March 23, 2026 – Personnel Board – Video & Transcript
March 23, 2026 - Personnel Board
um so i will call the personnel board meeting of the march 23rd 2026 to order what time is it my
phone or four four oh four p.m thank you uh jill you're taking minutes right is that right okay
so um i'll call the meeting to order uh this meeting is being recorded and it will be made
available to the public on wacom as soon after the public meeting as possible uh the public will
be excluded from executive session we have none today uh pursuant to chapter two of the acts of
2025 this meeting will be conducted via remote access in accordance with applicable law
no in-person attendance by members of the public will be permitted as it is remote access uh if
this meeting has remote access one may watch or participate remotely with the meeting link that
can be found at https colon slash slash www.wayland.ma.us slash public dash body dash meeting dash
information dash virtual dash in person dash and dash hybrid when required by law or allowed by the
chair persons wishing to provide public comment or otherwise participate in the meeting may do so
uh remotely and public comment it is suggested uh should be limited to two minutes per person
uh so present we have um board members jill zuckerman paul morenberg marianne peabody dave williams
is logging on and uh we don't have mary ellen castagno she's absent uh jill is taking the minutes we have
kate ryan our human resources director in attendance and robbie bullard robbie are you the administrator
yes i am okay thank you okay so i'll read the agenda for the public uh discussion our first agenda item is discussion and possible vote on article o update personnel bylaw and wages and classification plan and fund union agreements that's a um that is for the town meeting it's a warrant article what is the warrant article number on that one kate it's article o oh article o that's okay um next then after that we'll have a discussion and approval of open session meeting minutes of 120 26 and 32 26 if they're available uh and then we'll have personnel board members reports and concerns topics not reasonably anticipated 48 hours in advance if any and then we'll plan the next meeting date um and then we we will adjourn so kate you sent out uh the agenda mary ellen did not get hers in time um so that is why she's not here today but um we just got an update which was about school numbers and recreation numbers of personnel so i don't know if anybody got the most current update but this is our usual warrant article um and does do people have questions on this give it because i do if people don't why don't you start um oh you know what i forgot i forgot public comment is there any public comment robbie no i've seen no public okay we didn't have it on the agenda but we forgot it okay um so i i see that it's a regular warrant article uh they haven't yet discovered how much cost of living increase if any that will be given uh it includes uh a transfer for the uh negotiated settlement with the fire union at the joint labor management committee um and that was for the collective bargaining agreement of july 1st 2023 through june 30th 2026 and to authorize a town accountant to allocate uh set amounts to be distributed to and among the department personnel and light items affected thereby in such amounts as are proper and required um one question i had is the hourly um amounts are they the new amounts after the wage and salary um study was done or those the 2025 amounts that appear in the warrant um so for the fire uh the fire wasn't included in the the mgt sal or classification compensation study right the fire chief did a separate study just on fire um and i believe that's coming out shortly but it it it's not reflected in the warrant or in the um of the appendix i guess i was referring to the hourly people because there was recommendations on some of those hourly wages and do the ones that appear in the warrant article for this year reflect the salary and classification study or is it the 2025 numbers no those are 2025 numbers we're currently um in negotiations with all of our unions right now and they haven't uh we're not quite done yet so um those may be available at town meeting but we're okay so even though they're non-union they're not going to be changed until a later time well so um wayland has a sort of a past practice with our non-union employees um and and generally non-union follows what ask me um our ask me union receives in terms of colas uh and so we that hasn't been determined yet so i think that they're waiting okay i i you know it's not necessary to do that but i know that the town does tend to do that my other question is so if there are people in the firefighters union and there's been an arbitrated settlement and those people left town do they get paid from that settlement or the fact that they're no longer here they don't get paid from that settlement so um i'm you know i'm not sure i think it depends on the language in the uh jlmc award uh i think the last time it explicitly stated that um individuals who had left during the contract period but before it was settled um did not receive any retro uh but i'm not i'm not sure about this year i haven't looked at it that closely okay can we get a copy of it so that way we know going into town meeting you know yeah it's actually on on the jlmc website but i can send you a link okay okay that would be great um and the cost of living increase i gather that's not been determined yet for for any for anybody it's a it's a yeah yeah we don't we don't have that i mean we're we're close on quite a few of our unions but um you know our goal is to have them done before town meeting and in the hopes that we could provide errata at town meeting um so we may have we may have some union settlements by then and that will also affect the non-union employees correct yeah i in the private sector i i don't see big increases uh this year uh i think the wall street journal had an article today that nationally they're about 3.2 percent to 3.6 percent dave what are you seeing in the market as far as colas i'm not i don't have a good handle on massachusetts right now but i don't get a sense it's it's very high this year no i don't think that's too high i i would i i could probably do a little more digging to find like a more tangible number to work off of nothing comes to mind just off the top of my head but i can do some digging if you'd like me to okay would that be helpful kate um well so we actually um have access to contracts for um our current uh comparable communities in the municipal sector because we're a little we operate a little differently than the private sector i think it's useful to have that data um as a data point um but uh we do have access to some you know some of our um our um our uh comparable communities are kind of in the same place where they're either negotiating or um it hasn't quite been decided i think i think concords is out um i think they were doing under two percent like i'd have to go look at it again so um they have a different system though because they have a sort of a step increase slash cola and they also do a merit increase um so they're a a little different but i think we're seeing in around in and around the twos maybe a little over two and the consultant did say that you know the municipal um people that work in municipalities get much more time off than people in the private sector so it can be a real wash even though it was a lower cola yeah um okay let's see if anything else i had and who will determine the cola will be the town manager will be the finance committee based on what what the town has available will it be based on other contracts and from other towns comparable towns um i think kind of all of that uh the town manager is the one who's negotiating with our um our bargaining units and so whatever comes out of that but he has guidance from the finance committee and the finance director on on sort of what we have available in terms of funds for the next fiscal year so actually it's and for our union contracts it's the next three years um so it's it's a little bit of all all of that um my question on the non-union wage scale you did change some titles and was that uh the ones that were recommended by the wage and salary classification study um so the hr generalist and the hr director that was um part of a study that was done by the collins center they did an organizational review of hr it and facilities i believe and that was their recommendation um so we've reached we reorganized a little bit uh the manager of sustainability and project management that's like we're reusing an fte in that department so there aren't any new ftes um okay uh but that used to be a coordinate a sustainability manager and this position shifted a little bit to be some some sustainability and some project management so they're kind of straddling the line doing both and what's the assistant director of facilities what was that before um actually you know i think i said that wrong uh so they uh i think they had a uh sustainability they had a project manager sorry they had a project manager in here and one of these was repurposed the project manager was repurposed as this is i think the sustainability and project manager and then the assistant director um is our system it's you know that was the reuse of the sustainability manager so it's the same number of ftes they're just reworking how the they're structuring the you know the work and they're at the same level they're both innate yeah okay those were the only questions i had and it's the first time i think i've seen the total school and town ftes together so we've added one or proposed one uh full-time equivalent in the police department is that correct yeah that is our co-response clinician uh which is funded through our opioid uh fund settlement funds so it doesn't actually um it's not funded through tax dollars it's um the fund but it has an fte okay what's it funded through oh the co-response clinician yeah you said it was funded through something what was oh sorry the opioid settlement funds thank you yep and is that going will that continue or is it just this year that it's funded that way um i think i think we're still trying to figure out we'd love to keep this position um you know in perpetuity because most police departments excuse me are going in that direction they pretty much all have co-clinician um i'm sorry uh co-response clinicians who who help with mental health calls um when they receive them and uh but right now it's funded i think we we have it funded for about three years with the opioid settlement funds and then i think there's discussion on next steps and how we're going to make that work okay thank you and the half position that's the hr that was the benefits director that's now an hr generalist yeah well so we had three full-time positions in hr it was the manager the benefits manager so hr manager benefits manager and then we had a benefits coordinator uh which eventually became a full-time position uh i think in in how we've restructured a little bit we were we rethought whether or not we needed a third full-time position so i think um for now we're gonna we're gonna sort of bring that down to a a 19 either 19 or 20 20 hour per week and then see how we how we do if we need the extra then we may um come back and and and and uh try and make that full-time but right now we've we've had a lot of process improvements that are helping us move through onboarding and benefits a little faster than we have in the past so we may not need it and is that due to the the the uh it system the yeah we yes we've we've made some improvements on on that end and we're still working with our our new it director on getting our onboarding so our current system munis tyler munis um has a has a whole suite for hr but we and we own some of the modules but not all um so we're we're still examining having how we do onboarding um specifically okay because we haven't utilized all the modules we we bought right okay yeah that's correct good okay okay so uh so you have is it two and a half people in hr now yeah okay 2.5 full-time equivalents correct all right thank you does anyone else have any questions on the one i have a quick clarification question um we're voting whether this article goes before the town at town meeting correct and that's what the select board voted on yeah i don't understand the finance committee it says it voted to defer recommendation to annual meeting yes so they there's no number there so they would not they wouldn't recommend it until there are actual numbers there and so what we usually do is we we if we agree we approve it conceptually and then the and then we leave it to the finance committee to come up with the numbers it depends on the town budget and what's available so that's why you know we can either hold it up and do it till town meeting or we can do it now and say you know they're the people that know about the finances let them decide on what the increases are going to be but conceptually we're in favor of this um article okay paul do you have any questions on it okay i do not okay thank you not not specifically to this nope okay great thank you all right so can i um have a vote to um approve um the uh article o for the town warrant so moved thank you jill second is this just a is this just a series of schedules or is i didn't see this formatted as a warrant but oh the oh the first oh you got the that was the second thing that kate sent the first packet had the warrant article written in it and it's article oh and that's it that's what i just went through that's what i just took us through i'm sorry oh good kate thank you yes thank you that's the warrant article that was in our first packet that we got okay the second one just had the schedules because some of them were updated yeah so let me know when you've had a chance to review it i've seen the story yeah okay okay okay dave how about you uh i'm good yeah i just said i would second the emotion okay thank you dave um okay so i'll take a roll call vote since we're remote jill yes dave yes paul yes marianne yes thank you all right um and then are there any uh open meeting minutes i think those are yours paul they're not necessary until our next meeting i think uh no i have not done that yeah okay so we'll have those at our next meeting and mine are the the march second ones and those are not ready as yet either okay the the next item is personnel board members reports and concerns does anyone have any that they want to bring up i do know kate that mary ellen was concerned that she didn't get her packet i do also understand that with town meeting coming up and the budget coming up everybody is under the crosshairs of trying to get stuff accomplished but um um i would hope that she goes i think she has to come in before she goes to work and um i think she comes in at 10 30 and so that's the time she would like it ready and i i i would hope that you'd be able to accommodate that at our next meeting so i'm going to be honest with you the last time we discussed this she said 11 and so i thought that was my deadline oh i'm sorry okay i did not understand that either okay that's understood then thank you because you did write that it was there but she did yeah correct okay that's fine um topics not reasonably anticipated 48 hours in advance if any i don't have any kate is there anything we need to know or think about no i can't think of anything okay and when is town meeting it's may 5th no may 4th sorry 4th 5th and 6th 4th so when we think about our next meeting dates um do we do we have any need for one prior to town meeting or shall we wait until after and work on policies well i mean i don't i don't think that you need another meeting before town meeting i mean i can if you want to meet in april we can okay is there any was the fire study completed yet or is that not completed for this town meeting i think it is um it is close to done it hasn't been released yet but i believe that they are wrapping it up okay will that have any um hr impact i you know i'm not sure it probably will it may have some impact okay so if it if it does should we have a quick meeting prior to town meeting is that reasonable yeah i don't think oh um i don't think it's going to have an impact for this um coming fiscal year it may in future years um but i i don't know that we'll have it it will be out before town meeting i mean i just don't there are a lot of variables so i don't know if it'll impact this year okay and that's the same with the wage and salary classification right even though um kate uh kate and i went to the uh select board meeting and kate presented the study and presented how many people were actually below and then the dollar amount that it would take to get them those people because because a because a scale was low it didn't mean that the people that were actually on that scale were low if they were put on the scale that was recommended so the number of people that kate felt needed to be brought up to be at the minimum of the whatever the new recommended scale would be was she figured to be about fifty thousand dollars which i didn't think was a lot of money since everything else in town is spoken of in millions so i was a bit disappointed that that it's waiting rather than and i understand that the union uh positions can't be put at scale but i was hoping that the non-union positions could be put at scale if i remember correctly there was only one non-union position that needed to be adjusted correct um so well i mean i can talk to michael about that i'm not we may be able to make that happen but the rest are all union positions so those would need to be um discussed in negotiations correct and the one i think it might even be that if you put the person on this current scale if the scales haven't been accepted and put them in a different place they'd still meet the minimum for the for the net for the scale that was recommended is that not correct i don't know yeah i think that's correct if we if we move them up basically on the current scale if we move them up a step i think they would be fine okay um but i that hasn't been decided yet so okay and when will those decisions be made do you know i think um michael was was uh planning the town manager was looking at this as a more phased in approach so it doesn't have um as a significant impact in one fiscal particular fiscal year in the same way we did with aps me when the market adjustment was done so and because this came out as late as it did unfortunately um you know we're right up at the wire for town meeting we weren't able to really get any of those changes and really think that through um before town meeting so uh we're going to take some time after that and hopefully have something um prepared for next year okay but i was glad to know it wasn't all that much uh dollar amount so compared to other things in town so okay so for our next meeting if if if there is something with the fire study that impacts human resources maybe we can have a quick uh meeting um to to read it and and make a comment on it uh otherwise we should choose our next meeting date probably after town meeting so if we look at the first wednesday that probably comes in the middle of town meeting so and then after town meeting then and then there's personnel policies to be worked on so you'll need some time to prepare those so what would be reasonable to be helpful yeah i mean i think that maybe the week of the 18th might work if um i don't want to wait too late because i know once we get into june and july it can be a little bit of a challenge correct getting yeah okay so what do people think about the week of the 18th um in may monday is the 18th tuesday is the 19th and 20 and the 20th is the wednesday i could do any of those days i can as well yep same here yep that's fine for me okay so kate which yeah any of those work for me as well so which is easier if it's policies we can meet in person it's easier to do them in person i think yeah i will make it in person so we could do what was it the 18th 19th through 20th correct so you you guys pick a day and let me know okay so we'll be able to get a room yeah matter which day okay yeah is wednesday are wednesdays easier for mary ellen is that why we chose wednesdays originally possibly anybody remember possibly i don't remember but that might be a good choice and then if it if she can't do the 20th um we can uh we can um let her know like yeah and so wednesday the 20th yeah and if she can't do it then we can see if if we're okay if we're all okay with the other days then it's not going to matter and we can just let mary ellen decide which day it is that would work and shall we do it in person because they are tedious okay yeah yeah yeah i can make it in person okay great thanks all right is there um is there anything else anyone wants to bring up no we're good uh there being no further business may i have a motion to adjourn motion to adjourn thank you paul appreciate it okay roll call vote paul yes jill yes dave yes marianne yes okay so we are adjourned and thank you all so is so is is is is is is is
yes i am okay thank you okay so i'll read the agenda for the public uh discussion our first agenda item is discussion and possible vote on article o update personnel bylaw and wages and classification plan and fund union agreements that's a um that is for the town meeting it's a warrant article what is the warrant article number on that one kate it's article o oh article o that's okay um next then after that we'll have a discussion and approval of open session meeting minutes of 120 26 and 32 26 if they're available uh and then we'll have personnel board members reports and concerns topics not reasonably anticipated 48 hours in advance if any and then we'll plan the next meeting date um and then we we will adjourn so kate you sent out uh the agenda mary ellen did not get hers in time um so that is why she's not here today but um we just got an update which was about school numbers and recreation numbers of personnel so i don't know if anybody got the most current update but this is our usual warrant article um and does do people have questions on this give it because i do if people don't why don't you start um oh you know what i forgot i forgot public comment is there any public comment robbie no i've seen no public okay we didn't have it on the agenda but we forgot it okay um so i i see that it's a regular warrant article uh they haven't yet discovered how much cost of living increase if any that will be given uh it includes uh a transfer for the uh negotiated settlement with the fire union at the joint labor management committee um and that was for the collective bargaining agreement of july 1st 2023 through june 30th 2026 and to authorize a town accountant to allocate uh set amounts to be distributed to and among the department personnel and light items affected thereby in such amounts as are proper and required um one question i had is the hourly um amounts are they the new amounts after the wage and salary um study was done or those the 2025 amounts that appear in the warrant um so for the fire uh the fire wasn't included in the the mgt sal or classification compensation study right the fire chief did a separate study just on fire um and i believe that's coming out shortly but it it it's not reflected in the warrant or in the um of the appendix i guess i was referring to the hourly people because there was recommendations on some of those hourly wages and do the ones that appear in the warrant article for this year reflect the salary and classification study or is it the 2025 numbers no those are 2025 numbers we're currently um in negotiations with all of our unions right now and they haven't uh we're not quite done yet so um those may be available at town meeting but we're okay so even though they're non-union they're not going to be changed until a later time well so um wayland has a sort of a past practice with our non-union employees um and and generally non-union follows what ask me um our ask me union receives in terms of colas uh and so we that hasn't been determined yet so i think that they're waiting okay i i you know it's not necessary to do that but i know that the town does tend to do that my other question is so if there are people in the firefighters union and there's been an arbitrated settlement and those people left town do they get paid from that settlement or the fact that they're no longer here they don't get paid from that settlement so um i'm you know i'm not sure i think it depends on the language in the uh jlmc award uh i think the last time it explicitly stated that um individuals who had left during the contract period but before it was settled um did not receive any retro uh but i'm not i'm not sure about this year i haven't looked at it that closely okay can we get a copy of it so that way we know going into town meeting you know yeah it's actually on on the jlmc website but i can send you a link okay okay that would be great um and the cost of living increase i gather that's not been determined yet for for any for anybody it's a it's a yeah yeah we don't we don't have that i mean we're we're close on quite a few of our unions but um you know our goal is to have them done before town meeting and in the hopes that we could provide errata at town meeting um so we may have we may have some union settlements by then and that will also affect the non-union employees correct yeah i in the private sector i i don't see big increases uh this year uh i think the wall street journal had an article today that nationally they're about 3.2 percent to 3.6 percent dave what are you seeing in the market as far as colas i'm not i don't have a good handle on massachusetts right now but i don't get a sense it's it's very high this year no i don't think that's too high i i would i i could probably do a little more digging to find like a more tangible number to work off of nothing comes to mind just off the top of my head but i can do some digging if you'd like me to okay would that be helpful kate um well so we actually um have access to contracts for um our current uh comparable communities in the municipal sector because we're a little we operate a little differently than the private sector i think it's useful to have that data um as a data point um but uh we do have access to some you know some of our um our um our uh comparable communities are kind of in the same place where they're either negotiating or um it hasn't quite been decided i think i think concords is out um i think they were doing under two percent like i'd have to go look at it again so um they have a different system though because they have a sort of a step increase slash cola and they also do a merit increase um so they're a a little different but i think we're seeing in around in and around the twos maybe a little over two and the consultant did say that you know the municipal um people that work in municipalities get much more time off than people in the private sector so it can be a real wash even though it was a lower cola yeah um okay let's see if anything else i had and who will determine the cola will be the town manager will be the finance committee based on what what the town has available will it be based on other contracts and from other towns comparable towns um i think kind of all of that uh the town manager is the one who's negotiating with our um our bargaining units and so whatever comes out of that but he has guidance from the finance committee and the finance director on on sort of what we have available in terms of funds for the next fiscal year so actually it's and for our union contracts it's the next three years um so it's it's a little bit of all all of that um my question on the non-union wage scale you did change some titles and was that uh the ones that were recommended by the wage and salary classification study um so the hr generalist and the hr director that was um part of a study that was done by the collins center they did an organizational review of hr it and facilities i believe and that was their recommendation um so we've reached we reorganized a little bit uh the manager of sustainability and project management that's like we're reusing an fte in that department so there aren't any new ftes um okay uh but that used to be a coordinate a sustainability manager and this position shifted a little bit to be some some sustainability and some project management so they're kind of straddling the line doing both and what's the assistant director of facilities what was that before um actually you know i think i said that wrong uh so they uh i think they had a uh sustainability they had a project manager sorry they had a project manager in here and one of these was repurposed the project manager was repurposed as this is i think the sustainability and project manager and then the assistant director um is our system it's you know that was the reuse of the sustainability manager so it's the same number of ftes they're just reworking how the they're structuring the you know the work and they're at the same level they're both innate yeah okay those were the only questions i had and it's the first time i think i've seen the total school and town ftes together so we've added one or proposed one uh full-time equivalent in the police department is that correct yeah that is our co-response clinician uh which is funded through our opioid uh fund settlement funds so it doesn't actually um it's not funded through tax dollars it's um the fund but it has an fte okay what's it funded through oh the co-response clinician yeah you said it was funded through something what was oh sorry the opioid settlement funds thank you yep and is that going will that continue or is it just this year that it's funded that way um i think i think we're still trying to figure out we'd love to keep this position um you know in perpetuity because most police departments excuse me are going in that direction they pretty much all have co-clinician um i'm sorry uh co-response clinicians who who help with mental health calls um when they receive them and uh but right now it's funded i think we we have it funded for about three years with the opioid settlement funds and then i think there's discussion on next steps and how we're going to make that work okay thank you and the half position that's the hr that was the benefits director that's now an hr generalist yeah well so we had three full-time positions in hr it was the manager the benefits manager so hr manager benefits manager and then we had a benefits coordinator uh which eventually became a full-time position uh i think in in how we've restructured a little bit we were we rethought whether or not we needed a third full-time position so i think um for now we're gonna we're gonna sort of bring that down to a a 19 either 19 or 20 20 hour per week and then see how we how we do if we need the extra then we may um come back and and and and uh try and make that full-time but right now we've we've had a lot of process improvements that are helping us move through onboarding and benefits a little faster than we have in the past so we may not need it and is that due to the the the uh it system the yeah we yes we've we've made some improvements on on that end and we're still working with our our new it director on getting our onboarding so our current system munis tyler munis um has a has a whole suite for hr but we and we own some of the modules but not all um so we're we're still examining having how we do onboarding um specifically okay because we haven't utilized all the modules we we bought right okay yeah that's correct good okay okay so uh so you have is it two and a half people in hr now yeah okay 2.5 full-time equivalents correct all right thank you does anyone else have any questions on the one i have a quick clarification question um we're voting whether this article goes before the town at town meeting correct and that's what the select board voted on yeah i don't understand the finance committee it says it voted to defer recommendation to annual meeting yes so they there's no number there so they would not they wouldn't recommend it until there are actual numbers there and so what we usually do is we we if we agree we approve it conceptually and then the and then we leave it to the finance committee to come up with the numbers it depends on the town budget and what's available so that's why you know we can either hold it up and do it till town meeting or we can do it now and say you know they're the people that know about the finances let them decide on what the increases are going to be but conceptually we're in favor of this um article okay paul do you have any questions on it okay i do not okay thank you not not specifically to this nope okay great thank you all right so can i um have a vote to um approve um the uh article o for the town warrant so moved thank you jill second is this just a is this just a series of schedules or is i didn't see this formatted as a warrant but oh the oh the first oh you got the that was the second thing that kate sent the first packet had the warrant article written in it and it's article oh and that's it that's what i just went through that's what i just took us through i'm sorry oh good kate thank you yes thank you that's the warrant article that was in our first packet that we got okay the second one just had the schedules because some of them were updated yeah so let me know when you've had a chance to review it i've seen the story yeah okay okay okay dave how about you uh i'm good yeah i just said i would second the emotion okay thank you dave um okay so i'll take a roll call vote since we're remote jill yes dave yes paul yes marianne yes thank you all right um and then are there any uh open meeting minutes i think those are yours paul they're not necessary until our next meeting i think uh no i have not done that yeah okay so we'll have those at our next meeting and mine are the the march second ones and those are not ready as yet either okay the the next item is personnel board members reports and concerns does anyone have any that they want to bring up i do know kate that mary ellen was concerned that she didn't get her packet i do also understand that with town meeting coming up and the budget coming up everybody is under the crosshairs of trying to get stuff accomplished but um um i would hope that she goes i think she has to come in before she goes to work and um i think she comes in at 10 30 and so that's the time she would like it ready and i i i would hope that you'd be able to accommodate that at our next meeting so i'm going to be honest with you the last time we discussed this she said 11 and so i thought that was my deadline oh i'm sorry okay i did not understand that either okay that's understood then thank you because you did write that it was there but she did yeah correct okay that's fine um topics not reasonably anticipated 48 hours in advance if any i don't have any kate is there anything we need to know or think about no i can't think of anything okay and when is town meeting it's may 5th no may 4th sorry 4th 5th and 6th 4th so when we think about our next meeting dates um do we do we have any need for one prior to town meeting or shall we wait until after and work on policies well i mean i don't i don't think that you need another meeting before town meeting i mean i can if you want to meet in april we can okay is there any was the fire study completed yet or is that not completed for this town meeting i think it is um it is close to done it hasn't been released yet but i believe that they are wrapping it up okay will that have any um hr impact i you know i'm not sure it probably will it may have some impact okay so if it if it does should we have a quick meeting prior to town meeting is that reasonable yeah i don't think oh um i don't think it's going to have an impact for this um coming fiscal year it may in future years um but i i don't know that we'll have it it will be out before town meeting i mean i just don't there are a lot of variables so i don't know if it'll impact this year okay and that's the same with the wage and salary classification right even though um kate uh kate and i went to the uh select board meeting and kate presented the study and presented how many people were actually below and then the dollar amount that it would take to get them those people because because a because a scale was low it didn't mean that the people that were actually on that scale were low if they were put on the scale that was recommended so the number of people that kate felt needed to be brought up to be at the minimum of the whatever the new recommended scale would be was she figured to be about fifty thousand dollars which i didn't think was a lot of money since everything else in town is spoken of in millions so i was a bit disappointed that that it's waiting rather than and i understand that the union uh positions can't be put at scale but i was hoping that the non-union positions could be put at scale if i remember correctly there was only one non-union position that needed to be adjusted correct um so well i mean i can talk to michael about that i'm not we may be able to make that happen but the rest are all union positions so those would need to be um discussed in negotiations correct and the one i think it might even be that if you put the person on this current scale if the scales haven't been accepted and put them in a different place they'd still meet the minimum for the for the net for the scale that was recommended is that not correct i don't know yeah i think that's correct if we if we move them up basically on the current scale if we move them up a step i think they would be fine okay um but i that hasn't been decided yet so okay and when will those decisions be made do you know i think um michael was was uh planning the town manager was looking at this as a more phased in approach so it doesn't have um as a significant impact in one fiscal particular fiscal year in the same way we did with aps me when the market adjustment was done so and because this came out as late as it did unfortunately um you know we're right up at the wire for town meeting we weren't able to really get any of those changes and really think that through um before town meeting so uh we're going to take some time after that and hopefully have something um prepared for next year okay but i was glad to know it wasn't all that much uh dollar amount so compared to other things in town so okay so for our next meeting if if if there is something with the fire study that impacts human resources maybe we can have a quick uh meeting um to to read it and and make a comment on it uh otherwise we should choose our next meeting date probably after town meeting so if we look at the first wednesday that probably comes in the middle of town meeting so and then after town meeting then and then there's personnel policies to be worked on so you'll need some time to prepare those so what would be reasonable to be helpful yeah i mean i think that maybe the week of the 18th might work if um i don't want to wait too late because i know once we get into june and july it can be a little bit of a challenge correct getting yeah okay so what do people think about the week of the 18th um in may monday is the 18th tuesday is the 19th and 20 and the 20th is the wednesday i could do any of those days i can as well yep same here yep that's fine for me okay so kate which yeah any of those work for me as well so which is easier if it's policies we can meet in person it's easier to do them in person i think yeah i will make it in person so we could do what was it the 18th 19th through 20th correct so you you guys pick a day and let me know okay so we'll be able to get a room yeah matter which day okay yeah is wednesday are wednesdays easier for mary ellen is that why we chose wednesdays originally possibly anybody remember possibly i don't remember but that might be a good choice and then if it if she can't do the 20th um we can uh we can um let her know like yeah and so wednesday the 20th yeah and if she can't do it then we can see if if we're okay if we're all okay with the other days then it's not going to matter and we can just let mary ellen decide which day it is that would work and shall we do it in person because they are tedious okay yeah yeah yeah i can make it in person okay great thanks all right is there um is there anything else anyone wants to bring up no we're good uh there being no further business may i have a motion to adjourn motion to adjourn thank you paul appreciate it okay roll call vote paul yes jill yes dave yes marianne yes okay so we are adjourned and thank you all so is so is is is is is is is