Burr Ridge, IL (MW Communications) At its 47th Diocesan Assembly which
took place here October 6 & 7, 2009, the assembly passed Clergy
Compenastions Guidelines to be followed by all parishes of the diocese.
Those guidelines can be found here.
The rationale for the adopted guidelines follows:
There is no active clergy compensation policy in our diocese.
Compensation packages among our clergy reflect no systematic
consideration for tenure, education, size of parish or relative
fairness. The most recent diocesan policy was established by the late
Bishop BORIS in 1985 (which, by the way, requires that a newly ordained
and assigned priest receive a minimum of $800.00 per month in salary).
That policy, along with the O.C.A. clergy Compensation Guidelines
dating from 1992, became the foundation for this current proposal.
Since much of the “package” was already intact, the pressing question
for the committee to address was simply “how much money should we pay
the priest?” or “what is fair and reasonable compensation to both the
Pastor and the parish?
At the January 2005 meeting the Chancellor and committee agreed that
the compensation model for a public school teacher was both viable and
desirable. Built into most school district policies were the variables
of tenure and education. Demographic and cost of living differences
across the diocese could be easily addressed by simply using local
school pay scales for each parish. The committee left that meeting with
the intention to follow the school model course for a diocesan wide
compensation policy, tailoring the school compensation information into
our existing package.
At the August 2007 meeting concerns were raised, particularly by the
priests, that meeting the costs of the school salary schedules in most
of our parishes would simply be impossible at this time. Reviewing the
data from the recent clergy compensation survey conducted by Joe Kormos
earlier in the year, the anticipated net increase of cost to a parish
is quite intimidating. Since a policy which establishes the impossible
as a norm is destined to be marginalized and ignored, it was necessary
to adjust the model.
The following guideline is based on the Medium Household Income (MHI)
of the county in which the parish is located. Consideration for tenure
is built into the process, while adjustments for parish size are
strongly encouraged. A number of elements of the policy are beyond the
scope of diocesan manipulation, e.g. FICA requirements, and O.C.A.
mandated pension, life insurance and health care coverage. Additional
suggestions for “perks” to a deserving and well respected pastor are