The primary topic of discussion was the town’s approach to calculating COLA, which has historically used a rolling three-year average of the Consumer Price Index (CPI) for New England urban consumers. This method was implemented to mitigate volatility in pay increases and provide a structured approach where previously there was none. However, members of the board expressed concerns that this method might not be responsive enough to recent inflation spikes, which could negatively impact employee salaries and retention rates. One participant noted that despite recent adjustments of 1.62% and 2.42%, the increases had not kept pace with inflation, leading to calls for reconsidering the limit placed on COLA adjustments.

The conversation included suggestions to eliminate the limit entirely, arguing that doing so could improve how employee salaries compared to those in similar towns, thus aiding in staff retention. The urgency of completing an alignment study by February was emphasized, as the town’s budget decisions are expected in April. The study aims to compare Shutesbury’s wages with those of other towns, with preliminary indications suggesting Shutesbury may lag, especially in certain roles like the police chief.

Another area of focus was the consideration of increasing janitorial service hours. A board member proposed an increase from the current eight hours per week to twelve, a 50% rise, to better maintain town facilities, particularly the new library. This proposal followed a survey of neighboring towns and took into account the availability of a Roomba for additional cleaning support. The necessity of a more structured custodial approach was discussed, emphasizing the importance of maintaining cleanliness in public areas, especially post-COVID. The conversation highlighted the need for the Town Administrator’s involvement in any budgetary implications and the potential revision of the custodian’s job description.

The board also addressed the classification of job descriptions within the town administration. A shift from an older evaluation method to one that considers factors such as confidentiality and responsibility was noted. An invitation was extended for committee members to assist in this rating process, with expressions of interest in participating.

Additionally, the meeting touched on the police chief’s contract negotiation team, with a motion to nominate a member to the team being unanimously approved. The personnel handbook was another point of discussion, with plans to update it using a template obtained from another town. This update aims to standardize the information and incorporate any necessary new language or policies.

The search for a new town administrator was briefly mentioned, with the search committee having met for the first time. The committee is bound by confidentiality regarding applications, and there is currently no deadline for submissions. The posting of the administrative assistant position is pending, with coordination required with the incoming town administrator.

Logistical discussions included scheduling the next meeting and resolving technical issues related to Zoom meeting links. The meeting concluded with a unanimous motion to adjourn.