The Work, Compensation and Guidelines of the Church Musician
2007-2008

The word 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 Programs

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 average throughout 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.

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