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...

A guide congregational leaders in recruiting, hiring, supporting, and transitioning professional music and religious education leaders.

There are compelling reasons to do all you can to retain your staff and support them well through these complicated times.

SLIDES from the presentation (https://www.midamericauua.net/documents/webinars/182-human-resources-10…;) Jan Gartner, UUA Compensation and Staffing Practices Manager presents. Whether you have staff who supervise staff, or are a small congregation where members must fill this role, come to learn...

Resources from Past General Assemblies General Assembly 2019 Track: How to Be a Good Employer and Supervisor General Assembly 2017 workshop slides: https://www.uua.org/sites/live-new.uua.org/files/ga17_compensation_fina… Considerations and Complications in a Changing World (PDF): Learn about...

The PLUS Program (or Professional Learning Units for Staff) is designed for new (and relatively new) professional staff in Unitarian Universalist congregations.

Employees in meaningful roles want to do their best, and the best gift a supervisor can give is honest and helpful feedback. Provide opportunities for regular supervision that is supportive and useful to staff members, their supervisors, and your congregation’s leadership....

This Sample Personnel Policy Manual is intended to assist Unitarian Universalist congregations and other UUA-related organizations that are creating a Personnel Manual for the first time, or updating their current Personnel Manual. This Manual is an outgrowth of the work done by UUA Compensation...

Wherever you may be in your process of hiring and supporting staff at this moment, exploring your vision and values is an important starting place for thinking about diversity.

In February 2020, the UUA shifted from Compensation Guidelines (salary and benefit recommendations) to Compensation Standards. While we continue to provide recommendations for salaries and benefits, the new UUA Compensation Standards also include legal requirements related to pay and benefits...

Can you provide guidance and resources for completing W-2 forms for both ministers and other congregational staff? Deadline by January 31 after the tax year (February 1 in 2021), W-2 forms must be given to employees and sent to the Social Security Administration.

You’ve probably heard that there are special tax rules for ministers. Most church leaders don’t need to be experts on ministerial compensation, but it’s important to understand the basics of how payroll and taxes for the minister differ from other employees. Your Minister is an Employee, Not...

The UUA Compensation Program is evolving! We launched Phase I of of our program revisions in early 2020 with the introduction of new Compensation Standards. Please sign up for Compensation and Staffing News and stay informed about upcoming changes....

These recommendations and reminders are provided in order to support you in having meaningful, fruitful conversations with any congregation you might consider serving. We want to help you maximize your chances of negotiating an offer that you feel good about, with terms that serve you well...

Last revised: July 2019 Highlights Nearly all congregational ministers are employees, not independent contractors. There are 3 important tax provisions for ministers – dual tax status, housing allowance, and optional tax withholding. Benefits recommended for all staff, including ministers, are...

Last revised: July 2019 Highlights The Ministerial Housing Allowance enables ministers to exclude a portion of their salary from certain taxes. For most active and retired ministers, it is their most important tax benefit....

We know that learning about staff compensation can be confusing. UUA Compensation Consultants are here to help! Compensation Consultants are trained volunteers who work under the direction of the Office of Church Staff Finances.

The interdependence of our faith communities is integral to our polity (as is our independence). This is what makes us an Association of congregations. What can this interrelationship look like when it comes to congregational staff? Here are a few examples: Newly hired staff are welcomed and...

Is your congregation an employer? In other words do you pay folks to do work? Be it a minister, religious educator, custodian, musician, administrator or some other position? Are any of those folx participants in any of the UUA plans? Retirement, health insurance, etc?

When an employee's wages change, it affects Life and Long-Term Disability insurance premiums (and benefit payouts) as well as Retirement Plan contributions. Do any of your staff have new hours or salaries (salary + housing for ministers)? If they are on our Life or LTD Plans, use the form on our...

You’ve probably heard that there are special tax rules for ministers. Most church leaders don’t need to be experts on ministerial compensation, but it’s important to understand the basics of how payroll and taxes for the minister differ from other employees. Our Ministerial Compensation...

Many congregations have mission and vision statements that lift up values named in our principles, such as dignity, compassion, justice, equity, and interdependence. Congregations have the opportunity and the obligation to live their mission not only out in the world, but within their walls. ...

These 2 videos (about 20 minutes each) were created especially for those who are new to staff team leadership and supervision.

Jan Gartner and Rev. Richard Nugent explain ministerial compensation, including tax provisions, paycheck components, and benefits. They also share good practices for contracts.

Get your new employees off to a healthy, happy start every time! Learn about formal administrative onboarding and proven practices for welcoming and orienting staff.

Understanding power dynamics can help church leaders deal with bullying and other disruptive behavior.