Learning Covenant Guidelines

Purpose

The purpose of the Learning Covenant is to give each resident the opportunity to form a plan for learning during their two year post-ordination residency program. The resident is to draw on recommendations from the Commission on Ministry, Board of Examining Chaplains, Seminary, School for Diaconal Formation and/or Bishop in writing the Learning Covenant. At the end of the first year of the residency, both the resident and the supervisor are asked to write a letter to the Canon for Formation evaluating the year and modifying the Covenant as needed for the second year.

Developing a Learning Covenant

Following prayerful consideration, the resident is to choose several areas for special attention from the list of practical ministry areas listed below. In reviewing the list, the resident, in consultation with the supervisor, will consider the resident’s areas of strengths and her/his areas that need further development, attention and experience. Residents will consider if there are areas in which they want to develop specific skills or
expertise. The resident will then develop three to five concrete goals which will be discussed with the supervisor and adjusted to the needs of the congregation.

For those in diaconal formation (deacons): The supervisor and resident in diaconal formation will
work with the Convener of the Community of Deacons to assure the Learning Covenant is supported by
the Proposal for Diaconal Ministry.

For those in priestly formation (transitional deacons and priests): The supervisor and
resident in priestly formation will develop a position description that corresponds to the learning goals.
The position description follows from (but is not limited to) the Learning Covenant. The position
description is to be shared with the vestry, and a copy is to be sent to the Canon for Formation.

For those whose orders as a deacon or priest have been received under Canon III.10.1, 3, 4):
The supervisor and resident will develop a position description that corresponds to these goals. The
position description follows from (but is not limited to) the Learning Covenant. The position description
is to be shared with the vestry, and a copy is to be sent to the Rev. Canon Anne Reed.

Evaluation

At the end of each program year, the resident and supervisor will go through the Learning Covenant separately to assess progress on the goals. They will then work together to submit to the Bishop (with a copy to Canon Reed) an evaluation of the year; the supervisor and resident will both sign the evaluation.