Guidelines - DCOM 2024 Edition by Holston Annual Conference

Holston Conference DCOM Handbook

Updated Local Pastor Protocols

2024 Edition

The following persons have written sections of this handbook. Their work on this project is greatly appreciated: Rev. Leah Burns Rev. Adam Love Rev. Sarah Slack Mr. Michael “Slim” Slimbarski Rev. Scott Spence Editor/Publisher: Rev. Terry Goodman

This is a publication of the Office of Clergy Services of the Holston Conference of The United Methodist Church. Permission is given for other United Methodist Conferences to use and adapt this material as is needed for their purposes. It was created in Microsoft Publisher and has been posted in various locations in PDF format. If you need a publisher file to adapt the material to your setting, email me at: terrygoodman@holston.org.

All photos used in this book are from unsplash.com and are used with permission.

Welcome to the Upgraded Protocols for Use with Local Pastors You have in your hands book three in the DCOM/BOM series. This book focuses specifically on the DCOM and its relation to the Local Pastor. It does so by expanding the protocols that are used in relation to the local pastor. In addition, it also adds a section that talks about Spiritual Leadership Incorporated (SLI). In case you have yet to encounter the SLI process, let me say that it is the foundation upon which the Holston Conference is basing its ministries and will become a greater and greater part of all the ministries and churches of the annual conference. The “primer” included in this publication will be a brief overview of the process. The key terms that come from SLI are Passionate Spiritual Disciple and Passionate Spiritual Leader. It is the Bishop and extended cabinet’s view that we need to expose our ministers and our churches to these terms. As the DCOM, you are situated to be the group that speaks to a vast number of our ministers—local pastors. These pastors then influence their churches. As a result, there is organic bottom up growth that happens. Also included in this edition is a significant section from the Rev. Leah Burns that focuses on multi-cultural ministries andissues. In this section, Leah talks about the concept of multicultural ministries and offers guidance to the DCOM’s on how to be more multiculturally aware. Finally, there will be no mass updating or additional forms. There will be at least one form getting a make over, but the move is to go digital and all the forms that you currently use are still available on the conference web site. We keep them there so that we can make modifications/updates. Along the way, some of the paper forms (2019 edition and 2021 edition) may have seen some modifications. If you rely solely on the printed version, then you may not be using the more up to date forms. So, it might be good every now and then to compare the print versions to the online versions. I am looking forward to working with each of the DCOM’s to help implement these new protocols.

A Fellow Servant of Christ, Rev. Terry Goodman Director of Clergy Services

Table of Contents Spiritual Leadership, Inc (SLI) Process ...................... 5 Other Items to Consider ........................................ 13 Multicultural Issues ............................................... 17 Appendix: 25 Traits of the Beloved Community ..... 27 First Year Interview Protocol .................................. 29 Action Outline (AO04) ........................................... 33 Summary Action Outline (SRAO 04) ....................... 34 New Protocol for Interviewing Local Pastors .......... 35 Local Pastor Interview Guide Year A: Word ............ 39 Local Pastor Interview Guide Year B: Sacraments ... 43 Local Pastor Interview Guide Year C: Order ............ 47 Local Pastor Interview Guide Year D: Service ......... 51

The Spiritual Leadership, Inc. SLI Process

Spiritual Leadership

Direction of the Annual Conference Let’s think for a moment of an overarching narrative. By definition this term means: “…talking about something that includes or affects everyone.” (Collins Dictionary, online). Within in the Holston Conference, Bishop Wallace-Padgett is seeking to establish an overarching narrative. This narrative is not about structure and hierarchy. Rather it is more fundamental in nature. A foundation is being laid, upon which the conference can structure its ministries and upon which the districts can structure their ministries and upon which local churches can structure their ministries. This foundation comes from an organization known as Spiritual Leadership (SLI), Incorporated. Since shortly after Bishop Wallace-Padgett arrived in Holston, the extended cabinet has been meeting on an almost monthly basis for 6-8 hours of training. I cannot begin to share with you the depth of that training. However, I need for DCOM’s to understand that they have a role in this overarching narrative. So in the paragraphs that follow, I am going to look at some of the meta principles of this narrative.

Three Foundational Principles Any foundation needs to be carefully laid so that it can support the structure that is laid upon it. In terms of SLI, that foundation can be found in the following three principles: Develop SPIRITUAL LEADERS who model a community that loves, learns and leads together. Create ENVIRONMENTS that foster transformation. Establish PROCESSES that bear fruit.

Spiritual Leaders Broken down individually, developing spiritual leaders can be seen as one of the primary foci of the DCOM. You meet at least on a yearly basis with the men and women that are the pastors/leaders of local churches within the conference. You evaluate them on their abilities to lead. The question becomes, do you develop them into spiritual leaders? This concept of development is one of the cutting edges for most DCOM’s. This handbook will be an attempt to do more than simply provide interview guidelines, but to help the DCOM’s begin to think in new ways about their relationship with Local Pastors and Other Fellowship Pastors. Secondly, as the DCOM develops these persons into spiritual leaders, there is an outcome that is desired. We want these spiritual leaders to then model a process that would help to create spiritual leaders within the local church. The SLI process is one that begins with a small group, such as the extended cabinet and moves to other groups: Strategy Team, Invitation Team, District Leadership Teams (via this handbook to the DCOM’s). From the DCOM it moves to the pastor, then the local church, then members of the local church, etc. etc. What SLI is …is a movement. Much like Jesus started with a handful of disciples and trained them, SLI trains small groups of persons who then train other groups and an exponential growth begins to happen.

One of the chief attributes of this process is that of Learning, Loving, and Leading. This will be discussed in more detail in a section that follows.

Environments As you envision this process of developing spiritual leaders, the question becomes “How does it happen and where does it happen?” The how is left up to the guidance offered by the

leadership team and the work of the Holy Spirit in the lives of those involved in the process. The where happens in the midst of communities and teams that foster transformation. The current working term for these spaces is Passionate Spiritual Groups. SLI is not simply about learning a set of principles and guidelines. We all have been to those events; training sessions/conferences, where we want a checklist of things to do when we get back home. We try to impose the system, that might work great in another setting, onto our particular ministry setting. The SLI process is not simply a set of tools with checklists. You cannot blindly follow prescribed guidelines and have the desired outcome. Instead, SLI should be thought of as a process whose ultimate goal is transformation. We want to move from one way of thinking and doing to another way of thinking and doing. Along the way we will grow deeper in our relationship with God and with one another. We will engage in small groups..in covenant groups…in teams. It is this engagement that transforms us and gives us a new perspective on ministry and how ministry can be accomplished.

Processes As alluded to above, there are those events that give us checklists that often just don’t work when we get back to our ministry setting. Nothing seems to happen. We get no traction. It is easy to determine that we are not moving forward. We all know what that feels like. With SLI, the goal is to move from that state of what some might call despair and into a state of positive outlook. We begin to feel as if something is being accomplished. We are not looking at just getting things done. With enough elbow grease we can solve most problems. With SLI the outcome is that our ministry settings will bear fruit. We expect to see results that show us that the Spirit has been moving in our midst. That we have opened ourselves to God’s presence and as a result, we have seen a positive change..we have seen fruit and growth.

Loving, Learning, Leading To help us accomplish these three principles is the underlying concept of Loving, Learning, and Leading. Briefly, let’s examine each of these items.

Loving The idea of loving has many dimensions in this process. At its basic level, we will consider that loving is the response that we have to a God that first loved us. Some might call this worship. However, it goes beyond simply worship. It involves the recognition that God is present and active in our lives and our ministries.

One way in which we recognize the presence of God in our midst is through, as SLI calls them, Glory Sightings. What is a glory sighting? It is an event or situation in which an individual recognizes that they have just encountered the presence of God or see God’s hand at work in a situation. Why are they important? Because recognizing such moments makes us more aware of God’s presence around us. We become aware of how God is moving in our lives and, most likely, in the lives of other people. So when we gather as a group of Christ followers, one of the first things we need to do is to share with one another the ways in which we have seen God moving in our midst. As the DCOM, this means that time needs to be set aside to allow this to happen. It could happen with a communal gathering of all the interviewers and those being interviewed at the beginning of the day. It might happen within interview groups. Regardless of when it happens…it NEEDS to happen. Also, we cannot give short shrift to this item. We need to spend adequate time to allow us to hear one another’s encounters with God. During this time of Loving, there should also be a time of worship. We can flow easily from telling one another about God’s movement in our lives to a time in which we can worship the God that is in our midst. This does not have to be an overly planned time. It can be a natural time, but does require some forethought on the part of a person to make sure it happens. Who will read the scripture? Who will offer a short message? Who will bring us together in prayer? Loving also encompasses two other elements: Formation and Covenant. Formation is that change that happens within us and the group that comes about through the sharing of Glory Sightings and the engagement in worship. Through these acts we invite the Holy Spirit into our midst…into our lives. When that occurs, a natural result is formation. We are being molded into a new relationship with God. We are learning new ways to worship and share. Some would compare this to a covenant process. We are learning about one another. We are sharing one another’s concerns and joys. We are seeking to hold one another accountable for spiritual growth. This what the Loving aspect of SLI encompasses.

Learning This concept involves discovering—learning—new techniques that will help the team or individual move forward. SLI has developed very specific devices to assist in this process. Among them is the MAP-also known as the Ministry Action Plan. When executed properly, the MAP can help to define the values, vision, mission, and other parameters of a group. As a DCOM, it will be important to

engage in a process that provides structure. You cannot just go wherever the wind might be blowing. You have to have a rudder to help guide you on your journey. A MAP can be that rudder to let us steer the DCOM as the wind of the Spirit blows upon us. The scope of this document does not allow me to engage in a full teaching of the value of this tool. However, the following might give you an idea of the purpose of a MAP. A simple defintion is that a MAP is ”A set of questions..a team ponders,..in a spirit of discernment..with any (emphasis added) ministry…in any contexct…to achieve a goal.” To accomplish this, the MAP focuses on Five questions: Values: What do we care about that will guide our decisions? Mission: What is this MAP intended to achieve? Context: Where are we now..Really? Vision: Where is God leading us? Strategies: How do we get there? A MAP makes complex things clearer so they can be shared, owned, measured and improved. A MAP is not the point of SLI. It is not something you bring home from a workshop and seek to apply to your setting and then fail because you didn’t have the culture in which a MAP would work. SLI is about creating a new culture. Within that culture a MAP is simply a tool that allows us to determine these three important things: Alignment-is our team focused on the values and mission that lead toward the vision that we seek to achieve. Accountability: the SLI process is not something that is achieved in a vacuum. It is not a solo effort. There needs to be a group traveling together and the group needs to hold each of its members accountable to the ultimate vision and to one another. Focus: the MAP illumines the way forward. It is a path that lets us know where we are going and what we need to do along the way to get there. We all probably know when someone gets off track. Sometimes it is referred to as the rabbit path. I refer to it as squirrel which indicates I am jumping from the main topic to some other focus. A MAP helps to keep us all focused and off the rabbit path and on the main path. As your District Superintendent begins to bring the SLI into the life of the district, you should become more aware of the manner in which this tool can be used. Another tool is called RAD. This stands for: Reflect, Adjust, Do. A RAD works well at the beginning of the Learning time that follows the Loving time of a gathering. It is used in this manner. Look at something that was done since the last meeting. Was there a project? Was there an assigned task? Was there an event? Think/talk about this project/task/event, i.e.

REFLECT upon what you set out to do and what actually happened. In most cases the ideal plan does not reflect the actual execution. Note those things that did not work as you hoped that they would. The next step is to ADJUST. As you continue forward, what can we change, based on what we learned in the reflection stage to help us more effectively achieve our goal before our next meeting. Once we identify those elements, then we come to the final concept: DO. Don’t just sit back and think it won’t happen again...it will unless you take seriously the reflection and the adjustment. To make sure that it gets done the correct way, you have to do what you now understand you should have done in the first place. This RAD could/should happen each time that you meet in order to continue reflecting, adjusting, and doing.

Leading As the MAP begins to take shape and we engage in the RAD process, the next step is to move to the Leading phase. At this point we might still be in the process of creating the MAP but we are ready to begin some steps that will lead us toward our vision. Among them might be a communication plan in which we summarize where we have come from and where we are heading. This communication plan can be used to help others understand what is taking place and what will take place as the MAP is more fully developed and implemented. We need to begin defining the next steps and begin to move forward. Sometimes we might succeed and sometimes we might fail. Regardless, we learn from our successes and failures and incorporate those lessons back into our MAP and keep pressing forward.

Some Definitions that are Important to This Process As with all new concepts that are introduced to an organization, there are some key terms that need to be defined. After much prayer and discussion, the Bishop and the extended cabinet have developed the following definitions to guide us in this process:

Passionate Spiritual Disciple (PSD) An authentic follower of Jesus willing to be in a relationship where they are accountable to spiritual, relational, and missional health.

Passionate Spiritual Leader (PSL) A Passionate Spiritual Disciple who leads a shared ministry with others.

Passionate Spiritual Group (PSG) A group of PSD’s and PSL’s engaged in shared ministry, accountability with one another, connecting to the connection, and regenerating additional PSG’s

Wrapping it Up The SLI concept will be a vital part of the structure of our annual conference. The DCOM is one of those PSG’s that will influence the manner in which this process unfolds within Holston Conference. You have a vital role. You are encouraged to think and pray about these concepts and seek to integrate some of them into the life of your DCOM. Your district superintendent will be able to supply more guidance to you regarding this process.

Other Items to Consider New Interview Formats One of the new elements that this version of the handbook seeks to introduce is an expansion on the interview protocol for local pastors. As it currently stands, we have an interview protocol for those in their first year and those in subsequent years. The subsequent year form is static. A DCOM would be using that form year after year. In order to provide more variation and focus, we are moving to a format that has four different sets of interview forms. Each set will have a differing focus: Word, Sacraments, Order, and Service. We will assign these forms as year A, B, C, and D. All the DCOMs within the annual conference will be working on the same form each year. Thus, if pastors move, they will engage with the same form that all pastors are using for that particular year. This prevents a duplication from one year to the next. In other words it is not based on where a pastor is in the process, it is based on the process determining what set of questions will be posed to a pastor. We offer this broadened approach to actually create a more narrowed focus. The design team has thought about the yearly topics and has sought to create a series of interview questions that reflect the theme of that year. We feel that it is important for the DCOM’s to actively engage (perhaps challenge) local pastors to pay closer attention to specific aspects of their ministry. The themed approach allows this to happen.

Length of Interviews As we begin this new approach we would also like to challenge DCOM’s to change the length

of the interview time. Many, if not most, are only setting aside about 30 minutes per person. We feel that this is the absolute minimum amount of time that should be devoted to this important conversation between the local pastor and the DCOM. Some would advocate for at least an hour. We would hope that 45 minutes would become the new minimum standard.

Written Responses In addition, this new paradigm changes the way that the DCOM interacts with the local pastor. It requires the local pastor to submit written responses to some of the interview questions that are found in the new format. Each year will have a set of questions requiring a written response. All of these questions should be used. In addition, there are extra questions that can be used during the interview that also focus on the theme. The DCOM may use those questions as they choose or may substitute questions of their own. This new process will call for some pre-planning on the part of the DCOM. Specifically, the pastor must receive the questions in a timely manner so that they can be answered and returned to the DCOM. Likewise in a timely manner the DCOM must get the response to the interview team prior to the actual in person interview. For some DCOM’s the idea of a written response ahead of the in-person interview is a new concept. It is vital, however, to the new protocol. The goal is to focus the pastor on a particular theme. The questions and answers extend the knowledge base that the DCOM has of each pastor. It is not just in-person questions, it is also thought out written responses that reveal a pastor’s understanding of the theme. We are not expecting a thesis. The goal should be about 4-6 pages in total for all of the questions. The DCOM may also add other questions to the written section. This allows the DCOM to examine specific concerns that the pastor might be having on this topic. Finally, please use these questions as a starting place. The DCOM’s are free to create other questions that might complement the theme. We ask only that the DCOM stick with the theme of the year. We want that particular theme to be the focal point. Also, we suggest that the theme could be expanded upon in other ways. For instance, working with the District Superintendent, the DCOM might use the theme as the basis for a district minister’s meeting. The theme could also be used for some special workshop. Although still in the “possible” stage, the Office of Clergy Services might be able to produce a workshop on the theme and come to the districts to share the material.

The design team thinks that the approach opens new possibilities for the DCOM’s to expand their relationship to local pastors and to help local pastors to focus on some specific areas of ministry.

Practical Implications In the pages that follow, you will find the interview sheet for first time local pastors to be used for their first interview with the DCOM and the four themed (Year A to Year D) interview sheets. The format is very similar to what you are used to using. It simply offers a series of more focused questions to complement the theme. If you have any questions, then please contact Clergy Services. The Interview Themes Local Pastor-First Year Local Pastor – Year A—Word Local Pastor - Year B—Sacrament Local Pastor – Year C— Order Local Pastor – Year D—Service

Application to Other Groups While this is primarily designed for the Local Pastor, it does not preclude the DCOM from using it for groups such as Other Fellowship (OF) pastors. We would suggest that the current Other Fellowship interview format be used for the first time Other Fellowship pastor and that the next year, the Other Fellowship Pastor could be brought into the same rotation as the local pastors. In regard to Seminary Students, we refer you to the previously developed District Committee on Ordained Ministry Guidelines: Recommended Process for Those That Are Seeking Provisional Membership that lay out a multi-year system of interviews for those persons in seminary heading toward provisional membership. Please note that these guidelines are a stand alone document designed to act as a road map for candidates in seminary. It should be noted, that candidates in seminary, should be interviewed using these guidelines, even if they are technically a local pastor serving a church while in seminary. If someone graduates and then does not seek provisional membership, the DCOM should bring them into the A,B,C,D rotation when the person is next scheduled for their DCOM interview.

Use this page for notes.

Multicultural Issues for DCOM Consideration Written by Rev. Leah Burns

Introduction The purpose of this chapter is to introduce readers to a deeper understanding of the challenges, possibilities and opportunities that come with multicultural, multiracial, multiethnic, multilingual ministries in our churches and communities. Not uncommonly, this is an area of ministry often considered to be a challenge within churches because of deeply rooted attitudes and beliefs about race, ethnicity, cultures, gender, disabilities, etc. The goal with this section is to promote helpful conversations between and among DCOM, Local Pastors and church leaders for the self-reflection and learning necessary to transform these harmful beliefs. I hope you will find the information helpful as you move forward in awareness and understanding of the harm of discrimination, exclusion, and racism throughout our churches and communities. Cultural competence is essential in the disciple-making work for the transformation of the world. A multicultural vision of the church started with Jesus. Though his childhood years were spent in the relative isolation of a small Jewish town, Jesus’s adult life was spent intentionally preaching, teaching and living in a region of great diversity of cultures. Though the prophets of old had prophesied the coming of the Messiah as God’s promise to the Jews…Jesus knew that He was given by and from God for all people. For “God so loved the world that He gave His one and only Son.” And Jesus repeatedly said that as his followers, we must do as he did. Followers of Christ are by definition following in the multicultural way of Christ. In addition to the life and teachings of Jesus, we have scriptural imperatives and Wesleyan tradition that call the entire church to nurture and support multicultural and multiracial ministries, to enable the unique transformation potential of ministry across lines of difference. Demographic data of the Holston Conference and of the United Methodist Church clearly point to the significant growth of multicultural ministries in the immediate future. Thus, every DCOM – especially those that have not, historically, felt the need to think through these issues – would benefit from multicultural conversations.

Reflection Questions Before delving any further into this chapter, I invite you first to ponder these reflection questions for you and your DCOM to consider together as you begin/continue your multiracial, multiethnic and multicultural ministry learning journeys:

How do you understand the role of multicultural ministry in the context of your DCOM work in evaluating local and supply pastors as they serve their respective communities? What racial or cultural biases are at work in your own congregation and community? What personal biases are you addressing currently as a person of faith?

What challenges do you perceive our pastors and our congregations currently experience or may experience in the future related to Multicultural Ministry? How can you and your DCOM provide greater support for pastors in multicultural ministry? How does multicultural ministry benefit our local churches? Our Annual Conference? The world?

What is meant by Multicultural Ministries? Multicultural Ministries has quite a broad range of meanings in the United Methodist Church. The General Commission on Religion and Race (GCORR) defines “multicultural ministries” as the call of the Church to embrace the sacredness of diverse humanity as a reality of the church and the beauty of diversity in the body of Christ. GCORR goes on to say that our communities of faith are strengthened as Christians embrace the inclusiveness of different cultures, of race, ethnic groups, gender, region, social class, disabled persons and other diversities... (see Appendix at end of this article.) Further, GCORR defines culture as that “core part of identity and experience that provides a unique perspective on God’s work in the world and on our Christian responsibilities. Culture includes historical, geographical, and economic difference.” (Learning from Strangers, Best Practices for Cross-Racial and Cross-Cultural Ministry in The United Methodist Church, pages. 4, 5). In the United Methodist Church Book of Discipline (¶140) we are reminded that:

“We recognize that God made all creation and saw that it was good. As a diverse people of God who bring special gifts and evidences of God’s grace to the unity of the Church and to society, we are called to be faithful to the example of Jesus’ ministry to all persons. Inclusiveness means openness, acceptance, and support that enables all persons to participate in the life of the Church, the community and the world.” It is written in the United Methodist Church Constitution, that “all persons are of sacred worth” and “all persons without regard to race, color, national origin, status, or economic condition, shall be eligible“ to worship, participate, receive the sacraments, and become members of the church. (¶4) The church … the Body of Christ… is for all… and needs all. This is what is meant by Multicultural Ministry in the Holston Conference of the United Methodist Church. This is a call to inclusiveness in the church and it’s a call to relationship with others and to the faithfulness of God. It is all about invitation and welcome. As in the gospel, it’s about breaking down walls and tearing apart ceilings so that those we know can gather at feet of Christ. The DCOMs are in place to help pastors keep working to ensure that the doors of the church are open to all people. DCOMs are here to help pastors embrace one another with love and acceptance … offering the support that is needed so that all can fully participate in the life of our churches.

Theological Reflection – Christ … the Stranger As readers of the Scriptures, we can’t help but notice that the stories of strangers appear quite frequently throughout the history of God’s people, as told in both the Hebrew and Greek texts. Often, a “stranger” is a messenger or a teacher or a migrant in need in a foreign land. Or sometimes “strangers” are found to be angels. Unfortunately, strangers, pastors who come from different backgrounds or different cultures … are not recognized for the angels that they are. And the work of DCOMs is to help pastors who come from a different cultural context to see the angels in their midst and be open to the transformation that is possible. The work of DCOMs uncovers many other barriers too that can interfere with the transformative potential of ministry across lines of difference. Too often, because of sin and/or well-intentioned error, that difference instead of becoming the source of new wisdom, becomes the barrier to it. This is the challenge of DCOM work: discerning the barriers that exist and helping pastors to overcome them in order to foster the transformative potential of multiracial, multicultural pastoral ministry.

Though Jesus himself was often a stranger in many settings, we witness Jesus throughout the Bible at work bringing all people together, and helping people overcome self-imposed boundaries of race and ethnicity. One of such example of that we witness that is through the story of Jesus and the Canaanite woman. In Matthew 15:21-28 (CEB) it is written that “Jesus left that place and went away to the district of Tyre and Sidon. Just then, a Canaanite woman from that region came out and started shouting, ‘Have mercy on me, Lord, Son of David; my daughter is tormented by a demon.’ But he did not answer her at all. And his disciples came and urged him, saying, ‘Send her away, for she keeps shouting after us.’ He answered, ‘I was sent only to the lost sheep of the house of Israel.’ But she came and knelt before him, saying, ‘Lord, help me.’ He answered, ‘It is not fair to take the children’s food and throw it to the dogs.’ She said, ‘Yes, Lord, yet even the dogs eat the crumbs that fall from their masters’ table.’ Then Jesus answered her, ‘Woman, great is your faith! Let it be done for you as you wish.’ And her daughter was healed instantly.” This hopeful story confronts narrow understandings of who we can be in relationship with and who is worthy of the immense healing grace that flows from God through Jesus Christ. This is a story that reminds us that new life and truth often come from unexpected sources and relationships. It is a story that challenges me, and hopefully, you to ask what implicit biases may be part of your worldview. The General Commission on Religion and Race (GCORR) conducted a survey the results of which are published in their report entitled Learning from Strangers: Joys and Challenges of Cross-Racial and Cross-Cultural Ministry in the United Methodist Church (https://static1.squarespace.com/static/5ef390122cafce385dd4d822/ t/5f2320eed4f44d6be0c2110f/1596137711237/LFS-cab.11.20.2017.pdf) . On the joys and benefits of multicultural ministry and appointments, the report contains comments from anonymous pastors about the rewards of multicultural ministry: “I prefer multiracial and multicultural ministry!” “I feel called to CR or CC (cross-racial or cross-cultural) appointments, so I am right where I belong and want to stay.” “I have been blessed by CR or CC ministry and feel it has helped me to grow spiritually.”

“I am learning how to be in ministry to people who are different from me right now.” “My cross-racial appointment was quite rewarding.” “I have the skill to ‘cross racial barriers.’ One of the gifts I have been given. I have always been appointed to a CC or CR setting, and I enjoy them.” “I believe God gave me the ability to relate cross-culturally.” “I have had a beautiful experience working with Anglos being a young, recently graduated Hispanic minister.”

“As a second career pastor, my training, knowledge, skills and abilities have brought me to where I am very comfortable in cross-racial appointments.” Of course, not all comments were as positive. Pastors also identified these difficulties that impede their effectiveness and happiness in their appointments, such as: Racial history of the church and racism, Conference appointment-making procedures, Authenticity and assimilation,

Loneliness and isolation, and The urgent need for more training, for both clergy and laity.

The Importance of safe and honest conversation in DCOM Meetings Imagine a DCOM meeting in which there is a panel of White clergy evaluating a Black local pastor. One of the interviewers present is fully in favor of the empowerment of Black people and People of Color and of undoing the centuries of race-based inequalities in church and society. But he also knows that he, too, is not left untainted by racism. He wonders if, against his will, somewhere in his conscious lurks some racist thinking that might rear its head, right when he least expects it. So, he hesitates to speak freely because he is afraid that something he says may contain hints of that racism which would be perceived by the candidate. He wants to say nothing that might offend or annoy anyone of his sisters or brothers. Though this hesitation may be perfectly understandable, it is not very helpful. The guidance of the Holy Spirit is best discerned in an atmosphere of safety, honesty, and frankness. When White people and/or Black people are anxious about discussing race, there is a barrier to real understanding, learning, growing, and making disciples. DCOMs must find effective ways to talk about the challenges of race and ethnicity in pastoral ministry openly and honestly in order to provide needed assistance and understanding. Because race and ethnicity are so seldom talked about in this way, it is important that DCOM members be culturally competent to have these types of discussions. And that pastors being evaluated be able to receive fair and grace-filled feedback when necessary.

The Importance of Preparation, Training and Mentoring Preparation for multicultural/multiethnic conversations is essential in DCOM evaluations. When meeting with a pastor, it is important to understand the context in from which she comes and in which she serves. This means understanding the congregation and the community and the neighborhood surrounding the church. It is important to know not just

about the pastor but about the uniqueness of the congregation and the neighborhood. In my last appointment before being appointed to Multicultural Ministries, the church, the community, and the people in which I served were so different from prior appointments that I served, and different from what my colleagues encountered. The food dessert, the housing and other disparities, the grave impact of Covid, the gun and gang violence every day around the church, made this appointment like few if any others. Conversely, these problems of my last appointment were unlike the challenges of my prior two where I was in a cross-racial setting. The challenges there were more related to people being unwilling to take direction from a Black person, or being questioned in funeral homes, or nursing homes and other healthcare settings when I would go to visit a parishioner, to name only a few. It is essential for the DCOM evaluators to understand the pastoral setting and these stressors to be able to openly discuss the unique areas of ministry with the pastor and not to avoid discussing the topic. All parties involved in local pastor and supply pastor assessments should be well-versed in a variety of areas such as cross-cultural, cross-racial, multicultural ministry, intercultural competency, conflict resolution, emotional intelligence, etc. As clergy serving in these settings know, the work of ministry across lines of difference is really unique and can be quite lonely often times. The Book of Discipline speaks to its importance nonetheless. (BOD 2016 ¶425.4) And DCOM members need to be understanding of this and offer help in navigating these challenges.

Also, having a mentor as local pastors continue through licensing and Course of Study is essential for accountability to the process despite the great demands of the multicultural appointment. Having a mentor who has had this experience would be incredibly helpful. One complaint often heard about a pastor with a different cultural experience is that the sermons and Bible studies cannot be understood because of a thick accent or other language barriers. Sometimes this can be a cover for racism or some other problem, but there may be a genuine problem understanding the words of a sermon.

How to use this resource? This chapter was written as a first step to engage DCOMs in learning and discussing the challenges, possibilities, opportunities that come with multicultural ministries. One way to do this is by having facilitated discussion. Here are some discussion starter questions about race, ethnicity and culture (questions published in GCORR publication “Learning from Strangers… Joys and Challenges of Cross-racial and Cross-cultural ministry in the United Methodist Church”): The Book of Discipline states that clergy appointments are made “without regard to race, ethnic origin, gender, color…” (¶425, 2016) How do you understand the phrase “without regard”? What is the goal of pastor evaluations “without regard” to race or ethnicity?

The term colorblind is the belief that racial characteristics or ethnic identity is not relevant and should not be considered. Does colorblindness influence your understanding of the Discipline’s phrase “without regard to”? When do you believe that the DCOM should consider race or ethnicity in the evaluation of a pastor? What are possible harmful consequences of colorblindness in your DCOM evaluation process? Why might clergy of different races, ethnicities and races experience the evaluation process differently? How do you think clergy serving in multicultural settings in your district would answer that question?

Here are some important Biblical and theological foundations for multicultural ministry for your discussions: 1John 4:11-12. God is Creator, Redeemer and Sustainer of all creation. All people are a loving expression of God's creative work. “Beloved, since God loved us so much, we also ought to love one another. No one has ever seen God; if we love one another, God lives in us, and God's love is perfected in us.” John 3:16. God's saving grace is inclusive for all. “For God so loved the world that God gave God's only Son so that everyone who believes in Him may not perish but have eternal life.” Galatians 3:28. “There is no longer Jew nor Greek, there is no longer slave nor free, there is no longer male nor female; for all are one in Christ Jesus.” From this company of believing people, God calls individuals into the representative ministry of the church. Acts 2:5-11. The Christian church was given birth at Pentecost when God's Holy Spirit came to empower it for witness and mission. People from every part of the world were present in Jerusalem on that day and did receive the Holy Spirit. God gives the Spirit for ministry to all God's diverse people. Here are 10 resources, arranged in no particular order, are recommended to encourage learning and cultural development. Implicit Bias Test: http://www.mtvact.com/features/Look-Different Based on "Project Implicit" by Harvard University, the Implicit Bias Test is designed to reveal the Implicit Bias hardwired into us by our conditioning. Recreated here by MTV, the test is no less accurate and always eye-opening. (5 Minutes) Deconstructing White Privilege with Robin DiAngelo: https://youtu.be/DwIx3KQer54 Robin DiAngelo is an author and consultant with a doctorate in Multi-Cultural

Development. DiAngelo's books and videos are excellent resources for understanding more complex dimensions of race as it effects white people. (22 Minutes) “Half-century of U.S. civil rights gains have stalled or reversed, report finds” - The Guardian: https://www.theguardian.com/us-news/2018/feb/27/us-civil-rights-report-kernercommission#maincontent An update on current affairs in the realm of civil rights. The reality may surprise you. (20 Minutes) Why "Colorblindness" Will Not End Racism: https://youtu.be/H4LpT9TF_ew This series chooses to focus on issues of race, and tackles the complicated gray areas that leave many people feeling agitated. In the comment section of this video you will find people having a reaction to racial information that makes them feel guilty or attacked in some way. Be advised that if you have a similar reaction, the medicine is more research and open-mindedness towards what you're learning, NOT blame and shame! (5 Minutes) Brene Brown on Blame: https://youtu.be/RZWf2_2L2v8 Brene Brown is a social researcher who studies emotions such as shame and vulnerability. Her insights are based on thousands of one on one interviews with all types of people, and so reflect a universal truth. In this video, Brene explains the destructive functions of blame, and why we use it so recklessly. (3 Minutes) 12 Types of Social Oppression: https://www.thoughtco.com/types-of-oppression-721173 A list of definitions to evaluate your awareness of social issues. A useful resource for vocabulary building. (10 Minutes) "Can you recognize your own racist beliefs?": https://drkathyobear.com/diversity/canrecognize-racist-beliefs/ A very tough question, with an even tougher answer. This article walks us through Kathy Obear's experience with the Implicit Bias test, and what her results meant for her. It wasn't easy to deal with what the test revealed, but it was well worth it. (5 Minutes) Dawnland: http://https://dawnland.org/ 2018 Documentary surrounding the first truth and reconciliation commission for Native Americans. This Emmy award-winning documentary showcases the untold story of Native American children who were systematically forced from their homes and placed with white foster parents, as well as non-native boarding schools. (1 Hour 20 Minutes) Latinx Spaces: https://www.latinxspaces.com/ Explore and discover Latinx forms of media and artwork. Diversify your bookshelf, watchlist, and eardrums with artists of all trades.

How to Be an Anti-Racist by Ibram X. Kendi: https://www.ibramxkendi.com/how-to-be-anantiracist An enjoyable read and a priceless resource for understanding the many complexities of racist thought. Not too dense, but plenty in-depth, Ibram X. Kendi explores his own growth and the work it took him to become anti-racist. With specific examples and specific how-to instructions, "How to Be An Anti-Racist" belongs in everyone's toolbox.

Books and Other References One Body One Spirit: Principles of Successful Multiracial Churches. Yancey, George A. 2003 Same Kind of Different as Me, Hall, Ron and Denver Moore. 2008 White Fragility: Why It’s So Hard for White People to Talk about Racism. DiAngelo, Robin. 2018 The Book of Resolutions of the United Methodist Church. 2016 The Book of Discipline and Social Principles of the United Methodist Church. 2016 Learning from Strangers: Joys and Challenges of Cross-Racial and Cross-Cultural Ministry in the United Methodist Church. The General Commission on Religion and Race. This is Our Story, This Is Our Song. Small Group Study of Cross-racial/Cross-cultural Ministry. The General Commission on Religion and Race.

Appendix 25 Traits of the Beloved Community written by Dr. Arthuree Wright as found at: https://www.r2hub.org/library/25-traits-of-the-beloved-community

“Power without love is reckless and abusive, and love without power is sentimental and anemic. Power at its best is love implementing the demands of justice, and justice at its best is power correcting everything that stands against love.” Rev. Dr. Martin Luther King, Jr. Dr. King’s beloved community exhibits agape love, which, as the love of God operating in the human heart, seeks to “preserve and create community.” Christ’s mature followers love each other as well as those who persecute or do evil against them. Christians confront hate with love because agape love derives its essence from the cross of Christ, which brings redemptive power. This love does not accept injustice or evil as acceptable. Rather, it loves by way of justice, which ensures equity in access, participation, and flourishing for everyone. Some Christians might view the beloved community as a euphemism for the Kin-dom of God. In this way, people interpret the beloved community as something that is achieved in the future, but Dr. King’s words were for the present age, both national and global. For him, the human community meeting the basic needs of every person becomes beloved. Comprehensive healthcare, safe streets, affordable housing, nutritious food, strong schools, access to jobs, and meaningful employment are necessary for the beloved community. God prompts us to remake our hostility-filled communities into those where justice and love reign true. This also applies to the Church. What would The United Methodist Church look like, feel like, and be like if the beloved community became real for us? What would your local church be like? The beloved community manifests and protects agape love as its guiding principle and is expressed in the following ways:

1.Offers radical hospitality to everyone; an inclusive family rather than exclusive club; 2.Recognizes and honors the image of God in every human being; 3.Exhibits personal authenticity, true respect, and validation of others; 4.Recognition and affirmation, not eradication, of differences; 5.Listens emotionally (i.e., with the heart) – fosters empathy and compassion for others; 6.Tolerates ambiguity – realizes that sometimes a clear-cut answer is not readily available;

7.Builds increasing levels of trust and works to avoid fear of difference and others;

8.Acknowledges limitations, lack of knowledge, or understanding – and seeks to learn; 9.Acknowledges conflict or pain in order to work on difficult issues; 10.Speaks truth in love, always considering ways to be compassionate with one another; 11.Avoids physical aggression and verbal abuse; 12.Resolves conflicts peacefully, without violence, recognizing that peacefully doesn’t always mean comfortably for everybody; 13.Releases resentment and bitterness through self-purification (i.e., avoidance of internal violence through spiritual, physical, and psychological care); 14.Focuses energy on removing evil forces (unjust systems), not destroying persons;

15.Unyielding persistence and unwavering commitment to justice; 16.Achieves friendship and understanding through negotiation, compromise, or consensus – considering each circumstance to discern which will be most helpful; 17.Righteously opposes and takes direct action against poverty, hunger, and homelessness; 18.Advocates thoroughgoing, extensive neighborhood revitalization without displacement (this also applies to the Church – working toward responsible and equitable growth, discipleship, and worship); 19.Blends faith and action to generate a commitment to defeating injustice (not forgetting that injustice can also be found within the Church); 20.Encourages and embraces artistic expressions of faith from diverse perspectives; 21.Fosters dynamic and active spirituality – recognizes that we serve a dynamic God who is not left behind by a changing world or people, and that a passive approach will not work; 22.Gathers together regularly for table fellowship, and meets the needs of everyone in the community; 23.Relies on scripture reading, prayer, and corporate worship for inner strength; 24.Promotes human rights and works to create a non-racist society; 25.Shares power and acknowledges the inescapable network of mutuality among the human family.

Local Pastor First Year Interview Protocol

Local Pastor See 2016 BOD ¶315 Use this Interview Sheet for: *the initial interview after a pastor has been licensed *when the pastor is in the approved but not appointed category

General Information: •

Credentialing Standard: Fitness (spiritual, physical, psychological), potential for effectiveness, this person demonstrates qualities of transformational leadership. Does this person demonstrate fitness for ministry? Is this person a Passionate Spiritual Disciple (PSD)? Does this person have the potential to become a Passionate Spiritual Leader (PSL)?

•

Use this Interview Sheet in the following scenarios: 1.) the person is a certified candidate; 2.) is currently approved for license, but not appointed or 3.) person is requesting reinstatement as a local pastor that was previously discontinued or voluntarily withdrawn.

•

DCOM approves a candidate for license (having certified that the candidate has met the required criteria); The Bishop grants a license for pastoral ministry upon appointment.

POSSIBLE DCOM MOTIONS OR ACTIONS: •

For the current certified candidate requesting approval for license: Use Action Outline # 3—Local Pastor Approval of License for Pastoral Ministry (3/4 majority vote) Choose one of the following statements and include it in the minutes of the DCOM. “(NAME) is exempt from LPLS having completed more than 1/3 of an M.Div degree.” “(NAME) is approved for licensing following satisfactory completion of LPLS.”

•

For someone who is currently approved for license but not appointed Use Action Outline #4—Local Pastor Continuance Recommendation (Majority vote)

Please note in the minutes if LPLS has previously been completed, more than 1/3 of an M.Div has been completed or if LPLS attendance is required. •

For someone requesting reinstatement of approval for license: Use Action Outline # 5: Reinstatement of Approval for License for Pastoral Ministry (Majority Vote) Please note in the minutes if the DCOM is requiring LPLS participation.

Interview and Credentialing Requirements (min of 45 minutes) • • • • • •

• • • •

Application 02—Application for Clergy Relationship to the Annual Conference FORM 05—District Superintendent Fitness Report for Certified Candidates and Approval for License as a Local Pastor Transcript-Undergraduate/graduate (if not already on file) Those requesting reinstatement must answer in writing the following questions: • Why were you discontinued or why did you withdraw? • What has changed and why are you requesting reinstatement?

Required Pre-Interview Written Answers: (3-5 pages for the total set) • • • • •

What does being a pastor mean to you? What is the meaning and significance of the sacraments? Talk about the nature of the Kingdom of God and then use a biblical parable to illustrate one aspect of the Kingdom. What is your understanding of the Wesleyan concept of divine grace? After receiving an appointment, how will you discern and implement God’s vision for your ministry setting?

Required Interview Questions: • • • • •

Briefly share about your call to licensed or ordained ministry? What are the two sacraments recognized by The United Methodist Church? What is your understanding of the sacraments? What is your understanding of grace? What does being a pastor mean to you?

Suggested Interview Questions: • • • • • • • •

Tell us about your preaching experience(s) —speaking and listening. Who, what and/or where are your support systems? Share a bit about your devotional life? How are you or how do you plan to integrate your personal and professional responsibilities? Tell us about a time when you disagreed with someone in church. How did resolution occur? What do you know about your leadership style? What are your strengths as a leader? If in seminary or about to attend seminary: Tell us about your classes. Briefly share your understanding of the next steps—educational and credentialing—if you are approved for license and appointed as a local pastor

Notes for the DCOM: New and Updated Forms On the next page, is a form that can be sent to the person that is to be interviewed. It spells out the materials that are to be submitted prior to the interview date. It also has places for you to indicate due dates and the address to which the material is to be sent. All you need to do is make a copy of the page and send it to the person or you may go to the conference web site and download a pdf version of the file that you can attach to an email that you send to the person that is to be interviewed. In a similar manner, you can design your own form to include those questions that you deem pertinent. You can use this form as a suggested format.

DCOM Pre-interview Instructions: Initial Year Interview Use with Local Pastor or Other Fellowship (OF) pastor or those seeking reinstatement. Name of Person to be interviewed: _____________________________________________ Date of the Interview: ______________________ Time of the Interview: _________________________ Date on which the following material is due: ____________________________________ Send answered questions to: ________________________________________________________ Location of the interview: ____________________________________________________________

——————————————————-

You have received this to remind you that you have an upcoming interview with the District Committee on Ordained Ministry. This will be the primary group to which you will relate as you begin and continue your ministerial service with the Holston Conference. As a part of that interview process, we would like written answers to the following questions. In total, your response should be between 3-5 pages. 1. What does being a pastor mean to you? 2. What is the meaning and significance of the sacraments? 3. Talk about the nature of the Kingdom of God and then use a biblical parable to illustrate one aspect of the Kingdom. 4. What is your understanding of the Wesleyan concept of divine grace? 5. After receiving an appointment, how will you discern and implement God’s vision for your ministry setting? If you are seeking to be reinstated, you must also answer the following questions: 1. Why were you discontinued or why did you withdraw? 2. What has changed and why are you requesting reinstatement? Your response to these questions will help the interview team to better prepare for the time that they will spend with you on the day of the interview. If you have any special prayer requests, please share those as the interview team begins praying for you prior to the interview.

A New Protocol for Interviewing Local Pastors

An Expanded Interview Format In the pages that follow, you will find an expanded interview protocol. In the old schema ( 2019 edition) you found interview decisions/questions for the following categories related to local pastors: •

Local Pastor: initial approval (first year as local pastor) or continued approval for those not appointed. This form will remain as the form that should be used for that initial interview (i.e. just after someone is given a license to preach.)

•

Local Pastor (Subsequent years) (mentoring required): This interview protocol was used for the years that followed the initial interview and talks about mentoring. This form will no longer be used. The concept of mentoring, however, is still encouraged and it can be noted on FORM 04 that is completed each year whether or not the DCOM recommends mentoring and who has been assigned as a mentor.

•

Local Pastor –Subsequent years (mentoring not required) - This protocol will no longer be used.

In place of the protocols that will no longer be used, a team from various DCOM’s (Adam Love, Sarah Slack, Scott Spence, and Michael Slimbarski) has developed a new process that focuses on a directed set of questions that will rotate in four year cycles. Specifically, we are referring to the following: Year A—Word Year B— Sacrament Year C — Order Year D— Service

Year A

2024, 2028, 2032

Year B

2025, 2029, 2033

Year C

2026, 2030, 2034

Year D

2027, 2031, 2035

This may seem like a grand, long term scheme, but there will be room for modifications over the years. However, for the next four, at least, we will be using the model/protocols found in the following sections.

How Does This Protocol Work In order to make this work, each DCOM will adhere to the above posted schedule. That means that in 2024, all DCOM’s will focus the local pastor interview process on the topic of Word. For the astute observers in our midst, the choice of Word, Sacrament, Order and Service was very deliberate. These items represent the four areas related to those that are ordained as elders. This more closely coincides with the role of the local pastor than do the four elements related to those that are seeking ordination as a deacon. When a person comes before the DCOM for the very first time, (just after being licensed) the DCOM will use the interview protocol: Local Pastor Initial Interview. Let’s assume that a person comes before the DCOM for the first time in 2024. This protocol would be used. When the person comes back before the DCOM in 2025, the person would be assigned the questions associated with Sacrament, since that is the theme for 2025. We are not trying to move the pastor sequentially through the process (initial, A, B, C, D) instead, we are using an asynchronous approach, using the above example (initial, B,C, D, A). This allows all the DCOMs to focus on the same theme each. It also means that when there is a pastoral move, if the pastor is associated with a new DCOM that there will be no repetition since all the DCOM’s are on the same schedule. The design team believes that this approach will broaden our knowledge of the persons that come before the DCOM for interviews and that it will also challenge the local pastors to look at more theologically diverse questions. It should be noted that this same protocol should be used with Other Fellowship (OF) pastors. The DCOM would use the questions/protocol: Other non-Methodist Denomination / Fellowship—Approved for Appointment (OF). This is found on pages 50 -52 of the 2019 edition. This would be the interview protocol used in the first year that a person in the category comes before a DCOM. In subsequent years, the DCOM would use the appropriate A,B,C,D interview questions. Another new feature, which you might have noticed in the update of the Initial Interview protocol was the addition of a page that can be sent to the pastor prior to the DCOM interview that specifies the questions that must be submitted in written form prior to the interview. This will be different for each of the A,B,C,D years to coincide with the specific questions for each of those years.

Use this page for notes:

DCOM LOCAL PASTOR INTERVIEW GUIDE

YEAR A— WORD 39

Local Pastor: Year A-Word See 2016 BOD ¶315 Use this Interview Sheet for: Pastors and OF pastors that have had at least the year one interview.

General Information: •

•

Use this Interview Sheet for persons that are already approved and serving as a local pastor.

•

DCOM approves a candidate for license (having certified that the candidate has met the required criteria); The Bishop grants a license for pastoral ministry upon appointment.

POSSIBLE DCOM MOTIONS OR ACTIONS: A vote to Continue to person as a local pastor: •

Use Action Outline #4—Local Pastor Continuance/Discontinuance Recommendation:

•

Suggested Motions: •

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

•

Move that ____________________ not be recommended for continuance and that the person be discontinued for the following reason:

•

You should indicate on Form 04 one of the following options: FP (some forms might still use FC) = Failure to progress in COS FT = for transfer to another annual conference OC= Other Cause/Reason (provide written reasons on FORM 04 for choosing this reason for discontinuance)

Interview and Credentialing Requirements (min of 45 minutes) • • • • • • • • •

Verification of certification as a candidate Verification of Safe Gatherings Certification (includes background check) Psychological assessment on file (Less that seven years old) FORM 16 —Notarized disclosure from on file (less than seven years old) FORM 103 — Medical Report on file (less than seven years old) FORM 102—Biographical Information Form Application 02—Application for Clergy Relationship to the Annual Conference FORM 05—District Superintendent Fitness Report for Certified Candidates and Approval for License as a Local Pastor Transcript-Undergraduate/graduate (if not already on file)

Required Questions to be answered in written form prior to the DCOM interview: Please choose at least two of the following questions to which the pastor should respond. 1. Articulate the difference between the written word and the Living Word. What is the relationship between the two? 2. What is the difference between a Bible study and a sermon? 3. Offer a vision of the Kingdom of God from a Biblical prospective. 4. Is the Bible best understood as one book or as a library? 5. Is the Bible the Word of God? 6. What does it mean to affirm “The Holy Scripture containeth all things necessary for salvation.”

Questions that can be used by the DCOM interview team: 1.

Serious consideration should be given to the idea that the pastor will submit a written manuscript and/or a video link to a sermon that has been preached. 2. Is Scripture more important than tradition, reason, and experience? 3. Someone in your church asks you where the Bible comes from. What do you tell them? 4. Someone in your church becomes angry because you made a claim in a recent sermon that came across to them as you saying the Bible is not inerrant. How do you handle it? 5. Why do we have four Gospels when there are major differences between all four? 6. A person in your church discovers the books that did not make it into the Bible, like the Gospel of Thomas or the Shepherd of Hermes. How do you explain to them why they were not added? Likewise they discover the Apocrypha and want to know why it is not included in Protestant Bibles. What do you tell them? 7. Why do we still count the Old Testament as Scripture? 8. Can you preach the Old Testament without mentioning Jesus? 9. Someone in your church notices the differences between the creation stories of Genesis 1 and 2. How do you explain that? 10. Someone in your church comes to you citing 1 Timothy 2:12. How do you explain from a Biblical prospective that the UMC affirms women pastors? 11. How do you justify infant baptism with Scripture? 12. What is the relationship between justice and righteousness from a Biblical prospective? 13. What does the Bible say about getting saved?

Questions Related to Multicultural Issues: DCOM’s need to begin thinking in a new manner about the cultural awareness of those persons that come before the DCOM each year. The following are some questions that can be used with persons. They might even be added to the written requirements, but should at least be discussed during the interview session. 1. What has your exposure been to preaching in other cultural contexts? How did it make you feel? 2. Did you learn something from the experience that could be translated into you specific ministry setting? If you did, what did you learn?

DCOM Pre-interview Instructions: Year A—Word Use with Local Pastor or Other Fellowship (OF) pastor that has completed appropriate prior year process.

Name of Person to be interviewed: _____________________________________________ Date of the Interview: ______________________ Time of the Interview: ________________________ Date on which the following material is due: ____________________________________ Send answered questions to: ________________________________________________________ Location of the interview: ____________________________________________________________

——————————————————-

You have received this to remind you that you have an upcoming interview with the District Committee on Ordained Ministry. This will be the primary group to which you will relate as you continue your ministerial service with the Holston Conference. As a part of that interview process, we would like written answers to the following questions. In total, your response should be between 4-6 pages. 1. Articulate the difference between the written word and the Living Word. What is the relationship between the two? 2. What is the difference between a Bible study and a sermon? 3. Offer a vision of the Kingdom of God from a Biblical prospective. 4. Is the Bible best understood as one book or as a library? 5. Is the Bible the Word of God? 6. What does it mean to affirm “The Holy Scripture containeth all things necessary for salvation.” The DCOM ____ does ____ does not need for you to submit the following: Since this interview focuses on the concept of WORD, it is appropriate that the DCOM have an idea of how you proclaim the Word. Thus, we would like to see a manuscript of a recent sermon and, if possible, a link to the video of that sermon.

Your response to these questions will help the interview team to better prepare for the time that they will spend with you on the day of the interview. If you have any special prayer requests, please share those as the interview team begins praying for you prior to the interview.

DCOM LOCAL PASTOR INTERVIEW GUIDE

YEAR B—SACRAMENTS

Local Pastor: Year B—SACRAMENT See 2016 BOD ¶315 Use this Interview Sheet for: Pastors and OF pastors that have had at least the year one interview.

General Information: •

•

Use this Interview Sheet for persons that are already approved and serving as a local pastor.

•

DCOM approves a candidate for license (having certified that the candidate has met the required criteria); The Bishop grants a license for pastoral ministry upon appointment.

POSSIBLE DCOM MOTIONS OR ACTIONS: A vote to Continue to person as a local pastor: •

Use Action Outline #4—Local Pastor Continuance/Discontinuance Recommendation:

•

Suggested Motions: •

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

•

Move that ____________________ not be recommended for continuance and that the person be discontinued for the following reason(s)

•

Interview and Credentialing Requirements (min of 45 minutes) • • • • • • • • •

Required Questions:       

Why does the United Methodist Church observe only two sacraments? What is your understanding of baptism in the United Methodist Church? Rebaptism is not permitted in the United Methodist Church. Why? What is your baptism story? What is your understanding of Holy Communion in the United Methodist Church? Who is allowed to take Holy Communion in the United Methodist Church? Describe a time when partaking in Holy Communion was especially memorable to you.