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The information
on this page may also be obtained from the National Headquarters web site
by clicking here:
AGO Professional
Development
SALARY GUIDE FOR MUSICIANS
EMPLOYED BY RELIGIOUS INSTITUTIONS
2009 SALARY GUIDE (Links to National AGO site)
FEES FOR OTHER RELATED SERVICES
TIME REQUIREMENTS WORKSHEET
ANNUAL EMPLOYMENT REVIEW
GENERAL GUIDELINES
SAMPLE EMPLOYEE QUESTIONS
MODEL ANNUAL REVIEW DOCUMENT
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OTHER FEES
* The range of fees are for musicians with degrees in organ or church
music or AGO certification.
* Fees vary regionally. The lowest figures reflect smaller, rural areas
of the country.
* Fees will also vary based on training, experience, availability, responsibility,
and dates required.
SUBSTITUTE MUSICIANS
* Single service (organist only or director only, no separate rehearsal),
$100-$225
* Additional services (organist or director only) not requiring additional
preparation, $50-$125
* Single service (organist-director combination, no separate rehearsal),
$150-$275
* Additional services (organist-director combination) not requiring additional
preparation, $75-$175
* Rehearsal fees range from $25-$100/hour, depending on whether the substitute
is organist only, director only, or organist-director combination and
the preparation required
* Mileage of 32.5 cents/mile is charged if visits to church for practice,
rehearsal, and service exceed 20 miles per round trip.
* The charge for contracting singers/instrumentalists is $15-$35/person
hired.
WEDDINGS
* Service fees are $100-$350 (service only)
* Wedding rehearsal with bridal party is $50-$100/hour.
* Additional rehearsals are $30-$50/hour.
* Mileage of 32.5 cents/mile is charged if visits to church for practice,
rehearsal, and service exceed 20 miles per round trip.
* The charge for contracting singers/instrumentalists is $15-$35/person
hired.
FUNERALS
* Service fees are $100-$225 (service only)
* Rehearsals $25-$100/hour, depending on the difficulty of the music and
the participation of choirs, soloists, or instrumentalists.
* Mileage of 32.5 cents/mile is charged if visits to church for practice,
rehearsal, and service exceed 20 miles per round trip.
* The charge for contracting singers/instrumentalists is $15-$35/person
hired.
NOTE: Occasionally churches or synagogues will hire musicians
as independent contractors instead of employees. According to the IRS,
workers are generally considered employees if they:
* Must comply with the employer's instructions about the work.
* Receive training from or at the direction of the employer.
* Provide services that are integrated into the business.
* Provide services that must be rendered personally.
* Are aided by assistants who are hired, supervised, and paid by the employer.
* Have a continuing working relationship with the employer.
* Must follow set hours of work.
* Work full-time for an employer.
* Do their work on the employer's premises.
* Must do their work in a sequence set by the employer.
* Must submit regular reports to the employer.
* Receive payments of regular amounts at set intervals.
* Receive payments for business travel expenses.
* Rely on the employer to furnish tools and materials.
* Lack a major investment in the facilities or equipment used to perform
the services.
* Cannot make a profit or suffer a loss from their services.
* Work for one employer at a time.
* Do not offer their services to the general public.
* Can be fired by the employer.
* May quit work at any time without incurring liability.
According
to these guidelines, the majority of church and synagogue musicians are
employees.
Updated
12/12/04
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WORKSHEET TO DETERMINE TIME REQUIREMENTS FOR AN
ORGANIST AND/OR DIRECTOR OF MUSIC IN A CHURCH POSITION
1. Time spent in worship services ___hrs./wk.
Calculate total time spent in worship during one complete representative
week
2. Rehearsals
a. Total hours spent in rehearsal, including on Sunday before worship
___hrs./wk.
b. Rehearsal ___hrs./wk.
(Score study, keyboard and/or conducting practice, room set up, robes,
distributing and collecting music)
Minimum of 4 hrs./wk. per choir for organist/conductors
Minimum of 2 hrs./wk per choir for accompanist only
3. Organ practice ___hrs./wk.
(Hymns, service music, prelude, postlude, anthems, registration)
Minimum of 4 hrs./wk. for each non-identical service
4. Selection of music ___hrs./wk.
(Lectionary/scripture study, clergy consultation)
Minimum of 2 hrs./wk. for each non-identical service
5. Preparation for special services ___hrs./wk.
(Christmas, Easter, feast days, etc.)
These services take extra preparation. Budget 1 hr./wk minimum per choir,
handbell group, etc.
6. Maintenance of music library ___hrs./wk.
(Sorting, filing, ordering new music)
Minimum of 1 hr./wk per choir, handbell group, etc.
7. Administration ___hrs./wk.
(Seasonal planning, budget, payroll, service leaflet preparation, recruitment,
auditions, contracting musicians and tuners, renting instruments)
Minimum of 2 hrs./wk. for each non-identical service
8. Meetings ___hrs./wk.
Calculate total time spent in clergy consultations, staff, committee,
and/or Council/Vestry meetings per week.
9. Educational Opportunities ___hrs./wk.
Writing for bulletins and newsletters; teaching and participating in religious
education; presentations on songs, hymns and the pipe organ.
10. Other ___hrs./wk.
(Concerts, concert series, education programs, additional services such
as Evensong, Vespers or prayer services, etc.)
Basic hours per week ____ Total
Additional consideration should be given to:
* hours required to maintain keyboard proficiency and work on new repertoire.
* personal musical growth and development through ongoing study, research,
periodicals, conventions, concerts, etc.
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ANNUAL
EMPLOYMENT REVIEW FOR CHURCH/SYNAGOGUE MUSICIANS
These guidelines for an annual employment review for musicians are intended
to serve as a starting point for developing a review format that fits
the local congregation. Individual practices in church/synagogue government
and personnel supervision will determine elements of the review, as will
denominational guidelines, if available.
An annual review will be only one of a year’s worth of informal
and formal evaluations, staff and committee meetings. Feedback is most
useful when there are no surprises at the employment review. Ideally,
the review time is predominantly positive. All evaluations should be in
writing and signed by the musician and reviewer, with copies for the institution
and the musician.
We cannot overstate the importance of the annual employment review. In
fact, it provides essential information for the budgeting process. These
guidelines cover the facts of the process and present sample questions
in major categories of the musician’s work:
— people skills and working relationships
— music and worship skills
— business and administrative skills
These are followed by a sample form which may be adapted for individual
use.
Introduction
The AGO recommends an annual review:
— to foster good relationships among musicians, clergy and congregations
— as a communication tool
— as an opportunity to review goals and accomplishments
— to aid in short-term and long-term planning
— as a time to take stock, not only of people, but also of facilities
The Review Process
Reviews:
— assume the existence of a contract and job description.
— include a review of the job description to make sure it matches
current responsibilities.
— recognize that music is an integral part of the overall ministry
of the institution.
— assume a level of trust between the parties so both can be open
and honest.
— are “two-way” with input from the person reviewing
and the person being reviewed.
— address the areas that comprise the musician’s job: people
skills/working relationship; music/worship skills; business/administrative
skills.
— allow the person being reviewed the opportunity to share what
s/he considers to be significant accomplishments of the past year.
— are timed to coincide with the end of the program year to allow
for development of next year’s program.
Look at the previous year’s review. Have you met the goals you set
last year?
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SAMPLE QUESTIONS IN MAJOR CATEGORIES OF
THE MUSICIAN’S WORK
People Skills/Working Relationships
Which areas do you feel are your strengths and which areas need improvement?
Relationships with clergy and other staff; considering the size of
the staff, separate questions may be required for each.
— Relationships with and supervision of other music staff, paid
and volunteer.
— Planning for worship and other activities:( How frequently do
you meet with others involved with planning? Is it enough? Do you need
more?)
Relationships with choirs:
—Level of satisfaction, support?
—Recruitment and response?
—Ministry, including awareness of and response to personal situations
affecting individuals in choirs?
Relationships with congregation:
—Level of satisfaction, support?
—Providing opportunities for education and outreach?
—How do you see your “musical fit” with the congregation?
What were your accomplishments in these areas during the past year?
What specific goals do you have for the coming year?
Music/Worship Skills
Which areas do you feel are your strengths and which areas need improvement?
— Your level of preparation and practice for rehearsals and services?
— The variety of music experiences that you provide?
— Your ability to adjust to the changing character of the staff
or congregation?
— Your development of musical resources in the church?
— Your professional development?
— Are you given enough time and monetary support to do your job
properly?
— The leadership that you give in vocal and choral training?
— Your knowledge of hymnody and your ability to lead the congregation
in hymn-singing?
— Your knowledge of the liturgy and worship traditions of this faith?
What were your accomplishments in these areas during the past year?
What specific goals do you have for the coming year?
Business/Administrative Skills
Which areas do you feel are your strengths and which areas need improvement?
— Your ability to plan, defend and work within a budget?
— Meeting deadlines for newsletters, worship bulletins, etc.?
— Your stewardship of the church’s music and maintenance of
the music library?
— Care and maintenance of instruments?
— Meeting contractual and licensing obligations?
— Hiring other musicians such as substitutes and instrumentalists?
— Planning concerts and other special programs with the attendant
publicity?
— Necessary custodial work?
What were your accomplishments in these areas during the past year?
What specific goals do you have for the coming year?
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MODEL
ANNUAL EMPLOYMENT REVIEW FOR CHURCH/SYNAGOGUE MUSICIANS
click to view this document as a pdf:
Model
Annual Employment Review - pdf
The following form provides guidelines only. Users are encouraged to adapt
and re-format this form to serve their own needs.
Name and Position Title_________________________________
Date hired_________________
Review period_________________________________________
Date of last review__________
The following items are to be completed by the musician:
1. Does your current job description/contract adequately match the work
which you are required to do? If not, how should the job description be
changed?
2. What have been your accomplishments and successes in the past year?
3. Are there any particular aspects of your work that you especially enjoy
or find rewarding? If so, what are they?
4. Are there any particular aspects of your work that you do not especially
like?
If so, what are they? What changes would you like to see with regard to
these concerns?
5. Is there any way in which the clergy-person/(appropriate supervisor)
could be of better help to you in your work? If so, please describe.
6. Is there any way in which your fellow staff members and lay leadership
could be of better help to you in your work? If so, please describe.
7. What goals would you like to set for yourself for the next year?
8. In general, how would you evaluate your performance over the past year?
To what extent were last year’s goals met?
9. Is there anything in particular which you would like to discuss with
the clergy-person/ reviewer? If so, please describe.
MUSICIAN_________________________________
The following questions are to be completed by the clergy-person/reviewer:
1. Does the current job description/contract adequately describe the work
expected of the musician? If not, how should the job description be changed?
2. In general, what is your evaluation of the musician’s performance
over the past year? To what extent were last year’s goals met?
3. Has the work been done in a manner that facilitates good relationships
on the part of co-workers? If not, what improvements should be made?
4. What goal(s) do you set for the musician for the next year?
5. Evaluate how well the musician interacts with choir members and members
of the congregation.
6. If applicable, evaluate how well the musician supervises the work of
other persons.
7. How could you be of better help to the musician?
8. Is there anything in particular which you would like to discuss with
the musician? If so, please describe.
CLERGY-PERSON/REVIEWER_______________________
The musician and the clergy-person/reviewer are to meet and discuss
the comments on the previous pages. After the conversation, each should
respond to the following questions:
What goals have been set for the musician for the next year?
Has this evaluation process been beneficial to you?
If not, how could it be improved?
MUSICIAN’S RESPONSE:
REVIEWER’S RESPONSE:
___________________________
MUSICIAN’S SIGNATURE
___________________________
REVIEWER’S SIGNATURE
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