Christian Ministry In State Schools (CMISS)

Archives available:

2012

Back to Christian Ministry In State Schools (CMISS) list

Guidelines for Chaplaincy in State Schools

Introduction...

These guidelines for school chaplains in state primary and secondary schools and in colleges in Tasmania have been developed in co-operation by the Department of Education Tasmania and the Tasmanian Council of Churches Commission for Christian Ministry in State Schools.

They replace the Guidelines for Chaplains in State Secondary Schools and Colleges in Tasmania (Revised edition January 2006) and the Guidelines for Chaplains in State Primary Schools in Tasmania (January 2006).

They provide state guidelines for the appointment of school chaplains and are to be used to assist in the appointment and ongoing employment of chaplains through the National School Chaplaincy Program (2007-09).

Tasmanian Department of Education
116 Bathurst Street 03 6233 7500
Tasmanian Council of Churchess
Commission for Christian Ministry In State School
163 Macquarie Street
Hobart 7000
03 6234 254
August 2007 Amendments June 2008

1. Purpose of the Guidelines

The purpose of these guidelines is to assist schools and colleges and local Christian communities in the establishment and maintenance of a school chaplain where that chaplain is in the Christian tradition.

While they are state guidelines, they are also appropriate for use in the appointment and employment of chaplains funded through the National School Chaplaincy Program (2007-09).

2. The role and purpose of chaplains

The role of chaplains is to assist schools in providing pastoral care, general spiritual and personal advice to those seeking it and support and comfort to students and staff.

Chaplains begin their appointment with qualifications and experience appropriate to the position, which may include theology, counselling, youth or children\'s ministry or education. These may be added to through regular professional development.

Chaplains are an extra resource in a school. They can:

support the school in its aim to be a safe, caring environment
act as a role model for students
be a reference point for staff and students concerning spirituality issues and the Christian tradition generally
listen to students who have a need to talk about their own lives and their search for meaning
act as a resource for relevant units of work
provide a link to other community resources
become a resource person for voluntary clubs and groups of students in unscheduled time.

The sorts of things a chaplain might be asked to do by the school include:

assisting school Social Workers, Guidance Officers and other staff in the delivery of student welfare services as appropriate, acknowledging the professional nature of the work undertaken by Social Workers and Guidance Officers
providing access to the helping agencies in the community, both secular and Christian based
being a support person in grief, family breakdown and other crisis situations for staff, students and parents
being a liaison person for welfare activities in the community
providing support in areas concerning human relationships
being available to explore spiritual and values questions
helping with school camps or sports activities, musical productions or other things to which their personal skills and experience might contribute.

Chaplains respect the range of religious views in the school and the community and are mindful of parental values and the rights of families.

While chaplains can be support persons and provide oversight for voluntary student groups, no attempts will be made by them to coerce people into Christian activities.

In general it is not advisable for chaplains to be employed in another capacity (eg as a teacher, social worker, etc), in the same school as their chaplaincy, because of the possibility of conflict of interest. See Section 6, Step 3.

3. Legal responsibilities of Chaplains

As people working in a school context, chaplains are legally obliged to notify Child Protection in the Department of Health and Human Services if they know, believe or suspect that a child is being abused or neglected.

4. Working with School Social Workers and Guidance Officers

Social Workers and Guidance Officers provide professional intervention and counselling to students in areas such as mental health. Chaplains can work alongside these officers as part of a school team to support and provide advice to students in need. However, chaplains are not professional counsellors and their role is different from that of Social Workers and Guidance Officers. With the assistance of the school, they are responsible for understanding the roles that Social Workers and Guidance Officers play in school communities and for developing skills in discerning when referrals to professional staff are warranted.

5. The role of Scripture Union

Scripture Union can provide chaplaincy services to those state schools in Tasmania who wish to employ a chaplain. These services include

assisting schools throughout the process of appointing a chaplain
employing chaplains on behalf of schools and the local Christian community
providing ongoing support to chaplains
assisting schools in the process of applying for funding for chaplains through the National School Chaplaincy Program.

Scripture Union is the state government approved chaplaincy service provider. It serves as an Employing Agency for the Department of Education in relation to chaplains. Scripture Union works closely with the Chaplaincy Working Group which is part of the Tasmanian Council of Churches Commission for Christian Ministry in State Schools.

6. Steps for appointing a chaplain

The initiative to appoint a chaplain may come from the school or from the local Christian community.

Step 1. Establish an initial working group

Membership: members of the local Christian churches and members of the school community

Role:

to work with the school to ascertain the level of interest and need for a chaplain
to work with the local community to determine the level of support
to ensure school and community share common goals for the chaplain
to ensure consistency with other school aims and programs
to ascertain whether the local Christian churches can fund the chaplaincy to the level required by the school community

The working group considering and planning a chaplaincy should not proceed unless:

it is clear that there is a consensus within the school or college community about the nature and aims of a chaplaincy service
the proposed service is consistent with Department of Education policies
there is a firm and shared commitment to sufficient financial support of the service over a period of time.

Step 2. Establish an ongoing Local Chaplaincy Committee (LCC)

Membership to include:

the Principal of the school/college or nominee
representatives of local Christian churches
nominees of the school association, including a teacher from the school and a parent
a representative of the Employing Agency.

It is important that the committee appoints a chairperson, secretary and treasurer.

Role:

to manage the appointment and ongoing employment of a chaplain.
to take responsibility for the selection, appointment and supervision of the chaplain, acknowledging the authority of the school principal.
to understand the needs of the school community and be committed to the aims for the chaplaincy as agreed at the working group stage.
to be representative of the total school community and to carry out all of the management tasks assigned to it.
to model the sensitivity and respect for diversity that the chaplaincy will demonstrate in the school/college.
to develop a list of aims for the chaplaincy. This needs to be done with the school community. The aims of chaplaincy will vary from school to school, depending on the needs of the school and its resources. In each case the aims will relate the overall goals of the school and to the Tasmanian Curriculum Framework. The aims will form the basis for evaluation of the chaplaincy service in the school.
to establish the source of ongoing financial support for the chaplain. This may come from the National School Chaplaincy Program, and/or from the local Christian community, the school association, local businesses and other members of the school community.

Step 3. Appoint the chaplain

a.) Develop a position description for the position of chaplain

The position description will include:

an outline of the particular responsibilities and tasks of the chaplain
the groups and officers with whom the chaplain collaborates
the range of school activities in which the chaplain may participate
the hours of duty in the school
an outline of the personal qualifications, experience and qualities required of the chaplain.

See samples of key tasks in Appendix 5.

Where a person who is already an employee in a school applies for a chaplaincy position, it is not advisable and it may not be possible for the chaplaincy role to be carried out in the same school as their current position. This is due to the possibility of a conflict of interest between the roles. The position description should include this information. If that person believes that their circumstances would not give rise to a conflict of interest, they should approach the appropriate Learning Service General Manager for special consideration. The General Manager must be satisfied that there would not be a conflict of interest for the appointment to proceed.

b.) Advertise the position

Advertisements for the position of chaplain must indicate that the Local Chaplaincy Committee is inviting the applications and is responsible for the selection and appointment of the successful candidate. Scripture Union may act as the Local Chaplaincy Committee\'s agent and organise the advertising and the collection of applications. Enquirers about the position will be told they will have to undergo a police check. They should be supplied with:

copies of aims of the service, the role statement for the chaplain and the selection criteria used in assessing applicants
terms and conditions of appointment
the dates, times and places for the interviews
a copy of these guidelines.

Note: advertisements for the position should indicate that if the position is won by a person who is currently employed by the Department of Education in a school based position it may not be possible for the chaplaincy role to be carried out in the same school as their current position.,

c.) select the chaplain

The LCC will form a selection panel, including the principal (or their nominee) and a representative of the Employing Agency. The interviewing panel should present its nomination to the Local Chaplaincy Committee who will make an offer of employment to the successful candidate pending successful completion of a police check. The Employing Agency will develop a contract of employment for the chaplain to sign before commencement of employment.

The LCC will organise start dates and orientation of the chaplain with the school and the Employing Agency will organise payment of the chaplain.

If the proposed successful applicant is a current school based employee with the Department with duties assigned at the same school as the chaplaincy position, that person will either have to agree (and negotiate with the Department) to re assign their current duties to another school or seek an exemption from the General Manager as referred to in Step 3(a) above.

Step 4. Develop a memorandum of understanding

The LCC will enter into a Memorandum of Understanding with the school and with the employing agency. See Appendix 1.

7. Ongoing management and support of the chaplain

7.1 Responsibilities of the school/college

The school/college will

allocate working space and support facilities for the chaplain
develop procedures about how and when students, teachers and parents may access the chaplain
ensure that chaplains understand the roles that Social Workers and Guidance Officers play in school communities
assist chaplains to develop skills in discerning when referrals to professional staff are warranted
ensure that the chaplain understands the principles, ethics and practical implications of confidentiality in accordance with various regulations and the policies and procedures of the school/college
identify how and under what circumstances the chaplain may have access to students\' records
identify procedures for professional referrals to other people and agencies both within and outside the school/college
allow the chaplain access to appropriate professional development
ensure that the chaplain is subject to the overall management structures and procedures of the school/college
ensure the chaplain is integrated into the life of the school through professional and personal support and supervision.

7.2 Responsibilities of the Local Chaplaincy Committee (LCC)

The LCC will

be responsible for the management of the chaplaincy service, including funding; ensuring appropriate professional development of the chaplain; assisting in gathering suitable curriculum/teaching material; and selecting visiting speakers and musicians.
appoint in consultation with the chaplain one member (preferably of the same gender) to be responsible for the pastoral care of the chaplain - meeting regularly for fellowship, encouragement and prayer.
provide an annual written report to the school/college and all supporting churches, the Employing Agency and the Chaplaincy Working Group.
ensure there is an annual review of the direction and effectiveness of the chaplaincy service
undertake a major review towards the end of each period of contracted employment, seeking input from the school, the chaplain, the LCC, and the Employing Agency.
Conduct any formal disciplinary procedures in conjunction with the Principal, the Employing Agency and the Local Chaplaincy Committee, complying fully with all appropriate legislation

7.3 Responsibilities of the Employing Agency

The Employing Agency will

manage insurance matters in relation to chaplaincy
administer financial arrangements on behalf of the LCC
advise the LCC on the cost of establishing and maintaining full-time or part-time chaplains
receive and receipt all monies raised for the maintenance of the chaplaincy service
advise how to obtain tax deductibility for donations
maintain a set of accounts in accordance with established accountancy and auditing procedures and codes of behaviour
present to the LCC, at regular intervals or on request, audited balance sheets and other financial statements related to the chaplaincy service
monitor the availability of funds from the LCC to ensure that salaries and other entitlements are paid regularly and on time
monitor variations in awards, statutory requirements and other factors which influence the chaplain\'s salary and entitlements
make recommendations to the LCC in relation to any variations in salary and employment conditions considered necessary.

Appendix 1

MEMORANDUM OF UNDERSTANDING

Chaplaincy Service of ____________________________

(the School)

This Memorandum of Understanding is made on the ____ day of ____________ 20___ between the School Administration of ____________________________ (the School), the Local Chaplaincy Committee (the LCC) and __________________________ (the nominated Employing Agency).

Nominated Contact Persons

Local Chaplaincy Committee School

Name : Name :

Phone : Phone :

E mail : E mail :

We, the parties to this Memorandum of Understanding, are familiar with the Guidelines for Chaplains in State Schools and in Colleges in Tasmania and agree to work in association with the Department of Education Tasmania and local Christian churches to provide a chaplaincy service in keeping with the stated principles and policies of these documents.

This Memorandum of Understanding will commence on ______________________ and conclude on ______________________.

The Agreed Responsibilities

Responsibilities of the Local Chaplaincy Committee include but are not limited to:

i. Funding of the chaplain

ii. Preparation of a general statement of aims for the chaplaincy service

iii. Negotiating a role statement for the chaplaincy service in conjunction with the school and Employing Agency

iv. Appointing of a chaplain to the school in conjunction with the school and Employing Agency

v. Approving and providing advice regarding the chaplaincy program implemented in the school by the chaplain

vi. Managing the chaplaincy service

vii. Providing primary pastoral care of the chaplain

viii. Supporting the development of chaplaincy related skills by recommending professional development and ensuring that the chaplain takes advantage of appropriate offerings

ix. Monitoring of referrals of students to churches/youth groups

x. Keeping local churches informed of the work and its needs

xi. Approving support personnel such as visiting speakers, musical artists, etc. that the chaplain wishes to use in their program

xii. Contacting the School Principal for monitoring the progress of the work

xiii. Preparing annual reports and performance appraisals

xiv. Implementing of any formal disciplinary procedures required in compliance with all appropriate legislation (in conjunction with the School Administration and the Employing Agency).

Responsibilities of the School Administration include but are not limited to:

i. Ensuring the school community is represented on the LCC

ii. Allocating working space and support facilities for use by the chaplain

iii. Ensuring the LCC is aware of relevant and current Education Department policies and how they relate to the operation of the Chaplaincy service in the School

iv. Ensuring that the chaplain is aware of the work and roles of Social Workers and Guidance Officers and understands when referrals to these professional staff are warranted

v. Developing procedures for access to the chaplain by students, teachers, parents and other relevant persons

vi. Communicating procedures for the referral to other people and agencies both within and outside the school

vii. Overseeing the general functioning of the chaplain in the School and especially in matters relating to school administration and procedures

viii. Helping to facilitate the professional development of the chaplain.

Responsibilities of the Employing Agency include but are not limited to:

i. Negotiating the terms and conditions of employment

ii. Providing overall policy documents and procedures relating to the operation of the chaplaincy service in cooperation with the Chaplaincy Working Group of CCMISS

iii. Advising the LCC of matters relating to the cost and maintenance of the chaplaincy service

iv. Providing adequate insurance cover for the chaplaincy service

v. Managing financial accounts including receipting of tax deductible donations, account keeping and reporting

vi. Presenting the LCC with audited balance sheets and other financial statements relating to the chaplaincy service on a regular basis and as requested

vii. Monitoring of the availability of funds from the LCC to ensure that salaries and other entitlements are paid regularly and on time

viii. Recommending any variations in salary and employment conditions considered necessary to the LCC

ix. Recommending training programs to assist in the professional development of the chaplain

Performance Appraisal

A performance appraisal process will be carried out in November/December each year. Reports detailing the progress of the chaplaincy will be required from the School Administration, the LCC, the chaplain and the Employing Agency.

Resolution of Disputes

In the event of a dispute or grievance between the chaplain, the School, the LCC and/or the Employing Agency, the following process will be activated:

a) The dispute/grievance will be brought to the Employing Agency\'s Chaplaincy Officer (unless the grievance is brought against the Chaplaincy Officer in which case it should be directed to the Chief Executive Officer of the Employing Agency)

b) Details of the dispute/grievance will be documented by the representative of the Employing Agency

c) A meeting will be convened between the chaplain, the representative of the Employing Agency, the LCC Chair and the party with whom the chaplain has his/her dispute/grievance

d) A process for dealing with the dispute/grievance, including a time line, will be adopted

e) At the completion of the stated period the complainant will meet again with the representative of the Employing Agency to determine if the issue has been resolved satisfactorily

f) If the issue has not been resolved the matter will be referred in writing to the Chief Executive Officer of the Employing Agency who will refer it on to a Review Committee for their consideration and action. The Review Committee will comprise of a representative of the Department of Education, a representative from a local church independent of the LCC and a third member endorsed by all parties to this Memorandum of Understanding.

g) If at this point the complainant still is not satisfied he/she can request direct representation to the Review Committee

The School Principal:

Signature:

Date:

Name:

Position:

The Local Chaplaincy Committee:

Signature:

Date:

Name:

Position:

The Employing Agency:

Signature:

Date:

Name:

Position:

Appendix 2

TASMANIAN COUNCIL OF CHURCHES

COMMISSION FOR CHRISTIAN MINISTRY IN STATE SCHOOLS

PRINCIPLES FOR CHRISTIANS WORKING IN TASMANIAN STATE SCHOOLS

We affirm the place of Christian ministry in state schools and colleges by our commitment to a code of practice based on the following principles:

a) we recognise the nature of state schools and colleges and their place in educational provision in Tasmania

b) we believe that God is already at work in each school community

c) we seek opportunities to share with people in schools the Christian message, enabling them to make their own informed responses

d) we affirm our Christian responsibility to serve the school community

e) we recognise the importance of a considered long-term ministry in the school community

f) we are united in purpose and affirm rich diversity in approach and style

g) we believe in the importance of co-operation with others in the school community

h) we recognise the need for cultural relevance in this ministry

i) we recognise that the needs, interests and aspirations of students are central to school ministry

j) we take into account the developing capacities of students in their individual differences

Appendix 3

CODE OF PRACTICE FOR CHRISTIANS WORKING IN TASMANIAN STATE SCHOOLS

1. We seek in language and action always to affirm the dignity and worth of each individual.

2. We recognise, respect and affirm the authority of the school community and we will work in consultation with it.

3. We recognise the authority and responsibility of parents/care-givers.

4. We seek to co-operate with local churches, ministers\' associations and the Commission for Christian Ministry in State Schools.

5. We recognise and seek to support Christian staff, students and parents in each local school.

6. We seek to identify and make contact with Christians already working in a school before initiating any activity.

7. We recognise that when working in a state school or college setting in comparison with church-related settings variations in style are essential.

Therefore in the school:

(a) we seek to prevent our ministry from becoming a vehicle for the beliefs of any one denomination/group

(b) we avoid evangelistic appeals requiring a public response

Christian groups working in Tasmanian state schools and colleges are invited to work within these Principles and Code of Practice as an expression of their intention to work both educationally and co-operatively

Appendix 4

CODE OF CONDUCT FOR SCHOOL CHAPLAINS

(Source: National School Chaplaincy Program, DEST, January 2007)

The school chaplain will provide pastoral care, general religious and personal advice, and comfort and support to all students and staff, irrespective of their religious beliefs.

The school chaplain\'s role is to support school students and the wider school community in a range of ways, such as assisting students in exploring their spirituality; providing guidance on religious, values and ethical matters; helping school counsellors and staff in offering welfare services and support in cases of bereavement, family breakdown or other crisis and loss situations.

In providing these services, the school chaplain must sign and observe the following Code of Conduct.

The school chaplain will:

1. Recognise, respect and affirm the authority of the school principal and/or school governing body, and will work in consultation with them.

2. Respect the rights of parents/guardians to ensure the religious and moral education of their children is in line with their own convictions.

3. Adhere to all relevant Commonwealth and state policy and legislation, including that concerning privacy and confidentiality.

4. Contribute to a supportive, inclusive and caring learning environment within the school.

5. Avoid unnecessary physical contact with a student, recognising however that there may be some circumstances where physical contact may be appropriate such as where the student is injured or distraught.

6. Not put him or herself, or allow him or herself, to be placed in a compromising situation, recognising that there are circumstances where confidentiality may be sought by the child.

7. Provide accurate and impartial information when informing students and staff about support and services available in community groups, including religious groups, and in the broader community.

8. Act as a reference point for students, staff and other members of the school community on religious, spiritual issues, values, human relationships and wellbeing issues. This includes providing support for grief, family breakdown and other crisis situations. In doing this, a school chaplain will:

a) respect, accept and be sensitive to other people\'s views, values and beliefs that may be different from his or her own;

b) uphold a parent/guardian and individual\'s right to choose their beliefs and values;

c) actively discourage any form of harassment or discrimination on the grounds of religious ideology or doctrine;

d) under certain circumstances, refer a child to a chaplain who is in accordance with their own beliefs and values.

9. Will not take advantage of their privileged position to proselytise for their denomination or religious belief. However, it is recognised that an individual chaplain will in good faith express views and articulate values consistent with their denomination or religious beliefs.

10. Will not perform professional or religious services for which they are not qualified.

Breaches of the Code of Conduct

As school chaplains hold special positions of trust, they must be accountable for their actions. In addition, the school principal must take all reasonable steps to ensure that school chaplains comply with the Code of Conduct.

If there is an actual or perceived breach of the Code of Conduct, the school chaplain must immediately cease providing chaplaincy services.

Appendix 5

SAMPLE KEY TASKS

Below are three examples of key tasks that have been developed in particular schools. They will need to be adapted for use in another situation, for it is important that each job description reflect its context, and the culture of the school.

Suburban high school

Key tasks:

to provide pastoral care to students, staff and parents
to work with school staff in respect to the aims of the school, being directly responsible to the Principal and the Local Chaplaincy Committee
to be available to advise staff and students in matters of Christian faith and practice relating to the school community

4. to assist and encourage students in their exploration of spiritual matters

to encourage students who are at risk through helping to establish networks, support groups, educational programs and other appropriate activities
to be available to be involved in school programs
to liaise between local youth groups and school staff regarding church-based programs
to be available and present. To listen without judgment or condemnation, providing a safe place for reconciliation and the discovery of hope
through the Local Chaplaincy Committee to report to participating church communities regarding the work of the Chaplaincy.

College

Key tasks:

1. Work as a member of the College\'s Student Services Team.

2. Be available to advise staff and students in matters of Christian faith and practice relating to the College community; and assist and encourage students in their exploration of spiritual matters.

3. Provide spiritual guidance to students seeking such guidance.

4. Provide pastoral care for all students in the role of a youth worker and provide a positive role model for students.

5. Provide pastoral care for all members of the College community in cooperation with the College Social Worker, the Student Services Team, and the staff in general.

6. Where appropriate, provide general guidance and advice, on request, to parents regarding the welfare of their sons or daughters who are current or prospective students of the College.

7. To liaise with the College Social Worker and the Assistant Principal of student services on a regular basis.

8. Liaise with Church organisations and Christian groups on behalf of the College in consultation with the Principal (or his representative) and liaise with youth agencies in the wider community.

9. Support the College student Christian group(s).

10. Be available to be involved in College programs, and be a presence in and around the College.

11. Report to the College staff, the Chaplaincy Committee and participating Churches regarding the work of Chaplaincy.

12. Provide assistance and support as approved by the Chaplaincy Committee.

Primary school

Key tasks:

provide pastoral support and care for students and their families
assisting school counsellors and staff in the delivery of student welfare services
being a liaison/referral person for support services, both secular and church based, in the community
being a support person in grief, family breakdown and other crisis situations for staff, students and parents where appropriate
participation in classroom activities at the invitation of the teacher

Appendix 6

ANNUAL REPORT PRO FORMA

This is the annual report for 20 of the Local Chaplaincy Committee for School/College.

Current Chaplain :

An annual review of performance has/has not been completed

Current committee representation

Representative of	Roles and responsibilities

Programs and activities for the current year:

Opportunities and programs planned for next year :

Achievements of this year :

Issues of concern :

Financial report :

Total regular giving from organisations

Total regular giving from individuals

Money from fundraising activities

Expenditure on salary etc for Chaplain $ ( = hours/week)

Expenditure on programs

Expenditure on professional development

Anticipated income for next year

Hours of chaplaincy anticipated

Appendix 7

DEFINITIONS

Chaplain refers to a person who is approved and appointed by a Local Chaplaincy Committee to provide spiritual, ethical and pastoral support to complement other educational activities in schools.

Local Chaplaincy Committee refers to the body established under the authority of the school principal with the approval of the school association and in conjunction with local Christian churches and societies concerned to support a chaplain in that school, and to supervise the chaplain.

Employing Agency refers to an Employing Agency approved by CCMISS to administer the terms and conditions of employment of the chaplain.

CCMISS is the Commission for Christian Ministry in State Schools. It is a Commission of the Tasmanian Council of Churches (TCC). CCMISS can be contacted at:

Commission for Christian Ministry in State Schools

Tasmanian Council of Churches

163 Macquarie Street

Hobart TAS 7000

Phone (03) 6234 2543

Email tcctas@bigpond.net.au

CWG is the Chaplaincy Working Group of the Commission for Christian Ministry in State Schools. The CWG can be contacted through the TCC as listed above, or through the Chaplaincy Support Officer at

Scripture Union Tasmania

23 Clarence Street

Bellerive TAS 7018

phone: 03 6244 8422; fax: 03 6244 8477

email: enquiries@sutas.org.au

Scripture Union is an international interdenominational organisation, specialising in ministry to children, adolescents and their families. S.U Tasmania can be contacted through the State Director at the above address, phone, fax and email.

Annual Report. This is a report on the activities of a chaplaincy over a calendar year (or whatever part of a year that the chaplaincy has been operating). A pro forma for an annual report can be found in Appendix 6.

Performance appraisal. Annual review of the actions and effectiveness of a chaplain in a chaplaincy. Also undertaken before a chaplain leaves a chaplaincy. The performance review will be a collaborative effort of the person responsible for the pastoral care of the chaplain from the LCC and the principal of the school. The Chaplaincy Support Officer of Scripture Union is available to assist.

Appendix 8

Memorandum of Understanding

Chaplaincy services at the Tasmanian Academy and Tasmanian Polytechnic

This Memorandum of Understanding is made on the .......day of ..... .....2009

between the .......... campus of the Tasmanian Academy, the ............campus of the Tasmanian Polytechnic, the Local Chaplaincy Committee (LCC), and Scripture Union Tasmania (SUTas) - the nominated Employing Agency.

We, the parties to this Memorandum of Understanding, agree that the chaplain employed by SUTas, who in 2008 served at ............. College, will continue to serve as chaplain at this campus in 2009 and subsequent years, as a member of the student support team at the campus, working across the Academy and the Polytechnic as required.

We further agree that if the chaplain is currently funded under the three-year National School Chaplaincy Program (NSCP) funding cycle they will continue to operate under the NSCP Guidelines together with the Guidelines for Chaplains in State Schools and Colleges in Tasmania (August 2007), and that if the chaplain is currently funded by voluntary contributions from local churches and communities they will continue to operate under the latter set of guidelines. All Codes of Conduct contained in these existing guidelines (as appendices) will continue to apply to the chaplain working in the Academy and the Polytechnic on this site.

And we agree that any chaplain serving these new institutions from 2009 will continue to be employed by SUTas (the DoE approved chaplaincy service provider), and be managed by a LCC whose membership and functions are determined under the existing DoE guidelines. The chaplain in their workplace situation will report to a person to be determined jointly by the Academy Campus Principal and the Polytechnic Student Coordinator.

Tasmanian Academy Campus Principal:

Signature:

Date:

Name:

Position:

Tasmanian Polytechnic Student Coordinator:

Signature:

Date:

Name:

Position:

Local Chaplaincy Committee:

Signature:

Date:

Name:

Position:

Employing Agency:

Signature:

Date:

Name:

Position:

Tasmanian Council of Churches

PAGES

LOGIN

Christian Ministry In State Schools (CMISS)

Back to Christian Ministry In State Schools (CMISS) list

Guidelines for Chaplaincy in State Schools

Back to Christian Ministry In State Schools (CMISS) list