The Diocese of Leeds has a vision to see children, young people and their families growing confident in faith and fully involved in the mission and ministry of the church as it seeks to transform lives and communities.
The successful candidate will be a member of the Children, Young People and Families team proactively developing ministry and mission amongst children, young people and families across the diocese and also the Pioneer Youth and Children’s Minister, working with the vicar, PCC and congregation to lead and develop St Catherine’s work with youth and children in the parish for a fixed term of 3 years.
This is a fabulous opportunity to be involved in an exciting new joint venture. Theory and best practice come together in a role that offers the chance to train and support others whilst also being involved in hands on ministry.
You will need to be highly motivated, an excellent team player and an advocate for children and young people with experience of both delivering training and children and youth work in a church setting.
As a member of the Children, Young People and Families Team (14 hours per week):
As the Pioneer Youth and Children’s Minister (21 hours per week):
In both settings, you will promote good, inclusive and safe working practices in all areas of working.
A competitive package includes a competitive salary, an 8% non-contributory pension with an additional 5% matched contributions, reimbursement of car and travelling expenses and hybrid working for the children and youth team element of the role, and 25 days’ annual leave plus bank holidays.
Closing Date for Applications: 31 August 2022
Interviews: Mid September
For an informal discussion about the role, please contact Liz Morton, Children, Young People and Families Team Leader on 07512 712290 or email firstname.lastname@example.org or Rev Kathy Robertson, for the parish element of the role, on 07967 909560 or email email@example.com
(There is an Occupational Requirement for the post holder to be a practising Christian in accordance with Schedule 9 of the Equality Act 2010)
(A full DBS check is required for the successful candidate)
The Diocesan values, Loving, Living, Learning, are vital to the way we encourage equality, diversity and inclusion in our workplace. We aim to:
Leeds Diocesan Board of Finance (The Board) is committed to providing equal opportunities in employment and the workplace and in avoiding unlawful discrimination. Accordingly, the Board will ensure that recruitment and selection, training and development, and promotion procedures result in no job applicant or employee receiving less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, class or caste, religious belief or lack of religious belief (unless this is an occupational requirement), disability, trade union membership or non-membership, gender or sex, sexual orientation, marital status, age, responsibility for dependents or being a part-time or fixed-term worker. The Board’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
For clergy applying to this role, your Area/Suffragan Bishop must be informed of your applications at the earliest opportunity. Furthermore, you must seek a Diocesan Bishop’s Licence in order to be eligible for a new role, and please be aware that granting a licence is subject to a CCSL from your Area/Suffragan Bishop.
To download a copy of our policy for the recruitment of ex-offenders from the diocesan website, please click on the below link:
See attached Job Description
See attached Person Specification
The Diocese of Leeds came into existence at Easter 2014 following the dissolution of the former dioceses of Bradford, Ripon & Leeds, and Wakefield. It covers the whole of West Yorkshire, the western part of North Yorkshire, and small parts of South Yorkshire, Lancashire, and County Durham. The diocese has 656 church buildings.
The following information is furnished to assist staff joining the Diocese to understand and appreciate the work content of their post and the role they are to play in the organisation. However, it must be noted that whilst every endeavour has been made to outline all the duties and responsibilities of the post, this document does not permit every item to be specified in detail. It must also be noted that this job description may be reviewed from time to time, in conjunction with the post holder.