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Equipping the Leadership Policy Group
Terms of Reference
Review and Develop Policy on:
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Training and theological education of ordained and lay leadership in Presbyterian Church including recruitment standards;
Continuing ministry formation;
Relationship with other teaching institutions;
Ministry of word and sacrament.
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Equipping the Leadership Policy Group
<typohead type="2">Recommendations
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1. That Appendix E-13,4.3.1 of the Book of Order be amended to read (changed words in italics): “Length of active communicant membership and experience in the range of church activities. Involvement in other churches will be considered but a candidate shall have had at least two years active membership in a congregation of the Presbyterian Church plus satisfactory knowledge of the structure, processes and ethos of the Presbyterian Church ( to be determined by Presbytery ). In the case of local ordained ministers or local ministry teams a minimum of one year’s membership in the congregation in question would normally be expected.”
2. That Appendix E-13,6.1.1 of the Book of Order be amended to read (changed words in italics): “The equivalent of at least two years’ full-time tertiary study in non-theological courses which may be modified at the discretion of Senatus with the concurrence of presbytery having regard to the candidate’s life-experience and background in church leadership .”
3. That Auckland University and the Ecumenical Institute for Distance Theological Studies be added to the list of approved providers of foundational theological studies for National and Local Ordained Ministry.
4. That the following words in Appendix E-13, 2.8 be deleted: “… or, in the case of students for local ordained ministers or local ministry teams, to declare students ready for ordination and for induction in the community in which they have been called.”
5. That it be mandatory for parishes to develop a Safety and Protection Policy in relation to their children and young people.
6. That the minimum requirements for recognised ministry appointees to paid parish or presbytery positions involving ministry with children and families be that:
(a) they must participate in a course of training relating to safety and protection issues; and
(b) where an appointee does not already have an appropriate qualification or experience that they be encouraged to undertake a course that covers the following areas: vision & goals for ministry with children; biblical foundations; understanding children; models and strategies for ministry with children; safety and protection issues; developing skills for ministry with
children; resources and guidelines; and
(c) They have professional supervision for their role from outside the parish.
7. That the requirement for supervision as outlined in this report be compulsory for all ministry appointments made from the date of this Assembly (Appendix E-17, 2.6).
8. That the competency framework be adopted to help guide leadership development in the Presbyterian Church.
<typohead type="2">Report
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<typohead type="3">1. Introduction </typohead>
1.1 Towards the end of 2001 our Policy Group distributed a paper on leadership for mission to all parishes. That document, which is available on the Presbyterian Church website, provides a theological foundation for our work, and highlights the importance of good leadership and ministry in serving the Church’s strategic goal of growing healthy congregations. The paper is appended to this report (for information only) as Appendix 1 .
1.2 In our previous report to the 2002 General Assembly we identified a number of areas in which the policy of equipping servant mission leaders was being implemented. Our report to this Assembly brings you up to date on all those developments, including the implementation of the decision of the 2002 General Assembly to recognise four strands of the ministry of word and sacrament: National Ordained Ministry, Local Ordained Ministry, ordination as part of a Local Ministry Team, and Amorangi Ministry.
<typohead type="3">2. National Ordained Ministry</typohead>
2.1 Since the School of Ministry was established, candidates for National Ordained Ministry have been required to complete a foundational theological degree at one of several approved institutions before entering a two-year residential ordination studies programme at the School of Ministry in Dunedin.
2.2 Following the 2002 General Assembly’s resolve to develop contextual training options, the School of Ministry has developed a business plan around a proposal to supplement the current residential ordination studies programme with a distance learning programme similar to the community based ministry programme that was run from Knox Theological Hall in the 1990s.
2.3 Two things about this plan should be noted in particular:
2.3.1 More for less: It is anticipated that within 2 years of implementation the annual cost to the church of running the School of Ministry will be $100,000 less than the current residential programme.
2.3.2 Flexibility: The distance programme should suit potential candidates for National Ordained Ministry who are unable to relocate to Dunedin for the residential programme, and should be able to be run in conjunction with the more contextual approach to ministry formation being adopted for the training of candidates for Local Ordained Ministry.
2.4 The Principal of the School of Ministry will direct appropriate people to the distance learning option as soon as possible, according to the capacity of the School to run the programme and the capability of parishes and presbyteries to supervise the ordinands. One ordinand has already been accepted into the 4-year programme.
2.5 We would encourage Presbyteries, UDCs, Te Aka Puaho and the Pacific Island Synod to identify opportunities for those undergoing National Ordained Ministry formation by distance learning to exercise paid ministry during the course of their training. This might take the form of, say, youth work, pastoral work or lay chaplaincy, but not a ministry of Word and Sacrament.
2.6 The approved institutions for the foundational theological degree are Otago University, Auckland University, the Bible College of New Zealand and Pacific Theological College in Fiji.
2.7 Church regulations (Appendix E-13,4.3.1) currently stipulate that those who wish to apply for National Ordained Ministry shall have had three years active membership in a congregation of the Presbyterian Church. We believe the time requirement is too stringent, and that its underlying intent is to ensure a knowledge of the polity of the Presbyterian Church. We therefore bring to the General Assembly a recommendation that it be modified to “at least two years active membership in a congregation of the Presbyterian Church plus satisfactory knowledge of the structure, processes and ethos of the Presbyterian Church (to be determined by Presbytery ).” (Recommendation 1)
2.8 Church regulations (Appendix E-13,6.1.1) currently stipulate that candidates for National Ordained Ministry must have already completed “the equivalent of two years full-time tertiary study in non-theological courses.” We would like to see some flexibility here, and would suggest the addition of the following words: “… which may be modified at the discretion of Senatus with the concurrence of presbytery having regard to the candidate’s life-experience and background in church leadership.” (Recommendation 2)
<typohead type="3">3. Local Ordained Ministry</typohead>
3.1 Following a directive from the 2002 General Assembly, a training framework for Local Ordained Ministry has been developed by the School of Ministry that puts into effect the regulations regarding Local Ordained Ministry as described in Appendix E-13 of the Book of Order. This framework has been trialled, approved by the Council of Assembly, and been operational from 1 June 2004. The full framework and supporting detail may be viewed on the School of Ministry website: http://www.schoolofministry.ac.nz
3.2 The training requirements have been downloaded from the website and are appended to this report (for information only) as Appendix 2.
3.3 The framework includes a transfer path to National Ordained Ministry.
3.4 A review of the programme will be conducted before the 2008 General Assembly.
3.5 Local Ordained Ministry appointments will be for a fixed term of up to 5 years (renewable thereafter).
3.6 Graduates of the programme are awarded a School of Ministry Certificate.
3.7 Two people who entered the programme on a trial basis prior to 1 June completed the programme and were ordained under the new provisions.
3.8 Enquiries about local ministry continue to be received at a steady pace. A set of frequently asked questions has been compiled, and is posted on the Presbyterian Church website.
3.9 Unlike National Ordained Ministry Students, Local Ordained Ministry Students are not required to complete a full theological degree. The School of Ministry has assessed the following courses and found them suitable as foundational courses for Local Ordained Ministry:
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The Ecumenical Institute for Distance Theological Studies (EIDTS); Associate Diploma in Ministry Studies
The University of Otago; at least 7 papers in the Diploma in Theological Studies or BTheol
The University of Auckland; at least 7 papers in the BTheol
The Bible College of New Zealand; at least 3 semesters of the Ministry Internship Diploma
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<typohead type="3">4. Local Team Ministry</typohead>
4.1 Forms that support the process of discernment and call have been developed and are posted on the Presbyterian Church website.
4.2 Interest in the local ministry team model is coming from rural co-operative ventures and some urban Presbyterian parishes. Three parishes are currently exercising this model of ministry, and a number of other parishes and Presbyteries are exploring this option.
<typohead type="3">5. The School of Ministry</typohead>
5.1 Whilst there is a separate report from the School of Ministry, we would note here the significance of the School’s role in our work. As can be seen from the above developments, the role and scope of the School continues to evolve as it responds to the changing needs of the Church. With 105 clergy due to retire over the next 5 years, and only 35 people due to graduate from the School of Ministry during that time, it is imperative that the School of Ministry be encouraged and adequately resourced to work to its capacity.
5.2 Since our last report to the General Assembly, there has been one change to the teaching staff: Kevin Ward has been appointed to the position of Lecturer in Mission Leadership and Ministry. We record with appreciation the work of the Principal, Neville Emslie, and his team.
5.3 The School of Ministry is in the process of seeking NZQA accreditation for its Diploma of Ministry and related postgraduate programmes. If successful, it will help ensure the recognition of the School of Ministry as a theological provider in New Zealand.
5.4 To date, the General Assembly has approved Otago University, the Auckland Consortium of Theological Education (ACTE) and the Bible College of New Zealand as providers of foundational theological studies. Since then, ACTE has been disbanded and, in its wake, Auckland University has established its own School of Theology. Its Bachelor of Theology programme is very similar to that which was run by ACTE. In addition, as noted above in 3.8, the School of Ministry has assessed the EIDTS Associate Diploma in Ministry Studies, and we recommend that EIDTS be added to the list of approved theological providers. (Recommendation 3)
<typohead type="3">6. National Assessment Work Group</typohead>
6.1 When people, responding to a sense of call, present themselves as candidates for ordination training, they open themselves up to a level of scrutiny and assessment that can be quite daunting. Over the years, the National Assessment Work Group has striven to develop an assessment process that is rigorous, fair and sensitive. The Work Group regularly reviews its processes and procedures in response to feedback. It seeks always to work in a constructive manner with Presbyteries. It is currently working on a Members Manual, and a booklet to guide Presbytery Student Convenors.
6.2 One of the issues to arise out of the development of the Local Ordained Ministry programme is the role that the National Assessment Work Group should play in the assessment process. We believe it is primarily an advisory and representative role – much like the presence of Presbytery representatives on a Board of Nomination – with consensus the aim. It is important that the process be driven locally with national input, not nationally with local input. For this reason, Appendix E-13, 2.8 of the Book of Order needs amending. Currently, it assigns responsibility to the National Assessment Work Group to declare students for local ordained ministers or local ministry teams “ready for ordination and for induction in the community in which they have been called.” We suggest that the clause which assigns this responsibility should be deleted, thereby leaving responsibility with the Presbytery, as prescribed in Appendix E-17, 2.8. (Recommendation 4)
6.3 The National Assessment Workgroup is currently revising its policy concerning the amount of feedback it gives candidates at the national assessment weekend.
<typohead type="3">7. Ministry with children and families</typohead>
7.1 The Children and Young Families Coordinator, Mary Petersen, has drafted a Safety and Protection Policy for children and young people, which our Policy Group commends to the General Assembly with the recommendation that it be mandatory for all parishes to develop a safety and protection policy (Recommendation 5). The material provided by Mary is appended to this report (Appendix 3) as a resource to help parishes develop their policy. The material is being continually upgraded. Mary is available to advise parishes and Presbyteries/UDCs as appropriate. (Recommendation 5)
7.2 In endorsing Mary’s initiative and in recognition of its importance for the safety and wellbeing of our young people, we further recommend to the General Assembly (Recommendation 6) that the minimum requirements for recognised ministry appointees to paid parish or presbytery positions involving ministry with children and families be that:
7.2.1 They must participate in a course of training relating to safety and protection issues.
7.2.2 Where an appointee does not already have an appropriate qualification or experience that they be encouraged to undertake a course that covers the following areas: vision & goals for ministry with children; biblical foundations; understanding children; models & strategies for ministry with children; safety and protection issues; developing skills for ministry with children; resources and guidelines. The MM209 paper offered by EIDTS is recommended: Ministry with Children.
7.2.3 They have professional supervision for their role from outside the parish.
<typohead type="3">8. Ministry Appraisals </typohead>
8.1 A ministry appraisal system has been developed and successfully trialled by the Mission Resource Team. The appraisal forms and an outline of the process have been placed on the Presbyterian Church website, and are attached (for information only) to this report as Appendix 4. They are available for immediate use. Trials are continuing and the documents on the web will be updated to reflect any feedback right up to General Assembly.
8.2 There are two ways in which the forms might be used:
8.2.1 Formative appraisals focus on personal development and performance improvement, and generally follow a process of self-appraisal.
8.2.2 Summative appraisals focus on performance assessment, help determine competency, and generally follow a process of external measurement.
8.3 It is the summative system that would tie in directly with the discipline of parish goal setting and appraisal being developed by the Resourcing for Mission Policy group, which generates the criteria against which performance may be measured.
8.4 For the next two years we are encouraging parishes to implement an appraisal system for its key ministers and leaders. We are likely to bring to the 2006 General Assembly a recommendation that an annual formative (personal) appraisal be made mandatory for anyone exercising a ministry for which supervision would normally be expected – ministry of Word and Sacrament, youth worker, pastoral care worker, etc. Parishes may choose to use the process more widely – e.g. with elders and other key office bearers – but it would not be compulsory.
<typohead type="3">9. Ministry and Retirement</typohead>
9.1 The Presbyterian Church has had a mandatory retirement age for ministers for many years. It was set at 66 by the 1972 General Assembly. The rationale for that decision was, essentially, to enable ministry positions to become available for younger ministers and allow the call system to operate effectively.
9.2 The situation has changed since then. Not only has a mandatory retirement age been removed from the secular workforce, but the Church now faces a shortage of ministers. Moreover, the Human Rights Act bars discrimination on a number of grounds, including age.
9.3 Given these changed circumstances, we believe that the mandatory retirement age should be removed from the Book of Order, and that ministers who wish to continue in their charge beyond the age of 66 be obliged to undergo an annual performance appraisal. It is likely that we will bring this recommendation to the 2006 General Assembly, at the same time as we bring a recommendation concerning ministry appraisals being made mandatory. The two recommendations go together. In the meantime, the current provisions in the Book of Order for the extension of ministry will continue to apply.
<typohead type="3">10. Introduction Work Group</typohead>
10.1 The Introduction Work Group’s task is to enable conversations between final-year National Ordination students and Boards of Nomination. All but two of the 2003 graduates have been placed. Of the two not placed one is continuing with post-graduate study and one is limited to the Dunedin area.
<typohead type="3">11. Exit Interviews</typohead>
11.1 In our report to the 2002 General Assembly we indicated that we were looking at developing a system of exit interviews for those that leave ordained ministry prior to the age of 66. However, the logistics of implementing such a system on a mandatory basis are huge, and pose some significant problems, including consistency and quality of application, record keeping, how the data is fed into the life of the Church, and capacity for implementation. Accordingly, we have not taken this idea any further.
<typohead type="3">12. Supervision</typohead>
12.1 Since 1993, supervision has been strongly encouraged. Feedback from the Mission Resource Team indicates that a number of serious problems in ministry appointments would likely have been avoided if good supervision had been in place. When the concept of supervision was first introduced to the Church it was anticipated that, after a period of time, it would become mandatory.
12.2 After 11 years, we believe the time has come for the requirement for supervision to be included in the terms of call for all ministry appointments made from the time of the Assembly, and we recommend accordingly. (Recommendation 7)
<typohead type="3">13. Service of Ordination and Induction</typohead>
13.1 The 2002 General Assembly gave us permission to trial some services of ordination and induction so that our liturgies increasingly reflect our commitment to the concept of servant mission leadership. These trials are continuing. We do not yet have a finished product that we are seeking approval for. Work is continuing. We would encourage Presbyteries and UDCs to forward to us copies of ordination and induction services that they have used and found helpful.
<typohead type="3">14. Transition Ministry </typohead>
14.1 As its name suggests, transition ministry is a short-term ministry that guides a parish though a time of transition, usually during a vacancy, and often at a critical time in the parish’s history when questions of mission and direction are especially acute.
14.2 A Trans-Tasman Transition Ministry Conference is planned in Auckland in October 2004.
14.3 Through the initiative of the Mission Resource Team, the pool of people equipped to exercise transition ministry has increased.
<typohead type="3">15. Team Ministry Transitions</typohead>
15.1 At present, the Book of Order recognises three forms of ordained team ministry: collegiate ministry, where the ministers concerned are equal in all respects; associate ministry, where the ministers are equal in status but one minister is recognised as the senior; assistant ministry, where one minister is the recognised senior and the other generally works under his/her direction.
15.2 With the associate model of team ministry, difficulties can be experienced when the senior minister departs and the status of the continuing associate is unclear. The same issue applies to the assistant model of team ministry.
15.3 In response to these and other team transition issues, the Mission Resource Team has prepared a discussion paper which our Policy Group is currently refining with a view to making it available to parishes as a resource. In terms of good process our basic principle should be that all changes of ministry teams should use clear and open processes, be fair to all parties, and minimise disruption to the life of the parish and the lives of the people concerned.
<typohead type="3">16. Seniority Allowance</typohead>
16.1 A question has arisen as to the policy which applies to the payment of seniority allowance to ministers who have been received on the ministerial roll of the Presbyterian Church from other denominations. The issue centres around the recognition that should be given to years of service in ministry in a church other than the Presbyterian Church. The Financial Service Department has operated under a protocol which recognises only years of service within the Presbyterian Church.
16.2 As we discussed this issue we found ourselves questioning the basis for, and practicality of a seniority allowance, and how it relates to the more general issue of conditions of service and remuneration in the Church. We took our concerns to the Council of Assembly, and asked for a task group to be set up to review stipend/remuneration, including the link between seniority allowance, supervision and continuing ministry formation and report to the General Assembly in 2004. In agreeing to our request, Council approved the following terms of reference for the task group:
16.2.1 To review the policy for conditions of service and remuneration for:
(a) Ministers of Word and Sacrament;
(b) Recognised ministries.
And bring proposals which take into account:
(a) the current and anticipated needs of the church;
(b) the current and anticipated needs of its paid staff, both stipended and salaried;
(c) the capacity of the church to respond to changing circumstances;
(d) the legal, human resourcing and administrative implications of any proposed policy changes.
16.2.2 To consult as required in order to accomplish the task – the consultation to include but not be limited to: Te Aka Puaho, Pacific Islanders’ Synod, Council of Asian Congregations, representative sample of parishes, parish ministers, ministers not in parish ministry (e.g. chaplains) and lay workers, Beneficiary Fund workgroup, Forum of Uniting Congregations.
16.2.3 To take into account, as part of the review, the potential effect of
(a) student loans, training costs, etc., as a financial burden on ministers;
(b) the requirement/need for a housing provision for ministers;
(c) the need and/or rationale for a graduated system of increments and/or a seniority allowance;
(d) whether there should be any link between payment of a seniority allowance (or equivalent) and/or supervision and/or continuing ministry formation;
(e) whether the remuneration package for ministers should be on the basis of stipend alone or stipend plus non-taxable allowances; salary rates for lay workers.
16.2.4 To provide progress reports to the Equipping the Leadership Policy Group.
16.3 Difficulty in finding people to serve on the task group has delayed its work, and no report is ready for this Assembly.
16.4 In the meantime, and in response to specific inquiries, the following resolutions were passed by the Council of Assembly:
16.4.1 That the seniority allowance continues in its present form;
16.4.2 That a set of protocols drafted by the Personnel work group be adopted, including a one-for-two provision for ministers of other churches. This means that the Presbyterian Church will recognise one out of every two years service in another denomination for the purposes of calculating eligibility for the seniority allowance within the Presbyterian Church.
<typohead type="3">17. Administration of the sacrament of baptism by elders</typohead>
17.1 Following the decision of the 2002 General Assembly to permit administration of the sacrament of baptism by elders our Policy Group wishes to point out to Presbyteries and parishes that the sacraments of baptism and communion are a unity – they should not be separated in relation to authorisation and administration. Authorisation for lay administration of the sacraments will reside with Presbytery, and be reviewed annually.
17.2 When administration of the sacrament of communion by elders was approved by the Church a handbook on communion was written that could be used for training purposes. The same need is there in relation to baptism, and our Policy Group has commissioned this work to be done. It will be available as a resource to the Church as soon as it is completed.
<typohead type="3">18. Personnel Work Group</typohead>
18.1 In 2003 four newly received ministers from other denominations were required to take the paper Presbyterian (Reformed) Studies through the Ecumenical Institute of Distance Theological Studies (EIDTS).
<typohead type="3">19. Youth Leadership Development (Mo Mansill, Coordinator of National Youth Ministry) </typohead>
19.1 Presbyterian Youth Ministry: Growing people. The two main Presbyterian Youth Ministry leadership development projects aim to ‘grow people’ rather than just ‘train them.’ We hope that both the Going Somewhere programme and the Connect Conference encourage, enable and equip people to use their gifts in leadership in the wider community as well as in the church.
19.2 Going Somewhere: a programme for emerging leaders. Going Somewhere is a discipleship-leadership programme for 15-25 year olds who are ‘going somewhere’ in Presbyterian and Uniting Churches, which is becoming a valuable tool for local and regional leadership development. The two-fold purpose of Going Somewhere is to grow people and build leadership – but it is not just for young people currently in leadership roles, but also for those interested in learning more for the future. Going Somewhere runs over a term (8 nights.) Between 7-9pm on these evenings, inspiring leaders from the region lead sessions on different aspects of leadership. There is also a weekend away in the middle of the course and a final celebratory service at the end of the course. A ‘continuity team’ made up of youth leaders in each region co-ordinate the programme. The programme began in Wellington 3 years ago. Since then, over 100 young people have taken part. In 2004, 60 people are taking part in Wellington and Dunedin (for the first time) and a ‘best of’ camp is planned for the Presbytery regions between Christchurch and Dunedin. As Going Somewhere is used in different regions, a manual is being developed to enable people to run the course more effectively.
19.3 Connect: a conference for vocational youth leaders/workers. In 2003, Andrew Bell came to Connect (the annual Presbyterian youth leaders/youth workers conference) and inspired us to see ‘youth ministry as mission.’ It was a sell-out – literally. In 2004, youth leaders and youth workers from across the country will travel to Wellington to be challenged by main speaker, Andrew Norton, to explore the theme ‘wearing your red shirt: exploring our motivation for leadership.’ While youth leaders will go away from the weekend with new tools and ideas to enhance their ministry, the emphasis of the weekend is broader than strictly ‘training.’ Connect is an opportunity for youth leaders to be connected with other youth leaders around the country, and to be refreshed, inspired and appreciated for all that they do.
<typohead type="3">20. Competency Framework</typohead>
20.1 At the 2002 General Assembly we reported that work had begun identifying a set of competencies that the Church might hope to see being demonstrated by its leaders and should be focusing on in its programmes of training and ministry formation. The competency framework that we have developed is attached (Appendix 5) . It is a tool to guide leadership development in the Presbyterian Church, and may be used across a variety of situations, including the assessment of candidates for ordained ministry and the appointment of people to particular ministries and leadership positions within the Church. We recommend that it be adopted by the General Assembly (Recommendation 8) . It is the kind of tool that will continue to be developed, and to this end we welcome continued feedback. It should be noted that the competency framework focuses on a set of skills; it does not and cannot assess such things as a person’s spirituality, maturity and wisdom.
<typohead type="3">21. Beneficiary Fund for Recognised Ministries </typohead>
21.1 Our Policy Group was asked to consider whether people exercising recognised ministries in the Church might be eligible to join the Beneficiary Fund for clergy. We have been advised by the Beneficiary Fund Workgroup that the terms of the Beneficiary Fund are quite specific and do not allow for this possibility, but the Workgroup is exploring a couple of other options, and will advise us accordingly.
<typohead type="3">22. Developments in Lay and Recognised Ministry Training (John Roxborogh, Coordinator of Unit of Lay and Recognised Ministry)</typohead>
22.1 Since the School of Ministry established a Unit for Lay and Recognised Ministry Training in 1999, and the subsequent development of “Equip 5000” as a means of supporting lay ministry training, there have been changes in how ministry roles in the church are grouped and defined. We are able to report on where those changes have taken us, and the possibilities which are expected to develop further in the future.
22.2 The vision we have been working with:
22.2.1 The Unit for Lay and Recognised Ministry sought to clarify the roles through which ministry was exercised through the church and encourages “a training event for every person in every role in every year.” There was a particular need to offer support for those in lay supply positions, and Equip 5000 provided a focus for resources for elders and parish councillors.
22.2.2 Local Ordained Ministry and Local Ministry Teams have added to the models of responsible parish leadership now available to parishes and presbyteries. Many, though not all, of those previously in Lay Supply arrangements are now considering Local Ordained Ministry. Elders and parish councillors are key people, and the eldership is an important gateway to other responsible leadership and ministry.
22.3 The Future:
22.3.1 Clarification of ministry categories.
(a) The Four Strands of ministry of national ordained ministers, local ordained ministers, local ministry teams and Amorangi together with the Eldership provide a range of leadership models for responsible parish leadership and presbytery representation.
(b) A further category of “Recognised Ministries” has been suggested for consideration.
“Recognised Ministries” would be ministry roles which involve responsible leadership within parishes, sometimes employment, but not ordination. They would be roles recognised by the church, but open-ended in their particular job descriptions, and would include people in contracted positions for youth work, pastoral care, children and families, and possibly parish administration and information technology. For these roles theological education would be valued and recognised by the Church. The Certificate of the School of Ministry, introduced for local ordained ministers, could be a qualification which people in recognised ministries would be encouraged to complete.
22.3.2 Ordination: It has been suggested that Equipping the Leadership explore the possibility that ordination be restricted to those who have direct or indirect responsibility for the administration of the sacraments, and that Presbytery always be involved in ordination. This would mean that ordination would be for national ordained ministers, local ordained ministers, Amorangi and Elders (members of a local ministry team responsible for the sacraments would need to be elders). A representative of Presbytery would share in the ordination of parish elders to symbolise connection with the wider church. The present arrangements for authorisation and training for particular elders to administer the sacraments will continue to apply.
22.3.3 The balance of representation in the courts of the church: New and provisional arrangements for parish leadership have made it difficult for a number of Presbyteries to maintain a strict mathematical balance between ministers and elders on Presbytery and at General Assembly. Further work is needed to clarify the implications of our more complex ministry arrangements for this element of our heritage.
Graham Redding
Co-Convenor