ࡱ> WYVA 6+bjbj\\ .L>h>h"B8D>D&:Z =&?&?&?&?&?&?&$(d+c&   c&x& =& =&V%@%f:Y% )&&0&e%x,,%,%L"?Wkc&c&&    ,X t: SECTION 2: STARTING & ENDING AN APPOINTMENT 2A: VACANCY GUIDE FOR PARISHES The recruitment of a new priest is important and exciting for the community and it is vital that time is taken over the parish profile as it will be a key document, central to attracting the right type of candidate for the vacancy. . The relevant Archdeacon has primary responsibility for guiding parishes through the processes. As there are considerable complexities to the legal (and other) processes it is important that the Archdeacons advice is followed. All stages of the recruitment and selection process should be handled in a manner consistent with current equality legislation. Either the Archdeacon or the Diocesan HR Manager can advise further on what this means must be done in practice. You may find the following link helpful:  HYPERLINK "https://derby.anglican.org/en/church-admin/resources-for-churchwardens/resources-for-parishes-in-vacancy.html" Resources for parishes in vacancy - Diocese of Derby (anglican.org) 2B: STATEMENT OF PARTICULARS (SoP) Once an appointment is made and the office holder is instituted/licensed, the Common Tenure Regulations provide that a Statement of Particulars (SoP) must be issued to all office holders within one month of the appointment. This document is the written confirmation of the Section 23 rights conferred by the Measure. It is not a contract of employment. The SoP will be issued to the office holder by the relevant Archdeacon for parochial clergy and by the Dean for residentiary canons. The Diocesan HR Adviser will advise on the detail of the statement as required. As a minimum, the SoP will state: the name of the office holder, the title of the office to which the office holder is appointed the name and title of the officer nominated by the Bishop for the purpose of issuing the SoP the start date in office whether common tenure is qualified (see section 2E below) and if so, what the reason is and the termination date of the appointment if applicable. The right to a stipend, details of fees and expenses The right to accommodation The right to time off and holidays The right to maternity/paternity/adoption leave/dependant leave The responsibility to participate in Continuing Ministerial Education (CME) The responsibility to participate in Ministerial Development Review (MDR) Reference to Discipline, Grievance and Capability Procedures All details on the SoP should follow the licence where information is duplicated. Clergy will receive two copies of the SoP plus a copy of their working agreement if appropriate. They are asked to sign and return one copy of the document to the Diocesan HR Adviser. An SAE will be provided for that purpose. The signature is an acknowledgement of receipt, not an agreement to the terms. You may find the following link helpful:  HYPERLINK "http://www.churchofengland.org/media/56767/Example%20SOP.pdf" Example Statement of Particulars for an Incumbent 2C: TERMINATION OF APPOINTMENT Under Section 3 of the Ecclesiastical Offices (Terms of Service) Measure 2009, offices under common tenure may only be terminated because of: Resignation Capability Following disciplinary proceedings under Clergy Discipline Measure 2003 or the Ecclesiastical Jurisdiction Measure 1963 Death Reaching retirement age (currently no later than 70 years) The post coming to an end because of a pastoral scheme Where the office holder is priest-in-charge, when the vacancy ends The appointment is for a term, specified under Regulation 29 (see section 2E below) Three months notice is required before resigning office but this is variable by agreement. The office holders who may vary this notice period are mentioned on the SoP. The Bishop should receive all letters of resignation. He will acknowledge the letter and set all the appropriate actions in motion. Clergy will be asked to sign an irrevocable deed of resignation when the reason for resignation is retirement. It is not possible to instruct pension payments to commence without this document being in place. 2D: RETIREMENT The ministry of the Church in many places depends on and is enriched by the voluntary ministry of retired clergy. When clergy retire the Bishop may offer Permission to Officiate. However when clergy retire from having Cure of Souls, discerning where the context of their future ministry will be (if indeed they wish to continue) is a matter for the Archdeacon and Bishop to agree. In all instances the former parish or benefice will be excluded from any Permission to Officiate. It is a good idea to begin planning where you will live after retirement at least 10 to 15 years ahead of your planned retirement date. It is very important that your successor has the opportunity to begin their ministry without the shadow of the previous incumbent and it is equally fair to you that you have the opportunity to enjoy retirement. A good rule of thumb is to move at least 10-15 miles away so that people can let go of you and be cared for by your successor. If you continue to be physically present, no matter how hard you try not to be, inevitably you and (possibly) your spouse will still be called upon for pastoral care and your views requested. This can lead to confusion within the parish and sometimes significant dissent. Clearly not everybodys personal circumstances will be the same and if there are pressing family reasons why you need to remain within the parish it is very important that the Archdeacon and Bishop are involved at an early stage and that the new incumbent is aware upon commencement of their ministry of your presence and likely level of involvement in the life of the parish/benefice. As well as the practical and emotional considerations there are financial considerations for retirement also. The CME Adviser arranges regular pre-retirement courses which promote financial planning amongst many other things and details of the dates of these may be found on the website. The Diocese has retired clergy portfolio holders and they would be pleased to assist in any way. Their contact details are contained in the link below. You may also find the following link useful:  HYPERLINK "http://www.churchofengland.org/media/644292/retirement%20housing%20booklet%20v31.pdf" Retirement Housing Booklet 2E: FIXED TERM APPOINTMENTS (QUALIFIED COMMON TENURE) Common Tenure Regulation 29 governs the use of fixed term appointments. Posts may only be fixed term or time limited if one or more of the following circumstances exist: The post is covering authorised absence (e.g. maternity leave or prolonged sickness) Posts held by those over 70 years old Training posts, which will usually have a 4 year period to complete training Posts that are subject to sponsorship or time limited funding Probationary posts, where the post holder has been removed from a previous post under the Capability Procedure or the post holder has not held a post in the last 12 months Posts covered by Bishop Mission Orders under the Dioceses Pastoral and Mission Measure 2007 Posts designated as being held in conjunction with another office or employment Where the post holder has limited leave to remain under UK immigration rules Posts designated as locally sponsored ministry The Statement of Particulars will always indicate whether Regulation 29 applies to the post and state which of the reasons above apply. If there is a defined end date to the post then that date must be specified. It is possible to extend a fixed term appointment in advance of the stated end date by agreement. If this is the case then a revised Statement of Particulars must be issued with the new end date. Those clergy who hold a Qualified Common Tenure post will be entitled to the same benefits and terms and conditions of those on Common Tenure, except in relation to the end date. This means that access to all other rights and responsibilities is the same, including annual leave (pro-rata in the year of starting and leaving) and pension. 2F: APPOINTMENTS SUBJECT TO PASTORAL REORGANISATION This is a new kind of appointment that can be made use of after January 31 2011. Where the Diocesan Mission and Pastoral Committee has invited the views of interested parties before submitting proposals to the diocesan bishop, then, as an alternative to suspending presentation and appointing a priest-in-charge, the post may be designated under Regulation 30 as held subject to pastoral reorganisation, and an incumbent may be appointed on a limited term basis. If an appointment is made on this basis the Statement of Particulars must state the date when the post will revert to full Common Tenure if a Pastoral Scheme had not taken effect. The period must not be longer than 5 years from the start date of the appointment.     Created by J Croft: HR Adviser Version 1 4 Feb 2011 -.MN 9 :    > ? @ A  лllP7hHha5>*B*CJOJQJ^JaJmH phsH ,hHhH>*B*CJOJQJ^JaJph hHhHCJOJQJ^JaJ)jhHhHCJOJQJU^JaJ"hHCJOJQJ^JaJmH sH (h1 haCJOJQJ^JaJmH sH .h1 ha5>*CJOJQJ^JaJmH sH .h1 ha5>*CJ OJQJ^JaJ mH sH -.MN9 :    > ?             gda                       ? @ W ! 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