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The Church has changed, but the Benefits Plan has not changed with it. The plan was designed 40 years ago for a different type of pastoral leadership and a different family structure. Its dues structure is outdated and does not support today’s congregations.

Approximately 30% of ministers ordained since 2007, the very people the plan is meant to embrace, are not enrolled in the Benefits Plan, with women representing 63% of those not covered through the Board. Small congregations, where resources are scarce, are also affected. Only 28% of churches with 150 or fewer members have an installed pastor. For African American churches, only 20% have installed pastoral leadership, regardless of size.

We must act now to address the needs of the changing Church.

No. The restructured Benefits Plan will not affect the design of the pension plan, which remains strong. The funded status of the plan was 156% at year-end 2023, enabling our Board of Directors to grant a 4.5% experience apportionment, effective July 1, 2024. This marks the 12th consecutive year with an experience apportionment, yielding a cumulative increase of 46.6% since 2013. 

Our Board of Directors met in March 2024 and approved a redesigned Benefits Plan of the Presbyterian Church (U.S.A.) effective Jan. 1, 2025. Details on the 2025 Benefits Plan, including dues and the costs of medical coverage for family members, can be found here. Board leaders will gather with mid council leaders in April and May 2024 to outline the new plan design, pricing structure, and implementation plan. Presbytery meetings, discernment, and engagement with congregations are expected to continue throughout 2024.

We will continue to offer coverage for spouses and eligible children. For members enrolled in the new Congregational Pastors Package, our Board of Directors has approved allowing employers to choose whether to cover some or all of the cost for eligible family members.

Providing family coverage would be based on the needs of the congregation and of the congregational pastoral leader. For example, if a minister’s spouse is employed, their employer may offer medical coverage that would be a better financial choice for the minister’s family than the PPO coverage available through the Board. If family members will be covered by the Board, they must choose the same Medical Plan option as the covered member has chosen.

Pastors in installed positions are required to be enrolled in the Congregational Pastors Package, which includes PPO coverage.

Congregational pastoral leaders scheduled to work 20 hours or more weekly, including PC(USA) ministers and commissioned pastors, may be offered this package by their employer.

Ministers not enrolled in the Congregational Pastors Package who work 20 or more hours weekly would be able to select from the Medical Plan options their employer offers.  

The Board of Pensions is committed to providing transitional support for employers and members. Employers may choose to provide Transitional Pastor’s Participation to any minister who is enrolled in Pastor’s Participation as of Dec. 31, 2024. This option will sunset Dec. 31, 2027.

We have dedicated funding to support the continuing investment in innovative ministry solutions, including new forms and contexts as ideas surface from within the Church.

The Board of Pensions is committed to serving congregations, their employees, and ministers of the Word and Sacrament with benefits and programming that support holistic well-being. For 2025, the Covenant Package or Congregational Pastors Package may be made available to congregational leaders working more than 20 hours per week, regardless of ordination status. The Covenant Package may be offered to any employee working more than 20 hours per week. We have a team of Church Consultants who can help congregations make the most effective use of available benefits. Find the Consultant for your region.  

No, the Benefits Plan of the PC(USA) is an employer plan. To be eligible for the plan, an individual must be employed by the Church or one of its affiliated organizations, and their employer must offer them benefits through the Board of Pensions. Employees of the Church include those who serve its national agencies and mid councils as well as congregations. PC(USA)-affiliated organizations include educational institutions, camps and conference centers, retirement and senior housing communities, and human services organizations.

Yes. The Benefits Plan will remain rooted in A Theology of Benefits, detailed in the Church’s values, specifically: community nature, compassion, justice, and fair compensation.