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.