Candidacy Mentor Role and Responsibilities

1. Candidacy Mentor Role and Responsibilities • Candidates • Mentor • District Superintendent • dCOM • Candidacy Registrar

2. Fundamentals of Mentoring • Learning occurs when we stretch, not when we over stress. • Learning occurs in doing. • Be reflective; not reactive or protective. • New frames of reference open new possibilities. • Create a successful mental map.

3. Qualities of a Mentor • Having a shared understanding of mentoring; • Having a clear sense of self; • Being open and vulnerable builds credibility; • Being ‘passionate learners’ rather than ‘knowers’. • Adopt the larger view.

4. Criteria for Mentoring • Commitment to ministry of church • Vocational development & experience • Spiritual maturity • Openness • Exposure & appreciation to wide variety of ministries • Congruent lifestyle • Excitement and enthusiasm • Flexibility • Ability to maintain confidentiality • Organized

5. Mentor Responsibilities • Sets date, time and place for group meeting. • Initiates contact to confirm meeting times and location. • Mutually contract/covenant together. Renew as new candidates join the group. • Using Fulfilling God’s Call & VocationCARE, guide the candidates in discernment of call. • Assist each candidate in determining when he/she is ready to seek certified candidacy.

6. The Role of the District Superintendent • Receives first letter from candidate to request admission into candidacy program. • Consults with dCOM to assign a candidacy to a mentoring group. • Enters candidate and mentor into OCAS system upon admission. • Signs electronically in OCAS to confirm candidate’s registration.

7. Role of the DS • May conduct the charge conference for purpose of recommending for ministry. • Member of dCOM to examine and approve as a certified candidate. • Assure candidates are certified before moving to licensing school for LLP.

8. Relating to the dCOM • dCOM Mentor Coordinator assigns candidate to mentoring group in consultation with the dCOM chair and DS. • Mentor asked to maintain open communication with dCOM. • Annual mentor report signed by candidate and mentor.

9. Preparing to Meet the dCOM • The mentor will prepare a report (see form) about the candidate’s progress and experiences in the exploratory candidacy studies. • The candidate may read and request modifications to the report. • It is important for candidate and mentor to reach a consensus in this report. • If consensus is not reached, a report cannot be submitted.

10. Confidentiality • The candidate’s conversations and files are confidential, and any information from them is to be released only with the candidate’s written consent. • The dCOM may not request information from candidacy/mentor sessions that are not contained in the mentor report.

11. Confidentiality • The candidate, of course, may voluntarily include any of the information he/she chooses. • The dCOM may ask for clarity and the candidate may add whatever he/she deems necessary.

12. Purpose of the Mentor Report • The report provides an introduction of the candidate to the dCOM. • The report outlines issues that may need exploring with the committee. • The dCOM will use the report as one source of information. There will be others.

13. The Candidacy Mentor’s Report may include: • A brief description of candidate’s understanding of grace, gifts, fruit and promise (potential) for effectiveness. • The ways candidate has obtained information about the ministries of the deacon, elder and local pastor. • Ways candidate has used information in developing understanding of self and ministry.

14. The Candidacy Mentor’s Report may include: • Local church, family, work and other influences that may be important in candidate’s progress toward ministry. • Other insights or comments that may enable the dCOM to understand the candidate better.

15. At the Meeting with the dCOM • The mentor may be present with the candidate. • If present, the mentor is expected to be an observer with no interaction with the committee. • The mentor is not to try to influence the vote of the committee.

16. After the dCOM Meeting • The candidate and the mentor meet to discuss the interview and the candidate’s understanding of the committee’s comments or recommendations and arrange for follow-through. • The mentor logs on to the candidacy site and completes Form 113 “District Committee Report”.

17. Relating to the Candidacy Registrar • CR oversees the keeping of records on the progress and status of candidates until are received in provisional membership. • Files of dCOM are forwarded to the BOM when candidate applies for provisional membership. • CR keeps full personnel records for all candidates under the care of the Board.

18. Relating to the Candidacy Registrar • CR is the key person for information and communication for the candidate and mentor and is available to answer questions and give assistance. • CR assists mentors and candidates with problems with the OCAS System. Do not contact GBHEM.

19. The Big Picture MENTOR Assist in Discernment, Facilitate Reflection & Growth, Guide & Counsel, Report REGISTRAR Train, Interpret, Record Keeping, Reports D.S. Receive Written Application (letter), Nominate Guides & Mentors, Approve Service Appointments GBHEM-DOM Enrollment, Psychological Assessment, Consultant dCOM Enlist, Assign Mentors, Examine, Certify BOM Receive Candidate from dCOM, Interview, Defer or Recommend for Commissioning