Read or download advice and guidelines on the Movement of Church Related Community Workers (CRCWs).

1. Introduction and Outline Process

This information sets out advice and guidelines on the movement of Church Related Community Workers (CRCWs). It includes an overview of the process from the time a vacancy has been declared to the end of an induction period when a CRCW has been called. This information parallels the information on ‘The Movement of Ministers’ (of Word & Sacraments) page.

NOTE: One significant difference between the ministry of CRCW and that of Ministers of Word and Sacraments is that CRCWs are engaged in development work in such a way that it is generally expected that each post will only be for a maximum of two five year terms, although an exceptional third term may be considered.

Additionally, the CRCW, the accredited Church-in-Community (‘the project’), the Synod and the Accreditations (CRCW and SCM) Committee also express their ministry and working together through the signing of The CRCW Covenant.

Preparing to declare a post vacant

• A post will become vacant because it is either a newly accredited project or because a CRCW moves on from an existing accredited project
• A CRCW informs their Synod Moderator of the intention to leave
• When appropriate, the CRCW informs their Church-in-Community of their intention to leave
• Concurrence to move is given by the Synod, co-ordinated by the Synod Clerk
• Review of the post by the Church-in-Community, Accreditations (CRCW & SCM) Sub-Committee and Synod
• If required, the preparation of the Post Profile Application for a continuation, extension or new post to the Accreditations (CRCW & SCM) Sub-committee
• Confirm the configuration of the Church-in-Community
• If required, the submission of the Church-in-Community Post Profile application including the Draft Terms of Settlement and housing arrangements and Summary Profile and The CRCW Role Description & person Specification
• Accreditation of the CRCW project by Synod and the Accreditations (CRCW & SCM) Sub-committee. This may or may not include a visit by the Synod Moderator sometimes with representatives from the Pastoral Committee
• Declaration of the Vacancy by the Synod
• Appointment of an Interim Moderator by the Synod
• Identification of the Vacancy Group

Calling a CRCW

• The Role of Synod Moderators’ meetings
• The profiles
• First informal visit by a candidate
• Second formal visit, including an Interview
• Deciding on a call
• Concurrence given by Synod
• Induction Service including signing of The CRCW Covenant and Induction period

2. Preparing to declare a post vacant

The best current practice in the movement of CRCWs contains the following elements. The order and timing of events will vary according to circumstance. Practice varies between Synods.

(NB: ‘Synod’ here implies ‘or the appropriately authorised committee or officers of Synod’. Synod procedures need to be clearly agreed and understood on such matters, including who can give concurrence to calls. A Church-in-Community can consist of one or several congregations arranged as a joint Church-in-Community, group or cluster etc.)

2.1 The CRCW informs the Local Steering Group and Elders, Church meeting(s) and any colleagues of the receipt of a call to another post, retirement or other reason for leaving; normally three months’ notice of a move is given, though because each post is time limited and in the case of retirement some moves will be known earlier. At the same time any call is referred to the Synod, whose concurrence needs to be given. Care should be taken as to the timing of the announcement and the way it should be done, particularly when several partners are involved in the work. A statement of the reasons for leaving the post should be prepared by the CRCW for sharing with the Synod Moderator, Secretary for Ministries, CRCW Development Worker, Local Steering Group, and Church-in-Community to enable reflection on learning and possible action to take place. There may be an occasion when the CRCW is formally released from The Covenant.

2.2 Where a vacant post is on the Moderators List for the first time the Synod will normally appoint an Interim Moderator to the vacant post that a CRCW is The role and duties of Interim Moderator should be clearly defined.

2.3 In cases where the post ends early the Synod initiates discussion with the Church-in-Community with a view to appointing an Interim This should be someone who is independent of the Applicant Group or LSG. Ahead of the departure of the CRCW the Interim Moderator will chair any meetings about the future and will be the point of contact with Synod and the Synod Moderator.

2.4 Synod and the Synod Moderator arrange one or more meetings with the Local Steering Group, to explain the process of the movement of CRCWs and to discuss the post in the light of the mission needs of the area and Synod.

2.5 After consultation with all involved, and in the light of any recommendation from the Local Steering Group, Synod decides whether or not an application for the continuation or extension of the post or a new post should be It is possible to have a part-time appointment or a non-stipendiary appointment. If a CRCW leaves in their 1stterm, then the Church-in-Community has to be reassessed for a further 2nd, 5-year term. If a CRCW leaves in Year 6 or 7, then either another 3 or 5-year post is possible after a successful reassessment. If a CRCW leaves in Year 8 or 9, then a Church-in- Community would no longer be accredited. CRCWs approaching retirement need to be considered separately. ‘Exxceptional circumstances’ may be allowed.

2.6 An Application for a continuation, extension or new post is prepared (See Appendix 3). This needs to include a budget for a five-year period, with sources of income identified and a draft role description and person specification (See Appendix 4). Draft Terms of Settlement and housing provision including details of the manse or housing allowance should also be included.

2.7 A ‘Vacancy Group’ is created by the Church-in-Community and It is best practice to ensure that the group is fully representative, with a balance of ethnicity, gender, age etc. In order to be most effective, it is recommended that the appointment group has no more than twelve members (in addition to Interim Moderator(s).

2.8 Agreement should be reached on the procedures for decision-making in relation to a The decision is taken by those present and able to vote in church meeting. The size of majority that will be required in the voting must be agreed in advance. In the case of a joint or group Church-in-Community, there are various options to consider. It is recommended that there be a joint church meeting so that the whole Church-in- Community shares in prayer and discussion. The vote may then be taken as a single vote of the Church-in-Community, or separate ballot papers may be used for the different congregations.

If separate church meetings are held, it is good for them to take place concurrently. If that is not possible, the decision of each meeting should be held in confidence until all have met and made their decision. In addition to agreeing an overall majority required for the issuing of a call, it is possible to set a lower threshold for the vote of each individual congregation within the Church-in-Community. (See Appendix 11 for the procedure agreed by General Assembly for voting as one joint church meeting in a group Church-in-Community.) Reasons for accepting or rejecting a candidate must be clearly noted, and as appropriate shared with the candidate.

2. 9 The Church-in-Community prepares, and Synod agrees, draft ‘Terms of Settlement’, to be finally negotiated with a prospective CRCW. Synod needs to confirm the suitability of the Changes to the manse (or housing allowance) to accommodate a particular CRCW should be made before the induction.

2.10 The summary profile is prepared and agreed.

2.11 A copy of the full profile and summary profile should be sent to the Synod Office electronically for the Synod Moderator.

2.12.1 Once the Accreditations (CRCW & SCM) Sub-Committee has approved the Post Profile application and informed the Synod that the project has been accredited, then Synod will declare the CRCW vacancy and the Synod Moderator will seek a candidate through the Synod Moderators’ meeting.

3. Seeking and issuing a call

The best current practice for the movement of CRCWs follows the process given here. The basic framework will be adapted for ecumenical or ‘special’ situations. The process should be regarded as confidential to those involved.

3.1 The Synod Moderators meet 11 times per year to consider the movement of When the post has been accredited and the Post Profile Application and Summary Profile are available, the Synod Moderator gives information about the post to the Synod Moderators’ meeting using the Summary Post Profile. The vacant post is advertised through the monthly emailing from the Moderators Meeting to all serving CRCWs before any consideration of an introduction. CRCWs can view all Summary Post Profiles via  the website . If candidates can be identified, or if any CRCWs have asked for it (if appropriate), they are shown the full Church-in-Community Post Profile and asked about letting their name go forward. CRCWs seeking a move may be shown more than one profile, from which they may choose one to pursue.

3.2 If a candidate agrees, his/her Personal Profile is given to the Vacancy If several wish to be introduced their Personal Profiles are given to the Vacancy Group which has to choose one with whom to proceed. (See Appendix 6 for a description of the process as printed in Assembly Reports 2004 page 120.) It is important for the Vacancy Group to understand that this is a call process and not a competitive interview.

3.3 The Synod should appoint a CRCW interim moderator if they have not already don’t so and the church-in-community should form the CRCW vacancy group if not already appointed.

3.4 An invitation may then be given to the CRCW for an informal visit to meet the Interim Moderator and Vacancy Group as well as the Local Steering Group members, elders and other key people to get a feel for the These meetings should be confidential and carefully handled; some guidance is offered in Appendix 7. Members of any ministry team and ecumenical representatives may be met at this point and the manse may be seen.

3.5 If the CRCW and Vacancy Group both agree, the candidate should be invited for a formal meeting, to include meeting with appropriate groups and partner agencies, sharing in worship, social gatherings, An interview should take place with opportunity for a presentation and questions and answers by both Vacancy Group and Candidate. This is the equivalent of a Minister of Word and Sacraments ‘preach with a view’.

3.6 The Vacancy Group should make its recommendation to the Church Meeting immediately after the interview. The decision to issue a call or not should be taken by the Church Meeting as soon as possible and the decision communicated to the candidate immediately after the meeting, or as soon as possible, by telephone and confirmed in Reasons for the decision should be offered and an opportunity, if the candidate is not offered the post, to talk through the issues. If the candidate is willing to accept the call, the acceptance is provisional until Synod concurrence is given; a provisional acceptance should therefore be communicated to the Synod Clerk as soon as possible, with a request for concurrence again in writing.

The interim moderator should collect all the CRCW profiles in after the interview and ensure these are destroyed. The interim moderator should also ensure that arrangements are in hand to reimburse the candidate’s expenses.

3.7 The CRCW will normally have a current Disclosure and Barring Service/Protecting Vulnerable Groups Scheme disclosure as these are issued every 5 The Ministries Office at Church House will be able to advise.

3.8 The Interim Moderator works with the Church-in-Community, newly called CRCW and Synod Moderator to co-ordinate the preparation of the Induction service, which is under the auspices of the Synod. The Interim Moderator and/or Local Steering Group Chairperson will also work with the incoming CRCW on an induction to the role and context process.

4. The Appointment, Responsibilities and Role of Interim Moderators

4.1 Introduction

The ministry of Interim Moderators has been recognised from the foundation of the United Reformed Church. Their purpose is to provide a continuing mutual link between the wider church and and the Church-in-Community during a time of CRCW vacancy or transition.

A function of a Synod is “to appoint, in consultation with the local church and the Moderator of the Synod, from among its members an Interim Moderator during a pastoral vacancy”. It is important that the Interim Moderator be able to act and to be seen as a neutral person – someone outside the local situation. The Interim Moderator needs to be objective and sensitive to the Church-in-Community’s tradition, theological stance and ways of operating. The agreement of the Church-in-Community in the appointment is essential.

The Synod is responsible for the training and support of Interim Moderators. The Interim Moderator is the point of contact for the Synod Moderator and may be invited to report on the state of the Church-in-Community during the time of CRCW vacancy or transition to the Synod Pastoral Committee (or equivalent).

4.2 Appointment

When a CRCW receives a call to another post, or is within six months of the end of a term of service or retirement, or for any other reason is leaving the Church-in-Community, the Synod, in consultation with the Church-in-Community, should appoint an Interim Moderator. The role and duties of the Interim Moderator should be agreed and clearly defined.

Best practice is for clearly defined terms of service to be agreed by all parties at the beginning. An appointment for a year at a time is helpful. All will then understand the time available to be used, the cost of the operation (Interim Moderators’ expenses are paid by the receiving Church-in-Community) and the tasks to be undertaken by the Interim Moderator. One of the first needs will then be to determine who will be responsible for what the Interim Moderator is unable to do. Note that the oversight by the Church-in-Community continues, intensifies and in many instances flourishes during the time of transition.

4.3 Responsibilities

The role of the Interim Moderator will have to be negotiated. The responsibilities of Interim Moderators normally include:

a) Chairing all meetings where the calling of a CRCW is discussed

b) Chairing all meetings with prospective CRCWs

c) Providing a mutual link between the Synod and the Church-in-Community

d) Providing a mutual link between the Synod Moderator and the Church-in-Community

e) Providing a mutual link between the prospective CRCW and the Church-in-Community

f) Aiding the negotiating of Terms of Settlement, including housing provision

g) Encouraging consideration of any relevant issues as a new CRCW is sought, in particular the denomination’s Equalities & Diversity Opportunities Policy (Appendix 8), noting that there is a helpful and important document ‘Equalities Training for Churches in Vacancy’ in the equalities section of the URC website.

h) Informing both prospective CRCWs and/or the Church-in-Community/ Vacancy Group and the Synod Moderator of any

i) Overseeing and co-ordinating the planning of the Induction Service in consultation with the Synod, Synod Moderator and future CRCW

j) Advising on what is appropriate at each

4.4 The Role

The question of how much leadership to give and of what nature is difficult to prescribe because it has to be assessed in the light of varied circumstances. In this period, it can be helpful to reflect on such matters as the sense of ‘bereavement’ that the loss of a CRCW might bring, the anxiety about a time without a CRCW and any underlying conflicts that might have emerged during the previous period of service. This time can also be an opportunity for hidden gifts to be released.

The transition time is not just a waiting time; the Church-in-Community can develop. The Interim Moderator can help the church grow in awareness and confidence in the  process and be prepared to address difficult issues. If this growth and development does not occur the Church-in-Community may be restricted in its vision for the future.

The LSG plays an important role in this process.

It follows that good relations with the Interim Moderator are not enough if they inhibit the kind of in-depth appraisal and discernment for ministry, which may be essential for the future. It is better to take time in order to reach a fruitful outcome.

The Interim Moderator also has a role in helping a candidate through the process and in reflecting on it, whether or not a call is issued.

5. Special cases:

Experience gained from a variety of special cases enables the Synod Moderators’ meeting to offer guidance and support to CRCWs, Church-in-Communities, and Interim Moderators. For further information beyond that, contact one of the Synod Moderators or the CRCW Development Worker.

a) Newly Qualified CRCWs

See Appendix 6 for guidelines for Interim Moderators in introducing a newly qualified CRCW to a Church-in-Community. CRCWs-in-Training prepare their Personal Profiles in time for interviews with the Synod Moderators normally in September of their final year of training. The October Synod Moderators’ meeting then seeks to offer each CRCW-in-Training a suitable post to consider and should be available to serve anywhere within the United Reformed Church. Most CRCWs-in-Training receive a call within their final year of training. Before proceeding to commissioning the Synod and the Assessment Board should be satisfied that training has been satisfactorily completed.

b) Married Couples

The settlement of couples is complicated and therefore requires sensitive and careful handling. Two call processes will be interlinked, and the Interim Moderators will need to liaise closely. Particular care will need to be taken over confidentiality, whilst issues such as housing etc. will be different from normal.

c) Advertising posts

The Synod Moderators’ meeting produces each month a list of posts seeking a CRCW, which is circulated to all serving ministers and CRCWs through the payroll system. In addition, the summary Church-in-Community profile is placed on the website so that they are available to be viewed. This is the way that posts are made known within the church. When a post first appears on the list normally no names are considered by the Synod Moderators, normally for one month, so that all CRCWs have the opportunity to express an interest.

d) Fixed term appointments

The vocation of CRCWs is to a life-long ministry. However, the call to a particular Church-in Community is time-limited, lasting five years in the first instance and extendable for a further period of five years after successful review.

e)  Health and Disability issues

The post should be made fully aware of all relevant matters in cases where there may be health and disability issues.

Download this information

• The Movement of Church Related Community Workers (PDF | 436kb)

Download the separate appendices

• Appendix 1: Notes for a visit at a time of CRCW transition (PDF | 85kb)
• Appendix 2: Making good use of a time of transition (PDF | 75kb)
• Appendix 3: CRCW Post Profile Application & Summary Profile (PDF | 117kb)
• Appendix 4: Role Description & Person Specification for a CRCW (PDF | 29kb)
• Appendix 5: Terms of Settlement (Word | 24kb)
• Appendix 6: Guidelines for the introduction of CRCWs (PDF | 75kb)
• Appendix 7: Interim Moderator notes for the introduction of a CRCW including a CRCW-in-Training
• Appendix 8: A meeting of the Vacancy Group and the CRCW (PDF | 76kb)
• Appendix 9: Equalities & Diversity Policy
• Appendix 10: Personal Profile for a CRCW (PDF | 74kb)
• Appendix 11: Orientation for incoming CRCWs to Methodist and URC LEPs (PDF | 83kb)
• Appendix 12: Group voting procedures (PDF | 80kb)
• Appendix 13: Shared Management & Oversight Responsibilities for CRCW ministry (PDF | 93kb)

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The Lounge in Esplanade Hall, which provides a shared space for local people who are particularly isolated or vulnerable is led by Mark Tubby, Project Community Worker for Dovercourt Central Church, who works alongside the Salvation Army and Church of England in Harwich to deliver the joint venture.

The increased funding comes from Essex County Council’s levelling up fund, which seeks to address inequalities in the borough and level up life chances for residents.

Mark said: “This is great news for the Harwich and Dovercourt area, this additional funding will help us facilitate the development of the wellbeing space and incorporate more groups and services to ensure the local community will have the opportunities and support they deserve.

“We know many are suffering at this difficult time but what is wonderful to see is the way our holistic approach to building community is giving people the chance to give back. This money will provide much more opportunity for this and mean the local community is enhanced. We are looking to compliment what is already going on in the town and not replace it. It’s very much about partnership for us and I am excited for the future.”

The new funding was announced on 20 May at Essex County Council’s Levelling Up Harwich launch event at Harwich International Port.

The new funding will secure the rental space for three years, allow for improvements to enhance access and use of the space and increase opening hours from just four hours, one day a week, to daily opening Monday to Friday.

Cllr Louise McKinlay, Deputy Leader of Essex County Council and Cabinet Member for Community, Equality, Partnership and Performance, said: “Building strong communities and encouraging pride of place are central to achieving our aims for levelling up the county. The community hub meets so many of our target objectives, working hard to improve the health and wellbeing of the local community, with physical activities available alongside mental health support.

“This new funding will help secure and improve that support even further so it can continue to attract more local families to the hub, from parents with babies to residents in their 90s.”

Image: essex.gov.uk

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An increase of 11% compared to the same period in 2019.

It was because of dire statistics like this, which reflected the increasing poverty in her community, that Maria Lee, a Church Related Community Worker (CRCW) at a project based at Church of Our Saviour, a United Reformed Church/Church of England LEP in Chelmsford, spearheaded the setting up of the Little Free Pantry.

The grassroots initiative began in the US in 2016 and is for neighbours helping neighbours. People can access it any time and works by neighbours leaving extra food items in the pantry for someone else who needs it. It differs to other foodbanks in that there is no need for vouchers and there is no time limit in using it.

The pantry recently celebrated its first year and at times the generosity of neighbours kept it so stocked up, others struggled to add contributions.

Sadly, however, it also repeatedly became the target for vandalism.

In her latest reflection, Maria talks about what it takes to overcome the frustration and despair that developed as a result and how to respond to situations such as this with the right attitude.

Read Maria’s reflection in full here below:

I love this quote, often attributed to Vivian Greene: “Life isn’t about waiting for the storm to pass…. It’s about learning how to dance in the rain.”

This quote sums up beautifully the lessons I’ve learnt during the Little Free Pantry’s (LFP) first year.

This is not the only LFP in Chelmsford. You may recall its sister project, which opened in North Avenue in 2019. Admittedly, it was slow going at first, as it took a while for locals to accept it, but we were delighted to see it in regular use after just a few weeks. The principle of LFP is simple: take what you need, give what you can!

Church members and the local community generously donated lots of items, and we received some great support on social media. I met a grandmother who approached the pantry with her granddaughter and explained what this pantry was for and helped her put some donations inside.

On another occasion, one resident told me that she had struggled to add items to the pantry because as often as stock would become low, it was always fully filled up again in no time. Finally, it had some space, so she brought her contribution along before it was added to by others: how sweet!

This highlights the success of the project but, as the quote suggests, there can always be setbacks and challenges to overcome. It became evident, due to the wonders of CCTV, which was situated outside the church building, that a local boy was becoming a regular visitor to the pantry, but for all the wrong reasons. He wasn’t there to make use of the items on offer or contribute to them, but simply to destroy them. The vandalism which took place also occurred at North Avenue pantry, too.

After so much positive feedback, this situation was heart-breaking.  I wonder what you would do in this situation.

Many of the church leaders and the pantry team reflected on the best way to respond. Their first reaction was denial, as many didn’t want to admit that someone would purposely want to damage this wonderful project.  Of course, both the church and local community were incredibly disappointed by the vandalism.

The local community was understandably upset by what had happened, and some were keen to take immediate action by talking to the boy’s parents and reporting him to his school. I was also very disappointed by the situation and could see why locals were angry and frustrated by it.

I think, however, it is important to respond to situations such as this with the right attitude and a light touch approach. Instead of asking: Why did this boy do it? Why do young people act this way? Why has this community not changed? We needed to come together and look at it from a different angle.

Church ministry and Church Related Community Work is not aiming to change the community. Community ministry is about inviting people to journey out, to interact with local context and Christian text. In other words, the church’s role is about identifying local issues and envisioning a different future through discipleship.

Ann Morisy references in her book, Beyond the Good Samaritan (1997) that community ministry is to enable people of faith and those of little or no faith, to have a conversation based on their experience. She affirms that the dialogue must be a priority within the community, she calls ‘the commitment to dialogue’. It means that Christians involved in community ministry need to be open to the possibility that their faith and their view of the world will be changed as a result of that dialogue and their encounter with those in need.

I am sure that there are many ways to handle the vandalism. I took the advice of the approach in the dialogue. I invited the neighbours to discuss the vandalism via the notice board and on social media without naming the person. Neighbours became involved in conversations. They understood the situation, and some made some positive actions, such as monitoring the pantry and contacting the pantry team if they observed any incidents.

At the North Avenue pantry, we had to take the door away after the vandalism, and interestingly, people used the pantry more cautiously without it. We had some feedback that it is rather convenient to use without a door. So, the team decided to extend the roof above the pantry to avoid things getting wet and remove the door for good.

In this sense, the concept of the project has evolved from helping those in need to transforming the community spirit. I learnt how to overcome, in the midst of the hardship, with dialogue, and I am pleased that the community has become part of this lesson.

I’d love to know what lessons you have learnt and what challenges you have overcome in your church and/or community?

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Grants & funding opportunities

Find out about the grants and funding opportunities the URC offers churches, community groups and individuals

The post Community funding opportunities appeared first on United Reformed Church.

Church related community work is a distinctive and recognised ministry within the United Reformed Church and CRCW’s play a vital role in the denomination’s community involvement. URC CRCW’s are called by God, professionally and theologically trained and then commissioned to help the church to live out its calling.

CRCW’s use the principles of community development to respond to and challenge the issues facing their particular neighbourhoods and communities and work alongside a wide range of individuals, groups and organisations, developing initiatives and projects to transform individuals, churches and communities.

Between them, CRCW’s enable churches to widen their mission by:

• identifying local needs and opportunities;
• confronting injustice;
• organising community action;
• developing and supporting initiatives that improve the lives and wellbeing of local people;
• and theologically reflecting upon that action.

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Find out what you need to do if you’re interested in becoming a Church Related Community Work (CRCW) project and who to contact for more information.

First steps

• Ask your synod office or the CRCW office (see below) to send details.
• Arrange a meeting between the Development Worker (CRCW & SCM) and your church and synod representatives to discuss the 2-stage application process.
• Complete the application with the assistance of the Development Worker (CRCW & SCM).
• Submit the application to the Accreditations (CRCW & SCM) Sub-committee for accreditation. This process, which involves detailed research and assessment, can take between six and 18 months.

Further information

Please contact your synod office

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What is Church Related Community Work?

Enabling churches to have a positive impact on local communities and neighbourhoods.

Become a Church Related Community Work project

Find out what your church needs to do to become a Church Related Community Work project

Become a Church Related Community Worker

Guidance and advice for those who are thinking about becoming a Church Related Community Worker

Community funding opportunities

A list of organisations offering funding and grants for community projects

Useful organisations

A list of organisations providing resources, advice and training opportunities to support Church Related Community Work

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