Achtung:This is in a very formative state!! It also pertains to the Australian situation, and for once, (tax-wise at least) not to the US/Canada!
Having said that; ! One of the best sites I have found is the
It must be remembered that the rate of pay be equated to the market place:where the groceries are bought. Not, eg, to the priest's "stipend" which is not a salary and which also does not take into account the house, car, phone, electricity and gas which most clergy receive. We all know how much that adds to the package. Also, this is not included as a "Fringe Benefit" as ordained persons are exempt from that. It would be taxed as such if provided for a non-ordained musician.
Musicians are entitled to superannuation, holiday pay, leave loading, study leave, long-service leave, proper budgetary backup to fulfil conditions of employment. This latter is important but neglected. A Director of Music cannot run an extensive choir programme producing consistent results, without a competent assistant organist and (normally) without some form of choral scholarship. This is particularly so with the advent of many secular choral groups of high quality, whose membership is much more attractive to competent musicians. In former decades and centuries, many skilled musicians could only find work in the service of the Church, and had to accept what was on offer. This is no longer the case.
If just wages are paid, there will be a renewed interest in working for the Church and the standard of performance will improve.
Contact Christopher Cook with your ideas.
PO Box 1324
SPRINGWOOD QLD 4127
2005