Action on Compensation Committee Report
The following UUA Board recommendations are based on information
contained in "To Sustain The Living Tradition," the final
report of the UUA Committee on Ministerial and Church Staff Compensation
which was mailed to all UU congregations in the U.S. at the end
of March, 1995. The report was adopted by the General Assembly (1995)
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."
Board Recommendations
for the Compensation Report
The Basic Measure
of Service
Recommendation 1
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.
Recommendation 2
We urge congregations to employ flexibility of the ranges to reflect
a number of factors in setting and adjusting the compensation for
each professional.
Implementation
of Guidelines
Recommendation 3
We urge congregations to begin to implement the Guidelines as soon as practical.
Recommendation 4
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.
Adjustment for
Cost of Living Differences
Recommendation 5
We urge congregations when setting and applying the Basic Compensation
Ranges to consider cost-of-living differences from the base amounts.
Benefits Guidelines
Recommendation 6
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.
Recommendation 7
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.
Health Insurance
Recommendation 8
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.
Provision for Retirement
Recommendation 9
We urge congregations to make payment to a retirement plan in an
amount equal to 14% of compensation (including housing) for all
religious professionals.
Disability Insurance
Recommendation 10
We urge congregations to provide long term disability insurance with benefits,
following 90 days' disability, payable to age 65.
Group Insurance
Recommendation 11
We urge congregations to cover a group life insurance policy to
protect dependent survivors in an amount equal to two years' compensation
(including housing).
Employer's Share
of Social Security Tax
Recommendation 12
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.
Vacation
Recommendation 13
We urge congregations to provide one month of vacation time as a minimum for
each religious professional.
Professional Expenses
Guidelines
Recommendation 14
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.
Recommendation 15
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.
Recommendation 16
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.
Recommendation 17
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.
Recommendation 18
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.
Recommendation 19
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).
Recommendation 20
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 Trustees
Board Vote: 24-0-0
April, 1995
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