Services
Solutions that help ministries win...
Our practice is dedicated to the unique financial world of nonprofit leadership. With deep understanding of the needs of missional organizations and their leaders we provide tailored financial solutions that align with ministry values. We help you secure your team’s financial future so you can focus on the mission.
Retirement
Strategies
Rabbi Trust
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- A Rabbi Trust is a non qualified deferred compensation in which funds are invested in an irrevocable trust and held for the benefit of employees for retirement purposes.
Restricted Executive Bonus Arrangement Insurance
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- Restricted Executive Bonus Arrangement (REBA) provides life insurance protection and supplemental retirement income at little or no out-of-pocket expense to the executive.
Deferred Compensation
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- Deferred compensation plans are optional programs that allow employees to defer income until retirement.
Succession Strategies
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- A business strategy that helps ensure that businesses run after an employee retires and leaves.
403(b), 401k, 409A, 457
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- Insurance that allows employees to save on a tax-deferred basis for retirement.
Plan
Funding
Corporate Owned Life Insurance
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- Insurance that provides life insurance to one or more of a company's employees.
Investments
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- Investments can refer to any mechanism used for generating future income. This can include, but not limited to, the purchase of bonds, stocks, or real estate property
Integrated Insurance Solutions
Disability Insurance
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- Insurance that will provide income in the event a worker is unable to perform their work due to a disability.
Life Insurance
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- Insurance that is a contract between an insurance company and the policyholder.
Key Man Insurance
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- A life Insurance policy that a company purchases on an owner, a top executive, or another individual critical to the business.
Health Insurance
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- Insurance that protects a person from paying high medical bills if they got sick or hurt.
Compensation
Studies
Compensation Benchmarking/Surveys
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- A process that compares internal job descriptions to salary survey jobs to determine the current market rate for each position.
Cash Compensation
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- Cash compensation is the sum of an employee's wages, salaries, and supplemental pay.
Non-cash Compensation
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- Non-Cash compensation is compensation that is not in the form of cash, such as employee benefits, gifts, prizes, travel, meals, lodging, or merchandise.
Case Studies
No case study is used to imply future performance. Case studies are intended to illustrate services available through the adviser. They do not necessarily represent the experience of any clients.
Case Study
A Custom Plan for a Church in the Northeast
The Plan
Facing a retirement funding shortfall for their 61-year-old Senior Pastor, a large church in the Northeast implemented a Rabbi Trust utilizing a section 409A plan to bridge the gap. A one-time lump-sum contribution was made, fully addressing the pastor’s retirement needs in a single fiscal year. This strategy ensured compliance with IRS reasonable compensation rules while offering flexibility and control. The Rabbi Trust also supported the church's succession plan, enabling a smooth leadership transition.
The Costs
The church allocated its available funds to a single, substantial payment, avoiding the complexities of phased contributions over multiple years. While requiring significant upfront resources, the Rabbi Trust structure eliminated annual contribution limits, ensuring the funding gap was addressed efficiently and in compliance with tax regulations.
The Benefits
For the Pastor:
Secure Retirement: Immediate funding of the Rabbi Trust provided financial security for retirement, empowering the pastor to step down when succession plans are finalized.
Tax-Deferred Growth: Funds in the Rabbi Trust grow tax-deferred, maximizing the value of the contribution over time.
For the Church:
Leadership Continuity: A clear, fully funded succession plan ensures long-term stability for the congregation.
IRS Compliance: The plan adhered to compensation guidelines, avoiding regulatory issues.
Efficiency: Simplified financial planning and eliminated ongoing contribution commitments.Upon Retirement at age 67, the pastor will receive a monthly benefit of $9,374 for ten years.
Case Study
A Custom Plan for a Church in the Midwest
The Plan
A fast-growing church in the Midwest wanted to reward and bless its young founding Senior Pastor. The church established a Rabbi Trust with a deferred compensation plan. The plan allowed for in-service withdrawals every 5 years to assist the pastor with funding for children’s college education and other life expenses during the pastor’s working years. The Rabbi Trust funds could also be deferred into post-retirement years.
The Costs
The church allocated a small percentage of annual revenues to the plan. The church took advantage of the pastor's age and length of service to maximize the growth of investment earnings.
The Benefits
For the Pastor:
Secure Financial Future: The Rabbi Trust funds could be used for most of the pastor’s future large financial needs (upgrading home, children’s college costs, travel, etc.).
Retirement Savings: The plan eliminated all future retirement shortfalls.
Tax-Deferred Growth: Funds in the Rabbi Trust grow tax-deferred, maximizing the value of the contribution over time.
For the Church:
Low Cost: The church was able to provide significant benefits to the pastor at a low cost, utilizing investment earnings.
Retention: The vesting schedule tied the pastor to the organization long-term, ensuring continuity of leadership.
Case Study
A Custom Plan for a Church in the South
The Plan
A mid-size church in the South, heavily impacted by COVID, needed to begin retirement planning for its Senior Pastor. The church established a 403(b)(9) plan, which allows both the Senior Pastor and the church to make contributions. The church decided to make discretionary contributions each year up to the IRS maximum contribution limit ($77,500 for individuals aged 50 or older in 2025). To ensure the Senior Pastor's family was protected in case of premature death, the church included a layer of life insurance coverage for the pastor’s spouse and family.
The Costs
Variable based on what the church can afford in any given year.
The Benefit
For the Pastor:
Financial Security: The 403(b)(9) and life insurance provide comprehensive protection for the Senior Pastor and their family.
Tax-Deferred Growth: Contributions grow tax-deferred in an asset account held off the church's balance sheet and protected from church creditors.
Housing Allowance: The plan allows the Senior Pastor to use housing allowance distributions during retirement.
For the Church:
Low Cost: 403(b)(9) plans are not subject to ERISA regulations, reducing administrative complexity and costs compared to other retirement plans.
Flexible Contribution Options: The plan allows for both traditional deferral and Roth deferral contributions, offering flexibility in retirement planning.
Services
Financial benefit planning
Healthcare solutions
Deferred compensation (Rabbi trust)
Pre-tax/Post-tax strategies
Compensation Benchmarking
403(b)
Securities offered through Lion Street Financial, LLC (LSF), member FINRA, SIPC. Investment advisory products and services offered through Lion Street Advisers, LLC (LSA), an investment adviser registered with the SEC. Stewarded. and the above firms are not affiliated. LSF and LSA do not provide tax or legal advice. This site is published for residents of the United States only. Representatives may only conduct business with residents of the states and jurisdictions in which they are properly registered. Therefore, a response to a request for information may be delayed until appropriate registration is obtained or exemption from registration is determined. Not all services referenced on this site are available in every state and through every advisor listed.
Lion Street ADV2, Lion Street CRS
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