Looking together at relevant conferences, courses, conversa- tions and a reading budget. This should include spiritual feed- ing and practical training. Ideally the board should set an an- nual budget for professional development.
Looking at the trickle down supervision of teams and volun- teers under the youth worker. Mediating and advising on conflict resolution and making suggestions to both the youth worker and wider board regarding ongoing difficulties.
Anything that is foundational to the youthworker’s work, be it HR, policies, contracts, time sheets, rotas etc. Making sure that the machine is being well oiled by the right people.
Putting It All Together
These five areas should be noted and checked up on at least once every six weeks, and they should be minuted properly. Properly done minutes will include a ‘matters arising’ section to check up on ongoing items. Annual supervision meetings with Pastors/boards etc. then have some written record to go off. Minutes should be circulated only to those who need them – usually pastor/chair-person, line manager and youth worker.
You can also include ‘correspondence’ in your meetings. This gives the youth worker a chance to talk about extraneous, troubling or potential communications that have an impact on their work – and the line manager a chance to bring to the youth worker’s attention conversations with other leaders about work performance or project feedback – obviously filtering out the knuckle head and spiteful stuff. This didn’t make it onto the earlier list as it tends to fit into the other headings, or under into Pastor/Mentor meetings.
Try to keep meetings to an hour, in a reasonably comfortable and private place!
Finally – don’t forget to stay professional but do build relation- ship. Laugh lots and have fun!