St. James the Less Rothesay, New Brunswick   Policy:  Benefits and Salaries

 

 

Purpose

 

·        To ensure consistent and effective decision-making with respect to establishing salary levels, benefits and annual increases for paid staff at St. James the Less.

 

Scope

 

·        This policy applies to all decision-makers and paid staff at St. James the Less.

 

Policy Statement

 

At St. James the Less, paid staff can expect that all decisions with respect to salaries and benefits are consistent and equitable.  All decisions that have a financial impact will be considered in the annual planning and budgeting process.

 

Establishing Salary Levels

 

Compensation may be established at St.James the Less according to four methods:

·        Stipends;

·        Permanent Position Salaries;

·        Contract Position Salaries; and,

·        Honorariums.

 

Stipends are paid to the Rector where as staff may receive either a permanent or temporary salary or an honorarium.

 

Rector

 

The salary level of the Rector of St. James the Less is based on the annual Clergy stipend guidelines established by the Diocese.  The Rector and the vestry may negotiate a top-up to establish a salary level that is greater than the minimum recognized by the Diocese.

 

  

Staff

 

Permanent Positions

The salary level for any permanent position at St.James the Less will be based on a review of compensation for equitable positions at other churches, non-government organizations and charitable organizations.  A 20% salary range will be determined for any given position.  The salary will be reviewed and adjusted accordingly a minimum of every three years.

 

Contract Positions

The salary level for any contract position will be determined through a negotiation process.  The Rector will be responsible for engaging in negotiations and making a recommendation to Vestry.  It is expected that in negotiating a salary, consideration will be given to other equitable positions at other churches, non-government organizations and charitable organizations.  A contract cannot extend beyond a fiscal year but may be renewed annually.

 

Honorariums

Honorariums are offered for specific work and normally are for a limited period of time.  The level of the honorarium should reflect the activity being performed.  Research must occur to establish appropriate compensation.    ref re: Clergy Diocesan Guidelines A-1

 

 

Annual Increases

 

At St. James the Less, salary increases will be determined on an annual basis for the Rector and permanent staff in accordance with available resources.   Increases for contract staff and those who receive honorariums will be based negotiation and applicable research.

 

Rector

 

The annual salary level for the Rector will be based on the following formula:

 

Annual Diocesan Base Salary  +   Established Top Up =  Annual Rector Salary

 

Further adjustments are based on negotiation between the Rector and the Vestry.

 

Staff

 

Annual increases for permanent staff are based on performance.  Increases may be awarded based on a performance review conducted by the Rector.  Staff who demonstrate satisfactory performance may receive an increase equal to the consumer price index as calculated annually each June.  Staff whose performance exceeds expectations may receive a cost of living increase plus merit pay up to 5%.  No staff person may receive an increase in excess of the maximum salary in his or her salary range.

 

Benefits

 

Rector

 

See Diocesan Guidelines A-10

 

Staff

 

There is a pension plan as well as a medical/dental plan available through the general Synod for lay employees.   Participation in the plans requires a 20 hour work week.  See Guidelines for parish officers - part 2 "The parish as an employer"