sessions on preparation for negotiation with nonunion personal conduct collective bargaining session or contract negotiations with negotiation with no news unit personnel highway water and just patches stadium security with cheap i like to take this opportunity think many for coming out to support sam burns parents got leslie after the passing on his passing on january tenth i am so proud of all you feel compassion effort for the courage of our children who were always there for santa morial mass for the forceful police department share of public safety in all the surrounding police departments ranging a safe environment for all the all and that included today for the craft family and the pages organization for helping progeria through the charitable foundations giving sam so many opportunities and forcing a grand reception for sam's parents family and friends it was first class and i want to thank for that for skull leaders and scouts who put their own a part of this service which was has been so difficult lastly to all sample to honor the legacy of slim thank you one of the saddest days and for sure history took place on friday would see as passing sa burns define the word courage of the strive to overcome progeria he never let it stop him from doing anything in his life he said his goals on he never looked at himself was different and he did his peers cm's did became a source of education for our community and the world on speaking many times with some police of so many of the brightest minds in the world who eagerly listen sam left as a journal mocking our small town with the way he lived he demonstrated to all of us what courage you ok please come forward tax i worked off program just very briefly for maybe some people in the community you don't know what their program is the senior property tax work up program it's a program that allows seniors to do volunteer work for the town of foxborough in exchange for a reduction in their property taxes to be eligible they have to be six years or older own a home in foxborough and pay taxes on that home as well and meet the program requirements as has been established by our by law and offer a skill that one of the departments in the town can use and in the property tax worker program they volunteer for for a department that they are assigned through coordination by vicki and her office at the council on aging they try to find a job that matches their skills and interests  others no state income tax requirements on this but there are federal withholding requirements so that's the just a brief outline of what the you know the program is as far as are the history programs been quite successful in foxborough we've had one hundred eighty four participants over the last five years not including fiscal fourteen soon average of thirty seven seniors a year they've earned one hundred thirty five thousand dollars in property tax credits over that time for an average of twenty seven thousand dollars a year over the last five years so fairly successful program a lot of departments utilize this program to supplement what gets done in their departments whether it's the schools the veterans department fire department cetera so the why are we here we're here to recommend an article to dollars which is the maximum allowed by mass general law and to be proposed war an article a town meeting to modify the existing by law we will be issuing an order for for us to be compliant with  s regulations and as a tax credit is considered earned income for federal income tax purposes state one of the other recommendations that i would like to make a change to the by law dollars but with the requirement of the federal withholdings which will equate to approximately twenty five percent of the of the earned amount if somebody were to get a credit of a turn in a percent so that with those deductions on one thousand dollars maximum credit the net would still be right around seven hundred fifty dollars seven hundred sixty dollars so and for one thousand dollars if they're earning eight  dollars an hour towards that they would have to work substantially more hours in essence to net the same amount so the recommendation by the board of assessors and supported by three of us as well is to allow for the hours worked to be worth ten dollars per hour which is allowed we have to just offer the minimum statement on wage as a minimum and i know there is activity in the state legislature to to move that over three years anyways i know the senate supported the house hasn't done anything with it but we thought it would be easier today they today they have to work ninety three point seven five hours to earn one hundred fifty dollars with one thousand dollar credit at ten dollars an hour to work hundred hours so even six hours roughly the same same amount of hours to in essence net the same credit because only the net that they would receive credit for their taxes so that's the you know is when people come in and they put in their application we have more participants than we have jobs available so what we'll do is when someone completes their hours their application goes back into the file so another person has a turn to next so we do try to to rotate it so that people so that it's fair there are instances where someone might have a special skill that it wouldn't be beneficial to the department to have to retrain another person and that it is currently open ended but let me explain it's never as you can see with the history it's never been an issue it's factored into the overlay amount that's the amount if you recall that when we do our budget planning we reduce our the primary purpose is to provide for tax abatements for those who who request them and so typically you know that's equates to about two hundred thousand two hundred two hundred twenty thousand dollars on average you know per year actually seem to be doing really well remainder of the funds are paid out for exemptions that that have been approved in prior years at that town meeting you know veterans widows widowers of veterans of foreign wars think things like that and that and it varies as you can see from you know low of eighteen thousand dollars last year to thirty two thousand you know back five years ago so the board of assessors and hahn and i have discussed the concept of a cap we didn't think it was necessary at this time but obviously something we watch because we have to manage to within that amount and just to be clear if money goes into overlay and then ultimately is determined it's not needed for abatement purposes it gets released by the board of assessors and that comes back to town meeting to be reappropriated if you recall we've used the any excess funds in there it's either fund the  to fund a capital project because it's one time money so we haven't had the need for you know for a cap yet but it's something we actually did discuss this week that given that this change would actually add on average about ten thousand dollars to the program so twenty seven thousand dollars on average probably cost about thirty seven thousand so in the same participation but if we found that it was spiking up to you know beyond that then that would probably be the next proposal you would hear coming from the board that we would put a cap on  third and fourth quarter tax bills ok and is this limited to one person per household but yes thank you i think if they hear you say that there's more applicants and there are opportunities so in two thousand and nine  forty four opportunities and now it's dropped almost in half to twenty five took a lot of that was a compost pile say one morning to get there we did have a lot of people that manage the compost site but also  we had a senior tax work off person in the program that had a history working in the school department and she became ill last year and so our program is kind of probably you know she had she was the one who would get letters out to the schools and to the other departments and promote the program so we're kind of picking up that so i think it dropped down i think last some of that it might have been some of some internal things that not for placing people but for recruiting departments for more jobs so the recruiting in the public awareness goes up does the job opportunities go off sometimes it does it's you know people who've used the program i know that a lot of departments have used it and you know it's a real win when the the department gets to have a task completed that they wouldn't have money in their budget to do when they get a worker that you know has a wonderful work ethic they'll be there they'll do it correctly feel you know stick with it and a lot of people you know just really enjoy being able to do things to help different departments in the town so it is a really good program and sometimes getting the schools involved is is where our person that we had was really instrumental because she knew all of the principals and everything so she could just give a person a car ok look at back there thank you here just one more question is there any liability to the town case of an accident or there is that was always and it's a guide to important programs and benefits with fox for resident it lists everything that you can ever think of that it's a wonderful boy in a book it's wonderful we took our own resource book and get it to the public thank you very much in ok what's to stop a lot i'll start as you know we've been struggling to find a satisfactory solution to the town hall  building and i think i have i don't have to cover you know we all know it's a building in need and we need to do something you know we put forward the last couple years of writing proposals and they haven't been successful but we've been listening intently to the feedback that we've been all been receiving you know for a while now and there's an option that's that's really been been asked to be explored and we we  agree we would like to explore it more fully in that is a lease option and in order to look to explore that more fully you know that the proper way to do it would be to develop a request for proposal you know with the offices as well as be economical for the town so we're looking to have had that discussion to see if you would support the process of us developing an r f p and and putting it out there mad you know i think there are some questions on our site as well for you is one of them being the radius from the town center that you'd be fine except of all i get we're just reacting to what we think the town is basically saying that they want to know what this cost will be and this is the right way to go you never really going to get that by doing market research so i think granny is right the only way to really get is if you are the get actual real proposals come back to the town of their acceptable fine you as a board to make a decision to move forward through town meeting if they're not acceptable then i guess we've been told that even their own you know an option that's been asked of us to do is not what they want either so  we need to eliminate the possibilities here and i think this is one one way to do that the only thing that i know just that we need to move forward on this we've tried we've tried with the new renovated but  seems like what's been heard is to look at the lease option and that's what we're asking the harm your support ought to proceed with that it would be throughout the town and we  just request that you support this any questions with respect to the radius of you asking us what our preference is for the radius i would suggest you know there's only a limited amount of office space available in town i would just put it  for the entire town and let's see what comes in rather than excluding because you don't know what's out there until it comes in front the one option that a developer had come to me and he maybe some other board members and i know they approach the planning board is  option of somebody would build it for us and then we would lease it on a long term basis is there any room in the hour of people process for something like that in the set sun i mean we're we're aware of that obviously but you know given the nature of state procurement laws i mean we were required to follow a process so we thought ok well here's somebody who's you know got an interesting proposal but it would be inappropriate you know for us to just focus in on that we require for a lease of town property for any town space you know we have to go through a formal you know request for proposal process so hopefully if that's an option that's still still out there maybe that comes forward along with some others and we see some interesting options and i don't know if it's still out there no it had the circuit around and i'm not saying go with that particular development if that's an option that the board might consider that open that up similar to this that anyone that would want to do that type of scenario and i think the way that the match against something and say what's the best thing for the town now whether it be for the next five years or longer because let's face it if you're going to do aleesha not doing it for the next two or three years i think that's got to be the practical way of looking at things but the longer term again would really be based on what the economics are bulls like so it certainly doesn't hurt to see what's out there but in order to put the p in and meet these deadlines are we talking about extraordinary costs and effort or is this money you've got to worry after but i be can handle that thank you i'm sure you can see me as so this is the solution to the town hall problem it then could be rather than renovating rather than you taking renovation you're taking new building off the table and this is because if you go out for an hour of pay it's not going to be for two years it's you know if the if the question is is this a stopgap or is  this you know if something something that's appealing comes comes forward to us is a long term solution and you know we would look at is yes this is a long term solution i've never been a fan of the gap i think that's throwing good money after bad know i think it also again if we write the proposal properly it could be three to five year solution which you could then use as a backstop however you know it could be a long term solution to it so it's not something has to be done but you know the people participated in the master plan those meetings pretty much everyone wanted to see a town hall remained more or less than in the in the downtown area except for the chestnut green these these other buildings were in the in the office back and they have their they have their advantages they're one level plenty packing plenty of places to around you know easy easy talking about the radius and you know i think ideally having the radius wherever this lands potentially as close to the center of town as it possibly could be is more ideal  criteria just say we have the numbers and then we can once we have the numbers we can talk about the numbers yes but i think you know if you get any message i think the sort of the you know town hall is one of the cylinders and woodward is remains of an economic engine in the downtown area and if that were to leave it you would be would immediately see an impact in some of the small businesses especially some of the restaurants so you know i think we've been consistently saying we'd like it to be placed in the center of town like you said  next for for the town hall site which i think you know there's probably many options similar to the fire station right i mean that's i mean we're getting i think we're getting closer as being facetious no no no seriously we're getting i think we're getting you know we keep saying it i think a lot closer to the municipal agreement becoming a reality for get nasa mansfield town meeting and then that unlocks a lot of things for the downtown so the fire station and the property that abuts in the town  just you can see that the timeline that were looking to march to obviously trying to sync it up with you know if there is any action to be taken on this to be sync up with the main town meeting you know for any funding purposes obviously not  think quarter million dollars at this point is a reasonable placeholder and it's currently something that actually can fit you know within it so so when i come forward i believe it's going to be on the fourth to your first first look with the board at the the overall budget if you're ok with that i wouldn't i would include that in that so you can we would look at the budget with that in there rather than having to react to that you know it at the last minute if that's acceptable you have the storage component which has to be both fire and protected especially for bob's materials and for the assessors and certain portions of the finance group how do fireproof storage warehouse someplace and put them there if we go extend that number of years we'll have to build something close to the facility so they had the big question is spent for the last three years how much space do you need for the office but the big question is still what do we need no one's been able to answer this for three years and the question is is that the twelve thousand feet that the spec calls for it is is that the five thousand  now is office space is it larger than that with the storage component and everything else i think we need some answers on this of course as we can arrive as i've talked with bill over recent months i've indicated to estimators in our group and contractors that could help on this and we won't have to apply for the senior tax benefit even though one of us and two of us are all that off to do it so randy can relax a bit  but anyway all i'm saying is that this is a real complicated issue depending on the time frame and the components that are put into it we need to get started this is a good start let's move it let's go from here that my basic question or offering to help or we can just give us a call and we'll be happy to do it thank you thanks mean a formal vote me or you to action no on the direct just direction to budget request so we had that that the least amount that i put forward is you know we'll see we'll talk about the review of the budget but also you know we have also thought through that the furniture and fixing fixtures cost so again to be fully prepared for that you know we would then advance through the capital process as well you know an amount for that and we still have to work up work out what that number you know might be but you know we in doing so we we will won't build in the components that we're talking about here so so they do include like meeting space and you know smartens meeting romans and everything like that to find rental space on a permanent you don't see very much in town government but as we were in front of you a couple months ago talking about the whole merit and all of that and we decided to go in a different direction and so one thing we need to do is finalize with you the direction the board wants to go with for budgetary purposes so we know what the budget are cool that they'll be sufficient funds to fund any increases based upon performance so i think at the time we suggested  approach it in a similar fashion to what easton does it's a performance based step program it's similar to the step program we already have in place but we do emphasize the performance portion of it that hasn't really been used in town to date cindy has provided you in your package is a copy of the performance plan to department heads and we're going to run those with the employees and that would be how the employees would be you know their performance would be based upon the evaluation forms that have been  and you have the scale in the paperwork that cindy has prepared for you how the performance is going to be evaluated and i believe it's seventy five percent on munis program that the finest directors working on to have all of the departments start to use one hundred percent by july one needed to performance hasn't really met all of their goals and objectives but still should receive some increase based on performance then it allows for that kind of an in between step  didn't increase so the scale is the same one that was approved prior with the merit based plans of the minimax of the same that did not change so you'd have the in between step would be want to quarter and the a full staff would be department heads for example we do goals and objectives in their submitted the beginning of a fiscal year so if i complete you know ninety percent of my goals and objectives then three quarters of that is based on it and then the other quarter is based on what the town manager would fill out their forms that have preset quite you know what categories and then you would you know wonder for met expectations exceeded things like that so that we combine the two so the average this form is twenty five percent where your goals and objectives is three quarters ok so there's a performance performance but the goals and objectives are separate from performance so if that's that's three quarters of your performance is based on your goals and objective the not the goals and objectives but the other forms that were created and it's one through four and if that would be different decided by the department head or town manager whoever is the supervisor of the person but there's certain standards for each that have to be met so each jobs going to have its own standard it every job has its descriptions of what's required of the position ok so that that component will be matched up against i guess the job description is the standard yes they can just go and say fo performance right they are all performance based they form speak of things that aren't necessarily on your goals and objectives how well you communicated with your staff how well you you worked as a supervisor to proactively encourage your employees things like that how well you handle the public how well things of that nature but that's good while i think the last one is there room for the stretch goals in management to try to create a stretch goal yet there's actually i'm several i hate to say empty spots but several areas where they can write those in and things that also may take place over three four five years  and they're making the progress along the way because you know there should be some goals i mean some goals yeah it's a it's you know we don't doubt it or get the reason right and some go through challenging with those to be some really really you know test you in if if you fall short that's ok but we should try to write it was a kind of looking for something like that to really encourage going under the scope who covers any chain same sentence that john had mentioned any changes to the scope of the evaluation system would require agreement be the town manager human resources department and directives of the town's personnel policies i wanted to throw in a financial review into here so throwing in the what the board right so he's going to get evaluated you know for his thought you say no you know what i'm saying any changes to the evaluation system where there's a financial impact i want to make sure that the finance department is  he wouldn't be included are the whoever that is at the time wouldn't be included in the changes to the system as far as the documentation that's something if there's a financial piece as far as budgeting for increases and raises that would be done separately as it is i believe it's done now under one of the articles it's not involved in the building the changing of the system ok so this is really referring to how you create th goals and objectives and i use the term perhaps division heads and then there are some other positions that aren't necessarily managers or supervisors but that still have gotten into the habit of providing goals and objectives so if they do have tangible goals and objectives in there not necessarily management they'll be used and we did as part of the review is that optional for those employees that's really up to the department a some of them prefer it now there's don't know that the job really goes outside of the printers of the description where goals and objectives would be all that helpful i think it's just i'm trying to understand from a consistency stand here you know department to department you have your department head and then if that apartment had so chooses to have goals and objectives developed by their employees but not every other department does it's almost like you're putting them into a different category right evaluation and i don't know how that would be used as by the employees per se it's not really that lorraine it's just for instance the finance director is the department head of the whole finance department under him he has the assessor who is a manager so even though she's not a department head or say that that's one person in the same a treasure collector who manages her department ok so they're not really the department heads but their division heads its  terrorism by their that's what's meant here and in for instance in the highway department they have a town engineer doesn't really supervise other people but he is you know a professional level job that you know should be reviewed under a goals and objectives and so maybe to just expand that description to include apartment has department directors and other professional level staff so that it's clear that it's not line staff whose manager or director happens to develop goals and objectives with them right at i can happily change it i just would not want to exclude if they decided it was beneficial or helpful and i think that consistency is important so we can change it to those categories i'm just saying anyone who's not in the like a  level role right there may be staff members who have goals and objectives who do not have a director and so they would fall under non managerial personnel is what i'm saying right so what are you u think that was kind of hung up at the same thing about the goals and objectives and the performance overall so it probably would be helpful to see the forms and how sure because again my questions were why would non managerial staff have goals and objectives if they're not being reviewed on a merit basis and i would want to see just some examples of the key responsibilities that exist in that's what we expect of everyone we wouldn't use the word always meets requirements there because this is this is the meat standards person ok this is a solid which the new under him sounder meets requirements category three evaluation definitions yes yes before i requirements is the meet standards and you know who does a really good job results usually meet requirements i don't have always on this right that's going to happen do you think it should be could be always as opposed to usually yeah that's what i it looks like there's what this is proposing is that a person who meets standards who meets requirements will on top of a coal receive two point five percent greece and that's the question i have is that you know each year as we determine what we're looking at for a potential hole and all other increases that go into it we come up with a percent every year as we start the budget process for especially for bargaining and this doing it this way exceeds what we would typically come up with during our budget  process what i i wanted to talk about you know if we have a cold you have someone who needs standards they get their staff and their cola if the call about yours two percent you're talking about three point two five percent increase that's them so that's a good increase the way this is structured it would be a four point five percent again i think that bust the budget i think there was a from the mistake and that was the research we did in the direction we were looking to do is go back to a step system you know one time is not for the next year it's a one time to move possible two and a half of the year going to go and it's not a bonus if this is being worked into their what does that translate into i don't know that i could support that type of process because it takes away the ability to  polling and now that mera component has gone away so we have moved all the salaries up at that higher level and so now i think this is a matter of trying to rework to bring that in line with the progress of like all employees and again taking the unions into consideration i think maybe this piece needs to be relooked maybe if you could work with you know if you can work with randy to calculate what this looks like compared to the change that we did last year and what it could look like going forward a little bit were all five years yeah because this could be significant just the general question also if we had enough potential employees show up with five years of experience do you place them on the step system like it's one two three four five is that it depends on how many years of experience in their parity that you do it depends i mean you have to take everything into account whether it's just you know experience education all the different variations in one level but in general that would be the look away would be done know i like the idea of the steps at the one point two five percent thinking of it in terms of bringing people in where it would make sense to look at putting them and almost think that  you know perhaps each year as the budget is developed you look at this is the figure we're going to come into so this is what the performance component of it is on top of calling here so that you have more flexibility and it's not like you're towns and different forms in compiled the pieces that made sense for the program we were looking to build look at what's what towns to a look at and what we're looking at when you approach the towns what did you ask them well this very specific piece we mirrored after easton this is this actual section is what easton does presently did you go to any of the towns i don't have the list with me but yes we i spoke comparing when you when you when i was actions yeah i was actually comparing what do they have a step system and if they do have a sub step system how their steps system works in some of them the percentages between stops in some of them are more complicated because they had a union somewhere nonunion and those vary quite a bit ok i was kind of confused on where it says employees will receive a step if there is no else standing performance issues employees will receive another step upon satisfactory review in our goals and objectives why wouldn't the first criteria no outstanding performance issues be rolled into a says factory real because wait the way i read it is you have an employee they get a cold then if if nobody if they just do the job and don't cause them problems they get a step and then if they get a real a good review they get another step that's two steps in one year possibly well our steps were one and i'm sorry  are two and a half we broke them in half and partly we're mirroring this piece of it from easton and to give us more options where we could give somebody for lack of calling it a half a step because they're listed as steps at one and a quarter so that that's why so people instead of getting two and a half all up front you get one and a quarter and then the other one and a quarter upon a satisfactory review and ogles an object up ok so one acquired a twice is two  to allow us more flexibility because it's going to be a performance space if they haven't hit it out of the park i think it's one of the words it's been used in the past with the merit then maybe they don't deserve to want to have but they worked hard and they deserve one of the quarters so that's why it's we've kind of broken it down into two steps from one i read it say your a grade seven in if you're you know forty hours a week during your salary would be sixty one thousand five hundred twenty six dollars and forty cents ok and then you get a step to being nice and not causing any problems that bunch up to sixty two to eighty seven sixty eight and then if you really get the job you get another step to bump you up to sixty three thousand and fifty eight thirty two so in one year plus the cola now color isn't included in this right because you don't know what it is currently so without the cola you're going up from sixty one thousand to sixty three thousand in one year that's to have a percent that's what i'm in the current step if we don't change anything that's what the system is if we don't change a thing right now that's what the system is that's what we're doing there that's what we do and we just broke it down to make it more flexible and give us more options excuse me  place right now that was again that's in place because it was tied to a merit system so we don't have a system right now is what it is right well that the steps are what was reported out and i have not sure of the best word to put it but that's what all the staff is under the or the majority of the staff is under the impression that that's the step so two and a half then to go and had like an a for one and a quarter between you know i definitely not going to be received with happy and overjoyed people well there are two different programs that correct you know one is merit that's why they were created a two and a half so now we're talking a totally new program here right then this is what people pick up and look at like when when they're hired and when they were reclassified they look at that ten step plan and that's why when marriages didn't work out for us we went back and looked at me still have that ten step plan e union personnel is this something that has to be run by the nonunion personnel and the personnel wage by law and do committee and do we still have a personal wage by like the person  whatever yeah so has this been run by did you say they have this has not been run by the employees or started with the department heads right we told them that we would be rolling it out with you getting your feedback and then we would roll it out with the rest of the i'm starting to spend out here ladies and gentlemen oh well i think i mean i think it's important that's what we have here you know i think it's important that the selectmen get the feedback from the employees because there is a perception in some people's minds that the basis and forget the performance part of it right that's the feedback they want to go back to step they thought that the marriage was going to be steps and they didn't realize that such a small portion of employees would be eligible i mean it really  was very unpleasant when i was trying to give out forms i mean i started several months after that this one in place and created a system and everybody was very upset they wanted they thought it was going to be a marriage and you would get your stuff so you have successful marriage and you would get a two and a half percent step increase and when that didn't happen people were really upset and some people were expecting operas of six ten percent or whatever they were expect when i was told and they do reach justice or not or damage trying to figure out the numbers at this table without the forms you look at the purpose of this to improve the effectiveness and efficiency opportunity for two way communication recognize potential fraud and well without the forms but i don't know how this gets accomplished so it needs to be a complete package so i can understand it is there any you know i asked this before what's the downside of the danger we've got a new town manager coming in and we finalize this before they get here they're going to be using somebody else's tools to try to achieve all these goals in eight probably the worst thing you could have said to us is this came and we went to see well what did you do to sort of recover your system and what mechanisms did you utilize so they're very happy with it over there right to talk to some of the sort of so the opportunity for a new town manager hopefully will be here for a long time sitting down with a human resources director and coming up with a program that's in that you need to foxborough based on this person's new experiences numbers aside what's the damage of waiting another couple months for that  there the problem is you really could probably fill in it's far as planning for budgetary article five specifically you need you need to really know what kind of system we're going to place correct are you coming up with that's fine you know you remember some of the problems that we had we had a brand new program and then we had to put a budget on it with expectations a certain percentage was going to get a raise some weren't all that stuff so we had numbers right can we put numbers anticipating this step without going through the details of this before tom managers here but that's a that's a great question i haven't seen what you're  any way i guess i can give perspective to this but to the budgetary question we budgeted three and a quarter percent in total for  and what was to be merited for this year fiscal fourteen that was the that was the parameter and it dates back to a bigger discussion that was had that ultimately when the board ultimately floated to support the merit program and there was a lot of discussion that went into what that number would be so part of it was the cola two percent and then the one and a quarter component was a presumption that only half of the employees would receive merit and so three and a quarter percent was the average was the amount that was acceptable to the board in the context of the wage plan and had just been shifted from the middle of the market to in essence the top or tile and so therefore the board was looking for  that the this new pay plan was not going to become more expensive than the existing plan and so kevin and i were both asked to quantify what was the break even on on it going from the old plan to the new plan and it was in essence a third of the thirty employees received merit merit was deemed to be a step at the time two and a half percent so the third received merit than that was the breakeven based on compared to the all plan based on my analysis so what was kevin and discuss with the board is that will probably be between a third and and and half of the employees covered would receive merit and so have off of a step one of the quarters that's how we got to three in a war and that was acceptable because the intent was to keep the growth of wages to within the growth of the town's revenues so three and a quarter is a manageable number so for the time being we have a placeholder of just that for f y fifteen the same same parameter percent than has definitely outside of the parameter that was discussed for the last time the board considering considering this so i don't have an answer for you on that what it should be but to answer the question we're budgeting three to one apparently and that the board direction you know will either stay there or were changed some clarification thank you ok they are before we move but only for us does anybody want to is a sense of the board to put this because one of the things depending on when you expect the person it's already the later after january in the employees are they keep waiting for this plan to happen and that you know they know that we came here  you can see what directors in professionals whatever the list was then i'll give you the other forms that were created but the one before scale is you know some like specific examples to like you know some of the director level department like one department had one director level and one staff level just we could see the difference between the forms yeah i don't know that i don't want to share like i just want to be cautious of what we're putting out there went through a consultant come in and i correct that everybody has a job description yes so i think that's what you're looking for without names and just right it seems we valuation form for that sometimes manager reviews are there proves them and it's whatever needs to happen then the form that choose just the same blank form for everybody with the one before and again i'm just sort of making up things but how well do you communicate with your choice things like that so i'll give you all of the blank forms and a copy of a couple of the job descriptions for the different levels within the organization ok all right let's regroup in two weeks  t there was only one other person who showed some interest and then withdrew which was this wall and we feel that he's familiar with the workings of the board the alternate member does not vote on every single application excuse me the really only there they they do attend every meeting after their main purposes is to be there in the event that a regular member of full time voting ever has to recuse r the other positions you hold whether you know you would have to resign from those the town manager recruitment a lot of robust discussion him and i think working with the help of marriott hardy from the calls institute i was very happy to hear that you were able to bring forward some very qualified candidates for us to learn about tonight so thank you again for your efforts from johnson who wanted to be here and he actually was scheduled to be here your original meeting on tuesday but he's out of town right now so he asked me to fill in form you know basically the charge was to review applicants you know using the the college group as a starting point they received thirty six applications they did their initial review which was based on the criteria that you worked out with them for what the position should be after that review they dropped it to twenty one to bring to the screening committee they felt that the other fifteen didn't meet that criteria the twenty one was then reviewed by the full committee and we came down to a group of nine that we were comfortable with bringing in based on what we read within their resumes and and you know past experiences and again based on the criteria that you had originally set up we narrowed it down to that level we interviewed the nine and we're going to present three of them to you tonight they are in alphabetical order they're not in any kind of numerical order as to how we rank  opinion is that it's solely up to the board selecting to now do your interviews and based on your interviews determine where you feel these three candidates fall we are comfortable as a group that their experience level can meet the position that's at hand here and i think you'll see want you to meet them and go through the resumes that you have some very qualified individuals to fill this role simple as it is so on their reign as you put on the agenda for today we're going to have a meeting scheduled for next tuesday to interview the candidates will need to notify is a copy of what the screening committee used in terms of the rules for the candidates during the interviews and there are some good advice here about what we need to keep in mind during the interview process and then just summing some of their questions all their questions are here and i think it would be good if we reviewed those i've also got here some instructions some general suggestions and guidelines from richard kobayashi ask all the board members to review these and these just give some general thoughts on suggestions for questions items to keep in process specifically the selection process talks about reviewing applications actually going towards the back talk about interviewing the candidates the finalists and post interview activity so i thought that would be helpful again for all of us to consider as were setting up to do these interviews and then next tuesday i'd suggest that we need for about fifteen minutes before we start the interviews just to make sure more organized  i'd ask if everyone fits of mitt their questions make sure this is a case of the met their questions to me i'll just line them up and bring them next week we can sit down before we start the process and identify the questions that we're going to use who will ask them and then be ready to start it up so he had sixteen years so the first interview could start at six fifteen tarkington all of these have already been vetted by the college group as far as background checks credit checks rezko references you know not only the ones that they gave but also other personal people who would have had contact or professional people had contact  it's nice to know that there were ask and i'm sure they're all satisfactory to get to this point but is there any summary or notes of what their answers were so we don't have to ask the same questions you know because the way the screen committee process is supposed to work is supposed to be independent and therefore there's not you know any kind of a no process i'll sit on it and of course i thank you but what was nice but it's because we know the questions that you are asked so for these finalists to become a finalist they must have that's a good question i do not know that but i'm sure it's just planning and doing all everything they have to do in preparation for the season really give any idea on the not seasonal employees obviously third item is the minutes from december thirtieth two thousand and thirteen now move that was look when approved the minutes of december thirtieth two thousand and thirteen as submitted second just a question on page two are talking about the baseline for social impacts it was also noted that anyone seeking help from private institutions would not be included and this was also a day late because of the strong this is a license actually it's a license transfer  sci fi doing business as loans second discussion a ok the i don't know a five is a a donation of an emergency management trailer worth four thousand thirty dollars and purposes the storage transport shelter supplies the donor was i mean discussion you know so it was just kind of catch up for prior looks like this happened in september last year he had applied and he was awarded but you have to accept the six this is a a gift actually going to the recreation board it's two weeks of sports training with one hundred sixty dollars the recreation board is going to use it as a door prize for the recreation open house the donors mckenzie miller of elite sports and p t to know what that means a physical therapy things so i make a motion that the selectmen accept this gift on behalf of the recreation board of this is a gift being made to the veteran services it's a gift of an american express gift card with fifty dollars it's purposes to a system veteran in need the donor is the estate of veteran james jake that we enter into executive session to discuss strategy regarding litigation matters let's go and conduct strategy sessions in preparation for negotiations with nonunion personnel or to conduct collective bargaining sessions or contract negotiations last four to six weeks i was told that i believe there were violations in for us to go into executive session tonight to talk about splitsville while there were violations i think this board needs to address it i think we need to  figure out it's going to be addressed before we do any more meetings with splitsville have any more discussions and open session for executive session because when this peel period comes through we're going to be playing catch up later whatever we decide now is in jeopardy of being overturned so i've tried to work with the board i tried to work with counsel i was told there was violations and i was told that the formal response is that there was not violations and it's been going on for too long so i will not go into executive session to discuss splitsvilla advisory board if they do whatever you discuss he's going to be in jeopardy  following the outcome of the open meeting by lesions i think the response that we've given to the public puts us above the open meeting law and i don't think that's right come from this board i was told that this was going to be addressed before this meeting before i had to see this there there were no open meeting violations and the response that we we gave said that there were no open my meeting violations bob can you respond to that because if you don't i don't know i'll take  d they are handled as matter are handled you know correctly and i don't see any conflict with the fact that there are those complaints on file that are being  addressed i don't see why that should get in the way of us dealing with the issue of splitsville ok can i ask counsel if you could address that because we've had specific discussions on that i think this is this is where we're you you know briefly whether you want to put on your agenda right i don't think you ought to get into the substance of whether or not to have been violations if you want to put it on your agenda you can talk about what you put on your judgment maybe i'm mistaken so let's just clarify so there was violations that were brought to the board and we highlight an accusation it was not brought to the board and dick our response was there was no violations up to date there and that was that i don't think we but you had said to me if i ask you this question you will respond from an attorney's perspective and that's what you meant led me to believe what i'm trying to avoid is keep going down this path that we've been doing and if i haven't had these discussions with the attorney i would be bringing this up right now have i think that's fine i do hope however that it is that one that gets a soft the issue of whether or not we can have a discussion tonight regarding splitsville in executive session so i hate to see that issue as important as it is you know propre prevent the board from considering the splitsville issues that we've all worked so hard on tonight so but that's a policy decision whether you i don't think there's any legal impediment to our consideration in executive session of splitsville because of the alec prior allegations of open view of violations i don't think that's the case but whether you decide to proceed with discussing them as if there's a policy decision it's for the board to make i'm sorry but my question is in this i'm not trying to beat anybody it's a very complicated law but to continue with meetings when i believe there were violations i would rather get this rectified and to keep going to the meetings and putting it off the question is did you make a i'd like to know if what would what would you be talking about if this became an agenda and there is a process that already has begun and why would the boards like mine would be discussing this if the process has already begun and the information has been submitted to the attorney general and the information at the time on behalf of the board is incorrect well that may be your opinion mr belin asking  element from our discussion can you give me your opinion on that and we've had many discussions over the last four to six weeks and i've been trying to patiently to get this address and now going into executive session to continue on a mistake that's all said and  share his thoughts on whether or not we should be addressing publicly the open meeting law items while this is pending you know it's kind of an interesting proposition that you have  really the only matter you should be considering right now is whether or not you would like to put that matter that issue on a future agenda without getting into the substance of the matter it's night with all due respect to what may have transpired between mr divorce and mr kellerman sure there may be some understanding or belief of where it may come out but your public as of the right to have an opportunity to be  here if you want to schedule it for for discussion at the time i don't think it's appropriate to be going down the road of discussing the substantive matters that are of some concern to us to develop