Recommendation from Commission on Equitable Compensation (CEC)

The purpose of the Commission on Equitable Compensation is to support full-time clergy serving as 1 pastors in the charge of the annual conference by: 2 3

(a) Recommending conference standards for pastoral support; 4

(b) Administering funds to be used in base compensation supplementation; 5

(c) Providing counsel and advisory material on pastoral support to district superintendents and 6 committees on pastor-parish relations;

(d) Submitting an arrearage policy to be adapted by the annual conference.

This is accomplished by bringing to the Annual Conference recommendations for a Minimum 10 Compensation Base Salary, an increment for years of service, and any other measures that would ensure 11 that our full-time clergy are fairly supported in their work.

We also help struggling local churches regain sound financial footing, so they can build leadership capacity, make disciples, and transform the world. The Commission on Equitable Compensation administers funds used to support clergy salaries for churches with pastors appointed full time where those churches are temporarily unable to meet minimum compensation standards.

It is our policy to support churches that demonstrate the potential for moving back to being fully self- sufficient in their funding. The Equitable Compensation Grant is the primary grant used to provide this assistance. The grant runs in six-month cycles, one available in the spring and one available in the fall. In the Spring of 2022 (January - June), we provided Equitable Compensation Grant support for two churches totaling $7500. In the Fall of 2022 (July - December), we provided Equitable Compensation Grant support for two churches totaling $7500. All churches receiving Equitable Compensation Grants are participating in the Vital Signs Dashboard program. Additional assistance provided from the UNYAC CEC budget and administered by the UNYAC Cabinet in 2022 included: $22,100 support for Missional Grants, $6,190 for

Sustentation and $12,000 for Appointment Grants.

RECOMMENDATIONS (2023-2024 Appointment Year)

This year the Commission on Equitable Compensation brings the following recommendations for approval:

The Minimum Base Compensation for full-time pastors in the UNYAC shall be increased by 3.5%. Prior to 2022, our Minimum Base Compensation was last increased in January of 2017. In 2022 the UNYAC voted to increase the Minimum Base Compensation by

2.5% making the Minimum Base Compensation salaries of our pastors in UNYAC the fourth lowest in the country As a point of reference, during this period from 2017-

2023, the Social Security Cost of Living Adjustments have increased by 22.3% with the

2023 SSI COLA being 8.7%.

We recommend that the increment amount for years of service continue as 1% of the minimum base compensation, and the amount for a multiple pastoral charge not change this year.

1. We recommend that the Minimum Base Compensation that was established for the Upper New York 1 Annual Conference effective Jan. 1, 2022 shall be increased by 3.5%. Those minimum base salaries are set 2 according to credential level, for all full-time clergy persons as noted below:

Base

Full connection (elders & deacons): $42,418.44

Provisional (elders & deacons): $40,903.20

Associate: $40,145.58

FT Local Pastor completed Course of Study or MDiv: $39.387.96

FT Local Pastor: $37,873.76

(Less than full time appointments shall receive a base salary pro-rated according to the appointment.)

2. We recommend that the yearly increment amount that was established for the Upper New York Annual 7 Conference effective January 2020, which was equal to 1% of the minimum base compensation, stays the 8 same. These based on full-time employment for service up to 25 years.

Increment

Full connection (Elders and Deacons): $424

Provisional (Elders and Deacons): $409

Associate: $401

FT Local Pastor completed Course of Study or MDiv: $394

FT Local Pastor: $379

3. We recommend that an additional $500 for each additional church on the pastoral charge (over one), not adjusted for part-time appointments, remain in place. (Unchanged)

4. We recommend that no pastor’s salary can be decreased because of this policy if they retain their current appointment. (Unchanged)

5. All churches are encouraged to offer a salary increase of no less than 3.5%. We encourage you to consider that inflation is 6% at the time of this report and the 2023 Social Security Cost of Living was 8.5%.

Churches are encouraged to consider further raises based on exceptional service.

There are no changes to the Clergy Housing Policy for 2023.

There are no changes to the Accountable Reimbursement Plan policy for 2023.

The Commission currently has other matters under consideration and will report them as appropriate at the 2023 Upper New York Annual Conference.

The members of the Commission on Equitable Compensation for 2022-2023: Teddi Urriola and Rev. Rich

Weihing (Co-Chairs); Rev. Penny Brink; Pastor John Buddle; Rev. Jefferson Niles; Rev. Cindy Schulte;

Ex-Officio Members: Bob Flask, Conference Treasurer; Rev. William Gottschalk-Fielding, Assistant to the

Bishop; Susan Latessa, Director of H.R. and Benefits; Cabinet Representative: Rev. Dr. Sherri Rood, D.S.;