HANDBOOK

FOR CATHEDRAL CLERGY

ON

COMMON TENURE

CONTENTS

ForewordPage4

1Introduction5

2Statement of Particulars6

3Role Description7

4Stipend7

5Cathedral Grants8

6Fees8

7Expenses8

8Termination of Appointment9

9Housing10

10Ministerial Development Review11

11Continuing Ministerial Development12

12Well-being13

13Spiritual direction13

14Annual Leave13

15Rest Period14

16Special Leave15

17Entitlement to Statutory Maternity, Paternity and Adoption pay15

18Entitlement to Statutory Maternity, Paternity and Adoption leave18

19Time off for Dependents19

20Time off for Public Duties20

21Jury Duty20

22Territorial Army20

23Sickness21

24Pension22

25Retirement Housing23

26Disciplinary Measures24

27Capability Procedures24

28Grievance Procedures 24

29Pastoral Care and counselling24

30Other Guidance and Procedures24

Appendix: Example of long term sickness section26

Foreword

As Diocesan Bishop, I am keen to ensure that those who exercise ministry at the Cathedral receive the best support possible, to enable them to exercise that ministry as effectively as they can within the Cathedral and across the Diocese.

This new clergy handbook will help those who hold office here under Common Tenure to understand both their entitlements and their responsibilities.

I pray that this new handbook will help to further our common life and make our ministries more effective in our service of Jesus Christ.

+ Nicholas Leeds

  1. Introduction

On 31 January 2011, significant changes occurred in the way in which clergy hold office in the Church of England following implementation of the Ecclesiastical Offices (Terms of Service) Measure 2009. All clergy appointed after that date hold office under Common Tenure.

This handbook contains both new information and existing information which has been brought together to form one document. The document is available from the cathedral office and has links that enables other documentation to be easily accessible.

Clergy who hold office under Common Tenure are entitled to a written Statement of Particulars setting out the obligations and rights of office holders conferred by the Ecclesiastical Offices(Terms of Service) Measure and Regulations. The Statement of Particulars is supported by the handbook for Cathedral clergy,which provides more detailed information.

The handbook contains a range of matters, not all of which are linked to clergy terms of service. In producing it, the Chapter has had regard to the arrangements made by the Diocese as set out in the Diocesan Clergy Handbook. As Diocesan clergy, many of these relate directly to Cathedral clergy, whether the Dean, residentiary canons or other clergy, but in some areas the Cathedral has its own procedures or policies, and, where that is the case, this handbook sets out the position.

The handbook will develop and change as new policies are introduced and others amended,and to reflect changing circumstances in relation to clergy terms and conditions.

It should be noted that neither the Statement of Particulars nor this Handbook constitutes a contract of employment.

In this handbook, all references to ‘the Cathedral’ refer to the Cathedral Church of All Saints’ Wakefield.

1.1Further information about Common Tenure

This method of holding office, resulting from Ecclesiastical Offices (Terms of Service) Measure 2009, applies to both stipendiary and non-stipendiary or self-supporting office-holders.

1.2Qualified Common Tenure

Under Regulation 29, some common tenure posts are time-limited and this is known as Qualified Common Tenure. It occurs in situations where the post is:

  • Created to cover the absence of another office holder
  • Held by a member of clergy over the age of 70
  • A training post
  • Subject to sponsorship funding
  • Probationary
  • Under Bishop’s Mission Order
  • Held with another office or employment
  • Subject to limited leave to remain
  • Designated as Locally Supported Ministry Post[1]

1.3Clergy and others not covered by Common Tenure

  • Those with permission to officiate (PTO)
  • Non-stipendiary Readers, Deaconesses and Lay Workers
  • Honorary Canons
  • Employed clergy

There are some posts which are classed as employment; these posts are held on contracts of employment and not under Common Tenure. These include:

Post / Employer
Diocesan posts such asDiocesan Director of Ordinands, Director of Ministry andDiocesan Education Officer / Diocesan Board of Finance
Bishop’s Chaplain / Bishop (in corporate capacity)
Hospital, university, school chaplains / Institution or Diocesan Board of Finance
Clergy paid by the parish / Parish

These posts may have different terms and conditions from clergy who hold office under Common Tenure.

  1. Statement of Particulars
  2. The Statement of Particulars (SOP) is a factual statement of the basic terms and conditions of service that apply to the office holder of a particular office.
  3. Under the Ecclesiastical (Terms of Service) Regulations 2009 the bishop is required to nominate office(s) to prepare the Statement of Particulars. The nominated officer for the Cathedral isthe Dean. Please note that there is agreement that the Statement of Particulars for the Dean will be issued by the Archbishops’ Appointments Secretary.
  4. All clergy on Common Tenure will be issued with a Statement of Particulars within one month of the date from which the office holder took up office or moved onto Common Tenure.
  5. The information that must be provided in the Statement of Particulars is set out in the Ecclesiastical Offices (Terms of Service) Regulations 2009. Further information can be found on the Common Tenure website –
  1. Role Description

3.1In line with best practice, at the time of their appointment, Cathedral clergy will receive a role description, which will be the point of reference for MDR, grievance and capability procedures.

3.2Role descriptions will be revised when there is a vacancy. New appointees will also review their role descriptions with the Dean in the case of other Cathedral clergy, or the Bishop in the case of the Dean, after about 6 months in office.

3.3In addition to the role description there are a number of other sources which define the role of the office-holder. These include:

3.3.1The ordinal which describes the role of the office-holder in a number of different ways at ordination.

3.3.2Canon Law sets out church legislation which governs the way an office-holder should carry out their role.

3.3.3The licence from the bishop

3.3.4The Professional Code of Conduct for Clergy is a more recent document, which provides guidance on acceptable conduct.

3.3.5Legislation of a more general nature that affects the role of the office-holder.

  1. Stipend
  2. Full-time clergy receive an annual stipend of not less than the national minimum stipend or a stipend that together with any other income related to the office is not less than the national minimum stipend. The Dean and Church Commissioners’ Canons receive an annual stipend of not less than the stipend levels relating to those posts as set by the Archbishops’ CouncilCentral Stipend Authority and paid by the Church Commissioners.
  3. Part-time licensed clergy are entitled to a stipend that is determined in accordance with the Diocesan Stipend Policy.
  1. Grants

The Cathedral pays the following grants to clergy:

5.1Removal Grants and Expenses

When moving into a Cathedral house, the Cathedral will pay removal expenses. Quotes from two contractors should be obtained, and agreed with the Administrator.

The Cathedral pays a resettlement grant of up to 10% of the stipend, to be used to cover the costs of items such as carpets, curtains and white goods, in line with the tax provisions and payable against receipts submitted.

The diocesan property department will ensure the house is in good order.

5.2Continuing Ministerial Development Grant

The Diocese will fund training required as a result of Ministerial Development Review and other work required by the Bishop, and Cathedral clergy are included in this provision. Grants for Continuing Ministerial Development (CMD) are by application to the Diocese. Guidelines on the amounts available and the conditions governing grants can be obtained from the diocesan office.

5.3Other grants

Grants to assist clergy in a wide variety of circumstances are available from a number of institutions. In applying for help, it is important to apply to those sources most likely to give appropriate help. In the first instance, clergy should contact the Dean for advice on possible availability and sources of help.

  1. Fees
  2. There is no entitlement for Cathedral Clergy to receive fees, and all fees are assigned to the Cathedral.
  3. Reimbursement of expenses is separate from fees, and these should be paid by the appropriate body
  4. Expenses
  5. Cathedral clergy, and all members of the Chapter, are entitled to be reimbursed for expenses reasonably incurred in connection with carrying out the duties of their office. The Cathedral follows the policy and rates set out in the Diocesan expenses booklet.
  6. The Chapter will reimburse the following expenses incurred by Cathedral clergy:
  7. A proportion of telephone and mobile phone costs (to be agreed on appointment).
  8. Mileage will be paid at the appropriate Diocesan rates (there are also allowances for motor cycles and bicycles, and for passengers). For journeys outside the Diocese the mileage rate for journeys over 10,000 miles will be payable.
  9. Travel from home or the Cathedral to official duties. Reasonable attempts to minimise the costs should be made: by sharing of transport where possible, and through the use of public transport when appropriate. Public transport should always be considered for longer journeys.
  10. Books and resources directly related to their duties, which remain the property of the Cathedral (and are not for private ownership).
  11. Reasonable hospitality for guests (if in doubt about what is reasonable, consult the Dean).
  12. The following items are not normally eligible for reimbursement:
  13. Travel to and from home to the Cathedral
  14. Taxi fares, unless the journey is late at night or there is no other reasonable alternative.
  15. Robes
  16. If reimbursement of expenses is offered by an external organisation, this should be accepted.
  17. A booklet giving guidelines about the reimbursement of clergy expenses and the tax implications (which remain the responsibility of the claimant) is available from the Church of England website.]
  18. Termination of Appointment
  19. Common Tenure

The term of the office may only be terminated on the following grounds:

8.1.1Resignation: clergy are required to give written notice of not less than 3 months to resign their office but this is variable by agreement with the Bishop and, for canons and minor canons, the Dean.

8.1.2Capability: the Bishop is required to give written notice of not less than 3 months to remove a member of clergy from office following a decision to do so under the capability procedure.

8.1.3Discipline: a member of clergy can be removed from office following a finding of guilt under the Ecclesiastical Jurisdiction Measure 1963 or the Clergy Discipline Measure 2003.

8.1.4Reaching retirement age: the office terminates when the office holder reaches the retirement age specified in relation to the office in the Ecclesiastical Offices (Age Limit) Measure 1975 or the expiration of any period in which the office holder is permitted to remain in office after retirement age.

8.1.5Death.

8.1.6The office is designated as held in conjunction with another office or employment which ceases to exist.

8.1.7[The office ceases to exist because of a pastoral scheme or order.]

8.2Qualified Common Tenure

In addition to the reasons given in Section 8.1 above, Qualified Common Tenure may be terminated at the expiry of a fixed term.

8.2.1Under Common Tenure a person may be appointed to office for a fixed term or under terms which allow the office to be terminated in the occurrence of a specified event. The circumstances under which this Qualified Common Tenure can be used are set out in paragraph 1.2 of the handbook.

8.2.2Where a qualified common tenure post is terminable under specified circumstances or is fixed term, the circumstances or end date of the fixed term are stated in the Statement of Particulars.

8.2.3For Qualified Common Tenure appointments, the compensation for loss of office is limited to a maximum of one year under Schedule 4 of the Pastoral Measure.

  1. Housing
  2. Provision of housing

Under the Ecclesiastical Offices (Terms of Service) Measure, certain Cathedral clergy are entitled to be provided by the relevant housing provider (the Cathedral) with accommodation reasonably suitable for the purpose, known as a ‘house of residence’. It is occupied for the better performance of the duties of the office holder. It does not create a relationship of landlord and tenant between the Cathedral and the office holder. Details relating to the provision of housing and the duties and responsibilities of the housing provider and office holder can be found at paragraphs 12 – 14 of the Ecclesiastical Offices (Terms of Service) Regulations. The Regulations can be accessed at

9.2Vacating the premises

Clergy are required to vacate the house within one month of vacating office or within such longer period as may be allowed for which time rent may be payable. The legal responsibility is that of the Chapter, but clergy should write to theAdministrator to request to stay beyond one month.

9.3Removals

Please refer to section 5.1 of this handbook ‘Removal Grants and Expenses’ for further information.

9.4Guidance on Housing

9.4.1Cathedral houses are managed by the diocesan property department. For routine matters, occupiers should inform the department in the first instance. When an emergency repair is needed outside normal working hours, an immediate or temporary repair should be organised, and the matter reported to at the earliest opportunity. Costs will be reimbursed on presentation of the appropriate invoice. Only emergency work should be undertaken, and any additional work will be dealt with through the property department.

9.4.2Aquinquennial inspection of each house will be arranged and there will be a schedule of works required during the ensuing five years. The property department should be informed as soon as possible of any work that becomes necessary between quinquennial inspections.

9.4.3The department is responsible for structural repairs and external decoration and upkeep of the house, garage, boundary walls and gates, but not greenhouses or sheds.

9.4.4The occupant is responsible for routine maintenance (e.g. keeping gutters clean, bleeding radiators) as well as internal decoration (unless otherwise specified). All curtain tracks and poles are the responsibility of the occupant.

9.4.5The occupant is responsible for garden upkeep, including hedges.

9.4.6The Cathedral is responsible for insuring the building. The occupant is responsible for insuring the contents.

9.4.7Council Tax and Water Rates are paid by the Cathedral. Utility bills are the responsibility of the occupant.

9.4.8The Diocese is responsible for:

  • servicing boilers and gas fires
  • testing electrical installations every five years, and maintaining these as and when necessary
  • servicing intruder alarms
  • provision of smoke alarms in the hallways and landings
  • provision of carbon monoxide detectors
  1. Redecoration – see diocesan property department handbook.
  2. No alterations to the house are permitted without the agreement of the Cathedral.
  1. Ministerial Development Review
  2. Under common tenure, the Bishop is required to provide a scheme for Ministerial Development Review and each office holder is required to co-operate and participate. MDR is about having a guided discussion framed around the office holder’s ministry. It should allow reflection on the last two years and the opportunity to plan for the future.

The basis and purpose of ministerial development review is best summarised by quoting from the Ministerial Development Review Interim Guidance booklet.

‘Ministerial development review is founded on the assumption that all office holders are responsible to God for the ministry entrusted to them and that they are accountable to the Church and to one another for the way in which it is exercised. Ministry is a gift and a trust for which each individual holds account. Accountability is about preparedness to grow and develop on the basis of experience and the learning gained from it. It is also about how the work is done and how individual ministry can make a real difference. It is about affirmation and encouragement as well as challenge’.

In providing a scheme, the Bishop has to have regard to Archbishops’ Council Guidance.

10.2The Diocese has developed its own scheme which incorporates principles which have been established nationally. The Cathedral complies with the Diocesan scheme. The national principles include:

  • Making MDR available to all;
  • It should be carried out not less than once every two years;
  • Reviewers are appointed by the Bishop;
  • It should be one to one;
  • It should include written feedback from a range of those who know about the person’s ministry;
  • It should result in objectives being set; and
  • It should be recorded.
  1. Continuing Ministerial Development

Continuing Ministerial Development is about equipping and developing the Church’s office-holders in order that they may stimulate and enable the whole church to participate more fully in the mission of God in the world. It involves fostering a culture of lifelong learning which applies to clergy, readers and licensed lay office-holders

11.1Aims

  • To provide, resource and encourage professional development in ministry
  • To help clergy to engage in dialogue with scripture and tradition and to develop the skills of critical theological reflection.
  • To assist clergy to understand the society of today and how the gospel may be interpreted in relation to the key issues.
  • To promote and sustain ministerial flourishing in all licensed office-holders at the Cathedral. Ministerial flourishing is seen in the context of the flourishing of all creation which is a fundamental expression of the Mission of God.
  • To assist office-holders to exhibit and demonstrate creativity, confidence and competence.
  1. Expectations

The Bishop expects that clergy and other office-holders will set aside regular time for study and professional development in ministry. Consideration of continuing education and professional development is a key aspect of Ministerial Development Review. Clergy are expected to access CMD resources and opportunities in such a way as to promote their spiritual and emotional. Clergy are encouraged to use their initiative in finding opportunities that will meet their discerned needs and to use the grant system and other resources to facilitate this.

11.3Current CMD Programme

Details of the current programme of CMD events can be accessed on the Diocesan website.

11.4Study Leave/Sabbatical

11.4.1The purpose of a Sabbatical for those in stipendiary ministry is:

  • Rest and recreation with family and friends;
  • A systematic and prayerful review of ministry to date and a setting of priorities for the coming years;
  • A course of theological / spiritual reading, and / or writing under guidance; and
  • New experiences which could be gained through travel or by other means.
  1. The Cathedral’s policy on sabbaticals is available from the Dean.

As part of CMD provision, the Diocese offers a limited number of sabbaticals for clergy each year. Full details of the sabbatical policy can be accessed on the Diocesan website .