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Finding and Keeping volunteers for Children’s Work By Katherine Lyddon Diocese of Exeter “We haven’t got enough people to do the children’s work” - does this sound familiar?

The Bible teaches us that all human beings are made in the image of God (Genesis 1.26-27). This means that all people whether they are four months, six, fifteen or ninety years old, are complete human beings1 and dearly loved by God.

Each of us as Christians have been charged with Jesus’ final command to ‘Go and make disciples of all nations’ which off course includes the children in your Mission Community. The Church needs to be effective in being Good News as well as teaching Good News1 to the families and children of your parish.

In 2009 an amazing 71% of UK adults volunteered in some way during the year, with 47% volunteering at least once a month2. So why is it such a struggle to find people to help with children’s work?

Here are some reasons people give for not volunteering3:

 I don’t have enough spare time  I’m worried about risk/liability  I don’t know how to find out about getting involved  I haven’t got the right skills/ experience  I wouldn’t be able to stop once I got involved  I’m worried I might end up out of pocket  I’m worried I wouldn’t fit In with other people  I can’t commit far in advance or on a regularly because something else might come up in the meantime and I want to be free to choose4.

The old ways of dealing with volunteers will not work, if they ever did. Younger volunteers are getting more demanding, seek different fulfillment, and deal with issues of authority and respect in a very different way from volunteers of an earlier generation. It is not so much that younger people do not volunteer, but that they volunteer in a different way. They volunteer for one-off or short-term events, not for life. The passion is still there, but it is expressed differently5.

Volunteers fall into 4 categories: Silent Born Hold a commitment to the cause, have a very high self-motivation factor, generation 1920s-1945 allied to a high sense of duty and they will do what those in authority tell them. For women of this generation, many never worked after marriage, or after they had children. They had time to give, time to socialize without too much pressure. Baby boomer 1945-1960s More selfish but a large place for deferred gratification. Generation x Mid 1960s- Need options and flexibility; they dislike close supervision and early 1980s appreciate considerable leeway in how they get the job done. Decisions made on a ‘what suits me now’ basis. They love change so much they actually need it and they work to have a life; they don’t live to work. Generation Y mid 1980s to Gen Y volunteers expect a more intense reaction more immediately than now previous generations. To be successful a project will have to provide things like community, fun, enjoyment, and have a high ‘take-home value.’ Women today often have to fit in volunteering after a full time job and caring for a family They need work to a more flexible, spur of the moment, timetable, rather than the more regular pattern of previous generations. X and Y need a sense that they are really getting something themselves out of what they are doing6.

Since volunteering generally peaks in mid-life and then declines, it is the boomers that, at present, form the bulk of our volunteers. Regular youth work is done mainly by Gen X and boomers, one off holiday club by Gen Y volunteers.

There are additional reasons why it is difficult to recruit for children’s work within churches:

 Children’s work has a low profile in the church  Children’s work has a poor reputation and is not seen as valid ministry –a Cinderella Ministry  Children’s work is hard work, and demands time and commitment  The people in a church who are active seem to do everything  Adults do not want to miss out on the services in church  Adults feel that children have changed too much over the last few years. 7

A common saying in the voluntary world is that people are cash-rich and time-poor, and in many churches it has been easier to find people with the money to support the employment of a youth worker than to find those with time available to do the work. Yet without the thousands of unpaid volunteers doing Christian youth work, most of what takes place simply would not happen8.

So why do people volunteer?9

 An identified need and a feeling they can  Guilt help meet it  Gaining fulfillment  To use existing skills or to learn new skills  Spiritual drive  Strong personal drive  Desire to be part of a team  Family example  They share the vision of the project  Desire to serve  Because they were asked  To need to be needed  To do something that is completely  Personal commitment to the cause different from their normal job.  Meet new people and make friends  Having a sense of ownership and being part of a community.

Voluntary ministry can provide a radically different and attractive structure within which people may experience work and ministry positively, rather than as yet another demand on their time and energy. 10 These following pages covers good practice rather than hard-and-fast rules to help you create an environment in which volunteering is a positive and rewarding opportunity. By following some simple steps I believe you will be able to find and keep more volunteers for the crucial mission of working with children.

1. Prayer and Vision 2. Ask and Advertise 3. Applications, Interviews and Agreements 4. Keeping, commissioning and Caring 5. Training, Recognition and Reviews PRAYER

Everything must start and be rooted in prayer.

Unless the Lord builds the house, its builders labour in vain Ps 127.1

1. Ask God to confirm that the club, project, group you need volunteers for, is indeed what He needs your church to be doing.

2. Ask God to show you who would make a good children’s worker and ask him to prepare their heart for serving children. Think wider than just trendy young 20's and the newly wed couple, there are great youth work volunteers of all ages. If you’ve prayed and still no-one appears to help, maybe the time has come to work across a wider area than just your church. Could you team up with the Baptists down the road, the URC on the corner or the Anglicans across the way? Chances are they have the same pressures as you11.

3. Keep praying until you get an answer.

Now to him who is able to do immeasurably more than all we ask or imagine, according to his power that is at work within us, to him be glory in the church and in Christ Jesus throughout all generations, for ever and ever! Amen. Ephesians 3:20-22

VISION

A sense of vision and idealism is a great motivator12. People don't respond to vague needs but they will respond to Vision13.

Where there is no vision, the people are unrestrained Prov 29.18 If you don’t already have one, you need to create a phrase or mission statement which sets out what you are trying to achieve. Do not be shy about saying why your ministry is important. And if possible, get the group of leaders already involved in this work to think about what motivates them to volunteer and use this towards writing the vision. e.g. "We have built relationships with a great bunch of 7-11s and now have an opportunity to run an separate Bible overview with a few of them and believe you could be a real blessing to that group and help to develop this ministry! ASK

Don’t ever put out vague blanket pleas for help such as ‘We are desperate for volunteers to help with crèche’

This gives a potential volunteer the idea that they are just being thrown at a problem rather than recruited to a ministry!14 When there is a desperate need, it can feel like anyone would be better than no-one but whilst having an overstretched team may be a problem, having to deal with major issues with an unsuitable volunteer can be even worse 15. Not everyone is called to work with children so choose wisely.

There is a variety of gifts but always the same Spirit; there are all sorts of service to be done, but always the same Lord; working in all sorts of different ways in different people, it is the same God who is working in all of them. The particular way in which the Spirit is given to each person is for a good purpose. 1 Cor 12:4-7

So be personal and ask individuals to do a specific job. For example

‘George, you were so good with the lively toddlers on the church camp. We need someone to do the valuable job of running the crèche and I think you’re the perfect person to do it.’ 16

It takes much longer, but will have more results. And it saves you the embarrassment of saying ‘no thank you’ if someone unsuitable volunteers.

Good news spreads so make sure you involve your current team to approach someone who might help17.

Some people would feel they were being ‘pushy’ if they nominated themselves as volunteers. However, they would consider it an honour to be asked. Also, when you tell a person you need them, it is more affirming and leaves them feeling that they are doing you a favour, not the other way round.18

On the other hand some folk will be fearful of saying yes. Congregations are heavily influenced by media opinions of young people, they are often scared of them and at the very least think "I could never talk to one of those children, I have nothing in common with them” Therefore, because asking them to join a group ask one or two people to help with a one-off specific event where they encounter the children and may be surprised to find themselves in conversation with them or perhaps get the children involved in running an event for the congregation that will break down some barriers 19. No one ever volunteered for Jesus. He recruited the ones he wanted to build a strong team.

When Jesus says ‘come, follow me’ (Luke 18.22), he invites fishermen to become his disciples, he asks us to live for him and to serve others just as he served others20. It’s an invitation and it’s up to individuals how they respond to being asked. ADVERTISE

If you are going to advertise there are many places you could choose to do so. You need to ask what approach best values the children and others on the team?21 In what area are you looking for volunteers?22 Think creatively about where the sort of people you’re looking for might spend time – can you put up an eye- catching poster?23

 local Volunteer centre  local radio  community centres  libraries  local resisdents’ association  notices  doctors surgeries  parish newsletters  parish website  current activity groups  exhibitions  community organizations  post office  community noticeboards  garages  local newspaper asking  corner shops  Other churches, for help on a twinning arrangement. 24

Remember that to recruit good volunteers, your opportunities must be appealing, so always think flexible, achievable, and fun! ‘Don’t put ‘we need volunteers’. That would be like a restaurant advertising: ‘Eat here – we need to sell some food’

How does a restaurant attract costumers? By advertising what good things they have to offer.

Why not try using the AIDA advertising formula25

Awareness – What is the need of the children? What is interesting/important/worthwhile about the ministry you are involved with? In a sharp and specific sentence you need to convey that volunteering for this group is important, not because it needs you, but because the children do. Such as

 Pre-school group ‘Children of such a young age need love and a safe environment provided by adults who care’  Outreach group ‘K@tch children need a place to feel safe to be themselves with adults that are Good News, not just speak it.’

Interest – Create a Wow! Look at what volunteering can achieve. What sorts of tasks will you be asking volunteers to do? Tell them about the work your volunteers do and the impact it has on the children. Mention specific task and activities, not roles but what the work involves.

 Sitting down doing a craft with a small group, really gives us chance to get to know one another and helps the children feel loved  Leading whole group games provides the children with an opportunity to laugh, compete and learn to work as a team Desire – Answer fears such as ‘will I be capable of helping?’ Highlight the benefits and what volunteers get out of it. Reimbursing expenses, training, support, resources won’t motivate alone but will reassure anyone anxious E.g.

 Children come back week after week so we know they enjoy coming  A smile from a child makes it all worthwhile  I’ve had some amazing conversations with the children  It’s great being part of such a positive and supportive team.  We get our expenses reimbursed and enjoy the annual training day.

Action –tell the potential volunteer what you want them to do next e.g. Phone for an info pack? Appointment to see someone? Fill out an Application form?

Once you have written your advert, get someone else to read it and check it is easy to understand and contains all the necessary information.

Role Descriptions

Whether you are approaching people personally or advertising more generally, it is important that the following information is ready to give to the volunteer if they show an interest in getting involved.

The church has a really bad history with volunteers and many people still believe that if you got suckered into being a leader of a group there is NO escape unless you a) die or b) move away! 26 So its important that you set clear expectations. Have an upfront system of volunteer agreements that people can sign to show their start dates and a review/finish date. It’ll help them know this isn’t a life sentence and will help the church plan who to train up to take their place. 27

Research shows 80% of people would say ‘yes’ to volunteering if they were asked if volunteers were offered a brief description of how they could serve.28

Why are role descriptions important?

 it aids volunteers in deciding whether to help or not.  It delivers the message that the role is important and being taken seriously.  Everything is clear from the outset and misunderstandings are avoided.  Helps the church assess whether the volunteer is right for the job  It helps the volunteer to feel secure in their role because they know what is expected and they get a sense of whether they are achieving it.  Good practice – insurers will require it  If the volunteer charges off and doing 10 other things, it can be used to gently bring them back to what they were asked to do.  If the volunteer gets asked to do additional things, they can gently bring you back to the description and get back to the job they signed up for.  After 6-12 months it can be used to review the role and make changes where appropriate28.

Why not ask the people already involved in the ministry to design the role description. You will find this exercise benefitting existing workers too

. What goes in a Role Description? 1. PURPOSE(why the role is important) 2. ROLE TITLE 3. RESPONSIBLE TO 4. DESCRIPTION OF MAIN TASKS 5. SUPPORT PROVIDED (expenses, training, support session) 6. TIME REQUIRED 7. OTHER COMMITMENT (e.g. requirement to attend training, meetings, get a CRBs etc.) 8. GIFTS AND TALENTS Skills, experiences and qualities required (this is the person specification) [Name of Church] Template Role Description

1 Cor 12:4 There is a variety of gifts but always the same Spirit; there are all sorts of service to be done, but always the same Lord

PURPOSE ……………………………………………………………………..

ROLE TITLE ……………………………………………………………….…….

RESPONSIBLE TO …………………………………………………………………….

DESCRIPTION OF MAIN TASKS ………………………………………………………………

………………………………………………………………

SUPPORT PROVIDED ………………………………………………………………

………………………………………………………………

TIME REQUIRED …………………………………………………….

OTHER COMMITMENTS . ………………………………………………………

………………………………………………………………

GIFTS AND TALENTS

………………………………………………………………

St Mary’s Church, Lawford Example Role Description

1 Cor 12:4 There is a variety of gifts but always the same Spirit; there are all sorts of service to be done, but always the same Lord

PURPOSE ……To help 5-11s grow as disciples of Jesus ……..

ROLE TITLE ……KingzKidz Leader ………………………….…….

RESPONSIBLE TO ……Betty Crew……………………………………………….

DESCRIPTION OF MAIN TASKS

1. Prepare 10 minute bible story and present it 2. Select and buy resources for Bible craft 3. Greet children and make them feel welcome 4. Pour and serve squash and biscuits

SUPPORT PROVIDED

 For 6 weeks you will partner with an experienced Leader  Betty Crew will arrange the Rota and communicate any changes/special instructions ahead of time.  Expenses incurred for crafts will be fully reimbursed  A conversation will take place with Betty after 3, 6 and 12 months to find out whether you wish to continue

TIME REQUIRED

 1 hour preparation before Sunday morning once a month  20 mins to set up Sunday morning 10.10-10.30  40 mins with the children 10.50-11.30  20 mins to clear up 11.30-11.50  Initial Commitment is for 3 months.

OTHER COMMITMENTS

 Enhanced CRB to be completed  Termly team review and planning meeting (2 hours)  Annual training event (2 hours)

GIFTS AND TALENTS

 Friendly  Enjoys working with children  Reliable  Organised  Tells stories effectively  Enjoys working in a team APPLICATION

1. Invite the potential volunteer to visit the group and get a feel for what goes on.

2. Ask them to fill in a simple application form (see example below)

3. Take up a reference from someone who has experience of the applicant’s paid work or previous volunteering with children and young people.

4. Carry out an enhanced CRB check. Even in the volunteer has a CRB from another organisation, they must still get one for Parish Voluntary Children’s Work.

a. If you are unfamiliar with this procedure, please follow instructions on our website in the ‘Safeguarding’ section or contact the safeguarding department [email protected]

5. Explain that the voluntary application is conditional on a 3-month probationary period29. Leaders address

TEMPLATE APPLICATION FORM FOR WORK WITH CHILDREN

Church: ______

We ask all prospective helpers in children's and young people's work to complete this form and the Confidential Declaration form. The information is kept confidential by the Rector and the Parish Secretary, unless requested by an appropriate authority. Please return the completed form to: …………………….. at the above address.

Your details (PLEASE PRINT)

Name ______

Date of Birth ______

Address______

______Postcode ______

Telephone (Day) ______(Evening) ______

How long have you lived at this address?______

If less than 12 months, please give your previous address and the name of the church you attended.

Address______

______Postcode ______

Previous Church______

Have you ever changed your name? YES/NO

If ‘Yes’, by what other name(s) were you known, and when?

Name ______

Date ______

Your qualifications or training Please give details of any relevant qualification or appropriate training: ______

Are you prepared to undertake some (more) training? YES/NO

Do you suffer, or have you suffered, any illness which may directly affect work with children or young people? YES/N0

References Please give the following details of two people who have known you for at least two years and who would be able to provide a personal reference if contacted. NB The referees should not be related to you or be your direct supervisor or leader if you are appointed.

Reference One Name ______Address______Postcode ______Telephone No.. Day ______Evening______Occupation (if any)______

Reference Two Name ______Address______Postcode ______Telephone No.. Day ______Evening ______Occupation (if any) ______

Signed ______Name ______Date ______

For official use Reference 1 Sent date ……………. Received date …………………… Reference 2 Sent date ……………. Received date …………………… The Rectory, Church Hill, Bradcome EX76 3RH Tel 01206 392659 email [email protected]

EXAMPLE APPLICATION FORM FOR WORK WITH CHILDREN

Church: St Mary’s Church, Bradcombe

We ask all prospective helpers in children's and young people's work to complete this form (A1) and the Confidential Declaration form (A2) The information is kept confidential by the Rector and the Parish Secretary, unless requested by an appropriate authority. Please return the completed form to: Rev Pat Prestney at the above address.

Your details (PLEASE PRINT)

Name Dwaine Pipe

Date of Birth 18/06/55

Address 12 North Cove, Whitleigh, Bradcombe Postcode EX76 3JT

Telephone (Day) 0858 345692 (Evening) 01206 392763

How long have you lived at this address? 9 years

If less than 12 months, please give your previous address and the name of the church you attended.

Address______N/A______Postcode ______

Previous Church St. John in the Wilderness, Lusmouth

Have you ever changed your name? YES/NO

If ‘Yes’, by what other name(s) were you known, and when?

Name ______

Date ______

Your experience Please give details of any special interests and skills you have, and previous experience of working with children, young people or vulnerable adults. Where appropriate, give the name(s) and date(s) of churches or groups (continue on another sheet if necessary). ___In enjoy sports such as football and rugby______I am a carpenter in my spare time and enjoy making things from wood_ ____Scout leader – 1978-1995______Since retiring, helping with holiday club the last 2 summers___

Your qualifications or training Please give details of any relevant qualification or appropriate training: ______Basic First Aid certificate July 2010______

Are you prepared to undertake some (more) training? YES/NO

Do you suffer, or have you suffered, any illness which may directly affect work with children or young people? YES/N0

Reference One Name ___Mr. R.U. Okay______Address___56 Long Road, Selpton______Postcode ___SQ7 8YH______Telephone No.. Day _01492 394710______Evening______Occupation (if any)___Bank Manager______

Reference Two Name _____Ms S. Softly ______Address____3 North Park, Harrington, Bradcombe______Postcode _EX76 3DR______Telephone No.. Day _03729 398010_____ Evening _01953 873293______Occupation (if any) ___Primary teacher ______

Signed ___Dwaine Pipe______Name ____Dwaine Pipe______Date _____3rd August 2011______For official use Reference 1 Sent date ……………. Received date …………………… Reference 2 Sent date ……………. Received date …………………… INTERVIEW

Following a successful time visiting the group, a good application form and positive references, invite the volunteer to an informal interview. You may wish to call it a dialogue or briefing if interview sounds too scary!

Make sure you choose a comfortable, private space available for interviews and make sure that everyone who comes along feels welcome. Don’t forget that at this stage you haven’t yet recruited the person, so use the interview to sell what your vision, group and the volunteering experience can offer.

This is a crucial time session for both the leader and the volunteer.

For the volunteer It gives the person an opportunity to  Share their experience and areas of interest  Explain what they want to do, not just what they can do. For example, you may desperately need a treasurer, but don’t assume that a volunteer who happens to be an accountant wants to take on that role – it may well be the last thing he wants to do  Describe how and when they would like to work and how much time they can reasonably give  Explain what they are hoping to get out of volunteering30.  Ask any questions.

For the group/church leader It gives the person a chance to  Explain the vision and aims of what you hope to achieve by taking on volunteers.  Work out what the volunteer would be comfortable doing and what they would not be comfortable doing. The key here is to remember that, unlike an interview for a paid post, you should be looking at what role would be right for the person, rather than vice versa. A well- placed volunteer is much more likely to be productive,  Explain more about what the volunteering involves - tasks including Practical issues of where things are kept, how equipment works.  Describe Key people they need to met  Share Relevant policies – safeguarding/child protection, health and safety  Share Relevant procedures – how things are done, recordings, team meetings, decision making, discipline  Share Structures – who they are accountable to, whom they talk to if they need support or have questions 31

Characteristics to look for in Children’s workers include:  Needs to have attitudes which shine Jesus, and do nothing to undermine their own position or the standing of others in the eyes of the children.  Able to reflect the doctrines and beliefs of the church which you are working with, and always behave in a way which is honouring to God  Be mature Christians, who have a story to tell of God’s love and grace. But must also be people who are still learning.  Be involved and accountable to your church and the leadership, and willing communicate with church leaders and parents.  Ability to persevere, stick with it and keep going. It is often hard, demoralizing and painful to keep plodding on, but the children need you!  Loyal, never speaking negatively about church leaders or others in front of children.  Shows a desire to provide warm and consistent care for all children. The love of God is seen and felt as well as spoken.  Is willing to be trained, supported and appraised. We all need help and support in order to do our best and honour God through it.  Will treat children without favoritism or antagonism, all children are valuable individuals.  Should be listening people, willing to be receptive, seen to make time for young people, be open to children to help them with their problems and their journey of faith32.

At the end of the interview, if you and the person agree that there may be a suitable role for them within the organization, explain what the next steps are.

It may be that you can offer them the role there and then. It may be that background checks or a training course are required, or that a letter will be sent. Whatever the procedure is, make sure that the person knows what is going to happen and when it will happen.

If at the end of the interview you can’t see a role for the person within your group, politely explain that you have no suitable opportunities at the present time33.

The leadership of the church should be fully and actively involved in all appointments, and works closely with others in ensuring that those selected are suitable to that area of ministry, and those excluded are cared for and helped as may be appropriate.

AGREEMENTS

Volunteer agreements set out what you expect the volunteer to do, and what you will provide for them. It also clarifies responsibilities and expectations on both sides. It shows you take the work of volunteers serious and makes them feel valued. See example below. [name of church] Template Volunteer Agreement

Name of worker______

We welcome you as______

You are joining a team which, together with the whole church, commits itself to the care and nurture of children and young people. We hope that you enjoy volunteering with us and feel part of our team. This agreement tells you what you can expect from us, and what we hope from you. We aim to be flexible, so please let us know if you would like to make any changes to your role with us.

We, [church or group]’s, will do our best:  to introduce you to the group and your role in it.  to support you and your work, by prayer, by our interest, and by providing resources and training that you need.  to meet regularly with you to provide mutual feedback and discuss any matters of concern you may have. The person who will give you primary support is ……………….  to reimburse out of pocket expenses incurred while volunteering for us.  to insure you against injury you suffer or cause due to negligence.  to provide a safe workplace.  to apply our equal opportunities policy  to try to resolve fairly any problems, grievances and difficulties you may have while you volunteer with us.  to meet with you annually to talk about your work, and, if you wish to continue, we will discuss your development and training as appropriate. I, [volunteer’s name] agree to do my best:  to work reliably to the best of my ability in the following tasks o E.g. o E.g o E.g  to give as much warning as possible whenever I cannot work when expected  to follow [church or group]’s rules and procedures, including health and safety, equal opportunities and confidentiality.

Working with children and young people is a responsibility, but it also brings great rewards. We hope you will enjoy your work.

Signed ______Rector

Signed ______Churchwarden

Date ______

One copy of this form should be retained by the worker, one by the person to whom the worker is responsible, one by the Rector. If the job description changes, a new form must be completed. C’ntd over.

To be completed by the worker.

I understand the nature of the work I am to do with______

______

(Fill in the name and age range of the group.)

I have read the church's guidelines for safeguarding children. I understand that it is my duty to protect the children and young people with whom I come into contact. I know what action to take if abuse is suspected or disclosed.

Signed ______Date______St Mary’s Church, Lawford Example Volunteer Agreement

Name of worker Dwaine Pipe

We welcome you as Kingzkidz Leader

We, St Mary’s Church, will do our best:  to introduce you to the group and your role in it.  to support you and your work, by prayer, by our interest, and by providing resources and training that you need.  to meet regularly with you to provide mutual feedback and discuss any matters of concern you may have. The person who will give you primary support is Betty Crew  to reimburse out of pocket expenses incurred while volunteering for us.  to insure you against injury you suffer or cause due to negligence.  to provide a safe workplace.  to apply our equal opportunities policy  to try to resolve fairly any problems, grievances and difficulties you may have while you volunteer with us.  to meet with you annually to talk about your work, and, if you wish to continue, we will discuss your development and training as appropriate.

I, Dwaine Pipe agree to do my best:  to work reliably to the best of my ability in the following tasks o Prepare a 10 minute bible story and present it o Select and buy resources for Bible craft o Greet children and make them feel welcome o Pour and serve squash and biscuits  to give as much warning as possible whenever I cannot work when expected  to follow St Mary’s’s rules and procedures, including health and safety, equal opportunities and confidentiality.

This agreement is binding in honour only, is not intended to be a legally binding contract between us. This agreement may be cancelled at any time at the discretion of either party. Neither party intends any employment relationship to be created now or at any time in the future. Working with children and young people is a responsibility, but it also brings great rewards. We hope you will enjoy your work. Signed ______George Manhill______Rector Signed ______Sarah Lucas______Churchwarden Date _____8/9/11______One copy of this form should be retained by the worker, one by the person to whom the worker is responsible, one by the Rector. If the job description changes, a new form must be completed. C’ntd over.

To be completed by the worker.

I understand the nature of the work I am to do with Kingzkidz 5-11year olds.

Signed ______Dwiane Pipe______Date____9/9/11______

KEEPING VOLUNTEERS

Going so soon? Difficulties can relate to the volunteer, the leaders of the church or the church itself. All of which can lead to children’s workers giving up. Here are some of the reasons why they leave:

 I wasn’t really clear about what I was being asked to do  There was a lack of planning and I was thrown in at the deep end  I didn’t know who I was responsible to so I didn’t know who to go to with questions, ideas or problems.  They didn’t provide any support or training to help me do what I was being asked to do  I felt like a second class ministry compared to clergy  Nobody ever told me if what I was doing was helpful or not  Church members didn’t understand what I was trying to do. All they wanted was ‘bums on seats’  I was asked to do more and more and finally I just burned out. 34 , 35

All of these can be overcome with good preparation (involving the whole church) of the advertising, interview and agreement process combined with a commitment to good management, supervision and training for the workers.

Volunteers need to feel supported, valued and encouraged? Do the existing volunteers work with vision and creativity? If your support of existing volunteers is rubbish and no-one is allowed to EVER retire from a job.... then you've created a climate in which no-one would want to volunteer.36

COMMISSIONING

All churches that care about children should declare their commitment to the leaders and to the young people. This is often done at annual commissioning services or during special prayers for the workers.37

It shows the whole church that giving up time to work with the children is an important and worthwhile commitment to make. It also helps children’s workers to feel supported and valued by the congregation.

Here is an example that you could take and adapt for your services. Thanksgiving and Commissioning Children’s Work Leaders

WELCOME and OPENING SENTENCES

There are diverse gifts: but it is the same Spirit who gives them.

There are different ways of serving God: but it is the same Lord who is served.

God works through people in different ways: but it is the same God whose purpose is achieved through them all.

Each one of us is given a gift by the Spirit: and there is no gift without its corresponding service.

There is one ministry of Christ: and in this ministry we all share.

Together we are the body of Christ: and individually members of it.

Introduction We have come together in the presence of God and in the fellowship of the Holy Spirit, to give thanks that our Lord Jesus Christ calls every member of his Church to minister in his name to every generation, to give thanks for those whose special ministry has been to children and to offer ourselves for the ministry to which he has called us.

Jesus calls us to live as a holy community, a learning community, and a witnessing community, bearing his light in the world around us, and bringing love and hope to those in need.

We thank God that by his Spirit, the Church is given varied and abundant gifts to equip people for their Ministry, so that all might grow in holiness, faith and witness.

Most Holy Lord, may we who are called to do this Ministry be ready to live the Gospel and eager to do God's will, through lives built on faith and love; in the name of Jesus Christ and in the power of the Holy Spirit. Amen.

Song: Opening Hymn to praise and thank God.

Confession: Space to say sorry to God, with a symbolic gesture of repentance.

Song: to celebrate who we are, reconciled to each other and to God

The Word:

Sermon/talk:

Song: Creed: * I invite all those involved in leading/assisting in Children’s work to stand:

Do you believe and trust in God the father, source of all being and life, The one for whom we exist? We believe and trust in him

Do you believe and trust in God the Son, who took our human nature, Died for us and rose again? We believe and trust in him

Do you believe and trust in God the Holy Spirit, who gives life to the people of God And makes Christ known in the world? We believe and trust in him

This is the faith of the church This is our faith. We believe and trust in one God, father, Son and Holy Spirit.

Prayers of Thanksgiving and intercession Short prayers by children, young people, leaders, families

The Peace

The Eucharist The Lord is here. His Spirit is with us. Lift up your hearts. We lift them to the Lord. Let us give thanks to the Lord our God. It is right to give thanks and praise.

All honour and praise be yours always and everywhere, mighty creator, ever-living God. For you have called us through your Son our Saviour Jesus Christ to be bearers of your heavenly grace. You embrace us as children of your kingdom and lead us to rest in you.

You call us to live as a holy community Growing together as the family of God You call us to be a learning community Taught by your word and sustained by your Spirit You call us to witness to the world With compassion, love and hope in your redemptive power Therefore we lift our voices to proclaim the glory of your name with saints and angels praising you, and saying:

Holy, holy, holy Lord, God of power and might, heaven and earth are full of your glory. Hosanna in the highest. [Blessed is he who comes in the name of the Lord. Hosanna in the highest.] The president recalls the Last Supper, Christ is the bread of life: When we eat this bread and drink this cup, we proclaim your death, Lord Jesus, until you come in glory.

The Prayer continues and leads into the doxology, ending with ‘forever and ever’. Amen.

The Lord’s Prayer Communion is the feast of God’s people.

After Communion Prayer

Sending out – Commissioning

Invite the leaders to the front of the church, where they are introduced to the rest of the church.

People of God, I would like to introduce to you those who have committed themselves to help children explore the Christian faith.

They are (insert names)

The Church of England seeks to encourage people to discover and develop the gifts which God’s Spirit has given them. Such gifts are to be used in building up the church for its ministry in the world. One such area is to serve among children.

A Children’s worker proclaims the gospel of Jesus Christ to children and their families; guides and nurtures them in the Christian faith and works with and on behalf of children that they may take a full part in the life of the community and the church.

Almighty and everlasting God, by whose Spirit the whole body of the church is governed and sacred: hear our prayer which we offer for all your faithful people; that in their vocation and Ministry as children’s leaders, each may serve you in holiness and truth; to the glory of your name, through our Saviour, Jesus Christ. Amen

The priest now addresses the children’s workers: Do you believe that you are called by God to this ministry in our church and the community it serves?

Leaders: We do.

Will you, seek to keep your life and teaching in accordance with the faith of the church as revealed in the Bible, set a godly example to those in your care,? Leaders: With God’s help, I will.

A child asks:

Will you assist the church to make known the gospel of Jesus Christ by being Good News to children and their families and to build them up in the faith?

Leaders: With God’s help, I will. A parent asks

Will you encourage our children to offer their faith, gifts and energy to God in the life of the church and the community?

Leaders: With God’s help, I will.

Diocesan children’s work advisor / Church Warden / PCC member asks Will you seek to be diligent in service and faithful in prayer, helping children in your care in their journey of faith, developing their worship, hearing their voices and encouraging others to do the same?

Leaders: With the help of God, I will

Priest In the name of Christ I affirm and celebrate your Ministry with children and commend you to the love, prayers and support of the Church;

To the congregation: People of God, will you support and encourage our Children’s and Youth Work Leaders by your prayers and in your actions towards our children?

All: With the help of God, we will.

The congregation pray for the leaders: God our creator, we thank you for the wonder and mystery of human love, and of your love made real in Jesus. We pray for these people who will help children grow in faith. Give them wisdom, patience and understanding, and sustain them in their ministry, that our children may grow in wisdom and love for you and for one another, through Jesus Christ our Lord. All Amen.

Blessing

The Father, whose glory fills the heavens, cleanse you by his holiness and send you to proclaim his word. All Amen.

The Son, who has ascended to the heights, pour upon you the riches of his grace. All Amen.

The Holy Spirit, the Comforter, equip you and strengthen you in your ministry. All Amen.

And the blessing of God almighty, the Father, the Son and the Holy Spirit, be among you and remain with you always. All Amen.

Song: CARE

Building a sense of belonging

People enjoy joining functional envisioned teams that enjoy what they do. In a good team people grow and develop in their faith, that's attractive38. If the relationships are bad, volunteers will not stay. Developing skills, the opportunity to try new activities and the fun of doing something you like are just some of the things which God gives us for our pleasure (1 Tim 6:17) 39

So what kind of social things could you do to build team? A meal out? A meal at someone’s house? A walk in a park after a planning meeting?

It’s important to help new volunteers feel part of the team with introductions to others. This could be done with welcoming events, or with a buddy system where existing volunteers are assigned to help new ones settle in.

Being part of a team is an important part of the motivation of many volunteers. T his is not only about working together but about being listened to, and having helpful suggestions followed up, put into practice.40

Communication

It is important that volunteers have time to listen to their team, and not just when there is a problem. This can be done through regular meetings or on a more informal basis. Either way, a ‘safe space’ can help enormously by creating  An opportunity to share concerns  A forum for reviewing work  An objective perspective on the work being done  Constructive feedback – positive and negative – both ways  A source of confidence and reassurance  Opportunities for personal and professional development41

Resolve problems properly

Communication often breaks down when leaders feel that their colleagues are pulling in a different direction. Therefore the team needs to be sure that the aims and goals are the same, and all are willing to commit themselves to the work and mission. Problem areas are usually over discipline, styles of worship and most of all, lack of communication42. Make sure all volunteers know who they go to if they have a problem.

Any leader can mess up. We need to forgive ourselves as well as ask forgiveness from those we have hurt. Christian leaders must constantly offer forgiveness and new starts. People learn by making mistakes as well as developing new skills43.

If things go wrong in your team – which they probably will as we’re fallible human beings – make sure you have a secure safety net. Mutterings, gossip and stropping can poison a church, so wheel in a minister or member of the pastoral team sooner rather than later. Most problems can be sorted out by having a sympathetic uninvolved listener to ease the pressure44. Support from the church

Support from your church is important too. If all the children’s workers scuttle away during the service and miss coffee afterwards because of tidying up, when does the rest of church hear about what’s going on with the children? Have a regular slot to feed into your congregation / leadership/ PCC meetings to keep them in touch and to keep children’s work at the heart of church life. The wider church is part of the team too, through prayer support, fellowship and financial support45. Leaders are the responsibility of the church leadership and should be looked after by them! An appointed member of church leadership to look at the work of children’s workers can help improve communication and support46.

Team leaders

Team Leaders are important. The team that can run without one is rare indeed. Someone needs to carry the can, however much that person delegates along the way.

But do you have to have an actual children’s worker leading? Could it be a sympathetic person with no gift for children’s work but oodles of administrative skills? That would free the hands-on people from the duties of setting training meeting dates, pursuing CRB forms or putting up posters before an event.

Team leaders, just like Jesus in Mat 20.20-27 and the Last supper, need to know their own purpose, not your own personal agenda but God’s and then encourage those who follow to think the same way47.

Here are some helpful questions for those leading groups of volunteers to reflect on:  What is the purpose and vision of our work?  How do we or could we communicate this clearly to those who are involved?  In what ways are the team encouraged to share and own this purpose and vision?  How good are team relationships? How could they be improved?  What kind of volunteer culture do we have within the church?  How well do we find and recruit volunteers? What improvements could we make to these processes?  How well do we support and supervise volunteers? How could we improve our support for volunteers?  What training and/or induction processes do we have in place for volunteers? How could these be improved/  What do volunteers enjoy about this ministry?  In what ways might current volunteers feel that they are doing something worthwhile? 48

It’s important for volunteers to feel their opinions are valued particularly in decision-making processes. Even if it means delaying change, involving the time may actually be more effective use of resources and may well lead to more effective and productive change in the medium and longer term. Rather than saying ‘here is a new system, please follow it, always start by first saying, loudly and clearly, ‘thank you for what you are doing’.49 TRAINING

One of the best ways to engage long-term interest from volunteers is to create an environment where people can learn and progress. Make sure that training is available for those volunteers who want it.50 It will keep children’s leaders on track, inspired, in touch with new developments in children’s work and keen to try out new ideas.

Organizations such as Barnabas, Scripture Union, Oasis, Frontiers Youth Trust and many others, will be able to offer you training on a whole range of topics. Paying for the training also shows how much the church values their work.

Katherine Lyddon, the Children’s Work Adviser from the Diocese of Exeter, can also offer you training from published schemes such as The Key, Godly Play, Open the Book and CORE Skills as well as helping create specific training to meet your needs. If you can provide a suitable venue, this training can normally be offered to your Mission community for free.

If you don’t feel there are enough of you at your church to justify inviting someone to lead training, try asking other churches, deaneries and networks too – several churches meeting together for training can provide a crucial opportunity to build a wider team of people and resources to draw on.51

RECOGNITION

As well as training, make sure that you recognize the involvement and achievement by all volunteers. A volunteer who feels appreciated is far more likely to be motivated and loyal than one who feels taken for granted. You can combine formal methods of recognition with fun events to say thank you.52

Jesus spoke about rewards for service (Matt 5.12, 6.4, 10.41, 16.27, 19.29, Mark 10.29, Luke 6.35, John 4.36) because he knows it motivates us to keep going.

Volunteers are often motivated by the hidden rewards such as seeing children grow and develop, being successful in having a go at something new, being part of a team etc. But more explicit recognition will also motivate volunteers and create a positive and inviting culture for new volunteers.

It doesn’t have to be expensive or predictable but make sure it is a regular feature of the work that goes on. Things such as making someone a cup of tea (especially the person who normally makes it for you), writing notes, sending emails, small gifts, bars of chocolate, public praise.53

But by far the most widely reported reason for leaving is that people felt unappreciated because no one ever said ‘thank you’. Two simple words can tell someone their work is important, is being appreciated, that someone else cares about it and a really incentive to keep going. Don’t underestimate the power of a ‘thank you’. REVIEWS

The Apostle Paul was not afraid to praise and was not afraid to criticize. Sometimes we are afraid to do either. There is nothing patronizing about clear, justified praise (although general and unfounded praise certainly is, and unhelpful). There is nothing patronizing about correcting mistakes or disciplining. Good honest appraisal, and the requisite action, is important and loving54.

Reviews can happen as a team or one to one. Helpful questions to cover include:  What do you hope to gain by being involved in the project/work?  What have you enjoyed? What has been working well?  Are there any problems? Is anything worrying you?  How effective do you think this project is in its service to the children? Try to be real and honest. Think about the children you have had an impact on.  Discuss any training needs and/or opporutnities55  Do you wish to continue in the work? There are various outcomes depending on your answer: o re-dedicate yourself the work with children with a fresh vision and energy o inform the church leadership that you wish to give up o take a break of a few months or a year, spend the time being refreshed o talk with other team members about working with a different age group o if you choose to finish you will find it hard, especially if you have been working with children for a long time. Try to remind yourself that they are God’s children, not yours, and he will take them on through others. 56

Finally, children’s leaders normally have a great deal to do on top of volunteering. It is important that the life of a children’s worker is as honouring to God outside church as it is in it so another review to do with volunteers from time to time is to check that they have a good balance in all areas of their lives. Get your volunteers to consider the following and rate themselves on a scale 1-5. . Home life I remember that home is important, I make time to relax as an individual or family I am a caring neighbour and a signpost for God in your street I ensure that I have time to love and nurture my own children

Work life I allow time and energy to work properly and productivity I don’t misuse work-place materials and facilities I am a signpost for God in the workplace I don’t allow church or children’s work to put my work at risk

Spiritual life I worship and receive teaching as part of your church I am having a living personal prayer life I develop my prayer life with others I make time to read and stuffy the bible I think about and pray for the children in my group I take opportunities to experience God in other contexts I always make your faith the top priority57 Lord Jesus, I give you my hands to do your work. I give you my feet to go your way. I give you my eyes to see as you do. I give you my tongue to speak your words. I give you my mind that you may think in me. I give you my spirit that you may pray in me. Above all I give you my heart that you may put your love in me and all your people. I give you my whole self that you may grow in me, So that it is you, Lord Jesus, who live and work and pray in me. Grail Prayer

Notes Barnabas ‘Building a team of Children’s Workers’ [online] www.barnabasinchurches.org.uk [September 9, 2009] 11 16 27 44 45. 51

Dyer, F and Jost, U (2010) Recruiting volunteers London; Directory of Social Change 18 25.

Going for Growth (2010) by Archbishops’ Council Education Division 1

Graeme Codrington (Dr) of Tomorrow Today Ltd [online] www.tomorrowtoday.uk.com/articles/artcile001_intro_gens.htm 6.

Harding, N (1995) Raising the standard’ quoted in Leadership and teams, Diocese of Southwell and Nottingham , Kevin Mayhew 7 21 32 37 42 46 56 57

‘Helping out’ (September 2007) A survey commissioned by The Office of the Third Sector in the Cabinet office. 3.

Herbert, M and Nash, S (2006) Supervising Youth Workers, Cambridge: Grove Books 35.

Involve - Mid Devon CVS ‘Working with Volunteers’ [online] http://www.involve-middevon.org.uk/downloads/CORE06.pdf [August 1, 2011] 23. 30. 33. 50. 52.

MacDonald, I (2006) ‘How to recruit volunteers’ Youthblog, Christian Youth Work & Ministry [online] http://www.youthblog.org/2006/09/how-to-recruit-volunteers.html#comments 13. 14. 19. 26. 36. 38.

Steel, R (2011) Loving volunteers Cambridge: Grove Books 2. 5. 9. 20. 24. 40. 43. 47. 49. 53. 54.

Volunteering for Parishes Diocese of Guildford Department for Social Responsibility 17. 55.

Wallace, B (2008) To love and serve the Lord [Website] www.volunteeringinparishes.org.uk 28. 34.

Williams, E (2006) Reaching and keeping Volunteers, Cambridge: Grove Books 4. 8. 10. 12. 15. 22. 29. 31 39. 41 48.