Mentoring Initiative – FAQ

Recognizing the value of mentoring and ongoing professional growth, Wisconsin Lutheran Seminary began a pilot program in 2010 to provide experienced pastoral mentors for new graduates. The synod’s Conference of Presidents unanimously endorsed the program in 2014, and the 2015 synod convention formally adopted Pastor Partners as an ongoing part of pastoral continuing education.

One of the primary concerns behind this initiative was the number of pastors leaving the ministry prematurely. The early years following graduation are especially important as new pastors face the challenges of ministry without the daily guidance of seminary professors or supervising pastors. Experienced pastors serve as mentors, providing a listening ear, answering questions, and offering encouragement as new pastors balance their responsibilities to their congregations and families.

The goal is more than helping a new pastor through his first three years of ministry. It is to establish patterns of continued personal, spiritual, and professional growth that will bless his ministry for years to come.

During the first year, the mentor walks alongside the new pastor as he becomes acquainted with his congregation, establishes healthy habits, and navigates the many new responsibilities of pastoral ministry.

During the second and third years, the relationship continues as the pastor encounters new challenges, develops greater confidence, and strengthens his personal and professional patterns. Mentors also encourage connections with other pastors and church leaders, helping establish a broader network of support that can continue long after the formal mentoring period concludes.

The annual contribution is based on the estimated average cost of providing three years of mentoring to a new pastor. Several factors have shaped this amount:

• A synod-wide commitment to continuing education. Synod convention resolutions in 2013 and 2015 encouraged congregations to budget $1,000 annually for the spiritual and professional growth of each called worker.
• A model established through New Teacher Induction. The original mentoring fee was consistent with the cost of the synod’s New Teacher Induction program.
• Actual program expenses. Costs tracked during the pilot years helped establish an average annual amount, recognizing that expenses vary depending on travel distances and individual mentoring needs.
• Adjustments for rising costs. In 2024, the Conference of Presidents approved an increase to $1,500 annually for congregations entering the program beginning in 2025.

The annual contribution reflects the average cost of supporting the program rather than the exact expenses associated with an individual pastor.

Congregational contributions support three primary areas of the Pastor Partners Mentoring Program:

• Mentoring and training expenses. Travel and shared meals allow mentors and new pastors to meet in person and build meaningful relationships. Contributions also provide books and study materials, along with ongoing training for mentors.
• Program administration and leadership. Funding supports the administration of the program and its Mentoring Leadership Team, which provides encouragement, guidance, and accountability for mentors.
• Celebration of Ministry retreat assistance. A portion of each annual contribution is set aside to help cover the cost of the Begun in Grace retreat near the conclusion of the three-year mentoring relationship. This retreat provides worship, study, fellowship, and encouragement as pastors continue their ministries beyond the formal mentoring program.

Because individual mentoring and travel expenses vary, contributions support the program as a whole. This allows funds from relationships with lower expenses to help offset higher costs elsewhere in the program.

Each fall, Wisconsin Lutheran Seminary sends an annual statement to participating congregations and calling bodies, requesting payment of the annual contribution by the end of the calendar year.

Contributions are directed to the Pastor Partners Mentoring Fund to support the program as a whole. This ensures that mentoring, administrative, and retreat expenses are covered even when costs vary among individual mentor-mentee relationships.

The annual contribution amount is reviewed periodically and may be adjusted as program costs change. Congregations will be informed of any changes.

We recognize that the annual contribution may present a financial challenge for some congregations. Congregations experiencing financial hardship are encouraged to contact Grow in Grace at growingrace@wls.edu so we can explore possible assistance together.