Do you love organizing and overseeing?

Please see below description and let us know if you are interested in the position or have questions.

We have a full time position (could possibly be divided up into 2 part time jobs) available for an individual with high-energy who can coordinate, organize, and administrate.  Individual applying must be able to work with many differing personalities, and must possess the ability to easily and effectively juggle many priorities and competing demands.   Must be detail oriented.

 

teams coordinator/admin


Daily tasks will include, but are not limited to:

·         Maintaining, following up on, training, and building teams of volunteers

·         Managing the day-to-day operations of the church – developing systems, programs, etc.

·         Maintaining the building and offices




Preferred skills:

·         Warm and welcoming

·         Adept at problem solving and critical thinking

·         Ability to focus on important information and identify key details

·         Excellent communication skills – reading, writing, responsiveness, timeliness

·         Ability to give instruction and train with clarity

·         Must possess follow through

·         Have a strong passion for the local church, and passionate about the vision of The Cause and the importance of their position to the fulfillment of that vision



Individuals with the following previous experience are preferred:

·         Recruiting, motivating, and training volunteers

·         Building and leading teams

·         Event planning and organization



IF YOU ARE INTERESTED IN THIS POSITION, PLEASE DO THE FOLLOWING:

  1. Read through our website to see if you can see yourself as part of the team.

  2. Check out our location. Would you love to live in our area?

  3. Send your resume and a cover letter to jobs@thecausechurch.org

  4. Copy and paste the below questions into an email with your answers below and send to jobs@thecausechurch.org so we are able to better get to know you.

  5. Watch one of our sermon videos or if you are in the area, stop by for a Sunday service to see how we do things.

After you have completed these items, we will look over your emails and will be in contact to set up a phone interview. Thank you so much for your time and God Bless. We look forward to meeting you.

1. How would you rate yourself using a scale of 1-10 (1 being the worst – 10 being the best) on the following:

Attention to detail –

Ability to receive corrective direction –

Response time to communication (emails, phone calls, social media inquiries, etc.) –

Developing partnerships –

Casting vision –

Problem solving –

Ability to equip/empower –

Mobilizing teams –

2. How would your most recent manager rate you on the following:

Attention to detail –

Ability to receive corrective direction –

Response time to communication (emails, phone calls, social media inquiries, etc.) –

Developing partnerships –

Casting vision –

Problem solving –

Ability to equip/empower –

Mobilizing teams –

3. How would you rate your most recent manager on the following:

Attention to detail –

Ability to receive corrective direction –

Response time to communication (emails, phone calls, social media inquiries, etc.) –

Developing partnerships –

Casting vision –

Problem solving –

Ability to equip/empower –

Mobilizing teams –

4. Please answer yes or no. Would you or your closest friends describe you as the following:

Charismatic –

Engaging –

Teachable –

Direct –

Communicative (a good communicator) –

Organized –

Systematic –

Independent –

Responsive –

Critical thinker –

5. Write out an example of a time where you encountered a problem at work and how you resolved the issue:

6. Give me an example of a mistake that you’ve made at work:

a. Were there corrective actions taken?

b. How did you respond to that correction?

7. How would you handle correcting someone who made that mistake if you were responsible for them?

8. “Buy-in” is crucial when developing teams. It doesn’t matter where the bus is going if no one is willing to get on. What are some ways in which you could develop “buy-in” from your team?

9. Imagine the church is like a clock. Pastors are the face of the clock and the support team is the cogs. How important is it to you to receive credit (public appreciation) for your work?