fter a long, protracted, discussion members of the General Conference (GC) Executive Committee voted the Philosophy of Remuneration document that provides the philosophical base and sets salary guides for employees of the Adventist church. Introduced by Remuneration Commission chair and GC vice-president Gerry Karst, the principles were easily accepted, but the actual percentage figures proved far more problematic.

As Karst said, "In our previous discussions [at the committee's spring meeting in April] there was a strong affirmation of the philosophical principles. The questions were over guidelines and implementation-and provision was made for submissions to the commission of additions and amendments. The whole issue is much more complex than any of us realized when we were given the assignment. We are a world church operating in the various economies around the world. Consequently it is almost impossible to maintain a unified wage scale for the world church. We have found multiple examples of entities outside of policies even now."

Gerry Karst

The intention, he said, was to provide guidelines to world divisions to decentralize the process used in past years. "It is no longer advisable to regulate remuneration from one central office," he concluded. "But we do need safeguards and guidelines that will keep us together as a church family. It is based on scriptures and Spirit of Prophecy. I appeal to this body to deal with this item today. We have been over the same ground many times. To refer it back will not accomplish anything. We present this final report. Let's try and finish with it today."

In examining the revised document it was clear that no substantive changes had been made to the sections dealing primarily with the theory of the philosophy of remuneration.

The differences of opinion related more to the level of "decompression" of the salary range-what kind of differentials should be permitted in the form of a range of percentages of the wage factor allowable for different employment positions. Karst concluded that "we need to decompress to provide for the level of workers we need, without causing financial problems."

Karst Speech Read the Complete Text of the New Policy  Annual Council Images

Trans-European Division president Bertil Wiklander questioned the intended applicability to inter-division aspects. "Does the policy statement on transferability also apply to inter-division transfer, for example? The intent was that yes, it would generally apply and be expected so that there would be transferability of workers around the world, Karst responded.

South Pacific Division president Laurie Evans pointed to what he thought could be "a huge loophole" regarding the apparent lack of control over allowances, which gave "a lot of latitude without any real vetting." An amendment passed providing for division review of such additions to remuneration.

Nigerian Union president Joseph Ola commented that the discussion "reveals some of the church's current problems. The question that bothers me so much is who is doing the work, the union president or the division president? We do not want to convey the impression that the monkey is working but the baboon is eating."

Laurie Evans

Much discussion centered on the provision to allow divisions to establish salary rates. Caribbean Union president Jansen Trotman asked, "Why are we afraid of giving divisions option to make decisions in this way?" Newly elected GC associate treasurer Roy Ryan concurred: "We should allow divisions the flexibility to set the remuneration percentages. The amendment that proposes mandating the 100 percent figure takes away that flexibility." Columbia Union president Harold Lee asked whether the new policy would mean different wages scales for the GC, NAD, and Columbia Union, in the same geographic area.

GC vice president Lowell Cooper introduced what seemed to some a long and complex amendment that combined both references to the salary percentage concept as well as to community rates. Former GC president Neal C. Wilson warned against "complicating ourselves," mentioning that in his 51 years as a GC executive member and church leader he had spent more time on remuneration issues than on any other.

Commenting on the implications of the new policy, GC stewardship director Ben Maxson said, "This policy is an attempt to bring us together as a world church on the philosophical principles of remuneration. It confronts us with the reality that we have drifted-unintentionally--a long way from where we started in our philosophy and practice of remuneration.

The motion carries.

"We face a complicated and complex situation on a world scale," Maxson continued. "This policy allows local discretion in the application of the philosophy within very clearly defined boundaries. It may not be where we may wish it was, but it is a step in the right direction, if we commit ourselves to its implementation. This is not an easy task. It requires courage, determination, and in some areas will result in significant change-but we must take it seriously. The integrity of our church as a system is involved."

GC president Jan Paulsen noted the complexity of the issues, yet the importance of gaining agreement on issues of remuneration. Quoting Nigerian Union president Joseph Ola's African proverb, he affirmed, that "You don't need a long fire to cook a long snake." However, said Paulsen, "if we need to make changes, we will do so. Let us be together. Yes, there will be sacrifices. We will not be driven by salaries. However we also need to recognize the draw of marketplace. The proposal before us in its broad strokes is a good one, and I thank the commission. We do need an anchorage point both in pastoral salaries and in community scales."

After more discussion on the respective salary percentages for different positions, and comments on the need for employee evaluation, the document was finally voted and will become part of the General Conference Working Policy.

In a subsequent action, the delegates at annual council voted to allow a phase-in period of up to five years for organizations and institutions to move to compliance with this working policy.

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Jonathan Gallagher is the United Nations liaison director for the General Conference.