As of March 01, 2025, the average annual salary for a Lead Pastor in Bridgeport, CT is $124,190. Salary.com reports that pay typically ranges from $101,990 to $140,690, with most professionals earning between $81,778 and $155,712.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $140,690 | $11,724 | $2,706 | $68 |
| Average | $124,190 | $10,349 | $2,388 | $60 |
| 25th Percentile | $101,990 | $8,499 | $1,961 | $49 |
An entry-level Lead Pastor with under 1 year experience makes about $114,760. With less than 2 years of experience, a mid-level Lead Pastor makes around $115,739. After 2-4 years, the Lead Pastor pay rises to about $119,003. Those senior Lead Pastor with 5-8 years of experience earn roughly $122,919, and those Lead Pastor having 8 years or more experience are expected to earn about $127,088 on average.
| Levels | Salary |
|---|---|
| Entry Level Lead Pastor | $114,760 |
| Intermediate Level Lead Pastor | $115,739 |
| Senior Level Lead Pastor | $119,003 |
| Specialist Level Lead Pastor | $122,919 |
| Expert Level Lead Pastor | $127,088 |
| Entry Level | 8% |
| Mid Level | 7% |
| Senior Level | 4% |
| Top Level | 1% |
| Experienced | 2% |
Not the salary data you are looking for? Choose the city salary you want to see.
Salary.com job board provides millions of Lead Pastor information for you to search for. Click on search button below to see Lead Pastor job openings or enter a new job title here.
Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Mental Health: Mental health includes our emotional, psychological, and social well-being. It affects how we think, feel, and act. It also helps determine how we handle stress, relate to others, and make healthy choices.
Service Planning: Service planning begins by defining the purpose of the service domain. There should always be a valid reason for an organisation to spend money on a specific service domain and invest on further development.
| Skill | Salary | Demand |
|---|---|---|
|
Staff Development
|
$135,367 |
9%
|
|
Decision Making
|
$134,125 |
8%
|
|
Strategic Planning
|
$134,125 |
8%
|
|
Case Management
|
$131,641 |
6%
|
|
Alignment
|
$130,400 |
5%
|
|
Collaboration
|
$130,400 |
5%
|
