Call Process
Saying Goodbye ... and Looking Ahead
FAREWELL AND GODSPEED
The time of transition between when a pastor has left and before the new pastor begins may be filled with many emotions, and highs and lows. It often is a time of mixed feelings – there may be sadness in having a pastor leave as well some excitement about the potential of a new beginning. Several important steps need to be taken at this initial step of transition. The first is to make the plans for saying goodbye. One of the important ways that a congregation helps the transition begin is by having a suitable farewell event. The church often does a fine job of saying goodbye. A special planning committee can help the congregation say thank you, we love you, goodbye and God's blessings on your future.
In addition to planning a farewell event, the Council should schedule an exit interview (an example is provided in the “Resources” section). This gives an opportunity to talk with the pastor about the plans and visions that he or she may have that still could be viable, even under new leadership. In addition, there may be problems or concerns that the pastor might like to point out to a group as he or she prepares to leave.
Finally, it is the responsibility of the secretary of the congregation to meet with the departing pastor and receive the parochial records. The secretary is required to certify to the bishop of the synod that the records have been received in good order.
RELATIONSHIPS TO FORMER PASTORS
This time of transition is also a challenge for both the pastor and parishioners as the pastoral relationship ends and new relationship boundaries are established. For congregations, it is a time of grief, anxiety and confusion. Saying goodbye is never easy.
A good pastoral relationship is a blessing. Congregations who have been served competently and compassionately by a pastor often want the continued pastoral leadership and presence of the former pastor at their family’s weddings, baptisms and funerals. When a pastor resigns or retires, he/she may be asked to do numerous “special occasions”. This is a delicate area and painful for lay people and pastors alike.
The congregation may need the reminder that when a pastor leaves all professional contacts stops. No pastoral acts are to be requested. No consultation about programs. No counseling about concerns. None. Why? It confuses and potentially causes conflicts. The new pastor needs to become established and the departing one needs to release responsibility. While it is tempting to invite the previous pastor to be involved in weddings, funerals, and baptisms, etc., everyone is better served if you do not. Inviting the former pastor(s)/family as friends is possible, of course, though even that sometimes causes confusion among members, too.
While this desire to continue a good pastoral relationship is understandable, it is inappropriate and a matter of professional ethics for pastors. What is at stake is the integrity of the pastoral office. When a pastor leaves a parish, he/she is no longer the pastor of those parishioners; he/she may continue to be a friend (though this is tricky), but the pastoral relationship has ended.
Upon leaving a congregation, it is not appropriate for the former pastor to continue to function in that role by performing pastoral acts for former parishioners. This is most difficult for people to comprehend. It is sometimes fitting to do what other friends do—attend a wedding or funeral, for example. The pastoral act of presiding at those services, however, belongs to the interim or newly called pastor.
Former Pastors: The responsibility of establishing new relationship boundaries is yours. When asked by former parishioners, respond immediately, “It’s simply not proper for me to do that. I’m not your pastor anymore, but thanks for considering me. I would love to come as a guest, if able, as your other friends do.”
Parishioners: Don’t ask. It is awkward for both the current and former pastors. Honor your former pastor by inviting him/her to come as a guest. Show respect to the new or interim pastor by allowing him/her to perform his/her pastoral duties.
Current Pastors: Speak the good and positive word about your predecessor and the relationship the former pastor had with the congregation, but do not yield your pastoral role.
The transition from one pastor to another–while an exciting journey–is also one that is difficult to navigate. Yet, with God’s help, we can discover the creative life-giving opportunity that is change. With the Spirit’s power, we can let go of the old and reach out for the new.
ELCA Policy regarding Retired Pastors
Retired Pastors
In the Evangelical Lutheran Church in America
Ordained ministers may retire upon attainment of age 60, or after 30 years on the roster of ordained ministers of this church or one of the predecessor bodies, or upon disability, and continue to be listed on the roster of ordained ministers of this church, upon endorsement and by the synodical bishop, by action of a Synod Council in the synod in which the ordained minister is listed on the roster... (Constitutions, Bylaws, and Continuing Resolutions of the Evangelical Lutheran Church in America [bylaw 7.41.17]).
Persons who have served within the ordained ministry of the Evangelical Lutheran Church in America and who have determined that they will enter retirement are not only to be honored for their pastor service, but are seen as important resources for ministry within the life of this church. To enter this new phase of one’s life is always a significant milestone. It is a transition into another important stage of life for every retired person. It is true also for the retired pastor (and spouse if the pastor is so blessed.)
The following statement is a guideline for retired pastors, the congregations they served, and the synodical bishops in understanding the new status of a retired pastor. It is intended to affirm the past ministry of retired pastors, to give directions which seek to avoid some pitfalls that can present themselves to the retired pastor, and to point to new arenas of service and support.
I. Roster of Ordained Ministers
A retired pastor is on the roster of the synod in which last under call or in which the pastor resides. The retired pastor remains accountable to the synodical bishop where rostered. A retired pastor must be a member of an ELCA congregation in order to remain on the roster of ordained ministers and remains the subject of the standards for ordained ministers of this church.
II. Congregational Membership
A retired pastor should not remain a member of the congregation served at the time of retirement. Transferring one’s membership to another congregation allows the successor pastor to assume pastoral leadership more readily. It also provides an opportunity for the retired pastor ro enter fully into the life of a different congregation with clarity about the pastor’s retired role.
III. Pastoral Service
At the time of retirement a pastor is no longer a pastor of a congregation and therefore must discontinue the functions of the pastoral office in the congregation unless specifically authorized to do so.
The service of retired pastors is governed by the Constitution for Synods [S14.14.], which describes the role of ordained ministers in congregations in which they do not serve: “Ordained ministers shall respect the integrity of the ministry of congregations which they do not serve and shall not exercise ministerial functions therein unless invited to do so by the pastor, or if there is no duly called pastor, then by the interim pastor in consultation with the Congregation Council” (S14.14.in the Constitution for Synods of the Evangelical Lutheran Church in America).
IV. Interim Ministry
One area of potential service for the retired pastor is interim ministry. Many retired pastors provide valuable and needed ministry to congregations in time of transition following the resignation of a pastor. The Evangelical Lutheran Church in America invites retired pastors to consider this important arena of ministry.
A retired pastor may serve as an interim pastor during a time of pastoral vacancy only by the authorization of the synodical bishop. Retired pastors who wish to serve under call in an interim ministry must return to the active roster of ordained ministers.
V. Compensation
Retirement benefits provided by the Evangelical Lutheran Church in America through the Board of Pensions, combined with Social Security benefits, are intended to provide adequate compensation to pastors in retirement. Therefore, there shall be no financial commitment by a congregation or agency to retired pastors or their spouses.
A retired pastor who is authorized to serve (not under call) in a congregation for a stated period of time and for pastoral services may be compensated according to compensation practices within the synod.
The title o Pastor Emeritus has no official standing and carries with it no compensation or authorization for service or other responsibilities.
VI. Consultation with Synodical Bishop
As part of the bishop’s pastoral care of retired pastors, a synodical bishop or a member of the bishop’s staff is encouraged to meet with a pastor at the time or retirement to discuss these guidelines, the pastor’s new retired status and its implications.
Adopted by the Church Council
as policy of the Evangelical Lutheran Church in America
under churchwide bylaw 7.41.17.
November 13, 1998
PREPARING FOR THE INTERIM TIME
A vitally important step in beginning transition is to work with the Office of the Bishop in the selection and/or appointment of an interim pastor. Today many retired pastors and others have been trained and are prepared to help serve a congregation for the specific time between when a pastor leaves and a new regular pastor begins. The Office of the Bishop can work with the Council to help make this transition time a valuable growing experience for the congregation.
Some congregations may feel they can "get by" with supply pastors on Sundays and call upon neighboring clergy for pastoral emergencies. While this may seem satisfactory for a short time, experience suggests that it is preferable to have continuity and at least part-time interim pastoral services. There are important parish developmental tasks to be accomplished during the interim time. If the congregation does not have the benefit of a trained interim pastor to serve in the role of John the Baptist as a "way-preparer," the newly-called permanent pastor may have a difficult time being accepted by members. Likewise, giving in to anxiety and pressures to "hurry up and get us a new pastor" can be counter-productive in the long run. Ghosts of an unresolved past may return to haunt a new pastor who is chosen through a hasty call process. Experience in many parishes over the years also indicates that the congregation which tries to save money by getting by with minimal interim pastoral services is "penny-wise and pound-foolish." If only minimal pastoral compensation is required, many members will perceive that their regular contributions are not needed and the congregation's overall financial stewardship can decline rapidly.
A typical interim arrangement for smaller congregations is to engage the services of a retired or active pastor on a half-time basis. This will assure the congregation of ongoing continuity in Sunday worship, as well as basic pastoral care and some program leadership. Obviously, one who ministers on a part-time schedule will not be able to cover all the bases of a full-time pastor; this kind of arrangement gives unique opportunities for lay leadership to grow and assume functions which may have been previously carried out by the pastor.
Interim pastors do not serve under call from the congregation; if retired, they retain clergy status and if under call as interim pastor the source of call is the synod council. For clarity of expectations regarding expected areas of ministry and compensation, an Interim Service Agreement should be completed and signed by the pastor, congregational officers and Bishop or Assistant to the Bishop. Compensation for full or part-time interim pastoral leadership should be based upon the synodical guidelines, with possible adjustment as dictated by the needs and circumstances of the interim pastor. In order to be free of pressures from members to become a candidate for permanent call, the Interim Agreement includes a clear statement that the interim pastor is not eligible for permanent call. This also protects the call committee's ability to interview and consider a number of candidates without undue pressure from congregational members to call the one who is "close at hand."
INTERIM MINISTRY IN THE SIERRA PACIFIC SYNOD
The period of transition in congregations, while in between permanent pastors, is an important time. It can be a “defining moment” in addressing the congregation’s mission, clarifying it and stimulating growth responses. It is an opportunity to review the past and anticipate the future, maintaining as well as envisioning the impact of its ministry. At the very least, the interim time will include carrying out tasks of preparation so that the next “chapter” of ministry begins with promise.
The work of interim ministry focuses on a congregation’s capacity to discharge its mission as a called instrument of the Lord of the Church, while experiencing a change of pastors. The emphasis is on REVIEWING its past and current state while ANTICIPATING the future. Attention is given to the congregation's organizational structure and assessing its responsiveness in ministry without an exclusive concentration on the pastor’s role. Maintaining programs and services is a concern during the interim in providing continuity.
Such an “interim emphasis,” objective in nature, allows for an examination of a congregation’s health while seeking to prepare for the next era of its ministry. Preparation will consist of appropriate responses to the areas explored (such as pastor-lay mutual ministry with clarification of roles, mission priorities, leadership changes and training, effective organization and identifying unique characteristics of the congregation). This goes hand-in-hand with the developing “Congregational Mission Profile” describing the congregation.
During the interim time there is review of the congregation's history in order to gain insight into significant patterns or themes that impact the present. Effort is given toward identifying the current active membership and its characteristics while also considering needed leadership changes. The interim pastor’s role is vital in modeling a constructive pastor/lay partnership and in encouraging forward movement.
Loss of the previous pastor is experienced by members of the congregation in different ways (personal, organizational, momentum/vision) and opportunity needs to be given for people to share their feelings and support one another in accepting this new reality.
It takes time for a congregation to adjust to a new circumstance in which its pastor is no longer present. Individually and as a congregation, members will find their way as they utilize available resources. The process of RE-VIEWING, RE-DEFINING and RE-VISIONING will be time consuming and yet productive in the end, responding to present and future challenges in ministry.
Each congregation presents similar but also differing challenges in the interim period. This is due in part to the circumstance that has resulted in the pastoral vacancy. For example, how difficult will it be to say good-bye to the pastor who is leaving? How long has it been since the congregation experienced a change of pastors? Is there division or brokenness which requires healing? Then, factors related to the congregation's program and priorities in ministry account for still other challenges. Additional situations requiring interim pastoral service may be congregations in which pastors are planning a sabbatical leave or where there is medical leave.
Identifying specific challenges and arriving at realistic goals for the interim period is an important discipline. Understanding the temporary but unique aspects of interim ministry can lead to opportunities for exploration and growth.
MAY IT BE A GOOD JOURNEY FOR YOU!
