R1: On Clergy Compensation
Resolved, that the minimum standard of full-time pension-based compensation (cash salary, utilities, housing, and Social Security tax reimbursement) for clergy serving congregations in the Diocese of Ohio during 2018 be established as follows:
- At least $48,790 for assisting clergy
- At least $59,060 for clergy in charge of congregations with an annual Normal Operating Income (NOI) of no more than $185,500
- At least $59,060+10% of NOI greater than $185,500 up to $371,100, for clergy in charge of congregations with an annual NOI greater than $185,500.
- At least $76,110 for clergy in charge of congregations with NOI greater than $371,100; and be it further
Resolved, that each congregation prayerfully consider adjusting the current compensation level of their employees to account for the increase in the cost of living and the clergy person’s years of experience; and be it further
Resolved, that each employer of clergy in the Diocese of Ohio be encouraged to:
- Offer additional benefits either fully funded, or on a pre-tax salary reduction basis (e.g., dental insurance, reimbursement for routine dental care, annual medical examination, child-care allowance, etc.);
- Provide for sabbatical and parental leave; and be it further
Resolved, that each employer of such clergy in the Diocese of Ohio shall pay a minimum of 97.5% of the health insurance premium of the least expensive plan provided as an option by the Diocese for those clergy being paid less than $59,060 (or the pro-rated part-time equivalent) and their eligible dependents or 95% of the health insurance premium of the least expensive plan provided as an option by the Diocese for the clergy being paid $59,090 (or the pro-rated part-time equivalent) or more, and their eligible dependents. If an employee chooses a health insurance plan that is more expensive, the additional premium is the responsibility of the employee, unless the Vestry, Diocese or other participating Episcopal institution agrees to pay the additional premium for such coverage. The employer may choose to pay 100% of its clergy’s health care plan; and be it further
Resolved, that in addition to the above minimum standards, each employer of such clergy in the Diocese of Ohio shall:
- Make pension assessment payments as the Church Pension Fund shall determine [Note: The Church Pension Assessment is based on the following elements: Base salary; Social Security tax reimbursements; Cash housing allowance and utilities; Employer contributions to 403(b) or deferred compensation plan; Value of church-provided housing; Pre-tax contribution to Health Savings Account (HSA) – employee contribution up to IRS limits; and Other cash allowances (i.e., automobile, cell phone)];
- Provide appropriate reimbursement for expenses incurred in the course of fulfilling the responsibilities of the position, including the actual cost of the use of a personal automobile;
- Allow no fewer than four weeks of paid vacation annually;
- Allow no fewer than eight weeks of paid parental leave for the birth or adoption of a child for a member of the clergy.
designated “primary child-care parent” (or any woman who has given birth); and no fewer than two weeks of paid parental leave for the birth or adoption of a child for a member of the clergy designated “non-primary care parent” [amendment approved at Convention (11/11/17) by voice vote];
- Allow annual professional education/development leave of no fewer than two weeks, with a minimum allowance of $800; and be it further
Resolved, that the provisions of this resolution be applied on a pro-rata basis to the minimum compensation and benefits related to positions that are less than full-time and more than one-quarter time; and be it further
Resolved, that every letter of agreement shall be revisited by the Vestry and the Rector with the clergy member at least once every two years. For parishes in which this has not happened in the last two years it should be done promptly and by December 31, 2017; and be it further
Resolved, that every letter agreement shall be submitted to the Bishop’s Office in compliance with General Canon Title III.9.3 along with the most current version of the Compensation Worksheet provided by the Commission on Ministry (COM) by May 1, 2018; and be it further
Resolved, that (a) whenever clergy letters of agreement are amended, they should be submitted to the Bishop’s Office in compliance with General Canon Title III.9.3; along with (b) the Compensation Worksheet provided by the Commission on Ministry to each parish; and be it finally
Resolved, Without regard to whether a letter agreement has been amended, the Compensation Worksheet should be submitted by the parish for each clergy person to the Bishop’s Office every two years, thereafter on or before May 1 in the odd years, for that current year’s compensation.
Rationale: The recommended levels of compensation are the same as those for 2017. Although there was a 0.7% increase in the Cleveland CPI-U rate for the year ending May 31, 2017, the COM determined to keep recommended compensation levels the same because there was a 6% increase in the cost of employee health insurance offered by the Medical Trust for 2018.
|Clergy in Charge
The Commission on Ministry
R2: To Recommit to Racial Reconciliation in the Diocese of Ohio
Resolved that, as the Episcopal Diocese of Ohio begins a third century, we recommit to Racial Reconciliation by requiring Diocesan elected and appointed Lay and Clergy leaders to receive anti-racism training, the specifics and details of which shall be developed by the Commission on Racial Understanding and presented to Diocesan Council for approval before the 202nd Convention, with the goal of training all such clergy and lay leaders within (3) three years; and be it further
Resolved that, all leaders in every context of our common life throughout the Diocese are strongly urged to receive anti-racism training; and be it further
Resolved that, individuals, congregations, and the Diocese join The Episcopal Church’s long-term commitment to racial healing, reconciliation, and justice by initiating the journey described in Becoming Beloved Community (2017).
Explanation: In 2015, the General Convention approved Resolution A023, and declared itself dedicated and committed to continuing the work against the sin of racism, which impedes us from living into our baptismal covenant. In 2017, in response to A023, the Diocese of Ohio, through its Commission on Racial Understanding (CRU), adopted the training program of The Episcopal Church, “Seeing the Face of God in Each Other (2011),” and “Becoming Beloved Community,” a framework crafted by the leaders of the House of Bishops and House of Deputies.
“Becoming Beloved Community” is a guide map which leads Episcopalians to respond in their particular contexts to racial injustice and grow a community of Reconcilers, Social Justice Seekers, and Healers. With leadership from the Presiding Bishop, “Becoming Beloved Community” is a multi-year effort and long-term, multi-generational commitment to Christian Formation, which combats racist practices in our lives.
In support of this program, the Diocese of Ohio’s proposed 2018 Budget increases funding of the Office of Mission from $3,600 to $10,000 in anticipation of providing this training.
Further, this Resolution parallels the approach taken with respect to protecting children and youth from abuse. Since 2010, the Diocese of Ohio has required all adults participating in diocesan youth events to receive “Safeguarding God’s Children” training and has strongly urged all parishes to provide such training as well. Clergy and laity have been trained to provide the training and work with parishes and Mission Areas to provide the training at sites throughout the Diocese.