|Create Date||February 21, 2018|
|Last Updated||February 21, 2018|
Churches with attendances from 50,000 to 500 look to Leadership Network for guidance on questions like these:
- Are your senior level salaries in the right ballpark?
- What will change as your church’s size increases (or decreases)?
- Do you need an authoritative outside voice for your board or other decision makers?
- What salary and benefit strategies will best help you retain your top staff?
Our most comprehensive study to date, this report contains 35 pages of more than 20 tables and graphics, giving details and metrics on pay raises, bonuses, total staffing costs, top salary predictors, outsourcing patterns, and more—often grouping them by church size. It then provides additional material on multisite dynamics, salary ranges (however, it does not include detailed, role-specific salary tables), retirement and healthcare contributions, and more. It also includes a participant overview and an international section (mostly Canada). Based on data from our 2016 study of 1,251 large churches, this report offers an exclusive perspective on benchmarks, ratios and trending developments found in churches with weekly worship attendances from over 30,000 down to 500, with focus on top-tier staff.
Executive Summary: A shortened version of the compete report, this 14-page graphic-rich summary includes the top 12 salary trends that every leader should know. It also offers select metrics on pay raises, bonuses, total staffing costs, top salary predictors, outsourcing patterns, a participant overview and an international section (mostly Canada). The Executive Summary is available as a free download at leadnet.org/salary.
Custom Compensation and Benefit Analysis: Our partner Vanderbloemen Search Group provides a tailored, objective compensation study specifically geared to your size, geographic setting and type of church. For more information click here.