The “Suggested Base Salary” range comes from the synod salary matrix that is part of the WELS Compensation Guidelines. The entry-level figure of the synod salary matrix, in turn, was initially derived from national averages of survey data taken from the U.S Bureau of Labor Statistics (BLS). Since 2002, two surveys, the Consumer Expenditure Survey and national per capita income, are reviewed annually in order to adjust the entry-level salary as appropriate. However, significant financial challenges since the mid-2000 have limited changes to the salary matrix to modest increases and two years where the matrix was frozen (2009-10 & 2010-11).

No, but you can run the calculation for each of the fiscal years and blend/average the two calculations to arrive at an appropriate calendar year compensation amount.

The CWCC, like the WELS Compensation Guidelines, is designed to give calling bodies considerable flexibility within a specific range of salaries deemed appropriate for a particular called worker position. This gives the calling body the ability to tailor the specifics of a called worker’s compensation to reflect “double honor” based on the particular duties and responsibilities of each called worker’s role.

The CWCCs “Additional Responsibilities” associated with a particular position are not meant to be an exhaustive list of all of a called worker’s responsibilities and duties that may justify increased compensation. Calling bodies are encouraged to consider all of a called worker’s additional responsibilities and duties when determining the appropriate Base Salary.

If you feel that none of the cities listed in the COLA drop-down menu properly reflect the cost of living in your area, you should refer to page 8 of the WELS Compensation Guidelines for the method and resources that will allow you to manually calculate the proper COLA adjustment.

The CWCC is specifically designed to calculate compensation amounts for full-time positions. Compensation amounts for less than full-time positions (e.g., ½ or ¾ time) can be calculated by multiplying the CWCC calculations for salary, COLA, housing and SECA by the percentage of full-time (e.g. 50% for ½ time). WELS Pension contribution amounts are fixed for both ½ and ¾ positions and there is no benefit available to those working less than ½ time. Synod code includes access to health care benefits, including LTD and AD&D, for workers that work ½ time but are less than full time but does not provide any contribution towards the cost of those coverages.

The base salary of synodical called workers is required to fall within the Suggested Base Salary range set forth in the CWCC. For other calling bodies such as congregations, the WELS Compensation Guidelines (and thus the CWCC suggested compensation amounts) are guidelines which those calling bodies are strongly encouraged to consider when determining called worker compensation.

Go to the written WELS Compensation Guidelines for a full explanation of the input and methodology the CWCC uses to arrive at the proposed figures. You can also refer to the CWCC training videos that are available on-line. If questions remain, please contact Dennis Maurer, Director of Human Resources.

The 2017 substantive changes to the WELS Compensation Guidelines include:

• District Presidents and Circuit Pastors will annually and actively guide calling bodies in the use of Biblical principles in setting compensation for called workers.
• Two salary ranges were added to the left of the pre-2017 salary matrix for non-degreed early childhood ministry workers.
• The number of salary matrix range columns applicable to the various worker categories were generally expanded from three to four, with the fourth range being an additional range to the right (upper) side of the matrix. This increase in ranges was not added for the ministerial education school presidents or the synod president.
• Recognition of education and responsibilities as formal elements to be considered by calling bodies when determining salary.
• Principal wage ranges were made to be consistent with those of a pastor.
• Re-emphasize that all workers are due a housing allowance or housing equity.

The pre-2017 WELS Compensation Guidelines did not include any Early Childhood education positions. The 2017 revisions added positions for Early Childhood Ministry Director, Early Childhood Ministry Teacher (w BA, BS) and Early Childhood Ministry Teacher (no degree). The salary range for the last position was below that of the lowest salary range of the pre-2017 salary matrix. The two ranges added to the “left” side of the salary matrix addressed this issue.

The range of columns in the salary matrix provide calling bodies with flexibility in determining appropriate compensation for an individual called worker. The lowest number in the suggested range of columns reflects the suggested minimum salary a called worker should be paid. A calling body should carefully weigh and consider a number of factors to determine which salary column to choose, such as responsibilities, continuing education, extra duties, etc. By expanding the range of columns, calling bodies can approach the task of determining compensation in a more thorough and prayerful way rather than focusing on the middle of the pre-2017 three-column range. The range of compensation across four columns is approximately 15%, which is a range of $4,000 to $6,000 a year, depending on the worker’s experience.

After careful study and consideration, we determined that the responsibilities and duties of principals and the spiritual and educational leadership inherent in their positions warranted placing them in the same salary matrix range as that applicable to pastors. This does not necessarily mean that principals and pastors will be paid the same amount in a given situation. It merely means that calling bodies will have the flexibility to set the compensation for these positions within the same four-column salary matrix range.

Each called worker is entitled to a housing allowance. This is part of their total compensation and should not be determined on the basis of need. Two individuals performing the same job should receive the same pay for that job. No consideration, for example, should be given to the size of an individual’s family. Nor does it matter if a called worker is head of household. The compensation guidelines attempt to establish a fair wage for a specific job. That fair wage includes the housing allowance regardless of what the actual housing needs are for that individual. The Salary Matrix itself does not provide a fair total wage, its values were specifically set below what would be considered a fair total wage with the understanding a housing allowance would be included (or housing provided) to bring the called workers total wage to a fair and appropriate level. For example; if a calling body has a Pastor who happens to be married to a Teacher, both should receive a housing allowance as part of their overall compensation.

Because the cost of living is greater in some regions in the United States, it may be necessary to increase the base salary depending upon the geographic location of the call. The Cost of Living Adjustment (COLA) is the component of the compensation package that allows calling bodies to adjust base salary to reflect this fact. Calling bodies are encouraged to provide a Cost of Living Adjustment (COLA) for called workers living in geographic regions where the cost of living is higher than the national average (multiplier % greater than 100%).