The primary agenda item revolved around the selection of a new business manager following the resignation of Paula Bertram. The commission members, along with Bill Bernard, discussed the hiring status, revealing that no new applications were received from the latest advertisement. Instead, they revisited a candidate from an earlier selection process. Bernard emphasized the need to involve user agencies in future hiring processes, contrasting it with previous practices where these agencies had been excluded.

Bernard highlighted the challenges of attracting qualified candidates with the necessary municipal and sewer knowledge in the current job market. He stated, “Finding someone with a specific kind of municipal knowledge, sewer knowledge, all those things is going to be relatively well. The odds of it happening just it’s just not there in this job market.” Despite these challenges, the candidate under consideration could potentially start as early as the following Monday. Paula Bertram agreed to return temporarily at a rate of $50 per hour to assist in training the new hire, which was seen as beneficial amidst the transition.

Interim Town Manager Carter Taranzini noted broader recruitment and retention issues affecting many towns. He mentioned a conversation with a counterpart in Spencer, who had experienced high turnover of planners. Taranzini expressed his concerns, stating, “This is the worst recruiting market I’ve been in this business now,” highlighting the implications for Lunenburg.

The commission members reflected on Paula’s departure, with one member suggesting that a revised pay scale discussed in the past might have prevented her resignation. The member remarked, “I believe last May there had been an opportunity to change things with the pay scale and perhaps she wouldn’t be leaving.” This led to a broader discussion on the town’s employee retention strategies. Another concern raised was the town’s policies on sick leave and vacation for new employees, which were described as unfriendly to potential hires. A member noted, “if you come to work for the town of Lunenburg, you get so many sick days a month, but you can’t use them for the first six months.”

In addition to the hiring discussion, the commission acknowledged the approaching budget season and the need to review various organizational issues. The fiscal year 2022 budget and an amount of ARPA (American Rescue Plan Act) funds required prompt attention. Mr. Alonzo requested a report summarizing the state of the organization, including an analysis of employee turnover and insights from exit interviews.

The conversation about exit interviews underscored their importance, with a member emphasizing the need for the individual in charge to be present during these interviews. Coordination challenges were noted, with email exchanges regarding scheduling. Feedback on a candidate being considered for a position within the organization was generally positive, though concerns were raised about her lack of municipal or public sector experience. The interim town manager stressed the importance of ensuring a good fit for both the candidate and the organization, stating, “if the fit isn’t right, if something just isn’t working right…people need to earn a permanent appointment.”

The challenges of turnover within smaller organizations were highlighted, noting the significant impact when key members leave. The interim town manager assured that if the new candidate did not meet expectations, appropriate action would be taken. There was a commitment to maintaining high standards for appointments and supporting employees to enhance their chances of success.

The commission underscored the need for a dedicated Sewer Commission, with plans to expedite the search for suitable candidates. A suggestion was made for the interim town manager to initiate a mailing campaign to attract candidates, given the urgency. This approach was agreed upon and set to be added to the agenda for the next meeting.