Minimum Salary Guidelines for Full-time Clergy

Note: In September 2024, Diocesan Council adopted a resolution to increase the minimum clergy salary by 2.5% effective January 1, 2025.

The minimum salary (including estimates for housing and utility allowance) for full-time clergy is as follows:

CATEGORY I

For clergy living in housing owned and maintained by the congregation with the congregation paying all utility expenses

Effective January 1, 2024: Transitional Deacon: $49,242 | Priest: $53,419

Effective January 1, 2025: Transitional Deacon: $50,473 | Priest: $54,755

CATEGORY II

For clergy living in housing owned or rented by themselves with the clergy being responsible for utility expenses

Effective January 1, 2024: Transitional Deacon: $65,804 | Priest: $70,788

Effective January 1, 2025: Transitional Deacon: $67,449 | Priest: $72,558

***Do not use the difference between Category I and II to set housing allowance.

ANY EXCEPTIONS TO THE ABOVE SCHEDULE MUST BE CLEARED WITH THE BISHOP'S OFFICE PRIOR TO COMMITMENT.

ALLOWANCES

1. Medical group insurance through the diocesan group policy is mandatory for all qualifying Episcopal employees.

2. Term life protection insurance as provided through the diocesan group life insurance policy is mandatory for clergy (and lay employees working 20 hours/week or 1,000 hours/year). The amount of coverage shall be equal to one year's cash salary. For clergy living in church-owned housing, the benefit amount should be calculated using the Church Pension Fund formula. The maximum benefit value is $150,000. This is to be rounded to the nearest thousand.

3. Adequate allowance for travel expense. It is expected that the clergy should bear no personal financial responsibility for travel expenses incurred for work related to their ministerial duties. It is recommended that every church do a direct reimbursement for their staff business expenses.

4. Pension payments, based on total salary, are required for clergy. It is also required for lay employees who work 20 hours or more per week (1,000 hours/year).

5. It is expected that the vestry provide for a four-week paid vacation (which includes four Sundays).

6. It is suggested that the vestry provide for a sabbatical in proper time. This is in addition to the annual Continuing Education provision. If financial help is needed, please contact the bishop's office at the Diocesan House.