Providing Support/Management Structure

Setting up a Support/Management Structure

It is important to provide continuing support and direction to the person appointed. The appointment is much more likely to produce results if there is a supportive management structure in place. The actual arrangement will depend on whether it is a circuit or church appointment. The following is a suggested management framework:

  • All formal communications from or to the Children & Youth / Community Worker should be through the line manager in the first instance.
  • Concerns about the work should always be taken up, in the first instance, with the line manager.
  • If the line manager is unable to deal with any issue, s/he should discuss the issue with the Management Committee.
  • Supervision meetings should take place at regular intervals, for example, 1 or 1.5 hours at intervals of not less than 4 weeks.
  • The Management Committee would normally meet at regular intervals, for example monthly, during the first six months. It will be helpful if the Worker reports on work undertaken and is present for all or part of the meeting. It would be good practice, when the first six months is completed, to review the job description in the light of the experience gained. The Management Committee may also wish to review their way of working and the frequency of their meetings.

The Church or Circuit Council and the Management Committee are responsible for the overall monitoring and evaluation of the work.

Selecting the Line Manager

This should be someone who has some understanding and ‘ownership’ of the work to be undertaken as well as having experience in and an understanding of supervision. This person’s role is to ensure the work is carried out, to set goals and targets, to enable the worker to think through their plans and thoughts as well as to challenge and support through regular supervision. The line manager should also carry out a yearly appraisal with the Worker.

Job Description and Person Specification

It is important that this clearly states what you are expecting of the worker. A broad statement such as ‘to develop youth work within the church and the local community’ needs to be supported by clear examples of what is to be developed.

Examples of job descriptions and person specifications for Children, Youth, Families Workers are available in the Downloadable templates section. Always include the following information:

• Purpose of the post (why the post exists) – e.g. “to develop agreed aspects of youth work within the church community”.
• Details (title) of the line manager to whom the worker will be reporting to. 
• Who they are responsible for (if relevant).
• A list of the main tasks to be undertaken. (These can be updated from time to time by mutual agreement following appraisal reviews.)
• An enhanced DBS check is required for post holders who will be working closely with children, young people and vulnerable adults.