As the last leaves fall and we wake to frosty mornings, we know colder, shorter days and longer, darker nights are on their way. This month’s resources remind us that humans have always created special ways to gather, share, tell stories, and strengthen community bonds, to help each other.

Process is Primary! Compensation is about more than numbers. Your compensation policies and practices are a way of living your values. We include reminders here about process, local wage rates, changes in cost of living, ministerial salaries, and part-time positions.

UUA Recommended Salary Ranges by Geo Index (location) are provided for four congregational sizes at six job levels.

Each year, we update our salary program info. This page houses a record of changes in salary structure and other adjustments in recent years.

Our Recommended Salary Ranges are based on job levels, not specific job titles. Each job level is described by multiple characteristics.

Congregational Size Profiles begin with membership, but also take into account operating expenses and typical staffing. Our four size profiles contain some overlap.

Our Geo Index Listing adjusts recommended salaries to account for prevailing wage rates in a congregation's location.

The UUA offers a Congregational Salary Program as a service to congregational leaders. Our approach emphasizes process and values, with recommended salary ranges provided for six job levels in four congregational size profiles.

Setting salaries is about more than picking numbers. Let our list of policies and practices guide you in creating a salary program driven by process and values. Of the items listed below, what are you already doing well? Which practices might you work to incorporate next?

Join Deborah Pope-Lance in talking about patterns following misconduct and how leaders can help move their congregations toward healing and recovery.

A difficult parting from any type of ministry puts a minister on a temporary hold from ministry search. Here is an overview of the process.

Contract ministries can also benefit from reflection on the course of the ministry with the congregation using exit interviews.

Regional staff are asked to share information from their perspective that will help the congregation.

This interview is a tool for reflection and increasing self-awareness of the congregation at the end of this ministry.

This interview is a tool for reflection and increasing self-awareness of the minister and for providing another lens about the congregation being served at the end of this ministry.

The sharing of honest and constructive feedback about one’s experience as a staff member may be beneficial both for the staff and for the congregation.

Outlining a process and following it closely will enable all of the involved parties to keep clear boundaries and honor everyone's dignity by keeping appropriate confidentiality.

Staff should practice well-boundaried relationships with the departing minister and help the congregation prepare for the new minister.

Leaving well is a time for reflecting on the ministry's accomplishments and lessons, and reassuring the congregation as they will move to a new future.

Congregations facing the departure of a minister should focus on ending the ministry well while planning for the future.