Supervisory structures

Having an appropriate supervisory structure and the tools in place for reviewing the work done are vital both to the success of the role but also to the confidence and application of the individual carrying out the role.

Best practice supervision or lay employees in paid roles would include both a nominated line manager  and a management committee. The nominated line manager, ideally should have had previous staff management experience either in a church or non-church environment. The Line Manager could be a Presbyter, a Deacon or a lay volunteer.

If the line manager has not had any experience of managing staff then it would be strongly advisable for them to attend a workshop run through the learning network.

Day to day duties and activities would be monitored by the Line Manager and this role would be the first point of contact for any disciplinary or grievance matters.

The Management Committee would usually be made up of a group of around 4-6 individuals, often including the Line Manager of the lay employee. The Management Committee would look at the medium / long term objectives of the role and consider the impact and effect on the wider church/circuit of the activities carried out.Pastoral support could come from someone with appropriate experience in this area either from the Management Committee or from the wider church / circuit.

Reference needs to be made here to the Past Cases Review carried out by the Methodist Church. All line managers and Management Committees should be aware of the review and the impact on the employment and pastoral relationship with the employee. See Past Cases Review for more detail.


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