Episcopal Press and News
Involuntary Termination Data Collected
Episcopal News Service. July 14, 1983 [83135]
NEW YORK (DPS, July 14) -- During 1981 and early 1982 the Church Deployment Office sponsored four widespread area conferences for bishops and deployment officers on the subject of involuntary terminations, led by Speed Leas of the Alban Institute.
Concern about the apparently growing phenomenon of involuntary terminations of pastoral relationships led the office to circulate a brief summary report based on these conferences and Leas' "Firing Study" to bishops a year ago.
In the fall of 1982 all bishops were again polled to survey diocesan practices. A compilation of responses from 35 jurisdictions has now been released by the deployment board.
As might be expected, specific practices in the areas of a) identifying pre-existing conflict situations, b) treating objectionable clergy behavior, c) monitoring the "dangerous first two years" of a pastorate, and d) helping clergy and congregation after a termination, vary widely from diocese to diocese.
Two areas were emphasized as crucial for identifying and dealing with potential conflict situations:
- the times of vacancy and search are seen as critically important for resolving existing tensions and to prevent unreal future expectations.
- even more emphasis is placed on regular evaluation of clergy and congregational ministry. Although the forms of evaluation vary from informal to highly structured questionnaires, the need for honest self-study before calling a rector, specifying regular evaluation in a Letter of Agreement, and offering diocesan consultants for annual evaluation all received mention as essential for preventing irrevocable conflict.
In response to a question regarding methods for handling objectionable clergy behavior, almost all dioceses indicate that this lies solely within the Bishop's domain.
Leas' study and workshops identified the first two years of a pastorate as being especially "high risk" for conflict and involuntary termination. In view of this, many dioceses have, or are inaugurating, special orientation programs for new clergy (including the Alban Institute Pastorate Start-up program), annual "new clergy" conferences, "expectation clarification" sessions with diocesan deployment officers, small Clergy-Lay Support teams, and, again, encouraging regular evaluations to spot early symptoms of potential problems.
Finally, the Bishops were asked about local policies when Terminations do occur.
Help for terminated clergy is provided, in almost all cases, through the Bishop's Office and Deployment officer or other career planning and counseling services. Several dioceses mentioned mediating with the parish involved to ensure reasonable severance packages, and one diocese has set up a Resource Committee to assist the clergy and family in transition, including financial assistance when necessary.
Help for the congregation who have "terminated" a rector focussed most often on providing interim rectors and conflict-management consultants to aid in resolving tensions and emotions. In some situations the Bishop visits with vestry and congregation for the same purpose. Respondents emphasized the importance of very careful and thorough and self-study and goal-setting in the new search to avoid a repetition of the conflict.
In reviewing this data, the Board reiterated that it can provide resources to any diocese or parish in many of these areas. Items available include training for diocesan deployment officers, Search Process manuals, clergy and position Profiles, individual clergy and position Searches and the widely-used "Caring for Clergy in the Calling Process" booklet. In addition, a newly revised "Interviewing in the Calling Process" manual will soon be available.
