there are varieties of gifts, but the same spirit; and there are varieties of
services, but the same Lord; and there are varieties of activities, but it is
the same God who activates all of them in everyone. To each is given the manifestation of the Spirit for the common
good.” (1 Cor. 12:4-7)
’s vision of the church is one of a community of believers that is
constantly built up and supported by the gifts and talents of each of the
members. Each person’s talents
and abilities are respected and utilized for the common good. There is a right and an obligation to serve and to minister to others. This right comes through the sacrament of baptism.
ministries are oriented to the common good. They are not present for the individual but for the good of all. As such the many ministries and gifts need to be ordered and directed
for a common purpose. The ordained
ministry is a ministry of ordering and directing these ministries. The ministry of priest and bishop is a ministry of leadership in
worship, but also of leadership in the ministries of the community.
the leadership role of pastor is shared among a number of other
“professional ministers.” Parishes
are staffed by Religious Education Directors, Youth Ministers, Liturgy
Directors, teachers in the schools, parish business directors, secretaries,
and a host of other people who minister with and under the direction of the
pastor. In today’s church there
is an aspect of a “business model” in dealing with professional staff. That aspect requires evaluation, job descriptions, personnel policy,
etc. Sometimes, a “pecking
order” arises or questions of what job is more valuable, or who is doing
more work. But there is also a
ministry dimension. That dimension
looks at the common cause. We are
all in this together. Some
ministers have more background and education, some have more years of
experience, some may have greater responsibility, but under all there is an
equality which concludes that it is the same Spirit that gives the gifts and
directs their use for the common good.
This policy attempts to remain as simple as possible. It tries to establish a salary scale based primarily on two things,
education and experience. The
assumption is that as experience and education grow the level of
responsibility will also grow. Some
people will be in charge of one large program, others will be in charge of a
number of smaller programs. We
want to avoid tying down who is more valuable and all the problems that go
with that. We hope this scale is
simple and will work as a foundation for paying just salaries to the many
people to minister in our community.
The Parish Minister
Dedicated to the service of the Gospel
Supports the pastor’s vision for the parish
Full time employee of the parish
Assumes leadership role in parish
Shares in decision-making processes
Has immediate responsibility for specific areas of parish life
Staff connection for the people
The Parish Administrator oversees the operation
of the parish. The Parish
Administrator is responsible for the fiscal management of the parish, the
daily management of the facilities and the coordination of parish life.
The Pastoral Associate shares with the pastor
the responsibility of shepherding the parish. The Pastoral Associate assumes primary responsibility for the parish
when the pastor is absent. Upon
mutual agreement, the Pastoral Associate assumes direct responsibility for
specific areas of parish life which include adult education, pastoral care
of Religious Education
The Director of Religious Education is
responsible for the educational component of parish life. The director takes a leadership role in shaping and implementing
educational offerings of the parish. Traditionally,
the director’s primary responsibility is the religious education program
offered to parish children, families and adults.
The Director of Music is responsible for the
music offered in worship. The
director coordinates the offerings by selecting the music, leading the
musicians and choirs when possible and sometimes assuming the sole
responsibility for music at a liturgy. The
director takes part in the planning of liturgies.
The Youth Minister is responsible for the
development and implementation of a youth ministry program for teenagers in
the parish. If Confirmation is
offered during the high school years, the Youth Minister maybe responsible for
FOR THE ADMINISTRATION
OF SALARY AND BENEFITS FOR PARISHES
1. All personnel will be assigned a job (title) in accordance with the
role/function for which they will be responsible. All personnel will verify certification, degrees and years experience
on an employment sheet provided by the diocese. (2 years half-time experience is equal to one year.)
2. All job classifications (titles) will have a job description which
outlines the tasks for which the hiree will be responsible. Job descriptions are to be reviewed every other year or at the time
of receiving a new applicant.
3. Performance evaluations of all positions will be completed by the
supervisor on an annual basis and will be made a part of the personnel file.
4. The terms of the salary scale will be respected and implemented as
approved by the Bishop.
5. The salary scale
for pastoral ministers is updated annually. (Pastoral ministers include Parish Administrators, Pastoral
Associates, Directors of Religious Education, Director of Liturgy/Music,
Youth Ministers or the equivalent.)
The salary scale for other parish ministers (office managers, secretaries,
bookkeepers, housekeepers, custodian, maintenance workers) is reviewed
annually for a cost of living increment. At two year intervals a review of the position will take place with a
two percent (2%) increase in compensation for increased responsibilities if
such is the case. At such time
as an employee moves to the top of the scale for a particular job
classification only the cost of living will be allocated.
6 6. The percentage assigned for a cost of living increase will
be determined annually. The salary
scale will be reviewed every five years by the Secretary for Diocesan
7. The health benefits program will be made available to all
employees who qualify with the terms of the contracts held with the plan
providers. Health benefits will
include medical, dental, and retirement. For medical and dental programs the renewal date is April 1. A two week to one month open enrollment period will precede the
8. Benefits will be reviewed annually.
9. An administrative benefits package will be provided which
includes vacation, sick leave, paid holidays and other benefits deemed
feasible by the diocese.
10. The Personnel Policies will be used as the point of reference
for all other issues related to employment.
11. Background Checks
- WSP background checks and a disclosure statement are required for
all new parish employees and volunteers who may have access to children
under 18 years of age. Employment
eligibility verification (Form I-9) is also to be completed by new
on Salary Scale for Parish Ministers
scale is based on 10 month year for full-time parish ministers (40 hours per
2. The category of “Entry Level” position is for those parish
ministers who have some background to fulfill
the responsibilities of the position but have not had special training.
3. The Ministry Certification category requires that the employee has
fulfilled the requirements for Ministry Certificate in the Diocese of Spokane
but does not have a degree in Religious
Studies or major listed in number four.
Ministry Certification Requirements
In order to be eligible for ministry
certification, the following requirements must be met:
A. Complete Catechist Formation Program or equivalent
B. Complete the Diocesan
C. Complete at least 60 total hours
D. Complete Pastoral Leadership
Program from an accredited University.
E. Observation and interviewed by a
representative of the Parish Services Office
4. The BA degree category requires a Bachelors Degree in Religious
Studies, Theology, pastoral Ministry, Religious Education, Education with 6
credits* of Religious Studies or equivalent.
5. The next three categories (BA + 12, BA + 18, BA +24) all require a
Bachelors Degree (as in number 4) plus credits in courses that will enhance
the skills and knowledge in field of work.
6. The category of MA requires a Masters Degree in Theology, Religious
Studies, Pastoral Ministry, Religious Education, Education with 12 graduate
credits* in Religious Studies, or equivalent.
* All credits are semester hours.