sign in sign up
<<
Home , Canon 1398, Consultor, Exclaustration, Moderator of the curia, Praxis (Byzantine Rite), Promulgation

PEOPLE OF

Table of Contents

Office of the The ...... 1001 The ...... 1003 The Episcopal Vicar and Moderator of the ...... 1004 The Chancellor ...... 1005 Diocesan Advisory Bodies and Deans...... 1006 Presbyteral Council and College of ...... 1028 ’ Personnel Board ...... 1030 Diocesan Pastoral Advisory Council (DPAC) ...... 1031 Diocesan Finance Council ...... 1036 Bishop’s Education Council ...... 1038 Community ...... 1041 Advisory Bodies Parish Pastoral Council ...... 1049 Parish Finance Councils ...... 1055 Ministry Personnel Diocesan Cabinet ...... 1090 Directors of Departments ...... 1103 Vicar for Priests ...... 1110 Vicar for ...... 1119 Life and Ministry of Priests ...... 1128 Ministry Review Process ...... 1148 Clerical Dress ...... 1152 Compensation ...... 1155 Social Security ...... 1157 Tax ...... 1158 Annual Vacations ...... 1160 Days Off ...... 1161 Wills or Trusts ...... 1162 Sick Leave ...... 1163 Excardination ...... 1167 Leave of Absence ...... 1168 Faculties ...... 1170 Terms of Office for Priests...... 1216 Categories of Assignments ...... 1228 Pastoral Transfer ...... 1129 Health of Priests ...... 1248 Residence Policy for Priests ...... 1262 Incardination ...... 1271 Formation for the Permanent Diaconate ...... 1285 Assignment ...... 1293

P-1 June 11, 2010 Faculties for Deacons ...... 1304 Terms of Office ...... 1311 Pastoral Transfer ...... 1327 Incardination ...... 1345 Excardination ...... 1348 Title, Ecclesiastical Garb, Diaconate Identification ...... 1349 Absence from the ...... 1353 Deacon Ministries ...... 1365 Separated and Divorced Deacons ...... 1386 Widowed Deacons Contracting a Second Marriage after Ordination ...... 1387 Senior Status (Retirement) ...... 1391 Vicar for Religious ...... 1398 Office of Vocations: Priesthood and Religious Life ...... 1415 Pastoral Leaders Assigning a Pastoral Leader ...... 1514 Assigning a Presbyteral Moderator / Minister with the Pastoral Leader ...... 1519 Terms of Office ...... 1521 Job Description for Pastoral Leader ...... 1523 Job Description for the Presbyteral Moderator / Parish ...... 1532 Pastoral Leader Compensation ...... 1537 Canonical Responsibilities and Implications ...... 1548 Pastoral Associate ...... 1569 Pastoral Leadership Equal Access Ministry ...... 1570 Office of Black Catholic Ministries ...... 1575 Office of Hispanic Ministries ...... 1577 Office of Global Concerns ...... 1581 Catholic Charities ...... 1590 Pregnancy Support Services ...... 1594 Foster Care Services ...... 1595 Adoption 1596 Housing Services ...... 1602 Family Emergency Guidance ...... 1604 Adult Advocacy Services ...... 1609 Community Emergency Services – Richland County ...... 1613 Family Life Ministry ...... 1615 Respect Life Ministry (and Post- Reconciliation) ...... 1619 Parish Social Ministry ...... 1621 Appendices of the Priests’ Council of the Diocese of Toledo ...... A Constitution of the Priests’ Personnel Board of the Diocese of Toledo ...... B Guidelines for Elections to the Priests’ Personnel Board ...... C of the Priests’ Retirement Plan Board ...... D Constitution of the Deacon Community of the Diocese of Toledo ...... E Statutes of the Deacon Personnel Board ...... F Guidelines for Elections to the Deacons’ Board ...... G

P-2 June 11, 2010 A Deacon and Family Confronting Divorce ...... H Sample Certificate of Aptitude ...... I Diocesan Pastoral Advisory Council Statutes ...... J “To Protect and Heal” Policy on Sexual Abuse of a Minor ...... K Code of Pastoral Conduct for Priests, Deacons, Pastoral Ministers, Administrators, Staff, and Volunteers ...... L Preventing Abuse of Vulnerable Adults ...... M Diocesan Organizational Chart ...... N

P-3 June 11, 2010 I. OFFICE OF THE BISHOP

The Diocesan Bishop

1001 The Diocesan Bishop is the entrusted with the salvation of souls, which must be the supreme in the .1 He enjoys legislative, and juridical authority. He serves as the moderator of the within the territory of his Diocese. The Diocese is a portion of the People of God, which is entrusted to a Diocesan Bishop for him to shepherd with the cooperation of his priests.2

1002 The Diocesan Bishop fosters and coordinates the work of the and urges the faithful to assume their proper roles in the life of the Church. The Diocesan Bishop exercises his responsibilities through the members of his Cabinet, the offices of the Diocesan Secretariats and the parishes and institutions within the Local Church.

The Vicar General

1003 The Vicar General is appointed by the Diocesan Bishop and provided with ordinary power to assist him in the governance of the entire diocese. In the structure of the Diocese, the responsibilities of Vicar General do not enter into the ordinary exercise of diocesan administration. Rather, in our practice the Vicar General serves as a canonical alter ego for the Diocesan Bishop and can grant dispensations and other canonical acts as needed.

The Episcopal Vicar and

1004 The Episcopal Vicar and Moderator of the Curia is appointed by the Diocesan Bishop and reports to him as the moderator of his Cabinet. He coordinates the activities of the diocesan secretariats as well as the operations of the Catholic Center including overseeing chancery activities and the diocesan archives. On behalf of the Bishop he coordinates issues involving throughout the Diocese such as , construction, and insurance. He advises the Bishop on parish matters and diocesan personnel appointments. In addition to this, he is also the Bishop’s delegate for implementing the norms of To Protect and to Heal (sexual abuse of minors). The Episcopal Vicar also prepares all canonical documents for the chancery, such as , rescripts, and precepts, as well as dispensation and sanation requests.

1 Codex Iuris Canonici auctoritate Ioannis Pauli PP. II promulgatus (Vatican City: Liberia Editrice Vaticana, 1983) 1752. English translations from Code of , Latin-English Edition: New English Translation (Washington, DC: CLSA, 1998). All subsequent translations and references to canons from this code will be taken from this source unless otherwise indicated. 2 Canon 369.

P-4 June 11, 2010 Chancellor

1005 The Chancellor is appointed by the Diocesan Bishop and reports to him as a member of his Cabinet. He serves as the secretariat leader for the Chancery Secretariat. The responsibility for the acts and documents of the Curia as well as their preservation in the archives belongs to him. The Chancellor by virtue of his office is an ecclesiastical notary.

P-5 June 11, 2010 II. DIOCESAN ADVISORY BODIES

Deaneries and Deans

1006 The Diocese of Toledo is divided into fifteen (15) deaneries, each coordinated by a duly-appointed . Each parish within the diocese is assigned to a particular . The diocesan deaneries are:

Bl. Junipero Serra Deanery (Allen and Van Wert Counties) Bl. Kateri Tekakwitha Deanery (Maumee Bay Area) Bl. Teresa of Calcutta Deanery (Central Toledo) Our Lady of the Lake Deanery (On Lake Erie) Our Lady Queen of Deanery (Northwest corner of the diocese) Precious Blood of Deanery (Tiffin Region) St. Agnes Deanery (West Toledo) St. Francis of Assisi Deanery (Center of the Diocese) St. George Deanery (Putnam County) St. John Neumann Deanery (Huron County region) St. Juan Diego Deanery (Southeast corner of the diocese) St. Katharine Drexel Deanery (South Toledo & northern Wood Cty.) St. Luke Deanery (Western Lucas and eastern Fulton Ctys.) St. Maximilian Kolbe Deanery (Defiance, Henry, and Paulding Ctys.) St. Philomena Deanery (Ottawa and Sandusky Counties)

Appointment of the Dean

1007 The appointment of the Dean is the prerogative of the Diocesan Bishop, whom the Dean represents.

1008 Any incardinated with faculties and in good standing within the Diocese is eligible for nomination as Dean.

1009 Any member of the (priest or deacon) having diocesan faculties and stability of residence in the Deanery may nominate candidates from the Deanery in which he resides. Each parish staff may submit a nomination as well.

1010 Nominations to provide first and second choices are sent directly to the Chancery.

1011 The ordinary term of office is five years and is renewable by the Diocesan Bishop.

1012 The office and jurisdiction of the Dean ceases in the case of a vacancy of the Episcopal See.

P-6 June 11, 2010 Service of the Dean

1013 As a delegate of the Diocesan Bishop, a Dean fulfills the responsibilities referred to in Canon Law as a Vicar Forane. 3

1014 Shares in the pastoral governance of the Deanery and uses the title Very Reverend "name", V.F.4

1015 Coordinates the common pastoral activity within the Deanery with leadership, initiative and empowerment of ministers.5

1016 Visits regularly and offers moral support to priests, deacons and pastoral ministers of the Deanery observing the care of rectories within his territory. However, each parish is to be visited at least annually. During this pre- scheduled, annual visit the Dean examines various aspects of parish life. This includes examining all parish sacramental registers, liturgy stipend funds and financial (both parish and school) records, including Finance Council meeting minutes. In addition he receives updates on parish pastoral planning within the Deanery that involves the collaboration of parishes.

1017 Convenes Deanery meetings of priests, deacons and pastoral ministers within the Deanery.

1018 Meets quarterly with the Diocesan Bishop and the other Deans to discuss the pastoral life of the Diocese.

1019 Engages in mutual dialogue with Deanery priests, deacons and pastoral ministers regarding the Church’s pastoral response to the spiritual needs of parishes.

1020 The Dean, by virtue of coordinating the common pastoral activity within the Deanery, supervises any intra- or inter-Deanery parish collaboration as well as encourages parishes within the Deanery to engage in a process of comprehensive pastoral planning for the good of the individual parish and of the Deanery.

Particular duties of the Dean

1021 In an emergency situation, the Dean has the to grant a Disparity of dispensation. Instruct the priest or deacon to send the paperwork to the Chancery immediately and inform the Chancery that such a dispensation had been granted verbally. Dispensations from Canonical Form may not be granted by the Dean.

3 Canon 553 §1. 4 Canon 555 §1. 5 Canon 555 §1.

P-7 June 11, 2010

1022 In an emergency situation and in the absence of the pastor, the Dean has the faculty to grant for the celebration of a marriage in a parish church within his Deanery.

1023 In an emergency situation, the Dean may extend the faculties of the Diocese to a visiting priest only after the priest has presented a recently dated Certificate of Aptitude from his Diocesan Bishop or Religious Superior. This certificate must be forwarded to the Chancery within a week.

1024 The Dean oversees the selection and appoints representatives from the Deanery to the Diocesan Pastoral Advisory Council, the Diocesan Pastoral Response Team and the Priests’ Council.

1025 The Dean has a special pastoral responsibility for the infirmed clergy of the Deanery.

1026 Upon the death of a priest or deacon in the Deanery the Dean assists the Chancery with the funeral arrangements particularly by presiding at the Reception of the Body and the Rite of Committal unless other arrangements are made.

1027 The Dean participates in Level 4 of the Diocesan Grievance Procedure as outlined in the Principals’ Handbook.

Presbyteral Council and College of Consultors

1028 The Presbyteral Council is a body of priests representing the entire - ate. This Council assists the Diocesan Bishop in the governance of the Diocese according to the norms of law, in order that the pastoral welfare of the portion of the People of God committed to him are carried forward as effectively as possible.6

1029 The Code of Canon Law directs that the College of Consultors is to be chosen from among the members of the Presbyteral Council. Serving a five-year term, they remain as ex-officio members of the Presbyteral Council for the duration of their term on the College. The Diocesan Bishop presides over the College of Consultors and is open to their assistance in matters of pastoral planning, governance and finance. In the case of a vacant See in which no one has been previously established, the priest who is oldest in ordination in the College of Consultors is to serve as Administrator.7 (see APPENDIX A)

6 Canon 495 §1. 7 Canon 502.

P-8 June 11, 2010 Priests Personnel Board

1030 The Priests Personnel Board of the Diocese of Toledo is established for the purpose of advising the Diocesan Bishop concerning pastoral assignments. In doing so, members of the Board assist the and the priests of the Diocese in their mutual relationships relative to placement. Thus the Board serves to promote the welfare of both the priesthood and the people they serve. (see APPENDIX B & C)

Diocesan Pastoral Advisory Council (D.P.A.C.)

1031 The discipline of the , universal in its very nature, calls for a Diocesan Pastoral Advisory Council.

1032 The Diocesan Pastoral Advisory Council will "investigate, under the authority of the Diocesan Bishop, all things which pertain to pastoral works, to ponder them, and to propose practical conclusions about them."8

1033 The Diocesan Pastoral Advisory Council will consist of persons "in with the Catholic Church, clerics, members of institutes of and especially lay persons."9

1034 Members of the Diocesan Pastoral Advisory Council will represent the Local Church regarding "diverse regions, social conditions, and professions of the diocese."10

1035 The Diocesan Pastoral Advisory Council "pertains exclusively to the Diocesan Bishop to convoke the pastoral council according to the necessities of the apostolate and to preside over it."11

Diocesan Finance Council

1036 The Diocesan Finance Council provides the Diocesan Bishop advice, counsel, and consultation concerning the administration of financial affairs of the Diocese.12

8 Canon 511. 9 Canon 512 §1. 10 Canon 512 §2. 11 Canon 514 §1. 12 Canon 492.

P-9 June 11, 2010 1037 The Diocesan Finance Council serves

 To collaborate with the Diocesan Bishop concerning acts of extraordinary administration besides those cases specifically accounted for in canon 492.  To provide economic expertise for the acquisition, administration and disposition of goods.

Bishop’s Education Council

1038 Within the framework of the Diocese the Diocesan Bishop teaches and protects the and is solicitous about the welfare of parishes and their people. Priests and pastoral leaders who are the extension of his leadership in their respective parishes assist him. In many of these parishes schools are maintained to serve his purpose. These schools do not make up a system, but rather are a confederation or network of schools that retain local autonomy within established parameters defined by Diocesan guidelines.

1039 The superintendent of schools assists the Diocesan Bishop in developing and maintaining guidelines by which the schools are locally administered. The superintendent does not have a transfer of functions from the public schools model. His/her chief task is to be a liaison of the Diocesan Bishop to the schools, not to run the schools. The Bishop’s Education Council is to advise the Diocesan Bishop and superintendent on all matters concerning Catholic schools below the collegiate level in the Diocese. The advisory nature of this group is modeled within the structure of the Church and its model is not to be found in public education in the United States. The Diocesan Bishop and the superintendent will seek advice from this group.

1040 The dialogic nature of the Council makes it possible to discuss all matters concerning the schools. Such a broad scope of topics carries with it a heavy burden of confidentiality. Consequently, not all meetings need be made public nor need all minutes be made public. What is published shall be determined by the superintendent in consultation with the Diocesan Bishop. Due to the advisory nature of the Council, its actions are only after written approval by the Diocesan Bishop.

Deacon Community (See APPENDIX E)

Membership

1041 All Permanent Deacons and their spouses, living within or assigned within the Diocese, are members of the this Organization (Deacon Community). Widows of deceased deacons are also welcome to continue as members.

P-10 June 11, 2010 1042 Term of office to this Council is two (2) years with a maximum of two consecutive terms. The term of office on this council will begin with the fiscal year, July 1.

1043 At a minimum, the council meets on a quarterly basis.

1044 The Vicar for Deacons, as the delegate of the Diocesan Bishop, and the Director of Deacon Formation are ex-officio members of the Council.

1045 Officers of the Council shall be president, vice-president, secretary and treasurer. Term of office for each officer shall be two years with a maximum of two consecutive terms.

Representation to the Bishop

1046 Periodically the President of the Council and any other member chosen by the council or the president shall meet with the Vicar for Deacons for dialogue on all matters pertaining to the permanent diaconate which need to be related to the Diocesan Bishop.

Committees

1047 There will be a number of standing committees, authorized by the Executive Board and accountable to the Executive Committee as well as the council as a whole: Spiritual Committee, Post-Ordination Formation Committee, Communications Committee, and Christian Service Committee. Each committee will have a minimum of three members.

1048 Ad hoc committees shall be appointed according to needs as determined by a vote of the Council or at the request of the Diocesan Bishop.

P-11 June 11, 2010 III. PARISH ADVISORY BODIES

Parish Pastoral Council

1049 All parishes in the Diocese of Toledo must have a Pastoral Council. The Parish Pastoral Council is a body of the lay faithful who are members in good standing in the parish. Their role is advisory to the Pastor/Pastoral Leader and they, "along with those who share in the pastoral care of the parish in virtue of their office give their help in fostering pastoral activity."13 They do this through prayer, gathering information, reflection, evaluation and formulation of pastoral plans that will affect the appropriate ministries for the viability and vitality of the parish community and its service to the People of God. These plans are recommended to the Pastor/Pastoral Leader for implementation.

Role and Function

1050 The Pastor/Pastoral Leader is the presider of the Pastoral Council. The Pastor/Pastoral Leader and the appropriately selected Council leadership facilitate the meetings and hold the group accountable to its duties and responsibilities. Members commit themselves to engage in the prayer and work of pastoral planning required of them.

1051 The Pastoral Council determines its internal processes including the size of the Council, criteria for membership, method of selection of members, length of terms, frequency and length of meetings, recording of minutes, communicating the work of the Council to the parish community and selection of Council leadership.

Relationships

Pastoral Council with Pastor/Pastoral Leader and Parish Staff

1052 The Pastor/Pastoral Leader by virtue of position is the presider of the Pastoral Council. Staff members provide information about their ministries and responsibilities to the Pastoral Council and attend meetings when invited. Ordinarily, staff members are not members of the Pastoral Council and attend meetings only at the invitation of the Pastoral Council.

13 Canon 536. P-12 June 11, 2010 Pastoral Council with Finance Council

1053 The close work between the Pastoral Council and Finance Council is essential. The planning done by the Pastoral Council is realistic in light of the financial reality of the Parish. The Finance Council is informed of the pastoral planning being done and provides the financial information needed to help make plans financially feasible. A member of either Council may act as liaison between the Councils by regularly attending both Councils’ meetings and reporting at each meeting. Minutes of each Council can be shared with the other.

Pastoral Council with other Councils, Committees and Parish Groups

1054 Because their pastoral planning will affect the future of the parish, the Pastoral Council needs to be informed of the functioning of all groups in the parish. When other groups are directly affected by the planning, a representative of these groups can be invited to the Pastoral Council meetings to participate in the planning process. It is recommended that a meeting of the Council with representatives of all other councils, committees, and parish groups be held once or twice a year offering all in leadership positions to hear what others are doing in and for the parish community.

P-13 June 11, 2010 IV. PARISH FINANCE COUNCILS

1055 All parishes are required to have a functioning finance council.

CANON 537: In each parish there is to be a finance council which is governed, in addition to universal law, by norms issued by the diocesan Bishop and in which the Christian faithful, selected according to these same norms, are to assist the pastor* in the administration of the good of the parish, without prejudice to the prescript of canon 532.

CANON 532: In all juridic affairs the pastor14 represents the parish according to the norm of law. He is to take care that the goods of the parish are administered according to the norms of canon 1281-1288.

1056 A parish finance council is an advisory group to the pastor/pastoral leader.

1057 The universal law requires the establishment of a finance council in every parish. The parish finance council is governed by universal law and also by norms which the diocesan bishop issues. It is composed of members of the Christian faithful who are selected according to these diocesan norms. Its purpose is to assist the pastor/pastoral leader in the administration of parochial goods. Nonetheless, in all juridic affairs, the pastor/pastoral leader represents the parish and is to take care that parochial goods are administered according to the norms of canons 1281-1288. Canon 537 applies to the parish, the more general norm of canon 1280, which legislates that each is to have its own finance council or at least two counselors who assist the administrator of the juridic person.

1058 In 1997 the issued the Instruction on Certain Questions Regarding the Collaboration of the Non-ordained Faithful in the Sacred Ministry of Priests, which identifies the parish finance council as a collaborative structure necessary for conciliar renewal, consultative in nature, requiring the presence of the pastor for validity of its proceedings, and not to be confused with parallel structures with a different origin or purpose.

1059 Finance council members are to maintain confidentiality on those matters so designated.

1060 Finance Council members are to be appointed by the pastor/pastoral leader.

1061 Membership shall include persons with expertise in finance, administration, business and/or law.

14 In the Diocese of Toledo, this includes Pastoral Leader. P-14 June 11, 2010 1062 Members are to be parishioners who are knowledgeable and supportive of the mission of the church.

1063 The length of terms shall be established for a period of three to five years, with staggered terms to provide continuity.

1064 The chairperson may be appointed by the pastor/pastoral leader or elected by the finance council members.

1065 Membership shall consist of no less than three persons.

1066 The parish staff finance person should be an ex-officio, non-voting member of the finance council.

1067 Meetings must be held no less than quarterly. In all cases the frequency of the meetings must be adequate for the council to fulfill its responsibilities.

1068 Minutes shall be taken at all meetings, signed by the recording secretary, and retained in the parish financial files.

1069 The purpose of the finance council is to aid the pastor/pastoral leader in the administration of the parish goods. The finance council shall never meet without the pastor/pastoral leader present. Whose presence is canonically required for the validity of the finance councils actions.

1070 The council is responsible for ensuring that the parish operates with financial integrity and within its financial resources.

1071 The finance council shall prepare (oversee the development of) the annual budget for the parish, based on pastoral goals and a realistic assessment of available resources.

1072 The finance council shall review the monthly financial statements prepared by the parish office staff.

1073 The finance council shall conduct an annual review of the parish’s system of internal controls.

1074 The finance council shall communicate with the parishioners annually regarding the financial condition of the parish.

1075 The finance council shall be familiar with the diocesan policies that are relevant to the financial operations of the parish. Periodically, the finance council shall conduct an internal audit of the parish’s financial operations to verify compliance with said policy.

P-15 June 11, 2010 1076 The finance council shall review the annual report submitted to the Chancery. This shall include a reconciliation of the report with the supporting parish ledgers.

1077 The finance council shall examine the records of parish organizations on an annual basis.

1078 The finance council shall have access to all pertinent parish financial records and ledgers in order to fulfill the above requirements. In all cases, the confidential nature of the information must not be violated.

1079 The council offers financial advice and direction to facilitate implementation of the parish mission / pastoral plan.

1080 The finance council shall have one member who serves as a liaison to the parish pastoral council.

1081 The finance council shall offer recommendations for obtaining additional resources to implement the parish mission.

1082 The finance council shall prepare a five-year financial forecast based on parish objectives and priorities outlined by the pastoral council and update annually.

1083 The pastor/pastoral leader must report to and consult with the finance council on the following matters:

1084 Any unbudgeted individual commitment of parish resources in excess of $5,000

1085 Any real estate transaction, construction project, or capital campaign to seeking diocesan permission

1086 Any issue requiring the Bishop’s approval, i.e. extraordinary expenditures or alienation of property prior to seeking diocesan permission

1087 The development of the annual parish budget

1088 The formulation and presentation of the annual financial report to the parish

1089 The annual financial report submitted to the Chancery for approval

P-16 June 11, 2010 V. MINISTRY PERSONNEL

Diocesan Cabinet

The Position of Secretariat Leader

1090 The Secretariat Leader is responsible for the supervision of the Directors in accordance with their individual performance plans and the Department’s purpose. The Department Directors report to the Secretariat Leader.

1091 The Secretariat Leader is also a member of the Diocesan Bishop’s Cabinet and participates in policy formation and decision-making processes to support the Bishop in his role as the Diocesan Bishop. The Cabinet, as a whole, exercises stewardship on behalf of the mission and goals of the Diocese.

1092 The Secretariat Leader has delegated authority from the Diocesan Bishop through the Moderator of the Curia to:

 Approve purchase requisitions for expenditures within the approved budget.  Hire or terminate professional staff in accordance with policy in connection with Director(s).  Hire or terminate Director level staff subject to the approval of the Moderator of the Curia.  Delegate to the Director level staff the authority to hire or terminate secretarial, clerical, and other non-exempt staff.  Modify programs already approved.  Recommend new programs, program directions, and program deletions to the Cabinet for approval.  Oversee the budget process and budget performance.

General Responsibilities

1093 Organize the Departments of the Secretariat in collaboration with the Department Directors.

1094 Support the Diocesan planning process and achievement of objectives directed toward the attainment of the Diocesan mission and goals ().

1095 Oversee the personnel needs of the Departments of the Secretariat which includes the allocation of personnel required for meeting Department’s objectives, program development, and evaluation.

P-17 June 11, 2010

1096 Participate in the policy formation process in the Diocese, including the establishment and approval of procedures for the Secretariat.

1097 Foster communication within the Secretariat and serve as a clearinghouse for communication between Directors and the Diocesan Bishop.

1098 Oversee and provide assistance to the members of the Secretariat in the performance of their individual objectives and collective purpose.

1099 Assist the members of the Secretariat in the identification and solution of problems which block effective functioning.

1100 Participate as a member of the Diocesan Bishop’s Cabinet (staff) to enable appropriate collaboration among the Diocesan Bishop, Secretaries, and the Moderator of the Curia.

1101 Participate with the Diocesan Bishop in decision-making in the Diocese recognizing the principle of subsidiarity so that decisions can be made as close to the situation/problem as possible.

1102 Facilitate the budget setting process within the Diocese and Departments of the Secretariat and exert financial responsibility.

Directors of Departments

Position of Director of Departments

1103 The Department Directors are members of a Secretariat Leader's team and participate in decision-making processes, as a group, to support the purpose of the Secretariat. These Directors perform two major functions:

 Manage a Department to accomplish a departmental purpose.  Participate, as a group member, on a Secretariat Leader's team and to support the Secretariat Leader in accomplishing the purpose of the Secretariat.

Delegated authority from the Secretariat Leader:

1104 Hire or terminate secretarial, clerical and other non-exempt staff in accordance with policy.

1105 Hire or terminate professional level staff subject to the approval of the Secretariat Leader.

P-18 June 11, 2010 1106 Recommend new programs, program deletions or program modifications to the Secretariat Leader.

General Responsibilities

1107 Supervise the professional and non-exempt staff assigned to the Department.

1108 Organize the Department in collaboration with the Secretariat Leader.

1109 Assist staff in the development of their performance plans.

Vicar for Priests

1110 The Vicars for Priests serves as a liaison between the priests and the Diocesan Bishop. The Vicar promotes the on-going formation of priests in their professional roles. He organizes retreats, seminars and other educational experiences to enhance priestly life and ministry. The Vicar for Priests provides encouragement and guidance in day-to-day efforts in ministry and works to identify needs which he can address. He makes himself available for counsel and secures professional help for their spiritual or physical well-being when necessary. He also assists and supports priests who have health problems. He assists when difficulties develop in connection with the priests' ministry or with their personal lives.

Qualifications of Vicar for Priests

1111 The Vicar for Priests is a priest who serves in the Diocese of Toledo. The position requires the following qualities:

 ability to relate to all age groups of priests and to the Diocesan Bishop;  willingness to be available to any priest and to be among the priests at their gatherings;  experience in pastoral work;  ability to make impartial and considered judgments;  willingness to acquire greater competence in personnel management by appropriate means;  ability to respect confidences.

P-19 June 11, 2010 Selection of the Vicar for Priests

1112 The Diocesan Bishop arranges a selection process through the Priests' Council or by other appropriate means. The selection process is conducted by the Priests’ Council. All Diocesan priests may nominate in preferential order the names of as many as ten priests for the office. The ten priests receiving the most votes accumulatively and who consent to accept this position if chosen make up the list of nominees.

1113 When the first returns are received the Diocesan Bishop has the option of accepting the choice of the priests and/or submitting additional names to the list.

1114 This list is sent to all priests who are asked to vote again. By preferential accumulative balloting the names of three priests are selected for presentation to the Diocesan Bishop.

1115 The Diocesan Bishop makes his choice from among the three candidates submitted and appoints one to be the Vicar for Priests.

Term of Office

1116 The term of office for the Vicar for Priests is six years. An incumbent may be appointed for an second term of six years through the process outlined above.

1117 If the office is vacated for any reason in the course of an established term, the same process of selection is again to be used.

Service

1118 The responsibilities of the Vicar for Priests are as follows:

 to promote spiritual development for individual priests and for the presbyterate;  to encourage and coordinate the continuing formation of priests;  to provide counseling to priests and to assist in arranging professional help as needed.  to develop and utilize suitable tools for assessing priests’ personal and spiritual growth;  to limit access of priests’ personal file to the Diocesan Bishop and himself, thus safeguarding confidentiality;  to assist in the development, formation and guidance of support groups, when requested;

P-20 June 11, 2010  to encourage priests in developing skills which respond to future ministry needs of the Diocese;  to recruit and register priests for continuing formation programs and to arrange for annual Priests’ Retreats;  to administer the Priests’ Sabbatical Program;  to represent the Diocese at state and regional meetings of Vicar for Priests’ Continuing Formation Directors; National Organization for the Continuing Education of Roman Catholic Clergy (NOCERCC);  to plan and arrange workshops for priests, including the Priests’ Convocation;

Vicar for Deacons

1119 The Vicar for Deacons serves as a liaison between the deacons and the Diocesan Bishop. The Vicar promotes the on-going formation of deacons in their professional roles. He organizes retreats, seminars and other educational experiences to enhance diaconal life and ministry. The Vicar for Deacons provides encouragement and guidance in day-to-day efforts in ministry and works to identify needs which he can address. He makes himself available for counsel and secures professional help for their spiritual or physical well-being when necessary. He also assists and supports deacons who have health problems. He assists when difficulties develop in connection with the deacons' ministry or with their personal lives.

Qualifications of Vicar for Deacons

1120 The Vicar for Deacons is a priest or a deacon who serves in the Diocese of Toledo. The position requires the following qualities:

 ability to relate to all age groups of deacons and to the Diocesan Bishop;  willingness to be available to any deacon and to be among deacons at their gatherings;  experience in pastoral work;  ability to make impartial and considered judgments;  willingness to acquire greater competence in personnel management by appropriate means;  ability to respect confidences.

P-21 June 11, 2010 Selection of the Vicar for Deacons

1121 The Moderator of the Curia arranges a selection process for the Vicar for Deacons. All Diocesan deacons may nominate in preferential order the names of as many as ten deacons for the office. The ten deacons receiving the most votes accumulatively and who consent to accept this position if chosen make up the list of nominees.

1122 When the first returns are received the Diocesan Bishop has the option of accepting the choice of the deacons and/or submitting additional names to the list.

1123 This list is sent to all deacons who are asked to vote again. By preferential accumulative balloting the names of three deacons are selected for presentation to the Diocesan Bishop.

1124 The Diocesan Bishop makes his choice from among the three candidates submitted and appoints one to be the Vicar for Deacons.

Term of Office

1125 The term of office for the Vicar for Deacons is six years. An incumbent may be appointed for a second term of six years through the process outlined above.

1126 If the office is vacated for any reason in the course of an established term, the same process of selection is again to be used.

Service

1127 The responsibilities of the Vicar for Deacons are as follows:

 to promote spiritual development for individual deacons and for the diaconate as a whole;  to encourage and coordinate the continuing formation of deacons;  to provide counseling to deacons and to assist in arranging professional help as needed.  to develop and utilize suitable tools for assessing deacons' personal and spiritual growth;  to limit access of deacons' personal file to the Diocesan Bishop and himself, thus safeguarding confidentiality;  to assist in the development, formation and guidance of support groups, when requested;

P-22 June 11, 2010  to encourage deacons in developing skills which respond to future ministry needs of the Diocese;  to recruit and register deacons for continuing formation programs and to arrange for annual Deacons’ and Wives Retreats.  to represent the Diocese at state and regional meetings of Vicar for Deacons, Post-Ordination Formation Directors and National Association of Deacon Directors;  to plan and arrange workshops for deacons, including the Deacons Summer Convocation;  to work with deacons and regarding Pastoral Agreements, their being up to date and active, as a means of achieving joint accountability and responsibility;  to work with deacons and pastors regarding transfer of deacons between parishes, always with the understanding that the deacon assignment is from the Diocesan Bishop.

Life and Ministry of Priests

Theological Perspective

1128 All members of the Church, by reason of their common baptism, share in the mission of Jesus Christ. Through their union with Christ, they are mediators between God and the human race, and ministers of redemption.

1129 However, “...the priestly ministry of the New Testament, which continues Christ’s function as mediator, and which in essence and not merely in degree is distinct from the common priesthood of all the faithful, alone perpetuates the essential work of the Apostles: by effectively proclaiming the Gospel, by gathering together and leading the community, by remitting sins, and especially by celebrating the , it makes Christ, the Head of the community, present in the exercise of his work of redeeming mankind and glorifying God perfectly.”15

1130 The priest, by virtue of his ordination, has a unique participation in the ministry of the bishop; to teach, rule and sanctify the People of God.16 When the priest is ordained he publicly accepts this mission, and devotes his whole person to that apostolate. He freely agrees to be a servant of the community in the spirit of Christ. To that end, he receives an ecclesial mandate with authority and responsibility. The priest is called to be a leader of the community, drawing the people together, deepening their faith-consciousness and bringing them to the Father.

15 Third Synod of Bishops. The Ministerial Priesthood. 4. 16 Canon 335. P-23 June 11, 2010 Sacramental Ministry of Priests

1131 The unique ministry of the priest is to preside at the Eucharistic Celebration, to reconcile and heal sinners, and to fill with hope and peace the hearts of the sick.

1132 The priest, among others, is a proclaimer of the Word of God. He guides and welcomes new members into the community, witnesses to the covenant of marriage and leads the community in prayer in the rites of .

Expressions of Priestly Ministry

1133 The Holy Spirit works through the Church to call forth from among the People of God men of diverse talents and varied backgrounds. Some are called to the Order of Presbyter as diocesan priests others as members of a . In this Diocese, the majority of priests serve as pastors or associates in parish settings. At the same time, other priests serve in more specialized ministries, e.g., as educators, administrators, ministers to youth, military or chaplains in hospitals or prisons.

1134 The priest is to foster works which promotes the spirit of the gospel, including issues involving social justice. He is to take special care for the Catholic education of children and of young adults, as well as be committed to the mission of evangelization.

1135 The priest is to make a special effort to seek out the poor, the afflicted, the lonely, those exiled from their own land, and similarly those weighed down with special difficulties. He is to labor diligently so that spouses and parents are supported in fulfilling their responsibilities, and he is to foster growth in the Christian life within the family.

1136 The priest has a special relationship with deacons through a sharing in Sacred Orders. He is called to encourage and support them in the full exercise of their Order.

1137 Ministry is broader than priesthood. There are other ministries among the people of the Local Church that exist by virtue of baptism and not as a participation in the ordained ministry. It is the responsibility of the priest to help call forth the diverse gifts of God’s people into a harmonious unity.

P-24 June 11, 2010 Priestly Spirituality

1138 A priest is called to be a person of prayer. In light of this call, priests are expected to observe the regular celebration of the Liturgy of the Hours, an annual retreat and other means of opening themselves to the Lord, who called all people to join him in prayer. Gatherings of priests for the purpose of spiritual and personal growth are encouraged, including support groups, the Chrism and Eucharistic Devotions.17

Priest Retreat (see Temporal Goods ADDENDUM "C")

1139 Priests of the Diocese of Toledo are expected to make an annual retreat. The Vicar for Priests, in consultation with other competent persons, is to provide a series of priest retreats within the Diocese and information about other retreat opportunities. Priests are free to take part in retreat opportunities other than those scheduled by the Diocese, but they are to inform the Vicar for Priests of their decision. Priests are encouraged to experience a variety of retreat opportunities over the years. The Diocese will determine the stipend for the annual retreat. This amount is considered separate from the continuing formation and convocation stipends.18

Spiritual Direction

1140 Recognizing the spiritual nature of the life of a priest, it is strongly encouraged that each priest seeks regular spiritual direction.

Priest Convocation

1141 The priests of the Diocese of Toledo gather for an extended time every other year in the Convocation of Priests. There is an expectation that all active priests in the Toledo Presbyterate will participate in this Convocation and the retired priests of the Diocese are invited to participate as guests of the local Church.

Priest Study Days

1142 The Diocese provides opportunities throughout the year to learn and to dialogue about current issues facing the priest in the Diocese of Toledo.

17 Canon 276. 18 Canon 276. P-25 June 11, 2010 Working Relations among Priests

1143 Working relationships among priests are to be characterized by a spirit of fraternity, shared responsibility, mutual cooperation, accountability and charity. These relationships can be sustained and strengthened by interparochial cooperation, such as penance services, deanery meetings, priests’ study days and convocations. The unity and charity that priests manifest is not simply a matter internal to the priesthood; rather it is to show forth to the wider ecclesial community the unity and charity that Christ willed for all his disciples.19

Fraternity among Priests

1144 Friendship is an essential part of human life. A priest as a human being needs a wide variety of friends, which includes both men and women. Because of the unique nature of the ordained priesthood a priest works to cultivate friendships among priests. Support groups, convocations, strengthen priestly fraternity, diocesan priests' retreats, the Chrism Mass and gatherings that follow ordinations, etc. Although it is normal to become closer to some specific priests, priests are to demonstrate a warm support for their fellow priests.

1145 Priests’ friendships guide and sustain them in the community of faith. “The charism of celibacy allows the individual to love deeply and warmly, yet without finding it necessary to move toward exclusivity....”20

1146 Since the death of a priest does not destroy the bond that is felt within the presbyterate of a diocese, all of the members of the Toledo Presbyterate offer three Masses for the intention of a deceased brother priest on the occasion of his death.

Pastoral Evaluation and Accountability

1147 A tool for effective priestly ministry is pastoral evaluation and accountability. These enable a conscientious person to identify strengths and weaknesses and to take the steps necessary to keep improving. For a priest, pastoral evaluation and account ability involves both aspects of his life: his ministerial effectiveness, and his personal and spiritual growth.

19 , Presbyterorum Ordinis 8. 20 Larkin, Ernest E. Spiritual Renewal of the American Priesthood. p. 37. P-26 June 11, 2010 Ministry Review Process

1148 As the center of unity for the Christian community under his leadership, the priest is responsible to his bishop, to his fellow priests and to the other members of the community. Input from these groups is to be considered in setting and evaluating realistic goals and standards in pastoral ministry, including: (a) effective preaching of the Word; (b) competence in liturgical celebration; (c) genuine social concern; (d) the ability to stimulate and motivate others to realize their talents; (e) the ability to lead the parochial community in collaboration with other churches and the wider community; (f) a facility in pastoral counseling; (g) conscientious stewardship of the goods of the faithful; and (h) implementation of the Pastoral Plan.

1149 The Priests’ Personnel Board makes available tools which can be used to evaluate a priest’s ministry in the light of such goals. These tools are designed to draw upon the input of the community which the priest serves in a representative manner in order to determine as objectively as possible how well he is meeting its needs. While a priest may make use of this kind of review as often as he considers it helpful, it is required that he do so in the beginning of the last year of a pastoral term. The Personnel Board is to take the results into consideration in determining whether to recommend to the Diocesan Bishop the next assignment for the priest.

Personal and Spiritual Growth Assessment

1150 The effectiveness of the priest’s ministry is directly related to his personal and spiritual growth. Accordingly he shall be asked from time to time to have this aspect of his life evaluated. This process is the responsibility of the vicar for Priests who may select other competent personnel to assist him and may makes use of such professional instruments as are helpful. These personal and spiritual growth assessments are considered completely confidential and access is restricted to the Diocesan Bishop, the Vicar for Priests, the priest involved and those who review the assessment with him. The results are to be kept in the priest’s personal file. The frequency of this assessment shall be determined by mutual agreement between the priest and the Vicar for Priests.

P-27 June 11, 2010 Priesthood Training Initiative (PTI) for Newly Ordained Priests

1151 Recognizing the special circumstances and challenges for the newly ordained, the Diocese strives to provide both personal and institutional support. The PTI, established for this purpose, encompasses the first two years of ministry. There are three components. The first is peer-based in which the newly ordained priests gather regularly in order to share experiences and support one another. The second component is formational in nature and allows the newly ordained priest to discuss such areas as pastoral skills, spirituality and theological reflection. The third component provides the option for a mentor priest, if desired by the newly ordained priest.

Clerical Dress

1152 “The National Conference of Catholic Bishops, in accord with the prescriptions of canon 284, [decreed] that without prejudice to the provisions of canon 288, clerics are to dress in conformity with their sacred calling.”21

1153 “In liturgical rites, clerics shall wear the vesture prescribed in the proper liturgical books. Outside liturgical functions, a black suit and Roman collar are the proper attire for priests. The use of the cassock for ceremonies and functions is at the discretion of the cleric.”22

1154 “In the case of religious clerics, the determinations of their proper institutes or societies are to be observed with regard to wearing the religious habit.”23

Compensation (see Temporal Goods, ADDENDUM “C”)

1155 All priests are to receive a just, living compensation which is in keeping with their call to discipleship. The compensative salary is revised by the Diocesan Bishop following a recommendation from the Diocesan Finance Council after hearing from the Priests’ Council. This salary is dependent upon a devised formula which is accommodated both to the Consumer Price Index as it affects priests and to gospel values. Present compensation is made up of the following items:

 Decent support, which includes rectory housing or rent allowance(in situations approved by the Bishop), household expense allowance, continuing education stipend, and retreat stipend.  Social Assistance, which includes medical insurance and dental insurance  Remuneration, which is money paid for ministry performed in a canonical assignment.

21 United States Conference of Catholic Bishops. Complementary Norm: Canon 284 – Clerical Dress. 1 Nov 1999. 22 Ibid. 23 Ibid. P-28 June 11, 2010

Automotive Insurance

1156 Each priest is responsible for his own car, including insurance. It is not acceptable to insure a priest’s vehicle through Protected Self Insurance (PSI) even if reimbursement of the premium is made to the funding source. Furthermore, the funding source is not responsible for car payments or lease payments for a priest’s car. Nor is it permissible to obtain a car loan from the funding source even if payments are made by the priest. Any personal vehicles of the priest are to be titled in his name.

Social Security

1157 Priests are self-employed by specific of Congress for Social Security tax purposes. Congress used the Self-Employment Contribution Act (SECA) for self-employed persons to pay into Social Security. Therefore, each priest is responsible for making payments toward his Social Security. Four (4) months prior to eligibility, priests are required to apply in writing for Social Security benefits. The priest should consult current federal and state law to determine at what age he is eligible for Social Security, Medicare, and Medicaid benefits.

Tax Status

1158 Year-end reporting to the federal government of compensation for priests is the responsibility of the parish/institution to which the priest is assigned. The procedures to be followed in reporting to the Internal Revenue Service are derived, in part, from the policy of the Diocese in this regard.

1159 The priests of the Diocese of Toledo are classified as self-employed only for FICA (Social Security) purposes. Therefore, self-employment taxes continue to be the responsibility of the priests. As of January 1, 1997 diocesan priests are considered to be employees for Federal Withholding Tax, State and Local taxes (city and school) and will be issued a W-2 at year end. As taxes are personal responsibilities, any payment of taxes for the priests must be deducted from the priest’s salary.

Annual Vacations

1160 Priests are entitled to four weeks of vacation, including three weekends. Eligibility for vacation time begins in the first year of ordination and is based on the fiscal year (July 1 through June 30). Any priest who feels the need for more vacation time may contact the Vicar for Priests or the Diocesan Bishop.

P-29 June 11, 2010

Days Off

1161 It is very important for the personal health and well being of the priest that he takes a day off during each non-vacation week of the year. If for pastoral reasons it is not feasible to take a day off during a given week (e.g., the week before Christmas, Easter, or festival), then it is recommended that the priest make up for the missed day off at his earliest convenience.

Wills or Trusts

1162 All priests are to prepare a Will or a Trust, a durable power of attorney and a funeral plan within 12 months following the ordination to priesthood. The General Counsel of the Diocese is available to assist in this matter. Regarding the making of a Will, it is recommended that:

 An attorney practicing law in the State of Ohio is consulted in drawing up the Will or Trust.  A copy of the Will or Trust, durable power of attorney and funeral plan, should be placed in the priest's file at the Diocesan Bishop’s office for safe-keeping and is to be properly sealed to preserve secrecy.  A fellow priest is named as executor or trustee and his name to be forwarded to the Chancellor.  Special consideration is given to charities within the Diocese, the training of seminarians and the clergy retirement fund.  The executor is provided with a memo detailing important information not contained in the Will, e.g., the location of personal papers, bank accounts, etc. Specific directions may be given regarding family heirlooms and artifacts by stating in the memo, “it is my wish that certain articles in my estate that have sentimental value to the family will be distributed to them. Specifically...."

Sick Leave

1163 Illness of whatever kind, including alcoholism and chemical dependency that results in permanent or partial disability is viewed with compassion and concern.

1164 The Diocesan Bishop will consider each case individually in consultation with the Vicar for Priests and, and if necessary, with competent medical personnel. An individual may voluntarily seek advice or assistance from the Vicar for Priests without fear of prejudice and with assurance of confidentiality whether for himself or for a confrere. As a general practice during hospitalization, salary and fringe benefits become the responsibility of the Diocese. However, for the first full

P-30 June 11, 2010 month after a leave is authorized, the responsibility for salary and fringe benefits rests with the source of the priest's income.

1165 Once he has recovered his health, sick leave by itself shall not affect a priest’s seniority, his eligibility for future appointments and continuing formation, or his preference of ministry.

Transition before Assignment

1166 A priest of the Diocese may find himself in a transitional period before an assignment. This may be due to any number of circumstances such as the early completion of educational work, the end of treatment, or return from a leave of absence. In these cases the Diocese will continue to provide room and board, salary and fringe benefits including hospitalization, retreat, continuing formation, vacation and retirement. Money earned in ministry (e.g., weekend help) during this period is to be turned over to the Diocese.

Excardination

1167 Excardination from the Diocese of Toledo requires the consent of both the Bishop of Toledo and the other Diocesan Bishop involved. The Diocese of Toledo follows closely the appropriate canons.24 A priest discerning this possibility is to consult with the Diocesan Bishop.

Leave of Absence

1168 For serious reasons, such as vocational discernment, a priest may request and receive from the Diocesan Bishop a leave of absence from the active ministry. The priest and the Diocesan Bishop mutually agree upon the details of the arrangement, such as length of time needed for spiritual direction. The Vicar for Priests may be asked to assist in making these arrangements. The Diocese provides transitional benefits. The Diocese maintains salary, living allowance and medical insurance for three (3) months or until the man is gainfully employed, whichever comes first.

Permanently Leaving the Active Ministry/Laicization

1169 The decision to leave permanently the active ministry is to be made only after prayerful discernment. Normally, a priest considering this possibility is asked by the Diocesan Bishop to take a leave of absence for the purpose of discernment if this has not already been done.25

24 Canons 265-272. 25 Canons 290-293. P-31 June 11, 2010

Faculties

Introduction

1170 The following faculties are granted to the priests of the Diocese of Toledo who are either incardinated in the Diocese of Toledo or have been appointed by the Bishop of Toledo to a ministerial assignment in the diocese. Other priests within the diocese may receive the faculties granted by the Diocesan Bishop, or a portion of them, only by specific grant from the Diocesan Bishop or his delegate. The faculties granted by the Diocesan Bishop may be restricted or withdrawn in specific instances, or in general, at the discretion of the Diocesan Bishop. All faculties are to exercised in accord with universal law and particular law.

1171 When a cleric (priest or deacon) from outside the Diocese comes into the Diocese for a mission, presentation, conference, wedding, Mass, etc., he must provide a letter of suitability (Certificate of Aptitude) (see Appendix I) from a diocesan official from his diocese of incardination or religious superior. This letter of suitability should be directed to the Chancery.

1172 It should be noted that some faculties are provided by the law itself, especially by virtue of office, e.g., the office of pastor. Other faculties are delegated by the Diocesan Bishop. Some faculties are granted to all priests in the Diocese, while others are granted specifically to pastors and/or parochial vicars (associate pastors). Certain faculties granted by the law itself are included below for the sake of clarity and understanding.

Preaching

1173 By grant of the law itself, all priests possess the faculty of preaching everywhere, with at least the presumed consent of the pastor of the church, unless this faculty has been restricted or removed by the competent ordinary or unless particular law requires express permission.26

Baptism

1174 By grant of the Diocesan Bishop: Permission is granted to all priests in the Diocese to baptize an adult (in this matter one who has completed at least the fourteenth year) without previously referring the matter to the bishop and to administer Confirmation immediately in accord with canon 883 2°.27

26 Canon 764. 27 Canon 863. P-32 June 11, 2010 Confirmation

1175 A priest has the faculty by the law itself to confirm in these situations:

 As regards those who are in danger of death, the pastor or any other priest has the faculty to confirm.28  As regards to the person in question, the priest who by virtue of office or mandate of the Diocesan Bishop baptizes one who is no longer an infant (age 7 or higher).29 Common example: RCIA Catechumen.  As regards to the person in question, the priest who by virtue of office or mandate of the Diocesan Bishop admits one already baptized into the full communion of the Catholic Church.30 Common example: RCIA Catechumen.  As regards to the person in question, the priest who readmits into full communion with the Catholic Church a person beyond infancy who was baptized Catholic but not confirmed and who later left the Catholic Church by a public act (by joining another Christian church or another , or by publicly renouncing the Catholic faith), whom the priest judges suitable for readmission to the Catholic Church.31 Common example: A person is baptized Catholic as an infant but is never confirmed. Later on, as an adult, the person leaves the Catholic Church and joins another religion. This person now desires to return to the Catholic Church and to be confirmed.  As regards to the person in question, the priest who readmits into full communion with the Catholic Church a person beyond infancy who was baptized Catholic and “who without fault had been instructed in a non- Catholic religion or adhered to a non-Catholic religion.”32 Common example: A person is baptized Catholic as an infant and never confirmed. While still a minor, the person’s parents decide that the entire family will leave the Catholic Church and become Lutherans. Later on, the person wants to return to the Catholic Church and be confirmed.

28 Canon 883 3º. 29 Canon 883 2º. 30 Ibid. 31 Ibid. Cf. Pontifical Commission for the Interpretation of the Decrees of Vatican Council II, reply, 25 Apr 1975. 32 Ibid. Cf. Pontifical Commission for the Interpretation of the Decrees of Vatican Council II, 21 Dec 1979. P-33 June 11, 2010 1176 A priest has the faculty by grant of the Diocesan Bishop to confirm in these situations:

 To confirm at the Easter Vigil, after suitable catechesis, any adult baptized Catholic who never left the Catholic Church and who has never been confirmed.33

1177 Priests do not have the faculty by law to confirm a baptized but never confirmed Catholic who simply has not been active in the practice of the faith and who did not become a member of another church and now desires to be confirmed and be actively involved in the Church’s life. By the bishop’s general delegation, priests have been given this faculty for use only at the Easter Vigil. For all other cases, the individual delegation (“a mandate”) of the Diocesan Bishop is needed.34

Eucharist

1178 By grant of the Diocesan Bishop

 Permission is granted to priests, for a just cause, to celebrate the Eucharist more than once on weekdays, and, if pastoral necessity requires it, more than twice on Sundays and Holy Days of Obligation.35  Permission is granted for a priest who is ill or elderly, if it is difficult for him to stand, to celebrate the Eucharist publicly while seated.36  The faculty is given to all priests in the diocese to dispense, in individual cases and for a just cause, from the one hour Eucharistic fast.37  The authority to permit the use of mustum and low-gluten hosts by the lay faithful.38 Such permission, once granted by a Pastor, stands for as long as the condition persists which occasioned the original request. Medical certification of a condition justifying the use of mustum or low-gluten hosts for Holy Communion is no longer required.

33 Canon 884 §1. 34 Ibid. 35 Canon 905 §2. 36 Canon 930 §1. 37 Canons 87 §1, 137 §1, 919 §1. 38 Ratzinger, Joseph. Letter 24 Jul 2003; Prot. No. 98/78-17498. Canon 137 §1. P-34 June 11, 2010 Penance

1179 By grant of the Diocesan Bishop:

 The habitual faculty to hear confessions is granted to all priests in the Diocese whenever this faculty is not given by the law itself (canon 969). The local ordinary can revoke this habitual faculty for individual priests for a grave cause.39 By virtue of canon 967, §2, priests who have the habitual faculty to hear confessions either by office or by grant of the ordinary of the place of incardination or domicile can exercise that faculty everywhere (world-wide) unless a particular local ordinary has revoked it for his territory.40  The faculty is granted to all priests in the diocese having the faculty of hearing confessions to remit in the internal forum the latae sententiae penalty of for abortion,41 apostasy, heresy, or schism,42 provided the penalty has not been declared.43 This faculty may be used for anyone in the diocese when hearing confessions, but when outside the diocese, the priest may use this faculty only for those who are residents of the Diocese of Toledo by domicile or quasi-domicile.

Marriage

1180 By grant of the law itself:

 Pastors, by virtue of their office and within the confines of their territory, have the faculty to assist at the marriages of not only their own subjects, but also those who are not their subjects, provided that one of them is of the Latin rite.44

1181 By grant of the Diocesan Bishop:

 The faculty is granted to parochial vicars (associate pastors) to assist at marriages within the boundaries of the parish to which they are assigned.45 In virtue of canon 137, §3, the delegated parochial vicar can sub-delegate this faculty in individual cases.

39 Canon 974. 40 Canon 974 §§2-3. 41 . 42 Canon 1364 §1. 43 Canons 1355 §2, 1357, 1358. 44 Canon 1109. 45 Canon 1111 §1. P-35 June 11, 2010  The faculty is granted to all priests to permit the marriage of two baptized persons, one of whom was baptized into the Catholic Church or received into it after baptism and who has not departed from the Catholic Church by a formal act, and the other of whom belongs to a church or ecclesial community not in full communion with the Catholic Church. This permission is not to be given unless the conditions mentioned in canon 1125 are fulfilled, namely: that “the Catholic party is to declare that he or she is prepared to remove dangers of defecting from the faith and is to make a sincere promise to do all in his or her power so that all offspring are baptized and brought up in the Catholic Church;”46 that “the other party is be informed at an appropriate time about the promises which the Catholic party is to make, in such a way that it is certain that he or she is truly aware of the promise and obligation of the Catholic party;”47 and that “both parties are to be instructed about the purposes and essential of marriage which neither of the contracting parties is to exclude.”48  The faculty is granted to all priests to permit without further recourse to the Diocesan Bishop the celebration of the Rite of Marriage within Mass for the marriage of a Catholic and a baptized person who is not a Catholic, except that communion is not given to the non-Catholic, since the general law does not allow it.49

Days of Obligation/Days of Penance

1182 By grant of the Diocesan Bishop the faculty is given to all priests, in individual cases and for a just case, to dispense persons from the obligation of observing a or Holy Day or days of penance, or to commute the obligation into other pious works. This faculty can be exercised on behalf of persons who belong to the Diocese or who are visiting within the diocese. This faculty is only for dispensing individuals. Dispensations for groups or an entire parish must be granted by a local ordinary (diocesan bishop, vicar general, or episcopal vicar).50

Private Vows, Promissory Oaths

1183 By grant of the Diocesan Bishop:

 The faculty is granted to priests to dispense from private vows made by a person belonging to the Diocese or a visitor within the territory of the Diocese, provided no injury is done to the acquired rights of others.51

46 Canon 1124 1º. 47 Canon 1125 2º. 48 Canon 1125 3º. 49 Rite of Marriage 8. 50 Canons 87, 1245, 1249-1253. 51 Canon 1196. P-36 June 11, 2010  The faculty is granted to all priests to commute to a lesser good that has been promised by a private vow made by a person belonging to the Diocese and also by a visitor within the territory of the Diocese.52  The faculty is granted to all priests to suspend, dispense, or commute a promissory oath. This faculty may not be exercised if the dispensation from the oath would tend to prejudice those who refuse to remit its obligation.53

Christian Burial

1184 By grant of the Diocesan Bishop:

 The faculty is granted to all pastors and parochial vicars assigned to a parish to allow ecclesiastical funeral rites for children whom the parents intended to baptize but who died before baptism.54  The faculty is granted to all pastors and parochial vicars to allow ecclesiastical funeral rites for baptized persons belonging to a non- Catholic church or other ecclesial community, provided that this is not clearly contrary to the wishes of the deceased and provided that their own minister is not available.55  Permission is granted to pastors and parochial vicars to celebrate, without recourse to the Diocesan Bishop, ecclesiastical funeral rites, including Mass, in the presence of the cremated remains of the body of a deceased person56 with due respect for canon 1184.57

Parish Chaplains

1185 By grant of the Diocesan Bishop, in addition to the faculties they already enjoy by law or by grant, priest who serve as parish chaplains are delegated the same faculties granted herein to parochial vicars for use in their assigned parishes.

Rector of the Cathedral

1186 The of Our Lady, Queen of the Most Holy Rosary Cathedral is canonically a pastor and enjoys all the faculties granted by law as well as those delegated herein to pastors.

52 Canon 1197. 53 Canon 1203. 54 Canon 1183 §2. 55 Canon 1183 §3. 56 Congregation for Divine Worship and Discipline of the . Prot. No. 1589/96/L. 57 Order of Christian Funerals 426. P-37 June 11, 2010 Vicars Forane (Deans)

1187 The Diocesan Bishop grants general delegation58 to all vicars forane (deans)59 in the Diocese for the following situations:

 In an emergency situation, the Dean has the faculty to grant a dispensation for the impediment of disparity of worship.60 The priest or deacon requesting the dispensation is to be instructed to send the paperwork to the Chancery immediately and inform the Chancery that such dispensation had been granted verbally. Dispensations from canonical form61 may NOT be granted by the dean.  In an emergency situation and in the absence of the pastor, the dean has the faculty to grant delegation for the celebration of a marriage in a parish church within his deanery.62  In an emergency situation, the dean may extend the faculties of the diocese to a visiting priest provided that the priest first presents to the dean a recently dated Certificate of Aptitude from his diocesan bishop or religious superior. This certificate must be forwarded to the Chancery within a week.

Continuing Formation for Priests (see Temporal Goods ADDENDUM "C")

Introduction

1188 “Ongoing formation helps the priest to be and act as a priest in the spirit and style of Jesus, the Good Shepherd.”63

1189 Encouragement and financial aid are to be provided to priests so that continuing formation is possible. This is provided by the priest’s source of income. The Priests’ Convocation by its nature is also part of continuing formation. In addition to the above stipend, the Diocesan Bishop will determine the amount of money to be contributed from the priest's source of income for the Convocation.

1190 Individual priests may apply for funding of graduate or pastoral studies from the continuing formation budget. These requests should:

 be made through the Vicar for Priests;

58 Canon 137 §1. 59 Canon 553-555. 60 Canon 1086 §1. 61 Canon 1108 §1. 62 Canon 1111 §1. 63 Pastores Dabo Vobis 73. P-38 June 11, 2010  be sensitive to the length of time away from duties, and co-workers’ schedules;  keep in mind previous opportunities for education.

1191 The priest who is approaching his first assignment as pastor will receive priority from the Vicar for Priests in opportunities for extended continuing formation experiences. This will include time away from the parish as well as financial assistance.

1192 Any priest who wishes to participate in a substantial continuing formation program which will take him away from his pastoral ministry for four weeks or longer, should refer this to the Vicar for Priests. The Vicar will present the request and his recommendation to the Diocesan Bishop. If approved, the priest will be so informed by the Diocesan Bishop.

1193 Any priest who wishes to enroll in a degree or certificate oriented program which takes him away from his pastoral assignment for more than one day a week, in addition to his free day, shall refer this to the Vicar for Priests. The Vicar will present the request and his recommendation to the Diocesan Bishop. If approved, the priest will be so informed by the Diocesan Bishop.

C.E.U. Accreditation

1194 Each priest of the Diocese in active ministry will be required to earn 3.0 continuing education units (CEU’s) per year. A CEU is defined as 10 hours spent in instruction or formation.

1195 The following are some examples of programs that would fulfill the continuing education requirements:

 All hours spent in formal academic studies while under the sponsorship of the Diocese. Every ten hours will be equal to one CEU.  Seminars and conferences sponsored by the Diocese or other accredited institution:  Normally 0.1 CEU will be granted for presentations offered at a deanery meeting.  Study/travel tours will be granted: o CEU for a personal study tour. o CEU for a study tour organized by an accredited institution.

1196 The Vicar for Priests will send each priest a report form annually. It is to be completed and returned to the Vicar, indicating how one has fulfilled the continuing formation requirement.

P-39 June 11, 2010

Sabbatical

Introduction

1197 A Sabbatical is an official, extended period away from current ministerial assignment and responsibility. A Sabbatical is granted for the purpose of ministerial, personal, spiritual, professional or theological renewal. While it is primarily a benefit to the individual priest, it is also a benefit to the people to whom he brings a renewed ministry in the parish and in the Diocese.

1198 The sabbatical is distinguished from a “vacation” for which the primary purpose is rest, relaxation and recreation; from a “sick leave” for the primary purpose of regaining one’s health; from “special studies” which are normally of greater length and often in preparation for a degree or special assignment; and from a “leave of absence” which is a period of time for personal discernment. The policy and procedures for sabbatical are provided in the following section:

Eligibility

1199 All active diocesan priests ordained five years or more will have the right to apply for a sabbatical on the basis of one month for every five years of service rendered. The sabbatical leave will be cumulative to a maximum of seven months.

1200 The sabbatical is considered a part of the priest’s continuing formation and growth. Each priest should pursue a sabbatical after ten years priestly service to the Diocese and every ten years thereafter.

1201 The priest applying for a sabbatical is expected to submit a written plan to the Vicar for Priests that relates to his continuing development and growth as a priest and as a professional person.

1202 In promoting and approving sabbatical applications, priority will be given to priests with seniority and/or ministerial development needs. This shall be done in consultation with the Vicar for Priests and those applicants involved.

1203 Those who have received sabbaticals will be eligible for another, five years from the completion of their prior sabbatical, on the basis of one month for every five years from said sabbatical as stated above.

The Timing of the Sabbatical

1204 The Diocese encourages the priest to time his sabbatical so that it occurs sometime during the middle of his term of office. In this way the people he serves will be able to benefit from the renewed ministry he brings them.

P-40 June 11, 2010

1205 The next most preferable way of timing a sabbatical is so that it occurs during the last several months of a term of office. This benefits the priest and Personnel Board in making new assignments.

1206 When neither of the two above approaches can be followed, the priest may receive his new assignment and then begin his sabbatical. Only when the sabbatical is completed will the priest officially begin his assignment.

1207 If a sabbatical occurs after the completion of a term of office, but before a new assignment can be given, the priest may return without knowing where he will be assigned. This may lead to confusion and/or disappointment in regards to his next pastoral assignment.

Process of Application and Approval

1208 The initial application for a sabbatical is made to the Director of Continuing Formation for Priests no later than one year proceeding the time at which the priest desires to take a sabbatical.

1209 The Vicar for Priests will assist the priest applicant in choosing a program suitable to his personal and ministerial needs.

1210 The Vicar will submit the plan to the Diocesan Bishop for his final approval.

1211 After final approval by the Diocesan Bishop, the plan is made known by the priest to the Parish Council/Pastoral Council, pastoral co-workers and the Priests' Personnel Board. It is made known to these groups in order that the priest may be able to discuss with them the pastoral and ministerial implications of his sabbatical. A copy of the proposed plan should remain with the Vicar for Priests.

1212 The priest then finalizes his plans and he makes arrangements for someone to cover his pastoral responsibilities.

Remuneration

1213 A priest on approved sabbatical will continue to receive his regular salary and benefits from his assignment: the parish or assignment will be remunerated from the Priests’ Education Fund. The Vicar for Priests will assume responsibility for costs of the sabbatical, excluding transportation, subject to the approval of the Diocesan Bishop.

1214 The parish or institution will provide a stipend for the priest(s) who is(are) supplying ministry during the sabbatical.

P-41 June 11, 2010 Following the Sabbatical

1215 The Vicar for Priests will consult the priest upon his return regarding the merits of the program in which he took part.

Terms of Office for Priests

1216 Pastors will be appointed for a term of six years. While the diocesan norm is a two-term limit, a pastor may apply for a third term and it could be granted at the discretion of the Diocesan Bishop.

1217 It is understood that pastors, and all other priests, will be free to apply for a new assignment before the end of their given term. However, in view of a legitimate need for stability within a given parish or institution, a priest generally ought not to consider applying for another position until he has completed his first term. It is also recognized that the needs of the Diocese may require a priest to be asked by the Priests’ Personnel Board or the Diocesan Bishop to consider seriously a different assignment before the end of his given term.

1218 The terms of parish chaplains and presbyteral moderator will be six years. The Diocesan Bishop in light of pastoral need and special circumstances may grant an additional term of six years. These terms of office may need to be adjusted to coincide with other appointments a priest may already have or to which he will be assigned.

1219 The term of priests in executive level non-parochial assignments will be six years. The Diocesan Bishop in light of pastoral need, the special training of the priest and special circumstances, may grant additional terms of six years. Examples of priests in executive level positions include principals of high schools and directors of departments. Those priests who serve in Chancery positions serve at the pleasure of the Diocesan Bishop without term.

1220 The term of associate pastors will be three years. The Diocesan Bishop in view of pastoral need and special circumstances may grant an additional term of three years. (Note: Associate pastors serving as high school principals will be given six-year terms.)

1221 Under normal circumstances, an associate pastor’s term is directly related to his preparation for assuming the position of pastor. To provide a variety of leadership models and ministerial opportunities, the first term of an associate will not normally be renewed. A change of a pastor within a parish, or the associate pastor’s specialized training, however, may provide the pastoral circumstance and/or ministerial opportunity to warrant the renewal of this first-term assignment.

P-42 June 11, 2010 1222 The term of non-executive level non-parochial assignments will be three years. Two additional terms of three years may be granted by the Diocesan Bishop in view of the special training of the priest, and the need for stability within a given institution, and other special circumstances. Examples of these non-executive level positions would include teachers or chaplains in high schools, or chaplains in hospitals.

1223 The priesthood includes those not called to be pastor. This policy allows a priest and the Diocesan Bishop, via the Priests' Personnel Board, in mutual discernment, to free that priest for fuller ministry in the same assignment for subsequent terms or in different assignments other than pastor.

1224 It is recognized that there may be exceptions to these terms of appointment, necessitating a shorter or longer period of service in special circumstances. In these cases, the priest involved will be contacted by the Diocesan Bishop or his representative.

1225 If at the end of a term the amount of time remaining before a priest is eligible to retire is less than a single term in a new assignment, he will ordinarily be able to remain in his current assignment.

1226 This no longer applies if a pastor has already served 18 years. In cases where a third term is granted, 18 years will be the maximum amount of time that a priest is to serve as pastor of a parish.

1227 The Code of Canon Law states that a pastor shall be asked to submit his resignation to the Diocesan Bishop on his seventy-fifth birthday. In the Diocese of Toledo, a priest may request retirement on his seventieth birthday or after 40 years of service for the Diocese, or earlier for good reasons. In all cases, the Diocesan Bishop may accept or defer such a request.64

Categories of Assignments

1228 To serve the needs of all the people of God and to allow all priests to exercise their talents, a diversity of assignments is recognized in the Diocese of Toledo. This diversity shall include the following:

a. Pastor - in the traditional sense where one man ministers to one or more established parishes.65

64 Canon 538 §3. 65 Canon 519-534. P-43 June 11, 2010 b. Pastor and Associate (Parochial Vicar) - In the traditional sense, working together with a pastor and perhaps other associates in a given parish or parishes. It is recognized that a priest, before retirement, might resign from his administrative responsibility as pastor and serve in another parish as associate pastor.66 c. Co-Pastor - Two or more priests sharing the authority and ministry in a given parish.67 d. Presbyteral Moderator - a priest appointed by the Diocesan Bishop who sees to the canonical responsibilities of a parish which has a pastoral leader.68 e. Parish Chaplain - A priest who is appointed by the Diocesan Bishop to provide for sacramental and spiritual needs of a parish and works in conjunction with a pastoral leader.69 f. Chaplain - A priest who provides priestly services under the administration of another; for example, a hospital chaplain works under the hospital administrator, a high school chaplain works under the direction of the principal.70 g. Specialized Ministry within the Diocese - the assignment to specialized work includes such ministries as teaching and school administration, campus ministry and work within a Diocesan office. h. Specialized Ministry outside the Diocese - Assignments in this category serve to meet the needs of the Universal Church. Examples of these ministries include state and national offices, e.g., USCCB, missionary work such as the Mission of Accompaniment, seminary positions or military chaplaincy.71 i. New Ministries - There remains the possibility that the Lord may be calling an individual to a ministry not yet served by a diocesan priest. The individual priest and the Diocesan Bishop in consultation with the Priests’ Personnel Board will enter into discernment for these cases. j. Retired Priest as Pastoral Minister - The responsibility of the retired priest as pastoral minister is understood to be a part-time ministry agreed to by the pastor.

66 Canon 545-552. 67 Canons 517, 542-543. 68 Canon 517. 69 Canon 566. 70 Canons 564-572. 71 Canon 569. P-44 June 11, 2010 Pastoral Transfer

1229 To further healthy living and working environments among priests and to allow each priest to use his talents in the most effective way, priests of the Diocese may apply for their own assignments. This freedom is to be balanced with the needs of the People of God in the Diocese and the demands made upon the Diocesan Bishop. In short, when an opening is announced, a priest is encouraged to take the initiative in seeking that assignment if in his judgment he can best serve the People of God there.

1230 Application for an assignment is to be made in the form of a written request listing one's abilities, record of achievement and services, etc. A priest may do so at any time either to a member of the Priests' Personnel Board or the Diocesan Bishop. Two or more priests may also apply together for an assignment, e.g., the position of pastor and associate together in a parish or a shared team ministry.

1231 Any priest of the Diocese considering a new assignment has the right to confer directly with the Diocesan Bishop, or with a specific member of the Priests' Personnel Board, if so desired. The initiative will rest with each priest.

1232 During the year before a priest’s term is completed, the priest is to receive from the Priests' Personnel Board a Ministry Review Process. He will use it in his discernment process and the Priests' Personnel Board will also use it in their deliberations regarding the advisability of a move or reappointment to the same assignment.

1233 The selection of a priest for an assignment will be determined by evaluating all of the pertinent factors available (e.g., Ministry Review Process, special training, length of service) in conjunction with the parish profile or job description. In assignments where two or more priests will be expected to work together in the service of the people, the Diocesan Bishop, after consulting the priests involved, will determine whether or not they are able and willing to work together.

1234 It is also recognized that the Diocesan Bishop might at times have to act on his own because of a matter of strict confidence or other special circumstances.

1235 Appointments will be made and announced throughout the year, but the usual starting date will be July 1. Circumstances may demand that the appointment begin on a different date. Continued effective leadership is, of course, to be exercised until the new assignment begins.

P-45 June 11, 2010 1236 Each parish is to submit a parish profile to the Priests' Personnel Board at regular intervals. These intervals may not exceed six (6) years. The profile will provide basic information regarding the parish and its ministerial needs. The profile, to be completed with appropriate involvement of parishioners, is to specifically address the question of what kind of pastoral leadership is considered to be needed at that point in the parish’s life.

1237 This process does not envision direct interviews between parish staffs and/or parish/pastoral councils and potential candidates. Rather, it is meant to provide the best data available for the Diocesan Bishop and Priests’ Personnel Board to make a wise decision.

1238 An annual questionnaire, polling priests as to their preference for future ministry, will be sent by the Priests’ Personnel Board to enable the Board to deal more effectively with priestly assignments.

1239 Priests will be invited to apply for positions where a pastoral change is in process. Upon being informed by the Chairman of the Priests’ Personnel Board that an opening for ministry in the Diocese exists, those who are potentially interested in the assignment are to request of the Chairman the profile for the parish involved.

1240 If, after studying the profile, an applicant concludes that he would indeed serve well in that capacity, he should make application for it in writing to the Chairman of the Priests' Personnel Board, stating how he will be able to meet the needs the parish has surfaced in its profile and how the assignment will fit his own needs at this point in his ministry.

1241 The Priests’ Personnel Board will remain in contact with all parties involved throughout the appointment process to keep them informed.

1242 All things being equal between the applicants for a position, careful consideration will be given by the Priests’ Personnel Board to insure respect for continuing staff members (salaried and volunteer) and for continuing staff development.

1243 All else being equal, seniority in terms of years of priestly ministry will be given consideration by the Priests' Personnel Board.

1244 Since only one person can be appointed to a particular position, it should be apparent that not all requests can be fulfilled. If a requested assignment is not received it should not be taken as a reflection on the individual’s abilities: circumstances may demand different ministerial skills. Whenever possible, the Priests’ Personnel Board will give an explanation.

P-46 June 11, 2010 1245 The Priests’ Personnel Board shall give special consideration to the newly ordained so that they receive assignments which will afford positive and formative experiences in ministry. In doing so, it will work closely with the Director of Vocations.

1246 To minimize anxieties and concerns, all discussions held concerning a priest’s (re-)assignment are to be treated with professional confidentiality by both Priests’ Personnel Board and the priest himself. This confidentiality may be lifted only by mutual agreement.

1247 No priest who has committed an act of sexual abuse of a minor may be transferred for ministerial assignment to another diocese. Before a priest can be transferred for residence to another diocese the Diocesan Bishop shall forward in a confidential manner to the local bishop of the proposed place of residence any and all information concerning any act of sexual abuse of a minor and any other information indicating that he has been or may be a danger to minors. This shall apply even if the priest will reside in the local community of an institute of consecrated life or society of apostolic life.

Health of Priests

Introduction

1248 The Diocese of Toledo, in accordance with the highest professional authorities, hereby officially recognizes substance abuse, alcoholism, and other dependencies, as human disease conditions which demand our enlightened concern.

1249 Substance abuse/dependency, which can and does occur among us, generally manifests itself in a threefold impairment of body, mind and spirit, which, unless arrested, can lead to irreparable damage. Priests experiencing substance abuse/dependency need and deserve proper understanding and professional help. Extensive experience indicates that persons afflicted with this disease are usually blind to the developing symptoms in themselves and are rarely capable of effective self-help. Hence, we consider it our obligation in justice and charity to establish procedures to facilitate proper treatment and recovery for our confreres.

1250 Our primary objective and concern is to relieve pain and suffering, restore health and dignity, and return the person to productive and rewarding involvement in the work of the Diocese of Toledo.

P-47 June 11, 2010 Identification

1251 Since denial is the first presenting symptom, persons who abuse alcohol or other substances are seldom able to seek help themselves and volunteer for treatment. In the vast majority of cases, constructive intervention has been necessary to open the possibility of proper treatment and recovery. All too often friends, associates and superiors have been unable to intervene effectively until it is too late to reverse the accumulating damage. Like any other disease, alcoholism can be more effectively treated the earlier it is recognized. Therefore, in fraternal charity, it is incumbent on all to be able to recognize alcoholism/dependency in its early stages and be prepared to initiate effective intervention.

1252 There is no validity in the saying, “You can’t help an alcoholic until he is ready to be helped." Generally speaking, an alcoholic has to be helped in spite of himself. Alcoholism is a disease that impairs the human person, his family and parish. In charity, it is the obligation of all to assist those suffering from this impairment, as soon as recognized, by communicating suspected or known alcoholic abuse/dependency to the appropriate diocesan personnel (e.g., Vicar for Priests, Diocesan Bishop or Dean).

1253 Co-dependency or chemical dependencies from prescription, over-the- counter drugs or other sources can be debilitating and destructive to the person and the parish, and may be illegal as well. Recognition of symptomatic behaviors and legal liabilities and ramifications call forth the fullest concern from all involved. Hence, one must notify the appropriate personnel (e.g., Vicar for Priests, Diocesan Bishop or Dean) of known chemical abuse or other behavioral manifestations of dependency/co-dependency.

Treatment

1254 Proper treatment of such dependency will vary from case to case. Prescription will depend on such factors as duration of onset, degree of impairment, physical and psychological complications, social and vocational complications, insight and motivation.

Leave of Absence

1255 Should time away from a work assignment be needed to facilitate treatment and recovery, appropriate arrangements will be made. Should it be justified and necessary for the priest to be placed officially on “sick leave,” his expenses and personal needs will be subsidized by the Diocese, as is the policy for any sick leave

P-48 June 11, 2010 Assignment

1256 It is the policy of the Diocese that no punitive action be undertaken when a priest seeks and undergoes treatment for alcoholism or dependencies. Rarely can effective recovery be achieved without interruption of one’s assignment or daily duties to some degree.

1257 When a priest on sick leave has satisfactorily completed initial treatment, he should ordinarily return to his latest assignment. When appropriate, however, the priest himself may request, or be requested by the Diocesan Bishop, to accept an alternative assignment of equal stature.

1258 After a priest has satisfactorily completed initial treatment, he will be given the same consideration as any other priest in the Diocese in the matter of placement, further studies and the choice of apostolates.

1259 While the Diocese guarantees no punitive action in the case of priests involved in treatment programs for dependencies, it does not assume responsibility for criminal or civil litigation undertaken against a recovering abuser for damages inflicted while impaired by the dependency. For successful recovery one must face the consequences of his own actions, even those prior to recognition and treatment.

Confidentiality

1260 All parties concerned will treat all matters with strict professional confidentiality. This confidentiality can only be lifted by mutual agreement.

1261 Salary and benefits for diocesan priests, who for whatever reason, cannot be assigned for an indefinite or extended period of time (i.e., beyond 6 months) will be considered on a case by case basis. The Diocesan Bishop and Vicar for Priests will consult concerning the specifics of each case.

Residence Policy for Priests (see Temporal Goods ADDENDUM "C")

Introduction

1262 This Policy is offered within the context of the present Code of Canon Law.

1263 Canon 533, §1: “The pastor is obliged to reside in the parish house close to the church; in particular cases, however, the local Ordinary can permit him to live elsewhere, especially in a house shared by several priests, provided there is a just cause and suitable and due provision is made for the performance of parochial functions.”

P-49 June 11, 2010 1264 Canon 550, §1: “The Parochial Vicar is obliged to reside within the parish, or, if he has been appointed to different parishes concurrently, he is obliged to live in one of them; however, the local Ordinary can permit him to reside elsewhere, especially in a house shared by several priests provided there is a just cause and such an arrangement does not hinder the discharge of his pastoral duties.”

Traditional Residence

1265 Priests serving a particular parish or non-parochial ministry, for the spiritual good of their people and/or their own well being, may continue to live together under one roof in traditional rectory living. In this situation the parish is responsible for the financial costs associated with the rectory. If the priest has a pet all the costs related to the pet are to be his personal responsibility. He is also to restore, repair or renovate the rectory on his departure for any damage done by the pet.

Rational for Alternate Policy

1266 In our culture people tend to separate their residence from their place of work; studies show that this enhances their effectiveness and promotes their spiritual, psychological, and physical health.

Alternate Residence

1267 Priests serving in different parishes or ministries, to enhance their effectiveness as ministers may choose to live together.

1268 Priests serving in any parish or ministry, for spiritual, physical or psychological reasons, are encouraged to live alone.

Implementation of Policy

1269 Priests desiring to choose alternate residence must satisfy the following four conditions:

1. Availability - Since the Catholic community has long expected and prized the availability of its parish priest, the priest is responsible for making certain that his people are well served, regardless of the location of the priest’s residence. 2. Professionalism - Choosing the alternate living arrangement should not militate against good professional communication among the priest’s co- workers. A dispensation from the Church law-requiring residency within the parish may need to be granted.72

72 Canons 533, 550. P-50 June 11, 2010 3. Authorization - When the above conditions are satisfied, the priest will contact the Vicar for Priests. The Vicar for Priests will work toward an arrangement that is agreeable to all parties involved, namely the Pastoral Council, Finance Council, Pastor and Diocesan Bishop. The Vicar will then approach the Diocesan Bishop for final approval. A dispensation from the Church law-requiring residency within the parish may need to be granted.73

Guidelines

1270 The following guidelines pertain to those priests who choose an alternate residence:

 The alternate living situation must promote the ministry of the priest(s) involved.  The living arrangement must provide an atmosphere that makes possible the enhancement of the spiritual growth of the priest(s).  The pastoral assignment always takes precedence over the alternative living situation. Thus, a change of the pastoral assignment could be reason for a change from the alternate residence.  Priests who choose alternate residence should be aware of the inconvenience, but the necessity, of returning to the place of work when emergency requests for counseling or help arise.  The alternate residence will be evaluated as part of the periodic review.  In planning future parish construction, the above policy and guidelines should be taken into consideration.

Incardination

Procedure Leading to the Incardination of Priests into the Diocese of Toledo

1271 A priest seeking incardination into the Diocese makes his wish known to the Diocesan Bishop. The Diocesan Bishop or his delegate interviews him to decide whether he would be a suitable candidate. This interview would cover in a general way the priest’s curriculum vitae and his reasons for wanting to excardinate from his present diocese and incardinate into Toledo, and would make a preliminary judgment regarding his fluency in English and his ability to minister to the people of the Diocese in the manner required.

73 Ibid. P-51 June 11, 2010 1272 If the Diocesan Bishop decides that the applicant shows promise, he informs him of the requirements for incardination as set forth in this document. He directs him to arrange a meeting with the Episcopal Vicar.

1273 As a pre-condition, the priest must present to the Episcopal Vicar for his study prior to their meeting the following documentation:

 A letter from his proper superior i. giving permission for him to apply for incardination into the Diocese of Toledo and expressing his willingness to excardinate him from his own Diocese/religious order when the time comes, ii. giving permission for him to work in the Diocese of Toledo for a probationary period up to four years, iii. assuring the Diocesan Bishop that the priest's studies have been adequate and that his moral life, personal integrity and his conduct in the pastoral ministry in his diocese/congregation have been beyond reproach.74

 For religious, letter(s) also from the Diocesan Bishop(s) in whose diocese(s) he has been most recently working; for diocesan priests, such letter(s) are required if the diocese(s) in which the applicant has been working is(are) different from the Diocese of his incardination. [Here too the Diocesan Bishop may choose to make a direct inquiry on his own regarding the quality of the priest’s ministry in his diocese(s) of residence.]  A full curriculum vitae giving the essential facts of the priest’s biography and training, and a summary of his ministry, including all assignments and the years each covered, and the names and addresses of those who could serve as references for the quality of his ministry in each, together with a signed release authorizing the Diocesan Bishop or his delegates to contact and speak with these and/or other knowledgeable persons concerning his life and work.  A comprehensive biography in the applicant’s own words, which, would include not only his account of his past experiences but also his expectations for the future and his reasons for wanting to excardinate from his present diocese/religious order and incardinate into Toledo.  The results of a recent physical and permission to discuss any relevant findings with the physician.  that the priest has already served or is able to commit himself to serving a total of 20 years in the Diocese of Toledo.

74 Canon 269 §2 provides that such testimonials may also be sought by the Diocesan Bishop directly, and if necessary in secret, from the cleric’s superior. P-52 June 11, 2010  For priests coming from other countries, evidence must also be presented that all his immigration papers are completely in order, his immigration status is secure, and that he will be able to accept employment as a priest by the Diocese.  The actual interview with the Episcopal Vicar will seek to establish that another prerequisite for incardination has been met, for example, fluency in the use of the English language.

1274 If the Episcopal Vicar and his advisor in studying this material and in discussing it personally with the applicant determines that he appears to be a good candidate for incardination, they may ask him to undertake a battery of psychological examinations, analogous to those required of seminarians applying for affiliation with the Diocese, and to sign a release allowing the Episcopal Vicar to discuss any relevant findings with the Director. Under ordinary circumstances the cost for this testing must be borne by the applicant.

1275 If the results of all these various inquiries remains positive, the Episcopal Vicar will recommend to the Diocesan Bishop that the applicant be admitted to candidacy for incardination into the Diocese of Toledo on a trial basis. If the Diocesan Bishop accepts their recommendation, he will inform the applicant in writing that he does so, and the candidate enters a probationary assignment period of up to three years.

1276 At this point if the priest is a religious he must formally petition his superior for an of on a trial basis. Because the three-year period exceeds what canon 686, §1 permits the supreme moderator of a to grant, this rescript must be granted by the Congregation for Institutes of Consecrated Life and Apostolic Societies; it will give permission for the priest to begin a process that may lead to incardination. The priest sends to his Superior the letter from the Diocesan Bishop of Toledo just mentioned, indicating the latter’s willingness to accept him as a candidate for incardination on this trial basis, and the superior in turn makes the petition for the rescript from Rome.

1277 If the applicant is a diocesan priest, since his Diocesan Bishop's permission has already been secured in step iii. from 1273 above, simply as a courtesy the Bishop of Toledo will inform him at the same time as he writes to the candidate himself that he has accepted the positive recommendation of the Episcopal and is willing to accept the priest on a trial basis as a candidate for possible incardination.

P-53 June 11, 2010 1278 Upon receiving the recommendation of the Episcopal Vicar, the Personnel Board recommends a pastoral assignment for the candidate for a period of four years. The termination date of this assignment will be clearly stated in the letter of appointment, but can be terminated by the Diocese at any time prior to that date by notification in writing to the candidate and his Superior. During this period the Vicar for Priests will remain in frequent contact with the candidate and his pastor.

1279 At the conclusion of the three years, ministerial experience a formal evaluation of the priest’s ministry will be conducted by the Priest Personnel Board, and will include interviews with the pastor and pastoral staff and other appropriate individuals regarding the quality of his ministry among them. The Priest Personnel Board will review all its information and make one of two recommendations to the Diocesan Bishop

1. that he accept the priest for incardination into the Diocese of Toledo, or 2. that the priest’s candidacy be terminated and he not be incardinated.

1280 If the Diocesan Bishop accepts the recommendation to terminate the candidacy of the applicant, he will so inform him and his Superior. If he accepts a recommendation to incardinate the priest, he will ask the Episcopal Vicar to inform the priest of his willingness to do so and that in order for it to take place he is at this point to declare in writing to the Diocesan Bishop that he wishes to be dedicated to the service of the Diocese of Toledo in accord with the norm of law.75 Upon receiving this letter the Diocesan Bishop will write to the priest’s excardinating Diocesan Bishop/Superior, indicating his willingness to accept the priest for incardination into the Diocese of Toledo.

1281 The priest must then obtain the actual letter of excardination signed by his diocesan bishop/religious superior; upon verifying that it has been granted, the Diocesan Bishop of Toledo will draw up a letter of incardination into the Diocese of Toledo, signed by him personally; both the letter of excardination and that of incardination are to be addressed to the priest in question and each is to mention both (or diocese and religious order) involved.76

1282 Once the priest is incardinated, he may continue in his present assignment or be reassigned to a new, non-probationary assignment. Upon incardination into the diocese, his status as regards recompense, retirement benefits, assignment procedures, seniority, eligibility for sabbaticals, etc. is the same as that of all other priests of the diocese, computed on the basis of his years of priestly ministry without regard to where they were served.

75 Canon 269 §3. 76 Canon 267. P-54 June 11, 2010 Protecting Youth and Those Who Serve Them / Code of Pastoral Conduct

1283 Priests are required to go through the necessary background checks and fingerprinting. The Diocese will access both a Bureau of Criminal Investigation and an Federal Bureau of Investigation report and will keep these in the priest’s personnel file in the Chancery. The priests are also required to participate in the Diocesan Protecting Youth and Those Who Serve Them workshop. Certification for this workshop will be kept in the priest’s personnel file in the Chancery and must be renewed every five years.

1284 Priests are to follow the policies outlined in “To Protect and Heal: Policy on the Sexual Abuse of Minors” and the Diocesan Code of Pastoral Conduct (See Appendix K & L). The responsibility for adherence to these policies rests with the individual.

Formation for the Permanent Diaconate

1285 The Deacon Formation for the Diocese of Toledo is rooted in the National Directory for the Formation Ministry and Life of Permanent Deacons in the United States of America which was promulgated by the United States Conference of Catholic Bishops in 2005

1286 There are three separate but integral paths that constitute a unified diocesan formation program for deacons: aspirant, candidate and post-ordination. They nevertheless become one sole organic journey in diaconal formation. In each path the four dimensions or specific areas of formation: human, spiritual, intellectual and pastoral, are always necessary.

1287 The formation process for deacons in the Diocese of Toledo is divided into four categories.

1288 Prior to inquiring about the diaconate in the Diocese of Toledo there are certain prerequisites that need to be met. These prerequisites are discussed with the person applying and the Director of Deacon Formation for the Diocese.

1289 The four phases of preparation in the diocese are:

1. Inquiry: A time of seeking out information through various meetings throughout the diocese on the of the diaconate and the process of formation. At the end of this inquiry stage the interested individual then begins a formal interview and application process. 2. Aspirancy: A year-long phase of the program. It is truly a time of discernment. Various presentations and readings will be required of the individual during this time as they discern whether or not they are being called to the Order of Deacon.

P-55 June 11, 2010 3. Candidacy: This particular phase lasts for three years and it includes the four pillars of formation human, spiritual, intellectual and pastoral, woven into the various competencies that are set forth by the National Directory. 4. Post-Ordination: The Vicar for Deacons works with those recently ordained to design a plan for on-going formation, especially in the first three years following ordination as a deacon.

Who is a Deacon?

1290 The Deacon is a cleric who is ordained to diakonia, namely, a service to God’s People in communion with the bishop and his body of priests.”77 He is a man who is ordained for the diocesan Church to inspire, promote and help coordinate the diakonia, the service that the whole Church must undertake in imitation of its model, Christ. He has a special responsibility to identify to the Church those who are in need, particularly those who are without power or voice and are at the margins of society.

1291 The Deacon exercises the ministry of the Church in three specific ways:

1. In the ministry of Charity/Justice, he is called to witness, assist and guide those with immediate needs and to empower the needy to address the structural and institutional causes of need. 2. In the ministry of the Word, he proclaims the Good News in word and in deed. He may preach the homily, teach the faith, counsel and offer spiritual direction if properly trained, witness in the marketplace, witness in marriage and family, calling the faithful to imitation of Christ in service to the world by word and example.78 3. In the ministry of Liturgy, he assists at the of Church’s public worship and is public witness of service to the People of God. In the Eucharistic Assembly, he serves as symbol of the Church’s service to the community and voices the needs of the people in prayer. Liturgy is also the means for the deacon’s drawing strength and inspiration from sacramental grace for returning to the community as a diaconal witness.79

77 USCCB. National Directory for the Formation, Ministry and Life of Permanent Deacon in the United States (hereafter NDFMLPD), Washington D.C. United States Catholic Conference, 2005. no.29 78 NDFMLPD 31. 79 NDFMLPD 34. P-56 June 11, 2010 1292 “In his formal liturgical roles, the deacon brings the poor to the Church and the Church to the poor. Likewise, he articulates the Church’s concern for justice by being a driving force in addressing the injustices among God’s people. He thus symbolizes in his roles the grounding of the Church’s life in the Eucharist and the mission of the Church in her loving service of the needy . . . The deacon’s service begins at the altar and returns there.” 80

Assignment

1293 It is the Diocesan Bishop who assigns a deacon by a of Appointment. In making the assignment, the following items are of particular importance:81

1294 The principal criteria for an assignment are the pastoral needs of the diocese, with a special focus on issues of charity and justice, and reflect the personal qualifications and abilities of the deacon.

1295 The assignment must take into account the deacon’s family, his occupational responsibilities, and his place of residence.

1296 It is very important that the particular ministry assigned to the deacon be very clearly spelled out, preferably in the Pastoral Agreement. It should always contain a clear delineation of responsibilities with clear expectations of the Diocese, of the particular community in and for which the deacon serves, and of the deacon himself.

Pastoral Agreement

1297 It is important that every deacon have a viable and current Pastoral Agreement. The Pastoral Agreement is considered “current” for a period of six years from the date of assignment but may be evaluated periodically as needed with changing circumstances of ministry.

1298 The Pastoral Agreement will clearly delineate the expectations of the Diocese, the parish and/or the ministry and the pastor/pastoral leader. The Pastoral Agreement “ought to provide ample opportunities for an integrated exercise of the threefold diaconal ministry of word, liturgy and charity.”82 It should specify an investment of at least ten hours per month in the ministry charity, It will specify the expectations for fulfillment of continuing formation and retreat obligations. Further, it will clearly indicate the lines for supervision and accountability. Deacons are expected to meet at least annually in supervisory sessions with their pastoral supervisor. An annual supervisory report, initiated through the Vicar for Deacons, is sent to the deacon and a copy is returned to the Vicar for Deacons.

80 NDFMLPD 37. 81 NDFMLPD 93. 82 NDFMLPD Norms 4. P-57 June 11, 2010

1299 When a new pastor/pastoral leader, agency director, or administrator is named to a place where a deacon is already assigned, a new proposal for a Pastoral Agreement should be initiated. Deacons and new pastors DO NOT make the new assignment of a deacon. They do meet to propose a mutually acceptable recommendation, which is forwarded to the Vicar for Deacons with a recommendation given to the Diocesan Bishop. ONLY THE DIOCESAN BISHOP ASSIGNS A DEACON TO A SPECIFIC MINISTRY AND TO A SPECIFIC PLACE. This process provides for the protection of rights of deacons and priests, as prescribed by the Code of Canon Law. The Diocesan Bishop reserves the right, through the Vicar for Deacons, not to accept a proposal.

1300 Copies of the Pastoral Agreement and the Annual Performance Review Report are available from the Vicar for Deacons.

1301 Proposed changes in an assignment may be made at the initiative of the Diocese, the parish, the Deacon personnel Board or through the pastoral supervisor, and/or by the deacon himself. The assignment “may be revised when changes in Church needs or in the development of the deacon himself suggests it.”83 In every situation, the Vicar for Deacons shall coordinate the details and information surrounding such changes, in communication with the Diocesan Bishop. Finally, “it is, (neither) the deacon’s right simply to withdraw unilaterally from an area of ministry,”84 nor is it the right of the pastor/pastoral leader, agency director, or administrator to unilaterally terminate or change the deacon from an area of ministry without (first) consulting with the Vicar for Deacons.

1302 Deacons also exercise their ministries in their place of employment. Some deacons may seek an assignment within the area of public service. “While the Code of Canon Law permits a deacon to hold political office, a deacon must consult with the Diocesan Bishop before seeking or accepting such an office. In particular cases, the Diocesan Bishop may forbid such an undertaking.”85

1303 Deacons who do not have a current Pastoral Agreement will be reviewed by the Vicar for Deacons. If a re-assignment cannot be arranged and mutually agreed upon within a period of two years, the “Inactive Deacon” will be listed on an “Administrative Leave of Absence.”

83 N.C.C.B. Committee on the Permanent Diaconate, Guidelines, op.cit., #117. 84 Service Ministry of the Deacon, op.cit., p. 102. 85 Guidelines, op.cit., #131. NDFMLPD 91 and Norms 14. P-58 June 11, 2010 Faculties for Deacons

1304 The vast majority of the faculties that deacons enjoy are given by the law itself by virtue of their ordination to the diaconate. In addition, there are certain faculties granted to deacons by the diocesan bishop (“delegation”). The faculties granted by the diocesan bishop may be restricted or withdrawn in specific instances, or in general, at the discretion of the Diocesan Bishop.86 All faculties are to be exercised in accord with universal and particular law and with the terms of the deacon’s individual parish agreement.

1305 By the law itself, deacons have the following faculties. Please note that this is not an exhaustive list, but are the most important ones, included here for clarity and understanding.

 To assist in the ministry of the Word to the People of God in communion with the bishop and his priests,87 and in cooperation with the pastor.88  To Preach everywhere, unless this faculty has been restricted or removed by the competent ordinary or unless express permission is required by particular law. This faculty should always be exercised with at least the presumed consent of the rector or pastor of the church.89  To preside at the Liturgy of the Hours.90  To proclaim the Gospel at Mass; to give the homily at Mass, at the discretion of the priest celebrant.91  To baptize in accord with the norms of law.92  To assist at the celebration of the Eucharist according to the rubrics and prescriptions of the General Instruction of the Roman Missal and of other liturgical law.  To distribute Holy Communion outside Mass, to administer Viaticum, or to lead the faithful in Eucharistic worship outside Mass according to the approved rites for “Holy Communion and Worship of the Eucharist outside Mass.” This includes presiding at benediction and giving the blessing with the reserved Eucharist.93

86 Canon 381 §1. 87 Canon 757. 88 Canon 519. 89 Canon 764. 90 General Instruction of the Liturgy of the Hours 254. 91 General Instruction of the Roman Missal (GIRM) 175. 92 Canon 861 §1. 93 Canon 910 §1, 943. P-59 June 11, 2010  To impart only those blessings which have been expressly committed to them by law.94  To administer the sacramentals of the church in the prescribed form.95  When a priest is unavailable, to preside at funeral rites—the vigil, funeral liturgy outside Mass, and committal.96

1306 By grant of the Bishop of Toledo, deacons who are incardinated in the Diocese of Toledo or who have been appointed by the Bishop of Toledo to a ministerial assignment are hereby delegated the following faculties:

 For deacons assigned to a parish, to assist at marriages in the parish to which he is assigned, with the permission of the pastor, or in another parish with the delegation of that pastor.97  For deacons assigned to a parish, to permit in the parish to which he is assigned the marriage between two baptized persons, one of who was baptized into the Catholic Church or received into it and who has not departed from the Church by a formal act, and the other of whom belongs to a church or ecclesial community not in full communion with the Catholic Church. This permission is not to be given unless the conditions specified in canon 1125 are fulfilled.98  When a priest is unavailable to celebrate the funeral liturgy outside Mass in the presence of the cremated remains of a deceased person, with due respect for canon 1184 §1, 2º, that those who choose the cremation of their bodies for reasons contrary to the Christian faith must be deprived of ecclesiastical funerals.99 Doubtful cases are to be referred to the Chancery.100

Procedure for Granting Faculties

1307 Deacons who move into the Diocese and wish to minister within it must obtain temporary faculties. This applies whether they seek incardination here or remain attached to their home diocese.

94 Canon 1169 §3. 95 See Book of Blessings 1989. 96 Order of Christian Funerals 14. 97 Canon 1111 §1. 98 Canon 1124. 99 Canon 1176 §3. 100 Order of Christian Funerals 426. P-60 June 11, 2010 1308 The deacon should request a personal interview with the Vicar for Deacons. After a full review and consultation with the deacon’s former diocese, the Vicar for Deacons will request temporary faculties on the deacon’s behalf from the Diocesan Bishop. A letter will from the local pastor requesting the services of the deacon as well as the pastor’s willingness to accept and work with the deacon, will accompany the request made by the Vicar for Deacons.

1309 When a permanent deacon from one of the Eastern Catholic Churches is granted habitual faculties to assist the Roman Catholic Church, the theological understanding of the sacraments and the order of the diaconate in the Eastern Catholic Churches are to be respected. Practically, a deacon of the Eastern Catholic Churches is not to be allowed to solemnize marriages in the Roman Catholic Church.

1310 As with priests, when a cleric (deacon) from outside the Diocese comes into the Diocese for a mission, presentation, conference, wedding, etc., he must provide a letter of suitability form a diocesan official from his diocese of incardination or religious superior. This letter of suitability should be directed to the Chancery (See Appendix I).

Terms of Office

1311 Deacons will be appointed for a term of six years. An additional term of six years may be granted by the Diocesan Bishop in view of pastoral need and special circumstances. When a deacon’s employment and ministry is one in the same, his appointment will mirror his length of employment. If a deacon applies for a third term, the following process will be used in considering his application.

1312 There will be a ministry audit of the parish and of the deacon-applicant. The Deacon Personnel Board will appoint an ad hoc team of three to conduct this audit: a member of the Deacon Personnel Board, another deacon, and a person who is not a deacon. At least one of the two deacons on the team is to have a significant number of years of experience in parish ministry.

1313 The deacon-applicant will be able to object to one or two team members. It is not necessary that he give any reason for his objection. The Deacon’ Personnel Board will then replace the persons objected to. Once they are replaced, the deacon-applicant may lodge no further objections.

1314 The evaluation team will consider the growth and development of the parish during the deacon’s previous terms in the areas of ministry addressed in the seven documents of the Second Diocesan Synod. However, they are not required to limit their considerations to these seven areas.

P-61 June 11, 2010 1315 The evaluation team will consider this growth and development of the parish by speaking to the deacon-applicant, the Pastoral Council, and the core staff (if the parish has one).

1316 The Deacon Personnel Board will conduct a survey of a large number (approximately 100) of parishioners concerning their perception of the deacon- applicant’s ministry. The deacon-applicant will provide all necessary secretarial help for the conducting of this survey.

1317 The team will speak to the pastors/pastoral leaders about the deacon-applicant’s willingness to collaborate with them.

1318 The team will ask the deacon-applicant to acquaint them with the steps he has taken to further his own personal, spiritual, and ministerial growth.

1319 The team will write a narrative concerning the growth they have seen in the parish and in the deacon-applicant. This narrative will be presented to the Diocesan Bishop, the Deacon Personnel Board, and the deacon-applicant.

1320 The deacon-applicant will have the opportunity to meet with the Diocesan Bishop and the Deacon Personnel Board to discuss his application.

1321 The deacon-applicant will have adequate time to review and respond to the above-mentioned narrative before this meeting.

1322 The Diocesan Bishop retains the right to waive any or all of the above steps for appointment to a third term as deacon. The Deacon Personnel Board retains the right to recommend to the Diocesan Bishop that any or all of the above steps be waived.

1323 Deacons are free to apply for a new assignment before the end of their given term. However, in view of a legitimate need for stability within a given parish or institution, a deacon generally ought not to consider applying for another position until he has completed his first term. It is also recognized that the needs of the Diocese may require a deacon to be asked by the Deacon Personnel Board or the Diocesan Bishop to consider seriously a different assignment before the end of his given term. Only in exceptional circumstances would a request of this type be made in the first term.

1324 It is recognized that there may be exceptions to these terms of appointment, necessitating a shorter or longer period of service in special circumstances. In these cases, the deacon involved will be contacted by the Diocesan Bishop or his representative.

P-62 June 11, 2010 1325 If at the end of a term the amount of time remaining before a deacon is eligible to retire is less than a single term in a new assignment, he will ordinarily be able to remain in his current assignment.

1326 The deacon shall submit his resignation to the Diocesan Bishop on his seventy- fifth birthday. In the Diocese of Toledo, a deacon may request retirement on his seventieth birthday or earlier for good reasons. In all cases, the Diocesan Bishop may accept or defer such a request.

Pastoral Transfer

1327 To further healthy living and working environments among deacons and to allow each deacon to use his talents in the most effective way, deacons of the Diocese may apply for their own assignments. This freedom is to be balanced with the needs of the People of God in the Diocese and the demands made upon the Diocesan Bishop. In short, when an opening is announced, a deacon is encouraged to take the initiative in seeking that assignment if in his judgment he can best serve the People of God there.

1328 Application for an assignment is to be made in the form of a written request listing one's abilities, record of achievement and services, etc. A deacon may do so at any time either to a member of the Deacon Personnel Board.

1329 Any deacon of the Diocese considering a new assignment has the right to confer directly with the Diocesan Bishop, or with a specific member of the Deacon Personnel Board, if so desired. The initiative will rest with each deacon.

1330 During the year before a deacon’s term is completed, the deacon is to receive from the Deacon Personnel Board a Ministry Review Process packet. He will use it in his discernment process and the Deacon Personnel Board will also use it in their deliberations regarding the advisability of a move or reappointment to the same assignment. This Review is not to be confused with a Personal and Spiritual Growth Assessment. Both are confidential, but the Ministry Review Process is confidential to the Deacon Personnel Board, while the Personal and Spiritual Growth Assessment is the responsibility of the Vicar for Deacons.

1331 The selection of a deacon for an assignment will be determined by evaluating all of the pertinent factors available (e.g., Ministry Review Process, special training, length of service) in conjunction with the parish profile or job description. In assignments where two or more deacons will be expected to work together in the service of the people, the Diocesan Bishop, after consulting the deacons involved, will determine whether or not they are able and willing to work together.

1332 It is also recognized that the Diocesan Bishop might at times have to act on his own because of a matter of strict confidence or other special circumstances.

P-63 June 11, 2010 1333 Appointments will be made and announced throughout the year, but the usual starting date will be July 1. Circumstances may demand that the appointment begin on a different date. Continued effective leadership is, of course, to be exercised until the new assignment begins.

1334 Each parish is to submit a parish profile to the Personnel Boards of Deacons and Priests. The same profile should be available to both boards. The profile will provide basic information regarding the parish and its ministerial needs. The profile, to be completed with appropriate involvement of parishioners, is to specifically address the question of what kind of pastoral leadership is considered to be needed at that point in the parish’s life. During the process of appointing a new deacon to a parish, the parish staff/team and Pastoral Council will also be given an opportunity to consult with an assigned Deacon Personnel Board member, if they request it. It shall be the responsibility of the Chairman of the Deacon Personnel Board to make this option known to the parish. These steps are taken to assure that all parties involved may understand the parish vision and needs, as well as the qualities desired in future pastoral leadership.

1335 This process does not envision direct interviews between parish staffs and/or parish/pastoral councils and potential candidates. Rather, it is meant to provide the best data available for the Diocesan Bishop and Deacon Personnel Board to make a wise decision.

1336 An annual questionnaire, polling deacons as to their preference for future ministry, will be sent by the Deacon Personnel Board to enable the Board to deal more effectively with deacon assignments.

1337 Deacons will be invited to apply for positions where a deacon change is in process. Upon being informed by the Chairman of the Deacon Personnel Board that an opening for ministry in the Diocese exists, those who are potentially interested in the assignment are to request of the Chairman the profile for the parish involved.

1338 If, after studying the profile, an applicant concludes that he would indeed serve well in that capacity, he should make application for it in writing to the Chairman of the Deacon Personnel Board, stating how he will be able to meet the needs the parish has surfaced in its profile and how the assignment will fit his own needs at this point in his ministry.

1339 The Deacon Personnel Board will remain in contact with all parties involved throughout the appointment process to keep them informed.

1340 All things being equal between the applicants for a position, careful consideration will be given by the Deacon Personnel Board to insure respect for continuing staff members (salaried and volunteer) and for continuing staff development.

P-64 June 11, 2010 1341 All else being equal, seniority in terms of years of deacon ministry will be given consideration by the Deacon Personnel Board.

1342 Since only one person can be appointed to a particular position, it should be apparent that not all requests can be fulfilled. If a requested assignment is not received it should not be taken as a reflection on the individual’s abilities: circumstances may demand different ministerial skills. Whenever possible, the Deacon Personnel Board will give an explanation.

1343 The Deacon Personnel Board shall give special consideration to the newly ordained so that they receive assignments that will afford positive and formative experiences in ministry. In doing so, it will work closely with the Director of Deacon Formation.

1344 To minimize anxieties and concerns, all discussions held concerning a deacon’s (re-)assignment are to be treated with professional confidentiality by both Deacon Personnel Board and the deacon himself. This confidentiality may be lifted only by mutual agreement.

Incardination

1345 “Through the imposition of hands and the prayer of consecration, [the deacon] is constituted a sacred minister and a member of the hierarchy.” Having already clearly expressed in writing his intention to serve the diocesan Church for life, upon his ordination the deacon is incardinated into the diocesan Church. “Incardination is a juridical bond. It has ecclesiastical and spiritual significance in as much as it expresses the ministerial dedication of the deacon to a specific diocesan Church.”101

1346 The Diocesan Bishop, or his delegate, may confer the Faculties upon deacons as specified within the Code of Canon Law, the Instructions to Liturgical Books of Ceremonies, Rituals, and Blessings, and others which pertain to their ministry.

1347 A visiting deacon from another diocese who stays within the boundaries of the Diocese of Toledo more than two weeks for purposes other than vacation must present himself to the Diocesan Bishop or to his delegate. Temporary faculties and other privileges are granted only within the norms of Canon Law and the Statutes of the Diocese of Toledo and are granted through the Chancery.

101 NDFMLPD 91. P-65 June 11, 2010 Excardination

1348 A permanent deacon transferring from his own diocese to another diocese will do so following the Protocol for Incardination/Excardination of Permanent Deacons, Available from the Vicar for Deacons.102

Title, Ecclesiastical Garb, Diaconate Identification

1349 A deacon In the Diocese of Toledo may be addressed “Deacon” in correspondence, or conversation.

1350 The Code of Canon Law exempts deacons from the obligation of wearing ecclesiastical garb. In the Diocese of Toledo, a deacon is not generally permitted to wear the Roman collar. The Bishop may permit a deacon to wear the collar when engaged in a specific ministry, i.e., jails, prisons, hospitals, etc.

1351 Upon ordination, the deacon will receive an Identification Card indicating his status within the diocese. This card is updated every three years. The “Official” deacon lapel pin, a cross with a stole, may be worn.

1352 Proper liturgical vesture for Deacons is considered to be an alb, stole and dalmatic. Wearing a cope is proper for benediction. Crosses or other ornamentation worn with is unsuitable.

Absence from the Diocese

1353 “Not infrequently, permanent deacons change their domicile from the diocese in which they are incardinated to another diocese for reasons of their secular employment, family considerations, or other causes.”103 Some moves are permanent and some are temporary. Should a deacon be required because of his employment, or another circumstance, to be absent from the diocese beyond a month, the deacon should notify the Office of the Vicar for Deacons.

Procedure

1354 The deacon should give, in writing, his temporary address and telephone number. He should also indicate the approximate time length of his absence. Since he is incardinated in the Diocese of Toledo, this procedure provides for mutual accountability during the time of absence.

102 Cf. Bishops’ Committee on the Diaconate, National Conference of Catholic Bishops, Protocol for the Incardination/Excardination of Permanent Deacons.

103 Clergy Procedural Handbook. Canon Law Society of America, The Catholic University of America, Washington D.C. 1992 p.168. P-66 June 11, 2010 1355 If he plans to become involved in diaconal ministry in the diocese in which he is in temporary residence, the deacon must obtain verification of his diaconal status and obtain a letter of introduction, prior to his departure.

1356 If the deacon’s absence becomes permanent, he is to request excardination from his home diocese and begin the process for incardination in the new diocese. The Vicar for deacons will provide the necessary processes from the Protocol for Incardination and Excardination of Permanent Deacons.

Diaconal Status in the Diocese

1357 The following categories define “diaconal status” within the Diocese of Toledo:

1358 Active: A deacon who has a current Diaconal Pastoral Agreement signed and authorized by the Diocesan Bishop. Three categories define “active”:

1. Those assigned to a parish, agency, or institution of the Diocese in full or part-time capacity. 2. Those assigned to an agency, or institution, not under diocesan governance in a full or part-time capacity. 3. Those approved by the Diocesan Bishop to minister in an extra-parochial ministry.

1359 Inactive: An inactive deacon is one who does not have a Decree of Assignment within the Diocese. An inactive deacon who wishes to return to active service shall submit his application in writing to the Vicar for Deacons.

1360 Leaves of Absence: A deacon may be granted authorization by the Diocesan Bishop to withdraw from active ministry for a fixed period of time because of personal or because of health reasons. Leaves are for defined periods of time, i.e., a beginning date and an ending date.104 The deacon will set specific goals for personal accountability during this time of absence. These goals will be discussed with the Vicar for Deacons prior to submission. The deacon on leave shall have regular contact with the diocese through the Vicar for Deacons. Return to active ministry requires the review, and recommendation of the Vicar for Deacons to the Diocesan Bishop. A “leave of absence” will be reviewed after six months and normally will not be extended beyond a second year.

1361 Sabbatical Leave: A sabbatical is an extended period of time (3 months to a year) away from a deacon’s normal assignment. Sabbatical is a time for renewal through study leading to a degree or certification or it may be personal or professional up-dating. It may also be for spiritual growth or development.105

104 Clergy Procedural Handbook. p.143. 105 Clergy Procedural Handbook. p.157. P-67 June 11, 2010

1362 Administrative Leave of Absence: A deacon will be granted an administrative leave of absence who, at the request of the Diocesan Bishop, is relieved of all diaconal responsibilities and faculties. He may not perform any diaconal functions or represent himself as an active deacon while this status is in effect.

1363 Unauthorized Leave: A deacon who leaves his assignment without the permission of the Diocesan Bishop is on unauthorized leave. As a result, his Faculties are withdrawn. If the situation is not rectified within three months from notification of the removal of Faculties, the deacon may be subject to “.”

1364 Suspended: A deacon whose faculties have been suspended by the Diocesan Bishop. The deacon may not function as an ordained minister, nor represent himself as an active deacon while this status is in effect. Notice is sent to the Ohio Secretary of State of this suspension to revoke the deacon’s license to perform marriages.

Deacon Ministries

1365 To serve the needs of all the people of God and to allow all deacons to exercise their talents, a diversity of ministries is recognized in the Diocese of Toledo. This diversity can include the following:

1366 Ministry of the Liturgy - In , the deacon’s role includes the Rite, proclaiming the gospel, on occasion preaching the homily, announcing of the petitions of the Prayer of the Faithful, preparing the altar, assisting the celebrant in receiving the gifts, inviting the people to exchange the sign of peace, assisting in the distribution of Holy Communion, dismiss the faithful, and assisting any other priests or deacons in purifying the sacred vessels. (see GIRM #171- 186)

1367 Deacons also can preside at baptisms, weddings, funeral rites, and various other prayer services such as public recitation of the Rosary, Exposition and Benediction of the Blessed , Communion Services, Liturgy of the Hours, Stations of the Cross, etc.

1368 Ministry of the Word - In the Ministry of the Word, the deacon’s role includes proclamation of the Gospel, preaching, evangelization, and catechesis. In addition, the deacon can preach at baptisms, weddings, funerals, and communion services. Also, the deacon can teach bible studies, religious education classes as well as lead, coordinate, or be a part of the parish ministry involving the RCIA, sacramental preparation and funeral planning.

P-68 June 11, 2010 1369 Ministry of Charity - In the Ministry of Charity, the deacon’s role includes meeting the needs and concerns of the people in the marketplace. Deacons serve in hospital ministry, prison ministry, nursing home ministry, shelters, soup kitchens, food pantries, pro-life ministry, scouting, youth ministry, etc.

1370 Parish Hospital Ministry - The concern that Christ showed for the bodily and spiritual welfare of those who are ill is continued by the deacon in his ministry to the sick in the hospital or other health facility.

1371 Parish Homebound Ministry - Deacons take the Eucharist as well as the community’s support and prayers to the parishioners who are sick or homebound.

1372 Chaplain - A hospital chaplain works under the hospital administrator, a high school chaplain works under the direction of the principal.

1373 Individual Spiritual Director – Provided he is properly, a deacon may function as a spiritual director for those who seek a spiritual guide to walk with them in their spiritual journey.

1374 Bereavement Ministry – Given proper training, the deacon can provide ministry to the bereaved.

1375 Specialized Ministry within the Diocese - The ministry to specialized work includes such ministries as parish or school administration, campus ministry and work within a Diocesan office.

1376 Specialized Ministry outside the Diocese - Ministries in this category serve to meet the needs of the Universal Church. Examples of these ministries include state and universal offices, e.g., USCCB, missionary work.

1377 New Ministries - There remains the possibility that the Lord may be calling an individual to a ministry not yet served by a diocesan deacon. The individual deacon and the Diocesan bishop in consultation with the Deacon Personnel Board will enter into discernment for these cases.

P-69 June 11, 2010 Continuing Personal, Professional and Spiritual Formation

Professional

1378 All deacons given faculties within the Diocese of Toledo are required to document the completion of a minimum of three continuing education units (CEU) annually. Ten contact hours constitute a CEU. Deacons on senior status are not required but are encouraged to continue their education to the best of their ability. Deacons may accomplish this requirement through scriptural, theological, liturgical, or spiritual studies and/or the development of pastoral skills. Special emphasis should be given to the ministry of charity but it must be understood that there is an “intrinsic unity” to the deacon’s service ministry.106

Spiritual Formation

1379 The Code of Canon Law states clerics “are also bound to make a retreat according to the prescriptions of particular law.”107 Accordingly, the Bishop of Toledo requires that the deacon, (and recommends that his wife, if applicable), shall make an annual retreat to enhance spiritual growth and development.

1380 A deacon may fulfill this obligation by attending one of the annual Diaconate retreats as organized for the diaconal community. Senior status deacons and widows of deacons are encouraged to participate in the diaconal community retreat. A deacon may, however, fulfill this requirement through participation in another retreat experience of his choice.

1381 It is recommended that each deacon have a spiritual director with whom he consults regularly.

1382 It is recommended that each deacon attend Diocesan and parish days of recollection, and retreats.

Day Off/Vacation

1383 A schedule for a weekly day off, and vacation time, will be arranged by mutual agreement with the pastor or pastoral supervisor and among the staff of the parish or institution. These days for personal use and renewal are owed to the deacon himself as well as to the people he serves.

Appeals-Due Process

1384 A deacon has the right to appeal to the Diocesan Bishop on any grievance or alleged injustice.

106 NDFMLPD 39. 107 Canon 276. P-70 June 11, 2010 1385 When conflict and differences arise between the pastor/pastoral leader and which they, cannot amicably settle, let them make use of facilities available and acceptable to both parties or, if necessary, refer the matter to the Diocesan Bishop.

Separated and Divorced Deacons

1386 The teaching of the Church on marriage and family life is paramount in the Diaconate Community of the Diocese of Toledo. However, reality exists that some diaconal couples in the United States have suffered the pain of separation and divorce. The demands made on married couples can sometimes become difficult and overwhelming, causing couples to question their relationship and sacramental commitment to each other. The ministry of a deacon husband, together with the expectations of the communities in which he participates, can also add to this situation (See Appendix H: A Deacon and Family Confronting Divorce).

Widowed Deacons Contracting a Second Marriage after Ordination

1387 The 2005 Protocol No. 1080/05 adopts a new disposition concerning the diaconate and the contracting of a second marriage after ordination. It states that “Deacons who are widowed and who desire to celebrate a new wedding with a dispensation from the impedimentum ordinis and therefore to remain in ministry may submit their cases” to the Congregation for the Clergy. The will retain competency over the processes relating to this matter. The Protocol outlines three conditions that must be taken into consideration and all three must be present concurrently for favorable consideration of the dispensation from the impediment, namely:

1. The ”great pastoral (and proven) usefulness of the deacon’s ministry” to the diocese to which he belongs; 2. The specific requirement of the “attestation by the bishop” (votum) and: 3. The “care of minor children” that are in need of motherly care.108

Policy and Procedure

1388 A deacon who becomes widowed must reflect on the earlier decision that he remain celibate should his spouse proceed him in death.

1389 Should his spiritual directed process lead him to discern that entering a second marriage will provide a better servant to the Church and the world, he should be in contact with both his pastor and the Vicar for Deacons.

108 Congregation for Divine Worship and the Discipline of the Sacraments, Circular Letter, Prot. No. 1080/05, 13 July 2005. P-71 June 11, 2010

1390 A deacon seeking to enter a second marriage must write to the Diocesan Bishop, provide supporting evidence from his pastor for his action, and then these letters along with a letter of support (votum) bearing the Diocesan Bishop’s signature will be forwarded to Rome, to the Congregation for the Clergy.

Senior Status (Retirement)

1391 A deacon, who because of age or infirmity, has withdrawn, according to Diocesan policy, from active ministry is considered senior status. The retired deacon may still minister to the extent that health and circumstance provide and is in agreement with his pastoral supervisor. Normal retirement age is 70 in the Diocese of Toledo. A letter requesting retirement is required, however, the Diocesan Bishop is not required to grant retirement. 109

1392 In the event of a deacon’s poor health, disability, changes in his life or circumstances, the option for retirement from his assignment exists, either upon his own or his family’s request, or by the concern of his pastoral supervisor or Diocese. After the age of 70, a deacon may request retirement after appropriate consultation with the Vicar for Deacon’s and with the approval of the Diocesan Bishop.

1393 At his 70th birthday, and annually thereafter, a review will be coordinated by the Vicar for Deacons. The committee of review will include the deacon, his wife or family, and the pastoral supervisor. If a change in the deacon’s status is recommended, then the conclusions of the review will be presented to the Diocesan Bishop for his consideration and approval.

1394 Even in retirement, the deacon and his family retain a special bond with his place of ministry, as well as with the diaconate community and Diocese. A retired deacon shall continue to be a member of the diaconate community. He, and his wife, if applicable, are encouraged to continue their presence in a support group, to join the community for the annual diaconal retreat, and are cordially invited to participate in all functions of the community.

1395 A retired deacon may continue in a limited ministry as arranged between himself and his pastoral supervisor. Although, in retirement, he is not required to attend ministerial staff meetings, or to fulfill the diaconal requirements as specified in the Deacon's Handbook, a deacon may do so if his health and circumstances allows.

109 Clergy Procedural Handbook. p.280 P-72 June 11, 2010 Protecting Youth and Those Who Serve Them / Code of Pastoral Conduct

1396 Deacons are required to go through the necessary background checks and fingerprinting. The Diocese will access both a Bureau of Criminal Investigation and an Federal Bureau of Investigation report and will keep these in the deacon’s personnel file in the Chancery. The priests are also required to participate in the Diocesan Protecting Youth and Those Who Serve Them workshop. Certification for this workshop will be kept in the deacon’s personnel file in the Chancery and must be renewed every five years.

1397 Deacons are to follow the policies outlined in “To Protect and Heal: Policy on the Sexual Abuse of Minors” and the Diocesan Code of Pastoral Conduct (See Appendix K & L). The responsibility for adherence to these policies rests with the individual.

VICAR FOR RELIGIOUS

Role

1398 The Vicar for Religious, appointed by the Bishop and serves as his liaison with members of the various forms of Consecrated Life. The Vicar combines a pastoral approach with a canonical responsibility.

Responsibilities

1399 The Vicar for Religious has the following responsibilities:

 To act as an official representative of the Bishop in matters regarding Consecrated Life in the diocese;  To maintain a working relationship with the Major Superiors of Religious Institutes with members in the diocese;  To manage canonical issues relating to individual members of consecrated life or to congregations;  To provide, at least, annually, an opportunity for on-going dialog between the Bishop and leadership of Religious Institutes in the diocese;  To be available to individual members of Consecrated Life as a resource addressing specific needs;  To maintain data on members of Consecrated Life living and ministering in the diocese;  To provide a means of communication which informs members of Consecrated Life about appropriate activities and needs in the diocese;  To provide an opportunity in the diocese for members of Consecrated Life to celebrate World Day for Consecrated Life P-73 June 11, 2010  To collaborate with appropriate groups (LCWR, CMSM, CMSWR) in identifying and responding to the needs of members of Consecrated Life in the diocese;  To attend profession ceremonies, jubilees and other special events of members of Consecrated Life  To work toward collaboration and dialogue among members of Consecrated Life and other persons involved in emerging ministries in the diocese;  To serve as a liaison between the Diocesan Bishop and Pastoral Leaders through monthly meetings.  To serve as a clearinghouse for ministry/job openings for members of Consecrated Life;  To facilitate the Retirement Fund for Religious Campaign;  To provide or oversee the formation of Consecrated Virgins

Qualifications

1400 The Vicar For Religious:

 is a professed religious a minimum of ten years  witnesses a Gospel presence and strong commitment to Consecrated Life  appreciates the diversity of charisms of Religious Institutes within the diocese  has current theological up-dating and a knowledge of the canons regarding consecrated life  demonstrates a commitment to Church and the future of consecrated life  possesses skills in administration, communication, collaboration and conflict management Order of Consecrated Virgins

1401 As part of his/her duties, the Vicar for Religious oversees the Order of Consecrated Virgins in the Diocese. The following pertains to the Order of Consecrated Virgins.

P-74 June 11, 2010

Applicable Canon

1402 Canon 604 §§ 1-2: Similar to these forms of consecrated life is the order of virgins who, expressing the holy resolution of following Christ more closely, are consecrated to God by the diocesan bishop according to the approved liturgical rite, are mystically betrothed to Christ, the Son of God, and are dedicated to the service of the Church.

Virgins can be associated together to fulfill their pledge more faithfully, and to assist each other to serve the Church in a way that befits the approved liturgical rite.

1403 This vocation is governed by the Rite of Consecration. The virgin is obligated to pray the Liturgy of the Hours; is expected to attend daily Mass, as much as possible; prays for the people, clergy and bishop of her diocese; supports herself; wears no religious habit; generally meets with the Diocesan Bishop once or twice a year, for spiritual encouragement, as his daughter in Christ (not spiritual direction).

Preparation Process for the Consecration of Virgins Living in the World

Criteria

1404 Candidates must have suitable character and sufficient qualities of maturity as an integrated person. By age, prudence, and universally attested good character, the candidate must give assurance of perseverance in a life of chastity dedicated to the service of the Church and of her neighbor. Psychological health, character, and maturity are to be attested to, if necessary, by using experts.

1405 Candidates must be free to accept a life of consecrated virginity lived in the world. It is required that she have never been married or lived in public or open violation of chastity. She should demonstrate in some way that her call to perpetual virginity has been tested over time.

Procedures

1406 A spiritual-director approved and recommended by the Bishop of the diocese. This spiritual director should help her discern if this is the vocation for her.

1407 Application procedure to include an autobiography written by the candidate herself with particular attention paid to her own spiritual history over the years and her stated reason(s) for desiring the Consecration of a Virgin; application form; letters of recommendation; copy of Baptismal record; the applicant's spiritual director testifies in writing to the diocesan bishop that the applicant has been receiving regular and appropriate spiritual direction.

P-75 June 11, 2010

1408 Formation material is available for the spiritual director, if these are to be two different persons. The period of Formation should be as long as is necessary within reason for a candidate to grasp and understand the meaning of Consecration of a Virgin and to grow intellectually and spiritually in preparation for this sacramental of the Church.

1409 No age limits are stated in Canon Law nor in the Roman Pontifical. It is understood however, that a candidate should have a history of intellectual, emotional, and spiritual maturity.

1410 The is responsible for her own financial security and health insurance provisions.

1411 The bishop of the diocese decides ultimately on the suitability of the candidate who petitions to receive the Consecration. Therefore, meetings with the bishop should be scheduled so that the bishop and the candidate may get to know each other. After the Consecration, the diocesan bishop should meet individually with the consecrated virgin about once every six months and not less than once per year. These meetings are not to be delegated to another person nor are they to be held as group meetings.

1412 Because the Consecration of a Virgin for a Woman Living in the World is a distinct vocation in itself, it should not be assumed that because a woman has Religious Life background she is suitable, or formed already, for this vocation. Consecrated virginity should also not be regarded as the vocation for those who are not suitable, for various reasons, to enter or remain in Religious Life.

Records

1413 A file of all applications, letters, documents, and progress reports of the candidate is to be retained in the office of the diocesan bishop. A copy of her certificate of Consecration should be added to her file after her Consecration has taken place.

1414 A certificate attesting to the Consecration is to be kept in the diocesan archives. The Consecration of a Virgin for a Woman Living in the World should be noted on the consecrated virgin's Baptismal record.

P-76 June 11, 2010

Office of Vocations: Priesthood and Religious Life

Mission of the Diocese of Toledo Office of Vocations

1415 The primary mission of the Office of Vocations is to identify and recruit men who maybe called by God to the diocesan priesthood and to assist them to recognize, discern, and respond to their vocational call. In conjunction with seminary personnel, the office assumes responsibility for the formation of the diocesan seminarians. It also seeks to empower all members of the local church to grow in awareness of their responsibility to foster and nourish religious vocations to the priesthood and to the consecrated life and seek to provide people with the necessary education and tools to do so.

Vocational Discernment

1416 Entering a seminary is not a definite decision to become a priest. Rather, the seminary is designed to help one make that decision by means of human, spiritual, intellectual and pastoral formation. A candidate need not be absolutely positive, but should give serious thought to his decision to enter by seeking information and advice. He should avail himself of the guidance of competent people, evaluate his motivations, and above all, pray to the Lord for light, courage and strength to discern and follow the vocation to which he is being called. The discernment process must always take place in the context of the Church, and the role of the Diocese in discerning if a man is a fit candidate is also essential. Only the mutual discernment of candidate and Diocese can confirm an individual’s call to priesthood.

Vocational Discernment and Application Process

1417 The Director and the Associate Director of Vocations directly facilitate the ongoing discernment process for individuals interested in becoming candidates for priestly formation in the Diocese of Toledo. An individual discerning God’s call enters into this period of discernment through meeting with the Director of Vocations for discussion and a behavioral assessment. The Director of Vocations may also require the individual to meet with the Associate Director of Vocations or members of the Admissions/Formation Board for further dialogue.

1418 During this time of discernment, it is recommended that an individual:

 develop a regular life of prayer  participate in the life and ministry of his home parish  engage in regular spiritual direction  participate in discernment retreats/activities sponsored by the Diocese and/or seminaries

P-77 June 11, 2010

1419 Upon the recommendation of the Director of Vocations, the individual who wishes to continue this discernment process and priestly formation within the seminary community may request and complete an Application for Admission as a seminarian affiliated with the Diocese of Toledo. The application requests the following information:

 Personal background  Family background  Religious background  Educational background  Employment history  Health information  Background check  Canonical documents  Letters of recommendation  Psychological assessment

1420 The members of the Admissions/Formation Board review an individual’s application and offer one of the following recommendations to the Bishop:

 acceptance for affiliation  acceptance with conditions  non-acceptance for affiliation  deferred acceptance for affiliation

1421 Upon acceptance of a candidate for affiliation as a seminarian for the Diocese, the Bishop (in consultation with the Director of Vocations) decides the seminary for the candidate’s ongoing program of priestly formation. The Office of Vocations then assists the candidate in completing the seminary’s formal application.

Qualifications and Criteria for Seminarian Acceptance

1422 Baptized, confirmed and practicing Roman Catholic men with a desire to serve God and His people as a priest here in the Diocese of Toledo must possess the following general qualifications:

 Faith in and love for Christ and His Church  Good moral character

P-78 June 11, 2010  A high school diploma or G.E.D. with favorable academic abilities  Emotional balance and maturity  Ability and willingness to live a celibate/chaste lifestyle  Good physical health  Psychological readiness and capacity to pursue a sustaining, lifelong commitment  A deepening habit of prayer and a balanced devotional life, including active involvement in the parish  Maturity to recognize and willingness to respond to the needs of others  Readiness to serve in the manner to which he is called by God, through his Bishop  A developing spirit of detachment that helps him be in the world but not of the world  Freedom to enter this state in life

1423 In addition to the general qualifications above, a candidate must also meet the following specific criteria:

 Evidence that personal debt, other than college loans, can be paid before beginning seminary study  If a recent convert to the faith or has recently returned to the regular practice of the faith, he must wait at least two years prior to acceptance into the priestly formation program in the Diocese of Toledo  Gives evidence of having lived chastely for at least two years before entering the priestly formation program  If previously dismissed from another formation program or from an institute of consecrated life or society of apostolic life, he must wait at least two years prior to being considered for the priestly formation program in the Diocese of Toledo.

Admissions/Formation Board

Purpose

1424 The Admissions/Formation Board assists the Bishop by:

 Participation in the initial screening process of applicants for affiliation with the Diocese of Toledo;

P-79 June 11, 2010  Involvement in the ongoing pastoral care and formation of diocesan seminarians;  Reviewing the seminary’s recommendation and the seminarian’s petitions for candidacy, the ministries of /, and Orders (diaconate and priesthood);  Reviewing all requests from diocesan seminarians for summer school, advanced degrees, summer ministry placement, and internship assignments;  Reviewing each seminarian’s self-evaluations, evaluations from seminary personnel and evaluations from summer and intern supervisors.  Becoming familiar with the seminary programs.

Membership

1425 The Bishop of the Diocese appoints all members for a period of three years with the possibility of renewal for a second term. Members are:

1426 Ex-officio members: the Diocesan Director of Vocations, Vicar for Priests, and Associate Director of Vocations are all ex-officio members of the Board.

1427 Three priests: at-large diocesan priests who have familiarity with seminarian training.

1428 Three lay members: a Religious sister, a lay woman, and a lay man.

College Programs of Priestly Formation

1429 The primary mission of college seminary formation is to protect and develop the seeds of a priestly vocation so that the students may more easily recognize it and be in a better position to respond to it. The educational goal of college seminarians tends to favor in a timely and gradual way the human, cultural and spiritual formation which will lead the young person to embark on the path of the major seminary with an adequate and solid foundation. Students for the Diocese of Toledo are accepted into a college seminary formation program upon completing four years of high school and receiving a diploma or G.E.D. equivalent. College level seminaries currently used by the Diocese of Toledo include:

 Pontifical College Josephinum, Columbus, OH  St. Joseph College Seminary at Loyola, Chicago, IL  Holy Apostles College and Seminary, Cromwell, CT

P-80 June 11, 2010

1430 College seminarians engage in an academic program in accordance with the United States Bishops’ Program of Priestly Formation, 2006 (PPF), including at least 30 credit hours in philosophy and 12 credit hours in religious studies. An understanding of world and appreciation of the role of religion in literature and the arts may also be beneficial.

1431 At the conclusion of a college program, a seminarian submits an application to the Admissions/Formation Board regarding entering a program of theology at a major seminary. The Admissions/Formation Board then submits a recommendation to the Bishop. The Bishop makes the decision to accept or not to accept a candidate for theology in conjunction with the Director of Vocations and the Seminary Personnel. With input from the seminarian, the Bishop decides to which theology program he will apply. The Office of Vocations will work with the seminarian to complete the necessary application forms for the respective seminary.

Pre-Theology Programs of Priestly Formation

1432 Those seminarians who affiliate with the diocese after not having attended a college seminary program are required to enter a two-year pre-theology program. These two years of formation insure the necessary philosophical and theological background as well as introducing the seminarian to the various aspects of priestly formation (PPF). Currently, the diocese has men enrolled in the following pre-theology programs:

 Pontifical College Josephinum, Columbus, OH  Holy Apostles College and Seminary, Cromwell, CT  Meinrad School of Theology, Saint Meinrad, IN  Mount St. Mary Seminary of the West, Cincinnati, OH.

Theology Programs of Priestly Formation

1433 Once a man has been accepted for theology studies, he applies to the theology program to which he has been assigned by the Bishop. Currently, the diocese has men enrolled in the following theology programs:

 Pontifical College Josephinum, Columbus, OH  Holy Apostles College and Seminary, Cromwell, CT  Saint Meinrad School of Theology, Saint Meinrad, IN  Mount St. Mary Seminary of the West, Cincinnati, OH  Pontifical North American College, Rome, ITALY.

P-81 June 11, 2010

1434 The Diocese of Toledo requires all theology students to participate in a five-year program. This program normally includes two years of academic study in a school of theology, one year of pastoral work in a parish internship assignment in the diocese, and two more years of academic study in a school of theology.

Summer Programs

1435 During the summer, the college seminarian is strongly encouraged to stay in close contact with his home parish. While he may desire to work in a summer ministry assignment, it is recommended that he work a regular job during his college seminary years.

1436 The Toledo Diocesan seminarian in pre-theology or theology is expected to spend his summer vacation working in parish ministry. One of these summers will involve a required Clinical Pastoral Education (CPE) experience. Each theologian is encouraged to work for one summer in an inner-city parish or in Hispanic ministry programs. Other summers can be spent in special programs such as a Spanish language program, prison ministry, or ongoing education. Funding for such programs is to be requested through the Office of Vocations.

1437 The normal procedure for summer ministry requires that the seminarian and a pastor/pastoral leader (supervisor) of the ministry experience agree to a written outlining expectations and responsibilities; that the seminarian performs the ministry; and that the seminarian and the pastor/pastoral leader (supervisor) each write and then discuss and sign an evaluation of the summer program. This evaluation is then sent to the Diocesan Director of Vocations and shared with the Admission/Formation Board.

1438 The seminarian receives a stipend for his services during the summer ministry program. Such a stipend is the responsibility of the pastor/pastoral leader (supervisor).

Pastoral Year Experience

1439 The Diocese of Toledo requires all theology students to participate in the five- year program. The third of these five years is normally a year of pastoral work in a parish internship assignment.

1440 The five-year program has two strong advantages for the seminarian:

1. He has additional pastoral experience and academic preparation, thereby allowing greater opportunity to integrate both theology and pastoral experience. 2. He has more time and knowledge before making a permanent commitment to the ordained ministry as a priest.

P-82 June 11, 2010

1441 Placement of the seminarian during internship will be a collaborative effort of the seminary personnel, the Director of Vocations of the Diocese, the Admissions/Formation Board, and the Diocesan Bishop. The Board will make a recommendation of two places for each seminarian for his pastoral year to the Diocesan Bishop. The Bishop will then make the assignment by written letter to the seminarian, the Director of Vocations, the seminary, and the pastor/pastoral leader of the assigned parish.

1442 Seminaries offering this pastoral year will provide supervision for the seminarian during his pastoral assignment. The Office of Vocations will provide additional supervision and support to the pastoral intern. The parish will provide a standard salary, and health insurance will be provided by the Office of Vocations.

Diocesan objectives for the Pastoral Internship

1443 The following are the objectives for the Pastoral Internship:

 To assist the seminarian in gaining a realistic understanding of the challenges and possibilities of ordained ministry within the parish context.  To provide the opportunity for a heightened awareness of the relationship between theological studies and pastoral practice.  To assist the seminarian in acquiring a greater knowledge of the Diocese of Toledo: its personnel, resources, vision and challenges.  To help the seminarian make use of the internship experience as a component of his ongoing vocational discernment.  To provide opportunities for the intern to engage in systematic reflection (with an emphasis on theological reflection) and evaluation.  To encourage the intern to experience the diversity of ministries within a parish, especially in areas of social justice and ecumenism.  To provide opportunities for the seminarian to come to know members of the local presbyterate.  To provide a full-time pastoral ministry experience allowing the intern to: o take initiative, demonstrate his innate abilities and grow in areas of challenge. o demonstrate collaborative leadership. o articulate his faith through teaching, reflections in a liturgical setting, faith sharing with adults. o experience the tensions and satisfactions involved in integrating personal ministerial skills with the pressure of the public nature of ministry.

P-83 June 11, 2010  To connect prayer, pastoral service and personal care in a balanced lifestyle.  To evaluate the seminarian intern as a candidate for ordained ministry in a pastoral setting and to identify areas of ongoing growth.  To provide the necessary support to the pastor and pastoral staff members in order to raise awareness of the unique role they play in the seminarian’s pastoral formation.

Desired Outcomes for the Pastoral Internship

1444 At the end of the Pastoral Internship, the seminarian will give evidence of:

 growing as a man of prayer and reflection o Daily Eucharist o Liturgy of the Hours o Time spent in personal prayer o Theological reflection o Continued discernment of the call to priesthood o Spiritual direction o

 growing in love for the liturgical life of the Church o Service in various ministerial roles as needed o Balance of the roles of leader and participant in prayer

 growing in knowledge in the Catholic faith and the ability to impart this faith to others o Participation in RCIA, CCD classes, Baptismal preparation classes o One-on-one conversations regarding issues of faith o Balance of respect for diversity and personal conviction

 growing as a man of service and compassion o Pastoral response to individuals experiencing death, illness and crisis o Compassionate presence to the sick, elderly and homebound o Reverence and love for the poor

P-84 June 11, 2010  growing in leadership skills o Initiative in carrying out ministry o Communication skills marked by respect o Openness to learning new ideas o Collaboration with others and respect for each person’s gifts

 growing in understanding and familiarity of life as a parish priest o Knowledge and appreciation of diverse ministries within the parish o Heightened awareness of the relationship between theological studies and pastoral practice o Outreach to all members of the parish

 growing in a healthy and integrated lifestyle o Balance in prayer, ministry, leisure o Recognition and practice of healthy boundaries in relating to others o Proper exercise, diet, sleep, personal care o Simplicity of life in possessions, use of time and expectations

 growing in knowledge and love for the Diocese of Toledo o Knowledge of the Diocesan network of services and ministries o Knowledge and appreciation of the history and demographics of the Diocese of Toledo o Familiarity with the members of the presbyterate o Involvement in Diocesan events and activities

Outline for the Pastoral Internship Year

1445 The following is an outline for the Pastoral Internship Year

1. Spring preceding Pastoral Internship Year a. Input from Seminarian regarding desires/needs for pastoral internship year b. Bishop’s assignment of seminarian to pastoral internship parish with consideration of input from Admissions/Formation Board, Vocation Director and Associate Vocation Director

P-85 June 11, 2010 2. Early summer preceding Pastoral Internship Year a. Communication between supervising pastor and seminarian concerning introductions, beginning dates, details of living arrangements b. Communication between supervising pastor and Office of Vocations concerning financial arrangements and broad stroke expectations. 3. August a. Seminarian intern begins residence in parish b. Meeting of Associate Director of Vocations with the Pastoral Staff of the pastoral internship parish including: i. Importance of staff members’ role ii. Explanation of lines of communication between seminary, parish and Office of Vocations iii. Expected outcomes of pastoral internship year iv. Explanation of evaluation process v. List of dates for expected participation in diocesan events 4. September/October a. Seminarian intern and supervising pastor establish learning agreement b. Seminarian intern convenes parish lay advisory committee c. Seminarian intern engages in observation and introductory activities under the direction of the supervising pastor 5. Monthly meetings of Seminarian interns arranged by the Associate Director of Vocations. Topics may include: a. Meeting with Diocesan Bishop b. Tour of Our Lady, Queen of the Most Holy Rosary Cathedral c. Meeting with Directors of individual Diocesan Secretariats to learn about the different diocesan ministries and the programs each offers d. Meeting with a priest engaged in his school ministry to discuss priestly life and Catholic education e. Meeting with Diocesan Communication personnel regarding media relations f. Meeting with Diocesan Finance Director to discuss basics of parish finances g. Meeting with Director of Vocations and Associate Director of Vocations to offer feedback on the experience of the pastoral internship experience

P-86 June 11, 2010 6. November a. Seminarian intern and supervising pastor each complete a preliminary assessment and discuss their responses 7. Mid-Year a. Associate Director of Vocations engages in conversation with the seminarian intern, the supervising pastor and available staff members to evaluate the intern’s progress to date and needed areas of growth. b. Seminarian intern and supervising pastor review these comments and write a mid-year evaluation 8. May/Early June a. Associate Director of Vocations seeks both an oral and written evaluation of the seminarian from the seminarian himself, the supervising pastor, the pastoral staff and the lay advisory committee. (The same written evaluations submitted to the seminary may be used for this purpose. If appropriate, the oral review may be linked with the seminary supervisor’s final visit.) 9. Throughout the Pastoral Internship Year a. The Associate Director of Vocations will make periodic contact (phone, email or visit) with the seminarian intern and supervising pastor to assess progress and needs. b. The seminarian intern will be encouraged to maintain contact with the seminary community by returning for significant events at the seminary and by communicating with the director of the pastoral internship year per his direction. c. The seminarian intern is asked to be available for vocation activities/presentations in parishes, schools and other groups in the Diocese as it fits into his parish commitments with the understanding that his first and foremost commitment is to the parish. d. The seminarian intern is expected to comply with any additional requirements of the respective seminary for the duration of his pastoral internship year. 10. Summer following Pastoral Internship Year a. Based on the individual seminarian’s needs/circumstances, he will remain in the pastoral internship parish or be reassigned for the summer months.

P-87 June 11, 2010 Role of the Pastoral Intern

1446 The seminarian comes to the pastoral internship open to the experience as a component of his ongoing vocational discernment. He is primarily responsible for his own learning experience with the input of parish personnel, seminary personnel and diocesan office of vocations personnel. The intern commits himself to participate in a role of leadership and to exercise ministerial initiative to the fullness of his ability and to the extent that it is possible within the assigned parish setting. Based on the requirements of the respective seminary and the diocesan Office of Vocations, the seminarian intern will:

 meet with the appropriate seminary personnel prior to and following the internship experience.  establish a learning agreement (prior to October 1) with his supervisor to clearly delineate the goals for the year. This learning agreement is to be shared with the seminary personnel, diocesan Office of Vocations personnel, pastoral staff members and lay committee members.  initiate meetings with the supervisor on a regular basis to review and assess his experiences and to plan for further learning.  develop a program of personal spirituality in the context of the reality of parish and rectory life. This is to include a regular rhythm of Eucharist, Liturgy of the Hours, Sacrament of Reconciliation, spiritual direction and personal prayer.  be present for weekend Masses in the parish in a ministerial capacity and/or in a ministry of presence and hospitality.  establish a rhythm of life respecting all areas of formation (spiritual, human, academic and pastoral) and marked by flexibility, dialogue and common sense.  avail himself of the expertise and feedback from pastoral staff members and parishioners especially through the formation of a lay committee.  prepare written self-evaluations to be shared with the supervisor, seminary personnel and Diocesan Office of Vocations personnel.  keep the seminary Director of Field Education informed of significant developments of a personal or pastoral nature.

Role of the Pastoral Intern Supervisor

1447 The supervisor is ideally the pastor of the parish in which the seminarian resides for his internship. In some cases, it could be a member of the pastoral staff. The supervisor is a teacher and mentor who helps the seminarian integrate theory and praxis by providing suitable opportunities for ministry and parish life. Based on each seminary’s requirements, the supervisor will:

P-88 June 11, 2010

 participate in an orientation for supervisors prior to the internship experience.  establish a learning agreement with the intern to clearly delineate the goals for the year.  provide general oversight of the intern’s ministry, suggesting specific tasks, educating the intern on the components of parish life, acquainting the intern with other members of the pastoral staff and their duties.  share knowledge and insights on Church teaching and ministry, pastoral care and human relationships.  meet with the intern on a regular basis to review and assess the intern’s experiences with the goal of assisting in his personal growth and improving his future ministry effectiveness. These sessions are to be marked by honest and constructive feedback given in a supportive and timely manner.  encourage the intern to reflect on his ministry in the light of his feelings, theology and spirituality.  assist the intern in establishing a rhythm of life that balances prayer, personal care and ministry.  provide written evaluations of the seminarian intern to be shared with the intern, seminary personnel and Diocesan Office of Vocations personnel.  keep the seminary Director of Field Education informed of important developments of a personal or pastoral nature noted in the seminarian.

Role of the Pastoral Staff Members

1448 The pastoral staff consists of those parish employees and volunteers who minister directly with the pastor in service to the parish. These individuals will have ongoing and regular contact with the pastoral intern and serve an important role in his formation. The pastoral staff members will:

 review the intern’s learning agreement for the purpose of clarifying expectations  assist the pastor supervisor in helping the intern fulfill his learning agreement and meet the objectives of the pastoral internship  serve as “adjunct” faculty members of the seminary through teaching the intern various aspects of parish life and ministry  model collaboration and balance in parish ministry  communicate clearly with the intern, offering both positive support and constructive criticism in a timely manner

P-89 June 11, 2010  contribute to the assessment of the intern on an informal and formal level including a mid-year and end-of-the-year evaluation

Role of the Lay Committee Members

1449 The lay committee is usually a group of five to nine persons who together have agreed to be a significant part of the internship experience. They are chosen by the intern with input from the pastor supervisor and pastoral staff members. It is most helpful if the committee members reflect a cross section of the members of the parish. They are commissioned to give the intern feedback concerning his ministry, to offer insights about various aspects of parish life, to support, to reflect with, to pray with the intern and to participate in the evaluation process.

Role of the Diocesan Vocations Office Personnel

1450 The Diocesan Office of Vocations Personnel provide support for the seminarian and parish in an effort to facilitate the best possible internship experience for all involved. In collaboration with the respective seminaries, the Diocesan Office of Vocations Personnel will:

 make a recommendation to the Bishop regarding the seminarian’s internship placement following dialogue with the seminarian, pastors/supervisors, and Admissions/Formation Board  meet with the pastor and pastoral staff of the internship parish to facilitate dialogue regarding expectations, ministerial opportunities and the evaluation process.  meet regularly with the seminarian intern to provide support and to discuss the intern’s experiences and growth.  gather the pastoral interns on a monthly basis for input/discussion of priesthood and diocesan matters.  invite participation of interns in various vocation-related activities and other roles of service in the Diocese.  review the learning agreement and overall aspects of the internship with the pastoral intern.  offer insights to the Admission/Formation Board on the pastoral intern’s experience and growth  review feedback/evaluations from the seminarian, supervisor, pastoral staff and seminary personnel in further assessing the seminarian’s suitability for priesthood in the Diocese.

P-90 June 11, 2010 Possible Ministerial Experiences during the Pastoral Year

1451 The purpose of the pastoral year is to provide the seminarian with the most extensive and comprehensive experience of ministry as is possible. The suggestions below are meant to be a guide for the intern and supervisor. Since parishes vary, each will need to be adapted to the particular parochial setting. Others will be developed based on a community’s particular needs. Not every intern will experience all of the items listed.

 The Cultural Milieu o ministering to the poor, to the middle class and to the affluent o ministering to/with minorities, to/with majority groups

 Parish Staff o experiencing the dynamics of and full participation in staff meetings o planning and leading staff prayer o entering into the play/relaxation of the staff

 Parish Council o developing a sense of the parish through listening to parishioners’ advice to the pastor on future directions o observing the opportunities and difficulties of shared responsibility and authority o participating in the proceedings of a Parish Council committee

 Parish Religious Education Programs o becoming acquainted with the educational setting and faculty of the parish, e.g., elementary school, CCD program o becoming involved with students in religious education and adults in RCIA, bible study, sacramental preparation and adult enrichment programs

 Hospitals/Nursing Homes o visiting parishioners who are ill in hospitals and nursing homes that are within or near parish boundaries o visiting homes of elderly, especially for communion calls

P-91 June 11, 2010  Liturgical Ministry o attending liturgy committee meetings o sharing the ministry of special ministers of the Eucharist o bringing communion to the sick o serving as lector o delivering the reflection at children’s liturgies, penance services, communion services o conducting wake services o visiting grieving parishioners and ministering to them / helping to plan and share in the Mass of Christian burial o becoming acquainted with the parish approach to music ministry o participating in the parish marriage preparation program o participating in parish baptismal preparation programs o training , lectors and extraordinary ministers of Holy Communion o worshiping as one of the parish community o meeting people at the church doors after Masses o experiencing the various activities and dynamics of the parish community on weekends o observing the process

 Youth Ministry o becoming involved in the parish ministry to youth o participating in a weekend youth retreat o becoming familiar with the diocesan resources for youth ministry.

 Adult Spiritual Renewal Programs o participating in ongoing parish renewal, e.g., Renew, Christ Renews His Parish o becoming aware of various adult groups in the parish, e.g., discussion groups, senior citizens.

 Ecumenical Community Affairs o being aware of the leaders and issues in the local community o meeting clergy of other religious denominations

P-92 June 11, 2010 o participating in local ecumenical meetings

 Parish Practicalities o assuming some responsibility for the church building, community center, school, etc. o being aware that ministry may involve tasks of setting up chairs and tables, turning on/off lights, and locking/unlocking doors

 In-Service Opportunities o participating in diocesan clergy study days, liturgy workshops, religious education programs, etc.

Basic Parish Information

1452 The following are suggestions and questions that the supervisor and intern might address during entry into the parish. This list is not meant to be exhaustive, but to initiate discussion.

1. Parish Life a. What is the parish makeup? i. boundaries ii. vital statistics iii. groups (age, language, etc.) iv. history v. organizations b. Who are key parish people? i. D.R.E. ii. Choir Director iii. Principal iv. Parish leaders v. Maintenance staff vi. Other Staff Members c. How are decisions made or differences settled in these or other groups? (Unilateral, Consultative, Collegial?) i. Rectory ii. Liturgy Team

P-93 June 11, 2010 iii. School iv. Parish Religious Education Program v. Parish vi. Youth d. What are parish policies and procedures? i. School: tuition, enrollment ii. Sacramental: baptisms, weddings, preparation programs, funerals, times, eligibility, fees iii. Parish Registration iv. Charitable Outreach v. Building Security e. What are other parish responsibilities? i. Hospitals ii. Hospice iii. Nursing Homes iv. Prison f. What are other related organizations? i. Ecumenical Group ii. Ministerial Association iii. Deanery iv. Extra-parochial (K of C, etc.) g. What are community resources? i. Counseling ii. Shelters iii. Drug Abuse iv. Day Care v. Alcoholic Rehabilitation vi. Social Service Agencies 2. Rectory Life a. Finance i. Stole fees/stipends ii. Petty cash iii. Check signing (who is responsible?)

P-94 June 11, 2010 b. Personal i. Laundry ii. Room Furnishing iii. Meals iv. Use of Parish Keys v. Guests in Rectory vi. Phone (personal & long distance) c. Leisure and Time Commitment i. Days away ii. Overnights iii. Vacation iv. On Call d. Ongoing Formation i. Continuing Education ii. Outside Commitments

Theological Reflection Guide

1453 Background

Setting the scene with information that precedes the actual incident.

1454 Description

A detailed account of the event or incident.

1455 Reflection

Professional

How does this incident effect your profession as a church minister? What has the incident taught you about being a professional? How might you handle a similar incident as a professional in the future? What are the insights gained as a professional minister?

Cultural Implications

P-95 June 11, 2010 What does the incident say about the culture in which you/we live or minister? What wisdom is to be gained by this incident in light of the culture? Is there anything that might be counter-cultural when it comes to Gospel values?

1456 Theological

Are there any theological themes emanating from the incident? For instance, what does the incident have to say about God? Salvation? Grace? Christ? Holy Spirit? Sacraments? Revelation? Moral life? Has the incident challenged you to see these aspects any differently? If so, how and why? What theological wisdom might the Sacred Scriptures impart as a result of this incident?

1457 Spiritual

What are the spiritual benefits of this incident? What might the Lord be calling you to consider as a spiritual wealth in this incident? Are there challenges present in this incident that offer you direction for prayerful reflection?

1458 Preaching

With wisdom gained through this incident, how might you preach about the lesson of this incident? What Scripture readings might be applicable to the incident?

1459 Integration

Based on the incident and the reflection made above, how might you integrate the wisdom gained into all aspects of your life? What would you do differently? What would you do the same?

Policy on Preaching

1460 The homily, being an eminent form of preaching, “qua per anni liturgici cursum ex testu sacro fidei mysteria et normae vitae christiane exponuntia”, also forms part of the liturgy. The homily, therefore, during the celebration of the Holy Eucharist, must be reserved to the sacred minister, priest or deacon to the exclusion of the non-ordained faithful, even if these would have responsibilities as “pastoral assistants” or catechists in whatever type of community or group. This exclusion is not based on the preaching ability of sacred ministers, but on their virtue of having received the Sacrament of Holy Orders. For the same reason, the Diocesan Bishop cannot validly dispense from the canonical norm since this is not merely a disciplinary law, but one which touches upon the closely connected functions of teaching and sanctifying.

P-96 June 11, 2010 1461 For the same reason, the practice, on some occasions, of entrusting the preaching of the homily to seminarians or theology students who are not clerics is not permitted. Indeed, the homily should not be regarded as training for some future ministry.

1462 A form of instruction designed to promote a greater understanding of the liturgy, including personal testimonies, or the celebration of Eucharistic liturgies on special occasions (e.g., day of the seminary, day of the sick, etc.) is lawful, or in harmony with liturgical norms, should such be considered objectively opportune as a means of explicating the regular homily preached by the celebrant priest. Nonetheless, these testimonies or explanations may not be such so as to assume a character which could be confused with the homily.

1463 As an expositional aide and providing it does not delegate the duty of preaching to others, the celebrant minister may make prudent use of “dialogue” in the homily, in accord with the liturgical norms.

1464 Homilies in non-Eucharistic liturgies may be preached by the non-ordained faithful only when expressly permitted by law and when its prescriptions for doing so are observed.

Leave of Absence

1465 A leave of absence is a period of interruption in the seminary formation program for the sake of determining vocational choice within a more personal context. It is a temporary departure in which the student maintains his status as a seminarian. This is distinguished from disaffiliation as a seminarian of the Diocese. The leave of absence is an active period of vocational decision-making, implying a strong possibility of returning to the seminary.

1466 The leave can be initiated either from the perspective of the Diocese of Toledo or from the student himself. The diocese may have some definite concern about a student’s maturity and/or his readiness for receiving Orders. In consultation with the seminary authorities, the Director of Vocations and/or the Diocesan Bishop may deem this concern serious enough to suggest a leave of absence.

1467 A student may request a leave of absence because he feels he is not ready to make a firm commitment to priesthood and needs a period of time outside the seminary to pursue his process of decision-making. A student may also desire a leave because of a family need, additional degree programs, or other personal reasons.

P-97 June 11, 2010 1468 A leave is a period of accountability and contract between the student and the Diocese of Toledo, and thus has definite conditions which shall include the following:

 The student shall notify the Office of Vocations in writing of his intention and reasons for taking the leave. The details of the leave are worked out with the Director of Vocations.  The student shall maintain, during the leave, regular contact with the Director of Vocations.  The duration of the leave is flexible, based on individual circumstances. However, the leave shall normally be not less than one calendar year and not more than two calendar years.  During the leave, the student selects a spiritual director with whom he meets monthly. The Director of Vocations shall be made aware of the student’s choice of spiritual director.  There may be value in individual instances for some professional counseling. The student is expected to bear the expenses involved in professional counseling services.  The student is responsible for his finances, including his living conditions and insurance, during his leave of absence.  At the conclusion of the leave of absence, a student may write the Admissions/Formation Board through the Director of Vocations, applying for readmission to active status as a seminarian. In some cases the recommendation of the student’s spiritual director and professional counselor (if the student has received psychological counseling) will be part of the review for readmission to the seminary. The recommendation is then given to the Diocesan Bishop.

Disaffiliation

1469 If a seminarian has decided to discontinue his studies for the priesthood, he writes his intention to the Office of Vocations before he leaves the seminary.

1470 Within two weeks after his departure from the seminary, the former seminarian is asked to meet with the Director of Vocations to discuss future plans regarding his interest in priesthood; financial arrangements regarding any outstanding loans, whether government, commercial, or personal; responsibility regarding the use of ministries received while in the seminary (e.g. reader/acolyte); and the “Notice of Disaffiliation” to be filed with the Office of Vocations.

P-98 June 11, 2010 Ministries of Lector and Acolyte

1471 The seminarian will petition for and receive the ministries of Lector and Acolyte in his respective seminary.

1472 Lector is one of the ministries adapted to present day needs in the , otherwise known as Reader. A lector is appointed to read the Word of God in the liturgical assembly. Accordingly, he reads the lesson from Sacred Scripture, except the Gospel, in the Mass and in other sacred celebrations; recites the psalms between the readings in the absence of the cantor; presents the intentions for general intercessions when the deacon or cantor is absent; and may also direct the congregation in song. If necessary he also assumes the responsibility of instructing any of the faithful called upon to read the Scriptures in any liturgical celebration.

1473 Acolyte is a ministry to which a person is specially appointed by the Church to assist the deacon and the priest. His duty is to attend to the service of the altar and to assist as needed in the celebration of the Mass. He may also distribute Holy Communion as an Extra-Ordinary Minister of Holy Communion at Mass and to the sick. An acolyte may be entrusted with publicly exposing the Blessed Sacrament for adoration but not with giving benediction. He may help in instructing others who carry the missal, cross and candles or perform similar functions.

Reception of Holy Orders

1474 The Admission to Candidacy Ceremony for priesthood will be conducted according to the custom of the respective seminary. The seminarian who petitions for Candidacy is indicating his intention to prepare himself for the ordained ministry as a priest for the Diocese of Toledo.

1475 Following the successful completion of all the necessary spiritual preparation, academic studies and pastoral formation requirements, a seminarian petitions the Bishop in writing for ordination to the transitional diaconate and subsequent ordination to the priesthood. Seminarians must remember that they are never guaranteed ordination merely because they have completed their seminary formation or obtained a theological academic degree. Candidates for ordination are not to send out ordination invitations until they have received their Call to Holy Orders Letter from the Bishop. Candidates for priesthood ordination will be informed of the date and time of a planning meeting held at the Catholic Center to discuss planning details of the liturgy.

1476 Transitional Diaconate Ordination will be celebrated at the seminaries during the final year of theological studies or according to the custom of the seminary (e.g., end of third year of theological studies).

P-99 June 11, 2010 1477 Ordination to the Priesthood is celebrated in the Diocese of Toledo by the Bishop. The seminarian-deacon petitions for ordination to the priesthood through the seminary rector who, in turn, makes a recommendation to the Bishop. A class ordination will take place in Our Lady, Queen of the Most Holy Rosary Cathedral.

Financial Policies

Seminary Room, Board, and Tuition

1478 During his years in college seminary, the student will be offered up to ½ of the tuition, room and board as a scholarship from the Diocese of Toledo. The Diocese will also pay for books and minor fees. The other ½ of tuition, room and board will be the responsibility of the individual or miscellaneous grants and loans. The Diocese of Toledo will assume responsibility for non-interest bearing student loans of a college seminarian who remains with the Diocese and is ordained as a priest for the Diocese. The Diocese will assume responsibility only for the principal of an interest bearing loan, with the interest being the responsibility of the seminarian. If a seminarian withdraws, or is asked to withdraw, from the program of priestly formation, he is responsible for the repayment of his guaranteed student loans.

1479 During the years of pre-theology and theology, the Diocese of Toledo will cover the cost of tuition, room, board, fees and books for the seminarian. Seminarians will be asked to apply for available grants and scholarships to help defray the cost.

Personal Expenses

1480 Throughout his time in the seminary (college, pre-theology and theology), the seminarian is responsible for his own personal expenses which may include clothing, personal hygiene, entertainment, car payments, automobile insurance, etc.

1481 If a seminarian should be in true need of financial assistance to meet personal expenses outlined above, he is invited to personally write the Director of Vocations to explain and account for the need, along with an itemization of the amount needed. The Office of Vocations periodically receives requests from different Catholic organizations as well as individuals who desire to financially assist seminarians. Although personal financial assistance is never guaranteed, there may be monies available to seminarians from these benefactor sources if a true need is identified. All requests for financial assistance are carefully and confidentially considered on a case by case basis.

P-100 June 11, 2010 Health Insurance

1482 The Diocese will cover the health insurance costs for all pre-theologians and theologians as well as older college seminarians not covered by their parents’ insurance. The Director of Vocations will determine if the seminarian will be covered by the seminary’s insurance program or the Diocesan program.

1483 Deductibles, co-payments, and prescription drug expenses are the responsibility of each seminarian as they are for all diocesan clergy. Seminarians are strongly encouraged to set aside and save any stipend, grant or gift money received during the year to offset potential yearly medical costs. If a seminarian should be in true need of financial assistance to meet personal medical expenses, he is invited to write the Director of Vocations to explain and account for the need, along with an itemization of the amount needed. Therefore, no seminarian is to deny himself needed medical treatment because of an inability to pay.

Ministry and Advanced Study Programs

1484 The cost for ministry or study programs scheduled for summers or breaks from the usual academic year, will be covered by the Diocese of Toledo if pre- approved by the Director of Vocations.

1485 The seminarian receives a stipend for his services in a parish summer ministry program. Such a stipend is the responsibility of the pastor/pastoral leader (supervisor).

1486 During a seminarian’s pastoral year experience in a parish, he will receive a standard salary from the parish.

Employment Status of Seminarians for Tax Purposes

1487 The Office of Vocations identifies the status of a priesthood candidate of the Diocese of Toledo who is placed at the parish for pastoral training, directions, supervision and evaluation, no matter the length of time placed, or the amount of salary received, to be that of an employee of that parish and must therefore complete the required W-4 Form for compliance with the of the Internal Revenue Service. Furthermore, the parish is asked to assume responsibility for paying the employee’s share of the intern’s Social Security and Medicare contributions. The parish should handle all withholdings in the manner customary for employees; the intern is not obligated by his placement to file returns as “self- employed” for any purpose.

P-101 June 11, 2010 Contributions of Financial Support

1488 Seminarians who receive financial support from parishes, Serra Clubs, individual donors or other sources are asked to inform the Office of Vocations of these contributions. Seminarians are not to solicit funds for personal or school expenses and are to avoid any appearance of entitlement to the generosity of others.

Internal vs. External Forum

1489 When a seminarian visits with his spiritual director, what is said in these conversations, i.e. in the internal forum, may never be repeated by the spiritual director to a third party. Conversations with the Director of Vocations are held in the external forum, which means that what is said to him can be repeated to the appropriate people, i.e. primarily the Bishop, his delegates and the seminary formation team. Therefore the Director of Vocations is not permitted to hear the confessions of seminarians or potential candidates for the seminary.

1490 The distinction between the internal and external forum is meant to protect the individual in matters of conscience. It is not intended to be a “firewall“, to keep important issues of discernment from those in the external forum. Such issues that concern or could impact a future priest’s lifelong service in the Diocese of Toledo must be brought, by the seminarian, to the attention of the Director of Vocations and the Bishop. If a seminarian has any sense or inclination during his formation that the Lord might be calling him to leave priestly formation or to engage in priestly formation for a religious community or other diocese, he is to discuss this with his Spiritual Director, seminary personnel and the Director of Vocations. In justice, nothing should be kept from the Bishop that would affect his decision to call a candidate to Holy Orders as a priest for the Diocese of Toledo. When the Bishop calls a candidate to Holy Orders, it is presumed that the candidate has freely discerned with moral certitude and with no preconceived conditions, that he is called by God to embrace a lifetime of priestly service for the Diocese.

Expectations of Seminarians

1491 Each seminarian is expected to:

 participate in the annual seminarian summer retreat  participate in the December gathering of seminarians and their families  attend the Chrism Mass and luncheon at Our Lady, Queen of the Most Holy Rosary Cathedral, unless prevented by the seminary schedule  attend the Priesthood Ordination liturgy

P-102 June 11, 2010  meet with the Diocesan Bishop once a year according to the desire and availability of the Bishop  participate in diocesan retreats, Serra Club presentations, vocation talks and other vocation promotion opportunities based on availability, distance and schedule  develop and maintain a rapport with his home parish, intern parish or other parishes in which he has ministered  develop a rapport with his brother diocesan seminarians through which he offers support, affirmation and challenge to growth.  keep the Office of Vocations apprised of any unusual situations regarding himself or his family

Psychological Counseling

1492 Seminarians requesting or requiring psychological counseling are to discuss this with the Director of Vocations before initiating the process. Costs for these pre- approved services are covered by the Office of Vocations.

Diocesan Policy on Attire for Seminarians

For Seminarians in Pastoral Assignments

1493 When functioning pastorally, the expected dress code is black clerical attire110 for deacons and dress shirt and slacks for other seminarians. When serving as a minister for a parish liturgy, the norm is alb and cincture, unless otherwise indicated by the pastor.

For all Seminarians

1494 When visiting the Catholic Center for meetings or business, the appropriate attire is black clerical attire for deacons and a shirt and tie for all other seminarians.

For Seminarians attending seminary

1495 During session, seminarians are expected to follow the guidelines for attire as set by the seminary.

110 Clerical attire is to be understood according to the USCCB’s complimentary norms to canon 284. “In liturgical rites, clerics shall wear the vesture prescribed in the proper liturgical books. Outside liturgical functions, a black suit and Roman collar are the usual attire for priests. The use of the cassock is at the discretion of the cleric.” P-103 June 11, 2010 For Seminarians serving at the Cathedral or other diocesan liturgies

1496 The expected attire is alb and cincture, unless otherwise indicated by the competent authority.

For Seminarians attending non-liturgical diocesan functions

1497 The expected attire is black clerical attire for deacons. Other seminarians are expected to wear a dress shirt, dress slacks, suit coat and tie.

Spiritual Life

1498 The strengthening of Christian faith and the discerning/development of priestly spirituality are the primary goals of the spiritual life of a seminarian. Since the priest must first of all be the disciple of Jesus, his spiritual life should foster a deep personal faith expressed in prayer and service. One can be a spiritual leader and teacher only by first becoming a person of prayer and an active member of the worshipping community (of the parish assignment, the seminary, the home parish).

1499 Beyond the daily encouragement of prayer, conversion and discipleship, the spiritual life helps the seminarian to discern his vocation in the Church. It assists him in deepening his sense of a priestly calling and helps him develop a spirituality suited to his vocation and integral to his personal faith.

1500 The fostering of moral and human maturity is another important goal of the spiritual life. Because grace builds on nature, a seminarian’s spiritual life should seek to foster personal maturity while cultivating a strong sense of faith, prayer and service. The seminarian must be a man of virtue, possessing a strong moral character, good judgment and a sense of responsibility. At the same time, he must be a person of self-knowledge, personal integration and self-confidence, who is capable of relating effectively to all kinds of people whom he will be serving.

1501 The seminarian should integrate the following into his spiritual life:

 Daily Eucharist  The Liturgy of the Hours  Frequent reception of the Sacrament of Reconciliation  Daily time for personal prayer  Regular spiritual direction  An annual retreat according to the guidelines of the seminary

P-104 June 11, 2010 Retreats

1502 Seminarians are to take an active part in the annual retreat scheduled by their respective seminary. During the seminarian’s pastoral internship year he is to discuss his preferences with the Director of Vocations.

Code of Pastoral Conduct

1503 Seminarians affiliated with the Diocese of Toledo are to follow the Code of Pastoral Conduct (See Appendix L), as found in the diocesan “To Protect and To Heal” document, expected of all priests, pastoral ministers, administrators, staff, and volunteers in our parishes, religious communities and organizations. This Code provides a set of standards for conduct in certain pastoral situations. This Code supplements, but does not replace, all present policies in the Diocese of Toledo Pastoral Policy Handbook.

1504 The public and private conduct of seminarians can inspire and motivate people, but it can also scandalize and undermine the people’s faith. Seminarians must at all times be aware of the responsibilities that accompany their work. They must also know that God’s goodness and grace support them in their ministry.

1505 Responsibility for adherence to the Code of Pastoral Conduct rests with the individual. Seminarians who disregard this Code will be subject to remedial action by the Diocese of Toledo. Corrective action may take various forms, from a verbal reprimand to disaffiliation as a seminarian with the Diocese of Toledo, depending on the specific nature and circumstances of the offense and the extent of the harm.

Protecting Youth and Those Who Serve Them

1506 As part of the application process for affiliation as a seminarian with the Diocese of Toledo, candidates are required to go through the necessary background checks and fingerprinting. The Diocese will access both a BCI (Bureau of Criminal Investigation) and FBI (Federal Bureau of Investigation) report and will keep these in the seminarian’s file in the Office of Vocations. Some seminaries require additional fingerprinting for the diocese in which they are located.

1507 At the beginning of affiliation with the Diocese of Toledo, a seminarian is required to participate in the Diocesan Protecting Youth and Those Who Serve Them workshop. Certification for this workshop must be in the seminarian’s personal file in the Office of Vocations and must be renewed at least every five years. Seminarians must participate in additional workshops required by their respective seminaries.

P-105 June 11, 2010 Communications

1508 Maintaining good communication with the Office of Vocations is extremely important. Seminarians should never assume that the Director of Vocations is aware of everything. It is especially important to inform the Director if there are any family or personal issues so that he, and the Bishop, can provide the proper support and assistance needed.

1509 Every seminarian is to have an e-mail address and daily check for recent e-mails from the Diocese. It is the responsibility of the seminarian to promptly notify the Office of Vocations if his e-mail address changes. If a seminarian has a cell phone, he is to provide the Office of Vocations with this number.

1510 Seminarians are expected to provide necessary contact information to the Office of Vocations for extended time away from the seminary and breaks other than the usual visits home.

1511 In justice, charity and respect, seminarians are to promptly RSVP to any function or event to which they are personally invited, whether or not they are able to attend.

1512 Seminarians must use good moral judgment regarding the use of all communications media, particularly the use of the internet. Prudence will dictate the web sites and “chat rooms” that one visits or participates in, as well as the amount of time expended for such activity. Seminarians must be cognizant that web browsing, e-mails, “chat rooms” and “blog” sites are public, not private modes of communication. It is expected that seminarians will act in full accord with the tenants of their faith when using any form of communications media. Especially in public venues or public forums seminarians are to represent the Diocese, the Bishop, the Church and our Lord Himself with an appropriate decorum that reflects first and foremost “all things in charity”. Seminarians who wish to initiate or maintain a personal web site or blog site are to discuss this with the Director of Vocations.

1513 Seminarians affiliated with the Diocese of Toledo are to represent the Diocese with responsibility and integrity. All media requests or publications must go through the Office of Vocations and the Diocese of Toledo’s Office of Communications. The Diocesan Director of Communications serves as a valuable resource and facilitator with media personnel to insure optimal conditions for successful media relationships and coverage.

P-106 June 11, 2010 VI. PASTORAL LEADERS

Assigning a Pastoral Leader

1514 Once the Diocesan Bishop has made the decision that a parish or configuration of parishes will have a pastoral leader, he will inform them of his decision via a letter to them announcing the change.

1515 After being informed that they will have a pastoral leader, the parishioners and current leadership will draw up a particularly comprehensive profile of their parish following the diocesan format.

1516 The opening for the position of pastoral leader of a particular parish will be announced first to those who are currently serving as pastoral leaders in the diocese, permanent deacons and religious of the diocese. They will have the opportunity to apply for the parish following the same procedures that priests do in applying for a traditional pastorate. The Priests’ Personnel Board will have appointed a committee consisting of a member of the Priests’ Personnel Board, the Vicar for Religious and a current pastoral leader who will review the applications, interview the applicants and recommend a candidate to the Priests’ Personnel Board.

1517 If none of the applicants meet the requirement then the Priests Personnel Board will continue a wider search for appropriate candidate/s. Just as parishes with a resident pastor have the right to meet with Board members to express their concerns and give their input in the ordinary process of assigning priests to parishes, so these parishes will have the same right in the process of the appointment of a pastoral leader.

1518 After the Diocesan Bishop has indicated a willingness to appoint a given candidate to serve as pastoral leader of a parish, a contract is drawn up between the Diocesan Bishop and the candidate, a mutually acceptable starting date and other details as necessary are arranged, and then the Diocesan Bishop gives the parish leader an official letter of appointment. A liturgical or para-liturgical rite is prepared by the parish to install the pastoral leader in his/her new position. If the presbyteral moderator/chaplain who will serve the parish is being appointed at the same time, it is recommended that he be installed in the same ceremony as the pastoral leader.

P-107 June 11, 2010 Assigning a Presbyteral Moderator / Minister with the Pastoral Leader

1519 The Priests’ Personnel Board publishes the opening of a presbyteral moderator/parish chaplain position. The position will be filled using the process as any other priestly assignment. If the presbyteral moderator/parish chaplain is being appointed some time after the pastoral leader has already been in place, an installation ceremony should be devised to inaugurate also his work in the parish.

1520 The presbyteral moderator role of the position meets the requirement of canon 517, §2. In this capacity he will function as the canonical pastor of the parish in those matters which are restricted by law to the pastor. Notwithstanding his title, the responsibilities and faculties given by the Diocesan Bishop to the pastoral leader and the presbyteral moderator/parish chaplain limit his action relative to the parish.

Terms of Office for the Pastoral Leader and Presbyteral Moderator / Parish Chaplain

1521 The pastoral leader and presbyteral moderator/parish chaplain who serve the parish are appointed to terms equivalent to that of pastors. Like pastors of traditional parishes, the pastoral leader and presbyteral moderator/parish chaplain are required to have a ministerial evaluation done under the auspices of the diocese in the fifth year of their six-year terms; the results of these evaluations are to be made available to the Priests’ Personnel Board for their use in recommending to the Diocesan Bishop whether these individuals should be re- appointed to another term, or, when they come to the end of a second term, to what type of parish they would now best be suited.

1522 Conflicts between the pastoral leader and the presbyteral moderator/parish chaplain, or between either or both of these persons and the parishioners, are to be mediated by the dean who is to work for conciliation between the parties.

Job Description for Pastoral Leader

1523 The pastoral leader is responsible for the administration of the parish in all its various aspects, spiritual as well as temporal; he/she may delegate elements of the administrative and ministerial functions to others, but remains ultimately responsible to the Diocesan Bishop for them all. He/she is to make use of the parish’s consultative and advisory bodies in carrying out his/her responsibilities. Though the various elements of the leader’s responsibilities are here listed by themselves, in practice it is always to be remembered that the role of the pastoral leader does not exist in isolation, but is complementary to that of the presbyteral moderator/parish chaplain; it is only together that the extension of the Diocesan Bishop’s ministry to this portion of the local Church that they serve is fully represented.

P-108 June 11, 2010

Administration of Ministry

1524 In carrying out the administration of ministry, the pastoral leader:

 Coordinates and oversees the ministry of all members of the parish staff and of all parish groups and organizations.  Supervises all parish educational, spiritual, and service programs and periodically evaluates both programs and policies for effectiveness.  Coordinates the scheduling of all parish activities.  Makes sure those accurate and timely records are kept, particularly those relating to the sacraments and the parish census.

Administration of Temporalities and Finance

1525 In carrying out the administration of temporalities and finance, the pastoral leader:

 Is responsible for developing the parish budget and overseeing its day-to- day finances — bills, reports, record keeping, collections, etc.  Is responsible for parish fund-raising and development and the prudent use of bequests.  Oversees temporalities and finances with the parish Finance Council.  Is responsible for long-range planning.  Is responsible for the supervision of the physical plant of the parish, the maintenance of its buildings and upkeep of its grounds.

Administration of Personnel

1526 In carrying out the administration of personnel, the pastoral leader:

 Serves as director of the parish staff, in charge of all hiring and firing, oversees and supervises all support staff and volunteers.  Supervises the ministry of the deacons of the parish and works out the required .  Annually evaluates the other members of the pastoral staff.  Is responsible for effective communication and collaboration among the parish staff, the pastoral council and its committees, parish groups and the parish at large.

P-109 June 11, 2010

Administration of the Parish’s Educational Apostolate

1527 In carrying out the administration of the parish’s educational apostolate, the pastoral leader:

 If the parish has a school, supervises its operation oversees the work of the principal.  Attends meetings of the faculty, parent-teacher association, school advisory council, and others affecting the conduct, direction, and financing of the school apostolate.  Provides regular presence to and manifests interest in the school, its faculty, and students.  Oversees all parish education programs, including the RCIA, CCD, adult education, evangelization, youth ministry.  Develops and oversees programs to promote and train new lay pastoral leadership, as well nurture, affirm, evaluate, and see to the ongoing formation of currently functioning lay leaders.

Coordination of Community Worship

1528 In carrying out the coordination of community worship, the pastoral leader:

 Sees to the recruitment, training, and scheduling of liturgical ministers, lectors, cantors, ministers of the Eucharist, musicians, etc.  Presides over liturgical prayers and the ministry of the Word in accord with canon 230 on weekdays in the absence of the presbyteral moderator/parish chaplain.  When the presbyteral moderator/parish chaplain cannot be present, may distribute Holy Communion outside of Mass in the church and to the sick and homebound, preside at wake services,111 administer approved sacra- mentals,112 perform baptisms according to the appropriate rite,113 and administer Viaticum.114

111 Rite of Christian Funerals, Praenotanda 19. 112 Canon 1168. 113 Canon 861. 114 Canon 911. P-110 June 11, 2010 Coordination of Relations with the Wider Community

1529 In carrying out the coordination of relations with the wider community, the pastoral leader:

 Represents the parish in relations with other parishes and churches, with ecumenical, civic, and neighborhood groups.  Serves as liaison between the parish and the diocese, its offices, commissions, and groups, attending meetings called for pastors, providing the diocese with the information and reports requested, abiding by its policies and implementing programs, and keeping parishioners informed regarding the larger Church beyond their boundaries.  Seeks to coordinate parish activities, programs, policies and services with those of other parishes in the area with a view to meeting the needs of people more efficiently through pastoral collaboration.

Social Service Outreach

1530 In carrying out the social service outreach of the parish, the pastoral leader:

 Sees that the parish provides appropriate outreach to others in a vigorous social justice apostolate.  If the parish has an outreach to the poor, supervises its operation and oversees the work of the staff.  Provides a regular presence to the clients and the volunteers.  Oversees the advisory board and committee meetings that affect the conduct, direction and financing of the ministry.  Oversees the finances, long-range planning and goals of the ministry.  Provides an awareness of social concerns and encourages active involvement in the parish when there is no outreach program to the poor and marginalized.

Other Pastoral Responsibilities

1531 Other pastoral responsibilities of the pastoral leader include:

 Manifests pastoral concern for the parishioners through attendance at events of significance to the parish community.

P-111 June 11, 2010  Serves as an animator and leader of the community, helping the parish to articulate its mission in the light of the Gospel and offering encouragement and support to live it out.  Sees to the building up of parish community through opportunities to gather and foster parish spirit.  Is available as counselor and leader in prayer to parishioners to the extent he/she is requested and capable.  Sees to it that assistance is provided to those who make use of the services of the diocesan , for example in facilitating the annulment process. Attends to his/her own continuing education in theology and pastoral skills, and to his/her own ongoing spiritual growth through retreats etc.

Job Description for the Presbyteral Moderator / Parish Chaplain

Role of the Presbyteral Moderator

1532 The role of the presbyteral moderator required by canon 517, §2 is to function as the canonical pastor of the parish in those matters which are restricted to the pastor by canon law. His action relative to the parish115 is limited by the respon- sibilities and faculties entrusted by the Diocesan Bishop to the pastoral leader and chaplain.

Responsibilities of the Presbyteral Moderator / Parish Chaplain

1533 Represents the parish in all juridic affairs in accord with the norm of law.116

1534 Has the responsibility of offering the Mass for the People enjoined by canon 534.

Sacramental Preparation and Celebration

1535 The Presbyteral Moderator / Parish Chaplain has the following sacramental preparation and celebration responsibilities:

 Is responsible for all sacramental celebrations, scheduled in coordination with the pastoral leader; coordinates the work of the parish liturgy committee.  Presides at all sacramental and liturgical celebrations where appropriate (baptisms, Eucharist, reconciliation, anointing [both individual and communal], marriages, funerals, quinceaneras, etc.).

115 Canons 528-530. 116 Canon 532. P-112 June 11, 2010  Is involved in the preparation for all liturgical and sacramental celebrations, including personal contact or conferences with the individuals, couples, and or families involved, as appropriate; is ultimately responsible for the determination, in conjunction with the other parties involved, of the readiness of any particular candidate for the reception of a sacrament.

Evangelical/Pastoral Responsibilities

1536 The Presbyteral Moderator / Parish Chaplain has the following evangelical/pastoral responsibilities:  Manifests pastoral concern for the parishioners through regular presence in the parish and through attendance at parish activities, functions, and other events of significance to the parish community.  Makes himself available to parishioners as counselor, spiritual director, and leader in prayer.  Visits and ministers to the sick and shut-ins, in homes, hospitals, and nursing homes.  Is available for emergency calls and crisis intervention.  Attends meetings of the parish staff and pastoral team as a full member.  Serves as a resource person for educational and spiritual enrichment programs, as well as programs of training in pastoral leadership.  Attends to his own continuing education in theology and pastoral skills and to his own ongoing spiritual growth through retreats etc.

Pastoral Leader Compensation

1537 Recognizing that adjustments may have to be made due to the specific circumstances pertaining in an individual parish, the following provisions would be considered the diocesan standard model for the compensation of pastoral leaders:

Salaries

1538 Based on the diocesan salary scale, salaries will vary depending on educational preparation and experience requirements, the scope of parish responsibilities, and length of time in pastoral ministry.

Retirement

1539 The parish will make contributions to the diocesan Retirement Plan for Lay Employees or to the appropriate religious congregation’s retirement program.

P-113 June 11, 2010 Health Insurance

1540 Individual or family health insurance coverage will be provided to the pastoral leader subject to the prevailing diocesan policy.

Applicable Taxes

1541 City, state, and federal taxes will be withheld for the lay pastoral leader. Where compensation is payable to a religious congregation, all taxes are paid by the religious congregation. Where compensation is paid directly to a sister rather than to her order, the IRS stipulates that federal taxes must be withheld.

Workers’ Compensation

1542 The parish in accordance with applicable Ohio law will pay workers’ compensation premiums.

Housing

1543 The housing will be the responsibility of the pastoral leader. If the parish rectory is available, the pastoral leader may choose to reside there paying the rent stipulated by the Diocese (See Temporal Goods Addendum “C”).

Transportation

1544 The pastoral leader will be responsible for all the expenses involved in owning and operating an automobile. The parish will pay the prevailing IRS-determined mileage allowance to the pastoral leader for the business use of the automobile (exclusive of travel to and from parish facilities and his/her home).

Other Benefits

1545 The diocesan policy for pastors will determine vacation entitlement, annual retreat, days/weekends off and time away for continuing formation. Other benefits such as medical, bereavement, or military leaves, etc. will be those provided for in the Diocesan Personnel Policies

1546 With the approval of the Diocesan Bishop, an individual parish based upon specific circumstances pertaining in that parish may make adjustments to this standard compensation model. It may be necessary, for example, to work toward the standard compensation package in increments rather than all at once. Where the pastoral leader is responsible for more then one parish, the costs involved are to be pro-rated on a basis proportionate to the services provided to the two parishes. Upon being appointed to a parish that has not had this leadership structure in the past, a first-time pastoral leader may request the Diocesan Bishop to appoint a seasoned pastoral leader to send as an ombudsman during

P-114 June 11, 2010 the transition time, to negotiate the details of compensation, housing, etc. in accord with the model set forth above, to answer questions and offer suggestions to both parish and new leader in the light of his/her experience.

1547 The overall compensation and benefits package due to the presbyteral moderator/parish chaplain who serves the parish will be same as that currently in effect for all other priests of the diocese.

Canonical Responsibilities and Implications

Office of the Pastoral Leader

1548 The Pastoral Leader is understood to hold an ecclesiastic office in accordance with canon 145, with all its rights and obligations

1549 The Pastoral Leader is also understood to cooperate in the exercise of the power of governance in accordance with canon 129, §2.

1550 The Pastoral Leader is responsible and accountable to the Presbyteral Moderator and the Diocesan Bishop in managing the pastoral affairs of the parish.117

1551 The Pastoral Leader is to reside close to the parish for which he/she is responsible.118

1552 The Pastoral Leader is appointed by the Diocesan Bishop at his discretion for a definite or indefinite time.

Responsibilities regarding Administration

1553 The pastoral leader is understood to be responsible for the administration of the parish entrusted to his/her care, under the supervision of the presbyteral modera- tor, according to the norms of the diocese. The pastoral leader is ex-officio a member of the pastoral council and parish finance council and is to preside over both in accordance with the norms of canons 536 and 537. The pastoral leader is empowered to carry out all ordinary acts of administration in the expenditure of funds, etc., in keeping with diocesan .

Responsibilities regarding Sacramental and Liturgical Functions

1554 The pastoral leader can preside over liturgical prayers in accordance with the norm of canon 230, §3.

117 Canons 517 §2, 1276, 1282. 118 Canon 533. P-115 June 11, 2010 1555 The pastoral leader can perform baptism in accordance with canons 230, §3 and 861, §2. (This shorter rite of baptism is found in The Rites, “Rite of Baptism for Children Administered by a Catechist when No Priest or Deacon is Available.”)

1556 The pastoral leader can distribute the Eucharist in church or outside of it in accor- dance with the norm of canon 230, §3.

1557 The pastoral leader is empowered to administer the Sacrament of Viaticum in accordance with canon 911, §2.

1558 The pastoral leader is granted faculties for the Exposition and Reposition without Benediction of the Most Holy Sacrament in accordance with canon 943.

1559 The pastoral leader is empowered to administer the approved sacramentals in accordance with canon 1168 (imposition of blessed ashes on Ash Wednesday, the blessing of throats on the feast of St. Blaise, imparting the blessings prescribed in the ritual to a communicant when acting as Special Minister of the Eucharist).

1560 The pastoral leader has the responsibility of maintaining the parish sacramental records and is empowered to issue authentic sacramental certificates.119

1561 The pastoral leader is to recommend to the Diocesan Bishop individuals to serve as Special Ministers of the Eucharist in accordance with canon 230, §3.

1562 The pastoral leader is understood to have the responsibility of fulfilling the teach- ing ministry accordance with canon 528, §1, which includes catechesis, sacra- mental preparation, RCIA, etc.

1563 The pastoral leader has the responsibility, shared with the chaplain, of visitation of the parish, especially visitation of the sick, attending to the poor, lonely, and displaced in accordance with canon 529, §1.

1564 The pastoral leader has the responsibility to promote the role of the laity in accor- dance with canon 529, §2.

1565 The pastoral leader has the responsibility to promote marriage and family life in accordance with canons 1063-1072, which includes filling out pre-nuptial inquiry forms, petitioning for matrimonial dispensations, conducting the pre-marriage inventory, assigning the engaged couple to the parish’s pre-marriage preparation program, etc.

1566 In order to assist with the ministry to the divorced and remarried the pastoral leader is empowered to act as to gather testimony in marriage annulment and dissolution cases in accordance with canon 1428.

119 Canon 535 §§1, 2, 3. P-116 June 11, 2010

1567 The pastoral leader must maintain the parish archives in accordance with canon 535, §§4, 5.

The Office of Presbyteral Moderator/Parish Chaplain

1568 The presbyteral moderator is appointed by the Diocesan Bishop in accordance with Canon 517 §2 and he enjoys the powers and faculties of the pastor as limited by the responsibilities and faculties given by the Diocesan Bishop to the pastoral leader. In accordance with that canon he has the responsibility to supervise the pastoral care and administration of the pastoral leader. Therefore the presbyteral moderator has the following canonical responsibility:

 The presbyteral moderator represents the parish in all juridic affairs In accordance with the norm of law.120  It is understood that the presbyteral moderator will not be formally installed as pastor of the parish entrusted to the care of the pastoral leader.  The presbyteral moderator fulfills the responsibilities outlined in canons 528 and 529 through the pastoral leader.  It is understood that the presbyteral moderator would make himself available to the pastoral leader as needed and visit the parish to the extent required to insure that all the pastoral responsibilities are being carried out by those designated to do so.  The presbyteral moderator has the responsibility to offer the Mass for the people mentioned in canon 534.  The presbyteral moderator has general delegation for all marriages in the parish in accordance with the norms of canon 1111.

The Pastoral Associate

1569 The pastoral associate is a professional lay ecclesial minister hired by the Pastor/Pastoral Leader to assist in exercising the pastoral care of the community. The Pastor/Pastoral Leader delegates to the pastoral associate specific duties regarding the care of the faithful (can. 519). The pastoral associate is directly responsible to the Pastor/Pastoral Leader for the performance of the delegated duties as described in a job description. Remuneration is mutually agreed upon taking into account the extent and variety of duties, level of responsibility and supervision, number of hours and experience and education.

120 Canon 532. P-117 June 11, 2010 VII. PASTORAL LEADERSHIP

Equal Access Ministry

1570 Equal Access Ministry promotes and enhances the full participation of persons with disabilities in the life of the Church. The Ministry assists parishes in developing and maintaining pastoral, catechetical and spiritual development, educational and advocacy ministries for persons with disabilities and their families.

Pastoral Services

1571 The following pastoral services are available through Equal Access Ministry:

 Training programs for parishes regarding hospitality, accessibility, transportation, sign language interpreters, and inclusive education.  Liturgical minister training  Sign language interpreter referral  Braille or audio taped materials  Large Print Sacramentary  Portable assistive listening system  Guidelines for the celebration of Sacraments with persons with disabilities.  Social, liturgical, and educational programs and activities

Catechetical / Spiritual Development

1572 The following catechetical / spiritual development services are available through Equal Access Ministry:

 Catechetical resources for adults and children with disabilities  Special Needs faith-sharing groups (e.g. Inner Vision, As Eye See It, JOY People, Faith & Light, mental illness support groups)

Educational Services

1573 The following educational services are available through Equal Access Ministry:

 Disability awareness training  Accessibility awareness training  Leadership development

P-118 June 11, 2010  Sign language classes  Liturgical sign language interpreter training/mentoring  Inclusion Tips, monthly factsheets on disability-related topics

Advocacy

1574 The following advocacy services are available through Equal Access Ministry:

 Recruit and train parish leaders to advocate for people with disabilities within their parishes.  Reproduce Catholic Chronicle on audio tape free of charge.  Network with community and civic groups to promote and monitor public policy that affects people with disabilities.  Plan and promote “Open Door Liturgy”, the annual Diocesan celebration of Catholics with disabilities.  Promote “Open Arms Award” to honor parishioners with disabilities who have excelled in service in parishes and communities.  Implement national initiatives from the National Catholic Partnership on Disability, the National Apostolate for Inclusion Ministry and the National Catholic Office for the Deaf.  Provide diversity and inclusion training in parishes, schools and Lay Ecclesial Ministry Formation.

Office of Black Catholic Ministries

1575 Since the establishment of the Office in 1985, it has served as a liaison and advocate for the needs and concerns for Black Catholic families.

1576 The Office works to:

 Assist African American Catholics in developing a sense of identity and inclusiveness in the Catholic Church;  Promote the inclusion of African American history and culture in the church and Catholic schools;  Enable the larger Church to better understand and appreciate the gifts that African Americans bring to our faith community;  Assist deaneries and parishes in the area of African American Catechesis; Black Catholic History Celebrations; national Black Catholic Congress; Retreats; Adult Formation, Diocesan Martin Luther King Liturgy/Drum Major Awards.

P-119 June 11, 2010  Promote local implementation of national initiatives, e.g. from the National Black Catholic Congress, the USCCB Office of Cultural Diversity.  Provide diversity and inclusion training in parishes, schools and Lay Ecclesial Ministry Formation.

Office of Hispanic Ministries

1577 The Office of Hispanic Ministries assists parishes in welcoming new immigrants, as well as individuals and families who are settled, from Latin American countries and in engaging them in the life of the local parish.

1578 Recognizing the unique gifts of Hispanic culture to the Catholic Church in the Diocese of Toledo, the Office of Hispanic Ministries offers opportunities to provide Hispanic Catholics with the foundation they need to take their rightful place in the parish. Offerings include:

 Adult formation, sacramental preparation and catechesis  Youth training  Quinceañera retreats  Ministry formation (preparation for inclusion in Diocesan Lay Ecclesial Ministry Formation and Diaconate)  Guadelupana Societies  Diocesan celebration of Our Lady of Guadelupe and other Hispanic feasts  Small faith communities to strengthen spiritual life  Diversity and inclusion training in parishes, schools and Lay Ecclesial Ministry Formation.

1579 The Office also provides direction to services for those who need to gain appropriate documentation and legal assistance.

 Support and promote CLINIC (Catholic Legal Immigration Network, INC of the USCCB)  Connect individuals to social agencies  Interpretation and translation

1580 The migrant farm worker population which moves through Northwest Ohio during the growing season is assisted by the parishes through camp visitation offering pastoral and sacramental ministry, formation and access to necessary services. The Office of Hispanic Ministries provides support, encouragement and resources to the parishes.

P-120 June 11, 2010

Office of Global Concerns (Missions Office)

1581 Most of the work of the Office of Global Concerns takes place in the parish. Some of the projects may overlap and priorities must be set. A parish mission coordinator and a Parish Mission Awareness Committee would do much to allow response to our mission mandate in a spirit of order and peace while assuring successful implementation of mission projects.

Society for the Propagation of the Faith (SPF)

1582 “The bishop makes present and, as it were, visible the missionary spirit and zeal of the people of God, so that the whole diocese becomes missionary.”121

1583 The Society for the Propagation of the Faith is a major way that the Diocese expresses its missionary nature. It is done by an annual visit to all the Masses of each parish once a year by a representative of the Office of Global Concerns, a retired priest, missionary, deacon or religious Sister. These Mission Awareness Weekend appeals are scheduled with the pastors/pastoral leaders at least three months in advance at the initiative of the mission director. World Mission Sunday is noted, but is only a small expression of the Society for the Propagation of the Faith in our Diocese. Parishes are asked to promote the appeals verbally and in the bulletin a week before hand. The introductory comments, the selection of songs and the prayers of the faithful are designed to enhance the mission focus of the liturgy. The collection for the Society for the Propagation of the Faith (SPF) may be taken after communion, according to the pastor’s/pastoral leader's discretion. A letter is sent to the pastor/pastoral leader with a sample bulletin announcement thanking the parish and reporting on the amount of the collection. Major fund appeals for the Society for the Propagation of the Faith are made by mail to more than 20,000 people for Christmas and during .

Holy Childhood Association (HCA)

1584 The Holy Childhood Association is the Church’s arm for stimulating mission awareness and giving among the children in the Diocese. It focuses on children through the eighth grade who are in our schools and those who participate in our parish religious education programs. Convinced that mission formation is integral to Christian formation, the Holy Childhood Association supplies mission awareness materials both directly and through the Office of Global Concerns. Each school and parish appoints a teacher as a mission coordinator who is charged with promoting mission awareness among fellow teachers and the children. They assist the Principals and Directors of religious education in their responsibilities for mission formation. Fundraising projects are undertaken by the children during Advent. Our children are among the most generous of all the dioceses in the nation.

121 Ad Gentes 38. P-121 June 11, 2010

Catholic Relief Services (CRS)

1585 Emergency appeals are made for crisis situations around the world such as hurricanes, earthquakes, and floods. Pastors/pastoral leaders may receive a letter directly from the Diocesan Bishop asking for assistance through the Catholic Relief Services Collection. Other Catholic Relief Services projects include:

1586 Operation Rice Bowl is a family-oriented program designed to provide food for the hungry around the world through sacrificial giving. It’s an excellent way to promote world vision and solidarity with the poor. Materials come directly to the parish from Catholic Relief Services’ national office in Baltimore. Twenty-five percent of the income from this project remains in the Diocese and may be used to support local initiatives with the poor and homeless.

1587 Work of Human Hands is a program to market handicrafts of the poor around the world. It helps people receive a just return for their work, makes quality arts and crafts available while leaving a percentage of return for the sponsoring organization. Materials can be obtained on consignment.

1588 24-Hour Food Fast is a program that builds a sense of solidarity with the poor while teaching basic principles of social justice to teens and young adults. It also offers an opportunity to support the peace and justice efforts of Catholic Relief Services among people divided by ethnic hatred and religious differences. Videos, handbook and study guides are available.

Further reaches of the Office of Global Concerns

1589 The Pontifical Mission Societies: Society for the Propagation of the Faith (SPF) and Holy Childhood Association (HCA) are the priority way in which we express our Catholicity by participating in the worldwide mission activity of the Church. However, there are other mission endeavors in the Diocese, Society for the Propagation of the Faith (SPF), Holy Childhood Association (HCA) and Catholic Relief Services (CRS). Examples of these are short-term missions by groups from diocesan high schools and missions by medical professionals. Support of individual missionaries by parishes and schools is common, and some parishes are interested in a “twinning” relationship with a parish in a mission diocese. Other mission outreaches to our own cities and other dioceses are wonderful training grounds for mission awareness and vocations. The Office of Global Concerns gives recognition and encouragement to these varied expressions that indicate that we are in fact, a DIOCESE IN MISSION.

P-122 June 11, 2010 VIII. CATHOLIC CHARITIES

1590 Following the example of Jesus, who fed the hungry, visited the sick and cared for the poor with compassion, we serve those in need. Catholic Charities Diocese of Toledo is an agency of the Roman Catholic Diocese of Toledo, Ohio, that is called to carry on the Mission of Jesus Christ. As an agency of the Diocese, Catholic Charities is a human service organization that serves those in need by providing direct social service, advocacy, training and consultation to the residents of the 19 counties of Northwest Ohio which comprise the Diocese of Toledo.

1591 Employees of Catholic Charities are required to go through the necessary background checks and fingerprinting. The Diocese will access both a Bureau of Criminal Investigation and an Federal Bureau of Investigation report and will keep these in the employee’s personnel file in the Chancery. The employees of Catholic Charities are also required to participate in the Diocesan Protecting Youth and Those Who Serve Them workshop. Certification for this workshop will be kept in the employee’s personnel file and must be renewed every five years.

1592 Employees of Catholic Charities are to follow the policies outlined in “To Protect and Heal: Policy on the Sexual Abuse of Minors” and the Diocesan Code of Pastoral Conduct (See Appendix K & L). The responsibility for adherence to these policies rests with the individual.

Mission Statement

1593 In the service ministry of the Church, Catholic Charities supports, enhances and augments our parish communities’ response to the social Gospel of Jesus Christ throughout the Diocese of Toledo.

Family Connection

Pregnancy Support Services

1594 Pregnancy support services are provided to birth parents and not only on the immediate concerns surrounding the pregnancy, but the whole person including the physical, emotional and material needs. The decision of persons to parent or adopt is not a condition of service. No fees are charged for pregnancy support.

P-123 June 11, 2010 Foster Care Services

1595 Foster Care is provided as a short-term period of care by state licensed foster families. Services are offered to children, whose families cannot care for them, while a decision is being made to parent or place the child into another permanent home (adoption). Foster care is also provided to children whose parental rights have been terminated and are awaiting placement in a permanent home (adoption).Foster Families are trained and licensed by the state of Ohio and are provided with minimal reimbursement. This service is provided in conjunction with other program services. Catholic Charities does not provide stand alone foster care services.

Adoption

1596 Adoption is a viable option for parents seeking parenting options. Prospective adoptive couples must undergo a home study and be approved before placement is made. Families are also educated to the issues of adoption.

1597 The agency also provides home study services and supervision/finalization services for international adoptions and for the Adopt Ohio program.

1598 Fees: Service cost varies depending on service (domestic home studies or inter- national home studies). For detailed costs, please contact the program director.

1599 Post Adoption Services: Service may involve providing support to the birth parent to help resolve feelings associated with the adoption, support of with the adoptive parents to help them better understand the adoptive child, or support of with the adult adoptee to help him/her effectively deal with the adoptive status. The agency may provide non-identifying information regarding triad members and details regarding the process to obtain additional information.

1600 Post Adoption Services are provided to any person of the adoption triad (adoptee, birth parent, and adoptive family) who were part of an adoption at Catholic Charities Diocese of Toledo.

1601 Fees: Fees vary depending type of service provided.

Housing Services

La Posada Emergency Family Shelter

1602 Offers temporary housing to homeless families and Spanish speaking individuals and families, meeting their basic needs and assists residents in achieving self- sufficiency and permanent housing

P-124 June 11, 2010 Special Assistant to Families Accessing Housing (SAFAH) Lucas County

1603 Special Assistance for Families Accessing Housing – works directly with homeless individuals and families in shelters to access safe, affordable and permanent housing.

Family Emergency Guidance

1604 Offers assessment and evaluations, life, home and financial management training, community support referrals and case management services. Under certain criteria the program will provide a one (1) time only financial assistance for rent/mortgage payments. Services will also include information and referral, food and clothing vouchers and landlord/tenant guidance.

Lead Paint Education and Awareness - Toledo

1605 The program provides knowledge, training and support to prevent lead poisoning in our community. Innovative training and workshops that target low income families and children are geared toward thoroughly educating the participants on the significance of lead poisoning and how to identify and prevent if from contaminating their lives.

Transitional Housing Program

The Miriam House

1606 The Huron County Transitional Housing offers homeless women and their children the opportunity to rebuild their lives, break the cycle of poverty and become participative citizens. The Miriam House has the capacity to offer up to six women and their children residency at the facility for a period of two years. During their stay at the “Miriam House” they become involved in continuing education, mental health and/or chemical dependency treatment, job training, or any other kind of services that will meet their individual needs. They are taught living skills and healthy coping mechanisms, with the ultimate goal of achieving interdependence and autonomous living.

1607 Eligibility: Homeless women and children of Huron and contiguous Counties

School Initiative Program – Lucas County

1608 Addresses the issues of chronic absenteeism and truancy and the underlying causes by providing “wrap around” services helping families minimize their daily struggles and enabling them to focus more on their children’s academic needs.

Adult Advocacy Services

P-125 June 11, 2010 1609 The Adult Advocacy Services program provides staff and volunteer guardianship services and payee services. Adult Advocacy Services recruits, screens and trains volunteers who will become appointed guardians for adults who are deemed legally incompetent by the and who have no family member or friend available to become their guardian. Volunteers’ commitment includes developing a personal relationship with their ward and making health care, placement and other personal decisions when appropriate. Volunteers are provided ongoing support and technical assistance through the duration of the guardianship. The program also assigns staff to act as guardians on behalf of wards who are in more complicated situations such as living in the community or having multiple issues. Payee services are provided to individuals who voluntarily request that we manage their monthly budgets. Information, informal mediation and referral services are also provided to those needing assistance.

1610 Guardianship: Adults age 55 and older, deemed incompetent by the Courts, without appropriate family to advocate on their behalf.

1611 Payee Services: Adults age 55 and older who voluntarily request us to manage their monthly budgets.

1612 Must be resident of Erie, Huron or Richland Counties.

Community Emergency Services – Richland County

1613 Community Emergency Services are designed to provide basic life sustaining services to people in need. Once the extent and nature of needs are determined based on income, number of individuals in the family and personal circumstances, clients are assisted with food, rent, utility or prescriptions assistance or medical assistance. Education and Case management services are provided to all clients.

1614 Eligibility: Families and individuals of Richland County who are receiving assistance and have incomes below the poverty level or are experiencing an emergency in their life situation

Family Life Ministry

Leadership in Family Ministry Training

1615 This office provides training, resources, and guidance to parish staff and volunteers in the areas of ministry that emerge from the life cycle of the family. These ministries include marriage preparation, marriage and family enrichment, natural family planning (NFP), resources for welcoming the birth of a child, parenting, family spirituality, as well as ministry to those men and women who suffer from the pain of a broken marriage. NFP classes and contacts are available on the agency web site.

P-126 June 11, 2010

Marriage Preparation and Enrichment

1616 The Family Life Office provides training, resources, support and direction to pastors, pastoral leaders and parish leaders and volunteers regarding all aspects of marriage preparation. The office continues to offer parishes assistance by scoring the FOCCUS instrument used for marriage preparation and maintains a list of Engaged Couple and Cana II Conferences offered in the diocese. The office promotes and maintains contact with affiliated groups such as World-wide Marriage Encounter and Retrouvaille and those who teach natural family planning. Contacts, schedules and locations of conferences and affiliations are available on agency web site.

1617 25th/50th Wedding Anniversary Celebration is annually planned and coordinated through the Family Life Office.

1618 Separated and Divorced Support Groups: The office provides training for parish leaders in facilitating divorced and separated support groups. Assists in the annual retreat for divorced/separated and a newsletter is published several times a year on the agency web site for the separated and divorced. Referrals of all kinds are made to meet the particular needs of those who call with a family issue.

Respect Life Ministry

1619 Respect Life Activities: The office seeks to assist families, parishes, and other institutions in service to families with the ongoing task of protecting and enhancing human life from conception through natural death. Following the Pastoral Plan for Pro-Life Activities of the NCCB we engage in education, pastoral care, and advocacy. Promoting a consistent ethic of life, we strive to provide a compassionate but honest response to those struggling with issues of abortion, euthanasia, or assisted suicide. We provide training and resources to counselors and parish staffs to help them minister to those who have experienced abortion.

1620 Post-Abortion Reconciliation -- Project Rachel: Project Rachel is a post- abortion reconciliation program. Named for the Old Testament figure who wept inconsolably over the loss of her child, Project Rachel offers confidential help to anyone suffering from the guilt and grief of abortion, the mother or father of the unborn child, grandparent, close friends, and even medical personnel. We have professionally trained clergy and lay counselors to help you find peace and healing.

P-127 June 11, 2010 Parish Social Ministry

Ministry of Consolation

1621 Since 1995 the diocesan Bereavement Action Committee has planned programs to help parishes develop, enhance or expand their respective bereavement ministry as they strive to meet the needs of the bereaved in their communities. The committee currently consists of volunteers from various parishes in the diocese.

1622 Over the years the Bereavement Action Committee has

 Supported parishes in providing an “Annual Bereavement Day of Reflection”  Provided training for parishes to host a “Holidays and Everydays” event  Provided “Peer Support Group Facilitator” training  Maintained lists of parish and community bereavement support groups  Hosted a National Catholic Ministry to the Bereaved Conference  Created guidelines for certification in the Lay Ministry Program  Co-sponsored with a parish an evening of enrichment for volunteers in the ministry  Assisted closing parishes and schools address grief issues  Provided Grief Workshops at Richland Correctional Institution in Mansfield, Ohio  Sponsored a Networking Fair featuring a guest speaker who spoke on “Grief 101”  Sponsored “Funeral Rites Workshops”  Created a “Ministry of Consolation Handbook” in 2008  Sponsored “Beyond the Funeral Rites” workshops

Elder Ministry

1623 Parish Ministries/Social Concerns in Catholic Charities oversees the diocesan efforts to minister to the elders in our faith communities. The office has supported two annual days of reflection:

 January Annual Day of Reflection held at St. Vincent Mercy Medical Center and organized through the Parish Nurse Ministries

P-128 June 11, 2010  August Annual Senior Day of Reflection held at St. Charles Mercy Hospital and organized through the Emmaus Catholic Community

1624 In 2009 several workshops were held throughout the diocese regarding aging matters and end of life issues. This resulted in the office serving as a consultant to parishes wanting to offer something similar in their respective deanery.

1625 Parish Ministries/Social Concerns has also assisted parishes in developing a ministry to meet the educational, social and spiritual needs of the elder population.

Parish Ministries/Social Concerns 1626 Upon request Parish Ministries/Social Concerns in collaboration with Parish Community Services provides continuing education to parish staff and volunteers involved in home/hospital visitation ministry. Workshops include such topics as:

 Theology of the ministry  Self-Care and Establishing Boundaries in Ministry  Confidentiality  Communication and Listening Skills  Ministering to those living with dementia  Information about elder abuse  Information about area resources

Rural Life Ministries

1627 Rural Life Ministries provides pastoral outreach to rural persons and works to empower the wider church and community to promote and advocate for justice in agriculture, land, environment, food and other rural concerns. The advancement of Catholic social teachings in these areas is also accomplished through workshops, presentations and parish mission opportunities. The office also provides worship resources and events appropriate to all those related in the food system. Networking and participation on state and national boards and coalitions addressing social justice and parish life related to rural communities is integral to this ministry especially with other diocesan offices, the Ohio Catholic Rural Life Conference and the National Catholic Rural Life Conference.

1628 Annual Rural Life Days and Century Farm Awards to publicly acknowledge contributions of the farming and rural communities to the diocese.

P-129 June 11, 2010 1629 Project Farm Hands is an educational and service program which builds understanding and community between rural and urban people while uniting them to feed those who are hungry.

Jail and Prison Ministry

1630 Parish Ministries/Social Concerns in Catholic Charities oversees the diocesan efforts to provide a Catholic presence in various facilities such as the five state prisons, numerous county jails, the regional jail, work camps, correctional treatment facilities, and juvenile detention centers.

1631 There is a growing awareness developing regarding the needs of victims and their families, the needs of families of the incarcerated, re-entry, the death penalty, prison reform, and advocacy issues.

1632 Efforts have been made in recent years to facilitate an annual gathering of all those involved in the ministry for purposes of networking and education. Orientation workshops have also been arranged for those wanting more information about this ministry.

Catholic Campaign for Human Development (CCHD)

1633 Catholic Campaign for Human Development (CCHD) was created by the United States Catholic Conference of Bishops in 1969 to break the cycle of poverty in this country. CCHD has a twofold mandate: to fund low-income controlled projects that will break the cycle of poverty, and to educate Catholics about the root causes of poverty within the context of Catholic Social Teaching. The annual campaign occurs the weekend before Thanksgiving. Seventy-five percent of the money collected is sent to the national office to fund two kinds of national grants:

 Community Organizing  Economic Development

1634 The remaining twenty-five percent is used to fund local grants. Successful local grant applications are also in compliance with the mandates of CCHD, and serve as a step toward a future application for a national grant.

Both levels of grants are evaluated by the local five-member CCHD committee.

P-130 June 11, 2010 1635 Parish Ministries/Social Concerns coordinates the promotion and implementation of the annual CCHD campaign, coordinates both the local and national grant diocesan evaluation process, and conducts site visits during the evaluation process as well as at successfully funded sites. The office also helps in the promotion of the January Poverty Awareness month and the annual spring Multi- Media Youth Arts contest. It has also conducted informational workshops for non-profit organizations considering submitting a grant application.

P-131 June 11, 2010 Appendix A

Constitution of the Priests’ Council of the Diocese of Toledo

PREAMBLE

PREAMBLE

Priests, prudent cooperators of the Episcopal Order, as well as its aids and instruments, are called to serve the People of God. They constitute one priesthood with their bishop. . . . As they sanctify and govern under the Bishop's authority that part of the Lord's flock entrusted to them, they make the universal Church visible in their own locality and lend powerful assistance to the uplifting of the whole ...In order to put these ideals into effect, a group or council of priests representing the presbytery should be established. It is to operate in a manner adapted to modern circumstances and needs and have a form and norms determined by law. By its counsel, this body will be able to give effective assistance to the bishop in his government of the diocese (cf. Lumen gentium 28, Presbyterorum ordinis 7).

We, the priests serving the Diocese of Toledo, share with our bishop the same priesthood and ministry of Christ, in order:

1) to extend the reign of Christ ever more fruitfully over the people of this diocese; 2) to give corporate consciousness in appropriate structures to the clergy as an integral element of the Church in this diocese; and 3) to offer opportunity for dialogue with our bishop about matters "which concern the necessities of pastoral work and welfare of the diocese;" 4) in conformity with the Code of Canon Law; and 5) in conformity with the 1989 Toledo Synod and Pastoral Plan;

do hereby propose the following statutes.

ARTICLE I - NAME

The official name of this body shall be: "The Priests' Council of the Diocese of Toledo.”

ARTICLE II - MEMBERSHIP Section 1

P-132 June 11, 2010

A) Membership of the council shall be composed of 1) priests who are elected by their fellow priests at the deanery level. Each deanery will elect one representative and one alternate. See Section 2 below. 2) priests who are members ex officio. See Section 3 below. 3) priests who are freely appointed members by the bishop (c. 497). See Section 4 below. B) The following have the right to vote for members and the right to serve on the council: 1) all secular priests incardinated in the diocese; and 2) secular priests not incardinated in the diocese and priests who are members of some or society of apostolic life, who reside in the diocese and exercise some office for the good of the diocese (c. 498). C) The term for members, whether elected or appointed, is three years (a year being September to August). The incumbent executive committee members have the responsibility of convening the first meeting of the year, at which new executive officers are to be elected. D) A secular priest incardinated in the diocese who has resigned from active ministry and who has not been granted a dispensation from the obligations connected with the priesthood is not eligible to vote for members or to be elected or appointed to the council. E) Priests who have senior status can vote in one deanery of their choice.

Section 2: Elected Members

A) Election of deanery representatives will be staggered over a three-year period as follows: 1) Year 1 – The following deaneries are to hold elections in 2006, 2009, 2012, etc.: Our Lady, Queen of Peace Deanery (northwest corner of the diocese) Saint Luke Deanery (western Lucas and eastern Fulton counties) Blessed Teresa of Calcutta (central Toledo) Saint Francis of Assisi Deanery (Carey region) Our Lady of the Lake Deanery (on Lake Erie) 2) Year 2 – The following deaneries are to hold elections in 2007, 2010, 2013, etc.:

P-133 June 11, 2010 Saint Maximilian Kolbe Deanery (Defiance and Paulding counties) Saint George Deanery (Putnam County) Blessed Kateri Tekakwitha Deanery (Maumee Bay area) Saint Philomena Deanery (Ottawa and Sandusky counties) Saint John Neumann Deanery (Huron County region) 3) Year 3 – The following deaneries are to hold elections in 2008, 2011, 2014, etc. Blessed Junipero Serra (Allen and Van Wert counties) Saint Agnes Deanery (west Toledo) Saint Katharine Drexel Deanery (south Toledo) Precious Blood of Jesus Deanery (Tiffin region) Saint Juan Diego Deanery (southeast corner of the diocese) B) Elections shall take place in the respective deaneries with members taking office at the September meeting. Elections of deanery representatives shall be conducted by the appropriate dean. C) When electing the deanery representative, each deanery will also elect an alternate. The alternate will attend, with full voting rights, a council meeting when the elected member cannot attend. In the event of the death, resignation, or transfer of a member from his deanery, his alternate shall finish his term. If the alternate is unable to serve, the dean shall appoint a new representative from among the eligible priests in that deanery (cf. Section 1, B above). D) Although chosen by their respective deaneries, the counsel to the bishop of the elected members is to take into account the good of the entire diocese.

Section 3: Ex Officio Members

A) The Vicar for Priests shall serve on the council ex-officio. B) A whose term on the priests’ council has expired or who has transferred to a different deanery remains a voting member ex officio until his term as consultor has expired.

Section 4: Appointed Members

A) In accord with canon 497, 3°, the bishop may freely appoint members to the council, respecting the provision of canon 497, 1° that the priests themselves are to elect about half of the council’s membership. B) If no priest who is a member of a religious community has been elected at the deanery level, then the bishop shall appoint one to the council.

P-134 June 11, 2010 C) The bishop shall appoint at least one priest in senior status to the council.

Section 5: Term Limits

A member can serve for two consecutive terms, regardless of any change in representing a deanery. After leaving the council for a term, he is eligible once again for election or appointment for another two consecutive terms (c. 501, §1).

ARTICLE III - OFFICERS OF THE COUNCIL

Section 1

There shall be three executive officers to assist the bishop in presiding over the council: Chairman, Vice-Chairman, and Secretary-Treasurer.

Section 2

A) The executive officers shall be elected by a secret ballot of the members. B) Nominations of officers will be made only from the floor. C) A simple plurality of votes shall determine the winner of each office. D) The term of office for each officer of the council shall extend for two years. Should an elected officer not be re-elected to the council before his term of office has expired, he shall remain in his office as a non-voting officer until the term of office shall expire. E) Each officer may succeed himself only once in that office.

ARTICLE IV - CONSULTORS

Section 1

A) From among the members of the priests’ council and in a number not less than six nor more than twelve, the diocesan bishop freely appoints some priests who are to constitute for five years a college of consultors, to which belongs the functions determined by law (c. 502). B) A consultor whose term on the priests’ council expires, or who is transferred from his geographical constituency, shall remain as an ex-officio voting member on the priests’ council until his term as consultor shall expire.

ARTICLE V - AMENDMENTS AND BY-

Section 1

P-135 June 11, 2010 A two-thirds majority of the priests expressing themselves on it, voting affirmatively, shall be necessary for the adoption of an amendment to these statutes, subject to ratification by the bishop.

Section 2

A two-thirds majority of the council voting affirmatively shall be necessary for the adoption of amendments to the by-laws of the statutes, subject to ratification by the bishop.

BY-LAWS

ARTICLE I - DUTIES OF THE OFFICERS OF THE COUNCIL

Section 1: The Chairman:

A) ordinarily chairs all meetings of the council B) calls special meetings as need develops C) must call a special meeting if one or more members request such D) appoints all committee members E) chairs the executive committee F) notifies the bishop and all members of all council meetings

Section 2: The Vice-Chairman:

A) replaces the chairman in the latter's absence or at his request B) assists the chairman in carrying out the business of the council and such other duties as the council may assign him

Section 3: The Secretary-Treasurer:

A) keeps all records of the council and minutes of all the council meetings B) submits and disseminates a copy of the minutes, in summary form, to all priests serving in the diocese C) submits a complete copy of the minutes to the bishop and each member D) annually submits a complete set of minutes to the diocesan archives E) receives, deposits, administers and keeps accounts of all monies allocated for the conduct of business of the council F) submits, in writing to the council, a financial report at the end of each year in office

P-136 June 11, 2010 G) prepares the operating budget for the council with the approval of the executive committee and submits it to be included in the diocesan budget preparation process.

ARTICLE II - COMMITTEES

Section 1

There shall be two standing committees of the council: finance, and executive. The executive committee shall be composed of the three elected officers; the others shall be appointed by the chairman of the council.

Section 2

Ad hoc committees shall be appointed according to needs as determined by a vote of the council or at the request of the bishop.

Section 3

All committee members shall be appointed or re-appointed at the first meeting of each council year.

Section 4

Each member shall serve on a committee - either standing or ad hoc. The work and scope of each committee shall be explained to the committee by the chairman of the council.

ARTICLE III - MEETINGS

Section 1

The executive committee shall be responsible for proposing the yearly slate of meetings, (time, place, length) at the beginning of each year.

Section 2

Additional meetings shall be called in accordance with the provisions of the by- laws, Article I, Section 1, B) and C) above.

Section 3

Every two years, at a time and place determined by the council, a plenary session, open to all the priests in the diocese, shall be held. All other meetings of the council shall be open to all priests, but only members, the bishop and invited personnel shall have an active role.

P-137 June 11, 2010

Section 4

Meetings will be conducted in accordance with Robert's Rules of Order, except as otherwise provided by these statutes and by-laws.

ARTICLE IV - PROCEDURE

Section 1

A simple majority shall constitute a quorum for the conduct of business provided all members have been notified of the meeting.

Section 2

General business of the council shall be decided by a simple majority of the votes cast.

ARTICLE V - METHOD OF COUNCIL STUDY

Section 1

Areas of study are to be determined by the council in light of the input received from the biannual plenary session of the presbyterate.

Section 2

Topics are to be submitted by members to their constituents and studied by the same, preferably in constituent meetings.

Section 3

Results of the constituent sentiment is to be reported by the member to the council, or appropriate committees as directed.

Section 4

If necessary, a committee is appointed for previous or further study; non-council consultants may be employed at the discretion of the committee members.

Section 5

Proposals, after acceptance by the council, are submitted to the bishop.

Section 6

P-138 June 11, 2010 Should the bishop reject or suggest modifications of a proposal, the council will re-study the matter and re-submit a proposal, mindful of its role as accurate reflector of the mind of the priests whom they represent.

ARTICLE VI - SUBMITTING MATTERS FOR THE AGENDA

Section 1

All proposals submitted for the agenda must be considered by the council.

Section 2

The procedure for submitting proposals to the executive committee is as follows:

A) Any priest of the diocese may propose matters for council consideration. B) The proposal must be in writing and may be presented to any of the members. C) The priest who makes the proposal may appear before the council or the executive committee to speak in behalf of his proposal. If he chooses to appear before the whole council, he is to be considered as having an active role as invited personnel. D) The proposal must be signed, although the priest who makes the proposal may request the member to withhold his name in transmitting their proposal to the executive committee. E) Members are to forward proposals to the executive committee at least one week before council meetings.

Section 3

Prior to council meetings, the executive committee shall mail to the bishop and all members a copy of the proposed agenda for the next meeting.

Section 4

Even though a proposal is not on the agenda, a member may submit a proposal from the floor under the title of “new business,” which is to be part of each council meeting.

ARTICLE VII - CONVOCATION OF THE COUNCIL Section 1

The senior elected member shall be considered the pro tempore chairman of the council. It shall be his duty to set up and carry out the procedure for the election of officers of the council, according to Article III, Section 2 of these by-laws. He shall also determine the agenda of the first meeting of the new council. This

P-139 June 11, 2010 same procedure shall pertain in all subsequent elections only if no incumbent officer shall still be a member of the council, otherwise, the ranking sitting officer shall perform this duty as necessary.

Section 2

The council shall be convened, for purposes of organization and orientation, no later than thirty days following the election of new members.

ARTICLE VIII - REMOVAL FROM OFFICE

Section 1

After two consecutive unexcused absences, an elected member shall be contacted by the chairman; after a third consecutive absence, he shall be removed from the council with notification by the chairman.

Section 2

The method of removing a member shall be the following:

A) A complaint may be lodged with the chairman of the council, against a member by one-third of the number of priests whom he represents. B) The complaint, made in writing, will then be presented to the three officers of the council who will conduct a preliminary inquiry. C) Should the complaint prove founded, the chairman of the council will bring the matter to the attention and vote of the council, at the next council meeting. D) A majority of the members present at the meeting favoring removal from office shall effectively remove said member from the remainder of his term.

ARTICLE IX - ADOPTION OF THESE STATUTES AND THE BY-LAWS

Section 1

These statutes and by-laws shall be adopted in the following manner:

A) The statutes committee shall propose the statutes and by-laws to the council. B) The proposed statutes and by-laws shall be considered debated and modified or accepted by the council. C) The proposed statutes in the form finally approved by the council shall be presented to all the priests represented by the council. D) The proposed statutes, if accepted by at least two-thirds of the priests

P-140 June 11, 2010 expressing themselves on it, shall be submitted to the bishop with the request for his approval and .

Approved and promulgated by Bishop Leonard P. Blair, STD, Bishop of Toledo, 18 September 2006.

P-141 June 11, 2010 Appendix B

Constitution of the Priests’ Personnel Board of the Diocese of Toledo

PREAMBLE

The Priests’ Personnel Board of the Diocese of Toledo is established for the purpose of advising the Ordinary concerning pastoral assignments. In doing so, members of the Board assist the Diocesan Bishop and the priests of the Diocese in their mutual relationships relative to placement. Thus the Board serves to promote the welfare of both the priesthood and the people they serve (Canons 523-524).

ARTICLE I. MEMBERSHIP AND TENURE

Section 1 Any Diocesan priest with a canonical appointment can be elected to the Priests’ Personnel Board.

Section 2 The priests of the Diocese will elect five members to the Board according to five different age groups.

Section 3 Members will hold a three-year term which will be considered part-time commitment.

Section 4 If a vacancy occurs for any reason, this term will be completed by the candidate chosen as an alternate at the time of election.

Section 5 There is also to be a Chairman who is selected by the Diocesan Bishop from among the five Personnel Board members. His alternate will become the representative of their age group.

Section 6 The appointment of the Chairman will be for six years and will be considered a part-time commitment unless otherwise notified by the Diocesan Bishop.

Section 7 The Diocesan Bishop may also bring additional non-voting personnel to the Board, e.g., an .

ARTICLE II. ROLE OF THE CHAIRMAN

Section 1 The Chairman will be accountable to the Ordinary regarding the proceedings of the Priests' Personnel Board.

Section 2 The Chairman is to preside over the meetings of the Board and to communicate these proceedings to the Diocesan Bishop. P-142 June 11, 2010

Section 3 The Chairman is to appoint subcommittees and assign tasks to the members of the Board as may be necessary to carry out their responsibilities.

Section 4 Elections to the Board will be conducted by the Chairman according to the guidelines established for this purpose.

Section 5 In general, communications regarding matters of the Personnel Board, e.g., the annual questionnaire, assignment openings, are the responsibility of the Chairman.

Section 6 The Chairman is considered a voting member of the Board.

ARTICLE III. MEETINGS

Section 1 Meetings of the Board are to be held when deemed necessary by the Diocesan Bishop or the Board.

Section 2 Every member of the Board has a right to request a special meeting of the Board.

Section 3 Individual members of the Board as well as the Diocesan Bishop are also available for consultation with individual priests, if the priest so desires.

ARTICLE IV. COMPETENCE OF THE BOARD

Section 1 The Board is concerned with appointments. It makes recommendations (e.g., transfers, special assignments, review of a priest’s ministry and related personnel issues) to the Ordinary either at the request of a priest concerned, the Board, the Diocesan Bishop himself or his delegate.

Section 2 The Board does not see as its purpose becoming involved in creating new ministries or assignments, unless requested to do so by the Diocesan Bishop.

Section 3 It is the province of the Personnel Board in making their recommendations to take into consideration the spiritual and material welfare of both the priests of the Diocese and the people they serve.

Section 4 It is the duty of the Personnel Board to offer an annual questionnaire to the priests of the Diocese to allow them to express their interest and desires regarding ministerial placement in the coming year.

Section 5 The Board also has the responsibility to provide to the priests of the Diocese a Ministry Review Process. This process takes place during the

P-143 June 11, 2010 year before the final year of their term. This Ministry Review Process is given to priests in order to help them and the Board gauge how well they are serving the needs of the people entrusted to their care.

ARTICLE V. CONFIDENTIALITY

Section 1 All matters will be treated with professional confidentiality by all the parties concerned.

Section 2 This confidentiality can be lifted if mutually agreeable.

ARTICLE VI. REVIEW OF THIS CONSTITUTION

Section 1 The Constitution of the Priests' Personnel Board is subject to the Priest’s Council for review and possible revision every five years after discussion and response by priests within the deaneries.

ARTICLE VII. HISTORY OF THIS DOCUMENT

Bishop John A. Donovan first approved this Constitution on October 30, 1969. It was revised and approved by Bishop Donovan on July 12, 1980. Bishop James R. Hoffman approved further revisions on May 1, 1985 and January 4, 1993.

P-144 June 11, 2010 Appendix C

Guidelines for Elections to the Priests’ Personnel Board of the Diocese of Toledo

C-1 Periodically (as a rule of thumb, each time a Chairman comes to the end of his term), the priests are re-distributed among five seniority-groups to make them approximately equal in size. (As priests retire, the eldest group keeps getting smaller while ordinations cause the youngest group to keep increasing.)

C-2 When a member of the Board reaches the end of his three-year term, the Chairman holds an election for his position. All terms are considered as beginning January 1st and ending in December 31st. Thus, the election process begins each year in October. The terms are staggered so that every year one or two people come to the end of their terms, thus obviating a massive change in the makeup of the Board (with consequent loss of continuity) at any one time.

C-3 When a representative is coming to the end of his term, the election process begins by sending to all the members of his seniority group a list of all the priests in that group. They are invited to (1) choose one person from these names to be their representative and (2) to cross their own name off should they be unwilling to serve even if elected.

C-4 The top three persons selected by the seniority group are considered nominees by that group. Although each member of the Board is specifically representative of his constituency, since all members vote on all appointments, the Priests’ Council felt that all the other priests should also have a say in their election. Consequently, a ballot with the top three vote getters nominated by their seniority group is sent to all the priests of the Diocese in good standing who elect one name to the Board. “In good standing” is interpreted to mean priests who have an assignment from the Bishop in the Diocese.

C-5 The nominations vote takes place in October; the elections vote in November. The new membership of the Board is announced in the December statement-of- intent mailing. New member(s) begin their terms with the January meeting, at which the results of that mailing, which form that year’s agenda, are set before the group.

C-6 The priest who emerges with the second highest number of votes is considered the top man’s alternate. If for any reason the elected priest would be prevented from fulfilling his full term, the alternate would take his place.

C-7 When the Chairman has come to the end of his term, the Bishop chooses one of the men who have been elected to the Board and appoints him the Chairman.

P-145 June 11, 2010 Then that man’s alternate replaces him as the representative of his seniority group on the Board.

C-8 These guidelines are subject to modification as year-to-year experiences warrant.

P-146 June 11, 2010 Appendix D

Statutes of the Priests’ Retirement Plan Board

ARTICLE I – NAME OF THE BOARD

The name of this board is “Diocese of Toledo Priests’ Retirement Plan Board.”

ARTICLE II – GOVERNANCE

The Diocese of Toledo Priests’ Retirement Plan Board is the “Administrator” specified in the Priests’ Retirement Plan document (see Article II, 2.1 of the Plan for details).

ARTICLE III – DUTIES OF THE BOARD

The Board reports to the Diocesan Finance Council, which is chaired by the Bishop. All Board recommendations and reports are made to the Diocesan Finance Council.

The purpose of the Board is to administer the diocesan Priest Retirement Plan and to perform an annual review of the approved document to recommend any changes or amendments that may be needed.

The Board exercises vigilance to insure that the Diocese of Toledo Priest Retirement Plan is adequately funded and benefits meet the needs of the senior priests of the diocese to the best ability of the resources of the Fund. The Board makes recommendations to the Finance Council concerning the eligibility requirements to participate in the Plan, the entitlement of benefits from the Plan, and the amount of benefits payable.

Retirement Plan investment policy and investment decisions rests with the Investment Committee of the Diocesan Finance Council.

ARTICLE IV – COMPOSITION OF THE BOARD

The Board shall consist of seven (7) members as follows:

1. The Chair of the Priests’ Council Finance Committee, who serves ex officio. 2. Five (5) priests incardinated in the Diocese of Toledo who are nominated by the Priests’ Council and confirmed by the Bishop. These priests shall also meet the following requirements: A. Two priests shall be in Senior Status. B. The remaining three priests shall be chosen by age group. That is, the diocesan priests in active ministry shall be divided into three age groups. One priest shall be nominated from each age group.

P-147 June 11, 2010 3. A representative from the Diocesan Finance Council.

The term of office for Board members who are not serving ex officio shall be three (3) years, with terms staggered to expire annually, in as equal numbers as possible. No member shall serve more than two consecutive terms.

ARTICLE V – BOARD OFFICERS

The Bishop shall appoint one of the priest members of the Board to serve as Chairman. If the Chairman of the Board is impeded from attending any meeting, the Bishop shall appoint another priest member of the Board to preside pro tempore.

The diocesan canonical Finance Officer will serve as board Secretary and will maintain the minutes, but is not a member of the Board. If the Finance Officer is impeded from attending a meeting, the Chairman of the Board will appoint one of the Board members to take the minutes for that meeting.

ARTICLE VI – BOARD VACANCIES

In the event that an appointed seat becomes vacant for any reason, the Bishop shall appoint a replacement.

ARTICLE VII – RESIGNATION AND REMOVAL

Any appointed member of the Board may resign at any time by giving written notice to the bishop. A Board member may be removed by the Bishop for a just cause, at the Bishop’s initiative or at the request of the Board by an affirmative simple majority vote.

ARTICLE VIII – BOARD MEETING TIMES

The Board will meet twice each year: The first meeting will be to review the audit, actuarial study, and investment reports. The second meeting will be to review the plan document and retirement benefits. Additional meetings can be called at the request of any member, the Diocesan Bishop, or the in the case of a vacant see.

ARTICLE IX – QUORUM FOR MEETINGS

At least four of the seven members of the Board must be present to constitute a meeting quorum.

ARTICLE X – AMENDING THE STATUTES

Proposed amendments to these Statutes shall be presented in writing to the Board at any regular or special meeting. Upon approval by a two-thirds (2/3) majority of the

P-148 Board, the proposed amendment shall be presented to the Diocesan Finance Council, whose approval is necessary for the amendment to take effect.

Approved and promulgated by Bishop Leonard P. Blair, STD, Bishop of Toledo, 22 November 2006.

P-149 Appendix E

Constitution of the Deacon Community of the Diocese of Toledo

PREAMBLE

The deacons of the Diocese of Toledo recognize that, in communion with the Diocesan Bishop and his , we serve the people of God in the three-fold Ministry of Justice/Charity, Word, and Sacrament.

We also recognize that as deacons it is necessary that we cultivate a sense of community among ourselves and exercise ministry toward one another so that our ministry to and for others can grow. A deacon organization is called to provide ministry to the diaconal community by assisting in ongoing spiritual and professional growth at the same time it fosters a sense of community and fellowship. Properly undertaken, this ministry to the diaconal community provides a forum for communication among deacons, their families and the Diocese, as well as a means of communication with the Diocesan Bishop and other diocesan leaders.

ARTICLE I. NAME

The official name of this body shall be “The Deacon Community of the Diocese of Toledo.” The term “Diaconal Community” wherever it is used is interpreted to include the ordained permanent deacon, the wife of the deacon, the widow of the deacon and the “at home” family of the deacon. The Council is the operating body of the Community.

ARTICLE II. PURPOSE

We, the Permanent Deacons serving the people of the Diocese of Toledo in the name of the Diocesan Bishop, organize in order:

1. To continue the formation of deacons so that they may more effectively give witness to the mission of deacon as called for by Vatican Council II (Article 29, Lumen gentium) and defined in Sacrum Diaconatus Ordinem and Ad Pascendum, and further clarified by Permanent Deacons in the United States: Guideline on Their Formation and Ministry, rev. 1984, and by the Basic Norms for the Formation of Permanent Deacons and the Directory for the Ministry and Life of Permanent Deacons, 1998, the National Directory for the Formation, Ministry and life of Permanent Deacons in the United States, 2000, and future documents from the NCCB or the Vatican.

P-150 2. To address the responsibilities and needs of deacons and their families in the areas of deacon identity and recognition as ordained ministers, opportunities for ministry, and for professional and spiritual growth.

3. To give the Diaconal Community a corporate consciousness, and an appropriate structure as an integral element of the Church in the Diocese of Toledo.

4. To clarify the role of deacon as servant and minister of Justice/Charity, Word, and Sacrament through performance of our agreed upon assignments.

5. To provide a vehicle for two-way communication with our Diocesan Bishop about diaconal matters and the pastoral work and welfare of the diocese.

6. To assist deacons in clarifying their assignments and pastoral agreements.

ARTICLE III. MEMBERSHIP

1. All Permanent Deacons and their spouses, living within or assigned within the Diocese, are members of this Organization. Widows of deceased deacons are also welcome to continue as members.

2. The Vicar for Deacons, as the delegate of the Diocesan Bishop, and the Director of Deacon Formation are ex-officio members of the Council.

ARTICLE IV. OFFICERS

1. Officers of the Council shall be President, Vice-President, Secretary and Treasurer.

a. All officers shall be duly selected members of Council. The Council at an organizational meeting in May shall elect them to office. b. President and Secretary shall be elected in odd years. c. Vice president and treasurer shall be elected in even years. d. Term of office for each officer shall be two years with a maximum of two consecutive terms. b. The offices of President and Vice-President must be held by deacons. c. To be eligible to hold the office of president, a deacon must have two years of previous experience on the council. d. The President does not continue to be Deanery Representative during his term of office as President. e. If a vacancy in any Office should occur during the Term of any office, the remaining Officers shall, as a group, call for election of a replacement to complete the Term. The election shall occur at the meeting following the

P-151 occurrence of the vacancy. Completion of another officer’s term does not preclude the right to two full terms in office.

2. Duties of the Officers of the Council:

a. The President

a) Provides vision for the organization b) Presides at all meetings of the Community, the Council and the Executive Committee c) Calls special meetings as needed. d) Appoints all committee chairs e) Facilitates or delegates a facilitator for all Deacon Assemblies.

b. The Vice-President

a) Replaces the president in the latter’s absence or at his request. b) Assists the president in carrying out the business of the Council and such other duties as the Council may assign him.

c. The Secretary

a) Keeps all records of the Council and minutes of all Council meetings. b) Notifies the Diocesan Bishop, the Vicar for Deacons, the Director of Deacon Formation, and all Council members of Council meetings, including sending agendas for all meetings. c) Submits a complete copy of the minutes to the Diocesan Bishop, the Vicar for Deacons, the Director of Deacon Formation, all Council members, the Chairs of Committees and the Editor of the Deacon Express.

d. The Treasurer

a) Receives, deposits, administers and keeps accounts of all monies allocated for the conduct of business of the Council. b) Submits to the Council, a written financial report at each Council meeting and at the end of each operating year.

ARTICLE V. EXECUTIVE COMMITTEE / COUNCIL

1. The Executive Committee of the Council consists of all the officers and Committee Chairpersons.

P-152

2. The goals of the organization are carried out by the Council which consists of the officers, representatives of each deanery, special representatives, the Committee Chairs, Representative to the Diocesan Pastoral Advisory Council, and one non- voting representative of the Diaconal Candidates.

3. Every member deacon is eligible for selection to this Council by the deanery in which the deacon serves. Method of selection to the Council shall be left to the discretion of the deanery.

4. Term of office on this Council is two years with a maximum of two consecutive terms, with half the membership, representing half the deaneries, chosen each year.

5. Council meetings shall operate on a consensus basis, avoiding wherever possible, voting on issues.

6. The term of office on this council will begin with the fiscal year, July 1.

7. Provision for an alternate for each representative is to be made by each deanery in a manner determined by the deanery. The alternate has all rights and voting power in the absence of his representative.

8. A representative deacon leaving the Council before the expiration of his term will be replaced by the deanery in a manner determined by the deanery deacons. The replacement serves the remainder of that term and is permitted another on his own.

9. A representative who dies during his term of office may be replaced by his widow for the remainder of the term.

10. Council may remove, by a majority vote of members present at a meeting, any member who misses two consecutive meetings without a valid excuse and for whom no alternate is provided.

11. The Vicar for Deacons and the Director of Deacon Formation shall be ex-officio members of the Council.

ARTICLE VI. AMENDMENT OF THE CONSTITUTION

The constitution may be amended by the vote of 2/3 of the membership of the Diaconal Community voting. Proposed changes to the Constitution must be presented to the Community 90 days before a vote is to take place, and open discussion of the amendment must occur at a Council meeting, and it must be approved by the Diocesan Bishop before it is submitted to a mail vote by the membership.

P-153 By-Laws of the Deacon Community of the Diocese of Toledo

A. REPRESENTATION TO THE DIOCESAN BISHOP

Periodically the President of the Council and any other member chosen by Council or the President, shall meet with the Diocesan Bishop for dialogue on all matters pertaining to the permanent diaconate which need to be related to the Diocesan Bishop.

B. MEETINGS OF THE COUNCIL

1. At a minimum, Council meets on a quarterly basis.

2. The Officers shall be responsible for proposing the yearly slate of meetings (time, place, length) at the beginning of each year.

3. All Council meetings are open to the general membership of the diaconal community, the Vicar for Deacons, the Director of Deacon Formation and the Diocesan Bishop.

4. Meetings shall be conducted in accordance with Robert’s Rules of Order, unless the President suspends the rules.

5. No business shall be conducted without a quorum. A quorum shall consist of a simple majority of selected members or their alternates.

6. General business of the Council shall be decided by a simple majority of voting members present, but consensus is still preferred.

7. A quorum of one more than half the members eligible to vote on issues is required for a valid meeting.

C. COMMITTEES

1. There will be a number of standing committees, authorized by the Executive Board and accountable to the Executive Committee as well as the Council as a whole: Spirituality Committee, Continuing Education Committee, Communications Committee, and Christian Service Committee. Each committee will have a minimum of three members.

a. Spirituality Committee — This Committee will be responsible for providing at least two retreats for the deacon community each year. b. Continuing Education Committee —This committee is responsible for all continuing education programs for deacons, including the semi-annual Deacon Assemblies, Deacon Summer School and any other special

P-154 educational programs provided for the deacon community by the Deacon Council. c. Communications Committee—This committee shall be responsible for regular, communication with the entire diaconal community by way of a newsletter. Council may determine the requisite number of issues It shall develop and maintain a working telephone chain for the community. d. Christian Service Committee—to work with the needs of deacons and spouses, to include needs such as bereavement work with widows and widowers.

2. Ad Hoc Committees shall be appointed according to needs as determined by a vote of the Council or at the request of the Diocesan Bishop.

3. All committee chairs must report to the Deacon Council. Committee members may come from the diaconate membership at large.

4. The President is responsible for appointing or approving Committee Chairs.

5. Additional Standing Committees shall be called forth by Council as needed.

6. All committee chairs shall be appointed or re-appointed at the first meeting of each operating year.

D. SUBMITTING MATTERS FOR COUNCIL’S AGENDA

1. All proposals submitted for the agenda must be considered by the Council.

2. The procedure for submitting proposals to the Executive Committee is as follows:

a. Any member of the diaconate community may propose matters for Council consideration. b. The proposal must be in writing and may be presented to any of the Council members. c. The person who makes the proposal may appear before the Council or the Executive Committee to speak in behalf of the proposal. d. The proposal must be signed. e. Council representatives are to forward proposals to the Secretary at least four weeks before Council meetings. f. No less than one week prior to Council meetings, the Secretary shall mail to the Diocesan Bishop, the Vicar for Deacons, the Director of Deacon Formation and all Council representatives, a copy of the proposed agenda for the next meeting.

P-155 3. Proposals, not on the agenda, may be submitted from the floor under the title of New Business which is to be part of each Council meeting.

E. DIOCESAN PASTORAL ADVISORY COUNCIL

The Deacon Community will be represented on the Advisory Council by one deacon. He shall be chosen according to the rules set forth by the Advisory Council and will operate under those rules. He will continue to be a member of the Deacons’ Council.

F. GENERAL MEETINGS

1. The Deacons of the Diocese of Toledo shall have an Assembly Day twice a year at a time and place determined by the Deacon Council.

a. The Continuing Education Committee shall be responsible for the planning, the program and the logistics of the General Assemblies.

2. The Council and/or the Executive Board shall be responsible for planning any business session which is to occur at an Assembly Day.

G. FINANCES

This organization shall be financed by contributions from members based on a budget approved each year by Council. The Council will specify cost per member but payment of this amount shall not be a condition of membership.

H. AMENDMENT OF BY-LAWS

The by-laws may be amended by a simple majority vote of the community present for an Assembly Day, provided that the proposed changes have been submitted to the entire community 60 days before the Assembly Day, they have been discussed in council meeting, and that a formal calling of a meeting is done within the Assembly Day to handle business matters.

I. ADOPTION

This Constitution and by-laws may be adopted only by majority vote by the diaconal community, and that only upon acceptance of the Constitution and by-laws by the Diocesan Bishop. A copy of the constitution will be sent to each deacon along with a ballot which must be signed and returned. Such record keeping is necessary because an affirmative vote by a majority of the diaconal community is required.

P-156 Appendix F

Statutes of the Deacon Personnel Board

PREAMBLE

Deacon Personnel Board of the Diocese of Toledo is established for the purpose of advising the Diocesan Bishop concerning pastoral assignments. In doing so, members of the Board assist the Diocesan Bishop and the deacons of the Diocese in their mutual relationships relative to placement. Thus the Board serves to promote the welfare of both the diaconate and the people they serve.

ARTICLE I. MEMBERSHIP AND TENURE

Section 1 Any Diocesan deacon with a canonical appointment can be elected to the Deacon Personnel Board.

Section 2 The deacons of the Diocese will elect five members to the Board according to five different age groups.

Section 3 Members will hold a three-year term. Membership on the Board is to be considered a part-time commitment and does not replace the deacon’s canonical ministry assignment.

Section 4 If a vacancy occurs for any reason, this term will be completed by the candidate chosen as an alternate at the time of election.

Section 5 There is also to be a Chairman who is selected by the Diocesan Bishop from among the five Personnel Board members. His alternate will become the representative of his age group.

Section 6 The appointment of the Chairman will be for six years and will be considered a part-time commitment unless otherwise notified by the Diocesan Bishop.

Section 7 The Diocesan Bishop may appoint additional non-voting personnel to the Board to represent him, e.g., Vicar General or Episcopal Vicar or Vicar for Deacons.

P-157 ARTICLE II. ROLE OF THE CHAIRMAN

Section 1 The Chairman will be accountable to the Diocesan Bishop regarding the proceedings of the Deacon Personnel Board.

Section 2 The Chairman is to preside over the meetings of the Board and to communicate these proceedings to the Diocesan Bishop.

Section 3 The Chairman is to appoint subcommittees and assign tasks to the members of the Board as may be necessary to carry out their responsibilities.

Section 4 Elections to the Board will be conducted by the Chairman according to the guidelines established for this purpose.

Section 5 In general, communications regarding matters of the Personnel Board, e.g., the annual questionnaire, assignment openings, are the responsibility of the Chairman.

Section 6 The Chairman is considered a voting member of the Board.

ARTICLE III. MEETINGS

Section 1 Meetings of the Board are to be held when deemed necessary by the Diocesan Bishop or the Board.

Section 2 Every member of the Board has a right to request a special meeting of the Board.

Section 3 Individual members of the Board are also available for consultation with individual deacons, if the deacon so desires.

ARTICLE IV. COMPETENCE OF THE BOARD

Section 1 The Board is concerned with appointments. It makes recommendations (e.g., transfers, special assignments, review of a deacon’s ministry and related personnel issues) to the Diocesan Bishop either at the request of a deacon concerned, the Board, the Diocesan Bishop himself or his delegate.

Section 2 It is not the competence of the Board to create new ministries or assignments, unless requested to do so by the Diocesan Bishop to make such recommendations.

P-158 Section 3 It is the province of the Personnel Board in making their recommendations to take into consideration the spiritual and material welfare of both the deacons of the Diocese and the people they serve.

Section 4 It is the duty of the Personnel Board to offer an annual questionnaire to the deacons of the Diocese to allow them to express their interest and desires regarding ministerial placement in the coming year.

Section 5 The Board also has the responsibility to provide to the deacons of the Diocese a Ministry Review Process. This process takes place during the year before the final year of their term. This Ministry Review Process is given to deacons in order to help them and the Board gauge how well they are serving the needs of the people entrusted to their care.

ARTICLE V. CONFIDENTIALITY

Section 1 All matters will be treated with professional confidentiality by all the parties concerned.

Section 2 This confidentiality can be lifted if mutually agreeable.

ARTICLE VI. REVIEW OF THESE STATUTES

Section 1 The Statutes of the Deacon Personnel Board are subject to the Deacon’s Council for review and possible revision every five years after discussion and response by deacons within the deaneries.

Section 2 All revisions to these statutes must receive final approval of the Diocesan Bishop.

Approved and promulgated by Bishop Leonard P. Blair, STD, Bishop of Toledo. 10 January 2007.

P-159 Appendix G

Guidelines for Elections to the Deacons Board

G-1 Periodically (as a rule of thumb, each time a Chairman comes to the end of his term), the deacons are re-distributed among five seniority-groups to make them approximately equal in size. (As deacons retire, the eldest group keeps getting smaller while ordinations cause the youngest group to keep increasing.)

G-2 When a member of the Board reaches the end of his three-year term, the Chairman holds an election for his position. All terms are considered as beginning January 1st and ending on December 31st. Thus, the election process begins each year in October. The terms are staggered so that every year one or two people come to the end of their terms, thus obviating a massive change in the makeup of the Board (with consequent loss of continuity) at any one time.

G-3 When a representative is coming to the end of his term, the election process begins by sending to all the members of his seniority group a list of all the deacons in that group. They are invited to (1) choose one person from these names to be their representative and (2) to cross their own name off should they be unwilling to serve even if elected.

G-4 The top three persons selected by the seniority group are considered nominees by that group. Although each member of the Board is specifically representative of his constituency, since all members vote on all appointments, the other deacons should also have a say in their election. Consequently, a ballot with the top three vote getters nominated by their seniority group is sent to all the deacons of the Diocese in good standing who elect one name to the Board. “In good standing” is interpreted to mean deacons who have an assignment from the Bishop in the Diocese.

G-5 The nominations vote takes place in October; the elections vote in November. The new membership of the Board is announced in the December statement-of- intent mailing. New member(s) begin their terms with the January meeting, at which the results of that mailing, which form that year’s agenda, are set before the group.

G-6 The deacon who emerges with the second highest number of votes is considered the top man’s alternate. If for any reason the elected deacon would be prevented from fulfilling his full term, the alternate would take his place.

G-7 When the Chairman has come to the end of his term, the Bishop chooses one of the men who have been elected to the Board and appoints him the Chairman.

P-160 Then that man’s alternate replaces him as the representative of his seniority group on the Board.

G-8 These guidelines are subject to modification as year-to-year experiences warrant.

P-161 Appendix H

A Deacon and Family Confronting Divorce

H-1 Divorce between a deacon and his wife can happen. In this situation, suitable pastoral care should be offered to the deacon, his wife, and their children. This pastoral care, which may be facilitated by the Vicar for Deacons or any other qualified person on behalf of the bishop, should include ample time to work through the various stages of grieving and adjustment caused by divorce. The determination of the divorced deacon’s ministerial status will require sensitivity and prudence on the part of the bishop, the pastor or pastoral supervisor, the ministerial community, and other institutions in which the deacon serves. Members of the diaconal community are also in a unique position to reach out, as appropriate, in order to help the divorced couple and family deal with the challenges the divorce may entail.122

Separated and Divorced Deacons

H-2 The teaching of the Church on marriage and family life is paramount in the Diaconate Community of the Diocese of Toledo. However, reality exists that some deacons and their spouses have suffered the pain of separation or divorce. The demands made on married couples can sometimes become difficult and overwhelming, causing them to question their relationship and sacramental commitment to each other. The ministry of a deacon husband, together with the expectations of the communities in which he participates, can also add to this situation.

H-3 Referral counseling information can be obtained confidentially through listings available in the Office of Vicar for Deacons. The Deacon should notify the Vicar for Deacons and his pastoral supervisor of a contemplated separation or divorce as soon as possible. The representative will notify the Diocesan Bishop who will be involved throughout the process either individually or through designated persons. Confidentially and the prescribed norms of the Code of Canon Law must be observed.

Procedure for Leave Arising out of a Marital Separation and/or Divorce

Marriage Difficulties

H-4 When a deacon or spouse begins to sense that their marriage is experiencing difficulty, or when tensions and problems become such that routine

122 National Directory for the Formation, Ministry, and Life of Permanent Deacons in the United States 76.

P-162 responsibilities to family, occupation and ministry are affected, the following procedures are to be followed.

H-5 The deacon has the responsibility to notify the Office of the Vicar for Deacons to discuss the matter.

H-6 The spouse of the deacon who recognizes a serious problem should exercise her right to bring the matter to the attention of the Vicar for Deacons.

H-7 The pastor or supervisor where the Deacon is assigned should notify the Vicar for Deacons when he becomes aware of a marriage problem.

H-8 In light of the above, the Vicar for Deacons will initiate discussion with the individual deacon.

H-9 Following a meeting with the Vicar for Deacons, a determination will be made whether the Deacon should continue in active ministry at this time. Resources for counseling will be made available to the Deacon, spouse and children.

H-10 Further determination will be made regarding the situation every ninety (90) days.

HG-11 If the situation cannot be resolved, the Vicar for Deacons will recommend to the Bishop a course of action that will allow the couple to focus exclusively on the resolution of this problem. This may result in a leave of absence and curtailment of major ministerial activities.

H-12 Should the situation deteriorate to the point of public scandal or that causal responsibility on the part of the Deacon for the marital difficulties is judged to be severely grave because of abuse, infidelity, criminality, pathology, etc., the Vicar for Deacons will recommend appropriate action to the Bishop.

Separation in a Marriage

H-13 When a separation occurs, the following procedures will be followed:

H-14 The Deacon must notify the Vicar for Deacons.

H-15 The spouse has the right and is encouraged to bring this situation to the attention of the Vicar for Deacons.

H-16 The Vicar for Deacons, pastor or supervisor will make sure that all responsible parties are informed.

H-17 The Vicar for Deacons will initiate a meeting with the deacon. A determination will then be made to what extent the deacon should continue in active ministry.

P-163 Resources for counseling will be made available to the Deacon, spouse, and children.

H-18 Every ninety (90) days a further determination will be made regarding the status of the situation.

H-19 During this time of separation, the deacon is reminded that behavior appropriate to his marital and diaconal commitment and the discipline of celibacy is required.

H-20 In the event that the Deacon is adjudged as responsible for severely grave marital problems such as abuse, infidelity, criminality, pathology, etc., the Vicar for Deacons will recommend to the Bishop one of the following courses of action:

 Curtailment of pastoral duties,  Leave of absence,  Inactive status,  Or suspension of faculties.

Non-Reconciliation Divorce

When a divorce occurs

H-21 The Deacon must contact the Office of the Vicar for Deacons.

H-22 The spouse has the right and is encouraged to notify the Vicar for Deacons.

H-23 The Vicar for Deacons, pastor or supervisor will made certain that all responsible parties are informed.

H-24 Resources for counseling will be made available to the Deacon, spouse and children.

H-25 Ordinarily, a six-month leave of absence will be required.

H-26 Any recommendation by the Vicar for Deacons will include an evaluation of the established responsibility of the Deacon for the failed marriage and will also consider any parental and financial responsibilities incurred by the Deacon as a result of the failed marriage.

H-27 In the event that the deacon is adjudged as responsible for severely grave marital difficulties such as abuse, infidelity, criminality, pathology, etc., and/or if scandal has been caused, the Vicar for Deacons will recommend to the Bishop inactive status or suspension in accord with the canons regarding good sanctions.

P-164

H-28 During this period of marital discord, the Deacon must live his life in accordance with his sacramental vows to marriage and the diaconate along with the discipline of celibacy.

Annulment

H-29 In the event of an annulment, in addition to consideration of any and all antecedent causal responsibilities along with consequent parental and financial responsibilities, the Tribunal verdict and sentence will be reviewed by the Vicar for Deacons in terms of conclusions of the verdict only before any proposed recommendation is made to the Bishop.

Emerging Marital Reconciliation

H-30 In the event of emerging reconciliation, with due time being allowed for healing among all parties concerned including the children, the Deacon may be reassigned to Active Ministry if authorized by the Bishop in a placement other than his parish of residence. The reason for assigning him elsewhere is to prevent any public embarrassment or scandal which could be counterproductive to effective ministry, or to the well-being of the Christian Community.

Lack of Cooperation

H-31 In the event that a Deacon who is experiencing marital difficulties does not cooperate with a requested Leave of Absence, a recommendation may be made by the Vicar for Deacons to the Bishop for Canonical Suspension.

Grave Causal Responsibility

H-32 In the event that a causal responsibility of the Deacon for the marital difficulties is judged as severely grave based on substantial spousal abuse, infidelity, criminality, pathology and/or other factors, a recommendation to the Bishop may be made for the reduction to the Lay State.

Generally

H-33 Depending upon the nature of the case and the absence of scandal, the Deacon may or may not be reinstated to active status in the Diocese. Every possible effort will be made to attempt to return the deacon to active ministry if it can be determined that the Deacon is ready emotionally and that all issues concerning scandal and Canon Law have been resolved. With continued mentoring, the deacon may be returned to active ministry. Each request for reinstatement will be reviewed by the Diocesan Bishop in consultation with the Vicar for Deacons, as well as the Deacon Personnel Board.

P-165 Appendix I

Sample Certificate of Aptitude

P-166 Appendix J

Diocesan Pastoral Advisory Council Statutes

The canon law of the Catholic Church calls for a diocesan pastoral council. It “belongs to the diocesan bishop alone to convoke [the pastoral council] according to the needs of the apostolate and to preside over it.” (Canon 514 §1)  A diocesan pastoral council “is to be constituted which under the authority of the bishop investigates, considers, and proposes practical conclusions about those things which pertain to pastoral works in the diocese.” (Canon 511)  The Diocesan Pastoral Advisory Council (DPAC) will consist of “members of the Christian faithful who are in full communion with the Catholic Church--clerics, members of institutes of consecrated life, and especially laity--who are designated in a manner determined by the diocesan bishop.” (Canon 512 §1)  Members of the Diocesan Pastoral Advisory Council will be “selected in such a way that they truly reflect the entire portion of the people of God which constitutes the diocese, with consideration given to the different areas of the diocese, social conditions, and professions.” (Canon 512 §2)

Committed to such precepts, the diocese created a new structure to replace the former Diocesan Pastoral Council (DPC) and Toledo Diocesan Assembly (TDA). The Diocesan Pastoral Advisory Council (DPAC), initiated in 1999, includes priests, deacons, women religious, and laity to provide the representation and expertise that the bishop seeks. DPAC is designed to be one of the bishop’s functional, representative, advisory bodies regarding the faith life and development of the Diocese of Toledo.

MISSION

The Diocesan Pastoral Advisory Council is a consultative body which assists the diocesan bishop in setting the direction and vision for pastoral ministry in our diocese.

The Diocesan Pastoral Advisory Council engages in diocesan planning processes which may include assessment, development of strategies, and evaluation. As it prays and works to carry out its mission, the Council will promote and model collaboration, collegiality, cooperation, and community.

MEMBERSHIP OF THE COUNCIL

Composition of the Diocesan Pastoral Advisory Council:

 The diocesan bishop

P-167  Lay persons (one representing each deanery)  A priest  A woman religious  A deacon  At-large representatives (up to five)*

*At-large members should be appointed to better represent the cultural diversity of the diocese and Catholic institutions such as hospitals and schools.

Terms of Membership:

 Members of the Diocesan Pastoral Advisory Council are appointed to a single term of five years. Members may not serve two consecutive five- year terms.  Staggered terms are maintained in order to enhance the effectiveness of the council.

Leadership of the Council:

 The Diocesan Pastoral Advisory Council shall include an executive committee to provide necessary leadership, oversight, and assistance to enable the council to effectively carry out its mission.  Members of the council’s executive committee include the diocesan bishop, the chairperson, vice chairperson, and secretary.  The chairperson, vice chairperson, and secretary are elected by the full council annually and may be re-elected to the executive committee until their council terms expire.

Election of Officers:

 At the third meeting of the year (summer), the chairperson appoints two members of the council to serve as a nominating committee.  The nominating committee solicits nominees and presents a slate of candidates for election at the fourth (fall) meeting.  Terms of office commence with the first (winter) meeting of the following year.

Responsibilities of the Officers:

P-168  The chairperson works with the diocesan bishop and other members of the executive committee to establish meeting agendas and presides at all meetings of the council.  The chairperson will inform the episcopal vicar when vacancies occur.  In addition, the chairperson may serve as the representative of the council to other diocesan organizations and institutions.  The vice chairperson assists the chairperson as needed. In the chairperson’s absence, the vice chairperson presides at meetings of the council. The vice chairperson shall assume the chairperson’s duties and carry out the responsibilities through the end of the term in the event of a vacancy in the chairperson’s position.  The secretary is responsible for documenting action taken at council meetings, distributing information, maintaining the membership roster, and performing fiduciary tasks as needed.

QUALIFICATIONS FOR SERVICE

A person of the Catholic faith who is in full communion with the Church:

 Participates regularly in Catholic community worship.  Belongs to a parish and is active in parochial and diocesan events.  Prayerful and faithful to our Roman Catholic tradition.

A person who has a sense of “diocese” and of “parish”:

 Exhibits an ecumenical vision.  Understands the structure of the diocese beyond one’s own parish.  Promotes appropriate shared responsibility for the mission of the Church.  Fosters a sense of community among parish, deanery, and diocese.

A person of insight and leadership:

 Critical thinker.  Empowering leadership skills.  Able and willing to assume responsibility and lead others.

A person of responsibility and willingness to commit the time needed to serve:

 Follows through on commitment.

P-169  Balances family, work, and parish involvement.  Serves the parish or diocese in various capacities.

A person with planning abilities and experiences:

 Carefully evaluates issues.  Able to formulate or design priorities, goals, and policies which represent the mission of the parish or diocese.

A person of vision:

 Creative and open minded.  Has vision for the future of the parish and the diocese.  Open to the power of the Holy Spirit.  Can recognize the gifts and talents of others.  Exhibits a positive attitude.

A person willing to listen, learn, and teach:

 Keeps confidences.  Able to change and grow in light of life experiences.  Listens actively and offers suggestions and ideas.  Is sensitive to others.  Builds consensus and is collaborative.  Promotes communication and understanding.  Initiates dialogue and asks appropriate questions.

A person who is not an employee of a diocesan office.

NOMINATION OF COUNCIL MEMBERS

Deanery Representative:

 Each dean is responsible for identifying up to three laypersons for nomination who meet the qualifications outlined in this handbook.

Priest Representative:

P-170  The Priests’ Council is responsible for identifying up to three priests for nomination.

Women Religious Representative:

 The five major superiors within the diocese are responsible for identifying up to three religious women for nomination.

Deacon Representative:

 The executive committee of the Deacons’ Council is responsible for identifying up to three deacons for nomination.

At-Large Representative(s):

 At-large positions, when needed or desired, will be filled after the above representative positions are filled. The DPAC executive committee will work with the diocesan bishop and appropriate diocesan personnel to fill at-large positions.

APPOINTMENT OF NEW MEMBERS

The DPAC chairperson tracks terms of members and is often the point of contact when members resign. When a position becomes open:

 The chairperson notifies the episcopal vicar of the vacant position.  The episcopal vicar contacts the appropriate dean (or equivalent for priests, women religious, and deacons) to request nominees for the vacancy.  The dean (or equivalent) solicits nominations for the representative position.  The dean (or equivalent) submits the name(s) of the nominee(s) to the bishop.  The diocesan bishop, in consultation with the executive committee, appoints all members to the council.  The Office of the Bishop will send a letter of appointment and Diocesan Pastoral Advisory Council information to the new appointee and notifies the chairperson that the opening is filled.  The chairperson notifies the council secretary who adds the new member to the roster.

MEETINGS

P-171  There are usually four meetings scheduled per year. The first meeting of the year is in winter and the last of the year is in the fall. Typically, meetings are held in March, May, August, and October.  After consulting the bishop’s calendar, the executive committee schedules the meetings for the year and determines meeting times and locations. Additional meetings may be added at the request of the diocesan bishop, the executive committee, or the council as a body.

FOSTERING COMMUNICATION

Linking the diocesan bishop with the distinct groups which minister in our local church is an important role of the Diocesan Pastoral Advisory Council.

Relationship to Parishes:

 Laypersons appointed to the council to represent specific deaneries will serve as the primary link between the council and each parish.  It is recommended that deanery representatives meet with parish leaders regularly to convey goals, gather information, and listen to the plans, hopes, and concerns of members of the local church. Participating in regularly scheduled deanery meetings is one way to accomplish this.  Deanery representatives can create an additional channel of communication between parishes/parishioners and the diocesan bishop through interaction with liaisons from the parishes in the deanery.

Relationship to Priests:

 The priests’ representative to the council will serve as the liaison between the priests throughout the diocese and the council.

Relationship to Women Religious:

 The council representative for women religious will serve as the liaison between the women religious throughout the diocese and the council.  If necessary, the council representative will meet with each major superior.

Relationship to Deacons:

 The deacons’ representative to the council will serve as the liaison between the deacons through the diocese and the council.  If necessary, the representative can be appointed to the deacons’ council.

P-172 Relationship to Bishop’s Cabinet:

 As an advisory body to the bishop, the council’s deliberations and recommendations are made known to the bishop’s cabinet by the bishop himself as he deems necessary.

SUMMATION

Serving on the Diocesan Pastoral Advisory Council provides two unique opportunities for those who are involved as members.

First, the privilege of meeting with the diocesan bishop on a regular basis affords an experience of sharing and exchanging ideas and concerns. It also provides lay members of the deaneries with the opportunity to become more aware of diocesan activities and goals while enabling the bishop to become more closely involved with the activities and goals of the individual deaneries. This experience results in a more “hands on” experience for both the diocesan bishop and the deanery representatives.

Second, the meetings of the DPAC are scheduled at various sites throughout the diocese. Council members volunteer to host a meeting at their home parishes; therefore, meetings geographically cover most of the diocese. These meetings also provide an opportunity for the council to pray together through prepared prayer services and for fellowship after the meeting. This experience helps promote a deeper sense of church and community in the diocese and allows DPAC members to gain a broader perspective of the Church beyond their own parish and deanery.

P-173 Appendix K

“To Protect and Heal” Policy on Sexual Abuse of a Minor

SCOPE, PURPOSE AND SUMMARY OF POLICY

Scope of Policy

K-1 This policy on sexual abuse of minors applies to all parishes, schools, offices, agencies, and other institutions that operate under the administrative authority of the Bishop of the Diocese of Toledo. It is not intended to substitute for civil or , but to guide and assist church personnel within the Diocese of Toledo for purposes recognized within its religious jurisdiction. The policy covers all church personnel, meaning members of the clergy, religious, seminarians, employees and volunteers throughout the Diocese.

Purpose of Policy

K-2 The Diocese of Toledo is deeply concerned for the spiritual and material welfare of every person in its jurisdiction, particularly children and young people. Sexual abuse of minors can and does occur, but these and sins are all the more reprehensible when committed by those in positions of trust within the church. The present policy is intended to protect children and young people, to guarantee an effective response to allegations of sexual abuse of minors, to ensure the accountability of our procedures, and to promote healing and reconciliation with victims/survivors.

Summary of Policy

Procedures

K-3 This policy sets forth procedures to address seriously and effectively all allegations of sexual abuse of minors, by requiring immediate diocesan reporting and investigation of all complaints. Church personnel shall also comply with all state reporting requirements and cooperate with the authorities during any civil or criminal investigation.

Pastoral Response

K-4 Respecting individual rights, this policy provides for an immediate pastoral response and care of all parties involved. It emphasizes both healing of victims and their families, and reconciliation insofar as it can be accomplished.

Confidentiality

P-174

K-5 This policy presumes that, to the extent possible, the preliminary investigation by the Diocese will remain confidential. If the preliminary investigation determines that the allegation is credible, the wishes of the victim or victim's family will be seriously considered in any public disclosure. The wishes of the formerly accused will be seriously considered if the preliminary investigation determines that the allegation is not credible.

Prevention and Screening

K-6 This policy requires that a system of prevention be established within the Diocese, including the screening of personnel, in order to identify those who may have the potential to sexually abuse minors.

Education

K-7 The objectives of this policy are to be integrated not only into the awareness and procedures of individuals at the diocesan level, but also on the parish and school level within the Diocese of Toledo. The ‘Protecting Youth and Those Who Serve Them’ Certification must be renewed for all diocesan, parish and school employees and volunteers every five years. Opportunities for community education should be provided as well, when possible in cooperation with local agencies.

Accountability

K-8 Compliance with this policy is mandatory in the Diocese of Toledo. A review of parish compliance in all matters of this policy including education and training programs is to be done annually by the Dean as part of his written report to the Diocese on the occasion of his parish visitation.

DEFINITION OF TERMS

K-9 Accused: The individual who is alleged to have sexually abused a minor.

K-10 Adult: An individual eighteen years old or older (or in a physically or mentally handicapped person over the age of twenty-one).

K-11 Allegation: A claim that may or may not be substantiated that a minor has been sexually abused.

K-12 Canon Law: Code of Canon Law (revised 1983) i.e., the law of the Roman Catholic Church.

P-175 K-13 Church personnel: Includes all persons (clergy, religious and laity) who are serving in, employed by, are under personal contract with, or volunteer in any of the entities encompassed by the Diocese.

K-14 Civil law: State law, e.g., the Ohio Revised Code or Ohio Administrative Code.

K-15 Clergy: Bishops, diocesan priests, deacons, and religious order priests serving in the Diocese.

K-16 Client: A person who has filed a complaint with the Diocese of Toledo regarding sexual abuse as a minor which was substantiated according to the policy and procedures and is now receiving or has received some form of pastoral response.

K-17 Compliance Officer: The individual designated in every parish/institution/agency within the Diocese that is responsible and accountable to ensure that all personnel in the parish/ school/ agency meet the requirement of the To Protect and To Heal Policy

K-18 Credible: Under all the circumstances known at the time of determination, a prudent person would conclude that there is a significant possibility that the incident occurred.

K-19 Diocese: Encompasses the Roman Catholic Church of Toledo in accord with Canon 369 of the Code of Canon Law; all parishes and other canonical juridical persons whose competent ecclesiastical superior is the Bishop of Toledo.

K-20 Diocesan Case Manager: The person designated by the Bishop of Toledo to oversee the intake of complaints, provide for the investigation of allegations of sexual abuse of minors, and coordinate the pastoral care of victims.

K-21 Investigatory Team: A designated group of individuals available to investigate allegations of sexual abuse.

K-22 Local Church Community: A parish, school or other place of church-related ministry.

K-23 Minor: A person under the age of eighteen (or in civil law a physically or mentally handicapped person under the age of twenty-one). For allegations of acts that occurred prior to April 25, 1994, the canonical definition of a minor is an individual who has not yet turned sixteen.

K-24 Offender: An individual who has sexually abused a minor; for the purposes of this policy, one against whom such allegations are substantiated.

K-25 Parent or guardian: The person who possesses legal custody of a minor.

P-176

K-26 Pastoral Response Team: A designated group of individuals available to respond to alleged victims of sexual abuse as minors and able to provide continuing pastoral care as needed.

K-27 Religious: Ordained clerics and non-ordained men and women who have taken public vows in approved institutes of consecrated life.

K-28 Review Board: A body appointed by the Bishop of Toledo to review cases involving allegations of sexual abuse of minors and make recommendations to the Bishop concerning these cases.

K-29 Sexual abuse: Sexual molestation of a minor or sexual exploitation of a minor and other behavior by which an adult uses a minor as an object of sexual gratification.

K-30 Substantiated: Supported by the existence of probable and competent facts or circumstances sufficient to draw a reasonable conclusion.

K-31 Victim: A person who has suffered an act of sexual abuse as a minor.

K-32 Volunteer: an individual not employed or under personal contract to the Diocese who nonetheless serves in some capacity, paid or unpaid, which places them in contact with children (e.g., catechist, scout leader, coach, service coordinator).

REPORTING TO AUTHORITIES

Ohio Law Reporting Requirements

K-33 CHURCH PERSONNEL MUST RECOGNIZE THAT OHIO LAW ALREADY REQUIRES INDIVIDUALS IN AN OFFICIAL OR PROFESSIONAL CAPACITY, TO IMMEDIATELY REPORT ANY SUSPECTED OR ACTUAL ACT OF CHILD SEXUAL ABUSE TO THE COUNTY CHILDREN'S SERVICES BOARD, CHILD PROTECTIVE AGENCY OR OFFICER. Everyone must comply with this law, Sections 2151.421 of the Ohio Revised Code, included in the Appendix.

After complying with the Ohio Law, the Diocese requires the following:

K-34 Reporting Child Sexual Abuse

Any person who witnesses, suspects, or receives a report of sexual abuse of a minor must immediately report such information to the Diocesan Case Manager.

K-35 Privileged Information

P-177 If privileged information is made known to a priest in the course of pastoral counseling or in the Sacrament of Reconciliation, whereby he is bound by the seal of that sacrament, the priest should urge the offender to obtain immediate medical and psychological help. The should impress upon the offender the gravity of the offense and the legal and criminal consequences of the offense.

K-36 Diocesan Case Manager

The Diocesan Case Manager shall comply with all state reporting requirements. All reports of alleged sexual abuse of a minor shall be referred to the appropriate child protection agency, and the minor's parents will be advised of the Diocese’s compliance with reporting requirements.

K-37 The Diocesan Case manager will immediately notify the Bishop and other individuals within the local Church community who should be made aware of any allegation.

K-38 When an allegation of sexual abuse of a minor refers to actions occurring in the distant past, the Diocesan Case Manager will nonetheless respond as if there had been no delay in reporting. All cases will be handled expeditiously.

K-39 The Diocesan Case Manager has primary responsibility for the intake of complaints against diocesan personnel, which are to be immediately referred for investigation to a member of the Investigatory Team. The Diocesan Case Manager will also alert the Pastoral Response Team to the need for any pastoral care.

DIOCESAN PRELIMINARY INVESTIGATORY PROCESS

K-40 When an allegation of sexual abuse involves a minor, a civil investigation takes place in which the Diocese will give the civil authorities its full cooperation. A diocesan investigation will also take place and be coordinated with any investigation by civil authorities in compliance with the Ohio Revised Code, Appendix A.

K-41 When civil authorities do not investigate an allegation of past sexual abuse of a minor because the civil of limitations has expired, the Diocese will still conduct its own investigation.

K-42 The procedures for a diocesan investigation are the following.

Confidentiality during the process shall be respected, and the rights of the parties protected.

Investigatory Team

P-178 K-43 The Investigatory Team, appointed by the Bishop, consists of qualified individuals who bring the necessary professional expertise and/or pastoral gifts to accomplish their task. A sufficient number of men and women will be appointed to allow for trained team members to be readily available.

Preliminary Investigation Time Line

K-44 When an allegation of past sexual abuse as a minor is made by an adult, the Diocesan Case Manager must initiate the diocesan investigation as soon as possible with the appointment of an investigator within 48 hours who is to proceed without delay.

Investigative Report

K-45 As a result of the investigation, the Investigatory Team members will prepare a written report that contains conclusions and recommendations to be submitted to the Diocesan Case Manager, who forwards it to the Diocesan Review Board.

The Diocesan Review Board

K-46 The Review Board, appointed by the Bishop, shall consist of a number of qualified lay volunteers with professional expertise, as well as a canon and a priest. Upon receiving the results of the preliminary investigation from the Diocesan Case Manager, the Board, in accordance with its rules will make a recommendation to the Bishop regarding the credibility of the accusation and further action.

Investigative Determinations

Allegations which lack credibility

K-47 If an allegation against an accused person is not credible, all parties involved will be informed of this fact. The case will be considered closed and no action will be taken against the accused. Appropriate pastoral care will be offered to the formerly accused person. If new evidence at a later date warrants it, the case will be reinvestigated.

Credible Allegations

K-48 If an allegation is determined to be credible, all parties involved will be informed of this fact. If the accused is a lay employee, school professional or volunteer, the accused lay person will immediately be placed on paid or unpaid leave of absence pending final resolution of the matter. The accused person will be encouraged to seek his or her own lawyer and counseling, and will be directed to have no further contact with the alleged victim. The Review Board will recommend to the supervisor of the individual to either terminate the employment

P-179 of a lay employee or terminate the service of a lay volunteer. The original investigative report will be retained by the Diocese.

K-49 If a credible allegation is made against a member of the clergy, all parties involved will be informed of this fact. The cleric will be removed from public ministry as a precautionary measure, pending the final outcome of his case as determined by the Congregation for the Doctrine of the Faith in Rome. “When even a single act of sexual abuse by a priest or deacon is admitted or established after an appropriate process in accord with Canon Law, the offending priest or deacon will be removed permanently from ecclesiastical ministry, not excluding dismissal from the clerical state, if the case so warrants” (Essential Norms, no. 8).

PASTORAL CARE INTERVENTION

K-50 Pastoral care of both victims and offenders is an essential component of the Church's response to the tragedy of sexual abuse. Members of the Pastoral Response Team, and as required, the Vicar for Priests, the Vicar for Deacons, or the local Dean, will be responsible for pastoral care interventions.

K-51 The Pastoral Response Team or the appropriate Vicar, along with the Dean, will be responsible for initial and ongoing care to those alleged or proven to be victims of sexual abuse as minors, those alleged or proven to be offenders, and parish communities or groups within parish communities which have been affected by accusations.

K-52 The Pastoral Response Team consists of volunteers appointed by the Bishop. They will have backgrounds, professional training, and/or personal gifts that will enable them to work with victims.

K-53 Pastoral Response Team members will include both a man and a woman from throughout the Diocese. Various members of the team will be called upon as needed.

K-54 Pastoral Response Team members involved with particular cases or parishes will coordinate their services with appropriate parish or school leaders. When an allegation of abuse involves a member of the clergy, the Pastoral Response Team for that particular case should coordinate its work with the local Dean.

Response to the Alleged Victim

Initial Response

K-55 As soon as possible, but usually within 48 hours of an allegation of sexual abuse of a minor, a member of the Pastoral Response Team will make an initial contact if requested with the alleged victim and arrange a personal visit. Care must be

P-180 taken that the Response Team member does not talk with the alleged victim before civil authorities are informed. When the allegation involves an individual who is still a minor, every effort must be made to keep the child's parents or guardians fully informed.

K-56 The time and place of the meeting and the particular individuals chosen to be present should be selected with sensitivity to the alleged victim and the specifics of the case. When the accuser is still a minor, at least one member of the Response Team should be especially conversant with the developmental and emotional needs of children.

Purpose of Meeting

K-57 The purpose of the initial visit is not to investigate, but to provide comfort and support. This may include: empathetically listening to the alleged victim of sexual abuse, providing information regarding help available to the individual and family (including a list of resources the Church and community have to offer), explaining the steps that are to be taken by the Investigatory Team, acting as a liaison to the Diocesan Case Manager, and assisting with any other questions and concerns.

Response Pending Investigation

K-58 The Pastoral Response Team will coordinate efforts to keep the alleged victim aware of the progress of the investigation. A name of one or more specific contact persons on the Response Team will be provided to the alleged victim for ongoing communication and support.

Response after the Investigation

K-59 The Diocese will make its best efforts to provide appropriate care for all victims and their families. If an allegation is substantiated, the victim, or if the victim is a child, the victim's parents or guardians, will be informed of this fact. The consequences to the accused will also be relayed. Victims and their families will be encouraged to seek professional counseling services at diocesan expense as provided by the counseling procedures extended through the Diocesan Case Manager's office. In conjunction with counseling, spiritual or pastoral direction is encouraged as well. If an allegation is unsubstantiated, this fact will be reported to the accuser by the Diocesan Case Manager, with continuing pastoral care.

Response to the Accused

Initial Response

K-60 When an allegation of sexual abuse of a minor involves a diocesan priest or deacon, the Vicar for Priests or the Vicar for Deacons will make an initial contact,

P-181 usually within 48 hours, with the alleged offender. It may be judged helpful to include one or two other priests who have sufficient awareness and training in the area of abuse. When the accused is a religious, the superior of the religious institute or his/her specific delegate should provide the initial response as soon as possible, and should continue to inform the Diocesan Case Manager of the progress of the case. Care must be taken that the Vicar/Religious Superior does not talk with the alleged offender before civil authorities are informed.

K-61 When an allegation of abuse involves church personnel who are not clergy or religious, After the case has been reported to the civil authorities, the Diocesan Case Manager will arrange a contact, usually within 48 hours, with the alleged offender, the pastor of the parish where the accused works, and at least one member of the Pastoral Response Team.

Purpose of Meeting

K-62 The purpose of the initial meeting is not to investigate, but to offer concern for the accused person's well-being. This may include empathetically listening to the accused, providing information regarding help available to him or her (including a list of resources the Church and community have to offer), explaining the steps that are to be taken in the Investigatory Team process, acting as a liaison to the Diocesan Case Manager, and assisting with any other questions or concerns.

Response Pending Investigation

K-63 The accused person may be asked to obtain appropriate medical and psychological assessment and evaluation as part of the pending investigation. The accused person will be directed to seek his own legal counsel and will immediately be directed to have no further contact with the alleged victim or victim's family. In the case of a religious, these steps will be coordinated with the Superior of the religious institute or his/her specific delegate.

Response after the Investigation

K-64 If after the investigation a case is found to be unsubstantiated, the formerly accused person's wishes will be considered with respect to disclosure. Continuing pastoral care will be offered to the individual.

K-65 If after the investigation a case has been substantiated, the offender will be directed to appropriate therapy or other services that are needed.

K-66 When after an investigation a case has been substantiated against a member of the clergy, pastoral care will be offered through the appropriate Vicar.

Confidentiality

P-182 Disclosure to Public

K-67 A Diocesan preliminary investigation will remain confidential. However, there will be no attempts at secrecy from the public of any cases that are substantiated. Public disclosure will include acknowledgment of a substantiated case, and the steps which have been taken against the offender.

K-68 Every effort will be made to respect the confidentiality of the victim. In an unsubstantiated case the wishes of the formerly accused will be respected regarding public disclosure.

Disclosure to the Church Community

K-69 The Dean or other person designated by the Bishop will coordinate disclosures which occur within the church community or parish involved. Before a case has been substantiated, care must be taken to respect the privacy rights and reputations of the parties involved. When a case has been substantiated, the church community should be given an opportunity to discuss the matter with representatives of the Diocese. The Pastoral Response Team should communicate openly, honestly, and consistently with the victim and victim's family as well as with the accused person in matters of disclosure.

K-70 In the case of a priest, special consideration must be given to the parish community, and past parishes in which the priest has served. Representatives of the Diocese must provide opportunities for parishioners to deal with the news of a substantiated case.

CONTINUING PASTORAL CARE

Ongoing Pastoral Response to Victims

K-71 After the initial pastoral response, the Diocese will continue its outreach to those who have been sexually abused by clergy or other Church personnel. Whether or not a case is pursued through the civil or criminal courts, pastoral care, including a ministry of presence and listening, will be offered to victims and their families, with the Church expressing compassion and understanding to the extent the victim permits. One who provides pastoral care shall be especially attentive to the spiritual affirmation and trust needed by victims. Special emphasis is to be placed on re-establishing trust and fostering the hope of reconciliation.

Pastoral Care to the Church Community

K-72 When a local church community is wounded by allegations of abuse within its membership, ongoing pastoral ministry and healing should be provided to the community as a whole. The Diocesan Case Manager will appoint members of the

P-183 Pastoral Response Team to provide ongoing pastoral care within the church community.

EDUCATION FOR PREVENTION OF SEXUAL ABUSE OF MINORS

Purpose of Education

K-73 The Diocese is committed to fostering the safety of children from sexual predators. Its church personnel, perceived as special and trustworthy individuals, are to work to maintain in the church community a safe environment for all, particularly children. This means educating themselves as well as those they serve to understand the causes, signs of, and responses to sexual abuse of minors. Education on these issues is an ongoing process that must be regularly assessed to ensure the safety of children. Policies alone cannot eliminate evils such as child sexual abuse. The Diocese stands ready to support and assist those who confront abusive tendencies in their own lives or are in need of help and healing.

Mandatory Education

Pastoral Leadership

K-74 Clergy epitomize trust and integrity to children. When it comes to understanding sexual abuse of minors, its warning signs and its destructive effects on those abused, the clergy must be leaders in promoting awareness and prevention, as well as health and healing in their church communities. All priests and pastoral leaders are to participate in mandatory education programs, every five years.

Deacons and Seminarians

K-75 Permanent deacon candidates and seminarians, likely to be pastoral leaders in the near future, have a special obligation to address these matters as part of their personal, professional, and spiritual formation. deacon candidates will participate in mandatory sexual abuse awareness and prevention programs in the Diocese. Seminarians of the Diocese will participate in courses and other programs that foster mature and healthy psychosexual development, and in mandatory sexual abuse awareness and prevention programs in the Diocese. Each seminarian should have the opportunity to relate to a mentor priest who is equipped to take on this task.

Other Church Personnel

K-76 All persons employed by the Church, including volunteers who work regularly with children, have an obligation to be informed about child sexual abuse and its effects, since in many cases they have frequent contact with children and are trusted by them. Teachers and other lay personnel in the Diocese are to avail

P-184 themselves of current information and up-to-date resources in their understanding of these issues. The Diocese, through the Secretariat of Catholic Youth and School Services, will direct schools and parish youth programs to include sexual abuse awareness and prevention programs for teachers, lay personnel and volunteers.

Education of Community

K-77 Education and training in ways to create and maintain a safe environment for children will be provided for parents, children, and all employees and volunteers who work with youth in the Diocese. Efforts should also be made to cooperate with community agencies in providing such safe environment programs for the wider community. A proactive, rather than reactive, approach to such programming is encouraged to foster a safe environment for children.

Parents

K-78 Parents have the first and most obvious responsibility for the well-being of their children. Schools and religious education programs in the Diocese will provide opportunities for parents to learn about the signs of, and appropriate responses to, sexual abuse of minors, and the prevention of child sexual abuse. Discussion of such topics can be integrated into school orientation and sacramental preparation sessions for parents, and ongoing parish adult education programs. The pastor, together with the director of religious education and/or the school principal, shall be responsible for the inclusion of this content. The Secretariat of Catholic Youth and School Services will assist parishes in integrating the objectives of this policy with current education programs. Enforcement and review of parent programs are the responsibility of the pastor and parish education leaders.

K-79 The Deans should do a review of parish compliance in offering programs to parents annually.

Children

K-80 Education of children can help prevent child sexual abuse. Consistent with House Bill 55, child sexual abuse prevention sessions designed for different age levels to inform children about abuse and its risks should be part of the Catholic school curriculum. Enforcement and review of inclusion of such programs in the curriculum will be carried out by the Catholic Youth and School Services (CYSS). Parental involvement is encouraged in developing these programs. The Deans should do a review of parish compliance in offering programs to children annually.

Screening

P-185 K-81 The Diocese has established screening requirements for employees and volunteers. All employees, no matter what their contact with youth is, must undergo both the state and national screening process. Volunteers who work with youth based upon the level of involvement in youth programs (Appendix C) must follow the policy for screening. Those responsible for hiring employees and for recruiting volunteers who have contact with children are to follow these screening requirements. Veteran employees, including clergy, religious, and volunteers who have not been previously screened, must be in compliance with the new screening policy. Permanent deacon candidates, seminarians and those who apply for seminary studies are required to undergo background checks and are to be evaluated regarding their psychosexual development.

Adult Behavior with Children

K-82 Adults must be role models and use prudence in relating to children. It is not appropriate to become ‘buddies’ or build a social life with youth outside of a family relationship. Situations that may lend themselves to opportunities for abuse, or even to the perception of opportunity for abuse, should be avoided, such as: being alone with a child, spending a night alone with a child, driving alone with a child or accompanying a child alone to the restroom. Consuming alcohol or illegal substances and using suggestive jokes, stories or language with children is totally inappropriate adult behavior. The director of each youth program is expected to review and discuss with each staff member appropriate adult behavior regarding working with children (Appendix D, Expectations Form).

Compliance Officer

K-83 Every Catholic institution within the Diocese is to have a Compliance Officer. This officer, in this capacity, reports directly to the Diocesan Director of Human Resources, and is responsible and accountable to ensure that all personnel in the parish/ school/ agency:

 successfully undergo BCI/FBI screening before being hired;  be re-screened every five years;  attend the Protecting Youth Workshop every five years;  sign the Expectation Form.

K-84 This will require very careful, accurate, and ongoing record keeping on the part of the Compliance Officer.

POLICY PROMULGATION, IMPLEMENTATION AND ACCOUNTABILITY

Promulgation

P-186 K-85 This policy has the force of particular law in the Diocese of Toledo as governed by the Code of Canon Law of the Roman Catholic Church. It also reflects the provisions of the U.S. Bishops’ for the Protection of Children and Young People and the Essential Norms for Diocesan/Eparchial Policies Dealing with Allegations of Sexual Abuse of Minors by Priests or Deacons.

Publication and Dissemination

K-86 The Episcopal Vicar for Administration will see to the reproduction and distribution of this policy to Church personnel and will arrange for informational sessions to be conducted within six (6) months of its promulgation.

Curriculum for Prevention

K-87 The Secretariat of Catholic Youth and School Services, in collaboration with other diocesan offices and agencies, will assist schools and parishes in integrating the objectives of this policy with the training and certification of youth ministers and in educational programs for children. Issues of sexual abuse of minors will be addressed regularly in training programs that exist for church personnel, particularly those who work regularly with children. Similar programs will be offered by the Vicar for Priests, Vicar for Deacons and Vicar for Seminarians.

Effective Date

K-88 The Diocesan Policy on Sexual Abuse of Minors will take effect October 1, 2008.

Review and Modification

K-89 The Diocesan Review Board, in consultation with the Diocesan Case Manager, will review this policy and procedure every five years and make recommendations to the Bishop for formal amendment. The Bishop, who has the primary responsibility for the implementation of this policy, may modify the policy at any time upon another person’s recommendation or at his own initiative, in order to accomplish its stated purposes.

Accountability

K-90 The Bishop is responsible for overseeing the auditing of schools, parishes, and Diocesan institutions for compliance to this policy. This auditing should be done every two years in the interest of providing a safe environment for minors.

P-187 Appendix L

Code of Pastoral Conduct for Priests, Deacons, Pastoral Ministers, Administrators, Staff and Volunteers

Preamble

Priests, deacons, pastoral ministers, administrators, staff, and volunteers in our parishes, religious communities/institutes, and organizations must uphold Christian values and conduct. The Code of Pastoral Conduct for Priests, Deacons, Pastoral Ministers, Administrators, Staff, and Volunteers (Code of Pastoral Conduct) provides a set of standards for conduct in certain pastoral situations. This Code supplements, but does not replace, all present policies in the Diocese of Toledo Pastoral Policy Handbook and Principals’ Handbook, for those acting in this specific ministry.

Responsibility

The public and private conduct of clergy, staff, and volunteers can inspire and motivate people, but it can also scandalize and undermine the people’s faith. Clergy, staff, and volunteers must, at all times, be aware of the responsibilities that accompany their work. They must also know that God’s goodness and grace supports them in their ministry.

Responsibility for adherence to the Code of Pastoral Conduct rests with the individual. Clergy, staff, and volunteers who disregard this Code of Pastoral Conduct will be subject to remedial action by Diocese of Toledo or one of its institutions. Corrective action may take various forms from a verbal reproach to removal from the ministry depending on the specific nature and circumstances of the offense and the extent of the harm. In order to report and then properly investigate allegations contrary to this Code of Conduct, the appropriate process outlined in the Sexual Abuse of Minors Policy will apply.

Pastoral Standards

1. Conduct for Pastoral Counselors and Spiritual Directors1

1 Pastoral counseling and spiritual direction are defined as ministries in helping others to experience the presence of God and to discern His will for them. Their primary goal is spiritual growth, not the resolution of psychological problems, which the separate professional counseling and psychology disciplines address in the temporal realm. Pastoral counseling and spiritual direction involve investigating and seeking the meanings in life, love, human relationships and the priority of Catholic

P-188

Pastoral Counselors and Spiritual Directors must respect the rights and advance the welfare of each person.

1.1 Pastoral Counselors and Spiritual Directors shall not step beyond their competence in counseling situations and shall refer to other professionals when appropriate.

1.2 Pastoral Counselors and Spiritual Directors should carefully consider the possible consequences before entering into a counseling relationship with someone with whom they have a pre- existing relationship (i.e., employee, professional colleague, friend, or other pre-existing relationship). [See Section 7.2.2]

1.3 Pastoral Counselors and Spiritual Directors should not audiotape or videotape sessions.

1.4 Pastoral Counselors and Spiritual Directors must never engage in sexual intimacies with the persons they counsel. This includes consensual and nonconsensual contact, forced physical contact, and inappropriate sexual comments.

1.5 Pastoral Counselors and Spiritual Directors are to abide by the sixth and ninth commandments and the moral theology of the Church as it is interpreted for these two commandments. Furthermore, they shall not engage in sexual intimacies with individuals who are close to the client such as relatives or friends of the client when there is a risk of exploitation or potential harm to the client. Pastoral Counselors and Spiritual Directors should presume that the potential for exploitation or harm exists in such intimate relationships.

1.6 Pastoral Counselors and Spiritual Directors assume the full burden of responsibility for establishing and maintaining clear, appropriate boundaries in all counseling and counseling-related relationships.

1.7 Nonconsensual or forced physical contact between Pastoral Counselors or Spiritual Directors and the persons they counsel can be misconstrued and should be avoided.

Christian values. They address the unfolding of an understanding of God’s presence in our life and world, beyond and outside of the secular dimensions of professional counseling or psychology which are regulated under the Ohio Revised Code. Priests, deacons and pastoral ministers are qualified to provide this spiritual ministry. Others will be certified by the Diocese only as they apply and meet its prescribed professional standards.

P-189 1.8 Sessions should be conducted in appropriate settings at appropriate times.

1.8.1 No sessions should be conducted in private living quarters.

1.8.2 Sessions should not be held at places or times that would tend to cause confusion about the nature of the relationship for the person being counseled.

1.9 Pastoral Counselors and Spiritual Directors shall maintain a log of the times and places of sessions with each person being counseled.

2. Confidentiality

Information disclosed to a Pastoral Counselor or Spiritual Director during the course of counseling, advising, or spiritual direction shall be held in the strictest confidence possible.

2.1 Information obtained in the course of sessions shall be confidential, except for compelling professional reasons or as required by law.

2.1.1 If there is clear and imminent danger to the client or to others, the Pastoral Counselor or Spiritual Director may disclose only the information necessary to protect the parties affected and to prevent harm.

2.1.2 Before disclosure is made, if feasible, the Pastoral Counselor or Spiritual Director should inform the person being counseled about the disclosure and the potential consequences.

2.2 Pastoral Counselors and Spiritual Directors should discuss the nature of confidentiality and its limitations with each person in counseling.

2.3 Pastoral Counselors and Spiritual Directors should keep minimal records of the content of sessions.

2.4 Knowledge that arises from professional contact may be used in teaching, writing, homilies, or other public presentations only when effective measures are taken to absolutely safeguard both the individuals’ identity and the confidentiality of the disclosures.

2.5 While counseling a minor, if a Pastoral Counselor or Spiritual Director discovers that there is a serious threat to the welfare of the

P-190 minor and that communication of confidential information to a parent or legal guardian is essential to the child’s health and well- being, the Pastoral Counselor or Spiritual Director should:

 Attempt to secure written consent from the minor for the specific disclosure.

 If consent is not given, disclose only the information necessary to protect the health and well being of the minor.

Consultation with the appropriate Church supervisory personnel is required before disclosure.

2.6 These obligations are independent of the confidentiality of the confessional. Under no circumstances whatsoever can there be any disclosure even indirect disclosure of information received through the confessional.

3. Conduct With Youth

Clergy, staff, and volunteers working with youth shall maintain an open and trustworthy relationship between youth and adult supervisors.

3.1 Clergy, staff, and volunteers must be aware of their own and other’s vulnerability when working alone with youth. Use a team approach to managing youth activities.

3.2 Physical contact with youth can be misconstrued and should occur (a) only when completely non-sexual and otherwise appropriate, and (b) never in private.

3.3 Clergy, staff, and volunteers should refrain from (a) the illegal possession and/or illegal use of drugs and/or alcohol at all times, and (b) the use of alcohol when working with youth.

Apart from family members, clergy, staff, and volunteers should never allow minors to join them on vacation.

Apart from family members clergy should never allow minors to stay overnight in a rectory or the cleric’s private residence.

Staff and volunteers should not provide shared, private, overnight accommodations for individual young people including, but not limited to, accommodations in any Church-owned facility, private

P-191 residence, hotel room, or any other place where there is no other adult supervision present.

3.6.1 In rare, emergency situations, when accommodation is necessary for the health and well-being of the youth, the clergy, staff, or volunteer should take extraordinary care to protect all parties from the appearance of impropriety and from all risk of harm.

Use a team approach to managing emergency situations.

4. Sexual Conduct

Clergy, staff, and volunteers must not, for sexual gain or intimacy, exploit the trust placed in them by the faith community.

4.1 Clergy, religious, staff, and volunteers who are committed to a celibate lifestyle are called to be an example of celibate chastity in all relationships at all times.

4.2 Staff and volunteers who provide pastoral counseling or spiritual direction services must avoid developing inappropriately intimate relationships with minors, other staff, or parishioners. Staff and volunteers must behave in a professional manner at all times.

4.3 No clergy, staff, or volunteer may exploit another person for sexual purposes.

4.4 Allegations of sexual misconduct should be taken seriously and reported to the diocesan case manager and to civil authorities if the situation involves a minor.

The Diocese of Toledo procedures will be followed to protect the rights of all involved.

4.5 Clergy, staff, and volunteers should review and know the contents of the child abuse regulations and reporting requirements for the state of Ohio and should follow those mandates.

5 Harassment

Clergy, staff, and volunteers must not engage in physical, psychological, written, or verbal harassment of staff, volunteers, or parishioners and must not tolerate such harassment by other Church staff or volunteers.

P-192 5.1 Clergy, staff, and volunteers shall provide a professional work environment that is free from physical, psychological, written, or verbal intimidation or harassment.

5.2 Harassment encompasses a broad range of physical, written, or verbal behavior, including without limitation the following:

 Physical or mental abuse  Racial insults  Derogatory ethnic slurs  Unwelcome sexual advances or touching  Sexual comments or sexual jokes  Requests for sexual favors used as a condition of employment, or to affect other personnel decisions, such as promotion or compensation  Display of offensive materials.

5.3 Harassment can be a single severe incident or a persistent pattern of behavior where the purpose or the effect is to create a hostile, offensive, or intimidating work environment.

5.4 Allegations of harassment should be taken seriously and reported immediately to the principal, pastor, pastoral leader or diocesan case manager.

6. Parish, Religious Community/Institute, and Organizational Records And Information

Confidentiality will be maintained in creating, storing, accessing, transferring, and disposing of parish, religious community/institute, or organizational records.

6.1 Sacramental records shall be regarded as confidential. When compiling and publishing parish, religious community/institute, or organization statistical information from these records, great care must be taken to preserve the anonymity of individuals.

6.2 Most sacramental records older that 70 years are open to the public.

6.2.1 Information regarding adoption and legitimacy remains confidential, regardless of age.

P-193 6.2.2 Only staff members who are authorized to access the records and supervise their use shall handle requests for more recent records.

6.3 Parish, religious community/institute, or organization financial records are confidential unless the diocese or an appropriate government agency requires review. Contact the Chancery upon receipt of any request for release of financial records.

6.4 Individual contribution records of the parish, religious community/institute, or organization shall be regarded as private and shall be maintained in strictest confidence.

7. Conflicts of Interest

Clergy, staff, and volunteers should avoid situations that might present a conflict of interest. Even the appearance of a conflict of interest can call integrity and professional conduct into question.

7.1 Clergy, staff, and volunteers should disclose all relevant factors that potentially could create a conflict of interest.

7.2 Clergy, staff, and volunteers should inform all parties when a real or potential conflict of interest arises. Resolution of the issues must protect the person receiving ministry services.

7.2.1 No clergy, staff, or volunteer should take advantage of anyone to whom they are providing services in order to further their personal, religious, political, or business interests.

7.2.2 Pastoral Counselors and Spiritual Directors should not provide counseling services to anyone with whom they have a business, professional, or social relationship. When this is unavoidable, the client must be protected. The counselor must establish and maintain clear, appropriate boundaries.

7.2.3 When pastoral counseling or spiritual direction services are provided to two or more people who have a relationship with each other, the Pastoral Counselor or Spiritual Director must:

 Clarify with all parties the nature of each relationship,  Anticipate any conflict of interest,  Take appropriate actions to eliminate the conflict, and

P-194  Obtain from all parties written consent to continue services

7.3 Conflicts of interest may also arise when a Pastoral Counselor’s or Spiritual Director’s independent judgment is impaired by:

 Prior dealings  Becoming personally involved, or  Becoming an advocate for one (person) against another.

In these circumstances, the Pastoral Counselor or Spiritual Director shall advise the parties that he or she can no longer provide services and refer them to another Pastoral Counselor or Spiritual Director.

8. Reporting Ethical or Professional Misconduct

Clergy, staff, and volunteers have a duty to report their own ethical or professional misconduct and the misconduct of others.

8.1 Clergy, staff, and volunteers must hold each other accountable for maintaining the highest ethical and professional standards. When there is an indication of illegal actions by clergy, staff, or volunteers, you should notify the proper civil authorities immediately. Also notify the Chancery.

8.2 When an uncertainty exists about whether a situation or course of conduct violates this Code of Pastoral Conduct or other religious, moral, or ethical principles, consult with:

 Peers  Others knowledgeable about ethical issues, or  The Chancery

8.3 When it appears that a member of clergy, a staff member, or a volunteer has violated this Code of Pastoral Conduct or other religious, moral, or ethical principles:

 Report the issue to a supervisor or next higher authority, or  Refer the matter directly to the Chancery.

8.4 The obligation of Pastoral Counselors and Spiritual Directors to report client misconduct is subject to the duty of confidentiality. However, any agreement or duty to maintain confidentiality must

P-195 yield to the need to report misconduct that threatens the safety, health, or well-being of any of the persons involved except as provided for in Section 2.6

9. Administration

Employers and supervisors shall treat clergy, staff, and volunteers justly in the day-to-day administrative operations of their ministries.

9.1 Personnel and other administrative decisions made by clergy, staff, and volunteers shall meet civil and canon law obligations and also reflect Catholic social teachings and this Code of Pastoral Conduct.

9.2 No clergy, staff, or volunteer shall use his or her position to exercise unreasonable or inappropriate power and authority.

9.3 Each Volunteer providing service to children and youth must read the “Expectations for All Who Minister to Youth” form and sign it before providing services.

10. Staff or Volunteer Well-being

Clergy, staff, and volunteers have the duty to be responsible for their own spiritual, physical, mental, and emotional health.

10.1 Clergy, staff, and volunteers should be aware of warning signs that indicate potential problems with their own spiritual, physical, mental, and/or emotional health.

10.2 Clergy, staff, and volunteers should seek help immediately whenever they notice behavioral or emotional warning signs in their own professional and/or personal lives.

10.3 Clergy, staff and volunteers must address their own spiritual needs. Support from a Spiritual Director is highly recommended.

10.4 Inappropriate or illegal use of alcohol and drugs is prohibited.

P-196 Appendix M Preventing Abuse of Vulnerable Adults

In conjunction with the Code of Pastoral Conduct and the To Protect and to Heal: Policy on Sexual Abuse of Minors for the Diocese of Toledo, this policy provides additional guidance to those who minister to vulnerable adults. For the purpose of this policy, a vulnerable adult is defined as an individual 18 years old or older who by disability or circumstance (e.g., traumatic event, loss of a loved one) is at risk of being abused. Vulnerability may be a temporary or permanent condition. Abuse can be physical, emotional/psychological or sexual. It includes neglect and exploitation.

The Pastoral Statement of the US Catholic Bishops on People with Disabilities, (2001) states, “Recognizing that individuals with disabilities have a claim to our respect because they are persons, because they share in the one redemption of Christ, and because they contribute to our society by their activity within it, the Church must become an advocate for and with them.” As advocates, we must be aware of the unique circumstances of people with disabilities and all vulnerable adults, who live with higher risk to abuse.

This policy is intended to educate pastoral staff and volunteers about abuse and provide guidelines to follow for prevention, recognition and reporting of abuse when they encounter vulnerable adults in their ministry. This policy will also serve to educate vulnerable adults in ways to protect themselves from abuse.

Although this policy is modeled after the diocesan policies regarding youth, it is crucial to remember there are differences when serving adults. Unlike children, mentally competent adults have the right to make and live by the consequences of their own decisions, no matter how unwise a decision may appear to be. In addition, while protecting vulnerable adults from harm, one must insure that isolation, segregation and discrimination do not result. Healthy lifestyles for any adult, able-bodied or disabled, vulnerable or not, implicate some degree of risk. Active participation of people with varying gifts and abilities is essential for the completeness of the Church community.

It is also important to note that disability does not equal vulnerability. Disability is a functional loss because of a physical, mental, or psychological impairment that significantly limits activities of daily living. Vulnerability cannot be assumed strictly based on an apparent disability. A disabled person can be both the minister and the recipient of pastoral care, a victim of abuse and an abuser.

This policy, and the training that accompanies it, will enhance the Church’s ministry to and with vulnerable adults and therefore further the integration of all people in the Church.

Specific ministries to whom this policy is of primary importance are: Ministers of Holy Communion to homebound parishioners Bereavement and other support groups

P-197 Social outreach Parish nursing Elder ministry Retreat leaders Jail and prison ministry Hospitality

The Prevalence of Abuse

The 2000 Census determined that 20% of the U.S. population has a disability that limits one or more essential life functions. The National Catholic Partnership on Disability provided the following facts in 2003: . 70% of women with developmental disabilities will be sexually assaulted . People with disabilities are more likely to be victims of assault, robbery, and theft. . Repeat victimization occurs, often from caregivers or family members. . Disabilities often prevent escape from and reporting of such attacks.

Types of Abuse

Physical abuse – use of physical force that may result in bodily injury, physical pain or impairment. Physical abuse may include acts of violence such as striking (with or without an object), hitting, beating, pushing, shaking, slapping, kicking, pinching and burning. In addition, inappropriate use of drugs and physical restraints, force-feeding, withholding food and physical punishment of any kind also are examples of physical abuse.

Sexual abuse – non-consensual sexual contact of any kind and sexual contact with any person incapable of giving consent. It includes unwanted touching; all types of sexual assault or battery such as rape, sodomy or coerced nudity; and sexually explicit photography in any media format, such as magazines, videos, or websites.

Emotional/Psychological abuse – the infliction of anguish, pain or distress through verbal or nonverbal acts. Emotional/psychological abuse includes: verbal assaults, insults, threats, intimidation, humiliation and harassment. For a vulnerable adult this includes forced social isolation from family, friends or regular activities.

Neglect – the refusal or failure by a caregiver or one with legal responsibility to provide for a vulnerable adult. This can range from complete abandonment to failure to provide and/or pay for any life necessities such as food, water, clothing, shelter, personal hygiene, assistive devices (wheelchair, walker, communication devices), medicine, comfort, and personal safety.

Self-inflicted abuse or neglect – behavior that threatens one’s own safety. It occurs when a vulnerable adult refuses or fails to provide him/herself with adequate food, water, clothing, shelter, personal hygiene, medication and safety precautions. It includes the situation in which a mentally competent adult, who understands the consequences of his/her decisions, makes a conscious and voluntary decision to engage in acts that threaten his/her health or safety as a matter of personal choice.

P-198

Financial or Material Exploitation – improper use of a vulnerable adult’s funds, property or assets. Examples include cashing a vulnerable adult’s check without authorization or permission; forging a vulnerable adult’s signature; misusing or stealing money or possessions; coercing or deceiving someone into signing any documents (e.g., contract or will); and the improper use of conservatorship, guardianship or power of attorney.

GUIDELINES WHEN MINISTERING TO VULNERABLE ADULTS

DO’s 1. Act in a way that reflects the teachings and values of the Catholic Church.

2. Speak and act with respect and loving regard for each person acknowledging his/her value and giftedness.

3. Recognize and respect every individual’s right to privacy, self-determination, cultural values and full participation.

4. Recognize your importance in the Church’s ministry to vulnerable adults.

5. Use appropriate language, physical contact and displays of emotion.

6. Make note of unusual or suspicious activity regarding possible abuse.

7. Know to whom to communicate situations that cause concern, and report immediately to appropriate parish or diocesan staff person, legal guardian or community agency (see page 6)

8. Recognize the importance of both verbal and non-verbal communication, especially with individuals with speech and language disabilities.

9. Dress appropriately.

10. Obtain guardian’s permission before transporting a vulnerable adult in your vehicle or visiting in their home or yours. If transportation is provided on a regular basis written guardian consent should be obtained.

11. If you observe anything that appears to present a serious risk of immediate harm to any person, treat it as an emergency and contact appropriate authorities.

12. Abide by the diocesan Code of Pastoral Conduct (found in Appendix E, pages 26-33 of To Protect and to Heal) Copies are available by contacting the Catholic Schools Office at the Catholic Center (419-244-6711).

P-199 DON’TS 1. Never engage in any type of abusive behavior (see definitions of types of abuse).

2. Do not use or remain in the presence of offensive language, humor or media.

3. Do not consume alcohol prior to or while providing care to vulnerable individuals.

4. Do not smoke in the presence of a vulnerable adult.

5. Do not supply alcohol, tobacco or medication.

6. Do not attempt to provide counseling unless you are a licensed professional counselor.

7. Avoid situations in which you are isolated with the person in your care for an extended period.

8. Provide personal care for a vulnerable adult only if the individual or their guardian requests it, and you have been trained to provide that kind of care.

9. Do not take photos of a vulnerable adult without their consent or the consent of their guardian.

Community Resources Ohio Department of Aging Adult Protective Services 1-800-266-4346 http://goldenbuckeye.com/families/aps.html

Family and Child Abuse Prevention Center Serving Lucas, Wood and Ottawa Counties www.fcapc.org

Ohio Department of Mental Retardation and Developmental Disabilities To report abuse or neglect call 1-866-313-6733 www.mrdd.ohio.gov

National Association of Protective Services Administrators 720-565-0906 www.naapsa.org

National Center on Elder Abuse 202-898-2586 www.elderabusecenter.org

Rape, Abuse and Incest National Network www.rainn.org

P-200 Appendix N Diocesan Organizational Chart

P-201