In many congregations there is yet one thing to do as we
rush headlong toward the end of this calendar year. It is not something anybody
relishes talking about or doing. Ministers are usually mum on the subject.
Congregational leaders are highly uncomfortable bringing it up. The subject is “How
much do we pay the pastor next year?”
Pastors in a congregational polity system are largely on
their own to negotiate this with congregational leaders. In some cases there is
no negotiation. The leaders make a unilateral decision about if there will be
an increase for the next year and how much the increase might be.
Pastors in a connectional polity system usually have some
minimum standards established at a level of oversight higher than the
congregation. For part-time pastors these minimum standards are usually
prorated at a level for the portion of full-time equivalency the pastor is
serving. Often there is a polity requirement that the pastor’s compensation be
regularly reviewed and reported to the level where the minimum standards are
set.
Consider the precedent for paying ministers for their
service. To do so we have to begin in the Hebrew Scriptures. In Joshua 13:33
the Levites were not apportioned the possession of land. Their function was to
serve at the Tent of Meeting and later the Temple. In Numbers 18:21 and also in
2nd Chronicles 31:4, we find that the Levites received the tithes in
return for their service.
In 1st Corinthians 9:7-15 Paul asserts the right
of those who service the Lord to receive compensation for their service. Do you not know that those employed in the
temple service get their food from the temple, and those who serve at the altar
share in what is sacrificed on the altar? In the same way, the Lord commanded
that those who proclaim the gospel should get their living by the gospel. (NRSV)
In the Presbyterian Church (U.S.A.), at the time of the installation
of a teaching elder as pastor, the congregation affirmatively answers this
question, Do we promise to pay him (her) fairly and provide for his (her)
welfare as he (she) works among us? (Book of Order W-4.4006b (3)) The presbytery establishes the minimum standards for what is
“fair and providing for his/her welfare.” However, there are those in
congregations who think the minimum standards are extravagant.
I believe I previously have observed in this blog two distinct mindsets
in congregations concerning pastoral compensation. In my observation, there are
those with what I call a “management” mindset which views the pastor as a hired
laborer. Those with this mindset want optimum production for the lowest cost.
On the other hand, there are those which what I call a “labor” mindset which
sees the pastor as management, and everybody knows they are paid way too much.
Both mindsets work together to suppress pastoral compensation.
As evidenced in every negotiation for compensation in the
church or secular environments there are at least two different definitions of “fair
pay.” “What is fair?” is a tough question to answer. I commend to pastors,
sessions, committees/commissions on ministry and presbyteries as a body the
2010 study resolution adopted by the 219th (2010) General Assembly
entitled “Neither Poverty Nor Riches: Compensation, Equity, and the Unity of
the Church” The resolution can be downloaded at https://www.pcusa.org/resource/neither-poverty-nor-riches/.
