Along with the robust year-long process for searching for and calling a settled minister (which is covenantal, long-term, open-ended relationship), the UUA Transitions Office also supports searches for various types of transitional ministries.

A detailed guide for congregations and contract ministers who wish to explore the possibility of a call to settled ministry after 2 years together.

Congregations and ministers that take the time to conclude a ministry well, to express gratitude and good wishes, set the tone for the next ministry partnership.

An overview and guide to ending the current ministry well, discerning the next kind of ministry needed, planning and supporting the search process, then a good beginning of the next ministry.

A brief and helpful overview of different types of UU Ministry to meet your needs.

We in the transitions office offer resources to assist congregational leaders, search teams, ministers, and regional staff throughout the search process, from planning for a departure to onboarding the new minister. Meet Our Transitions Staff!

When a professional leaves their position, it’s important to set their successor up well. A covenant between the outgoing and incoming professionals is one piece of a healthy transition, creating shared understandings and paving the way for the new staff member to fully embrace their role.

In recent years, more congregations than ever before have chosen the contract search process over other types of ministry search, for several reasons.

We are grateful to lay leaders and professionals who give of their time to assist congregations and support our work.

Hiring new staff is a task that most congregational leaders have little to no experience doing or have done so in a business environment. How might we conduct job interviews in a way that incorporates our shared values? What kind of diversity do we want on our search team?

Does your leadership role entail responsibilities related to supporting staff or budgeting for staff? The UUA Office of Church Staff Finances has a wealth of personnel-related resources available.

Open to ministers, congregations, staff, and those interested in transitions.

Worker classification is an important legal matter. Learn to determine which of your workers must be treated as employees versus who might be an independent contractor. Know the requirements of the Fair Labor Standards Act and whether each of your employees is nonexempt or exempt.

Using a process observer is a beautiful way to lean into team reflection, another is a practice of pausing between speakers.

A practical list of search committee mistakes we’ve seen “over and over” and learned from the vantage point of the Transitions Office.

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.

On top of managing the “logistics” of a staff member’s departure, you will need to manage the emotional component. Congregants may have a whole range of feelings and reactions. It’s important to acknowledge all feelings.

Personnel Committees don't hire, manage or supervise staff. Instead they advise the board and the senior minister on best practices.

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. 

Ensure that staff recognize the unique responsibilities and relationships inherent to congregational employment.