access YouTube after the meeting the following information is also provided for members of the public that would like to view the meeting remotely to view remotely from a computer please use the link below to join the public meeting webinar or from a telephone dial the toll-free number and enter meeting ID if you have not registered with zoom you will be asked for your name and an email address no no partici ID is needed just press pound when asked the agenda lists all topics which may be discussed at the meeting and are those recently anticipated by the chair votes may be taken as a result of these discussions not all items listed May in fact be discussed and other items not listed may also be brought up for discussion to the extent permitted by the open meeting law so we called the meeting to order at 605 and first we have public comment is there anybody from the committee that has public comment is there anybody from the public that has public comment okay see and now we're going to go right into approval of minutes April 30th 2024 those were emailed out to us for review I would accept a motion I make a motion that we accept the minutes as submitted we have a second second all in favor I sue hi Wendy and Donna hi thank you did Wendy say I she did how come I can't hear Wendy oh oh there you are there she is ongoing business do we have any going business Julie okay going into new business job job description review and rating data collector and I was muted so Linda McQuade is here she's the principal assessor so um her and I worked on draf in this job description um this position was just recently approved at town meeting for 19 hours so since it's a new position we just we created the job description and need a rating a home for it do you have a recommendation for it based on what you saw um Julie I think it was it approved for 25,000 at Tom meeting yeah it was okay yeah uh and that's for 19 hours there's no way that we can go over that is that correct that's sorry yeah then we'd have to pay benefits okay we're like the grade eight nine area would okay and I'm looking at fiscal 24 should actually look at fiscal 25 since we're right around the corner um yeah I would say the Great 7even eight so did you say eight or nine or seven to eight I'm not sure Julie seven to eight seven to eight so we were looking somewhere around like a Max I think around $25 so I think you know where we're looking somewhere around grade seven so it's a standalone position that works directly for the assessor correct does anybody have any questions on the job description okay looking for a recommendation whether it's going to be a seven or an eight so uh it it calls for high school diploma and or some real estate experience or an associates degree and at least two years of work experience yeah this position would actually be ideal for an appraiser uh this person would really need to have some building knowledge field experience because they're going to be measuring homes and um verifying the data on our property record card and then entering it into our C system okay so are they pretty independent in terms of what they go out on their own or do they have someone with them or what yeah they would um they would go out on their own um probably do field work two days a week and then be in the office the third day entering the data from the inspections into our C system and they would have oversight from you Linda yes we ideally need someone that does have some experience with field work and just curiosity would they get mileage to go out to the location would they use a town car no we don't have a town car for the assessing Department it would be their own vehicle that I'm aware of we we don't Julie right no so a seven would start them at at uh 2163 I think based on the 25 rate the 25 grid I'm look at 25 it starts at 2228 for the 25 grid oh I see right I'm sorry I'm looking at the we dropped one right 2228 and that goes up to 40 2740 and the next um8 is 2378 to 2924 I don't have the list in front of me what's comparable in seven uh I don't have that either oh here I got it you got it uh Beach director COA seal meal site manager a principal assessing Clerk so that would be comparable Linda to a principal assessing clerk I think this would be a little bit higher than a a a clerk in in my opinion just based on the knowledge that they would need to perform the job and the assistant assessor if we were to fill that position down the road is a nine so I think this right below that an eight feels better yes I think so so an Eight's like a a high level Administrative Assistant the assistant to the Su manager assistant town clerk so um that seems reasonable to me an eight how do what do you guys think Donna Wendy can't go higher step two then right step two step three eight would be uh 2378 to 2924 right would they start at step two or three is what I think Wendy's asking oh well is at the mo we couldn't hire anyone in Beyond step two or three well we can hire anybody in at the rate that we think is appropriate but let's make sure we is it eight or seven first it sounds like she the recommendation is it being an eight but they're capped at 25 an hour if if it went over I'm sure we could find some funds to cover the excess did you say 25 an hour or 25,000 for the budget budget is 25,000 yeah it isn't a cap for the money it's a cap for the budget correct but at 25 an hour at I mean 19 hours a week There's a tiny bit of wiggle room that but that's that's where it would get them they couldn't really go much above 25 an hour and not be above the 25,000 based on the number of hours in a week unless the thought is they wouldn't necessarily work 19 a week correct so I would make a recommendation that we consider uh putting this job at a grade eight that's the first step Donna do you have anything are you okay with the eight yeah I think the discussion is good I you know I'm sort of following what Wendy's saying I don't have the Grid in front of me so um but I understand what you're all saying I I agree with to Step One grade eight well I'm not talking about steps at all I'm just talking about the job description first that's what we're talking about it's a brand new job description first FA I know but just worry think about this it's two separate things one is the money and one is the job level so is the eight the appropriate level yes seems like it is yeah so I Mis misunderstood what you said to I thought you said step one is to decide on the job description I get it now I thought you were talking about the grid so the the motion motion for step eight I make a motion that it be a step eight a grade eight grade eight sorry grade eight I'm sorry yeah I'll second the motion all in favor I sue I Donna I Wendy I that passes unanimously okay now step what step gets them no steps we're done with that yeah thank you Linda okay welcome to stay okay thank you very much it was nice to meet all of you bye bye bye have a good night you too so I'm sorry what just happened what what was the step thing so the steps the step doesn't matter until they actually have a candidate that they're going to hire thank you okay okay I get it God it's been too long I'm out ofac prce it just puts us box around hiring someone so if you hire someone seasoned they may struggle with the idea of being a step you know two or three because traditionally your steps are based on the experience you come with yeah that was that was my point and I I wasn't saying it should be a seven I was just saying that with the budgetary constraint on the RO it was going to affect the step that's you know that's offered to any candidate okay but I think whenever we find a candidate whoever that is then uh Linda and her in her budgeting process will have to try to go back to the you know the kitty if you will and say I'm not hiring somebody until August and I have a little extra in the kitty and so I think that if we put them in the right place where we can give them the right amount of money that's then they can worry about where they're going to find extra if they need it fair enough yeah this group has needs a little extra help I think right to hire the best people so now we're on rev's job descriptions uh we're on step approval for new higher lifeguard I'm sorry what the agenda online line I printed doesn't have that did you not revise the agenda online he did but it was later in the day attached it to the email it came at like yeah close to four Julie sent an email that said check because there's been so I can read it for you if you'd like it's um the hiring of a new lifeguard so we just need the step approval rate um the pay rate and the step approved is what I'm trying to say it's been too long for me too Donna so Angela's here she's the recck director um hi and she's been going through interviews um to replace a few openings that we have um found a candidate um I'll let her speak to the candidate and um I I did do a blurb as well um but basically this um person has um a year of experience working at um uh Lancaster right Angela no this one is um Benjamin Hill Pool so is that Shirley yes shle y go ahead I'll let you explain sure um so due to his experience I would definitely like to try to start him at a step two um although it was one season it was a it was two years ago he is redoing all of his um his Red Cross things his first aid all that's redone uh but he does have experience um lifeguarding the only thing he doesn't have experience with is like the teaching of swim lessons um so that is one thing to definitely consider um but other than that I do think he's comparable to have a step two beginning spot and I can speak to his references um references that I checked it's funny they basically said the same thing uh that he's a great worker one of the best that they've ever worked with and the most trusted um basically what most trusted means is that he was given tasks and duties that would typically go to a manager level um like cash and so forth um and he he works well with challenges work well independently so for those reasons we're recommending starting him at a step two so this would be grade four step two correct which is 1906 and in 25 in 24 804 from July 1 that will change to yeah 1906 okay so for the month of June it'll be um 1804 Angela will this disrupt anybody else you you are hiring that you have one person that's a little higher no um most of the rehiring it's been a lot of rehiring everyone else um I think it's all set um yeah the only other person doesn't have any experience so I think we're all set for a step one there then I make a recommendation that we accept the recommendation of the director and bring in the new person at grade four step two I'll second we lost Joanna Joanna's muted no she's here oh you I can't see her okay she's here but if she's talking she's muted yeah she's her video is off and her there we go there she is okay so we take a roll call Vote Yes Sue yes I and Donna I that passes unanimously thanks Angela thank you very much nice meeting everyone bye byee all right so the next item on the revised agenda was discussion on creating temporary titles for Section 70 which is the sa-5 um let me see if I can see do you want me to read it sure and I can try to yeah new or changed positions the Personnel committee tentatively may add new job title in to this plan establishing grades with minimum maximum wage or salary bra for the same and reclassifying existing jobs the description uh I'm sorry um salary brackets and such addition or reclassification to be effective only for the period of time from the date such by the Personnel committee to the date of any vote with respect their to adopted at a subsequent town meeting but in no case than the next annual T unless such date has been specified by such vote any increase in wages or salaries under this section shall be effective only if funds are available for the purpose and approved by the finance committee and so is that what it says now or is that what it is this is now so is there current is there a proposed change um that is what I'm here for so I'm bringing this for some um clarification um we notice that in times where an employee an existing employee may have to pick up a duties of another position outside of their their position not necessarily their grade this doesn't speak to an interm or a temporary assignment so in order to allow um an employee to temporarily pick up added duties or act in term as someone position we need to clarify that in here um so for instance there's a clerical Union employee um right now that is pretty much in that same situation and what we're looking for here is it's been difficult to recruit a land use director The Building Commissioner has assumed a lot of those um duties minus planning he not a planner um but he's taking on like the managing of the land use departments so that's conservation planning department without the planning duties um conservation did I say that um feel like I miss someone over there um but other than Board of Health so in order [Music] to in order to be able to um create a temporary position this language to U be revised to reflect that we can accommodate that so is there language and contracts that already allowed that for people in the um you know I I I don't know if there's exact language that we could steal from right because we just got this at 4:35 so I I don't know what you want us to write I understand this was a it was a um a last minute topic so basically I just want um some language to revise this section to include temporary or interm position oh hold on sue you muted so you're muted the wony is going on there we go um is the goal that we would do this because if a person like that takes on work we would want to give them a different title and a different amount of money is that the goal that would be the goal to be able to accommodate you know us as well as them so taking on duties that need to be filled so we must have done this over a long period of time what have we done in the past I can't think of a time when this came up when we had an interm or um a temporary position so to speak but you've never you haven't been in this role long enough to have known you think it ever came up right and I agree with Sue this had to have happened before and is temporary like a couple of months or is temporary I can see it if we think that the job might change and the land in this example the land use guy is going to take on that role forever but it's really they're taking on a role temporarily until someone can be found is that correct yes to assume these to keep the the workflow going between the Departments and keep the land used departments they need management of some sort so this would be not the director because there's no planning involved but it would be um an addition additional tasks added to the Building Commissioner role so therefore the job description is a temporary position so Julie are you saying that if someone is out sick or on vacation that all of their job duties simply stop so well rephrase that so that's a different thing like if yeah like if most of us are Onan shows right so most of it is just well you'll do it when you get back but this is more of a long-term situation the way it currently reads it says new job title and descriptions with grades and wage it doesn't tell us like well what do we do can we assign this temporarily tack it on to this position like it doesn't read that currently that we have that flexibility to be able to assign additional duties to a role and to be able to recognize that added responsibility so basically this is about the land use the building commission or this particular situation correct correct and I just looked that both already the highest grade we have so they're already being paid at the highest grade that we mostly utilize correct um so an option is because of that um the option we could do is an additional step within the grade where this isn't um at a higher rate so to speak right because they're in the same grade so what we've done with um clerical Union position is give them a a step increase until they're no longer doing these duties and revert back to their primary role just as a way to compensate them H and this language doesn't read that way so we need to um so it needs some flexibility you're trying to put in some flexibility to allow the town manager in this case this is a town manager role but that this uh the town manager can do something unique to help compensate for the extra effort on a temporary basis course yes what do we do when them when the uh accounting manager left didn't she leave for quite a while before anybody was hired who picked up that work um she she was here she stayed on until we found replacement ah on a very part-time basis and and so in in other jobs what I think Heather has done is hired a contractor to take over yeah and so I think what you're saying is that she's found an internal person that would take on the extra responsib ability but it seems like doing both jobs it seems a little double dipping in my opinion it's gonna I understand but it's gonna add two extra hours at least per week so this position would go from Building Commissioner is currently 36 so it go from 36 to 38 per week on a temporary basis and receive a step in in this specific situation but I want it to be a general um General generic language so it apply to anybody what what would the Personnel committee recommend for for a situation like this why isn't there some sort of stipend yeah I was thinking that too Wendy and and the other question I had is that they're already at step eight how can you give them a step increase if they're already at the top well in this situation they're not but that's a good question um as for the stien the um sap doesn't speak to that either we did reach out to Council on this a stien would still have to be labor dollars it couldn't really be just a stien it would have to be some kind of a labor hour rate right I mean I understand that we we probably want to make sure that we give some flexibility so that the town manager has some flexibility but so if they're adding two hours that would mean that if they take this hourly rate he gets he's going to get two hours more of pay already just by means of adding two hours corre what is the overtime and do you sort of create language that allows for that to be paid at an overtime rate I really think so at a director level at this 6 level still I would think so either work out of their purview I mean you could be a director all day long but if this is if this is deemed I think it's just looking from what I'm getting for some flexibility that that in one case might be something small in another case a little bit more I mean if somebody's out whether it's an extended uh leave of absence we can't fill a role for a long period of time I mean think about think about um our town accountant role that you know that was you know when Karen left that was vacant for a long time if weren't willing trust me a contractor is not coming in for an El Cheo rate and Su said for two addition hours a week they're already being compensated for an additional two hours per week that's more time that they're doing the job but I think you know in recognition of thank you for taking on this extra work even though you know we're a lot in two hours it could be four hours I mean these are exempt positions that's to keep the flow it's almost like we have to compensate them somehow so what we're saying is stien you look at the step increase basically being a stien given per hour essentially rather than once a year because we can't you can't really do it annually one because the sap doesn't speak to it but secondly because this position might not go annually right the temporary so I think the cleanest way and what we've done like I said in one of the other unions was give a stepping free until you know it resolves and they go back to their primary position so isn't what we really want to try to adapt the policy for is to give permission to make exceptions to the step adjustments in the event that the job uh has a a fairly dramatic temporary change I don't think we'd rewrite a new job description for it that would because it's only going to Temporary we wouldn't need a new job description but we need a a mechanism to say this is the unique situation and like we just approved a step two why couldn't they come in and say we have a unique situation and we want to raise this person for X period of time up one step I and then they go back or are we talking about simple language to give the town manager the freedom correct to each situation individually something might be in one case smaller another case a really big you know so we don't want the box with what we're saying right so is it a simple as you know adding in you know a sentence or two here saying allowing you know in the case in cases of blah blah blah Town manager May has the discretion to blah blah blah and then at least there's some coverage of for the one-offs yeah so maybe 70.5 becomes new changed or temporary positions because we're not really changing the position it's not a new position but those things do need to be categorized periodically but uh a temporary change is just another element you could add to that and I think uh Wendy's right we just need to give somebody permission to to say there are unique situations you should be able to come and say I want to invoke 70.5 because of this situation and I want to do this so my only thought with the job description um because it's not assuming the role of a position that we already have so it's not that we're saying okay we want you to be land D land use director which is an existing title this in this particular case um not going to be the land use director because he does not have a planning background will not be doing any of the planning functions so are we still using the contractual guide for planning um through mid June yeah so we'll be paying him and the building inspector so he's doing planning and the Building Commissioner will not be doing planning so the consultant is a planner but why isn't just the request for an exception to the step is about whatever the added additional uh job requirements are why would we need to have a new job description it's like so I want we have a person and they're gonna for a period of time take on X and because of that we want to raise their step by one to accommodate that because it's temporary it is I think in a typical circumstance it would be um so and so's out on a leave of absence we need you to take over that full role yeah full role and this it's only pieces of it but if you leave flexibility in the plan it allows you to do whatever you need at that given time the more words we put in a in a policy the more constricted we are to that policy rather than having some flexibility say what's the unique situation for this particular one and let them document it and that's what we approve is a documented request right no I think for this section I agree with that um I do think we should have a temporary um job description for this situation but that's another this is this is step one right here yeah monitoring this language to allow for the these types of ations for long term um and if you said it's two to three hours of work I I'm struggling with that we're going to move him up a step for 35 hours in his regular job for two hours of work to compensate let's do this step one first just to get through this language it doesn't have to talk about compensation so to speak but well I'm I guess I'm confused on what step one is and what you want us to do step one is to modify this language to allow for the flex how do you want it modified all right I think one way is to add temporary to the title new change to temporary positions okay that works for me and then perhaps some some additional line in there to say you know in any temporary or changed you know in a temporary role you know Town manager has discretion too yes and for me then it really it's there enough to justify it but it's vague enough that you know it have to be something you know that it can be something small or something bigger if needed they won't be Revisited they won't necessarily have to revisit this language you know six months from now and the verbage isn't too bad I mean it may need a little adjusting but uh Juliet it kind of reads with some flexibility in it yeah I would think so too you you could you could simply add words like where it says and such addition or reclassification to be effective blah blah blah addition reclassification or additional duties where are you Donna I'm right where yeah yeah next no the next um line addition re addition or reclassification so addition reclassification or adjustment of duties or something like that sign and temporary yeah yeah use the temporary word so that it oh temporary assignment well would you just go in such addition comma reclassification or inum position but it's not an interim position I think that's what Julie was saying it interim position may be too um restrictive so for example if you if if let's say that that the town decides that there are three duties that a particular job has that aren't getting done but need to they're critical to be done but they're not part of the scope of the entire job that those temporary that scope hope would change temporarily um and and needs to be compensated at the discretion of you know so my concern where we just inserted this it says be effective only for the period from date of su I hadn't got there yet but I saw that already I'm like do you I was like well it's not GNA require a vote at the Town you know by town meeting well yeah yeah it will yeah we're changing 70- aren't we well the policy will have to be got but I she's reading in the it's almost like the position has to be yeah the temporary nature of the position has to be approved um that's the way it reads to me so right it does and the whole point is to not have that to give that flexibility manager because again how long are the expectation that some would be taking on additional duties for period of time there's a big difference between being a team player and you know picking up a decent chunk of somebody else's job for a long period of time I mean sometimes getting things voted on I mean that can take an extended period of time so new or change does need to go before the the the broader audience but the temporary doesn't so maybe we try to find a way to put temporary a little as a unique position that doesn't have to go before because it's only temporary in nature and it isn't a permanent change so it wouldn't have to go before the annual time meeting yeah I'm actually wondering if it if the if addressing this unique situation requires a separate section 70-6 or something I think you could just add another paragraph to it to say and that could be yeah yeah yes space down here and you know uh language like um in the in cases of temporary reassignment or ass or additional duties Town manager would have the discretion to recommend temporary duties right addition add compensation no you had it right Julie in temporary temporary assignment or additional temporary duties oh I see what you're saying Town manager expression to recommend should we say in like H well I'm trying to think of the language like a period of time like um not extenda in circum well maybe extenuating circumstances well yeah tempor temporary is temporary I don't think I think yeah I think temporary covers it I don't think you want to put it so finite that right we make a mistake and it's a little more than we thought so yeah leaving it Loose that the town manager would have the ability to recommend additional compensation or additional compensation is really what they're what you're recommending is that they give them different additional step because if it wasn't the 16s it could be that the recommend Commendation is they go from let's say that they were a 10 whoever this might be in the future and they become a person that has this the responsibility of a 12 that they could recommend that they temporarily become a 12 so okay so in cases where temporary assignments or additional temporary duties no sorry Julie or temporary additional job Duty are what needed just move just yeah move yeah move that are are warranted necess warranted warranted warranted a better the to uh manager would have the ability to assign duties and responsibilities along with let's let's just type this out would have the authority yeah okay yeah you crack me up and get rid of the whole sentence yeah can't find you to make a [Music] recommendation but does that make it recommend recommend to who to recommend would it come to the Personnel committee like they come to us if they want a step increase different I think I would think so oh do you get I mean the ultimate would you would the town manager have the ultimate authority to do whatever she wanted that's my thought by saying town maner then we're not sort of pigeon ho holding it to okay now now there's got to be a Personnel committee meeting and it's got to get on the agenda and it's got to be like that doesn't always roll super quickly and then the town manager has to decide it has to go into the the next payrolls then there's more potential if somebody's waiting a long time then there's other retro you know they may have to look at retr pay I think if there is more ability to look at a situation in the moment and town manager makes that decision it's it's just allowing to flow better I agree with Wendy because I think this is going to happen not frequently and we have to rely on that the town manager uh will understand the impact of it and wouldn't do anything foolish because it's going to disrupt everything so I think that they they should have some authority to do that I Envision this being a complete Pandora's Box well I think it's not GNA Happ you know I had to do X I had to put change that light bulb that's not my job I need extra compensation that's why I'm saying I think we need to set like a period of time it can't just be you know somebody's out on vacation it's not meant for that purpose it's not for it's like an extended period of time in this case specifically and I'm going to go back to the job description in this case specifically it's because we have not been able to find that land use director so the job description would then show what these temporary assignments the addition duties would be expected of them in this role so well maybe it's something about um in cases all and give examples in cases of you know vac you know positions that have been vacant longer than x if we want you know 30 days 60 days whatever it is um or extended leaves of absences because that's the other time that I could see this happening somebody goes out on a leave for eight eight or 12 weeks and they end up being out you know 24 or 32 weeks they have a complication in a surgery or something else I mean those are we can't we're unable to fill a role and somebody's out for an extended period of time from a role because wouldn't wouldn't we if this was just hey I think now this the this position is going to do X and Y as well that's a job you know that's recreating you know re you know recrating the job description coming before personnel and saying hey new role new title seeking new um you know grade that's why that's why we're stressing but to your point we do have to S you know quantify it to some degree so that we don't get hey so and so you know was out two weeks on their vacation instead of one so I had to do X and Y I want more money so could we phrase it such that um I don't know how exactly to say this but to capture the spirit of the um the change here is to uh capture the extenuating circumstances of these types of things and not the normal everyday uh occurrence of job role so in the absence of a vacant position while searching for a candidate is really what we're looking at right no it could be for this particular particular yeah for this particular one but it could be anything you like Wendy said ex extended leave it could be you know short-term disability turns into long-term disability right or or know I don't think that's the same well if somebody's doing additional they're thinking that they're supporting another you know somebody else supporting another role while somebody's out for six or eight weeks and that turns into 24 or 32 weeks plus that's a big difference it's a big difference in their job role right that's what you're saying Wendy yeah this is do I'm doing my job and you know half of so and so's job because you know they they they you know their hand surgery was botched and you know they were going to be back in six to eight weeks and now it's you know six months later the expectation that somebody just picks it up for a longer period of time that that length of time is is not realistic I think Don is correct it it's very unusual circumstances and I'm not sure exactly how we represent that but um Julie my concern is you go back to creating a new job title and job description that means that all that has to be approved as well so it doesn't give it the flexibility that I think we need for this kind of an unusual situation yeah if you if the the way that you're you guys are recommending this to go um you know to the town manager to be able to um approve these assignments I don't think we would need the job descriptions just be able to um use judgment and make assignments as needed so that s that sentence we've tried to add to the bottom of this I think if we use some terms about uh uh extenuating circumstances this isn't the norm so I'm not exactly sure how we write it but I think that Don correct that it it has to be unique and if only the town manager can make the recommendation then I think uh it would be my hope that they would always make the right recommendation and not frivolous ones is hardship the right word for it um no I don't think so youi and extenuating circumstances maybe yeah yeah I I would I would I could go with that because it it's uh it's not so specific to make it restrictive like saying extenuating circumstance someone could say well two weeks is an extenuating but but not everybody gets a vote here the the the manager has to have the vote um but just manag purp Town manager right in Private Industry you wouldn't have this because all that would happen is that maybe they'd get an extra bonus at the end of the year but maybe maybe or you get nothing except a slap on the back to say good job done yes maybe on your next review you might get one extra little Kudo but get no more money no more money as I read this I don't even know if I want to say temporary assignments because that to me sounds like well we might give you a project here and there I almost think I should just read in cases where temporary additional job duties and not okay okay yeah that's very specific so that's helpful all right temporary temporary look I'm gonna backspace Donna it's really temporary oh okay yeah temporary temporary unfor unforeseen circumstances we like extenuating wait I liked extenuating better broader we're out here right uating I'll spell check later I think that's right we say will or shall will just say the town manager has the authority a change in compensation um additional compensation supplemental supplemental would referred to above and beyond supplemental temporary compensation y good again just so we're we're protecting it that somebody doesn't try to hang on to that once yep that helps does that get to where you think you need to be Julie I think so I'll share this with Heather um when she returns and if I have to call a quick Mee in to make adjustments we'll do that um but I think this um yeah I think this will I think this will work and won't we won't need to create temporary job dis I'm thinking that we need one more word in here and it needs to be discretion at the discretion of the Town manager agreed and maybe it just needs to say begin the paragraph at the discretion of the Town manager in cases where temporary a that's a good point Donna so it isn't every Direct that's making these decisions yeah true and that bounds who can say well you know this is extenuating they have to take it to the town manager if they have a case right right let's see if that that works so Julie would you uh send that to me so I can put it in the notes sure that now that we've made those changes I I tried to pick it up but we've changed it a few times I want to make sure I get the right one sure so that was a recommendation we don't need a vote um you need to vote because this is going to have to go to fall town meeting because it's a change do you want to see if she approves of that or she thinks it needs more before we I would vote it and then if she feels that um it needs some work and we'll come back and you know approve re re-approve the revised version okay yeah so I would accept a motion so moved second I'm an i Wendy I Donna hi Sue I that unanimously passes okay someone not going to do the job description review which is the Building Commissioner landuse manager did you say we now are or not are not oh okay because of the we just created correct ah got it no need for that universal language now yeah all right so can we move on to what the call was for the job descriptions yes perfect [Music] so Julie can can you just help us understand the there's a list that's what I'm looking at right what is the yellow highlight because it's in development yeah so that was the one that didn't have complete job description there was a page or two missing so that one still needs to devel yeah okay and all of the what about the one that says Needs formatting that is they use the um HR Consultants format so I want to put it in our current format gotcha and and um all the rest of these have all of the sections that were um part of the winching den um classification yeah whatever revisions were made throughout the past year or so whether it's just the weight adjustment to accomodate those sections confidentiality and they'll all be um all look have a similar look right all of the sections will be in order yep as I'm sure they are because I do remember many of these but just making sure some of them are some are older and I still need to fix the headers and such but the revisions that were discussed are in the meetings have been Incorporated um these are the positions that I had notes on um that I've made changes to so if there's any that you feel that we have made changes to in addition to here um let me know and I can go back and listen to the meeting and see if I missed anything but going through my stack of job descriptions and the handwritten changes between what Sue had given me and my own note these are the descriptions a lot of them were minor just changing the weight and the physical demands right oh yeah yeah couple were the education but that's but I looked at them they look like they represent what we anticipated they would be yeah good good do you want to take them one by one read them all out loud do one vote for them just so we know what we're proving tonight we see it but I know people listening or watching this won't know yeah watching l so can you share if you share the the thing that has all the the titles then we could on math approve them okay give me a second to get there I don't is there anyone else on the call no no just the FL five sorry yeah so just for a visual so those who um come back and watch the meeting at a later date or if we even want to reference it now we can see what positions are being approved tonight and then once the vote is taken this will go to the department head Town manager and Personnel chair for sign off through docu sign okay and this does not include any new doesn't need to include any new like we just did tonight is that right no like the data collector does not need to be on here no revisions these are just the ones past year or so that we've made tweaks too okay as we did the process so conservation administrative assistant assistant meal manager assistant Town manager HR Beach director will clerk secretary Co assistant COA Outreach coordinator and development COA van driver dieteria DPW director executive assistant to the town manager and select board facilities director land use director library assistant library page mail site manager network administrator pack manager payroll and benefit contribution risk manager Police Executive assistant needs reformatting because that was just approved at town meeting principal assessor Public Safety head clerk coordinator Reserve police officer seasonal Cemetery laborer senior videographer sewer business manager staff librarian tax collector Treasurer videographer we make motion that we accept the submission as read by the how many are there anybody know however many there are 28 that we approve them as submitted second I have a question though yes go ahead um I I don't remember and I don't have it quickly available to me um the meal site manager was the title for that COA meal site manager or has it always just been meal site manager the other you think it's COA I think so I think just when I typed it up I was just yeah lazy because I think I think that the all the other COA it's in my recollection um the Council on Aging jobs kind of were easily grouped together let me confirm that for you job title is meal site manager it is okay at some point in the future it should be changed to um be consistent with all the other job descriptions within that department or my own we could either get rid of the COA because the department is a council and agent well yeah and you know what I mean so like the meal site manager job description says the job title is meal site manager part of Department Council and aging so instead of yeah just for consistency we haven't used the man we haven't used the department title in any of the others really except for pack right library library assistant library page oh yeah well not what they do yeah that's actual job the library well and you can't take the department off because it would just the assistant and pagee right that's true um the the assistant meal site manager is just that it's not okay but I completely understand what you're saying thank you for that clarification any other questions I'll take a roll call vote I'm an I sue I Donna hi Wendy it passes unanimously okay and that was it that was it okay we have any public comment no we have any committee comment seeing none I would accept a motion to adjourn at 711 no moved thank you for all you hard work on this oh we need a second second yeah I just want say thank you to Julie oh thank you all in favor we're done we're done Sue yes I Donna hi and Wendy okay wait I do have a public comment yes who's last meeting with us oh we love you until I finish the minutes then it's my last meeting you have to have them done by tomorrow then I see so how many how many years have you done this eight eight God love you thank you thank you for your service eight years a long time well I think I think the last year put more work into it than I the first seven well that's what they said join Personnel they only need once every two three months oh I know that was through until I came on that's true true a rigorous meeting schedule at least the last two and we do well and and we've done remarkable work we all should be proud that we I am very proud this done very proud of what we did as a group not having the skill or the background in the job task we were doing I think we did a great job we did and we got it approve guiding us so I thank you all very very much yes thank you thank you s thank you superar yeah thank you Julie for continuing to kind of move us forward it's it's been good I try all right you all thank you bye bye