Podcast Episode #200
We discuss a recent post on pastor and church staff compensation based on data from the 2016-2017 Compensation Handbook for Church Staff. This resource is valuable to any church and I encourage you to get a copy.
Some highlights from today’s episode include:
- Church budget size is a greater influencer on church staff compensation than church attendance size.
- Many traditional music ministry positions are changing into roles that encompass media, music, and creative arts.
- The cost recovery time for a pastor who gets a doctoral degree seems to be around 4-5 years.
- I know health benefits are expensive, but I didn’t expect that more than 1/3 of lead pastors aren’t offered them by the church.
- A lot of pastors are uncomfortable with taking raises if their salary is a publicly discussed item in the church.
- In many of our churches, we do not have people monitoring compensation and benefits for pastors and staff.
- Tenure has decreased in importance as a factor in pastor and staff compensation.
- There appears to be a ceiling on youth pastor compensation.
The 10 fascinating compensation facts we cover in the episode are:
- Church income is the number one indicator for compensation levels for all church staff.
- The highest paying positions in order are pastor, executive pastor, and worship/music leader.
- Church staff compensation varies by type of community.
- Education is still a factor in compensation.
- Fewer than two-thirds of lead pastors receive health insurance as a benefit.
- One half of all pastors did not receive a raise in the past year.
- Compensation varies little with length of tenure for all staff positions.
- Churches in mainline denominations tend to offer higher compensation to their pastors and staff.
- Youth pastor compensation does not change significantly from smaller to larger churches.
- Female fulltime children/preschool ministers make 14% more than their male counterparts.
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