Sabbatical Planning
Purpose:
1. To encourage adequate opportunity for reflection and renewal of a vision for ministry, the Pastoral Care Committee recommends that each local church adopt the Sabbatical Policy & Understandings for Full Time Pastoral Leadership (Manual 139.10). During each fifth consecutive year of service in one congregation of the Church of the Nazarene, a sabbatical rest of one to three months may be considered for qualified full-time pastors. This is intended to defray the high level of stress and demand for those in full time vocational ministry.
2. It is assumed that a qualified pastor has demonstrated deep compassion for people, loyalty to the church, a consistent work ethic, and significant leadership impact as evidenced by the overall health and effectiveness of the church in their current assignment.
3. The sabbatical is an intentional time away from normal responsibilities to provide full time-paid pastoral staff and their family an opportunity for extended personal rest, spiritual renewal, and professional development. It is hoped that during a sabbatical the pastor will be able to replenish their vision and passion for continued effective ministry at their current assignment.
4. It is preferred that a sabbatical be taken in consecutive weeks. However, a two-session sabbatical could be considered by the local church leadership board.
Procedure:
1. The full-time pastor should submit a written proposal for a sabbatical to the local church leadership board and District Superintendent for consideration at least three to five months prior to a potential starting date. The proposal should reflect the intentions and objectives of the sabbatical (e.g. renewal, rest, travel, projects, continuing education), and the amount of time requested. Final approval for a sabbatical rest with the local church leadership board.
2. The impact of a full-time pastor’s absence should be a determining factor in the schedule and approval of a sabbatical leave. A sabbatical proposal should describe how the pastor’s normal duties will be conducted and by whom during the sabbatical absence (e.g. congregational care, pulpit/teaching responsibilities and administrative duties).
3. In churches with multiple full-time staff, only one pastoral staff member should be absent on sabbatical at any given time.
Understandings:
1. During the sabbatical, the full-time pastor should continue to receive full compensation and benefits. Any additional funds requested for such items as travel, expenses, etc. should be described in the sabbatical proposal and must be approved by the local church leadership board as a special budget item. Sabbatical leave does not negate any of the pastor’s earned vacation; however, vacation days may not be used to extend the length of sabbatical leave.
2. In consultation with the local church leadership board the pastor should establish communication expectations and a plan for emergency contact based on pre-established guidelines. A pastor and local church leadership board might consider establishing a separate phone/cell number account to be used exclusively during the sabbatical to enable a pastor to be relieved of monitoring a current number for church purposes throughout a sabbatical.
3. During the sabbatical, contact with the senior pastor should be limited to the following:
a. A church situation that the local church board determines to be an extreme emergency.
b. Death or extreme personal crisis of a member of the congregation.
* The district superintendent is always available for local church assistance during a sabbatical.
4. During a senior/lead pastor sabbatical, any hiring or dismissal of personnel should not take place unless approval is pre-arranged by the senior pastor and local church leadership board.
Evaluation:
1. Upon return from a sabbatical, the pastor should meet with the local church leadership board to share the ways in which the sabbatical proposal was fulfilled, and to review significant issues in the church that occurred during the sabbatical relative to their ministry.
2. The first weekend worship service(s) following the pastor’s return should include a celebration of renewed spirit and vision by the pastor with the congregation.
3. The pastor and the local church leadership board should each prepare a written reflection of favorable and unfavorable aspects of the sabbatical experience for future reference.
Resources:
1. An excellent resource is available through the USA/Canada Region website, and can be found here: https://www.usacanadaregion.org/clergy-development/sabbaticals. It gives examples on developing a sabbatical policy, resources for sabbatical planning and the overall why, what and how for Clergy Sabbatical.
2. For grant or scholarship opportunities for sabbatical please click this link and visit
Lilly Endowment Clergy Renewal Program
The Lilly Endowment Clergy Renewal Programs at Christian Theological Seminary seek to strengthen Christian congregations by providing opportunities for their pastors to step away briefly from the demands of daily parish life and engage in a period of renewal and reflection. These competitive grants programs help congregations in the US and Puerto Rico fund renewal leaves for their pastors with awards of up to $60,000 each.
