1. Staffing—Class 4 part 2

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3. Upcoming Webinars Compensation—David Fletcher. May 13 Reviews—Dr. Paul Utnage. May 20

4. Upcoming Webinars Terminations—Jon Wright  Tuesday, May 28 at 2 pm  Not Monday, Memorial Day, the 27 th Terminations, part 2—Daniel Rolfe. June 3

5. Today’s Class Part 1—Introduction, 5 min. Part 2—Interactive Lecture, 30 min. Part 3—Q & A, 30 min.

6. 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.

7. Salary Grids An Inductive Lesson on Setting a Compensation Grid

8. 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.

9. Basis: First Examine the existing salary structure of your church.  All titles and salaries are examined and compiled into categories of personnel.

10. 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

11. Basis: Third Compare your results to other local churches:  Local churches  Similarly sized churches  Others in your denomination or group

12. Pastors Quad 1 Quad 2 Quad 3 Quad 4Salary AverageQuad 3 Sr. Pastor/Lead Pastor$105,000$115,000$125,000$135,000$125,000 Executive Pastor$85,000$95,000$105,000$115,000$105,00084% Pastor Team Leader$62,000$69,500$77,000$84,500$70,50073% Pastor$52,000$57,000$62,000$67,000$57,50081% Associate Pastor$41,000$44,000$47,000$50,000$44,10076% *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

13. Ministry Staff Quad 1 Quad 2 Quad 3 Quad 4Salary AverageQuad 3 Ministry Director (exempt)$50,000$57,500$65,000$72,500$52,500 Associate Director (exempt)$42,000$46,000$50,000$54,000$46,30077% Program Staff$36,000$40,000$44,000$48,000$43,40088% Tech Team$20,000$24,000$28,000$32,000$25,10064% Intern$18,000$19,000$20,000$21,000$19,00071%

14. Finance & Office Staff Quad 1 Quad 2 Quad 3 Quad 4Salary AverageQuad 3 Business Office CFO/Treasurer (exempt)$60,000$67,500$75,000$82,500$91,400 Manager (exempt)$40,000$45,000$50,000$60,000$63,00067% Accounting & HR Assistant$34,000$38,000$42,000$46,000 84% AP & Donor Records$30,000$33,000$36,000$39,000$39,50086% Office Staff Exec. Assist (exempt)$35,000$39,000$44,000$48,000$35,500 Office Manger (exempt)$30,000$34,000$38,000$42,000$32,00086% Coordinator$26,000$30,000$34,000$38,000$29,40089% Admin. Assistant$23,000$27,000$31,000$35,000$25,10091% Receptionist$20,000$23,000$26,000$29,000$21,00084%

15. Facilities Quad 1 Quad 2 Quad 3 Quad 4Salary AverageQuad 3 Department Head (exempt)$51,000$55,000$59,000$63,000$59,600 Maint. Supervisor (exempt)$34,000$37,000$41,000$44,000$34,10069% Maintenance: Tehnical$30,000$34,000$38,000$42,000$31,10093% Custodial Supervisor$23,000$27,000$30,000$33,000$23,40079% Lead Custodian$20,000$23,000$26,000$29,000$20,10087% Custodian$18,000$21,000$24,000$27,000$19,27492%

16. Raises with a Grid 1.Experience 2.Expertise 3.Education 4.Performance 5.Alignment with vision 6.Team player

17. Raises with a Grid Quads are not to be exact salaries but guides for determining salaries

18. 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.

19. 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.

20. Q & A Send Questions via Chat to Tami