Continuing Education and Vocational Development
'Instruct the wise and they will be wiser still; teach the righteous and they will add to their learning' (Proverbs 9:9)
Church worker training and development
The LCA expects that all church entities encourage and provide for the planned and other ad hoc development and training of their church workers, both pastors and lay church workers. Appropriate vocational, professional, and personal development activities should be identified, planned for, and scheduled. The church also expects all attendance at development and training activities to be appropriately documented and recorded.
There are many good reasons for church workers to engage in this process:
- Sharpen the tools in your toolbox
Continuing education and vocational development provide the opportunity to sharpen and improve your understanding, knowledge, expertise, proficiency and capabilities. - Changing ministry needs
Ongoing ministry needs, our circumstances and the world around us are always changing, and it is vital to keep learning from others and developing your ministry skill set, as well as exploring the available help and resources. - Keep current
It is easy to become complacent and simply maintain the status quo. Sometimes it can feel like you have gotten into a rut. Continuing education and vocational development opportunities can shed light on new approaches and fresh ideas. - Develop weaker areas
Different people have different talents and gifts, strengths and weaknesses. Church workers are encouraged not only to keep building on their strengths, but also to grow and learn in their weaker areas. - Networking
Education and development opportunities conducted in group settings provide an added benefit of building your network. They also provide an outlet for individuals to brainstorm, seek feedback, give and receive support and discover what others are doing. - Inspiration and encouragement
Many church workers find inspiration, replenishment and new energy as they take advantage of opportunities to reflect, learn and grow. Even the encouragement that comes from knowing you are not alone in your issues or struggles can help you navigate that place and find direction.
Continuing Education for Pastors (CEP) program
To support the lifelong education and development of pastors, the College of Bishops oversee a program of Continuing Education for Pastors (CEP). This program is based on the following principles:
- Theological education and pastoral formation are lifelong processes.
- The undergraduate studies that prepare for ordination into the ministry of the church provide the essential basic training for pastoral ministry, and these studies are neither exhaustive nor sufficient for a lifetime of effective pastoral practice.
- Preparation for specialist pastoral ministry (for example, school, hospital, armed forces, prison, aged care and other chaplaincy; specialist leadership positions; teachers and instructors at ALC; etc) is a task usually and best undertaken as a postgraduate activity.
- The increasing complexity of contemporary pastoral ministry places demands upon pastors can be mitigated to some extent by appropriate pastoral self-care, an important aspect of which is the ongoing pursuit of study related to each pastor’s specific needs and interests.
- An effective program of CEP, therefore, enhances the ministry of the individual pastor, and is of benefit and blessing to the pastor, to the congregations and communities, which the pastor serves, and to the life of the church.
- Continuing education is an integral part of the pastor’s vocation (not as an added extra to, nor apart from, regular ministry); therefore, 40 hours of continuing education activities should be factored into pastors’ annual calendars.
See the downloadable ‘Continuing Education for Pastors Planner’ on the left to assist pastors with planning their CEP.
More details about the program can be found in the Pastors Handbook on the LCA Portal under Church Worker Support Resources. Under Stay Well, there is also a Vocational Development/CEP Log.
'As iron sharpens iron, so one person sharpens another' (Proverbs 27:17).
Professional Pastoral Supervision
Professional Pastoral Supervision is 'a regular, protected time for facilitated, in-depth reflection on practice' (Bond & Holland, 1998).
Ministry demands that church workers serve with responsibility and ensure they embody integrity, trust and compassion in ministry relationships. Professional Pastoral Supervision offers those undertaking ministry a time and space to reflect on their ministry with a trained and accredited practitioner.
Professional Pastoral Supervision offers a reflection space where individuals can discuss what is happening in their ministry with a trusted and skilled practitioner. The time to do this is planned, intentional and regular. It offers an opportunity to consider practice and learn throughout the process and experience of reflection.
Effective Professional Pastoral Supervision supports, challenges and encourages learning, self-knowledge, personal and ministry development, good use of resources and time, and respect for boundaries, confidentiality and privacy.
The College of Bishops oversees the mandatory program of professional pastoral supervision for all church workers involved in ministry, with administrative support provided by Church Worker Support.
Professional Pastoral Supervision forms and information can be found on the LCA Portal under Church Worker Support resources, including:
- Annual Acknowledgement
- Covenant
- Supervisors Information
- Information and Resources for Church Workers
- Information and Resources for Supervisors
- Information and Resources for Calling Bodies.
There is also a Potential Professional Supervisors Listing.
Vocational Development
It is the responsibility of the employing body to ensure that all lay church workers are properly equipped for the area in which they serve.
A vital step in any vocational development process is for the church or employing body leadership to appoint or nominate a ‘supervisor’ for the church worker. Supervisors play a pivotal role in supporting and developing workers. Their role is to regularly meet with the church worker, build an effective relationship with them, and ensure that ongoing communication, feedback and review occur.
It will be important for employers/calling bodies to demonstrate their commitment to their church worker and their development by:
- engaging in the determination of the most appropriate learning pathway through consultation between the church worker and their supervisor
- making time available to undertake development as part of their role
- providing regular ongoing support and feedback through conversations between the church worker and their supervisor
- establishing clear goals and parameters for their church workers’ role, which helps to guide and inform vocational development options
- establishing or providing a vocational development budget.
It’s valuable for church workers to regularly assess their strengths and identify areas that may benefit from additional training and development. It is helpful to plan and be strategic about what is done for vocational development. Having a plan also helps ensure that vocational development doesn’t get pushed to the back burner.
Refer to the downloadable Vocational Development Planner on the left to assist church workers with this process.
Church Worker Support has produced an Accreditation Guide to assist church workers with this process.
This resource is available on the LCA Portal in Church Worker Support Resources under Stay Well. Alternatively, contact Church Worker Support.
Lay Worker Accreditation
The LCA is committed to supporting lay workers in their ongoing training and development. Those who serve in ministry as lay workers in the LCA need to be fully equipped to carry out their roles to the best of their abilities. Appropriate training and practical experience are important. This includes having sufficient theological understanding to uphold and promote the teachings of the LCA.
Lay workers who are not already accredited are strongly encouraged to work towards LCA lay worker accreditation. Those who have undergone this process have found it to be a worthwhile and rewarding experience for their growth and development.
The accreditation of lay workers will be based on a blend of theoretical and practical competency-based learning. Flexible training pathways that combine vocational education and training (VET), higher education options, and on-the-job training within the lay worker's ministry context will be encouraged.
The following four core competencies make up the requirements for lay worker accreditation:
- theological and spiritual development
- leadership development
- ministry skills
- personal attributes.
A lay worker will be eligible to apply for accreditation after meeting the core competencies required. If the lay worker is considered suitable, they will be encouraged to apply. Contact Church Worker Support for more information.
Qualifications
The minimum qualification required for accreditation is an Undergraduate Certificate in Divinity from Australian Lutheran College (or equivalent). The lay worker must also demonstrate appropriate practical experience in the four competency areas to be eligible for accreditation.
The lay worker's role classification may require a qualification that exceeds the certificate level. Lay workers will be encouraged to consider a qualification or equivalent that meets the position requirements.
Assessment for lay worker accreditation can be based on the demonstration of the four core lay worker competencies rather than academic qualifications. Ministry and life experience can be used to demonstrate the four core competencies.
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