The Board of Selectmen faced a notable decision regarding the hiring of a new public health nurse, a position that has proven difficult to fill due to its part-time, non-benefited nature. The previous occupant of the role lasted less than six months, and the position has remained open for an extended period, primarily due to salary constraints that make it less appealing compared to other nursing opportunities. The candidate under consideration boasts over thirty years of experience and has deep ties to the local community, positioning her as an ideal choice. However, the board discussed the urgency of acting swiftly to secure her hire at Step 10, emphasizing the risk of losing her to other opportunities if the process faced further delays.

The conversation also delved into broader financial implications, particularly regarding cost-of-living adjustments (COLA) for fiscal year 2026. The proposed COLA was set at 2%, a decrease from previous years. There was notable reluctance among board members to finalize decisions on the COLA due to the potential lack of consensus among unions, similar to challenges faced in previous years. This cautious approach reflects a desire to ensure fairness and avoid discrepancies in employee compensation.

In addition to personnel concerns, the board explored the reclassification of the Assistant Animal Control Officer position. This role was proposed to move from an outdated grade to a new grade and step structure, aligning it with more standardized grading systems. The motion to reclassify was passed without dissent.

The Human Resources (HR) department’s role and responsibilities were another focal point of the meeting. The board emphasized the critical nature of the HR position, which has evolved to include significant duties such as negotiating contracts and managing compensation studies. The absence of staff support in the HR department was noted, reflecting the wide-ranging responsibilities the HR manager handles, from recruitment to benefits administration.

The discussion also touched upon potential changes within the Public Works department, including the consideration of a new position for a Public Works Director. Concerns were raised about drafting a job description prematurely, given the ongoing evaluations by a study group tasked with assessing the department’s needs. The board opted to delay final decisions until the study group’s recommendations were finalized, acknowledging the potential need for departmental reorganization.

The need for clarity and consistency in job descriptions and titles was emphasized, particularly in light of strategic changes and outsourcing of certain functions within the town’s administrative landscape.