2022 COMPENSATION GUIDELINES - scsw-elca.org

1 2022 COMPENSATION GUIDELINES Ministers of Word and Sacrament Page 6 Ministers of Word and Service Page 23 Appendices Page 36 6401 Odana Road, Suite 20 Madison, WI 53719 South-Central Synod of Wisconsin 2 3 PURPOSE The purpose of this document is to provide fair and equitable COMPENSATION for rostered ministers serving in our synod. INTRODUCTION The 2022 COMPENSATION GUIDELINES are provided as a starting point for determining COMPENSATION for Rostered Ministers of Word and Sacrament and Rostered Ministers of Word and Service in the South-Central Synod of Wisconsin.

2 They are intended to be minimum GUIDELINES . However, these are only GUIDELINES . They cannot possibly speak to all our congregations with their varying financial resources, personnel resources, and expectations. These GUIDELINES emerge from ongoing review of current salaries, salaries paid in other synods, the Portico overall picture of COMPENSATION , and the ongoing work with congregations by synod staff. In addition, this document contains several appendices as resources for specific areas of interest. The 2022 GUIDELINES were developed by the COMPENSATION GUIDELINES task force, recommended by the Synod Council, for discussion and approval by the 2022 synod assembly.

3 Important information about Base Salary and the Cost-of-Living Adjustment The 2022 GUIDELINES include a cost-of-living increase of The cost-of-living increase in the base salary GUIDELINES , as in previous years, is the same as the most recent cost of living adjustment (COLA) approved by the Social Security Administration. So, for the 2022 GUIDELINES , the cost of living adjustment matches the 2021 Social Security Administration COLA. However, in addition to cost-of-living considerations, each year the rostered minister has an additional year of experience.

4 This added experience adds value to the shared ministry and needs to be considered in providing fair COMPENSATION . The 2022 GUIDELINES include an experience step increase of $786. It is expected that Rostered Ministers receive this COMPENSATION increase annually, with completion of continuing education. Finally, if your congregation s rostered ministers are paid below GUIDELINES , a concerted effort should be made to increase their COMPENSATION to meet GUIDELINES within three years or less or come to an agreement in conversation with the rostered minister about what is fair and appropriate COMPENSATION .

5 Note: Wherever the term congregation is used in this document it can also be assumed that this applies to all ELCA affiliated calling agencies. 4 Important Information about Portico Benefit Services Portico Benefits Services, the nonprofit benefit ministry of the ELCA, provides the benefit program for rostered minsters, lay employees, and their families. Portico provides health, dental, prescription drug, retirement, disability, and group life insurance benefits in one bundled program. The program is designed to address the needs of rostered ministers and provide seamless benefits during change of call, leave from call, and other events unique to ministry.

6 Through Portico, congregations in this synod and across the country pool their collective purchasing power to provide benefits in a cost-effective manner. For more information se the ELCA Philosophy of Benefits as It is important to note that the ELCA Church Council has approved a balance of cost-sharing between congregations and plan members. Portico offers a choice of health benefit options that fit this approved balance. Each fall, congregations should engage in conversation with their sponsored plan members to determine the option that best fits their needs, and them make their selection during annual enrollment.

7 Current contribution rates are available at or by calling Portico at 800-353-2876. For more information If you have questions about how to use these GUIDELINES in your planning, contact The Rev. Joy Mortensen-Wiebe, Bishop for the South-Central Synod of Wisconsin or Marie Leafblad, Associate to the Bishop for Leadership. COMPENSATION Guideline Task Force Members: Bruce Hutler, Synod Treasurer, Our Savior s Lutheran Church, Sun Prairie The Rev. Joy Mortensen-Wiebe, Bishop 5 2022 COMPENSATION GUIDELINES for Ministers of Word & Sacrament I.

8 COMPENSATION 6 A. SALARY 6 B. HOUSING 8 C. SOCIAL SECURITY AND IRS REPORTING 10 II. BENEFITS 11 A. RETIREMENT AND HEALTH BENEFITS 12 B. FLEXIBLE SPENDING PLAN 13 C. PAID LEAVES 13 D. ADDITONAL PRE-TAX RETIREMENT CONTRIBUTIONS 13 III. REIMBURSED PROFESSIONAL EXPENSES 13 A. AUTOMOBILE ALLOWANCE 13 B. CONTINUING EDUCATION 14 C. PROFESSIONAL MINISTRY EXPENSES 15 D. OFFICIAL MEETINGS 15 E. MOVING EXPENSES 16 IV.

9 WEEKLY, ANNUAL AND SABBATICAL TIME COMPENSATION 16 A. SABBATH DAY 16 B. VACATION TIME 16 C. SABBATICALS 17 V. PULPIT SUPPLY 17 COMPENSATION AND OTHER BENEFITS WORKSHEET CLERGY 19 COMPENSATION WORKSHEET FOR PASTORS 20 6 I. DEFINED COMPENSATION A. SALARY Rostered minister salary is based on several considerations the number of years of experience, housing costs, and additional factors related to the context of the ministry, cost of living, and job responsibility. 1. Years of Experience and Continuing Education The following are GUIDELINES for minimum cash salaries.

10 The information that follows will assist you in determining a cash salary. These figures are GUIDELINES and are not intended to restrict a congregation in fairly compensating a pastor. Experience Base Salary Experience Base Salary 0 $38,980 18 $53,128 1 $39,766 19 $53,914 2 $40,552 20 $54,700 3 $41,338 21 $55,486 4 $42,124 22 $56,272 5 $42,910 23 $57,058 6 $43,696 24 $57,844 7 $44,482 25 $58,630 8 $45,268 26 $59,416 9 $46,054 27 $60,202 10 $46,840 28 $60,988 11 $47,626 29 $61,774 12 $48,412 30 $62,560 13 $49,198 31 $63,346 14 $49,984 32 $64,132 15 $50,770 33 $64,918 16 $51,556 34 $65,704 17 $52,342 35 $66,490 2022 COLA Increase: Source.