2008 Guidelines for the Payment of Church Musicians
These guidelines have been prepared jointly by the
Advisory Committee on Church Music of the Irish Episcopal Commission for Liturgy
and the
Music Committee of the Church of Ireland Dioceses of Dublin and Glendalough
The rates below are guidelines, not directives. The qualifications and ability of the musician, what is expected of him/her, the ability of the choir, and the amount of administrative work involved are among the matters which should be considered when applying the guidelines to the local situation. The scales are revised annually.
The suggested minimum remuneration levels or 2008 relate to amateur musicians. Here ‘amateur’ indicates musicians who may be professionally qualified and who earn their living principally outside the world of music. Higher rates would be appropriate for musicians who earn their living principally by performing and/or teaching music.
Usually the musician will be self-employed, that is, engaged on a 'for services' basis. To avoid misunderstanding and to protect its position, the employer should state this unambiguously in the contract / letter of appointment. In those few instances where the musician is employed on a 'contract of service' basis, the employer should note its legal responsibilities in relation to taxation, social welfare, health and safety and employer's liability insurance. The Church Music Committee can supply sample contracts, on request.
In addition to a contract, many churches will find it helpful to have a 'memorandum of understanding' agreed by clergy and musician. This could cover topics such as choosing music for the liturgy, procedures when last-minute changes are required, fees for weddings and funerals, the use of the organ for teaching, and other matters that sometimes give rise to misunderstanding and even conflict.
In some cases a local agreement exists whereby the musician either accepts no payment or donates it back. While of enormous benefit, this generosity distorts the cost of running the parish. It is suggested that in such cases the parish should pay the appropriate level of fee into a separate fund as, when the present musician leaves, it is probable that the successor will have to be paid. This procedure will establish a realistic payment level for the post and will avoid a sudden sizeable additional cost in the future.
The value of regular in-service training cannot be over-emphasised. Musicians, whether at early or mid-career, benefit from continuous professional development. They bring back to the local church fresh approaches and ideas to support their work. Clergy and parish committees should encourage and expect their musicians to avail of opportunities to attend relevant courses and should provide financial assistance towards the cost.
Church authorities should find these guidelines useful in determining an appropriate payment level. The Church Music Committee emphasises that it is essential that the value of music in the worship of the Church and the musician’s training, skill and commitment be appropriately recognised in monetary terms.
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