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THE DEVELOPMENT OF CHAPLAINCY IN YOUR DIVISION

THE DEVELOPMENT OF CHAPLAINCY IN YOUR DIVISION Basic Objectives and Tasks Martin W. Feldbush, D.Min., BCC Adventist Chaplaincy Ministries Caring for first things first! Hotel Romantica, taking care of relationships! The basics of relationships… In a picturesque village called Zermatt,

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THE DEVELOPMENT OF CHAPLAINCY IN YOUR DIVISION

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  1. THE DEVELOPMENT OF CHAPLAINCY IN YOUR DIVISION Basic Objectives and Tasks Martin W. Feldbush, D.Min., BCC Adventist Chaplaincy Ministries

  2. Caring for first things first! • Hotel Romantica, taking care of relationships!

  3. The basics of relationships… • In a picturesque village called Zermatt, in valley at the base of the great mountain, the Matterhorn.

  4. The basics of caring… • St. Peter’s Church – caring enough to be where the people are…in the mountains of Switzerland.

  5. Another look at basics… • Annapolis, Maryland - Sailing capitol of the United States…

  6. METAPHOR FOR THE TASK: Sailing the ship… • Learning to sail at Annapolis Sailing School: -Read the wind -Set the sail -Steer the boat

  7. The joy of sailing!

  8. DEVELOPING CHAPLAINCY – Five basic objectives… • ACM emphasis on building chaplains, notprograms. 1997/2001/2006 world advisories. Chaplains who are: • Committed to Christ and church • Involved in the ministry of the church • Professionally competent • Involved in a supportive network • Supported and resourced by church

  9. DEVELOPING CHAPLAINCY – Five basic action steps… Creating a system to accomplish give interlocking tasks: • Find the right people. • Train them for ministry. • Validate their ministry. • Send them forth to serve. • Support them and insist on accountability.

  10. 1. FIND THE RIGHT PEOPLE Educate people about chaplaincy, recruit and screen: • Educate prospective ministers about chaplaincy, beginning at secondary level, as youth are examining the possibility of a lifework in ministry. -Job fairs, career guidance, etc. • Educate theology students about chaplaincy, at both college and graduate levels. -In college and seminary, introductory courses and pastoral practica • Educate church leaders and members and institutional leaders about chaplaincy as a pastoral career. -Articles and stories -Use chaplains as resource persons • Evaluate prospective candidates regarding their commitment to Christ and the church; personal spiritual life and maturity, spiritual gifts, etc..

  11. 2. TRAIN THEM FOR MINISTRY Classic pastoral training model adapted for training for specialized ministry: • THEOLOGICAL TRAINING -College level ministry course is foundational -Graduate level theology degree is for specialized training. Advanced work as per local and regional norms. Chaplaincy training tracks – degrees, certificates (Griggs University) • PASTORAL FORMATION -College and graduate level practica -Clinical Pastoral Education, etc. -Mentoring from experienced pastors and chaplains • SPIRITUAL AND PERSONAL GROWTH -Spiritual formation and guidance -A relationship with Christ and a pastor’s heart • PASTORAL CONTINUING EDUCATION

  12. 2. TRAIN THEM FOR MINISTRY, Continued • Education for chaplaincy a complete process • Theological (why) • Formational (how) • Personal (who) • What makes a good chaplain? • Spiritual gifts (Holy Spirit) • Education (complete process) • Pastoral field experience • Mentoring • Spiritual and personal growth – a pastor’s heart

  13. 2. TRAIN THEM FOR MINISTRY, Continued • Why is a trained chaplaincy necessary? • Institutions as “closed” institutions • Vocabulary, dress code, training, initiation, accreditation, government regulations, etc. • Incarnational ministry • Chaplaincy as a profession… • When an occupation becomes a profession • Global developments • APC, ACPE, Etc. • CAPPE • ACPESA • Vellore • IAPC – meetings in Bangalore • Asia – Seoul, Hong Kong, Manila, etc. .

  14. 3. VALIDATE THEIR MINISTRY 1. Ecclesiastical endorsement – to verify ministerial standing, preparation for specialized ministry and accountability. 2. Professional certification – where available and meeting or exceeding community standards.

  15. 4. SEND THEM FORTHTO SERVE • Know mission of the church and how chaplaincy will contribute. -What are current mission needs of the church? -Will this placement be of strategic benefit to the church? -What expectations will be placed on this chaplain regarding church mission? -How will this chaplain’s contribution to the mission of the church be evaluated? -Understand Ellen G. White’s counsel regarding criteria for success of ministry in institutional settings. • Understand employing organizations and relevant government agencies -Public laws and policies pertaining to chaplaincy. -Standards, entry requirements, policies and processes of employing organizations. -How to access the system – who are the gatekeepers? -Mission of the organization and how chaplaincy contributes -System of remuneration and benefits, retirement, promotions, moves, assignments, training, etc. -Maintain a chaplaincy job banki

  16. 4. SEND THEM FORTH TO SERVE, Continued • Understand the various chaplaincies -Job description and requirements of the work? -Does this chaplain “fit?” -Characteristics of successful chaplains in that field of work? -What are the demands – time, stressors, family issues? • Sending forth ceremony -To “send forth” chaplains into specialized settings for the church.

  17. 5. SUPPORT AND ACCOUNTABILITY • Have a clear plan to support your chaplain and ensure accountability -Regular contact by/with church leaders -Regular field support from endorser. -*Professional/personal development plan -Literature and resources -Periodic required reports • Have clear policy and procedures -Ecclesiastical endorsement -Career track concept -Service credit and retirement issues -Equity on pay scale -Benefits – medical, tuition assistance, etc. -Deployment and job assurance

  18. 5. SUPPORT AND ACCOUNTABILITY, Cont. • Develop peer support and communication network -Chaplain associations (1st question – who else does this ministry?) -Annual conferences -Chaplain newsletter • Have a system of accountability -Periodic reports -No professional secrets policy -Theological and lifestyle compatibility • Develop funding sources and resource accounts for chaplains -ACM Offering -Annual literature accounts -Creation of materials for ministry needs

  19. THE BASICS – Five things… • Find the right people • Train them for ministry • Validate their ministry • Send them forth to serve • Support them and insist on accountability

  20. THE BASICS GROW A SOLID PROGRAM… • How do we begin? Where do we start? • Where do we go from here? Remember the principle of growth… Seed + right conditions = Growth (by increments!)

  21. BUILDING CHAPLAINS, NOT PROGRAMS… • ACM leaders are mentor and chaplains to chaplains. • In Greek mythology, when Odysseus left for the Trojan Wars, he left Mentor in charge of Telemachus, his son. In Greek mythology, Mentor (sometimes In Greek mythology, Mentor (sometimes

  22. …and, chaplains to chaplains! • ACM leaders are mentors – trusted friends, counselors and teachers, who are also chaplains to chaplains!

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