New address: 24 Farnsworth Street, Boston, MA 02210-1409.
As a matter of usage, references in these recommendations to "The Guidelines"
or "The Guidelines Program" refer to the full set of recommended compensation
and benefit standards proposed by the recommendations; "Basic Compensation Ranges" refer only to the standards for compensation
which appear in the chart on page 23 of "To Sustain The Living Tradition."
We recommend adoption of the Basic Compensation
Ranges set forth in the table on page 23 of "To Sustain the Living Tradition,"
effective immediately, subject to adjustment as set forth in Recommendation 5
and as the Board of Trustees may, from time to time, determine.
The Guidelines are intended to be used in conjunction with a unit-based
system for measuring service rendered and determining compensation levels. A
unit is defined as a morning, afternoon or evening devoted to a congregation's
work. In the unit system, adopted as part of the compensation Guidelines, 12
units per week constitute full-time service.
We urge congregations to employ flexibility of
the ranges to reflect a number of factors in setting and adjusting the
compensation for each professional.
We urge congregations to begin to implement the
Guidelines as soon as practical.
Each congregation adopting the Guidelines Program
and qualifying as meeting the Guidelines shall be designated a "Fair
Compensation Congregation (Practicing)"; congregations adopting the Guidelines
as a goal and establishing a specific plan for reaching the goal within a
five-year period shall be designated a "Fair
Compensation Congregation (Committed)" and shall retain such designation
until achieving the goal or failing to make annual progress toward it.
We urge congregations when setting and applying
the Basic Compensation Ranges to consider cost-of-living differences from the
We urge all congregations to provide a basic
benefits package (including health, life and disability insurance, a retirement
plan, and partial payment of social security taxes) for all full-time staff
members: ministers, religious educators, administrators, and musicians; likewise
we urge providing to part-time staff members a similar benefits package prorated
proportionally as their service compares to full-time service.
We urge congregations to determine benefits
coverage prior to the establishment of a salary and housing (or compensation)
figure; benefits should not be the subject of bartering about compensation.
We urge congregations to make a health insurance
program available to each religious professional. Ideally such coverage would be
on a fully paid basis for such religious professionals.
We urge congregations to make payment to a
retirement plan in an amount equal to 14% of compensation (including housing)
for all religious professionals.
We urge congregations to provide long term
disability insurance with benefits, following 90 days' disability, payable to
We urge congregations to cover a group life
insurance policy to protect dependent survivors in an amount equal to two years'
compensation (including housing).
We urge congregations to provide at least one
half of the self-employed social security tax (FICA) which is a percentage of
salary and housing for ministers.
We urge congregations to provide one month of
vacation time as a minimum for each religious professional.
We urge congregations to determine professional
expenses prior to the establishment of a salary and housing (or compensation)
figure, and we urge an annual update.
We urge congregations to provide professional
expenses and include automobile and travel allowance, conference and
professional association expenses, attendance at professional association
meetings, district events, General Assembly, continuing education, and other
necessary related obligations.
We believe continuing professional education is
an essential for each religious professional in order to maintain and advance
professional skills and knowledge. We urge congregations to provide adequate
time for professional personnel's continuing education including sabbatical
leave, not to be considered as part of vacation.
We urge congregations to assign to a newly
created compensation and benefits committee, or to an existing committee, the
responsibility for administration of the Guidelines.
District compensation advocates should be
designated by each district board to serve as a resource to congregations. These
advocates shall form district compensation committees composed of committed UUs
familiar with matters related to compensation and benefits for ministers and
church staff. The district compensation advocate will receive initial training
at UUA expense.
The UUA Board will establish a standing
committee on compensation, benefits, and pension to be comprised of five members
appointed by the Board; three ex officio members who shall be the UUA Treasurer,
the Chair of UU Council on Church Staff Finances, the UUA Financial Advisor; and
one member appointed by the UUMA Executive Committee. This committee will
provide direction and support in implementing and administering the UUA's
Guidelines Program and will oversee the UU Organizations Pension Plan (this
committee will replace the present Pension Committee).
The UUA Office of Church Staff Finances will be
responsible for gathering and distributing current information about
compensation and benefits, cost of living and other related data to all US based
ministers, MREs, DREs, Music Directors and Business Administrators; to the
Executive Committees/Boards of concerned professional organizations; US member
congregations; District Presidents; District Field Service Staff; Settlement
Representatives; Good Offices Consultants; and other relevant persons.
Submitted by the Board of TrusteesBoard Vote: 24-0-0
For more information contact ocsf @ uua.org.
This work is made possible by the generosity of individual donors and congregations.
Please consider making a donation today.
Last updated on Tuesday, April 16, 2013.
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