Like any system, the itinerant system is not perfect. Especially as family and economic systems change, our system has not changed completely with them. There has been some change. In years past, Methodist pastors moved every three years without fail. Now tenures are increasing. Also, in the past, Methodist pastors tended to be a two-for-one deal. Pay the pastor’s salary and the church gets his wife’s labor for free. As more women are ordained and more families have both spouses working, this trend is no longer reasonable.
Having two working spouses raises considerable questions for pastors seeking placements. Does their spouse have a job that is easily moved? If not, how do they respond to placements that move them further? The growing trend of clergy spouses further complicates the process. How far apart are bishops willing to place them? Can they be placed in the same church and if so, what does that dynamic look like?
Unfortunately, one of the major reasons pastors move is tied to salary concerns. As pastors gain experience, they move up the ladder so to speak in terms of what salary they earn. This often means that pastors must move to larger churches or at least make lateral moves (to a church of comparable size) as they continue in ministry. While not a bad thing in and of itself, it does raise concerns about whether all moves are for the benefit of the church and pastor. Perhaps that pastor is not suited to large church ministry but would prefer to remain in smaller churches. That may not be possible without willingly taking a pay cut.
One solution to this would be to have pastors paid through the conference rather than the individual churches. If pastor salaries were a part of the apportionments that all Methodist churches are supposed to pay, then pastors could be paid by their experience level rather than the size of the church. This would offer the bishops more freedom in how they appoint pastors. On the other hand, if churches did not pay their appointments then pastors would be out their salary. I don’t know if this method changes pastor’s tax status, which would be something else to consider. Current pastors I know have suggested that this model would reduce a drive for pastors to succeed and be moved up in the system. As I’ve said before, no system is perfect.
What do you think? Is the current system fine? If not, what changes would you recommend?
I have been told that in England some denomination (was it Methodist?) pastors are all paid equal salaries, so the churches ‘compete’ by having better vicarages & other perks. I struggle figuring out how salaries are supposed to work when our profession is also a calling.
I am a pastor in Iowa. If I could wave a wand and change one thing in the UMC it would be to pay pastors at the Conference level and appoint them to churches based on need.