This page contains helpful tools created or curated by our nationally recognized Research Director, Dr. Warren Bird.
Leadership Network Salary, Staff & Budget Resources
Our partner Vanderbloemen Search Group, a premier church consulting firm, provides a tailored, objective compensation analysis specifically geared to your church’s size, geographic setting, specific job descriptions, and type of church. Dave Travis, CEO of Leadership Network advises, “Every church with income over 2 million dollars needs a custom survey every two or three years because:
- It mitigates the legal risk of your church regarding compensation. An analysis can help avoid potential blind spots for churches regarding pay, severance, and benefits.
- The competition for quality staff is high and you never want people to leave because their compensation package.
- You never want to be surprised with “sticker shock” when you go to hire a new position. You might as well be competitive at all times.
- Scrutiny is constantly increasing on these issues from outside groups and governmental agencies. The wise approach is to have outside help give you qualified opinions to help you make well-informed choices.”
To learn more about the custom compensation analysis, contact Vanderbloemen Search Group at firstname.lastname@example.org or 713.300.9665.
Other Reports Available
Leaders constantly monitor their budget trends, so Leadership Network has prepared two infographics, each drawn from original research and each designed to provide helpful benchmarks from the latest in large-church research. 12 Top Salary Trends Every Church Leader Should Know from the 2016 Large Church Salary Study, and How Can These 13 Vital Benchmarks Increase Generosity In Your Church?
Church leaders teach their congregations to put God first in their finances, but they often don’t know how to assess their progress. The finance team may calculate a benchmark, only to wonder, “Are our numbers normal? high? low?” We sat down with the number crunchers at MortarStone, which has analyzed more than $1.5 billion in personal church giving and asked them to calculate various benchmarks.
The average tenure for full-time paid staff in larger churches is 6.7 years, according to a research project fielded by Leadership Network. This average is longer than in most occupations, whether the public or the private sector, according to data from the Bureau of Labor Statistics. This and other helpful insights come from a short, richly illustrated report. The information comes from a 2016 Leadership Network survey.
Highlights from of a Leadership Network study of churches we describe as “lean staff” – where 35% or less of the total budget goes to staff costs.
Please direct inquiries to email@example.com.