National Directory



formation of deacons should be designed annually. It must take into consideration the demands made upon the deacons by their pastoral ministry, distances to be traveled, the frequency of gatherings, their time commitments to their families and secular employment, and the differing ages and needs of the deacons. In some places, regional or interdiocesan collaboration should be given serious consideration. 30 The use of distance-learning modules also should be explored, espe cially when travel is a hardship. 31

Diocesan Policy

267. Each diocesan Church is to establish a basic minimum of continuing education hours to be fulfilled on an annual basis by all diocesan dea cons in active service. 32 This would be in addition to time allocated for the annual diaconal community retreat. 33

Models for Post-Ordination Formation

268. At times, the post-ordination stage of diaconal formation may be accomplished in common with priests, religious, and laity of the diocese to enhance collaborative ministerial formation in the dio cese. This would use the resources of the diocese in a prudent man ner. 34 However, sensitivity to the timing of such events is important, especially for deacons who are engaged in secular employment. On other occasions, ongoing formation programs should be specifically designed for deacons and particularly address the threefold ministry of word, liturgy, and charity. 269. The models presented earlier in aspirant and candidate formation all lend themselves to a post-ordination formation methodology. Some additional possibilities might include the following: a. Diocesan, regional, or national conferences b. Workshops and seminars

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