General policy: The Scriptures state that "the worker deserves their wages" (I Timothy 5:18). In light of this, Reliant desires to compensate employees in a fair and equitable manner for the ministry work they perform. The following statements express the objectives of the Reliant salary administration system. Reliant recognizes that not all of these objectives may be completely achieved at all times for every single employee, but they are set forth to serve as guidelines against which Reliant seeks to evaluate its proposed actions.

• "Market-based" salary - Pay a fair wage for the work performed based on comparable mission organization, pastoral and non-profit market rates.  
• Have internal equity within the local church or ministry where the Reliant employee serves.
• Have internal equity within Reliant through Board approved salary ranges.
• Recognize and compensate differences in ability and responsibility.
• Provide uniform methods for establishing and applying salary rates, while working within the compensation philosophy of both the local church or ministry and Reliant.
• Inspire excellent performance, morale, and longevity.

Setting Initial Wages and Salary

Reliant utilizes a wage and salary structure that is made up of salary ranges for each job classification. These ranges take into account the level of responsibility and duties of each job within the classification. A wage or salary range is made up of a minimum, a midpoint, and a maximum. These ranges have been set by comparing the job descriptions of those jobs contained in a classification with positions in ministry organizations of similar purpose and size. For example, salary surveys are used to compare salary data for key jobs. The salary ranges within the structure are reviewed and approved by the Board of Directors once a year.

The beginning wage and salary rates for newly hired employees are based upon, but not necessarily limited to, the following criteria that are pertinent to a position:

• Previous experience and proven ability
• Level of responsibility
• Training and education
• Cost of area

Wage and Salary Increases

Wages and salaries are generally reviewed by the Reliant Program Teams during the ministry location's assigned review period once per year. Employees are notified when they are eligible for a pay increase. An employee's wage or salary increase is normally based upon the following factors:

Job Responsibilities and Effectiveness

Reliant rewards increasing levels of responsibility and effectiveness by evaluating each employee annually. This evaluation is done by the Reliant Program Team in conjunction with the employee's supervisor.

Additional Education Received

Reliant generally adjusts the offered salary at completion of certificate or degree programs.

General Inflation

Reliant makes adjustments to wages and salaries to account for a portion of general inflation. This information is based on the Consumer Price Index.

Length of employment with Reliant

A component of each proposed salary increase is based upon the continued service of Reliant employees. Reliant recognizes that employees are generally making sacrifices to be in ministry, and therefore, desires to reward the dedication and loyalty of its employees.

Related Pages

• Field Staff Statuses
• Staff Levels
• Salary Ranges
• Administrative Fee
• Sponsor Church
• Time Cards
• Working with Reliant as a Commissioned or Ordained Minister
• Parsonage