For almost 20 years, Leadership Network’s ministry has served as a place where peers can share mutual strengths, concerns and solutions. In many of its events, informal surveys were taken to assess church practices. In almost every forum of the past, a salary survey was conducted. While the data collection was fairly crude, the participants found the practice valuable for their own knowledge.
Here are some of the reasons they found the Leadership Network survey more valuable than broader compensation surveys:
1. It came from churches they considered peers. In other surveys, much of the data comes from churches that are smaller and not growing.
2. The churches felt they had similar needs and approaches as opposed to “average” churches.
3. The data came from churches they wanted to be like and they wanted to know, in more detail, how they compared with each other.
In 2001, we conducted a Salary Survey by asking 100 leading churches to complete a survey on their compensation practices. The 100 churches chosen were not just chosen for their size, but rather to represent a variety of geographic regions and denominational traditions.
This year, we asked a similar group to participate. In most cases, the respondents were not the same churches as 2001. So comparisons are difficult between the two years in some respects. However, the data does show a flow and direction which can be useful for those charged by a church to set compensation.
By no means do we claim that this survey is random or statistically valid. There are much more expensive means to conduct these surveys. Our approach is to gather data from churches with good practices and create a report from which other churches can learn.
The results are found in the following pages. In some cases we have compared data to the 2001 survey.
At the end of the report there are some conclusions drawn.
The survey asked how many total people attended on an average weekend. This includes all ages and all services. Unfortunately, some congregations only count adults in their attendance numbers. In addition, as compared to the 2001 survey, several larger churches declined to participate, and felt their numbers would skew the data in a dramatic way.
The smallest church in the survey had an average weekend worship attendance of 1000.
The largest church in the survey had an average weekend worship attendance of 8000.
The median church attendance was 3500.
The average church attendance was 3569.
In spite of those larger churches that declined to participate, the median is constant with 2001 and the average is only slightly lower.
All of the churches reported having multiple weekend worship experiences held during the weekend.
All reported at least 2 worship services.
The highest number of services reported was 13.
The average was 5.
The median was 4.
These figures show considerable difference from the 2001 survey. It is clear that more and more churches are using multiple services and locations in their ministry.
The number reported is the actual income for the last fiscal year:
The lowest income reported was $1,680,900.
The highest income reported was $12,000,000.
The median income was $4,752,241.
The average income was $5,123,514.
While the high and low are above the 2001 survey, the averages are slightly lower. To some degree, this reflects the absence of 2 churches from the previous survey and the economic slowdown of the past 2 years.
This number reflects the planned general operating budgets for the current fiscal year.
The lowest planned budget income was $1,701,650.
The highest planned budget income was $12,000,000.
The median planned budget income was $5,173,252.
The average planned budget income was $5,491,207.
While the average is almost constant with the 2001 survey, the high and median are greatly reduced due to the absence of a few churches in this year’s survey.
Most of the congregations in the survey reported income that was given for other causes, including income for buildings and special capital campaigns.
The lowest restricted fund/building income reported was $16,479.
The highest restricted fund/building income reported was $7,300,000.
The median restricted fund/building income reported was $1,150,000.
The average restricted fund/building income reported was $1,528,852.
These numbers are down significantly in this year’s survey.
This is the total giving of the congregation for the past year.
The lowest total reported was $ 1,701,650.
The highest total reported was $14,000,000.
The median total was $5,805,705.
The average total was $6,250,248.
In comparison to the 2001 survey, the numbers were slightly lower with the exception of the median. In this case, the median was actually 15 percent higher in the 2003 survey.
The survey asked for cash salary plus housing allowances for various roles. It does not include other benefits that are often a sizeable part of a minister’s compensation package. In addition, many churches have “Directors” which are not labeled “ministers” but serve in the same role. Where there was role equivalency, these numbers were included in the survey.
Average $124,586
Median $118,000
Low $ 65,500
High $202,000
Average $ 92,249
Median $ 90,000
Low $ 60,250
High $155,000
These figures have followed a fairly consistent pattern for some years. Executive Pastor pay tends to average between 75 and 85% of Senior Pastor pay.
Average $ 70,041
Median $ 67,800
Low $ 50,000
High $110,000
Average $ 73,402
Median $ 67,750
Low $ 40,000
High $110,000
Average $ 47,623
Median $ 53,500
Low $ 15,673
Median $ 66,500
These numbers are significantly down from the 2001 survey.
Average $ 61,314
Median $ 61,500
Low $ 45,000
High $ 87,200
Average $ 54,054
Median $ 54,650
Low $ 30,000
High $ 72,000
Average $ 46,494
Median $ 42,250
Low $ 28,000
High $ 62,799
Average $ 43,329
Median $ 42,250
Low $ 28,000
High $ 62,799
Average $ 58,098
Median $ 52, 875
Low $ 41,200
High $105,000
Average $ 51,439
Median $ 49,250
Low $ 28,000
High $ 74,003
Average $ 40,610
Median $ 44,100
Low $ 33,000
High $ 44,730
Average $ 39,833
Median $ 40,000
Low $ 23,000
High $ 63,000
Average $ 49,356
Median $ 50,000
Low $ 22,984
High $ 70,000
Average $ 60,373
Median $ 57,150
Low $ 24,000
High $ 95,700
Average $ 60,291
Median $ 66,000
Low $ 34,789
High $ 74,000
Average $ 71,600
Median $ 60,579
Low $ 53,500
High $120,000
Average $ 57,146
Median $ 55,153
Low $ 25,000
High $ 91,050
Average $ 51,562
Median $ 51,200
Low $ 28,000
High $ 80,000
This role saw a great increase in the number of respondents since 2001. Over 80% of the respondents reported having a full time person in this role.
Average $ 66,287
Median $ 66,000
Low $ 32,000
High $114,000
Average $ 65,729
Median $ 66,193
Low $ 46,100
High $122,000
Average $ 57,397
Median $ 55,000
Low $ 32,400
High $ 78,000
Average $ 66,456
Median $ 61,250
Low $ 40,000
High $132,000
Average $ 50,305
Median $ 48,799
Low $ 35,000
High $ 75,000
This role also showed significant growth in number of respondents since the 2001 survey.
Average $ 42,330
Median $ 35,000
Low $ 16,500
High $ 69,910
Average $ 42,295
Median $ 42,625
Low $ 25,200
High $ 52,500
This role saw a significant decrease in the average and high due to the absence of several very large churches as compared to the 2001 survey.
In the following roles there were enough respondents to form some analysis, but not enough for definitive understandings.
Average $ 28,860
High $ 31,200
Average $ 49,658
High $ 65,000
This role reflects the growing use of multi site churches.
Average $ 51,306
High $ 65,000
Average $ 49,432
High $ 62,200
Average $ 42,760
High $ 60,000
Average $ 63,787
High $ 85,000
We try to note some of the “newer” roles that are being considered at many churches. On this survey we found people with various titles such as: Community Life Pastor, Connecting Ministries, Life Journey Pastor, Minister of Student Relationships, Leadership Development Pastor, Scheduler/Planner, and Newcomer Pastor. Many of these are revisions of previous titles but some are new formulations.
In addition, there was one “Director of Sacred Music” and one “Minister of Christian Education.” Both were highly compensated and reflect some of the roles that were once prominent in churches but are no longer.
The survey asked what types of benefits were provided to full time employees of the church.
The benefit is listed followed by the percentage of respondents that offer the benefit.
Insurance – Medical 100%
Insurance – Dental 74%
Insurance – Vision 52%
Insurance – Short Term Disability 58%
Insurance – Long Term Disability 87%
Life Insurance – Under $50,000 77%
Flexible Spending Account 65%
Cafeteria Choice Plan for Benefits 39%
Cell Phone 39%
Book Allowance 84%
Sabbatical Leave or Ministry Leave 58%
Dependent Care 16%
Dependent Education 10%
Health Club 10%
Extended Study Leave 13%
Bonus System or Bonus Pool 16%
As compared to the 2001 survey, the following benefits saw a significant increase:
Insurance – Vision – Now 52% versus 30% in 2001 survey.
Short Term Disability – Now 58% versus 30% in 2001 survey.
Flexible Spending Account – Now 65% versus 43% in 2001 survey.
Book Allowance – Now 84% versus 60% in 2001 survey.
Extended Study Leave – Now 13% versus 7% in 2001 survey.
As compared to the 2001 survey, the following benefits saw a significant decrease:
Cell Phone – Now 39% versus 77% in the 2001 survey.
Many churches have moved away from paying this as a benefit to adopting a business or corporate plan for qualified users of cell phones.
The most common coverage was a PPO plan with 80% coverage. (this means the plan covers 80% of the charge and the employee covers 20% from their pocket.) The second most common coverage was a PPO plan with 90 or 100% coverage. The third most common coverage was an HMO plan usually with 90-100% coverage. The fourth most common coverage was a Point of Service Plan with 80% coverage.
As compared to the 2001 survey, the most common coverage of PPO plans remains in the top spot. The others have switched places in the 2, 3 and 4 positions but not to a significant degree.
As to the portion of the premium paid by the church for full time employees:
61% of the churches pay 100% of the premiums.
23% of the churches pay between 80-90% of the premiums.
6% of the churches pay between 70-79% of the premiums.
The balance pay less than 70% of the premiums.
As with all organizations, churches continue to wrestle with the best ways to provide good coverages at reasonable costs. For example, Leadership Network and several churches have themselves switched to a Professional Employment Organization in order to find better coverages and increased group sizes for insurance ratings.
When compared to the data from the 2001 Survey, this area had the most change. The change is a conceptual one rather than a numerical one.
Most churches now included Training and Development in other budgets outside of compensation arrangements. There is a common budget to cover all staff training.
The second most common answer among the participants was to the effect of: the Senior Pastor has a liberal use of conferences and other resources and the rest of the staff training funds come from a common pool. The amount given for Senior Pastor was between $4500 and $6000.
The third most common answer was an amount between $1000 and $2000.
Vacation policies vary from church to church. Each church handles time off and vacation slightly differently. There are several general descriptions.
Almost all of the churches grant more vacation for more tenure at the church. The exceptions were across the board at 4 weeks per year per team member.
About half the churches treat all full time employees the same, the other half grant Ministers and program directors more time off than support team members.
The lowest amount of vacation tends to be centered on the policy of:
Years 1-4: 2 weeks vacation
Years 4-7: 3 weeks vacation
Years 8+: 4 weeks vacation
There was a small cluster of churches with similar policies in that range.
The most likely case tended to be a version of the following:
Years 1-5: 3 weeks
After 5 years: 4 weeks
The largest cluster of churches were in this range with a few provisos of churches that add an additional week of vacation after 10 years.
A good number of churches had policies that were similar to:
Pastors and Director staff: 4 weeks
Other staff: 2 weeks until year 5 and then 3 weeks thereafter.
This was the second largest cluster
One church also mentioned that in addition to the vacation time, the church closed its offices from Christmas until after the New Year and encouraged all the staff to rest during that period.
After looking at the data from the 2001 and 2003 surveys, my conclusion is that churches are granting slightly more in vacation while slowing the rate of pay increase It could be that churches are rewarding staff for service by granting more vacation in lieu of cash salary.
We asked the participants to give an average base raise increase for either 2003 or 2004 fiscal year for their staff.
The most common answer by far was 4%.
The second most common answer was 3%.
A third most common answer said 5%
A few isolated cases mentioned no increase or slight reductions.
One church had a blanket $800 increase for all staff.
These figures and results should be used as comparison and norming when working through your church’s salary and benefits plan. Do not use the survey as a final solution.
Regional factors, cost of living factors, as well as experience and tenure must be considered when establishing a compensation plan.
Several times a year I have telephone conversations with members of governing boards concerning issues of compensation, benefits and the retention of key staff members. Our conversations not only deal with financial compensation but with non-financial ways to improve staff morale and well being. Most congregations fail to realize how valuable staff are for accomplishing their congregational mission.
For more information or to give feedback, please contact Dave Travis, Senior Vice President at dave.travis@leadnet.org.
There are several other surveys available through various organizations that deal with staff compensation. The limitation on many of these surveys concerns the lack of large churches for comparison data. However, governing boards may still find these useful.
Our Alliance Partner –
www.leadnetchurchstaffing.com has a confidential salary survey based on participants in their database. You can also seek new staff through that service.
In addition, the National Association of Church Business Administrators conducts regular surveys on the topic. They can be found at www.nacba.net.
© 2005 by Leadership Network. Used by permission.
http://www.leadnet.org/
http://www.leadnet.org/resources/docs/leader_1.doc.pdf