For Persons Ministering with the Diocese of Prince George
Preamble
As members of parish and/or diocesan staffs, we are people who are baptized in Jesus Christ and bound together in faith. We are also people who struggle with our roles, our expectations and communication styles. The differences that we experience in our relationships need to be looked at with Christ as our centre and the meaning of all that we do.
The purpose of conflict management is to help clear up simple misunderstandings before they become grave. As part of Jesus’ discourse on the church he said:
- “If another member of the church sins against you, go and point out the fault when the two of you are alone. If the member listens to you, you have regained that one. But if you are not listened to, take one or two others along with you, so that every word may be confirmed by evidence of two or three witnesses. If the member refuses to listen to them, tell it to the church; and if the offender refuses to listen even to the church, let such a one be to you as a Gentile and a tax collector” (Matthew 18:15-17).
Taking this into account it would follow that the Christians should try to resolve issues prayerfully and charitable in this manner:
- For the individuals to work things out themselvesThe first step is informal consultation between/among those directly affected, or with the immediate supervisor as appropriate. It is helpful before the meeting begins to:
- Begin with a prayer
- Identify the issue
- Establish boundaries
- Structure the process
- Search together for common goals
The objective is to “work through” conflicts, so a neutral and supportive environment is created to help both parties clarify the issues and understand what is important to each other. It is not to decide who is right or wrong but to explore possible solutions and come to an agreement that is acceptable to the parties involved. Hopefully, at this level, the parties concerned will have come to a better understanding of each other and have discovered ways to work together more effectively. It may be helpful to provide a written summary of any decision reached.
- This failing, that the individuals concerned involve others in the discussions The second step would be written communication and the establishment of a review committee. At this first formal level of conflict management, written statements by both sides can help to clarify the issues and lead to resolution. A Review Committee at the parish or organization level would be formed. The Parish Pastoral Council or other appropriate body could serve as a source of members. Each side would choose one member and a third would be chosen by the two already chosen committee members. The committee’s role would be to hear statements and question each side, attempt mediation and recommend resolution. As in step one, a neutral and supportive environment should be created to help both parties clarify the issues and come to an agreement that is acceptable to the parties. If a mutual resolution is not achieved at the meeting, the Committee will have a mandate to form a decision. Within five days after the formal meeting, the Committee will inform both parties of their decision in writing.
- If the decision of the Review Committee is not deemed acceptable by either party, a further appeal will be that of the community This will take the form of an Appeal Committee appointed by the Bishop and composed of a priest, a female religious, a female counselor and a male counselor. These members should not be immediately connected with the situation. The grievance must be presented in writing to the Bishop with copies being sent to the parties involved in the dispute. The Bishop will forward the written grievance to the Appeal Committee who, within 10 working days of receiving the grievance, will set a date for a formal meeting with the persons involved. The committee will have five working days after the formal meeting to inform both parties of their recommendation to the Bishop. The Bishop’s decision will be final.