News and Updates
Evaluations that Help Pastors Flourish (find this article in the January 2012 issue of The Banner)
Check out an article in The Banner written by Cecil VanNiejenhuis entitled "A Theology of Transition"
Introduction
The 1982 Synod of the Christian Reformed Church in North America approved formation of the Office of Pastor-Church Relations (P-CR). The mandate for this ministry was that it provide programs of “healing and prevention” for ministers, staff, councils, and congregations. Ministry Share funds allow P-CR to provide these services to congregations. Throughout the years the methods of delivering these programs have adjusted to the needs of congregations as well as to the staffing of P-CR. Currently the staff is involved in the following:
- Advocating for healthy relationships between congregations, pastors and staff
- Managing ministerial and church profiles in the pastor search process
- Overseeing the credentialing program for non-ordained staff
- Endorsing Specialized Transitional Ministers and helping congregations obtain their services
- Providing direct consultation in times of transition or crisis
- Overseeing the Continuing Education fund for pastors and church staff
- Creating and distributing educational and resource materials for congregations and church staff
- Working with and through Pastoral Mentors, Regional Pastors, and Church Visitors to provide support, encouragement, and counsel to congregations and staff
You will find more information on each of these programs in this website. You are invited to contact staff members for clarification or additional information about the work of P-C R.
Norm Thomasma, Jeanne Kallemeyn, Cecil VanNiejenhuis, Laura Palsrok
The values to which we aspire:
Core Values
- We value conversations with others, rather than about them.
- We value conversations which are simultaneously candid and graceful.
- We value relationships which demonstrate accountability and hospitality.
- We value a leader's health as essential for the wellbeing of a community.
- We value the image of church as body of Christ, a systemic organism in which each member impacts, and is impacted by, every other member.
- We value differences as a source of enrichment rather than reason for conflict.
- We value conflict as an arena in which God's presence may be known.
- We value lifelong learning for the purpose of maturing as God's representatives.
- We value the mystery of God's Holy Spirit at work in ways which we cannot fathom.
- We value the power of God's presence accomplishing more than we might imagine possible.
CONSULTATION
The staff of Pastor-Church Relations is available for consultation in times of transition or crisis by way of telephone, email and on-site visits. Occasionally, we make use of resource persons beyond our staff.
MINISTERIAL INFORMATION SERVICES (MIS)
provides resources and assistance to congregations and pastors. Both congregations and pastors are encouraged to complete and update profiles which are maintained by the PCR office. Churches can request ministerial profiles, and pastors can request church profiles. Each month PCR staff, together with two community volunteer pastors, and a representative from both Calvin Theological Seminary and the CR Candidacy Committee meet as the MIS to assist congregations in matching their needs to a list of potential pastors. MIS also assists pastors who have expressed an interest in moving, by matching their names to suitable congregations. Plans are underway for the work of MIS to be streamlined so that congregational profiles and ministerial profiles are directly accessible online.
PASTORAL SEARCH COMMITTEES
We have just begun drafting a new training tool designed for use by Search Committees, Councils and Pastors. We hope to identify helpful protocols, healthy etiquette, and significant resources. As part of this work, we hope to revisit the current profile forms for churches and pastors, and update their usefulness. If you are considering calling a candidate, please refer to the article "Thinking About Calling a Candidate."
PASTORS IN TRANSITION
At various moments within a pastor's life, questions of "fit" and "call" and "tenure" come to the forefront. Discerning a wise course can be a challenge, requiring significant listening to the stirring of God's Spirit, to the voices of significant others, and to one's own inner being. For more on this, follow this link to chapter 2 of Effective Leadership in the Church, especially page 25 re: "confluence."
If you are wrestling with your sense of call to your present ministry, and want to open yourself to the possibility of a new place of ministry, consider the following course of action:
- Update your ministerial profile
- Respond to advertisements and public notices of vacant positions.
- Network with friends, family and acquaintances as advocates. Word of mouth is an effective way to communicate availability.
It is considered acceptable and even expected for ministers to be active participants in the calling process.
If you are wrestling with your sense of call to ordained ministry in general, or to some particular form of ordained ministry, you may want to consider a vocational assessment by an experienced team. This can be arranged through the PCR office.
If your discernment process has you wondering about the possibility of serving in the U.S., Canada, or elsewhere, questions surrounding border concerns, work visas and the like may be addressed to Michelle De Bie, Director of Human Resources. She can be reached at mdebie@crcna.org.
For a helpful resource on managing the transition from active ministry to retirement, click on Closing Well, Continuing Strong. Questions concerning retirement and pension may be sent to pension@crcna.org.
PASTORS ON POINT
This is a proven program that staff of Pastor Church Relations has been involved with the past few years. If you would like to explore your sense of calling, you may want to check out the Pastors on Point program.
Synod 2009 approved guidelines for maintaining a healthy relationship between a congregation and former pastor. These guidelines are especially important in situations where the former pastor becomes a "regular" member in that same congregation upon either retirement or taking up a ministry role outside of the congregation. See Agenda Synod 2009, pp.45-52 for a copy of these guidelines and their context as a response to an overture from Classis Grand Rapids East in 2008. Click here for a copy of an article which demonstrates that guidelines do not tell the whole story, or even the only story!
MENTORING PROGRAM
Newly ordained ministers as well as those ministers entering the CRC from other denominations are required to have mentors. Ideally, pastors choose their mentors, and initiate contact towards this relationship, but they may also request assistance from the regional pastor in finding a suitable person. Mentors are experienced pastors who are available to help during the first five years of ministry. The two covenant together in setting goals and establishing support regarding personal, spiritual and professional practice and formation. The PCR office maintains an updated roster of these mentoring relationships, receiving current information from the regional pastors. Mentors may also be assigned or requested on an ad hoc basis in times of signficant stress or trouble. Though only required during the first five years of ministry, being involved in mentoring relationships, both as mentor and mentee is encouraged as a career-long, life-giving practice. A helpful training tool authored by staff of PCR is available from the SPE office. A copy of this manual, Towards Effective Pastoral Mentoring, is provided to every minister upon ordination and can be accessed online by clicking on this link.
REGIONAL PASTORS
There is at least one regional pastor in each classis. These are pastors (both active in ministry and retired) who volunteer time to provide support to fellow clergy. The regional pastor maintains individual contact with pastor colleagues and their spouses, assists in arranging mentors for new candidates, and generally seeks to be available to provide assistance in ministry. PCR convenes a biennial conference which offers both training and opportunity for collegial support to those who supply this service.
Click here to read about the history of the Regional Pastor role, and a detailed summary of tasks.
Click here to read about the relationship of Regional Pastor to Classis and its functionaries
Click here to read about the relationship of Regional Pastor to Pastor-Church Relations.
Click here to download the semi-annual report form which is sent into the office of PCR.
Click here to see a directory of Regional Pastors.
CLASSIS CHURCH VISITATION
PCR has a vital interest in the longstanding tradition of Church Visiting as prescribed in Church Order article 42. Church Visiting is a healthy process with potential for identifying concerns, and considering next steps in a timely manner. PCR is working with several classis groups to explore more effective means of providing Church Visiting. The goal is to reinvigorate this means by which Classes assist congregations and to propose a variety of models for church visitors to use.
Click here to read the relevant pages from the Manual of Christian Reformed Church Government
Click here to read a "Guide for Conducting Church Visiting" adopted by Synod 2000.
CONTINUING EDUCATION FUNDS
Pastor-Church Relations administers available funds, and approves grants to a maximum of $750. per person annually. These grants support continuing education activities such as classes, seminars etc. for pastors and church ministry staff in the CRC. Deadlines for application are April 1, August 1, and November 1.
Download application (Word / PDF)
SABBATICALS
We consider sabbaticals to be an essential form of care offered to pastors, nurturing health and sustaining pastors for the long haul of ministry. Healthier pastors are healthier leaders, so congregations too will benefit! For a wealth of information about sabbaticals, sabbatical policies and resources, visit the Sustaining Pastoral Excellence page.
SPECIALIZED TRANSITIONAL MINISTERS
Specialized Transitional Ministers* are experienced pastors trained to help congregations deal with challenging times of transition. These pastors provide strategic assistance when churches need help with both regular pastoral duties and the processing of key systemic dynamics in preparation for calling a new pastor. P-CR supports this work through endorsing qualified STMs, assisting with placement, providing continuing education and by strengthening the protocols around the contracting process between a congregation and an STM.
Additionally, congregations who are financially challenged but who desire the services of an STM are invited to apply for financial assistance from P-CR. Although modest in amount, these grants can help a congregation obtain this vital ministry at a crucial time in their history.
*Note: The name “specialized transitional minister” has been introduced to identify those who are trained and endorsed for this work. The generic use of the term “interim minister” has contributed to a situation in which congregations are not always aware of the level of training or expertise that a minister does or does not bring to the transitional situation facing a congregation.
To read an article by Rev. Peter Hogeterp in The Banner entitled "After Your Pastor Leaves", click here.
STAFF MINISTRY
Synod has mandated PCR to provide support for all church staff similar to that provided for ordained clergy. This support is carried out through a new staff person who began working in PCR in May of 2006, and through the work of the SMC - Staff Ministry Committee. In various ways staff and SMC are connecting with the nearly 1,000 church staff ministry leaders that have identified.
RESOURCES
FAQ
(click question to show answer)
Forms, documents, visas, green cards, health care---Help!! Questions concerning documents and process related to serving outside your nation of citizenship may be directed to Michelle DeBie, Director of Human Resources (mdebie@crcna.org).
If you have questions concerning salary range and benefits for ministerial positions, the CRC publishes an annual Minister Compensation Survey, describing salary ranges and benefits for all the different geographical areas represented by the CRC in North America. A copy of this survey can be found here.
Resources for non-ordained positions are also available. Contact Jeanne Kallemeyn at jkallemeyn@crcna.org
Contact the Pastor-Church Relations office to speak with Director Norm Thomasma at 616-224-0764. There is a cadre of these specially trained pastors(about 15, currently) endorsed by our office, and engaged around the denomination. We will be happy to speak with you about your particular situation and try to assist in connecting you to one or more of these pastors. You can read more about their work and ministry, related costs and protocols by clicking on Specialized Transition Ministers on the left side of our home page. Timing can be a bit of a challenge!
Evaluations require careful attention in terms of who evaluates, when, where, what and even why. How this is done is paramount. We do have some sample evaluation forms, but would encourage you to read and make use of a training tool which we have developed in conjunction with the Sustaining Pastoral Excellence initiative of our denomination. This is intended to benefit in the evaluation of both ordained and non-ordained persons. You can view a copy of this training tool by clicking on Resources, and scrolling down, and clicking on Evaluation Essentials for Congregational Leaders. If you would then still like further assistance, please call our office.
We do have a few of these available, though their usefulness is limited. Ministry settings, personnel and particulars are such that generic templates have only a moderate value. Crafting a job description is a wonderful opportunity for collaborative conversation and creative ways to use God’s gifts in a given moment and situation –in ways which resonate with your aims as a congregation. Please contact Jeanne Kallemeyn (jkallemeyn@crcna.org) in the office for further conversation and for available samples.
Yes, we do. Our work often includes leading workshops for church councils and congregations. We also are asked to provide leadership training at classis meetings, at area-wide Days of Encouragement, and at retreats and conferences sponsored by the Sustaining Pastoral/Congregational Excellence initiatives. We provide such training as schedule allows. Sample themes/topics as follows:
- Dealing with our differences (establishing a biblical framework, and exploring dynamics of conflict)
- Conversations we want to have, but don’t know how to start
- Team-building by sharing our stories
- Exploring hospitality as a biblical theme and core to the DNA of being the church of Jesus
- A problem to be solved?? Or a polarity to be managed?? Exploring the difference.
- Viewing through different lenses to reframe and enhance our perceptions.
- Navigating the transitions of life and ministry
- All work and no play…
That’s one of the great questions in ministry! It’s a challenge for a pastor to be aware of self and of the ministry setting—so that the matter of “fit” between pastor and congregation is sufficiently considered. And, it’s not always a simple matter to resolve. If you’ve got questions related to the length of pastoral tenure, please call the office and speak to either Norm Thomasma (616-224-0764) or Cecil VanNiejenhuis (616-224-0746).
In fact, there are. The Church Order has a number of stipulations which we do well to follow. This is particularly important in situations which include a relationship breakdown and conflict. It can be helpful to consult a book such as Manual of Christian Reformed Church Government (2008 revision) by Peter Borgdorff. This book walks through each of the articles of our Church Order and the supplements to various articles. The articles which specifically address this question and related issues are #12-18. You can view the articles of our Church Order by clicking on the following link: http://www.crcna.org/site_uploads/uploads/resources/2010_churchorder.pdf
You may also find it helpful to refer to a new resource authored by Henry DeMoor entitled Christian Reformed Church Order Commentary, and available from Faith Alive.
These are the protocols set out for pastors and churches to follow when it is deemed necessary by the pastor, the council or by pastor and council jointly, to part ways. There are important provisions in place which seek to ensure that pastors and councils are diligent in caring for each other, and in taking steps towards healing and wholeness, so that as a pastor and as a church, there will be opportunity to flourish once again. There is an important role that the broader church, through church visitors, classis delegates and synodical deputies fulfills. Altogether, the procedures outlined in article 17 honor the reality of the church as a system in which every member impacts and is impacted by the others. This reality is especially dynamic in the relationship between churches and pastors.
Every classis appoint teams of church visitors: experienced pastors and/or elders whose responsibility it is to visit church councils each year. Typically, these visits happen less frequently, but they are intended to assure a healthy accountability for churches and foster a sense of mutuality and community. A helpful and detailed Guide for Conducting Church Visiting was approved by Synod 2000, and can be viewed by following this link: http://www.crcna.org/site_uploads/uploads/resources/synodical/churchvisiting.pdf. Relevant details with respect to church visiting are found in article 42 of the Church Order. Church councils are always free to invite such visitors because of a specific need, and there are protocols which allow individual members of a congregation to speak to church visitors as well. Church visitors provide written reports to their classis.
We believe that sabbaticals and sabbatical policies are essential for the long-term health and well-being of pastors and the congregations they serve. There is a wealth of information which can be accessed on the Sustaining Pastoral Excellence website. Simply follow this link: http://crcna.org/pages/spe_sabbaticals.cfm
Yes there are funds available for pastors, and for church staff who work 20 hours per week or more. Our office administers a fund to support this valuable exercise. We are able to offer grants of up to $750.00 per year to pastors and non-ordained church staff who qualify, and as funding allows. Simply download the application form, fill it in and submit. Deadlines for application are April 1, August 1, and November 1 each year.
Only your pastor can answer that question. But we can tell you this much: every first-time pastor in the CRC is expected to have a mentor for the first five years of ministry. The initiative for identifying such a person rests with the pastor. However, if finding a mentor is a challenge, the regional pastor may be of assistance in identifying a suitable person. The regional pastor is responsible for passing along the names of proposed mentors to the Office of Pastor-Church Relations for approval. Once approved, our office sends the pastor and mentor a copy of Towards Effective Mentoring, a training tool prepared in conjunction with Sustaining Pastoral Excellence.
Although only first-time pastors are required to have mentors, we think that across all the years of ministry, pastors would benefit from being mentors, and being mentored. Does your pastor have a mentor? Perhaps you might want to encourage, by asking!
Huge question! When a pastor leaves, there are so many dimensions: a sense of loss—ranging from sadness to relief. There’s a sense of wondering about where we’ve been as a church, where and who we are right now, and what next? This is a time to be still for a moment, and to gain awareness about who we are, and what kind of gifts our next leader might have to offer. In short, this is a time for prayerfulness, and a time for reflection and conversation as a church.
The whole process may likely take awhile—a year or more is not uncommon. But it is an adventure of faith and hope and love! Things you can do? Pray together. Reflect together. Prepare a church profile which can be downloaded directly. Once the profile is complete, our office will be happy to provide a list of ministerial profiles suggested by a computer database basic matching process. But the serious work of vetting potential pastors really does belong to you! Check references and engage in conversations and then, after doing all you can, keep in mind that God’s hand and Spirit move in mysterious ways. There just isn’t any possible way to guarantee that a perfect fit will result. Relationships are dynamic and fluid and utterly human, for better and for worse!
Our office is in the process of preparing a training tool for Search Committees. We are eager for it to be complete and available for use!
At present, we have a list of available senior pastor positions in the CRC. It can be viewed by clicking on this link: Download List of Opportunities for Ministerial Placement. What it does not include is a list of other available ordained staff ministry positions. These can be found in The Banner, under "Church Positions Available" either in print or online.
No. All ordained pastors are potentially available for call. Sometimes pastors decide they are unavailable for a variety of reasons. But the fact remains that a church is free to extend a call to any ordained CRC pastor in good standing—even if a pastor claims to be unavailable. And a pastor is always free to do either: accept or decline.
While there is no one way for every church to follow, there are some basics that should be considered before adding staff. Being aware of and attending to these basic concepts will set the stage for a healthy search, hire and relationship between the staff person and the church. We would be happy to have a conversation with you as you begin this process. (Jeanne is willing to have these conversations; jkallemeyn@crcna.org or 616-726-1152.)
Your situation is not unique. Many non-ordained church staff experience this disconnect. It’s important for the lay leadership( council) of your church to understand what it is you do, and to know you as a person. In addition to preparing written report on your activities, being present at council meetings on a regular basis is a great way to connect. This is an opportunity for you to answer and ask questions. Meeting with a liaison from the council, one on one, is also helpful. Or having regular contact with a member of the Personnel Team.
Not all senior/lead pastors are familiar with or have experience with staff ministry. It’s important that a church set the stage well before staff ministry is initiated. This includes having a well-defined organizational structure in which each person and group (council, committees, etc.) understand their role and their place in the ministry picture. If indeed the senior/lead pastor does not have the skills or desire to lead the staff, another person must take on that role, with the understanding and “blessing” of the lay leadership.
