After several conversations in the past few weeks, thought it was worth throwing this up. Hope you find it helpful.
If you want to employ a youthworker;
1) Ask, “Why do we want/need a youthworker?”
2)Ask, “Can we do the task without a youthworker?”
3) Ask, “Is it necessary to appoint a salaried youthworker to do the task?”
4)Ask, “what would be our expectations of the appointed worker?”
5)Ask, “Are we able to adequately support and supervise the appointed worker?”
Before you do anything, ASK! These 5 simple questions, if answered honestly, will help you determine whether you should even begin the journey of having a youthworker. Feel free to ask them.
Oh yes, feel free to get great advice from AMAZE – quality resource material that will help you do things well.
What do church employers look for in their prospective youthworker recruits? With the rise of more professional training there appears to be a greater mention of “JNC payscales” in adverts or even references to “professional qualifications” etc., but I do wonder if this is to satisfy or placate people, or because there is a genuine requirement. A JNC qualification does not guarantee that an applicant is suitable for the role but when when asking a couple of people about their adverts there was a distinct lack of knowledge around what the qualifications and payscales where referring to. So much so, I wondered how much the advert reflected the role.
Don’t get me wrong, there has been significant progress in the UK as churches get to grips with good employment practice but I would much rather people were honest about the adverts rather than playing a game. If you want qualifications, then at least research which ones are required and why. If you want experience then at least know what that experience should have involved and how it is evidenced.
Rant over and I will disappear behind the rock from which I crawled.