God calls musicians, pastors, sessions and congregations to a shared ministry based on mutual caring and respect.

The Guidelines and Code of Ethics of the Presbyterian Association of Musicians seek to help establish and develop such a shared ministry through professional employment relationships that nurture trust, fairness, compassion and good stewardship to the end that God is glorified and the mission of the church is enhanced.

It is within this context that these Guidelines and Code of Ethics are established.

All individuals are eligible for membership in the Presbyterian Association of Musicians. The Presbyterian Association of Musicians - it National Office, Executive Board and Chapters - does not discriminate on the basis of race, national origin, age, religious affiliation, gender, marital status, sexual orientation, disability or medical condition (including, but not limited to, Acquired Immune Deficiency Syndrome).

The Presbyterian Association of Musicians (PAM) relates to the Presbyterian Church (U.S.A.) through the office of Theology and Worship in the Congregational Ministries Division. PAM seeks to be of service to all the governing bodies as they provide for music leadership in the church. It is hoped that these employment guidelines will be helpful to committees as they provide for the ongoing support of musicians who serve the church and as they seek to fill vacancies on their staffs. PAM recognizes that many factors (e.g., the size of the church, the dimensions of the projected music program, the training and talent of the musician, etc.) will require adaptation of these guidelines.

As additional assistance for determining salary within the scale, the following categories of service are given:

A. Functional Church Musician

A position requiring basic skills in playing hymns and congregational service music, voluntaries, and in choir accompanying;
and/or a position requiring basic skills in choir training, and in the selection of appropriate music.

B. Vocational Church Musician

A position requiring the basic skills listed in A above, plus:

leadership qualities in the area of recruitment, program coordination, and administration;
participation in pastor/musician (or staff) meetings and worship-related committees of the church;
a demonstrated knowledge of the theology and practice of worship.

C: Pastoral Church Musician

A position requiring all under A and B above, plus:

a creative contribution to the total church program through the generation of ideas;
pastoral concern for all persons (and their family members) who provide musical leadership in the church's music program;
professional leadership in developing the fullest and best use of congregational music (hymnody, psalmody, etc.) through the Christian education program as well as the public worship of the church.

1. Call as musicians (Minister of Music, Director of Music, Organist, Choir Director or other title) persons of abilities and training adequate for the position, of Christian commitment and character, with an understanding of and agreement with the theology and polity of the Presbyterian Church (U.S.A.), with a sensitivity and concern for individuals and the church, and with strength of leadership to carry out the program as the pastor and/or session may direct.

2. Formally announce a music staff position vacancy before accepting applications for such a position. This is in accordance with the Presbyterian Association of Musicians Code of Ethics.

3. Pay an annual salary with benefits commensurate with that of other professionals of comparable educational background and experience in the community. The terms of employment should appear in a contract or employment agreement (see Sample Employment Agreement). The church musician's salary should reflect the value of musical and leadership skills, training and experience, and length of service.

4. Include for the musician a pension and life insurance program, health insurance, parental leave, vacation with full salary for at least one month per year, moving expenses, Social Security, and car allowance.

5. Include for the musician a minimum of one week per year for continuing education with all expenses paid.

6. Clearly define all terms of employment on the employment agreement (see Sample Employment Agreement).

7. Place responsibility on the musician for leadership for the choirs, the purchase of all necessary music supplies, and employment of instrumentalists and vocal leaders.

8. Provide in its annual budget for musical expenses, including:
    instrument maintenance
    section leader/soloist salaries (where appropriate)
    substitutes for section leader/soloist vacations and illness
    purchase of music
    vestments purchasing and cleaning
    musician's substitute for vacation, illness, and continuing education
    expenses of special musical programs, guest artists and lecturers (if not under a separate budget)
    mailing and office expenses (if not under Support Services or Office Supplies budget)
    books, recordings, music periodicals (if not under Continuing Education)
    musician's membership in professional organizations such as:
           American Choral Directors Association
           American Guild of English Handbell Ringers
           American Guild of Organists
           Choristers Guild
           Presbyterian Association of Musicians

9. Place responsibility on the musician for securing volunteer personnel needed for various duties such as telephoning, care of vestments, and recruitment.

10. Give the musician sufficient secretarial help, office equipment, and other items needed in the development of a music program.

11. Seek regular communication and collegiality among the church staff members. Regular staff conferences, called by the pastor, should promote understanding and basic agreement on mutual goals of ministry, duties, programs, and problems. In accordance with the Directory for Worship (W-1.4005) the pastor will confer with the music director or other musical leader to ensure coordination. The session should see that these conferences take place appropriately and on a regular basis. An annual performance review is strongly recommended.

12. Work out a yearly calendar specifying all services for that year, the anticipated choral and musical needs, and their exact dates and hours.

13. Encourage the musician to teach privately, not only to increase the supply of musical people available in the church, but also as a community service. The teaching of piano, organ, and voice strengthens a church program. The musician should be permitted to charge a fee for this work.

14. Establish and publish policies and procedures for weddings and funerals which list minimum fees, where appropriate. These guidelines should be developed by the church's Worship and Music Committee in consultation with the staff musicians, and approved by the session.

The recommended fees are:

Wedding Service $75-$150 (includes consultation with the bride and groom to select appropriate music)

If the organist is requested at the wedding rehearsal, an additional fee is recommended.

The organist should be paid an additional fee for extra rehearsals with a vocalist or instrumentalist.

Many churches include payment for playing funeral services in the regular salary of a full-time musician. Appropriate compensation should be offered to all musicians, especially part-time musicians.

In the following table, suggested salary ranges are entry level and the scale allows for an infinite number of combinations relating musical expertise to job requirements.

The circumstances of the potential employee (e.g., the employment of his or her spouse) should not influence the salary scale. Nor should compensation be determined by the musician's gender. Participation in the Presbyterian Board of Pensions major medical/pension plan or a comparable program should be offered to all employees regardless of marital status.

Due consideration must be given to more than the visible hours per week in which the church musician is engaged (e.g., worship services, choir rehearsals). The musician's behind-the-scenes hours need to include such matters as: selecting, purchasing, studying, and practicing music; reading relevant periodicals and books; telephoning and letter writing for recruitment; preparing copy for the church bulletin and newsletter, etc.

A formula provided by the American Guild or Organists estimates the minimum amount of time required for a musician's work. For an organist or director, multiply the number of "visible" hours by 2.5 - 3. For organist/directors, the visible time should be multiplied by 4 - 4.5. Thus, an organist/director working 4 visible hours per week would actually be investing a minimum of 16-18 hours per week in this position.

for members of the Presbyterian Association of Musicians

1. All individuals shall be eligible for membership and participation in the Presbyterian Association of Musicians.

The Presbyterian Association of Musicians - its Headquarters, Executive Board, and Chapters - shall not discriminate on the basis of race, national origin, age, religious affiliation, gender, marital status, sexual orientation, disability or medical condition (including, but not limited to, Acquired Immune Deficiency Syndrome).

All members of PAM are entitled to enjoy the privileges and are expected to accept the responsibilities of membership. Members shall be considered equally for PAM offices and participation in PAM activities. Members shall abide by the Code of Ethics, the Guidelines for the Employment of Church Musicians in Presbyterian Churches, the Constitution of PAM and the bylaws of their local chapters.

In PAM's Referral Service, referrals for prospective employment shall be based solely upon professional competence and availability.

PAM shall consider members' physical disabilities when choosing sites for its activities, and PAM shall endeavor to make printed materials accessible to members with visual disabilities.

2. PAM members shall strive to promote good working relationships within this organization and within their employing institutions.

PAM members shall observe both the spirit and the letter of the Code of Ethics in their dealings with PAM, with individual members, with musicians under their supervision, and in their relationships with employing institutions.

Members shall address differences of opinion within this organization (PAM) through appropriate channels, including its Executive Board. Members shall address differences of opinion with employing institutions (local church) through appropriate channels, including its Personnel Committee, as provided by their individual employment agreements.

3. PAM members shall respect the employment of colleagues.

PAM members shall not apply for a position, appear to be soliciting a position, engage in discussion about possible employment or attempt to place a student or colleague in a position until the incumbent shall have resigned or been notified of termination by the institution. It is the responsibility of the member to determine whether the incumbent has been notified. Furthermore, members shall not undermine or attempt to dislocate an incumbent.

A PAM member may accept a performing engagement only when such an engagement has been approved by the incumbent musician. It is the responsibility of the member to determine whether approval has been granted.

In cases where such a performing engagement for a wedding, funeral, or other occasional service has been requested by a third party, it is appropriate for the third party to offer the incumbent the customary fee as a professional courtesy.

4. PAM members shall respect the legal rights of others.

PAM members shall respect the property rights of composers, authors, and publishers by being aware of and complying with the copyright laws and attendant procedures regarding performance, reproduction, and performing rights.

PAM members shall respect the employment rights of others by being aware of and complying with all laws and procedures pertaining to immigration and work permits.

For information about membership in the Presbyterian Association of Musicians, write to the PAM National Office, 100 Witherspoon Street, Louisville KY 40202-1396. PAM publishes periodicals and resource lists. sponsors conferences, and provides professional recognition through a certification program recognized by the Presbyterian Church (U.S.A.).  Contact the PAM National Office.

A Job Listing Service is offered by PAM on this website.  Click here for more information. 

Other employment and ethics Guidelines related to the work and compensation of the church musician, prepared by chapters of the American Guild of Organists in various regions of the country, may be procured from the American Guild of Organists, 475 Riverside Drive, Suite 1260, New York NY 10115.