Pastor Nathan’s 2023 Sabbatical Proposal
Approved by ERLC Council on February 21, 2023
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The Purpose of Sabbaticals: A sabbatical is meant to be a time of rest and renewal, where the pastor can focus on their personal growth and relationships. Sabbatical policies, like Elk River Lutheran’s, acknowledge the toll the busy, on-call nature of church work takes on a pastor and their family, and provides this intentional time of sabbatical as a counterbalance.
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Pastor Nathan’s Sabbatical Theme:
Stand-Up and Preach I will spend intentional time with my family, including an 8000 mile road trip visiting family and friends, practice stand-up comedy, and explore the strategies, benefits, limitations and pitfalls of comedy in preaching. Leave Dates: June 5 - September 5, 2023 |
Sabbatical Plans:
Upon Return from Sabbatical:
- I plan to enjoy three months of quality time with my family, including a great American road trip. We will travel a roughly six week, 8000 mile loop of the Western US visiting family and friends along the way.
- I will practice stand-up comedy, working to hone this particular craft and style of public speaking, and commit to regularly writing throughout the summer.
- Conduct a dozen intentional conversations with the funniest pastors and church leaders I know (and a few I don’t) about how they utilize humor in their communications, invite them to share their funniest stories, and reflect on the benefits, limitations, and pitfalls of comedy in preaching.
- Before and during the sabbatical I will read comedy and preaching books including:
- “Divine Laughter: Preaching and the Serious Business of Humor” by Karl and Rolf Jacobson -- The Jacobson brothers are Minnesota Lutherans (Rolf was one of Nathan’s professor’s at Luther Seminary). In this book “Preachers are invited to wonder at and chuckle their way through examples of God's laughter in the Bible, thinking about what that means for God's people, for the life of faith, and for preaching to God's people.”
- “Stand-Up Preaching: Homiletical Insights from Contemporary Comedians” by Jacob D. Myers -- Jacob D. Myers is the Wade P. Huie, Jr. Associate Professor of Homiletics at Columbia Theological Seminary and in his book offers “readers tools to discern what is homiletically significant in historical and contemporary stand-up routines, equipping them with fresh ways to riff off of their respective preaching traditions, and nuanced ways to engage issues of contemporary sociopolitical importance.”
- “The New Comedy Bible: The Ultimate Guide to Writing and Performing Stand-Up Comedy” by Judy Carter (I’ve read previous versions, so this will be somewhat review)
- “The Comic Toolbox: How to Be Funny Even If You’re Not” by John Vorhaus -- A workbook approach to comedy writing as creative problem-solving.
- “The Artist’s Way” by Julia Cameron -- “Julia Cameron's novel approach guides readers in uncovering problems areas and pressure points that may be restricting their creative flow and offers techniques to free up any areas where they might be stuck, opening up opportunities for self-growth and self-discovery.”
- “Everything is Spiritual” by Rob Bell -- “In Everything is Spiritual, the author Rob Bell explores how ideas about creation, love and connection shaped him and how they shape every one of us.”
- Re-listen to Rob Bell’s “Something to Say,” an audio course on public speaking
Upon Return from Sabbatical:
- As is required by Elk River Lutheran’s Sabbatical Policy, I will provide a written report to the ERLC Church Council.
- I would also like to share a written or spoken reflection with the congregation about what I’ve learned about comedy and preaching (I’d like to base the format on what I find).
From Elk River Lutheran Church Employee Handbook:
Sabbatical Policy (From Minneapolis Area Synod)
1. Eligibility
A sabbatical leave of three months may be granted to ¾ to full-time rostered staff and lay professionals after five continuous years of service at one ministry site. Support staff may also be granted a leave of three weeks after four years of continuous service at the same site.
Congregations with multiple staff shall identify additional priorities for eligibility when two or more staff members have similar service longevity.
2. Goals and Objectives
Goals and objectives for the sabbatical, plus the potential benefits to the individual and congregation, need to be discussed and established early in the planning process.
3. Duration of the Sabbatical
Up to three consecutive months of sabbatical leave may be granted after five years of continuous service in the congregation. The length of sabbatical leave needs to be discussed and stated in the plan, including beginning and ending dates.
4. Compensation and Replacement
During the sabbatical, the congregation is expected to provide full salary and benefits to the individual. Car allowance may be a negotiated item. Accrued continuing education funds may be used by the individual for a sabbatical.
The congregation will need to make arrangements for ministry during the sabbatical period. This can range from full-time replacement to supply preaching. A sabbatical leave is also an excellent opportunity for lay leadership to take on some aspects of replacement ministry.
In terms of meeting the above costs, it would be wise for both the congregation and the individual to budget for these several years in advance, if possible.
5. Return
A sabbatical leave is intended to benefit both the congregation and the individual. Therefore, upon return, at least one year of additional service is expected following a three-month sabbatical, and at least six months of service following sabbaticals of two months or less.
A written, personal report will be submitted to the Congregation Council within 90 days upon completion of a sabbatical. The report will include, among other items, material on (a) the value of the sabbatical for personal and professional growth, and (b) the potential impact on the individual’s service to the congregation.
Sabbatical Policy (From Minneapolis Area Synod)
1. Eligibility
A sabbatical leave of three months may be granted to ¾ to full-time rostered staff and lay professionals after five continuous years of service at one ministry site. Support staff may also be granted a leave of three weeks after four years of continuous service at the same site.
Congregations with multiple staff shall identify additional priorities for eligibility when two or more staff members have similar service longevity.
2. Goals and Objectives
Goals and objectives for the sabbatical, plus the potential benefits to the individual and congregation, need to be discussed and established early in the planning process.
3. Duration of the Sabbatical
Up to three consecutive months of sabbatical leave may be granted after five years of continuous service in the congregation. The length of sabbatical leave needs to be discussed and stated in the plan, including beginning and ending dates.
4. Compensation and Replacement
During the sabbatical, the congregation is expected to provide full salary and benefits to the individual. Car allowance may be a negotiated item. Accrued continuing education funds may be used by the individual for a sabbatical.
The congregation will need to make arrangements for ministry during the sabbatical period. This can range from full-time replacement to supply preaching. A sabbatical leave is also an excellent opportunity for lay leadership to take on some aspects of replacement ministry.
In terms of meeting the above costs, it would be wise for both the congregation and the individual to budget for these several years in advance, if possible.
5. Return
A sabbatical leave is intended to benefit both the congregation and the individual. Therefore, upon return, at least one year of additional service is expected following a three-month sabbatical, and at least six months of service following sabbaticals of two months or less.
A written, personal report will be submitted to the Congregation Council within 90 days upon completion of a sabbatical. The report will include, among other items, material on (a) the value of the sabbatical for personal and professional growth, and (b) the potential impact on the individual’s service to the congregation.
