| |
Compensation Guidelines
PENNSYLVANIA SOUTHEAST CONFERENCE CLERGY — 2008
The “Call to a Minister” used when a pastor begins a ministry with a congregation includes these words: “To encourage you in the discharge of the duties of your important and responsible office, we promise you…all proper attention, love and obedience to the Lord, and in consideration of your service, and that you may be relieved of temporal cares as far as possible, we do obligate ourselves to the following [compensation]…”
In order that “temporal cares” be relieved as far as possible, the Pennsylvania Southeast Conference provides the following guidelines for clergy compensation. The recommended salary structure is based on current median salaries in the Conference as well as the median cost of living index from the US Bureau of Labor Statistics and takes into consideration both size of congregation and length of experience in ministry.
In using these guidelines as a starting point for conversation, congregations are also asked to take into consideration additional factors unique to each setting, including additional advanced degrees and specialized training. Also to be considered is the cost of living, particularly housing, in the particular vicinity of the church.
Factors used in determining these guidelines are:
» Median salary and housing of full-time pastors this past year was $56,255
» Median membership of churches with full-time pastors was 339
» US Bureau of Labor Statistics cost of living increase of 3.27 %
Recommendations for SALARY and HOUSING for full-time pastors:
MEMBERS |
0 — 3 YEARS |
4 — 10 YEARS |
OVER 10 YEARS |
0—200 |
$47,865 — $58,743 |
$48,953 — $59,831 |
$50,041 — $60,919 |
200—400 |
$51,124 — $62,743 |
$52,286 — $63,905 |
$53,447 — $65,066 |
400—800 |
$58,792 — $72,154 |
$60,128 — $73,490 |
$61,465 — $74,826 |
Over 800 |
$66,461 — $81,565 |
$67,971 — $83,076 |
$69,482 — $84,586 |
( Guidelines for Associate Pastors are recommended at 85% of these figures )
Recommendations for salary for full-time pastors WITH PARSONAGE:
MEMBERS |
0 — 3 YEARS |
4 — 10 YEARS |
OVER 10 YEARS |
0—200 |
$36,819 — $45,187 |
$37,656 — $46,024 |
$38,493 — $46,861 |
200—400 |
$39,326 — $48,263 |
$40,220 — $49,157 |
$41,113 — $50,051 |
400—800 |
$45,225 — $55,503 |
$46,253 — $56,531 |
$47,280 — $57,559 |
Over 800 |
$51,124 — $62,743 |
$52,285 — $63,904 |
$53,447 — $65,066 |
In addition to salary and housing, congregations are expected to provide the following benefits:
- Full participation for pastor and family in the Health and Dental Insurance Plan of the United Church of Christ. (see the Pension Board website at www.pbucc.org for details)
- Participation in the Pension Plan of the United Church of Christ in the amount of 14% of the salary basis (cash salary plus housing [if parsonage is provided, at least 30% of cash salary]) and 1˝ % for the Life and Disability Plan.
-
Social Security allowance paid on the basis of at least 50% of the applicable self-employment rate. (Pastors are considered self-employed for social security purposes and do not have funds automatically withheld.)
-
A vacation of one month per year (30 days).
-
A Sabbatical Leave of three months after each six years of service in the current position in accordance with Conference/ Association guidelines and coordinated with the church consistory/council.
-
Maternity/Paternity Leave in accordance with Conference policy. (Under normal circumstances, maternity leave of 6-8 weeks with full pay and benefits; paternity leave of one week with full pay and benefits. See Conference policy for more detail.)
Also expected, but not part of the pastor’s compensation, are the following:
- Reimbursement for travel for church work according to the rate allowable by the Internal Revenue Service. )
-
Reimbursement for continuing education (amount negotiated in the Call) and allotted time for continuing education (amount negotiated in the Call)
Congregations providing a parsonage may want to consider providing an Equity Allowance so that pastors may be able to provide housing for themselves in retirement.
This process is designed to enhance continued dialogue between pastor(s) and congregational leaders around compensation and benefits issues. It is made possible through your Basic Support of Our Church's Wider Mission.
|
|
