Purpose: This document is intended to assist congregations in preparing a proposal for interim clergy leadership, and for estimating the costs associated with calling interim clergy.
Template Language: Most dioceses require written letters of agreement between clergy and congregations, and have template language available that are tailored for heads of congregations, associate clergy, and interim clergy. These are very helpful because they clarify issues that both parties might otherwise fail to define and agree upon mutually. To view a sample letter of agreement based on the interim rector template of the Diocese of Texas, click here. Contact your diocese’s deployment officer to obtain a copy of their interim clergy template.
Duration of Engagement: Typically, the letter of agreement specifies a start date and an end date. The end date typically is upon the beginning of the next rector’s cure, and no later than a specified date. Some dioceses require a gap between the end of an interim’s service and the start date of the next rector. Defining the dates and communicating to the parish that the arrangement has an end date is important because it’s easy for both the interim and the congregation to become complacent if the relationship is good. Announcing the end date up front helps lessen the congregation’s sense of abandonment or suspicion of scandal if the end date clause is invoked before the next rector begins service.
Licensing by the Diocese: Episcopal clergy have “canonical residence,” which means that we are attached to a particular diocese and to that diocese’s bishop. I am canonically resident in the Diocese of San Diego. Calling any priest as your interim rector requires your bishop’s consent, and unless your parish is in the Diocese of San Diego, your bishop will need to license me there before I can officiate worship for more than 90 days. All this normally is managed by your diocese, and does not require any action from your end. But part of the licensing process is a background check, and your diocese may bill you for the cost of that service. Once I am licensed in your diocese, I’ll be subject to the authority of your bishop and to my own, but will lack the privileges of clergy who are canonically resident there, including voting at your diocesan convention and standing for election for diocesan positions.
Stipend: The amount of the cash stipend should be the same as that anticipated for the next permanent rector.
SECA: Most employees of a business, including a church, are subject to Social Security and Medicare payments. Typically, the employer pays 7.65% of base pay directly to FICA, and the employee pays 7.65% in the form of payroll deduction. Clergy are considered self-employed for the purpose of payroll deduction, and pay into SECA, not FICA. The employer is not required to pay half of SECA, though many congregations do. In either case, it’s helpful to members of the clergy for congregations to state plainly in any offer of employment whether the congregation will or won’t pay SECA reimbursement.
Pension: The parish is responsible for the payment of assessments to the Church Pension Fund, and for prompt notification to CFP on status changes, including start and end of tenure.
Health Insurance: The parish should provide health insurance in accordance with its own policies, and those of the diocese and the Episcopal Church. In my case, that’s for a family of four, because our children still are dependent on us.
Housing: Some parishes provide housing, and others do not. If housing is provided, information about the housing is helpful. If not, any assistance the parish can offer around identifying and securing housing is very helpful. We need housing for two.
Work Days: Fulltime clergy typically consider Sunday to be a work day, and therefore take Saturday and one weekday off. It’s understood that weddings, funerals, and other special events often occur on Saturday, and that the priest will be available. Typically, I prefer to take Friday as my weekday off, but I would expect to have flexibility on that point to accommodate the rhythms of the office and other staff schedules.
Paid Time Off: Clergy compensation typically includes some amount of paid time off, sometimes delineated as vacation time and sick leave. When defining this in the letter of agreement, it’s helpful to specify how many of these days may apply to Sundays. Typically, one Sunday away is grated for each week of paid vacation offered.
Previous Commitment: In 2021, I need to be away from Friday, Nov. 5 through Sunday, Nov. 7 to officiate a marriage in Atlanta.
Moving Expenses in both directions should be paid by the parish, and the clergy will provided receipts for reimbursement.
Bridging Benefits: One of the particular concerns of interim clergy is the gap between assignments, and the associated loss of income and benefits. For that reason, I’m requesting that my compensation package include bridging health care coverage (and optionally pension and stipend) for at least two months after my departure. I understand that the expense of the bridging likely would have an impact on the amount of my stipend, and that I may not be eligible for such an arrangement until I had served for an agreed upon time.
Updated 2021-07-18 10:59:58