Am I the only one working without a job description?
Last week I had an interesting discussion about job performance with my Senior Pastor. It was very good and helpful but the problem was that as we were trying to go over how I’ve been performing of late, we had nothing to gauge it by. You see, ever since I have been at my Church (the past 6 1/2 years) I have never had a job description! I know that is bad and partly my fault as I should have requested one be done when I started. But alas, here we were debating my job performance with nothing to point to. It was at that point that I requested a formal job description be done and we agreed that work on one would begin immediately.
This experience got me thinking. Am I the only youth minister in the world working without a job description? Even my Associate has a job description (An Elder and I crafted one for her before she came on board). I know small or medium size churches are a little less structured than bigger churches, but I would think most youth ministers would have a job description. Am I right or just dreaming? Take the poll and let me know your thoughts.
In addition, the best comment involving youth ministry job descriptions will get a $5 gift card to Starbucks sent to them.
[polldaddy poll=”2766257″]
I do not have one Job description, but two. I have what they wrote and what I was hired under, and the one that I wrote and function through.
A year or so ago, after being in ministry at our church for at least four years, I was asked to rewrite a new job description for myself that more accurately illustrated what it is that I do. The problem with this, one of the many problems with this, is that there was no oversight or accountability and there were no guidelines. Everyone else on staff was asked to do the same thing.
Because job reviews were so scarce and inadequate, I wanted to give an accurate portrayal of what it is that I do, so I reflected it in writing my new job description. The new job description was received and copied and distributed at face value without discussion. Now, this new job description is what is expected of me, without review, without accountability, without discussion, and without increase in compensation for the increased education requirements, workload, and responsibilities.
I am switching supervisors at this point and I am deciding, on my own, to go back to the lesser job description for performance review. I will also be revisiting my new job description with the leadership and will be revisiting the discrepancy in the new review, the lack of accountability, and the old pay . . .
I have found that churches want accountability when it is convenient and imperative for their current agendas. We do a bad Job as a church in being consistent in our expectations, being up front about them, and in giving constructive feedback in reference to expectations and compensation.
Great topic Tom!
In Jesus,
Robbie
Good comment Robbie. I appreciate your honesty on it and can understand your challenge. Thanks. Looking forward to coffee with you later today.
In a previous position I was handed a MASSIVE and detailed job description. It was overwhelming. However three months into the position I realized that absolutely no one was going to check up on it. I had way to much freedom under the guise of structure. I had to bug my superiors for a job review so i knew if i was on track or not!
Since then I've learned to get the right people on the bus and then get them in the right seats. I go into the process with a general idea of what the position needs then fine tune it once the new person is on board. A job description provides guidance and an opportunity for accountability.
This church is my third that I have been a paid staff, I have also worked as unpaid at two others. I can say that most youth jobs don't have job descriptions or if they do they are not helpful. There was one that I had that all it said was for the youth minister was to hold weekly meetings that are fun for the youth.
Good luck!