Explanation/Disclaimer
The Theology of Call and Compensation Guidelines is included in this website as a historical document. In an effort to be transparent about the conversations that have happened as a result of this document we choose to include the document as a beginning point of conversation with the Cabinet of Conference Ministers. We fully understand the need of more time for discernment and conversation around this information and look forward to those conversations towards understanding.
A Theology of Call and Compensation Guidelines Alliance of Associate Conference Ministers
Forward: This document has been prepared to offer guidance and support for authorized ministers in the United Church of Christ, serving in Associate Conference Minister, Area Minister, and Association Minister positions* that require Ordained Ministerial Standing. For those serving in positions that do not require Ordained Ministerial Standing, or whose Scope of Work is distinct from that customarily associated with authorized ministry in the church, we recommend that one’s call to this form of ministry be honored in a three or four-way Covenant, and that Compensation be consistent with similar positions in non-profit or small business organizations.
A Theology of Call (We invite you to click here to read a PDF version)
A theology of call has been the foundation for professional ministry in our churches from the earliest years, and as the ministry of Associate Conference Ministers (ACM) is a ministry of the wider Church, we encourage that it be understood as a calling rather than a ‘hire.’ A hire assumes an employer/employee relationship, the result of a focused decision that can easily be reversed. A calling assumes covenant partners ministering together for the ‘well-being of God’s community and the Body of Christ.’ (MOM 88) For this reason the 2017 Manual on Ministry encourages that Four-Way Covenants be established in ministry settings beyond the local church, covenants that will provide ‘accountability for healthy ecclesial relationships, good communication, and mutual concern for all participants . . .” (MOM 88-9)
Calling and its Implications for the Associate Conference Minister
As a means of lifting up and affirming the Christian understanding of Call and Covenant, we encourage:
That each Conference adopt the practice of extending a ‘call’ to all Ministerial Staff, including ACMs, that the call come from the gathered Conference or its designated entity within the Conference, and that the call be celebrated in a Service of Installation and the establishment of a Four-Way Covenant;
That the terms of the call be expressed in a Call Agreement that includes a general Scope of Work and Compensation Package, adapting as necessary the guidelines and principles of the Call Agreement Workbook (CAW) published by the United Church of Christ; That each ACM receive a Review of Ministry that candidly and respectfully examines the effectiveness of the ACM within the Conference’s ministry, using recommended resources from the CAW;
That each ACM be offered support for their work and well-being using some or all of the following resources and activities: Spiritual Direction, Coaching, Continuing Education, Membership in the Alliance of Associate Conference Ministers, and Membership in a Community of Practice for ACMs.
That the Call Agreement, including both the Compensation Package and the Scope of Work be reviewed annually. Recognizing that covenantal relationships are built upon a foundation of trust, we encourage that ‘negotiations be carried out with candor and clarity, and with loving, supportive, mutual respect.’ (CAW 4) Our commitment to the just and fair treatment of all United Church of Christ employees requires that all persons be compensated fairly, regardless of age, gender, gender identity, race, sexual orientation, disabilities, marital or family status. (CAW 4);
Compensation Guidelines
Recognizing that each Conference has its own Compensation Guidelines, and that the cost of living varies significantly across the United Church of Christ, we propose the following as guidelines for the compensation of Associate Conference Ministers.
That the base calculation of compensation for each position be linked to either,
o the Conference’s Guidelines for an experienced local church pastor in a medium sized congregation, or
o 80% of the Conference Minister’s compensation.
Compensation for Part-Time positions is calculated based upon the compensation offered for a full-time position, which amount is then prorated based upon the percentage of a full-time ministry allocated to the position. Thus a half-time position would offer approximately one-half of the compensation allocated for a full-time position. Full benefits should be offered to those serving half-time or greater.
Benefits offered, in addition to Cash Salary and Housing should include the following:
o Relocation Expenses
o Annuity
o Health, Dental, and Vision Insurance
o Social Security and Medicare Offset
o Life Insurance, Workers Compensation, and Disability Income Plan
o Vacation
o Parental, Personal, and Sick Leave
o Professional Expense, Continuing Education Allowances, Sabbatical leave
o Professional Support for Ministry in the form of Membership in a Community of Practice, Membership in the Alliance of ACMs, Continuing Education, Spiritual Direction, or Coaching
o Full reimbursement for ministry-related expenses
For the sake of brevity, these positions will be collectively referred to as Associate Conference Minister (ACM) positions.
Adopted June 18, 2020