Clergy Compensation Guidelines
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, there is 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 clergy person. 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.
- Clergy Salary Range Guidelines (updated 2021)
- Salary Grade by Congregation (updated 2020)
Clergy Serving Full-Time
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).
Clergy Serving Part-Time
- The half-time scheduled work week consists of 20 to 25 hours per week (including Sundays), usually measured in five or 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 per year must be provided health benefits. 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 on the Lay & Clergy Benefits page.
Associates, Assistants, and Curates
Clergy serving as associates, assistants or curates should send their completed compensation/benefits/expenses package to the bishop’s office for inclusion in the Letter of Agreement.
Supply Clergy
Honoraria guidelines for supply clergy without letters of agreement can be found on the Supply Clergy page.
Medical and Dental Benefits
Information about medical and dental benefits can be found on the Lay & Clergy Benefits page.
Advisory Committee on Compensation and Resources
The Rev. Darren Elin – St. Thomas, Terrace Park (Chair)
Larry Haas – Christ Church, Glendale (Liaison from Diocesan Council)
The Rev. Julia Joyce-Miesse – St. Luke’s, Granville (Liaison from Diocesan Council)
The Rev. Melanie Slane – Transition Minister
