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Monday, 26 January 2026

4min 48sec clip - How are Staples Made? | History of Staple-making

Monday, 19 January 2015

the @c_of_e #discerning and #nurturing senior #leaders paper - its headlines, arguments & how real is the consultation

A paper with this title - for the February 2015 Synod - became available on line last Friday. It prefaces the earlier (December 2014) issued Talent Management report (here is my summary of that report)

Below I headline what the paper says. Where I make comments (as distinct from the facts of what happened or summarising what the paper says) I have indicated these via red coloured font.

Below those headlines are two further sections - the first - by way of reminder - sets out how the Talent Management Report was revealed. The second section summarises in more detail what the paper says.

And just to note - at the very foot of this post are links to my posts summarising all the recent January 2015 CofE reports and other related CofE posts on stats/conferences/etc. etc.

Headlines from the Discerning and Nurturing Senior Leaders Paper

1) We want to be more diverse in wider leadership roles

2) We aren't just adopting management speak and theory

3) It is irresponsible not to manage our talent

4) We will review and refine content in light of earlier consultation, suggestions via social media and the hearing at Synod

(Yet the 1st mini-MBA for Deans is in March 2015, Partners have been selected to design and deliver the programmes, detailed design is underway and arrangements for identifying participants are underway (paras 14, 16 & 19) - which perhaps is why - unlike the other papers - there is not a discussion forum on the CofE website. Also given that such actions/decisions are already underway/have been made - then if the February 2015 Synod raises fundamental issues that will be awkward)

How the Talent Management Report was revealed

1) the 12/12/14 Church Times reported on what it described as an "unpublished" CofE report on "talent management".

2) The article quoted a spokeperson as saying "Details will be published next month" (although given the structure of the article's paragraph this quote might have been referring to either the report or the implementation plan).

3) A fair amount of the initial reaction to the Report - as the Church Times article reported on it - was unfavourable (a list of posts reacting to the report is at the foot of this post)

4) on 16/12/14 Justin Welby issued a response. Plus on the CofE website there was (16/12) A Note from the Bishop of Ely on “The Green Report”. The key arguments set out in those 2 documents defending the proposals are reflected in the latest "Discerning & Nurturing" paper - indeed often the exact same phrases are used

5) Soon after the report became available - and despite the reported "published next month" quote in 2) above - the report became available online

A bit more detail on the Key points set out in the Discerning and Nurturing Paper

Purpose of the Paper

1) The paper;

a) sets "the proposals in their wider context";

b) connects "the theological underpinning of this work with the organisational language of the proposals";

c) creates "space to explore the various issues and concerns that have arisen";

d) provides "an update on the detailed design.
(all quotes from para 2 page 1)

Consultation and Review

2) Paragraph 7 on page 2 of the paper reports as follows:

a) "Over the Autumn DAG has been testing and exploring themes to inform the detailed design through regional bishops meetings, the Dean’s Conference, a meeting with Directors of Ministry, the Archbishops’ Council as well as reviewing the suggestions that have emerged through social media."

b) "The hearing at Synod will be an additional forum for this. Content is being reviewed and refined in the light of such discussions."

3) This all looks hopeful in terms of listening to the various reactions to the Talent Management report. However that hope is somewhat dented when paragraphs 14, 16 and 19 of the paper are read

a) "Partners have been selected to design and deliver the leadership programmes" (para 14 page 4),

b) "The first programme is the mini-MBA for Deans and this will be held 23 – 27 March 2015. Detailed design work for the other programmes is underway and invitations have been been issued. (para 16 page 4)

c) Arrangements for identifying the participants for the 2015 development programme are underway and the framework for this discernment process set out in the report is being piloted. (para 19 page 4)

Arguments set out in the report to support Talent Management

It is irresponsible not to manage our talent
4) "The absence of a process for the proper development for posts of wider responsibility is arguably an abdication of our duty to care for those called to this ministry. (para 5 page 2)

5) "These proposals are, fundamentally, to do with the responsible stewardship of the gifts
God has given for ministry". (para 6 page 2)

6) "To fail to prepare those who may be called to posts of wider responsibility is to put unreasonable stress on them and means that we are neglecting to love them as we are called to do. (para 11 page 3)

We want to be more diverse
7) "A key aim of the programme is to enable the Church to deliver its commitment to diversity and difference in wider leadership roles. This is reflected in the emphasis on interdisciplinary learning and the creation of a ‘community of practice’ across a diverse pool of clergy - theologians, community shapers, evangelists and parish priests. In addition, the
commitments made in the Guiding Principles, and to increased BAME representation in
leadership need to be lived out in action" (para 12 page 3)

We aren't just adopting management speak and theory
8) "The identity of the Church is rooted in, and renewed by, continuing dynamic and prayerful engagement with scripture in each new context, in response to new questions and challenges. Formed by the biblical and living theological tradition, and seeking to proclaim the Gospel afresh in each new generation, the Church sifts, evaluates and, where appropriate, engages in what the FAOC Report calls “critical appropriation” of
theoretical insights drawn from organisational theories and praxis beyond the biblical-theological traditions. It is often in ‘the voice from without’, from beyond our known
discipline or path of discipleship, that the renewing and challenging word will spring.
Participants will be encouraged to engage critically and theologically with lively insights
offered by professors from INSEAD and the Judge Business School Cambridge". (para 8 page 2)

Sunday, 18 January 2015

Church Commissioners' funds & inter-generational #equity - a summary of the #facts & #arguments in 16 short points

On Friday the above clip was posted along with a transcript, a tumblr post , a paper and a discussion forum on the subject.

What follows is my summary of the paper in 16 shortish points. At the foot of this post are links to my posts summarising all the other recently issued reports by the CofE, plus other related posts on CofE matters/conferences/stats.

Summary step through of the facts and arguments

The funding situation
1) In 2013 the Commissioners spent £208m (15% of the CofE's total spend). (annex para 6).

2) Of this £122m was on pensions, £86m on non-pension costs (47% on supporting dioceses, 36% on bishops’ ministry and a further 11% supporting cathedral ministry) (annex para 6).

3) £97m of the £208m was met from income, the balance from funds. (annex para 6).

4) The Dioceses can't fund the proposals in the various papers.(para 2 page 2)

5) If the Commissioners pay for such they'd 'over-distribute' from their funds which pay for the spend in 2) above.(para 2 page 2)

Positives of a one off time limited Over-distribution
6) It helps generate church membership growth and local financial sustainability (annex para 21)

7) Thereby reducing the need for support from national funds in the long term. (para 39 pages 6&7).

8) Over-distributing knowingly with precautions in place is a legitimate strategy.(para 41 page 7).

9) A successful outcome, as a by-product, would be an increase in the Church’s financial strength. (para 4 page 1)

10) Such a one-off distribution would in principle be possible - subject to the Commissioners taking legal and actuary advice - without the need for further legislation (though legislation would be needed if new types of distribution - for example for clergy or lay training- were to be envisaged). (annex para 16 &18)

Negatives of Over-Distribution

11) ‘Over- distribution’ means an irreversible reduction in the size of the funds (not tied up in pension) available in perpetuity to meet the costs of the living church. (annex para 4 & 20)

12) For every +'nal £100m spent the funds available for distribution (see 2) above) reduces by £2-3m p.a.(annex para 19).

13) ‘Bad’ over-distribution led to a severe financial crisis in the early 1990s. (para 5 page 1)

14) Over-distributing without understanding the consequences is a sure road to disaster. (para 5 page 1)

15) If we over-distribute the risk is that instead of having a substantial endowment and few members - the Church might have neither. (annex para 21)

Conclusion
16) Andreas Whittam Smith therefore welcomes comment from Synod on the proposals and precautions he shall outline in the debate. (it isn't clear to me if these precautions are in addition to those discussed in the paper) (para 41 page 7)

Some Background information

1) For more than 20 now the Commissioners have adopted a rigid policy of distributing only such sums that will enable the value of the endowment to be maintained in real terms through time. In so doing they have observed the principle of inter-generational equity. (para 10 page 2).

2) They have achieved investment returns in excess of their target return of RPI plus 5% consistently over the last 20 years. This, plus a prudent distribution regime informed by independent actuarial advice, means the investment portfolio at the end of 2013 was some £6 billion. (If they'd only managed to keep pace with inflation it would be 1/2 of this). (para 36 page 6)

3) As the Commissioners are not encumbered with any borrowing and have been growing the value of the portfolio at a rate faster than simply maintaining it's real value ....SO financial support to the Church is greater than would otherwise have been the case had it merely kept pace with inflation. (para 38 page 6)

4) The highly diversified investment portfolio has shown itself resilient during recent economic turmoil. It has been able to maintain its level of distribution to the Church, in particular its support for poorer dioceses, and more recently for mission and development opportunities. (para 37 page 6)

5) Around £2 billion of the £6 billion is required to extinguish the pension obligation over the next 60 years. (annex para 2). The actuaries advice is there will not be any increase in money available for non-pension purposes once the pension liabilities have been met. (annex para 3)

6) The report sets out the key lessons learnt from previous mistakes:

- from 1974 onwards, over-distribution became a habit and the additional spending was targeted on recurring costs (stipends, pensions etc.), which could not be cut back when things turned sour;

- there was an over concentration of assets (Commercial property ='d 38% of assets and itself was made up of a small number of large schemes);

- The decision to borrow exacerbated the risks. Moreover interest rates doubled to 10% so in 1991 loan repayment spend was almost as much as stipends or pensions. (para 35 page 6)

7) If over distribution were chosen there would be important questions to address over:

- The scale of the money released (if a special distribution is to be made it has to be sufficient to make a difference);

- For what purposes it was to be used and;

- How to distribute funding in such a way as to avoid a ‘boom and bust’ culture or to create dependency. The profile and purpose of the spending would need to be shaped to avoid long-term operational funding commitments and to build long-term sustainability. (annex para 22)

8) And any such distribution would need to be tightly governed, in particular to ensure the
additional monies are being properly directed towards the change programme and
are not being mopped up by ‘business as usual’ activity. (annex para 23)

Related CofE Posts

CofE Discerning & nurturing paper - with Green Report attached - from January 2015

Church Commissioners' funds and inter-generational equity - from January 2015

CofE Resourcing the Future - from January 2015

CofE Resourcing Ministerial Education - from January 2015

CofE Simplification paper - from January 2015

Household of faith conference - one of several posts summarising - from July 2014

CofE Strategies - one of several posts summarising - from June/July 2014

Role of church in society conference - from June 2014

CofE church growth research conference - from January 2014

Friday, 16 January 2015

the @c_of_e resourcing #ministerial #education - summary of 17 proposals

The clip above was posted on you tube on the afternoon of 15/1/15, along with a link to a discussion forum on the subject on the CofE website. At the same time the report itself was also posted along with a tumblr post on it which had the transcript for the you tube clip.

What follows is my summary of the report including its 17 proposals - 1st a simple listing and then a more detailed summary of the 17 proposals which also includes: What the report says about the Resourcing the Future Report; Context, Consultation & Research; Vision of the Task Group.

At the foot of this post are links to summaries of the other reports published this week and other CofE reports/events.

LIST OF 17 PROPOSALS

1) Review Selection Criteria, shorten time and review Reporting and Assessment Processes
2) All Candidates to have a Personal Learning Plan agreed with the Diocese
3) Special national funding for training to prepare gifted individuals for strategic roles

4) September Ordinations only

5) Investment in candidates after ordination

6) A standard level of grant for tuition and training pathway decisions made in the Diocese

7) Maintenance grant pooling discontinued. Each Diocese covers sponsored candidates costs
8) Candidates over 50 selected locally by the bishop & diocese will pay for their training
9) At Selection transfer Candidates Sponsorship to diocese where ministers are needed
10) Increasing investment in IME 2 and CMD via a development fund

11) Length of training posts benchmarked to 3 years as a norm
12) Candidates for Lay Ministry - apply additional national funding
13) Substantial proposals changes make considerable demands on TEIs and Diocese

14) Substantial additional funding is needed for the proposals
15) Proposals mean a significant change in the role of the Ministry Division
16) Increase no. of candidates offering for all forms of ministry by 50% p.a. from present levels by 2020

17) Expansion of Ministerial Education scheme for under 30’s from 30 participants to 250

MORE DETAILED SUMMARY

What the report says about the Resourcing the Future Report (which presumably will be made available on Friday 16/1/15)

48% more volunteer lay ministers (of different kinds) and 69% more paid lay ministers

This is the aspiration for growth to over 17,500 volunteer and over 2,000 paid. (In the Resourcing the Future Report, lay ministry plays a very significant part in the vision for future ministry articulated by dioceses.mentioned under proposal 12 - para 45 page 6&7)

Context, Consultation & Research

- the 2014-15 budget for training ordinands is £13.5m + £5m for additional family maintenance costs. Dioceses and parishes provide a further £1.8m for the costs of context-based training. (para 1 page 1)

- the Report has been revised in the light of comments made at the House of Bishops and the Archbishops’ Council. Publication of the Report for General Synod marks the beginning of a period of consultation on its proposals not only with the Synod but with Dioceses, theological educators and Theological Education Institutions. (para 4 page 4)- the Task Group commissioned a major research programme to explore the outcomes of the several forms of ministerial education. The initial research results are available online for information and also for peer review. (para 26 page 4). There is clear evidence that particular forms of high quality provision during IME 2 and then in Continuing Ministerial Development make a demonstrable contribution to the numerical and spiritual growth of congregations. (para 30 page 4)

Vision of the Task Group - is of a growing church with a flourishing ministry - and they therefore hope to see:

- every minister equipped to offer collaborative leadership in mission and to be adaptable in a rapidly changing context;

- a cohort of candidates for ministry who are younger, more diverse and with a wider range of gifts to serve God’s mission;

- an increase of at least 50% in ordinations on 2013 figures sustained annually from 2020;

- the rapid development of lay ministries;

- a continued commitment to an ordained and lay ministry which serves the whole Church both geographically and in terms of church tradition.

(para 8 page 2)

Proposals

1) Review Selection Criteria, shorten time and review Reporting and Assessment Processes
In the light of current and future needs for ministry the criteria review is in order to ensure high standard outcomes. The processes review covers from selection through IME Phases 1 and 2. It is to support the development of candidates and to ensure consistency all through the formation process.(para 34 page 5). There is also an aim to streamline the vocations process so that, in the case of those candidates who need it, vocational exploration can be begun and concluded within a year. (para 22 page 4)

2) All Candidates to have a Personal Learning Plan agreed with the Diocese
This would covering the whole of IME to provide a flexible programme geared to individual need (the plan would be drafted as part of the selection papers and then reviewed at key points during IME). (Also as part of this proposal Bishops Regulations for training would be replaced with flexible, indicative norms (Bishops Guidelines) - para 35 page 5)

3) Special national funding for training to prepare gifted individuals for strategic roles
(e.g. in foundational theological work leading to teaching or research or as missional leaders committed to serve in poorer dioceses including those in context based training in poorer parishes). These would supplement the standard grant (see Proposal 6 below) and be administered nationally. (para 36 page 5)

4) September Ordinations only
In order to make the most of the investment in IME. (This will provide more time available for formation and study and adds to the educational and training value of the final year of training by as much as one third - para 37 page 5)

5) Investment in candidates after ordination
As well as before ordination, opening up the possibility of “Teach First” type schemes for ordination training and creating the option of accelerating the vocational process in the case of candidates suited to this. (para 38 page 5)

6) A standard level of grant for tuition and training pathway decisions made in the Diocese
In place of the current arrangements. Such decisions for individuals would also be made in consultation with the candidate. Each recommended candidate will attract a standard level of grant for tuition from a central fund to which all dioceses contribute in a similar way to the present arrangements. The grant may be used in a range of ways as the diocese sees fit, provided the training is from an approved provider. The diocese will decide whether resources additional to the standard grant need to be invested in the candidate’s future ministry, in each case according to need. No recommendation has been made at this stage about the level at which the standard grant should be set, though it is envisaged that it will be sufficient to enable a candidate to pursue an IME pathway leading to ordination - (para 39 page 5). It is also assumed that the recently established and well received Durham University validation framework and the Common Awards remain in place. (para 14 page 3)

7) Maintenance grant pooling discontinued. Each Diocese covers sponsored candidates costs
To give the dioceses freedom to determine how much of their training budget should be invested directly in ministerial education and how much in the support of candidates families. (para 40 page 6)

8) Candidates over 50 selected locally by the bishop & diocese will pay for their training
Candidates who will be under 50 at ordination will continue to attend a BAP to ensure national commonality of standards. Candidates over the age of 50 at ordination will not receive the standard pooled grant. (para 41 page 6)

9) At Selection transfer Candidates Sponsorship to diocese where ministers are needed
And explore ways to facilitate this through financial and other means and - in particular - such sponsorship transfer to poorer dioceses.(para 42 page 6)

10) Increasing investment in IME 2 and CMD via a development fund
To sustain the effectiveness of IME 1 into the first appointment and beyond, the quality of IME Phase 2 and CMD provision need significant overall improvement. The Task group proposes a development fund providing a substantial sum per annum to which dioceses can apply for matched funding to provide leadership development in preparation for posts of first responsibility. Similar provision of a fund for training for ministers in subsequent posts of responsibility is also proposed in order to sustain the effectiveness of IME. Grants would be made to kite marked schemes which can demonstrate high quality outcomes. (para 43 page 6)

11) Length of training posts benchmarked to 3 years as a norm
Explore this as a norm rather than the 4 years as at present, (though it would be open to dioceses to chose a longer period or indeed a shorter one for an individual candidate). The length of curacy should be determined by the time the candidate needs to meet the Formation Criteria. On the basis of the RME research the Task Force believe this will not significantly reduce the effectiveness of IME Phase 2. (para 44 page 6)

12) Candidates for Lay Ministry - apply additional national funding
Do further work over the coming months to explore how dioceses envisage the development of lay ministry in more detail. The application of additional national funding is proposed to education for lay ministry in three streams:

a) Creating the possibility of the recognition of candidates for particular lay ministries through a national selection process and the funding of their training in a similar way to ordinands

b) Matched funding available to dioceses to enhance their provision for lay ministry development (in parallel with Proposal 10 above)

c) Funding to ensure that the Church maximises the value of the Common Awards for lay education and training in dioceses.

(para 45 page 6&7)

13) Substantial proposals changes make considerable demands on TEIs and Diocese
And call for the continued development of close partnerships across the Church in the delivery of common goals. Sustaining high quality communication, consultation and the development of shared wisdom will be vital in drawing up the detailed proposals and in implementing change. (para 45 page 7)

14) Substantial additional funding is needed for the proposals
It is unlikely is that the proposals which encourage major growth can be implemented
without such. This is being explored as part of the broader agenda of the five connected Task Groups. (para 46 page 7). The Task Force have identified what an estimated 50% increase in present investment (in other words another £10m per annum) might achieve in supporting the dioceses to work towards a significant increase in numbers and quality. Further detailed financial projections are in preparation. (para 15 page 3)

15) Proposals mean a significant change in the role of the Ministry Division
Active consideration as to how the Division should be restructured has begun. (para 47 page 7)

16) Increase no. of candidates offering for all forms of ministry by 50% p.a. from present levels by 2020

The Task Force proposes a co-ordinated, episcopally led initiative in each diocese, based on prayer and fostering a culture of discipleship and vocation which actively seeks to achieve such an increase (para 18 page 3)

17) Expansion of Ministerial Education scheme for under 30’s from 30 participants to 250

Across all dioceses with a subsidy at the current level of £2k per capita per annum. (para 21 page 3)

Household of faith conference - one of several posts summarising - from July 2014

CofE Strategies - one of several posts summarising - from June/July 2014

Role of church in society conference - from June 2014

CofE church growth research conference - from January 2014

Wednesday, 14 January 2015

the @c_of_e developing discipleship paper - a summary of the main sections and the 3 recommendations on 10 marks of developing #disciples, deepening the conversation & revising the #Catechism

On 13/1/15 the CofE shared the above video on youtube along with a tumblr post on the Developing Discipleship paper by the Bishop of Sheffield. A transcript for the you tube clip is here

That post said that at the February 2015 Synod the paper will provide a context for the important conversation and debate about the reports from the four Task Groups due to be published this coming Friday.

The post says the paper has gone through several versions following discussions in the House of Bishops and and the Archbishops Council and that the final result is far from the last word. It describes the main focus of the paper as - the need for the CofE to take more seriously the call to all to be and to become a community of missionary disciples called to love God, to love one another and to love God’s world.

A discussion forum on the Developing Discipleship can be found on the Church of England website.

I have attempted to summarise what the paper proposes below.

1) What does it mean to be a disciple? - covered in paragraphs 6 to 15 with references to relevant bible passages. "To be a disciple is to be called to a life of learning and formation in the likeness of Christ" (para 7) AND it " is also to be called to live a distinctive life of witness and service, an apostolic life, sent into the world, to follow God’s call" (para 8).

2) How are disciples formed and sustained? - (paras 16 to 21) " primarily through the grace of God, Father, Son and Holy Spirit seen in the witness of the local church, through a community dedicated to a life of prayer, service and witness in daily life which is a living interpretation of the Christian faith" (para 16).

3) Discipleship in the tradition (paras 22 to 30). "it is possible to identify periods of significant reflection on the central importance of discipleship in the life of the Church" (para 22). "These periods of reflection are almost all in times of significant change" (para 23). " As the Church of England in 2015 we face the challenge of calling one another afresh to follow Christ in the face of a global, secularised, materialistic culture, often experienced as a desert for the soul. We need to draw on the deep wisdom of the past but also to apply ourselves afresh to an authentic and Anglican understanding of discipleship for the 21st Century." (para 30)

4) Reflection on discipleship in the contemporary Church of England (paras 31 to 40). " The Church of England has not devoted a great deal of time and energy to reflection on the discipleship the whole people of God in recent times." (para 34). ".there is no well-developed authoritative source for the theology of discipleship to which the contemporary Church of England can readily look to inform its teaching here” (para 37). "We should not be surprised or discouraged that we need to do further work in this vital area nor should we blame others or ourselves for the present situation. Rather we should recognise that the changing times in which we live call for a changing and evolving understanding of discipleship within the life of the Church. (para 40)

5) The paper has 3 recommendations:

a) Ten Marks for Developing Disciples - the paper commends these to parishes and to Dioceses. An appendix lists the 10 marks of a diocese committed to developing disciples AND gives a few examples under each of what that would look like in a diocese.

1) A lifelong journey of discipleship and growth in Christian maturity is supported and modelled by all.
2) The importance of discipleship in daily life is affirmed.
3) Gatherings for worship celebrate the discipleship of all the baptised.

4) Disciples are equipped to help others to become followers of Jesus.

5) Diocesan work on vocations is based on the principle that all the baptised are called into God’s service.
6) Good practice in facilitating learning and formation is developed.

7) Gifts of leadership are recognised and developed among all the baptised.
8) Innovation and experiment are encouraged in mission, ministry and discipleship.
9) Specific diocesan policies and plans promote discipleship development
10) Diocesan resources are committed to the development of the whole people of God.

b) Deepen the conversation - a new theological conversation on discipleship and ministry by a group of theologians, bishops and theological educators. This group will prepare the ground for a larger conversation between bishops, theologians and theological educators on these themes in September 2015, as part of the College of Bishops. Following that conversation it is hoped a group will develop fresh theological resources in this area for the General Synod in the next quinquennium.

c) - to the House of Bishops - the need to develop and revise the Catechism in the next five years and to commission resources to help the whole Church explore and live out our common discipleship. (The catechism is a much neglected summary of discipleship and what Christians believe)

Household of faith conference - one of several posts summarising - from July 2014

CofE Strategies - one of several posts summarising - from June/July 2014

Role of church in society conference - from June 2014

CofE church growth research conference - from January 2014

Saturday, 26 April 2014

paper aeroplane #innovation

found via laughingsquid

Wednesday, 19 March 2014

how to use that #scrap #paper

by TukiToku.
Explore more infographics like this one on the web's largest information design community - Visually.

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