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5911215-22669500The Representative Body for the Church in Wales: St. Padarn’s InstituteNew Posts in Continuing Ministerial DevelopmentOVERVIEWWe are looking for two highly experienced individuals to join the St Padarn’s team to take forward the Continuing Ministerial Development of clergy and lay licensed ministers across the Church in Wales. This is a unique opportunity to make a significant contribution to the mission and ministry of the Church in Wales, at a crucial moment in the Church’s life. Collaboration, creativity and flexibility are at the heart of St Padarn’s culture and vision, therefore we are engaged in this process to identify the right individuals to bring into the tutorial team the expertise, vision and spirituality to allow us to deliver outstanding Continuing Ministerial Development for the Church in Wales. The precise roles for each individual will be determined around the successful applicants. Each will have clear province-wide responsibilities reporting directly to the Principal, but at this stage we are open to different configurations of these roles and the fit with the existing team in order to maximise on individuals’ expertise and passions. BackgroundThe St Padarn’s institute was created on 1 July 2016 by the Church in Wales to deliver a vision of outstanding mission-orientated formation and training for the whole people of God for the Church in Wales. It was named after one of the missionary bishops involved in the first great reevangelisation of Wales in the 6th Century. St Padarn’s has broad responsibilities given to it by the Bench of Bishops: Stimulating and resourcing lay discipleship, formation and training, including for the new commissioned lay ministries. Overseeing and delivering formation for licensed ministry, ordained and lay, in their various distinctive forms (stipendiary, non-stipendiary, local, pioneer, evangelist, youth and children, pastor, reader). Overseeing, and with the dioceses delivering, continuing ministerial development for all licensed ministers in the Church in Wales, including particular programmes for the newly ordained/licensed, training for Ministry/Mission Area Leaders, support for specialist ministries such as Pioneer and Youth and Children, and senior leaders’ training. Research and postgraduate studies. Training for the whole church in areas such as supervision skills and keeping people safe. Ministry policy development. It is overseen by the St Padarn’s Council, which brings together representatives from the Bench of Bishops and the Representative Body and the Directors of Ministry from each Diocese, chaired by the Ministry Bishop. Financially and legally it is part of the Representative Body of the Church in Wales. Its staff are employees of the Representative Body. Its 2018 budget is ?2M. There are thirteen members of staff employed to teach, mentor, research and guide ministerial formation and development, but St Padarn’s also draws heavily on the expertise of the broader Church of Wales – it is ‘the Church in Wales doing theology together’. This effort is catalysed and empowered by a professional support team, with skills in operations, buildings and catering through to publicity, administration, registry and library. It is supported in finance, IT, HR and legal by expert colleagues within the Provincial Office. St Padarn’s strapline is ‘formation in community for mission’ and it takes seriously the missional context of the Church in Wales, particularly its bilingualism and its geographical spread. St Padarn’s is a complex organisation, with much of its activity, staff and volunteers dispersed across Wales. As it approaches its second birthday, it is still in the process of being formed itself, as the calling given to it is steadily fleshed out. Furthermore, while it is fully owned by and exists to serve the mission of the Church in Wales, that Church itself is a complex body of six distinct dioceses each with their own context, sense of identity, challenges and opportunities, coming together in interlocking provincial structures of the Bench of Bishops, the Representative Body (the Charity owning the majority of the Church’s assets) and the Governing Body. Nevertheless, St Padarn’s has now established itself as a key constituent part of the Church’s mission, and the Church has demonstrated its commitment by its sacrificial funding of St Padarn’s, and continued strong episcopal backing. St Padarn’s challenge is now to make good on that calling and the commitment to it from the Church and deliver its vision of outstanding mission-orientated formation and training for the whole people of God for the Church in Wales. Continuing Ministerial Development (CMD) in the Church in WalesOver the last year, a small team have undertaken a short-term project to laid secure foundations for the developing of outstanding CMD for the Church in Wales. Key outcomes from this work have been:Building unity among Directors of Ministry, and a desire for a clear, integrated, framework for CMD, Provincial and Diocesan. Building a reputation for listening to ministers, and asking meaningful questions.Establishing a significant data-set of ministers’ views and experiences to enable future CMD to be better ‘on target’. Beginning a culture in which people expect Provincial CMD to be helpful and for them. Delivering outstanding and very well received curates’ training – good for the curates and establishing new culture and expectations.Developing a draft framework for CMD. Developing an excellent working relationship with the new Head of Human Resources. Identifying the best ways for CMD to be an integral part of St Padarn’s and to use the strengths of the whole St Padarn’s team. We are now in a position to make long-term appointments to drive forward provincial CMD as an integrated part of St Padarn’s. The draft framework for CMD establishes the basic architecture for CMD in the Church in Wales. It highlights areas which are fundamentally a diocesan responsibility, to which St Padarn’s might contribute some resourcing, encouragement, networking and help share best practice:Spiritual Formation & Resourcing. Prayer and the spiritual life of the minister are the first priority. Support and resourcing in this area are offered by the Diocese, with sharing of resources and experience across the province e.g. through the network of spiritual direction advisers.Diocesan Training & Resourcing. Diocesan CMD has a particular strength as a gathering of ministers and senior staff, fostering a shared commitment within a diocese, and a focus on diocesan strategy. This is the best location for 'exciting speakers' on one-off topics. Dioceses will develop their approach and 'offering' differently within the overall framework. Alongside this there are areas where the main responsibility lies with the province (St Padarn’s):Annual Review. A key finding from this listening day data and wider research has been the positive impact on ministers’ wellbeing and effectiveness from supportive annual review, underpinned by clear role descriptions and agreement on use of time. The Church in Wales’ focus on ministry/mission areas and collaboration point us towards such review being team-orientated. The success of any such scheme depends on the processes themselves being well-thought through and well-resourced, and there being appropriate systems for ensuring the identified needs of individual’s being addressed (e.g. mentoring). St Padarn’s is charged, working close with the Church in Wales’ HR department and diocesan senior teams, to develop this overall system for review, initially through pilots with certain dioceses, and ensuring this is in place for all newly licensed (and ordained) ministers. Research. Outstanding practice in continuing ministerial development needs to be accompanied by high-quality research. For too long has anecdote dominated, or assessment of training being on the basis of whether people enjoyed it, not whether it had positive outcomes over the following years. The ‘listening’ days over the last months has established a bank of data, and a reputation for careful, intentional listening to ministers. Under the heading of the ‘Tyfu’ (‘Growing’) project we need to continue to research and monitor what contributes to flourishing in ministry, attending carefully to the ‘hidden figures’ below the statistics. St Padarn’s is the ‘R&D’ vehicle for the Church in Wales and is focused on research to drive ministry in the Welsh missional context, celebrating the Welsh spiritual, linguistic and cultural heritage and development missional theology and resources in the Welsh language. Learning Pathways. In response to strategic direction from the Bishops, St Padarn's will offer a series of learning pathways, to provide high-quality focused development at key moments for particular ministers. Three pathways have been identified as crucial:Newly licensed ministers. An appropriately flexible pathway for all newly licensed ministers to ensure their ongoing support and development in the initial phase of licensed ministry. For stipendiary clergy there is a long tradition of this in Post Ordination Training or IME 4-7 during a curacy. For non-stipendiary clergy and lay licensed ministers it has been far more erratic. It is a complex area with the diverse demands of ministerial focus, working patterns and geography. There are also clear legal/HR implications with ‘assessment at the end of curacy’ for stipendiary clergy. Good foundations have been set but outstanding support and development for newly licensed ministers will have a huge impact on the Church in Wales in the future. Senior leaders. The Church’s senior leadership bear significant pressures. This is true not just of our Bishops, Archdeacons and Deans, but also senior lay leaders who hold crucial positions in the life our Church. St Padarn’s needs to develop an appropriate framework for their support, probably through mentoring and accessing high-quality targeted training opportunities, particularly for those taking up such roles. The role of the Archdeacon is also changing significantly through the move to ministry/mission areas. Building on this, St Padarn’s needs to develop proposals for ensuring that there are a steady stream pool of clergy who have had the right development opportunities to be ready to move into these posts; and in parallel that we proactively invest in senior lay ‘non-ministerial’ lay leaders. Ministry/Mission Area Leaders. The changes in the Church in Wales following the 2012 review have created the new, distinctive, clergy role of the ministry area / mission area leader (MAL). This brings together the ministry of an incumbent with significant leadership responsibilities for the church in a broad geographical area and a team of ministers within that, lay and ordained. There is huge potential in this structure for collaborative ministry in the emerging Welsh missional context, but those taking up these posts need high-quality support, whether through training packages or coaching/mentoring, since often this role requires a new conceptualisation of calling and new skills. The sixth strand of the CMD framework is that of:‘Ministry Specialisms’, which recognizes that the development of personal creativity and gifting has a significant impact both on individual flourishing and on the contribution a minister can make to the wider church. St Padarn’s needs to continue to explore how it can encourage this among ministers, and ensure that such specialisms and gifts are honoured and used for the benefit of the whole church. The New CMD PostsThe CMD work will draw upon the expertise and contribution of the whole of the St Padarn’s team. The Support Team will provide all of the support services necessary; a new coordinator is being appointed to ensure the area is well organised and resourced. The rest of the teaching and ministerial team can supply significant skills – in the classic disciples such as bible and theology, in a network of St Padarn’s tutors located in every diocese, and in specialist areas such as chaplaincy, pioneer ministry and youth and children ministry. The principal provides overall leadership and is the key interface with the Bishops and the church’s governing structures. Each of these two posts will take responsibility for key areas within CMD, with province-wide responsibilities, as well as contributing their teaching and ministerial expertise to the overall work of St Padarn’s. Thus they provide the opportunity for significant roles within CMD within a supportive wider framework, and sharing in the development of outstanding mission-orientated formation and training for the whole people of God for the Church in Wales. They will balance focus and responsibility with collaboration and integration into a broader coherent vision. We would envisage that between those appointed, there would be:Responsibility for review processes for all licensed ministers across the Church in Wales;Responsibility for research to support ministerial flourishing and the effectiveness of the Church in Wales in its unique missional context;Responsibility for the learning pathway for all newly licensed ministers in the Church in Wales (including processes for ‘assessment at the end of curacy’). Responsibility for the learning pathway for Senior leaders, giving tailored personal support.Responsibility for the learning pathway for Ministry/Mission Area Leaders, ensuring a network of support across the province, tailored to the different diocesan contexts. Responsibility for encouraging and supporting dioceses in their provision of CMD. Both posts would work together with the Principal, Director of Operations and Coordinator for CMD, to ensure that the overall provision for CMD keeps in step with the opportunities and diocesan needs, with best practice internationally, and is coherent with the rest of St Padarn’s. Both posts would be expected to use their specialist expertise across the whole of St Padarn’s (e.g. teaching on programmes for other learners), contribute to the overall life of St Padarn’s, and contribute to wider life of the Church by research, writing or speaking.We would expect the two appointed to bring to the team the following experience and expertise, though neither of those appointed need to bring the whole list:Significant ministerial experienceThe development and implementation of processes of review and oversight Expertise in research in, or related to, ministerial practice and/or the church’s mission such as demonstrated by a doctorate or significant professional experienceMentoring/coaching both personally and in establishing networks to provide this, through the raising up and training of othersSupporting the development of senior leadersThe formation of ministers (lay or ordained) and establishing of good patterns for ministerial practiceMinistry as a priest in the Church of WalesThe ability to speak and think theologically in WelshThese factors are essential for both posts:The integration of spirituality with professional standards appropriate for senior roles within a St Padarn’s as a Christian learning communityA passion for the Welsh missional context, and an understanding of the nature of ministry in the Church in Wales, and the challenges and opportunities this gives to its ministers. Excellent interpersonal skills; able to build relationship and carry out effective consultation with senior figures within the Church in Wales, and relate effectively to those involved in ministerial development and research in other churches in the UK. Proven ability to teach and inspire.Ability to work collaboratively with due accountability and mitment to the personal and professional development of self and others, including the ability to give and receive effective feedback. Ability to think strategically; turning ideas and possibilities into clear implementable plans.Emotionally intelligent and resilient especially in the face of difficulty and challenges. Ability to manage a complex workload of competing demands. Ability to work independently and flexibly, including outside of normal working hours and significant travel within Wales. Excellent communication skills, both oral and in writing.ICT literate and willing to embrace new technologies. St Padarn’s is an all-Wales institution. It does have a key site in Cardiff (the St Michael’s Centre, Llandaff), where many of the support team are based along with about 40% of the teaching staff. This site provides residential accommodation for many, but not all, of our residential courses. Other staff work from locations across the whole of Wales. We are open to these CMD posts being fulfilled either with the main place of work being the St Michael’s Site, with regular travel elsewhere in Wales; or with the main place of work being elsewhere in North or West Wales with regular travel to the St Michael’s site. Both have strengths and weaknesses for St Padarn’s balancing the easy of coordination and teamworking against the benefits of staff being based across Wales. Those appointed will be employees of the Representative Body of the Church in Wales (as with all St Padarn’s staff). The roles worked out with those appointed will be placed on either Grade E or Grade F within the structures of the Representative Body depending on the demands of the role and the expertise of those appointed. This equates to a salary range of ?32,324 to ?42,092 per annum for a full-time role. These posts are offered on an open-ended basis. We are open to suggestions of part-time working or job shares. SUMMARYJob Title :To be deciding uniquely for each appointedGrade :E or F depending on experience and level of responsibility (?32,324 - ?42,092 per annum)Department :St Padarn’s Institute (SPI)Location:Either the St Michael’s Centre, CardiffOr, homeworking in West or North Wales, with regular travel to the Michael’s Centre, CardiffResponsible to:The PrincipalWorking with:SPI staff; Diocesan senior staff; Ministers and senior lay leaders across the Church in Wales; Provincial Office StaffJob PurposeTo be decided uniquely for each appointed. Main Tasks and Responsibilities To be determined uniquely for each appointed, as described on page 5. Person SpecificationThe essential experience and expertise required of each applicant, and that which we would expect met by the combined strengths of both appointed, are described on pages 5-6. ................
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