NORTHERN NEW JERSEY CHAPTER
AMERICAN GUILD OF ORGANISTS
THE WORK, COMPENSATION AND
GUIDELINES OF THE CHURCH MUSICIAN
2009-2010
The work done by a church musician covers a broad spectrum of activities. Some of the work is visible (like service playing), but much of it (like organ practice) is not. Both types of work are a necessary part of the job. Typical responsibilities on which an organist/director must spend time are:
1. Choir Rehearsal Preparation; review music and prepare choir folders
2. Choir Rehearsal
3. Preparation for the organ-playing portion of the service
4. The church service(s); service playing
5. Maintenance of organ technique and repertoire
6. Staff committee meetings
7. Meetings between organist and choir director (if split position)
8. Advertising and secretarial duties
9. Music Library maintenance
10. Instrument maintenance
11. Program building and recruitment
12. Pastoral work (disagreements, ill members, disgruntled members)
13. Reviewing books and literature
14. Continuing education (workshops, AGO meetings, seminars)
15. Networking with other churches and directors)
16. Custodial work (setting up chairs, moving instruments, etc.)
17. Composing and arranging music
18. Concert planning; performance and supervision
19. Youth Groups/Sunday School/Religious Education Program
Determination of Salary
The most important consideration in the determination of salary is the extent of the organist’s and/or director’s responsibilities. This is reflected in the number of hours (on the average through the year) the person must work (at church, at home or
elsewhere) to do the job successfully. The second most important factor is the training and skill of the individual. An effective
program cannot be achieved without adequately trained personnel.
The church has a moral obligation to pay their musician(s) a fair and equitable salary. A reasonable standard of living for all church employees is the responsibility of the church. Before the questions of salary can be discussed, the time required for a musician to accomplish the expected work must first be determined. If, for example, it is determined that a particular position will take one-half of the person’s work week, then the church ought to pay one-half of a full-time salary.
The following table relates salary to both the level of musical training and the average number of hours the musician must spend to do his/her job successfully. Although it has not been included directly, the experience factor of the organist is most important in determining the salary guide. The variation shown in the table at each level should be used to take into account some of the less tangible factors. The full-time salaries were derived from a study of other professions with comparable skills, education, and supervisory responsibilities. The salaries for part-time work were derived by scaling the full-time salaries according to the time spent on church work.
SALARY GUIDE FOR CHURCH MUSICIANS
Appropriate MINIMUM ANNUAL BASE SALARY
Size of Position (ENTRY LEVEL-BEFORE ADJUSTMENTS AND BENEFITS)
Hours per Week (average) 9-12 13-24 25-34 35 and up
Doctorate in Organ
or Sacred Music 16,979-21,446 21,446-35,974 35,974-52,209 52,209-65,043
or FAGO Certificate**
Master’s Degree in Organ
or Sacred Music 15,128-19,486 19,486-32,569 32,569-44,197 44,197-58,680
or AAGO Certificate**
Bachelor’s Degree in Organ
or Sacred Music 13,176-18,260 18,260-29,163 29,163-39,058 39,058-47,998
or ChM or CAGO Certificate**
Service Playing
Certificate** 9,996-13,629 13,629-23,804 23,804-32,513 32,513-41,239
**These refer to the various levels of AGO Certification:
Fellowship (FAGO) Associate (AAGO) Choirmaster (ChM) Colleague (CAGO)
The starting salaries in this table apply to the majority of musicians. In cases of outstanding talent and experience, the musician should receive a salary higher than the range suggested above. Also, if the church demands the very highest artistic standards, it must offer a greater salary than indicated in the table. This would take into account the added responsibility which may not be adequately reflected in the working time or amount of training. An adjustment of up to 15% or more should be considered in these cases.
NOTE: These guidelines are based on one service, fifty-two times a year.
Add $75 per week to the base salary for each additional service.
This is especially relevant for the Roman Catholic organist.
SUGGESTED MINIMUM FEES
Substitute Organist for Church Service (no choir, soloists or instrumentalists): $150-225
Substitute Organist/Choir Director for Church Service: $175-275
Weeknight Choir Rehearsal: $100-150
Choir Rehearsal (prior to or after church service): $75-125 per hour
Wedding Service: $200-325
Wedding Rehearsal: $75-100 per hour
Funeral/Memorial Service: $175-225
Extra Rehearsal with soloists or other musicians: $50-75 per hour