Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex A
References and resources
Good practice in appointment of ministers
‘How to Make Great Appointments in the Church’ by Claire Pedrick and Su Blanch
in the SPCK Library of Ministry series
http://www.churchofengland.org/clergy-office-holders/asa/senappt.aspx
Information on the appointment of beneficed clergy
‘Situation Vacant’ by David Parrott and David Field, P65 in the Grove Pastoral Series
published by Grove Books
The Patronage (Benefices) Measure 1986 Code of Practice: The Exercise of the Right
of Presentation
Pastoral Measure Code of Practice, section 9
http://www.churchofengland.org/media/56400/section9.doc
Patrons’ websites
Diocesan websites
Information about common tenure
http://commontenure.org
Writing role descriptions
http://www.churchofengland.org/media/56754/guidance%20on%20writing%20role%20
descriptions.doc
Interview skills training
The diocese of St Edmundsbury and Ipswich has produced a DVD on panel
interviews. For further details, see:
http://www.churchofengland.org/clergy-office-holders/pcc-information/perfectpriest.aspx
Safeguarding
Protection of Freedoms Act Guidance (Sept 12)
Info Sheet 4 - Portability
Info Sheet 3 - CRB Eligibility
Info Sheet 2 - Regulated Activity
Info Sheet 1 - Vulnerable Adults Definition
Page 1
http://www.churchofengland.org/clergy-office-holders/child-protectionsafeguarding.aspx
Clergy Files and References
Personal Files Relating to Clergy: Guidance for Bishops and their staff
Episcopal Reference and Clergy Current Status Letter (and the accompanying
Guidance Notes)
May 2013
Page 2
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex B
1 Equality and diversity issues
Equality Act 2010
The Equality Act 2010 (“the Act”) came into force in October 2010. It harmonises
and replaces previous legislation protecting people from discrimination in the
context of their work. The characteristics which are protected under the legislation
are as follows:









age
disability
gender reassignment
race
religion or belief
sex
sexual orientation
marriage and civil partnership
pregnancy and maternity.
Types of prohibited conduct
The Act offers protection against the following types of discrimination.
1. Direct discrimination. This occurs when someone is treated less favourably
than another person because of a protected characteristic which they have. Direct
discrimination includes–
 ‘associative discrimination’ - which is direct discrimination against someone
because they associate with another person who possesses a protected
characteristic – for example, a person is not appointed to an office because
she has a disabled child. Associative discrimination applies to all the protected
characteristics except marriage/civil partnership and pregnancy/maternity.
 ‘perceptive discrimination’ - which is direct discrimination against an
individual because others think he or she possesses a particular protected
characteristic (even if that is not in fact the case) – for example, a person is
not appointed to an office because those making the appointment assume
that he is much younger than he really is. Perceptive discrimination applies to
all the protected characteristics except marriage/civil partnership and
pregnancy/ maternity.
2. Indirect discrimination. This occurs when a condition, rule, policy or practice
is applied across the board but particularly disadvantages people who share a
protected characteristic – for example, an office is advertised on the basis that it is
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only open to those with a driving licence, which places disabled people at a particular
disadvantage. Indirect discrimination can be justified if it can be shown that is a
proportionate means of achieving a legitimate aim. This means that the employer
must act reasonably and should be able to show that he or she has considered less
discriminatory alternatives.
3. Harassment. Harassment is unwanted conduct, related to a protected
characteristic, which has the purpose or effect of violating an individual’s dignity or
creating an intimidating, hostile, degrading, humiliating or offensive environment for
that individual. It applies to all protected characteristics except marriage/civil
partnership and pregnancy/maternity.
4. Victimisation. This occurs when a person is treated unfairly because he or
she has made or supported a complaint or raised a grievance under the Act.
Application of the Act to ecclesiastical office holders
The application of the Act to clergy offices is not straightforward. This is because the
legal categories of workers dealt with by the Act are – following the provisions of
EU law to which they give effect – tailored to the secular sphere and do not reflect
the particular characteristics of some ecclesiastical offices.
Clergy holding parochial offices are not employees and do not work under any form
of contract. They are not, therefore, covered by the provisions of the Act that are
concerned with employees or those who work under a contract to render services
personally.
The Act also covers the holders of ‘public offices’ and ‘personal offices’. Public offices
are those to which appointments are made by or on the recommendation of a
minister of the Crown. Crown dignitaries and the incumbents of Crown livings
(including Lord Chancellor’s livings) are therefore public offices within the meaning
of the Act and appointments to those offices are covered by the relevant provisions
of the Act.
Personal offices for the purposes of the Act are remunerated offices under which a
person is required to discharge functions personally under the direction of another
person who is entitled to direct the office holder as to when and where to discharge
those functions. The position of an incumbent does not accord with this description,
whereas the position of a stipendiary curate does.
This leaves the Church in a situation – not of its own making – where the Act does
not apply to all clergy office holders and in some cases affects clergy of the same
status differently: for example, incumbents of Crown livings are subject to the Act
whereas other incumbents are not. An equitable approach would therefore suggest
treating all clergy appointments, for practical purposes, as if they were subject to the
Act.
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Provisions of the Act concerning appointments
When making an appointment to a public or personal office, the Act provides that it
is unlawful to discriminate against a person because of one or more of the protected
characteristics–
(a) in the arrangements made for deciding to whom the appointment should be
offered;
(b) as to the terms on which the appointment is offered; or
(c) by not offering the person the appointment.
It is also unlawful to subject a person to harassment or victimisation in the
appointment process.
Exceptions that may be applicable to clergy appointments
1. The Act contains a general exception which allows those recruiting to a
public office or a personal office to impose a requirement that applicants should have
a particular protected characteristic (e.g. to be of a particular religion or belief)
provided that – having regard to the nature or context of the particular office - this
is an occupational requirement and the application of it is a proportionate means of
achieving a legitimate aim. Given that most parochial offices require duties which can
only be performed by an ordained minister of the Church of England, there will
generally be no difficulty in restricting applications to those who meet this
qualification.
2. The Act also contains some exceptions specific to appointments for the
purpose of an organised religion. These permit requirements to be applied in a
number of categories where either (a) the requirement is applied so as to comply
with the doctrines of the religion, or (b) the requirement is applied so as to avoid
conflicting with the strongly held religious convictions of a significant number of the
religion’s followers. The requirements which may be applied on this basis are
 a requirement to be of a particular sex;
 a requirement not to be a transsexual person;
 a requirement not to be married or a civil partner;
 a requirement not to be married to, or the civil partner of, a person who has a
living former spouse or civil partner;
 a requirement relating to circumstances in which a marriage or civil
partnership came to an end;
 a requirement relating to sexual orientation.
Applying any of these excepted requirements to a particular appointment may
therefore be lawful but needs approaching with care and clarity. Consideration must
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be given not just to the views of the local congregation but also to the law and polity
of the Church of England. For example, a requirement that applicants for a parochial
office should be male would probably not be defensible except in a parish where the
requisite resolution under the Priests (Ordination of Women) Measure 1993 had
been passed. Similarly, if it were intended to impose a requirement in relation to civil
partnerships that went beyond the terms of the House of Bishops’ Pastoral
Statement issued on 25 July 2005 (http://www.cofe.anglican.org/news/pr5605.html) those
applying it would need to be able to justify it in terms of the requirements of the
Act.
The safest practice is to identify any requirements of these kinds at the beginning of
the appointment process: if, for example, a parish would not be willing to receive
the ministry of someone who was remarried and whose previous spouse was still
alive it is preferable that this is made clear as part of the process of agreeing the
person specification. If the need to impose such a requirement is identified only
after the process has begun, those who will be involved in applying the requirement
will need to ensure that it is applied equally to all the candidates and not just to a
particular candidate or candidates.
Age
Notwithstanding the abolition of the default retirement age for employees, the
provisions of the Ecclesiastical Offices (Age Limit) Measure 1975 remain in effect
(subject to Regulation 2929 of the Ecclesiastical Offices (Terms of Service)
Regulations 2009). Under the Ecclesiastical Offices (Age Limit) Measure 1975,
ecclesiastical offices terminate automatically when the office holder reaches the age
of 70, subject to limited exceptions and a power in certain cases for the office to be
extended for a limited period. Under Regulation 29 of the Ecclesiastical Offices
(Terms of Service) Regulations 2009, there is a power to appoint for a fixed term
(or under terms which provide for the appointment to be terminated on the
occurrence of a specified event) if the office holder has attained the age of 70 and is
to occupy an office under licence granted by the diocesan bishop.
Bishops need to take care that they do not discriminate unlawfully when deciding
whether or not to grant, or renew, such a licence, or in setting the terms on which
any such licence is offered.
Pre-appointment health related checks
The Act limits the circumstances in which health-related questions may be asked
before offering an individual a job. Up to this point, such questions may only be
asked for the following purposes:
 to decide whether any reasonable adjustments need to made for the person in
the selection process (for example, whether the interviews need to be held in
a location with disabled access);
 to decide whether an applicant can carry out a function that is intrinsic to the
role (that is, a function that is essential, not just desirable);
 to monitor diversity among people making applications;
Page 6
 to take positive action to assist disabled people (for example, where it is
decided that disabled candidates should be guaranteed an interview if they
otherwise fit the criteria for the office);
 where there is a genuine requirement that the office-holder should have a
particular disability.
Once a person has been offered the office, whether conditionally or unconditionally,
then more general health-related questions may be asked for example whether any
reasonable adjustment might be required. Questions might also be around
establishing the level of the candidate’s health at that point against which any future
change could be measured. There is no restriction on the type of checks that may be
required but any decision made on the basis of those checks could amount to
unlawful discrimination on the grounds of disability.
2 Safeguarding checks in relation to children and vulnerable adults
Protection of Freedoms Act 2012
The Government introduced important amendments to the processes for criminal
records and barring, in the Protection of Freedoms Act 2012. Some of the major
changes came into force in September 2012. The Church of England’s Safer
Recruitment guidance will be finalised once all the changes are brought into force.
Meanwhile, please see the documents listed below for the current position.
Protection of Freedoms Act Guidance (Sept 12)
Info Sheet 4 - Portability
Info Sheet 3 - CRB Eligibility
Info Sheet 2 - Regulated Activity
Info Sheet 1 - Vulnerable Adults Definition
http://www.churchofengland.org/clergy-office-holders/child-protectionsafeguarding.aspx
3 Promoting racial equality
Clergy of the Church of England are expected to act consistently with the Church’s
teaching on race equality and, in particular, not to be a member of or promote or
solicit support for a party or organisation whose constitution, policy objectives or
public statements are declared in writing by the House of Bishops to be incompatible
with that teaching.
Page 7
Candidates will be asked to confirm that they are able to comply with this
expectation.
May 2013
Page 8
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex C
The roles of parish, patron and bishop
Under the Patronage (Benefices) Measure 1986, there are three roles to be carried
out in connection with the appointments of an incumbent, those of the parochial
church council, the patron and the bishop. However, for around half of the
appointments made, the bishop is the patron.
Parochial Church Council
The Parochial Church Council: Appoints two parish representatives who will decide whether to approve the
patron's proposal to offer to present a candidate to the benefice;
 Writes a statement describing the condition, needs and traditions of the parish;
 Decides whether to request that the patron considers advertising the vacancy;
 Decides whether to request a statement in writing from the bishop describing
in relation to the parish the needs of the diocese and the wider interests of the
Church;
 Decides whether to request a meeting with the patron and the bishop in order
to exchange views about the PCC's statement and any statement from the
bishop;
 Decides whether to pass a resolution under Section 3(1) or (2) of the Priests
(Ordination of Women) Measure 1993.
The Patron
The patron:
Decides whether to request a statement in writing from the bishop describing
in relation to the parish the needs of the diocese and the wider interests of the
Church;

Decides whether to request a meeting with the PCC and the bishop in order
to exchange views about the PCC’s statement and any statement from the
bishop;
Page 9

Must attend such a meeting, either in person or by a representative, if it is
called by the PCC or bishop;

Decides, in the light of the views of the PCC, the method of selection (i.e.
whether open advertising and competitive interview by the patron or by
suggesting a particular candidate for the parish representatives to meet);

Subject to obtaining the approval of the parish representatives and the bishop,
presents a candidate to the bishop for institution to the benefice.
The Bishop
The bishop:
Writes a statement of needs of the diocese, if he chooses or is requested to
do so by the PCC;

Decides whether to request a meeting with the patron and the PCC in order
to exchange views about the PCC's statement and any statement provided by
him;

Must attend (or his representative) such a meeting if it is called by the PCC or
patron:

If he is not the patron, decides whether approve the Patron's proposed offer
to present a candidate to the bishop for institution to the benefice;

Institutes, or if he is the patron collates, the priest to the benefice.
The three parties cannot act in isolation. The patron(s) cannot 'put a new vicar in' by
themselves. The bishop (unless he is the sole patron) cannot nominate on his own,
and, without an appeal to the archbishop (which may or may not prevail), neither
bishop nor patron can over-rule the veto of one of the PCC representatives. It is
therefore recommended that the parties meet at an early stage to agree their mutual
expectations and the process to be used. Having an informal meeting between,
patron, PCC and bishop at the outset can often make the work of drawing up a
parish profile, role description and person specification much easier. There can be
considerable advantage in having someone from outside to encourage a parish to
examine its assumptions about what it is reasonable for it to expect of a priest.
May 2013
Page 10
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex D
OVERVIEW OF APPOINTMENTS PROCESS
Traditionally, and following the recommendations in the guidance, the steps in the appointments
process relating to incumbent offices will be as follows (but the general sequence applies to all
parish appointments)
Text in grey relates to incumbent and team rector offices only
Vacancy arises – notice of vacancy sent to
patron
Archdeacon meets PCC
PCC appoints parish reps, prepares
parish profile, whether to ask
patrons to advertise,
considers Resolutions A/B
S12 meeting if requested by patron, PCC
or bishop, decision about
method of appointment
Information pack produced
Office
advertised
Patron nominates
Shortlist
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Interviews
Episcopal reference and CCSL may be taken
up at this point
Provisional decision on who to present Patron seeks approval from bishop and PCC
reps
Interview with bishop
References, and CRB, CCSL if not taken up
earlier
Formal offer and acceptance of office
Instituted
Unsuccessful
candidates
given feedback
Settling in
Six month review of role specification
May 2013
Page 12
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex E
Assessment at the end of curacy
The period of curacy experienced by those clergy who are training for parochial and
other forms of ministry, is the time during which newly ordained deacons and priests
exercise the ministries for which they have been prepared in theological training and
gaining, it is hoped, the skills and capability required to move to new offices, either as
incumbents (or equivalent ministries) or as assistant ministers and become capable
to serve. These are the more practically focused years, at the end of which the
Church assesses whether the trainee has the tools to exercise ministry with greater
levels of responsibility. For more information see
http://cofe.anglican.org/lifeevents/ministry/workofmindiv/ministerialeducationdevelop
ment/curateassessmentreport.pdf
The successful completion of this period allows the bishop to commend the curate
for an office of first responsibility on the basis of satisfactory completion of their
training against the standards of the House of Bishops’ learning outcomes and the
curate should receive written confirmation of this. This careful nurturing and
development of clergy; the time, energy and financial resources which are expended
by all those involved in clergy training (including the curate) should not be treated
lightly by appointing him or her into an inappropriate role. Discerning the right
match of gifts, skills, experience, aptitudes and competence is paramount to the
effectiveness and happiness of the individual priest and his/her parishes and ensures
that what has been gained during training is not wasted.
If the Church is happy to assess clergy properly at the end of their curacies then it
should also be happy to assess clergy properly for appointments.
May 2013
Page 13
Annex F
CONFIDENTIAL
APPLICATION FORM
Application for the office of
SECTION 1
Surname
Christian names
Address
Home telephone number
Mobile number
E-mail
Ordained deacon in the Diocese of
In (year)
Ordained priest in the Diocese of
In (year)
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Lay ministers
First licensed/commissioned in the
Diocese of
In (year)
SECTION 2 – PRESENT APPOINTMENT
What is the title of your present office? Please give the date you started and a brief
outline of the work.
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SECTION 3 – PRE-ORDINATION
Please give details, with dates, most recent first and please explain any gaps.
a) Further education (including theological college or course). Please give
qualification obtained with class if degree.
From
To
College, course etc
b) Other professional/practical qualifications obtained (e.g. teaching, social
work, further study).
From
To
Qualification/ experience
c) Career before ordination – please give a brief indication, with dates, of the
nature of the work and responsibilities.
From
To
Office and description
Page 16
SECTION 4 – MINISTRY SINCE ORDINATION
a) Offices held since ordination (full and part-time not including present
appointment). Please explain any gaps.
Please list these, with separate entries for offices held concurrently (e.g. rural dean,
chaplaincies etc). Please indicate major parish features (e.g. type of area, team
ministry, ecumenical).
From
To
Office and description
b) Responsibilities in the wider Church
Please indicate tasks undertaken for the wider Church, e.g. synodical responsibilities
at any level, diocesan committees and working parties served on, ecumenical
involvement, or work for a Church voluntary organisation, and how you contributed
to progressing their agendas.
From
To
Description
Page 17
c) Continuing ministerial education and development
Please list training courses attended and development activities undertaken e.g.
mentoring (other than IME 1-7) in the last 5 years. Include courses and activities
both inside and outside the Church.
d) Any publications
e) Theological and ecclesiological
What theological traditions have shaped your ministry and with which do you feel
most at ease today?
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SECTION 5 – COMMUNITY AND OTHER INTERESTS
a) Responsibilities in the community
Please indicate your responsibilities in the community, e.g. school governor, political
or community service. What did you accomplish?
b) Other areas of interest
Please indicate your involvement in special areas of concern, e.g. particular issues in
contemporary life, international matters, academic or artistic interests. How have
these contributed to your ministry?
c) Other interests
Please indicate other recreational interests.
Page 19
SECTION 6 – PERSONAL STATEMENT
Please state your reasons for applying for this office. What you write and how you
write it will help those making the appointment build up a picture of you. You will
want to outline how you meet each of the elements of the see person specification,
drawing on gifts, skills, knowledge and experience from your previous career, both
before and after ordination, responsibilities held and relevant interests. You will also
want to set out your thoughts about how you will take forward some of the
challenges and issues set out in the role specification. If the office applied for is in a
different church tradition from the one you have come from give examples of how
you have worked across traditions.
Page 20
Page 21
PERSONAL STATEMENT – CONTINUED
Page 22
SECTION 7 – CONFIDENTIAL
This section will be removed by the person administering the application
process and will only be made available to the chair of the interview panel
and the bishop.
If you are appointed to the office you will be invited to provide information about
you and your family so you can receive appropriate pastoral care.
References:
Please give names, occupations and addresses (including e-mail if possible) of three
persons to whom reference can be made and the capacity in which they have known
you. At least one should be clerical (not the bishop as his reference is sought as a
matter of course) and one from a senior lay person – for example a current
churchwarden or head teacher of the local school. Referees should have a detailed
up-to-date knowledge of your work. Please obtain their permission. If you are a
team vicar, priest-in-charge of a daughter church or assistant curate, you should give
your team rector’s or incumbent’s name as a reference.
We expect to take up references before the interview unless you have indicated
otherwise. An Episcopal reference will always be taken up prior to interview.
Are your papers available from the Clergy Appointments Adviser?
Yes/No
Health:
Please specify any special access requirements you may have in order to attend
interview e.g. deaf loop system.
Do you have any health related condition that would affect your ability to carry out
functions that are intrinsic to the office? (See person specification for details.)
Marital status:
Please describe your marital status (married, separated, co-habiting, divorced,
widowed, civilly partnered, civil partnership dissolved, divorced and remarried with
Page 23
spouse still living)
SECTION 7 – CONFIDENTIAL INFORMATION CONTINUED
Ecclesiastical Offices (Age Limits) Measure 1975
With very limited exceptions, appointment to an ecclesiastical office cannot be
offered to anyone over the age of 70 except on a fixed or limited term licence. Are
you under the age of 70?
Yes/No
UK Border Agency requirements
Are you free to remain and work in the UK with no current immigration
restrictions?
Yes/No
Please note that you will be required to produce documentary evidence of your right
to remain and work in the UK if you are invited to interview.
Protecting children and vulnerable adults
Are you aware of any police enquiries undertaken following allegations against you,
which may have a bearing on your suitability for this post?
Yes/No
Promoting racial equality
Are you a member or an active supporter of any political movement or any
organisation whose constitution, policies, objectives or public statements are
incompatible with the Church of England’s commitment to promoting racial equality?
Yes/No
Where did you hear of this office?
If appointed when would you be available to start?
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I certify the information given in this application is correct
Signature
Date
Page 25
NOTES:
It is important that this application form is completed by applicants. A Curriculum
Vitae is not an acceptable substitute. If it is completed and submitted electronically a
signed copy should also be sent by post. Please use black ink on hard copies of the
form.
A confidential reference will also be requested from your diocesan bishop or area
bishop in addition to other references. The Data Protection Act of 1998 applies to
all references and commendations.
The successful candidate will be required to receive an enhanced disclosure from the
Criminal Records Bureau.
Travelling expenses and subsistence allowance (in accordance with General Synod
regulations) will be allowed to candidates selected for interview.
Closing date
for applications
Please return
to:
Interviews will
be held on
Page 26
SAMPLE APPLICATION FORM
NOTES FOR APPLICANTS
Increasingly role descriptions and person specifications are being used in
appointments. These help all parties to be clear about what qualities and experience
are being sought and on what basis the decision to appoint will be made.
This form helps you to demonstrate your calling to the office, showing how your
gifts, skills, experience and qualities match the criteria. It allows those making
appointments to demonstrate their discernment of the successful candidate by
assessing applicants against selection criteria in a structured way, avoiding bias. In
completing the form you should ask yourself “what might I under God be able to
bring to the needs of this office?”
You are encouraged to complete the form electronically. This eases administration
and allows interviewers to concentrate on the facts you are presenting rather than
having first to read your handwriting. Start with the most recent one first when
listing dates.
Please complete each section fully. ‘see CV attached’ for example, is not sufficient.
Once you have completed the form read it through and check you have shown how
you meet each of the criteria.
Section 6 – Personal Statement allows you to explain why you are applying for the
post and, using examples from your previous work and experience, why you are
suited to it. Pull together the relevant information from other parts of the form.
Don’t forget to include information about things you have done in your career
before ministry or relevant interests. Concentrate on facts, things your interests
have caused you to do, rather than mentioning a general interest in a particular
subject. But don’t be too detailed, 2 pages of personal statement is enough. The
interview gives the opportunity to explore these areas further.
If there is a particular requirement about a post holder e.g. a PCC has passed a
Resolution under the Priests (Ordination of Women) Measure 1994 and a woman is
not an acceptable appointee or someone remarried after divorce and with a former
partner still living is not acceptable, the person specification needs to make this clear
and if appropriate you need to address it in your personal statement. Some
requirements however are more general and will not be mentioned in the person
specification, for example the Ecclesiastical Offices (Age Limit) Measure 1975 does
not normally allow the appointment of those over 70 which is authorised other than
by bishop’s licence. If you are in any doubt about your eligibility you should ask the
body filling the post before you complete your application.
Personal information is confined to the confidential part of the form. This means
only the person administering the process, the bishop and those who need to see it
will have access to it. It means those interviewing you are not influenced by factors
that are not relevant in making the appointment.
Page 27
The bishop may ask you questions about the confidential information at your private
interview because he has to assure himself that your lifestyle is commensurate with
a) priestly ministry and b) the person specification for the post.
If you are appointed you will be invited to provide information about you and your
family (perhaps by updating your Register of Ministers form) so the bishop has the
information he needs to provide you with pastoral care.
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RECRUITMENT MONITORING FORM
Please complete this monitoring form and send it direct to the monitoring
officer of the diocese in which you are applying to work.
The information will not be used as part of the selection process and will
enable the diocese to monitor the diversity of clergy applying for its offices.
Application for the office of:
1 What is your ethnic group?
A White
White UK
Irish
White non-UK
Any other white background (please give details)
B Mixed
White and black Caribbean
White and Asian
White and black African
Any other mixed background (please give details)
C Asian or Asian British
Indian
Pakistani
Bangladeshi
Any other Asian background (please give details)
D Black or black British
Black Caribbean
Black African
Any other black background
E Chinese or other group
Chinese
Vietnamese
Any other ethnic group (please give details)
Page 29
2 Gender
Male
Female
3 Age Group
16 – 25
26 – 35
36-45
46 – 55
56 – 65
66 – 70
Over 70
4 Disability
Do you consider yourself to have a disability or a long term health condition?
Yes
No
5 Marital Status
Single
Separated
Married
Divorced
In a civil partnership
Civil partnership dissolved
Married after divorce with a former partner still living
6 Pregnancy
Are you pregnant or on maternity leave?
Yes
No
Page 30
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex G
Shortlisting tool
Date:
Job Title:
Panel Chair:
Names of panel members:
Scoring: 0 = does not meet criteria
exceeds
Number of applicant:
1
2
1= partly meets
3
Essential attributes
1
2
3
4
5
Desirable attributes
1
2
3
4
5
Total:
Panel Chair signature:
Date:
Page 31
4
5
2 = fully meets
6
7
8
3=
9
10
INTERVIEWING NOTES
Evidence
from
interview
Candidate:
Interview Date:
Education & Training
attributes from person specification
Personal Attributes
attributes from person specification

Skills & Aptitudes
attributes from person specification

Knowledge & Experience
attributes from person specification


Circumstances & Other Information
Attributes from person specification

Page 32
Weighting
Score
Overall comment
Total
May 2013
Page 33
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex H
Electronic advertising
According to recent research on recruitment, the internet is increasing in use both
as a source of applicants for organisations and as a job search tool for individuals. In
2008 12 million people in the UK alone used the internet to find jobs1. LinkedIn, the
internet professional networking site, summarised the benefits as: easier to locate
talent; more honest data; easier to obtain access to the groups in which individuals
are interested and to reach talent; builds a trusted way of communicating between
professional people and reference checking is easier. Increasing numbers of clergy
(including bishops) use this network. The NCIs have found that over the last two
years the internet has overtaken other traditional forms of recruitment advertising,
as the one used by the majority of candidates. A by-product of this has been a
substantial reduction in advertising and recruitment costs.
Currently the most common form of advertising clergy offices has been using church
targeted media such as the Church Times. It would be interesting to calculate the
overall cost to the Church of this and to know whether dioceses have figures which,
like those of the NCIs, show where the majority of their candidates learn about
vacancies. Of course there are implications in any move away from using traditional
media, not least to those newspapers whose profits come largely from this activity.
Nevertheless, this should not stop the Church from assessing whether there is
advantage to it both in terms of sourcing a wider selection of candidates for offices
and financially. Increased use of the Church of England website for advertising
vacancies should be encouraged in any event.
May 2013
1
Social Media & its Impact on Online Recruitment – Revolution or Fad? Onrec February 2008
Page 34
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex I
Interviewing techniques and tips
1.
Interviews are a two way process. The interviewers are attempting to
discover evidence of how the candidate matches the list of attributes set out in the
person specification. The candidate is likewise discerning whether the parish is right
for them. The interview should be a mutual discovery of God’s will for the parish
and the priest.
2.
The parish representatives should remember that they are asking questions
on behalf of the people they are representing, and not fighting for their own
concerns or interest. Competition between factions must be avoided.
3.
It is helpful to use grids for shortlisting and interviewing (see Annex I)
4.
Those interviewing should decide what evidence they are seeking to obtain
from the interview, and should prepare questions to provide it. They should make
notes of the questions they intend to ask – otherwise they might forget.
5.
It is important to consider the underlying approach of the candidate. Does
his/her personal faith come through? Is there enthusiasm for ministry? Is there
sensitivity to those of different opinions?
6.
Choose a place for the interview that is relaxed, comfortable, warm and welllit, and avoid creating an intimidating environment.
7.
Put the interviewees at their ease – it is stressful for them, so do not make it
worse. High pressure rarely exposes hidden issues – calm, relaxed, gentle, searching
questions do.
8.
At the start of the interview, inform the candidates how long it will last.
9.
Make sure that the interviewee does 90% of the talking.
10.
Questions should encourage the candidate to share his/her approach to
ministry. Ask open-ended questions – how, why, tell me, what (and to a lesser
extent, where, when and which) to get the interviewee talking. Use why? Probe
reasons, and thinking, to get the real motives and feelings. Clarify any unclear points
on the application form with probing questions.
11.
It is better to ask candidates how they actually have dealt with a particular
situation rather than how they would deal with a hypothetical situation.
12.
Questions with a built-in bias or unnecessary questions of a personal nature
must not be asked (for example, questions relating to gender or age).
Page 35
13.
The same ground should be covered with each candidate, although this does
not necessarily require identical questions. In particular, supplementary questions
may differ, depending on what answers are given.
14.
The chair has an important role in seeing that:
 boundaries are adhered to;
 intrusive personal questions are withdrawn;
 all candidates get the same amount of time.
However, all members of the panel should be aware of these things.
15.
If an interview is to begin or end with prayer, the emphasis should be on the
desire to determine God’s will through the action of His Holy Spirit and not an
agenda or a summary of the proceedings.
This material is based on Interviewing the Prospective Vicar from the Diocese of
Ripon & Leeds
May 2013
Page 36
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex J
Sample questions for interviews
Parish representatives need to exercise considerable sensitivity. When considering
asking a personal question, one guiding principle should be ‘Don’t ask a question that
you would not answer yourself’. The interview must not be used to ask intimate
questions about marital history, sexuality, personal financial matters, or past history
of mental illness. If there are issues that worry the parish representatives, they
should consult the bishop.
It is helpful to concentrate on how candidates work in practice rather than how
effectively they handle ideas, and to try to obtain stories of actual experience rather
than theory.
Examples

Do you have comments or questions about the Parish Profile?

Tell us about the time when you say ‘….’

You say ….. about yourself. Give us an example of what this means

How do you…?

What is your experience with….?
Key areas of ministry to be explored in an interview include the following, although
it will not be necessary or possible to include them all.
Worship
Explore approaches to all age worship, music, values of Common Worship, the BCP
and other newer liturgical resources.

Tell us about a decision you took about worship and the reasons for it.

Tell us how you have introduced new experiences in worship to a congregation in the
past?
Page 37
Preaching
Ask candidates about what they see the purpose of preaching to be, and what the
sources of their sermon material are.
 Tell us about the results of your preaching?
 In preparing your sermons, what use to do you make of the Bible, the Church’s year,
personal experiences, topical events and contemporary issues in culture and society?
 How have you involved the congregation in your preaching?
Pastoral Care
Questions might include asking about their general approach, sharing visiting with lay
people, attitudes to baptism, marriage and re-marriage and funerals
 What kinds of pastoral care or counselling have you provided?
 How have you shared responsibility for lay people? Were there areas you felt you
unable to share and why?
 What experience have you had with troubled teenagers, or drug and alcohol abusers?
 What have you taught about grief and bereavement?
 How have you responded to those who are not church members who have asked for
help?
 What have you said to those who apply for the baptism of their children?
Spiritual Life
Ask how candidates have encouraged others in their spiritual journey and how they
have maintained their own prayer life.

What has been you experience of teaching people to pray and what has been their
response?

What experience have you had of retreats, spiritual direction, charismatic renewal,
private confession?

Where have you recognised the work of the Spirit in the life of today’s world?
Page 38
Theology and the Bible
Ask candidates how they have kept up to date with theological issues and Bible study
 What theological books have you read recently?
Ministry and Team Work
Find out about their understanding of ministry, their involvement and
encouragement of lay ministry, and ask for examples of working with others.

How have you recruited and trained volunteers?

How have you assisted and supervised lay workers for teaching in the parish?
Ability to work across different church traditions
Ask candidates to give examples of working across different church traditions
 Give an example to show how you are comfortable working in a different
church tradition?
Leadership
Ask about their experience of leadership.
 How have you kept a balance if there have been various power groups in the parish?
 How have you managed conflict?
Mission and evangelism
Ask about their experience of mission and evangelism initiatives
 Tell us about a mission initiative undertaken in your last parish
Social issues
Ask about how they think the Church should engage with the world.

Tell us about any time when you dealt with a disagreement on a social issue
Page 39

How have you led church members to express their witness on social issues?

How have you enabled people to discuss controversial issues and to share their
honest differences?
Children and young people
Ask about their experience of working with children and young people, their
involvement in schools, and their views on children and communion.
Ask how they would ensure that a youth club operates safely.
Education and Learning
Ask how they develop Christian learning in others

What has been your experience of Church schools and their place in the work of the
Church?

How you have found your experience of serving as a school governor?
Administration
Ask about their approach to PCC meetings, and what administrative and IT skills
they possess.
Personal Development
Ask about their approach to time off, leisure activities and interests outside the
church - from where or whom do they receive support?

What training needs do you have and how would you go about meeting them?

How do you arrange your time off and what you like doing?

Tell us about a book have you read recently.

What do you do for fun?
Page 40
Ecumenism
Find out about their experience of working ecumenically and their attitude towards
ecumenical co-operation

Tell us about a work or project you have shared with other churches in your deanery
or ecumenically?
Inter-faith issues
Find out about their attitude to other faiths and experience of working with them.
Resilience

Give us an example of how difficult ongoing problems have been handled.

What resources or support have you drawn on to cope with the demands of
the role?

How would you respond to someone who comes forward with an allegation
of abuse in the past?
May 2013
Page 41
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex K
Effective feedback
1. Feedback is an important part of supporting applicants through various stages
of an appointment process. It needs to be given by the right person, be
constructive and given in a sensitive and honest way.
2. There are two core types of feedback to consider – post shortlisting and post
interview. In both cases this should be given by the appointing panel chair or a
panel member.
3. The purpose of feedback post shortlisting is to explain why the applicant was
not shortlisted. In order to do this the provider must follow three key steps:
 Explain the reason for not shortlisting using sufficient evidence against the
specified attributes;
 Advise how the recipient can better present themselves in future applications;
 Identify developmental needs to assist the recipient in filling in any gaps for
similar roles.
The second and third steps may well comprise brief suggestions that could then
be followed up in the home diocese.
4. Post interview feedback should be in a more detailed format than post
shortlisting feedback. The provider may give feedback on the following key
points, remembering that at this point any feedback given should be evidenced
solely on the interview:
 The recipient’s interview technique.
 Explain the reason for not taking the application further using sufficient
evidence against the specified attributes.
 Communicate any developmental needs that have been identified. Dialogue
should be encouraged throughout and the provider should have detailed notes
on hand to help them answer any questions that may arise. The recipient
should be encouraged to reflect on the feedback that they have received and
ask questions to help understanding
 The provider should listen to the recipient’s reaction to the feedback and
gauge how they receive this. Are they aware of any ‘gaps’ and developmental
needs identified and how can they be supported in addressing this? Does the
Page 42
recipient have realistic expectations and are they suitable for this type of
appointment?
 The recipient should be asked to feedback on the process as they have
experienced it in order to help to develop this for future use.
 The provider should help the candidate to consider what they have learnt
about themselves and their ministry.
 Remember that this is a conversation and that it will help if you have your
interview notes to hand.
Again these pointers may be followed up in the home diocese.
6. Debriefing is more of an informal process that is likely to be undertaken by the
home diocese. This is a supportive process that encourages reflection and is
much more of a two way process. A debriefing session tends to be part of a
number of ongoing discussions and may become part of MDR discussions.
Debriefing should be consultative and assist the recipient in managing their
expectations as to their future discernment and direction as well as
considering who else should be consulted to aid their requirements and
journey.
7. The core personal skills are the same when passing on feedback or when
debriefing someone, and can be summarised by the list as follows:
 Active listening and using open and probing questioning to gather further
information
 Open body language
 Summarising to ensure understanding
 Helping the receiver give their own feedback
 Staying neutral and not becoming emotionally involved
 Overcoming resistance, denial and aggression when giving feedback
8. Some ‘Top Tips’ to consider when providing feedback or debriefing are listed
below:
 The person providing feedback or debriefing should consider whether they are
the right person or should they delegate the task to somebody else
 Prepare properly - set aside time and ensure a suitable private and comfortable
setting, and ensure that enough information is available about the process and
feedback
 Use the appropriate language and terminology
 Encourage dialogue during and reflection post feedback
 Actively listen to recipients reactions to feedback and react accordingly
 Ensure that all the information required to provide feedback and to expand on
any questions is at hand
 Actively identify development opportunities and advise where possible on how
to address these
Page 43
 Be honest - remember to provide BOTH good and developmental feedback
including the long term direction of the person and potential for senior
appointment
 Not everyone can come second…..
9. Feedback needs to have regard to the potential for giving rise to difficulties:
 'I was told I was too old',
 'I was told I only had a year or two left in me and that wasn’t enough for this
appointment',
 'they said they really didn’t want a woman',
 'they realised on the day that they hadn’t thought the job through properly so
they weren’t appointing anyone'
Adapted from a note prepared by the Wash House, April 2010
May 2013
Page 44
Guidance on parochial appointments
produced in support of the Ecclesiastical Offices (Terms of Service) Measure 2009 and
approved by the House of the Bishops
Annex L
References
What are they for and how are they used?
Just as the process for appointment to a particular office is different from selection
for the ministry (and from selection for appointment to the episcopate), there will
be some differences in the use of references. Although the bishop and others may
want to know about the spiritual qualities of a candidate to a certain extent they will
be a given, the selection process satisfying the Church on this point. Obviously things
can go awry after ordination but careful nurture and attention to personal
development objectives and spiritual direction are the means of maintaining and
refreshing this dimension of the person.
Appointment is about selecting someone to do particular work in a particular place.
The role description and person specification will have identified the skills,
experience and qualities needed to do it. References are not a substitute for a good
selection process but should be used to confirm what an appointments panel has
discovered for itself about a candidate. It is good practice therefore to look at
references after a provisional conclusion has been reached.
A role and person specification should be given to referees and, if it is intended to
place reliance on their responses about specific areas, and these areas are clearly
identified in the person specification, specific questions should be asked. Eg how has
the candidate coped with particular types of situation eg handling conflict? These
areas should be followed up at interview. This method allows evidence to be
gathered consistently and fairly. However it must be remembered that what a
referee has reported will be about a different role done in a different situation and it
is not possible to simply assume that that is how they will respond in the new
environment.
References about a candidate are sought in confidence. It is good practice for
referees to give a copy to the applicant (see main guidance paragraphs 126-134). The
references should be kept confidential by the person administering the process, the
panel chair and, if he is not the chair, the bishop in due course. The panel chair will
have been alerted by the references to areas where further probing from the panel
would be helpful. Such question areas should be asked of all candidates for the
process to be fair. Alternatively, depending on the areas of concern these could be
left to the interview with the bishop. The panel chair will decide whether or not to
show other panel members the references but this should only be done after an
informal conclusion has been reached.
There are some schools of thought that references are not worth the paper they are
written on as a candidate is likely to select referees who will give a favourable
reference. (This is one reason why many institutions ask the bare, factual minimum in
Page 45
reference requests.) This halo effect can be reduced to an extent by being
prescriptive about the relationship of the referees to the applicant eg the person
who currently has oversight, a current churchwarden. The referees need to have
direct and up to date knowledge of the candidate.
There will be some circumstances where candidates are not prepared to consent to
references being taken up prior to interview e.g. SSMs in certain types of
employment. No inference should be made. It may be worth considering whether a
reference from a different source would be equally valid.
May 2013
Page 46