Many church leaders assume that compensation is primarily determined by the local job market—meaning a pastor in Orlando or Atlanta is paid a certain amount simply because of where they live. While geography does matter, location only explains a small portion (about 5–10%) of church compensation.
Through years of research, ChurchSalary has identified a “Cornerstone Model” that explains how four key metrics work together to shape every church’s staffing structure and pay levels.
Why Budget Matters More Than Attendance
For decades, attendance was seen as the primary way to compare churches. But attendance alone doesn’t determine financial capacity.
Two churches may each have 400 attendees — but one could operate with a $600,000 budget while the other has $1.4 million. Giving habits, affluence, and generosity vary widely between congregations.
Because of this, a church’s total operating budget is the strongest predictor of staff pay and staffing levels.
As budgets grow, churches typically:
Add more staff to meet ministry needs
Spread new income across additional roles
Allocate rising costs across a larger team
The Cornerstone Model: Four Metrics That Shape Every Church
Every church’s staffing structure is formed by the relationship between four key numbers:
Attendance — how many people the church serves
Total Operating Budget — the church’s financial capacity
Payroll Budget — the portion of the budget dedicated to staff
Staff Size (FTE) — the number of full-time-equivalent employees
Per Person Budget
What it is: Total Budget ÷ Attendance
This reflects the giving capacity of the congregation. Higher giving per person gives a church more flexibility. Larger churches typically have more children and non-giving attendees, which lowers the Per Person Budget and limits staffing capacity.
Payroll Percentage
What it is: The percentage of the budget allocated to staff (national average: ~54%)
Raising the payroll percentage:
Allows for more staff
Supports higher wages
Leaves fewer dollars for ministry, missions, and facilities
Average Employment Cost
What it is: The average cost (salary + benefits) per full-time employee
If a church chooses:
Higher salaries or richer benefits → fewer overall staff
More part-time roles or leaner benefit packages → more total staff
Staffing Ratio
What it is: Attendance ÷ Staff FTE
Many leaders reference a “standard” 75:1 staffing ratio, but the data shows this is not realistic.
Your staffing ratio is directly shaped by your Per Person Budget. Churches with more financial capacity employ more staff relative to their attendance.
The Staffing Curve: How Churches Naturally Grow
When these decisions work together, a predictable pattern emerges — the Staffing Curve.
Churches with higher Per Person Budgets tend to hire more staff, lowering their staffing ratio (e.g., 40:1)
Churches with lower Per Person Budgets rely more on volunteers, raising their staffing ratio (e.g., 100:1)
Over time, the ratio naturally decreases as staffing grows—until it hits a practical limit around 20:1, where teams begin operating more like small groups than traditional staff structures.
Finding Your Church’s “Shape”
Every church has a unique staffing “shape,” determined by real financial and operational constraints. Understanding this helps leaders set realistic expectations and make wise decisions.
You cannot have:
A low budget
High wages
And a large staff
Why This Matters for Ministry
The Cornerstone Model isn’t about limiting ministry—it’s about helping churches:
Set fair expectations
Make informed hiring decisions
Pay staff consistently and equitably
Steward their resources wisely
Strengthen long-term stability