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Town Manager continued from previous page • MIS — Hardware (networking equipment, servers and desktops) and software replacement and upgrades affect- ing all departments reduced, resulting in a slower and aged infrastructure. — Staff reductions in all departments resulting in reduced website maintenance. SPECIAL STAFF RECOGNITION This has been an extraordinarily difficult year. Three Special Town Meetings, a failed override, service reduc- tions, layoffs, and an early retirement program consumed staff resources during calendar year 2003. Prior to the FY 2004 budget process, the General Fund supported a munic- ipal organization of 276 full -time and 51 part -time employ- ees. Implementation of the failed override budget coincided with the early retirement program and dropped the full - time complement to 226 and the part -time to 32, a 21 % reduction in staff in one year. It is impossible to maintain high morale in an organization (private or public) when a fiscal crisis requires wholesale layoffs and reduction in force. The municipal staff respond- ed to the challenge of the failed override quickly, as required by law, and without exception implemented the conse- quences of the failed vote and later an "early retirement program" adopted by the Selectmen efficiently, effectively, and professionally. Although it is safe to say that the transi- tions required as a result of these events were not seamless and without incident, the staff deserves kudos for their tire- less and flawless work on the Town's behalf. Despite the ter- rible losses in services and the pain of seeing valued, per- forming co- workers lose their jobs, the remaining staff forged ahead putting the organization back together, piece Personnel Advisory Committee ROLE: To assist the Town Manager's Office in achieving its human resources mission — motivating town employees to reach their full potential on the job and attracting highly qualified candidates to fill job openings. Provides guidance and advice regarding issues related to employment and employee relations, compensation and benefits, employee communications, training and development, and health and safety. APPOINTED by the Board of Selectmen: Co- Chairs Janet Perry and Evelyn Silber, William Barnes, Norman Cohen, Richard Evans, and Judy Minardi. HIGHLIGHTS: • Played an important role in the Workforce Reduction process, including representation on Town's Workforce Reduction Committee ( assisting the Town Manager's Office with the reduction in force resulting from the over- ride rejection). by piece. All work effort was organized and conducted col- laboratively with a clear sense of mission and a vision of the final outcome. The employees' flexibility and adaptability in making the after - affects of the failed override work was beyond description. We all owe them a great debt of grati- tude, as the organization that remains is still motivated and focused to perform at the highest -level possible. Over 60 cross - functional project teams operated during 2003. The Senior Management Team largely focused its attention on leadership and developing decision - making processes. Developing a system for measuring performance and developing an implementation plan for the 2020 Strategic Plan took a lion's share of the Senior Management Team's attention. The Management Strategies Group's attention for 2003 focused on developing a safer work envi- ronment and the Employee Strategy Group worked on enhancing the organization's efforts relating to wellness, health, and fitness. The Financial Software Conversion, Wage and Com- pensation, Internal Newsletter, Project Management Steering Committee, No Place for Hate Steering Committee and Budget Team efforts were particularly successful. Town staff played major roles managing construction activ- ities in Town. Specifically, teams were created to help coor- dinate, plan, and support construction activities for the Cary Memorial Library, the Secondary School projects, and several smaller less - visible projects that have added a quali- ty dimension to life in Lexington. The Town of Lexington remains committed to providing the highest quality services with the resources provided. • Provided outplacement support services for laid -off employees, including a training session on how to search for a new job. • Collaborated on the development of performance mea- surements and marketing strategies for Town's Human Resources function. • Reviewed and edited Benefits Handbook. • Provided representation and critical input on hiring panel for Director of Public Health. Discussed and provided feedback on the Early Retirement Program. Reviewed and provided input for the re- drafting of the Personnel Policy Manual. Discussed and provided feedback on the Sick -Leave Incentive Program. 2003 Annual Report, Town of Lexington Page 9