Pay Compliance Manual

Pay Compliance Manual

Roman Catholic Archdiocese of Indianapolis

Human Resources Office

March 11, 2021

Contents Introduction and Definitions ................................................................................................................................................... 1

Difference between Exempt and Non-Exempt Positions .................................................................................................... 1

Exemption for Teachers ...................................................................................................................................................... 1

Pre-Schools and Day Care Ministries ................................................................................................................................. 1

Positions that are Always Non-Exempt .............................................................................................................................. 2

The Legal Definition of “Minister” .................................................................................................................................... 2

Flow Chart: Exempt or Non-Exempt Under the FLSA? ......................................................................................................... 3

Indiana Wage Payment Law ................................................................................................................................................... 4

Independent Contractors ......................................................................................................................................................... 5

Priest Compensation ............................................................................................................................................................... 6

Permanent Deacon Compensation .......................................................................................................................................... 9

Pay Guidelines for Lay Employees ....................................................................................................................................... 10

Part 1: Introduction ............................................................................................................................................................... 10

Preface............................................................................................................................................................................... 10

Professional Pastoral Ministry in the Archdiocese of Indianapolis .................................................................................. 10

Lay Ministry Formation .................................................................................................................................................... 11

Church Statements on Compensation ............................................................................................................................... 11

Part II: Job Classification System ......................................................................................................................................... 12

Practical Steps ................................................................................................................................................................... 12

Definitions of Exempt and Non-Exempt Employees ........................................................................................................ 13

Outline of System ................................................................................................................................................................. 13

Working Titles and Classification Titles .......................................................................................................................... 14

Positions Covering Multiple Ministries or Fields ............................................................................................................. 14

Deanery Center Employees ............................................................................................................................................... 14

Parish Size Categories ....................................................................................................................................................... 14

Section A: Parish Positions ................................................................................................................................................... 15

Bookkeeper Series ............................................................................................................................................................ 15

Business Manager Series .................................................................................................................................................. 15

Maintenance Series ........................................................................................................................................................... 16

Music and Liturgical Ministry Series ................................................................................................................................ 17

Pastoral Associate/Minister Series .................................................................................................................................... 18

Receptionist/Office Helper Series ..................................................................................................................................... 19

Religious Education Series ............................................................................................................................................... 20

Secretary/Office Manager Series ...................................................................................................................................... 21

Youth Ministry Series ....................................................................................................................................................... 21

Section B: School Positions .................................................................................................................................................. 22

Educator/ Administrator Series ......................................................................................................................................... 22

Library/ Media Center Series ............................................................................................................................................ 23

Cafeteria Series ................................................................................................................................................................. 24

Day-Care/ Extended Care Series ....................................................................................................................................... 24

Bus Driver Series .............................................................................................................................................................. 25

Part III: Pay Ranges .............................................................................................................................................................. 27

System Maintenance ......................................................................................................................................................... 27

General Principles of Compensation ................................................................................................................................. 27

Initial Hire Rate. ............................................................................................................................................................ 27

Annual Adjustments. ..................................................................................................................................................... 27

Movement to a Higher Pay Range. ............................................................................................................................... 27

Transfers. ...................................................................................................................................................................... 27

Movement to a Lower Pay Range. ................................................................................................................................ 28

Adjustments to Pay Ranges. .......................................................................................................................................... 28

Placement in Pay Ranges .................................................................................................................................................. 28

Pay Ranges ........................................................................................................................................................................ 29

2020 Recommended Pay Ranges ...................................................................................................................................... 29

Sample Positions ................................................................................................................................................................... 30

Archdiocese of Indianapolis 1

Introduction and Definitions This manual has been developed with the guidance of our Archdiocesan attorney and with the approval of Monsignor

Stumpf, Archdiocesan Administrator, to help you ensure that your parish, school, or agency is in compliance with federal

and state laws governing compensation. Please refer any questions to the Human Resources Office.

Difference between Exempt and Non-Exempt Positions

• For a position to be exempt from overtime (and usually paid on a salary basis), a two-part test must be met:

1. The position must be paid a salary above the limit established by the Dept. of Labor*1, AND

2. The duties of the position must fall into one of the categories established by the Dept. of Labor.

• Non-exempt positions must be paid overtime at a rate of 1 ½ times the hourly rate for all hours worked over 40 in a 7-

day week. For the Archdiocese, the standard workweek is Sunday through Saturday.

• Non-exempt employees must be paid for all hours worked. Hours worked include activities such as taking phone calls

over the lunch hour and checking voice mail or e-mail when away from work. Employees cannot “volunteer” to do

their regular job or work off the clock.

• Please note: An employee can only have one FLSA status. If he/she works at more than one position anywhere

in the Archdiocese, the employee’s FLSA status is determined by his/her primary position, and this status applies

to all positions in which the employee works.

Exemption for Teachers Teachers and substitute teachers in elementary, middle, and high schools will continue to be exempt without regard to a

minimum salary. They are exempt under the FLSA from overtime and from the minimum wage.

Pre-Schools and Day Care Ministries In order for a position to be classified as a “teacher” and exempt from the required minimum salary, the following

conditions must be met:

1. The primary duties of the position must be teaching, tutoring, instructing, or lecturing in order to impart

knowledge, AND

2. The instruction must occur in an “educational establishment.” An “educational establishment” means:

“A day or residential school in an elementary or secondary school system as determined under state law, an

institution of higher education or other educational institution (such as special schools for children with mental or

physical disabilities or gifted children, whether classified as elementary, secondary or higher). Whether any

particular introductory program (e.g., kindergarten or nursery school program) qualifies as an educational

establishment depends upon whether the program is included in the curriculum for elementary education

established by the applicable state law.

Preschool:

• Accredited by Indiana Dept. of Education

• Part of a school

• Instruction is provided

• Teachers may be required to have a degree and/or

to be licensed

• Established curriculum is followed

• Pre-kindergarten for ages 3, 4, and/or 5

Daycare:

• Registered with or accredited by the Indiana Family

and Social Services Administration (IFSSA)

• Childcare tasks are predominant

• Classroom-type instruction is generally not provided

• Serve ages birth to 3

• May also serve older children

* The Department of Labor Final Rule that established the salary minimum at $35,568 became effective January 1, 2020.


Employees of pre-schools and day care ministries that do not meet the definition of “educational establishment”

must be paid on an hourly basis and are entitled to overtime pay. This is not part of the new rule, but it is important to

look at the duties of teachers in pre-schools and day care ministries to determine if they meet the definition.

Positions that are Always Non-Exempt Secretaries, administrative assistants, receptionists, other administrative clerical positions, and nurses are examples of

positions that are always non-exempt and must be paid on an hourly basis.

Ministerial Exemption

Positions that fall under the Ministerial Exemption are also exempt from overtime and the minimum wage. It’s not

enough, however, to call a position a “ministry” position, even though we know that all employees of the Archdiocese

contribute to the ministry of the Church. These positions are clearly within the Ministerial Exemption:

• Priest, Pastor, Associate Pastor

• Seminarian

• Deacon

• Parish Life Coordinator

• Pastoral Associate

• Director of Religious Education (or equivalent)

• Liturgical Minister

• Director of Music or equivalent

• Youth, Family, and Campus Minister

• Catechist

• Sacristan

If the duties of the position are primarily clerical, even if the position supports a ministry, that position does not fall

under the Ministerial Exemption. These positions might include Religious Education Assistant or Youth Ministry

Assistant and other support positions.

The Legal Definition of “Minister” A “minister" is broadly defined in civil law as a person who functions in a significant religious capacity (even if not

ordained) with regard to ministerial exemption legal cases.

The courts use a “totality of the circumstances” analysis to determine if a person is deemed a “minister”. Hosanna-Tabor

Evangelical Lutheran Church & Sch. v. EEOC, 132 S.Ct. 694 (2012). This is a multi-factor, fact-intensive examination of

the duties of the position. Whether or not a person is considered a minister is based primarily on the individual's job

description and function.

In analyzing the job duties, factors to be considered may include: 1) Are employment hiring decisions regarding the employee position at issue made largely on religious criteria? (e.g., does the

employee need to be Catholic?)

2) Is the employee qualified and authorized to perform the ceremonies of the church?

3) Is the employee engaged in activities traditionally considered ecclesiastical or religious, including attending to the religious

needs of the faithful? Examples: Teaching a religious course or curriculum as part of teaching duties; leading students in daily

prayers and devotions. Key: Religious-based duties.

4) Did the employee receive religious training for the job and/or commissioning by the church?

5) Does the employee receive any benefits / perks commonly associated with ministers such as, for example, tax exempt housing

or a housing allowance?

6) Does the employee’s job title and/or job description: (1) Reflect a ministerial function or role? or (2) Reflect a role in

conveying the Church’s message and carrying out its mission? Key: Religious role

7) Does the religious organization sincerely in good faith believe that the employee is to function as a minister?

8) Are the job functions inextricably intertwined with the religious organization’s religious doctrine or standards?

9) How much time does the employee spend in religious activities or functions? Key: Relevant but not to be considered in

isolation of other factors.

10) Does the employee perform a religious function or serve as a messenger or teacher of the faith?


Flow Chart: Exempt or Non-Exempt Under the FLSA?


Indiana Wage Payment Law The Indiana Wage Payment Law requires that employees be paid for all hours worked within 10 days of the end of the

pay period in which the hours were worked. Contracted teachers are an exception to this law. Exempt school counselors,

principals, vice/assistant principals, academic deans, athletic directors, and other qualifying educational administrative

staff may be exceptions with a written agreement. Please see chart below.


Independent Contractors The primary consideration of determining if a worker is an independent contractor is the economic independence of the

worker. Several factors go into making this determination:

1) The extent to which the work performed is an integral part of the employer’s business.

2) Whether the worker’s managerial skills affect his or her opportunity for profit and loss.

3) The relative investments in facilities and equipment by the worker.

4) The worker’s skill and initiative.

5) The permanency of the worker’s relationship with the employer.

6) The nature and degree of control by the employer.

Most independent contractors have their own businesses, have other clients or customers, set their own hours, and are not

supervised by the employer.

Please note: An employee of the Archdiocese of Indianapolis cannot also be an independent contractor of the

Archdiocese of Indianapolis on an individual basis.

Exceptions may be made for businesses owned by employees. Please contact Human Resources for guidance in these

situations.

Independent Contractors are responsible to provide their own liability insurance.


Priest Compensation I. Base Salary

• Consistent with prior practice, the increase for priest base salary will not exceed the increase for lay

employees.

• Priests will receive an additional $25 per month ($300 per year) for each five (5) years of priestly

ministry until retirement.

• All priests are required to receive their salary and stipends through the Central Payroll System. Please

contact [email protected] for more information.

• A pay schedule is provided annually for priest base salary.

II. More than Three (3) Weekend Liturgies

It is assumed that up to three (3) weekend liturgies and confessions are included in routine services of priests.

Consequently, the base salary includes that dimension of service. For those who are required to celebrate

more than three (3) weekend liturgies per weekend, $50 per additional liturgy should be added to their salary.

Saturday evening Masses are considered part of the weekend liturgies, which should total three (3) before the

additional $50 per Mass is added.

For example: One (1) Saturday night Mass and three (3) Sunday Masses would earn the pastor one (1)

$50 bonus.

Payment must be directed through the central payroll system, and this compensation is to be for the specific

Masses offered, not averaged into an additional payment each pay period.

III. SECA Reimbursement

Each location is responsible for the reimbursement of SECA (Self Employment Compensation Act) to the

priest for the part of salary, room, and board for which it is responsible. After the clergy has filed his taxes for

the previous calendar year, he should submit his SECA reimbursement form to [email protected]

on or before June 1 for the prior tax year. The form can be found on

http://www.archindy.org/finance/parish/forms.html. Reimbursement amounts may change based on federal

guidelines. The Archdiocese Office of Accounting Services will bill the parish for the amount of the SECA

reimbursement.

Determining what each institution pays:

Example 1:

A priest is pastor of Parish “A” from January 1 through June 30 and is then transferred to parish “B.” Parish

“A” pays SECA reimbursement for the first six (6) months of the year, while parish “B” pays SECA

reimbursement for the last six (6) months of the year.

Example 2:

A priest has multiple assignments. The high school/archdiocesan agency pays his salary, while the weekend

parish assignment provides room and board. The high school/archdiocesan agency pays SECA reimbursement

for salary. The parish pays SECA reimbursement for room and board.

If uncertain about allocations, please contact the Vicar for Clergy for assistance.


Determining the value of “room”;

Priests receiving room in a parish-provided rectory are asked to seek the advice of a local realtor as to the fair

market value of the rental of a comparable house or apartment (including utilities). For example: 2 bedrooms,

living room, kitchen, bathroom, approximately 850 square feet, depending on the particular features of the

rectory. This analysis should only include the value of the “clergy housing” portion of the rectory, not any

parish office space.

Determining the value of “board”:

Please see the discussion in “Income Taxes Guide for Clergy,” which is available through the Office of

Clergy, Religious, and Parish Life Coordinators.

Retired Priests (approved by Council of Priests 11/25/2003):

• In year of retirement: eligible for SECA reimbursement from their last place of employment for

partial year’s work

• If retired and in full-time assignment in parish: eligible for SECA reimbursement from parish

• No SECA reimbursement allowed for: Pension income; ADLF Deferred income; or Miscellaneous

income.

IV. Stipends

Stipends for all Masses will be the amount given by the individual requesting the Mass. The guideline is $10.

A priest may earn 1 stipend ($10/Mass) per day, and the others are to be given to Charity (the parish or

whatever charity designated).

Example 1: Father says 1 Saturday morning Mass and 1 Saturday evening Mass. He gets one (1) $10

payment.

Example 2: Father says 1 Saturday morning Mass, 1 Saturday evening Mass, and 3 Sunday Masses. He gets

$50 for the additional Mass (as covered by the 3 weekend liturgy guidance), plus $10 for the stipend (1 - $10

Mass stipend, 2 – one Mass said for the parish, and 3 – one Mass said for charity of his designation).

Bination stipends are not compensation to individual priests. They should not be paid to the priest. Parishes

should remit payment directly to the charity of the priest’s designation from the Mass stipend checking

account.

If uncertain about allocations, please contact the Vicar for Clergy for assistance.

Stipends should be reported monthly and paid through central payroll system.

V. Mileage Reimbursement

Mileage incurred by a priest on behalf of parish business needs to be reimbursed through the parish office.

Please do not include this amount with the stipends that are required to be submitted to central payroll.

Please pay priests’ mileage reimbursements directly to the priest, not through central payroll.

The Archdiocese Catholic Center reimburses employees and clergy for business miles incurred at 75% of the

IRS guidelines, but this rate is not mandatory. We recommend that parishes and agencies evaluate the impact

to the budget and apply the rate to both employees and clergy.


Business miles must be documented in writing to the parish in order to receive reimbursement. The daily

commute from an offsite residence to the parish office is not includable for reimbursement purposes.

Utilization of the reimbursement of the standard mileage rate is in lieu of obtaining reimbursement for

maintenance and repairs, tires, gasoline and related taxes, oil, insurance, registration, and depreciation or

leasing costs.

VI. Workers’ Compensation

Workers’ Compensation should be budgeted for all priests. Calculate as follows:

Workers’ Compensation Insurance = $0.36 per $100 annual salary paid by the parish/agency

VII. Car Insurance

All priests must carry and pay for minimum liability insurance ($100,000 per person/$300,000 per occurrence

for liability and $50,000 for property damage is recommended.) on their personal automobiles and other

vehicles to protect their own interests in any judgment against their own person.

VIII. Continuing Education

A maximum of $1,300 per year. This figure is not cumulative from one year to the next and is payable only

for actual expenses incurred, not as an “allowance.” All continuing education expenses must be substantiated

before reimbursement or payment of fees can be made. Continuing education is to improve one’s ministry

through academic courses (classroom, online, DVD), books, homily helps, etc. Contact the Vicar for Clergy

office if exceptions are needed.

IX. Retreat Reimbursement

The standard fee for the Archdiocesan Retreat is $600, either preached, private, or directed at a retreat

house/religious center. This reimbursement is payable only for actual expenses incurred, not as an

“allowance.” Contact the Vicar for Clergy office if exceptions are needed.

X. Retirement Saving Plan Benefits

Archdiocesan priests can contribute a maximum of $19,500 into the 403(b) plan for the calendar year 2020.

Priests age 50 and over are eligible for an additional $6,500 catch-up provision, for a total annual contribution

of $26,000 for calendar year 2020. Archdiocesan priests will receive a 50% match on contributions of up to

$200 per month. Therefore, a priest who contributes $200 for each of the 12 months would receive a match of

$1,200. All matching funds vest immediately. Priests must be on central payroll to take advantage of this

benefit. All monies deposited in a 403(b) are deposited before taxes.

XI. Priest Retirement

Retired archdiocesan priests receive monthly benefits from the Priest Retirement Plan beginning the month

after the priest’s 70th birthday. Applications for retirement benefits can be obtained by contacting Enza

Sprauer, HR Specialist, at [email protected] or 317-236-1594.

XII. Medicare, Part B Reimbursement

Priests are asked to apply for Medicare prior to their 65th birthday. The Archdiocesan health plan will remain

primary coverage, and Medicare will be secondary. After retirement, Medicare becomes the priest’s primary

medical coverage, and the Archdiocesan health coverage is the secondary insurance. Any priest paying for

Medicare, Part B, should contact the Human Resources Office. Monthly fees will be reimbursed by the

Human Resources Office after verification of Medicare Part B enrollment going forward on a monthly basis.

mailto:[email protected]


XIII. Death Benefit

In the event of a priest’s death, the Archdiocese of Indianapolis will be responsible for burial expenses up to a

maximum level of $6,000. The estate of the priest must cover all expenses in excess of this amount.

XIV. Room and Board

Parishes, schools, and agencies are to provide room and board for priests assigned to these ministries. Please

allow the necessary budgetary amounts. Housing expenses, meals, and food purchases may be reimbursed

only upon submission of actual receipts for actual expenses incurred, not as an “allowance.”

XV. Priests with Multiple Assignments

To better share costs of priests who have responsibilities at more than one parish, school, or agency, we

recommend the expenses—including salary, room and board, SECA reimbursements, and continuing

education and retreat benefits—be proportionally divided between the parishes/schools/agencies. For

example, if a priest equally spends his time at the parish and high school, a 50/50 split down the middle of all

expenses would be equitable. Contact the Vicar for Clergy for assistance in determining shared costs.

XVI. Sacramental Coverage (when requested by the parish)

Weekend Masses (with or without homily) Each Mass $50

Weekend Session of Reconciliation $25

Weekday Mass $30

Wedding or Funeral (with or without homily) $50

Mass stipends and mileage reimbursements are to be added to the above figures for budgeting purposes.

When spending the night at a parish for the weekend, meals are to be provided (in rectory, at a parishioner’s

home, in a restaurant—receipts must be submitted.)

XVII. Allowances, In General

No priest expense reimbursements may be given without receipts, such as an “allowance.” All expense

reimbursements are to be considered as “accountable” reimbursements under IRS guidelines and given only

upon submission of receipts for actual expenses incurred.

XVIII. Health Insurance

The Archdiocese provides full coverage (100%) of a priest’s health care expenses.

Permanent Deacon Compensation

I. Continuing Education/Retreat

Ongoing formation of permanent deacons is provided by the Archdiocese. Parishes that have permanent

deacons assigned to ministry in those parishes contribute $1,900 per year to the Archdiocese for each deacon

assigned to assist with the costs incurred for continuing education and the annual retreat. This is the total of

the same costs for priests’ continuing education reimbursement of $1,300 per year and retreat reimbursement

of $600 per year. If a permanent deacon serves in two (2) or more parishes, the contribution is split between

those parishes.

II. Mileage Reimbursement

Mileage incurred by a deacon on behalf of parish business needs to be reimbursed through the parish office.


The Archdiocese Catholic Center reimburses employees and clergy for business miles incurred at 75% of the

IRS guidelines, but this rate is not mandatory. We recommend that parishes and agencies evaluate the impact

to the budget and apply the rate to both employees and clergy.

Business miles must be documented in writing to the parish in order to receive reimbursement. The daily

commute from an offsite residence to the parish office/church is not includable for reimbursement purposes.

Utilization of the reimbursement of the standard mileage rate is in lieu of obtaining reimbursement for

maintenance and repairs, tires, gasoline and related taxes, oil, insurance, registration, and depreciation or

leasing costs.

III. Stipends

Stipends received by permanent deacons for weddings, baptisms, etc. are taxable income. Permanent deacons

are required to declare this income for tax purposes. If the permanent deacon is on central payroll, then

stipends should be reported and paid through payroll.

Pay Guidelines for Lay Employees

Part 1: Introduction This resource is provided to assist pastors, parish life coordinators, pastoral councils, search

committees, and other ministry leaders as they address the basic ministry needs of a parish. It is

also intended to provide a resource for those presently serving in one of these ministry positions

and those considering a new or different ministry role.

Preface

The purposes of these guidelines are to promote justice and fairness in pay practices and to ensure

the ability to attract and retain qualified individuals for parish positions. They were developed in

response to numerous requests from parishes throughout the archdiocese seeking information

about equitable compensation. This document presents recommendations based upon local and

national research. Each parish should determine the salaries for its employees with these

recommendations as a guide.

Considerable reference is made throughout this document to the Parish Pay Manual:

Classification Systems and Pay Ranges prepared by the National Association of Church Personnel

Administrators (NACPA). NACPA’s manual begins with a statement that supports our

underlying philosophy:

“NACPA believes that the fairest and most equitable parish compensation practices occur where

diocesan-wide pay guidelines exist for all ministries and staff levels. Such guidelines help

parishes establish fair pay rates for their employees.”

Professional Pastoral Ministry in the Archdiocese of Indianapolis

Just as each of our bodies has several parts and each part has a separate function, so all of us, in

union with Christ, form one body, and as parts of it we belong to each other. Our gifts differ

according to the grace given to us. If your gift is prophecy, then use it as your faith suggests; if

administration, then use it for administration; if teaching, then use it for teaching. Let the

preachers deliver sermons, the almsgivers give freely, the officials be diligent, and those who do


works of mercy do them cheerfully. -Romans 12:48

Over the past several decades, a wide variety of professional ministry positions has emerged in

the Church throughout the United States. The resurgence of lay ministry coupled with growing

demands for additional parish leaders has led parishes to employ an increasing number of lay and

religious personnel.

A generation ago, almost all Catholic parish ministers were priests or sisters whose primary

ministry was the Catholic grade school. Now more than 60 percent of the parishes in the country

have lay people or religious in paid pastoral staff positions. There are now more than 30,000 lay

ministers in parishes in the United States. Based on recent studies, this trend will continue, and

these professionals will continue to play an ever-expanding role in carrying out the mission of the

Church.

According to Parishes and Parish Ministers: A Study of Parish Lay Ministry published by Philip

J. Murnion and David DeLambo, compensation for lay ministers has improved over the years, but

remains the most significant area in need of attention: “Salaries have increased in real dollars and

are satisfying for the majority of lay parish ministers. Nonetheless, they are found to be

inadequate for a third of the lay people and are cited as the item both most in need of

improvement and most likely to prompt the lay ministers to go on to other employment.”

Lay Ministry Formation

In order to assist current and future lay ministers, the Archdiocese of Indianapolis, offers

opportunities for continuous leaning and spiritual growth. These opportunities include convenient

online theological education through Catholic Distance University (CDU) and the University of

Notre Dame. It is expected that all lay ministers are engaged in ongoing professional development

and spiritual formation.

Church Statements on Compensation

Before considering the specifics of establishing pay programs for parishes, reflect for a moment

on Church beliefs and policy statements about compensation:

1. General principles of compensation, differences in levels of pay.

“Payment for labor must be such as to furnish workers with the means to cultivate their own

material, social, cultural and spiritual lives worthily, and that of their dependents. What this

payment should be will vary according to each person’s assignment and productivity, the

conditions of the place of employment and the common good” (Gaudiem et Spes #67,

Documents of Vatican II, 196).

2. General principles of performance and pay, the ability of the organization to pay.

“In determining what constitutes an appropriate wage, the following must necessarily be taken

into account: first of all the contribution of individuals to the economic effort; the economic

state of the enterprise within which they work; the requirements of each community,

especially as regards overall employment; finally, what concerns the common good of all

peoples” (John XXIII, Mater et Magistra, #71, 1961).


3. Just wage principles applied to lay persons working for the Church.

“Lay persons have a right to a decent remuneration suited to their condition; by such

remuneration they should be able to provide decently for their own needs and for those of

their family with due regard for the prescriptions of civil law; they likewise have a right that

their pension, social security and health benefits be duly provided” (Canon 231, #2).

“Church administrators are to pay employees a just and decent wage so that they may provide

appropriately for their needs and those of their family” (Canon 1286, #2).

“In seeking greater justice in wages, we recognize the need to be alert particularly to the

continuing discrimination against women throughout church and society, especially reflected

in both the inequities of salaries between women and men and in the concentration of women

in jobs at the lower end of the wage scale” (Economic Justice for All, #353)

4. Commitment by U.S. bishops to provide a just compensation.

“We bishops commit ourselves to the principle that those who serve the Church–laity, clergy

and religious–should receive a sufficient livelihood and the social benefits provided by

responsible employers in our nation” (Economic Justice for All, #351).

Part II: Job Classification System The first step in job classification is the development of up-to-date position descriptions for all

parish/school positions. Sample position descriptions can be obtained from archdiocesan

agencies; some local adaptations may be needed for each parish.

Practical Steps

1. Use a small committee to determine where jobs should be placed within the classification

system. Possible committee membership would include the pastor, principal, business

manager, a pastoral council member, a parishioner with human resource expertise.

2. Compare parish position descriptions with the descriptions of levels for each position

series in the guidelines. Keep in mind the overall intent of the positions as you review

them against the brief classification statements.

3. Determine the level for each and every job in the parish.

4. Review classifications that were made. Individual positions should not be classified in

isolation from other positions. Look at the entire scheme that has been created. Do the

decisions made in one job family (e.g., Religious Education) make sense in relation to the

decisions made in other job families (e.g., Youth Minister or Business Manager)? This

review may send you back to the classification system to adjust certain decisions. Once

this review step is complete, you have established the basic information needed to create

pay ranges (discussed in Part III).

5. Allow supervisors or employees to question their classification levels and pay ranges at a

specific time each year (as part of the budget cycle and/or performance appraisal process)

and convene the committee to review all requests for change and projected new positions

at the same time.


6. Consider allowing an appeal process for situations where reclassification is not approved.

Do not tie this with the normal grievance procedure, however, because pay determinations

are technical management decisions.

Definitions of Exempt and Non-Exempt Employees

Classifications are identified as exempt or non-exempt in accordance with the federal Fair Labor

Standards Act (FLSA). Since exceptions may occur, each category is defined below for your

reference.

Exempt: Positions responsible for developing and administering general policies and procedures,

or positions that require advanced specialized training, or positions that perform original creative

work. By the nature of their jobs, exempt employees are sometimes required to work more than a

40-hour week without additional compensation, e.g., some evening or weekend work.

Non-exempt: Positions that require the performance of routine, procedural non- discretionary

work such as clerical, secretarial, computer operations, mechanical, food preparation, building

and grounds maintenance, security, custodial.

Non-exempt employees must be provided overtime compensation for each hour over 40 hours of actual

work in a given week.

• Appropriate overtime work between full-time (e.g., 35 hours) and 40 hours can be

compensated at the regular pay rate.

• Overtime work above 40 hours must be compensated at 1.5 times the regular rate.

• Overtime work must be compensated normally in cash payment. It can be compensated

as time off when it is provided during the pay period in which it accumulated and the time

off, when it is given, is at the rates described above (i.e., hour for hour up to 40 hours and

1.5 hours for each hour above 40 hours).

• Overtime work should be approved in advance by the supervisor.

Outline of System On the Job Classification and Pay Range Charts, M refers to exempt ministry positions, E refers

to exempt educational positions, and S refers to non-exempt support positions.

The Parish Job Classification System provides sample position description summaries. (Complete

position descriptions are available through archdiocesan agencies, which cover most positions.) It

is designed to assist pastors, parish life coordinators, parish leaders, business administrators,

principals, and others in providing advice or determining, as objectively and fairly as possible, the

most appropriate pay ranges for personnel employed in parishes.

To accomplish this, a series of general descriptions of the essential features of jobs in various

fields is presented in the following pages. Several levels of responsibility are described for each

field.

Specific information about the pay ranges for each classification can be found in the tables in Part


III. These tables will be updated on an annual basis to ensure that salary ranges remain current

with living costs and other economic indicators. Pastors, parish life coordinators, and principals

should endeavor to maintain the salaries of employees within these ranges.

Working Titles and Classification Titles

What the parish calls a certain position will not always coincide with the classification titles

contained in this document. However, it is recommended that parishes use the titles listed in this

document that correspond to the duties and qualifications for each position. It is also important to

compare the position descriptions of parish positions against the classification summaries in this

document when determining the classification level of parish and school positions. Comparison

of titles alone rather than full descriptions may result in inappropriate placements of positions.

Positions Covering Multiple Ministries or Fields

Often in parishes, responsibilities from several ministries or fields will be combined in the same

position (e.g., Youth Ministry and Religious Education or Secretary, Receptionist and

Bookkeeper). The following guidelines are presented to assist in classifying such positions

appropriately.

1. If one ministry or field clearly predominates in time commitment, use that classification or

series.

2. For professional ministry positions, if no single ministry predominates, use the Pastoral

Ministry/Associate Series.

3. For support staff positions, if no field predominates, use the classification or series that

covers the highest level of work performed for a significant portion of time. Focus on the

lowest level classification description in which this work appears.

Deanery Center Employees

Although no classifications are listed specifically for deanery center employees, these guidelines

can be applied by using the classification for a ministry or field that predominates in time

commitment.

Parish Size Categories

The parish size categories used in this document are defined in terms of the number of households

in the parish. In situations where parish staff members serve two or more parishes, the number of

households should be added together.

Parish Size Number of Households in Parish

Small Less than 500

Midsize 500 – 1,000

Large More than 1,000


Section A: Parish Positions

Bookkeeper Series

General Description: Responsible for providing bookkeeping services to the parish as a whole or

a specific ministry or program. Maintains financial bookkeeping system, including accounts

payable, receivable, payroll, and cash receipts. Balances accounts, ledgers and reconciles bank

statements. Prepares financial statements. May assist with budget and development program.

Description of Levels:

Bookkeeper II: Performs the full range of functions listed above with little direct

supervision and only general oversight from pastor or principal.

Classification Level: S-5

FLSA Status: Non-exempt

Bookkeeper I: Performs more routine bookkeeping functions under the direct supervision

of a business manager, pastor, or principal.



Business Manager Series

General Description: Responsible for the stewardship and effective administration of the parish’s

financial, capital, and human resources.


Business Manager III: Responsible for the full range of parish administrative functions.

Due to its scope and supervisory responsibility, this classification is generally found only

in large parishes. At this level, parish administrative responsibility is fully delegated by

the pastor typically in the areas of finance, facilities, purchasing, stewardship,

communications, and personnel. The Business Manager III supervises most, or all support

staff positions. The Business Manager III position requires a Master’s Degree in a related

field (or a bachelor’s degree in a related field and equivalent experience) as well as

previous management background.

Business Manager Series

Classification Level: M-4

FLSA Status: Exempt if meets salary minimum and duties tests

Business Manager II: Responsible for many parish administrative functions. At this level,

the Pastor retains responsibility for certain aspects of parish administration and/or does not

fully delegate parish administration to the Business Manager. The Business Manager II

typically supervises support staff positions and may personally perform some technical

work such as accounting. The Business Manager II position requires a Bachelor’s Degree

in a related field and some supervisory experience.



Business Manager I: Responsible for a limited range of parish administrative functions.

The classification is non-supervisory and operates without full delegation of responsibility


by the Pastor. Positions at this level typically perform a significant amount of technical

work in addition to administrative duties. At this level, administrative duties may be

combined with another ministry.



Maintenance Series

General Description: Responsible for the effective, efficient, and safe maintenance, renovation,

and upkeep of parish and/or school buildings and grounds. Alternative titles used below may

substitute Physical Plant, Plant Operations, or Building and Grounds for Maintenance.


Maintenance Supervisor II: Supervises the maintenance, renovation, restoration and

upkeep of the buildings, mechanical, plumbing, and electrical systems, and grounds.

Conducts preventive maintenance, safety, and energy conservation audits. The

classification supervises one or more maintenance employees, may also supervise outside

contractors, and personally performs higher-level maintenance functions. This position

may be appropriately assigned Exempt FLSA status if it is primarily managerial and

supervisory. Alternative titles for this classification include Maintenance Director,

Maintenance Manager, Maintenance Superintendent.

Classification Level: M-2 or S-6

FLSA Status: Exempt only if duties are non-manual and meets salary minimum

Maintenance Supervisor I: Responsible for and personally maintains, renovates, restores,

and sees to the upkeep of the buildings, mechanical, plumbing, and electrical systems, and

grounds. May conduct preventive maintenance, safety, and energy conservation audits.

The classification does not supervise full-time maintenance employees but may supervise

seasonal help and volunteers, may engage and supervise outside contractors and

personally performs many maintenance functions. Alternative titles for this classification

include Maintenance Manager, Maintenance Mechanic, Maintenance Technician.



Maintenance Worker: Provides routine maintenance for the parish or school buildings and

grounds including semi-skilled carpentry, plumbing, electrical and other minor repair

work. Grounds work may include mowing, pruning and ice and snow removal with

grounds equipment. May maintain inventory of supplies and supervise one or more

Maintenance Helpers/Custodians. Alternative titles of this classification include

Maintenance Mechanic, Maintenance Technician, Maintenance Worker, Maintenance

Helper, and other similar job titles.



Maintenance Helper/Custodian: Performs cleaning, facility setup, hauling and moving of

equipment, mowing, raking, and weathering of grounds, ice and snow removal, and other

simple building and grounds maintenance duties for the parish and/or school. Cleaning

duties include mopping and vacuuming floors, cleaning bathrooms, washing windows and

trash removal. Alternatives titles for this classification include Janitor, Maintenance

Assistant, Maintenance Attendant, and other similar job titles.




Student Worker: Performs most routine duties during evening, weekends, summer.



Music and Liturgical Ministry Series

General Description: Directs or coordinates the parish music (and liturgical) ministries and

performs music for parish liturgies and other designated celebrations.


Director of Music Ministries II: Responsible for all aspects of a comprehensive liturgical

music program in a midsize or large parish including the performance and/or direction of

the music at several liturgies per weekend and for other special services or events and the

direction of several choirs or music groups. This also includes responsibility for the

selection, supervision, training, and support of all other cantors, musicians, choirs, and

music groups, and the selection and/or approval of all liturgical music that is used in the

parish. This classification requires a Master’s Degree in Music or the equivalent in

education and experience. It also requires strong knowledge of Roman Catholic Liturgy

and good pastoral and organizational skills. The director should have knowledge of

keyboard, guitar, vocal, and choral techniques and be proficient in at least one of these

areas. In some parishes, this person may also serve in the more general role of Coordinator

or Director of Liturgical Ministries.


FLSA Status: Exempt under the ministerial exemption

Director of Music Ministries/Coordinator of Liturgical Ministries: Responsible for all

aspects of a comprehensive liturgical music program including the performance and/or

direction of the music at several liturgies per weekend and for other special services or

events and the direction of several choirs or music groups. This also includes

responsibility for the selection, supervision, training, and support of all other cantors,

musicians, choirs, and music groups, and the selection and/or approval of all liturgical

music that is used in the parish. This person is also responsible for the coordination of the

liturgical life of the parish including the coordination of the parish liturgy committee and

the training and scheduling of liturgical ministers. This classification requires a Bachelor’s

Degree in Music or the equivalent in education and experience. It also requires strong

knowledge of Roman Catholic Liturgy (formal training in theology preferred) and good

pastoral and organizational skills. The director should have knowledge of keyboard,

guitar, vocal, and choral techniques and be proficient in at least one of these areas.



Director of Music Ministries I: Responsible for all aspects of a comprehensive liturgical

music program including the performance and/or direction of the music at several liturgies

per weekend and for other special services or events. It also includes responsibility for the

selection, supervision, training, and support of all other cantors, musicians, choirs, and


music groups, and the selection and/or approval of all liturgical music that is used in the

parish. This classification requires a Bachelor’s Degree in Music or the equivalent in

education and experience. It also requires strong knowledge of Roman Catholic Liturgy

and good pastoral and organizational skills. The director should have knowledge of

keyboard, guitar, vocal, and choral techniques and be proficient in at least one of these

areas.



Coordinator of Music Ministries: Responsible for some of the components of the parish

liturgical music program. This usually includes performing and/or directing the music at

one or more weekend liturgies and other services, coordinating a music planning process,

scheduling musicians for other liturgies, and providing them with some opportunities for

training and assistance. This classification requires proficiency in keyboard, guitar, voice,

or choral conducting, knowledge of Roman Catholic Liturgy and good pastoral and

organizational skills.

Classification Level: M-I


Liturgical Music Leader: Responsible for performing and/or directing the music at

particular weekend liturgies and other services. The musician may often participate in the

selection of music to be used. This classification requires some knowledge of Roman

Catholic Liturgy and proficiency in keyboard, guitar, voice, or choral conducting.

Classification Level: depends on musical skill level


Pastoral Associate/Minister Series

General Description: Assists the Pastor or Parish Life Coordinator (PLC) with administrative

and pastoral duties, serves as a member of the parish staff, provides leadership and consultation

for various groups, committees, and processes in the parish. Collaborates in and complements the

pastor or PLC in directing a variety of aspects of parish life including some (but not all) of the

following: liturgy, pastoral care, RCIA, sacramental preparation, adult faith development,

evangelization, social ministry, senior adults, young adult ministry, facilities management,

preparation of annulment cases, etc. This position may have multiple titles, including DRE, youth

minister, business manager, etc.


Pastoral Associate II: Serves as an assistant to the Pastor or Parish Life Coordinator

(PLC) in the coordination of a wide range of parish activities and programs in a midsize or

large parish. At this level the classification operates rather independently, with only

general supervision from the pastor or parish life coordinator. The classification provides

multiple liaison functions and involves some supervision of staff and/or volunteers. The

classification requires experience in pastoral work and a Master’s Degree in theology or

related field, or equivalent education and experience.




Pastoral Associate I: Serves as an assistant to the Pastor or Parish Life Coordinator in the

coordination of parish activities and programs in a small or midsized parish or provides

leadership to a specialized ministry in a midsize or large parish. At this level the

classification provides multiple liaison functions typically with volunteers. The

classification requires experience in pastoral work and a Bachelor’s Degree in theology or

related field, or equivalent education and experience.



Pastoral Minister: Responsible for a narrow scope of pastoral duties under the direction of

the Pastor, Parish Life Coordinator, pastoral associate, or other pastoral staff member.

The classification has limited program responsibility and decision-making authority, being

responsible for specific pastoral duties such as visitation to the sick or parish outreach.

The classification requires some college work in a related field or equivalent education or

experience.



Receptionist/Office Helper Series

General Description: Responsible for operating telephone system, distributing mail, greeting and

referring visitors, scheduling facilities, data entry, word processing, typing and maintenance of

files, photocopying and duplicating of materials, handling of bulk mailings, and providing a

variety of other clerical services. Alternative titles for this classification series include Office

Assistant, Secretarial Assistant, Receptionist, Office Helper, Secretary, Clerk, Clerical Assistant,

and other similar job titles.


Receptionist/Office Helper II: Performs the full range of clerical and secretarial functions

listed above or specializes in performing more complex and responsible job

responsibilities. The classification requires previous office and word-processing

experience.



Receptionist/Office Helper I: Performs the more routine clerical and secretarial functions

listed above. The classification requires no previous experience.



Student Worker: Performs most routine duties during evening, weekends, summer.




Religious Education Series


Director of Religious Education (DRE): Serves the parish community by articulating the

vision of religious education and addressing the fourfold task of catechesis: proclaim the

message, build up the community, motivate to serve, and lead to worship and prayer.

DREs are responsible to create, design, maintain and evaluate all assigned areas of

religious education directly or indirectly. The DRE typically supervises paid and volunteer

staff, holds a Master’s Degree in a related field, and has experience as a teacher/catechist.



Coordinator of Religious Education (CRE): Serves the parish by articulating the vision of

religious education and addressing the fourfold task of catechesis: proclaim the message,

build up the community, motivate to serve, and lead to worship and prayer. CREs are

responsible to improve, maintain and evaluate specific areas of religious education. The

specific areas may include some of the following: Adult, Adolescent, Junior High,

Intermediate, Primary, Preschool, Sacramental. The CRE typically supervises volunteer

staff and paid office staff, holds a Bachelor’s Degree in a related field and has experience

as a teacher/catechist.



Administrator of Religious Education (ARE): Serves the parish by articulating the vision

of religious education and addressing the fourfold task of catechesis: proclaim the

message, build up the community, motivate to serve, and lead to worship and prayer.

AREs are responsible to maintain and evaluate specific areas of religious education. The

specific areas may include one or more of the following: Adult, Adolescent, Junior High,

Intermediate, Primary, Preschool, Sacramental. They typically supervise volunteer staff,

have completed the archdiocesan formation program for parish administrators of religious

education and have experience working with people and program planning in church or

civic groups.



Level Coordinator: Serves the parish by articulating a vision of religious education for a

particular age group and particular programs within the parish. The Level Coordinator

maintains and evaluates a specific area of the religious education program with the

supervision of the DRE or CRE. The Level Coordinator supervises volunteer staff under

the direction of a professional pastoral minister, has completed the recommended

archdiocesan formation program for parish administrators of religious education, and has

been a teacher/catechist.




Secretary/Office Manager Series

General Description: Responsible for providing secretarial and related office service for members

of the parish staff and various other committee and boards. Greets and refers visitors, schedules

appointments, processes mail, types or word processes letters, reports, memos. Establishes office

record-keeping systems. Schedules and monitors staff office hours. Schedules parish facilities,

issues, and monitors facility keys. Maintains petty cash fund. Oversees the timely opening and

closing of parish office. Oversees inventory of office supplies and maintenance contracts for

office machines. May coordinate volunteer programs, prepare and produce weekly bulletin,

coordinate student registration process. May maintain parish offering envelope system,

sacramental record keeping system, comprehensive student filing system, tuition and fee

schedules and media library. Alternative titles for this classification series include Administrative

Assistant, Office Manager, Secretary, Executive Assistant, Executive Secretary, Senior Secretary,

Data Coordinator, Volunteer Coordinator, and other similar job titles.


Secretary II/Office Manager: Responsible for the full range of secretarial/administrative

job responsibilities outlined above as appropriate for the job setting (e.g., parish, school,

or religious education office). The Secretary II classification supervises one or more

office support staff employees in addition to volunteer workers and personally performs

the more sensitive, difficult, and complex office functions.



Secretary I: Responsible for many of the job responsibilities outlined above as appropriate

for the job setting (e.g., parish, school, or religious education Office). The Secretary I

classification does not supervise office support staff but may supervise volunteers.



Youth Ministry Series

General Description: Responsible for facilitating a parish-based pastoral ministry to, with, by and

for young people using a comprehensive approach to youth ministry involving the eight

components of youth ministry: advocacy, catechesis, community life, evangelization, justice and

service, leadership development, pastoral care, and prayer and worship. (Renewing the Vision—

USCCB). Develops close communication and mutual support with families of youth and the

parish community. Collaborates with other parish organizations, ministries, and community

youth-serving organizations.


Director of Youth Ministry: Responsible for directing the parish pastoral ministry to

young people, using the eight components of youth ministry. Creates, designs, maintains,

and evaluates areas of pastoral ministry to youth and their families. Collaborates and

shares in pastoral ministry to entire parish community. Supervision of additional staff,

paid and/or volunteer program leaders. Shares leadership in community, deanery, and

archdiocesan ministry to young people. This classification requires a Master’s Degree in a

related field, certificate in youth ministry studies, and training in family ministry.




Coordinator of Youth Ministry: Responsible for coordinating and facilitating the parish

pastoral ministry to young people, using the eight components of youth ministry. Ministry

includes the coordination of faith formation and sacramental preparation for youth in 7–12

grades. Typically supervises additional staff, volunteers, and program leaders. This

classification requires a Bachelor’s Degree in a related field, and certificate in youth

ministry studies.



Administrator of Youth Ministry: Responsible for administering the parish pastoral

ministry to young people using the eight components of youth ministry. Ministers within

the framework of directly implementing multiple components and collaborating with

others on the remaining components on youth ministry. Offers a narrower range of

activities and programs within a comprehensive approach. May supervise and coordinate

volunteers and program leaders. This classification requires a certificate in youth ministry

studies and some experience in the field.



Youth Minister: Responsible for advocating for the parish pastoral ministry to young

people, using the eight components of youth ministry. This minister is usually part time or

volunteer and has a limited or narrow scope of pastoral ministry directly to youth. May be

filled by those training for the youth ministry field. May also be an additional staff person

supervised by a DYM or a CYM. This classification requires some related training and

experience.



Section B: School Positions

Educator/ Administrator Series

General Description: Educates students (or oversees the education of students and administers

programs and services) at an elementary or secondary level.


President: Responsible for the strategic leadership, external relations, and general

oversight of a high school. Positions at this level typically supervise the principal as well

as some administrative functions and oversee a broad range of programs and services.

Requires Master’s Degree in a related field, and previous educational experience.

Classification Level: E-5

FLSA Status: Exempt if meets duties test and is paid a salary at least equal to the entrance

salary for teachers in the school

Principal: Administers the overall program in a school, supervises teaching,

administrative and support staff and oversees a range of programs and services. Requires


Master’s Degree in a related field, state certification and previous teaching experience.



salary for teachers in the school

Assistant Principal/Other Administrative Team Members: Functions as the Assistant

Administrator in a school for at least 50 percent of work hours or serves as a member of

the administrative team (such as a dean) for at least 50 percent of work hours. Master’s

Degree in a related field preferred and previous teaching experience required.



salary for teachers in the school (cannot be pro-rated based on part-time

status)

Schoolteacher: Teaches students in accordance with established course outlines and text-

book content in an educational establishment, as defined by the US Dept. of Labor.

College degree and state certification are required.

Classification Level: E-1 (Bachelor’s Degree); E-2 (Master’s Degree)

FLSA Status: Exempt

Teacher Assistant: Assists schoolteacher in conducting classroom instruction, tutors

students, maintains order in classroom, cafeteria, and on playground. Previous college

coursework in education is preferred.


FLSA Status: Non-Exempt

Library/ Media Center Series

General Description: Manages library materials for the school. Selects, classifies, catalogs,

oversees circulation, and maintains library resources. May teach media skills to students.


Media Specialist: Administers library in accordance with professional library standards;

supervises paid and volunteer staff. Requires Master’s Degree in library science.



Media Specialist/Coordinator: Administers school library. May supervise volunteer staff.

Requires Bachelor’s Degree in a related field. Certification or course work in library

administration preferred.



Media Center Coordinators: Administers school educational media center; may supervise

volunteer staff; responsible for purchase, cataloging, circulation, and retrieval of media.

Requires college work in a related field with Bachelor’s Degree in a related field

preferred.

Classification Level: S-4 or M-1



Cafeteria Series

General Description: Positions in this series are responsible for food preparation, production,

and cleanup in a cafeteria setting according to established dietary requirements of quality,

quantity, nutrition, appearance, temperature, and timeliness.


Cafeteria Manager: Oversees operations of a cafeteria, supervises cooks and cafeteria

workers, responsible for menu development, purchasing, and kitchen budget. Prepares

forms for government programs and maintains records.


FLSA Status: Exempt if meet salary minimum and duties tests

Cafeteria Supervisor/Cook: Manages a cafeteria, supervises cafeteria workers, personally

performs many of the cooking duties.



Cafeteria Worker: Assists cooks and other cafeteria staff in food preparation, cafeteria

setup and cleaning. The classification prefers previous experience working in the foods

service field.



Day-Care/ Extended Care Series

General Description: Provides a safe environment for children designed to promote social,

physical, and intellectual growth.


Daycare Director/Coordinator: Responsible for day-care program planning and

implementation, program-to-parent liaison, and supervision of one or more day care

teachers and/or workers. Qualifications include Bachelor’s Degree in a related field

required, with course work in early childhood education or child development preferred,

as well as state-required certification.



Daycare Teacher: Instructs children in activities designed to promote social, physical, and

intellectual growth needed for primary school. Qualifications include experience as a day-

care worker, college course work in early childhood education or child development, and

state-required certification.



Day-Care Worker: Organizes and leads activities for children and provides other

assistance in the implementation of day care programming.




Bus Driver Series

General Description:


Bus Driver: Drives parish bus to transport parishioners or students to and from parish or

school and for field trips, athletic events, or other activities. Requires state certification.


FLSA Status: Non-Exempt


Position

S-1

S-2

S-3

S-4

S-5

S-6

Bookkeeper

Bookkeeper I

Bookkeeper II

Maintenance

Seasonal/Student

Maint. Helper/Custodian

Maintenance Worker

Maintenance Supervisor I

Maintenance Supervisor II

Receptionist

Seasonal/Student

Recpt/Office Helper I

Recpt./Office Helper II

Religious Education

Level Coordinator

Secretary

Secretary I

Secretary II/ Office Manager

Youth Ministry

Youth Ministry Manager

Teacher Assistant

Teacher Assistant

Library/Media Center

Media Coordinator

Cafeteria

Cafeteria Worker

Cafeteria Supervisor/ Cook

Day-Care/ Extended Care

Day-Care Worker

Bus Driver

Bus Driver

Assignment of Job Classifications

SUPPORT STAFF – (NON-EXEMPT) JOB SERIES

MINISTRY STAFF – (EXEMPT) JOB SERIES

EDUCATOR/ADMINISTRATOR – (EXEMPT) JOB SERIES

Position

E-1

E-2

E-3

E-4

E-5

Educator/ Administrator

School Teacher I

School Teacher II

Assistant Principal

Principal

President

Position M-1 M-2 M-3 M-4

Business Manager Business Manager 1 Business Manager II Business Manager III

Maintenance Maintenance Supervisor II

Music Ministry Coordinator, Music Ministries Director, Music Ministries I Director, Music Ministries II

Pastoral Associate Pastoral Minister Pastoral Associate I Pastoral Associate II

Religious Educator ARE CRE DRE

Youth Ministry Administrator, Youth Ministry Coordinator, Youth Ministry Director, Youth Ministry

Library/Media Center Media Coordinator Media Spec/Coordinator Media Spec.

Cafeteria Cafeteria Manager

Day-Care/Extended Care Day-Care Teacher Day-Care Director/ Coordinator


Part III: Pay Ranges

System Maintenance Employee pay rates are set and adjusted at several key points. Each presents an opportunity to move the

parish’s overall structure of pay rates into a more equitable alignment. Without proper oversight

individual pay decisions can create inequities within the pay system. Centralizing responsibility for pay

decisions in the parish (with the pastor or business manager, for example) is the key to using each pay

decision as an opportunity to increase pay equity.

General Principles of Compensation Centralization does not mean that the immediate supervisor loses all input. Supervisors who have

knowledge of the going rates for people being hired should be encouraged to make pay recommendations.

But the central pay system authority, the person who knows how much others in the organization are being

paid, should make pay decisions in order to hire and retain good people without creating demoralizing

inequities. Key decision points regarding pay include:

Initial Hire Rate. The initial hire rate should be based on three factors:

1. external equity (comparison with similar jobs in other organizations);

2. internal equity (comparison with similar jobs in your organization)

3. the funds available for the position.

Annual Adjustments. The pay increases provided to most or all employees, usually annually, offer the

highest impact opportunity to make gradual adjustments to employee pay rates for the purpose of

correcting, over time, any pay inequities that might exist. The archdiocese publishes a recommended

percentage for annual adjustments with the budgetary guidelines. This percentage reflects the annual

change in salaries for local not-for-profit organizations. Annual adjustments should include the following:

1. Provide equity adjustments to address major discrepancies. The central pay system authority

should systematically review employee range placements for all employees with a certain number

of years of service (e.g., 5-7 years). After considering overall performance and range placement,

salary adjustments should be made (perhaps over several years) for employees who, when

compared to others with similar work records, are placed too low in the range. This approach can

help the organization maintain non-discriminatory salary practices, where patterns might suggest

that women or minorities are paid less than white males with similar work records in the same pay

ranges.

2. Provide a lower increase or no increase if work performance is unsatisfactory. Generally, the

parish should not automatically increase all pay rates each year. It should allow for the possibility

that a lesser increase or no increase will be given if work performance is poor. The rationale for

giving a lower than normal pay increase should be documented.

Movement to a Higher Pay Range. Such movement occurs when employees are promoted or

reclassified. Guidelines established in advance will be helpful. Some organizations do not provide an

increase at the time of reclassification, figuring that movement into the higher pay range will lead to higher

increases at the time of the next regular adjustment and thereafter. Others grant a 2-5 percent increase.

Most guarantee upward movement at least to the minimum of the new pay range.

Transfers. Employees transferred to another position in the same pay range generally do not receive a

salary adjustment.


Movement to a Lower Pay Range. An employee whose position is reevaluated downward, or who is

transferred by the parish to a position in a lower pay range, often continues at the same pay rate or

experiences a decrease to the maximum of the new range. Employees who voluntarily move to a lower

position often receive a lower rate in the new range at the same range percentile as their current rate.

Adjustments to Pay Ranges. Pay ranges generally begin to lag behind the job market within a year or

two. For this reason, organizations regularly update their pay ranges. Revised pay ranges will be

developed by the archdiocese each year.

Placement in Pay Ranges

Placement within the salary range is generally based upon employee qualifications and job

requirements, including the following factors:

• Education (beyond the minimum level in the employee’s pay classification)

• Experience (both paid and volunteer)

• Professional Certification

• Additional Duties

• Parish Size

• Parish Setting (local, rural, urban)

• Number of paid or volunteer staff supervised


Pay Ranges

Pay ranges for ministry positions and support positions in parishes and schools are updated

annually by the Office of Human Resources. These ranges are useful guidelines to use when

determining staff compensation but are not mandatory. For copies of current ranges, please

contact the Office of Human Resources at (317) 236-1594, (800) 382-9836, ext. 1594 or

[email protected].

2021 Recommended Pay Ranges

Educator/Administrator (Exempt) Job Series*

Annual Salary E-1 E-2 E-3 E-4

Minimum $29,441 $33,856 $40,628 $56,626

Midpoint $42,060 $48,369 $58,041 $80,895

Maximum $54,678 $62,880 $75,454 $103,099

*For schools in the Indianapolis Deaneries, please contact the Office of Catholic Schools for the principal salary formula.

Ministry Staff (Exempt) Job Series

Annual Salary M-1 M-2 M-3 M-4

Minimum $35,745 $39,318 $40,825 $47,576

Midpoint $44,680 $49,148 $54,063 $59,469

Maximum $53,616 $58,979 $64,876 $71,363

Support Staff (Non-Exempt) Job Series

Hourly Rates S-1 S-2 S-3 S-4 S-5 S-6

Minimum $8.57 $9.13 $9.86 $12.32 $14.78 $16.99

Midpoint $9.32 $10.05 $12.32 $15.41 $17.97 $21.28

Maximum $10.05 $11.56 $14.78 $18.49 $22.16 $25.54

mailto:[email protected]


Sample Positions

The following list of positions is for your reference. Please

note that FLSA status depends on the job duties, not on the

title, so the job description must be used to determine the

exempt or non-exempt status of a position.

Archdiocese of Indianapolis rev 3/11/21

POSITIONS CURRENTLY IN THE

ARCHDIOCESE OF INDIANAPOLIS

Possible Exemption

Category (if any)

Must meet minimum

salary to be exempt?

Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Academic Support IF Teacher in classroom,

is Teacher

No IF Teacher in

classroom

If provides instruction as primary duty in an

"educational establishment", is a teacher.

Yes, if exempt

Yes, if exempt

Salary

Accompanist

Professional--creative

Yes

Exempt if meets minimum salary and duties test. If

does not meet minimum salary requirement, must be

paid hourly.

No

No

Hourly

Accountant

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Accounting Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Accounting Clerk None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Accounts Payable None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Administrative Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Administrative Coordinator None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Administrator of Religious

Education


No

Does not apply if duties are clerical or routine

Yes, if exempt

Yes, if exempt

Salary

Administrator*

Depends on work

performed

Depends on work

performed



paid hourly.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Administrator--clerical duties None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Administrator--head of dept. or

agency

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Adult Faith Formation Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Advocate

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

After Care Manager

Supervisor? Must

perform non-manual

work as primary duty.

Yes

Must supervise at least 2 full-time equivalent staff

(e.g., 2 full time or more part time workers whose

hours average to 2 full time workers). Must meet

minimum salary requirement.

Yes, if exempt

No

Yes, if exempt

After Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Archives Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Assistant Chef None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Assistant Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt


POSITIONS CURRENTLY IN THE ARCHDIOCESE OF INDIANAPOLIS

Possible Exemption Category (if any)

Must meet minimum salary to be exempt?

Notes

Overtime Exempt?

Minimum Wage Exempt?

May be paid by salary if exempt?

Assistant Director

Professional

Yes


does not meet minimum salary requirement, must be paid hourly.

Yes, if exempt

No

Yes, if exempt

Assistant Principal

Educational Administrator

Paid at least as much as a starting teacher at the same school

Exempt if meets minimum salary and duties test. If does not meet minimum salary requirement, must be paid hourly.

Yes, if exempt

No

Yes, if exempt

Assistant Superintendent

Educational Administrator

Paid at least as much as a starting teacher at the same school

Exempt if meets minimum salary and duties test. If does not meet minimum salary requirement, must be paid hourly.

Yes, if exempt

No

Yes, if exempt

Associate Archivist

Professional

Yes



Yes, if exempt

No

Yes, if exempt

Associate Director

Professional

Yes



Yes, if exempt

No

Yes, if exempt

Associate Pastor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Athletic Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Athletic Director

Professional

Yes



Yes, if exempt

No

Yes, if exempt

Auditor

Professional

Yes



Yes, if exempt

No

Yes, if exempt

Bookkeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Bookstore worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Broadcast Engineer


Yes



Yes, if exempt

No

Yes, if exempt

Bus Driver None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Business Manager

Professional

Yes



Yes, if exempt

No

Yes, if exempt

Cafeteria Manager

Must perform non- manual work as primary duty.

Yes


(e.g., 2 full time or more part time workers whose hours average to 2 full time workers). Must meet minimum salary requirement.

Yes, if exempt

No

Yes, if exempt




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Cafeteria Supervisor

Must perform non-

manual work as primary

duty.

Yes





Yes, if exempt

No

Yes, if exempt

Cafeteria Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Campus Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Cantor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Case Manager

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Cashier None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Catechist Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Chancellor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Chef None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Child Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt

College Advisor

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Computer Technician

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Consultant

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Controller

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Cook None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Coordinator of Religious Education


No

Yes, if exempt

Yes, if exempt

Salary

Coordinator*

Depends on work

performed

Depends on work

performed



paid hourly.

Yes, if exempt

No

Yes, if exempt




Possible Exemption

Category (if any)

Must meet minimum


Notes Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Counselor

Professional or

Educational

Administrator (Camp

Counselors follow camp

rules.)

Yes



paid hourly. School ACADEMIC counselors are exempt

if paid as much as a first-year teacher in the same

school. Salary cannot be pro-rated for part-time status

Yes, if exempt

No

Yes, if exempt

Counter None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Custodian None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Day Care Manager

Supervisor? Must

perform non-manual

work as primary duty.

Yes





Yes, if exempt

No

Yes, if exempt

Day Care Teacher

None

Not applicable

Childcare worker providing supervision of children.

No

No

Hourly

Day Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Deacon Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Dean of Students

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Decorator


Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Deputy Defender of the Bond

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Development Associate None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Director of agency or department

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Director of Music Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Director of Religious Education Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Director*

Depends on work

performed

Depends on work

performed



paid hourly.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Dishwasher None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Driver None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

EC Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Ecclesial Notary (Tribunal) Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Editor

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Executive Assistant

Administrative

Yes

Exempt if meets minimum salary and duties test. Very

specific differences between Exec. Asst. position and

Admin. Asst. positions.

Yes, if exempt

No

Yes, if exempt

Executive Director

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Facilitator

Depends on work

performed

Depends on work

performed



paid hourly.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Facilities Manager

Administrative if non-

manual work is

performed as the

primary duty of the

position

Yes



paid hourly.

Yes, if exempt

Yes, if exempt

Yes, if exempt

Field Representative

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Graphic Designer


Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Graphics Specialist


Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Groundskeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Groundskeeping Supervisor


manual work is

performed as the

primary duty of the

position

Yes





Yes, if exempt

No

Yes, if exempt

Guidance Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Gym Manager


manual work is

performed as the

primary duty of the

position

Yes



paid hourly.

Head Cook None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Head of School

Educational

Administrator

Paid at least as much

as a starting teacher

at the same school



paid hourly.

Yes, if exempt

No

Yes, if exempt

House Parent None Not applicable Non-exempt under the FLSA No NO Hourly

Housekeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Housekeeping Manager


manual work is

performed as the

primary duty of the

position

Yes





Yes, if exempt

No

Yes, if exempt

Institutional Advancement

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Intern None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Interventionist

Professional

Yes

If Teacher, see Teacher. If not, see if professional

exemption applies.

Depends

Depends

Depends

IT Support

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Janitor None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Judge

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Judge Instructor Ministerial Exemption No Yes, if exempt Yes, if exempt Yes, if exempt

Kitchen Manager


manual work is

performed as the

primary duty of the

position

Yes





Yes, if exempt

No

Yes, if exempt




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Librarian

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Liturgical Ministry Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Maintenance Manager


manual work is

performed as the

primary duty of the

position

Yes





Yes, if exempt

No

Yes, if exempt

Maintenance Supervisor

Must perform non-

manual work as primary

duty.

Yes





Yes, if exempt

No

Yes, if exempt

Maintenance Technician None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Manager


manual work is

performed as the

primary duty of the

position

Yes





Yes, if exempt

No

Yes, if exempt

Master of Ceremonies Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Master Teacher

Teacher

No

Must meet DOL definitions of teacher in "educational

establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Media Specialist

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Monitor

Depends on work

performed

Depends on work

performed



paid hourly.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Musician

Professional

Yes



paid hourly.

Yes, if exempt

Yes, if exempt

Yes, if exempt

Nun

Depends on work

performed

Depends on work

performed

Being a nun does not affect the FLSA status. The E/NE

status is assigned based on the job the nun is

performing.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Nurse

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Office Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Office Manager

Supervisor? If not, non-

exempt.

Yes





Yes, if exempt

No

Yes, if exempt

Operations Manager


manual work is

performed as the

primary duty of the

position

Yes



paid hourly.

Organist

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Pastoral Associate Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Pastoral Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Pianist

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Playground Monitor

None

N/A

Childcare worker providing supervision of children.

No

No

Hourly

Pre-Kindergarten Teacher

Teacher* if degreed

professional in

accredited preschool

that is part of an

"educational

establishment" as

defined by the Dept. of

Labor

No

*Must be degreed professional in accredited

preschool that is part of an educational establishment

Yes, if exempt

Yes, if exempt

Yes, if exempt

Preschool Aide None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

President

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Priest Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Principal

Educational

Administrator



at the same school



paid hourly.

Yes, if exempt

Yes, if exempt

Salary




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Purchasing

Administrative

Yes

Does not apply if duties are strictly clerical or routine.

Must have decision making authority over matters of

significance.

Yes, if exempt

No

Yes, if exempt

Receptionist None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Religious Education Assistant Ministerial Exemption No Cannot be exempt if duties are clerical or routine Yes, if exempt Yes, if exempt Salary

Reporter Ministerial Exemption No Yes, if exempt Yes, if exempt Yes, if exempt

Resource

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Resource--Teacher

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Sacristan Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Secretary None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Security None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Seminarian Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Senior Accountant

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Sexton Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Shift Supervisor

May be exempt if

supervises work of

others

Yes





Yes, if exempt

No

Yes, if exempt

Social Worker

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Specialist Depends on work

performed

Depends on work

performed

If Teacher, see Teacher. If not, see if professional

exemption applies.

Depends on work

performed

Depends on work

performed

Depends on work

performed

Staff Therapist

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Substitute Teacher

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Substitute Teacher - Licensed

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Summer Camp Worker

Special Rules apply.



Special Rules

apply.

Special Rules

apply.

Special Rules

apply.




Possible Exemption

Category (if any)

Must meet minimum


Notes

Overtime

Exempt?

Minimum Wage

Exempt?

May be paid by

salary if exempt?

Supervisor

May be exempt if

supervises work of

others (see notes at

right)

Yes





Yes, if exempt

No

Yes, if exempt

Teacher

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Teacher - Licensed

Teacher

No


establishment."

Yes, if exempt

Yes, if exempt

Yes, if exempt

Teacher's Aide None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Teacher's Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Technology Support

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Translator

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Tuition Manager

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Typist None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly

Vice President

Educational

Administrator



at the same school



paid hourly.

Yes, if exempt

No

Yes, if exempt

Vice Principal

Educational

Administrator



at the same school



paid hourly.

Yes, if exempt

No

Yes, if exempt

Web Designer

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Web Master

Professional

Yes



paid hourly.

Yes, if exempt

No

Yes, if exempt

Youth Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary

Youth Ministry Assistant Ministerial Exemption No Does not apply if duties are clerical or routine Yes, if exempt Yes, if exempt Salary