The meeting began with A discussion about the water superintendent position, a role critical to the town’s infrastructure management. A central issue was the proposed change in the job’s working hours. Previously, the position was advertised as “up to 21 hours,” but there was a push to increase this to a full-time 40-hour workweek, with a proposed salary range of $80,000 to $100,000. However, financial limitations were a significant barrier, as the current budget had only allocated $42,250 for the role. This discrepancy highlighted the need to reassess budget allocations to potentially accommodate a full-time position.

The board also considered the possibility of merging the water superintendent position with the primary water operator role to streamline operations and reduce costs. This proposal sparked debate, especially concerning current staff members. Bernie, a current operator, was discussed in the context of his willingness to take on additional responsibilities or potentially retire, which would necessitate training new personnel.

Another point of discussion was the hiring process for the new water superintendent. The board weighed the pros and cons of promoting from within versus hiring externally. Steve, an internal candidate nearing certification, was mentioned as a potential fit for the superintendent role, though the board emphasized the need for a formal job posting process. This approach aligns with hiring practices in nearby towns like Springfield and Westfield, where internal candidates are considered before opening the search externally.

To attract qualified candidates, the board debated the appropriateness of the proposed salary range. An initial proposal of $80,000 to $100,000 was considered excessive for the town’s budget, leading to a compromise of $70,000 to $90,000. This adjustment aimed to balance fiscal responsibility with the need to attract skilled applicants.

The job description for the water superintendent was another focal point of the meeting. The board agreed on updates to include managing departmental grants, loans, and large-scale projects, as well as a requirement to attend departmental meetings. The first of these meetings was scheduled for August 25. The board also discussed employment conditions, including vacation time and overtime policies, establishing a clear framework for the position’s expectations.

The board aimed to post the job opening on various platforms by September 8, with a submission deadline of September 5. They also discussed potential platforms for the posting, such as municipal websites and industry-specific job boards like New England Waterworks and Mass Rural Water.

Throughout these discussions, there was an overarching concern for maintaining stability within the water department. The potential retirement of current employees added urgency to the hiring process, as the board sought to ensure a smooth transition and uninterrupted service delivery.