Guidelines for District Committee on Ordained Ministry and Board of Ordained Ministry by Holston Annual Conference

Guidelines for District Committee on Ordained Ministry (DCOM) Board of Ordained Ministry (BOM)

This document was made possible by work done by the Great Plains Annual Conference of the United Methodist Church. There document was used as the foundation and Holston Annual Conference has made adjustments to bring this document into line with how we do things in Holston. Other annual conferences are free to use this Holston revision as they deem fit. We offer this to the denomination.

Table of Contents Purpose of this Handbook ....................................................................................................................... 5 Section 1: The Who, What, and Why of the DCOM ................................................................................. 6 The Holston BOM Mission Statement ......................................................................................................... 7 The Purpose of the DCOM ........................................................................................................................... 7 DCOM Responsibilities ................................................................................................................................ 7 Confidentiality of Work ............................................................................................................................... 7 DCOM Membership and Job Descriptions .................................................................................................. 8 DCOM Membership ................................................................................................................................ 8 District Superintendent (DS) ................................................................................................................... 8 DCOM Chair ............................................................................................................................................. 8 DCOM Registrar ....................................................................................................................................... 9 Secretary ................................................................................................................................................. 9 BOM Representative ............................................................................................................................... 9 DCOM Member ....................................................................................................................................... 9 Section 2: The How, When and Where of the DCOM work ................................................................... 10 Who does the DCOM interview / approve? .............................................................................................. 11 Lay Ministry ........................................................................................................................................... 11 Licensed Ministry .................................................................................................................................. 11 Cultural Considerations ............................................................................................................................. 11 Annual Timeline for DCOM work ............................................................................................................... 12 Interview / meeting format requirements ................................................................................................ 14 DCOM Interview guidelines and best practices ......................................................................................... 15 DCOM Minutes .......................................................................................................................................... 16 DCOM / BOM Interview Reporting Forms ................................................................................................. 17 Fitness, Readiness and Effectiveness as Credentialing Criteria ................................................................. 18 Section 3: DCOM Credentialing Requirements & Interview Questions .................................................. 22 The Role of Laity in Serving and Leading Churches ................................................................................... 23 Supply Pastor (SY) ...................................................................................................................................... 24 Supply Pastor – Subsequent Interviews .................................................................................................... 26 Certified Candidate .................................................................................................................................... 28 Certified Candidate – Subsequent Years ................................................................................................... 30 Transfer Certified Candidate ..................................................................................................................... 32 Local Pastor (initial approval or continued approved but not appointed) ................................................ 34 Local Pastor – Subsequent Years (mentoring required ) ........................................................................... 36 Continued Local Pastor Participant in Residency In Ministry (RIM) Program ........................................... 38 Local Pastor – Subsequent Years (mentoring not required) ..................................................................... 40 Retired Local Pastor ................................................................................................................................... 42

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Associate Membership (AM) ..................................................................................................................... 44 Provisional Membership ............................................................................................................................ 48 Other non‐Methodist Denomination / Fellowship (OF) Approved for Appointment ............................... 50 Other Methodist / Other Denomination (OF) transfer ............................................................................. 52 Section 4: Policies and Processes .......................................................................................................... 54 Conflict of Interest / Recusal ..................................................................................................................... 55 Plagiarism: ................................................................................................................................................. 56 Process to identify plagiarism:................................................................................................................... 56 UMCARES / UMCARESplus: ....................................................................................................................... 56 Candidacy Summit: .................................................................................................................................... 57 Psychological Assessment & Background Check: ...................................................................................... 58 Certified Lay Ministry (LM): ....................................................................................................................... 60 Local Pastor Licensing School (LPLS) .......................................................................................................... 60 Course of Study (COS) ................................................................................................................................ 61 Ministerial Education Fund (MEF) and other scholarships ........................................................................ 63 Section 5: Resources ............................................................................................................................ 64 Knowledge, Skills, Abilities, Personal Characteristics (KSAPs) ................................................................... 65 Behavioral Health Guidelines .................................................................................................................... 68 Glossary of Terms ...................................................................................................................................... 82 Glossary of Acronyms ................................................................................................................................ 88 Section 6: Board of Ordained Ministry (BOM) Guidelines ..................................................................... 90 General Information about BOM Interview Practices ............................................................................... 91 Continued Provisional, Year 1 2016 BOD ¶326 ..................................................................................... 92 Continued Provisional Member, Year 2+ .............................................................................................. 94 Full Deacon 2016 BOD ¶330 ................................................................................................................. 96 Full Elder 2016 BOD ¶335 ..................................................................................................................... 98 Transitioning between Orders ............................................................................................................ 100 Other Changes in Clergy Relationship ................................................................................................. 102 Section 7: 2016 Licensed and Ordained Ministry Credentialing Requirements ..................................... 106 Section 8: FORMS ................................................................................................................................ 109 Section 9: APPLICATIONS .................................................................................................................... 149 Section 10: BOM Library Files Action Outline Forms and Summary Report Action Outlines ................. 163

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Purpose of this Handbook Greetings! Thank you for serving on one of the Holston Annual Conference (Holston AC) District Committees on Ordained Ministry (DCOM). Your work will shape the church, and thus, the world, for generations to come. I am so grateful for your willingness to share your gifts with God through the work of your DCOM. This handbook is intended to accomplish three goals: First, we want to make your valuable work as easy as possible. When you gather to conduct an interview, you can flip to the right page in this handbook and have everything you need before you to do a thorough and careful interview. Second, the Holston AC Board of Ordained Ministry wants to ensure that all candidates are examined consistently. Using a uniform set of expectations for all candidates, local pastors, provisional elders and provisional deacons will ensure that no one is unfairly “grilled” while others get by with pleasantries and / or superficial questions. Our faith demands that we treat all people justly. A uniform set of expectations and shared practices will help us prevent favoritism or expediency from unfairly easing the process for some candidates. Third, we want to make sure that our interviews rigorously examine all candidates, provisional elders / deacons and local pastors in the areas of Wesleyan theology, practice of ministry, their articulation of calling and how they lead a disciplined life as a follower of Jesus Christ to help determine fitness, readiness and effectiveness for licensed or ordained ministry in the Holston AC. Please join me in ensuring that our work is always just, rigorous and Wesleyan. Thank you and may the Spirit guide you in this holy task! This document and many other DCOM / BOM resources are available on the Holston AC website, www.holston.org. For the most recent version of this document please reference the electronic format on the Holston Issuu page location at https://issuu.com/holston‐ac/docs/2019_guidelines_dcom_bom‐numbered Blessings, Rev. Terry D. Goodman Registrar of the Holston AC Board of Ordained Ministry A great deal of thanks goes out to the Great Plains Annual Conference, which designed a handbook for their annual conference, upon which this handbook is based. We give them full credit for a significant amount of its contents. Holston AC has made edits and additions to reflect our annual conference approach to some of the material covered in this document. ‐‐TDG

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Section 1: The Who, What, and Why of the DCOM

Photo courtesy of Alexis Brown @alexisbrown as found at Unsplash.com

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The Holston Board of Ordained Ministry Mission Statement As a witness to, and example of, Christ’s ministry, the Board of Ordained Ministry (BOM) shepherds those whom God has entrusted to us. We recognize each one as a gift to the church for the strengthening of the Kingdom of God on earth. We will tend to their formation and offer oversight with humble authority and a spirit of service. 1 Peter 5:1‐7

Relationship between the Board of Ordained Ministry (BOM) and the District Committee on Ordained Ministry (DCOM) ‐ The DCOM shall be amenable to the annual conference through the BOM (2016 Book of Discipline (BOD) ¶666). All actions are recommendations to the BOM and shall be reported to the Board through the submission of minutes and reports to the BOM registrar.

The Purpose of the DCOM In the Holston AC, the primary purpose of the DCOM, other than the responsibilities listed in 2016 BOD ¶666, is to serve as the entryway and initial credentialing body for all persons who are discerning and answering a call to credentialed ministry in the Holston AC.

DCOM Responsibilities (see also 2016 BOD ¶666)  Oversight of all persons who have declared candidacy for licensed or ordained ministry and are pursuing the candidacy process, including maintenance of an individual credentialing file for all persons in the care of the DCOM  Certification of candidates for licensed or ordained ministry and annual renewal of certification  Recommendation for licensing for pastoral ministry and annual renewal of approval for license  Recommendation for Associate Membership (AM) prior to interviews with the BOM  Recommendation for Provisional Membership prior to interviews with the BOM  Recommendation for readmission to Conference Membership (may be followed with a BOM interview)  Recommendation for certification as a Certified Lay Minister (LM) and annual renewal of certification  Recommendation of persons serving either temporarily in a Supply (SY) or similar capacity and annual renewal of approval  Recommendation and approval for appointment of persons with clergy credentials from other, non‐Methodist denominations or fellowships (OF) until completion of required United Methodist (UM) studies classes (Doctrine, Polity & History)

Confidentiality of Work All the work of the DCOM carries a high level of confidentiality, from the files to our committee discussions. As a matter of trust, it is essential that DCOM members not discuss the work of the DCOM with anyone outside of the committee, nor share the files or documents with others.

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DCOM Membership and Job Descriptions DCOM Membership All members shall be nominated annually by the District Superintendent (DS). There is no time limit for members of DCOM. All persons named to the committee shall be members with vote. Interim vacancies are filled by the DS. The membership of the DCOM should include:  A member of the BOM  At least six other clergy in the district. Where possible, the clergy shall include elders and deacons, women and ethnic minority clergy, an elder or deacon who is age 35 or younger, an associate member, and may include a local pastor who has completed the Course of Study.  At least three professing members of local churches  The DS (who shall not be the chairperson) DCOM leadership is nominated by the DS and elected at the first meeting following annual conference.

District Superintendent (DS)  Candidacy responsibilities o Receives letter or email from candidate with a statement of call and request for admission to the candidacy process o Interviews candidate to assess readiness to enter the candidacy process o If ready, enters the candidate in UMCARES on the GBHEM Candidacy & Psychological Assessment tracks and assigns the conference UMCares registrar as the Home Mentor o When candidate completes the UMCARES Candidacy APPLICATION, adds his / her electronic signature through UMCARES o Presides at or assigns a presiding elder for Charge Conference interview and vote for those seeking certification as a candidate (concurrent with or after Pastor‐Parish Committee (PRC) approval)  General DCOM responsibilities o Meets with DCOM chair and registrar in late Summer to review a list of all persons relating to the DCOM and to set tentative DCOM meeting / interview dates for the year o Attends DCOM meetings o Nominates DCOM members and leaders o Reviews annual conference reports (Business of the Annual Conference report and Appointment List) with Annual Conference Director of Clergy Services and Bishop’s office to verify accuracy of those listed o At a candidate / local pastor’s request, completes the DS report that is part of the credentialing process

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DCOM Chair    

Meets with DS and DCOM registrar in late Summer to review a list of all persons relating to the DCOM and to set tentative DCOM meeting / interview dates and locations for the year Sets the meeting agenda and presides at the meetings. Consults with Annual Conference Director of Clergy Services as needed about appropriate DCOM procedures Ensures all DCOM leaders are following through on their responsibilities Participates in the semi‐annual DCOM Executive gathering hosted by the Annual Conference Director of Clergy Services.

DCOM Registrar     

Maintains an individual (paper) file for all persons relating to the DCOM for credentialing using forms provided by the Director of Clergy Services. Communicates with persons relating to the DCOM about interview dates and credentialing deadlines; provides initial assistance with technical problems related to credentialing requirements. Verifies that all credentialing requirements have been met by the deadline. Electronically sends interview materials to DCOM members prior to a meeting; makes alternate arrangements for any DCOM member who does not have email access Works with the DS and / or DCOM Chair to complete reports and notify candidates of DCOM actions

Secretary   

If no secretary is elected, the DS, the DCOM Chair and the DCOM Registrar will make certain the assigned responsibilities are completed. Sends meeting notices Records and send minutes of the meetings to the DCOM members, the district office and the Annual Conference Director of Clergy Services within fourteen (14) days of the meeting.

BOM Representative 

Serves as a voting member of both DCOM and BOM. Exchanges questions and information between the DCOM and the BOM.

DCOM Member  

Attends all meetings Prepares for interviews by reading all assigned materials prior to the interview and by reviewing the expectations for the requested credentialing status.

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Section 2: The How, When, and Where of the DCOM work

Photo Courtesy of Hannah Busin @hannahbusing. Found at Unsplash.com

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Who does the DCOM interview / approve? Lay Ministry   

Supply Pastor (SY) Certified Lay Minister (LM) (A document is being developed by Board of Laity (BOL) to help DCOM understand its role in this process. No instructions given to the DCOM in this document regarding LM’s.) Certified Candidate / Continued Candidate

Licensed Ministry         

Local Pastor, initial approval Continued local pastor, mentoring required Continued local pastor, in Residency Continued local pastor, mentor not required (no interview generally required) Associate membership (also requires interview / approval by BOM) Provisional membership (also requires interview / approval by BOM) Clergy from other non‐Methodist denominations approved for appointment Clergy from other Methodist and other Christian denominations requesting transfer Clergy Seeking Readmission o From Honorable Location, Administrative Location, those who previously withdrew from the ministerial office and from discontinuance / withdrawal as a certified candidate or local pastor o As a certified candidate, local pastor, provisional member, follow the process outlined for that type of credentialing. If the DCOM agrees with the request, the motion should read: “I move that [name] be reinstated as a [requested status].” [majority vote] o Contact the Annual Conference Director of Clergy Services for information relating to reinstatement or readmission for any other status including after honorable or administrative location, after leaving the ministerial office, after termination by action of the Annual Conference of after voluntary or involuntary retirement.

Cultural Considerations Per 2016 BOD ¶310.2(b), the district committee “shall seek ways to consider cultural and racial / ethnic realities and language translations as candidates meet these requirements [for certification as a candidate], including interviews, psychological assessments, criminal background, and credit checks.” Specific consideration will vary by candidate, however, all persons requesting a guaranteed appointment status (associate or provisional membership) will be required to submit documents and interview in English.

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Annual Timeline for DCOM work July ‐ early August (getting organized)  DS, DCOM Chair and DCOM registrar meet to review DCOM interview year o Set meeting dates, times and locations o Set dates for communication with Candidates (at least 60 days before paperwork deadline) o Set dates for paperwork deadline (at least 10 days before the DCOM interview) o Try to accommodate bi‐vocational pastors and students attending schools outside of the Holston area when setting interview dates / times. o Decide who is responsible for “floating deadline” tasks noted below o Discuss and update (as needed) DCOM membership  are there enough clergy or laity members; is there diversity of age, gender, race, etc.; are there enough people to complete the number of interviews needed  Make sure at least one member of the Board or Ordained Ministry is on the DCOM o Discuss and decide on a meeting format o Review a list of all persons relating to DCOM; provide a copy of this list to the Annual Conference Director of Clergy Services  Are there any new persons who have moved to the district?  Are there any persons who have moved from the district?  Make arrangements to transfer / receive files (as needed) with other districts, the Annual Conference Director of Clergy Services or archives  Make note of any persons who may need to be interviewed before the end of the calendar year (persons requesting associate membership or provisional membership)  Confirm credentialing requests for all candidates  Make sure to review all persons in the candidacy process and to discuss anyone who the DS knows is interested in the candidacy process August ‐ October  Organizational DCOM meeting o Training about DCOM procedure, interview tips, etc. to be provided for DCOM membership (resource person is Annual Conference Director of Clergy Services) o Review types of interviews / status requests and general expectations (fitness, readiness, effectiveness) o Interview(s) may or may not happen at this meeting, but, if scheduled, should happen in the afternoon (after training) November ‐ December (focus on new to status / district interviews)  Must conduct interviews for those requesting: o Associate or Provisional membership o First year SYs and o First year members of other denomination (non‐Methodist) approved for appointment (OF)  May conduct interviews for those requesting: o Certified Candidate / Approval for license as a local pastor o New to District continued local pastors January ‐ March (focus on continuation interviews)  Continued LM, Continued Supply Pastor, Continued certified candidate, continued local pastor

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 Readmission interviews Late April ‐ June  New to status interviews, i.e. persons who attended the January Candidacy Summit  Certification of those candidates that attended the January Candidacy Summit (This needs to be done by July 1st (preferred)—July 15th (last possible date). This is so we can plan for Local Pastor Licensing School (LPLS). Candidate must be certified before he or she can attend.  All other not previously interviewed Floating deadlines for Interview Season (Chairperson, registrar and / or DS)  At least 60 days prior to an interview paperwork deadline, communicate in writing with those scheduled for an interview. Include: o Interview date and deadline for submission of all required materials (must be at least 10 days prior to interview date) o Remind candidates of the requirement to upload all materials to UMCARESplus (you might set an early deadline for materials if the candidate asks for you to upload materials – and you are willing to take that responsibility) *Currently, we are working on the process of uploading various documents to UMCares Plus so that they can be retrieved by DCOM’s. Supplemental instructions will be provided as we more fully utilize this feature.  Two weeks prior to an interview o Set interview teams (as needed in consultation with the DCOM chair)  Remember to include at least one person from DCOM of same gender / ethnicity and at least one person from a prior interview (if possible)  One week prior to interview o Use UMCARESplus to send electronic links of all submitted materials *Currently, we are working on the process of uploading various documents to UMCares Plus so that they can be retrieved by DCOM’s. Supplemental instructions will be provided as we more fully utilize this feature.  Remember to set an expiration date for the links  Remind DCOM members to shred (printed) and / or delete (electronic) all materials following the interview  Psychological assessment, background check and medical form will NOT be sent to interview team but WILL be available in hardcopy on the day of the interview (along with all current materials and materials from all previous years of relationship with the DCOM)  Within ten days after an interview o Communicate in writing (email is allowed) with all persons interviewed to notify and / or confirm the DCOM action on the requested status. This must include any recommendations or requirements decided by the DCOM. o Provide the Annual Conference Director of Clergy Services with a copy of the minutes

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Interview / meeting format requirements Interview meetings will vary according to District needs and types of interviews but the following must be followed in creating an individual DCOM interview schedule:  All required paperwork / credentialing steps must be completed prior to DCOM action on a credentialing request. o In consultation with the Annual Conference Director of Clergy Services, a DCOM Registrar / DCOM Executive team (DS and DCOM officers) may elect to interview a candidate who is pending completion of a background check as long as the criminal and credit reports are available for DCOM review. o A person requesting to be licensed as a local pastor may be approved for license “pending satisfactory completion of LPLS.”  A video or technology based interview may be used by the DCOM to meet with a candidate who is not able to be physically present for an interview. The decision on the availability and use of this format for interviews is at the discretion of the DCOM and should be decided on a case‐by‐case basis.  Interview / Meeting lengths o Allow at least 30 minutes pre‐interview to accomplish needed DCOM work and for registrar to provide general pre‐interview information to the DCOM (last minute team changes due to illness, candidate updates, etc.) o Allow at least 30 minutes of preparation time after general DCOM work but pre‐ interview for interview teams to plan their work and to review the psychological assessment, background check and any previous DCOM / BOM reports for each candidate the team will interview o Allow at least 60 minutes (approximately 45 minutes for interview; 15 minutes for interview reporting / paperwork) for continuation of status interviews o Allow at least 90 minutes (approximately 60 minutes for interview; 30 minutes for interview reporting / paperwork) for certification as a candidate and / or initial approval for license as a local pastor o Allow at least two (2) hours (approximately 90 minutes for interview; 30 minutes for interview reporting / paperwork) for associate or provisional membership requests  Who may / may not interview? How to arrange interview teams? o All members of the DCOM may be part of an interview team, but it is recommended that neither the Registrar nor the DS participate in interviews o It is recommended that:  There be at least one lay person and one clergy person per interview team  At least one person from a prior interview team be part of a continuation interview for continuity  One or more members of the interview team “match” the candidate in gender, race / ethnicity, and language o All interview teams must have at least two DCOM members; change of status interview teams must have at least three DCOM members o A candidate may be interviewed by the full DCOM, but use of interview teams is highly recommended

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DCOM Interview guidelines and best practices Guidelines for preparing for an interview  Allow thirty minutes ahead of each interview to review the file, the written documents and the psychological assessment. Discuss concerns and issues that need to be addressed in the interview. Decide how to begin the interview. Do NOT begin with the psychological assessment.  Decide on the most important supplemental interview questions and who will ask each question (do not have the chair or one person ask all the questions).  Decide who on the team will serve as (1) time‐keeper, (2) primary note‐taker and (3) person offering prayer. Role of the Interview Team Chair  Welcome the candidate to the interview and introduce by name and church to the interview team / DCOM. State the purpose of the interview (Introductory Interview, Certification Interview, Recommendation for Provisional or Associate membership, etc.).  Ask members of the interview team / DCOM to introduce themselves.  Ask an interview team member to begin with a prayer.  State the time available for the interview and inform who the time‐keeper is and who the primary note‐taker is.  The chair may want to ask the first question. A possible first question might be: “Tell us about yourself, your sense of call and where God is leading you.”  Be careful to involve the members of your committee in asking the questions. After the first question, the chair should focus on process and / or time‐keeping rather than asking questions.  Close the interview with prayer. Things to remember  The candidate does most of the talking.  Do not allow other committee members to answer questions or to engage in an argument or discussion with the candidate.  This is not a therapy session.  Recommendation / action is determined by the whole committee after the interview.  The Discipline states that “All persons interviewed by the district committee shall be informed of decisions and recommendations as soon as possible, both orally and in writing” (2016 BOD ¶666.11).  Decide how the decision of the DCOM will be communicated orally: having the candidate wait for a decision vs. a phone call.  Make sure that the decision and the recommendation of the DCOM is given to the candidate in writing, following the DCOM meeting.  Evaluate the interview. What was effective in the interview? What would we do differently next time? Were any questions asked that were inappropriate?  Remember the distinctions between candidates on the elder track and the deacon track and candidates for local pastor status. Ask appropriate questions. Important Theological Reflections on the Interview Process As excerpted from General Board of Higher Education and Ministry Board of Ordained Ministry (GBHEM BOM) Handbook, chapter 11. The community of the BOM, as part of the church, represents the Body of the Christ. In the Body of Christ community is not created or made, it is discovered and experienced. In the interview process, community is Page 15

both biblical and historical. Historically, from the perspective of our Anglican heritage, the community recruited, credentialed, supported, and held accountable persons for set apart ministry. To help set some parameters for these responsibilities, Wesley asked three questions of all those discerning the call to set apart ministry (which still stand today): 1. Do they know God as pardoning God? Have they the love of God abiding in them? Do they desire nothing but God? Are they holy in all manner of conversation? This is the question of grace; it calls the community and candidate to discern together the candidate’s relationship with God. So the interview should be an expression of the community’s relationship to God and the understanding that all are in God’s care. Interview teams and candidates join together to know and experience the nature of this relationship. 2. Have they gifts, as well as evidence of God’s grace, for the work? Have they a clear, sound understanding; a right judgment in the things of God; a just conception of salvation by faith? Do they speak justly, readily, clearly? This is the question of gifts. Is there evidence of the work of the Holy Spirit in the life of the individual? Therefore, do we see that they have gifts to offer the larger community of the church and of the world? Gifts are not isolated, but born and expressed in community. 2. Have they fruit? Have any been truly convinced of sin and converted to God, and are believers edified by their service? This is the question of effectiveness, or in theological terms, of faithfulness. Have lives been changed because of their ministry? Is there evidence of the work of the Spirit in individual lives? Again, fruit is known in community. Regarding the hospitality toward the interviewee... When candidates come to interview with the BOM, with a body of persons who are to express the nature of the church, do they experience hospitality? Will hospitality be experienced – not in the image of a soft, sweet kindness, but an environment that invites an openness for authentic vocational discernment and Christian response? When hospitality is experienced, “the distinction between host and guest proves to be artificial and evaporates in the recognition of the new found unity” (Henri Nouwen, Reaching Out, pp. 46‐47). It is in hospitality that community and covenant are experienced in its authentic nature. It is in hospitality and covenant where truth can be shared and known. It is in hospitality that both guest (interviewee) and host (BOM) “can reveal their most precious gifts and bring new life to each other” (Nouwen, Reaching Out, p. 47).  How do we as a board help to create space where candidates may sense the nature of the Christian community before, during, and after the interview?  How does the interview team welcome candidates in Christian hospitality?

DCOM Minutes For consistency in reporting from DCOMs, the following information should be included in this order and forma when submitting minutes of DCOM meetings / actions to the Annual Conference Director of Clergy Services. [District name] District Committee on Ordained Ministry [Date of meeting] Members present Basic meeting information (approval of previous minutes, other DCOM business)

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For each candidate interviewed:  Name of Candidate (bold)  Current status (normal) & requested status (bold)  Education track (undergrad, COS or seminary; include name of undergraduate school / seminary)  Interview team members (or indicate interview was by complete DCOM)  Motion – include any additional recommendations or requirements  Vote report (must be written ballot for certification as a candidate)  Additional motion (if requesting certification as a candidate and approval for license in the same DCOM interview)  Additional vote report  Any additional notes

DCOM / BOM Interview Reporting Forms Once completed, the DCOM and the BOM should note the interview results and report them on the appropriate form by sending a copy to the Annual Conference Director of Clergy Services.

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Fitness, Readiness, and Effectiveness as Credentialing Criteria As we seek to help persons navigate their call to ministry, we interact with them at different stages of their journey. A one‐size approach does not fit well with this process. For instance, using a human analogy, you would not expect a baby to be able to play a piano. However, as the baby grows and matures, the baby might one day be able to play the piano. To help us better understand the stage at which individuals might be, we need to use evaluative tools appropriate for differing levels of maturity. The tools we utilize will look at the following three criteria to help us better guide candidates that come before us. Fitness…..Readiness…Effectiveness Fitness is the beginning criterion for evaluation. Fitness questions help the DCOM to determine if the person coming before them has the basic gifts necessary to serve the church as a minister. At this level, we would not expect full maturity. The person might not preach the most eloquent of sermons. The person might not be able to teach the greatest Bible Study. The person might not yet know the basics of worship. At this stage, the person is still answering the call and trying to understand at what level God might be trying to use him or her as a pastor. The person at this level is most likely a Supply Pastor (SY), Certified Lay Minister (LM), or perhaps still a candidate working through the process to become a Local Pastor. Readiness is the evaluative criterion that is used after a person has been engaged in ministry for at least 2‐4 years. By this time, with annual DCOM evaluations, the DCOM can sense that the person has moved beyond merely being fit for ministry and has begun to show signs of growth and grace. The person has a clearer understanding of his or her call. The person is continuing to grow in his or her ability to preach, teach, lead and serve. As the person moves through the process, eventually, he or she needs to be evaluated using the criterion of effectiveness. At this level, the person should be exhibiting clearly defined, expressed, and articulated expressions of his or her call and should be demonstrating an effective ministry within the local church. Sermons should be clearer and engage persons with the call of the Gospel. The person at this stage should have the ability to clearly articulate and communicate the major doctrines of our faith and denomination. As a DCOM, it is your responsibility to determine the level at which each person that comes before you is functioning and to engage that individual with questions and challenges that are appropriate to that level.

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One schema suggests that there are six skill areas onto which the fitness, readiness, and effectiveness criteria can be overlaid. Those skill areas may be grouped as: Call & Disciplined Life Proclamation & Discipleship Theology & Doctrine Call and Disciplined Life focuses on the person requesting credentialing and includes personal characteristics / abilities, understanding of call to ministry, relationships, commitment to the UMC, and academic work. Proclamation and Discipleship focuses on the practice of ministry that invites others to enter into discipleship. At a minimum, it includes proclamation of scripture (preaching & teaching), leadership and service to others / the world. For Elders / local pastors it also includes a focus on the ordering of the church and administration of the sacraments. For Deacons, it also includes a focus on justice and compassion. Theology and Doctrine focuses on a United Methodist understanding of scripture, God, sacraments, sin, grace, marks of the Christian life, kingdom of God, resurrection / eternal life, nature / mission of the church as well as a commitment to the United Methodist Connection as it relates to the doctrinal standards set forth in Part III of the 2016 BOD ¶102‐105 As a DCOM, your role is to see where individuals are on the matrix of skills areas and evaluative criteria. As you converse with the person and read reports from various individuals concerning the person, you will begin to understand the level (fitness, readiness, effectiveness) at which each person is in regards to the skills (Call, Disciplined Life, Proclamation, Discipleship, Theology, & Doctrine). Through your interaction, you can begin to guide the people that come before you towards the effectiveness side of the matrix.

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Using the Fitness‐Readiness‐Effectiveness Interview Criteria (Chart) Fitness, readiness and effectiveness are a way to discuss credentialing expectations for persons at different credentialing stages.  In general, basic fitness for ministry (physical, mental, emotional and spiritual) is the expectation for persons entering the credentialing process.  Readiness is the general expectation for persons who (1) have been on the credentialing process for at least a year and (2) have additional ministerial experience or education that augments the basic fitness expectation.  Effectiveness, reflecting continued experience and completion of required education as well as fruitful or transformational leadership, is the expectation for continued local pastors* that have completed the basic Course of Study (COS) (or have a Masters of Divinity (Mdiv)), associate members and full members (deacon or elder). Required and suggested interview questions based on fitness, readiness or effectiveness (depending on the requested credentialing status) is included as part of the credentialing information. Please reference the “at a glance” chart, on the next page, for minimum fitness, readiness and effectiveness expectations in each of the interview areas (call, disciplined life, proclamation, discipleship, theology and doctrine). *This is a phrase / concept that is not currently a part of our vocabulary / way of doing things. However, some have suggested that more attention be paid to those persons that are just starting as local pastors. In the Great Plains AC, (who wrote the document on which this document is based) Local pastors, as they enter the GP process, enter into a five‐year residency program. This is also why you see some sections for DCOM interview process that refer to LP’s at different stages of this five‐year period. I believe that there is some merit in considering such a Residency program for LP’s. Especially since a larger and larger proportion of our ministers are falling into this category.‐‐‐Terry Goodman

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Fitness‐Readiness‐Effectiveness Interview Expectations Description Call & Disciplined Life focuses on the person requesting credentialing and includes personal characteristics / abilities, understanding of call to ministry, relationships, commitment to UMC, and academic work

Call

Disciplined Life

Proclamation & Discipleship focuses on the practice of ministry that invites others to enter into discipleship. At a minimum, it includes proclamation of scripture (preaching & teaching), leadership and service to others / the world. For Elders / Local Pastors it also includes a focus on the ordering of the church and administration of the sacraments. For Deacons, it also includes a focus on justice and compassion Theology & Doctrine focuses on a United Methodist understanding scripture, God, sacraments, sin, grace, marks of the Christian life, kingdom of God, resurrection / eternal life, nature / mission of the church as well as a commitment to the United Methodist connection as it relates to the doctrinal standards set forth in Part III of the 2016 BOD ¶¶102105.

Proclamation

Discipleship

Theology

Doctrine

Fitness Basic understanding of gifts / abilities for ministry; ability to share their statement of call (oral & written)

Readiness Greater understanding of call & credentialing process influenced by education and / or experience in ministry

Effectiveness Clearly defined & articulated call that is affirmed by a demonstration of effectiveness in ministry (fruitfulness)

Basic fitness (mental, physical, emotional, spiritual, and relational) per GBHEM Behavioral Health Guidelines

Greater understanding of and lived out “wholeness” in ministry (relationships, health, boundaries, etc.) Increasing knowledge and implementation of proclamation skills (study of scripture, proclamation)

Evidence of ongoing practice of self-care; demonstration of self-awareness

Ability to share about personal experience(s) of discipleship such as ministerial leadership, Christian education, pastoral care and mission / outreach

Increasing education and / or practice of ministry that demonstrates a potential for effective and fruitful ministerial leadership and discipleship

Demonstrated evidence transformative leadership in ministry that invites and develops disciples with a contagious love of God

Ability to share about their personal relationship with God and basic understanding of scripture

Ability to share a deeper understanding of the work of God based on further education and experience

Ability to name or share about basic understandings of the UMC including sacraments and grace; why they are United Methodist

Ability to discuss in greater depth the topics of Part III Doctrinal Standards (2016 BOD)

Integration of education and experience in theological understanding that results in greater effectiveness in ministry Ability to communicate how doctrine / theological understanding impacts / has impacted the practice of ministry

Basic willingness and ability to share scripture in worship & other settings

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Proclamation of the Word that invites, engages and challenges listeners to grow in discipleship

Section 3: DCOM Credentialing Requirements & Interview Questions In the section that follows, you will find a series of pages devoted to persons in various relationships to the annual conference. As the District Committee on Ordained Ministry, it is your role to meet regularly with the persons in these various categories. You will evaluate them and share the results of that evaluation with the Board of Ordained Ministry and the Director of Clergy Services. Some of the categories are not currently utilized in Holston AC. Those have been noted with a watermark on the page that says: Future Option. They are included so that they will be in place should the Board of Ordained Ministry seek to adopt certain processes that would be related to those pages. Please bear in mind that one of the primary reasons for developing this handbook is to create a uniform process through the districts of the Holston AC. Our desire as the Board of Ordained Ministry is to be consistent and uniform in the ways that we interview and interact with persons at various stages of their relationship with the annual conference.

Safe Gatherings Certification As you go through these various categories, you will note the use of the term Safe Gatherings Certification. This is an online background and Safe Sanctuaries training used by about a dozen annual conferences. Holston AC created an account in the summer of 2019 and each local church can utilize this online screening process. The Board of Ordained Ministry will be discussing whether to make it mandatory for the clergy of the annual conference. As Director of Clergy Services, I am strongly advocating its use for all persons at the beginning stages of ministry in Holston AC. Therefore, not everyone is going to have a Safe Gatherings Certification. However, as time progresses, this may become a required item for all persons. Thus, it is included in the listing of items that persons should supply to the DCOM.

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The Role of Laity in Serving and Leading Churches Within the United Methodist Connexion, the laity can have a significant role in serving and leading the churches of the annual conference. It is important to note that Supply Pastors and Certified Lay Ministers are both drawn from the ranks of the laity of the annual conference. If you were to closely look for the term Supply Pastor in the Book of Discipline, you will find it mentioned one time in 2016 BOD ¶1506 and there it is reference to pension credit and used in a way that is not in line with what we commonly think of as a supply pastor. Where then do we find the basis for a supply pastor? Holston AC Director of Clergy Services recommends 2016 BOD ¶205.4 as the basis for SY. 4. When a pastoral charge is not able to be served by an ordained or licensed minister, the bishop, upon recommendation of the cabinet, may assign a qualified and trained layperson, lay minister or lay missioner to do the work of ministry in that charge. The layperson is accountable to the DS or another ordained or licensed minister appointed to oversee the charge, who will make provision for sacramental ministry. Upon the bishop’s assignment, the layperson will be assigned an additional clergyperson as a guide to provide support in the assignment. If the assignment is to continue longer than one year ,within that year the layperson will begin the process of becoming either a certified lay minister or a certified candidate, thus coming under the care of the District Committee on Ministry. The layperson assigned is also accountable to the policies and procedures of the annual conference where assigned.

This paragraph does not use the term Supply Pastor, but it describes what we consider a Supply Pastor to be within Holston AC. (for reference, some AC’s refer to these persons as “DS assigns”). Note that these persons are referred to as a “…qualified and trained layperson.” They work in conjunction with the DS or another ordained or licensed minister within the district. The next level of service that is offered by a lay person is that of Certified Lay Servant. (Please note that I have not included reference to this position in the section that follows, because these persons do not have a direct relationship with a DCOM or DS as do Supply Pastors and Certified Lay Ministers (LM). The Holston AC Board of Laity conducts training and credentialing for persons that fall under this category. Being a Certified Lay Servant, however, is required before a person can first be a Certified Lay Minister. The Book of Discipline clearly outlines a process that requires the conference Committee on Lay Servant Ministry (LSM) to certify that a person has completed all the necessary steps to become a Certified Lay Minister. At that point, the DCOM must then interview the person and recommend the person become a LM. Once the DCOM makes a positive recommendation, then the Conference Committee on LSM (CCLSM) may then certify the person as a Lay Minister. At this point, the person can be assigned to serve—note they are not appointed—a church within Holston AC. At this point, the LM then submits an annual renewal application / report and must then complete and advanced LSM course or 10 hours of Continuing education at least once every 2 years. To be re‐certified, the person must appear before the DCOM for interview and recommendation to the Conference Committee on LSM every 2 years. In a nutshell, this is the explanation for SYs and LM’s as we do it in Holston AC. After conversations with the Conference Committee on Lay Servant Ministries, I will not be including a section for DCOM interviews with Certified Lay Ministers (LM). That group is designing a document that will include DCOM instructions for those interviews.

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Supply Pastor (SY) See 2016 BOD ¶205.4 (Initial Interview)

General information:   

Credentialing standard: Fitness for ministry; Does this person demonstrate a fitness (mental, emotional, physical & spiritual) for ministry? Assigned in limited (1 / 4 time) or temporary (completing requirements for certification as a candidate / local pastor, LM or OF) capacity with supervision by a clergyperson specified in the written DS Ministry Expectation and Agreement form. Initial interview occurs within five (5) months of start of assignment (background check must be completed): annual paperwork / interview required for continuation (2 year time limit on temporary SY status)

Possible motion: 

“I move that [name] be approved as a SY by the DS.” [majority vote][record in DCOM minutes]

Interview & credentialing requirements Pre‐assignment: managed by DS and BOM registrar  Background check authorization  Submit FORM 16 – Notarized Disclosure Form  Attendance at Annual Conference Quadrennial Sexual Ethics and Boundaries training and / or completion of Annual Conference assigned course certifying training in matters related to Sexual Ethics and Boundaries.  Verification of District Superintendent Ministry Expectation and Agreement form & assignment of supervising pastor  Photo in UMCARES profile Within 5 months post‐assignment the SY shall  Completed Safe Gathering certification process and present certificate to DS.  APPLICATION 05 – Application to Become a SY (Section 9)  FORM 10 – District Superintendent Report for SYs and LMs  FORM 11 – Sending Pastor Report for SYs and Certified Lay Ministers  DS will ask the individual to respond to the following questions. (1‐3 pages) o Describe, briefly, your family situation and your support system. o Describe your assignment to or involvement in a local church as well as your activities beyond the local church such as district or conference work, church camps, outreach, etc. o Describe your physical and emotional health. What do you do to take care of yourself? o What are your goals in ministry for the year ahead?

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Required Interview Questions

This is a new way of doing things in Holston Annual Conference. Anecdotal evidence suggests that persons going through the process often encounter widely varying questions during the interview process. Our goal, as an Annual Conference, is to provide a consistent process regardless of where someone might live that is seeking to become a candidate or minister. One way to provide uniformity is for the BOM to issue a standard set of questions and expectations for all persons in the process. Throughout this document you will note the phrase “The following questions must be asked of ALL persons coming before the DCOM…” What follows are a series of questions that will vary depending upon the reason the person is coming before the DCOM. Each DCOM is expected to ask ALL the questions within the required category. If time permits, other questions from the supplemental section may then be asked

DCOM interview (min. 45 minutes) The following questions must be asked of ALL persons coming before the DCOM in this category:  Discussion of any flags raised in the Safe Gatherings background check.  Tell us about your personal faith journey. How has God brought you here today?  Tell us about a ministry experience you have had since starting as a (SY, LM or Other Fellowship (OF) assignment.) What excites you about ministry? What concerns you about ministry?  How would you describe your understanding of God, Christ and the work of the Holy Spirit?  What gifts, skills and abilities do you bring to your role as a (SY, LM or Other Fellowship (OF) assignment.) What are your growing edges? If you manage to ask and receive answers to all of the required questions, then you may choose other appropriate questions from the list below:

Suggested supplemental interview questions:  How is it with your soul? What are your plans for the future...personally...for the church?

 Share about your devotional life. How are you growing       

spiritually? What 2‐3 characters in the Bible inform or reflect your own spiritual life / journey? Do you have a favorite Bible passage? If so, what is it and why? What do you do to take care of yourself physically? Tell us more about your family and / or support system. What is your understanding of the mission of the church? What is your experience with The United Methodist Church? If you are discerning a call to licensed or ordained ministry, what are the next steps for you to live into that call? How would you summarize the teachings of Jesus? How do you describe the Good News of Jesus to your congregation?

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Supply Pastor – Subsequent Interviews See 2016 BOD ¶205.4 (Subsequent / Annual Interviews)

General information:  Credentialing standard: Fitness; Does this person demonstrate a fitness (mental, 

emotional, physical & spiritual) for ministry? 1 /4 time SYs may request to continue as a DSA indefinitely. 1/2 time to full‐time DSAs must transition to LM or Certified Candidate / Local Pastor status within 2 years (from the start of the assignment). *

Possible motion:  “I move that [name] be approved for continued assignment by the District Superintendent” [majority vote] [record vote in DCOM minutes]

Annual Interview & credentialing requirements (min of 30 minutes):  APPLICATION 05 – Application to Become a SY (in file)  SY should have the Charge Conference complete FORM 03 – Continued Approval of the Charge    

Conference for Candidacy and Continued Candidacy (found in Section 8) and submit completed form to the DCOM prior to the meeting. Candidate should ask their DS complete FORM 10: District Superintendent Report for SYs and Certified Lay Ministers (found in Section 8) and have DS submit completed form to the DCOM prior to meeting. If SY has been assigned a Supervising Pastor, then the SY must have that pastor complete FORM 11 – Supervising Pastor Report for SYs and Certified Lay Ministers and submit that report to the DCOM prior to the meeting. (Found in Section 8) OPTIONAL: Sermon visit / evaluation by a member of the DCOM / BOM and / or UM clergy (may upload a video of a sermon to YouTube for DCOM to evaluate) Use FORM 14 – Sermon Feedback Form (found in Section 8) to provide evaluation of sermon to the SY. Annual Questions (1‐3 pages) which need to be answered by the SY and submitted to the DCOM prior to meeting. o Describe, briefly, your family, noting any recent changes in your family or its circumstances. o Describe any continuing education events completed or other progress in academic studies by summarizing content and reporting hours in attendance. o Describe your assignment to or involvement in a local church as well as your activities beyond the local church such as district or conference work, church camps, outreach, etc. o Describe your physical and emotional health. What do you do to take care of yourself? Report any changes in your health or any ongoing concerns. o Share about your devotional life? How are you growing spiritually? o What are your goals in ministry for the year ahead? What are the outcomes from your prior year goals?

Required interview questions:  Review and discuss any flags raised in a previous interview / paperwork  At this time, what do you feel is the nature of your call to ministry?  Share about a conflict situation in which you have been involved and how you dealt with it. Page 26

 How have you experienced the presence of God in your ministry?  Briefly describe your ministry setting and the work you are doing. What are some highlights from the past year? Where do you feel your ministry needs to be strengthened?

Suggested questions:  How is it with your soul?  What are your plans for the future...personally...for the church?        

Share about your devotional life. How are you growing spiritually? Do you have a favorite Bible passage? If so, what is it and why? What do you do to take care of yourself physically, emotionally, relationally? What is your understanding of the mission of the church? What excites you about ministry? What is your passion? What are your challenges? What is your experience with The United Methodist Church? How would you summarize the teachings of Jesus? How do you describe the Good News of Jesus to your congregation? What resources do you use (who do you contact) when you have questions? Who do you work with to provide the sacraments (baptism & communion) or to officiate for a wedding?

* There is some discussion concerning the length that a supply pastor is eligible to serve. Some annual conferences allow supply pastors serving at ¼ time to serve in an indefinite basis. Supply pastors assigned full time are limited to one year. This is still something that Holston AC needs to examine.‐‐TDG

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Certified Candidate See 2016 BOD ¶310

General Information:  



Credentialing standard: Fitness (spiritual, physical, psychological) and potential for effectiveness; Does this person demonstrate fitness for ministry? Does this person demonstrate the potential for transformational leadership? May request approval for license as a local pastor in the same interview with no additional paperwork requirements o Note: DCOM approves a candidate for license; the Bishop grants a license for pastoral ministry upon appointment Initial interview follows completion of all steps for certification; annual paperwork / interview required for continuation; maximum of 12 years as a certified candidate

Possible Actions:  

For certification: o Use Action Outline # 1 – Vote for Certified Candidate (found in Section 10) [individual written ballot; 3/4 majority vote] If also requesting approval for license as a local pastor: o Use Action Outline # 3 – Local Pastor – Approval of License for Pastoral Ministry (found in Section 10)  Choose one and note in the minutes of the DCOM and the candidates file.  “[Name] is exempt from LPLS through completion of more than 1/3 of a M.Div. degree.”  “[Name] is approved pending satisfactory completion of LPLS.”

Interview & credentialing requirements (min of 1 hour):     



 



Verification of baptized participant or professing member for at least one year Written request to DS to start candidacy Safe Gathering certification Candidacy Summit attendance Theological Statement / Statement of Call ‐ Suggestion to provide to PRC before PRC approval; Additional (new) questions for theological statement: o Describe the most formative experience of your Christian life. o How is God calling you to licensed or ordained ministry and what role does the church have in your call? o How do you understand the orders of elder, deacon or licensed ministry? Where does your call fit into these orders? o Describe your support system. How might your personal relationships affect your future ministry? PRC must meet and complete the appropriate section of FORM 01 – Declaration of Candidacy for Licensed or Ordained Ministry and Approval of the PPR or Equivalent Body (found in Section 8) and the PRC must recommend person as a candidate for ministry to the Charge Conference which must then vote and recommend person as a candidate to the DCOM. Candidate must supply FORM 02 – Initial Approval of the Charge Conference for Certification as a Candidate: recommendation following written ballot with 2/3 approval o PRC recommendation is a prerequisite Background check authorization form Completed psychological assessment

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      

FORM 16 – Notarized Disclosure / Highest ideals statement (Found in Section 8) FORM 103 – Medical Summary Report of Ministerial Candidate (Found in Section 8) FORM 102 – Biographical Information Form (Found in Section 8) Person shall submit completed FORM 01 – Declaration of Candidacy for Licensed or Ordained Ministry and Approval of the PPR or Equivalent Body (found in Section 8) DS will submit FORM 05 – District Superintendent Fitness Report for Certified Candidates and Approval for License as a Local Pastor (found in Section 8) to the DCOM Supervising pastor report (if serving as SY): Use FORM 06 – Supervising / Sending Pastor Fitness of Ministry Report for Certified Candidates (Initial Certification and Continuation) and Initial Approval for License as a Local Pastor. Transcripts for all education (high school or equivalency and higher)

Note: If candidate is also requesting to be approved for license as a local pastor, use required and suggested questions from both the Certified Candidate and License Local Pastor guides.

Required interview questions:

 Discussion of any flags raised in the psychological assessment and / or background check. Use the Behavioral Health Guidelines for general standards / expectations.

 Tell us about your personal faith journey. Briefly describe an experience that shaped your Christian life.

 How has the candidacy process affirmed that your call is to licensed or ordained ministry? To

 

which credential / order are you feeling called and why? If the call is to ministry as an Elder, share your understanding of itinerancy. How will itinerancy be different from your current situation? Are there limits to your willingness to itinerate? What are your gifts for ministry? What is an example of fruit that has come from your gifts? What is your understanding of grace? How would you describe your understanding of God, Christ and the work of the Holy Spirit?

Suggested interview questions:

 Questions related to the submitted material, i.e. sermon, theological responses, assessments, etc. – particularly if the material is unclear or incomplete.

 What have you learned about yourself through participation in the Residency in Ministry program?

 Paul talks about coming to a “sober judgment” of ourselves (Romans 12:3, NRSV).         

What is your “sober judgment” of your gifts and growing edges? How have you used your gifts and compensated for your growing edges in your ministry? How has your ministerial education and experience helped you address the deeper theological questions like suffering in your preaching and teaching? How do you understand the saving work of Jesus Christ? The work of the Holy Spirit? What is your understanding of the specifically Wesleyan understanding of grace? Describe your ethic for ministry. What values are most important for you? In addition to scripture, what “sources of authority” do you use to guide your ministry? How do you understand the covenant connection? How have you experienced the connection? How do you care for yourself – emotionally, mentally, spiritually, and physically? Share about your understanding of boundaries in ministry. How do you prepare persons of different ages and abilities to understand about baptism and communion? What is your administrative or leadership style? What are the strengths and challenges associated with this style or styles of leadership? Share your understanding about the differences in ministry between local pastors, associate membership, deacons and elders. How do you see / understand these different types of ministry working together?

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Image courtesy of Brett Jordan @brett_jordan As Found at Unsplash.com

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Provisional Membership Considerations As the DCOM begins thinking about Provisional Membership, Holston AC has three options for persons seeking that relationship. The DCOM may either:  Approve the Candidate by a ¾ majority vote. If the person does not receive a ¾ majority vote to proceed with Provisional Membership, then the DCOM must choose one of the following options. (majority vote)  Defer the Candidate (giving specific reasons for the deferment). The person may reapply the following year after addressing the reasons for deferment.  Discontinue the Candidate (effectively saying that the person is not qualified to serve in ministry—specific reasons must be recorded in the minutes for outlining the reason for the discontinuance.) The person would no longer be in the candidacy process and would have to seek readmission at a later date by coming back before the DCOM that made the motion to discontinue. At that point the DCOM would need to review the reasons for discontinuance and decide if they were still valid.

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Provisional Membership See 2016 BOD ¶324

General information:    

Credentialing standard: Readiness in the areas of Call / Disciplined Life, Proclamation / Discipleship and Theology / Doctrine; Does this person demonstrate a potential for a ministry of fruitful and transformation leadership? Review academic background. Consider field education experiences, internships and other practice of ministry experiences (volunteer or credentialed) to assess developing areas of competency; how has theological understanding evolved / developed since certification? If approved, will interview with BOM using same paperwork; if denied / deferred, will need DCOM approval of alternative status (continued certification as a candidate or approval for license) or be discontinued; if denied / deferred by BOM, will need BOM approval for alternative status

Possible motions and actions:   

If the DCOM wants to recommend that a person become a Provisional Elder or Deacon, use Action Outline #6: Provisional Membership Recommendation. Check appropriate boxes on form [3/4 majority] If the DCOM wants to defer the individual for another year, there should be an entry in the DCOM minutes that states: “I move that [name] be deferred for a year for reasons that include [list reason(s) for deferral]”.[majority vote] If the DCOM wants to discontinue the person, then the DCOM should enter into the minutes the following statement: “I move that [name] be discontinued [as a candidate provisional membership] effective [date], for reasons that include [list reason(s) for discontinuance].” [majority vote]

Interview & credentialing requirements (min 1 hour) (BOM interview after recommended by DCOM):            



Certified candidate for one year (defined as one year by the time of commissioning) Official transcript(s) documenting educational requirements per status request ‐ must be in final year of educational requirements with graduation before July 1 of the commissioning year (sent to BOM registrar) Safe Gatherings certification FORM 103 – Certificate of good health ‐ update if more than seven years old Background check ‐ update if report is more than seven years old Psychological assessment ‐ update if more than seven years old FORM 16 – Notarized statement ‐ update if more than seven years old APPLICATION 02 – Application for Clergy Relationship to the Annual Conference FORM 102 – Biographical Information Form DS report: FORM 08 – District Superintendent Readiness Report for Continued License as a Local Pastor and Provisional Membership Supervising pastor report (if applicable) Use FORM 12 – Supervising Pastor Report for Provisional membership and Continued Provisional Membership Sermon (video, manuscript / transcript & bulletin / order of worship): Use FORM 14 – Sermon Feedback Form Doctrinal questions 2016 BOD ¶324.9 Page 48

Required interview questions:  All of us are called by God into the “priesthood of all believers.” Why do you feel you are    

called into ordained ministry? Share your specific call to ordained ministry. What is your understanding of the meaning of ordination? What leadership have you taken in the local church (as a lay person or local pastor)? Share about some formative experiences you’ve had while leading in the local church. Why are you United Methodist? Or, for persons transferring from other Methodist or other Christian denominations, why do you want to be a clergy member of the UMC? Is there a different standard of holy living required for the ordained clergy (as compared to licensed clergy or laity)? Explain your answer. Is your family supportive of your desire to be a UM pastor? If seeking commissioning as a provisional elder, will you (and your family) willingly and obediently itinerate at the direction of the Bishop and cabinet? What do you understand are the possible consequences of limiting your availability for itinerancy?

Suggested interview questions:  Questions related to the submitted material, i.e. sermon, theological responses,           

assessments, etc. – particularly if the material is unclear or incomplete. What have you learned about yourself through your seminary experience? At this point, the Board is looking for “readiness” for ministry. Based on your current educational and practical / ministry experiences why do you think or feel that you are “ready” for provisional membership. What do you anticipate will be among your greatest joys and greatest challenges as you experience being appointed as a provisional member? Distinguish between the specific types / forms of ministry of the local pastor, deacon and elder. In what ways have you grown in your understanding of the person and work of Jesus Christ since you were certified as a candidate or first approved for appointment as an OE / OF? If recommended for provisional membership, what do you understand to be the next steps as you move towards ordination / full membership? Describe your ethic for ministry. What values are most important for you? In addition to scripture, what “sources of authority” do you use / anticipate using to guide your ministry? How do you understand the covenant connection? How have you experienced the connection? How do you care for yourself – emotionally, mentally, spiritually, physically? Share about your understanding of boundaries in ministry and ways you protect your boundaries. How has your theology changed since you have started your formal theological education? What would you anticipate including in a thematic sermon for Pentecost? Trinity Sunday?

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Other non‐Methodist Denomination / Fellowship Approved for Appointment (OF) See 2016 BOD ¶346.2

General information:   

Credentialing standard: Readiness for service in the UMC; Effectiveness in past service in another denomination; has this person demonstrated effectiveness in previous service settings? OF clergy must meet with DCOM within five months of start of appointment (or the next scheduled DCOM interview). OF clergy will meet annually with DCOM until completion of UM studies (generally 1‐2 years or a total of 2‐3 interviews). Following completion of UM studies, the DS will certify to the BOM registrar that the OF continues to be Safe Gatherings certified and is meeting at least annually with the DS for supervision.

Possible motion: 

“I move that [name], credentialed and in good standing in [other Christian denomination / fellowship], be recommended to serve an appointment in the Holston AC.” [majority vote]

Interview & credentialing requirements for initial credentialing (min 45 minutes): DS will work with BOM registrar to receive “*” requirements prior to the start of the appointment.  *Safe Gatherings certification  *Copy of credentials (needs to be an ordination certificate not a license to preach)  *Assurance of Christian faith and experience (certification of good standing in denomination and recommendation of Holston clergyperson)  *Agreement with and support of UM doctrine, discipline and polity  Current certificate of good health  Background check  Psychological assessment  FORM 16 – Notarized Disclosure Form  APPLICATION 08 – Application to Serve as an Other Fellowship (OF) Pastor in Holston AC.  FORM 102 – Biographical Information Form  Official Transcripts documenting college and seminary work (sent to BOM Registrar)

Interview & credentialing requirements while completing UM studies (min 30 minutes):    

Safe Gatherings certification APPLICATION TBD PRC report – from church individual is serving. DS report: Use Form 8: District Superintendent Readiness Report for Continued License as a Local Pastor, Other Fellowship or Provisional Membership

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Required interview questions:  

First year: What has brought you to appointed service in the Holston AC of The United Methodist Church? What differences have you experienced compared to your denomination? What similarities? Ongoing years: What have you learned from your UM studies class(es)? What do you understand to be your next step(s) in credentialing?

Suggested interview questions:    

What is your understanding of some of the unique characteristics of the UMC? What does your support system look like? How do you care for yourself physically, mentally, emotionally and spiritually? What has been your greatest joy and greatest challenge in ministry? Why? Consider other questions listed on the “Continued Local Pastor, mentoring required” page

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Other Methodist / Other Denomination (OF) transfer See 2016 BOD ¶347

General information:  Credentialing standard: Readiness for service in the UMC; Effectiveness in past service in   

another denomination Must consult with DS for episcopal willingness to receive transfer before starting the credentialing requirements. Other Methodist / Other Denomination clergy will only be received as a provisional member or local pastor (depending on educational equivalence). BOM registrar, in consultation with the General Board of Higher Education and Ministry, will determine educational equivalence. DCOM (for local pastor and provisional member transfers) and BOM (for provisional member transfers) will consider the transfer request and recommendation / approval of local pastor or provisional member status only after (1) the Bishop has indicated a willingness to receive the OE / OF clergyperson by transfer and (2) the BOM registrar has verified educational equivalence.

Once a person’s educational equivalency is determined, the person will either be classified as having met the standards of a Local Pastor or the standards of Provisional Membership. It will be the role of the DCOM to then determine if those that have met the standards for Provisional Membership are to be recommended to the Board of Ordained Ministry for Provisional Membership. Persons would not come directly to the BOM just because they have met the standards for Provisional Membership. DCOM should use the “Continued Local Pastor, mentoring required” information for persons requesting to be received as a local pastor. DCOM should use the “Provisional Membership” information for persons requesting to be received as provisional members. Use Action Outline #6 ‐ Provisional Membership Recommendation (found in Section 10) If either DCOM or BOM discern that an OE / OF clergyperson is not ready for transfer, the clergyperson may be continued in the current OE / OF status.

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Section 4: Policies and Processes

Conflict of Interest / Recusal Plagiarism UMCares Plus Candidacy Summit Psychological Assessment and Background Check Certified Lay Ministry Local Pastor Licensing School Course of Study Residency in Ministry Mentoring Ministerial Education Fund

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Conflict of Interest / Recusal The guidelines set for the Board of Ordained Ministry shall also govern the DCOM work. Holston AC BOM Guidelines for Information Sharing and Recusal Purpose Statement and pre‐assumptions:  In the BOM interviews, our desire is to have the maximum pertinent information shared with the Board, presented with integrity and fairly for all parties  When there is any information to be shared outside of the information the whole Board has on a candidate, that can result in advantage or disadvantage for the candidate.  Any information shared must be shared with professionalism and integrity.  We would prefer full participation of Board members in both discussion and voting on candidates, but recusal is an option.

Guidelines:  If one shares information at interviews that is not in the candidate file, one must first disclose    

their relationship with the candidate. The Board may request elaboration of the relationship and the circumstances of the information being shared. Any information to be shared must be substantive, fact‐based, empirical and relevant to the process of becoming clergy and as to the role of clergy. New information shall not be shared after the interview unless the candidate has an opportunity to respond. If a Board member feels they cannot fairly evaluate a candidate based on the information they have, they shall voluntarily recuse themselves. If a Board member is a family member of a candidate, they will recuse themselves.

Note: For these guidelines, recusal means to remove oneself from the discussion of and voting on a candidate by leaving the room.

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Plagiarism: Plagiarism constitutes the copying of others’ work and submitting it in as your own. Plagiarism may be intentional or unintentional. Candidates are responsible for ensuring accurate citation of all non‐original work that is included in submitted documents – including work previously published by the candidate in a different document / source. Plagiarism may include (but is not limited to):  Submitting someone else’s work as your own, in whole or in part  Copying sentences or ideas from someone else without giving credit (citation)  Failing to identify a quote with quotation marks  Providing incorrect information about the source of a quotation  Changing words but essentially copying the sentence structure or general idea of a source without providing credit  Copying so many words or ideas from a source (or sources) that it comprises the majority of your work, whether you give credit or not (All the above is adapted from: http: / / www.plagiarism.org / plagiarism‐101 / what‐is‐plagiarism) Actions of plagiarism will not be tolerated and may result in the denial of the requested status and / or discontinuance.

Process to identify plagiarism: The Holston AC BOM may use plagiarism software to check submitted documents for possible plagiarism. Any document submitted to a DCOM or BOM may be checked with this software. At a minimum, the sermon, Bible study (if required for requested status) and theological questions will be submitted to identify duplication for candidates requesting:  Provisional Membership and Commissioning  Associate Membership and Recognition  Full Membership and ordination as a Deacon or Elder The BOM Registrar will oversee the submissions and provide initial interpretation of results. Identified duplication may be deemed benign (such as the use of common phrases, i.e. “scripture, tradition, reason, and experience” or repetition of a Disciplinary question in a response) or problematic (such as substantial duplication of a sermon illustration or theological / scriptural interpretation without citation). At the Board level, review of the submitted document and identified duplication will be automatic when a document contains more than 20% total duplication. The Registrar will complete the initial review of the identified duplication and report findings to a review team assigned by the BOM. The review team will determine which reports need referral to the appropriate BOM Interview Team and / or Board of Ordained Ministry for further conversation with the candidate, response and / or action.

UMCARES / UMCARESplus:

Currently Holston AC does not utilize UMCARES (United Methodist Candidacy and Record UMCares Plus in this manner. Entry System) is a software database used by the However, there is a possibility that General Board of Higher Education and Ministry we will begin to utilize the system in (GBHEM) to track the credentialing (candidacy) progress this manner. of an individual and / or for the psychological assessment process (for Conferences that use GBHEM for the psychological assessment). As soon as a person becomes a Declared Candidate, their contact information is entered into UMCARES by the DS or their designee. Page 56

UMCARES plus is an expansion of the basic system used by the Holston AC to track candidates and digitally store credentialing related information for all levels of credentialing that involve the DCOM or BOM using Conference based credentialing tracks. UMCARES / UMCARESplus includes the GBHEM tracks of Candidacy, Psychological Assessment and Psychological Assessment Non‐Trad / Retake Each Track has designated Steps, outlining tasks which must be completed. It is the responsibility of the person seeking credentialing to ensure the steps are completed. Specific directions for each track and step are in UMCARES / UMCARESplus. Consult the Help section of UMCARES / UMCARESplus for tutorials and “How to...” information.

Candidacy Summit: The Candidacy Summit is a one to two‐day retreat that kickstarts the candidacy process. It is an opportunity for discerning candidates to (1) connect with others who are exploring and starting the licensing or ordination process; (2) learn about different types of clergy credentialing and the options for licensed / ordained ministry; and (3) prepare for service to God through the United Methodist Church. Most participants will also complete the testing that is part of the required psychological assessment and begin the required background check. During the Summit, discerning candidates are assigned to candidacy mentoring groups and complete specific mentoring sessions. The Summit represents a commitment from the discerning candidate and from the church that both are serious about discerning God’s call for a discerning candidate’s life and taking their place in the leadership of the United Methodist Church. The Candidacy Summit is typically held annually on the second full weekend in January.

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Psychological Assessment & Background Check: All persons seeking credentialing through the Holston AC are required to complete a psychological assessment and background check. The only exceptions are persons from other Conferences or other Methodist denominations (OE status) who seek to be approved for appointment and do not intend to transfer their credentials to the Holston AC. Persons from other Methodist denominations who wish to transfer to Holston must complete the background check and psychological assessment processes. Both the background check and psychological assessment processes start with the submission of the Holston authorization form to the Annual Conference Director of Clergy Services who oversees both processes. A fee is assessed by the Holston Board of Ordained Ministry to cover a portion of the cost of these documents. The remaining cost is covered by the Board of Ordained Ministry’s budget. The Holston AC uses the Behavioral Health Guidelines from the General Board of Higher Education and Ministry in evaluation of the background check and psychological assessment. If any flags or issues are identified, the Annual Conference Director of Clergy Services will communicate the issue(s) with the DS and the DCOM registrar.

Psychological Assessment: “The Holston AC uses the General Board of Higher Education and Ministry and UMCARESplus in the completion of the psychological assessment. The Psychological Assessment Report is based on:  The Effective Ministry 360 (EM360) Feedback Report found in the Candidacy Track  Information provided by the candidate in a Personal Data Inventory found in the Psychological Assessment Track  Completion of the online psychological assessments found in the Psychological Assessment Track  Interview with the Ministry Assessment Specialist (MAS) Currently the psychological assessment consists of the Minnesota Multiphasic Personality Inventory 2 (MMPI‐2), 16 PF Basic Interpretative Report (16 PF) and an Incomplete Sentences Blank (ISB).” Persons seeking to be certified as a candidate who are not currently assigned as a SY, normally complete testing as part of a Candidacy Summit. All other persons (SP, LM, OF, etc.) complete testing with a proctor assigned by the Annual Conference Director of Clergy Services (usually in consultation with the DS). All steps in the UMCARESplus psychological assessment track must be completed before the Annual Conference Director of Clergy Services will request the testing packet. The Annual Conference Director of Clergy Services receives the final report from the designated MAS. A copy of the report is not provided to the candidate. The Director of Clergy Services will send a copy to the DS, who can share, if requested, with the DCOM. A completed report will take a minimum of four weeks to complete – and may take much longer depending on the candidate’s responsiveness.

Background Check: The Holston AC uses the services of Safe Gatherings for the background check process. The candidate, under instructions from the DS, submits an initial request to Safe Gatherings who sends an information packet to the candidate. A completed report provides 15 years of information (or back to age 18) and includes a national criminal background check, a credit check, a vehicle records check and references requested from past employers and educational institutions. Safe Gatherings sends the completed report to the Annual Conference Director of Clergy Services and a copy to the DS who may share with the DCOM, if requested.

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A completed report may take up to three months from the time the candidate submits information to Safe Gatherings – or longer if information is incomplete or the candidate has resided outside the United States.

Eight Year Assessment (EYA) Beginning in January 2020, the annual conferences of the United Methodist Church are required to begin an Eight Year Assessment (EYA) process within each annual conference. The details for Holston AC are still being finalized at the time of this writing. The DCOM’s may or may not have a role in that process as it rolls out within Holston. Should the DCOM’s be charged with a role in this process, then supplemental instructions will be given to the DCOM’s on what they are expected to do.

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Certified Lay Ministry (LM):

Some items in this section are not currently a part of the Holston AC process. Consider this section to be a possible future option, but not one that will happen anytime soon.

(education & credentialing) The primary intent for the Certified Lay Minister (LM) at its inception was to serve as a congregational leader in smaller churches as part of a ministry team under the supervision of a clergyperson. LMs may preach the word and guide the program ministry and mission of a congregation. However, LMs may provide leadership in many other contexts and have responsibility for other expressions of mission and ministry, both within the congregation and in the community, district, or annual conference. While LMs can provide the essential guidance and pastoral leadership and services necessary for effective mission and ministry in churches, they are not intended to replace clergy, but rather to work beside them and with them as part of a team ministry. As such, they do not wear clerical robes or stoles, and they do not have sacramental authority (such as serving Communion or performing baptisms). The educational program for Certified Lay Ministers is overseen by Conference Board of Laity. LM credentialing is primarily overseen by the District Committees on Ordained Ministry although final approval for LM status rests with Lay Servant Ministries. Someone may apply to participate in the LM education program without ever seeking credentialing or LM status. However, someone seeking to be assigned as a LM must complete both the educational and credentialing requirements. To be listed in the Business of the Annual Conference (BAC) report, the LM must be approved by DCOM and have successfully completed all required LM courses. While completing the LM classes, a LM may be assigned and listed in the Ministerial Directory & Appointment List when certified / approved by DCOM.

Local Pastor Licensing School (LPLS) LPLS is an intensive course designed to prepare people called to serve in pastoral ministry. LPLS focuses especially on the pastoral behaviors, practices, and theological framework necessary to enable people to thrive as pastoral leaders under appointment in the United Methodist Church. The 2016 Book of Discipline 2016 BOD ¶315.2(c) requires persons who are approved for license to either complete the studies for license (LPLS) or have 1/3 of a M.Div. degree completed. A DCOM may require a candidate to attend LPLS even if 1/3 or more of a M.Div. degree is completed. Before registration, a student must (1) be certified as a candidate by their District Committee on Ordained Ministry or (2) be serving as a SY and on a certified candidacy credentialing track. If neither requirement is met, a student may not register or participate in LPLS. (3) In exceptional circumstances, a DS may request the Director of Clergy Services to approve someone on a non‐sequential track so that the person may attend LPLS without first completing Candidacy Summit process and / or being certified by the DCOM. The Holston AC LPLS is currently offered annually in a three part format (typically the second weekend of August, September and October). ALL weekends must be completed in order to be eligible for a license for pastoral ministry. Contact the Annual Conference Director of Clergy Services for more information.

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Course of Study (COS) The Course of Study (COS) is prescribed by the General Board of Higher Education and Ministry – Division of Ordained Ministry (2016 BOD ¶ 1421.3d). It includes License School and the Five‐Year Basic Course of Study. In prescribing the COS, the Division of Ordained Ministry is responsible for developing curriculum, purpose and learning goals; providing resources; establishing, maintaining, and evaluating License Schools and Course of Study Schools (COS); keeping central records on all students, and reporting on student progress to each Board of Ordained Ministry every year.

Curriculum: The Basic Five‐Year Course of Study is a year‐round experiential and classroom learning process. This process assumes cooperation between the instructors in the Course of Study Schools and the clergy mentors in the annual conferences. Each Regional Course of Study School shall offer all 20 courses of the Basic Five‐Year COS and shall seek to meet the needs of both the full‐time and part‐time local pastors. Normally courses are to be taken in the sequence prescribed by the curriculum. At a minimum, students are expected to take first year courses in the first year of study and fifth year courses in the final year of study.

Regional Course of Study Schools: Regional Course of Study Schools are established by the Division of Ordained Ministry at locations central to the student populations, taking into consideration such factors as availability of United Methodist theological school faculty, library resources, dormitory space, the density of student populations, etc. Full time local pastors shall attend one of the approved Regional Course of Study Schools.

Extension Schools for Part‐Time Local Pastors: Some local pastors serve churches on a part‐time basis. Some of them are bi‐vocational and are unable to attend a Regional Course of Study School. In such cases, where numbers make it sustainable, The Division of Ordained Ministry authorizes a Regional School to have an Extension site. These classes are available in a week end format.

Hybrid and Online Classes: Most of the basic Course of Study classes are available in an online format through the GBHEM’s Division of Ordained Ministry. Some Course of Study schools are also exploring the possibility of online courses. By Discipline, no more than one‐half of the classes may be taken in this format. 2016 BOD ¶322.1(3) For more information, please download FORM 110 from: http: / / www.gbhem.org / education / licensing‐and‐course‐study / resources‐forms Some schools are also developing or offering classes in a hybrid format – part online and part in‐ person. These classes are considered “in person.” From: http: / / www.gbhem.org / education / licensing‐and‐course‐study

Holston Course of Study policies: Adequate progress in studies is a requirement for continuation of a license as a local pastor (2016 BOD ¶319). Course of Study is required (and scholarships available) only when someone approved for license is under appointment (and granted a license).  For local pastors who are completing an undergraduate or seminary degree, adequate progress means completing a sufficient number of courses each year to graduate within the time frame set by the school (usually eight years).  For local pastors who are completing the Course of Study, adequate process is contingent on the percentage of the appointment. o 1/4 time local pastor – one class per year o 1/2 time local pastor – two classes per year

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

o 3/4 time local pastor – three classes per year o Full‐time local pastor – four classes per year

Four classes is the maximum number of Course of Study classes that can be completed in an academic year. An exception of one additional class in a year may be requested by a student. Such a request may be granted by the COS school on a case by case basis, only after approval of the request by the DS and Annual Conference Director of Clergy Services, the director of the COS school and the General Board of Higher Education and Ministry. Local pastors who reach mandatory retirement age who (1) are still appointed and (2) have not yet completed the Basic Course of Study may continue with Course of Study classes, but will no longer be required to participate in Course of Study. Such pastors will not be eligible to receive COS tuition.

Transcript evaluation for Course of Study / Advanced Course of Study Equivalency: Graduate level education may be evaluated for equivalency credit for the Course of Study and / or Advanced Course of Study requirements. Undergraduate coursework will be considered for an equivalency evaluation in the Holston AC if the education was completed as part of a ministry degree program at a United Methodist school located in the Holston AC. Course work completed at a UM school outside the Holston AC may be considered for an equivalency evaluation at the discretion of the Board of Ordained Ministry Executive Committee. Upon a candidate’s request for an evaluation, the Annual Conference Director of Clergy Services will submit an official transcript or transcripts (provided by the candidate) to the General Board of Higher Education and Ministry Division of Ordained Ministry following the guidelines set by GBHEM (currently detailed at http: / / www.bomlibrary.org / wp‐content / uploads / 2016 / 10 / TranscriptEvaluationGuidelines.pdf). In general, the Board of Ordained Ministry will abide by the equivalency decision made by GBHEM, but evaluation of “credit from schools outside the United States or credit for some institutions not listed by the University Senate may require further consultation with the conference Board of Ordained Ministry” (GBHEM Transcript Evaluation Guidelines).

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Residency in Ministry (RIM) Since 2016, the Holston Residency program has included the following participants:  Commissioned Deacons following the completion of education requirements for full connection.  Commissioned Elders following the completion of education requirements for full connection.  Full‐Time Local Pastors upon completion of COS Full‐Time Local Pastors are not yet (Residency Year 1 only); starting in 2017, full‐time required to be in residency. This local pastors will complete 2 years of the Residency could be a future option. program; part‐time local pastors are invited to participate but participation is not required  Associates seeking their commissioning. The Holston AC Residency Program is a three‐year retreat model focused on developing greater knowledge and capacity in spiritual formation / discernment, leadership skills / effectiveness, theological integration, communication, navigating change, self‐care and pastoral care.

Mentoring Mentoring in the Holston AC takes a variety of different forms. Building a relationship, sharing information, facilitating growth and challenge, modeling for ministry and creating space for discernment are a few of the roles that a mentor may play. Most of the formal mentoring that takes place in the Holston AC does so under the direction of the Board of Ordained Ministry and the Office of Clergy Concerns with group‐ mentoring the norm. The different types of mentoring include: Candidacy Summit mentoring; Preparation for Ministry and Practice of Ministry groups for continuing certified candidates and local pastors required to be in a mentoring relationship; and Residency mentoring.

Ministerial Education Fund (MEF) and other scholarships Persons undertaking Course of Study, Advanced Course of Study or seminary classes (at a University Senate approved seminary) are eligible for scholarships administered by the Holston Board of Ordained Ministry (go to conference web page for APPLICATIONs). Course of Study, Advanced Course of Study and seminary work (first graduate theological degree) are eligible for Ministerial Education (MEF) funds.

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Section 5: Resources

Knowledge, Skills, Abilities & Personal Characteristics (KSAP’s) Behavioral Health Guidelines Physical Health Management of Personal Finances Mental Illness Alcohol Abuse / Dependence Chemical Abuse / Dependency Legal (General) Family Violence Divorce or Infidelity Sexual Misconduct Legal (Sex‐Related Crimes) Holston AC Sexual Ethics and Boundaries Guidelines Glossary of Terms Glossary of Acronyms

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Knowledge, Skills, Abilities, Personal Characteristics (KSAPs) The Board of Ordained Ministry of the Holston AC uses EM360 which contains four major areas – Knowledge, Skills, Abilities and Personal Characteristics to help candidates identify their strengths and growing edges for effectiveness in credentialed ministry in the Holston AC. This information is adopted from “Focus Group Results” by Richard P. DeShon which was part of a multi‐year study on clergy effectiveness in The United Methodist Church. A copy of the document is available at: http: / / www.gbhem.org / sites / default / files / documents / bom / bom_jobanalysisdeshon_0.pdf).

Definitions for KSAPs:

KNOWLEDGE: defined as an organized set of principles and facts applying to general domains             

Administration – Knowledge of the principles involved in the organization and coordination of people and resources. Calling to Ministry – The ability to experience, identify, and understand the inner urge to pursue the pastorate as a vocation. Church History – Knowledge of the history and development of the local church. Clerical – Knowledge of administrative procedures and systems, such as managing files and records, designing forms, using a computer, sending emails, and searching the internet. Community Demographics – Knowledge of the demographics of the community in which the local church exists and of the issues important to the people of those demographics. Community History ‐ Knowledge of the history and culture of the community in which the local church exists. Counseling Principles – Knowledge of principles, methods, and procedures for diagnosis, treatment, and rehabilitation of physical and mental dysfunctions, and for career counseling and guidance. Management Principles – Knowledge of the principles involved in motivating, developing, and directing people as they work. Psychology – Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; and the assessment and treatment of behavioral and affective disorders. Sociology – Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, and cultures. Theology and Scripture – Knowledge of philosophy about the existence and nature of God, religion, and Biblical text. Training Principles – Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training results. United Methodist Church Doctrine – Knowledge of the written body of teachings of The United Methodist Church.

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SKILLS: developed capacities that facilitate learning or the more rapid acquisition of knowledge                    

Active Learning – Seeking and rapidly integrating new information to improve current and future problem‐solving and decision‐making. Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. Calling to Ministry – The ability to experience, identify, and understand the inner urge to pursue the pastorate as a vocation. Conflict Management – Handling complaints, settling disputes, and resolving conflicts. Decision‐Making – Considering the relative costs and benefits of potential actions to choose the most appropriate one. Discernment – The capacity to know God’s will through the haze of one’s motives, the motives of others, and events that may be appear to be important but are actually trivial or irrelevant. Exegetical Skill – Communicating the meaning of Scripture and other religious documents in a manner that is comprehensible to others. Goal‐Setting and Feedback – Establishing long‐range objectives, specifying the strategies and actions to achieve them, and providing feedback about progress toward them. Motivating Others – Relating to others in a way that inspires them to want to do their best to complete a desired course of action. Multitasking – Performing two or more tasks simultaneously or rapidly switching attention between tasks. Negotiation – Working with others to arrive at a mutually agreeable resolution to a problem. Oral Communication – Composing and delivering information through verbal interactions in a manner that others understand. Problem‐Solving – Identifying problems and integrating information to formulate solutions. Public Speaking – Effective communication of a message to a group of individuals using the spoken word. Social Perceptiveness – Being aware of others’ reactions and understanding why they react as they do. Spiritual Disciplines – Use of the spiritual disciplines to facilitate spiritual growth. Teaching – Identifying the educational needs of others and providing effective instruction to improve their knowledge or skills. Teamwork – Accomplishing tasks directly by working as a member of a team or indirectly by helping members of a team to cooperate and efficiently coordinate actions and decisions. Time Management – Managing one’s own time and the time of others to efficiently accomplish goals. Written Communication – Communicating effectively in writing as appropriate for the needs of the reader.

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ABILITIES: enduring attributes of the individual that influence performance   

            

Adaptability – The capability to adjust actions in relation to new situations, others’ actions, or changes in the environment. Attention to Detail – Tendency to be careful about detail and thorough in completing work tasks. Authenticity – Tendency to consistently behave in a fashion that is consistent with one’s values, principles, and beliefs; to experience a sense of meaning or purpose underlying behavior; and to show vulnerability when appropriate. Autonomy – Tendency to develop one’s own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. Balance – Tendency to maintain a balance of important life activities related to profession, self, family, and friends. Calling to Ministry – The ability to experience, identify, and understand the inner urge to pursue the pastorate as a vocation. Cooperation – Tendency to be pleasant with others and display a good‐natured, cooperative attitude. Dependability – Tendency to be reliable, responsible, dependable, and fulfilling obligations. Empathy – Tendency to be aware of, understanding of, and sensitive to other people’s experiences and emotions. Initiative – Tendency to take on responsibilities and challenges to accomplish goals. Integrity – Tendency to adhere to a strict moral or ethical code with a special emphasis on being honest to oneself and others. Learning Orientation – Tendency to develop one’s competence through expanding one’s ability and mastering challenging situations. Leadership – Willingness to lead, take charge, and provide opinions and direction when necessary to accomplish goals. Openness – Tendency to be receptive to ideas and people that are different from oneself. Passion – Tendency to experience and express enthusiasm in daily activities and interactions with others. Patience – Tendency to cope with pain, troubles, difficulties, or hardship, without complaint or ill temper.

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PERSONAL CHARACTERISTICS: personality, interests, experience   

            

Achievement Orientation – Tendency to establish and maintain personally challenging goals and exert effort toward achieving them. Attention to Detail – Tendency to be careful about detail and thorough in completing work tasks. Authenticity – Tendency to consistently behave in a fashion that is consistent with one’s values, principles, and beliefs; to experience a sense of meaning or purpose underlying behavior; and to show vulnerability when appropriate. Autonomy – Tendency to develop one’s own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. Balance – Tendency to maintain a balance of important life activities related to profession, self, family, and friends. Calling to Ministry – The ability to experience, identify, and understand the inner urge to pursue the pastorate as a vocation. Cooperation – Tendency to be pleasant with others and display a good‐natured, cooperative attitude. Dependability – Tendency to be reliable, responsible, dependable, and fulfilling obligations. Empathy – Tendency to be aware of, understanding of, and sensitive to other people’s experiences and emotions. Initiative – Tendency to take on responsibilities and challenges to accomplish goals. Integrity – Tendency to adhere to a strict moral or ethical code with a special emphasis on being honest to oneself and others. Learning Orientation – Tendency to develop one’s competence through expanding one’s ability and mastering challenging situations. Leadership – Willingness to lead, take charge, and provide opinions and direction when necessary to accomplish goals. Openness – Tendency to be receptive to ideas and people that are different from oneself. Passion – Tendency to experience and enthusiasm in daily activities and interactions with others. Patience – Tendency to cope with pain, troubles, difficulties, or hardship, without complaint or ill temper.

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Behavioral‐Health Guidelines (provided by GBHEM) In the process of selecting candidates for ministry District Committees on Ordained Ministry (DCOM) and Boards of Ordained Ministry (BOM) must discern each potential candidate’s “gifts, evidence of God’s grace, and usefulness” (Paras. 301.2 and 666.9). The constant pastoral concern for both the Church and candidates is to maximize effectiveness in ministry (on the positive end of the continuum) and minimize ineffectiveness and harm to all involved, both now and in the future. These mental and behavioral health guidelines seek to describe the boundaries of healthy functioning, beyond which distortions of health become serious problems for the church and its ministry as well as for the person involved. The central question is how experiences impact a person’s inner being or spirit and how a person’s inmost spirit transforms behavior patterns (I Cor. 13, Romans 12). Concern about a person’s mental and emotional status and behavioral patterns, including mental processing, emotional states, identity, personal boundaries, and responses to stress, are part of our pastoral concern in selecting candidates. Since our ministries are treasures of God in earthen vessels (2 Cor 4:7), we seek to discern how human vessels can be refined and strengthened in order to be more durable and useful in the ministry of Christ in the world. Where negatives exist, can they be sufficiently healed and transformed with the available resources to enable a candidate to incarnate love in ministry? Where positives exist, can they be used to strengthen trust, enable safety, and express grace and love in relationships without giving in to temptations and distortions? To address these concerns, the Division of Ordained Ministry’s Advisory Committee on Psychological Assessment offers the following Behavioral Health Guidelines as a resource in candidacy selection. As the title suggests, these are general guidelines rather than hard‐and‐ fast regulations. They relate to behavioral health issues, broadly defined, that our Committee believes are critical to effectiveness in ministry and the avoidance of misconduct. Our primary purposes in this effort:  to guide and advise DCOMs and BOMs  to assist BOMs in establishing their own standards  to provide a vehicle for BOMs to raise questions about standards  to flag areas of concern Our Committee proposes standards in the categories listed below, along with brief rationales explaining our sense of their importance. Most candidates will meet these standards immediately, but some may evidence critical behaviors or conditions that would require further exploration. Questions are provided to facilitate this exploration. If the results continue to raise concerns, the Board or Committee may need to take some action, such as postponement of the candidacy process (for further exploration or remediation) or, in serious cases, permanent disqualification. Each recommendation or guideline requires interpretation on a case‐by‐case basis.

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Definitions: Category: A general area of concern. Standard: A minimum requirement necessary to address the area of concern. Rationale: An explanation of the standard. Critical Behavior: A specific behavior or condition that indicates the standard has not been met. Exploratory Question: A recommended question which may assist in assessing whether a critical behavior does indeed violate the standard. Recommendation: A decision recommended when exploratory questions indicate that a standard is not met.

Category: Physical Health Standard: The candidate demonstrates no obvious physical health concerns. Rationale: Neglect of physical health is known to impair function in pervasive ways. Responsible preventive health care maximizes the functional abilities of the individual and minimizes the health care costs to the annual conference. The physical health concerns listed below may have a strong psychological component, and may reflect psychological disorders. Critical behaviors: (considered in cultural context)  Morbid obesity (Body weight 100 lbs or more above maximum ideal weight)  Markedly underweight (body weight at least 15% or more below the candidate’s healthy minimum weight)  An un‐treated, chronic, medical condition such as hypertension, diabetes, etc.  Non‐compliance with prescribed medical treatment for any condition Exploratory Questions:  How do you evaluate your overall physical health? What steps do you take to care for your physical health? When was your last medical checkup?  Do you have any current or chronic health problems? If so, what steps are you taking to care for yourself?  How does your physical health impact your ability to be an effective minister? Recommendations: Candidates should be able to articulate their plans for physical health care. Candidates with medical problems should demonstrate medical consultation and cooperation with treatment plans.

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Category: Management of personal finances Standard: The candidate is not in debt so as to embarrass the Church. Rationale: While this may not, on the surface, seem to be a behavioral health issue, personal financial management has to do with general maturity, including the ability to set priorities, maintain discipline and delay gratification. Difficulties in this area raise concerns about judgment and impulse control. Critical behaviors:  The candidate has been reported to a credit bureau for nonpayment.  The candidate has had money judgments filed against s/he. Exploratory Questions:  Describe the history (sequence) of your difficulties.  Are there extenuating circumstances? (Possible mitigating circumstances: major medical expenses, divorce. NOTE: Business failures and unemployment are not necessarily mitigating conditions, but require further exploration.) Recommendation: If the candidate has a history of having been reported to the credit bureau, then three years of a good credit history is recommended. If the candidate has a history of a personal bankruptcy, then five years of good credit is recommended. If the candidate has a history of money judgments, then it is recommended that the judgments be satisfied prior to continuance.

Category: Mental Illness Standard: The candidate has no current or recurring disqualifying psychological impairment. Critical behaviors:  The candidate has received a diagnosis of bipolar disorder, schizophrenia or any other psychotic disorder.  The candidate has received a diagnosis of a personality disorder.  The candidate has been hospitalized for psychiatric treatment.  The candidate has been prescribed psychiatric medications (including antidepressants and anxiolytics)  The candidate has attempted suicide. Exploratory Questions:  Describe the history (sequence) of your treatment for your difficulties.  What specific potential vulnerabilities do these difficulties create for your ministry, and how do you see yourself protecting both yourself and the people you would serve?  Would you be willing to authorize communication between those who have treated you and this committee? Recommendation: The more severe the psychiatric impairment, the more important the need for direct consultation with the treating mental health practitioners. The Board may wish to bring in its own mental health consultants in order to evaluate the candidate’s situation. The candidate has a history of remission from any moderately‐to‐severely impairing conditions for not less than five years without necessity for psychiatric hospitalization, though treatment may continue. The candidate has a history of responsible management of any mildly‐to‐moderately impairing conditions for not less than five years, and has an effective treatment program in place.

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Category: Alcohol abuse / dependence Standard: The candidate demonstrates no present abuse or dependence upon alcohol. Rationale: Alcohol abuse (short‐term intoxication) and / or alcohol dependence (chronic over‐ involvement) are mental disorders known to impair functioning in pervasive ways. Candidates who suffer from these disorders will have greatly limited effectiveness and are at much greater risk for professional misconduct. Critical behaviors:  a history of drinking to the point of intoxication  a history of arrest for driving while intoxicated  a history of an arrest for public intoxication  complaints by family or others regarding the candidates use of alcohol Exploratory Questions: The “CAGE” questions below may be helpful: two or more “yes” answers predicts alcoholism with about 75% accuracy. 1. Have you ever felt you should Cut down on your drinking? 2. Have people Annoyed you by criticizing your drinking? 3. Have you ever felt bad or Guilty about your drinking? 4. Have you ever had a drink first thing in the morning to steady your nerves or get rid of a hangover? (Eye‐opener) Where there is a history of alcohol use, the following questions may be helpful:  Are you currently abstinent, and if so for how long?  If you are abstinent, how and why were you able to become abstinent?  What are you currently doing to maintain abstinence? (Possible answers: Alcoholics Anonymous, outpatient chemical dependency counseling, other counseling) Recommendation: Consider requiring a minimum of one year’s sobriety prior to certification for candidacy. If any of the critical behaviors are recent (within five years), then consider requiring a formal “substance abuse evaluation” by a certified chemical dependency treatment specialist. If there is clear evidence of alcohol dependence at any time, then consider requiring participation in Alcoholics Anonymous (AA) or equivalent program and continued involvement in such a program for not less than five years prior to certification for candidacy.

Category: Chemical abuse / dependency Standard: The candidate demonstrates no present abuse or dependence upon either non‐prescribed pharmacologic agents or prescribed medications. Rationale: Chemical abuse and / or dependence are mental disorders known to impair functioning in pervasive ways. Candidates who suffer from these disorders will have greatly limited effectiveness and are at much greater risk for professional misconduct. Critical behaviors:  any use of illegal or non‐prescribed substances, including but not limited to marijuana, cocaine, hashish, hallucinogens, sedatives, amphetamines or other stimulants.

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 misuse of prescribed pharmacological agents of any type Exploratory Questions:  What is your history of chemical abuse or dependency?  Are you currently abstinent, and if so for how long?  If you are abstinent, how and why were you able to become abstinent?  What are you currently doing to maintain abstinence? (Possible answers: Narcotics Anonymous, outpatient chemical dependency counseling, other counseling) Recommendation: If the history reveals occasional and / or experimental use limited to an adolescent period, then consider requiring not less than five years of sobriety prior to certification for candidacy. If the history reveals any adult use of illegal substances, or any misuse of prescribed pharmacological agent, then consider requiring a formal chemical dependency assessment from a credentialed chemical dependency treatment specialist. A period of not less than five years of sobriety prior to certification for candidacy would also be appropriate.

Category: Legal (General) Standard: The candidate shall be respectful of the law and evidence legal responsibility in personal habits. Rationale: This may not, on the surface, appear to be a behavioral health issue, but similar issues around maturity, discipline, and judgment come into play. In addition, one’s approach toward the law often is a barometer of one’s respect for authority generally, and unresolved authority issues may significantly hamper clergy effectiveness. Critical behaviors:  More than three moving violations (traffic) within the preceding three years  An arrest or conviction for any misdemeanor  An arrest or conviction for any felony Note: "Conviction" includes a “no contest” plea without admission of guilt, deferred adjudication and / or probation. Recommendation: Candidates may have no more than three moving violations (traffic) within the preceding three years. A history of arrest for any misdemeanor or felony requires investigation of the circumstances of the arrest including review of the offense (police) report. Results of the investigation may require an appropriate period without history of difficulty or further arrest prior to certification for candidacy or continuance. A history of conviction for any felony is, under most circumstances, permanently disqualifying.

Category: Family Violence Standard: The candidate has a history of resolving family conflict in a nonviolent manner. Critical behaviors:  Any report or complaint (against the candidate) of family violence.  Any history that a law enforcement unit has been called to the candidate's residence because of his / her behavior.  Any report or complaint (against the candidate) to protective services for inappropriate treatment of children or adults.  Any history of protective orders against the candidate.

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Recommendation: The candidate shall ordinarily have not less than three years without reports as described. The presence of any critical behaviors requires an investigation into the facts and circumstances and an appropriate period may be required prior to certification for candidacy or continuance. The candidate shall acknowledge his / her behaviors and may have entered into family counseling or other appropriate treatment.

Category: Divorce or Infidelity Standard: If the candidate has been divorced, or if there is evidence of infidelity, the candidate must have done sufficient exploratory and reparative work to demonstrate and / or articulate the impact of the health of married life on quality of ministry. Critical behaviors:  A divorce in the past three years  A history of having been married more than twice  A history of infidelity Exploratory Questions: If a recent divorce:  What steps have you taken to understand the nature of your own contribution to the dissolution of the marriage?  What steps have you taken to move yourself through a healthy grief process? If multiple marriages:  What steps have you taken to identify and deal with any dysfunctional patterns in intimate relationships? In either case:  Have you maintained fidelity in marriage? If not, what steps have you taken to understand your actions and decisions so as to safeguard current or future marriage covenants? Recommendation: If there is a recent divorce (within 2‐3 years), then the candidate should be able to articulate any dysfunctional patterns in intimate relationship and have taken steps to safeguard current or future marriage covenants. If there is insufficient evidence that sufficient exploratory or reparative work has been done, the Board may wish to recommend or require a course of psychotherapy and / or other conditions, such as a delay of one year.

Category: Sexual Misconduct Standard: The candidate has no history, or complaints, of sexual misconduct or charges of sexual harassment having been brought against s/he. See addendum for definitions. Rationale: Candidates must model in their personal life and behavior a healthy and sacred view of sexuality so as not to misuse the clerical office. Critical Behaviors:  A history of complaints or charges (either formal or informal) of sexual harassment  A history of improper sexual conduct

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Exploratory Questions:  Have you ever had a complaint or charge (either formal or informal) of sexual harassment or misconduct brought against you? (If so, describe the circumstances.)  What steps have you taken to insure that the behavior does not occur in the future? Recommendations: Consider further assessment. The Board of Ministry should explore in an interview with the committee the steps the candidate has taken to identify and understand and deal with the psychological vulnerabilities that contributed to the behavior, and what safeguards the candidate has put into place to guard against the possibility of similar behavior in the future. The candidate should have no evidence of sexual misconduct for a minimum of three years. A candidate must articulate a plan to insure that such behavior is unlikely to recur. This plan may include intensive psychotherapy and / or ongoing supervision, or other conditions required by the Board.

Category: Legal – Sex‐related crimes Standard: The candidate shall have no history that poses risk of sexual harassment, sexual assault to adults or children, nor history of any sex‐related offense. Critical behaviors:  Treatment for any sex‐related crime.  Arrest, conviction, or written accusation for any sex‐related crime.  Written allegations of any sex‐related crime Recommendation: If the candidate has committed a sex‐related crime, he or she should be permanently disqualified. Certainly the candidate is entitled to be considered innocent until proven guilty, so a written accusation or arrest alone is not sufficient for disqualification, but either one would raise significant questions which the Board would need to explore in depth. The recommendation for permanent disqualification reflects the massive legal exposure an Annual Conference would take on were it to place in ministry a known sex offender. Behind that reality, however, is the awareness that currently available treatments for such offenses are of limited utility, with high rates of recidivism.

Sometimes we need to think about what we say…

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Holston AC Sexual Ethics and Boundaries Guidelines

HOLSTON ANNUAL CONFERENCE SEXUAL ETHICS FOR MINISTRY PROFESIONALS Statement of Covenant: We have been called into covenant with God and one another through the grace of Jesus Christ. This covenant, which we share together as Christ’s body, the Church, is intended by God to be a means of reconciliation, justice, faith, hope, and love. Sexual harassment and misconduct, and other like actions, disrupt the sacred covenant of God with us and are unacceptable in the community where Christ’s ministry of grace is proclaimed and experienced. Therefore, all Christians are called to identify and prevent sexual harassment and misconduct whenever, however, and wherever it is encountered. Preamble: In light of our covenant, it is the intent of this policy to provide for an experience of grace, justice, and reconciliation for both the aggrieved, the respondent and all affected parties when sexual misconduct is alleged or proven. Victims of sexual misconduct experience a devastating betrayal of trust. The victim(s) has trusted that the power and the authority entrusted to the ministry professional will be used for the well‐being of persons. In turning to that ministry professional, persons become vulnerable and trust that their vulnerability will be respected and not abused. When the ministry professional uses power to abuse and disrespect the trust and vulnerability of persons, the effects are painfully traumatic. Furthermore, we understand that while grace means that we are loved by God unconditionally, it does not mean that we escape the consequences of our actions. There may come a time when we can no longer continue in ministry or employment because our personal behavior is not compatible with the sacred office of the ministry. When incidents of sexual misconduct are alleged or proven, the greatest possible care shall be taken to assure that victims are not further victimized. When sexual misconduct occurs in a community, all are affected. When sexual misconduct has occurred, all who are hurt are encouraged to seek appropriate therapeutic assistance. Truth‐telling is risky and painful and may stir up strong feelings of fear and anger for both those who tell and those who hear. But, truth‐telling has the power to release persons accused and victims from secrecy, denial, and guilt that result from sexual misconduct. Therefore, truth telling must be encouraged and truth tellers must be protected. NOTE: The term “ministry professional” is used in this policy to include all ordained, licensed, consecrated and commissioned persons both male and female, married or single, serving in the Holston Annual Conference. This includes those ministers serving extension ministries, those who are on leaves, those who have been honorably located, and those who are retired. “Ministry professionals” also includes any person, professional or volunteer who serves in a position of leadership, power, or authority in a ministry of the Holston AC. A. DEFINITIONS 1. Sexual Misconduct: Is a chargeable offense for ministry professionals and lay people in the United Methodist Church. Chargeable offenses include: child abuse, sexual abuse, sexual misconduct, use of pornography, sexual harassment, gender discrimination, crime and immorality. Sexual misconduct is an abuse of power through sexual harassment, contact, or activity (not limited to sexual intercourse) in which the ministry professional violates the free choice or abuses the vulnerability of a parishioner (including children), client, church staff person, colleague or any other person who acknowledge the authority of the ministry professional; or causes or allows the parishioner, client, church staff person, or colleague to engage in inappropriate sexual behavior with the ministry professional. For a fuller Page 76

definition of sexual misconduct see Book of Resolutions 2016, Resolution 2044. It is an act not just against a single person, but against all members in a local church, the wider Church, fellow ministry professionals and God. At the core of this definition of sexual misconduct is the abuse of power that occurs when a person initiates or allows sexual behavior with or from someone who is in a position of trust and dependence in the relationship. Sexual misconduct breaks a sacred trust. Any such sexual misconduct is a violation by the ministry professional who then bears the responsibility for his or her behavior. Each alleged case of sexual misconduct requires an investigation and response that is in line with procedures outlined below in Section B When Sexual Misconduct is Alleged. 2. Sexual Harassment: Sexual harassment is a sin. The United Methodist Church defines sexual harassment in The 2016 BOD ¶161.J as “any unwanted sexual comment, advance, or demand, either verbal or physical, that is reasonably perceived by the recipient as demeaning, intimidating, or coercive. Sexual harassment must be understood as an exploitation of a power relationship rather than as an exclusively sexual issue. Sexual harassment includes but is not limited to, the creation of a hostile or abusive working environment resulting from discrimination on the basis of gender.” The 2016 Book of Resolutions, Resolution 2045 further clarifies, “It creates a hostile, offensive environment that can include unwanted inappropriate sexual jokes, repeated advances, touching, displays, or comments that insult, degrade or sexually exploit women, men, elders, children or youth.” Furthermore, sexual harassment can include inappropriate questions or comments about sexual behavior or preference, inappropriate comments about clothing or physical appearance, and / or repeated requests for social engagements. 3. Sexual Abuse: Sexual abuse is a form of sexual misconduct. When a ministry professional engages in sexualized behavior or conduct with a parishioner, employee, student, coworker, subordinate, client, or volunteer the ministry professional is engaging in sexual abuse. It can include coerced or forced sexual contact, intercourse or contact with children or youth, and sexual exhibitionism or display of sexual images or pornography. 4. Pornography: Is defined in the 2016 BOD ¶161.Q. It is “sexually explicit material that portrays violence, abuse, coercion, domination, humiliation, or degradation for the purpose of sexual arousal. Pornography sexually exploits and objectifies both women and men. Any sexually explicit material that depicts children is abhorrent and victimizes children.” The Book of Resolutions 2016, Resolution 2081 further clarifies our stance on pornography. To summarize this resolution at it simplest form, “We oppose all forms of pornography.” While sex and sexuality are Gods gifts to us pornography has the capacity to teach and encourage unhealthy, unrealistic and exploitive views of sex and sexuality particularly in the young. The church should be a place where heathy sexuality is encouraged and taught. B. WHEN SEXUAL MISCONDUCT IS ALLEGED It is the purpose of this policy to encourage proper standards of behavior and, thus, the disclosure of sexual misconduct. Therefore, it is important to protect those persons who truthfully disclose such misconduct. When an allegation of Sexual Misconduct is made to any ministerial professional, it should promptly be reported to the relevant DS or the Bishop. Any allegation of sexual misconduct involving a minor or any other person covered by State Mandatory reporting laws should also be reported to appropriate governmental authorities. The list of names of DSs and the Bishop and their contact information can be found at www.holston.org or by calling (865) 690‐4080 or toll‐free (866) 690‐4080. When a complainant contacts the DS or Bishop, they should be given a clear understanding of what it means to file a formal complaint. Explanations and examples can be found at www.umsexualethics.org.

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Upon receipt of a report by a DS or the Bishop, a prompt and thorough investigation into the allegations of sexual misconduct against any ministry professional will be conducted and, if needed, appropriate corrective action will be taken. Each investigation will vary in scope by the nature of the report and the related circumstances. When involving ministry professionals, the procedure may be governed by paragraphs 2016 BOD ¶362, ¶2701‐¶2719 and any other relevant paragraphs of the current Book of Discipline. All investigations will be handled with as much discretion as the circumstances permit to protect the privacy of the individuals involved. All persons having reported suspected sexual misconduct should refrain from contacting the person suspected of such conduct. Likewise, the persons suspected of such conduct shall refrain from contacting the complainant or alleged victim. All persons serving as witnesses in the investigation should refrain contacting the complainant or the respondent, in order to preserve the integrity and confidentiality of the investigation. All persons having received a report of sexual misconduct, including anyone specifically engaged to serve as an advocate or investigate such reports, shall keep all reports confidential, except as required by The Book of Discipline, where applicable, or necessary to investigate and resolve such matters, and / or to respond to any related legal or administrative proceedings. All allegations of sexual misconduct with minors or vulnerable adults occurring in the Holston AC will be reported to the appropriate governmental agencies, as required by mandatory reporting laws of each State in the Holston AC. C. STANDARDS OF MINISTERIAL CONDUCT 1. Ministry professionals related to the Holston Annual Conference are always accountable for the ways they respond to persons who ask for their ministerial assistance and over whom they have authority. Any breach of this ministerial relationship, ministerial responsibility, and ministerial authority is abusive and unethical. All those within the covenant of the church are encouraged to discern when particular collegial support, therapy, or other assistance should be sought for ministry professionals with regard to both clergy to clergy and clergy to lay relationships. 2. Ministerial self‐discipline requires self‐awareness. Personal integrity and mature professional conduct are a part of every ministerial relationship. This prohibits any sexual behaviors with a parishioner or client entrusted to his or her sacred care. Since the balance of power is always on the side of the ministry professional, it is the ministry professional who is always responsible for keeping the relationship free from sexualized behavior. This power difference makes consent impossible in the relationship. 3. All ministry professionals have the responsibility for developing healthy and ethical relationships with other persons. Married ministry professionals have covenanted to nurture and maintain a faithful marital relationship. The covenant also reminds single ministry professionals that dating relationships must maintain full attention to sexual conduct as understood in our Christian teaching, outlined in 2016 BOD ¶330.5.c (3) and ¶335.c (3). These standards apply to all ministry professionals as defined in this policy. D. SOCIAL MEDIA GUIDELINES Social Media is the ever‐expanding array of web‐based and mobile technologies used for both public and private communications. Examples include texting, emailing, video chat, picture / video sharing services and APPLICATIONs. Social Media can be a useful and increasingly necessary way of developing relationships and growing community. However, as useful as Social Media can be there are also potential pitfalls. Interactions on Social Media can seem much more private than they really are. Content may also remain accessible, even after it seems to have been deleted. The words and images we use need to be selected

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with care. The meaning and tone of words can be lost or misconstrued when removed from tone, body language and other context clues. Images of parishioners should not be posted without the consent of the people in them or of children without the consent of parents. Other images may be copywritten and we may not legally be able to post them. Therefore, care must be taken to exercise wisdom and discretion about what is posted, what sites are visited, messages that are sent and to whom. Messages and posts that contain words or images that can reasonably be seen as sexually explicit, offensive, profane, racist, sexist, demeaning, libelous, threatening, offensive and the like, even if no hurt or harm was intended, are inappropriate. Anyone who uses social media in ways that constitute misconduct is subject to discipline. Social media and its best practices may represent a shifting goal. There are some areas in which best practices do exist. The first best practice is to remember that you are a ministry professional even when you are on Social Media. Therefore, think that for the person reading a post it is in the voice of the Pastor, DS, Bishop, Church leader or other Ministry Professional that is being heard. When communicating with parishioners, the ministry professional should not delete those communications. Ministry professionals should seek and receive permission from parents / guardians before communicating with minors on social media; and all communications should be saved. Disappearing message APPLICATIONs and services should not be used by ministry professionals to communicate with parishioners, clients, youth or about church business or professional matters. As technology changes, our guiding principle of social media use must be: “Does this further the work of the Church and does it meet the high ethical standards of our calling?” E. RESPONSIBILITY FOR REPORTING SEXUAL MISCONDUCT AND HARASSMENT Because the Church is a place for healing and justice, it must recognize, prevent, and stop sexual misconduct and harassment. As a part of the covenant community of faith, all ministry professionals and laity bear sacred responsibility to address sexual misconduct and harassment as they become aware of such behavior. Both laity and ministry professionals bear responsibility for confronting one another with knowledge of sexual misconduct and harassment. Ministry professionals in particular are called not only to confront one another but to report sexual misconduct and harassment to the DS and / or the Bishop. Relevant State Mandatory reporting laws should also be followed. Every complaint will be taken seriously. When the covenant of trust has been broken by instances of sexual misconduct or harassment, there is pain and disruption throughout the covenant community. In those instances, the whole community is called to encourage and support an aggrieved person, care for one committing the offense and initiate complaint procedures as outlined in 2016 BOD ¶361 and ¶2701 through ¶2719. F. AVAILABILITY OF POLICY This policy shall be printed annually in the Journal of the Holston Annual Conference. Further, it shall be posted at www.holston.org continuously. It should be made available in at least one common area of every church in the Holston Annual Conference and kept on file in each church office. It is also strongly recommended that each church place a copy of the General Commission on the Role and Status of Women Flyer found here http: / / umsexualethics.org / wp‐content / uploads / 2015 / 06 / GCSRW‐ Sexual‐Ethics‐Flyer‐0420105‐Crops.pdf somewhere in their church. If any provision of this policy is in conflict with the current edition of The Book of Discipline of the United Methodist Church, the current Book of Discipline shall prevail. Such conflict shall not be grounds for invalidating this policy.

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ADDENDUM Further Definitions of Improper Sexual Conduct 1. Sexual harassment Includes solicitation, physical advances, or verbal or nonverbal conduct consisting of a single intense or severe act, or of multiple persistent or pervasive acts, by a candidate toward another individual, that are sexual in nature and occur whether in connection with the candidate’s clerical activities or personal life, and that are unwelcome, offensive, or create a hostile environment for the affected individual. 2. Sexual impropriety Sexual impropriety is deliberate or repeated comments, gestures, or physical acts of a sexual nature that include but are not limited to: a) behavior, gestures or expressions which may reasonably be interpreted as inappropriately seductive or sexually demeaning, b) making inappropriate comments about an individual’s body, c) making sexually demeaning comments to an individual, d) making comments about an individual’s potential sexual performance, e) in a counseling relationship, requesting details of a person’s sexual history when not clinically indicated for the type of consultation, f) requesting a date, g) initiating conversation regarding the sexual problems, preferences, or fantasies of either party, h) kissing of a sexual nature, i) sharing or displaying pornographic material with another person. 3. Deviant sexual behaviors Deviant sexual behaviors include, but are not limited to, behaviors such as pedophilia, exhibitionism, or other paraphilias, and preoccupation with pornographic materials for sexual stimulation and gratification.

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Glossary of Terms All ¶¶ numbers are from the 2016 Book of Discipline of The United Methodist Church. Annual Conference: A geographical area and organizational term. Defines a region that includes all UM churches and ministries in that area. Most clergy serving churches in that area are provisional, licensed or ordained members of that conference. Members of the annual conference meet yearly to approve business, set the budget, and promote ministry programs and other items of interest to the members. Each church also has a number of laypersons (equal to the number of their clergy or at least one) who vote on governance and policy for that conference. The annual conference votes to commission provisional clergy members, to ordain deacons and elders and to license local pastors for pastoral ministry. The Bishop appointed to that conference presides over the annual meeting and all matters affecting the ministry of that annual conference (¶11, ¶601‐¶657). Associate Members (AM): Licensed local pastors who have reached age 40, completed at least four years of full‐time service as a local pastor and the five‐year Course of Study and have been approved by the board of ordained ministry. They are not ordained, but are available for full‐time service and are guaranteed an appointment as clergy to a local congregation within the annual conference. Associate members have voice and vote in every matter except those pertaining to ordination, ordained clergy and voting for delegates to Jurisdictional and General Conference (¶321–¶323). Bishop: During a jurisdictional conference session, bishops are elected from among the elders, by lay and clergy delegates. Bishops oversee and supervise one or more annual conferences and meet with other bishops to lead The United Methodist Church. Bishops commission and ordain deacons and elders and appoint licensed local pastors, deacons and elders from the annual conference in which they lead. They are authorized to "guard the faith, order, liturgy, doctrine and discipline of the church" and to "lead all persons entrusted to their oversight in worship, in the celebration of the sacraments, and in their mission of witness and service in the world." Bishops elected in the U.S. serve in that capacity until retirement and remain on the Council of Bishops after retirement (¶401‐¶403). Board of Ordained Ministry (BOM): Each annual conference has a Board of Ordained Ministry consisting of deacons, elders, licensed local pastors or associate members, and laypersons who are appointed to that board by the bishop. The board recruits, nurtures and supports those in an annual conference who are seeking and preparing for ordained or licensed ministry and evaluates whether or not they have the gifts and grace for ministry and are ready to serve. The board is the "credentialing" body for clergy in an annual conference and is also responsible for continuing formation programs for clergy and for matters relating to changing conference relationships and clergy conduct (¶635). Book of Discipline (BOD): The book of law for The United Methodist Church that determines how the church governs itself. It includes historical information, doctrinal standards, laws and policies that can only be changed by the General Conference. After each General Conference session it is updated and reprinted based on decisions made by delegates of the General Conference session. Book of Worship (BOW): The basic handbook for worship services that reflects the theology of The United Methodist Church. It contains the order of services, the liturgy for Holy Communion (referred to as Word and Table), Baptism, marriage, funerals, healing and many other types of worship services. It also contains blessings, prayers and resources for weekly worship services and special celebrations. Cabinet: The Bishop and DSs when meeting as a body. Each annual and missionary conference has a Cabinet. Call, Call Story, or Calling: A specific experience or set of decisions, circumstances or other type of encouragement that lead an individual to believe that God has asked her or him to enter ministry. Many

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clergy will refer to being "called" to preach or serve. During the candidacy process, candidates for licensed or ordained ministry will be asked to write and / or talk about how they have discerned God's calling in their lives and how and where they believe God is calling them to serve. Campus Minister or University Chaplain: Campus ministers and university chaplains serve on college campuses across the United States and around the world. Some work in United Methodist campus ministry units (sometimes called Wesley Foundations). Some work in cooperation with other denominations in ecumenical campus ministries. Others are chaplains at United Methodist‐related colleges and universities. Ministry with students is an important part of the work, but these ministers are also concerned with faculty, staff and administration—in other words, they work with the whole campus. Some campus ministers and chaplains are ordained deacons and elders. Others are laypeople who have received training for ministry on campus. Candidacy / Candidacy Process: A discerning and preparatory period of time and the process by which those wishing to serve as licensed local pastors, deacons or elders apply, prepare and are evaluated by their annual conference to serve on behalf of The United Methodist Church (¶310‐¶314). Candidacy Mentors: Ordained deacons, elders, associate members or full‐time local pastors who have completed the Course of Study, who have been trained to provide guidance to candidates. They are assigned to lead mentoring groups, typically made up of up to 8 candidates. These mentors assist the candidate in understanding the process and further discerning their call as they work to become certified as candidates (¶310.1b, ¶311). Candidate: A person who is seeking recommendation or is enrolled in the candidacy process and wishes to serve as a licensed local pastor, deacon, or elder. Certified Candidate: Someone who is enrolled in the candidacy process; has been approved by their local ministry setting; has submitted requested information to the district committee on ministry; and has been interviewed, and approved to continue the process of moving toward licensing or ordination (¶311). Chaplain: Chaplains and pastoral counselors are elders, deacons or local pastors who engage in ministries of pastoral care in specialized settings. Endorsed chaplains and pastoral counselors are appointed to prisons, hospitals, the armed forces and counseling centers where they serve people in difficult places outside the local church (¶1421.5). Charge Conference: This refers to a meeting of the local church that includes every member of the church's governing body (such as a church council) as well as clergy appointed to serve that church. It meets at least once a year, usually in the fall, to review church goals and objectives, elect new church leaders, set clergy salaries, and recommend and continue persons for candidacy (¶246). The charge conference may be convened as a church conference which extends the vote to all professing members of the local church present at a church conference meeting (¶248). Clergy: Commissioned and ordained deacons and elders; associate members and licensed local pastors serving under the full or part‐time appointment of a bishop (¶142). Clergy Mentor: An ordained deacon, elder, associate member, or full‐time local pastor who has completed the Course of Study, who has been trained to provide guidance to (1) local pastors completing educational requirements or (2) provisional deacons or elders during the provisional period. They assist local pastors and provisional members in the process as these persons further discern their call and grow in effectiveness / fruitfulness in ministry.

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Course of Study (COS): Refers to prescribed classes taken by licensed local pastors for ministry preparation. Part‐time and full‐time local pastors attend the Course of Study while serving local churches. The full course takes at least five years to complete (four classes per year) (¶318‐¶320). Deacon: Deacons are persons called by God, authorized by the church, and ordained by a bishop to a lifetime ministry of Word, Service, Compassion and Justice to both the community and the congregation in a ministry that connects the two. Deacons devote themselves to the ministry of the Word, which includes sharing, teaching, and modeling the word of God. Additionally, deacons are called to a lifetime of servant leadership, serving both the congregation and the world. A deacon is called to serve all people, particularly the poor, the sick, and the marginalized, and to equip and lead the laity in ministries of compassion, justice, and service. The deacon's leadership role exemplifies Christian discipleship, equips and supports all baptized Christians in their ministry, and connects the church's worship with its service in the world (¶328‐¶331). Deaconess and Home Missioner: Deaconesses (laywomen) and home missioners (laymen) are professionally trained persons who have been led by the Holy Spirit to devote their lives to Christ‐like service under the authority of the Church. They are approved by the General Board of Global Ministries and commissioned by a bishop. They have a continuing relationship to The United Methodist Church through the General Board of Global Ministries. Deaconesses and home missioners are available for service with any agency or program of The United Methodist Church. Deaconesses and home missioners may also serve in other than United Methodist Church agencies or programs, provided that approval is given by the board in consultation with the bishop of the receiving area (¶1913‐¶1918). Discern: Synonymous with "decide." However, it carries an underlying assumption that the decision (generally to serve in ministry) is made with considerable thought, prayer, study and attention to God's call in one's life. District: One of several smaller geographic areas within a conference. Each church in an annual conference is also part of a district. Each district is supervised by at least one DS. The number of districts in an annual conference varies depending on the size of the annual conference. District Committee on Ministry (DCOM): An extension of the Board of Ordained Ministry that evaluates, certifies and recommends to the board of ordained ministry all those who apply to become licensed or ordained or request continued certification or licensing. The committee conducts annual interviews to certify candidates, recommend candidates for provisional membership and license all local pastors serving within the district (¶310‐¶314, ¶666). District Superintendent (DS): An elder appointed to serve as supervisor of the churches within a geographical area of an annual conference, called a district. They serve as extensions of the bishop's authority and supervise clergy serving within that district (¶419¶425). Elder: Elders are persons called by God, authorized by the church, and ordained by a bishop to a lifetime ministry of Word, Sacrament, Order and Service. Like all baptized Christians, elders are committed to a lifetime of service, although this service manifests itself in different ways than deacons or the laity. The elder embodies, or brings to life, Christ's teachings in servant ministries and servant leadership and gives pastoral leadership in ordering the life of the congregation for service. Elders devote themselves to the ministry of the Word, which includes primary responsibility for preaching and teaching the Word of God (¶332‐¶336). Endorsement: Endorsement is the process to ensure that pastoral counselors and prison, hospital or military chaplains are qualified and prepared to appropriately represent the denomination in their ministry setting (¶1421.5).

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Episcopal: Refers to something relating to a bishop. For instance, an "episcopal area" is the area under the supervision of a particular bishop. Extension Ministry: Refers to elders who serve in ministry outside of a local church setting. It includes such settings as conference administration, chaplaincy, pastoral counseling, teaching, etc. The bishop must appoint the elder to that position, although this typically happens at the elder's request and through consultation with the bishop (¶343‐ ¶345). Fellowship of Local Pastors (LP) and Associate Members (AM): The Fellowship provides mutual support for its members for the sake of the life and mission of the church. All licensed local pastors and associate members shall be members of and participate in the Fellowship (¶323). Full Connection: An ordained deacon or elder serves in "full connection" to an annual conference, as a member of that annual conference. This means that their life and work is amenable to the annual conference and that they are supported by and accountable to that annual conference. Ordained members in full connection have voice and vote in all matters related to the annual conference, to the clergy of that conference, to the general conference, and constitutional amendments of the UMC. General Conference: The international gathering and business meeting of the United Methodist denomination. It convenes once every four years, in a different location. There may be no more than 1000 delegates (half are ordained, half are laypersons) with the specific number set prior to each General Conference representing each annual and central conference. This body decides on petitions to change the Book of Discipline. It is the only body authorized to make decisions and speak on behalf of The United Methodist Church (¶8, ¶501‐¶511). Itinerate: Indicates that an ordained elder, associate member, or full‐time local pastor will agree to serve where the bishop appoints them. This system of appointments is referred to as itinerancy. Jurisdiction: A group of annual conferences within a geographical region in the United States. There are five jurisdictions in the U.S. (North Central, Northeast, South Central, Southeast, and Western). The Jurisdictional Conference meets every four years after General Conference and consists of representatives from each annual conference in that region. The conference's primary responsibility is to elect bishops for their jurisdiction (¶512‐¶537). Holston is part of the South Central Jurisdiction. Layperson: A member of a local church. In The United Methodist Church laypersons are responsible for leadership in all levels of the denomination – from the local church, to the district, to the annual conference, Jurisdictional Conference and General Conference. Laypersons are also involved at all levels of decision‐making about candidates for licensed and ordained ministry. Licensed Local Pastor (LLP): Someone who is not ordained as an elder or deacon but is appointed to preach, conduct worship and perform the duties of a pastor in a particular setting. In order to meet the requirements, a person must complete LPLS and receive an appointment to serve. Licensed local pastors must meet educational requirements (most often through attending the Course of Study) and meet with the DCOM annually for approval and eligibility for continued licensing. Licensed local pastors are not required to earn a Master's of Divinity or to itinerate, are not guaranteed an appointment and usually serve smaller congregations (¶316). Ministerial Assessment Specialist (MAS): A psychologist or other approved mental health professional approved by GBHEM to review and complete psychological assessments for candidates and clergy as required. The Holston BOM contracts with four psychologists located in different areas of the Conference to provide easier access for candidates to complete the assessment re

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Ministerial Education Funds (MEF): Scholarship money made available annually to seminary students who are attending University Senate approved schools. MEF scholarships are also available to Course of Study students and OF ministers completing the UM studies requirements. Ordained Ministry: The specific ministry of deacons and elders who have been ordained by a bishop to serve in The United Methodist Church (¶301‐¶304). Order of Deacon / Order of Elder: A covenant community within the church to mutually support, care for, and hold accountable its members for the sake of the life and mission of the church. These orders, separately or together, seek to respond to the spiritual hunger among clergy for a fulfilling sense of vocation, for support among peers during this stressful time of change in the Church, and for a deepening relationship with God. All ordained persons upon election to full membership in the annual conference shall be members of and participate in an order appropriate to their election (¶ 306). Ordination: Performed by the historic laying‐on of hands by the bishop. This signifies that the church affirms and continues its apostolic ministry through these persons ‐ empowered by the Holy Spirit. Those ordained commit to living and proclaiming the whole gospel. Persons may be ordained as deacons or elders. Deacons are ordained to the ministries of Word and Service. Elders are ordained to the ministries of Word, Sacrament, Order and Service (¶301‐¶304). Pastor / Staff Parish Relations Committee (PPRC or PRC): The committee in each local congregation that assists clergy and staff members in setting priorities for leadership and service to the church. Responsible for evaluating all candidates for licensed or ordained ministry from that congregation. To begin the candidacy process one of the first steps is for a candidate to be approved by this committee and by the charge conference of his or her local congregation. Candidates then apply to their DS and DCOM to continue the candidacy process (¶ 258.2). Polity: Refers to the rules and traditions of the UMC. It includes the Book of Discipline, history, practices, and beliefs of the denomination. Professional Certification: The church's recognition that an individual has met the required academic standards, experience, and continuing study necessary to achieve and maintain professional excellence. Persons may receive professional certification in one of the following areas: business administration, camping and retreat ministries, children's ministry, Christian education, communications, evangelism, music ministry, older adult ministry, spiritual formation, or youth ministry. Laypersons and clergy can receive professional certification and studies are available for undergraduate or graduate students. Paraprofessional certification is available for those who do not hold a Bachelor's degree. Provisional Membership: The step in the ordination process between certified candidacy and ordination. Once someone has been commissioned they serve as a provisional member of the annual conference. Those applying for ordination as deacons or elders must first serve as a provisional member for a minimum of two years (full‐time or the part‐time equivalent) following completion of educational requirements. After completing the requirements for provisional membership a person may apply for ordination and full membership in the annual conference. Provisional membership is completed when a person is ordained a deacon or an elder, or a decision is made not to proceed toward ordination and provisional membership is ended (¶¶ 324‐327). Seminary or Theological School: Term for post‐graduate school of theology. These schools educate and prepare people for ministry. They offer a wide variety of classes, from ancient languages, to urban ministry, to church history and Biblical studies. The United Methodist Church supports 13 theological schools and seminaries, and students preparing for ordination must graduate from an institution that is approved by the University Senate of the UMC.

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University Senate: The senate is an elected body of professionals in higher education created by the General Conference to determine which schools, colleges, universities, and theological schools meet the criteria for listing as institutions affiliated with The United Methodist Church. Students preparing for ordination must complete their educational requirements at an institution approved by the University Senate (¶¶ 1414‐18). Vocation: 1. a particular occupation, business, or profession; calling. 2. a strong impulse or inclination to follow a particular activity or career. 3. a divine call to God's service or to the Christian life. 4. a function or station in life to which one is called by God: the religious vocation; the vocation of marriage.

Photo Courtesy of Robert Koorenny @fujicanon As found at Unsplash.com

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Glossary of Acronyms Used by the Board of Ordained Ministry ALPS ......................................................... Appalachia Local Pastors School ALPS‐MTH ............................................... Appalachia Local Pastors School‐Memphis‐Tennessee Holston AC ............................................................ Annual Conference ACOS ........................................................ Advanced Course of Study AM ........................................................... Associate Member BAC .......................................................... Business of the Annual Conference BGTS ........................................................ B asic Graduate Theological Studies BOD ......................................................... Book of Discipline BOM (BOOM) .......................................... Board of Ordained Ministry BOMEC .................................................... Board of Ordained Ministry Executive Committee CCLSM ..................................................... Conference Committee on Lay Servant Ministry LM ........................................................... Certified Lay Minister CLS ........................................................... Certified Lay Servant COS .......................................................... Course of Study CRC .......................................................... Conference Relations Committee DCOM (DCOOM) ..................................... District Committee on Ordained Ministry DS ............................................................ District Superintendent DSA .......................................................... District Superintendent Assign (aka‐Supply Pastor) EYA .......................................................... Eight Year Assessment FD ............................................................ Full Deacon FC ............................................................ Full Connection FE ............................................................. Full Elder FTLP ......................................................... Full Time Local Pastor GBHEM .................................................... General Board of Higher Education and Ministry ICA ........................................................... Interim Change of Appointment JCML ........................................................ Joint Committee on Medical Leave KSAP ........................................................ Knowledge, Skills, Abilities, Personal Characteristics LOA .......................................................... Leave of Absence LSM.......................................................... Lay Servant Ministry LP ............................................................. Local Pastor LPLS ......................................................... Local Pastor Licensing School MAS ......................................................... Ministerial Assessment Specialist MEF ......................................................... Ministerial Education Fund OE ............................................................ Other Methodist Denomination OF ............................................................ Other Fellowship (Denomination) PD ............................................................ Provisional Deacon PE ............................................................ Provisional Elder PTLP ......................................................... Part Time Local Pastors RIM .......................................................... Residency in Ministry RA ............................................................ Retired Associate RD ............................................................ Retired Deacon RE ............................................................ Retired Elder RL ............................................................. Retired Local Pastor SEBTF ....................................................... Sexual Ethics and Boundaries Task Force SY or SP ................................................... Supply Pastor VLOA ........................................................ Voluntary Leave of Absence

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Section 6: Board of Ordained Ministry Guidelines Material included in this section is to help the Board of Ordained Ministry better fulfill its role in nurturing and guiding persons through the process of becoming either: an elder, a deacon, or an associate member of the annual conference. Prior to this stage, all persons have been under the care and direction of a District Committee on Ordained Ministry. Once a DCOM presents someone for commissioning as a Provisional elder or deacon or as an associate member, then the Board of Ordained Ministry takes over. Items in this section reflect a Great Plains AC approach that we may not fully adhere to in Holston AC. Nevertheless, they are included as aspirational concepts that we may or may not fully adopt. There is still much thought that needs to be put into the BOM relationship with candidates as they move toward full connection with the annual conference.

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General Information about Board of Ordained Ministry Interview Practices  The Board of Ordained Ministry interviews all persons approved by a DCOM for provisional or  

associate membership (or approved for transfer and reception as a provisional member) on a specified date each year. The Board will also interview all persons requesting full membership on a specified date each year. Interviews for continued provisional membership will take place during yearly meetings of the BOM.*

The Provisional Process Holston AC adds onto the Book of Discipline requirements for admission into the Provisional process. The BOD allows persons that have completed half of their M.Div. requirements and half of their Basic Graduate Theological Studies to apply for Provisional Membership. In Holston AC, we require the person to be completely through seminary before we allow him or her to be commissioned as a Provisional. However, persons may apply at the beginning of their final year in seminary. This allows us to keep everyone on the same type of playing field when it comes to evaluation, i.e., everyone is serving in an approved setting. No one is still in school. (*Not sure this is currently done. The question raised is: Do we annually follow up with persons in the provisional process or do we assume that the RIM will be the contact point between the BOM and candidates?‐‐TDG)

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Continued Provisional, Year 1 2016 BOD ¶326

General Information:  Credentialing standard: Demonstration of increasing qualities as a fruitful transformational leader  Will interview for continuation of provisional member status utilizing the DCOM interview format. (¶327: “Annually, the Board of Ordained Ministry shall review and evaluate their (Provisionals’) relationship and make recommendation to the clergy members in full connection regarding their continuance.) Possible motions: Upon examination of the provisional member, the Board of Ordained Ministry will make one of the following motions:  I move that [name] be recommended for continuance as a provisional member. [majority vote]  I move that [name] be discontinued as a provisional member for reasons that include [list reason(s) for discontinuance.] o If discontinuance is involuntary, then ¶327.6 requires that the provisional member will be advised of the right to a fair process hearing before the committee on conference relationship (CRC). o ¶327.6 also provides that a discontinued provisional member may be approved for license as a local pastor in accordance with the requirements of ¶316. Interview & credentialing requirements:  Safe Gatherings  APPLICATION 02 – Application for Clergy Relationship to the Annual Conference (update any changes)  PRC report  DS report and, if applicable, supervising pastor report ‐‐Use FORM 08 – District Superintendent Readiness Report for Continued License as a Local Pastor and Provisional Membership  Use FORM 12 – Supervising Pastor Report for Provisional Membership and Continued Provisional Membership  Residency report (if education is completed) (under development)  Sermon (video, manuscript / transcript, bulletin / order of worship)  Use FORM 14 – Sermon Feedback Form  Ordination project proposal (reviewed by a separate team) (if education is completed)  Ministry questions (3‐5 pages) o Describe briefly your support system and / or family situation. Are there any special changes to share with the DCOM / BOM? o Briefly describe your activities beyond the local church, such as in the community, in district or conference work, church camps, outreach, etc. o Describe your physical and emotional health. Report any changes in your health or any ongoing concerns. What are your spiritual discipline practices? o What was the greatest joy you experienced in ministry during the past year? Why do you feel this was so? o What was your greatest challenge in ministry during this past year? Why do you feel this was so? o Is there anything else that you would like to share with the Board? o Regional BOM interview Page 92

Required interview questions:  Follow up on any areas identified in the provisional membership interview as needing growth or further development.  What has been your greatest surprise, to date, about ministry as a provisional member?  How has your call to ministry as a deacon or elder been affirmed or challenged in your first year as a provisional member?  How have you grown or developed as an effective leader in the past year? Provide specific examples.  What have you learned about proclamation of the Word in your first year as a provisional member?  What is your timeline for requesting full membership and ordination? What are you doing to meet this timeline? Suggested interview questions:  If participating in Residency, what have you learned about yourself? How have you started to utilize this learning in your ministry setting?  How do you stay connected to your clergy colleagues beyond the mandatory participation events (like Residency or Orders & Fellowship)?  What are you most excited about with your ordination project?  Tell about a time when a boundary was in danger of being crossed. What happened? Why?  What are you doing to reach new people for Christ and / or to grow your ministry setting?  How are you caring for yourself? Your family?  What is the single most important thing you need right now to become a more effective minister / provisional member?  How do you integrate United Methodist theology / doctrine into your proclamation (preaching and / or teaching)?

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Continued Provisional Member, Year 2+ 2016 BOD ¶326; ¶327 General information:  Credentialing standard: Demonstration of increasing qualities as a fruitful transformation leader  Will interview for continuation of provisional member status in a DCOM interview format Possible motions: Upon examination of the provisional member, the Board of Ordained Ministry will make one of the following motions:  I move that [name] be recommended for continuance as a provisional member. [majority vote]  I move that [name] be discontinued as a provisional member for reasons that include [list reason(s) for discontinuance.] o If discontinuance is involuntary, then ¶327.6 requires that the provisional member will be advised of the right to a fair process hearing before the committee on conference relationship (CRC). o ¶327.6 also provides that a discontinued provisional member may be approved for license as a local pastor in accordance with the requirements of ¶316. Interview & credentialing requirements:  Safe Gatherings  APPLICATION 02 – Application for Clergy Relationship to the Annual Conference (update any changes)  PRC report  DS report / supervising pastor report ‐‐Use FORM 08 – District Superintendent Readiness Report for Continued License as a Local Pastor and Provisional Membership ‐‐Use FORM 12 – Supervising Pastor Report for Provisional Membership and Continued Provisional Membership  Residency in Ministry report continuing ed / coaching report  Sermon (video, manuscript / transcript, bulletin / order of worship)  Ordination project reflection (only Year 2 after completing education), reviewed by regional team  Ministry questions (4‐6 pages) o Describe briefly your support system and / or family situation. Are there any special changes to share with the DCOM / BOM? o Briefly describe your activities beyond the local church, such as in the community, in District or Conference work, church camps, outreach, etc. o Describe your physical and emotional health. Report any changes in your health or any ongoing concerns. Spiritual discipline / formation o What was the greatest joy you experienced in ministry during the past year? Why do you feel this was so? o What was your greatest challenge in ministry during this past year? Why do you feel this was so? o What are your plans in ministry for the coming year? o What is your plans for moving to a full membership request? o If previously deferred for full membership, what actions have you taken / are you taking to address the identified deficiencies?

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Required interview questions:  Follow up on any areas identified in the provisional membership interview as needing growth or further development.  What has been your greatest surprise, to date, about ministry as a provisional member?  How has your call to ministry as a deacon or elder been affirmed or challenged in your first year as a provisional member?  How have you grown or developed as an effective leader in the past year? Provide specific examples.  What have you learned about proclamation of the Word in your first year as a provisional member?  What is your timeline for requesting full membership and ordination? What are you doing to meet this timeline? Suggested interview questions:  If participating in Residency, what have you learned about yourself through the Process Communication Model or Leading Out of Drama? How have you started to utilize this learning in your ministry setting?  How do you stay connected to your clergy colleagues beyond the mandatory participation events (like Residency or Orders & Fellowship)?  What are you most excited about with your ordination project?  Tell about a time when a boundary was in danger of being crossed. What happened? Why?  What are you doing to reach new people for Christ and / or to grow your ministry setting?  How are you caring for yourself? Your family?  What is the single most important thing you need right now to become a more effective minister / provisional member?  How do you integrate United Methodist theology / doctrine into your proclamation (preaching and / or teaching)?

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Full Deacon (FD) 2016 BOD ¶330

General information:  Credentialing standard: effectiveness in the ministry of a deacon connecting the church and the world; fruitfulness in ministry  Persons at this point have been in the Provisional process for at least three years. At this point, the person will have submitted all the required written material as well as video of a sermon for evaluation. The Board of Ordained Ministry must now decide one of the following actions. Possible motions:  If the BOM wants the person to come into full connection with the annual conference, then this statement should occur: “I move that [name] be recommended for election to full membership and approved for ordination as a deacon. [3 / 4 majority vote]  If the BOM seeks to defer the person, then this statement should be entered into the minutes: “I move that [name] be deferred and recommended for continuance as a provisional member for reasons that include [list reason(s) for deferment]”. [majority vote]  If the BOM wants to discontinue the person then this statement should be made: “I move that [name] be discontinued as a provisional member for reasons that include [list reason(s) for deferment]”. [majority vote] o If discontinuance is involuntary, then ¶327.6 requires that the provisional member will be advised of the right to a fair process hearing before the committee on conference relationship (CRC). o ¶327.6 also provides that a discontinued provisional member may be approved for license as a local pastor in accordance with the requirements of ¶316.) Interview & credentialing requirements:  Safe Gatherings  Current psychological assessment (updated document required if more than 7 years old)  Current background check (updated document required if more than 7 years old)  Current health report (updated document required if more than 7 years old)  APPLICATION 02 – Application for Clergy Relationship to the Annual Conference  Update of theological statement (candidacy), biographical information (annual), and autobiographical statement (provisional membership)  PRC report (or equivalent)  DS report ‐‐Use FORM 09 – District Superintendent Effectiveness Report for Associate and Full Membership  Supervising pastor report, if applicable – Use FORM 13 – Supervising Pastor Report for Full Membership in the Annual Conference.  Sermon (video, manuscript / transcript, bulletin / order of worship); may be a proclamation related to the ministry setting. Use FORM 14 – Sermon Feedback Form  Ordination project reflection (if not previously submitted), reviewed by Proclamation & Discipleship interview team  Bible study (book or books of the Bible)  Residency report or continuing education / coaching report  Theological questions ¶330.5  Three years of full‐time appointment (or the part‐time equivalent)  Three years of the Residency program or approved alternate Page 96

 Ministry questions (3‐5 pages) o Describe briefly your support system and / or family situation. Are there any special o o o o o o

changes to share with the DCOM / BOM? Briefly describe your activities beyond the local church, such as in the community, in District or Conference work, church camps, outreach, etc. Describe your physical and emotional health. Report any changes in your health or any ongoing concerns. Spiritual discipline / formation What was the greatest joy you experienced in ministry during the past year? Why do you feel this was so? What was your greatest challenge in ministry during this past year? Why do you feel this was so? What are your plans in ministry for the coming year? If previously deferred for full membership, what actions have you taken / are you taking to address the identified deficiencies?

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Full Elder (FE) 2016 BOD ¶335 General information:  Credentialing standard: effectiveness in the ministry of an elder; fruitfulness in ministry; transformational leadership Possible motions:  I move that [name] be recommended for election to full membership and approved for ordination as a deacon. [3/4 majority vote]  I move that [name] be recommended for continuance as a provisional member. [majority vote]  I move that [name] be discontinued as a provisional member. o If discontinuance is involuntary, then ¶327.6 requires that the provisional member will be advised of the right to a fair process hearing before the committee on conference relationship (CRC). o ¶327.6 also provides that a discontinued provisional member may be approved for license as a local pastor in accordance with the requirements of ¶316.) Interview & credentialing requirements:  If appointed beyond the local church, submit 1‐2 pages detailing your service (voluntary or paid) including the proclamation of the word, administration of the sacraments and the short‐term or long‐term ordering of the community of faith.  Safe Gatherings  Current psychological assessment (updated document required if more than 7 years old)  Current background check (updated document required if more than 7 years old)  Current health report (updated document required if more than 7 years old)  APPLICATION 02 – Application for Clergy Relationship to the Annual Conference  Update of theological statement (candidacy), biographical information (annual), and autobiographical statement (provisional membership)  PRC Ministerial Leadership report  DS report  Supervising pastor report, if applicable  Sermon (video, manuscript / transcript, bulletin / order of worship)  Ordination reflection (if not previously submitted), reviewed by Proclamation & Discipleship interview team  Bible study (book or books of the Bible)  Residency report or continuing education / coaching report  Theological questions ¶335(8)  Three years of full‐time appointment (or the part‐time equivalent)  Three years of the Residency program or approved alternate  Ministry questions (3‐5 pages) o Describe briefly your support system and / or family situation. Are there any special changes to share with the DCOM / BOM? o Briefly describe your activities beyond the local church, such as in the community, in District or Conference work, church camps, outreach, etc. o Describe your physical and emotional health. Report any changes in your health or any ongoing concerns. What are your spiritual discipline / formation practices.

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o What was the greatest joy you experienced in ministry during the past year? Why do you feel this was so? o What was your greatest challenge in ministry during this past year? Why do you feel this was so? o What are your plans in ministry for the coming year? o If previously deferred for full membership, what actions have you taken / are you taking to address the identified deficiencies?

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Transitioning between Orders Transitioning as a Provisional Member ¶309  Write to BOM and inform the DS & Bishop of the intention  Interview with the BOM to articulate & clarify their call (interview may be with Conference Relations Committee (CRC) at BOM's discretion)  Fulfill academic & service requirements for the transitioning order  Two years of full‐time service (or the part‐time equivalent) fulfilling qualifications of transitioning order (may request that BOM consider / approve current / prior service as meeting this requirement) Transitioning as a Full Member (deacon or elder) ¶309  Complete two years (no more than eight) under appointment while licensed for ministry of order transitioning to; by either (1) taking a leave of absence from current order to be licensed in transitioning order or (2) complete a Conference Relations Committee (CRC) interview to determine if the service requirement has been met through current service / appointment that has demonstrated effectiveness & fruitfulness in ministry (in consultation with Bishop / DS)  APPLICATION – Written letter to the BOM Registrar stating desire and reasons for transition  If deacon to elder, indication of understanding and agreement with itineracy (¶333); if elder to deacon, indication of understanding and agreement to appointment as it relates to deacons (¶331)  If service evaluation is requested and not approved, must have annual BOM interview (regional format) and submit answers to written questions during completion of service requirement o Describe briefly your support system and / or family situation. Are there any special changes to share with the DCOM / BOM? o Briefly describe your activities beyond the local church, such as in the community, in District or Conference work, church camps, outreach, etc. o Describe your physical and emotional health. Report any changes in your health or any ongoing concerns. Spiritual discipline / formation o What was the greatest joy you experienced in ministry during the past year? Why do you feel this was so? o What was your greatest challenge in ministry during this past year? Why do you feel this was so? o What are your plans in ministry for the coming year?  When interviewing with BOM for final interview (timing dependent on CRC service evaluation), candidate will only interview with the Call & Discipline Life and the Proclamation & Discipleship interview teams o Must submit a 3‐5 page document that articulates the call to ministry of the order transitioning to and the rationale for the request, i.e. what has changed / how has your call developed since the original ordination. o May be asked to submit a proclamation sample, i.e. sermon, to demonstrate effectiveness in proclaiming the Word related to the transitioning order

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Photo Courtesy of Anthony Garand @garand As found at Unsplash.com

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Other Changes in Clergy Relationship

Retirement 2016 BOD ¶357  Mandatory retirement is required for all clergy members who will reach age 72 on or before July 1.  Consult with the benefits office to determine eligibility for retired status and applicable paragraph o ¶357.2(a) with 20 years of service o ¶357.2(b) with 30 years of service or at age 62 o ¶357.2(c) with 40 years of service or at age 65  In all cases, the clergy person shall submit a written request for retired status to the bishop, the cabinet and the BOM (chairperson and registrar) at least 120 days prior to the effective date of the retirement. The written request should include the effective date for the retirement and whether the clergy person wishes to continue in an appointed status while in retirement.

Less than full‐time appointment Appointment of Full Elder, Provisional Elder or Associate Member to part‐time service ¶338.2  If at the request of the clergy member, the clergy person shall submit written request at least 90 days prior to the next annual conference session to the bishop, the DS, the Board of Ordained Ministry chairperson and BOM registrar for action. Exceptions to the 90‐day deadline shall be approved by the cabinet and BOM executive committee.  If based on a limitation of itineracy, the clergy member shall present a written declaration of limited itineracy to the bishop and BOM chairperson prior to annual conference. Less than full time service may be granted, but is not guaranteed.  If based on missional purposes / bishop‐initiated, the clergy person must be notified at least 90 days prior to final termination of the current appointment.

Personal / Family leave of absence Voluntary Personal or Family Leave of Absence ¶353  To request leave: o Submit a written request at least 90 days prior to annual conference to the bishop, the DS, the BOM chairperson and the BOM registrar that includes:  A statement of the specific reason(s) for the leave  Identification of a charge conference within the bounds of the Holston AC where membership will be held while on leave of absence o Completion of an interview with the Conference Relations Committee o Approval of the bishop and BOM  For each successive year of leave, completion of the Annual Report (GBHEM FORM 108 http: / / www.bomlibrary.org / wp‐content / uploads / 2016 / 12 / Updated‐Form‐AA‐108‐Leave‐of‐ Absence‐Report.pdf).  To request to end the leave of absence and return to active service: o Submit a written request at least six months prior to annual conference to the bishop, the DS, the BOM chairperson and the BOM registrar that includes:

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 A statement of how the circumstances leading to the request have been alleviated or resolved

o Completion of an interview with the Conference Relations Committee

 Interim requests to start or end personal or family leave of absence may be granted by the BOM executive committee in consultation with and approval of the bishop and cabinet

Voluntary Transitional Leave 2016 BOD ¶353  A transitional leave of absence may be requested / granted for up to 12 months if: o a full or provisional deacon needs to seek an appointable position o a provisional or full elder or an associate member needs to transition between an extension ministry and a local church appointment (or the reverse)  Written request for transitional leave should be submitted to the bishop, the DS, the BOM chairperson and the BOM registrar and should include the specific reasons for the request.  During transitional leave, the clergyperson should provide quarterly reports to the bishop and BOM of their efforts to obtain an appointable position.

Maternity / Paternity Leave 2016 BOD ¶355  Available to any local pastor, provisional member, associate member or full member  Submit a written statement to the bishop, the DS, BOM chairperson and BOM registrar that includes the anticipated leave dates (start and end) as well as details of the ministerial coverage arranged in consultation with the S / PPRC.  Requires action by the bishop, cabinet and BOM executive committee

Medical Leave 2016 BOD ¶356 Consultation with the benefits office will be necessary to ensure that all steps related to medical leave are completed since this is a joint credentialing / benefits decision

Honorable Location 2016 BOD ¶358  Written request submitted to the BOM chairperson and BOM registrar that includes the reason(s) for the request to discontinue service in the itinerant ministry.  Verification of good standing

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Withdrawal of ordained membership 2016 BOD ¶360  Whether to unite with another denomination or from the ordained ministerial office, submit a written request to the bishop, the DS, the BOM chairperson and the BOM registrar indicating the reasons for the request and the effective date of the withdrawal.  Must submit membership (either) and ordination (from the ordained office only) certificate(s) with the notice / request  If withdrawal is under complaint(s) or charges, a note of “withdrawn under complaint” or “withdrawn under charges” shall be made on the submitted credentials (membership and ordination certificates)  May have an exit interview with the Conference Relations Committee

Readmission to Conference Relationship Shall be governed by the requirements set forth in the applicable paragraph in The Book of Discipline, 2016 unless otherwise provided in the DCOM Handbook  Readmission or provisional membership ¶364  Readmission after honorable or administrative location ¶365  Readmission after leaving the ministerial office ¶366  Readmission after termination by action of the annual conference ¶367  Readmission after involuntary retirement ¶368

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Photo Courtesy of Gift Habeshaw @gift_habeshaw As found at Unsplash.com

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Section 7: 2016 Licensed and Ordained Ministry Credentialing Requirements Below are Disciplinary requirements for certified candidacy, licensing, associate, provisional, and full membership. Please confirm additional steps that your annual conference requires for credentialing. To Become a Certified Candidate (¶ 310) 1. Obtain high school diploma or equivalency. 2. Be a UM member or an active, baptized participant in a UM ministry setting for at least one year. 3. Read The Christian as Minister and talk with your pastor, campus minister, or another deacon or elder about your call. 4. Receive PRC approval (or equivalent body as determined by DCOM). 5. Receive charge conference approval (church or other approved ministry setting) to enter candidacy process. 6. Applicant writes to DS outlining call and desire to enter candidacy (may also include meeting with DCOM). 7. DS or other appointed officer enters candidate into UMCARES, selects Candidacy Track & Psychological Assessment Track (as appropriate). 8. DS or other appointed officer assigns mentor via UMCARES. 9. Applicant receives email invitation from UMCARES to register. 10. Mentor receives email notification from UMCARES assigning candidate. 11. DS approves candidate’s APPLICATION via UMCARES. 12. Candidate pays APPLICATION fee and receives Candidacy Guidebook. 13. Meet with mentor (individually or with group). 14. Complete criminal background check, credit check, and psychological assessment. 15. Mentor submits report to DCOM before candidate interviews for certification. 16. Agree to live according to the highest ideals of the Christian life, as set forth in ¶¶ 101–104 and ¶¶ 160–166 (Social Principles). 17. Request to interview for certified candidacy with the DCOM and receive ¾ approval of DCOM to become certified (written ballot, ¶ 666.6). 18. Mentor, Candidacy Registrar, or BOM staff indicates certification approval / denial in UMCARES. 19. Receive annual charge conference and DCOM approval to continue as certified candidate. To Become a Local Pastor and Be Licensed (¶ 315) 1. Become a certified candidate. 2. Complete BOM‐sponsored Orientation to Ministry (¶ 312). 3. Successfully complete LPLS or 1 / 3 of M.Div. degree. 4. Be recommended by a ¾ majority vote of the DCOM and BOM for initial license and annual report. 5. Receive approval for licensing by a ¾ majority vote of the clergy session. 6. Receive appointment from the bishop.

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To Become an Associate Member (¶ 322) 1. Minimum forty years of age with four years’ service as a full‐time local pastor or equivalent. 2. Complete Course of Study and minimum 60 hours toward a B. A. or equivalent. 3. Recommended by a ¾ majority vote of the DCOM and BOM. 4. Accept full‐time continuing appointment. 5. Satisfy BOM physical health requirements, psychological reports, and criminal background and credit checks. 6. Complete written doctrinal examination (¶ 324.9) and prepare written sermon on suggested Bible passage. 7. Receive approval for associate membership by a ¾ majority vote of the clergy session. To Become a Provisional Member via Course of Study (¶ 324.6) 1. Complete four years of full‐time service or the equivalent. 2. Satisfy all requirements of Sections 1‐3 and 7‐14 of ¶ 324. 3. Complete bachelor’s degree. 4. Complete Course of Study with no more than ½ taken online or via correspondence. 5. Complete Advanced Course of Study through a University Senate‐approved seminary. 6. Submit autobiographical statement and written doctrinal exam to BOM. 7. Present certificate of good health and Candidate’s Disclosure FORM 114. 8. Be interviewed by DCOM and recommended in writing to BOM by ¾ majority vote of DCOM (¶ 324.10). 9. Be interviewed by BOM and recommended to clergy session by ¾ majority vote of BOM (¶ 324.14). 10. Receive approval for provisional membership by a ¾ majority vote of the clergy session. To Become a Provisional Member via Graduate Education (¶ 324) 1. Certified candidate for at least one year, maximum 12 years (¶ 313.5, ¶ 324.1). 2. Demonstrate gifts for ministry of service and leadership to the DCOM’s satisfaction (¶ 324.2). 3. Be interviewed by DCOM and recommended in writing to BOM by a ¾ majority vote of DCOM (¶ 324.10). 4. Complete BOM ‐ sponsored Orientation to Ministry (¶ 312). 5. Complete bachelor’s degree. 6. Complete ½ of M.Div. (deacon or elder), or ½ of master’s degree in specialized field plus ½ of Basic Graduate Theological Studies (deacon). 7. Present certificate of good health and Candidate’s Disclosure FORM 114. 8. Submit autobiographical statement and written doctrinal exam to BOM. 9. Be interviewed by BOM and recommended to clergy session by ¾ majority vote of BOM (¶ 324.14). 10. Receive approval for provisional membership by a ¾ majority vote of the clergy session. To Become a Full Member Deacon (¶ 330) or Elder (¶ 335) 1. Been previously elected as a provisional member. 2. Serve under appointment for at least two full annual conference years. 3. Complete education requirements: M.Div. (deacon or elder); or master’s degree in specialized field, plus the Basic Graduate Theological Studies (deacon). 4. Respond to written or oral doctrinal exam administered by BOM. 5. Present project demonstrating fruitfulness carrying out church’s mission of “Making Disciples of Jesus Christ for the Transformation of the World.” 6. Apply to and interview with BOM to receive ¾ BOM recommendation for ordination. 7. Receive ¾ majority approval of clergy session, participate in ordination service, and be ordained by a Bishop.

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Documents for DCOM, BOM, and DS Use In the sections that follow are copies of the supporting documents that are referenced throughout this handbook. These will become the documents that the annual conference will use moving forward. Please discard any other documents / forms / applications / reports that you might have and begin using the documents found in this handbook. Over the years, documents have come from various sources. We are now standardizing all our documents to make it easier to process the information on persons found in these documents. If we get things working properly in our conference database, we might be able to input this data directly into the database and we need to know the fields and other attributes that are associated with each document. Thus, the need for standardization. Some of these documents are just for DCOM use. Some will be used by the BOM as we process persons post DCOM. Some can be used by DSs in their conversations and actions with persons at various stages of the process. It may look overwhelming to see all of these documents in one place, but that is the nature of the beast. To properly process and track a person from candidacy onward involves votes and records of votes and reports of those votes. To interview someone and see their progress often involves input from DS’s and supervising pastors. These documents can help us do that process and provide an important paper trail that allows future DCOM’s, BOM’s and DS’s to examine candidates at various stages and to determine if the proper progress is being made. Please take some time to familiarize yourself with these documents. You may copy them as needed or you can go to the conference website and search for BOM Documents. You can then download them and print copies as needed.

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Section 8: FORMS Forms for use by DCOM and those in Process FORM 01 ....................... Declaration of Candidacy for Licensed or Ordained Ministry and Approval of the Pastor‐Parish Relations Committee or Equivalent Body FORM 02 ....................... Initial Approval of the Charge Conference for Certification as a Candidate FORM 03 ....................... Continued Approval of the Charge Conference for Candidacy and Continued Ministry FORM 04 ....................... Report of Candidacy Summit Mentor and Candidate / KSAP’s Exercise for Candidacy Summit Mentor Report FORM 05 ....................... District Superintendent Fitness Report for Certified Candidates and Approval for License as a Local Pastor FORM 06 ....................... Supervising / Sending Pastor Fitness of Ministry Report for Certified Candidates (Initial Certification and Continuation) and Initial Approval for License as a Local Pastor FORM 07 ....................... Report of the (Required) Mentor Relationship FORM 08 ....................... District Superintendent Readiness Report for Continued License as a Local Pastor and Provisional Membership FORM 09 ....................... District Superintendent Effectiveness Report for Associate and Full Membership FORM 10 ....................... District Superintendent Report for Supply Pastors and Certified Lay Ministers FORM 11 ....................... Supervising / Sending Pastor Report for Supply Pastors and Certified Lay Ministers FORM 12 ....................... Supervising Pastor Report for Provisional Membership and Continued Provisional Membership FORM 13 ....................... Supervising Pastor Reports for Full Membership in the Annual Conference FORM 14 ....................... Sermon Feedback Form FORM 15 ....................... Supply Pastor Supervisory Agreement with the District Superintendent FORM 16 ....................... Notarized Disclosure Form FORM 102 ..................... Biographical Information Form FORM 103 ..................... Medical Report of Ministerial Candidate FORM 108 ..................... Annual Report of Clergy Member on Leave of Absence FORM 109 ..................... Theological School Recommendation (to be used by candidate seeking to enter the Provisional Process)

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Form 01 Declaration of Candidacy for Licensed or Ordained Ministry and Approval of the Pastor‐Parish Relations Committee or Equivalent Body General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the appropriate DCOM registrar(s).  Date of PPRC approval must be within one (1) year prior to the date of the District Committee on Ordained Ministry Interview for Certification as a Candidate Part I: Declaration of Candidacy for Licensed or Ordained Ministry Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

I hereby declare my candidacy for licensed or ordained ministry in the United Methodist Church and request the support and recommendation of the Charge Conference for certification as a candidate for: [__] Order of Deacons [__] Order of Elders [__] License as Local Pastor __________________________________________ __________________________ Signature of Declared Candidate Date Part II: Pastor‐Parish Relations Committee (or Equivalent Body) Interview with Declared Candidate ***The Candidate is strongly encouraged to provide the PPRC with a copy of the completed Statement of Call and Historical Questions prior to the PPRC meeting*** Note to Chairperson: The person named above is requesting certification as a candidate for licensed or ordained ministry in The United Methodist Church. The District Committee on Ordained Ministry needs your perceptions of this person and his/her fitness for ministry. The following questions are suggested for use during the conversation with the candidate and while considering the candidate’s request for approval by the S/PPRC of her/his request for certification as a candidate for licensed or ordained ministry. Please give a copy of this completed form and any additional pages to the candidate. 1. Describe the gifts and abilities which this person will bring to ordained or licensed ministry. 2. Describe the areas in which this person has given leadership in the ministry of the United Methodist Church and/or in other settings. 3. Describe the evidence which the committee has seen that this person has experienced God’s grace and has the love of God abiding in them? 4. In what ways will the personality of this person contribute to his or her effectiveness in ministry? 5. Is this a person trust‐worthy, honest and of good character? 6. Discuss plans for the future (school, type of ministry, etc.) 1 of 2 Candidate: __________________________________

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Declaration of Candidacy and PPRC Approval Rev. 8/19

7. How does the candidate perceive support from family (parents, spouse, children)? 8. Discuss general beliefs in several areas including God, Jesus, the Spirit and the Church. 9. What are their feelings about and their commitment to The United Methodist Church? 10. What does the candidate feel are his/her gifts and graces for ministry? Part III: Approval of Pastor‐Parish Relations Committee (or equivalent body) to Charge Conference (or equivalent body) The members of the Pastor‐Parish Relations Committee (or the equivalent body _________________ _______________________________) interviewed ______________________________________ on ____________________________________. The Candidate has been a member of this local church (or United Methodist ministry) for _____ years, or a congregation of The United Methodist Church for _____ years, and has been serving for at least a year in congregational leadership. (Please check all that apply.) Candidate is currently enrolled in school at ________________________________________ and is classified as a _____________________________. Candidate is not now enrolled in school because _________________________________________ _________________________________________________________________________________. We recommend this Candidate to the charge conference as one who has the potential for ministry in the United Methodist Church. We cannot at this time recommend this Candidate for ministry. __________________________________________ __________________________ Signature of Pastor Date __________________________________________ __________________________ Signature of Chairperson Date (All members of the PPRC that were present at this meeting give their signature on the following lines.) ______________________________________ _________________________________________ ______________________________________ _________________________________________ ______________________________________ _________________________________________ ______________________________________ _________________________________________ ______________________________________ _________________________________________ ______________________________________ _________________________________________ ______________________________________ _________________________________________ Name of Church District of the Church 2 of 2 Candidate: __________________________________

FORM 01-Declaration of Candidacy and PPRC Approval Rev. 8/19

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Form 02

Initial Approval of the Charge Conference for Certification as a Candidate

Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar.  Date of Charge Conference approval must be within one (1) year prior to the date of the District Committee on Ordained Ministry Interview for Certification as a Candidate Recommendation of Charge Conference (or equivalent body) for Certification as a Candidate Let those who consider recommending persons for certification as a candidate for licensed or ordained ministry in the United Methodist Church ask themselves the following questions which were first asked by John Wesley at the third conference of Methodist preachers in 1746. 1. Do they know God as a pardoning God? Have they the love of God abiding in them? Do they desire nothing but God? Are they holy in all manner of conversation? 2. Have they gifts, as well as grace, for the work? Have they a clear, sound understanding; a right judgment in the things of God; a just conception of salvation by faith? Do they speak justly, readily, clearly? 3. Have they fruit? (For the Elder and Local Pastor candidate...) Have any been truly convinced of sin and converted to God, and are believers edified by their preaching? (For the Deacon candidate...) Are others edified by their service? Believing that _____________________________ is called of God and is a suitable candidate for licensed or ordained ministry in the United Methodist Church, the Charge Conference of_________________________ ___________________________________________ recommends him/her for certification as a candidate by the District Committee on Ordained Ministry. In making this recommendation, we attest to the fact that the declared candidate has been a professing member in good standing of the United Methodist Church or a baptized participant of a recognized United Methodist ministry for at least one year, has graduated from an accredited high school or received a certificate of equivalency, and has received by written ballot a two‐ thirds vote of the charge conference. This congregation [__] is / [__] is not (mark one) supporting this candidate [__] spiritually / [__] financially (mark either or both if supporting the candidate). __________________________________________ __________________________ Authorized Elder, District Superintendent, or Bishop Date

Page 1 of 1 FORM 02‐Initial Approval of the Charge Conference Candidate: __________________________________ Rev. 8/19

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Form 03

Continued Approval of the Charge Conference for Candidacy and Continued Candidacy

Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the appropriate DCOM registrar.  Date of Charge Conference approval must be within one (1) year prior to the date of the District Committee on Ordained Ministry Interview for Certification as a Candidate Recommendation of Charge Conference (or equivalent body) for Continued Certification as a Candidate Let those who consider recommending persons for continued candidacy as licensed or ordained ministers in the United Methodist Church ask themselves again the following questions which were first asked by John Wesley at the third conference of Methodist preachers in 1746. 1. Do they know God as a pardoning God? Have they the love of God abiding in them? Do they desire nothing but God? Are they holy in all manner of conversation? 2. Have they gifts, as well as grace, for the work? Have they a clear, sound understanding; a right judgment in the things of God; a just conception of salvation by faith? Do they speak justly, readily, clearly? 3. Have they fruit? (For the Elder and Local Pastor candidate...) Have any been truly convinced of sin and converted to God, and are believers edified by their preaching? (For the Deacon candidate...) Are others edified by their service? Believing that _____________________________ continues to be called of God and is a suitable candidate for licensed or ordained ministry in the United Methodist Church, the Charge Conference of ____________ _______________________________________________ recommends him/her for continued certification as a candidate by the District Committee on Ordained Ministry. This congregation [__] is / [__] is not (mark one) supporting this candidate [__] spiritually / [__] financially (mark either or both if supporting the candidate). __________________________________________ __________________________ Authorized Elder, District Superintendent, or Bishop Date Page 1 of 1 FORM 03‐Continuing Approval of the Charge Conference Candidate: __________________________________ Rev. 8/19

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Form 04 Report of Candidacy Summit Mentor and Candidate Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Date attended Candidacy Summit:

________________________________________________

General Instructions:  The Candidate is responsible for providing a copy to the appropriate DCOM registrar.  This form allows you to provide information to the District Committee of Ordained Ministry as the candidate applies for Certification as a Candidate for Licensed or Ordained Ministry. 1. Did the candidate participate in all Candidacy Summit mentoring sessions? If not, please indicate why and how the missed session was covered by the candidate and mentor. 2. Describe the grace, gifts, fruit, and promise the candidate has for effectiveness in licensed or ordained ministry (may be satisfied by information included in the KSAPs chart as reported in the candidates EM360 and discussion completed as part of the individual mentoring session). 3. What additional information will help the district committee understand the candidate and his or her desire to be certified as a candidate for licensed or ordained ministry or continued as a certified candidate? __________________________________________ __________________________ Signature of Candidate Date __________________________________________ _______________________________________ Signature of Candidacy Mentor Printed Name of Candidacy Mentor

Page 1 of 2 Page 114 Candidate: ________________________________________

FORM 4-Candidacy Summit Mentor Report rev. 8/19

KSAPs Exercise for Candidacy Summit Mentor Report KSAPs Exercise Instructions  From the KSAPs chart (EM360 Report), o choose at least three (3) but no more than five (5) items in each column that you feel represent your strengths o choose at least three (3) but no more than five (5) items in each column that you feel represent your growing edges  Indicate your choices below  Discuss your choices with your Candidacy Summit Mentor as part of your individual mentoring session. Please include an overview of this discussion below Strengths Knowledge Skills Abilities Personal Characteristics Growing Edges Knowledge Skills Abilities Personal Characteristics Discussion:

Page 2 of 2 Candidate: ________________________________________

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FORM 4-Candidacy Summit Mentor Report rev. 8/19

Form 05

District Superintendent Fitness Report for Certified Candidates and Approval for License as a Local Pastor Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship: [__] Certified Candidate [__] License as a Local Pastor General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar. Note to Applicant: Contact your District Superintendent and ask him/her to complete the information on this page. Note to District Superintendent: The person named above is under your supervision in a setting for ministry. The Board of Ordained Ministry needs your perceptions of this person and his/her fitness for ministry. Fitness for ministry addresses the question of whether a person has the potential for developing into an effective ministerial leader and includes an assessment of basic intelligence, emotional and physical health, spirituality and personality. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. Describe the candidate’s basic intelligence, emotional and physical health, spirituality, and personality. 2. What gifts and abilities does this candidate have which give evidence of being fit for licensed or ordained ministry? 3. What concerns do you have about this candidate’s fitness for ministry? 4. What has been the sending congregation’s response to this candidate? 5. How would you characterize this person’s commitment to the United Methodist Church, its doctrine and polity? (Include a discussion of this person’s commitment to itinerancy if applicable.) 6. What else would you like the District Committee and the Board to know about this candidate? __________________________________________ __________________________ District Superintendent Signature Date Page 1 of 1 Candidate: _______________________________

FORM 05-DS Report for Fitness rev. 8/19

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Form 06

Supervising / Sending Pastor Fitness of Ministry Report for Certified Candidates (Initial Certification and Continuation) and for License as a Local Pastor (Initial Approval) Applicant Name: Email address:

_____________________________________________________________ _____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship:

[__] Certified Candidate (Initial Certification and Continuation) [__] License as a Local Pastor (Initial Approval)

General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to DCOM registrar. Note to Applicant: Contact your church pastor and ask him/her to complete the information on this page. Note to Sending Pastor: The person named above, who is discerning and following a call to licensed or ordained ministry, is part of your congregation/ministry setting or for supervising them as they serve as a SP. The Board of Ordained Ministry needs your perceptions of this person and his/her fitness for ministry. Fitness for ministry addresses the question of whether a person has the potential for developing into an effective ministerial leader and includes an assessment of basic intelligence, emotional and physical health, spirituality and personality. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. Describe the candidate’s basic intelligence, emotional and physical health, spirituality, and personality. 2. What gifts and abilities does this candidate have which give evidence of being fit for licensed or ordained ministry? 3. What concerns do you have about this candidate’s fitness for ministry? 4. What has been the sending congregation’s response to this candidate? 5. How would you characterize this person’s commitment to the United Methodist Church, its doctrine and polity? (Include a discussion of this person’s commitment to itinerancy if applicable.) 6. What else would you like the District Committee and the Board to know about this candidate? __________________________________________ __________________________ Pastor Signature Date

Page 1 of 1 Candidate: _______________________________

FORM 06-Sending Pastor Report for Fitness rev. 8/19

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Form 07

Report of the (Required) Mentor Relationship

Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar.  Mentor and mentee should complete the following together Please answer for the current credentialing (Annual Conference) year. The candidate may also request a prior year mentor to provide additional information, especially if meeting with the DCOM in the Fall. For the Candidate to Complete: For the current credentialing (Annual Conference) year, I am participating in (select one): [__] Individual mentoring (approved by the Conference Registrar) [__] Participating in a Clergy Covenant or other such similar group. [__] Residency program [__] Year 1 [__] Year 2 [__]Year 3 [__]Year 4+ [__] Other (please describe) _________________________________________________ If participating in group mentoring, indicate the type and format of the group (select one): [__] Skype or tech‐based [__] In person For the Mentor to Complete: Number of meetings/contacts (to date) for group or individual mentoring. Has the mentee participated in all scheduled mentoring? Has there been mentoring outside of scheduled opportunities? If so, how often?

Page 1 of 2 Candidate: ____________________________

Form 07: Clergy Mentor Report rev. 8/19

Page 118

For the Mentee and Mentor to Complete: 1. What topics have you addressed in your conversations this year? 2. What other non‐evaluative, descriptive information do you wish to include? __________________________________________ Printed Name of Mentor __________________________________________ Signature of Mentor __________________________________________ Signature of Candidate

__________________________ Date __________________________ Date

Page 2 of 2 Candidate: ____________________________

Form 07: Clergy Mentor Report rev. 8/19

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Form 08 District Superintendent Readiness Report for Continued License as a Local Pastor, Other Fellowship and Provisional Membership Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship sought: [__] Local Pastor [__] Other Fellowship [__] Provisional Membership General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar. Note to Applicant: Contact your District Superintendent to request the completion of this form. You will likely need to provide the DS with a copy. Note to District Superintendent: The person named above is under your supervision in a setting for ministry. The Board of Ordained Ministry needs your perceptions of this person and his/her readiness for ministry. An assessment for readiness includes elements of knowledge and preparation for ministry. It may include identifying developing competencies, academic work, unresolved issues from Fitness level assessments and general evidence that a candidate is developing skills for the effective performance of credentialed ministry Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4.

What knowledge and skills has this candidate acquired which give evidence of being ready for licensed or ordained ministry? What concerns do you have about this candidate’s readiness for ministry? What has been the response of the sending congregation to this candidate? Or how has the congregation to which this candidate is appointed responded to this candidate? How would you characterize this person’s commitment to the United Methodist Church, its doctrine and polity? (Include a discussion of this person’s commitment to itinerancy if applicable.) What else would you like the District Committee and the Board to know about this candidate?

5. __________________________________________ __________________________ District Superintendent Signature Date Please file copy with DCOM and send a copy to Director of Clergy Services.

Page 1 of 1 Candidate: _______________________________

FORM 08-DS Report for Readiness rev. 8/19

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Form 09 District Superintendent Effectiveness Report for Associate and Full Membership Applicant Name: Email address:

_____________________________________________________________ _____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship: [__] Associate Membership [__] Full Membership [__] Full Deacon [__] Full Elder General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar. Note to Applicant: Contact your District Superintendent to request the completion of this form. It is likely that you will need to provide the DS with the form. Note to District Superintendent: The person named above is under your supervision in a setting for ministry. The Board of Ordained Ministry needs your perceptions of this person and his/her effectiveness in ministry. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4.

What evidence is there of this candidate’s effectiveness in ministry? Describe the strengths of this candidate’s ministry; the gifts and abilities which contribute to the candidate’s effectiveness. What concerns do you have about this candidate’s effectiveness in ministry? What has been the response of the congregation/ministry setting to which this candidate has been appointed? How would you characterize this candidate’s commitment to the United Methodist Church, its doctrine and polity? (Include a discussion of this person’s commitment to itinerancy if applicable.) How has this candidate responded to your supervision? What else would you like the District Committee and the Board to know about this candidate?

5. 6. __________________________________________ __________________________ District Superintendent Signature Date Send to Director of Clergy Services.

Page 1 of 1 Candidate: _______________________________

FORM 09-DS Report for Effectiveness rev. 8/19

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Form 10 District Superintendent (DS) Report for Supply Pastors (SY) or Certified Lay Minister (LM) Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship: [__] Supply Pastor (SY) [__] Certified Lay Minister (LM) General Instructions: The Candidate is responsible for uploading completed Form and any attachments to the appropriate DCOM registrar. Note to Applicant: Contact your District Superintendent to request the DS complete this report. It is likely that you will need to provide the DS with a copy. Note to District Superintendent: The person named above is under your supervision in a setting for ministry. The District Committee on Ordained Ministry needs your perceptions of this person and his/her effectiveness in ministry. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4. 5.

Describe the candidate’s basic intelligence, emotional and physical health, spirituality, and personality. What gifts and abilities does this candidate bring to ministry as a SY/LM? What evidence is there of this SY/LM’s effectiveness as a transformational leader? What concerns, if any, do you have about this SY/LM? What has been the congregation’s response to the SY/LM? How would you characterize this person’s commitment to the United Methodist Church, its doctrine and polity? What else would you like the District Committee to know about this candidate?

6. __________________________________________ __________________________ District Superintendent Signature Date Please file copy with DCOM and send a copy to Director of Clergy Services.

Page 1 of 1 Name: _____________________________

FORM 10-CLM/DSA DS Report rev. 8/19

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Form 11 Supervising / Sending Pastor Report for Supply Pastors (SY) or Certified Lay Minister (LM) Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship: [__] Supply Pastor (SY) [__] Certified Lay Minister (LM) General Instructions: The Candidate is responsible for uploading completed Form and any attachments to the DCOM registrar. Note to Applicant: Contact the pastor of the church where you are currently a member to request s/he complete this report. It is likely that you will need to provide the pastor with a copy. Note to Supervising Pastor: The person named above is under your supervision and is seeking continued credentialing as a Supply Pastors (SY) or a Certified Lay Minister (CLM). The District Committee on Ordained Ministry needs your perceptions of this person and his/her fitness for ministry. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4. 5.

6. __________________________________________ __________________________ Pastor Signature Date __________________________________________ Pastor Printed Name Please file copy with DCOM

Page 1 of 1 Name: _____________________________

FORM 11-DSA/CLM Supervising Pastor Report rev. 8/19

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Form 12 Supervising Pastor Report for Provisional Membership and Continued Provisional Membership Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship: [__] Provisional Membership [__] Continued Provisional Membership st 1 Application Date: _____________________________________________________________ General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the BOM registrar. Note to Applicant: Contact your Supervising Pastor to request the completion of this form. You will likely need to provide the DS with a copy. Note to Supervising Pastor: The person named above is under your supervision in a setting for ministry. The Board of Ordained Ministry needs your perceptions of this person and his/her readiness for ministry. An assessment for readiness includes elements of knowledge and preparation for ministry. It may include identifying developing competencies, academic work, unresolved issues from Fitness level assessments and general evidence that a candidate is developing skills for the effective performance of credentialed ministry Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4.

5. __________________________________________ __________________________ Pastor Signature Date Page 1 of 1 Candidate: _______________________________

FORM 12-Sending Pastor Report for Readiness rev. 8/19

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Form 13 Supervising Pastor Report for Full Membership in the Annual Conference Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Relationship sought: [__] Full Deacon [__] Full Elder General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the BOM registrar. Note to Applicant: Contact your Supervising Pastor to request the completion of this form. It is likely that you will need to provide the DS with the form. Note to Supervising Pastor: The person named above is under your supervision in a setting for ministry. The Board of Ordained Ministry needs your perceptions of this person and his/her effectiveness in ministry. Please respond to the following questions: (Use a separate sheet and include the Question # with your response.) 1. 2. 3. 4.

5. 6. __________________________________________ __________________________ Pastor Signature Date

Page 1 of 1 Candidate: _______________________________

FORM 13-Supervising Pastor Report for Effectiveness rev. 8/19

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Form 14

Sermon Feedback Form

General Instructions: 

These comments are prayerfully prepared to give this preacher a constructive idea as to how her or his sermon presented on the indicated date was received by its hearers. To the DCOM/BOM member or UM clergy person asked to provide this feedback, please provide as much information as possible in completing this form.

Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

_________________________________ DCOM / BOM member or UM clergy

__________________________________________ Length of sermon (minutes)

_________________________________

__________________________________________

Date sermon was preached

Location (congregation / church)

________________________________________________________________________________ Scripture text(s) Mark the adjective(s) which best describe your impression of this preacher’s manner: Friendly/caring Sincere Engaging Quiet/reflective Knowledgeable Powerful/forceful Gentle Energetic Enthusiastic Organized Confident Passionate Sensitive to mood Motivational Sensitive to topic

Other: __________ ________________ Other: __________ ________________

Introduction Did the opening engage your attention? [__] Yes [__] No Comments: ________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ Did it introduce the sermon theme or otherwise prepare you for the sermon? [__] Yes [__] No Comments:___ _____________________________________________________________________________________________ _____________________________________________________________________________________________ Additional Comments on the instruction including suggested areas for improvement: _______________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________

Body Did the sermon have a central idea? [__] Yes [__] No In 10‐20 words, state the main message of the sermon as you heard it: (e.g. Humility is a key element of modeling Christ for non‐believer.) _________________________________________________________________________ _____________________________________________________________________________________________

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Rev. 9/18

Form 14

Were there any points which were either unclear or unconvincing to you? [__] Yes (please explain) [__] No Comments: ___________________________________________________________________________________ _____________________________________________________________________________________________ Were there any illustrations which seemed not to fit or not to work? [__] Yes (please explain) [__] No Comments: ___________________________________________________________________________________ _____________________________________________________________________________________________ Were there any transitions that seemed rough or unexpected? [__] Yes (please explain) [__] No Comments: ___________________________________________________________________________________ _____________________________________________________________________________________________ Would you like to comment on any scriptural interpretation/research? [__] Yes (please explain) [__] No Comments: ___________________________________________________________________________________ _____________________________________________________________________________________________ Additional comments on the Body of the Sermon (including suggested areas for improvement not covered above): _____________________________________________________________________________________________ _____________________________________________________________________________________________

Delivery Please circle any of the following areas of delivery you would like to bring to the preacher’s attention and either compliment or constructively critique them. Eye contact _______________________________________________________________________ Voice (clarity, variety) _______________________________________________________________________ Pacing _______________________________________________________________________ Organization _______________________________________________________________________ Wording (grammar, etc) _______________________________________________________________________ Use of notes/manuscript _______________________________________________________________________ Posture/body language _______________________________________________________________________ Gestures _______________________________________________________________________ Facial expressions _______________________________________________________________________ Distracting habits _______________________________________________________________________ Use of humor _______________________________________________________________________ Passion/conviction _______________________________________________________________________

Conclusion Was the conclusion an effective ending to the sermon? [__] Yes (please explain) [__] No Comments: ___________________________________________________________________________________ _____________________________________________________________________________________________ Was the sermon successful in the following: (helpful comments are appreciated) ‐Being relevant and applicable to life? [__] Yes [__] No ___________________________________________ ‐Increasing your knowledge? [__] Yes [__] No ___________________________________________ ‐Causing a change in your attitude? [__] Yes [__] No ___________________________________________ ‐Causing a change in your behavior? [__] Yes [__] No ___________________________________________ ‐Connecting scripture and life? [__] Yes [__] No ___________________________________________

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Rev. 9/18

Form 14

Additional Comments _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________ Overall, I would evaluate this sermon as: [__] A good effort but the final result still needs some work. [__] Adequate in most ways. Shows promise. [__] Adequate in every way. Well done. [__] Outstanding. Clearly an area of giftedness.

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Rev. 9/18

Form 15

Supply Pastor (SY) Supervisory Agreement with the District Superintendent

Name:

______________________________________________________________________

First

Middle

Last

Address:

______________________________________________________________________

Street

City

Best Contact # (______)________‐__________ Birthdate: [__] Cell [__] Home [__] Work Email:

State

Zip

_________ _________ __________ Month

Day

Year

______________________________________________________________________

As a Supply Pastor, I have been asked to serve the following: District: [__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR Charge Church 1

Church 2

Street

City

State Zip

Worship Time Frequency Weekly Monthly Church 3

Bi‐weekly

Worship Time Frequency Weekly Monthly Church 4

Street

City

State Zip

Worship Time Frequency Weekly Monthly

Bi‐weekly

Worship Time Frequency Weekly Monthly

Bi‐weekly

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Rev. 9/6/2019

Form 15

I realize that I am a lay person and that I am not allowed to administer the sacraments of Baptism or Holy Communion. However, I understand that I can serve the elements if they have been consecrated by an Elder. I also realize that I will not be able to perform weddings, since I am not a licensed pastor. I realize that I will be expected to act as a pastor and will have, at least, the following responsibilities:

[__] Home & Hospital Visitation [__] Performing Funerals [__] Conducting and Leading Worship [__] Overseeing/Conducting Church Meetings [__] Administration of the Church: Charge [__] Meet, as requested, with the DCOM Conference and Year End Reports [__] Maintain an up to date Safe Gatherings [__] Attend District Minister’s Meetings Certification In addition to the above items, I understand that the District Superintendent expects the following from me as I minister at the charge to which I have been assigned: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________ Signature _____________________________________________ DS Signature

__________________________ Date __________________________ Date

A copy of this will be kept:   

In this person’s DCOM files In this person’s supervisory files within the District Superintendent’s office A Copy will be given to the Supply Pastor

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Rev. 9/6/2019

Form 16

Notarized Disclosure Form Applicant Name:

________________________________________________________________

Email address:

________________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Ministerial Relationship Being Requested:

_____________________________________________

General Instructions:  The Candidate is responsible for uploading completed Form and any attachments to the appropriate registrar(s) as directed by the requesting registrar.  Document should be completed not more than 12 months prior to the required interview Part I: Legal History (¶ 310.2, 324.12, 346.2, 347.2(a) and 347.3(a)of The Book of Discipline, 2016) Have you ever been convicted of a felony? [__] Yes [__] No Have you ever been convicted of a misdemeanor? [__] Yes [__] No Have you ever been accused in writing of sexual misconduct or child abuse? [__] Yes [__] No If you answer “yes” to any of these questions, attach an explanation. Part II: Chargeable Offenses Have you read ¶2702 of The Book of Discipline 2016? [__] Yes [__] No Are you chargeable according to ¶2702 of The Book of Discipline 2016? [__] Yes [__] No If you answered yes, attach an explanation. Part III: The Christian Life Do you agree, for the sake of the mission of Jesus Christ in the world and the most effective witness of the gospel, and in consideration of your influence as a clergy person, to make a complete dedication of yourself to the highest ideals of the Christian life as set forth in “Our Doctrinal Heritage,” “Our Doctrinal Standards and General Rules,” “Our Theological Task,” and the “Social Principles,” ¶103‐105, ¶160‐166 of The Book of Discipline, 2016? [__] Yes [__] No Part IV: Signature I hereby certify that all the information I have provided is true and accurate. __________________________________________ __________________________ Signature Date Subscribed to and sworn before me on this _______________ date of ________________ 20____. __________________________________________ Notary Public Signature

Page 1 of 1 Candidate: _______________________________

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FORM 16-Notarized Disclosure Form rev. 8/19

Save Form Print Form

BIOGRAPHICAL INFORMATION FORM Form 102 Name: _______________________________________________________________________________ First

Middle

Last

Address: _____________________________________________________________________________ Street

City

State

Zip

Cell Phone: (_____) _______________________ Other Phone: (_____) __________________________ Sex: Male

Birth Date: ____________________________________

Female

E-mail:_______________________________________________________________________________ Ethnic Origin: Asian

African American/Black

Hispanic/Latino

American Indian

White/Caucasian

Native Hawaiian/Pacific Islander

Other:

Conference: _________________________________ District: __________________________________ Local Church: ________________________________________________________________________

Church Address: ______________________________________________________________________ Street

City

State

Zip

Briefly describe your involvement in your local church, such as your leadership positions, groups you enjoy, church activities, etc.

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Describe your church involvement in activities beyond your local church, such as district or annual conference work, church camps, workshops, outreach, etc.

Educational Background High School College Graduate School Theological Seminary Course of Study Adv. Course of Study Marital Status:

Dates Attended

Yr. 1

Yr. 2

Yr. 3

Yr. 4

Degree or # of Credit Hours

Yr. 5

Credit Hrs: Single (never married)

Widowed

Married (first marriage)

Separated

Married (second marriage or more)

Divorced

If married, please indicate your spouse’s information. Name: _______________________________________________________________________________ First

Middle

Last

Birth Date: _________________________________ Marriage Date: ____________________________

Spouse’s Occupation: ___________________________________________________________________

Your children, if any: Child’s Name

Date of Birth

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Sex/Gender

Education

Additional dependents, if any: Dependentâ&#x20AC;&#x2122;s Name

Date of Birth

Sex/Gender

Education

Describe your community involvement and volunteer work, such as participation in community organizations, social clubs, service agencies, and other non-church-related volunteer service:

Your childhood family and other significant relatives: Name

Relation

Age

Marital Status

Education

Father Mother

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Sex/Gender

Occupation

Work Experience: (current employment, previous employment, and military experience, if any.)

Have you previously served as a local pastor, diaconal minister, deacon, or elder in The United Methodist Church?

Yes

Conference Relationship

If Yes, What Conference? __________________________________________________ DATE

Diaconal Minister Local Pastor

DATE Provisional Member Deacon in Full Connection Elder in Full Connection

Associate Member

Have you had a change in clergy relationship with a conference of The United Methodist Church?

Yes

Change in Conference Relationship DATE Discontinuance Leave of Absence Medical Leave Termination by Annual Conference Action

DATE Administrative Location Honorable Location Retirement Withdrawal

Note: If additional space is needed please use a separate sheet of paper and attach this form.

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THE UNITED METHODIST CHURCH MEDICAL SUMMARY REPORT OF MINISTERIAL CANDIDATE Form 103

Candidateâ&#x20AC;&#x2122;s Name: _____________________________________________________________ To the Board of Ordained Ministry: Please indicate here, the name/address of the board officer who will receive this report. Name: Address: CONSENT FOR THE RELEASE OF CONFIDENTIAL INFORMATION â&#x20AC;&#x201C; COMPLETED BY CANDIDATE Candidate Name: _____________________________________ Birth Date: _______________________ I hereby authorize and direct ______________________________________ (physician) to disclose to the ______________________________ (annual conference) Board of Ordained Ministry the following information with regard to the records of ______________________________ (candidate) for the purpose of evaluation by The United Methodist Church for entrance into ministry. I, the undersigned, understand that I may revoke this consent at any time except to the extent that action has been taken in reliance upon it. This consent will expire sixty (60) days after the date treatment is terminated unless another date is specified. I understand that the information requested may be disclosed from records whose confidentiality is otherwise protected by federal as well as state law. Any of the above requested information may include results of alcohol/drug (substance) abuse and/or diagnosis and treatment of psychological disorders, as well as HIV status. To the party receiving this information: This information has been disclosed to you from records whose confidentiality is protected by federal law. Federal regulations (42 CFR Part 2) prohibit you from making any further disclosure of it without the specific written consent of the person to whom it pertains, or as otherwise permitted by such regulations. A general authorization for the release of medical or other information is not sufficient for this purpose.

Signature of Candidate

Date

Witness

Date

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SUMMARY REPORT – COMPLETED BY PHYSICIAN Comments for physician: Complete the summary report. The United Methodist Church assumes you are completing this information based on a current physical examination of the candidate. Screening guidelines are provided for reference as needed. This person is a candidate for ministry in The United Methodist Church. Among other requirements, this includes being able to typically work a full‐time week – with periodic weeks requiring longer work hours. Those serving in ministry will encounter situations that require the ability to cope with conflict and stress. Job‐related tasks range from office work and traveling from site to site to communicating with and relating to a variety of people and managing multiple tasks simultaneously, among other responsibilities. Candidate’s Name: _____________________________________________________________ Date of Physical Exam: __________________________________________________________ Check One: ____

Based on the physical exam I completed, this candidate appears to be healthy. I have no concerns about his/her physical fitness for ministry.

_____

Based on the physical exam I completed, this candidate has some health concerns that are summarized below.

Summary of Concerns:

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Typical treatment(s) for this condition could potentially include (medication, surgery, lifestyle modification, intervention by specialist, frequent monitoring, etc.):

Questions to ask, or conversation that a committee might have, to address these concerns could include:

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Examining Provider: Address: Phone: Fax: Signature:

Date:

STAMP

Page 139

EXAMINATION STANDARDS* As a part of the ministry application process, The United Methodist Church requires each candidate to “present a satisfactory certificate of good health” by a physician on the prescribed form. Disabilities are not to be construed as unfavorable health factors when a person with disability is capable of meeting the professional standards and is able to render effective service…. (The Book of Discipline, ¶¶ 315.6c, 324.8, 347.3, 357.7, 355.3, 368.5). The following lists show standard screening practices to be considered in an assessment of physical health. Additionally, the physician may choose to make recommendations to the candidate as needed. While the candidate’s physician should make the final determination regarding the need for specific medical tests as related to the overall health and needs of the candidate, The United Methodist Church seeks a summary report from the physician upon completion of a physical examination of the candidate that provides an assessment of the candidate’s physical ability to perform the required work of ministry. NOTE: DO NOT RECORD SCREENING RESULTS ON THIS FORM. Screening Height and weight (periodically) Blood pressure Alcohol and tobacco use Depression (if appropriate follow‐up is available) Diabetes mellitus (patients with hypertension) Dyslipidemia (total and HDL cholesterol): men ≥35 y; men or women ≥20 y who have cardiovascular risk factors; measure every 5 y if normal Colorectal cancer screening (men and women 50‐75 y) Mammogram every 1 to 2 y for all women ≥40 y. Evaluation for BRCA testing in high‐risk women only. Papanicolaou test (at least every 3 y until age 65 y) Chlamydial infection (sexually active women ≤25 y and older at‐risk women) Routine voluntary HIV screening (ages 13‐64 y) Bone mineral density test (women ≥65 y and at‐risk women 60‐64 y) AAA screening (one time in men 65‐75 y who have ever smoked) Counseling—Substance Abuse Tobacco cessation counseling Alcohol misuse: brief behavioral counseling; alcohol abuse: referral for specialty treatment

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Counseling—Diet and Exercise Behavioral dietary counseling in patients with hyperlipidemia, risks for CHD and other diet‐related chronic disease Regular physical activity (at least 30 minutes per day most days of the week) Intensive counseling/behavioral interventions for obese patients AAA = abdominal aortic aneurysm; BRCA = breast cancer susceptibility gene; CHD = coronary heart disease. * Based on recommendations from the U.S. Preventive Services Task Force. Key Points 

  



        

The U.S. Preventive Services Task Force recommends routine periodic screening for hypertension, obesity, dyslipidemia (men ≥35 years), osteoporosis (women ≥65 years), abdominal aortic aneurysm (one‐time‐screening), depression, and HIV infection. The U.S. Preventive Services Task Force recommends routine periodic screening for colorectal cancer (persons 50‐74 years of age), breast cancer (women ≥40 years), and cervical cancer. The U.S. Preventive Services Task Force recommends that all pregnant women be screened for asymptomatic bacteriuria, iron‐deficiency anemia, hepatitis B virus, and syphilis. The U.S. Preventive Services Task Force recommends against screening for hemochromatosis; carotid artery stenosis; coronary artery disease; herpes simplex virus; or testicular, ovarian, pancreatic, or bladder cancer. Outside of prenatal, preconception, and newborn care, genetic testing should not be performed in unselected populations because of lower clinical validity; potential for false positives; and potential for harm, including “genetic labeling.” For patients for whom genetic testing may be appropriate, referral for genetic counseling should be provided before and after testing. A human papillomavirus vaccine series is indicated in females ages 9 through 26 years, regardless of sexual activity, for prevention of cervical cancer. A single dose of tetanus‐diphtheria–acellular pertussis (Tdap) vaccine should be given to adults ages 19 through 64 years to replace the next tetanus‐diphtheria toxoid (Td) booster. A zoster (shingles) vaccine is given to all patients 60 years and older regardless of history of prior shingles or varicella infection. Asymptomatic adults who plan to be physically active at the recommended levels do not need to consult with a physician prior to beginning exercise unless they have a specific medical question. Smoking status should be determined for all patients. Patients who want to quit smoking should be offered pharmacologic therapy in addition to counseling, including telephone quit lines. Routine screening is recommended to identify persons whose alcohol use puts them at risk. For management of alcohol abuse and dependence, referral for specialty treatment is recommended; for management of alcohol misuse, brief behavioral counseling may be useful.

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

  

Clues for chemical dependency include unexpected behavioral changes, acute intoxication, frequent job changes, unexplained financial problems, family history of substance abuse, frequent problems with law enforcement agencies, having a partner with substance abuse, and medical sequelae of drug abuse. Condom use reduces transmission of HIV, Chlamydia, gonorrhea, Trichomonas, herpes virus, and human papillomavirus. It is important to ask about domestic violence when patients present with symptoms or behaviors that may be associated with abuse. When an abusive situation is identified, address immediate safety needs.

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Print Form

Save Form

THE UNITED METHODIST CHURCH ANNUAL REPORT OF CLERGY MEMBER ON LEAVE OF ABSENCE Form 108 Name: _______________________________________________________________________________ First

Middle

Last

Address: _____________________________________________________________________________ Street

City

State

Zip

Cell Phone: (_____) _______________________ Other Phone: (_____) __________________________ E-mail: ____________________________________

Birth Date: _____________________________

Conference: _______________________________

District: ________________________________

Conference Membership: Provisional Member Associate Member

Deacon in Full Connection Elder in Full Connection

Last Appointment and District: ____________________________________________________________________ Number of Years on Leave of Absence (including this year): ___________________________________ Present occupation: ________________________________________________________________________________ Do you desire to request an end to your leave of absence at the next session of the annual conference? Yes _____

No _____

If yes, attach a statement outlining your reasons for this request.

Do you desire to request an extension of your leave of absence for the coming appointment year? Yes _____

No _____

If yes, attach a statement outlining your reasons for this request.

Please attach a copy of your report to the charge conference regarding performances of ministerial duties. Signature: ______________________________________________

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Date _____________________

*** Note *** 1. Clergy members requesting an extension to their leave must do so by written request (¶353.1). 2. Members seeking to end their leave of absence with an appointment by the bishop must submit their written request to the Board of Ordained Ministry and cabinet a minimum of six months prior to the session of the annual conference (¶353.11). 3. When clergy members do not request an extension of the leave of absence annually or do not indicate willingness to itinerate at the end of the five-year period, provisions of location (¶358) or the complaint procedures of ¶362 may be invoked.

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THE UNITED METHODIST CHURCH THEOLOGICAL SCHOOL RECOMMENDATION FOR CONFERENCE MEMBERSHIP Form 109 Studentâ&#x20AC;&#x2122;s Name: _______________________________________________________________________

Annual Conference: ____________________________________________________________________ Theological School: ____________________________________________________________________

1. Submit an official copy of your academic transcript directly to the registrar of the Board of Ordained Ministry listed below. 2. Take a copy of this recommendation form to your faculty advisor or another faculty member of the theological school for completion, and have it sent directly to the registrar of the Board of Ordained Ministry.

3. Give a second copy of this form to the Office of Field Education if you have had a field education assignment, and have it sent directly to the registrar of the Board of Ordained Ministry. 4. Authorize the release of information by signing the release statement below. Release Information:

I hereby authorize release of the information requested to the registrar of the Board of Ordained Ministry listed below. Recognizing the confidential nature of this recommendation, I DO waive all rights of access to this report without the written consent of the person providing the information.

I DO NOT waive all rights of access to this report without the written consent of the person providing the information. Signature: ___________________________________________

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Date: _________________________

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Instructions to the Theological School Representative:

1. The Board of Ordained Ministry is interested in any personal insights you can provide regarding the candidate in the following areas: a. academic ability and performance b. personal qualities and character c. spiritual maturity and insight d. field education experience and effectiveness 2. Use the space provided on Page 2 for your comments and recommendations. 3. Attach additional comments or reports you believe will be helpful in the decision-making process. 4. Return this form and any attachments directly to the following before: _________________________ Name of BOM Registrar: ____________________________________________________________ Mailing Address: ___________________________________________________________________

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Note to Theological School Faculty Member or Administrator: The Board of Ordained Ministry is interested in any personal insights you can provide regarding the candidate in the areas of (1) academic ability and performance, (2) personal qualities and character, (3) spiritual maturity and insight, and (4) field education experience and effectiveness.

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Do you consider the candidate ready for ordination and conference membership in The United Methodist Church? _____ Yes

_____ No

********************************************************************** Recommendation Submitted by: ________________________________________ Signature

_______________________________________ Printed Name

Theological School Position: _____________________________________________________________

Address ______________________________________________________________________________ Street City State Telephone (_____) _______________________________Date __________________________________

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Zip

Section 9: APPLICATIONS APPLICATIONS for use by DCOM and DS for those in Process and Currently Serving This section contains APPLICATION(s) that should be used by those in process as they come before the DCOM each year. Below is a brief description of each form (if the title is not self‐explanatory): APPLICATION 01 ............ Board of Ordained Ministry / Cabinet Application for Approval of Extension Ministry APPLICATION 02 ............ Application for Clergy Relationship to the Annual Conference APPLICATION 03 ............ Application for Change in Clergy Relationship to the Annual Conference APPLICATION 04 ............ Application for Readmission to Clergy Relationship with Annual Conference APPLICATION 05 ............ Application to Become a Supply Pastor APPLICATION 06 ............ Transfer of Candidate to Holston AC from Another Annual Conference APPLICATION 07 ............ Application to Join the Residency in Ministry (RIM) of Holston AC APPLICATION 08 ............ Application to Serve as an Other Fellowship (OF) Pastor in Holston AC

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Application 01 Board of Ordained Ministry / Cabinet Application for Approval of Extension Ministry 2016 BOD ¶344.1(d)

Applicant Name:

_____________________________________________________________

Email address:

_____________________________________________________________

Mailing Address:

_____________________________________________________________

Cell phone:

_____________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Circle current status (Elder, Associate Member, Local Pastor) Current ministry setting: Please share in detail answers to the following questions (use additional pages as necessary). Please attach any documentation regarding related organizations, structures and accountability that you deem helpful to the Board and/or the Cabinet in reviewing your request.

1. The proposed setting for the proposed extension ministry.

2. Your sense of calling to the proposed extension ministry.

3. Your gifts and evidence of God’s grace for the proposed extension ministry.

4. How the proposed extension ministry constitutes a true extension of the Christian ministry of the Church, with special attention to how it reflects your commitment to intentional fulfilment of your ordination vows to Word, Sacrament, Order, and Service.

Application 01-Approval of an Extension Ministry Page 150

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Application 01

5. How this proposed extension ministry constitutes the intentional fulfillment of your ordination vows, associate membership, or license as local pastor. Please pay special attention to explain how this proposed extension ministry is a task for which clergy are appropriately prepared and authorized in contrast to the work to which all Christians are called.

6. Please describe how the proposed extension ministry will provide adequate accountability standards and oversight.

Please initial the following if you agree: ___

I certify that, even if this ministry is approved as an extension ministry pursuant to paragraph 344.1(d), I would still “remain within the itineracy and shall be accountable to the annual conference.”

___

I certify that, if I am appointed to an extension ministry pursuant to paragraph 344.1(d), I will have to identify a charge conference to which I will relate and obtain a letter from the pastor responsible for that charge conference establishing that I have consulted with her/him.

___

I certify that if I am appointed to an extension ministry pursuant to paragraph 344.1(d), I will be required to annually submit to the bishop, the district superintendent, and the Board of Ordained Ministry, “a written report on the official form . . . for the evaluation of these clergy in light of the missional needs of the Church and the fulfillment of their licensing or ordination to be minister of Service, Word, Sacrament, and Order.”

___

I certify that the Board and the Cabinet have ongoing authority and responsibility to review the appropriateness of extension ministries pursuant to paragraph 344.1(d).

____________________________________________ Applicant (signature)

Application 01-Approval of an Extension Ministry Page 151

_________________________ Date

rev. 8/19

Print Form

Application 02 Save Form Rev. 8/19‐HAC THE UNITED METHODIST CHURCH APPLICATION FOR CLERGY RELATIONSHIP TO THE ANNUAL CONFERENCE Name: First

Middle

Last

Address: Street Cell Phone: (

City )

Other Phone: (

E-mail:

State

Zip

)

Birth Date:

Being fully persuaded that God has called me to be a minister of the gospel of the Lord Jesus Christ, I hereby request affirmation of that call by The United Methodist Church through the granting of a clergy relationship to the annual conference. The relationship for which I am applying is: ____ _ Local Pastor

____ _ Associate Membership

_____ Student Local Pastor

_____ Provisional Membership

____ _ Part-time

_____ Deacon in Full Connection

_____ Full-time

_____ Elder in Full Connection

While I am applying for this relationship to the annual conference, I am also applying for: ____ _ ____ _ ____ _ ____ _ ____ _

License for Pastoral Ministry License for the Ministry of the Deacon Ordination as a Deacon Ordination as an Elder Recognition of orders granted by another denomination

Signature

Date

An application for membership in full connection is to be sent to the registrar of the Board of Ordained Ministry. An application for license as a local pastor, associate membership, or provisional membership is to be sent both to the district Committee on Ordained Ministry and the Board of Ordained Ministry. Information on required documentation is located on the next page.

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Application 02 Rev. 8/19‐HAC

Documentation to be examined along with this Application for Clergy Relationship to the Annual Conference License for Pastoral Ministry (¶315) 1. All documentation for candidacy certification 2. Report of the faculty of the licensing school or transcript from an approved school of theology indicating credit for one-third of the M.Div. from a University Senate-approved institution 3. Biographical Information Form (Form 102) 4. Medical Information Form (Form 103) 5. Notarized statement concerning any criminal behavior, criminal background, and credit checks 6. Psychological assessment report and any other information required by the Board of Ordained Ministry Associate Membership (¶322) 1. 2. 3. 4. 5. 6. 7. 8.

Transcript from the Course of Study College transcript with a minimum of 60 semester hours credit or equivalent Annual reports from a clergy mentor Recommendation of the district superintendent Biographical Information Form (Form 102) Medical Information Form (Form 103) Notarized statement concerning any criminal behavior, criminal background, and credit checks Psychological assessment report and any other information required by the Board of Ordained Ministry

Provisional Membership (¶324) 1. College transcript indicating a bachelor of arts degree or its equivalent as determined by the Division of Ordained Ministry 2. Seminary transcript indicating completion of a minimum of one-half of the M.Div. including one-half of the Basic Graduate Theological Studies or a Course of Study transcript indicating completion of Course of Study and 32 semester hours of graduate theological study (including the Basic Graduate Theological Studies) or its equivalent through the Advanced Course of Study 3. Annual reports of the clergy mentor 4. Recommendation of the district superintendent 5. Biographical Information Form (Form 102) 6. Medical Information Form (Form 103) 7. Written responses to doctrinal questions 8. Notarized statement concerning any criminal behavior, criminal background, and credit checks 9. Psychological assessment report and any other information required by the Board of Ordained Ministry Membership in Full Connection (¶330, Deacon or ¶335, Elder) 1. Reports of the clergy mentor 2. Recommendation of the district superintendent

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Application 02 Rev. 8/19‐HAC

3. 4. 5. 6. 7.

Biographical Information Form (Form 102) Medical Information Form (Form 103) Written responses to doctrinal questions (where required) Project that demonstrates fruitfulness in carrying out the Church’s mission Psychological assessment and other information as determined by the Board of Ordained Ministry

Recognition of Orders 1. Certificate of ordination with documentation that the ordination is in good standing 2. College transcript 3. Seminary transcript

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Application 03 Application 03 Rev. 8/19‐HAC Rev. 8/19‐HAC

THE UNITED METHODIST CHURCH APPLICATION FOR CHANGE IN CLERGY RELATIONSHIP TO THE ANNUAL CONFERENCE Name: __________________________________________________________________________ First Middle Last Address:_________________________________________________________________________ Street City State Zip Cell Phone: (

)

Other Phone: (

)____________________

E-mail:

Birth Date: __________________________

Conference:

District:

__________________________

I hereby request the following change in my relationship to the annual conference: Discontinuance as a Local Pastor (¶320.1) Discontinuance as a Provisional Member (¶327.6) Appointment to Less than Full-Time Service (¶338.2) Appointment to Extension Ministry (¶344.1) Sabbatical Leave (¶351) Voluntary Leave of Absence – Personal (¶353.2a) Voluntary Leave of Absence – Family (¶353.2b) Transitional Leave of Absence (¶353.2c) Maternity/Paternity Leave (¶355) Medical Leave (¶356) Retirement (¶357) Between Sessions of the Annual Conference Mandatory Retirement (¶357.1) With 20 Years of Service (¶357.2a) With 30 Years of Service or at Age 62 (¶357.2b) With 40 Years of Services or at Age 65 (¶357.2c) Honorable Location (¶358) Withdrawal to Unite with Another Denomination (¶360.1) Withdrawal from the Ordained Ministerial Office (¶360.2) Withdrawal Under Complaints or Charges (¶360.3)

Signature:

Date: _____________________________ Page 155

Application 03 Rev. 8/19‐HAC

Information on further required documentation is below. Further Required Documentation for Change in Clergy Relationship to the Annual Conference Discontinuance as a Local Pastor (¶320.1)  A statement on the reasons for the request to discontinue as a local pastor Discontinuance as a Provisional Member (¶327.6)  A statement on the reasons for the request to discontinue as a provisional member Appointment to Less Than Full-Time Service (¶338.2)  A statement on the nature of the agreement for less than full-time service in one-quarter, one-half, or three quarters increments and the reasons for the request  A recommendation of the bishop and cabinet Appointment to Extension Ministry (¶344.1)  A statement describing in detail the proposed setting for ministry, sharing a sense of calling to that ministry, and the intentional fulfillment of ordination vows  A recommendation of the cabinet Sabbatical Leave (¶351)  A description of the sabbatical leave including plans for study or travel Voluntary Leave of Absence—Personal Leave(¶353.2a)  A statement on the reasons for the leave of absence and the charge conference within the bounds of the annual conference where membership will be held Voluntary Leave of Absence—Family Leave (¶353.2b)  A statement on an immediate family member’s need for full-time care Transitional Leave of Absence (¶353.2c)  A statement describing the need for transitional leave with quarterly substantiation of effort to obtain an appointable position Maternity/Paternity Leave (¶355)  A statement on the duration of the maternity/paternity leave Medical Leave Due to Medical and Disabling Conditions (¶356)  A statement on the nature of the medical and disabling conditions and the reasons for the request of a medical leave  A report from a medical doctor, psychiatrist, or psychologist on the nature of the reasons for granting a medical leave  The recommendation of the Joint Committee on Medical Leave  The recommendation of the Board of Pensions  The recommendation of the Board of Ordained Ministry Retirement (¶357)  A written request for retirement  A service record provided by the conference secretary or Board of Pensions which confirms eligibility for retirement under the provisions of the Discipline

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Application 04 Print Form Rev. 8/19 ‐ HAC

THE UNITED METHODIST CHURCH APPLICATION FOR READMISSION TO CLERGY RELATIONSHIP WITH ANNUAL CONFERENCE Name: First Address: Street Cell Phone: (

Middle

Last

City

State

)

Zip

Other Phone: (

E-mail:

Birth Date:

Conference:

District:

)

I hereby request: _____ Reinstatement as a Local Pastor _ Part-time Local Pastor __ Full-time Local Pastor ___ _____ Readmission as a Clergy Member of the Annual Conference _ Associate Member __ _ Provisional Member __ _ Deacon in Full Connection __ _ Elder in Full Connection __ The status from which I wish to be reinstated or readmitted is: ___ ___ ___ ___ ___ ___ ___ ___

Discontinued Local Pastor Discontinued Provisional Member Honorable Location Administrative Location Withdrawal to Unite with another Denomination Leaving the Ministerial Office Withdrawal Under Complaints or Charges Involuntary Retirement

Signature:

www.bomlibrary.org Candidacy/Conference Relations Forms, 2017-2020

Date:

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Reinstatement as a Local Pastor (¶320.4) 1. Statement on the reasons for reinstatement as a local pastor 2. Record of circumstances related to the discontinuance taken from the permanent personnel files of the annual conference Readmission to Provisional Membership (¶364) 1. Statement on the reasons for readmission to provisional membership 2. Record of circumstances related to the discontinuance taken from the permanent personnel files of the annual conference Readmission from Honorable or Administrative Location (¶365) 1. Statement on the reasons for readmission from location 2. Certificate of location 3. Report and recommendation by the charge conference and pastor of the local church where membership is held 4. Medical Information Form (Form 103) 5. Psychological assessment report 6. Recommendation of the district superintendent Readmission after Leaving the Ministerial Office (¶366) 1. Statement on the reasons for readmission after surrender of the ministerial office 2. Record of the circumstances related to the surrender of the ministerial office from the permanent personnel files of the annual conference 3. Recommendation of the district superintendent Readmission after Termination by Action of the Annual Conference (¶367) 1. Recommendation of the Cabinet 2. Completion of full membership requirement (including candidacy and provisional membership) Readmission after Involuntary Retirement (¶368) 1. Statement of the reasons for readmission after involuntary retirement 2. Record of the circumstances related to the involuntary retirement from the permanent personnel files of the annual conference 3. Certificate of retirement 4. Medical Information Form (Form 103) 5. Psychological assessment report (if required by BOM) 6. Recommendation of the district superintendent

www.bomlibrary.org Candidacy/Conference Relations Forms, 2017-2020

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Application 05

Application to become a Supply Pastor (SY)

Name:

______________________________________________________________________

First

Middle

Last

Address:

______________________________________________________________________

Street

Best Contact # (______)________‐__________ Birthdate: [__] Cell [__] Home [__] Work

City

State

Zip

_________ _________ __________ Month

Day

Year

Email:

______________________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

As a lay person, I have felt the call of God to offer myself in service to the church. I hereby make myself available to the annual conference for use as a supply pastor. I realize that this is a position that can end at any time and that I will be assigned by the District Superintendent to this role and will be amenable to the District Superintendent for the manner in which I conduct the ministry with the church(es) to which I have been assigned. I agree to adhere to the Supply Pastor Supervisory Agreement (Form 15) that I will complete with the District Superintendent. I also understand that I may not remain in this position for more than one year, unless I am serving ¼ time or less. _____________________________________________ Signature _____________________________________________ DS Signature

__________________________ Date __________________________ Date

FOR DCOM USE: Date of initial meeting with DCOM: _________________________________ Does DCOM recommend this person as a Supply Pastor (SY)? [__] Yes [__] No If No, please list reasons:

____________________________________________________

_____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________

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Rev. 8/19

Application 06

Transfer of Candidate to Holston Annual Conference from Another Annual Conference Name:

______________________________________________________________________

First

Middle

Last

Address:

______________________________________________________________________

Street

Best Contact # (______)________‐__________ Birthdate: [__] Cell [__] Home [__] Work

City

State

Zip

_________ _________ __________ Month

Day

Year

Email:

______________________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

I affirm my desire to have my Candidacy transferred to the DCOM ______________________________ of the __________________________________ District of the Holston Annual Conference from the ________________________ District of the _________________________________Annual Conference. The DCOM Registrar is: ______________________________________ and you may contact the Registrar at the following email address. I give permission for my current registrar to share with the DCOM to which I desire to have my candidacy transferred. _____________________________________________ Signature _____________________________________________ DS Signature

__________________________ Date __________________________ Date

FOR DCOM USE: Date of initial meeting with DCOM: _________________________________ Does DCOM recommend this person as a Supply Pastor (SY)? [__] Yes [__] No If No, please list reasons:

____________________________________________________

Application 07

Application to join the Residency in Ministry (RIM) of Holston Annual Conference

Name:

______________________________________________________________________

First

Middle

Last

Address:

______________________________________________________________________

Street

Best Contact # (______)________‐__________ Birthdate: [__] Cell [__] Home [__] Work

City

State

Zip

_________ _________ __________ Month

Day

Year

Email:

______________________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Current Appointment: ________________________________________________________________ Current Relationship: [__] Provisional Deacon [__] Provisional Elder [__] Associate Member Having completed all seminary requirements and having been elected as a Provisional Member of the annual conference, I desire to be included in the RIM Cohort formed following annual conference. I realize that RIM is required for the three years of the Provisional process and that there will be mandatory sessions that I must attend along with other between session assignments. ___________________________________________ Signature

__________________________ Date

This is NOT a DCOM form. Please submit this form to:  

BOM Registrar Director of RIM

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Rev. 8/19

Application 08

Application to serve in the Holston Annual Conference as an Other Fellowship (OF) Name:

______________________________________________________________________

First

Middle

Last

Address:

______________________________________________________________________

Street

Best Contact # (______)________‐__________ Birthdate: [__] Cell [__] Home [__] Work

City

State

Zip

_________ _________ __________ Month

Day

Year

Email:

______________________________________________________________________

District:

[__] AP [__] CM [__] HI [__] MV [__] NR [__] SS [__] SM [__] TV [__] TR

Current Conference Relationship: [__] Provisional Deacon [__] Provisional Elder Having been ordained in another denomination and now desiring to serve, after consultation with a District Superintendent, within the Holston Annual Conference, and in agreement with ¶346.2 of The Book of Discipline ‐2016, I affirm that I am willing “…to support and maintain United Methodist doctrine, discipline and polity.” I also agree to supply the following documents to the District Superintendent:

[__] A copy of my ordination certificate from my current denomination [__] A Notarized Disclosure Form (supplied by District Superintendent) [__] Take and Release Required Psychological Tests/Reports [__] Submit to a Background/Credit Check and receive Safe Gatherings Certification I realize, that my credentials may or may not meet the standards as set forth by the United Methodist Church and that I can serve without full recognition, but that this will limit my ability to vote and hold offices within the Annual Conference. I also affirm that I am not guaranteed an appointment within the Holston Annual Conference, but that I serve on an as needed basis until my credentials are fully recognized and I apply for membership in the Annual Conference. With this in mind…. I [__] do / [__] do not (mark one) currently seek to have my credentials recognized as equivalent with those of the United Methodist Church by the Board of Ordained Ministry. _____________________________________________ Signature

________________________________ Date

District ‐‐ Report of DCOM Action: Date this person met with the DCOM: ________________________________ Does the DCOM recommend this person for an Other Fellowship Appointment? [__] Yes [__] No If No, then please list reasons: ___________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________

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Section 10: BOM Library Files Action Outline Forms and Summary Report Action Outlines See Appendix for a set of forms that should be used by those in process as they come before the DCOM each year. Below is a brief description of each form (if the title is not self‐explanatory): Action Outline #1 ................................................. Candidacy Certification Action Outline #2 ................................................. Candidacy Renewal Action Outline #3 ................................................. Local Pastor Completion of Studies Action Outline #4 ................................................. Local Pastor Continuance Recommendation Action Outline #5 ................................................. Local Pastor Reinstatement Action Outline #6 ................................................. Provisional Membership Recommendation Action Outline #7 ................................................. Associate Membership Recommendation Action Outline #8 ................................................. Readmission to Conference Relationship Action Outline #9 ................................................ Elders/Ordained Clergy from Other Denominations Serving in Holston Summary Report Action Outline #1 ..................... Candidacy Certification Summary Report Action Outline #2 ..................... Candidacy Renewal Summary Report Action Outline #3 ..................... Local Pastor Completion of Studies Summary Report Action Outline #4 ..................... Local Pastor Continuance Recommendation Summary Report Action Outline #5 ..................... Local Pastor Reinstatement Summary Report Action Outline #6 ..................... Provisional Membership Recommendation Summary Report Action Outline #7 ..................... Associate Membership Recommendation Summary Report Action Outline #8 ..................... Readmission to Conference Relationship

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District Committee Action Outlines

The following action outlines are designed to be used by your district Committee on Ordained Ministry. They provide the specific action required, a suggested motion, vote requirements, and other requirements you need to receive in order to discuss and act on candidates for ministry. ___ Candidate’s District File Content Checklist ___ Local Pastor’s District File Content Checklist ___ District Committee Action Report to BOM Registrar ___ Action Outlines: 1.

Vote for Certified Candidacy

Renewal of Candidacy

Local Pastor – Approval of License for Pastoral Ministry

Local Pastor Continuance Recommendation

Reinstatement of Approval for License for Pastoral Ministry

Provisional Membership Recommendation

Associate Membership Recommendation

Readmission to Conference Relationship

Elders or Ordained Clergy from Other Denominations Serving in Annual Conference Bounds

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Action Outline #1 Vote for Certified Candidacy Action:

The dCOM votes to determine certified candidacy status.

Suggested Motion:

Move that status.

Date of Vote:

____________________________

Vote: ___ Certified

be granted certified candidacy

___ Denied Certification

___ Certification Delayed at this time

** Individual written ballot, three-fourths majority required to certify (¶666.6).

Requirements: 1. Be a member of The United Methodist Church for a minimum of one year or a baptized participant of a recognized United Methodist campus ministry or other United Methodist ministry setting for a minimum of one year 2. Enrolled as a candidate through GBHEM’s online candidacy program 3. Recommended by the candidate’s home church charge conference or equivalent body as specified by the dCOM 4. Graduated from an accredited high school or received a certificate of equivalency 5. Completed the candidacy studies with an assigned candidacy mentor as evidenced by a written report from the candidacy mentor 6. Provided a written statement of call and response to statements found in ¶310.2a 7. Completed psychological assessment and evaluation 8. Completed criminal background check and credit check and submitted a notarized statement regarding sexual misconduct and child abuse. 9. Examined (interviewed) by the dCOM (see ¶310.2) 10. Outcome of certification vote recorded in GBHEM’s online candidacy program

Note: Candidacy status must be renewed annually by the dCOM (¶313) until a candidate becomes a local pastor or provisional member.

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Action Outline #2 Renewal of Candidacy Action:

The dCOM must annually renew the certified candidacy status of each candidate or the candidate is automatically decertified (see ¶313).

Suggested Motion:

Move that the certified candidacy status of be renewed for the upcoming conference year.

Date of Vote:

______________________________

Vote:

_____ Candidacy Continued

Conference:

__________________________________________________________

District:

__________________________________________________________

_____ Candidacy Discontinued

** Majority vote required to continue candidacy. Requirements: 1. Annual recommendation of the candidate’s church charge conference or equivalent. 2. Evidence that the candidate’s gifts, graces, and fruits continue to be satisfactory (dCOM interview, mentor’s report, letter from pastor, etc.). 3. Evidence that the candidate is making satisfactory progress for the required education: a. A student preparing for provisional membership shall present annually to the dCOM and official transcript from their University Senate-approved college/university or theological school. b. A non-student shall complete school for local pastor’s license and be considered by the district committee for approval for the license for pastoral ministry. 4. Submit Form 117 (Church Support of Candidate) to the dCOM.

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Action Outline #3 Local Pastor – Approval of License for Pastoral Ministry Action:

The dCOM certifies the completion of the prescribed requirements, and the candidate is to be listed in the conference journal as eligible to be appointed as local pastor.

The bishop awards the license for pastoral ministry only when an appointment to a pastoral charge is made (see ¶316). The license is effective only when an appointment is being served. Suggested Motion:

Move that be recognized as having completed the prescribed requirements to receive a license for pastoral ministry (pending completion of those studies and/or the Orientation to Ministry), that he/she be listed in the conference journal as eligible for appointment, and that the bishop award the license for pastoral ministry and list this candidate as a local pastor if and when appointed.

Note:

“Pending completion of those studies…” shown above in parentheses should be included when action is taken before the candidate has completed licensing school and/or Orientation to Ministry.

Requirements (¶315): 1. Certified as a candidate for ministry (¶310) 5. Submitted criminal background and credit checks, notarized statement, and certificate of good health

2. Completed the Orientation to Ministry 3. Completed studies for the license as a local pastor or one-third of the work for a master of divinity degree (at a University Senate-approved seminary)

6. Received three-fourths majority dCOM recommendation 7. Received three-fourths majority BOM recommendation and Clergy Session approval

4. Examined (interviewed) by the dCOM

Local pastors shall be classified as one of the following: 1. Full-time local pastor (¶318.1) 2. Part-time local pastor (¶318.2) 3. Student local pastor (¶318.3) Note:

Approval for licensing must be renewed annually (see Continuance as a Local Pastor, ¶319).

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Action Outline #4 Local Pastor Continuance Recommendation Action:

The dCOM annually recommends continuance of a local pastor’s eligibility and license.

Suggested Motion:

Move that be recommended for continuance as a local pastor (or listed as eligible to be appointed as local pastor if not currently under appointment).

Requirements: 1. Evidence of satisfactory progress in the Course of Study, in college, or in seminary (¶319) until they have completed educational requirements. Full-time local pastors complete the Course of Study within eight years and part-time local pastors complete the Course of Study within 12 years (¶ 319.3). 2. Annual report of the clergy mentor. 3. Recommendation to the district superintendent.

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Action Outline #5 Reinstatement of Approval for License for Pastoral Ministry Action:

Recommends reinstatement of approved status for those who were discontinued as local pastors from the annual conference (Âś320.4).

Suggested Motion:

Move that be recommended for reinstatement of approved status for licensing, listed in the conference journal as eligible to receive an appointment, and that the bishop awards the license for pastoral ministry if and when appointed.

Requirements: 1. Completion of licensing school for local pastors. 2. Willingness to complete, or have already completed the requirements listed in Âś315.2. 3. Recommendation of the district Committee on Ordained Ministry, Board of Ordained Ministry, and Cabinet after Application for Readmission to Conference Relationship (Form 107). 4. Local pastors from other annual conferences shall authorize the release of information on their qualifications and the circumstances relating to their termination before being recommended for appointment in a different annual conference (Âś320.4).

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Action Outline #6 Provisional Membership Recommendation

Action:

The dCOM recommends in writing to the BOM based on a threefourths majority vote those requesting provisional membership toward deacon’s orders or elder’s orders (¶324.10).

Suggested Motion:

Move that be recommended for election to provisional membership toward:

_____ Deacon’s Orders _____ Elder’s Orders

Date of Vote:

____________________________

Vote:

_____ Recommended _____ Not Recommended

Requirements: 1. Certified as a candidate for at least one year, but no longer than 12 years, before being elected to provisional membership 2. Demonstrated gifts for ministries to service and leadership to the satisfaction of the dCOM 3. Completed a bachelor’s degree from a college or university recognized by the University Senate (See ¶ 324.3 for allowable exceptions) 4. Ready to complete all other requirements listed in ¶324 before being elected to provisional membership.

Note: In the event that the person being recommended for provisional membership has previously been ordained as a deacon or elder, the motion shall be amended to allow for the recognition of orders (¶347).

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Action Outline #7 Associate Membership Recommendation Action:

The dCOM recommends candidates for election as associate members.

Suggested Motion:

Move that be recommended for election as an associate member of the annual conference.

Note: Those elected to associate membership under the 2016 Book of Discipline shall not be ordained as deacons. They are granted an ongoing license for pastoral ministry. Requirements (Âś322): 1. Reached age 40 2. Served a minimum of four years as a full-time local pastor 3. Completed licensing school and the Basic Course of Study 4. Completed at least 60 semester hours toward the Bachelor of Arts degree or an equivalent degree in a college or university listed by the University Senate 5. Be willing to meet the other requirements listed in Âś322 of the 2016 Book of Discipline as required by the Board of Ordained Ministry 6. Received a three-fourths majority recommendation by the dCOM and BOM, and a three-fourths majority approval by the Clergy Session.

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Action Outline #8 Readmission to Conference Relationship Action:

Recommends to the Board of Ordained Ministry the restoration of credentials for all persons requesting readmission to provisional membership (¶364), readmission after honorable or administrative location (¶365), readmission after leaving the ministerial office (¶366), or readmission after termination by action of the annual conference (¶367).

Suggested Motion:

Move that be recommended for readmission to conference relationship and restoration of credentials.

Requirements: 1. Reviewal of candidate’s qualifications and circumstances relating to their discontinuance 2. In case of persons who were honorably or administratively located, a valid certification of location 3. A satisfactory report and recommendation by their charge conference and pastor (optional) 4. A satisfactory certificate of good health 5. In case of persons terminated by action of the annual conference, the recommendation shall be for readmission to provisional membership and restoration of credentials; this recommendation is contingent upon completion of all candidacy requirements (¶310) and provisional membership requirements (¶324).

Note: The BOM may require a psychological assessment report.

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Action Outline #9 Elders or Ordained Clergy from Other Denominations Serving in Annual Conference Bounds Action:

No action required by the dCOM, although the district superintendent and the dCOM may agree to interview these persons annually. The district superintendent forwards to the BOM registrar the names of all ministers in good standing in other Christian denominations who are serving or who are about to serve appointments or ecumenical ministries within the bounds of the annual conference while retaining their denominational affiliations, provided they: 1. Present suitable credentials 2. Give assurance of their Christian faith, experience, and qualifications 3. Give evidence of their agreement with and willingness to support and maintain United Methodist doctrine, discipline, and polity. 4. Release all psychological reports, background checks, and credit checks. 5. Submit notarized statement related to sexual misconduct and child abuse.

Note: Ordination credentials shall be examined by the bishop and the BOM before being presented to the executive session of annual conference (see Âś346.2).

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SUMMARY REPORT Action Outline #1 Vote for Certified Candidacy DCOM Registrar: District: Granted Certified Candidacy Status Suggested Motion: Candidate Last

First

Certified

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Vote Denied

Delayed

SUMMARY REPORT Action Outline #2 Renewal of Candidacy DCOM Registrar: District: Renewed for the upcoming conference year Suggested Motion: Candidate Last

Vote First

Continued

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Discontinued

SUMMARY REPORT Action Outline #3 Local Pastor DCOM Registrar: District: Approval of License for Pastoral Ministry Suggested Motion: Candidate Last

Vote First

Approved

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Pending

SUMMARY REPORT Action Outline #4 Local Pastor DCOM Registrar: District: Continuance Recommendation Suggested Motion: Candidate Last

Vote First

Approved

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Unapproved

SUMMARY REPORT Action Outline #5 Reinstatement DCOM Registrar: District: Suggested Motion:

Candidate Last

Reinstatement of Approval for License for Pastoral Ministry Vote First

Approved

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Unapproved

SUMMARY REPORT Action Outline #6 Provisional Membership Recommendation DCOM Registrar: District: Suggested Motion:

Candidate Last

Election to Provisional Membership

First

Orders Deacon / Elder

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Vote Recommended Not Recommended

SUMMARY REPORT Action Outline #7 Associate Membership Recommendation DCOM Registrar: District: Suggested Motion:

Candidate Last

Election to Associate Membership

First

Vote Recommended Not Recommended

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SUMMARY REPORT Action Outline #8 Readmission to Conference Relationship DCOM Registrar: District: Suggested Motion:

Candidate Last

Readmission to conference relationship and restoration of credentials

First

Vote Recommended Not Recommended

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Notes:

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Notes:

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Notes:

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Notes:

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