USA > Massachusetts > Plymouth County > Plymouth > Town annual report of the officers of the town of Plymouth, Massachusetts for the year ending 1949 > Part 24
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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.
Section 13. Civil Service Law. Nothing in this by-law shall be construed to conflict with Chapter 31 of the General Laws.
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SCHEDULE A
ADMINISTRATIVE AND CLERICAL
Accounting Clerk
Assessors' Clerk
Assistant to Board of Health
Cemetery Clerk
Cemetery Superintendent
Clerk, Election and Registration
Clerk of Retirement System
Clerk to Forest Warden
Collector Election Clerk
Executive Secretary, Board of Selectmen
Town Accountant
Town Counsel
Typist-Clerk
Veterans' Agent
Veterans' Clerk
Park Superintendent
Water Clerk
Police Clerk
Water Superintendent
Registrar and Office Supervisor
CUSTODIAL AND MAINTENANCE
Assistant Custodian, Town Hall Bath House Attendant
Custodian, Town House Janitor and Lockup Keeper
Caretaker
Janitor, Fire Janitor, Library
Caretaker of Dump
Caretaker of Flag
Janitor, Old High School
Matron, Public Sanitary
Caretaker, Wharf Public Sanitary
Matron, Wharf Public Sanitary
Cleaner
Sexton
Custodian, Town Hall
ENGINEERING AND PLANT OPERATION
Assistant Engineer
Town Engineer
Chief Engineer
HEALTH AND WELFARE
Assistant Matron, Town Infirmary
Matron, Town Infirmary
Physician
Cook
Social Worker
Dog Officer
Social Work Supervisor
Dispensing Clerk Houseworker
Town Infirmary Supervisor
Welfare Supervisor
Secretary of Finance Committee Secretary of Personnel Board Secretary of Public Welfare
Board
Secretary of Retirement System
Selectmen's Clerk
Senior Clerk and Stenographer
Stenographer-Clerk
Superintendent of Tree and Moth Departments
Highway Clerk
Highway Superintendent
Junior Clerk and Stenographer
Park Department Clerk
Registrar of Voters
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INSPECTIONAL
Animal Inspector Bacteriologist Building Inspector
Sanitary Inspector Sealer Slaughter Inspector
LIBRARY
Branch Librarian, Loring
Branch Librarian, Manomet Cataloger Children's Librarian
General Assistant
General Assistant, Circulation
General Assistant, Loring General Assistant, Records Librarian
PUBLIC SAFETY
Callman
Captain and Drillmaster
Chief, Fire Department
Chief of Police
Patrolman
Deputy Chief
Police Sergeant
Special Officer
RECREATION
Lifeguard
Recreation Supervisor
Recreation Instructor
TRADES AND LABOR
Assistant Foreman
Maint .- Construction Man
Cemetery Foreman
Mechanic
Climber
Meter Man
District Foreman
Repair Man
Equipment Operator
Temporary Const. Foreman
Foreman-Equipment Operator Gravedigger
Truck Driver-Laborer
Water Foreman
Laborer
Forest Warden
Harbor Master
Machinist-Fireman
Fire Captain Fireman
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EXHIBIT B SALARY AND WAGE SCHEDULE BY CLASSIFICATION
ASSESSORS' DEPARTMENT
Ref. to Appendix Classification
Present Salary
Proposed Salary or Wage Minimum Maximum
Assessors' Clerk
1725.00 Yearly
1601.00
2003.00
CEMETERY DEPARTMENT
Cemetery Superintendent 2530.00 Yearly
2500.00
3125.00
Cemetery Foreman
2100.00
66
1985.00
2485.00
Cemetery Clerk
25.00 Weekly
1410.00
1764.00
2 Truck Driver-Laborer
.95 Hourly
.95
1.05
2 Gravedigger
.95
.95
1.05
Laborer
.95
.90
1.00
HEALTH DEPARTMENT
3 Sanitary Inspector
2553.00 Yearly
2063.00
2587.00
Asst. to Board of Health
2510.00
1985.00
2485.00
Caretaker of Dump
45.60 Weekly
1962.00
2454.00
Truck Driver-Laborer
1.00 Hourly
.95
1.05
Laborer
.95
.90
1.00
1 Caretaker of Dump
75.00 Monthly
1 Physician
660.00 Yearly
1 Animal Inspector
465.85
66
1 Slaughter Inspector
665.50
66
1 Bacteriologist
396.00
LIBRARY
Librarian
2800.00 Yearly
2500.00
3125.00
1 Branch Librarian, Loring 1482.00
1496.00
1884.00
1 Branch Librarian, Manomet
300.00
Children's Librarian
1843.00
66
1870.00
2340.00
1,4 Cataloger
1400.00
66
1122.00
1404.00
1 General Asst., Loring
81.99 Monthly
1001.00
1253.00
General Asst., Circulation 1560.00 Yearly
1635.00
2045.00
General Asst., Records
1560.00
66
1635.00
2045.00
1,5 General Assistant
.65 Hourly
1395.00
1745.00
1 Janitor, Library
1118.72 Yearly
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PARK DEPARTMENT
Ref. to Appendix Classification
Present Salary
Proposed Salary or Wage Minimum Maximum
Park Superintendent
60.00 Weekly
2750.00
3437.00
6 Recreation Supervisor
50.00
1966.00
2463.00
6,7 Recreation Instructor
32.26
1451.00
1815.00
7 Caretaker (without con- cession)
38.76
¥
1818.00
2274.00
Truck Driver-Laborer
1.01 Hourly
.95
1.05
2 Repair Man Laborer
.95
.95
1.05
.95
.90
1.00
7,8 Caretaker (with conces- sion)
33.96 Weekly
1 Park Dept. Clerk
258.75 Yearly
1 Bath House Attendant
10.72 Weekly
6 Lifeguard
.95 Hourly
TAX COLLECTOR'S DEPARTMENT
Stenographer-Clerk 1560.00 Yearly 1492.00
1866.00
TOWN CLERK AND TOWN TREASURER'S DEPARTMENT
Stenographer-Clerk 1612.00 Yearly
1492.00 1866.00
9 Stenographer-Clerk 1712.00
1492.00 1866.00
Clerk, Retirement System 132.00 "
WELFARE DEPARTMENT - PUBLIC WELFARE
10 Welfare Supervisor
3215.39 Yearly
2750.00 3437.00
Dispensing Clerk
2213.60
1601.00
2003.00
Sr. Clerk, Stenographer
1663.36
1601.00 2003.00
11 Secretary of Public Wel- fare Board 100.00 ¥
. .
WELFARE DEPARTMENT - O.A.A. AND A.D.C.
12 Social Work Supervisor
3140.00 Yearly
2750.00 3437.00
7 Social Worker 2218.36
2021.00 2532.00
Sr. Clerk, Stenographer
1601.00 2003.00
Jr. Clerk, Stenographer 1380.00 "
1382.00
1729.00
WELFARE DEPARTMENT - TOWN INFIRMARY
13 Town Infirmary Supervisor 21.42 Weekly
1,13 Matron, Town Infirmary
200.00 Yearly
1,13 Asst. Matron, Town Infirmary
7.12 Weekly
Cook
25.30
.
1 Houseworker
4.50 Weekly
. ...
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WATER DEPARTMENT
Ref. to Appendix Classification
Present Salary
Proposed Salary or Wage Minimum Maximum
Water Superintendent
4100.00 Yearly
3500.00
4375.00
Water Foreman
3300.00
2922.00
3666.00
Assistant Foreman
3000.00
66
2658.00
3330.00
14 Chief Engineer
2660.00
66
2223.00
2783.00
14 Assistant Engineer
2458.00
66
2094.00
2613.00
Registrar, Off. Supervisor
46.15 Weekly
2010.00
2516.00
Water Clerk
28.85
66
1238.00
1549.00
Temp. Const. Foreman
Hourly
1.05
1.15
Meter Man
1.023
1.00
1.10
15 Maint .- Const. Man Laborer
.95
66
.90
1.00
Collector
750.00 Yearly
1 Cleaner
2.75 Weekly
BOARD OF SELECTMEN
HIGHWAY DEPARTMENT
Highway Superintendent 3800.00 Yearly
3500.00
4375.00
Highway Clerk
1938.00
66
1667.00
2085.00
Mechanic
48.12 Weekly
2520.00
3156.00
6 District Foreman
1.17 Hourly
1985.00
2485.00
Foreman-Equip. Operator
1.12
1.05
1.15
Truck Driver-Laborer
1.01
66
.95
1.05
Equipment Operator
1.00
66
.95
1.05
Laborer
.95
66
.90
1.00
POLICE DEPARTMENT
16 Chief of Police
4320.00 Yearly
4000.00
5000.00
16 Police Sergeant
59.51 Weekly
2790.00
3498.00
7,16 Patrolman Police Clerk
30.61
66
1594.00
1994.00
1 Special Officer
47.70
66
1 Special Officer
6.60 Daily
1 Janitor, Lockup Keeper
665.50 Yearly
FIRE DEPARTMENT
16 Chief, Fire Department
4020.00 Yearly
4000.00
5000.00
17 Forest Warden
300.00
66
16 Deputy Chief
68.86
Weekly
3318.00
4170.00
18 Clerk to Forest Warden
100.00 Yearly
16 Captain and Drillmaster
63.35 Weekly
3054.00
3834.00
16 Fire Captain
59.51
66
2790.00
3498.00
66
2520.00
3156.00
52.58
66
1.023
1.00
1.10
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Ref. to Appendix Classification
Present Salary
Proposed Salary or Wage Minimum Maximum
16 Machinist-Fireman
59.51
66
2658.00
3330.00
7,16 Fireman
52.58
66
2520.00
3156.00
1 Callman
133.10 Yearly
1 Janitor, Fire
133.10
ACCOUNTING DEPARTMENT
Town Accountant 2920.00 Yearly
3250.00
4062.00
19 Sect'y, Finance Com'tee
300.00
60
19 Sect'y, Retirement System 300.00
19 Sect'y, Personnel Board Accounting Clerk 1725.00
1601.00
2003.00
Clerk, Retirement System
240.00 66
TREE WARDEN AND MOTH DEPARTMENTS
Supt. of Tree and Moth Departments
62.82 Weekly
2750.00
3437.00
Truck Driver-Laborer
1.01 Hourly
.95
1.05
Climber
1.01
.95
1.05
Laborer
.95
66
.90
1.00
ELECTION AND REGISTRATION
1 Registrar of Voters
110.00 Yearly
1 Clerk, Election and Regis.
100.00
1 Election Clerk 30.00 Weekly
VETERANS' BENEFITS
1 Veterans' Agent
2080.00 Yearly
1 Veterans' Clerk
28.75 Weekly
MAINTENANCE
Custodian, Town Hall
54.02 Weekly
2244.00
2808.00
20 Custodian, Town House
2333.50 Yearly
1962.00
2454.00
Asst. Custodian, Town Hall
45.90 Weekly
1962.00
2454.00
6 Caretaker, Wharf Public Sanitary
45.77
66
1962.00
2454.00
Janitor, Old High School
38.27
66
1818.00
2274.00
6 Matron, Wharf Public Sanitary
31.63
66
1530.00
1914.00
1 Matron, Public Sanitary
28.75
66
1 Sexton
250.00 Yearly
1 Caretaker of Flag
132.00
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MISCELLANEOUS
Ref. to Appendix
Classification
Present Salary
Proposed Salary or Wage Minimum Maximum
Executive Secretary,
Board of Selectmen
3115.80 Yearly
2215.00
2775.00
Harbor Master
45.77 Weekly
2520.00
3156.00
1 Selectmen Clerk
986.70 Yearly
1 Town Counsel
100.00
66
1 Town Engineer
1200.00
1 Building Inspector
600.00
66
1 Dog Officer
660.00
1 Sealer
930.00
66
.
. .
APPENDIX
1. Part-time position.
2. This position was previously classified as Laborer.
3. The present incumbent also fills the position of Sealer which salary is not included here. The proposed salary shown is for a full-time position.
4. The present incumbent also fills the position of Branch Librarian, which salary is not included here.
5. The service under this classification is provided by two part- time employees. The proposed salary shown is based on a full-time position.
6. The service under this classification is rendered in the sum- mer only. The proposed salary shown is based on a full- time position.
7. The present salary shown is an average.
8. Further study of the total compensation received is recom- mended.
9. The present incumbent also fills the position of Clerk of Retirement System which salary is not included here.
10. The present incumbent also fills the position of Secretary of Public Welfare Board.
11. The service under this classification shall be rendered by the Welfare Supervisor, the compensation for which is included in the proposed salary of that position.
12. The classifications of positions in this department are estab- lished by the Department of Civil Service and the proposed salaries are subject to the approval of this department.
.
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13. Subsistence is provided in addition to the salary shown.
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