The church tribunal that was considering the case of Rev Tom Ambrose delivered its verdict this week: the conclusion reached is that there has been a breakdown of pastoral relationships and the benefice should be vacated (i.e. Tom is being sacked). Ruth’s blog gives all the details in full.
As an HR-type bod, I think performance management is just as relevant to the church as to any other organisation, and that there should be (easier) ways of managing and maybe even removing poor-performing church leaders. That said, its also important that the church recognises its duty of care & oversight to its clergy and offers appropriate training and support to a church leader experiencing the sort of difficulties that Rev Ambrose has faced. And more importantly that it looks at the evidence available.
What I can’t understand is when the issues first started arising why the archdeacon and/or bishop weren’t on the case working out for themselves what was going on and coming alongside Rev Ambrose, the PCC and the wider church to resolve them before things got to this church tribunal stage.
From the reports, I don’t think justice has been done and this outcome isn’t going to help any of the parties concerned.