# LCMS Convention Workbook_St. Louis Missouri_2007_S229
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

HUMAN CARE 229

PROLOGUE

The word sabbatical is derived from Sabbath. Sabbath time is
based on Genesis 2:1—4a in which God modeled and later required
(Exod. 17:8-11) the setting aside of one-seventh of our time for re-
creation and restoration. For ancient Israel, Sabbath-keeping was a
spiritual discipline that was designed to develop the Israelites’ abil-
ity to trust God. A person who kept the Sabbath exercised trust in
God by abstaining from those activities that provided material re-
sources. For one day each week, the Israelites would entrust them-
selves to God’s care rather than to their own ability to work. In
short, Sabbath-keeping is a discipline of abstinence from those ac-
tivities that make us more self-sufficient than God-sufficient.

Historically, in church and academia, the professionals were
given a sabbatical every seventh year. The observation was that
academic professors and clergy were so worn out after seven years
of teaching and leading that they needed a time of rest, recovery,
renewal, and reeducation in their field of endeavor. The assump-
tions were that it paid off for the professional person (avoiding
breakdown) and that it paid off for the institution (reenergized and
updated leadership). Professional church workers (both commis-
sioned and ordained) need to recreate and restore what has been
worn down by day-to-day encounters with stresses and strains of
everyday life and ministry.

Nourishing one’s soul and regaining perspective requires a
change of pace and place—a pilgrimage. Jesus provides us a good
example to follow. He was always moving toward His Father—in
prayer, in His teaching, in His travel, and then toward the people in
care and concern. And the apostles who walked with Him were re-
newed day by day. That’s what “‘sabbatical” is about—a pilgrimage
with Jesus toward our heavenly Father. Journeying with Jesus, we
come to know that there is more to life than suffering or hopeless-
ness. We are moving toward the climax and glory of what is to
come. Like the early apostles, we can be recharged by walking with
Jesus during an extended time of reflection, spiritual encounter, and
community.

A sabbatical typically includes time for travel, rest, prayer, and
experiencing different cultures. The best sabbaticals usually are
more open-ended than rigid, allowing for the surprises, and possi-
ble new direction, that may come. The forty days our Lord Jesus
Christ spent in the wilderness marked a turning point in His min-
istry. Moses’ time spent tending sheep helped change his perspec-
tive on his calling and life. David tended sheep and learned valu-
able lessons about God’s care and provision. Paul, struck down on
the road to Damascus, disappeared into the desert of Arabia for
three years, and emerged with a new vision. Therefore, sabbatical is
a time to receive, to be nurtured, and to reflect on one’s relationship
with God and one’s own story, so that one may be renewed, re-
freshed, and revitalized for a life of service to others.

VALUES AND ASSUMPTIONS

1. When professional church workers maintain good self-care, it
benefits the worker, the congregation, and the church at large.

2. When there is a good match between the professional church
worker and congregation or school, a long-term ministry is de-
sirable. In such instances, a sabbatical is a wise investment.

3. Good self-care, which may include a sabbatical, enables the pro-
fessional church worker to achieve a new sense of vision, renew
one’s calling, and evaluate one’s gifts and skills and the needs
of the ministry.

4. The sabbatical time can open up new opportunities for members
to grow in service and, thereby, be a blessing for the congrega-
tion.

5. Sabbatical leave should be an ongoing intentional part of a con-
gregation’s ministry, not a reaction to a crisis (i.e., burnout); an
excellent time to incorporate a sabbatical policy is during the call
process.

6. Sabbaticals are a way that congregations can minister to their
professional workers.

7. Sabbatical should not be confused with vacation time. (A sab-
batical is not simply a reward or vacation, but an important part

of the working relationship between church worker and congre-
gation.)

BENEFITS OF A SABBATICAL

A. For the local congregation/school

1. An experienced professional church worker returns from sab-
batical with renewed energy and rediscovered zeal for min-
istry;

2. An opportunity to develop congregational leadership and to
come to a greater understanding of the congregation’s min- -
istry by assuming some of the duties of the professional
church worker during the interim;

3. An occasion for the congregation to reflect and assess their
partnership with the professional church worker and ways to
strengthen and improve ministry;

4. An opportunity to show support and care for a beloved pro-
fessional church worker and his/her family;

5. A time for congregational members to reconsider their com-
mitment and to assess their relationship to the life and wit-
ness of the congregation/school;

6. Cost effective: It is assumed that a renewed and refreshed
church worker will be prepared to take up his/her calling
anew. Barring the consideration of a call to serve elsewhere,
the worker would be in a position for more extended service
at his/her present calling, thus diminishing the likelihood of
the following scenario: If and when an experienced church
worker takes a call and leaves, the congregation loses fi-
nances due to loss of momentum, expenses of interim church
workers, potential loss of members during an interim period,
cost of moving expenses of a new worker, lost efficiency
while new relationships develop, etc.;

7. Develop new skills or refresh skills.

B. For the professional church worker

1. A time for prayer, rest, study, decision making, and travel;

2. An opportunity for the workers to discover the importance of
doing what they do because of who they are rather than be-
cause of what they do;

3. A needed break from long hours, high pressure, personal sac-
rifice, and the 24/7 nature of ministry;

4. The opportunity to develop greater self-awareness and spiri-
tual depth;

5. A time with family and friends to renew and strengthen those
relationships.

RECOMMENDATIONS AND GUIDELINES FOR
DEVELOPING A SABBATICAL POLICY

A. Determine the time
1. Timing is crucial so as to minimize disruption to the congre-

gation. Plan long in advance to prepare the congregation for a

smooth transition. The professional church worker and con-

gregation will need about a year to plan the sabbatical.
2. Length of sabbatical:

a. The South Wisconsin District recommends. three months
plus vacation time (not in place of) every six to seven
years,

b. Clarify and distinguish “vacation” and “sabbatical,”

c. Ask: Can the sabbatical’s purpose and goals be achieved
in the time available?

B. Determine financial arrangements
1. A continuation of full salary and benefits during the sabbati-
cal (except car allowance) is advisable.
2. Providing for pastoral care and assistance in ministry (e.g.,
pulpit supply, teaching substitute).
3. How will this be financed? Some options might include

a. Entirely financed by the congregation where this is possi-
ble. This could be provided for in the annual budget or
through special gifts.

b. The congregation and professional church worker each
contributing 3 percent of salary and housing to a sabbatical
fund each year. After six to seven years, the professional
church worker would be able to take a leave of three
months, plus vacation, with pay. The funds accrued, plus