Paying Fair Compensation Benefits More Than Staff

The Rev. Gordon Gibson knows something about fair compensation. In the middle of his ministerial career he dropped out and took a job with the federal Equal Employment Opportunity Commission where he investigated employment practices. His salary jumped dramatically. Then when he quit to reenter ministry, his salary dipped again.

He says, "I found that even though I was much better trained for the ministry, I got compensated much better for what I was less qualified to do."

But that's changed for Gibson, the minister since 1985 of the UU Fellowship, Elkhart, IN (120 members). In his first year he was paid $22,000 (salary, housing, and all benefits). This year his package is $51,832, including $36,275 for salary and housing (the two components classified as income for tax purposes). Next year the package increases to $58,669, including $40,885 for salary and housing. That's near the middle of the range ($33,600 to $45,400 for salary and housing) that the UUA recommends for ministers of Class I congregations (less than 150 members). 

Gibson credits his increase to support from the congregation and his committee on ministry. He approached the committee in 1995 when the UUA recommended specific, responsible pay levels at UU congregations. The committee responded favorably. "If the committee had said, 'Gordon, we love you and we'd like to pay you that, but it's not going to happen,' I wouldn't have pushed it any farther," Gibson says. "Instead they said, 'We like you pretty well. Let's see if we can do this.'"

The committee drew up a five-year compensation improvement plan with the help of UUA compensation consultant Barbara Brown and took it to the congregation. The plan has been a focal point in the past three canvasses, and the fellowship may meet its goal in three years, rather than five. "The money is important," says Gibson, "but just as important is the fact it says, `We respect you.'"

The fellowship recently hired a religious education director. Her pay also meets guidelines, says Gibson. "This is not just for ministers. It's for the entire staff."

The Rev. Ralph Mero, the UUA's director of church staff finances, says many congregations are making sincere efforts on fair pay. Compensation consultants are  available in each district. "Our consultants are widely utilized, especially by small and midsize congregations that realize they will have a hard time holding on to valuable staff if they don't improve the tangible rewards," Mero says. "A smile and a hug are always welcome, but they don't take the place of being appropriately rewarded for extra effort, and they don't pay the rent or college tuition."

Many UUs are beginning to see fair compensation as a social justice issue, Mero notes, and some are embarrassed when they learn how congregations have taken advantage of people they have considered both employees and friends. "The proof of the pudding," he says, "will be found when we survey all congregations in January 2000 about their compensation practices. We will know then the amount of progress that has been made."

More than a few UU ministers 50 and older lack savings for even a modest retirement, Mero says. The UU Ministers Association is surveying all of its 50-plus members as to their retirement resources. "Many of our clergy and educators have suffered from congregations treating retirement provisions as options that could be skipped more often than not," Mero says.

The UUA recommends that a basic benefits package be provided for all full-time staff. Part-timers should get a similar, prorated package. The benefits list:

• Health insurance - to be fully paid
• Social Security - pay at least half of the employee's FICA tax
• Pension - 14 percent of salary (plus housing allowance for clergy) into the pension plan administered by the UUA 
• Professional expense allowance - for travel, conferences, dues, etc.
• Continuing professional education - at least one month per year, not  vacation
• Vacation - one month minimum; two if the professional works six days a week
• Sabbatical - one month for each year of service
• Life insurance - group term coverage equal to two years' salary (plus housing allowance for clergy)
• Long term disability insurance - effective after 90 days' disability, until age 65

Fox Valley's annual canvass increased 25 percent this spring, but fell short of the goal of 33 percent. In other years that meant salary cuts. This year the personnel committee will protect employees, says cochair Marti Wheeler. "Before, we were always fairly willing to do some cutting. This year, if there have to be significant cuts in personnel costs we'll rewrite the job descriptions and use more volunteer hours."

Elkhart president-elect David Ball sees broader benefits to fair pay, beyond staff well-being. It also sends a clear message, he says, that the congregation has high standards. That carries over into areas such as religious education, worship, and social justice. He says, "Our congregation receives from this process another great opportunity for growth and a deeper understanding of who we are."

Resources

For information on improving compensation, contact your district office for the name of a district compensation consultant, or the UUA Office of Church Staff Finances, 25 Beacon St., Boston, MA 02108; (617) 742-2100, ext. 421. 

Compensation guidelines are on the UUA website. They are also available from the Office of Church Staff Finances, in the 1997 Report on Clergy and Church Staff Compensation.