Carol presented a comprehensive analysis, drawing from a salary survey of 12 southeastern Massachusetts communities, a classification compensation study by Gov HR, and a 2023 Town salaries report. She emphasized her 40-hour workweek and the responsibilities that came with her position, arguing that her proposed salary would place her in the mid-range among similar roles, a more equitable reflection of her experience and workload.

A proposal was discussed to meet her request through a combination of a $72,000 base salary plus a $3,000 stipend for her accreditation. However, Carol expressed concern that this approach might not favor future raises, since they would be calculated from the base salary alone.

Public support for Carol’s request was voiced by Jean Frza, a disabled veteran, who praised her as an exemplary town representative and emphasized her hard work and dedication to veterans. Further backing came from a board member who noted the Town Administrator’s plans in the master budget to potentially adjust Carol’s salary. They supported a $75,000 salary along with a $2,500 stipend for accreditation, arguing that her base salary should reflect the demands of her position, which included being available around the clock for clients.

The board’s decision to recommend the salary increase was unanimous, acknowledging Carol’s thorough presentation and contributions to the community. This decision underscored a broader conversation about salary equity and the compensation of public service roles in Westport.

In addition to the veteran service officer’s salary, the meeting also addressed the restructuring of the Town Engineer position. The discussion revealed a need for clearer job descriptions, particularly given ongoing engineering needs in the highway and planning departments. The board debated the necessity of a full-time engineer, noting that the proposed responsibilities might not justify a full-time role. Members expressed the need for a plan outlining the future direction of the town’s infrastructure management before proceeding with any changes.

Concerns were raised about the proposed title of the engineering position, with some suggesting alternatives like “Municipal Infrastructure Director” or “Chief Engineer and Infrastructure Manager” to better capture the scope of responsibilities. The discussion revealed a skepticism towards combining too many responsibilities into one position, particularly in a town like Westport, which lacks the scale of larger municipalities.

In the course of the meeting, the board also touched upon the results of a salary survey indicating that the Town Administrator’s compensation was lower than that of peers in other towns. Despite this, the Town Administrator had not requested an adjustment, raising concerns about potential risks in the budgetary context.