Each fall, the BC Synod provides Salary and Compensation Guidelines to assist congregations in planning the compensation for rostered pastors and deacons. Please note that these are minimum salary guidelines.
For pastoral supply compensation, see here.
Looking for compensation guidance on LAY employees? Given the WIDE variety of positions, responsibilities, hours, education requirements, local cost of living, etc., for non-rostered folks across our synod, your personnel committee is encouraged to look at your local school district pay schedule for office, youth, and custodial workers; and the Royal Canadian College of Organists for musicians.
Adequate housing is provided in the compensation package either in the form of congregation-owned housing or a housing allowance.
Synod policy is that this housing allowance should equal the cost of renting accommodations in that area. When the congregation or employer provides a housing allowance, the actual amount the pastor may claim as a tax-free benefit is determined by Canada Revenue Agency (CRA). Please see CRA guidelines – Clergy Housing Deduction (Form T1223).
If a pastor wishes to file a Request to Reduce Deductions at the Source (Form T1213) for an upcoming year, this should be submitted to CRA by November at the latest.
The calculations from "Clergy Residence Deduction" (Form T1223, part C) are used to determine the amount eligible for tax reduction. A letter of authorization from CRA is required before reductions can be made.
An equity allowance should be provided if the pastor lives in an employer-owned house. Each year a housing equity allowance reflecting the increase in property values should be offered. The amount should not be below $1,800.00 per annum. This amount is part of the total base salary figure (I. B.) for pension calculation.
A sabbatical allows the pastor to reflect on the call to ministry and
their relationship with God and all of God's creation. The sabbatical is expected to be
of benefit to both the pastor and the congregation/institution they serve, as
well as to the synod and the wider church. While continuing education provides regular
short-term opportunities for growth in learning, a sabbatical offers more in-depth learning, renewal, and rest from labour.
A sabbatical should be holistic in that it includes time for prayer, reflection, rest, and care
of the body, as well as developing gifts for ministry.
The British Columbia Synod Sabbatical Guidelines document can be found here.