##VIDEO ID:iaZiYdZ37V8## and now seeing at six o'clock I'll call the W Personnel uh committee to order the meeting Monday January 27th at 6m um the uh meeting is being recorded by Zoom anyone intending to make an audio or video recording of this meeting should notify that shareff is time items may be taken out of order at the discretion of the chair uh the wage and Personnel Board needs a third member to be appointed by the finance committee if you are interested in joining the board please contact the finance committee or the board of selectman's office I did seek some conversation back and forth okay with someone I thought and you about joining the board uh there was a question from uh selman's office about do you need to be um a resident ah okay and had the board approve Prov D it and the response that I gave them was I am not aware of uh a nonr approving having the board approved other Town residence right right yeah and again it's the finance committee's artment plus we had the conversation uh like maybe two two two meetings ago y okay so that's what that was okay um the we've got an appointment uh Tina Betty human resources manager and Joyce help me with the Christa fallsky Christ fallsky our health agent to discuss the salary of a new public health nurse hire above step three of grade six the floor is yours ladies so as you know we've had this um our in position less than part-time posted for a long long time uh even the prior hire that we had that I think lasted six or seven months months not even uh oh that's right yep less than six months um we had a similar uh recruitment challenge um so part of the recruitment challenge is the salary the other parts are you know it's a non-benefited position it's a position that is not full-time so the candidates that we're looking for or the candidates that we end up having are usually those that are um at the end of their full-time career and so with that comes just years decades of experience um on top of that we have you know this is just a regular uh just in general RN's RNs get paid well um they do a tough job and whether it's at a um school or a private practice or Hospital they're they do get paid well and so to bring someone in that has over 30 years of experience not just as an RN but she um the candidate has been the um Health Grant Community Grant um uh RN for a number of years as well so in addition to just being a great RN she's familiar with our town already I believe she lives in our town she do um and um she's used to knowing what a public health RN needs to do and what we need them for so the request is to bring the person in Step 10 and anything I think about step three comes to the board and so here we are um Jo I do want to apologize we did try to get this in the meeting it's fine she came she sent a notice I asked we had already published so I apologize because quite frankly I thought it was a priority to get it done right away I'm just concerned about losing this candidate and I apologize no I mean it's fine she s meeting yeah and she understands we just couldn't get it we just we would our hands were TI I mean it was right before Christmas you know it was yeah no you did everything you could do and I I was ready to do it and then the sheriff could it's fine not enough time as soon asff wait after I explained the situation she was more than willing to wait I even wanted to bring it in other business get creative so I I mean I understand the position um you know my wife was a neonatal nurse for 20 years I understand what or the other problem is the candidates I might be getting are not appropriate right and so I'm faced with the option of taking someone who is not necessarily the best choice for the town or for the town's residents or Holding Out for hope that I'm going to find somebody and this sort of just fell into my lap um and I would hate to see us lose the opportunity to get this person on board and the the other things I wanted to bring up was so um the other type of applicant pool we get for this position are very new nurses and you know they they can't be doing this job on supervised they don't but they they still want that rate because a nurse everybody I think just thinks oh public health nurse it's the same thing as if I work in a doctor's office or it's not and somebody really needs specific skill set to be able to work and do this job effectively and also not require me to babysit like I need somebody that can do the work and and get it and be effective in the position what what is the uh effective rate at step 10 grade six uh it is 3645 that's all okay some reason I thought it would be more than that you're make it I just that's fine um she has like 32 years of longevity is she's phenomenal and the people at the COA know her from when she was so it's we've already got established bonds and people like her and she is phenomenal we're very lucky that this happened I do have sorry uh on uh on her uh application it says M RN is that a master's irn so she's not just an irn she's an irn with a master yes thanks so at grade 10 um 10 grade six how do we go forward she would get the colas like everyone El she know she's T down but I mean you know let's speak but speaking frankly there may not be a colon action sure I know we we're all probably a pretty good idea that it isn't going to be sure so you know I don't you know so I mean again that's true for anyone it's stuck time right no I understand that but but but this position has always been hard to hire okay I don't envy you in this position because no I really don't because it's what I've heard you're either going to get somebody at the beginning or someone you don't want and so I'm just trying to be a little proactive not that I you know the pressure that's on us whether it's direct or indirect from from people Administration so forth is one that you know the dollars watch the dollar but this POS as I've said to people I'm not afraid to go to a step 10 for the finance D because you need the right one yes sir I mean there certain positions you know there C positions you need the right one and there are certain positions that that I would consider middle management that you don't need necessarily a high that the the after cool is bigger um so again in in this case I don't have any problem with the rate I don't have any problem with the way it breaks down I'm a little concerned with what to do next year but we can deal with that in another time I also think that um this candidate she lives in the town she somewhat active in paying attention to town government I think she's aware of the situation um so she is not going into this blindly it's not somebody coming from out of the town that doesn't have a clue what's going on so I think that works in our favor um and I also think that she specifically would like to take this job because it fits into where she is in life right now sure yeah totally understand that my wife's not an RM for that reason okay she she does Hallmark part good for your wife she this is what I want to do and and I said her honey whatever you wants fine she's happy she's very happy doing it the uh and I have I have several friends that I have a good friend of mine who is a nurse um he ended up running surgery centers and just the way that the medical field has changed over the years he he retired at 58 him he just said I had enough so I I I do understand I'm just concerned about the future right so so we discussed the fact that she wouldn't get a Coler this year no she she she wouldn't get one she'd get the one on July the 1 right if it goes through if it goes through if there's a call July 1 2026 the so things I understand what the I thought we discussed no Cola for July or am I no the next year so so in general in general for col is and I explain this to various people a lot so the thing to think about with a cola is the cola is applied to the pay grade the pay grid so all the steps change right and so if I live on step seven and I'm not going to get a step this year because I was hired too late for one I'm still gonna get some money because the whole grid has to change right so that's that's the situation of this person no had we've had um other discussions about apology that's okay it was a different buiness position thank you I humbly apologize wor different position different position okay I hate it when I'm not not right anything else uh then I would take a motion to um accept the recommendation to high the public health nurse at uh the U grade indicated which is step three grade 10 at an hourly wage of 3648 an hour so I'll second it lorine yes Jim yes thank you very much just to be clear yeah I don't know if you said this but it's grade six step 10 step 10 okay sorry I read it differently on the on the thingy that's why and it turns out to wage to 3648 per hour correct y y well thank you very much I do appreciate it again apologies would have loved to have done this a month ago you really don't need to apologize it's going to work out for the best anyway tomorrow s the meeting so when they asked the question about um the waging Personnel say they talked about it yesterday they are in agreement all right I apologize for confusing the two positions that was that was all on me but on on the side I have a daughter that was at EMT for 10 years now she's a an ER nurse Boston Medical she's crazy as yep but they work so hard and the the um certifications so yeah it's understood understood but thank you very much I appreciate it CH thank you very much all right everybody thank you have a oh you too and get warm I already sent youal offer all right I'll be in tomorrow good and your last name was cinsky kristofski Christ it's on the agenda it is lot there's a lot of consonants in that name oh I think there's a lot of vowels in that I went from six letters to that I have to spell it when I sign it okay that's so funnyk you so much take good care Joyce all right all right that was good let's move along okay update from Tina Betty our human resources manager I don't have anything that we're not going to discuss later moving along I'm gonna call the big donut okay moving along um I'm gonna I've been asked to take the DPW position director last so I'm gonna move that to the end of the um first is review and discuss time permitting byw Amendment request received so those are the mail items so we're going to do that first uh first item is email from uh Tina dated August 21st regarding bylaw acknowledgement of receipt form for FY 26 so can you help me on that refresh my memory yeah I think that was the one where it suggested some edits to it about adding a line for the position the person has and if there's multiple positions because some people have multiple wage and Personnel positions um I think that was it right yeah yeah that was the one I have here as well the the uh August 21 email right so what what do we want to do this is how it looks now and what do we this is the with the correction no no no no to will we put a correction just at the bottom I would think where they sign the signature I would imagine I change the font and just make the the typ smaller to F it on so you're talking about I'm just gonna hold this up adding a line here that says it would be above the department head signature because it would have to be uh the signature would have to go with by the employee yep under employee signature I would put the position yeah and like I said you might you might need to put a little extra space because a couple of people have multiple wage and personel positions okay so one we want uh list position identifi position identifi yeah identifi position maybe put I'm put s in parentheses yeah yeah and then I can just change the font and we can fit more on that so it looks like something like that yes yeah all okay all right I'm going to move on to the next item y uh email from Tina Betty human resarch enh hand date August Tina was very busy on August 21st I was also very busy on December 17th uh December 21st regarding cost of living adjustment to FY 26 right so this is just my annual that I let you guys know that the negotiated col is for whatever the fiscal year is fiscal year 26 the negotiated col is are 2% um we had three and a half three and a half the last two years this is the 2% and the initial um charge by Board of Selectmen when we went into negotiations was collectively um keep it at nine so oh for the three years for the three years and 2% is what we used to do year over year um but we did the three and a half three and a half to uh address cost of living the real living of cost of living um and so the 2% was de than that total 9% okay so um and there's been no discussion in the town so the only discussion we've had is with the Union presidents um Keith has had discussion obviously I was there um as well as some legal representatives from the different unions basically letting them know you know obviously we're going into a rough year you know any um suggestions they may have in order to help us uh you know help the budget along there was talk about you know if you are willing to foro your cola if you know understanding there may be layoffs or positions not being filled um you know some of the feedback from that meeting was uh you know all the Unions would need to agree to it and that would include the schools unions um which weren't part of that meeting you know school department handles that so um that's where I'm at with that my understanding at this point is the 2% will stay and I think it's been built I know it's been built into the budget for the years and and I um thought you were going to say that because I remember what happened during co uh where U all the unions did agree except one and then two so all the unions weren't asked um okay and not how it was presented to the finance committee so fire and police were not asked again not not what was not what we were told schools were not asked and so KT and then ultimately Personnel so KTU and waging Personnel didn't get colas and didn't get steps that year and then through the process a retro can't remember if it was step or Cola was voted on so I think that came out that fall meeting so um about the coming in later um why didn't they ask all of um I think at the time the idea was police and fire um wasn't I unfair question I only because it's it was a different Administration altogether than isday yeah and different board Selman for the most part actually all together um and so yeah I don't know I don't I don't fair enough was the way back yeah um okay I'm honestly not sure I want to move on this tonight oh yeah no this was just know I'd like to get something firm from the town on all position before because in the past it's always been that that that that may not be decided 100% based on what May the rest of the grouping is that what you mean yeah I have a feeling that there might some maneuvering room on that 2% C the next year with what's about to happen in terms of the budgets this year fair and Equitable so and that's why I'm saying I would hate to move on it and vote for it tonight and then they don't elsewhere and I'd rather just wait yeah I I you guys don't typically vote on the Coler until later on anyway think right get the schle yeah sometimes we have to do it to get but um and I appreciate that but I I yeah I still am not comfortable based on you know all the stuff I'm seeing and and not that but I just want to do what's right the right thing for the way person people so we can hold off y all right no problem um the so number three which is email from Sue Woodworth Parks and Recreation together regarding the changes to C1 C3 for FY 26 relates to the col correct so I'm going to hold that one as well okay okay because that's just if if and when everything gets approved that will just be a change in the schedule when do you need the schedule the info so you can get it done Jennifer I guess I'll have to ask ke okay but I would say we have the whole month of February before we need to work okay oh yeah okay so so we'll revisit it the next meeting no Tom meeting got move right last last April right last of April so I would say he probably needs everything in March so let's revisit as the next meeting okay it says the wage and Personnel Board to present B recommendations to the select on the 25th of March and I had that email you but that's not oh that's for the board of Select need to be done before yeah we have some so I do have a question about wreck in general so if the recommendation has been just please apply the C does a separate recommendation from W have to happen no I'm a little surprised to see it I think she's just ging her eyes and Crossing her teeth it's you know she's always been doing that but there's one right right she want to the minimum so that's the difference right yeah because we would have applied the cola to the minimum well right because when I was looking at the initial communication in my head it's like well maybe that that that can't be right you why would you not let him oh you're talking about couns because the whole point to being uh minimum wage is to not let it slide right but she was just talking about counseling she's talking about it uh uh um what do you call it first year counselor a first year counselor yes uh higher a new higher but in my head the point to having the the the the uh minimum wage raise because it was so artificially low so if you don't maintain the level of minimum wage oh she wants a minimum wage whatever it is right oh there is no there is no change there's no change so they won't not be a cola so there's no so they lose there's no change we just f same but that's I just you know that's how she's always had it all these yeah and and in addition to that I think it makes sense right so if we're looking at a first year anything first year anything right um that that job would be a minimum wage job anyway um you're not H you're not paying for anything additional because the person has no experience right and so there's no Cola that should be added to that that's what makes it a like the state is saying the state is saying at a minimum you need to pay people $15 an hour right and so if we look at that and apply it to what do you bring to the table these hires are bringing nothing you know quote unquote because yeah radically yeah I understood I understand but it was just to me it was like how did that how do we maintain that level of I hear what you're saying because if you don't continue or any employer if they don't continue with col is year-over-year even minimally then when you look back to say we should reassess our our comp you're G be like oh we didn't keep market like now we got to do these huge adjustments or be the worst paid employer right so okay understood thank you all right so again that one's un that's unhold so the next item is email dated December 17 2024 from tinati human resources manager with a bylaw Amendment request for FY 2026 from Brian holes chief of police regarding position of assistant Animal control officer right so um this was so in schedule a the assistant Animal control officer is listed as H3 which is the old schedule right B1 well it says H3 yeah kind keep on going right and so I think what was said here was the study however graded the position and put it in the normal 15 grades that we have the whole town the biologist didn't adop that and so what the chief is asking is for this assistant interal control officer's position to be adopted into the 15 grades at I think it's grade three that's what they have it as I think and so um so this would literally be a BW change because it's saying H3 to right so the question is what does it what does is it a part-time position uh I think I think they're 23 or 25 hours a week okay so uh H3 and where are they in H3 I don't know step five step four I prob I got look I'm trying to see what the impact is on an hourly wage we already have it all right the current assistant a Year's case schedule B1 step five2 26 would make 2316 right so 236 and that's without the cola right and they would come in at grade 6 which is 43 and change grade grade three 48899 is step one what step are they coming in um so typically how we place position or people in the grades coming from some other worlds within the town is um shoot um is we take what they would have made for the upcoming year and then place them in that great CL possible so how many hours a week how many hours are we using for a full-time job um5 get paid hourly now so I don't know um well what would a what would a salary position I'm trying to get the hourly wage oh yeah that's thing my my other thing has it so um is this what you're looking for using grade three for the reclass repl it step one which is 2351 which is a little bit more than half a half a doll so the current assist 2 that would be the grade uh the grade uh the step one grade three yeah and then she uh that person would that position will get a Col if the gets Co y so this is so she's going into step one she's not going into step two step three step fourever I wrote that I don't I want to make sure no she's going into grade uh step one which is uh yeah and this is effective when it would be July one okay so that's up July one y Okay so if uh the outside obviously that it would be get an impact so I couldn't find anything about average so it would take it would take uh that person up to 2398 after July 1 with a C yeah okay and yeah yeah do you have any questions on it no I do not uh it was very very Crystal Clear actually yeah I just uh I didn't read that part of it so I that's all I just had that the the question but I got it a almost well then I would propose a motion then uh to accept um Chief Holmes's uh recommendation to move the position of assistant Animal control officer in the bylaw to U grade three step one um effective July 1 don't step so I was just gonna say so what what right what we're really just looking at is the control officer being yeah I'm sorry what was that we are moving the the motion is that that we will be moving the Animal control officer position from B1 H3 to schedule D grade three there you go yep that's I'm asking for that to be approved and I'm so moved and I will second that and I will ask line for her vote Yes and Jim yes okay takes care of that I'll fix the word yeah you you you got it all right and today is 2 okay all right so the next one you now or do you want to wait I didn't think we were doing any of them no talk about we have obviously we questions do you want to have that now or I don't care I mean actually I did have a question so so typically when you get the um the requests for these kinds of things with the department head you speak with Keith and typically the department head is not part of it so my question is when you all discuss this want part of it or not now you wanted to know why he was coming you or not no that's not why I just need to know how deep are we getting into any of these yeah no no honestly you know what I'm looking for tonight and and I think I'm I'm not going to speak line but my feeling is I just wanted some background sure and if there was some things that we could take care of like we've seen the position for animal control officer three or four times that's not rocket science yep okay we you know was comfortable with it I'm comfortable with it um you know uh there's going to be some like I said before let's hold off on Thea you know we get so there's not I'm not saying I want to make a decision I I just want the background I just want to know why are we why are we at this to do yep that's all you know what what brought us here um so in looking at the position given when it was part of the study and the changes that have taken place um between the treasurer's office HR Board of selman's office um the duties in the caliber of the physician have been increased um for that actual um wait which request are you talking about the human resource so awward it's not ANW I just want to know I want to know your thought I know so yeah I mean so that's my thoughts I'm not sure how much you went into the reading of it but I mean really in looking at it so I'll put the incumbent part of a away right right so if I'm looking at the position right of course and so when I'm looking at the position and I look at where did the position start right and then at the time of the study where the position was that it got created Y and then since what that position has changed into since that time of period which is what we look at all the time when we're looking at um reclassification requests knowing the profession of HR I do feel that the caliber of the work the leveling of the work the Strategic part of the work the partnership part of the work is at a higher level than what a manager would be um at a minimum I mean I could say that even with if I left or if the incumbent left tomorrow I don't think you'd get anyone in this position for the what it has to get done that has less than 10 years experience I would think that I used to say um when I first started here you know I don't you could never hire a non- agar person into this role because it's being what's the thing you're building the bike as you're riding it right and so one of my best one of your best things and so you're building the bike as you're riding it but what needs to be sitting in that chair to begin with is the person who knows how to put a bike together in general right and so I think if you if to hire someone that didn't have the experience of negotiations strategic um benefits scheduling you know because all benefits or majority of the benefits scheduling is is um mitigating costs for the employer for the employee understanding Trends I will say the job itself isn't crazy recruitment heavy which is good but recruitment comes into um the compensation study this my second compensation or this is the incb second compensation study with the town the first one was just half of a wage of personnel study and then this one encompassed by one except of the schools um and you know you would need you needed someone sitting in that chair that has done compensation studies over and over and over so they understood like yes every compensation study has interviews with the employees every compensation study has filling your job subcription it has you know gr yourself blah blah blah right and then to be able to take that and apply it in the future right and to be able to say okay we're three years out we're five years out maybe we don't need a full compensation study but we have to keep up with rates right and so how do we do that right um the additional piece that I felt is um that I felt at this position not as the incumbent so HR in general doesn't usually have big staffs unless you have no pre organization right and so one of the point factors with determining where position should level is what are what does the position have as a supervisor or uh there's wording in there about um indirectly yes so staffs are based on budget that's really what it comes down to right and year-over year I can ask for or this incy can ask for an increase in the department because the work is there right the you know the span of a onep person department or the quarter help you know maybe a little bit more than quarter help now um that the admin in the board Sean's office gives you know the span of work is everything from I'm that position is writing an offer letter and you know working with the department head on how to fire someone it's negotiating a contract and it's convincing a department head like we're not paying that much for somebody you know like all this different work right so it is a span and honestly a lot of HRS in smaller companies are Standalone HR so you need that breath of knowledge and you're going to SP it right so when I look at the department will never have more than just a department head right just the budget's not there the flavor for the town isn't there um but the reality is other than schools and even now more so with schools this position is involved in every hire this position is involved in every hire from figuring out the need reassessing when the job is open uh recruitment interviewing to an extent depending on the level um working with the department head to say okay this is where we can bring the person in not bring the person is here's what happens if we bring them in here here's what and this is what the individual incumbent does but people should be doing in this chair is listen if you bring this person in it's step blah blah blah blah this is what the rest of that party is going to be looking like and this is you know we look at internal and external Equity right um and then you hire that person the the HR department of one you know is responsible for on boarding that person there's an admin that does that on the administration side but the um giving making the person want to go work for the town right that's so that's that's still part of you know introducing the person right yeah um and then the person comes here and they're a superstar and then we have to figure out how to keep from or they're not a superstar so that department head that HR Director manager is working with a department head and the Town Administrator and Oran to say this is where we're at with all that so I looked at all this individually I looked at all this to say you know I think the caliber of work has spanned some scope at a level that's higher than a manager than what was brought in the door because what was brought in the door even at this time of the study has changed because the town is still deciding what HR is here right and so 10 years ago when I was when I start here I'm in my ninth year so you know 10 years ago and whatever the town decided on to bring in a 19 and a half hour HR manager that wasn't me so I don't know what they were doing when I was brought in at 2 when the incom was brought in at 27 it was a lot of like okay we got to put policies and practices in place we got to make offer letters you know uniform we got to do this we got to do that and then transition more and more we come to the study here's where we're at and then just from that study which the information was taken in 21 I think um there's just been such a higher level of work that you need someone in the chair that knows what they're doing from the GetGo and continue to do that and so I say if we're just looking if the if the point value that breaks this is they have no staff I don't think that's valid because HR touches every especially Standalone HR touches every hire that locks in the door and every fire that that's it it's a great yeah it's it's exactly what I want to to hear from the standpoint of all the points um uh I think we need Keith here absolutely and because one of the questions I would ask Keith is and by by all means this is public meeting you can watch it you can tell them uh is has what duties has that position taken from you that has you know has been moved over sh shifted that's requiring that person and then what has the whole environment done in terms of a shift that's putting more duties on all that's those that's one of my questions the other one is why not schools why weren't you involved in schools you know um and and again I'm sure there's a reason I'm not but I'm just saying though if we have an HR department and we're trying to keep things consistent yes okay why aren't we involved in schools at least as an advisor so I can tell you where this position position sit with HR as with the as it comes to subate the district but first let me quickly say about the to administrator so if I'm understanding you the question to Keith is what is this position taken away from you or or accentuating your position tell meating the town Administration yeah tell me tell me the benefit or tell me the duties that so because if it's a reclass I want to you know it's just like I said to you about the finance D I got to get the right one yeah absolutely okay so and I'm the same play okay I'm not I'm not against I I get it you right so I guess what I would say there is like we were just looking at it black and white like did I take HR functions or did the position take HR functions away from the current time administrator I don't know he I mean I think there's stuff this incumbent knows more about that can educate the Town Administrator but I think that's true about department heads in in general when I when I interview and work with new town uh department heads I say you know in working with Kei he is a Town Administrator that if you know you would be you're hired because you know you're this you're the yeah you go to him with this is what needs to happen this is this this is that if you're looking for someone to teach you how to do HR he's not the person and he shouldn't be he knows it because I'm sure he had to do it somewhere in his career but it changes every new president and every new governor so um so that's one piece the other piece is and I wrote it in the thing being com wrote it in the thing is um multiple person enjo so one of the things to keep in mind is um so when the position was created and even when the position was assessed for the study the amount of benefits admin ministration was not put on to this position yet so the onboarding happened like here's your plans but did the treasure so they had some turnover in the payroll benefits coordinator position yes um which again the HR manager had to hire and figure out every single one of them but anyway um when the when the final turnover happened or the second with last final turnover happened the treasur at the time had decided Treasurer is not doing benefits anymore here you go open a roll once in a week okay and so um I was like okay I'm a department of one and a quarter but okay I'm sorry so but here's the thing right like I've done open and this Inc has done open and rollment for 30 years like it wasn't a scary task what's been fun about it is we've changed our plans year over-ear for the last this is our third year a threeyear strategic plan to change our benefits it for the town we're working on schools um so I think had it remained in Treasurer's Office it it wouldn't be as successful as as it is and that's fine because I've never felt that in any industry I've been in and this is me talking as HR not I've never felt that payroll belongs in HR I think it's a conflict and I've never felt that payroll and benefit should connect although a lot of depart lot of companies do benefits in parel together I think the almost every discipline in HR every discipline in general can say this but almost every discipline in HR has expanded so much over the years that to expect one full-time person to do benefits the way it should be so employees feel guided and understood and heard and also you know make sure people saving money and the town is saving money and we're being current and all those other things and make sure everyone's getting paid correctly it's too much it's too big of a drop you know it takes this one eror on one either three hours on a Friday you have to respond right so the big shift of work yes benefits now Falls in nature but it's the right place for it to be it just wasn't part of any of the assessments that you wanted to so so benefits came post 2021 the big benefits to yes okay all right and the funny thing is that you did not mention an anything the incumbent no inment yes what what you didn't spec specify which to me is super important is uh benefits and payroll you need immediate responses as as is humanly possible you can get them done but if you if you screw around with employees yeah absolutely sure then the feedback is going to be I mean and I will say like you know the HR manager works very closely with pay with payroll given the nature that the treasures Department still runs the benef the retirement portions of benefits works very closely with that um and so it's still a collaborative it's still a part partnership it's you know like I said like I know this incumbent right now is going through so fiscal year 26 is a big change for our benefits because this was the final year of negotiations we're taking away two plans but a majority of the town is on and so there is a huge education plan that the manager is putting together so that people feel comfortable with the changes they're going to have to make we did a lead up you know um could the could we have said year one everything goes away here you go I mean I don't think any negotiation would allow that but um you know I could have had a TA that was like no I want to do it today you know what I mean and so there's a lot of collaboration and education and buying and all that that you have to work on but um yeah it's a big it's a big chew and I think the incumbent does a great job at it but you're right like you can't you can't the I I will tell you the incomp is like oh my God there's so much work but she's trying and that's not the reason for this it's not quite and I say that I say that to people bringing in reclassifications all the time it's not quantity of the work it's the caliber and the leveling of the work that I Has Changed right and and what what's changed in the position since the time it was last it's real simple um so what I'd like to do if you agree is um put this on the February agenda with Keith coming in as an appointment yep to discuss excellent do you want the incumbent there who's also lead I am fine if the Inc is there okay because the one thing I will say about the incent is very transparent easy to work with honest not had any issues don't okay no the only thing I did have that question about no supervision versus ad80 indirect so I'd like to thresh that thresh that out a little bit more but not now now is you said not not now okay no we can talk about that you I'm comfortable with the background I got which is what I was looking for okay and you you know I understand the theory behind 80 indirect versus zero because everything that you know payroll benefits any of that stuff boom she has to they have to go through her they're not she's not telling them what to do but her job is to make them aware building the bicycle as you ride it is and the other one is throw the rock in the pond and see where the ripples go oh that's a different one so I like the the bikes on the but no it's not the same it's it's touching on your point 100% which is you throw if if she throws the rock in the pond yep those ripples touch everywhere absolutely so that's kind of the the argument that I like to I I like to see what what how integrated a position is yeah in the whole picture and that's what I think we need keep for yeah okay um so because I'm not opposed to indirect 80 because everything she does hold on hold on you're saying 80 points you're not saying 80 Inc or 80 supervised okay so I'm like I didn't check off 80 no just indirectly what it uh because it equates to the 16 to 29 which yeah in reviewing this I felt the was right 80 80 is the value yeah yeah the score the value because the it's the value is Zero versus eight y right agre so in between there is but yeah totally understood I I apologize I was you weren't try all right thank you Tina thank you all right so I'm going to skip number six and go to number seven um and that is email dated December 19th from Tina bidy our human researchers manager regarding a new position for FY 26 the town treasure collector yep so so we need to get this into the bylaw because it's going to be happening um I don't know if it's happening for 26 but at the end of the day we need to get it in there well it was if I'm not mistaken didn't we vote on it last time meeting no oh yes so it's going to happen right it's just a matter of the timing of when one pment ends and when the other one starts and all of that yeah um and so uh but if it doesn't belong if it doesn't exist in the bylaw then we have to wait and so I just want to make sure it's in there and then when it's ready to go it's ready to go which I don't think is fiscal 26 might I thought it was 27 I think it's 27 but right because you never know you know because you don't know you you may not get a candidate right I don't know if anybody's up this year but you may not get one I know this year that's the thing yeah yeah so there's possibility or the person could leave right then what fill out the term who appoints right exactly I have no idea right so that's that's the goal behind that excuse me so um did you did I collect it yes I did try to figure out my notes and you'll be look on the bottom right that's where the important that my God you that not and then uh the recommendation is for what grade 11 I was gonna say right underneath there you'll find that I saw the I saw it I just wanted to hear it okay so grade 11 yep grade 11 so if the study has the they already what yeah is there any talk in the study so the study has um the town the elected Town Treasurer the elected Town collector and the elected town clerk all in 11 and they don't have a merge on both they don't have a merge and so to go back to that whole quantity um diaspora whatever okay so so when this was looked at when Keith and I looked at this we're like listen yeah like this now this one position has to take on both hats but both hats equal the same amount the same need same whatever right and so um he felt comfortable with saying it should be it remain in grade 11 it just needs to be parted of the bylaw is one position answering to who um it would answer to the department I mean to the Town Administrator I would think right hired by the Town Administrator I mean what second Point almost position but yeah yeah he reports to the TA yeah I just uh okay um would you suggest a different list no I I just I'm I'm a little curious that we have a town collector and a town Treasurer that's you know let's just say cut to the chase making somewhere around 78,000 each and we're going to start this person at 83 what what oh because that's the beginning of um the stuff well depends who we get yeah but I mean but but but even if we get somebody with 10 years experience it's 116 and um I'm again not looking to spend the money sure and not at all but looking at I want the right person right and so I think to to a part of a part to be thinking about is we have a finance director for some towns who have a collector treasure um combined don't have a finance director and so the finance director I think is in the grade um 12 12 hold on I got 13 I think it's 13 13 I yeah so you know if your suggestion if your suggesting a a combined collector Treasurer would equal a higher grade maybe it just can't be higher than that because the top of the pyramid is the finan right treasur works or the finance director uh all it's all in the accounting world no I understand it what's what's the official pyramid in the town a they both answer directly to the TA yep so they equal at some point I mean the the street trees and park seber also does the TA and so is the HR manager no I understand that but but here's what my uh concerning sure okay Revenue can't mess it up just can't mess up Revenue sure and 85% of the revenue is property tax plain and simple pretty key position well that's the assessor that's in that gr yeah but but the person that has to collect it the tax collector is is he's the quarterback getting the ball from the assessor who the sent but my point being the Assessor's position is in grade 12 okay so if I could see that being possibly equal to the assessor yeah again we I would like to have this discussion with abely because it was in the back of my head sounds like it's a similar because it's a really senior position it's a senior position it's also um you know the you're taking an elected position and making an appointed position true do it right do it right right okay don't don't don't give don't have anybody have a reason that you did it wrong think about this just for a brief second I'm open this I want to hear it's kind of like a it's like let's talk about who's collecting everything technically the people that are collecting the money are the counter people no I understand they're collecting the money they're making sure that those those accounts are properly things so there is some level of responsibility for you know handling that information now her job his job is to make sure that everything that they have said in their documents is true so they have you know there's that they go out on top and that that they're officially done yes and that that the correct number of people are on the count that that you know um same with the with the treasurer you know there are you you're going to have notes due guaranteed in the town for sewer okay um he's got to put a forecast together with the finance director and the TA on on and then Mr Cash Flow the tax collector's got to come into the equation miss or misses and we have to figure out you know how it all gets paid yeah um you know uh so so it's I guess my point is it's an intrical position and I'd like to just make sure as I said we do it right so um I'm not not advocating that we raise it I'm only asking questions because I think they should be asked so um so I'd like to have Keith on that as well but I think it's good that we're talking about it yes ahead of time so that when Keith comes in we can keep it pretty straightforward and simple and then Tina can help um maybe take some of our concerns and give the key so he's prepared yeah that would probably be the right way to do it all right meet with Keith in February right okay all right so okay no problem uh administr yeah D next one is email from Tina B our human resources manager dated December 20th 2024 regarding a reclassification request for the position of administrative excuse me assistant for bosr along with the title change to Administrative Assistant B hrit for FY 26 so Tina if you sure this position um uh so this position is Administrative Assistant most of our administrative assistants are in KTU clerical the reason why this position is not is because it's a confidential employee who lives in the board selman's office it's priv to negotiations all those things that makes it confidential um when the study was done this position already had it and HR at 25% 25% right um added to it and the position got graded and it uh landed in grade two with a majority of all the other admin assistants the ones that are U who again mainly live in the change that happened here is same change that happened with the HR manager is benefits became huge and um the other piece of the HR which also falls into this is um the school component of both of those jobs has increased again I think part of it is quality and part of it is caliber right and so um this position has taken on more work on the HR side but that work itself is also at a higher caliber than would grade to admin is um things like being able to understand our benefits plans enough so that when they're collecting forms they can also talk somewhat intelligently and know when there's a piece to say that's a maor manager question you know um the uh differences between all the different positions that the school department or the the school district has and how that impacts what a onboarding session is um additionally when when the Treasurers Office um stopped doing benefits again after the study was graded in addition to oh I've got to know all this you know higher level of benefits information in general just because benefits are so huge at the town now um education piece understanding CA that of thing um there's many components to uh bringing in someone whose benefits eligible because it's more than just a here's a packet of paper to payroll it's connections with Mayflower group it's connections with County um they don't get as involved with um mtrs but its connections with uh directly who crossb Shield it's you know so they have this position has grown in the terms of understanding all those outside vendors are what their roles are and what each of them needs in order to get someone set up correctly um so this position the requested grade is to go from two to three the incumbent won't see a salary change because they have a personal rate even at grade two because when the study happened their rate was higher than grade two and it's also higher than grade three um and similar to what we talked about with water Department even though it's not going to um impact the incumbent when she goes to win the lottery we need to hire from this position and so you know again HR hat I'd like to have this position graded in such a way that we can get a caliber person in and people understand that they're walking into this type of job it's not an admin when take an appointment but me answer the phone it's all of that in yeah so we I know we outsourced it so the so because we outsourced it there are still pieces that are on the admin side that this position has done so there's still billing that has to happen with it because we pay for certain licenses and things like that um so this position Works more closely now with the TA who is more involved in it tell approving the bills approving the bills making sure we're in compliance in compliance so that ta is is directing our compliance and bill paying operation and this admin is supporting the it portion of that to right in addition to the board sels in that way in addition to HR I understand you know HR I I got it BOS I got but the it yeah we was supposed to go from here to here yeah and I mean it looks like it went from here to well here's the thing Services we're never going to go to here right it's so you know the cost of it was um and so again you know whenever you take positions away someone's up doing at least some part of that job right and so I uh in discussion with with the incumbent MTA and who this position reports to is the assistant to the bard of sment and um that the components of it have roughly remained the same so it's mainly the HR function that's increased volume but also increase so um and this person reports directly to Da nope this person reports to the assistant of the Town Administrator and forward okay so who is our ass uh Trish Trish is assistant to the Town Administrator yes assistant I see okay so this person not assistant not assistant because I was gonna say who's the assistant I didn't know we had right right so um assistant to yeah yeah yeah okay so so you took care of the it question okay thank you and I do have a question while you're looking you're up can you see this paragraph what happened to the rest of the word hold up uh job job often requires making decisions in absence of specific policies and guidance for supervisors but some direct guidance is I don't know I don't know see these are things that I find so can you check I can check with I'm no you're not the incoming anymore okay I mean it's very awkward it must be to be discussing J description it's in the job description it's in the job description page one of six accountability okay the the current incumbent in this position is where the schedule be the position is grade two they have a personal rate person okay and their personal rate is still higher than grade three correct even grade three step 10 yes okay um so it's really a cleanup so in case uh this person decides to leave that we're trying to make sure that this position yeah and I mean we you know we want to reflect all the positions correctly right and so no yeah we do we do I I don't I don't have an issue with it from that standpoint um you know the um how long is the incumbent own with the town I'm gonna say four years okay should say um I just didn't when I was doing the jaq I don't know if you can help me with this I took my best shot at it but this s and check right so if you look here and sometimes there's both oh you know what I didn't write it on this one so okay um here's something I couldn't read so it could be it so the top is the job description then next is the JQ right so um you need to do look get there so oh this was my is this is she responsible for the Maya Maya the risk management yeah responsible in what what uh according to this it says assisting and administration of the town's risk management program creates and maintains work so just on just on the workers comp side um she makes the files for workers okay yeah I'm looking at so squares and checks what so and X's X's yeah got very confusing and when I ta yeah so when I and the TA go through this um you know the incumbent does it first and then the super supervisor does it and then the Town Administrator does it and so I'll have to look at my sheet hold please I might here um yeah this is what I have I have a little like squares squares and checks so I just took my best understood [Music] we can do it again no no no I have your yeah I've got them all here too squares checks that's my code don't tell me to read something there's a level two square and then there's a level three and then we have an off and a high but that check I bet it's level three go back I went through the rec class and it's it clearly is a great got check his level three yeah okay so what do I have here um you guys have triangles at all okay um cires cires so the circles are the incumbent we don't have Circle what do you have check squares right so the X's are check boxes okay so in this example this great example for that so in factor three the incumbent wrote checked off high okay okay and then the TA went through and said it's often it's a they're the square right the check boxes is what's been decided okay okay so it's decided is of so on free one is off so I need I need the all of all agreed that it's serious and it's G to end up with a okay so that comes over son of a gun that's okay that's where I was okay okay so it's not that's all right and then there's another note on here they're also doing all the licensing as well for the uh of selectman for the board of Selectmen uh I don't know if hand so whatever put in there is what's put in there I to do it and it's a lot of work yeah lot of work okay yeah because then I have uh factor nine I have 5A versus level four but it looks like K level uh that's where the way it was so the incumbent checked off 5A and four went back to them and said you need to select one they selected four the Town Administrator selected four you went with w okay yeah because that's what I that based on what I read that's where I ended up too yeah so you know the guidance I give W Personnel people but also um ktuu people because they're doing this too is when it gets to me it needs to have one answer so give me two you got to figure it out yeah and don't put squares and zeros that's me that's me that's me that's how I figure stuff out people like me go what yeah so is there anything in this position that is um say look ahead 12 months that's going to change knowing what I know today or what we know today um I don't think so um is there anything that's going to go away out of the position in the next 12 months is more it going to shift is yeah I don't I can't answer on the it and the B Lo side um I mean you know could I if the if the I'll tell you what mik said yes tell me okay that I don't want to happen yeah all right um at the water department when we you remember the discussion we had a discussion that what we were deciding did not affect the incumbent nothing was going to change and then I'm told a month later that they're not doing billing anymore for the sewer department that I didn't know oh so that's why I'm asking the question okay because if I knew then what I know now know about that I don't know okay I might not you might want to follow that up because a lot of the discussion was about the billing uh for sewer and water and now I'm told that they're not so I'm just I'm just I'm trying to sure because I think it's it's our job to ask that question yep okay yeah because so that's why I'm asking it in this position because we're basically doing the same thing we're basically putting a bigger arrow in your quiver so you can go out and get that one person you want if when you have to and and I have no problem doing that but I don't want to be surprised right and so I guess again on the HR side what I could say about this position is if time allowed you use it not just like yeah not just to get things done you make your product better quality yeah and that and that I could see if that really happened I could be like yeah this might need to be reclassified if this person is now taking the I don't have to analyze B plans or whatever you know what I mean like but at this point it's not and part of that is a timing thing it's so so that's just my real world I'll find out about that I don't for to about they're not doing it anymore or I told that they were not not and I questioned it and it was um trying to remember exactly how I heard it yeah but it was public it wasn't somebody telling me privately yeah no sure I would bring it up in public meeting I I because I know what it was it was during a sewer meeting yeah that it came up and Sewer said that they were taking over their billing and that the water department would not be doing it anymore I will have to find out about that because I just given those two departments everything going on and it was over it was during the you can go back to the meeting on the sewer rates if you want to watch it and you'll hear it at the meeting so it was a public comment made at the meeting and I was a little surprised and I honestly a little taken back because I really was trying to be proactive and making sure that we put the position correctly as the study indicated and that if there was no effect on the person and that um you know but but at the same time the net net is that we we just elevated the position the next time that God forbid this person should leave sure um and uh 30 days later we hearing that it's that given are not that the position changed so I was a little little surprised so that's you know why I'm asking you yeah those questions so but I think it's fair to to say we only know what we know today understood right but but I mean I get it 30 days after we spent a half hour discussing right I don't disagree I was a little surprised and um yep and that's why I asked the it question you know how involved is this person in it now that we outsourced my my gut tells me shouldn't be much right because we outsourced you this person's making at least 30% on taking it Outsource no gets out of bed that doesn't make 30% but if she if she's talking about you know coordinating you know somebody's problems with let's call this one over here they're not she's not troubleshooting I don't think she was no so this is not a position in it that they're talking troubleshooting you're talking about uh here's the bill for Joe yeah and I think I think at one point it may have been and again I'm talking generally because I I still have to wrap my head around the changes but um I think at one point it might have been things like like either the it manager or this position was responsible for creating distribution lists yeah and now I think the outsourced company is right um things like that or or uh the physical act of going getting a piece of in other words you need a new computer for somebody that person may be the person that orders it B right getting it you know so I mean I can see that okay as as the one of the it functions but um you know so that we get the right one and it's you know I get but um but but that I I just wanted you to be aware that that happened and I was just a little surprised that I heard that a public meting and um so you know I just don't want to make that same mistake sure so um yeah so truth be told Lorraine I don't have a problem with doing this I don't care honestly I don't have a feeling if do it tonight or we do it at the next meeting it doesn't matter to me you're talking about the admin yeah yeah no so I'm I'm comfortable with with my resolution I again with the I am Give me the give me your motion if you want to make one if not we can postpone well if you're comfortable with me I mean I came in at uh a grade three with the rec class no questions asked okay no problem so uh everything fit um and I funny thing is I understand a lot of what was sure in that job description because parts of it I've seen it so I understand like when I said licensing there's stuff that you don't even know about licensing I absolutely know know nothing about licensing you have a li license and you have a building and it's over so many people then you need to have a certificate of insurance with um that involves the fire department and the fire this that so yeah so it's it's a good job but it's a perfect fit I think I thought it was so I'd like to move that we change from the administrative assistant B hit from a grade two to a grade three for FY with the title change right and so here's the thing with the title change it doesn't have to change it doesn't have to change but it's funny because um you brought it up right and if you saw in the job description the official job description has it the other way yep right and so that's why it wasn't redlined um and then when the when this agenda came out this position Supervisor was like is the title being changed and I was like yeah because they had said you know it wasn't red line I'm like well it wasn't Red Line because it was that way in the job description it's different in the bylaw um and then my thought was because it isn't as heavy as it used to be at CHR being the second after s but in the reality doesn't I don't really know if it matters but you you line you would take the friendly suggestion that we uh change the name of the position to assistant Administrative Assistant BS hrit for fy2 so from its current well wait because because it is in parentheses in schedule is so that's my point you got rid of the parentheses well parentheses or no parentheses well we need to okay I I mean to follow form however you need to do it so if your other positions are in that I don't know how your other positions stud for example has administrative assistant in parentheses yeah I see it so I would do parentheses then if that's your form yeah and I don't I mean I don't know stay consistent yeah I would say all right so we use the parentheses but we'll put b h i sure is that what you're saying L you're fine with that I'm fine with that Abol I'll second that motion and I'll call for the vote line yes Jim yes all right because that was very very well I saw that and it's like the percentage there the parentheses like oh yeah no because I always I always try to match it up and then it didn't it didn't work all right so if you remember there was something funny oh I know all right so it's going to be Administrative Assistant pareses B right you and I didn't realize that you know happen so we're talking about public yeah so the last last item in the email I have unless there's anything else I don't know about no we we can get some mail but okay so the last item uh on listed here that we didn't take up yet is an email from Team human resources manager dated December 19th regarding a new position of uh for FY 2026 Public Works director so um my understanding is this is not done yet with the position or is it the job description is done whether it's going to be needed isn't is that what you mean right y right so all we're possibly doing is putting it in if it's ever needed if it's ever needed so the um question is why do we have to do it now or why as long as it's in before we go table Printing and ready for meeting because we had to get it in for the deadline that's right for thead our deadline okay all right but it doesn't mean we have to take action no today no but I think you would at some point want to speak me with Keith I don't know I don't know where they are deciding if right and I do have questions for you of course because part part of my issue is I think it's a little bit of cart before horse and because we don't have um the final direction from the people that were deciding whether it made sense or not of what what that final direction would be and that has a direct impact on the job description so that's why I'm a little concerned with taking it up without um firm direction from the study board and the B okay so that because that what will happen then is Keith will get his marching orders and then the way I see it is then they would he would come to us and say this is what the final position is going to look like because what if the position changes between now and whenever they done so and I know we have our deadline but but this is one of those that we can because you don't have a problem right now he's there you have an incumbent that is handling it um and uh so you know I'm if there was one that could wait you wait a couple of weeks not wait like don't worry no wait a couple of weeks wait till the February meeting till we see what the group flushes out in terms of the study till we have better Direction in terms of I think I think what I read was a good attempt yeah okay but um you know I have a lot of experience with a lot of Public Works guys yeah yeah and I had some questions that I saw I would lean on you you know my move very practical it's like when do they anticipate submitting their final recommendation how can we do a job description without a recommendation for a department with the department head well I I think honestly I think what we should do for the good of the town is keep our deadline flexible to what the study group's doing and what the selectman want to is I don't think we should have a firm hard deadline on this position right I think there are some exceptions I try not to I try to be very fair perfect nothing's perfect but I think on this position I would like to get some more information and guidance before we start committing paper to pencil paper to uh pen to paper uh from the standpoint of what what's the final going to look like um and I know you have several questions and and you know um and I'm sure Keith has several yeah that he do I keep trying to figure out why would I want to create a job description for a department head when I don't even have the department yet Wella ah I mean it's if they're reorganizing and they're combining and they're eliminating parts of it they're creating a new Department they're creating the new Department of Public Works quotes a quotes because you know we don't know so what if they decide that it's not practical to have a Department of Public Works I mean I don't disree but again if they somehow decide in October we'd have to wait a whole year before we can hire someone so that's that's the reason for getting this it well and you know what Tina you could also bring a motion on the floor not to do that not to in other words a motion to be brought to the floor a town meeting any motion can be brought to the floor including hiring a public works director to July 1 M okay um you know there's but if they don't exist you can't put them anywhere well the position obviously but you you could turn around and put them in a contract position we could okay and that contract position could start tomorrow yep no agree and then then you could build the position in the bylaw that matches the contract and we've done we did that do things like so I mean there's no reason why that that the this is another one you want to get it right yeah it's a lot of that like it's needed yeah if it's needed and I don't know honestly I have not delved into it to to give any opinion whether it's needed or not so um the only opinion I did raise was that if we are going to bring somebody in in that position then what does that do to the requirements of the back positions do we lower them right do we lower salaries do we lower what is that impact because we're bringing a supervisor in that theoretically understands all four jobs y so um you know do we need somebody with 16 certifications in we may not right and and one blanket certification May cover two departments I don't know so um so this one and again if you wanted you want to dig into them deeper go ahead but I don't think it's I think it's before the horse yeah I'm really stuck on that but I do understand the necessity of having something I I agree but I can also see the mechanism to get around it in terms of deadlines that are out there based on what decide in this community uh committee to uh shift responsibilities from somebody or somewhere else that aren't in here so does that mean in next year are we reclassifying it again I what you're saying because they were too quick to town okay all right I'm gonna put those for the time because I'm gonna I don't know the timeline for this for the committee so are you gonna hold off on how about here's what I would like February meeting on the agenda I'd like an update from ke on the Public Works director yep so this way you guys get your ducks in a row and we get an update at the February meeting with with suggested time not please that make sense yeah because we'll need to talk to Keith on the HR Director the appointed Treasurer collector and the Public Works director they're all sen L management positions Y and I do uh agree um I think we should be able to review the job descriptions in jaqs again um so that we'll be prepared Y and I think honestly I'm glad we took care of some of this other stuff tonight oh yeah off the table yeah yeah you know you guys have direction we have Direction it's done but I I do think there's a couple of them here and not that Keith could solve that tonight yeah I don't think so I think that he needs to get 30 days more and he needs to think of through too well but but also this he's waiting on some other answers right you know so um all right well then the next thing that's here is uh review and approve the minutes of this sorry other the mail yes I'm sorry stand corrected Jennifer other mail have more mail God I have two things here for when uh January 14th about that executive session a secretary without specific fincom budget to what would you like done there it has me as a presenter which I'm happy to do but in the past I know the chair is on either way um how how much is our budget other than it's just her salary wait do they want the board's recommendations or I understand it's budget for that department because everyone else on that list is department or budget like I have yeah because you're not GNA have your recommendations done by February no no no just the budget right it's just my salary I don't even get a I don't even fill it out anymore okay so I used to fill you want to take that would mind okay you okay with that unless you really W to no go see call I mean to me it's it's kind of like you could do a letter with that too yeah I mean yeah this is our one employee this is what she's on the schedule for she's gonna be doing a couple of them right oh yeah yeah so just do them all and we don't all right so team is going to take care of yeah you don't mind take care of that Inc com's pretty damn good pretty Dam we had we had I know i' say it so would lorine I just I just sit here and walk around and try out how many questions no no I don't think need to bring get so it's a done deal yeah because I only had the last one and I'm just saying yeah done deal and there's some yeah I think M there's some work being done so I may have to discuss it with you again or may not come here not this year huh well no not that it's just okay so I will now move on to reprove review and approve the minutes of December the 16 2024 now you can okay I have read the minutes and I am fine with December 16th the way they are written excuse me do I hit up in there excuse me um no problem no questions then I would take a motion to approve the minutes of December 16 2024 as written so move uh Lorraine yes Jim yes uh now the minutes of December the 23rd 2024 memorable meeting uh yes very very and I don't remember any of these Mee oh you remember this you told me what it was oh you miss you missed a really good one no what was it this was the veterans oh this was the joints meeting oh yeah no I was you yeah you there were were there were comments such as I didn't know they got into it this de I I gave this 15 minutes Missy Missy I gave this 15 minutes and we're already here an hour I heard those so um I did not have a problem with I have to read those minutes when well I think started the recording late so you can't watch you could watch that's okay I'll take the minutes okay I would I would take a motion to accept the minutes of December the 23rd 2024 for those wage and Personnel committee so moved lorine yes Jim yes okay we've discussed the agenda uh for February 17th it's a holiday yeah so um we need to pick another day do I have a recommendation for another day earlier do you want earlier or later oh earlier would be we could just do it later well if he comes in we next about he so you wanted on February the 10 well well I guess that's I don't know I well get the difference and do 12th I don't know if he I don't know if uh he has other position other meeting Lincoln's birthday that's right yes we should be celebrating yeah Lincoln's birthday okay so I'm I'm good either day I don't know if Keith is that's the only thing okay so maybe we need to get uh well you know what you well do you have do you have the whole budget scheduled on your little binder there yeah because if there's a meeting of the 12 you got it uh maybe the 15th and the 11th tentatively do it but February 15th is satday what day were you thinking of the week after our no no I was either thinking the 10th okay um which is the Monday yeah and uh and I would tentatively put it at the 10th and if uh subject to um if Keith has uh anything that he would like to move it closer around the 17th because of what we want to discuss then I'm open to that but I'll say t subject to thief's approval from the standpoint of of needing a little more time yeah okay so tentatively words well you could speak to keep about Tina's position on the 10th correct and the treasure collector correct you could at least get those out he might those couple of might know something more let's make it to 10 let's make it to 10 let's not overthink it and if there's a conflict and if you can't make it on the 10 find another date right do you want to have a backup date now um no because because Keith's in the middle of budget season I was gonna say let me just mention this to you that the selectman finalized their fiscal 26 budget for submission to finr February 11th so the 10th I don't know what the schedule is but it's possibility that he may be busy just like when I was in Boris lman and they were talking about the health agent they said wage personel W person I was like Jim what did you do so I just just texted him whether or not he answer is another story so we'll see right now it's pending yeah right now it's February 10th we'll do the T tentatively so will you let me know hold on I'm pending in it yes all right you good for WP on February 10th answer is yes okay okay so now I just need to get a room right so you should be able to get it on a Monday for us the other so the 23rd was okay or start did we approve the 23rd of December yet yes we did both did yeah that was a that was a that was a wonderful meeting that was a lovely meeting we talked about it and I'm think I I didn't write it down and that's my my attention span is okay so um are there any topics not reasonably anticipated to be discussed 48 hours in advance of this meeting no sir okay uh then uh it being 7:30 wow five I would ask for a motion to close the meeting and end this session I move to adjourn the wage of personnel meeting at 7:35 7:35 uh I'll second it and line yes Jim yes