Clergy & Lay Compensation
2008 Minimum Lay Compensation
Canon 22, Section 8 Re Lay Compensation
Ministry in Maine Study Guide
2008 Annual Clergy Compensation Resolution
Supply Clergy Guidelines
2008 Handbook
Diocesan Payroll Program
Report on Survey of Lay Compensation
Exhibit I (survey results) / Exhibit II (sorted by income/attendance) / Exhibit III (sorted by region) / Exhibit IV (the survey)
The Diocesan Committee on Clerical and Lay Compensation in January, 2004 initiated a survey of the Diocese to ascertain data on employment of lay persons by the congregations in the Diocese. The results of the survey, as compiled, are attached as Exhibit I.
The survey instrument (attached as Exhibit IV) was distributed to 67 congregations in the Diocese. Responses were received from 54 of these congregations, a reply rate of 80.6%. Although in a few cases replies were not fully complete, the data received was nevertheless useful.
Grouping of Responses
In order to assure maximum usefulness of the data to the congregations, the Committee thought to group them both geographically and by size. Exhibit II organizes the congregations into four groups in the same manner as they were grouped for purposes of establishing the minimum compensation for clergy, that is using the "point system" based on Net Operating Income (NOI) and Average Sunday Attendance reported in 2001.
Exhibit III sorts the congregations into four geographic groups, as follows:
- Southern and Coastal Maine
- Western and Central Maine
- Mid Coast Maine
- Down East and Northern Maine
Type of Lay Employment
The Committee sought information with respect to the following types of lay employment and compensation:
- Parish Administrators
- Parish secretaries
- Organists – including whether the organist also served as choirmaster
- Choirmasters – distinct from organists
- Sextons
- Bookkeepers
- "Other" employees
In the Survey Instrument distinction was made between persons employed
+ "full time," that is 35 or more hours per week;
+ "part time", meaning more than 20 hours but less than 35 hours per week;
+ and "part time", meaning less than 20 hours per week.
This is an important difference because canonical and legal obligations with respect to providing benefits may be applicable to persons employed 20 or more hours each week.
Compensation is reported as "salaried", annually, monthly or weekly; or as an hourly rate, and in a few cases on a "per service" basis.
Information was also requested with respect to whether benefits are provided and, if so, the kind. The information received discloses few congregations provide benefits, even to full or part time employees who work 20 or more hours per week, and among those that do, the type of benefits are so varied as to make comparisons of little value. Providing employee benefits requires care and attention since, canonical or legal obligations to provide benefits may be applicable.
Responses by Group
Responses by congregations within groups were as follows:
- Group I – 34 out of 41, a response rate of 83%
- Group II – 6 out of 10, a response rate of 60%
- Group III – 9 out of 10, a response rate of 90%
- Group IV – 5 out of 6, a response rate of 87%
Conclusion
The Committee is indebted to the staffs and treasurers of the 54 congregations that responded, and we are grateful. It is hoped the information compiled here will be useful to the congregations as they review their individual needs for lay employees.
Principles for Mission
1. We are committed to supporting the ministry of all baptized people.
2. We are committed to a vision of ordained ministry as primarily supporting the ministry of all baptized people.
3. We are committed to supporting the well being of every congregation.
4. We are committed to helping congregations support the spiritual development of current members, as well as helping congregations, regardless of their size, grow numerically, financially, as the Holy Spirit may lead.
5. We are committed to increasing the financial resources available to support congregations and exploring creative ways to accomplish this goal.
6. We are committed to exploring and testing innovative ways to provide and support lay and ordained ministry in congregations.
7. We are committed to upholding, valuing and celebrating ordained ministry.
8. We are committed to the creative use and effective management of clergy resources, deployment and compensation to support the ministry of all baptized people.
--adopted by the 2000 Annual Convention
