One notable issue discussed was the proposed changes to the wage step increases for town employees. The board considered recommendations from a compensation classification study that suggested basing step increases on a merit system. This sparked a debate on whether step increases should correlate with performance evaluations and if a bonus structure should replace the current system. Concerns were raised about the objectivity of performance evaluations and the long-term financial sustainability of the proposed pay increase system. The board ultimately voted to change the criteria for step increases to require meeting expectations for all 12 steps. They also agreed to revisit the requirement for a 30-day job posting, considering a shorter duration after hearing concerns from a resident during public comments about practicality and the need for efficient hiring practices.

Additionally, the board deliberated on the sick leave bank policy, particularly focusing on the requirement for employees to deplete all personal and vacation time before accessing the sick bank. There was a call for a review process for applicants to the sick leave bank and for employee involvement in its management. Moreover, the board proposed adjustments to bereavement leave. The potential inequity of bereavement leave allocations for in-laws was also discussed, with some advocating for a flexible approach to accommodate diverse family situations.

The meeting addressed the duration of job postings, with some members proposing to extend the 10-day posting period to 30 days to enhance job visibility. Others suggested a compromise of 14 days, while some concerns were voiced over the financial implications of extended postings.

The board discussed the physical examination policy, endorsing a change that authorizes the Town Administrator to require examinations for the protection of the town without needing approval from the Personnel Board. The annual training hours for employees were also slated to increase from 3 to 8 hours to ensure adequate professional development.

Regarding compensation, a 2% increase for fiscal years 2024 and 2025 was proposed for specific positions, such as special duty officers, police matrons, outreach workers, and geriatric nurses. Additionally, the discussion touched upon the elimination of incentive increases for approved courses and the equity of educational incentives across different roles within the town. This led to the decision to eliminate the education incentive, with varied opinions expressed among the members.

Other topics of discussion included the leave policy, with a recommendation to align with Massachusetts General Law and increase personal days to three, as well as adjusting the sick leave policy by reducing the required work period for bank access from 12 to 6 months and increasing minimum sick leave allocation from 3 to 5 days.

The discourse extended to the implementation of a self-evaluation system for all employees. The logistics of managing frequent evaluations in larger departments and the use of HR software were considered. Moreover, the board discussed the administrative aspects of the meal break policy, the payment for holidays, and the potential shift from a 4-day work week to a 5-day work week.