Other Links

you are in: Our Work > Finance/Ministries' > The Plan for Partnership in Ministerial Remuneration

finance

THE UNITED REFORMED CHURCH

THE PLAN FOR PARTNERSHIP IN MINISTERIAL REMUNERATION

JULY 2008 EDITION

The Plan for Partnership was first adopted by General Assembly in 1980 and has been revised and updated by General Assembly from time to time since then.

This edition contains those amendments adopted by General Assembly in July 2008.

Abbreviations used in this Plan

URC                     United Reformed Church

MoM                     Maintenance of the Ministry

URCMPF              United Reformed Church Ministers' Pension Fund

CRCW                  Church Related Community Worker

DWP                    Department for Work and Pensions

PART I - GENERAL
 

1.            OBJECTS OF THE PLAN

To provide a unified scheme for the remuneration of stipendiary ministers of the word and sacraments (ministers) and church related community workers (CRCWs) in the service of the Kingdom of God within the United Reformed Church.

2.            PRINCIPLES OF THE PLAN

2.1 The whole ministry of the URC is to be made available to the whole of the Church and the financial responsibility for this ministry is to be shared throughout the whole of the Church. 

2.2 The General Assembly has agreed that the ministers and CRCWs of the Church should be deployed by synods in ways that respond to the many different mission opportunities in different places. There will be no one pattern and the patterns that emerge should not be constrained by the availability of local finance.

2.3 The complementary commitment of local churches is to contribute to the costs of the whole Church's ministry according to the congregation's means. This payment is the first charge on the local church's income. The contributions of local churches will be paid into the Ministry and Mission Fund, from which the stipend of ministers and CRCWs, and other payments detailed in the Plan, will be drawn.

2.4 Consistent with this approach to funding ministry, the General Assembly discourages the payment of local stipend supplements.

3.            ADMINISTRATION AND CONSULTATION

3.1 The Ministries Committee recommends to the General Assembly any changes to the Plan.

3.2 The MoM Sub-Committee whose members are appointed by the General Assembly administers the Plan.

PART II - SCOPE OF THE PLAN

4.            Churches to be included

Each local church of the URC, and each ecumenical church involving the URC.

5.            Ministers, Church Related Community Workers (CRCWs), and Students

5.1            Ministers to be included:-

5.1.1 Ministers of the URC serving in churches as defined in para 4 above.

5.1.2 Ministers of the URC holding a special appointment within a Synod.

5.1.3 Ministers of the URC holding appointments approved as special category ministries by the Ministries Committee.

5.1.4 Ministers of the URC holding Assembly appointed posts of the Church.

5.1.5 Ministers of other denominations serving the URC, as the Ministries Committee shall, from time to time, determine.

5.2        Part time ministers to be included:-

5.2.1 Accredited CRCWs serving in posts recognised and designated by the Ministries Committee.

5.2.2 Ministers for whom remuneration for specific periods has been authorised by the Assembly Pastoral Reference Committee and such other special cases approved by the Ministries Committee.

5.2.3 Students who have already commenced training for the stipendiary ministry of the URC, giving ministry during their vacations, with Synod approval, to URC pastorates which are in vacancy.

5.3         Lay workers to be included:-

Lay missionaries serving in posts recognised and designated by the Ecumenical Committee.

5.4 Exclusions:-

5.4.1 Those in part-time service who are already in, or enter into, full-time remunerated employment.

5.4.2 Non-stipendiary ministers and non-stipendiary CRCWs.

PART III - ENTITLEMENTS

6. REMUNERATION OF MINISTERS AND CRCWS

The remuneration of each minister/CRCW included in the Plan consists of a basic stipend together with other entitlements and allowances as set out below. The level of allowances shown in Appendix A will be set by the Ministries Committee and reviewed annually.

6.1 Amounts paid from and at the expense of the Ministry and Mission Fund

6.1.1 Basic stipend: changes to the basic stipend will be determined by the Mission Council having considered the advice of the Ministries Committee. In the case of part-time posts the level of stipend will be the proportion of full-time basic stipend corresponding to the scoping of the pastorate.

6.1.2 Payment during sickness: stipend shall be paid during periods of sickness in such sums as shall be determined from time to time by the MoM Sub-Committee and will take into account the regulations and benefit schemes of the Department for Work and Pensions (DWP).

6.1.2.1 Ministers/CRCWs who are unable to work because of sickness or accident shall be paid full stipend (less any Incapacity Benefit Long-term or Industrial Injuries Disablement Benefit received) for a period of six months. However, any sickness arising in the twelve months prior to the first day of a new period of sickness will be taken into account in the calculation of those six months. At the appropriate time after the beginning of any sickness, the MoM Sub-Committee shall determine, in consultation with the Synod Moderator, what further help, if any, should be given when the entitlement to full stipend comes to an end.

6.1.2.2 Ministers/CRCWs who are unable to work for more than three days because of sickness must advise the MoM Office as soon as possible to ensure that the necessary records can be maintained. The first seven days of sickness may be self certified (by letter, email or telephone) but after that all continuing sickness must be covered by a doctor's certificate, ensuring that the date of return to work is advised. If a period of sickness extends for more than twenty eight weeks ministers/CRCWs will be able to claim Incapacity Benefit Long-term from the DWP. Any benefit received when in receipt of full stipend should be advised to the MoM Office for it to be deducted from the next available stipend payment.

6.1.3 Maternity/Adoption/Paternity provisions: ministers/CRCWs are entitled to statutory pay and leave and full details of the arrangements can be obtained from the MoM Office. Although office holders are not entitled to additional maternity/adoption leave and Keeping in Touch (KIT) days, the General Assembly has agreed that these provisions should be extended to ministers/CRCWs.

6.1.4 Jury Service: ministers who are called for Jury Service should inform the MoM Office as soon as possible to enable the loss of earnings declaration to be completed in advance.

6.1.5 Pulpit supply fees: when the MoM Office has been advised that a minister remunerated under the Plan is unable to work due to ill-health or is on parental leave or is on jury service or is absent on a sabbatical term which lasts for a period of more than four weeks or is suspended under the Section O Process or is the Moderator of the General Assembly, the actual pulpit supply costs incurred by the church arising because of the absence will be reimbursed to the limit shown in Appendix A. In group pastorates and part-time pastorates, reimbursement will only be in respect of services which would have been conducted by the absent minister. Claim forms for the reimbursement of pulpit supply costs can be obtained from the MoM Office.

6.1.6 Pension Fund: ministers/CRCWs who have not attained the age of 55 years at the date of initial induction to stipendiary service under the Plan may join the United Reformed Church Ministers' Pension Fund (URCMPF).

6.1.6.1 A minister/CRCW aged 55 years or over at the date of initial induction to stipendiary service under the Plan may not join the URCMPF. Only in these circumstances will an amount agreed by the General Assembly be paid, at the minister/CRCW’s request, to any personal pension arrangement chosen by that minister/CRCW. This will be the same percentage of basic stipend as that payable as an employer’s contribution to the URCMPF in the terms of para 15.1 of the Rules of the URCMPF.

6.1.6.2 If a minister/CRCW who is entitled to join the URCMPF elects not to do so, no contributions will be paid to any alternative personal pension arrangement. If the minister is already a member of the pension fund of another denomination at the time of qualification for stipend payment under the Plan, a contribution may be paid at the discretion of the MoM Sub-Committee to the minister's denominational fund.

6.1.7 Children’s allowances: Where a minister/CRCW has one or more financially dependent children below the age of 24 years, an annual non-pensionable allowance will be paid at rates set by the Ministries Committee, provided that the minister/CRCW certifies that the total annual income of the family, excluding disregarded income, is expected to be less than the agreed limit (see Appendix A)

6.1.7.1 The allowance will be paid in accordance with the circumstances pertaining at the date that the certificate is signed. Any subsequent change, e.g. when the family income changes, will be disregarded in the current year; pro rata allowances may be claimed in the year a child is born, and in the year in which a child ceases to be dependent, or attains the age of 24.

6.2 Amounts paid through the central payroll system to be recovered from the local church

6.2.1 In order to comply with Income Tax and National Insurance regulations any additional emoluments must be paid through the central payroll system, the costs (including employer's National Insurance contributions) being recovered monthly from the local church by direct debit. Such emoluments include:

6.2.1.1 Housing allowances paid to a minister/CRCW who does not occupy a church owned manse.

6.2.1.2 Stipend Supplements: the payment of stipend supplements is discouraged by the General Assembly. However where the local church continues this practice the supplement must be paid centrally.

6.2.1.3 Fixed car allowances (see para 6.3.4.2).

6.3 Financial responsibilities of the local church

6.3.1 Synods should take note of the condition and facilities of the manse or, if alternative housing arrangements are to be made, should approve the details of the arrangements before concurring in calls and regularly thereafter.

6.3.2 Manse Accommodation: for the purposes of the Plan a manse means a home for the minister/CRCW and their immediate family (spouse and children), owned or leased by the church, provided and maintained in good repair and decoration, free of rent, ground rent, council tax, all rates (where payable), water/sewage charges and property insurance (see Appendix D - National Manse Guidelines)..

6.3.2.1 If the accommodation is owned or rented by the minister/CRCW, a housing allowance, agreed by the pastorate and the minister/CRCW, and approved by the Synod, shall be payable.

Guidelines for calculating allowances will be issued by the MoM Sub-Committee (see Appendix B).

6.3.2.2 In the case of part-time ministers/CRCWs the church should meet a proportion of the standing charges of the manse, or pay a pro rata housing allowance, based on the proportion of stipend paid.

6.3.3 Removal costs shall be met by the receiving local church (see Appendix C).

6.3.4 Travel: the costs of travel on church business shall be met as follows:

6.3.4.1 Car: where a minister/CRCW provides a car, the financial arrangements shall be agreed with the Synod, the local church and the minister/CRCW. The MoM Sub-Committee shall distribute annually the rates of reimbursement for mileage undertaken on church business, which must not be exceeded (see Appendix A).

6.3.4.2 As the rates of reimbursement of mileage do not adequately reimburse the costs incurred, a fixed car allowance should be paid. The rate of fixed car allowance will be advised by the MoM Sub-Committee (see Appendix A).

6.3.4.3 Where a minister/ CRCW does not provide a car but the regular use of a car is considered necessary, it is the responsibility of the local church to provide a suitable vehicle. The costs of private motoring shall be borne by the minister/CRCW under locally agreed arrangements.

6.3.4.4 Other Travel: the cost of travel on church business by public transport shall be reimbursed by the local church or other appropriate body.

6.3.4.5 Where, following an introduction by a Synod Moderator, a minister/CRCW visits a pastorate or community post in vacancy other than in connection with a preaching engagement, the cost of travel shall be paid by the pastorate visited. The pastorate shall be reimbursed from the Ministry and Mission Fund the actual cost of travel, not exceeding the recommended lower Inland Revenue mileage rate, of the minister/CRCW and spouse within the UK for a maximum of two visits.

6.3.5 Expenses: the local church or other appropriate body shall reimburse the minister/CRCW for the cost of postage, telephone, broadband internet connection, stationery and any other expenses necessarily incurred on church business. This may well include expenses relating to the use of a computer and in some instances the provision of a computer. The reimbursement of expenses will be on the basis of actual cost incurred, and not by a predetermined lump sum.

7. HOLIDAY ENTITLEMENT

7.1 Ministers/CRCWs are entitled to 5 weeks holiday in each calendar year and one further Sunday away from the pastorate. When a minister/CRCW only serves for part of a year the holiday provision should be pro rata. One week of holiday may be carried forward to the following year. Holiday entitlement is not affected by sick leave, parental leave, Jury Service, in-service training courses or sabbatical leave. Such periods of leave/absence may result in more than 1 week's holiday being carried forward into the following year.

7.2 If a minister/CRCW resigns from a pastorate or post immediately following any such period of leave/absence, stipend should be paid for any outstanding holiday entitlement untaken at the date of resignation, which may include outstanding holiday entitlement from the previous year, always provided that Synod concurs with the arrangements. 

8. ADDITIONAL PAID WORK

Stipends and other allowances paid to full-time ministers/CRCWs shall normally be on the basis that these represent the main earned remuneration. It is recognised that a minister/CRCW will from time to time accept other paid work (e.g. hospital chaplaincies or teaching). Where this work, in the view of the Synod, can be performed without detriment to the pastoral care of church, congregation and local church witness, the additional remuneration may be retained by the minister/CRCW involved, provided the work does not exceed the equivalent of one working day per week. Where more than one day per week is involved, the appropriate committee of the Synod or the  Synod Moderator should consult with the MoM Sub-Committee who may decide to reduce the stipend by an appropriate amount.

9. Grants and Loans paid from the Ministry and Mission Fund

The level of grants and loans paid to ministers/CRCWs, shown in Appendix A, will be set by the Ministries Committee and reviewed annually.

9.1 Resettlement grant

9.1.1 Every stipendiary minister/CRCW, whether full-time or part-time, shall be entitled to a resettlement grant (see Appendix A) upon settling into their first pastorate and each subsequent pastorate or into an appointment paid under the terms of the Plan and upon final retirement; always provided that the settlement involves a change in the place of residence and that the grant shall not be payable more than once in any period of three years.

9.1.2 Except at the time of a minister/CRCWs initial induction (when a full resettlement grant is payable) where the pastorate is part-time the grant shall be pro rata according to the scoping of the pastorate to be served. Upon retirement the resettlement grant shall be calculated based on the last ten years of service up to age 65 or earlier retirement. The grant will be reduced pro rata where the minister/CRCW has not been in the stipendiary service of the Church for all of those ten years or those years of service have not all been full-time.

9.1.3 In the case of a minister/CRCW who dies before retirement the spouse shall be entitled to the equivalent of a resettlement grant upon the first change of residence. If the death occurs after final retirement but before the first change of residence then the spouse shall be entitled to the equivalent of a resettlement grant.

9.1.4 Where the minister/CRCW approaches planned retirement and with the approval of the pastorate and the Synod, moves into property designated as a retirement home, retirement resettlement and removal grants shall be paid. Retirement removal and resettlement grants shall only be paid once during the ministry of a minister/CRCW, or ministerial married couple.

9.1.5 If a minister/CRCW does not receive a resettlement grant upon removal into a property which, at a later date, becomes the retirement home, a retirement resettlement grant will be made available. This will be a taxable emolument.

9.1.6 Where a minister/CRCW has not received a retirement resettlement grant at the time of retirement, they shall be entitled to a resettlement grant upon the first change of residence (subject to the three years' restriction in para 9.1.1).

9.2 Ordination/Commissioning loan

9.2.1 An interest free loan is available to ordinands for the stipendiary ministry at the time of time of their ordination; to stipendiary CRCWs upon commissioning; and to former non-stipendiary ministers and non-stipendiary CRCWs at the time they transfer to stipendiary service. (see Appendix A).

9.2.2 This loan shall be re-payable by deduction from stipend over a period of not more than five years or such other period as the General Assembly, on the recommendation of the MoM Sub-Committee, shall from time to time determine.

9.3 Retirement removal grant

Reasonable removal costs within the United Kingdom shall be paid on the first removal of a minister/CRCW following final retirement from a pastoral charge or from an appointment paid under the terms of the Plan (or to the spouse of a minister/CRCW who dies before retirement) provided that at least two estimates have been obtained. Normally the cost of the lowest estimate will be met.

9.4 Supplementary provisions

9.4.1 Notwithstanding what is written above in paras 9.1 and 9.3, in the case of a husband and wife being ministers/CRCWs, their combined entitlement to a resettlement grant and retirement removal grant shall not exceed that of one full-time minister/CRCW.

9.4.2 In any situation other than those outlined above the MoM Sub-Committee shall have discretion to make available, in full or in part, a resettlement grant, ordination/commissioning loan and retirement removal grant.

9.4.3 The resettlement grant, ordination/commissioning loan and retirement removal grant shall be payable whether or not the property is church owned.

10. Remuneration of Students

PART IV - PAYMENTS

11. Payment of Stipends

APPENDIX A – APPROVED RATES UNDER THE PLAN

From   

1.1.2008

6.1.1     Basic stipend, full time                                     £21,060 pa.

6.1.4     Pulpit Supply costs maximum               £30 plus appropriate
            refund per service                                 travelling expenses
                                                         
 

6.1.6     Children’s allowance

            First child                                                         £  994 pa
            Subsequent children                                          £  497 pa.             Income limit – the basic stipend plus £ 2,484     £23,544 pa

Any casual earnings of, or educational grants for, dependent children

or housing or fixed car allowances paid by the church may be

disregarded as family income.

If the expected income is above the specified limit the allowance will be paid less 50p for every £1 that the income exceeds the limit

6.1.6.1 For new personal pension arrangements         10% of stipend

wef 01/01/2007

For existing arrangements at 01/01/2007               15.65% of stipend

6.3.4.1    Mileage rates (6 April 2008 – 5 April 2009)

6.3.4.2  Rate of Fixed Car
            Allowance                                                    £ 1,200 pa.

.

9.1        Resettlement grant                                        £  2,775

.

9.2        Ordination/Commissioning loan
            (one off payment)                                           £  2,775

.

10.       Maximum weekly payments to students                  £105
           (6 April 2008 - 5 April 2009)

           Maximum of 10 weeks paid.

APPENDIX B - GUIDELINES FOR HOUSING ALLOWANCES

The provision of housing for the minister/CRCW is part of the normal conditions of service and

1. Basic understanding

2. Allowance specifically 'in lieu of manse accommodation'

i. rates (where payable), Council Tax

ii. water/sewage charges

iii. interior and exterior re-decorations (estimated yearly average)

iv. repairs (estimated yearly average)

v. property insurance.

APPENDIX C - REMOVAL COSTS

APPENDIX D - NATIONAL MANSE GUIDELINES

1. Background

1.1 Review of Ministerial Remuneration

During the Review information was sought from Synods about their policies for manse provision. The conclusion was that it would benefit ministers and those responsible for providing manses if there were clear nationally agreed guidelines based on current best practices; recommending a list of benefits that should be included in such guidelines. This Appendix seeks to address that issue.

It should be stressed that having sought information from Synods, most do have guidelines. It also has to be recognised that in seeking to set guidelines it is important to offer some flexibility to take account of local circumstances. For example, it is felt that a garage should be provided and indeed that should be seen as a requirement. But it has to be recognised that this is not always a practical possibility.

Within that flexibility Synods should take care to ensure that standards are maintained when considering the provision of manse accommodation.

1.2 Plan for Partnership

A responsibility is placed upon Synods (para. 6.3.1) to take note of the condition and facilities of the manse or, if alternative arrangements are to be made, should approve the details of the arrangement before concurring in Calls and regularly thereafter.

2. Process

2.1 Location

This will depend on many factors but churches may wish to seek a location so that the minister is within walking distance of the church; or one of the churches in the pastorate.

A manse adjoining the church should be avoided in the exercise of pastoral care for the minister.

The purchase of a manse is a substantial investment and the church would be wise to consider locating in an area where property values might be expected to be maintained (or may appreciate). Consideration should be given to other factors e.g. proximity to schools and shops and availability of public transport.

2.2 Type and Structure

Care must be taken where an older property is considered to ensure that the costs of bringing the house up to a reasonable standard – and costs of further maintenance – are not excessive.

A full professional survey must be obtained prior to the purchase and this should be carefully assessed. It is important to give consideration to the condition of the roof, walls, gutters, wallplaster, glass, drainage, water supply, gas & electricity installations, ventilation and woodwork. Internal decoration may present less of a problem if the structure is sound. Poor external decoration may point to structural problems e.g. rotting woodwork and this should be looked at with great care.

Redecoration work may be relatively inexpensive – but to remedy structural defects can be very costly.

2.3 Standard

The manse is the minister’s ‘office’ as well as being a home for the minister and his/her family. The Plan (para. 6.3.2) does seek to ensure that as far as possible the minister has use of a separate room as a study at the manse. The manse should be suitable for a wide range of ministers and their families – and this requirement for flexibility should be carefully considered when the manse is purchased. In the case of smaller modern properties care should be taken that there is adequate accommodation for interviews when the study itself is not large enough for that purpose. Churches should avoid as far as possible the need to change a manse each time a minister is called – although there may be circumstances when this may be necessary.

3.1 Accommodation

This should include:-

Lounge

Dining Room (separate if possible)

Kitchen

Hall (large enough to provide for cloaks)

Study (downstairs is recommended)

Bedrooms: at least 3 good size rooms – 4 if possible

Bathroom and Toilet

Downstairs toilet is seen as essential

Garage and/or adequate parking

Grounds – paths, gate and fences in satisfactory repair, garden of manageable size.

Storage space

3.2 Facilities and equipment

The manse should have:-

Full Central Heating

Water heating system

Bathroom fitted with modern equipment including a shower

Kitchen of reasonable size with adequate space for larger electrical appliances

Double-Glazing is desirable

Adequate number of power sockets throughout the house

Telephone points – including the study

Security locks on external doors – and windows where possible

Smoke detectors

Curtain rails and light fittings in all rooms.

3.3 Heat conservation

It is important to have regard to heat conservation for economy purposes and for the comfort of the occupants. Give consideration then to e.g.

Roof insulation

Lagging of pipes and water cistern

Double glazing

4. On Going Responsibility

4.1 Maintenance

This is very important and an annual inspection should be undertaken to ensure provision is made for a programme of maintenance. This is for the benefit of the minister and his/her family and is also to ensure the value of the asset is protected. Synods should ensure there is a mechanism in place to monitor the way the local church exercises its responsibility for maintaining the property in good order. The church should identify who is to be responsible for ensuring the procedure for maintenance of the property is followed. It is normal practice for the church building to be surveyed on a regular basis, normally every 5 years. The manse should be included in such a review.

4.2 Services

Servicing of main appliances and boilers are essential.

4.3 Insurance

The property should be adequately insured at all times. Do check the insurance cover if the property is empty to ensure that all risks are fully covered.

top