Serve Coordinator

Serve and Development Coordinator

Role

• A vibrant leader among the church staff and body, focused on fulfilling the vision outcomes of the church, specifically through developing, owning and providing leadership of the structures, systems and processes that will (a)  consistently engage and activate existing Plainfield Christian Church member ministers in works of service (Ephesians 4:12), as well as (b) providing consistent on-ramps for people new to PCC to begin to engage in and be activated for serving.


• A supportive, complimentary staff member who fully participates with the church’s team of ministers.


• A Christ-follower, grounded in the Word of God, modeling spiritually maturing discipleship, a deepening walk with Jesus, and living with integrity as a member of the PCC staff, seeking to live by its four values – Be Known for Love, Replace Yourself, Make it Better and Expect the Supernatural – and subscribing to the church’s statement of belief and staff lifestyle agreement.


• The Gist of the Role – To develop, implement, refine and maintain a robust culture of volunteerism at Plainfield Christian Church, characterized by leaders/developers who develop leaders/developers, with the structure, systems and content necessary for this culture to thrive.

Job Products (Deliverables a successful person in this role would produce):

• A healthy relational connection with all PCC staff members whose ministries/responsibilities rely on member ministers (i.e. volunteers) to facilitate effective, healthy ministry to and through all ages and stages of the church body


• Effective development and implementation of clear, measurable strategies and tactics for engaging and activating increasing numbers of existing and new PCC people in serving in and through all ages and stages of the local church body and facilitating the development of increasing numbers of them to be developers of others, including, but not limited to, the following key elements:
  
  
  
  • An overriding culture of “development” versus “doing”
  
  
  • Communication plans that increase the value and visibility of serving and developing of others
  
  
  • Periodic audits of serving and leading opportunities
  
  
  • Current, accurate comprehensive menu of serving and leading opportunities, appropriately differentiated by levels (e.g. experience, commitment, skill, maturity)
  
  
  • Simple engagement/on-ramps for existing PCC people (e.g. potential member ministers)
  
  
  • Simple on-ramps for people new to PCC via Engagement Path and other means
  
  
  
  


• Incorporation of base-level and/or core competencies, and cross-cultural standards and expectations for all serving and leading/development areas


• Institutionalized frameworks/systems for training and development of developers in all ministry areas


• Routinely maintained key performance indicators (KPIs) that clearly and effectively reflect levels (e.g. numeric and percentage) of serving and leading/development in and through PCC


• Systems and processes that effectively facilitate the above


• Solid base of awareness of current “development versus doer” models and best practices


• A repository of life-change serving and leading/development stories for future use at relevant, opportune times (e.g. sermon series, social media, printed pieces)


• An engaged, healthy team of volunteers, passionate about volunteering and leader/developer development


• Healthy relationships with and on behalf of the people of Plainfield Christian Church


• Mission-aligned budget and sound stewardship of financial resources for Volunteerism (final title, tbd) Ministry.


• Personal and professional growth plan as appropriate for the role.

Relationships

• Contribute to and attend chapels, staff meetings and required special all-hands-on-deck events


• Serve as a full participant in all minister team meetings


• The person filling this position will have a pathway toward ordination and minister designation, depending on passion and calling


• The Serve and Development Coordinator will work under the oversight of the Impact Director

Performance Expectations/Measurement

• The position requires professionalism, a self-starter, attention to detail, and interpersonal communication and people development skills


• Specific measures of satisfactory performance related to the above role, job products and relational expectations will be assessed informally on a periodic basis and formally on at least an annual basis by the Impact Director, in consultation with the Executive Minister

Full-Time Equivalency: Full-time exempt