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NEGOTIATING CLERGY SALARY
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Up until recently there was a uniform stipend for all clergy in the Diocese of Algoma. Recently we moved to a new procedure where the Diocese each year, sets only a minimum stipend and the parishes which are not receiving grants are free to pay above the minimum. All of this is new territory both for our clergy and parish officers. Here are some suggestions for how that process might be shaped.
1) Part time ministries are usually appointed on a fixed term. Incumbents could negotiate directly with the wardens as the term comes up for renewal. Another procedure would be to have a subcommittee of the advisory board consult with the incumbent and the wardens and bring forward recommendations for inclusion in the next year’s budget.
2) For full-time ongoing positions, the advisory board could strike a subcommittee to bring recommendations to the December advisory board when the next year’s budget is being prepared.
3) The subcommittee should have confidential conversations with the rector and wardens to hear their perspectives and gain guidance.
4) They may wish to gather salary scales from related professions or from neighbouring congregations of a similar size.
5) The incumbent should be absent when the subcommittee brings the recommendations to the advisory board for discussion and debate.
6) The rector’s warden should report the result only to the incumbent and not discuss who raised what points in the debate. Invariably, at least one member will say inappropriate things that could be harmful if repeated outside of a confidential setting.
7) The recommendation is then presented to vestry quite routinely as part of the overall budget presentation.
8) Although vestry has the right to go into each line of the budget in detail, the wardens would be wise to stave off a floor debate of the rector’s salary by sharing the fair political hearing the matter has already received by the advisory board, and stating that after scrutiny and an open debate this comes as their recommendation.
9) Since this process can be emotionally grueling for the incumbent and their spouse, (and potentially hurtful), it might be wise for budget recommendations to be made by the December advisory board for a three-year period so the subject doesn’t have to be visited in full every year.
10) Clergy who are inclined to forgo increases should remember that it is important to the overall health of their parish that the parish offer fair and generous remuneration to its leader and other workers.
Item XXXVII
©2002 Ronald C. Ferris
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