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Bishop

‘Bishop’ comes from the Greek word for ‘overseer’. So a bishop is a senior Christian minister authorised to have oversight for God’s people. As well as duties given to deacons and priests, bishops confirm and ordain.

Diocese

‘Diocese’ refers to the geographical territory in which a bishop exercises oversight. The Church in Wales is divided into six dioceses each with its own cathedral in which is housed the cathedra (the bishop’s ‘chair’ or ‘throne’).

Holy Communion

At Holy Communion blessed bread and wine is shared, by which we receive the body and blood of Jesus Christ. The congregation gives thanks for Jesus’ life, his death and resurrection and his continuing presence. See also Eucharist.

Home For clergy and members Clergy Handbook Terms of Service

Terms of Service

This Statement

This Statement is issued in accordance with the Clergy Terms of Service Canon 2010. The terms and conditions of your appointment for service within the Church in Wales are governed by:

  • This Statement
  • The Constitution of the Church in Wales
  • The Professional Ministerial Guidelines
  • The Job Description

The terms of this Statement as set out may be amended in accordance with the Clergy Terms of Service Canon 2010 and will be adapted to reflect individual appointments.

Non Stipendiary Ministers

A Cleric not in receipt of a stipend is entitled to the same terms and conditions as those in receipt of a stipend save as specifically provided for in this Statement and in any other documents relating to the appointment.

Part Time Appointments

A Cleric appointed to part time service will be entitled to terms and conditions afforded to those appointed to full time service on a pro-rata basis as provided for in this Statement and in any other documents relating to the appointment.

Assistant Curates in Training

Assistant curates of the Church in Wales who are in training are subject to the terms and conditions set out in this Statement and the specific arrangements established under the Church in Wales Scheme for Beginning Public Ministry.

Stipend

Minimum stipend levels are reviewed annually on 1 January by the Representative Body of the Church in Wales (“the Representative Body”) and are set out in the Constitution.

A stipend is paid calendar monthly by direct transfer to a personal account, details of which should be notified to the Representative Body. It is the Cleric’s responsibility to check the itemised pay statement and to inform the Representative Body of any suspected error within six months of the date of the itemised pay statement in which the error occurred. Any underpayment of stipend shall be rectified as soon as reasonably practicable. Any overpayment of stipend shall be recovered by deduction from stipend over the same length of time as that in which the overpayment occurred.

The Cleric hereby authorises the Representative Body to deduct from stipend any amounts which are owed to the Representative Body.

Accommodation

A Cleric will be provided with accommodation during the period of an appointment unless otherwise agreed with the Bishop. A Cleric’s interest in such accommodation will be that of service occupant and not that of tenant. The Representative Body will arrange to pay any Council Tax. The terms and obligations of occupancy are set out in Chapter VII of the Constitution. A cleric who is not in receipt of a stipend is exempt from any obligation to reside in the parsonage unless otherwise expressly agreed with the Bishop.

Retirement

A Cleric may normally hold office until attaining the age of 70.

Pension

A Cleric in receipt of a stipend may join or remain in the not contracted out Church in Wales Clergy Pension Scheme. The provisions of the Scheme are set out in the Constitution and the Church in Wales Guide to the Scheme.

Work/Life Balance and Hours of Work

The upper limits as stipulated in the Working Time Directive do not apply ‘to others with autonomous decision taking powers whose working hours are neither measured nor predetermined or who can determine their own working hours’. Clergy fall into this category, and it is the responsibility of the Cleric to ensure that they manage their working hours in a healthy way.

A Cleric should ensure a healthy work/life balance and that the normal working week includes one stated regular free day of twenty-four hours. Once per month, an additional rest day should be taken so that there is a continuous free period of forty-eight hours.

A Cleric should organise his or her working day to ensure that there is a reasonable period of time for rest and recreation.

Holidays

The annual holiday entitlement is six weeks to include six Sundays per annum plus those Bank Holidays which do not fall on Christmas Day and Good Friday. One of these weeks must be taken within a six-week period after Christmas Day and one of these weeks must be taken within a six-week period after Easter Day.

So far as is possible, cover for holidays should be arranged by the Cleric for the normal range of services. If this is not possible because multiple clergy are on holiday (such as after Christmas and Easter), the Cleric must liaise with their colleagues to ensure that there is at least one service of Holy Communion in their Mission/Ministry Area each Sunday. In case of difficulty the advice of the Area Dean and/or the Archdeacon should be sought.

Annual holidays may not be taken over the main festivals of Christmas Day, Good Friday or Easter Day. In exceptional circumstances, any plans should be discussed and agreed with the bishop. All holidays should be notified to the Area Dean or equivalent.

The annual holiday year runs from 1 January to 31 December. A Cleric appointed during the year will be entitled to an accrued proportion of the holiday entitlement. Unused holidays cannot be carried forward to the next holiday year without the prior agreement of the Archdeacon.

The annual holiday entitlement of a Cleric not in receipt of a stipend is not less than six Sundays per annum plus Bank Holidays as above and such other periods agreed in the individual case having regard to the obligations of any paid employment or appointment in which the Cleric is engaged and the needs of the clerical office held.

Sabbatical Leave

A Diocesan Bishop may grant sabbatical leave to clergy in accordance with the Bench of Bishops Scheme for Sabbatical Leave.

Training and Retreats

A Cleric must keep up-to-date with current issues affecting ministry and must participate in Continuing Ministerial Development (C.M.D.), and training courses and attend Clergy Schools and Chapter Meetings, provided that in the case of Clerics not in receipt of a stipend they are held at such times as are compatible with the obligations of any paid employment or appointment held by such Cleric.

A Cleric is required to review and refresh his or her ministry (for example through retreats and conferences). A Cleric is encouraged to participate in an annual retreat of no more than five days (Monday to Friday). Periods of absence of more than five days require the prior agreement of the Diocesan Bishop. Cover for such absences must be arranged by the Cleric for the normal range of services.

Special Leave Provisions

Provision for special leave reflecting statutory provision is made for the following only:

  • Maternity Leave and Pay
  • Parental Leave and Pay
  • Adoption Leave and Pay
  • Emergency Leave
  • Compassionate Leave
  • Statutory Duties e.g. jury service

These special leave arrangements apply to Clerics not in receipt of a stipend save as to the provision for pay.

Expenses

The Parochial Church Council is responsible for the expenses incurred by a Cleric in the performance of parochial duties and for conducting an annual review of such expenses. Details of the procedure to be adopted together with the recommended rates are contained in “The Guide to the Reimbursement of Parochial Expenses by Clerics in the Church in Wales”.

For a Cleric who exercises a dual ministry (i.e. has sector/diocesan/provincial as well as parochial responsibility, or who is responsible for more than one parish) there should be a clear understanding between the diocese/province and the parishes regarding expenses of office.

Health and Safety

A Cleric is required to co-operate with the Representative Body and with the Diocese in respect of any legal duty or requirement of any statutory health and safety provision.

Clergy Sickness

A Cleric who becomes ill and is through illness unable to perform normal duties must follow the reporting procedure set out in the document entitled “Clergy Ill-health and Incapacity”.

Sickness Payments

The Church in Wales policy on payment of stipend during periods of absence due to sickness is set out in the document entitled “Clergy Ill-health and Incapacity” referred to above. This provision does not apply to a Cleric not in receipt of a stipend.

Discipline

The standards expected of clergy are set out in this Statement, the Professional Ministerial Guidelines and the Constitution of the Church in Wales.

A Cleric who is found to be in breach of the standards will be subject, following investigation, to the Disciplinary Policy and Procedure of the Church in Wales, which is attached. Serious acts or omissions may result in removal from office and could result in deposition from Holy Orders.

Grievance

A Cleric has the right to express a grievance in accordance with the Grievance Procedure attached if it is felt that there has been unfair treatment.

Bullying and Harassment

The Church in Wales does not tolerate any form of bullying or harassment. There is a Bullying and Harassment Policy and a Complaints Procedure.

Ministerial Development Review

A Cleric must attend a review meeting with the Bishop or the Bishop’s representative after a period of six months in post. Thereafter a Cleric must participate in the Diocesan Scheme for Ministerial Development Review. A copy of the Diocesan Scheme for Ministerial Development Review is available from the Bishop.

Proficiency Requirement

When a requirement is identified that a Cleric should obtain a particular proficiency, attend training or retraining in an area of Ministry, the Cleric must satisfy such requirement within a reasonable time as agreed with the Bishop. Such resources will be provided as the Bishop considers appropriate to enable the Cleric to comply. Failure to comply with this requirement may be dealt with as a disciplinary matter.

Employment or other Appointment

A Cleric who is in receipt of a stipend must not accept employment or any other appointment whether voluntary or not without the permission of the Bishop.

A cleric who is not in receipt of a stipend must give prior notification to the Bishop of his or her intention to accept employment or other appointment, whether voluntary or not. It is for the Bishop to determine whether the proposed employment or other appointment is compatible with the clerical office held.

Notice Provisions

A Cleric wishing to resign or retire from office must give three months notice to the Bishop unless a shorter period of notice is agreed by the Bishop.

A Cleric is entitled to receive six months notice where the Bishop intends to reorganise pastoral responsibilities.

Where there has been a determination of a disciplinary penalty of Disqualification, Deprivation, Expulsion or Deposition then the tenure of office will end without notice.

Trade Union Membership

A Cleric has the right to belong to a trade union.

Notification of Change

The Terms of Service as set out in this Statement are reviewed from time to time to enable amendments, variations, deletions and additions to be made.

Notification of any changes approved by the Governing Body will be given either by letter or by the issue of some other document (e.g. an amendment to the Constitution of the Church in Wales).

A new Statement will only be issued when a Cleric moves to a new appointment.

Acknowledgement of Receipt

By signing and returning this Statement a Cleric is acknowledging receipt of the same and his or her understanding of the provisions set out herein.