A ministry worker may well be paid less/more than another if their needs differ substantially. The remuneration committee needs to apply appropriate discretion in this aspect without creating unfair discrimination between people. Needs include family size, area of ministry and the income of the people they are ministering to. Experience This does not merely refer to the number of years a person has been involved in a particular area of ministry. It should take the life experience that adds to their person’s ministry into account, the extent to which they have grown within their area of ministry and the value they add to the ministry. Qualification Appropriate qualifications for the particular area of ministry a person is involved in should be encouraged and may be used to differentiate in terms of where a person is paid within the acceptable range of pay. Other Income The council should consider other sources of income that the person may receive in order to support their ministry. They would need to apply their minds to whether this should be added to what the church can contribute when considering the suggested pay model. This aspect will also relate to the issue of needs raised above. The suggested pay model is based on Total Guaranteed Pay And is revised annually by the Executive Committee and Trustees and distributed to Churches. The pay ranges have specifically been chosen to be relatively broad and to create an overlap between categories in order to ensure that most of the secondary determinants can be considered. It should be noted that deviations from these ranges could occur as a result of a number of factors, including: the affordability of the church to pay within these ranges the unique circumstances of the church/individuals concerned Non-Pay Determinants The church will not differentiate pay on the basis of a person’s: Race Gender Age Disability Remuneration Structure The recommended pay scale shown in this document is based on Total Package. Total package includes all cash related benefits that a person may receive.
A ministry worker may well be paid less/more than another if their needs differ substantially. The remuneration committee needs to apply appropriate discretion in this aspect without creating unfair discrimination between people. Needs include family size, area of ministry and the income of the people they are ministering to. Experience This does not merely refer to the number of years a person has been involved in a particular area of ministry. It should take the person’s life experience that adds to their ministry into account, the extent to which they have grown within their area of ministry and the value they add to the ministry. Qualification Appropriate qualifications for the particular area of ministry a person is involved in should be encouraged and may be used to differentiate in terms of where a person is paid within the acceptable range of pay. Other Income The council should consider other sources of income that the person may receive in order to support their ministry. They would need to apply their minds to whether this should be added to what the church can contribute when considering the suggested pay model. This aspect will also relate to the issue of needs raised above. The suggested pay model is based on Total Guaranteed Pay And is revised annually by the Executive Committee and Trustees and distributed to Churches. The pay ranges have specifically been chosen to be relatively broad and to create an overlap between categories in order to ensure that most of the secondary determinants can be considered. It should be noted that deviations from these ranges could occur as a result of a number of factors, including: the affordability of the church to pay within these ranges the unique circumstances of the church/individuals concerned Non-Pay Determinants The church will not differentiate pay on the basis of a person’s: Race Gender Age Disability Remuneration Structure The recommended pay scale shown in this document is based on Total Package. Total package includes all cash related benefits that a person may receive.
02.-Handbook-2014.docx