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Church Systems Task Force ReportOnline Appendix

May 2011

Caring For Those Who Serve

The Church Systems Task Force presents its findings and recommendations.

A joint publication of the General Board of Pension and Health Benefits and the General Board of Higher Education and Ministry of The United Methodist Church.

Cover photo: Thomas Coke was ordained by John Wesley on September 12, 1784 to become superintendent for the Methodists in America, who were largely deprived of ordained clergy able to offer a sacramental ministry. This stained glass window, showing Wesley laying hands on Coke before sending him to America, was made in England and installed in 1910 in the Wesley Memorial Church in downtown Atlanta, the site of the first North Georgia Methodist Center. In 1967, it was moved to the United Methodist Center chapel on Ralph McGill Boulevard. The window is now in its third and current location at the United Methodist Center at Simpsonwood Conference and Retreat Center, Norcross, GA.

Table of Contents

Section I: Research Approach 1

Section II: Summaries of Research Shared with the Church Systems Task Force 2

• Clergy Health: A Review of Literature—Executive Summary; LewisCenterforChurchLeadership,WesleyTheologicalSeminary;January2009. 2

• The Church Benefits Association Survey: Clergy Job Stress, Health and Pharmaceutical Medication Utilization— Summary Report Addendum; DukeUniversityCenterforSpirituality,TheologyandHealth;April2009. 5

• Church Systems Task Force: Clergy Health, Demographic and Organizational Internal Data Analysis; RichardDayResearch;December2008. 8

• Church Systems Task Force: Focus Groups—Summary Report; RichardDayResearch;March2009. 10

• Church Systems Task Force: Quantitative Survey—Summary Report; RichardDayResearch;June2009. 13

• Church Systems Task Force: In-Depth Phone Interviews—Summary Report; RichardDayResearch;September2009. 16

• Clergy Spouses and Families in The United Methodist Church, Part II: Local Church Expectations and What Clergy Spouses Most Want the UMC to Know; GeneralCommissionontheStatusandRoleofWomenofTheUnitedMethodistChurch;August2009. 20

• Literature Review: Characteristics of Toxic Churches; DukeUniversityCenterforSpirituality,TheologyandHealth;September2009. 30

• Occupational Stressors Comparison; CenterforHealth,GeneralBoardofPensionandHealthBenefitsofTheUnitedMethodistChurch;September2009. 35

• Sustainability Advisory Group: Final Report; SustainabilityAdvisoryGroupofTheUnitedMethodistChurch;May2010. 43

• UMC Call to Action: Vital Congregations Research Project (Towers Watson), Findings Report for Steering Team—Highlights for Church Systems Task Force; CenterforHealth,GeneralBoardofPensionandHealthBenefitsofTheUnitedMethodistChurch;July2010. 44

Section III: Supporting Information 48

• Guidelines for Healthy Work/Life Balance 48– TemplateforSPRC/PPRCtoProvideSupportandInformationforClergy 48

• Itineracy and Appointment-Making 50 – RetireeHealthBenefitsforClergywithServiceinMultipleConferences

orGeneralAgencies 50

• Exiting Ordained Ministry 53 – VoluntaryTransitionProgram 53

Section IV: Listening Sessions 56

• Listening Sessions Schedule 56• Listening Sessions Learnings 57

Church Systems Task Force Report—Online Appendix / 1

Research Approach

The research approach resulted in identification of factors of the employment systems and culture of the Church that adversely affect clergy health.

Research Activities (2008-2009)

Clergy Health Literature Review

Existing Survey (Clergy Health, Well-Being, Spirituality and Job Characteristics) Data Analysis

Clergy Health, Demographic and Organizational Internal Data Analysis

Clergy Focus Groups (5)

Clergy Survey About Work and Health (1,006 responses)

Clergy In-Depth Phone Interviews (50)

Final Research Report

Toxic Churches Literature Review

Occupational Stressors Comparison


Summaries of Research Shared with the Church Systems Task Force

Clergy Health: A Review of Literature—Executive SummaryLewisCenterforChurchLeadership,WesleyTheologicalSeminary;January2009

Introduction and Scope

Thehealthofanyorganization’sworkforceisimportanttoitsoverallsuccessandproductivity.Thechurchgetsnoreligiousexemptionfromthisrequirement.Justasmanycompanieshavebeguntolookmoreseriouslyatthehealthandwell-beingoftheiremployees,manydenominationsalsohavebeguntolookatthehealthoftheclergythatserveintheirchurches.Collectingandanalyzingworkforcehealthdatahasallowedmanycorporationstohelptheirworkersleadhealthierandmoreproductivelives,whichcanimproveacompany’soverallsuccess.Denominations,too,arebeginningtoseehowfocusingonclergyhealthmightenhancetheirfruitfulnessinspreadingthegoodnewsofJesusChrist.

Threecriteriawereusedtodeterminewhichworkswouldbeincludedinthereview:

1. Didtheworkinvolveprimaryresearchwithclergy?Everyeffortwasmadetolocatestudiesthataskedclergytoprovidespecificfacts,data,views,andopinionsontheirhealthandwell-being.

2. Wastheprimaryfocustheemotionalorphysicalhealthofclergy?3. Istheworkcurrent,oratleastthemostrecentavailableresearchonthesubject?

Althoughthereviewfocusesonclergyhealthresearch,othermaterials(suchashealthguides,self-helpmaterials,andotherwritings)wereusedtodefinethescopeofthereview.

Definitions and Theology

Acomprehensivedefinitionofclergyhealthandwell-beingsupportedbytheliteratureincludesnotonlytraditionalmedicalindicesofphysicalandmentalhealthbutalsoself-carepracticesandaccesstohealthcareresources;supportivepersonalandprofessionalrelationships;balanceandcopingskills;positiveattitudesandoutlook;andapassionforministrygroundedinarobustspirituallife.AllclergyhealthliteratureplacestheissueinalargertheologicalframeworkthatviewshealthfromtheperspectiveofatheologyofministryandGod’sultimateintentionsforcreation.

Emotional Health

Emotionalhealthisanimportantcomponentofoverallhealthandwell-being.“Clergywork-relatedpoorpsychologicalhealth,stress,andburnoutposeanincreasinglyseriousproblemfortheleadersofdenominationsthroughouttheworld,astheparticularcircumstancesrelatedtothespiritualandreligiousleadershipinthecommunityhaveaspecialuniquedynamic.”(Lewis2007,2)

Despitereportinghighjobsatisfactiontherearecommoncomplaintsrelatedtoemotionalhealth.Areasinvestigatedunderemotionalhealthincludedjobsatisfaction,stress,pastoraldemands,demandsoffamilyandself,andtheageofentryintoministry.


Physical Health

Detailedstudiesfocusingonthephysicalhealthofclergyarearelativelyrecentphenomenon.Mirroringtheheightenedconcernforhealthincontemporarysociety,interestinthestateofclergyhealthhasincreasedinrecentyears.SeveralmajorU.S.denominations—thePresbyterianChurch(USA),theEvangelicalLutheranChurchofAmerica,theEpiscopalChurch,andTheUnitedMethodistChurch(UMC)—havebeguntolookattheissueofclergyhealth,collectingdataanddevelopingstrategiestoaddressemergingissues.Thereviewfocusesonbothlifestyleriskandmedicalrisksthatclergyface.

Conclusions

Therearesomepatternsandthemesthatemergefromthesestatistics,findings,andstudies.Sixparticularconclusionsareworthliftingupforconsideration.

1. Clergy health is a mixed picture.Whiletherearesomeproblemareasthatclergysharewiththegeneralpopulation(i.e.weight)andareasthatneedmoreresearch(i.e.medicalissues),thisshouldnotobscuresomeofthehopefulaspectsofthefindings.Ingeneral,clergyreportbetterhealththanthepopulationasawholeandexercisemoreoften.Theavailableresearchshowsthatclergysmokeless,drinkless,exercisemoreoften,andtakemoresafetyprecautionsthanthepopulationasawhole.ThesehabitsprovideTheUnitedMethodistChurchwithasolidfoundationforeffortstoimproveclergyhealth.

2. Medical risks are present for clergy and need further study.Whileclergydoexperienceemotionalhealthproblems,evidencesuggeststhattheyaremorepronetomedicalissueslikebloodsugar,bloodpressure,cholesterol,andthelike.Whileclergymaybedoingbetterthanthegeneralpopulationinsomeofthesemeasures,thereislessclearofadistinctionherethanthereisonmattersoflifestylerisk,suchasalcoholandtobaccouse.Thereisalackofdirectevidenceonmanyoftheseconcerns.Muchmoreworkisnecessarytoassessthephysicalhealthofclergyandtoaddresstheissuesthatemerge.

3. Clergymen and clergywomen differ in their level of health and their perceptions of health.Thisisshowntobetruestudyafterstudy.Someofthedifferenceisbiologicalinorigin;butotherfactorsalsoplayaroleindetermininghealth.Womenarelesslikelythanmentosaytheyarehealthy.Womenandmenalsodifferinthetypesofailmentstheyreport.Anystrategyaddressingclergyhealthwillneedtotakethesedifferencesintoaccount.

4. Age is a factor in physical and emotional health. Youngerclergyarephysicallyhealthierthanolderclergy,butresearchshowstheoppositetobetruefromemotionalhealth.Youngerclergyaremorelikelytoexperienceproblemswithemotionalhealththanoldercounterparts.Olderpersonsenteringtheministryassecondcareersarenotatthesameriskforemotionalhealthproblemsasyoungerclergyenteringtheministry.

5. The balance of church and home is the issue most addressed in the literature. Theneedtobalancethedemandsofworkwithhomelifeistheissuemostcommonlyraisedintheliterature.Howtheboundarybetweenhomeandcongregationallifeisdrawnisofvitalimportancetothehealthofindividualclergyandtothehealthofclergyfamilies,aswell.Thisisanimportantissuewithregardstoclergyretention.


6. Stress and job satisfaction are largely a function of the nature of congregational life.“Althoughstressandsatisfactionwererelatedsignificantlytoworkinghours,salaryandbenefits,theyweremuchmorestronglyrelatedtocharacteristicsofthecongregation’sfunctioning,includingitsmorale,thepresenceofconflict,lackofasharedunderstandingoftheroleofpastorandproblemswithotherstafforlayleaders.”(Royle2005,24)Severallinesofresearch,includingRoyle’squotedabove,suggestthattheoverallsystemicproblemsclergyfacehaveagreaterimpactontheiroverallhealththanspecificincidentsinvolvingcongregationmembers.

Recommendations

Giventheseconclusions,whatcanUnitedMethodist’sdotoimproveclergyhealth?First,anyrecommendationsoractionsmust:1. Takeintoaccounttheparticularitiesofageandgender.2. Giveequalweighttomedicalissues.Becauseemotionalissueshavereceivedmoreattentionin

pastresearch,agreateremphasisonphysicalhealthissuesisneedednow.3. Considertheinterplaybetweencongregationallifeandclergyhealth.Becausethisconsideration

involvesnotonlytheclergythemselvesbuttheenvironmentinwhichtheywork,itmaybethemostdifficulttoincludeinanyplan.

Further Research

Thereisstillmuchmoretolearnonissuesofclergyhealth.Thisreviewpointsupseveralareasthatwarrantfurtherreviewandresearch.1. Issuessurroundingitinerancyandclergyhealthrequireattention.Inalllikelihoodthereareboth

positiveimplications,suchassenseofjobsecurity,andnegativeimplications,suchasfeelingsofhelplessness.

2. Issuesrelatedtoaccesstohealthcaredeserveconsideration.Most,ifnotall,UnitedMethodistclergyhavehealthinsurance;butclergyhavevaryingaccesstohealthcarebecauseoftheirgeographiclocationordifficultiesinfindinghealthcareprovidersthataccepttheirinsurance.

3. CollectingdataonclergyhealthinTheUnitedMethodistChurchonaregularandongoingbasiswouldallowforcomparison,themonitoringofprogress,andtheearlydetectionoftrendsthatwillallowthechurchtobeproactiveratherthanreactive.

4. Increasingtheresearchandcollectionofinformationaroundmedicalissuesandtheclergytolearnwhatstrengthsandweaknessesarepresent.

Lewis, Christopher A., Douglas W. Turton, Leslie J. Francis. 2007. Clergy work-related psychological health, stress, and burnout: An introduction to this special issue. MentalHealth,ReligionandCulture. 10, no. 1 (January): 1-8.


The Church Benefits Association Survey: Clergy Job Stress, Health and Pharmaceutical Medication Utilization—Summary Report Addendum DukeUniversityCenterforSpirituality,TheologyandHealth;April2009

Introduction

AttheinauguralmeetingoftheChurchSystemsTaskForce(CSTF)inJanuary2009,resultswerepresentedusingUMCspecificdatafromamulti-denominationalstudyofclergyandlayworkerscompletedin2006.

Theoriginalanalysesevaluatedfiveoutcomes:1)Physicalhealth2)Mentalhealth3)Jobstress4)Presenceofanypharmacyclaims(2005)5)Forthosewithclaims,thenumberofpharmaceuticalclaims

Duringthemeeting,taskforcemembersdeterminedthatinadditiontotheinitialevaluationofrelationshipsbetweenclergyhealthandsocialsupport,spiritualbeliefsandpractices,andjobstressors,analyseswereneededtocomparethesameoutcomestochurchandclergyservicecharacteristics.Inparticular,theCSTFwasinterestedevaluatinggenderandageinthissample.

Theseadditionalvariablesinclude:1)Lifetimeyearsofservice2)Numberofchurchesserved(lifetime)3)Currentservicetomorethanonechurch4)Settingofcurrentprimarychurch(rural/suburban/urban)5)Estimatedprimarychurchsize6)Estimatedprimarychurchattendance7)Aratioofchurchattendancetochurchsize(calculated)

Primarychurchmeansthelargestchurchapersoncurrentlyserves.Iftheyserveonlyonecongregation,thenitisthiscongregation.Iftheyservemorethanone,itisthelargest.Theclergywhorespondedtothesurveydeterminedwhichchurchtheydescribedinansweringquestionsabouttheirprimarychurch.

Thesamesampleof999UMCclergyusedinthepriorreportisutilizedhereaswell.

Important Results—Clergy and Church Service

GenderForwomencomparedtomen,significantrelationshipsexistfor:• Beingunmarried(femaleclergyareover11timesmorelikelytobeunmarriedthanmaleclergy)• Servingruralchurches(34%higherforwomen)• Servingmultiplechurches(58%higherforwomen).


Forunmarriedwomen,thelikelihoodofservingruralchurches(32%higher)andofservingmultiplechurches(52%higher)werenotsignificantbutareofinterest.

Taken together, these results suggest that women, particularly unmarried women, are more likely to serve multiple churches at once—and that women are more likely to serve rural churches.

Age• Agewasnotsignificantlyassociatedwithgender,maritalstatus,churchsetting,orservingmultiple

churches.

Number of Churches Served (lifetime)• Gender,maritalstatus,andcurrentlyservingmultiplechurchesweresignificantlyassociatedwith

thenumberofchurchesserved.– Specifically, being male, being currently unmarried and currently serving multiple churches were

associated with a larger number of churches served in one’s lifetime.

Lifetime Service (in years)• Genderandchurchsettingweresignificantlyassociatedwiththelengthofservice.

– Women and those serving rural churches had shorter lifetime tenure as clergy.

Church Size, Church Attendance and Ratio of Attendance to Size• Churchsettingandservingmultiplechurchesweresignificantlyassociatedwithchurchsizeand

churchattendance.– Larger churches were associated with being in non-rural settings and not currently serving

multiple churches. • Therewerenosignificantrelationshipswiththechurchattendance/sizeratiovariable.

Important Results—Outcomes

Job Stress• Genderandpresentlyservingmultiplechurchesweresignificantlyrelatedtojobstress.

– Being female and serving multiple churches are associated with higher job stress. • Includingvariablessignificantlyrelatedtojobstressinthefirstanalysesresultedinage(older—

lowerscore),socialisolation(moreisolated—higherscore),andexercise(moreexercise—lowerscore)alsohavingsignificantrelationships.

• Genderandservingmultiplechurchesremainedsignificantwiththeseothervariablesincluded.

Physical Health• Genderwassignificantlyassociatedwithphysicalhealth.

– Men had better physical health.• Theadditionofageandexerciseresultedinbothbeingsignificantlyassociatedwithphysicalhealth.

– Being older and exercising more were associated with better physical health for both men and women.

Mental Health • Servingmultiplechurchesandchurchsettingweresignificantlyassociatedwithmentalhealth.

– Serving multiple churches and serving rural churches were associated with poorer mental health.• Inthisassessment,genderwasnotsignificant,suggestingthatthedemandsofaruralsettingand

servingmultiplechurchesaffectmenandwomensimilarly.


• Theadditionofage,socialisolation,privatereligiousactivity,andjobstress(thesignificantvariablesfromprioranalyses)resultedinservingmultiplechurchesdroppingoutasasignificantassociationbutinadditiontochurchsetting,allfourofthepriorsignificantvariableshadsignificantassociationswithmentalhealthscores.– Serving rural churches, being younger, rarely engaging in private religious activities, and being

more socially isolated were each associated with poorer mental health. – In general, this suggests that personal factors and habits have more impact on mental health

than contextual ones.

Any Pharmaceutical Claims• Therewerenosignificantrelationshipsbetweenhavinganypharmaceuticalclaimsandgender,

churchsettingorforservingmultiplechurches.• Theadditionofphysicalhealthandagetothemodelresultedinsignificantassociationsobserved

inthepriorresearch.– Being older and in poorer physical health were both significantly associated with having

pharmaceutical claims.

Number of Pharmaceutical Claims• Genderwassignificantlyassociatedwiththenumberofpharmaceuticalclaims.

– Being female is associated with more pharmaceutical claims. • Theadditionofage,jobstressandexercisetothemodelresultedinadditionalsignificantassociations

forageandexercise.– As in the earlier analyses, being male and exercising more frequently were associated with

fewer claims while being older was associated with more pharmaceutical claims.

Implications

Gender,aruralchurchsetting,andservingmultiplechurchesatonceallshowupinsignificantrelationshipsintheseanalyses.Femaleclergyaremorelikelytoserveruralchurchesandtoservemorethanonechurchatatime.Inthattheyhadalreadybeenidentifiedinthepreviousreportathavinghigherjobstressscores,poorerphysicalandmentalhealth,andalargernumberofpharmaceuticalclaims,thismaypointtosystemlevelissuesworthyoffurtherexploration.Giventhatthesedatacomefromaconveniencesample,cautionshouldbeexercisedingeneralizingthisobservationtoallfemaleclergybutatleastthosewhoparticipatedinthissurveyhavetheseassociations.

Becauseofthenegativeeffectsofjobstressonhealth,thesefindingssupportfurtherinvestigationofchurchsetting(specificallyruralchurches),whoisservingthesecongregations,andwhetherornottheyareservingmorethanonechurch.Itmaybethatadditionalsocialsupportmechanismsneedtobefosteredforclergyinthesesituations.Or,itmaymeanthatwhethersomeoneismarriedornotandwhetherornottheyarefemale,maybearsomeconsiderationwhenassignmentsaremade.Perhapsamoreequitableassessmentwouldbetoevaluatementalhealthpriortoassignmentratherthanlimitingconsiderationstoimmutablecharacteristicslikegender.Attheveryleast,servingachurchinaruralsettingaffectsclergyjobstressdifferentlywhencomparedtosuburbanandurbanchurchesandassuch,thepotentialforincreasesinjobstressshouldbeanticipated.


Church Systems Task Force: Clergy Health, Demographic and Organizational Internal Data AnalysisRichardDayResearch;December2008

Overview

ThegoalofthisresearchwastoidentifypredictorsofclergyhealthstatususinginternaldataprovidedbyTheUnitedMethodistChurch.• HealthstatuswasmeasuredbyuseofaRetrospectiveHealthRiskScore,calculatedusingmedical

andpharmacyclaimdataforthe24-monthperiodfromJanuary2006toDecember2007.

Variables of Interest

Demographic data• Age• Gender• Maritalstatus• Ethnicity• Metropolitanvs.non-metropolitanarea• Yearsofservice

Financial data• Annualsalary• Housingtype(parsonagevs.other)

Appointment data• Organizationtype(church,conferenceoffice,etc.)• Clergystatus(elder,localpastor,etc.)• Positiontype(leadvs.associatepastor)• Chargesandchurchesserved

Congregation data:• Yearlymembership• Averageweeklyattendance

Overview of Analysis

Threemainanalyseswereconducted.Inallcasesthegoalwastofindpredictorsofthe2006-2007HealthRiskScore:• Analysis1:Useddemographicdataonly• Analysis2:Usedaggregatedfinancialandappointmentdatafromyears2002-2006(averaged

acrossyears)• Analysis3:Usedfinancialandappointmentdatafromyear2006only


Conclusions

Thefollowingvariableswereexaminedinouranalyses:

Predicted Health Risk Score Did Not Predict Health Risk ScoreAge Yearsofservice

Gender Metropolitanvs.non-metropolitanarea

MaritalStatus Ratioofattendancetomembership

Ethnicity Typeofposition(leadvs.associate)

Salary Housingtype(parsonagevs.other)

Churchmembership/attendance

Changingappointments

Numberofchurchesserved

Organizationtypeandclergystatus

• Age,gender,maritalstatus,andethnicityaffectclergyhealthinwayssimilartootherpopulations:– Olderclergy,women,thosewhoareunmarried,andAfricanAmericanshavehigherhealthrisk

scores• Understandingtheimpactofthesedemographicvariablesmayhelpyoudesignappropriate

programsandinterventions.Forexampleyoumightconsider:– Supportprogramsfortheunmarried– Programstohelpwomenmodifytheirhealthrisks

• Youmayalsodecidetorecruityoungerclergy,whichwouldshiftthehealthprofileofyourclergybase.• Theappointmentanditineracysystem,andotherorganizationalfactors,relatetohealthaswell:

– Clergywithmultipleappointments,thosewhoservesmallerchurches,andthosewhomovefrequentlyhavehigherhealthriskscores

– Clergywithlowersalarieshavehigherriskscores,asdo“rankandfile”clergycomparedtothoseinhigheradministrativeposts

• Theseorganizationalvariablesarethingsyoumayaddressmoredirectly,pendingadeeperunderstandingthroughprimaryresearch.

Focusgroupsin2009willbethefirstphaseofprimaryresearch,andwillexploreinmoredepththeissuessuggestedbythesefindings(especiallyappointmentsandtheitineracysystem).Asubsequentquantitativesurveywillexploreadditionalareasforunderstanding,includingchurchcontextanddemographics,careertrajectories,churchsystemsandsupport,spiritualpractices,andsoon.

Caveats

Whilethedatashowedclearandmeasurablerelationshipsamongkeyvariablesofinterest,itisimportanttonotethattheeffectsarequitesmall.• Amultivariateanalysisthatcombinedallpredictorsintoonemodelaccountedforonly9percentofthe

varianceinclergyriskscores,and7ofthat9percentcamefromtheinclusionofagealone• Weshouldbecautiousaboutreadingtoomuchintothesevariables

Also,rememberthatcorrelationdoesnotalwaysmeancausation.Forexample,whilechangingappointmentsmayleadtostressandcausepoorhealth,itisalsopossiblethatpoorhealthisitselfacauseofcareerinstability.Oncewehaveasolidunderstandingfromthefocusgroupsandaquantitativesurvey,individualin-depthphoneinterviewswithclergywillprobetheseissuesandtellusmoreaboutwhyandhowthesefactorsarerelated.


Church Systems Task Force: Focus Groups—Summary Report RichardDayResearch;March2009

Background

RichardDayResearchconductedfivefocusgroupswithclergyofTheUnitedMethodistChurchtolearnaboutchurchsystemsfactorsthatmayadverselyaffectclergyhealth.Theobjectivewastobrainstormhypothesesandideasthatcouldbetestedinasubsequentlarge-scalesurvey.

ThefocusgroupswereconductedbetweenJanuary29andMarch2,2009andaveragedtwohoursinlength.Onewasconductedin-personandtheotherfourwereconductedviatelephonewithanInternetsurveycomponent.Thefivegroupswerecomposedasfollows:• Experts:12membersoftheChurchSystemsTaskForceconvenedinJacksonville,FLon

January27-28,2009• HealthyMenandWomen:fivemaleandfivefemaleclergyrandomlyselectedfromthetop10%

basedonhealthriskscores• UnhealthyMen:sevenmaleclergyrandomlyselectedfromthebottomthirdofhealthriskscores• UnhealthyWomen:10femaleclergyrandomlyselectedfromthebottomthirdofhealthriskscores• CovenantGroupParticipants:threeclergycurrentlyparticipatingincovenantgroups;onemaleand

twofemales

Eachfocusgroupbeganwithbrainstormingexercisesintendedtocaptureavarietyofuniqueideasaboutclergyhealth.Thediscussionthenturnedto10keytopicareas:1. ChurchContext2. CareerTrajectory3. AttitudesandBeliefs4. LifeUnpredictability5. FinancialFactors6. WorkloadandStress7. PhysicalDemandsoftheJob8. PhysicalandMentalHealthPractices9. SocialSupport10.SpiritualPractices

Foreachtopicarea,participantswereaskedtoreviewalistofpotentialhealthfactorsandtosuggestrevisionsandadditionstothatlist.Theywerealsoaskedtovoteonthetwofactorsfromeachlistthattheythoughthadthemostinfluenceonclergyhealth,andthetwothattheythoughthadtheleastinfluence.The key deliverable resulting from the focus groups is a comprehensive survey that will test a wide range of hypotheses about factors affecting clergy health.


Executive Summary of Ideas Generated from the Focus Groups

• Clergyareroutinelyexposedtohealthrisksaspartoftheirprofessionallives:– Makingfrequentvisitstohospitalsorthehomesofsickparishioners– ShakingmanyhandsonSundays– Anabundanceoffood(particularlyrich,unhealthyfood)ateverymeeting– Exposuretoallergensandtoxinsinoldparishesandparsonages

• Althoughclergyknowtheyshouldengageinbetterhealthpractices,theydescribemanyobstacles:– Feelingthereisnotenoughtimegiventhedemandsoftheirjobs– Feelingguiltyfortakingtimetoexercisewhentherearemoreimportantthingstheyshould

bedoing– Lotsoftimespentinthecardrivingbetweenmeetings– Aninabilitytoaffordhealthclubmembershipsorhealthyfoodonaminister’ssalary– Fewfitnessclubsandgymsinruralareas– Distancetoandpoorqualityofruralmedicalfacilities

• Clergyfeelstressinmultipleaspectsoftheirprofessionalandpersonallives,including:– Heavyworkloadswithlittletimeoff– Difficultysettingboundariesbetweenprofessionallifeandpersonallife– Isolationduetofrequentmovesandaninabilitytostepoutsideofthepastoralrole– Theimpactofitinerancyonthehappinessofone’sspouseandchildren– Feelinguncertainandhelplessaboutthetrajectoryoftheircareers– Competitionwithandmistrustofotherclergy– Alackofmentorsorsupportsystemstohelpclergymanagetheirstress

• Theyattributemanyoftheirhealthproblemstothesehighlevelsofstress.

• Clergyfeeltheyneedmoresupportandguidancetohelpthemmanagebothprofessionalandpersonalproblems:– Ministerscannotdiscusshealthproblemsorconcerns(particularlyemotionalones)withtheir

districtsuperintendents(DS),asthismayadverselyaffecttheircareers– Theyarehesitanttoconfideinotherclergy,forfearthataconfidantmaysomedaybecomeaDS– Onepossiblesolutionwouldbetheestablishmentofanindependentmentororchaplainwho

doesnothavepoweroverevaluationsandappointments– Covenantgroupsmayalsoprovideasourceofsupportforclergy,aslongasthegroupsare

focusedonhealthywaystodealwithstressratherthanbecoming“gripesessions”

• Clergyfeeltheyneedmoretimetoengageinprivateworshipandfocusontheirownspiritualgrowth,asthisisgreatlylackingintheireverydaylives.


Illustrative Quotes

“I found out that it was difficult for my congregation to understand my conference leadership roles and understand why I needed to be doing that, when I could be spending all of my time with them.”

“There is an isolation issue that I think is endemic in the itinerant system. It keeps us in a competitive embrace too much.”

“Clergy oftentimes hold that we have to be working constantly in order to be faithful. Just to put aside family time, when we should be spending time with family, and especially exercise time—we feel guilty actually scheduling that on our calendar and that is probably why we don’t get in shape.”

“Many times we are put in situations where we are powerless and we don’t do that well, so I think it does cause us to move towards addiction or ways to try to deal with the stress and powerlessness that we feel.”

“I think that we need to have a budget item—and I don’t know where the money will come from—for specific wellness things for clergy, whether it be retreats, or a Pilates class, or membership to the Y, or, if you are in an isolated area, videos … But you should have access to the financial ability to take care of yourself.”

“We know that not setting boundaries is bad for us, but the system—whether it is in the local church, or the DSs, or whatever level you want to look at—rewards us for not setting boundaries, for being out of the house, absolutely off-the-wall workaholics. That is what we get rewarded for; the system rewards that, even as it might destroy our health.”

“It is really difficult for me to keep the nutritional diet that I want to keep when I am going to potluck or people’s homes, and ‘Hey, I made this. Please pastor, try some of this.’ “

“I think that a covenant group has always helped my physical health, as well as my mental and emotional health, because I’ll manage my stress by eating—that is just my thing—but if I am in a covenant group, that is a real help to me. So I come through that group and I am more grounded and more centered and I am less likely to manage my stress in an unhealthy way.”

“You cannot put down roots anywhere and we all know that, I think, our society fracturing because we all move too much and there is no sense of community, no sense of ‘I belong here’.”

“Pastors never have anyone to minister to them and you know, honestly, we are just people too and we do need people to minister to us from time to time to give us spiritual counsel too.”


Church Systems Task Force: Quantitative Survey—Summary Report RichardDayResearch;June2009

Executive Summary

RichardDayResearch(RDR)conductedanonlinequantitativesurveyof1,006clergyofTheUnitedMethodistChurchtolearnaboutchurchsystemsfactorsthatmayadverselyaffectclergyhealth.Theobjectivewastoidentifythestrongestpredictorsofhealthfromamongawiderangeofpotentialvariables.

Surveyrespondentsansweredapproximately150questionsabouttheirhealth,personalbackground,spiritualpractices,appointmenthistory,careertrajectory,congregationalcontextandfit,workstresses,outlookonlife,livingandworkingconditions,andpersonalfinances.

Keepinmindthatthesurveywasnotdesignedtoprovidea“portrait”oftheclergypopulation’shealth,wellness,andhappinessineachoftheseareas.Instead,itwasdesignedtoidentifyfactorsthatarehighlycorrelatedwithhealthandthatdifferentiatethosewhoarehealthyfromthosewhoareunhealthy.

Thesurveydataidentified13keyfactorshighlycorrelatedwithhealth,differentiatingthosewhoarehealthyfromthosewhoareunhealthy.• Personal centeredness—feelingalackofcontroloverone’slife;ruminatingaboutthepast;

difficultyexperiencingthepresenceofGod

• Eating habits with work that often involves food—strugglingtomaintainahealthydietwithfoodavailableatchurchmeetings,socialgatheringsandhomevisits

• Work/life balance—havingdifficultybalancingmultipleroles;feelingguiltytakingtimetoexercise;avoidinghealthcarebecauseoftimedemands;strugglingtoachieveoverallwork/lifebalance

• Job satisfaction—feelingdissatisfiedwithone’sappointments;feelingisolatedatwork;feelingdisappointedwithministry;wishingforawaytoexitthesystem

• Personal finances—highdebt;lowincome;fewassets;littletonopersonalsavings

• Outside interests and social life—alackofhobbies,outsideinterestsand/orparticipationingroupactivitiesforpersonalrenewal;havingfewfriendsorpeoplewithwhomonecansharepersonalissues;feelingdetachedfromone’scommunity

• Relationship with congregation—feelingjudgedratherthansupported;feelingthecongregation’sexpectationsaretoohighordonotmatchone’sownbeliefsabouttheappropriatepastoralrole;feelingthecongregationdesiresapastorwithadifferentleadershipstyle;avoidingrelationshipswithcongregationmemberssoastoavoidimproprieties;avoidinghealthcareforfearthatparishionersmightfindout

• Stressors of the appointment process—feelingstressedbytheappointmentprocess;feelingreluctanttotalktoone’sDSbecauseofthepowerheorsheholdsoverappointments;feelingresentfulaboutbeingpaidlessthanlaypeopleinsimilarprofessions

• Marital and family satisfaction—lowmaritalsatisfactionamongclergywithfamilies;lowappointmentsatisfactionamongspousesand/orchildren


• Existential burdens of ministry—feelingobligatedtocarrytheweightofothers’emotionalandspiritualburdens;beingoverwhelmedbytheneedsofothersandthesheerimportanceoftheissuestobeaddressedinministry;feelingexpectedtosolveunsolvablemysteries

• Living authentically—feelingunabletobeone’s“authenticself”;failingtoliveaccordingtodeeplyheldpersonalvaluesandbeliefs

• Education and preparation for ministry—feelingunpreparedbyseminaryfortheeverydayresponsibilitiesofministry;feelingonelackstheskillsandtrainingnecessarytoexcelatpastoralduties

• Appointment changes and relocation—morefrequentappointmentchanges;morefrequentlong-distancemoves

Additional Information

RDRcreatedacompositemeasureofhealth(seeitemsbelow)thatwasusedtoidentifythefactorsthatmostrelatetohealth:• Overallself-assessmentofhealth,currentandwhenenteringministry• Limitationsonvigorousphysicalactivity• Worklimitationsbecauseofhealthconditions• Disabilitystatus• Energylevel• Emotionaloutlook• Exercisehabits• Nutritionhabits• Sleephabits• BodyMassIndex(calculatedfromheightandweight)• Healthriskscore(fromGBPHBHealthFlexclaimsdata)• HeathRiskAssessment(HRA)score(fromGBPHBself-administeredtool)


Thesurveydemographicswereasfollows:

Un-weighted Sample

Size = 1,006

Weighted Sample

Size = 1,006

Target Population Size = 5,324

Gender

Female 32% 29% 29%

Male 68% 71% 71%

Age

35andunder 3% 3% 3%

36-45 10% 11% 11%

46-55 31% 31% 31%

56-65 49% 46% 46%

66andolder 7% 9% 9%

Ethnicity

White 92% 87% 87%

Non-white 8% 13% 13%

Marital Status

Married 77% 77% 77%

Notmarried 23% 23% 23%

Years of Service

0-5years 6% 6% 6%

6-10years 15% 16% 16%

11-20years 31% 31% 31%

21-30years 28% 28% 27%

31-40years 18% 17% 18%

41ormoreyears 3% 3% 2%

Clergy Type

Elder(includingprovisional) 90% 91% 88%

Deacon(includingprovisional) 2% 1% 2%

LocalPastor(full-time,part-timeorstudent) 4% 4% 6%

AssociateMember 3% 3% 2%

Organization Type

ChurchMinistry 97% 91% 92%

ConferenceOffice 1% 1% 2%

DistrictSuperintendant 1% 1% 3%

OtherExtensionMinistry 1% 2% 3%

Jurisdiction

Western 11% 11% 12%

NorthCentral 13% 13% 15%

SouthCentral 29% 29% 25%

Northeastern 22% 22% 20%

Southeastern 25% 25% 28%


Church Systems Task Force: In-Depth Phone Interviews—Summary Report RichardDayResearch;September2009

Executive Summary

RichardDayResearch(RDR)andtheLewisCenterforChurchLeadership,WesleyTheologicalSeminary,conducted50in-depthinterviewswithclergyofTheUnitedMethodistChurchtounderstandthesystemiccausesofpoorclergyhealthandtoexplorestepstheChurchcouldtaketoimproveclergyhealth.TheCenterforSpirituality,TheologyandHealth,DukeUniversity,wasinvolvedinreviewingthephoneinterviewtranscripts.

Thegoalwastodiscusswithclergythe13factorsidentifiedasimportanttoclergyhealthintheonlinesurvey,toidentifyproblemsintheseareas,andtodiscusspotentialsolutionsorinterventionsatthepersonallevelandthesystemiclevelthatwouldimproveclergyhealth.

Challenges to Clergy HealthClergydescribeanumberofstressorsassociatedwiththeappointmentprocessthattheybelieveaffectstheirhealth:• Alackoftransparencyintheappointmentprocesscreatesstressanduncertainty,asclergyfeel

theydon’thavecontrolovertheirfutures.– Neitherpastorsnorcongregationsaregivenmuchinputintoappointmentdecisions,andclergy

feelfamilycircumstancesarenotgivenenoughconsideration.• Clergyinterpretappointmentdecisionsasaone-shot,top-downevaluationoftheirperformance,

anditisasystemthatfostersjealousyandcompetitionamongpastors.• Someclergysaythatdistrictsuperintendentsaretoobusytogettoknowtheirpastorsand

congregations,andthusfailtoappropriatelymatchpastors’giftstotheneedsofthechurch.• Shortappointmenttenuresdon’tallowclergyandcongregationsenoughtimetodeveloptrustand

toworkthroughtheirconflicts,whichnegativelyaffectstheirrelationshipswiththeircongregationsandhencetheirjobsatisfaction.

Itinerancypresentsadditionalsourcesofstressanddissatisfaction:• Frequentlymovingcanbedifficultforpastors’spousesandchildren,whoareforcedtolookfornew

jobs,changeschools,andleavefriendsbehind.• Movespresentahostoffinancialchallenges,includingmovingexpenses,salariesthataretied

totheresourcesofthelocalchurch,andtheneedforspousestotakelowerpayingjobsorgiveuptheircareersentirely.

• Manyclergyfeelincomingpastorsknowlittletonothingaboutnewappointmentswhentheyarrive,leavingthemunpreparedforchallengestheymayfaceinthenewcongregation.

• Appointmentchangesareagrievingprocessforallinvolved,butthetransitionisusuallytooquicktoallowpastorsandcongregationstimetogrievefortheirlossesortobecomecomfortablewiththeirnewsituation.

Heavyworkloadswithlittletimeoffnegativelyaffectstheabilityofmanypastorstoachieveahealthywork-lifebalance,pursueoutsideinterestsandasociallife,feelcenteredandgrounded,andspendqualitytimewiththeirfamilies.ClergysaytheUMChasafairvacationpolicy,butbusyschedulesanddemandingparishionersmakeithardtoforthemtoactuallytakeadvantageofthevacationtimeallowed.


Althoughtheyrecognizetheimportanceofhavingasupportivesocialnetworkforhealth,manyclergystruggletomakefriends.Theyarediscouragedfrombefriendingparishioners,buthavetroublegettingclosetootherclergyduetocompetitionandfearthatone’sfellowpastormayonedaybeone’sDS.

Additional Clergy Health Challenges• Nearlyallclergyagreethatfinancialissuesaffecttheirhealthbecauseofthestresstheyexperience

fromsignificantseminarydebt,lowpay(especiallyintheearlyyearswhendebtsarehigh),andtheirinabilitytobuildequitythroughhomeownership.

• Clergyhavedifficultymaintaininghealthyeatinghabitsgiventhathigh-sugar,high-fatfoodisoftenavailableatchurchmeetingsandgatherings,andthepastorisexpectedtopartake.

• Clergysaytheyrarelyhavetheopportunitytoattendtotheirownspiritualdevelopment,duetotimeconstraintsandthelackofaspiritualguidebeyondtheDS.– ManyclergysaytheDSistoobusyandhastoomuchpowerovertheircareerstoserveasthe

“pastor’spastor.”• Clergygenerallyagreethatwhileseminariesprovideagoodtheologicaleducation,theydonot

oftenpreparepastorsfortheeverydaychallengesofchurchadministrationorpastoralcare.• Clergybecomeoverwhelmedwhenservingcongregationsthathaveunrealisticallyhighexpectations

aboutthepastoralrole—expectingthemtodoeverythingforthechurchandtoalwaysbeavailable.– Someclergyarefrustratedbythelackofcommitmentamongthelaity,whichseemstocare

moreaboutbeingentertainedthanaboutservingGodandtheirchurch.– Thisnegativelyaffectstheirjobsatisfaction,relationshipswithcongregations,andabilitytolive

authenticallyandachievework-lifebalance.• Clergyfeelthereisalackofopen,healthycommunicationatalllevelsoftheChurch—including

amongpastors,betweenpastorsandcongregations,andbetweenpastorsandDSs.• Someclergynotethatpastorswhoareunfitforministrydonothaveagracefulwaytoexitthesystem.

Recommendations to Improve Clergy Health

Personalized Help and Support• Clergywouldbenefitfrommoretraininginavarietyofareas,includingchurchadministration,

organizationalskillsandtimemanagement,personalfinancemanagement,conflictresolution,andfamilysystemstheory.– Thistrainingcouldbeprovidedaspartoftheseminarycurriculum,throughcontinuingeducation

courses,orinspecialworkshopsandtrainingsessions.• Clergystresstheimportanceofhavingaccesstolow-costmentalhealthservicesorcounselingto

helpbothpastorsandtheirfamiliesbetterhandlethestressesofministry.• TheyrecommendtheUMCprovideaccesstonutritioniststhroughthedenominationalhealthplan,

anddevelopmoreprogramsaimedatencouraging,andperhapsincentivizing,healthyeatingandexerciseamongclergy.

• Encouragingclergytoformconfidentialsupportgroupsorcovenantgroupswouldhelpthemfindasafeoutlettodiscussthemanystressesofministryandsharestrategiesforachievingahealthywork-lifebalance,developingbetterrelationshipswithparishioners,andhandlingtheexistentialburdensofministry.– Giventhecompetitionandlackoftrustamongclergy,anecessaryfirststepmightbetodevelop

programsorstructuredeventsaimedatencouragingfriendshipsandtrustamongclergy.• Worshipservices,retreatsorstudygroupsspecificallyforclergywouldgivethemtheopportunity

tofocusmoreontheirownspiritualgrowthanddevelopment.• Someclergyrecommendjobplacementservicesorcounselingforthosewishingtoexittheministry.


Structural Changes• Manyclergydesireanappointmentsystemthatismorecollaborativeandlesssecretivethanthe

onecurrentlyinplace.– Thisincludesgivingbothclergyandcongregationsmoreinputintothedecisionprocess,

frequentlyupdatingthemthroughouttheprocess,andexplainingthereasonsbehindfinalappointmentdecisions.

• Moregenerally,clergywouldliketheUMCtodevelopprocessesforfacilitatingongoing,bi-directionalcommunicationatalllevels.– Thismightincluderegular,structureddiscussionsbetweenpastorsandChurchleadership,

aswellascoachesortrainingprogramstofacilitateopencommunicationbetweenpastorsandcongregationsaboutthemissionofthechurchandexpectationsaboutthepastoralrole.

• Inmanyareas,clergyfeelcongregationsshouldbeeducatedabouthowtokeeptheirpastorshealthy.– Thisincludesensuringthattheirpastorseatwell,exercise,andtaketimeofffortheirown

spiritualgrowth,tospendwiththeirfamilies,orsimplytorefreshandrenew.– TheStaffParishRelationsCommitteeplaysakeyrolehere—clergyrecommendtheybeheld

accountableformakingsurethecongregationsupportsthepastorinhisorhereffortstobehealthy.• AlthoughclergyagreetheDSisnotinapositiontobethe“pastor’spastor,”theydisagreeabout

howbesttosolvethisissue.– ManyclergyexpressthedesireforaconfidentialspiritualdirectororcounselorotherthantheDS.– ButsomesuggestadditionaltrainingforDSsonhowbettersupportandministertotheirpastors.

• Someclergystresstheimportanceofmentorrelationshipsbetweenolderandyoungerclergy,andsuggesttheUMCimplementamentorshipprogramthatextendsbeyondtheprovisional(formerlyknownasprobationary)period.

• Programstooffsetthecostsofseminaryeducationandfacilitatelong-termhomeownershipwouldreducesomeofthemajorfinancialstressorsassociatedwithacareerinministry.

• Anumberofclergyrecommendlongerappointmenttenurestoallowpastorsandparishionersenoughtimetoworkthroughtheirissuesandgrowtogether,leadingtohealthierclergyandhealthiercongregations.

• Clergywouldlikemorelead-timeandUMC-providedresourceswhengoingintoanewappointment.Thismightinclude:– Providingaprofileofthenewcongregation,includinganhonestaccountingofitshistory,sothe

pastorcanpreparetodealwithanypre-existingissues.– Providingmoretimetotransitionbetweenappointments,perhapsthroughastructuredseries

ofwelcomeeventssothepastorcangettoknowthecongregationandtheSPRC.– Trainingprograms,websitesandbooksthatteachpastorsandtheirfamiliesaboutthetransition

processandsharestrategiesforeffectivetransitions.– Allowingpastorsandtheirfamiliestheopportunitytoseetheirnewparsonagepriortomovingday.

• ClergyrecommendtheUMCclarifydenominationalexpectationsaboutthepastoralrole,educatecongregationsaboutwhattheyshouldexpectoftheirpastor,andfacilitatecommunicationbetweenpastorsandcongregationsabouttheirrespectiverolesinthechurch.

• Internshipsorworkprogramsinlocalchurcheswouldallowseminarystudentstogainpracticalhands-onexperienceinrunningachurch,leavingthemfeelingmorepreparedandlessoverwhelmedwhentheybegintheirfirstappointment.

• Incasesofcongregationalgriefortrauma,theUMCcouldprovidespecially-trainedinterimpastorstoprepareparishionersforahealthyrelationshipwithanewpastor.– Moregenerally,clergywouldliketheChurchleadershiptobemoreproactiveaboutintervening

incasesofcongregationalconflict,trauma,orwhenapastorappearstobeintrouble.


– ThisincludestrainingDSsinhowtorecognizethesignsthatacongregationorpastorisintroubleandhowtoeffectivelyintervene.

• Someclergyrecommendgreatersalaryparitytoreducecompetitionamongclergyandtoeasesomeoftheanxietiesassociatedwithswitchingappointments.

Additional Information

Thephoneinterviewsdemographicswereasfollows:

Gender

Female 38%

Male 62%

Age

35andunder 6%

36-45 10%

46-55 30%

56-65 46%

66andolder 8%

Ethnicity

White 94%

Non-white 6%

Marital Status

Married 80%

Notmarried 20%

Years of Service

0-5years 10%

6-10years 10%

11-20years 30%

21-30years 28%

31-40years 22%

41ormoreyears 0%

Clergy Type

Elder(includingprovisional) 92%

Deacon(includingprovisional) 2%

Pastor(full-time,part-timeorstudent) 6%

AssociateMember 0%

Organization Type

ChurchMinistry 90%

DistrictSuperintendant 4%

OnLeaveornototherwiseappointed 6%

Jurisdiction

Western 22%

NorthCentral 20%

SouthCentral 18%

Northeastern 14%

Southeastern 26%


Clergy Spouses and Families in The United Methodist Church, Part II: Local Church Expectations and What Clergy Spouses Most Want the UMC to Know GeneralCommissionontheStatusandRoleofWomenofTheUnitedMethodistChurch;August2009

What You Most Want The UMC To Know

Clergyspouses’commentsaboutwhattheymostwanttheUMCtoknowfellintofourbasiccategories:positive,mixed,negative,andother.Regardingthepositivecomments,themainthemewasthatrespondentslovedtheirsituationsandwouldn’tchangeathing.Themixedcommentswereaboutthepartnershipaspectoftherole,whichisjudgedbysometobegreat,andotherstobeunrealisticoroutdated.Anothermixedsetofcommentswererelatedtothefactthatthe“job”isdemanding,againconsideredbysometobeawelcomechallenge,andbyothers,seenasanaspectthatisunappreciatedandthereforedisappointing.Thenegativecommentswerefocusedononeofthreelargerthemes:1.loneliness,2.badtreatmentinthelocalchurchorfromthehierarchy,directedattheclergyspouserespondentortheirclergypartners,and3.aspectsofUnitedMethodistministry,specificallymovingandappointmentmaking,parsonageliving,theheavytimecommitment,andlowpay.Finally,anumberofcommentsdidnotfitintothosethreecategories,andwillbediscussedas“other.”Althoughthereisnosingleoverarchingthemelinkingthecommentsinthislastgroup,genderaroseasonefairlycommonconcern,alongwithanumberofothersomewhatuniqueconcernsthatmeritmention,evenifjustbriefly.

Positive Comments

Thesatisfactionandunabashedjoythat256spousesexpressedinthissectionwaspalpable,eveninawrittensurvey.Thereislittletosayinexplanationoftheircommentsbecausetheirmessageissimpleandclear:theyarethrilledtobemarriedtoclergy,feelblessed,somementiontheirowncall,andafewevenputapositivespinonthemoredifficultaspectsoftherole,suchasitinerancy.Intheirownwords,thefollowingrepresentsomeoftheirmostpositivesentiments:

“IconsideritanhonortoserveGodinthiscapacity,oneIneverdaredhopetohave.Iamthrilledtobethespouseofaclergyperson.IfeellikeI’velandedinapotofjam.”

“Iamveryfortunatetohavesharedthelast54yearswithmyfavoritepastor.Wehavebeensupportedinthelocalchurchandhavealwaysfeltloved.”

“Ihavehadagreatexperienceasaclergyspouse.Myhusbandisordained,Iamalayperson,butourcallingtoministrycameasamutualexperience.”

“Ihavebeencalledtobeaclergyspouse.Ithinkitisessentialthatallspousesarecalled.Ifeeltrulyblessedtobeaclergyspouse!”

“Ilovebeingapastor’swife.ItwasmychildhooddreamcometrueandaprayeransweredbyGod.Iloveworkingsidebysidewithmyhusband…Thisisthebest,happiestandmostrewardinglifeagirlcouldeverhave!Thisismycalling.”

“Ithasbeenagoodlife.Wedidn’tgetrich,butwelivedrichly.”


“ThatmylifeisasrichasitgetsforsomeonewhosepassionsaretheUMC,Africa,community-basedhealthcare,andwriting.Ihavealovingspousealsodedicatedtomissionservice…IgiveGodthankseverydayfortheabundancethathasbeengiventomeasIservesomanywhohavesolittlemateriallyandyetoffermesomuchofthemselves.”

“Iappreciatemywife’scallandthelifewehavebecauseofit.Iappreciatetheopportunitytosupportmywifeandherworkphysically,emotionally,andfinancially.”

“Iamprivilegedtoshareinmywife’scalltoministry.HercallhasbeenablessingtomeandhasoccasionedgrowthinmyownfaithanddevotiontotheLordJesusChrist.”

“Iamgratefulfortheopportunity.Livingthroughtheappointmentsystemcanbealittleintense,butjustanotherreminderthatGodisincontrolofourfutures.”

“Igettiredofhearingotherspousescomplainsomuchabout‘expectations’andmyhusband’sjob.IlovebeingaclergyspouseandfeelcalledtodoGod’swork.”

Mixed Comments

Theuncompensatedbuthighlydemandingpositioninwhichawifeservesasakindofprofessionalassistanttoherhusbandwasfirstconceptualizedaspartofa“two-personsinglecareer”byPapanek(1973).Thismodelmayhavebeenmoreprevalentinthepast,butitremainscommoninsomecareerstoday,mostvisiblyamongheadsofstateandotherhighlevelpoliticians,militaryofficers,andProtestantclergy.Invirtuallyalloftheliterature,themodelhasbeengendered,focusingonmaleemployeesandtheirwives.Thefewtimesmalespousesarementioned,itissimplytonotethattheyaredifferent,andthereforenotexpectedtoparticipateintheirwivescareersasunpaidassistantsinthesameway.TaylorandHartley(1975)wrotespecificallyaboutitsapplicabilitytoministry,citingpertinentcharacteristicsofthemodelinregardtoclergyandtheirspouses,suchasthemale-dominatednatureofthejob,andthatthespouses’contributionsarenotformallyacknowledged,butarewidelyexpected,suchthatone’sfailuretoparticipateassuchmayjeopardizethepastor’scareer.Overitsrelativelyshorthistory,theProtestantministryhasbeena“two-personsinglecareer,”andbasedontheseclergyspouses’comments,thatisstillthecase.Someembraceit,asinthecommentscitedabove,callingtheirministrya“teameffort,”whileothersrejectit,butthemodelpersists.Hereareafewcommentsfromthosewhohopethemodelischanging:

“Iamnotforfree.Ihavemyownjobandresponsibilities.Theydidnothireme—theyonlygetwhatIhavetimeforandamwillingtogive.Theyalreadyhavemyhusband.”

“Ididnotreceiveacall—myspousereceivedthecall.IsupportmyspousebutIshouldnotbeexpectedtobeasecondpastorandIwillnotbeasecondpastor…Sometimeseventheconferenceappearstothinkthatclergyspousesreceivedacall—theyneedtogetoutofthe1950s.Churchesneedtobetold—yougetonepastor,whojusthappenstohaveaspouse.”

“Whyshouldthespousebeexpectedtobeveryinvolved?Iamnottheassistantpastor.Iworkfull-time,andatourcurrentchurch,donotfindmostofthewomen’sgroupsofinterest…IamnotwillingtogotomeetingsjustbecauseI’mthepastor’swife.”


Ninerespondentsspecificallynotedthattheyattendedchurchelsewhere,orwouldliketo.Onewomansaid,“Ihaveconsideredattendingadifferentchurchinthecommunitybutamafraidoftherepercussionsformyhusband.”Perhapsthisisthemostobviouswaytoavoidthetwo-personcareerrole,butthatisnottheonlymotivation.Onesaidsheneededtodetachfromherhusband’schurchtoprotectherself,tryingtoavoidbeinghurtwhenthereareconflictsinthechurch.Anothersaiditwasadefenseagainstbondingwithpeopleandthenbeingforcedtomoveawayanddisconnect.Thatway,ifafutureappointmentwasfairlycloseby,shemightbeabletokeepherchurch,evenifherhusbandhadtochangehis.Atleastonewasamemberofanotherdenomination,andonesimplysaid,“Notallclergyspousesarebelievers.”

Clearlytherearelargedifferencesofopinionabouttheexpectationthattheministryisatwo-personsinglecareer.Someseekit,othersacceptit,andsomeavoidit,whileothersstronglyrejectit.Thatitwasovertlyreferredtoby100clergyspousesastheonemainthingtheywantedtheUMCtoknowmeansthatitisstillpresentinthechurches,andinsomeplaces,evenattheconferencelevel,buttherewerealsoplentyofcommentsthatindicatedthatthingsarechanging.Inparticular,thosewhofounditproblematicoftenalsoreferredtoworkoutsidethehomeorotherobligations,makingsucharoleimpossible.Removingretireesfromtheanalysis,86%ofthesespousesworkoutsidethehome(bothpartandfulltime),whereasthenumberofdualworkermarriedcouplesintheUnitedStatesisonly53%(U.S.Census2007),whichmeansthatclergyandtheirspousesaremorelikelytobejugglingtwojobsthanotherAmericans.Inotherwords,itisawonderthattheministryastwopersonsinglecareerremainsasanidealatall.Socialchangeisslowthough,andwemaynowbeseeingjustthetipoftheiceberg.Whilesomeclergyspousesarelikelytocontinuetoenjoythemoredemandingroleofpartnerinministry,thatmodelisalsolikelytobecomeincreasinglyuncommon,andthereforelessandlessexpectedbychurchmembers.

SomeclergyspousesmadecommentsaboutotherwaysTheUnitedMethodistChurchseemsoutdatedtothem,andinneedofrenewal.Veryoften,thesecommentswerelinkedtoitinerancy,sayingthattheyfounditdifficulttofindnewjobseverytimetheirspousegetsmoved.Otherscomplainedaboutgenderissues,likethelackofinclusivelanguageoraninabilitytodealwithmalespouses,oramixofthetwo.Onespousesaid:

“ThenumberofmaleclergyspousesintheUMCincreaseseveryyearbutstillweareignored.Manylong-timeparticipantsinclergyspouseorganizationsstilluselanguagelike“ladies”or“wives”andholdteas.AteventsIhaveattendedinthepast,IhavehadolderwomenignoremeoreventellmeIaminthewrongplace.Timesarea-changing.It’stimeweweremadetofeelwelcome.”

Anotherissuerelatedtogenderandchangingtimeswasraisedbythisman,marriedtoaclergywoman:

“Beingthehusbandofclergyisprobablymoredifficultthanbeingthewife.Inalmostallcases,thehusbandissupportingthefamilywithhisincomewhencomparedtotheclergy,butthechurchexpectsmetodropeverythingwhenmywifehastovisitasickpersonorattendameeting.Gonearethedayswherethespouseisfemale,playstheorgan,teachesSundaySchool,andheadsuptheUnitedMethodistWomen.Thechurchneedstoreacttothedifferenttimes.”


Afewmentionedthelackoffamilytimeasanotheroutdatedconcept,notingthatonedayoffaweekisinadequatetoday,andinparticular,thatfathersnowwanttobemoreengagedwiththeirchildren,necessitatingnewmodelsforbeingpastorsthatallowformoreactiveparenting.

Finally,thereweremixedcommentsaboutthefactthattheroleofclergyspouseisdemanding,andwhilesomeenjoyedthischallenge,othersfelttheyweredoingalot,butthatitwentunnoticedand/orunappreciated.Fromtherestoftheircomments,manyoftheserespondentssoundedliketheyweredutifullyfulfillingthetraditionaltwo-personsinglecareerrole,butperhapsinplaceswherethiswasnolongerexpected,sothereforeitwasn’tappreciated.Alessspecific“type”ofclergyspousesharedthismoregeneralcommentthatwouldapplytomostinthisgroup:“Thoughoftentreatedasinvisible,wearenot.ThesacrificesweandourchildrenhavemadearerealandhavemadetheUMC’sappointmentsystempossible.Appreciating,notignoring,isinorder.Thankyouforofferingthisopportunitytosharemyconcerns.It’sthefirsttimeanyonehaseverasked.”

Negative Comments

AbouthalfofthosewhoansweredthequestionaboutwhattheymostwantedtheUMCtoknowfocusedonormentionedsomethingnegative.Asnotedabove,thesecanbedividedintothreecategories:1.loneliness,2.badtreatmentofthemselvesand/ortheirspouses,3.issuesrelatedtoUnitedMethodistministry,specificallyitinerancy,parsonageproblems,heavytimedemandsonclergy,andfinancialstrugglesduetolowclergysalaries.

Lonelinesswasthesinglemostcommoncomplaint,oftenvoicedbyspouseswhowereotherwisehappy.Otherswereseverelylonely,andarelookingforwardtotheirspouse’sretirementorareconsideringadivorce.Thelonelinesswasrelatedtoanumberofcircumstances.First,manyrespondentsfelttheyhadfewclosefriends,eitherbecausetheythemselveskeptchurchmembersatarm’slength,orthechurchmembersfeltawkwardasafriendofthepastor’sspouse.Somereferredtothechallengeofforgingdeepfriendshipsinsmall,ruralcommunities,inwhicheveryonehaslivedsincebirth,andtheyknowyouarejustpassingthrough.Moving,infact,wasalargereasonforloneliness.Somerespondentssaidthattheyarelonelyafterleavingfriendsbehind,whileothersaytheyintentionallylimitfriendshipsbecausetheyassumetheywillbemovingeventually.Othersnotedthattheyhavebeenmovedawayfromfamilymemberswhotheymissseeingonaregularbasis,andafewmentionedthattheyarenowlivingseparatelyfromtheirspousesbecauseofappointmentchangesthataretoofarfromtheclergyspouse’sjoboravoidingthedisruptionofmovingchildrenwhileinhighschoolortoofrequently.Onespousesaidthatalthoughmarried,sheactuallyfeltlikeasingleperson,“aloneandforgotten.”

Anotherproblemwasthatanumberofspouseswishedtohaveapastor,astheycouldn’taccepttheirspouseinthatrole.Alongwiththat,theyfeltlimitedintheirabilitytopursuetheirownspiritualgrowthbecauseofthedemandsofthechurches.OnewomanrecountedhowmuchshemissedgoingtoSundaySchool,nolongerpossibleinherhusband’stwo-pointcharge,wheresheisexpectedtoattendbothservicesofworship.Thislackofpastoralconnectionandspiritualgrowthmakesforasolitarykindofreligiouslife,evenwhileinthemidstofacongregation.Alongwithmissingapastor,othersfelttheywouldliketogotoacounselortohavesomeonetotalkwithabouttheirpersonalproblems,butthatiffoundout,thespouseand/orhis/herclergypartnerwouldbestigmatized,socounselingservicesareavoided.


Anothercommonlymentionedreasonforlonelinesswastheubiquitousabsenceoftheclergypartner.Spouseswroteaboutfrequentnightsandholidaysspentalone,sometimesduetoincessantmeetings,butothertimesduetoparishioneremergenciesthatarise.Onewomansaid,“Ineveraskmyhusbandtochoosebetweenhisfamilyandthechurch,becauseIknowthatthechurchwouldalwayswin.”Anothersaid,“Youareexpectedtoevengiveupyourpreciousvacationtimetoeveryone…Itisallabouttheparishioners.IwouldneverdothisifIhadthechancetodoitover.”Anotherparticularlypowerfulrespondentsaid,“Howlonelyitisbeingthemistresstothepastorwhohasthechurchforhiswife.”

Whileonerespondentreportedthatshewasabusedbyherhusbandandfeltshehadnoplacetoturn,thiswastheexception.Mostspousesreportedexcellentrelationshipswiththeirclergypartners,andadesiretobesupportiveandmakesacrificesasneeded,butalsoknewwellthelonelinessthatcomesfromfeelinglikeasecond-classcitizeninone’sspouse’slife,whilealsofeelingdisconnectedfromfamilyandfriends,andunabletoseekoutprofessionalhelp.Whilesomespousescalledforclergyspousesupportgroupsorretreatsatwhichtheycouldtalktootherswhouniquelyunderstandtheirsituation,othersdidnotwantsuchservices.Somesaidtheywereemployedfull-timeandthereforehavelittlefreetime,whileotherssaidthatwhentheyhaveattendedsucheventsinthepast,theyfelttheywerenarrowlyfocusedonthetraditionalstay-at-homeclergywife,andprovidedlittlesupportforworkingspouses,malespouses,andthelike.Itisimpossibletocreateaone-size-fits-allkindofsupportprogramforclergyspouses,butthatsupportiswidelydesiredisindisputable.

Respondentsreportedreceivingbad treatment,primarilyfromparishioners,butoccasionallyfromthechurchhierarchyaswell.Theyalsodescribedthepaintheyfeelwhenbadtreatmentisdirectedattheirclergypartners,especiallybecausetheyfeelthereissolittletheycandoinresponse.Notallrespondentsprovidedmuchdetailaboutthiskindoftreatment,sayingtheywere“treatedasdirtbyourconference”or“bishopswereuncaringandhadonlytheirowninterestatthecenteroftheiractions.”Thisparticularlytersestatementsummarizedmorethanafewothers:“TheUMCdoesnotgiveadamnaboutitspastors,nordoesitcareabouttheirhealthorspiritualneeds.”

Regardingbadtreatmentdirectedattherespondingspouse,manywererelatedtothefactthattheyfeltignoredindiscussionsaboutmovesorcomplaintsaboutbadlymaintainedparsonages,andsoon.Thesetopicswillbetakenuplaterwhentalkingaboutissuesrelatedtoministry.Therewereothersthough,connectedtobeingaclergyspouseandrelatingtopeopleinthechurches,callingthem“smallminded,”“coldhearted,selfishandmeanspirited,”and“nasty,negative,power-hungrysadindividuals.”Morespecifically,onespousesaid,“Somefolksinthechurcharetrulycruel…Onememberinapreviouschurchwouldsaythingslike,‘Oh,thegardenwassomuchnicerwhenHarrietwashere!’ ”Anothersaid,“Myexperienceasaclergyspousehasturnedmeagainstthechurchandchurchmembers.Oncewecanretire,Ihopetoneverbeinvolvedwithdysfunctionaloranychurchesorannualconferenceseveragain.IbelieveifJesusChristcameherehimself,thatchurcheswoulddrivehimandhisideasaway.”

Aboutthesamenumber(49reportedbadtreatmentofselfand46reportedbadtreatmentoftheirclergypartner)ofrespondentsraisedtheissueofharmtotheirclergypartner,whichhurtthembyassociation.Onewomansaid,“EventhoughIdon’tfeelexpectationsplaceduponme,Iamkeenlyawareofalltheexpectationsplaceduponmyclergyhusband.SometimesIhaveto‘stepinfront’ofthechurch.”Anotherwrote,“Iworryaboutmyhusbandandhishealthwhenitcomestotheday-to-dayactivitiesanddisruptivenessofafamilychurch.Thatkindofchurchcantearapersondownandmakethemquestiontheirfaith.”Onelongercommentwellexpressestheemotionalangstthatcanbecausedbyparishioner:


“Ihavebeenhurtmanytimesbymembersofmychurchfamily.Youbegintofeellikeyoucan’treallytrustorletyourguarddowntoanyoneinthechurch.ItisveryhardtohearnegativecommentsfromchurchmembersaboutmyspousewhenIknowthatheisworkingsohardanddoingthebestthathecan.Thegossipcanbebrutal.SometimesduringworshipIrealizethatinsteadoffocusingonthemessageandfeelingconnectedtoGod,Iamconsumedwithworryaboutwhatothersarethinkingofmyhusbandashepreaches.IfindthatIambracingmyselfandprayingthateachstatementhesayswillnotoffendormakesomeoneangry.Ifeellikewearewalkingoneggshellsallofthetime.”

Aspectsoftheministry,someofthemparticulartoTheUnitedMethodistChurchandothersimilarlystructureddenominations,suchasitinerancyandparsonagelife,werenamedbymanyrespondents.Oftentheseconcernswerelinked,asdistressoveranunwantedmovemayhavebeenexacerbatedbyafilthyparsonageoradropinsalary,buteachwasvoicedinsuchdetailthattheywarrantdiscussionasseparateconcerns.Itinerancywasthemostproblematic,mentionedby143respondents.Mostfeltthattheirconcernsandespeciallytheirjobswerenotconsideredimportanttothechurch,andthereforewereignoredinappointmentmakingdecisions.Onesaid,“Ourcareersaren’tevenconsidered,althoughImaketwicewhatmyhusbanddoes…weareexpectedtoshutupandpackup,interestinginthisera.”Usingamorepositivespin,anotherspousewrote,“TotheextentthatIwasallowedtofollowmyownprofessionandhaveitconsideredwhenmyspousewasconsideredforanappointmentchange,Ireceivedthegreatestfulfillment.”Interestingly,bothmaleandfemalespousesfeltthattheircareerswerenotvaluedasmuchasspousesoftheothersex.

Somementionedlackofconcernfortheirchildrenaswell.Focusingonthefrequencyandtimingofmoves,onerespondentwrote,“Ihavenotalwaysfeltthattheneedsofspousesandfamiliesareconsidered.Threeoutoffourofmychildrenweremovedinthemiddleoftheirfirstgradeyear.Twoofmychildrenweremovedtwiceintheirhighschoolyears,whichledtobothofthemdroppingoutofschool.”Anotherparentpointedtothenatureofthechurchtowhichherhusbandwasappointed,sayingtherewasnoyouthgroupasitwasanoldercongregation,soitwashardforherhighschoolagedchildrentogetinvolved.Morethanafewrecountedstoriesofmovingtoareaswithpoorschoolsystems,orwherethegrade-levelstandardsweremuchdifferentthanapreviousschool,makingacademicplacementdifficult.

Onespousesuggestedthatlikepromotionsinotheroccupations,pastoralmovesshouldbeoffered,butclergyshouldbeallowedtopassiftheyfeeltheirfamilywouldbeservedbetterbystayingwheretheyare.Describingtheuniquerealityforclergyfamilies,anotherspousesaid,“Thelackofcontrolovermyownlifeiscrippling.Idon’tgettochoosewhereIlive(thetownorthehouse)orwhereIworship.ChurchisutterlymeaninglesstomenowandIdreadgoingeachweek.Ilovemyhusband,butIwishI’dknownhowmuchIwouldhatetheclergylifestyle.”

Fortysixrespondentsspokeaboutproblemstheyhadhadlivinginparsonages,andinfact,onlytwopeoplesaidtheythoughtparsonageswerepreferabletohousingallowancesorsalariesadequatetoowningandfurnishingone’sownhome.Afewcommentsfocusedontheplacementofparsonages(onbusystreetswhereyoungchildrencouldn’tgoouttoplayorindangerousneighborhoodsorimmediatelyadjacenttothechurch,offeringlittleprivacy),andothersreferredtothesenseofnothavingaplacetocalltheirown.Onespousetoldofchurchmembersregularlylettingthemselvesintotheparsonageandcomingandgoingastheyplease,consideringthehousetheirs.Anothertoldofherchildwho,whilehelpingtopackforamove,hadtokeepaskingwhatwastheirsandwhatstayedwiththeparsonage.Somerespondentscommentedonthelackofabilitytobuildequityin


ahomeandprepareforretirement,orhavingtowaitsolateinlifetoestablishresidentialroots,butmostcommentsweredirectedatthepoorconditionofparsonagesandiffurnished,themiserablequalityofthefurniture,someofitdonated,orredirectedwhile“onitswaytothedump.”Perhapstheworstconditionsweredescribedinthisway:“Wehavelivedinparsonageswithmold.We’velivedinparsonageswithhorsemanureinthe‘garage.’We’vehadsewagebackupintothebathtub.We’velivedinparsonagesthatIwouldn’tputmyenemyin,muchlessmykids.Ourkidswantnothingtodowiththechurchbecauseoftheirexperiences.”Butevenifeveryone’sexperiencewasnotasbadasthat,therewasclearlyagreatdealofdiscontentwithparsonageliving.

Theburdenonspousesrelatedtotheheavytime demandsonclergywasnotedby59respondents.Somefocusedontheseeminglyincessantdemandsofparishioners,whileotherscomplainedabouttheexcessiveamountoftimespentinmeetings.Onespousesimplywrote,“Thepeoplearefriendlybuttheirmeetingsarewaytoolong.”Regardingtheneedforpersonalandfamilytime,thesingledayoffeachweekwasprotested,aswereconstanteveningsandweekendsatchurch.Onespouse’schurchtoldthemthattheycouldtakevacation,butithadtostartafterchurchonSunday,andtheyhadtobebackforchurchthefollowingweek.Manyspousesadmittedthattheirclergyspousesareworkaholics,buttheyfeltthechurchencouragesthisratherthanhelpingclergytosethealthyboundaries.Onerespondentsaidthatchangeneedstocomefromthetop,pointingoutthat“bishopsandDSswhoareoverworkedarenotgoodexamples.”

Oftenlinkedtounwantedmovesandexcessivetimedemandswasinadequatecompensation.Sixtysixrespondentsmentionedfinancial strugglesasoneoftheirmainconcerns.Thehighexpensesofseminaryandmandatoryordinationretreatsatthebeginningofministrywerenoted,aswerecostsinthemiddleandtheendofacareer,notingfearsaroundsendingchildrentocollege,affordinglongtermhealthcare,andeventuallybuyingahomeandretiring.Incaseswherespouseshadwellpayingjobs,financialstresswasless,butwhenaskedtomoveandleavethatjob,spousesweremorethanalittleconcerned.Somereportedthattheyleftandsufferedfinancially,whileothersremainedintheprevioustown,strugglingwithcommutermarriagesandthechallengesofwhatbecamelikesingleparenthood.Quiteafewnotedthatlivingononesalary,especiallythatofapastor,wasimpossibleandsomethingthatthedenominationshouldacknowledgeandconsiderwhenrequiringmoves.Oneofthemoredifficultsituations,linkinganumberoftheseproblematicfactors,wasdescribedbythisrespondent:

“Ithasbeenakiller…Weareexpectedtoliveinsubstandardhousingonsubstandardpayandlikeit.Havingtomoveatthebeckandcalloftheconferencehasvirtuallydestroyedmycareer;afterourchildrenaregrown,IexpecttoleavemyhusbandtobeabletofindsomesatisfactionbeforeIdieinsteadoflivinglikewe’reexpectedtointhenameof‘sacrifice’and‘service’.”

Other Comments

InnamingwhatspousesmostwantedtheUMCtoknowabouttheirexperiences,issuesrelatedtobeingamalespousewerementioned54times,whichsomenotablycommonthemes.Asmentionedearlier,mostsaidtherewerefewifanyexpectationsonthem,asmanyofthetraditionalexpectationsofaclergyspousearegenderedfeminineandthereforenotconsideredappropriateforthesemen.Specifically,fewwereexpectedtocookforevents,leadUnitedMethodistWomen,singinthechoir,orworkwiththechildren’sprogram.Whileafewsaidtheytriedtohelpinthingslikecookingwhenasked,theywererarelyasked,andwerefarmorelikelytodoworkassociatedwithmales,likebuildingmaintenanceandlawncare.Somewantedprogramsandotherkindsofsupportfortheirinvisiblerole,whileothersenjoyedthe


freedomtoconstructtheirroleuniquelyandastheydesire.Onerespondentsaid,“AsamalespouseofafemaleUMCministerwithmyown26-yearcareeroutsidethechurch,Idon’treallyhaveanyneedsorexpectationsofsupport.”ThisistrulyanewgroupintheProtestantdenominationsthatordainwomen—onethatislikelytochangetheroleofclergyspouseforeveryone,menandwomenalike.Fornow,theylivewithambiguousornoexpectationsandtheysurprisepeople,whatevertheydo.Womenspouseswithfulltimejobsoutsidethechurcharestilloftenexpectedtobefullparticipantsintheirhusband’schurches,butthesemalespousesarenot,andasinthecasementionedearlier,itistheclergywomanwhoisexpectedtofillbothroles,ofclergyandspouse,preachingandcooking,counselingandcleaning—aformof“thesecondshift”(Hochschild1989),inwhichwomenworkbothoutsidethehomeformoneyandinsidethehomeforthefamily.Men,moretypically,workonlyoneshift,whilehelpingathome,butnotprimarilyresponsibleforwhathappensthere.

Alloftheotherresponseswerequitevaried,andoftenonlynotedbyonerespondent,buttherewereafewsmallpatterns.Therewereanumberofclergyspouseswhoarealsoclergythemselves,whothoughtthequestionnairewasineffectiveinassessingtheirexperiences,anditappearsthattheywerecorrect.Infact,becausetheythemselvesareclergy,weassumedtheywouldnothavethesameexperiencesofnon-clergyclergyspouses,andconstructedthesurveyaccordingly.Wewerewrongthough,assomereportedservingtheirownchurcheswhilealsobeingexpectedtofilltheroleofclergyspouseattheirpartner’schurch.Thisphenomenonseemedcommonenoughthatitprobablywarrantsfurtherinvestigation.

Therewerealsoafewpeoplewhoseemedangrytobesurveyedatall,sayingthingslike,“Whatwillyoudowiththeinformation…verylittleIsuspect,”or“Nothing.Thisquestionnaireisastupidwasteoftime,”oreven“TheUnitedMethodistChurchhasruinedmylife.Notthatanyofyoucare.Ihopeyouarehappy.”Thesewerefewandfarbetweenthough,andfarmorerespondentsthankedtheCommissionontheStatusandRoleofWomenforaskingabouttheirexperiences,suchasthis:“Thanksforasking!ThisisthefirsttimethatIhavefeltthatIreallymatteredwiththeUMCasaspouse.Blessyou!”

Finally,afewstoodaloneorwithjustafewothersrespondentswiththem,buttheyprobablyrepresentmorethanjustthemselves.Someofthemoreinterestingcommentswere:

“Wearealldifferent.”

“Beingclergyisnoteasyandbeinginasame-sexpartnershipmakesthatevenharder.Theoneplacethatshouldbeasanctuary(home,family,partnership)isfraughtwithpotentiallossofcall,ministry,safety,home,finances.”

“Iexpectthebestwaytocareforclergyspousesistotreattheappointedclergypersonwithcareandrespect.”

“ClergyspousesmusthavesomeroleintheirchurchbeyondsimplysittinginthepewonSunday.”

“Everyspouseofeveryperson,regardlessofvocation,haspressuresandconcerns.Ibelievesinglingoutclergyspousesassomedefinedgroupwithuniqueneedsiswrong.”

“IwishIhadthetrustneededtoanswerthisquestiontruthfully.”

“Itismuchbetterthanbeingthespouseofanincarceratedfelon.”


Conclusions and Recommendations

PerhapsthefirstquoteintheprevioussectionbestsummarizesthesentimentsofthespousesofUnitedMethodistClergy—theyarealldifferent.Someareveryhappyplayingthetraditionalroleofhelper/assistanttothepastor,whileothersresistthatroleandworkhardtocreatenewmodels.Othersarehappybecausetheyfeelfreetobethemselves,andfeelnoconfinementfromexpectations.Manyworkoutsidethehome,andseetheirroleasclergyspouseastrulysecondary,whileotherstrytostrikeabalancebetweenwhattheyseeastwoimportantroles—workandchurch,andoftenalsofamily.Olderspousesandchurchmemberstendtobemoretraditional,asdothoseoutsideofthesouth,butthemostnontraditionalspousesareoftenmale.Churchesaren’talwayssurewhattodowithamalespouse,sothesemenarecarvingtheirownniches,alsouniquetoeachone.Aswithwomen,someseethemselvesaspartnerswiththeirwives,andothersarebusyatwork,anddonotseetheroleofpastor’sspouseascentralatall.Thereisnosingleclergyspousemodel,astheremayhaveoncebeen,andthereisnoonekindofpersonfulfillingthosemanyroles.

Whilemanyspousesarehappywiththeirlivesinthechurch,therewereanumberofcommonconcerns,oftenvoicedwithgreatpainandpassion.Expectationsofchurchmemberscanfeeloppressive,ascanwhatseemslikeuncaringdictatesfromthedenominationalhierarchy.Thegreatestconcern,evenamongthosewhoareotherwisehappy,isaroundthelonelinesstheyfeel.Theyhavetroublemakingandkeepingfriendsforavarietyofreasons,andtheirspousesarebusytothepointofcompleteabsenceinsomecases.Therearenumerouschallengesaroundmoving,parsonages,andcompensation,whicharelikelytoposecontinuingproblemstoanincreasinglychallengingitinerantsystem.Itinerancymayhaveneverbeeneasy,butwhenthespouseisworkingajobthatisfulfillingandeconomicallynecessary,movingcanbeimpossible,andfamilyseparations(short-andlong-term)areoftentheresult.

TheCommissionontheStatusandRoleofWomentookupthisstudyofclergyspouseswithtwomajorgoalsinmind:toassessandunderstandthelivesandconcernsofUnitedMethodistclergyspouses,andalsotodiscernhowtheChurchmightbetterrespondtotheirconcernsandsupportthem.Thefullreportexplainsthefirst,soletusnowturntothesecondconcern—howcanTheUnitedMethodistChurchsupportthespousesoftheclergy?Thefollowingsuggestions,innoparticularorder,aretakendirectlyfromtherespondents.Whilesomeideasmaybemoredo-ablethanothers,surelyallshouldbeconsidered.

1. Makeclergyrelocations,notasdemands,butasoffers,whichcanberejected,evenifonlyonceortwice.Inthatway,clergyandtheirfamilieswouldfeelabitmoreincontroloftheirlives.Thisoccasionalvetorulecouldbeveryempowering.

2. Beintentionalaboutdiscussingspousalcareersandchildren’sneedswhenconsideringmoves.Althoughthismayhappeninmostsituations,manyspousesarenotawareofit.

3. Createasystemforexcellentcareofparsonages,andlooktowardtheeliminationoftheparsonagesystemoverall.Whileparsonagesmaybelessexpensiveforthechurch,especiallyinareaswherehomepricesarehigh,andtheymakeiteasierforclergytorelocatequicklyandoften(somethingthesespousesdonotwant),theyalsomakeforasenseof“homelessness”forclergyfamilies.Helpingclergyrentorbuyhomeswouldgoalongwaytowardcounteringthefeelingofneverbeing“athome.”

4. Instituteadenomination-wideschedulewherebyclergywouldbeexpected,orevenrequired,totaketwodaysoffeachweek,andtaketheirfullvacations.Ingeneral,betterattentiontothemaintenanceofclergy’spersonaltimewillpositivelyimpacttheirspousesandfamilies.


5. Betterconflictresolutionskillsshouldbetaughttoandreadilyusedbyclergyandcabinetleaders,suchthatlocalchurchconflictsarecontrolledquicklyandeffectively,beforepeopleareharmed.Clergyspousesreportpainatwatchingchurchmemberstreattheirpartnersbadly,andtheyfeelpowerlesstorespond.Suchconflictsarealltoocommonandmanycouldbemanagedmoresuccessfully.Whilemuchofthisisdependentonthecompetenceoftheclergypersonhim/herself,resourcesfromthedenominationandsupportfromcabinetscouldbehelpfulaswell.

6. Atintroductorymeetingsbetweenchurchesandclergy,allpartiesshoulddiscusstheirexpectationsregardingthepastor’sfamily,withtheprimarypurposeoflettingtheclergyspousenamehis/herdesiresregardingattendance,leadership,roleexpectations,andsoon.Itshouldalsobeovertlystatedthatspousesandchildrenareallowed,orevenencouragedtoattendotherchurches,ornoneatall.Ingeneral,thespouseandchildrenmustbeempoweredtosettheirownboundaries,astheyshouldnotbeconsideredunpaidemployeesofthechurch.Althoughmanyenjoyservinginanemployee-likecapacity,manydonot,soeachpersonmustbeallowedtocommunicatehis/herdesiresinthatregard,andanyprecedentssetbypreviousspousesmustbediscardedwitheachnewappointment.

7. Conferenceordistrict-wideeventsormeetingsforclergyspousesshouldbeoffered,knowingthatallspouseswillnotbeinterested.Sucheventsmustbeintentionalinfocusingbroadly,beyondthetraditional“stay-at-home,clergywife/assistanttothepastor”model.Theymustalsobeofferedatvarioustimesandplaces,takingintoaccountthebusyworkandfamilylivesofmostspouses.Forexample,weekendretreatsmightappealtosome,butmanymorewouldbeabletoattendadinnerwithashortprogram,focusedonconversationbetweenspousestoaddressthewidespreadissueofisolationandloneliness.

8. Compensationforclergymustbeimprovedasmuchaspossible,especiallytoreflectthelevelofeducationrequiredandthetimecommitmentgiven.Thisisaprofessionalposition,andshouldbecompensatedassuch.Noclergyfamilyshouldqualifyforfoodstampsorotherpoverty-relatedbenefits.Thismayrequirethepainfulclosingofstrugglingchurchesortheconsolidationofsmallcongregations,orotherlarger-scaleorganizationalshifts,buttheembarrassinglylowsalariesforsomeclergycontributestoasignificantmoraleproblemformanyspouses.Spouses,eventheleastinvolvedamongthem,wanttofeelthattheirclergypartnersareappreciatedbythechurch.

9. Spousesthemselvesshouldalsoworktowardtheeliminationofuniversalexpectations,asindividualsandasagroup,totheextentthattheyarewillingtoorganize.Forexample,somesaidthatallspousesshouldbecalledtotherole,whilemanyotherswoulddisagree.Thedenominationcandomuchmoretosupportitsclergyspouses,butthespousesthemselvesareinthebestplacetomaketheirdesiresknown.Malespouses,inparticular,whohavebeenfacedwithfewifanyexpectations,havebeenleadinginsettingnewstandardsinsomeways,butmoreasindividualsthanasagroup.PerhapsTheUnitedMethodistChurchcanprovidesomeorganizationalbeginningsforclergyspousestogatherandasserttheiropinions,astheyhaveinthissurvey,towardtheultimateendofseeingthemasmanyandvariedindividuals,someofwhomloveTheUnitedMethodistChurchandwanttobefullyinvolved,andsomewhodonot.

Thereislittleanyonecansuggestthatwillmeettheneedsofallspouses,butifthecentralfocusofalleffortsisontreatingclergyspousesasuniquepersonswithmanyvisionsoftheirroles,bothinsideandoutsideofthechurch,progresswillbemade.Asonespousesaid,“WeneedtobringTheUnitedMethodistChurchintothe21stcenturybyre-evaluatingtheclergyfamily.”Thisstudyisonemajorstepinthatdirection.


Literature Review: Characteristics of Toxic Churches DukeUniversityCenterforSpirituality,TheologyandHealth;September2009

A Two Page Primer on Toxic Churches

Thesetwopagesprovideaquickandaccessibleintroductiontotheconceptoftoxicchurchesinthecontextofclergyhealth.Itisorganizedusingquestionsasawaytointroducerelevantissues.Followingthisshortintroduction,thereisalongerdocumentwithmorein-depthcitationandreferencingofliteratureandresourcesconcerningtoxicchurchesandthehealtheffectsonclergyofsuchenvironments.

Therearetwomeaningsofthephrase“ToxicChurches”inthehealthandsocialscienceliterature.1) An organization in which the collective/cumulative effect of multiple stressors of a disconsonant

nature intrude upon the relationship of a clergyperson and a congregation resulting in dissatisfaction for both parties and very often, health consequences for the clergyperson.

2) An organization that has lost focus from its traditional foundations and misappropriated a marketing/business approach to attract congregants; very often an organization in which the focus is on works, in which “doing” is much more important than “being”. In this instance, both clergy and congregation are focused in the same direction of organizational promotion. Over time, it is possible for both congregants and clergy to be exploited in the allegiance to “doing” thereby demonstrating the practical (arguably, secularized) value of faith and church participation. Worship for the glorification of God and education to nurture spiritual formation and health among congregation members is lost as foundational foci for the organization. This environmental tenor can be insidious.

TheformerconceptismostcongruentwiththemissionoftheChurchSystemsTaskForceinitsfocusonwhatTheUnitedMethodistChurchmightstructurallyundertaketoimproveclergyhealthandwell-being.1)Canthekey/criticalcharacteristicsoftoxicchurchesbearticulated?

No set of characteristics of a toxic church seem to be universal. What may be a toxic environment to one clergyperson may not be to another.

What can be said of toxic environments is that there is disconsonance between the pastor and the congregation. Matching of clergy strengths and congregational needs in the appointment process can go a long way toward fostering a healthy relationship between clergy and congregation. Functional congregations have in common: i. support for clergyii. balance of clergy influence and congregational autonomyiii. openness of the congregation to the clergyiv. community involvement by clergyv. church goals/policies rooted in theology and tradition.

2)Howwouldthesecharacteristics/elementsmatchwithaclergyperson’scharacteristics/behaviors? There is little specific research assessing and detailing characteristics of both church environments

and the pastors for whom it is toxic. Mueller and McDuff (2004) observed in one sample of clergy, pastors who were more theologically and socially liberal than their congregation were significantly less satisfied than those whose beliefs were matched more closely with the beliefs of their parishioners. Other factors include gender, ethnicity, age, salary satisfaction, church size and location [small metropolitan and large urban congregations engender less satisfaction compared to small rural churches (Nelsen and Everett 1976)].


3)Whataresomeofthe“remedies”forclergytodealwithatoxicchurch? Clearly some methods brought in from program planning may be of merit here. Identifying an

organizational mission and how clergy and congregation can work together to pursue a common purpose would be foundational cornerstones in efforts to “turn the ship about” or foster an attitudinal “sea change”. This means asking the right questions of the right people; to be willing to ask the hard questions—why something is the way it is.

As a corollary to this program planning approach, congregations for which the focus remains on doctrine (particularly justification by faith and the role of mission) and that nurture a loving and supportive environment are more likely to be able to foster the characteristics of functional congregations noted above.

4) ItseemsthattheSPRChassomeroletoplayinatoxicchurchsituation.CantherolebedescribedintermsofboththeSPRC’spositiveinfluence(partoftheremedy)andnegativeinfluence(partofthecause)?

Where the SPRC is supportive of characteristics of functional congregations, their role can be invaluable. By the same token, if the SPRC lacks confidence in the ability of the clergy to address the needs of the congregation, this can surely be detrimental.

5)Doweknowiftoxicchurchescausepeopletogoondisability,toseekextensionministries,toexitministry?

There is some evidence that toxic churches lead pastors to desire to exit the ministry (Nelsen and Everett, 1976) or to change churches (Wildhagen, Mueller and Wang, 2005) but nothing explicit re: disability. This suggests an opportunity to do some qualitative work with people on disability or who have left the ministry to find out why.


Literature Review: Characteristics of Toxic Churches

Thereareavarietyofissuesthathavebeenshowntoplaguetherelationshipsbetweenministersandtheirparishioners.Theseissuescanleadtoemotionalexhaustion(Miner2007;Doolittle2007),stress(Weaver,Flannelly,Larson,Stapleton&Koenig2002),clergyfamilialproblems(Frame&Shehan1994;Darling,Hill&McWey2004),andthedesiretoleavetheministry(Nelsen&Everett1976)orcurrentchurch(Hang-yue,Foley&Loi2005).Theissuesmaymanifestthemselvesinavarietyofwaysincluding:• Opennessofcongregation;• Communityinvolvement;• Congregationalgenerosity;• Congregationalsupport;• Authorityofclergywithinchurch;and• Roleofclergywithinthechurch.

Thedegreetowhichthecongregationisopentotheminister’sideasseemstohaveaneffectontherelationshipsbetweenapastorandhis/herparishioners.NelsonandEverett(1976)havesuggestedthatparishioners’“willingnesstostudyandbetrained”hasanimpactonclergysatisfaction.Ithasalsobeenfoundthatcontroversialsermontopics,stances,andviewsondoctrineleadtoquarrelsbetweenparishionersandministers(Mitchell1967)suggestingthatcongregationswhosemembersaremorewillingtoconsideranddiscussideasdifferentfromtheirownwouldbemoresupportiveofandopentoagreaternumberofclergy.

Thecommitmentbyclergyandparishionerstocommunityinvolvementmaybeanindicatorofthetoxicityofthechurch.Ministerswhoareinvolvedintheircommunitiesarelesslikelytobesearchingforotherjobs(Wildhagen,Mueller&Wang2005),andmembers’desiretosharetheirwitnessincreasesclergysatisfaction(Nelson&Everett1976).TheBook of Discipline of The United Methodist Church alsoencouragescommunityinvolvementandsharingthegospel(¶122)aspartoftheprocessofcarryingoutthemissionofthechurch.

Windhagenetal.(2005)foundthatministersarelesslikelytosearchforotherjobsiftheyfeeltheyarebeingcompensatedfairlyfortheworktheydo,andalargechurchbudgetdecreasesthelikelihoodthataministerissearching.Mitchell(1967)foundthatboththeyoungestandoldestmembersoftheclergyreceivethelowestsalaries,possiblyleadingtoaperceptionofunfaircompensation.Theseassociationsmayreflectarelationshipbetweentheleveloftithingandageneralsenseofgenerositywithinacongregationandthemembers’relationshipwiththeclergy.

Congregationalsupportwasalsofoundtobeasignificantfactorintheclergy-congregationrelationship(Windhagenetal.2005).Thisfindingholdsnosurprise,anditisnotaleaptoassumethatanunsupportiveattitudewouldcontributetothelevelofopenness,generosity,andcommunityinvolvement.

Anotherissuerelatedtocongregationalsupportforclergymaybethelevelofauthoritygiventotheclergy.Chaves(1994)hassuggestedthatsecularizationisnotdecliningreligionashasbeentheorizedbutthat“secularizationisbestunderstood…asthedecliningscopeofreligiousauthority.”HesaysevidenceofthisdecliningauthorityhasbeenseenintheUnitedStates.Rassieur(1982)suggeststhatweakenedauthorityinthechurchmayrelatetolowselfesteem(citedinMiner,Sterland,&Dowson2006).Mineretal.suggestthattheauthoritygiventoclergybyindividualsisdecliningandisevidencedbyindividuals“shoppingaround”forchurches(citingWhetham&Whetham2000)andresultsinclergyworkoverload(citingWillimon1989).Furthermore,MuellerandMcDuff(2004)foundthatautonomyandparticipationindecisionmakingincreasedjobsatisfactioninasampleofclergy.MineretalhavedevelopedtheOrientations to the Demands of Ministry Scalethatmaybeuseful


infutureresearchonclergy.Congregationswhodonotvalueclergyauthoritymaynotbeallowingtheministertoliveouthis/herroleasdescribedintheBook of Discipline:“OrdainedministersarecalledtointerprettotheChurchtheneeds,concerns,andhopesoftheworldandthepromiseofGodforcreation”(¶138).Thislimitationwouldlikelybeamajorcauseofstressfortheclergy.

Theroleorrolesthatclergyassumewithintheircongregationsmayalsocontributetotherelationshipthatheorshehaswithparishioners.Differentcongregationshavedifferentexpectationsofpastors,andtheseexpectations,aswellasthefitoftheseexpectationswithclergy’sideasandgifts(Wildhagenetal.2005)haveanimpactonclergy’ssatisfaction.Conflictsaboutadministrativetasksseemtocausemuchunrestinthepastor—parishionerrelationship(Mitchell1967)asdoestheexpectationforministerstocounseltheirparishioners(Mitchell1967;Rolfe1985).RolfesuggeststhatthisroleofministeraspsychotherapistmayleadtodecreasedopportunityforclergytoexperiencefriendshipwithinthecongregationanddecreasedcontactwithparishionersinvolvingChristianeducation,serviceopportunities,spiritualgrowth,andchurchdoctrineandtradition.Clergymaybeexpectedtotendtoparishionersduringalltimesoftheday,includingtimestraditionallyspentwithfamilyandfriends(Rolfe).Thisexpectationisassociatedwith“intra-familystrains,”amajorsourceofstressforbothclergyandtheirspouses(Darling,Hill&McWey,2004).

Severallargerissuesmaycontributetothestressorsdescribedabovewhichcancreateatoxicchurch.Theageofaministerisrelatedtoseveralfactorsthatinfluencetheminister’slevelofsatisfactionincludingsalary,therelationshiphe/shehaswithparishioners,theroleassumedwithinthechurch,andthetendencytobringupcontroversialissues(Mitchell1967).Sizeandlocationofthecongregationseemstobeimportant:ministersservingsmallmetropolitanchurchesandlargeurbanchurchesseemparticularlyunsatisfied,andministersservingsmallruralchurchesareespeciallysatisfied(Nelsen&Everett1976).Therefore,moreresearchneedstobedonetoclarifythecharacteristicsofsmall,moderateandlargechurchesinurban,metropolitanandruralareasinordertoexaminetheirdefiningcharacteristics.Amismatchbetweenclergyandparishionersshouldalsobeexaminedinmoredepth.MuellerandMcDuff(2004)foundthatinonesampleofclergy,pastorswhoweremoretheologicallyandsociallyliberalthantheircongregationsweresignificantlylesssatisfiedthanthosewhosebeliefswerematchedmorecloselywiththebeliefsoftheirparishioners.Theseissuesmaybeunderlyingcausesforpoorcongregationalsupport,thelevelofclergyauthority,lackofrelationshipwithparishionersandotherdisagreements,butmoreresearchisneededtodeterminethenatureofthesepossibleassociations.

JohnSetser,authorofBroken Hearts, Shattered Trust,andothers,however,believethatleaders(i.e.pastors)perpetuate,ifnotbegin,theprocessofacongregationbecomingatoxicchurch.BillJacksonprovidesasummaryofToxic FaithbyStephenArterburnandJackFeltoninwhichatoxicfaithisdescribedasanaddictioninwhichtheleaderofatoxicfaithsystemisa“Persecutor”whoclaims“aspecialpipelinetoGodwhichplacesthematalevelabovealltheothersinthechurch.”Thislanguagemaycastthepastorastoomuchofavillainformostsituations,butthedescriptionoftheactivechurchmemberastheenablermayhitclosertohome.“Theyaregettingtheirworthservingsomething‘significant’….Theyhopeforbutareafraidtoworkforchange.Instead,theyworklikebeastsofburdenbecausetheyfeelresponsibleforeverything.”InablogbyMelanieDobson,ShelleyBatesdescribestheheroineinherbookassufferingfrom“theinsidioustoxicityknownas‘salvationbyworks.’”Batessaysthat“oneofthehallmarksofatoxicchurchisanemphasisonworkingone’swaytosalvationinsteadofrejoicinginthegracethatisoursbecauseofthesacrificeofJesus.”ThisisofcourseindirectcontradictiontothedoctrineofTheUnitedMethodistChurchwhichsays,“WeareaccountedrighteousbeforeGodonlyforthemeritofourLordandSaviourJesusChrist,byfaith,andnotforourownworksordeservings”(Book of Discipline,¶103,ArticleIX).


Accordingtothediscussionabove,functionalcongregationsseemtohaveseveralthingsincommon:congregationalsupportfortheclergy,abalanceofclergyinfluenceandcongregationalautonomyoncommitteesandindecisions,opennessofthecongregationtotheclergy,communityinvolvement,andchurchgoalsandpoliciesrootedintheologyandtradition.Clergyandcongregationsshouldstrivetobuildrelationshipswiththesecharacteristicsandtomaintainfocusonchurchdoctrinessuchasjustificationbyfaith,beingamissionalchurch,andclergyauthorityamongothers.Mollenkott(1993)suggeststhatifwetakeMicah6:8toheartandthatifthestructureofthechurchsupportsitsmission,“each[church]mustberestructuredinsuchawayastodojusticetoeveryone,tolovekindnesstowardeveryone,andtowalkhumblywithourGodwithineveryone.”Thislovingandsupportivemodelofachurchmustalsoapplytotherelationshipbetweenthecongregationandtheclergy.


Occupational Stressors Comparison CenterforHealth,GeneralBoardofPensionandHealthBenefitsofTheUnitedMethodistChurch;September2009

Summary of Findings

Clergysharemuchincommonwithother“helping,healing,caring,teaching”occupationswhenexaminingstressorsandstressremediation.• Clergyconsistentlyrankhighintermsofjobsatisfaction,generalhappinessandtheprestigeofthe

profession—yet,clergystressandburnoutareoft-citedinstudiesassociatedwithclergyhealthandwell-being

• Clergy,however,sharesimilaroccupationalstressorswithothersinthe“helping,healing,caring,teaching”occupations

• Occupationalstressmaybeviewedthroughtwomodels;clergyemanatesfromboth:– Demand-Control(DC)—emphasizesadistinctcombinationofjobcharacteristics[e.g.,decision

authority,skillsdiscretion,jobdemands(physicalandpsychological)]– Effort-Reward(ER)—focusesontheimbalancebetweeneffortsspentandrewardsreceived

• Occupationalstressmanifestsitselfinavarietyofways;clergyarenotuniqueintermsofsomeofthemanifestationofstress(e.g.,burnout,work-familyconflict,depression,maritalstress)althoughsomemanifestationsarelessprevalent(e.g.,jobdissatisfaction,turnover,absenteeism,jobinsecurity)

• It’sinstructivetolearnfromsimilarprofessionswhatinterventionstheysuggestforstressremediationsuchas:– Supervisor/managerialsupport– Colleaguesupport– Counseling– Timeoff/vacationtime


Comparative Tables

Tablesbelowcomparestressors,manifestationofstressandremediationofstressbyoccupation.

Stressors by Occupation

Occupational Stressors Clergy Teacher Social Worker

Physician Nurse Professor

ChallengeoftheJob X X X X X X

Expectations X X X

JobAutonomy X X X

RoleAmbiguity X X X X

RoleConflict X X X

LongHours X X X X X X

Workload X X X X X X

Competing/MismatchofValue X X X X X X

LackofPromotionOpportunities X X X X X

HighClient(Patient/Student)toCaregiver/TeacherRatio

X X X X X X

LackofFinancialRewards X X X X X

GraduateSchoolDebt X X X X

DealingwithLifeandDeathorDifficultIssues

X X X X

ChangesinStaffingPatterns* X X X X X X

* For example, increased use of unlicensed assistive personnel in nursing, adjunct professors at universities, teacher’s aides in schools

Notes:• Itemsinrandomorder.• Astressorisa“demand,situationorcircumstancethatdisruptsaperson’sequilibriumandinitiates

thestressresponseofincreasedautonomicarousal,”SocialWork,StressandBurnout:AReview,JournalofMentalHealth(2002)11,3,p.256.


Manifestation of Stress by Occupation

Stress Manifestation Clergy Teacher Social Worker


Turnover X X

Burnout X X X X X X

JobDissatisfaction X X

Absenteeism X X X

Lossof/ReducedPersonalAccomplishment

X X X X

MismatchBetweenWorkerandtheJob

X X X X

UnableorFeelsUnabletoControlWorkConditions

X X X X X X

Depression X X X X X

Work-FamilyConflict* X X X X

MaritalStress X X

JobInsecurity X X X

* Work perceived as interfering with family can also be perceived when family is interfering with work.

Notes:• Itemsinrandomorder.• Burnout,accordingtotheMayoClinicisdefinedas:Burnoutisastateofphysical,emotionaland

mentalexhaustioncausedbylong-termexposuretodemandingworksituations.Burnoutisthecumulativeresultofstress(www.mayoclinic.com/health/burnout/WL00062).

www.mayoclinic.com/health/burnout/WL00062


Remediation of Stress by Occupation

Potential Stress Mediators Clergy Teacher Social Worker


Supervisory/ManagerialSupport X X X X X X

Remuneration X X X

PromotionalOpportunities X X

Counseling X X X X X X

JobClarity X X

FlexibleSchedules/FlexibilityofWorkHours

X X X X

Systemof"Coverage"fortheCaregiver/Provider

X X X X X

SpousalSupport X X X X X X

ColleagueSupport X X X X X X

NumberofHoursWorked X X X X X

TimeOff/VacationTime X X X X X X

Note:• Itemsinrandomorder.

Similarities and Differences

Thereisasimilarityofmanyofthestressorsgenerallyassociatedwiththe“helping,healing,caring,teaching”occupations.Occupationalstressleadstomentaland/orphysicalhealthproblemsandtypicallyhasanegativeimpactonsatisfactionwithlife.Clergy,though,reporthighjobsatisfactionandgeneralhappiness;teachersalsoreporthighjobsatisfaction.Additionally,clergyareamongseveralofthe“helping,healing,caring,teaching”professionsthatrankhighinprestigealongwithnurses,doctorsandteachers.

Highjobstrainhasbeenassociatedwithgreaterprevalenceofthreeformsofdepression(majordepressiveepisode,depressivesyndromeanddysphoria[anemotionalstatemarkedbyanxiety,depression,andrestlessness]forindividualsworkinginoccupationswithhighpsychologicalstrain(highpsychologicaldemandsandlowdecisionauthority)["Psychosocialworkenvironmentanddepression:epidemiologicassessmentofthedemand-controlmodel";American Journal of Public Health,2000Nov;90(11):1765-70].Thisassociationwasfoundtobestrongerforwomen.Formen,beingunmarriedwasthestrongestassociation.


Interestinglyandtoadegree,similarly,theChurchBenefitsAssociationsurveyofUMCdataindicatedthefollowingassociationsforjobstress:• Antidepressantclaimsdeclinewhenjobstressdecreases• Femaleclergyexperiencehigherlevelsofjobstressthanmaleclergy• Unmarriedclergyexperiencehigherstressthanthosewhoaremarried

Occupationalstressisoftenviewedthroughtwomodels:• Demand-Control(DC)—emphasizesadistinctcombinationofjobcharacteristics(e.g.,decision

authority,skillsdiscretion,jobdemands[physicalandpsychological])• Effort-Reward(ER)—focusesontheimbalancebetweeneffortsspentandrewardsreceived

["Psychosocialstressanddiseaserisksinoccupationallife.Resultsofinternationalstudiesonthedemand-controlandtheeffort-rewordimbalancemodels";Bundesgesundheitsblatt Gesundheitsforschung Gesundheitsschutz(articleinEnglishfromGerman);2008Mar;51(3):305-12]

SeveraloftheprofessionsseemtohavestressassociatedwithDCandER:

Occupation Demand-Control (DC) and Effort-Reward (ER) Stress

Mostly Effort-Reward (ER) Stress

Clergy X

Teacher X

SocialWorker X

Physician X

Nurse X

Professor X

Acrossmanyoccupations,workoverloadandirregularworkschedulesarepredictorsofwork-familyconflict—which,inturn,canberelatedtopoormentalhealthandnegativeorganizationalattitudes["Nurses’workdemandsandwork-familyconflict:aquestionnairestudy";International Journal of Nursing Studies; 2008Sep;45(9):1366-78].Moreover,low“global”satisfactionwithpsychosocialworkconditionsisassociatedwithincreasedlevelsofsicknessabsence.Givenclergytypicallyreporthighjobsatisfaction,itisnotsurprisingthatabsenteeismwouldberelativelylessprevalentthanforotheroccupations.

Eachprofessionhassomeaspectsofoccupationalstressthatmaybeunique;forexample:• Clergy—Veryhighroleexpectations;needtokeepsomedistancefromthosetheyserve;isolation;

longhours• Teachers—Parentintrusion;largeclasssizes;lowachievementstudents• Nurses—Littlepowerorcontrolinaphysician-dominatedauthoritystructure;shiftwork;work

overload• SocialWorkers—Littlecontroloverthenatureandlengthofcontactswithclients;thevalueplaced

byothersontheirwork(workcolleaguesandthepublic)


• Physicians—Inherentuncertaintyinvolvedinpatientcare;challengesofcontemporarymedicalpractice

• Professors—“Publishorperish”pressures;increasingimportanceofstudentevaluation

Yet,clergyhavemuchincommonintermsofspecificoccupationalstressorswith,inparticular,socialworkerssuchas:• Competingvalues/philosophybetweenadministratorsandthesocialworker/clergyperson• Rangeofexpertfunctionsrequestedtobecarriedout• Theneedtobehelpfulisaprimarymotiveinthechoiceofprofessionandthisneedcaneasilylead

tooverinvolvementwithpatients/parishionerstherebycontributingtostress• Facingeverincreasingpressuresastheproblemstheydealwithreflectthesocietalchangesand

theincreasingstressofeverydaylife• Littlecontroloverwhomtheysee• Lowremuneration

ClergyintheUMChavetheadditionalstressofitineracy—movingtoanewneighborhoodisastressful,anxiety-filledexperience;theotherprofessionsidentifiedheredonothavethisstressorasanintegralpartoftheiroccupationeverythreetofiveyearsorso.Ontheotherhand,aguaranteedappointmentoffersanaspectofjobsecurity—whichminimizesstress—nottypicallyfoundinotherprofessions.

Additionally,thelinkbetweenpromotionalopportunitiesasitwereandtheappointment-makingsystemisuniquetoUnitedMethodistclergy.Newappointmentsarenotalwaysgreetedasa“stepup”.Clergysitealackoftransparencyinhowappointments—andpromotions,forexample,to“bigsteeple”churches—aremade.

Yet,manyoftheotherprofessionsdonotnecessarilyhave“careerpaths”thatareconducivetoeasyand/orrapidadvancementwithintheparticularoccupation.Consider:• Howmanyteacherswhomightbeinterestedinbecomingaprincipalhavetheopportunitytodoso?• Howmanyassociateprofessorsareabletobecomeassistantprofessorsorfullprofessors?• Howmanysocialworkersarepromotedtomoredecisionmakingsocialworkpositions?• Howmanynursesareabletoadvancetobecomeshiftsupervisor?

Response to Stressors

Remediationmeasuresarecrucialtomanagingoccupationalstress.Someofthemeasuressuggestedbytheoccupationalstressliteratureinclude:• Reduceexcessiveworkload• Reduceirregularschedules• Ensuremanager/supervisorsupport• Haveregularsupervision• Providecounseling• Participateinpeersupportgroup• Allowflexibilitytojugglepersonal,familyandspiritualneeds• Designinterventionstoreduceemotionalstressanddepression

Interventionscanbegroupedinto1)person-directedsuchascognitive-behavioral,relaxation,andtherapeuticmassage;and2)work-directedsuchassupportfromcolleagues,participatoryproblemsolvinganddecisionmaking,attitudechangeandcommunication,andchangeinworkorganization.


Successfulinterventionsthatimprovepsychologicalhealthandlevelsofsicknessabsenceusetrainingandorganizationalapproachestoincreaseparticipationindecisionmakingandproblemsolving,increasesupportandfeedback,andimprovecommunication.ThismightbeparticularlyinstructivewheninteractingwithSPRCs.Inaddition,clergyoftencitetheuseofcontinuingeducationasamediatingfactortostress.

Implications for Clergy

ItisimportanttounderstandthatmanyoftheoccupationalstressorsforclergyarenotuniquetotheclergyprofessionalthoughtheuniquenessoftheUMCitineracyandappointment-makingsystemswhichcanexacerbatetheworkplacestressforUnitedMethodistclergyisrecognized.RemediationmeasuressuggestedfromotheroccupationscanbeinstructiveforpossibleUMCemploymentsystemchangesassociatedwithareassuchas:employmentsystemchangesassociatedwithareassuchas:• Supervision—supportive,openandmeaningfulrelationshipwithDS• Mentoring—regular,meaningful,effectivecommunicationbetweenmentorandmentee;goodmatch

betweenmentorandmentee• Educationandpreparation—includeconflictmanagementtrainingandleadershiptrainingin

seminaryandcontinueincontinuingeducation• Appointment-making—betteralignmentofskillstoworkconditions• Itineracy—forminimizationofwork-familyconflict• Timeoff/timeawayforrecreation—lifebeyondchurch• Strengthenedparticipationindecisionmakingandproblemsolving—particularlyusefulregarding

SPRCandcongregationalmatters• Social/peersupport—covenantgroups,supportgroups,accountabilitypartners• Flexibilityfortimeforspiritualnurturingandgrowth—Sabbathtime,retreats• Counseling/coaching—constructivetospeakwithothersaboutthepressuresandstresses

Genderdifferencescanexistforpsychosocialstressors;thus,thissuggeststhatsomestressorsfacedbyclergyaffectmaleclergydifferentlythanfemaleclergyalthoughanyremediesthatreducetheoccupationalstressshouldbenefitbothgenders,someinterventionsmightbegender-focused.Recommendationsandinterventionsshouldbepositedwithanunderstandingthatoccupationalstresscanstemfromeitherand/orbothDemand-ControlandEffort-Reward“imbalances”.Recommendationsandinterventionsneedtoaddressbothperson-directed(personal)andwork-directed(systemic)remediesforimprovingclergyhealth.Clergyhavecharacteristicsofthecongregationalsettingthatcanbestress-producing.Interestingly,clergystressmaynotbeasrelatedtocongregationalsizeas,forexample,classroomsizemaybeforteachersandprofessors.

Likemostprofessions,stressandsatisfactionforclergyaresignificantlyrelatedtoworkinghours,salaryandbenefits—butforclergyitisalsostronglyrelatedtocharacteristicsofthecongregation’sfunctioningincluding:• Congregation’smorale• Thepresenceofconflict• Lackofasharedunderstandingoftheroleofthepastor• Problemswithotherstafforlayleaders• Matchintermsoftheviews(e.g.,theologicallyandsocially)oftheclergypersonandparishioners

Interpersonalconflict,relationshipsbetweenclergyandlaityandconflictoverleadershipstylearegreaterstressorsforclergythan,forexample,conflictoverprogramsandbuildingsandevenchanges


inworshipormusicstyle.Thus,thematchbetweenclergyandcongregationswouldseemtobeimportantforminimizingclergystress.

If,ingeneral,clergycanexertagreatdealofcontrolovertheirworkingconditions,perhapswheninterpersonalrelationsgoamissorwhenclergyandlaityareinconflictoverleadershipstyles,clergyperceivealossofcontroloverhowtheydotheirjob,causingsignificantstressinasituationthathadbeenmanageableupuntilthatpoint.Hencetheneedfortraining(e.g.,leadership,conflictmanagement,communications)toequipclergytodealconstructivelywithconflictisimportantbecausechurchconflict,especiallyinterpersonalconflict,appearstobehighlyrelatedtostress.Consider,too,thatsinceclergyworklargelywithvolunteersandstaffmemberswhosemotivationsoftenresemblethoseofvolunteers,traininginworkingwithvolunteersmayalsobeuseful.

Nearlyallofaclergyperson’slifeisspenton-thejob,eitherformallyorinformally;thus,problemsintheworksetting,whentheydooccur,havethepotentialtooverwhelmalloflifetoanextentthatismuchgreaterthanforotherprofessions.Allclergyneedtobeencouragedtotakeregulartimeawayfromthechurch,developotherinterestsandhavefriendsoutsidethechurch.Churchleaders(SPRC)needtobetoldoftheimportanceofsuchactivitiesforthelong-termwell-beingoftheirclergyandtheircongregationsandencouragedtoholdtheirclergyaccountableforhavingandusingtimeoff.DSsneedtoholdclergyaccountablefortakingtimeoff.Thespouseoftheclergypersonneedstobepartofthesolutiontoaddressstress.

Clergy Stress

Congregation/Local Church Leadership

Functioning

Effort-Reward Stressors

Demand-ControlStressors

Clergy Stress Reduction

Healthier, More Vital Clergy

Systemic Interventions (Work-Directed)

Personal Interventions (Person-Directed)

Sources of Stress

Responses to Stress


Sustainability Advisory Group: Final Report SustainabilityAdvisoryGroupofTheUnitedMethodistChurch;May2009

Executive Summary/Overview

TheGeneralBoardofPensionandHealthBenefits’March2009ConferenceForumwithconferencebenefitsofficers(CBOs)beganaconversationonthechallengesinfundingfuturepensionbenefits,exacerbatedbytherecenthistoricdownturninthefinancialmarkets.

AstrongconsensusemergedthatTheUnitedMethodistChurch’sbenefits,compensationandinfrastructureintheU.S.areneitheraffordablenorsustainable.Asanoutcomeofthisdiscussion,theSustainabilityAdvisoryGroup(SAG)wasformedtoexaminetheunderlyingimpactsofbenefits,compensationandinfrastructureonChurchfinances.Thisdedicatedgroupofvolunteersrepresented15conferences.StafffromtheGeneralCouncilonFinanceandAdministration(GCFA)andtheGeneralBoardofPensionandHealthBenefits(GBPHB)providedsupporttoSAGandparticipatedinthediscussion.

Theinitialpensionfundingconversationexpandedtoadiscussionaboutclergybenefiteligibility,guaranteedappointmentsandlocalchurchsustainabilitywiththegrowingrealizationthatallChurchsystems,includingfinancialsystems,areconnected.SAG’smissionwastostudy,shareandofferobservationsontheUMC’sinfrastructure,ministriesandworkforcecompensationwiththreecriteriainmind:adequacy,affordabilityandsustainability.

SAG’seffortswereguidedbytheUMCmission—tomakedisciplesofJesusChristforthetransformationoftheworld—andtheneedforthefinancialsustainabilitythatitdemands.SAGlookedatbothministriesandfinancesbytakingadenominationalperspectiveandaholisticapproach.

SAGreleasedaninterimreporttotheCalltoActioncommitteeinSeptember2009.

This final report includes consensus opinions from SAG members, but not necessarily the views of their respective conferences or general agencies. Dissenting opinions are also provided to further illustrate the rich and diverse perspectives shared during SAG meetings and open discussions.

ThreeteamswereformedtofulfillSAG’sbroadmission,focusedonbothshort-termandlong-termsolutions.Thethreeteamsandtheirareasoffocuswere:

1.Ministries, Infrastructure and Systems:analyzingandunderstandingcurrentinfrastructurecosts,assessingconferenceandlocalchurchincomeandexpenses,andidentifyingareaswhichappearedtobeoutofalignmentwithproductiveandsustainableuseoffinancialresources.

2. Future Workforce Compensation:salariesandbenefits(particularlyretirementbenefits)thatwouldbeadequate,affordableandsustainableintothefuture.

3.Current Compensation and Impacts:currentlifetimecostsofclergy(includingcompensationandbenefits).

ToobtainacopyofthefullSustainability Advisory Group, Final Report,pleasegoto:http://www.umc.org/sagreport2010.

Note: This concluding Sustainability Advisory Group (SAG) report includes consensus opinions from SAG members, but not necessarily the views of their respective conferences or general agencies.

http://www.umc.org/sagreport2010


UMC Call to Action: Vital Congregations Research Project (Towers Watson), Findings Report for Steering Team—Highlights for Church Systems Task Force CenterforHealth,GeneralBoardofPensionandHealthBenefitsofTheUnitedMethodistChurch;July2010

Drivers of Congregational Vitality

Thefourkeydriversofvitality(shownbelow)arefairlyconsistentacrossdifferenttypesofchurches:

OfinterestforpotentialalignmentwiththeCSTFfactorsisthe“pastor”driverofvitality;thisencompasses:• Leadershipeffectivenessand• Lengthofappointment.

Small Groups and

Programs

Number of GroupsChildren and Youth Programs

••

Worship Service

Mix of traditional and contemporarySpecific aspects

•

•

Lay Leadership

EffectivenessSpecific programs and involvement

••

Pastor

Excellence in key attributesAppointment length

•

•

Indicators of

Vitality


Leadership Attributes

Thefourkeyleadershipattributesofpastorsthathavestrongerimpactonsomeofthefactorsofvitalitythanothersare:• Focusingondeveloping,coachingandmentoringtoenablelaityleadershiptoimprove

performance;• Influencingtheactionsandbehaviorsofotherstoaccomplishchangesinthelocalchurch;• Propellingthelocalchurchtosetandachievesignificantgoalsthrougheffectiveleadership;and• Inspiringthecongregationthroughpreaching.

Length of Appointment

Lengthofappointmentforapastorhasastrongimpactonchurchvitality;contributionofthepastortovitalityisevidentafterthreeyears.

Length of Pastor’s Appointment and Affect on Church Vitality

Note: Patterns and findings are consistent when pastors who had several short-term appointments are included or removed from analysis.

0

10

20

30

40

14%11%

19%

25%21%

36%

0

10

20

30

40

14%11%

19%

25%21%

36%

1yr(n=536)

5-6yrs(n=480)

2yrs(n=545)

7-10yrs(n=495)

3-4yrs(n=857)

over10yrs(n=242)

Per

cent

of H

igh

Vita

l Chu

rche

s

Length of Current Appointment


Thepastorcontributiontovitalitybuildsquicklyfortheengagementpartofvitalitycomparedtotheothertwosub-factors(attendanceandgrowth).

Length of Pastor’s Appointment by Church Vitality Sub-Factor and Affect on Church Vitality

Additional Findings

SeveralfactorsaroundthepastordidNOThaveasignificantimpactonvitality:• Graduatingfromseminaryornot• Yearsengagedinpastoralministry• Whetherpastoralministryisfirstorsecondcareer

Thefourkeydriversoftheindicatorsofvitality(smallgroups,layleadership,worshipservice,andthepastor)areconsistentregardlessofchurchsize,predominantethnicity,andjurisdiction.Inadditiontothefourkeydriversoftheindicatorsofvitality,somenuancesbychurchsizeandjurisdictioninclude:• Nuancesbysizeofchurchinclude:

– Forlargechurches(averageworshipattendanceof350ormore),beingrepresentativeofthecommunityaroundthemandhavingpastorswhospendmoretimeonpreaching,planningandleadingworshiphasastrongrelationshipwithvitality

0

10

20

30

40

50

Per

cent

of H

igh

Vita

l Chu

rche

s

Attendance Factor Growth Factor Engagement Factor

1yr 2yrs 3-4yrs 5-6yrs 7-10yrs over10yrs

21%

17%

25%

31%29%

46%

18%17%

23%

30%

25%

36%

29%

24%

36% 35%

32%

41%


• Nuancesbyjurisdictioninclude:– IntheSouthCentralandSoutheasternjurisdictions,thelengthoftenureoftheclergyaspastors

hasastrongrelationshipwithvitality– IntheNortheasternjurisdiction,pastorsspendingmoretimeonpersonaldevotionandworship

hasastrongrelationshipwithvitality– IntheWesternjurisdiction,churchesthatarerepresentativeofthecommunityaroundthemand

haveapastorthatleadsinthecontextofthecommunityhaveahigherassociationwithvitality• Novariationsbypredominantethnicity


Supporting Information

Healthy Work/Life Balance

Template for SPRC/PPRC to Provide Support and Information for Clergy Spouses and Families

Tosupportthehealthandwellnessofclergyspousesandfamilies,eachSPRC/PPRCshouldhaveavailableforitsclergyacompletesetofinformationthatidentifiestheresourcesandassistanceavailabletoclergyspousesandfamilies.Suchinformationshouldbeavailableinavarietyofformats(e.g.,conferencewebsite,hardcopyandelectronicpamphlet).Thegoaloftheprovidedinformationistocommunicatewhatspecificresourcesareavailabletoimprovethehealthofclergyspousesandfamilieswhetherrelatedtophysical,emotional,spiritual,socialorfinancialhealth.TheSPRC/PPRCrolemustincludeencouraginghealthylivingandself-careforclergy,andcallingforthecommitteetobecomefamiliarwithandencourageuseofconferenceandotherconnectionalresourcesforthesupportofclergyandclergyfamilies.Thisinformationandtoolsshouldmitigatethestressassociatedwithacclimatingtoanewcommunity.Theinformationbelowshouldbeconsideredassuggestive,providingexamplesofthetypesofresourcesthatwillprovevitaltothehealthandwell-beingforclergyspousesandfamilies.

Methods for Communicating with Clergy Spouses and Families;for example: SpousesandFamiliesnewsletter Spousesmonthlymeetings/gatherings Websitewith“family’scorner” SPRC/PPRCcontactperson(s)forspousesandfamiliesissues/concerns “Kits”(e.g.,VirginiaConference’sThrivalKit)

TheThrivalKitisaresourcenotebookprovidedtoclergyfamilies.ThescopeoftheThrivalKitistoassistclergyinthewiderangeoffamilysituations:single,married,firstcareer,andsecondcareer,aswellasclergycouplesandclergyspouses.Thekitcontainsinformationandadvice,notasetofrules.

Monthlyannouncementswithanyinformationaboutgatherings/outings/retreats Howtobeaddedtomailinglists(“snail”mailande-mail)

Committees and Individuals to Assist Spouses and Families;for example: ClergyFamilyEnrichmentCommittee—andcontactinformation

Committeecomposedofclergyspouses(bothlayandclergy)andamemberoftheBoardofOrdainedMinistrywhoarecommittedtoprovidingsupporttoclergyfamiliesandclergyspouses

ClergySpouseSupportCoordinators—andcontactinformation Providesaclergyspousesupportcoordinatoroneachdistrict.Theyattempttoconnectclergy

spousestoeachotherinconfidentialandsupportivedialogue. ParsonageCommittee—andcontactinformation

Parsonage Information and Needs;for example: ParsonageCommitteecontacts Parsonagestandards Guidelinesforparsonage:entrance,upkeepandexit Resourcesandcontactsforparsonageupkeep(e.g.,appliancerepair,lawncare,snowremoval,

carpetcleaning) Emergencycontact(s)forparsonageissues(e.g.,flooding,appliancefailure) Insuranceinformation(e.g.,renter’sinsurance)andcontact(s)


Conference Resources and Supports Available to Clergy Spouses and Families;for example: Clergyspousegroups Carefacilities

Localmedicalfacilities/hospitals Daycarefacilities Eldercarefacilities Campfacilities Exercisefacilities(e.g.,YMCA/YWCA,localgyms/fitnesscenters)

Counselingservicesonretainerwiththeconferenceorthroughthehealthplan Mentalhealthservices Pastoralcounseling Familycounseling LifecoachingfromUMEAlifecoaches Employeeassistanceprograms

Legalassistance/recommendedattorneysbypracticearea(e.g.,wills,healthpowerofattorney,divorce,taxes)

Financialassistance(e.g.,localfinancialseminars,Ernest&YounglinkfromGBPHB) Babysittingservices Walkingprograms

Children’s Programs and Services;for example: Schools Afterschoolprograms/activities,(e.g.,danceandgymnasticprograms,BoyScouts,GirlScouts)

Goods and Services in the Community;for example: Grocerystores/warehouseclubs Pharmacy/householditems/hardwarestore Restaurants,theaters

Moving Resources;for example: Localmovingcompanies Local“U-haul”companies Resourcesforpackingsupplies Moving“tipsandtricks”

Health and Welfare Benefits Offered by the Conference;for example: RetirementPlanswithappropriatecontactinformationforquestions

ClergyRetirementSecurityPlan(CRSP) UnitedMethodistPersonalInvestmentPlan(UMPIP)

WelfarePlanswithappropriatecontactinformationforquestions ComprehensiveProtectionPlan(CPP;clergyplan) UMLifeOptions Long-TermCareInsurance

HealthPlanswithappropriatecontactinformationforquestions Enrollmentkitforeachoftheaboveandwhereappropriatewalletcards


Itineracy and Appointment-Making

Retiree Health Benefits for Clergy with Service in Multiple Conferences or General Agencies

The Issue Unlikeclergypensionbenefits,forwhicheachconferenceisresponsibleforprovidingbenefitsfor

theyearstheclergypersonservedinthatconference,retireehealthbenefitstypicallyarecurrentlyprovidedsolelybytheconferencefromwhichtheclergypersonretires,basedontheeligibilityandcost-sharingrulesofthatconference.Thiscancauseproblemsforclergywhoserveacrossconferencelinesunder¶346.1ofThe Book of Discipline,oroutsidethelocalchurchinanotherconferenceorwithageneralagencyunder¶344,orthroughatransferofmembershipafteralongperiodofserviceinoneconferencetoanotherconference.ThisconflictcandisrupttheconnectionalnatureofthedenominationandtheChurch’smissionbyimpeding(i)churchplantersfromfullyutilizingtheirabilities,and(ii)clergyfromservinglateintheircareersatgeneralagencies,asmissionaries,orinotherextensionministrysettings.

Objective Minimizetheconcernsaboutretireehealthcoverageeligibilityasabarriertoextra-conference

(connectional)serviceby(i)helpingensureaccesstosomesortofretireehealthplanwhereoneexists,and(ii)equitablysharingfinancialresponsibilityforretireehealthbenefitsproportionallyaccordingtoyearsservedamongconferencesorgeneralagencieswhereservicewasgiven,basedontheretireehealthbenefitsthatwouldhavebeenearnedfromeachconferenceoragencyhadalltheclergyperson’sservicebeenwiththatconferenceorgeneralagency.

Proposal Retireehealthbenefitsareprovidedthroughtheconferencefromwhichtheclergypersonretires,

withfundingsupportfromanyotherconferencesorgeneralagenciesservedbytheclergyperson,inproportiontotheamountoftimeservedwiththoseconferencesoragenciesandinaccordancewitheachconference'soragency'spoliciesforfunding.Clergyretiredfromconferenceswhichdonotsponsorgrouphealthplansforretireescouldreceiveanyhealthbenefitssupportfromconferencesoragencieswheretheyhadservedintheformofgrants,stipendsorcontributionstoHealthReimbursementAccounts(HRA),tobeusedtowardindividually-purchasedplans.

ConceptsEligibility: Amendannualconferenceretireehealtheligibilitypoliciesasneededsuchthatservicewithother

conferencesorwithgeneralagenciescountsthesameasservicewithintheconferencefromwhichtheclergypersonisretiring(forretireehealthcoverageeligibilityonly,notforcontributionstowardretireehealthbenefits).• Forconferenceswhereretireehealtheligibilityisbasedonparticipationintheconferencehealth

plan,includeparticipationinotherconferences’oringeneralagencies’healthplans.• Forconferenceswhereretireehealtheligibilityisbasedonyearsofserviceoryearswithpension

benefitsfromtheconference,includeservicewithorservicewithpensionbenefitsfromotherconferencesorgeneralagencies.


Funding, Cost Sharing: Eachconferenceoragencywhereaclergypersonservedcontributestowardtheclergyperson’s

retireehealthbenefitsattheratetheconferenceoragencywouldhavecontributedhadtheclergypersonretiredfromthatconference.Basicprinciplesincostsharingamongmultipleconferencesare:• Aconference’scontributiontoaretiree’shealthcoveragefortheyearstheretireewasinthat

conference’shealthplan(orservedinthatconference)isthesameasitwouldbefor those yearsiftheretireehadremainedinandretiredfromthatconference.Conferenceswhichprovidenofundingforretireehealthbenefitswouldhavenocontributions.

• Eachconferencedeterminesitscontributiontowardaretiree’shealthbenefitsbasedonitsrecordsoftheretiree’sparticipationintheconference’shealthplan(orserviceintheconference)anditscurrentlevelofsupportforretireehealthbenefitsgenerally.

• Ifthecombinedcontributionfromallconferencesexceeds100%oftheretiree’spremium,conferencecontributionsarereducedproportionally100%ofthepremium.(Thisscenarioisnotlikely,butpossible,ifsomeonehadlongserviceineachoftwoconferencesthatbothhadgenerousfundingofretireehealthbenefits).

• Theconferenceprovidingtheretireehealthcoverage—theonefromwhichtheclergypersonretired—collectsretireehealthsupportfortheindividual(s)fromotherconferencesthroughamutuallyagreeableprocess.Thismayalsohelpreducetheaccountingliability[throughacounterbalancingassetofexpectedpaymentsfromtheotherconference(s)]fortheconferenceprovidingthecoverage.

• ClergyretiringfromconferenceswhichoffernoretireehealthplanmayreceiveHealthReimbursementAccount(HRA)contributionsfromeachconferencewithwhichtheyhadservicequalifyingforfundingofretireehealthbenefits,togotowardthecostofwhateverhealthcoveragetheirconferencemayprovideorthatthepersonsmanyacquireindividually.TheHRAcontributionswouldbebasedsolelyuponeachconference’spoliciesregardingstipends,subsidiesorotherfixed-dollarcontributionstowardretireehealthcoverage.

Theabovepointsreferto“conferences”forsimplicityandbrevity,buttheprinciplesareintendedtoapplytogeneralagenciesaswellasconferences.

Followingareexamplesoftwoalternativewaystheseconceptsmightbeapplied,basedonretireehealthprovisionsofConferencesAandB.Alternative1)ismoregenerousfortheretireethanAlternative2),inwhichthecostfortheconferenceislower.a) ConferenceArequires10yearsparticipationinitsgrouphealthplantobeeligibleforretiree

healthcoverage.With20+yearsparticipationintheconferenceplan,theconferencecontributes70%ofthepremiumforMedicare-eligibleparticipants,currently$300/monthforaMedicaresupplementwithpharmacybenefits.Theconferencecontributionisreducedby1/10foreachyearlessthan20,suchthataclergypersonretiringwithonly10yearsintheconferencehealthplanisresponsiblefortheentirepremium.

b)ConferenceBrequires15yearsparticipationinitsgrouphealthplantobeeligibleforcoverageinretirementandprovidesfundingtowarda$400/monthMedicaresupplementaccordingtothefollowingscheduleofyearsofparticipationintheconferencehealthplan:15–19years:none20–24years:10%oftotalpremium25–30years:20%31–34years:30%35–39years:40%40+years: 50%


Alternative1) ReverendSmithretiresfromConferenceAwith39yearsofservice,26years(or2/3ofSmith’s

service)inConferenceB’shealthplanand13(1/3ofservice)yearsinConferenceA’splan.ConferenceAcontributes1/3of70%,or23.33%,of$300/monthandConferenceBcontributes2/3of40%,or26.67%,of$400/monthtowardSmith’sretireehealthcoverage.Thiscalculationisbasedonproratingforeachconferencethebenefittheclergypersonwouldhaveearnedifallservicehadbeeninthatconference.

Alternative2) ReverendJonesretiresfromConferenceAwith26yearsinConferenceB’shealthplanand

13yearsinConferenceA’splan.ConferenceAcontributes3/10of70%,or21%,of$300/monthandConferenceBcontributes20%of$400/monthtowardSmith’sretireehealthcoverage.Thiscalculationbaseseligibilityontotalservicebutthebenefitfromeachconferenceonlyonyearsinthatconference.

Required Actions

ThisproposalrequiresamendingThe Book of Discipline.¶639.6currentlyrequiresthatannualconferencescurrentlyrequiresthatannualconferencessupportclergyaccesstohealthcareplansinretirement(withfundingremainingattheconferences’discretion)and¶1506.26currentlyrequiresthatannualconferencesreducetheireligibilityrequirementsforretireehealthcoveragetowrittenformandpublishthepolicywidelytoensureclergyconsideringextra-conferenceappointmentsareawareoftheramificationswithrespecttohealthbenefitsinbothlocales.¶1506.26willbeamendedsubstantially(andcarefullytopreserveconferenceflexibilityandautonomy)toimplementtheproposalexplainedabove.Alternatively,¶1506.26willbedeleted,andanewparagraphaddedto¶639toimplementthisproposalinasimilarmanner,withconsiderationofconferences’needforautonomyandflexibilitywithrespecttothesebenefits.


Exiting Ordained Ministry

Voluntary Transition Program

“To every thing there is a season, and a time to every purpose under the heaven.”

Ecclesiastes3

InreviewingtheemploymentsystemsoftheChurch,theChurchSystemsTaskForcedeterminedthatthereseemstobenowayforclergy,whoareinacovenantalrelationshipwiththeChurch,tomakeagracefulexit.Unlikeemployeesinothersituations,thenatureofthecovenant,thecalltoministry,theimpactontheirveryidentity,andthefactthathousing—allofaclergy’sworldlysupportmaybeprovidedinrelationshiptohisorherministryintheChurchmaydeterindividualswhonolongerfeelthecallorwhoareliterallybeginningtofeeltrappedinministryfromexitingministry.Unresolveddeep-seateddissatisfactioncanactuallytaketheformofillnesses,evendisabilityorsituationswhereclergy‘actout’engaginginbehaviorsthatresultintheirbeing‘forcedout.’Researchidentifyingsomeoftheseissuesissummarizedbelow,aswellasarecommendedtransitionprogramtoaddressthissystemicissue.”

Background

• Someclergynotethatpastorswhoareunfitforministrydonothaveagracefulwaytoexitthesystem(In-DepthInterviewsReport,p.7)

• Someclergynotethatcertainpastorsarechronicallyunhappywiththeirappointmentsorsimplyunfitforministry,buthavenoassistanceorgracefulwaytoexitthesystem.– “Ithinkagain,theBoardofOrdainedMinistrymaybetryingtodefendthosewhothinkministry

isagreatwaytomakealiving,oragreatpensionprogram,and[arenot]reallycalled.”(In-DepthInterviewsReport,p.29)

• TheUMCcouldinstituteadenomination-wideoccupationalplacementprogramforclergywishingtoexittheministry.– “WhenIwasontheBoardofMinistry,whenapastorfeltthattheyneededtochangeoccupations

andneededtogetoutofthat,wehadafundandwesentthemuptoChicago,toanagency,tohelpthemretoolandhelpthemfindsomeplacetheycouldgo[where]theywouldnotjustbedumpedandhavenoplacetogoornotknowwhattheycoulddo.”(In-DepthInterviewsReport,p.31)

• Ifnosuitablematchisfoundaftermultipleappointments,considermovingindividualclergyintootherroleswithintheChurch,ormovethemoutofthesystem.(SummaryResearchReportonClergyHealthFactors,p.16)

Triggerpoints:clergyperson,supervisoryleaders(e.g.,districtsuperintendent(DS),bishop)—butultimately,sincethisisavoluntaryseparation,onlytheclergypersoncanmakethefinaldecision.


The Church Systems Task Force Recommendation

Establishadenominational,standardizedvoluntarytransitionpackage,includingcareercounselingservicesfordeaconsandeldersthatchoosetowithdrawfromministryforagrace-filledexit.

The Voluntary Transition Program

TheUnitedMethodistChurchwillprovidetransitionalbenefitstodeaconsandeldersinfullconnectionandingoodstandingwhohaveservedaminimumoffiveyearsandarenotwithintwoyearsofeligibilityforretirementbenefitsunderparagraph358.2(b)or(c).Inorderfortheclergypersontoreceivetransitionalbenefits,theclergypersonmust:• consultwithconferenceleadership:i.e.,BoardofOrdainedMinistry,theDSandthebishop.TheDS

andbishopmustagreethatatransitionprogramisappropriateforbenefitstobepaid.• withdrawfromtheOrdainedMinisterialOfficeaccordingto¶360.2.• surrendercredentials(therebyseveringtherelationshipwiththeirrespectiveannualconference).• signtheVoluntaryTransitionProgramagreement.

1. Financial Allowance Clergyeligiblefortransitionalbenefitsunderthisprogramwillbepaidthroughthelastdayworked.

Inaddition,theclergypersonwillbepaidabenefitinaccordancewiththefollowingformula:

Length of Employment Atleastfive(5)yearsofservicebuttheclergypersonisnotwithintwo(2)yearsofeligibilityfor

retirementbenefitsunderparagraph358.2(b)or(c).

Transition Benefits Two(2)weeksofpayforeachfullyearofcontinuousserviceuptoamaximumoftwenty-six(26)

weeksbasedonthencurrentcompensation(salaryplushousing).

Transitionbenefitsmaybepaidinasinglelump-sumpaymenttotheclergypersonatthebeginningofthetransitionperiod.TaxwithholdingandreportingnecessarythroughaForm W-2orForm 1099willbedonebytheplanadministratororplansponsor.

2. Health and Life Insurance Continuation Clergyseparatingfromservicearegenerallyeligibleforcontinuationcoverage(COBRA-like

coverage)undertheannualconference’sgrouphealthplan;usuallyforalimiteddurationupto18months.Typicallytheseparatedclergypersonmustpaythefullcostofthiscoverageoutofhisorherownpocket,meaningthatheorshepaysthe“employee”portionplustheportionthattheannualconferencepreviouslypaidduringactiveservice.UndertheVoluntaryTransitionProgram,theconferencewillpaythe“employerportion”ofthepremiumforclergyeligibleforthisprogramforanumberofweeksequaltothenumberofweeksforwhichtheclergypersoniseligibleforthetransitionbenefits(roundeduptothenearestwholemonth).Iftheannualconferenceplandoesnotaccommodatesuchcontinuationcoverage,thentheconferencewillprovideahealthinsurancestipendtowardindividualprivatehealthinsurancethatisequaltothelesseroftheformerannualconferenceportionorthecostoftheindividualcoverage.Clergywillremaineligibleforcontinuationcoverageafterthetransitionperiodinaccordancewith,andaslongaspermittedby,theplanorpolicyinwhichtheywereenrolledattheirownexpense.


Inaddition,theclergyperson,ifcoveredbytheComprehensiveProtectionPlan(CPP)whileinactiveministry,willremaineligibleforadeathbenefitfromCPPforthenumberofweeksequaltothenumberofweeksforwhichaclergypersoniseligiblefortransitionbenefits(roundeduptothenextnearestwholemonth).

3. Career Counseling—Outplacement Assistance TheUnitedMethodistChurchwillprovideupto90daysofcertainoutplacementservicesforclergy

whohavesignedtheVoluntaryTransitionProgramagreement,providedthattheservicesarerequestedwithinthetransitionalperiodandtheoutplacementserviceproviderandtheservicestobeprovidedareapprovedbytheadministratorinadvance.Iftheclergypersondoesnotusethisbenefitwithin12months,thenundernocircumstanceswillthevalueoftheassistancebenefitbepaidtotheclergypersonoraddedtothetransitionbenefit.

Moving ExpensesTheconferencewillberesponsibleforprovidingtheVoluntaryTransitionProgramrecipientreimbursementofreasonablefinalmovingexpensesinaccordancewithitsownpractices.

AdministrationTheGeneralBoardofPensionandHealthBenefitswillbetheadministratorfortheVoluntaryTransitionProgram.Theconferencewillbetheplansponsor.

GBPHBroles/responsibilitieswillinclude:• contractualagreementwithoutplacementserviceprovider;• distributionofbenefits;• taxreporting[Form 1099orW2];• distributionofbenefitspackageelectionformstoparticipant;and• customerservicesupporttoparticipantsandconferences.

Conferenceroles/responsibilitieswillinclude:• consultationbetweenclergypersonandleadership;• executionandoversightoftheVoluntaryTransitionProgramagreementtobesignedbythebishop;• annualconferencevotetoconfirmWithdrawalfromOrdainedMinisterialOffice;• oversightoftheclergyperson’ssurrenderofcredentials;and• oversightofappropriatepaperworktoadministrator.

Sunset ProvisionsTheVoluntaryTransitionProgramwillbeineffectfrom1/1/2013through12/31/2020.TheProgramwillceasetoexiston1/1/2021.

Disciplinary / Benefits Plan ConsiderationsTheVoluntaryTransitionProgramwillbeincorporatedintotheComprehensiveProtectionPlanasanewArticle6.

Financial Cost ConsiderationsTheComprehensiveProtectionPlanwillincludetheVoluntaryTransitionProgramasacomponentofthebenefitsoffered.

Theannualconferencewillberesponsibleforthecontinuationofhealthinsuranceandappropriatefinalmovingexpenses.


Listening Sessions

Listening Sessions Schedule

Location Audience Date

Wisconsin Lay/Clergy August4,2010

DesertSouthwest/Arizona Lay/Clergy August12,2010

Ohio Lay/Clergy August17,2010

Virginia Cabinet—Lay/Clergy August17,2010

Georgia Lay/Clergy August5,2010

Mississippi Lay/Clergy July29,2010

NationalFederationofAsian-AmericanUnitedMethodists,SanJose,CA

UnitedMethodistLeadership July31,2010

BlackClergyWomenConference,Nashville,TN

ClergyWomen September6,2010

Treasurer’sMeeting,SimpsonwoodRetreatCenter,Norcross,GA

AnnualConferenceTreasurers September15,2010

BOMMid-QuadGathering,Denver,COBoardofOrdainedMinistryRegistrarsandChairs

September20,2010

BOMMid-QuadGathering,Baltimore,MDBoardofOrdainedMinistryRegistrarsandChairs

September23,2010

GBHEMStudyofMinistryCommission,Nashville,TN

StudyCommissionMembers October4,2010

GCRRBoardMeeting,Scranton,PA BoardMembers October7,2010

GBHEMBoardMeeting,Nashville,TN BoardMembers October8,2010

BlackMethodistsforChurchRenewal—SCJAnnualMeeting:NewOrleans,LA

JurisdictionalLeadership,Clergy October7,2010

AssociationofUnitedMethodistTheologicalSchoolsMeeting,Nashville,TN

TheologicalSchoolPresidents October18,2010

AUMCPBOMeeting,Rochester,NYCBOs/Treasurers/BenefitsAdministrators

October28,2010

GBPHBBoardMeeting,Tampa,FL BoardMembers November13,2010

BOMStaffNetwork,Nashville,TNBoardofOrdainedMinistryStaffLeadership

November17,2010

WesleyTable,DubuqueTheologicalSeminary FacultyandStudents November17,2010


Listening Sessions Learnings

ToobtainacopyofattendeecommentsfromthelisteningsessionsorganizedbytheareasoftheGeneralConference2008petition—enteringministry,guidelinesforhealthywork/lifebalance,itineracyandappointment-making,supervisorysystemsandexitingordainedministry—pleasee-mailyourrequestto:[email protected].

mailto:umc-centerforhealthinfo%40gbophb.org?subject=

4236/050411

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