Policies
Policies
MISSION STATEMENT: Realizing the changing nature of the world we live in and the mobile nature of Permanent Deacons, along with the changing needs of the Diocese, a Personnel Board for Deacons is hereby established. Personnel needs of the larger church, integration of the ministry of deacon with the increasing strain on the ministry of priesthood, and the ever-changing demands of the local church require organized input. Regulation of placement of deacons and their continuing education requirements are necessary to meet those needs.
NATURE OF THE BOARD: The Board serves solely as a consultative body to the Bishop, and as an evaluator of the needs of the Diocese in regards to the ministry of deacon. In it's recommendations to the Bishop, the Board will consider the individual talents and gifts of the deacon along with his education and continuing education background. In making recommendations to the Bishop the Board will consider also the specific preferences of the deacon and the abilities of the deacon in regard to the special or parish ministry. Finally, it will attempt to have the assignment meet the needs of the Diocese, the good of the deacon, needs of the deacon's family, employment and as much as possible, the geographical considerations of the placement.
COMPOSITION OF THE BOARD: The Board is a representative body of the community of deacons in the Diocese. All authority will come from the Bishop. The Board consists of five members: Three deacons elected by the Community, one wife, and a priest. The Vicar of Deacons will be a non-voting member as will the Director of the Formation Program. The wives will elect the wife representative, and the Bishop will appoint the priest.
FUNCTION OF THE BOARD: The Board will, on a regular basis, report to the Bishop on the status of the deacons in the Diocese. A written report on the suggestions for placement of deacons in the Diocese will be given to the Bishop and the priest's personnel board. The Board will meet in person with the deacons and their families to assess the effectiveness of the ministry and the impact on the family and the deacon. It will recommend personnel policy to the Bishop and keep current a review system of information on the status, location, placement, health and welfare and availability of deacons in the Diocese. This information is kept strictly confidential. The Board will also respond to requests from the Bishop and other diocesan organizations regarding deacon personnel matters. The Board will also recognize that it is impossible to satisfy perfectly every deacon in all assignments and ministry needs. No one will be requested to serve in an unreasonable capacity. The deacon is obedient to the Bishop, but is not required to serve where it would be detrimental to his family, job or self.
RELATIONS TO OTHER DIOCESAN BODIES: The Board will work with the Priest Personnel Board and the Deacon Formation Program Advisory Board and communicate with them but be independent of them and report to the Vicar of Deacons and the Bishop.
CHANGE OF ASSIGNMENT: A request for change of assignment may be initiated either directly by the Bishop, the deacon or by the Board. This policy does not abrogate the right of the deacon to directly approach the Bishop for serious spiritual guidance.
MEETINGS: Meetings, location, frequency and duration of meetings are solely at the discretion of the Board. The meetings will be private and confidential. The deacon and/or his spouse may request to present to the Board.
CONSULTATIONS: The Board may consult with family, parish or others prior to assignment. The Board is also required to make an annual visit to each deacon. This visit may be made by any member of the Board.
SUNSHINE CLAUSE: This policy will be reviewed every two years from the time of it's approval by the Bishop.
Approved by Diaconal Community: June 23, 1995 Approved By Vicar for Deacons: September 16, 1995 Approved by Bishop Kinney: December 7, 1996
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"In accord with Canon Law, (Can. 1031§2.), the National Conference of Catholic Bishops has established the minimum age of ordination at thirty-five years for both married and celibate candidates. The diocesan bishop may dispense up to one year from this age requirement."* No such standard has been determined for the maximum age to accept applicants into admission to study for ordination.
The "Resignation from Office and Retirement Policy for Permanent Deacons" approved by the Bishop of Saint Cloud on December 15, 1993 established the age of resignation from office and retirement to start at the age of 70, with annual letters of resignation submitted by the deacon to the bishop permitted up to age 75. At that time the annual letter of resignation from office ordinarily will be accepted by the bishop.
A man called to service for the Sacred Order of Deacon will be in training and formation at least three, and most probably four years before being determined fit and ready to receive Holy Orders. The Church should reasonably expect that the deacon will be able to serve in his ministry for a period of several years before possible cause of age shall impede his ability to give service. For this reason, the Diocese of Saint Cloud establishes the maximum age of 55 for admission to study for ordination to the diaconate. The diocesan bishop may make exception to this age limit at his discretion.
Recommended by the Deacon Advisory Board March 11,1997 John F. Kinney Bishop of Saint Cloud Approved: May 19.1997
*Permanent Deacons in the United States: Guidelines on Their Formation and Ministry. National Conference of Catholic Bishops, United States Catholic Conference, Inc. Copyright© 1985
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Introduction
Deacons of the Diocese of St. Cloud recognize the need for continuing intellectual, personal, emotional and spiritual development after the years of formation. No formation program can possibly teach, or anticipate the needs of the deacon that may arise over the future years of ministry. Growth is an integral part of ministry, needed to develop a deeper understanding of self, so that the deacon may be a better minister to others. Continuing development requires daily prayer, spiritual direction and training courses to increase understanding of the Catholic faith and theology.
In St. Peter's Second Letter he states: "make every effort to supplement your faith with virtue, virtue with knowledge, knowledge with self-control, self-control with endurance, endurance with devotion, devotion with mutual affection, mutual affection with love." This is the essence of Christian growth.
1. THE PROCESS
First and foremost, each deacon needs a plan. That means deacons will need to set aside a time each year to assess their personal and professional relationships. Consultation with spouse, spiritual director, support group and supervisor is required. From these consultations a list of goals, objectives and ideals will be developed to assess personal and professional relationships. After the list is developed, a selection process is used to "weed out" incidental and unessential objectives. This list will be shared with the deacon's consultative group and then recorded on the Continuing Education Reporting Form. This will be sent to the Continuing Education Committee [Deacon Personnel Board ] yearly.
2. THE OBJECTIVES
The goals for each deacon will obviously be different, because we are all unique individuals with different gifts, and different ministries. Each deacon needs to evaluate the past year's activities and to discard those that do not meet needs and to enhance those that do. The questions that should be asked are:
- Am I closer in relationship with God this year?
- Have I enhanced my ministry and interpersonal relationships?
- Am I a better person?
3. CRITERIA FOR SELECTION OF LEARNING ACTIVITIES
Courses that enhance the sacramental abilities and understanding of the diaconate are essential. Studies that improve the preaching ability of the deacon and courses that strengthen the knowledge of material used in the deacon's ministry are vital. Other examples of acceptable studies include, but are not limited to, adult enrichment courses, retreats, spiritual direction hours, self-directed study, college courses in theology and philosophy. All diaconal regional meetings and local training sessions for deacons are also counted.
4. REQUIREMENTS
Each deacon will be required to fulfill at least twenty hours of activities each year. These will be reported to the Continuing Education Committee [Deacon Personnel Board] yearly in June. These reports will be written, not verbal, on the forms provided by the Continuing Education Committee [Deacon Personnel Board]. The hours reported are for the actual time of the activity, not travel hours, social times, business meetings or hours of routine parish business or meetings.
A waiver of these requirements may be given for cause if requested by the deacon in writing for cause: i.e., sickness, family problems or work difficulties. Newly ordained deacons will be given an automatic one-year grace period.
If a deacon fails to fulfill the requirements, the chairman of the Continuing Education Committee [Deacon Personnel Board] will contact the deacon to offer assistance. This contact is for encouragement and support, but if the deacon still fails to comply, the failure will be reported to the Vicar for Permanent Deacons of the Diocese. Continued personal, intellectual, spiritual and emotional growth is required of all deacons in ministry. Failure to comply could effect both placement and faculties.
5. CONTINUING EDUCATION COMMITTEE [RULES AND REGULATIONS]
The committee will consist of five members, four of whom are elected to three-year terms plus one ex officio. The first election will be staggered terms to assure continuity. Of the elected members, two shall be members of the community in good standing; two shall be wives of deacons, not the wives of the other members of the committee. One member shall be appointed as chair of the committee by the president of the deacon community. This appointment as chair is for a term of three years, which can be renewed one time. The Formation Director will be an ex officio member of the committee.
The Continuing Education Committee [Deacon Personnel Board] will promulgate the rules and regulations for reporting and make available the forms required. This policy does not apply to deacon candidates who will be informed of the process before ordination. Deacons who are retired from active ministry need not report.
Developed by the Permanent Deacons Jerome Hanus, OSB Bishop of Saint Cloud Approved: July 17, 1993
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1. Although church law generally does not require a resignation until the age of 75, it is the desire of the deacons of the Diocese of Saint Cloud that they be required, at the age of 70 to submit a letter of resignation from office and a request for retirement. This letter is sent to the bishop, along with a letter from the Vicar of Deacons, who will have consulted with the President of the Diaconal Community and the deacon's pastor. The bishop will then give a response to the deacon, regarding his decision. The deacon may send a letter of resignation from office and a request for retirement prior to age 70, if he so desires.
2. If not accepted when submitted, letters of resignation and retirement submitted before the age of 70 will be reviewed annually. The bishop will review with consultation as mentioned above.
3. At the age of 75, a letter of resignation from office ordinarily will be accepted by the bishop. The deacon will be notified of this decision.
4. The bishop, for other reasons, such as health, may request the deacon to retire before age 75.
5. In retirement:
a. the deacon will retain all of his faculties, respecting always the jurisdiction of the proper pastor.b. if the deacon wishes to exercise ministry, he may do so within the Diocese of Saint Cloud, respecting always the jurisdiction of the proper pastor.
c. the retired deacon will continue to be informed of all diocesan activities through regular meetings and communications from the Chancery Office.
d. the wives of retired deacons will also be invited to continue their participation within the diaconate community for retreats, continuing education, social events and any other activity they would like to participate in with members of the diaconate community.
e. notice of the deacon's resignation from office and retirement will be published in the diocesan newspaper.
Developed by The Permanent Deacons Approved on December 16, 1993 by Jerome Hanus, OSB Bishop of Saint Cloud
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