Compensation Guidelines
2027 Keystone Conference Clergy Compensation Guidelines
In 2025, members of the four historic Pennsylvania Conferences met regularly to discuss fair and just compensation for clergy across our region. This was difficult work, affected by the different structures of guidelines set by the historic conferences, wide differences in the cost of living across the state, and considering what churches – many experiencing decline – can afford while still honoring the value of pastoral leadership. The guidelines that were written, and ultimately adopted by the Conference Board, base the cash salary on that of an experienced teacher in the school district where the church is located. This metric was chosen because it’s a professional career that requires a similar level of education, receives similar benefits, and compensation information is available in every community.
This model was in place for the 2026 guidelines and will continue for the 2027 ones. Early next year, we anticipate revisiting the guidelines. Clergy and lay leaders will be surveyed to find out if this model is working and how the Conference Compensation Guidelines can best serve as a helpful resource for both churches and clergy.
The Keystone Conference Compensation Guidelines for 2027 are available here. The only change of note in the guidelines is at the bottom of page two where the 2027 Cost of Living Adjustment is listed. For clergy in existing calls, the recommendation is an increase to salary and related benefits of 3-3.5%.
At this time, we have no information on changes to UCC health insurance rates for 2027. When that information is available, it will be added to a future email.
2026 Keystone Conference Compensation Guidelines
Dear Friends,
Among the many actions of the second meeting of the Keystone Board, Keystone Clergy Compensation Guidelines were approved. An enormous amount of work was required to merge the compensation principles, practices, and varied economic realities from across that state. We believe we succeeded in doing so.
The cornerstone of these guidelines is the covenantal relationship between pastor and church. In this relationship, the pastor pledges to care for the spiritual and administerial needs of the congregation and the congregation in turn pledges to care for both the spiritual and temporal needs of the pastor. An important part of these temporal needs is a just wage consistent with the standard of living where the congregation ministers.
Some churches will compensate their clergy beyond these standards. Others will be hard pressed to meet even the basic salary level. The resources of each congregation are different. All communities are expected to grow in every way that builds up the Body of Christ—spiritually, affectionately, numerically, and financially. Churches and pastors are strongly encouraged to work together so that in their growth, aligning with these guidelines moves from priority to possibility. Please read the introductory paragraphs carefully and do not hesitate to contact the Chair of your Association’s Committee on Ministry with questions or concerns.
With the Peace of Christ,
Bill, Bonnie, Carrie, David
