# LCMS Convention Workbook_St. Louis Missouri_2010_S98 # Machine transcription, uncorrected — CHI Digital Archive (demonstration) 98 SYNOD REPORTS In order that these guidelines might have broad applicability, they are brief. They touch on foundational issues of eligibility, length, arrangements, and finances. Resources that provide greater detail for specific contexts are referenced at the conclusion. I. Eligibility Professional church workers are eligible for sabbatical leaves after serving in ministry full time for a period of seven years. Thereafter, they are eligible after every five years of service. II. Length Three consecutive months following seven years of service constitutes a sabbatical leave. Second, and ensuing sabbatical leaves, would occur every five years of service thereafter, although other arrangements may be deemed more appropriate (e.g., six weeks sabbatical leave after three years). III. Arrangements A. Before the sabbatical leave begins: 1. Twelve months prior to the beginning of the sabbatical, the professional church worker submits a Sabbatical Leave Proposal to the appropriate governing body of the congregation for input and mutual planning. The proposal includes the following: a. Time, length, and purpose for the sabbatical leave b. Suggestions for professional service replacement during the sabbatical leave c. Timetables and applications for outside support funding through grants and scholarships (e.g., Lilly, Wheat Ridge) d. Desired outcomes for both congregation and the church worker 2. After review of the proposal with the leadership of the congregation, the sabbatical leave proposal is submitted to the congregation for approval and action. The plan is approved by the congregation with the full understanding that a. the sabbatical leave is not counted as vacation time and b. all emergencies are to be handled through appropriate substitutes. 3. Upon approval, the district president and circuit counselor are informed that a sabbatical leave has been approved and ministry functions accounted for. B. During the sabbatical leave: 1. A complete break from all professional duties and parish responsibilities is in effect for the worker during the sabbatical leave. 2. The worker tracks progress toward the desired outcomes of the sabbatical leave. 3. The members of the congregation work together in cooperation with the professional replacement(s) to maintain and enhance the mission and ministry of the church. C. After the sabbatical leave: 1. Within three months of the conclusion of the sabbatical leave, the professional church worker offers a report and evaluation to the congregation on the impact of the sabbatical leave. 2. Leadership within the congregation shares what they also have learned through the sabbatical leave. 3. Ordinarily, the professional church worker continues to serve the congregation for a minimum of one year following a sabbatical leave. IV. Finances A. Prior establishment of a sabbatical fund by the congregation may help to offset the costs of the sabbatical leave. B. Sabbatical fund monies shall be distributed according to the sabbatical leave proposal agreed upon by the congregation and worker. For example, approximately one-fourth to one-third of the funds could be used to provide professional service replacement and three-fourths to two-thirds used to reimburse applicable sabbatical expenses incurred by the professional church worker. C. Sabbatical leave expenses are part of the worker’s professional, spiritual, and business life, and therefore are business expenses to be reimbursed when proper documentation is provided by the worker on sabbatical leave. D. Other funding sources: Attempts should be made by the professional church worker to secure outside funding for the sabbatical leave. Any monies secured by outside funding should be used to offset the cost of the sabbatical, thereby reducing the financial burden on the congregation. E. Salary, housing, and benefits continue during the sabbatical leave. Resources Documents detailing guidelines with further suggestions and a bibliography can be obtained from the following districts: Florida-Georgia Michigan South Wisconsin These documents may also be accessed at http://cmgs.lcms.org. Further reference: The Alban Institute 2121 Cooperative Way, Suite 100 Herndon, VA 20170 Sabbatical granting organizations: Lilly Sabbatical Grants: “Clergy Renewal Grants” www.clergyrenewal.org Wheat Ridge Sabbatical Grants www.wheatridge.org/sabbaticalgrants R5-04 Report of the Res. 5-02 Task Force Executive Summary In meeting its responsibilities assigned by the 2007 convention of The Lutheran Church—Missouri Synod (LCMS), the Res. 5-02 Task Force: 1) Gained an understanding of the number of deacons serving in the Synod, the types of service they are offering, and the contexts in which they are serving. 2) Recommends that district deacon instructional programs should continue in order to address four specific needs in the Synod. 3) Recommends that a thorough study of deacon be provided to the Synod by the Commission on Theology and Church Relations. 4) Affirms the historic practice of the Lutheran church that those who provide Word and Sacrament ministry should be “rightly called” (rite vocatus) and understands rite vocatus to include: (1) instruction/examination; (2) divine call; and (3) ordination. 5) Concludes that men who desire to serve in Word and Sacrament ministry should be encouraged to enroll in one of the pastoral formation programs offered by the Synod’s seminaries, including the Specific Ministry Pastor (SMP) program. 2010 Convention Workbook 2010 Convention.indb 98 4/15/10 2:38 PM