1. Effective work for PPR and Pastors CHARGE CONFERENCE 2015

2. Pray for Pastor and Church Daily Develop time in your daily prayer life to pray for your pastor, pastor’s family and the church Include prayer time in meetings Include prayer time within small groups and ministries Pastors, Lay Leaders, Leadership Team should model prayer when in settings

3. Role of PPR The PPRC is not the Pastor’s supervisor, the District Superintendent has that role. The PPR’s work is consultative/interpretive. It is also collaborative and supportive. o The job description of the PPR and the job description of the pastor are set forth in The Book of Discipline (current). o These should be reviewed annually. The PPRC recommends salary to the Church Council, after consulting with the Finance Committee. The Church Council makes recommendations to the Church Conference. If in a simplified structure this action can occur simply.

4. Requirements of PPR You are required to meet 4 times per year. o If in a simplified structure then have closed meeting at end of council meeting to discuss. o Once per month is recommended in the pastor’s first year (and more often as needs require). There can be no meetings without the pastor present (exceptions can only be granted by the pastor or the District Superintendent). We don’t do secret or “parking lot” meetings. Confidentiality is non-negotiable. o Written minutes should be kept of each meeting.

5. Requirements continued… Only church members can serve on the PPRC. o The Lay Leader and the Lay Delegate to AC serve on the PPRC. o Two people from the same household cannot serve on the PPRC. o Family members of the pastor or staff may not serve on the PPRC. The PPR Chair and the Chair of Trustees are expected to make an annual review of the parsonage, in order to make recommendations to the Trustees for its upkeep.

6. Communication Practices If there are complaints follow these steps: o First, direct the person to speak with the pastor. o If the person and the pastor cannot resolve it, then the issue is taken to the PPRC. o If the PPRC cannot resolve the issue, then the PPRC or Pastor invites the help of the District Superintendent. o Do not deal with anonymous communication. Complainants need to be named (exceptions are in cases of alleged abuse). o It is not the job of the PPRC Chair to solve problems, only to convene the committee and make sure that issues are dealt with fairly. As the District Superintendent, if I get a call/letter/email, this is how I will handle it.

7. Communication Practices continued… Do not take surveys or polls when making PPR decisions. o You have been chosen for this position based on your perspectives. Surveys and polls triangulate members of the congregation, involve other non-elected persons in the conversation, and can ultimately lead to a division in the congregation.

8. Evaluation Process The primary criterion for evaluating the pastor should be the “mission” of the church. How can the PPRC work with the District Superintendent to hold the Pastor accountable for (measureable) goals? o Create goals that relate to the mission, vision and ministries of the church. Consider goals that support healthy boundaries and self care practices as well as. o Review the goals with the pastor on a regular basis. o Tie the achievement of (measureable) goals to salary. o Make it clear that if (measureable) goals aren’t achieved, you will not be recommending that he/she be returned. Do NOT hold pastors accountable for goals without also giving them authority to lead!

9. Evaluation Process continued… Evaluations occur in the Fall. This is the process: o The pastor fills out a self- evaluation and sends it to the District Superintendent. o The PPRC evaluates the pastor, and then shares their evaluation with the pastor before sending it to the District Superintendent for his review. o The District Superintendent reviews the pastor’s self-evaluation and meets with pastor to discuss ministry and goals. o It is the pastor’s responsibility to share goals with the PPRC so that together the PPRC and the pastor can work on them in the coming year. o The evaluations are geared to helping the pastor become more effective. o Last year’s evaluations/goals should be regularly reviewed.

10. Consultation Process The Consultations occur in December. o The PPRC is asked if they recommend that the Pastor “stay,” “move,” or “either”. o The PPRC should meet with the pastor to share their recommendation to the Bishop. It is strongly recommended that on-coming PPRC members be included in that “consultative” decision. Please do not give your pastor a positive/glowing evaluation and, one month later, send in a recommendation to the Bishop that your pastor be moved!

11. Supporting your Pastor Healthy PPRC’s function as a “Heat Shield” or advocate for the pastor, in order to make it possible for the pastor to lead rather than simply manage the church. How can you advocate for your pastor? As a member of PPRC, what is your role between the pastor and congregation?

12. Compassion Fatigue Define o Compassion fatigue is a combination of physical, emotional and spiritual depletion associated with caring for others in distress. Reasons o Stress levels o Demands of church, other vocation (if part-time), personal and family o Inconsistent self care practices o Absorbing emotional hurt of others

13. Statistics Survey by UM Board of Pension and Health Benefits (published 2013) o Close to 50% of UM clergy said their jobs stressed them out o 5% suffer from depression, 26% report at least some functional difficulty from depressive symptoms o 47% experienced hostility in their congregations Lewis Center for Church Leadership (published 2009) o Younger clergy (35 and under), which only accounts for 5.6% of UM elders, are at higher risk for burnout and suffer greater stress levels

14. Compassion Fatigue Symptoms o Sleep and appetite disturbance o Physical ailments o Mood changes, irritability o Isolation and withdrawal o Inability to focus, low motivation o Change in cognitive patterns o Unhealthy boundaries o Abandon self care practices

15. Tips for PPR Teams Know your pastor’s schedule. Be sure that it includes defined time off away from the church. Support pastor in setting boundaries. Do not allow pastor to be in meetings every night of the week. Encourage use of vacation time. Be supportive of your pastor being away when you have conversations with other church goers. On a regular basis ask your pastor about the self-care strategies that he or she uses. Pray for your pastor.

16. Tips for Pastors Avoid soaking up the pain of others. Learn to provide empathy for the pain of others without taking on their pain. Set and maintain boundaries with your time. Evaluate your schedule frequently so that you are balancing family time, personal time, and church time. Identify and use your support system. Identify a mentor, coach, clergy colleague, trusted friend that can be available to you as needed to talk. Also schedule regular time to be in conversation with this person as a self-care practice. Initiate a self-care routine that focuses on movement and exercise, good sleep and eating habits, time with hobbies and interests, relaxation, and spiritual time.

17. Wrap Up Leadership happens best when we function as a team. The full PPRC slide presentation is available on the district website if you would like to use the PPRC slides for training opportunity with your team. The new district website is www.hcsdumc.org