It was a great surprise when Pope Benedict XVI declared in 2013 that he was resigning his office, explaining that “. . . I have come to the certainty that my strengths, due to an advanced age, are no longer suited to an adequate exercise of the Petrine ministry.”
This unusual act challenged common understanding of the nature of the papal office. By this decision, Pope Benedict established that accepting election as Bishop of Rome is not necessarily a commitment for the rest of one’s life.
With this decision, the relatively recent practice in the Church of resigning one’s office and retiring now extended to all ranks of clergy in the Church—deacons, priests, and bishops—without exception.
Resignation or retirement presumes a separability between the person and the office the person holds. Traditions notwithstanding, the acceptance of election or ordination is no longer considered an irrevocable bonding of the person and the office, lasting forever or until death.
Further, since resignation and retirement are now expected and required at a certain set age for most clergy, in effect they are being ordained for a set, predetermined period of time in the first place.
And, it would follow that, if they are being ordained for a set, predetermined period of time in the first place, the set period of time could be shorter then up to the fixed retirement age.
For example, religious congregations of brothers or sisters, monks or nuns, have set periods of limited or temporary vows before making a permanent commitment.
Many other occupations have something similar—e.g. military services, civil services, and educational institutions.
For all, there is no stigma attached to completing an agreed-upon term of service and declining to renew it for another.
Regarding offices or jobs in general, usually someone may accept the offer of a job, make a contractual commitment to it, perform it for better or for worse, and resign it or be released or dismissed from it.
In practice, generally all jobs are undertaken for a set, limited period of time, even though they may be classified as “temporary” or “permanent”.
In some occupations resignation or retirement presumes a willingness to return to service if called upon in a situation of emergency and need.
In some occupations and situations of emergency or need, a qualified person can be deputed to assume a responsibility or office on an ad hoc or temporary basis.
How many general employment policies can be, could be, and should be applied to clergy office holders? For example:
– “Temporary” (set, short-term) ordinations—for, e.g., three, five, or ten years—as well as “permanent” ones?
– Clear, agreed-upon clergy position descriptions, detailing prioritized current work responsibilities?
– Probationary, ordinary (usually annual), and extraordinary performance evaluations of clergy?
– Immediate work supervisors or superiors with responsibilities for the regular monitoring of clergy performance?
– A clear procedure for honorable and dishonorable discharge or termination of clergy service?
– minimum period for investment in retirement benefits?
Could even Jesus have made a living if he hadn’t done a good job?
6 October 2019