The meeting opened with a discussion on the difficulties of classifying the treasurer collector position. The debate centered on whether the position should be classified as a level one, two, or three based on the challenges associated with filling the role. A board member, Tracy, recommended that the position remain a level two. The issue of classification extended to the assistant finance director position, which was considered a level three due to the specialized municipal fund accounting skills required, despite the availability of finance professionals in general.

Further discussion revealed that the Newbury Human Resource Board was also facing hurdles in hiring for positions such as the town accountant, assistant finance director, and assessor. Members acknowledged that the unique nature of municipal financing and city and state regulations made it challenging to find candidates with the necessary fund accounting experience. The board voted to classify these positions as a level two.

To address concerns about staff turnover and the town’s competitiveness in attracting and retaining employees, the board explored the idea of conducting a comprehensive salary survey study classification. The goal of the study would be to perform a comparative analysis of salaries and benefits with other communities. The board agreed to seek additional quotes for the study and to include the topic in the following month’s agenda. They also planned to review the information collected to date to inform the preparation of an official Request for Proposal (RFP) for the study. The emphasis was on gathering extensive data to ensure the analysis would be thorough and reflective of the current market.

The necessity for a compensation survey was echoed throughout the meeting, as the board expressed concern about the town’s capacity to remain competitive. They noted that obtaining relevant data for comparison was becoming increasingly difficult due to the state and other municipalities providing less information. Plans were made to continue the conversation and dedicate substantial time to the topic at the next meeting. The board anticipates a discussion on the compensation survey, underscoring its importance to the overall strategy for managing the town’s human resources.

The board also touched on job vacancies, announcing the recent hires, including an assistant library director and four new call firefighters. The need to fill additional roles such as the conservation agent and assistant town planner was mentioned.