Diocesan Structure

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8.3.1 - ADDENDUM

In the case of partial-stipend Rector/Vicar, all sections of the Covenant of Ministry for Rector/Vicar are to be completed as described above. The following document is to be appended to the Covenant of Ministry.

1. The position shall be known as _________________________.

2. Full-stipendiary work is understood to occupy about 40 hours per week; therefore, this partial-stipend position will normally occupy ________ hours per week.

3. The Vestry/BAC will have clear goals about the partial-stipend position; that is, whether to remain in the same partial-stipend position in the future, or to reduce or increase the hours of this arrangement.

4. Certain seasons require more time. Pastoral emergencies do not wait for specific hours. When a priest devotes more time, he/she will take compensatory time off as soon as possible, without salary compensation.

5. The Vestry/BAC will follow diocesan guidelines as to financial compensation. They will offer the Rector/Vicar the appropriate percentage of the full Salary, Housing, Utilities (SHU) Package. The Vestry/BAC may increase this amount if they choose. The Rector/Vicar and Vestry/BAC will negotiate the SHU for the next year by the November meeting of Vestry/BAC.

6. The Vestry/BAC will provide full medical coverage for the Rector/Vicar and his/her family, full life insurance through the available diocesan policies, travel allowance and continuing education allowance, the extent of which will be negotiated by the Rector/Vicar and Vestry/BAC.

7. The Vestry/BAC is responsible for interpreting to the members of the congregation the status of the partial-stipend Rector/Vicar, constantly reminding them of the partial nature of this position as contrasted with a full stipend position.

8. The Vestry/BAC is to be assertive in seeing that work formerly done by a full stipend Rector/Vicar is done by appropriate lay people. In addition to administrative duties, such work might include pastoral care, teaching, visiting, or sacramental ministries..

8.3.5 FULL TIME CLERGY ANNUAL STIPEND-HOUSING-UTILITIES [SHU]
RANGE STRUCTURE For the Year 2003

8.3.5 SHU ADMINISTRATIVE PRACTICES

Section 8.3.5 Full Time Clergy Annual Stipend-Housing-Utilities [SHU] For the Year 2003

A compensation policy for full stipendiary clergy in the diocese was established by Diocesan Convention in 1983, revised in 1985, and again in January 1991. The objectives of the policy are to provide guidance to the congregations and clergy to establish fair and appropriate compensation throughout the diocese using criteria which recognizes differences in the complexities of the job of a priest in charge of both small and large congregations, and the norms of the Episcopal Church. The policy provides for annual mutual ministry review, Covenants of Ministry setting forth expectations of both clergy and congregation, and a method of placing congregations in ranges of administrative complexity.

The policy requires that a cash stipend be provided by the congregation in an amount equal to or greater than that listed in the Stipend-Housing-Utilities (SHU) Range Structure authorized by Diocesan Convention and updated annually dy the diocesan Personnel Committee. SHU for partial-stpendiary clergy shall be calculated by applying their full-time equivalent (FTE) to the amount scheduled for the position based on the range and years of experience in the equivalent range. The nine ranges address a minimum for the transitional diaconate, six types of congregations, and compensation levels for Suffragan Bishop (if there is one) and the Diocesan Bishop.

2003 SHU Range Structure

(See Congregation Range Tables in Section 8.3.3 for Applicable Range)

80% Standard

Years in Standard (Mid-Point)

Range Entry
1

2

3

4

5

6

7

8

9

10

Transitional

Diaconate

Min Entry 35384

Range B 37742 38686 39630 40573 41517 42460 43404 44347 45291 46235 47178

Range C 41517 42555 43593 44631 45668 46706 47744 48782 49820 50858 51896

Range D 45291 46423 47556 48688 49820 50952 52085 53217 54349 55481 56614

Range E 49820 51066 52311 53557 54802 56048 57293 58539 59784 61030 62275

Range F 54727 56095 57463 58831 60199 61567 62936 64304 65672 67040 68408

Range G 59633 61124 62615 64106 65596 67087 68578 70069 71560 73051 74541

Suffragan 66049 67701 69352 71003 72654 74306 75957 77608 79259 80910 82562

Diocesan 79259 81241 83222 85204 87185 89167 91148 93130 95111 79093 99074

Years in

Range
11

12

13

14

15

16

17

18

19

20

Range B 48122 49065 50009 50952 51896 52839 53783 54727 55670 56614

Range C 52934 53972 55010 56048 57086 58123 59161 60199 61237 62275

Range D 57746 58878 60011 61143 62275 63407 64540 65672 66804 67936

Range E 63521 64766 66012 67257 68503 69748 70994 72239 73485 74730

Range F 69776 71145 72513 73881 75249 76617 77985 79354 80722 82090

Range G 76032 77523 79014 80505 81996 83486 84977 86468 87959 89450

Suffragan 84213 85864 87515 89167 90818 92469 94120 95772 97423 99074

Diocesan 101056 103037 105019 107000 108981 110963 112944 114926 116907 118889

(Revised May 24, 2002)

Change factor over last year: 1.50%

SHU Administrative Practices

The SHU Range Structure and Administrative Practices apply to all full time stipendiary clergy in the Diocese of Oregon.

a)The Stipend, Housing Utilities Package (SHU) is limited for the purposes of the Range Structure to stipend, housing and utilities.

b) If church owned housing is provided, the applied range is reduced 20% plus the amount of any utilities provided, either in the form of actual costs paid or in allowances provided.

c) The SHU Range Structure will be adjusted annually by the Diocesan Personnel Committee in accordance with the Bureau of Labor Statistics CPI-U, US City Average, All Items (1982-84=100), but in no case by less than a 2% increase.

d) It is expected that additional adjustments of individual SHU's will be considered as a part of the Mutual Ministry Review process.

Covenants of Ministry

a) Covenants of Ministry for full stipendiary clergy will follow a general format as provided by the diocesan Personnel Committee (see section 8.3.1), will be revised annually, and will include the agreed SHU for the coming year. A copy of the agreement shall be on file in the Bishop's Office.

b) Covenants of Ministry must be approveds by the Bishop or the Bishop's representative before the announcement of a call. Copies should be sent to te Bishop's Office.

c) It is expected that any adjustments of individual SHU's will be considered annually.

Diocesan Standard

a) Diocesan Standard for each classification is defined as SHU for a full stipendiary priest with ten years service in that range in the diocese. Years of service less than ten have an SHU that is 2% less for each year so that the standard entry is 80% of SHU for year 10. Years of service more thasn ten have an SHU that is 2% more for each year.

Starting number of years in range is determined as part of negotiations between clergy and Vestry and is included in the Covenant of Ministry for approval by the Bishop.

b) SHU for ffull stipendiary clergy shall be no less than the canonical minimum (Canon 6.10, Sec. 4 - mimimum for full time Priests or Deacons) which is established by Convention as 80% of the Range B Standard.

c) If circumstances require a SHU less than 80% of the Standard for the applicable range, a specific plan to reach the 80% level in no more than three (3) years must be outlined in the Covenant of Ministry.

d) SHU for clergy with five or more years experience in the same range or congregation must be no less than 90% of the Standard for that range.

e) SHU for clergy with ten or more years experience in the same range or congregation must be no less than 100% of the Standard for that range.

f) SHU for clergy with ten or more years experience in the ordained ministry must be no less than the Standard for range B.

g) SHU for a full stipendiary assistant clergy is in accord with range B.

h) SHU for Mission Clergy is in accordance with the administrative practices of the Ministry of Congregational Development, and SHU for a Vicar may not exceed 100% of the Standard for range B if an SHU subsidy is provided.

Starting SHU for a priest called from another Diocese is determined from the SHU Range for the Congregation issuing the call, then by negotiation between the Vestry and priest. Reference to the check list in the Operations Resource Manual (ORM) Search Process section 5.1.2 may be helpful. The negotiated SHU and process is subject to review by the Bishop.

When a priest in this Diocese is called to a parish in the next higher range, the priest will receive a compensation increase related to his/her position in the former range, i.e., the minimum increase is 10% if the former SHU is below the Standard (mid-point), 7% if above the Standard. In no case will the new SHU be less than 75% of the Standard of the new range. The new SHU is subject to review by the Bishop.

When a priest in this Diocese is called to a parish in the next lower range, the starting SHU is negotiated (refer to Section 5.1.2 in the ORM) between the Vestry and the priest, but never less than the Standard (midpoint) of the new range. The negotiated SHU and process is subject to review by the Bishop.

When a priest in this Diocese is called to a parish which is more than one range higher or lower than the current parish, the starting SHU will be determined as in (5) above...priest from another Diocese.

When a priest in this Diocese is called from a mission, to a parish, the starting SHU will be determined as in (5) above, (priest from another Diocese), but never less than the Standard (midpoint) of range B.

When a priest in this Diocese remains in a parish which grows to a higher range, the parish must qualify for the higher range for one year as reflected in the parochial report for the following year. The priest receives an SHU increase related to his/her position in the former range (10% if below Standard or 7% if above Standard), but in no case less than 75% of Standard of the new range.

When a priest in this Diocese remains in a parish which drops to a lower range, there will be no immediate change in SHU. If, however, the parish remains in the lower range after one year, the reduced range impacts on the SHU will be dealt with through a Mutual Ministry evaluation, with the assistance of a consultant appointed by the Bishop. SHU re-negotiation with a less than full stipend ministry may be indicated. (see Aided Parishes, Sec. 3.3.2)

Part-stipend clergy. SHU for part-time clergy shall be calculated by applying their full-time equivalent (FTE) to the amount scheduled for the position based on range and years of experience in the equivalent range.