JNC? - yeah lets stick that on the wish list...

Do churches know what they are doing when they put JNC on the job spec for youth work posts?

The JNC qualification should not be used to whittle down candidates for jobs in churches. It certainly isn't that way in the secular world. Let me quickly give my opinions for why this is.

1. Secular youth work organisations work to youth work principles - those of E.D.I., participation, voluntary relationship etc. The youth worker is expected to come in and work according to the ethos of the employer.
2. Church youth work is not near working to the principles of EDI etc, mainly because the way youth work has traditionally been done, and the way young people are viewed. Namely as part players in bigger structures - their needs are not paramount and working to meet them certainly is not the objective. The role of the youth worker is either to work under this system, or it is to educate the system into the principles which underpin professional youth work.

This leads me to ask the question - if churches are not willing to adapt and change their very ethos of working with young people, why do they very often use the JNC as a criteria for appointing a youth worker.

It seems to me that in using the JNC in the 'desirable criteria' section as a means to whittle down candidates in the context of church youth work appointments quite a few things happen. Not all good. Not all fair. Not all in keeping with the value of equity.

1. The JNC youth worker is immediately given an advantage over all other applicants as they are invited to interview.
2. The JNC youth worker prepares their answers in accordance with professional principles.
3. The JNC worker is disadvantaged in interview because the panel from the church do not understand the principles of professional youth work, and so the questions are tailored towards how youth work has always been done, and away from the very criteria set out in the job spec. The JNC candidate is seen as unsuitable as they do not understand the 'sort' of youth work the church is after.
4. The JNC candidate is then forced to tread a fine line between the professional principles of youth work and the expectations of youth work from the church - which in its current state, could be anything.

The problem arises here because the church uses the JNC as a means to get someone who is trained in youth work. However they rarely want that person to practice in accordance with their training - rather they want them to do youth work how they see it - which could be completely at odds with the professional training the JNC worker has received. This is completely unfair to the applicant as the job spec says one thing, but the expectations from the interviewees say another.

Put simply, if they do not want JNC answers in an interview, then do not ask for a JNC qualified worker. If they ask for a JNC worker and do not value their answers then surely there is something seriously wrong with the interview process.

Here is an example of Essential and Desirable criteria churches are looking for:

Essential Criteria
• A committed Christian faith
• Experience of developing and delivering a youth ministry/outreach strategy
• At least 3 years recent experience of working with young people either in a paid or voluntary capacity
• Demonstrate a passion to reach out and draw young people from
‘the fringe’ into the church community
• Current participation in the life of a Christian Church or community
• A commitment to be a worshipping member of our church
• Self motivated with effective interpersonal and communication skills
• Comply with Enhanced Access NI check
• Flexibility in working hours including evenings and weekends

Desirable Criteria
• Recognised degree / NVQ level 4 or equivalent qualification
• Youth and Community Work qualification
• Experience in a professional youth leadership role
• Organisation and management skills to coordinate others supporting the
programmes
• Good computer skills
• Current driving licence and access to a car

Another main problem arises when the JNC is used as a desirable criteria like in the example above - it simply becomes a tool for reducing the pool - however does not exclude years of experience. This then pits the professional against the veteran with years of experience at interview stage. There is still an imbalance between the two candidates. The JNC yet again is reduced to a box which has been ticked and forgotten about at interview when it was originally the very criteria which the panel was looking for!! The veteran candidate answers in the manner in which the interview panel understands. The JNC worker is left flapping in the wind talking about EDI and participation - 'this does not fit in with the way we do things here...'

The value of the JNC is not in making people eligible for jobs, nor is it to be used to reduce the field of candidates who apply - it is to be used as a marker for professional practice. When churches use the JNC as a desirable criteria then they are being unjust if they do not use the principles of professional youth work to mark the candidate on at interview. Failure to do this is unfair and reduces the value of the JNC and what it stands for.

Churches - wake up otherwise I imagine you will find yourself in some very serious trouble down the line. Even by having a professional JNC worker sitting on the interview panel, they could mark independently on the youth work principles and therefore level out the sense of injustice which otherwise can happen if the JNC worker applies for a job and is rejected because they were speaking a different language.

I know I will not stand by and let my qualification be reduced by good intentioned churches who ask for one thing, then expect another. This reduces the value of youth work qualifications to boxes to tick on an application form, opposed to a sign of good practice and professionalism.

Put simply - if Churches don't want it, then don't ask for it...