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.
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.
Minister: As a congregation we are committed to the infallible Word of God, to the finished work of Christ on the Cross for our salvation, to wholesome Christian living by the power of God’s Holy Spirit and to the return of our Lord Jesus Christ for all who believe. People: To these great truths we re-dedicate ourselves, realising that God does not dwell in this new building but in us who are His temple. Minister: With deep appreciation for all who have had a part in the ministry of this Church in the past and with a special prayer for those who will serve, minister and worship here in the future People: We humbly and gratefully dedicate this building. To God be the glory, great things He has done! The Bishop leads in a Dedicatory Prayer Hymn Sermon Hymn Benediction