R1: On Clergy Compensation

Resolved, that the minimum standard of full-time pension-based compensation (cash salary, utilities, housing, and Social Security tax reimbursement) for clergy serving congregations in the Diocese of Ohio during 2019 be established as follows:

• At least $49,960 for assisting clergy
• At least $60,480 for clergy in charge of congregations with an annual Normal Operating Income (NOI) of no more than $186,000
• At least $60,480+10% of NOI greater than $186,000 up to $372,000 for clergy in charge of congregations with an annual NOI greater than $186,000.
• At least $79,080 for clergy in charge of congregations with NOI greater than $372,000; and be it further

Resolved, that each congregation prayerfully consider adjusting the current compensation level of their clergy to account for the increase in the cost of living and the clergy person’s years of experience; and be it further
Resolved, that each employer of clergy in the Diocese of Ohio be encouraged to:

• Offer additional benefits either fully funded, or on a pre-tax salary reduction basis (e.g., dental insurance, reimbursement for routine dental care, annual medical examination, child-care allowance, etc.);
• Provide for sabbatical and parental leave; and be it further

Resolved, that each employer of such clergy in the Diocese of Ohio shall pay a minimum of 97.5% of the health insurance premium of the least expensive plan provided as an option by the Diocese for those clergy being paid less than $60,480 (or the pro-rated part-time equivalent) and their eligible dependents or 95% of the health insurance premium of the least expensive plan provided as an option by the Diocese for the clergy being paid $60,480 (or the pro-rated part-time equivalent) or more, and their eligible dependents. If an clergy chooses a health insurance plan that is more expensive, the additional premium is his or her responsibility, unless the Vestry, Diocese or other participating Episcopal institution agrees to pay the additional premium for such coverage. The employer may choose to pay 100% of its clergy’s health care plan; and be it further
Resolved, that in addition to the above minimum standards, each employer of such clergy in the Diocese of Ohio shall:

• Make pension assessment payments as the Church Pension Fund shall determine [Note: The Church Pension Assessment is based on the following elements: Base salary; Social Security tax reimbursements; Cash housing allowance and utilities; Employer contributions to 403(b) or deferred compensation plan; Value of church-provided housing; Pre-tax contribution to Health Savings Account (HSA) – clergy contribution up to IRS limits; and Other cash allowances (i.e., automobile, cell phone)];
• Provide appropriate reimbursement for expenses incurred in the course of fulfilling the responsibilities of the position, including the actual cost of the use of a personal automobile;
• Allow no fewer than four weeks of paid vacation annually;
• Allow no fewer than eight weeks of paid parental leave for the birth or adoption of a child for a member of the clergy, and follow the maternity leave benefits provided by Church Pension Group for members of the clergy (i.e., 12 weeks).
• Allow annual professional education/development leave of no fewer than two weeks, with a minimum allowance of $800; and be it further

Resolved, that the provisions of this resolution be applied on a pro-rata basis to the minimum compensation and benefits related to positions that are less than full-time and more than one-quarter time; and be it further

Resolved, that every letter of agreement shall be revisited by the Vestry and the Rector with the clergy member at least once every two years. For parishes in which this has not happened in the last two years it should be done promptly and by December 31, 2018; and be it further

Resolved, that every letter agreement shall be submitted to the Bishop’s Office in compliance with General Canon Title III.9.3 along with the most current version of the Compensation Worksheet provided by the Commission on Ministry (COM) andbe it further

Resolved, that (a) whenever clergy letters of agreement are amended, they should be submitted to the Bishop’s Office in compliance with General Canon Title III.9.3; along with (b) the Compensation Worksheet provided by the Commission on Ministry to each parish; and be it finally

Resolved, Without regard to whether a letter of agreement has been amended, the Compensation Worksheet should be submitted by the parish for each clergy person to the Bishop’s Office every two years, thereafter on or before May 1 in the odd years, for that current year’s compensation.

Resolved,that those congregations/missions areas that are served by the ministry of a vocational deacon, would consider reimbursement for mileage and/or the costs associated with participation in ministries done on behalf of the congregations/mission areas, and that those congregations/mission areas that have long standing relationships with vocational deacons consider contributing to the annual continuing education costs of said deacon.

Rationale: The recommended levels of compensation represent a 2.4% Cost of Living Adjustment based on the change in the Midwest Region CPI-U for the year ending in July 2018.

Assisting Clergy

¼ Time - $12,490
½ Time - $24,980
¾ Time - $37,470
Full - $49,960

Clergy in Charge

¼ Time - $15,120
½ Time -$30,240
¾ Time - $45,360
Full - $60,480

Rationale: The reference to the maternity leave benefit provided by the Church Pension Group follows Resolution 2015-D030 of the General Convention to educate parishes thatclergy who give birth are eligible for the 12-week short-term disability benefit.

Rationale: The work of the vocational deacon is to call all the baptized out into the world; this is by tradition, in this diocese, a non-stipendiary call. This diocese has relatively few vocational deacons and; therefore, they frequently are asked to travel long distances to serve those congregations/mission areas in need of a deacon.

Submitted by The Commission on Ministry

R2: Resolution in Support of Increased Young Adult Outreach and Involvement

Whereas, the 202nd Convention of the Diocese of Ohio should continue to implement procedures to recruit and include young adults (ages 18 to 30) in church affairs,

Now, Therefore, Be it Resolved, that an intergenerational Young Adult Outreach Task Force be established whose number and membership is to be determined by the Bishop to (1) study the success of parishes with high young adult engagement; and (2) propose diocesan-wide recommendations for further outreach and engagement to the 203rdDiocesan Convention (2019), and be it further

Resolved, that the Convention encourages the Committee on Nominations to actively recruit young adults to participate in the governance of the Diocese, including identification of candidates for Deputies and Alternate Deputies to General Convention, and be it further

Resolved, that this Convention continue to provide financial support for attendance at General Convention (i.e., registration fees, travel costs, hotel expenses, and per diem allowance) for Deputies and the First Alternate Deputy.

Explanation:
Young adults exist in the nebulous space between youth ministries and the established community of older congregants. Often lumped in with one or the other, there tends to be very little targeted programming for this demographic. As a result, young adults may feel less connected to their churches and may drift away from church activities. The Office of Young Adult and Campus Ministries of The Episcopal Church supports ministries of, to, and with young adults (ages 18-30) both on and off college campuses through the communities, resources and networks of the Episcopal Church. It is a specific age range that had been markedly absent from church counsels and activities. It covers the spectrum from those who are single and still navigating a search for their first full-time job, to those who are married and have children and full time jobs, as well as post high school students, and those who may have dropped out of high school and everyone else in that age range.
This resolution seeks to acknowledge and affirm those steps the Diocese already takes to include young adults in church governance. In addition, this resolution plans to build support for parishes looking for outreach ideas through establishing the Outreach Task Force. This will allow the Diocese to build on the strengths already present while offering support to parishes planning to branch out.
Finally, this resolution hopes to build engagement by young adults in church governance through encouraging the Committee on Nominations to actively recruit young adults. This will ensure that young adults are aware of all the opportunities available to them that they might not have heard of before.
Including young adults in church life is a necessary part of ensuring the continued vitality of our Church. When young adults leave the Church, they often take their children with them, depriving us of two generations of congregants. With this resolution in place, the Diocese of Ohio will be able to lead the charge on young adult outreach, recruitment, engagement, and involvement.

Submitted by Evangeline Warren, Kenyon College, Harcourt Parish

R3: Special Resolution Sumbitted by the Committee on Constitution and Canons

Be it Resolved, that this 202ndConvention acknowledges the end of the parish ministries of St. Augustine’s, Youngstown and St. Paul’s, Marion and that the Convention expresses its deep appreciation to the laity and clergy of these congregations for their years of faithful service to God and the people of their communities; and be it further

Resolved, that this Convention accepts this recommendation of the Committee on Constitution and Canons in accordance with Canons of the Diocese of Ohio (Title II, Canon 7), and declares St. Augustine’s, Youngstown and St. Paul’s, Marion to be extinct.

Rationale:

St. Augustine’s Episcopal Church, Youngstown
Lenora Berry had a dream to establish an Episcopal Church in Youngstown for African-Americans. Although she was not an Episcopalian herself, she persisted and succeeded in persuading the Rector of St. John’s, Youngstown, the Rev. Abner Lord Fraser, Jr., to support the founding of a mission. In 1908, the Board of Missions and Bishop William Leonard adopted St. Augustine’s Mission, which was followed by the calling of its first full-time priest, the Rev. J. T. Ogburn. Over the years, the congregation took heed of Christ’s call to serve one’s neighbors, offering a variety of functions at the church, from AARP meetings, to free lunch programs, and to basketball games. In recognition of their expression that “with God’s help, all things are possible,” the Diocese of Ohio gives thanks for the ministries of St. Augustine’s Church.

St. Paul’s Episcopal Church, Marion
Before St. Paul’s, Marion became a formal parish, Episcopal worship services took place in Marion as early as 1828. Recognizing the need for a formal congregation, the wife of the town’s founder, Susan Baker, urged Bishop Charles McIlvaine to send the congregation a priest. In 1849, McIlvaine granted this request and St. Paul’s was received into the diocese at convention that October. In recent history, this congregation ministered to their community through their Food Pantry, an interfaith collaboration to provide weekly community meals, and their support of Alcoholics Anonymous. Although the church is formally closed, the congregation’s over 180-year legacy will live on through its influence on the early history of Marion and the fruits of its ministry.