Executive Director Search


Lake Yale Baptist Conference Center located in beautiful central Florida near Leesburg, and only 40 miles north of Orlando is seeking a dynamic leader to continue the ongoing progress of its ministry in the state and beyond. As current executive director, Don Sawyer, approaches his retirement, the Lake Yale Baptist Conference Center board is diligently seeking a new executive director with the skills and qualifications to propel the ministry into the future. The board is seeking a strong leader with good communication skills who can sustain positive relationships with groups and ministries utilizing Lake Yale while fostering new connections and relationships with other Florida Baptist and Christian ministries. Qualified candidates will have, at minimum, a bachelor’s degree in a field related to ministry, camping, or administration, experience in conference center ministry, fundraising experience, knowledge of budgeting best practices, site management experience and have staff development experience. Candidates must also be active members of a Southern Baptist Church and adhere to Southern Baptist doctrine as stated in the Baptist Faith and Message.

For more information or to submit your resume, please contact David Burton, Chairman of search team, at dbsoulwinner@gmail.com

Deadline for receiving resumes is November 27, 2019

Documents

Executive Director Job Description

EXECUTIVE DIRECTOR
JOB DESCRIPTION

Responsible to:

LYBCC Board of Directors

Basic Function:

The Executive Director is responsible for overseeing the administration, operation, fund raising, and strategic planning of LYBCC.

Key Qualifications:

  1. An active member of a Southern Baptist church.
  2. College degree with at least ten years of management experience, including five years of executive management experience.
  3. Professional leadership training specifically related to conference center ministry.
  4. Understanding of the importance of conference center ministry and a desire to serve Christ through its ministry.
  5. Commitment to quality operations and data-driven evaluation.
  6. Excellence in organizational management with the ability to coach, manage and develop quality staff, set and achieve strategic objectives, and manage a budget.
  7. Past success working with a board of directors with the ability to cultivate existing board member relationships.
  8. Strong written and verbal communication skills.
  9. Action-oriented, adaptable, and an innovative approach to strategic planning.
  10. Passion, integrity, positive attitude, mission-driven, and self-directed.

Key Duties & Responsibilities:

  1. An active member of a local Florida Southern Baptist church.
  2. Ensure ongoing excellence, operation evaluation, and consistent quality of finance and administration, fundraising, communications, and systems.
  3. Communicate effectively with the board providing, in a timely and accurate manner, all information necessary for the board to function properly and to make informed decisions.
  4. Recommend to the board timelines and resources needed to achieve the strategic goals.
  5. Develop, maintain, and support a strong board, serve as ex-officio of the board and its committees, and to seek and build board involvement with strategic direction.
  6. Lead, coach, develop, and retain a strong senior management team.
  7. Involved in ongoing leadership training specifically related to conference center ministry.
  8. Promote and represent the conference center before individual churches, agencies and organizations of the denomination and the general public.
  9. Contact potential donors, build partnerships, establish relationships, maintain complete records of gifts and receipts, and maintain contact and correspondence with donors.
  10. Approve all expenditures of funds for capital and general operating budget.
  11. Other duties and responsibilities as assigned by the board.”

General Policies

General Policies

  1. The policies in this manual represent the most recent expression of general management direction to immediate supervisors and Executive Director or designee to provide for equitable and consistent treatment of employees. The policies are not intended to create, nor are they to be construed to constitute a contract, expressed or implied, between LYBCC and any of its employees. Employment with LYBCC is at-will and may be terminated by the employee or the ministry at any time, with or without cause.
  2. To assure LYBCC achieves and maintains the purpose of the policy manual and to assure the ministry’s continued ability to meet its needs and those of its employees under changing conditions, LYBCC within its sole discretion, may modify, augment, suspend, or revoke any and all policies, procedures, practices and statements contained in this manual at any time, without notice.

Christian Statement of Faith

LYBCC shall continually and steadfastly uphold and maintain the following Statement of Faith:

  1. We believe the Bible to be the inspired, the only infallible, authoritative Word of God and is the record of God’s revelation of Himself to man.
  2. We believe there is only one living and true God, eternally existent in three persons, Father, Son, and the Holy Spirit.
  3. We believe man was created by God, in His own image. In the beginning, man was innocent of sin and was endowed with freedom of choice. By his free choice, man sinned against God and brought sin into the human race. Only the grace of God can bring man into His Holy fellowship and enable man to fulfill the creative purpose of God.
  4. We believe in the deity of our Lord Jesus Christ, in His virgin birth, in His sinless life, in His miracles, in His substitutionary and atoning death through His shed blood, in His bodily resurrection, in His ascension to the right hand of God the Father, and in His personal return in power and glory.
  5.     We believe salvation involves the redemption of the whole man, and is offered freely to all who accept Jesus Christ as Lord and Savior, who, by His own blood, obtained eternal redemption for the believer. In its broadest sense, salvation includes regeneration, sanctification, justification and glorification. There is no salvation apart from personal faith in Jesus Christ as Lord.
  6. We believe election is the gracious purpose of God, according to which He regenerates, justifies, sanctifies, and glorifies sinners. All true believers endure to the end. Those whom God has accepted in Christ, and sanctified by His Spirit, will never fall away from the state of grace, but shall persevere to the end.
  7. We believe in the indwelling presence of the Holy Spirit who enables the Christian to do the work God has called us to and to live a Godly life.
  8. We believe a New Testament church of the Lord Jesus Christ is a local body of baptized believers who are associated by covenant in the faith and fellowship of the gospel joined together for corporate worship observing the two ordinances of Christ, governed by His laws, exercising the gifts, rights, and privileges invested in them by His Word, and seeking to extend the gospel to the ends of the earth.
  9. We believe it is the duty and privilege of every follower of Christ and of every church of the Lord Jesus Christ to endeavor to make disciples of all nations. Missionary effort on the part of all rests thus upon a spiritual necessity of the regenerate life, and is expressly and repeatedly commanded in the teachings of Christ.
  10. We believe that God, in His own time and in His own way, will bring the world to its appropriate end. According to His promise, Jesus Christ will return personally and visibly in glory to the earth; the dead will be raised; and Christ will judge all men in righteousness. The unrighteous will be consigned to hell, the place of everlasting punishment. The righteous in their resurrected and glorified bodies will receive their reward and will dwell forever in Heaven with the Lord.

For further reading see “The Baptist Faith and Message” at http://www.sbc.net/bfm2000/bfm2000.asp.

LYBCC’s stance on transgender identity can be viewed at http://www.sbc.net/resolutions/2250/on-transgender-identity (2014 Southern Baptist Convention Resolution).

Employment Application Process

When LYBCC announces open job positions individuals may apply by following the following steps:

  1. Go to the LYBCC website at www.lybcc.com. Click on the “Application Form” under the “About Us” and “Employment” tabs. Complete the form online. Or you can stop by Lake Yale’s office (39034 County Road 452, Leesburg, FL 34788) to complete an application. Normal business hours are Monday through Friday, 8:30 a.m. to 5:00 p.m. The Lake Yale office phone number is 352-483-9800.
  2. After receiving the Employment Application Form, the appropriate supervisor(s) will receive the form and will contact the employee for an interview if the supervisor wishes to proceed with the applicant.
  3. Once the interview is complete and the supervisor is interested in hiring the employee, a drug test and background check must be completed and positive results received.
  4. Three written recommendations are required from references before proceeding with employment.

Background Checks & Drug Screening

All individuals applying for a position at LYBCC will be subject to a criminal and civil background check as well as drug screening. Although the results of such tests may not disqualify the person from employment, a lack of acknowledgement of offenses or problems in an employment application may be grounds for denial of employment or dismissal. LYBCC will not knowingly employ any person with a record of any sort of sexual offense, predation, or abuse of children.

Job Descriptions

Employees will be given a job description and/or written expectations when they are hired. While such documents often cannot be an all-inclusive statement of duties and responsibilities, they do set forth the basic expectations, essential functions and important information about each job. Job descriptions and/or written expectations should be read and discussed with supervisor. LYBCC reserves the right to revise and update such job descriptions and expectations as needed.

Equal Employment Opportunity

LYBCC is committed to equal employment opportunity for all qualified persons, without regard to race, color, ancestry, national origin, sex, marital status, handicap, or age, to the extent required by law. This applies to all employment practices, including but not limited to, hiring, promotions, disciplinary action, termination, and benefits. This does not extend to anyone whose religious beliefs or behavior is considered immoral or unacceptable by Biblical standards. LYBCCC is a faith-based entity organized for religious purposes. Consequently, LYBCC is exempt from certain prohibitions contained in state and federal employment laws concerning religious discrimination in employment (e.g., Title VII of the Civil Rights Act of 1964).

LYBCC reserves the right to differentiate in both hiring and retention based on its stated religious beliefs. That said, employees who believe they have been unlawfully discriminated against should report it immediately to their supervisor.

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Compliance with Applicable Laws

LYBCC complies with all applicable state and federal laws. Such laws potentially include, but not necessarily limited to, the Americans with Disabilities Act (ADA), the Family and medical Leave Act (FMLA) and various immigration laws (e.g., the Immigration and Reform Act of 1986).

Unemployment Compensation Unavailable

As a not-for-profit religious entity, LYBCC is exempt from paying federal and state unemployment taxes. Therefore, LYBCC employees will not be eligible to draw unemployment benefits should their employment at LYBCC be terminated.

Ministry Ethics

  1. LYBCC employees must:
  2. Scrupulously comply with all laws and government regulations.
  3. Deal honestly with guests, fellow employees, vendors, and consultants.
  4. LYBCC resources should be accounted for properly:
  5. All payments and transactions must be properly authorized by management and be accurately and completely recorded on the books and records in accordance with generally accepted accounting principles and established accounting policies.
  6. No employee may make false, incomplete, or misleading entries.
  7. No undisclosed or unrecorded funds shall be established for any purpose nor should any funds be placed in any personal or non-business account.
  8. LYBCC employees should function so not to abuse their position of trust at LYBCC.
  9. LYBCC expects employees to devote their full working time and efforts to its interests and to avoid any activity that may distract from or conflict with its interests.
  10. Employees must never solicit and are strongly discouraged from accepting gifts, gratuities, or rewards from our guests for any service they perform in their jobs. Any monetary gifts given the staff are used to benefit all.
  11.   Employees must refrain from taking part in, or exerting influence in, any transaction in which his/her own interests may conflict with the best interest of LYBCC.
  12. Employees are not permitted to negotiate with guests under any circumstances that would result in personal gain for the employee.
  13. Report violations and discipline.
  14. Strict adherence to this policy is vital.
  15. Supervisors shall encourage and take reasonable and responsible steps to insure that employees adhere to the provisions of this policy.
  16. For clarification or guidance on any point, consult your immediate supervisor, Executive Director, or designee.
  17. Employees are expected to report any suspected violation of the policy or other irregularities to their immediate supervisor, the Executive Director, or designee.
  18. No adverse action or retribution of any kind will be taken against an employee because he/she reports a suspected violation of this policy or other irregularities.
  19. Such reports shall be treated confidentially to the maximum extent consistent with fair and rigorous enforcement of this policy.
  20. Violations of this policy may result in disciplinary action ranging from warning and reprimand to discharge.
  21. Employees will be informed of the charges against them.
  22. Employees will be given the opportunity to explain his/her actions before any disciplinary action is imposed.

Policy Administration

POLICY AND PROCEDURES DIRECTIVES

  1. Responsibilities
  2. One of the most important responsibilities of an immediate supervisor is to support and administer organizational policies and practice them fairly and in a manner consistent with their intent.
  3. These policies cover a broad range of subjects.
  4. When interpreting a policy, always make sure it applies to the employee situation at hand.
  5. The Executive Director and/or designee is responsible for assisting immediate supervisors in the application of policies and insuring that procedures are in place to accomplish the intent of the policies. Clarifications required on policy intent, content and/or procedural matters should be referred to the Executive Director.
  6. Policy Applications

The policies in this manual represent the most recent expression of general management direction to immediate supervisors and Executive Director or designee to provide for equitable and consistent treatment of employees.

  1. The policies are not intended to create nor are they to be construed to constitute a contract, expressed or implied, between LYBCC and any of its employees.
  2. Employment with LYBCC is at-will and may be terminated by the employee or LYBCC at any time, with or without cause.
  3. To assure LYBCC achieves and maintains the purpose of the policy manual and to assure the ministry’s continued ability to meet its needs and those of its employees under changing conditions, LYBCC within its sole discretion, may modify, augment, suspend, or revoke any and all policies, procedures, practices, and statements contained in this manual at any time, without notice.
  4. Approval Authority

All policies in this manual, and any changes, deletions, suspensions or additions thereto, are approved by the Executive Director and the LYBCC Board of Trustees.

  1. Policy Process
  2. All policies in this manual are researched and developed by LYBCC for the sole purpose of building a foundation of integrity and consistency in the treatment and welfare of its employees.
  3. LYBCC welcomes ideas, suggestions and drafts of necessary policy proposals from its management and staff.
  4. All proposals and suggestions will be evaluated by the Executive Director, and where appropriate, referred to the LYBCC Board of Trustees.

Employment Verification Eligibility

  1. For employees hired after May 31, 1987, LYBCC must complete a Form I-9 within three (3) business days of the date of employment. (If an employee is hired for less than three days, the company must complete Form I-9 before the end of the employee’s first working day.)
  2. The employee must provide a document or documents that establish identity and employment eligibility.

Lake Yale Implements the Federal E-Verify System

  1. All new employees must be confirmed using the E-Verify system.
  2. E-Verify takes information from the I-9 form to determine the employee’s eligibility to work.

“Employee” Defined

  1. Full-Time Employees
  2. Exempt Employee

Is defined as an employee who serves in an executive, administrative, or professional position requiring specialized training, consistent exercise of discretion and/or judgment, supervision of two or more employees, and is compensated for his/her services on a salary basis.

  1. Non-Exempt Employee

Is defined as an employee who serves in production or service related work and is paid on a per hour basis. All non-exempt employees receive base pay for up to forty (40) hours and works on average 30 hours or more in each seven (7) day work period.

  1. Part-Time Non-Exempt Employee

Is defined as an employee who serves in production or service related work and is paid on a per hour basis. All non-exempt employees receive base pay for up to forty (40) hours and work on average less than 30 hours during each seven (7) day work period.

  1. Seasonal Summer Non-Exempt Employee

Is defined as an employee who serves in production or service related work and is paid on a per hour basis. All seasonal summer non-exempt employees receive base pay for up to forty (40) hours in each seven (7) day work period. The annually established summer season shall not exceed 119 days.

Employee Orientation

  1. All employees shall be advised at the time of their employment or transfer of the orientation period.

Topics to cover include but are not limited to:

  1. LYBCC history and purpose.
  2. LYBCC tour and familiarization of facilities.
  3. Job description and discussion of immediate supervisor’s performance expectations.
  4. Appropriate personnel policies and Board of Trustees policies.
  5. Emergency procedures
  6. Medical benefits
  7. Public relations
  8. Schedules
  9. Specific task responsibilities
  10. Reporting major incidences
  11. Career development opportunities
  12. Employees shall receive a performance review not less than ninety (90) days and not more than one hundred twenty (120) days following the date of employment or transfer.
  13. A second review of the employee’s performance will occur at the end of the orientation period, six (6) months from the date of employment or transfer.
  14. During the orientation period, employees are not entitled to termination notice.
  15. During the orientation period, employees are not entitled to use the Grievance Procedure, except in cases where there are allegations of sexual harassment.
  16. No employee can be transferred or promoted during the orientation period unless it is determined that the employee is the best qualified for the job.
  17. Seniority and applicable benefits will begin accruing from the date of employment.
  18. During the orientation period, six (6) months for new employees or three (3) months for transferred employees, an employee can be terminated without cause.

This version of the policy manual covers the general policies for all employees. A full, comprehensive policy manual is available upon request