A meeting of the three lay
persons appointed on March 2, 2004 by His Lordship the Bishop of the Windward
Islands to review the subject, was held on Thursday, September 27, 2007 at the
Pastoral Centre in St. Vincent. These
individuals were Mr. Charles Samuel of St. Vincent, Mr. John P. Fletcher of
The objective of this exercise is to deliver a package that will help attract, retain and motivate our clergy, while supporting a healthy working environment that allows our clergy to focus on ministry. This is desirous, as our Diocese has been plagued with a shortage of priests for decades, and, in order to grow, we need a cadre of individuals who will feel confident that their basic needs are met.
It is recommended that a review by a committee be conducted every three years to determine adequacy of the package.
The following is for consideration:
· Provision of financial security against unexpected illness or injury
· Assistance with education, learning and development
· Provision of allowance for clergy attire
· Medical and Dental Insurance Coverage
· Pension Plan
· Vacation , sabbaticals and leaves of absence
· Entertainment
· Adequate housing and transportation
· Stipend ranges to create pay equity
Benefits will be available to the clergy man/woman and his/her eligible dependents. Eligible dependents include a spouse and any unmarried dependent children.
Dependent children include natural born children, legally adopted and those under the legal guardianship of the clergy who are unmarried and totally dependent on the relative clergy.
Children must be under the age of 21; age 23 if attending an institution of higher learning on a full time basis; over the age of 21 and incapable of supporting himself/herself because of mental or physically disability. This child must be entirely dependent on the relative clergy for support.
Once a dependent child no longer meets the above criteria, the PCC is to inform the Bishop that the particular Clergy no longer qualifies for dependent benefit.
All Clergy will be entitled to these benefits irrespective to their previous geographic location as it relates to employment. In cases where clergy have been stationed outside of the Diocese, proof of their previous employment must be submitted.
Enrolment in the Medical, Vision, Dental, Pension, Survivor Income and National Insurance is mandatory. Clergy will be required to authorize deductions for these plans direct from their stipends, with the parish meeting the agreed portion of these costs.
Provision will be made for new clergy who are already covered under medical plans. An option to decline coverage in this instance will be given. Clergy must sign the enrolment form to that effect.
A written contract of employment, detailing all applicable benefits is to be signed by the clergy once assigned to a parish. This contract is to incorporate standards of discipline that clergy are expected to adhere to.
Provision of financial security against unexpected illness or injury
National Insurances schemes in the three territories make provision for this. Mandatory enrolment will relieve parishes of the financial burden of supporting more than one clergy member in the event of unexpected illness or injury.
Assistance with education, learning and development
Courses that will enhance clergy skills, with a duration period of not more than 2 weeks, will be made available to clergy through the office of the Bishop. The parish is to meet the costs of 2 such courses over a 5 year period, once the clergy member has completed 5 years service in the Diocese, and successfully completed the course. Full details as to criteria for persons eligible for reimbursement for payment will be worked out later. The proposed maximum costs for these courses is $4000.00, this includes travel, accommodation and tuition fees where applicable. The proposed implementation date for this benefit is January, 2009.
Consideration is to be given to providing bursaries of $1200.00 annually to dependent children attending infant and primary schools, and $2500.00 annually to those attending institutions of higher learning, provided their performance is satisfactory. Evidence of their satisfactory performance is to be provided to the PCC before funds may be disbursed. There will be a body established with specific responsibility for determining eligibility as it relates to “satisfactory performance”. If a child is attending secondary, technical or tertiary institutions and not performing at a satisfactory level, the bursary of $1200.00 annually will apply. Bursaries will be paid one year in arrears, i.e. payment will be made commencing December, 2008, with the current $75.00 monthly allowance to be discontinued from January, 2008. Parishes will be responsible, through their PCCs, in meeting these costs.
Provision of allowance for clergy attire
A $500.00 allowance is to be paid every 2 years to all clergy except the Bishop to assist with the purchase of clergy shirts and other attire. The allowance to the Bishop is to be $750.00 every 2 years. Clergy will be required to present copies of their previous contract when transferred, to facilitate this benefit. It is recommended that this benefit be implemented across the board from January, 2008.
Medical, Vision & Dental Insurance Coverage
It is recommended that a group policy that covers the clergy and his/her dependents be arranged, with deductions made directly from the clergy stipend once he/she has enrolled in the scheme, with the parish meeting the agreed portion of costs.
Pension Plan
Clergy must elect to enroll in this plan, with deductions made directly from the monthly stipend, and the parish meeting the agreed portion of the costs.
Vacation, sabbaticals and leaves of absence
The following will apply with regards to the above;
Annual Vacation of one month, with an additional two weeks for prescribed reading, study or research.
Sabbaticals of 3 months every 7 years after having completed 5 years service in the Diocese.
Maternity leave – after 12 months service, 13 weeks at 50% salary
Paternity leave – after 12 months service, 3 days at 100% salary
2 maternity and paternity leaves of absence will be granted during each 5 years of service.
Bereavement Leave – the Bishop’s pastoral responsibility
Entertainment
Costs relative to entertainment and housing of visiting clergy is to be borne by the parish. Receipts of items purchased are to be presented to the PCC for reimbursement.
Adequate housing and transportation
Each parish is responsible for ensuring the following is in place prior to the arrival of a priest/clergy
· A suitable vehicle for use by the priest (Road conditions and the distance of churches under the charge of the priest/clergy is to be considered in determining the proper vehicle). Maintenance is to be borne by the parish; i.e. Insurance, parts, tyres, gas, oil etc.
· Suitable accommodations to house the clergy and his family. The following items are to be provided
a) Stove
b) Refrigerator
c) Washing Machine
d) Pots & Pans; Glasses etc.
e) Cutlery
f) Electric Kettle
g) Iron & Ironing board
h) Dining set
i) Living room set
j) Beds
k) Curtains
l) Carpet and rugs
m) Television
n) Radio
o) Computer
p) Fax machine
q) Patio furniture
r) Cupboards if no built ins available
s) Fans dependent on location
An inventory of the contents of the house is to be done in conjunction with the clergy and spouse upon their arrival. Thereafter, the inventory is to be updated annually to ensure items are in good working condition and aged items (according to life span) replaced/repaired.
The parish is responsible for the payment of all utilities, i.e. water, electricity, cooking gas, internet service, basic cable service and telephone bills relative to land lines. Clergy are expected to utilize the internet as the preferred mode of communication to maintain costs at a minimum. It is also expected that clergy will bear the costs for their personal overseas calls. PCCs in the respective parishes will consider acquiring cell phones depending on the finances of the parish. PCCs are required to prepare an annual Budget for these and all other expenses, any expenditure in excess of the budgeted figure for each utility or item must first be approved by the PCC.
The parish is responsible for maintenance of the rectory grounds. The PCC will be directly responsible for contracting a labourer as necessary.
A housekeeper is to be provided for each location where a clergy man/woman resides. Payment to the housekeeper is to be made from parish funds to a maximum of $400.00 monthly. The clergyman/woman and his/her spouse will conduct the interview for a suitable candidate. It will be determined at that time whether a part time or full time position is required.
The existing stipend structure has been in effect from 1997 with the following currently in effect:
Deacon $1065.00
Curate $1180.00 to $1480
Rectors/Priests in charge to 4 yrs $1680.00
5-7 years $1780.00
8-10 years $1880.00
Over 10 years $2180.00
City Parishes - Cathedral,
In
In
The inflation rate for
A detailed estimation of existing annual costs for a small parish was done to determine the actual cost for running the parish, taking into consideration the following:
· Rental (although owned, the market rental figure was utilized)
· Electricity
· Water
· Telephone
· Internet
· Car Insurance
· Vehicle Maintenance
· Tyres
· Gas
· Cooking Gas
· Housekeeper
· Child Allowance
· Stipend
The impact of inflation on stipends over the period 1997 to 2007 was also considered, spending power was impacted negatively.
In view of the foregoing, the following Stipend structure is recommended:
Deacon $1180.00
Curate $1360.00 to $1630.00
Priests 1-5 yrs. $1960.00
Priests 6-10 yrs. $2130.00
Priests over 10 yrs. $2540.00
Rectors of City Parishes $3250.00
Bishop $4200.00
A similar exercise was done as it relates to the estimation of annual costs for a small parish after the increase. The same components with added costs for Clothing, Entertainment, Education, Learning and Development, and Insurance premiums were added, Stipend plus other expenses increased from $4163.70 monthly, to $5890.42 monthly for a priest with over 10 years service. For a priest in a larger parish with over 10 years service, this amount increased from the current expense of approximately $6428.10 monthly to $8814.00 monthly. In yet another medium sized parish, the monthly costs for a priest with over 10 years service, expenses increased from approximately $6189.64 monthly, to $8250.00 monthly.
Parishes must employ creative measures that will enable them meet the recommended increases. Also, given that this process recommends parishes meet the costs for the aforementioned expenses, parish assessments would also require reviewing to ensure these are equitable.