The Synod’s policy of full financial disclosure provides for making available to members of the Synod (congregations, pastors, teachers, and others on the roster), on written request, the salary grid scales of all synodical and district officials, staff and faculty members of CUS, and International Center staff.
The reported salaries are as of the date of publication. Officers and staff are responsible for providing their own housing from their salaries. In addition to salaries, the Synod pays 100 percent of the Concordia Plan Services for the employee, 75 percent of the contribution for dependents, and provides a housing differential equal to 5 percent of salary for lay employees in class SM-9. In the case of the President of Synod, he is provided the use of a car.
The maximum of the salary range for the four elected officers of the Synod and other executives in administration, higher education, and mission, plus chief executives at Lutheran Church Extension Fund, The Lutheran Church—Missouri Synod Foundation, Concordia Historical Institute, and Concordia Publishing House equals 152 percent of the average salaries of the 150 highest-paid parish pastors and 150 highest-paid executives of agencies and institutions of the Synod participating in the Concordia Retirement Plan.
Policy provides for the salary of a newly elected president and other elected officials to begin at a level commensurate with past experience and equitable with other executive positions. Annual merit increases are granted at a percent that is representative of the salary increase trends experienced nationally, locally, and within the Synod. Salaries for International Center staff were adjusted an average of 4.5 percent effective July 2006.
The Boards of Directors of Synod and Concordia Publishing House and the Boards of the Lutheran Church Extension Fund and The Lutheran Church—Missouri Synod Foundation maintain salary administration policies that assure equitable and uniform treatment for all comparable positions at their respective office locations. Salary ranges approved for the various categories of positions afford opportunity for the recognition of quality of work and level of performance and take into account the wage and salary practices of the local public and private employment, as well as those of the congregations, districts, and related agencies of the Synod and volunteer and professional organizations. The policies that provide for annual performance evaluations were developed with assistance from personnel consultants and are similar to those used by many public and private organizations.
The objectives of the salary administration policies for non-elective positions are to attract competent employees; retain qualified and seasoned employees; provide suitable incentive for performance and personal development; and, at the same time, practice the highest type of stewardship with the synodical dollar and with the human resources available for the work.
A total of 266 full-time employees and 34 part-time employees serve the LCMS. These employees represent program boards, commissions, synodical officers, and general administrative staff that provide shared services to LCEF, Concordia Plan Services, and the Foundation, i.e., accounting, human resources, building services, information technology. Of the 300 employees, 37 are ordained clergy.
In addition, the Board for Mission Services has 79 missionaries serving throughout the world. There are 31 ordained clergymen serving as
Concordia Plan Services (CPS) employs a total of 82 employees in administering the Concordia Health Plan, the Concordia Disability and Survivor Plan, the Concordia Retirement Plan, and the Pension Plan for Pastors and Teachers. No ordained clergy are employed by the CPS.
The LCMS Foundation, which is responsible for investment management services for legacies, bequests, devises, endowments, annuity gifts, and other trust funds of the Synod and its agencies, as well as the development efforts for the various agencies of the Synod, employs 92 employees. There are six ordained clergyman serving as Foundation employees.
The Lutheran Church Extension Fund, which provides financial resources and related services for ministry, witness, and outreach of The Lutheran Church—Missouri Synod, employs 114 employees, of which one is ordained and one is commissioned.
The synodical Board of Directors are currently overseeing efforts to limit the requirement for ordained clergy in positions at the International Center in order that more pastors are available for service in parish ministry.
Cash Salaries at Point of Publication
Actual or Average
First Vice President: $129,160
Vice President/Treasurer: $147,263
Chief Administrative Officer: $129,160
Low High Actual or Average
of major legal
Synod, CPH, CHI,
Fund, Foundation): $84,363 $158,401 $133,864
Executive directors of Corporate
Synod, WBP, other boards, commissions
and departments (including LCEF
and LCMS Foundation) and
CPH VP and other officers: $92,439 $138,140 $122,350
Other managerial, technical
and supervisory staff of Corporate
Synod, WBP, other boards, commissions,
and departments (including LCEF
and LCMS Foundation): $34,729 $104,401 $59,441
More detailed information including salary grid scales of all synodical and district officials, staff, and faculty members is available to congregations, pastors and rostered teachers by written request to Barbara Ryan, Executive Director of Human Resources, The Lutheran Church—Missouri Synod, 1333 S. Kirkwood Road, St. Louis, MO 63122-7295.
Posted Sept. 1, 2006