Guidelines for pastors' salaries, benefits and expenses

Updated April 2009

Enclosed you will find the 2009-2010 guidelines.

The base salary and unit values have not increased from last year. This will be a disappointment to pastors and their families. On the macro level economic realities have impacted the church and its institutions in a significant way. Cuts in programs, salaries and staff are painful experiences affecting real people. At the congregational level the news is not quite as severe. People tend to maintain their giving to the local congregation even during difficult economic times and that loyalty and generosity is appreciated. However, as many congregations, area conferences, church agencies, colleges, seminaries and other parts of the church struggle financially, it does not seem appropriate to generate pastor salary guidelines that call for an increase to the base salary and unit values. This decision has been affirmed by church leaders involved in the process of determining these salary guidelines.
The recommended mileage reimbursement rate for 2009 is 55 cents per mile (IRS rate).
Worksheets for salary, benefits and expenses are separated on different pages as a way to encourage church officials to also separate these items when reporting budget and expenditures to the congregation. It is particularly important that financial reporting not leave the impression that expenses are part of a pastor's salary.

These guidelines are presented as a reference point for determining pastors’ salaries and benefits. We urge you to take these guidelines seriously, but recognize that there are factors in each setting that may call for special consideration, especially in regard to the “Geographical Units” (Section II.D). Local cost of living factors like housing costs may require special consideration. In some cases, it will be appropriate for a congregation to make choices other than what is represented in these guidelines because of the congregation’s unique situation.

The recommended compensation should be regarded as a minimum. Congregations are urged to be more generous if they are able. To aid in this important process, we recommend the following:

Provide for open and forthright communication between the pastor and those representing the congregation. Create a climate of trust wherein each person can express perspectives, needs and opinions with clarity and freedom. (Please consult “Negotiating the Pastor’s Salary” that is in the Pastor Congregation Relations Packet and available on the Mennonite Church USA web page, www.mennoniteusa.org).
Consider inviting a “third party” to participate in the discussions. This might be your conference minister, overseer, or a specially trained mediator.
Be satisfied with the results. When negotiations are concluded, congregation and pastor should accept the results rather than harboring resentment.

The goal of these guidelines is to help provide a financial guide that is supportive of pastors and their families and also fair to the congregation. Our commitment to quality ministry is reflected in part in the level of compensation offered to those who serve our congregations as pastors and the process that is used in determining it. With this end in view, these guidelines are offered as a resource for your congregation in the next year. As always, your feedback and questions are welcome. Thank you to everyone who has offered counsel and feedback in the process of developing these guidelines.

Salary calculation software is available at www.manygifts.org/salaryguidelines.