Staffing—Class 4 part 2

Password Protected Page

Upcoming Webinars

Compensation—David Fletcher. May 13

Reviews—Dr. Paul Utnage.  May 20

Upcoming Webinars

Terminations—Jon Wright Tuesday, May 28 at 2 pm Not Monday, Memorial Day, the 27th

Terminations, part 2—Daniel Rolfe. June 3

Today’s Class

Part 1—Introduction, 5 min.

Part 2—Interactive Lecture, 30

min.

Part 3—Q & A, 30 min.

Staffing, Class 4, part 2: Compensation

The Puritans supposedly said, “God, you keep our pastors humble and we will keep them poor.” At what standard should church staff live at? How do you determine fair and just pay? This session will present the elements and examples of excellent staffing pay grids. The role of a compensation analysis will be explored. This all goes into the annual process of determining raises and the potential role of bonuses.

Salary GridsAn Inductive Lesson on Setting a Compensation Grid

Why a Salary Grid

The Salary Grid gives a metric to examine titles and salaries.

By establishing fair, national-level salaries, The Salary Grid retains quality staff.

By having quads, the process of giving raises has standards and pre-determined levels of accomplishment and skill.

The Salary Grid is reviewed every two or three years.

Basis: First

Examine the existing salary structure of your church.

All titles and salaries are examined and compiled into categories of personnel.

Basis: Second

Use a national salary guide and survey: Leadership Network Salary Survey National Association of Church Business

Administrators, Salary Survey. XPastor’s Top to Bottom Compensation

Surveys

Basis: Third

Compare your results to other local churches:

Local churches Similarly sized churches Others in your denomination or group

Pastors

Quad 1 Quad 2 Quad 3 Quad 4 Salary Average Quad 3Sr. Pastor/Lead Pastor $105,000 $115,000 $125,000 $135,000 $125,000

Executive Pastor $85,000 $95,000 $105,000 $115,000 $105,000 84%Pastor Team Leader $62,000 $69,500 $77,000 $84,500 $70,500 73%

Pastor $52,000 $57,000 $62,000 $67,000 $57,500 81%

Associate Pastor $41,000 $44,000 $47,000 $50,000 $44,100 76%*all pastors are exempt as "professionals"

*pastors pay the full 15.3% of "social security tax"

*lower pastoral salaries by 7.65% to compare to business

Ministry Staff

Quad 1 Quad 2 Quad 3 Quad 4 Salary Average Quad 3Ministry Director (exempt) $50,000 $57,500 $65,000 $72,500 $52,500 Associate Director (exempt) $42,000 $46,000 $50,000 $54,000 $46,300 77%

Program Staff $36,000 $40,000 $44,000 $48,000 $43,400 88%

Tech Team $20,000 $24,000 $28,000 $32,000 $25,100 64%

Intern $18,000 $19,000 $20,000 $21,000 $19,000 71%

Finance & Office Staff

Quad 1 Quad 2 Quad 3 Quad 4 Salary Average Quad 3

Business OfficeCFO/Treasurer (exempt) $60,000 $67,500 $75,000 $82,500 $91,400 Manager (exempt) $40,000 $45,000 $50,000 $60,000 $63,000 67%Accounting & HR Assistant $34,000 $38,000 $42,000 $46,000 $46,000 84%AP & Donor Records $30,000 $33,000 $36,000 $39,000 $39,500 86%

Office StaffExec. Assist (exempt) $35,000 $39,000 $44,000 $48,000 $35,500 Office Manger (exempt) $30,000 $34,000 $38,000 $42,000 $32,000 86%

Coordinator $26,000 $30,000 $34,000 $38,000 $29,400 89%

Admin. Assistant $23,000 $27,000 $31,000 $35,000 $25,100 91%

Receptionist $20,000 $23,000 $26,000 $29,000 $21,000 84%

Facilities

Quad 1 Quad 2 Quad 3 Quad 4 Salary Average Quad 3Department Head (exempt) $51,000 $55,000 $59,000 $63,000 $59,600 Maint. Supervisor (exempt) $34,000 $37,000 $41,000 $44,000 $34,100 69%Maintenance: Tehnical $30,000 $34,000 $38,000 $42,000 $31,100 93%Custodial Supervisor $23,000 $27,000 $30,000 $33,000 $23,400 79%

Lead Custodian $20,000 $23,000 $26,000 $29,000 $20,100 87%

Custodian $18,000 $21,000 $24,000 $27,000 $19,274 92%

Raises with a Grid

1. Experience

2. Expertise

3. Education

4. Performance

5. Alignment with vision

6. Team player

Raises with a Grid

Quads are not to be exact salaries but guides for determining salaries

Identify Problems

1. Mismatches of titles with positions

2. Some newer pastors are not receiving a housing allowance and are receiving social security

3. Some women function as “commissioned” directors and should be receiving housing allowances.

Identify Problems

4. The annual review process is under study and improvement.

5. Some staff are being underpaid, less than Quad 1.

6. The most pressing issues will be addressed in the coming year. Some issues will take several years to resolve.

Q & ASend Questions via Chat to Tami