Diocesan compensation guidelines were established by the Advisory Committee on Compensation and Resources (ACCR) and approved by Diocesan Council on September 12, 2015 to provide congregations and clergy with information to make thoughtful and intentional decisions concerning clergy compensation, benefits and expenses according to diocesan standards.
- A congregation’s standards are based on a combination of factors that are determined by the information reported on your most recent Parochial Report; that is to say, we have no single starting point for all congregations.
- The range in each salary grade is intended to be the starting point for discussions between the vestry or mission council and the clergyperson. In some instances, when a person is called to a congregation, it is appropriate to begin at the lowest point in the range, while in other instances, because of the experience an individual brings, the starting point should be higher.
These guidelines include no adjustment for the previous skills and experience a priest may bring to a new cure or position in the diocese. When such backgrounds are present, it is assumed that the beginning salary will be adjusted upwards from the starting point figures.
- When setting the beginning salary, one way to acknowledge a priest’s years of experience is to add $500 per year of service/experience to the starting range, per year of service/experience up to 20 years.
- A helpful guide is to increase the priest’s cash stipend and accompanying SECA reimbursement a little more than 3% annually to bring the salary to the midpoint after five years. If the priest begins at a higher salary level than the starting range (noted below), a 3% increase will move the salary upward appropriately during her or his time of service with the congregation.
Salary includes cash stipend and housing allowance (or value of providing housing and utilities)
- The half-time scheduled work week consists of 20-25 hours/week including Sunday, usually measured in five to six units of mornings, afternoons or evenings in various combinations reflecting the demands of the ministry.
- Anyone employed by the church for greater than 1500 hours/year must be provided health benefits. Presently in the Diocese of Southern Ohio the congregation is responsible for funding employee health and dental insurance.
- Health benefits in congregations must reflect equanimity for all employees. The options for coverage are employee only, employee + 1 or full family. Insurance plans can be found here.
For Associates, Assistants and Curates, the guideline for compensation will be one grade below current church grade. For example, if your church is a Grade D church, the pay guideline for your Associate, Assistant or Curate will be at the Grade C level and will coincide with the years of service. For Grade A churches, the minimum will be the current Residents’ compensation for that year, which can be obtained by contacting the Diocesan Finance department.
Please submit your completed Compensation/Benefits/Expenses package to the Rev. Canon Michael Spencer at email@example.com for inclusion in the Letter of Agreement.
Effective 05/03/17, according to the diocesan Advisory Committee on Compensation & Resources (ACCR)
- Weekday: $75
- One (1) Service: $125
- Two (2) Services Same Day: $175
- Three (3) Services Same Day: $225
Plus round-trip mileage at the current IRS rate ($0.56/mile for 2021) and overnight lodging and meals when required.
- Pastoral care: $35/hour plus mileage and agreed-upon reimbursable expenses
- Pension payment of 18% is due for all transition or supply clergy (not already receiving their pension) that are expected to be regularly employed for five or more consecutive months by the same employer and compensated by that employer, exclusive of travel.
- Anyone employed by the church for greater than 1500 hours annually must be provided basic health and dental benefits
- Health benefits in congregations must reflect equanimity for all employees. The options for coverage are employee only, employee + 1 or full family. Insurance plans can be found here
It is recommended that a check be prepared for the supply priest to be presented on the day that the service is rendered. If this is not possible, a check should be sent within one week from that day. In cases of extended supply or special circumstances, please confer with the supply priest regarding other arrangements for compensation. If you have questions, please contact the Rev. Canon Michael Spencer, Canon for Transitions and Congregational Ministry, at firstname.lastname@example.org.
Find information about medical and dental benefits here
Questions about compensation requirements should be directed to the Rev. Canon Michael Spencer, Canon for Transitions and Congregational Ministry, at email@example.com.