# LCMS Convention Workbook_St. Louis Missouri_2007_S230
# Machine transcription, uncorrected — CHI Digital Archive (demonstration)

230 HUMAN CARE

the interest, would be paid to the professional church
worker over the period of the sabbatical.

c. Retired professional church workers may be willing to con-
tribute one or more sabbatical periods to make it possible
for congregations with limited resources to provide a sab-
batical.

d. Alternate financing may be available, depending on the na-
ture of the sabbatical (e.g., Wheat Ridge, Thrivent Finan-
cial, Louisville Institute, Lilly Foundation grants).

4. The congregation may assist with tuition and travel costs.

C. Make specific sabbatical plans

1. Create the design:

a. Sabbaticals are unique to each individual. There is no right
or wrong plan. There needs to be mutual agreement by the
professional church worker and congregation on the sab-
batical plan. It is useful to have a mentor (one who has
done it) help develop the plan. Will the sabbatical be pro-
grammed or open-ended? for the purposes of spiritual
growth? theological reflection? creative expression? pas-
toral concerns? judicial issues? travel? It is, helpful for the
worker to present a written plan or proposal to the sabbat-
ical committee (see section C4 as follows). This proposal
may include a listing of desired outcomes, a description of
activities planned during the sabbatical, a summary of
travel plans, as well as a listing of tasks and responsibilities
within the congregation to be cared for in his/her absence.

b. Options for a sabbatical might include

1. encounters with other cultures and with Christian commu-

Nities in other countries;
. research or writing on independent projects or as part of a
formal seminar or academic program;
. theological reflection and spiritual renewal;
. family time;
. decision-making time/goal and strategic planning;
. creative expression (e.g., art, music, writing);
7, recreation and rest.
2. State the purpose(s):

a. Is the sabbatical for rest, spiritual renewal, new experi-
ences, strengthening relationships, intellectual growth,
strategic planning, travel, family time, etc.?

b. What are the goals for the sabbatical? What does the
professional church worker want, need, dream, and hope
to happen to him/her personally? How would the con-
gregation benefit? And how will the family benefit?

c. A sabbatical is a time to not do what one normally does.
(e.g., do not preach, teach, do normal preparation for
ministry, “set foot on the church property,” etc.).

3. Identify the physical setting:

a. Settings create the atmosphere for a sabbatical. This could
be a retreat center, foreign travel, home, university or sem-
inary campus, an overseas mission field, or a conference
of interest (Note: Places like Holden Village, Chelon,
Washington; St. John, Collegeville, Minnesota; Concordia
universities or seminaries designated “sabbatical” pro-
gram).

b. Boundaries are important and need to be established in
writing and agreed upon. For example: a complete absence
from the congregation, even when the worker is in town.

4, Other considerations:

a. The congregation may want to appoint a sabbatical com-
mittee (which would include the president of the congre-
gation and a representative of the church worker’s super-
visory board) to assist both the professional church worker
and the congregation in planning and monitoring the sab-
batical.

b. Gain the congregation’s ownership and support. Recognize
that it may take at least a year of education to help the con-
gregation understand the value of the sabbatical the first
time they offer it. (Don’t rush this process.)

c. Clarify sabbatical benefits to the professional church
worker and congregation. A good sabbatical meets a mu-
tua] need. What does the worker want to happen to him/her
personally? How would he/she expect the congregation

Anh w N

and/or colleagues to benefit? What can be special for
his/her spouse, children, and friends?

d. What is the congregation’s plan for the duties and respon-
sibility of the professional church worker during the sab-
batical? What responsibilities need to continue and how
will they be taken care of? It is important to establish clear
procedurés about how and under what circumstances the
church worker would want to be contacted, if at all. (Note:
It is helpful to assign one person to keep a daily log of
parish happenings during the time of the sabbatical so that
the worker can be quickly brought up to date on all the sig-
nificant events that took place during his/her absence and
be able to resume his/her duties in stride.)

e. Are there any restrictions being placed on the professional
church worker following the sabbatical (e.g., must remain
for at least one year following sabbatical)?

5. Following the sabbatical:

a. A “reentry plan” is important. Both the worker and con-
gregation are in a different place following the sabbatical.
It is helpful to “renegotiate” roles and expectations as a
part of the reentry process. (Expect some “possible high
emotions” from members and staff, as well as feelings of
being disconnected and out of touch for a period of time.)

b. A written and/or oral report is to be submitted to the con-
gregation by the professional church worker. This is a time
for debriefing and reconnecting.

ALTERNATIVES TO SABBATICALS

A sabbatical may not be possible at this time. Here are some
short-term alternatives to consider if this is the case.

1. The congregation may grant time quarterly for spiritual renewal
and retreat.

2. Invest in a continuing education opportunity.

3. Engage in an activity outside the congregation, including, but
not limited to, coaching a Little League sport, enrolling in clini-
cal pastoral education, participating in a community activity.

4. Begin meeting with a spiritual director (i.e., coach).

5. Plan a mini-sabbatical, one in each of the three years following
six to seven continuous years of service.

6. Get involved in a peer support group.

SAMPLE SABBATICAL POLICY

A sabbatical is intended for the mutual benefit and growth of
both the professional church worker and the congregation/
school/agency. The timing for the sabbatical is an important con-
sideration and must be determined in the light of and be compatible
with the congregation’s present needs and programming. There-
fore, the exact timing and its funding must be approved by

(e.g., church council).

After a period of years of full-time ministry at

Lutheran Church, called workers shall be eligible for

a (suggested: three-month) sabbatical (vacation time would
be in addition to this).

The church worker should begin the request process at least a
year in advance of the sabbatical to allow adequate time for edu-
cating the congregation and planning the time away. A written pro-
posal should be developed which would include expectations, the
focus of the sabbatical, intended benefits for and impacts upon
one’s work in ministry, and a detailing of how the professional
church worker’s duties and responsibilities will be covered in
his/her absence.

Financial support of the professional church worker by the con-
gregation during the sabbatical will include full salary and bene-
fits. Additional costs (Sunday worship, hospital calls, etc.) will be
covered by (e.g., grant, a special fund or budget line
item established for this purpose).

During the sabbatical year, no other continuing education time
will be provided to the professional church worker.

_The president of the congregation will appoint a sabbatical com-

mittee to assist the professional church worker and the congrega-