Litany of Recognition
O God, Creator of all things visible and invisible and Lord of history, You have called us
by the voice of the Church to serve Jesus Christ and revealed to us this work for which
we have been chosen.
Thanks be to God.
Holy Spirit, You have given us the scriptures to be a unique and authoritative witness to
Jesus Christ, and we have accepted them to be God’s Word for us.
Thanks be to God.
Master and Teacher, You have enlisted us in Your service and instructed us so that we
might lead others, be a friend, love our neighbors, and work for reconciliation in the
world.
Thanks be to God.
Prayer
Eternal God, through the ages men and women have been called to witness to Your love
and to give evidence of Your kindness to Your people. We honor your servant today. Your
Church has been enriched by his wisdom, energy, sensitivity, love of Your Word, and
obedience to Your Spirit. For Your manifestation in his life and ministry, we give You
thanks, O Lord.
We are grateful that, in the years ahead, he may enjoy a new measure of Your peace. Bless
him with good health. Teach him new uses of his time. Continue to use him for the
constructive purposes of Your Kingdom. Surround him with the continued comradeship of
friends and colleagues. As he has served You with joy and faithfulness, may he continue to
know the happiness of Your presence; through Jesus Christ our Lord.
Amen.
Declaration
In the name of Jesus Christ, the great Head of the Church, we recognize the honorable
retirement of ______________ in accordance with the Polity of ECO and the action of this
Presbytery.
We, the members of the Presbytery of Southern California express our appreciation for your
faithful service and acknowledge the privilege we enjoyed in serving with you.
Beloved in Christ, inasmuch as God's goodness has brought you to years of Christian
maturity in the gospel ministry, the Presbytery of Southern California, in granting your
request of retirement, desires to make public acknowledgment of your service to the
Kingdom of God.
Presentation of Certificate of Retirement
Benediction
31
15.0 Sexual Misconduct Prevention Policy
15.1 Introduction:
We believe that Scripture and our faith in Jesus Christ call us to standards of responsible conduct in
all of life, including sexual behavior. Human sexuality is an integral part of who we are as persons.
However it can become the basis for oppression, where trust relationships are breached and
persons are abused.
The purposes of this policy are:
1. To prevent and eliminate sexual abuse within the Presbytery.
2. To safeguard the church's members and staff from abuse through any form of sexual
misconduct.
3. To seek justice by assuring effectiveness of the church's administrative, investigative and
judicial process in determining truth, protecting the innocent, and dealing appropriately with
those who victimize others.
4. To promote proper healing of all persons and congregations where sexual misconduct has
occurred.
15.2 Definition:
Sexual abuse of another person is any offense involving sexual conduct in relation to
1. Any person under the age of eighteen years or anyone over the age of eighteen years without
mental capacity to consent, or
2. Any person when the conduct includes force, threat, coercion, intimidation, or misuse of office
or position.
15.3 Prevention:
All candidates, ministers, and employees of the Presbytery of are required to sign a written
acknowledgment (see Attachment A') indicating that they have received a copy of this Sexual
Misconduct Policy and of the Standards of Ethical Conduct. Such acknowledgment will be kept in
the person's personnel file.
It is further the policy of Presbytery that
1. Employees and volunteers other than ministers complete an Employee/Volunteer
Questionnaire. (See Attachment "B")
2. The employing body is responsible for contacting references for prospective ministers,
employees, or volunteers.
3. The Presbytery recommends that all member churches having staff or volunteers in regular
contact with children or youth require those persons to sign off on the Presbytery Sexual
Misconduct Form (see Attachment “B”) and submit to a criminal background check. Without
background checks and a signature on the Sexual Misconduct Form, churches are vulnerable
to possible law suits.
4. The Presbytery and all its agencies, committees, and affiliates will adhere to this policy,
including its standards, procedures, and practices.
5. This policy shall be distributed to all ministers, employees, volunteers, and entities of the
Presbytery. The policy shall be made available to all persons who accuse others of misconduct
as well as those accused of misconduct.
6. The Presbytery will provide a training workshop for each new Minister, employee, or
volunteer. Failure to attend such workshop will result in dissolution of the relationship.
32
15.4 RESPONSE COORDINATION TEAM
The Response Coordination Team (RCT) shall be a standing task force consisting of five persons:
Moderator, the stated clerk, and three persons appointed by the MPT. The RCT shall be under the
supervision of the Ministry Partnerships Team, and their three appointees shall be subject to an
annual review. The team shall elect the chair annually. The RCT shall act as the “first responder” in
the event of an allegation of sexual misconduct.
When a member of MPT, the Presbytery executive, or the stated clerk has received information
concerning an allegation of sexual misconduct, they shall inform the chair of the Response
Coordination Team (RCT).
The Response Coordination Team shall:
1) Counsel with the person making the report to the RCT.
2) Provide for counsel (the term “counsel” in this document does not mean “hiring a lawyer”, but
rather, “conversation and advice”) for the person making the allegation;
3) Consider and respond appropriately to the needs of all parties:
• the accused,
• the family of the accused,
• the person bringing the allegation
• the victim
• the Session,
• the congregation,
• the MPT,
• and the investigating committee (if there is one).
In the event of a WRITTEN ALLEGATION of sexual misconduct filed with the stated clerk, the
stated clerk will appoint an investigating committee and contact the other members of the RCT.
The RCT shall provide for counsel with all parties (as listed above). The following issues will be
considered:
1) Therapeutic intervention;
2) Administrative leave for the accused;
3) Pastorally support for all parties;
4) The establishment of clear boundaries and lines of communication during the investigative
process.
The investigating committee will be oriented by a designee of the RCT regarding the allegation of
sexual misconduct.
33
15.5 Tasks to be Addressed by the Governing Body:
1. Required reporting
a. To insurance carriers
b. To appropriate local, state, or federal authorities if the allegations involve the abuse of a
minor child or other criminal behavior.
2. Contact with the accuser and/or alleged victims and family
a. Meeting their needs (i.e. counseling, advocacy)
b. Interviews in relation to the investigation
3. Contact with the accused and family
a. Meeting his/her needs (i.e. counseling, advocacy)
b. Interviews in relation to the investigation
4. Contact with the Session and congregation (if a congregation is involved) based upon need-toknow decisions, in order to help the Session and congregation survive.
5. Contact with others affected. This may include other persons in a Presbytery or an agency.
15.6 Disciplinary Process:
All allegations of sexual misconduct will be investigated through the appropriate process. In cases
of members under the jurisdiction of the Presbytery, judicial process as provided in the ECO Polity
/ Discipline will be followed. In cases involving employees, the provisions of the personnel policy
will be followed. For employees who are members of Presbytery, both personnel policy provisions
and disciplinary process will apply.
15.7 Judicial Process:
See Discipline Section of ECO Polity.
15.8 Administrative Process:
Following an accusation of misconduct against a staff member of the Presbytery or a member of
Presbytery serving a church or agency, the appropriate committee (MPT or personnel) shall consult
with the accuser, the accused, and the involved Session or board of oversight to ascertain whether
the circumstances would be aided by the person accused being advised to take an administrative
leave. If the person accused refuses and the Presbytery believes it imperative, the Presbytery may
proceed under the personnel policy to remove the person. The Ministry Partnerships Team may
also request that an administrative commission be appointed to deal with the discord caused by the
alleged misconduct.
The MPT will maintain a list of transitional or supply Pastors trained in responding to
congregations where abuse has occurred.
The MPT will also work carefully with the Session to recognize and deal with denial and anger that
typically accompanies abuse allegations.
15.9 Conclusion:
After all the procedures outlined above have been carried out the RCT shall coordinate an
evaluation, seeking responses from persons and groups involved in the response to the allegation of
misconduct.
34
Attachment A
Certification of Receipt of Documents Related
To the Sexual Misconduct Policy of the Presbytery of Southern California
I (print name)_____________________________________________________ ascertain that I have received a
copy of the Sexual Misconduct Prevention Policy of the Presbytery of Southern California.
I further understand that it is my duty to read and understand these two documents because they
may influence both my behavior and the Presbytery's processing of any complaints against me in
the future.
Signed_________________________________________________________
Date _____________________________
35
Attachment B
Presbytery of Southern California
Employee and Volunteer Sexual Misconduct Self-Certification
Choose and sign one of the two items below and the item at the bottom
___I certify below that no civil, criminal complaint has even been sustained, or is pending,
against me for sexual misconduct; and that I have never resigned or been terminated from a
position for reasons related to sexual misconduct.
Signature_________________________________________________________ Date______________________________
___I am unable to make the above certification. I offer, instead, the following description of the
complaint, termination, or the outcome of the situation with explanatory comments.
Signature________________________________________________________
Date ____________________________________
----------------------------------------------______ I have read this certification and release form and fully understand that the information
obtained may be used to deny my employment or any other type of position from the employing
entity. I also agree that I will hold harmless the employing entity from any and all claims, liabilities,
and causes of action for the legitimate release of any information related to sexual misconduct.
Signature_____________________________________________________
Date____________________________________________
36