Peru-La cuna de la civilizacion

Inca

The Vestry Handbook

Summary by Frank Caruso

Christopher l. Webber

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Chapter 1-The Role of a Vestry Member

• Canons and Customs-3 Primary

Responsibilities: A&B. Take care of Parish Finances & Buildings

C. Choose individuals to fill positions of

parish leadership

• Representation, Leadership, and

Communications

Men & women, both young and old members

should be included

Leadership involved working to realize a

vision-involves change-prayer & Bible study

• Vestry members have a liaison role to play

between parish members & the clergy & staff

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Chapter 2A-Vestry Structures: With a Note on the Annual Meeting

• Leadership- a matter of memos, e-mail, & phone calls-whole responsibility not on rector or wardens

• Wardens-Play important part in the vestry & set the tone for the parish as a whole. Only specific duty is to notify the bishop “ when a parish is without a rector”

• Committees, Commissions, Task Forces, Parish Councils-Each vestry member should be assigned to one commission-Minutes posted on Bulletin Board or parish website

• Dispatch of Business-Members are well informed-Decisions to be made placed before them in a timely & clear-cut form

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Chapter 2B-Vestry Structures: With a Note on the Annual Meeting

• The Rector”s Role-Normally presiding officer of the vestry-leads vestry in Bible study/prayer-Rector may report on the way a week in ministry is spent so the vestry can better assist-may turn the chair over to the warden-

• Making Committees Work-Should be well planned-clear agenda and info to members in advance-begin with prayer and end @ a specific time-Each committee should have a recorder

• A Note on the Annual Parish Meeting-2 essential matters -1. The election of wardens and vestry members 2. Reports on parish finances and business Recognition of retiring vestry members & wardens important

• Conflict and Competition (Gal.1:9;2:14;3:1)

• Dealing with Conflict--Try always to see behind the immediate conflict to the causes

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Chapter 3A-Finances

• Stewardship-

Vestry-should be clearly committed to a high standard of stewardship-not only the annual pledge-but donations in time & talent

Vestry must practice stewardship with resources given

• Parish Income CONSIST OF:*Pledge income * Special Gifts *

Loose Offerings *Discretionary Funds for rector to use as needed (privacy) *Endowment Income from contributions in one’s will *Rental Income from outside organizations

• *Handling Money (2 Parish members should be assigned to count $$ after each service) *The Annual Report and Audit (Treasurers & custodians of church funds exceeding $500 a year MUST be bonded *The Official Accounting Manual (available f/ Executive Council of Episcopal Church)

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Chapter 3B-Finances

• The Budget Process *Diocesan Assessment, or quota provides for

operating expenses & outreach & mission programs (based on parish income)

• Largest expense area--*Salaries & Other Compensation should meet at least

minimum diocesan standards & keep pace w/ inflation

• 2nd largest expense area*Buildings & Grounds –Some vestries budget for major

repairs-utilities are major cost -check alternative fuels & suppliers-separate heating zones-automatic thermostats

• *Insurance-vestries should consult w/ other churches -groups using building should provide own insurance-Be sure buildings & contents are insured & complete inventory is taken and appraised -Health & Life Insurance

• *Other Areas-Christian Education program-Music Program and worship

• Capital Funds Needs for major repairs-Capital campaign can raise 3-5X

amount pledged annually. Important to investigate if not done within last 5 to 10 years

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Chapter 4A-Buildings & Grounds

• Use of the Buildings

• Taking Inventory -

– Maintenance Agenda Developing or updating list of needed repairs & maintenance Volunteer work days helpful

– Safety and fire Inspection by local authorities should be consulted-roofer to check gutters & inspect roof

– Major Repairs & Capital Improvements

– Protection -Review all policies annually to see that all buildings are covered properly- Inspect locks to prevent burglaries

– Grounds-----Committee members should stand outside the church and try to see it as if the 1st time-Uneven sidewalk or lack of railing may be grounds for legal action------Put handicapped people on the committee

– Using the Inventory-Keep records of work done & by whom

Chapter 4B-Buildings & Grounds

• Doing the Job

• Someone needed who has time to call contractors and following up with them

• Clear guidelines should be established by the vestry as to the committees

spending authority

• A Note on Cemeteries and Columbariums Proceeds

from the sale of plots should be set aside for maintenance

• NOTE-Church should never commit itself to “perpetual care”

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Chapter 5A-Insurance

• Some General Comments-

• Few better uses of vestry time & energy than a study of the insurance protection of the church----Should a church building be lost-if insurance is inadequate to replace—legal action against vestry because they failed to provide adequate insurance protection.

• Actual cash value does not mean “actual cash”-2 cases given where insurance did not cover total funds needed to replace

• Insurance for Buildings

---Reproduction cost value-most expensive ---Actual cash value-considers the deterioration that has taken place and current use of bldg. - ---Indirect loss-from income loss due to being closed-both daycare and church salaries, etc. --- Deductible-Higher deductible- lower the cost of insurance

Chapter 5B-Insurance

• Building Contents & Fine Arts-Should review policy to check coverage

• Liabilities-Insurance for rector-wardens & vestry –Motor vehicles used to transport

• Financial– Fidelity Bonds & Theft insurance

• Life, Health, and Injury

• Other Kinds of Insurance-Day care and insurance for illness of served food

• Summary Up to date inventory important-Bids taken on insurance

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Chapter 6A-The care and feeding of Rectors

• Sharing the Work of Ministry- Most important way vestry can serve is to develop better ways of sharing the work that needs to be done by the rector.

• Defining Relationships- Contract w/ rector can only be ended by mutual consent. If rector is called elsewhere, vestry can, in theory, decline to accept letter of resignation. If dissatisfied w/ rector, vestry cannot unilaterally end the relationship. “Letter of Agreement” includes starting salary, housing arrangements and other compensation items.

• Compensation- Oct 2010 –openings for full-time priest listed @ average salary of $50,000. With Pension fund which includes housing & utilities total average salary is between $60-$70,000 Other benefits include medical & life insurance, travel, and continuing education.

Chapter 6B-The care and feeding of Rectors

• A Note on Clergy Housing- Many parishes provide a

housing allowance instead of a rectory

• A Final Word- The rector understands the financial problems of the parish and can create an awkward situation when remuneration is discussed. A caring vestry will find ways to take leadership and through their stewardship of funds give the priest sufficient financial security to enable them to go about the work of ministry free of needless concerns in this area with a feeling of parish support and assistance.

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Chapter 7A-The Parish Staff

• Volunteers- Clear job descriptions important- A

thank you/ annual luncheon f/ volunteers- Insurance policy to protect church f/ liability of accidents

• Secretarial- Good secretary worth every penny it

cost-Use volunteers to answer phones, copy & assist secretary

• Custodial- Sexton-Should be a detailed/specific job

description-Life is simpler if someone is paid-Could have liturgical function doubling as a verger

• Music- Music always had an exceptional reputation in the Episcopal church-Organist should not be a volunteer-rector ultimately responsible for music program-integrated into liturgy-Annual choir appreciation event

Chapter 7B-The Parish Staff

• Pastoral Staff- Ordination necessary only for sacramental acts/preaching. Lay persons can assist in other areas. Some dioceses subsidize 2nd or 3rd priest as part of priest training-Assistant clergy must have bishop’s consent

• Compensation – Vestry should be sure to meet all

diocesan standards re: salaries & benefits-All full-time employees should have health insurance provided & pension plan Fixed retirement age allows vestry to let go sexton or organist avoiding awkward situations

• Tenure- Only elected and “settled” rector has tenure. When a new rector is elected, staff should offer their resignations. New rector should have option of retaining

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Chapter 8A-A Vision for your Parish

• Setting Goals- Can Vestry state in 1 sentence-The purpose that inspires parish life?

– Plan annual “overnight”-Requires rector to be familiar with financials and vestry be familiar with the things of the Spirit.-

– Placed in Sunday Bulletin reminds parishioners of goals toward which they are working

• St. Martin's Mission Statement We are called to be disciples of Jesus Christ, ministering to all who experience human suffering, thereby proclaiming God’s love for all people. We strive, both individually and corporately, to experience a deeper relationship with God, and, in changing times, to extend Christ’s unchanging ministry to one another, our community, our nation, and the world.

• Goals & Objectives-

– Define specific goals & objectives

– Statement of purpose enables vestry to put first things first

– Most important step forward for any vestry is saying that Jesus Christ is the center and meaning of their common life

Chapter 8B-A Vision for your Parish • Spiritual Growth- “By their fruit you will know them” (Matt. 7:16)

– Measuring Spiritual Growth-

• Set goals & objectives

– increased pledging

– Increased church school attendance

– Participation in prayer groups & Bible Study

• Vestry can make it clear by their actions

– taking part in prayer groups

– attending church regularly

– participating in bible study

• Evangelism, Church Growth, Membership

– 2 Greek words meaning “good news”

– Everybody’s business-

• Someone charged with the business of helping people join your church

• Committee to meet monthly to review list of newcomers-set up agenda-being assured they are being welcomed

• Committee members should meet for Bible study and prayer

• Funds needed for printings & mailings

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Chapter 8C-A Vision for your Parish • Serving the Community-

– Assessment of Community needs

• After school programs for children

• Support for battered spouses

• Opening parish hall to community groups

– Important to communicate with community

• Website-update regularly

• Working for Change-

– Torn between apostles of change & advocates of the status quo

– Laws of change

• Participate-attend meetings, church, & stay & talk

• Involve others

• Take Responsibility-Light bulb story –usher/rector-- 5 weeks

• Burnout –Type A---Type B--- Remedies

-Type A-Frustration-vestry member assigned to wrong committee

-Type B-Disengagement-Warden/member who achieved much, sudden calm, feels no longer needed or appreciated-drifts away

-Remedies-Keep on mailing list & ask to serve on committees-annual dinner for former wardens

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Chapter 9A-The Search Process-And Afterwards • Informing the Bishop

– Bishop must be informed immediately

– Bishop must be given opportunity to “advise and consent”

• The Interim

– Allows the new rector to come in after a breathing space

– Relationship between priest and parish is deep-ending that relationship is

not unlike a death or divorce

• The Search Process

– Form a search committee-should include some vestry

– Conduct a Self- Study & assemble “parish profile”-i.e. age-interest-

average income

– Define the Qualities needed-Church Deployment Office forms providing

guidance

– Assemble Resumes-references & letter responding to specific questions

– Screen Resumes-assign each resume to 2-3 committee members

– Visits and Interviews-Need Bishop approval-visit candidate’s parish

– Decision & Implementation-Notify Bishop 1st , then the candidate

Chapter 9B-The Search Process-And Afterwards • A New Beginning

– New Rectors have a reputation for “changing everything”

– New rector will see things that need doing-old rector may have

seen the need but knew people better and doing certain things

would upset people

– A new rector-blissfully ignorant of which toes are sensitive –will

move ahead

– Perhaps some will leave in anger-but if change is good-others will

come

– Change required on both sides

– New rector gradually loses the new outlook and becomes sensitive

to vested interest

– A sensitive vestry can play a vital role in helping the priest and

parish to understand each other and move through the

honeymoon into a strong and lasting relationship

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Chapter 10A-The Vestry Member’s Spiritual Life

• Primary need for every member is a prayerfulness

that deepens your relationship with God

• The Vestry meeting and the Vestry Member

– Meetings open with prayer

– Common practice-An annual retreat

– If each vestry member is developing his/her own prayer life, it

will change the whole character of the vestry meeting

• The Prayer Book Pattern

– Fundamental purpose of 1st Prayer book of 1549 was to break

down the medieval division between clergy & laity

– Complete service of Morning & Evening Prayer for every day

of the year at www.missionstclare.com with or without music

– If not enough time to read the Daily Offices-1979 Prayer Book

(pp.136-140) is a possibility

Chapter 10B- The Vestry Member’s Spiritual Life

• Intercession-

– Pray for your fellow parishioners-this will strengthen the bonds that unite the

members of the parish & to God

– No Time? Reexamine priorities & allocate time for the things you decide are

most important

• Private Prayer and Meditation

– Own personal time with God is vital to thank God for a new day

– At least 5 minutes a day----20 minutes best to block out busyness of the day

& become aware of God’s presence

• A Rule of Life

– If no time for prayer-meet with a spiritual advisor & form a new rule of life

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Chapter 11A-The Diocese and the National Church

• Church Government

– -Episcopal Church definition is a church “governed by Bishops”

however in the U.S. governed by Bishops, priest, & Lay people

– 3 traditional forms: episcopalian, presbyterian, & congregational

• Origins of the Episcopal Church’s Government

– No Bishops in North America before the Revolutionary War-the role of

priest & Lay people was expanded

– Bishops seen in theological terms & in their sacramental significance

rather than as administrators & executives

• Parish and Diocese

– Diocese, not the parish is the basic unit of the church’s life

– Two central events in relationship-#1bishop’s visitation- #2 diocesan

convention-Vestry should be deeply involved in both

– Bishop should visit each parish @ least once every 3 years 1/10/2013

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Chapter 11B-The Diocese and the National Church

• Parish and Diocese(cont.)

– Vestry should make it a priority to be in church & to speak w/ the bishop

– Diocesan convention makes the decisions that shape diocesan life & directly

affect every parish-decisions are the last stage of a process that has been

developing for months

– Vestry can play a larger part if aware of the process & takes part throughout

the year

• The National Church

– Primary role-coordinate the work of the individual parishes & enable them to

carry out appropriate projects together-Secondary role-establishes policy in

such areas as marriage & divorce, standards for ordination, & procedures for

the election of bishops

– General Convention-Meets every 3 years-Makes basic decisions on budget &

policy-Executive Council carries out the decisions

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Chapter 11C-The Diocese and the National Church

• The National Church and the Parish

– Budget supported by the parish-20-30% of the diocesan income—1/4 of the

money the parish sends to the diocese goes to the national Church-Largest part

is used for missionary work in the U.S. & overseas

– Good Friday offering designated for the work of the church in the Holy Land

– Most important department of the Executive Council is the Church Deployment

Office w/ list of all clergy

– 1 % of church income goes to support theological education-going to the

seminary where the rector graduated

• Ecumenical Relations

– Episcopal church has very close relations with the Evangelical Lutheran

Church in America & the Moravian Church-Development of relationships ought

to be an important part of a vestry’s work

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In Conclusion

• No single person can be an expert in every area of vestry

responsibility

• Vestry members must learn to work together, listen to each

other, and attempt to balance competing needs with

patience, understanding, and a certain sense of humor

• “The man or woman who agrees to serve on a vestry takes

on a job that, to be well done, must claim priority in time and

energy. It cannot be just “one more committee.” But if it is

given the time it requires and if it is grounded in prayer and a

spirit of discipleship, it can change your life.”

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