THE CALL AND THE RESPONSE M.A. RESPONDING TO THE CALL In abroken world God calls the whole of humanity to become God's people. For this purpose God chose Israel and then spoke in a unique and decisive way in Jesus Christ, God’s Son, The Holy Spirit unites in a single body those who follow Jesus Christ and sends them as witnesses into the world. (1 Peter 2:9) Belonging to the Church means living in communion with God through Jesus Christin the Holy Spit The Church is called to proclaim and prefigure the Kingdom of God. The Holy Spirit hestows on the community diverse and complementary gifts. All members are called to discover, with the help of the community, the its they have received and to use them for the building up of the Church and for the service of the world to which the Church is sent In order to full ity mission, the Church needs persons who are publicly and continually responsible for pointing to its fundamental dependence on Jesus Christ. As Christ chose and sent the apostles, Cheist continues through the Holy Spirit to choose and call persons into the ordained ministry. Baptism, Eucharist and Ministry, pp. 20-21 ue. A Sense of CALL to THe MINISTRY ‘Among the qualifications for ordination are “a sense of personal call from God to the minist’y, and manifesting the various gifs of the Spirit,” (Ordination Committee action) This sense of call must already be experienced and ma fested even at the early stages of preparation for the ministry. Hence, when a person is recruited or is enlisted among those preparing for the ministry, he/she must already have a clear Understanding of the clergy office, and with it, a clear-cut idea of what constitutes a call to the ministry. A.call to the ministry includes at least four elements: 1. the call to be a Christian or a call to discipleship in Jesus Christ (Here is manifested the seriousness with which the person takes hisher membership in a particular church.); 2. the secret call, namely, that inner persuasion or experience whereby a person feels himselffherself directly summoned or invited by God to take up the work of the ministry; 3. the providential call, which is that invitation and command to assume the work of the ministry which comes through the equipment of a person with the talents necessary for the exercise of the office and (Ctrnay MANUALthrough the divine guidance of his/her life by all Circumstances. (This may come through the deliber- ate challenge and invitation of those who see the giftedness of a person for the ministry, perhaps through the Recruitment Committee or a pastor or a church member); and 4, the ecclesiastical call, that is, the summons and invitation extended to a person by some community or institution of the church to engage in the work of the ministry. (Here is where the Conference Settle- ment Committee comes in with the help of the Examination Committee.) ‘Through the ages, the Church has always expected its ministers to have a personal sense of vocation molded perhaps in their solitude of communion with the Ultimate Power and to manifest this fact of chosenness for the special task of ministry through intellectual, ethical, physical and spiritual gifts necessary for the work of ministry, ‘Adapted from H. Richard Niebuhr, The Call to the Ministry WC. ENLISTMENT TO THE MINISTRY L.C.1, RECRUITMENT PROGRAM: 1, The Local Church has the respor lity of recruiting possible candidates for the ministry through their Christian Education Board or the Church Council. From the constant participation of young people or young professionals in the educational, liturgical and community life of the Church, the minister of Christian education and other leaders of the Church will be able to identify specific persons and invite them to enter a particular ministry. When done seriously and sincerely, this could be “the call” the prospective candidate has needed to hear to be confirmed. Prospective candidates for clerical ministry forma- tion shall be recruited by the Board or Committee on Christian Education (or Board of Elders) ofthe local church, which then endorses the candidates who respond and who meets the requirements to the Church Council “Local Church recruits, recommends, and supports candidates for the ministry.” Constitution: Article V, Sec. 2.d. Duties and Powers 1. The local church, through the Church Council, hav- ing done the required preliminary interview, recom- mends and endorses the candidates to the confer- ence Committee on Education, which will then present them to the Conference-in-session or to the Executive Committee for approval. “(Local Church) recommends to the Conference candidates forthe ministry subject to the confirma- tion of the congregation.” By-Laws: Article |, Sec, 4,e. Duties of the Church Council ES zai secs |snigiow anfuphaatre cand 3. The Conference Committee on Education inter- views the candidates on their theological percep- tionsandthen submits the candidates or psychologi- cal or aptitude testing to the Jurisdictional Testing Center. The Conference shall provide, through its Education Committee the responsible screening of those candi- dates or the ministry presented by the local churches, and assure adequate support and care of each candi- date, in addition to that provided by the individual, his/her family, the local church, the Jurisdiction and the General Assembly. Education for Ministry: Page 4. Ifthe tests and interviews show encouraging positive results, the candidate will then be presented to the Conference-in-session or the Executive Committee for approval asministerial formation candidates, and then, formally presented to the Conference-in-ses- sion together with their SPONSOR FAMILY', When approved, the candidate will then be assigned toa designated church or congregation where he/she will undertake the apprenticeship program and be presented to his/her sponsor family for initial en- counter. ahead ey development 6. Together with the pastor and the congregation, through the Church council or CEN Committee the candidate will work out the details ofthe apprentice- ship program and its requirements. “The Local Church Apprenticeship Center shall exer- cise care of those who are to be prepared for the set- apart ministry. This includes the one-year apprentice- ship program in order to expose and strengthen the candidate in his/her commitment and understanding Of the task to which he/she isto be prepared.” Education for Ministry: Pages 3-4 7. Altera satisfactory completion of the Apprenticeship requirement, the Apprenticeship Center, the pastor- supervisor and the Church Council shall submit to the Conference Christian Education or Executive Committee its approval of the required Certification of Completion of Apprenticeship Requirements. 8. The candidate or candidates, after due recognition and commissioning during the Annual Conference, shall then berecommended tothe theological school that can best enhance their growth based on their, individual needs and giftedness. 9. All information about the candidates, together with the results of the tests (psychological and theologi- cal) will then be forwarded tothe Jurisdiction Execu- tive Committee or Clergy Committee or to the Chris- tian Education Committee for supervision. Clency Manual,M.C.2. . The Jurisdiction Clergy Committee or Christian Edu- cation desks will then forward this to the National UCCP Office of the Clergy for proper recording and national coordination. . Coordination with seminaries will be made when the Apprentices shall have been placed properly in their Apprenticeship churches/centers. Guidelines: Apprenticeship Program ALTERNATIVE MEANS OF COMPLETING APPRENTICESHIP PROGRAM AND OPTIONS. Members of the local church who have actively participated in the life and ministry of the church for at least two consecutive years, consistently manifest- ing qualities befitting a church leader or minister and desiring to formally enter the ministerial formation program may request for a certification from the local church board/council and its minister for a certificate of service equivalent to a year of Apprenticeship. Then the applicant will be subjected to steps 3, 4, and 8-10 of the Enlistment Procedures. All bona fide officers of Church Mandated Organiza- tions, e.g. CYF, UCM, CWA, Conference Commit- tees, having served actively, meaningfully and effec- tively for at least two years are considered to have served the equivalent of one year of Apprenticeship. They can be recommended to the formal ministerial education by the local church council and minister. The applicant will then be subjected to steps 3, 4, 8- 10 of the Enlistment Procedure. 11.C.3. OPTIONS ON APPRENTICESHIP. There are other options for apprentices to fulfill the requirement, especially for the mature and/or professionals wishing to enter the clerical ministry. 1. Weekend exposure-involvement in an accredited local church under close supervision and guidance. It should last at least two years before it can be accredited as apprenticeship. This will be especially true for those under employ or in college. 2. Summer exposure-involvement in an accredited lo- cal church with thorough supervision and guidance of an accredited pastor-counsellor. This particular apprenticeship sho:'ld cover four summers to be credited. uD. THe APPRENTICESHIP PROGRAM The year-long apprenticeship to the ministry is to help determine the potentials for the Pastoral Ministry of those who desire to go into ministerial training or theological education. This orientation program is to be conducted in specific churches as which are expected to provide said prospective ministerial students with experiences in and expo- sures to a wholistic ministry.This apprenticeship program then is to expose the cani date for ministerial formation to as many — if not all — of the facets of the church’s ministry as possible. It would also call for a pastoral supervision from one who has had meaningful experience as pastor and who would also provide a pastoral role model to the candidates. Likewise, it would be best that the centers for apprenticeship — the church congregations — be such that would allow ministerial candidates to be them- selves as they test themselves in their envisioned calling. However, while we are aiming for ideal situations for this orientation, it is equally important for the candidates to experience the normal situation in churches where tensions and conflicts arise even while persons are trying to be a community together in response to Christ’s call. The Apprenticeship Program starts with a psychological testing and interview by accredited psychometricians. HLD.1, RATIONALE 1. Throughout the history of the United Church of Christ in the Philippines, ministerial students have come for theological education for many and differ- ent reasons. 2. In the past years, too, the Church has seen many theological studentsand/or pastors, either ‘fail’ inthe ministerial calling or leave it entirely for other occu- pations and/or ambitions. 10 : ui 3. The lack of proper orientation into the pastoral ministry is seen to be one of the major reasons that some theologically-trained ministers become the problems or the source of problems in the churches. 4, Therefore, apprenticeship in the ministry of at least a year’s duration is required to help determine the potentials of persons for the ministerial calling. 5. This program then is intended to expose and involve the ministerial candidates to as many as possible — if not all — of the various facets of the church's ministry . 6. To help terial candidates experience the nor- mal situation in churches, which sometimes include tensions and conflicts arising from human frailty and finitude, even as each church seeks to be a commu- nity together in response to Christ’s call. 11.0.2. OBJECTIVES OF THE PROGRAM 1, To provide a year’s experiences for candidates for ministerial formation in the various aspects of the Church's ministry; 2. Toguide the candidate in deeply comprehending the various aspects of the Church's ministry and the minister's role in it. 3. Toprepare and assess the candidate as regards poten- tial for growth and maturation in the ministry ; and ~-CleRGY MANUAL!WF Fi Re 11.0.3, CONTEXT 1. 1D.4. 1993 This year-long program stobe conducted in appren- ticeship centers which are designated local churches and church-related institutions. They are expected to sharpen the candidate's perspectives on a holistic ministry. (Several churches and institutions can be the venue for an apprentice.) The program calls for pastoral supervision from one who has had meaningful experience as pastor and who wouldalso provide a pastoral role model for the apprentice. . The apprenticeship centers shouldallow apprentices to be themselves as they experience the varied aspects of their envisioned calling, RESPONSIBILITIES OF APPRENTICESHIP CENTERS/CHURCHES Provide the candidates with family suppor systems, and specially one family which will serve as the pprentice's Sponsor Family, aside from the pastor- counsellor, who will counsel/assist/guide the candi- date during the apprenticeship year and even after. Encourage and support ministerial apprentices, in developing and providing means of assessing their development or growing capacity for: — a regular devotional life and quiet time — a regular study period, especially of the Bible and ‘current events a thirst for knowledge and creativity a habit of reading - on as wide a variety of subjects 28 possible a love for nature or God's creation a respect for one's cultural heritage a sense of stewardship of time, things, and talents a sense of dignity of his/her personhood and of others a growing capacity for listening and empathizing a compassion for the suffering and the needy 2 readiness for manual labor/wotk a disciplined/devotional life either in solitude and/or with others healthy and happy relationships with family mem- bers € love for persons and the natural environment simple, humble, selfless and courageous lifestyle self-understanding in relation to God, the Church and the world emotional, physical and intellectual fitness for the ‘many aspects of the life and work of the Church loving and patient acceptance of others as they are and what they ean become ‘2 quest for the deeper meanings of events and the variety of personalities with whom he/she works recognition of one’s personal weaknesses and strengths and higher potentials for change ahiliy to recorganize and admit one’s ertors, shabby work, unpreparedness, misjudgments, prejudices, and biases ability to accept praise and recognition humbly and graciously w3. Work closely with the Conference CEN and Execu- tive Committees on the Apprenticeship Program. 4, To recommend to the Conference Executive Com- mittee through the CEN Office the discontinuation, extension of the Apprenticeship requirement, 5. Torecommend or endorse to the Conference Educa- tion or Christian Education Committee and Execu- tive Committee the certification of the apprentice when the requirement is completed satisfactorily, on the last Executive Committee meeting prior to the annual conference, or, in January of each year. (4th QA. of UCCP resolution “a”). 11.D.5, APPRENTICESHIP CERTIFICATION PROCEDURE itis presumed that the apprentice, who is immediately out of high school, has the consent and support of his/her parents and family. 1. Together with the pastor andthe congregationthrough itschurch council, the Apprenticeship Center/Church shall recommend tothe Conference Education Com- mittee the required certification of the candidates. 2, Alter due recognition during the Annual Conference, the candidates shall then be recommended by the Christian Education or Education Committee to the theological school that can best enhance their growth con the basi oftheir specific needs and unique gifted- ness. 12 3. 11.0.6, n.D7. Coordination with seminaries will be made when the apprentices shall admitted for formal ministerial training. The results of the apprenticeship and psy- chological testing and other reports will be shared with the theological schools or formation centers for their information and guidance, QUALIFICATIONS OF APPRENTICESHIP PASTOR-COUNSELLORS They must be graduates of theological schools ap- proved by the UCCP (General Assembly) and con- Currently serving full-time in a local church and with at least 5 years experience as a local church pastor. They must be acknowledged by their peers and by the whole conference as possessing appreciable ministe- rial and theological leadership, ireproachable charac- ter, and are willing to spend time with the apprentice. They must be conversant with thé doctrinal and theological teachings, and the government and pol- ity of the Church, . There must be pastors where apprenticesare assigned or in closé proximity to the Apprenticeship Center. FAMILY SPONSOR OR SPIRITUAL GODPARENTS ‘Afamily ora set of parents, not the candidates’ own, will be assigned to the candidate for apprenticeship from among the church members or the Conference constituency. + Cleney ManvatThis apprenticeship program then is to expose the candi- date for ministerial formation to as many — if not all — of the facets of the church’s ministry as possible. It would also call for a pastoral supervision from one who has had meaningful experience as pastor and who would also provide a pastoral role model to the candidates. Likewise, it would be best that the centers for apprenticeship — the church congregations — be such that would allow ministerial candidates to be them- selves as they test themselves in their envisioned calling. However, while we are aiming for ideal sityations for this orientation, it is equally important for the candidates to experience the normal situation in churches where tensions and conflicts arise even while persons are trying to be a community together in response to Christ’s call. The Apprenticeship Program starts with a psychological testing and interview by accredited psychometricians. 11,.D.1, RATIONALE 1. Throughout the history of the United Church of Christ in the Philippines, ministerial students have come for theological education for many and differ ent reasons. 2. In the past years, too, the Church has seen many theological students and/or pastors, either ‘fail’ inthe ministerial calling or leave it entirely for other occu- pations and/or ambitions. 10 cotta ‘ a 3. The lack of proper orientation into the pastoral ministry is seen to be one of the major reasons that some theologically-trained ministers become the problems or the source of problems in the churches. 4, Therefore, apprenticeship in the ministry of at least a year’s duration is required to help determine the potentials of persons for the ministerial calling. This program then is intended to expose and involve the ministerial candidates to as many as possible — if not all — of the various facets of the church’s ministry . 6. To help ministerial candidates experience the nor- mal situation in churches, which sometimes include tensions and conflicts arising from human frailty and finitude, even as each church seeks to be a commu- nity together in response to Christ's call, 1.D.2, OBJECTIVES OF THE PROGRAM 1. To provide a year’s experiences for candidates for ministerial formation in the various aspects of the Church’s ministry; 2. Toguide the candidate in deeply comprehending the various aspects of the Church's ministry and the minister's role in it. To prepare and assess the candidate as regards poten- tial for growth and maturation in the ministry ; and “CueRGY Manual!)2. The sponsor family or foster parents will serve as spiritual guide and mentor to the apprentice. 3. They may decide to come together regularly. How- ever, availability or the ‘presence’ of said family in the life of the apprentice until he/she becomes a well-established minister will be characterized by one of care, moral support, understanding, friend- ship. Thisrelationship isexpectedto continue through- out the life time of the pastor, if he/she passed the ‘Apprenticeship requirement. 1.0.8. SOURCES OF SUPPORT FOR CANDIDATE(S) (Percentage of sharing to be decided by all concerned) 1. Personal contribution from the candidate 2. Family support the candidate 3. Receiving or apprenticeship center 4. Sending church or church in which candidate is a member 5, Nearby churches who wish to help 6. Conference, circuit or district to which candidate belongs \.D.9. OTHER CONSIDERATIONS OR PRECAUTIONS The apprenticeship year is to help the candidate for ministerial education to discover whether or not he/she possesses the qualities and abilities needed for theological education and the pastoral ministry itself. If one year is not sufficient to truly prepare or assess a candidate fr theological 1993 study, the candidate will then be advised and guided in the next proper recourse. If at any time during the apprenticeship, it may be discovered that the apprentice is better suited to serve in some vocation or profession other than the pastoral ministry, the apprentice should then be counselled accordingly. If it be recommended that there be a redirection of the candidate's life or vocational goals, this isnot to be a reason for shame or embarrassment on anyone concerned. This is, precisely what the apprenticeship year is all about: to help assess and prepare the candidates for ministerial formation or to guide them into some other equally significant areas of Christian service in other vocations or professions. 11,D.10. PSCYCHOLOGICAL TESTING The requirement of psychological testtobe administered to applicants for ministerial training or for those in the apprenticeship program include a battery of written tests accompanied by individual and group counselling. A simpler test will be used for administration in the local churches. Testing Centers will be identified in each Jurisdiction where the test can be kept, administered and interpreted. Trainingwill be on-going for Para-Professional Counselors to help in the counseling work, and to be co-facilitators in some testing processes. This testing isto be given priority for the development of church workers who are called to the ministry. 3 . ei 13