Scout Executive / Chief Executive Officer Full Time

Serves as chief executive officer of the council and gives direction to the operations and administration of the council, subject to the authority and direction of the executive board. Serves as the Secretary of the corporation, the executive board, and the executive committee. Serves as an ex-officio member of all committees of the executive board. Is responsible for strategic planning, attaining council and BSA objectives, fiscal stability, membership and growth management, volunteer and community relationships, and unit service within the council territory. Carries out other duties of the office as set forth in the council bylaws.

Resumes and a one-page cover letter are due by Wednesday, April 16, 2025. Resumes should not exceed two pages. These documents will be shared with the Scout Executive selection committee. Cover letters should provide information supporting local council competencies/profiles.

Responsibilities

Is responsible for effectively managing a council with revenue of $3.8 million.

• Membership: Establishes an action plan that results in balanced growth so all qualified youth may participate.
• Personnel: Recruits and trains a full complement of volunteers and staff to fulfill the council’s objectives.
• Finance: Develop, in cooperation with the finance committee, a budget based on the council’s resources. Responsible for the council’s fundraising program.
• Program: Directs Scouting programs in the council including public relations, training, activities, camping, etc.
• Administration: Provides general direction to the work of the council to ensure an efficient council operation.

Competencies

• Driving Execution – Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
• Selling the Vision – Vividly communicating a compelling view of the future state in a way that helps others understand and feel how business outcomes will be different when the vision and values become a reality. Serve as a change agent when necessary.
• Customer Focus – Ensuring that the internal and external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value.
• Coaching and Developing Others – Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities, planning and supporting the development of individual skills and abilities.
• Executive Disposition/Presence – Demonstrating a poised, credible, and confident demeanor that reassures others and commands respect; conveying an image that is consistent with the organization’s vision and values.
• Financial Acumen – Utilizing financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies, keeping a financial perspective in the forefront when making strategic decisions.
• Capital/Endowment Knowledge and Skills – Having achieved a satisfactory level of technical, functional, and/or professional skill in position-related areas; keeping up with current campaign best practices and trends; leveraging expert knowledge to accomplish results.
• Cultivating Networks & Partnerships – Initiating and maintaining strategic relationships with stakeholders and potential partners inside and outside the organization (e.g., customers, peers, cross-functional partners, external vendors, alliance partners) who are willing and able to provide the information, ideas, expertise, and/or influence needed to advance understanding of business issues and achieve business goals.

Special Considerations:

• The candidate should exhibit confidence with humility, be brave with managerial courage, comfortable as the face of Scouting, a strong relationship builder, transparent, and be an effective communicator and listener.
• The prospective candidate should recognize and embrace diversity and an inclusive environment in the community and the council. There must be a passion to become fully integrated into community affairs and a willingness to leverage community resources.
• The prospective candidate should understand like in most councils there are challenges to overcome. Having the ability to be creative, innovative, and nimble will be key to navigating through difficult times.

Education

• Bachelor’s degree from an accredited college or university

Qualifications

• Skilled and experienced in all phases of membership growth management. History of membership growth.
• History of innovative fundraising including member support, special events, product sales, project
  sales, and foundations (direct support operating revenue generation).
• Knowledge and experience in non-profit record keeping and reporting procedures/processes.
• Knowledge and experience in developing strategic plans.
• Skilled and experienced in serving multicultural markets.
• Experience and knowledge in cultivating and recruiting volunteers
• Has a proven track record in successfully managing staff.

Benefits

• Household moving with two estimates.
• Relocation allowance of 5% of new salary, less taxes.
• Personal vehicle. Reimbursement of $.70 cents per business mile. (Negotiable)
• Interim housing (negotiable).
• The council provided a cell phone.
• Scouting America Match Savings Plan.
• Relocate family within 180 days (negotiable).
• Background and credit checks are required.

Only the most qualified candidates will be contacted.

Exact compensation may vary based on skills, experience, and location.

Salary Range for a G2-300 Council: $115,000 (min) to $175,000 (midpoint) to $230,000 (max).

The selected candidate will be offered a starting salary of no less than $150,000. Additionally, the compensation package will include a bonus or incentive pay tied to the achievement of specific goals or an exceptional end-of-year performance.

The hiring maximum preference is provided in the meeting minutes. If the candidate exceeds the hiring maximum, we recommend a separate conversation with René Monarez to discuss options.

Use Google Chrome or Firefox when applying. Please keep your manager and SE informed of your resume submission and interest in this position.

https://www.scouting.org/careers/working-with-us

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