How To Study A Case HiRho Park, Ph. D., D. Min., PCC Executive Director Clergy Lifelong Learning & UMC Cyber campus

How To Study A Case Participation in studying a case Share your ideas and give your reasons Listen to others, evaluate their positions Be an open mind and be willing to change it in light of new insights or evidence Enjoy the process

Follow the steps below to study a case 1. Read the case several times. Get to know all the details. 2. Analyze the case: writing down a. Characters – discuss about each character b. Chronology of the event – develop a chronology of events c. Identify the issues – values, attitudes, acts d. Discuss about positions reasonable persons might take 3. Review all those facts above and reflect on them. 4. Teaching point: think of any theoretical/theological resources which would be helpful to resolve the case 5. Decide on your course of action and share with colleagues. You need to defend your decision, therefore there is usually no single right answer.  

Analyze the case: writing down Characters – discuss about each character Rev. Green. Well known, respected, loved by people. Served 10 years. Friendly, hugger. His priority is church. His family rarely seen together. Pastor’s wife. Working at a local library. Two children, high school and college. part-time administrative assistant, served many years. Experienced aggressive hug but dismissed. Part-time music director, served many, many years. Part-time youth leader, new. A woman who complained. Left the church. Church leadership. Dismissed complaints.

b. Chronology of the event – develop a chronology of events Audrey, Sunday School teacher. Approached Pastor Green first. Received counseling from Pastor Green. Not happy marriage. Pastor Green convinced Audrey that she needs practical therapy. Pastor Green raped Audrey in his office. Pastor Green blames Audrey. Audrey’s husband demanded resign of Pastor Green. Went to media and left Audrey. Audrey left broken, ashamed and destitute. The church was divided. Church leaders reported to denominational leaders. Pastor Green was removed. Members left the church. Members got angry at Audrey. Response team came to the Church. Women started to coming out of the closet.

Identify the issues – values, attitudes, acts Confusion: Audrey Manipulation: Pastor Green Blaming: Audrey Denying: This was nothing more than an affair. Ambiguity: Members were not told clearly what would happen to their church or how healing could ever be possible. Shame: Counseling was offered but declined. Silence: Five months space and the new pastors did not know much about it. Pastors were not told about what happened. Victims: Who?

Discuss about positions reasonable persons might take What would you do? Review all those facts above and reflect on them. Teaching point: think of any theoretical/theological resources which would be helpful to resolve the case ¶ 362. Complaint Procedures, just resolution is the goal Role of BOM: Develop policies about clergy sexual misconduct, provide ongoing education and prevention for all clergy, provide funding and resources for congregations, families of clergy, victim/survivors, and clergy colleagues who are impacted by clergy misconduct, provide mediation teams that understand law and ministry, provide resources. 5. Decide on your course of action and share with colleagues. You need to defend your decision, therefore there is usually no single right answer.  

Complaint Process Chart Supervisory Response Process ¶362.b Written Complaint to Bishop Notices to complaint and respondent and BOM (within 90 days) Just Resolution/Not an administrative or a judicial proceeding (Bishop, Complaint, Respondent, Witness) Supervisory Response Outcome (Dismissal ¶362.e.(1) , Mediate ¶362.g, Accountability Agreement) Notice (Bishop notifies BOM) The Goal is just resolution: A just resolution is one that focuses on repairing any harm to people and communities, achieving real accountability by making things right in so far as possible and bringing healing to all the parties. It is not part of any judicial process. The complaint shall be treated as an allegation or allegations during the supervisory process. At all supervisory meetings no verbatim record shall be made and no legal counsel shall be present. Suspension up to 90 days by the bishop and recommendation by BOM Executive committee from clergy responsibilities, not from an appointment, with salary. Can extend one time up to 30 days (New) Mediation of civil authorieis-a omplaint maybe held in abeyance 362.g Bishop and BOM executive committee review every 90 days, Bishop OR BOM can terminate abeyance of a complaint. Administrative Fair Process 361