As a church leader, you know there's a "routine" to ministry related to the calendar. Our days are filled with various activities and different priorities depending, among other things, on the time of year. It's the fall season, and we are all focused on executing plans for the fall put in writing many months ago. Of course, we're also focused on planning for the coming calendar year. Church staff is having … [Read more...]
Performance-Based Compensation For Pastors
Is Compensating Pastors For "Good Performance" A Good Thing?
So, a senior pastor successfully grows their congregation by 20% this year and is rewarded with a bonus based on some predetermined set of parameters related to growth. Good for the pastor ... good for the church ... good for the kingdom? A campus pastor is successful in getting a campus launched ahead of schedule and under budget. The church compensates the pastor to reward good performance. This is a good thing. … [Read more...]
Creating A “Market Comparison Table”
The Details Behind Creating One Of The Most Important Tools When It Comes To A Church's Compensation Program
As I described in my series of posts on How To Develop A Compensation Program, the market comparison is the key component of any well-documented compensation program. It is the tool used to evaluate recommended increases relative to the market. (Given the need to do some calculations comparing current and proposed salaries, the table should be built in a spreadsheet application, like Microsoft Excel.) The table … [Read more...]
Developing A Compensation Program For Your Church
The 5 Important Components Of Any Good Church Compensation Program ... Explained
Every church, regardless of size or denomination, must have a "structured method" of determining fair and equitable compensation for staff. Why? Having a program developed, documented, and readily available for staff to read and understand solves or prevents issues staff sometimes have related to their compensation. Everyone knows where they stand in the organization and they are confident that their compensation is … [Read more...]