It specifically excludes items that are considered as of the such as “tools trade” computers, cell phones (where the person needs to be contactable when they are not in the office), books and car related expenses incurred as a result of ministry requirements. Membership of the REACH SA Pension Fund is compulsory, and the contributions paid by the church are part of Total Package. It is important that church councils ensure that the portion of the Total Package that is declared pensionable is kept as large as possible, since it directly affects the life and disability cover as well person’s as their future retirement provision. We would suggest that councils apply a range of 70% - 90% of the Total Package in determining the pensionable portion. The range is given to allow for the unique circumstances that may exist. The contribution to the medical aid also forms part of Total Package. church’s Remuneration Setting and Annual Review Each council should review their pay on an annual basis. The aspects taken workers’ into account would include the following: CPI. The annual increase in inflation Change in the needs person’s The increased ability to add value in their ministry and their personal person’s growth Change in a role in the church person’s Affordability. The church should ensure that any increases granted are affordable and sustainable. If a church is paying outside the recommended pay ranges, then they should be aiming to pay people fairly relative to each other. E.g. if they can only afford to pay their rector 80% of the minimum recommended, then all workers should similarly be paid close to 80% of the acceptable benchmark. Remuneration Governance Local church councils are responsible for the setting and reviewing of remuneration for the employees of the church. It is recognized that this is not a mechanical process nor is there a purely scientific basis to making these decisions and a fair extent of judgement is required on the part of the decision makers in this regard. All councils should establish a remuneration committee whose role it is to take into consideration the determinants of pay and the pay guidelines and make proposals to the council for approval. In the absence of a remuneration committee, the would assume rector’s warden the responsibility of tabling recommendations to the council.
It specifically excludes items that are considered as “tools of the trade” such as computers, cell phones (where the person needs to be contactable when they are not in the office), books and car related expenses incurred as a result of ministry requirements. Membership of the REACH SA Pension Fund is compulsory, and the contributions paid by the church are part of Total Package. It is important that church councils ensure that the portion of the Total Package that is declared pensionable is kept as large as possible, since it directly affects the person’s life and disability cover as well as their future retirement provision. We would suggest that councils apply a range of 70% - 90% of the Total Package in determining the pensionable portion. The range is given to allow for the unique circumstances that may exist. The church’s contribution to the medical aid also forms part of Total Package. Remuneration Setting and Annual Review Each council should review their workers’ pay on an annual basis. The aspects taken into account would include the following: CPI. The annual increase in inflation Change in the person’s needs The person’s increased ability to add value in their ministry and their personal growth Change in a person’s role in the church Affordability. The church should ensure that any increases granted are affordable and sustainable. If a church is paying outside the recommended pay ranges, then they should be aiming to pay people fairly relative to each other. E.g. if they can only afford to pay their rector 80% of the minimum recommended, then all workers should similarly be paid close to 80% of the acceptable benchmark. Remuneration Governance Local church councils are responsible for the setting and reviewing of remuneration for the employees of the church. It is recognized that this is not a mechanical process nor is there a purely scientific basis to making these decisions and a fair extent of judgement is required on the part of the decision makers in this regard. All councils should establish a remuneration committee whose role it is to take into consideration the determinants of pay and the pay guidelines and make proposals to the council for approval. In the absence of a remuneration committee, the rector’s warden would assume the responsibility of tabling recommendations to the council.
02.-Handbook-2014.docx