One of the most common questions we get when helping churches manage their employee search relates to compensation. While I wish there was a one-size-fits-all answer for this question, the truth is that every church is unique and needs to answer this question for itself.
When it comes to salaries, I believe a church compensation structure should strive for three things:
- Model generosity. Generous churches are led by generous pastors. Pastors set the tone for the church’s culture of generosity, which means having the ability to generously give. A salary that does not enable someone to tithe, support missionaries, give to those in need, or make other one-time gifts will negatively impact your church’s culture of generosity.
- Minimize stress. Ministry can be both incredibly fulfilling and incredibly stressful. Constantly worrying about making the rent payment or deciding between buying groceries or a coat for a daughter adds a level of stress that ultimately hurts a minister’s ability to truly serve a church.