Operations Director Search Update

I'll be honest... director-level staff transitions are hard on me. Conceptually, they're simple and I really enjoy facilitating them. Emotionally, they're extremely taxing... at least for me. I have come to believe that churches don't "just hire" director-level staff. The aspect of ministry calling adds a unique spiritual dynamic that is deeply tied to asking the question, "what is God up to and how can we join His work (and not create our own)?". After all, our ultimate win has to do with eternal investments (and consequences!). Simply put, our win is not solely a bottom line.

As a result, I've spent many evenings praying about our Operations Director transition and placing it in God's hands, seeking His voice and leading, and silently listening for God's response.

Will you join me in doing the same over the next 40 days? It might be simply praying, God, give those who have the responsibility to seek our new Operations Director wisdom, discernment, and confidence to make well-informed, God-honoring, and wise choices when it comes to potential applicants and candidates. May we celebrate with them when we see what You are doing in us and through us, and give us the boldness to faithfully join You there.

As you pray over all of this with me, I want to update you where we are in the process, itself. Earlier this week, I shared this same information with our Board of Directors, our Elders, and our Ministry Team.

Our application deadline of March 1 (Sunday!) is quickly approaching. If God has placed anyone on your mind or heart to applying for this position, now is the time they need to submit their 1) Cover Letter; 2) Resume or CV; and 3) their Completed Employment Application (available at www.oslc.com/jobs).
 
Our first face-to-face Search Team Meeting will be March 4. The Search Team includes members: Jim Grant (Board of Directors), Judy Vadney (Retried HR Executive), Joe Newman (Retired Thrivent Representative), Wayne Flood (Retired Management Executive), Tracy Schlatter (Outreach and Connections Director), and myself. Our agenda will be simple: 1) Pray over OSLC and Seek God’s Wisdom and Discernment in this Search; 2) Review the Job Description (in broad strokes); and 3) Select Applicants to move into “Round Two”.
 
We currently have three applicants to consider. I anticipate at least two more applicants. We have several other applicants who have only partially applied (most of them submitted their Cover Letter and Resume/CV, but no Employment Application). They have been encouraged to complete and submit the application prior to March 1 to be fully considered. The Search Team may choose to reach out to individuals they feel might be good candidates to have pre-consideration conversations on or around March 3rd’s meeting.
 
I believe transparency is extremely important for this position. As a result, here is a bird's-eye overview of our process:
 
Round One: Applicants submit their Cover Letter, Resume/CV, and Employment Application for consideration. We have solicited potential applicants from within OSLC; the Church’s Network; the Cascade Christian School Alumni, Concordia Academy Alumni, and Concordia University Alumni Networks; as well as indeed.com (with very tight parameters).
 
Round Two: Selected Applicants are contacted and are invited to complete assessments in finance, strengths-based leadership, and team dynamics. After they complete the assessments, they will receive additional coaching by one of our OSLC coaches. Coaches will share a summary with the Search Team to review prior to our next meeting.
 
Round Three: The Search Team will review the candidates based on the assessments and coaching summary and select up to two candidates to spend time with staff, Sue Bratz, and our Directors Team. The two candidates will also complete formal interviews with the Search Team.
 
The Search Team may choose to offer a time for interested Congregation Members to meet him or her, too.
 
Decision Making: From the two candidates, the Search Team will decide by general consensus which one to recommend to the Board of Directors for consideration and approval at a late March/early April meeting (this could be a special meeting with this being the only agenda item).

The Search Team may also choose to at this point (or at any point) to re-start the process if we need to solicit a new pool of applicants.
 
Final Approval: The final approval of the hire is a formal Board recommendation to the congregation and a Congregational Vote at the June 14th Annual Meeting

Thank you for your ongoing support of the incredible ministry that we share. As we move into a very engaged 40 days (complete with Lent/Easter), please keep your church, your staff, your leaders, and this search process in your prayers. You can specifically pray for wisdom, discernment, unity, and clarity to see where God is leading and the faithful spirit to follow Him. As a always, you can reach out to me at [email protected] with any questions.

Love you more than you know.