One of the biggest questions in kidmin is how much you should be compensated for your work. After all, Paul wrote to Timothy:

"Do not muzzle an ox while it is treading out the grain, and the worker deserves his wages." — 1 Timothy 5:18

The problem is that many of us love this work so much we'd do it for free. But we also have families to support, ministry costs to cover, and real time invested week in and week out caring for our kids and families.

The challenge is that compensation varies widely. Even two kidmin leaders doing essentially the same job can be paid very differently, and there are legitimate reasons for that. Organizations like Church Salary study this extensively and can give you an accurate compensation picture for your specific situation, for a fee. I don't have access to those resources, but as a pastor who has worked at several churches across the Southeast, I can point you to three factors that should shape your expectations, plus one practical rule of thumb.

1. Location, Location, Location

When I was in college studying to become a teacher, I was told I could easily earn $100,000 a year. The catch was I'd need to move to New York or Los Angeles. The higher salary existed because the cost of living in those cities demands it.

The same principle applies to churches. A large church in Central Florida is going to pay significantly more than a comparable church in rural Alabama. That's not favoritism. It's economics.

When I left my church in Montgomery, Alabama for a larger church in Sarasota, Florida, I received a $10,000 raise. In Alabama, that would have been a major jump in lifestyle. In Sarasota, which sits in one of the most expensive areas of Florida, it was effectively a pay cut. Rent, utilities, food, and gas were all noticeably higher.

So before you evaluate an offer, look at the cost of living in that area. Census data is a good starting point. If a church is offering you less than what it costs to maintain a basic standard of living in that community, you're going to struggle unless you have other sources of income.

2. Church Size

A kids' pastor serving 10 children and a kids' pastor serving 100 have the same title, but the work involved is dramatically different. Church size and church budget are closely linked, and both directly affect what a church can pay.

At a church of 100 people or fewer, you'll most likely be part-time or receive a modest stipend to care for 10 to 20 kids. At a church of 1,000, you're more likely to be full-time with benefits and possibly have additional staff supporting you.

In general, the bigger the church, the more they can pay. So don't fall into the comparison trap. If the kids' pastor down the street is making two or three times what you're making, find out the size of their church before you get frustrated. You may not be comparing apples to apples.

3. Church Budget

I've served at two churches of roughly the same size, around 100 people each. One was a church plant less than two years old. The other was a well-established congregation of 50 years. The church plant could barely afford to pay their lay kids' leader a few hundred dollars a month. The established church had a full-time kids' pastor. The ministries were comparable in size and complexity.

The difference? The church budget.

The established church had a strong base of faithful, generous givers and could support a staff similar to a much larger church, including a full-time kids' pastor. The church plant was full of newer believers still learning about generosity. Tithes and offerings were significantly lower as a result, and everyone on staff, including the lead pastor, was bi-vocational.

If you're in salary conversations with a church, it's appropriate to ask how much of the budget is allocated to staff compensation and children's ministry. You're not asking to see individual paychecks. You're asking for the total percentage or dollar amount. Most churches cap total staff compensation somewhere between 35% and 50% of their overall budget. Knowing that number helps you make a reasonable ask and avoid putting the church in a difficult position.

4. A Practical Rule of Thumb

When trying to gauge whether a salary offer is fair, look at what a teacher earns in that same area. First-year teacher salaries are set based on local cost of living and are publicly available. That number is a reasonable baseline for what a full-time kids' pastor should be making, if not more, especially with years of experience behind you.

Teachers receive raises roughly every two years and earn more with advanced degrees. If you're coming to a new church with five years of experience, it's reasonable to ask for something closer to what a five-year teacher earns in that district. Your experience has value. Don't undercut yourself.

Serving in kidmin is a privilege, and many of us would do it for free. But your church should compensate you fairly for your time, expertise, and effort. If you need help having that conversation with your pastor, this post can help.

And if you're considering a new position, do your homework first. Research the cost of living, evaluate the offer honestly, and don't be afraid to ask for more if you need to. A pastor who is constantly stressed about money is less effective. You cannot pour out of an empty cup, and financial strain empties it fast.

You are worth your wages. Don't fall on your sword for Jesus.