Northwestern
Minnesota Synod
At the 1997 Churchwide Assembly a document entitled,
“Life-Long Learning and Development for Faithful Leaders” was adopted.
In part, this document says, “All persons in the Evangelical Lutheran
Church in America engage in a holistic and systemic approach to life-long
learning and development. For rostered persons, this includes:…Extended study and
renewal of a minimum of one to three months every three to five years in present
call. For rostered persons involved
in the First Call Theological Education program, this three to five year period
begins upon completion of that program.”
At
its meeting on September 10, 1999, the Northwestern Minnesota Synod Council
passed the following resolution, “While recognizing that pastors taking a
period of extended study and renewal (sabbatical) is new to some congregations
in our synod, we support the 1997 action of the Churchwide Assembly related to
life-long learning, and encourage congregations and rostered persons in our
synod to work toward rostered leaders taking a one to three month sabbatical
every three to five years in the same call.”
A
sabbatical should include the following characteristics:
1.
A
sabbatical should include extensive learning related to the ministry of the
rostered person in his/her current call. The
sabbatical should enlarge theological perspective and increase effectiveness in
ministry.
2.
A
sabbatical should include spiritual renewal.
In his Small Catechism, Martin Luther says the meaning of the
commandment, “Remember the sabbath day, to keep it holy”, is,
“We are to fear and love God so that we do not neglect his word and the
preaching of it, but consider it holy and gladly hear and learn it.”
A sabbatical should include disciplines that allow one to hear and learn
God’s word.
3.
A
sabbatical should include time for rest and refreshment.
Beginning with the first chapters of Genesis, the scriptures clearly
teach that sabbath is a time for rest and re-creation.
Travel, personal meditation, reading or reflection that are structured
and accountable are appropriate activities to undertake during a sabbatical.
1.
Rostered
persons and congregations/agencies contemplating a sabbatical should consult
with the synodical bishop early in the process.
2.
Sabbatical
planning should occur in the year prior to its beginning and involve extensive
conversation between the rostered person and the congregation/agency.
3.
A
specific proposal for the sabbatical should be presented to the congregation
council or supervisor four months before the sabbatical is to begin.
This proposal should include specific goals and objectives, and detail
activities designed to achieve these goals and objectives.
A copy of this proposal should be sent to the synodical bishop.
4.
During
the sabbatical the congregation/agency assumes essential leadership roles or
provides for interim leadership while the rostered person is away. If the
rostered person is a pastor, the congregation’s leaders and the pastor should
work together prior to the sabbatical to arrange for necessary pastoral coverage
during the sabbatical.
5.
The
congregation continues to pay salary and all benefits except mileage during the
sabbatical. A sabbatical is not
vacation and sabbatical time should not be counted as vacation time.
6.
The
rostered person agrees to serve with the congregation/agency for at least one
year following completion of the sabbatical.
7.
When the
sabbatical begins, the rostered leader discontinues all leadership roles in the
congregation/agency.
8.
Within 90
days after the completion of the sabbatical, the rostered leader files a written
report on the sabbatical with the bishop and the congregation/agency.
This written report should include
·
a
restatement of goals and objectives,
·
a listing
of activities undertaken to reach these goals and objectives,
·
a summary
of what was learned and achieved related to the goals and objectives.
9.
It is
understood that the sabbatical serves as all the continuing education time for
the year in which the sabbatical is taken.