Diocesan compensation guidelines were established by the Advisory Committee on Compensation and Resources (ACCR) and approved by Diocesan Council on September 12, 2015 to provide congregations and clergy with information to make thoughtful and intentional decisions concerning clergy compensation, benefits and expenses according to diocesan standards.
- A congregation’s standards are based on a combination of factors that are determined by the information reported on your most recent Parochial Report; that is to say, we have no single starting point for all congregations.
- The range in each salary grade is intended to be the starting point for discussions between the vestry or mission council and the clergyperson. In some instances, when a person is called to a congregation, it is appropriate to begin at the lowest point in the range, while in other instances, because of the experience an individual brings, the starting point should be higher.
For clergy who serve full-time
A worksheet to assist with outlining compensation, benefits and expenses for full-time clergy can be found here: FT Clergy Comp.Benefits.Exp Package (rev. 1.2.18). A worksheet for full-time compensation (without rectory provided) can be found here: FT Clergy Compensation
These guidelines include no adjustment for the previous skills and experience a priest may bring to a new cure or position in the diocese. When such backgrounds are present, it is assumed that the beginning salary will be adjusted upwards from the starting point figures.
- When setting the beginning salary, one way to acknowledge a priest’s years of experience is to add $500 per year of service/experience to the starting range, per year of service/experience up to 20 years.
- A helpful guide is to increase the priest’s cash stipend and accompanying SECA reimbursement a little more than 3% annually to bring the salary to the midpoint after five years. If the priest begins at a higher salary level than the starting range (noted below), a 3% increase will move the salary upward appropriately during her or his time of service with the congregation.
‘Salary’ includes cash stipend and housing allowance (or value of providing housing and utilities)
For clergy who serve part-time
A worksheet to assist with determining compensation, benefits and expenses for part-time clergy can be found here: PT Clergy Comp.Benefits.Exp Package (7.1.16)
- The ‘half-time’ scheduled work week consists of 20-25 hours/week including Sunday, usually measured in five to six units of mornings, afternoons or evenings in various combinations reflecting the demands of the ministry.
- Anyone employed by the church for greater than 1500 hours/year must be provided health benefits. Presently in the Diocese of Southern Ohio the congregation is responsible for funding employee health and dental insurance.
- Health benefits in congregations must reflect equanimity for all employees. the options for coverage are employee only, employee + 1 or full family. Insurance plans can be found here.
Please submit your completed Compensation/Benefits/Expenses package to the Rev. Canon Lynn Carter-Edmands at [email@example.com[/email] for inclusion in the Letter of Agreement.
Supply clergy compensation guidelines can be found here