Christian Educator Guidelines for Massachusetts Conference of the United Church of Christ

Transcription

1 Christian Educator Guidelines for Massachusetts Conference of the United Church of Christ With the understanding that : The area of church life that has by far the most influence on faith maturity and growth in faith is Christian Education 1 the calling and compensating of Christian Educators is of great importance and essential to church vitality and church growth. Following the General Synod XIII Pronouncement, "Therefore be it resolved that the 13 th General Synod calls upon the local churches to give equal consideration to the compensation of the teaching and preaching ministers in order to recognize the comparable value of both functions...christian Education: The Teaching Ministry of the church is a central part of its life, as necessary, vital and important as all other ministries..." the Massachusetts Conference of the United Church of Christ has developed guidelines for that purpose and to assist and give guidance through the process. Pronouncements and resolutions are helpful, but new life comes when they are enacted in the local church. How can we strengthen education in our local churches so that it is a vital and contributing ministry? For some churches it is time to consider employing an educator. For other churches who cannot afford an educator, it s time to consider obtaining professional assistance in other ways to raise the level of the educational program. Do You Need an Educator? Churches in the Congregational reformed tradition have always emphasized educational ministries. A congregation often considers the addition of a staff person for educational ministries for a variety of reasons. Moving from thinking about an educator to calling an educator requires the exploration of a number of items by the congregation. Questions to Consider Below are some questions concerning common issues about Christian education. If the majority of the answers to these questions is yes, then your congregation may be ready to consider calling a professional Christian educator. 1. Does your congregation have goals to strengthen the educational program? 2. Do you need an additional staff person with the time and experience to develop the educational program? 3. Do you have just a few lay people doing all the work and experiencing burnout? 4. Do you have difficulty getting volunteers to serve in your educational programs and on the Christian Education committee? 5. Do you have lay people who say they would be willing to take leadership positions or to teach but don t know how? 1 Eugene C. Roehlkepartain, The Teaching Church 1

2 6. Do your teachers/leaders use many different curricula or choose their own curricula? Is there a scope and sequence for the Christian Education Ministry of the church? 7. Do your teachers/leaders know where to go to find additional resources for their class/project? 8. Does your congregation need a better understanding of the relationship between worship, mission, stewardship, and education? 9. Do you have parents who want their children and youth to be more active in the worship, mission, and educational ministry of the congregation? 10. Does your congregation have adequate resources or the potential to develop adequate resources to call an educator? This is not an exhaustive list of questions. But it may stimulate you to think of other questions concerning the educational life of your congregation that will further clarify your need for an educator. Searching for an Educator Once your congregation has decided they wish to staff a Christian Education ministry position there are a variety of ways and options. Some churches choose to call an ordained candidate with a profile that includes educational ministry. Some churches choose to call a commissioned minister whose call is the educational ministry of the church. Others might select a full time educator who is responsible for an inclusive educational program spanning from infant to adult education. Some churches combine the ministry of education with youth ministry. This is not always possible if the candidate does not have the proper skill set. Still other churches seek part time educators who staff the program primarily on Sundays. Another example is to offer a job share position where two people can share the position, depending upon their individual skills. All Christians are called to ministry and mission, beginning with their baptism. Congregations have found that properly trained Christian educators are indispensable to help them and their youth and children be faithful to the gospel and to God s mission. The reality is that church educators come to their calling in a variety of ways and with various levels of educational preparation and experience. Some educators begin their journeys with college and/or graduate school preparation. Others come through the recognition of their gifts and commitment by members in congregations that have benefited from their lay leadership. It is also important to recognize the fact that many qualified persons entered the field in nontraditional ways, that is, through volunteer service and part-time employment in the field. The Massachusetts Conference has made it possible for persons who do not hold a degree in Christian education to become educated in Christian education and/or to enrich their talents through educational workshops, programs etc. 2

3 Churches who have decided to hire a Christian educator have made an important decision. There are several good ways to begin this task but here are some steps to consider while organizing the search process: 1. Select the members of a Search Committee. This group should consist of persons who have the confidence of the congregation and who understand the educational needs of the congregation. It is recommended that current staff members and spouses/partners not serve on the Search Committee. 2. Determine your church's needs and resources. This will help you assess the level of expertise appropriate for your situation, be it a church school superintendent, a professional educator, an assistant pastor of Christian education, a Commissioned Minister of Education or the use of a consultant. 3. Consider the members of your congregation who can be nurtured or trained. 4. Obtain a copy of The Professional Church Educator s Guide. This comprehensive resource gives guidance as to what to look for in a Christian educator and worksheets to help churches develop position descriptions, a call agreement, a service of installation, as well as a model for periodic review. It can be obtained through United Church of Christ Resources by calling and asking for item WE Contact the person responsible for overseeing Christian education in the Conference. If you are looking for an ordained educator, request that the Conference contact the national offices of the United Church of Christ for access to profiles of potential candidates. Your area office and/or the Massachusetts Conference staff may have knowledge of candidates and/or consultants who may be interested in the position. However, they do not serve as a search committee for local congregations. Staff listings can be found at: (Type in Mac s List in the search field) 6. Churches post open positions themselves on the MACUCC website at If the position is full time and salaried, also consider advertising in national settings, such as The United Church News Classified. Go to ww.ucc.org classifieds for contact information. The Association of United Church Educators (AUCE) website and newsletter. Go to for contact information. Also consider advertising in your local, regional, and secular news publications, and at local and regional education events/conferences. Post your listing (1) on your church website, (2) by sending a description to Andover Newton Theological School, Harvard Divinity School, Boston College, Boston University, Bangor Theological School, (3) and to social service agencies where there are apt to be people with the types of skills you are seeking and who might be looking for employment. Consider contacting colleges and seminaries that offer courses of study in Religious Education, such as: Andover Newton Theological Seminary, 200 Herrick Rd., Newton Centre, MA Catawba College, 2300 West Innes St., Salisbury, NC Chicago Theological Seminary, 5757 South University Ave., Chicago, IL Eden Theological Seminary, 475 East Lockwood Ave., Saint Louis, MO Defiance College, 710 N. Clinton St., Defiance, OH GODC Interdenominational Theological Center, 671 Beckwith St. SW, Atlanta, GA wwwitc.edu Lancaster Theological Seminary, 555 West James St., Lancaster, PA

4 United Theological Seminary of the Twin Cities, 3000 Fifth St. NW, New Brighton, MN Congregations need to ensure that the person they hire has some specialized training or will complete the education needed to do a professional job. Educational opportunities are listed on the last page of this booklet. Another practical way to help a new person is to hire a consultant/mentor to shepherd this person for a year or so. Once an educator is hired, the congregation must continue to support this person in their ministry. This support should come from the pastor/associate pastor, Christian Education Committee, personnel committee or others who are interested in seeing that this ministry succeeds. Filling a Vacated Position If your congregation is replacing an educator, an exit interview with the former educator should be held with the person or group to whom they were accountable. Education and Experience of Christian Educators: The educational background of Christian educators is as different and varied as each individual. Some discover their call to be a Christian educator early on, and are able to follow a college (and sometimes graduate school) curriculum which gives them a good academic background in Bible, theology, and educational theory. Others arrive at a position in Christian education much later, but are able to use their life experiences in the church as well as their secular employment experience to carry out their responsibilities effectively. Educators in the United Church of Christ embody a variety of qualifications, educational backgrounds, special training and gifts. The following descriptions of certification, commissioning and ordination may assist in recognizing an individual s training, expertise, experience and commitment to the teaching ministry of the church. Areas of Recognition and Training for Christian Educators The MACUCC recommends that all Christian Educators serving local churches join AUCE ( Association of United Church Educators) and a MACUCC Christian Education Community of Practice in their Association. This will further enhance their ministry and their spiritual leadership. Excellent educators serve excellent congregations. Minister of Christian Education: A minister of Christian education may either be ordained or commissioned. 4

5 Ordained Minister: An ordained minister is a minister of the word and sacrament with some training in Christian education who has been recognized and authorized as having been called by God and ordained to preach and teach the gospel, to administer the sacraments and rites of the church, and to exercise pastoral care and leadership by the United Church of Christ. This staff position may include the church s teaching ministry. Commissioned Minister: A Commissioned Minister in the United Church of Christ is one of its lay members who has been called by God and commissioned for a specific church-related ministry, often in Christian education. A Commissioned Minister in Christian Education is one who has been recognized as having the spiritual gift of teaching, possessing the necessary level of preparation, and being actively involved in the teaching ministry. The Christian education training of these persons will be quite extensive and comprehensive. Commissioned ministers must have a Bachelor s or Master s Degree in religious education or a closely related area. Commissioned minister status is not granted casually, nor will many candidates be in that category. Commissioned ministry is one of three forms of ministry in the United Church of Christ: licensed ministry, ordained ministry and commissioned ministry, each of which receives special liturgical blessing and authorization from an Association. Director of Christian Education, Director of Children s Ministries, Church School Coordinator - This is often a person with an educational background and volunteer experience within the field of Christian education and is hired to serve in one of these positions or a variation thereof. Attendance in a denominational training program in Christian education or completion or enrollment an educator s training program through the Massachusetts Conference UCC can help equip these persons for their ministry in the local church. Their education should include a basic knowledge of the Bible, theology, educational theory, developmental age characteristics, denominational identity and possibly some group process and administrative skills. It is recommended they join AUCE ( Association of United Church Educators) and a MACUCC Christian Education Community of Practice in their Association. Church School Superintendent: Most Church School Superintendents mainly serve in an administrative capacity. This person may recruit church school teachers, order curriculum, maintain church school supplies, and serve as the church school contact person, as well as complete other related duties which are deemed necessary within a particular congregation. This person may be a high school graduate with several years of church school teaching experience, or someone with any college degree who enjoys administration and has had church school teaching experience. Needless to say, this person should also work well with people. Contractor or Consultant This is an option in which a professional church educator provides assistance to more than one church at a time for either a limited period of time or extended time. UCC Certified Christian Educator: The UCC no longer certifies educators. However, there are still UCC educators who serve local congregations. Certification was awarded by the Committee on Certification for Church Educators of the United Church of Christ. The Committee set standards of competence, knowledge, experience and training, reviewed candidates on a regular basis, and awarded certification to qualified, professional Christian Educators possessing education, experience and training in Christian Education. 5

6 MACUCC SALARY AND BENEFIT GUIDELINES Compensation should be consistent with the values faith affirms. It should honor experience, education, and responsibilities. It should meet genuine needs and be reviewed annually to respond to changing personal or economic conditions. It should be generous, just, and equitable regardless of race, gender or social status. The compensation for Christian education staff should be appropriate to the individual s education and experience. Persons with experience in complementary fields (such as art, music, and drama, for instance) should have this expertise considered in the discussion of the compensation package as well. What follows are some basic guidelines with which to start creating a compensation package. The number of years of church education experience and the number of Christian education workshops and continuing education courses taken also should be considered when determining the salary for a Christian educator. Professional educators deserve to be adequately compensated for their ministry in the church. This includes salary and just and equitable benefits. Sources of information and salary guidelines are available at: Connecticut Conference UCC: Since compensation for ordained clergy varies greatly across the Massachusetts Conference, setting of specific figures for educators will also vary. The following factors should be considered: 1. Academic background 2. Ecclesiastical standing: (ordained, commissioned or licensed) 3. Certification as a United Church of Christ educator 4. Experience in teaching and the teaching ministry 5. Median income of the congregation 6. Salary levels of equivalent positions in your community. E.g. public school teachers, administrators 7. Years of experience 8. Proportionality to other professional staff salaries Benefits to be paid to both part time and full time Christian educators 1. Social Security Supplement 2. UCC Pension for Lay Workers (Synod recommendation=14% of base salary) 3. UCC Life Insurance and Disability Income (Recommended 12% of base salary) 4. UCC Health/Dental Insurance for Lay Workers (available at 20+ hours/week) 5. Paid Vacation (4 weeks per year) 6. Sick Leave (accumulative at one day/month for up to thirty days/year) 7. Continuing Education (in addition to vacation and compensation) 8. Books, periodicals, other resource materials 9. Program event expenses (mission trip fees, retreats, etc.) 6

7 Reimbursed Expenses 1. Auto/Travel Expenses at the IRS Allowable Rate 2. Office Expenses (telephone, computer, copy, photo if not provided) 3. Sabbatical (2-3 months for every 5 years served for full time employment) 4. Conferences 5. Leave of absence 6. Organizational Dues 7. State and National Memberships 8. State and National Conferences and/or Ecumenical Events 9. Moving expenses if called to a full time position Vacation Four (4) weeks per year (full time), or two (2) weeks per year (part time). This does not include time as a director or counselor at camp, church trips, youth events or denominational work Sick leave May be granted to full-time educators at the same rate as the ordained staff, or if the ordained staff is limited in sick leave, then at the rate of one and one-half days per month for personal illness or the illness of a dependent family member. Continuing Education Five to seven days per year in addition to vacation. Sabbatical leave Sabbatical leave for Christian educators for the purpose of spiritual and/or intellectual enrichment is possible after five years of full-time employment and may be requested by the educator. One month per year is earned after five years of employment and is cumulative up to three months. Other Considerations Full Time or Part-Time Hiring a Christian educator for a part time position requires that a number of lay persons are ready to accept the responsibility of carrying out most of the hands on tasks that are involved in the Christian education ministry. A professional working part time should only be expected to carry out the tasks that need an experienced and trained person. A full time position can accommodate more of the hands on tasks when it is apparent that not as many lay persons are available to take on the various tasks that make up the church s Christian education ministry. 7

8 Covenant or contract It is strongly recommended that a covenant or contract be written and signed once a Christian educator has been called and hired, in much the same that is done for the pastor. This should make clear the lines of responsibility and accountability, the hiring and firing procedures, the frequency of performance and salary reviews, and the responsibilities of the position. This contract/covenant should be reviewed and updated as often as is the contract/covenant for the clergy person. Accountability In order to help in the transition of bringing on a new staff person, it is strongly recommended that a staff relations committee be put in place. This group of parishioners will be responsible for seeing that a contract/covenant is maintained, will conduct performance and salary reviews, following the hiring and firing procedures as outlined in the contract/covenant, and see that the lines of responsibility and accountability are clear and are followed. Background Check A background check must be completed on all candidates being interviewed for any position in Christian education to comply with the Massachusetts Conference Safe Church recommendations. Contact the Massachusetts Conference office in Framingham for the information in carrying out the background check Hiring from Within Churches often discover individuals within the congregation who emerge as appropriate candidates for the position of Christian educator. It is strongly recommended that a search process be conducted to see if the gifts of the individual being considered match the needs of the position. If a member of the church is selected as the Christian educator, both the educator and members of the congregation will need to discern this new relationship that will be developed through this change of position. Be sure to do a background check on this candidate. 8

9 SAMPLE JOB DESCRIPTION I Title: CHURCH SCHOOL SUPERINTENDENT Purpose: (insert your description of purpose of the job) Responsibilities: Recruit and support teachers. Work with the church school staff to clearly define duties and relationships. Provide for training of the staff. Train a group of substitute and assistant teachers. Plan and preside at teacher meetings. Meet new students and assign them to the right classes. Keep accurate records (registration, attendance, offerings, expenses, supplies). Arrive early for every session to be sure the building is in order and teachers, supplies and equipment are ready. Order, distribute, evaluate and encourage effective use of curriculum materials, equipment and general supplies. Meet with the Christian education committee or board. Plan and lead special church school programs. Keep informed about what is happening in the children s and youth programs and in Christian education and keep the congregation informed. Work with the Christian education committee to evaluate programs and develop new ways of carrying out tasks. Be an advocate for Christian education. Involve the church school in the total life of the church. Attend regularly scheduled staff meetings. Insure that the faith formation programs operate under safe church guidelines. Provide resources to teachers and parents to interpret the mission of the church as it relates to the United Church of Christ. Time Requirements: Supervised by: (possibilities could include Associate Pastor/Director of Christian Education/Pastor) This job description may be appropriate for a person who is serving in a small church on a part time basis without formal Christian education training. A Church School Superintendent sometimes serves in a large church where there is a Director of Christian Education or Minister of Education. In this case, the Superintendent would assist the Director. 9

10 SAMPLE JOB DESCRIPTION II PART TIME EDUCATOR Title: Director of Children s Ministries, Coordinator of Church School, Coordinator of Faith Formation Ministry Purpose of the Position: To provide overall leadership in the educational ministry, including guidance and resources for all aspects of education for children s ministries and/or in the church s educational programs and settings of the congregation. Functions: Administration, Planning, Supervision, Resource Development, Communication, Leadership Development, Nurture The educator will provide nurture and guidance for the educational program of the Church (birth through grade) in accordance with the goals, objectives and policies established by the Congregation and the Board of Christian Education. The educator will oversee all children s ministry and/or faith formation and educational programs: coordinate, plan or direct the children s ministry and/or children and youth worship services and oversee special programs during the year to meet the specific needs of the church s educational ministry and all children s ministries. Specific Responsibilities: Supervises the children s ministry and/or faith formation programs, prepares monthly calendar. Serves as professional staff coordinator for the Christian Education Ministry and program with the understanding that other members of the staff will share in designated areas of the educational ministry. Provides teacher training, support and nurture. Attends all Christian Education Board meetings and work with the Board in the formation of programs and policies - their coordination, promotion and evaluation. Conducts children s ministry or children and youth worship services Submits yearly budget to Board for approval. Prepares annual children s ministry or educational ministry report. Serves as a resource person in the area of curriculum and related materials; and encourages the use of UCC resources and other available resources. Studies, evaluates, and presents curriculum to Board for approval or resource a curriculum study committee. Guides curriculum decisions and scope and sequence designs for children s ministry and/or faith formation programs, classes etc. Keeps abreast of the latest methods in church education and brings them to the attention of the Board and teachers. Could include assisting with Confirmation and implementing and facilitating Adult faith formation programs and education. Insures that the children s ministry and all faith formation programs operate under safe church guidelines. Time requirements: 20 hours per week, 48 weeks per year. Supervised and directly responsible to: Pastor Works in partnership with: Christian Education Committee/Board 10

11 SAMPLE JOB DESCRIPTION III FULL TIME CHURCH EDUCATOR Title: Director of Christian Education, Minister of Christian Education, Minister of Children s Ministries, or Minister of Faith Formation PURPOSE: To provide overall professional leadership in educational ministry, including guidance and resources for all aspects of education in the congregation. Serve as a staff resource for spiritual guidance, study, techniques of teaching and innovations in educational ministry. Provide coordination and supervision of the total educational ministry of the congregation. QUALIFICATIONS Personal: Commitment to the Christian faith. Enthusiastic and optimistic about educational ministry. Ability to work with people and have concern for their nurture as persons and as disciples of Jesus Christ. Professional: Academic training in education and theology, or equivalency through conferences, institutes, courses, and workshops. Such training should include work in theology, biblical studies, human development, faith formation and educational theory. There should be an expectation for ongoing education in educational ministry as well as professional development. They should read widely in professional journals, books, resources in the fields of theology, religion, and education and other related fields to cultivate their continued knowledge and understandings. Experience: Experience in the church in either volunteer or professional positions and/or experience in teaching, administration and supervision. Functions: Administration, Leadership Development, Planning, Communication, Supervision, Nurture, Resource Development 11

12 The Full Time Educator will provide nurture and guidance for all aspects of the educational program in accordance with the goals, objectives, and policies established by congregation and the Board of Christian Education. provide counsel and recommendations to the Board of Christian Education for programs, resources, and leadership. oversee the administration of all educational programs; work with the Board of Christian Education in the enlistment and training of volunteers and work with clergy and other staff in the planning and coordination of the church's program and mission. insure that the programs of the Christian Education program are operated under safe church guidelines. maintain communication with the congregation and members to interpret the church's educational opportunities and needs and to enlist participation in and support for Christian Education. and will seek opportunities to be involved in the ecumenical community and within the wider United Church of Christ. He/She is encouraged to share experience, knowledge and skills beyond the local church. 12

13 SAMPLE JOB DESCRIPTION IV FULL TIME CHURCH EDUCATOR Position Title: Director of Christian Education, Minister of Children s Ministries, Minister of Faith Formation, or Minister of Christian Education (and Youth Ministries) Responsibility and Authority Purpose Responsibilities Administratively, this person is responsible to the Minister; programmatically, this person is responsible to the Board of Christian Education. To maintain and enhance an ongoing educational ministry program for children, youth, and adults; and to support the Board in obtaining the goals of the congregation and the Board of Christian Education at this church for all ages. Educational Ministry and Youth Ministry Functionally Establish regular office hours for availability to staff, teachers, and parents. Be physically present on Sunday mornings to administer the faith formation/educational ministry programs and to insure that programs are operated under safe church guidelines. Arrange with the ministers and Board of Christian Education for coverage of the position on Sunday mornings when absent. Attend meetings of the Board of Christian Education: a) Coordinate with the Chair in arranging the agenda. b) Share the role of facilitator at the meetings. Attend meetings of the Church Council Attend staff meetings with the ministers as required. Work with other adults to plan and administer (and to be present at) the activities of the youth groups. (see note at end of job description) Family Ministry Register new students; tabulate weekly attendance; keep up-to-date records of enrollment data; and weekly inform the ministers of data on new families. Contact families after a child's attendance of three weeks or other designated time period determined with the ministers or the Board of Christian Education. 13

14 Communicate regularly with parents by way of the church newsletter, letters and memoranda, booklets, and through parent groups. Administratively Provide professional leadership in the evaluation and selection of curriculum, and order same as needed. Assist the Board of CE or Committee in their recruitment of the teaching staff. Establish and maintain a list of substitutes. Be a resource person for the support and training of teachers. Order supplies and maintain an inventory of resource materials Have available all supplies previously requested by teachers. Program Initiate, coordinate, participate in and evaluate the development of a variety of Christian educational experiences, both for children and adults. As approved by the board of Christian Education and with the knowledge of the Pastoral Staff and Church Council, implement, coordinate and supervise special programming (such as Advent programs, Lenten programs, and Adult and Family education programs). Coordinate the efforts to develop the Church Library and the Audio-Visual Resource Center as viable resources. Encourage and support involvement with community organizations, Association, the Massachusetts Conference and the United Church of Christ in the national setting. Professional Growth The Director of Christian Education will pursue further educational opportunities (seminars, courses, workshops, and continuing education) as time allows. The church budget will include a line item for educational/professional training for church staff and lay leaders. Evaluation of Performance and Competence The Director of Christian Education will participate in the process of review of the staff carried out by persons delegated to that task by the church council. Remuneration recommendations will be made to the Council by this special task force based upon its findings. 14

15 Note: This job description identifies ministry with youth groups as one of the functions. The assumption included with this description is that this church would not have a youth leader/minister. Some churches may have staff for youth ministry and choose not to include these tasks in the job description of the Christian Educator. Other areas of responsibility might include coordinating the Confirmation program and adult education. SAMPLE JOB DESCRIPTION V ASSOCIATE, ASSISTANT PASTOR OR COMMISSIONED MINISTER Title: Associate, Assistant Pastor or Commissioned Minister Purpose: (Insert description of purpose for this position) Responsibilities Supervise both paid and volunteer staff in educational ministry and insure that programs operate under safe church guidelines. Provide pastoral and theological oversight and input to the educational ministries of the congregation. Assist in pastoral care to church school families, teaching staff, and those closely related to the educational ministry of the congregation. Participate in the ministry of the wider church through denominational and ecumenical committees, organizations, and clergy groups. Advocate for Christian education in these places. Officiate at the sacraments as required. Preach on a regular schedule. ((not necessarily the role of Commissioned Ministers) Provide opportunities for Adult Education (Other duties may include pastoral support to the Missions Committee, Confirmation leadership, and overseeing youth ministry. These duties may vary depending upon the staffing of the church, the gifts of the candidate, and the needs of the congregation.) The selection of an Associate Pastor, Assistant Pastor, or Commissioned Minister may be conducted through the search and call process with a search committee formed and a church profile prepared and submitted. Then profiles of candidates will be submitted to the local church for review. Contact your Conference Minister serving in your Area/Association of the Massachusetts Conference for assistance with this process. 15

16 CONTRACTORS AND CONSULTANTS Nature of Contracting a Consultant A consultant is generally contracted by the project rather than by the clock. Consultants are "self-employed" for IRS purposes (using a Form 1099 rather than W-2), and as such are responsible for providing their own resources, tools, primary office, benefits, and accounting/record-keeping. The "hourly" or "unit" cost is thus higher than that of a typical "employee". A consultant is usually contracted for a limited time. The concept of "contact" time is normally the basis of compensation rather than compensating for actual hours the consultant may put into the task. "Contact" time expressed in hours or units (morning, afternoon or evening) is that time which is face to face with the client and/or in actual on-site preparation and presentation. Preparation time will also need to be factored into the consultant s time. How a consultant might be used 1. Serve as a consultant on educational issues, programs, and organization. Guidance and assistance by an experienced educator can be invaluable to a church without an educator on the staff. 2. Serve as a workshop leader for teacher training, curriculum evaluation resource consultant, or working with a specific problem area. 3. Serve as an "interim" educator whose tasks might include: a. provide interim administration of the education program b. guiding the evaluation and development of an education program 4. Developing a job description for a new position (an interim should not be confused with a trial period for the educator. Interims serve during a transitional time. a. serve as mentor-coach for a new educator, providing guidance for a beginning period; six months to a year. Other types of contracting possibilities Curriculum review and selection Church leadership training Develop and lead special programs/retreats Develop and produce special resources Investigate a probable need and recommend a remedy Start a new program or ministry Administrative support should be offered to maximize the services of a consultant. 16

17 PERIODIC REVIEW Guide for the Church Educator Review is a reflecting process for assessing what is of value in the educational ministry facilitated by the church educator. The review or evaluation process is not a substitute for conflict resolution. Rather it is a means of identifying areas of strength and growth. The following questions are designed to assist in identifying areas of strength and growth for a person in an education position. (The assumption is made that goals were set with the educator the previous year.) 1. Highlights: What are the highlights of the church's education ministry in the past year? What are the Christian educator s major contributions to the education ministry in the past year? Theological reflection: how has God been present in your ministry? What is the Spirit saying to the church? 2. Review of position description: Are these expectations still realistic? What might be added? Deleted? Changed? 3. Review of goals set for the educator and/or the education program last year. Which goals were met? Which were not met? Changed? Why? 4. Support for the educator from church, the Board of Christian Education, Personnel, staff colleagues. Where is support strong? Where might it be improved? Resources for ministry volunteers, program and expense money, facilities, etc. 5. Looking ahead: What would strengthen our church s educational ministry in the coming year? Which plans would the educator be responsible for coordinating or implementing? What might be the responsibility of other staff members? Church members/volunteers? 6. What might be the responsibility of other staff members? Church members/volunteers? 7. Continuing Education: What plans does the educator have and what funding is available? 8. Review of Salary, benefits and hours. Is this a fair and equitable salary package for the ministry provided by the educator to the church? What adjustments can or should be made? This is NOT a duplicate of the next page. This form is to be used by the Church Educator to reflect upon and evaluate their educational ministry and the educational ministry goals of the church. 17

18 PERIODIC REVIEW Guide for the Board of Christian Education and/or Personnel Committee Review is a process for assessing what is of value. The review or evaluation process is not a substitute for conflict resolution. Rather it is a means of identifying growth and growth goals. The following questions are designed to assist in identifying areas of growth and growth goals for a person in an education staff position: - What are highlights of our church's educational ministry in the last year? - Review of work toward previously set goals: Which goals were met? Changed? Why? - Theological Reflection: How was God present in this ministry? What is the Spirit saying to the church? - Review of position description: Are these expectations still realistic? What might be added? Deleted? Changed? - Review of support of the educator: Adequate? Not adequate? - Recommendations for the coming year: salary, benefits, Resources for ministry (volunteers, program and expense money, facilities, resources, etc.) - Looking ahead: What goals for the coming year would strengthen our church's educational ministry? (Be realistic!) - Which goals could our educator plan/coordinate/implement? For which goals might other staff take responsibility? For which goals might volunteers take responsibility? - What are areas in which our educator might consider continuing education in the coming year? How will participation in continuing education be implemented? This is NOT a duplicate of the previous page. This form is to be used separately by the Committee to evaluate the educational ministry and goals of the church in conjunction with the performance of the educator. 18

19 NOW I AM HIRED AS A CHRISTIAN EDUCATOR----WHAT NEXT? (some suggestions as you begin your new ministry) Receive an orientation from the Board of Christian Educator, your staff colleagues, and/or a staff-parish relations committee. They can begin your introductions to the congregation and key leaders. Other committees and subcommittees such as the trustees may help to acquaint you with space and physical resources. Meet with the Christian Education Committee and the pastoral staff to learn what events will be offered in the next two weeks. Make out an orientation schedule for yourself and give copies of it to everyone involved. This can help you and allows you time to learn and feel comfortable in your position. Find out the expectations of your immediate responsibilities. Be intentional about establishing relationships with all staff members. Make appointments or go to lunch together. Begin building a sense of collegiality and trust. Begin meeting people in your congregation. If they have a picture directory use it to remember people s names and to get familiar with different people. Contact all the teaching staff and members of the Board of Christian Education. Introduce yourself and ask them about their ministry. Become an observer in classes, groups and events in the church not to evaluate but to become familiar and learn about the life of the congregation. Go through old files. Search past records to get a sense of the congregations educational history. As you go through them, compile a list of questions and things to do. Inventory the resources and classrooms so that you know who has what, who uses what, what spaces and what equipment are available. Look around to see where materials and resources are stored. Meet your local librarian to learn about available resources such as movies, story hours, CDs, DVDs, and other media. Frequent bookstores and school supply stores. Meet the managers if possible and ask about church discounts and what is needed in regards to being tax exempt. Become an active member of your Associations CE Community of Practice and AUCE. Participate in association and conference educational programs. Build relationships with your educational colleagues throughout the denomination. Give yourself time to adjust to your new educational ministry position. 19

20 CONFERENCE EDUCATIONAL OPPORTUNITIES FOR CHRISTIAN EDUCATORS The Massachusetts Conference of the United Church of Christ offers training programs for educators and can assist with the certification program. We have found that those seeking certification often benefit from working in groups with others who have already completed the process. Contact Elsa Marshall, Commission Christian Educator and MACUCC Consultant at or for more information about any of these programs. LEARNING TO TEACH Scheduled on Saturdays during the year, Learning to Teach offers a supportive learning community for educators who are new to Christian Education or are looking to gain additional skills. Sessions include Looking at your Call to Ministry, Children in Worship, Bible Skills 101, Tools for the Trade, Safe Church and The Church Year. EDUCATION FOR EFFECTIVE YOUTH MINISTRY (EEYM) Although designed for youth leaders, EEYM can certainly be beneficial to educators who are serving in ministries with older children and youth. Saturday sessions offer programs in Leadership Development, Theological Context of Youth Ministry, Youth-Jesus and Culture, Worship with and for Youth, Safe Church Practices, Mission and Service. SUPER SATURDAYS Offer many and various workshops to help equip church leaders, profession or lay, for ministry. It is designed to be a full day of workshops and networking around best practices of churches throughout the conference. 20

21 Christian Education Communities of Practice Communities of Practice of educators meet in each association throughout the state to resource and support one another. For information about ongoing groups and current facilitators and their contact information, please go to Nurturing our children and youth on the MACUCC website offers resources for those involved in church school and youth programs. You'll find confirmation resources and retreat information, training and networking opportunities for Christian educators, information on curriculum and other available resources, plus guidance for safe church policies, outdoor ministries and youth ministry. In addition to these ongoing educational programs, the staff of the Massachusetts Conference are also available for consultations with educators and committees at local churches OTHER HELPFUL Conference addresses and telephone numbers for those serving or supporting the Christian education ministry in a local church Framingham Conference Center Phone: One Badger Road FAX: Framingham, MA macucc@macucc.org Webpage: Susan Dickerman, Associate Conference Minister for Leadership Development and the Pastoral Excellence Program and serves as a church educator at the Edwards Church, UCC, Framingham. dickermans@macucc.org Elsa Marshall, Commissioned Minister of Faith Formation and a Commissioned Minister of Youth Ministry. Elsa is also a National Educational Consultant, a Partners-in-Education (PIE) consultant and serves as a church educator at the Maple Street Church, UCC, Danvers. elsa@maplestreetchurch.org Martha Cook, Resource Ministries Director (Part-time) and serves as a church educator at the Plymouth Church, UCC, Framingham. cookm@macucc.org 21

22 Edwards House (Meetings and Reservations One Badger Rd. Framingham, Ma Church/Association Directories and information can be found at Regional Offices 230 Second Ave., Suite #110, Waltham, MA Water St., Suite A-115, Plymouth, MA P.O. Box 443, Ludlow, MA Craigville Conference Center Craigville, MA Specific information about the regional offices, associations and area ministers can be found at: 22

23 OTHER ONGOING SUPPORTS FOR CHRISTIAN EDUCATORS AUCE (Association of United Church Educators) Membership in this National organization gives you access to their egroup, a Newsletter and your dues support their advocacy efforts to support educators throughout the country. P.I.E. Consultants ( Partners in Education Consultants ) Are persons who are committed to the teaching ministries of the church and to the partnerships which have existed for many years in local church, association, conference, and national settings of the United Church of Christ to nurture and support our growth as a people of faith. They have information and continue to learn about United Church of Christ resources, including resources published by United Church of Christ instrumentalities and groups i.e. Pilgrim Press and United Church Press books, and curricula developed by the United Church of Christ. Please contact your Susan Dickerman at the MACUCC for further information about Partners In Education. NEAUCE (New England Association of United Church Educators) Annually a conference is held at Craigville with inspiring worship, creative workshops and opportunities for networking. The conference is generally held during the second week of May. United Church of Christ Headquarters Prospect Ave. Cleveland, OH UCCR (United Church Resources) Prospect Avenue Cleveland Ohio Warehouse FAX 226 Sheldon Road Berea, Ohio