1. Using Part-Time Workers
The benefits of working with part-time workers include: (1) it a cost-effective way of running ministry, especially in small churches that are not in a position to employ a full-time leader for each age-based ministry; (2) it provides opportunities for people within the congregation to serve in leadership positions; (3) it extends ministry potential by sharing the ministry load; (4) it provides youth with role models from within the business world rather than just from Christian ministry; (5) it encourages inter-generational ministry as various ages and sexes are brought into work among youth.
2. Recruiting Part-Time Workers
The following are key elements in recruiting part-time workers: (1) Leaders should make it clear from the start that they intend developing a ministry team and are not prepared to lead as lone rangers. (2) Leaders should work out the areas of ministry in which help is needed. Within a local youth group a number of positions should be created in which part-time workers can be involved. While the average church may be in a position to employ a full-time youth pastor, it will not be able to appoint a full-time worker to each age-specific ministry. In other words, it would appear that a youth pastor would need to work with at least one part-time worker for each ministry. Also, each age-specific ministry will need adult leaders who can provide a positive role model to youth. (3) Leaders should ensure the part-time workers consist of a mixture of adults who are just out of school, married, married with children, and elderly - in order to give youth a well-rounded model of the Christian faith as it is fleshed out during various life stages. These models should be gender-inclusive in order to provide both male and female examples. (4) Leaders should pray for God's guidance as they seek to involve people in the ministry. (5) Leaders should consider which method of recruitment they intend using: (a) the public appeal method where leaders draw up a list of potential workers and then invite them to work in the youth group; (b) the telephone method where the leader calls through the church membership list; (c) the one-to-one appeal method where the leader asks people personally to serve. Leaders should consider the way in which they approach potential workers: (i) plant thoughts in people's minds before they are approached; (ii) continually pray for guidance as people are approached; (ii) make an appointment and do the recruitment interview face-to-face; (iii) during the interview stress the commitment required; give them a job description; find out as much about them as possible (testimony, training, experience, special interests, expectations, fears and preferences); share what others have found difficult or regarding about the position; give them time to make a decision; allow them to decline the position; and allow new workers to visit and observe the groups before they decide whether they feel that they will fit in. (6) Leaders should check out the feelings of the youth group about the new appointment. (7) Leaders should get the recommendation of the church leadership team for the new appointment.
3. Training Part-Time Workers
New workers need training. Jesus' style of ministry with his disciples stresses the importance of developing people before throwing them into the deep end. Leaders will soon realise that training needs differ from worker to worker depending on previous experience and personality. It is probably wise to offer an initial, introductory training event for prospective workers. This event should provide the workers with a clear understanding of what is expected of them as leaders generally, it should clarify their specific role on the leadership team, and introduce them to the philosophy and model of ministry that the group is using. Workers also need advanced training. They will start learning about youth ministry as they begin working among young people, but will periodically need further training as well. It is always wise to show people why they need to attend training, otherwise they will not commit to the programme. A weekend retreat as a leadership team could be organised that will help the leadership team get to know each other better, develop as a team, plan together and grow together spiritually. A further area of development involves the leader providing resource material that will help to equip the worker for ministry. They need the right tools for the job: magazines, books, finance, facilities, training events, transport, etc.
4. Relating to Part-Time Workers
It is important to avoid generalisations in working with part-time workers. While many part-time workers will not have during the day to prepare for ministry among youth, this does not mean that they are less committed than full-time workers. Their passion or calling to ministry among youth will be the determining factor, not their work situation. Some part-time leaders will put a minimum amount of effort into their ministry among youth, while others will create the impression that they are in fact working full-time. Leaders should encourage part-time workers for the ministry that they do within the youth group. A lot of the training needs that workers have will be taken care of through on-the-job supervision. As they are involved in ministry among youth, the youth leader should look for opportunities to encourage, correct or rebuke as necessary. The aim should be to develop the person and their skills for ministry among youth.
For further reading on working with part-time workers, refer to: Les Christie's How to Recruit and Train Volunteer Youth Workers, Youth Specialties, 1992; and Mark Senter's Recruiting Volunteer's in the Church, Victor Books, 1990.
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