Personnel Strategic Plan


To maintain a record of employee duties and how these promote the mission of Summit UU Fellowship. To serve as liaison between supervisors and regular (non-contract) employees and to provide mediation for conflicts that may arise.


The Committee shall consist of three to five members who shall be appointed by the Board of Directors. No more than one committee member may also be presently serving on the Board of Directors. The Committee shall be comprised of people with a broad range of experiences (SUUF & business/organizations).

Objectives & Aspirations

  • Work with the Minister and the Board to ensure that the work that SUUF employees perform promotes the broader mission of Summit UU Fellowship.
  • Serve in a supporting role as a liaison between employees and members of the congregation.
  • Provide mediation for any employee conflicts that may arise.


  • Review job descriptions annually, or as needed, when there is a personnel change.
  • As needed, establish/appoint/recommend appropriate Search Committees. At least one Personnel Committee member shall be appointed as a member of each Search Committee.
  • Develop job descriptions for new positions with the help of the search committee and the Minister, as needed.
  • Authorize Search Committees to advertise, screen and interview prospective employees.
  • Suggest terms of contract agreements.
  • Review annual employee assessments/ evaluations and mediate employee/supervisor concerns, via meetings and follow-up reviews.
  • Recommend candidates to the Board of Directors for hire or termination.
  • Provide employee recognition, as appropriate.
  • Make recommendations to the Finance Committee on salary and benefits for non-ministerial staff members.
  • Continue to serve the needs of Summit by overseeing employee evaluations, arbitration and recommendations as to salary/benefits.

Specific Measurable Goals 2017-18

  1. Clarify whether contract worker job descriptions can be included in the binder of job descriptions/committee duties.
  2. Update the binder of job descriptions/committee duties and place a copy in the Summit office.
  3. Update the Personnel Manual to conform with current tax and legal statutes. Distribute the revision to employees.
  4. Evaluate the need for a full time DRE or the addition of a one- quarter time youth director.
  5. Work with Finance Committee and Board to prioritize recommended salary and benefit changes.

Specific Measurable Goals 2018-19

  1. Evaluate the need for increasing the hours of the choir director.
  2. Work with RE Committee, Minister and Finance Committee to implement a plan regarding RE employees, based on outcomes of 2017-18 evaluation.

General Goals 2019-2022

  1. Continue to promote UUA standards for salaries/benefits for all employees.
  2. Work with Finance Committee to increase time of employees as appropriate.

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