Role Description and Person Specification for the Archdeacon Pastor
DIOCESE OF COVENTRY: Role Description and Person Specification for Archdeacon Pastor
Role Description and Person Specification for the Archdeacon Pastor
Role Description
BACKGROUND AND PURPOSE OF ROLE
Coventry Diocese has re-imagined the role of Archdeacons. We have set aside the traditional geographical allocation of responsibility to enable both our Archdeacons to operate across the whole Diocese, each aligned to key areas of missional responsibility.1 In simplified terms, the Archdeacon Missioner has a lead role in the implementation of diocesan strategy, and particular responsibilities for new missional initiatives and parochial appointment processes. The Archdeacon Pastor has a lead role in nurturing the quality of relationships among Area Deans, other clergy and lay leaders, encouraging the missional opportunites of traditional forms of Church life and supporting the care of clergy, serving the good order of the Church and its legal responsibilities.
This arrangement has been in place since 2010 and has brought many benefits to the Diocese, including a common culture and way of operating across the Diocese, and a greater focus and growth in missional activity. As the scale and range of activity across the Diocese has increased, it has become clear that the Archdeacon Pastor needs to be supported by a half-time Assistant Archdeacon. We intend to make the appointment of the Assistant Archdeacon after the appointment of the Archdeacon Pastor, who will be fully involved in the appointment process. Once both people are in post, the Archdeacon Pastor, working closely with the Bishop of Coventry and the Assistant Archdeacon, will decide the particular responsibilities to be carried by the Assistant Archdeacon to ensure that the Archdeacon Pastor is properly supported, and that the strengths of the two post holders are maximised.
The Bishop and his Core Staff Team act as champions for Diocesan strategy in every area of diocesan life. They monitor progress and work with others to improve continual delivery of an integrated diocesan strategy. They support existing and emerging church communities, the Cathedral, the diocesan family of schools and its sector chaplaincies, in realising the three-fold Diocesan Mission Purpose of Worshipping God, Making New Disciples and Transforming Communities. They encourage and model all eight Essential Qualities (8EQs) which enable healthy church growth: Empowering Leadership, Gift-oriented Ministry, Inspiring Worship, Passionate Spirituality, Holistic Small Groups, Need-orientated Outreach, Loving Relationships, and Functional Structures. Further explanation of these qualities can be found at www.dioceseofcoventry.org/healthychurches.
1 The Archdeacon Pastor is legally the Archdeacon of Coventry; the Archdeacon Missioner is legally the Archdeacon of Warwick. The allocation of responsibilities between the Archdeacon Pastor and the Archdeacon Missioner is such that the Archdeacon Pastor exercises throughout the Diocese the Archdeacon’s powers and responsibilities under the Inspection of Churches Measure 1955, the Care of Churches & Ecclesiastical Jurisdiction Measure 1991, the Faculty Jurisdiction Rules 2015, and the Safeguarding and Clergy Discipline Measure 2016.
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MAIN RESPONSIBILITIES
1) Diocesan Strategy
o As a member of the Bishop’s Core Staff Team (BCST),2 act as an advocate for Diocesan strategy.
o As a member of the Bishop’s Strategy Integration Group (BSIG),3 contribute to the development and implementation of strategy for the ‘whole Diocese’ (churches, Cathedrals and Schools).
2) Clergy Matters
o Development, in close collaboraton with the Bishop of Warwick, of a culture in which clergy experience good care and where their well-being is nourished.
o Consideration of concerns and complaints raised about clergy, seeking wherever possible to bring informal resolution ensuring that support and, where appropriate, training is provided.
o Undertaking of (when necessary and in conjunction with the Bishop of Coventry’s Office) the formal duties of an Archdeacon under the Clergy Discipline Measure (CDM), the Incumbents (Vacation of Benefices) Measure and the Capability Procedure.
3) Casework Management
o Member of the Pastoral Management Group, taking a lead role in its activity (see note 4).
o Management of major pastoral issues in parish and other church communiites on a case- by-case basis, generating sustainable solutions to matters of concern which inhibit the diocesan mission so enabling parishes and people to thrive.
4) Chaplaincy Support
o Responsibility for Health Service, Prison, Emergency Service and Education Chaplains, encouraging greater integration with diocesan strategy and better links with local parishes.
2 The Bishop’s Core Staff Team comprises the Bishop of Coventry, the Bishop of Warwick, the Archdeacon Pastor, the Archdeacon Missioner, the Diocesan Secretary, the Dean of Coventry, the Dean of Women’s Ministry and the Dean of Self Supporting Ministry. The Team is supported by the PA to the Bishop of Coventry.
3 The Bishop’s Strategy Integration Group (BSIG) makes recommendations on strategy and implementation to BCST. BSIG comprises the Bishop of Coventry, the Archdeacon Missioner, the Archdeacon Pastor, the Diocesan Secretary and the Finance Director, and calls on others to attend as appropriate.
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5) Missional Opportunities of received forms of Church life and mission
o Support and motivativaton of parishes to fulfil the missional opportunities of the Church of England’s traditional patterns of Church life and ministry, including the occasional offices.
o Encouragement of parish communities to build generous relationships in mission especially with currently under-represented groups, especially those in their 20s-30s, and their families, ethnic-minorities and people from non-book culture.
o Membership of the Board of Education, and promotion of the place of Church Schools in the diocesan mission.
6) The Good Order of the Church
o Use, as a key member of the Diocesan Operational Safeguarding Team (DOST), of her/his ecclesiastical authority to ensure compliance with safeguarding policy and good practice at Parish, Deanery and Diocesan levels. She/he will work closely with the Diocesan Secretary and Diocesan Safeguarding Officer in the development and implementation of safeguarding policy in accordance with the Safeguarding and Clergy Discipline Measure 2016.
o Provide, in cooperation with the Senior Property Manager, appropriate advice and advocacy for clergy over housing.
o Participate in the work of the DAC and of the Consistory Court, ensuring that the DAC is fully appraised of the pastoral and mission needs of the parishes of the Diocese, that parishes are given the best guidance about the requirements of the faculty system and that all alterations made or proposed to church buildings meet the missionary needs of the church and aspire to excellence.
o Oversee the work of the Church Buildings Development Officer and the DAC team generally in ensuring that parishes are given the best possible support in maximising the utility of the buildings in their care and their maintenance.
o Exercise faculty-granting powers given by the Care of Churches & Ecclesiastical Jurisdiction Measure 1991 and the Faculty Jurisdiction Rules 2015, undertaking throughout the Diocese the responsibilities of an archdeacon under that Measure and those Rules including the giving of evidence at Consistory Court hearings and the initiation of faculty proceedings where appropriate.
o Ensure compliance with the Inspection of Churches Measure 1955 and cause inspections to be made in accordance with Canon C22 (5).
o Give guidance, in collaboration with the Director of Operations, to deanery and parish investigation of options for change of pastoral organisation to ensure maximum missional effectiveness and compliance with the relevant Measures.
o Provide advice on occasional offices; act as a Trustee to various Diocesan charities as agreed; authorise payments of fees to clergy during interregna; conduct in person or through a deputy the triennial inspection of churches, taking appropriate action where necessary.
o Act as the key link person with the parishes over Church Glebe.
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7) Boards and Committees
o Ex-officio membership of Diocesan Synod; Bishop’s Council (and its Business Committee and its Finance Group); Diocesan Advisory Committee (DAC); Glebe Committee; Parsonages Committee; Diocesan Trustees; Diocesan Board of Patronage; Vacancy in See Committee.
8) Other duties
o Perform other duties and tasks as required from time to time.
KEY RELATIONSHIPS
o The Bishop of Coventry, to whom the post holder is accountable, and his Core Staff Team of which the post-holder is a full member (see note 2).4
o The eleven Area Deans (who are members of the Bishop’s Extended Staff Team).
o The Chancellor, especially over faculty jurisdiction, and the Registrar on various areas of Church Law.
o The Diocesan Officers and Staff, particularly those supporting the work of the Boards and Committees of the Diocese.
o The PA to the Archdeacons and her Assistant.
4 When possible, the Core Staff Team meets weekly and, termly, is enlarged to include the eleven Area Deans as the Bishop’s Extended Staff Team. The Bishop’s Strategy Integration Group (BSIG) meets to develop strategy, and three members of BCST work more closely together on a day-to-day basis in terms of everyday management of the Diocese (the ‘Pastoral Management Group’ of Archdeacon Missioner, Archdeacon Pastor, and Diocesan Secretary supported by the Diocesan Director of Finance). The Pastoral Management Group work in close collaboration with the Principal of the Diocesan Training Partnership and his team.
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PERSON SPECIFICATION (several of these requirements may have been evidenced in secular employment as well as in ordained ministry)
Notes, or any Requirements additional means of assessment other than Application Form and Interview?
Pre-requisites for any application • Candidates must be free to remain - - You will be required and work in the UK with no to produce current immigration restrictions. documentary evidence of your right to remain and work in the UK if you are invited to interview. • A priest with a minimum of six - - Identified on years in Holy Orders application form. • Upholds confidentiality - - Indicate in application form level of confidential information you have been entrusted with. • Ability to travel throughout the - - Driving licence diocese and nationally to attend essential, as public events and meetings transport links to rural areas are poor.
The following characteristics are divided into Essential and Desirable. In shortlisting, we will prioritise applications first in the Essential areas, but if we receive a large number of suitable applications, we will also apply scores from the Desirable sections. For applicants invited to interview the evidence provided to support your application will be explored in greater depth by the interview panel.
Essential Desirable
Personal • A vibrant and attractive Christian ✓ faith. • Approachable, friendly, ✓ encouraging, but able to be firm when necessary. • Brings energy and appropriate ✓ - humour to situations. • Attentive and intuitive listener, ✓ quickly discerning of people and situations.
• Prayerful. ✓
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Experience
• Has helped clergy and laity to ✓ flourish. • Responsibility for and collegiality ✓ in strategic leadership wider than parish level. • Has contributed to the flourishing ✓ of both traditional and emerging forms of ministry. • Experience of working with ✓ different traditions in the Church of England. • Implementation of pastoral care ✓ plans in complex situations with positive results
Skills and Abilities
• Able to add value to the ‘Whole ✓ Diocese’ strategy and its implementation, including the 8 Essential Qualities, work with 20s-30s, and empowering laity.
• Understanding of, empathy with, ✓ and ability to lead inspiring worship within the full range of social context and church tradition encountered in Coventry Diocese (within the limitations of Ebbsfleet parishes).
• Able to find creative solutions to ✓ complex issues, and bring resolution. ‘Gets things done’ mentality.
• Able to lead sensitive and ✓ sometimes hostile meetings of church members and parishioners, with little opportunity for relationship building first, resulting in positive outcomes.
• Excellent communication skills ✓ Including (oral and written) presentation in interview
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• Application of legal aspects of ✓ Church Order, alongside a capacity to grow in knowledge and understanding, and its application within a forward- thinking Diocese. This will include: • the legal framework of the Church of England and its systems of governance and support • safeguarding • the processes of pastoral reorganisation • the management of employment related or legal processes (eg grievance, capability and disciplinary procedures) • the legal principles governing the alteration of church buildings and of best practice in respect of re-ordering for the purposes of mission and according to principles of excellence
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FURTHER INFORMATION
1. We particularly welcome applications from women, black and minority ethnic, and disabled priests, as they are currently under-represented in the senior ordained leadership in the Diocese.
2. Informal conversations welcome with: - The Bishop of Coventry, Christopher Cocksworth (02476 672 244) - The Archdeacon Missioner, Morris Rodham (07506 731 892) - The Diocesan Secretary, Ruth Marlow (07496 367 323)
3. Further details and application form are available from the diocesan website: http://www.dioceseofcoventry.org/vacancies/current_vacancies or the PA to the Bishop of Coventry, Christine Camfield, [email protected] (02476 672 244)
4. Dates: - Closing date for applications: By noon on Tuesday, 12th September 2017 - Interviews to be held on: Monday, 9th and Tuesday, 10th October 2017
Enhanced DBS disclosure is required for this post.
July 2017
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