Mike Anderson, head coach of Missouri basketball, was mentioned as a possible replacement for John Calipari at University of Memphis. Georgia had also come a’courtin’. Just the suggestion of losing Anderson made Missouri’s bottom pucker and they gave him a 7-year extension to his contract, coming to a modest $1.6 per year, or $2.2 million with incentives.
I’m happy for him. He got a raise and didn’t even have to ask!
Actually, I’m jealous. I wish they’d mentioned my name!
But get this… In today’s issue of the Memphis Commercial Appeal it was reported that John Calipari’s salary package as head coach of his “dream job” will be only $400,000 (base salary).
That seems fair enough.
We wish you well, Coach.
But as they say in the TV infomercials, “But wait! There’s more.” There will also be marketing, broadcast and endorsement contracts, bringing his first season paycheck to a whopping $3.7 million!
Holy seven-figures, Batman!
And we’re not done yet!
Cal will get two “late model, quality automobiles” plus mileage, membership at the country club of his choice plus dues and initiation fees, 20 lower-level season tickets to UK basketball home games plus eight for each home football game, hundreds of thousands in incentives, and if he is fired “without cause”, he still gets $3 million per year!
Now, we all love Cal and hope the best for him at UK. But, as a colleague recently asked, is he really worth all that???
This is probably the last you’ll hear from me about Coach Cal, UK or basketball in general. That’s not my thing. I’ve been following the drama, not the sport.
But this salary / perks thing disturbs me.
I discovered a few years ago that the lowest paid professional basketball player – the guy who sits the bench every game – gets paid more than the President of the United States. We definitely have our priorities way out of whack!
In the United Methodist Church, itinerancy and the “guaranteed appointment” have been the UM way since Mr. Wesley. As a result, the church pays me a modest salary. I have a business expense fund and a household / utilities allowance (to help defray some taxes). And I live in a church-provided parsonage (but have to pay taxes on a “fair rental value”). All that rolled together still leaves me in the five-digit range.
In good years, I get an annual “cost of living” increase.
But there is no free country club membership. There are no endorsement contracts, no cars. There aren’t even any incentive or retention bonuses.
And, because of our appointive system, if another church wants me (or the bishop decides to move me), there’s not even an opportunity for this church to offer me more money or perks to stay.
We’re not supposed to be in it for the money, some will argue.
But I never took a vow of poverty either.
For this reason – and many others – some want to do away with the itinerancy and the guaranteed appointment. How would that affect the church?
Let’s dream a little. If we do away with itinerancy and the guaranteed appointment, then maybe our churches could take the UK approach to pastor’s salaries. Set the base salary at, say, $30,000. Perhaps throw in the perk of a free health-club membership, which will help keep insurance costs lower. If the church grows by 10%, the pastor gets an additional $20,000; perhaps more for conversions and baptisms. If s/he is an exceptional preacher, maybe another $20,000. If s/he excels at pastoral care, maybe a car. The limit is only our creativity in negotiating our contracts.
And if another church wants her/him, let the real negotiations begin!
I support the itinerancy and guaranteed appointments; they serve an important function in a denomination with so many small churches.
Unfortunately, as our system stands now, there are more dis-incentives than incentives for pastors. We get the same low salary no matter how effective (or ineffective) we are. There are few opportunities to grow our salaries without moving to a new church – but then again, the highest salary in the conference is only around $120,000. And there are virtually no outside opportunities for additional income (marketing, endorsements, broadcast contracts) since we are expected to put in 60-80 hours per week for the church.
And our church members are comfortable with that.
“When I was working, I never made what we’re paying you,” one church member told me a few years ago. That may be true, Mr. Blue-Collar Worker.
But did you ever make what you are paying your basketball coach?