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General policy: The Scriptures state that "the worker deserves his wages." In light of this, GCM desires to compensate employees in a fair and reasonable manner for the work they perform. The following statements express the objectives of the salary administration system. GCM recognizes that not all of these objectives may be completely achieved at all times for employees, but they are set forth to serve as guidelines against which GCM seeks to evaluate its proposed actions.

Pay a fair wage for the work performed based on comparable non-profit market rates and internal equity.

• Recognize and compensate differences in ability and responsibility.
• Provide uniform methods for establishing and applying salary rates.
• Inspire excellent performance, morale, and longevity.

4.2.a Beginning Wages and Salary

GCM 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 organizations of similar purpose and size. For example, annual salary surveys are used to compare salary data for key jobs. Normally, new hires are hired between the minimum and midpoint of the range, unless GCM determines that the employee possesses exceptional qualifications. The salary ranges within the structure are generally 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
• Cost of area
• Training and education

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4.2.b Wage and Salary Increases

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

4.2.b.1 Job Responsibilities and Effectiveness

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

4.2.b.2 General Inflation.

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

4.2.b.3 Length of employment with GCM.

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