Guidelines. for Chaplains. in State Secondary Schools. and Colleges. in Tasmania

Guidelines for Chaplains in State Secondary Schools and Colleges in Tasmania Tasmanian Department of Education Tasmanian Council of Churches Commission for Christian Ministry in State Schools Revised edition January 2006

Tasmanian Department of Education 116 Bathurst Street Hobart Tasmania 7000 (03) 6233 5188 and Tasmanian Council of Churches Commission for Christian Ministry in State Schools 163 Macquarie Street, Hobart Tasmania 7000 (03) 6234 2543 tcctas@bigpond.net.au Revised edition January 2006

CONTENTS Page Introduction 1 Definitions 1 1. RATIONALE FOR THE INCLUSION OF CHAPLAINCY 2 SERVICES IN TASMANIAN STATE SECONDARY SCHOOLS AND COLLEGES Roles of School Chaplains 2 2. ESTABLISHING CHAPLAINCY SERVICES IN THE SCHOOL 3 Measuring Local Support 3 Forming a Local Chaplaincy Committee 4 Approval as a Local Chaplaincy Committee 4 Membership of a Local Chaplaincy Committee 4 Functions and Tasks of a Local Chaplaincy Committee i) Preparing a Set of Aims 4 ii) Negotiating a role statement 5 iii) Communicating with local Churches 5 iv) Overseeing the Chaplain 6 Management within the school 6 3. APPOINTING A CHAPLAIN 7 4. MANAGEMENT TASKS OF THE ACCREDITED EMPLOYING 7 AGENCY 5. CHECK LIST FOR ESTABLISHING A CHAPLAINCY 9 COMMITTEE APPENDICES: Appendix 1: Examples of Role Statements for a Chaplain 10 Appendix 2: Memorandum of Understanding between the School 12 Administration, the Local Chaplaincy Committee and the nominated Employing Agency Appendix 3: Tasmanian Council of Churches (Commission for Christian 15 Ministry in State Schools) Principles and Code of Practice for Christians working in Tasmanian State Schools

GUIDELINES FOR SCHOOL CHAPLAINS IN STATE SECONDARY SCHOOLS AND COLLEGES IN TASMANIA Introduction These guidelines for school chaplains in state secondary schools and colleges in Tasmania have been developed in co-operation between the Department of Education Tasmania and the School Chaplaincy Committee of the Commission for Christian Religious Education in State Schools (CCRESS), a body under the direction of the Heads of Churches in Tasmania, administered in conjunction with the Tasmanian Council of Churches. (CCRESS is now CCMISS the Commission for Christian Ministry in State Schools) They replace the 1996 Interim Chaplaincy Guidelines and reflect changes arising from experience with chaplaincies in recent years. Any school or local church group interested in appointing chaplains to a school can receive further assistance by contacting: Commission for Christian Ministry in State Schools Tasmanian Council of Churches 163 Macquarie Street HOBART TAS 7000 Phone: (03) 6234 2543 E-mail: tcctas@bigpond.net.au 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. 1

1. A RATIONALE FOR THE INCLUSION OF CHAPLAINCY SERVICES IN TASMANIAN STATE SECONDARY SCHOOLS AND COLLEGES Christian Churches represent one of the community s resources in providing support to schools in helping students develop appropriate values, attitudes and behaviours and to explore the spiritual issues raised during their formal education. Christian Chaplaincy in the armed forces, hospitals and work places has been well accepted in Australian society for many years. Most independent schools and many government schools in all other states and territories have chaplains. Many of the spiritual, ethical and pastoral needs of students are expressed as a search for meaning and a desire to talk with someone about the deeper issues of life. Students sometimes express these needs during formal teaching or other activities during school hours. Chaplains can be contacted voluntarily by students or on referral from teachers glad to have another professional to deal with these needs. Roles of School Chaplains Chaplains function as resource persons to the school. By having someone with expertise in matters of faith and religion on staff, a school s educational resources are increased. Chaplains may be a resource to schools in a number of ways: as a role model for students as a youth worker, counsellor/support person as a reference point for teachers and students concerning spirituality issues and the Christian tradition generally as a resource for units of work on values issues by resourcing voluntary clubs and groups for students in unscheduled time as a leader for camps and community-related activities Religious faith is an important aspect of personal beliefs and values for many students. Chaplains provide tangible support to these students, and an available source of information and advice to others who choose to explore this dimension of human existence. School Chaplains can work as integral members of the school s welfare team and are able to provide an additional and different service to students in need. Their duties may include: assisting school counsellors and staff in the delivery of student welfare services; providing access to the helping agencies in the community, both secular and church based; being a liaison person for welfare activities in the community; being a support person for grief, family breakdown and other crisis situations; being readily available to follow individual cases; providing support in the areas concerning human relationships, and being available to explore spiritual and values questions; and with the school s approval, being an alternative initial contact point for parents. Normally the Chaplain is a recognised member of the school staff. The work load and responsibility will depend on their qualifications and experience. He/she may even have a small teaching allocation or accept responsibility for a sports team. The school s relationship with its local community is strengthened by having a Chaplain as a member of the staff. A Chaplain is a representative in the school of the local Christian community in a broad, non-sectarian sense. Chaplains will be selected for their capacity to respect the range of religious views in the school and the community. While chaplains can be support persons and provide oversight for 2

voluntary student groups, no attempts to coerce people into Christian activities should occur. School Chaplains must have qualifications appropriate to the job description which would normally include qualifications in theology, counselling or education. 2. ESTABLISHING CHAPLAINCY SERVICES IN THE SCHOOL Measuring Local Support The level of community support is a significant issue to be addressed during any initial consideration of establishing a chaplaincy service in the school. These guidelines require that chaplaincy services be conducted by people who have the knowledge, attitudes and skills that allow them to respect all students and the religious or other backgrounds from which they come. The issues involved here may be focussed in four basic questions. What are the goals and roles for chaplaincy services held by the school community? How do these match the total range of cultural and religious backgrounds represented in the school? What needs in the school is the chaplaincy expected to meet? What level of support is there from the school community and other community groups? The establishment of chaplaincy services in any school should not proceed unless: i. it is clear that there is a consensus within the school community about the nature and aims of a chaplaincy service in the school; ii. it is consistent with Department of Education policy; and iii. there is a firm, shared commitment to the financial support of the service over a period of time. Generally, the financial resources needed to support chaplaincy come from the participating Christian denominations making major financial contributions. These should be supplemented by local support from the school association and local organisations and businesses connected to the school community. It is very important that the possibility of obtaining tax deductibility for donations towards maintaining a chaplaincy service be explored early in these discussions. Chaplaincy services in state schools are not necessarily eligible for this taxation concession. Chaplaincy Employing Agencies such as Scripture Union Tasmania or the Uniting Church in Tasmania should be able to offer this facility to Local Chaplaincy Committees. A high level of community support should be evident in the decision about chaplaincy. This should be accompanied by firm commitments to providing the finance needed to maintain the service over a reasonable period of time, for example three years. It may be considered appropriate to not proceed with the chaplaincy until the costs of an initial twelve months' contract are in hand or promised. The local Christian community must be fully aware of its major responsibility in the funding of the chaplaincy service. Stop-start chaplaincies which degenerate from full-time to part-time to casual because of funding reasons will reflect poorly on the chaplaincy and local Christian community. Each accredited Employing Agency will provide full details of salary packages in their prospectus. 3

Forming a Local Chaplaincy Committee Chaplaincy in Tasmanian schools needs to be managed by a Local Chaplaincy Committee. This procedure should be followed in all cases whether the services involve paid or voluntary, full-time or part-time chaplains. The Local Chaplaincy Committee is responsible for the selection, appointment and supervision of the Chaplain delivering the services. The Principal of the school is ultimately responsible for all services operating within that school. It is expected that a Local Chaplaincy Committee will be representative of the total school community and it should be able to carry out all of the management tasks assigned to it. It will show sensitivity to the total range of cultural and religious backgrounds represented in the school community and be aware of any appropriate Government policies. Approval as a Local Chaplaincy Committee Following initial negotiations, a committee must apply to the School Association for recognition as a Local Chaplaincy Committee and for approval to manage the chaplaincy services proposed for the school. Before this formal recognition, the School Chaplaincy Committee of CCMISS should be consulted to assess compliance with all relevant government policies. Finally it is then necessary to advise the Secretary, Department of Education, that a Local Chaplaincy Committee has been established. Information must include: a list of the groups represented on the committee; a statement of the aims of the chaplaincy services proposed for the school; a role statement for the Chaplain(s); and the name of the intended accredited employing agency. Membership of the Local Chaplaincy Committee The following categories of membership indicate a way of ensuring that the Local Chaplaincy Committee does have the desired characteristics and capabilities: the Principal of the school or nominee; representatives of local Christian denominations with students in the school. nominees of the school association: at least one teacher from the school and one parent; at least two students in the school, or recent past students along with any other community representatives concerned with this work; and where applicable, a representative of the Employing Agency. The primary criteria for membership of the Committee should include the individual s capacity to interpret and understand the needs of all stakeholders and a commitment to the aims of chaplaincy services adopted by the Local Chaplaincy Committee. Functions and Tasks of a Local Chaplaincy Committee i) Preparing a set of aims 4

The first task of a Local Chaplaincy Committee is to prepare a general statement of the aims of the chaplaincy service in the school and how this contributes to the overall goals of the school. ii) Negotiating a role statement The role statement for any particular Chaplain will reflect the aims of the service adopted by the school and whether the services are to be delivered by a person working in the school on a full-time or part-time basis. The initial role statement should be the result of consultations between the Local Chaplaincy Committee, the school, and any proposed accredited Employing Agency. The role statement will evolve over time and be a flexible document which can be modified to suit changing circumstances in the school, or the particular skills and qualities of the appointed Chaplain and it should state any requirements that the accredited Employing Agency places on the role of the Chaplain. More specifically, the role statement should: outline the particular responsibilities and tasks of the Chaplain; identify the groups and officers with whom the Chaplain needs to liaise; identify the range of school activities in which the Chaplain may participate; indicate, where appropriate, the hours of duty in the school; and outline the personal qualifications, experience and qualities required of the Chaplain. See examples in Appendix 1 (pages 11 & 12). iii) Communicating with local churches Local Chaplaincy Committees should look to any local ecumenical group of Christian Church Leaders 1 as a significant source of support and reference, keeping that group informed of the development of a chaplaincy service. The group may choose to respond in any way which it deems appropriate. It is expected practice for students to be directed to the denomination to which their parents give allegiance or indicate a preference. Deviation from this practice should only occur after consultation with the student, their parent(s) and the denominations involved. In the end, decisions in regard to these matters are the right and responsibility of the student and his/her parents. Regular reporting by the Local Chaplaincy Committee's members to their respective nominating body is essential. It is the responsibility of each representative to take this information back to the leadership of their respective nominating body. At the conclusion of each year, coinciding with the school s annual reporting cycle, a more comprehensive report should be compiled. Written annual reports are requested from the Chaplain, the school and the Local Chaplaincy Committee. The completed document should be sent by the secretary of the Local Chaplaincy Committee to all supporting churches and the Commission for Christian Ministry in State Schools as a further means of ensuring the accountability of the chaplaincy program. 1 These groups function under various names including: Ministers Fellowship; Inter-Church Council; Council of Clergy; Ministers Fraternal; Ministers Association 5

iv) Overseeing the Chaplain a) The Local Chaplaincy Committees are responsible for the management of the chaplaincy services and are therefore highly accountable for all they undertake. b) In addition to funding and providing for the professional development of the Chaplain, they may assist the Chaplain in gathering suitable curriculum/teaching material and in the selection of visiting speakers and musicians. c) The Committee s major role is pastorally caring for the Chaplain. Acknowledging the primary role of the Chaplain s own church in this matter, we recommend that one member of the Local Chaplaincy Committee should be appointed to provide pastoral care for the Chaplain and meet with the Chaplain regularly for fellowship, encouragement and prayer. d) The Chaplain should present a report at the Local Chaplaincy Committee meetings. After each twelve month period the Local Chaplaincy Committee should review the ministry to assess its direction and effectiveness. Towards the end of each period of contracted employment, a major review should be undertaken seeking input from the school, the Chaplain, the Local Chaplaincy Committee, and the Employing Agency. e) In conjunction with the Principal and Employing Agency, the Committee will implement any formal disciplinary procedures required to comply with all appropriate legislation. Management within the school The Chaplain, as a member of the school community, should benefit from and be subject to the overall management structures and procedures of the school. This enables integration into the life of the school; a significant amount of professional and personal support and supervision should be available to the Chaplain from within the school. For example, the following aspects of the Chaplain's work are to be managed from within the school: the allocation of working space and support facilities procedures for access to the Chaplain by students, teachers, parents, and other relevant persons the keeping of records by the Chaplain access and contributions to other school records by the Chaplain procedures for referrals to other people and agencies both within and outside the school the clarifying of the principles, ethics and practical implications of confidentiality in accordance with section 14 of the Privacy Act 1988 (Cth) elements for the professional development of the Chaplain. 6

3. APPOINTING A CHAPLAIN Advertising the position Advertisements for the position of Chaplain must indicate that the Local Chaplaincy Committee of the school is inviting the applications and is responsible for the selection and appointment of the successful candidate. An accredited Employing Agency of chaplains may act as the Local Chaplaincy Committee s agent and organise the advertising and the collection of applications. Interviewing and selecting candidates The Local Chaplaincy Committee is responsible for forming a selection panel. All applicants selected for interview 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; details of any reimbursement of costs involved in attending interviews; and a copy of these guidelines. The interviewing panel should present its nomination, with recommendations, to the Local Chaplaincy Committee and the School Principal for acceptance. The offer of employment to the successful candidate must be made by the appropriate officer of the accredited Employing Agency. Appointing the Chaplain All applicants interviewed should be notified of the result of their application as soon as possible after an appointment has been made. An employment contract with the successful candidate needs to be finalised and signed as soon as possible. Further, the Local Chaplaincy Committee will enter into a Memorandum of Understanding with the school administration and the nominated employing agency around the provision and ongoing maintenance of the chaplaincy service (see Appendix 2). The Local Chaplaincy Committee and the Chaplain will negotiate arrangements with the school administration for the commencement of duties by the Chaplain. The Chaplain will be required by the school to undergo a Pre-Employment Check in line with Department of Education Tasmania policy prior to commencing duties at the school. The formal induction and commissioning of the Chaplain should be discussed with the school, the wider ecumenical community and the specific denomination of the Chaplain. 4. MANAGEMENT TASKS OF THE ACCREDITED EMPLOYING AGENCY The accredited Employing Agency will have the major responsibility for administering the financial arrangements on behalf of the Local Chaplaincy Committee. This management role may include the following tasks: 7

advise the Local Chaplaincy Committee on matters relating to the cost of establishing and maintaining full-time or part-time chaplains in state schools; receive and receipt all monies raised for the maintenance of the chaplaincy service; handle how tax deductibility for donations may be obtained; maintain a set of accounts in strict accordance with established accountancy and auditing procedures and codes of behaviour; present to the Local Chaplaincy Committee, at regular intervals or on request, audited balance sheets and other financial statements related to the chaplaincy services; monitor the availability of funds from the Local Chaplaincy Committee 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; and make recommendations to the Local Chaplaincy Committee in relation to any variations in salary and employment conditions considered necessary. The accredited Employing Agency will also provide other services, including insurance, as negotiated with the Local Chaplaincy Committee. Information concerning Employing Agencies can be obtained from the Commission for Christian Ministry in State Schools C/- Tasmanian Council of Churches 163 Macquarie Street HOBART TAS 7000 Phone: (03) 6234 2543 E-mail: tcctas@bigpond.net.au 8

5. CHECK LIST FOR ESTABLISHING A LOCAL CHAPLAINCY SERVICE a) Assessment of local interest b) Formation of an interim chaplaincy committee/steering group and or inclusion on agenda of any appropriate school committee c) Formal consultation with all interested groups: School Administration Local churches and other organisations School Association and teachers Students The School Chaplaincy Committee of CCMISS Community groups d) Financial viability of chaplaincy established e) Formal accreditation of the Local Chaplaincy Committee f) Selection of an Employing Agency for the Chaplain g) Drafting Chaplaincy Proposal and consultation with the Chaplaincy Working Group of CCMISS h) Approval of Proposal by the School Association and by the Commission for Christian Ministry in State Schools i) Advice to Department of Education Tasmania j) Advertising and appointment of the Chaplain k) The Local Chaplaincy Committee signs a Memorandum of Understanding with the School Administration and the nominated Employing Agency l) Regular review and reporting to the list consulted in c) above 9

Appendix 1 EXAMPLES OF ROLE STATEMENTS FOR CHAPLAINS IN STATE SCHOOLS EXAMPLE 1. 1. Work as a member of the College s Student Welfare Team. 2. a) Be available to advise staff and students in matters of Christian faith and practice relating to the College community; and b) Assist and encourage students in their exploration of spiritual matters. 3. Provide spiritual counsel to students seeking such counsel. 4. Provide pastoral care to all students in the role of a youth worker and provide a positive adult role model for students. 5. Provide counsel and advice on request to parents regarding the welfare of their sons or daughters who are current or prospective students of the College. 6. Liaise with Church organisations and Christian groups on behalf of the College in consultation with the Principal and liaise with youth agencies in the wider community. 7. Support the college Student Christian Group. 8. Be available to be involved in College programs. 9. Report to the College staff, the Chaplaincy Committee and participating Churches regarding the work of chaplaincy. 10. Provide assistance and support as approved by the Local Chaplaincy Committee. EXAMPLE 2. 1. To be a Christian role model for students. 2. To walk with students in integrity and love. 3. To co-ordinate visiting inspirational speakers for the school. 4. To co-ordinate parent programs eg. How to Drug Proof Your Kids. 5. To co-ordinate lunch-time visiting musicians. 6. To liaise between local youth groups and school staff regarding church-based programs. 7. To assist with school camps wherever possible. 10

8. To assist with the Christian Option Program in the school. 9. To be available for individual students. EXAMPLE 3. 1. To provide pastoral care to students, staff and parents through one-to-one counselling, support groups and referral to other agencies. 2. To liaise with teachers and support staff to provide the highest quality pastoral care. 3. To encourage students who are at risk through helping to establish networks, support groups, education and camps. 4. To be a positive role model and Christian presence within the school(s). 5. To liaise with local Christian groups e.g. Fusion and Scripture Union, local Church groups and to offer opportunities for Christian Education. 6. To organise assemblies and opportunities to celebrate the life of the community. 7. To raise the awareness of the importance of Christian celebration of hope in the life of the school. 8. To liaise with Colleges in the region to ease the transition from Grade 10 to College. 9. To work with students and parents to discern the most appropriate student options and place of study for the student. 10. To be available and present. To listen without judgment or condemnation, providing a safe place for reconciliation and the discovery of hope. 11

Appendix 2 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 Person Chairperson of the Local Chaplaincy Committee - (the School) Phone: (03) Fax: (03) Email: We, the parties to this Memorandum of Understanding, are familiar with the Guidelines for School Chaplains 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 the 1 st January and will conclude on the 31 st December. A decision to continue the chaplaincy service into the following year will be made on or before the 31 st October. The Agreed Responsibilities Responsibilities of the Local Chaplaincy Committee include but are not limited to: i. The 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; iv. Appointment of a Chaplain to the School; v. Approval of and provision of advice regarding the chaplaincy program implemented in the School by the Chaplain; vi. Ongoing management of the Chaplain and the chaplaincy service; vii. Primary pastoral care of the Chaplain; viii. Supporting the development of chaplaincy related skills; ix. Monitoring of referrals of students to churches/youth groups; x. Keeping local churches informed of the work and its needs; xi. Approval of support personnel such as visiting speakers, musical artists, etc. that the Chaplain wishes to use in their program; xii. Contact with the School Principal for monitoring the progress of the work; xiii. Probation, annual and end of contract reviews by all parties involved; and xiv. Implementation of any formal disciplinary procedures required in compliance with all appropriate legislation (in conjunction with the School Administration and the Employing Agency). 12

Responsibilities of the School Administration include but are not limited to: i. Ensuring the school community is represented on the LCC; ii. The allocation of working space and support facilities for use by the Chaplain; iii. Ensuring the LCC is aware of relevant and current Department of Education Tasmania policies and how they relate to the operation of the Chaplaincy Program in the School; iv. Development of procedures for access to the Chaplain by students, teachers, parents and other relevant persons; v. Communicating procedures for the referral to other people and agencies both within and outside the School; vi. Oversight of the general functioning of the Chaplain in the School and especially in matters relating to school administration and procedures; and vii. Implementation of any formal disciplinary procedures required in compliance with all appropriate legislation (in conjunction with the LCC and the Employing Agency). 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; 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. Assisting in pastoral care of the Chaplain; vi. Managing financial accounts including receipting of tax deductible donations, account keeping and reporting; vii. Presentation to the LCC audited balance sheets and other financial statements relating to the chaplaincy service on a regular basis and as requested; viii. Monitoring of the availability of funds from the LCC to ensure that salaries and other entitlements are paid regularly and on time; ix. Recommendations to the LCC in relation to any variations in salary and employment conditions considered necessary; x. Organising training programs to assist in the professional development of the Chaplain; xi. Monitoring general professional conduct of the Chaplain in the school; xii. Representing the Chaplain in any negotiations with the school administration; xiii. Implementation of any formal disciplinary procedures required in compliance with all appropriate legislation (in conjunction with the School Administration and the LCC). Performance Appraisal A performance appraisal process will be carried out in October/November 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 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. 13

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 Tasmania, 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: 14

Appendix 3 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 to secondary schools & Colleges by our commitment to an interim code of practice based on the following principles: a) As Christians we believe that God is already at work in each school community. b) We seek opportunities to share with people in schools the Christian message, enabling them to make their own informed responses. c) We affirm our Christian responsibility to serve the school community. d) We recognise the importance of a considered long-term ministry in the school community. e) We are united in purpose and affirm the rich diversity in approach and style. f) We believe in the importance of co-operation with other Christians in the school community. g) We recognise the need for cultural relevance in our ministry. h) We recognise that the needs, interests and aspirations of students are central to school ministry. i) We take into account the developing capacities of students in their individual differences. 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. 15

4. We seek to co-operate with local churches, ministers associations and the Commission on Christian Religious Education 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. c) We avoid unhelpful theological terminology and language which assumes that students share our Christian beliefs. 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. CONTACTS FOR FURTHER DETAILS Tasmanian Council of Churches 163 Macquarie Street HOBART TAS 7000 Phone/Fax: (03) 6234 2543 E-Mail: tcctas@bigpond.net.au 16