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LETTER: Town Hall Hiring Protocols are Well Established - by Peter Cunningham

Dear Editor:

Unfortunately, last week's editorial on hiring practices within town government left the uniformed reader with the impression that thee are no established hiring protocols and that favoritism is the guiding principal. This is , of curse, not true and upon perusing last week's paper further one finds ads for two significant positions within town government, one for a Public Safety Dispatcher and the other for the Conservation Administrator. The example used by the Editor to support his assertion, the hiring of a new Administrative Assistant to the Town Manager, was as noted hired from within but that hiring does not reflect the general practice for filling of positions. As noted, there was a good discussion with members of the Personnel Board at the September 9 Selectmen's meeting with thoughtful reasons stated on both sides of the issue. The skill set needed for the Administrative Assistant position is significant and having an identified candidate able to step into the position at a critical time in the municipal calendar is a real benefit. Perhaps the glitch that raised the Editor's concern was lack of clear communication with the Personnel Board to seek their input. We are extremely fortunate to have members of the P.B. who have substantial experience in personnel matters. Integrating their advisory role into the town's human resource function was a work in progress which has not been addressed in a subsequent meeting and will be in place going forward.

Finally, the Editor is correct in noting an overall improvement in the administration of town government and the delivery of services to townspeople. Through consolidation and the more efficient assignment of personnel, four full-time positions have been eliminated from town government without a corresponding decline in services. I also agree that prior to adopting the charter there were examples of rules being stretched to accommodate various situations in town government hiring. And it is worth noting that this occurred during a period when there was a Personnel Board with a much more robust role in the administration of the human resource function. The important message then seems to be the need to identify and follow 'best practices' in filling positions when they become available and that process is in place.

Sincerely,

Peter Cunningham

Groton Herald

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