D MM D Salary Guidelines
D MM D Salary Guidelines
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Statement
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DMMD
THE NATIONAL ASSOCIATION OF
Pastoral Musicians
Director of Music Ministries Division
National Association of Pastoral Musicians
Director of Music Ministries Division
The National Association of Pastoral Musicians fosters the art of musical liturgy. The members of NPM serve the
Catholic Church in the United States as musicians, clergy, liturgists, and other leaders of prayer. The Director of
Music Ministries Division (DMMD) is the membership division for those who hold or share primary responsibil-
ity for music in parishes and other institutions.
National Association of Pastoral Musicians, 962 Wayne Avenue, Suite 210, Silver Spring, Maryland 20910-4461
Phone: (240) 247-3000 Toll-free: 1 (855) 207-0293 Fax: (240) 247-3001 Web: www.npm.org E-mail:
[email protected]
National Association of Pastoral Musicians
Director of Music Ministries Division
Preface
In 1963 the bishops of the Second Vatican Council, in their desire to renew
the life of the Church, called for the full, conscious and active partici-
pation of the faithful in the liturgy (Constitution on the Sacred Liturgy,
14). This active participation of the assembly was to be accomplished
first of all through the musical elements of the rites, by acclamations,
responses, psalmody, antiphons, and songs (Constitution on the Sacred
Liturgy [CSL], 30).
The Council affirmed that the musical tradition of the universal
Church is a treasure of inestimable value, greater even than that of any
other art. The main reason for this preeminence is that, as sacred song
closely bound to the text, it forms a necessary or integral part of the sol-
emn liturgy (CSL, 112).
Because music is integral to liturgy, the employment of well-trained
Directors of Music Ministries in the Catholic Church is vital. Oftentimes
however, the special nature of the musicians training and the practice
of his/her craft makes it difficult for others to understand properly the
required credentials and the amount of work involved in a specific church
position.
Work and Remuneration Page 3
Common perception of a parish musician may range anywhere from
a skilled professional to an amateur contributing his or her services.
However, the work done by the Director of Music Ministries covers a
broad spectrum of activities. Some of the work is visible (like playing
the organ or piano at liturgy or directing the choir), but much of it (like
keyboard practice or the study of musical scores) is not. Both types of
work are necessary components of the job. Typical responsibilities are
set forth in the Sample Job Description, Appendix A (page 11). However,
the attributes and job requirements defining the typical full-time posi-
tion of a church musician, which are listed below, are clearly those of
a professional (from the NPM publication Qualifications for a Director of
Music Ministries: A Statement and Bibliography).
Since music plays an integral part in the worship of the church, it is im-
perative to have the best musical leadership possible. A Director of Music
Ministries makes critical contributions to the parish by his/her ability
to engage the parish in the musical celebration of worship, because he/
she has developed the skills necessary to empower the people to sing
(from the NPM publication Qualifications for a Director of Music Ministries:
A Statement and Bibliography).
Besides providing the best and most appropriate music for the praying
assembly, the pastoral musician will engage the parish in an ongoing
educational process regarding the place of music in worship; attend to
the continuing spiritual and musical growth of parish music volunteers;
and provide appropriate training for cantors, organists, and members
of musical ensembles (from the NPM publication Qualifications for a
Director of Music Ministries: A Statement and Bibliography). Using music
creatively, the Director of Music Ministries will further enrich the lives
of the parishioners in a variety of ways. Some possibilities are:
Determination of Salary
The church has a moral obligation to pay its musicians fair and equitable
salaries. A reasonable standard of living for all church employees is the
responsibility of the church. The DMMD endorses the salary guidelines
laid out by the American Guild of Organists and set forth on this page and
the next page. These figures reflect a salary based on the acquisition of
music skills alone, are based on average values for the entire country, and
were derived from a study of other professions with comparable skills,
education, and supervisory responsibilities. Factors such as experience
and special talents have not been included directly since these are dif-
ficult to specify. However, the variations shown in the table at each level
should be used to take into account some of the less tangible factors. For
example, additional adjustments should be made for the cost of living in
more expensive regions of the country, acquisition of additional degrees
in related fields, or for DMMs with outstanding abilities or positions
which require the very highest musical standards or responsbilities.
*These guidelines have been
fashioned after those of the Salary Guidelines for the Director of Music Ministries*
American Guild of Organists,
and the DMMD gratefully The figures in italics represent 20%30% of the base salary (the figures
acknowledges the many years in bold type in the box on the next page), with our without compensa-
of pioneering work done by tion for obtaining certification (CDMM = Certified Director of Music
the AGO on behalf of church
Ministries)the average cost of health and pension benefits offered by
musicians everywhere.
Page 8 Work and Remuneration
LEVEL OF FORMAL MUSICAL TRAINING SALARY RANGE AND BENEFITS1 (2013)
Doctoral Degree in Music with CDMM* Base: 62,46082,312 Ben: +12,49224,513
Doctoral Degree in Music Base: 59,38579,237 Ben: +11,69723,770
Masters Degree in Music with CDMM* Base: 55,79873,479 Ben: +11,16022,043
Masters Degree in Music Base: 52,68770,404 Ben: +10,53821,121
Bachelors Degree in Music with CDMM* Base: 49,41163,971 Ben: + 9,88219,162
Bachelors Degree in Music Base: 43,24561,017 Ben: + 9,26718,305
No Academic Degree with CDMM* Base: 41,95255,226 Ben: + 8,39016,569
No Academic Degree Base: 38,93751,005 Ben: + 7,78715,747
1
When an employer does not offer benefits, an addition should be made to salaries so that employees may provide for their own needs.
*
CDMM = Certified Director of Music Ministries
denominational plans. When an employer does not offer such benefits, Note: This salary scale, based on
figures provided by the American
this amount should be added to the base salary to allow employees to Guild of Organists, is current
provide for their own needs. as of January 2013. Its intended
Those with fewer than five years experience should be considered at use is for full-time pastoral mu-
the lower salary level and those with greater experience at the higher sicians with various educational
backgrounds. The DMMD Board
level. Directors of Music Ministries with outstanding abilities or posi- suggests a three percent increase
tions that require exceptional performance may exceed the chart figures. overall for the current year. The
Directors of Music Ministries who pursue additional studies or acquire scale on page 23 envisions a wider
additional degrees in related fields such as pastoral leadership, ministry, range of possibilities, including
part-time ministry.
liturgy, spirituality, etc., should also receive additional compensation
commensurate with those studies, beyond the above figures, which reflect
a salary based on the acquisition of music skills alone.
4. Additional Adjustments
The salaries given are intended to apply to the majority of competent
Directors of Music Ministries. In exceptional cases of outstanding
talent and ability, the Directors of Music Ministries should receive a
salary higher than the range suggested in the table. Also, if the church
demands the very highest artistic musical standards, it should offer a
greater salary than that indicated in the table. This would take into ac-
count the added responsibility, which may not be adequately reflected
in the working time or amount of training. An adjustment of up to 15%
Work and Remuneration Page 9
should be considered in these cases.
In addition to the above salary table, some of the material in this booklet is adapted
from the American Guild of Organists publication The Work and Compensation of
the Church Musician and is used with permission.
Appendices
Appendix A Page 11
Basic Job Description
for a Director of Music Ministries and Organist
Appendix B Page 14
Sample Contract for the Director of Music Ministries
This is only a sample of one possible type of contract for the Director of
Music Ministries. Approaches to contracts and policies regarding em-
ployment will vary greatly from diocese to diocese. For example, some
dioceses may prefer to use, in lieu of a contract, a detailed job descrip-
tion with a letter of agreement to abide by just employment procedures
as would be laid out in a particular dioceses employment guidelines.
Either will fix the responsibilities of both parties and help eliminate the
possibility of future misunderstandings
Appendix C Page 17
A Guide to Determining a Just Workload
and Just Compensation for a Director of Music Ministries
2. The goals for the Program of the Music Ministries will be:
a. to build and sustain congregational song at the 9:15 and 10:45 Sunday
liturgies;
b. to deepen the liturgical understanding and prayer of these as-
semblies through quarterly education sessions;
c. to help to increase regular attendance at these liturgies through
the quality of music;
d. to develop a plan to expand the 10:45 choir membership this
year;
e. to recruit, train, and sustain three regular cantors for the 10:45
liturgy;
f. to develop sung liturgy three days a week at the morning Eucha-
rist.
4. During this contract year, in addition to the general duties and respon-
sibilities, the Director of Music Ministries shall be responsible for the
following (examples of some of the items that might be mentioned):
8. The parish music budget will not fall below 7% of the total parish
budget and shall contain line items as specified in the contract.
2.1 Social Security withholding and all Federal and State Taxes.
2.2 Health Insurance, according to the following plan:
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
10. THE PARISH AGREES that ordinary termination of the contract can be
made with mutual agreement of both parties by written notice ________
days before expiration.
(Second Year contract language:) Voluntary termination of this contract can be
made by mutual consent of both parties by sixty days written notice.
IN WITNESS THEREOF, the parties hereto have set their hands on the
date and at the place first above set forth.
__________________________ _____________________________
President, Parish Council PARISH
__________________________ _____________________________
Secretary, Parish Council PASTOR
___________________________________
DIRECTOR OF MUSIC MINISTRIES
DIRECTOR OF
MUSIC MINISTRIES __________________________________________
PARISH ____________________________________________________
PASTOR __________________________________________________
DATE ______________________________________________________
STEP ONE:
In dialogue with your pastor, determine your ministry evaluation
points using the Ministry Evaluation Worksheet (see pages 1824).
STEP TWO:
Add up your total points.
STEP THREE:
Convert your total points to a classification level
Points
Certificate in church music (20 credits) 5
Unrelated bachelors degree 6
Bachelors degree with a minor in liturgy,
organ, music, or sacred music 7
Bachelors degree with a major in liturgy or music 10
Bachelors degree with a major in organ or sacred music 15
Masters degree in liturgy or music 20
Masters degree in organ or sacred music 25
36 hours postgraduate work in music and another
relevant masters degree 27
Doctorate in music 30
Points
1-2 completed years 5
2-4 completed years 10
5-6 completed years 15
7-8 completed years 20
9-10 completed years 25
11 or more completed years 30
Total ______
Total ______
Part A: Administration
(This part does not offer points for directly providing music at
liturgical services. That will be found in Part C.)
Points
Ensures appropriate music for all parish liturgical services 7
(e.g., Sunday Eucharists, weddings, funerals, etc.)
Responsibilities Points
__________________________________________ _______
__________________________________________ _______
__________________________________________ _______
__________________________________________ _______
__________________________________________ _______
*This schedule does not include benefits. When health, insurance, and pension benefits are NOT included in the
Director of Music Ministries salary, the above figures should be adjusted up between 20% and 30% to allow the
employee to obtain their own coverage of these items.
This is only sample salary scale, but it does reflect a just minimum wage Note: This salary schedule, cur-
rent as of January 2013, envisions
for each level and number of points, and we believe that salaries should a wider range of possibilities
not fall below these levels. than the salary scale on page 9.
Those with less than five years experience should be considered at the In addition to formal education,
lower salary level and those with greater experience at the higher level. it includes the other factors de-
scribed in the Ministry Evaluation
Directors of Music Ministries with outstanding abilities or positions that Worksheet. The DMMD Board
require exceptional performance may exceed the chart figures. Direc- suggests a three percent increase
tors of Music Ministries who have attained DMMD Certification and/or overall for the current year.
pursued additional studies in the fields of pastoral leadership, ministry,
liturgy, spirituality, etc., should also receive additional compensation,
commensurate with those studies, beyond the above figures which reflect
a salary based on the acquisition of music skills alone.
Some of the material in this appendix has been adapted from the salary guidelines of the Diocese
of Pittsburgh and the Archdiocese of Chicago and is used with permission.
Additional Resources
available from the National Association of Pastoral Musicians
The National Association of Pastoral Musicians fosters the art of musical liturgy. The members
of NPM serve the Catholic Church in the United States as musicians, clergy, liturgists, and oth-
er leaders of prayer. NPMs Director of Music Ministries Division is the membership division
for those who hold or share primary responsibility for music in a parish or other institution.
NPM Publications, 962 Wayne Avenue, Suite 210, Silver Spring, Maryland 20910-4461 $5.00
Phone: (240) 247-3000 Fax: (240) 247-3001 ISBN: 1-888360-03-8
Web: www.npm.org E-mail: [email protected]