Being a line-manager is a great privilege and the support of an effective line-manager enables those being line-managed to flourish. See our Line Manager page and Top Tips for Line-Managers pages. Training for line-managers is available from the Learning Network.
Although for some, line-management can be interpreted as one person telling another what to do, in lay ministry roles, it should be seen as a supportive, collaborative partnership. Conversations are at the heart of this relationship, where both individuals explore together what ministry means, taking into account the local context and the development of the individual being supported through line-management.
Effective line-management is key to a Local Lay-Pastor’s development particularly in their initial journey towards accreditation. During the appointment planning stages, a Circuit should consider its capacity to effectively line-manage a Local Lay-Pastor and a line-manager identified and included in the recruitment. It will also do well to consider the reflective supervision requirements for a role and be in touch with the Supervision Implementation Plan holder in the District for advice.
Reflective Supervision
To meet the competencies and gain accreditation, a Local Lay-Pastor must be in reflective supervision in line with the Methodist Church’s Supervision Policy. Reflective supervision provides an additional layer of distinctive support for those in particular ministry roles. More information can be found here.
Below are some of the specifics that line-managers need to think about in regards to Local Lay-Pastors.
Recruitment
The line-manager should work as part of the recruitment process, particularly during selection and interview, so that they have a good understanding of the background of the person appointed and can identify the level of competency against the early competencies and the initial support required in the role.
Probation
During probation, the Circuit should provide New Employee Orientation and effective Induction. This must include appropriate safeguarding training and information about policies.
Regular line-management meetings should happen during probation and the LLP-LM-Probation form is provided to support conversations. During the early stages of development formal line-management meetings should be once a week for those in a full-time role. For those in part-time roles or those further into a role, this may be fortnightly or once a month. In addition to formal meetings, there should be informal conversations or more regular catch-ups ensuring effective communication and support.
The line-manager should identify to what extent the Local Lay-Pastor is able to meet the early competencies and what support is needed to enable them to meet all of the early competencies by the end of the probation period.
They should also ensure that the Local Lay-Pastor is enrolled on the modules at Cliff College (see Learning and Development).
At the end of probation, the line-manager holds the Probation Assessment Meeting with the Local Lay-Pastor where the Probation Assessment Form is completed (LLP-Probation) and a copy provided to Ministries: Vocations and Worship in the Connexional Team.
Core Development
The line-manager continues to support the Local Lay-Pastor as they work towards meeting the core competencies and receiving accreditation as a Local Lay-Pastor.
Regular line-management meetings should happen during the core development period and the LLP-LM-Core form is provided to support conversations. The line-manager should identify what support is needed to meet the core competencies.
At the end of the core development period, the line-manager holds the Accreditation Assessment Meeting with the Local Lay-Pastor where the Accreditation Assessment Form is completed (LLP-Accreditation) and a copy provided to Ministries.
Ongoing Line-Management
Line-management should continue beyond a Local Lay-Pastor’s accreditation. The line-manager will continue to support the Local Lay-Pastor in flourishing by celebrating their successes and achievements and helping to identify opportunities for further learning or development in specialisms.
They continue to ensure the Local Lay-Pastor is able to continue to meet all of the competencies and engage in further learning and development.
They provide this through regular line-management meetings and an annual review. Two different forms are available to capture these meetings (LLP-LM-Continuing and LLP-LM-Review). A copy of the Annual Review should be sent to Ministries: Vocations and Worship in the Connexional Team.