Job Vacancies

DBF Employment Checks. Any offer of employment will be subject to a satisfactory Right to Work check, the satisfactory receipt of at least two references (including from your current employer) and the satisfactory outcome of a DBS check (where relevant).

DBF Selection Process. All applications are subject to shortlisting. Panel interviews are usually held in person. The recruitment process usually consists of a panel interview and a task relevant to the role. Some processes may also involve a presentation.

In 2019 the diocese began a process of restructuring, which covered a wide range of issues, including clergy deployment, DBF staffing and diocesan finances. The Diocesan Restructuring Group (DRG) was charged also with looking at pastoral reorganisation - including number and composition of deaneries - with the aim of promoting healthy, sustainable and growing churches across the diocese. To achieve this aim it will be a priority to endeavour to appoint clergy strategically.

2. The Appointment Process

As soon as a parochial vacancy which is planned to be filled arises, it will be listed as a forthcoming vacancy on the diocesan website. The Bishop will consult others (see Section 7, below) to assess the needs of the parish and the wider area. In the first instance, stipendiary curates in training who have been identified as ready to move to a post of independent responsibility will be invited to express interest. The Bishop may ask the parish to consider such curates as initial candidates before advertising more widely. Curates may then apply for the post, and any shortlisted curates will be invited to interview, as initial candidates. If no appointment is made, or no suitable curate applies, the post would be advertised more widely. Those involved in shortlisting and in interviewing (who will include some or all of the following: Bishop, Archdeacon, Area Dean, Deanery Lay Chair, Parish Representatives, Patrons etc) will have local knowledge of both the applicants and the parish in vacancy; they will also have the data and the recommendations of the DRG.

3. Failure to Appoint

If no appointment is made, the Bishop, in consultation with others, will decide either to advertise nationally or to identify a potential candidate, usually from within the diocese. The candidate will be invited to make an application and will be interviewed in the usual way.

4. Final Vacancy (Section 11) Meetings

Parochial Church Councils (at their final vacancy [Section 11] meetings) will still be able to ask the Bishop or Patron to consider advertising the post nationally. Where the decision rests with the Bishop he will give consideration to any such requests, but will be looking for reasons sufficient to justify a change from the process set out in this document, rather than simply the expression of a general preference.

5. Clergy Initiative

Clergy in the diocese will be encouraged, particularly through the Ministerial Development Review system, to advise the Bishop when they believe they are ready for a move, together with any specific reasons why they are seeking a move within the diocese. Clergy from other dioceses who wish to move to the Diocese of Worcester for family or pastoral reasons will continue to have the opportunity to register their wish to move into the diocese with the Bishop.

6. Patronage

None of what is written above will affect the rights of Patrons of individual benefices to choose what appointments procedure (within the Patronage (Benefices) Measure) they wish to use to fill a specific vacancy. It would be hoped that “in house” Patrons would work closely with the Bishop within this policy.

7. Consultation

Decisions as to how the Bishop exercises his various roles within the appointments process are his. In the exercise of his responsibilities the Bishop is supported by:

-The Bishop’s Staff
- Archdeacon of Dudley, Diocesan Leader for Transformation and Change
- Area Deans
- Deanery Lay Chairs
- DRG