Appointment (non-placement) Pastor Remuneration

FROM FIRST PAY PERIOD JANUARY 2017

1. Coverage

The following information applies to those who are appointed to lay ministries as described in clause 2.2.2 of the UCA Regulations. It does not apply to ministers or lay people who are called into a placement.

2. Indicative positions

Indicative positions may include but are not limited to: Chaplain, Children & Families Ministry Coordinator, Lay Pastor and Lay Ministry Pastor

2. Definitions

Pastor is a specified lay ministry of the Church and means a lay person commissioned by a Presbytery (or Synod or Assembly) to minister within a Congregation, community or church based organisation for the purpose of undertaking one or more of the following tasks:

  1. Teaching the beliefs and practices of the Church; and/or
  2. Pastoral oversight of members and/or groups operating under the auspices of the Church; and/or
  3. Leadership of worship in congregations or faith communities of the Church; and/or
  4. Evangelism or service beyond a gathered congregation but which is exercised under the auspices of the church.[1]

3. Terms and conditions of employment

The National Employment Standards (NES) and the UCA Handbook of Ministerial Provisions and Charges contain the minimum conditions of employment for appointment pastors, whichever is more favourable.

4. Authorisation to appoint

The congregation must seek authorisation from the PresbyteryPRC (or Synod in the case of a Synod appointment) prior to the appointment of any person to a pastor position.[2]

5. Ministers benefit account

Eligibility is based on Australian Taxation Office (ATO) criteria. An application for a ministers benefit account can be made with Synod Accounting Services.

6. Remuneration

Remuneration is paid as a combination of wages and allowances.

A full-time appointment is paid at Level 4, which matches the current ministers’ stipend. Each pay level below level 4 is calculated at 10% below its next higher level. The classifications to which these rates apply are provided in section 6 – Classifications.

Casual employees are paid an additional loading of 25% in addition to the relevant minimum wage as provided below. This loading is paid instead of the leave which full-time and part-time employees are paid.

Rates of pay

Classification / Annual Salary / Weekly pay rate / Part time hourlypay rate / Casual rate per hour
Level 1 / $ 41,743 / $ 802.75 / $ 21.12 / $ 26.41
Level 2 / $ 46,381 / $ 891.94 / $ 23.47 / $ 29.34
Level 3 / $ 51,534 / $ 991.04 / $ 26.08 / $ 32.60
Level 4 / $ 57,260 / $ 1,101.15 / $ 28.98 / $ 36.23

Allowances

Allowances / Full-time p.a. / Part-time
Housing allowance / $ 17,015 / Two thirds of the full time rate
Ministers’ Special Assurance Fund / $ 790 / pro rata
Personal resources & development allowance (PRDA)
A full-time discounted rate of $1,465 may apply where a computer, printer or other equipment is provided. / $ 2,625 / 0.9 FTE / $ 2,393
0.8 FTE / $ 2,160
0.7 FTE / $ 1,928
0.6 FTE / $ 1,695
0.5 FTE / $ 1,463
0.4 FTE / $ 1,230
Travel allowance / Based on estimate of reasonable actual costs

7. Superannuation

Employer-paid superannuation of 9.5% will be contributed on the employee’s behalf.

8. Leave

Study leave is 14 days per annum full-time equivalent (pro rata for part-time employees). Study leave is not applicable to casual employment.

9. Classifications

The classification criteria in this section provide guidelines to determine the appropriate classification level of appointment pastors covered by these arrangements. In determining the appropriate level, consideration must be given to both the characteristics and typical duties or skills.

a)Level 1

Qualifications and experience

Pastors at this level require relevant post-secondary qualifications** of two or more full-time years or equivalent OR other work experience, expertise and training considered relevant by the employer.

Characteristics

  • Employee works under limited supervision with guidance on more complex or sensitive tasks
  • Work is usually performed within established routines and procedures although a degree of initiative is required
  • A level of discretion and judgement would be necessary
  • May be responsible for co-ordinating the work of other employees or volunteers
  • Employee possesses a broad range of skills and general knowledge of the diverse ministry functions

b)Level 2

Qualifications and experience

Employees at this level require relevant tertiary degree or diploma** of two or more full-time years or equivalent OR other work experience, expertise and training considered relevant by the employer.

Characteristics

  • Employee works without supervision but under general guidance on progress and desired outcomes.
  • Work is occasionally performed within routi8nes and procedures but can also involve significant level of initiative.
  • Considerable discretion and judgement is required.
  • May be responsible for the work of others, including other ministers.
  • Employee possesses considerable knowledge in many areas with a range of skills that enables many detailed tasks to be managed.

c)Level 3

Qualifications and experience

Employees at this level require graduate qualification** of three or more full-time years or equivalent OR an equivalent combination of relevant experience and/or education or training considered relevant by the employer.

Characteristics

  • Employee works independently taking broad direction on more complex or sensitive issues.
  • Applies considerable knowledge and skills independently and non-routinely.
  • Exercises high levels of judgement and initiative.
  • May be responsible for planning, co-ordinating and managing the work of other individuals or teams.

d)Level 4

Qualifications and experience

Employees at this level require post graduate qualification** or progress towards post graduate qualification with extensive relevant experience OR extensive pastoral experience and management expertise OR an equivalent combination of relevant experience and/or education and training considered relevant by the employer.

Characteristics

  • Employee works independently under broad direction.
  • Exercises a high level of initiative.
  • Applies skills and knowledge with a high degree of independence.
  • Routinely exercises judgement at critical levels.
  • Is capable of program development and implementation.
  • Provides strategic support and advice to teams.
  • Able to formulate policy recommendations and implement policies involving major change that may impact on the broader community.

Roles that would fall within the scope of this level are limited to those equating to ordained ministry.

** Relevant post-secondary, tertiary, graduate or post graduate qualifications should contain courses in theology, pastoral ministry, biblical studies, moral theology, sacraments, church history, The Basis on Union, church teachings, and adult education/formation etc. Courses in human development, counselling or psychology, interpersonal skills, human relations, principles of communication,, group dynamics etc would also be considered relevant.

1.

[1]UCA Regulations 2.2.2 (a)

[2]UCA Regulations 2.2.2 (b)