Batan, Navidad, & Espinosa (2021) Katekista In Manus Tuas (In Your Hands) (DRAFT) by NCS2021 PARI PROJECT

In Manus Tuas (In Your Hands): A Handbook on Being, Becoming, & Belonging to Catechetical Ministry in the Philippines

Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa Editors Elizabeth R. Palacol Gloria Daradal Keith Aaron Joven Maria Cristina V. Santos Suzette E. Medina Tisha Isabelle de Vergara Victor C. dela Cruz Contributors

Published by University of Santo Tomas’ (UST) Research Center for Social Sciences and Education (RCSSED) Room 211, Thomas Aquinas Research Complex (TARC), UST, España Boulevard, Sampaloc, Manila, Philippines, 1015 Telephone: +632-8786-1611 local 4040 | Telefax: +632-8731-3535 Email: rcssed@ust.edu.ph Copyright © 2021 by Catholic Bishops’ Conference of the Philippines (CBCP) – Episcopal Commission on Catechesis and Catholic Education (ECCCE), University of Santo Tomas’ (UST) Research Center for Social Sciences and Education (RCSSED), Clarence M. Batan, Florence C. Navidad, and Jaycar P. Espinosa. Copyright for each chapter remains with the individual authors. All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. First printing, 2021. Book and Layout Design by Vincent Reuben E. Valientes and Jayson U. Dela Cruz. Recommended Entry: Katekista in manus tuas (in your hands) : a handbook on being, becoming, & belonging to catechetical ministry in the Philippines / editors, Clarence M. Batan, Florence C. Natividad and Jaycar P. Espinosa. -- Manila, Philippines : UST Research Center for Social Sciences and Education (RCSSED), c2021. pages ; cm. ISBN 978-621-8269-03-3 (Softbound/Paperback) ISBN 978-621-8269-34-7 (Hardbound) ISBN 978-621-8269-04-0 (EPUB) ISBN 978-621-8269-05-7 (PDF downloadable) ISBN 978-621-8269-06-4 (PDF read only) 1. Catholic Church -- Catechisms. 2. Catechisms. 3. Catechetics – Philippines. 4. Human Resources. 6. Catholicism – Philippines. 6. Religion and sociology. 7. Social research . 8. Philippines I. Batan, Clarence M., editor. II. Natividad, Florence C., editor. III. Espinosa, Jaycar P., editor. BX1959.9 .K156 2021 Printed by Raintree Trading & Publishing, Inc. 21 Matimtiman Street, U.P. Village, Quezon City Telephone: 02 8921 8060 Email: raintree.publishing@gmail.com This work is licensed under the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. To view a copy of this license, visit http://creativecommons.org/ licenses/by-nc-sa/4.0/ or send a letter to Creative Commons, PO Box 1866, Mountain View, CA 94042, USA.

The Porticus Asia, Ltd. awarded an international research grant to conduct this study. This funding assistance is a generous help in the Catholic and spiritual formation of our catechetical ministry in the Philippines.

Dedication To the callussed hands of all those who labor in the vineyard of catechetical ministries in the country, To the caring hands of all those who embraced the Catholic faith dearly, To the sacrificing and loving hands of all those who remain faithful in the teachings and practices of the Catholic Church... This handbook is dedicatred to Bishop Roberto “Bobet” C. Mallari, DD, whose episcopal motto, In Manus Tuas (In Your Hands), inspired the writing of this Research-based Intervention Output (RIO). May the insights of being, becoming, and belonging to a catechetical ministry be held firmly by the Lord’s loving hands.

Table of Contents Copyright Dedication Table of Contents List of Figures List of Tables List of Abbreviations Foreword Preface Our Gratitude, Our Module Story

2 3 4 8 8 9 10 12 14

Chapter 1. An Introduction to the Handbook: Context, Methods, and Framework Context Methods Framework and Organization

Chapter 2. Being a Catechist: Recruitment and Selection Pastoral Aim Situationer: The Spirituality of Being Volunteer Catechists Strategies on Recruiting and Selecting New Catechists Qualifications and Criteria for a Catechist Recruitment of Candidate Catechists Selection of Candidate Catechists Interview and Screening of Candidate Catechists Strategies on Related Concerns Response: Volunteering Hands of Catechists

Katekista In Manus Tuas (In Your Hands)

22 24 28

34 34 40 40 44 45 46 47 51

Chapter 3. Becoming a Catechist: Formation and Training Pastoral Aim Situationer: Helping Together: The Catechetical Way Strategies on Forming and Training Catechists Criteria for Formation Programs Dimension of Formation Levels of Formation Program Catechists’ Certification Apostolic Mandate Response: Helping Hands of Catechists Chapter 4. Becoming a Catechist: Performance Management Pastoral Aim Situationer: The Offering Hands of a Good Catechist Strategies on Managing Catechists’ Performance Function, Duties, and Resposibilities of Catechists Flexible Working Arrangements Proper Decorum Monitoring and Performance Evaluation Response: Offering Hands of Catechists Chapter 5. Becoming a Catechist: Welfare and Wellness Pastoral Aim Situationer: The Loving Hands: The Care for Catechist Strategies on Protecting Catechists’ General Welfare and Wellness Protection of Catechists’ Welfare and Wellness Some Considerations on Financial Resources Online Disbursement Platform for Catechists Response: The Loving Hands of Catechists

55 56 56 63 64 65 67 70 71 72 77 78 78 83 84 87 89 91 95 99 100 100 106 107 112 112 114

Chapter 6. Belonging to a Catechetical Ministry: Relations and Concerns Pastoral Aim Situatiioner: Strengthening a Community of Catechists Strategies on Catechetical Ministry Relations Some Considerations on Catechists’ Permanency Procedures on Requesting Leave Benefits Handling Catechists’ Concerns Catechists’ Commendation Response: Communal Hands of Catechists

117 118 118 122 122 123 124 127 130

Chapter 7. Belonging to a Catechetical Ministry: Information System, Research and Development Pastoral Aim Situationer: Communicating Hands: Key to Catechetical Documentation and Research Strategies on Information System, Research and Development in the Catechetical Ministry Elements and Approaches of Planning Process Some Considerations in Forming a Catechetical Team Some Considerations on Ministry Development Approaches in Implementing Research in Catechetical Ministry Responsibilities of a Research and Development (R&D) Officer Response: Communicating Hands of Catechists

139 141

Chapter 8. Conclusion

148

Katekista In Manus Tuas (In Your Hands)

134 135 135 137

142 143 145 146

Appendices Appendix A.1 Curriculum Vitae Template Appendix A.2 Sample Interview Guide Questions for Catechist on Recruitment and Selection Appendix B.1 Suggested Catechists’ Basic Formation Program-II Course Content Appendix B.2 Sample Training and Development Evaluation Form Appendix B.3 Request for Certification Form Appendix B.4 Sample Pastoral Endorsement Form Appendix B.5 Sample Certification Form Appendix B.6 Sample Apostolic Mandate Certificate Appendix C.1 Sample Catechetical Position Description Form Appendix C.2 Duties and Responsibilities of Different Catechetical Positions Appendix C.3 Sample Time Schedule Appendix C.4 Sample Time Sheet Appendix C.5 Sample Attendance Sheet Appendix C.6 Sample Catechist Performance Evaluation Form Appendix C.7 Sample Checklist of First Communicants Appendix C.8 Sample Checklist of Confirmands Appendix D.1 Sample Pay Slip Appendix D.2 Sample Request Form

List of Figures Figure 1. NCS 2021 SCHR Guidelines and Principles Framework Figure 2. Word Cloud of SCHR Interview Data Figure 3. Process of Recruiting and Selecting New Catechists Figure 4. Types of Catechists Figure 5. Tasks of Catechists Figure 6. Leave Request Figure 7. Components of a Catechetical Plan

25 27 41 43 84 125 138

List of Tables Table 1. The Handbook’s Framework Table 2. Main Sections of Pertinent Chapters Table 3. Suggested Topics for Basic and Ongoing Formation Programs Table 4. Functions of Each Catechetical Position Table 5. Sample Schedule of a Full-time Catechist Table 6. Sample Performance Standards Table 7. Sample Rating Scale Table 8. Sample Renumeration Strategies Table 9. Matrix of Recommended Benefits for Catechists Table 10. Online, Real-time Disbursement Channel Modules

Katekista In Manus Tuas (In Your Hands)

28 30 68 86 88 92 94 108 108 113

List of Abbreviations BEC CAFP CBCP CBFP-I CBFP-II CC CEP CHR CHR-UNDP CM COFP CPER DMC-DOI EP ESV ET HRM KIMT NCDP NCS PARI PCPNE PCP-II PPC SC SCFP SCHR

Basic Ecclesial Communities Catechists’ Advanced Formation Program Catholic Bishops’ Conference of the Philippines Catechists’ Basic Formation Program-I Catechists’ Basic Formation Program-II Congregation for the Clergy Congregation for the Evangelization of Peoples Catechetical Human Resources Commission on Human Rights United Nations Development Programme Catechetical Ministry Catechists’ On-going Formation Program Catechetical Performance Review Committee Diocesan Ministry on Catechesis of the Diocese of Imus Ecclesiastical Province English Standard Version Ecclesiastical Territory Human Resources Management Katekista: In Manus Tuas National Catechetical Directory of the Philippines National Catechetical Study Pastoral Action Research and Intervention Pontifical Council for the Promotion of the New Evangelization Second Plenary Council of the Philippines Parish Pastoral Council Studying the Catechized Studying Catechetical Formation Programs Studying the Catechetical Human Resources

Foreword We are pleased to present this Katekista: In Manus Tuas (KIMT) Handbook to various catechetical ministries as a gift to the celebration of the 500 Years of Christianity in the Philippines with the theme “Gifted to Give.” This is the product of the joint effort and hard work of the team led by the Most Rev. Roberto C. Mallari, DD, Chair of CBCP Episcopal Commission on Catechesis and Catholic Education (ECCCE), researchers from the University of Santo Tomas’ (UST) Research Center for Social Sciences and Education (RCSSED), and members of the Diocesan Catechetical Ministry of the Diocese of Imus. The journey towards the conceptualization and the writing of this handbook commenced when the CBCP-ECCCE commissioned the UST-RCSSED in 2016 to undertake a survey on the state of the catechetical ministry in the Philippines. The National Catechetical Study (NCS) 2016-2018 was participated by 25,905 catechists and 303 catechetical leaders. The results of this study were presented during the 117th CBCP Plenary Assembly and at the 18th Annual Meeting of Catechetical Ministers in July 2018. Incongruences in the processes, management, and practices of catechetical ministries in various dioceses in the country were found. The NCS 2016-2018 provided the springboard for the CBCP-ECCCE’s NCS 2021: Pastoral Action Research and Intervention (PARI) Project, of which this handbook is a major undertaking. The CBCP-ECCCE and NCS 2021: PARI

Katekista In Manus Tuas (In Your Hands)

handbook. Rev. Fr. Alex “Boleck” R. Varias, Catechetical Ministry Head of Imus and I were honored to serve as project consultants. Intended to provide standards and guide in the formulation of policies, as well as in implementing procedures, processes, and practices of catechetical ministries in all dioceses throughout the country, the handbook provides benchmarks and guidelines areas of 1) Recruitment and Selection, 2) Formation and Training, 3) Welfare and Wellness, 4) Performance Management, 5) Catechetical Ministry Relations, and 6) Catechetical Human Resources Information System, and Research and Development. Printed copies of this handbook will be sent to diocesan catechetical ministries in the country. It is our fervent hope that this will be fully utilized as a handy reference and guide by the bishops, priests, catechists, and catechetical leaders in fulfilling the mandate of the Lord Jesus Christ before He ascended to heaven to “teach them to carry out everything I have commanded you” (Mt. 28:20).

Most Rev. Reynaldo G. Evangelista, DD Bishop of Imus

Preface In Manus Tuas, a Latin expression, which means In Your Hands, came to me as an apt symbolic expression of my response to God’s invitation to be a servant bishop. I remembered fondly when I told our Archbishop Paciano B. Aniceto this motto, he was surprised and reminded me the basic truth about life. His immediate question was, "Why, are you going to die?" This seemingly paradoxical view of life and death that initially renders my entry to the mission of episcopate - of my first steps of being a bishop engendered a more lucid spiritual realization. Yes, In Manus Tuas, always reminded about the reality of dying but more so about the true purpose of becoming a bishop and a real servant. That is, to die to one’s self and for all the things that one seeks, with an end view of fulfilling God’s will. But, most of all, I take In Your Hands as an expression of absolute trust in God who first loved me. In Manus Tuas, when everyone learns to trust God, everything will be overcome. If God is with us, everything can happen. There is nothing impossible in God because we belong to Him, in his warm and loving embrace. Thus, Katekista In Manus Tuas: A Handbook on Being, Becoming, and Belonging to Catechetical Ministry in the Philippines captures the underlying spiritual meaning of my episcopal motto, In Your Hands. As a byproduct of a social research on catechetical human resources led by Drs. Clarence M. Batan and Florence C. Navidad with the National Catechetical Study 2016–2021 Research Team from the University of Santo Tomas’ (UST) Research Center for

Katekista In Manus Tuas (In Your Hands)

and his Good News. I believe that all bishops, priests and catechists will always receive God’s help and guidance in the power of the Holy Spirit. In Manus Tuas means through the hands of God our Church’s mission to evangelize and nourish the faith would flourish, a thousandfold. In Manus Tuas, is letting God shape us according to His will. In Manus Tuas, is letting our fears and doubts be replaced with enthusiasm and joy in fulfilling our mission. In life and in death, In Manus Tuas, for our thriving Catechetical Ministry in our country and beyond.

Most Rev. Roberto C. Mallari, DD CBCP-ECCCE Chair

Our Gratitude, Our Handbook Story Florence C. Navidad & Clarence M. Batan The celebration of the 500 years of Christianity in the Philippines in 2021 provided an opportunity to revisit the state of the Catechetical Ministry in the country. Examination of catechetical human resource emphasizes the vital role of the catechists and other personnel in each catechetical center in delivering catechetical instructions to the young, adults and elderly in our Catholic communities. It is essential to know the current system and areas of improvement (professional and economic benefits) of the Catechetical Ministry's human resources. Maraming salamat po sa lahat ng tulong, malasakit, at pagmamahal. The completion of this project is inspired by the apostolic letter issued “Motu Propio” by the Supreme Pontiff Francis, entitled, “Antiquum Ministerium” (Instituting the Ministry of Catechist) released last May 10, 2021. At a Vatican press conference, Archbishop Rino Fisichella mentioned, “the institution of a ministry by the Church is confirmation that the person invested with that charism is performing an authentic ecclesial service to the community.” Hence, this Katekista: In Manus Tuas (KIMT) Handbook could be a concrete response to the guidelines specified in the National Catechetical Directory for the Philippines or NCDP (CBCP, 2017), the General Directory for Catechesis (CC, 1997), and the Guide for Catechists (CEP, 1993).

Katekista In Manus Tuas (In Your Hands)

Contextually, this handbook focuses on six dimensions, namely: (1) Recruitment and Selection; (2) Formation and Training; (3) Welfare and Wellness; (4) Performance Management; (5) Catechetical Ministry Relations; and (6) Catechetical Human Resources Information System, and Research and Development. We hope that the handbook will benefit the catechists in admission, formation, and obtaining just compensation and economic benefits. This could also assist in the formulation of guidelines for the benefit of the catechist and other personnel in different catechetical centers. Our gratitude goes to all our Filipino bishops, the Catholic Bishops’ Conference of the Philippines (CBCP) led over the past nine years by Archbishop Jose S. Palma, DD (President 2011-2013), Archbishop Socrates B. Villegas, DD (President 2013-2017), and Archbishop Romulo G. Valles, DD (President 2017-Present). The CBCP, through the 500 YOC Executive Committee entrusted the CBCP-Episcopal Commission on Catechesis and Catholic Education (ECCCE) under the chairmanship of Bishop Roberto C. Mallari, DD, to spearhead in the preparation of the catechetical instruction materials (both in print and electronic forms) as formation tools for prayer, study, and reflection. Initially, CBCPECCCE’s idea was to produce a three-year intensive formation program across Ecclesiastical Territories covering 2018 until 2021. Our gratitude goes to the CBCP-ECCCE’s leadership of Bishop Roberto Mallari, DD (Chair); Msgr. Gerardo O. Santos and Fr. Ernesto de Leon (Executive Secretary) who supported the NCS team all throughout the completion of the handbook; and, the University of Santo Tomas’ (UST) Research Center for Social Sciences and Education (RCSSED), and the Office of the Vice Rector for Religious Affairs. Thank you for the inspiration, persistent nudge, and prayers.

The initial outputs of the Studying Catechetical Human Resources (SCHR) were gathered through a participatory and dialogic approach to ensure research tools that provide a voice to all Catechetical Ministry stakeholders. We are thankful to catechetical leaders and catechists from the following institutions who responded to our call for this study: (Luzon) Archdiocese of Lipa – Calapan, Lipa & Lucena, Archdiocese of Manila - Imus, Archdiocese of San Fernando – Bataan & Zambales, Archdiocese of Tuguegarao – Nueva Vizcaya; (Visayas) Archdiocese of Capiz – Capiz, Archdiocese of Cebu – Cebu, Dumaguete, Maasin, Tagbilaran & Talibon, Archdiocese of Jaro – Antique, Bacolod, Jaro, Kabankalan & San Carlos; (Mindanao) Archdiocese of Cotabato – Kidapawan & Marbel, Archdiocese of Zamboanga – Basilan & Ipil. Special gratitude to all our catechetical leaders and/or priest-catechists who in one way or another, share their time and experiences during the conduct of SCHR. Thank you, Archbishop Gilbert A. Garcera, DD., Most Rev. Bartolome G. Santos, Jr., DD., Fr. Joselito C. Escote, Fr. Samuel John M. Tañoso, Sr. Evangeline F. Pabalate, MCST., Sr. Alice Orihinal, OND., Fr. Hitchon S. Amahit, Fr. Giovanne Z. Luzon, Sr. Haide C. Arado, Sr. Estrella L. Cornito, Dr. Linda T. Tacorda, Fr. Henry G. Pineda, Fr. Joferson P. Garces, Sr. Wilhelmina Barcos, OSB, Fr. Virgilio S. Nadres, Jr., Fr. William Monsalud, Fr. Lazaro B. Villafuerte, Sr. LuciaS. Arana, OND. Insights gathered from this process is now used for formulating standard policies that could offer sustainability to the Catechetical Ministry of the country, specifically on its human resources dimension. This project evolved as a Research-based Intervention Outcomes (RIO) activity of the National Catechetical Study (NCS) 2021: Pastoral Action

Katekista In Manus Tuas (In Your Hands)

Research-based Intervention Outcomes (RIO) activity of the National Catechetical Study (NCS) 2021: Pastoral Action Research and Intervention (PARI) Project team. This initiative responds to one of the salient NCS findings that catechists in the ground are in dire need of fresh and relevant catechetical sources. To ensure the quality of this handbook, the NCS Research Team solicited the assistance of catechists on the ground from the Diocese of Imus whose valuable insights led to the process of writing their experiences in the design of this handbook. We owe our deepest thanks to Bishop Reynaldo G. Evangelista, DD., Fr. Alex R. Varias, Gloria S. Daradal, Victor C. dela Cruz, Suzette R. Medina, Elizabeth R. Palacol, Maria Cristina V. Santos. The updated module design was a byproduct of a series of consultations and assessments. The laborious technical assistance task was provided by Jaycar P. Espinosa whose outputs became the bases for the finalization of handbook. Other persons behind the contributors that gave assistance in the context of each dimension who deserve our utmost gratitude. (Maria Cristina V. Santos) St. Paul Parish Ministry on Catechesis, Langkaan I, Dasmariñas, Cavite and their Parish Priest, Rev. Fr. Manuelito L. Villas for generously sharing their Parish catechetical practices, Diocesan Ministry on Catechesis, Diocese of Imus for using its Handbook of Norms and Policies as reference material for this KIMT Handbook, & Mr. Marte H. Paras. (Elizabeth R. Palacol) Mary Kaye Reno for helping in typing and graphics. (Suzette Medina) Diocesan Ministry on Catechesis Staff & Vicariate of Our Lady of the Pillar Staff Diocese of Imus, Pearl Montemayor, and Danielle Tonel. (Victor dela Cruz) Missionaries of the Child Jesus, Mary Cause of our Joy Formation Center, Catechetical Ministry of St. Joseph Parish, Carmona Cavite.

Despite the pandemic, our NCS 2021: PARI Project Research Team took this RIO activity at heart, and we would like to thank everyone for their dedication to the handbook production. To Vincent Valientes, who designed the initial layout, and whose creative talent for design made our KIMT Handbook visually appealing. Our language editor, ________ also deserves our utmost gratitude, for the patience and eye for technical errors, idea construction and composition, who made our handbook clear and readable. And to our team members, Jaycar Espinosa, Ruth Andaya, Tisha Isabelle de Vergara, and Keith Aaron Joven, thank you for your untiring dedication to this project. All the hard work, inspiration, and deep prayers led to the final module version of this project. May this KIMT Handbook be easy-to-understand and be easy-to-use by all those making up all our catechetical ministries across the country and around the world. May this work serve as a seed towards a renewed integral evangelization and renew us all in the Church – bishops, priests, religious, and lay people. May this project encourage us to unceasingly beg for the Holy Spirit’s guidance especially for the Filipino Catholics of today. As we celebrate our Catholic Christian’s faith 5th centenary in 2021, our penultimate gratitude to our Lord Jesus Christ, who guided us in the production of this KIMT Handbook as a moment of His loving embrace and overflowing grace.

Katekista In Manus Tuas (In Your Hands)

Handbook Team EDITORS Prof. Clarence M. Batan, PhD Assoc. Prof. Florence C. Navidad, EdD Jaycar Espinosa CONTRIBUTORS Gloria Daradal Victor C. Daradal Maria Cristina V. Santos Suzette E. Medina Elizabeth R. Palacol CONSULTANTS Diocese of Imus: Fr. Alex R. Varias Bishop Reynaldo G. Evangelista, DD REVIEWERS Sr. Evangeline Pabalate, MCST LAYOUT & DESIGN Vincent Valientes LANGUAGE EDITORS

Katekista In Manus Tuas (In Your Hands)

CHAPTER 1

An Introduction to the Handbook: Context, Methods, and Framework Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Context The Catechetical Ministry (CM) exists to support the Church in accomplishing her mission to make disciples of all nations and strengthen the faith of her people. The catechists, through their selfless endeavors to teach and proclaim the Word of God, serve as the pillar of CM. Without the catechists, the “churches that are flourishing today would not have been built up” (Congregation for the Evangelization of Peoples [CEP], 1993, no. 23). Managing people in the ministry or organization is the role of Human Resources Management (HRM). It ensures that the ministry or organization retains or maintains its trained, skilled, committed, satisfied, and highly motivated workforce (Batan et al., 2021a). In doing so, they should be provided with continuing learning development and enhancement of abilities, satisfy their future needs and employability, and acknowledge their contributions. According to Messina (2007), Church human resources management should evolve in the concepts of communion, conversion, and mission to be seen as the conscience of the Church and a catalyst for the transformation of both staff and ministry. At the same time, an effective HRM should be aligned with the mission, vision, and strategic objectives of the Church ministry, a wellorganized structure, develop and adopt an accountability system, and with continuing development and competency programs for the workforce (Commission on Human Rights United Nations Development Programme [CHR-UNDP], 2003).

Katekista In Manus Tuas (In Your Hands)

However, as stated in the National Catechetical Directory of the Philippines (NCDP), some management issues stick around the ministry. For instance, concerning CM’s personnel, it mentions that Diocese of Kabankalan “the urgent need for more catechists must be balanced with the equal necessity to plan their training and formation, with competent instructors, with allowance for continued formation, and follow-up, and practical measures for evaluation and revisions” (Catholic Bishops’ Conference of the Philippines [CBCP], 2017, no. 428). Moreover, the same directory highlights the serious problem of collaboration in the Ministry, “despite all the excellent catechetical work being done all over the Philippines, there remains the urgent need for more and closer cooperation and collaboration among the major catechetical institutes and groups” (CBCP, 2017, no. 424). These issues reflect one of the National Catechetical Study (NCS) 2018’s pastoral insights – the non-prioritization of the human resource aspect of CM (Batan et al., 2021a). The longer these issues are neglected, the higher the tendency that it would hinder the CM to efficiently utilize its human resources. It then would probably lead to its incapability to continuously support the Church in accomplishing her mission. Rooting from this concern, this handbook was developed, which aims at aiding CM in sustainably maximizing its most valuable resources – the catechists, and contributing, indirectly, to the successful implementation of catechesis in the Philippines.

Chapter 1 • An Introduction to the Handbook: Context, Methods, and Framework

Methods The Katekista: In Manus Tuas (KIMT) Handbook is an intervention outcome of a pastoral action research, Studying the Catechetical Human Resources or SCHR (Navidad et al. 2021). This study is a response to the aforementioned pastoral insights from NCS 2018 and one of the three studies of NCS 2021. It sought to examine the state of catechetical human resources (CHR) in the context of the Catholic Church in the Philippines and emphasize the vital role of the catechists and other Church personnel involved in delivering catechetical instructions to the Filipino catechized. The research study employed the contents of NCDP (CBCP, 2017), General Directory for Catechesis (GDC, 1997), Guide for Catechists (GC, 1993) and the guidelines for effective staffing by Harold Koontz and Cyril O'Donnell (1955) as the theoretical framework for studying CHR to examine the main focus of this project. Likewise, McLagan HR wheel (1989) emphasized the importance of training and development, organization development, and career development. It provides a basis for analyzing the human resource dimension of selected catechetical centers. The mentioned catechetical documents elucidate the importance of criteria for selection and the quality of catechists to be employed. The Magisterium's need for proper formation and continuous development is emphasized because catechetical activities will fail if not supported by catechists armed with essential knowledge and skills in catechesis. Furthermore, the documents

Katekista In Manus Tuas (In Your Hands)

explain the logic for providing catechists with pastoral care. This will help the idea that remuneration for catechist is a matter of justice. The principles of staffing by Koontz and O'Donnell (1995) highlight the proper management that may be utilized in a CM organizational structure Diocese of Maasin concentrating on the selection, training and development, and remuneration of catechists. McLagan HR wheel (1989) is the basis for inspection of quality, innovations, and readiness for change of CM human resources. Guidelines and principles from these documents provide a basis for understanding the catechists' condition, thus understanding the over-all state of CHR.

Figure 1. NCS 2021 SCHR Guidelines and Principles Framework

SCHR employed qualitative and creative approaches to show the overall condition of CHR in the Philippines (Batan et al., 2021). The qualitative approach involved interviews with key informants or a group of catechetical directors, coordinators, and leaders from selected catechetical centers, field observation, and retrieval of archival data. On

Chapter 1 • An Introduction to the Handbook: Context, Methods, and Framework

the other hand, the creative approach involved gathering of creative visual data, such as photos. With the purpose to clarify the concept of CHR, a series of consultation and workshops, identification of literature and logic, pre-testing, content validation, and pilot testing were conducted. All these research activities are geared towards producing a research tool (an interview guide) through a participatory and dialogic approach to ensure that the tool provide a voice to all CM stakeholders. Before the tool was utilized for data gathering, the ethical clearance approval was secured from the Diocese of Baguio Ethics Review Committee of the Graduate School of the University of Santo Tomas. The ethical considerations included obtaining informed consent from the respondents; observing voluntary participation; securing permission for audio or video recording and to be quoted or paraphrased; making sure that the information shared during the interview would only be used for research purposes; and informing the participants that the results would be publicized in 2021. The estimated population for the face-to-face interview was based on the different Ecclesiastical Provinces (EPs) and Ecclesiastical Territories (ETs) of the Catholic Church mapping. Overall, there are 17 EPs and 86 ETs in the Philippines. Considering this, the sample size should be at least one-to-three key respondents per EP with a minimum of 17 (20 percent of the total) ETs to a maximum of 54 (65 percent of the total) ETs. Using this cluster sampling distribution, 30 interviews (from eight EPs) were conducted,

Katekista In Manus Tuas (In Your Hands)

and available photos and archival documents were elicited during scheduled field visits (Batan, Navidad, & de Vergara, 2021). The recorded interviews were transcribed as a preparation for data analysis. During the data analysis, thematic coding was used to analyze the transcriptions and archival documents using the MaxQDA2020. This software was utilized to generate data visualization outputs such as code relations, lexical search, word cloud, and MaxMaps.

Figure 2. Word Cloud of SCHR Interview Data

Figure 2 is an example of word cloud produced using the transcribed interview data. It shows that the words frequently mentioned by the respondents are (1) catechists, (2) parish, (3) Father (which refer to either the parish priest or God), and (4) formation. This is one way to show that the central to SCHR is the catechists – the most valuable resource of CM. Moreover, it appears that the parish, the priest, and the catechists’ formation are also significant factors to consider in understanding the overall situation of the human resource aspect of CM in the country.

Chapter 1 • An Introduction to the Handbook: Context, Methods, and Framework

Framework and Organization The organization of this handbook is based on the six dimensions of CHR. These dimensions are (1) recruitment and selection; (2) formation and training; (3) performance management; (4) welfare and wellness; (5) CM relations; and (6) CHR information system, and research and development. To contextualize each dimension, stories and hand gestures from the Bible were selected. Moreover, these dimensions are grouped according to the sociological concepts of being, becoming, and belonging (as summarized by Table 1).

Table 1. The Handbook’s Framework

Being a catechist covers the first process of CHR – recruitment and selection. It involves selected manner of qualifying a catechist, the process of selection, the identity and description of the people in CM, and the person involved in conducting the procedure. The criteria and requirements set to recruit and select new catechists reflect what it means to be a catechist.

Katekista In Manus Tuas (In Your Hands)

Becoming a catechist includes the next three dimensions where selected new catechists are prepared and evaluated for their mission to catechize and evangelize. In other words, to become a catechist is to be physically, mentally, and spiritually prepared to catechize and evangelize. Formation and training consist of the initial training and seminars, and skills assessment for the candidate catechist. Also, it considers the sustenance of the catechists’ formation through programs, spiritual activities, short courses, and the like. Welfare and wellness investigate and identify the fringe benefits and other related benefits of the catechists and the assurance of equitable compensation and its bases for proper remuneration. Moreover, Performance management explores and describes the responsibilities, duties, and functions of its work title, job rotation, schedules and monitoring of the catechists, proper etiquette, wearing a uniform, and implementing performance appraisal. Belonging to CM consists of the remaining dimensions, which indicate the involvement of catechists in the ministry. CM relations cover the catechists' permanency program, succession guidelines and policies, leave policies, commendations, and the execution of concerns to evaluate what else to improve in CM based on the experience of the catechists. CHR information system, and research and development determine the mechanism of the involvement of catechists in planning and generating new programs—the type and manner of recording system used on human resource management, payroll, and bookkeeping operations—and the implementation of research and development.

Chapter 1 • An Introduction to the Handbook: Context, Methods, and Framework

Diocese of Kalibo

Moreover, the dimensions are discussed in separate chapters. Table 2 summarizes the composition of the handbook’s main chapters. Each chapter contains the following section: (1) Pastoral Aims; (2) Situationer; (3) CHR Strategies; and (4) Response.

Table 2. Main Sections of Pertinent Chapters

Archdiocese of Capiz

Katekista In Manus Tuas (In Your Hands)

References Batan, C. M., Malatag, A. A. B., Balajadia, M. C. L., & Joven, K. A. T. (2021). The Filipino Catechetical Leaders: Disposition, Dedication, & Direction. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Navidad, F. C., & de Vergara, T. I. M. (2021). Researching Catechetical Ministry: Challenges, Methods, and Strategies. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Commission on Human Rights - United Nations Development Programme. (2003). Human resource management. https:// www.ombudsman.gov.ph/UNDP4/wp-content/uploads/2012/12/ HUMAN_RESOURCE_MGNT.pdf Congregation for the Clergy. (1997). General Directory for Catechesis. https:// www.vatican.va/roman_curia/congregations/cclergy/documents/ rc_con_ccatheduc_doc_17041998_directory-for-catechesis_en.html Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/ documents/rc_con_cevang_doc_19971203_cath_en.html Catholic Bishops’ Conference of the Philippines. (2017). National Catechetical Directory for the Philippines. Koontz, H., & O’Donnell, C. (1955). Principles of Management: An Analysis of Managerila Functions. NY: McGraw-Hill. Mclagan, P. (1989). Models for HRD practice. Training and Development Journal. https://www.researchgate.net/publication/234735108 Messina, S. (2007). Human-resource-management for church ministry. Compass a Review of Topical Theology, 41(3). Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph).

Chapter 1 • An Introduction to the Handbook: Context, Methods, and Framework

Diocese of Kalookan

CHAPTER 2

Being a Catechist: Recruitment and Selection Gloria S. Daradal Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Pastoral Aim This chapter aims to provide strategies in recruiting and selecting new catechists that are inclusive and based on the varying catechetical needs of parish communities

Situationer: The Spirituality of Being Volunteer Catechists Being a catechist is usually considered as a voluntary act of serving the Church. With their volunteering hands and willingness to be catechists, they undergo various training and formation to prepare for the mission of teaching and learning catechesis. The catechists are likened to mustard seeds. A catechist starts as a small plant which then receives adequate training and support until it transforms into a large tree bearing the fruits of the Word of God. Being equipped with these necessary tools, they embark on a journey as the modern-day apostles. The catechists are like mustard seeds. At the beginning, they only have their willingness to be a catechist (Navidad, Batan, de Vergara, & Espinosa, 2021). Once provided the appropriate training and support, these candidate catechists become closer to Jesus and transform into large tree full of fruits of the Word of God. Having equipped these necessary tools, they embark on a journey as the modern-day apostles. In the bible story “Parable of the Mustard Seed”, Jesus Christ likened the Kingdom of God to a grain of mustard seed. It was considered as the smallest of all seeds on earth. But when sown on the ground, it becomes a tree larger than all the garden plants in which birds make their

Katekista In Manus Tuas (In Your Hands)

shelter. This parable depicts Jesus’ prediction about the remarkable growth of the Kingdom of God, which appears right when the history of the Church is considered. Currently, the Kingdom is already worldwide, symbolized by the transformation of the mustard seed to a magnificent tree; and it shelters all those who seek its blessings as depicted by the birds nesting in the mustard tree in the parable. (See Bible Story 1 for the Mark version of this parable.) Through accomplishing their mission by spreading the Word of God, His Kingdom continuously expands. Therefore, it is necessary to have a clear grasp of how to recruit and select new catechists. In this chapter, strategies related to the first dimension of CHR - recruitment and selection, are introduced.

Bible Story 1.

The Parable of the Mustard Seed Mark 4:30-32 And he said, “With what can we compare the kingdom of God, or what parable shall we use for it? It is like a grain of mustard seed, which, when sown on the ground, is the smallest of all the seeds on earth, yet when it is sown it grows up and becomes larger than all the garden plants and puts out large branches, so that the birds of the air can make nests in its shade.” (English Standard Version [ESV])

Chapter 2 • Being a Catechist: Recruitment and Selection

In general, CM in the Philippines is being carried-out mostly by part-time older lay educated women (Batan et al., 2021). These research findings are creatively expressed in the first research poem of Krus na Daan ng Katekistang-Lingkod, entitled Hapunan (Batan, 2020a). In this narrative poetry, a mother, who was a retired teacher, shared her intention to teach again with her family while they were having their supper. But this time, the mother decided to serve in the Church as a catechist, which was not a surprise for and happily accepted by her family. (See Research Poem 1 for its complete Filipino and English version.) Moreover, the findings of the pastoral action research SCHR (Navidad et al., 2021) suggest CM of various ETs in the country have varying policies and guidelines on recruiting and selecting new catechists. B: Meron po. Ang screening committee po nila, ang ginagawa po nila, nagpapatawag sila ng mga active, ‘tapos siyempre pala simba din lang ganun. Mahirap naming magpadala ng ‘di pala simba. ‘Tapos, sasalain po sila ng mga katekista po doon sa parish na ‘yun. Titingnan nila kung paano ‘yung lifestyle niya. Ang pinaka-unang hinahanap namin is yung willing to sacrifice. We have screening committee. They call for candidates who are active and of course, frequent churchgoers for it will be inappropriate to appoint catechists who do not usually participate in Church activities. Then, they will be screened by the current catechists in the parish. Their lifestyle will be scrutinized. What we are actually looking is their willingness to sacrifice (Evete, Archdiocese of Cebu, Line No. 85)

Katekista In Manus Tuas (In Your Hands)

Research Poem 1.

Hapunan by Clarence M. Batan Nagulat ang lahat nang Sa gitna ng hapunang Kanyang hinanda, Nagsabi si Nanay Nakangiti, nananabik Sa desisyong magturo

Supper translated by Luciana L. Urquiola All were surprised that In the middle of the supper That she prepared, Mother blurted— Smiling and excited Her decision to teach

Muli, tulad noon.

Again, just like before.

Na muling gawin

To pursue again

Ang mahal na propesyon Malaking pananagutan Misyon sa Simbahan, Ang maging katekista. Di naman nagulat Si Tatay at mga anak Dahil palagi siyang Nasa Simbahan. Bilin ni Tatay,

The profession she lovedGreat is responsibility In that mission in the church, To become a catechist. This did not surprise Father and his children Since she was often In the church. Father reminded:

“Huwag mo lang kaming

“Do not forget us though,

Kalilimutan, isasantabi”.

Nor set aside us.”

Tugon ni Nanay,

Mother answered,

“Hindi naman Mahal, Kayo pa rin, una Kong pananagutan”. Ngumiti ang lahat Sa hapunang masarap

“Not at all, Dear, All of you are still my First obligation.” Everybody smiled During a delicious dinner

At matapos kumain,

And after eating,

Si Nanay pa rin

Mother as usual

Nagmismis, naghugas.

Clears and washes the dishes.

Ito ang unang

This is the first

Krus sa daan

Way of the Cross

Ng katekistang-lingkod, Sakripisyong makahulugan.

of a servant-catechist, For a meaningful servitude.

Chapter 2 • Being a Catechist: Recruitment and Selection

Moreover, the aging CM, characterized by older female volunteer catechists, calls for a more efficient way of recruiting catechists involving youth and male Catholics. In relation to this, the following are some of the practices shared by various catechetical leaders during the interview process of this project: � The recruitment of catechists is usually facilitated through announcements during Mass, posting of invitations within the vicinity of their parishes and billboards, and by requesting the current catechists to invite their friends, relatives, neighbors, and other people they know to apply to become a catechist. � This recruitment process is done once a year in some ETs, twice a year in a few, and continuous throughout the year in several. � The selection of new catechists in some ETs is subject to the leader’s disposition that since catechists are volunteers, they should not be “very selective” in terms of choosing from the candidate catechists. � In some ETs, as long as the applicant can read and write, has no moral impediments, is physically healthy, married in the Catholic Church and willing to teach, the likelihood to be a candidate catechist is high. � In terms of age, some ETs limits admission of candidate catechists between 20 and 75 years old

Katekista In Manus Tuas (In Your Hands)

catechists are mostly older, retired catechists who are still willing to be part of the ministry serve as the Katekistas Oradores or prayer warriors. � Few ETs execute psychological tests or conduct an entrance examination on basic prayers during the selection process. In some ETs, as long as the applicant can read and write, has no moral impediments, is physically healthy, married in the Catholic Church and willing to teach, the likelihood to be a candidate catechist is high. � Further, some dioceses classified two types of catechists, namely, the school-based catechists and the community-based catechists. The schoolbased catechists are those who do catechesis in school during class days. On the other hand, the community-based catechists are those who do catechesis in the parish and, sometimes, in school. An example of community-based catechists is composed of students that serve or do catechesis to children only during May (which is called Mayflower or summer catechists).

Diocese of Tandag

Chapter 2 • Being a Catechist: Recruitment and Selection

Strategies on Recruiting and Selecting New Catechists Since most interviewed ETs are facing a shortage of catechists, it is without a doubt that they also suffer from a shortage of qualified candidate catechists. This problem entails the need to give quality priority in understanding the existing best practices and appropriate strategies in the qualifications, recruitment, and selection of new catechists. The general process of this catechetical human resource dimension is summarized in Figure 3. As represented, recruitment starts after the posting of call for catechists (or through other means), followed by the selection and categorization of catechists. In the selection process, the coordinator will conduct the initial interview. If passed, the parish priest will facilitate the final interview. Once approved, orientation will follow. The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Qualifications and Criteria for a Catechist In terms of the qualifications and criteria to be a catechist, the Guide for Catechists mentioned that the “basic rule is that no one should be accepted as a candidate [to become a catechist] unless he or she is positively motivated and is not seeking the post simply because another suitable job is not available” (CEP, 1993, no. 18). Accordingly, this positive motivation could be due to the following qualities enumerated from the same document: (a) faith that manifests itself in their piety and daily life; (b) love for the

Katekista In Manus Tuas (In Your Hands)

Church and communion with its pastors; (c) apostolic spirit and missionary zeal; (d) love for their brothers and sisters and a willingness to give generous service; (e) sufficient education; (f) respect of the community; and (g) human, moral, and technical qualities necessary for the work of a catechist, such as dynamism, good relations with others, etc. The Guide for Catechists also highlighted that “some criteria should be considered essential while others might be optional,” and all criteria “should be sufficient, precise, realistic and controllable, could be adapted to local conditions by the local authorities, who are the ones best able to judge the needs and possibilities of the community” (CEP, 1993, no. 18). In other words, the qualifications and criteria for recruiting and selecting new catechists should depend on the needs of the parish and should not exclude anyone that is qualified.

Figure 3. Process of Recruiting and Selecting New Catechists

Chapter 2 • Being a Catechist: Recruitment and Selection

In this light, the criteria for new catechists should not be determined by biological sex, age, and civil status. Considering education, candidates should have sufficient education depending on the place of assignment. These candidates should also be committed, persistent, faithful, and prayerful, and aware of and practices Church activities and traditions. In other words, to be a catechist is to be physically, mentally, and spiritually fit to convey the Word of God creatively and properly, especially to children with little attention span. Moreover, the following documents (though not limited to this list) could be considered as the basic requirements for a catechist: (a) copies of baptismal, confirmation, and marriage certificates to verify whether the applicant already received the Sacraments of Baptism, Confirmation, and Matrimony from the Catholic Church, respectively; (b) resume or curriculum vitae (CV) providing the applicant’s personal information, educational history, work experience, suitability, and reasons for applying for the position, and references (see Appendix A.1 for a sample CV template); and (c) supporting documents of literacy, training, and good moral character. Furthermore, at this point, knowledge about the different types of catechists in the ministry is important. Figure 4 summarizes the various categories of catechists. Each category has particular qualifications and requirements to consider in recruitment and selection processes (Batan et al., 2021).

Katekista In Manus Tuas (In Your Hands)

Figure 4. Types of Catechists Chapter 2 • Being a Catechist: Recruitment and Selection

Recruitment of Candidate Catechists The coordinator should lay the groundwork for recruitment of new catechists. They should share the parish’s vision, goal, and objectives through oral presentation to different parish groups. They should keep the parish abreast of the programs and events through the parish bulletin, a newsletter, pulpit announcements. Inviting and involving parishioners to religious activities should also be spearheaded by the coordinators. Another means that they could use to attract new catechists is through publicizing the names and good work of the religious personnel, attending parish functions and meetings, and becoming acquainted with many parishioners. In line with this, the following are selected approaches in recruiting new catechists: a. Use a personal approach. Some potential catechists do not just volunteer their service due to personal r reasons and are just waiting to be offered and invited before volunteering. Given this, you should meet and socialize with them personally through participating in various events and gatherings. b. Utilize current catechists. Catechists are the most appropriate person to know who among their peers has the shared passion and interests same as theirs. They are most likely to determine who is most likely to be a good prospect as a catechist, as they understand the role of the job. c. Spread the news. God says, "Go therefore and make disciples of all nations." Most of us are called to

Katekista In Manus Tuas (In Your Hands)

spread the Gospel, and potential catechists have this special calling and answer the call. d. Make an announcement. Be creative when posting an announcement, whether oral or written. Arouse interest or curiosity on what a catechist is all about, their importance in the Church, their role, and how being one impacts the lives of the people they encounter.

Selection of Candidate Catechists In the process of selecting new catechists, the following are some points to consider: a. The director or coordinator selects candidates for the catechist's role. In deciding on the acceptance of each catechist applicant, they should carefully consider the person’s qualifications. b. Before inviting a person to be a catechist in the program, the director or coordinator shall consult the parish priest, and he should approve all qualified catechists. c. The parish priest should finally approve them through his written approval and signature in their catechist application. d. The approved applicants should be instructed to complete the application before the applicant's interview with the coordinator.

Chapter 2 • Being a Catechist: Recruitment and Selection

If the applicant was accepted after the interview process, the application should be kept in the parish office archive if accepted while serving in the program. Each year, the coordinator shall update this request, as necessary. When the catechist leaves the program, the application is placed in the inactive file. The parish office and the coordinator shall have a regularly updated list of all those engaged in the program.

Interview and Screening Of Candidate Catechists During the interview, the interviewer/s should consider the following: � Give the applicant a copy of the responsibilities of a catechist and go through them. � Determine the formation and training the applicant has had and whether he/she will be able and willing to continue growing in the understanding of the faith. � Study the applicant’s ability to communicate well with the designated age group. The person’s way of relating to the study is as adult-to-youth, not friend-to-friend. � Discover with the applicant how and where might the best use of his/her talents and gifts be in the program (see Appendix A.2 for a sample list of interview questions).

Katekista In Manus Tuas (In Your Hands)

In terms of further screening the applicants, the following are suggested types of tests to be � Cognitive ability tests (General mental ability or aptitude) � Personality tests � Emotional Intelligence tests

Strategies on Related Concerns Retention Policies � Allow time/schedule flexibility for the catechist based on the number of hours they can commit. � Arrange a regular schedule for catechism in the assigned school/communities and have at most three catechists handle the big groups. � Provide sufficient training and materials needed by the catechist, including financial support for transportation and other expenses. � Allot some time to invite parents to attend one of the classes so as for them to precisely know the importance of catechism for their children. � For volunteers and part-timers, present different schedules for them to choose from that would not get in the way of their other obligations.

Chapter 2 • Being a Catechist: Recruitment and Selection

� Always appreciate catechists' hard work and contribution to the Church as well as to the community. � Maintain centralized data for all catechists nationwide, where they can easily access all the pertinent information and church records of service for future references.

Steps and Considerations for Re-entry After Leave of Absence � The parish priest/coordinator should interview the catechist. � If for a year leave only, a catechist may join the annual renewal/retreat recollection conducted in the parish to resume the role as a catechist. � For more than a year of absence, a catechist shall undergo a Catechist Basic Formation Program 1 as a refresher. � A catechist running for a government position during an election shall apply for a leave of absence. This shall start at the beginning of filling of candidacy until after a month of the election period or upon the discretion of the parish priest.

Transfer Procedure for Catechist from One Location to Another � The catechist, who will transfer, should be currently active and commissioned by the former ministry s/he belongs.

Katekista In Manus Tuas (In Your Hands)

� S/he shall submit a notice for at least 30 days before the transfer date. � S/he shall secure a clearance from the parish priest regarding her obligations in the parish, and the school/community, if any. � The parish priest will give a written recommendation vouching for the moral standing of the catechist transferee. � Personal records of the catechist, inclusive of formations and training, will be indicated in her portfolio. � Before letting the transferee to catechize, reorientation is advised, and one must have a residency of at least six months in the new community.

One Database A portal wherein all pertinent information about a catechist is stored so that whenever or wherever a catechist wishes to move, her records such as personal data, training, and formations can be readily accessed and available for easy reference.

Online Procedure on Recruitment Online recruitment has been a practice in recent years and is getting widely accepted nowadays. However, recruiting online is not that easy. There are factors to consider in finding the right candidate beyond skills and IQ.especially

Chapter 2 • Being a Catechist: Recruitment and Selection

This is especially true for a catechist. Below are suggested steps on how to recruit online: � First, a website or page of the parish has already been created to divert our applicants to the site. The page shall consist of basic information and practices of the Church, its current officers, and related activities, with sample photos. � Second, the vision and mission of the Church, if any, should be shared on the page also. � Third, the current list of religious staff and vacant posts must be filled in, e.g., Catechist, and provide links to access the forms and other requirements. � Fourth, submit/attach personal portfolios or documents as required. � Lastly, wait for the next instruction regarding the schedule of virtual interviews with the coordinator or the Parish Priest. � If all is well, the orientation follows. To summarize steps: � � � � � �

Log in to our website. Click “apply”. Fill in the application form. Attach any documents required. Get a schedule for the interview If passed, attend the scheduled orientation.

Katekista In Manus Tuas (In Your Hands)

Response: Volunteering Hands of Catechists The catechists’ story of beginning into a missionary journey starts with a pair of volunteering hands. Working as volunteers draws the line between them and secular workers. Given this, their service is unconditional and primarily dedicated to the Catholic Church. Their journey as volunteer servants of the Church reflects the beginning of the missionary duty of Paul and Barnabas in which the elders in the church of Antioch laid their hands on them and prayed (Acts 13:3, ESV). The same gesture is depicted when the apostles appointed the first leaders to serve the Church as deacons (Acts 6:5-6, ESV). Laying on of hands in this manner functions as a prayer for beginning a journey. The same way when one starts his/her day or when a class begin their learning session, a prayer motivates them to be their best. In order to provide support in their volunteering hands, praying for their success is one way of assistance. Most importantly, praying for themselves is the ultimate weapon of the catechists, particularly in crossing the obstacles they encounter in their journey. Below is a prayer, entitled A Prayer for Catechists (n.d), which reflects their journey and mission. You could use this prayer and the guide questions to reflect on understanding more what it means to be a catechist.

Guide Questions: 1. 2.

What does catechist mean to you? What are the expectations of being a catechist?

Chapter 2 • Being a Catechist: Recruitment and Selection

Diocese of Tandag

A Prayer for Catechists Loving God, Creator of all things, You call us to be in relationship with you and others. Thank you for calling me to be a catechist, for the opportunity to share with others What you have given to me. May all those with whom I share the gift of faith Discover how you are present in all things. May they come to know you, the one true God, and Jesus Christ, whom you have sent. May the grace of the Holy Spirit guide my heart and lips, so that I may remain constant in loving and praising you. May I be a witness to the Gospel and a minister of your truth. May all my words and actions reflect your love. Amen.

Katekista In Manus Tuas (In Your Hands)

References A Prayer for Catechists. (n.d.). Loyola Press. https://www.loyolapress.com/ catholic-resources/prayer/contemporary-prayers/a-prayer-for-catechists Batan, C. M. (2020a). Hapunan. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Trocio-Bagaipo, J. C., Navidad, F. C., & Joven, K. A. T. (2021). The Filipino Catechists: State, Service, and Spirituality. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/documents/ rc_con_cevang_doc_19971203_cath_en.html Diocesan Ministry on Catechesis, Diocese of Imus. (2016). Handbook of Norms and Policies. Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Signs and symbols of the Bible (hand). (2018, December 18). Jesus Way 4 You. https://jesusway4you.com/2018/12/18/signs-symbols-of-the-bible-hand/ What is the meaning of the Parable of the Mustard Seed? (n.d.). GotQuestion.Org. https://www.gotquestions.org/parable-mustard-seed.html

Chapter 2 • Being a Catechist: Recruitment and Selection

Diocese of Cubao

Katekista In Manus Tuas (In Your Hands)

CHAPTER 3

Being a Catechist: Formation and Training Victor C. dela Cruz Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Pastoral Aim This chapter aims to provide a brief explanation of the different formation programs for catechists and a list of topics, methods, and references for consideration.

Situationer: Helping Together: The Catechetical Way The catechist undergoes various formation and training activities in their journey to becoming a catechist. Embracing and imitating the life of Jesus Christ is the center of the catechists’ formation. Primarily, its goal is to make candidate catechists aware that to become a catechist is to be a missionary disciple and an active participant in evangelization. In the Parable of the Leaven, Jesus Christ likened the Kingdom of God to a yeast (or leaven) mixed into dough. According to His account, “the Kingdom is like leaven that a woman took and hid in three measures of flour, till it was all leavened.” (See Bible Story 2 for the two existing versions of this short parable.) What He meant is that the Kingdom of God started as small but would eventually expand (the same comparison He used in the Parable of the Mustard Seed) through expected time. It also reflects that the influence of the Kingdom is from within the heart of a person (as the leaven makes dough rise from within). To simply put, as the nature of the leaven is to grow and change what it contacts, the graces of Jesus Christ, once embraced, grows in the person’s heart, and changes him or her from inside out.

Katekista In Manus Tuas (In Your Hands)

Based on the research findings on Filipino catechists, most of the catechist respondents (65 percent) have a formal catechetical formation (Batan et al., 2021) which they deem as very important. Focusing on the tracer study (de Vergara, Batan, Anorico & Palma 2021), parish, diocese and vicariate are the primary formation providers of the selected catechist respondents.

Bible Story 2.

The Parable of the Leaven Matthew 13:33 He told them another parable. “The kingdom of heaven is like leaven that a woman took and hid in three measures of flour, till it was all leavened” (ESV).

Luke 13:20-21 And again he said, “To what shall I compare the kingdom of God? It is like leaven that a woman took and hid in three measures of flour, until it was all leavened” (ESV).

In the second research poem of Krus na Daan ng Katekistang-Lingkod, entitled Getsemani (Batan, 2020b), the efforts of the catechists to attend to weekly catechetical training is compared to the meditation of Jesus at Gethsemane. This is to point out that to become a catechist involves a lot of struggles. However, what matters is that these catechists are willingly crossing these obstacles just to grasp the “profound knowledge” they need to share to prepare them before “plunging into the challenge of catechism.” (See Research Poem 2 for the complete version of it.) Chapter 3 • Being a Catechist: Formation and Training

Research Poem 2.

Getsemani

Gethsemani

written by Clarence M. Batan

translated by Jeanette P. Grajo

Bago sumabak Sa hamon ng katekesis,

Before plunging into The challenge of catechism,

Si Nanay dumalo

Mother has attended

Sa lingguhang pagsasanay

The weekly trainings

Tungkol sa bibliya, Mga dokumentong-katesismo Ng Katolikong Kristiyano At Katolikong Pilipino.

About the bible, Some catechism-documents Of Christian Catholics Of Filipino Catholics.

Hindi naging madali

It never came easy

Ang muling pakikinig Sa paring katekista At catechetical directors Dahil mas mahirap

Listening again To the priest while preaching And catechetical directors For it is more difficult

Palang maayos na ituro

To teach precisely

Ang turo ng Simbahan.

The teachings of the Church.

Na tulad ng pananalangin

Similar to the meditation

Ni Hesus sa Getsemani,

Of Jesus at Gethsemani,

May hapis sa pagsasanay Para wagas ang kaalamang

There is sorrow in the training Such that only profound knowledge

Maibabahaging-tunay

May be truly shared.

Ito ang ikalawang

This is the second

Krus sa daan Ng katekistang-lingkod, Sakripisyong makahulugan.

Way of the Cross of a servant-catechist, For a meaningful servitude.

Katekista In Manus Tuas (In Your Hands)

A more detailed picture of their catechetical experience is painted by the findings of the Pastoral Action Research (PAR) on Studying Catechetical Formation Programs or SCFP (de Vergara et al., 2021). The following points summarize its findings and corresponding pastoral insights: � Few ETs execute psychological tests or conduct an entrance examination on basic prayers during the selection process. In some ETs, as long as the applicant can read and write, has no moral impediments, is physically healthy, married in the Catholic Church and willing to teach, the likelihood to be a candidate catechist is high.Majority of the respondents declared that they receive any form of support (emotional, financial, etc.) in their catechetical formation program. The support usually comes from their friends, parish priests, and other catechists. In relation to this, it is observed that to improve the catechetical formation in peripheral areas, a supportive and sharing relationship should be established within those areas or with the territories in the center. � The usual form of catechetical formation program in the country is composed of orientation, basic catechetical formation program, and certification program. It is observed that for these formation programs to be effective, decentralization into parish/communitybased approaches should be adopted. Chapter 3 • Being a Catechist: Formation and Training

� The most common teaching styles learned by the catechist respondents through their training are lecture method and question and answer (oral recitation) technique. With this observation, formal education and training of catechists requires more emphasis on teaching and learning catechesis creatively. � Moreover, for these formation programs to be more effective, employed formators should be experts and utilized materials should be updated, relevant, and context-based.

Diocese of Alaminos

In a separate study, SCHR (Navidad et al., 2021) also investigated the non-standardized practices of various ETs in managing catechetical formation programs in the country. � The provision of basic formation for the catechists varies in duration. For some, it only takes two to three days. For others, it takes a week. � Some provide an orientation before sending-off rites as an alternative for basic formation. The sending-off rites signals that the catechists can now perform and teach catechism. Moreover, there are dioceses that require the candidate catechists to undergo basic formation of several weeks to four months, alongside the two to three days orientation before the sending-off rite.

Katekista In Manus Tuas (In Your Hands)

� Several catechists undergo formal formation through certification of a month immersion for three to four summer or continuous every Saturday for four to six months for three to four years, consecutively. Some take a bachelor's degree in religious education. The certification serves as a qualification for promotion to become a coordinator in most of the dioceses. However, there are many cases in which after the catechist finished his/her bachelor's degree, this becomes his/her advantage to move to a school as a teacher and left the responsibility of being a catechist. � The basic formation and orientation are given free of charge by some dioceses. However, most dioceses cannot provide full free-of-charge formation because of the parishes' financial status. In this case, the catechists themselves shoulder the expenses in the catechetical basic or formal formation through sponsors, budget of the parish and/or the diocese, catechists' fundraising, or tithing practices. Still, mostly, it depends upon the parish priest's generosity, sensitivity, openness, and love to catechists as reported by the principal respondents.

Chapter 3 • Being a Catechist: Formation and Training

� A particular diocese is forced to stop the formal formation because of the undesirable practices of some parishes. Just to comply with the diocese's training, some parishes send different catechists annually, which depleted the purpose of gaining a certificate that lasts for three to four years consecutively. � A diocese also trains junior catechists for a month during summer and, likewise, do the catechesis to children and youth in far-flung areas. � Several dioceses have monthly meetings wherein updates on topics or new topics are shared and discussed. Usually, these meetings are considered as an on-going formation. � One diocese mentioned that only his/her vicariate coordinators could go to other places for seminars or training or enroll in basic religious education. Some dioceses suggested that only the parish coordinators attend the workshop or training and likewise facilitate the catechists' return. � Selected dioceses formulate module (locally and using their regional language) to be used by the catechists based on various catechetical and Church documents. Moreover, transaction in benchmarking, selling, and buying modules and course plans transpires between neighboring dioceses.

Katekista In Manus Tuas (In Your Hands)

Diocese of Tandag

Strategies on Forming and Training Catechists The proper formation is vital in having suitable catechists for the community. The Magisterium has often stressed this because every apostolic activity "which is not supported by properly trained persons is condemned to failure" (PCPNE, 1993, no. 19). As stated in the Acts and Decrees of the Second Plenary Council of the Philippines (PCP-II), "Priority should be given to the calling, training, and formation of professional and volunteer catechists," (55, 1) and "catechists should be provided pastoral exposure and inservice training, especially those working with BECs" (55, 3). At the beginning of Christianity, formation revolved around the vital encounter with Jesus Christ, proclaimed with authenticity and witnessed in life. For centuries, the Church has never neglected to give priority to the formation of catechists. It requires particular attention because the quality of pastoral initiatives is necessarily connected to The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Chapter 3 • Being a Catechist: Formation and Training

Criteria for Formation Programs In forming catechists, the following criteria, enumerated in the Directory for Catechesis (PCPNE, 2020), which serve as inspiration for formation programs must be kept in mind: a. Spirituality of mission and evangelization. This missionary spirituality is understood as an encounter with others. An effort in the world (and a passion for evangelization) nourishes the life of the catechist and saves him from individualism, self-absorption crisis of identity, and collapse of fervor. b. Catechesis as integral formation. To become a catechist is to be a teacher, and educator, and a witness of faith at the same time. c. Style of accompaniment. The Church feels the duty of forming its catechists in the art of personal accompaniment through proposing to them the experience of being accompanied to grow in discipleship and enabling and sending them to attend to his/her fellows. d. Consistency among formative styles. As a general criterion, it is necessary to underline the need for coherence between the general pedagogy of formation of catechists and the pedagogy proper to the catechetical process. It would be challenging for the catechist to improvise style and sensibility to which he had not been introduced during his formation.

Katekista In Manus Tuas (In Your Hands)

e. An attitude of docibilitas and self-formation. The catechist must develop docibilitas or the willingness to be touched by grace, by life, by persons in a calm and positive attitude toward reality to learn how to learn. The willingness of self-formation is what enables the catechist to make a method of formation his own and to be able to apply it to himself and his ecclesial service. f. The dynamic of the laboratory in the context of the group serves as a formative practice in which faith is learned by doing, which means valuing the experience, contributions, and reformulations of each one given transformative learning.

Dimension of Formation Moreover, it is necessary to know the dimensions of formation. Below are the dimensions enumerated and expalined by the Directory for Catechesis (PCPNE, 2020): a. In the dimension of being, the catechist is formed to become a faithful witness and God's keeper. Formation helps the catechist to reconsider his catechetical action as an opportunity for human and Christian growth. b. In the dimension of knowledge, the catechist is formed to become a teacher who instructs in the faith. Formation allows them to explore the message to be transmitted about the hearer’s cultural, ecclesial, and existential context. The process of integrating the content of the faith takes place through familiarity with Sacred Scripture, with the

Chapter 3 • Being a Catechist: Formation and Training

study of Catechism of the Catholic Church, of the catechisms of the Church, of magisterial documents. c. In the dimension savoir-faire, the catechist is formed to become an educator and communicator. Recognizing that his hearer is an active participant in whom the grace of God is dynamically at work, the catechist will serve as a respectful facilitator of an experience of faith of which he is not in charge. As an educator, the catechist is also to have the function of mediating membership in the community and living out catechetical service with an attitude of communion. In creating and facilitating formation programs, knowing the different levels of catechetical formation and other formation options for the catechists is necessary. The succeeding sections explain these levels of formation programs and the qualification for apostolic mandate. It also enumerates suggested topics for each level (see Table 3), methods (see Box 1), and references (see Box 2).

Diocese of Tandag

Katekista In Manus Tuas (In Your Hands)

Levels of Formation Program Orientation Program, which is the introductory part of the formation program of CM aims to help the catechist accustomed to his/her apostolate and be a "community among catechists.” During the orientation, the applicants will be informed of the later requirements for the succeeding programs. The orientation is recommended to last four (4) hours. Catechists’ Basic Formation Program-I (CBFP-I) is the initial formation of CM conducted in the parish for at least 40 hours in a month. In addition to this, the Individual Demonstration Teaching, Practice Teaching, and Recollection must also be accomplished separately. Catechists’ Basic Formation Program-II (CBFP-II) is the follow-up program after the CBFP-I conducted in either the parish, diocese, or catechetical center for a total of at least 250 hours in one year. To be admitted to the program, the applicant must present his/her CBFP-I Certificate. In addition to this, the Parish Catechetical Project, Immersion/ Exposure, Advent Recollection, Lenten Recollection, and Retreat must also be accomplished. Catechists' Ongoing Formation Program (COFP). After finishing CBFP-II, the catechist must attend various catechetical conferences, symposiums, training, and workshops to develop his/her knowledge and skills and further deepen his/her vocation as catechists. Chapter 3 • Being a Catechist: Formation and Training

Table 3. Suggested Topics for Basic and Ongoing Formation Program

Katekista In Manus Tuas (In Your Hands)

Each event that is attended will provide certificates that the catechist can later use for re-certification. Catechists’ Advanced Formation Program (CAFP) is for catechists who are willing to pursue catechetical, pastoral, theological, or religious education courses, undergraduate and graduate degrees offered in universities, colleges, and catechetical centers or institutes. It is an optional requirement for all catechists. Regarding methods, Box 1 lists down two sets of approaches for consideration in implementing catechetical formation programs as suggested by CBCP-ECCCE (1992).

Box 1. Methods for Basic Formation Programs

Catechesis usually draws its content from the living source of the Word of God transmitted in the Sacred Tradition and Scriptures, which is entrusted to the Church. Box 2 enumerates resources for consideration in forming and training catechists.

Chapter 3 • Being a Catechist: Formation and Training

An important strategy to know the effectiveness of the formation and training received by the catechists is through facilitation of evaluation. Through this, areas for improvement can also be identified. (Appendix B.2 provides a sample form for this type of evaluation).

Box 2. Suggested Resources for Formation Programs

Catechists’ Certification Basic Certification is a process through which a person learns the essential knowledge and skills to communicate the Christian faith effectively. After undergoing the standard formation programs (CBFP-I and CBFP-II), the candidate catechists will receive the basic certification to recognize their competence as a full-pledged catechist. The first step towards basic certification is the parish priest's approval and recognition of the catechists’ readiness to serve in CM. Before acquiring the Basic Certification for Catechists, the catechists should present their: (1) CBFP-I Certificate; (2) CBFP-II Certificate; (3) Request for Certification Form (Appendix B.3 provides a

Katekista In Manus Tuas (In Your Hands)

sample template for this form); and (4) Pastoral Endorsement Form signed by the parish priest (see Appendix B.4 for a sample template of this form). They shall submit the documents mentioned above to the Office of the Diocesan Catechetical Ministry. Re-Certification is a process that enables catechists to renew their certification status after the initial three-year period. 30 hours of COFP and CAFP should be required to gain recertification that should be valid for the next three years. This is necessary for catechists' continuous growth as an educator of faith and to deepen his/her vocation as a Christian. To be re-certified, the catechists should present (1) all certificates gained by attending COFP and CAFP (see Appendix B.5 for a sample certificate form) and (2) request for re-certification approved by the coordinator of the Parish Catechetical Ministry and noted by the parish priest (see Appendix B.4).

Apostolic Mandate The Apostolic Mandate is an official act of the Church whereby the Ordinary of the diocese confers on the layperson the privilege to communicate the Catholic Faith in doctrine, worship, and life according to the directives of the Magisterium of the Church. It would be desirable too, wherever it seems opportune, to confer the canonical mission on properly trained catechists during a public liturgical celebration so that he/she might serve the cause of the faith in the eyes of the people with greater authority (Ad Gentes Divinitus, 17). The Bishop or his delegate will confer the mandate with some suitable sign, such as the crucifix presentation or a bible (CEP, 1993).

Chapter 3 • Being a Catechist: Formation and Training

According to the Manual for the Catechetical Ministry of Catechetical Foundation of the Archdiocese of Manila (2009), to qualify for the apostolic mandate, candidates must: a. be a certified catechist of the Diocese; b. signify in writing the desire to receive commissioning; c. recommended by the parish priest and/or coordinator based on performance, witnessing, and commitment to the catechetical apostolate; and, d. have undergone at least three (3) days retreat as immediate preparation for commissioning. Moreover, a sample template for Apostolic Mandate Certificate is provided in Appendix B.6.

Response: Helping Hands of Catechists The unconditional service of the catechists for the Church is a manifestation of their helping hands. Aside from it, these hands also help all of those people involved in the ministry in various ways, which is an act of the Filipino custom of bayanihan or working together as a community in reaching a common goal. The catechists’ participation in formation and training reflects the cleaning of their helping hands. Psalm 26:6 (ESV) defines the act of cleaning one’s hands as an expression of the person’s integrity, “I will wash my hands in innocence. I will walk around your altar, O Lord.” Moreover,

Katekista In Manus Tuas (In Your Hands)

Diocese of Cabanatuan

David mentioned that to have clean hands is one characteristic that qualify a person to enter God’s holy place: “Who may go up the Lord’s mountain? Who may stand in His holy place? The one who has clean hands and a pure heart and does not long for what is false or lie when he is under oath” (Ps. 24:3-4, ESV). Thus, the cleaning of Diocese of Kabankalan the catechists’ helping hands pertains to helping them become what really means to become a catechist (as mentioned earlier, to become missionary disciples, teachers, educators, and witnesses of faith) through instilling through them the teachings of Christ and the Church. In other words, forming and training catechists is a means to give them the integrity (or to be qualified) to teach the Catholic teachings. To contemplate and fully understand the purpose of becoming a catechist through formation and training, provided below are the Prayer of St. Charles Borromeo (n.d) and guide questions.

Guide Questions: How do you think becoming a fully-pledged catechist is to become: a. missionary disciple? b. a teacher? c. an educator and communicaotor? d. a witness of faith?

Chapter 3 • Being a Catechist: Formation and Training

Diocese of Tandag

Prayer of St. Charles Borromeo Almighty God, you have generously made known to man the mysteries of your life through Jesus Christ, Your Son, in the Holy Spirit. enlighten my mind to know these mysteries which your Church treasures and teaches. Move my heart to love them and my will to live in accord with them. Give me the ability to teach this Faith to others without pride, without ostentaion, and without personal gain. Let me realize that I am simply your instrument for bringing others to the knowledge of the wonderful things you have dones for all yoru creatures. Help me to be faithful to this task that you have entrusted to me. Amen.

Katekista In Manus Tuas (In Your Hands)

References Acts and Decrees of the Second Provincial Council of Manila. (1996). Batan, C. M. (2020b). Getsemani. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Trocio-Bagaipo, J. C., Navidad, F. C., & Joven, K. A. T. (2021). The Filipino Catechists: State, Service, and Spirituality. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Catechetical Foundation of the Archdiocese of Manila. (2009). Manual for the Catechetical Ministry. Catechists in Formation Program Manual. (1995). Benziger Publishing Company. Catholic Bishops’ Conference of the Philippines. (2007). National Catechetical Directory for the Philippines. Catholic Bishops’ Conference of the Philippines - Episcopal Commission on Catechesis and Catholic Education. (1992). The Catechists’ Basic Formation Program. Charles Borromeo. (n.d.). Daily Prayers.org. https://www.daily-prayers.org/ angels-and-saints/prayers-by-and-to-saint-charles-borromeo/ Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/ documents/rc_con_cevang_doc_19971203_cath_en.html de Vergara, T. I. M., Batan, C. M., Anorico, H. C., & Palma, C. L. (2021). Catechetical Formation: Programs, Pedagogies, and Prospects. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Diocese of Steubenville Office of Christian Formation and Schools. (2017). Catechist Formation Handbook.

Chapter 3 • Being a Catechist: Formation and Training

John Paul II. (1980). Catechesis in our Time. Apostolic Exhortation Catechesi Tradendae of His Holiness Pope John Paul II. Makati: Salesiana Publishers. Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Plenary Council of the Philippines. (2004). Acts and Decrees of the Second Plenary Council of the Philippines: Held at the Holy Apostles Seminary, Makati, Metro Manila from 20 January-17 February 1991. Makita: Paulines Publishing House. Pontifical Council for the Promotion of the New Evangelization. (2020). Directory for Catechesis. Signs and symbols of the Bible (hand). (2018, December 18). Jesus Way 4 You. https://jesusway4you.com/2018/12/18/signs-symbols-of-the-biblehand/ United States Conference of Catholic Bishops. (2005). Summary of the National Directory for Catechesis. Vatican Council II (1975). Vatican Collection: Vol. 1. The Conciliar and Post Conciliar Documents. NY: Costello Publishing Company.

Diocese of Cubao

Katekista In Manus Tuas (In Your Hands)

CHAPTER 4

Being a Catechist: Performance Management Maria Cristina V. Santos Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Pastoral Aim The goal of this chapter is to provide a set of reliable catechetical performance management strategies for consideration, including a reference of tasks for each catechetical position, working arrangements, proper decorum, and monitoring and evlauation.

Situationer: The Offering Hands of a Good Catechist In most institutions – both secular and religious, human resources serve as pillars that support in achieving their goals. Accordingly, strategic management of these resources is necessary. In the Parable of Talents, Jesus Christ emphasizes the importance of giving value to our resources, which is depicted by the talents of gold handed by the rich man to his slaves. (See Bible Story 3 for its full version.) These resources reflect the time and material wealth God bestowed to each of us during our creation. Given this, we are the ones responsible to use these resources so that their value increases. In the context of CM, the catechists serve as one of its essential resources. To answer the question of how to give value to them includes the discussion on catechetical formation and training in the preceding chapter. To consider their roles, performance, welfare and well-being, and relations to the ministry is another way of giving value to them. This chapter highlights the need to manage the performance of the catechists to make sure that they make use of the Word of God, the most valuable resource of all, to the fullest.

Katekista In Manus Tuas (In Your Hands)

Bible Story 3.

The Parable of Talents

Matthew 25:14-30 “For it will be like a man going on a journey, who called his servants and entrusted to them his property. To one he gave five talents, to another two, to another one, to each according to his ability. Then he went away. He who had received the five talents went at once and traded with them, and he made five talents more. So also he who had the two talents made two talents more. But he who had received the one talent went and dug in the ground and hid his master’s money. Now after a long time the master of those servants came and settled accounts with them. And he who had received the five talents came forward, bringing five talents more, saying, ‘Master, you delivered to me five talents; here, I have made five talents more.’ His master said to him, ‘Well done, good and faithful servant. You have been faithful over a little; I will set you over much. Enter into the joy of your master.’ And he also who had the two talents came forward, saying, ‘Master, you delivered to me two talents; here, I have made two talents more.’ His master said to him, ‘Well done, good and faithful servant. You have been faithful over a little; I will set you over much. Enter into the joy of your master.’ He also who had received the one talent came forward, saying, ‘Master, I knew you to be hard man, reaping where you did not sow, and gathering where you scattered no seed, so I was afraid, and I went and hid your talent in the ground. Here, you have what is yours.’ But his master answered him, ‘You wicked and slothful servant! You knew that I reap where I have not sown and gather where I scattered no seed? Then you ought to have invested my money with the bankers, and at my coming I should have received what was my own with interest. So take the talent from him and give it to him who has the ten talents. For to everyone who has will more be given, and he will have an abundance. But from the one who has not, even what he has will be taken away. And cast the worthless servant into the outer darkness. In that place there will be weeping and gnashing of teeth’ (ESV).

Chapter 4 • Being a Catechist: Performance Management

The PAR on Studying Filipino Catechists (Batan et al., 2021) provides an empirical evidence of the service and teaching experience of the Filipino catechists. The findings indicate that most of the Filipino catechist respondents are part-time (67.4 percent). About 70 percent of them teach catechesis in public schools and most of the catechized are elementary pupils (87 percent). In terms of their service, nearly all the catechist respondents render one to ten hours of doing catechesis in a weekly basis (Navidad et al., 2021). However, it shows that some catechist respondents served 11 to 20 hours and even 31 to 40 hours a week. Moreover, most of the Filipino catechist respondents (72 percent) reported that, aside from being a catechist, they also provide other works or service. In terms of their schedule, the research poem Sanhedrin (Batan, 2020c) narrates the shared struggle of Filipino catechists in choosing time slots to teach catechesis in public schools. As stated, they usually have four time slots to choose from – earliest in the morning, in between breaks, after lunch, or just before dismissal. (See Research Poem 3 for the full details of the poem.) In a more current pastoral action research, the following findings of SCHR (Navidad et al., 2021) gives us a clearer depiction of CM’s nonstandardized performance management practices from the grassroots:

Katekista In Manus Tuas (In Your Hands)

� The responsibilities, do's, and don'ts of the catechists are usually explained during the catechists’ orientation. Some dioceses provide a catechist guide module. However, in some parishes, this guide is enough without giving prior basic formation to catechists. � In terms of monitoring practices, parishes are the ones responsible of supervising the catechists in some dioceses. In several dioceses, the catechists designated to schools are monitored by the schoolteachers or administrators through the implementation of daily time record. � In most of the dioceses, the parish coordinators are the ones monitoring and evaluating the catechists. � The reporting of performance or assessment of the catechists to some dioceses is done monthly during the parishes’ monthly meeting and quarterly during the vicariates’ meeting. Other dioceses mentioned that the performance evaluation is annual after the school ends and during the catechists' general assembly.

Diocese of Antipolo

Chapter 4 • Being a Catechist: Performance Management

Research Poem 3.

Sanhedrin by Clarence M. Batan Nang masayang matanggap Ni Nanay-teacher –

Sanhedrin translated by Luciana L. Urquiola When Mother gladly received Her teaching assignment –

Ang bagong katekista,

As a new catechist

Ang kanyang assignment

In a public school,

Sa pampublikong paaralan,

She prepared for the day

Pinaghandaan niya ang araw

Of her visit to the school

Pagdalaw sa school Pagharap sa principal Upang kunin - schedule. Apat lang pagpipilian:

Of her meeting with the principal To get - the schedule. Only four time slots to choose from: Earliest in the morning,

Umagang-umaga,

In between breaks,

Sa pagitan ng recess, Matapos ang tanghalian,

After lunch, Or just before dismissal.

O bago mag-uwian. Tulad ni Hesus Sa harap ng Sanhedrin,

Like Jesus Standing before the Sanhedrin She bowed in humble submission

Ang mapagkumbabang-tangan

Before the mighty

Sa harap ng makapangyarihan,

She held no objection

Waring di pagtutol

For her mission to set in motion,

Para misyon matuloy, Kahit anong oras,

At any given time, For catechesis to finally begin.

Katekesis matupad.

This is the third

Ito ang ikatlong Krus sa daan Ng katekistang-lingkod,

Way of the Cross Of a servant-catechist, For a meaningful servitude.

Sakrispisyong makahulugan.

Katekista In Manus Tuas (In Your Hands)

Strategies on Recruiting and Selecting New Catechists Performance management in CM entails a careful assessment of the catechist's ability to align his/her motives with the holistic goals and objectives of the ministry (Canadian Baptists of Ontario and Quebec, 2018). The catechist's missionary spirit, which is initially enhanced by formation, is further intensified by objective, systematic, and precise performance feedback done regularly. Catechetical performance management is a morale booster, which helps the catechist reach his/her full potentials. Moreover, it aims to build improved relationships among catechists within the parish and promotes excellent teamwork. Excellence in doing the ministry tasks and the passion for mission should always be in mind and the heart of the catechist. A good performance management plan combats the danger of perfectionism by setting standards that are definite and possible to attain to avoid feelings of frustration (McKeating, 2010). Competition is also out of the picture; however, it is essential to embrace competence and commitment in rendering voluntary service for the Church. Assessing these two elements against standard policies is one of the goals of this performance management plan, where the primary concern is fairness and transparency. All criteria and evaluation parameters are geared towards the oneness of the organization and reject division. The success and promotion of one is the delight of all. Teamwork, respect, humaneness, nobility, love, and care are contained in all the preceding policies and procedures and are all meant to empower the catechists’ missionary spirit in all aspects of his/her ministry.

Chapter 4 • Being a Catechist: Performance Management

The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Function, Duties, and Responsibilities of Catechists The human resource process of managing performance in CM begins with clearly specifying the tasks of each catechist in the parish. The function of each catechetical position clarifies the role of the individual in terms of accountability and authority (see Table 4). Qualifications for catechists in general are enumerated in the chapter on recruitment and selection already. In the absence of a priest coordinator or lay coordinator, the Catechetical Position Description guides the catechist in making quick decisions. (A sample of this form is provided in Appendix C.1). Everything will be written and signed like a covenant declaration to emphasize the solemn character of the commitment and the discernment involved in accepting the catechetical tasks (McKeating, 2010). Table 6 indicates the functions of each catechetical position (and in Appendix J, a detailed ministry tasks list for each position is provided), which comply with the significant catechesis functions depicted in Figure 5.

Figure 5. Tasks of Catechists

Katekista In Manus Tuas (In Your Hands)

The same figure illustrates that faith education initially involves the teaching of minds leading to the knowledge of the faith, the Creed, as a symbol of the faith. Catechists instill in the believer the attitudes in celebrating liturgies and the sacraments. Forming for life in Christ helps the believer follow the Gospel values, specifically, the Beatitudes and the Decalogue, and allows the believer to discover his/her role in the plan of salvation. Catechesis also develops in the believer a prayerful life and practices of piety. The introduction to community life in catechesis fosters the believer's sense of belongingness to the Church and ecclesial co-responsibility (PCPNE, 2020). Lastly, missionary initiative in catechesis teaches "that the Church exists to evangelize, that is to carry forth the Good News to every sector of the human race so that by its strength it may enter into the hearts of men and renew the human race" (Congregation for the Clergy, 1997, no. 46). One of the goals of catechesis is to create future catechists like themselves. The illustration, like the rays of the sun in the logo of 500 years of Christianity in the Philippines (“CBCP releases logo”, 2019), is a conceptual vision for a new beginning, for renewed evangelization shining to the fullest to lead every Filipino to conversion (PCP-II, 156). The significant catechesis tasks are like the rays of the sun radiating powerful light to the world. Filipino catechists embody the Great Jubilee’s theme “Gifted to Give” for their dedication and undying “yes” to the call of the Church’s mission towards new evangelization.

Diocese of Antipolo

Chapter 4 • Being a Catechist: Performance Management

Table 4. Functions of Each Catechetical Position

Katekista In Manus Tuas (In Your Hands)

Appendix C.2 provides a detailed list of duties and responsibilities of different catechetical positions.

Flexible Working Arrangements An appropriate number of hours of catechizing optimizes creativity and fulfillment of the module, not limited to simply classroom lectures. Its rationale is to spread the scope of evangelization to all levels in elementary, junior, and senior high school students, to parents, senior citizens, families in the communities, and special institutions like homes for juvenile delinquents and orphanages. In terms of service, catechists are usually categorized as full-time and part-time. A full-time catechist renders at least 30 hours a week of teaching in public or private schools, do learning plans, or exercise self-study at the catechetical office. He/she must come to the parish catechetical office from Tuesday to Sunday to log in and log out through the same Bundy clock (if there is any) used by the parish staff. Mondays are his/her days off. Table 5 shows a sample schedule for a full-time catechist (see Appendix C.3 for a sample template for time schedule). Those who can serve in the ministry only during Saturdays and Sundays and can offer at least six hours a week teaching in communities, giving seminars, and assisting in the sacramental rites are designated as part-time (or community/parish-based) catechists. They must also log in and log out on the specified timecard or timesheet. Chapter 4 • Being a Catechist: Performance Management

Flexibility in work schedule is considered for both full-time and part-time catechists. Although full-time, each catechist may still choose his/her time slot. For example, instead of 9 AM to 12 NN and 1:30 PM to 4:30 PM, one may choose 7 AM to 11 AM and 1 PM to 3 PM. The parish catechetical coordinator oversees that each catechist in her team follows faithfully the written file of his/her committed time slots for the catechetical year (see Appendix C.4). Tardiness and absenteeism are opposed to the call of mission. Every catechist embraces a commitment to service as the path to holiness, as Pope Francis (2018): “We need a spirit of holiness of filling both our solitude and our service, our personal life, and our evangelizing efforts so that every moment can be an expression of self-sacrificing love in the Lord’s eyes. In this way, every minute of our lives can be a step along the path to growth to liness” (par. 31).

Table 5. Sample Schedule of a Full-time Catechist

Katekista In Manus Tuas (In Your Hands)

Both full-time and part-time catechists are required to submit his/her timecards or timesheets for every remuneration cut-off. The parish catechetical coordinator shall check and validate each timecard or timesheet and shall endorse to the parish priest for review and notation. It serves as the basis for payment of allowances by the parish catechetical treasurer. During activities outside the parish premises, the parish provides food and transportation allowances for the catechists from the Parish Catechetical Ministry fund. Attendance sheets (see Appendix C.5) serves as the basis for these allowances. Other details on remuneration and benefits of the catechists are discussed in the succeeding chapter.

Proper Decorum The catechists are the living visual aids in doing catechesis in schools and communities. As they are witnesses of the faith, they always radiate the joy of the faith that serves as the door to announce the Good News and a consequence of living in faith (Bergoglio, 2016). The model catechist spreads the Joy of the Gospel to everyone he or she encounters (Francis, 2013). Hence, proper decorum must govern his/her physical appearance and the outward manifestation of his/her personality, which considers the following points: a. Grooming. All catechists should exhibit the virtue of Christian modesty and the professional manner of dressing up to set the example of discipline and commitment (Diocese of Lafayette-In-Indiana, 2016). They represent their parish; hence, it is vital that the prescribed uniform and ID card bearing the parish or diocesan logo be worn while teaching in public or

Chapter 4 • Being a Catechist: Performance Management

institutions. Moreover, they should wear a decent pair of shoes and no excessive make-up for the ladies. A clean haircut is required of the gentlemen and a simple hairstyle for the ladies. Miniskirts, athletic clothing, shorts, slippers, sleeveless shirts, outfits with offensive logos or printouts, visible tattoos, unnatural hair color and bright hair highlights, multiple earrings for the ladies, single and numerous earrings for the gentlemen are classified as inappropriate (Diocese of Lafayette-In-Indiana, 2016). b. Speech. All catechists are expected to keep the tone of his/her voice pleasing to the ears and never to speak foul language. During assemblies, catechists refrain from engaging in unnecessary talk to preserve silence even while waiting for the event to start. They also value the sense of confidentiality regarding personal sharing during parish meetings, recollections, and retreats. Gossiping is never in the line of the ministry of the catechist, who is entrusted the sacred task of handing the faith. c. Care for the environment. Christians cooperate as instruments of God Christians cooperate as instruments of God to care for creation and realize that his/her duty toward ecology and the Creator is an essential part of his/her faith (Francis, 2015). Catechists, therefore, should be the proponents of environmental care and safety around the parish premises, classrooms and school premises, and communities. They should keep their workspace and its premises clean, tidy, safe, and green at all times.

Katekista In Manus Tuas (In Your Hands)

Monitoring and Performance Evaluation The catechetical performance evaluation program suggested in this handbook aims to serve as the catechist’s “call to growth” because it is intended to develop his/her fullest potentials. It checks the improvement of productivity and efficiency in performing the catechetical tasks— a reminder of aligning personal goals with CM (CHR-UNDP, 2003). Hence, the periodic performance evaluation serves as a catechetical merit system that serves as the basis for ranking to grant promotion, incentives, and awards (Cordova, 2012). The merit system also includes opportunities for further training and ministerial work development. It may also serve as the basis for disciplinary action, suspension, termination, and other related personnel actions should the need for such a decision arises. The catechetical performance evaluation is to be implemented by CPER Committee composed of the parish priest, the parish catechetical coordinator, and the parish catechetical secretary. Each catechist will be asked to accomplish a self-assessment, which the committee will give due attention. The same committee will discuss the evaluation results with the concerned catechist not later than 15 days after its release. The catechists may submit a written response about the evaluation contents within 15 days from the receipt of the evaluation results. If there is no written response from the catechist received by the CPER Committee within this prescribed period, the results of his/her evaluation are deemed approved or agreed upon.

Chapter 4 • Being a Catechist: Performance Management

Table 6. Sample Performance Standards

Katekista In Manus Tuas (In Your Hands)

Performance standards. For accuracy and fairness, performance standards shall be defined and agreed upon by the CM at the beginning of the evaluation period (CHR-UNDP, 2003). These standards are similar to competencies (Catholic Diocese of Fort Worth, 2019); and these competencies are not quantifiable because quantity does not apply to ministry work like catechesis. The faithful should be aware that the work of a catechist is a mission rather than a job (CEP, 1993). A sample set of the catechetical performance standard is summarized in Table 6, provided by Diocese of Camden (2006).

b. Performance rating. Based on these catechetical standards, each catechist could be rated according to four levels of performance, namely excellent, good, fair, and needs improvement, as described in Table 7. The members of the CPER Committee take turns in going out to the schools and communities to observe the catechist at work. c. Frequency of evaluation. The Catechist’s Performance Evaluation Form (as provided in Appendix C.6) shall be accomplished by the assigned evaluator and reviewed by the CPER Committee regularly. The initial evaluation of a catechist could be performed after three months of service. Then, the succeeding evaluation should be done every after six months of service. The qualifying performance evaluation results for retention, promotion, awards, further training, and demerits that may lead to suspension and termination are covered in the ministry relations chapter of this handbook. Chapter 4 • Being a Catechist: Performance Management

d. Catechetical ministry forms. A breakthrough in CM is the formulation of proposed templates which may serve as guides for the overall implementation of the catechetical performance management plan. Samples of these forms are attached as appendices. The forms can also be accomplished online, stored in any cloud drive, and shared digitally with all members of the Parish Catechetical Ministry. The parish may also maintain a webpage where each catechist may create an individual account to have secure access to his/her records, especially the performance evaluation.

Table 7. Sample Rating Scale

Katekista In Manus Tuas (In Your Hands)

Response: Offering Hands of Catechists As mentioned, the performance evaluation strategies suggested in this handbook seeks to serve as the catechists’ “call to growth”. It is because the intention is to develop their fullest potentials as they are the talents of gold of CM. To accomplish this goal, the full cooperation of the catechists is necessary. In other words, they need to accept their mission by offering their hands. In the Bible context, offering one’s hands reflects the gesture of opening or raising these hands. This hand gesture means to surrender or even worship and honor. An example of this gesture is depicted by Paul’s instruction to Timothy in leading the church in fervent prayer: “I desire then that in every place the men should pray, lifting holy hands without anger or quarreling” (1 Tim 2:8, ESV). This act of surrendering for one’s mission is as well a remembrance of St. Joseph, the Worker’s honor. Below are a prayer asking for St. Joseph’s guidance (n.d) and guide questions for reflection.

Guide Questions: 1. 2.

How is commitment related to your performance? Cite some of your personal experiences to illustrate your thoughts. Based on your personal experience, what do you think make catechetical activities unique from secular works?

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Diocese of San Jose

A Prayer to St. Joseph, the Worker Glorious St. Joseph, model of all those who are devoted to labor, obtain for us the grace to work conscientiously, putting the call of duty above our many sins; to work with thankfulness and joy, considering it an honor to employ and develop, by means of labor, the gifts received from God; to work with order, peace, prudence and patience, never surrendering to weariness or difficulties; to work, above all, with purity of intention, and with detachment from self, having always death before our eyes and the account which we must render of time lost, of talents wasted, of good omitted, of vain complacency in success so fatal to the work of God. All for Jesus, all for Mary, all after thy example, O Patriarch Joseph. Such shall be our motto in life and death. Amen.

Katekista In Manus Tuas (In Your Hands)

References Batan, C. M. (2020c). Sanhedrin. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Trocio-Bagaipo, J. C., Navidad, F. C., & Joven, K. A. T. (2021). The Filipino Catechists: State, Service, and Spirituality. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Bergoglio, J. M. (2016). Go Out to Seek Hearts: A Message to Catechists and Pilgrims. Quezon City: Claretian Communications Foundation, Inc. Canadian Baptists of Ontario and Quebec. (2018). Building Sound HR Practices: A Workbook to Guide your Church. Catholic Diocese of Fort Worth (2019). Director of Religious Education Handbook. CBCP releases logo. (2019, September 23). CBCP News. https://cbcpnews.net/cbcpnews/cbcp-releases-logo-themefor-500yoc/Christifideles Commission on Human Rights - United Nations Development Programme. (2003). Human resource management. https:// www.ombudsman.gov.ph/UNDP4/wp-content/uploads/2012/12/ HUMAN_RESOURCE_MGNT.pdf Congregation for the Clergy. (1997). General Directory for Catechesis. https:// www.vatican.va/roman_curia/congregations/cclergy/documents/ rc_con_ccatheduc_doc_17041998_directory-for-catechesis_en.html Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/ documents/rc_con_cevang_doc_19971203_cath_en.html Diocesan Ministry on Catechesis, Diocese of Imus. (2016). Handbook of Norms and Policies. Diocese of Camden. (2006). Policies and Procedures Manual for Parish Religious Education Programs. Diocese of Lafayette-In-Indiana. (2016). Employee Handbook. Diocese of Springfield-Cape Girardeau, Office of Religious Education. (2009). The Catechist Handbook.

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Francis. (2013). Evangelii gaudium [Apostolic exhortation]. Retrieved from https:// www.vatican.va/content/francesco/en/apost_exhortations/documents/ papa-francesco_esortazione-ap_20131124_evangelii-gaudium.html Francis. (2015). Laudato si [Encyclical letter]. Retrieved from https://www.vatican.va/content/francesco/en/encyclicals/documents/ papa-francesco_20150524_enciclica-laudato-si.html Francis. (2018). Gaudete et exsultate [Apostolic exhortation]. Retrieved from https://www.vatican.va/content/francesco/en/apost_exhortations/ documents/papa-francesco_esortazione-ap_20180319_gaudete-etexsultate.html McKeating, C. (2010). The Call to Mission: A Biblical Retreat. Makati City: St Pauls. Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Plenary Council of the Philippines. (2004). Acts and Decrees of the Second Plenary Council of the Philippines: Held at the Holy Apostles Seminary, Makati, Metro Manila from 20 January-17 February 1991. Makita: Paulines Publishing House. Pontifical Council for the Promotion of the New Evangelization. (2020). Directory for Catechesis. Prayer to St. Joseph, the Worker. (n.d.) Catholic Online. https://www.catholic.org/prayers/prayer.php?p=780 Signs and symbols of the Bible (hand). (2018, December 18). Jesus Way 4 You. Retrieved August 11, 2021, from https://jesusway4you.com/2018/12/18/ signs-symbols-of-the-bible-hand/ What is the meaning of the Parable of the Talents? (n.d.). GotQuestion.Org. https:/ /www.gotquestions.org/parable-talents.html

Katekista In Manus Tuas (In Your Hands)

CHAPTER 5

Becoming a Catechist: Welfare and Wellness Suzette E. Medina Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Pastoral Aim This chapter aims at providing strategies on sustainably protecting the general welfare and wellness of Filipino catechists, which include discussion on compensation, allowances, and various forms of benefits.

Situationer: The Loving Hands: The Care of a Catechist Becoming catechists is usually founded on their willingness and sacrifice to contribute to the mission of the Church. In a more particular context, since their Church involvement is based on volunteerism, the catechists (especially, those considered as “volunteer catechists”) do not expect any form of monetary (or secular) rewards for their efforts as they are selected using the basic rule provided in the Guide for Catechists mentioned in the second chapter of this handbook. To re-emphasize, here is the rule: “A basic rule is that no one should be accepted as a candidate [to become a catechist] unless he or she is positively motivated and is not seeking the post simply because another suitable job is not available” (CEP, 1993, no. 18). However, for the sustainability of CM, it remains important that the welfare and wellness of its pillars is also sustainably secured. In this chapter, some strategies in protecting the general catechetical welfare are provided and discussed. In the endeavor of Jesus Christ describes the kingdom of God as the laborers in the vineyard. He points out that no matter how long or how hard we serve for God’s glory, the ultimate reward of eternal life will be given to all equally.

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In other words, if we dedicate our lives to Him, the eternal reward is certain and just. (Read Bible Story 4 for the full version of this parable.)

Bible Story 4.

The Parable of the Laborers in the Vineyard Matthew 20:1-16 “For the kingdom of heaven is like a master of a house who went out early in the morning to hire laborers for his vineyard. After agreeing with the laborers for a denarius a day, he sent them into his vineyard. And going out about the third hour he saw others standing idle in the marketplace, and to them he said, ‘You go into the vineyard too, and whatever is right I will give you.’ So they went. Going out again about the sixth hour and the ninth hour, he did the same. And about the eleventh hour he went out and found others standing. And he said to them, ‘Why do you stand here idle all day?’ They said to him, ‘Because no one has hired us.’ He said to them, ‘You go into the vineyard too.’ And when evening came, the owner of the vineyard said to his foreman, ‘Call the laborers and pay them their wages, beginning with the last, up to the first.’ And when those hired about the eleventh hour came, each of them received a denarius. Now when those hired first came, they thought they would receive more, but each of them also received a denarius. And on receiving it they grumbled at the master of the house, saying, ‘These last worked only one hour, and you have made them equal to us who have borne the burden of the day and the scorching heat.’ But he replied to one of them, ‘Friend, I am doing you no wrong. Did you not agree with me for a denarius? Take what belongs to you and go. I choose to give to this last worker as I give to you. Am I not allowed to do what I choose with what belongs to me? Or do you begrudge my generosity?’ So the last will be first, and the first last” (ESV).

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The findings (Batan et al., 2021) give a clear picture of the compensation and benefits received by the catechist respondents. As observed, more than half of the selected catechist respondents do not receive compensation (Navidad et al., 2021).Among the 42 percent who receive compensation, many of them are remunerated in the form of transportation allowance (65. 1 percent), clothing allowance (31 percent), and honorarium (24.3 percent). Only 8.9 percent of them receive regular salary. In terms of their monetary compensation, the majority of those who are being compensated (73 percent) receive PhP500 or less, and only two percent receives PhP15,500 and above. In terms of frequency, about half of these respondents receive compensation monthly (52.6 percent). In the fifth research poem of Krus na Daan ng KatekistangLingkod, entitled Krus (Batan, 2020d), the struggles of the Filipino catechists in shouldering the monetary costs of doing catechesis are narrated, such as the costs of transportation and teaching materials. Despite this, they willingly face these challenges “since the acceptance of the cross adheres to the catechetical mission.” In other words, these struggles are part of becoming a catechist.

Diocese of Malolos

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The research findings (Navidad et al., 2021) further elucidated these findings about the Filipino catechists’ general welfare and wellness, which are summarized in the following points: � The financial capabilities and the support of the parish priest from the different parishes have significant factors in the variations of the catechetical practices. Since most of the catechists are volunteering, whether they receive honorarium or allowances depends on their parish’s financial condition and parish priest’s generosity and sensitivity. � In providing uniform or uniform allowances, the involved dioceses vary in practice. Some provide uniform for free. There are also some that practice the 50-50 basis wherein the diocese provides the textile (cloth), and the catechists are the ones who shoulder the cost of sewing the uniform. Several prepare their uniform through sponsorship or fundraising. Others have no uniform at all. � Instead of an honorarium, some dioceses only provide transportation allowance, confirming the findings of the NCS 2018 (Batan, Trocio-Bagaipo, Navidad, & Joven, 2021). � Moreover, some catechists have their SSS and PhilHealth costs paid by their diocese of parish. � A few also benefit from a free baptismal, marriage ceremony, or burial of their kin.

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Diocese of Malolos

� In some dioceses, the catechists voluntarily contribute a specific amount monthly (“monthly dues” or “damayan”), which serve as financial assistance. � In parishes, the most common sources of the catechists’ allowances are from tithing practices such as the second collection from a mass (once a month). � Furthermore, the dioceses with regular catechists are paid with benefits based on the provincial salary rate and the Department of Labor regulations for the benefits and leave privileges. Likewise, the staff of CM in each diocese received a salary and other compensations.

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Research Poem 4.

Krus by Clarence M. Batan

Cross

translated by Luciana L. Urquiola

Sa araw-araw may krus

Every day, she clasped a cross

Na tangan ang katekistang

In her palm, being the catechist

Lingkod ng Simbahan.

Servant of the church.

Mula sa bahay, unang

From the house, she would first

Pananagutan ginagampanan Saka dali-daling magpapaalam Upang agad mapuntahan Ang mga batang naghihintay Doon sa paaralan. Makakarating naman Kahit pamasahe kulang,

Carry out her duties She would then hastily leave To get promptly at school Where the children are waiting. Though she lacked money for the fare, She would find a way to get there Even the money needed for the chalk

Nakakagawa naman ng paraan

She would find means

Kahit ang pambili ng chalk

For the paper they use

At papel na gagamitin Katekista ang tuturing. Kahit anong halaga, Kahit sabihing kalokohan,

The catechist would shoulder The expense. Whatever the price, Even when it appeared

At walang lohika.

Foolish and illogical.

May hirap mang taglay

Difficult it may seem

Sakripisyo at pasakit

To bear sacrifice and suffering

Pagtanggap sa krus

Since acceptance of the cross

Misyong katekesis. Ito ang ikalimang Krus sa daan Ng katekistang-lingkod, Sakrispisyong makahulugan.

Adheres to the catechetical mission. This is the fifth Way of the Cross Of a servant-catechist, For a meaningful servitude.

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Strategies on Protecting Catechists’ General Welfare and Wellness As emphasized in the Guide for Catechists, the proper remuneration of the catechists will be based on justice and not of benevolence. Also, the remuneration should be considered the local Church's financial conditions, the general economic conditions, and the catechist's family situation. Both full-time and part-time should be paid according to explicit norms (CEP, 1993). The remuneration consequences shall resolve in the local Church, a reasonable budget proportion for catechists should be set aside, particularly for his/her formation. In this respect, the faithful are also encouraged to support and contribute. Moreover, “[e]very effort and new creative effort must be made to provide adequate compensation for professional catechists. Most often are caught in a vicious cycle. Poor salaries mean poorly prepared workers, leading to poor quality of work, which in turn deserves low compensation. Not only the parish priest but the whole Christian community must face the financial problem squarely and work to improve the level of remuneration for professional catechists” (CBCP, 2017, no. 471). Thus, a catechetical reevangelization should be given priority in renewal, reflecting personnel and resources allocation (PCP-II, 13). The initial step to understanding the various strategies on protecting the welfare and wellness of the catechists is to revisit the differences between categories of catechists

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according to training, duration of service, and financial compensation, which are already elucidated in the chapter on recruitment and selection. Distinguishing these categories allows the identification of the catechists’ salary remuneration, fringe benefits, and other forms of benefits, which are explained in the succeeding sections. For the categories of catechists, see Chapter 2 of the handbook. Moreover, understanding and identifying the possible sources of financial resources to fund these compensations contributes to preparing a sustainable plan for protecting the catechists’ welfare. Furthermore, in the latter part of this section, a digital means to disbursing catechetical remuneration is proposed. This strategy is one of the handbook’s suggested attempts to help CM to adopt in the contemporary technological advancements with an aim to ease the burden of institutionally processing and managing the financial resources of the ministry. The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Protection of Catechists’ Welfare and Wellness Remuneration is a payment or compensation received for services or employment. This payment includes a base salary and any bonuses or other economic benefits that an employee or executive receives during employment. Table 8 provides a sample method of salary remuneration. Regarding this, a sample pay slip template is provided in Appendix D.1.

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Table 8. Sample Remuneration Strategies

Moreover, ther are various options of benefits that catechists might receive. Table 9 shows a matrix to summarize possible benefits to provide based on certain categories.

Table 9. Matrix of Recommended Benefits for Catechists

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As indicated by the table above, below are the list of suggested basic benefits for the catechists: a. Clothing or uniform allowance. The following are the possible options of giving clothing allowance: � The parish will buy the textile, and the catechist will shoulder the sewing. � The parish will shoulder the textile and 50 percent of the cost of the sewing � The parish will shoulder both the textile and the sewing of the uniform. b. Teaching Materials. The parish will provide the materials needs of the catechist like notebooks, ball pens, pencils, and other things needed for efficient teaching. All catechists are entitled to avail these materials. c. Medical allowance. This allowance is only for a fulltime catechist with a performance rating of “excellent”. He/she may present receipts of expenses incurred to the office and may reimburse up to an amount equal to the decided maximum limit per year. Unused medical allowance is not convertible to cash. d. Formation/convention/retreat allowance. A catechist with excellent rating who is willing and required to attend a formation, a convention, or a retreat should be covered for all expenses. The accommodation fee together with the transportation should be provided. The catechist will also receive pocket money according to the situation (such as the number of days and the venue). A sample request form for this allowance is provided in Appendix D.2. Chapter 5 • Becoming a Catechist: Welfare and Wellness

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Moreover, the following forms of incentive payments can be provided to protect the welfare of catechists: a. Transportation allowance. The parish can provide the catechists an additional transportation allowance (e.g., school located in a remote area; distance of school from the parish). b. Overtime or substitute allowance. The office will have to be notified regarding such a case for approval because a substitute for personnel on leave receives compensation due to service rendered. Excuse letter submitted by the catechist for every absence is addressed to and noted by director or parish priest. c. Bonus. Full-time and professional catechist may receive a bonus every end of the year. The bonus will be in the form of cash or in-kind. d. Load allowance. A catechist with a performance rating of “excellent” may receive a load allowance of an amount depending on the decision of the parish priest. Furthermore, fringe benefits are the additional benefits offered to an employee above the stated salary for the performance of a specific service. In CM, these benefits should be provided to full-time catechist only, which include: a. Sick leave. A catechist who has been in service for two years is eligible for this benefit. He/she are entitled to ten days of sick leave with pay per year. Unused sick leave is not convertible to cash, and such illness should be certified by a physician. The certificate is submitted to the Parish Office or Division Office.

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b. SSS membership. A catechist with two years in service will secure his/her Social Security System (SSS) number. Payment will be based on the catechist's monthly allowance and according to the prescribed employee-employer sharing payment. c. PhilHealth. A catechist who has been at least two years in apostolate will give his/her PhilHealth number. Payment will be based on the catechist's monthly allowance and according to the prescribed employee-employer sharing payment. d. 13th month pay. Highly recommended catechist with two years of service will be given a 13th-month pay. e. Pag-IBIG. A catechist who has been at least two years in apostolate will secure his/her Pag-IBIG number. The payment will be based on monthly allowance received by the catechist and according to the prescribed employee-employer sharing of payment. f. Retirement benefits for catechist with at least ten (10) years of service, which can be received at the age of 65 years old.

Diocese of Kalibo

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Some Considerations on Financial Resources The financial capabilities and the support of the parish priest from the different parishes in his/her sector have significant factors in the variation of his/her practices, which will serve as guide or sources of the allowance of the catechist, which may include: a. b. c.

Tithing practices The second collection from a Mass (once a month) Fundraising

Online Disbursement Platform for Catechists The recommended online disbursement platform aims to provide the catechists (and the parish) a convenient, efficient, and fast mode of conducting transactions digitally. It does not only save the catechists from the hassle of physically going to parish offices to get his/her benefits, but it also provides an opportunity for the parishes to cut overhead costs and other operating expenses. Likewise, an easy to understand and navigate platform can also save time from applying to completing the transactions, gather information for updating of records and databases, provide electronic logs on the transactions performed for reference and audits and ultimately encourage the users to utilize his/her accounts to receive compensation and use the same in other digital transactions. In Table 10, the channel modules of this platform are described.

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Table 10. Online, Real-time Disbursement Channel Modules

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Response: The Loving Handsof Catechists As emphasized in the preceeding chapters, the main goal of the catechists is to fulfill their missions unconditionally and solely for the Catholic Church. They try to meet this goal by working with their own loving hands. The monetary and other benefits that they would receive in the process are considered bonuses for walking on an extra mile. In the Bible, to work with one’s own hands is usually associated with accomplishing “an honest work” and being “productive.” An example for the former meaning is written in the Letter of St. Paul to the Ephesians (4:28, ESV) wrote, “Let the thief no longer steal, but rather let him labor, doing honest work with his own hands, so that he may have something to share with anyone in need.” The latter one is exemplified by Proverbs 21:25 (ESV), “The desire of the sluggard kills him, for his hands refuse to labor.” Given the efforts and sense of willingness of the catechists to serve the Church, particularly the endeavors of those who only volunteer, it is just to say that these catechetical endeavors are dedicated to God and productively done by the catechist using theirs own loving hands. These efforts are reflection of their means to uphold their vocation as volunteer and loving servants of the Church. To remind us of the catechists’ vocation and help us reflect, a short prayer (United States Conference of Catholic Bishops, n.d) and guide questions are provided below. Guide Questions: 1.

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As a catechist, what does to be compensated for your catechetical endeavors mean?

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Diocese of Kabankalan

Prayer for Vocations O God, Father of all Mercies, Provider of a bountiful Harvest, send Your Graces upon those You have called to gather the fruits of Your labor; preserve and strengthen them in their lifelong service of you. Open the hearts of Your children that they may discern Your Holy Will; inspire in them a love and desire to surrender themselves to serving others in the name of Your son, Jesus Christ. Teach all Your faithful to follow their respective paths in life guided by Your Divine Word and Truth. Through the intercession of the Most Blessed Virgin Mary, all the Angels, and Saints, humbly hear our prayers and grant Your Church's needs, through Christ, our Lord. Amen

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References A Manual for Systematic Catechesis in the Diocese of Antipolo. (1993). Batan, C. M. (2020d). Krus. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Trocio-Bagaipo, J. C., Navidad, F. C., & Joven, K. A. T. (2021). The Filipino Catechists: State, Service, and Spirituality. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Catechetical Foundation of the Archdiocese of Manila (2009). Manual for the Catechetical Ministry. Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/ documents/rc_con_cevang_doc_19971203_cath_en.html Diocesan Ministry on Catechesis, Diocese of Imus. (2016). Handbook of Norms and Policies. Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Plenary Council of the Philippines. (2004). Acts and Decrees of the Second Plenary Council of the Philippines: Held at the Holy Apostles Seminary, Makati, Metro Manila from 20 January-17 February 1991. Makita: Paulines Publishing House. Pontifical Council for the Promotion of the New Evangelization. (2020). Directory for Catechesis. United States Conference of Catholic Bishops. (n.d.). Prayers for Vocation. https://www.usccb.org/prayers/prayers-vocations Using Hands for Work. (n.d). OpenBible.Info. https://www.openbible.info/topics/using_hands_for_work

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CHAPTER 6

Belonging to a Catechetical Ministry: Relations and Concerns Elizabeth R. Palacol Clarence M. Batan Florence C. Navidad Jaycar P. Espinosa

Pastoral Aim This chapter seeks to propose incentivebased strategies related to the Catechetical Ministry Relations, including guidelines on permanency, succession, leave, and concerns.

Situationer: Strengthening a Community of Catechists The sense of inclusion and belongingness also matters to CM. To build a healthy relationship between the ministry and its catechists, it is necessary that CM ensures that no single catechist feels excluded or left behind. Moreover, CM should make sure that the catechists are properly supported and incentivized to maintain and enrich their life dispositions and spirituality, so that they will stay in their catechetical vocation. As Jesus Christ narrated the Parable of the Lost Sheep, he told us the importance of inclusion and belongingness. He said, “There will be more joy in heaven over one sinner who repents than over ninety-nine righteous persons who need no repentance.” Clearly, what He meant is that everyone (including the lost sheep or all sinners) will be welcomed by God to his kingdom. In other words, every person belongs to and is included to those who will receive the eternal life. (See Bible Story 5 for the complete version of this story.) Considering the matter of ministry relations, it is important to know the factors that motivate the catechists to give their best in doing catechesis and their life dispositions. Based on the research findings (Batan et al., 2021) to understand

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the life of Filipino catechists shed light to these matters. On support (or motivation), its findings suggest that most of the catechist respondents reported that their (1) family, (2) parish priest, (3) co-catechists, and (4) director or coordinator highly contribute to their efforts to effectively teach catechesis (Navidad et al., 2021).

Bible Story 5.

The Parable of the Lost Sheep Luke 15:3-7 So he [Jesus Christ] told them this parable: “What man of you, having a hundred sheep, if he has lost one of them, does not leave the ninety-nine in the open country, and go after the one that is lost, until he finds it? And when he has found it, he lays it on his shoulders, rejoicing. And when he comes home, he calls together his friends and his neighbors, saying to them, ‘Rejoice with me, for I have found my sheep that was lost.’ Just so, I tell you, there will be more joy in heaven over one sinner who repents than over ninety-nine righteous persons who need no repentance (ESV).

These external factors are likened to Simon Sireneo (Batan, 2020e) in Research Poem 5. Despite their own life experiences

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hardships, struggles with the catechized students, none or low allowances and other related factors, most of these respondents reported that they are very happy, highly satisfied, and fully committed as a catechist. A more related research evidence on CM ministry relations is provided by the pastoral action research, SCHR (Navidad et al., 2021). The findings of this action research suggest that CM lacks incentive-based strategies to encourage catechists to not leave this vocation or effectively conduct their mission to catechize. Particularly, the following points are its findings on human relations: � There is no standardized protocol on succession and promotion of the catechists. Usually, the parish priest appoints the catechetical coordinator. The catechists’ formal formation or certification is one of the criteria to become catechetical coordinator. To some, the promotion is through election amongst the catechists. Moreover, there are no tenureship guidelines for the catechists since most of the catechists are volunteers. � Moreover, most of the interviewed dioceses have no policies and guidelines on concerns. Instead, they just discuss or check on the gravity of allegations to come up with solutions. � In case of absenteeism of catechists in their designated classes, these dioceses just talk and remind these catechists of their responsibility. Otherwise, the catechists are urged to have a rest for a while.

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Research Poem 5.

Simon Sireneo Simon of Cyrene by Clarence M. Batan Sa panahon ng pangangailangan

translated by Luciana L. Urquiola In time of need

Sa mga gawaing-katekesis

For some catechetical duties

Maraming Simon Sinereo –

Many are like Simon of Cyrene–

Mga mabubuting taong Sa katekista’y tumutulong. Mula sa mga Tatay At maraming kasama

They are morally upright Who lend a hand to the catechist. From the dependable Fathers And many other companions

Sa abalang bahay,

In our busy household,

Para libreng ihatid

To give free ride to

Ang Nanay na katekista

Mother who is a catechist

Sa anumang pagtitipon,

To whatever gathering,

At libre ding sunduin

Likewise she will be fetched

Pagkatapos ng pulong.

After the session.

Hanggang sa kasamang

Even extending help

Kapwa-katekistang

To fellow catechists

Kumadre’t kaibigan, Handang magpautang

Peers and friends, Willing to help them with

Kahit bayaran, matagal. Itong misteryong-misyon Kung bakit di maiwan

Long term loans. Why she won’t leave her vocation Remains the mystery in

Ang pagiging katekista

Her mission as a catechist,

Ang teacher na Nanay.

A teacher who is a Mother.

Ito ang ikapitong

This is the seventh

Krus sa daan Ng katekistang-lingkod, Sakrispisyong makahulugan.

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Way of the Cross Of a servant-catechist, For a meaningful sevitude.

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Strategies on Catechetical Ministry Relations As implied by the above explained research findings, our CM still lacks strategies to incentivize Filipino catechists to maintain their spirituality and do their best in accomplishing their mission. With this being said, it is of great significance that such approaches should be identified and adopted by the ministry, which falls under the area of Catechetical Ministry (CM) Relations. The CM relations refers to catechists’ organizational policies under the blanket of the ministry’s holistic program. It is the area that takes care of the human resources’ technical side of an organized CM. It caps the catechist’s permanency, leaves policies, succession guidelines, and takes care of grievances procedures and conflict of interest. In the following sections, recommended strategies on these aspects of ministry relations are provided. The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Some Considerations on Catechists’ Permanency Every baptized person is a catechist. Whatever state in life a person chose, by virtue of baptism, they are sharers of Christ’s priestly, apostolic, and kingly mission. Many are called, but few are chosen. Catechists chose to use their charism in the service of evangelization. And, as one

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commits himself to this task, they can call it in spiritual sense – permanent. As a catechist is called to go and bear fruit, the catechist is answering the call. Faithfulness to this commitment as an answer by the catechist can be deemed as Diocese of San Jose de Antique permanent in the light of spiritual communion with Christ and the community. It is also called vocation. In that regard, a catechist is a permanent worker in the vineyard of the Lord. In effect, all catechists, whether categorized as full time, part time, volunteers, or auxiliary members, they can be said to have permanency in the ministry. Nevertheless, being an employee, a catechist is subject to technicality of position held, compensation and benefits. To categorize permanency, catechists who have served five (5) years in the ministry is considered permanent. They will be included in the compensation program and benefits.

Procedures on Requesting Leave Benefits Besides wages, another benefit is the right to rest, Sundays included (John Paull II, 1981). This right to rest includes several forms of leave benefits (which are already introduced in the chapter about welfare and wellness). As mentioned in the said chapter, leave benefits are available only to the fulltime catechists who have served in the ministry for two (2) years. For the part-time and/ or volunteer catechists, leave of absence (no benefits) are through the decision of the head catechist and the parish priest. Figure 6 provides the process of filing for different forms of leave benefits.

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Handling Catechists’ Concerns Communication is important in the coordination of any organization (O’Reiley & Pondy, as cited in Hoy & Miskel, 1987). Informal channels of communication are ubiquitous. Thus, there is a need to centralize the organizational chart. Otherwise, there will be no direction for a proper forum (Lewis, as cited in Hoy & Miskel, 1987). It only becomes opinions, gossip, and rumors, spreading like wildfire. The Gospel says, 'If your brother sins against you go and tell him his fault, between you and him alone. If he listens to you, you have gained your brother. But if he does not listen, take one or two others with you. That same charge will be established by the evidence of two or three witnesses. If he refuses to listen to them, tell it to the Church. If he refuses to listen even to the Church, let him be to you a Gentile and a tax collector” (Matthew 18:15-17, ESV). The Gospel is clear on how to resolve concerns. In this case, talk with the catechist who has issues with coworkers, one-on-one, then face-toface with the person he/she have concerns with, and if not resolved, bring the concern to the parish priest coordinator, who has the final decision of the misunderstanding. The matter may have to be brought to the bishop's attention depending on the gravity of the situation. The head catechetical coordinator will discuss what to do with the matter at hand with the Chapter 6 • Belonging to a Catechetical Ministry: Relations and Concerns

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Figure 6. Leave Request

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parish priest and hand the decision to the persons involved. If a suspension is involved, a suspension letter will be given to the catechist signed by the head coordinator, priest coordinator, and bishop. Upon returning the catechist in a year or more, he/she will undergo the basic formation program on all levels. Concerns, including complaints, will be presented in writing, and signed, and kept on file. All matters are to remain confidential. Aside from the given situation above, the following are also important matters to consider in this procedure: a. Conflict of Interest � Running for government office 1. If one decides to run for government office, he/she should present a letter of resignation stating his/her reasons and give up being a catechist while in government service. The letter will be submitted to the head catechist, priest coordinator, and bishop. 2. The catechist may resume his/her catechetical services after a government stint/election upon discussion with the parish priest catechetical coordinator. 3. Upon return after a year or more, he/she will undergo a basic formation program

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b. Unsatisfactory Behavior � The coordinator advises the members of his/her behavior that is inappropriate or unacceptable, including absences and tardiness (or check the proper decorum section in Chapter 4). If it continues, the situation will be discussed with the parish priest, and he is the last to determine proper action. Upon return, if there was a suspension, he/she will undergo the basic formation program on all levels.

Handling Catechists’ Concerns Employees’ commendation is an important component of an organization because it gives value to the catechists' achievements. It also serves as a motivational (incentive) tool in the catechist’s performance, secondary only to the desire of the catechist's passion in her mission to spread the Good News. Its positive effects are numerous, both physical and mental, especially spiritually. It is a tangible way of appreciation in spiritual works by his/her colleagues. Commendation may come in the form of Years of Service in the ministry (five, ten, fifteen to twenty years of continuous service) in which all catechists are eligible for the award. It may also come in the form of providing benefits for catechists with “excellent” performance rating (recommended forms of benefits are enumerated in Chapter 5). Another good example of recognition is having the right to become a catechetical officer, which is explained below:

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a. Succession in the Parish level � All catechists with three years of experience are eligible for higher office, and all catechists of the parish are qualified to vote at the parish level. � The line of succession is: (1) coordinator; (2) assistant or vice coordinator; (3) secretary; (4) treasurer; (5) auditor. � Officer selection on parish level is done byelection once a year. The officers can hold office for two consecutive years. Three years is through the discretion of the parish priest and if there is no suitable replacement. � In case of the absence of a coordinator, the assistant coordinator will take over the coordinator's responsibilities. � In the secretary's absence, the vice coordinator shall take over necessary documentation or task until the secretary has been replaced. � In case of the inability of the treasurer, all funds should be suspended unless there is an order to release funds as directed by the parish priest and or coordinator.

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b. Diocesan set of officers � Officers will be appointed by the bishop from the roaster of all past and present officers but must have a five (5) year service as officers on the vicariate level. � They hold office until there is a vacancy and the position needs replacement. � The term of office is up to 5 years. � The positions can be replaced at the discretion of the bishop upon the performance of the officer.

Diocese of San Jose de Antique

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Military Ordinariate of the Philippines

Response: Communal Hands of Catechists The provision of benefits, means to channel concerns and suggestions, and commendation is an act of lending the right hand to the catechists of CM. In other words, it is to make them feel a sense of community in the ministry, which is as well a way of indirectly supporting their communal hands. Likewise, in the biblical sense, such act of lending one’s right hand means to help or give strength where it is needed. For instance, in Psalms 18:35 stated, “You [God] have also given me the shield of Your salvation; Your right hand has held me up, Your gentleness has made me great” (ESV). Here, the right hand is God’s, who is always there holding everyone’s hands. Below are a prayer (Merton, n.d) emphasizing our unison with God and a set of guide questions to further help you respond in supporting the catechists’ communal hands.

Guide Questions: 1. 2.

Do you feel a sense of belongingness in your ministry? Are there any means you can share to help your ministry to become become an inclusive Church organization?

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Diocese of San Jose

We are One with You by Thomas Merton

O God, we are one with you. You have made us one with you. You have taught us that if we are open to one another, you dwell in us. Help us to preserve this openness and to fight for it with all our hearts. Help us to realize that there can be no understanding where there is mutual rejection. O God, in accepting one another wholeheartedly, fully, completely, we accept you, and we thank you, and we adore you, and we love you with our whole being, because our being is your being, our spirit is rooted in your spirit. Fill us then with love and let us be bound together with love as we go our diverse ways, united in this one spirit which makes you present in the world, and which makes you witness to the ultimate reality that is love. Love has overcome. Love is victorious.

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References Batan, C. M. (2020e). Simon Sireneo. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Batan, C. M., Trocio-Bagaipo, J. C., Navidad, F. C., & Joven, K. A. T. (2021). The Filipino Catechists: State, Service, and Spirituality. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https://www.vatican.va/roman_curia/congregations/cevang/documents/ rc_con_cevang_doc_19971203_cath_en.html Catholic Bishops’ Conference of the Philippines. (2017). National Catechetical Directory for the Philippines. Hoy, W. K. & Miskel, G. G. (1987). Educational Administration: Theory, Research, and Practice. NY: Random House Trade. John Paul II. (1981). Laborem exercens [Encyclical letter]. https://www.vatican.va/content/john-paul-ii/en/encyclicals/documents/ hf_jp-ii_enc_14091981_laborem-exercens.html John Paul II. (1997). The Meaning of Vocation – In the Words of John Paul II. Scepter Publishers. Merton, T. (n.d.). Unity Prayers: We Are One With You. jesuitresource.org. https:// www.xavier.edu/jesuitresource/online-resources/prayer-index/unityprayers Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Pontifical Council for the Promotion of the New Evangelization. (2020). Directory for Catechesis. Stankus, V. (2012, July 8). Why the right hand? He Holds My Right Hand. https:// www.heholdsmyrighthand.com/p/why-right-hand.html What is the meaning of the Parables of the Lost Sheep and Lost Coin? (n.d.). GotQuestion.Org. https://www.gotquestions.org/parable-lost-sheepcoin.html

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Military Ordinariate of the Philippines

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CHAPTER 7

Belonging to a Catechetical Ministry: Information System, Research and Development Florence C. Navidad Clarence M. Batan Jaycar P. Espinosa

Pastoral Aim The main objective of this chapter is to highlight the importance of strategic planning and research and development for the Catechetical Ministry and offer holistic approaches to implement them.

Situationer: Communicating Hands: Key to Catechetical Documentation and Research According to the National Catechetical Directory of the Philippines (NCDP), “A better planned, better organized, better coordinated catechesis will better maximize meager resources” (CBCP, 2017, no. 423). This statement highlights the importance of planning and organization, which is key in strategically meeting one’s goal. In fact, in the Bible, this purpose of planning is as well emphasized – through valuing information. A book – the Book of Numbers, is written solely for this purpose, which is derived from the two censuses conducted of the people of Israel. The first census was recorded by Moses (based on God’s direction) to measure and prepare Israel’s military force, while the second one was conducted by Moses and Eleazar (which as well from God’s direction) not just to evaluate its military force but as well to prepare them in organizing and allocating property in the Promised Land. (See Bible 6 to read the full details of these exchanges.) These instances reflect the contemporary need to invest on planning and information system to further improve the services and

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and organization of CM in the Philippines. It is even a good investment for the Church as a whole, which could lead to effectively spreading the Word of God and further strengthening the faith of Her people. A practical example of having a quality delivery of information in the ministry helps in answering some of the questions in Research Poem 6, entitled Pagsalubong (Batan, 2020f), which provides a better support to the catechists’ Church obligations. In the SCHR (Navidad et al., 2021), it reveals that the parishes among the identified ETs are utilizing varying approaches in implementing programs and projects, which reflect the absence of the organizational structure, effective planning, creativity, and logistics among these parishes. This finding validates NCDP, which states that although the Catechetical Ministry is “fairly well organized at national and diocesan levels” (CBCP, 2017, no. 419) that is led by ECCCE, the organizational and logistic situation in the parish level is “not equal” (CBCP, 2017, no. 420). The same study also finds out that most of the dioceses include the catechists in the planning of programs in the parish level. In fact, one diocese in Region 4A reported that they have a research and development team for pastoral development and catechesis research. This is an actual good news for the ministry for according to NCDP, although “the slow process of including actual ‘working catechists’ in the planning stage is difficult and frustrating at times,”

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it will be “effective in the long run for improving the actual catechizing. (CBCP, 2017, no. 427). However, the same directory mentions that “despite all the excellent catechetical work being done all over the Philippines, there remains the urgent need for more and closer cooperation and collaboration among the major catechetical institutes and groups” (CBCP, 2017, no. 424).

Strategies on Catechetical Ministry Relations “From the very beginning of creation, God has never ceased to communicate the plan of salvation to human beings. God manifest and put into action his plan” (PCPNE, 2020). God has a plan so as CM for the catechists. In fact, planning and implementing programs for catechesis is the main purpose of CM (Christ the King Parish Greenmeadows, 2021). Strategic planning is a method of deciding what to do and why. It provides standards and guides an organization determines its direction and the task to be carried out to achieve goals. Moreover, it aims to set an overall goal for CM and develop a plan to achieve them, which involve analyzing the day-to-day activities, clarifying the future of the Church, and determining its priorities. As CM becomes larger and complex, the need to put strategic formulation in place should be prioritized. It is necessary to sustain the ministry’s growth and development. This section of this chapter discusses recommended means to strategic planning.

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Figure 7 displays the proposed components of the CM’s strategic planning process, which include internal and external analyses, Catholic instructions on the principles of Christianity, catechetical formation programs, HRM, and research and development. It also enumerates the factors to consider in the conception of a catechetical plan, such as the catechetical ministry's mission, vision, goals, personnel, financial resources, training and development for catechists, catechesis, and strengths and weaknesses. In understanding the complete picture of catechetical planning as a process, it is as well necessary to be aware of its elements, to distinguish various approaches of implementation, and to structure a catechetical team. All these aspects of planning are discussed in the following subsections. The strategies explained in this section only serve as sample approahes in managing catechetical human resources.

Figure 7. Components of a Catechetical Plan Chapter 7 • Belonging to a Catechetical MInistry: Information System, Research and Development

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Moreover, among these planning components, this chapter gives attention to research and development (R&D). This component is a tool for evaluating programs for the growth and improvement of CM and a process to gain knowledge that might create new catechetical programs and services. It also involves feedback from parishioners and catechetical leaders to determine parishioners' needs, innovation, develop new programs and services, and enhancing existing services. In the following subsections, ministry development factors, and central research topics for consideration, and the responsibilities and qualities of R&D officers are discussed.

Elements and Approaches of Planning Process Below are the three elements of strategic planning: a. Where is your catechetical ministry now? It involves understanding the current situation of CM. b. Where do you want to take it? Focus on your vision, mission, goals or purpose, values, and techniques. Where do you see your CM in five or ten years? c. What do you need to do to get there? Develop a holistic approach strategy to implement change in CM. Consider diversification, existing growth, and practical matters. Moreover, there are different approaches to strategic planning. Typically, one or two approaches may be feasible for implementation. The following are some of the strategic planning approaches:

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a. Plan-Do-Check-Act (PDCA) cycle, or also known as the Deming wheel or cycle, is a systematic process for continuous improvement of service, process, product. Plan:

identify purpose, improvement strategy, Action plan preparation Do: implementation, conduct training Check: performance analysis, management review Act: corrective and preventive measures, Continual improvement initiatives b. Draw-See-Think-Plan (DSTP) involves addressing the following questions: Draw: What is the ideal state or the desired end state? See: What is today’s situation? What is the gap between today’s condition and the ideal state and why? Think: What specific actions must be taken to close the gap between today’s situation and the ideal state? Plan: What resources are required to execute these specific actions?

Archdiocese of Capiz

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Some Considerations in Forming a Catechetical Team Structuring of CM begins with the catechetical team. This team shall be separate from the Parish Council. The catechetical team is composed of (a) a priest representative, (b) catechetical leaders, (c) representatives of all leadership groups in CM, and (d) any interested members from the parish (catechists, parents, parishioners, etc.) The agenda of this team include: (a) needs determination; (b) assess priorities; (c) approval of and support in programs and activities; and (d) budget determination. Its work categories involve: a. Self-development. Each member must be familiar with: � � � �

PCP National Directory for Catechesis Catechism of the Catholic Church Functions, methods, and trends in catechetical ministry � Current parish situation – SWOT analysis b. Cooperation. Each member shall foster cooperation between and among members of CM. Teamwork is vital in achieving the goals of the Church. c. Communication. Regular meetings are essential to discuss and plans goals and objectives.

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Some Considerations on Ministry Development The Church needs to develop. This development is measured through quantitative and qualitative growth. It assesses the effectiveness of what has been done and the mission-Church relationships. R&D is usually the beginning of the development process, and its mission is to gather and analyze data for ministry transformation, which could lead to empowering innovation and change for the parishioners and the ministry. In this case, the following are factors to consider in the development of the ministry: a. Quantity and quality growth. Quantity and quality assessment interlinks to continue the growth of the ministry. Thus, the nature of the Church is to grow. "that which we have seen and heard we proclaim also to you, so that you too may have fellowship with us" (1 John 1:3, ESV). There must be standard categories for human resources, constituents, parishioners, and community in statistical methodology on ministry and missions. This provides the necessary basis for research to compare present growth rates of the population between and among different religions. Qualitative growth can be carefully measured and achieved through church attendance, evangelistic effectiveness, stewardship, the quality and number of candidates to the ministry, the frequency and kind of church activities and its membership involvement, social concerns of the ministry.

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b. Organic growth. Catechists should be part of the ministry's mission in shaping society through evangelization. Ministry should enhance its maturity through autonomy, development of the functional organization, and the emergence of indigenous worship norms and church structure (music, architecture, leadership, literature, etc.).

Approaches in Implementing Research in Catechetical Ministry In the digital age world, transformation and innovation should be the product of the culture of creative thinking. Implementation of research can be done through the following: a. Communities. Research can primarily initiate the effectiveness of community outreach programs. This could be done: � The community survey is a tool to identify problems and needs. � Interviews community leaders and church leaders to discover their perspectives on community needs. � Observation through immersion in the community. � Established networking with the government and non-government programs implemented in the community. � Use environmental scanning on the community demographics to become familiarized with community status. � Established rapport with the community through regular prayer walks.

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b. Churches. Research helps Church ministry more fruitful. � Build relationships with the parishioners through household visits and identifying concerns and problems. � Face-to-face interviews, focus group discussions, and surveys can help explore about particular needs of the group or family. � Conduct household prayer meetings, teaching, and preaching to address the pressing needs. � Evaluate congregational health using good survey tools to create a plan to develop a more effective ministry. c. Teaching. Determine effective teaching through research. � Identify the needs and problems of the students. Validate the purpose of learning. � Explore the life challenges and opportunities for each age group, i.e., children, youth, and older adult and elderly; their status in life like single, married, widow or separated; and their line of work experiences if any, i.e., unemployed, employed, or retired. � Determine the knowledge and skills of training leaders or catechists to fulfill their catechetical ministry and undergo further training.

Diocese of Cabanatuan

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Responsibilities of a Research and Development (R&D) Officer R&D officers are responsible for managing research-related projects, planning, directs the research and development programs to meet church needs and potential programs. Box 3 enumerates their supposed key accountabilities and essential qualities.

Box 3. Selected Key Accountabilities and Essential Qualities of an R&D Officer

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Response: Communal Hands of Catechists As teachers, educators, and witnesses of faith, the catechists needs a communicating hands. These hands are necessary for them to write or document the teachings of the Church through their lesson plans and even their catechetical experiences through reflection or journal accounts. In CM, as mentioned in the preceding section, an important aspect of planning and doing research is as well writing in which the communicating hands of catechists are an important component. In this case, writing simply means “documenting” or “composing texts”. In the Bible, writing is more than the mentioned definitions, it is also considered as an act of “immortalizing” instructions or even the emotions of love. One instance is written in Proverbs 3:3-4, “Let not steadfast love and faithfulness forsake you; bind them around your neck; write them on the tablet of your heart. So you will find favor and good success in the sight of God and man” (ESV). In this light, to write and do research about the ancient ministry of catechists is an act to immortalize the teachings of the Church and the catechetical life, which involves the struggles and endeavors of the catechists to move forward! Guide Questions: In what way do you think planning and research engagements are a gift or a danger for your CM? In what way can you help prospering its gifts? and in what way can you help in containing the danger it entails?

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References Alan Sells (2020). Situation, Target, Proposal: Informing Decision-Makers. SILA. https:// silasg.com/resources/situation-target-proposal-informing-decision-makers/ Batan, C. M. (2020f). Pagsalubong. In Katekista: Mga Tulang Pananaliksik Hango sa National Catechetical Study (NCS) 2016-2018. Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). Christ the King Parish Greenmeadows (2021). Catechetical Ministry. https://christthekingparish.ph/catechetical-ministry/ Congregation for the Evangelization of Peoples. (1993). Guide for Catechists. https:// w w w. v a t i c a n . v a / ro m a n _ c u r i a / c o n g re g a t i o n s / c e v a n g / d o c u m e n t s / rc_con_cevang_doc_19971203_cath_en.html Cook, P. (2019). Why your Church or Ministry Needs an R&D Lab. https://www.philcooke.com/why-your-church-or-ministry-needs-an-rd-lab/ Fairchild, M. (2018). Census in the Bible. LearnReligions. https://www.learnreligions.com/meaning-of-census-700736 Johnson, H. A. (2021). Research is the Key to Church Development. https://missionexus.org/research-is-the-key-to-church-development/ Laws, S., Harper, C., Jones, N., & Marcus, R. (2013). Research for Development, 2nd edition. Sage Publications, Ltd. Lumen (2021). The Planning Process. https://courses.lumenlearning.com/boundlessmanagement/chapter/the-planning-process/ Navidad, F. C., Batan, C. M., de Vergara, T. I. M., & Espinosa, J. P. (2021). Catechetical Human Resources: Being, Becoming, and Belonging. In Katekista Findings and Insights (KFI) from the National Catechetical Study (NCS) 2016-2021: Pastoral Action Research and Intervention (PARI) Project (a research monograph). Manila, Philippines: University of Santo Tomas (UST) Research Center for Social Sciences and Education (RCSSED). OC Research (2021). 20 Ways Research Can Help Church Leaders Mobilize God’s People for Good Deeds. https://www.ocresearch.info/?q=content/20-ways-researchcan-help-church-leaders-mobilize-god’s-people-good-deeds Office of Christian Formation, Diocese of Lafayette (2016). Catechetical Leaders Handbook. Pastor Dave Online (2015). Every Church Needs a Research & Development Department. https://pastordaveonline.org/2015/12/17/every-church-needs-a-researchdevelopment-department/ Regoli, N. (2018). 21 Powerful Intercessory Prayers for the Church. ConnectUs. https:// connectusfund.org/21-powerful-intercessory-prayers-for-the-church The Edwards Deming Institute (2021). PDCA cycle. Retrieved from https://deming.org/ explore/pdsa/

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CHAPTER 8

Conclusion Clarence M. Batan

Appendixes

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