LCMS Convention Workbook St. Louis, Missouri — 2013, Page 102

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102

SYNOD REPORTS

both to cover the cost of their pastors’ continuing education and to
provide “additional compensation” for pastors as they continued
their education and spiritual and professional growth. Moreover, Res.
5-05 directed that “the Council of Presidents, the Board for Pastoral
Education, and the Commission on Ministerial Growth and Support
work together in developing strategies for implementing continuing
education plans for pastors.”
Although representatives from the Council of Presidents, the
Board for Pastoral Education, and the Commission on Ministerial
Growth and Support participated in a task force to implement 2007
LCMS Res. 5-05, a task-force report was not completed, nor was a
firm plan of action developed. One of the primary reasons was that the
wording of Res. 5-05 was limited to encouragement, and the current
Bylaws of the Synod offer no effective means of providing accountability.14 It was largely for this reason that the wording of 2010 Res.
5-05A became more specific, directing that what became the Res.
5-05A Task Force would study how best to hold clergy accountable
for continuing education. This coincided with a recommendation from
the Blue Ribbon Task Force on Synod Structure and Governance
(BRTFSSG) that also urged accountability for continuing education.15
There is no provision in the LCMS bylaws for pastors to participate in any formal continuing education nor accountability toward
an ongoing process of career-long pastoral formation subsequent to
their being declared qualified for their first call by the faculties of
the seminaries and subsequent to their ordination, installation, and
initial membership in Synod. For continued eligibility as a rostered
pastor and availability for further calls, an individual needs only to
be a communicant member of a congregation which is a member of
the Synod16 and to perform the duties of his office.17 Further, neither Scripture nor the Lutheran Confessions specify formal academic
requirements either for entering or continuing in the pastoral office.18
The Synod, however, in its understanding of iure humano, may establish criteria for those who are included on the roster of the Synod and
who are qualified for initial and subsequent calls. Involvement in
continuing education should be added to the criteria that the Synod
already has established.
Recognizing the benefit of continuing education to the ongoing
process of pastoral growth and formation, two of the important documents that are critical to every pastor’s membership file at the pastor’s
home district include sections concerning continuing education. The
Pastor’s Information Form (PIF) has a line concerning the pastor’s
“Openness to Continuing Education.” And the Self Evaluation Tool
(SET) has two separate sections concerning continuing education. The
first states, “Enumerate skills you have acquired (Clinical Pastoral
Education, sign language, substance abuse, counseling, etc.) and
other continuing education courses you have taken” and then asks for
details including the course name, location, dates, and time involved.
A second question asks, “What plans do you have for future continuing education and/or special skill building?”
Congregations or other calling entities do well to review information about a pastor’s attitude and involvement in continuing education
when considering candidates for their call. They should also make
ample provision both in providing financial assistance and nonvacation time for the pastor’s involvement in continuing education
if he accepts their call. Moreover, reflecting the encouragement of
2007 Res. 5-05, districts should revise their district salary guidelines
available to congregations, providing incremental adjustments to the
salaries of pastors who actively participate in some form of continuing education.
In addition, in order to integrate the process of career-long pastoral formation through continuing education, every pastoral candidate
and pastor should develop a personal continuing education portfolio, including a long-term plan of action and goals for continuing
2013 Convention Workbook

education. The pastor’s official membership file at the district should
include a summary record of the pastor’s portfolio tracking his continuing education endeavors. This portfolio summary, like the current
SET, could be incorporated into the placement process for a candidate’s first call, with intentional direction begun for continuing
education beyond the seminary. An expected part of this portfolio
would be formal participation in the PALS program (or a comparable district program) for the first three years following graduation
from the seminary. A summary of this continuing education portfolio
should be included along with the pastor’s PIF and SET information to calling congregations. Moreover, district presidents and/or
circuit counselors, as the district presidents’ representatives, should,
as a part of their official visits, consult with each pastor concerning
his continuing education plans and progress, providing evangelical
encouragement to the end that pastors will be equipped with the best
and strongest theological and confessional foundations to serve faithfully in their calling.
Recommendations
1. While 2010 Res. 5-05A specifically addresses pastoral formation, certification, and accountability for continuing education; the
changes to the Bylaws of the Synod which would be necessary to
address these concerns also by default involve the commissioned
workers of Synod. It is recommended that over the coming triennium, one representative each from the Office of Pastoral Education,
the Concordia University System, the Council of Presidents, and
the Commission on Theology and Church Relations consult with
the Commission on Handbook to develop specific bylaw proposals
which reflect the recommendations of this 5-05A Task Force Report
and present these proposals for adoption at the 2016 LCMS convention.
2. LCMS Bylaw 2.11.1 should be amended to read thusly:
2.11.1 To remain on the roster of the Synod as an active member,
an ordained or commissioned minister of religion must do the following: be a communicant member of a congregation which is a member of
the Synod (except as provided in paragraph [c] below) and be regularly
performing the duties of one of the following:
(a)	Be a communicant member of a congregation which is a member of
the Synod (except as provided in paragraph [b] [3] below);
(b)	Be regularly performing the duties of one of the following:
	(a)(1) An ordained minister serving a congregation of the Synod.
	(b)(2) A commissioned minister serving a congregation of the Synod.
	(c)(3) A minister of religion, ordained or commissioned, serving a
congregation which is not a member of the Synod, provided that
such is approved (on the basis of policies adopted by the Council of
Presidents) by the president of the district in which the congregation
is located.
	(d)(4) An elected officer of the Synod, including a district or other
agency of the Synod.
	(e)(5) An executive or professional staff member serving the Synod,
including a district or other agency of the Synod.
	(f)(6) An executive or professional staff member serving a national
inter-Lutheran entity of which the Synod is a member.
	(g)(7) A missionary serving under a call by the Synod, including a
call by a district.
	(h)(8) A person serving on the faculty or professional staff of an
educational institution of the Synod.
	(i)(9) A military or institutional chaplain or other specialized ministry endorsed by the Synod, including endorsement by one of its
districts.
	(j)(10) An executive or professional staff member called or appointed by a national inter-Lutheran agency referred to in Bylaw 1.3.8.
	(k)(11) An executive or professional staff member called or appointed by an auxiliary (Bylaw section 6.1) or other recognized service