Consistent with the Personnel Bylaw’s purpose of maintaining an equitable and efficient system of personnel administration, in August of 2022, the Town engaged GovHR to undertake a comprehensive study and redesign of our Classification & Compensation Plan for all non-union, regular-status positions.  The Town is conducting this study to ensure that:

1) uniform salary ranges are based on responsibilities and requirements of each job;

2) equal pay is provided for equal work; and,

3) employee compensation is both internally equitable and externally competitive.

Key objectives include:

• Job Evaluation: Identify essential functions and competencies for each position using information provided by Town employees via a Job Analysis Questionnaire (“JAQ”) and interviews; uniformly analyze the positions using a new Job Scoring methodology.    
• Classification: Implement a new position Classification System to ensure internal equity, job comparability and pay equity.
• Compensation: Research market data in comparable communities for benchmark positions; use data to structure an updated, competitive compensation system that helps attract and retain a talented workforce.

Background

2008: Classification & Compensation study conducted

2008–2022: Plan maintained with annual adjustments in salary ranges, periodic restructuring of grades, regular reclassification of positions

2020–2021: Governance transitions & pandemic constraints: Decision made to hold off on new study

Project Timeline

Project timeline highlights are outlined below.  A detailed project outline can be found here.  Links are included to related documents.

August 2022

• Enter contract with GovHR
• Study announced to employees
• Job descriptions and JAQs provided to each employee for review
• Employee orientation meetings with GovHR

September 2022

• Employee Orientation Meetings with GovHR
• Personnel Board - Discuss criteria for comparable communities and bench mark positions
• Personnel Board - Discuss metrics for comp & GovHR scoring methodology
• Employees:  Completed JAQs returned to supervisors
• Supervisors:  Comments on JAQs and job descriptions to senior managers

October 2022

• Senior Managers:  Comments on JAQs and job descriptions to project team
• Personnel Board:  Discuss selection of comparable communities
• GovHR: Meetings with individual employees regarding positions
• GovHR:  Gather market data

November 2022

• Personnel Board: Receive project update
• Personnel Board:  Discuss personnel bylaw and warrant articles
• GovHR provide preliminary job analysis to project team

December 2022

• Meetings with GovHR to review JAQ and interview findings
• Project update to employees
• Meetings with GovHR, Town Manager and Senior Managers to review data analysis
• Personnel Board: Receive project update

January 2022

• Draft Annual Town Meeting warrant articles submitted
• Analysis data provided to GovHR for review
• GovHR on-site meetings with HR and Town Manager

February 2023

• Preliminary plan presented to Town Manager and Senior Management
• Personnel Board: Project update, timeline and next steps
• Project update memo and save-the-date to employees
• Personnel Board:  Working Session - Project schedule/timeline/milestones, employee communications, and preparation for February 27, 2023 Public Hearing with Select Board
• Communication to employees regarding GovHR presentation on Feb. 21, 2023
• Senior Management feedback to GovHR
• Employee Meetings:  GovHR presents preliminary plan
• Employee review period opens (Feb. 22 - March 3, 2023)
• Public Hearing presentation on Arts. 4, 5 & 6 - (Public Hearing continued to March 27, 2023)

March 2023

• Employee review period ends - reconsideration due (March 3, 2023)
• GovHR/HR reviews reconsideration requests
• Personnel Board:  GovHR presents final Class & Comp plan
• Public Hearing continued (March 27, 2023)

April 2023

• Annual Town Meeting (April 30, 2023)