Jennifer, who blogs at www.anorientationofheart.blogspot.com offers our only response this week:
In a perfect world, a clergyperson doesn’t have to be her own advocate related to salary and other personnel matters. That’s not helpful advice here in December, but it does provide a chance to lobby for clergy having a pastoral relations committee/personnel committee that becomes self-educated and educates others (including the congregation). Paying one’s pastor fairly is really not a subjective thing, yet lots of congregations handle it very subjectively. Begin at the beginning of a new church year and ask your council or consistory or session or somebody (!) to appoint a committee to study such personnel policies and salary guidelines/ranges and work with them to formulate a plan. With time and careful planning, you can work on all kinds of creative ways to see that fair and just compensation are carefully considered and planned for. It’s an emotionally charged topic, and it’s often helpful to talk about it all outside of budget planning…. In the meantime, here in December, could you ask your synod office to send a clarifying memo regarding these “guidelines”. Perhaps some strong wording would help congregations to feel guided to minimums rather than let off the hook.
Hope this helps!
I hope you can offer some help...and accept my apologies for a late post today. I have been in internet neverland today...
May you live in God's amazing grace+