Minneapolis Area Synod
Sabbatical Policy Recommendations

The Minneapolis Area Synod Sabbatical Policy Recommendations are intended to provide a system and structure for extended study and time for renewal. This time is designed to better equip rostered staff and lay professional staff to serve their congregation’s future mission and ministry. Sabbatical time shall be used for study and learning, renewal and reflection, as well as wellness issues.

Preparation

The sabbatical plan will be developed in consultation with the congregation council through the appropriate personnel or executive committees. The plan for sabbatical time will be developed at least several months prior to the date of implementation. That should allow for adequate time to meet the conditions determined necessary for a successful transition process to, and completion of the sabbatical. Duration of the sabbatical term must be specified. Sabbatical time needs to be distinguished from annual leave.

Elements of the Sabbatical Plan

Each of the following elements needs to be reviewed and evaluated for its relevancy to specific congregational situations.

1. Eligibility
A sabbatical leave of three months may be granted to ¾ to full-time rostered staff and lay professionals after five continuous years of service at one ministry site. Support staff may also be granted a leave of three weeks after four years of continuous service at the same site.

Congregations with multiple staff shall identify additional priorities for eligibility when two or more staff members have similar service longevity.

2. Goals and Objectives
Goals and objectives for the sabbatical, plus the potential benefits to the individual and congregation, need to be discussed and established early in the planning process.

3. Duration of the Sabbatical
Up to three consecutive months of sabbatical leave may be granted after five years of continuous service in the congregation. The length of sabbatical leave needs to be discussed and stated in the plan, including beginning and ending dates.

4. Compensation and Replacement
During the sabbatical, the congregation is expected to provide full salary and benefits to the individual. Car allowance may be a negotiated item. Accrued continuing education funds may be used by the individual for a sabbatical.

The congregation will need to make arrangements for ministry during the sabbatical period. This can range from full-time replacement to supply preaching. A sabbatical leave is also an excellent opportunity for lay leadership to take on some aspects of replacement ministry.

In terms of meeting the above costs, it would be wise for both the congregation and the individual to budget for these several years in advance, if possible.

5. Return
A sabbatical leave is intended to benefit both the congregation and the individual. Therefore, upon return, at least one year of additional service is expected following a three month sabbatical, and at least six months of service following sabbaticals of two months or less.

A written, personal report will be submitted to the Congregation Council within 90 days upon completion of a sabbatical. The report will include, among other items, material on (a) the value of the sabbatical for personal and professional growth, and (b) the potential impact on the individual’s service to the congregation.

An Excellent Resource

Sabbatical Planning for Clergy and Congregations, by Richard Bullock, is available from the Alban Institute for $8.25. Individuals planning, or just beginning to dream about a sabbatical, and the Congregation Councils with which they work, will benefit greatly from the use of this remarkable planning booklet.

Submitted by the Sabbatical Task Force