USA > Massachusetts > Plymouth County > Plymouth > Town annual report of Plymouth, MA 1950 > Part 6
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The Committee recommends no action. (By petition)
Article 108. Will the Town of Plymouth instruct and direct that starting April 1, 1950, the Board of Selectmen shall annually appoint a full-time Building Inspector at an annual salary of twenty-six hundred dollars ($2,600) and appropriate the sum of two thousand dollars ($2,000) to cover the cost for 1950.
(By petition)
The Committee recommends no action.
Article 109. To see if the Town of Plymouth will vote to completely resurface Point Road in the Manomet sec- tion of Plymouth and to build a sidewalk on one side of said road from its junction with Route 3 to its junction with Taylor Avenue, and make an appropriation therefor. (By petition)
The Committee recommends no action.
Article 110. To see if the Town will vote to place under the supervision of the Park Department, the land known as the Morton Grain Mill property to be used for park purposes. Purchased under Article 81 of the Town Meet- ing warrant of March, 1949.
The Committee recommends favorable action.
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Article 111. To see if the Town will vote to appropriate from money in the Treasury, not otherwise appropriated, the sum of seventy thousand dollars ($70,000) to reduce the tax rate of the current year.
The Committee recommends no action.
SPECIAL TOWN MEETING WARRANT
Article 1. To see if the Town will vote to raise and ap- propriate or transfer from unappropriated available funds in the Treasury, the sum of ten thousand dollars ($10,000) for the purpose of repairing a section of the roadway on Market Street and rebuilding the stonewall over Town Brook which was damaged when the roadway on Market Street caved in; said money to be used in con- junction with any money which may be allotted by the State or County, or both, for the above purpose.
The Committee recommends an appropriation of $10,000 from Excess and Deficiency.
Respectfully submitted,
ADVISORY AND FINANCE COMMITTEE
William S. Brewster, Chairman; Lyman W. Briggs, Samuel E. Franc, Robert Marvelli, Jr., Ferris C. Waite, Amedio Barufaldi, Robert B. Bowler, Jr., Harris B. Cohen, John W. Searles, Donald E. Ticknor, Robert M. Briggs, An- thony Caramello, Andrew J. Carr, Warren R. Girard and George S. Wild.
Attested: Cora B. Grady, Secretary
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[CHAP. 351] AN ACT RELATIVE TO SALARY PLANS ADOPTED BY CITIES AND TOWNS
Be it enacted, etc., as follows:
Chapter 41 of the General Laws is hereby amended by striking out section 108A, inserted by section 2 of chapter 540 of the acts of 1947, and inserting in place thereof the following :- Section 108A. A city by ordinance and a town by by-law may establish, and from time to time amend, a plan classifying any or all positions, other than those filled by popular election and those under the direction and con- trol of the school committee, into groups and classes doing substantially similar work or having substantially equal responsibilities. Such city or town may in like manner or in a city by vote of the city council, subject to the provisions of its charter, and in a town by vote of the town at a town meeting, establish, and from time to time amend, a plan establishing minimum and maximum salaries to be paid to employees in positions so classified, and such salary plan may provide for the attainment of such maxi- mum salaries by periodical step-rate increases based on length of service. Nothing in this section shall be con- strued to conflict with the provisions of chapter thirty-one. Any by-law adopted under the provisions of this section shall not be subject to section thirty-two of chapter forty. Approved May 21, 1948.
REPORT OF THE SPECIAL COMMITTEE ON SALARY AND WAGE CLASSIFICATION
Under Article 43 of the Annual Town Meeting, held on March 26, 1949, it was voted that the Moderator appoint a committee of three members to study salary and wage classification of Town employees in accordance with Chapter 351 of the Acts of 1948. This law authorizes a Town to set up a classification and pay plan for all posi- tions except those filled by popular election and those under the direction and control of the School Committee.
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The Moderator appointed a committee of three members as follows: Miss Sara C. Bodell, John W. Packard and Edwin T. Williams. The Committee held its first meeting on May 5, 1949. Since that date numerous other meetings have been held and many hours have been spent outside of the scheduled meetings in collecting and analyzing the mass of data which are the inevitable result of a study of this kind. In many instances, members of the Com- mittee have held conferences with various department heads, boards and elected officials. These conferences afforded the Committee an opportunity to obtain more detailed information with respect to certain positions than would otherwise be possible.
The Committee felt its duty was to place before the Town a comprehensive salary and wage administration plan. This plan should be soundly conceived and capable of continuing growth and development. The scope of salary administration extends beyond the establishment of an equitable compensation for each employee and en- compasses the formulation of policies with respect to overtime pay, vacations, sick leave and other related subjects. It is believed this report provides the basis for such a plan.
The first and most important step in developing this overall plan is the adoption of a classification and pay plan which is fair both to the employee and to the taxpayer. It is the purpose of this report to recommend to the Town a plan providing for the following:
1. Satisfactory pay differentials between positions based on the job requirements and the hours of work.
2. A means of rewarding superior performance on the part of the employee.
3. A pay schedule which compares favorably with that of other towns of similar size and circumstances.
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As a background for their work, the Committee re- viewed the classification and pay plans recommended to and adopted by other towns. The merits of modern job evaluation procedures were also thoroughly investigated. It was found that various methods are used to classify positions. These methods range all the way from arbitrary classification to highly involved analysis and comparison of job requirements. The Committee, after studying these various methods, firmly believed that a fair classification required two basic steps, as follows:
1. A complete description of the duties and responsi- bilities of each position.
2. A careful analysis and evaluation of these duties and responsibilities to determine the relative value of each position.
Accordingly on July 8, 1949, and from time to time thereafter, the Committee requested of each department that each employee and supervisor submit a completed questionnaire setting forth the duties of each position, the hours of work, and other pertinent data. Each question- naire was checked and verified by the employee's immedi- ate supervisor and reviewed by the department head concerned.
Each position was then classified on the basis of the duties and responsibilities shown on these questionnaires. Certain factors were considered as contributing to the relative value of each position. It was felt that these factors existed in some measure as requirements of all the jobs. Among these were such factors as knowledge, experience, complexity, initiative, contacts, effect of errors, supervision and working conditions. In the laboring and trades positions additional consideration was given to such factors as hazards, care of equipment, safety of others and physical effort. Each position was assigned
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to a class only after a careful comparison had been made between jobs.
It was the purpose of the Committee to analyze these positions objectively. The personal merits of the em- ployee were not considered. We believe a successful classification can be achieved by considering only those factors which contribute to the value of the position. Rating the employee is an equally important phase of salary administration, but one requiring different tech- niques. It should not be confused with job classification.
It became apparent during the study that the hours of work varied considerably. This variation in the work week made it necessary to establish different pay sched- ules for the same class of work in order to fairly compen- sate employees. The Committee recommends that consid- eration be given in the future to standardizing the work week. Any revision in the hours of work will have no effect on the classification of a position, provided the duties remain unchanged, but such revision would affect the salary of the position.
A similar problem was encountered in the analysis of part-time positions. In the majority of cases, accurate data with respect to hours worked were not obtained. This was through no fault of those reporting the data, but was due to the nature of these positions. It was possible to classify these positions, but in the absence of accurate data con- cerning the hours worked, it was impossible to establish an accurate pay schedule. The Committee felt, in the time it had available, first consideration should be given to full-time positions. At the time of presenting this report, the hours of work on most of the part-time positions had not been determined with any degree of accuracy. The Committee believes that the work thus far accomplished with respect to other positions should not be withheld because of this fact and this report is submitted with the
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recommendation that further study be made of these part- time positions.
In cooperation with the School Committee, question- naires were completed for certain non-teaching positions under their control. It was not possible in the time avail- able to classify these positions. The Committee recom- mends, at the discretion of the School Committee, that further consideration be given to this matter.
In formulating a salary and wage plan to supplement the classification plan, consideration was first given to recent trends in the cost of living. The cost of living, as measured by accepted indices, has shown no marked change during the past year. For this reason the Com- mittee feels that this factor is not of primary importance, at this time, in establishing a pay schedule.
Consideration was then given to a comparison of Plymouth's existing rates of pay with those of other towns. A study was made of salaries and laboring rates for other towns ranging in population from 10,000 to 17,000. The rates of pay in Plymouth for similar positions were then compared with the results of this study. In nearly all instances Plymouth's existing rates of pay compared favorably with the average of these other towns. As a result of this study the pay schedule proposed in this report reflects in general the average now paid by the Town. However, whereas the present pay schedule is expressed as a single salary, the proposed schedule estab- lishes salary ranges.
The cost of the proposed pay schedule is naturally the concern of all townspeople. There will be some initial cost, but the Committee does not feel that the Town should be burdened immediately with making all the adjust- ments indicated. It is our belief that the expense can be spread over a period of years without causing undue hardship. We do recommend that the salaries of those
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employees now being paid less than the proposed mini- mum salary be increased to the minimum. The annual cost of this adjustment should not exceed $700.
The present total annual compensation for all positions for which minimum and maximum salaries have been proposed is approximately $410,000. Under the proposed schedule, if all present salaries were to be increased to the maximum salary, the increased cost to the Town would be $42,000 annually. We do not anticipate, however, that all salaries will be increased to the maximum salary. Furthermore, we feel that normal separations and the employment of new personnel at the minimum salary will eventually offset a part of whatever increases are made. The cost to the Town over a long period of time should be substantially less than $42,000.
The Committee presents the following recommenda- tions as a result of its studies:
1. That the present by-laws be amended by adding thereto a new by-law, shown in Exhibit A, adopting a plan to classify certain positions and setting up a Personnel Board to administer said plan.
2. That the Salary and Wage Schedule, shown in Ex- hibit B, be accepted and made effective June 1, 1950.
3. That step-rate increases in salary between the mini- mum and the maximum shall be granted primarily on the basis of merit and subject to the approval of the Personnel Board. Length of service in a position shall not be the sole basis for granting increases.
a. Salaries shall be advanced from the minimum to the maximum salary in five equal steps. These steps shall consist of a minimum, a maximum and three intermediate steps.
b. No advancement in salary shall be approved by the Personnel Board until after the employing
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authority shall have recommended such advance- ment in writing to the Personnel Board and the Board shall have determined that the advance- ment is merited.
c. Increases in salary, except those made initially to conform to the proposed salary schedule, shall not be made oftener than once annually.
4. That the following rules shall apply in making initial changes in the salary or wage rates of Town person- nel affected by the schedule shown in Exhibit B: a. Where the salary of an employee is less than the minimum salary shown, this salary shall be in- creased to the minimum salary, effective June 1, 1950.
b. Where the salary of an employee is in excess of the maximum salary shown, no change in salary shall be made, but this salary shall be considered as a personal rate applicable to the present in- cumbent only. If a new employee should succeed the present incumbent, the starting salary shall be in conformance with Paragraph 5 below.
c. Where the salary of an employee is above the minimum, but less than the maximum salary shown, this salary shall remain unchanged until a written request for an increase is made to the Personnel Board by the employing authority and the Personnel Board approves the increase.
5. That the Personnel Board shall approve, as the rate of salary for an entrance to any position, the mini- mum salary; except that, under exceptional circum- stances and upon the recommendation of the em- ploying authority, the Personnel Board may approve an entrance salary other than the minimum salary for the position.
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a. An employee promoted to a higher rated position shall enter it at the minimum salary for the new position, or at his existing salary, whichever is higher. The employing authority may request a salary higher than the minimum if the qualifica- tions of the employee are exceptional and the Personnel Board may approve such higher salary.
b. An employee transferred to a lower rated position shall enter it at his existing salary, or at the max- imum salary for the new position, whichever is lower.
c. An hourly rated employee, temporarily trans- ferred to a higher rated position shall, during such transfer, be paid the step-rate of the new position which corresponds to his own step-rate.
6. That increases in salary and wage rates approved by the Personnel Board shall be recommended to the Finance Committee, but such increases shall not be mandatory and no increase shall become effective unless an appropriation is made according to law, (sufficient for the purpose.)
7. That the Personnel Board shall continue the study of part-time positions and submit recommendations to a subsequent Town Meeting with respect to a salary schedule for these positions.
8. That the Personnel Board shall have the authority to make studies of such subjects as the hours of work, overtime pay, vacations, sick leave, cost of living and comparative wages and submit recom- mendations to the Town at a Town Meeting.
The Committee believes these recommendations can be of great benefit to the Town in the years to come and strongly recommends their acceptance. A great deal of work has been performed in developing the plan as now
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presented. The Committee feels there still lies much work ahead in further developing and maintaining the plan. The Committee also realizes that the results may not satisfy everyone in every respect, but feels that further adjustments can be made as experience directs, (within the framework of the plan).
The members of the Committee wish to express their appreciation for the cooperation received from all mem- bers of the Town departments and others interested in this study.
Respectfully submitted,
SARA C. BODELL JOHN W. PACKARD EDWIN T. WILLIAMS
EXHIBIT A SALARY CLASSIFICATION BY-LAW
Pursuant to the authority contained in Section 108A of Chapter 41 of the General Laws there shall be established a plan, which may be amended from time to time by vote of the Town at a Town meeting; (a) classifying positions in the service of the Town, other than those filled by popular election and those under the direction and control of the School Committee, into groups and classes doing substantially similar work or having substantially equal responsibilities; (b) making provisions for a pay plan, when established by vote of the Town, for all positions, included in the aforesaid classification plan; and (c) ad- ministering said classification and pay plans:
Section 1. The Classification Plan. The official classifi- cation plan for positions in the service of the Town shall consist of the classes listed by titles in Schedule A, which is hereby made a part hereof.
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Section 2. The Pay Plan. The official pay plan, when established by vote of the Town, shall consist of minimum and maximum salaries, or single-rated salaries, to be paid to all employees in any position included in the classifica- tion plan, as such salaries shall, from time to time, be established by vote of the Town.
Section 3. Amendment of the Plans. The classifica- tion plan and the pay plan, and the provisions for the ad- ministration thereof may be amended by vote of the Town at either a regular or special Town Meeting. Re- quests for such amendments shall be made to the Person- nel Board by signed petition. Whenever such a petition is received, The Personnel Board shall promptly hold a hearing to consider such proposed amendment, and the petitioners and the heads of the departments affected shall be given at least three days written notice. The Per- sonnel Board may, from time to time, of its own motion, hold a hearing to consider any proposed amendment. Prior to the next Town Meeting, the Personnel Board shall file with the Selectmen for insertion in the warrant for the next Town Meeting an article sufficiently stated to permit the Town to act upon the subject matter of any such peti- tion. At the same time the Personnel Board shall file with the Finance Committee a final report, with recommenda- tions, pertaining to any such petition, provided, that no recommendation in favor of a proposed amendment shall be made except by an affirmative vote of two of its mem- bers.
Section 4. Personnel Board. There shall be a Person- nel Board consisting of three members responsible for the administration and maintenance of the Classification and Pay Plans. The membership of the Personnel Board shall be as follows: One member to be appointed by the Fi- nance Committee; one employee, who does not serve the Town in an elective capacity, to be appointed by the Board of Selectmen; one citizen of the Town, who does not serve
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the Town in either an appointive or elective capacity, to be appointed by the Moderator. The term of office shall be for three years except that in the first election the Finance Committee shall appoint one member for one year, the Board or Selectmen shall appoint one member for two years and the Moderator shall appoint one mem- ber for three years. Vacancies, other than by expiration of terms, shall be filled in the same manner and by the same authority for the balance of the unexpired term. The initial members shall be appointed not later than June 1, 1950.
The Town Accountant shall act as Secretary to the Personnel Board and the Town Accounting Department shall provide whatever clerical services the Personnel Board deems necessary in the performance of its duties.
Section 5. Continuing Review. The Personnel Board from time to time, of its own motion, shall investigate the work and standard rates of salaries or wages of any or all positions subject to the provisions of this by-law. Such reviews shall be so scheduled as to cover all positions at intervals of not more than three years. It shall recom- mend to the next Annual Town Meeting such amend- ments to the Classification and Pay Plans and to the pro- visions for administering such plans as may be warranted.
In the case of urgent necessity, the Personnel Board may anticipate formal action of the Town by adding a new classification, and the salary or wage thereof, to the Classification and Pay Plans by establishing such classifi- cation and salary or wage tentatively, subject to the ap- proval of the Finance Committee and subsequent early ratification of such action by the Town at Town Meeting, and further subject to the approval of the Division of Civil Service, when so required.
Section 6. Class Definitions: The Personnel Board shall provide, and may amend from time to time, written
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definitions of the classes in the classification plan, each consisting of a statement describing the essential nature of the work characteristic of positions of the class that distinguish such positions from the positions of other classes, with such examples as may be deemed appro- priate.
Section 7. Interpretation of Class Definitions: The definition of the classes shall be interpreted as descriptive only and not restrictive. The definition for any class shall be construed solely as a means of identifying positions properly pertaining to the class, and not as prescribing what duties or responsibilities of any position of the class shall be, or as modifying, or in any way affecting, the power of any administrative authority, as otherwise exist- ing, to appoint, to assign duties to, or to direct and control the work of, any employee under the jurisdiction of such authority.
Section 8. Records and Requisitions. The Personnel Board shall keep such records of all employees of the Town, including name, age, date of employment, Civil Service classification, if any, department in which em- ployed, nature of duties and other information as it deems desirable. All requisitions for persons to fill positions or perform duties classified under the Civil Service Law, all requests for transfers, increases in salary, changes in ratings, or other requests made to the Director of Civil Service or the Division of Civil Service shall be cleared through the Personnel Board.
Section 9. Allocation of Positions to Classes. The Per- sonnel Board shall allocate each position subject to the provisions of this By-Law to its appropriate class in the Classification Plan. Whenever a new position is estab- lished, or the duties of an existing position are so changed that, in effect a new position of a different class is sub- stituted for the old position, the Personnel Board shall
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allocate such new or changed position to its appropriate class. It shall likewise reallocate any position from class to class whenever it finds such action warranted by rea- son of error in the allocation then in effect. It shall afford reasonable opportunity to be heard to any employee or appointed authority affected by any allocation or reallo- cation, upon written request therefor, and may afford such opportunity in absence of such request.
Section 10. Titles of Positions. No person shall be ap- pointed, employed, or paid as an employee in any position subject to the provisions of this By-Law, under any title other than that of the class to which the position is al- located. The title of each class shall be the official title of every position allocated to the class for all purposes having to do with the position as such and shall be used to designate the position in all payrolls, budget estimates and official records and reports, and in every other con- nection involving personnel and fiscal processes, but any abbreviation or code symbol approved by the Personnel Board may be used in lieu of the title to designate the class of a position in any such connection.
Section 11. Interpretation of Pay Plan. The interpre- tations and effects of the minimum and maximum salaries, or single-rated salaries, at any time hereafter established by vote of the Town, and provisions for initial adjustments to the pay plan, shall be included in the votes establishing such salaries.
Section 12. Operation of By-Law. This By-Law shall be operative only as to employees whose positions are classified hereunder and for which positions minimum and maximum salaries, or single-rated salaries, have been established by vote of the Town at a Town Meeting.
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