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When developing a continuing education plan, begin with an analysis of your strengths and weaknesses. While it is important to be an expert at some aspect of ministry (and this area must be cultivated), it is also important to evaluate weaknesses and develop a plan to improve these areas. Decide in which areas you feel confident and in which you would like to become stronger, and then formulate a plan. Continuing education usually falls into one of the following areas: gaining deeper knowledge, developing new skills, or experiencing spiritual renewal. Since few of us will have the time in one year to significantly improve a serious weakness, the plan should span several years. By designing a multi-year plan, we know that we will have time and resources to experience long-term benefits. Many people do nothing because they can only do a little; however, small efforts can eventually produce great results. Next, produce a time line that considers both your continuing education budget and the cycle of your work within the congregation. Attempt to be away from the church during down times. Finally, meet with the personnel committee to seek their assistance in implementing your plan.

Continuing education options are numerous. The following list provides proven options:

Attending Conferences – These may include conferences sponsored by denominational groups, seminaries, universities, or professional organizations. Conferences may be subject specific or may have a wide range of course offerings. Conferences may last for a day or for several days.

Participating in a Professional Group – An opportunity to perform in a professional ensemble can provide an on-going education in choral/instrumental techniques and rehearsal procedure as well as help to keep you musically fit. Some denominations have groups that are comprised of music ministers.

Reading Books and Journals – Reading books and journals can help you gain new knowledge and develop skills. Select a particular number of books that you will read each year and subscribe to several professional journals.

Working with a Mentor or Private Consultant/Teacher –Working with a mentor or private consultant can be an excellent way to develop professionally. A mentor can be an experienced minister in another local congregation, a local professional musician, or a college professor. A local minister might assist you in developing administrative or ministry skills, or you may choose to study voice or conducting with a private teacher. You could enlist a consultant from another city to evaluate your church's music ministry and offer suggestions for improvement.

Meeting with Other Ministers – Ministers should meet regularly with other ministers to share ideas and gain support. These groups can be either denominational or ecumenical.

Watching Videos and Listening to Recordings – This can be one of the least expensive ways to enhance your ministry/music skills. In order to process the information with someone, consider watching or listening with a ministry friend. Videos and recordings are easily accessible by browsing music publisher web sites.

Spiritual Retreats – Ministers should take periodic spiritual retreats. Discover retreat centers in your area. Look outside your denomination and be creative about finding places for spiritual retreats. Since most opportunities for spiritual retreats will be shortterm (perhaps only a day) look for places that are close and affordable.

Taking a Class – A structured class can often be the best way to gain new skills. Classes are available through local community colleges, universities, or seminaries. Also, many classes and seminars are offered through the Internet.

Sabbaticals and Study Leaves – Increasingly, churches provide sabbaticals and study leaves for ministers. Sabbaticals provide excellent opportunities for learning and renewal, and may include a variety of the ideas mentioned above.

Minister of Music Exchange – Swapping ministry settings with another minister of music for a period of time can be an excellent way to learn from a different setting and to be renewed in a different location.

Self-Directed Study – You may choose to study an issue on your own. Utilize a local library, the Internet, books, and videos to accomplish your study.

Conclusion

When developing a plan for continuing education, be sure that you have a balance of activities. You should include both "how to" events and activities that cause you to think and ask better questions. Avoid choosing conferences that only provide help to survive another year. When money is severely limited, consider your choices carefully. Rather than spending money on a reading session, perhaps ministers of music from your area can rotate attending music reading sessions and sharing their findings with the others. While one minister of music has spent his/her money on a reading session, the others can spend their money on other activities.

Most importantly, don't neglect continuing education. While the short-term toll may seem minimal, long-term failure to continue your education will result in a lack of effective ministry and contribute to burn out.

Ompensation

Determining fair compensation for ministers is a complex and sometimes misunderstood process. Finding the balance between doing God's will and providing for self, family, and future can be challenging. Often the issues are even more complex for part-time or bi-vocational ministers since some congregants may fail to understand why they should be compensated. I recently had this discussion with someone in my church who asked, "Why is it that we pay the minister of music, the pianist, and the organist (all of whom are part time) when we don't pay Sunday school teachers and others who also invest lots of time in the work of the church?" The question is certainly a good one that deserves careful thought. I explained to this inquiring church member that one of the reasons part-time musicians are typically paid is that congregations have high expectations for musicians, and they must pay them for their years of preparation and skills. Attaining these skills is expensive and involves great personal sacrifice. Also, few people are aware of the weekly preparation that is required of effective church musicians. Additionally, supply and demand also plays a role since many ministry positions are available, and there are few qualified people to fill them. Determining a fair salary for ministers of music is difficult, and ideally churches should simply pay the best that they can afford. The following information should inform this discussion. Preparation/Education – Ministers with significant education should be compensated accordingly. In one church where I worked as a part-time minister of music, the church developed a pay scale for ministers that considered educational background. This scale classified ministers according to (1) student or no degree, (2) bachelor's degree, (3) master's degree, (4) doctor's degree. Each classification was factored in differently when salaries were decided. Not only does a plan such as this show that the church values preparation, but it also encourages ministers to upgrade their training and skills. However, having advanced training does not assure good music ministry skills.

Experience – Much like education, experience also is an important factor in determining salary. As ministers gain more experience, they are able to accomplish tasks with greater efficiency, and they bring more depth to processes such as worship planning, organizing, and musical interpretation. Churches may opt to compensate for various levels of experience according to a scale such as the following: (1) 0-5 years experience, (2) 5-10 years of experience, (3) 1015 years of experience, and so forth. Plans such as these can make salaries more fair and equitable.

Community Issues – The community also plays a major role in determining salary. What is the overall cost of living in this community? How expensive is housing? What is the cost of transportation? How much commute is involved? What are the costs of property taxes? What are the salaries of other comparable professionals in this community? To determine a fair salary for the music minister, some churches use salaries of music teachers in local schools or in universities to establish a base; however, most teachers are paid on 9 -10 month contracts whereas music ministers work on a 12-month contract. Therefore, if a teacher makes $36,000 for a 9-month contract, a minister of music could reasonably make $45,000 in the same community. Comparable education and experience should also be factored in. While this method is not a rule for music minister salaries, it can be a point for beginning salary discussions. Another option is to compare salaries of comparable ministers in your area. Reasonably, a half-time minister of music should be paid half of a full-time salary for a church of comparable size and expectation.

Church Size – While church size is not a sole determiner of salary, it does play a role, for larger churches are able to pay more, usually have greater expectations, and require more responsibility. When comparing salaries of other churches, church size should be considered.

Expectations – What does the church expect the minister to do? Expectations may vary widely from church to church. Will this minister be expected to be in charge of multiple ministries? Will he/she supervise a large staff? Does the church have multiple services each week? Is each of the services different? Does the church expect the minister of music to maintain relationships with other professional musicians on a local, state, or national level? How high profile is the position? These are all questions that affect salary! Also, churches differ in their expectations regarding education and musical style. For example, a church made up of professionals will generally require a person with comparable educational background and one who is comfortable in this community.

Benefits

Benefits should be considered as a separate category from salary because they are not salary! However, benefits do make salary packages more or less attractive.

Insurance – Will the job include insurance benefits? If so, will it include medical? Dental? Optometric? What deductibles, co-pays, or other out-of-pocket expenses are included? Is there a portion that the minister must pay? Insurance should always be listed in the benefits category, for it is a non-taxable expense and should never be included with salary.