Involuntary terminations are never easy. Ensure the best possible outcomes for the congregation while offering kindness and respect to the employee. This is a chance for the congregation leadership to practice UU values.

For congregations that own a parsonage, consider the possibilities as well as implications for structuring a ministerial agreement.

This page provides benefits process guidance as well as recommended benefit levels. When providing benefits for your employees, both "how" (process) and "how much" (levels) are key to putting Unitarian Universalist values into action. Includes important reminders specific to UUA benefits.

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.

When your congregation has staff but no staff member is in a supervisory role, you will need to find a volunteer lay leader to fill that role. 

Problems can arise when staff fail to recognize the unique responsibilities and relationships inherent to congregational employment. 

We're undertaking the first significant revisiting of the methodology behind our Salary Recommendations since the UUA Compensation Program was introduced in 1995.

A polarity is an interdependent pair of needs, values, or goals. Although the two poles seem to be in tension with each other, both are good and true, and they depend on each other over time. Neither can exist alone. Use Polarity Thinking to reframe competing needs as complementary.

Congregational traditions, governance structures, needs, and resources vary greatly among the approximately 1,100 UUA congregations. The model documents published here are intended to assist leaders in drafting agreements that meet the needs of congregations and their employees.

The Compensation and Staffing Survey results.

We live in such a "more is better" culture. Perhaps this is a time to be countercultural - to assess what's most important, and to determine what is in a congregation's capacity to do well with the resources (including human resources) they have.

How can your congregation be a good employer during the COVID-19 outbreak? Caring for staff is an opportunity to model your values and spirit for the congregation, to demonstrate the kindness, creativity, and interdependence that these days ask of us....

From exercising regularly, sticking with spiritual disciplines, and enjoying hobbies, to reading for pleasure, getting enough sleep, and spending time with those we love, caring for ourselves is hardest precisely when we most need to do it. Throw in the limitations of physical...

What does this Multi-Platform era mean for staff? Once again, expectations are changing. We offer some considerations to help you live into our values of equity and compassion so that staff can do their best work in these challenging times.

The departure of a staff team member provides a fruitful time for reflection, visioning, and change. Some UU professionals are equipped to work with congregations during transitions, providing specialized skills and tools that help a congregation prepare for robust new leadership....

In the months ahead, many congregations plan to offer a combination of online and in-person programming options. Will there be new budget items? How might staff hours or responsibilities be changing? Here are some considerations.

With the onset of virtual operations and the ability to work from anywhere, we're seeing an increase in both employee- and congregation-initiated arrangements that result in one individual working for more than one UU congregation. As more shared staffing situations unfold, we have identified key...

This page outlines various tax implications of insurance benefits (Health, Dental, Life, and Long-Term Disability). While references are made to UUA insurance plans, the information applies to insurance offered by other providers, as well.

As congregations move into extended virtual operations, we are providing answers to common human resources questions related to remote work....

In March of 2020, as COVID-19 was taking hold, the Office of Church Staff Finances offered recommendations to congregations regarding staffing and finances through June. Now, in early June, we have issued a comprehensive memo with updated guidance: Staffing and Finances for July and Beyond. This...