Town of Tewksbury annual report 1959-1963, Part 32

Author: Tewksbury (Mass.)
Publication date: 1959
Publisher: Tewksbury (Mass.)
Number of Pages: 1078


USA > Massachusetts > Middlesex County > Tewksbury > Town of Tewksbury annual report 1959-1963 > Part 32


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Water Superintendent


Charles F. Kent


Weighers


George McFadyen


Coleman A. McFarlane


Wire Inspector


J. Patrick Canavan


INDEX TO ARTICLES - 1961 ANNUAL TOWN MEETING


Subject


Article No. 68


Anniversary - 250th Celebration Fund


4


By-law amendment - Contracts 19


By-law amendment - Excavated Land 20


Chairs - Purchase 24


29


Chapter 90 - Construction, Shawsheen St.


27


Chapter 90 - Maintenance 28


County Aid to Agriculture - 4H Clubs


13


Dog License Fees


11


Drainage - Andover St.


33


Drainage - Chandler St.


34


Drainage - Tanglewood Ave.


32


Election - Town Officers


1


Gift - Zontanos Land


22


Highway Garage - Committee


37


Highway Garage - Construction


36


Highway Machinery Fund - Continuation 30


Highway Machinery Fund - Transfers


31


4


Budget - Annual


Chapter 81 - Maintenance


Article No.


Subject


Land Conveyance - Commonwealth of Mass.


69


Land Conveyance - Congregational Church 38


Land Taking - Water Sources 57


Medical Expenses - Francis Cumings 58


Mental Health - Appropriation


18


Pension Increase - Police and Fire


75


Permission for Selectman - By-law requirement


70


Personnel By-Law - Wage Classification Plan


3B


Police Station - New Construction


26


Printing of By-Laws, rules, etc.


17


Records - Storage


17


Recreation - Appointment of Director


79


Recreation - Foster Land Development


76


Recreation - Junior Baseball Leagues


77


Recreation - Seasonal Programs


78


Repairs - Central Fire Station


59


Repairs - Town Hall


25


Reports of Town Officers


2


Reserve Fund


6


Safety Signs and Markers


16


Salaries - Elected Officials


3A


Schools - New Junior High


62 to 67 inc.


Sewerage Survey


74


Sidewalks - General Survey


81


Sidewalks - Shawsheen St.


82


Sidewalks - Committee for Article 82


83


Snow Removal - Hydrants


40


Stabilization Fund


15


Stadium Bleachers - Purchase


80


Street Acceptances


35


Street Lights for Schools


21


Suits and Contracts - Authority


8


Tax Reduction Transfer


5


Tax Title Foreclosure


9


Tax Title Sale


10


Temporary Borrowing


7


Unexpended Balances 12


Unpaid Bills - 1960 23


Veterans' Quarters


14


Water Installation Account


39


Water Main - Relocation on Shawsheen St.


41


Water Main, new:


Bantry Road 49


51


Dianne Road 45


Dubuque Avenue 56


Jean Road 44


Marion Drive


52


Buttercup Lane


5


55 48 50 43 42 47 54 46 53 73 61


Mississippi Road


North Billerica Road


Pringle Street


Shaw Road


Sheen Road


South Rhoda Street


Sunnyslope Avenue


Towanda Road


Water Survey - General


Zoning - Garabedian Land


Zoning - General Revision


Zoning - Minimum Area Industrial 72


Zoning - Permitted Uses Industrial


71


WARRANT FOR ANNUAL TOWN MEETING


Middlesex, ss.


To any of the Constables of the Town of Tewksbury, in said County: Greeting:


In the name of the Commonwealth of Massachusetts, you are hereby directed to notify and warn the inhabitants of the Town of Tewksbury, qualified to vote in town affairs, to meet and assemble at Tewksbury Memorial High School in said Tewksbury on Saturday, March 4, 1961 at 10:00 o'clock A. M. to act on the following articles, except Article 1, and you are also hereby further required and directed to notify and warn the said inhabitants of the Town of Tewksbury, who are qualified to vote on elections and town affairs therein, to assemble subsequently and meet in town meeting at the polling places in said Town of Tewksbury, on Saturday, March 11, 1961 at 10:00 A. M. then and there to act on the following Article 1.


The polls for the election of Town Officers to be opened at 10:00 o'clock A. M. and to be closed at 8:00 P. M.


ART. 1- To choose all necessary Town Officers, to choose by ballot, two Selectmen for three years, two members Board of Public Welfare for three years, one member Board of Health for three years, one Assessor for three years, one Moderator for one year, one Auditor for three years, one Park Commissioner for three years, one Planning Board member for five years, one Road Commissioner for three years, one Road Commissioner for two years, two members School Committee for three years, one member School Committee for one year, one Trust Fund Commissioner for three years, two Trustees for Public Library for three years, one Water Commissioner for three years, and


6


to vote 'yes' or 'no' on the following questions: (1) "Shall an act passed by the General Court in the year nineteen hundred and sixty-one, entitled 'An Act placing certain positions in the Town of Tewksbury under the civil service laws and rules,' be accepted?" (2) "Shall an act passed by the General Court in the year nineteen hundred and sixty-one, entitled 'An Act providing unlimited tenure for the regular or permanent mem- bers of the police force not including the chief thereof, in the Town of Tewksbury,' be accepted?" All on the same ballot.


Voted: At polls on Saturday, March 11, 1961.


Tewksbury Memorial High School March 4, 1961


At 10:00 A. M. the meeting recessed and stood adjourned until the required 284 quorum was exceeded at 10:50 A. M. At this time and date the Moderator, Alan M. Qua, called the qualified voters of Tewksbury to order in Annual Town Meeting. Reverend Thurston J. Powell of the Tewksbury Congregational Church prononuced the invocation and one minute of silence was observed in memory of Road Commissioner Chester M. Roper. Tellers were sworn for the duration of the meeting.


ART. 2- To hear and act upon the reports of the various town officers.


Voted: Waived 'to hear' and acted by accepting the reports.


Voted: To take the Articles in sequence except Article 71 to be taken up at 2:00 P. M.


ART. 3A- To fix the salaries of the various elective officers of the Town and determine whether such salaries shall be retroactive to January Ist. (Refer to Salary Schedule for Elected Officials)


Voted: To adopt per schedule attached, with salaries retro- active to January 1, 1961.


ARTICLE 3A - SALARY SCHEDULE


Assessors (2)


$2,200.00 ea.


Assessor - Clerk


4,010.00


Auditor


2,400.00


Board of Health (2)


250.00 ea.


Board of Health, Chairman


300.00


Board of Welfare (5)


300.00 ea.


Board of Selectmen (4) 350.00 ea.


Board of Selectmen, Chairman


400.00


Collector


4,680.00


Moderator


100.00


Road Commissioners (2)


100.00 ea.


7


Road Commissioners, Chairman


200.00


Town Clerk


3,800.00


Tree Warden 5,335.00


Treasurer


2,400.00


Water Commissioners (2)


100.00 ea.


Water Commissioners, Chairman


200.00


ART. 3B- To see if the Town will vote to accept the following Personnel By-Law to govern personnel policy, wages and classi- fication of town employees, or take any relative action.


REPORT OF THE PERSONNEL BOARD John F. Cunningham, Chairman


I. BASIS


(a) The voters of the Town of Tewksbury at a regular Town Meeting held in March of 1959 voted, in Article 17, to establish a Personnel Board. The Personnel Board consists of five members, two appointed for three years, 1959-1962, two for two years, 1959- 1961, and one for one year, (since reappointed for 3 years, 1960- 1963) and thereafter each member to be appointed for a three-year term. No member of the Personnel Board to receive compensation. Vacancies to be appointed by the Selectmen. At all times one of the five members shall be one who has been selected from a list of not less than three suggested members submitted by the full-time employees of the town excluding professional employees and em- ployees within the School Department jurisdiction.


(b) The Personnel Board was authorized to employ profes- sional consultants in connection with the foregoing if deemed desirable, and to report its findings for a complete wage classifica- tion plan and a personnel policy plan to the annual Town Meeting.


II. PERSONNEL BOARD REPORT SUMMARY REFERENCE, MARCH 5, 1960 TOWN MEETING


(a) At the regular Town Meeting held March 5, 1960, the Per- sonnel Board report was distributed. In order to enlighten the town voters and to establish a foundation for a classification and wage study, the functions of the various departments, occupational titles, number of personnel, working time and salaries were printed in this pamphlet. In addition, the Fringe Benefits of the Town Employees were outlined as they then existed.


(b) The voters of the Town of Tewksbury at the regular Town Meeting held in March 1960 recommended, through the adoption of Article 69, that the provisions outlined therein pertaining to Fringe Benefits for Town Employees be adopted in the final classification and Wage Plan By-Law.


(c) At the regular Town Meeting held March 5, 1960, the town employees sought an across-the-board increase of approximately


8


5% in all rates which was adopted by the voters (per Article 4 in Budget Requests). The Highway Department, however, did not include this in their budget request and therefore did not receive this raise.


III. OTHER EVENTS


(a) Forty hour week for Police Department - voted in by ballot during town election - March 12, 1960.


(b) Hospitalization Plan - voted in by ballot during town election - March 12, 1960.


IV PROFESSIONAL CONSULTANTS


The Management Engineering firm of Charles M. Evans & Associates was selected by the Personnel Board to establish an authoritative Classification and Wage Plan for the town employees.


The results were established by comparison to various towns where a similarity of personnel and job factors could be ascertained. Other elements of the Personnel By-Law were prepared by the Board.


JOHN F. CUNNINGHAM GEORGE MCDERMOTT


ANDREW COTREAU JOHN H. HART


JOHN P. MURPHY


THE PERSONNEL BY-LAW


The purpose of this by-law is to give to Tewksbury a modern plan and program for administering pay and related personnel matters. It has been developed on the basis of tested techniques in the impartial handling of the pay problem as in similar By-Laws established by many towns in Massachusetts and found successful. Towns have found often that business-like procedures in pay matters influence more business-like practice in other fields.


The By-Law establishes the Classification and Salary Plan and the necessary administration procedures. Any and all provisions in the Personnel By-Laws pertaining to wage and classification and personnel policy may be amended upon recommendation by the Personnel Board and by a majority vote at any annual or special town meeting. It includes the Acts previously accepted by the Town such as fringe benefits, etc. with amendments as approved by the Personnel Board.


. .


There are five parts to the By-Law:


Section 1. The Personnel Board


Section 2. The Personnel Policy


Section 3. The Classification and Wage Plan


Section 4. Fringe Benefits


Section 5. Grievance Procedure


9


SECTION 1. Personnel Board


1 .. 1


(a) Forthwith annually, the Board shall meet and organize by electing a Chairman and Clerk. A majority of the Board shall con- stitute a quorum for the transaction of business. A majority vote of the quorum and/orBoard shall determine the action the Board must take on all matters upon which it is authorized or required to pass under the by-law. The Personnel Board may employ assistance and incur expenses as it deems necessary subject to appropriation of funds therefor.


(b) The Board shall maintain adequate personnel records of all employees subject to this plan, said records to be kept in the custody of the Personnel Board. Department Heads will provide such information as the Personnel Board requests to maintain these records current.


(c) The Personnel Board may add a new position, tentatively, to the classification schedule or reclassify an existing position to a different group, subject to the subsequent ratification of its action by formal amendment of the by-law by vote of Town at a Town Meeting.


(d) The Personnel Board may authorize an entrance rate higher than the minimum upon recommendation of a department head, supported by evidence in writing of special reasons and exceptional circumstances satisfactory to the Personnel Board and such other variance in the Plan as it may deem necessary for the proper functioning of the services of the Town. No variance shall become effective unless, or until the necessary funds have been appropriated therefore.


(e) If any request under the salary schedule is denied by the Personnel Board, the Department, the individual, or Branch of the Town involved, may appeal in accordance with the Grievance Pro- cedure outlined in Section 5 of this By-Law.


(f) The Personnel Board shall maintain written job descrip- tions of the jobs or positions in the classification schedule of the plan each consisting of a statement describing the essential nature of the work, characteristics of the position that distinguish the position from other positions. The description for any position shall be construed as a means of identification and as a basis for the current wage; not as prescribing what the duties or responsibilities of any position shall be, or as modifying, or in any way affecting, the power of any administrative authority, as otherwise existing, to appoint, to assign duties to, or to direct and control the work of any employee under the jurisdiction of such authority.


(g) The function of the Personnel Board is to represent BOTH the taxpayers and employees of the Town. There is a fair and equitable balance point for the mutual interests of both groups.


10


The ideal Personnel Board is composed of impartial citizens who feel that they are representing the Entire Town and who will take into consideration the various viewpoints, interests and matters that concern the various groups of citizens. When a new By-Law is first put into operation it must be anticipated that there may be certain matters which need review and adjustment.


SECTION 2. The Personnel Policy


(a) All employees shall continue to be paid on an hourly, weekly, monthly, or other basis, as at present, except as provided in the salary plan, unless otherwise authorized by the Personnel Board or by amendment of the salary plan.


(b) No board, officer or head of a department shall fix the salary of any employee in a position so classified except in accord- ance with such plan.


(c) No person shall be appointed, employed or paid as an employee in any position subject to the provisions of the plan under any title other than those of the classification schedule. The job title in the plan shall be the official title of the position and shall be used in all administrative and employment records.


(d) All Employees included in the plan shall be eligible for reclassification and pay adjustment subject to approval of the Per- sonnel Board and the Board of authority having immediate juris- diction over such employees.


(e) Employees promoted to a higher classification to fill a vacancy shall be advanced to the next increment in the salary or wage scale above their former pay rate.


(f) Promotions from minimum to maximum salaries shall be successive steps annually but shall not be mandatory. Individual advancement shall be on a merit-(Not necessarily on length of service) and shall be subject to approval of the Board of Authority having immediate jurisdiction over such employee. Any employee denied such an increase has the right of appeal in accordance with the grievance procedure as outlined in Section 5 of this By-Law.


(g) Any salary which is above the maximum rate for a job as established by this salary administration plan shall apply only to the incumbent at the time the plan is adopted.


(h) The hiring rate shall be the minimum of the rate range of the job for which the new employee is hired, unless otherwise authorized by the Personnel Board.


(i) Each department head subject to this plan shall include in his estimates required by the provisions of section 59 of Chapter 41 of the General Laws a pay adjustment section setting forth in


11


detail the amounts which will be required for anticipated pay adjustments during the ensuing year and shall furnish a copy there- of to the Personnel Board.


(j) The Personnel Board shall administer the Plan and shall establish such procedures as it deems necessary for this administra- tion so that each employee will be treated equally.


(k) Civil Service-Nothing in this Personnel By-Law shall be construed to conflict with Chapter 31 of the General Laws.


(1) Physical Examination. Every person hereinafter em- ployed by the Town subject to this By-Law except occasional or substitute employees, shall undergo a physical examination satis- factory to the County Retirement Board and the appointing author- ity. Every person upon leaving or retiring from town employment shall undergo a similar physical examination. The examining physi- cian shall be appointed by the Board of Selectmen and shall render a sealed report of his findings to the Personnel Board and the appointing authority.


After receipt of the report has been entered on the Personnel Board's records, such report shall be deposited with the Retirement Board for safe-keeping, the contents subject to future view only by a physician designated by the Selectmen, otherwise the report shall be confidential.


SECTION 3. The Classification and Wage Plan


(a) The Classification and Wage Plan shows the various town jobs in the order of their relative work demand and requirements, established into "Job Groups." The Job Group into which each job falls was determined by measuring each job in terms of its requirements for such components (or factors) as work knowledge, skill, responsibilities, effort, working conditions, etc.


(b) Jobs were studied and compared not as a whole, or by job titles, but in terms of the various ingredients or components, of which each is composed. This is the fairest and most dependable way to establish the relationship between, or "relativity" of jobs. After the jobs were located on the proper groups, the next thing was to "price" them, and to establish rate ranges for each Job Group. This rate range is the rate range also for each job in the Group.


(c) Each rate range consists of a "minimum", which is the normal or "starting entrance rate", and a maximum which is the "top rate" for the job and intermediate step rates. The Plan pro- vides that a new full time employee will be on a probationary basis for the first six months and, if he has rendered satisfactory service, is then eligible for consideration for a one step rate increase, pro- vided such advance is recommended by the Board or authority


12


having jurisdiction to the Personnel Board. Otherwise, he is eligible each year, on the "anniversary date" of his latest increase, for con- sideration for the next upward step rate for continuous full time service in the same job.


(d) When a new job is created, or the duties of an existing job changed so that there is a new level of work demand, and in effect a new job has come into being, the procedure is to rate the new job or the changed existing job. This locates the job in the proper job group and automatically sets the rate of pay for the new or changed job.


(e) When an employee has attained the "maximum" or "Top- rate" for the job, this means that he is top rated. It does not mean that future earning potential is frozen. The maximum for a new job or Job Group, is simply the top of the rate range at the time. The Classification Schedule puts the jobs on the proper steps in the flight of stairs. The Salary Schedule provides rate ranges, which are the bottom and top for each "step", or rate range. To adjust the Salary Schedule general pay level, it is necessary to determine by what percentage it should be adjusted, and then to adjust the level of the flight of stairs by this percentage. Thus, every employee will receive the same relative amount of pay adjustment.


(f) The entire Classification and Wage Plan must be reviewed and audited from time to time to keep it up to date and adapted to changes in job content, new jobs, general economic conditions, etc. Hence, the Personnel Board is given the specific duty to review all factors affecting the paylevel and to make recommendations to the Town as it may deem desirable in order to maintain at all times a fair and equitable pay level, on the general average, in keeping with economic conditions.


(g) Vacation and holidays with pay, sick leave and the like are in effect "indirect pay" and a par of a good Salary Administra- tion Plan. The By-Law incorporates such practices and policies.


(h)


WAGE SCHEDULE


Grade


Min.


II $2,690


III


IV $2,950


Max. $3,080


1


Y


$2,570


$2,820


W


49.20


51.40


54.10


56.40


59.10


H (371/2)


1.31


1.37


1.43


1.50


1.57


Clerical Aide


2


Y


$2,720


$2,850


$2,990


$3,130


$3,270


W


52.30


54.80


57.50


60.20


62.90


H (371/2)


1.39


1.46


1.53


1.60


1.67


Clerk-Bookkeeper


Jr. Clerk Stenographer


Jr. Clerk Typist


13


Grade


Min.


II


III


IV


Max.


3


Y


$2,880


$3,020


$3,160


$3,310


$3,460


W


55.40


58.10


60.80


63.60


66.50


H (371/2)


1.47


1.54


1.61


1.69


1.77


Sr. Clerk-Typist


Sr. Clerk Stenographer


Library Assistant (P. T.)


4


Y


$3,060


$3,210


$3,360


$3,510


$3,670


W


58.80


61.70


64.60


67.50


70.50


H (371/2)


1.56


1.64


1.72


1.80


1.88


Senior Clerk-Bookkeeper


Secretary to Selectmen


Assistant to Town Clerk (P. T.)


5


Y


$3,250


$3,400


$3,560


$3,720


$3,880


W


62.40


65.30


68.40


71.60


74.80


H (40)


1.56


1.63


1.71


1.79


1.87


Laborer


6


Y


$3,440


$3,610


$3,780


$3,950


$4,120


W


66.40


69.60


72.80


76.00


79.20


H (40)


1.66


1.74


1.82


1.90


1.98


Town Hall Custodian


Park Caretaker (P. T.)


7


Y


$3,650


$3,830


$4,010


$4,190


$4,370


W


70.40


73.60


76.80


80.40


84.00


H (40)


1.76


1.84


1.92


2.01


2.10


Motor Equipment Operator Water Service Maintenance Man


8


Y W


$3,860


$4,050


$4,240


$4,430


$4,630


74.40


78.00


81.60


85.20


88.80


H (40)


1.86


1.95


2.04


2.13


2.22


Heavy Motor Equipment Operator


Tree Climber


Librarian (P. T.)


9


Y W


$4,100


$4,300


$4,500


$4,700


$4,900


78.80


82.40


86.40


90.40


94.40


H (40)


1.97


2.06


2.16


2.26


2.36


Patrolman (40)


Fire Fighter (56 hrs.)


Grader Operator


Working Foreman


Patrolman (P. T.) 1.50 p. h.


Fire Fighter (P. T.) 1.50 p. h.


10


Y


$4,350


$4,560


$4,770


$4,980


$5,200


W


83.60


87.60


91.60


95.60


100.00


H (40)


2.09


2.19


2.29


2.39


2.50


Motor Equipment Repairman


14


Grade


Min.


IV


Max.


11 Y W


$4,600


$5,280


$5,510 106.00


Police Sergeant Fire Captain


12


Y W


$4,880


$5,120


$5,360


$5,600


$5,840


93.80


98.50


103.10


107.70


112.30


13


Y


$5,170


$5,420


$5,670


$5,930


$6,190


W


99.40


104.20


109.00


114.00


119.00


Deputy Fire Chief


14


Y


$5,480


$5,750


$6,020


$6,290


$6,560


W


105.20


110.40


115.60


120.80


126.00


Highway Superintendent Water Superintendent


15


Y W


$5,810


$6,090


$6,370


$6,660


$6,950


111.60


117.10


122.50


128.10


133.60


Police Chief


Fire Chief


MUNICIPAL PUBLIC WELFARE POSITIONS


W-3


Y


$2,880


$3,020


$3,160


$3,310


$3,420


W


55.40


58.10


60.80


63.60


65.76


H (371/2)


1.47


1.54


1.61


1.69


1.75


Senior Clerk-Stenographer


W-11


Y W


$4,600


$4,820


$5,050


$5,280


$5,480


88.40


92.70


97.10


101.50


105.38


Social Worker


W-15


Y


$5,810


$6,090


$6,370


$6,660


$7,020


W


111.60


117.10


122.50


128.10


135.00


Director of Public Assistance


(i) Initial adjustment of salaries and wages:


1. Upon the adoption of the by-law by Town Meeting ac- tion, salaries and wages in effect on or before December 31, of the preceding year shall be adjusted effective January 1, 1961, except Welfare employees whose rates are subject to Welfare Compensation Plan, following to the step rate in the range of the compensation grade that grants each employee who occupies a position in a class assigned to the schedule in sub-section (h) at least one increment provided the resulting adjustment does not place his rate at a step rate above that which his service in the position entitles him to attain under the provisions of sub-section (c).


15


:


88.40


II $4,820 92.70


III $5,050 97.10


101.50


If the existing rate is the same as a step rate, the adjust- ment shall be to the next higher step rate.


If the existing rate is between step rates, the adjustment shall be to the second higher step rate.


If the existing rate is below the minimum rate, the adjust- ment shall be to the minimum rate unless the adjustment is less than the amount of the first increment in the range, in which event the adjustment shall be to step rate "II".


If the existing rate is between the step rate below the maximum rate and the maximum rate, the adjustment shall be to the maximum rate.


2. The employee occupying a position in a class assigned to the schedule in sub-section (h) who is not entitled to an adjustment under the provisions of this sub-section shall receive his initial adjustment pursuant to the provisions of sub-section (c).


3. No pay shall be reduced as a result of the installation of this plan. Any rate above the maximum rate shall become a Personal Rate and apply only to the present incumbent. Such rates are not subject to increases. When the incum- bent leaves the employ of the Town, or is transferred to another job, or a new maximum rate higher than the Personal Rate is established, the rate shall disappear. No other employee assigned to, or hired for, the job shall advance beyond the maximum rate of the range to which his position class is assigned.


(j) Part Time Positions: Normally the minimum rate for the appropriate compensation grade should be the rate applicable for part-time employment although increments may be granted to part-time as well as full time employees provided the former qualify for such increments by prescribed length of service, i.e. his service in the part time position should equal 26 weeks of full-time employment.




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