LCMS Convention Workbook St. Louis, Missouri — 2001, Page 68

Transcription machine transcription, uncorrected

⤓ Download .txt · copy text

68 SYNODICAL REPORTS

* Pastors whose ministries are more readily valued and accepted by
their congregations.

* Congregation-pastor relationships that are positive and joyful and
that result in extended first call ministries.

¢ Pastors who continue to develop the necessary skills to give pos-
itive and healthy leadership to their congregations.

* Congregations and pastors who value continuous learning as an
important and ongoing ingredient of pastoral ministry.

In this last year of the triennium (2000-2001) 50 PALS groups
are meeting with over 250 pastors participating. Three to ten first-
call pastors meet together on a regular basis with an experienced
pastor. Worship, Bible study, personal sharing, reflection on min-
istry and its context, and topic study comprise the bulk of the
group’s time together.

PALS will continue to expand and develop as regular feedback
is gained from both facilitators and participants and as more is
learned. Central to the purpose of PALS is the effective support of
our pastors and their wives.

Generous Lutheran Brotherhood support for PALS will end
soon (see below). Alternative sources of support will have to be
sought by the CMGS.

Growth in Excellence in Ministry (GEM)
Programs Completed

Over the course of the decade of the 1990s, Lutheran Brother-
hood has generously supported continuing education initiatives in
all three Lutheran Church bodies: the Wisconsin Evangelical
Lutheran Synod (WELS), the Evangelical Lutheran Church in
America (ELCA), and The Lutheran Church—Missouri Synod.
Like any grant program. funding eventually ceases. The last GEM
grant provided by LB was made in 2000. Over the decade, LB has
contributed over $1,250,000 to the LCMS in support of continuing
education/continuous learning.

The following GEM programs were closed during the past tri-
ennium:

The Professional Church Worker Grant Program made funding
available to active rostered church workers for the pursuit of con-
tinuing education for ministry. Grants were made upon the recom-
mendation of the worker’s District Continuing Education Commit-
tee for participants who sought growth areas that ministered to the
life of the Christian community and strengthened ministry within
that context. Grants were available for up to $600 per worker.

The District Support Program made funding available for Dis-
tricts for the offering of events that strengthened ministerial effec-
tiveness, theological growth, and the personal wellness/wholeness
of the professional church worker in the local church setting. Sub-
sidies were available to Districts in amounts up to $11,340.

The Synodical College and Seminary Support Program made
funding available for our educational institutions that fostered out-
comes identical to those of the District Program Support initiative.
Each educational institution could apply for amounts up to $4,000
per year.

Teacher 2000 Study

In the most exhaustive and comprehensive study of our LCMS
teachers attempted in at least the last decade, two research projects
were undertaken. The first was a qualitative study to determine
through small group conversation the fundamental issues, concerns,
and joys that our teachers face. The second was a quantitative study
that focused on the identification of issues impacting teachers’ sat-
isfaction and likelihood to remain in Lutheran school teaching po-
sitions. The results of this research are available at the LCMS Web
site in the CMGS site and are well worth reading in detail. A broad
dissemination of the research results has occurred and will con-
tinue. The point of any research is to identify what “is” and to help

2001 Convention Workbook

chart the course of resource utilization. Additionally, the question-
naire itself, used in the quantitative study. is of such quality that it
can be used for years to come to measure trends and developments
among our teachers.

What contributes most to the satisfaction of our rostered teach-
ers? The biggest contributors are the teacher’s relationship with
her/his administrator/principal, the teacher’s relationship with other
teachers, and compensation. What contributes most to the likeli-
hood of a teacher to remain in a Lutheran school teaching position?
The biggest contributors are compensation and the teacher’s rela-
tionship with her/his administrator/principal. Thus, attention to re-
lationships and to compensation will contribute mightily to the re-
tention of our teachers and to their satisfaction with their vocation.

What are the basic areas of skill enhancement and continuing
education desired by our rostered teachers? There are three basic
areas: increasing skills in counseling with children and their fami-
lies, learning new teaching methods and computer application
skills, and improving classroom management skills. The develop-
ment of just these three skill enhancement/continuing education
tracks would offer something that would fulfill a need of every
teacher in our study.

This research was commissioned by the CMGS and was done in
collaboration with the School Ministry unit of Congregational Ser-
vices and the Lutheran Education Association. This partnership
continues as helpful strategies continue to be developed.

Paths to Growth

Crucial to the development of the values of continuous learn-
ing is the opportunity for workers and congregational members to
speak together concerning continuing education needs, aspirations,
and goals. In order to assist this conversational process. Paths to
Growth, a video and workbook now in its second edition, continues
to be available for use. This process format gives congregational
leadership and church workers an opportunity to discuss continuing
education plans and strategies.

The development of an Annual Growth Plan aids in the process.

Annual Growth Plan

Preamble

We beheve that growth ss essential
God's grace Ta Cherst, and haying
daily drown ther old nature and sce

lite Having been given lite which lasts eternally through
ed by the Holy Spit to serve and obey Him, Chasuans
up to mature Christian personhood

Such personal spreral growth 1s a model
be workers who serve the Pord facthtully
Ob those whom they serve

chineh worker's protesstonal ite as well Stnvan
cenity, and yoyfully. they study to meet tbe sary any

Through on gory personal studs, workers in the church wall lear these truths and skells which nunure

Agreement

Having discussed our needs together, We autres thal appropriate study areas for the conning year for

ares Worker

We beheve that throngh ths sis

will be equappedt (a

pe bel through eoswih pl

Indsvidual__$ —__ -- -§ _ Other—_&__

Tunding Mia]

(Omeery oT TT

“
=
Taaiey