Proposed Changes To The Compensation Policy

[Lucia Morales]

To:  All Rostered persons in the Texas Louisiana Gulf Synod

Re:  Proposed changes to the Compensation Policy

 

In preparation for the coming Synod Assembly, we are examining our
Compensation policy and procedures.  Part of the process has been to study
the documents of our sister Synods in the ELCA.   As a result of a review of
our sister synods, we are very much in line with suggested ELCA guidelines.


 

As an additional component of this process, we invite your participation.
Please share your comments, observations and suggestions by answering some
or all of the following questions regarding changes you might like to see:

 

1.  Base salary plus merit salary.  Many synods show a base salary
determined by years in the ministry.  Others add a merit component
reflecting the size of the parish, weekly worship attendance, longevity in
current call, staff management, additional educational degrees, a first
career experience, and size of work load.  The goal here is to bring salary
guidelines in line with the goal of congregational growth.  The pastor is
the key component of growth in a congregation.  We want to see evangelism
and growth rewarded.

 

2.  Vacation time.  Currently 4 weeks with 4 Sundays, in addition to paid
holidays. Can this time be cumulative?   

 

3.  Sabbatical:  1 - 3 months every 5 - 7 years.

 

4.  Illness:  Emergency 3 days for a death in the family;  Personal illness:
ELCA guidelines for disability.

 

5.  Parental Leave/ Emergency leave:  6 weeks for the birth parent;
otherwise, 2 weeks

 

6.  Continuing Education/Books:  $1,000 and rostered person contributes at
additional $400.   CE 2 weeks.  Can it be cumulative?     Books:  $300
reimbursed as spent.  Can visiting another congregation be a source of
inspiration/encouragement  for a pastor?

 

7.  Transportation Expense

 

8.  Transition and Supply Pastors

 

9.  Housing equity/allowance

 

 

In addition, would you please comment, in response to these issues:

 

l.  Does the congregation you serve have a severance policy in writing?

 

2.  One area of deep concern is the area of support and accountability?  How
do you identify your goals and achievements for the coming year?  Are you in
partnership with another

     pastoral person in this process?   Are your goals written down?   How
do you account; ie, keep track, of progress?  Is the ministrium involved
here?   Can the Synod be helpful here?  

 

3.  Does your present congregation have a mutual ministry committee? 

     If so, how does it function?

     If not, would one be helpful?

 

4.  Are you encouraged to participate in a meaningful spiritual growth
experience?   How do you 'keep your spirits recharged' as you minister to
people? 

 

Serving as a pastoral person is a role of challenge and opportunity.  As a
professional, you are free to determine when and how you conduct your work.
And, as a servant in the body of Christ, you deserve to know the
expectations of the community you serve as well as a workable process of
accountability.

  

Thank you in advance, for your time and thoughtful responses to these
questions.  Together we search for a workable policy that will serve as a
guide for the church we are privileged to serve.

 

 

++++++++++++++++++++++++++++++++++

Rev. Dr. Don M. Carlson

Assistant to the Bishop

TX-LA Gulf Coast Synod, ELCA

www.gulfcoastsynod.org

 

4colorELCAstackedsmall

 

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