NWC's Jungkuntz: My boys have done me proud -
Church Growth, women's ordination, unionism.
I did it. It took some time, but I did it.
The following is the complete document from
the staff ministry website for WELS, headed by Larry Olson, (DMin, Fuller Seminary). The first part is a summary of some interesting items. The second part is the complete document.
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Preview:
www.staffministry.org/resources.php?file=142
Pilot Mentoring Program WELS Conference of Staff Ministers
Page 4
The new staff minister will be made aware of this program during his/her studies at MLC and how it is intended to work. The new staff minister will be encouraged to make full use of this program and will be given mentor contact information before moving to the congregation or organization he/she will be serving. Though this program is intended to be a helpful resource in becoming established in ministry, it is not comprehensive. The new staff minister is encouraged to seek other sources of guidance and wisdom.
1Peter 5:5 Young men, in the same way be submissive to those who are older. All of you, clothe
yourselves with humility toward one another, because, "God opposes the proud but gives grace to the humble."
Page 13
3. Communion - who distributes? (Assisting with communion [sacerdotal function] may be necessary to maintain Minister of the Gospel status with IRS in the US) [see IRS code below. WELS women staff ministers need to officiate during distribution of Sacraments and conduct services in order to legally qualify:
In contrast, the Tax Court held in Lawrence v. Commissioner, 50 T.C. 494, 499-500 (1968), that a "minister of education" in a Baptist church was not a "duly ordained, commissioned, or licensed" minister for purposes of IRC §107. The petitioner held a Master's Degree in Religious Education from a Baptist Theological Seminary, but was not ordained. Although his church "commissioned" him after he assumed the position, the court interpreted the commissioning to be for tax purposes, as it did not result in any change in duties. Most significant, however, was the court's analysis of petitioner's duties or rather, the duties he did not perform. He did not officiate at Baptisms or the Lord's Supper, two Ordinances that closely resembled sacraments, nor did he preside over or preach at worship services. The court concluded that the evidence did not establish that the prescribed duties of a minister of education were equivalent to the duties of a Baptist minister.]
Page 15
E) Your approach to your ministry
1) Our Lord has called you to be a leader. What does this mean? Some realities.
a) You are an important spiritual leader in the congregation.
b) You will be expected to become a primary leader in the congregation. The
mentoring process will help you learn that roll and carry it out well.
Page 16
2) An important aspect of being a spiritual leader at your congregation means focusing on
your congregation's mission. Be ready to share that mission which includes the following
components:
a) The goal is making disciples of children and parents.
IRS
http://www.irs.gov/businesses/small/article/0,,id=210018,00.html
Treas. Reg. § 1.1402(c)-5(b)(2) provides that service performed by a minister in the exercise of the ministry includes:
1. Ministration of sacerdotal functions;
2. Conduct of religious worship;
3. Control, conduct, and maintenance of religious organizations (including the religious boards, societies, and other integral agencies of such organizations), under the authority of a religious body constituting a church or denomination.
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Pilot Mentoring Program
WELS Conference of Staff Ministers
Resource 1 - Handbook
1.0 Introduction
For some time, members of the Wisconsin Evangelical Lutheran Synod (WELS) Conference of
Staff Ministers (the Conference) have noted the difficulty new staff ministers have in the early
years of ministry. These challenges are the result of many factors, including the relative newness
of this form of ministry compared to pastors and teachers, the unfamiliarity of congregations and
other organizations with the use of this form of ministry, the new staff ministers’ inexperience,
and the like.
It is the desire of the Conference to enhance the work of Christ’s kingdom by assisting new staff
ministers to more effectively use their gifts and abilities in their new roles in a timely manner.
The program described in this document is the first step, Lord willing, in developing a permanent
mentoring program to address this issue.
1.1 Purpose
The purpose of the pilot mentoring program is to implement and evaluate a trial program that
will assist and train new staff ministers. The intent is that the program will be evaluated and
modified as necessary during and after the trial period and made a permanent function of the
Conference, provided the program has demonstrated value and benefit to new staff ministers.
1.2 Objectives
The mentoring process will help the new staff minister:
.
Grow spiritually in his or her commitment to our Lord and to the Lord’s ministry.
.
Prepare for and carry out his or her first two years as a staff minister.
.
Focus on achieving the congregation’s or organization’s mission in each aspect of his or
her ministry to which the staff minister has been called or assigned.
.
Address personal issues, e.g., balancing family and his or her call, personal finances,
personal/family devotions.
.
Grow in his or her leadership skills.
.
Develop appropriate relationships with (as applicable) congregational or organizational
leaders and members, pastor, teachers, circuit pastor, and other synodical groups.
.
Benefit from the talents, skills, and interests (as applicable) of congregational or
organizational leaders and members, pastor, teachers, and circuit pastor.
.
Grow in his or her organizational skills.
.
Grow in his or her planning skills.
Page 1
Resource 1 – Handbook
Pilot Mentoring Program WELS Conference of Staff Ministers
1.3 Mentoring Process
The mentoring process covers the first two years of the new staff minister’s service. The process
includes the following activities by the mentor:
.
Onsite visits (preferred, otherwise teleconferences) involving the new staff minister, the
pastor or supervisor, and available congregation or organization leaders.
.
Observation of the new staff minister in the performance of some duties, if feasible.
.
In-depth meetings or teleconferences with the new staff minister.
.
Individual meetings or teleconferences with the pastor or supervisor and, if possible,
congregation or organizational leaders.
.
Follow-up phone calls or conferences as needed.
.
Reports to the congregation or organization.
.
Report to the Conference for evaluation of the program.
Page 2
Resource 1 – Handbook
Pilot Mentoring Program
WELS Conference of Staff Ministers
2.0 Roles and responsibilities
The two primary roles are those of the mentor and the new staff minister. Other involved parties
include the congregation or organization and its leaders, the pastor, the circuit pastor, the Board
for Parish Services, and the Conference of Presidents. The roles of the other parties will vary
from minor (awareness) to significant (day-to-day interaction with the new staff minister). The
mentor and new staff minister roles are described further and interaction with these other parties
is noted.
2.1 Mentor
The role of mentor is key to the success and value of the program. Careful consideration of the
individuals placed into this role and their activities is warranted. For the pilot program, qualified
(as defined below) members of the Conference may volunteer to be mentors. Assignment will be
by mutual consent as described in Section 3.1.
2.1.1 Qualifications
The general qualifications for mentor are:
.
A mentor will be a synod-certified staff minister, either active or retired, that has served
or is serving a WELS congregation or parachurch organization in WELS fellowship.
.
A mentor will have demonstrated a clear understanding of the Scriptures and competence
for Gospel ministry.
.
A mentor will have an understanding of today’s WELS parish ministry
.
A mentor will have good listening and questioning skills.
.
A mentor will have experience and ability to organize and follow a schedule of contacts
and establish a mentoring relationship.
.
A mentor will have a clear understanding of the mission of the church and the need to
communicate as needed with all individuals involved (i.e. congregation or organization
leaders, pastor, circuit pastor, district president).
.
A mentor will have demonstrated skills in personal relations with adults, leadership,
communication, writing, and problem-solving.
In addition to these general qualifications, mentor candidates under consideration for designation
to a specific new staff minister will have the following specific qualifications:
.
A mentor will be designated in accordance with biblical teaching of men and women’s
roles. i.e. a male mentor a for male new staff minister.
.
To the extent that it is possible, a mentor’s experience will have significant overlap with
the duties outlined in new staff minister’s call (music, administration, evangelism, etc.)
2.2 New staff minister
The role of new staff minister is envisioned primarily as traditional aged Martin Luther College
(MLC) graduates receiving a call into ministry via the assignment committee. However, the
program is available to certification students that are serving a call or graduates, if desired, by
consent of the officers of the Conference and the staff ministry faculty at MLC.
Page 3
Resource 1 – Handbook
Pilot Mentoring Program WELS Conference of Staff Ministers
The new staff minister will be made aware of this program during his/her studies at MLC and
how it is intended to work. The new staff minister will be encouraged to make full use of this
program and will be given mentor contact information before moving to the congregation or
organization he/she will be serving. Though this program is intended to be a helpful resource in
becoming established in ministry, it is not comprehensive. The new staff minister is encouraged
to seek other sources of guidance and wisdom.
The most important source of guidance and wisdom is God’s Word. The new staff minister will
want to be in the word regularly and often to receive the gospel motivation and direction for
putting his or her training into practice. The new staff minister will seek to display proper
respect and honor the mentor as God’s representative for his or her good.
1Peter 5:5 Young men, in the same way be submissive to those who are older. All of you, clothe
yourselves with humility toward one another, because, “God opposes the proud but gives grace
to the humble.”
2.3 Other roles
Other individuals and groups will significantly influence the development of the new staff
minister. The interaction between the new staff minister and the pastor, supervisor,
congregational leaders, or organizational leaders must be taken into account during the
mentoring process.
2.3.1 Pastor or supervisor
The pastor or supervisor will likely be the individual who has the closest working relationship
with the new staff minister. Although this person will likely have day-to-day oversight of the
new staff minister, the mentor will counsel the new staff minister to follow the encouragement of
Col. 3:23-24:
23 Whatever you do, work at it with all your heart, as working for the Lord, not for men, 24 since
you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ
you are serving.
In so doing, the new staff minister will view his or her pastor or supervisor as an overseer that is
God’s representative. Conversely, the mentor will encourage the pastor or supervisor as the one
responsible for the work environment to follow the encouragement of 1 Peter 3:8:
Finally, all of you, live in harmony with one another; be sympathetic, love as brothers, be
compassionate and humble.
The mentor will work with the pastor or supervisor to evaluate the job description and
expectations for the new staff minister. The goal will be to ensure that the expectations are
reasonable and appropriate. The mentor will encourage the pastor or supervisor to be mindful of
the specific spiritual gifts of the new staff minister in the assignment of duties. The mentor will
also encourage the pastor or supervisor to respect the training, ideas, and alternative perspective
of the new staff minister as one whom the Lord has called to this ministry.
Page 4
Resource 1 – Handbook
Pilot Mentoring Program
WELS Conference of Staff Ministers
If, during the mentoring process, the mentor becomes aware of difficulties or problems in the
relationship between the new staff minister and the pastor or supervisor, the mentor will
encourage the new staff minister to follow the appropriate procedure for such situations, namely
according to Matthew 18 and, if necessary, with the assistance of the circuit pastor.
2.3.2 Congregational or organizational leaders
Although the pastor or supervisor may have day to day responsibility for overseeing the new
staff minister, the congregation or organization is the employer to whom the staff minister must
ultimately answer. The role of the leaders of the congregation or organization will be to provide
overall direction to the ministry of the new staff minister and differentiate between
responsibilities of the new staff minister and the other called workers, faculty, or staff. The
mentor will work with these leaders to help them understand the training and capabilities of the
new staff minister. As with the pastor, the mentor will help the leaders understand the new staff
minister’s spiritual gifts so that the division of ministry tasks is appropriate.
The leaders of the congregation or organization will also bear the responsibility to support their
new staff minister both spiritually and financially. For situations in which a staff minister
receives a call rather than being hired, the mentor will help the leaders understand, if necessary,
the scope and divine nature of the new staff minister’s call. The mentor will work with the
leaders to make sure they clearly communicate their provisions for and expectations of the new
staff minister, including but not limited to salary, vacation time, health insurance, housing
allowance, level of involvement in church or organizational activities outside the scope of the
new staff minister’s responsibilities, and provision for conference attendance.
2.3.3 Other parties
The involvement of other parties is described in Section 2.4 Responsibilities. The other parties
function in oversight roles and include the Conference of Presidents, the Board for Parish
Services, and the circuit pastor, where applicable.
2.4 Mentoring Program Responsibilities
2.4.1 The Conference of Presidents (COP)
1.
Have knowledge of the program and work with the Conference, Martin Luther College, and the
calling congregations to promote and enhance the mentoring process
2.
Make congregations aware of the new staff minister candidates and encourage them to consider
calling a candidate with the appropriate talents, abilities, and spiritual gifts.
3.
Strongly encourage a congregation that receives a Martin Luther College assignee as a new staff
minister to participate in this mentoring process
2.4.2 The Board for Parish Services and BPS administrator
1.
Advise the Conference regarding the selection of mentors and implementation of the mentoring
process through the administrator
2.
Cooperate with the Conference, the COP, Martin Luther College, and the calling congregations to
promote and enhance the mentoring process
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Resource 1 – Handbook
Pilot Mentoring Program
WELS Conference of Staff Ministers
2.4.3 The congregation or organization
1.
Cooperate with the Conference, the COP, the CPS, and the mentor in the operation and improvement of
the mentoring process
2.
Accept the fact that the new staff minister is a trained minister but not likely an experienced
minister.
3.
Be committed to helping the new staff minister receive training and gain experience in the areas
to which he or she has been called or hired.
4.
Become involved in the mentoring process for two years
5.
Assume the expenses incurred by the mentor in the mentoring process
2.4.4 The congregation or organization personnel (pastor, oversight board,
and coworkers)
1.
Accept the fact that the new staff minister is a trained minister but not likely an experienced
minister.
2.
Help the new staff minister as he receives additional training and gains experience in the areas to
which he or she is called or hired
3.
Accept the new staff minister as the one who has been called or hired to fulfill the staff minister’s
role, and thus give him or her due respect.
2.4.5 The mentor
The mentor (attitudes):
1.
is fully committed to the Lord and to his ministry.
2.
is willing and eager to mentor the new staff minister.
3.
has humble confidence that he or she is able to help the new staff minister.
4.
is evangelical, kind, friendly, and approachable.
5.
is eager to serve our Lord and his people.
6.
is eager to learn and maintain the skills of mentoring.
7.
considers the new staff minister as a colleague in the Lord’s ministry.
8.
is convinced our Lord will bless his or her mentoring ministry.
The mentor (behaviors and skills):
1.
demonstrates his or her commitment to our Lord by his or her personal spiritual life: church
attendance, public Bible study attendance, personal Bible study, family devotions, devotion to
his or her family, and devotion to his or her service in the public ministry.
2.
cultivates a strong relationship with the new staff minister by his or her attitude, words, and
actions.
3.
is able to and will address in a forthright but evangelical and kindly way any areas of the new
staff minister’s ministry that need to be improved.
4.
both talks and listens.
5.
is able to ascertain the needs of the new staff minister.
6.
demonstrates concern for the new staff minister’s interests and opinions.
7.
has numerous resources at his or her disposal.
8.
has acquired leadership skills.
9.
is knowledgeable about the doctrine and practice of public ministry within the WELS.
10.
is well organized and is able to teach those skills to the new staff minister.
11.
is computer literate.
Page 6
Resource 1 – Handbook
Pilot Mentoring Program
WELS Conference of Staff Ministers
Note: During the pilot program, no outside funding for the program is anticipated. Mentors will have to
volunteer their time without expectation of an honorarium or other compensation other than
reimbursement of travel and other direct expenses from the new staff minister’s congregation. It will also
be the responsibility of the mentors to seek and obtain permission from his or her own congregation or
organization to participate in this program.
2.4.6 The Conference of Staff Ministers (the Conference)
1.
Is responsible to, works closely with, and reports to the BPS and the COP.
2.
Administers the mentoring process through its officers.
3.
Recruits and selects mentors with input from and concurrence of MLC staff ministry faculty.
4.
Develops resources needed for the mentoring process.
5.
Works with mentors to obtain the necessary training.
2.4.7 Circuit Pastor
1.
For congregational settings, the circuit pastor will function as the local representative of the
district president during the mentoring process.
2.
Will encourage the new staff minister and be an additional resource for guidance and support.
Page 7
Resource 1 – Handbook
Pilot Mentoring Program WELS Conference of Staff Ministers
3.0 Program implementation
3.1 Assignment
The Conference officers will maintain a list of qualified mentors. Mentors will be assigned by
the Conference president in consultation with the Martin Luther College (MLC) staff ministry
program faculty, the new staff minister, and the new staff minister’s congregational leaders
(pastor, officers) or organizational supervisor.
Mentor selection and assignment will take place as soon as possible following the new staff
minister’s call or position acceptance.
3.2 Mentoring activities
The activities for the program are intended to last two years. The following tables present a
schedule for these activities.
Year 1 Activities Responsible
person(s)
Completed
By
Meeting
time
1. Onsite visit (preferred) or teleconference with
the pastor and congregation chairman or other
appropriate individual(s)
Mentor 6/30 2 hours
2. Onsite visit (preferred) or teleconference with
with new staff minister
Mentor 7/14 2 hours
3. Phone calls to the new staff minister. Mentor Monthly
Aug-March
½ hour
4. Follow-up calls to pastor or supervisor Mentor As needed ½ hour
5. Annual evaluation of program by phone
conference
Conf. Chairman, Mentor,
New Staff Minister...
4/1 1 hour
6. Report pilot program findings to Conference Conference President 4/20 ½ hour
7. Phone calls to the new staff minister. Mentor Monthly
April – June
½ hour
8. Prepare midterm report for new staff minister
and congregation, copy to the Conference
Mentor 7/31 As needed
Year 2 Activities Responsible
person(s)
Completed
By
Meeting
time
1. Midpoint phone call to the pastor and
congregation chairman or other appropriate
individual(s)
Mentor 6/30 2 hours
2. Phone calls to the new staff minister. Mentor Monthly
July-March
½ hour
3. Follow-up calls to pastor or supervisor Mentor As needed ½ hour
4. Annual evaluation of program by phone
conference
Conf. Chairman, Mentor,
New Staff Minister...
4/1 1 hour
5. Report pilot program findings to Conference Conference President 4/20 ½ hour
6. Prepare final report for new staff minister and
congregation, copy to the Conference
Mentor 7/31 As needed
Additional details and specific guidelines for implementation of theses activities are provided in
Section 4 Program reporting and review, and in Resource Numbers 2 through 6 following this
Handbook.
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Resource 1 – Handbook
Pilot Mentoring Program WELS Conference of Staff Ministers
During the implementation of these activities, the mentor is encouraged to:
.
Pray for guidance in your work and for the individual being mentored.
.
Schedule time for both of you to grow in your faith.
.
Learn from each other, both are partners in the mentoring process.
.
Closely follow the goals and strategies developed by the congregation’s board, council,
the pastor and the staff minister. Remember you are not participating as a church
counselor or an evaluator. You are to work within the congregation’s structure.
.
Communicate regularly with the pastor and congregation on the mentoring process.
.
Use your experiences, skills and knowledge to counsel and guide the mentored individual
to develop his ministry using his gifts and abilities. We are not attempting to clone the
mentor.
.
Be a God-pleasing model in all that you do and say.
3.3 Mentor training
For the pilot program, no additional training for mentors is proposed. Qualifications for pilot
program mentors include requirements that these individuals be mature Christians who already
understand and have experience with mentoring. Appropriate training will be considered for the
final program based on input from the pilot program mentors.
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Resource 1 – Handbook
Pilot Mentoring Program WELS Conference of Staff Ministers
4.0 Program reporting and review
4.1 Pilot program
The mentor will prepare a brief report annually for the benefit of the new staff minister and the
congregation or organization being served. The midterm report (after one year) will highlight
the stronger gifts and talents exhibited by the new staff minister, progress made during the
previous year, as well as areas that will be the focus of improvement in the coming year. The
final report will cover the same topics, with recommendations for further growth and continuing
education.
The Conference officers will review the performance and effectiveness of this initiative annually.
Prior to the review teleconference or meeting, the Conference president will seek information
from the new staff ministers in the program, mentors, members of the congregations or
organizations served, pastor and others as deemed appropriate. The officers will prepare a
written report and for presentation to the Conference at the annual meeting along with any
recommendations for modifications to the pilot program. The Conference will either approve or
reject the proposed modifications at the annual business meeting. A copy of the report and
approved modifications to the program will be submitted to the BPS administrator.
4.2 Establishment of permanent program
The Conference officers will recommend to the Conference at the annual meeting a course of
action for the following year. The recommended course may be:
.
Extend the pilot program for another year.
.
Establish a permanent program.
.
Discontinue the program.
The officers will base the recommendation on the effectiveness of the program, the number of
opportunities available to evaluate the program, the number of candidates for whom the program
would be helpful, and the like. The officers will recommend a long-term course of action only
after a sufficient number of opportunities to implement and evaluate the pilot program
adequately have occurred. It is anticipated that the pilot program will extend for several years to
provide sufficient feedback for proper evaluation.
Page 10
Resource 2 – Mentor’s initial conference with the pastor
and chairman of congregation
Pilot Mentoring Program
WELS Conference of Staff Ministers
Completion date: June 30 or prior to arrival of the new staff minister
Estimated length of teleconference or meeting: 2 hours
Objectives
1.
Acquaint pastor and board chairman with the mentoring process (Resource No. 1 –
Handbook)
2.
Gain support for mentoring
3.
Help pastor and board chairman recognize that the new staff minister needs help,
encouragement, and assistance
4.
Establish rapport with pastor and board chairman
5.
Address several practical items related to the new staff minister’s ministry
Mentor’s preparation for the meeting with pastor and board chairman
1.
Arrange a meeting date and time with the pastor and board chairman
2.
Duplicate necessary copies of Resource No. 1 - Handbook
3.
Study Resource No. 1 - Handbook and become thoroughly familiar with the mentoring
process.
Agenda
A) Prayer
B) Discuss the Mentoring Program Handbook (Resource No. 1)
C) Resource No. 3: Ministry duties and responsibilities
1)
Discuss this resource
2) Ask the pastor and board chairman to review and discuss Resource No. 3 after
completion of this meeting. Request that they be ready to complete that form at the
summer meeting which the mentor will hold with the new staff minister.
D) Discuss the following items related to the new staff minister’s ministry
1) When the new staff minister is scheduled to arrive at his calling
2) The specifics of the assignee’s call
3) Challenges the new staff minister will likely face as he begins his ministry
4) VEBA insurance – check that coverage is in place as soon as assignee arrives
5) Housing – If there is no provided housing, is the board working with the new staff
minister to find suitable housing?
6) Have arrangements been made for moving?
7) Is the congregation assuming the travel expenses for the assignee to travel to his new
home?
8) Salary payments and related matters
a) Pay check procedures
b) Does the new staff minister possibly need an advance in salary as he first moves to
his new calling?
c)
Is the assignee familiar with the parsonage allowance as that relates to federal income
taxes? Encourage that a knowledgeable individual from the congregation explain this
to the new staff minister.
d) Federal and state taxes
e) Social security
f) Utilities
Page 11
Resource 2 – Mentor’s initial conference with the pastor
and chairman of congregation
Pilot Mentoring Program
WELS Conference of Staff Ministers
9)
Additional practical items
a) Driver’s license
b) Car license
E) Thank the pastor and board chairman for their interest and cooperation
F) Closing prayer
Page 12
Resource 3 – Ministry duties and responsibilities
Pilot Mentoring Program WELS Conference of Staff Ministers
New staff minister____________________________ Date completed___________________
Congregation______________________________________
City_____________________________
Directions: On the line following each task or item put who is responsible and for what period of
time. Especially note new staff minister’s ongoing and substitute (for others) responsibilities.
Worship leadership
1. Liturgy, music, sermon, etc. - who plans, who presents?
2. Children’s message – who plans, who leads?
3. Communion – who distributes? (Assisting with communion [sacerdotal function] may be
necessary to maintain Minister of the Gospel status with IRS in the US)
Spiritual Growth leadership
1. Catechism – who plans, who leads?
2. Sunday School – who plans, who leads?
3. Sunday morning Bible study – who plans, who leads?
4. Small groups – who plans, who coordinates, who leads?
5. Bible Information Classes (BIC) classes – who plans, who leads?
6. Congregational Assistant Program (CAP) – who plans, who leads?
7. Youth/Men/Women/Children devotions/studies – who plans, who leads?
8. Leadership Training – who plans, who leads?
9. Other – who plans, who leads?
Page 13
Resource 3 – Ministry duties and responsibilities
Pilot Mentoring Program WELS Conference of Staff Ministers
Service leadership
1. Shut-in Visits/Hospital Calls – who plans, who leads?
2. Inactive Visits/Calls – who plans, who leads?
Evangelism/Outreach leadership
1. VBS, Seminars, etc. – who plans, who leads?
2. Cold Calls/Follow-up Calls - who plans, who does?
Fellowship leadership
1. Christmas, Easter, and other activities – List and designate who plans, who coordinates?
Page 14
Resource No. 4 – Mentor’s first meeting with the new staff minister
Pilot Mentoring Program WELS Conference of Staff Ministers
Completion date: July 14 or very soon after the arrival of the new staff minister
Estimated length of meeting: 2 hours
New staff minister’s Name_______________________ Date of Meeting ___________
Congregation _______________ City __________________State ________
Mentor’s preparations for this meeting
1. Be sure the new staff minister has this Handbook with Resources.
2. Become thoroughly familiar with the contents of all items used for the meeting; especially
be prepared to
discuss each item in the agenda for this meeting
3. Call the pastor to inform him of your meeting with the new staff minister
Agenda
NOTE: This agenda, as is evident, assumes that the mentor will lead the discussion.
A) Introduction
1) Tell me about yourself: family, home town, your personality, schooling, interests,
activities at MLC
2) Comments about this agenda: Don’t be intimidated by its length, prioritize, take tasks one
at a time.
B) Your new call
1) Your church - some information
2) Your responsibilities
3) Your reaction
4) God’s desire, expectations, and promise
C) Your relationship with our Lord
1) Church attendance
2) Personal Bible study and devotions
3) If married, family devotions
4) Bible class attendance
All of this to maintain you as a faithful servant of our Lord - personal and in your ministry.
Now I commit you to God and to the word of his grace, which can build you up and give you
an inheritance among all those who are sanctified (Acts 20:32).
D) Establishing our relationship
1) We are colleagues in Jesus’ ministry.
2) Share your thoughts, please speak what is on your mind, ask questions, clarify
3) How we address each other
4) My role: to serve you, to help you do your ministry better
E) Your approach to your ministry
1) Our Lord has called you to be a leader. What does this mean? Some realities.
a) You are an important spiritual leader in the congregation.
b) You will be expected to become a primary leader in the congregation. The mentoring
process will help you learn that roll and carry it out well.
Page 15
Resource No. 4 – Mentor’s first meeting with the new staff minister
Pilot Mentoring Program WELS Conference of Staff Ministers
2)
An important aspect of being a spiritual leader at your congregation means focusing on
your congregation’s mission. Be ready to share that mission which includes the following
components:
a) The goal is making disciples of children and parents.
b) The tool for achieving that goal is God’s Word.
c) The methods are nurture and outreach.
3) You are the Lord’s and the congregation’s servant
4) Prepare God’s people for works of service: Your role is to help those working around you
to do their ministry better:
Eph 4:11-13 “It was he who gave some to be apostles, some to be prophets, some to be
evangelists, and some to be pastors and teachers, 12 to prepare God's people for works of
service, so that the body of Christ may be built up 13 until we all reach unity in the faith and
in the knowledge of the Son of God and become mature, attaining to the whole measure of
the fullness of Christ.”
5) Your responsibility to your family ( if you are married)
a) Spiritual growth
b) Communication
c) Understanding your call and the time required to fulfill it
d) Time for yourselves
6)
Relations with colleagues in the teaching, staff ministry and preaching ministry; parents;
elected leaders; congregation members, and community people. Consider these thoughts:
your personality, relating with people of all ages in the church and the community
F) Some practical issues
1)
The new staff minister’s financial situation
a) Offerings for the Lord
b) Amount of student loans – repayment plans
c) Use of credit cards
d) Encouragement to set up savings plans
2)
Some encouragements
a) Be prompt
b) Keep promises
c) Produce more than you promise
d) Listen, observe
e) Get to know and understand the culture of the people in the school, church, and
community
f) Respect the people of the church and community
g) Inquire about why things are done the way they are
h) Don’t be too quick to suggest change
i) Don’t assume the way things are done are wrong just because you learned differently
at MLC
j) Talk to teachers and pastors regularly especially the first part of the school year
k) Appropriate dress for school and around town, you are a leader, people look to you,
model the ministry
G) Discuss the contents of Resource No. 1: Handbook
Page 16
Resource No. 4 – Mentor’s first meeting with the new staff minister
Pilot Mentoring Program
WELS Conference of Staff Ministers
H) Resource No. 3 - Ministry duties and responsibilities
1) Share with the new staff minister that prior to his arrival you met with the pastor and
board chairman to discuss some important issues which will be discussed in this visit.
2) Discuss this resource as it was completed during the Onsite Visit No. 1.
I)
Items discussed at the meeting including the pastor, board chairman, and mentor
1) The specifics of the new staff minister’s call
2) VEBA insurance coverage
3) Housing
4) Travel expenses for the new staff minister to travel to his new home
5) Salary payments and related matters
a) Pay check procedures
b) Advance in salary as he first moves to his new calling
c) Parsonage allowance as that relates to federal income taxes
d) Federal and state taxes
e) Social security
Page 17
Resource No. 5 – Mentor phone contacts with new staff minister
Pilot Mentoring Program WELS Conference of Staff Ministers
Agenda
a) Discuss any of the new staff minister’s concerns and questions
b) Discuss progress on Ministry duties and responsibilities
Record of Phone Calls
August. – Date_________ Length____________
Notes:________________________________________________________________________
September – Date_________ Length____________
Notes:________________________________________________________________________
October – Date_________ Length____________
Notes:________________________________________________________________________
November – Date_________ Length____________
Notes:________________________________________________________________________
December – Date_________ Length____________
Notes:________________________________________________________________________
January – Date_________ Length____________
Notes:________________________________________________________________________
February – Date_________ Length____________
Notes:________________________________________________________________________
Page 18
Resource No. 5 – Mentor phone contacts with new staff minister
Pilot Mentoring Program WELS Conference of Staff Ministers
March – Date_________ Length____________
Notes:________________________________________________________________________
April – Date_________ Length____________
Notes:________________________________________________________________________
May – Date_________ Length____________
Notes:________________________________________________________________________
(Attach additional sheets as necessary.)
Page 19
Resource No. 6 – President’s questionnaire for mentor and new staff minister
Pilot Mentoring Program WELS Conference of Staff Ministers
Completion date: April 1 or shortly before the yearly Staff Minister’s Conference
Length of meeting: 1 hour
Note: This meeting can be done with the mentor and new staff minister together or
independently. A copy of this questionnaire should be forwarded on to the Administrator for the
Board for Parish Services for his records and review.
1. What challenges did you encounter during the mentoring process? ______________________
2. What blessings did you encounter during the mentoring process? _______________________
3. How did the pastor, chairman, and congregation feel about the mentoring program? ________
4. If you could change anything about the mentoring program what would it be? ____________
5. Would you recommend that the mentoring program be continued in the future? Why? _____
(Attach additional sheets as necessary.)
Page 20
Resource No. 7 – Mentor’s annual report
Pilot Mentoring Program WELS Conference of Staff Ministers
Completion date: July 31
Note: This report is to be prepared at the end of both the first and second year of mentoring. It is
intended for both the new staff minister and his or her congregation or organization. Copies of
this report should be forwarded to the president of the Conference of Staff Ministers and the
administrator for the Board for Parish Services for their review.
1. In which areas has the new staff minister demonstrated noteworthy gifts? ________________
2. In which areas has the new staff minister made demonstrable progress during the past year? _
3. In which areas do you recommend that the new staff minister focus improvement efforts? ___
4. What recommendations for further growth do you have for the new staff minister? _________
5. What recommendations for continuing education do you have for the new staff minister? ___
(Attach additional sheets as necessary.)
Page 21
Adam Mueller, Todd Fellows, Larry Olson, Jeff Gunn
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Someone wrote:
Randy Hunter did not get permission to "call" Kirsten Koepsell and she is not certified at this time, but nothing has been done about this unbrotherly action. Some additional notes, based on the Latte Church website's own words -
Minister of Worship Kristen Koepsell
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As Staff Minister of Worship, Kristen is responsible for planning and implementing all worship opportunities at St. Andrew. She also oversees the large corps of worship volunteers who serve in many and varied capacities each week.
( - and I bet you dollars to donuts that some of these volunteers are male.) Music is the largest part of the worship ministry at St. Andrew, but the worship ministry also includes lay readers, dramatic and visual arts, hospitality ministries and audio/visual tech support. Kristen works closely with Pastor Hunter to study and understand biblical worship principles and practices, evaluate current worship practices at St. Andrew, and define future directions for St. Andrew’s worship ministry.
(Sounds an awful lot like "Pastor" work to me!)
Kristen graduated from Wisconsin Lutheran College in 2003 with a B.A. in Psychology and minors in Communication and Theology. While at WLC she worked for two years in the Campus Ministry Office planning and implementing daily chapel services, organizing various musical groups for worship, and learning from Campus Pastor Nathan Strobel. She is currently pursuing Staff Ministry certification from Martin Luther College.
Kristen grew up in the Pacific Northwest and always intended to return there after college, but God had other plans for her. He has planted her firmly in the family of faith at St. Andrew and for this she is truly and deeply grateful. When she’s not writing services or running rehearsals, Kristen spends her time reading science fiction and classic literature, playing piano, writing music, taking long walks in good weather, staying connected with friends and family, and generally enjoying life.
“The best part of my job is knowing that my work directly impacts the spiritual lives of those who worship here and enables them to connect with God. I say this with a full and complete understanding (and appreciation!) of the fact that the actual work is done by the Holy Spirit through the means of grace – but it is a great privilege and a great joy to be an instrument in ‘administering God’s grace’ in the form of worship gatherings. The second most rewarding aspect of my work is assisting all sorts of members of the congregation in bringing their gifts to God and to each other as joyful offerings. How exciting it is to see brothers and sisters in Christ – of all ages! – learning and working together to serve God and His people. The interpersonal connections made and the spiritual lessons learned through this ministry are invaluable blessings from our gracious God.”
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GJ - Chief Little Hat (comment below) is saying, "Do you believe me or your lying eyes?"
This official WELS website, copied verbatim, is the result of years of Larry Olson's work. He is known officially as the Harmless Heretic. "Everyone knows he is a false teacher." Yet this harmless heretic has managed to accomplish covertly what the Episcopal Church struggled over for years, out in the open.
If people looked at the work of other female assistants at Chicanery congregations, they would find them also doing the work of pastors.
At the very least, for tax reasons, Larry Oh! (DMin Fuller) is directing staff ministers to play the role of a pastor without being a pastor, for tax reasons. WELS began ordaining male teachers for tax reasons (no joke), so now they need to obey the IRS to get their tax breaks.
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Freddy Finkelstein has left a new comment on your post "Just As I Warned - WELS Has Women's Ordination Wit...":
This document makes very clear to me why it is that elements of WELS leadership had been pressing for “women's ordination” and advocating a pastoral role for women, by having them commune other women. It's just too bad for them that so many WELS layman and pastors are such spiritual weaklings that, out of "brotherly concern for their weakness," a moratorium was placed on female celebrants in WELS. I frankly suspect that this has little actually to do (primarily) with a desire to change doctrine, but rather with organization building and ambivalence toward doctrine and practice. If someone wants to build an empire underneath them, and if the word “minister” can be construed as a “slippery term” (much like the terms “teacher” and “authority” have become), then why not profit from the lack of clarity? If there is anything we know, it's that now-defunct CGM theories were primarily about devloping programs – buzz-phrases like “evangelism” and “kingdom blah blah whatever” sitting in secondary position, as the beneficiaries of “effective programs.” The document produced in this blog entry bears the unmistakable fingerprints of the Church Growth Movement, beginning with the pietistic foundation of "lay ministers," with whom I have sufficient experience, both within and outside WELS, to have no confidence in, whatsoever.
Frankly, I'd like to see the financials of the staff ministry program, and the results of the market research they have no-doubt conducted. How many students do they need in order to stay in the black? What is the male-to-female ratio of this program? What does their market research tell them about attracting new students? Are they at the statistical limit for attracting male students? If they need to attract more students to stay solvent, or to grow the program, is attracting female students the only realistic way to do so? Are there other reasons for needing to attract more females to this program – statutory or accreditation oriented reasons, perhaps? What would encourage more females to enter the program? The hope of a career as a Minister of the Word – with the same IRS advantages as males? If these are the considerations being made, are they relevant to the solvency of the staff ministry program only, or of MLC itself?
This whole lay ministry program stinks to high heaven. I'm suspicious.
Freddy Finkelstein
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Brett Meyer has left a new comment on your post "
Finkelstein on the Notorious WELS Document Support...":
From the WELS Women's Ministry Website:
Our History and the Original Brainstorm
The WELS Women's Ministry Committee was spawned from an event that took place in June, 2002.
The event, a brainstorming retreat, was a pilot project of the WELS Board for Parish Services. The "think tank" objectives were:
1) to review and reaffirm the Biblical principles of the universal priesthood of all believers and of the role of men and women in the Church,
2) to brainstorm, clarify, and prioritize ideas regarding
vehicles and approaches which will foster, encourage, and enhance the personal and corporate ministry of WELS women and,
3) to craft the outline for a document that will present our recommendations to the WELS Board for Parish Services for appropriate action.
Ten WELS women from various walks of life participated in the June task force. Some of these women had full-time ministry positions or had had them at one time. Several women were working professionals, several were retired volunteers.
Six WELS pastors representing the Board for Parish Services, Wisconsin Lutheran College, and Wisconsin Lutheran Seminary, and Martin Luther College also participated. The Friday, Saturday, and Sunday retreat generated a set of "Action Plans". One of the programs that resulted as a key idea from the brainstorming retreat was a Commission or Committee on Women's Ministry in the WELS.
It took a year to get the committee going; nevertheless, the think tank weekend essentially generated the committee. Initially, four women who attended the think tank were appointed to this committee. There were three men on the committee who represented the Board for Parish Services and the seminary.
In October 2008, the committee expanded and now includes an Executive Committee, formed with the initial committee plus two new members, and several Sub Committees totaling 23 gifted women from across the nation and the two pastoral advisors.
http://www.welswomen.net/site/cpage.asp?cpage_id=180006131&sec_id=180002756&nc=1262231422796
GUIDING PRINCIPLES:
3) We are unafraid to apply Scripture wherever Scripture speaks, but
we refuse to bind consciences beyond Scripture.
While teaching all that Scriptures has to say, we will resist the pressure to set up a rule book
of what ministry by and for women must look like in every ministry setting. Refusing to set
up a one size fits all rule book gives people the opportunity to make wise and spiritually
mature use of their Christian freedom. It refuses to cater to the laziness of our sinful nature
that does not want to wrestle with challenging issues. We will urge people to listen carefully
to what Scripture does have to say.
We will also encourage them to make wise use of
Christian freedom in decisions neither commanded nor forbidden by God, always striving to
do only that which will honor God and build up Christ’s church.
http://www.welswomen.net/home/180002756/180002756/Guiding%20Principles.pdf
National WELS Women's
Leadership Conference
Leading with a Christ-like attitude
July 16-18, 2010
Wisconsin Lutheran Seminary, Mequon, WI
Keynote Address:
Leading with a Christ-like Attitude: Kathie Wendland
Developing Personal Bible Study and Devotion Habits: Prof. Richard Gurgel
