LCMS Convention Workbook St. Louis, Missouri — 2010, Page 98

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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.

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