2014년 한인목회강화협의회와 한인총회 공동주관으로 한인 1세 안수후보자의 안수과정을 돕기 위하여 총회 산하 미래준비위원회의 한 부서로 [한인목회자 안수 테스크포스]를 구성하였다. 이 테스크포스의 위원장으로 박신애 목사, 그리고 위원진으로 강혜경 목사, 박희로 목사(총회고등교육사역부/ GBHEM), 장학순 목사(한목협/ KMP), 조건삼 목사, 한의준 목사가 함께 참여하였다.
이 안수 테스크포스 활동의 주된 목적은 한인 1세 안수후보자들의 안수과정을 돕고 안수과정에서 겪는 현실적인 상황을 파악하고 분석하여 실제적인 해결전략을 제시하는 것이다. 이 일을 통하여 안수후보자에게 중요한 이슈를 확인하고 이에 대한 전략적인 해결책을 제시하는 보고서를 작성하고 제시함으로 UMC 안수과정이 더 공정하고 포용적인 과정이 되도록 기여하려고 한다.
본 테스크포스는 안수후보자의 구체적 실태 파악을 위하여 현재 안수과정에 있는 안수후보자들을 대상으로 서베이를 실시하기로 하였다. 이 서베이의 실행은 총회고등교육사역부에 의뢰하였고 Research & Evaluation 오피스에서 안수후보자를 대상으로 서베이의 모든 과정을 실시하였고 그 결과를 분석하여 제시하였다. (별지 1 참고)
서베이는 현재 안수 과정에 있는 24명의 한인 안수후보자들을 대상으로 실시하였고 19명이 참여하였다. 서베이 응답을 자세히 분석한 결과 본 테스크포스는 다음과 같이 크게 네 가지 중요한 이슈를 파악하게 되었다. 1) 공동체와 연대문제, 2) 언어/문화적 차이 문제, 3) 법적 이민신분 문제, 4) 인종/성차별문제이다. 앞의 두 가지 이슈인 I & II는 안수후보자가 과정을 순조롭게 밟을 수 있도록 편리와 관련된 사항이고, III & VI는 안수후보자가 경험하는 정의와 관련된 불이익을 방지하는 내용과 관련된 것이다.
본 테스크포스는 안수과정과 직간접적으로 관련된 이들과의 대화, 사례연구 및 서베이를 통하여 네 가지 이슈를 확인하였다. 나아가 이를 심도 있게 논의하고 후보자에게 실질적인 도움을 주기 위한 해결방안과 이를 실천하기 위한 구체적 대책을 다음과 같이 제시하고자 한다.
I. 공동체 연대문제
- 이슈제기: 안수후보자와 한인 공동체와의 연계 및 관계성이 부족한 것으로 나타났다. 응답자 100%가 한국에서 태어나 유학 온 한인 1세로 미국에서 평균 4년 정도 살고 있는 사람들이다. 그런 연유로 인하여 안수과정을 돕고 지원하는 인간관계 및 네트워킹이 부족한 것이 현실이다.
- 해결방안: 안수후보자와 한인교회 및 한인목회자간의 유대를 강화하는 방법을 모색한다.
- 구체적 대책: 1) 한인총회와 지역연합회가 정기적으로 안수후보자를 초청하고 소개하는 기회를 가진다. 2) 안수후보자 명단 및 연락처를 작성하고 활용하여 네트워킹을 강화한다.
II. 언어/문화적 차이 문제
- 이슈제기: 한인안수후보자가 안수과정에서 언어 및 문화적 차이로 어려움을 경험하는 것으로 나타났다. 60 퍼센트의 응답자들은 미국 문화에 익숙하지 않다고 하였고, 후보자의 약 50퍼센트는 안수과정에 관한 전반적인 정보와 통역 서비스가 있다면 크게 도움이 되겠다고 응답하였다.
- 해결방안: 안수후보자가 겪는 언어적, 문화적 차이를 인지하고 이를 극복할 수 있도록 방안을 간구한다.
- 구체적 대책: 1) 2016년 교단총회 입법: 안수과정 중 필요시 통역자의 도움을 제공하는 입법을 추진한다. (총회고등교육사역부에서 본 테스크포스의 제안을 받아들여 2016년 교단총회에 이와 관련된 입법안을 제출하기로 결정하였다. 별지 2 참고) 2) 지역/연회별 통역자의 명단을 확보하여 배포한다. 3) 안수후보자를 위한 ‘멘토링과 정보공유 워크숍’을 전국적으로나 지역적으로 실시한다.
III. 법적 이민신분 문제
- 이슈제기: 과반수에 가까운 후보자들이 법적 이민신분으로 인하여 안수 과정에 영향을 받고 있다고 응답하였다. 또한 각 연회마다 법적 이민신분 문제에 대한 절차 및 규정이 없거나 불분명한 것으로 파악되었다.
- 해결방안: 법적 이민신분상태에 상관없이 안수과정을 시작하고 진행할 수 있도록 절차 및 규정을 갖추도록 추진한다.
- 구체적 대책: 1) 연회별/ 지역별 이민 변호사의 명단작성을 배포한다. 2) 2020년 교단총회 입법: 한인총회/ 총회고등교육사역부/ 한목협이 협력하여 안수후보자가 법적 이민신분과 상관없이 안수과정을 밟을 수 있도록 입법화를 추진한다.
IV. 인종/ 성차별 문제
- 이슈제기: 안수후보자가 인종차별 및 성차별을 경험한 것으로 나타났다. 21퍼센트의 응답자들이 인종차별을 받은 경험이 있었고, 29퍼센트와 21퍼센트의 응답자들은 각각 성과 인종으로 인한 불공정한 대우를 받은 경험이 있다고 답변했다.
- 해결방안: 차별에 관한 사례와 경험자의 고충을 듣고 발전적인 방향으로 해결하도록 조언 및 도움을 준다.
- 구체적 대책: 한인총회 산하 안수후보자 공정위원회를 설치하고 운영한다.
본 테스크포스는 위에서 제출한 보고서의 활용과 대책의 구체적 실행을 위해 다음 사항을 제안하고자 한다.
1. 총회고등교육사업부(GBHEM.org)를 통하여 연합감리교회의 관련 부서에 보고서를 보급
2. 연합감리교회 공보부 한어 웹사이트(KoreanUMC.org) 및 매월 발행되는 '섬기는사람들' 신문에 기고
3. 보고서 내용 발표를 위한 파워포인트 문서를 작성
4. 보고서에 제안된 구체적 대책을 실행하기 위한 가칭 ‘안수후보자 지원/실행위원회’ 구성과 활성화
5. 2016년 총회에 안수후보자가 필요로 할 경우 통역자를 제공하는 것과 관련된 교단총회 청원안 제출 (별지 3 참고)
August 25, 2015
한인목회자 안수 테스크포스 위원장 박신애 목사
올린날: 11월 5일 2015년, 연합감리교회 공보부, TN
KOREAN AMERICAN ORDINATION CANDIDATES SURVEY - SUMMARY
In February of 2015, the Korean American Ordination Task Force of The United Methodist Church developed a list of issues and questions to be included in a survey of current Korean American candidates for ordination in the UMC. These issues and questions – focused on ordination experiences generally, as well as on the potential supports, challenges, and experiences of discrimination encountered during the ordination process – were adapted by the GBHEM Office of Research & Evaluation into a brief survey. This survey was subsequently reviewed and approved by the chairperson of the Korean Ordination Task Force as well as by GBHEM staff member Rev. Dr. HiRho Park.
A total of 24 current Korean American ordination candidates were identified by GBHEM staff for participation in the survey. An electronic survey was emailed to each of these candidates, resulting in a total of 19 survey responses for a 79% response rate. Given the small size of the survey sample, and the relatively small size of the Korean American UMC ordination candidate population overall, the GBHEM Office of Research & Evaluation was constrained in the types of analyses they could perform using these data. Still, despite these constraints, descriptive analyses and some limited correlational analyses and cross-tabulations should provide Korean Ordination Task Force members with useful findings for informing their important work in supporting and resourcing Korean American leaders in the UMC.
The majority of respondents were male, at 62% of the sample (with 38% of respondents reported female).
The majority of respondents reported being married, at 77% of the sample, with the remaining sample reporting as single or not married.
100% of respondents were born outside the U.S., with respondents reportedly having lived in the U.S. for an average of 4 years (median).
The mean age of the sample was 33.
There were no notable differences in survey responses among these demographic categories (e.g. married respondents answering a question differently than unmarried respondents), unless specifically noted in the summaries below.
First, respondents were asked a series of questions related to their experiences in the United Methodist ordination process, including questions about positive influences in their ordination process and the specific supports and challenges they have encountered through the ordination process.
When asked to indicate whether a list of persons and institutions were a positive influence in their ordination process, on a scale from 1 to 5, the role of family (spouses in particular) as a positive influence for these candidates was very clear. Figure 1 below illustrates the mean scores across each of these categories, from most positive influence to least positive:
When asked about various other issues related to their ordination process:
- 74% of respondents indicated that they have all the information they need to successfully go through the ordination process.
- 93% of respondents indicated that they know who the primary contact is for any questions they have about the ordination process.
- 53% of respondents indicated that their VISA/immigration status has affected the ordination process.
- 47% of respondents indicated that it would be helpful to have a Korean translator during their ordination interview.
- 40% of respondents indicated that they are familiar with mainstream American culture.
- 40% of respondents indicated that they have experienced a lack of communication from their DS, DCOM, or BOOM.
- 20% of respondents indicated that their ordination process has been delayed due to inattention or carelessness from their DS, DCOM, or BOOM.
- 47% of respondents indicated that their DCOM or BOOM understands them in their cultural context.
Next, respondents were asked a series of questions related to social justice issues in the ordination process, including their level of awareness of social justice issues generally and their own personal experiences with social justice issues.
Respondents were asked to indicate how knowledgeable they were on several issues, on a scale from 1 to 4. Illustrated in Figure 2 below, respondents were equally knowledgeable about Inclusiveness and Ethics, and slightly less knowledgeable about Gender Issues and Sexuality. Further analysis of mean scores showed that younger candidates appear to be more knowledgeable about Sexuality than older candidates, perhaps not surprisingly.
In terms of the discrimination respondents may have encountered during the ordination process, the overall picture presented by respondents is that discrimination (or unfair treatment) is not an issue for the majority of these particular respondents during the ordination process.
- 21% of respondents indicated that they have experienced racism or prejudice during the ordination process.
- 29% of respondents indicated that they have been treated unfairly in the ordination process because of their ethnic background.
- 21% of respondents indicated that they have been treated unfairly in the ordination process because of their gender.
Further analyses show that there is a significant correlation between having experiences of racism or prejudice in the ordination process and feeling that the ordination process has been delayed due to inattention or carelessness from the DS, DCOM, or BOOM (r=.766).
Those who report experiencing racism or prejudice and those who report being treated unfairly due to their ethnic background are significantly more likely to report that their DCOM or BOOM does not understand them in their cultural context (r=-.704, -.675).
Female respondents were far more likely to report having experienced racism or prejudice during the ordination process, with a mean score of 3.80 compared to a mean score of 2.13 among male respondents (on a scale from 1 to 5).
In addition to the quantitative items summarized above, the Korean American Task Force survey also included several open-ended qualitative questions about the respondents’ ordination experiences. Responses to these open-ended questions will be briefly reviewed here.
First, respondents were asked to describe the person or persons who were most encouraging to them in starting the ordination process. Respondents most typically named the pastor of their local church as most encouraging in starting the ordination process, with 9 respondents giving this type of response. The second most typical response to this question, with 5 respondents, was a family member (including parents and spouses).
Next, respondents were asked to describe what support, if any, they have received from their local congregation in going through the ordination process. Most typically, respondents described the “affirmation” they received from their congregation, with 5 respondents mentioning this type of support. Respondents also mentioned “endorsement” and “experience” as types of support they receive from their congregation, with 4 respondents mentioning each of these types of support.
Respondents were also asked about where they most typically go to receive information about the ordination process. Respondents most typically mentioned going to colleagues – friends, other pastors – as a source of information about ordination, with 6 respondents mentioning this type of source. The second most typical response to this question was seminary or a theological school as a source of information, with 4 mentions from respondents.
Next, respondents were asked to describe any supports that would be helpful to them as they prepare for their ordination interviews. 6 respondents discussed needing more information about ordination in general, with several of these respondents further specifying that a class or seminar about ordination would be a helpful means of getting this information. 3 respondents mentioned that it would be helpful for their interviews to get help with their English, either through translation assistance or through assistance in improving their English proficiency.
Finally, respondents were asked to describe any challenges they have encountered in completing the written work during the ordination process. Most typically, with a total of 5 mentions from among the sample, issues with language barriers and/or cultural understanding were discussed by respondents as a challenge with the ordination process.
GBHEM Petition Number: BP-01
Total Number of Pages: 2
Suggested Title: Translation and Cultural Accommodation for Candidates
Discipline Paragraph: 310 and 666
General Church Budget Implications: None
Global Implications: No
Amend ¶310.2b)(2) and ¶666
(2) a notarized statement….sexual misconduct, or child abuse.
The district committee on ordained ministry through the Board of Ordained Ministry shall seek ways to consider cultural and ethnic/racial realities and language translations as candidates
in meeting meet these requirements, including interviews, psychological assessments, criminal background, and credit checks.
¶666. Add after current ¶666.3 and renumber following sub-points.
4. The committee, through the Board of Ordained Ministry, shall seek ways to make reasonable accommodations for cultural and ethnic/racial realities and language translations as candidates meet the requirements for candidacy, including interviews, psychological assessments, criminal background, and credit checks.
Rationale: To honor the language and cultural realities of candidates who do not speak English as their first language and respond to the need for some candidates to need translation or other accommodation to successfully complete certain candidacy requirements.
Date: August 31, 2015
Agency: General Board of Higher Education and Ministry
President: James E. Dorff
General Secretary: Kim Cape
Phone: +1 615 340 7356
Fax Number: +1 615 340 7354
Email Address: email@example.com
Signature: Kim Cape
WHEREAS The United Methodist Church seeks to be the church of “Open Hearts, Open Minds and Open Doors” in this diverse world welcoming all God’s people to the ministry of Jesus Christ.
WHEREAS The United Methodist Church is blessed with lay and clergy membership from all corners of the world bringing rich resources and varied worship experiences to the missional engagement of the denomination.
WHEREAS The United Methodist Church is striving to fulfill the Great Commission through the missional engagement of people of all races and language by starting new congregations for recent immigrants to the United States, engaging leaders who have emerged from their respective communities and making possible worship and ministry in their own languages.
WHEREAS Leaders who have emerged from the various racial ethnic communities who are called to be in ministry in the United Methodist Church leading these new worship communities are mandated to go through psychological assessment and be examined in English language with the high level of proficiency expectation; such undue expectations subject the language ministry pastors in a disadvantageous position and severe road blocks
THEREFORE BE IT RESOLVED that those who pursue candidacy, license and ordination process within the UMC to serve in non-English speaking immigrant communities may take psychological test, receive instructions, and interview in their own languages with help of translators, mentors and guides provided by the Board of Ordained Ministry of each annual conference.