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church compensation handbook
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Richard R. Hammar, J.D., LL.M., CPA
The 2012-2013 Compensation Handbook for Church Staff
Copyright ©2011 by Christianity Today International
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without prior written permission of the publisher, except by a reviewer who may quote brief passages in a review.
ISBN-10: 0-917463-61-7
ISBN-13: 978-0-917463-61-7
Christianity Today International465 Gundersen Drive
Carol Stream, IL 60188(630) 260-6200
ChristianityToday.comYourChurchResources.com
CRediTs
data compiled and analyzed by: Cynia Solver, Solver Solutions (solversolutions.net)
edited by: Marian V. Liautaud
Cover design: Phil Marcelo
interior design: Mary Bellus
1 0 9 8 7 6 5 4 3 2 1 1 3 1 2 1 1
Printed in the United States of America
This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. From a Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations.
T A B L e O F C O N T e N T s
Before You Begin
Using the Compensation Tables
Compensation Profiles: General Comparisons
Senior Pastors
Solo Pastors
Executive or Administrative Pastors
Associate Pastors
Adult Ministry/Christian Education Pastors/Directors
Youth Pastors/Directors
Children’s/Preschool Pastors/Directors
Music/Choir/Worship Pastors/Directors
Administrators
Bookkeepers/Accountants
Secretaries/Administrative Assistants
Custodians
Part-Time Musicians/Accompanists/Vocalists
Statistical Abstract of Churches Represented in Data
Special Section:Tax Law & Compensation Planning
Appendix
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44
68
82
106
121
145
160
184
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256
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1BeFORe
YOU BeGiN
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If you’ve ever had questions or needed guidance when it comes to compensation planning for your church staff, you’ve picked up the right resource. Welcome to the 2012-2013 Compensation Handbook for Church Staff. As you read through this introductory chapter, you’ll learn about the many ways you can use this book to meet your compensation planning needs.
The Compensation Handbook was developed to provide church leaders and employees with a current and reliable picture of compensation practices across a broad spectrum of American churches. It presents survey data from more than 4,600 churches representing nearly 8,000 staff members. The survey data was obtained from January through March 2011 from subscribers of one or more of the following publications: Church Law & Tax Report, Church Finance Today, Leadership Journal, and various Christianity Today International e-newsletters and web channels.
The information included can play an important role in determining equitable compensation packages for church staff members. The Compensation Handbook can help you:
Q Determine appropriate compensation levels for 13 key pastoral, professional, and support staff positions, both full-time and part-time. (Note: Ten of these positions have information for both full-time and part-time individuals. For eight of the ten positions, we’ve provided an expanded part-time section given the level of response. Three positions are unique: Senior and Executive or Administrative Pastor has information for full-time individuals only, while Musician/Vocalist has information for part-time individuals only.)
Q Develop effective compensation packages with guidelines given in the Special Section to help you maximize net income while remaining in compliance with federal tax laws.
Q Provide church workers with a statistical framework for evaluating their present compensation packages. Comparisons can be made regarding church size, budget, setting, and other important variables.
Q Establish an objective standard for evaluating requests for raises and changes in benefits.
Q Promote equitable and fair compensation practices by assisting denominational offices and other ecclesiastical organizations in understanding and guiding churches’ financial practices.
Q Better understand the nature of church compensation planning.
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B E F o R E Y o U B E G I N
How to Make the Best Use of this BookCompensation planning is a multi-faceted process. This book is one tool you can use to measure appropriate levels of compensation, but it is not a complete guide. Many factors go into determining compensation planning, and this book attempts to help you explore those aspects knowledgeably.
Informative charts are featured throughout the book. You can find the background information you need to use the data in these tables with ease and accuracy in Chapter 2: Using the Compensation Tables. Included in this chapter is an example that illustrates how to determine the compensation range for a senior pastor. You can use the same process to examine all staff positions.
Chapter 3 provides comparisons among the overall averages for each of the 13 staff positions included in this study. Table 3-1 provides a comparative listing of each position.
Chapters 4 through 16 provide detailed information on each individual staff position. Each chapter begins by providing an employment profile for each staff position. Natural curiosity will pull most church staff members immediately to the chapter on their positions. Remember, though, understanding chapters 2 and 3 is critical to using this book effectively.
New for the 2012-2013 Compensation Handbook, we have incorporated worksheets at the end of each chapter. These serve as a handy tool for helping you extract the correct data for each aspect of compensation surveyed to determine the appropriate range for your particular church and staff. These worksheets are also available online at YourChurchResources.com\Employment\The 2012-2013 Compensation Handbook for Church Staff.
Chapter 17 provides a statistical abstract of the churches participating in this study. This data is useful for learning more about the churches that are contributing information. The participating church profile includes the percentage of church budgets devoted to salaries, the percentage of churches that contribute to their Senior Pastor’s or Solo Pastor’s Social Security, the percentage that reimburse professional expenses, and more. It also includes church attendance and financial condition over the past year by worship attendance and region.
The Special Section: Tax Law & Compensation Planning by Richard Hammar provides critical information for completing the compensation planning process. Anyone engaged in this type of planning for church staff members must become familiar with some basic federal tax laws, since the structure of a compensation package can either help or hurt a church staff member. This special section explores in detail the major (and often hard-to-understand) laws that affect compensation planning. It also provides tax saving tips that can benefit everyone. Additional resources are also listed in this section.
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Background Information
The results in the charts that follow represent the positions that were reported among those participating in the survey. The sampling population used represents the positions reported from subscribers to Church Law & Tax Report, Church Finance Today, Leadership Journal, and various Christianity Today International e-newsletters and web channels. Therefore, certain church sizes, budget sizes, and denominations have a stronger representation than others. To the extent possible, we have attempted to organize the data in ways that avoid small samples. At times, however, a small sample simply reflects a reality—such as rural churches with attendance over 1,000, or churches smaller than 100 with a full-time bookkeeper. Nevertheless, sample size should be taken into account when considering the value of any particular finding.
Here are a few additional facts to help clarify the data analyses which follow:
Q Averages, medians, and quartiles (Lowest 25% and Highest 25%) are based on individuals receiving the item in the compensation and/or benefit packages. Zeros are not included in calculations.
Q Wide gaps between averages and medians are due to a wider range of data reported.
Q A footnote that says “Not enough responses to provide meaningful data” means either one or both of these:
• There are less than eight people responding.
• There are relatively few responses (maybe more than eight) with a wide gap between the lowest and highest values.
Q Blanks (no response) and zeros are treated similarly and are not part of the compensation median, quartile, and average calculations.
Q Figures that appeared unrealistic or fell outside the normal distribution were eliminated to avoid skewing the results.
Q Total Compensation includes base salary, housing allowance, and parsonage amount. Given that many individuals do not receive both housing and parsonage, Total Compensation as presented is not calculated by adding base salary, housing, and parsonage. Rather, the Total Compensation figures are calculated for each individual and reported in aggregate. As a result, in some instances, the Total Compensation figure is less than individual entries of base salary, housing, and parsonage added together.
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B E F o R E Y o U B E G I N
Q This is also true in regard to Total Benefits. Given that many individuals do not receive all or some of the following benefits—health, life, and disability insurance as well as retirement or continuing education—Total Benefits figures are not calculated by adding each benefit together. Rather, the Total Benefits figures are calculated for each individual and reported in aggregate.
Q Please note: In some instances total insurance premium was reported without the breakdown of individual premiums for health, life, and disability insurance. In these situations, the total insurance premium was included in the Total Benefits figure, as it is unknown how to distribute the total premiums across each category.
Q Hourly Rate is provided across part-time positions. Hourly Rate is calculated by taking the base salary divided by (the number of hours per week compensated multiplied by 52 weeks). In other words: base salary divided by (# weekly hours x 52) = hourly rate. Housing, parsonage, and benefits are not included in this calculation.
Q Some percentages may not always add up to 100% due to rounding. This particularly refers to the data found at the beginning of each section titled Employment Profile.
Q For reporting purposes, Adult Ministry and Christian Education Pastor/Director positions were combined due to the overlap in the job descriptions and the similarities in the findings.
Explanation of Data Distribution
In the charts that follow, averages, medians, and quartiles (noted as Lowest 25% and Highest 25%) are used to represent survey findings.
The average, also called the mean, is a value that depends equally on all of the data. It is calculated by taking the sum of all the data values and dividing by the total number of data values. Please keep in mind that the averages, as presented, are not the averages of the highest and lowest quartiles, but an average of the overall data.
The median is a value that divides the higher half of the data set from the lower half of the data set. When sorting the data set from lowest to highest, the median is the middle value.
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A quartile is one of three values that divide sorted data from a particular table into quarters. The first quartile, called Lowest 25% in this handbook, is the value that separates the lowest 25% of the sorted data from the highest 75%. The third quartile, called Highest 25% in this handbook, is the value that separates the highest 25 % of the sorted data from the lowest 75%. The second quartile, called median in this handbook, is the middle value among the data, i.e. 50% of the data is higher than the median and 50% of the data is lower.
For example, in tables showing compensation ranges for a specific position, the Lowest 25% value (first quartile) means that 25% of respondents reported lower compensation amounts than this first quartile value while 75% of respondents reported higher compensation amounts.
The same is true with the third quartile, or the upper quartile, which cuts off the highest 25% of the data. This actually means that the number shown represents a number that exceeds 1–75% of the people in the population represented in the report. The upper quartile is reported as Highest 25% by church income among each position.
Data sorted from lowest to highest
25% of allobservations
25% of allobservations
Lowest 25% Median Highest 25%
25% of allobservations
25% of allobservations
2
UsiNG TheCOmpeNsATiON
TABLes
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The following chapters present compensation patterns for 13 major positions within the local church. These profiles are the statistical heart of the Compensation Handbook. This chapter is designed to help you interpret the tables and maximize your use of the information in this book.
Each staff position has its own chapter, including compensation tables, an overview of the findings, and a worksheet to help you apply the data. The tables are for full-time staff members, except for the last tables in each chapter, which provide data for part-time staff members. Note, however, that data for part-time Senior and Executive or Administrative Pastors is not provided because there are few churches who hire for these positions on a part-time basis. on the other hand, Musicians/Accompanists/Vocalists tables are for part-time only because these roles are rarely filled as full-time positions.
A comparative summary of all the positions is presented in Chapter 3.
Interpreting the TablesEach chapter contains tables that portray compensation averages according to several key identifiers, grouped according to the most meaningful breaks. They include the following:
Q Church income (from all sources). Question asked: “Approximately what is your total annual church budget this past year?”
Q Worship attendance (weekend). Question asked: “Approximately how many people, including children, attend all weekend worship services?”
Q Church setting. Question asked: “Which of the following best describes the setting in which your church is located?”
Q Region. Question asked: “In what state is your church located?” (Regional breakout by state is included in the appendix.)
Q Education. Question asked: “What is this person’s highest level of education?”
Q Years employed (in current position). Question asked: “How long has this person been in this position?”
Q Denomination. Question asked: “What is your church’s denomination or fellowship?”
Q Gender. Question asked: “What is this person’s gender?”
Each table provides key characteristics that include:
Q Average weekend worship attendance. Question asked: “Approximately how many people, including children, attend all weekend worship services?”
Q Average church income. Question asked: “Approximately what was your total annual church budget this past year?”
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Q Average number of years employed. Question asked: “How long has this person been in this position?”
Q Average number of paid vacation days. Question asked: “How many paid vacation days does this person receive?”
Q Percentage that are college graduates or higher. Question asked: “What is this person’s highest level of education?”
Q Percentage who receive automobile reimbursement. Question asked: “Does the church help with this person’s automobile expenses?”
Q Percentage that are ordained. Question asked: “Is this person ordained, licensed, or commissioned?”
Q Percentage that supervise one or more people. Question asked: “Does this person supervise one or more people?”
Q Average percentage salary increase this year. Question asked: “What was this person’s salary increase in the past year?”
Note: Data is based on responses of those who reported salary increase. In a few instances, some respondents indicated that they did not receive an increase, and some even experienced a salary decrease.
In addition, each table provides several columns of data for these compensation and benefit items (Compensation and Benefits are listed separately):
Compensation
Q Base Salary: annual base salary
Q Housing allowance*
Q Parsonage: rental value of parsonage plus allowance*
Benefits
Q Pension/retirement contribution
Q Continuing Education
Q Insurance Premiums: amount paid to insurance companies for:
• Health Insurance
• Life Insurance
• Disability Insurance
*In gathering data, we allowed respondents to use their own judgment in determining the definition of housing and parsonage.
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The data shown in the first table for each full-time position is Annual Compensation by Church Income. Since Church Income is an important variable in compensation, we’ve provided expanded data for your reference by including the Highest 25% and Lowest 25% data in addition to the Median and Average as presented in the rest of the tables.
The number listed after Lowest 25% represents a number that exceeds the base salary of 1–25% of the people in the population represented in the report. Similarly, the number following Highest 25% represents a number that exceeds the base salary of 1–75% of the people in the population represented in the report. For more information, please see section titled “Explanation of Data Distribution” in Chapter 1.
To illustrate, consider this example for a Senior Pastor position:
Notice that within the first column Base Salary, figures are shown in four categories: Highest 25%, Median, Lowest 25%, and Average. After Highest 25%, the number $41,719 appears. This means that 25% of all Senior Pastors serving a church with an income of $250,000 and under make $41,719 or more in Base Salary. Another way to say this is that 75% of Senior Pastors in a church with an income of $250,000 and under make less than $41,719 in Base Salary.
Next is the Median where the number $31,888 appears. This number is the value that divides the higher half of the data set from the lower half of the data set. This means that 50% of all Senior Pastors serving a church with an income of $250,000 and under make $31,888 or more in Base Salary. Another way to say this is that 50% of Senior Pastors in a church with an income of $250,000 and under make less than $31,888 in Base Salary.
Following the category Lowest 25% the number $23,900 appears, which indicates that 25% of all Senior Pastors in a church with an income of $250,000 and under make $23,900 or less. Again,
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U S I N G T H E C o M P E N S A T I o N T A B L E S
another way to say this is that 75% of Senior Pastors in a church with an income of $250,000 and under make more than $23,900.
After the category Average, the number $33,179 is listed. This number represents the average amount of the salaries for all Senior Pastors in a church with an income of $250,000 and under.
Also, all calculated figures, including the sub-categories Highest 25%, Median, Lowest 25% and Average are based on individuals receiving the specific items in the Compensation chart (the same is true of the Benefits chart).
Medians and averages are provided for each full-time position by the following data breaks in addition to Church Income for your reference.
Q Worship attendance
Q Church setting
Q Region
Q Education
Q Years employed (in current position)
Q Denomination
Q Gender
Total Compensation plus Benefits ComparisonsAt the bottom of each compensation chart is a category that lists Total Compensation. These numbers include base salary, housing allowance, and parsonage allowance. Likewise, at the bottom of each Benefits chart is a category that lists Total Benefits. These numbers include health insurance, life insurance, disability insurance, retirement, and continuing education benefits. A separate box in the table titled Total Compensation plus Benefits includes all of the Compensation and Benefits items. Note: Totals are the key figures for compensation analysis.
Rounding errors may exist in some of the data in this study. They do not, however, impact the final results in any significant way.
In general, church income, attendance, education, geographical setting, and years of service play some role in almost every church—as they increase, compensation increases. Yet, the correlation between these variables and employee compensation accounts for only part of the variation in compensation figures by position. These factors, while important, must be viewed in the context of other factors, the combination of which ultimately determines compensation and benefits.
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As an example, theology may play a significant role in some churches in the determination of compensation. In churches that promote financial prosperity as a sign of God’s blessing, the pastor may receive a disproportionate amount of the church’s total income. A building program may be the controlling factor somewhere else. In general, education, geographical setting, and years of service play some role in almost every church.
Using the Tables to Plan CompensationThe most important use of this handbook is for compensation planning. The following example, which has been illustrated using a sample worksheet, shows one approach of how this book can be used.
ExAMPLE: PLANNING THE CoMPENSATIoN oF A SENIoR PASToRPastor Brown has served as Faith Community Church’s Senior Pastor for the past ten years. Faith Community Church is a suburban congregation in the Pacific region with an average worship attendance of 475, and an annual budget of $850,000. Pastor Brown has a Master of Divinity degree.
The above example provides us with relevant data that can be used in coordination with the tables in this book. Variables we will look at include the church’s income ($850,000), worship attendance (475), the pastor’s length of service (ten years) and educational background (Master’s degree), plus the geographical setting of the church (in this case suburb of large city) and region (Pacific).
KEY PoINT
The goal is not to come up with a single compensation number, but rather to identify a compensation range. once that range is determined, a variety of factors will affect the final choice of a specific level of compensation.
STEP 1
Since church income is one of the most important variables, the first step is to use Table 4-1: Annual Compensation of Full-time Senior Pastor by Church Income in Chapter 4 to provide us with some working boundaries on both the upper and lower limits. We can examine the range of the middle 50% of respondents by looking at the Lowest 25% and the Highest 25% numbers across church income levels. The main data we are interested in is found at the bottom of each table in the box labeled Total Compensation plus Benefits. Since Pastor Brown’s church income is $850,000, we will look at the fourth level ($751,000-$1 million). The following is the range of the middle 50% (Lowest 25%–Highest 25%) of senior pastors’ compensation plus benefits at the ($751,000-$1 million level from Table 4-1.
$85,225 on the low end – $114,000 on the high end
The median for this distribution is $97,976.
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U S I N G T H E C o M P E N S A T I o N T A B L E S
These figures serve as a broad range of average compensation plus benefits for senior pastors in churches with incomes between $751,000 and $1 Million. This means that 25% of senior pastors in this church income level make less than $85,225 while 25% of them make more than $114,000.
STEP 2
For a narrower, more relevant range, we will identify median compensation plus benefits in other comparable settings. We will examine each of the following variables: church income (Table 4-1), worship attendance (Table 4-2), church setting (Table 4-3), region (Table 4-4), education (Table 4-5), and years employed (Table 4-6). The main data we are interested in is found at the bottom of each table in the box labeled Total Compensation plus Benefits.
Senior Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
The above worksheet enables us to establish a median compensation plus benefit range. This is based on the data shown above. The following is the range of median compensation plus benefits:
$78,631 on the low end – $97,976 on the high end
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest 25% Average
Church Income $850,000 Table 4-1 page 34 $114,000 $97,976 $85,225 $100,031
Worship Attendance 475 Table 4-2 page 35 n/a $89,470 n/a $91,682
Church setting (metro, suburb, small town, or farming area)
Suburb of a large
cityTable 4-3 page 36 n/a $89,000 n/a $93,450
Region Pacific Table 4-4 page 37 n/a n/a $89,428Person’s Education Master’s Table 4-5 page 38 n/a $78,631 n/a $82,250
Years Employed 10 years Table 4-6 page 39 n/a $79,000 n/a $80,077
Denominationif applicable n/a Table 4-7 page 40 n/a $ n/a $
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STEP 3
After establishing a relevant base compensation plus benefits range in Step 2, the next step is to determine if Pastor Brown’s final compensation plus benefits should fit within that range. If so, where? Should the compensation plus benefits go beyond or below that range based upon key variables, and if so, how much above or below?
Since church income and worship attendance are two important factors in determining compensation, we will start by looking at these factors across each of the factors in the table above. If church income or attendance skews higher compared to the averages across the key factors, it might suggest moving toward or above the higher end of the range determined in Step 2. While, if church income or attendance skews lower compared to the averages, it might suggest moving toward or below the lower end of the range.
The above worksheet shows that the average church income across Pastor Brown’s key data ranges from $673,258 - $943,820. The average worship attendance ranges from 375-558. Pastor Brown’s church income ($850,000) and worship attendance (475) are well within the mid-range, though tipping slightly on the upper end of the averages of other church income levels. Based on this pastor’s specific characteristics, it would be a variable that might suggest moving slightly toward the higher end of the range.
STEP 4
The next step is to examine additional variables that might impact compensation plus benefits such as years of service, education, and church setting. They are helpful in deciding whether an individual is in the upper or lower part of the range identified in Step 2.
Data for Example Median compensation plus benefits
from this study
Average church income
Average worship
attendance
Pastor Brown at Faith Community Church
To be determined
$850,000 475
Table 4-1 Church Income: $751K-$1M
$97,976 $894,551 558
Table 4-2 Worship Attendance: 301-500
$89,470 $763,655 400
Table 4-3 Church Setting: Suburb of large city
$89,000 $943,820 482
Table 4-4 Region: Pacific $84,829 $787,156 477
Table 4-5 Education: Master $78,631 $673,258 375
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U S I N G T H E C o M P E N S A T I o N T A B L E S
In general, as years of service and education increase, compensation plus benefits will also increase. Also, senior pastors serving at churches located in metropolitan and suburban settings tend to earn more than those located in small towns or rural settings.
STEP 5
The fifth step is to take into account the unique circumstances that define each individual situation. one factor is the cost of living for your area. Is it higher or lower than the national average? Your local Chamber of Commerce or a real estate agency can help you obtain that information. other factors such as denominational affiliation (see Table 4-7), theological beliefs, pastoral performance, financial needs, goodwill, the local economy, personal motivation, congregational goals, internal church politics, and many other considerations will also contribute to the final decision. For some churches that may mean a final compensation package much lower or much higher than the projected range listed in Step 2.
How that compensation will be divided up will vary greatly from one church to another, and even from one individual staff member to another. Care should be given, however, to avoid gender discrimination. This is a widespread problem involving many churches (see Table 4-8). In addition, a large disparity between the pastor’s compensation and that of other staff members can have an impact on the rate of increase that the pastor may experience in future years. often, once a staff member has reached the upper limits of his or her compensation range, future raises may be somewhat smaller in order to better compensate other staff members.
The final determination of compensation plus benefits is unique to every congregation. It would not be surprising to see a range of compensation for Pastor Brown somewhere between the broader range of $78,631-$97,976. Higher compensation levels are possible, and could be argued to be reasonable. It would be unlikely, however, for Pastor Brown to exceed $150,000, which would fall outside the limits of the Highest 25% range for churches similar to Faith Community Church. Such a compensation level would require independent justification to avoid the possibility of intermediate sanctions (see the Special Section for a discussion of intermediate sanctions). Also, remember that a crucial step in this decision-making process must involve an awareness of tax law, which is covered in the Special Section.
The detailed process above can be used for each of the full-time staff positions found in this handbook.
3COmpeNsATiON
pROFiLes:GeNeRAL
COmpARisONs
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C o M P E N S A T I o N P R o F I L E S : G E N E R A L C o M P A R I S o N S
This chapter provides comparisons of the average compensations for the 12 full-time staff positions and the 10 part-time staff positions included in this study. A summary table exists for each of the variables examined. More detailed analysis can be found in the individual chapter for each staff position.
Note: Ten positions have information for both full-time and part-time staff. For eight positions, we’ve provided an expanded part-time section given the high level of response. Three positions are unique: Senior and Executive/Administrative Pastor have information for full-timers only, while Musician/Vocalist has information for part-timers only.
Senior Pastors and Executive/Administrative Pastors rank at the top in total compensation plus benefits. Associate Pastors and Music/Choir/Worship Pastors/Directors receive the next highest compensation amounts followed generally by Solo Pastor, Adult Ministry/Christian Education Pastors/Directors, and Administrators. The tables presented later in this chapter provide compensation comparisons according to the averages for each position.
General TrendsAs stated earlier, in general, church income, attendance, education, geographical setting and years of service play some role in almost every church’s compensation plans. Church income proved the biggest factor affecting compensation and benefits in this study.
Please note this about gender differences: female staff members consistently receive significantly lower compensation than their male counterparts in all positions except Secretary/Administrative Assistant. on average, women earned approximately 80% of the compensation of men. or, in other words, males earned about 20% more than females. Some of that difference can be explained on the basis of demographic factors such as education.
Benefits vary significantly from one position to the next. This is especially true for health insurance and retirement programs. The numbers of church staff receiving health insurance varied from 44% to 71%, depending on position. A similar gap is seen among those reported receiving retirement benefits (41% to 67%). Part-time staff members receive fewer fringe benefits.
This study examined the “rate of increase” with respect to compensation plus benefits and church income, and compensation plus benefits and church attendance. In this context, “rate of increase” refers to the percent change in compensation with respect to size of church budget or church attendance.
For all staff positions, except Children’s/Preschool Pastor/Director, compensation plus benefits increased at every budget level. Generally, the greatest increases across positions are seen at the lowest levels (from $250,000 & Under to $251,000-$500,000) and then at the highest levels (from $751,000-$1,000,000 to Over $1,000,000). For the most part, compensation packages increase at every budget level. For those that had an increase at each budget level, the average is 17%, and ranges from 1% to 61%. Similar trends could be seen based upon church attendance as well.
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Table 3-1: Percentages of Full-Time Staff Receiving and Reporting Compensation Plus Benefits
Senior Pastors
Solo Pastors
Executive orAdministra-tive Pastors
Associate Pastors
Adult Ministry/ Christian Education Pastors/ Directors
YouthPastors/ Directors
1163 719 307 522 218 430
Base Salary 98% 97% 99% 99% 98% 100%
Housing 84% 67% 74% 78% 48% 61%
Parsonage 13% 29% 3% 4% 2% 5%
Health Insurance* 64% 53% 71% 63% 58% 63%
Life Insurance* 24% 15% 36% 25% 26% 20%
Disability Insurance* 18% 13% 32% 21% 22% 17%
Retirement 67% 57% 60% 59% 56% 52%
Continuing Education 36% 38% 26% 31% 35% 30%
Received salary increase 40% 30% 44% 42% 44% 48%
Received paid vacation 97% 95% 98% 94% 98% 96%
Received auto reimbursement/allowance 62% 66% 43% 53% 39% 49%
Children's/Preschool Pastors/ Directors
Music/ Choir/Worship Pastors/ Directors
Admin-istrators
Book-keepers/Account-
ants
Secretaries/ Admin-istrative
Assistants Custodians
306 238 418 217 543 208
Base Salary 99% 98% 100% 100% 100% 100%
Housing 37% 55% 9% 1% 1% 0%
Parsonage 1% 0% 0% 0% 0% 0%
Health Insurance* 55% 60% 57% 50% 44% 51%
Life Insurance* 24% 27% 30% 29% 18% 28%
Disability Insurance* 22% 23% 25% 24% 14% 24%
Retirement 53% 59% 55% 50% 41% 50%
Continuing Education 29% 25% 28% 9% 8% 5%
Received salary increase 44% 49% 42% 43% 46% 51%
Received paid vacation 98% 95% 99% 97% 97% 94%
Received auto reimbursement/allowance 38% 42% 31% 21% 16% 14%
*Only those reporting individual insurance premiums for Health, Life, or Disability (not total insurance premiums) are included
TOTAL REPORTING
TOTAL REPORTING
Table 3-1: Percentages of Full-Time Staff Receiving and Reporting Compensation Plus Benefits
*Only those reporting individual insurance premiums for Health, Life, or Disability (not total insurance premiums) are included.
The following tables provide comparisons of compensation and benefit packages.
23
C o M P E N S A T I o N P R o F I L E S : G E N E R A L C o M P A R I S o N S — T A B L E 3 - 2
Table 3-2: Percentages of Part-Time Staff Receiving and Reporting Compensation Plus Benefits
Senior Pastors Solo Pastors Associate Pastors
Adult Ministry/ Christian
Education Pastors/ Directors
Youth Pastors/ Directors
Children's/ Preschool Pastors/ Directors
- 140 138 128 138 225
Base Salary - 81% 84% 96% 96% 96%
Housing - 59% 49% 13% 9% 9%
Parsonage - 14% 4% 1% 3% 1%
Health Insurance* - 12% 10% 5% 9% 2%
Life Insurance* - 6% 2% 2% 3% 2%
Disability Insurance* - 1% 7% 1% 1% 2%
Retirement - 29% 14% 11% 7% 14%
Continuing Education - 25% 20% 22% 12% 12%
Received salary increase - 19% 32% 34% 29% 41%
Received paid vacation - 76% 57% 55% 43% 54%
Received auto reimbursement/allowance - 36% 44% 20% 28% 14%
Music/ Choir/ Worship Pastors/ Directors
Admin-istrators
Bookkeepers/ Accountants
Secretaries/ Administrative
Assistants CustodiansMusicians/ Vocalists
247 139 254 571 252 125
Base Salary 97% 100% 100% 100% 100% 100%
Housing 8% 1% 2% 1% 0% 0%
Parsonage 0% 0% 0% 0% 0% 0%
Health Insurance* 4% 8% 8% 6% 4% 0%
Life Insurance* 3% 5% 2% 2% 3% 0%
Disability Insurance* 1% 4% 4% 2% 2% 0%
Retirement 6% 17% 10% 8% 5% 2%
Continuing Education 10% 6% 6% 5% 0% 4%
Received salary increase 34% 31% 37% 36% 31% 26%
Received paid vacation 42% 60% 46% 65% 25% 38%
Received auto reimbursement/allowance 7% 15% 11% 7% 7% 3%
*Only those reporting individual insurance premiums for Health, Life, or Disability (not total insurance premiums) are included
TOTAL REPORTING
TOTAL REPORTING
Table 3-2: Percentages of Part-Time Staff Receiving and Reporting Compensation Plus Benefits
*Only those reporting individual insurance premiums for Health, Life, or Disability (not total insurance premiums) are included.
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
24
Average Compensation
Range as determined by Lowest 25% quartile - Highest 25%
quartile (50%)
Senior Pastors $82,938 $59,400 - $97,674
Solo Pastors $57,181 $46,000 - $70,832
Executive or Administrative Pastors $79,938 $61,200 - $94,026
Associate Pastors $62,918 $50,000 - $76,611
Adult Ministry/Christian Education Pastors/Directors $56,495 $46,250 - $72,000
Youth Pastors/Directors $51,825 $39,747 - $60,150
Children's/Preschool Pastors/Directors $50,611 $39,775 - $61,700
Music/Choir/Worship Pastors/Directors $60,392 $46,408 - $73,800
Administrators $54,400 $40,816 - $63,673
Bookkeepers/Accountants $41,207 $28,882 - $44,081
Secretaries/Administrative Assistants $32,408 $24,077 - $35,744
Custodians $38,156 $26,670 - $44,124
Table 3-3: Annual Compensation Plus Benefits Averages for Full-time Church Staff
$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Senior Pastors $57,254 $76,161 $91,594 $100,031 $123,124
Solo Pastors $52,850 $80,257 $82,671 $91,091 $104,422
Executive or Administrative Pastors $49,701 $55,639 $65,821 $75,433 $92,453
Associate Pastors $39,565 $52,521 $63,364 $67,506 $71,624
Adult Ministry/Christian Education Pastors/Directors - $41,100 $42,128 $56,989 $64,948
Youth Pastors/Directors $38,220 $46,258 $50,143 $52,370 $58,724
Children's/Preschool Pastors/Directors $54,108 $38,196 $43,137 $49,674 $54,367
Music/Choir/Worship Pastors/Directors $31,719 $47,825 $52,747 $57,997 $70,805
Administrators $34,621 $41,764 $45,655 $40,570 $64,557
Bookkeepers/Accountants - $30,059 $32,279 $38,552 $45,661
Secretaries/Administrative Assistants $23,576 $29,072 $31,765 $33,471 $37,256
Custodians - $31,292 $31,686 $35,473 $41,635
- Not enough responses to provide meaningful data
Table 3-4: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Church Income
CHURCH INCOME
Table 3-3: Annual Compensation Plus Benefits Averages for Full-Time Church Staff
Table 3-4: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Church Income
- Not enough response to provide meaningful data.
25
C o M P E N S A T I o N P R o F I L E S : G E N E R A L C o M P A R I S o N S — T A B L E S 3 - 5 A N D 3 - 6
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Senior Pastors $51,749 $74,249 $91,682 $101,507 $116,368 $139,840
Solo Pastors $50,160 $68,265 $91,579 - - -
Executive or Administrative Pastors $56,310 $57,419 $65,545 $75,993 $80,172 $100,908
Associate Pastors $25,599 $54,419 $61,781 $71,270 $66,577 $72,797
Adult Ministry/Christian Education Pastors/Directors - $43,169 $51,865 $54,535 $63,359 $67,170
Youth Pastors/Directors $32,359 $44,666 $51,722 $53,843 $57,429 $61,537
Children's/Preschool Pastors/Directors - $40,274 $46,939 $51,387 $51,920 $54,502
Music/Choir/Worship Pastors/Directors - $48,740 $55,823 $61,947 $66,014 $77,291
Administrators $34,725 $45,161 $49,655 $53,882 $56,841 $70,324
Bookkeepers/Accountants - $34,281 $37,099 $38,950 $45,134 $48,447
Secretaries/Administrative Assistants $25,792 $28,988 $32,236 $33,259 $38,656 $37,050
Custodians - $31,227 $33,566 $36,070 $44,463 $45,339
- Not enough responses to provide meaningful data
Table 3-5: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Worship Attendance
WORSHIP ATTENDANCE
Metro-politan
citySuburb of large city
Small town or rural city
Farmingarea
Senior Pastors $82,120 $93,450 $75,860 $62,743
Solo Pastors $60,491 $66,962 $54,526 $46,861
Executive or Administrative Pastors $73,163 $88,572 $69,903 $70,005
Associate Pastors $64,138 $67,356 $57,276 $55,785
Adult Ministry/Christian Education Pastors/Directors $60,802 $60,584 $46,856 -
Youth Pastors/Directors $51,926 $55,685 $47,658 $46,680
Children's/Preschool Pastors/Directors $52,595 $51,664 $46,106 -
Music/Choir/Worship Pastors/Directors $56,596 $65,527 $55,188 -
Administrators $54,243 $57,963 $48,273 -
Bookkeepers/Accountants $45,736 $43,720 $36,282 -
Secretaries/Administrative Assistants $33,828 $34,310 $30,257 $28,298
Custodians $36,687 $41,230 $34,893 -
- Not enough responses to provide meaningful data
Table 3-6: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Church Setting
CHURCH SETTING
Table 3-5: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Worship Attendance
Table 3-6: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Church Setting
- Not enough response to provide meaningful data.
- Not enough response to provide meaningful data.
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
26
New England
Middle Atlantic
South Atlantic
E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Senior Pastors $87,484 $81,407 $84,183 $79,247 $82,837 $81,412 $85,332 $71,922 $89,428
Solo Pastors $58,663 $54,844 $60,836 $56,672 $50,770 $58,085 $52,890 $54,904 $62,326
Executive or Administrative Pastors - $79,873 $80,014 $79,857 $84,686 $67,380 $85,502 $73,906 $81,801
Associate Pastors $79,515 $62,721 $65,336 $59,601 $55,351 $60,494 $59,922 $65,760 $65,935
Adult Ministry/Christian Education Pastors/Directors - $50,849 $56,295 $50,527 $69,728 $52,974 $66,163 $50,634 $58,207
Youth Pastors/Directors - $48,045 $53,124 $48,763 $52,977 $48,295 $52,637 $47,722 $56,423
Children's/Preschool Pastors/Directors - $45,157 $49,360 $49,161 $54,290 $50,859 $52,758 $45,382 $52,003
Music/Choir/Worship Pastors/Directors - $59,853 $58,733 $58,977 $57,160 $63,642 $65,205 $50,003 $65,443
Administrators $43,996 $54,842 $53,740 $52,313 $62,886 $51,408 $57,398 $55,216 $54,356
Bookkeepers/Accountants - $42,737 $40,871 $44,012 $41,215 $36,863 $36,532 $46,185 $45,094
Secretaries/Administrative Assistants $41,938 $33,019 $33,140 $30,628 $31,954 $32,025 $31,039 $30,826 $34,955
Custodians - $37,121 $36,247 $40,440 - $37,577 $35,412 $34,426 $41,299
- Not enough responses to provide meaningful data
Table 3-7: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Region
REGION
Less than Bachelor Bachelor Master Doctorate
Senior Pastors $66,477 $73,305 $82,250 $97,554
Solo Pastors $40,210 $49,010 $61,337 $65,431
Executive or Administrative Pastors $64,500 $76,012 $84,982 $80,625
Associate Pastors $50,511 $59,411 $66,856 $71,300
Adult Ministry/Christian Education Pastors/Directors $41,431 $53,902 $62,552 $67,730
Youth Pastors/Directors $47,672 $49,399 $57,558 -
Children's/Preschool Pastors/Directors $45,391 $50,591 $55,003 -
Music/Choir/Worship Pastors/Directors $47,672 $58,035 $68,344 -
Administrators $46,471 $55,968 $61,999 $62,556
Bookkeepers/Accountants $38,083 $42,983 $47,509 -
Secretaries/Administrative Assistants $31,345 $34,042 $35,342 -
Custodians $36,431 $42,916 - -
- Not enough responses to provide meaningful data
Table 3-8: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Education
EDUCATION
Table 3-7: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Region
Table 3-8: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Education
- Not enough response to provide meaningful data.
- Not enough response to provide meaningful data.
27
Assemblies of God Baptist
Independent/Nondenom Lutheran Methodist
Presby-terian
Senior Pastors $72,103 $81,575 $87,605 $86,802 $91,238 $103,910
Solo Pastors $48,364 $54,009 $54,995 $68,495 $62,007 $70,426
Executive or Administrative Pastors $75,342 $84,176 $79,325 - - $81,507
Associate Pastors $55,750 $62,103 $63,584 $65,914 $65,232 $72,147
Adult Ministry/Christian Education Pastors/Directors - $69,871 $55,363 $58,581 $41,622 $52,305
Youth Pastors/Directors $45,749 $53,880 $54,403 $44,756 $44,272 $53,196
Children's/Preschool Pastors/Directors $48,703 $51,330 $51,483 - $42,341 $49,584
Music/Choir/Worship Pastors/Directors - $60,509 $60,160 - $48,645 $64,890
Administrators $50,917 $57,839 $54,143 $51,490 $50,511 $55,560
Bookkeepers/Accountants $38,374 $39,504 $42,931 $41,944 $30,226 $47,022
Secretaries/Administrative Assistants $31,846 $31,173 $33,506 $30,497 $30,465 $34,786
Custodians $36,446 $35,676 $42,862 - $33,568 $34,642
- Not enough responses to provide meaningful data
Table 3-10: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Denomination
DENOMINATION
C o M P E N S AT I o N P R o F I L E S : G E N E R A L C o M P A R I S o N S — TA B L E S 3 - 9 A N D 3 - 1 0
Table 3-10: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Denomination
Less than6 years
6-10 years
11-15 years
Over 15 years
Senior Pastors $79,918 $80,077 $86,386 $88,334
Solo Pastors $54,897 $57,535 $61,958 $60,944
Executive or Administrative Pastors $78,357 $79,796 $76,056 $83,538
Associate Pastors $60,260 $61,164 $67,024 $75,821
Adult Ministry/Christian Education Pastors/Directors $55,958 $49,877 $62,809 $78,145
Youth Pastors/Directors $50,120 $55,247 $55,006 $59,400
Children's/Preschool Pastors/Directors $49,928 $49,820 $47,625 $57,530
Music/Choir/Worship Pastors/Directors $53,681 $67,434 $69,323 $62,741
Administrators $52,310 $56,731 $53,951 $54,823
Bookkeepers/Accountants $39,230 $40,986 $43,285 $43,835
Secretaries/Administrative Assistants $29,096 $33,374 $33,138 $35,829
Custodians $35,399 $38,366 $41,465 $43,610
- Not enough responses to provide meaningful data
Table 3-9: Annual Compensation Plus Benefits Averages for Full-time Church Staff by Years Employed
YEARS EMPLOYED
Table 3-9: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Years Employed
- Not enough response to provide meaningful data.
- Not enough response to provide meaningful data.
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
28
$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Solo Pastors $23,493 - - - -
Associate Pastors $18,633 $24,176 $20,636 $20,856 $36,929
Adult Ministry/Christian Education Pastors/Directors $13,854 $17,794 $24,118 $20,417 $22,208
Youth Pastors/Directors $13,232 $14,444 $14,598 $19,743 $18,408
Children's/Preschool Pastors/Directors $11,942 $14,914 $17,163 $20,005 $22,431
Music/Choir/Worship Pastors/Directors $9,597 $17,137 $18,375 $20,733 $16,119
Administrators $13,477 $25,057 $22,649 $24,841 $26,179
Bookkeepers/Accountants $7,689 $14,131 $15,510 $16,045 $21,774
Secretaries/Administrative Assistants $12,570 $17,357 $15,771 $18,267 $16,628
Custodians $6,338 $9,295 $12,093 $11,843 $12,818
Musicians/Vocalists $6,043 $8,624 $12,704 $11,992 $10,504
- Not enough responses to provide meaningful data
Table 3-12: Annual Compensation Plus Benefits Averages for Part-time Church Staff by Church Income
CHURCH INCOME
Table 3-12: Annual Compensation Plus Benefits Averages for Part-Time Church Staff by Church Income
Male Female
Senior Pastors $83,497 $68,412
Solo Pastors $57,452 $54,102
Executive or Administrative Pastors $82,966 $55,138
Associate Pastors $64,412 $54,962
Adult Ministry/Christian Education Pastors/Directors $66,842 $43,032
Youth Pastors/Directors $52,931 $40,197
Children's/Preschool Pastors/Directors $58,105 $46,468
Music/Choir/Worship Pastors/Directors $61,844 $50,996
Administrators $65,992 $46,734
Bookkeepers/Accountants $57,025 $39,042
Secretaries/Administrative Assistants $30,104 $32,422
Custodians $39,685 $29,569
- Not enough responses to provide meaningful data
Table 3-11: Annual Compensation Plus Benefits for Full-time Church Staff Averages by Gender
GENDER
Table 3-11: Annual Compensation Plus Benefits Averages for Full-Time Church Staff by Gender
- Not enough response to provide meaningful data.
- Not enough response to provide meaningful data.
4seNiOR
pAsTORs
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
30
Employment ProfileWith 1,163 positions reported, Senior Pastors provided a significant number of responses to this survey. Senior Pastors are defined as the lead pastor in a church where there are multiple paid pastoral ministry positions. As expected, this group is quite diverse.
All Senior Pastors responding to this survey are ordained and nearly all are male (97%). About three-quarters (72%) have a graduate degree, and about nine in ten (89%) Senior Pastors are employed by the church rather than self-employed.
The following chart provides a demographic profile of this sample:
Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for Senior Pastors who serve full-time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the Senior Pastor’s compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
Full-Time Part-Time
Number of respondents 1163 44
Ordained 100% -
Average years employed 10 -
Male 97% -
Female 3% -
Self-employed (receives 1099) 11% -
Church employee (receives W-2) 89% -
High school diploma 4% -
Associate Degree 4% -
Bachelor’s Degree 20% -
Master’s Degree 49% -
Doctoral Degree 23% -
31
S E N I o R P A S T o R S
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
The Senior Pastor is one of the most highly paid positions in the local church and receives the most comprehensive benefits packages. A strong majority of Senior Pastors receive housing allowance, but a slim percentage, a little more than one in ten, live in church-provided parsonages. More than six in ten (64%) full-time Senior Pastors receive health insurance benefits and retirement benefits (67%).
Compensation Plus Benefits Full-Time Part-Time
Base Salary 98% -
Housing 84% -
Parsonage 13% -
Health Insurance* 64% -
Life Insurance* 24% -
Disability Insurance* 18% -
Retirement 67% -
Continuing Education 36% -
Received Salary Increase 40% -
Received Paid Vacation 97% -
Received Auto Reimbursement/Allowance 62% -
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
32
KEY PoINTS
Q Six in ten full-time Senior Pastors who responded serve churches with an income of $500,000 or less and a worship attendance of 300 or less.
Q In general, as church income, worship attendance, the minister’s education level, and years employed increase, average compensation and benefits for Senior Pastors also increase.
Q More than four in ten Senior Pastors surveyed (42%) serve churches in a small town/rural city setting. Church income in metropolitan and suburban settings is higher than that in small town or farming areas.
Q Pastors serving churches in suburban or metropolitan settings have the highest compensation and benefits packages.
Q Regionally, the lowest average compensation and benefits packages are in East-North Central and Mountain regions.
33
S E N I o R P A S T o R S
Full-Time Part-Time
Senior Pastor data only
Combined Solo and Senior
Pastor data*
2000 $66,096
2001 $69,543
2002 $71,232
2003 $73,230
2004 $74,969
2005 $77,096
2006 $87,284 $78,339
2007 $81,067 $70,789
2008 $81,113 $72,519
2009 $80,745 $70,806
2011 $82,938** $73,098**
* National averages for Senior Pastors from 1998-2005 include data for both Senior and Solo Pastors. Beginning in 2006, we are able to provide detailed data for each position. Refer to Chapter 5 for Solo Pastor’s data.
** The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Senior Pastors*
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
34
Table 4-1: Annual Compensation of Full-Time Senior Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 128 239 375 558 1,073
Average church income $161,984 $371,311 $633,035 $894,551 $2,223,835
Average # of years employed 9 10 10 11 13
Average # of paid vacation days 21 22 24 22 24
% College graduate or higher 87% 94% 95% 93% 96%
% Who receive auto reimbursement/allowance 53% 64% 77% 70% 63%
% Ordained 100% 99% 99% 99% 99%
% Supervise one or more people 95% 99% 99% 96% 97%
Average % salary increase (for those who had an increase) this year
5.6% 3.8% 3.5% 3.9% 4.1%
Base Salary Highest 25% $41,719 $51,000 $60,000 $66,000 $85,000
Median $31,888 $40,140 $46,800 $53,500 $65,760
Lowest 25% $23,900 $30,000 $39,012 $43,000 $50,000
Average $33,179 $42,124 $49,983 $55,881 $70,138
Housing Highest 25% $25,000 $30,000 $35,000 $38,500 $48,000
Median $19,550 $24,000 $27,000 $31,000 $36,000
Lowest 25% $13,975 $18,000 $20,000 $22,750 $26,770
Average $19,798 $24,232 $27,729 $31,015 $38,469
Parsonage Highest 25% $13,500 $15,000 $18,000 $22,000 $35,500
Median $9,800 $12,000 $15,000 $16,315 $15,000
Lowest 25% $6,000 $7,200 $8,100 $11,000 $11,000
Average $11,231 $12,611 $15,025 $20,063 $32,100
Total Compensation Highest 25% $59,241 $74,128 $85,425 $96,000 $118,632
Median $49,000 $62,013 $75,000 $83,000 $96,563
Lowest 25% $37,569 $53,269 $65,641 $72,000 $84,955
Average $49,846 $64,063 $76,354 $85,165 $104,907
Health Insurance Highest 25% $11,700 $14,000 $15,511 $14,000 $15,288
Median $7,800 $11,000 $11,928 $10,000 $11,910
Lowest 25% $4,800 $7,000 $8,382 $7,100 $7,200
Average $9,216 $11,104 $11,707 $10,458 $11,480
Life Insurance Highest 25% $1,200 $1,000 $1,306 $700 $1,200
Median $660 $500 $500 $480 $400
Lowest 25% $450 $200 $200 $200 $150
Average $1,163 $880 $1,270 $636 $1,075
Disability Insurance Highest 25% $1,400 $1,000 $1,000 $900 $1,108
Median $600 $589 $720 $600 $652
Lowest 25% $300 $300 $456 $380 $386
Average $968 $732 $1,380 $828 $969
Retirement Highest 25% $5,500 $8,000 $9,225 $9,000 $12,000
Median $3,000 $5,443 $6,309 $6,627 $8,000
Lowest 25% $1,500 $2,772 $3,353 $3,132 $4,310
Average $3,963 $6,107 $7,287 $6,973 $9,612
Continuing Education Highest 25% $1,500 $2,000 $2,400 $3,000 $3,000
Median $1,000 $1,000 $1,500 $1,850 $1,750
Lowest 25% $500 $750 $1,000 $1,000 $1,000
Average $1,285 $1,586 $1,841 $2,048 $2,605
Total Benefits Highest 25% $12,900 $18,500 $22,444 $21,600 $25,300
Median $7,980 $12,000 $14,161 $15,748 $16,937
Lowest 25% $4,200 $6,700 $9,000 $10,000 $10,000
Average $9,994 $13,556 $16,111 $15,957 $19,192
TOTAL COMPENSATION Highest 25% $68,323 $87,605 $102,418 $114,000 $137,064
PLUS BENEFITS Median $56,000 $75,481 $91,125 $97,976 $116,250
Lowest 25% $44,310 $62,000 $79,574 $85,225 $97,191
Average $57,254 $76,161 $91,594 $100,031 $123,124
Number of Respondents 344 344 148 117 199
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-1: Annual Compensation of Full-Time Senior Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1, “Explanation of Data Distribution”
35
S E N I o R P A S T o R S — T A B L E 4 - 2
Table 4-2: Annual Compensation of Full-Time Senior Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 76 198 400 623 896 1,788
Average church income $178,683 $361,135 $763,655 $1,133,313 $1,426,915 $3,048,984
Average # of years employed 9 10 10 12 14 13
Average # of paid vacation days 22 22 23 24 24 24
% College graduate or higher 85% 92% 97% 91% 94% 93%
% Who receive auto reimbursement/allowance 46% 67% 67% 71% 54% 52%
% Ordained 99% 100% 98% 100% 100% 100%
% Supervise one or more people 93% 98% 98% 97% 94% 99%
Average % salary increase (for those who had an increase) this year
7.5% 3.9% 3.5% 3.8% 5.3% 4.1%
Base Salary Median $28,600 $39,000 $49,000 $56,026 $63,000 $76,758
Average $31,192 $40,123 $52,211 $58,286 $64,457 $79,439
Housing Median $18,000 $24,000 $27,320 $30,000 $34,000 $40,000
Average $19,248 $23,823 $28,531 $31,140 $37,380 $42,279
Parsonage Median $10,000 $12,000 $12,000 - - -
Average $12,868 $13,247 $13,120 - - -
Total Compensation Median $42,600 $60,000 $75,166 $84,000 $95,695 $110,000
Average $45,769 $62,319 $78,056 $86,538 $99,788 $119,596
Health Insurance Median $7,257 $10,000 $10,000 $12,000 $11,664 $10,518
Average $8,873 $10,845 $10,498 $11,604 $12,218 $10,134
Life Insurance Median $900 $600 $500 $400 $300 $420
Average $1,478 $895 $1,093 $697 $519 $1,504
Disability Insurance Median $500 $600 $710 $670 $850 $500
Average $867 $1,040 $859 $1,175 $952 $659
Retirement Median $2,845 $5,000 $5,022 $6,960 $5,650 $9,650
Average $3,924 $5,886 $7,423 $6,738 $6,493 $12,197
Continuing Education Median $1,000 $1,000 $1,500 $1,875 $1,000 $2,000
Average $1,178 $1,718 $1,786 $2,165 $1,748 $3,035
Total Benefits Median $7,407 $11,655 $12,171 $15,500 $16,600 $17,645
Average $9,170 $13,539 $14,749 $15,809 $17,345 $21,112
TOTAL COMPENSATION Median $47,050 $71,346 $89,470 $95,900 $113,942 $130,480
PLUS BENEFITS Average $51,749 $74,249 $91,682 $101,507 $116,368 $139,840
Number of Respondents 184 522 197 113 68 73
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-2: Annual Compensation of Full-Time Senior Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 4-3: Annual Compensation of Full-Time Senior Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 386 482 341 196
Average church income $718,042 $943,820 $548,911 $272,552
Average # of years employed 10 10 10 10
Average # of paid vacation days 22 23 22 20
% College graduate or higher 92% 94% 91% 88%
% Who receive auto reimbursement/allowance 54% 62% 65% 67%
% Ordained 100% 99% 100% 100%
% Supervise one or more people 97% 98% 97% 91%
Average % salary increase (for those who had an increase) this year
6.4% 3.7% 3.9% 6.3%
Base Salary Median $44,000 $45,000 $41,103 $40,000
Average $46,710 $51,072 $43,423 $39,534
Housing Median $26,880 $30,000 $22,000 $15,000
Average $27,381 $31,634 $23,229 $15,997
Parsonage Median $14,419 $13,628 $12,000 $6,600
Average $17,252 $19,640 $12,585 $7,143
Total Compensation Median $68,128 $74,000 $60,570 $52,000
Average $69,849 $79,678 $64,362 $54,137
Health Insurance Median $10,112 $11,000 $10,000 $7,600
Average $10,984 $11,013 $10,438 $8,273
Life Insurance Median $545 $500 $500 -
Average $1,201 $1,038 $911 -
Disability Insurance Median $500 $668 $700 -
Average $708 $1,119 $914 -
Retirement Median $5,000 $6,000 $5,000 $4,900
Average $7,069 $7,385 $5,826 $5,220
Continuing Education Median $1,500 $1,500 $1,022 $1,000
Average $2,383 $1,793 $1,692 $1,067
Total Benefits Median $12,841 $14,125 $11,428 $10,000
Average $14,724 $14,724 $12,985 $11,215
TOTAL COMPENSATION Median $78,392 $89,000 $73,000 $60,300
PLUS BENEFITS Average $82,120 $93,450 $75,860 $62,743
Number of Respondents 204 419 489 43
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-3: Annual Compensation of Full-Time Senior Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
37
Table 4-4: Annual Compensation of Full-Time Senior Pastors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance 393 326 381 337 542 396 440 340 477
Average church income $726,020 $615,944 $734,236 $545,668 $985,157 $602,481 $993,726 $553,652 $787,156
Average # of years employed 11 11 11 10 8 11 9 11 11
Average # of paid vacation days 26 24 21 24 20 23 20 22 23
% College graduate or higher 97% 96% 92% 92% 88% 91% 89% 92% 92%
% Who receive auto reimbursement/allowance 72% 69% 66% 63% 45% 70% 58% 56% 55%
% Ordained 100% 100% 99% 100% 100% 100% 98% 100% 100%
% Supervise one or more people 97% 98% 95% 99% 87% 98% 98% 97% 99%
Average % salary increase (for those who had an increase) this year
3.2% 3.2% 3.8% 3.1% 7.2% 4.3% 5.8% 3.5% 5.6%
Base Salary Median $39,000 $46,000 $45,000 $41,888 $43,794 $43,643 $46,300 $39,024 $41,856
Average $46,840 $47,914 $48,418 $43,453 $48,584 $44,704 $50,662 $40,123 $47,344
Housing Median $27,400 $20,362 $24,000 $24,000 $20,000 $24,539 $27,640 $24,000 $30,000
Average $26,419 $22,036 $26,675 $25,128 $23,847 $26,442 $29,147 $26,892 $32,013
Parsonage Median $12,000 $12,000 $12,000 $12,000 $7,200 $12,500 $7,500 - $16,500
Average $13,511 $15,109 $11,818 $13,176 $10,036 $15,931 $11,206 - $28,264
Total Compensation Median $65,000 $65,000 $67,044 $64,175 $60,200 $67,500 $74,000 $60,570 $71,453
Average $71,635 $67,664 $71,855 $66,383 $69,899 $68,293 $75,297 $61,650 $77,585
Health Insurance Median $12,204 $12,000 $10,200 $10,174 $9,000 $11,715 $8,400 $8,000 $9,360
Average $11,848 $11,330 $11,455 $11,328 $8,992 $11,885 $9,009 $8,464 $9,890
Life Insurance Median - $500 $600 $360 $550 $408 $550 $600 $425
Average - $1,347 $1,145 $606 $1,376 $715 $891 $958 $744
Disability Insurance Median $1,204 $785 $720 $530 $502 $600 $500 $521 $500
Average $1,512 $832 $1,105 $762 $837 $775 $1,558 $870 $861
Retirement Median $6,000 $5,971 $4,595 $5,444 $6,000 $6,000 $6,000 $6,000 $5,329
Average $7,912 $6,096 $6,492 $6,674 $8,670 $5,822 $6,726 $5,675 $6,579
Continuing Education Median $1,350 $1,200 $1,050 $1,000 $2,000 $1,200 $2,000 $1,500 $1,000
Average $1,879 $1,630 $1,999 $1,606 $2,135 $1,645 $2,670 $1,632 $1,649
Total Benefits Median $17,000 $15,191 $12,000 $12,165 $11,700 $13,301 $10,071 $11,578 $11,850
Average $17,660 $15,351 $14,255 $14,740 $15,221 $14,851 $12,640 $11,511 $13,395
TOTAL COMPENSATION Median $78,000 $81,000 $79,000 $76,031 $71,424 $78,611 $85,225 $69,700 $84,829
PLUS BENEFITS Average $87,484 $81,407 $84,183 $79,247 $82,837 $81,412 $85,332 $71,922 $89,428
Number of Respondents 39 105 259 220 60 120 131 65 164
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
S E N I o R P A S T o R S — T A B L E 4 - 4
Table 4-4: Annual Compensation of Full-Time Senior Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 4-5: Annual Compensation of Full-Time Senior Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 323 352 375 496
Average church income $444,508 $542,244 $673,258 $1,017,081
Average # of years employed 11 10 10 12
Average # of paid vacation days 20 21 23 24
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 54% 55% 65% 67%
% Ordained 100% 100% 99% 99%
% Supervise one or more people 99% 95% 97% 97%
Average % salary increase (for those who had an increase) this year
8.1% 4.5% 3.9% 3.7%
Base Salary Median $39,000 $40,200 $43,000 $47,436
Average $40,853 $42,338 $45,585 $54,108
Housing Median $22,330 $24,000 $24,000 $30,000
Average $23,163 $24,181 $26,448 $31,093
Parsonage Median $18,000 $10,000 $12,000 $15,000
Average $20,028 $13,470 $13,944 $14,653
Total Compensation Median $54,000 $62,000 $65,000 $77,000
Average $59,667 $63,758 $69,444 $81,955
Health Insurance Median $7,200 $9,078 $10,800 $11,074
Average $7,297 $9,547 $11,371 $11,272
Life Insurance Median $555 $600 $444 $600
Average $779 $1,389 $649 $1,408
Disability Insurance Median $378 $523 $606 $645
Average $664 $712 $1,076 $855
Retirement Median $3,250 $2,894 $5,500 $7,452
Average $4,412 $4,329 $6,372 $8,895
Continuing Education Median $1,000 $1,022 $1,200 $1,200
Average $1,726 $1,949 $1,759 $1,880
Total Benefits Median $7,500 $10,000 $12,250 $15,063
Average $8,824 $11,340 $14,506 $17,541
TOTAL COMPENSATION Median $60,690 $71,650 $78,631 $93,000
PLUS BENEFITS Average $66,477 $73,305 $82,250 $97,554
Number of Respondents 92 234 563 271
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-5: Annual Compensation of Full-Time Senior Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
39
S E N I o R P A S T o R S — T A B L E 4 - 6
Table 4-6: Annual Compensation of Full-Time Senior Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 330 351 496 483
Average church income $688,259 $621,249 $784,998 $790,770
Average # of years employed 3 8 13 23
Average # of paid vacation days 21 22 23 25
% College graduate or higher 93% 91% 93% 91%
% Who receive auto reimbursement/allowance 61% 58% 66% 66%
% Ordained 99% 100% 100% 99%
% Supervise one or more people 97% 96% 97% 97%
Average % salary increase (for those who had an increase) this year
4.6% 4.4% 4.2% 3.6%
Base Salary Median $42,453 $41,000 $44,925 $45,500
Average $45,647 $44,789 $50,018 $47,807
Housing Median $24,000 $25,000 $24,000 $25,000
Average $25,095 $26,157 $27,629 $29,749
Parsonage Median $12,000 $12,000 $11,700 $12,000
Average $13,381 $13,799 $11,848 $21,930
Total Compensation Median $64,000 $67,650 $67,500 $70,425
Average $67,441 $68,102 $74,835 $75,300
Health Insurance Median $10,572 $10,000 $10,000 $9,809
Average $11,158 $10,280 $10,237 $10,550
Life Insurance Median $361 $500 $500 $831
Average $760 $881 $1,158 $1,328
Disability Insurance Median $558 $589 $500 $700
Average $1,022 $729 $1,081 $1,003
Retirement Median $5,500 $5,400 $5,000 $5,460
Average $6,774 $6,228 $6,094 $6,875
Continuing Education Median $1,200 $1,400 $1,000 $1,200
Average $2,065 $1,614 $1,510 $1,683
Total Benefits Median $12,075 $12,000 $11,782 $13,161
Average $14,838 $13,595 $13,068 $14,670
TOTAL COMPENSATION Median $76,279 $79,000 $78,920 $84,243
PLUS BENEFITS Average $79,918 $80,077 $86,386 $88,334
Number of Respondents 465 235 181 278
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-6: Annual Compensation of Full-Time Senior Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 4-7: Annual Compensation of Full-Time Senior Pastors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 304 423 523 408 352 362
Average church income $531,604 $792,378 $796,583 $812,242 $910,069 $874,377
Average # of years employed 10 10 13 13 6 9
Average # of paid vacation days 20 22 22 28 26 25
% College graduate or higher 84% 97% 87% 100% 96% 100%
% Who receive auto reimbursement/allowance 65% 67% 49% 62% 74% 94%
% Ordained 100% 100% 99% 100% 100% 100%
% Supervise one or more people 97% 97% 97% 100% 100% 96%
Average % salary increase (for those who had an increase this year
5.8% 3.3% 5.6% 2.7% 4.7% 2.5%
Base Salary Median $35,000 $40,174 $45,250 $45,746 $55,000 $47,553
Average $39,864 $44,635 $49,906 $48,421 $57,294 $52,367
Housing Median $25,076 $24,000 $27,680 $32,500 $17,500 $34,035
Average $25,093 $26,627 $30,252 $31,768 $17,168 $33,098
Parsonage Median $11,700 $9,800 $15,516 - $12,500 -
Average $9,167 $16,361 $19,300 - $13,073 -
Total Compensation Median $61,000 $63,000 $70,864 $74,600 $70,000 $79,384
Average $62,981 $69,079 $76,870 $74,968 $72,338 $83,753
Health Insurance Median $9,250 $10,900 $10,000 $12,000 $11,714 $16,012
Average $9,569 $11,186 $9,881 $12,866 $11,592 $15,366
Life Insurance Median $490 $500 $654 - $238 $330
Average $574 $1,070 $1,242 - $360 $921
Disability Insurance Median $600 $600 $508 - $1,000 $749
Average $935 $811 $803 - $3,077 $797
Retirement Median $2,600 $4,853 $4,443 $6,743 $8,000 $9,584
Average $4,179 $5,576 $5,994 $6,933 $9,784 $11,257
Continuing Education Median $1,000 $1,250 $1,500 $1,000 $1,000 $1,500
Average $2,075 $1,795 $1,942 $1,381 $1,743 $1,904
Total Benefits Median $10,000 $12,750 $12,159 $11,800 $18,600 $20,606
Average $10,576 $14,365 $13,301 $13,702 $19,378 $21,087
TOTAL COMPENSATION Median $70,121 $74,280 $83,680 $84,975 $88,093 $99,578
PLUS BENEFITS Average $72,103 $81,575 $87,605 $86,802 $91,238 $103,910
Number of Respondents 80 292 254 22 81 68
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-7: Annual Compensation of Full-Time Senior Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
41
S E N I o R P A S T o R S — T A B L E 4 - 8
Table 4-8: Annual Compensation of Full-Time Senior Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 401 232
Average church income $710,389 $487,019
Average # of years employed 10 9
Average # of paid vacation days 22 25
% College graduate or higher 92% 94%
% Who receive auto reimbursement/allowance 63% 56%
% Ordained 100% 100%
% Supervise one or more people 97% 100%
Average % salary increase (for those who had an increase) this year
4.3% 3.1%
Base Salary Median $43,567 $39,594
Average $46,877 $41,572
Housing Median $25,000 $17,000
Average $27,025 $22,921
Parsonage Median $12,000 -
Average $14,167 -
Total Compensation Median $67,044 $50,500
Average $71,083 $57,517
Health Insurance Median $10,000 $7,685
Average $10,729 $9,111
Life Insurance Median $500 -
Average $990 -
Disability Insurance Median $600 -
Average $969 -
Retirement Median $5,373 $7,905
Average $6,568 $7,276
Continuing Education Median $1,200 $2,000
Average $1,792 $2,345
Total Benefits Median $12,100 $11,000
Average $14,298 $12,652
TOTAL COMPENSATION Median $79,500 $63,246
PLUS BENEFITS Average $83,497 $68,412
Number of Respondents 1123 36
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data * For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 4-8: Annual Compensation of Full-Time Senior Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
42
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 4-1 page 34 $ $ $ $
Worship Attendance Table 4-2 page 35 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 4-3 page 36 n/a $ n/a $
Region Table 4-4 page 37 n/a $ n/a $
Person’s Education Table 4-5 page 38 n/a $ n/a $
Years Employed Table 4-6 page 39 n/a $ n/a $
Denominationif applicable
Table 4-7 page 40 n/a $ n/a $
Senior Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE SENIoR PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 4-1 (page 34) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 4-2 (page 35) on your2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
43
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 4-3 (page 36) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 4-4 (page 37) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 4-5 (page 38) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Senior Pastor. on the heading (top row), look for your senior pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 4-6 (page 39) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Senior Pastor. on the heading (top row), locate the number of years your senior pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 4-7 (page 40) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
S E N I o R P A S T o R W o R k S H E E T
5sOLO
pAsTORs
45
S o L o P A S T o R S
Employment Profile Solo Pastors are a unique group of church staff members. Solo Pastors are set apart from the previous group of Senior Pastors in that they are the only ministerial staff serving their congregation. The church may employ non-pastoral staff, such as Church Secretary or Custodian.
Nearly all Solo Pastors are ordained; about nine in ten are male. on average, full-time Solo Pastors have been in their current positions for eight years, while part-time Solo Pastors have been in their positions for six years. Most of those working full-time are church employees, rather than self-employed. About seven in ten of them have graduate degrees.
The following chart provides a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 719 140
Ordained 98% 95%
Average years employed 8 6
Male 92% 86%
Female 8% 14%
Self-employed (receives 1099) 20% 35%
Church employee (receives W-2) 80% 65%
High school diploma 5% 6%
Associate Degree 5% 14%
Bachelor’s Degree 21% 19%
Master’s Degree 56% 53%
Doctoral Degree 13% 8%
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Solo Pastors and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the Solo Pastor’s compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
The average compensation for a full-time Solo Pastor is 31% lower than that of a full-time Senior Pastor who has additional pastoral staff. The compensation difference is most likely related to the fact that Solo Pastors serve in smaller churches.
Two-thirds of full-time Solo Pastors receive housing benefits. More than half receive health insurance, and nearly six in ten receive retirement benefits.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 97% 81%
Housing 67% 59%
Parsonage 29% 14%
Health Insurance* 53% 12%
Life Insurance* 15% 6%
Disability Insurance* 13% 1%
Retirement 57% 29%
Continuing Education 39% 25%
Received Salary Increase 30% 19%
Received Paid Vacation 95% 76%
Received Auto Reimbursement/Allowance 66% 36%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
47
S o L o P A S T o R S
KEY PoINTS
Q Nearly all full-time Solo Pastors serve in churches with an income of $500,000 or less and a worship attendance of 300 or less.
Q In general, as church income, worship attendance, and the minister’s education level increase, compensation and benefits for full-time Solo Pastors also increase.
Q Years of service have little impact on the compensation and benefits package of the full-time Solo Pastor beyond ten years of employment.
Q Generally, full-time Solo Pastors serving churches in a metropolitan city or a suburban setting have the highest compensation and benefits packages compared to those who serve in a small town or farming areas. Church income in these settings is also higher, which greatly impacts overall compensation.
Q Some regional differences emerge across average compensation and benefits packages for full-time Solo Pastors. The lowest packages are found in the East-South Central region, while the highest are found in the Pacific.
2000
2001
2002
2003
2004
2005
2006 $59,852
2007 $56,797
2008 $60,162
2009 $56,189
2011 $57,181**
* National averages for Senior Pastors from 1998-2005 include data for both Senior and Solo Pastors. Beginning in 2006, we are able to provide detailed data for each position. Refer to Chapter 5 for Solo Pastors’ data.
** The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Solo Pastors*
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
48
Table 5-1: Annual Compensation of Full-Time Solo Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 88 163 280 309 1,985
Average church income $123,905 $319,888 $577,454 $860,657 $1,383,771
Average # of years employed 8 8 9 9 6
Average # of paid vacation days 20 23 22 24 21
% College graduate or higher 89% 100% 100% 100% 89%
% Who receive auto reimbursement/allowance 64% 74% 75% 67% 67%
% Ordained 98% 99% 100% 100% 100%
% Supervise one or more people 66% 96% 100% 100% 100%
Average % salary increase (for those who had an increase) this year
4.8% 4.0% 5.5% - 6.8%
Base Salary Highest 25% $39,595 $51,028 $49,604 $57,648 $71,882
Median $30,000 $42,000 $40,776 $51,200 $36,730
Lowest 25% $22,230 $36,000 $33,705 $41,000 $35,000
Average $31,303 $44,405 $43,870 $49,459 $53,305
Housing Highest 25% $24,000 $30,000 $35,365 - -
Median $16,850 $21,194 $29,155 - -
Lowest 25% $9,000 $15,000 $23,076 - -
Average $17,385 $22,897 $29,847 - -
Parsonage Highest 25% $12,000 $20,000 - - -
Median $9,100 $14,235 - - -
Lowest 25% $6,000 $6,000 - - -
Average $10,368 $13,976 - - -
Total Compensation Highest 25% $54,213 $74,000 $75,076 $80,000 $113,042
Median $44,575 $60,912 $71,552 $75,000 $75,900
Lowest 25% $33,482 $55,000 $62,590 $70,000 $74,230
Average $44,979 $64,952 $68,876 $74,353 $79,267
Health Insurance Highest 25% $12,000 $14,773 - - -
Median $8,500 $11,000 - - -
Lowest 25% $5,000 $5,000 - - -
Average $9,032 $10,123 - - -
Life Insurance Highest 25% $1,000 $1,213 - - -
Median $598 $689 - - -
Lowest 25% $290 $251 - - -
Average $844 $895 - - -
Disability Insurance Highest 25% $1,000 $2,460 - - -
Median $600 $600 - - -
Lowest 25% $370 $250 - - -
Average $1,002 $1,222 - - -
Retirement Highest 25% $6,720 $9,755 $8,086 - -
Median $4,000 $7,284 $7,188 - -
Lowest 25% $2,000 $4,100 $3,644 - -
Average $4,996 $7,743 $6,630 - -
Continuing Education Highest 25% $1,200 $2,100 $3,500 - -
Median $750 $1,200 $2,400 - -
Lowest 25% $500 $750 $1,800 - -
Average $1,068 $1,576 $2,556 - -
Total Benefits Highest 25% $15,600 $21,950 $24,245 $23,500 $31,240
Median $8,200 $14,500 $13,139 $12,777 $20,541
Lowest 25% $4,068 $10,200 $9,801 $9,500 $13,871
Average $10,471 $15,748 $16,554 $16,737 $28,300
TOTAL COMPENSATION Highest 25% $66,131 $91,250 $93,154 $92,425 $129,650
PLUS BENEFITS Median $51,000 $77,600 $85,869 $84,200 $87,322
Lowest 25% $38,400 $65,400 $80,742 $82,400 $85,000
Average $52,850 $80,257 $82,671 $91,091 $104,422
Number of Respondents 608 71 12 9 9
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-1: Annual Compensation of Full-Time Solo Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
49
S o L o P A S T o R S — T A B L E 5 - 2
Table 5-2: Annual Compensation of Full-Time Solo Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 64 158 395 - - -
Average church income $113,911 $239,173 $666,956 - - -
Average # of years employed 7 8 10 - - -
Average # of paid vacation days 20 22 24 - - -
% College graduate or higher 88% 94% 100% - - -
% Who receive auto reimbursement/allowance 63% 70% 70% - - -
% Ordained 97% 99% 100% - - -
% Supervise one or more people 60% 90% 100% - - -
Average % salary increase (for those who had an increase) this year
4.8% 4.4% 5.1% - - -
Base Salary Median $28,900 $39,500 $51,200 - - -
Average $29,649 $39,349 $53,440 - - -
Housing Median $16,000 $20,000 $25,451 - - -
Average $16,817 $21,134 $25,932 - - -
Parsonage Median $9,000 $10,000 - - - -
Average $10,630 $10,611 - - - -
Total Compensation Median $41,000 $54,000 $74,675 - - -
Average $42,968 $56,236 $77,669 - - -
Health Insurance Median $7,353 $11,000 $11,000 - - -
Average $8,292 $10,784 $12,497 - - -
Life Insurance Median $595 $560 - - - -
Average $793 $914 - - - -
Disability Insurance Median $598 $700 - - - -
Average $752 $1,326 - - - -
Retirement Median $4,000 $6,000 - - - -
Average $5,036 $6,337 - - - -
Continuing Education Median $750 $1,000 - - - -
Average $1,042 $1,400 - - - -
Total Benefits Median $7,650 $13,720 $10,000 - - -
Average $9,713 $14,221 $13,910 - - -
TOTAL COMPENSATION Median $48,900 $67,700 $92,084 - - -
PLUS BENEFITS Average $50,160 $68,265 $91,579 - - -
Number of Respondents 470 227 11 5 1 4
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-2: Annual Compensation of Full-Time Solo Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
50
Table 5-3: Annual Compensation of Full-Time Solo Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 212 142 104 85
Average church income $223,450 $224,694 $158,321 $111,882
Average # of years employed 8 8 7 7
Average # of paid vacation days 21 21 21 19
% College graduate or higher 83% 93% 91% 92%
% Who receive auto reimbursement/allowance 61% 69% 66% 63%
% Ordained 96% 98% 100% 91%
% Supervise one or more people 88% 76% 68% 53%
Average % salary increase (for those who had an increase) this year
7.7% 3.7% 4.9% 3.2%
Base Salary Median $30,000 $35,000 $30,194 $31,000
Average $33,202 $36,793 $32,483 $31,498
Housing Median $20,000 $24,000 $15,600 $11,000
Average $22,345 $23,608 $16,532 $11,530
Parsonage Median $12,900 $11,130 $9,600 $6,000
Average $17,876 $12,269 $10,500 $6,849
Total Compensation Median $50,000 $55,000 $45,000 $39,325
Average $50,445 $56,999 $45,541 $40,891
Health Insurance Median $9,098 $8,762 $9,400 $7,100
Average $9,353 $9,431 $9,536 $8,410
Life Insurance Median $476 $500 $649 $1,000
Average $566 $788 $921 $984
Disability Insurance Median $700 $700 $614 $348
Average $946 $979 $1,220 $550
Retirement Median $4,900 $4,500 $4,800 $2,600
Average $6,694 $5,772 $5,675 $3,873
Continuing Education Median $1,000 $1,000 $800 $750
Average $1,951 $1,257 $1,196 $1,233
Total Benefits Median $11,300 $12,350 $9,275 $6,400
Average $13,146 $11,817 $11,667 $8,500
TOTAL COMPENSATION Median $58,300 $66,483 $52,725 $46,050
PLUS BENEFITS Average $60,491 $66,962 $54,526 $46,861
Number of Respondents 106 153 374 84
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-3: Annual Compensation of Full-Time Solo Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
51
Table 5-4: Annual Compensation of Full-Time Solo Pastors by Region
REGION
Data Distribution*
New England
Middle Atlantic South Atlantic E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance 81 85 211 122 101 133 103 99 93
Average church income $136,595 $152,580 $227,666 $171,615 $152,295 $207,560 $170,122 $133,727 $149,984
Average # of years employed 6 8 8 9 7 7 6 6 7
Average # of paid vacation days 21 22 20 22 19 22 17 19 21
% College graduate or higher 86% 90% 95% 91% 87% 93% 78% 95% 90%
% Who receive auto reimbursement/allowance 53% 71% 67% 71% 64% 71% 48% 69% 63%
% Ordained 95% 100% 98% 96% 100% 99% 97% 100% 97%
% Supervise one or more people 71% 67% 74% 76% 66% 64% 73% 64% 73%
Average % salary increase (for those who had an increase) this year
3.0% 5.0% 5.4% 4.2% 3.2% 3.6% 5.4% 6.0% 5.6%
Base Salary Median $33,200 $30,412 $35,000 $30,600 $33,000 $31,063 $32,500 $30,000 $30,500
Average $34,225 $31,749 $35,162 $32,188 $32,075 $33,717 $34,927 $31,886 $34,062
Housing Median $20,000 $13,190 $17,250 $16,450 $16,850 $19,000 $17,000 $17,700 $26,100
Average $20,036 $16,839 $19,047 $17,565 $16,139 $19,653 $16,278 $17,455 $25,170
Parsonage Median $13,000 $11,000 $9,882 $9,600 $10,000 $6,750 $6,900 $9,897 $8,900
Average $16,110 $15,008 $9,419 $11,412 $10,343 $8,842 $8,781 $9,050 $7,533
Total Compensation Median $48,400 $45,000 $51,500 $46,698 $45,900 $46,750 $44,800 $43,000 $52,530
Average $49,427 $45,430 $51,828 $46,939 $45,158 $47,694 $46,336 $46,584 $52,412
Health Insurance Median $15,000 $8,500 $7,000 $10,000 $8,200 $10,750 $7,200 $10,740 $9,050
Average $12,684 $9,083 $7,639 $10,487 $6,818 $10,098 $7,870 $10,935 $9,426
Life Insurance Median - $600 $490 $500 - $480 - - $583
Average - $900 $646 $690 - $969 - - $812
Disability Insurance Median - $758 $600 $627 - $600 $1,000 - -
Average - $837 $790 $1,200 - $1,291 $1,195 - -
Retirement Median $5,180 $4,800 $5,500 $4,957 $4,600 $4,250 $3,767 $4,000 $4,800
Average $6,028 $6,275 $6,561 $5,682 $4,787 $4,612 $4,529 $6,095 $5,826
Continuing Education Median $600 $1,000 $1,000 $800 $500 $800 $1,200 $1,000 $1,000
Average $1,100 $999 $1,482 $1,108 $1,041 $1,432 $1,876 $1,289 $1,636
Total Benefits Median $15,746 $10,500 $8,300 $10,450 $5,910 $11,000 $9,000 $10,900 $10,800
Average $14,710 $11,506 $11,304 $12,251 $7,817 $11,893 $9,645 $12,019 $12,247
TOTAL COMPENSATION Median $56,600 $52,500 $59,495 $56,050 $47,700 $53,500 $51,650 $49,000 $60,850
PLUS BENEFITS Average $58,663 $54,844 $60,836 $56,672 $50,770 $58,085 $52,890 $54,904 $62,326
Number of Respondents 43 88 128 146 39 95 78 39 63
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
S o L o P A S T o R S — T A B L E 5 - 4
Table 5-4: Annual Compensation of Full-Time Solo Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
52
Table 5-5: Annual Compensation of Full-Time Solo Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 93 177 106 151
Average church income $117,114 $164,382 $179,824 $228,500
Average # of years employed 10 7 7 9
Average # of paid vacation days 16 17 22 22
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 41% 53% 75% 66%
% Ordained 99% 95% 98% 100%
% Supervise one or more people 74% 61% 72% 79%
Average % salary increase (for those who had an increase) this year
7.2% 5.7% 4.7% 3.1%
Base Salary Median $28,132 $28,719 $34,959 $33,000
Average $28,410 $31,048 $34,595 $35,515
Housing Median $15,600 $15,600 $19,000 $23,530
Average $15,610 $16,467 $19,166 $22,618
Parsonage Median $6,000 $7,000 $9,930 $10,200
Average $8,758 $8,839 $11,392 $10,195
Total Compensation Median $38,400 $41,000 $49,000 $51,282
Average $36,886 $43,382 $50,646 $53,952
Health Insurance Median $7,100 $6,221 $10,000 $9,750
Average $8,342 $7,674 $10,008 $9,592
Life Insurance Median - $500 $595 $600
Average - $947 $701 $1,216
Disability Insurance Median - $425 $639 $600
Average - $698 $962 $1,434
Retirement Median $1,200 $2,400 $5,000 $5,700
Average $1,928 $3,274 $6,127 $7,106
Continuing Education Median $625 $1,350 $800 $1,000
Average $775 $2,205 $1,176 $1,349
Total Benefits Median $5,172 $6,700 $11,088 $13,092
Average $6,377 $8,641 $12,603 $13,201
TOTAL COMPENSATION Median $40,800 $47,325 $59,495 $63,825
PLUS BENEFITS Average $40,210 $49,010 $61,337 $65,431
Number of Respondents 71 152 402 92
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-5: Annual Compensation of Full-Time Solo Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
53
S o L o P A S T o R S — T A B L E 5 - 6
Table 5-6: Annual Compensation of Full-Time Solo Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 98 180 132 128
Average church income $166,412 $178,124 $201,456 $192,038
Average # of years employed 3 8 13 22
Average # of paid vacation days 20 20 23 23
% College graduate or higher 92% 92% 87% 84%
% Who receive auto reimbursement/allowance 65% 62% 75% 69%
% Ordained 98% 98% 97% 97%
% Supervise one or more people 70% 71% 73% 75%
Average % salary increase (for those who had an increase) this year
5.1% 4.5% 4.0% 4.0%
Base Salary Median $32,000 $33,000 $29,625 $33,000
Average $33,283 $33,538 $32,038 $34,513
Housing Median $17,500 $18,000 $19,000 $17,350
Average $18,347 $18,701 $20,070 $18,705
Parsonage Median $8,450 $9,963 $7,600 $9,600
Average $10,481 $10,606 $11,357 $10,309
Total Compensation Median $45,050 $47,000 $49,500 $50,000
Average $46,775 $48,068 $50,194 $51,266
Health Insurance Median $8,400 $10,000 $9,450 $9,198
Average $8,969 $10,220 $9,460 $9,577
Life Insurance Median $948 $500 $600 $436
Average $992 $629 $655 $789
Disability Insurance Median $700 $640 $500 $510
Average $1,304 $857 $612 $919
Retirement Median $4,300 $4,050 $5,700 $4,800
Average $5,341 $5,362 $7,428 $6,017
Continuing Education Median $1,000 $1,000 $1,000 $900
Average $1,331 $1,387 $1,240 $1,152
Total Benefits Median $8,960 $9,100 $10,425 $12,070
Average $10,948 $12,062 $13,725 $11,448
TOTAL COMPENSATION Median $52,175 $53,925 $62,187 $61,034
PLUS BENEFITS Average $54,897 $57,535 $61,958 $60,944
Number of Respondents 372 172 70 97
CHARACTERISTIC
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-6: Annual Compensation of Full-Time Solo Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
54
Table 5-7: Annual Compensation of Full-Time Solo Pastors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 83 120 209 123 103 113
Average church income $144,041 $179,956 $174,545 $200,552 $184,682 $249,734
Average # of years employed 7 8 8 10 5 10
Average # of paid vacation days 16 19 18 24 25 26
% College graduate or higher 72% 92% 83% 98% 96% 98%
% Who receive auto reimbursement/allowance 55% 63% 46% 87% 76% 86%
% Ordained 100% 99% 98% 100% 99% 98%
% Supervise one or more people 69% 73% 67% 85% 74% 90%
Average % salary increase (for those who had an increase) this year
6.1% 4.0% 6.5% 3.2% 3.8% 4.4%
Base Salary Median $28,202 $28,600 $32,100 $38,600 $39,600 $30,823
Average $30,075 $30,211 $34,322 $39,252 $39,113 $34,207
Housing Median $15,300 $16,000 $18,500 $21,500 $7,100 $24,000
Average $15,933 $18,613 $19,631 $21,091 $9,384 $23,657
Parsonage Median $6,750 $8,000 $10,050 $11,580 $9,897 $13,400
Average $6,865 $9,801 $10,662 $11,862 $11,300 $14,245
Total Compensation Median $40,800 $42,000 $47,375 $54,855 $47,990 $52,000
Average $42,393 $45,789 $49,444 $55,875 $48,625 $56,243
Health Insurance Median $6,644 $8,500 $7,000 $11,000 $10,900 $10,200
Average $9,751 $9,118 $8,139 $10,158 $10,134 $10,887
Life Insurance Median - $1,000 $440 $500 $1,000 $270
Average - $1,178 $586 $974 $781 $373
Disability Insurance Median - $500 - $1,000 - $594
Average - $614 - $1,657 - $805
Retirement Median $1,800 $3,600 $2,400 $5,850 $5,000 $6,708
Average $2,314 $4,842 $3,436 $6,471 $5,674 $8,434
Continuing Education Median - $1,000 $1,000 $550 $600 $1,200
Average - $1,506 $2,051 $835 $1,044 $1,726
Total Benefits Median $7,119 $8,500 $7,000 $11,300 $13,520 $14,579
Average $10,822 $10,660 $8,367 $14,499 $13,573 $14,773
TOTAL COMPENSATION Median $44,800 $50,300 $51,988 $66,927 $61,700 $66,584
PLUS BENEFITS Average $48,364 $54,009 $54,995 $68,495 $62,007 $70,426
Number of Respondents 29 166 104 54 71 50
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-7: Annual Compensation of Full-Time Solo Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
55
S o L o P A S T o R S — T A B L E 5 - 8
Table 5-8: Annual Compensation of Full-Time Solo Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 128 93
Average church income $176,809 $179,362
Average # of years employed 8 6
Average # of paid vacation days 20 23
% College graduate or higher 90% 89%
% Who receive auto reimbursement/allowance 65% 75%
% Ordained 98% 98%
% Supervise one or more people 70% 83%
Average % salary increase (for those who had an increase) this year
4.6% 6.5%
Base Salary Median $32,000 $32,000
Average $33,546 $32,301
Housing Median $18,000 $14,900
Average $19,041 $14,925
Parsonage Median $9,400 $8,500
Average $10,772 $8,671
Total Compensation Median $47,840 $44,650
Average $48,683 $42,593
Health Insurance Median $9,000 $8,650
Average $9,428 $8,750
Life Insurance Median $571 $500
Average $847 $667
Disability Insurance Median $600 $1,000
Average $1,060 $778
Retirement Median $4,500 $6,000
Average $5,670 $5,825
Continuing Education Median $1,000 $600
Average $1,302 $1,360
Total Benefits Median $9,220 $12,300
Average $11,489 $12,160
TOTAL COMPENSATION Median $54,500 $56,525
PLUS BENEFITS Average $57,452 $54,102
Number of Respondents 659 56
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-8: Annual Compensation of Full-Time Solo Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
56
Table 5-9: Annual Compensation of Part-Time Solo Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 53 - - - -
Average church income $68,968 - - - -
Average # of years employed 6 - - - -
Average # of paid vacation days 16 - - - -
% College graduate or higher 80% - - - -
% Who receive auto reimbursement/allowance 38% - - - -
% Ordained 95% - - - -
% Supervise one or more people 48% - - - -
Average % salary increase (for those who had an increase) this year
5.6% - - - -
Base Rate Average $15 - - - -
Base Salary Median $15,000 - - - -
Average $16,206 - - - -
Housing Median $12,000 - - - -
Average $12,830 - - - -
Parsonage Median $8,100 - - - -
Average $7,547 - - - -
Total Compensation Median $20,000 - - - -
Average $21,961 - - - -
Health Insurance Median $5,046 - - - -
Average $5,045 - - - -
Life Insurance Median $490 - - - -
Average $533 - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median $2,164 - - - -
Average $2,776 - - - -
Continuing Education Median $600 - - - -
Average $876 - - - -
Total Benefits Median $2,300 - - - -
Average $3,510 - - - -
TOTAL COMPENSATION Median $21,650 - - - -
PLUS BENEFITS Average $23,493 - - - -
Number of Respondents 130 1 0 0 0
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-9: Annual Compensation of Part-Time Solo Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
57
S o L o P A S T o R S — T A B L E 5 - 1 0
Table 5-10: Annual Compensation of Part-Time Solo Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 45 149 - - - -
Average church income $63,493 $154,420 - - - -
Average # of years employed 6 5 - - - -
Average # of paid vacation days 16 14 - - - -
% College graduate or higher 78% 90% - - - -
% Who receive auto reimbursement/allowance 38% - - - - -
% Ordained 95% 90% - - - -
% Supervise one or more people 45% 60% - - - -
Average % salary increase (for those who had an increase) this year
5.3% - - - - -
Base Rate Average $15 $23 - - - -
Base Salary Median $14,379 $19,500 - - - -
Average $15,524 $19,633 - - - -
Housing Median $12,000 - - - - -
Average $12,505 - - - - -
Parsonage Median $8,100 - - - - -
Average $7,547 - - - - -
Total Compensation Median $19,000 $26,000 - - - -
Average $21,189 $25,310 - - - -
Health Insurance Median $6,000 - - - - -
Average $5,372 - - - - -
Life Insurance Median $413 - - - - -
Average $537 - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median $2,164 - - - - -
Average $2,839 - - - - -
Continuing Education Median $500 - - - - -
Average $881 - - - - -
Total Benefits Median $2,150 - - - - -
Average $3,497 - - - - -
TOTAL COMPENSATION Median $19,770 $28,000 - - - -
PLUS BENEFITS Average $22,693 $27,220 - - - -
Number of Respondents 130 10 0 0 0 0
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-10: Annual Compensation of Part-Time Solo Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 5-11: Annual Compensation of Part-Time Solo Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 64 52 50 53
Average church income $89,353 $78,482 $67,495 $60,900
Average # of years employed 8 6 5 7
Average # of paid vacation days 14 20 15 15
% College graduate or higher 76% 85% 80% 75%
% Who receive auto reimbursement/allowance 29% 31% 42% 32%
% Ordained 100% 100% 97% 82%
% Supervise one or more people 81% 46% 50% 18%
Average % salary increase (for those who had an increase) this year
8.5% 7.4% 5.1% 4.5%
Base Rate Average $16 $16 $15 $15
Base Salary Median $11,000 $17,200 $15,000 $15,000
Average $13,551 $16,981 $15,984 $15,709
Housing Median $15,000 $12,000 $12,000 $7,800
Average $17,555 $12,539 $12,648 $9,029
Parsonage Median - - $6,000 -
Average - - $6,711 -
Total Compensation Median $17,300 $20,800 $19,750 $19,100
Average $20,692 $22,453 $22,098 $19,578
Health Insurance Median - - $6,000 -
Average - - $5,429 -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - $3,339 $2,400 -
Average - $3,325 $2,989 -
Continuing Education Median - $1,000 $1,000 $500
Average - $838 $965 $834
Total Benefits Median - $2,800 $3,600 $1,200
Average - $4,178 $3,990 $2,639
TOTAL COMPENSATION Median $18,200 $23,500 $21,200 $19,920
PLUS BENEFITS Average $21,365 $24,703 $23,686 $20,803
Number of Respondents 17 26 69 28
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-11: Annual Compensation of Part-Time Solo Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
59
Table 5-12: Annual Compensation of Part-Time Solo Pastors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic
E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance 40 75 52 42 69 48 54 - -
Average church income $68,100 $109,583 $76,288 $61,193 $71,335 $60,870 $66,423 - -
Average # of years employed 8 5 5 5 5 6 6 - -
Average # of paid vacation days 22 19 16 17 10 17 10 - -
% College graduate or higher 90% 100% 83% 77% 79% 72% 63% - -
% Who receive auto reimbursement/allowance 40% 46% 39% 45% 32% 42% 6% - -
% Ordained 100% 100% 96% 100% 89% 84% 100% - -
% Supervise one or more people 50% 62% 35% 41% 53% 54% 32% - -
Average % salary increase (for those who had an increase) this year
- 3.5% 4.0% 5.8% 3.0% 5.6% - - -
Base Rate Average - $16 $14 $15 $18 $12 $18 - -
Base Salary Median - $18,000 $16,630 $12,750 $15,600 $12,250 $17,800 - -
Average - $17,844 $16,129 $13,791 $16,887 $13,832 $18,799 - -
Housing Median $11,000 $15,950 $10,500 $12,000 $14,000 $12,000 $11,500 - -
Average $11,671 $19,065 $11,058 $11,027 $13,556 $11,567 $12,570 - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $19,537 $23,200 $22,065 $20,500 $18,200 $18,200 $15,600 - -
Average $21,131 $27,086 $21,887 $21,115 $21,079 $19,507 $20,731 - -
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - $2,450 $2,100 - - - - -
Average - - $2,825 $2,893 - - - - -
Continuing Education Median - - $700 - - - - - -
Average - - $947 - - - - - -
Total Benefits Median - $3,300 $2,200 $3,814 - - $1,230 - -
Average - $4,701 $3,380 $4,947 - - $1,681 - -
TOTAL COMPENSATION Median $21,783 $33,200 $24,200 $22,850 $19,000 $19,350 $16,200 - -
PLUS BENEFITS Average $23,870 $30,340 $23,287 $23,363 $21,645 $20,766 $21,438 - -
Number of Respondents 10 13 23 22 19 25 19 4 5
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
S o L o P A S T o R S — T A B L E 5 - 1 2
Table 5-12: Annual Compensation of Part-Time Solo Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 5-13: Annual Compensation of Part-Time Solo Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 50 50 53 60
Average church income $54,672 $65,788 $73,639 $98,148
Average # of years employed 6 5 5 7
Average # of paid vacation days 15 14 17 16
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 17% 31% 44% 50%
% Ordained 97% 92% 94% 100%
% Supervise one or more people 50% 35% 51% 36%
Average % salary increase (for those who had an increase) this year
8.3% 7.4% 5.7% 2.3%
Base Rate Average $15 $14 $16 $14
Base Salary Median $12,600 $18,000 $15,000 $20,000
Average $15,704 $16,220 $15,243 $19,482
Housing Median $12,000 $8,800 $12,500 $17,250
Average $11,888 $10,250 $12,879 $16,868
Parsonage Median - - $6,600 -
Average - - $7,138 -
Total Compensation Median $18,000 $18,200 $20,000 $28,500
Average $19,928 $17,652 $22,256 $29,116
Health Insurance Median - - $5,200 -
Average - - $5,222 -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - $2,300 -
Average - - $3,193 -
Continuing Education Median - - $500 -
Average - - $719 -
Total Benefits Median $1,350 $2,000 $2,400 -
Average $2,427 $3,644 $3,777 -
TOTAL COMPENSATION Median $19,000 $18,100 $22,350 $33,700
PLUS BENEFITS Average $20,681 $18,234 $24,349 $31,519
Number of Respondents 29 26 74 11
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-13: Annual Compensation of Part-Time Solo Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
61
S o L o P A S T o R S — T A B L E 5 - 1 4
Table 5-14: Annual Compensation of Part-Time Solo Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 52 57 47 -
Average church income $67,049 $84,727 $56,849 -
Average # of years employed 2 8 14 -
Average # of paid vacation days 16 15 20 -
% College graduate or higher 80% 79% 67% -
% Who receive auto reimbursement/allowance 39% 37% 33% -
% Ordained 93% 100% 92% -
% Supervise one or more people 43% 61% 36% -
Average % salary increase (for those who had an increase) this year
7.0% 3.4% 5.0% -
Base Rate Average $16 $13 - -
Base Salary Median $15,000 $13,200 $21,300 -
Average $15,354 $15,361 $20,318 -
Housing Median $12,000 $15,000 - -
Average $11,830 $15,369 - -
Parsonage Median $7,050 - - -
Average $7,450 - - -
Total Compensation Median $18,720 $20,500 $20,000 -
Average $20,885 $22,999 $22,305 -
Health Insurance Median $5,600 - - -
Average $5,081 - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $2,300 $3,000 - -
Average $2,817 $3,294 - -
Continuing Education Median $1,000 $600 - -
Average $1,009 $688 - -
Total Benefits Median $2,350 $2,923 - -
Average $3,704 $3,717 - -
TOTAL COMPENSATION Median $19,470 $23,500 $21,650 -
PLUS BENEFITS Average $22,299 $25,123 $24,028 -
Number of Respondents 90 28 12 7
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-14: Annual Compensation of Part-Time Solo Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 5-15: Annual Compensation of Part-Time Solo Pastors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 57 55 - 45 52
Average church income - $77,404 $63,889 - $61,652 $70,571
Average # of years employed - 5 8 - 5 3
Average # of paid vacation days - 14 12 - 19 19
% College graduate or higher - 79% 63% - 83% 88%
% Who receive auto reimbursement/allowance - 28% 21% - 45% 63%
% Ordained - 100% 95% - 91% 100%
% Supervise one or more people - 55% 33% - 36% 63%
Average % salary increase (for those who had an increase) this year
- 6.8% - - 5.1% 3.3%
Base Rate Average - $15 $12 - $15 -
Base Salary Median - $15,000 $8,800 - $16,500 -
Average - $15,182 $11,904 - $16,881 -
Housing Median - $12,000 $15,000 - $7,300 -
Average - $12,405 $17,126 - $8,100 -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $19,750 $20,400 - $18,000 $23,850
Average - $20,488 $19,586 - $19,765 $22,268
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $1,900 - - $2,064 -
Average - $2,615 - - $2,533 -
Continuing Education Median - - - - $500 -
Average - - - - $1,121 -
Total Benefits Median - $2,323 - - $2,300 -
Average - $2,699 - - $3,532 -
TOTAL COMPENSATION Median - $20,273 $23,400 - $19,440 $24,188
PLUS BENEFITS Average - $21,388 $20,518 - $22,683 $25,319
Number of Respondents 4 42 19 4 23 8
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-15: Annual Compensation of Part-Time Solo Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
63
S o L o P A S T o R S — T A B L E 5 - 1 6
Table 5-16: Annual Compensation of Part-Time Solo Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 53 50
Average church income $68,359 $82,369
Average # of years employed 6 4
Average # of paid vacation days 15 20
% College graduate or higher 78% 85%
% Who receive auto reimbursement/allowance 33% 55%
% Ordained 94% 100%
% Supervise one or more people 46% 50%
Average % salary increase (for those who had an increase) this year
6.7% 4.6%
Base Rate Average $15 $15
Base Salary Median $13,731 $20,000
Average $15,059 $19,270
Housing Median $13,000 $8,560
Average $13,148 $10,303
Parsonage Median $8,400 -
Average $8,656 -
Total Compensation Median $18,860 $22,750
Average $20,985 $23,107
Health Insurance Median $6,000 -
Average $5,174 -
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median $2,000 $3,800
Average $2,466 $3,652
Continuing Education Median $600 $1,000
Average $769 $1,064
Total Benefits Median $1,900 $4,800
Average $3,123 $5,099
TOTAL COMPENSATION Median $19,200 $27,050
PLUS BENEFITS Average $22,016 $27,696
Number of Respondents 119 20
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 5-16: Annual Compensation of Part-Time Solo Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
64
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 5-1 page 48 $ $ $ $
Worship Attendance Table 5-2 page 49 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 5-3 page 50 n/a $ n/a $
Region Table 5-4 page 51 n/a $ n/a $
Person’s Education Table 5-5 page 52 n/a $ n/a $
Years Employed Table 5-6 page 53 n/a $ n/a $
Denominationif applicable
Table 5-7 page 54 n/a $ n/a $
Full-Time Solo Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME SoLo PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 5-1 (page 48) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 5-2 (page 49) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
65
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 5-3 (page 50) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 5-4 (page 51) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 5-5 (page 52) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Solo Pastor. on the heading (top row), look for your solo pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 5-6 (page 53) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Solo Pastor. on the heading (top row), locate the number of years your solo pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 5-7 (page 54) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E S o L o P A S T o R W o R k S H E E T
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
66
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 5-9 page 56 $ $ $ $
Worship Attendance Table 5-10 page 57 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 5-11 page 58 n/a $ n/a $
Region Table 5-12 page 59 n/a $ n/a $
Person’s Education Table 5-13 page 60 n/a $ n/a $
Years Employed Table 5-14 page 61 n/a $ n/a $
Denominationif applicable
Table 5-15 page 62 n/a $ n/a $
Part-Time Solo Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME SoLo PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 5-1 (page 56) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 5-2 (page 57) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
67
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 5-3 (page 58) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 5-4 (page 59) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 5-5 (page 60) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Solo Pastor. on the heading (top row), look for your solo pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 5-6 (page 61) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Solo Pastor. on the heading (top row), locate the number of years your solo pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 5-7 (page 62) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E S o L o P A S T o R W o R k S H E E T
6eXeCUTiVe OR
AdmiNisTRATiVepAsTORs
69
E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S
Employment Profile Executive or Administrative Pastors are those pastors who handle ministry staff supervision, management, and development. More than nine in ten Executive or Administrative Pastors who responded to our survey serve full-time. For this reason, we do not provide part-time data for this position.
More than eight in ten Executive or Administrative Pastors are ordained and male, and 94 percent are employed by the church. on average, they’ve been in their current positions for seven years. More than five in ten have graduate degrees.
The following provides a profile of the demographic data reported for this position:
Full-Time Part-Time
Number of respondents 307 25
Ordained 84% -
Average years employed 7 -
Male 87% -
Female 13% -
Self-employed (receives 1099) 6% -
Church employee (receives W-2) 94% -
High school diploma 4% -
Associate Degree 8% -
Bachelor’s Degree 33% -
Master’s Degree 46% -
Doctoral Degree 9% -
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for Executive or Administrative Pastors who serve full time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, Executive or Administrative Pastors’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Similar to full-time Senior Pastors, the full-time Executive or Administrative Pastor is one of the highest paid positions with comprehensive benefits packages in the local church. Nearly three-fourths of Executive or Administrative Pastors receive housing allowances. Few live in church-provided parsonages. Seven in ten also receive health insurance, and six in ten receive retirement benefits:
Compensation Plus Benefits Full-Time Part-Time
Base Salary 99% -
Housing 74% -
Parsonage 3% -
Health Insurance* 71% -
Life Insurance* 36% -
Disability Insurance* 32% -
Retirement 60% -
Continuing Education 26% -
Received Salary Increase 44% -
Received Paid Vacation 98% -
Received Auto Reimbursement/Allowance 43% -
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S
KEY PoINTS
Q The majority (55%) of full-time Executive or Administrative Pastors serve in churches with income over $1,000,000. Nearly one-third serve in churches with worship attendance over 1,000.
Q In general, as church income and worship attendance increase, compensation and benefits for full-time Executive or Administrative Pastors also increase.
Q Nearly half of full-time Executive or Administrative Pastors serve in churches set in a suburb of a large city. They generally receive higher compensation and benefits packages compared to those in other settings. Church income in this setting is also higher, which greatly impacts overall compensation.
2000
2001
2002
2003
2004
2005
2006
2007 $81,279
2008 $79,625
2009 $77,972
2011 $78,938**
* No historical data available before 2007.
** The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Executive or Administrative Pastors*
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Table 6-1: Annual Compensation of Full-Time Executive or Administrative Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 243 443 449 614 1,438
Average church income $175,496 $400,786 $663,583 $908,810 $2,691,828
Average # of years employed 8 6 6 5 7
Average # of paid vacation days 16 18 18 21 20
% College graduate or higher 65% 85% 76% 83% 96%
% Who receive auto reimbursement/allowance 47% 32% 59% 38% 43%
% Ordained 76% 85% 86% 80% 85%
% Supervise one or more people 94% 88% 91% 98% 99%
Average % salary increase (for those who had an increase) this year
2.5% 6.0% 5.7% 4.4% 4.6%
Base Salary Highest 25% $47,500 $48,000 $45,000 $56,000 $66,000
Median $28,500 $38,400 $36,500 $36,100 $50,000
Lowest 25% $17,412 $24,000 $30,584 $28,537 $39,000
Average $33,083 $36,699 $36,850 $43,323 $53,724
Housing Highest 25% $24,000 $28,200 $25,000 $37,000 $40,000
Median $21,000 $23,000 $21,000 $30,000 $30,000
Lowest 25% $16,360 $15,000 $15,000 $24,000 $23,000
Average $21,522 $22,194 $20,461 $30,041 $32,089
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $56,000 $57,394 $65,200 $74,000 $90,658
Median $40,000 $48,000 $55,000 $61,500 $75,000
Lowest 25% $25,000 $39,950 $47,287 $52,001 $62,000
Average $46,938 $50,231 $55,395 $63,106 $79,136
Health Insurance Highest 25% - $11,300 $12,998 $15,000 $13,000
Median - $5,900 $9,600 $12,000 $10,000
Lowest 25% - $2,100 $7,350 $10,000 $6,020
Average - $6,888 $10,157 $11,921 $10,025
Life Insurance Highest 25% - - $360 $625 $500
Median - - $250 $275 $200
Lowest 25% - - $188 $138 $100
Average - - $382 $642 $507
Disability Insurance Highest 25% - - $575 $741 $598
Median - - $250 $500 $437
Lowest 25% - - $108 $500 $200
Average - - $499 $612 $558
Retirement Highest 25% - $4,800 $4,874 $4,588 $8,100
Median - $3,000 $3,029 $2,500 $5,000
Lowest 25% - $1,500 $1,100 $1,200 $2,630
Average - $3,093 $3,227 $3,220 $5,797
Continuing Education Highest 25% - $1,200 $1,360 $1,000 $2,250
Median - $600 $1,000 $750 $1,500
Lowest 25% - $500 $500 $600 $1,000
Average - $806 $1,087 $1,172 $1,944
Total Benefits Highest 25% - $12,000 $14,360 $18,898 $17,200
Median - $7,238 $12,550 $14,000 $12,460
Lowest 25% - $3,300 $7,200 $6,400 $6,855
Average - $7,919 $11,690 $12,959 $13,349
TOTAL COMPENSATION Highest 25% $59,000 $62,900 $83,000 $86,600 $108,658
PLUS BENEFITS Median $55,000 $54,800 $67,750 $73,770 $86,125
Lowest 25% $25,000 $41,800 $56,576 $64,000 $70,000
Average $49,701 $55,639 $65,821 $75,433 $92,453
Number of Respondents 17 41 37 41 167
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-1: Annual Compensation of Full-Time Executive or Administrative Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S — T A B L E 6 - 2
Table 6-2: Annual Compensation of Full-Time Executive or Administrative Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 79 230 415 641 892 2,037
Average church income $361,938 $544,948 $791,164 $1,053,730 $1,601,361 $3,342,465
Average # of years employed 8 6 8 5 7 7
Average # of paid vacation days 15 18 20 20 19 21
% College graduate or higher 75% 68% 98% 88% 84% 94%
% Who receive auto reimbursement/allowance 63% 39% 47% 47% 47% 37%
% Ordained 88% 80% 93% 78% 81% 86%
% Supervise one or more people 88% 88% 93% 98% 96% 99%
Average % salary increase (for those who had an increase) this year
3.0% 7.9% 4.2% 4.2% 3.0% 4.9%
Base Salary Median - $30,292 $40,000 $45,750 $45,000 $55,000
Average - $34,143 $39,287 $46,744 $46,574 $57,600
Housing Median - $24,000 $22,500 $24,000 $29,500 $31,222
Average - $23,767 $23,389 $25,282 $29,130 $35,622
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $52,197 $44,860 $57,172 $62,760 $68,000 $80,000
Average $51,224 $50,270 $57,218 $65,081 $68,229 $86,150
Health Insurance Median - $10,800 $9,600 $10,100 $10,183 $10,098
Average - $10,123 $9,228 $10,173 $10,724 $9,924
Life Insurance Median - $354 $240 $150 $300 $180
Average - $498 $385 $491 $404 $587
Disability Insurance Median - $325 $613 $387 $598 $288
Average - $485 $760 $349 $940 $445
Retirement Median - $3,000 $2,800 $4,588 $4,500 $4,777
Average - $3,127 $3,801 $4,306 $5,048 $5,905
Continuing Education Median - $600 $1,000 $1,000 $1,500 $1,500
Average - $801 $1,353 $1,238 $1,339 $2,326
Total Benefits Median - $12,000 $11,050 $10,666 $13,400 $12,495
Average - $10,847 $11,355 $11,608 $12,795 $13,889
TOTAL COMPENSATION Median $59,000 $54,900 $62,975 $72,600 $80,331 $95,990
PLUS BENEFITS Average $56,310 $57,419 $65,545 $75,993 $80,172 $100,908
Number of Respondents 8 44 60 50 45 99
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-2: Annual Compensation of Full-Time Executive or Administrative Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 6-3: Annual Compensation of Full-Time Executive or Administrative Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 888 1,142 925 469
Average church income $1,893,739 $2,081,929 $1,181,158 $657,675
Average # of years employed 7 7 7 6
Average # of paid vacation days 19 20 19 16
% College graduate or higher 88% 88% 90% 75%
% Who receive auto reimbursement/allowance 41% 48% 40% 25%
% Ordained 85% 82% 88% 75%
% Supervise one or more people 94% 97% 94% 100%
Average % salary increase (for those who had an increase) this year
5.9% 4.6% 4.4% 3.0%
Base Salary Median $41,000 $48,000 $45,000 $45,950
Average $44,484 $50,852 $42,042 $45,340
Housing Median $25,000 $30,000 $22,000 -
Average $25,697 $33,149 $23,497 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $61,800 $69,990 $60,000 $57,710
Average $62,772 $75,636 $60,666 $61,603
Health Insurance Median $8,976 $10,900 $9,264 -
Average $8,781 $10,667 $9,646 -
Life Insurance Median $300 $275 $114 -
Average $508 $592 $236 -
Disability Insurance Median $487 $456 $270 -
Average $564 $614 $334 -
Retirement Median $3,755 $4,500 $4,300 -
Average $4,388 $5,174 $4,627 -
Continuing Education Median $1,500 $1,000 $1,000 -
Average $2,631 $1,623 $1,117 -
Total Benefits Median $11,975 $12,448 $9,977 -
Average $11,603 $13,087 $11,856 -
TOTAL COMPENSATION Median $71,900 $81,000 $67,475 $69,910
PLUS BENEFITS Average $73,163 $88,572 $69,903 $70,005
Number of Respondents 67 142 86 8
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-3: Annual Compensation of Full-Time Executive or Administrative Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
75
Table 6-4: Annual Compensation of Full-Time Executive or Administrative Pastors by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 578 1,119 999 1,734 637 1,088 630 1,203
Average church income - $988,339 $1,840,873 $1,995,886 $3,241,184 $1,062,972 $2,035,555 $1,075,783 $1,854,541
Average # of years employed - 7 7 8 7 4 7 6 8
Average # of paid vacation days - 20 19 21 16 19 20 20 20
% College graduate or higher - 76% 86% 94% 79% 91% 93% 91% 86%
% Who receive auto reimbursement/allowance - 33% 37% 50% 36% 56% 50% 35% 37%
% Ordained - 81% 79% 83% 71% 85% 85% 91% 90%
% Supervise one or more people - 90% 93% 96% 100% 91% 98% 96% 98%
Average % salary increase (for those who had an increase) this year
- 6.8% 5.2% 3.4% 3.3% 4.1% 4.6% 6.8% 4.3%
Base Salary Median - $45,500 $49,000 $45,000 $51,400 $39,750 $49,900 $41,610 $40,000
Average - $44,039 $47,600 $48,051 $54,646 $39,897 $52,533 $45,612 $45,023
Housing Median - $27,550 $30,000 $24,000 $30,000 $21,000 $27,450 $26,000 $30,000
Average - $27,876 $31,499 $26,144 $28,311 $24,062 $29,859 $22,618 $32,470
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $65,659 $65,537 $60,000 $69,294 $58,000 $74,000 $64,000 $64,373
Average - $66,218 $69,561 $67,815 $72,846 $58,720 $75,837 $65,688 $67,630
Health Insurance Median - $13,083 $10,200 $12,000 $10,301 $9,600 $8,952 $10,195 $8,454
Average - $12,926 $9,625 $11,246 $10,019 $9,842 $9,430 $9,207 $9,159
Life Insurance Median - - $200 $500 - $190 $375 - $300
Average - - $296 $684 - $275 $631 - $366
Disability Insurance Median - $256 $459 $500 - $250 $290 - $444
Average - $769 $620 $579 - $304 $450 - $465
Retirement Median - $4,800 $3,800 $3,873 - $2,939 $4,125 $4,000 $3,940
Average - $6,420 $4,782 $5,366 - $3,553 $4,972 $3,943 $4,264
Continuing Education Median - $1,500 $1,500 $1,000 - $1,000 $1,200 - $1,000
Average - $1,553 $2,045 $1,591 - $923 $1,568 - $1,750
Total Benefits Median - $15,456 $11,351 $13,500 $11,900 $12,820 $12,150 $11,489 $9,030
Average - $15,931 $11,973 $13,804 $18,417 $10,905 $12,353 $11,814 $10,802
TOTAL COMPENSATION Median - $81,000 $76,480 $76,571 $83,410 $68,837 $86,833 $69,980 $72,843
PLUS BENEFITS Average - $79,873 $80,014 $79,857 $84,686 $67,380 $85,502 $73,906 $81,801
Number of Respondents 3 21 63 47 14 34 42 23 60
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S — T A B L E 6 - 4
Table 6-4: Annual Compensation of Full-Time Executive or Administrative Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 6-5: Annual Compensation of Full-Time Executive or Administrative Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 879 1,014 1,008 1,151
Average church income $1,092,914 $1,653,442 $1,898,105 $2,099,796
Average # of years employed 7 8 6 8
Average # of paid vacation days 18 19 20 20
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 29% 33% 51% 56%
% Ordained 61% 82% 89% 100%
% Supervise one or more people 80% 95% 99% 100%
Average % salary increase (for those who had an increase) this year
4.4% 5.3% 4.6% 3.0%
Base Salary Median $36,500 $45,000 $48,000 $46,000
Average $39,955 $46,658 $48,746 $44,518
Housing Median $26,934 $25,000 $28,000 $30,000
Average $25,986 $28,037 $29,320 $29,196
Parsonage Median - - - -
Average - - - -
Total Compensation Median $55,322 $60,000 $66,000 $74,006
Average $55,200 $65,102 $72,893 $70,007
Health Insurance Median $13,000 $8,460 $10,000 $10,730
Average $12,067 $8,646 $10,512 $9,744
Life Insurance Median $180 $200 $263 $250
Average $400 $541 $568 $304
Disability Insurance Median $588 $300 $441 $393
Average $654 $367 $621 $550
Retirement Median $2,400 $3,100 $4,789 $4,735
Average $2,842 $4,007 $5,500 $5,403
Continuing Education Median - $1,200 $1,100 $1,000
Average - $1,660 $1,763 $1,039
Total Benefits Median $13,900 $10,607 $13,020 $11,351
Average $11,957 $10,812 $13,517 $12,465
TOTAL COMPENSATION Median $59,889 $70,000 $80,666 $81,000
PLUS BENEFITS Average $64,500 $76,012 $84,982 $80,625
Number of Respondents 36 101 142 27
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-5: Annual Compensation of Full-Time Executive or Administrative Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S — T A B L E 6 - 6
Table 6-6: Annual Compensation of Full-Time Executive or Administrative Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 947 1,035 1,352 877
Average church income $1,648,607 $1,632,532 $2,532,326 $1,722,142
Average # of years employed 3 8 13 24
Average # of paid vacation days 18 20 20 24
% College graduate or higher 88% 91% 88% 78%
% Who receive auto reimbursement/allowance 41% 42% 33% 74%
% Ordained 84% 90% 74% 82%
% Supervise one or more people 96% 99% 87% 91%
Average % salary increase (for those who had an increase) this year
5.4% 4.0% 4.0% 2.8%
Base Salary Median $45,000 $40,498 $52,000 $47,000
Average $45,073 $45,944 $55,577 $46,817
Housing Median $28,000 $26,300 $23,000 $25,000
Average $29,692 $27,532 $22,962 $29,141
Parsonage Median - - - -
Average - - - -
Total Compensation Median $62,220 $64,698 $72,996 $72,000
Average $67,046 $68,788 $67,474 $70,291
Health Insurance Median $10,087 $10,096 $9,198 $9,000
Average $9,961 $9,934 $9,390 $9,870
Life Insurance Median $200 $214 $250 $400
Average $428 $695 $326 $556
Disability Insurance Median $438 $312 $387 $463
Average $498 $611 $380 $833
Retirement Median $4,050 $3,600 $4,800 $3,058
Average $4,261 $5,145 $5,151 $6,419
Continuing Education Median $1,000 $1,200 - $1,000
Average $1,554 $1,646 - $1,364
Total Benefits Median $12,125 $12,295 $8,111 $11,825
Average $11,823 $13,218 $10,563 $13,850
TOTAL COMPENSATION Median $71,483 $76,607 $80,241 $86,600
PLUS BENEFITS Average $78,357 $79,796 $76,056 $83,538
Number of Respondents 166 79 32 23
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-6: Annual Compensation of Full-Time Executive or Administrative Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 6-7: Annual Compensation of Full-Time Executive or Administrative Pastors by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 875 1,195 1,106 - - 742
Average church income $1,682,594 $2,218,391 $1,640,672 - - $2,070,736
Average # of years employed 5 8 7 - - 7
Average # of paid vacation days 20 20 19 - - 22
% College graduate or higher 81% 89% 86% - - 88%
% Who receive auto reimbursement/allowance 52% 54% 26% - - 67%
% Ordained 100% 86% 85% - - 44%
% Supervise one or more people 100% 94% 96% - - 88%
Average % salary increase (for those who had an increase) this year
6.7% 2.8% 5.8% - - 2.8%
Base Salary Median $45,000 $48,500 $45,000 - - $50,580
Average $42,475 $49,734 $45,107 - - $57,701
Housing Median $22,000 $26,500 $30,000 - - -
Average $25,149 $28,384 $31,627 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $65,659 $72,000 $62,528 - - $77,000
Average $66,426 $72,204 $67,428 - - $69,138
Health Insurance Median $8,933 $10,446 $10,000 - - $9,000
Average $10,293 $10,081 $9,750 - - $10,955
Life Insurance Median $625 $231 $220 - - -
Average $681 $672 $405 - - -
Disability Insurance Median - $279 $473 - - -
Average - $520 $518 - - -
Retirement Median $1,200 $4,789 $3,395 - - $5,775
Average $1,658 $5,258 $4,437 - - $6,375
Continuing Education Median - $1,000 $1,500 - - $1,000
Average - $1,474 $2,238 - - $1,230
Total Benefits Median $9,573 $12,423 $11,815 - - $11,301
Average $9,361 $13,903 $11,899 - - $12,369
TOTAL COMPENSATION Median $76,325 $84,625 $72,942 - - $88,023
PLUS BENEFITS Average $75,342 $84,176 $79,325 - - $81,507
Number of Respondents 21 72 117 5 7 16
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-7: Annual Compensation of Full-Time Executive or Administrative Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R S — T A B L E 6 - 8
Table 6-8: Annual Compensation of Full-Time Executive or Administrative Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 1,022 919
Average church income $1,795,558 $1,454,805
Average # of years employed 7 7
Average # of paid vacation days 20 18
% College graduate or higher 93% 56%
% Who receive auto reimbursement/allowance 45% 30%
% Ordained 89% 54%
% Supervise one or more people 98% 76%
Average % salary increase (for those who had an increase) this year
4.9% 4.0%
Base Salary Median $46,400 $42,000
Average $47,613 $40,403
Housing Median $26,299 $26,000
Average $28,885 $25,298
Parsonage Median $31,000 -
Average $33,330 -
Total Compensation Median $66,000 $47,000
Average $70,956 $49,290
Health Insurance Median $10,200 $5,439
Average $10,288 $6,413
Life Insurance Median $240 $200
Average $521 $332
Disability Insurance Median $419 -
Average $553 -
Retirement Median $4,198 $3,143
Average $4,888 $4,201
Continuing Education Median $1,200 $1,000
Average $1,682 $1,396
Total Benefits Median $12,550 $7,000
Average $12,977 $7,735
TOTAL COMPENSATION Median $78,368 $51,000
PLUS BENEFITS Average $82,966 $55,138
Number of Respondents 266 41
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 6-8: Annual Compensation of Full-Time Executive or Administrative Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 6-1 page 72 $ $ $ $
Worship Attendance Table 6-2 page 73 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 6-3 page 74 n/a $ n/a $
Region Table 6-4 page 75 n/a $ n/a $
Person’s Education Table 6-5 page 76 n/a $ n/a $
Years Employed Table 6-6 page 77 n/a $ n/a $
Denominationif applicable
Table 6-7 page 78 n/a $ n/a $
Executive or Administrative Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE ExECUTIvE oR ADMINISTRATIvE PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 6-1 (page 72) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 6-2 (page 73) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 6-3 (page 74) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 6-4 (page 75) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 6-5 (page 76) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Executive or Administrative Pastor. on the heading (top row), look for your executive or Administrative pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 6-6 (page 77) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Executive or Administrative Pastor. on the heading (top row), locate the number of years your executive or Administrative pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 6-7 (page 78) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
E X E C U T I V E o R A D M I N I S T R A T I V E P A S T o R W o R k S H E E T
7AssOCiATe
pAsTORs
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A S S o C I A T E P A S T o R S
Employment Profile The roles and duties of the Associate Pastor are quite diverse depending upon the church. For this survey, an Associate or Assistant Pastor is any paid pastor who assists the Senior Pastor in general or specific ministries other than those specifically listed in the survey. (This excludes Executive, Education, Music, Youth, and Children’s pastors, who were surveyed and reported separately.) Associate Pastor may include positions or responsibilities such as Assimilation Pastor, Congregational Care Pastor, Counseling Pastor, Disabilities Ministry Pastor, Ethnic Ministries Pastor, Evangelism Pastor, Family Life Pastor, Lay Pastor, Membership Pastor, Missions Pastor, outreach Pastor, Prayer Pastor, Teaching/Preaching Pastor, Visitation Pastor, etc.
More than nine in ten full-time Associate Pastors are ordained; 83% are males. Nine in ten are employed by the church, rather than self-employed. The majority have a graduate degree.
Almost one-quarter of the Associate Pastors in this survey serve on a part-time basis. More than eight in ten part-time Associate Pastors are ordained; two-thirds are males.
The statistical profile of Associate Pastors is as follows:
Full-Time Part-Time
Number of respondents 522 138
Ordained 93% 83%
Average years employed 7 6
Male 83% 68%
Female 17% 32%
Self-employed (receives 1099) 10% 15%
Church employee (receives W-2) 90% 85%
High school diploma 6% 9%
Associate Degree 7% 4%
Bachelor’s Degree 33% 33%
Master’s Degree 47% 45%
Doctoral Degree 7% 9%
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Associate Pastors and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, Associate Pastors’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Full-time Associate Pastors receive approximately the same benefits as Senior or Executive Pastors. Just like Executive Pastors, Associate Pastors are less likely to live in a church-owned parsonage than a Senior Pastor. on average, Associate Pastors tend to receive overall compensation that is about 75% of what Senior Pastors receive, but about 10% more than that of Solo Pastors. About six in ten full-time Associate Pastors receive health insurance and retirement benefits.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 99% 84%
Housing 78% 49%
Parsonage 4% 4%
Health Insurance* 63% 10%
Life Insurance* 25% 2%
Disability Insurance* 21% 7%
Retirement 59% 14%
Continuing Education 31% 20%
Received Salary Increase 42% 32%
Received Paid Vacation 94% 57%
Received Auto Reimbursement/Allowance 53% 44%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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A S S o C I A T E P A S T o R S
KEY PoINTS
Q More than four in ten full-time Associate Pastors serve in churches with income higher than $1,000,000.
Q In general, as church income, the minister’s education and years employed increase, average compensation and benefits for full-time Associate Pastors also increase.
Q Full-time Associate Pastors serving churches in a suburban setting or a metropolitan city have higher compensation and benefits packages compared to those serving churches in a small town/rural city or a farming area.
Q Nearly half of part-time Associate Pastors serve in churches with income of $500,000 or less.
2000 $51,973
2001 $54,729
2002 $58,072
2003 $59,742
2004 $61,263
2005 $64,034
2006 $66,310
2007 $64,842
2008 $64,775
2009 $62,024
2011 $62,918*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Associate Pastors*
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Table 7-1: Annual Compensation of Full-Time Associate Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 205 268 428 555 1,518
Average church income $182,319 $393,516 $636,959 $896,939 $256,227
Average # of years employed 5 7 6 8 7
Average # of paid vacation days 15 19 20 20 19
% College graduate or higher 77% 85% 94% 87% 90%
% Who receive auto reimbursement/allowance 37% 58% 63% 57% 48%
% Ordained 93% 92% 93% 92% 94%
% Supervise one or more people 60% 61% 74% 69% 70%
Average % salary increase (for those who had an increase) this year
8.3% 3.8% 3.4% 3.7% 4.6%
Base Salary Highest 25% $33,000 $36,941 $44,250 $48,500 $48,000
Median $26,000 $27,338 $34,120 $37,100 $39,200
Lowest 25% $17,800 $23,448 $25,150 $28,752 $29,300
Average $26,239 $29,010 $35,014 $38,565 $40,025
Housing Highest 25% $20,000 $24,000 $29,400 $30,000 $32,750
Median $14,400 $20,000 $22,000 $21,600 $25,000
Lowest 25% $11,190 $14,630 $18,000 $15,000 $18,800
Average $15,594 $19,967 $22,737 $23,340 $25,882
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $44,500 $54,450 $62,050 $62,000 $72,000
Median $35,638 $44,951 $51,839 $55,000 $60,000
Lowest 25% $24,979 $34,990 $44,189 $45,520 $47,510
Average $35,800 $44,429 $54,793 $56,096 $61,965
Health Insurance Highest 25% $11,278 $13,000 $12,962 $14,910 $12,000
Median $5,700 $10,000 $9,926 $9,000 $9,285
Lowest 25% $2,258 $6,050 $5,000 $4,800 $4,692
Average $6,995 $9,585 $9,246 $10,000 $8,979
Life Insurance Highest 25% - $872 $400 $588 $400
Median - $480 $337 $378 $186
Lowest 25% - $205 $200 $211 $109
Average - $515 $324 $440 $310
Disability Insurance Highest 25% - $710 $553 $600 $550
Median - $375 $400 $446 $359
Lowest 25% - $304 $314 $227 $195
Average - $466 $502 $437 $465
Retirement Highest 25% $2,866 $5,342 $5,504 $5,964 $6,000
Median $2,000 $2,450 $3,920 $2,600 $3,705
Lowest 25% $1,500 $1,530 $1,675 $1,500 $2,153
Average $2,636 $3,636 $4,506 $4,399 $4,447
Continuing Education Highest 25% - $1,200 $1,800 $2,250 $2,250
Median - $1,000 $1,000 $1,500 $1,000
Lowest 25% - $500 $600 $1,000 $500
Average - $1,176 $1,411 $2,045 $1,889
Total Benefits Highest 25% $12,000 $14,784 $15,037 $18,944 $16,158
Median $5,000 $10,151 $8,783 $10,775 $10,500
Lowest 25% $2,000 $4,050 $3,795 $6,100 $5,100
Average $7,202 $10,009 $10,083 $12,182 $11,282
TOTAL COMPENSATION Highest 25% $54,193 $62,638 $73,521 $80,439 $84,000
PLUS BENEFITS Median $39,350 $53,813 $62,414 $66,000 $70,520
Lowest 25% $25,279 $44,940 $51,000 $56,130 $56,050
Average $39,565 $52,521 $63,364 $67,506 $71,624
Number of Respondents 44 94 80 79 215
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-1: Annual Compensation of Full-Time Associate Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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A S S o C I A T E P A S T o R S — T A B L E 7 - 2
Table 7-2: Annual Compensation of Full-Time Associate Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 75 222 411 643 870 2,413
Average church income $247,500 $484,199 $792,613 $1,215,580 $1,594,110 $3,355,994
Average # of years employed 6 6 7 7 7 7
Average # of paid vacation days 15 19 20 19 18 18
% College graduate or higher 63% 86% 89% 96% 89% 85%
% Who receive auto reimbursement/allowance 25% 54% 61% 67% 41% 40%
% Ordained 93% 93% 93% 93% 89% 95%
% Supervise one or more people 50% 67% 66% 69% 63% 77%
Average % salary increase (for those who had an increase) this year
3.7% 4.4% 4.3% 3.8% 4.3% 5.6%
Base Salary Median $15,000 $30,000 $34,103 $35,226 $36,580 $40,000
Average $17,678 $31,291 $35,364 $38,038 $35,541 $42,390
Housing Median $14,700 $19,266 $20,116 $24,000 $25,000 $25,000
Average $15,140 $19,283 $23,171 $25,596 $25,309 $25,657
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $20,000 $44,848 $52,839 $59,008 $55,200 $60,000
Average $24,931 $46,657 $52,728 $59,038 $56,240 $64,355
Health Insurance Median - $9,500 $10,000 $10,584 $10,597 $9,000
Average - $8,807 $9,603 $9,945 $9,825 $8,257
Life Insurance Median - $436 $250 $231 $300 $178
Average - $498 $337 $348 $485 $270
Disability Insurance Median - $538 $375 $471 $475 $315
Average - $473 $452 $504 $789 $346
Retirement Median - $3,000 $4,000 $4,426 $2,500 $2,400
Average - $4,393 $4,468 $5,144 $3,550 $3,471
Continuing Education Median - $1,000 $1,500 $1,000 $750 $1,200
Average - $1,494 $1,783 $1,641 $1,483 $2,282
Total Benefits Median - $10,152 $10,260 $12,800 $10,368 $8,750
Average - $10,128 $10,899 $12,771 $11,952 $9,475
TOTAL COMPENSATION Median $21,450 $52,850 $60,757 $69,674 $65,540 $69,747
PLUS BENEFITS Average $25,599 $54,419 $61,781 $71,270 $66,577 $72,797
Number of Respondents 16 137 124 71 57 111
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-2: Annual Compensation of Full-Time Associate Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-3: Annual Compensation of Full-Time Associate Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 975 1,061 578 361
Average church income $1,734,870 $1,724,269 $870,740 $517,875
Average # of years employed 7 7 7 7
Average # of paid vacation days 18 20 19 17
% College graduate or higher 94% 87% 85% 75%
% Who receive auto reimbursement/allowance 48% 49% 59% 43%
% Ordained 93% 94% 93% 88%
% Supervise one or more people 69% 71% 65% 71%
Average % salary increase (for those who had an increase) this year
4.9% 4.2% 4.6% 3.0%
Base Salary Median $35,000 $36,500 $30,642 $43,050
Average $36,666 $37,440 $33,225 $38,583
Housing Median $22,000 $24,000 $19,802 -
Average $23,716 $25,591 $19,949 -
Parsonage Median - $16,875 $9,600 -
Average - $17,168 $10,400 -
Total Compensation Median $54,000 $56,000 $48,000 $50,028
Average $54,761 $58,425 $48,955 $46,333
Health Insurance Median $9,000 $10,000 $9,000 -
Average $8,322 $9,689 $8,756 -
Life Insurance Median $186 $192 $410 -
Average $296 $332 $482 -
Disability Insurance Median $480 $327 $400 -
Average $471 $382 $605 -
Retirement Median $3,324 $3,142 $3,131 -
Average $4,948 $4,221 $3,805 -
Continuing Education Median $1,100 $1,000 $1,000 -
Average $1,735 $1,640 $1,699 -
Total Benefits Median $10,511 $10,500 $8,700 -
Average $11,135 $11,035 $9,891 -
TOTAL COMPENSATION Median $63,153 $66,025 $56,399 $62,800
PLUS BENEFITS Average $64,138 $67,356 $57,276 $55,785
Number of Respondents 95 227 189 8
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-3: Annual Compensation of Full-Time Associate Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
89
Table 7-4: Annual Compensation of Full-Time Associate Pastors by Region
REGION
Data Distribution* New England
Middle Atlantic South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance 460 863 744 717 765 599 1,237 619 1,212
Average church income $1,040,942 $1,398,126 $1,330,394 $1,186,306 $1,137,505 $919,626 $2,178,288 $901,817 $1,701,483
Average # of years employed 12 8 6 6 7 7 6 7 7
Average # of paid vacation days 20 20 20 20 14 20 17 18 18
% College graduate or higher 78% 84% 95% 91% 81% 83% 80% 93% 83%
% Who receive auto reimbursement/allowance 75% 53% 56% 59% 48% 62% 57% 39% 35%
% Ordained 100% 91% 91% 97% 100% 87% 98% 93% 92%
% Supervise one or more people 100% 67% 66% 68% 68% 59% 72% 79% 68%
Average % salary increase (for those who had an increase) this year
5.3% 3.3% 4.6% 4.1% 5.8% 3.6% 5.9% 4.2% 4.5%
Base Salary Median $50,000 $35,000 $35,778 $35,000 $33,292 $32,000 $35,500 $34,906 $30,000
Average $45,707 $35,344 $37,401 $34,585 $34,225 $32,746 $36,587 $39,444 $34,151
Housing Median - $24,000 $22,000 $20,000 $16,300 $19,000 $20,000 $27,231 $27,150
Average - $22,663 $22,980 $20,629 $18,475 $20,556 $22,020 $28,109 $27,084
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $62,000 $53,787 $55,200 $50,000 $46,000 $50,300 $49,350 $56,750 $54,746
Average $65,756 $53,970 $55,764 $50,527 $48,011 $49,802 $53,072 $58,542 $57,530
Health Insurance Median - $11,000 $9,540 $11,000 $8,376 $10,000 $7,000 $7,497 $8,400
Average - $10,539 $8,971 $10,043 $8,429 $9,426 $7,470 $7,967 $8,860
Life Insurance Median - - $216 $213 - $200 $450 - $58
Average - - $340 $324 - $314 $363 - $192
Disability Insurance Median - - $408 $475 $469 $375 - - $162
Average - - $482 $538 $845 $435 - - $292
Retirement Median - $2,310 $3,729 $3,381 $3,500 $1,530 $3,500 $2,600 $3,000
Average - $3,215 $4,438 $4,448 $3,676 $3,698 $4,707 $3,986 $3,885
Continuing Education Median - $1,200 $1,350 $1,000 $1,500 $1,000 $1,000 $2,000 $1,000
Average - $2,009 $1,986 $1,366 $1,467 $1,292 $1,562 $2,944 $1,094
Total Benefits Median $16,000 $10,666 $10,590 $11,035 $9,497 $11,025 $7,000 $7,840 $8,103
Average $13,759 $10,170 $11,137 $11,562 $10,429 $11,438 $9,035 $9,624 $10,017
TOTAL COMPENSATION Median $81,077 $63,060 $65,000 $57,875 $55,200 $60,553 $57,700 $63,077 $61,500
PLUS BENEFITS Average $79,515 $62,721 $65,336 $59,601 $55,351 $60,494 $59,922 $65,760 $65,935
Number of Respondents 9 43 130 90 27 46 62 28 87
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
A S S o C I A T E P A S T o R S — T A B L E 7 - 4
Table 7-4: Annual Compensation of Full-Time Associate Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-5: Annual Compensation of Full-Time Associate Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 1,011 947 775 727
Average church income $1,314,478 $1,321,812 $1,405,968 $1,489,618
Average # of years employed 6 7 7 9
Average # of paid vacation days 17 18 20 23
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 35% 40% 63% 58%
% Ordained 86% 90% 96% 100%
% Supervise one or more people 70% 65% 69% 68%
Average % salary increase (for those who had an increase) this year
7.7% 5.2% 3.7% 2.6%
Base Salary Median $32,000 $33,600 $35,113 $34,656
Average $31,031 $35,658 $36,571 $36,588
Housing Median $19,266 $20,000 $24,000 $24,000
Average $20,550 $21,494 $24,192 $25,963
Parsonage Median - - $12,000 -
Average - - $14,292 -
Total Compensation Median $44,000 $50,000 $54,450 $59,664
Average $44,471 $52,003 $56,491 $61,148
Health Insurance Median $6,752 $9,469 $10,242 $7,000
Average $7,757 $8,792 $9,885 $7,946
Life Insurance Median $180 $242 $250 -
Average $242 $439 $366 -
Disability Insurance Median $173 $373 $400 -
Average $308 $430 $464 -
Retirement Median $1,440 $2,400 $4,200 $5,621
Average $1,976 $3,046 $4,763 $6,061
Continuing Education Median $1,125 $1,000 $1,000 $1,750
Average $1,415 $1,570 $1,619 $2,347
Total Benefits Median $7,765 $8,700 $11,000 $10,336
Average $8,054 $9,557 $11,759 $11,738
TOTAL COMPENSATION Median $50,659 $59,139 $65,810 $66,000
PLUS BENEFITS Average $50,511 $59,411 $66,856 $71,300
Number of Respondents 64 169 243 37
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-5: Annual Compensation of Full-Time Associate Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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A S S o C I A T E P A S T o R S — T A B L E 7 - 6
Table 7-6: Annual Compensation of Full-Time Associate Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 902 795 862 796
Average church income $1,353,582 $1,417,832 $1,453,031 $1,342,676
Average # of years employed 3 8 13 22
Average # of paid vacation days 18 19 20 23
% College graduate or higher 88% 86% 86% 92%
% Who receive auto reimbursement/allowance 52% 52% 58% 54%
% Ordained 93% 90% 97% 97%
% Supervise one or more people 66% 70% 67% 82%
Average % salary increase (for those who had an increase) this year
4.8% 5.2% 2.8% 3.0%
Base Salary Median $32,700 $35,516 $34,906 $40,755
Average $34,150 $35,834 $37,208 $43,171
Housing Median $20,550 $20,000 $20,000 $24,000
Average $22,583 $22,158 $22,253 $27,301
Parsonage Median $9,600 - - -
Average $11,441 - - -
Total Compensation Median $50,000 $51,159 $55,000 $67,000
Average $52,343 $52,145 $56,544 $65,572
Health Insurance Median $8,376 $10,000 $10,500 $8,901
Average $8,273 $10,274 $10,332 $8,527
Life Insurance Median $200 $380 $180 $200
Average $313 $411 $373 $265
Disability Insurance Median $360 $360 $360 $560
Average $456 $475 $458 $539
Retirement Median $3,600 $2,600 $4,117 $2,740
Average $4,371 $3,426 $5,160 $4,528
Continuing Education Median $1,000 $1,000 $1,100 $750
Average $1,765 $1,345 $1,606 $703
Total Benefits Median $8,800 $10,000 $12,746 $11,051
Average $10,021 $10,695 $12,932 $11,104
TOTAL COMPENSATION Median $58,500 $60,608 $66,013 $78,480
PLUS BENEFITS Average $60,260 $61,164 $67,024 $75,821
Number of Respondents 263 134 58 39
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-6: Annual Compensation of Full-Time Associate Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-7: Annual Compensation of Full-Time Associate Pastors by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 716 823 1,260 604 744 570
Average church income $1,377,735 $1,532,244 $1,700,256 $1,184,509 $1,324,786 $1,456,351
Average # of years employed 7 8 6 6 6 7
Average # of paid vacation days 18 18 17 22 22 22
% College graduate or higher 83% 87% 75% 100% 100% 100%
% Who receive auto reimbursement/allowance 39% 58% 35% 79% 50% 89%
% Ordained 96% 96% 93% 93% 88% 89%
% Supervise one or more people 78% 77% 66% 71% 84% 53%
Average % salary increase (for those who had an increase) this year
7.0% 3.2% 6.0% 2.8% 5.0% 3.9%
Base Salary Median $29,000 $32,000 $33,800 $46,000 $41,081 $34,200
Average $32,243 $33,739 $37,078 $44,359 $41,408 $35,508
Housing Median $20,500 $20,134 $22,000 - $15,000 $25,000
Average $20,032 $22,485 $23,954 - $14,641 $26,846
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $45,000 $53,309 $55,000 $56,203 $50,000 $56,000
Average $49,043 $54,035 $55,933 $55,347 $53,206 $59,064
Health Insurance Median $9,000 $9,286 $8,901 - $8,488 $11,500
Average $7,881 $9,076 $8,639 - $9,337 $12,253
Life Insurance Median - $275 $175 - - $216
Average - $404 $273 - - $255
Disability Insurance Median - $332 $288 - - $466
Average - $305 $317 - - $499
Retirement Median - $2,500 $2,077 $5,005 $5,000 $6,000
Average - $3,383 $2,493 $8,077 $5,531 $6,726
Continuing Education Median - $1,000 $1,750 - $1,500 $1,200
Average - $1,359 $2,067 - $1,660 $1,773
Total Benefits Median $8,000 $10,462 $8,900 $7,566 $12,284 $13,729
Average $9,074 $10,444 $9,318 $12,329 $13,072 $13,976
TOTAL COMPENSATION Median $55,000 $61,217 $62,980 $61,967 $62,000 $72,510
PLUS BENEFITS Average $55,750 $62,103 $63,584 $65,914 $65,232 $72,147
Number of Respondents 23 115 151 14 25 47
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-7: Annual Compensation of Full-Time Associate Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
93
A S S o C I A T E P A S T o R S — T A B L E 7 - 8
Table 7-8: Annual Compensation of Full-Time Associate Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 856 897
Average church income $1,376,243 $1,510,105
Average # of years employed 7 6
Average # of paid vacation days 19 21
% College graduate or higher 89% 81%
% Who receive auto reimbursement/allowance 52% 55%
% Ordained 94% 87%
% Supervise one or more people 69% 66%
Average % salary increase (for those who had an increase) this year
4.3% 5.6%
Base Salary Median $34,200 $35,475
Average $35,844 $35,362
Housing Median $22,000 $20,000
Average $23,219 $21,904
Parsonage Median $12,600 -
Average $13,647 -
Total Compensation Median $54,403 $46,900
Average $55,557 $46,603
Health Insurance Median $9,800 $7,000
Average $9,412 $7,625
Life Insurance Median $216 $418
Average $348 $466
Disability Insurance Median $360 $540
Average $430 $598
Retirement Median $3,000 $5,000
Average $3,881 $5,611
Continuing Education Median $1,000 $1,200
Average $1,635 $1,751
Total Benefits Median $10,000 $9,637
Average $10,657 $10,572
TOTAL COMPENSATION Median $62,728 $54,268
PLUS BENEFITS Average $64,412 $54,962
Number of Respondents 433 86
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-8: Annual Compensation of Full-Time Associate Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-9: Annual Compensation of Part-Time Associate Pastors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 143 221 352 611 1,310
Average church income $140,239 $379,069 $640,846 $907,208 $2,004,490
Average # of years employed 5 6 5 8 6
Average # of paid vacation days 15 18 12 23 15
% College graduate or higher 86% 91% 81% 80% 91%
% Who receive auto reimbursement/allowance 32% 46% 60% 62% 36%
% Ordained 85% 76% 76% 85% 88%
% Supervise one or more people 68% 38% 38% 38% 45%
Average % salary increase (for those who had an increase) this year
10.9% 2.8% 4.5% 9.0% 7.6%
Base Rate Average $14 $20 $17 $15 $22
Base Salary Median $11,424 $14,960 $14,000 $11,100 $17,904
Average $13,253 $16,605 $17,208 $14,548 $26,201
Housing Median $10,000 $18,640 $13,928 - $25,999
Average $11,509 $16,199 $13,584 - $23,243
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $16,500 $17,400 $15,000 $12,025 $26,000
Average $17,640 $23,710 $19,752 $18,991 $30,119
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median $400 $875 - - -
Average $718 $1,989 - - -
Total Benefits Median $750 $3,750 - - -
Average $1,853 $3,636 - - -
TOTAL COMPENSATION Median $17,650 $16,815 $15,013 $12,025 $27,756
PLUS BENEFITS Average $18,633 $24,176 $20,636 $20,856 $36,929
Number of Respondents 28 35 21 15 33
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-9: Annual Compensation of Part-Time Associate Pastors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
95
A S S o C I A T E P A S T o R S — T A B L E 7 - 1 0
Table 7-10: Annual Compensation of Part-Time Associate Pastors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 57 203 378 628 873 2,087
Average church income $135,550 $413,316 $617,148 $1,045,468 $1,594,097 $2,559,046
Average # of years employed 6 5 5 8 7 4
Average # of paid vacation days 13 17 17 18 15 10
% College graduate or higher 79% 91% 90% 87% 75% 87%
% Who receive auto reimbursement/allowance 29% 49% 37% 65% 63% 6%
% Ordained 64% 87% 83% 78% 71% 94%
% Supervise one or more people 50% 51% 47% 39% 57% 47%
Average % salary increase (for those who had an increase) this year
7.5% 7.8% 4.8% 6.1% 8.0% -
Base Rate Average $16 $18 $18 $17 - -
Base Salary Median $7,384 $14,000 $16,480 $13,055 - -
Average $9,616 $16,870 $18,870 $17,253 - -
Housing Median - $12,364 $16,500 $28,000 - $17,999
Average - $13,156 $16,891 $25,186 - $18,305
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $15,350 $14,164 $22,400 $26,000 $18,720 $22,000
Average $15,125 $21,042 $25,930 $27,048 $22,991 $23,199
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $1,859 - - - -
Average - $2,210 - - - -
Continuing Education Median - $750 - - - -
Average - $1,639 - - - -
Total Benefits Median - $3,000 - - - -
Average - $3,242 - - - -
TOTAL COMPENSATION Median $16,500 $15,000 $23,400 $26,000 $20,360 $22,000
PLUS BENEFITS Average $15,575 $22,095 $26,619 $28,089 $24,680 $35,778
Number of Respondents 14 57 20 23 8 16
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-10: Annual Compensation of Part-Time Associate Pastors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-11: Annual Compensation of Part-Time Associate Pastors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 686 600 398 -
Average church income $1,112,358 $907,271 $602,078 -
Average # of years employed 6 6 6 -
Average # of paid vacation days 15 16 18 -
% College graduate or higher 93% 86% 88% -
% Who receive auto reimbursement/allowance 39% 52% 38% -
% Ordained 96% 80% 77% -
% Supervise one or more people 46% 46% 50% -
Average % salary increase (for those who had an increase) this year
7.9% 7.5% 6.4% -
Base Rate Average $17 $18 $18 -
Base Salary Median $9,564 $17,144 $12,791 -
Average $11,222 $20,171 $19,634 -
Housing Median $15,400 $18,650 $12,000 -
Average $16,102 $19,753 $13,125 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $17,000 $22,850 $13,033 -
Average $18,597 $27,656 $19,104 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - $500 $700 -
Average - $1,471 $873 -
Total Benefits Median $1,427 $2,012 - -
Average $1,857 $3,283 - -
TOTAL COMPENSATION Median $18,300 $22,700 $13,928 -
PLUS BENEFITS Average $19,621 $28,914 $23,489 -
Number of Respondents 29 57 49 2
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-11: Annual Compensation of Part-Time Associate Pastors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
97
Table 7-12: Annual Compensation of Part-Time Associate Pastors by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 483 633 341 - 411 788 - 704
Average church income - $669,877 $1,097,860 $556,083 - $454,588 $1,324,201 - $980,904
Average # of years employed - 4 4 6 - 8 5 - 8
Average # of paid vacation days - 15 13 19 - 20 12 - 17
% College graduate or higher - 100% 86% 80% - 89% 69% - 96%
% Who receive auto reimbursement/allowance - 36% 37% 44% - 67% 29% - 43%
% Ordained - 82% 81% 76% - 76% 86% - 95%
% Supervise one or more people - 45% 26% 52% - 53% 43% - 57%
Average % salary increase (for those who had an increase) this year
- 2.7% 8.2% 6.4% - 6.6% 8.3% - 6.3%
Base Rate Average - - $21 $16 - $13 $20 - $20
Base Salary Median - $14,000 $9,100 $11,800 - $12,582 $18,810 - $21,600
Average - $14,478 $14,340 $13,995 - $12,490 $23,250 - $22,580
Housing Median - - $27,000 - - $15,000 - - $16,500
Average - - $24,506 - - $12,878 - - $17,405
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $13,000 $22,048 $13,200 - $16,500 $15,724 - $32,000
Average - $16,831 $25,883 $16,846 - $18,607 $20,841 - $31,518
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - $1,377 $1,479 - - - - $750
Average - - $3,684 $2,387 - - - - $1,818
TOTAL COMPENSATION Median - $13,500 $24,187 $14,400 - $17,650 $16,617 - $33,200
PLUS BENEFITS Average - $18,337 $27,407 $17,413 - $19,029 $20,969 - $33,838
Number of Respondents 4 11 29 25 7 18 14 7 23
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
A S S o C I A T E P A S T o R S — T A B L E 7 - 1 2
Table 7-12: Annual Compensation of Part-Time Associate Pastors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 7-13: Annual Compensation of Part-Time Associate Pastors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 596 691 404 529
Average church income $799,346 $995,224 $715,199 $753,258
Average # of years employed 6 7 5 4
Average # of paid vacation days 10 17 17 16
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 29% 40% 52% 42%
% Ordained 65% 83% 87% 85%
% Supervise one or more people 41% 40% 54% 54%
Average % salary increase (for those who had an increase) this year
6.7% 8.3% 6.7% 5.0%
Base Rate Average $12 $18 $18 $19
Base Salary Median $7,800 $12,684 $15,120 $11,800
Average $13,555 $15,502 $20,851 $15,420
Housing Median - $22,380 $12,364 -
Average - $22,702 $12,643 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $8,800 $22,000 $18,720 $17,450
Average $14,509 $25,718 $22,604 $22,475
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - $500 -
Average - - $938 -
Total Benefits Median - - $2,008 -
Average - - $3,418 -
TOTAL COMPENSATION Median $8,800 $22,650 $20,400 $18,395
PLUS BENEFITS Average $15,365 $27,210 $26,518 $21,984
Number of Respondents 17 45 62 13
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-13: Annual Compensation of Part-Time Associate Pastors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
99
A S S o C I A T E P A S T o R S — T A B L E 7 - 1 4
Table 7-14: Annual Compensation of Part-Time Associate Pastors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 524 550 904 378
Average church income $753,217 $1,050,860 $1,026,403 $573,000
Average # of years employed 3 8 13 25
Average # of paid vacation days 14 15 19 33
% College graduate or higher 88% 92% 63% 89%
% Who receive auto reimbursement/allowance 37% 64% 63% 38%
% Ordained 82% 92% 100% 63%
% Supervise one or more people 48% 36% 71% 63%
Average % salary increase (for those who had an increase) this year
8.6% 4.0% 5.0% 5.3%
Base Rate Average $18 $19 - -
Base Salary Median $13,663 $12,000 - $12,405
Average $18,015 $17,578 - $11,612
Housing Median $15,000 $13,200 - -
Average $15,766 $16,324 - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $18,325 $16,060 $30,588 $23,000
Average $21,667 $23,083 $27,317 $24,895
Health Insurance Median $4,929 - - -
Average $4,293 - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $2,603 - - -
Average $4,869 - - -
Continuing Education Median $700 - - -
Average $1,222 - - -
Total Benefits Median $1,200 $1,656 - -
Average $2,796 $2,564 - -
TOTAL COMPENSATION Median $18,623 $18,510 $31,443 $34,200
PLUS BENEFITS Average $24,654 $23,872 $28,018 $26,986
Number of Respondents 92 26 8 9
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-14: Annual Compensation of Part-Time Associate Pastors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 7-15: Annual Compensation of Part-Time Associate Pastors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 438 842 483 235 306
Average church income - $690,663 $1,115,119 $586,571 $385,200 $600,518
Average # of years employed - 5 8 3 5 4
Average # of paid vacation days - 14 17 24 16 17
% College graduate or higher - 79% 83% 100% 82% 100%
% Who receive auto reimbursement/allowance - 59% 29% 63% 36% 62%
% Ordained - 89% 80% 88% 73% 92%
% Supervise one or more people - 54% 60% 25% 45% 23%
Average % salary increase (for those who had an increase) this year
- 4.5% - 5.0% 3.0% 2.5%
Base Rate Average - $17 $17 - $16 $22
Base Salary Median - $15,750 $13,393 - $14,000 $13,000
Average - $18,769 $21,681 - $15,374 $15,216
Housing Median - $15,950 $18,650 - - -
Average - $17,225 $18,620 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $20,950 $21,800 $21,050 $14,700 $14,524
Average - $27,304 $26,473 $19,275 $15,892 $17,448
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $1,250 - - - -
Average - $3,353 - - - -
TOTAL COMPENSATION Median - $21,025 $23,094 $22,300 $15,013 $16,815
PLUS BENEFITS Average - $28,645 $32,668 $20,275 $16,898 $17,951
Number of Respondents 6 30 36 8 11 13
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-15: Annual Compensation of Part-Time Associate Pastors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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A S S o C I A T E P A S T o R S — T A B L E 7 - 1 6
Table 7-16: Annual Compensation of Part-Time Associate Pastors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 553 525
Average church income $820,964 $836,739
Average # of years employed 6 6
Average # of paid vacation days 14 18
% College graduate or higher 86% 91%
% Who receive auto reimbursement/allowance 42% 45%
% Ordained 84% 81%
% Supervise one or more people 43% 60%
Average % salary increase (for those who had an increase) this year
8.2% 5.5%
Base Rate Average $18 $16
Base Salary Median $15,000 $12,684
Average $18,687 $16,270
Housing Median $15,000 $18,000
Average $16,276 $18,092
Parsonage Median - -
Average - -
Total Compensation Median $18,720 $20,000
Average $22,662 $22,528
Health Insurance Median $5,000 -
Average $5,559 -
Life Insurance Median - -
Average - -
Disability Insurance Median $362 -
Average $355 -
Retirement Median $1,273 -
Average $1,628 -
Continuing Education Median $500 $700
Average $1,247 $1,329
Total Benefits Median $1,479 $1,710
Average $2,991 $2,670
TOTAL COMPENSATION Median $18,720 $21,000
PLUS BENEFITS Average $25,321 $24,131
Number of Respondents 93 44
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 7-16: Annual Compensation of Part-Time Associate Pastors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 7-1 page 86 $ $ $ $
Worship Attendance Table 7-2 page 87 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 7-3 page 88 n/a $ n/a $
Region Table 7-4 page 89 n/a $ n/a $
Person’s Education Table 7-5 page 90 n/a $ n/a $
Years Employed Table 7-6 page 91 n/a $ n/a $
Denominationif applicable
Table 7-7 page 92 n/a $ n/a $
Full-Time Associate Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME ASSoCIATE PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 7-1 (page 86) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 7-2 (page 87) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 7-3 (page 88) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 7-4 (page 89) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 7-5 (page 90) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Associate Pastor. on the heading (top row), look for your Associate pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 7-6 (page 91) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Associate Pastor. on the heading (top row), locate the number of years your Associate pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 7-7 (page 92) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E A S S o C I A T E P A S T o R W o R k S H E E T
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 7-9 page 94 $ $ $ $
Worship Attendance Table 7-10 page 95 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 7-11 page 96 n/a $ n/a $
Region Table 7-12 page 97 n/a $ n/a $
Person’s Education Table 7-13 page 98 n/a $ n/a $
Years Employed Table 7-14 page 99 n/a $ n/a $
Denominationif applicable
Table 7-15 page 100 n/a $ n/a $
Part-Time Associate Pastor WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME ASSoCIATE PASToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 7-9 (page 94) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 7-10 (page 95) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 7-11 (page 96) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 7-12 (page 97) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 7-13 (page 98) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Associate Pastor. on the heading (top row), look for your Associate pastor’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 7-14 (page 99) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Associate Pastor. on the heading (top row), locate the number of years your Associate pastor has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 7-15 (page 100) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E A S S o C I A T E P A S T o R W o R k S H E E T
8AdULT miNisTRY/
ChRisTiANedUCATiON
pAsTORs/diReCTORs
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A D U LT M I N I S T RY / C H R I S T I A N E D U C AT I o N PA S T o R S / D I R E C T o R S
Employment Profile For the purposes of this book, Adult Ministry and Christian Education Pastors/Directors have been reported together.
Adult Ministry Pastors/Directors include paid pastors and directors of church ministries for adults, married couples, men, singles, seniors, women, young adults, etc.
Christian Education Pastors/Directors include paid pastors and directors of educational ministries based on purpose rather than age gradation, such as Bible studies, cell groups, Christian education, discipleship, equipping, small groups, spiritual formation, etc.
Just over half (56%) of the full-time Adult Ministry and Christian Education Pastors/Directors who reported are ordained ministers. Almost all are employed by the church, rather than self-employed. More than 8 in 10 have at least a college degree, and about half have a graduate degree.
More than one-third of the participants in this survey work on a part-time basis. More than three in ten part-time Adult Ministry and Christian Education Pastors/Directors are ordained males.
The following chart provides a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 218 128
Ordained 56% 31%
Average years employed 6 6
Male 57% 33%
Female 43% 67%
Self-employed (receives 1099) 5% 14%
Church employee (receives W-2) 95% 86%
High school diploma 7% 13%
Associate Degree 8% 11%
Bachelor’s Degree 39% 40%
Master’s Degree 38% 29%
Doctoral Degree 7% 6%
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for Adult Ministry and Christian Education Pastors/Directors who serve full-time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, Adult Ministry and Christian Education Pastors’/Directors’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives. There is also a table showing compensation plus benefits data for those who serve part-time presented according to church income. A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
Full-timers in adult and education ministries receive benefits packages comparable to those of other professional and ministerial staff members within the church. Just about half receive a housing allowance, and nearly six in ten receive health insurance and retirement benefits.
Part-timers receive few benefits, with the most common being paid vacation.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 98% 96%
Housing 48% 13%
Parsonage 2% 1%
Health Insurance* 58% 5%
Life Insurance* 26% 2%
Disability Insurance* 22% 1%
Retirement 56% 11%
Continuing Education 35% 22%
Received Salary Increase 44% 34%
Received Paid Vacation 98% 55%
Received Auto Reimbursement/Allowance 39% 20%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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A D U LT M I N I S T RY / C H R I S T I A N E D U C AT I o N PA S T o R S / D I R E C T o R S
KEY PoINTS
Q Almost six in ten full-time Adult Ministry and Christian Education Pastors/Directors reporting serve churches with income higher than $1,000,000 and worship attendance of more than 500.
Q Nearly six in ten part-time Adult Ministry and Christian Education Pastors/Directors serve in churches with income of $750,000 or less.
Q In general, as church income, worship attendance, and the minister’s education level increase, compensation and benefits for full-time adult and education ministers also increase.
Q Full-time Adult Ministry and CE Pastors serving churches in a suburban setting or a metropolitan city have higher compensation and benefits packages compared to those serving churches in a small town/rural city.
2000
2001
2002
2003
2004
2005
2006 $67,711
2007 $59,791
2008 $60,312
2009 $58,877
2011 $56,495**
* No historical data available before 2006.
** The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Adult Ministry/ Christian Education Pastors/Directors*
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Table 8-1: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Church Income
CHURCH INCOME
Data Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance - 266 384 601 1,281
Average church income - $399,090 $647,323 $861,337 $2,817,996
Average # of years employed - 5 7 6 7
Average # of paid vacation days - 19 17 17 19
% College graduate or higher - 81% 65% 82% 92%
% Who receive auto reimbursement/allowance - 34% 26% 57% 38%
% Ordained - 25% 36% 68% 67%
% Supervise one or more people - 66% 45% 79% 65%
Average % salary increase (for those who had an increase) this year
- 6.1% 2.8% 3.7% 4.7%
Base Salary Highest 25% - $39,880 $39,800 $46,350 $50,000
Median - $32,421 $32,450 $42,000 $40,000
Lowest 25% - $27,500 $27,000 $30,000 $30,250
Average - $31,632 $33,612 $37,499 $40,795
Housing Highest 25% - - - $31,252 $33,950
Median - - - $22,000 $25,000
Lowest 25% - - - $11,940 $19,384
Average - - - $22,286 $25,587
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% - $42,000 $50,000 $57,680 $66,000
Median - $37,000 $34,000 $47,750 $55,000
Lowest 25% - $30,000 $28,752 $42,735 $41,208
Average - $37,441 $36,917 $50,073 $55,503
Health Insurance Highest 25% - $8,257 $8,933 $10,950 $13,000
Median - $4,650 $5,750 $7,000 $10,500
Lowest 25% - $3,550 $4,164 $3,500 $5,000
Average - $6,772 $8,290 $7,820 $9,350
Life Insurance Highest 25% - - - $400 $499
Median - - - $138 $291
Lowest 25% - - - $113 $183
Average - - - $272 $345
Disability Insurance Highest 25% - - - - $865
Median - - - - $424
Lowest 25% - - - - $270
Average - - - - $661
Retirement Highest 25% - $4,474 - $5,129 $5,374
Median - $3,300 - $2,000 $3,502
Lowest 25% - $2,000 - $1,193 $2,003
Average - $3,430 - $2,986 $3,991
Continuing Education Highest 25% - $1,000 $1,900 $2,000 $1,500
Median - $650 $1,500 $1,200 $1,000
Lowest 25% - $500 $875 $600 $625
Average - $856 $1,465 $1,433 $1,233
Total Benefits Highest 25% - $7,350 $8,110 $12,109 $16,531
Median - $5,000 $5,100 $7,100 $7,887
Lowest 25% - $2,000 $3,328 $1,869 $4,400
Average - $6,179 $7,050 $8,069 $10,504
TOTAL COMPENSATION Highest 25% - $49,250 $57,677 $65,825 $81,250
PLUS BENEFITS Median - $41,300 $37,225 $55,746 $62,800
Lowest 25% - $32,678 $30,000 $44,519 $49,850
Average - $41,100 $42,128 $56,989 $64,948
Number of Respondents 7 32 23 28 119
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-1: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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A D U LT M I N I S T RY / C H R I S T I A N E D U C AT I o N PA S T o R S / D I R E C T o R S — TA B L E 8 - 2
Table 8-2: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance - 209 421 637 894 2,006
Average church income - $627,318 $1,141,253 $1,068,508 $1,995,248 $3,573,182
Average # of years employed - 6 6 6 7 7
Average # of paid vacation days - 16 18 16 20 19
% College graduate or higher - 81% 88% 93% 82% 86%
% Who receive auto reimbursement/allowance - 34% 43% 30% 39% 39%
% Ordained - 28% 55% 59% 55% 77%
% Supervise one or more people - 59% 58% 62% 66% 78%
Average % salary increase (for those who had an increase) this year
- 5.0% 2.0% 4.3% 7.2% 4.3%
Base Salary Median - $32,000 $38,000 $37,000 $40,000 $41,000
Average - $33,072 $36,824 $38,668 $39,867 $40,742
Housing Median - $27,000 $19,500 $17,000 $26,000 $26,152
Average - $26,042 $18,695 $18,035 $27,254 $26,765
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $36,000 $44,058 $43,635 $56,000 $56,000
Average - $38,442 $45,897 $47,929 $54,597 $57,186
Health Insurance Median - $4,500 $6,000 $6,775 $10,800 $10,506
Average - $6,262 $8,719 $8,006 $8,989 $9,504
Life Insurance Median - - - - $450 $245
Average - - - - $403 $355
Disability Insurance Median - - - - $580 $367
Average - - - - $881 $449
Retirement Median - $4,000 $3,500 $2,319 $3,028 $3,100
Average - $4,194 $3,702 $2,978 $3,809 $3,711
Continuing Education Median - $1,000 $1,000 - $500 $1,000
Average - $1,044 $1,260 - $1,340 $1,318
Total Benefits Median - $5,020 $6,500 $6,825 $7,500 $9,685
Average - $6,172 $8,623 $8,107 $10,090 $10,876
TOTAL COMPENSATION Median - $39,856 $54,376 $50,000 $65,635 $65,000
PLUS BENEFITS Average - $43,169 $51,865 $54,535 $63,359 $67,170
Number of Respondents 3 47 40 27 38 61
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-2: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter1, “Explanation of Data Distribution.”
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Table 8-3: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 1,165 881 839 -
Average church income $2,556,045 $1,987,009 $1,091,206 -
Average # of years employed 6 7 6 -
Average # of paid vacation days 20 18 16 -
% College graduate or higher 90% 86% 79% -
% Who receive auto reimbursement/allowance 38% 43% 32% -
% Ordained 58% 60% 49% -
% Supervise one or more people 82% 61% 61% -
Average % salary increase (for those who had an increase) this year
6.3% 3.8% 5.1% -
Base Salary Median $41,000 $37,676 $32,500 -
Average $41,218 $38,364 $32,954 -
Housing Median $32,450 $27,000 $20,000 -
Average $29,773 $25,927 $17,838 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $51,000 $50,078 $39,759 -
Average $52,303 $52,664 $41,196 -
Health Insurance Median $6,775 $9,135 $9,333 -
Average $7,227 $9,236 $8,946 -
Life Insurance Median $350 $220 - -
Average $391 $325 - -
Disability Insurance Median $500 $342 - -
Average $602 $589 - -
Retirement Median $4,423 $3,500 $2,680 -
Average $4,709 $3,805 $3,258 -
Continuing Education Median $1,000 $1,000 $1,000 -
Average $1,225 $1,204 $1,190 -
Total Benefits Median $7,500 $7,200 $5,039 -
Average $10,118 $9,439 $8,002 -
TOTAL COMPENSATION Median $58,275 $57,000 $45,344 -
PLUS BENEFITS Average $60,802 $60,584 $46,856 -
Number of Respondents 50 103 62 2
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-3: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 8-4: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Region
REGION
Data Distribution*
New England
Middle Atlantic South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 645 808 887 1,346 800 1,140 1,713 759
Average church income - $978,099 $1,796,883 $2,190,523 $3,476,838 $1,791,882 $2,035,603 $1,216,769 $1,734,389
Average # of years employed - 5 7 6 8 7 6 6 5
Average # of paid vacation days - 17 19 19 17 18 18 17 17
% College graduate or higher - 89% 85% 76% 89% 89% 83% 79% 88%
% Who receive auto reimbursement/allowance - 39% 44% 37% 30% 29% 42% 36% 40%
% Ordained - 50% 47% 39% 80% 54% 73% 62% 74%
% Supervise one or more people - 61% 65% 74% 70% 67% 74% 69% 44%
Average % salary increase (for those who had an increase) this year
- 2.6% 3.9% 3.6% 2.2% 4.4% 5.8% 16.0% 10.6%
Base Salary Median - $35,500 $40,500 $36,283 $33,185 $35,014 $42,000 $39,000 $31,450
Average - $34,999 $41,646 $36,305 $39,376 $34,426 $40,293 $37,833 $30,288
Housing Median - $11,500 $27,000 $20,112 $25,790 $22,000 $32,950 - $29,400
Average - $12,900 $25,351 $20,302 $26,768 $21,423 $29,661 - $27,539
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $40,000 $47,175 $41,150 $58,935 $40,800 $55,573 $42,382 $50,700
Average - $43,565 $50,566 $44,417 $60,790 $43,908 $57,516 $44,933 $49,291
Health Insurance Median - $8,588 $5,050 $10,500 - $10,800 $6,000 $7,200 $12,000
Average - $8,651 $7,168 $9,883 - $10,101 $7,272 $7,107 $9,521
Life Insurance Median - - $282 $400 - - $250 - -
Average - - $406 $384 - - $339 - -
Disability Insurance Median - - $500 $500 - $497 $420 - -
Average - - $786 $710 - $776 $471 - -
Retirement Median - $2,310 $4,500 $2,501 - $3,500 $3,000 - $3,060
Average - $2,854 $5,102 $2,966 - $4,044 $4,181 - $3,526
Continuing Education Median - $875 $1,000 $1,100 - $800 $1,000 - -
Average - $1,069 $1,335 $1,275 - $1,088 $1,088 - -
Total Benefits Median - $7,700 $6,046 $5,720 $8,747 $9,527 $6,925 $7,000 $10,300
Average - $8,740 $8,126 $8,920 $11,173 $10,155 $9,574 $7,256 $10,489
TOTAL COMPENSATION Median - $54,017 $51,200 $45,019 $70,187 $55,405 $66,500 $47,100 $59,220
PLUS BENEFITS Average - $50,849 $56,295 $50,527 $69,728 $52,974 $66,163 $50,634 $58,207
Number of Respondents 4 18 55 38 10 28 31 14 20
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
A D U LT M I N I S T RY / C H R I S T I A N E D U C AT I o N PA S T o R S / D I R E C T o R S — TA B L E 8 - 4
Table 8-4: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 8-5: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 1,075 840 870 1,188
Average church income $1,370,529 $1,886,122 $1,803,959 $2,079,733
Average # of years employed 6 7 6 5
Average # of paid vacation days 16 18 19 18
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 30% 31% 46% 40%
% Ordained 26% 51% 67% 79%
% Supervise one or more people 72% 64% 69% 60%
Average % salary increase (for those who had an increase) this year
7.2% 4.3% 4.5% 2.0%
Base Salary Median $33,085 $35,014 $39,350 $49,117
Average $32,695 $36,062 $40,056 $44,821
Housing Median $27,000 $23,000 $26,076 $20,000
Average $27,544 $22,520 $25,775 $22,420
Parsonage Median - - - -
Average - - - -
Total Compensation Median $39,500 $45,675 $50,000 $55,000
Average $38,398 $47,118 $53,886 $57,686
Health Insurance Median $4,350 $8,000 $8,820 $8,000
Average $5,571 $8,754 $8,728 $10,109
Life Insurance Median $450 $204 $450 -
Average $490 $285 $429 -
Disability Insurance Median - $342 $500 -
Average - $503 $815 -
Retirement Median $2,100 $3,280 $3,862 $2,198
Average $4,364 $3,483 $4,036 $4,860
Continuing Education Median - $1,000 $1,000 -
Average - $1,190 $1,300 -
Total Benefits Median $3,600 $6,500 $7,350 $10,000
Average $6,022 $8,474 $10,009 $11,589
TOTAL COMPENSATION Median $41,200 $54,527 $56,817 $60,606
PLUS BENEFITS Average $41,431 $53,902 $62,552 $67,730
Number of Respondents 33 83 82 15
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-5: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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A D U LT M I N I S T RY / C H R I S T I A N E D U C AT I o N PA S T o R S / D I R E C T o R S — TA B L E 8 - 6
Table 8-6: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 916 810 1,107 1,032
Average church income $1,778,474 $1,455,576 $1,928,757 $3,164,528
Average # of years employed 3 8 12 20
Average # of paid vacation days 17 19 19 24
% College graduate or higher 84% 84% 84% 93%
% Who receive auto reimbursement/allowance 38% 36% 50% 43%
% Ordained 54% 53% 63% 71%
% Supervise one or more people 65% 70% 65% 62%
Average % salary increase (for those who had an increase) this year
6.8% 3.0% 2.5% 2.5%
Base Salary Median $36,225 $32,400 $42,785 $45,177
Average $36,898 $34,317 $45,050 $47,181
Housing Median $22,500 $24,000 $30,030 $32,000
Average $23,190 $24,834 $28,789 $28,333
Parsonage Median - - - -
Average - - - -
Total Compensation Median $44,675 $43,087 $52,500 $66,000
Average $48,700 $44,294 $54,939 $65,395
Health Insurance Median $7,500 $5,050 $12,000 $10,624
Average $8,517 $7,492 $10,211 $10,071
Life Insurance Median $222 $400 - $200
Average $303 $460 - $350
Disability Insurance Median $405 $200 - $492
Average $679 $389 - $705
Retirement Median $3,000 $3,574 $4,177 $5,199
Average $3,649 $3,853 $4,495 $5,213
Continuing Education Median $1,000 $1,200 - -
Average $1,150 $1,280 - -
Total Benefits Median $7,250 $6,274 $9,925 $17,397
Average $8,945 $7,950 $9,837 $13,731
TOTAL COMPENSATION Median $54,000 $50,400 $60,767 $84,414
PLUS BENEFITS Average $55,958 $49,877 $62,809 $78,145
Number of Respondents 119 59 20 14
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-6: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 8-7: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Denomination
DENOMINATION
Data Distribution* Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 1,010 1,411 693 621 568
Average church income - $2,181,526 $2,974,135 $2,668,663 $1,018,943 $1,080,147
Average # of years employed - 7 6 9 7 6
Average # of paid vacation days - 18 19 20 16 18
% College graduate or higher - 92% 79% 88% 73% 91%
% Who receive auto reimbursement/allowance - 53% 21% 31% 23% 59%
% Ordained - 73% 75% 63% 18% 24%
% Supervise one or more people - 58% 83% 81% 77% 61%
Average % salary increase (for those who had an increase) this year
- 4.5% - 2.2% 3.2% 3.2%
Base Salary Median - $40,500 $30,999 $35,000 $37,500 $36,413
Average - $41,737 $32,881 $35,394 $37,487 $39,167
Housing Median - $28,800 $24,000 $27,000 - -
Average - $27,052 $22,992 $25,389 - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $58,646 $50,500 $48,200 $41,500 $41,575
Average - $60,792 $49,142 $47,463 $39,087 $45,197
Health Insurance Median - $10,000 $7,800 $14,313 $3,000 $7,000
Average - $9,754 $8,378 $12,491 $2,867 $7,917
Life Insurance Median - $192 $300 - - -
Average - $357 $378 - - -
Disability Insurance Median - $404 - - - -
Average - $526 - - - -
Retirement Median - $3,677 $2,500 $3,500 - $4,487
Average - $4,433 $2,932 $4,443 - $4,778
Continuing Education Median - $1,500 - $800 $550 $1,000
Average - $1,415 - $975 $688 $1,250
Total Benefits Median - $10,000 $8,855 $10,300 $3,550 $6,387
Average - $11,532 $9,128 $13,683 $3,984 $7,553
TOTAL COMPENSATION Median - $68,827 $56,291 $56,100 $43,335 $47,675
PLUS BENEFITS Average - $69,871 $55,363 $58,581 $41,622 $52,305
Number of Respondents 7 53 42 16 22 34
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-7: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 8-8: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 1,136 669
Average church income $1,945,614 $1,760,433
Average # of years employed 7 6
Average # of paid vacation days 18 18
% College graduate or higher 90% 77%
% Who receive auto reimbursement/allowance 43% 32%
% Ordained 80% 25%
% Supervise one or more people 67% 65%
Average % salary increase (for those who had an increase) this year
5.8% 3.5%
Base Salary Median $39,500 $34,500
Average $39,817 $34,586
Housing Median $24,290 $22,556
Average $24,421 $24,357
Parsonage Median - -
Average - -
Total Compensation Median $57,360 $37,000
Average $57,670 $38,405
Health Insurance Median $10,400 $5,000
Average $9,623 $6,131
Life Insurance Median $275 $202
Average $355 $350
Disability Insurance Median $394 $321
Average $621 $502
Retirement Median $3,500 $3,014
Average $4,159 $3,394
Continuing Education Median $1,000 $1,000
Average $1,335 $1,116
Total Benefits Median $10,709 $4,768
Average $11,408 $5,815
TOTAL COMPENSATION Median $66,650 $42,389
PLUS BENEFITS Average $66,842 $43,032
Number of Respondents 123 93
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-8: Annual Compensation of Full-Time Adult Ministry/Christian Education Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 8-9: Annual Compensation of Part-Time Adult Ministry/Christian Education Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution* $250K & Under$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 168 281 383 445 1,426
Average church income $183,676 $425,435 $633,117 $891,534 $2,249,650
Average # of years employed 10 5 4 6 5
Average # of paid vacation days 15 14 13 11 15
% College graduate or higher 76% 87% 79% 73% 69%
% Who receive auto reimbursement/allowance 19% 13% 8% 55% 21%
% Ordained 35% 19% 29% 36% 30%
% Supervise one or more people 41% 43% 70% 45% 39%
Average % salary increase (for those who had an increase) this year
5.4% 2.8% 4.9% 3.3% 5.6%
Base Rate Average $20 $19 $18 $15 $19
Base Salary Median $14,400 $16,755 $21,000 $13,092 $17,439
Average $14,248 $15,664 $21,591 $17,039 $19,195
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $12,000 $17,120 $21,000 $20,000 $18,509
Average $13,795 $16,691 $22,941 $19,945 $21,584
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median - - $450 - -
Average - - $1,031 - -
Total Benefits Median - - - - -
Average - - - - -
TOTAL COMPENSATION Median $12,000 $17,120 $22,444 $20,000 $20,000
PLUS BENEFITS Average $13,854 $17,794 $24,118 $20,417 $22,208
Number of Respondents 17 23 24 11 34
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 8-9: Annual Compensation of Part-Time Adult Ministry/Christian Education Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 8-1 page 110 $ $ $ $
Worship Attendance Table 8-2 page 111 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 8-3 page 112 n/a $ n/a $
Region Table 8-4 page 113 n/a $ n/a $
Person’s Education Table 8-5 page 114 n/a $ n/a $
Years Employed Table 8-6 page 115 n/a $ n/a $
Denominationif applicable
Table 8-7 page 116 n/a $ n/a $
HoW To USE THE ADULT MINISTRY/CHRISTIAN EDUCATIoN PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 8-1 (page 110) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 8-2 (page 111) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
Adult Ministry/Christian Education Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
A D U L T M I N I S T R Y / C H R I S T I A N E D U C A T I o N P A S T o R / D I R E C T o R W o R k S H E E T
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 8-3 (page 112) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 8-4 (page 113) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 8-5 (page 114) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Adult Ministry/Christian Education Pastor/Director. on the heading (top row), look for your Adult ministry/Christian education pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 8-6 (page 115) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Adult Ministry/Christian Education Pastor/Director. on the heading (top row), locate the number of years your Adult ministry/Christian education pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 8-7 (page 116) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
9YOUTh
pAsTORs/diReCTORs
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Employment Profile Youth Pastors/Directors include paid pastors and directors of junior high, senior high, or college students. This category may include such titles as Campus Pastor, College Minister, Junior High Pastor/Director, Senior High Pastor/Director, Youth Center Director, Youth Pastor/Director, etc.
on average, Youth Pastors/Directors have been employed in their current positions for fewer years than other church staff. An equal percentage of full-time and part-time Youth Pastors/Directors are considered church employees (92% each), rather than self-employed. Among full-timers, about nine in ten have a college degree and are male.
More than twice as many full-time as part-time Youth Pastors/Directors are ordained. Approximately one-fourth of the Youth Pastors/Directors in this sample work part time. of this part-time group, females account for 31%, compared to 10% of full-timers.
The following is a profile of the demographics reported for this position:
Full-Time Part-Time
Number of respondents 430 138
Ordained 67% 29%
Average years employed 5 3
Male 90% 69%
Female 10% 31%
Self-employed (receives 1099) 8% 8%
Church employee (receives W-2) 92% 92%
High school diploma 6% 19%
Associate Degree 5% 15%
Bachelor’s Degree 60% 48%
Master’s Degree 27% 16%
Doctoral Degree 1% 1%
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Y o U T H P A S T o R S / D I R E C T o R S
Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Youth Pastors/Directors and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the compensation plus benefits of Youth Pastors/Directors can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds. A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
The average compensation and benefits for full-time Youth Pastors/Directors is comparable to Children’s/Preschool Pastors/Directors and full-time Adult Ministry/Christian Education Pastors/Directors. A small fraction of part-time Youth Pastors/Directors receive benefits similar to those received by their full-time counterparts.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 98% 96%
Housing 48% 9%
Parsonage 2% 3%
Health Insurance* 58% 9%
Life Insurance* 26% 3%
Disability Insurance* 22% 1%
Retirement 56% 7%
Continuing Education 35% 12%
Received Salary Increase 44% 29%
Received Paid Vacation 98% 43%
Received Auto Reimbursement/Allowance 39% 28%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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KEY PoINTS
Q About six in ten part-time Youth Pastors/Directors serve in smaller churches with 300 or less in attendance, or church income of $500,000 or less.
Q In general, as church income, church attendance, and the minister’s education level increase, compensation and benefits for full-time Youth Pastors/Directors also increase.
Q The vast majority of full-time Youth Pastors/Directors in this report serve in churches set in a suburb of a large city or a small town/rural city. Youth Pastors/Directors in metropolitan cities and suburbs of large cities have higher compensation packages than their counterparts in small towns/rural cities or farming areas.
2000 $42,561
2001 $43,288
2002 $45,043
2003 $47,058
2004 $47,302
2005 $50,371
2006 $51,640
2007 $50,824
2008 $51,484
2009 $50,540
2011 $51,825*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Youth Pastors/Directors*
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Table 9-1: Annual Compensation of Full-Time Youth Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 213 258 396 552 1,132
Average church income $169,481 $388,567 $641,174 $886,982 $2,373,860
Average # of years employed 6 5 4 5 5
Average # of paid vacation days 14 15 15 15 17
% College graduate or higher 87% 90% 91% 83% 91%
% Who receive auto reimbursement/allowance 45% 56% 58% 49% 44%
% Ordained 63% 71% 63% 67% 68%
% Supervise one or more people 47% 41% 34% 40% 59%
Average % salary increase (for those who had an increase) this year
3.6% 4.4% 4.2% 4.0% 4.9%
Base Salary Highest 25% $35,050 $34,057 $36,633 $44,290 $41,211
Median $27,050 $27,000 $30,450 $34,500 $32,210
Lowest 25% $18,250 $21,257 $22,000 $23,500 $23,550
Average $27,640 $27,906 $29,765 $34,060 $33,259
Housing Highest 25% $20,140 $22,500 $23,410 $26,940 $29,890
Median $15,500 $18,000 $18,000 $20,000 $23,274
Lowest 25% $10,200 $14,450 $14,040 $16,800 $18,558
Average $14,896 $18,784 $19,059 $22,414 $24,751
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $39,692 $44,500 $47,633 $52,000 $57,401
Median $35,050 $38,591 $40,000 $44,800 $47,318
Lowest 25% $29,395 $34,500 $36,633 $38,020 $40,000
Average $35,873 $40,190 $42,525 $45,878 $49,420
Health Insurance Highest 25% $4,998 $13,475 $12,000 $9,100 $13,000
Median $3,888 $8,000 $8,058 $6,000 $8,700
Lowest 25% $2,160 $3,600 $4,700 $3,723 $4,800
Average $4,760 $8,478 $8,508 $7,416 $9,104
Life Insurance Highest 25% - - $174 $420 $420
Median - - $103 $400 $198
Lowest 25% - - $46 $105 $83
Average - - $139 $324 $283
Disability Insurance Highest 25% - - $500 $403 $394
Median - - $346 $346 $300
Lowest 25% - - $130 $121 $198
Average - - $373 $321 $323
Retirement Highest 25% $2,500 $2,310 $3,720 $2,900 $4,205
Median $2,000 $1,788 $1,920 $1,800 $2,538
Lowest 25% $1,253 $1,200 $1,260 $1,036 $1,717
Average $2,051 $1,901 $2,521 $2,334 $3,107
Continuing Education Highest 25% - $2,000 $1,900 $2,600 $2,000
Median - $1,000 $1,000 $2,000 $1,200
Lowest 25% - $600 $875 $1,000 $1,000
Average - $1,689 $1,646 $2,205 $1,678
Total Benefits Highest 25% $7,888 $12,817 $11,417 $10,924 $14,082
Median $3,600 $6,500 $7,607 $5,960 $8,340
Lowest 25% $1,800 $2,500 $3,510 $3,969 $4,637
Average $4,694 $7,606 $8,522 $7,761 $9,978
TOTAL COMPENSATION Highest 25% $42,386 $53,730 $57,124 $57,525 $69,280
PLUS BENEFITS Median $38,330 $45,020 $48,800 $50,336 $57,000
Lowest 25% $30,284 $37,225 $42,076 $44,000 $46,000
Average $38,220 $46,258 $50,143 $52,370 $58,724
Number of Respondents 38 94 66 55 163
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 1
Table 9-1: Annual Compensation of Full-Time Youth Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 9-2: Annual Compensation of Full-Time Youth Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 92 221 409 628 883 1,880
Average church income $198,367 $434,904 $1,296,023 $1,103,370 $1,462,675 $2,967,780
Average # of years employed 6 5 4 5 5 5
Average # of paid vacation days 16 15 16 17 16 17
% College graduate or higher 90% 86% 91% 89% 94% 86%
% Who receive auto reimbursement/allowance 50% 55% 51% 56% 33% 40%
% Ordained 80% 62% 60% 75% 62% 83%
% Supervise one or more people 40% 36% 43% 60% 48% 70%
Average % salary increase (for those who had an increase) this year
3.8% 4.2% 3.6% 4.5% 6.0% 4.5%
Base Salary Median $21,552 $29,488 $33,000 $28,943 $30,993 $33,237
Average $22,528 $28,498 $32,698 $30,813 $31,329 $35,648
Housing Median - $17,400 $20,000 $19,000 $24,840 $26,600
Average - $17,788 $21,174 $19,839 $24,816 $27,521
Parsonage Median - $7,200 - - - -
Average - $7,214 - - - -
Total Compensation Median $29,779 $37,128 $42,839 $42,046 $45,508 $50,000
Average $30,134 $38,911 $44,991 $45,072 $49,251 $51,766
Health Insurance Median - $6,207 $8,150 $8,310 $7,473 $8,384
Average - $7,509 $9,086 $9,628 $8,585 $8,298
Life Insurance Median - $200 $103 $161 $360 $195
Average - $357 $134 $239 $338 $303
Disability Insurance Median - - $285 $303 $372 $260
Average - - $369 $323 $454 $260
Retirement Median - $1,864 $2,000 $2,579 $2,190 $2,400
Average - $2,268 $2,476 $2,818 $2,672 $3,155
Continuing Education Median - $1,000 $1,000 $1,225 $1,500 $1,400
Average - $1,641 $1,698 $1,696 $1,863 $1,779
Total Benefits Median - $6,776 $6,275 $7,146 $7,000 $10,201
Average - $7,431 $8,144 $9,848 $8,659 $10,586
TOTAL COMPENSATION Median $30,284 $42,320 $50,733 $49,923 $54,105 $62,000
PLUS BENEFITS Average $32,359 $44,666 $51,722 $53,843 $57,429 $61,537
Number of Respondents 10 133 98 64 54 65
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-2: Annual Compensation of Full-Time Youth Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
127
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 3
Table 9-3: Annual Compensation of Full-Time Youth Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 648 794 554 324
Average church income $1,208,973 $1,400,681 $1,181,313 $422,108
Average # of years employed 5 5 5 4
Average # of paid vacation days 16 16 16 14
% College graduate or higher 91% 89% 89% 75%
% Who receive auto reimbursement/allowance 43% 53% 48% 50%
% Ordained 66% 65% 70% 67%
% Supervise one or more people 51% 52% 43% 42%
Average % salary increase (for those who had an increase) this year
5.7% 4.2% 4.2% 3.5%
Base Salary Median $30,000 $33,000 $28,885 $28,000
Average $28,687 $33,766 $29,773 $28,388
Housing Median $20,575 $23,000 $18,000 $12,750
Average $23,456 $24,547 $17,933 $13,550
Parsonage Median - - $5,000 -
Average - - $5,760 -
Total Compensation Median $42,000 $45,300 $40,000 $39,300
Average $44,548 $48,045 $41,052 $38,621
Health Insurance Median $8,400 $8,114 $6,000 -
Average $8,533 $8,806 $7,497 -
Life Insurance Median $193 $186 $200 -
Average $306 $260 $288 -
Disability Insurance Median $403 $303 $265 -
Average $342 $320 $335 -
Retirement Median $2,000 $2,128 $2,000 -
Average $2,936 $2,849 $2,263 -
Continuing Education Median $1,000 $1,225 $1,200 -
Average $1,217 $1,804 $1,675 -
Total Benefits Median $8,415 $7,928 $6,350 $10,788
Average $8,932 $9,137 $7,669 $10,745
TOTAL COMPENSATION Median $51,200 $53,462 $46,845 $46,138
PLUS BENEFITS Average $51,926 $55,685 $47,658 $46,680
Number of Respondents 69 171 173 12
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-3: Annual Compensation of Full-Time Youth Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
128
Table 9-4: Annual Compensation of Full-Time Youth Pastors/Directors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 563 641 510 846 571 872 506 893
Average church income - $929,417 $1,716,705 $829,933 $1,865,082 $986,035 $1,581,437 $866,965 $1,310,207
Average # of years employed - 4 5 5 3 4 5 5 4
Average # of paid vacation days - 14 16 15 15 15 16 16 17
% College graduate or higher - 90% 84% 92% 100% 90% 79% 96% 89%
% Who receive auto reimbursement/allowance - 50% 44% 53% 54% 46% 61% 50% 38%
% Ordained - 56% 64% 67% 92% 61% 71% 71% 75%
% Supervise one or more people - 44% 48% 47% 31% 48% 56% 31% 55%
Average % salary increase (for those who had an increase) this year
- 3.1% 4.2% 3.7% 2.7% 3.7% 4.9% 3.4% 7.1%
Base Salary Median - $28,500 $33,000 $31,900 $30,400 $29,500 $32,000 $27,226 $25,500
Average - $31,201 $34,287 $30,618 $31,789 $30,106 $32,757 $27,742 $27,876
Housing Median - $16,000 $20,575 $18,208 $23,260 $15,000 $20,000 $20,000 $24,340
Average - $16,403 $22,104 $18,658 $21,130 $17,898 $20,243 $21,784 $26,174
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $39,000 $44,290 $40,000 $43,000 $41,500 $45,000 $42,389 $41,556
Average - $39,652 $46,141 $41,774 $48,427 $41,054 $45,423 $42,012 $48,403
Health Insurance Median - $10,788 $6,207 $8,000 - $8,800 $8,121 $5,786 $8,400
Average - $10,023 $8,115 $8,462 - $8,372 $8,367 $6,243 $8,551
Life Insurance Median - - $258 $84 - $200 $250 - $117
Average - - $318 $194 - $234 $313 - $283
Disability Insurance Median - - $300 $370 - $292 $200 - $225
Average - - $321 $388 - $280 $333 - $250
Retirement Median - $2,310 $2,000 $2,000 - $1,560 $2,325 $2,370 $2,190
Average - $2,809 $2,732 $2,422 - $2,051 $2,768 $2,877 $2,843
Continuing Education Median - $1,050 $1,200 $1,000 - $1,000 $1,800 $1,375 $1,500
Average - $1,100 $1,868 $1,755 - $1,443 $2,333 $1,462 $1,953
Total Benefits Median - $8,415 $6,950 $7,173 $4,868 $7,750 $6,600 $7,320 $7,748
Average - $9,260 $8,574 $8,369 $5,914 $8,654 $8,798 $8,248 $8,689
TOTAL COMPENSATION Median - $46,078 $49,805 $46,500 $55,000 $48,100 $53,665 $51,750 $50,315
PLUS BENEFITS Average - $48,045 $53,124 $48,763 $52,977 $48,295 $52,637 $47,722 $56,423
Number of Respondents 7 32 97 91 13 49 50 26 65
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-4: Annual Compensation of Full-Time Youth Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
129
Table 9-5: Annual Compensation of Full-Time Youth Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 881 605 705 -
Average church income $1,138,472 $1,003,750 $1,815,078 -
Average # of years employed 5 5 5 -
Average # of paid vacation days 12 15 17 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 43% 49% 53% -
% Ordained 50% 66% 80% -
% Supervise one or more people 44% 49% 46% -
Average % salary increase (for those who had an increase) this year
4.3% 4.2% 5.0% -
Base Salary Median $32,000 $30,000 $30,066 -
Average $31,535 $30,684 $31,564 -
Housing Median $17,519 $19,750 $21,000 -
Average $23,150 $19,895 $23,009 -
Parsonage Median - $7,400 - -
Average - $7,200 - -
Total Compensation Median $37,952 $40,350 $45,000 -
Average $42,338 $42,690 $48,149 -
Health Insurance Median $4,700 $6,661 $9,938 -
Average $6,172 $8,065 $9,909 -
Life Insurance Median - $165 $216 -
Average - $257 $308 -
Disability Insurance Median - $300 $316 -
Average - $336 $350 -
Retirement Median $1,842 $2,000 $2,579 -
Average $1,923 $2,440 $3,095 -
Continuing Education Median $1,100 $1,200 $1,050 -
Average $2,213 $1,698 $1,587 -
Total Benefits Median $6,000 $6,703 $10,126 -
Average $6,401 $8,147 $10,608 -
TOTAL COMPENSATION Median $42,310 $47,275 $54,750 -
PLUS BENEFITS Average $47,672 $49,399 $57,558 -
Number of Respondents 48 255 115 5
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 5
Table 9-5: Annual Compensation of Full-Time Youth Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 9-6: Annual Compensation of Full-Time Youth Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 658 642 599 1,002
Average church income $1,304,975 $1,153,950 $832,467 $1,075,818
Average # of years employed 3 7 13 20
Average # of paid vacation days 15 18 20 22
% College graduate or higher 88% 94% 93% 71%
% Who receive auto reimbursement/allowance 50% 45% 53% 38%
% Ordained 65% 77% 79% 67%
% Supervise one or more people 46% 55% 67% 57%
Average % salary increase (for those who had an increase) this year
4.7% 4.2% 4.0% 3.2%
Base Salary Median $30,000 $26,451 $31,000 $42,750
Average $30,823 $29,589 $32,159 $42,717
Housing Median $19,500 $22,000 $20,000 -
Average $20,286 $23,551 $22,418 -
Parsonage Median $7,200 - - -
Average $7,587 - - -
Total Compensation Median $41,000 $45,000 $49,640 $50,000
Average $43,218 $46,773 $48,598 $51,467
Health Insurance Median $7,000 $8,910 $6,507 $9,400
Average $8,183 $9,191 $8,524 $9,501
Life Insurance Median $161 $216 - -
Average $210 $346 - -
Disability Insurance Median $283 $306 - -
Average $311 $277 - -
Retirement Median $2,000 $2,300 $2,310 $2,000
Average $2,442 $3,112 $2,265 $3,287
Continuing Education Median $1,150 $1,350 - -
Average $1,658 $2,017 - -
Total Benefits Median $7,000 $8,260 $6,895 $9,010
Average $8,381 $9,651 $8,010 $9,255
TOTAL COMPENSATION Median $47,420 $56,314 $53,000 $59,605
PLUS BENEFITS Average $50,120 $55,247 $55,006 $59,400
Number of Respondents 289 82 15 14
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-6: Annual Compensation of Full-Time Youth Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
131
Table 9-7: Annual Compensation of Full-Time Youth Pastors/Directors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 480 630 903 598 623 583
Average church income $1,104,471 $1,766,660 $1,182,872 $1,305,624 $1,104,629 $1,422,038
Average # of years employed 3 5 5 5 5 6
Average # of paid vacation days 13 15 15 15 14 19
% College graduate or higher 79% 93% 85% 100% 86% 86%
% Who receive auto reimbursement/allowance 53% 64% 35% 44% 35% 62%
% Ordained 77% 88% 73% 31% 23% 30%
% Supervise one or more people 53% 42% 51% 44% 52% 52%
Average % salary increase (for those who had an increase) this year
4.5% 3.4% 6.9% 1.5% 3.4% 3.1%
Base Salary Median $22,500 $26,145 $30,000 $32,450 $36,500 $38,000
Average $22,743 $28,694 $31,280 $35,027 $36,933 $39,208
Housing Median $21,600 $20,000 $21,000 - - -
Average $21,439 $21,068 $22,715 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $38,000 $44,000 $43,150 $41,240 $38,000 $42,550
Average $39,560 $45,397 $46,811 $40,058 $39,869 $45,573
Health Insurance Median $6,000 $9,000 $8,000 - $6,125 $10,000
Average $7,008 $9,629 $8,412 - $6,429 $10,185
Life Insurance Median - $258 $120 - - -
Average - $318 $252 - - -
Disability Insurance Median - $175 $269 - - -
Average - $232 $342 - - -
Retirement Median $1,821 $2,600 $1,990 $2,208 $1,200 $2,650
Average $2,688 $2,981 $2,296 $2,480 $1,342 $3,081
Continuing Education Median - $1,650 $1,200 - $750 $1,000
Average - $1,781 $1,536 - $812 $1,358
Total Benefits Median $6,000 $7,840 $8,400 $4,737 $5,193 $5,500
Average $7,141 $10,103 $9,144 $5,782 $6,329 $8,502
TOTAL COMPENSATION Median $43,550 $53,070 $50,733 $44,693 $44,827 $50,227
PLUS BENEFITS Average $45,749 $53,880 $54,403 $44,756 $44,272 $53,196
Number of Respondents 30 106 112 16 23 29
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 7
Table 9-7: Annual Compensation of Full-Time Youth Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
132
Table 9-8: Annual Compensation of Full-Time Youth Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 675 559
Average church income $1,291,405 $911,272
Average # of years employed 5 5
Average # of paid vacation days 16 16
% College graduate or higher 88% 90%
% Who receive auto reimbursement/allowance 50% 43%
% Ordained 71% 43%
% Supervise one or more people 49% 49%
Average % salary increase (for those who had an increase) this year
4.2% 6.8%
Base Salary Median $30,300 $28,513
Average $31,344 $29,002
Housing Median $20,000 $22,000
Average $21,311 $23,053
Parsonage Median $5,000 -
Average $6,693 -
Total Compensation Median $42,330 $33,650
Average $45,312 $36,433
Health Insurance Median $8,000 $4,094
Average $8,614 $5,398
Life Insurance Median $189 -
Average $268 -
Disability Insurance Median $300 -
Average $334 -
Retirement Median $2,000 $2,198
Average $2,609 $2,867
Continuing Education Median $1,200 $750
Average $1,748 $1,162
Total Benefits Median $7,680 $4,599
Average $8,916 $5,271
TOTAL COMPENSATION Median $50,666 $38,479
PLUS BENEFITS Average $52,931 $40,197
Number of Respondents 385 42
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-8: Annual Compensation of Full-Time Youth Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
133
Table 9-9: Annual Compensation of Part-Time Youth Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 131 234 332 546 951
Average church income $160,733 $357,262 $626,578 $869,439 $1,704,397
Average # of years employed 4 3 2 3 4
Average # of paid vacation days 13 11 7 8 9
% College graduate or higher 76% 55% 84% 64% 63%
% Who receive auto reimbursement/allowance 32% 19% 53% 36% 10%
% Ordained 29% 37% 28% 27% 19%
% Supervise one or more people 38% 30% 28% 45% 29%
Average % salary increase (for those who had an increase) this year
3.9% 4.1% - - -
Base Rate Average $18 $15 $17 $15 $16
Base Salary Median $10,400 $12,240 $12,140 $17,962 $17,813
Average $11,468 $13,244 $13,669 $17,154 $16,661
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $12,000 $12,667 $12,000 $20,000 $18,000
Average $12,905 $13,697 $14,128 $18,407 $17,924
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median $1,000 - - - -
Average $872 - - - -
Total Benefits Median $1,000 - - - -
Average $2,641 - - - -
TOTAL COMPENSATION Median $11,909 $12,854 $12,000 $20,000 $18,000
PLUS BENEFITS Average $13,232 $14,444 $14,598 $19,743 $18,408
Number of Respondents 34 43 19 11 22
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 9
Table 9-9: Annual Compensation of Part-Time Youth Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 9-10: Annual Compensation of Part-Time Youth Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 73 199 397 601 875 1,853
Average church income $153,557 $392,742 $607,171 $1,003,597 $1,437,333 $2,374,089
Average # of years employed 3 3 3 5 5 3
Average # of paid vacation days 10 11 8 11 10 5
% College graduate or higher 68% 66% 71% 73% 50% 50%
% Who receive auto reimbursement/allowance 16% 33% 20% 38% 25% 13%
% Ordained 26% 32% 33% 15% 38% 13%
% Supervise one or more people 53% 32% 30% 31% 50% 38%
Average % salary increase (for those who had an increase) this year
- 4.5% - - - -
Base Rate Average $16 $17 $16 $15 - -
Base Salary Median $7,620 $12,280 $14,430 $15,000 - -
Average $9,219 $13,525 $14,011 $17,012 - -
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $7,800 $13,884 $14,430 $15,000 $18,482 $11,680
Average $10,292 $14,404 $15,126 $17,335 $20,196 $12,660
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - $1,075 - - - -
Average - $2,125 - - - -
Total Benefits Median - $1,500 - - - -
Average - $4,581 - - - -
TOTAL COMPENSATION Median $7,800 $13,884 $14,430 $15,000 $18,482 $11,698
PLUS BENEFITS Average $10,840 $14,854 $15,582 $18,504 $21,110 $12,832
Number of Respondents 19 69 21 13 8 8
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-10: Annual Compensation of Part-Time Youth Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
135
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 1 1
Table 9-11: Annual Compensation of Part-Time Youth Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 576 380 328 -
Average church income $1,104,086 $610,227 $478,460 -
Average # of years employed 4 4 3 -
Average # of paid vacation days 10 11 9 -
% College graduate or higher 76% 67% 65% -
% Who receive auto reimbursement/allowance 9% 30% 33% -
% Ordained 23% 27% 34% -
% Supervise one or more people 36% 43% 31% -
Average % salary increase (for those who had an increase) this year
- 6.0% 3.3% -
Base Rate Average $16 $17 $17 -
Base Salary Median $12,140 $12,000 $12,677 -
Average $14,011 $14,146 $13,153 -
Housing Median - - $7,900 -
Average - - $8,475 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,620 $12,720 $14,076 -
Average $15,481 $14,427 $14,364 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - $1,000 -
Average - - $1,632 -
Total Benefits Median - - $2,110 -
Average - - $4,828 -
TOTAL COMPENSATION Median $12,620 $12,980 $14,076 -
PLUS BENEFITS Average $15,866 $14,975 $14,966 -
Number of Respondents 22 46 65 4
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-11: Annual Compensation of Part-Time Youth Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
136
Table 9-12: Annual Compensation of Part-Time Youth Pastors/Directors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance - - 524 288 255 259 434 - 514
Average church income - - $748,748 $456,068 $388,883 $365,703 $842,541 - $868,894
Average # of years employed - - 3 3 4 2 3 - 4
Average # of paid vacation days - - 9 10 13 9 9 - 11
% College graduate or higher - - 66% 67% 54% 73% 75% - 50%
% Who receive auto reimbursement/allowance - - 19% 48% 38% 22% 18% - 20%
% Ordained - - 29% 22% 54% 27% 47% - 10%
% Supervise one or more people - - 29% 52% 15% 55% 47% - 25%
Average % salary increase (for those who had an increase) this year
- - 2.8% 3.6% 8.7% - 8.0% - 5.8%
Base Rate Average - - $15 $19 $17 $12 $14 - $18
Base Salary Median - - $15,712 $12,240 $15,600 $9,200 $10,750 - $12,567
Average - - $15,008 $11,147 $16,145 $10,176 $11,745 - $15,660
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - - $16,094 $12,480 $15,600 $10,000 $11,000 - $12,567
Average - - $16,461 $12,148 $15,934 $12,060 $12,311 - $15,870
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - $4,106 - - - - - -
Average - - $6,403 - - - - - -
TOTAL COMPENSATION Median - - $16,665 $12,240 $15,600 $10,000 $11,000 - $12,567
PLUS BENEFITS Average - - $17,813 $12,125 $16,203 $12,178 $12,440 - $15,946
Number of Respondents 4 7 38 24 13 11 17 4 20
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-12: Annual Compensation of Part-Time Youth Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
137
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 1 3
Table 9-13: Annual Compensation of Part-Time Youth Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 468 358 273 -
Average church income $696,548 $588,361 $443,369 -
Average # of years employed 3 3 6 -
Average # of paid vacation days 8 9 12 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 29% 26% 36% -
% Ordained 17% 31% 55% -
% Supervise one or more people 35% 31% 55% -
Average % salary increase (for those who had an increase) this year
6.2% 2.9% 4.2% -
Base Rate Average $16 $16 $18 -
Base Salary Median $12,480 $12,000 $15,700 -
Average $12,962 $13,279 $16,150 -
Housing Median - $12,000 - -
Average - $10,260 - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,480 $12,960 $17,000 -
Average $13,137 $14,496 $18,035 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - $900 -
Average - - $1,563 -
Total Benefits Median $1,500 - $2,000 -
Average $2,454 - $5,685 -
TOTAL COMPENSATION Median $12,750 $12,960 $16,233 -
PLUS BENEFITS Average $13,333 $14,959 $19,555 -
Number of Respondents 46 65 22 2
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-13: Annual Compensation of Part-Time Youth Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 9-14: Annual Compensation of Part-Time Youth Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 379 352 - -
Average church income $581,169 $799,277 - -
Average # of years employed 2 7 - -
Average # of paid vacation days 9 9 - -
% College graduate or higher 67% 53% - -
% Who receive auto reimbursement/allowance 27% 40% - -
% Ordained 30% 33% - -
% Supervise one or more people 35% 40% - -
Average % salary increase (for those who had an increase) this year
4.0% - - -
Base Rate Average $16 $16 - -
Base Salary Median $12,280 $12,480 - -
Average $13,242 $14,962 - -
Housing Median $10,200 - - -
Average $9,734 - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,927 $12,000 - -
Average $14,316 $15,633 - -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median $1,075 - - -
Average $2,238 - - -
Total Benefits Median $2,000 - - -
Average $4,739 - - -
TOTAL COMPENSATION Median $12,927 $12,960 - -
PLUS BENEFITS Average $14,719 $17,604 - -
Number of Respondents 106 15 7 1
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-14: Annual Compensation of Part-Time Youth Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
139
Table 9-15: Annual Compensation of Part-Time Youth Pastors/Directors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 402 600 - 218 484
Average church income - $566,185 $929,788 - $420,305 $679,178
Average # of years employed - 4 3 - 5 4
Average # of paid vacation days - 8 10 - 13 11
% College graduate or higher - 73% 56% - 63% 69%
% Who receive auto reimbursement/allowance - 25% 27% - 30% 25%
% Ordained - 41% 38% - 25% 0%
% Supervise one or more people - 33% 31% - 45% 23%
Average % salary increase (for those who had an increase) this year
- 7.9% 6.6% - 2.8% -
Base Rate Average - $14 $13 - $23 $17
Base Salary Median - $13,000 $12,000 - $12,389 $14,430
Average - $13,679 $12,173 - $14,543 $15,957
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $13,000 $12,380 - $14,230 $14,430
Average - $14,605 $13,548 - $15,623 $15,957
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median - $13,100 $12,390 - $14,480 $14,430
PLUS BENEFITS Average - $15,092 $15,239 - $16,718 $16,074
Number of Respondents 4 44 26 0 20 13
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Y o U T H P A S T o R S / D I R E C T o R S — T A B L E 9 - 1 5
Table 9-15: Annual Compensation of Part-Time Youth Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 9-16: Annual Compensation of Part-Time Youth Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 405 343
Average church income $630,646 $561,117
Average # of years employed 3 4
Average # of paid vacation days 10 9
% College graduate or higher 65% 68%
% Who receive auto reimbursement/allowance 29% 24%
% Ordained 38% 10%
% Supervise one or more people 37% 33%
Average % salary increase (for those who had an increase) this year
5.2% 2.5%
Base Rate Average $15 $20
Base Salary Median $12,500 $10,691
Average $14,035 $12,676
Housing Median $10,200 -
Average $9,808 -
Parsonage Median - -
Average - -
Total Compensation Median $13,000 $11,346
Average $15,145 $13,127
Health Insurance Median $6,313 -
Average $5,734 -
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median $800 -
Average $1,283 -
Continuing Education Median $1,500 -
Average $2,423 -
Total Benefits Median $1,800 $1,400
Average $5,172 $2,567
TOTAL COMPENSATION Median $13,200 $11,346
PLUS BENEFITS Average $15,701 $13,617
Number of Respondents 95 42
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 9-16: Annual Compensation of Part-Time Youth Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
141
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 9-1 page 125 $ $ $ $
Worship Attendance Table 9-2 page 126 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 9-3 page 127 n/a $ n/a $
Region Table 9-4 page 128 n/a $ n/a $
Person’s Education Table 9-5 page 129 n/a $ n/a $
Years Employed Table 9-6 page 130 n/a $ n/a $
Denominationif applicable
Table 9-7 page 131 n/a $ n/a $
Full-Time Youth Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME YoUTH PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 9-1 (page 125) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 9-2 (page 126) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 9-3 (page 127) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 9-4 (page 128) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 9-5 (page 129) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Youth Pastor/Director. on the heading (top row), look for your Youth pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 9-6 (page 130) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Youth Pastor/Director. on the heading (top row), locate the number of years your Youth pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 9-7 (page 131) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
143
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 9.9 page 133 $ $ $ $
Worship Attendance Table 9.10 page 134 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 9.11 page 135 n/a $ n/a $
Region Table 9.12 page 136 n/a $ n/a $
Person’s Education Table 9.13 page 137 n/a $ n/a $
Years Employed Table 9.14 page 138 n/a $ n/a $
Denominationif applicable
Table 9.15 page 139 n/a $ n/a $
Part-Time Youth Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME YoUTH PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 9.9 (page 133) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 9.10 (page 134) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 9.11 (page 135) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 9.12 (page 136) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 9.13 (page 137) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Youth Pastor/Director. on the heading (top row), look for your Youth pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 9.14 (page 138) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Youth Pastor/Director. on the heading (top row), locate the number of years your Youth pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 9.15 (page 139) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
10ChiLdReN’s/pResChOOL
pAsTORs/diReCTORs
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Employment Profile Children’s/Preschool Pastors/Directors are paid pastors and directors for children’s ministries from nursery through elementary school-age. (They are church staff, not school staff.) This category may include such positions as Early Childhood Pastor, Elementary School Pastor, Preschool Pastor/Director, Childcare Director, Daycare Director, etc.
of the children’s ministry leaders who responded to our survey, close to six in ten work full-time. More than nine in ten full-time and part-time children’s ministry leaders are employed by the church rather than self-employed. About seven in ten full-time children’s ministry leaders are female and have at least a Bachelor’s degree. Women hold close to 90% of the part-time positions.
The following chart summarizes a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 306 225
Ordained 45% 16%
Average years employed 7 5
Male 31% 11%
Female 69% 89%
Self-employed (receives 1099) 4% 6%
Church employee (receives W-2) 96% 94%
High school diploma 13% 20%
Associate Degree 14% 15%
Bachelor’s Degree 53% 53%
Master’s Degree 20% 12%
Doctoral Degree 0% 1%
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C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S
Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for children’s ministry leaders who serve full-time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender.
There is also a table showing compensation plus benefits data for children’s ministry leaders who serve part-time presented by church income. In this way, the compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Almost none of the paid children’s ministry leaders live in church-provided parsonages, however, more than one-third full-timers receive a housing allowance. The percentage of those receiving benefits such as health insurance, retirement, and continuing education is comparable to other pastors, not including Solo or Senior Pastors, for both full-time and part-time positions.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 99% 96%
Housing 37% 9%
Parsonage 1% 1%
Health Insurance* 55% 2%
Life Insurance* 24% 2%
Disability Insurance* 22% 2%
Retirement 53% 14%
Continuing Education 29% 12%
Received Salary Increase 44% 41%
Received Paid Vacation 98% 54%
Received Auto Reimbursement/Allowance 38% 14%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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KEY PoINTS
Q The majority (56%) of full-time Children’s/Preschool Pastors/Directors in this sample serve in larger churches with an income of over $1,000,000.
Q For the most part, as worship attendance and the minister’s education level increase, average compensation and benefits for full-time children’s ministry leaders also increase.
Q About half of the full-time Children’s/Preschool Pastors/Directors in this sample serve in churches set in a suburb of a large city, another three in ten serve in a small town or rural city. No churches in farming areas reported having paid children’s ministry leaders.
Q More than two-thirds of full-time Children’s/Preschool Pastors/Directors in this sample are female. However, the 96 reported full-time males in these positions receive about 25% more in average compensation and benefits packages than their female counterparts.
2000
2001
2002
2003
2004
2005
2006 $46,361
2007 $52,434
2008 $53,033
2009 $50,782
2011 $50,611**
* No historical data available before 2006.
** The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Children’s Preschool Pastors/Directors*
149
Table 10-1: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 261 288 398 540 1,400
Average church income $147,000 $411,756 $638,122 $911,717 $2,355,106
Average # of years employed 10 4 7 7 8
Average # of paid vacation days 17 15 16 16 18
% College graduate or higher 75% 59% 83% 82% 76%
% Who receive auto reimbursement/allowance 13% 22% 31% 49% 43%
% Ordained 50% 48% 43% 56% 42%
% Supervise one or more people 100% 74% 72% 80% 83%
Average % salary increase (for those who had an increase) this year
- 3.2% 5.0% 3.2% 3.5%
Base Salary Highest 25% $43,750 $38,800 $39,000 $40,000 $45,008
Median $31,000 $30,000 $33,750 $31,600 $36,946
Lowest 25% $24,500 $22,000 $27,220 $25,000 $28,750
Average $36,688 $29,890 $32,896 $32,495 $37,562
Housing Highest 25% - - $20,000 $35,000 $29,215
Median - - $16,000 $21,150 $24,000
Lowest 25% - - $10,000 $16,000 $20,000
Average - - $16,407 $25,338 $24,469
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $62,500 $40,000 $42,882 $50,000 $55,000
Median $44,750 $33,148 $37,593 $43,309 $45,000
Lowest 25% $39,900 $27,000 $32,500 $37,000 $36,150
Average $52,133 $34,292 $38,101 $44,052 $46,737
Health Insurance Highest 25% - $8,700 $7,430 $10,000 $11,000
Median - $7,000 $5,442 $7,300 $7,056
Lowest 25% - $5,000 $2,700 $4,300 $3,894
Average - $6,523 $5,917 $7,893 $7,850
Life Insurance Highest 25% - - - $400 $459
Median - - - $240 $181
Lowest 25% - - - $151 $109
Average - - - $289 $321
Disability Insurance Highest 25% - - - $565 $501
Median - - - $360 $310
Lowest 25% - - - $157 $155
- - - $633 $441
Retirement Highest 25% - $3,000 $3,465 $2,794 $4,000
Median - $1,500 $2,292 $2,000 $2,400
Lowest 25% - $850 $1,200 $1,070 $1,488
Average - $1,932 $2,498 $2,179 $3,000
Continuing Education Highest 25% - - $1,000 $1,550 $2,050
Median - - $750 $1,000 $1,000
Lowest 25% - - $500 $800 $650
Average - - $1,261 $1,330 $1,720
Total Benefits Highest 25% $6,000 $8,700 $9,800 $10,585 $13,045
Median $5,000 $6,800 $5,064 $5,600 $7,848
Lowest 25% $4,800 $2,300 $2,551 $2,421 $3,858
Average $5,267 $6,200 $6,714 $7,130 $9,009
TOTAL COMPENSATION Highest 25% $65,000 $48,301 $49,780 $57,360 $63,212
PLUS BENEFITS Median $47,150 $37,851 $43,436 $51,341 $53,847
Lowest 25% $42,900 $31,200 $35,750 $41,220 $43,123
Average $54,108 $38,196 $43,137 $49,674 $54,367
Number of Respondents 8 27 36 52 155
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S — T A B L E 1 0 - 1
Table 10-1: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 10-2: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance - 224 408 629 898 2,270
Average church income - $457,459 $850,382 $1,198,190 $1,539,687 $3,174,576
Average # of years employed - 7 7 7 7 8
Average # of paid vacation days - 16 16 17 17 17
% College graduate or higher - 71% 74% 75% 77% 73%
% Who receive auto reimbursement/allowance - 26% 42% 46% 33% 36%
% Ordained - 43% 38% 51% 38% 51%
% Supervise one or more people - 74% 80% 80% 78% 92%
Average % salary increase (for those who had an increase) this year
- 5.9% 3.8% 4.2% 2.8% 3.6%
Base Salary Median - $30,000 $33,350 $35,000 $39,166 $35,942
Average - $31,246 $33,441 $35,360 $36,925 $37,879
Housing Median - $14,000 $21,150 $20,706 $23,520 $24,000
Average - $13,787 $24,736 $22,246 $25,073 $22,950
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $35,000 $40,000 $42,000 $44,420 $47,250
Average - $35,164 $41,830 $44,179 $45,917 $47,620
Health Insurance Median - $7,000 $5,550 $7,128 $6,816 $5,731
Average - $7,650 $6,785 $8,011 $8,147 $7,032
Life Insurance Median - - $300 $150 $202 $181
Average - - $325 $309 $445 $277
Disability Insurance Median - - - $533 - $238
Average - - - $850 - $343
Retirement Median - $2,446 $1,908 $2,704 $2,424 $2,050
Average - $2,690 $2,453 $2,902 $2,805 $2,919
Continuing Education Median - $500 $1,000 $1,000 $1,000 $1,100
Average - $700 $1,404 $1,150 $1,628 $1,972
Total Benefits Median - $6,800 $5,485 $9,024 $6,360 $7,200
Average - $7,192 $6,751 $8,625 $7,890 $8,531
TOTAL COMPENSATION Median - $42,750 $46,753 $49,561 $51,017 $54,941
PLUS BENEFITS Average - $40,274 $46,939 $51,387 $51,920 $54,502
Number of Respondents 0 38 74 56 46 88
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-2: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S — T A B L E 1 0 - 3
Table 10-3: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 1,172 1,173 736 -
Average church income $1,608,054 $1,884,636 $1,054,648 -
Average # of years employed 6 7 7 -
Average # of paid vacation days 16 17 16 -
% College graduate or higher 71% 75% 73% -
% Who receive auto reimbursement/allowance 34% 38% 40% -
% Ordained 53% 45% 39% -
% Supervise one or more people 84% 84% 79% -
Average % salary increase (for those who had an increase) this year
3.9% 3.8% 3.9% -
Base Salary Median $34,840 $36,000 $32,000 -
Average $35,225 $36,388 $34,250 -
Housing Median $22,690 $24,050 $19,000 -
Average $24,674 $24,782 $17,827 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $44,500 $43,950 $40,000 -
Average $46,031 $45,231 $40,556 -
Health Insurance Median $7,464 $5,775 $7,056 -
Average $7,552 $7,487 $7,254 -
Life Insurance Median $109 $180 $380 -
Average $163 $263 $509 -
Disability Insurance Median $304 $292 $400 -
Average $649 $420 $438 -
Retirement Median $2,400 $2,400 $2,000 -
Average $2,803 $3,060 $2,262 -
Continuing Education Median $1,000 $1,000 $1,000 -
Average $1,517 $1,529 $1,150 -
Total Benefits Median $7,175 $6,667 $7,000 -
Average $7,960 $8,096 $7,561 -
TOTAL COMPENSATION Median $51,379 $50,000 $45,533 -
PLUS BENEFITS Average $52,595 $51,664 $46,106 -
Number of Respondents 63 146 94 0
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-3: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 10-4: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 706 951 1,115 1,058 908 1,127 975 1,281
Average church income - $958,881 $1,622,480 $1,676,866 $1,717,256 $1,431,400 $2,008,915 $1,059,606 $1,652,643
Average # of years employed - 4 7 7 9 6 7 5 7
Average # of paid vacation days - 17 17 17 15 15 15 17 19
% College graduate or higher - 59% 78% 80% 50% 79% 69% 81% 76%
% Who receive auto reimbursement/allowance - 24% 35% 44% 26% 31% 57% 19% 30%
% Ordained - 41% 41% 50% 42% 41% 42% 50% 51%
% Supervise one or more people - 94% 78% 80% 95% 85% 83% 81% 83%
Average % salary increase (for those who had an increase) this year
- 2.8% 3.5% 3.2% 3.1% 4.5% 4.9% 2.5% 4.2%
Base Salary Median - $38,000 $35,000 $33,000 $44,386 $34,095 $38,540 $32,550 $30,344
Average - $38,343 $35,963 $34,208 $40,772 $33,750 $38,223 $35,609 $30,829
Housing Median - - $20,000 $20,412 - $21,150 $20,000 - $33,550
Average - - $22,860 $21,974 - $19,824 $19,470 - $32,710
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $38,000 $40,000 $43,500 $48,284 $42,000 $44,019 $44,000 $45,000
Average - $38,343 $43,058 $42,357 $47,267 $45,115 $45,434 $41,831 $46,876
Health Insurance Median - $7,250 $7,795 $5,910 $10,000 $8,150 $7,512 $5,000 $4,746
Average - $8,222 $7,912 $7,453 $9,300 $7,959 $8,241 $5,417 $5,465
Life Insurance Median - - $204 $180 - $310 $400 - $86
Average - - $253 $308 - $369 $446 - $174
Disability Insurance Median - - $350 $500 - $230 $433 - $91
Average - - $485 $591 - $349 $459 - $251
Retirement Median - - $2,026 $2,000 $2,698 $1,410 $2,750 - $2,000
Average - - $2,988 $2,490 $2,510 $2,618 $3,273 - $2,479
Continuing Education Median - $825 $650 $1,250 - $1,000 $1,250 - $1,000
Average - $781 $953 $1,509 - $1,475 $2,129 - $1,520
Total Benefits Median - $6,964 $7,307 $6,667 $11,250 $7,033 $9,000 $4,845 $4,822
Average - $8,273 $8,099 $8,205 $9,531 $7,511 $9,646 $5,736 $6,024
TOTAL COMPENSATION Median - $42,700 $48,005 $48,585 $55,623 $50,072 $54,190 $45,000 $50,000
PLUS BENEFITS Average - $45,157 $49,360 $49,161 $54,290 $50,859 $52,758 $45,382 $52,003
Number of Respondents 5 17 68 41 19 34 54 21 47
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-4: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S — T A B L E 1 0 - 5
Table 10-5: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 1,141 953 1,147 -
Average church income $1,507,063 $1,464,888 $1,953,238 -
Average # of years employed 8 7 7 -
Average # of paid vacation days 16 17 17 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 24% 35% 61% -
% Ordained 29% 49% 57% -
% Supervise one or more people 90% 79% 85% -
Average % salary increase (for those who had an increase) this year
4.4% 4.0% 2.8% -
Base Salary Median $35,000 $34,000 $36,000 -
Average $35,997 $34,921 $37,061 -
Housing Median $19,500 $21,000 $24,000 -
Average $19,598 $22,822 $23,666 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $40,000 $42,000 $46,000 -
Average $41,127 $44,287 $46,980 -
Health Insurance Median $5,050 $7,128 $7,100 -
Average $6,233 $7,841 $7,483 -
Life Insurance Median $135 $156 $305 -
Average $271 $226 $520 -
Disability Insurance Median $298 $260 $400 -
Average $492 $375 $595 -
Retirement Median $1,722 $2,160 $2,875 -
Average $1,782 $2,936 $3,105 -
Continuing Education Median $1,000 $1,000 $1,000 -
Average $1,444 $1,261 $1,714 -
Total Benefits Median $4,945 $6,980 $7,933 -
Average $6,180 $7,942 $9,063 -
TOTAL COMPENSATION Median $45,400 $49,273 $55,300 -
PLUS BENEFITS Average $45,391 $50,591 $55,003 -
Number of Respondents 79 160 61 1
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-5: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 10-6: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 1,065 1,126 839 1,149
Average church income $1,537,288 $1,661,480 $1,539,454 $2,098,861
Average # of years employed 3 8 13 21
Average # of paid vacation days 15 17 20 20
% College graduate or higher 80% 66% 59% 72%
% Who receive auto reimbursement/allowance 36% 32% 38% 42%
% Ordained 46% 47% 40% 38%
% Supervise one or more people 82% 88% 80% 92%
Average % salary increase (for those who had an increase) this year
3.7% 4.7% 3.0% 3.6%
Base Salary Median $34,990 $33,700 $36,750 $43,618
Average $34,960 $34,887 $38,088 $39,851
Housing Median $21,000 $24,690 $16,000 $27,620
Average $21,766 $25,459 $17,337 $26,683
Parsonage Median - - - -
Average - - - -
Total Compensation Median $40,000 $42,000 $43,000 $49,000
Average $43,383 $44,896 $42,448 $49,510
Health Insurance Median $7,056 $4,680 $6,000 $7,930
Average $7,978 $6,011 $6,971 $7,610
Life Insurance Median $155 $132 $348 $210
Average $231 $227 $598 $348
Disability Insurance Median $337 $279 - $312
Average $525 $340 - $354
Retirement Median $2,100 $2,000 $2,051 $3,554
Average $2,509 $2,726 $2,603 $4,029
Continuing Education Median $1,000 $1,000 $600 $2,100
Average $1,665 $1,063 $636 $2,211
Total Benefits Median $7,000 $6,000 $6,300 $9,594
Average $8,354 $6,510 $6,711 $9,066
TOTAL COMPENSATION Median $49,045 $49,090 $48,200 $59,528
PLUS BENEFITS Average $49,928 $49,820 $47,625 $57,530
Number of Respondents 153 78 35 26
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-6: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
155
Table 10-7: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 547 1,020 1,362 - 766 785
Average church income $991,290 $1,764,125 $1,905,544 - $1,195,001 $1,894,788
Average # of years employed 6 8 7 - 7 8
Average # of paid vacation days 14 17 16 - 15 18
% College graduate or higher 70% 63% 76% - 74% 89%
% Who receive auto reimbursement/allowance 45% 54% 24% - 21% 55%
% Ordained 75% 40% 54% - 8% 11%
% Supervise one or more people 70% 91% 79% - 83% 80%
Average % salary increase (for those who had an increase) this year
5.0% 4.4% 4.0% - 3.2% 3.3%
Base Salary Median $22,312 $40,000 $32,755 - $37,000 $39,956
Average $25,721 $37,296 $35,023 - $38,313 $39,873
Housing Median $20,000 $22,050 $21,000 - - -
Average $23,434 $22,273 $20,632 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $42,194 $42,500 $44,488 - $40,217 $40,000
Average $41,073 $44,267 $45,581 - $39,813 $42,823
Health Insurance Median $10,182 $8,400 $5,256 - $3,150 $5,910
Average $9,279 $8,864 $6,400 - $4,023 $7,218
Life Insurance Median $255 $192 $120 - - -
Average $348 $334 $286 - - -
Disability Insurance Median - $350 $298 - - -
Average - $438 $414 - - -
Retirement Median - $2,500 $1,815 - $1,207 $2,000
Average - $2,739 $2,863 - $1,227 $3,537
Continuing Education Median - $1,000 $1,000 - $500 $800
Average - $1,897 $1,368 - $985 $1,015
Total Benefits Median $7,499 $9,000 $6,530 - $2,476 $7,700
Average $8,478 $9,314 $7,336 - $3,792 $7,955
TOTAL COMPENSATION Median $49,022 $51,788 $49,000 - $42,100 $47,922
PLUS BENEFITS Average $48,703 $51,330 $51,483 - $42,341 $49,584
Number of Respondents 20 80 87 5 24 20
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S — T A B L E 1 0 - 7
Table 10-7: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 10-8: Annual Compensation of Full-Time Children's/Preschool Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 1,060 1,028
Average church income $1,590,123 $1,599,034
Average # of years employed 6 8
Average # of paid vacation days 16 17
% College graduate or higher 86% 68%
% Who receive auto reimbursement/allowance 52% 31%
% Ordained 83% 28%
% Supervise one or more people 83% 82%
Average % salary increase (for those who had an increase) this year
3.2% 4.2%
Base Salary Median $34,000 $35,250
Average $35,465 $35,676
Housing Median $22,050 $21,000
Average $22,061 $23,453
Parsonage Median - -
Average - -
Total Compensation Median $47,750 $40,000
Average $49,530 $41,465
Health Insurance Median $8,500 $5,785
Average $8,622 $6,587
Life Insurance Median $150 $202
Average $225 $356
Disability Insurance Median $350 $311
Average $521 $420
Retirement Median $2,424 $2,106
Average $3,172 $2,558
Continuing Education Median $1,000 $1,000
Average $1,596 $1,386
Total Benefits Median $9,380 $5,843
Average $9,800 $6,777
TOTAL COMPENSATION Median $54,985 $45,293
PLUS BENEFITS Average $58,105 $46,468
Number of Respondents 96 209
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 10-8: Annual Compensation of Full-Time Children’s/Preschool Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
157
Table 10-9: Annual Compensation of Part-Time Children's/Preschool Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 207 265 410 496 1,343
Average church income $176,182 $384,415 $628,477 $915,351 $2,255,319
Average # of years employed 4 4 4 6 6
Average # of paid vacation days 11 11 12 13 12
% College graduate or higher 55% 59% 78% 86% 55%
% Who receive auto reimbursement/allowance 5% 14% 15% 28% 14%
% Ordained 36% 11% 9% 14% 15%
% Supervise one or more people 62% 66% 62% 68% 55%
Average % salary increase (for those who had an increase) this year
- 4.8% 4.2% 2.4% 5.1%
Base Rate Average $13 $15 $16 $17 $16
Base Salary Median $10,200 $11,879 $15,350 $20,000 $19,968
Average $10,628 $13,666 $16,423 $18,987 $20,142
Housing Median - - - - $17,000
Average - - - - $16,985
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $11,100 $14,341 $15,350 $20,000 $20,400
Average $11,942 $14,519 $16,808 $19,436 $21,988
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - $694 $582
Average - - - $1,130 $1,021
Continuing Education Median - - $713 - -
Average - - $1,158 - -
Total Benefits Median - $500 $1,065 $711 $784
Average - $820 $1,391 $1,376 $1,423
TOTAL COMPENSATION Median $11,100 $14,500 $16,224 $20,000 $20,400
PLUS BENEFITS Average $11,942 $14,914 $17,163 $20,005 $22,431
Number of Respondents 23 44 47 29 63
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S — T A B L E 1 0 - 9
Table 10-9: Annual Compensation of Part-Time Children’s/Preschool Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 10-1 page 149 $ $ $ $
Worship Attendance Table 10-2 page 150 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 10-3 page 151 n/a $ n/a $
Region Table 10-4 page 152 n/a $ n/a $
Person’s Education Table 10-5 page 153 n/a $ n/a $
Years Employed Table 10-6 page 154 n/a $ n/a $
Denominationif applicable
Table 10-7 page 155 n/a $ n/a $
Children’s/Preschool Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE CHILDREN’S/PRESCHooL PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 10-1 (page 149) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 10-2 (page 150) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
159
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 10-3 (page 151) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 10-4 (page 152) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 10-5 (page 153) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Children’s Preschool Pastor/Director. on the heading (top row), look for your Children’s preschool pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 10-6 (page 154) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Children’s Preschool Pastor/Director. on the heading (top row), locate the number of years your Children’s preschool pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 10-7 (page 155) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
C H I L D R E N ’ S / P R E S C H o o L P A S T o R S / D I R E C T o R S W o R k S H E E T
11mUsiC/ChOiR/
WORshippAsTORs/diReCTORs
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M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S
Employment Profile Music/Choir/Worship Pastors/Directors include paid pastors and directors of church music programs, including band, bell/chimes choir, music ministry, orchestra, praise and worship team, vocal choir, etc. This category may include such positions as Music Pastor, Worship Pastor, Worship Leader, Choir Director, Choir Master, Director of Music Ministries, etc.
The music ministry leader positions included in this report are almost evenly split between full- and part-time. While men occupy most of the full-time positions, part-time positions are almost evenly split between males and females. More than eight in ten full-time music ministry leaders hold at least a Bachelor’s degree. Six in ten full-time music ministry leaders are ordained. Almost all full-time music ministers are considered church employees rather than self-employed. The following chart provides a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 238 247
Ordained 59% 25%
Average years employed 7 8
Male 83% 54%
Female 17% 46%
Self-employed (receives 1099) 3% 10%
Church employee (receives W-2) 97% 90%
High school diploma 10% 13%
Associate Degree 5% 10%
Bachelor’s Degree 53% 47%
Master’s Degree 29% 27%
Doctoral Degree 3% 3%
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Music/Choir/Worship Pastors/Directors and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the music ministry leaders’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Most benefits reported by music ministry leaders are comparable to those of Youth Pastors/Directors, Adult Ministry/Christian Education, and Children’s/Preschool Pastors/Directors. None of the music ministry leaders live in church-provided parsonages, but the majority (55%) of those who work full time receive housing allowances.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 98% 97%
Housing 55% 8%
Parsonage 0% 0%
Health Insurance* 60% 4%
Life Insurance* 27% 3%
Disability Insurance* 23% 1%
Retirement 59% 6%
Continuing Education 25% 10%
Received Salary Increase 49% 34%
Received Paid Vacation 95% 46%
Received Auto Reimbursement/Allowance 42% 7%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S
KEY PoINTS
Q About two-thirds of full-time Music/Choir/Worship Pastors/Directors serve in larger congregations (those with more than $750,000 in church income).
Q Full-time male Music/Choir/Worship Pastors/Directors earn 21% more than females.
Q The vast majority of the Music/Choir/Worship Pastors/Directors, both full-time and part-time, serve in churches set in a suburb of a large city or in a small town or rural city.
2000 $50,911
2001 $53,200
2002 $55,046
2003 $56,875
2004 $57,279
2005 $60,316
2006 $64,075
2007 $65,133
2008 $61,373
2009 $61,754
2011 $60,392*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Music/Choir/Worship Pastors/Directors
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 11-1: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 11-1: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 150 257 395 550 1,212
Average church income $169,394 $410,491 $631,834 $900,979 $2,240,130
Average # of years employed 7 6 5 5 8
Average # of paid vacation days 17 16 15 16 18
% College graduate or higher 63% 89% 86% 89% 85%
% Who receive auto reimbursement/allowance 13% 42% 40% 47% 44%
% Ordained 63% 79% 51% 54% 58%
% Supervise one or more people 88% 50% 50% 67% 81%
Average % salary increase (for those who had an increase) this year
- 5.5% 3.2% 3.6% 4.0%
Base Salary Highest 25% $34,200 $37,000 $42,230 $51,438 $55,600
Median $25,000 $30,000 $33,619 $39,000 $45,961
Lowest 25% $17,552 $22,000 $27,780 $29,000 $33,359
Average $25,351 $30,510 $35,119 $38,606 $45,208
Housing Highest 25% - $24,000 $24,000 $34,000 $35,000
Median - $20,000 $20,424 $25,000 $25,000
Lowest 25% - $12,000 $18,000 $18,000 $20,500
Average - $20,212 $20,381 $25,703 $28,418
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $45,750 $47,250 $51,693 $56,388 $71,051
Median $35,152 $42,525 $42,230 $50,000 $59,610
Lowest 25% $19,400 $33,159 $36,150 $41,500 $48,182
Average $31,676 $43,005 $45,224 $49,089 $61,437
Health Insurance Highest 25% - $9,000 $10,666 $12,884 $12,180
Median - $8,095 $6,000 $10,892 $8,952
Lowest 25% - $5,400 $4,440 $6,415 $4,850
Average - $7,952 $7,298 $10,570 $9,336
Life Insurance Highest 25% - - - $336 $300
Median - - - $217 $192
Lowest 25% - - - $126 $114
Average - - - $256 $250
Disability Insurance Highest 25% - - - $470 $450
Median - - - $308 $307
Lowest 25% - - - $195 $203
Average - - - $328 $409
Retirement Highest 25% - $2,500 $3,600 $2,870 $5,224
Median - $1,200 $2,000 $1,844 $3,038
Lowest 25% - $667 $1,200 $1,170 $1,890
Average - $2,082 $2,575 $2,028 $3,705
Continuing Education Highest 25% - - $2,000 $2,000 $1,900
Median - - $1,000 $1,000 $1,050
Lowest 25% - - $500 $1,000 $900
Average - - $1,590 $1,264 $1,608
Total Benefits Highest 25% - $9,330 $12,315 $14,392 $13,999
Median - $7,500 $6,621 $12,160 $9,223
Lowest 25% - $2,450 $4,500 $6,453 $4,081
Average - $7,046 $8,493 $10,579 $10,515
TOTAL COMPENSATION Highest 25% $45,750 $55,960 $61,500 $65,523 $84,287
PLUS BENEFITS Median $35,152 $45,500 $50,800 $60,154 $69,000
Lowest 25% $19,575 $36,830 $43,230 $49,100 $53,780
Average $31,719 $47,825 $52,747 $57,997 $70,805
Number of Respondents 8 38 35 38 110
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
165
Table 11-2: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance - 235 414 643 889 2,026
Average church income - $527,651 $869,662 $1,128,231 $1,646,553 $3,302,216
Average # of years employed - 6 8 7 8 8
Average # of paid vacation days - 16 17 17 18 19
% College graduate or higher - 86% 90% 89% 80% 76%
% Who receive auto reimbursement/allowance - 51% 31% 54% 38% 40%
% Ordained - 61% 52% 62% 59% 68%
% Supervise one or more people - 59% 66% 72% 78% 85%
Average % salary increase (for those who had an increase) this year
- 4.6% 3.1% 3.9% 3.7% 4.8%
Base Salary Median - $31,265 $39,221 $39,000 $43,226 $46,000
Average - $34,612 $39,239 $40,419 $41,397 $44,455
Housing Median - $20,000 $23,640 $24,750 $24,850 $28,500
Average - $20,462 $24,178 $24,619 $26,873 $29,833
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $43,050 $49,795 $51,219 $56,200 $63,000
Average - $43,161 $48,772 $54,341 $57,127 $65,556
Health Insurance Median - $8,700 $6,500 $9,819 $10,435 $9,437
Average - $8,249 $8,168 $9,767 $9,886 $9,326
Life Insurance Median - $215 $155 $194 $205 $192
Average - $228 $186 $184 $277 $263
Disability Insurance Median - - - $318 $275 $319
Average - - - $389 $525 $346
Retirement Median - $2,085 $2,100 $1,750 $2,874 $3,130
Average - $3,128 $2,642 $2,629 $3,292 $3,722
Continuing Education Median - $1,000 $1,000 $1,000 - $1,750
Average - $1,075 $1,408 $1,350 - $1,840
Total Benefits Median - $8,700 $7,439 $8,240 $8,400 $11,264
Average - $8,129 $8,960 $8,833 $9,847 $12,028
TOTAL COMPENSATION Median - $45,000 $57,300 $57,356 $63,600 $72,913
PLUS BENEFITS Average - $48,740 $55,823 $61,947 $66,014 $77,291
Number of Respondents 5 51 61 36 41 41
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 2
Table 11-2: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 11-3: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 881 860 618 -
Average church income $1,521,825 $1,711,600 $996,843 -
Average # of years employed 6 7 7 -
Average # of paid vacation days 18 17 16 -
% College graduate or higher 74% 87% 88% -
% Who receive auto reimbursement/allowance 29% 47% 43% -
% Ordained 50% 62% 60% -
% Supervise one or more people 68% 71% 67% -
Average % salary increase for those who had an increase) this year
5.4% 4.0% 3.3% -
Base Salary Median $34,008 $42,000 $34,000 -
Average $34,851 $42,177 $37,608 -
Housing Median $22,500 $24,920 $20,000 -
Average $23,448 $27,540 $22,170 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $49,795 $51,500 $48,900 -
Average $48,250 $57,091 $48,237 -
Health Insurance Median $8,886 $9,879 $6,934 -
Average $9,168 $9,971 $7,691 -
Life Insurance Median $179 $192 $189 -
Average $196 $259 $221 -
Disability Insurance Median $383 $324 $324 -
Average $401 $417 $413 -
Retirement Median $3,360 $2,543 $2,305 -
Average $3,954 $3,113 $2,769 -
Continuing Education Median - $1,000 $1,000 -
Average - $1,593 $1,442 -
Total Benefits Median $9,010 $8,634 $8,110 -
Average $10,433 $10,161 $8,548 -
TOTAL COMPENSATION Median $58,944 $61,173 $55,823 -
PLUS BENEFITS Average $56,596 $65,527 $55,188 -
Number of Respondents 35 106 91 2
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-3: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
167
Table 11-4: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 880 756 706 1,034 765 808 462 905
Average church income - $1,356,800 $1,480,053 $1,181,036 $2,701,566 $1,251,212 $1,561,945 $807,958 $1,449,308
Average # of years employed - 10 6 7 5 6 9 5 9
Average # of paid vacation days - 14 17 17 14 18 17 16 19
% College graduate or higher - 80% 90% 89% 73% 79% 88% 86% 76%
% Who receive auto reimbursement/allowance - 30% 39% 44% 18% 35% 56% 52% 38%
% Ordained - 50% 61% 40% 82% 50% 70% 62% 75%
% Supervise one or more people - 40% 76% 69% 82% 75% 82% 48% 66%
Average % salary increase for those who had an increase) this year
- - 4.1% 3.8% - 2.9% 5.3% 3.9% 2.8%
Base Salary Median - $42,500 $40,000 $39,000 $34,164 $40,590 $44,500 $30,538 $29,121
Average - $43,713 $40,778 $39,776 $32,864 $40,216 $46,047 $31,595 $32,966
Housing Median - - $21,000 $20,212 - $25,000 $23,570 $21,000 $30,600
Average - - $22,677 $21,595 - $29,818 $21,955 $21,641 $33,664
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $48,628 $49,250 $48,204 $55,775 $57,777 $57,240 $43,000 $51,000
Average - $50,524 $52,290 $49,374 $50,880 $54,605 $58,022 $42,457 $57,368
Health Insurance Median - - $8,000 $10,467 - $8,820 $8,700 $7,086 $8,568
Average - - $9,216 $9,908 - $9,962 $8,910 $7,629 $7,969
Life Insurance Median - - $192 $171 - $293 $167 - $200
Average - - $261 $213 - $294 $203 - $261
Disability Insurance Median - - $341 $342 - - $220 - -
Average - - $385 $392 - - $349 - -
Retirement Median - - $3,195 $1,922 - $1,500 $3,220 $3,036 $2,500
Average - - $3,276 $2,606 - $1,551 $3,944 $2,814 $3,652
Continuing Education Median - - $1,000 $1,000 - - - $1,375 -
Average - - $1,161 $1,541 - - - $1,515 -
Total Benefits Median - $10,853 $6,000 $11,684 $7,000 $8,853 $8,700 $10,724 $8,361
Average - $10,366 $8,591 $10,804 $7,676 $9,512 $9,877 $10,565 $9,007
TOTAL COMPENSATION Median - $57,809 $54,750 $55,720 $60,880 $67,460 $61,000 $46,000 $60,846
PLUS BENEFITS Average - $59,853 $58,733 $58,977 $57,160 $63,642 $65,205 $50,003 $65,443
Number of Respondents 1 10 68 45 11 20 33 21 29
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 4
Table 11-4: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 11-5: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 959 752 690 -
Average church income $1,300,213 $1,364,435 $1,443,346 -
Average # of years employed 5 6 9 -
Average # of paid vacation days 14 17 18 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 20% 45% 45% -
% Ordained 41% 60% 71% -
% Supervise one or more people 60% 67% 78% -
Average % salary increase for those who had an increase) this year
5.4% 3.8% 3.8% -
Base Salary Median $31,693 $38,246 $42,615 -
Average $31,339 $38,031 $43,842 -
Housing Median $22,850 $21,180 $25,000 -
Average $27,801 $22,995 $27,032 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $40,000 $48,000 $58,217 -
Average $41,280 $50,442 $60,538 -
Health Insurance Median $9,258 $8,520 $8,904 -
Average $8,422 $8,799 $8,953 -
Life Insurance Median - $186 $213 -
Average - $210 $278 -
Disability Insurance Median - $292 $370 -
Average - $335 $545 -
Retirement Median $2,085 $2,299 $3,239 -
Average $2,449 $2,594 $3,722 -
Continuing Education Median $1,000 $1,000 $1,000 -
Average $1,183 $1,569 $1,328 -
Total Benefits Median $7,365 $8,700 $8,132 -
Average $8,218 $9,472 $9,312 -
TOTAL COMPENSATION Median $46,514 $53,714 $63,755 -
PLUS BENEFITS Average $47,672 $58,035 $68,344 -
Number of Respondents 36 126 68 7
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-5: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
169
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 6
Table 11-6: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 731 741 774 939
Average church income $1,310,374 $1,347,377 $1,503,759 $1,580,979
Average # of years employed 3 8 13 22
Average # of paid vacation days 15 19 20 22
% College graduate or higher 81% 89% 78% 100%
% Who receive auto reimbursement/allowance 43% 36% 27% 55%
% Ordained 59% 64% 50% 67%
% Supervise one or more people 63% 68% 87% 95%
Average % salary increase for those who had an increase) this year
3.7% 4.7% 3.7% 2.4%
Base Salary Median $35,000 $38,491 $48,805 $41,500
Average $36,830 $40,577 $43,446 $39,688
Housing Median $21,000 $23,845 $31,500 $25,000
Average $23,393 $25,725 $31,840 $26,240
Parsonage Median - - - -
Average - - - -
Total Compensation Median $46,000 $52,000 $61,389 $53,855
Average $47,378 $57,727 $60,058 $55,193
Health Insurance Median $8,000 $11,334 $8,452 $7,512
Average $7,966 $11,249 $8,374 $8,268
Life Insurance Median $192 $171 - -
Average $219 $238 - -
Disability Insurance Median $300 $235 - -
Average $413 $333 - -
Retirement Median $2,000 $2,750 $2,072 $3,758
Average $2,692 $3,295 $2,819 $3,837
Continuing Education Median $1,000 $1,250 $1,000 -
Average $1,400 $1,786 $947 -
Total Benefits Median $7,085 $11,236 $8,988 $8,568
Average $8,450 $11,066 $9,265 $9,768
TOTAL COMPENSATION Median $50,878 $64,277 $69,910 $60,404
PLUS BENEFITS Average $53,681 $67,434 $69,323 $62,741
Number of Respondents 122 57 23 22
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-6: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 11-7: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 809 914 - 537 589
Average church income - $1,655,150 $1,445,886 - $961,617 $1,589,011
Average # of years employed - 7 7 - 6 9
Average # of paid vacation days - 17 17 - 13 19
% College graduate or higher - 89% 72% - 88% 100%
% Who receive auto reimbursement/allowance - 68% 25% - 7% 56%
% Ordained - 88% 61% - 13% 0%
% Supervise one or more people - 73% 70% - 67% 78%
Average % salary increase for those who had an increase) this year
- 3.4% 5.0% - 2.7% 3.5%
Base Salary Median - $35,848 $31,621 - $41,000 $53,701
Average - $38,211 $33,806 - $45,173 $55,245
Housing Median - $22,000 $23,750 - - -
Average - $23,983 $26,197 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $51,750 $48,468 - $41,000 $53,701
Average - $54,025 $50,970 - $45,173 $55,245
Health Insurance Median - $8,850 $10,174 - $4,070 $10,755
Average - $8,615 $10,098 - $4,586 $10,384
Life Insurance Median - $192 $177 - - -
Average - $242 $250 - - -
Disability Insurance Median - $300 $245 - - -
Average - $312 $369 - - -
Retirement Median - $2,450 $2,350 - $1,170 $3,820
Average - $3,117 $2,660 - $1,491 $4,112
Continuing Education Median - $1,375 $1,500 - - $1,000
Average - $1,755 $2,062 - - $1,170
Total Benefits Median - $7,474 $12,000 - $5,400 $9,346
Average - $8,799 $10,878 - $5,050 $10,851
TOTAL COMPENSATION Median - $58,889 $55,286 - $44,450 $62,093
PLUS BENEFITS Average - $60,509 $60,160 - $48,645 $64,890
Number of Respondents 6 76 58 6 16 18
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-7: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
171
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 8
Table 11-8: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 769 761
Average church income $1,390,242 $1,458,906
Average # of years employed 7 8
Average # of paid vacation days 17 16
% College graduate or higher 86% 83%
% Who receive auto reimbursement/allowance 44% 33%
% Ordained 70% 10%
% Supervise one or more people 68% 80%
Average % salary increase for those who had an increase) this year
4.0% 3.5%
Base Salary Median $36,147 $44,500
Average $38,517 $43,274
Housing Median $23,690 $36,500
Average $24,659 $43,167
Parsonage Median - -
Average - -
Total Compensation Median $50,765 $44,750
Average $53,691 $45,430
Health Insurance Median $9,000 $6,250
Average $9,312 $7,039
Life Insurance Median $189 $198
Average $230 $312
Disability Insurance Median $307 -
Average $422 -
Retirement Median $2,300 $3,372
Average $2,971 $3,628
Continuing Education Median $1,000 $1,000
Average $1,521 $1,185
Total Benefits Median $9,000 $6,500
Average $9,864 $7,678
TOTAL COMPENSATION Median $59,750 $50,699
PLUS BENEFITS Average $61,844 $50,996
Number of Respondents 196 40
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-8: Annual Compensation of Full-Time Music/Choir/Worship Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 11-9: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 99 253 338 509 953
Average church income $162,461 $376,307 $645,038 $887,433 $1,742,278
Average # of years employed 6 9 8 8 7
Average # of paid vacation days 15 11 11 18 9
% College graduate or higher 70% 83% 86% 71% 80%
% Who receive auto reimbursement/allowance 2% 8% 15% 5% 11%
% Ordained 31% 25% 14% 41% 19%
% Supervise one or more people 36% 48% 42% 67% 48%
Average % salary increase (for those who had an increase) this year
6.0% 4.1% 8.5% 2.8% 2.7%
Base Rate Average $19 $20 $24 $20 $21
Base Salary Median $8,000 $14,657 $15,600 $16,800 $12,120
Average $9,198 $15,609 $17,276 $18,885 $15,012
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $8,000 $15,729 $15,600 $19,100 $13,000
Average $9,572 $16,580 $17,884 $19,890 $15,747
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median - $500 - - -
Average - $683 - - -
Total Benefits Median - $1,000 $1,500 - -
Average - $2,111 $2,018 - -
TOTAL COMPENSATION Median $8,000 $15,729 $15,600 $19,100 $13,000
PLUS BENEFITS Average $9,597 $17,137 $18,375 $20,733 $16,119
Number of Respondents 53 72 37 22 45
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-9: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
173
Table 11-10: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 74 189 387 648 907 1,777
Average church income $156,786 $412,321 $731,325 $1,217,978 $1,396,667 $2,210,374
Average # of years employed 7 8 7 7 5 8
Average # of paid vacation days 17 11 15 11 8 9
% College graduate or higher 63% 81% 71% 83% 78% 85%
% Who receive auto reimbursement/allowance 0% 9% 9% 16% 0% 0%
% Ordained 18% 24% 32% 28% 22% 27%
% Supervise one or more people 29% 51% 49% 48% 67% 31%
Average % salary increase (for those who had an increase) this year
4.8% 4.6% 7.4% 2.8% - -
Base Rate Average $19 $20 $21 $17 $30 $23
Base Salary Median $7,020 $13,500 $13,000 $12,000 $18,000 $12,000
Average $7,903 $15,339 $16,279 $12,906 $19,664 $15,466
Housing Median - $10,500 - - - -
Average - $11,899 - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $7,200 $15,000 $14,431 $12,460 $18,000 $12,000
Average $8,031 $15,824 $17,380 $14,487 $19,664 $15,851
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $2,159 - - - -
Average - $2,342 - - - -
Continuing Education Median - $550 - - - -
Average - $692 - - - -
Total Benefits Median - $1,000 - - - -
Average - $1,965 - - - -
TOTAL COMPENSATION Median $7,200 $15,000 $14,431 $12,500 $18,000 $12,000
PLUS BENEFITS Average $8,040 $16,292 $17,962 $14,886 $19,697 $16,226
Number of Respondents 39 105 48 32 9 13
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 1 0
Table 11-10: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 11-11: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 504 418 301 -
Average church income $766,923 $760,590 $593,769 -
Average # of years employed 7 6 9 -
Average # of paid vacation days 13 11 13 -
% College graduate or higher 76% 81% 75% -
% Who receive auto reimbursement/allowance 3% 7% 10% -
% Ordained 35% 23% 22% -
% Supervise one or more people 42% 56% 37% -
Average % salary increase (for those who had an increase) this year
2.8% 4.3% 5.8% -
Base Rate Average $24 $20 $20 -
Base Salary Median $10,300 $13,500 $10,000 -
Average $14,459 $16,251 $12,496 -
Housing Median - $18,150 $10,000 -
Average - $18,024 $10,232 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $11,000 $14,400 $10,300 -
Average $14,924 $17,035 $13,094 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - $500 $500 -
Average - $686 $621 -
Total Benefits Median - $1,570 $950 -
Average - $1,803 $2,988 -
TOTAL COMPENSATION Median $11,000 $14,400 $10,300 -
PLUS BENEFITS Average $15,098 $17,321 $13,692 -
Number of Respondents 39 101 100 7
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-11: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
175
Table 11-12: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance - 270 442 327 289 315 532 315 515
Average church income - $590,364 $830,912 $596,403 $562,806 $645,020 $679,000 $482,286 $887,325
Average # of years employed - 8 7 8 10 10 7 4 5
Average # of paid vacation days - 10 10 16 13 15 9 10 9
% College graduate or higher - 93% 72% 82% 77% 80% 73% 64% 70%
% Who receive auto reimbursement/allowance - 0% 8% 5% 0% 8% 7% 7% 17%
% Ordained - 13% 25% 18% 38% 33% 20% 43% 28%
% Supervise one or more people - 44% 51% 45% 62% 38% 47% 40% 50%
Average % salary increase (for those who had an increase) this year
- 3.5% 6.2% 4.5% 10.0% 2.6% 10.0% 3.0% 5.5%
Base Rate Average - $18 $23 $18 $20 $15 $28 $20 $22
Base Salary Median - $11,000 $15,550 $9,243 $12,409 $8,107 $12,500 $7,500 $13,000
Average - $13,549 $17,642 $12,135 $13,554 $12,951 $11,554 $9,956 $15,544
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $10,500 $15,600 $9,441 $12,818 $8,200 $13,000 $9,000 $13,000
Average - $13,539 $18,048 $13,049 $13,515 $14,855 $11,744 $11,045 $16,128
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - $1,392 $1,000 - - - - -
Average - - $2,695 $1,716 - - - - -
TOTAL COMPENSATION Median - $10,500 $15,600 $9,441 $12,818 $8,200 $13,000 $9,000 $13,000
PLUS BENEFITS Average - $14,517 $18,570 $13,382 $13,554 $15,300 $11,767 $11,178 $16,511
Number of Respondents 7 16 62 62 13 27 15 15 30
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 1 2
Table 11-12: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 11-13: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 344 404 376 297
Average church income $656,496 $697,335 $669,571 $634,750
Average # of years employed 6 8 8 13
Average # of paid vacation days 10 12 13 18
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 11% 6% 5% 13%
% Ordained 27% 22% 28% 25%
% Supervise one or more people 48% 47% 44% 88%
Average % salary increase (for those who had an increase) this year
8.0% 4.7% 2.4% -
Base Rate Average $16 $20 $24 -
Base Salary Median $8,500 $12,659 $13,000 -
Average $12,269 $14,758 $14,705 -
Housing Median - $14,400 - -
Average - $12,443 - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $9,100 $12,979 $13,500 $23,750
Average $12,675 $15,415 $15,653 $22,965
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - $500 - -
Average - $627 - -
Total Benefits Median - $1,283 $750 -
Average - $2,838 $996 -
TOTAL COMPENSATION Median $9,100 $12,980 $13,500 $25,200
PLUS BENEFITS Average $12,927 $16,003 $15,811 $23,627
Number of Respondents 55 111 63 8
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-13: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
177
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 1 4
Table 11-14: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 378 408 350 380
Average church income $710,113 $605,830 $682,175 $682,548
Average # of years employed 2 8 14 24
Average # of paid vacation days 12 12 11 13
% College graduate or higher 72% 78% 83% 81%
% Who receive auto reimbursement/allowance 9% 2% 4% 10%
% Ordained 30% 25% 19% 10%
% Supervise one or more people 47% 58% 45% 33%
Average % salary increase (for those who had an increase) this year
6.3% 2.9% 4.2% 4.3%
Base Rate Average $20 $24 $19 $20
Base Salary Median $12,659 $12,460 $11,000 $8,014
Average $13,810 $15,687 $14,206 $11,995
Housing Median $14,550 - - -
Average $15,833 - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $13,000 $12,000 $11,000 $8,200
Average $14,846 $15,708 $14,816 $12,321
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median $500 - - -
Average $715 - - -
Total Benefits Median $1,283 - - $2,159
Average $2,248 - - $3,573
TOTAL COMPENSATION Median $13,000 $12,000 $11,500 $8,200
PLUS BENEFITS Average $15,175 $15,878 $14,981 $13,676
Number of Respondents 130 41 29 29
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-14: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 11-15: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 364 390 540 405 263 289
Average church income $797,929 $671,959 $824,077 $929,400 $588,559 $623,809
Average # of years employed 5 7 6 12 9 9
Average # of paid vacation days 11 8 14 12 10 17
% College graduate or higher 50% 74% 70% 89% 74% 94%
% Who receive auto reimbursement/allowance 29% 5% 7% 0% 4% 16%
% Ordained 50% 43% 32% 5% 4% 16%
% Supervise one or more people 43% 59% 57% 45% 48% 44%
Average % salary increase (for those who had an increase) this year
4.3% 5.4% 9.2% 2.3% 4.0% 3.8%
Base Rate Average $14 $23 $18 $19 $19 $26
Base Salary Median $6,965 $15,600 $12,500 $11,000 $10,000 $16,396
Average $10,748 $17,332 $13,799 $12,110 $11,749 $18,343
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $9,300 $16,304 $13,500 $11,000 $10,000 $18,303
Average $12,888 $17,188 $16,018 $12,110 $11,749 $18,505
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - $2,550
Average - - - - - $3,776
TOTAL COMPENSATION Median $9,300 $16,304 $13,500 $11,256 $10,000 $18,303
PLUS BENEFITS Average $13,557 $17,304 $16,200 $12,284 $11,954 $19,804
Number of Respondents 14 40 47 21 27 32
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-15: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
179
M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S — T A B L E 1 1 - 1 6
Table 11-16: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 387 371
Average church income $685,006 $691,092
Average # of years employed 6 10
Average # of paid vacation days 11 13
% College graduate or higher 73% 81%
% Who receive auto reimbursement/allowance 6% 9%
% Ordained 35% 14%
% Supervise one or more people 53% 38%
Average % salary increase (for those who had an increase) this year
6.2% 3.4%
Base Rate Average $22 $19
Base Salary Median $13,000 $9,282
Average $15,638 $12,624
Housing Median $12,600 -
Average $13,852 -
Parsonage Median - -
Average - -
Total Compensation Median $14,313 $9,600
Average $16,534 $12,942
Health Insurance Median - -
Average - -
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median $2,117 -
Average $2,003 -
Continuing Education Median $500 $500
Average $730 $620
Total Benefits Median $1,392 $800
Average $2,804 $1,685
TOTAL COMPENSATION Median $14,313 $9,600
PLUS BENEFITS Average $16,998 $13,240
Number of Respondents 133 113
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 11-16: Annual Compensation of Part-Time Music/Choir/Worship Pastors/Directors by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 11-1 page 164 $ $ $ $
Worship Attendance Table 11-2 page 165 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 11-3 page 166 n/a $ n/a $
Region Table 11-4 page 167 n/a $ n/a $
Person’s Education Table 11-5 page 168 n/a $ n/a $
Years Employed Table 11-6 page 169 n/a $ n/a $
Denominationif applicable
Table 11-7 page 170 n/a $ n/a $
Full-Time Music/Choir/Worship Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME MUSIC/CHoIR/WoRSHIP PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 11-1 (page 164) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 11-2 (page 165) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
181
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 11-3 (page 166) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 11-4 (page 167) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 11-5 (page 168) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Music/Choir/Worship Pastor/Director. on the heading (top row), look for your music/Choir/Worship pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 11-6 (page 169) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Music/Choir/Worship Pastor/Director. on the heading (top row), locate the number of years your music/Choir/Worship pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 11-7 (page 170) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S W o R k S H E E T
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
182
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 11-9 page 172 $ $ $ $
Worship Attendance Table 11-10 page 173 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 11-11 page 174 n/a $ n/a $
Region Table 11-12 page 175 n/a $ n/a $
Person’s Education Table 11-13 page 176 n/a $ n/a $
Years Employed Table 11-14 page 177 n/a $ n/a $
Denominationif applicable
Table 11-15 page 178 n/a $ n/a $
Part-Time Music/Choir/Worship Pastor/Director WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME MUSIC/CHoIR/WoRSHIP PASToR/DIRECToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 11-9 (page 172) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 11-10 (page 173) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
183
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 11-11 (page 174) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 11-12 (page 175) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 11-13 (page 176) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Music/Choir/Worship Pastor/Director. on the heading (top row), look for your music/Choir/Worship pastor/director’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 11-14 (page 177) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Music/Choir/Worship Pastor/Director. on the heading (top row), locate the number of years your music/Choir/Worship pastor/director has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 11-15 (page 178) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T- T I M E M U S I C / C H o I R / W o R S H I P P A S T o R S / D I R E C T o R S W o R k S H E E T
12AdmiNisTRATORs
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A D M I N I S T R A T o R S
Employment Profile Administrators include paid, but not usually ordained, staff who supervise the business aspects of church operations, such as financial management, business operations, and some staff oversight. This may include such positions as Business Administrator, Business Manager, Chief Financial officer, Chief operating officer, etc.
Three-quarters of Administrators who reported serve in a full-time capacity. About one in nine full- and part-time Administrators are ordained ministers. More than six in ten are female and have a minimum of a Bachelor’s degree. Nearly all are employed by the church, rather than self-employed.
This group of administrators provided the following employment profile:
Full-Time Part-Time
Number of respondents 418 139
Ordained 12% 11%
Average years employed 8 6
Male 38% 32%
Female 62% 68%
Self-employed (receives 1099) 1% 7%
Church employee (receives W-2) 99% 93%
High school diploma 14% 15%
Associate Degree 17% 19%
Bachelor’s Degree 46% 40%
Master’s Degree 21% 24%
Doctoral Degree 2% 2%
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for Administrators who serve full-time and part time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the Administrator’s compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
About six in ten full-time Administrators receive health insurance and retirement benefits. Most Administrators do not receive housing or parsonage allowances.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 100% 100%
Housing 9% 1%
Parsonage 0% 0%
Health Insurance* 57% 8%
Life Insurance* 30% 5%
Disability Insurance* 25% 4%
Retirement 55% 17%
Continuing Education 28% 6%
Received Salary Increase 42% 31%
Received Paid Vacation 99% 60%
Received Auto Reimbursement/Allowance 31% 15%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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A D M I N I S T R A T o R S
KEY PoINTS
Q About half of full-time Administrators serve in large churches with an income over $1,000,000.
Q In general, as church income, worship attendance, and education level increase, compensation and benefits for full-time Administrators also increase.
Q Almost half of the full-time Administrators serve in churches set in a suburb of a large city.
Q Full-time male Administrators receive higher compensation and benefits packages than females (41% higher). A contributing factor to this discrepancy is that, on average, male Administrators work in churches that are twice the size and collect about 60% more income than churches that employ female Administrators.
2000 $44,768
2001 $48,064
2002 $47,305
2003 $50,615
2004 $49,907
2005 $53,153
2006 $52,036
2007 $57,639
2008 $54,237
2009 $56,637
2011 $54,400*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Administrators
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Table 12-1: Annual Compensation of Full-Time Administrators by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 185 231 342 488 1,326
Average church income $151,831 $383,773 $624,998 $912,328 $2,520,766
Average # of years employed 7 7 8 8 8
Average # of paid vacation days 15 16 17 18 18
% College graduate or higher 33% 64% 61% 63% 77%
% Who receive auto reimbursement/allowance 21% 22% 25% 28% 37%
% Ordained 0% 14% 2% 14% 15%
% Supervise one or more people 67% 81% 83% 89% 94%
Average % salary increase (for those who had an increase) this year
- 4.2% 3.7% 3.6% 3.5%
Base Salary Highest 25% $36,000 $40,000 $46,000 $48,678 $64,428
Median $33,000 $33,280 $40,000 $41,000 $51,815
Lowest 25% $23,000 $28,000 $35,978 $34,113 $40,968
Average $30,556 $34,836 $40,382 $42,190 $53,318
Housing Highest 25% - - - - $35,500
Median - - - - $30,000
Lowest 25% - - - - $21,960
Average - - - - $27,784
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $38,000 $40,783 $46,280 $50,111 $66,675
Median $33,000 $34,500 $40,463 $42,000 $55,000
Lowest 25% $23,000 $29,000 $36,400 $36,768 $44,000
Average $31,187 $36,485 $41,399 $44,485 $56,432
Health Insurance Highest 25% $4,869 $12,000 $11,400 $10,084 $11,328
Median $3,200 $6,612 $6,384 $6,022 $7,001
Lowest 25% $2,304 $3,482 $4,786 $4,750 $4,000
Average $4,044 $7,669 $7,833 $7,055 $7,009
Life Insurance Highest 25% - $280 - $436 $390
Median - $156 - $282 $200
Lowest 25% - $76 - $165 $111
Average - $261 - $437 $386
Disability Insurance Highest 25% - $387 - $943 $542
Median - $300 - $307 $355
Lowest 25% - $185 - $201 $197
Average - $286 - $493 $494
Retirement Highest 25% - $4,050 $3,091 $3,622 $5,000
Median - $2,900 $2,221 $2,450 $3,300
Lowest 25% - $2,032 $1,346 $1,543 $1,940
Average - $2,927 $2,393 $2,804 $3,591
Continuing Education Highest 25% - $1,250 $1,000 $1,028 $1,500
Median - $575 $500 $500 $1,000
Lowest 25% - $400 $400 $375 $500
Average - $837 $888 $907 $1,243
Total Benefits Highest 25% $4,983 $11,619 $9,712 $10,616 $14,080
Median $3,256 $5,511 $3,500 $6,782 $7,853
Lowest 25% $2,137 $2,334 $2,370 $3,600 $4,800
Average $4,660 $7,286 $5,840 $7,327 $9,407
TOTAL COMPENSATION Highest 25% $42,100 $46,304 $50,400 $61,616 $76,811
PLUS BENEFITS Median $34,000 $40,000 $45,800 $46,650 $63,317
Lowest 25% $25,712 $31,535 $39,400 $42,800 $50,095
Average $34,621 $41,764 $45,655 $50,570 $64,557
Number of Respondents 19 69 59 59 200
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-1: Annual Compensation of Full-Time Administrators by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
189
Table 12-2: Annual Compensation of Full-Time Administrators by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 84 207 416 637 903 2,332
Average church income $226,731 $511,565 $864,669 $1,522,274 $1,761,180 $3,466,030
Average # of years employed 8 8 8 7 8 7
Average # of paid vacation days 14 17 17 17 18 18
% College graduate or higher 46% 66% 60% 76% 67% 79%
% Who receive auto reimbursement/allowance 21% 25% 33% 34% 28% 35%
% Ordained 14% 7% 8% 8% 17% 22%
% Supervise one or more people 54% 80% 87% 87% 88% 99%
Average % salary increase (for those who had an increase) this year
5% 3.4% 3.1% 3.9% 3.2% 3.9%
Base Salary Median $30,300 $36,850 $40,392 $42,432 $43,000 $58,000
Average $29,712 $37,448 $42,564 $46,723 $45,380 $57,766
Housing Median - - - - - $31,761
Average - - - - - $28,531
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $30,300 $37,750 $43,029 $42,912 $50,000 $60,600
Average $29,712 $39,272 $44,547 $47,128 $49,355 $61,970
Health Insurance Median $5,664 $6,436 $6,000 $5,300 $7,200 $7,280
Average $6,104 $7,716 $6,726 $7,802 $8,365 $7,828
Life Insurance Median - $213 $242 $250 $258 $164
Average - $360 $514 $411 $448 $312
Disability Insurance Median - $387 $246 $370 $514 $285
Average - $460 $518 $660 $652 $375
Retirement Median - $3,084 $2,450 $3,420 $2,665 $3,636
Average - $3,330 $2,709 $3,284 $3,057 $3,859
Continuing Education Median - $650 $500 $1,000 $875 $1,000
Average - $959 $880 $1,078 $1,345 $1,523
Total Benefits Median $7,086 $5,206 $5,986 $6,475 $9,065 $8,000
Average $7,018 $7,743 $6,641 $7,718 $9,769 $9,561
TOTAL COMPENSATION Median $35,800 $42,015 $46,450 $50,796 $58,163 $68,781
PLUS BENEFITS Average $34,725 $45,161 $49,655 $53,882 $56,841 $70,324
Number of Respondents 14 96 104 64 43 95
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
A D M I N I S T R A T o R S — T A B L E 1 2 - 2
Table 12-2: Annual Compensation of Full-Time Administrators by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 12-3: Annual Compensation of Full-Time Administrators by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 1,018 959 655 -
Average church income $1,673,474 $1,764,969 $1,079,346 -
Average # of years employed 6 8 8 -
Average # of paid vacation days 16 18 17 -
% College graduate or higher 83% 70% 57% -
% Who receive auto reimbursement/allowance 26% 33% 31% -
% Ordained 13% 11% 12% -
% Supervise one or more people 92% 87% 83% -
Average % salary increase (for those who had an increase) this year
4.4% 3.6% 3.0% -
Base Salary Median $43,000 $46,000 $38,430 -
Average $46,703 $48,170 $39,979 -
Housing Median - $27,912 $26,000 -
Average - $26,380 $24,919 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $43,500 $48,600 $40,000 -
Average $47,725 $50,853 $42,531 -
Health Insurance Median $6,319 $7,506 $5,608 -
Average $7,055 $8,310 $6,782 -
Life Insurance Median $500 $180 $200 -
Average $605 $308 $393 -
Disability Insurance Median $364 $300 $394 -
Average $593 $435 $582 -
Retirement Median $3,167 $3,458 $2,340 -
Average $3,650 $3,521 $2,575 -
Continuing Education Median $700 $575 $1,000 -
Average $1,093 $1,125 $1,070 -
Total Benefits Median $6,600 $7,962 $5,500 -
Average $7,735 $8,910 $7,214 -
TOTAL COMPENSATION Median $50,840 $54,400 $45,080 -
PLUS BENEFITS Average $54,243 $57,963 $48,273 -
Number of Respondents 89 203 122 2
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-3: Annual Compensation of Full-Time Administrators by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
191
Table 12-4: Annual Compensation of Full-Time Administrators by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance 282 1,244 734 879 1,305 708 859 1,059 962
Average church income $584,713 $1,170,567 $1,338,160 $1,302,690 $2,872,485 $1,505,841 $1,927,860 $1,313,964 $1,637,394
Average # of years employed 8 9 8 8 8 8 8 7 7
Average # of paid vacation days 15 17 17 19 17 17 17 18 17
% College graduate or higher 73% 74% 68% 78% 80% 49% 81% 62% 55%
% Who receive auto reimbursement/allowance 0% 37% 32% 30% 52% 28% 26% 35% 29%
% Ordained 0% 7% 14% 7% 16% 2% 15% 16% 19%
% Supervise one or more people 50% 85% 88% 90% 88% 86% 94% 81% 86%
Average % salary increase (for those who had an increase) this year
- 3.6% 4.4% 3.1% 2.8% 3.0% 3.5% 4.2% 3.9%
Base Salary Median $38,690 $43,000 $44,000 $42,216 $52,000 $41,800 $44,637 $41,500 $41,040
Average $37,482 $48,286 $45,268 $44,322 $49,317 $45,181 $46,960 $45,085 $44,437
Housing Median - - $23,400 - - - $26,456 - -
Average - - $24,780 - - - $28,204 - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $38,690 $43,000 $45,000 $43,100 $57,714 $42,000 $50,922 $43,500 $41,600
Average $37,482 $48,286 $47,215 $45,570 $54,597 $45,460 $51,139 $49,259 $47,990
Health Insurance Median - $4,800 $6,540 $6,000 $7,200 $5,238 $6,000 $7,512 $7,332
Average - $7,628 $7,600 $7,697 $7,597 $6,957 $7,311 $7,660 $7,754
Life Insurance Median - - $279 $123 - - $500 - $114
Average - - $408 $248 - - $821 - $147
Disability Insurance Median - - $360 $500 - $450 $306 - $196
Average - - $475 $539 - $518 $591 - $368
Retirement Median - $2,407 $3,384 $2,546 $3,560 $2,180 $3,000 $3,284 $3,420
Average - $2,638 $3,428 $3,077 $3,833 $2,575 $3,273 $3,544 $3,682
Continuing Education Median - $1,100 $600 $600 $1,000 $1,000 $1,200 - $500
Average - $1,561 $915 $1,040 $1,583 $1,215 $1,137 - $741
Total Benefits Median $7,351 $6,136 $7,592 $6,000 $8,151 $4,980 $6,478 $5,140 $7,360
Average $8,956 $7,376 $8,718 $7,771 $9,419 $7,105 $8,450 $7,040 $7,991
TOTAL COMPENSATION Median $50,484 $52,063 $50,400 $50,095 $64,800 $46,280 $53,235 $51,014 $48,760
PLUS BENEFITS Average $43,996 $54,842 $53,740 $52,313 $62,886 $51,408 $57,398 $55,216 $54,356
Number of Respondents 11 27 105 68 25 43 54 26 59
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
A D M I N I S T R A T o R S — T A B L E 1 2 - 4
Table 12-4: Annual Compensation of Full-Time Administrators by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 12-5: Annual Compensation of Full-Time Administrators by Education
EDUCATIONData
Distribution* Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 713 856 1,122 1,559
Average church income $1,228,815 $1,558,961 $1,937,428 $1,310,100
Average # of years employed 9 7 7 5
Average # of paid vacation days 17 17 18 17
% College graduate or higher 0% 100% 100% 100%
% Who receive auto reimbursement/allowance 29% 32% 35% 0%
% Ordained 6% 12% 24% 0%
% Supervise one or more people 80% 89% 96% 75%
Average % salary increase (for those who had an increase) this year
3.3% 3.6% 3.4% -
Base Salary Median $38,360 $43,057 $50,000 $53,050
Average $39,890 $46,674 $50,265 $57,283
Housing Median $16,000 $27,862 $31,761 -
Average $18,875 $28,753 $28,199 -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $38,700 $45,000 $51,225 $53,050
Average $41,374 $48,720 $54,856 $57,283
Health Insurance Median $5,274 $6,669 $7,512 -
Average $6,639 $7,794 $8,187 -
Life Insurance Median $196 $212 $217 -
Average $453 $369 $382 -
Disability Insurance Median $313 $364 $355 -
Average $371 $574 $466 -
Retirement Median $2,313 $3,150 $3,402 -
Average $2,770 $3,387 $3,694 -
Continuing Education Median $575 $1,000 $928 -
Average $1,066 $1,114 $1,229 -
Total Benefits Median $5,228 $7,001 $8,160 -
Average $6,745 $8,703 $8,653 -
TOTAL COMPENSATION Median $43,905 $53,141 $59,500 $57,650
PLUS BENEFITS Average $46,471 $55,968 $61,999 $62,556
Number of Respondents 131 189 86 8
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-5: Annual Compensation of Full-Time Administrators by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
193
A D M I N I S T R A T o R S — T A B L E 1 2 - 6
Table 12-6: Annual Compensation of Full-Time Administrators by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 981 847 636 853
Average church income $1,652,711 $1,452,365 $1,352,760 $1,479,584
Average # of years employed 3 8 13 21
Average # of paid vacation days 15 17 20 22
% College graduate or higher 74% 67% 63% 58%
% Who receive auto reimbursement/allowance 29% 36% 27% 26%
% Ordained 11% 12% 16% 11%
% Supervise one or more people 87% 85% 86% 92%
Average % salary increase (for those who had an increase) this year
4.0% 3.3% 2.5% 2.9%
Base Salary Median $42,000 $44,861 $40,000 $41,270
Average $45,074 $47,137 $42,826 $45,789
Housing Median $22,800 $27,431 - -
Average $26,202 $25,989 - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $43,100 $47,993 $41,050 $41,900
Average $46,440 $49,980 $46,647 $47,339
Health Insurance Median $6,445 $6,000 $6,394 $6,556
Average $7,921 $7,297 $7,236 $7,062
Life Insurance Median $200 $235 $173 $217
Average $374 $434 $395 $350
Disability Insurance Median $355 $300 $364 $324
Average $465 $462 $721 $408
Retirement Median $2,633 $3,300 $2,981 $3,078
Average $3,218 $3,450 $2,866 $3,234
Continuing Education Median $750 $1,000 $500 $775
Average $997 $1,254 $1,014 $946
Total Benefits Median $5,280 $6,911 $8,226 $7,904
Average $7,727 $8,001 $8,200 $8,888
TOTAL COMPENSATION Median $48,760 $51,875 $50,671 $53,010
PLUS BENEFITS Average $52,310 $56,731 $53,951 $54,823
Number of Respondents 179 128 64 38
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-6: Annual Compensation of Full-Time Administrators by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 12-7: Annual Compensation of Full-Time Administrators by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 938 944 1,336 544 586 633
Average church income $1,516,196 $1,980,226 $1,617,507 $1,168,132 $1,394,858 $1,602,737
Average # of years employed 8 9 7 7 8 8
Average # of paid vacation days 17 17 17 16 16 19
% College graduate or higher 62% 74% 57% 63% 73% 82%
% Who receive auto reimbursement/allowance 38% 41% 20% 35% 29% 49%
% Ordained 8% 15% 20% 3% 6% 6%
% Supervise one or more people 77% 93% 87% 85% 83% 88%
Average % salary increase (for those who had an increase) this year
- 3.1% 3.6% 3.0% 3.2% 3.4%
Base Salary Median $45,000 $47,468 $41,270 $43,000 $44,631 $43,000
Average $43,995 $48,005 $44,288 $44,719 $44,279 $46,345
Housing Median - $30,000 $26,052 - - -
Average - $27,589 $27,003 - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $45,051 $51,843 $42,912 $43,000 $44,631 $43,200
Average $45,062 $51,159 $48,488 $44,719 $45,287 $47,696
Health Insurance Median $4,063 $6,952 $6,288 $5,676 $4,800 $8,300
Average $6,026 $7,641 $8,047 $7,186 $6,294 $8,410
Life Insurance Median - $330 $150 - - $180
Average - $512 $276 - - $354
Disability Insurance Median - $337 $200 $948 - $342
Average - $541 $443 $878 - $426
Retirement Median - $3,285 $2,000 $3,584 $2,000 $4,350
Average - $3,218 $2,461 $3,568 $2,166 $4,356
Continuing Education Median - $1,000 $1,000 $500 $500 $700
Average - $1,348 $1,815 $830 $906 $869
Total Benefits Median $4,677 $8,172 $6,054 $6,100 $4,800 $8,400
Average $6,343 $9,074 $7,830 $7,738 $6,116 $8,912
TOTAL COMPENSATION Median $50,891 $59,420 $49,600 $51,858 $46,739 $50,700
PLUS BENEFITS Average $50,917 $57,839 $54,143 $51,490 $50,511 $55,560
Number of Respondents 13 82 90 40 48 51
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-7: Annual Compensation of Full-Time Administrators by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
195
A D M I N I S T R A T o R S — T A B L E 1 2 - 8
Table 12-8: Annual Compensation of Full-Time Administrators by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 1,128 703
Average church income $1,968,792 $1,252,353
Average # of years employed 7 8
Average # of paid vacation days 18 17
% College graduate or higher 86% 57%
% Who receive auto reimbursement/allowance 44% 23%
% Ordained 22% 5%
% Supervise one or more people 93% 83%
Average % salary increase (for those who had an increase) this year
3.2% 3.8%
Base Salary Median $50,822 $39,492
Average $52,746 $40,786
Housing Median $28,931 $16,000
Average $28,172 $19,473
Parsonage Median - -
Average - -
Total Compensation Median $57,000 $40,000
Average $57,375 $41,564
Health Insurance Median $8,850 $5,200
Average $9,279 $6,181
Life Insurance Median $205 $195
Average $409 $368
Disability Insurance Median $306 $382
Average $501 $483
Retirement Median $3,600 $2,505
Average $3,875 $2,839
Continuing Education Median $1,000 $500
Average $1,283 $965
Total Benefits Median $9,600 $5,521
Average $10,482 $6,520
TOTAL COMPENSATION Median $66,000 $45,092
PLUS BENEFITS Average $65,992 $46,734
Number of Respondents 160 256
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-8: Annual Compensation of Full-Time Administrators by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 12-9: Annual Compensation of Part-Time Administrators by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 103 225 367 503 850
Average church income $160,804 $389,107 $622,774 $855,931 $1,533,069
Average # of years employed 7 8 5 7 3
Average # of paid vacation days 10 11 12 11 10
% College graduate or higher 60% 69% 68% 71% 76%
% Who receive auto reimbursement/allowance 10% 8% 33% 18% 19%
% Ordained 15% 6% 17% 6% 7%
% Supervise one or more people 43% 53% 55% 88% 44%
Average % salary increase (for those who had an increase) this year
- 4.3% 7.6% 2.1% -
Base Rate Average $13 $18 $19 $20 $19
Base Salary Median $13,000 $23,306 $22,000 $24,722 $25,000
Average $13,162 $23,318 $21,939 $24,122 $25,604
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $13,000 $23,729 $22,000 $24,722 $25,000
Average $13,162 $23,707 $21,939 $24,122 $25,604
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median - - - - -
Average - - - - -
Total Benefits Median - $3,590 $1,914 - -
Average - $4,051 $2,083 - -
TOTAL COMPENSATION Median $13,675 $24,229 $22,000 $24,722 $26,000
PLUS BENEFITS Average $13,477 $25,057 $22,649 $24,841 $26,179
Number of Respondents 40 36 23 17 17
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-9: Annual Compensation of Part-Time Administrators by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
197
Table 12-10: Annual Compensation of Part-Time Administrators by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 67 206 422 642 920 -
Average church income $152,918 $408,568 $678,941 $1,033,230 $1,396,871 -
Average # of years employed 7 7 8 4 3 -
Average # of paid vacation days 18 12 10 13 10 -
% College graduate or higher 59% 61% 75% 73% 90% -
% Who receive auto reimbursement/allowance 4% 18% 10% 33% 20% -
% Ordained 7% 11% 14% 7% 10% -
% Supervise one or more people 37% 56% 62% 73% 20% -
Average % salary increase (for those who had an increase) this year
6.2% 4.6% 2.1% 8.4% 5.2% -
Base Rate Average $13 $17 $18 $19 $19 -
Base Salary Median $12,750 $20,250 $21,000 $25,000 $28,695 -
Average $13,653 $20,910 $21,841 $23,804 $26,898 -
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $12,750 $20,250 $22,125 $25,000 $28,695 -
Average $13,653 $20,910 $22,508 $23,804 $26,898 -
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $1,908 - - - -
Average - $2,298 - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $2,100 $2,010 - - -
Average - $2,992 $2,934 - - -
TOTAL COMPENSATION Median $13,800 $20,797 $22,125 $26,000 $28,695 -
PLUS BENEFITS Average $14,312 $21,731 $23,626 $24,509 $27,488 -
Number of Respondents 27 62 21 15 10 3
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-10: Annual Compensation of Part-Time Administrators by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
A D M I N I S T R A T o R S — T A B L E 1 2 - 1 0
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Table 12-11: Annual Compensation of Part-Time Administrators by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 319 415 265 -
Average church income $584,959 $738,367 $387,074 -
Average # of years employed 6 6 7 -
Average # of paid vacation days 9 12 15 -
% College graduate or higher 83% 66% 56% -
% Who receive auto reimbursement/allowance 11% 11% 23% -
% Ordained 3% 17% 8% -
% Supervise one or more people 64% 43% 54% -
Average % salary increase (for those who had an increase) this year
3.6% 4.8% 5.1% -
Base Rate Average $18 $18 $15 -
Base Salary Median $17,160 $24,111 $17,752 -
Average $19,594 $22,740 $18,476 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $17,160 $24,722 $17,752 -
Average $19,594 $22,994 $18,476 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - $1,980 $1,514 -
Average - $2,177 $1,728 -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - $2,963 $1,514 -
Average - $3,364 $2,408 -
TOTAL COMPENSATION Median $17,160 $25,000 $18,254 -
PLUS BENEFITS Average $20,038 $24,034 $19,217 -
Number of Respondents 29 55 52 3
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-11: Annual Compensation of Part-Time Administrators by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
199
Table 12-12: Annual Compensation of Part-Time Administrators by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance - 276 242 351 - 340 542 345 368
Average church income - $560,858 $442,031 $540,449 - $547,158 $939,997 $614,121 $627,739
Average # of years employed - 7 5 7 - 6 5 5 7
Average # of paid vacation days - 10 12 13 - 12 7 25 12
% College graduate or higher - 69% 61% 67% - 79% 100% 82% 50%
% Who receive auto reimbursement/allowance - 23% 11% 14% - 13% 20% 9% 17%
% Ordained - 8% 21% 0% - 7% 10% 18% 7%
% Supervise one or more people - 31% 50% 73% - 60% 50% 55% 59%
Average % salary increase (for those who had an increase) this year
- 2.6% 3.5% 7.4% - 3.5% 2.5% 2.0% 4.5%
Base Rate Average - $17 $15 $16 - $17 $16 $16 $19
Base Salary Median - $20,000 $17,975 $23,150 - $21,000 $19,500 $24,000 $19,600
Average - $19,496 $18,426 $21,952 - $20,729 $21,797 $22,480 $20,834
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $20,000 $17,975 $23,150 - $21,000 $19,500 $24,400 $19,600
Average - $19,496 $18,426 $21,952 - $20,729 $21,797 $23,752 $20,834
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - - - - - - - -
Average - - - - - - - - -
TOTAL COMPENSATION Median - $20,300 $19,068 $23,150 - $21,000 $19,500 $26,000 $19,600
PLUS BENEFITS Average - $20,839 $18,985 $22,273 - $21,646 $22,157 $25,939 $21,443
Number of Respondents 6 13 28 22 3 15 11 11 30
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-12: Annual Compensation of Part-Time Administrators by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
A D M I N I S T R A T o R S — T A B L E 1 2 - 1 2
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Table 12-13: Annual Compensation of Part-Time Administrators by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 255 353 388 -
Average church income $491,150 $577,778 $604,702 -
Average # of years employed 6 7 5 -
Average # of paid vacation days 13 14 10 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 17% 19% 6% -
% Ordained 7% 13% 15% -
% Supervise one or more people 65% 43% 52% -
Average % salary increase (for those who had an increase) this year
5.7% 4.9% 3.7% -
Base Rate Average $15 $17 $18 -
Base Salary Median $19,293 $19,500 $23,000 -
Average $19,553 $19,717 $20,860 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $19,293 $19,500 $23,155 -
Average $19,553 $19,717 $21,284 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - $1,980 $1,604 -
Average - $1,856 $1,994 -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $2,947 $1,950 $1,790 -
Average $3,665 $2,510 $3,010 -
TOTAL COMPENSATION Median $20,050 $19,500 $23,300 -
PLUS BENEFITS Average $20,191 $20,447 $22,379 -
Number of Respondents 46 55 33 3
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-13: Annual Compensation of Part-Time Administrators by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
201
Table 12-14: Annual Compensation of Part-Time Administrators by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 374 296 287 207
Average church income $624,782 $529,877 $436,728 $355,992
Average # of years employed 3 8 13 21
Average # of paid vacation days 13 12 13 13
% College graduate or higher 68% 59% 50% 78%
% Who receive auto reimbursement/allowance 8% 18% 25% 44%
% Ordained 11% 12% 8% 0%
% Supervise one or more people 55% 59% 50% 56%
Average % salary increase (for those who had an increase) this year
7.2% 3.0% 5.5% 1.8%
Base Rate Average $16 $17 $16 $15
Base Salary Median $19,350 $20,800 $23,078 $18,270
Average $19,295 $21,306 $21,435 $18,007
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $19,350 $20,800 $24,078 $18,270
Average $19,295 $21,306 $22,602 $18,007
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $1,800 - - -
Average $1,605 - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $1,980 - - -
Average $2,437 - - -
TOTAL COMPENSATION Median $19,350 $20,800 $24,650 $19,500
PLUS BENEFITS Average $19,938 $21,709 $24,549 $20,265
Number of Respondents 72 34 12 9
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-14: Annual Compensation of Part-Time Administrators by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
A D M I N I S T R A T o R S — T A B L E 1 2 - 1 4
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Table 12-15: Annual Compensation of Part-Time Administrators by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 271 375 246 200 346
Average church income - $470,424 $519,814 $473,800 $457,726 $647,529
Average # of years employed - 6 6 6 7 9
Average # of paid vacation days - 10 13 11 9 12
% College graduate or higher - 64% 63% 42% 70% 77%
% Who receive auto reimbursement/allowance - 9% 26% 8% 0% 20%
% Ordained - 5% 16% 17% 0% 7%
% Supervise one or more people - 59% 52% 58% 40% 53%
Average % salary increase (for those who had an increase) this year
- 5.3% 7.8% 8.8% 2.7% 2.5%
Base Rate Average - $16 $17 $16 $15 $18
Base Salary Median - $18,543 $20,000 $22,209 $17,299 $20,000
Average - $18,641 $19,254 $22,843 $18,083 $22,641
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $18,543 $20,000 $22,209 $17,299 $20,000
Average - $18,641 $19,254 $22,843 $18,083 $22,641
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median - $18,750 $20,000 $23,903 $17,299 $23,331
PLUS BENEFITS Average - $18,741 $19,748 $24,488 $18,520 $23,816
Number of Respondents 5 22 32 12 10 15
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-15: Annual Compensation of Part-Time Administrators by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
203
Table 12-16: Annual Compensation of Part-Time Administrators by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 389 298
Average church income $636,952 $522,346
Average # of years employed 5 7
Average # of paid vacation days 10 13
% College graduate or higher 80% 60%
% Who receive auto reimbursement/allowance 21% 13%
% Ordained 19% 8%
% Supervise one or more people 49% 55%
Average % salary increase (for those who had an increase) this year
4.4% 5.0%
Base Rate Average $19 $16
Base Salary Median $17,580 $20,500
Average $19,959 $20,420
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $18,750 $20,500
Average $20,277 $20,420
Health Insurance Median - $5,334
Average - $5,655
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median - $1,920
Average - $2,068
Continuing Education Median - $400
Average - $413
Total Benefits Median - $2,010
Average - $3,030
TOTAL COMPENSATION Median $18,750 $20,993
PLUS BENEFITS Average $20,659 $21,398
Number of Respondents 44 93
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 12-16: Annual Compensation of Part-Time Administrators by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
A D M I N I S T R A T o R S — T A B L E 1 2 - 1 6
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
204
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 12-1 page 188 $ $ $ $
Worship Attendance Table 12-2 page 189 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 12-3 page 190 n/a $ n/a $
Region Table 12-4 page 191 n/a $ n/a $
Person’s Education Table 12-5 page 192 n/a $ n/a $
Years Employed Table 12-6 page 193 n/a $ n/a $
Denominationif applicable
Table 12-7 page 194 n/a $ n/a $
Full-Time Administrator WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME ADMINISTRAToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 12-1 (page 188) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 12-2 (page 189) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
205
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 12-3 (page 190) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 12-4 (page 191) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 12-5 (page 192) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Administrator. on the heading (top row), look for your Administrator’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 12-6 (page 193) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Administrator. on the heading (top row), locate the number of years your Administrator has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 12-7 (page 194) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E A D M I N I S T R A T o R W o R k S H E E T
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
206
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 12-9 page 196 $ $ $ $
Worship Attendance Table 12-10 page 197 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 12-11 page 198 n/a $ n/a $
Region Table 12-12 page 199 n/a $ n/a $
Person’s Education Table 12-13 page 200 n/a $ n/a $
Years Employed Table 12-14 page 201 n/a $ n/a $
Denominationif applicable
Table 12-15 page 202 n/a $ n/a $
Part-Time Administrator WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME ADMINISTRAToR WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 12-1 (page 196) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 12-2 (page 197) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
207
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 12-3 (page 198) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 12-4 (page 199) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 12-5 (page 200) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Administrator. on the heading (top row), look for your Administrator’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 12-6 (page 201) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Administrator. on the heading (top row), locate the number of years your Administrator has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 12-7 (page 202) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E A D M I N I S T R A T o R W o R k S H E E T
13BOOKKeepeRs/ACCOUNTANTs
209
Employment Profile Bookkeepers/Accountants include paid personnel who assist with day-to-day financial matters in the church. This category may include such positions as Accountant, Controller, Financial Administrative Assistant, Financial Secretary, Payroll Secretary, Treasurer, etc.
More than half of the Bookkeeper/Accountant positions reported are part-time. In general, most Bookkeepers/Accountants are female and employed by the church, rather than self-employed. The majority of part-time Bookkeepers/Accountants have a minimum of a Bachelor’s degree.
The statistical profile of Bookkeepers/Accountants is as follows:
Full-Time Part-Time
Number of respondents 217 254
Ordained 2% 6%
Average years employed 9 8
Male 11% 15%
Female 89% 85%
Self-employed (receives 1099) 0% 5%
Church employee (receives W-2) 100% 95%
High school diploma 27% 23%
Associate Degree 27% 25%
Bachelor’s Degree 34% 45%
Master’s Degree 11% 8%
Doctoral Degree 0% 0%
B o o k k E E P E R S / A C C o U N T A N T S
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Bookkeepers/Accountants and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the Bookkeepers/Accountants’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Nearly all full-time Bookkeepers/Accountants receive paid vacation. Half receive health insurance and retirement benefits. Few part-time Bookkeepers/Accountants reported fringe benefits other than paid vacation, which nearly half of those reporting receive.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 100% 100%
Housing 1% 2%
Parsonage 0% 0%
Health Insurance* 50% 8%
Life Insurance* 29% 2%
Disability Insurance* 24% 4%
Retirement 50% 10%
Continuing Education 9% 6%
Received Salary Increase 43% 37%
Received Paid Vacation 97% 46%
Received Auto Reimbursement/Allowance 21% 11%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
211
KEY PoINTS
Q Larger churches are more likely to employ full-time financial assistants, while small churches account for more than half of the part-timers. More than six in ten full-time Bookkeepers/Accountants serve in churches with income more than $1,000,000, contrasted with about six in ten part-time Bookkeepers/Accountants who serve in churches with income $750,000 or less.
Q In general, as church income, church attendance, years of employment, and the staff member’s education level increase, compensation and benefits for full-time Bookkeepers/Accountants also increase.
Q Full-time and part-time Bookkeepers/Accountants serving in churches in a suburb of a large city or in a metropolitan city have higher compensation and benefits packages compared to those serving in small towns.
2000 $27,992
2001 $29,220
2002 $29,398
2003 $30,457
2004 $32,765
2005 $33,336
2006 $36,122
2007 $38,185
2008 $37,631
2009 $38,809
2011 $41,207*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Bookkeepers/Accountants
B o o k k E E P E R S / A C C o U N T A N T S
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Table 13-1: Annual Compensation of Full-Time Bookkeepers/Accountants by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance - 243 405 472 1,624
Average church income - $397,001 $626,964 $852,344 $3,309,361
Average # of years employed - 9 9 10 9
Average # of paid vacation days - 18 14 16 16
% College graduate or higher - 22% 42% 46% 48%
% Who receive auto reimbursement/allowance - 33% 19% 27% 20%
% Ordained - 0% 0% 0% 4%
% Supervise one or more people - 44% 41% 54% 45%
Average % salary increase (for those who had an increase) this year
- 5.6% 2.1% 4.0% 4.2%
Base Salary Highest 25% - $31,182 $32,100 $38,532 $45,143
Median - $29,000 $30,000 $34,840 $37,900
Lowest 25% - $23,700 $26,200 $27,720 $31,100
Average - $27,518 $28,568 $34,877 $39,579
Housing Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% - $31,182 $32,100 $38,532 $45,533
Median - $29,000 $30,000 $34,840 $38,875
Lowest 25% - $23,700 $26,200 $27,720 $31,605
Average - $27,518 $28,588 $34,877 $40,053
Health Insurance Highest 25% - - $10,050 $11,565 $9,000
Median - - $5,641 $3,900 $6,833
Lowest 25% - - $4,044 $3,348 $4,306
Average - - $6,676 $6,786 $7,442
Life Insurance Highest 25% - - - - $229
Median - - - - $109
Lowest 25% - - - - $72
Average - - - - $183
Disability Insurance Highest 25% - - - - $389
Median - - - - $256
Lowest 25% - - - - $145
Average - - - - $364
Retirement Highest 25% - - $2,106 $1,734 $2,500
Median - - $1,400 $1,440 $1,647
Lowest 25% - - $896 $769 $1,078
Average - - $1,720 $1,782 $1,909
Continuing Education Highest 25% - - - - $1,850
Median - - - - $1,000
Lowest 25% - - - - $625
Average - - - - $1,248
Total Benefits Highest 25% - - $7,598 $9,558 $9,855
Median - - $3,816 $3,600 $6,203
Lowest 25% - - $2,489 $1,440 $2,650
Average - - $5,448 $5,621 $6,878
TOTAL COMPENSATION Highest 25% - $34,889 $38,000 $40,778 $53,216
PLUS BENEFITS Median - $30,204 $32,647 $37,308 $44,041
Lowest 25% - $26,168 $27,860 $28,421 $37,200
Average - $30,059 $32,279 $38,552 $45,661
Number of Respondents 6 18 31 26 131
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-1: Annual Compensation of Full-Time Bookkeepers/Accountants by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-2: Annual Compensation of Full-Time Bookkeepers/Accountants by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance - 224 409 637 886 2,987
Average church income - $663,910 $905,427 $1,211,822 $1,690,163 $5,254,465
Average # of years employed - 9 9 9 10 8
Average # of paid vacation days - 15 15 15 16 17
% College graduate or higher - 32% 42% 38% 52% 59%
% Who receive auto reimbursement/allowance - 18% 37% 24% 22% 11%
% Ordained - 0% 6% 2% 4% 2%
% Supervise one or more people - 43% 42% 39% 41% 57%
Average % salary increase (for those who had an increase) this year
- 4.0% 6.3% 3.4% 5.8% 4.0%
Base Salary Median - $30,000 $30,588 $33,925 $35,961 $39,163
Average - $30,962 $31,444 $34,710 $37,818 $42,681
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $30,000 $31,425 $33,925 $38,000 $39,163
Average - $30,962 $32,506 $34,710 $38,707 $42,681
Health Insurance Median - $5,623 $8,040 $7,469 $8,296 $5,528
Average - $5,250 $8,649 $8,501 $8,968 $6,362
Life Insurance Median - $64 $253 - $324 $96
Average - $111 $261 - $312 $145
Disability Insurance Median - $330 - - - $217
Average - $503 - - - $281
Retirement Median - $2,443 $1,472 $1,295 $1,691 $1,957
Average - $2,172 $2,024 $1,364 $2,083 $2,138
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $5,496 $7,111 $3,550 $8,190 $5,449
Average - $5,616 $7,516 $5,795 $8,263 $6,604
TOTAL COMPENSATION Median - $33,769 $35,021 $39,461 $45,426 $44,175
PLUS BENEFITS Average - $34,281 $37,099 $38,950 $45,134 $48,447
Number of Respondents 3 44 36 41 27 63
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-2: Annual Compensation of Full-Time Bookkeepers/Accountants by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-3: Annual Compensation of Full-Time Bookkeepers/Accountants by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 1,535 1,655 658 -
Average church income $2,625,325 $3,232,730 $1,115,161 -
Average # of years employed 9 8 10 -
Average # of paid vacation days 16 16 16 -
% College graduate or higher 67% 52% 30% -
% Who receive auto reimbursement/allowance 13% 20% 26% -
% Ordained 5% 3% 0% -
% Supervise one or more people 46% 49% 44% -
Average % salary increase (for those who had an increase) this year
3.5% 5.1% 3.9% -
Base Salary Median $37,500 $36,153 $30,925 -
Average $40,428 $38,173 $31,649 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $37,800 $37,000 $30,925 -
Average $41,064 $38,594 $31,649 -
Health Insurance Median $5,820 $6,682 $6,000 -
Average $6,393 $7,216 $7,452 -
Life Insurance Median - $96 $126 -
Average - $194 $189 -
Disability Insurance Median $390 $224 $243 -
Average $566 $319 $263 -
Retirement Median $2,443 $1,573 $1,448 -
Average $2,931 $1,853 $1,621 -
Continuing Education Median - $1,000 - -
Average - $941 - -
Total Benefits Median $6,548 $5,329 $5,496 -
Average $7,008 $6,518 $6,784 -
TOTAL COMPENSATION Median $42,500 $42,310 $35,389 -
PLUS BENEFITS Average $45,736 $43,720 $36,282 -
Number of Respondents 39 89 82 5
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-3: Annual Compensation of Full-Time Bookkeepers/Accountants by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-4: Annual Compensation of Full-Time Bookkeepers/Accountants by Region
REGION
Data Distribution*
New England Middle Atlantic South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 560 1,372 1,974 2,139 783 658 911 1,411
Average church income - $1,133,747 $3,354,060 $3,426,318 $2,137,681 $1,181,993 $1,571,641 $1,606,786 $2,083,548
Average # of years employed - 9 8 10 10 7 9 10 9
Average # of paid vacation days - 14 16 17 14 14 16 17 16
% College graduate or higher - 45% 42% 43% 53% 50% 37% 71% 43%
% Who receive auto reimbursement/allowance - 9% 21% 4% 37% 30% 26% 21% 13%
% Ordained - 0% 3% 9% 0% 0% 0% 7% 0%
% Supervise one or more people - 27% 41% 65% 26% 57% 49% 43% 43%
Average % salary increase (for those who had an increase) this year
- 4.0% 4.4% 3.0% 2.6% 3.8% 6.3% 3.6% 5.0%
Base Salary Median - $30,000 $33,621 $36,153 $33,000 $32,074 $30,000 $42,382 $36,563
Average - $37,170 $35,893 $37,066 $35,986 $32,635 $32,810 $42,557 $38,783
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $30,000 $33,847 $37,000 $33,000 $32,074 $30,000 $42,382 $36,563
Average - $37,229 $36,723 $37,651 $35,986 $32,635 $32,810 $42,557 $38,783
Health Insurance Median - - $5,632 $8,000 $6,004 $5,790 $7,572 - $6,086
Average - - $6,193 $8,492 $7,969 $6,415 $8,864 - $6,920
Life Insurance Median - - $109 $89 - $108 - - -
Average - - $142 $184 - $153 - - -
Disability Insurance Median - - $260 $297 - $173 - - $191
Average - - $358 $533 - $230 - - $277
Retirement Median - - $1,610 $1,808 $1,500 $1,329 $2,412 - $1,448
Average - - $1,876 $1,957 $2,204 $1,505 $2,335 - $1,654
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - $5,390 $5,883 $8,538 $2,822 $5,369 $3,824 - $5,772
Average - $6,732 $6,014 $8,128 $6,210 $5,918 $6,597 - $6,913
TOTAL COMPENSATION Median - $37,274 $39,638 $42,435 $35,000 $36,496 $33,600 $44,132 $43,423
PLUS BENEFITS Average - $42,737 $40,871 $44,012 $41,215 $36,863 $36,532 $46,185 $45,094
Number of Respondents 2 11 58 23 19 28 39 14 23
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-4: Annual Compensation of Full-Time Bookkeepers/Accountants by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-5: Annual Compensation of Full-Time Bookkeepers/Accountants by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 818 1,574 2,110 -
Average church income $1,914,267 $2,828,698 $2,200,025 -
Average # of years employed 11 7 6 -
Average # of paid vacation days 16 16 15 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 24% 19% 9% -
% Ordained 0% 4% 9% -
% Supervise one or more people 44% 49% 48% -
Average % salary increase (for those who had an increase) this year
5.1% 3.4% 2.8% -
Base Salary Median $33,000 $35,000 $36,000 -
Average $33,699 $37,267 $40,894 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $33,000 $36,000 $37,800 -
Average $33,699 $37,790 $41,937 -
Health Insurance Median $6,135 $6,332 $7,934 -
Average $7,231 $6,976 $7,446 -
Life Insurance Median $109 $96 $108 -
Average $198 $165 $156 -
Disability Insurance Median $280 $240 - -
Average $324 $440 - -
Retirement Median $1,500 $1,647 $2,500 -
Average $1,640 $2,206 $2,725 -
Continuing Education Median $300 $1,000 - -
Average $698 $1,119 - -
Total Benefits Median $5,636 $5,490 $6,008 -
Average $6,632 $6,615 $7,120 -
TOTAL COMPENSATION Median $37,545 $42,310 $38,800 -
PLUS BENEFITS Average $38,083 $42,983 $47,509 -
Number of Respondents 118 73 23 1
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-5: Annual Compensation of Full-Time Bookkeepers/Accountants by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-6: Annual Compensation of Full-Time Bookkeepers/Accountants by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 1,673 855 962 928
Average church income $2,565,755 $1,827,868 $1,713,172 $2,591,897
Average # of years employed 3 8 12 23
Average # of paid vacation days 14 16 18 19
% College graduate or higher 59% 41% 36% 22%
% Who receive auto reimbursement/allowance 18% 23% 27% 19%
% Ordained 2% 3% 5% 0%
% Supervise one or more people 46% 39% 55% 54%
Average % salary increase (for those who had an increase) this year
4.7% 3.8% 6.0% 4.1%
Base Salary Median $32,324 $33,150 $36,000 $35,162
Average $35,186 $35,160 $37,048 $36,914
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $32,750 $33,613 $36,000 $35,162
Average $35,340 $35,936 $37,048 $36,914
Health Insurance Median $5,000 $7,437 $8,800 $6,408
Average $5,845 $8,191 $9,393 $6,703
Life Insurance Median $102 $136 $97 $95
Average $141 $167 $153 $285
Disability Insurance Median $183 $336 - $289
Average $350 $457 - $310
Retirement Median $1,448 $1,450 $2,000 $1,654
Average $2,031 $1,728 $2,065 $1,829
Continuing Education Median $750 - - -
Average $1,125 - - -
Total Benefits Median $5,412 $5,772 $8,483 $6,125
Average $5,681 $6,958 $8,072 $6,651
TOTAL COMPENSATION Median $37,317 $39,760 $42,932 $39,461
PLUS BENEFITS Average $39,230 $40,986 $43,285 $43,835
Number of Respondents 92 62 22 37
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-6: Annual Compensation of Full-Time Bookkeepers/Accountants by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 13-7: Annual Compensation of Full-Time Bookkeepers/Accountants by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 13-7: Annual Compensation of Full-Time Bookkeepers/Accountants by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 700 785 2,196 624 423 611
Average church income $1,399,478 $1,738,952 $4,028,646 $1,431,111 $895,558 $2,424,098
Average # of years employed 10 10 8 7 7 9
Average # of paid vacation days 16 16 16 14 14 15
% College graduate or higher 39% 36% 57% 67% 40% 44%
% Who receive auto reimbursement/allowance 17% 28% 11% 0% 10% 22%
% Ordained 0% 1% 6% 0% 0% 0%
% Supervise one or more people 48% 43% 59% 22% 40% 56%
Average % salary increase (for those who had an increase) this year
6.4% 4.2% 5.7% 3.3% 2.3% 2.7%
Base Salary Median $35,000 $33,000 $34,840 $36,000 $27,800 $40,924
Average $35,424 $35,275 $36,018 $37,412 $28,905 $39,759
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $35,000 $33,000 $36,450 $36,000 $27,800 $40,924
Average $35,424 $35,285 $37,159 $37,412 $28,905 $39,759
Health Insurance Median $4,405 $6,366 $7,786 - - -
Average $4,567 $7,048 $7,808 - - -
Life Insurance Median - $129 $105 - - -
Average - $221 $143 - - -
Disability Insurance Median - $280 $153 - - -
Average - $291 $420 - - -
Retirement Median $1,235 $1,400 $1,336 - - -
Average $1,662 $1,704 $1,604 - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median $5,390 $3,808 $7,572 $3,165 - $8,007
Average $5,218 $5,738 $7,603 $5,099 - $8,170
TOTAL COMPENSATION Median $37,125 $37,763 $42,450 $38,800 $29,380 $45,426
PLUS BENEFITS Average $38,374 $39,504 $42,931 $41,944 $30,226 $47,022
Number of Respondents 23 68 54 9 10 9
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
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Table 13-8: Annual Compensation of Full-Time Bookkeepers/Accountants by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 3,413 979
Average church income $4,494,318 $2,021,571
Average # of years employed 6 9
Average # of paid vacation days 15 16
% College graduate or higher 77% 41%
% Who receive auto reimbursement/allowance 22% 21%
% Ordained 10% 2%
% Supervise one or more people 65% 44%
Average % salary increase (for those who had an increase) this year
3.8% 4.4%
Base Salary Median $42,000 $33,000
Average $48,457 $34,441
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $42,000 $33,300
Average $49,042 $34,694
Health Insurance Median $7,669 $6,135
Average $7,536 $7,084
Life Insurance Median $123 $104
Average $183 $177
Disability Insurance Median $300 $233
Average $460 $310
Retirement Median $1,875 $1,500
Average $2,305 $1,880
Continuing Education Median - $400
Average - $679
Total Benefits Median $9,253 $5,235
Average $9,180 $6,217
TOTAL COMPENSATION Median $50,948 $38,000
PLUS BENEFITS Average $57,025 $39,042
Number of Respondents 23 193
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-8: Annual Compensation of Full-Time Bookkeepers/Accountants by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-9: Annual Compensation of Part-Time Bookkeepers/Accountants by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 128 252 396 494 892
Average church income $148,187 $389,688 $627,896 $883,694 $1,729,910
Average # of years employed 7 9 7 7 8
Average # of paid vacation days 6 10 11 10 12
% College graduate or higher 37% 41% 68% 52% 61%
% Who receive auto reimbursement/allowance 0% 15% 11% 11% 16%
% Ordained 3% 0% 2% 2% 5%
% Supervise one or more people 11% 10% 13% 17% 16%
Average % salary increase (for those who had an increase) this year
5.8% 3.2% 5.7% 2.7% 3.8%
Base Rate Average $13 $14 $16 $17 $17
Base Salary Median $5,614 $10,450 $15,000 $15,627 $20,000
Average $7,392 $11,890 $15,323 $15,825 $20,532
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $5,614 $10,500 $15,000 $15,600 $19,750
Average $7,578 $12,290 $15,323 $15,488 $20,499
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - $1,504 $1,232
Average - - - $1,938 $1,448
Continuing Education Median - - - - -
Average - - - - -
Total Benefits Median - $3,612 - $1,078 $1,610
Average - $5,992 - $2,184 $3,698
TOTAL COMPENSATION Median $5,614 $10,650 $15,000 $15,654 $19,750
PLUS BENEFITS Average $7,689 $14,131 $15,510 $16,045 $21,774
Number of Respondents 35 60 47 47 59
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-9: Annual Compensation of Part-Time Bookkeepers/Accountants by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-10: Annual Compensation of Part-Time Bookkeepers/Accountants by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 76 209 409 620 901 1,625
Average church income $235,158 $416,575 $832,480 $1,080,952 $1,205,333 $2,432,345
Average # of years employed 7 9 7 7 7 5
Average # of paid vacation days 10 10 11 9 13 12
% College graduate or higher 40% 46% 52% 70% 44% 69%
% Who receive auto reimbursement/allowance 0% 11% 10% 10% 19% 19%
% Ordained 5% 2% 1% 0% 6% 6%
% Supervise one or more people 20% 11% 10% 17% 13% 19%
Average % salary increase (for those who had an increase) this year
- 2.6% 5.4% 2.6% - 4.1%
Base Rate Average $13 $15 $16 $16 $17 $18
Base Salary Median $6,040 $9,500 $16,000 $13,000 $18,330 $24,300
Average $9,154 $12,454 $15,680 $14,628 $19,591 $23,310
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $6,040 $9,500 $16,000 $13,000 $18,330 $23,400
Average $9,479 $12,576 $15,680 $14,628 $19,591 $23,015
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $2,205 - $2,726 - -
Average - $5,094 - $2,569 - -
TOTAL COMPENSATION Median $6,140 $9,781 $16,000 $13,000 $18,480 $24,130
PLUS BENEFITS Average $9,672 $13,841 $16,552 $15,254 $20,230 $24,636
Number of Respondents 20 88 71 41 16 16
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-10: Annual Compensation of Part-Time Bookkeepers/Accountants by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-11: Annual Compensation of Part-Time Bookkeepers/Accountants by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 450 493 412 414
Average church income $861,807 $951,716 $639,641 $767,286
Average # of years employed 9 7 8 6
Average # of paid vacation days 10 12 9 9
% College graduate or higher 58% 59% 43% 50%
% Who receive auto reimbursement/allowance 13% 11% 10% 0%
% Ordained 3% 2% 2% 13%
% Supervise one or more people 18% 13% 14% 0%
Average % salary increase (for those who had an increase) this year
6.4% 3.8% 4.1% -
Base Rate Average $16 $17 $14 $11
Base Salary Median $14,261 $13,864 $12,300 $8,400
Average $14,568 $15,799 $13,506 $10,243
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $14,261 $13,864 $12,400 $8,400
Average $14,568 $15,799 $13,702 $10,243
Health Insurance Median - - $5,951 -
Average - - $7,608 -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - $1,200 $962 -
Average - $1,407 $1,599 -
Continuing Education Median - $250 - -
Average - $313 - -
Total Benefits Median - $1,156 $2,600 -
Average - $3,052 $4,215 -
TOTAL COMPENSATION Median $14,261 $13,864 $12,500 $8,400
PLUS BENEFITS Average $15,312 $16,501 $14,998 $10,619
Number of Respondents 40 100 103 8
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-11: Annual Compensation of Part-Time Bookkeepers/Accountants by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-12: Annual Compensation of Part-Time Bookkeepers/Accountants by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic
E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance - 454 499 529 364 381 350 375 505
Average church income - $679,648 $935,081 $913,512 $606,168 $764,250 $694,783 $531,941 $844,926
Average # of years employed - 7 7 9 6 8 8 7 8
Average # of paid vacation days - 9 10 12 9 11 11 12 10
% College graduate or higher - 53% 54% 59% 57% 60% 63% 44% 37%
% Who receive auto reimbursement/allowance - 6% 4% 15% 0% 35% 4% 11% 12%
% Ordained - 0% 4% 0% 21% 4% 0% 0% 0%
% Supervise one or more people - 12% 15% 11% 14% 15% 21% 0% 20%
Average % salary increase (for those who had an increase) this year
- 3.7% 7.6% 3.8% 7.4% 2.8% 4.3% 3.0% 3.9%
Base Rate Average - $15 $15 $15 $16 $15 $15 $15 $18
Base Salary Median - $9,984 $13,161 $11,033 $12,400 $9,742 $17,638 $7,745 $14,700
Average - $12,339 $14,517 $13,604 $12,743 $13,074 $18,726 $11,383 $17,318
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $9,984 $13,130 $11,033 $12,700 $9,742 $17,638 $7,745 $14,700
Average - $12,339 $14,517 $13,604 $13,625 $13,074 $18,726 $11,383 $17,318
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - $1,330 - - - - -
Average - - - $1,273 - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - - $1,012 - - - - $4,751
Average - - - $2,067 - - - - $7,064
TOTAL COMPENSATION Median - $10,062 $13,130 $11,033 $14,000 $9,742 $17,638 $7,745 $16,150
PLUS BENEFITS Average - $12,535 $14,829 $14,130 $13,949 $13,619 $19,252 $11,416 $20,587
Number of Respondents 7 17 49 55 14 26 24 18 42
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-12: Annual Compensation of Part-Time Bookkeepers/Accountants by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-13: Annual Compensation of Part-Time Bookkeepers/Accountants by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 398 510 503 -
Average church income $702,056 $894,317 $982,752 -
Average # of years employed 8 7 6 -
Average # of paid vacation days 11 11 8 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 11% 12% 5% -
% Ordained 0% 4% 6% -
% Supervise one or more people 11% 13% 37% -
Average % salary increase (for those who had an increase) this year
5.0% 3.4% 5.1% -
Base Rate Average $14 $17 $19 -
Base Salary Median $12,865 $13,728 $14,160 -
Average $14,270 $15,029 $15,670 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,865 $14,664 $14,160 -
Average $14,384 $15,061 $15,670 -
Health Insurance Median $6,000 $4,693 - -
Average $7,759 $7,209 - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $805 $1,232 - -
Average $1,041 $1,927 - -
Continuing Education Median - $250 - -
Average - $273 - -
Total Benefits Median $1,200 $1,462 - -
Average $3,907 $3,419 - -
TOTAL COMPENSATION Median $13,000 $15,640 $14,160 -
PLUS BENEFITS Average $15,677 $15,794 $15,773 -
Number of Respondents 119 112 19 0
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-13: Annual Compensation of Part-Time Bookkeepers/Accountants by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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B o o k k E E P E R S / A C C o U N T A N T S — T A B L E 1 3 - 1 4
Table 13-14: Annual Compensation of Part-Time Bookkeepers/Accountants by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 477 470 407 332
Average church income $835,261 $750,924 $976,208 $629,214
Average # of years employed 3 8 13 22
Average # of paid vacation days 9 12 11 12
% College graduate or higher 59% 47% 46% 43%
% Who receive auto reimbursement/allowance 4% 18% 15% 21%
% Ordained 2% 2% 4% 0%
% Supervise one or more people 12% 19% 15% 11%
Average % salary increase (for those who had an increase) this year
5.7% 3.3% 4.1% 2.3%
Base Rate Average $15 $16 $16 $15
Base Salary Median $12,400 $14,581 $16,200 $11,017
Average $14,345 $15,431 $15,464 $14,407
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,400 $14,581 $16,200 $11,017
Average $14,399 $15,431 $15,704 $14,407
Health Insurance Median $4,693 - - -
Average $8,464 - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $1,031 $1,346 - $1,200
Average $1,562 $1,408 - $1,400
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - $1,460 - $2,810
Average - $2,568 - $4,061
TOTAL COMPENSATION Median $12,500 $15,150 $16,720 $11,017
PLUS BENEFITS Average $15,597 $16,073 $16,104 $15,713
Number of Respondents 127 60 27 28
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-14: Annual Compensation of Part-Time Bookkeepers/Accountants by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 13-15: Annual Compensation of Part-Time Bookkeepers/Accountants by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 13-15: Annual Compensation of Part-Time Bookkeepers/Accountants by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 253 379 598 - 499 350
Average church income $472,308 $708,219 $903,555 - $927,095 $813,318
Average # of years employed 7 7 7 - 8 9
Average # of paid vacation days 8 10 10 - 10 11
% College graduate or higher 29% 57% 52% - 56% 48%
% Who receive auto reimbursement/allowance 6% 6% 16% - 0% 18%
% Ordained 0% 0% 4% - 6% 3%
% Supervise one or more people 6% 20% 14% - 7% 13%
Average % salary increase (for those who had an increase) this year
2.7% 4.6% 5.8% - 2.8% 2.8%
Base Rate Average $14 $15 $16 - $15 $18
Base Salary Median $10,023 $12,281 $14,011 - $15,872 $19,261
Average $10,824 $14,208 $14,837 - $14,730 $18,949
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $10,062 $12,281 $14,091 - $15,872 $19,261
Average $12,275 $14,335 $14,683 - $14,730 $18,949
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - $1,462 - - -
Average - - $5,437 - - -
TOTAL COMPENSATION Median $10,141 $12,281 $14,022 - $16,396 $20,275
PLUS BENEFITS Average $13,309 $14,538 $16,236 - $15,413 $20,061
Number of Respondents 17 51 73 7 16 31
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
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Table 13-16: Annual Compensation of Part-Time Bookkeepers/Accountants by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 511 449
Average church income $925,288 $793,844
Average # of years employed 8 7
Average # of paid vacation days 9 11
% College graduate or higher 59% 51%
% Who receive auto reimbursement/allowance 19% 10%
% Ordained 3% 2%
% Supervise one or more people 6% 15%
Average % salary increase (for those who had an increase) this year
4.1% 4.3%
Base Rate Average $16 $16
Base Salary Median $9,500 $13,191
Average $12,441 $15,066
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $9,500 $13,346
Average $12,728 $15,112
Health Insurance Median - $5,500
Average - $7,340
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median - $1,200
Average - $1,531
Continuing Education Median - $250
Average - $308
Total Benefits Median $1,042 $1,600
Average $3,238 $3,635
TOTAL COMPENSATION Median $9,535 $14,000
PLUS BENEFITS Average $13,428 $16,095
Number of Respondents 37 215
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 13-16: Annual Compensation of Part-Time Bookkeepers/Accountants by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 13-1 page 212 $ $ $ $
Worship Attendance Table 13-2 page 213 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 13-3 page 214 n/a $ n/a $
Region Table 13-4 page 215 n/a $ n/a $
Person’s Education Table 13-5 page 216 n/a $ n/a $
Years Employed Table 13-6 page 217 n/a $ n/a $
Denominationif applicable
Table 13-7 page 218 n/a $ n/a $
Full-Time Bookkeeper/Accountant WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME BooKKEEPER/ACCoUNTANT WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 13-1 (page 212) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 13-2 (page 213) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
229
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 13-3 (page 214) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 13-4 (page 215) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 13-5 (page 216) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Bookkeeper/Accountant. on the heading (top row), look for your Bookkeeper/Accountant’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 13-6 (page 217) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Bookkeeper/Accountant. on the heading (top row), locate the number of years your Bookkeeper/Accountant has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 13-7 (page 218) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E B o o k k E E P E R S / A C C o U N T A N T W o R k S H E E T
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 13-9 page 220 $ $ $ $
Worship Attendance Table 13-10 page 221 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 13-11 page 222 n/a $ n/a $
Region Table 13-12 page 223 n/a $ n/a $
Person’s Education Table 13-13 page 224 n/a $ n/a $
Years Employed Table 13-14 page 225 n/a $ n/a $
Denominationif applicable
Table 13-15 page 226 n/a $ n/a $
Part-Time Bookkeeper/Accountant WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME BooKKEEPER/ACCoUNTANT WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 13-9 (page 220) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 13-10 (page 221) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
231
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 13-11 (page 222) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 13-12 (page 223) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 13-13 (page 224) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Bookkeeper/Accountant. on the heading (top row), look for your Bookkeeper/Accountant’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 13-14 (page 225) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Bookkeeper/Accountant. on the heading (top row), locate the number of years your Bookkeeper/Accountant has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 13-15 (page 226) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E B o o k k E E P E R S / A C C o U N T A N T W o R k S H E E T
14seCReTARies/
AdmiNisTRATiVeAssisTANTs
233
Employment Profile Secretaries/Administrative Assistants include paid personnel who provide clerical or administrative support. This category may include such positions as Administrative Assistant, Clerical Assistant, Executive Secretary, Lead Secretary, office Assistant, office Clerk, office Manager, Publications Coordinator, Receptionist, Church Secretary, Secretary to any pastor or ministry, Secretary’s Assistant, etc.
More than half of the reported Secretaries/Administrative Assistants are employed on a part-time basis. Almost all, regardless of employment status, are females employed by the church, rather than self-employed. More than half of the Secretaries/Administrative Assistants have more than a high school diploma.
This sample of Secretaries/Administrative Assistants provided the following employment profile:
Full-Time Part-Time
Number of respondents 543 571
Ordained 2% 2%
Average years employed 9 7
Male 3% 2%
Female 97% 98%
Self-employed (receives 1099) 1% 3%
Church employee (receives W-2) 99% 97%
High school diploma 39% 46%
Associate Degree 27% 23%
Bachelor’s Degree 29% 26%
Master’s Degree 5% 4%
Doctoral Degree 0% 0%
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
234
Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Secretaries/Administrative Assistants and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the Secretaries’/Administrative Assistants’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Secretaries/Administrative Assistants receive fewer benefits for full-time work than pastoral staff members receive. Less than half of them receive health insurance and retirement benefits. While nearly all full-time Secretaries/Administrative Assistants receive paid vacation, nearly all receive no housing or continuing education allowances. More than eight in ten do not receive life or disability insurance or an auto allowance. Few benefits are provided for part-time Secretaries/Administrative Assistants apart from paid vacation.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 100% 100%
Housing 1% 1%
Parsonage 0% 0%
Health Insurance* 44% 6%
Life Insurance* 18% 2%
Disability Insurance* 14% 2%
Retirement 41% 8%
Continuing Education 8% 5%
Received Salary Increase 46% 36%
Received Paid Vacation 97% 65%
Received Auto Reimbursement/Allowance 16% 7%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
235
KEY PoINTS
Q Almost half of full-time Secretaries/Administrative Assistants who reported serve in larger churches with income over $750,000.
Q For the most part, as church income and education level increase, compensation and benefits for full-time Secretaries/Administrative Assistants also increase.
Q Eight out of ten full-time and part-time Secretaries/Administrative Assistants who reported serve in churches located in a suburb of large city or in a small town or rural city. In both cases, those working in the suburbs are compensated at a higher rate than those in small-town churches.
Q Male Secretaries for both full-time and part-time positions reported earning slightly less than their female counterparts.
2000 $21,965
2001 $23,316
2002 $24,132
2003 $24,875
2004 $25,007
2005 $26,624
2006 $29,551
2007 $30,840
2008 $30,835
2009 $30,727
2011 $32,408*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Secretaries/Administrative Assistants
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S
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Table 14-1: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-1: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 188 248 355 546 1,170
Average church income $174,542 $376,196 $634,804 $904,503 $2,436,730
Average # of years employed 9 10 10 11 9
Average # of paid vacation days 13 16 16 17 17
% College graduate or higher 21% 32% 43% 33% 36%
% Who receive auto reimbursement/allowance 11% 14% 19% 21% 17%
% Ordained 3% 2% 7% 1% 1%
% Supervise one or more people 29% 31% 44% 42% 25%
Average % salary increase (for those who had an increase) this year
3.2% 4.1% 3.1% 3.6% 3.8%
Base Salary Highest 25% $25,000 $29,520 $32,258 $34,125 $36,596
Median $22,200 $26,309 $28,299 $29,400 $30,930
Lowest 25% $19,500 $22,950 $25,480 $25,250 $26,869
Average $21,909 $26,473 $28,939 $29,899 $31,952
Housing Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% $24,250 $29,520 $32,258 $34,125 $36,596
Median $22,100 $26,309 $28,299 $29,400 $30,930
Lowest 25% $18,609 $23,000 $25,480 $25,250 $26,869
Average $21,824 $26,542 $28,939 $29,899 $32,005
Health Insurance Highest 25% $10,026 $6,496 $8,000 $8,500 $7,704
Median $5,579 $5,310 $6,000 $6,400 $5,320
Lowest 25% $2,349 $2,662 $4,165 $3,900 $3,578
Average $6,274 $5,701 $5,936 $6,755 $6,169
Life Insurance Highest 25% - $180 $225 $600 $202
Median - $134 $182 $420 $134
Lowest 25% - $68 $118 $180 $96
Average - $140 $188 $411 $180
Disability Insurance Highest 25% - $597 - - $354
Median - $417 - - $240
Lowest 25% - $260 - - $159
Average - $415 - - $326
Retirement Highest 25% $1,901 $1,860 $2,600 $1,764 $2,600
Median $1,276 $1,060 $1,311 $1,000 $1,800
Lowest 25% $1,039 $615 $1,000 $833 $1,153
Average $1,416 $1,281 $1,709 $1,664 $2,031
Continuing Education Highest 25% - $500 $450 - -
Median - $300 $300 - -
Lowest 25% - $250 $225 - -
Average $213 $397 $370 - -
Total Benefits Highest 25% $6,280 $6,550 $7,358 $7,300 $8,577
Median $3,044 $3,000 $3,301 $3,700 $5,554
Lowest 25% $1,444 $1,385 $1,460 $1,378 $3,289
Average $4,755 $4,428 $4,441 $4,847 $6,316
TOTAL COMPENSATION Highest 25% $27,000 $32,387 $36,500 $40,000 $43,030
PLUS BENEFITS Median $22,650 $28,225 $31,000 $33,000 $36,468
Lowest 25% $20,030 $24,017 $26,500 $27,360 $28,850
Average $23,576 $29,072 $31,765 $33,471 $37,256
Number of Respondents 38 147 77 73 178
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
237
Table 14-2: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 2
Table 14-2: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 80 207 402 626 868 1,887
Average church income $202,002 $435,511 $824,128 $1,242,945 $1,836,050 $3,154,080
Average # of years employed 12 9 11 8 9 8
Average # of paid vacation days 14 15 17 15 17 16
% College graduate or higher 30% 33% 34% 35% 46% 32%
% Who receive auto reimbursement/allowance 5% 17% 15% 17% 14% 17%
% Ordained 0% 3% 2% 4% 0% 1%
% Supervise one or more people 15% 35% 38% 36% 37% 22%
Average % salary increase (for those who had an increase) this year
3.0% 4.0% 3.2% 4.2% 2.7% 4.3%
Base Salary Median $23,000 $26,400 $27,735 $28,800 $32,000 $30,694
Average $22,049 $26,576 $28,521 $29,649 $33,585 $31,780
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $22,500 $26,400 $27,900 $28,800 $32,000 $30,694
Average $21,856 $26,629 $28,665 $29,649 $33,585 $31,786
Health Insurance Median $6,492 $5,000 $6,050 $6,661 $5,600 $4,680
Average $7,437 $5,660 $6,765 $6,568 $6,458 $5,691
Life Insurance Median - $202 $160 $171 $252 $96
Average - $278 $214 $219 $301 $135
Disability Insurance Median - $494 - $208 $424 $240
Average - $425 - $209 $528 $227
Retirement Median - $1,226 $1,260 $1,301 $1,800 $1,578
Average - $1,643 $1,551 $1,608 $2,302 $1,807
Continuing Education Median - $300 - - - -
Average - $371 - - - -
Total Benefits Median $6,492 $3,000 $4,474 $5,584 $5,934 $4,680
Average $7,155 $4,296 $5,313 $5,486 $6,569 $5,970
TOTAL COMPENSATION Median $23,320 $28,174 $32,236 $31,667 $38,632 $35,654
PLUS BENEFITS Average $25,792 $28,988 $32,236 $33,259 $38,656 $37,050
Number of Respondents 20 193 114 76 57 76
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
238
Table 14-3: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-3: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 668 781 447 284
Average church income $1,485,783 $1,561,639 $758,953 $435,845
Average # of years employed 9 9 10 8
Average # of paid vacation days 16 17 16 13
% College graduate or higher 40% 41% 26% 22%
% Who receive auto reimbursement/allowance 14% 21% 11% 11%
% Ordained 1% 2% 2% 11%
% Supervise one or more people 28% 34% 35% 44%
Average % salary increase (for those who had an increase) this year
3.9% 3.8% 3.8% 2.3%
Base Salary Median $30,000 $30,000 $26,400 $25,000
Average $29,705 $30,794 $26,814 $24,637
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $30,000 $30,000 $26,400 $25,000
Average $29,757 $30,797 $26,859 $24,637
Health Insurance Median $6,100 $4,680 $5,831 -
Average $6,165 $5,962 $6,271 -
Life Insurance Median $120 $152 $162 -
Average $398 $200 $184 -
Disability Insurance Median $296 $240 $356 -
Average $408 $270 $414 -
Retirement Median $1,280 $1,280 $1,523 -
Average $1,733 $1,685 $1,777 -
Continuing Education Median $300 $300 $300 -
Average $381 $504 $348 -
Total Benefits Median $4,809 $3,910 $5,316 -
Average $5,171 $5,081 $5,680 -
TOTAL COMPENSATION Median $32,486 $33,452 $29,000 $28,174
PLUS BENEFITS Average $33,828 $34,310 $30,257 $28,298
Number of Respondents 94 202 229 9
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
239
Table 14-4: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 4
Table 14-4: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance 415 501 767 442 643 481 814 440 661
Average church income $995,183 $947,785 $1,535,684 $743,834 $1,295,822 $1,153,984 $1,612,824 $795,341 $1,007,893
Average # of years employed 12 11 9 11 10 9 8 9 10
Average # of paid vacation days 16 15 16 17 14 15 17 18 15
% College graduate or higher 75% 29% 29% 31% 37% 33% 39% 51% 33%
% Who receive auto reimbursement/allowance 13% 11% 16% 12% 35% 16% 15% 19% 15%
% Ordained 0% 5% 1% 2% 7% 1% 3% 0% 0%
% Supervise one or more people 38% 53% 27% 31% 42% 41% 25% 34% 35%
Average % salary increase (for those who had an increase) this year
2.7% 2.4% 4.3% 3.6% 6.5% 2.4% 4.2% 3.2% 3.6%
Base Salary Median $35,350 $27,250 $28,000 $27,535 $25,950 $28,000 $28,000 $27,535 $30,000
Average $36,341 $28,440 $29,394 $27,500 $27,969 $28,763 $27,977 $27,576 $30,859
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $35,350 $27,250 $28,000 $27,535 $25,950 $28,000 $28,000 $27,535 $30,000
Average $36,341 $28,440 $29,466 $27,500 $28,298 $28,857 $27,831 $27,576 $30,859
Health Insurance Median - $7,908 $4,708 $6,000 $4,932 $6,240 $6,385 $6,100 $5,000
Average - $6,955 $5,463 $7,335 $4,554 $6,689 $6,655 $7,039 $5,649
Life Insurance Median - - $160 $176 - $200 $125 - -
Average - - $210 $216 - $254 $489 - -
Disability Insurance Median - - $240 $206 - $165 - - $298
Average - - $310 $386 - $332 - - $296
Retirement Median - $932 $1,394 $1,499 $1,800 $1,015 $1,655 $1,961 $1,324
Average - $1,137 $1,778 $1,688 $2,115 $1,317 $1,996 $1,693 $1,819
Continuing Education Median - - - $300 - - - - -
Average - - - $418 - - - - -
Total Benefits Median - $6,468 $3,910 $3,000 $4,362 $3,958 $4,680 $5,070 $4,909
Average - $6,445 $4,947 $5,269 $4,722 $5,205 $5,810 $6,014 $5,364
TOTAL COMPENSATION Median $42,569 $31,750 $31,435 $28,436 $29,000 $30,000 $31,000 $29,000 $33,000
PLUS BENEFITS Average $41,938 $33,019 $33,140 $30,628 $31,954 $32,025 $31,039 $30,826 $34,955
Number of Respondents 8 38 136 96 31 75 67 37 55
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 14-5: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-5: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 613 642 432 -
Average church income $1,082,677 $1,320,138 $1,279,512 -
Average # of years employed 10 9 6 -
Average # of paid vacation days 16 17 14 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 15% 17% 28% -
% Ordained 1% 2% 16% -
% Supervise one or more people 36% 28% 36% -
Average % salary increase (for those who had an increase) this year
3.7% 4.0% 2.2% -
Base Salary Median $27,493 $30,000 $29,440 -
Average $27,851 $30,380 $31,658 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $27,500 $30,000 $29,440 -
Average $27,874 $30,440 $31,658 -
Health Insurance Median $5,580 $5,489 $7,524 -
Average $6,181 $5,930 $7,219 -
Life Insurance Median $180 $180 - -
Average $262 $213 - -
Disability Insurance Median $245 $250 - -
Average $304 $393 - -
Retirement Median $1,465 $1,290 $1,577 -
Average $1,719 $1,788 $1,890 -
Continuing Education Median $300 $300 - -
Average $426 $428 - -
Total Benefits Median $3,910 $5,273 $5,280 -
Average $5,061 $5,891 $6,141 -
TOTAL COMPENSATION Median $30,400 $33,280 $31,280 -
PLUS BENEFITS Average $31,345 $34,042 $35,342 -
Number of Respondents 351 157 25 1
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
241
Table 14-6: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 6
Table 14-6: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 710 550 590 510
Average church income $1,358,630 $1,216,187 $980,451 $939,131
Average # of years employed 3 8 13 23
Average # of paid vacation days 13 16 19 20
% College graduate or higher 41% 31% 23% 30%
% Who receive auto reimbursement/allowance 13% 18% 18% 18%
% Ordained 3% 3% 0% 1%
% Supervise one or more people 26% 36% 36% 45%
Average % salary increase (for those who had an increase) this year
4.2% 3.2% 3.2% 3.2%
Base Salary Median $26,000 $29,350 $28,725 $29,700
Average $26,445 $29,682 $29,377 $30,696
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $26,000 $29,400 $28,725 $29,700
Average $26,457 $29,803 $29,377 $30,696
Health Insurance Median $4,680 $6,000 $6,400 $5,590
Average $5,341 $6,417 $6,644 $6,753
Life Insurance Median $117 $171 $135 $180
Average $268 $214 $177 $247
Disability Insurance Median $240 $245 $240 $336
Average $283 $347 $287 $478
Retirement Median $1,250 $1,200 $1,364 $1,882
Average $1,562 $1,495 $1,625 $2,043
Continuing Education Median $300 $400 - $225
Average $523 $411 - $265
Total Benefits Median $3,910 $4,912 $4,467 $5,003
Average $4,617 $5,356 $5,399 $6,104
TOTAL COMPENSATION Median $28,206 $32,000 $31,984 $33,897
PLUS BENEFITS Average $29,096 $33,374 $33,138 $35,829
Number of Respondents 208 135 89 88
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 14-7: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-7: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 512 645 852 398 453 426
Average church income $905,543 $1,362,103 $1,592,181 $667,651 $1,028,539 $1,077,816
Average # of years employed 10 10 8 10 9 12
Average # of paid vacation days 15 16 15 15 15 19
% College graduate or higher 34% 33% 37% 21% 26% 46%
% Who receive auto reimbursement/allowance 15% 16% 13% 25% 14% 28%
% Ordained 9% 1% 3% 0% 2% 0%
% Supervise one or more people 48% 33% 34% 15% 44% 26%
Average % salary increase (for those who had an increase) this year
3.3% 3.5% 4.3% 2.7% 3.5% 2.6%
Base Salary Median $28,294 $28,000 $28,000 $26,554 $27,344 $30,000
Average $28,595 $28,203 $29,421 $27,127 $28,165 $30,301
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $28,294 $28,000 $28,000 $26,554 $27,344 $30,000
Average $28,595 $28,203 $29,409 $27,127 $28,165 $30,301
Health Insurance Median $5,000 $4,118 $6,000 $6,648 $5,320 $6,400
Average $6,422 $5,224 $6,437 $7,408 $4,573 $7,630
Life Insurance Median $150 $113 $120 - - $221
Average $221 $191 $350 - - $277
Disability Insurance Median - $240 $278 - - -
Average - $266 $260 - - -
Retirement Median - $1,260 $1,484 $2,300 $1,300 $2,000
Average - $1,520 $1,713 $2,009 $1,546 $2,206
Continuing Education Median - - - - - $500
Average - - - - - $415
Total Benefits Median $5,355 $3,910 $5,550 $2,936 $2,930 $3,616
Average $6,502 $4,526 $6,033 $5,358 $3,714 $5,402
TOTAL COMPENSATION Median $29,000 $30,164 $33,320 $29,372 $29,095 $33,280
PLUS BENEFITS Average $31,846 $31,173 $33,506 $30,497 $30,465 $34,786
Number of Respondents 34 160 106 28 42 53
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
243
Table 14-8: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 8
Table 14-8: Annual Compensation of Full-Time Secretaries/Administrative Assistants by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 549 614
Average church income $996,910 $1,196,960
Average # of years employed 5 9
Average # of paid vacation days 14 16
% College graduate or higher 60% 34%
% Who receive auto reimbursement/allowance 13% 16%
% Ordained 21% 2%
% Supervise one or more people 27% 34%
Average % salary increase (for those who had an increase) this year
4.4% 3.7%
Base Salary Median $29,000 $28,000
Average $27,585 $28,815
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $29,000 $28,000
Average $27,585 $28,846
Health Insurance Median - $5,560
Average - $6,170
Life Insurance Median - $160
Average - $236
Disability Insurance Median - $240
Average - $325
Retirement Median - $1,417
Average - $1,728
Continuing Education Median - $300
Average - $424
Total Benefits Median $4,228 $4,624
Average $4,722 $5,359
TOTAL COMPENSATION Median $29,000 $31,200
PLUS BENEFITS Average $30,104 $32,422
Number of Respondents 15 527
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
244
Table 14-9: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-9: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 113 238 389 549 1,042
Average church income $161,789 $351,892 $637,076 $886,477 $1,702,888
Average # of years employed 8 6 7 9 6
Average # of paid vacation days 11 12 13 12 11
% College graduate or higher 27% 31% 44% 30% 26%
% Who receive auto reimbursement/allowance 3% 8% 10% 9% 10%
% Ordained 2% 2% 2% 2% 4%
% Supervise one or more people 14% 18% 11% 15% 10%
Average % salary increase (for those who had an increase) this year
5.9% 4.0% 2.5% 3.6% 3.2%
Base Rate Average $12 $13 $13 $14 $13
Base Salary Median $11,963 $17,255 $15,086 $17,150 $15,920
Average $12,250 $16,950 $15,257 $17,582 $16,108
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $11,871 $17,255 $15,086 $17,150 $15,920
Average $12,227 $17,000 $15,257 $17,582 $16,108
Health Insurance Median $3,240 - - - -
Average $5,820 - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median $1,000 $1,610 - - $886
Average $1,009 $1,629 - - $1,319
Continuing Education Median - $250 - - -
Average - $289 - - -
Total Benefits Median - $1,520 $800 $1,538 $1,215
Average - $1,955 $2,982 $2,639 $2,348
TOTAL COMPENSATION Median $12,000 $17,326 $15,138 $17,281 $15,920
PLUS BENEFITS Average $12,570 $17,357 $15,771 $18,267 $16,628
Number of Respondents 188 126 64 54 104
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
245
Table 14-10: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 1 0
Table 14-10: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 75 189 407 616 874 2,010
Average church income $158,635 $342,005 $746,634 $1,009,894 $1,287,820 $2,435,004
Average # of years employed 9 7 7 6 6 4
Average # of paid vacation days 11 11 12 13 10 13
% College graduate or higher 26% 32% 38% 30% 24% 28%
% Who receive auto reimbursement/allowance 4% 8% 8% 17% 2% 3%
% Ordained 1% 3% 0% 4% 2% 3%
% Supervise one or more people 14% 13% 19% 19% 4% 16%
Average % salary increase (for those who had an increase) this year
6.7% 3.7% 4.7% 3.0% 3.3% 2.7%
Base Rate Average $11 $13 $13 $13 $14 $12
Base Salary Median $10,920 $14,890 $16,536 $15,820 $13,000 $14,300
Average $11,614 $15,400 $16,932 $15,512 $15,981 $14,934
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $10,700 $14,890 $16,536 $15,820 $13,000 $14,300
Average $11,592 $15,429 $16,932 $15,512 $15,981 $14,934
Health Insurance Median $2,952 $6,504 - - - -
Average $3,531 $6,497 - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $1,297 $1,224 - - -
Average - $1,182 $1,784 - - -
Continuing Education Median - $300 - - - -
Average - $277 - - - -
Total Benefits Median $1,528 $1,180 $1,614 $800 $1,200 -
Average $2,193 $2,374 $2,809 $1,897 $3,043 -
TOTAL COMPENSATION Median $11,000 $15,000 $16,536 $15,920 $13,000 $14,854
PLUS BENEFITS Average $11,911 $15,819 $17,489 $15,899 $16,669 $15,297
Number of Respondents 131 213 81 54 53 34
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 14-11: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-11: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 398 576 294 273
Average church income $686,903 $880,683 $463,404 $304,753
Average # of years employed 6 6 8 9
Average # of paid vacation days 12 12 11 14
% College graduate or higher 38% 37% 23% 35%
% Who receive auto reimbursement/allowance 7% 10% 5% 4%
% Ordained 2% 2% 2% 0%
% Supervise one or more people 11% 14% 14% 17%
Average % salary increase (for those who had an increase) this year
3.9% 3.7% 4.5% 7.4%
Base Rate Average $14 $13 $12 $11
Base Salary Median $14,820 $14,716 $13,000 $12,185
Average $14,544 $15,555 $14,508 $13,055
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $14,820 $14,716 $13,000 $12,168
Average $14,544 $15,587 $14,491 $12,931
Health Insurance Median - $3,600 $4,300 -
Average - $5,702 $5,172 -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $1,297 $1,142 $986 -
Average $1,457 $1,159 $1,195 -
Continuing Education Median - $300 $275 -
Average - $367 $265 -
Total Benefits Median $1,430 $1,119 $1,279 -
Average $2,241 $2,417 $2,503 -
TOTAL COMPENSATION Median $14,820 $14,890 $13,304 $12,202
PLUS BENEFITS Average $14,940 $15,949 $14,991 $13,064
Number of Respondents 85 200 261 23
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
247
Table 14-12: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 1 2
Table 14-12: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance 306 269 512 348 554 312 338 254 560
Average church income $554,104 $533,489 $818,043 $568,776 $551,230 $571,257 $562,501 $397,238 $743,042
Average # of years employed 6 7 7 7 7 7 8 7 7
Average # of paid vacation days 11 10 11 11 12 11 10 11 12
% College graduate or higher 42% 27% 30% 30% 34% 40% 34% 20% 24%
% Who receive auto reimbursement/allowance 4% 5% 7% 6% 9% 9% 5% 6% 9%
% Ordained 4% 2% 1% 1% 0% 2% 8% 3% 3%
% Supervise one or more people 27% 9% 10% 10% 23% 12% 21% 6% 20%
Average % salary increase (for those who had an increase) this year
5.9% 4.7% 5.3% 3.6% 6.2% 3.0% 5.1% 3.3% 4.1%
Base Rate Average $13 $12 $13 $12 $13 $13 $12 $12 $13
Base Salary Median $13,000 $13,000 $14,907 $12,459 $13,000 $16,891 $14,160 $11,730 $15,263
Average $14,404 $14,255 $14,794 $13,651 $15,445 $17,236 $14,321 $12,838 $15,786
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $13,000 $13,000 $14,907 $12,260 $13,000 $16,891 $14,160 $11,730 $15,263
Average $14,404 $14,255 $14,794 $13,596 $15,642 $17,236 $14,321 $12,838 $15,786
Health Insurance Median - - $3,600 - - - - - $6,504
Average - - $3,608 - - - - - $6,036
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - $1,000 - - - - $1,142
Average - - - $1,174 - - - - $1,110
Continuing Education Median - - - $350 - - - - -
Average - - - $351 - - - - -
Total Benefits Median - $653 $1,988 $900 $1,300 - - - $2,400
Average - $1,964 $2,122 $1,234 $2,062 - - - $4,066
TOTAL COMPENSATION Median $13,000 $13,428 $15,000 $12,850 $13,500 $16,950 $14,160 $11,960 $15,263
PLUS BENEFITS Average $14,414 $14,793 $15,249 $13,770 $15,966 $17,857 $14,392 $12,996 $16,710
Number of Respondents 26 44 117 128 32 66 39 31 88
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 14-13: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-13: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 402 374 270 -
Average church income $629,293 $602,618 $496,153 -
Average # of years employed 8 6 4 -
Average # of paid vacation days 11 11 11 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 6% 7% 14% -
% Ordained 1% 4% 9% -
% Supervise one or more people 14% 13% 25% -
Average % salary increase (for those who had an increase) this year
4.4% 4.1% 2.4% -
Base Rate Average $12 $13 $15 -
Base Salary Median $13,400 $14,860 $14,750 -
Average $14,672 $14,768 $16,998 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $13,150 $14,860 $14,750 -
Average $14,649 $14,768 $17,285 -
Health Insurance Median $3,600 - - -
Average $4,878 - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median $518 - - -
Average $472 - - -
Retirement Median $1,142 $1,100 - -
Average $1,286 $1,119 - -
Continuing Education Median $300 - - -
Average $277 - - -
Total Benefits Median $1,278 $650 - -
Average $2,489 $1,749 - -
TOTAL COMPENSATION Median $13,835 $14,860 $14,750 -
PLUS BENEFITS Average $15,102 $15,053 $17,484 -
Number of Respondents 390 148 22 0
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
249
Table 14-14: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 1 4
Table 14-14: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 439 343 341 239
Average church income $655,074 $569,401 $514,247 $462,257
Average # of years employed 3 8 13 21
Average # of paid vacation days 9 12 15 15
% College graduate or higher 39% 24% 22% 17%
% Who receive auto reimbursement/allowance 6% 7% 10% 9%
% Ordained 2% 2% 2% 0%
% Supervise one or more people 12% 17% 24% 13%
Average % salary increase (for those who had an increase) this year
4.4% 4.9% 2.9% 2.9%
Base Rate Average $12 $13 $13 $14
Base Salary Median $12,399 $14,530 $17,000 $14,922
Average $13,565 $15,837 $16,620 $16,443
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $12,399 $14,500 $17,000 $14,683
Average $13,589 $15,799 $16,620 $16,325
Health Insurance Median $3,600 $5,270 - -
Average $4,208 $7,167 - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $536 $1,112 - $1,142
Average $648 $1,265 - $1,261
Continuing Education Median $300 - - -
Average $304 - - -
Total Benefits Median $530 $1,700 $1,763 $1,818
Average $1,620 $3,380 $2,643 $2,728
TOTAL COMPENSATION Median $12,650 $14,560 $17,200 $15,244
PLUS BENEFITS Average $13,827 $16,440 $17,138 $17,201
Number of Respondents 272 153 51 53
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 14-15: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 14-15: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 354 396 670 172 282 229
Average church income $660,723 $646,095 $813,317 $337,784 $415,718 $617,509
Average # of years employed 6 8 6 9 7 8
Average # of paid vacation days 13 11 11 12 12 12
% College graduate or higher 36% 30% 25% 14% 40% 33%
% Who receive auto reimbursement/allowance 20% 5% 6% 3% 11% 11%
% Ordained 12% 2% 2% 4% 0% 0%
% Supervise one or more people 25% 13% 8% 18% 25% 9%
Average % salary increase (for those who had an increase) this year
3.8% 5.4% 4.3% 4.6% 2.8% 4.5%
Base Rate Average $14 $12 $12 $12 $13 $14
Base Salary Median $15,600 $13,228 $13,000 $14,000 $13,910 $16,944
Average $16,619 $13,850 $14,393 $15,577 $15,786 $17,003
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $15,600 $13,156 $13,000 $14,000 $13,455 $16,944
Average $16,619 $13,825 $14,393 $15,577 $15,801 $17,003
Health Insurance Median - - - - - $5,262
Average - - - - - $6,148
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - $1,000 - - - $1,311
Average - $1,234 - - - $1,763
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $1,000 $1,517 - - $2,303
Average - $1,748 $2,908 - - $3,591
TOTAL COMPENSATION Median $15,839 $13,520 $13,000 $14,000 $13,500 $17,305
PLUS BENEFITS Average $17,306 $14,087 $14,760 $15,945 $16,085 $18,157
Number of Respondents 25 147 127 29 44 56
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
251
Table 14-16: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
S E C R E T A R I E S / A D M I N I S T R A T I V E A S S I S T A N T S — T A B L E 1 4 - 1 6
Table 14-16: Annual Compensation of Part-Time Secretaries/Administrative Assistants by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 667 404
Average church income $1,086,528 $627,550
Average # of years employed 1 7
Average # of paid vacation days 8 11
% College graduate or higher 50% 30%
% Who receive auto reimbursement/allowance 11% 7%
% Ordained 25% 2%
% Supervise one or more people 0% 14%
Average % salary increase (for those who had an increase) this year
- 4.2%
Base Rate Average $12 $13
Base Salary Median $10,000 $14,000
Average $11,781 $14,865
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $10,000 $14,000
Average $11,781 $14,859
Health Insurance Median - $4,147
Average - $5,234
Life Insurance Median - $67
Average - $139
Disability Insurance Median - $435
Average - $443
Retirement Median - $1,142
Average - $1,230
Continuing Education Median - $300
Average - $294
Total Benefits Median - $1,224
Average - $2,418
TOTAL COMPENSATION Median $10,000 $14,000
PLUS BENEFITS Average $11,781 $15,285
Number of Respondents 9 562
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
252
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 14-1 page 236 $ $ $ $
Worship Attendance Table 14-2 page 237 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 14-3 page 238 n/a $ n/a $
Region Table 14-4 page 239 n/a $ n/a $
Person’s Education Table 14-5 page 240 n/a $ n/a $
Years Employed Table 14-6 page 241 n/a $ n/a $
Denominationif applicable
Table 14-7 page 242 n/a $ n/a $
Full-Time Secretary/Administrative AssistantWorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME SECRETARY/ADMINISTRATIvE ASSISTANTWoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 14-1 (page 236) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 14-2 (page 237) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
253
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 14-3 (page 238) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 14-4 (page 239) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 14-5 (page 240) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Secretary/Administrative Assistant. on the heading (top row), look for your secretary/Administrative Assistant’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 14-6 (page 241) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Secretary/Administrative Assistant. on the heading (top row), locate the number of years your secretary/Administrative Assistant has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 14-7 (page 242) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E S E C R E T A R Y / A D M I N I S T R A T I V E A S S I S T A N T W o R k S H E E T
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 14-9 page 244 $ $ $ $
Worship Attendance Table 14-10 page 245 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 14-11 page 246 n/a $ n/a $
Region Table 14-12 page 247 n/a $ n/a $
Person’s Education Table 14-13 page 248 n/a $ n/a $
Years Employed Table 14-14 page 249 n/a $ n/a $
Denominationif applicable
Table 14-15 page 250 n/a $ n/a $
Part-Time Secretary/Administrative AssistantWorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME SECRETARY/ADMINISTRATIvE ASSISTANTWoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 14-9 (page 244) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 14-10 (page 245) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
255
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 14-11 (page 246) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 14-12 (page 247) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 14-13 (page 248) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Secretary/Administrative Assistant. on the heading (top row), look for your secretary/Administrative Assistant’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 14-14 (page 249) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Secretary/Administrative Assistant. on the heading (top row), locate the number of years your secretary/Administrative Assistant has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 14-15 (page 250) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E S E C R E T A R Y / A D M I N I S T R A T I V E A S S I S T A N T W o R k S H E E T
15CUsTOdiANs
257
Employment Profile Custodians include paid personnel who provide care and maintenance of facilities, buildings, grounds, and security. This category may include such positions as Building and Grounds Manager, Building Supervisor, Custodian, Facilities Manager, Grounds keeper, Housekeeper, Lawn Maintenance Assistant, Maid, Maintenance Assistant, Plant Manager, Property Manager, Security Manager or Assistant, Sexton, Traffic Coordinator, etc.
More than half of Custodians in this survey serve part-time. Almost nine in ten full-time Custodians are men, compared to only 57% for part-time Custodians. The highest level of education for most full-time and part-time Custodians is a high school diploma.
The following chart summarizes a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 208 252
Ordained 3% 1%
Average years employed 8 6
Male 86% 57%
Female 14% 43%
Self-employed (receives 1099) 2% 6%
Church employee (receives W-2) 98% 94%
High school diploma 65% 73%
Associate Degree 14% 11%
Bachelor’s Degree 18% 15%
Master’s Degree 3% 1%
Doctoral Degree 1% 0%
C U S T o D I A N S
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Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for full-time and part-time Custodians and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, Custodians’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing allowance and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Custodians receive fewer benefits than pastoral positions, but they are aligned with other non-pastoral positions. At least half of full-time Custodians receive health insurance and retirement benefits. Paid vacation is part of nearly all full-time Custodians’ compensation plus benefits packages. Churches provide part-time Custodians with very few benefits compared to full-time employees.
Compensation Plus Benefits Full-Time Part-Time
Base Salary 100% 100%
Housing 0% 0%
Parsonage 0% 0%
Health Insurance* 51% 4%
Life Insurance* 28% 3%
Disability Insurance* 24% 2%
Retirement 50% 5%
Continuing Education 5% 0%
Received Salary Increase 51% 31%
Received Paid Vacation 94% 25%
Received Auto Reimbursement/Allowance 14% 7%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
259
KEY PoINTS
Q Nearly two-thirds of full-time Custodians reported in this sample serve in larger churches with income over $1,000,000.
Q Four in ten full-time Custodians are serving in churches set in a suburb of a large city. They receive the highest compensation and benefits packages compared to those who are serving in other church settings.
Q For the most part, as church income, worship attendance, education level, and length of service increase, compensation and benefits for full-time Custodians also increase.
2000 $26,161
2001 $26,725
2002 $27,913
2003 $29,047
2004 $30,052
2005 $31,026
2006 $32,884
2007 $33,893
2008 $36,462
2009 $35,425
2011 $38,156*
* The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Compensation & Benefits: National Averages for Full-Time Custodians
C U S T o D I A N S
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Table 15-1: Annual Compensation of Full-Time Custodians by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance - 284 361 511 1,208
Average church income - $392,654 $633,726 $909,653 $2,242,468
Average # of years employed - 7 6 9 9
Average # of paid vacation days - 16 14 17 16
% College graduate or higher - 25% 7% 27% 23%
% Who receive auto reimbursement/allowance - 5% 10% 25% 13%
% Ordained - 0% 3% 4% 3%
% Supervise one or more people - 32% 21% 54% 54%Average % salary increase (for those who had an increase) this year
- 2.4% 3.2% 2.8% 3.7%
Base Salary Highest 25% - $34,000 $30,000 $36,048 $42,750
Median - $26,149 $26,845 $31,300 $34,200
Lowest 25% - $22,384 $24,800 $24,960 $27,040
Average - $26,819 $28,517 $31,079 $35,490
Housing Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Parsonage Highest 25% - - - - -
Median - - - - -
Lowest 25% - - - - -
Average - - - - -
Total Compensation Highest 25% - $34,000 $30,000 $36,048 $43,056
Median - $26,149 $26,845 $31,300 $34,272
Lowest 25% - $22,384 $24,800 $24,960 $27,040
Average - $26,819 $28,517 $31,079 $35,786
Health Insurance Highest 25% - $9,664 $9,480 $13,356 $9,956
Median - $6,000 $6,403 $7,591 $6,320
Lowest 25% - $5,000 $5,089 $4,474 $4,000
Average - $7,596 $7,047 $8,483 $7,460
Life Insurance Highest 25% - - - $390 $244
Median - - - $132 $151
Lowest 25% - - - $80 $96
Average - - - $281 $218
Disability Insurance Highest 25% - - - - $380
Median - - - - $240
Lowest 25% - - - - $181
Average - - - - $276
Retirement Highest 25% - - $2,547 $2,242 $2,566
Median - - $1,940 $1,400 $1,910
Lowest 25% - - $1,128 $826 $1,138
Average - - $1,974 $1,617 $2,042
Continuing Education Highest 25% - - - - $1,000
Median - - - - $500
Lowest 25% - - - - $300
Average - - - - $839
Total Benefits Highest 25% - $8,582 $9,356 $8,970 $9,846
Median - $6,363 $2,912 $5,739 $5,612
Lowest 25% - $2,589 $2,280 $1,659 $3,106
Average - $7,454 $5,405 $6,833 $7,142
TOTAL COMPENSATION Highest 25% - $37,250 $38,400 $43,543 $50,321
PLUS BENEFITS Median - $31,003 $29,120 $35,018 $37,997
Lowest 25% - $23,929 $25,410 $28,527 $30,887
Average - $31,292 $31,686 $35,473 $41,635
Number of Respondents 1 20 29 28 127
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-1: Annual Compensation of Full-Time Custodians by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
261
Table 15-2: Annual Compensation of Full-Time Custodians by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance - 231 414 642 876 2,106
Average church income - $660,271 $1,023,866 $1,293,182 $1,685,947 $3,270,828
Average # of years employed - 8 7 11 10 7
Average # of paid vacation days - 15 16 17 16 16
% College graduate or higher - 15% 18% 32% 23% 18%
% Who receive auto reimbursement/allowance - 6% 11% 21% 11% 19%
% Ordained - 0% 2% 0% 9% 4%
% Supervise one or more people - 18% 41% 42% 66% 65%
Average % salary increase (for those who had an increase) this year
- 2.5% 4.9% 2.4% 2.8% 4.7%
Base Salary Median - $26,845 $28,249 $30,430 $36,780 $37,339
Average - $27,130 $29,969 $31,844 $37,046 $38,406
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $26,845 $28,249 $30,430 $37,136 $37,340
Average - $27,130 $29,969 $31,844 $37,389 $38,939
Health Insurance Median - $5,320 $7,990 $5,915 $9,893 $5,528
Average - $6,818 $8,528 $6,779 $10,040 $6,441
Life Insurance Median - $190 - - $318 $109
Average - $493 - - $346 $141
Disability Insurance Median - - - - $253 $240
Average - - - - $275 $280
Retirement Median - $2,500 $2,400 $1,211 $1,943 $1,596
Average - $2,474 $1,983 $1,665 $2,122 $1,852
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $4,659 $4,893 $5,068 $7,241 $5,943
Average - $6,236 $6,640 $5,736 $8,538 $7,144
TOTAL COMPENSATION Median - $29,429 $33,600 $34,776 $42,455 $43,575
PLUS BENEFITS Average - $31,227 $33,566 $36,070 $44,463 $45,339
Number of Respondents 1 35 48 38 35 48
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-2: Annual Compensation of Full-Time Custodians by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 15-3: Annual Compensation of Full-Time Custodians by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 793 1,216 597 -
Average church income $1,569,540 $2,140,845 $1,125,167 -
Average # of years employed 7 10 7 -
Average # of paid vacation days 16 16 15 -
% College graduate or higher 33% 23% 12% -
% Who receive auto reimbursement/allowance 9% 21% 7% -
% Ordained 0% 4% 4% -
% Supervise one or more people 50% 51% 38% -
Average % salary increase (for those who had an increase) this year
5.8% 3.2% 2.4% -
Base Salary Median $31,100 $33,390 $29,458 -
Average $32,377 $34,816 $30,616 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $31,100 $34,000 $29,458 -
Average $32,377 $35,274 $30,616 -
Health Insurance Median $6,000 $6,900 $5,168 -
Average $7,679 $7,790 $6,829 -
Life Insurance Median $107 $175 $174 -
Average $137 $313 $240 -
Disability Insurance Median - $232 - -
Average - $268 - -
Retirement Median $2,400 $1,872 $1,200 -
Average $2,269 $2,117 $1,610 -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $5,625 $5,975 $5,168 -
Average $6,534 $7,752 $5,832 -
TOTAL COMPENSATION Median $35,700 $37,698 $33,854 -
PLUS BENEFITS Average $36,687 $41,230 $34,893 -
Number of Respondents 47 82 75 0
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-3: Annual Compensation of Full-Time Custodians by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
263
Table 15-4: Annual Compensation of Full-Time Custodians by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 814 901 918 - 1,078 875 670 996
Average church income - $1,661,258 $1,828,389 $1,521,320 - $1,509,843 $2,057,180 $1,077,301 $1,660,611
Average # of years employed - 7 7 12 - 10 8 5 8
Average # of paid vacation days - 16 16 17 - 17 16 16 15
% College graduate or higher - 13% 25% 15% - 17% 14% 23% 32%
% Who receive auto reimbursement/allowance - 0% 16% 21% - 23% 8% 0% 14%
% Ordained - 7% 4% 0% - 0% 4% 0% 4%
% Supervise one or more people - 20% 40% 45% - 60% 35% 57% 64%
Average % salary increase (for those who had an increase) this year
- 2.0% 4.1% 2.4% - 3.1% 4.3% 3.0% 4.7%
Base Salary Median - $27,678 $30,025 $32,448 - $31,358 $25,445 $33,200 $35,256
Average - $30,495 $32,222 $33,447 - $33,642 $28,956 $32,990 $35,088
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $29,806 $30,025 $32,448 - $31,358 $25,445 $33,200 $35,256
Average - $31,295 $32,222 $33,447 - $33,642 $28,956 $32,990 $36,002
Health Insurance Median - $4,812 $5,800 $9,181 - $6,900 $7,464 - $6,531
Average - $6,289 $6,602 $9,415 - $7,723 $7,596 - $7,724
Life Insurance Median - - $109 $200 - $148 $105 - -
Average - - $203 $462 - $173 $201 - -
Disability Insurance Median - - $315 $302 - - $224 - -
Average - - $409 $391 - - $291 - -
Retirement Median - $1,080 $2,400 $2,213 - $1,056 $2,028 - $1,322
Average - $1,259 $2,192 $2,249 - $1,218 $2,285 - $1,909
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - $5,599 $3,910 $8,027 - $6,370 $5,975 $3,077 $5,213
Average - $5,826 $5,574 $8,875 - $6,395 $8,154 $3,589 $6,741
TOTAL COMPENSATION Median - $35,487 $34,876 $37,528 - $34,777 $30,504 $33,200 $38,401
PLUS BENEFITS Average - $37,121 $36,247 $40,440 - $37,577 $35,412 $34,426 $41,299
Number of Respondents 7 15 54 33 6 26 24 15 28
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-4: Annual Compensation of Full-Time Custodians by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 15-5: Annual Compensation of Full-Time Custodians by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 909 936 - -
Average church income $1,642,731 $1,752,812 - -
Average # of years employed 8 7 - -
Average # of paid vacation days 16 16 - -
% College graduate or higher 0% 100% - -
% Who receive auto reimbursement/allowance 11% 18% - -
% Ordained 3% 3% - -
% Supervise one or more people 43% 61% - -
Average % salary increase (for those who had an increase) this year
3.8% 2.6% - -
Base Salary Median $29,806 $37,664 - -
Average $31,245 $38,076 - -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $29,988 $37,664 - -
Average $31,494 $38,076 - -
Health Insurance Median $6,000 $8,000 - -
Average $7,024 $9,692 - -
Life Insurance Median $174 - - -
Average $273 - - -
Disability Insurance Median $287 - - -
Average $341 - - -
Retirement Median $1,872 $1,200 - -
Average $1,938 $1,940 - -
Continuing Education Median $625 - - -
Average $894 - - -
Total Benefits Median $5,581 $5,300 - -
Average $6,657 $7,480 - -
TOTAL COMPENSATION Median $34,729 $39,852 - -
PLUS BENEFITS Average $36,431 $42,916 - -
Number of Respondents 151 34 5 1
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-5: Annual Compensation of Full-Time Custodians by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
265
Table 15-6: Annual Compensation of Full-Time Custodians by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 899 986 1,081 749
Average church income $1,635,422 $1,672,795 $1,980,425 $1,550,717
Average # of years employed 3 8 12 23
Average # of paid vacation days 13 17 19 21
% College graduate or higher 20% 25% 20% 21%
% Who receive auto reimbursement/allowance 12% 19% 10% 16%
% Ordained 4% 2% 3% 4%
% Supervise one or more people 39% 60% 43% 64%
Average % salary increase (for those who had an increase) this year
4.3% 3.5% 2.8% 2.5%
Base Salary Median $29,465 $34,200 $30,482 $34,133
Average $31,192 $34,064 $34,994 $34,596
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $29,465 $34,200 $30,482 $34,552
Average $31,483 $34,064 $34,994 $35,076
Health Insurance Median $5,000 $5,900 $7,332 $10,044
Average $6,333 $6,513 $8,464 $10,421
Life Insurance Median $96 $130 $210 $250
Average $124 $185 $374 $560
Disability Insurance Median $240 $292 $240 $357
Average $304 $289 $259 $422
Retirement Median $1,636 $1,602 $1,450 $2,500
Average $1,787 $2,048 $1,572 $2,563
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $4,750 $4,434 $5,014 $10,763
Average $5,649 $5,855 $7,218 $11,852
TOTAL COMPENSATION Median $34,000 $38,400 $37,528 $42,400
PLUS BENEFITS Average $35,399 $38,366 $41,465 $43,610
Number of Respondents 88 49 29 25
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-6: Annual Compensation of Full-Time Custodians by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 6
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Table 15-7: Annual Compensation of Full-Time Custodians by Denomination
DENOMINATIONData
Distribution*Assemblies of
God BaptistIndependent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 862 884 1,148 - 414 445
Average church income $1,626,667 $1,877,035 $1,773,347 - $734,937 $1,387,021
Average # of years employed 8 8 8 - 8 7
Average # of paid vacation days 14 15 16 - 17 15
% College graduate or higher 17% 18% 24% - 40% 15%
% Who receive auto reimbursement/allowance 11% 16% 17% - 10% 15%
% Ordained 11% 3% 2% - 0% 0%
% Supervise one or more people 44% 45% 64% - 33% 21%
Average % salary increase (for those who had an increase) this year
2.3% 2.6% 5.6% - 2.7% 4.7%
Base Salary Median $31,200 $29,210 $34,680 - $26,679 $26,297
Average $32,276 $31,513 $35,438 - $30,843 $29,469
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $31,200 $29,300 $34,680 - $26,679 $26,297
Average $32,276 $31,701 $36,048 - $30,843 $29,469
Health Insurance Median - $5,089 $7,518 - - $6,403
Average - $6,541 $9,014 - - $7,398
Life Insurance Median - $96 $109 - - $198
Average - $260 $152 - - $182
Disability Insurance Median - $240 $376 - - -
Average - $275 $429 - - -
Retirement Median - $1,450 $2,394 - - $2,784
Average - $1,661 $2,107 - - $2,787
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - $3,989 $8,543 - $2,558 $3,764
Average - $5,781 $9,869 - $3,407 $6,250
TOTAL COMPENSATION Median $39,704 $33,910 $40,570 - $28,580 $29,820
PLUS BENEFITS Average $36,446 $35,676 $42,862 - $33,568 $34,642
Number of Respondents 9 64 42 6 10 29
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-7: Annual Compensation of Full-Time Custodians by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
267
Table 15-8: Annual Compensation of Full-Time Custodians by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 943 650
Average church income $1,706,186 $1,298,392
Average # of years employed 8 8
Average # of paid vacation days 16 15
% College graduate or higher 22% 11%
% Who receive auto reimbursement/allowance 14% 14%
% Ordained 3% 0%
% Supervise one or more people 51% 24%
Average % salary increase (for those who had an increase) this year
3.5% 3.7%
Base Salary Median $33,099 $25,291
Average $33,984 $27,010
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $33,200 $25,291
Average $34,197 $27,010
Health Insurance Median $6,400 $6,661
Average $7,685 $6,123
Life Insurance Median $173 -
Average $274 -
Disability Insurance Median $253 -
Average $315 -
Retirement Median $1,872 $1,345
Average $2,073 $1,424
Continuing Education Median $750 -
Average $906 -
Total Benefits Median $5,831 $2,592
Average $7,360 $3,839
TOTAL COMPENSATION Median $37,528 $27,396
PLUS BENEFITS Average $39,685 $29,569
Number of Respondents 177 30
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Highest 25%, Median, Lowest 25% and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-8: Annual Compensation of Full-Time Custodians by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 8
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
268
Table 15-9: Annual Compensation of Part-Time Custodians by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 103 249 390 539 1,729
Average church income $166,288 $370,568 $677,349 $888,194 $2,156,267
Average # of years employed 7 6 5 5 4
Average # of paid vacation days 13 10 11 8 11
% College graduate or higher 20% 13% 13% 21% 13%
% Who receive auto reimbursement/allowance 4% 8% 13% 5% 11%
% Ordained 0% 0% 0% 0% 2%
% Supervise one or more people 4% 3% 13% 7% 14%
Average % salary increase (for those who had an increase) this year
5.3% 4.0% 3.0% 3.8% 4.3%
Base Rate Average $13 $12 $13 $12 $12
Base Salary Median $6,300 $8,490 $13,240 $10,000 $10,400
Average $6,338 $9,218 $11,837 $11,510 $11,972
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $6,300 $8,490 $13,240 $10,000 $10,400
Average $6,338 $9,218 $11,837 $11,510 $12,109
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median - - - - -
Average - - - - -
Total Benefits Median - - - - -
Average - - - - -
TOTAL COMPENSATION Median $6,300 $8,490 $13,240 $10,000 $10,400
PLUS BENEFITS Average $6,338 $9,295 $12,093 $11,843 $12,818
Number of Respondents 57 64 24 42 58
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-9: Annual Compensation of Part-Time Custodians by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
269
Table 15-10: Annual Compensation of Part-Time Custodians by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 68 203 418 619 871 3,025
Average church income $154,012 $389,925 $752,316 $1,131,845 $1,205,266 $3,065,520
Average # of years employed 8 7 5 3 4 4
Average # of paid vacation days 11 11 9 10 8 15
% College graduate or higher 14% 22% 11% 18% 12% 8%
% Who receive auto reimbursement/allowance 3% 7% 13% 3% 0% 15%
% Ordained 0% 1% 0% 0% 0% 4%
% Supervise one or more people 0% 9% 5% 11% 11% 12%
Average % salary increase (for those who had an increase) this year
5.7% 4.1% 3.5% 3.4% 4.4% 2.6%
Base Rate Average $13 $12 $13 $12 $12 $12
Base Salary Median $5,014 $8,022 $11,487 $8,569 $10,148 $10,953
Average $5,767 $9,361 $12,313 $9,776 $11,454 $13,074
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $5,014 $8,022 $11,487 $8,569 $10,148 $10,953
Average $5,767 $9,361 $12,313 $9,776 $11,454 $13,381
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median $5,014 $8,022 $11,487 $8,569 $10,148 $10,953
PLUS BENEFITS Average $5,767 $9,476 $12,537 $9,903 $12,374 $14,347
Number of Respondents 36 94 40 37 18 26
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-10: Annual Compensation of Part-Time Custodians by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 1 0
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 15-11: Annual Compensation of Part-Time Custodians by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 443 1,047 385 -
Average church income $850,679 $1,274,210 $599,191 -
Average # of years employed 6 5 6 -
Average # of paid vacation days 10 10 11 -
% College graduate or higher 25% 15% 14% -
% Who receive auto reimbursement/allowance 14% 6% 7% -
% Ordained 0% 1% 1% -
% Supervise one or more people 16% 10% 4% -
Average % salary increase (for those who had an increase) this year
5.8% 4.3% 3.4% -
Base Rate Average $14 $12 $12 -
Base Salary Median $9,096 $8,000 $9,676 -
Average $11,089 $10,040 $9,592 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $9,096 $8,000 $9,676 -
Average $11,089 $10,040 $9,661 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - - - -
Average - - - -
TOTAL COMPENSATION Median $9,096 $8,000 $9,676 -
PLUS BENEFITS Average $11,429 $10,400 $9,845 -
Number of Respondents 38 86 117 6
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-11: Annual Compensation of Part-Time Custodians by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
271
Table 15-12: Annual Compensation of Part-Time Custodians by Region
REGIONData
Distribution*New
EnglandMiddle Atlantic
South Atlantic E-N Central
E-S Central
W-N Central
W-S Central Mountain Pacific
Average weekend worship attendance 287 321 419 444 459 448 331 433 1,659
Average church income $390,019 $499,387 $723,048 $605,706 $1,007,268 $835,090 $437,868 $647,350 $1,794,556
Average # of years employed 3 6 7 6 7 6 7 5 3
Average # of paid vacation days 8 7 11 12 10 11 13 11 10
% College graduate or higher 18% 14% 13% 19% 23% 17% 23% 18% 11%
% Who receive auto reimbursement/allowance 0% 9% 4% 2% 7% 21% 0% 11% 5%
% Ordained 0% 5% 2% 0% 0% 0% 0% 0% 0%
% Supervise one or more people 0% 5% 13% 10% 7% 8% 0% 11% 5%
Average % salary increase (for those who had an increase) this year
7.4% 4.0% 3.7% 2.8% 4.5% 4.7% 4.8% 3.7% 3.6%
Base Rate Average $13 $12 $13 $12 $13 $11 $10 $14 $11
Base Salary Median $6,240 $6,724 $10,400 $8,000 $13,000 $10,038 $9,795 $8,777 $6,400
Average $5,788 $9,025 $12,446 $8,937 $12,262 $10,320 $8,362 $10,861 $8,410
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median $6,240 $6,724 $10,400 $8,000 $13,000 $10,038 $9,795 $8,777 $6,400
Average $5,788 $9,025 $12,446 $8,937 $12,262 $10,320 $8,362 $10,861 $8,600
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - - - - - - - -
Average - - - - - - - - -
TOTAL COMPENSATION Median $6,240 $6,790 $10,400 $8,000 $13,000 $10,038 $9,795 $8,777 $6,400
PLUS BENEFITS Average $5,788 $9,047 $12,881 $8,979 $12,312 $10,386 $8,362 $11,610 $9,233
Number of Respondents 11 22 47 43 15 40 14 18 42
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-12: Annual Compensation of Part-Time Custodians by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 1 2
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 15-13: Annual Compensation of Part-Time Custodians by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 676 451 - -
Average church income $896,142 $785,448 - -
Average # of years employed 5 7 - -
Average # of paid vacation days 10 11 - -
% College graduate or higher 0% 100% - -
% Who receive auto reimbursement/allowance 5% 11% - -
% Ordained 1% 0% - -
% Supervise one or more people 7% 9% - -
Average % salary increase (for those who had an increase) this year
4.2% 4.0% - -
Base Rate Average $12 $13 - -
Base Salary Median - - - -
Average - - - -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $8,762 $8,600 - -
Average $9,926 $10,252 - -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median $731 - - -
Average $990 - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $1,040 - - -
Average $2,645 - - -
TOTAL COMPENSATION Median $8,762 $8,600 - -
PLUS BENEFITS Average $10,197 $10,616 - -
Number of Respondents 197 35 3 0
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-13: Annual Compensation of Part-Time Custodians by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
273
Table 15-14: Annual Compensation of Part-Time Custodians by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 801 309 243 385
Average church income $1,031,994 $548,012 $452,507 $899,843
Average # of years employed 3 8 14 24
Average # of paid vacation days 9 11 16 13
% College graduate or higher 16% 13% 6% 40%
% Who receive auto reimbursement/allowance 5% 10% 5% 30%
% Ordained 1% 0% 0% 0%
% Supervise one or more people 7% 10% 6% 20%
Average % salary increase (for those who had an increase) this year
4.9% 2.9% 3.4% 4.3%
Base Rate Average $12 $13 $13 $15
Base Salary Median $8,022 $9,650 $7,800 $13,250
Average $9,308 $9,742 $10,751 $15,928
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $8,022 $9,650 $7,800 $13,250
Average $9,361 $9,742 $10,751 $15,928
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median $387 - - -
Average $1,749 - - -
TOTAL COMPENSATION Median $8,022 $9,650 $7,800 $14,236
PLUS BENEFITS Average $9,476 $9,983 $11,791 $16,641
Number of Respondents 152 50 19 10
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-14: Annual Compensation of Part-Time Custodians by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 1 4
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
274
Table 15-15: Annual Compensation of Part-Time Custodians by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
Table 15-15: Annual Compensation of Part-Time Custodians by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance 393 360 1,323 - 278 218
Average church income $842,362 $727,263 $1,408,674 - $548,881 $468,558
Average # of years employed 6 6 5 - 6 8
Average # of paid vacation days 12 10 9 - 9 12
% College graduate or higher 13% 26% 8% - 20% 11%
% Who receive auto reimbursement/allowance 4% 5% 6% - 0% 24%
% Ordained 0% 2% 2% - 0% 0%
% Supervise one or more people 4% 8% 8% - 13% 10%
Average % salary increase (for those who had an increase) this year
4.2% 4.4% 4.0% - 2.7% 4.7%
Base Rate Average $11 $11 $12 - $12 $15
Base Salary Median $5,200 $8,881 $7,771 - $9,800 $11,470
Average $7,821 $10,053 $9,318 - $8,955 $13,329
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $5,200 $8,881 $7,771 - $9,800 $11,470
Average $7,821 $10,053 $9,318 - $8,955 $13,329
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median $5,246 $9,016 $7,771 - $9,800 $11,470
PLUS BENEFITS Average $7,832 $10,089 $9,615 - $8,955 $13,958
Number of Respondents 24 62 65 2 16 21
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
275
Table 15-16: Annual Compensation of Part-Time Custodians by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 757 442
Average church income $1,010,784 $675,246
Average # of years employed 5 6
Average # of paid vacation days 10 11
% College graduate or higher 17% 15%
% Who receive auto reimbursement/allowance 10% 4%
% Ordained 1% 0%
% Supervise one or more people 9% 5%
Average % salary increase (for those who had an increase) this year
3.8% 4.6%
Base Rate Average $12 $13
Base Salary Median $8,777 $8,400
Average $10,151 $9,417
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $8,777 $8,400
Average $10,208 $9,417
Health Insurance Median - -
Average - -
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median - $595
Average - $711
Continuing Education Median - -
Average - -
Total Benefits Median $1,329 $731
Average $3,339 $1,902
TOTAL COMPENSATION Median $8,777 $8,400
PLUS BENEFITS Average $10,445 $9,715
Number of Respondents 142 109
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 15-16: Annual Compensation of Part-Time Custodians by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
C U S T o D I A N S — T A B L E 1 5 - 1 6
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
276
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 15-1 page 260 $ $ $ $
Worship Attendance Table 15-2 page 261 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 15-3 page 262 n/a $ n/a $
Region Table 15-4 page 263 n/a $ n/a $
Person’s Education Table 15-5 page 264 n/a $ n/a $
Years Employed Table 15-6 page 265 n/a $ n/a $
Denominationif applicable
Table 15-7 page 266 n/a $ n/a $
Full-Time Custodian WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE FULL-TIME CUSToDIAN WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 15-1 (page 260) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 15-2 (page 261) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
277
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 15-3 (page 262) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 15-4 (page 263) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 15-5 (page 264) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Custodian. on the heading (top row), look for your Custodian’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 15-6 (page 265) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Custodian. on the heading (top row), locate the number of years your Custodian has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 15-7 (page 266) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
F U L L - T I M E C U S T o D I A N W o R k S H E E T
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
278
Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 15-9 page 268 $ $ $ $
Worship Attendance Table 15-10 page 269 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 15-11 page 270 n/a $ n/a $
Region Table 15-12 page 271 n/a $ n/a $
Person’s Education Table 15-13 page 272 n/a $ n/a $
Years Employed Table 15-14 page 273 n/a $ n/a $
Denominationif applicable
Table 15-15 page 274 n/a $ n/a $
Part-Time Custodian WorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME CUSToDIAN WoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 15-9 (page 268) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 15-10 (page 269) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
279
available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 15-11 (page 270) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 15-12 (page 271) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 15-13 (page 272) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Custodian. on the heading (top row), look for your Custodian’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 15-14 (page 273) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Custodian. on the heading (top row), locate the number of years your Custodian has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 15-15 (page 274) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
P A R T - T I M E C U S T o D I A N W o R k S H E E T
16pART-Time
mUsiCiANs/ACCOmpANisTs/
VOCALisTs
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Employment Profile Musician/Accompanist/Vocalist includes paid personnel who provide vocal or instrumental music or accompaniment. Titles under this category include such positions as Accompanist, Instrumentalist (of any kind), organist, Pianist, Soloist, Vocalist, Worship Team member, Praise Band Member, etc.
Two-thirds of these part-time musicians are female. Part-time musicians report long tenures, averaging 11 years.
The following chart provides a demographic profile of this sample:
Full-Time Part-Time
Number of respondents 3 125
Ordained - 6%
Average years employed - 11
Male - 34%
Female - 66%
Self-employed (receives 1099) - 13%
Church employee (receives W-2) - 87%
High school diploma - 20%
Associate Degree - 10%
Bachelor’s Degree - 44%
Master’s Degree - 21%
Doctoral Degree - 5%
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
282
Total Compensation plus Benefits Package AnalysisThe analyses on the next page are based on the data in the tables that you will find in the remainder of the chapter. The tables show compensation plus benefits data for Musicians/Accompanists/Vocalists who serve part-time and are presented according to church income, church attendance, church setting, region, education, years employed, denomination, and gender. In this way, the musicians’ compensation plus benefits can be analyzed and compared from a variety of useful perspectives.
The total compensation plus benefits amount includes the base salary, housing and/or parsonage amount, health, life, and disability insurance payments, retirement contribution, and educational funds.
A worksheet at the end of this chapter is provided to help you apply the data to your church’s situation.
Very few part-time church musicians receive fringe benefits such as retirement, health insurance, auto allowance, and funds for continuing education. However, one-third receives paid vacation.
Compensation Plus Benefits Full-Time Part-Time
Base Salary - 100%
Housing - 0%
Parsonage - 0%
Health Insurance* - 0%
Life Insurance* - 0%
Disability Insurance* - 0%
Retirement - 2%
Continuing Education - 4%
Received Salary Increase - 26%
Received Paid Vacation - 38%
Received Auto Reimbursement/Allowance - 3%
* Only those reporting individual premiums for Health, Life, or Disability (not total insurance premiums) are included.
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KEY PoINTS
Q More than six in ten part-time Musicians/Accompanists/vocalists serve in smaller churches with attendance of 300 or less.
Q The hourly rate paid to Musicians/Accompanist/vocalists fluctuates across church income, worship attendance, education, and years employed. This means that it is not necessarily true, with this sample, that part-time church musicians earn more on an hourly rate basis if they work in a larger church, have a higher education, or have more years in their position.
Note: There were not enough respondents to provide meaningful data to determine the average compensation and benefits packages for full-time musicians/vocalists.
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S
T H E 2 0 1 2 - 2 0 1 3 C o M P E N S A T I o N H A N D B o o k F o R C H U R C H S T A F F
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Table 16-1: Annual Compensation of Part-Time Musicians/Vocalists by Church Income
CHURCH INCOMEData
Distribution*$250K & Under
$251-$500K
$501-$750K
$751K-$1M
Over $1 Million
Average weekend worship attendance 75 220 291 374 1,581
Average church income $147,498 $389,151 $638,816 $824,896 $2,353,969
Average # of years employed 10 11 9 11 14
Average # of paid vacation days 7 6 13 6 8
% College graduate or higher 62% 78% 78% 90% 63%
% Who receive auto reimbursement/allowance 0% 7% 5% 0% 3%
% Ordained 14% 0% 11% 10% 0%
% Supervise one or more people 7% 7% 0% 0% 0%
Average % salary increase (for those who had an increase) this year
- 2.7% 4.3% - 2.1%
Base Rate Average $22 $25 $34 $18 $22
Base Salary Median $4,800 $8,155 $11,457 $7,400 $9,289
Average $6,034 $8,578 $12,678 $11,762 $10,472
Housing Median - - - - -
Average - - - - -
Parsonage Median - - - - -
Average - - - - -
Total Compensation Median $4,800 $8,155 $11,457 $7,400 $9,289
Average $5,756 $8,578 $12,678 $11,762 $10,472
Health Insurance Median - - - - -
Average - - - - -
Life Insurance Median - - - - -
Average - - - - -
Disability Insurance Median - - - - -
Average - - - - -
Retirement Median - - - - -
Average - - - - -
Continuing Education Median - - - - -
Average - - - - -
Total Benefits Median - - - - -
Average - - - - -
TOTAL COMPENSATION Median $4,800 $8,155 $11,457 $7,400 $9,289
PLUS BENEFITS Average $6,043 $8,624 $12,704 $11,992 $10,504
Number of Respondents 29 28 19 10 33
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 16-1: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Church Income
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
285
Table 16-2: Annual Compensation of Part-Time Musicians/Vocalists by Worship Attendance
WORSHIP ATTENDANCE
Data Distribution*
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average weekend worship attendance 61 204 391 682 - 2,642
Average church income $150,494 $464,415 $798,016 $1,367,953 - $3,261,500
Average # of years employed 12 10 8 19 - 13
Average # of paid vacation days 6 10 6 3 - 10
% College graduate or higher 66% 77% 74% 63% - 67%
% Who receive auto reimbursement/allowance 0% 7% 5% 0% - 0%
% Ordained 10% 9% 5% 0% - 0%
% Supervise one or more people 7% 5% 5% 0% - 0%
Average % salary increase (for those who had an increase) this year
- 4.8% - - - -
Base Rate Average $24 $22 $30 - - $19
Base Salary Median $4,800 $7,800 $8,700 $11,240 - $6,788
Average $5,827 $9,327 $9,564 $12,489 - $9,563
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median $4,800 $7,800 $8,700 $11,240 - $6,788
Average $5,827 $9,327 $9,564 $12,489 - $9,563
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median $4,800 $7,800 $8,700 $11,240 - $6,788
PLUS BENEFITS Average $5,836 $9,394 $9,616 $12,489 - $9,574
Number of Respondents 29 46 19 8 7 14
HOURLY RATE
CHARACTERISTICS
COMPENSATION
BENEFITS
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S — T A B L E 1 6 - 2
Table 16-2: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Worship Attendance
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 16-3: Annual Compensation of Part-Time Musicians/Vocalists by Church Setting
CHURCH SETTING
Data Distribution*
Metro-politan
citySuburb of large city
Small town or rural city
Farming area
Average weekend worship attendance 206 900 413 -
Average church income $501,466 $1,411,628 $766,595 -
Average # of years employed 10 10 12 -
Average # of paid vacation days 12 8 7 -
% College graduate or higher 75% 68% 68% -
% Who receive auto reimbursement/allowance 5% 4% 2% -
% Ordained 19% 0% 7% -
% Supervise one or more people 5% 2% 6% -
Average % salary increase (for those who had an increase) this year
5.4% 2.4% 3.0% -
Base Rate Average $25 $27 $21 -
Base Salary Median $6,500 $9,441 $5,500 -
Average $8,699 $11,245 $7,611 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $6,500 $9,441 $5,500 -
Average $8,699 $11,245 $7,611 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - - - -
Average - - - -
TOTAL COMPENSATION Median $6,500 $9,441 $5,514 -
PLUS BENEFITS Average $8,734 $11,265 $7,679 -
Number of Respondents 21 46 55 2
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 16-3: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Church Setting
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
287
Table 16-4: Annual Compensation of Part-Time Musicians/Vocalists by Region
REGION
Data Distribution*
New England
Middle Atlantic
South Atlantic E-N Central
E-S Central W-N Central W-S Central Mountain Pacific
Average weekend worship attendance - 599 421 397 214 358 446 317 2,790
Average church income - $785,000 $949,008 $1,011,763 $434,428 $745,848 $1,092,003 $664,945 $2,726,023
Average # of years employed - 19 11 18 10 8 9 9 3
Average # of paid vacation days - 9 10 8 6 7 8 4 -
% College graduate or higher - 83% 74% 56% 50% 88% 77% 63% 63%
% Who receive auto reimbursement/allowance - 9% 3% 0% 0% 6% 7% 0% 0%
% Ordained - 0% 9% 12% 0% 0% 7% 22% 0%
% Supervise one or more people - 8% 6% 0% 0% 6% 7% 0% 0%
Average % salary increase (for those who had an increase) this year
- 2.5% 3.3% 2.0% 3.0% 3.2% 3.0% 6.0% 2.0%
Base Rate Average - $23 $26 $22 $24 $21 $22 - $30
Base Salary Median - $4,431 $10,217 $5,690 $5,000 $9,400 $8,897 $5,998 $11,729
Average - $7,455 $11,387 $6,518 $5,843 $11,213 $10,165 $6,667 $11,306
Housing Median - - - - - - - - -
Average - - - - - - - - -
Parsonage Median - - - - - - - - -
Average - - - - - - - - -
Total Compensation Median - $4,431 $10,217 $5,690 $5,000 $9,400 $8,897 $5,998 $11,729
Average - $7,455 $11,387 $6,518 $5,843 $11,213 $10,165 $6,667 $11,306
Health Insurance Median - - - - - - - - -
Average - - - - - - - - -
Life Insurance Median - - - - - - - - -
Average - - - - - - - - -
Disability Insurance Median - - - - - - - - -
Average - - - - - - - - -
Retirement Median - - - - - - - - -
Average - - - - - - - - -
Continuing Education Median - - - - - - - - -
Average - - - - - - - - -
Total Benefits Median - - - - - - - - -
Average - - - - - - - - -
TOTAL COMPENSATION Median - $4,509 $10,217 $5,690 $5,000 $9,400 $8,897 $5,998 $11,729
PLUS BENEFITS Average - $7,489 $11,499 $6,518 $5,843 $11,296 $10,165 $6,667 $11,306
Number of Respondents 1 12 32 17 15 17 14 9 8
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S — T A B L E 1 6 - 4
Table 16-4: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Region
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 16-5: Annual Compensation of Part-Time Musicians/Vocalists by Education
EDUCATIONData
Distribution*Less than Bachelor Bachelor Master Doctorate
Average weekend worship attendance 765 482 338 -
Average church income $1,087,453 $875,026 $811,359 -
Average # of years employed 15 11 6 -
Average # of paid vacation days 7 9 7 -
% College graduate or higher 0% 100% 100% -
% Who receive auto reimbursement/allowance 0% 6% 4% -
% Ordained 6% 2% 20% -
% Supervise one or more people 3% 6% 0% -
Average % salary increase (for those who had an increase) this year
3.3% 2.4% - -
Base Rate Average $20 $26 $26 -
Base Salary Median $6,042 $7,900 $10,356 -
Average $7,132 $9,070 $11,829 -
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $6,042 $7,900 $10,356 -
Average $7,132 $9,070 $11,829 -
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - - - -
Average - - - -
TOTAL COMPENSATION Median $6,042 $7,900 $10,356 -
PLUS BENEFITS Average $7,132 $9,158 $11,859 -
Number of Respondents 36 53 25 6
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 16-5: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Education
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
289
Table 16-6: Annual Compensation of Part-Time Musicians/Vocalists by Years Employed
YEARS EMPLOYEDData
Distribution*Less than
6 years6-10
years11-15 years
Over 15 years
Average weekend worship attendance 741 263 415 538
Average church income $1,056,241 $690,744 $668,895 $1,081,098
Average # of years employed 2 8 13 26
Average # of paid vacation days 7 6 9 10
% College graduate or higher 73% 79% 84% 52%
% Who receive auto reimbursement/allowance 0% 13% 5% 0%
% Ordained 14% 8% 0% 0%
% Supervise one or more people 7% 0% 5% 3%
Average % salary increase (for those who had an increase) this year
5.9% - - 2.2%
Base Rate Average $23 $32 $20 $22
Base Salary Median $7,800 $4,642 $7,900 $7,800
Average $10,810 $7,360 $8,083 $8,483
Housing Median - - - -
Average - - - -
Parsonage Median - - - -
Average - - - -
Total Compensation Median $7,800 $4,642 $7,900 $7,800
Average $10,810 $7,360 $8,083 $8,483
Health Insurance Median - - - -
Average - - - -
Life Insurance Median - - - -
Average - - - -
Disability Insurance Median - - - -
Average - - - -
Retirement Median - - - -
Average - - - -
Continuing Education Median - - - -
Average - - - -
Total Benefits Median - - - -
Average - - - -
TOTAL COMPENSATION Median $7,800 $4,960 $7,900 $7,800
PLUS BENEFITS Average $10,854 $7,445 $8,083 $8,530
Number of Respondents 43 24 19 31
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S — T A B L E 1 6 - 6
Table 16-6: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Years Employed
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Table 16-7: Annual Compensation of Part-Time Musicians/Vocalists by Denomination
DENOMINATION
Data Distribution*
Assemblies of God Baptist
Independent/ Nondenom. Lutheran Methodist
Presby-terian
Average weekend worship attendance - 441 2,522 485 192 339
Average church income - $920,205 $2,741,000 $1,152,779 $600,577 $734,976
Average # of years employed - 12 5 12 9 9
Average # of paid vacation days - 6 7 9 7 8
% College graduate or higher - 52% 22% 89% 88% 88%
% Who receive auto reimbursement/allowance - 0% 11% 0% 0% 8%
% Ordained - 3% 11% 0% 6% 4%
% Supervise one or more people - 3% 11% 0% 0% 4%
Average % salary increase (for those who had an increase) this year
- - - 2.0% 2.4% 2.7%
Base Rate Average - $23 - $31 $30 $28
Base Salary Median - $6,677 $10,400 $8,000 $7,209 $10,455
Average - $7,753 $9,217 $10,730 $8,456 $11,666
Housing Median - - - - - -
Average - - - - - -
Parsonage Median - - - - - -
Average - - - - - -
Total Compensation Median - $6,677 $10,400 $8,000 $7,209 $10,455
Average - $7,753 $9,217 $10,730 $8,456 $11,666
Health Insurance Median - - - - - -
Average - - - - - -
Life Insurance Median - - - - - -
Average - - - - - -
Disability Insurance Median - - - - - -
Average - - - - - -
Retirement Median - - - - - -
Average - - - - - -
Continuing Education Median - - - - - -
Average - - - - - -
Total Benefits Median - - - - - -
Average - - - - - -
TOTAL COMPENSATION Median - $6,677 $10,400 $8,000 $7,209 $10,455
PLUS BENEFITS Average - $7,753 $9,217 $10,830 $8,456 $11,788
Number of Respondents 2 37 9 9 16 25
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
Table 16-7: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Denomination
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
291
Table 16-8: Annual Compensation of Part-Time Musicians/Vocalists by Gender
GENDERData
Distribution* Male Female
Average weekend worship attendance 634 501
Average church income $1,042,684 $926,685
Average # of years employed 9 12
Average # of paid vacation days 10 7
% College graduate or higher 71% 69%
% Who receive auto reimbursement/allowance 0% 5%
% Ordained 16% 1%
% Supervise one or more people 7% 3%
Average % salary increase (for those who had an increase) this year
3.6% 3.0%
Base Rate Average $21 $26
Base Salary Median $6,000 $7,800
Average $8,258 $9,556
Housing Median - -
Average - -
Parsonage Median - -
Average - -
Total Compensation Median $6,000 $7,800
Average $8,258 $9,556
Health Insurance Median - -
Average - -
Life Insurance Median - -
Average - -
Disability Insurance Median - -
Average - -
Retirement Median - -
Average - -
Continuing Education Median - -
Average - -
Total Benefits Median - -
Average - -
TOTAL COMPENSATION Median $6,000 $7,800
PLUS BENEFITS Average $8,261 $9,620
Number of Respondents 43 82
CHARACTERISTICS
COMPENSATION
BENEFITS
HOURLY RATE
- Not enough responses to provide meaningful data* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1's "Explanation of Data Distribution"
P A R T - T I M E M U S I C I A N S / A C C o M P A N I S T S / V o C A L I S T S — T A B L E 1 6 - 8
Table 16-8: Annual Compensation of Part-Time Musicians/Accompanists/Vocalists by Gender
- Not enough response to provide meaningful data.
* For detailed description and definitions of Data Distribution (Median and Average), see Chapter 1, “Explanation of Data Distribution.”
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Enter your Church
data below
The 2012-2013 Compensation Handbook for Church Staff
Enter Compensation Handbook data below
Highest 25% Median Lowest
25% Average
Church Income $ Table 16-1 page 284 $ $ $ $
Worship Attendance Table 16-2 page 285 n/a $ n/a $
Church setting (metro, suburb, small town, or farming area)
Table 16-3 page 286 n/a $ n/a $
Region Table 16-4 page 287 n/a $ n/a $
Person’s Education Table 16-5 page 288 n/a $ n/a $
Years Employed Table 16-6 page 289 n/a $ n/a $
Denominationif applicable
Table 16-7 page 290 n/a $ n/a $
Part-Time Musician/Accompanist/VocalistWorksheetLooking at the table and page number as indicated on the “Reference” columns, locate the range that defines your church. Refer to instructions below for step-by-step help.
HoW To USE THE PART-TIME MUSICIAN/ACCoMPANIST/voCALISTWoRKSHEETFilling out the Worksheet
1. Fill in the gray boxes under ‘Church Data’ with your church demographic information as follows:
u Income (Total annual church budget in past year)
u Worship attendance (Number of people, including children, who attend all weekend services)
u Church setting (Metropolitan city, suburb of large city, small town or rural, farming area)
u Region (Locate your state’s region in the Appendix on page 319)
u Education (Highest level of education: less than bachelor, bachelor, master, or doctorate)
2. Use Table 16-1 (page 284) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your church income from the five available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
3. Use Table 16-2 (page 285) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), locate your worship attendance from the five
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available ranges. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
4. Use Table 16-3 (page 286) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), choose the church setting that best describes your church. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
5. Use Table 16-4 (page 287) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for the region where your church is located. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
6. Use Table 16-5 (page 288) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Musician/Accompanist/Vocalist. on the heading (top row), look for your musician/Accompanist/Vocalist’s highest level of education. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
7. Use Table 16-6 (page 289) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your Musician/Accompanist/Vocalist. on the heading (top row), locate the number of years your musician/Accompanist/Vocalist has been employed. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average.
8. Use Table 16-7 (page 290) on your 2012-2013 Compensation Handbook for Church Staff to enter data pertinent to your church. on the heading (top row), look for your church’s denominational affiliation. Follow that column to the bottom rows and copy the following into your worksheet: highest 25%, median, lowest 25%, and average. If your church is not affiliated with a denomination, leave this section blank.
What’s Next?This tool will not provide you with a single compensation, but a range of values where you can determine the compensation specific to your situation.
a. Look at the values in the shaded ‘Median’ column. Circle the lowest and the highest $ values. This is the range of the median compensation plus benefits for churches similar to yours.
b. For a variety of reasons, compensation plus benefits may be higher or lower than the range established from this table. Income and attendance are two significant factors affecting church compensation packages. If church income or attendance skews higher, you might want to consider moving toward or above the higher end of the range. Likewise, if church income or attendance skews lower, you may consider moving the package toward or below the lower end of the range.
c. Examine additional variables that might impact the compensation package to offer such as years of service, education, and church setting.
d. Finally, determine other circumstances unique to your situation, such as cost of living in your area, theological beliefs, pastoral performance, financial needs, local economy, personal motivation, congregational goals, and others.
e. You now have the compensation package range based on the 2012-2013 Compensation Handbook. Since each church and position is unique, your final compensation package will be based on additional factors unique to your situation.
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In addition to the individual compensation surveys, respondents were also asked to complete a congrega-tional profile. That information, as well as some detailed information about full-time Senior/Solo Pastors is summarized here. The data is presented according to worship attendance, and six size categories are por-trayed. Second, worship size and region are presented according to both church attendance and finances.
Key FindingsChurch Profileon average, 48% of the churches’ income/budget is devoted to salaries.
on average, churches have three full-time ordained staff and six full-time non-ordained staff.
on average, churches have two part-time ordained staff and six part-time non-ordained staff.
Senior/Solo Pastor ProfileAbout 32% of churches provide additional salary to their Senior or Solo Pastor to assist them with their Social Security payments. of those churches that do help, 78% pay one-half of the social security tax, while 22% pay all of it.
Approximately two-thirds of the churches reimburse the Senior or Solo Pastor’s professional expenses. Those churches generally reimburse the pastor about 79% of his or her professional expenses per year.
one in ten (9%) churches counts reimbursements as income for the Senior or Solo Pastor’s W-2 or 1099 form. Most (85%) Senior or Solo Pastors are treated as employees of the church, meaning they receive a W-2 rather than a 1099 form reporting their income at year’s end.
About two-thirds (64%) of the churches help their Senior or Solo Pastor with auto expenses.
About four in ten (38%) churches experienced an increase in attendance over the past year.
About one quarter (27%) reported that their income exceeded expenses in the past year.
sTATisTiCAL ABsTRACTOF ChURChes
RepReseNTed iN dATA
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All Churches Represented
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Average worship attendance 507 66 194 407 630 890 2,297
Average total church budget/income
$933,989 $151,758 $463,323 $767,908 $1,251,730 $1,739,081 $3,775,446
Average percentage compensation is of total church budget/income
48% 48% 48% 48% 48% 49% 46%
Average number of ordained staff
Full-time ... 3 1 2 3 4 4 8
Part-time ... 2 1 2 2 2 2 3
Average number of non-ordained staff
Full-time ... 6 2 2 3 5 7 15
Part-time ... 6 3 4 5 7 10 16
Number of Respondents 4649 1083 1625 752 408 256 511
All Full-Time Senior/Solo
Pastors Represented
100 or less
101-300
301-500
501-750
751-1,000
Over 1,000
Percentage that contribute to social security payments of pastors
32% 29% 35% 35% 37% 31% 25%
Breakdown of church's contribution to pastor's social security payments
Exempt ... 23% 17% 23% 27% 26% 30% 41%
Pays 0%… 45% 54% 42% 37% 37% 39% 34%
Pays 50%… 25% 20% 29% 31% 28% 21% 18%
Pays 100%… 7% 8% 6% 5% 10% 10% 7%
Percentage of churches that reimburse the pastor for professional expenses
68% 61% 72% 75% 69% 62% 66%
Average percentage among those ... who get reimbursed ... 79% 72% 81% 86% 92% 76% 85%
Percentage of pastors receiving tax form
1099… 15% 22% 13% 6% 9% 12% 8%
W-2… 85% 78% 87% 94% 91% 88% 92%
Percentage of churches that reimburse pastors' expense
89% 83% 89% 93% 91% 96% 95%
Percentage of churches that count ... reimbursements as income… 9% 10% 9% 8% 10% 13% 8%
Percentage of churches that do not… count reimbursements as income… 79% 73% 80% 85% 81% 82% 87%
Percentage of churches that help pastor with auto expense
64% 58% 68% 67% 70% 53% 55%
Number of Respondents 1882 654 749 208 118 69 77
Table 17-1: Church and Full-time Senior/Solo Pastor Profiles by Worship Attendance
WORSHIP ATTENDANCE
CHURCH PROFILE
FULL-TIME SENIOR/ SOLO PASTOR PROFILE
Table 17-1: Church and Full-time Senior/Solo Pastor Profiles by Worship Attendance
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Table 17-3: Region by Church Attendance & Finances
Church Attendance Over the Past Year
Region Decline Stable Increase
All Churches Represented (4,496) 19% 43% 38%
New England (144) 20% 44% 36%
Middle Atlantic (397) 19% 46% 36%
South Atlantic (959) 19% 42% 38%
East-North Central (871) 21% 45% 34%
East-South Central (285) 15% 46% 39%
West-North Central (507) 19% 47% 34%
West-South Central (526) 21% 37% 42%
Mountain (246) 21% 38% 41%
Pacific (552) 14% 44% 41%
Church Finances Over the Past Year
RegionBelow
expensesMeets
expensesExceeds expenses
All Churches Represented (4,487) 31% 41% 27%
New England (144) 38% 40% 22%
Middle Atlantic (398) 33% 41% 25%
South Atlantic (959) 30% 43% 27%
East-North Central (868) 30% 42% 28%
East-South Central (284) 23% 41% 36%
West-North Central (508) 32% 39% 29%
West-South Central (523) 27% 41% 32%
Mountain (246) 33% 42% 25%
Pacific (552) 37% 41% 22%
*For a breakdown of regions by state, refer to the Appendix
Table 17-2: Church and Full-time Senior/Solo Pastor Profiles by Worship Attendance
* For a breakdown of regions by state, refer to the Appendix.
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Table 17-3: Region by Church Attendance & Finances
Church Attendance Over the Past Year
Region Decline Stable Increase
All Churches Represented (4,496) 19% 43% 38%
New England (144) 20% 44% 36%
Middle Atlantic (397) 19% 46% 36%
South Atlantic (959) 19% 42% 38%
East-North Central (871) 21% 45% 34%
East-South Central (285) 15% 46% 39%
West-North Central (507) 19% 47% 34%
West-South Central (526) 21% 37% 42%
Mountain (246) 21% 38% 41%
Pacific (552) 14% 44% 41%
Church Finances Over the Past Year
RegionBelow
expensesMeets
expensesExceeds expenses
All Churches Represented (4,487) 31% 41% 27%
New England (144) 38% 40% 22%
Middle Atlantic (398) 33% 41% 25%
South Atlantic (959) 30% 43% 27%
East-North Central (868) 30% 42% 28%
East-South Central (284) 23% 41% 36%
West-North Central (508) 32% 39% 29%
West-South Central (523) 27% 41% 32%
Mountain (246) 33% 42% 25%
Pacific (552) 37% 41% 22%
*For a breakdown of regions by state, refer to the Appendix
Table 17-3: Region by Church Attendance and Finances
* For breakdowns of regions by state, refer to the Appendix.
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Solo Pastor/MinisterThis is the only ministry staff position. No other paid pastors or ministers in church.
Senior Pastor/MinisterLead pastor in a church where there are multiple paid ministry positions.
Executive/Administrative Pastor/MinisterPastor who handles ministry staff supervision, management, and development.
Associate Pastor/MinisterAny paid pastor who assists the Senior Pastor in general or specific ministries other than those specifically listed in the survey. This may include such positions as Assimilation Pastor, Care Pastor, Church Life Pastor, Congregational Care Pastor, Connecting Pastor, Counseling Pastor, Disabilities Ministry Pastor (any), Ethnic Ministries Pastor (any), Evangelism Pastor, Family Life Pastor, Lay Pastor, Membership Pastor, Missions Pastor, Outreach Pastor, Pastoral Care Pastor, Pastoral Counselor, Prayer Pastor, Teaching/Preaching Pastor, Visitation Pastor, and so on.
Youth Pastor/Minister/DirectorThis includes paid pastors and directors to junior high, senior high, or college students. It may include such positions as Campus Pastor, College Minister, Junior High Pastor/Director, Senior High Pastor/Director, Youth Center Director, Youth Pastor/Minister/Director, and so on.
Adult Ministry Pastor/Minister/DirectorIncludes paid pastors and directors for adults, married couples, men, singles, seniors, women, young adults, and so on.
Children’s/Preschool Pastor/Minister/DirectorChurch staff (not school staff) that includes paid pastors and directors for children from nursery through elementary school. This may include such positions as Early Childhood Pastor, Elementary School Pastor, Preschool Pastor/Director, Childcare Director, Daycare Director, and so on.
Christian Education Pastor/Minister/DirectorIncludes paid pastors and directors of broad educational ministries such as Bible studies, cell groups, Christian education, discipleship, equipping, small groups, spiritual formation, and so on.
Music/Choir/Worship Pastor/Minister/DirectorThis includes paid pastors and directors of band, bell/chimes choir, music ministry, orchestra, praise & worship team, vocal choir, and so on. It may include such positions as Music Pastor/Director, Worship Pastor/Director/Leader, and so on.
Media/Production/Arts Pastor/Minister/Director*Includes paid pastors and directors who oversee drama, technical ministries, video, sound production, and so on. This may include positions such as Technical Director, Media Director, Drama Director, Production Director, Video Producer, Minister of Arts, and so on.
CoMPENSATIoN SURvEY FoR 2011
Ministry Paid staff Position descriPtionsPastoral/Ministry staff
* Not reported due to low response.
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AdministratorIncludes paid staff (usually not ordained) who supervise the operational aspects of running the church, such as business or financial management. This may include such positions as Business Administrator, Business Manager, Chief Financial Officer, Chief Operating Officer, and so on.
Bookkeeper/AccountantIncludes paid personnel who assist with day-to-day financial matters in the church. This may include such positions as Accountant, Controller, Financial Administrative Assistant, Financial Secretary, Payroll Secretary, Treasurer, and so on.
Child CareIncludes paid personnel who provide regular or occasional childcare and are on the church’s payroll (not school staff). This may include such positions as Babysitters, Child Care Assistant, Child Care Providers, Daycare Staff, Nursery Attendant, Nursery Director, Nursery Helper, Nursery Worker, and so on.
Custodian/MaintenanceIncludes paid personnel who provide care and maintenance of physical facilities, buildings, grounds, and security. This may include such positions as Building and Grounds Manager, Building Supervisor, Custodian, Facilities Manager, Grounds Keeper, Housekeeper, Lawn Maintenance Assistant, Maid, Maintenance Assistant, Plant Manager, Property Manager, Security Manager/Assistant, Sexton, Traffic Coordinator, and so on.
Musician/Accompanist/VocalistIncludes paid personnel who provide vocal or instrumental music or accompaniment. This may include such positions as Accompanist, Instrumentalist of any kind, Organist, Pianist, Soloist, Vocalist, and so on.
Secretary/Administrative AssistantIncludes paid personnel who provide clerical or administrative support. This may include such positions as Administrative Assistant, Clerical Assistant, Executive Secretary, Lead Secretary, Office Assistant, Office Clerk, Office Manager, Publications Secretary/Coordinator, Receptionist, Secretary to any pastor or ministry, Secretary’s Assistant, and so on.
Communications/Design Publications*Includes paid personnel who provide design services, create publications, or otherwise oversee church communications. This may include such positions as Designer, Communications Coordinator, Publicist, Writer, Editor, and so on.
CoMPENSATIoN SURvEY FoR 2011
Ministry Paid staff Position descriPtionssuPPort/adMinistrative staff
* Not reported due to low response.
S P E C I A L S E C T I O N
TAX LAW &COmpeNsATiON
pLANNiNG
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Welcome to the Special Section on Essentials in Tax Law and Compensation Planning. Compensation planning for clergy and other church staff presents several unique tax issues that are not well understood by many church leaders and their advisers. This special section eliminates confusion and presents the key considerations to review when structuring compensation plans.
In adopting 2012 and 2013 compensation packages for your ministers and lay staff members, review these possible components of the compensation package.
1. salary. The most basic component of church staff compensation is salary. There are two important considerations to keep in mind with respect to staff salaries—the amount of the salary, and the use of “salary reduction agreements.” These two issues will be discussed separately.
a. Amount. Staff salaries ordinarily are set by the church board. Churches generally may pay any amount they wish, with one important exception—if a church pays unreasonably high compensation to a pastor or other employee there are two possible consequences:
(1) Loss of tax-exempt status. In order for a church or any other charity to maintain its tax-exempt status it must meet a number of conditions. one condition is that it cannot pay unreasonably high compensation to any person. There are two considerations to note. First, very few charities have lost their exempt status for paying unreasonable compensation. The IRS has been very reluctant to impose this remedy. Second, the law does not define what amount of compensation is unreasonable, and neither the IRS nor the courts have provided much clarification.
Example. A federal appeals court concluded that combined annual income of $115,680 paid by a religious organization to its founder and his wife was not excessive.
Example. A court ruled that maximum reasonable compensation for a prominent televangelist was $133,100 in 1984, $146,410 in 1985, $161,051 in 1986, and $177,156 in 1987. The court based its conclusions on a comparison of the salaries of other nonprofit officers in the state.
(2) Intermediate sanctions. The IRS can assess substantial excise taxes called “intermediate sanctions” against “disqualified persons” who are paid an “excess benefit” by a church or other charity. A disqualified person is any officer or director, or a relative of such a person. An excess benefit is compensation and fringe benefits in excess of what the IRS deems “reasonable.” Note that the IRS still can revoke the exempt status of a charity that pays excessive compensation to an employee. However, it is more likely that excessive compensation will result in intermediate sanctions rather than loss of exempt status. To illustrate, why should a major private university lose its tax-exempt status because it pays excessive compensation to its head football coach?
The intermediate sanctions the IRS can impose include the following:
n Tax on disqualified persons. A disqualified person who benefits from an excess benefit transaction is subject to an excise tax equal to 25 percent of the amount of the “excess benefit” (the amount by which actual compensation exceeds the fair market value of services rendered). This tax is assessed against the disqualified person directly, not his or her employer.
n Additional tax on disqualified persons. If a disqualified person fails to “correct” the excess benefit by the time the IRS assesses the 25 percent tax, then the IRS can assess an additional tax of up to 200 percent of the excess benefit. The law specifies that a disqualified person can “correct” the excess benefit transaction by “undoing the excess benefit to the extent possible, and taking any additional measures necessary to place the organization in a financial position not worse than that in which it would be if the disqualified person were dealing under the highest fiduciary standards.”
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n Tax on organization managers. If the IRS assesses the 25 percent tax against a disqualified person, it is permitted to impose an additional 20 percent tax (up to a maximum of $20,000) on any “organization manager” who participates in an excess benefit transaction knowing it is such a transaction, unless the manager’s participation “is not willful and is due to reasonable cause.” A “manager” is an officer, director, or trustee. IRS regulations clarify that the managers collectively cannot be liable for more than $20,000 for any one transaction.
>Key point< The intermediate sanctions law imposes an excise tax on members of a church’s governing board who vote for a compensation package that the IRS determines to be excessive. This makes it essential for board members to carefully review the reasonableness of compensation packages.
Charities, disqualified persons, and governing boards may rely on a “presumption of reasonableness” with respect to a compensation arrangement if it was approved by a board of directors (or committee of the board) that: (1) was composed entirely of individuals unrelated to and not subject to the control of the disqualified person involved in the arrangement; (2) obtained and relied upon objective “comparability” information, such as (a) compensation paid by similar organizations, both taxable and tax-exempt, for comparable positions, (b) independent compensation surveys by nationally recognized independent firms, or (c) actual written offers from similar institutions competing for the services of the disqualified person; and (3) adequately documented the basis for its decision. The documentation should include the terms of the transaction and the date of its approval, the members of the board present during the debate and vote on the transaction, the comparability data obtained and relied upon, the actions of any members of the board having a conflict of interest, and documentation of the basis for the determination.
The IRS may refute the presumption of reasonableness only if it develops sufficient contrary evidence to rebut the comparability data relied upon by the board.
>Key point< The law creates a presumption that a minister’s compensation package is reasonable if approved by a church board that relied upon objective “comparability” information, including independent compensation surveys by nationally recognized independent firms. one of the more comprehensive compensation surveys for church employees is this text. This means that most ministers will be able to use this text to establish the presumption of reasonableness. But it also suggests that the IRS may rely on the data in this text in any attempt to impose intermediate sanctions against ministers.
IRS regulations clarify that “revenue based pay” arrangements in which an employee’s compensation is based on a percentage of the employer’s total revenues do not automatically result in an excess benefit transaction triggering intermediate sanctions. Rather, “all relevant facts and circumstances” must be considered.
Caution. In a series of rulings published in 2004 the IRS assessed intermediate sanctions against a pastor as a result of excess benefits paid to him and members of his family by his church. The IRS concluded that taxable compensation and benefits a church pays to a disqualified person (any church officer, and members of his or her family), that are not reported as taxable income to the recipient, constitute “automatic excess benefits” that trigger intermediate sanctions regardless of the amount involved. The IRS ruled that the following transactions resulted in excess benefits to the pastor because they were not reported as taxable income: (1) personal use of church property (vehicles, cell phones, credit cards, computers, etc.) by the pastor and members of his family; (2) reimbursements of personal expenses; and (3) nonaccountable reimbursements of business expenses (i.e., reimbursements of expenses that were not supported by adequate documentation of the business purpose of each expense). Since these taxable benefits were not reported as taxable income, they amounted to “automatic” excess benefits resulting in intermediate sanctions. This is a stunning interpretation of the tax code and regulations that directly affects the compensation practices of every church, and exposes some ministers and church board members to intermediate sanctions.
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Recommendation. Churches that pay a minister (or any staff member) significantly more than the highest 25 percent for comparable positions should obtain a legal opinion from an experienced tax attorney confirming that the amount paid is not “unreasonable” and will not expose the employee or the board to intermediate sanctions.
Tax savings tip. Ministers and lay employees should carefully review their W-2 or Form 1099 to be sure that it does not report more income than was actually received. If an error was made, the church should issue a corrected tax form (Form W-2c for an employee, or a “corrected” Form 1099 for a self-employed worker).
b. salary reduction agreements. Many churches have established “salary reduction agreements” to handle certain staff expenses. The objective is to reduce an employee’s taxable income since only the income remaining after the various “reductions” is reported on the employee’s W-2 at the end of the year. It is important for churches to understand that they cannot reduce an employee’s taxable income through salary reductions unless specifically allowed by law.
Here are three ways that taxable income can be reduced through salary reduction agreements:
(1) Tax-sheltered annuity contributions. Salary reduction agreements can be used to contribute to a tax-sheltered annuity (sometimes called a “403(b) annuity”) if the salary reductions meet certain conditions.
(2) “Cafeteria plans.” Salary reduction agreements can be used to fund “cafeteria plans” (including “flexible spending arrangements”) if several conditions are met. A cafeteria plan is a written plan established by an employer that allows employees to choose between cash and a “menu” of nontaxable benefits specified by law (including employer-provided medical insurance premiums, group-term life insurance, and dependent care).
(3) Housing allowances. A church can designate a portion of a minister’s salary as a housing allowance, and the amount so designated is not subject to income tax if certain conditions are met. Housing allowances are addressed below.
observation. In some cases “salary reductions” will not accomplish the goal of reducing a minister’s taxable income. The income tax regulations prohibit the widespread practice of funding “accountable” reimbursement arrangements through salary reductions. This topic is addressed later in this chapter.
vRecommended Resources.See chapter 4 in the Church & Clergy Tax Guide
(available on YourChurchResources.com) for more informationon salaries for church staff members.
2. Housing allowances. The most important tax benefit available to ministers who own or rent their homes is the housing allowance. Ministers who own or rent their home do not pay federal income taxes on the amount of their compensation that their employing church designates in advance as a housing allowance to the extent that the allowance represents compensation for ministerial services, is used to pay housing expenses, and does not exceed the annual fair rental value of the home (furnished, plus utilities). Housing-related expenses include mortgage payments, rental payments, utilities, repairs, furnishings, insurance, property taxes, additions, and maintenance.
Unfortunately, many churches fail to designate a portion of a minister’s compensation as a housing allowance. This deprives their minister of an important tax benefit.
Ministers who live in a church-owned parsonage that is provided “rent-free” as compensation for ministerial services do not include the annual fair rental value of the parsonage as income in computing their federal income taxes. The annual fair rental value is not “deducted” from the minister’s income. Rather, it is not reported as additional income anywhere on Form 1040 (as it generally would be by non-clergy workers). Further, ministers who live in a
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church-provided parsonage do not pay federal income taxes on the amount of their compensation that their employing church designates in advance as a parsonage allowance, to the extent that the allowance represents compensation for ministerial services and is used to pay parsonage-related expenses such as utilities, repairs, and furnishings.
Tax savings tip. Ministers who live in church parsonages, and who incur any out-of-pocket expenses in maintaining the parsonage (such as utilities, property taxes, insurance, furnishings, or lawn care) should ask their employing church to designate a portion of their annual compensation in advance as a “parsonage allowance.” Such an allowance is not included on the minister’s W-2 or Form 1099 at the end of the year and is nontaxable in computing federal income taxes to the extent the minister incurs housing expenses of at least that amount. This is a very important tax benefit for ministers living in church-provided parsonages. Many ministers and church boards are not aware of this benefit, or are not taking advantage of it.
Note that the parsonage and housing allowance exclusions only apply in computing federal income taxes. Ministers cannot exclude them when computing their self-employment (Social Security) taxes.
Recommendation. Be sure that the designation of a housing or parsonage allowance for the subsequent year is on the agenda of the church board for one of its final meetings of the current year. The designation should be an official action of the board or congregation, and it should be duly recorded in the minutes of the meeting. The IRS also recognizes designations included in employment contracts and budget line items—assuming in each case that the designation was duly adopted by the church board (or the congregation in a business meeting). Also, if the minister is a new hire, be sure the church designates a housing allowance prior to the date he or she begins working.
How much should a church board or congregation designate as a housing allowance? Many churches base the allowance on their minister’s estimate of actual housing expenses for the new year. The church provides the minister with a form on which anticipated housing expenses for the new year are reported. For ministers who own their homes, the form asks for projected expenses in the following categories: down payment, mortgage payments, property taxes, property insurance, utilities, furnishings and appliances, repairs and improvements, maintenance, and miscellaneous. Many churches designate an allowance in excess of the anticipated expenses itemized by the minister. Basing the allowance solely on a minister’s actual expenses will penalize the minister if housing expenses in fact turn out to be higher than expected. In other words, the allowance should take into account unexpected housing costs and inaccurate projections of expenses.
Recommendation. Plan a mid-year review of the housing allowance to make sure that the designated amount is sufficient to cover actual expenses. If a pastor’s expenses will exceed the allowance, then the church may amend the allowance. But any amendment will only operate prospectively.
observation. The compensation survey summarized in previous chapters reveals that housing allowances are claimed by several associate ministers, administrators, music directors, secretaries, and custodians. However, it is important to note that the housing allowance is available only if two conditions are met: (1) the recipient is a minister, and (2) the allowance is provided as compensation for services performed in the exercise of ministry. In many cases, these conditions will not be satisfied by administrators, music directors, secretaries, or custodians. See chapter 3 in Richard Hammar’s Church & Clergy Tax Guide (available on YourChurchResources.com).
vRecommended Resources.For more detailed information about housing allowances,
see chapter 6 in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
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3. equity allowances. Ministers who live in church-owned parsonages are denied one very important benefit of home ownership—the opportunity to accumulate “equity” in a home over the course of many years. Many ministers who have lived in parsonages during much of their active ministry often face retirement without housing. Their fellow ministers who purchased a home early in their ministry often can look forward to retirement with a home that is either substantially or completely debt-free. To avoid the potential hardship often suffered by a minister who lives in a parsonage, some churches increase their minister’s compensation by an amount that is sometimes referred to as an “equity allowance.” The idea is to provide the minister with the equivalent of equity in a home. This is an excellent idea that should be considered by any church having one or more ministers living in church-provided housing. of course, for the concept to work properly, the equity allowance should not be accessible by the minister until retirement. Therefore, some churches choose to place the allowance directly in a minister’s tax-sheltered retirement account.
Recommendation. Equity allowances should also be considered by a church whose minister rents a home.
vRecommended Resources.For more detailed information about equity allowances,
see chapter 6, section A.7, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
4. accountable business exPense reiMburseMent Policy. one of the most important components of employee compensation packages is an “accountable” business expense reimbursement arrangement. This benefit is available to both ministers and lay staff members alike. Under such an arrangement a church (1) reimburses only those business expenses that are properly substantiated within a reasonable time as to date, amount, place, and business purpose, and (2) requires any excess reimbursements (in excess of substantiated expenses) to be returned to the church. Churches should seriously consider adopting an accountable reimbursement policy for reimbursing staff business expenses. Such a policy has the following advantages:
n Church staff report their business expenses to the church rather than to the IRS.
n Church staff who report their income taxes as employees, or who report as self-employed and who are reclassified as employees by the IRS in an audit, avoid the limitations on the deductibility of employee business expenses. These limitations include (1) the elimination of any deduction if the employee cannot itemize deductions on Schedule A (most taxpayers cannot), and (2) the deductibility of business expenses on Schedule A as an itemized expense only to the extent that these expenses exceed two percent of the employee’s adjusted gross income.
n The so-called Deason allocation rule is avoided. Under this rule, ministers must reduce their business expense deduction by the percentage of their total compensation that consists of a tax-exempt housing allowance.
n The “50 percent limitation” that applies to the deductibility of business meals and entertainment expenses is avoided. Unless these expenses are reimbursed by an employer under an accountable plan, only 50 percent of them are deductible by either employees or self-employed workers.
n Church staff who report their income taxes as self-employed avoid the risk of being reclassified as an employee by the IRS in an audit and assessed additional taxes.
observation. The compensation data summarized in this text reveal that many churches provide automobile allowances to their ministers and lay staff. In many cases, a church will simply provide a fixed dollar amount
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every month to an employee (for example, $300), and require no substantiation of business miles or a return of any “excess reimbursements” (in excess of substantiated business miles). This is referred to as a “nonaccountable” reimbursement arrangement. What are the tax consequences of such an arrangement? The allowances must be added to the employee’s W-2 at the end of the year, and the employee can claim a business deduction on Schedule A. If a worker is an employee with insufficient itemized deductions to use Schedule A, there is no deduction available for business expenses even though the full amount of the monthly allowances are added to taxable income. This is a very unfortunate tax result that can be avoided completely through an accountable reimbursement arrangement. For a sample board resolution adopting an accountable business expense reimbursement arrangement, see chapter 7 of Richard Hammar’s annual Church & Clergy Tax Guide.
Example. A church pays its senior pastor an annual salary of $45,000 this year. In addition, it provides the pastor with a monthly car allowance of $400. This is an example of a nonaccountable reimbursement arrangement. Assume that the church treasurer reports none of these reimbursements as taxable income on the pastor’s Form W-2 since she assumes that the pastor had “at least” $4,800 in expenses associated with the business use of his car and so there was no need to report the nonaccountable reimbursements as taxable income. This assumption not only is incorrect, but it also converts the nonaccountable reimbursements into an “automatic” excess benefit exposing the pastor to intermediate sanctions, as noted previously in this chapter. This assumes that the senior pastor is a “disqualified person” (i.e., an officer or director, or a relative of an officer or director).
The income tax regulations prohibit the funding of accountable reimbursement arrangements through salary reductions.
Example. Assume that a church pays Pastor Gary $700 each week, and also agrees to reimburse his substantiated business expenses for each month out of the first weekly payroll check for the following month. Assume further that Pastor Gary substantiated $300 of business expenses for January. The church issued Pastor Gary his customary check of $700 for the first week of February, but only accumulated $400 of this amount to his W-2 form at the end of the year. This arrangement was once common, and still is practiced by some churches. The income tax regulations do not prohibit the funding of business expense reimbursements out of salary reductions. Rather, a church’s reimbursements under such arrangements cannot be “accountable.” This means that a church cannot reduce W-2 income by reducing an employee’s salary to pay for business expense reimbursements. In this example, the full $700 paycheck must be accumulated to Pastor Gary’s W-2. If it is not, the arrangement may constitute an automatic excess benefit transaction exposing Pastor Gary to intermediate sanctions, as explained previously in this chapter.
vRecommended Resources.For more detailed information about business expense reimbursement policies,
see chapter 7, section E, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
5. travel exPenses of a sPouse. A church should decide if it will be paying for any of the travel expenses of a spouse accompanying a minister or other staff member on a business trip. Reimbursing these expenses represents a significant benefit. Unfortunately, there is much confusion regarding the correct reporting of such reimbursements for tax purposes. If the spouse’s presence on the trip serves a legitimate business purpose, and the spouse’s travel expenses are reimbursed by the church under an accountable arrangement (described above) then the reimbursements represent a nontaxable fringe benefit. If these two requirements are not met, the reimbursements represent taxable income to the minister or staff member.
Caution. If either of these conditions is not met, then a church’s reimbursement of a nonemployee spouse’s travel expenses will represent taxable income to the minister or other staff member. The same applies to children who accompany a minister or staff member on a business trip. Further, the IRS may assert that a church’s failure to report the reimbursement of the spouse’s expenses as taxable income to an employee meeting the definition of a disqualified
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person (see above) makes the reimbursement an “automatic” excess benefit triggering intermediate sanctions, as noted previously in this chapter.
Tax savings tip. If a church does not reimburse the travel expenses of a pastor’s spouse who accompanies the pastor on a business trip, then the spouse may be able to deduct travel expenses as a charitable contribution (assuming that the spouse’s presence on the trip serves a legitimate charitable purpose).
vRecommended Resources.For more detailed information about travel expenses of a spouse,
see chapter 7, section C.2, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
6. cHurcH-owned veHicles. Churches should consider the advantages of acquiring an automobile for employees’ church-related travel. Here’s why: If a church purchases a car, and the church board adopts a resolution restricting use of the car to church-related activities, then the employee reports no income or deductions, and better yet, there are no accountings, reimbursements, allowances, or recordkeeping requirements. This assumes that the car is in fact used exclusively for church-related purposes, and the strict conditions specified in the income tax regulations are satisfied.
Commuting is always considered to be personal use of a car, and so this procedure would not be available if a church allowed an employee to commute to work in a church-owned vehicle. Fortunately, the income tax regulations permit certain church employees who use a church-owned vehicle exclusively for business purposes except for commuting to receive all of the benefits associated with business use of a church-owned vehicle, if certain additional conditions are met.
Unfortunately, most churches that provide a staff member with a car do not consider either of these alternatives. Rather, they simply transfer the car to the individual and impose no limitations on personal use. This arrangement results in taxable income to the staff member, whether the staff member is a minister or a lay employee.
vRecommended Resources.For more detailed information about church owned vehicles,
see chapter 4, section B.8, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
7. self-eMPloyMent tax. There is one provision in the tax code that has caused more confusion for ministers and church treasurers than any other, and it is this: Ministers are always treated as self-employed for Social Security with regard to services they perform in the exercise of their ministry. This is true even if they are employees for federal income tax reporting purposes. This is sometimes referred to as the “dual tax status” of ministers.
Social Security benefits are financed through two tax systems. Employers and employees each pay Social Security and Medicare (sometimes collectively referred to as “FICA”) taxes up to a specified amount. Self-employed persons pay the “self-employment tax” up to a specified amount. Note that self-employed workers are responsible for paying their entire Social Security tax liability, while employees pay only half (their employer pays the other half ). (Watch for updates on the 2012 and 2013 FICA and self-employment tax amounts in Richard Hammar’s annual Church & Clergy Tax Guide.)
>Key point< Ministers always are treated as self-employed for Social Security with respect to services performed in the exercise of their ministry, and so they do not pay Social Security and Medicare taxes. Rather, they pay the self-employment tax with respect to church compensation, unless they have filed a timely application for exemption from Social Security taxes (and received back a copy of their exemption application from the IRS marked “approved”). As a result, ministers must be familiar with the self-employment tax rules. So must lay church employees who work for a church that filed a timely exemption from Social Security coverage (Form 8274), since they are considered self-employed for Social Security.
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>Key point< Many churches pay some or all of their pastor’s self-employment taxes. After all, churches pay half of a non-minister employee’s Social Security and Medicare taxes, so why shouldn’t it do the same for its pastor? Research conducted by Church Law & Tax Report reveals that in 2011 about one-third (32 percent) of churches paid some or all of their senior pastor’s self-employment taxes. of those churches that did, 78 percent paid one-half of the self-employment tax, while 22 percent paid all of it. Any portion paid by the church is a taxable fringe benefit that must be reported as additional wages on the pastor’s W-2 or 1099 form, and Form 1040. It also should be reported as additional income by the pastor in computing self-employment taxes.
>Key point< Housing allowances and the fair rental value of parsonages are includable in self-employment earnings for Social Security purposes.
Caution. Many churches withhold the employees’ share of Social Security and Medicare taxes from ministers’ compensation, and then pay the employer’s share. In other words, they treat their minister as an employee for Social Security. This is understandable, especially when the church treats the minister as an employee for purposes of federal income taxation. But, it is always incorrect for a church to treat a minister as an employee for Social Security with respect to services performed in the exercise of ministry.
Ministers may exempt themselves from self-employment taxes with respect to services performed in the exercise of ministry if several requirements are met. Among other things, the exemption application (IRS Form 4361) must be filed by the due date of a minister’s federal tax return (Form 1040) for the second year in which he or she had net self-employment earnings of $400 or more, any part of which derived from the performance of ministerial duties. In most cases, this means the form is due by April 15 of the third year of ministry. Also, the minister must be opposed on the basis of religious convictions to accepting Social Security benefits.
As a self-employed person for Social Security, a minister computes self-employment taxes on Schedule SE of Form 1040.
vRecommended Resources.For more detailed information about the self-employment tax,see chapter 9 in Richard Hammar’s Church & Clergy Tax Guide
(available on YourChurchResources.com).
8. insurance. Churches often provide ministers with life, health, or disability insurance coverage and pay all of the premiums for such coverage. In some cases, churches make the same benefits available to lay staff members. The income tax regulations specify that the gross income of an employee does not include:
n contributions which his employer makes to an accident or health plan for compensation (through insurance or otherwise) to the employee for personal injuries or sickness incurred by him, his spouse, or his dependents .... The employer may contribute to an accident or health plan by paying the premium (or a portion of the premium) on a policy of accident or health insurance covering one or more of his employees, or by contributing to a separate trust or fund...
The exclusion of employer-paid health insurance premiums from the taxable income of employees is one of the main reasons why ministers and other staff members often are better off reporting their income taxes as employees. This important benefit is not available to workers who report their income taxes as self-employed. A church wishing to make this benefit available to its ministers (or other employees) should adopt a plan in an appropriate board resolution. Plans that benefit only ministers are exempted from the “nondiscrimination” rules that apply to most of these kinds of plans.
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observation. The compensation survey data summarized in this text reveal that many churches provide ministers with health insurance. A smaller percentage of churches provide these benefits to lay staff members. Such discrimination by church employers ordinarily does not violate federal law.
The cost of group term life insurance bought by an employer for its employees ordinarily is not taxable to the employees so long as the amount of coverage does not exceed $50,000 per employee. Generally, life insurance can qualify as group term life insurance only if it is available to at least ten full-time employees. However, there are some exceptions to this rule. For example, the ten full-time employee rule does not apply if (l) an employer provides the insurance to all full-time employees who provide satisfactory evidence of insurability, (2) insurance coverage is based on a uniform percentage of pay, and (3) evidence of insurability is limited to a medical questionnaire completed by the employee that does not require a physical examination.
other kinds of insurance premiums paid by the church on behalf of a minister or lay church employee ordinarily represent taxable income. For example, the cost of premiums on a whole life or universal life insurance policy paid by a church on the life of its minister (and naming the minister’s spouse and children as beneficiaries) ordinarily must be reported as income to the minister.
vRecommended Resources.For more detailed information about insurance,
see chapter 5 in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
9. retireMent accounts. Most ministers (and some lay staff members) participate in some form of retirement plan. Such plans often are sponsored either by the local church, or by a denomination or agency with which the church is affiliated. Church employees covered by certain kinds of plans can choose to have part of their pay set aside each year (through salary reductions) in the retirement fund, rather than receiving it as income. Amounts set aside by the employing church under these plans may be excludable from gross income for tax purposes. These amounts are sometimes called “elective deferrals” because the employee elects to set aside the money, and tax on the money is deferred until it is taken out of the account. This option is available to ministers or lay employees who are covered by tax-sheltered annuities (“403(b) plans”), simplified employee pensions (SEPs), and some other plans.
Payments made by an employing church to an employee’s tax-sheltered annuity, SEP, and some other plans, and funded out of church funds rather than through a reduction in an employee’s compensation, may also be excluded from the employee’s gross income for tax purposes under certain circumstances. There are limits on how much an employee can elect to contribute into such plans, and on how much the employing church can contribute out of its own funds. of course, ministers and lay workers (whether employees or self-employed for income tax purposes) can also contribute to an IRA.
Recommendation. If a church has not established or contributed to a retirement plan for its staff members, then it should consider doing so or at least ensuring that staff members are participating in an adequate alternative (particularly in the case of ministers who have exempted themselves from Social Security). Further, if staff members are participating in a retirement plan, then the end of the year is a good time to determine how contributions to the plan will be funded (i.e., through employee contributions, salary reductions, or church contributions) and in what amounts.
vRecommended Resources.For more detailed information about retirement accounts,
see chapter 10 in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
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10. works Made for Hire. It is common for church employees to compose music or write books or articles in their church office during office hours. What is often not understood is that such persons do not necessarily own the copyright to the works they create. While the one who creates a work generally is its author and the initial owner of the copyright in the work, section 201(b) of the Copyright Act specifies that “in the case of a work made for hire, the employer or other person for whom the work was prepared is considered the author ... and, unless the parties have expressly agreed otherwise in a written instrument signed by them, owns all of the rights comprised in the copyright.”
The copyright law defines “work made for hire” as “a work prepared by an employee within the scope of his or her employment.” There are two requirements that must be met: (1) the person creating the work is an employee, and (2) the employee created the work within the scope of his or her employment. Whether or not one is an employee will depend on the same factors used in determining whether one is an employee or self-employed for federal income tax reporting purposes (see chapter 2 of Richard Hammar’s annual Church & Clergy Tax Guide). However, the courts have been very liberal in finding employee status in this context, so it is possible that a court would conclude that a work is a work made for hire even though the author reports federal income taxes as a self-employed person.
The second requirement is that the work must have been created within the scope of employment. This requirement generally means that the work was created during regular working hours, on the employer’s premises, using the employer’s staff and equipment. This is often a difficult standard to apply. As a result, it is desirable for church employees to discuss this issue with the church leadership to avoid any potential misunderstandings.
Section 201(b), quoted above, allows an employer and employee to agree in a signed, written instrument that copyright ownership in works created by the employee within the scope of employment does not belong to the employer. This should be a matter for consideration by any church having a minister or other staff member who creates literary or musical works during office hours, on church premises, using church staff and church equipment (e.g., computers, printers, paper, library, secretaries). The services of an attorney will be needed to draft an appropriate instrument, assuming that the church desires to divest itself of copyright ownership in a particular work made for hire. An attorney also will be able to explain the potential tax ramifications of such an instrument, which may include jeopardy to the church’s tax-exempt status and the possible application of intermediate sanctions to the employee and members of the church board.
vRecommended Resources.For more detailed information about works made for hire,
see Richard Hammar’s Church Guide to Copyright Law(available on YourChurchResources.com).
11. qualified ttuition reductions (“qtr”). Many churches operate elementary or secondary schools, and charge reduced tuition to certain school employees. For example, assume that a church operates an elementary school, charges annual tuition of $4,000, but only charges tuition of $500 for the children of school employees and charges no tuition at all for the child of Pastor Eric (the church’s senior minister and president of the school). Such “tuition reductions” are perfectly appropriate. Further, section 117(d) of the federal tax code specifies that they will not necessarily result in taxable income to the school employees. In other words, the church or school may not need to report the tuition reductions as taxable income.
However, section 117(d) also provides that “highly compensated employees” cannot exclude qualified tuition reductions from their income unless the same benefit is available on substantially similar terms to other employees. The term “highly compensated employee” is defined to include any employee who was paid compensation for the previous year in excess of a specified amount. For 2011 the amount was $110,000. The amounts for 2012 and 2013 were not available at the time of publication of this text.
If in the example cited above Pastor Eric is a highly compensated employee then the church would have to include $4,000 (the entire amount of the tuition reduction) in Pastor Eric’s reportable income since he is a highly compensated employee and the benefit available to him is not available on substantially similar terms to other employees. However, this will not affect other school employees who are not “highly compensated.” They will be able to exclude tuition reductions from their income.
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>Key point< The IRS has ruled that tuition reductions are tax-free only for school employees, and so if a church operates a private school only employees who perform duties on behalf of the school qualify for this benefit. If the school offers tuition reductions to church employees who perform no duties for the school, these reductions are a taxable fringe benefit.
vRecommended Resources.For more detailed information about QTRs, see chapter 5,
section I.5, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
12. loans to Ministers. Churches often make loans to ministers to enable a minister to pay for housing or some other major purchase. In some cases the church charges no interest or a low rate far below the prevailing market rate of interest. These loans can create problems for a number of reasons. Consider the following:
n Many state nonprofit corporation laws prohibit loans to officers and directors. No church should consider making any loan (even at a reasonable rate of interest) to a minister who is an officer or director of the church without first confirming that such loans are permissible under state law.
n No-interest or low-interest loans to ministers may be viewed as “inurement” of the church’s income to a minister. As noted above, this can potentially jeopardize the church’s tax-exempt status.
n For loans of $10,000 or more (or for loans of lower amounts where an intent to avoid taxes exists), a church must value the benefit to a minister of receiving a no-interest or low-interest loan and add this amount to the minister’s reportable income. The point is this—even if loans to ministers are allowed under your state’s nonprofit corporation law, the church must recognize that no-interest and low-interest loans of $10,000 or more will result in income to a minister that must be valued and reported on the minister’s Form W-2 and Form 1040. Failure to do so could result in prohibited “inurement” of the church’s income to a private individual, jeopardizing the church’s tax-exempt status.
observation. Some ministers and lay employees never fully repay a loan made to them by their church. The forgiveness of debt ordinarily represents taxable income to the debtor. As a result, if a church makes a loan to a minister or other staff member and the debt is later forgiven by the church, taxable income is generated in the amount of the forgiven debt.
vRecommended Resources.For more detailed information about loans to ministers,
see chapter 4, section B.9, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
13. voluntary witHHolding. Ministers’ compensation is exempt from income tax withholding whether a minister reports income taxes as an employee or as self-employed. While it is true that the tax code requires every employer, including churches and religious organizations, to withhold federal income taxes from employee wages, there are some exceptions to this rule. one exception is wages paid for “services performed by a duly ordained, commissioned, or licensed minister of a church in the exercise of his ministry.” Therefore, a church need not withhold income taxes from the salary of a minister who is an employee for income tax reporting purposes. Further, since the withholding requirements only apply to the wages of employees, a church should not “withhold” taxes from the compensation of a minister (or any other worker, such as a part-time custodian) who reports his or her income taxes as a self-employed person.
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The IRS maintains that a church and a minister-employee may agree voluntarily that federal income taxes be withheld from the minister’s wages, but this is not required. Some ministers find voluntary withholding attractive since it eliminates the guesswork, quarterly reports, and penalties associated with the estimated tax procedure (which applies automatically if voluntary withholding is not elected). A minister-employee who elects to enter into a voluntary withholding arrangement with his or her church need only file a completed Form W-4 (employee’s withholding allowance certificate) with the church. The filing of this form is deemed to be a request for voluntary withholding. Voluntary withholding arrangements can be terminated unilaterally by either a minister or the church, or by mutual consent. Alternatively, a minister can stipulate that the voluntary withholding arrangement will terminate on a specified date. In such a case, the minister must give the church a signed statement setting forth the date on which the voluntary withholding is to terminate; the minister’s name and address; and a statement that he wishes to enter into a voluntary withholding arrangement with his or her employer. This statement must be attached to a completed Form W-4. The voluntary withholding arrangement will terminate automatically on the date specified.
But what about a minister’s self-employment taxes? Ministers who have not exempted themselves from Social Security coverage are required to pay the self-employment tax (Social Security tax for self-employed persons). Can a church “withhold” the self-employment tax from a minister-employee’s wages? The answer is yes. IRS Publication 517 (“Social Security and other Information for Members of the Clergy”) states that “if you perform your services as an employee of the church (under the common law rules), you may be able to enter into a voluntary withholding agreement with your employer, the church, to cover any income and self-employment tax that may be due.” A church whose minister has elected voluntary withholding (and who is not exempt from Social Security taxes) simply withholds an additional amount from each paycheck to cover the minister’s estimated self-employment tax liability for the year. The additional amount withheld to cover self-employment taxes must be reported (on the minister’s W-2 form and the church’s 941 forms) as additional income tax withheld, and not as “Social Security taxes” (or “FICA” taxes). The minister should amend his or her W-4 (withholding allowance certificate) by inserting on line 6 the additional amount of tax to be withheld. The excess income tax withheld is a credit against tax that the minister claims on his or her federal income tax return, and it in effect is applied against the minister’s self-employment tax liability. Further, it is considered to be a timely payment of the minister’s self-employment tax obligation, and so no penalties for late payment of the quarterly estimates will apply.
Recommendation. Churches should apprise ministers that they may enter into a voluntary withholding arrangement. For many ministers, such an arrangement will be preferable to the estimated tax procedure. This procedure requires ministers to estimate their income tax and self-employment tax liability for the year prior to April 15 and then to pay one-fourth of the total estimated tax liability on or by April 15, June 15, September I5, and the following January 15. These quarterly payments are accompanied by a “payment voucher” that is contained in IRS Form 1040-ES. Some ministers find the estimated tax procedure inconvenient and undesirable (it is often hard to budget for the quarterly payments).
vRecommended Resources.For more detailed information about voluntary withholding,
see chapter 1, section D, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
14. sPecial occasion gifts. It is common for ministers (and in some cases lay employees) to receive special occasion gifts during the course of the year. Examples include Christmas, birthday, and anniversary gifts. Churches and church employees often do not understand how to report these payments for federal tax purposes. The general rule is this—if the “gifts” are funded through members’ contributions to the church (i.e., the contributions are entered or recorded in the church’s books as cash received and the members are given charitable contribution credit) then the
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distribution to the recipient should be reported as taxable compensation and included on his or her W-2 and Form 1040. The same rule applies to special occasion “gifts” made to a minister or lay employee by the church out of the general fund. Members who contribute to special occasion offerings may be able to deduct their contributions if (l) the offering was authorized in advance by the church board; (2) the contributions are to the church and are entered or recorded in the church’s books as cash received; and (3) they are able to itemize deductions on Schedule A (Form 1040). Churches should be prepared to report such “gifts” to a minister or lay employee as taxable income on Form W-2. of course, members are free to make personal gifts to ministers and lay employees, such as a card at Christmas accompanied by a check or cash. Such payments may be tax-free gifts to the recipient (though they are not deductible by the donor). These same rules apply to other kinds of special occasion gifts as well.
It is common for churches to make generous retirement gifts to retiring ministers (and in some cases lay employees). Do these gifts represent taxable income to the recipient? To the extent that the recipient is an employee (or would be classified as an employee by the IRS), there is little doubt that the “gift” would constitute taxable income since section 102(c) of the tax code specifies that “any amount transferred by or for an employer to or for the benefit of an employee” is not excludable from taxable income by the employee as a gift, other than certain employee achievement awards and insignificant holiday gifts. This conclusion is reinforced by the narrow definition of the term gift. The Supreme Court has noted that “a gift... proceeds from a detached and disinterested generosity... out of affection, respect, admiration, charity, or like impulses.... The most critical consideration ... is the transferor’s intention.” Commissioner v. Duberstein, 363 U.S. 278, 285 (1960). The Court also observed that “it doubtless is the exceptional payment by an employer to an employee that amounts to a gift,” and that the church’s characterization of the distribution as a “gift” is “not determinative—there must be an objective inquiry as to whether what is called a gift amounts to it in reality.”
>Key point< Intermediate sanctions, discussed earlier in this chapter, may apply to a special occasion or retire-ment gift that results in unreasonable compensation to the recipient, or that is not reported as taxable income regardless of the amount involved. Church leaders must be sure to consider this possibility when considering such a gift.
vRecommended Resources.For more detailed information about special occasion gifts,
see chapter 4, section B.2, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
15. bargain sales. occasionally, a church will sell property to a staff member at a price that is below market value. To illustrate, some churches “sell” a parsonage to a retiring minister at a price well below the property’s fair market value. other churches may sell a car or other church-owned vehicle to a minister at a below-market price. The important consideration with such “bargain sales” is this—the “bargain” element (i.e., the difference between the sales price charged by the church and the property’s market value) must be reported as income to the minister on Form W-2. Churches should consider thoroughly the tax consequences of such sales before approving them.
vRecommended Resources.For more detailed information about bargain sales,
see chapter 4, section B.4, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
16. director iMMunity. Most states have adopted laws that provide uncompensated officers and directors of most charitable organizations (including churches) with limited immunity from legal liability. The federal Volunteer Protection Act provides similar protection as a matter of federal law. The immunity provided under state and federal law only applies to uncompensated officers and directors. What does this have to do with compensation planning?
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Simply this—churches should consider adopting an appropriate resolution clarifying that a minister’s annual compensation package is for ministerial duties rendered to the church, and is not for any duties on the church board. Like any other church officer or director, the minister serves without compensation. Such a provision, if adopted, might qualify the minister for protection under the legal immunity law. It is worth considering.
vRecommended Resources.For more detailed information about director immunity, see section 6-08
in Richard Hammar’s Pastor, Church & Law (4th ed. 2008, Christianity Today International)(available on YourChurchResources.com).
17. discretionary funds. It is a fairly common practice for a church to set aside a sum of money in a “discretionary fund” and give the senior minister the sole authority to distribute the money in the fund. In some cases, the minister has no instructions regarding permissible distributions. In other cases, the church establishes guidelines, but these often are oral and ambiguous. Many churches are unaware of the tax consequences of such arrangements. To the extent the minister has the authority to use any portion of the discretionary fund for his or her own personal use, then the entire fund must be reported as taxable income to the minister in the year it is funded. This is true even if the minister does not personally benefit from the fund. The mere fact that the minister could personally benefit from the fund is enough for the fund to constitute taxable income. The basis for this result is the “constructive receipt” rule, which is explained in the income tax regulations as follows:
Income although not actually reduced to a taxpayer’s possession is constructively received by him in the taxable year during which it is credited to his account, set apart for him, or otherwise made available so that he may draw upon it at any time, or so that he could have drawn upon it during the taxable year if notice of intention to withdraw had been given. However, income is not constructively received if the taxpayer’s control of its receipt is subject to substantial limitations or restrictions.
For a discretionary fund to constitute taxable income to a minister, the minister must have the authority to “draw upon it at any time” for his or her own personal use. This means that the fund was established without any express prohibition against personal distributions. on the other hand, if a discretionary fund is set up by a board resolution that absolutely prohibits any distribution of the fund for the minister’s personal use, then the constructive receipt rule is avoided. In the words of the regulation, “income is not constructively received if the taxpayer’s control of its receipt is subject to substantial limitations or restrictions.” Accordingly, in order to avoid the reporting of the entire discretionary fund as taxable income to the minister, it is essential that the fund be established by means of a board or congregational resolution that absolutely prohibits any use of the fund by the minister for personal purposes. Further, the resolution should specify that the fund may be distributed by the minister only for needs or projects that are consistent with the church’s exempt purposes (as set forth in the church’s charter). For accountability purposes, a member of the church board should review all distributions from the discretionary fund to be sure that these requirements are met.
vRecommended Resources.For more detailed information about discretionary funds,
see chapter 4, section B.I 3, in Richard Hammar’s B.I 3, in the Church & Clergy Tax Guide(available on YourChurchResources.com).
18. severance Pay. Many churches have entered into severance pay arrangements with a pastor or other staff member. Such arrangements can occur when a pastor or staff member is dismissed, retires, or voluntarily resigns.
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Church treasurers must determine whether severance pay is taxable so that it can be properly reported (on a W-2 and the church’s 941 forms). Also, taxes must be withheld from severance pay that is paid to nonminister employees (and ministers who have elected voluntary withholding). Failure to properly report severance pay can result in substantial penalties for both a church and the recipient.
In most cases severance pay represents taxable income to the recipient. There is one exception that will apply in some cases. The tax code excludes from taxable income “the amount of any damages received (whether by suit or agreement and whether as lump sums or as periodic payments) on account of personal injuries or sickness.” According to this provision, severance pay that is intended to settle personal injury claims may be nontaxable. The term “personal injuries” is defined broadly by the IRS and the courts, and in some cases includes potential or threatened lawsuits based on discrimination and harassment.
>Key point< The Tax Court has noted that “payments for terminating and canceling employment contracts are not payments for personal injuries.”
>Key point< The tax code specifies that the term “personal injury” does not include emotional distress.Here are some factors to consider (based on actual cases) in deciding whether a severance payment made to a former
employee represents taxable compensation or nontaxable damages in settlement of a personal injury claim:
(1) An amount paid to a former employee “to reward her for her past services and to make her severance as amicable as possible” is taxable compensation.
(2) An amount paid to a former employee under a severance agreement that contains no reference to a specific discrimination or other personal injury claim is taxable compensation.
(3) If an employer pays a former employee severance pay, and reports the severance pay on a Form W-2 this is strong evidence that the amount represents taxable compensation.
(4) If an employer continues one or more employee benefits (such as health insurance) as part of a severance agreement, this suggests that any amount payable under the agreement represents taxable compensation.
(5) If an employer withholds taxes from amounts paid under a severance agreement, this “is a significant factor” in classifying the payments as taxable income. of course, this factor will not be relevant in the case of ministers whose wages are not subject to withholding (unless they elect voluntary withholding).
(6) Referring to a payment as “severance pay” indicates that it is taxable compensation rather than nontaxable damages in settlement of a personal injury claim.
(7) Severance pay based on a former employee’s salary (such as one year’s salary) is more likely to be viewed as taxable compensation rather than nontaxable damages in settlement of a personal injury claim.
(8) To be nontaxable, severance pay must represent “damages” received in settlement of a personal injury claim. The IRS has noted that this language requires more than a settlement agreement in which a former employee “waives” any discrimination or other personal injury claims he or she may have against an employer. If the employee “never filed a lawsuit or any other type of claim against [the employer] ... the payment cannot be characterized as damages for personal injuries” since “there is no indication that personal injuries actually exist.”
>Key point< Section 409A of the tax code imposes strict requirements on most nonqualified deferred compensation plans (NQDPs). In 2007 the IRS published final regulations interpreting section 409A. The final regulations define an NQDP broadly, to include any plan that provides for the deferral of compensation. This definition is broad enough to include severance agreements and many other kinds of church compensation arrangements. Any church or other organization that is considering a severance agreement with a current employee (or any other arrangement that defers compensation to a future year) should contact an attorney to have the arrangement reviewed to
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ensure compliance with both section 409A and the final regulations. Such a review will protect against the substantial penalties the IRS can assess for noncompliance. It also will help clarify whether a deferred compensation arrangement is a viable option in light of the limitations imposed by section 409A and the final regulations.
vRecommended Resources.For more detailed information about severance pay, see chapter 4,section B.17, in Richard Hammar’s Church & Clergy Tax Guide
(available on YourChurchResources.com).
19. incoMe “sPlitting.” Some ministers have attempted to “split” their church income with their spouse. This often is done to qualify the spouse for Social Security or other benefits or to avoid the Social Security “annual earnings test” (which reduces Social Security benefits to retired employees who are under “full retirement age” who earn more than an amount prescribed by law). For income splitting arrangements to work, the courts have required proof that the spouse is in fact an employee of the church. This means that the spouse performs meaningful services on behalf of the church. The courts have pointed to a number of factors indicating that a spouse is not an employee:
(1) The spouse did not receive a paycheck.
(2) The spouse was not employed elsewhere.
(3) The spouse’s “compensation” was designed to provide a tax benefit (such as an IRA contribution), and lacked any economic reality.
(4) Neither the church nor the minister documented any of the services the spouse performed.
(5) Neither the church nor the minister could explain how the spouse’s “salary” was determined.
(6) There was no employment contract between the church and the minister’s spouse.
(7) No taxes were withheld from the spouse’s “salary.”
(8) The spouse’s income was not reported on the church’s employment tax returns (Forms 941).
(9) There was no evidence that wages were actually paid to the spouse, or that any employment contract existed, or that the spouse was treated as an employee.
The courts generally have been skeptical of attempts by taxpayers to shift income to a spouse. The message is clear—ministers should not attempt to obtain tax benefits by shifting income to a spouse unless there is economic reality to the arrangement.
vRecommended Resources.For more detailed information about income “splitting,”
see chapter 4, section F, in Richard Hammar’s Church & Clergy Tax Guide(available on YourChurchResources.com).
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SaLary n avoid unreasonable compensationn avoid use of salary reductions that are not recognized by federal
tax law
HOUSING aLLOWaNCE n for ministers who own or rent their home, designate a portion of their compensation as a housing allowance prior to December 31 for the next year
n for ministers who live in a church-owned parsonage, designate a portion of their compensation as a parsonage allowance (if they will incur any housing expenses) prior to December 31 for the next year
EqUITy aLLOWaNCE n consider contributing to a tax-sheltered investment (such as a retirement fund) for ministers who live in church-owned parsonage, to compensate for their inability to accumulate equity
aCCOUNTabLE bUSINESSExPENSE REIMBuRSEMENTARRANGEMENT
n adopt an accountable business expense reimbursement arrangement by reimbursing only those business expenses that are adequately substantiated, and by requiring any excess reimbursements to be returned
TravEL ExpENSES Of A SPouSE
n reimburse a spouse’s travel expenses incurred in accompanying a minister or lay employee on a business trip if the spouse’s presence serves a legitimate business purpose and the expenses are duly substantiated (if these requirements are not met, then the church’s reimbursements represent taxable income to the minister or lay employee)
CHUrCH-OWNED vEHICLES n avoid allowing minister or lay employee unrestricted personal use of a church-owned car (such usage must be valued and reported as taxable income)
n consider adopting a policy limiting the use of the car to business purposes and requiring it to be kept on church property (this avoids most recordkeeping requirements and does not result in any income to the minister)
n an alternative is to limit use of the car to business purposes except for commuting to and from work (if the commuting is required for security reasons); each round trip commute represents $3 of reportable income
SELf-EmpLOymENT TaxpaID by CHUrCH
n all ministers are self-employed for Social Security purposes with respect to their church work; this means they pay the self-employment tax rather than FICA taxes
n some churches pay a portion of a minister’s self-employment tax (as they pay a portion of a nonminister employee’s FICA taxes), such payments represent taxable income
n nonminister employees of churches that waived payment of FICA taxes by filing a timely Form 8274 are treated as self-employed for Social Security purposes—churches may want to pay a portion of the self-employment taxes owed by these workers if they do so for ministers
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INSuRANCE n consider paying health insurance premiums for ministers and lay employees (a tax-free fringe benefit for employees)
n consider paying premiums for up to $50,000 of group term life insurance (a tax-free fringe benefit for employees)
RETIREMENT ACCouNTS n consider contributing toward a tax-sheltered retirement plan
WoRkS MADE FoR HIRE n urge staff members not to write books and articles in the scope of their employment
qUaLIfIED TUITION REDuCTIoNS
n consider tuition discounts for ministers and lay employees whose children attend church-operated schools or preschools (they may be a tax-free fringe benefit)
SpECIaL OCCaSION GIFTS
n special occasion gifts to ministers and lay employees that are processed through the church’s books, and for which contribution credit is given to donors, are taxable income to the minister or lay employee
DISCrETIONary fUNDS n avoid them unless (1) the minister cannot use the fund for his or her own personal use, (2) the fund may be distributed only for purposes consistent with the church’s exempt purposes, and (3) a board member reviews all distributions to ensure compliance with these limits
LOaNS TO mINISTErS n avoid making any low or no interest loan to ministersn avoid making any loan to ministers at market rates unless
permitted by state nonprofit corporation law
vOLUNTary WITHHOLDING
n ministers and lay workers who report their income taxes as employees should consider entering into a voluntary withholding arrangement with the church (can avoid the quarterly estimated tax procedure); be sure to provide for the withholding of self-employment taxes too, but classify these extra withholdings as additional income taxes
barGaIN SaLES n any property sold to a minister or lay employee at less than fair market value will result in taxable income (the amount by which the fair market value exceeds the sales price)
DIrECTOr ImmUNITy n consider adopting a board resolution certifying that all church board members, including the senior minister, serve without compensation (this may qualify the minister for the limited immunity the law provides to uncompensated directors of nonprofit organizations)
SEvEraNCE pay n severance pay is perfectly appropriate, but be sure that it is reported as additional taxable income unless it represents payment on account of personal injuries or sickness
INCOmE “SpLITTING” n do not attempt to shift a portion of a minister’s compensation to his or her spouse for tax savings purposes, unless there is “economic reality” to the arrangement (the spouse performs services that otherwise would be compensated, and receives a reasonable rate of compensation)
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AppeNdiX
Regions by State pACiFiCAlaskaCaliforniaHawaiioregonWashington
mOUNTAiNArizonaColoradoIdahoMontanaNevadaNew MexicoUtahWyoming
WesT NORTh CeNTRALIowakansasMinnesotaMissouriNebraskaNorth DakotaSouth Dakota
WesT sOUTh CeNTRALArkansasLouisianaoklahomaTexas
eAsT NORTh CeNTRALIllinoisIndianaMichiganohioWisconsin
eAsT sOUTh CeNTRALAlabamakentuckyMississippiTennessee
middLe ATLANTiCNew JerseyNew YorkPennsylvania
NeW eNGLANdConnecticutMaineMassachusettsNew HampshireRhode IslandVermont
sOUTh ATLANTiCDelawareDistrict of ColumbiaFloridaGeorgiaMarylandNorth CarolinaSouth CarolinaVirginiaWest Virginia
A P P E N D I X
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$0
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
2001 2002 2003 2004 2005 2006 2007 2008 2009 2011
Ann
ual C
ompe
nsat
ion
Year
Ten Year Compensation Trend Full-Time Staff*
TeN YeAR COmpeNsATiON TReNdFOR FULL-Time ChURCh sTAFF*
*Limited historical data for Adult Ministry/Christian Education, Children’s/Preschool Pastor/Director, or Executive or Administrative Pastor. Data collection started in 2006/2007 for these positions.
**Averages for Pastor include data for both Senior and Solo Pastors for comparison purposes.
The above trend is made available for your reference only. In addition to looking at this overall data, please refer to the detailed tables using your church’s income, attendance, setting, region, and denomination as well as the person’s education, gender, and years employed for guidance in compensating this position.
Annu
al Co
mpe
nsat
ion
Year
$0
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
2001 2002 2003 2004 2005 2006 2007 2008 2009 2011
Ann
ual C
ompe
nsat
ion
Year
Ten Year Compensation Trend Full-Time Staff*
Senior/Solo Pastor**
Executive or Administrative Pastor
Associate Pastor/Minister
Adult Ministry/CE Pastor
Youth Pastor/Minister/Director
Children's/Preschool Pastor
Music Pastor/Minister/Director
Administrator
Bookkeeper/Accountant
Secretary/Administrative Assistant
Custodian/Maintenance