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COMPENSATION GUIDELINES
FOR LAY EMPLOYEES
MEN AND WOMEN RELIGIOUS
AND DIOCESAN PRIESTS
WORKING IN PARISHES
DEPARTMENT OF PERSONNEL SERVICES
2017-2018
2017-2018 COMPENSATION GUIDELINES FOR PARISH AND SCHOOL PERSONNEL
TABLE OF CONTENTS
INTRODUCTION................................................................................................................................................ 1 COMPENSATION GUIDELINES 2017-2018 .............................................................................................. 1 PASTORAL CENTER RESOURCES: ............................................................................................................ 3
COMPENSATION MISSION AND PRINCIPLES ..................................................................................................... 4 COMPENSATION MISSION ...................................................................................................................... 4 COMPENSATION PRINCIPLES - LAY EMPLOYEES ..................................................................................... 4 COMPENSATION PRINCIPLES - MEN AND WOMEN RELIGIOUS .............................................................. 5 PHILOSOPHY OF COMPENSATION FOR DIOCESAN PRIESTS.................................................................... 6
2017-2018 BENEFITS PACKAGE ......................................................................................................................... 7 BENEFITS ELIGIBILITY .............................................................................................................................. 7 SUMMARY OF BENEFITS ......................................................................................................................... 8
2017-2018 SALARY SCHEDULES FOR PARISH STAFF ......................................................................................... 12 PASTORAL ASSOCIATES ........................................................................................................................ 12 DIRECTORS OF RELIGIOUS EDUCATION, DIRECTORS OF ADULT FAITH FORMATION, AND DIRECTORS OF
YOUTH MINISTRY .................................................................................................................................. 13 COORDINATORS OF YOUTH MINISTERS AND COORDINATORS OF RELIGIOUS EDUCATION ................. 14 PASTORAL MINISTERS .......................................................................................................................... 15 DIRECTORS OF MUSIC MINISTRY .......................................................................................................... 16 PARISH BUSINESS MANAGERS .............................................................................................................. 17 EMPLOYMENT OF MINORS UNDER THE ILLINOIS CHILD LABOR LAW ................................................... 19 ADDITIONAL COMPENSATION AND BENEFITS NOTES .......................................................................... 20
SCHOOL PERSONNEL SALARY SCHEDULE ......................................................................................................... 21 2017 - 2018 ELEMENTARY SCHOOL PRINCIPALS: LAY .................................................................................... 21 2017 - 2018 ELEMENTARY SCHOOL PRINCIPALS ........................................................................................... 22 MEN AND WOMEN RELIGIOUS .................................................................................................................... 22 ELEMENTARY SCHOOL TEACHERS: LAY CERTIFIED – LANE I ............................................................................... 24 ELEMENTARY SCHOOL TEACHERS: MEN AND WOMEN RELIGIOUS ..................................................................... 25
CLERGY SALARY AND BENEFITS ...................................................................................................................... 26 2017-2018 SALARY SCHEDULE FOR DIOCESAN PRIESTS IN PARISHES .................................................. 26 2017-2018 BENEFIT SCHEDULE - DIOCESAN PRIESTS IN PARISHES ....................................................... 28 NOTES ON RELIGIOUS PRIEST’S COMPENSATION ................................................................................. 30 2017-2018 BENEFIT SCHEDULE - RELIGIOUS PRIESTS IN PARISHES ...................................................... 31 SUPPLY SERVICES FOR DIOCESAN PRIESTS, RELIGIOUS PRIESTS AND DEACONS .................................. 33 2017-2018 SALARY SCHEDULE FOR EXTERN PRIESTS SERVING AS ASSOCIATE PASTORS ..................... 34 2017-2018 COMPENSATION AND BENEFITS FOR RESIDENT EXTERN PRIESTS ...................................... 36
INTRODUCTION COMPENSATION GUIDELINES 2017-2018
The Compensation Guidelines Book is provided in its entirety online at http://hr.archchicago.org. Under the “Administrators” tab at the top, click on “Administrators Home.” You will need a password to open the book. “archdiocese1” is the password needed to access the document. We are providing the password to anyone who normally receives a copy of the book but we do not want the information to be available to anyone who might be surfing the web as this is for internal use only. 1. COMPENSATION GUIDELINES (includes schedules for three groups):
a. The salary schedules for Archdiocesan priests and Religious priests working in parishes have been adjusted for fiscal year 2017-2018.
b. The salary schedules for Principals and Teachers have been adjusted to reflect an average increase of 3%.
c. Salary budgets for all other parish and school staff should not increase by more than 3%. Individual salary adjustments are determined in late spring based on performance appraisals and equity issues. While the guideline is 3%, pastors have discretion on the amount and percentage of increases provided to staff within this guideline.
2. PERFORMANCE REVIEWS
Pastors and administrators are asked to review the performance of all parish personnel using performance review instruments. These instruments are provided on the Archdiocesan Website at www.archchicago.org. Click on Departments, then Ministerial Evaluation. Go to Resources then click on Resources for Performance Management with Parish Personnel.
3. JOB ANALYSIS/COMPENSATION WORK SHEETS
The Job Analysis Worksheets for Pastoral Associates, Directors of Religious Education, Coordinators of Religious Education, Youth Ministers, Ministers of Care Coordinators and Directors of Music Ministry can be found on the Archdiocesan Website www.archchicago.org. Click on Departments, then Ministerial Evaluation. Links to the Job Analysis Work Sheets are at this page; click on the analysis sheets that you need. (If you are reading the electronic version of the booklet, CLICK HERE to go directly to this page.) These worksheets are especially helpful at the time of a new hire for a position or if there has been significant change in a person’s job description and their position should be reclassified.
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4. BENEFITS REMINDERS – Church and School Personnel
a. The pension program for benefits eligible men and women religious includes 7.65% of salary for Social Security. This amount is payable to the religious congregation on a semi-annual basis. In addition, there is a payment of $2,400 per year for the pension payable to the religious congregation.
b. As outlined in the Summary of Benefits pages, the Professional Growth Allowance is $1,200 for parish ministerial personnel, principals, and teachers. The allowance is to be paid directly to the institution or organization sponsoring the professional growth activity or selling the professional growth materials, or the money may be reimbursed to the staff member upon presentation of receipts for those activities or purchases. This money may not be added to salary checks nor may unspent money be paid to the staff member at the end of the year.
This allowance is intended to be used for retreats, education, books, workshops, or other activities and resources which contributed to the professional development of the individual and is approved by the pastor or principal. The professional growth allowance must be offered in the full amount. For example, we cannot say to staff members that we are only offering a portion of the professional development money this year. Not to offer stated benefits in full to all eligible staff leaves the parish and the Archdiocese open to charges of discrimination. Of course, staff members are not obligated to use all for their professional growth allowance so the budgeted amount may not be completely used. Deductions from an individual teacher’s professional growth allowance may not be made for payment to substitute teachers during the teacher’s absence.
c. Room and board for religious priests working in parishes but living in an ecclesiastical residence other than the parish rectory may be reimbursed at the rate of $7,800 per year payable at the rate of $650 per month.
5. PAYROLL REMINDER
Payroll for all clergy, religious and lay staff must be processed through the Archdiocesan standard payroll system. All priests holding an appointment as Pastor, Associate Pastor, or Administrator must be paid on parish payroll. Benefits as described herein, including pension payments, may only be provided to those who are paid on payroll. In cases where services are provided by a Religious community, not by a specific person, and the community is paid directly, the members of the Religious community are not considered employees, and are not eligible for any benefits.
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PASTORAL CENTER RESOURCES: Specific questions/concerns can be directed to the following individuals:
Directors of Vicariate Operations
Name Expertise Phone Email
Dcn. Dennis Robak DVO-Vicariate I 847 549-0165 [email protected]
DVO-Vicariate II 312 534-5322
DVO-Vicariate III 312 534-5322
Livier Salazar DVO-Vicariate IV 708 329-4050 [email protected]
Theresa Lang DVO-Vicariate V 312 534-5318 [email protected]
Dcn. Jim Norman DVO-Vicariate VI 312 534-3328 [email protected]
Compensation and Benefits
Name Expertise Phone Email
Alex Becker Archdiocesan Priests Benefits 708 449-8026 [email protected]
Chris Cannova Priests, Lay Compensation 312 534-8349 [email protected]
Sr. Margaret Farley Teacher/Principal Comp. 312 534-5257 [email protected]
Dcn. Mel Stasinski Lay Benefits 312 534-5386 [email protected]
Human Resources
Name Expertise Phone Email
Fred Van Den Hende Human Resources 312 534-5386 [email protected]
Kim O’Donoghue Field Rep Vicariates I, II 312 534-2021 [email protected]
Erika Gallardo Field Rep Vicariates III, IV 312 534-2017 [email protected]
Diana York Field Rep Vicariates V, VI 312 534-8369 [email protected]
Women and Men Religious
Name Expertise Phone Email
Sr. Joan McGlinchey Vicar for Religious 312 534-8360 [email protected]
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ARCHDIOCESE OF CHICAGO COMPENSATION MISSION AND PRINCIPLES
COMPENSATION MISSION
The Archdiocese of Chicago, in accordance with the Gospel Message, the social teachings of the Church as confirmed by canon law, and statements of the American Bishops, espouses the concept of just, fair, and responsible compensation for all staff. ******************** A financial salary is the primary exchange an employee usually receives for services rendered. Benefits have also become part of the compensation package that organizations extend to employees. ********************
COMPENSATION PRINCIPLES - LAY EMPLOYEES Compensation for all lay employees within the Archdiocese of Chicago will enable them to provide for the needs of their own lives and those of their families. Compensation schedules will be based on internal equity between jobs determined by objective factors such as preparation and training for the position, responsibility, seniority, and accountability. Compensation represents both tangible and intangible aspects. The Archdiocese recognizes all benefits, working conditions, work site environment, and direct pay as important elements of the total compensation of employees. External equity is an important factor in the organization's ability to recruit and retain personnel. Performance is appraised and excellence encouraged and rewarded appropriately throughout the organization. Compensation is based on the financial ability of the Archdiocese of Chicago to pay its staff a just wage.
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COMPENSATION PRINCIPLES - MEN AND WOMEN RELIGIOUS Remuneration for men and women religious working within the agencies, parishes, and schools owned and operated by the Archdiocese of Chicago, is rendered to each religious congregation, in recognition of the service individual members provide the Archdiocese. Remuneration enables the religious congregation to provide for the individual needs of its members and the community. Remuneration is based on the concept of a living wage, determined by factors such as position responsibilities, education required, experience, positive performance and internal equity with comparable positions held by laypersons Consultation with representatives of Religious Congregations, LCWR, CMSM, Pastors and religious working for the Archdiocese of Chicago will be a part of the compensation system, integral to the process for determining the compensation program. Performance is appraised and excellence encouraged and rewarded. Compensation for services is based on the financial ability of the Archdiocese of Chicago to pay its members a just wage.
NOTES ON THE COMPENSATION PACKAGE FOR MEN AND WOMEN RELIGIOUS
The Archdiocese of Chicago has phased out in-kind benefits. In instances where housing is provided to religious, it is recommended that pastors and religious agree on a fair charge that will be deducted from monthly checks. The Archdiocese of Chicago had originally developed its compensation package in accordance with the Tri-Conference Retirement Project: Compensation Program. All religious employed by the parishes, agencies, and institutions of the Archdiocese will be compensated according to the compressed scale model. In this model, religious receive compensation according to a scale analogous to that for lay persons but developed for religious. This scale is ordinarily 80% of the lay salary schedule. Men and Women religious are paid through the IOI payroll system used by the Archdiocese. The paychecks are individual checks issued under the individual’s social security number, not the tax identification number of the congregation. Maintaining such records is required for compliance with US immigration law, the Annual USCCB Audit per the Charter for the Protection of Children and Young People, and for accurate benefit administration. The check may also have the name of the religious order or congregation. The use of individual checks with a social security number does not make the person liable for payroll as social security taxes. Most religious arrange for direct deposit into the congregation’s bank account.
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PHILOSOPHY OF COMPENSATION FOR DIOCESAN PRIESTS A financial salary is the primary exchange a staff member usually receives for services rendered. Benefits have also become part of the compensation package that organizations extend to staff. Compensation for diocesan priests is called remuneration. (C282) Traditionally, the remuneration package for diocesan priests includes a predetermined level of salary and benefits. In-kind benefits are also offered. These benefits are comprised of housing, board, domestic services, and the like. Mass offerings are those offerings given by the faithful for the application of a mass intention. Remuneration consists in the total value of all of these elements combined. The purpose of remuneration for diocesan priests is distinct from that offered to other persons engaged in the ministry of the local church. For diocesan priests, remuneration is for their own direct support, and for the fulfillment of all duties of their state in life. Remuneration that extends beyond such decent support is intended to be used for the good of the Church and for the works of charity. (C282) Remuneration is given to priests who dedicate themselves to the ecclesiastical ministry. (C281) The criteria used by the Archdiocese of Chicago in determining the level of the total remuneration for priests are as follows:
1. Remuneration is consistent with the condition and office of priests, that is, it respects the need to witness to the spirit of simplicity and generosity called for in the gospels.
2. Remuneration is in accord with the nature of the responsibilities exercised. Variations in remuneration are based upon these responsibilities, and upon the degree of experience brought to the position.
3. Remuneration is set within the conditions of time and place; that is, it is determined after an examination of the needs of the local Church, the resources available, and with regard to other related compensation policies and practices.
4. Remuneration should enable priests to provide for their basic needs as well as help them acquire those skills and services that will enhance their ministerial service.
5. Remuneration should also provide priests the opportunity to save for their retirement as well as the means to seek the social assistance necessary due to illness and disability.
Salary, benefits, and Mass offerings are offered directly to the individual priests. These elements of the remuneration package are determined annually by diocesan policy. In a general way, in-kind benefits are also determined by diocesan policy, although the value may vary locally. Due to the very nature and purpose of remuneration as described by the Code of Canon Law, priests exercise a high degree of stewardship over their material possessions. This includes adequate planning for the future contingencies of retirement and/or disability.
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2017-2018 BENEFITS PACKAGE The benefits listed below are provided to eligible staff at Parishes and Schools. Benefits for Archdiocesan priests and Diocesan Extern priests are described in separate sections of this guide. Detailed explanations of employee benefits are provided in the annual Benefits Summaries found on the Human Resources website at http://hr.archchicago.org.
All benefit eligible Religious and Lay staff, and all Archdiocesan Priests may access information on their benefit enrollment and all benefit options at the online benefit portal at https://www.myenroll.com. For more information, contact the Benefits Manager. The summaries are updated annually prior to annual benefit enrollment in April-May for the plan year beginning July 1. The Summary booklets are provided for the particular benefits offered to Archdiocesan Priests, Women and Men Religious and Extern Priests, and Lay Employees.
Information on the following benefit plans is included in the Benefits Summary:
• Health Insurance • Dental Insurance • Paid Time Off • Additional Benefits, including Professional Growth Allowance, Retreat, Allowances on
Graves and Crypts, and statutorily required benefits.
The Plan Year for Health and Dental insurance coincides with the fiscal year, running from July 1 to June 30. Benefits open enrollment occurs each spring, generally in May. The premium rates paid by employees are subject to change effective July 1, the beginning of each Fiscal Year. The following information is provided as an overview of the benefit plans offered by the Archdiocese of Chicago. In the event of any discrepancies between this guide and the respective plan’s legal documents, the legal documents will govern. Any of the benefit plans offered by the Archdiocese of Chicago may be amended, revoked, suspended or terminated at the Archdiocese’s sole discretion at any time. In addition, neither this guide nor an employee’s participation in the benefit plans creates a contract or guarantee of employment.
BENEFITS ELIGIBILITY
Employees who are regularly scheduled to work a minimum of 26 hours per week, for eight or more months of the year are eligible for benefits. If an employee works for more than one parish or school, and the combined hours equal at least 26 hours per week for eight or more months of the year, she/he will be eligible for all employee benefits, the cost of which are to be prorated among the parishes for which she/he works. With the exception of employee deferral to the 403(b), enrollment in the benefit plans is effective on the first of the month following completion of one full calendar month of service.
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SUMMARY OF BENEFITS
For Lay, Religious and Externs working in Schools and Parish Positions HEALTH INSURANCE: (All employees)
Individual and dependent health coverage options are offered. Staff must make their enrollment selection during their period of initial eligibility or during open enrollment. The cost of the monthly premium for health coverage is primarily funded by the parish, school or agency and requires a premium co-pay on the part of the employee.
The current employee co-pay is approximately 13% of the full premium for single coverage and 30% of the full premium for family coverage. Please see the Human Resources website (http://hr.archchicago.org) for cost and coverage details.
DENTAL INSURANCE: (All employees)
Dental benefits are available for single or family coverage through either a PPO dental insurance plan or a dental HMO. Enrollment is optional, and all premiums for single and family coverage are paid by the employee.
BASIC LIFE INSURANCE: (Lay employees only)
Life insurance benefit of one-times annual salary, rounded to the next highest thousand is provided to lay employees at no cost. The value of the insurance benefit exceeding $50,000 is taxable per IRS guidelines.
SUPPLEMENTAL LIFE INSURANCE: (Lay employees only)
Lay employees have the option to purchase additional life insurance benefits at their own expense. Optional life insurance benefits may be purchased in amounts from one-times to four-times annual salary, subject to conditions and limitations of the plan.
LONG TERM DISABILITY: (Lay employees only)
Lay employees are enrolled in the Long-Term Disability benefit at no cost. After a 180-day elimination period, this benefit provides 662/3% of the employee’s monthly base salary subject to conditions and limitations of the plan. This benefit is coordinated with any Social Security disability benefit that may also be payable.
SHORT TERM DISABILITY: (Lay employees only) SHORT TERM DISABILITY (Continued)
Full-time and part-time benefit eligible employees with an annualized salary of at least $15,000 are eligible to participate in the Short Term Disability plan. In the event of medical disability, the plan provides a weekly benefit in the amount selected by the employee for a period of 22 weeks following a 30-day elimination period.
Eligible employees may elect an amount of weekly benefit, in increments of $25 from a minimum of $100 to a maximum of $1,250 per week, up to 60% of covered earnings.
NOTE: The Short Term Disability plan includes an exclusion on Pre-Existing Conditions.
A pre-existing condition means any sickness or injury for which you were
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diagnosed or treated by a legally qualified physician with consultation, advice or treatment occurring during the three (3) months immediately prior to your effective date of insurance. Benefits will not be paid for a Disability caused by or resulting from a Pre-existing Condition unless you have been actively at work for one (1) full day following the end of twelve (12) consecutive months from the date you became insured.
Applications for enrollment after initial eligibility (at time of hire in a benefit eligible position) require a completed Evidence of Insurability and are subject to approval of the benefit provider.
RETIREMENT PLAN: (Lay employees only) Share Plan Contribution
All full-time and benefits eligible part-time lay employees are eligible to participate in the 403(b) defined contribution pension plan with an employer match of 50% on the first 4% of their annual salary they contribute to the plan.
New employees are eligible to participate in the 403(b) plan from their date of hire. However, they will be automatically enrolled in the 403(b) plan at a 3% contribution level after their first month of employment unless they either choose to participate sooner, or they notify Prudential of their decision to opt out. (For details regarding auto enrollment in the 403(b) plan, contact Human Resources at (312) 534-5314.
Non-benefits eligible part-time employees are also eligible to participate in the 403(b) plan, but are NOT eligible for employer matching contributions.
Employee contributions to the 403(b) plan are not taxed for state or federal income taxes, but are taxed for Social Security and Medicare.
The Archdiocese will make an additional employer-funded contribution each calendar quarter to the 403(b) account of all full-time and benefit eligible part-time employees. The Share Plan contribution is based on a percentage of the employee’s gross compensation. Employees hired on or before June 30, 2007 receive an age-weighted percentage contribution; employees hired on or after July 1, 2007 receive a flat percentage determined annually, regardless of age. The annual Benefits Summary includes a table listing the contribution percentages by age.
PENSION CONTRIBUTION: (Women and Men Religious)
A $2,400 allocation to the religious congregation's pension plan is made annually. This benefit is sent directly to the religious congregation.
SOCIAL SECURITY: (Women and Men Religious)
The pension program for women and men religious includes 7.65% of salary for Social Security. This amount is payable to the religious congregation on a semi-annual basis and is in addition to the $2,400 pension payment.
CAFETERIA PLAN: (Pre-Tax Deductions for Health, Dental - Lay employees only)
Lay employees who elect to participate in a health or dental option requiring a deduction from payroll for premium expenses will have those deductions taken on a pre-tax basis. This means that the employee's income would be reduced by the amount of premiums deducted from his/her pay before taxes are calculated.
Employees who have health or dental premium deductions will automatically have such deductions taken on a pre-tax basis unless they
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complete and submit a Cafeteria Plan Waiver form available from their local administrator.
FLEXIBLE SPENDING ACCOUNT: (Lay employees only)
The Flexible Spending Account (FSA) benefit plan allows employees to use tax-free earnings to cover the cost of certain out-of-pocket health care and dependent care expenses. During Open Enrollment, the employee determines an amount to be set aside via payroll deductions. As eligible expenses are incurred, the employee receives tax-free reimbursements from the FSA. Since the money is not taxed, employees realize a tax savings on each paycheck. The plan year follows the fiscal year, running from July 1st to June 30th. Eligible expenses must be incurred during the plan year, and all requests for reimbursement must be submitted by September 30 following the close of the plan year. Under the “use it or lose it” rules, unused funds remaining in the account after September 30 are forfeited. The Archdiocese offers two types of Flexible Spending Accounts:
Health Care FSA This account covers medical, dental, vision care and other qualified costs. Eligible costs include plan deductibles, co-insurance, co-payments and expenses that insurance may not cover such as orthodontia. Dependent Care FSA This account covers expenses you incur for dependent care while you are at work. Eligible expenses include daycare, nursery school and day camp for children, as well as services for older dependents that cannot care for themselves, if you claim them as a dependent for tax purposes.
SICK DAYS: (All employees)
Employees are eligible for 10 paid sick days per year. Unused days may be accumulated up to 120 days total. Unused days are not compensable upon termination of employment, except as described in the Employee Handbook for termination due to health reasons. Principals are eligible for 12 paid sick days per year. Two of the days each year may be used as Personal Days. Unused days may be accumulated up to 120 days total. Unused days are not compensable upon termination of employment, except as described in the Employee Handbook for termination due to health reasons.
PERSONAL DAYS: (Lay and Religious Teachers and other school staff following the school year schedule)
Employees are entitled to two days of personal business leave with pay each year. These days shall be subtracted from days of sick leave.
PERSONAL DAYS: (Lay and Religious staff whose schedule is year-round)
Employees are eligible for two additional days off with pay, which can be used for any reason. Personal days may not be accumulated, and are not compensable upon termination of employment.
HOLIDAYS: (All employees)
Paid holidays are provided in accordance with the local schedule.
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VACATION: (Lay and Religious Teachers and other school staff following the school year schedule)
Vacation for school employees are incorporated into the school calendar. This includes time off with pay during the Christmas season and time off with pay during either the Easter Season or Spring Break. School employees include teachers, teacher aides, librarians and other employees who work the academic year
VACATION: (Lay and Religious staff whose schedule is year-round)
Principals are contracted to work the full year from July 1 to June 30, and are eligible for three weeks paid vacation after one year, four weeks after five years of service. All non-school, non-exempt employees of the Archdiocese are entitled to 2 weeks paid vacation after one year of eligible service, 3 weeks after 5 years and 4 weeks after 15 years. Exempt non-school employees are entitled to 3 weeks paid vacation after one year of eligible service and 4 weeks after 5 years. Vacation benefits must be used in the year for which they are allocated. However, with supervisory approval, vacation benefits remaining unused at the end of the benefit year (either 12/31 or 6/30, depending on local custom) may be carried over to the next benefit year. In such case, the employee must use the vacation carry-over within the first three months of the new plan year or those vacation days will be forfeited.
PROFESSIONAL GROWTH: (Lay and Religious principals, teachers, and parish ministers)
A $1,200 allowance per year is available for professional growth. This is intended to be used for programs selected by the employee and approved by her/his supervisor. It is not intended to pay for programs required by the employer. For additional information, please see page 2 of this guide.
RETREAT: (All Religious employees, Lay principals and parish ministers)
Up to one week off with pay per year for a structured religious retreat is provided. The cost of the retreat may be paid from the Professional Growth Allowance.
PROFESSIONAL LIABILITY: (All employees)
The Archdiocese of Chicago provides professional liability insurance coverage for its employees while they are acting within the course and scope of their employment with a participating parish or agency.
STATUTORY BENEFITS: (All employees)
Illinois Unemployment Compensation and Workers’ Compensation Insurance are provided. Wages of Lay employees are subject to Social Security and Medicare tax withholding.
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2017-2018 SALARY SCHEDULES FOR PARISH STAFF
PASTORAL ASSOCIATES REVISED AND UPDATED STRUCTURES WILL BE FORTHCOMING
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2017-2018 SALARY SCHEDULE
DIRECTORS OF RELIGIOUS EDUCATION, DIRECTORS OF ADULT FAITH FORMATION, AND DIRECTORS OF YOUTH MINISTRY
REVISED AND UPDATED STRUCTURES WILL BE FORTHCOMING
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2017-2018 SALARY SCHEDULE
COORDINATORS OF YOUTH MINISTERS AND COORDINATORS OF RELIGIOUS EDUCATION REVISED AND UPDATED STRUCTURES WILL BE FORTHCOMING
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2017-2018 SALARY SCHEDULE
PASTORAL MINISTERS REVISED AND UPDATED STRUCTURES WILL BE FORTHCOMING
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2017-2018 SALARY SCHEDULE
DIRECTORS OF MUSIC MINISTRY REVISED AND UPDATE STRUCTURES WILL BE FORTHCOMING FOR INFORMATION ON COMPENSATION AND RELATED EMPLOYMENT ISSUES FOR MUSIC MINISTERS, PLEASE SEE THE FOLLOWING LINK: MUSIC MINISTER LETTER APRIL 2012
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PARISH BUSINESS MANAGERS
Job Descriptions and salary structures for Parish Business Managers will be forthcoming.
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ILLINOIS MINIMUM WAGE REQUIREMENTS (Pursuant to Public Act 94-1072)
Effective July 1, 2010, the minimum wage in the State of Illinois is $8.25 per hour. Youths under age 18 may be paid at $0.50 below this rate, or $7.75 per hour. All Non-Exempt positions must be compensated according to these minimum rates of pay. The position classification as Exempt (salaried) or Non-Exempt (hourly) is based on the job description. Guidelines for determining exempt or non-exempt status are established by Federal law, under the Fair Labor Standards Act. With few exceptions, to be classified as exempt, an employee must be paid at least $455 per week or $23,600 annually, must be compensated on a salaried (not hourly) basis, and must perform exempt job duties. Exceptions include teachers, Pastors, and Associate Pastors.
CITY OF CHICAGO MINIMUM WAGE REQUIREMENTS
Effective July 2015, a minimum wage rate for employees working within the geographic boundaries of the City was established. The ordinance requires that substantially all staff* be paid the greater of 1) the Federal minimum wage; 2) the State minimum wage; or 3) the wage level established by the ordinance. The minimum wage under the ordinance began at $10.00 per hour effective July 1, 2015, and increases in steps annually through 2019, as follows: July 1, 2017 – $11.00 per hour July 1, 2018 – $12.00 per hour July 1, 2019 – $13.00 per hour Effective July 1, 2020 and thereafter, the minimum wage will be increased in proportion to the CPI
(Consumer Price Index), up to a maximum increase of 2.5%.
Contact Human Resources (http://hr.archchicago.org , 312-534-5360) for additional guidance. *Certain limited exceptions are provided, such as temporary subsidized youth employment programs. Contact HR for additional information.
COOK COUNTY MINIMUM WAGE REQUIREMENTS – JULY 2017
The minimum wage of $8.25 will increase to $10.00 per hour on July 1, 2017, with additional increases annually through 2020. After 2020, the minimum wage will increase annually at the rate of inflation, but the increase will be capped at 2.5 percent.
The county's minimum-wage law applies county-wide and includes unincorporated areas.
NOTE: Home-rule municipalities may vote to opt out of the county's minimum-wage increases.
Additional notification to Parishes and Schools impacted by this requirement will be forthcoming.
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EMPLOYMENT OF MINORS UNDER THE ILLINOIS CHILD LABOR LAW
The Illinois Child Labor Law (820 ILCS 205/1 et seq.) regulates the employment of minors under the age of 16 years of age and requires all minors to have employment certificates. The Superintendents of Schools or their duly authorized agents issue employment certificates. Under no circumstances are children under 14 eligible to work at a parish or school. The following restrictions on work hours apply:
1. When school is in session, children 14 and 15 years of age may work: • Up to 3 hours per day; • Up to 24 hours per week, and • The combined hours of school and work may not exceed 8 hours per day.
2. When school is NOT in session (including summer vacations, holidays and weekends), children under the age of 16 may NOT work:
• More than 8 hours per day; • More than 6 days per week; nor • More than 48 hours per week.
3. Daily hours of work may not be before 7:00 AM or after 7:00 PM except between June 1 and Labor Day when working hours may be extended to 9:00 PM.
4. A scheduled meal period of at least thirty (30) minutes must be provided no later than the fifth consecutive hour of work.
Employers of minors must post a schedule stating the hours of work and time of the lunch period. The employer must also furnish any minor she/he intends to employ with a statement describing the specific nature of the work to be performed and the hours and days the minor is to work. The minor must present this statement to his/her school principal when making application for an employment certificate, along with a copy of his/her birth certificate. The minor must be accompanied by a parent or guardian.
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ADDITIONAL COMPENSATION AND BENEFITS NOTES STAFF WORKING ON AN OCCASIONAL BASIS
All employees must be paid through the regular employee payroll, with all appropriate deductions withheld. There is no circumstance under which it is appropriate for any employee to be paid outside the regular employee payroll (e.g. in cash, with a check from the parish checking account or through accounts payable).
Occasional workers who will not be called to work more than three times during the year (e.g. someone who plays or sings only at Christmas and Easter liturgies, or someone who may be called to shovel snow once or twice during the winter when the maintenance person is absent) may be treated as outside contractors and paid through accounts payable instead of through the regular employee payroll. Occasional workers who will be called in to work four or more times during the year must be treated as employees and must be paid through the regular employee payroll. For additional information regarding the classification of staff as Employees or as Independent Contractors, please see the following link: Guidelines for Employee vs. Independent Contractor
STAFF WORKING AT MULTIPLE LOCATIONS
Staff working at parishes and schools of the Archdiocese of Chicago are considered to be working for one employer for the purpose of calculation of overtime and for the determination of benefit eligibility. If total hours worked in a work week exceed 40, overtime rate will apply to the hours worked over 40. If the scheduled weekly hours total 26 or greater, the person is eligible for benefits. Please contact Human Resources if you have any questions.
20
School Personnel Salary Schedule 2017 - 2018 Elementary School Principals: Lay
12 Month Salary Scale
Years of Service Salary Scale 1 $48,450 2 $49,313 3 $50,471 4 $51,338 5 $52,661 6 $53,715 7 $54,593 8 $55,498 9 $56,623
10 $57,382 11 $58,969 12 $60,504 13 $61,956 14 $63,470 15 $64,907 16 $66,390 17 $67,971 18 $69,521 19 $71,027 20 $72,579 21 $74,074 22 $75,629 23 $77,170 24 $78,752 25 $80,334 26 $81,875
Principals beyond Step 26 shall receive a 2.5% increase from their 2016-2017 salary.
ADDITIONAL COMPENSATION FOR ADVANCED EDUCATION
(Select 1a or b or c and 2, if applicable) 1. Advanced Education
a. Completed half requirements for Ph.D./Ed.D. add $1,750 b. Completed 2nd Master’s Degree add $1,750 c. Completed Ph.D./Ed.D add $3,000
2. Archdiocesan Coordinator of Religious Education (CRE) add $500
21
2017 - 2018 Elementary School Principals
Men and Women Religious 12 Month Salary Scale
Years of Service Salary Scale
1 $38,760
2 $39,450
3 $40,377
4 $41,070
5 $42,129
6 $42,972
7 $43,675
8 $44,398
9 $45,298
10 $45,906
11 $47,176
12 $48,403
13 $49,565
14 $50,776
15 $51,925
16 $53,112
17 $54,376
18 $55,617
19 $56,822
20 $58,063
21 $59,259
22 $60,503
23 $61,736
24 $63,001
25 $64,267
26 $65,500
Principals beyond Step 26 shall receive a 2.5% increase from their 2016 - 2017 salary.
ADDITIONAL COMPENSATION FOR ADVANCED EDUCATION
(Select 1a or b or c and 2, if applicable) 1. Advanced Education
a. Completed half requirements for Ph.D./Ed.D. add $1,750 b. Completed 2nd Master’s Degree add $1,750 c. Completed Ph.D./Ed.D add $3,000
2. Archdiocesan Coordinator of Religious Education (CRE) add $500
22
A B‐1 B‐2 C‐1 C‐2 D E
Step BA1
BA + 15
and / or
BA +250
CDPUs2
BA + 24 MA
MA + 15
or
MA +250
CDPUs
2nd MA
or
1/2 Ph.D.
Ph.D.
1 $30,000 $30,780 $31,125 $31,740 $32,170 $33,135 $34,160
2 $30,395 $31,254 $31,542 $32,060 $32,484 $33,443 $34,501
3 $30,859 $31,810 $32,095 $32,503 $32,943 $33,970 $35,062
4 $31,321 $32,334 $32,604 $33,097 $33,496 $34,568 $35,695
5 $31,820 $32,879 $33,105 $33,699 $34,110 $35,212 $36,365
6 $32,351 $33,455 $33,685 $34,308 $34,718 $35,868 $37,044
7 $32,919 $34,107 $34,353 $34,971 $35,376 $36,637 $37,672
8 $33,522 $34,727 $35,020 $35,671 $36,075 $37,443 $38,501
9 $34,017 $35,250 $35,678 $36,375 $36,799 $38,267 $39,348
10 $34,231 $35,465 $36,259 $37,085 $37,527 $39,158 $40,264
11 $34,724 $35,939 $36,695 $37,760 $38,210 $39,968 $41,098
12 $35,244 $36,504 $37,236 $38,424 $38,884 $40,733 $41,885
13 $35,801 $37,121 $37,904 $39,108 $39,559 $41,521 $42,694
14 $36,398 $37,757 $38,568 $39,764 $40,238 $42,308 $43,487
15 $36,954 $38,449 $39,245 $40,448 $40,930 $43,099 $44,319
16 $37,540 $39,109 $39,920 $41,139 $41,630 $43,920 $45,162
17 $38,131 $39,726 $40,556 $41,824 $42,323 $44,712 $45,977
18 $38,709 $40,345 $41,175 $42,488 $43,015 $45,527 $46,805
19 $39,288 $40,993 $41,846 $43,184 $43,698 $46,327 $47,636
20 $39,866 $41,676 $42,533 $43,905 $44,405 $47,160 $48,493
21 $40,447 $42,351 $43,223 $44,623 $45,132 $47,997 $49,355
22 $41,029 $43,009 $43,907 $45,348 $45,866 $48,833 $50,213
23 $41,609 $43,678 $44,592 $46,074 $46,599 $49,664 $51,069
24 $42,192 $44,362 $45,276 $46,791 $47,334 $50,510 $51,938
25 $42,778 $45,046 $45,953 $47,506 $48,067 $51,354 $52,805
26 $43,375 $45,715 $46,628 $48,222 $48,795 $52,193 $53,669
27 $43,960 $46,364 $47,307 $48,935 $49,518 $53,025 $54,524
28 $44,533 $47,007 $47,980 $49,653 $50,241 $53,868 $55,391
29 $45,099 $47,651 $48,647 $50,368 $50,967 $54,686 $56,231
30 $45,658 $48,305 $49,291 $51,077 $51,698 $55,521 $57,091
Column A = Bachelor’s Degree
Column B‐1 = 15 or more graduate credits beyond the Bachelor’s Degree and toward a
Master’s Degree (or 250 CPDU units)
Column B‐2 = 24 or more graduate credits beyond the Bachelor's Degree and toward a Master's Degere
Column C‐1 = Master’s degree
Column C‐2 = 15 or more graduate credits toward a 2nd Master’s Degree (or 250 CPDU units)
Column D = Second Master’s Degree (or half a Ph.D.)
Column E = Ph.D.
Archdiocesan Certified Catechist = add $500
Licensed Teachers in Column A, Step 31 and beyond, add $450 to the 2016‐2017 Salary
Licensed Teachers at Step 31 (Column B‐1 to Column E) and beyond shall be paid whichever is higher:
1) 2.5% increase of their 2016‐2017 salary or
2) Step 30 salary for 2017‐2018
Non‐certified teachers will receive a 1.5% increase to their 2016‐2017 salary.
Archdiocese of Chicago ‐ Office of Catholic Schools
Elementary School Teachers: Lay Certified ‐ Lane I
2017‐2018 Salary Scale
A B‐1 B‐2 C‐1 C‐2 D E
Step BA
BA + 15
and / or
BA +250
CPDUs
BA + 24 MA
MA + 15
or
MA +250
CPDUs
2nd MA
or
1/2 Ph.D.
Ph.D.
1 $27,383 $28,241 $28,464 $28,933 $29,518 $30,543 $31,577
2 $27,659 $28,441 $28,703 $29,175 $29,561 $30,433 $31,396
3 $27,773 $28,629 $28,886 $29,253 $29,648 $30,573 $31,556
4 $28,189 $29,100 $29,343 $29,787 $30,147 $31,111 $32,125
5 $28,638 $29,591 $29,795 $30,329 $30,699 $31,691 $32,728
6 $29,116 $30,109 $30,317 $30,877 $31,246 $32,281 $33,340
7 $29,628 $30,697 $30,918 $31,474 $31,838 $32,974 $33,905
8 $30,170 $31,254 $31,518 $32,104 $32,468 $33,699 $34,651
9 $30,615 $31,725 $32,110 $32,738 $33,119 $34,440 $35,413
10 $30,808 $31,919 $32,633 $33,377 $33,774 $35,242 $36,238
11 $31,252 $32,345 $33,025 $33,984 $34,389 $35,971 $36,988
12 $31,720 $32,854 $33,512 $34,582 $34,995 $36,660 $37,697
13 $32,221 $33,408 $34,114 $35,197 $35,603 $37,369 $38,425
14 $32,758 $33,981 $34,711 $35,787 $36,214 $38,077 $39,138
15 $33,258 $34,605 $35,321 $36,404 $36,837 $38,789 $39,887
16 $33,786 $35,198 $35,928 $37,025 $37,467 $39,528 $40,646
17 $34,318 $35,753 $36,501 $37,642 $38,090 $40,241 $41,379
18 $34,839 $36,311 $37,057 $38,239 $38,713 $40,974 $42,124
19 $35,359 $36,894 $37,661 $38,866 $39,329 $41,694 $42,873
20 $35,879 $37,509 $38,280 $39,515 $39,965 $42,444 $43,644
21 $36,402 $38,116 $38,901 $40,161 $40,619 $43,197 $44,419
22 $36,926 $38,708 $39,517 $40,813 $41,279 $43,949 $45,192
23 $37,448 $39,310 $40,133 $41,467 $41,939 $44,697 $45,962
24 $37,973 $39,925 $40,748 $42,112 $42,601 $45,459 $46,744
25 $38,500 $40,541 $41,358 $42,756 $43,260 $46,218 $47,525
26 $39,037 $41,144 $41,965 $43,400 $43,916 $46,974 $48,302
27 $39,564 $41,728 $42,576 $44,042 $44,566 $47,722 $49,072
28 $40,080 $42,306 $43,182 $44,688 $45,217 $48,482 $49,851
29 $40,589 $42,886 $43,783 $45,332 $45,870 $49,217 $50,608
30 $41,092 $43,475 $44,362 $45,969 $46,529 $49,969 $51,382
Column A = Bachelor’s Degree
Column B‐1 = 15 or more graduate credits beyond the Bachelor’s Degree and toward a
Master’s Degree (or 250 CPDU units)
Column B‐2 = 24 or more graduate credits beyond the Bachelor's Degree and toward a Master's Degere
Column C‐1 = Master’s degree
Column C‐2 = 15 or more graduate credits toward a 2nd Master’s Degree (or 250 CPDU units)
Column D = Second Master’s Degree (or half a Ph.D.)
Column E = Ph.D.
Archdiocesan Certified Catechist = add $500
Licensed Teachers in Column A, Step 31 and beyond, add $450 to the 2016‐2017 Salary
Licensed Teachers at Step 31 (Column B‐1 to Column E) and beyond shall be paid whichever is higher:
1) 2.5% increase of their 2016‐2017 salary or
2) Step 30 salary for 2017‐2018
Non‐certified teachers will receive a 1.5% increase to their 2016‐2017 salary.
Archdiocese of Chicago ‐ Office of Catholic Schools
Religious Elementary School Teachers
2017‐2018 Salary Scale
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Notes Regarding Lay and Religious Elementary School Teacher Salaries
2017-2018 School Year
Introduction • It is the responsibility of the teacher to submit to the local school principal and the Office of Catholic Schools
official transcripts and other documentation verifying degree(s), graduate credits in a program toward an advanced degree, state licenses/certifications.
• Teachers with previous teaching experience in other school systems who are new to the Archdiocese must submit written verification of previous teaching experience.
• When the teacher’s personnel file is complete, the Office of Catholic Schools determines the teacher’s Lane, Step and Salary Column. The Verification of Employment form is issued.
• Teachers who are Archdiocese of Chicago Certified Catechists and have submitted documentation to the local school principal receive additional compensation of $500. However, the certification must be kept current every five years. Only Catholic teachers may become certified catechists.
Lane I State Certified Teachers
• The Archdiocese of Chicago and the Office of Catholic Schools policies have required teachers to be state certified since 1985. Prior to that date, most teachers already met this requirement.
• Licensed/Certified teachers who have earned graduate degrees or credits in a graduate program leading toward an advanced degree or at least 250 CPDU since summer 2005 have been eligible to move to a higher salary column.
• In 2005 it was first announced that Lane I, Column A teachers’ salary step assignment would be frozen on Step 10 or higher if they did not move to a higher salary column by 2010. The step freeze was implemented in the contracts for the 2011-2012 school year.
• In 2007 it was determined that certified teachers could move to Lane I, Column B by submitting documentation that they had earned at least 250 CPDU since 2005.
• In 2012-2013, Column B-2 was added for Lane I Certified teachers. Lane I teachers can move to Column B-2 by demonstrating continued progress toward completion of a master’s degree. Teachers must have earned at least 24 graduate credits in a master’s degree program to move to Column B-2.
• The document entitled: Teacher Salary and Step Requirements Manual, found on the OCS Portal, explains the implementation of the step freeze. The process explains how the teacher may recover the lost steps when the requirements have been met. The principal submits the required documents to School Personnel at OCS who reviews, approves and informs the principal of the changes in Lane, Column and Salary Step.
Lane II Degreed, Non-Licensed/Certified Teachers
• Lane II teachers are expected to become state licensed/certified. They move to Lane I when they become state licensed/certified.
• Non-Licensed/Certified teachers’ salary amount for 2017-2018 is calculated by increasing the 2015-2016 base salary by 2.0%. If certified as a catechist, first subtract $500 from the 2015-2016 contract amount before applying the 2.0% increase. Once the new base salary is calculated, add $500 to the new base amount. Please contact OCS at [email protected] if clarification on a particular case is needed. Please include school name and teacher name on the subject line.
• While in Lane II, teachers are expected to be enrolled in an approved program leading to state licensure/certification. Only graduate credits in a program leading toward an advanced degree may move them to a higher salary column. They do not have the option of using earned CPDU to move to a higher salary column.
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CLERGY SALARY AND BENEFITS 2017-2018 SALARY SCHEDULE FOR DIOCESAN PRIESTS IN PARISHES
The seniority increment for each year of ordination is $189 per year
PASTORS AND ADMINISTRATORS
Year of Ordination Salary Year of
Ordination Salary Year of Ordination Salary
2017 $30,767 2001 $33,871 1985 $36,975 2016 $30,961 2000 $34,065 1984 $37,169 2015 $31,155 1999 $34,259 1983 $37,363 2014 $31,349 1998 $34,453 1982 $37,557 2013 $31,543 1997 $34,647 1981 $37,751 2012 $31,737 1996 $34,841 1980 $37,945 2011 $31,931 1995 $35,035 1979 $38,139 2010 $32,125 1994 $35,229 1978 $38,333 2009 $32,319 1993 $35,423 1977 $38,527 2008 $32,513 1992 $35,617 1976 $38,721 2007 $32,707 1991 $35,811 1975 $38,915 2006 $32,901 1990 $36,005 1974 $39,109 2005 $33,095 1989 $36,199 1973 $39,303 2004 $33,289 1988 $36,393 1972 $39,497 2003 $33,483 1987 $36,587 1971 $39,691 2002 $33,677 1986 $36,781 1970 $39,885
ASSOCIATE PASTORS
Year of Ordination Salary Year of
Ordination Salary Year of Ordination Salary
2017 $26,163 2001 $29,267 1985 $32,371 2016 $26,357 2000 $29,461 1984 $32,565 2015 $26,551 1999 $29,655 1983 $32,759 2014 $26,745 1998 $29,849 1982 $32,953 2013 $26,939 1997 $30,043 1981 $33,147 2012 $27,133 1996 $30,237 1980 $33,341 2011 $27,327 1995 $30,431 1979 $33,535 2010 $27,521 1994 $30,625 1978 $33,729 2009 $27,715 1993 $30,819 1977 $33,923 2008 $27,909 1992 $31,013 1976 $34,117 2007 $28,103 1991 $31,207 1975 $34,311 2006 $28,297 1990 $31,401 1974 $34,505 2005 $28,491 1989 $31,595 1973 $34,699 2004 $28,685 1988 $31,789 1972 $34,893 2003 $28,879 1987 $31,983 1971 $35,087 2002 $29,073 1986 $32,177 1970 $35,281
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NOTES ON ARCHDIOCESAN PRIEST’S COMPENSATION
• Archdiocesan priests who are assigned to the parish as pastor, associate pastor or resident and who elect to receive the $300 per month for stipends are required to return all stole fees to the general parish account. Each priest may receive his actual Mass stipends or he may elect in writing to assign his Mass stipends to the parish and instead receive $300 per month. Whichever choice the priest makes, it is operative for the entire fiscal year. Ordinarily, Mass stipends are $10 per the Bishops of the Province of Illinois.
• If a parish has an annual average of sixty or more weddings and/or funerals per priest per year, each pastor and associate pastor is to receive an additional $100 per month.
• Archdiocesan resident priests, who are assigned as residents to the parish and who offer regular assistance to the parish, will receive $1,200 per year, payable directly to the priest at the rate of $100 per month.
• Stipends and Stole Fees are taxable income.
• As a guideline for implementing Cardinal Bernardin’s letter of December 30, 1988 in which he stated that meals should be provided by the parish: When a main meal is not provided, an allowance of $21.00 for that day is given to each priest. The meal allowance is not provided for days off, vacation days, or days away from the parish such as retreat or professional development days. If the main meal is provided, but the priest chooses not to partake of that meal, he is not entitled to the $21.00 for that day.
27
2017-2018 BENEFIT SCHEDULE - DIOCESAN PRIESTS IN PARISHES HEALTH INSURANCE: Priests are eligible for individual health coverage as provided annually.
Contact PRMAA for details on the plan offering.
LIFE INSURANCE: A death benefit of $5,000 is provided to all priests.
DENTAL INSURANCE: (OPTIONAL)
Dental benefits are available through either a conventional insurance plan or a dental HMO. Enrollment is optional, and all premiums for this coverage are at the individual's expense.
AUTO INSURANCE: Priests receive auto insurance on one automobile through the Archdiocesan group plan. The current premium cost is $1,150 per car. Additional vehicles may also be insured at the individual’s expense. The amount of the annual premium is taxable income for each priest.
PENSION PLAN: Each priest ordained for or incardinated into the Archdiocese of Chicago is provided a pension. The specific policies governing the Archdiocesan priests’ pension plan can be obtained by contacting the PRMAA office.
403(b) Plan: A defined contribution plan (403b) with a match from PRMAA is provided to Archdiocesan priests. Priests may supplement pension benefits through a voluntary salary reduction program. Contributions are exempt from state and federal income taxes and are not included in gross income when figuring earnings for SECA taxes.
HOLIDAYS: The holiday schedule is locally administered.
VACATION: Priests are eligible for up to one (1) month of vacation each year, per Canon Law (c.283.2, 533.2, 550.3).
MINISTERIAL EXPENSE ALLOWANCE $2,200:
This allowance is provided to Archdiocesan priests for expenses that are tax-exempt business expenses or benefits according to the IRS tax code. Expenses that do not meet the IRS code requirements may not be submitted as Ministerial Expenses. These expenses are reimbursed upon request accompanied by appropriate receipts or paperwork. The parish must keep these receipts on file for the purpose of audits by the IRS or the Archdiocese. The following are examples of appropriate ministerial expenses:
28
MINISTERIAL EXPENSE (Continued)
• Professional and spiritual development: Workshops, retreats, books, continuing education
• Business use of the priest’s car paid at the current mileage or actual car expenses for business use.
• Parking, tolls • Vestments, Roman collars church supplies • Professional and/or spiritual dues or subscriptions • Business related meals or entertainment • Business gifts up to $25 per recipient • Business travel expenses including meals • Computer if it is to be used for business purposes.
Some expenses that are not appropriate might be car payments, car repairs; computers for personal use only, continuing education, which is not related to one’s ministry, etc. (Please note: Reimbursement for business use of car expenses and mileage reimbursement are acceptable use of Ministerial Expense.) Ministerial expenses are subject to the approval of the pastor. The pastor will decide if the reimbursement requested meets the guidelines provided for ministerial expenses. It is recommended that each priest set aside a significant portion of his ministerial expense for continuing education, spiritual development and retreats rather than spending the entire amount on basic business expenses. There are some business expenses that should be part of the operating budget for the parish. For example, some parishes provide money in the operating budget for one conference per year such as NFPC.
RETREAT: Priests are eligible for up to one (1) week of religious retreat per year.
PROFESSIONAL LIABILITY: The Archdiocese of Chicago provides professional liability insurance for its
staff.
SECA Tax Reimbursement:
The parish or agency reimburses the priest for 50% of SECA taxes paid by the priest for Social Security. This reimbursement covers the basic SECA tax on parish compensation and housing. SECA incurred for outside income such as retreats, speaking engagements, publishing, etc. are not reimbursed by the Archdiocese. The reimbursement is taxable income. Retired priests who receive income from the parish are also entitled to SECA reimbursement on income from the parish paid to the retired priest. All other SECA taxes are paid by the retired priest.
29
NOTES ON RELIGIOUS PRIEST’S COMPENSATION
• Religious priests who are assigned to the parish as pastor or associate pastor should be paid according to the scale for Diocesan priests serving as pastors or associates.
• Religious priests who are assigned to the parish as pastor, associate pastor or resident and who elect to receive the $300 per month for stipends are required to return all stole fees to the general parish account. East priest may receive his actual Mass stipends or he may elect in writing to assign his Mass stipends to the parish and instead receive $300 per month. Whichever choice the priest makes, it is operative for the entire fiscal year. Ordinarily, Mass stipends are $10 per the Bishops of the Province of Illinois.
• If a parish has an annual average of sixty or more weddings and/or funerals per priest per year, each pastor and associate pastor is to receive an additional $100 per month.
• As a guideline for implementing Cardinal Bernardin’s letter of December 30, 1988 in which he stated that meals should be provided by the parish: When a main meal is not provided, an allowance of $21.00 for that day is given to each priest. The meal allowance is not for days off, vacation days, or days away from the parish such as retreat or professional development days. If the main meal is provided, but the priest chooses not to partake of that meal, he is not entitled to the $21.00 for that day.
• All religious priests must be paid through the parish payroll system (IOI). This amount is non-taxable and no W-2 will be issued. It is customary for religious to arrange for direct deposit into the congregation’s bank account. A second name may be included in the payroll record, that being the name of the congregation/community.
30
2017-2018 BENEFIT SCHEDULE - RELIGIOUS PRIESTS IN PARISHES HEALTH INSURANCE: Individual health coverage options are offered. Enrollment selection must
be made during the period of initial eligibility or during open enrollment. The cost of the monthly premium for health coverage is primarily funded by the parish, school or agency and requires a premium co-pay on the part of the staff. For religious priests who are covered through their religious congregation, the congregation will be reimbursed up to the amount normally paid for individual coverage through the Archdiocese's health insurance plan.
DENTAL INSURANCE: (OPTIONAL)
Dental benefits are available through either a conventional insurance plan or a dental HMO. Enrollment is optional, and all premiums for this coverage are at the individual's expense.
PENSION PLAN: A $2,400 allocation to the religious congregation's pension plan will be
made annually. This benefit is sent directly to the religious congregation. SOCIAL SECURITY: The pension program for men religious includes 7.65% of salary for Social
Security. This amount is payable to the religious congregation on a semi-annual basis and is in addition to the $2,400 pension payment.
AUTO INSURANCE: Cars operated by religious priests, but purchased with proper permission
and titled in the name of the Catholic Bishop of Chicago, will be insured by the Archdiocese if proper documentation is sent to the Chancery.
Purchase or replacement of any car, van, or bus to be titled in the name of
the Catholic Bishop of Chicago requires prior and explicit permission from the Chancery.
Where a religious congregation has purchased a car for a religious priest
working in the parish, reimbursement will be made to the congregation for the cost of the car insurance based on the current cost of insurance for the diocese.
ROOM AND BOARD: The parish or institution to which a priest is assigned provides room and
board. Where special circumstances warrant it, and where the Dean has given approval, a pastor who lives in another ecclesiastical residence other than the parish of assignment will receive room and board from his new place of residence. The parish of assignment however, will reimburse the place of residence $7,800 annually, payable at $650 per month.
HOLIDAYS: Holidays are locally administered. VACATION: Priests are eligible for up to one (1) month of vacation each year, per
Canon Law (c.283.2, 533.2, 550.3)
31
PROFESSIONAL GROWTH: A $1,200 allowance per year is available for professional growth. RETREAT: Priests are eligible for up to one week of religious retreat per year. PROFESSIONAL LIABILITY: The Archdiocese of Chicago provides professional liability insurance
coverage for its employees while they are acting within the course and scope of their employment with a participating parish or agency.
TRANSPORTATION: If a car is provided to the religious priest in a parish by the parish, $6,500
should be subtracted from his annual salary.
32
SUPPLY SERVICES FOR DIOCESAN PRIESTS, RELIGIOUS PRIESTS AND DEACONS WEEKDAY MASS: The ordinary offering for Mass is $15 plus the $10 stipend. If an
additional amount is requested for expenses, an agreement is to be reached with the individual pastor.
SUNDAY AND HOLY DAY ASSISTANCE:
For one Mass or two Masses, $75 (plus a $10 stipend for each Mass).
CONFESSIONAL ASSISTANCE: $30
MISSIONS/TALKS/ RETREATS:
Honoraria negotiated.
PART-TIME AGENCY POSITIONS:
Priests serving part-time for a diocesan agency are to be compensated by the agency. The amount of compensation for the part-time position, paid by the agency, is to be deducted from the salary paid by the parish of assignment. A Letter of Agreement should be prepared and signed by the agency director, pastor, and priest working in the particular position.
DEACONS, SUPPLY PRIESTS & RETIRED PRIESTS:
Baptism $ 35 Weddings or Funerals $ 60 Interment Service $ 40 Quinceañera $ 60
The guidelines may be adjusted if the parish has an established arrangement for expenses incurred while performing these ministries. It is suggested that the parish also pay the travel expenses of the priest or deacon who is providing supply assistance. If both a Funeral and Interment service is conducted by a Retired Priest or Supply Priest, both amounts should be paid ($60 plus $40). All Stipends and Stole Fees paid to Priests and Deacons are taxable income.
33
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2017-2018 SALARY SCHEDULE FOR EXTERN PRIESTS SERVING AS ASSOCIATE PASTORS The determination of whether an extern priest may serve as an associate pastor depends on the permission and recommendation of the priest’s bishop or religious superior, the opinion and consent of the pastor of the parish, and official assignment from the Chancery. SALARY SCHEDULE 1. Salary for 2017 - 2018 is $26,163. 2. All stole fees are to be turned over to the general parish account. Each priest may receive his actual Mass stipends or he may elect in writing to assign his Mass stipends to the parish and instead receive $300 per month. Mass stipends are set by the USCCB at $10 per mass. Whichever choice the priest makes, it is operative for the entire fiscal year. If a parish has an annual average of sixty or more weddings and/or funerals per priest per year, each priest is to receive an additional $100 per month. BENEFITS 1. ROOM AND BOARD IN RECTORY 2. HEALTH INSURANCE: a. Archdiocesan coverage is provided through the Archdiocesan employee plan. Eligibility follows the same guideline as eligibility for lay employees; specifically, the work schedule must be at least 26 hours per week in the parish. This coverage is primarily funded by the parish or agency and requires a co-pay on the part of the priest. The monthly co-pay for this insurance is published annually in the Benefit Summary, available on the Human Resources website. b. If the priest is covered by his own diocese or religious congregation, and it is willing to continue coverage, the parish will reimburse the diocese or Congregation (proof required). 3. AUTOMOBILE INSURANCE: Parish priests receive auto insurance on one automobile through the Archdiocesan group plan. The current premium cost is $ 1,050 per car. Additional vehicles may also be insured at the individual’s expense. Copies of the certificate of title and vehicle registration (in the priest’s name) must be provide 4. RETREAT Priests are eligible for up to one (1) week of religious retreat per year. 5. VACATION Priests are eligible for up to one (1) month of vacation each year, per Canon Law (c.283.2, 533.2, 550.3).
6. PROFESSIONAL GROWTH ALLOWANCE
A $1,200 allowance per year is available for professional growth.
7. SECA The parish or agency reimburses the priest for one-half of SECA taxes paid by the priest for
Social Security. This reimbursement covers the basic SECA tax for parish compensation and housing. SECA incurred for outside income such as retreats, speaking engagements, publishing, etc. are not reimbursed by the Archdiocese.
8. 403(b) Retirement Plan Diocesan Extern Priests may save for retirement through voluntary salary deferrals to the
403(b) Retirement Plan of the Archdiocese of Chicago. Contributions are exempt from state and federal income taxes and are not included in gross income when figuring earnings for SECA taxes. The Archdiocese of Chicago does not provide matching contributions for Diocesan Externs.
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2017-2018 COMPENSATION AND BENEFITS FOR RESIDENT EXTERN PRIESTS
(E.g. students) 1. Spending allowance of $210.00 per month. *
2. Free room and board in rectory.
3. Mass stipends (individual offering for each Mass, no flat rate)
4. No transportation allowance.
5. Health insurance not provided. **
6. Auto insurance not provided. ***
7. No life insurance.
8. No pension benefits.
9. One (1) week of religious retreat per year.
10. Up to one (1) month of vacation per year, per Canon Law (c. 283.2, 533.2, and 550.3)
11. No professional growth allowance.
* Resident extern priest is expected to be available for sacramental assistance during the week and
on weekends. If further ministerial assistance is to be provided, compensation is to be negotiated by the pastor and the extern priest. If an extern priest only resides in the rectory but does not assist with some parish ministry, the parish may charge room and board to him.
** All extern priests are required to have health insurance. Student priests are expected to take out a
health insurance policy at the special university rate. *** Resident extern priests may purchase automobile insurance through the Archdiocese with the
permission of the Chancery. Copies of the certificate of title and vehicle registration (in the priest’s name) must be provided.
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