pay compliance manual
TRANSCRIPT
Pay Compliance Manual
Roman Catholic Archdiocese of Indianapolis
Human Resources Office
March 11, 2021
Contents Introduction and Definitions ................................................................................................................................................... 1
Difference between Exempt and Non-Exempt Positions .................................................................................................... 1
Exemption for Teachers ...................................................................................................................................................... 1
Pre-Schools and Day Care Ministries ................................................................................................................................. 1
Positions that are Always Non-Exempt .............................................................................................................................. 2
The Legal Definition of “Minister” .................................................................................................................................... 2
Flow Chart: Exempt or Non-Exempt Under the FLSA? ......................................................................................................... 3
Indiana Wage Payment Law ................................................................................................................................................... 4
Independent Contractors ......................................................................................................................................................... 5
Priest Compensation ............................................................................................................................................................... 6
Permanent Deacon Compensation .......................................................................................................................................... 9
Pay Guidelines for Lay Employees ....................................................................................................................................... 10
Part 1: Introduction ............................................................................................................................................................... 10
Preface............................................................................................................................................................................... 10
Professional Pastoral Ministry in the Archdiocese of Indianapolis .................................................................................. 10
Lay Ministry Formation .................................................................................................................................................... 11
Church Statements on Compensation ............................................................................................................................... 11
Part II: Job Classification System ......................................................................................................................................... 12
Practical Steps ................................................................................................................................................................... 12
Definitions of Exempt and Non-Exempt Employees ........................................................................................................ 13
Outline of System ................................................................................................................................................................. 13
Working Titles and Classification Titles .......................................................................................................................... 14
Positions Covering Multiple Ministries or Fields ............................................................................................................. 14
Deanery Center Employees ............................................................................................................................................... 14
Parish Size Categories ....................................................................................................................................................... 14
Section A: Parish Positions ................................................................................................................................................... 15
Bookkeeper Series ............................................................................................................................................................ 15
Business Manager Series .................................................................................................................................................. 15
Maintenance Series ........................................................................................................................................................... 16
Music and Liturgical Ministry Series ................................................................................................................................ 17
Pastoral Associate/Minister Series .................................................................................................................................... 18
Receptionist/Office Helper Series ..................................................................................................................................... 19
Religious Education Series ............................................................................................................................................... 20
Secretary/Office Manager Series ...................................................................................................................................... 21
Youth Ministry Series ....................................................................................................................................................... 21
Section B: School Positions .................................................................................................................................................. 22
Educator/ Administrator Series ......................................................................................................................................... 22
Library/ Media Center Series ............................................................................................................................................ 23
Cafeteria Series ................................................................................................................................................................. 24
Day-Care/ Extended Care Series ....................................................................................................................................... 24
Bus Driver Series .............................................................................................................................................................. 25
Part III: Pay Ranges .............................................................................................................................................................. 27
System Maintenance ......................................................................................................................................................... 27
General Principles of Compensation ................................................................................................................................. 27
Initial Hire Rate. ............................................................................................................................................................ 27
Annual Adjustments. ..................................................................................................................................................... 27
Movement to a Higher Pay Range. ............................................................................................................................... 27
Transfers. ...................................................................................................................................................................... 27
Movement to a Lower Pay Range. ................................................................................................................................ 28
Adjustments to Pay Ranges. .......................................................................................................................................... 28
Placement in Pay Ranges .................................................................................................................................................. 28
Pay Ranges ........................................................................................................................................................................ 29
2020 Recommended Pay Ranges ...................................................................................................................................... 29
Sample Positions ................................................................................................................................................................... 30
Archdiocese of Indianapolis 1
Introduction and Definitions This manual has been developed with the guidance of our Archdiocesan attorney and with the approval of Monsignor
Stumpf, Archdiocesan Administrator, to help you ensure that your parish, school, or agency is in compliance with federal
and state laws governing compensation. Please refer any questions to the Human Resources Office.
Difference between Exempt and Non-Exempt Positions
• For a position to be exempt from overtime (and usually paid on a salary basis), a two-part test must be met:
1. The position must be paid a salary above the limit established by the Dept. of Labor*1, AND
2. The duties of the position must fall into one of the categories established by the Dept. of Labor.
• Non-exempt positions must be paid overtime at a rate of 1 ½ times the hourly rate for all hours worked over 40 in a 7-
day week. For the Archdiocese, the standard workweek is Sunday through Saturday.
• Non-exempt employees must be paid for all hours worked. Hours worked include activities such as taking phone calls
over the lunch hour and checking voice mail or e-mail when away from work. Employees cannot “volunteer” to do
their regular job or work off the clock.
• Please note: An employee can only have one FLSA status. If he/she works at more than one position anywhere
in the Archdiocese, the employee’s FLSA status is determined by his/her primary position, and this status applies
to all positions in which the employee works.
Exemption for Teachers Teachers and substitute teachers in elementary, middle, and high schools will continue to be exempt without regard to a
minimum salary. They are exempt under the FLSA from overtime and from the minimum wage.
Pre-Schools and Day Care Ministries In order for a position to be classified as a “teacher” and exempt from the required minimum salary, the following
conditions must be met:
1. The primary duties of the position must be teaching, tutoring, instructing, or lecturing in order to impart
knowledge, AND
2. The instruction must occur in an “educational establishment.” An “educational establishment” means:
“A day or residential school in an elementary or secondary school system as determined under state law, an
institution of higher education or other educational institution (such as special schools for children with mental or
physical disabilities or gifted children, whether classified as elementary, secondary or higher). Whether any
particular introductory program (e.g., kindergarten or nursery school program) qualifies as an educational
establishment depends upon whether the program is included in the curriculum for elementary education
established by the applicable state law.
Preschool:
• Accredited by Indiana Dept. of Education
• Part of a school
• Instruction is provided
• Teachers may be required to have a degree and/or
to be licensed
• Established curriculum is followed
• Pre-kindergarten for ages 3, 4, and/or 5
Daycare:
• Registered with or accredited by the Indiana Family
and Social Services Administration (IFSSA)
• Childcare tasks are predominant
• Classroom-type instruction is generally not provided
• Serve ages birth to 3
• May also serve older children
* The Department of Labor Final Rule that established the salary minimum at $35,568 became effective January 1, 2020.
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Employees of pre-schools and day care ministries that do not meet the definition of “educational establishment”
must be paid on an hourly basis and are entitled to overtime pay. This is not part of the new rule, but it is important to
look at the duties of teachers in pre-schools and day care ministries to determine if they meet the definition.
Positions that are Always Non-Exempt Secretaries, administrative assistants, receptionists, other administrative clerical positions, and nurses are examples of
positions that are always non-exempt and must be paid on an hourly basis.
Ministerial Exemption
Positions that fall under the Ministerial Exemption are also exempt from overtime and the minimum wage. It’s not
enough, however, to call a position a “ministry” position, even though we know that all employees of the Archdiocese
contribute to the ministry of the Church. These positions are clearly within the Ministerial Exemption:
• Priest, Pastor, Associate Pastor
• Seminarian
• Deacon
• Parish Life Coordinator
• Pastoral Associate
• Director of Religious Education (or equivalent)
• Liturgical Minister
• Director of Music or equivalent
• Youth, Family, and Campus Minister
• Catechist
• Sacristan
If the duties of the position are primarily clerical, even if the position supports a ministry, that position does not fall
under the Ministerial Exemption. These positions might include Religious Education Assistant or Youth Ministry
Assistant and other support positions.
The Legal Definition of “Minister” A “minister" is broadly defined in civil law as a person who functions in a significant religious capacity (even if not
ordained) with regard to ministerial exemption legal cases.
The courts use a “totality of the circumstances” analysis to determine if a person is deemed a “minister”. Hosanna-Tabor
Evangelical Lutheran Church & Sch. v. EEOC, 132 S.Ct. 694 (2012). This is a multi-factor, fact-intensive examination of
the duties of the position. Whether or not a person is considered a minister is based primarily on the individual's job
description and function.
In analyzing the job duties, factors to be considered may include: 1) Are employment hiring decisions regarding the employee position at issue made largely on religious criteria? (e.g., does the
employee need to be Catholic?)
2) Is the employee qualified and authorized to perform the ceremonies of the church?
3) Is the employee engaged in activities traditionally considered ecclesiastical or religious, including attending to the religious
needs of the faithful? Examples: Teaching a religious course or curriculum as part of teaching duties; leading students in daily
prayers and devotions. Key: Religious-based duties.
4) Did the employee receive religious training for the job and/or commissioning by the church?
5) Does the employee receive any benefits / perks commonly associated with ministers such as, for example, tax exempt housing
or a housing allowance?
6) Does the employee’s job title and/or job description: (1) Reflect a ministerial function or role? or (2) Reflect a role in
conveying the Church’s message and carrying out its mission? Key: Religious role
7) Does the religious organization sincerely in good faith believe that the employee is to function as a minister?
8) Are the job functions inextricably intertwined with the religious organization’s religious doctrine or standards?
9) How much time does the employee spend in religious activities or functions? Key: Relevant but not to be considered in
isolation of other factors.
10) Does the employee perform a religious function or serve as a messenger or teacher of the faith?
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Flow Chart: Exempt or Non-Exempt Under the FLSA?
Archdiocese of Indianapolis 4
Indiana Wage Payment Law The Indiana Wage Payment Law requires that employees be paid for all hours worked within 10 days of the end of the
pay period in which the hours were worked. Contracted teachers are an exception to this law. Exempt school counselors,
principals, vice/assistant principals, academic deans, athletic directors, and other qualifying educational administrative
staff may be exceptions with a written agreement. Please see chart below.
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Independent Contractors The primary consideration of determining if a worker is an independent contractor is the economic independence of the
worker. Several factors go into making this determination:
1) The extent to which the work performed is an integral part of the employer’s business.
2) Whether the worker’s managerial skills affect his or her opportunity for profit and loss.
3) The relative investments in facilities and equipment by the worker.
4) The worker’s skill and initiative.
5) The permanency of the worker’s relationship with the employer.
6) The nature and degree of control by the employer.
Most independent contractors have their own businesses, have other clients or customers, set their own hours, and are not
supervised by the employer.
Please note: An employee of the Archdiocese of Indianapolis cannot also be an independent contractor of the
Archdiocese of Indianapolis on an individual basis.
Exceptions may be made for businesses owned by employees. Please contact Human Resources for guidance in these
situations.
Independent Contractors are responsible to provide their own liability insurance.
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Priest Compensation I. Base Salary
• Consistent with prior practice, the increase for priest base salary will not exceed the increase for lay
employees.
• Priests will receive an additional $25 per month ($300 per year) for each five (5) years of priestly
ministry until retirement.
• All priests are required to receive their salary and stipends through the Central Payroll System. Please
contact [email protected] for more information.
• A pay schedule is provided annually for priest base salary.
II. More than Three (3) Weekend Liturgies
It is assumed that up to three (3) weekend liturgies and confessions are included in routine services of priests.
Consequently, the base salary includes that dimension of service. For those who are required to celebrate
more than three (3) weekend liturgies per weekend, $50 per additional liturgy should be added to their salary.
Saturday evening Masses are considered part of the weekend liturgies, which should total three (3) before the
additional $50 per Mass is added.
For example: One (1) Saturday night Mass and three (3) Sunday Masses would earn the pastor one (1)
$50 bonus.
Payment must be directed through the central payroll system, and this compensation is to be for the specific
Masses offered, not averaged into an additional payment each pay period.
III. SECA Reimbursement
Each location is responsible for the reimbursement of SECA (Self Employment Compensation Act) to the
priest for the part of salary, room, and board for which it is responsible. After the clergy has filed his taxes for
the previous calendar year, he should submit his SECA reimbursement form to [email protected]
on or before June 1 for the prior tax year. The form can be found on
http://www.archindy.org/finance/parish/forms.html. Reimbursement amounts may change based on federal
guidelines. The Archdiocese Office of Accounting Services will bill the parish for the amount of the SECA
reimbursement.
Determining what each institution pays:
Example 1:
A priest is pastor of Parish “A” from January 1 through June 30 and is then transferred to parish “B.” Parish
“A” pays SECA reimbursement for the first six (6) months of the year, while parish “B” pays SECA
reimbursement for the last six (6) months of the year.
Example 2:
A priest has multiple assignments. The high school/archdiocesan agency pays his salary, while the weekend
parish assignment provides room and board. The high school/archdiocesan agency pays SECA reimbursement
for salary. The parish pays SECA reimbursement for room and board.
If uncertain about allocations, please contact the Vicar for Clergy for assistance.
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Determining the value of “room”;
Priests receiving room in a parish-provided rectory are asked to seek the advice of a local realtor as to the fair
market value of the rental of a comparable house or apartment (including utilities). For example: 2 bedrooms,
living room, kitchen, bathroom, approximately 850 square feet, depending on the particular features of the
rectory. This analysis should only include the value of the “clergy housing” portion of the rectory, not any
parish office space.
Determining the value of “board”:
Please see the discussion in “Income Taxes Guide for Clergy,” which is available through the Office of
Clergy, Religious, and Parish Life Coordinators.
Retired Priests (approved by Council of Priests 11/25/2003):
• In year of retirement: eligible for SECA reimbursement from their last place of employment for
partial year’s work
• If retired and in full-time assignment in parish: eligible for SECA reimbursement from parish
• No SECA reimbursement allowed for: Pension income; ADLF Deferred income; or Miscellaneous
income.
IV. Stipends
Stipends for all Masses will be the amount given by the individual requesting the Mass. The guideline is $10.
A priest may earn 1 stipend ($10/Mass) per day, and the others are to be given to Charity (the parish or
whatever charity designated).
Example 1: Father says 1 Saturday morning Mass and 1 Saturday evening Mass. He gets one (1) $10
payment.
Example 2: Father says 1 Saturday morning Mass, 1 Saturday evening Mass, and 3 Sunday Masses. He gets
$50 for the additional Mass (as covered by the 3 weekend liturgy guidance), plus $10 for the stipend (1 - $10
Mass stipend, 2 – one Mass said for the parish, and 3 – one Mass said for charity of his designation).
Bination stipends are not compensation to individual priests. They should not be paid to the priest. Parishes
should remit payment directly to the charity of the priest’s designation from the Mass stipend checking
account.
If uncertain about allocations, please contact the Vicar for Clergy for assistance.
Stipends should be reported monthly and paid through central payroll system.
V. Mileage Reimbursement
Mileage incurred by a priest on behalf of parish business needs to be reimbursed through the parish office.
Please do not include this amount with the stipends that are required to be submitted to central payroll.
Please pay priests’ mileage reimbursements directly to the priest, not through central payroll.
The Archdiocese Catholic Center reimburses employees and clergy for business miles incurred at 75% of the
IRS guidelines, but this rate is not mandatory. We recommend that parishes and agencies evaluate the impact
to the budget and apply the rate to both employees and clergy.
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Business miles must be documented in writing to the parish in order to receive reimbursement. The daily
commute from an offsite residence to the parish office is not includable for reimbursement purposes.
Utilization of the reimbursement of the standard mileage rate is in lieu of obtaining reimbursement for
maintenance and repairs, tires, gasoline and related taxes, oil, insurance, registration, and depreciation or
leasing costs.
VI. Workers’ Compensation
Workers’ Compensation should be budgeted for all priests. Calculate as follows:
Workers’ Compensation Insurance = $0.36 per $100 annual salary paid by the parish/agency
VII. Car Insurance
All priests must carry and pay for minimum liability insurance ($100,000 per person/$300,000 per occurrence
for liability and $50,000 for property damage is recommended.) on their personal automobiles and other
vehicles to protect their own interests in any judgment against their own person.
VIII. Continuing Education
A maximum of $1,300 per year. This figure is not cumulative from one year to the next and is payable only
for actual expenses incurred, not as an “allowance.” All continuing education expenses must be substantiated
before reimbursement or payment of fees can be made. Continuing education is to improve one’s ministry
through academic courses (classroom, online, DVD), books, homily helps, etc. Contact the Vicar for Clergy
office if exceptions are needed.
IX. Retreat Reimbursement
The standard fee for the Archdiocesan Retreat is $600, either preached, private, or directed at a retreat
house/religious center. This reimbursement is payable only for actual expenses incurred, not as an
“allowance.” Contact the Vicar for Clergy office if exceptions are needed.
X. Retirement Saving Plan Benefits
Archdiocesan priests can contribute a maximum of $19,500 into the 403(b) plan for the calendar year 2020.
Priests age 50 and over are eligible for an additional $6,500 catch-up provision, for a total annual contribution
of $26,000 for calendar year 2020. Archdiocesan priests will receive a 50% match on contributions of up to
$200 per month. Therefore, a priest who contributes $200 for each of the 12 months would receive a match of
$1,200. All matching funds vest immediately. Priests must be on central payroll to take advantage of this
benefit. All monies deposited in a 403(b) are deposited before taxes.
XI. Priest Retirement
Retired archdiocesan priests receive monthly benefits from the Priest Retirement Plan beginning the month
after the priest’s 70th birthday. Applications for retirement benefits can be obtained by contacting Enza
Sprauer, HR Specialist, at [email protected] or 317-236-1594.
XII. Medicare, Part B Reimbursement
Priests are asked to apply for Medicare prior to their 65th birthday. The Archdiocesan health plan will remain
primary coverage, and Medicare will be secondary. After retirement, Medicare becomes the priest’s primary
medical coverage, and the Archdiocesan health coverage is the secondary insurance. Any priest paying for
Medicare, Part B, should contact the Human Resources Office. Monthly fees will be reimbursed by the
Human Resources Office after verification of Medicare Part B enrollment going forward on a monthly basis.
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XIII. Death Benefit
In the event of a priest’s death, the Archdiocese of Indianapolis will be responsible for burial expenses up to a
maximum level of $6,000. The estate of the priest must cover all expenses in excess of this amount.
XIV. Room and Board
Parishes, schools, and agencies are to provide room and board for priests assigned to these ministries. Please
allow the necessary budgetary amounts. Housing expenses, meals, and food purchases may be reimbursed
only upon submission of actual receipts for actual expenses incurred, not as an “allowance.”
XV. Priests with Multiple Assignments
To better share costs of priests who have responsibilities at more than one parish, school, or agency, we
recommend the expenses—including salary, room and board, SECA reimbursements, and continuing
education and retreat benefits—be proportionally divided between the parishes/schools/agencies. For
example, if a priest equally spends his time at the parish and high school, a 50/50 split down the middle of all
expenses would be equitable. Contact the Vicar for Clergy for assistance in determining shared costs.
XVI. Sacramental Coverage (when requested by the parish)
Weekend Masses (with or without homily) Each Mass $50
Weekend Session of Reconciliation $25
Weekday Mass $30
Wedding or Funeral (with or without homily) $50
Mass stipends and mileage reimbursements are to be added to the above figures for budgeting purposes.
When spending the night at a parish for the weekend, meals are to be provided (in rectory, at a parishioner’s
home, in a restaurant—receipts must be submitted.)
XVII. Allowances, In General
No priest expense reimbursements may be given without receipts, such as an “allowance.” All expense
reimbursements are to be considered as “accountable” reimbursements under IRS guidelines and given only
upon submission of receipts for actual expenses incurred.
XVIII. Health Insurance
The Archdiocese provides full coverage (100%) of a priest’s health care expenses.
Permanent Deacon Compensation
I. Continuing Education/Retreat
Ongoing formation of permanent deacons is provided by the Archdiocese. Parishes that have permanent
deacons assigned to ministry in those parishes contribute $1,900 per year to the Archdiocese for each deacon
assigned to assist with the costs incurred for continuing education and the annual retreat. This is the total of
the same costs for priests’ continuing education reimbursement of $1,300 per year and retreat reimbursement
of $600 per year. If a permanent deacon serves in two (2) or more parishes, the contribution is split between
those parishes.
II. Mileage Reimbursement
Mileage incurred by a deacon on behalf of parish business needs to be reimbursed through the parish office.
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The Archdiocese Catholic Center reimburses employees and clergy for business miles incurred at 75% of the
IRS guidelines, but this rate is not mandatory. We recommend that parishes and agencies evaluate the impact
to the budget and apply the rate to both employees and clergy.
Business miles must be documented in writing to the parish in order to receive reimbursement. The daily
commute from an offsite residence to the parish office/church is not includable for reimbursement purposes.
Utilization of the reimbursement of the standard mileage rate is in lieu of obtaining reimbursement for
maintenance and repairs, tires, gasoline and related taxes, oil, insurance, registration, and depreciation or
leasing costs.
III. Stipends
Stipends received by permanent deacons for weddings, baptisms, etc. are taxable income. Permanent deacons
are required to declare this income for tax purposes. If the permanent deacon is on central payroll, then
stipends should be reported and paid through payroll.
Pay Guidelines for Lay Employees
Part 1: Introduction This resource is provided to assist pastors, parish life coordinators, pastoral councils, search
committees, and other ministry leaders as they address the basic ministry needs of a parish. It is
also intended to provide a resource for those presently serving in one of these ministry positions
and those considering a new or different ministry role.
Preface
The purposes of these guidelines are to promote justice and fairness in pay practices and to ensure
the ability to attract and retain qualified individuals for parish positions. They were developed in
response to numerous requests from parishes throughout the archdiocese seeking information
about equitable compensation. This document presents recommendations based upon local and
national research. Each parish should determine the salaries for its employees with these
recommendations as a guide.
Considerable reference is made throughout this document to the Parish Pay Manual:
Classification Systems and Pay Ranges prepared by the National Association of Church Personnel
Administrators (NACPA). NACPA’s manual begins with a statement that supports our
underlying philosophy:
“NACPA believes that the fairest and most equitable parish compensation practices occur where
diocesan-wide pay guidelines exist for all ministries and staff levels. Such guidelines help
parishes establish fair pay rates for their employees.”
Professional Pastoral Ministry in the Archdiocese of Indianapolis
Just as each of our bodies has several parts and each part has a separate function, so all of us, in
union with Christ, form one body, and as parts of it we belong to each other. Our gifts differ
according to the grace given to us. If your gift is prophecy, then use it as your faith suggests; if
administration, then use it for administration; if teaching, then use it for teaching. Let the
preachers deliver sermons, the almsgivers give freely, the officials be diligent, and those who do
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works of mercy do them cheerfully. -Romans 12:48
Over the past several decades, a wide variety of professional ministry positions has emerged in
the Church throughout the United States. The resurgence of lay ministry coupled with growing
demands for additional parish leaders has led parishes to employ an increasing number of lay and
religious personnel.
A generation ago, almost all Catholic parish ministers were priests or sisters whose primary
ministry was the Catholic grade school. Now more than 60 percent of the parishes in the country
have lay people or religious in paid pastoral staff positions. There are now more than 30,000 lay
ministers in parishes in the United States. Based on recent studies, this trend will continue, and
these professionals will continue to play an ever-expanding role in carrying out the mission of the
Church.
According to Parishes and Parish Ministers: A Study of Parish Lay Ministry published by Philip
J. Murnion and David DeLambo, compensation for lay ministers has improved over the years, but
remains the most significant area in need of attention: “Salaries have increased in real dollars and
are satisfying for the majority of lay parish ministers. Nonetheless, they are found to be
inadequate for a third of the lay people and are cited as the item both most in need of
improvement and most likely to prompt the lay ministers to go on to other employment.”
Lay Ministry Formation
In order to assist current and future lay ministers, the Archdiocese of Indianapolis, offers
opportunities for continuous leaning and spiritual growth. These opportunities include convenient
online theological education through Catholic Distance University (CDU) and the University of
Notre Dame. It is expected that all lay ministers are engaged in ongoing professional development
and spiritual formation.
Church Statements on Compensation
Before considering the specifics of establishing pay programs for parishes, reflect for a moment
on Church beliefs and policy statements about compensation:
1. General principles of compensation, differences in levels of pay.
“Payment for labor must be such as to furnish workers with the means to cultivate their own
material, social, cultural and spiritual lives worthily, and that of their dependents. What this
payment should be will vary according to each person’s assignment and productivity, the
conditions of the place of employment and the common good” (Gaudiem et Spes #67,
Documents of Vatican II, 196).
2. General principles of performance and pay, the ability of the organization to pay.
“In determining what constitutes an appropriate wage, the following must necessarily be taken
into account: first of all the contribution of individuals to the economic effort; the economic
state of the enterprise within which they work; the requirements of each community,
especially as regards overall employment; finally, what concerns the common good of all
peoples” (John XXIII, Mater et Magistra, #71, 1961).
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3. Just wage principles applied to lay persons working for the Church.
“Lay persons have a right to a decent remuneration suited to their condition; by such
remuneration they should be able to provide decently for their own needs and for those of
their family with due regard for the prescriptions of civil law; they likewise have a right that
their pension, social security and health benefits be duly provided” (Canon 231, #2).
“Church administrators are to pay employees a just and decent wage so that they may provide
appropriately for their needs and those of their family” (Canon 1286, #2).
“In seeking greater justice in wages, we recognize the need to be alert particularly to the
continuing discrimination against women throughout church and society, especially reflected
in both the inequities of salaries between women and men and in the concentration of women
in jobs at the lower end of the wage scale” (Economic Justice for All, #353)
4. Commitment by U.S. bishops to provide a just compensation.
“We bishops commit ourselves to the principle that those who serve the Church–laity, clergy
and religious–should receive a sufficient livelihood and the social benefits provided by
responsible employers in our nation” (Economic Justice for All, #351).
Part II: Job Classification System The first step in job classification is the development of up-to-date position descriptions for all
parish/school positions. Sample position descriptions can be obtained from archdiocesan
agencies; some local adaptations may be needed for each parish.
Practical Steps
1. Use a small committee to determine where jobs should be placed within the classification
system. Possible committee membership would include the pastor, principal, business
manager, a pastoral council member, a parishioner with human resource expertise.
2. Compare parish position descriptions with the descriptions of levels for each position
series in the guidelines. Keep in mind the overall intent of the positions as you review
them against the brief classification statements.
3. Determine the level for each and every job in the parish.
4. Review classifications that were made. Individual positions should not be classified in
isolation from other positions. Look at the entire scheme that has been created. Do the
decisions made in one job family (e.g., Religious Education) make sense in relation to the
decisions made in other job families (e.g., Youth Minister or Business Manager)? This
review may send you back to the classification system to adjust certain decisions. Once
this review step is complete, you have established the basic information needed to create
pay ranges (discussed in Part III).
5. Allow supervisors or employees to question their classification levels and pay ranges at a
specific time each year (as part of the budget cycle and/or performance appraisal process)
and convene the committee to review all requests for change and projected new positions
at the same time.
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6. Consider allowing an appeal process for situations where reclassification is not approved.
Do not tie this with the normal grievance procedure, however, because pay determinations
are technical management decisions.
Definitions of Exempt and Non-Exempt Employees
Classifications are identified as exempt or non-exempt in accordance with the federal Fair Labor
Standards Act (FLSA). Since exceptions may occur, each category is defined below for your
reference.
Exempt: Positions responsible for developing and administering general policies and procedures,
or positions that require advanced specialized training, or positions that perform original creative
work. By the nature of their jobs, exempt employees are sometimes required to work more than a
40-hour week without additional compensation, e.g., some evening or weekend work.
Non-exempt: Positions that require the performance of routine, procedural non- discretionary
work such as clerical, secretarial, computer operations, mechanical, food preparation, building
and grounds maintenance, security, custodial.
Non-exempt employees must be provided overtime compensation for each hour over 40 hours of actual
work in a given week.
• Appropriate overtime work between full-time (e.g., 35 hours) and 40 hours can be
compensated at the regular pay rate.
• Overtime work above 40 hours must be compensated at 1.5 times the regular rate.
• Overtime work must be compensated normally in cash payment. It can be compensated
as time off when it is provided during the pay period in which it accumulated and the time
off, when it is given, is at the rates described above (i.e., hour for hour up to 40 hours and
1.5 hours for each hour above 40 hours).
• Overtime work should be approved in advance by the supervisor.
Outline of System On the Job Classification and Pay Range Charts, M refers to exempt ministry positions, E refers
to exempt educational positions, and S refers to non-exempt support positions.
The Parish Job Classification System provides sample position description summaries. (Complete
position descriptions are available through archdiocesan agencies, which cover most positions.) It
is designed to assist pastors, parish life coordinators, parish leaders, business administrators,
principals, and others in providing advice or determining, as objectively and fairly as possible, the
most appropriate pay ranges for personnel employed in parishes.
To accomplish this, a series of general descriptions of the essential features of jobs in various
fields is presented in the following pages. Several levels of responsibility are described for each
field.
Specific information about the pay ranges for each classification can be found in the tables in Part
Archdiocese of Indianapolis 14
III. These tables will be updated on an annual basis to ensure that salary ranges remain current
with living costs and other economic indicators. Pastors, parish life coordinators, and principals
should endeavor to maintain the salaries of employees within these ranges.
Working Titles and Classification Titles
What the parish calls a certain position will not always coincide with the classification titles
contained in this document. However, it is recommended that parishes use the titles listed in this
document that correspond to the duties and qualifications for each position. It is also important to
compare the position descriptions of parish positions against the classification summaries in this
document when determining the classification level of parish and school positions. Comparison
of titles alone rather than full descriptions may result in inappropriate placements of positions.
Positions Covering Multiple Ministries or Fields
Often in parishes, responsibilities from several ministries or fields will be combined in the same
position (e.g., Youth Ministry and Religious Education or Secretary, Receptionist and
Bookkeeper). The following guidelines are presented to assist in classifying such positions
appropriately.
1. If one ministry or field clearly predominates in time commitment, use that classification or
series.
2. For professional ministry positions, if no single ministry predominates, use the Pastoral
Ministry/Associate Series.
3. For support staff positions, if no field predominates, use the classification or series that
covers the highest level of work performed for a significant portion of time. Focus on the
lowest level classification description in which this work appears.
Deanery Center Employees
Although no classifications are listed specifically for deanery center employees, these guidelines
can be applied by using the classification for a ministry or field that predominates in time
commitment.
Parish Size Categories
The parish size categories used in this document are defined in terms of the number of households
in the parish. In situations where parish staff members serve two or more parishes, the number of
households should be added together.
Parish Size Number of Households in Parish
Small Less than 500
Midsize 500 – 1,000
Large More than 1,000
Archdiocese of Indianapolis 15
Section A: Parish Positions
Bookkeeper Series
General Description: Responsible for providing bookkeeping services to the parish as a whole or
a specific ministry or program. Maintains financial bookkeeping system, including accounts
payable, receivable, payroll, and cash receipts. Balances accounts, ledgers and reconciles bank
statements. Prepares financial statements. May assist with budget and development program.
Description of Levels:
Bookkeeper II: Performs the full range of functions listed above with little direct
supervision and only general oversight from pastor or principal.
Classification Level: S-5
FLSA Status: Non-exempt
Bookkeeper I: Performs more routine bookkeeping functions under the direct supervision
of a business manager, pastor, or principal.
Classification Level: S-4
FLSA Status: Non-exempt
Business Manager Series
General Description: Responsible for the stewardship and effective administration of the parish’s
financial, capital, and human resources.
Description of Levels:
Business Manager III: Responsible for the full range of parish administrative functions.
Due to its scope and supervisory responsibility, this classification is generally found only
in large parishes. At this level, parish administrative responsibility is fully delegated by
the pastor typically in the areas of finance, facilities, purchasing, stewardship,
communications, and personnel. The Business Manager III supervises most, or all support
staff positions. The Business Manager III position requires a Master’s Degree in a related
field (or a bachelor’s degree in a related field and equivalent experience) as well as
previous management background.
Business Manager Series
Classification Level: M-4
FLSA Status: Exempt if meets salary minimum and duties tests
Business Manager II: Responsible for many parish administrative functions. At this level,
the Pastor retains responsibility for certain aspects of parish administration and/or does not
fully delegate parish administration to the Business Manager. The Business Manager II
typically supervises support staff positions and may personally perform some technical
work such as accounting. The Business Manager II position requires a Bachelor’s Degree
in a related field and some supervisory experience.
Classification Level: M-3
FLSA Status: Exempt if meets salary minimum and duties tests
Business Manager I: Responsible for a limited range of parish administrative functions.
The classification is non-supervisory and operates without full delegation of responsibility
Archdiocese of Indianapolis 16
by the Pastor. Positions at this level typically perform a significant amount of technical
work in addition to administrative duties. At this level, administrative duties may be
combined with another ministry.
Classification Level: M-1
FLSA Status: Exempt if meets salary minimum and duties tests
Maintenance Series
General Description: Responsible for the effective, efficient, and safe maintenance, renovation,
and upkeep of parish and/or school buildings and grounds. Alternative titles used below may
substitute Physical Plant, Plant Operations, or Building and Grounds for Maintenance.
Description of Levels:
Maintenance Supervisor II: Supervises the maintenance, renovation, restoration and
upkeep of the buildings, mechanical, plumbing, and electrical systems, and grounds.
Conducts preventive maintenance, safety, and energy conservation audits. The
classification supervises one or more maintenance employees, may also supervise outside
contractors, and personally performs higher-level maintenance functions. This position
may be appropriately assigned Exempt FLSA status if it is primarily managerial and
supervisory. Alternative titles for this classification include Maintenance Director,
Maintenance Manager, Maintenance Superintendent.
Classification Level: M-2 or S-6
FLSA Status: Exempt only if duties are non-manual and meets salary minimum
Maintenance Supervisor I: Responsible for and personally maintains, renovates, restores,
and sees to the upkeep of the buildings, mechanical, plumbing, and electrical systems, and
grounds. May conduct preventive maintenance, safety, and energy conservation audits.
The classification does not supervise full-time maintenance employees but may supervise
seasonal help and volunteers, may engage and supervise outside contractors and
personally performs many maintenance functions. Alternative titles for this classification
include Maintenance Manager, Maintenance Mechanic, Maintenance Technician.
Classification Level: S-5
FLSA Status: Non-exempt
Maintenance Worker: Provides routine maintenance for the parish or school buildings and
grounds including semi-skilled carpentry, plumbing, electrical and other minor repair
work. Grounds work may include mowing, pruning and ice and snow removal with
grounds equipment. May maintain inventory of supplies and supervise one or more
Maintenance Helpers/Custodians. Alternative titles of this classification include
Maintenance Mechanic, Maintenance Technician, Maintenance Worker, Maintenance
Helper, and other similar job titles.
Classification Level: S-4
FLSA Status: Non-exempt
Maintenance Helper/Custodian: Performs cleaning, facility setup, hauling and moving of
equipment, mowing, raking, and weathering of grounds, ice and snow removal, and other
simple building and grounds maintenance duties for the parish and/or school. Cleaning
duties include mopping and vacuuming floors, cleaning bathrooms, washing windows and
trash removal. Alternatives titles for this classification include Janitor, Maintenance
Assistant, Maintenance Attendant, and other similar job titles.
Archdiocese of Indianapolis 17
Classification Level: S-3
FLSA Status: Non-exempt
Student Worker: Performs most routine duties during evening, weekends, summer.
Classification Level: S-1
FLSA Status: Non-exempt
Music and Liturgical Ministry Series
General Description: Directs or coordinates the parish music (and liturgical) ministries and
performs music for parish liturgies and other designated celebrations.
Description of Levels:
Director of Music Ministries II: Responsible for all aspects of a comprehensive liturgical
music program in a midsize or large parish including the performance and/or direction of
the music at several liturgies per weekend and for other special services or events and the
direction of several choirs or music groups. This also includes responsibility for the
selection, supervision, training, and support of all other cantors, musicians, choirs, and
music groups, and the selection and/or approval of all liturgical music that is used in the
parish. This classification requires a Master’s Degree in Music or the equivalent in
education and experience. It also requires strong knowledge of Roman Catholic Liturgy
and good pastoral and organizational skills. The director should have knowledge of
keyboard, guitar, vocal, and choral techniques and be proficient in at least one of these
areas. In some parishes, this person may also serve in the more general role of Coordinator
or Director of Liturgical Ministries.
Classification Level: M-4
FLSA Status: Exempt under the ministerial exemption
Director of Music Ministries/Coordinator of Liturgical Ministries: Responsible for all
aspects of a comprehensive liturgical music program including the performance and/or
direction of the music at several liturgies per weekend and for other special services or
events and the direction of several choirs or music groups. This also includes
responsibility for the selection, supervision, training, and support of all other cantors,
musicians, choirs, and music groups, and the selection and/or approval of all liturgical
music that is used in the parish. This person is also responsible for the coordination of the
liturgical life of the parish including the coordination of the parish liturgy committee and
the training and scheduling of liturgical ministers. This classification requires a Bachelor’s
Degree in Music or the equivalent in education and experience. It also requires strong
knowledge of Roman Catholic Liturgy (formal training in theology preferred) and good
pastoral and organizational skills. The director should have knowledge of keyboard,
guitar, vocal, and choral techniques and be proficient in at least one of these areas.
Classification Level: M-4
FLSA Status: Exempt under the ministerial exemption
Director of Music Ministries I: Responsible for all aspects of a comprehensive liturgical
music program including the performance and/or direction of the music at several liturgies
per weekend and for other special services or events. It also includes responsibility for the
selection, supervision, training, and support of all other cantors, musicians, choirs, and
Archdiocese of Indianapolis 18
music groups, and the selection and/or approval of all liturgical music that is used in the
parish. This classification requires a Bachelor’s Degree in Music or the equivalent in
education and experience. It also requires strong knowledge of Roman Catholic Liturgy
and good pastoral and organizational skills. The director should have knowledge of
keyboard, guitar, vocal, and choral techniques and be proficient in at least one of these
areas.
Classification Level: M-3
FLSA Status: Exempt under the ministerial exemption
Coordinator of Music Ministries: Responsible for some of the components of the parish
liturgical music program. This usually includes performing and/or directing the music at
one or more weekend liturgies and other services, coordinating a music planning process,
scheduling musicians for other liturgies, and providing them with some opportunities for
training and assistance. This classification requires proficiency in keyboard, guitar, voice,
or choral conducting, knowledge of Roman Catholic Liturgy and good pastoral and
organizational skills.
Classification Level: M-I
FLSA Status: Exempt under the ministerial exemption
Liturgical Music Leader: Responsible for performing and/or directing the music at
particular weekend liturgies and other services. The musician may often participate in the
selection of music to be used. This classification requires some knowledge of Roman
Catholic Liturgy and proficiency in keyboard, guitar, voice, or choral conducting.
Classification Level: depends on musical skill level
FLSA Status: Exempt under the ministerial exemption
Pastoral Associate/Minister Series
General Description: Assists the Pastor or Parish Life Coordinator (PLC) with administrative
and pastoral duties, serves as a member of the parish staff, provides leadership and consultation
for various groups, committees, and processes in the parish. Collaborates in and complements the
pastor or PLC in directing a variety of aspects of parish life including some (but not all) of the
following: liturgy, pastoral care, RCIA, sacramental preparation, adult faith development,
evangelization, social ministry, senior adults, young adult ministry, facilities management,
preparation of annulment cases, etc. This position may have multiple titles, including DRE, youth
minister, business manager, etc.
Description of Levels:
Pastoral Associate II: Serves as an assistant to the Pastor or Parish Life Coordinator
(PLC) in the coordination of a wide range of parish activities and programs in a midsize or
large parish. At this level the classification operates rather independently, with only
general supervision from the pastor or parish life coordinator. The classification provides
multiple liaison functions and involves some supervision of staff and/or volunteers. The
classification requires experience in pastoral work and a Master’s Degree in theology or
related field, or equivalent education and experience.
Classification Level: M-4
FLSA Status: Exempt under the ministerial exemption
Archdiocese of Indianapolis 19
Pastoral Associate I: Serves as an assistant to the Pastor or Parish Life Coordinator in the
coordination of parish activities and programs in a small or midsized parish or provides
leadership to a specialized ministry in a midsize or large parish. At this level the
classification provides multiple liaison functions typically with volunteers. The
classification requires experience in pastoral work and a Bachelor’s Degree in theology or
related field, or equivalent education and experience.
Classification Level: M-3
FLSA Status: Exempt under the ministerial exemption
Pastoral Minister: Responsible for a narrow scope of pastoral duties under the direction of
the Pastor, Parish Life Coordinator, pastoral associate, or other pastoral staff member.
The classification has limited program responsibility and decision-making authority, being
responsible for specific pastoral duties such as visitation to the sick or parish outreach.
The classification requires some college work in a related field or equivalent education or
experience.
Classification Level: M-1
FLSA Status: Exempt under the ministerial exemption
Receptionist/Office Helper Series
General Description: Responsible for operating telephone system, distributing mail, greeting and
referring visitors, scheduling facilities, data entry, word processing, typing and maintenance of
files, photocopying and duplicating of materials, handling of bulk mailings, and providing a
variety of other clerical services. Alternative titles for this classification series include Office
Assistant, Secretarial Assistant, Receptionist, Office Helper, Secretary, Clerk, Clerical Assistant,
and other similar job titles.
Description of Levels:
Receptionist/Office Helper II: Performs the full range of clerical and secretarial functions
listed above or specializes in performing more complex and responsible job
responsibilities. The classification requires previous office and word-processing
experience.
Classification Level: S-3
FLSA Status: Non-exempt
Receptionist/Office Helper I: Performs the more routine clerical and secretarial functions
listed above. The classification requires no previous experience.
Classification Level: S-2
FLSA Status: Non-exempt
Student Worker: Performs most routine duties during evening, weekends, summer.
Classification Level: S-1
FLSA Status: Non-exempt
Archdiocese of Indianapolis 20
Religious Education Series
Description of Levels:
Director of Religious Education (DRE): Serves the parish community by articulating the
vision of religious education and addressing the fourfold task of catechesis: proclaim the
message, build up the community, motivate to serve, and lead to worship and prayer.
DREs are responsible to create, design, maintain and evaluate all assigned areas of
religious education directly or indirectly. The DRE typically supervises paid and volunteer
staff, holds a Master’s Degree in a related field, and has experience as a teacher/catechist.
Classification Level: M-4
FLSA Status: Exempt under the ministerial exemption
Coordinator of Religious Education (CRE): Serves the parish by articulating the vision of
religious education and addressing the fourfold task of catechesis: proclaim the message,
build up the community, motivate to serve, and lead to worship and prayer. CREs are
responsible to improve, maintain and evaluate specific areas of religious education. The
specific areas may include some of the following: Adult, Adolescent, Junior High,
Intermediate, Primary, Preschool, Sacramental. The CRE typically supervises volunteer
staff and paid office staff, holds a Bachelor’s Degree in a related field and has experience
as a teacher/catechist.
Classification Level: M-3
FLSA Status: Exempt under the ministerial exemption
Administrator of Religious Education (ARE): Serves the parish by articulating the vision
of religious education and addressing the fourfold task of catechesis: proclaim the
message, build up the community, motivate to serve, and lead to worship and prayer.
AREs are responsible to maintain and evaluate specific areas of religious education. The
specific areas may include one or more of the following: Adult, Adolescent, Junior High,
Intermediate, Primary, Preschool, Sacramental. They typically supervise volunteer staff,
have completed the archdiocesan formation program for parish administrators of religious
education and have experience working with people and program planning in church or
civic groups.
Classification Level: M-1
FLSA Status: Exempt under the ministerial exemption
Level Coordinator: Serves the parish by articulating a vision of religious education for a
particular age group and particular programs within the parish. The Level Coordinator
maintains and evaluates a specific area of the religious education program with the
supervision of the DRE or CRE. The Level Coordinator supervises volunteer staff under
the direction of a professional pastoral minister, has completed the recommended
archdiocesan formation program for parish administrators of religious education, and has
been a teacher/catechist.
Classification Level: S-5
FLSA Status: Non-exempt
Archdiocese of Indianapolis 21
Secretary/Office Manager Series
General Description: Responsible for providing secretarial and related office service for members
of the parish staff and various other committee and boards. Greets and refers visitors, schedules
appointments, processes mail, types or word processes letters, reports, memos. Establishes office
record-keeping systems. Schedules and monitors staff office hours. Schedules parish facilities,
issues, and monitors facility keys. Maintains petty cash fund. Oversees the timely opening and
closing of parish office. Oversees inventory of office supplies and maintenance contracts for
office machines. May coordinate volunteer programs, prepare and produce weekly bulletin,
coordinate student registration process. May maintain parish offering envelope system,
sacramental record keeping system, comprehensive student filing system, tuition and fee
schedules and media library. Alternative titles for this classification series include Administrative
Assistant, Office Manager, Secretary, Executive Assistant, Executive Secretary, Senior Secretary,
Data Coordinator, Volunteer Coordinator, and other similar job titles.
Description of Levels:
Secretary II/Office Manager: Responsible for the full range of secretarial/administrative
job responsibilities outlined above as appropriate for the job setting (e.g., parish, school,
or religious education office). The Secretary II classification supervises one or more
office support staff employees in addition to volunteer workers and personally performs
the more sensitive, difficult, and complex office functions.
Classification Level: S-5
FLSA Status: Non-exempt
Secretary I: Responsible for many of the job responsibilities outlined above as appropriate
for the job setting (e.g., parish, school, or religious education Office). The Secretary I
classification does not supervise office support staff but may supervise volunteers.
Classification Level: S-4
FLSA Status: Non-exempt
Youth Ministry Series
General Description: Responsible for facilitating a parish-based pastoral ministry to, with, by and
for young people using a comprehensive approach to youth ministry involving the eight
components of youth ministry: advocacy, catechesis, community life, evangelization, justice and
service, leadership development, pastoral care, and prayer and worship. (Renewing the Vision—
USCCB). Develops close communication and mutual support with families of youth and the
parish community. Collaborates with other parish organizations, ministries, and community
youth-serving organizations.
Description of Levels:
Director of Youth Ministry: Responsible for directing the parish pastoral ministry to
young people, using the eight components of youth ministry. Creates, designs, maintains,
and evaluates areas of pastoral ministry to youth and their families. Collaborates and
shares in pastoral ministry to entire parish community. Supervision of additional staff,
paid and/or volunteer program leaders. Shares leadership in community, deanery, and
archdiocesan ministry to young people. This classification requires a Master’s Degree in a
related field, certificate in youth ministry studies, and training in family ministry.
Archdiocese of Indianapolis 22
Classification Level: M-4
FLSA Status: Exempt under the ministerial exemption
Coordinator of Youth Ministry: Responsible for coordinating and facilitating the parish
pastoral ministry to young people, using the eight components of youth ministry. Ministry
includes the coordination of faith formation and sacramental preparation for youth in 7–12
grades. Typically supervises additional staff, volunteers, and program leaders. This
classification requires a Bachelor’s Degree in a related field, and certificate in youth
ministry studies.
Classification Level: M-3
FLSA Status: Exempt under the ministerial exemption
Administrator of Youth Ministry: Responsible for administering the parish pastoral
ministry to young people using the eight components of youth ministry. Ministers within
the framework of directly implementing multiple components and collaborating with
others on the remaining components on youth ministry. Offers a narrower range of
activities and programs within a comprehensive approach. May supervise and coordinate
volunteers and program leaders. This classification requires a certificate in youth ministry
studies and some experience in the field.
Classification Level: M-1
FLSA Status: Exempt under the ministerial exemption
Youth Minister: Responsible for advocating for the parish pastoral ministry to young
people, using the eight components of youth ministry. This minister is usually part time or
volunteer and has a limited or narrow scope of pastoral ministry directly to youth. May be
filled by those training for the youth ministry field. May also be an additional staff person
supervised by a DYM or a CYM. This classification requires some related training and
experience.
Classification Level: S-5
FLSA Status: Exempt under the ministerial exemption
Section B: School Positions
Educator/ Administrator Series
General Description: Educates students (or oversees the education of students and administers
programs and services) at an elementary or secondary level.
Description of Levels:
President: Responsible for the strategic leadership, external relations, and general
oversight of a high school. Positions at this level typically supervise the principal as well
as some administrative functions and oversee a broad range of programs and services.
Requires Master’s Degree in a related field, and previous educational experience.
Classification Level: E-5
FLSA Status: Exempt if meets duties test and is paid a salary at least equal to the entrance
salary for teachers in the school
Principal: Administers the overall program in a school, supervises teaching,
administrative and support staff and oversees a range of programs and services. Requires
Archdiocese of Indianapolis 23
Master’s Degree in a related field, state certification and previous teaching experience.
Classification Level: E-4
FLSA Status: Exempt if meets duties test and is paid a salary at least equal to the entrance
salary for teachers in the school
Assistant Principal/Other Administrative Team Members: Functions as the Assistant
Administrator in a school for at least 50 percent of work hours or serves as a member of
the administrative team (such as a dean) for at least 50 percent of work hours. Master’s
Degree in a related field preferred and previous teaching experience required.
Classification Level: E-3
FLSA Status: Exempt if meets duties test and is paid a salary at least equal to the entrance
salary for teachers in the school (cannot be pro-rated based on part-time
status)
Schoolteacher: Teaches students in accordance with established course outlines and text-
book content in an educational establishment, as defined by the US Dept. of Labor.
College degree and state certification are required.
Classification Level: E-1 (Bachelor’s Degree); E-2 (Master’s Degree)
FLSA Status: Exempt
Teacher Assistant: Assists schoolteacher in conducting classroom instruction, tutors
students, maintains order in classroom, cafeteria, and on playground. Previous college
coursework in education is preferred.
Classification Level: S-3
FLSA Status: Non-Exempt
Library/ Media Center Series
General Description: Manages library materials for the school. Selects, classifies, catalogs,
oversees circulation, and maintains library resources. May teach media skills to students.
Description of Levels:
Media Specialist: Administers library in accordance with professional library standards;
supervises paid and volunteer staff. Requires Master’s Degree in library science.
Classification Level: M-3
FLSA Status: Exempt if meets salary minimum and duties tests
Media Specialist/Coordinator: Administers school library. May supervise volunteer staff.
Requires Bachelor’s Degree in a related field. Certification or course work in library
administration preferred.
Classification Level: M-2
FLSA Status: Exempt if meets salary minimum and duties tests
Media Center Coordinators: Administers school educational media center; may supervise
volunteer staff; responsible for purchase, cataloging, circulation, and retrieval of media.
Requires college work in a related field with Bachelor’s Degree in a related field
preferred.
Classification Level: S-4 or M-1
FLSA Status: Exempt if meets salary minimum and duties tests
Archdiocese of Indianapolis 24
Cafeteria Series
General Description: Positions in this series are responsible for food preparation, production,
and cleanup in a cafeteria setting according to established dietary requirements of quality,
quantity, nutrition, appearance, temperature, and timeliness.
Description of Levels:
Cafeteria Manager: Oversees operations of a cafeteria, supervises cooks and cafeteria
workers, responsible for menu development, purchasing, and kitchen budget. Prepares
forms for government programs and maintains records.
Classification Level: M-1
FLSA Status: Exempt if meet salary minimum and duties tests
Cafeteria Supervisor/Cook: Manages a cafeteria, supervises cafeteria workers, personally
performs many of the cooking duties.
Classification Level: S-5
FLSA Status: Non-exempt
Cafeteria Worker: Assists cooks and other cafeteria staff in food preparation, cafeteria
setup and cleaning. The classification prefers previous experience working in the foods
service field.
Classification Level: S-3
FLSA Status: Non-exempt
Day-Care/ Extended Care Series
General Description: Provides a safe environment for children designed to promote social,
physical, and intellectual growth.
Description of Levels:
Daycare Director/Coordinator: Responsible for day-care program planning and
implementation, program-to-parent liaison, and supervision of one or more day care
teachers and/or workers. Qualifications include Bachelor’s Degree in a related field
required, with course work in early childhood education or child development preferred,
as well as state-required certification.
Classification Level: M-2
FLSA Status: Exempt if meets salary minimum and duties tests
Daycare Teacher: Instructs children in activities designed to promote social, physical, and
intellectual growth needed for primary school. Qualifications include experience as a day-
care worker, college course work in early childhood education or child development, and
state-required certification.
Classification Level: M-1
FLSA Status: Exempt if meets salary minimum and duties tests
Day-Care Worker: Organizes and leads activities for children and provides other
assistance in the implementation of day care programming.
Classification Level: S-2
FLSA Status: Non-exempt
Archdiocese of Indianapolis 25
Bus Driver Series
General Description:
Description of Levels:
Bus Driver: Drives parish bus to transport parishioners or students to and from parish or
school and for field trips, athletic events, or other activities. Requires state certification.
Classification Level: S-4
FLSA Status: Non-Exempt
Archdiocese of Indianapolis 26
Position
S-1
S-2
S-3
S-4
S-5
S-6
Bookkeeper
Bookkeeper I
Bookkeeper II
Maintenance
Seasonal/Student
Maint. Helper/Custodian
Maintenance Worker
Maintenance Supervisor I
Maintenance Supervisor II
Receptionist
Seasonal/Student
Recpt/Office Helper I
Recpt./Office Helper II
Religious Education
Level Coordinator
Secretary
Secretary I
Secretary II/ Office Manager
Youth Ministry
Youth Ministry Manager
Teacher Assistant
Teacher Assistant
Library/Media Center
Media Coordinator
Cafeteria
Cafeteria Worker
Cafeteria Supervisor/ Cook
Day-Care/ Extended Care
Day-Care Worker
Bus Driver
Bus Driver
Assignment of Job Classifications
SUPPORT STAFF – (NON-EXEMPT) JOB SERIES
MINISTRY STAFF – (EXEMPT) JOB SERIES
EDUCATOR/ADMINISTRATOR – (EXEMPT) JOB SERIES
Position
E-1
E-2
E-3
E-4
E-5
Educator/ Administrator
School Teacher I
School Teacher II
Assistant Principal
Principal
President
Position M-1 M-2 M-3 M-4
Business Manager Business Manager 1 Business Manager II Business Manager III
Maintenance Maintenance Supervisor II
Music Ministry Coordinator, Music Ministries Director, Music Ministries I Director, Music Ministries II
Pastoral Associate Pastoral Minister Pastoral Associate I Pastoral Associate II
Religious Educator ARE CRE DRE
Youth Ministry Administrator, Youth Ministry Coordinator, Youth Ministry Director, Youth Ministry
Library/Media Center Media Coordinator Media Spec/Coordinator Media Spec.
Cafeteria Cafeteria Manager
Day-Care/Extended Care Day-Care Teacher Day-Care Director/ Coordinator
Archdiocese of Indianapolis 27
Part III: Pay Ranges
System Maintenance Employee pay rates are set and adjusted at several key points. Each presents an opportunity to move the
parish’s overall structure of pay rates into a more equitable alignment. Without proper oversight
individual pay decisions can create inequities within the pay system. Centralizing responsibility for pay
decisions in the parish (with the pastor or business manager, for example) is the key to using each pay
decision as an opportunity to increase pay equity.
General Principles of Compensation Centralization does not mean that the immediate supervisor loses all input. Supervisors who have
knowledge of the going rates for people being hired should be encouraged to make pay recommendations.
But the central pay system authority, the person who knows how much others in the organization are being
paid, should make pay decisions in order to hire and retain good people without creating demoralizing
inequities. Key decision points regarding pay include:
Initial Hire Rate. The initial hire rate should be based on three factors:
1. external equity (comparison with similar jobs in other organizations);
2. internal equity (comparison with similar jobs in your organization)
3. the funds available for the position.
Annual Adjustments. The pay increases provided to most or all employees, usually annually, offer the
highest impact opportunity to make gradual adjustments to employee pay rates for the purpose of
correcting, over time, any pay inequities that might exist. The archdiocese publishes a recommended
percentage for annual adjustments with the budgetary guidelines. This percentage reflects the annual
change in salaries for local not-for-profit organizations. Annual adjustments should include the following:
1. Provide equity adjustments to address major discrepancies. The central pay system authority
should systematically review employee range placements for all employees with a certain number
of years of service (e.g., 5-7 years). After considering overall performance and range placement,
salary adjustments should be made (perhaps over several years) for employees who, when
compared to others with similar work records, are placed too low in the range. This approach can
help the organization maintain non-discriminatory salary practices, where patterns might suggest
that women or minorities are paid less than white males with similar work records in the same pay
ranges.
2. Provide a lower increase or no increase if work performance is unsatisfactory. Generally, the
parish should not automatically increase all pay rates each year. It should allow for the possibility
that a lesser increase or no increase will be given if work performance is poor. The rationale for
giving a lower than normal pay increase should be documented.
Movement to a Higher Pay Range. Such movement occurs when employees are promoted or
reclassified. Guidelines established in advance will be helpful. Some organizations do not provide an
increase at the time of reclassification, figuring that movement into the higher pay range will lead to higher
increases at the time of the next regular adjustment and thereafter. Others grant a 2-5 percent increase.
Most guarantee upward movement at least to the minimum of the new pay range.
Transfers. Employees transferred to another position in the same pay range generally do not receive a
salary adjustment.
Archdiocese of Indianapolis 28
Movement to a Lower Pay Range. An employee whose position is reevaluated downward, or who is
transferred by the parish to a position in a lower pay range, often continues at the same pay rate or
experiences a decrease to the maximum of the new range. Employees who voluntarily move to a lower
position often receive a lower rate in the new range at the same range percentile as their current rate.
Adjustments to Pay Ranges. Pay ranges generally begin to lag behind the job market within a year or
two. For this reason, organizations regularly update their pay ranges. Revised pay ranges will be
developed by the archdiocese each year.
Placement in Pay Ranges
Placement within the salary range is generally based upon employee qualifications and job
requirements, including the following factors:
• Education (beyond the minimum level in the employee’s pay classification)
• Experience (both paid and volunteer)
• Professional Certification
• Additional Duties
• Parish Size
• Parish Setting (local, rural, urban)
• Number of paid or volunteer staff supervised
Archdiocese of Indianapolis 29
Pay Ranges
Pay ranges for ministry positions and support positions in parishes and schools are updated
annually by the Office of Human Resources. These ranges are useful guidelines to use when
determining staff compensation but are not mandatory. For copies of current ranges, please
contact the Office of Human Resources at (317) 236-1594, (800) 382-9836, ext. 1594 or
2021 Recommended Pay Ranges
Educator/Administrator (Exempt) Job Series*
Annual Salary E-1 E-2 E-3 E-4
Minimum $29,441 $33,856 $40,628 $56,626
Midpoint $42,060 $48,369 $58,041 $80,895
Maximum $54,678 $62,880 $75,454 $103,099
*For schools in the Indianapolis Deaneries, please contact the Office of Catholic Schools for the principal salary formula.
Ministry Staff (Exempt) Job Series
Annual Salary M-1 M-2 M-3 M-4
Minimum $35,745 $39,318 $40,825 $47,576
Midpoint $44,680 $49,148 $54,063 $59,469
Maximum $53,616 $58,979 $64,876 $71,363
Support Staff (Non-Exempt) Job Series
Hourly Rates S-1 S-2 S-3 S-4 S-5 S-6
Minimum $8.57 $9.13 $9.86 $12.32 $14.78 $16.99
Midpoint $9.32 $10.05 $12.32 $15.41 $17.97 $21.28
Maximum $10.05 $11.56 $14.78 $18.49 $22.16 $25.54
Archdiocese of Indianapolis 30
Sample Positions
The following list of positions is for your reference. Please
note that FLSA status depends on the job duties, not on the
title, so the job description must be used to determine the
exempt or non-exempt status of a position.
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Academic Support IF Teacher in classroom,
is Teacher
No IF Teacher in
classroom
If provides instruction as primary duty in an
"educational establishment", is a teacher.
Yes, if exempt
Yes, if exempt
Salary
Accompanist
Professional--creative
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
No
No
Hourly
Accountant
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Accounting Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Accounting Clerk None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Accounts Payable None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Administrative Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Administrative Coordinator None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Administrator of Religious
Education
Ministerial Exemption
No
Does not apply if duties are clerical or routine
Yes, if exempt
Yes, if exempt
Salary
Administrator*
Depends on work
performed
Depends on work
performed
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Administrator--clerical duties None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Administrator--head of dept. or
agency
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Adult Faith Formation Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Advocate
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
After Care Manager
Supervisor? Must
perform non-manual
work as primary duty.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
After Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Archives Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Assistant Chef None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Assistant Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption Category (if any)
Must meet minimum salary to be exempt?
Notes
Overtime Exempt?
Minimum Wage Exempt?
May be paid by salary if exempt?
Assistant Director
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Assistant Principal
Educational Administrator
Paid at least as much as a starting teacher at the same school
Exempt if meets minimum salary and duties test. If does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Assistant Superintendent
Educational Administrator
Paid at least as much as a starting teacher at the same school
Exempt if meets minimum salary and duties test. If does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Associate Archivist
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Associate Director
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Associate Pastor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Athletic Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Athletic Director
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Auditor
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Bookkeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Bookstore worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Broadcast Engineer
Professional--creative
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Bus Driver None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Business Manager
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be paid hourly.
Yes, if exempt
No
Yes, if exempt
Cafeteria Manager
Must perform non- manual work as primary duty.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose hours average to 2 full time workers). Must meet minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Cafeteria Supervisor
Must perform non-
manual work as primary
duty.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Cafeteria Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Campus Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Cantor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Case Manager
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Cashier None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Catechist Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Chancellor Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Chef None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Child Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt
College Advisor
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Computer Technician
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Consultant
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Controller
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Cook None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Coordinator of Religious Education
Ministerial Exemption
No
Yes, if exempt
Yes, if exempt
Salary
Coordinator*
Depends on work
performed
Depends on work
performed
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Counselor
Professional or
Educational
Administrator (Camp
Counselors follow camp
rules.)
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly. School ACADEMIC counselors are exempt
if paid as much as a first-year teacher in the same
school. Salary cannot be pro-rated for part-time status
Yes, if exempt
No
Yes, if exempt
Counter None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Custodian None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Day Care Manager
Supervisor? Must
perform non-manual
work as primary duty.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Day Care Teacher
None
Not applicable
Childcare worker providing supervision of children.
No
No
Hourly
Day Care Worker None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Deacon Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Dean of Students
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Decorator
Professional--creative
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Deputy Defender of the Bond
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Development Associate None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Director of agency or department
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Director of Music Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Director of Religious Education Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Director*
Depends on work
performed
Depends on work
performed
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Dishwasher None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Driver None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
EC Coach Teacher/Coach No Exempt under coach/teacher exemption Yes, if exempt Yes, if exempt Yes, if exempt
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Ecclesial Notary (Tribunal) Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Editor
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Executive Assistant
Administrative
Yes
Exempt if meets minimum salary and duties test. Very
specific differences between Exec. Asst. position and
Admin. Asst. positions.
Yes, if exempt
No
Yes, if exempt
Executive Director
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Facilitator
Depends on work
performed
Depends on work
performed
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Facilities Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
Yes, if exempt
Yes, if exempt
Field Representative
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Graphic Designer
Professional--creative
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Graphics Specialist
Professional--creative
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Groundskeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Groundskeeping Supervisor
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Guidance Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Gym Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Head Cook None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Head of School
Educational
Administrator
Paid at least as much
as a starting teacher
at the same school
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
House Parent None Not applicable Non-exempt under the FLSA No NO Hourly
Housekeeper None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Housekeeping Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Institutional Advancement
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Intern None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Interventionist
Professional
Yes
If Teacher, see Teacher. If not, see if professional
exemption applies.
Depends
Depends
Depends
IT Support
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Janitor None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Judge
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Judge Instructor Ministerial Exemption No Yes, if exempt Yes, if exempt Yes, if exempt
Kitchen Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Librarian
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Liturgical Ministry Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Maintenance Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Maintenance Supervisor
Must perform non-
manual work as primary
duty.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Maintenance Technician None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Master of Ceremonies Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Master Teacher
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Media Specialist
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Monitor
Depends on work
performed
Depends on work
performed
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Musician
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
Yes, if exempt
Yes, if exempt
Nun
Depends on work
performed
Depends on work
performed
Being a nun does not affect the FLSA status. The E/NE
status is assigned based on the job the nun is
performing.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Nurse
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Office Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Office Manager
Supervisor? If not, non-
exempt.
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Operations Manager
Administrative if non-
manual work is
performed as the
primary duty of the
position
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Organist
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Pastoral Associate Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Pastoral Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Pianist
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Playground Monitor
None
N/A
Childcare worker providing supervision of children.
No
No
Hourly
Pre-Kindergarten Teacher
Teacher* if degreed
professional in
accredited preschool
that is part of an
"educational
establishment" as
defined by the Dept. of
Labor
No
*Must be degreed professional in accredited
preschool that is part of an educational establishment
Yes, if exempt
Yes, if exempt
Yes, if exempt
Preschool Aide None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
President
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Priest Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Principal
Educational
Administrator
Paid at least as much
as a starting teacher
at the same school
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
Yes, if exempt
Salary
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Purchasing
Administrative
Yes
Does not apply if duties are strictly clerical or routine.
Must have decision making authority over matters of
significance.
Yes, if exempt
No
Yes, if exempt
Receptionist None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Religious Education Assistant Ministerial Exemption No Cannot be exempt if duties are clerical or routine Yes, if exempt Yes, if exempt Salary
Reporter Ministerial Exemption No Yes, if exempt Yes, if exempt Yes, if exempt
Resource
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Resource--Teacher
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Sacristan Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Secretary None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Security None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Seminarian Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Senior Accountant
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Sexton Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Shift Supervisor
May be exempt if
supervises work of
others
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Social Worker
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Specialist Depends on work
performed
Depends on work
performed
If Teacher, see Teacher. If not, see if professional
exemption applies.
Depends on work
performed
Depends on work
performed
Depends on work
performed
Staff Therapist
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Substitute Teacher
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Substitute Teacher - Licensed
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Summer Camp Worker
Special Rules apply.
Special Rules apply.
Special Rules apply.
Special Rules
apply.
Special Rules
apply.
Special Rules
apply.
Archdiocese of Indianapolis rev 3/11/21
POSITIONS CURRENTLY IN THE
ARCHDIOCESE OF INDIANAPOLIS
Possible Exemption
Category (if any)
Must meet minimum
salary to be exempt?
Notes
Overtime
Exempt?
Minimum Wage
Exempt?
May be paid by
salary if exempt?
Supervisor
May be exempt if
supervises work of
others (see notes at
right)
Yes
Must supervise at least 2 full-time equivalent staff
(e.g., 2 full time or more part time workers whose
hours average to 2 full time workers). Must meet
minimum salary requirement.
Yes, if exempt
No
Yes, if exempt
Teacher
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Teacher - Licensed
Teacher
No
Must meet DOL definitions of teacher in "educational
establishment."
Yes, if exempt
Yes, if exempt
Yes, if exempt
Teacher's Aide None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Teacher's Assistant None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Technology Support
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Translator
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Tuition Manager
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Typist None Not applicable Must be paid hourly and is eligible for overtime. No No Hourly
Vice President
Educational
Administrator
Paid at least as much
as a starting teacher
at the same school
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Vice Principal
Educational
Administrator
Paid at least as much
as a starting teacher
at the same school
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Web Designer
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Web Master
Professional
Yes
Exempt if meets minimum salary and duties test. If
does not meet minimum salary requirement, must be
paid hourly.
Yes, if exempt
No
Yes, if exempt
Youth Minister Ministerial Exemption No Yes, if exempt Yes, if exempt Salary
Youth Ministry Assistant Ministerial Exemption No Does not apply if duties are clerical or routine Yes, if exempt Yes, if exempt Salary