Also, since living costs vary within Massachusetts, particularly with respect to housing, local variables must be considered. Each church is urged to consider all of the factors unique to its own situation and to reach a mutually satisfactory salary for its staff members. This staff person has specific responsibilities for two or three areas of congregational life. Requires minimum supervision and the expectations are that prior experience or at least advanced capability are required. This staff person has professional entry level skills.
Primary responsibilities are limited to one or two areas.
The Guidelines or Ranges below are offered as a starting point for churches to use when determining the cash salaries offered to pastors who are serving full time. Because the pastor is required to be a highly educated and trained professional, the Total Compensation should be comparable to the compensation of other similarly trained professionals in the community or pastors of other comparable churches in the community. Cash Salary does not include housing, benefits, professional expenses. Also refer to Clergy Compensation Booklet for definitions of Total Compensation and other terms used. It is important to recognize that these are ranges, not exact dollar requirements, and will vary among clergy to show individual differences in training and education, years of experience, tenure, and special skills.