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S A R A H B Y R N E- M A R T E L L I B C CD I A N A R O B E R T S O N B C CR Y A N S W I E R I N G A B C C

C A R O L P A P E C A EA P C C H I E F O P E R A T I N G O F F I C E R

Serving on a BCCICertification Committee

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APC ProfessionalChaplaincy Webinar

Learning Objectives

1) List the expectations for serving on certification committees

2) Describe the roles of those serving on committees –Chair, Presenter and Member

3) Know what to expect from your BCCI area certification chair

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Certification Overview

APC office Receives materials, ensures all forms, paperwork and

endorsement are in order

Area Chair Recruits and organizes the certification committee meetings

Committee Reads materials in advance, participates in certification

meeting

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The Committee

Consists of 1 Presenter, 1 Chair, 1-3 Committee Member(s)

Ideally includes someone from: Similar chaplaincy setting Similar religious group and/or Similar demographic

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Written Materials

You will receive an email from APC office with a password.

Please carefully read the emails. Problems? Contact APC staff right away.

What is your role? You might be Presenter for one committee and Chair for

another.

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Written Materials Include...

Autobiography Evaluation of most recent CPE Unit 2 Chaplain Clinical Contacts 4 Competency Essays Description of your Role on Committee Committee Responsibilities

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The Chair

Reads all the materials. Welcomes and escorts candidate in and out of the

meeting. Sets tone for meeting and makes committee and

candidate introductions. Assigns the time keeper. Oversees process. Facilitates flow of discussion. Fills out paperwork. Describes Appeals process and paperwork.

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The Presenter

Reads all the materials. Writes Presenter’s report. Serves a guide and facilitator to address

competencies. Any questions upon receiving materials? Contact Area Chair within 7 days.

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The Committee Member

Reads all the materials. Participates actively in committee. Brings your own thoughts about competencies. You are not limited to Presenter’s report. Everyone receives the same materials.

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The Presenter’s Report

Identifying information: date, time, name. Brief summary of written materials. No need to rewrite the autobiography. Is affirming and thorough. Delineates which competencies need clarity. Serves as a springboard for discussion.

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The Presenter’s Report (cont.)

Use open-ended language “I invite further reflection on...” “I would like to know more...” “I wonder how (xyz) has affected the candidate’s ministry…”

Offer explanation for your opinion with specific examples from candidate’s written materials.

Stick to the competencies. Do not make a recommendation about certification

in your report. Be open to further opinions and assessments of the

committee members.

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Presenter’s Report Example

TCP3: “This section reinforces and clarifies TPC1 in helping

understand N.’s theology of spiritual care and seems congruent with her own faith values…I think it would be helpful for the committee to hear more about the spiritual and emotional dimensions of human development in this section. How does the spiritual and emotional needs of human change over a lifetime? How does the need / theology of a child differ from someone who is a teenager / mid-lifer / senior, particularly in a hospital setting?

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Presenter’s Report Example

TPC4: “N. appears to have a good sense of pastoral authority in

ministry relationships. In Essay 2, N. describes how she advocated for a patient as he went from minimally interactive in the fetal position to functioning much better and using his gifts in church...I would like to hear more about pastoral authority with fellow staff. N. says it is a challenge to speak up in meetings and in a later essay attributes some of this to the structured chain of command at the hospital. Is it challenging to offer an opinion in other medical settings? How might N. challenge the existing structures? Does N. feel s/he serves as a leader?”

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Timing and Logistics

Prior to interview, committee meets for 30 minutes to prepare.

Meets with candidate for 60 minutes, plus up to 30 minutes if needed.

Candidate waits in hospitality room while committee meets privately.

If deliberations go longer than 30 minutes, keep the Area Chair advised.

Ask for help if you need it! Chair brings candidate back to meet with committee and

receive their recommendation.

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Process of Committee

May begin with prayer or moment of silence, led by committee member or candidate.

Acknowledge anxiety, nervousness or other feelings – to reassure and be caring.

Chair acknowledges time constraints and identifies time keeper.

Invite candidate to share feedback and any specific topics they want to address, in addition to competencies identified by Presenter.

Invite candidate to share any updates since paperwork was submitted.

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Process of Committee

Final 10-15 minutes of interview is reserved for candidate to ask or answer additional questions.

“Is there anything we haven’t covered that you would like to address?”

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The Committee Meeting is...

Collegial Professional in demeanor and dress Scrupulous in adhering to expectations of meeting

the competencies Pastoral Affirming of candidate Engaging

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The Committee Meeting is NOT...

CPE group / IPR group Therapy Extended discussion of autobiography Theological defense Dissertation defense with professors Adversarial in tone

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Meeting the Competencies

Remember: the competencies can be met in writing and/or orally.

Don’t pre-judge whether candidate will pass. Don’t base everything on the written materials. Every candidate deserves a thoughtful discussion of

their materials.

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If Competencies Are Not Met

Be specific in describing the committee's reasoning. Identify the gaps. Make general recommendations (e.g. “find a

mentor”). Provide suggestions of types of learning (don’t

suggest specific books). Never recommend therapy or additional CPE.

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Competency Write-up

IDC 2 – Use pastoral authority appropriately. “Candidate mentions Carl Rogers but was unable to demonstrate and

integrate Rogers’ theories into his spiritual assessment & interventions in pastoral care encounters or how this contributes to interdisciplinary care.”

TPC 4 – Incorporate a working knowledge of ethics appropriate to the pastoral context. “We invite the candidate to go deeper with how ethical principles of non-

maleficence, beneficence, autonomy and justice help her in her pastoral care. She clearly advocates for patients but struggles to articulate a theory to substantiate it.”

IDC4 – Articulate ways in which one's feelings, attitudes, values and assumptions affect one's pastoral care. “Some assumptions got in the way of pastoral care. Continue to process how

‘Dad’s voice’ is enmeshed with God’s voice and grow in differentiation. The inability to differentiate between the two impacts on his pastoral care.”

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Subsequent Appearance Committee

1st or 2nd subsequent appearance? Committee discusses only the unmet competencies. Previous committee report and candidate’s new

materials sent (not everything, not previous materials).

Same procedure, time-wise. Options for certification: 1st subsequent appearance – same choices as before. 2nd subsequent appearance – only 2 choices – certification

recommended or not recommended. Different paperwork – Chair brings the form.

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Appeals Process

Candidate can appeal the decision. Candidate has 30 days to appeal. Committee cannot discuss the interview with the

candidate until 30-day appeal period ends. Appeal must be based on an ethical or procedural

breach of conduct.

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Role of the Area ChairThings you do NOT have to do

Receive the list of candidates. Recruit committee members from list of local BCCs. Make committee assignments. Collaborate with APC staff to set up time, date,

location. Lead orientation for committee members on day of

meeting. Serve as resource for candidates and committee

members on day of meeting.

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Role of the Area Chair (cont.)

Greet candidates and orient them to committee process.

Provide pastoral support to candidates as they wait (good idea to have another BCC to help with this).

Debrief with committee members: what worked, what needs improvement.

Collect paperwork, forms and reimbursement requests to send to APC office.

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Wisdom from Area Chairs

Arrive Prepared For each candidate, there are a lot of pages of documents to

read. Many candidates have poured their soul into the application. We honor and value their labor and professional investment by reading, comprehending and becoming conversant with their materials. Do this in a timely manner, not just as a last-minute skim.

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Wisdom from Area Chairs

Be Positive Start with the expectation that the candidate is capable, well

prepared and probably already working professionally as a chaplain.

Even those whose written work has some gaps or is problematic in some way can often redeem themselves in the interview.

Your positive expectations will help candidates do their best.

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Wisdom from Area Chairs30

It’s Not the Spanish Inquisition This is a peer review, not an adversarial defense. We evaluate competencies with a very high professional

standard, but we do it from the perspective of anticipating the candidate's success, whether immediate or eventual.

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Wisdom from Area Chairs

Consider embracing the following goal statement: “It is our goal today to facilitate the successful certification

process for each candidate.”

If it is determined that recommendation for certification is not yet appropriate for a candidate, then our new goal is to provide respectful encouragement and support as the candidate embarks on the next steps toward their eventual certification.

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Wisdom from Area Chairs

Don’t Make Assumptions Some candidates with stellar application materials are not

able to convey the same level of preparation and professionalism in person. Don’t gloss over the interview process.

Many candidates who present application materials with significant gaps are able to prove their competencies orally. Gentle probing questions often bring out brilliant responses.

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Wisdom from Area Chairs

Write Thoughtful Comments on the Recommendation Form Go beyond the checkmark section and add comments. “Didn’t meet the competency” is not enough. Explain why

you think it was not met. Positive comments about areas of significant strengths on

the recommendation form are appropriate, too. Give a balanced report, not just a flaw finding inventory.

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Don’t Hesitate to Contact your Area Chair for...

Concerns about a possible conflict of interest with a candidate

Serious concerns about whether or not to carry out the interview (within 7 days of getting the application)

Questions on the assessment of the candidate's materials demonstrating competencies

Questions about the writing of a Presenter’s Report Questions during deliberation of an appropriate

recommendation Any other certification concerns. Asking for a

consultation is a sign of wisdom, not weakness.

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Top 5 Reasons to Participate in BCCI Certification Interviews

1. It is a great way to network with BCC colleagues outside of your organization and your local area

2. It is a fun and engaging way to refresh one's own understanding of the competencies

3. It is an interactive way to earn CEUs4. It is an honor to be recognized as someone who is

skillful and trusted to uphold the professional standards of APC

5. It is a socially and professionally enriching way to spend a few days out of the office!

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Discussion and Q&A36