Helping you understand and make the most of your retirement plans
Wespath empowers you to secure your future by participating in the retirement plan(s) offered by your employer. Learn about retirement plans and eligibility for clergy, lay participants and missionaries.
The following defined benefit plans for United Methodist Church clergy are traditional pension plans that provide a monthly benefit amount in retirement paid by the plan sponsor.
CRSP combines a defined benefit providing lifetime income based on years of service to the Church with a defined contribution account that provides flexibility. It also incorporates benefits from two predecessor plans: Ministerial Pension Plan and the Pre-82 Plan.
This plan was replaced by CRSP effective January 1, 2007. Existing MPP accountholders will continue to have funds invested and receive benefits from the plan.
This plan was replaced by MPP effective January 1, 1982. Participants who were vested in the plan before 1982 will receive benefits from the plan.
Defined contribution plans, which are funded by the participant and/or the plan sponsor, provide flexible savings and investment options for lay workers and clergy.
PIP is a 403(b) retirement savings plan for Methodist-affiliated churches, general agencies and other church-related organizations. Participants can make contributions through payroll deductions and may receive plan sponsor contributions. The full name of the plan may have a prefix; for example, for The United Methodist Church, the plan is referred to as the United Methodist Personal Investment Plan (UMPIP).
RPGA is a 403(b) plan for individuals who work for United Methodist Church General Agencies. It is funded by General Agencies, which provide plan sponsor contributions for eligible participants.
Horizon is a 401(k) retirement savings plan for nonprofit and for-profit organizations. Participants can make contributions through payroll deductions and may receive plan sponsor contributions.
Video: DB and DC Retirement Plans
This video explains the difference between defined benefit (DB) and defined contribution (DC) retirement plans.