Compensate Employees Fairly and Legally
Anyone who works for a congregation is not only committed to leading and supporting ministry but is also responsible for financially supporting themselves and their families. For the best possible working environment, it is necessary for congregations at a minimum to obey local, state and federal employment law and, beyond that, to pay staff competitively and fairly.
Some congregations have personnel or compensation committees that concern themselves with these issues, reporting either to the finance committee or the congregation council. This personnel team has knowledge of legal issues (like the difference between employees and self-employed or independent contractors) as well as synodical compensation guidelines and general economic conditions.
In addition to determining wages and benefits for each paid position (see “Manage Employee Benefits” below), this team calculates and budgets for raises and cost-of-living adjustments and writes and distributes personnel policies so employees understand their compensation and expectations related to their jobs.
Year-to-year, it is critical that the personnel team stay aware of the congregation’s vision and mission and related staff needs, staff morale, and overall budget trends for income and expenses.