PASTORAL ASSISTANTS



PASTORAL ASSISTANTS

WORKING AGREEMENTS

Pastoral Assistants are, first and foremost, committed Christian men and women who are recognised for the pastoral gifts which have been nurtured and used both before and during training, so that they can be strengthened ready for wide use in both church and community.

PERSONAL DEVELOPMENT

During training, Pastoral Assistants are encouraged to attend to their own development with the help of tutors and mentors. It is important that time for on-going spiritual and personal development is built into the working agreement. The areas which should be considered are:

• Time for personal worship, prayer and study

• Space for meeting with a personal spiritual guide or prayer partner

• Encouragement to spend time in retreat and in participating in continual personal development (CMD). This should include at least one training event each year, attendance at the bi-annual Pastoral Assistant Weekend, and at least one quiet day or retreat each year

• Attendance at the local deanery support group (these meet twice or three times a year)

ROLE DEVELOPMENT

It is expected that Pastoral Assistants should have an area of responsibility within the parish or community. This may include any pastoral work associated with the care of families, children and young people, people at work, singles or the elderly. For some Pastoral Assistants, that might include pastoral care in the work place.

Scope should be given for the role to be developed and, where possible, others to be enabled to work alongside within a collaborative framework. It is envisaged that regular training opportunities will be taken to enable best practice within the role.

Pastoral Assistants are encouraged to specialise in one or, at the most, two areas of ministry rather than be expected to be involved in everything. It is important that this be communicated to the team and congregation to prevent unrealistic expectations or the feeling that Pastoral Assistants are there to do practically anything!

It may be that the role will change and develop over time and new challenges presented. There will be natural developments for some Pastoral Assistants, such as giving talks and leading informal worship. These are permitted providing the boundaries are kept within Canon Law. (Pastoral Assistants are not permitted to officiate at the occasional offices or lead main services of liturgical worship.

Where it is pastorally expedient, they may give the talk or eulogy at a funeral service or speak at a baptism service.) Pastoral Assistants are also permitted to take Holy Communion to the housebound or those in residential care homes, and they may read lessons, lead prayers and administer the chalice at Holy Communion.

ACCOUNTABILITY AND BOUNDARIES

a. Team meeting: it is expected that Pastoral Assistants will meet with their incumbent and/or lay colleagues on a regular basis, at least monthly. Pastoral Assistants are accountable to their incumbent and it is important that clear lines of accountability and reporting are established.

b. Time off: it is expected that realistic expectations are set with regard to time spent in ministry, time for worship and personal prayer, and time off. How much time is given to pastoral ministry will depend on the circumstances of each Pastoral Assistant. For example someone with no special work or family commitments may be expected to give one or two days a week to ministry, while someone in full-time employment or with dependent family members may only be able to offer an evening or two and part of a weekend. It is important that days off are set and respected.

c. Expenses: while the role is voluntary, it is expected that expenses will be paid, for example travelling expenses (paid at the diocesan rate). Help with CMD training costs should be covered, although it is important that any significant expense should be cleared before it is incurred.

d. Appraisal: each Pastoral Assistant is expected to fill in an annual self appraisal form, which is then discussed with the incumbent before being signed and returned to the Warden of Pastoral Assistants. The appraisal is to be used as an opportunity to review work undertaken and to decide on priorities, training and new areas of ministry (where appropriate) for the coming year.

e. Renewal: authorisation is renewed every three years and each renewal should be accompanied by a new working agreement.

f. Mediation: sometimes a relationship within the team may break down, for a variety of reasons. Should this happen within the team, then it is important to talk to the Warden or Assistant Warden as soon as possible. In most cases the breakdown will be resolved through mediation and the work continued or adjusted accordingly. It may sometimes be necessary to involve the relevant Archdeacon in the negotiation. If it is apparent that the breakdown is irretrievable it may be necessary to remove the authorisation. If this should be the case, then the procedure is:

• Both parties to talk with the Warden or Assistant Warden

• Authorisation to be surrendered

• Letters written by the incumbent and the Pastoral Assistant stating the reasons for action (these will be kept on file until the Pastoral Assistant is reauthorized or makes clear their intention not to serve in future)

g. Reauthorisation: may take place to the same or another parish, 6 months later if the move is for geographical reasons (eg. moving home) but not within the first year if it is for reasons of relationship breakdown.

h. CRB: it is expected that each Pastoral Assistant will take responsibility for keeping their information up-to-date.

Finally, if you have any areas of uncertainty which you would like to discuss, please contact either: The Warden of Pastoral Assistants or your Deputy Warden.

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