Job Descriptions in Christian Drama
This manual gives you a starting point for creating job descriptions for both drama and other ministries within the church
And, YES, JOB DESCRIPTIONS ARE WORKABLE AND QUITE NECESSARY FOR VOLUNTEER CHURCH WORKERS. In fact, in some ways it is even more important for a volunteer to have a written job description than for a paid staff member. We need to be very aware that volunteers are a scarce commodity and we need to keep them as happy and productive as is possible. As is proven everyday in business, a position without an up-to-date written job description will result in employees who are unclear as to their function, authority and responsibility.
A key to a smooth running church is that we ensure that everyone knows what is expected of him and to whom he is answerable. No church worker, (staff or volunteer), should have any doubt as to his job function, guidelines and limits of authority. Suppose that a certain person believes that she has full authority for a certain Drama project. She takes the initiative to order materials for the project only to find, (after the fact), that she was expected to have prior approval from the Senior Pastor. This span of authority makes good sense, but it is essential that all parties be aware of the guidelines in advance, no surprises.
Many church leaders have a great problem with formal, written job descriptions:
• some because they don't use them, (and thereby allow all workers in the church to flounder with lack of clear cut statement as to function and authority of the job), and
• others because they use job descriptions which are vague, not up - to - date or not an accurate statement of the reality of the job and it's relationship to others in the church, (and therefore create friction, conflict and lack of productivity).
Written job descriptions, in the same way as good organizational charts, are mandatory to the smooth, harmonious operation of the church. This kind of statement sometimes brings a heated response. There seems to be a feeling that somehow church members, being in God's service, shouldn't need the types of safeguards used in the secular workplace. This kind of logic simply doesn't make sense. It is our responsibility, as workers in God's vineyards, to do all that we can to ensure and promote the harmony of the body of Christ. Leaving things to chance only encourages the conflict which is sure to result.